You are on page 1of 43






Under the supervision of: MS.SHELLEY CHAUDHARY Managing Director Unisys Infosolution Pvt. Ltd.


BUDHACOLLEGE OF MANAGEMENT, RAMBHA KARNAL (Affiliated to Kurukshetra University, Kurukshetra and approved by AICTE)

The study has been fragmented into four chapter viz. Introduction to Recruitment and selection, company profile, Research Methodology, Analysis of Data, Findings and Suggestions. The first chapter deals with the conceptual understanding of the concept of Recruitment and selection. In this chapter, introduction to company profile, concept of Recruitment and selection, history and function of recruitment and selection, methods of recruitment, and factor of recruitment and selection, process of recruitment and sources of recruitment. The second chapter is Research Methodology. This chapter relates to research methodology adopted to complete the project. The methodology followed in the form of need of the study objective, nature, sample design, data collection, analysis of data, and organization of the study. The third chapter relates to analysis of data. This chapter is descriptive in nature. The study ends up with forth chapter summarizes the whole study. In addition to it, certain finding conclusion and recommendations are also been given in this chapter with a hope to maximize the benefit from Recruitment process.

Theory is the first and important step which acts as a base, but practical knowledge is that aspect which bridges the gap between imaginations and realities. Research is the integral part of the work situations and is closely related to the career and promotion structures. So practical

knowledge is very important for development of thoughts and giving shape to them. Thus practical training could be taken as a beginning of a process of indoctrination into the ways of a business organization and it is the first positive step which would be helpful in future prospect. No dissertation is complete without a mention of all those who contributed its very existence. However an expression of thanks, no matter how extensive it is, is never complete or adequate. This acknowledgement is no exception. I wish to express my appreciation to all those, with whom I have worked, interacted and whose thoughts and insights have helped me in furthering my knowledge and understanding of subject. I wish to express my gratitude and sincere thanks to my guide Ms.Shelley Choudhary for his keen interest and guidance offered in an amicable and pleasant manner through this project work. I express my utmost sense of gratitude to MrsVinuParida,Director,Budha Group of Institution and Mr.Himanshu, H.O.D, Budha College Of Management and my internal guide Ms. Ravita Hans, Asst. Prof. and all the faculty members of Budha College Of Management who had been a pillar of support for me. I owe much to my Family and Friends for their blessings and encouragement.


I ARCHANA CHOUDHARY, student of Budha College of Management RAMBA (KARNAL) B.B.A (5th SEM) hereby declare that the project report title A STUDY ON RECRUITMENT AND SELECTION PROCESS IN UNISYS INFOSOLUTION Pvt.Ltd is a record of critical & independent work carried out by me under the supervision & guidance of experts This has not been previously submitted for the award of any other diploma, degree or other similar title

Signature of the Candidate ( Archana)


PAGE NO PREFACE ACKNOWLEDGEMENT DECLARATION CHAPTER I Introduction to Recruitment Company Profile CHAPTER II Research Methodology Chapter III Data Analysis and Interpretation Chapter IV

Findings and Suggestions Annexure Bibliography Questionnaire


Human Resource plays a crucial role in the development process of the modern economics. ARTHUR LEWIS observed There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviors Human resource management is the management of employees skill, knowledge abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting Human Resource Management. They are labour management, labour administration, labour management relationship, employee employer relationship, industrial relationship, human capital management, human assent management etc. Though these terms can be used differently widely, the basic nature of distinction lies in the scope or coverage and evolutionary stage. In simple sense, human resource management means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirements. 1.1.1 FUNCTIONS OF HUMAN RESOURCE MANAGEMENT 1. Administration: Strategic planning, organizational evaluation, recommendations, supervision of department staff 1. Compensation: 5

