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SUMMER TRAINING REPORT SUBMITTED TOWARDS

THE PARTIAL FULFILLMENT OF BACHELOR OF


BUSINESS ADMINISTRATION DEGREE

Summer Training Project Report


On
NAYSA CONSULTANCY

NCS

Submitted By
Name: GAGAN BHASKAR
Class: BBA(GEN)-V SEM
Enrollment No.: 07214701712
Batch: 2012-2015
External/Industry Guide

Internal Guide

Name: SHIKHA CHOUHAN

Name: SUMEDHA DUTTA

Designation: HR Managar

Designation: Faculty Management

Maharaja Agrasen Institute of Management Studies


Affiliated To Guru Gobind Singh Indraprastha University

ACKNOWLEDGEMENT

Apart from the efforts of me, the success of this project depends largely on the
encouragement and guidelines of many others. I take this opportunity to express my
gratitude to the people who have been instrumental in the successful completion of
this project.
I would like to show my greatest appreciation to Mahtab Alam Sir and Anil Kumar
Sir. I cant say thank you enough for their tremendous support and help. I feel
motivated and encouraged every time I attend their meeting. Without their
encouragement and guidance this project would not have materialized.
The guidance and support received from my family and all the friends including Neha
Tyagi, and others, who contributed to this project, was vital for the success of the
project. I am grateful for their constant support and help.
Last but not the least; I would like to thank my seniors at Super Consultancy- Hema
Mam, Neha Mam, Shalini Mam, Mohini Mam and Manini Mam for their constant
guidance and support. They motivated me to perform well and helped me to
understand my roles and responsibilities. I feel grateful to them for being my mentor.

CERTIFICATE

This is to certify that Gagan Bhaskar, Enrollment no. 07214701712, of BBA (


Gen) 5th SEM has completed his summer training on the topic HR CONSULTANCY
WORKING under my supervision. To the best of my knowledge and belief, the work
is based on the investigation made and collected by him and it has not been submitted
in any other university for award of any degree or diploma.

Project Guide
Ms. Sumedha Dutta

DECLARATION

This is to certify that I have completed the project titled HR Consultancy


under the guidance of Ms. Sumedha Dutta in partial fulfillment of the
requirement for the award of degree of Bachelor of Business Administration at
Maharaja Agrasen Institute of Management studies, Rohini. This is an original
piece of work & I have not submitted it earlier elsewhere.

Gagan Bhaskar
BBA(Gen)-V Sem
07214701712

INDEX
Acknowledgement
Certificate(Industry)
Certificate(Internal)
Declaration
Executive summary

CONTENTS
1. Overview of the Industry
2. Organization Profile

3.

History

Contract with the client

List of clients

SWOT analysis

Research Methodology

Objective of the Study

Applied principles and Concepts

Sources of Data

4. At Super Consultancy

Roles and Responsibilities:-

a) Top Level Management


b) Middle Level Management

c) Lower Level Management

Recruitment Process at Super Consultancy

5.

Performance Appraisal

6.

Client Building & Client Management

7.

Company Vs. Consultancy

8.

Suggestions & Recommendations

9.

Findings

9.

What I learnt at Super Consultancy

10. Bibliography

11. Annexure

EXECUTIVE SUMMARY

The project titled NAYSA CONSULTANCY is undertaken with the Super


Recruitment Team. The main purpose of the project is to make a complete study of
recruitment process in Super Pioneer Personnel Network Pvt Ltd. Delhi and to
analyse the difference between a consultancy and a company's way of recruitment.
Recruitment basically means the process of posting vacancies whenever there is a
requirement to invite applications from as many eligible candidates as possible. It
includes the entire process right from identifying the vacancies to selecting the
candidates. It occupies a pivotal role in an organizational set up. Without effective
recruitment its not possible for any organization to hire the talent pool which helps in
its proper functioning. Over the past three decades its importance has grown by and
large.
The objectives of Human Resource Department are Human Resource Planning,
Recruitment and Selection, Training and Development, Career planning, Transfer and
Promotion, Risk Management, Performance Appraisal and so on. Each objective
needs special attention and proper planning and implementation.
With great care, the above said topics have been explained with the help of a sample
which was done during the course of two months at Super Consultancy. Recruitment
and Selection was understood by adhering to client requirements whereas,
Performance appraisal was understood by the Consultancy's modus operandi.

INDUSTRY PROFILE
HR Consultancy is a form of Recruitment process outsourcing (RPO) where an
employer outsources or transfers all or part of its recruitment activities to an external
service provider. The Recruitment Process Outsourcing Association defines RPO as
follows: "when a provider acts as a company's internal recruitment function for a
portion or all of its jobs. RPO providers manage the entire recruiting/hiring process
from job profiling through the on boarding of the new hire, including staff,
technology, and method and reporting. A properly managed RPO will improve a
company's time to hire, increase the quality of the candidate pool, provide verifiable
metrics, reduce cost and improve governmental compliance.
Earlier fast-growing high tech companies were hard-pressed to locate and hire the
technical specialists they required, and so had little choice but to pay large fees to
highly specialized recruiters in order to staff their projects. Over time, companies
began to examine how they might reduce the growing expenses of recruitment fees
while still hiring hard-to-find technical specialists. Toward this end, companies began
to examine the various steps in the recruiting process with an eye toward giving
contract to consultancies for only those portions that they had the greatest difficulty
with and that added the greatest value to them. This "search/research" function, as it
was called, generated names of competitors' employees for a company and served to
augment the pool of potential candidates from which that company could hire.
Over time, HR Consultancies gained favor among Human Resource management: not
only did Consultancy reduce overhead costs from their budgets but it also helped
improve the company's competitive advantage in the labor market. As labor markets
became more and more competitive, Consultancy became more of an acceptable
option.
Benefits of HR Consultancy include reduced recruiter costs, no infrastructure costs,
improved productivity, reduced recruiter costs, reduced time to hire.

ORGANIZATION PROFILE
NAYSA CONSULTANCY PVT. LTD.
BELIVE IN THE BEST
Naysa is the brainchild of a group of experienced professionals who have come
together to set up a dynamic platform to meet the technical and non-technical
requirements of the manufacturing industry.
Since our foundation in 1996 based in Delhi, we have established ourselves as a
highly professional recruiting organization
We offer a bouquet of staffing possibilities permanent, long term and temporary. The
only evident class different in these categories is only the duration of employment not
the quality of employment and certainly not the impeccability of the employers.
We go into every assignment with a sense of partnership with our clients sharing our
responsibility in bringing on board the right and the efficient candidate.
Our Value Differentiators
We have prove to be more successful in placing
Design Manager, Production Manager, Process Manager, Finance Manager.
Preferred vendors among most of the clienteles.
Our strength lies in deep understanding of our clients industries, our head
hunting skills and our wide network of contacts coupled with our ethical
standards.
We go into every assignment with a sense of partnership with our clients
sharing our responsibility in bringing on board the right and the efficient
candidate
Contact us:
Delhi
Corporate Office.
Naysa Consultancy (P) Ltd.
84,Defence Enclave, Opp. Preet Vihar Petrol Pump,
Vikas Marg Delhi-110092.
Phone No.: +91-011-22015386,
Mobile : 9582611876
Telefax: +91-011-22040374

Branch Office:
Naysa Consultancy (P) Ltd.
H-28,First Floor
Vikas Marg, Laxmi Nagar, Delhi-110092.
Phone No.: +91-011-22456827
Telefax: +91-011-22040374.
Email: superr@bol.net.in
Job Seekers: resume@naysaconsultancy.com
Clienteles: super@naysaconsultancy.com
Office Timings
Monday to Saturday: 9.30am to 6.30 pm
For any further queries you are free to contact on the following
Email: super@naysaconsultancy.com
Website: www.naysaconsultancy.com

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ORGANIZATION HISTORY

Founded and established in 1995 in Delhi with an aim to grow with the business
provider companies by providing personnels high level of unmatched caliber and
intelligence. In business People are the greatest asset. Behind every great vision, great
brand and great service are the numerous individuals who deliver on the promise.
Head hunters are dedicated to providing the human resources support that helps
businesses achieve their vision.
We offer our clients cutting edge expertise, in-depth industry knowledge and modern
technology for the placement processes thus leaving you free to focus on managing
your core business.
The visionaries of this company are expert in their respective field of engineering and
have joined hands to serve quality and are committed to clients.

