Professional Documents
Culture Documents
PROJECT REPORT
ON
IT PERSONNEL”
IN
‘OMNINOS SOLUTIONS’
Submitted in partial fulfilment of the requirement for
BACHELOR OF BUSINESS ADMINISTRATION, JCDV [IBM]
ACKNOWLEDGEMENT
I, the undersigned, hereby declare that the Project Report entitled “Recruitment and Selection
Process of IT Personnel” in ‘OMNINOS SOLUTIONS’ written and submitted by me to the ‘JAN
NAYAK CHAUDHARY DEVI LAL VIDYAPEETH’, in partial fulfilment of the requirement for
the award of degree of Bachelor of Business Administration under the guidance of Dr. Reena
“Acknowledgement is an art, one can write glib stanzas without meaning a
Malik. It is my original work and the conclusions drawn therein are based on the material
word, and on the other hand one can make a simple expression of gratitude”
collected by myself.
I take the opportunity to express my gratitude to all of them who in some or
other way helped me to accomplish this challenging project in
OMNINOS SOLUTIONS, MOHALI . No amount of written expression is
sufficient to show my deepest sense of gratitude to them.
DATE: BHUPENDER
I also acknowledge with a deep sense of reverence, my gratitude towards my
parents and member of my family, who has always supported me morally as
well as economically.
At last but not least gratitude goes to all of my friends who directly or indirectly
helped me to complete this project report.
BHUPENDER
TABLE OF CONTENTS
2. INTRODUCTION 3
2.1 NDUSTRY PROFILE 3-6
2.2 COMPANY PROFILE 7-10
2.3 TOPIC INTRODUCTION 11-26
3. OBJECTIVE 27
7. FINDINGS 53
8. CONCLUSION 54
9. BIBLIOGRAPHY 55
would reduce costs, time to recruit, be effective and help overall organizational
interests.
EXECUTIVE SUMMARY
A formal definition states, “It is the process of finding and attracting capable
applicants for the employment. The process begins when new recruits are
sought and ends when their applicants are selected”.
P-1
The need for recruitment may be due to the following reasons/situation:
P-2
2.
INTRODUCTION
INDUSTRY PROFILE
OVERVIEW OF INDIA’S IT INDUSTRY
Background:
Information technology (IT) industry in India has played a key role in putting
India on the global map. IT industry in India has been one of the most
significant growth contributors for the Indian economy. The industry has played
a significant role in transforming India’s image from a slow moving
bureaucratic economy to a land of innovative entrepreneurs and a global player
in providing world class technology solutions and business services. The
industry has helped India transform from a rural and agriculture-based economy
to a knowledge based economy.
IT industry in India is an industry consisting of two major components: IT
services and business process outsourcing (BPO). The sector has increased its
contribution to India’s GDP from 1.2% in 1998 to 7.5% in 2012. According to
NASSCOM, the sector aggregated revenues of US$ 147 billion in 2015, where
export revenue stood at US$ 99 billion and domestic at US$ 48 billion, growing
by over 13%. India’s Prime Minister NarendraModi has started ‘Digital India’
project to give IT a secured position inside & outside India.
History:
P-3
VSNL introduced Gateway Electronic Mail Service in 1991, the 64 Kbit/s
leased line service in 1992, and commercial Internet access on a visible scale in
1992.
The Indian economy underwent economic reforms in 1991, leading to a new era
of globalization and international economic integration. “The New
telecommunications policy, 1999” (NTP 1999) helped further liberalize India’s
telecommunication sector. The Information technology Act 2000 created legal
procedures for electronic transactions and e-commerce.
Recent Development:
Today, Bangalore is known as the Silicon Valley of India and contributes 33%
of Indian IT exports. Thiruvananthapuram (Trivandrum), the capital of Kerala
state, is the foremost among the Tier-II cities that is rapidly growing in terms of
IT infrastructure. As the software hub of Kerala, more than 80% of the state’s
software exports are from here.
P-4
Regulations:
After the economic reforms of 1991-92, liberalization of external trade,
elimination of duties on imports of information technology products, relaxation
of controls on both inward and outward investments and foreign exchange and
the fiscal measures taken by the Government of India and the individual State
Governments specifically for IT and ITES have been major contributory factors
for the sector to flourish in India and for the country to be able to acquire a
dominant position in offshore services in the world. The major fiscal incentives
provided by the Government of India have been for the Export Oriented Units
(EOU), Software Technology Parks (STP), and Special Economic Zones (SEZ).