County Board relations, policy

Salary and benefit surveys, job evaluation, job descriptions evaluation, job descriptions 2. Employee relations: Disciplinary processes, incident investigations, complaint/grievance procedures, labormanagement relations. 3. Employee services: Enrollment in benefits, employee discounts for recreational spots, resolution of enrollment or claim problems, employee newsletter. Educational assistance, employee service awards 4. Fiscal: Staffing budgets, departmental budget, accounts payable, insurance receivables, insurance fund management, total package costing. Insurance receivables, insurance fund management, total package costing. 5. Health and safety: Employee assistance, workers compensation claims, drug testing, safety compliance and training. 6. Leaves of absence: State and/or Federal Family and Medical Leave rights, County approved leaves of absence, rights upon return to work, light duty assignments for temporary periods. 7. Payroll administration: Computer-based or manual evaluation systems, supervisory training, compliance with timeliness standards 8. Performance appraisal: Employee files, litigation files, payroll records, safety records and other administrative files 9. Record-keeping: Job posting, advertising, testing administration, employment interviews, background investigations, post-offer employment testing. 10. Recruitment: Recruitment is defined as a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures fir meet the requirement of the staffing schedule and to employ to employ effective measures for attracting the manpower in adequate numbers to facilitate effective selection of an effective workforce. 11. Selection:

After identifying the sources of human resources, searching for prospective employees and stimulation helps to apply for jobs in an organization, the management has to perform the function of selecting the right man at right job and at the right time. 12. Separations and terminations: Rights upon termination of employment, severance benefits, unemployment compensation, exit interviews. 13. Training and development: County-wide needs assessment, development of supervisory and management skills, employee training and workshops. Benefits orientation for new and transferring employees, Supervisory newsletter. 14. Salary and benefits: Salary/wage plans, employee benefits 1.1.2 IMPORTANCE OF HUMAN RESOURCE MANAGEMENT 1: Attract highly qualified and competent people 2: Ensure that the selected candidate stays longer with the company. 3: Make sure that there is match between cost and benefit. 4: Helps the organization to create more culturally diverse workforce Whereas, the poor quality of selection means extra cost on training and supervision. Further ion more, when recruitment fails to meet organizational needs for talent, a typically response is to raise entry level pay scales. This can distort traditional wages and salary relationship in organization, resulting in unavoidable consequences. 1.1.3 SCOPE OF HUMAN RESOURCE MANAGEMENT The Scope of HRM is indeed fast. All major activities in the working life of worker from time of his entry in an organization until he / she leaves, come under the preview of HRM. Specifically, the activities included are Human Resource planning, Job analysis and design, Recruitment, Selection, Orientation and placement, Training and development, Performance appraisal and Job evaluation, employee and executive remuneration and communication, employee welfare, safety and health, industrial relations and the like. HRM is becoming a specialized branch giving rise to a number of specialized areas like : 1. Staffing 2. Welfare and Safety 3. Wages and Salary Administration 7

4. Training and Development 5. Labor Relations

Recruitment is hiring of employees from outside. Recruitment has been regarded as the most important function of the HR department , because unless the right type of people are hired, even the best plans, organization chart and control system would not do much good. Recruitment is the discovering of potential applicant for actual or anticipated organizational vacancies. Accordingly the purpose of recruitment is to locate sources of manpower to meet the job requirements and job specification. It is defined as a process to discover the sources of manpower to meet the requirements of staffing schedule and to apply effective measures for attracting the manpower to adequate number to facilitate effective selection of an effective workforce Yoder points out that recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employee effective measures to attracting that manpower in adequate number to facilitate effective selection of an effective workforce. Edwin B Flippo defines recruitment as the process of searching for prospective employees and stimulating them to apply for the jobs in the organization. It is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their application are submitted. The result is a pool of applicants from which new employees are selected


1: Direct method 2: Indirect method 3: Third party method 1. DIRECT METHOD The direct method includes sending of the recruiters to different educational and professional institutions, employees contact with public and mannered exhibits. One of the widely used methods is sending the recruiters to different colleges and technical schools. This is mainly done with the cooperation of the placement office of the college. Sometimes, firms

