INTERNSHIP PROJECT ON

EMPLOYEE BACKGROUND SCREENING Do employees claim what they are?
SUBMITTED TO ANNAMALAI UNIVERSITY
IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION IN APPLIED MANAGEMENT

SUBMITTED BY
AMIT KUMAR SHARMA MBA (SALES & MARKETING) FINAL ENROLLMENT NO. : - 4740600055

DIRECTORATE OF DISTANCE EDUCATION ANNAMALAI NAGAR

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DECLARATION

I

hereby

declare

that

the

project

entitled

“EMPLOYEE

BACKGROUND SCREENING” submitted for the Degree of Master of Business Administration in Applied Management is my original work and the project has not formed the basis for the award of any degree, diploma, associate ship, fellowship or similar other titles. It has not been submitted to any other university or Institution for the award of any degree or diploma.

(Signature of the Student)

Place: Jodhpur Date:

Name: Amit Kumar Sharma Enrolment No.: 4740600055

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ACKNOWLEDGEMENT OF THE STUDENT

It is with real pleasure that, I record my indebtedness to my project Guide, Mr. Surajet Kumar Saha for his counsel and guidance during the preparation of this project. I am grateful to Centre Head Mrs.Tultuli Gupta. I wish to record my sincere and special thanks to Mr.Rakesh Sharma, Mr.Virkram Pawar and Mr.Deepak Sharma. My thanks are due to Mr. Surajet Kumar Saha, Mr. Shubham Gupta, Mr. Manish Goyal and Mr. Bharat Kuldeep to give me great and valuable support.

(Signature of the Student)

Place: Jodhpur Date:

Name: Amit Kumar Sharma Enrolment No: 4740600055

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CERTIFICATE

Certified that the project “EMPLOYEE BACKGROUND SCREENING” is a work done by Mr. Amit Kumar Sharma during the period of his study under my guidance, and that the project has not previously formed the basis for the award of any degree, diploma, associateship, fellowship or similar other titles and that it is an independent work done by his.

Place: Jodhpur Date:

Name: Mr. Surajet K. Saha

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TABLE OF CONTENTS

CHAPTER – I EXECUTIVE SUMMERY CHAPTER – II COMPANY PROFILE
 INTRODUCATION  COMPANY RESUME  ORGANISTION STRUCTURE • NATIONAL STRUCTURE • INFRA-STRUCTURE SETUP  PRODUCT & SERVICES

CHAPTER – III EMPLOYMENT BACKGROUND SCREENING
 INTRODUCATION OF EBS  WHY EBS  EBS TOOLS  EBS PROCESS  BENEFITS OF EBS

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CHPTER – IV RESEARCH METHODOLOGY
 PROJECT DETAILS  OBJECTIVES & SCOPE OF STUDY  DATA ANALYSIS  SOURCE OF DATA

CHPTER – V FINDING & ANALYSIS
 PROJECT FINDING  RESULT OF QUESTIONNAIRE  RESEARCH & ANALYSIS  PHOTOSTATE OF FILLED QUESTIONNAIRES

CHPTER – VI SUGGESTIONS & CONCLUSITION CHPTER – VII BIBLIOGRAPHY

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CHAPTER – I

EXECUTIVE SUMMERY

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EXECUTIVE SUMMERY
An organization is made up of competencies, which we can loosely call 'capital'. Its key components are 'customer capital', 'structural capital' and 'human capital'. Broadly a company's strength arises out of its customer base, which purchases its products.

This customer capital triggers a number of key decisions such as new product and service packages new designs in anticipation of customer preferences and new locations from which a number of customers could be profitably served. We have heard of a company being acquired purely because of the strength of its customer base. Besides customers, the strength of an organization arises out of the efficiency of its operations

ONICRA sees human capital as an essential and vital resource and this has provided the essence of pre/post employment background screening services with the enthusiasm of working as an Empanelled Employment Background Checker with Nasscom and NSDL for the vision, which is – National Skills Registry In India the customers want better services at reasonable price. This has developed a spree of competition among the various other industries which provides the same categories of services all over India. A large number of companies

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provide a lot of services. The report is based on the project “Mapping expectation and measuring Satisfaction of primary customers of Onicra Credit Rating Agency of India Ltd”.

