INTRODUCTION OF HUMAN RESOURCE MANAGEMENT

Human resource management (HRM or HR) is the strategic approach to the effective
management of people in a company or organization such that they help their business gain
a competitive advantage. It is designed to maximize employee performance in service of an
employer's strategic objectives. Human resource management is primarily concerned with the
management of people within organizations, focusing on policies and systems.
HR departments are responsible for overseeing employee-benefits design,
employee recruitment, training and development, performance appraisal, and reward
management, such as managing pay and benefit systems.
HR also concerns itself with organizational change and industrial relations, or the balancing
of organizational practices with requirements arising from collective bargaining and
governmental laws.
The overall purpose of human resources (HR) is to ensure that the organization is able to
achieve success through people.
HR professionals manage the human capital of an organization and focus on implementing
policies and processes. They can specialize in finding, recruiting, training, and developing
employees, as well as maintaining employee relations or benefits.
Training and development professionals ensure that employees are trained and have
continuous development. This is done through training programs, performance evaluations,
and reward programs. Employee relations deals with the concerns of employees when
policies are broken, such as cases involving harassment or discrimination. Managing
employee benefits includes developing compensation structures, parental leave programs,
discounts, and other benefits for employees.
On the other side of the field are HR generalists or business partners. These HR professionals
could work in all areas or be labor relations representatives working
with unionized employees.
HR is a product of the human relations movement of the early 20th Century, when
researchers began documenting ways of creating business value through the strategic
management of the workforce.
It was initially dominated by transactional work, such as payroll and benefits administration,
but due to globalization, company consolidation, technological advances, and further
research, HR as of 2015 focuses on strategic initiatives like mergers and acquisitions, talent
management, succession planning, industrial and labor relations, and diversity and inclusion.
In the current global work environment, most companies focus on lowering employee
turnover and on retaining the talent and knowledge held by their workforce.
New hiring not only entails a high cost but also increases the risk of a new employee not
being able to adequately replace the position of the previous employee.
HR departments strive to offer benefits that will appeal to workers, thus reducing the risk of
losing employee commitment and psychological ownership.
The first definition of HRM is that “It is the process ofmanaging people in organizations in a
structured and thorough manner.”
The second definition of HRM encompasses “The management of people in organizations
from a macro perspective, i.e. managing people in the form of a collective relationship
between management and employees.”

In short, HR involves maximizing employee productivity. HR managers may also focus on a

particular aspect of HRM, such as recruiting, training, employee relations, or benefits.
Recruiting specialists are in charge of finding and hiring top talent. professional development.
This takes place through training programs, performance evaluations, and reward programs.
Employee relations deals with employee concerns and incidents such as policy violations,
sexual harassment, and discrimination. Benefit managers develop compensation structures,
family-leave programs, discounts, and other benefits available to employees. At the other end
of the spectrum are HR generalists who work in all areas or as labor relations representatives
for unionized employees.
 Core Functions of HR

Human resources (HR) professionals conduct a wide variety of tasks within an organizational
structure. A brief rundown on the core functions of human resource departments will be
useful in framing the more common activities a human resource professional will conduct.
The core functions can be summarized as follows:

Staffing

This includes the activities of hiring new full-time or part-time employees, hiring contractors,
and terminating employee contracts.

Staffing activities include:

• Identifying and fulfilling talent needs (through recruitment, primarily)

• Utilizing various recruitment technologies to acquire a high volume and diverse pool
of candidates (and to filter them based on experience)
• Protecting the company from lawsuits by satisfying legal requirements and
maintaining ethical hiring practices
• Writing employee contracts and negotiating salary and benefits
• Terminating employee contracts when necessary

Training and Professional Development

On-boarding new employees and providing professional development opportunities is a key

investment for organizations, and HR is charged with seeing that those efforts and resources
are well spent and utilized.

Development activities include:

• Training and preparing new employees for their roles

• Providing training opportunities (internal training, educational programs, conferences,
etc.) to keep employees up to date in their respective fields
• Preparing management prospects and providing feedback to employees and managers

Compensation

Salary and benefits are also within the scope of human resource management. This includes
identifying appropriate compensation based on role, performance, and legal requirements.

Compensation activities include:

• Setting compensation levels to be competitive and appropriate within the market, using
benchmarks such as industry standards for a given job function
 • Negotiating group health insurance rates, retirement plans, and other benefits with
third-party providers
• Discussing raises and other compensation increases and/or decreases with employees
in the organization
• Ensuring compliance with legal and cultural expectations when it comes to employee
compensation

Safety and Health

HR managers are also responsible for understanding and implementing the best safety and
health practices in their industry and addressing any relevant employee concerns.

