PROJECT REPORT

on

“EMPLOYEE LIFE CYCLE AND RECORD

MANAGEMENT”

FOR
THE PARTIAL FULFILLMENT OF THE AWARD OF THE DEGREE OF
“MASTER OF BUSINESS ADMINISTRATION”
FROM GGS IP UNIVERSITY
DELHI

BATCH: 2017-2019

SUBMITTED BY: SUBMITTED TO:

Ritu Rawat Dr. Babita Bhati

ARMY INSTITUTE OF MANAGEMENT & TECHNOLOGY,

GREATER NOIDA U.P. -201306
Certificate of Training

ii
 Supervisor Certificate

This is to certify that Ms. Ritu Rawat a student of Master of Business Administration, Batch
2017-19, Army Institute Management & Technology, Greater Noida, has successfully
completed her project under my supervision.

During this period, he/she worked on the project titled – Employee Life Cycle and Record
Management in partial fulfilment for the award of the degree of Master of Business
Administration of GGSIP University, Delhi.

To the best of my knowledge the project work done by the candidate has not been submitted
to any university for award of any degree. Her performance and conduct have been good.

Date: 2018 Dr. Babita Bhati

(AIMT-Gr. Noida)

iii
 Certificate of Originality

I, Ms. Ritu Rawat, Roll No. 08518403917of MBA 2017-19 Batch of Army Institute of
Management & Technology, Greater Noida has undergone a Summer Internship in
Randstad(organization) for a duration of EIGHT weeks on a project title – Employee Life
Cycle and Record Management.

I, hereby, declare that this project is my original piece of work. This reports not been
submitted earlier to GGSIP, University, Dwarka New Delhi or to any other
University/Institution.

Date: 2018 Ritu Rawat

MBA(2017-19)

iv
 Acknowledgement

I wish to show my sincere gratitude to all those who made this study possible. First of all, I
am thankful to the helpful staff and the faculty of Army Institute of Management and
Technology Greater Noida. I would like to extend my sincere thanks to my Industry Mentor
Mr. Inder Arora, for his untiring cooperation. One of the most important tasks in every
good study is its critical evaluation and feedback which was performed by my faculty guide
Dr. Babita Bhati.

I am very thankful to my faculty as well as Industry mentor for investing their precious time
to discuss and criticize this study and explained the meaning of different concepts and how
to think when it comes to problem discussions and theoretical discussions. My sincere
thanks go to my Institute and family, who supported and encouraged me.

(Ritu Rawat)
MBA(2017-19)

v
 Table of Contents

Certificate of Training – Industry Mentor .......................................................................(ii)

Supervisor Certificate – Faculty Mentor .........................................................................(iii)
Certificate of Originality .................................................................................................(iv)
Acknowledgement ...........................................................................................................(v)
Table of content.......................................................................................................(vi)
LIST OF TABLES ..................................................................................................(viii)
LIST OF FIGURES ...............................................................................................(viii)

Chapter Page No.

Chapter 1- Introduction 1
1.1-General 1
1.2 Study purpose 1
1.3 Evolution of business 2
1.3.1 Local business 2
1.3.2 Regional business 3
1.3.3 National business 7
1.3.4 International business 8
1.4 Definitions of Business 8
1.4.1 Functional Areas of a Business 9
1.5 Business and Human Resource 10
1.5.1 Human Resource Management 11
1.5.2 Importance of Human Resources 12
1.6. Modern Practices in Human Resources 12
1.7 HR Process 13
1.8 Human Resource Planning 13
1.8.1 Employee Remuneration and Benefits Administration 14
1.8.2 Performance Management 15
1.8.3 Employee Relations 15
1. 9 Staffing 15
1.9.1. Features of Staffing 16
1.9.2 Function of Management 16
1.9.3 Importance of Staffing 17
1.9.4 Process of staffing 17

vi
 1.11 Company Profile 18
1.11.1 Origin 18
1.11.2 Transition to Randstad India: 2005–present 18
1.11.3 Core Activities 19
1.11.4 Company Vision and Mission 19
1.11.5 Human Resource practices in Randstad 19
Chapter 2 Objective of research 20
Chapter 3 Literature Review 21
3.1 Introduction 21
3.1.1 Genesis of Research 21
3.1.2 Prediction 22
3.1.3 Improvement 22
3.1.4 Explanation 23
3.1.5 Purpose of research 23
3.2 Basic Research 24
3.2.1 Applied Research 24
3.2.2 Evaluation Research 24
3.2.3 Action Research 24
3.2.4. Research Process 25
3.2.5 Steps of planning research process 26
3.2.6 Research Design 26
3.2.7 Research Methods 26
Chapter 4 Research Methodology 27
4.1 Introduction 27
4.2 Research Design 28
4.2.1 Descriptive Research 28
4.2.2 Exploratory Research 29
4.2.3 Causal Research 29
4.2.4 Exploratory research 29
4.3. Sampling Design & Technique 30
4.3.1 Sample Size 30
4.3.2 Data Collection Method 30
4.4 Conclusion 31
Chapter- 5 Data analysis and interpretation 32
Chapter 6- Findings 35
Chapter 7- Conclusion & Recommendation 36
References 37

vii
Figure No Heading Page No.
Figure: 1.1 Stages in the evolution of business 5
Figure: 1.2 Stages in local business 14
Figure: 1.3 Functional areas in business 22
Figure: 1.4 Human resource management process 27
Figure: 1.5 Process of Staffing 34

S.No. Table No. & Heading Page No.

Table 3.1 Types of research study 14

viii
 Executive Summary

Employee life cycle is an HR model that identifies the different stages a worker advances
through in an organization and the role HR plays in optimizing that progress.
In short, it refers to an employee's journey with the company. Certain stages in employee life
cycle management overlap with core HR responsibilities and may involve using talent
management software. Therefore, it is sometimes also referred to as HR life cycle, or simply
HR cycle.