The project has broadly been carried in around Delhi and NCR areas. In the initial phase I visited a large number of domestic and Multinational companies in Delhi and NCR area have and gathered information as far as possible for the benefit of the project at large. After conducting the study within some constraints, my findings were as far As transparent but chances of error are possible as the saying “To err is Human “

ESSENCE OF THE SERVICE IS NOBLE, pre/post checks adds additional value to the organizational culture as, firstly the repeated cost will cut down and employers will be always in line with the habit,

In this short report you will find the description of employment background screening services, the process followed and the basic requirements for the process. As the report progress towards conclusion it gives fair idea about the needs of this service, prospects, competitors and reason for all with some facts and figures and supporting articles

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CHAPTER – II

COMPANY PROFILE
INTRODUCATION COMPANY RESUME ORGANISTION STRUCTURE

PRODUCT & SERVICES

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 INTORDUCATION
ONICRA Credit Rating Agency of India Ltd. has pioneered Individual Credit Rating Services in India. ONICRA was incorporated in October 1993 for providing the services of Individual Credit Rating and Information Services the first time in India. It has developed over the years the methodology to assess the financial risks in respect of various types of transactions relating to Individuals and Small and Medium Enterprises. Onicra is presently its operation at commercial scale.

Onicra is the first in India to launch commercial services and provide individual credit rating and reporting services to the Indian financial market. ONICRA has been acknowledged as pioneers of Individual Credit Rating in the Economic Survey of India 1993-94 issued by Ministry of Finance, Government of India and its services have been hailed by the financial sector and in the media.

It is recognized and empanelled by the likes of NSIC (Government of India) for SSI assessment. The Indian Banks Association has accorded approval for the said Rating Model. It is the first company to launch commercial services and provide individual credit rating and reporting services to the Indian market. We have been delivering objective and reliable pre and post disbursement credit
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validation and information on credit takers and have been successfully doing the employee screening.

We at ONICRA, provide a Dynamic Customer-Focused solution that bridges the gap between principals and their prospective / existing customers. We provide spectrum of services which include the services like Credit Rating, Associate Rating, Employee Screening, SSI/SME Rating, Customer Verification, Lifestyle Analysis and Royalty Retention.

Onicra have a nationwide infrastructure to meet the ever-growing needs of our customers with interconnected offices in major locations covering the entire Indian Subcontinent. Currently there are 60 branches and the number is enhancing able based on Client's requirements. Our Infrastructure includes being connected to the central head quarter in Delhi on a mesh of secure MPLS network with a centralized cum distributed database architecture resting on a state-of-the-art Mainframe server.Onicra has an in-house Software Team, working on customizing and enhancing the Rating Module to suit specific customer requirements

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 COMPANY RESUME
 Independent corporate body incorporated in 1993.

 The only organized platform in India for individual credit risk

assessment management and Information exchange.

 The first company to launch commercial services and provide

individual credit rating and reporting services to the Indian financial market.

 ONICRA has been acknowledged as pioneers of Individual Credit Rating

in the Economic Survey of India 1993-94 issued by Ministry of Finance, Government of India.

 A government accredited Rating Agency for SMEs, by Ministry of SSI

thru’ NSIC and recognized by IBA, for Financial and Performance Rating.

 Clients include various Banks and Financial Institutions, Manufacturing &

Telecom companies, Auto Finance, Consumer Finance, Credit Card issuers, Employment background verifications. Working closely with Trade Commissions to report status of trade prospects.

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 ORGANSATION STRUCTURE
SHAPE \* MERGEFORMAT

Executive Director
CFO Head of Operation AVP NISC & BIS AVP Sales & Mkting Corporate HR CTO

Financ Operation Account Training

Analysts

Analysts

HR

Business Developmen Business Developmen

Technolog

Mr. S.A. Chari (Executive Director)

Manmohan Agrawal (COO) Pradeep Ailawadi (Asst. VP- NSIC, SSIR)

S.Ramesh (VP- SME) Vijaya Sen (Manager- HR)

Pradeep Agrawal (VP- Finance)

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NATIONAL STRUCTURE

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INFRA-STRUCTURE SETUP

 Wide branch network of 130+ branches covering over 350 locations.

(Covering A, B, C cities & Remote Locations).

 Well Educated and highly trained “Feet on Street” to undertake Individual Personal Contact.

 Wide distribution reach in terms of direct contact of over 5,00,000 unique cases on a monthly basis.

 Rapid expansion as per user location and user requirements.

 Experience of handling client processes in difficult terrains like the North East, J&K & Bihar & Jharkhand.

 Working symbiotically without disturbing clients set up

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 PRODUCT & SERVICES
Since Onicra is a service based company therefore the product are of nothing but the service. Provide pre and post disbursement/activation turnkey solutions so as to bridge information the gap between the principals and their prospective/existing customers. The various services provided by the company were as follows:(1) Employment Background Screening

The process of thoroughly verifying the educational and professional qualifications and employment history of a job applicant and conducting a search of appropriate records in order to ascertain any information, which is relevant to his or her application. the results of the process are documented in a easy to read format.

