CROSS FUNCTIONAL PROJECT

At

Enbolt Labs Pvt Ltd

Submitted in partial fulfilment of the requirement for the

award of degree
MASTER OF BUSINESS ADMINISTRATION

Submitted by
Amrit Pandey

17MBAR5006

Under the guidance of

Prof Archana Soali
Professor, JAIN (Deemed-To-Be University)

June 2019
Company Certificate
University Certificate
Guide Certificate
 DECLARATION

I declare that the Cross-Functional Project undertaken by me at Enbolt Labs Pvt Ltd,
Bangalore, under the guidance of Prof. Archana Soali, JAIN (Deemed-To-Be
University), Bangalore is an independent work. The report has not been submitted
earlier to Jain University or to any other Institution. The matter in this report is based
on the information collected by me.

The report is towards the partial fulfilment of the requirement of the Master of
Business Administration (MBA) course of JAIN (Deemed-To-Be University) for the
batch of 2017-2020.

Date: Amrit Pandey

Place: Bangalore (USN: 17MBAR5006)

 ACKNOWLEDGEMENT

I have been fortunate enough to get good timely advice and support from a host of people to whom
I shall remain grateful. I would hereby like to extend my gratitude to the following people without
whose cooperation and help at every stage, successful completion of the project would not have
been possible.

I take opportunity to express my heartfelt thanks to the Dean and Dr. Nila Chotai, Program Director
Jain University, Bangalore, for her support and cooperation to undertake and complete the project
work.

It gives me immense pleasure to record my thanks to my Guide, Prof Archana Soali Jain
University, Bangalore, for her valuable guidance and untiring support and cooperation in
completing the project work.

I finally, thank for the patience and cooperation of all the faculty members, family members and
friends, without whom the endeavor would not been possible
 EXECUTIVE SUMMARY

When it comes to practicing new techniques or being at par with change in technology and trends,
we see IT sector leading the race when compared to other sectors. This shows the strength and
impact that IT has in India. Every policy or practices when implemented will pass through path of
certain challenges where the process of planning, implementation, process of execution, and
feedbacks play a very important role in the organization.

Recruitment being one of the core abilities of human resource management is also considered as
one of the fast growing department in the organization where there is a constant thirst for new,
better, skilled and experienced employment options.

Though this study it is an attempt to understand how recruitment adopted by IT passed through
series of challenges and to understand new opportunities it has created to this generation of skilled
personnel.
 TABLE OF CONTENTS

SL NO. PARTICULARS PAGE NOS.

1 CHAPTER 1-Introduction 1-22

2 23-31
CHAPTER 2-Industry Profile

3 32-24
CHAPTER 3-Company Profile

4 CHAPTER 4-Organization 25-26

Structure

5 CHAPTER 5- Key Business 26-27

Level Functions & Processes
6 CHAPTER 6-Finining, 28-29
Suggestions and Conclusion
BIBLIOGRPAHY 38-38

APPENDICIES
Chapter 1-: Introduction
Chapter 1-: Introduction

1.1 Introduction to Topic

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified

applicants for the future human resources needs even though specific vacancies do not exist.

It is of the most crucial roles of the human resource professionals. The level of performance of and

organization depends on the effectiveness of its recruitment function. Organizations have

developed and follow recruitment strategies to hire the best talent for their organization and to

utilize their resources optimally. A successful recruitment strategy should be well planned and

practical to attract more and good talent to apply in the organization.

a. PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially qualified job candidates.

Specifically, the purposes and needs are:

 Determine the present and future requirements of the organization in conjunction with its

personnel-planning and job-analysis activities.

 Increase the pool of job candidates at minimum cost.

 Help increase the success rate of the selection process by reducing the number of visibly,

under qualified or overqualified job applicants.

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  Help reduce the probability that job applicants, once recruited and selected, will leave the

organization only after a short period of time.

 Begin identifying and preparing potential job applicants who will be appropriate candidates.