directly solicit information from the concerned professors about student with outstanding records. Other direct methods include sending recruiters to conventions and seminars, setting up exhibits at fairs, and using mobile offices to go the desired centers. 2. INDIRECT METHOD Indirect method involves mainly advertising in newspapers, on the radios, in trade and professional journals, technical magazines and brochures. Advertisements in newspapers and or trade journals and magazines are the most frequently used methods. Senior post is largely filled with such methods. Advertising is a very useful for recruiting blue color and hourly worker, as well as scientific, professional, and technical employees. Local newspaper can be good sources of blue collar workers, clerical employees, and lower level administrative employees. The main point is that the higher the position in the organization the more dispersed advertisement is likely to be. The search for the top executive might include advertisement in a national periodical, whereas the advertisement of the blue color jobs usually confine to the daily newspaper. According to the Advertisement tactic and strategy in personnel Recruitment, three main points need to be borne in the mind before an advertisement in inserted. First, to visualize the type of applicants one is trying to recruit. Second, to write out a list of advantages the company offers, or why should the reader join the company. Third, to decide where to run the advertisement, not only in which area, but also in which newspaper having a local, state or a nation- wide circulation. 3. THRID PARTY These include the use of commercial or private employment agencies, state agencies, and placement offices of schools colleges and professional associations recruiting firms, management consulting firms, indoctrination seminars for college professors, and friends and relatives. Private employment agencies are the most widely used sources. They charge a small fee from the applicant. They specialize in specific occupation; general office help, salesmen, technical workers, accountant, computer staff, engineers and executives. State or public employment agencies are also known as the employment or labour exchanges, are the main agencies for the public employment. Employers inform them of their personnel requirement, while job seekers get information for them about the type of job are referred by the employer.

Schools and colleges offer opportunities for recruiting their student. They operate placement services where complete biodata and other particular of the student are available. Professional organization or recruiting firms maintain complete information records about employed executive. These firms maintain complete information records about employed executives. These firms are looked upon as the head hunter raiders, and pirates by organization which lose their personnel through their efforts.

of the recruitment method

The following are the evaluation of the recruitment method 1: Number of initial enquires received which resulted in completed application forms 2: Number of candidates recruited. 3: Number of candidates retained in the organization after six months. 4: Number of candidates at various stages of the recruitment and selection process, especially those short listed. 1.2.2 OBJECTIVE OF RECRUITMENT 1: To attract with multi dimensional skills and experience that suite the present and future organization strategies. 2: To induct outsider with new perspective to lead the company. 3: To infuse fresh blood at all levels of organization. 4: To develop an organizational culture that attracts competent people to the company. 5: To search or headhunt people whose skill fit the company values. 6: To seek out non-conventional development grounds of talent 7: To devise methodology for assessing psychological traits. 8: To search for talent globally not just within the company. 9: To design entry pay that competes on quality but not on quantum. 10: To anticipate and find people for position that doesnt exists yet. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals come to know about the company and eventually decide whether they wish to work for it. The recruitment process should inform qualified individuals about the job so that applicant can make comparison with their qualification and interest. 1.2.3 FACTORS AFFECTING RECRUITMENT There are two types Companys pay package of factors that affect the Recruitment of candidates for the company. 1: Internal factors: These includes


1. Quality of work life 2. Organizational culture 3. Company size 4. Company product 5. Growth rate of the company 6. Role of trade unions 7. Cost of recruitment 2: External Factors: These include 1. Supply and demand factors 2. Employment rate 3. Labor market condition 4. Political, legal and government factors 5. Information system


The following factors should be undertaken while formulating the policies a. Government polices b. Recruitment source c. Recruitment needs d. Recruitment cost 2. Organizational and personal policies 1.2.5 RECRUITMENT PROCESS The actual steps involved in recruitment follow a well defined path: Application shortlist: In this step, we shortlist the resume received from various sources based on the suitability for the requirement. Preliminary Assessment:
The short listed candidates go through a preliminary round of interviews. This interview lays more emphasis on functional competencies. To have more data on the functional skills, the candidates may be given a business case for analysis and presentation (This is done for certain positions only). Final interview: Here the candidates who successfully clear the first round of interview go through another round of interview with one or more of the functional heads.