(2)

Individual Credit Rating cum Reporting Services

An objective assessment of the risk attached to a given financial transaction with respect to an individual at a given point of time.

(3)

Small and Medium Enterprises Rating (SME Rating)

Implemented through NSIC, a nodal agency of the Government of India for Independent evaluation by an accredited Rating Agency.

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(4)

Associate Rating Services on the scale of

An Objective assessment of the Business Relationship

Commitment to the Company in terms of Resources including access to short term resources and also capability to raise long term resources

(5)

Banking Information Service

Banking Information Service is one of the prominent services provided to the banks and NBFC’s an objective understanding of the underlying operational efficiencies of the various transactions, particularly ‘advances’ like, working capital requirement, new projects requirement etc

(6)

Customer Point Verification

Customer Point Verification is a specialized service helps prospective lenders run through background checks and feasibility checks on prospective

borrowers. This service is widely used by loans disbursement companies and helps validate / authenticate the information given by the borrower and goes a long way towards mitigating the risk of default

(7)

Lifestyle Analysis

As part of the lifestyle analysis offering, we provide a qualitative assessment regarding the lifestyle of targeted individuals. This is regarding verification of life style of the particular individual on the basis of the client requirement

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CHAPTER – III

EMPLOYMENT BACKGROUND SCREENING
• INTRODUCATION OF EBS • WHY EBS • EBS TOOLS • EBS PROCESS • BENEFITS OF EBS

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INTORDUCATION OF EBS
‘Employee Background Screening Services’ is a way to find out as much

as about the skills and behaviors an applicant will bring to an organization," Pre-Employment Background Screening is the process of thoroughly verifying the educational and professional qualifications and employment history of a job applicant and conducting a search of appropriate public records in order to ascertain any information, which is relevant to his or her application. The results of the process are fully documented in a standardized, easy to read report.

Between 10% and 15% of the candidates for a BPO/ITES job make false claims in their applications, according to industry sources. Overstatement of credentials and previous background by applicants has led to BPO firms seeking help from external professional service screening agencies to conduct identity verification, pre-employment status, past criminal records, and other background checks. So spurt in employment opportunities generated by the booming IT-enabled services and business process outsourcing (ITES/BPO) sector has spun off an ancillary industry companies screening the background of

prospective employees.

Checks on backgrounds and building effective methodologies to blacklist people with bad track records is one of the ways to deal with a problematic

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scenario and demonstrates the urgent need for individual checks and verification before hiring. EBS - Operates around the notion that employers have a need and a right to know about the individuals they are bringing into their organization — the consequences of not knowing are potentially devastating, especially for smaller businesses.

There are basically two types of Employment Background Screening they are as follows: Pre- Employment Background Screening  Post- Employment Background Screening

Pre- Employment Background Screening Services is basically deals with the screening the employees which is mainly considered the basic hygienic measures before they are recruited for the particular post in the organizations

Post- Employment Background Screening Services is basically deals with the screening the employees which is also considered as the basic hygienic measures it basically deals with the screening the prospective existing employee those who are working in the organization.

Both pre and post employment screening services are important and considered the basic hygienic measures from the organization point of View, even though Post employment screening therefore takes on a wider ambit than preemployment screening. It will deliver to the employer vital information on
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lifestyles and social issues, apart from the more conventional driver's license, educational qualification, credit and criminal record checks

Screening is globally a $6 billion business, and pre-employment screening is considered mandatory by more than 93 percent of Fortune 1,000 companies. 92% of the companies have a formal Pre-Employment Background Screening program in place in the USA.In the Indian IT/BPO/KPO industry; it has been gaining significance to ensure that client confidentiality clauses are maintained and also to prevent unwanted people from accessing critical information. Increasingly, organizations are seeking specialized services to ascertain that the candidate is what he claims to be and also find out other relevant details that have not been disclosed by him.

The aforementioned need of booming IT industry is seeking services for employee verification. The types of verification are from organization to organization and is determined by the need (and often the budget set)—from ascertaining whether the permanent address given on the CV is actually true to finding out other details e.g.

the nature of work being done by the candidate; performance standard, verifying qualifications, whether he was sacked from the previous company or left on his own; any criminal records; investigating entire family background; whether an alcoholic/womanizer;
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Below are descriptions of various screening tools, including type of information, why the information is important? They are following:-

Education verification

Criminal verification

Address verification

Reference Check

Employment verification

Health Check

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• Why Employment Background Screening?