Safety and health activities include the following:

• Ensuring compliance with legal requirements based on job function for safety measures
(i.e., hard hats in construction, available counseling for law enforcement, appropriate
safety equipment for chemists, etc.). Many of these requirements are specified by the
Occupational Safety and Health Administration (OSHA).
• Implementing new safety measures when laws change in a given industry
• Discussing safety and compliance with relevant government departments
• Discussing safety and compliance with unions

Employee and Labor Relations

Defending employee rights, coordinating with unions, and mediating disagreements between
the organization and its human resources are also core HR functions.

Employee and labor relations activities include:

• Mediating disagreements between employees and employers

• Mediating disagreements between employees and other employees
• Investigating claims of harassment and other workplace abuses
• Discussing employee rights with unions, management, and stakeholders
• Acting as the voice of the organization and/or the voice of the employees during any
broader organizational issues pertaining to employee welfare.
 WHAT IS CONSULTING FIRM?

A consulting or consultancy firm is a business of one or more experts (consultants) that

provides professional feedback to an individual or an organization for a fee. The types of
firms vary, such as technology and advertising firms. [1]
Consultancy firms target company executives and provide them with consultants, also known
as industry-specific specialists and subject-matter experts, usually trained in management or
business schools. The deliverable of a consultant is usually advice or a recipe to follow to
achieve a company objective, leading to a company project.
More and more consulting firms are complementing the strategic deliverables by providing
the means to implement the recommendations, either with the consultants themselves or by
providing technicians and/or experts. This has opened up new markets for these companies.
This is called outsourcing.
Consulting services are part of the tertiary sector and account for several hundred billion
dollars in annual revenues. Between 2010 and 2015, the 10 largest consulting firms alone
made 170 billion dollars growth revenue and the average annual growth rate is around 4%.
There are different types of Consulting Firms serving different sectors. They mainly fall
under the following fields:

• Architecture and Engineering

• Financial services
• Health care
• Hotel and hospitality industry
• Human resources
• Information technology
• Legal

What Does a Human Resources Consultant do?

Human resources departments are responsible for maintaining solid communication between
employees and administration. From regulating federal guidelines on discrimination to hiring
and terminating employees, human resources professionals perform a variety of tasks related
to maintaining this line of communication. Like other jobs, human resources is not restricted
to one level or tier; human resources managers oversee HR departments and provide further
administrative support to higher management professionals. Likewise, a human resources
consultant holds a position of authority among other HR professionals and acts in a
supervisory role with a wide range of responsibilities. Read on to learn more about the role of
a human resources consultant.

According to the SHRM, an HR consultant will “Perform advanced, specialized and

administrative duties in a designated human resource program or section area” and is
responsible for providing high-level support in the administration of a human resources
program.” Human resource consultants undertake a lot of administrative responsibility in
their day-to-day tasks. In essence, they interpret human resources policy and offer advice on
its implementation in an organization or business.
 PROFILE OF THE COMPANY

Wakency is LUMINA DATAMATICS startup venture.

Wakency is a job application available on play store.

COMPANY’S NAME – Wakency

ADDRESS – MIDC Andheri

Wakency Business Head: Anju Kanodia

Vision: To provide on demand flexible work

Headquarters: Mumbai

Size: 1 to 50 employees

Company Type – Private Industry

OFFICIAL WEBSITE – www.wakency.com

Contact number - 02239315555

 DESCRPITION OF THE COMPANY

Wakency is the on demand work community. So it’s a start up company of Lumina

datamatics.

They hire candidates as per their time preference and as per their location so that it easy for
the candidate to travel. They have all kind of job opportunity as candidate can work as per as
they want they can work as a full timer, part timer, freelancer, work from home. Their time
availability.

Wakency has been built to address the changing work culture of our times, to be India’s first
on-demand flexible work platform.

They build a strong commutation with the client. Connects professionals interested. Wakency
is just a bridge between the candidate and the client.

Their vision is to hire people for the short term basis who cannot work for full time.

NO candidate should sit ideal if she/ he have the capacity and the talent and the skill to do the
work

Wakency connects professionals interested in part time work opportunities with progressive.

This application gives one to diversify its work experience as one can apply for 9 job roles.