Challenges:
Cyber security and quality management are few key areas of concern in today’s
information age. To overcome such concerns in today’s global IT scenario, an
increasing number of IT-BPO companies in India have gradually started to
emphasize on quality to adopt global standards such as ISO 9001 (for Quality
Management) and ISO 27000 (for Information Security). Todaycentres based in
India account for the largest number of quality certifications achieved by any
single country.
India aims to transform India into a truly developed and empowered society by
2020. However, to achieve this growth, the sector has to continue to re-invent
itself and strive for that extra mile, through new business models, global
delivery, partnerships and transformation. A collaborative effort from all
stakeholders will be needed to ensure future growth of India’s IT-ITeS sector.
We will need to rise up to the new challenges and put in dedicated efforts
toward providing more and more of end-to-end solutions to the clients to keep
the momentum going.
India is now one of the biggest IT capitals in the modern world and has
presence of all the major players in the world IT sector. HCL, Wipro, Infosys
and TCS are few of the household names of IT companies in India.
Future prospects:
P-5
The near future of Indian IT industry sees a significant rise in share of
technology spend as more and more service providers both Indian and global
target new segments and provide low cost, flexible solutions to customers.
However, to achieve this growth, the sector has to continue to re-invent itself
and strive for that extra mile, through new business models, global delivery,
partnerships and transformation. A collaborative effort from all stakeholders
will be needed to ensure future growth of India’s IT-ITeS sector. We will need
to rise up to the new challenges and put in dedicated efforts toward providing
more and more of end-to-end solutions to the clients to keep the momentum
going.
P-6
COMPANY PROFILE
OMNINOS SOLUTIONS
P-7
IT Training:
OMNINOS SOLUTIONS is India’s First One to One Training centre (One faculty
For One student).They is one of the leading high end super specialization training
and placement organizations in Mohali, OMNINOS SOLUTIONS has an initiative
taken by the company looking at the increasing demand for skilled professionals
in the market. With everyday new technology arising and challenges adding up
to individual’s career they are here to help and shape the career and make their
students market ready.
They take the challenge to help students begin their career with a boost as the
training faculty will help the students to become ready for the IT career and face
the upcoming challenges of life. They have designed their curriculum as per
market working standards which helps students to gain professional knowledge
under the guidance of our professional faculties who have years of market
experience. They make students feel comfortable during the learning process at
the training centre.
1. In-house training:
In In-house training they provide training in OMNINOS SOLUTIONS
premises.
1. Web Designing
6. Graphics Designing
Corporate training:
Their support starts from providing training to improve the required skills
to start a project, to find out and meet its objectives till the stage of project
completion. You are also trained to know the other essential elements like Team
working, decision making, reliability, usability and performance testing, timely
delivery, customer expectations during your project development.
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This training will improve skills and enable students to meet the industrial
Requirements with a wider knowledge and a greater confidence.
IT’S Workshop:
P-10
TOPIC INTRODUCTION
“Right person for the right job is the basic principle in recruitment and
selection. Every organisation should give attention to the selection of its
manpower, especially its managers. The operative manpower is equally
important and essential for the orderly working of an enterprise.
A formal definition states, “It is the process of finding and attracting capable
applicants for the employment. The process begins when new recruits are sought
and ends when their applicants are submitted. The result is a pool of applicants
from which new employees are selected”. In this, the available vacancies are
given wide publicity and suitable candidates are encouraged to submit
applications so as to have a pool of eligible candidates for scientific selection.
Definition:
According to EDWIN FLIPPO, “Recruitment is the process of searching for
prospective employees and stimulating them to apply for jobs in
the organization.”
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Need for recruitment
The need for recruitment may be due to the following reasons / situation:
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Recruitment Process:
1. Planning.
2. Strategy development.
3. Searching.
4. Screening.
5. Evaluation and control.
The first stage in the recruitment process is planning. Planning involves the
translation of likely job vacancies and information about the nature of these jobs
into set of objectives or targets that specify the (1) Numbers and (2) Types of
applicants to be contacted.