11 Medical Evaluation: Candidates who are selected by Colgate are asked to undergo a medical test. Evaluation of recruitment process: The following are the evaluation of the recruitment process: 1 Return rate of application sent out. 2 Number of suitable candidates for selection. 3 Retention and performance of the candidate selection. 4 Cost of recruitment 5 Time lapsed data. 6 Comments on image projected 1.3 SELECTION Selection is a negative process and involves the elimination of candidates who do not have the required skills and qualification for the job proposed. Also it is a process of differentiating between applicants in order to identify and hire those with grater likelihood of success in job. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. It is the system of function and devise adopted in a given company to ascertain whether the candidates specifications are matched with the job specifications and recruitment or not. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision. The traditional selection process includes: preliminary screening interview, completion of application form, employment test, comprehensive interview, background investigation, physical examination and final employment decision to hire. 1.3.1 Organization for selection Until recently the basic hiring process was performed in a rather unplanned manner in many organizations. In some companies, each department screened and hired its own employees. Many mangers insisted on screening their own employees as they thought no one else could do that as efficiently as they themselves. But now selection is centralized and handled by the Human Resource Department. This type of arrangement is also preferred due to some of these advantages: 1. It is easier for the application because they can send their applications to a single centralized department.


2. 3. 4. 5. 6. 7.

It facilitates contact with applicants because issues pertaining to employment can be cleared through one central location. It helps operating managers to concentrate on their operating responsibilities. This is especially helpful during the chief hiring period. It can provide for better selection because hiring is done by specialist trained in staffing techniques. The applicant is better assured of consideration for a greater variety of jobs. Hiring cost is cut because duplication of efforts is reduced. With increased governmental regulation on selection process, it is important that people who know about these rules handle a major part of the selection process.

Ideally, a selection process involves mutually decision making. The organization decides whether or not to make a job offer and how attractive the job offer should be. 1.3.2. BARRIERS TO EFFECTIVE SELETION The main objective of selection process is to hire people having competence and commitment towards the given job profile. But due to some reason the main purpose of effectively selecting candidates is defeated. These reasons are: 1: Perception or the Halo effect: Many a times the interviewer selects a candidate according to the perception he has or he made up while talking or looking at the individual. This way he does not see through the caliber or the efficiency of the individual and many times it leads to the selection of the wrong candidates. 2: Fairness: During the selection process the interviewer does not select the individual on the basis of his knowledge and hence the right type of the candidates is not selected. 3: Pressure: The people from the HR department and also have a lot of pressure from the top management and from other top class people for selecting the candidates they want. This ways the purpose of effective selection process of effective selection process is defeated as they have to select that individual whether or not he is capable of the job that is being offered. 1.3.3 ESSENTIAL OF SELECTION PROCEDURE 1. Someone should have the authority to select. 2. There must be sufficient number of applicants from whom the required number of employees to be selected.


3. There must be some standards of personnel with which a prospective employee may be compared. 1.3.4FACTORS EFFECTING SELECTION DECISION Includes: 1. Profile matching 2. Organization and social environment 3. Multi correlations 4. Successive hurdles



Unisys Infosolutions Pvt Ltd. is a rising VAS Company working with a view Success is a journey, not a destination Team Unisys believes -Working with focused approach, determination & Dedicated Team, any target is achievable. Unisys emphasizes on creativity management, as to break the clutter one has to be innovative and thus the company has pooled in creative & ingenious brains, to give the best telecom solutions and newer and customized content in VAS. With this pioneering approach we feel that we can beat the heat.

Unisys Infosolutions Pvt. Ltd was incorporated in Jan 2005. In a span of over five years it is one of leading VAS establishment of India having corporate relations with all existing Mobile Operators and leading Content providers & Content Aggregators. It has a catalog of around 2,00,000 music tracks in more than 40 regional languages besides having more than 130 unique P2A applications. Recently, we have entered Bollywood by acquiring Music Rights of latest release movie HIDE & SEEK. Further we are also in the state of acquiring related business houses in India & overseas.

We offer a great range of Products & Services to different telcos which include SMS Based services, Subscription related products, CRBT in more than 40 languages of India & interactive OBDs in languages like Hindi, Punjabi, Gujrati, Rajasthani, Marathi etc. Apart from this we have different products on WAP like Ring Tones, Wallpapers, Logos, and Picture Messages etc. In addition to the same, we are planning to launch few VOICE services in near future.

We have total strength of more than 100 people, having two different offices, both of which are operational from Karnal (Haryana). We have expert Marketing staff as well as skillful in-house Technical team using all advance technical platforms like ASP, JAVA, .Net etc. Our experience includes, Managing On-line Voting for leading TV-programs like Indias Got Talent (COLORS), Bol India Bol (Great Indian Laughter Challenge on STAR-ONE) and various other contests for different operators & are considered to be Top Rank CP in all other Telcos.