Wakency introduces the next big innovation by using proprietary

technology to make hiring faster, more cost effective and more efficient.
 Executive Summary:

Doing the internship at Lumina Datamatics startup venture “Wakency”, HR division has been
an enriching experience at both the personal and academic level. The project title for the
internship report is Human Resource Management of Wakency.

During my internship I gained practical knowledge on how the human resource division of an
organization operates and co-ordinates its activities to ensure smooth functioning of the
organization by ensuring right number of people are available at the right time to do the right
job.

I have gained insight into the working culture of a startup organization and observed how it
handles its employees to ensure they are motivated to give their best to the organization.

The report starts with describing the overall objectives and goals of doing an internship,
followed by the on-boarding and training procedures provided by the organization in detail
starting from the basic introduction to in-depth knowledge shared with us about the overall
services provided by the company.

The next section contains companies profile giving detailed information about its products and
services, mission, vision, competitors etc and also carries out SWOT analysis that touches upon
the strength, weakness, opportunities and threats.

It also encompasses the learning’s that we have drawn while working on the project and also
what managerial insights I acquired during my internship.

So overall this internship report is an amalgamation of the detailed learning during the
internship period
 Wake up, log in, get work, start earning!
It’s as simple as that! Wakency connects professionals interested in part time work
opportunities with progressive employers who hire for short term and immediate needs.
Simply create a free profile with your work preferences and get matched to plenty of short
term job opportunities on Wakency! Get started and let great work opportunities find you!

4 Steps to work on Wakency

Create a profile
Choose your favourite job profiles. Share your work preferences like timings and days
available. Enter your skills, qualifications and work experience.

Get work
Work will find you! Get notified on part time jobs, freelance assignments and short term
projects available near you that are perfectly matched to your work preferences.

Start Working
Pick and accept your favourite work assignment requests. Choose your days and timings to
work, review your pay and confirm the terms to start working!

Rate Experience
Share your experience of working with your employers and leave a review. This will help the
Wakency community members like you to make better decisions.
 INTRODUCTION OF INTERNSHIP:

This summer internship for a span of 2 months commenced on 10th May and ended on 10th
July. Doing an internship in a startup Wakency of a well known organization Lumina
Datamatics which has won a lot of awards for best HR organization was a learning
experience apart from learning about the HR function, the heads from other department gave
an overview about our future planning and I have closely observed their working and getting
feedback about my work was a great insight about my personality and also discussed the
areas where there is a scope of improvement for me.

Wakency is an on-demand flexible work community which provides part time,

freelancing and contractual job through an online portal i.e. an online application. Their main
target audience are students, homemakers, experts, working professional, retired
professionals and new mothers who look out for mainly part time or freelancing job as in the
case of new mothers. So, the job they provide are in the areas of hospitality, events, logistics,
retail, business service, banking & finance, technology etc.

And this overall concept evolved from the rising gig economy in India, where 56% of
Indians belong to gig economy.

DESCRIPTION OF INTERNSHIP OBJECTIVES & GOALS:

There have been some objectives set forward in doing this internship, so that it can be
determined as to what tasks have to be done. The objectives of this internship are as follow:

1. To get an insight of the overall working of an industry and the professional scenario
associated with it.

2. To familiarize with the company’s operation, activities, management style.

3. Study the organization history, profile and its working culture.

4. Study the company’s performance in the market, its overall functioning of the service
they provide.
 5. To acquire training in the field of HR and gain knowledge of the overall functioning
of an HR.

6. To study the organization structure.

7. To understand the process of recruitment.

DESCRIPTION OF ORIENTATION AND TRAINING PROCEDURES

PROVIDED BY THE ORGANIZATION:

The training procedures provided by the Wakency a startup organization are

as follow

1. To understand about the company, on-field head Shankar Sir gave

an introductory session on what exactly is wakency and how this
concept of Wakency App got its existence and how this app is
different from other job portals. Apart from this he guided about
the process that is involved in my working profile i.e. On-field
process and Backend process which involved Proactive and
Reactive process.

2. Then I was given articles to read on Gig economy to understand

what exactly today’s generation mindset is and what type of job
they are looking out for, this app was based on this concept so I got
to understand their idea of coming up with this unique concept of
Flexible work environment.

3. Marketing head Mihir Mukkadam sir explained in detailed about

Wakency.

4. Product manager Chhedu sir discussed all the technical part of the
app and how exactly the app functions.

5. At the head office of Lumina Datamatics, I was given ISMS

(Information Security Management System) training related to
internet and their internal data security.