Stages of the employee life cycle

The employee life cycle encompasses various stages in the career of an employee, beginning
with recruitment and concluding with resignation, termination or retirement. The typical
employee life cycle model breaks down into five or six stages. Here are the most common ones:
1. Recruit: This stage includes all the processes leading up to and including the hiring of a new
employee.
Some companies use talent acquisition software that enables them to design and automate all
aspects of the hiring process, from using an application tracking system, pre-employment
screening and scheduling interviews to following up with candidates. Talent acquisition
software can help recruiters streamline the hiring process and attract top talent.
2. Onboard: At this stage, employees who have accepted job offers become part of the
company's workforce. During onboarding, they are provided with the information and tools to
work more efficiently and to integrate into the company culture. Employees learn about the
company's policies, procedures and job duties, and they undergo training. They are also added
to the identity and access management system of the organization.
3. Develop: This stage includes all the processes in which employees are given feedback for
their work through performance reviews, one-on-one check-ins and meetings. Regular
feedback is an essential feature of this stage because it helps executives gain insight into what
motivates employees and it helps employees understand how well they have performed against
goals. Frequent feedback can also boost employee engagement.
Numerous companies use a learning management system or performance management
software -- sometimes included in an HCM suite -- to better manage employee activity, set
goals and give timely feedback. Sometimes, personality profile tools are used to gather
information that can help improve an employee's performance.

ix
4. Retain: Once an employee is integrated into the company and has a sound understanding of
his role, the next challenge is retaining the worker and ensuring continued employee
development. Continuous evaluation, recognition and training are crucial at this stage for
sustaining employee engagement and retaining the employee. HR professionals typically
use talent management software to monitor continued learning, as well as succession
planning that can identify candidates for promotion.
5. Offboard: This is the final stage of the employee life cycle, wherein the employee leaves
due to a new job, retirement, layoffs, personal reasons or termination for violating company
policy. In any case, the HR department must follow proper procedures and documentation in
the offboarding process.
Typically, HR will inform the employee about final pay and benefits. Offboarding is critical
for helping employers maintain a strong corporate brand and gain valuable feedback from
exiting employees. This information, in turn, helps companies better retain other employees
and improve HR processes.

x
 CHAPTER 1

INTRODUCTION

1.1 General
A business is recognized as a organization where goods and services are designed to provide to
consumers. commercial enterprise refers to at the least three closely related business topics. The
first is a commercial, professional or industrial organization or enterprise, generally referred to as
"a business." The second one refers as a commercial, professional, and industrial activity, where
"business continues to grow as a market change." Finally, business can be referring to a particular
area of economic activity, such as the "record business" or the "computer business".
It is an organized effort of individuals to produce and sell, for a profit motive and the goods or
services which satisfy society needs and want. A business, then become an organization which
seeks to make a profit through individuals working toward common goals. The objectives of the
business will shift dependent on the kind of business and the business system being utilized.
Despite the favoured methodology, organizations must give an administration, item, or great that
addresses an issue of society in a few or other way.

1.2 Study purpose

The study purpose of this topic is to find out what are the changes we face in business from ancient
to present. At that time, we use barter system to exchange goods and services and used to record
these transactions in paper to record all the transaction related to each and every task of the
business, now we are using internet, application and online portals, software etc to record all the
data and information. So, we need to find what are the factors that affect the way of working of
business and how on boarding is now as compared to ancient times. This report is regarding the
comparison between businesses on boarding from ancient to present. This will tell us the journey
from then and now. We see how these changes affect business and their exposure in all over the
world. Here we used to find out the innovation and inventions that helps to onboard various
employees in the organization.

1
1.3 Evolution of business
Evolution of business starts from its origin, growth, and development which are expanded in
different sectors that contribute in running of economies of a nation. The business evolution went
through many stages and these stages are named as developmental stages where each stage is
progressing, and got more mature than its previous stage. It is obvious that, these steps of evolution
are expanded its scale of operations and also expanded its modes of communication.
The five main stages in the evolution of a business are as follows:

1.3.1 Local business

Business is originated from early ages of human civilization. It starts from sharing of food
commodities. Individuals use to gather and store whatever surplus they had and use to search out
something they didn't have. This circumstance was available in different territories around the
globe which later brought forth a type of business in neighbourhoods. The neighbourhood of
encompassing neighbourhoods, adjoining territories where network of local individuals for the
most part live, live, and stays dynamic consistently.
By and large, local business can be expressed as different trades (exchange) exercises happening
consistently among individuals of a neighbourhood.
The three sub-stages of evolution of local business are as follows:

Figure: 1.2 Stages in local business

2
a) Barter economy stage
In barter, cash isn't used as a medium of exchange. Here, product area unit changed for product.

b) Village economy stage

Individuals must satisfy other’s demand by mercantilism among themselves, their basic product
and services. However, in some special cases, even gold, silver, and copper area unit used for
mercantilism.

c) Town economy stage 3

The city may be a meeting ground for villages wherever individuals from totally different villages
move, move and mingle. This heterogeneous interaction brings the new cultures and traditions,
ideas, and creates higher opportunities.

1.3.2 Regional business

It is a business between totally different areas inside a rustic. It primarily includes the trade
between varied states that embrace political divisions that conjure a rustic. During this credit sales
get additional importance. Here there's higher and economic infrastructure facilities, especially,
transport and communication area unit needed to develop it.

1.3.3 National business

The national business was associate outcome for a presence of business that was felt within the
entire country. In an exceedingly sensible sense, it's unfolded in varied components of a rustic.
The business at a national level initial started in England throughout the time of the economic
Revolution. The joint-stock firms became very fashionable throughout this stage. The size of this
can be forever massive when put next with the business done at a regional level. It helps to create
the supply of products and services within the most components of a rustic.

1.3.4 International business

In deal, cash isn’t 'Emerged as a reaction to fulfil the lack of advantages felt inside each country.
It recommends associations coordinated among or between different nations. Here, somewhere
around two countries work with each other. It generally contains imports and tolls. For example,

3
crude oil rich Gulf countries convey their unrefined petroleum and thus import the panic
sustenance things.

1.4 Definitions of Business

• The regular production or purchase associate degreed sale of products undertaken with an
objective of earning profit and exploit wealth through the satisfaction of human needs.
- Stephenson
• Business refers to a type of activity conducted with associate degree objective of earning
profits for the good thing about those on whose behalf the activity is conducted.
- Dicksee Human activity directed towards manufacturing or exploit wealth through
shopping for and commerce of products."
- Lewis Henry Thus, the term business means that continuous production and distribution
of products and services with the aim of earning profits below unsure market conditions.

1.4.1 Functional Areas of a Business

Part of a business growth is that the preparation of separate departments that functions with specific
focuses and directed path. They’re structured in line with sure business needs and these
departments can vary counting on the kind of business being practiced. Knowing the various useful
areas of a business may be a basic however major necessity for associate degree enterpriser
particularly once he’s in still within the drawing board.

“Functional Areas” is defined as the grouping of activities or processes on the basis of their need
in accomplishing one or more tasks. It’s also an alternative term for business unit. Let’s mention
this into the list:

4
 Figure: 1.3 Functional areas in business
1. HUMAN RESOURCE
Human resource is the most significant asset within the business. The centre of a corporation lies
on its individuals. While not individuals, the everyday operation of a business would stop to
operate. The success of a business depends absolutely on the hands of the workers operating within
the company. So as to realize the company’s goals and objectives, the company’s Human Resource
Department is accountable in recruiting the proper individuals with the desired skills,
qualifications and knowledge. They’re accountable for determinant the earnings and wages of
various job positions within the company. They’re additionally concerned in coaching staff for his
or her development.