UNISYS is a pacesetter, Media Short Code Company earning major chunks of Revenues for all Leading Telecom Operators in India. In a short span of around 5 years it has developed itself as one of the Mounting VAS establishments of Telecom Industry. Unisys emphasizes on creativity management, as to break the clutter one has to be innovative and thus the company has pooled in creative & ingenious brains, to give the best telecom solutions and newer and customized content in VAS. With this pioneering approach we feel that we can beat the heat. Over the last few years VAS Industry has shown exponential Growth. People are now using mobiles not only for simple Voice calling but as a media of Entertainment & Infotainment too. Unisys at a glance is known for its truly ground-breaking offerings to Mobile Users, be it the field of SMS or Music. Year of Establishment 2005
unisys has well-off content in all categories of VAS including Text, WAP, Music & Voice. Unisys shines in Text applications having specialized content for each circle. The applications are customer-centric and able to be integrated on all the platforms including SMS, UTK, and USSD etc. In music it is the only CP having content in 42 regional languages of India. Unisys excels in content provisioning and management and is managing the same for various Telcos and aggregators.
Unisys Content Management System is an in-built store-front of applications which is technologically equipped to integrate with all wireless carriers.


Unisys is a company filled with esteemed values, meticulous attitude and high transparency. Our capitalist spirit and ability to acclimatize to changing subscriber needs is the crux of our success.

unisys has well-off content in all categories of VAS including Text, WAP, Music & Voice. Unisys shines in Text applications having specialized content for each circle. The applications are customer-centric and able to be integrated on all the platforms including SMS, UTK, and USSD etc. In music it is the only CP having content in 42 regional languages of India. Unisys excels in content provisioning and management and is managing the same for various Telcos and aggregators.

Unisys Content Management System is an in-built store-front of applications which is technologically equipped to integrate with With the advent of 3G & upcoming 4G, music is known at its most with

DIGITAL. India has an emergent subscriber base keen to accept Digital formats. Impact of Digital Music is extensive, a few years ago an album was delivered in just a few formats which now comes in hundreds of unique formats. Music fans can now acquire tracks and albums in ways which were inconceivable a few years ago from download stores, streaming sites, subscription services, free-to-user sites, bundled with their broadband or a mobile phone handset. Digital Report 2010 points the way to an optimistic future for Music Industry. Unisys' move to Digital music across platforms is part of Company's broader thought to extend the reach of music & establish itself in Multi-Platforms following which we are major content providers to online music stores in India and International. Unisys' mission lies in reaching out to millions across globe but despite the progress of digital market major challenge lies in monetizing this content. Unisys has stepped 17

forward in this regard by establishing tie-ups with online platforms & is soon launching 21 exclusive Video Channels. With the expansion of Digital Market an associated cons which has evolved greatly is Piracy impacting the sales of Digital to a great deal. To haul out the massive potential of Digital Music foremost attention needs to be paid to Stop Piracy.

all wireless carriers.

Incorporated in 2005, profitable since 2007, Unisys is a global player and a success maker. Unisys started as a small group of only few people with a vision to ascend the highest peaks of success. In a very short span of time it proved itself by having a renowned name in industry beingbecoming a brand and having a significant place as Top Rank Vendors for all leading Telcos in India. Time floews faster and trends change, Unisys with its team of Expert and Proficient adept professionals has gained deep knowledge, and slowly and gradually it has turned into a Global Player by stepping into Overseas and has a vision to embed our roots in countries like Indonesia, Malaysia, Bangladesh, Srilanka, UK and much more in pipelineetc

Incorporated in 2005, profitable since 2 007, Unisys is a global player and a success maker