6. During the on-boarding training, the HR explained about the co-

working space in the office i.e. about 91 spring board.
 7. And during the ongoing work my head Shankar sir trained me as to
how to deliver the pitch while taking a telephonic interview of a
candidate, to hire them for that particular client etc.

Job Process
Looking for a good employee is as difficult as difficult as searching for a good employer.
When the recruitment process extents over the boundaries, findings the perfect candidates are
real challenges. At wakency they know that good quality employees they help business grow.
As they hire youth for this job as they have high power and high potential in this developing
industry. To ensure a streamlined process and quality service for clients, the recruitment
process is the same for every applicant they refer. This also provides the candidates with a
consistent level of expectional service from wakency recruitment team.

Inside the Recruitment and Hiring Process

Steps in the Recruiting Process

Before hiring an applicant for a job position, a company goes through a step-by-step hiring process.
This process has three key phases, including planning, recruitment, and employee selection.

Human resource planning is when a company settles on the number of employees they are looking to
hire and the skill sets they require of these employees. The company must then compare their needs
to the expected number of qualified candidates in the labor market.

The recruitment phase of the hiring process takes place when the company tries to reach a pool of
candidates through job postings, job referrals, advertisements, college campus recruitment, etc.
Candidates who respond to these measures then come in for interviews and other methods of
assessment. Employers may check the background of prospective employees, as well as check
references.

Employee selection is the process by which an employer evaluates information about the pool of
applicants generated during the recruitment phase. After assessing the candidates, the company
decides which applicant will be offered the position.

Types of Recruiting

Some companies work with a recruiter to find applicants, especially for higher-level jobs. Other
companies will use social networking sites and LinkedIn to recruit, in addition to using traditional
means of recruiting like posting help wanted ads in newspapers and social media and listing jobs
online like at Indeed.com or CareerBuilder.

Many employers, especially large companies, may not actively recruit candidates, but do post open
positions on their company website.
Job Applications

How applicants apply for jobs depends on the company, as well. Some companies
use applicant tracking systems to accept applications for employment and to screen and select
candidates to interview.

In other cases, the job application process will require applicants to submit a resume and
cover letter via email. Some employers still prefer that applicants apply in-person.

As part of the application process, candidates may be asked to take a talent assessment test to
see if their background matches the company's requirements. Job applications and test results
will be reviewed and selected candidates will be invited for a job interview.
 Mission

There’s nothing like mission to excite and unite people in a common goal. At wakency there
mission is simple they want to be world’s best at helping employers achieve success through
people. At each step of relationship their clients and candidates, they deliver values, advices
and an expert point of view.

To accomplish this, they rely on 7 principles that guide their business strategy, behaviour and
relationship.

1. NO EGO

Leave your ego at the door, be genuine and take a personal approach.

2. GET IT RIGHT

They work to find the right candidate at the right time with the right skills and the right
personality to make the placement perfect.

3. LEAD BY EXAMPLE

Do what is right by people, your action are what count.

4. Loyalty

They value loyal customer and loyal candidates and most of all loyal employees. They want
to work with their clients for years and years and years....

5. Achieving goals

Wakency recruitment support candidates, clients and employees to achieve their personal
goals. Supporting people to achieve their goals is why they are in business.

6. Have fun

Be in the moment, smile at challenges and have fun. That’s when you do your best.

Our recruitment strategy guarantee to –

• Take the time to understand candidates and their needs.

• Refer only genuine positions which best suits their qualification and experience.

• Maintain confidentiality and objective assessment of their abilities.

 • Provides honest and constructive career guidance.

• Introduce them to a range of job opportunities which may never be advertised.

• Give professional resume advice and how best to present at interview.

The benefits of registering with wakency include –

• There is no fee as the employer pays for this service.

• Their consultants are market aware and often will discuss the job opportunities that
are not advertised or are in area that one may not have previously considered.

• The major part of their time is spent telephonic interview to consider candidates right
position and opportunity.

• They can give one positive advice on how one should conduct itself during an
interview and their resume preparation that can give them the winning edge.

COMMITMENT TO CANDIDATES –

✓ Recruitment is committed to a code of professional conduct and we ensure the highest

professional standard and protection of your interest.

✓ They will not advertise in a misleading manner. You will know from the
advertisement or as soon as you inquire about a position advertised, that you are
dealing with the recruitment consultancy.

✓ If you are referred to an employee for interview, it will be genuine a job opening.