When it is estimated that what types of recruitment and how many are required
then one has concentrated in (1). Make or Buy employees. (2). Technological
sophistication of recruitment and selection devices. (3). Geographical
distribution of labour markets comprising job seekers.(4). Sources of
recruitment. (5). Sequencing the activities in the recruitment process.
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Make or Buy:
Technological Sophistication:
STAGE 3: SEARCHING:
Once a recruitment plan and strategy are worked out, the search process can
begin. Search involves two steps
B) Selling.
STEP 4: SCREENING:
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Purpose of screening
In screening, clear job specifications are invaluable. It is both good practice and
a legal necessity that applicant’s qualification is judged on the basis of their
knowledge, skills, abilities and interest required to do the job.
Sources of Recruitment:
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The sources of recruitment can be broadly categorized into internal and external
sources-
1) INTERNAL RECRUITMENT:
Internal recruitment seeks applicants for positions from within the company. The
various internal sources include:
Promotion is an effective means using job posting and personnel records. Job
posting requires notifying vacant positions by posting notices, circulating
publications or announcing at staff meetings and inviting employees to apply.
Personnel records help discover employees who are doing jobs below their
educational qualifications or skill levels. Promotions has many advantages like it
is good public relations, builds morale, encourages competent individuals who
are ambitious, improves the probability of good selection since information on
the individual’s performance is readily available, is cheaper than going outside
to recruit, those chosen internally are familiar with the organization thus
reducing the orientation time and energy and also acts as a training device for
developing middle-level and top-level managers.
Employee referrals
Employees can develop good prospects for their families and friends by
acquainting them with the advantages of a job with the company, furnishing
them with introduction and encouraging them to apply. This is a very effective
means as many qualified people can be reached at a very low cost to the
company. The other advantages are that the employees would bring only those
referrals that they feel would be able to fit in the organization based on their own
experience. In this way, the organization can also fulfil social obligations and
create goodwill.
Former Employees:
P-17
Dependents of deceased employees:
Usually, banks follow this policy. If an employee dies, his / her spouse or son
or daughter is recruited in their place. This is usually an effective way to fulfil
social obligation and create goodwill.
Recalls:
Retirements:
At times, management may not find suitable candidates in place of the one whom
had retired, after meritorious service. Under the circumstances, management
may decide to call retired managers with new extension.
2) EXTERNAL RECRUITMENT:
External recruitment seeks applicants for positions from sources outside the
company. They have outnumbered the internal methods. The various
external sources include
Advertisements:
P-18
Advertisements must contain proper information like the job content,
working conditions, location of job, compensation including fringe benefits, job
specifications, growth aspects, etc.
Campus Recruitments:
Colleges, universities, research laboratories, sports fields and institutes are fertile
ground for recruiters, particularly the institutes. Campus Recruitment is going
global with companies like HLL, Citibank, HCL-HP, ANZ Grind lays, L&T,
Motorola and Reliance looking for global markets. Some companies recruit a
given number of candidates from these institutes every year. Campus
recruitment is so much sought after that each college; university department or
institute will have a placement officer to handle recruitment functions.
Consultants:
They are in this profession for recruiting and selecting managerial and
executive personnel. They are useful as they have nationwide contacts and lend
professionalism to the hiring process. They also keep prospective employer and
employee anonymous. However, the cost can be a deterrent factor.
P-19
Head Hunters:
Radio and television are used to reach certain types of job applicants such
as skilled workers. Radio and television are used but sparingly, and that too, by
government departments only. However, there is nothing inherently desperate
about using radio and television. It depends upon what is said and how it is
delivered. Internet is becoming a popular option for recruitment today. There are
specialized sites like naukri.com.
SELECTION:
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SELECTION PROCESS:
1. Preliminary test
2. Selection test
3. Employment interview
4. Reference and background
5. Analysis
6. Selection decision
7. Physical examination
8. Job offer
9. Employment contract
Step-1
PRELIMINARY INTERVIEW:
Step-2
SELECTION TEST:
Job seekers who pass the screening and the preliminary interview are called for
tests. Different types of tests may be administered, depending on the job and the
company.
Generally, tests are used to determine the applicant’s ability, aptitude and
personality.