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EXPERTISE BY INDUSTRY
Super Pioneer Personnel Network team is privileged to have industry connoisseurs as
a part of its progressive endeavors. With in-depth industry knowledge and hailing
from various backgrounds; the experts target the most competitive and appropriate
applicants; who meet all the specified requirements of client's.
The industry specialists, practically understand the particular requirement of an
industry, and also keep in pace with the changing trends. This helps in giving a
competitive edge to clients so that they can transform their organization in accordance
to the changing needs of the corporate world.
Super Pioneer Personnel Network industry wizards stand out across the industry,
Industry verticals
1. Pharmaceutical & Healthcare Services
2. Power & Energy
3. Automobile
4. Manufacturing
Functional Verticals
1. CEO and Board Services
2. Finance and Accounting
3. Manufacturing
4. Sales and Marketing
5. Human Resource Management
6. Supply Chain Management
7. Legal and Corporate Affairs
Our experienced professionals have provided effective solutions at all industry levels,
ranging from top management to entry level positions. Immense and focused
industrial knowledge is also characterized by minimum turn-around-time, which
means your needs are dealt on a priority basis and requirements are met well in
advance or within the set deadlines.

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EXPERTISE BY SPECIALIZATION
Naysa Consultancys Network represents perfection in its functional specialization.
While industry-specific experts suggest the most relevant solutions, their further
specialization at individual functional level assures the implementation of the best
solution as per each function.
This functional level focused approach not only proves cost-effective for clients but
also helps them to initiate internal changes within the organization; in a smooth
manner.
The core-level functional specialists present sound solutions, which are bound to
succeed. The intellectuals know the challenges faced by each function, and so their
efforts are solely targeted at providing you with passionate, skilled and qualified
candidates carrying functional experience in abundance. Super Pioneer Personnel
Network proposes ground-breaking and original solutions, which support your
organizational goals and always keep you on the apex of success.
The root-level precision has constantly won praise from clients. Over the years, it has
earned the repute of functional-specialists across the industry.

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CONTRACT WITH THE CLIENT


(SUBJECT: -TERMS & CONDITIONS)
We feel immense pleasure in introducing our company as the professional
management consultants for recruitments. Our company is associated with large
Indian and Multinational firms within Delhi & NCR Regions for past Ten Years, with
our well qualified professional staff and well equipped testing modes of individual
capacity of selecting right type of personal for required jobs specifically suitable to
their temperaments, their attainment and above all to fall within the ambit of
Employers Requirement.
We have pooled our in depth knowledge in such diverse fields such as Automobiles,
Electronics, FMCG, Telecom, IT, to set up a resource to channel human aptitudes
experience and expertise to their most rewarding goals.
Our selection is based on rigorous screening of candidates skills while verifying their
antecedents and reference as far as possible before referring to our client.

We have been rendering services to different MNCs since their project stage to till
date. Quite a span of last few years we have been arranging interviews for various
Companies like LG Electronics, Timex , Delphi, Satyam Auto , Dabur etc. in our own
organization.
We focus on finding the best fit to meet our customers requirements for both
technical and non-technical posts. However we are specialized in technical placement
viz Engineers, Diploma Holders, ITIs production staff etc. The terms and conditions
under which we renders our services are given as under: -

1. Our charges for all kind of recruitment assignments are :

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i. Level 1 : Technician, Asst., Sr. Engg. \ Executive, AM, DM


is 8.33%
ii. Level 2 : Manager, Sr. Manager is 12.50%
iii. Level 3 : AGM, DGM, General Manager 16.67%
of the annual salary per selected candidate.
2. The payment should be made within fifteen days from the date of joining.
3. A copy of the appointment letter will be made available by the client
organizations for billing purpose.
4. In case the candidate quits the services of the company, with in Three months
from the date of joining, replacement will be provided absolutely FREE OF
COST . However, we require minimum one month to complete the process
of replacement.
5. Service Charges are payable even if a candidates is selected and joins client
organization for any other position than the one he had been originally
referred for.
6. Service charges are payable even if candidate is selected and joins client
organization after a lapse of time but within 6 months from the referred date.
7. In case resumes of the referred candidates are already in the database of client,
the consultant must be informed within 72 hours, failing which the service
charges would be payable.
Accordingly we look forward eagerly for catering your needs on various recruitment
proposals at any level with interest and most professional competence while
associating with you in final selection of personnel.
Thanks & Warm Regards,
For NAYSA CONSULTANCY (P). LIMITED.
( Authorised Signatory)
I have gone through and understood the terms and condition and do hereby agree to
abide by the same
Name
Department

:
:

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LIST OF CLIENTS
NOIDA
1. L. G. Electronics India Ltd.
2. Delphi Automotive Systems Ltd
3. Denso India Ltd.
4. Graziano Transmision India Pvt. Ltd.
5. Schefnacker Motherson Limited
6. Motherson Sumi System Limited
7. Motherson Sumi Systems HAG Tooling Ltd.
8. Motherson Auto Component Engg. Limited
9. MATE
10. Sumi Tomo Electric
11. Samsung India Electronics Ltd.
12. BPL Limited
13. Onida
14. Timex Watches Limited
15. New Holland Tractors India Ltd.
16. Minda Huf Ltd.
17. Flex Industries Limited
18. Alstom India Limited
19. Hongo India Ltd.
20. Moriroku UT India Pvt. Ltd.
GURGOAN/ REWARI
1. Maruti Udyog Ltd.
2. Suzuki Metals Ltd. (Group of Maruti)
3. Honda Scooter & Motorcycle Ltd.
4. Honeywell International Ltd.
5. Delphi Automotive System Limited
6. Denso Haryana India Pvt Ltd
7. Munjal Auto Components (Hero Honda Group)
8. Climate System India Ltd.
9. Musashi Autoparts India Pvt. Ltd.
10. Satyam Auto Components Ltd.
11. Minda Rika Ltd.
12. Sona Okegawa Ltd.
13. Sona Koyo Steerings Ltd.

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FARIDABAD
1. VA Tech Escher Wyss Flovel Ltd.
2. Sanden Vikas India Ltd.
3. Tecumseh India Products Ltd.
DELHI
1.
2.
3.
4.
5.
6.

Larsen & Tubro


BPL Limited
Dabur India Limited
Scheneider Electrics India Limited.
J..K. Industries Limited.
T & T Motors Limited;

SAHIBABAD / GHAZIABAD
1.
2.
3.
4.
5.
6.
7.
8.