✓ Referred to an employer ensures that, as a result of their interviewing techniques, you

have been selected for short listing on the basis of qualification, experience and
ability to meet the specification of the position.

✓ You will always be provided with full details of the prospective position including
key responsibilities, career prospects, salary, hours of works etc.

✓ Your identity and employment details will not be disclosed to the employer without
your permission.
 ✓ They will treat your enquiry with the strictest confidence and will ensure the security
of your current position whilst the search for a new one is undertaken.

WHY WAKENCY?

➢ A perfect mix of business focus and technology which is backed with a specialised
team of professional recruiters who are continually updated with technical training
and high end support.

➢ State of the art infrastructure, well equipped and air conditioned work station.

➢ Capability to source high number of candidates for the clients, scale up and double
candidates when needed for project works.

➢ Critical strength to always stand up on efficiently and quality in fulfilling

commitments at workplace.

Their philosophy is to be a win – win or no deal kind of company.

‘When their clients are successful, they are successful’

FACILITIES –

➢ A completely computerized network environment with sophisticated software for

maintaining and accessing database.

➢ Friendly and healthy working environment with telephone lines, internet and email
facility.

➢ There is a good job site on the web to publicize the requirements immediately.

➢ Dedicated team of recruiters who believe in right people for right position.
AIM AND APPROACH OF WAKENCY –

Aim is to ensure that they match you with your ideal job every time. With an ethos that
focuses on the needs and aspiration of each individual candidates, rather than simply filling
jobs, they make sure they understand what they want first before discussing any relevant
career options.

Their consultant is on hand to guide you through the options to match the candidates with
their ideal job.

Their aim is to offer their clients the best consultancy services. This means that they provide
clients with full consultancy service, from identifying the relevant candidate, to closing the
position at short span of time.

Their approach to reach the candidates is through the job portals mainly monster.com and
indeed.com job portals. They also have candidate’s referral database.

PARTNERSHIP –

Close collaboration with the clients regularly leads to long lasting partnerships. The better we
know you and your organisation, the better we can advice you. This leaves you free to focus
on your core business while we deal with grants acquisition, administration and project
management.

APPROACH –

Our approach towards clients is distinctive. Large amount of support team, provides clients
with the complete range of fully integrated recruitment solutions from each site. True
candidate’s partnership, an advanced internet development strategy and our focus on placing
people are part of what makes us different.

Quality policy/Process –

Our consultants go through a stringent pre qualification phase to ensure that they have the
expertise that the clients require. We select experienced personnel with established
professional consulting experience.

We put strong emphasis on attitude, communication and team player skills and demonstrated
ability to stretch themselves to contribute to the successful completion of projects.

Our philosophy service to the customers and candidates is our motto. Each employer is
important to us and gets personalised attention, irrespective of size and even volume of
business generated. Similarly every candidates is treated with warmth and understanding. We
make every efforts required to find suitable placements for the job seekers.

Cliental
Partners of the Flexible Work Community
Wakency works with leading and progressive organisations.
These employers of tomorrow are driven like us to change the future work in India. In
choosing to hire flexibly they are showing their commitment giving their employees the
flexibility to chase a good work life balance, be more motivated and deliver results with
better productivity.
 Job Description and Job Specification
Job Analysis is a primary tool to collect job-related data. The process results in collecting and
recording two data sets including job description and job specification. Any job vacancy
cannot be filled until and unless HR manager has these two sets of data.
It is necessary to define them accurately in order to fit the right person at the right place and
at the right time. This helps both employer and employee understand what exactly needs to be
delivered and how.
Both job description and job specification are essential parts of job analysis information.
Writing them clearly and accurately helps organization and workers cope with many
challenges while onboard.

Though preparing job description and job specification are not legal requirements yet play a
vital role in getting the desired outcome. These data sets help in determining the necessity,
worth and scope of a specific job.
Job Description –
Job description includes basic job-related data that is useful to advertise a specific job and
attract a pool of talent. It includes information such as job title, job location, reporting to and
of employees, job summary, nature and objectives of a job, tasks and duties to be performed,
working conditions, machines, tools and equipments to be used by a prospective worker and
hazards involved in it.
Purpose of Job Description

The main purpose of job description is to collect job-related data in order to advertise for
a particular job. It helps in attracting, targeting, recruiting and selecting the right
candidate for the right job.

It is done to determine what needs to be delivered in a particular job. It clarifies what

employees are supposed to do if selected for that particular job opening.