 Induct outsiders with a new perspective to lead the company.

 Infuse fresh blood at all levels of the organization.

 Develop an organizational culture that attracts competent people to the company.

 Search for talent globally and not just within the company.

1.1.b. FACTORS AFFECTING RECRUITMENT

The following are the 2 important factors affecting Recruitment: -

i. INTERNAL FACTORS

 Recruiting policy

 Temporary and part-time employees

 Recruitment of local citizens

 Engagement of the company in HRP

 Company’s size

 Cost of recruitment

 Company’s growth and expansion

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ii. EXTERNAL FACTORS

 Supply and Demand factors

 Unemployment Rate

 Labour-market conditions

 Political and legal considerations

 Social factors

 Economic factors

 Technological factors

THEORIES AND POLICIES OF RECRUITMENT AND SELECTION

Theories:

1. Objective theory

1) Assumes applicants use a very rational method for making decisions

2) Thus, the more information you can give them (e.g. salaries, benefits, working condition, etc),

the better applicants weight these factors to arrive at a relative “desirability” index

2. Subjective theory

1) Assumes applicants are not rational, but respond to social or psychological needs (e.g. security,

achievement, affiliation)

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2) Thus, play to these needs by highlighting job security or opportunities for promotion or

collegiality of work group, etc.

3. Critical Contact theory

1) Assumes key attractor is quality of contact with the recruiter or recruiter behavior, e.g.

(promptness, warmth, follow-up calls, sincerity, etc.)

2) Research indicates that more recruiter contact enhances acceptance of offer, also experienced

recruiter (e.g. middle-aged) more successful than young or inexperienced recruiter - may be

especially important when recruiting ethnic minorities, women, etc.

Policies:

Recruitment policy of any organization is derived from the personnel policy of the same

organization. However, recruitment policy by itself should take into consideration the

government’s reservation policy, policy regarding sons of soil, etc., personnel policies of other

organizations regarding merit, internal sources, social responsibility in absorbing minority

sections, women, etc.

Specific issues which may be addressed in Recruitment Policy:

1) Statement : Nondiscrimination (EEO employer) or particular protected class members that

may be sought for different positions (see also Affirmative Action guidelines)

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2) Position description: Adherence to job description (& qualifications) in recruitment &

selection -BFOQ’s -bonafide occupational qualifications

3) How to handle special personnel in recruitment/selection: e.g. relatives (nepotism) veterans

(any special advancement toward retirement for military experience?), rehires (special

consideration? vacation days or other prior benefits?), part-time or temporary personnel

(special consideration? benefits?)

4) Recruitment budget/expenses: what is covered? Travel, Lodging/meals, Staff travel to

recruit, relocation, expenses, etc.

5) Others:

a. Residency requirement in district?

b. Favors, special considerations related to recruitment? - e.g. get spouse a job?

INDUCEMENTS TO RECRUITMENT

Organisational inducements are all the positive features and benefits offered by an organization

that serves to attract job applicants to the organisation. Three inducements need specific mention

here, they are:-

 Compensation: Starting salaries, frequency of pay increases, incentives and fringe

benefits can all serve as inducements to potential employees.

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  Career Opportunities: These help the present employees to grow personally and

professionally and also attract good people to the organization. The feeling that the

company takes care of employee career aspirations serves as a powerful inducements to

potential employees.

 Image or Reputation: Factors that affect an organisation’s reputation include its general

treatment of employees, the nature and quality of its products and services and its

participation in worthwhile social endeavors.

CONSTRAINTS

 Poor image: If the image of the firm is perceived to be low( due to factors like operation in

the declining industry, poor quality products, nepotism etc), the likelihood of attracting

large number of qualified applicants is reduced.

 Unattractive jobs: if the job to be filled is not very attractive, most prospective candidates

may turn indifferent and may not even apply. This is especially true of job that is boring,

anxiety producing, devoid of career growth opportunities and generally not reward

performance in a proper way( eg jobs in post office and railways).