Hiring a wrong person might lead to:
 Fraud and dishonesty by employees  Disruptive and dangerous staff members  Negligent hiring lawsuits  Unqualified and incompetent Staff members  Low employee morale  High staff turnover  Ballooning recruitment costs  Escalating training costs

Low productivity:

Estimates for the IT/ ITES industry reveal that 15-17% of the people have discrepancies in their records with 70% of them relating to false previous employment record and the balance to false educational qualifications.

The risk of hiring a wrong candidate is far more expensive than conducting a pre recruitment screening check A SOLUTION: A comprehensive, systematic, consistent, objective and well-documented ONICRA’S Employment Background Screening program

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EBS TOOLS

1) EDUCATION VERIFICATION
The Term “Education Verification” is very important factor in employment background screening. in this step the verification agencies are employee’s check the

education. The verification agencies are check the employee’s

degree, diplomas and certificates and dates of attended, And also verify the education institutes where employee’s studies. The companies verify the education ability to do the job.

2) CRIMINAL VERIFICATION
The Second term are “criminal verification”. it is not used by all the companies. But certain big and repetitive companies are used the criminal verification. Checks in India essentially involve obtaining local criminal record information equivalent to Country Court records in the US from the police office-having jurisdiction over the applicant’s permanent residential address In this verification the agencies are checks the employee’s local criminal records. In this process including the scanning of public records, searches for criminal records, credit, civil litigation and educational and professional record search, identity check. Conducting a background check is the norm and considered a basic hygiene measure
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3) ADDRESS VERIFICATION
The Next Step of employee background screening is the “Address verification”. In this step the agencies checks the applicants address. In this verification agencies verify that an applicant is providing accurate and honest information. From time to time applicants may conceal their identity or previous address in an attempt to hide prior criminal convictions. The address check will crossreference current and previous addresses and other aliases or maiden names that the applicant may have used in the past. It is the first step in conducting a thorough employee background check. Establishing the true identity of the applicant Election ID card, Driving License, Verify the past addresses Checking present address.

4)

REFERENCE CHECK

The next step of employment background screening is “References check”. In this checking the verifying agencies check the client’s all references. And personally meet them and locate the more details of client. Verify agencies also the check what is relationship between client and references.

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5) EMPLYOMENT VERFICIATION

The next step of EBS is “employment verification”. In this verification the verify agencies checks the employee pervious background and Employment

history including final salary drawn

Duties, responsibility,

conduct and performance

Integrity

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Teamwork

Known

conflicts

at

workplace

Reasons for leaving Eligibility for rehiring Pre employment screening service to gain an insight into the work ethics of your applicants from people who have first-hand
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knowledge

such

as

their

supervisors.

The HR of the respective organization is contacted to verify the following details: Dates of Employment Designation Held Reporting Manager Salary Details Any other comments regarding candidate’s personality.

6) HEALTH CHECK
The final check of EBS is “health check”. The verify agencies check the employee health and fitness. And certify to doctors for employee health checkup.

• EBS PROCESS

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CONSENT LETTER

SEARCHING

VISITING

VERIFYING

EDUCATION VERIFICATION

CRIMINAL VERIFICATION

ADDRESS VERIFICATION

REFERENCE CHECK

INFORMATION

FINAL REPORT

CLIENT

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EDUCATION VERIFICATION PROCESS

Start

DESCRIPTION

Cases sent through mail Cases Logged in to the central System

Cases received by Client through mails. The details are logged up with the central coordinator for further execution

N0

Logged Cases in Coverage Area?
YES

Location is the parameter to allocate the logged cases to the respective executing locations.

Resources Moved From Nearest Executing Locations

Allocated to Respective Executing Locations

If in coverage area, cases allocated to executing locations, else Resources are moved from the nearest location to execute the verification Registrar of given university/college/school are contacted to verify the authenticity of the degrees/diplomas with dates for the passing years The information retrieved got duly signed and stamped by the registrar with date and time. The acquired feedback obtained and audited by the Team Leader is put in the prescribed format and sent to the central coordinator in s/c and h/c forms. The reports received by the central coordinator are maintained in the MIS and parallel to this activity, cases are exported to the clients including date and time of the retrieval with the name of field executive and contact person’s name and designation.

Registrar Of concerned University/college/school Contacted Stamp is taken on Relevant Papers as Mandatory Step and Subjected to Proofs

Coordinator
Feedback/ Papers Audited by TL of Executing Locations Reverts Put in the Prescribed Format
Reports prepared by Central coordinator With Daily MIS

Cases Exported

exit

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ADDRESS VERFICATION PROCESS

Start

DESCRIPTION

Cases sent through mail Cases Logged in to the central System

Cases received by Client through mails.