Samtel Color Ltd.


Allied Nippon Limited;
Dabur India Limited
BPL. Display Devices Limited
ITC India Limited;
IED Limited;
Trelleborg India Ltd.
Modi Mills Pvt. Ltd.

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SWOT ANALYSIS
STRENGTHS
1. The consultancy is operating since 1995, that's why, by now it has emerged in
the field and has acquired a brand name.
2. The consultancy specializes in automotive industry and has tie up with big
clients that shows the consultancy's good record.
WEAKNESSES
1. Employee turnover is high which results in additional cost for the
organization.
2. Link between the Top Level and the Lower Level is through Middle Level.
Middle Level is often handed many responsibilities and work, thereby leading
to overburden. Middle Level works for Top level and works with Lower level.
3. No adequate training provided to consultants.
4. Overemphasis on target achievement. That is, Quantity is more than Quality.
5. Job Portals used are only Monster and Naukri. This leads to over-logging on
Naukri that has to be reset every few minutes, thereby wasting time and also
less rsum's found. Many candidates complain of getting a call 3-4 times
from the same consultancy.
OPPORTUNITIES
1. The consultancy has good market reputation, therefore, it should deal with
different sectors and expand its business.
2. Recruiters should be taught Client Management and Client Building that can
help in acquiring untapped portions in the field.
THREATS
1. Emerging consultancies are a big threat and are giving massive competition.
2. The market is ruled by big consultancies and slowly, the small ones are
making there mark.

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RESEARCH METHODOLOGY

The project consists of information from two sources- Primary and Secondary
sources. Primary Source includes the work done by me in the consultancy. It is the
research that I carried on to understand the roles and responsibilities of a recruiter.
In various sections of Recruitment Process, I have added a sample of my work done
there to give examples while explaining the process.
In Secondary source, there is a lot of use of internet and books. I have referred various
sites and books in order to make my project more presentable and accurate. The
names of these books and websites have been included in the Bibliography section.

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OBJECTIVE OF THE STUDY


The main objective of the training at Naysa Consultancy was to study and to
understand the future scope in the management field specifically the human resource
department which captures my interest.
I feel inclined towards the human resource department and firmly believe that I can
evolve in the field and do well. That's why my main objective of doing the training
was to understand the working in a consultancy.
However, after working in a consultancy for some time, I wondered if the working in
the Human Resource department of the consultancy and a company would differ. I
had various discussions on the topic with my seniors on this. Whatever I have learnt
from my seniors and their view point on the difference between working in
consultancy v/s company have been incorporated in the project report.
Whatever I grasped and learnt in the duration of two months has been a very
enriching experience and helped me frame my mind to understand what I wish to
acquire in life and it has certainly helped me in discovering the path to achieve it.
The objective of the training in the Consultancy firm has been very well fulfilled. I
got to know the duties of each and every one involved in the recruitment process, how
to fulfill the duties and the most important, how to keep learning all the way while
keeping the mind calm and focused.
Therefore the main objectives are: To study the Recruitment & Selection Practices at Super Consultancy.
To identify the various factors companies undertake prior to the recruitment
process.
To understand the field of Human Resource.
To understand difference between a company and a consultancy.

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APPLIED PRINCIPLES AND CONCEPTS


RECRUITMENT PROCESS IN A CONSULTANCY
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 recruitment 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:

Posts to be filled
Number of persons
Duties to be performed
Qualifications required

Preparing the job description and person specification.


Locating and developing the sources of required number and type of
employees (Advertising etc).
Short-listing and identifying the prospective employee with required
characteristics.
Arranging the interviews with the selected candidates.

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1.
2.
3.
4.
5.
6.
7.

Identify vacancy
Prepare job description and person specification
Advertising the vacancy
Managing the response
Short-listing
Arrange interviews
Conducting interview and decision making( by Clients)

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.

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SOURCES OF DATA

Data Collection Methods


Secondary Data
Secondary data is one which already exists and is collected from
published sources.
The sources from which secondary data was collected are:
Newspapers and Magazines like Economic Times, Insurance
times, Insurance Post.
Internet

Naysa Consultancy

DATA COLLECTION
The data has been collected from various sources. This is
secondary data which has been collected from various sources.
Such as:

Newspapers.

Websites

Annual reports

Advertisements etc.

Magazines.

The data, collected from these sources, has been used in the
preparation of project report.
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AT NAYSA CONSULTANCY
WORKING IN HR CONSULTANCY
Human resource consulting is an industry that has emerged from management
consulting, as clients' needs have become more complex and specialized, widening
the gap between HR needs and work force capabilities, and thus accentuating the
ability of HR management consulting firms to fill this gap.[2] While the multi-faceted
nature of business sometimes causes overlap in consulting industries (i.e., with
regards to human resources, general management, and information technology), the
following are core fields around which most HR consultancies are based:

Human Capital, including remuneration (also called total rewards), employee


rewards and incentive programs, and talent acquisition and management
Health & Benefits; i.e., orchestrating optimal employee health plans with the
carriers themselves
Mergers & Acquisitions, examining fit across culture, job-type, transaction
costs, etc.
Communication, including surveying employee attitudes, satisfaction,
engagement, and other employee behaviors
Retirement
Outsourcing

Services may also include legal counseling, global initiatives, investments consulting,
and the implementation of HR technologies to facilitate human capital management.
The HR consulting industry also employs more actuaries than any other in order to
assist in their services.
At NAYSA CONSULTANCY, the core job of human resource executives is to screen
rsum's according to the company's demands, call candidates that fit into their
criteria, and apply for interview from their side. Then, coordinate date and timings
with the candidates and check the turn over.
Client building is the recent phenomenon that has emerged at the middle level.
Earlier, it was only confined as the duties of the top level management.

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HEIRARCHY AT NAYSA CONSULTANCY

TOP LEVEL MANAGEMENT


Mrs. Sunita Rawat and Mr. Sudesh, the owners, Mrs. Niti Sharma at the post of Head
operations.
Top level connects with the bottom level through the middle level.

MIDDLE LEVEL MANAGEMENT


Team leaders.
The office is divided into two segments. Ground Floor and Basement. The Ground
Floor consists of Team A. And the Basement consists of Team B. Team A is further
divided into many teams that independently handle projects- clients. There are team
leaders accordingly that consists of 3 or more members.
Team B is a recent development consisting of 8 team members and one Team leader.
The middle level acts as an intermediary and links top level to the bottom level.

BOTTOM LEVEL MANAGEMENT


Team Members or the Human Resource Executives. Along with the trainees form the
bottom level in this firm. Team Members work under the supervision of the Team
Leaders and under the order of the Head Operations.

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ROLES AND RESPONSIBILITIES OF HEAD OPERATIONS


At the Top level, after the chairman, there is Head Operations. The duty of the Head
Operations range from the top to the bottom level. The Head Operations is involved in
Business Development and can also called as the Business Development head.
Job Profile Business Development Head
(A)Strategic Role:
New business development
Brand Building Strategies
Identification and segregation of potential Market Segments
Revenue generation through new account development and key account management
(B) Operational Role:
Handling team of 8-10 people
Responsible for achieving target
Defining the exact marketing processes and responsible for executing the same.
Developing relevant business proposals
Monitor market Intelligence within the industry in terms of market development,
new projects, competitive activity, new customers etc.
Handling meeting with key clients
Provide necessary training to team as and when needed
Monitoring & evaluating the performance of team by guiding them to move in
proper direction.
Organizational Role:
To enhance organizational effectiveness through setting up appropriate marketing
strategies
Consistent follow-through and resourcefulness, in order to achieve organizational
goals and objectives.