In the coming time mobile is going to acquire a prestigious position for every individual. We will be able to access everything on small screen and with this view point we are providing live rates of BSE & MCX on the mobile phones. Mobile Ticker is an innovative product wherein subscribers can avail Live Updates from BSE/MCX, Investment tips/suggestions from Brokers, Facility of Customized Scripts and much more on their mobile. Our customers can avail services* like moving scrolls, small screen portfolio, Investment suggestions from Brokers on their mobile screens. It's just an application not the software. Customer can customize it according to their need. 1.WATCH LIVE RATES ON YOUR MOBILE. 2.CREATE OWN WATCH LIST. 3.YOUR BROKER'S MSGS & SUGGESTIONS. 4.PORTFOLIO OF YOUR SELECTED SCRIPTS. 5.SIMPLE AND EASY TO USE AND ACCESS

Unisys facilitates the needs of clientele having interest in Mobile Marketing through its Bulk Messaging solution. Unisys BMS is a GUI based Bulk mobile messaging software that can be used to send Bulk Sms and is bundled with advanced features. presently manages millions of messages per annum. It is built on a highly scalable and robust platform fully managed by Unisys. Technology & Features mobiletashan.comworks on a highly secure platform with HTTP protocol & supports extensive features:

Send bundles of messages with 95% delivery authentic delivery Schedule Future SMS Import & Export Facility Create Chain of Users Create own DND (Do not Disturb Directory) Easy Recharge CLI as per choice


Facility to create Message Templates or Online Greetings.

UNISMS is a communication tool designed in a way to enable the exchange of messages between Intra Operator as well as Inter Operator SMSCs.It can be used by wireless carriers to interconnect with any of the technologies-CIMD, HTTP, HTTPS or SMPP. UNISMS is handled by experts to take complete management commands of TEXT inputs as well as respond in quick turn-around time. It works as a single point of contact to capture requests from ASPs/CPs and offers ready to reconcile revenue reports for each CP/ASP. UNISMS is a highly scalable two-way messaging platform skilled to handle explosive number of messages, enabling Contests, Polls, promotional campaigns and providing real-time web based statistics.

Unisys SMS Solutions enable rapid, easy and verifiable delivery of just-in-time applications serving Enterprises & Short code Application seekers altogether. Unisys Messaging Solutions include: SHORT-CODE HANDLING ENTERPRISE MESSAGING MOBILE MARKETING

Incorporated in 20SUSSSSSSSSSSSS UNISUB is a complete tool packed with all advanced technical aspects which allows subscribers to enjoy services of their choice proficiently. UNISUB handles the segregated input flow from Circle level SMS Centers or Operator SMSC to channelize the request flow to integrated CP & revert back to subscribers. UNISUB boasts of several features including Subscription Management, Configuration Management, Interface to Operator Billing, Content Management, Scheduled / On-demand Delivery, Administration Interface, Customer Care,


Monitoring and Reporting. UNISUB is a complete End to End solution with following attributes:

UNISUB is efficient to configure with multiple Telcos at a single point of time. It works on Check & Charge model-charging based on available Balance. Competent to handle boundless number of subscribers altogether. In-built module for content uploading. It allows Times-SMS (schedule SMS beforehand) Supports both manual & automated content provisioning & push. Sound structure for service & push monitor. Integral & absolute Reporting system. UNISUB adheres to 99.9% SLA uptime for network and structured maintenance plan. UNISUB is skilled to handle wide range of premium & non premium services


Unisys specializes in tailoring solutions deemed to fit into user interests. inceTHI TT 2007, Unisys is a global player and a success maker Incorporated in 2005,

rofitable since 2007,

UnUnisys with its comprehensive and fully optimistic approach offers wide-ranging Third-Party Solutions with highly attributed, feature-rich and responsive applications. Unisys third-party solutions enable the clientele to leverage the benefits of extended functionality and additional features while reducing time, cost, resource & effort.s specializes in tailoring solutions deemed to fit into user interests Unisys is a global player and a TECHsuccess make


Unisys Technical Platform is a veteran, tested and an established solution currently powering services to all 12 Operators in India and few in overseas. Its Experience includes:

Top Content partners to various Telcos Handling End to End solutions for Operators like Stel Managing entire short-code portal of 51717 Unicode specialist on SMS handling Unicode portal for IDEA on USSD *222# Handling white label (its own) short code of at least 3 mobile operators& DSTK of Different Operators. Vast experience in integrating itself with SMSCs & SDPs of all leading Operators Technical partner for various 3rd parties Unisys has a team of skilled and proficient Technical experts competent to customize its products as per the Operator's requirement and yet meeting the End-user needs in a personalized manner.