The details are logged up with the central coordinator for further execution

N0

Logged Cases in Coverage Area?
YES

Resources Moved From Nearest Executing Locations

Location is the parameter to allocate the logged cases to the respective executing locations.

Allocated to Respective Executing Locations

If in coverage area, cases allocated to executing locations, else Resources are moved from the nearest location to execute the verification In case of address check, Tele calling is done wherever necessary. Here previous/current address is verified by checking it with more than 2 neighbors which includes: Period Of Stay/Neighbors Name/Address/Phone Number/For Address: Rented Or Owned. With Date And Time Of Visit Maintained. The acquired feedback obtained and audited by the Team Leader is put in the prescribed format and sent to the central coordinator in s/c and h/c forms. The reports received by the central coordinator are maintained in the MIS and parallel to this activity, cases are exported to the clients including date and time of the retrieval.

Tele Calling Done if Required for address verification Physical verification of the address by retrieving information from neighbors

Coordinator
Feedback/ Papers Audited by TL of Executing Locations Reverts Put in the Prescribed Format
Reports prepared by Central coordinator

Cases Exported

exit

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REFFERENCE CHECK

Start

DESCRIPTION

Cases sent through mail Cases Logged in to the central System

Cases received by Client through mails. The details are logged up with the central coordinator for further execution

N0

Logged Cases in Coverage Area?
YES

Resources Moved From Nearest Executing Locations

Location is the parameter to allocate the logged cases to the respective executing locations.

Allocated to Respective Executing Locations

If in coverage area, cases allocated to executing locations, else Resources are moved from the nearest location to execute the verification In case of Reference check, Tele calling is done wherever necessary.

Tele Calling Done if Required for address verification Physical verification of the Refference’s Feedback/ Papers Audited by TL of Executing Locations Reverts Put in the Prescribed Format

Coordinator
Reports prepared by Central coordinator

The given reference is visited to extract and add any other information pertaining to the applicant for the client. Address/name/phone number of the Reference maintained. The acquired feedback obtained and audited by the Team Leader is put in the prescribed format and sent to the central coordinator in s/c and h/c forms. The reports received by the central coordinator are maintained in the MIS and parallel to this activity, cases are exported to the clients including date and time of the retrieval.

Cases Exported

exit

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EMPLOYMENT VERIFICATION

Start

DESCRIPTION

Cases sent through mail Cases Logged in to the central System

Cases received by Client through mails. The details are logged up with the central coordinator for further execution

N0

Logged Cases in Coverage Area?
YES

Location is the parameter to allocate the logged cases to the respective executing locations.

Resources Moved From Nearest Executing Locations

Allocated to Respective Executing Locations

If in coverage area, cases allocated to executing locations, else Resources are moved from the nearest location to execute the verification Concerned HR person is called up and a prior appointment is taken for the further execution. Detailed questionnaire is administered which includes: Dates of joining and leaving the company/designation acquired/if possible the compensation package/ reasons for leaving the company. And any other relevant information which can be useful for the client. The information retrieved is duly signed by the HR. The acquired feedback obtained and audited by the Team Leader is put in the prescribed format and sent to the central coordinator in s/c and h/c forms.
The reports received by the central coordinator are maintained in the MIS and parallel to this activity, cases are exported to the clients including date and time of the retrieval wit the name of FOS and telesales involved. The MIS would also include name, designation and contact No. of person contacted.

HR Person Contacted

Detailed Questionnaire Administered Information Attested By HR Feedback/ Papers Audited by TL of Executing Locations
Reports collected and indexed by Central coordinator with daily MIS

Reports prepared by Central coordinator

Cases Exported

Exit

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BENEFIT OF EMPLOYEE SCREENING
 Increase Productivity

Pre employment screening also promotes a drug free workplace by excluding candidates with serious drug offenses. Consequently, employee screening can lead to a more efficient and productive workforce

 Decrease Liability Developing solid pre employment screening policies and engaging in employee screening can show that the employer has exercised due diligence in the hiring process, helping to avoid negligent hiring lawsuits

 Reduce Workplace Violence/Criminal Check

Your employees want to feel safe on the job. Employee background checks and other pre employment screening tools can help weed out applicants with a violent past, decreasing the threat of a violent incident in the workplace.

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 Combat Fraud and Theft/Education/Employment Pre employment screening prevents resume fraud by verifying the applicants' previous education and employment. Additionally, pre employment screening can identify prospective employees with a history of Theft or embezzlement and eliminate them from the hiring process.