 Government policy: Government policies often come in the way of recruitment as per the

rules of company or on the basis of merit and seniority. Policies like reservations

(scheduled castes, scheduled tribe etc) have to be observed.

6
  Conservative internal policies: Firms which go for internal recruitments or where labour

unions are very active, face hindrances in recruitment and selection planning.

RECRUITMENT- Relationship with other activities

CENTRALISED V/s DECENTRALISED RECRUITMENT

Recruitment practices vary from one organization to another. Some organizations like commercial

banks resort to centralized recruitment while some organizations like the Indian Railway resort to

decentralized recruitment practices. Personnel department at the central office performs all the

functions of recruitment in case of centralised recruitment and personnel departments at unit

7
level/zonal level perform all the functions of recruitment concerning to the jobs of the respective

unit or zone.

SOURCES OF RECRUITMENT

The sources of recruitment may be broadly divided into two categories: internal sources and

external sources. Both have their own merits and demerits.

Internal Sources:-

Persons who are already working in an organization constitute the ‘internal sources’. Retrenched

employees, retired employees, dependents of deceased employees may also constitute the internal

sources. Whenever any vacancy arises, someone from within the organization is upgraded,

transferred, promoted or even demoted.

External Sources

External sources lie outside an organization. Here the organization can have the services of: (a)

Employees working in other organizations; (b) Jobs aspirants registered with employment

exchanges; (c) Students from reputed educational institutions; (d) Candidates referred by unions,

friends, relatives and existing employees; (e) Candidates forwarded by search firms and

contractors; (f) Candidates responding to the advertisements, issued by the organization; and (g)

Unsolicited applications/ walk-ins.

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METHODS OF RECRUITMENT

Internal Methods:

1. Promotions and Transfers

This is a method of filling vacancies from internal resources of the company to achieve optimum

utilization of a staff member's skills and talents. Transfer is the permanent lateral movement of an

employee from one position to another position in the same or another job class assigned to usually

same salary range. Promotion, on the other hand is the permanent movement of a staff member

from a position in one job class to a position in another job class of increased responsibility or

complexity of duties and in a higher salary range.

Job Posting:

Job Posting is an arrangement in which a firm internally posts a list of open positions (with their

descriptions and requirements) so that the existing employees who wish to move to different

functional areas may apply. It is also known as Job bidding. It helps the qualified employees

working in the organization to scale new heights, instead of looking for better perspectives outside.

It also helps organization to retain its experienced and promising employees.

Employee Referral:

9
It is a recruitment method in which the current employees are encouraged and rewarded for

introducing suitable recruits from among the people they know. The logic behind employee

referral is that “it takes one to know one”. Benefits of this method are as follows:

 Quality Candidates

 Cost savings

 Faster recruitment cycles

 Incentives to current employees

On the other hand it is important for an organization to ensure that nepotism or favoritism does not

happen, and that such aspects do not make inroads into the recruitment process.

External Methods:

External methods of recruitment are again divided into two categories- Direct External

Recruitment and Indirect External Recruitment methods.

DIRECT EXTERNAL RECRUITMENT METHOD

Campus Recruitment

In Campus Recruitment, Companies / Corporate visit some of the most important Technical and

Professional Institutes in an attempt to hire young intelligent and smart students at source. It is

common practice for Institutes today to hire a Placement Officer who coordinates with small,

medium and large sized Companies and helps in streamlining the entire Campus Recruitment

procedure.

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 Benefits of Campus Recruitment

 Companies get the opportunity to choose from and select the best talent in a short span of time.

1. Companies end up saving a lot of time and efforts that go in advertising vacancies,

2. screening and eventually selecting applicants for employment

3. College students who are just passing out get the opportunity to present themselves to

some of the best companies within their industry of interest. Landing a job offer while

still in college and joining just after graduating is definitely what all students dream of.

4. On the negative front, campus recruiting means hiring people with little or no work

experience.