2. MARKETING/PROMOTION
Limited time exercises and publicizing are the most ideal approaches to speak with your objective
clients for them to have the capacity to know the organization's items and administrations.
Powerful advertising and limited time exercises will drive long haul achievement, gainfulness and
development in pieces of the overall industry. This division is in charge of elevating the business
to produce deals and help the organization develop. Its capacity includes making different
showcasing system and arranging limited time crusades.
They are likewise in charge of observing contender's exercises.

5
3. PRODUCTION
It's imperative for business that the items are in great quality and free from deformities. The
generation office is worried about assembling the items, where inputs (crude materials) are
changed over into completed yield through a progression of creation process. Their capacity is to
guarantee that the crude materials are made into completed item successfully and productively and
in great quality. This office ought to likewise keep up the ideal stock level.

4. SALES
In each business, deals division assumes the greatest job in any association's prosperity. The
business division is in charge of creating income. The business division is entrusted to guarantee
that the offer of items and administrations results to benefit. The business division organizes with
the showcasing office as far as brand-mindfulness, item propelling and that's only the tip of the
iceberg. From the time the item left the creation office. Deals need to create courses on the most
proficient method to pitch the item to their objective clients/clients.
5. ACCOUNTING AND FINANCE
Income is the backbone of any business. It is essential to deal with the business' money surges and
inflows. The organization can't work without cash. In the event that you can't deal with your cash
legitimately, you will lose control of your business. That is the place the bookkeeping and fund
office comes in, or, in other words of the association that deals with the organization's cash. This
office is in charge of bookkeeping, reviewing, arranging, and sorting out funds. They're
additionally capable in creating the organization's money related proclamations.

6. RESEARCH AND DEVELOPMENT

Advancement is the way to each business' future. Through development, it will open new upper
hand for the organization. Innovative work goes about as the impetus in the development
procedure. They will be in charge of advancements in item, making its new plan and style. And
additionally, to look better approaches for delivering their items by being refreshed with respect
to the most recent mechanical and efficient patterns.

6
7. OPERATIONS
The Operations division is considered in charge of administering, planning and controlling the
procedure of creation and upgrading business activities if essential. In an assembling organization,
activities division outlines procedures to create the item proficiently. They additionally need to
procure materials and support of gear, supplies and that's just the beginning.

8. INFORMATION TECHNOLOGY SUPPORT

PCs and data frameworks are extremely fundamental in business these days. The IT division goes
about as the foundation of a smooth activity including the most recent innovation applicable to the
business. This office is in charge of making programming/s for different divisions, giving direct
working help with programming use and information administration to keep up useful zones in the
association.

9. LEGAL DEPARTMENT
The lawful division is entrusted to manage and recognize lawful issues in all offices. The division
may likewise offer preparing and help with representative manuals to guarantee that the
organization and its workers are stayed up with the latest on work environment law and handles
recording of authoritative reports on government offices. They additionally handle client protests
in an expert style and speak to the organization if sued. They go about as the authority and formal
agent/s in benefit of the organization or the originator.

1.5 Business and Human Resource

Individuals are ceaselessly occupied with some action or other so as to fulfil their boundless needs.
Consistently we run over the word 'business' or 'specialist' specifically or in a roundabout way.
Business has turned out to be fundamental piece of present-day world. Business is a monetary
action, or, in other words nonstop and general creation and circulation of merchandise and
enterprises for fulfilling human needs.
Every one of us require sustenance, attire and safe house. We likewise have numerous other family
necessities to be fulfilled in our day by day lives. We met these prerequisites from the
businessperson. The businessperson gets from distributer. The distributer gets from makers. The

7
businessperson, the distributer, the maker are working together and thusly they are called as
Businessman.

1.5.1 Human Resource Management

HR is likewise the hierarchical capacity that arrangements with the general population and issues
identified with individuals, for example, pay and benefits, enrolling and contracting workers, on
boarding representatives, execution administration, preparing, association improvement and
culture, and prompting ranking staff about the effect on individuals of their money related,
arranging, and execution choices on the general population in the association. HR developed from
the term: work force, as the elements of the field, moved past paying representatives and
overseeing worker benefits. The development of the HR work offered belief to the way that
individuals are an association's most imperative asset. Individuals are an association's most huge
resource. Representatives must be procured, fulfilled, roused, created, and held. Perceive how the
new jobs of the HR representatives have advanced.

1.5.2 Importance of Human Resources

HR are the profitable resources of the corporate. They are their quality. To confront the new
difficulties on the fronts of learning, innovation and changing patterns in worldwide economy are
the necessities of compelling human asset administration.

Significance of HRM can be seen in three contexts: organizational, social and professional.
(i) To provide, create, utilize and motivate employees to accomplish organizational goals.
(ii) To secure integration of individual and groups in securing organizational effectiveness.
(iii) To create opportunities, to provide facilities, necessary motivation to individual and group
for their growth with the growth of the organization by training and development, compensation
etc.
(iv) To employ the skills and ability of the workforce efficiently, i.e., to utilize human resources
effectively.
(v) To increase to the fullest the worker’s job satisfaction and self-actualisation; it tries to
prompt and stimulate each employee to understand his potential.

8
(vi) To make a way and feeling of belongingness team-spirit and encourage suggestions from
staff.
(vii) To facilitate maintain moral policies and behaviour within and out of doors the
organisation.
(viii) To maintain high ethical and smart human relation among the organisation.
(ix) To manage modification to the mutual advantage of people, groups, the organisation and
therefore the society.
(x) To ensure make sure that, there's no threat of state, inequalities, adopting a policy
recognising advantage and worker contribution, and condition for stability of employment.

1.6 Modern Practices in Human Resources

Human Resource hones are the methods, through which an association keeps up, hold and prepare
its faculty. This happens through the act of creating broad instructional classes and motivational
projects, for example, conceiving frameworks to direct and help administration in performing
progressing execution examinations. Dealing with the association, concentrating on the
approaches, booming in the business, accomplishing these objectives are a portion of the
fundamental plan of each working firm. HR Management Trends Following the framework and
strategies prompt the development of the organization.

Each association has an outlined capacity to meet the HR Management. This capacity is none other
than the human asset administration. The HR Management Trends is the person who is worried
about concentrating on the framework and arrangements. It is basic that Human Resource
Management is working fittingly and as per the most recent patterns and innovation to have the
capacity to manage the business life challenges.