 National Security and Sharing the Risk of Liability

Employee Background Screening Services is basically act as a National Security in a broader sense and also share the risk of liability of HRD-Dept. in an organization while recruiting an employee in for the particular in an organization

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CHAPTER – IV

RESEARCH METHODOLOGY
PROJECT DETAILS

OBJECTIVES OF STUDY

DATA ANALYSIS

SOURCE OF DATA

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 PROJECT DETAILS
The basic groundwork for the project entailed lot of data collection and analysis from various corporate houses and software companies. As a trend it was observed that Software companies and BPOs experienced high attrition levels due to various reasons like over demanding and uncondusive work place environment, poaching by competitors, etc. One of them was misleading information provided by Employees during the time of joining. This leads to portray wrong signals about the recruiting procedures of the organization and also if an organization is very particular about ethical hiring, it will ensure that all data provided by employees are validated.

With this background in mind a questionnaire was administered to the corporate and the responses were collated. Each question was analyzed and results were recorded.

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 OBJECTIVES OF THE STUDY

• Spread awareness about this process. • Find out the companies which like to adopt this technique. • Find out the factors which influence the companies. • What the companies are looking from Employee Verification Agencies? • Gap Analysis between Prospective Customers and Verification Agencies

To get an insight into the Employee Background Screening which is an emerging trend in the human resource recruitment and staffing solution with special focus on BPOs, KPOs, BTOs, Software Companies and IT enabled services and how companies are seeking these services for more effective staffing processes.

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 DATA ANALYSIS

This part of the chapter consists of research work which work which has been undertaken by the researcher before discussing in detail let us have the clear view of some basic concept, Marketing, Marketing Research, Questionnaire, Meaning of Survey & its Methods, Meaning of Feedback how it is important There are two types of Research Method. 1) Survey Method 2) Experimental Method

Survey Method
The Survey method is complex operations which require some technical knowledge. Usually three general methods are used for conducting this survey method they are as follows, (i) (ii) (iii) Interview/Questionnaire Mail Survey Telephonic Survey

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Here in this research work survey method has been widely executed the three phase of this survey method i.e., personal interview/questionnaire, mail survey, telephonic survey.

Experimental Method
This method is more related to the production aspects of an organization. The quality of the ultimate result of continuous research and experiments.

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 SOURCE OF DATA

Data’s are the useful information or any forms of document designed in a systematic and standardize manner which are used for some further proceedings. One of the important tools for conducting marketing research is the availability of necessary and useful data. Some time the data are available readily in one form or the other and some time the data are collected afresh. The sources of information fall under two categories, Internal Sources and External Sources.

In this particular project the major sources were as follows: Competitive Study  Corporate Presentation  Objections and their Possible Solutions  Association with National and International Clients/Partner  While providing customized solutions we learn more

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There are two type of source used in project.

A. Internal Sources A business organization has definitely to keep certain records such as financial accounting records, sales records, and other information relating to the business process, these records provides ample information, good use can be made by the various information which are organization usually keeps for its own purposes in the future. Here in this case we have got lot many information from inside the organization such as readymade data base of the various companies in Delhi and NCR regions, sample project reports of the previous year some valuable information from our guide Mr. Vivek Sir relating to the operational system in Employee Background Screening Services in Onicra etc.

B. External Sources When the information or any forms of document are collected from outside the organization, it basically happens when the internal records are insufficient and the required information is not readily available, the organization will have to depend on the external sources. Here in this case the external sources are internet, magazine, paper cutting etc. In external sources the research has been broadly divided in to two categories they are as follows,

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(I) Primary Data:The primary data was collected through the following activities: • Administering the questionnaire to the human resource managers of a select group of companies • Telephonic Conversation • In house brain storming sessions

(II) Secondary Data:The secondary data was collected through the following: Online Research material of the Various Institution/Agencies directly or indirectly involved with Employee Background Screening, which is a new Step towards Consolidation of software and IT manpower in the Industry. .

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CHAPTER – V

FINDING & ANALYSIS
 PROJECT FINDING  RESULT OF QUESTIONNAIRE  RESEARCH & ANALYSIS

PHOTOSTATE OF FILLED QUESTIONNAIRES

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 PROJECT FINDING
• Small players/New players have also shown their interest to avail these services.

• For many companies, EBS is either an unknown term or not wants to give time to survey/research people from their busy schedule.

• Cost of availing these services can be barrier for the companies. They don’t know how much they have to spend to avail these services.

Companies even don’t know much about the players who provide these kinds of services.

• It is a need of the hour because the dynamics of the Industry are changing.

Many companies are interested in this service but they don’t know about the process of the ebs.