INDIRECT EXTERNAL RECRUITMENT METHOD

Advertisement

Advertisements are the most common form of external recruitment. They can be found in many

places (local and national newspapers, notice boards, recruitment fairs) and should include some

important information relating to the job (job title, pay package, location, job description, how to

apply-either by CV or application form, etc). Where a business chooses to advertise will depend

on the cost of advertising and the coverage needed i.e. how far away people will consider applying

for the job.

Third Party Methods

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 Walk-ins: Walk-ins is relatively inexpensive, and applicants may be filed and processed

whenever vacancies occur. Walk-ins provide an excellent public relations opportunity

because well-treated applicants are likely to Sinform others. On the other hand, walk-ins

show up randomly, and there may be no match with available openings. This is particularly

true for jobs requiring specialized skills.

 Public and private employment agencies: Public and private employment agencies are

established to match job openings with listings of job applicants. These agencies also

classify and screen applicants. Most agencies administer work-sample tests, such as typing

exams, to applicants.

 E-Recruiting: There are many methods used for e-recruitment, some of the important

methods are as follows:

a. Job boards: These are the places where the employers post jobs and search for candidates.

One of the disadvantages is, it is generic in nature.

b. Employer websites: These sites can be of the company owned sites, or a site developed by

various employers.

c. Professional websites: These are for specific professions, skills and not general in nature.

 Gate Hiring and Contractors: The concept of gate hiring is to select people who approach

on their own for employment in the organization. This happens mostly in the case of

unskilled and semi-skilled workers. Gate hiring is quite useful and convenient method at

12
 the initial stage of the organization when large number of such people may be required by

the organization

One of these strategies is to hire a third party vendor to perform recruitment activities. Though this

study it is an attempt to understand how to optimize recruitment cost i.e. the cost of recruitment of

candidates by a vendor and selection of the same by the company.

1.1.2 Place of Study

The place of study for this project is No-7, Whitefield Main Road, opposite Varthur Lake

Varthur Kodi Bangalore Karnataka.

1.1.3 Objective of the study

 To understand the drivers of the recruitment cost for third party vendor.

 To analyze the opportunities that are provided to workforce available in market.

1.1.4 Scope of the study

13
This study is limited to Enbolt Labs Pvt Ltd which is a third party vendor for various IT companies

and startups.

1.1.4 Limitation

 The findings of this study would be based on limited information available on recruitment

practices as it is considered as trade secret thus cannot be generalized.

 Time constraints is one of the limiting factor.

14
Chapter 2-: Industry Profile
Chapter 2-: Industry Profile

Companies are increasingly turning to staffing and recruiting companies to find qualified

candidates and expand their workforce in a cost-effective manner.

However, recruitment is being disrupted by technology — creating a host of new changes and

opportunities in the years ahead. Read on for a quick overview of the industry, and learn about top

recruiting companies, trends, and challenges.

Recruitment refers to the process of finding new employees for an organization. HR departments

often take on this role, but companies may outsource these functions to a staffing firm, headhunter,

or recruiting agency in order to locate and hire qualified candidates. External recruiters list new

job openings, screen candidates, and select and place staff within organizations. Recruitment may

include both temporary and permanent staffing.

2.1 Recruiting Industry Statistics

The need for recruitment services is often linked to gross domestic product. As economic

conditions improve and the demand for labor rises, the recruitment industry also expands.

The global recruitment process outsourcing market is forecast to grow at a compound annual

growth rate (CAGR) of 17.66% from 2017 to 2021, according to a recent report by Technavio, a

15
market research firm. This report is based on in-depth market analysis and insights from industry

experts.

2.2 Global Scenario

The global talent pool is ever-shrinking resulting in a dwindling supply of qualified candidates. At

the same time, there are some indicators and developments such as stock-market volatility sharply

higher this season and friction over tariffs and trade which might indicate some uncertainties for

the staffing industry in 2019.