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ROLES AND RESPONSIBILITIES OF TEAM LEADER

Handling team of people


Responsible for achieving target
Defining the exact marketing processes and responsible for executing the same.
Developing relevant business proposals
Monitor market Intelligence within the industry in terms of market development,
new projects, competitive activity, new customers etc.
Handling meeting with key clients
Provide necessary training to team as and when needed
Monitoring & evaluating the performance of team by guiding them to move in
proper direction.
Employee Relation 1)Handling all the queries of the employees. Be it related to Salary, Leaves,
Attendance, and Transfer etc.
2) They are also expected to explain the various policies, strategies and benefits to
employees.
3) They are expected to stop all type of rumours and misleading communications.
4) They should motivate the employees on day-to-day basis.

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ROLES AND RESPONSIBILITIES OF HUMAN RESOURCE


EXECUTIVE

Recruitment
1. Job Description,
2. Identify the Competencies required,
3. Identify the source for hiring,
4. Interview of the candidate,
5.Coordinate the interview with the respective department and
6. If selected, complete the documentation .
Operations 1. Joining formalities.
2. Handling Employee Database
3. Leaves and Attendance Management
4. Handling the payroll
5. Managing advance Salary, Ad Hoc Bonuses, Loans
6. Confirmations, Performance Appraisals, Performance Management
8. Exit-Interviews
9. Full and Final Settlement
Key Responsibility
SOURCING
Sourcing of quality candidates through various channels like portals, reference etc
SCREENING
Telephonic interaction to assess the profile and interest of the candidates and to
shortlist the right candidates by mapping the same with the specification given by
client.

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Job Profile:
Recruitment and Sourcing.
Posting the JDs into job portals
Study the job description thoroughly and understand it properly.

Sourcing of Resumes exactly matching as per client's requirement, searching


Resumes through various Job Portals (www.monster.com, www.naukri.com ),
Source the resumes through database.
Short-listing, resume evaluation, and phone screening.
Do the initial screening of the Resumes.
Calling up candidates and explaining them the job details.
Taking initial interviews of candidates and screen them before sending to
clients.
Lining up the candidates for the interview as per the schedule given by the
client.
Recruiting candidates through mass mailing, Head Hunting, references, job
portals etc.
Recruited candidates for top most clients for the senior managerial positions.

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MY ROLES AND RESPONSIBILITIES- AS A TRAINEE


My roles and responsibilities were exactly the same as that of the Human Resource
Executives.
I was involved in searching the candidates for many companies like- Sunvisors, Parle,
Motherson Sumi, Denso India, Minda, Maruti Suzuki, Seaga India, etc.
The target was to find ten suitable candidates in each half day. That's in totality,
twenty CV's per day.
My greatest achievement in the training was that I sent around twenty rsum's in
Denso India Ltd. And all the twenty were shortlisted for interview. There were total
five openings for the post of Store Incharge. Three openings were closed by one of
my senior from Team A and the rest two were done by me. So Super Consultancy
successfully bagged in all the positions through the people whose rsum's we had
sent. My greatest delight was that I had been able to contribute towards the success of
the consultancy.
In the last week of my training, I successfully got another person selected in
Motherson Sumi System Limited, an automotive company that is involved in wiring
harnesses. His interview was held after my training term had completed and I got to
know that the one I sent had been selected.
Another person that had been selected in the company Sunvisors India Ltd. sent by
me for the post of Production Engineer. Though he did not join the company because
his expected salary was not matching the salary offered.
From the next page onwards, I have attached few of the requisites and my works in
the consultancy.

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RECRUITMENT PROCESS AT NAYSA CONSULTANCY


CLIENT'S MAIL
Company: Sunvisors
Dear Sir,
We are the original equipment manufacturer of sunvisors engaging in plastic injection
moulding & high frequency welding machines having turn-over around 15 crores. We
are direct supplier of Maruti Udyog Ltd. , Tata Motors & Subros Ltd.
Weve the following vacancy on the urgent basis.
1. Maintenance Engineer - A diploma in electrical engineering, with 5 to 6 years of
experience specially in injection moulding and also should have experience of
maintanence of generator and air conditioners
2. Quality Engineer - A diploma from cippet / mechanical engineering, with 1 to 2
years experience in quality standards with a comapny having TS certification, we
would require 3 to 4 engineers at this post.
3. Store Keeper - a person with 4 to 5 years experience of handling the store and is
well versed with store procedures like FIFO excise rules, maintaining record like
stock register etc
4. Tool n Die Maker (ITI Fresher)
5. Fiter/ Weld.(ITI Fresher )
Salary is negotiable for the right candidate.
Venue

: Sunvisors India Pvt. Ltd.


Plot No. 3 & 4 , electronic city
Sect. 18 Gurgaon
Ph. 0124 2343183, 2341435

Contact person :

Mr. Aditya Chauhan

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Regards,
Aditya Chauhan (Exe.HR)

THERE WERE CERTAIN COMPANIES THAT GAVE A LIST OF


PREFFERED COMPANIES AND FRIEND COMPANIES. SO WHILE
RECRUITING, IT WAS VERY IMPORTANT TO CONSIDER THE LIST.
SAMPLE OF A LIST GIVEN OUT BY MINDA INDUSTRIES:MINDA INDUSTRIES Ltd. is an ISO 9001 certified company & manufactures of
Auto Electrical Switches for Auto Industries in India & abroad. MIL is OE suppliers
to BAJAJ AUTO LTD, TVS MOTORS LTD, YAMAHA MOTORS LTD, HERO
HONDA MOTORS LTD, NEW HOLLAND TRACTORS, PIAGGIO INDIA,
SUZUKI PHILLIPINES & YAMAHA INDONESIA etc.
Friend Companies

AG INDUSTRIES
AUTOFIT PVT. LTD.
BAJAJ MOTORS LTD
DENSO
HEMA ENGG.
HITECH GEARS
JAY BHARAT MARUTI LTD.
KRISHNA MARUTI LTD.
LIFE LONG INDIA LTD.
MARK EXHAUST SYSTEM LTD.
MUNJAL SHOWA
NAPPINO AUTO & ELECTRICAL
OMAXE FUSIONS LTD.
OMAX AUTO
RICCO AUTO
VARROC ENGG
UNITECH MACHINES LTD.
PHEONIX
SUBROS LTD.
SHARDA MOTORS
SATYAM AUTO COMPONENTS
ENDURANCE
SANDHAR LOCKING DEVICES
BHARAT SEATS

32

Preferred Companies

ANAND GROUP
DELPHI
GOOD YEAR
HAVELLS
HONEYWELL
CAPARO MARUTI
LUMAX
MOSER BAER
MOTHERSON GROUP
PRICOL
SONA STEERING
TECUMSEH
JAY-USHIN
BHARAT GEARS
ROOTS
SHRIRAM PISTONS AND RINGS LTD.
SIEMENS
GOOD YEAR
SUNDARAM BRAKE LININGS LTD.