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 RESULTS AS PER THE QUESTIONNAIRE

Total Company Visit Total Questionnaire Filled Companies’ type Area of Survey

: : : :

101 Companies 32 Companies IT Companies & BPOs Sector 02, 16, 57, 127 Noida, Phase II and III, Okhala Industrial Area, New Delhi

Period of Study Studied on Behalf Of

: :

15th July 2007 to 31st August 2007 ONICRA Credit Rating Agency, Delhi

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 RESEARCH AND ANANLYSIS

Q. (1) Do you think hiring qualified honest employees is critical to your success? (A) Agree (B) Disagree

68.50%

31.50%

Series1

Agree

Disagree

Analysis
The above Cylinder-diagram shows that only 31.50 percentage of the respondents was Not agree that hiring qualified and honest employee is critical to their success, Where as 68.50 percentages of the respondents was agree that hiring Qualified and honest employee is critical to their success, because a sheet of Paper (resume) is not enough to give all the genuine information for a Candidate applied for the particular post in an organization

ANNAMALAI UNIVERSITY, CHEENAI

Q. (2) Every employer has a need and right to know about the persons they (a) (b) are brining in? Agree Disagree

Analysis
The above Cone-diagram shows that only 1.66 percentage of the respondents was Not agree that every employee has a need and right to know about the person They are bringing in to the organization where as 99.34 percentages of Respondent agreed that yes, every employee has a need and right to know about the person they are bringing in to the organization, to reduce the risk Of uncertainties

ANNAMALAI UNIVERSITY, CHEENAI

Q.3 Can Simple test or interview provide information needed? (a) (b) Agree Disagree

78.46% 21.54% 78.46% agree disagree

Analysis
The above pie-diagram shows that 21.54 percentage of the respondents was agree that simple test or interview provide information needed where as other says that 78.46 percentage not agree, a simple test or interview cannot provide information needed

ANNAMALAI UNIVERSITY, CHEENAI

Q.4 Have you came across any instance where the entire CV has been fabricated to attain a specific position? (a) Always (b) Sometime (c) Never (d) Rarely

20.44%

2.76%

13.81% 62.98%

Always

Sometime

Never

Rarely

Analysis The above pie-diagram shows that only 2.76 percentage of the respondent have come across that Always and 62.98 percentage of the respondent have come across that Sometime and only 13.81, 20.44 percentage of says that never and Rarely for instance cases where the entire CV has been fabricated to attain a specific position.

ANNAMALAI UNIVERSITY, CHEENAI

Q.5 Employment Background Screening is? (a) Your Requirement (b) Client Requirement (c) No Response

90.00% 80.00% 70.00% 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00%

81.76%

14.36% 3.88%

Your Requirement

Client Requirement

No Response

Analysis The above Column-diagram shows that only 14.36 percentages of the Respondents says that ‘Employee Background Screening’ is their client Requirement, Where as 81.76 percentages of the respondents says That its their own requirements, and 3.88 percentages are says No Response. So that is very important from the Organization point of view.

ANNAMALAI UNIVERSITY, CHEENAI

Q.6 Is this an integral part of your requirement process? (a) (b) (c) Yes No No Response

90.00% 80.00% 70.00% 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00%

83.42%

10.51%

6.07%

Yes

No

No Response

Analysis The above Pyramid-diagram shows that only 83.42 percentages of the Respondents says that ‘Employee Background Screening’ is the Integral part of the recruitment process where as 10.51 percentages of The respondents says that no it’s not the integral part of the Recruitment process, where as 6.07 percentage says No Response.

ANNAMALAI UNIVERSITY, CHEENAI

Q.8 Do you hire employee verification agencies? (a) (b) (c) Yes No No Response

77.90%

12.15% Yes No

9.95% No Response

Analysis As ‘Employee Background Screening Services’ is a very new concept basically in a developing country like India after the successful survey it has found that only 12.15 percentage of the Indian Companies hire some agencies for employee background screening services, where as 77.90 percentage of the Indian companies does not hire any such type of agencies who are in to this kind of services.

ANNAMALAI UNIVERSITY, CHEENAI

Q.9 If No, then are you looking forward to these services form professional vendors? (a) (b) (c) Yes No Not Response

21.00% 7.00%

72.00% Yes No No Response

Analysis The above pie-diagram shows that 21 percentages of the Respondents says that yes, they are looking forward for these types of services from any professional vendors i.e., ‘Employee Background Screening’ which is considered the integral and the basic hygienic measure for the recruitment process where as 72 percentages of the respondents says that they are not looking forward for these types of services from any professional vendors i.e., ‘Employee Background Screening’

ANNAMALAI UNIVERSITY, CHEENAI

Q.10 With reference to (Q. no. 8) if Yes then, could you to share the name of the agency…………………………………………………………………..! Q.11 Since how long you are practicing employment background screening with above agency………………………………………………………………..! Q.12 Are you satisfied with their services? (a) Yes (b) No (c) Not Response

62.44%

8.84%

28.72%

Yes

No

No Response

Analysis As ‘Employee Background Screening Services’ is a very new concept basically in a developing country like India after the successful survey it has found that only 8.84 percentage of the Indian Companies Satisfied their services, where as 62.4 percentage of the Indian companies does not give good Response.