2.3 Highlights of the Global Recruitment Industry

1. Technology takes the front seat.

2. Artificial Intelligence will make its mark.

3. Social recruiting will grow.

4. Diversity in hiring will be the key focus.

5. Temporary workers will increase at a gradual pace

16
2.4 Indian Scenario

Global human resources consulting firm Randstad has said the Indian jobs market will see "robust

growth" in 2019, due improved ranking in ease of doing business, a steady growth in gross

domestic product (GDP), and hiring revival in the information technology (IT) sector.

According to Randstad, IT, infrastructure and constructions, manufacturing, retail, banking,

financial services and insurance (BFSI), and fast-moving consumer goods (FMCG) will be the key

drivers for growth next year.

The HR firm said big-ticket projects by players such as Swedish furniture giant Ikea, which has

firmed up its plans to expand in India, will push consumer-facing businesses to invest more and

more in manpower. The government’s initiative in the micro, small, and medium enterprises

(MSME) credit space—in-principle approval for loans of up to Rs 1 crore within 59 minutes from

the Small Industries Development Bank of India and five public sector banks—will create more

jobs in the sector.

The budgetary announcements in farm insurance and Ayushman Bharat, the national scheme that

aims to provide healthcare coverage to 500 million people, will drive hiring in the insurance sector.

Retail and FMCG companies' focus on tier II, tier III cities, and rural areas to drive growth will

create more jobs in this space, the world's largest recruitment firm said.

17
2.5 Future Prospects

Digital recruitment is rapidly changing alongside technology. Online recruitment has moved

beyond internet job boards to include innovative capabilities related to social media, mobile

technology, big data, and artificial intelligence.

Social media sites are a powerful tool for accessing information on potential candidates. Social

media also enables recruiters to tap into a bigger talent pool by engaging passive job seekers.

Approximately 87% of recruiters use LinkedIn to evaluate candidates, 43% use Facebook, and

22% use Twitter, according to a 2016 Jobvite survey that polled 1,600 recruiting and HR

professionals across several industries in the U.S.

Mobile technology is a huge opportunity to reach job seekers while they’re on the go, but 55% of

recruiters still don’t have mobile career websites, the Jobvite survey finds. Candidates use mobile

devices to browse job opportunities, get email alerts, and research potential employers. Mobile

apps and web designs also influence employer branding. Tech-savvy candidates may lose interest

in a company whose website takes more than a few seconds to load onto their mobile device.

Big data can be used to sort through vast streams of data to find qualified candidates more quickly,

predict hiring needs, and increase employee retention. Recruiters even use big data and predictive

18
analytics to determine the willingness of employees to change jobs, by assessing their online

behavior (and visits to LinkedIn and other job sites).

Artificial intelligence is another major recruiting trend. Artificial intelligence can be used to

streamline the recruiting process, helping to identify the best candidates through the use of

algorithms and advanced search technology. The AI company Connectifier, for example, crawls

millions of websites to gather disparate information about people and create comprehensive

profiles of potential job candidates. So far, its search index contains profiles for 400 million

candidates. Connectifier was acquired by LinkedIn in February 2016.

Recruitment Market Challenges

Advances in technology create new opportunities, but they also open up new risks and problems.

Data security and privacy are key concerns going forward. Recruitment companies store huge

quantities of sensitive data, including contact information, work history, and salary details.

Security breaches could be devastating for recruiters and candidates.

High attrition rates are another market challenge, according to TechNavio’s report. “Work

pressure, monotonous work, other career opportunities, and organizational culture are the top

reasons behind the increased attrition rates,” the report explains. High turnover creates additional

costs and eat away at overall ROI.

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2.6 Key Players in Industry

1. ADP provides payroll and HR solutions such as talent acquisition, social and mobile

recruitment tools, automated recruiting platforms, background checks, and electronic on-

boarding.

2. ManpowerGroup is a $19 billion business serving 400,000 clients worldwide. It offers a

number of workforce solutions such as recruitment process outsourcing (RPO), strategic

workforce consulting, and more.