33

MASS MAILING TO ATTRACT INERESTED CANDIDATES


Dear Candidate,
Greetings of the day,
This is to inform you that we have an urgent opening in an automobile company for
GURGAON Location, so if you are interested for the same please send your updated
resume. It is for the Store department in a renowned automotive company.
REQUIREMENT:
Department : Store
Qualification : Any Graduate, BBA, BCA, BSc, BA, Diploma in Material
Management (preferred)
Experience : 4 to 5 years
Designation : Store Keeper
Given below are the key responsibilities:
A person with 4 to 5 years experience of handling the store and is well versed with
store procedures like FIFO excise rules, maintaining record like stock register etc
So, if you are interested for the above opening ,send your updated CV with following
details:
1.Qualification
2.Current company & previous company details
3.Current salary
4.Expected salary
5.Total experience
6.Current location.

34

7. Date of Birth
Regards,
Arushi (9311258027)
Naysa Consultancy (P) Ltd
(A Division of Naysa Consultancy Services)
84, Defence Enclave, Vikas Marg, Delhi-110092
Email : super24@naysaconsultancy.com

SOME POINTS TO KEEP IN MIND WHILE SHORTLISTING


RESUME'S FOR VARIOUS DEPARTMENTS
Maintenance Dept.
Planning for preventive and predictive maint. And their implementation along
with electrical & mechanical for whole plant machinery i.e. power presses, milling
m/c, drill m/c, lathe m/c, hyd. Pn. Presses, fixtures, surface grinders etc.
Plan for reduce the break down hours in both electrically & mechanically.
Man power planning their shift scheduling according to requirement etc.
PPC
1.Responsible for Production Planning on Monthly , Weekly & Daily Basis,
2. Monitoring of Production output from Key-stations to ensure that at the end of
month Production schedule is met,
3. Material Requirement Planning
4. Inventory monitoring & Line balancing
5.Material Issue for production
6.To release Daily MIS Report
7.Production Report, Production status and Schedule Adherence.
Production Dept.
1. Responsible to plan Man power, Machine Hours requires to meet the daily and
Monthly schedule.
2. Taking corrective and preventive actions against in- house rejections.
3. Ensure suitable operations & maintenance to achieve production targets .
4. Maintaining records for changes In engineering Standards.
5. Monitoring & measurement of Processes and Product at various stages of
production.
Quality Dept.
1. To Ensure Quality in process & Products through incoming , in process &
final inspection & testing.
2. To Handle Customer Complaints.
3. To find out root cause of Quality related problems.
4. Responsible for incoming Inspection.

35

5. Layout Inspection and measurement of components


The exhaustive list of all the departments for which work was done has not been
given here since the profiles done were too many and were referred through a booklet
at Super Consultancy. But few of them have been included at Annexure.

Given below are the questions which were asked from the candidate and sent to
the companies

Name:
Date of Birth:
Current CTC:
Expected CTC:
Experience:
Qualification:
Current Company
Previous Company:
Current Designation:
Location Preference:
Passport:
Appeared in interview for the this company before(If yes, when?):
How many companies have you worked in before:
Notice Period:

36

Sample of a filled form from a candidate

Name: SANEEV KUMAR MISHRA


Date of Birth: 16-06-1985
Current CTC: 2, 60,000
Expected CTC: 3, 50,000 TO 4, 00,000
Experience: 4.7 YEAR
Qualification: Mcom +MBA PERSUING
Current Company TATA MOTORS
Previous Company: MAHINDRA & MAHINDRA
Current Designation: OFFICER
Location Preference: PANTNAGER
Passport: NO
Appeared in interview for the this company before (If yes, when?): No
How many companies have you worked in before: 1
Notice Period: 1 MONTH

37

MANJEET SINGH RAWAT


C/o NAGENDRA YADAV H.NO.89
NEAR VEER PUBLIC SCHOOL
KAPASHERA NEW DELHI 37

Phone- +91-9810630886
E-mail- manjeetrawat2008@gmail.com

SAMPLE RESUME BY A CANDIDATE FOR THE POST OF


STORE KEEPER

OBJECTIVE

Always try my level best to achieve more success and do work


with honestly which give me fully satisfaction toward my job.

WORK

1. Presently (from March 2008 to till date) working with


Continental Rico Hydraulic Brakes India Pvt. Ltd. As a store
Executive. A joint venture company of Continental Germany &
Rico Auto Industries India. A project for Hydraulic brake system
as Drum brakes, Booster ABS, Booster non ABS, Caliper &
Reservoir.

EXPERIENCE

Job Profile
Material receiving and verification of material as per bill & as per
Purchase Order & storage of material as per location.
Labor & Machinery arrange for Loading/Unloading of Material.
Material receipt note, Returnable Gate pass, and Non Returnable Gate pass.
Maintain stock ledger and issue material as per site requirement.
Coordinate with purchase department for shortage of material.
Materials send for Job Work and Job work reconciliation.
Purchase bill forward to A/c dept.
Rejected material send back to relevant Supplier.
Material dispatch through courier & Transport.
Coordinate with CHA & freight forwarder for import shipment.

38

2. Two-year (From Aug. 2005 To Feb. 2008) worked experience


as a Store Asst. in Eastern Medikit Ltd.an I.S.O 90012000,G.M.P and CE certified co. manufacturing of medical
products as Blood bag, I.V.set, B.t. set, Medimask, Mediciser,
I.V.cannula and etc.
Job Profile
Making MIS Report Goods Inward Note, Material Demand Note,
Goods Outward Note, Goods Returnable Note & Material
planning.
Handling raw material, packing material, drug item, store &
spare items Consumable item and other stores items.
Material receiving and verification of material as per bill & as per
Purchase Order.
Material Issue as per FIFO & LIFO method & Daily stock
update.
Material indent as per monthly material plan and as per inventory
level.
Maintain inventory level as Minimum inventory, Re-order level
& Maximum inventory level.
Material send Quality department & Rejected Material sent back
to supplier.
Materials send for JOB WORK and reconciliation of job work
material.
Purchase Bill forward to A/C dept., monthly stock statement
forward to A/c & PPC dept.
Making Computer Entry on ERP and other Store Packages.
3. Six month worked experience as an auditor in Amit Srivastava
& co (chartered accountant) in Lucknow.
Audit of sales book, purchase book, cashbook, purchase
bill, sales bill also making trial balance, P&L a/c and balance
sheet.
EDUCATION

1. B.com from H.N.B University Uttaranchal in 2005.


2. Intermediate from Uttarnachal board in 2002.
3. High school passed from U.P. board in 2000.

39

PROFESSIONA
L

1. Diploma in information technology six-month computer


course (Dos, windows, MSOffice, internet, HTML) from
Hiltron Calc kotdwara.
2. Tally {5.4} two-month computer certificate course from Cyber
planet kotdwara.
3. DTP (page maker, Corel draw, PhotoShop) three-month computer
course from F.P.A.I. Lucknow.
4. Typing skill(i)

PERSONAL
DETAIL

English 40 word p/m. (ii) Hindi 25 word p/m.

Fathers name

Sh. Roop chand singh rawat

Mothers name
Date of birth
Marital status
Nationality
Language
Hobbies
and listening music.

Smt.Guddi devi
04/june/1985
Unmarried
Indian
Hindi/English
Playing cricket, reading books,

Current C.T.C- 12K P.M.