The quest for knowledge is a never ending process and in its simplest from this process is called research .The world has evolved as a result of consistent efforts to discover new things.Research is an organized and systematic study of materials and sources in order to discover new things and


establish facts and reach new conclusion. Essentially speaking research involves a well developed plan, a systematic approach to developing new theories or finding solution to various problems.


1. To study recruitment process. 2. To study selection process. 3. To know the recruitment and selection policies. 4. To find out the discrepancies and provide recommendations for better recruitments.

Research design is a framework or the blue print for conducting the research project. Research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. It includes an outline of what the researcher will do from writing the hypothesis and its operational implications to the final analysis of data. DESCRIPTIVE RESEARCH DESIGN In descriptive research design, those studies are taken which are concerned with describing the characteristics of a particular individual or a group.

The sample constituted 15 respondents. The respondents were selected using judgment and convenience sampling method from urban as well as rural areas.

The collected data was both primary as well as secondary. The survey was conducted through making a pre-tested questionnaire. The sample constituted 15respondents. The respondents were of various age groups, varying income groups and having different occupations. PRIMARY DATA Primary data are those data, which is originally collected. It is of following types questionnaire, interview, observation etc. SECONDARY DATA Secondary Data was collected from various sources such as books, journals, newspapers and internet. Tools and Techniques of data analysis and interpretation


Percentage Analysis Percentage = (No. of respondent / total no. of respondents)*100




Strongly Agree Agree Neutral Disagree Strongly Disagree

60% 10% 10% 10% 10%

10% 10% 10%

10% 0

1. SA 2. A 60% 3.NA/DA 4.DA 5. SDA


From above graph we can interpret that 60% are strongly agree thatrecruitment is done through formal recruitment process. 10% are agree thatrecruitment is done through formal recruitment process.10% says that they are neither agree nor disagree.10% says that they are disagree. 10% says thatthey are strongly disagree.



Strongly Agree Agree Neutral Disagree Strongly Disagree

45% 30% 5% 11% 9%

11% 5% 30%

9% 45%

1.SA 2.A 3.NA/DA 4.DA 5.SDA




After studying above graph we can say that 45% are strongly agree that recruitment process motivate employees. 30% are agreeing with it.5% are neither agree nor disagree.11% are disagree. 9% are strongly disagreeing.


Strongly Agree Agree Neutral Disagree Strongly Disagree

15% 45% 0% 25% 5%

5% 25% 1.A 15% 2.SA 3.SA/DA 45% 4.SD 5.SDA


INTERPRETATION After studying above graph we can say that 5% says that recruitment is done externally.15% saysthat they are agree. 45% says that theyare neither agree nor disagree. 25% says that they are disagree.


Strongly Agree Agree Neutral Disagree Strongly Disagree

15% 20% 20% 30% 15%


0 15% 20% 15% 20% 1.A 2.SA 30% 3.SA/DA 4.DA 5.SDA

INTERPRETATION: After studying above graph we can say that 20% are agree that recruitment is done internally.20 %says that they are agree.20% says that they are neither agree nor disagree. 30% says that they are disagree. 15% says that they are strongly disagree.



0 22% 0 8% 3 70% 0 4 2

INTERPRETATION: After studying above graph we can say that 22% says that they conduct 2 rounds of interview. 8% says that they conduct 3 rounds of interview. 70% says that they conduct 4 rounds of interview.





4. Magazies

Internet Newspapers Employment Agencies Magazies

65% 12% 10% 23%


0 23% 0 0




After studying above graph we can say that 65% says that they foundinternet most suitable source ofrecruitment.12% says that they foundnewspaper best source of recruitment. 10% says that they foundemployment agencies best source of recruitment.23% says that they found magzines bestsource of recruitment.


0 25%

0% YES




INTERPRETATION: After studying above graph we can say that 75% says that they cheek background.25% says that they dont cheek backgrounds.

Q 8: WHAT FORM OF INTERVIEW DID YOU PREFER? Personal Interview Telephonic Interview Video Conferencing Others 40% 30% 0 10%


Interview prefered





INTERPRETATION: 40% responded said that they preferred personal interviewand30%responded said that they preferred telephonic interview and 20% responded said that they preferred video conferencing and 10% responded preferred other interview.