3. Randstad Sourceright is a global leader in RPO with expertise in recruiting strategies,

employer branding, and talent analytics.

4. Alexander Mann Solutions delivers talent acquisition and management services in more

than 80 countries, supporting clients with permanent, contingent, and executive talent

needs.

5. Allegis Global Solutions is a managed services and RPO provider with more than 30

offices around the world.

6. Future Step delivers talent acquisition, employer branding, and executive search solutions

across all major industries.

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7. Hays is a leading British recruitment company serving 44 countries. Last year, it placed

67,000 permanent candidates.

8. Kelly Outsourcing & Consulting Group (KellyOCG) provides global talent management

solutions, including consulting services, RPO, and business process outsourcing.

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2.7 PESTEL Analysis
Political
 Ecological/environmental issues
 Current legislation, home market
 Future legislation
 International legislation
 Regulatory bodies and processes
 Government policies
 Government term and change
 Trading policies
 Funding, grants and initiatives
 Home-market lobbying/pressure groups
 International pressure groups
 Wars and conflicts.
Social
 Lifestyle trends
 Legal changes affecting social factors
 Brand, company, technology image
 Consumer buying patterns
 Major events and influences
 Ethnic/religious factors
 Advertising and publicity
 Ethical issues
22
Economic
 Home economy
 Home economic trends
 Overseas economies and trends
 General taxation issues
 Taxation specific to products/services
 Seasonal/weather issues
 Market and trade cycles
 Specific industry factors
 Market routes and distribution trends
 Customer/end-user drivers
Technological
 Competing technology development
 Research funding
 Associated/dependent technologies
 Replacement technology/solutions
 Maturity of technology
 Manufacturing maturity and capacity
 Information and communications
 Technology legislation
 Innovation potential
 Technology access, licensing, patents
 Intellectual property issues
 Global communications
Note-: There are no environmental and Legal impact of recruitment industry, hence no analysis

was done.

23
Chapter 3-: Company Profile
Chapter 3-: Company Profile

Enbolt Labs is a software technology solutions and an online marketplace company based out of

Bangalore that provides technology and recruitment solutions for E-Commerce, Fintech

Companies. Enbolt Labs uses the latest technology to deliver the products and services to its

customers. The company also provides customized ERP software services to its clients creating

some of the outstanding applications used by fortune 500 companies are within the domain of

vendor and customer onboarding, on ground fleet management, contracting and e-signature,

realtime KYC and eNASH services.

They have an Open-architecture for high level customization with centralized data management

for every profile with unlimited possibility to add different types of forms to capture registration

information. They use logic and formulas to trigger other commercial aspects which Auto populate

contracts based on form data and send the notification by email.

3.1 Vision Statement

With o-paper go paperless and automate workflow

3.2 Mission Statement

Everything at your fingertips with AES 256 standard encryption

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3.3 Objectives

Enbolt is a tech-enabled customized recruitment solutions provider which caters to startups, SMBs,

and larger organizations. We have been in this business since 2013, and are headquartered in

Bengaluru. We are a recruitment agency which provides end-to-end recruitment solutions from

market intelligence till background verification of the candidate. We help you find the best suitable

talent through premium job sites, social media, referrals and internal database. We improve

branding through career pages. We also provide self and managed services.