40

THE NEXT STEP IS INTERVIEW SCHEDULING


Given below is the sample of an interview schedule by Motherson Sumi System
Limited for the post of Engineer and Senior Engineer in Production Department.

Dear Candidate,
Greetings from the team Naysa !!!!!!!!!!!!!!!!!!!!!!!!!!!!
Following is the interview schedule for the profile of Production for Motherson:
DATE

28th July 2010

Day

Wednesday

TIMINGS

9:30 am ( SHARP)

ADDRESS

Motherson Sumi System Ltd.(Noida)


C-14(A) (B) Sector-1,Noida-201301
Distt-Gautam budh nagar,U.P.(India)

CONCERNED PERSON

Ms. Rashi

Ph.No.0120-476305
Things to be carried at the time of Interview:

One Copy of CV
2 Passport size Photographs.
Copy of Credentials
Copy of Salary slip
Copy of Interview Schedule

Best Regards,
Gagan Bhaskar (09555860654)
Super24@superconsultancy.com
Super Pioneer Personnel Network (P) Ltd

41

SALARY SLIP OF SUBRAT BARALCANDIDATE WAS SENT FOR DENSO COMPANY FOR THE PROFILE OF STORE.
HE WAS SELECTED AND HIS SALARY SLIP WAS ASKED TO CONFIRM THE
APPOINTMENT.

42

My Two Months Work

I arranged my work Company wise, date wise and department wise. In each folder are
the resume's that I had sent in the company. There was another folder in them that
contain the formatted CVs that were formatted according to the company's
requirements and consultancy's ways.

43

PERFORMANCE APPRAISAL
A performance appraisal, employee appraisal, performance review, or (career)
development discussion is a method by which the job performance of an employee is
evaluated (generally in terms of quality, quantity, cost, and time) typically by the
corresponding manager or supervisor. A performance appraisal is a part of guiding
and managing career development. It is the process of obtaining, analyzing, and
recording information about the relative worth of an employee to the organization.
Performance appraisal is an analysis of an employee's recent successes and failures,
personal strengths and weaknesses, and suitability for promotion or further training. It
is also the judgement of an employee's performance in a job based on considerations
other than productivity alone.
Aims
Generally, the aims of a performance appraisal are to:

Give employees feedback on performance


Identify employee training needs
Document criteria used to allocate organizational rewards
Form a basis for personnel decisions: salary increases, promotions,
disciplinary actions, bonuses, etc.
Provide the opportunity for organizational diagnosis and development
Facilitate communication between employee and administration
Validate selection techniques and human resource policies to meet federal
Equal Employment Opportunity requirements.
To improve performance through counseling, coaching and development.

Methods
A common approach to assessing performance is to use a numerical or scalar rating
system whereby managers are asked to score an individual against a number of
objectives/attributes. In some companies, employees receive assessments from their
manager, peers, subordinates, and customers, while also performing a self assessment.
This is known as a 360-degree appraisal and forms good communication patterns.
The most popular methods used in the performance appraisal process include the
following:

Management by objectives
360-degree appraisal
Behavioral observation scale
Behaviorally anchored rating scales

Trait-based systems, which rely on factors such as integrity and conscientiousness, are
also commonly used by businesses. The scientific literature on the subject provides
44

evidence that assessing employees on factors such as these should be avoided. The
reasons for this are twofold:
1) Because trait-based systems are by definition based on personality traits, they make
it difficult for a manager to provide feedback that can cause positive change in
employee performance. This is caused by the fact that personality dimensions are for
the most part static, and while an employee can change a specific behavior they
cannot change their personality. For example, a person who lacks integrity may stop
lying to a manager because they have been caught, but they still have low integrity
and are likely to lie again when the threat of being caught is gone.
2) Trait-based systems, because they are vague, are more easily influenced by office
politics, causing them to be less reliable as a source of information on an employee's
true performance. The vagueness of these instruments allows managers to fill them
out based on who they want to/feel should get a raise, rather than basing scores on
specific behaviors employees should/should not be engaging in. These systems are
also more likely to leave a company open to discrimination claims because a manager
can make biased decisions without having to back them up with specific behavioral
information.

PROCESS
1. ESTABLISHING PERFORMANCE STANDARDS
The first step in the process of performance appraisal is the setting up of the
standards which will be used to as the base to compare the actual performance
of the employees. This step requires setting the criteria to judge the
performance of the employees as successful or unsuccessful and the degrees of
their contribution to the organizational goals and objectives. The standards set
should be clear, easily understandable and in measurable terms. In case the
performance of the employee cannot be measured, great care should be taken
to describe the standards.

2. COMMUNICATING THE STANDARDS


Once set, it is the responsibility of the management to communicate the
45

standards to all the employees of the organization. The employees should be


informed and the standards should be clearly explained to the. This will help
them to understand their roles and to know what exactly is expected from
them. The standards should also be communicated to the appraisers or the
evaluators and if required, the standards can also be modified at this stage
itself according to the relevant feedback from the employees or the evaluators.

3. MEASURING THE ACTUAL PERFORMANCE


The most difficult part of the Performance appraisal process is measuring the
actual performance of the employees that is the work done by the employees
during the specified period of time. It is a continuous process which involves
monitoring the performance throughout the year. This stage requires the
careful selection of the appropriate techniques of measurement, taking care
that personal bias does not affect the outcome of the process and providing
assistance rather than interfering in an employees work.
4. COMPARING THE ACTUAL WITH THE DESIRED PERFORMANCE
The actual performance is compared with the desired or the standard
performance. The comparison tells the deviations in the performance of the
employees from the standards set. The result can show the actual performance
being more than the desired performance or, the actual performance being less
than the desired performance depicting a negative deviation in the
organizational performance. It includes recalling, evaluating and analysis of
data related to the employees performance.
5. DISCUSSING RESULTS
The result of the appraisal is communicated and discussed with the
employees on one-to-one basis. The focus of this discussion is on
communication and listening. The results, the problems and the possible
solutions are discussed with the aim of problem solving and reaching
consensus. The feedback should be given with a positive attitude as this can
have an effect on the employees future performance. The purpose of the
meeting should be to solve the problems faced and motivate the employees to
perform better.
6. DECISION MAKING
The last step of the process is to take decisions which can be taken either to
improve the performance of the employees, take the required corrective
actions, or the related HR decisions like rewards, promotions, demotions,
transfers etc.

46

PERFORMANCE EVALUATION OF EMPLOYEES AT SUPER


CONSULTANCY
SAMPLE

Dear Team,

W.E.F 1st July 2010 management has decided to evaluate the performance on monthly
basis and appreciate it by monetary rewards.
Hence forth every month on the basis of outcome, we will be selecting one employee
each for the following categories:

Best Team leader


Best Recruiter

Note: Parameters for selecting best TEAM LEADER are:1. Punctuality


2. Regular in work by taking least number of leaves.
3. Allocation of work among the team members
4. Sharpness & Smoothness in Client interaction
5. Proper management of team
6. Total number of CVs sent
7. Total number of CVs shortlisted
8. Turn up ratio of the candidates of the whole team
9. Total number of closings
10. New Business Development

Parameters for selecting best RECRUITER are:1.

Punctuality

2.

Regular in work by taking least number of leaves.

3.

Number of CVs sent (Target is 20 daily)


47

4.

Number of Cvs shortlisted

5.

Turn up ratio of the candidates

6.

Interaction with the Team Leader & other team members.

7.