P-21
The following are the type of tests taken:
1. Ability test
2. Aptitude test
3. Intelligence test
4. Interest test
5. Personality test
6. Projective test
7. General knowledge test
8. Perception test
9. Graphology test
10. Polygraph test
11. Medical test
Step-3
INTERVIEW:
The next step in the selection process is an interview. Interview is formal, in-
depth conversation conducted to evaluate the applicant’s acceptability. It is
considered to be excellent selection device. It is face-to-face exchange of view,
ideas and opinion between the candidates and interviewers. Basically, interview
is nothing but an oral examination of candidates. Interview can be adapted to
unskilled, skilled, managerial and profession employees.
Types of interview: -
1. Informal interview
2. Formal interview
3. Non directive interview
4. Depth interview
5. Stress interview
6. Group interview
7. Panel interview
8. Sequential interview
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9. Structured interview
10. Unstructured interview
11. Mixed interview
12. Telephonic interview
Step-4
REFERENCE CHECK:
Step-5
SELECTION DECISION:
After obtaining information through the preceding steps, selection decision- the
most critical of all the steps- must be made. The other stages in the selection
process have been used to narrow the number of the candidates. The final
decision has to be made the pool of individuals who pas the tests, interviews and
reference checks.
The view of the line manager will be generally considered in the final selection
because its he/she who is responsible for the performance of the new employee.
The HR manager plays a crucial role in the final selection.
STEP 6:
PHYSICAL EXAMINATION:
After the selection decision and before the job offer is made, the candidate is
required to undergo a physical fitness test. A job offer is, often, contingent upon
the candidate being declared fit after the physical examination. The results of the
medical fitness test are recorded in a statement and are preserved in the
personnel records. There are several objectives behind a physical test.
P-23
Obviously, one reason for a physical test is to detect if the individual carries any
infectious disease. Secondly, the test assists in determining whether an applicant
is physically fit to perform the work. Thirdly, the physical examination
information can be used to determine if there are certain physical capabilities,
which differentiate successful and less successful employees? Finally, such an
examination will protect the employer from workers compensation claims that
are not valid because the injuries or illness were present when the employee was
hired.
STEP 7:
JOB OFFER:
The next step in the selection process is job offer to those applicants who have
crossed all the previous hurdles. Job offer is made through a letter of appointed.
Such a letter generally contains a date by which the appointee must report on
duty. The appointee must be given reasonable time for reporting. Those is
particularly necessary when he or she is already in employment, in which case
the appointee is required to obtain a relieving certificate from the previous
employer.
The company may also want the individual to delay the date of reporting on
duty. If the new employee’s first job upon joining the company is to go on
company until perhaps week before such training begins.
STEP 8:
CONTRACT OF EMPLOYMENT:
1. Job title
2. Duties, including a parse such as “The employee will perform such duties
and will be responsible to such a person, as the company may from time to
time direct”.
3. Date when continuous employment starts and the basis for calculating
service.
P-24
4. Rate of pay, allowance, overtime and shift rates, method of payments.
5. Hours of work including lunch break and overtime and shift
arrangements.
6. Holiday arrangements:
7. Paid holidays per year.
8. Public holidays.
9. Special terms relating to rights to patent s and designs,
confidential information and restraints on trade after termination of
employment.
STEP 9
Contrary to popular perception, the selection process will not end with
executing the employment contract. There is another step – amore sensitive one
reassuring those candidates who have not selected, not because of any serious
deficiencies in their personality, but because their profile did not match the
requirement of the organisation.
They must be told that those who were selected were done purely on relative
merit.
STEP 10
The broad test of the effectiveness of the selection process is the quality of
the personnel hired. An organisation must have competent and committed
personnel.
P-25
Difference between Recruitment and Selection:
P-26
3.
OBJECTIVES
OBJECTIVES
Every task is taken with an objective. Without any objective task is rendered
meaningless.
P-27
4.
REVIEW OF LITERATURE
LITERATURE REVIEW:
RECRUITMENT:
Recruitment is the process of attracting individuals on a timely basis in
sufficient numbers and with appropriate qualification, to apply for jobs within
an organization. It is the process of finding and attracting capable applicants for
the employment. The process begins when new recruits are sought and ends
when their applicants are submitted. The result is a pool of applicants from
which new employees are selected.