1.7 HR PROCESS
Each organization works towards the one vision. This is achieved by formulation of certain
strategies and execution of the process, which is done by the HR department. At the base of this
strategy formulation lie various processes and the effectiveness of the former that lies in the correct
designing of these processes. There are various HR processes some of them are as follows: Human
resource planning (Recruitment, Selecting, Hiring, Training, Induction, Orientation, Evaluation,

9
Promotion and Layoff). Employee remuneration, Benefits Administration and Performance
Management.

Figure: 1.4 Human resource management process

1. Human resource planning (Recruitment, Selecting, Hiring, Training, Induction,

Orientation, Evaluation, Promotion and Layoff).
2. Employee remuneration and Benefits Administration
3. Performance Management.
4. Employee Relations.

Human Resource Planning

Generally, we have a tendency to think about Human Resource coming up with because the method
of individuals foretelling. Right however incomplete! It conjointly involves the processes of
analysis, Promotion and shutdown.
 Recruitment: It aims at attracting applicants that match a certain Job criterion.
 Selection: The next level of filtration. Aims at short listing candidates who are the
nearest match in terms qualifications, expertise and potential for a certain job.
 Hiring: Deciding upon the final candidate who gets the job.

10
 Training and Development: Those processes that work on an employee onboard for his
skills and abilities up gradation.

1.7.1 Employee Remuneration and Benefits Administration

The procedure includes settling on compensations and wages, Incentives, Fringe Benefits and
Perquisites and so on. Cash is the prime help in any activity and thusly the significance of this
procedure. Performing representatives look for raises, better pay rates and rewards.

1.8.2 Performance Management

It is intended to enable the association to prepare, motivate and reward laborers. It is additionally
intended to guarantee that the authoritative objectives are met with effectiveness. The procedure
incorporates the representatives as well as be for an office, item, administration or client process;
all towards improving or increasing the value of them.
Nowadays there is an automated performance management system (PMS) that conveys all the data
to enable supervisors to assess the execution of the workers and evaluate them in like manner on
their preparation and advancement needs.

1.8.3 Employee Relations

Employee relations embrace Labour Law and Relations, operating setting, worker health and
safety, worker- Employee conflict management, worker- Employee Conflict Management, Quality
of labour Life, staff Compensation, worker eudaimonia and help programs, message for activity
stress. of these are important to worker retention except for the money that is simply a hygiene
issue.

1. 9 STAFFING
Staffing is one of the important functions in an organization. It means to fill vacant position by
recruiting the right person for the right job and at right time. The term ‘Staffing’ is related to the
recruitment of employs, selection of employs, development of employs, training of employs and
compensation of the managerial personnel. Staffing is also outlined as “the perform of
management that cares with choice of work force, development of work force, maintaining and

11
utilizing the work force in order that the objectives of the organization square measure achieved
simply and with less cost”.

“Staffing is concerned with the placement, growth and development of all those members of the
organization whose function is to get the things done through the efforts of other individuals.”
- Theo Heiman
“The managerial function of staffing involves manning the organizational structure through
effective and proper selection, appraisal, and development of personnel to fill the roles designed
into the structure.”
- Koontz and O’Donnell

1.9.1. Features of Staffing

Managers responsibility
Staffing is responsibility of every manager to the right person for the right job and at the right.

Continuous function
Staffing is a continues process in which the employees are selected when the old employees exit
the company. Hence staffing is a continues function

Purpose
Main purpose of staffing is to get the right person for the right job and that to at the right time so
that the company is able to perform full to its potential. So that the talent is not wasted.

Human element
The function of staffing is concerned with the recruitment and selection of the human resources.
Additionally, the human relation skills are required for training, development, and performance
appraisal of the employees in the organisation.

12
1.9.2 Function of Management
Staffing is one of the important functions of management. Previously the staffing was considered
as the part of the organizing function but now it is considered as a separate and distinct function
of management and provides the due importance to the manning of the organisational roles.

1.9.3 Importance of Staffing

1. Staffing function help in qualified and obtaining competent personnel for different jobs
position in the organization.
2. Since the right person is recruited for the right jobs, it leads for maximum productivity and
higher performance.
3. It promotes optimum utilization of human resources.
4. Job satisfaction and morale of the workers increases through recruitment of right person.
5. Staffing helps to ensure maximum utilization of human resources
6. It ensures the continuity and growth of the organization, through development managers.

1.9.4 Process of staffing

Estimating
Manpower Recruitment Selection
Requirement

Training And Placement And

Development Orientation

Figure 1.5 Process of Staffing

I. Estimating Manpower requirements
The very first step in staffing is to plan the manpower required in an organization by a concern in
order to match them with the job requirements and demands. Therefore, it involves prediction and
determinant the longer term work force wants of the priority.

13
I. Recruitment
After estimating men demand they need to recruit right persons for the correct job at a right time
by completely different structure managers.

II. Selection
This is the screening step of staffing within which the invited applications ar screened out and
appropriate candidates are appointed as per the necessities.

II. Placement and orientation

Placement involves golf stroke the chosen man at the proper place considering his ability and skill.
It’s the particular posting of Associate in Nursing worker to a specific job that he/she has been
chosen.
Orientation is additionally called induction. It means that introducing the freshly elect worker
i.e. to numerous aspects of the corporate his job, other jobs, nature of product, policies, rules and
existing staff etc. It aims at inducting new staff into the organisation swimmingly

III. Training and Development

The term training implies a scientific procedure of transmission information and skills for a
selected job. It benefits both the endeavour and the worker. Preparing expands the aptitudes and
capacities of workers to perform particular employments. Coaching will increase the abilities and
skills of workers to perform specific jobs.

Training may be given for raising this job or to arrange the staff for a few meant jobs. The
enterprise conjointly gets the advantage of coaching within the kind of reduction within the cost,
best usage of tools & machine and improvement within the quality etc.

1.10 Company Profile

Randstad is a Dutch multinational human resource consulting firm headquartered in Diemen,
Netherlands. Randstad is the world's second-largest HR service provider. It was founded in the
Netherlands in 1960 by Frits Gold scheming and operates in around 40 countries. In 2012, the
company achieved a turnover of €17.1 billion. Randstad employs around 29,320 of its own staff,

14
whilst 580,000 people are deployed in other companies every day through Randstad. Globally,
Randstad has 4,496 branches.
Randstad India is a division of Dutch-based Randstad Holding NV. The inception of Randstad
India was in 1992 as "Ma Foi Management Consultants Ltd", a Chennai based HR service
provider, which in 2004 merged with the Dutch HR provider - Vidor NV. In 2005/2006, with two
back to back acquisitions of Indian recruitment companies - 'Emmy HR' and 'Teams4U', Randstad
stamped its entry in India. Randstad Holding NV acquired the operations of Ma Foi, through its
2007 acquisition of Vidor; and named its Indian operations as "Ma Foi Randstad" in 2010.
Eventually in April 2012, it rebranded as "Randstad India".
Randstad is a full spectrum HR services provider for clients worldwide and has been directly
involved with careers of over 320,000 individuals. Corporate clients include over 250
organizations in Fortune 500 list.