Number of closings (Minimum is 5 )

Reward for Best Team Leader is Rs. 1000/Reward for Best Recruiter is Rs. 750/-

Appreciation certificate will also be issued to the best performers every month.

Best Regards
Niti Sharma
Head-Operations
SUPER PIONEER PERSONNEL NETWORK (P) LIMITED.
84, Defence Enclave, Vikas Marg, Delhi-110092
Mobile : 9891791914/15/16
Phone: 011-32592893,42440755,22015386
Fax : 011-22040374
URL: www.naysaconsultancy.com

48

CLIENT MANAGEMENT AND CLIENT BUILDING

The client management is done by the Top Level and the Middle Level. After the
client has given out its recruitment requirements, the top level handles the list of posts
vacant to the middle level. The middle level, that is the Team Leader, then distributes
the work amongst the recruiters.
To avoid confusion in the minds of the clients, the recruiters work with the name
'Shalini'. What distinguishes one from the other is that they put their phone number
along with this name. This is done since the employee turnover is high in the
consultancy and it would leave a negative impact on the minds of the clients if they
need to deal with new people daily. So the team leader answers all calls that are meant
for 'Shalini' and the recruiters work as 'Shalini'. This is how a client is managed within
the consultancy.

Client Building is an emerging, important and really attention grabbing phenomenon


that has acquired momentum since the past few months in the consultancy. The Head
Operations made us wonder that if we recruit persons from certain company, let us
say, Company A into Company B, then Company A would be having openings for the
post of the candidate that has migrated to B. Therefore, while meeting the client's
demands, we should also look into the company from which maximum candidates
apply. These candidates can be helpful in arranging the meeting between the HR of
that company with our Team Leader.
Hence, leading to Business Expansion.
This helps in Client Building and this duty has been decentralized to the recruiters.
Now the lower level works for the perks to add clients to the consultancy.
This is also interesting since the recruiters get more work responsibility and it cuts
down their monotonous routine of looking over the computer 9 to 6 to find
candidates.

49

AGREEMENT WITH THE CLIENTS


N
CS

NAYSA CONSULTANCY (P) LIMITED


(A Division of Naysa Consultancy Services)
Office :- H-28, First Floor Vikas Marg Laxmi Nagar Delhi-110092
Ph :- 011-22456827, 22040374, 22015386, (M) 9891074498 Telexfex :- 01122040374
E-mail :- naysa@bol.net.in. / naysaconsultancy@vsnl.net.
Ref No :- SCS/1019/2K4.

Date :2 11-2009

To,
MS. Shikha Chouhan
HRD M\s. HUL Ltd
Dear Sir / Madam
We are pleased to introduce ourselves as a leading Manpower placement consultant;
our company is associated with large Indian and Multinational companies.

We believe that your esteemed organization uses the expertise of various consultant of
manpower placement. Our team of professionals offers the following services: -

We undertake the entire process of selection, considering the requirements of our


client. It includes Manpower search preliminary Screening, Interviewing etc. We
focus on finding the best fit to meet our customers requirements for both technical

50

and non-technical posts. However we are specialized in technical placement viz


Engineers, Diploma Holders, ITIs production staff etc.
The terms and conditions under which we renders our services are given as under: 1. Our charges for all kind of recruitment assignments are :

a. Clerk, Technical Asst. Sr. Engineer is 8.33%


b. Asst. Manager, Deputy Manager 12.30%
c. Manager , General Manager 16.67%
of the annual salary per selected candidate.
2. The payment should be made within fifteen days from the date of joining.
3. A copy of the appointment letter will be made available by the client organizations
for billing purpose.
4. In case the candidate quits the services of the company, by Own accord with in
Three months from the date
of joining, replacement will be provided absolutely FREE OF COST
However, we require minimum one
month to complete the process of

replacement.

We are looking forward to have a good business relation with your organisation.
Thanks & Warm Regards
For NAYSA CONSULTANCY PVT. LTD.
SHIKHA CHOUHAN

51

COMPANY VS. CONSULTANCY

Working in the consultancy made me wonder what it would be like working in the
same department in a company than in a consultancy. This question came into my
mind over and over again since I was tired of the monotonous routine of doing just
one thing which was finding resume's. We had read the Human Resource department
consists of recruitment, selection, training and development, performance appraisal
etc. But I did not find all of these in a consultancy. It is done in the HR department of
a company. A company has varied scope for a recruiter to evolve but a consultancy
offers very less scope of change in work.
At Super Consultancy, I consulted all my seniors with this question. I asked them if
they were given two job opportunities, one with a company and one with a
consultancy offering the same salary and post, which one would they prefer? All
answered in unison that they would go for the company.
The reason they gave was that a company is always bigger than a consultancy. It
carries opportunities for growth and better security for employees. A company gives
recognition than a consultancy does.
Consultancy
After the boom of Business Process Outsource and Knowledge process outsource, the
outsourcing Sector is now progressing and gearing up towards a new concept called
RPO (Recruitment Process Outsource).
It takes the burden off the head-hunting business of the corporates.
Some of the "Recruiting Gurus" believe that there has been a sudden rush in the
demand for candidates as the global job scenario looks in great shape. Hence, an RPO
organizations come with a team of their recruiters to bridge this gap between the
demand and supply of quality candidates.
While in outsourcing hubs like India,Philippines and others alike, the RPO concept is
still taking its shape, the western countries are already ahead on this concept.There are
only a few such organizations in the developing countries who are catering to the
various multinational or localized needs of hiring employees for the corporates.
It would be apt to say that in the countries where the BPO industry is booming the
RPO is still in its infancy.There is a need to research the market and forecast the
market in order to server the clients better and more efficiently.
IT, finance, banking, pharmacy, life sciences, retailing are some of the areas these
RPO organizations are currently providing their services to. Now, these are the sectors
where there has been a sudden rush of demand for candidates.
In today's changing job scenario, no employee believes in sticking to the same

52

organization for more than two years. Hence, companies spend a lot of money and
time in hiring and Human Resources. This is where an RPO organization comes in
and helps as a recruiting and consulting firm, as this is their specialty.
Sometimes, when corporates aspire to build large talent pools within a short time
span, they are at a loss when it comes to assessing and selecting quality resumes or
candidates. Here the RPO organization pitches in by recognizing and zeroing in on the
right talent form a large talent pool.
An RPO organization directly approaches employers with the right kind of
professionals, starting from a fresher to filling up the position of a well-experienced
director. There are many foreign or multinational companies that are opening offices
in various other countries, especially India, and are looking for the right professionals
to handle their operations. RPO organizations provide them with the "Prince
Charming" they need.
With the global changing scenario of employment, RPO organizations would prove to
be a perfect solution to corporates and even smaller companies alike, as they would
play a very important role, soon. This would, in turn, take off the pressure from the
HR teams of the companies.

Company
Duties of the HR Department
Human resources departments have several key duties.
The duties of human resources departments vary from company to company
and industry to industry. Some general duties apply to many human resources
departments and HR workers. Depending on the size of the company, the
department might be made up of a dozen people or just one. No matter the size
of the department, it plays an important role in the work place.

Hiring/Firing Employees
1. Some human resources departments handle employment and recruitment of
employees and the separation of employees from the company. Even in
businesses where an employer or supervisor handles the hiring and interview
process, the human resources department submits the proper paperwork and
tax information. In larger companies, the HR department might recruit
employees from job fairs or colleges, then hire and place workers within the
company. When an employee quits, retires, is laid off or is fired, the HR
department handles the paperwork for the final paycheck, halts benefits,
conducts an exit interview and manages other end-of-employment details.