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3.4 SWOT Analysis
Strengths
 Service based on quality of service, not low
prices.
 Wealth of recruitment knowledge, skills and
experience.
 A good number of clients and candidates
will be attracted to Enbolt from the start,
due to existing contacts.
 Full understanding of the market.
 Intensive, meaningful business support
from REC – current training, mentoring,
staff development and business guidance
“on tap” for three years.
 Staff’s networking skills.
 Opportunity to establish additional services
from year 2.
Opportunities
 Current suppliers to target market are
“jaded” from recent hard times, so clients
are receptive to “fresh” suppliers.
 Enbolt will be seen to encourage the
raising of standards amongst other
recruitment agencies, enhancing its
credibility amongst clients, candidates and
the local business and educational
community.
 From the second year, to move into more
senior and lucrative areas of recruitment
and account management.
Weaknesses
 Enbolt Labs Pvt Ltd are inexperienced in
running a business.
 IT infrastructure and systems not yet
decided upon.
 Majority of customers need to be
developed from scratch, making it
potentially difficult to deal with sales and
servicing simultaneously.
 Lack of space in current premises to take
on additional staff.
Threats
 Potential low take-up of clients.
 Established competitors may have more
loyal ties with clients than research
suggests.
 New and changing legislation and EU
directives may negatively affect Enbolt’s
ability to charge a fair price for T–P
placements.
 Loss or illness of key staff.
 Candidates may not work out in their
placements.
 Some clients will delay payment or
attempt to default on fees.
26
3.5 Products and Services

1. Recruitment Solutions

Committed and consistent service with first-time ever pre-paid and post-paid fixed pricing

package, job posting on free and premium job boards, pre-screened candidate profiles, and

premium support with managed employer assistance.

2. Background Verification

Rigorous background checks across all sectors and verticals. Worldwide affiliations and vast

international network for exhaustive and credible candidate authentication.

3. HR Consulting

Delivering all-around HR expertise to Indian and international clients with timely execution

and performance results in all HR disciplines chiefly market analysis, designing policies, work

force planning and compliance.

27
Chapter 4-: Organization Structure
Chapter 4-: Organization Structure

4.1 Functional Structure

Facilitates career paths and professional development in specialized functional areas

Causes functional-area managers to focus on local versus overall company strategic issues

Supports implementing business-level strategies and some corporate-level strategies (e.g., single

or dominant business) with low levels of diversification

When changing from a simple to a functional structure, need to focus on and avoid value-

destroying bureaucratic procedures

Groups people performing similar activities into departments

CEO and a limited corporate staff make all decisions.

Functional line managers are in dominant organizational areas

28
 CEO

Amrit V.P Sheila V.P Ritwik V.P Tapati Head Arbind VP IT

Finance H.R Operations Admin

29
4.2 Functional Organization Structure Advantages:

1. Offers a high level of specialization.

2. Employees are possible to become experts.

3. Staff working skills can be effectively improved.

4. Enhance the work efficiency and productivity due to the specialized skills and technology.

5. Employees are highly motivated as they see clearly their career path within the functional

units.

6. Functional specialization can minimize the cost of operation.

7. Leads to high-quality technical problem-solving.

4.3 Functional Organization Structure Disadvantages

1. It will lead to poor communication and coordination across functional units.

2. There will be lack of understanding across departments.

3. They focus more on their own goals and neglect the overall company objectives.

4. Communication in organizations with functional organizational structures can be rigid.

5. Slow to react in response to environmental changes.

6. It stifles innovation when the problem occurs or environment changes.

7. The autonomy within units might increase when the company grows, which cause

difficulties in management.

8. The specialization will lead to a narrow viewpoint and lack of overall perspective

30
Chapter 5-: Key Business Level Functions & Processes
Chapter 5-: Key Business Level Functions & Processes

5.1 Functional Department

1. Finance

It the part of an organization which manages its money. Their business functions are planning,

organizing, auditing, accounting for and controlling its company's finances. They also produce

year end reports

2. HR

They work with external candidates to understand their needs, train me and make them job

ready. They are blood in the Enbolt Labs Pvt Ltd which make our process unique as they use

technology to their advantage for recruiting the candidates.

3. Admin

They are a link to organization's various departments and ensures the smooth flow of information

from one part to the other.

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 4. Operations

They ensure smooth day to day operations of company. They act like a backbone to the

company and provide all the infrastructure support.

5. IT

The IT Department is responsible for providing the infrastructure for automation. It implements

the governance for the use of network and operating systems, and it assists the operational units

by providing them the functionality needed.