Selection:
Selection process is a decision making process. This step consists of a number
of activities. A candidate who fails to qualify for a particular step is not eligible
for appearing for the subsequent step. Employee selection is the process of
putting right men on the right job. It is a procedure of matching organisational
requirements with the skills and qualifications of people. Effective selection can
be done only where there is effective matching. By selecting best candidate for
the required job, the organisation will get quality performance of employees.
Moreover, organisation will face less absenteeism and employee turnover
problems. By selecting right candidate for the required job, organisation will
also save time and money.
Recruitment:
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1. Direct method:
Under direct recruitment scouting, employees contacts, and waiting lists are
used. In scouting, representatives of the organisation are sent to educational and
training institutions. These travelling recruiters exchange information
with students, clarify their doubts, simulate them to apply for jobs conduct
campus interviews and short list candidates for further screening.
2. Indirect method:
Advertisement in newspaper, journals, on the radio and television are used to
publicise vacancies. A well thought out and clear advertisement enables
candidates to assess their suitability so that only those possessing the requisite
qualification will apply.
3. Third party method:
Various agencies can be used to recruit personnel. Public employment
exchanges, management consulting firms, professional societies, temporary help
societies, trade unions, and labour contractors are the main agencies.
4. Internet recruitment:
Various job sites are now available on the internet. The organisation can create
profile on such sites so that various resumes of applicants can be viewed and
matched with the requirements of the job and as much as applicants can be
called because almost 25% of net users in India search for jobs through internet.
Whenever there is a vacancy in the company first it will be known by the project manager.
The project manager informs about the vacancy to the general manager.
P-29
Step 2:
Once the general manager comes to know about vacancy in the company he will inform it
to the chairman to get the approval of recruitment.
Step 3:After getting the recruitment approval the process is done by HR manager.
Moreover the recruitment of the company internally, that is the existing
employee will be given first priority.
Sources of recruitment:
RECRUITMENT
RETIRED EMPLOYEES
CONSULTANTS
INTERNET
PRESENT EMPLOYEES
JOB CENTERS
NEWSPAPER
Internal sources:
The company considers the candidates from their sources for telecom industry
because,
Availability of most suitable candidates
The policy of the organization to motivate the present employees.
P-30
2. Retired employees
Generally the organization takes the candidates for the employment from the
retired employees due to obligation. Sometimes the company re-employee the
retired employee’s as a token of their loyalty to the organization.
External sources:
1. Job centres:
These are the consultants just like the employment exchange. In this job
consultants can register their name and when there is a sent
for interview. Actively seeking to place and may provide training
required. Available when recruitment needed.
3. Newspaper:
4. Internet:
P-31
Reasons for selecting the sources:
1. Referrals:
P-32
It is also selected for the following reasons:
Cost effective.
It is easy source since it will have the candidates all the time which will help during
emergency period.
important to performance.
Measuring those characteristics.
Internal factors:
P-33
Internal External
Recruitment policy Supply and demand
HR planning Labour market
Size of the firm Socio, political and legal factors
Growth and expansion Competitors
Organisational objectives.
4. Cost:
P-34
External factors:
2. Labour market:
P-35
Selection process:
General criteria that are followed during the process of selection in OMNINOS SOLUTIONS;
1. Internal selection:
The candidates who are selected internally need not go for the selection test.
The company already knows the ability of the employee.
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TECHNICAL TEST
TECHNICAL INTERVIEW
PANEL INERVIEW
DIRECT INERVIEW
MEDICAL EXAM
REJECTED
Tests:
The test refers here is technical test. OMNINOS SOLUTIONS conduct test for the
qualified candidates after they are screened on the basis of the application
blanks so as measure the candidate’s ability in technical side.
Also the short listed candidates are supposed to go through the technical
interview in which the technical knowledge of the candidate is checked. The
candidates who crack this interview have to go through the panel interview.
2. Panel interview
This is an interview where the panel members will interview the candidate, here
the real capacity of the applicant will be revealed.
P-37
A series of questions will be asked as quickly as possible and the applicant has
to satisfy the panel members through his answers.