Third Party Direct Indirect

65% 32% 3%

Recruitement and selection method





INTERPRETATION: In Unisys Infosolution 65% respondents said company used the direct method and 32% said company used indirect method and only 3% respondents said company used the third party method for the recruitment and selection.


Yearly Quarterly Not Fix Time

20% 50% 30%

resources are forecasted



INTERPRETATION: In Unisys Infosolution 50 %responded said that they prefer resources are forcasted quaterly 30% responded said that they prefer not fixed time 20% responded said that they prefer yearly

It is found that companys recruitment policies are applicable to all levels of employees. 60% are strongly agreed thatrecruitment isdone through formal recruitment process. 10% are agree thatrecruitment is done through formal recruitment process.10% says that they are neither agree nor disagree.10% says that they are disagree. 10% says thatthey are strongly disagree. 45% are strongly agreed that recruitment process motivate employees. 30% are agreeing with it.5% are neither agree nor disagree.11% are disagree. 9% are strongly disagreeing, thus can say that employees are satisfied with recruitment process. Further it is found that recruitment is done internally and externally. Recruitment policy motivates employees. They have employee referral and background cheeks. In Delhi Heights 50 %responded said that they prefer resources are forecastedquarterly 30% responded said that they prefer not fixed time 20% responded said that they prefer yearly Company preferred personal interview followed by telephonic interview, video conferencing and other interviews.


1. Manpower requirement for each department in the company is identified well in advance. 2. Time management is very essential and it should not be ignored at any level of the process. 3. The recruitment and selection through placement agencies as the last resort and is utilized only when need. 4. The recruitment and selection procedure should not to lengthy and time consuming. 5. The candidates called for interview should be allotted timings and it should not overlap with each other.

This presents the summary of the study and survey done in relation to the Recruitment and Selection in UNISYS INFOSOLUTION. The conclusion is drawn from the study and survey of the company regarding the Recruitment and Selection process carried out there. 38

The recruitment process at Inisys Infosolution, to some extent is not done objectively and therefore lot of bias hampers the future of the employees. That is why the search or headhunt of people should be of those whose skill fits into the companys values. Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters in the company. Selection process is good but it should also be modified according to the requirements and should job profile so that main objective of selecting the candidate could be achieved.


1. Mamoria,C.B. and Gankar, S.V, 2004, Personal Management Text and Cases. Himalaya Publication. 2.Dessler,Gary and Biju,Varkkey, 2011, Human Resource Management 3.Aswahthappa.k, 2001 ,Human Resource and Personnel Management 4.Dr.Pardeshi.P.C.,2005,Human Resource Management

6. Kothari C R, Research and methodology. Methods and Techniques, New age International (p) Ltd.2008 7. Prasad L M , Human Resource Management edition 2005, Reprint 2007, Sultan Chandand sons, New Delhi


Q 1 Recruitment is done through formal recruitment process. a) b) c) d) e) Strongly Agree Agree Neutral Disagree Strongly Disagree

Q 2 Recruitment process motivates employees. a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree Q 3 Recruitment is done externally. a) b) c) d) e) Strongly Agree Agree Neutral Disagree Strongly Disagree

Q 4 Recruitment is done internally. a) b) c) d) e) Strongly Agree Agree Neutral Disagree Strongly Disagree

Q 5 Recruitment plans are applicable to all. a) b) c) d) e) Strongly Agree Agree Neutral Disagree Strongly Disagree


Q 6 How many rounds of interview do you conduct? a) 2 b) 3 c) 3 Q 7 What source do you find most suitable for recruitment. a) b) c) d) Internet Newspapers Employment Agency Magazines

Q 8 Do you have background check policies? a) Yes b) No Q 9 What form of interview did you prefer? a) Personal Interview b) Telephonic Interview c) Video d) Others Q 10 Do you have employee referral scheme? a) Yes b) No

Q 11 Which method do you mostly prefer from the following for recruitment and selection? a) Third Party b) Direct c) Indirect Q 12 When the resources are needed and fore-casted? a) Yearly b) Quarterly c) Not Fix Time