ANNAMALAI UNIVERSITY, CHEENAI

Q.13 What are the criteria you look for the empanelment of the agencies? (a) (b) (c) (d) Pricing Quality Turn around time Not response

14.91%

16.57%

21.54%

46.96%

Pricing

Quality

Turn around time

Not Response

Analysis In the above pie-diagram it is mentioned that the criteria they are looking for the empanelment with the agencies are pricing and the quality of services, from the survey it is found that 16.57 percentage of the respondents were emphasizes on the pricing of this kind of services, where as 46.96 percentage of the respondents emphasizes on the quality of the employee background screening services.

ANNAMALAI UNIVERSITY, CHEENAI

Q.14 What is your expected turn around time ? (a) (b) (c) 01 to 07 days 07 to 15 days Above 15 days

60% 50% 40% 30% 20% 10% 0%

54% 31% 15% 1 to 7 days
S1

7 to 15 days

Above 15 days

Analysis In the above pie-diagram it is mentioned that the criteria they are looking for the Expected turn around time we are divided into three categories that is 31 percentage Indian companies says that turn around time are completed into within a week , where 54 percentage companies says that turn around time are completed in above 15 days. This type of figure because there are many companies not known about these service and their program.

ANNAMALAI UNIVERSITY, CHEENAI

Q.15 What type of services you are looking for in employee background screening? (a) (b) (c) (d) (e) (f) Education Verification Criminal Verification Address Verification Reference Check Employment Verification Health Check

11% 5%

17.00% Education Verification Criminal Verification Address Verification 22.00% Reference Check Employment Check Health Check 5%

40%

Analysis

Those organizations have the knowledge of this kind of services that is employee background screening services, had shows interest to have these kinds of services, and even though it is a package of services but depending on the needs and requirement of the clients the services differs. In the above piediagram it is mention that 40 percentages of the respondent gave much important on education and criminal verification, where as 17 percentages gave their opinion to have education, criminal verification and reference check, 22 percentages gave importance to education, criminal verification, reference check, and employment verification.
ANNAMALAI UNIVERSITY, CHEENAI

PHOTOSTATE OF FILLED QUESTIONNAIRES

ANNAMALAI UNIVERSITY, CHEENAI

CHPTER – VI

RECOMMENDATION & CONCLUSITION

ANNAMALAI UNIVERSITY, CHEENAI

RECOMMENDATION
Onicra Credit Rating Agency of India Ltd. basically provides the commercial service since 1993, and pioneer in individual credit rating i.e., Only National Individual Credit Rating Agency in India, as Onicra has stepped in to this service (EBSS) since last eight/nine month, therefore it will take some time to get the fruitful result of this service, as par as suggestions is concern effective utilization of the brand image of the Onicra should be done, through the proper channel and creating the demand and understanding the requirement of the client is very much important. There are some recommendation that is felt they are following :-

Advertising: Most of companies even don’t know about this service. So, it needs advertising at large scale by means of Surveys, Print Media etc.

Age Verification: Some companies (esp. Govt. undertaking), Age of job applicants matter. So, EBS should include Age Verification.

Quality: Mostly, this type of services has been adopted by big companies. So, they are quality-conscious rather than price. So, Quality is the key to grab the market share.

ANNAMALAI UNIVERSITY, CHEENAI

Customer Relationship Management: Today CRM plays a very vital role in marketing. Hence company should keep in the mind the importance of after sales & support functions.

CONCLUSION
There is a huge opportunity available in the market. Most of the companies either don’t avail these services or don’t know about these services. Only the company needs a good marketing strategy and well execution of that.

From the effective survey it has been clearly found that there is a great demand and high potential of this service in future in India Corporate, the only thing is that to grasp the potential opportunities by effective understanding the client requirement.

ANNAMALAI UNIVERSITY, CHEENAI

CHPTER – VII

BIBLIOGRAPHY

ANNAMALAI UNIVERSITY, CHEENAI

1. www.nasscom.org 2. www.nationalskillsregistry.com 3. www.onicra.com

4. Company Manuals 5. My Special thanks to Google.com 6. Company Annual Report
7. www. Creditrating.com

8. Special reference to filled questionnaires

ANNAMALAI UNIVERSITY, CHEENAI

ANNAMALAI UNIVERSITY, CHEENAI

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