3. Direct interview:
This is the final round of the entire selection process. In this round the personal
details of the candidates, his expectation towards the company will be known
and according to the applicants attitude towards the job the applicant will
be selected.
Objective of the interview:
4. Medical:
After the final interview the applicants who have crossed the above stages are
sent to physical examination either to the company physician or to a medical
officer approved for the purpose. Such examination serves the following
purposes:
It determines whether the candidate is physically fit to perform the job.
health at the time of selection. This record will help in settling company’s
liability under the Workmen Compensation Act for claim for an injury.
It prevents the employment of people suffering from contagious disease.
It identifies candidates who are otherwise suitable but require specific
P-38
5.
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
Aim
Research Design:
Descriptive research
Primary data:
Questionnaire and interview
Secondary Data:
Primary data involves the collection of data that does not already
exist. This can be through numerous forms, including questionnaires and
telephone interviews amongst others.
Secondary research involves the summary, collection and/or
synthesis of existing research rather than primary research, where data are
collected from, for example, research subjects or experiments.
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Thus the sources of data collection were as follows:
PRIMARY SECONDARY
Data type:
Primary as well as secondary data was collected.
Sample unit:
IT personnel of OMNINOS SOLUTIONS
Sample Size:
20
Sampling Technique:
Convenient sampling
Field of Study:
This project was carried out at OMNINOS SOLUTIONS, MOHALI
P-41
6.
8.1. Which of the sources of recruitment and selection are used in OMNINOS SOLUTIONS?
a. Internal
b. External
c. Both
Table: 8.1
Responses 2 7 11 20
Percentage 10 35 55 100%
Chart: 8.1
10%
55% 35%
Interpretation:
It was found that about 55% of the recruitment and selection is done both by
internal and external sources, while as external sources are used more than the
internal sources. Employees are hired mostly from external sources like job
portals, consultancy etc.
P-42
8.2. External sources used in recruitment:
8.2. Which of the following external sources are used for recruitment in OMNINOS
SOLUTIONS?
a. Advertisement
b. Internet
c. Campus recruitment
d. Consultancies
e. All of the above
Table:8.2
Responses 5 3 2 8 2 20
Percentage 25 15 10 40 10 100%
Chart:8.2
10%
adv.
25%
internet
campus
40% 15% consultancy
all
10%
Interpretation:
It was found that 40% of the employees are recruited through the consultancies
and 20% of the employees are selected by the advertisement followed by
internet with 15% and campus selections with 10%. Consultancy and Internet
are the major sources which provide eligible candidates for the hiring in OMNINOS
SOLUTIONS.
P-43
8.3. Form of recruitment and selection used:
a. Centralised
b. Decentralised
Table: 8.3
Responses 2 18 20
Percentage 10 90 100%
Chart: 8.3
centralised decentralised
10%
90%
8.3 Interpretation:
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8.4. Employees perception about recruitment process:
a. Yes
b. No
Table: 8.4
Responses 16 4 20
Percentage 80 20 100%
Chart:8.4
yes no
20%
80%
8.4 Interpretation:
It was found that 90% of employees are satisfied with the recruitment process
adopted by OMNINOS SOLUTIONS. However, some of the respondents thought
there should be some changes in the existing recruitment process of the
organisation.
P-45
8.5 Methods used during selection process
8.5. Which of the following methods does OMNINOS SOLUTIONS uses during?
selection?
a. Written
b. Group discussion
c. Personal interview
d. Group discussion and personal interview
e. All of the above
Table:8.5
Responses 1 3 6 8 2 20
Percentage 5 15 30 40 10 100%
Chart: 8.5
10% 5%
15%
40%
30%
8.5 Interpretation:
It was found that 40% of selection is done by Group Discussion & Personal
Interview. However, Personal Interview is mostly used method of selection
followed by group discussion. Employees selected in OMNINOS SOLUTIONS are
finally selected by a personal interview taken by the head of the centre.
P-46
8.6.Perception of employees towards selection process:
1. Yes
2. No
Table: 8.6
Responses 16 4 20
Percentage 80 20 100%
Chart: 8.6
20%
yes
no
80%
8.6 Interpretation:
It was found that about 80 % of the employees are satisfied with the selection
process. However, the remaining is of the opinion that there should be some
change in the recruitment and selection process of the organisation.