1.10.1 Origin
The inception of Randstad India was in 1992 as "Ma Foi Management Consultants Ltd", a
Chennai based HR service provider founded by K. Pandiarajan along with his wife. In 2004, Vidor
NV, a Dutch headhunting firm acquired Ma Foi Management Consultants; to develop its business
in South-East Asia, and West Asia. In 2005, Ma Foi merged its consulting and outsourcing
businesses to form a separate subsidiary - Ma Foi Consulting Solutions Ltd, which was acquired
by ADP, Inc. in January 2012.

1.10.2 Transition to Randstad India: 2005–present

In 2005/2006, with back-to-back acquisitions of two Indian recruitment companies - 'Emmy HR'
and 'Teams 4 U' - Randstad stamped its entry in India.
In December 2007, Randstad Holding NV acquired the operations of Ma Foi, through its $5.14
billion acquisition of Vidor. By 2010, Randstad consolidated its Indian operations as the "Ma Foi
Randstad" brand, by integrating the businesses of Emmy HR and Teams4U with Ma Foi. Finally,
in April 2012, "Randstad India" brand replaced Ma Foi Randstad. In February
2015, Randstad India converted into a Private Limited Company. In October of that year, its Sri
Lankan arm was acquired by Quests Corp.

15
1.10.3 Core Activities
Randstad has some expertise in arrangements identified with adaptable work and human asset
administrations. Other than normal staffing administrations for transitory and changeless
occupations, and in addition brief and contract staffing of experts and senior chiefs, Randstad
likewise offers particular HR Solutions and supplies committed nearby work force administration
with its in house administrations.
Randstad portrays its main goal as 'leading the pack in moulding the universe of work'. Randstad
isolates its exercises into a few business regions, which it calls for administration ideas: transitory
and contract staffing, experts and pursuit and determination, HR arrangements and in-house
administrations.

Temporary and contract staffing

Temporary and contract staffing and the related recruitment and selection are traditionally
Randstad's core activities. Randstad offers these services through a network of branches in towns
and cities in the countries in which it operates. In most of these countries, Randstad works
according to a so-called unit structure, whereby each unit consists of few consultants who are
responsible for service provision to clients and selecting candidates.

Professionals and search and selection

A separate division of Randstad focuses on recruiting supervisors, managers, professionals,
interim specialists and advisors. These people are deployed in (temporary) positions in middle and
senior management, such as engineers, ICT specialists, or marketing & communication specialists.
Randstad calls this service concept
‘professionals.
In a number of countries, Randstad has operating companies that select managers for permanent
placements in middle and senior management. This often involves recruitment and training
programs. Randstad calls this service concept ‘search & selection’.

16
 HR solutions
HR solutions include Randstad Managed Services, whereby Randstad manages a client’s flexible
personnel requirements. HR Solutions also involves a number of services such as selection
processes, HR consultancy, outplacement and career support.

In house services
With its in-house services, Randstad works on site for just one client. This involves offering a large
number of candidates with very specific capacities, usually for industry and logistics. Randstad is
responsible for all personnel matters, including recruitment and selection, training and planning.

1.10.4 Company Vision and Mission

Vision
We are experts delivering technology talent and solutions that power your business.

Mission
By combining our experience and expertise in acquiring exceptional technology talent with our
flexible delivery methodology, our experts help power your business by providing technology
talent and solutions how and when you need it. With our deep industry expertise and full-service
capabilities – Recruitment, Consulting, Projects and
Outsourcing – Randstad Technologies will be our clients ‘total technology Talent and Solutions
provider.
Randstad is a Dutch human resource consulting firm having headquartered in Diemen
(Netherlands). Randstad is amongst the top 10 firm who provide the HR services around the world.
Founded in 1960 by Frits Gold scheming with operations in almost 40 countries around the globe.
Randstad employs permanent staff of around 29,320, while almost 580000 people are employed
by randstad in other companies every day. Globally, Randstad has around 4,496 branches.

1.10.5 Human Resource practices in Randstad

Revealing an offer to a competitor is just piece of the enrolment story. The other critical part is
guaranteeing maintenance. The way to establishing a positive connection on new contracts while
they are as yet acclimatizing their new condition is to make phenomenal encounters. Here are a

17
couple of steps ability pioneers can take amid the beginning of a worker to make them feel
welcome and get them amped up for their future at the association.

1. Start early
Ensuring everything is planned and set up, even before the new hires show up for their first day,
helps accelerate productivity. That’s the take away from Twitter’s new hire on boarding playbook
‘Yes to Desk.’ The playbook aims to make an employee’s journey - from job acceptance to start
of work – a seamless and pleasant experience. The program works in tandem with all support
functions - HR, IT, and facilities - and covers 75 steps spanning the on boarding workflow. From
presenting a Twitter branded T-shirt and a bottle of wine to setting up their email address and
hosting a breakfast with the CEO – everything is planned and set up before the employee physically
shows up at the workplace.

2. Initiate cultural alignment

Alignment with company values and culture are a key factor that helps amplify engagement and
employee success. For the online shoe and apparel shop, Zappos.com cultural alignment of its new
hires is a non-negotiable part of its people practices. Focused on growing the company culture and
forging lasting relationships, Zappos on boarding program trains employees on best practices in
customer service, team collaboration, and 10 of its core values each explained with an anecdote.
Going a step further, any new hire, who doesn’t feel aligned with the Zappos culture, is offered
$2,000 to quit!

3. Involve the team

Welcoming new hires is not just an HR job anymore, but it is a collective effort. A collaborative
welcome by the new hires’ fellow team members helps them effectively coalesce with other
members. Google, one of the consistently top ranking places to work for, emphasizes team-level
employee on boarding versus a centralized framework. Although processes and practices vary
across different teams, Google uses data analytics to provide a uniform experience. One of
Google’s key strategies is to engage its top talent as brand advocates in order instilling pride in the
new incumbents.

18
4. Prepare a comprehensive roadmap
A clear roadmap is absolutely essential to setting up new hires for success in their roles. LinkedIn
understands this well. Day one for the new hires at LinkedIn starts with receiving
‘New Hire On boarding Roadmap’ - a comprehensive guide to help them to succeed in their new
roles. Other activities include icebreakers where they share interesting facts about themselves and
learning about the company and employee benefits as part of the “Investing
[In] You” sessions.