5.2 Finance Department-: It the part of an organization which manages its money. Their

business functions are planning, organizing, auditing, accounting for and controlling its company's

finances. They also produce year end reports.

HR Department-: They work with external candidates to understand their needs, train me and

make them job ready. They are blood in the Enbolt Labs Pvt Ltd which make our process unique

as they use technology to their advantage for recruiting the candidates.

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5.3 6 Sigma

Six Sigma is a quality-control methodology developed in 1986 by Motorola, Inc. The method uses

a data-driven review to limit mistakes or defects in and process. Six Sigma emphasizes cycle-time

improvement while at the same time reducing manufacturing defects to a level of no more than 3.4

occurrences per million units or events. In other words, the system is a method to work faster with

fewer mistakes.

Six Sigma points to the fact that, mathematically, it would take a six-standard-deviation event from

the mean for an error to happen. Because only 3.4 out of a million randomly (and normally)

distributed, events along a bell curve would fall outside of six-standard-deviations (where sigma

stands in for "standard deviation").

Note-: This is not applicable to Enbolt Labs Pvt Ltd.

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5.4 Mckinsey's 7s

The McKinsey 7S Model is a framework for organizational effectiveness that postulates that there

are seven internal factors of an organization that need to be aligned and reinforced in order for it

to be successful. The 7S Model was developed at consulting firm McKinsey & Co. in the early

1980s by consultants Tom Peters and Robert Waterman, authors of the management bestseller In

Search of Excellence.

Note-: This is not applicable to Enbolt Labs Pvt Ltd.

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Chapter 6-: Findings, Suggestions and Conclusion
Chapter 6-: Findings, Suggestions and Conclusion

6.1 Findings

1. There is a dearth of skilled labor in the market therefore there cost of recruitment is high.

The fast-changing workplace means businesses and policymakers face important choices.

Adapting to a new workforce composition in the face of rapid technological change is challenging,

as workers’ productivity and capacity to transition into different occupations will depend on their

ability to develop new skills. Acquiring these skills is a costly which results in increased

recruitment cost.

2. Candidates with generalist skills are easier to place.

Generalists are the “jacks of all trade” – they have an understanding of a wide range of things.

They might be able to solve your computer problem while also programming you a handy little

app. Therefore a company can hire them and reskills them as per the companies requirements.

3. Companies want to hire generalist candidates so that they can fit into multiple profile.

A generalist, with knowledge of a broad range of issues, can see deeper inside this

interconnectedness and find solutions that a specialist might not be able to see. All the different

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departments within a business connect with each other. A generalist can help see this bigger picture

and come up with ideas and solutions that benefit the business as a whole.

4. The BEP of Enbolt Labs is better with generalist candidates.

Generalist are easier to place and the companies readily hire them as they can fit into any profile.

Additionally there cost of recruitment is also low , therefore the Break Even Point of Enbolt Labs

is kept at minimal by placing the generalist candidates.

6.2 Conclusion

This study mainly focuses on optimizing recruitment cost for the IT sector where the HR team

wants to hire candidates with specific skills and then place them with different organizations.

However hiring candidates with specific skills is costly and the company would face severe losses

if we aren’t able to place the candidates.

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Learning Experience

This project provided me with the opportunity to understand the interconnectedness across various

departments (HR and Finance) of the Enbolt Labs Pvt Ltd. It helped see the bigger picture and

come up with ideas and solutions that benefited the business as a whole.

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BIBLIOGRAPHY
BIBLIOGRAPHY

Mathew J. Manimala, Michael P. Peters, Dean A. Shepherd, Robert D. Hisrich. Entrepreneurship,

Tata McGraw Hill Education,8th edition, 2012

Bruce R. Barringer. Entrepreneurship: Successfully Launching New Ventures, Pearson, 8th

edition, 2011

Links

www.vit.ac.in

www.inflibnet.ac.in

en.wikipedia.org

www.karnataka.gov.in

www.annsaudimed.net

harmreductionjournal.biomedcentral.com

WWW.ENBOLT.COM

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