P-47
8.7. Techniques used for selection:
8.7.Do you think innovative techniques like stress test, psychometric test and
personality test should be used for selection?
1. Yes
2. No
Table: 8.7
Responses 4 16 20
Percentage 20 80 100%
Chart: 8.7
yes no
20%
80%
8.7 Interpretation:
It was found that 20% of the respondents were of the opinion that stress
test, psychometric test and personality tests should be used for the selection,
while the others were satisfied with the existing recruitment and selection
process. Most of the employees in OMNINOS SOLUTIONS are unaware of these
types of tests as they are mostly fresher’s.
P-48
8.8. Recruitment process used for different grades of employees:
8.8. Does your company follow different recruitment process for different
grades of employment?
1. Yes
2. No
Table: 8.8
Responses 20 0 20
Chart:8.8
0%
yes
no
100%
8.8. Interpretation:
It was found that from that different recruitment process is adopted for different
grades of employment. Like, for the recruitment of trainers in OMNINOS SOLUTIONS
theoretical knowledge is considered more and for the developers technical
knowledge is given importance.
P-49
8.9.Company HR practices:
Table: 8.9
Chart:8.9
10%
10%
Excellent
Good
50%
Average
Bad
30%
8.9. Interpretation:
50% of the employees feel that HR department is good where and 30% say that
it’s very good where as 10% says its average and 10% employees feel it’s bad.
Some employees are not happy as they have to spend a little more time if they
have to take demo training sessions.
P-50
8.10.Contract signed while joining the organization:
8.10. Is there any contract signed by employees while joining the organization?
1. Yes
2. No
Table: 8.10
10%
yes
no
90%
8.10.Interpretation:
Above chart shows that almost 10% employees said no and 90 % said yes they
have to sign a bond while joining the organization. Employees have to submit
one of their original certificates in the time of their joining and they cannot
leave this company before one year. If the employees agree to these conditions
then they are moved to next round of interview.
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8.11.HR policy of the company:
a. Yes
b. No
Table: 8.11
Chart: 8.11
10%
Yes
No
90%
8.11. Interpretation:
It was found that 10% employees were not comfortable with the policies of
company and 90% employees are happily working with the current HR
practices of the company. Some of the employees were not comfortable with the
policy as they find risk in submitting their original documents to the company.
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7.
FINDINGS
FINDINGS
The collected data are analysed and general observations has proven that OMNINOS
SOLUTIONS has done remarkable job in its Human Resource department.
3. About 90% of the employees are satisfied with the recruitment and
selection process.
6. About 90% of employees feel that they are comfortable working with the
current HR policies of the company and 10% feel that they need some
changes in the policies. The policy of the company is to submit one of the
original educational documents and cannot leave the company for 1 year,
if done so then they have to pay a sum of Rs.25, 000 to the company to
get the certificate back, which some of the employees find unnecessary
and also risky.
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8.
CONCLUSION
CONCLUSION
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9.
BIBLIOGRAPHY
BIBLIOGRAPHY
Books:
Websites:
1. www.google.com
2. www.en.wikipedia.org
3. www.citehr.com
4. www.omninossolutions.com
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10.
ANNEXTURE
ANNEXTURE
Questionnaire:
This questionnaire survey is purely for academic purpose. Any information collected
through this survey is confidential and would not be shared with anyone other than the
Name: ...............................................................................................
Q1. Which of the sources of recruitment and selection are used in Omninos solutions?
a. Internal
b. External
c. Both
Q2. Which of the following external sources are used for recruitment in Omninos solutions?
a. Advertisement
b. Internet
c. Campus recruitment
d. Consultancies
a. Centralised
b. Decentralised
1. Yes
2. No
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Q5. Which of the following methods does Omninos solutions uses during selection?
1. Written
2. Group discussion
3. Personal interview
1. Yes
2. No
Q7.Do you think innovative techniques like stress test, psychometric test and personality test
1. Yes
2. No
Q8. Does your company follow different recruitment process for different grades of employment?
1. Yes
2. No
1. Excellent
2. Good
3. Average
4. Bad
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Q10. Is there any contract signed by employees while joining the organization?
1. Yes
2. No
a. Yes
b. No
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