5. Empower through right training and development

An effective way of enabling new employees to start contributing immediately is to chart out a
well thought out learning roadmap. Netflix follows this diligently. Its on boarding program for
engineers has powerful learning components that empower new hires from day one. From
explaining the Netflix technology stack and meeting and greeting technology leaders including the
Chief Product Officer to throwing tech challenges; Netflix sets up its new joiners to start creating
value early on.

One aspect that these successful brands have realized is that the peril lies not in doing too much
but in getting complacent with half-hearted attempts that prove to be inadequate. The first touch
point of a brand is its employees. Framing a compelling on boarding experience is therefore a
strategic need. One word of caution though. While the number of experiential programs in terms
of quantity may be good, the real challenge is in sustaining the initiatives. The key to success is to
maintain continuity in new hire programs to positively impact the employer brand.

19
 CHAPTER 2

OBJECTIVE OF THE RESEARCH

Research objective are the results sought by the researcher at the end of the research process, i.e.
what the researcher will be able to achieve at the end of the research study. The objectives of a
research project summarize what is to be achieved by the study.

Primary objective:

 To identify the evolution of employee life cycle.

Secondary objective:

 To know how these changes made a revolutionary action in field of business.

20
 CHAPTER 3

LITERATURE REVIEW

3.1 Introduction
Research is a methodical request to portray, clarify, anticipate and control the watched marvel.
Research includes inductive and deductive techniques (Babbie, 1998). Inductive techniques dissect
the watched marvel and distinguish the general standards, structures, or procedures fundamental
the wonder watched; deductive strategies confirm the conjectured standards through perceptions.
The reasons for existing are unique: one is to create clarifications, and the other is to test the
legitimacy of the clarifications.
One thing that we need to focus on research is that the core of the examination isn't on
measurements, however the reasoning behind the exploration. How we truly need to discover, how
we assemble contentions about thoughts and ideas, and what proof that we can support to induce
individuals to acknowledge our contentions. Rankle, Borg and Gall (1996) proposed four sorts of
information that examination added to training as pursues:

3.1.1 Genesis of Research

After effects of research can portray common or social marvel, for example, its frame, structure,
action, change after some time, relationship to other wonders. The clear capacity of research
depends on instrumentation for estimation and perceptions. The graphic research results in our
comprehension of what occurred. It at times creates factual data about parts of instruction.

3.1.2 Prediction
This research is intended to predict a phenomenon that will occur at time Y from information at
an earlier time X. In educational research, researchers have been engaged in:
o Acquiring knowledge about factors that predict students' success in school and in the world of
work

21
o Identifying students who are likely to be unsuccessful so that prevention programs can be
instituted.

3.1.3 Improvement
This sort of research is predominantly worried about the adequacy of intervention. The look into
methodology incorporates trial plan and assessment inquire about.

3.1.4 Explanation
This type research subsumes the other three: if the researchers square measure ready to make a
case for an academic development, it means they'll describe, will predict its consequences, and
skills to intervene to vary those consequences.

3.1.5 Purpose of research

In 1990 Patton discuss about the importance of identifying the purpose in a research process.
He describes four types of research based on different purposes:

3.2 Basic Research

The reason for this exploration is to comprehend and clarify, i.e. the examination is keen on
planning and testing hypothetical build and recommendations that preferably sum up crosswise
over reality. This sort of research appears as a hypothesis that clarifies the marvel under scrutiny
to give its commitment to information. This examination is more engaging in nature investigating
what, why and how questions.

3.2.1 Applied Research

The motivation behind this exploration is to enable individuals to comprehend the idea of human
issues so people can all the more viably control their condition. As such, this kind of research seeks
after potential answers for human and societal issues. This examination is more prescriptive in
nature, concentrating on how questions.

22
3.2.2 Evaluation Research
(amative and formative): Assessment examine thinks about the procedures and results went for
endeavoured arrangement. The motivation behind developmental research is to enhance human
mediation inside particular conditions, for example, exercises, time, and gatherings of individuals;
the reason for summative assessment is to pass judgment on the adequacy of a program, approach,
or item.

3.2.3 Action Research

Action analysis aims at finding specific issues inside a program, organization, or community.
Patton (1990) delineated that style and information assortment in action analysis tend to be
additional informal, and therefore the folks within the state of affairs square measure directly
concerned in gathering info and learning themselves.

3.2.4. Research Process

In 1996 Gall, Borg, and Gall described the different stages of conducting a research study:
1. Identify a research problem: in this stage, find out the research questions that are
significant and feasible to study.

2. Prepare for research proposal: a research proposal usually consists of the sections
including introductory, literature review, research design, research method, data analysis
and protection of human subject section, and timeline.

3. Evaluate: the purpose is to develop and try out data-collection methods and other
procedures.

4. Conduct a main study

5. Prepare a report

In 1996 Gall, Borg, and Gall also explained that these five stages may overlap or occur in a
different order depending the nature of the study. Qualitative studies that involve emerging

23
analysis style could gather and analyse some information before developing the proposal, or a pilot
study will be done before writing a hunt proposal or not in any respect. According to one research
done by Anglin, Ross, and Morrison (1995) stages of identifying a research problem and preparing
the research proposal. They advised a sequence of planning steps:

3.2.5 Steps of planning research process

Select a Topic- Research requires commitment. As a researcher, you need to ensure you are
accomplishing something that you have an incredible enthusiasm for doing.

Identify the Research Problem-Based on your own understanding and interest of the topic, think
about what issues can be explored? Sometimes, a research problem cannot be immediately
identified. Be that as it may, through assessing the current writing and having persistent talk with
associates and researchers, the examination issue will begin take its shape.

Conduct a Literature Search- Reviewing literature has two main purposes: one is to build up the
researcher's knowledge base of the topic under exploration for a deeper understanding, and the
other is to ensure the significance of the research. The investigator has to certify however the
analysis are ready to contribute to the data within the connected field compared with the present
analysis literature.

State the Research Question- The analysis drawback can evolve throughout your following
content through reviewing literature and discourse with peers and students. To specify what
questions your research study, want to answer helps to provide the basis of planning other parts of
your study, e.g. the research design, the methods for data collection and analysis.

State the Research Question-The research problem will evolve during your pursuing knowledge
base through reviewing literature and discourse with peers and scholars. To specify what queries
your analysis study, need to answer helps to supply the idea of coming up with different
components of your study, e.g. the analysis style, the strategies for knowledge assortment and
analysis.