Handling Grievances
2. When employees have complaints or grievances about the work environment,
other employees or superiors, they can speak to a human resources
representative or submit a formal complaint with the department. Common
grievances include harassment, hostile work environment, dangerous work
53

environment and disputes. The human resources department's duty is to take


action based on the validity of the complaint.

Handling Compensation and Benefits


3. The human resources department handles employee compensation and
benefits. For workers who are paid hourly, the HR department tracks hours
and is responsible for submitting paycheck information. If employees have
issues with receiving paychecks, overtime pay or bonuses, they must speak to
the HR department. Human resources also makes sure employees have the
opportunity to enroll in benefits programs such as health insurance and life
insurance. Human resources can also enroll employees in the company's 401K
program.

Supervising Training and Development Programs


4. The human resources department implements training and development
programs for the employees of a company. Programs might include ethics
training, sexual harassment awareness programs, orientation programs for new
employees and training to improve employee skills and build worker loyalty.
An HR department might have a budget for training and development
programs, so it must develop sessions throughout the year that fall within the
set budget. Training might come in the form of computer programs, group
sessions, lectures or memos.

54

RECRUITMENT PROCESS AT CONSULTANCY

SUGGESTIONS AND RECOMMENDATION


55

1. There should be even work distribution. At Super Consultancy, the work was
sometimes too less and distributed among many recruiters thereby leading to
confusion and a hindrance in target accomplishment.
2. Most of the time, Motherson Sumi System Limited company occupied our times.
There are various departments in it for which candidates had to be found- Production,
Store, Quality, PPC, Maintenance, etc. The work done on these profiles were meant
for Noida, Gurgaon and Faridabad branch and was done daily. This resulted in calling
each candidate many times per day by recruiters as well as calling them everyday.
This highly demotivated the candidates for this company and they used to ask
questions like: 'Will the opening for this company ever close down?'
3. The recruiters are asked to be in the office at their seats from 9 to 6. They are not
even allowed to go out for a stroll in the break time. This is detrimental to the health
since they are sitting in front of the computer screens all the time.
4. During the break, I used to switch off my computer to help save electricity. But
surprisingly, my team leader asked me never to shut the computer. She never gave me
any reason and I think we should do our bit for preserving environment.
5. Another thing that was a limitation was the net access. Nobody was allowed to
access any other site than the Naukri and Monster portal. In my opinion, the recruiters
are mature enough to understand the importance of target fulfillment and such
restraints are demotivating.

FINDINGS
56

Consultancy follow recruitment process in a very systematic way but being


systematic they have to follow various steps & it is found to be very time
consuming.

Job specification and job description are well defined to all employees and they
know what is expected of them. Everything is properly documented

There is no fix percentage of employees that are to be recruited for each vacancy.

Recruiters stand a chance to get promotion early if they can get few closings done
in big companies than many is small. The closings may be two to three but for
high level.

WHAT I LEARNT IN TWO MONTHS DURATION

57

1. Day 1: Understood basic working functions, job responsibilities of a


consultancy firm
2. Day 3: Focused on target achievement by looking at different profiles in a
casual manner.
3. Day 7: Understood the meaning of profiles we worked on.
4. Day 10: Understood that we have to find not just the phrases but ensure that
their meaning is also incorporated in the resume'.
5. Day 11: Learnt Mass Mailing.
6. Day 13: Got the first two candidates whose profile were selected for interview
- Confirmation mail was sent to the company regarding the candidates
response for attending the interview.
- Email follow up with the candidates as well as the consultancy.
7. Day 14: Understood how to send the candidates who were selected and
reprimand when needed.
8. Day 15: Learnt firmness of tone and to ask if the candidates have been
interviewed FIRMLY.
9. Day 25: Learnt how to manage time+ targets.
10. Day 33: Learnt the art of speaking to the candidates, to understand PCT in each
one and to forward just the BEST.

PCT

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P-PERSONALITY
C-COMMUNICATION
T-TECHNICAL SKILLS
The owner Mr. Sudesh, taught us how to understand each person by interacting with
him over the phone. He gave us a very interesting phenomenon called as the PCT
phenomenon. Where in P, we check the personality of the candidates by talking to
him. In C, we grade his communication skills. And in T, we check out his technicality
through his resume'. His resume' gives an insight into his knowledge, application and
career graph. Sudesh Sir asked us to mark all the candidates in these three aspects out
of 10. Whichever candidate reaches around 8 should be sent.
This really proved helpful and motivated me to send just the best from the rest.
11. Day 36: I learnt that however small a skill requirement is given preference among
other skills, that 'small' skill needs to be well looked after because in the end, at the
time of interview that one 'small' mistake can spoil all the efforts.
12. Day 39: Learnt to manage failures and understood how mood swings can affect
performance.
13. Day 43: I learnt how we can expand and become team leaders.
14. Day 47: I learnt how to deal with crank calls.
Our Head Operations, Mrs. Niti Sharma told us an interesting incident. There was a
candidate who used to harass a recruiter by calling her daily and flirting shamelessly.
So one day the recruiter told Niti Mam about this. Niti Mam found out the resume' of
that person through his telephone number. She got hold of his landline number. And
found that his father was living in another state. So she called his dad and told him
that his son will be arrested in two-three days and he should call him back home if he
wants to be safe. His dad got anxious and Niti mam told him how his son flirts with a
recruiter at her office. His dad begged forgiveness and Niti Mam asked him to
reprimand his son. Till date, his son hasnt called the recruiter again.
I found it very amusing and learnt how to deal with such people.
15. Day 50: Learnt why female candidates were not being sent to the companies.
This pestered me a lot as to why the female candidates were not being sent by anyone.
I asked my team leader this question when I found so many well written resume's of
girl candidates. She gave me two reasons:a) Most Girls do not travel far away for interview. They tend to locate jobs near their
home. Girl turnover ratio for interview is less

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b) We focused mainly on automotive sector and the posts were mainly mendominated.
16. Day 53: Learnt how to deal with last minute cancellations and temper of
candidates.
A very interesting incident was recalled by Niti Mam. Once, a candidate working on a
top level position was sent to a reputed company for an interview. The same day of
the interview, the company's HR called to cancelled the interview. So the recruiter
called him to tell about the cancellation. The candidate got furious and since he was a
big shot, he shouted at the recruiter for harassing him and told her that he would use
his power to close the consultancy down. He would expose the consultancy's
behaviour on news channels. The recruiter came to tears and cut the phone. When she
told this incident to the Niti Mam, she called the candidate. She apologized and told
him the situation and also asked that man one question. She asked him: You can sue
us for harassing you but could we too sue you if you had cancelled going to the
interview only this morning if something else important came up?
This left the man speechless and he apologized for his rude behaviour and asked for
another interview schedule. Mam was happy to oblige.

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BIBLIOGRAPHY & REFERENCES


Various Internet Sites:

www.google.com
www.naysaconsultancy.com
www.articlesbase.com
www.wikipedia.com
www.humanresources.about.com
www.ehow.com

Books:-

K Ashwathappa, Human Resource and Personnel Management


Decenzo A. David & Robbins P. Stephen, Personnel/HR Management

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