24
 Table 3.1 Types of research study
Experimental/Positivist Study Correlation Study Qualitative/Naturalist Study

• Questions about Questions about • Questions to

whether a certain instructional whether two or more generate a theory to describe
method or strategy improve a variables are related to certain patterns of
certain skill or learning outcome each other? Those interaction or process of an
• Questions about questions intend to use or observed phenomenon
whether a certain student control one variable to • Questions about
characteristic have effects on a predict a future lived experience of research
certain skill or learning performance of a participants
outcome, or whether the particular variable • Questions about the
characteristics interact with the cultural patterns or social
instructional strategy or method patterns in the classroom
to affect learning of a certain
skill or cognitive process

3.2.6 Research Design

In the intention of the analysis study is to verify a causative relationship between bound variables,
use Associate in Nursing experimental style; if the intention of the research study is to find out
how variables relate to one another, use a correlation design; if the intention of the research study
is to describe and understand a particular social condition/pattern and meaning of a social
experience, conduct a qualitative study.

3.2.7 Research Methods

Three major elements in the research study need to be considered: participants, materials, and
instruments.
1. Participants: It issues whom to review. For experimental studies, the scientist must take into
account applied mathematics sampling to form positive that sample is representative of the
population, e.g. techniques of sampling and representative sampling. For qualitative analysis,
purposeful sampling is that the major principle. the choice of people, groups, or cases depends on

25
however the characteristics, or properties of the people, groups, or cases can best inform the
scientist with the main focus of what's beneath investigation.
2.Materials and Instrumentation: For experimental analysis, operationalization of the variables
is that the focus, i.e. what square measures totally different treatment conditions, and the way to
live the dependent variables. The investigator should think about problems about the responsibility
(the consistency of the test), and validity (whether the check is testing what's meant to test) of the
measure. the look of the experimental conditions has taken the threats of the interior and external
validity into consideration. The scientist has to kind positive that the establishing of the
anorexigenic relationship is not influenced by various factors than the dominant factors, and
conjointly the scientist should concede to what extent the results of the analysis are generalized to
the population on the so much aspect the sample below study.
For qualitative analysis, the problems square measure the sources of knowledge, wherever the
scientist will realize the data and what strategies the scientist will use to urge the data. Qualitative
analysis sometimes focuses on the verbal data gathered from the interviews, observations,
documents or cultural artifacts. The terribly quality concerning the qualitative analysis is that the
investigator is an element of the instrument. the popularity of this researcher's subjective
interpretation of the data yields the method of triangulation, that emphasizes use of multiple
sources, methods, investigators, and theories to confirm the believability of the analysis.
3. Procedures
A procedural designing of a way to get approval from IRB, a way to get entry to analysis
participants or to the sector, a way to implement the experimental treatment or to schedule
observations and interviews, and the way to organize for write-up. A general define of the method
and a timeline can facilitate the analysis progress.
4. Identify Analysis Procedures
Distinctive research questions and diverse research plans involve distinctive examination
technique to take. Exploratory structure utilizes measurable examination to give factual depictions
of the gatherings regarding distinctive free factors and ward factors, and to decide the centrality of
the distinctions whether the needy factors are caused by the autonomous factors. Then again,
subjective plan utilizes semantic investigation to recognize topics, classes, procedures, and
examples of a watched marvel, and gives rich depictions of the wonder with the end goal to build
up a more profound comprehension of human frameworks.

26
 CHAPTER 4

RESEARCH METHODOLOGY

4.1 Introduction
Assumptions are the foundation of all research about what constitutes valid research and which
research method(s) is/are appropriate for the development of knowledge in a given research. For
effective conduction and evaluation of any research, it is therefore important to know what these
assumptions are.
Before beginning of any research, the researcher has to prepare a research design that help as
guidelines of the research and which assists throughout the process. A clear conceptual
understanding is must to understand the importance, role and purpose of research design. The
researcher needs to understand what research design is and what it is not. The Researcher also
needs to know where design fits into the whole research process from framing a question to finally
analysing and reporting data. This is the purpose of this chapter. This chapter discusses the
research design underpinning the present research study on boarding process which were reviewed
and presented; and new aspects of the subject on boarding were tried to add on to the basic premise.
In addition, the chapter discusses the analysis methodologies, and style employed in the study as
well as methods, instruments, and information assortment and analysis ways, whereas explaining
the stages and processes concerned within the study. The findings further strengthened the position
that on boarding objective is to develop a long-haul relationship between the business and the
worker while encouraging a sentiment having a place and a confirmation of settling on the right
decision. The purpose of this study is to analyse the present on boarding process in the organization
and to find the most critical period of the on boarding process in the association.

4.2 Research Design

A research design is the framework and the plan of a research study that has been created to seek
answers to research questions. The design of a research defines the study type (descriptive,
correlation, semi-experimental, experimental, review, meta-analytic) and sub-type and data

27
collection methods and a statistical analysis plan. It holds the research project together. It provides
the structure of the research, to show how all the major sections/chapters of the research- research
sample, measures, treatment and research methodology- work together to address the research
questions. Research can be isolated into three unique classifications; exploratory, clear and causal.
Every classification tends to various end reason and must be utilized in certain ways.

4.2.1 Descriptive Research

Descriptive research, unlike exploratory research, is preplanner and structured in design so that
information collected can be statistically inferred on a population. The central idea behind using
this type of research is to better define an opinion, attitude, or behaviour held by a group of
respondents on a given subject.

4.2.2 Exploratory Research

Exploratory analysis focuses on the invention of concepts and insights as opposition collection
statistically correct knowledge. It is most commonly used for further defining issues, areas for
potential growth, alternative courses of action, and prioritizing areas that require statistical
research. Exploratory research results into two forms: either a new topic or new dimensions of the
theory. A new topic is usually sudden and surprising in its findings. For example, In Ikya the HR
consultancy uses application to onboard their employees before came to the office or in company.
They can come up with a new way of looking at things, either from a theoretical perspective or in
a practical way of measuring something.

4.2.3 Causal Research

Like descriptive analysis, causative analysis is quantitative in nature yet as preplanner and
structured in style. For this reason, it's additionally thought-about conclusive analysis. causative
analysis differs in its plan to make a case for the cause and impact relationship between variables.
this can be against the empirical sort of descriptive analysis, as a result of it makes an attempt to
decipher whether or not a relationship is causative through experimentation. In the end, causative
analysis has 2 objectives:
1) To grasp that variables square measure the cause and that variables square measure the
impact, and

28
2) to see the character of the connection between the causative variables and also the impact
to be expected.

4.2.4 Exploratory research

My research is exploratory based and it is the initial research into a hypothetical or theoretical idea.
The researcher has an idea or has observed something and seeks to understand more about it. An
explorative research is a trial to get the groundwork that may cause future studies, or to see if
what's being determined can be explained by a presently existing theory. This research is also an
attempt to connect ideas to understand cause and effect. It is an attempt to examine the cause and
effect and the factors effects on boarding, reliability, personal interaction, problem solving and
policy as cause of the phenomenon to set the initial groundwork for future research. The efforts
have been put to explain what is going on in the on boarding process in different companies.
The Chapter closed with the presentation of research framework, its development and the
methodology used for the study. The advantage of this scientific research is that it'll offer the reader
with information and statistics of a general viewpoint of latest hires within the organization about
the on boarding method. It will also provide them with certain suggestions to make the on boarding
process effective.

4.3. Sampling Design & Technique

Sampling is a technique which is used to collect data i.e. the methodology been followed to identify
the respondents from a given population with the objective that the sample is to the best possible
extent free from any biasness and true representation of the population. Collecting a good sample
is time-consuming and expensive.

4.3.1 Sample Size

The study has been carried out by a survey through face to face and telephonic conversation. The
target respondents were 30 out of which 20 responded. So, the sample size was data collected from
20 new joiners. The findings of the study were that majority of respondents were not satisfied with
the present on boarding process in the organization. The satisfaction percentage of new employees
was good only in phase I that is the pre-joining phase. After that the satisfaction levels drop down
in successive phases. The findings also reveal that the most critical phase is phase II i.e. first day

29
at work. The satisfaction level of new employees drops down from 70% in phase I to as low as
30% in phase II which is a major fall and a call for concern. If an employee doesn’t feel welcome
on Day 1 then the chances of his/her leaving the organization within few months to one-year
increases. The benefit of this research project is that it will provide the reader with data and
statistics of a general viewpoint of new hires in the organization about the on boarding process. It
will also provide them with certain suggestions to make the on boarding process effective.

4.3.2 Data Collection Method

Data collection methods are divided broadly into quantitative and qualitative methods. Selection
of method depends on research questions, underlying philosophy of research, and preferences and
skills of the researcher.
Quantitative data collection involves the use of numbers to assess information. This information
can then be examined and evaluated using statistical analysis which offers researchers the
opportunity to dig deeper into the data and look for greater meaning. The data produced are always
numerical in nature, and are analyzed using mathematical and statistical methods. If there are no
numbers involved then it is not the quantitative data collection methods. In qualitative data
collection, there two approaches

1. Direct interaction with individuals on a one to one basis

2. Or direct interaction with individuals in a group setting

These approaches/methods are time consuming, therefore data is usually collected from a smaller
sample and this makes qualitative research more expensive. This approach provides is richer and
deeper insight into the phenomenon under study.

The main methods for collecting qualitative data are:

1. Individual interviews
2. Focus groups
3. Observations
4. Action Research

30
Quantitative and qualitative techniques provide a tradeoff between breadth and depth, and between
generaliability and targeting to specific (sometimes very limited) populations. As discussed in the
previous section data was collected from new joiners of the organization. An appropriate sample
size is depending upon company interviews and their selected new comers.
The interviews were conducted by trained interviewers who administered the questionnaire to the
chosen respondents in the main exit of the company before the respondents’ leave. Being in the
company environment was assumed to be more conducive to respondents' focusing on the
dimensions that were important to them for evaluating on boarding process. The questionnaires
were administered after the respondents' leaving in accordance with the recommendation of our
assistance, who contended that interviewing just after a shopping experience is likely to reflect
satisfaction, rather than service quality.

4.4 Conclusion
Research design defines the type of study, hypotheses, type of research question, variables.
The purpose of above chapter is to provide an outline of research design in both descriptive and
explanatory research. In explanatory research the purpose is to develop and evaluate the process
of research. Research style isn't associated with any specific methodology of grouping information
or any specific sort of information. Moreover, it is used in any type of data collection method and
can be used either quantitative or qualitative data. It refers to the structure of an enquiry: it is a
logical matter rather than a logistical one. The pivotal role of research design is to minimize the
chance of drawing incorrect causal inferences from data. Designing a research is a logical task
endeavoured to ensure that the evidence collected enables researcher to answer questions or to test
theories as unambiguously as possible. The type of evidence required answering questions and
research question itself should be presented in a convincing way. The research not only collects
evidence simply but must be consistent with a particular theory or explanation. The researcher
must look for evidence that supports theory: and it has the potential to disprove preferred
explanations.

31
 CHAPTER 5

DATA ANALYSIS & INTERPREATTION

 Since how many years have you been working with this organization ?
a) 0-2 years
b) 2-4 years
c) more than 4 years

16%
34%

50%

0-2 years 2-4 years more than 4 years

 Do you have necessary authority to perform your duties effectively?

a) yes
b) no

32
 28%

72%

yes no

 Does your organization organize an counselling programs for the employees ?

a) yes
b) no

8%

92%

yes no

33
• Does the HR department efficiently in selection policy of the employees ?
a) yes
b) no

20%

80%

yes no

34
 CHAPTER 6

FINDINGS

• The manual process of recording employee’s information is increasing time, extra cost and
human efforts.

• In this competitive era the upgradation of technology in working process is must in which
Randstad is lacking.

• Necessary authority to perform duties effectively.

• 50% of the employees are working from 2-4 years.

It is stated that 50% of the employees are working since 2-4 years while 16% are working since 0-
2 years and 34% are working more than 4 years in the organisation.

• 60% of the working environment is participative.

Stated that 60% of the working environment of the organisation is participated while the other
40% are autonomy.

35
 CHAPTER 7

CONCLUSIONS & RECOMMENDATIONS

• The present says that by adopting upgraded technology for recording employee’s life cycle
makes it efficiency, productivity and accountability to increase and make the organization speedier
and prompter.
• If they process online than there is no need to send their joining kits to Chennai office
because they have centrally connected software.
• Automation of the process helps in eliminating paper work and helps them to save extra
cost.
• Chances of losing documents also get eliminated through which they can save more time
and extra human efforts.
• Information station must be dispersion, info filtered, clear, complete concise, accessible,
accountable by which in future there is no loss of data and overcome with all confusions.

36
 BIBLOGRAPHY

JOURNALS
• https://www.bizjournals.com/bizjournals/how-to/human-resources/2017/03/the-new-
employee-lifecycle-3-small-tweaks-to.html
• https://journals.tdl.org/llm/index.php/llm/article/viewFile/7232/6435

Websites

• https://searchhrsoftware.techtarget.com/definition/employee-life-cycle
• https://www.balancepointpayroll.com/5-stages-of-employee-life-cycle-management/
• http://www.http://icsaiom.org/wp-content/uploads/downloads/2011/11/ICSA-Managing-
the- Employee-Life-Cycle.pdfhr4free.com/en/HR-Business-Processes-and-Employee-Life-
Cycle-Management

37