It gives recruiting staff a clear view what kind of candidate is required by a particular
department or division to perform a specific task or job.

It also clarifies who will report to whom.

Job Specification –
Also known as employee specifications, a job specification is a written statement of
educational qualifications, specific qualities, level of experience, physical, emotional,
technical and communication skills required to perform a job, responsibilities involved in a
job and other unusual sensory demands. It also includes general health, mental health,
intelligence, aptitude, memory, judgment, leadership skills, emotional ability, adaptability,
flexibility, values and ethics, manners and creativity, etc.
Purpose of Job Specification

Described on the basis of job description, job specification helps candidates analyze
whether are eligible to apply for a particular job vacancy or not.

It helps recruiting team of an organization understand what level of qualifications,

qualities and set of characteristics should be present in a candidate to make him or her
eligible for the job opening.

Job Specification gives detailed information about any job including job responsibilities,
desired technical and physical skills, conversational ability and much more.

It helps in selecting the most appropriate candidate for a particular job.

Job description and job specification are two integral parts of job analysis. They define a job
fully and guide both employer and employee on how to go about the whole process of
recruitment and selection. Both data sets are extremely relevant for creating a right fit
between job and talent, evaluate performance and analyze training needs and measuring the
worth of a particular job.

A job specification defines the knowledge, skills and abilities that are required to perform a
job in an organization. Job specification covers aspects like education, work-experience,
managerial experience etc which can help accomplish the goals related to the job. Job
specification helps in the recruitment & selection process, evaluating the performance of
employees and in their appraisal & promotion. Job specification, along with job description,
is actually derived from job analysis. Collectively, job specification and job description help
in giving a overview of the job in terms of its title, position, roles, responsibilities, education,
experience, workplace etc.

Components of Job Specification –

There are many parameters which are considered while giving the job specification for a
certain profile.
1. Educational Qualification: This parameter gives an insight on how qualified a certain
individual is. It covers their basic school education, graduation, masters degree, other
certifications etc
2. Experience: Job specification clearly highlights the experience required in a particular
domain for completing a specific job. It includes work experience which can be from a
specific industry, position, duration or in a particular domain. Managerial experience in
handling and managing a team can also be a job specification criteria required for a particular
position
3. Skills & Knowledge: This is an important parameter in job specification especially with
knowledge and skill based profiles. The higher the position in a company, the more niche the
skills become and more is the knowledge required to perform the job. Skills like leadership,
communication management, time management, team management etc are mentioned.
4. Personality traits and characteristics: The way in which a person behaves in a particular
situation, handles complex problems, generic behaviour etc are all covered in the
characteristics of a job description. It also covers the emotional intelligence of a person i.e
how strong or weak a person is emotionally.

Advantages of Job Specification -

There are several benefits of having a comprehensive job specification. Some advantages are
listed below:
1. Job specification highlights all the specific details required to perform the job at its best
2. It gives the HR managers a threshold and a framework on the basis on which they can
identify the best prospects
3. Helps in screening of resumes and saves time when there are multiple applications by
choosing those who are closest to the job specification
4. HR managers can used job specification as a benchmark to evaluate employees and give
them required trainings
5. It also helps companies during performance appraisal and promotions.

Disadvantages of Job Specification

There are certain limitations of job specification. Some of the disadvantages are mentioned
below:
1. It is a time consuming process as it has to be very thorough and complete
2. Job description is time bound and changes with changing technology and changing
knowledge & skill requirements
3. It can only give a framework of emotional characteristics and personality traits but cannot
specify the experience or forecast complex issues.
Job specification of wakency
The first step is to take a detailed job description from the clients to determine their key needs
and requirements. For existing clients, it is normally conducted via telephone and email.
For new clients they prefer to discuss their requirement in person so as to develop rapport and
become familiar with the organisation and the environment. If an appointment cannot be
made straight away, they will search from the job specification received via telephone and
have resumes ready for their clients consideration at their introductory meeting. The preferred
information required for their job specification includes:

✓ Qualification/ experience required

✓ Role description and key responsibility
✓ Opportunity for career progression
✓ Hours/days of position, additional flexibility required
✓ Salary expectation
✓ Start date and/or duration of appointment (temp position only)

Wakency takes care of –

QUALITY –
Our consultants go through a stringent pre qualification phase to ensure that they have the
expertise that the clients require. We select experienced personnel with established
professional consulting experience.

We put strong emphasis on attitude, communication and team player skills and demonstrated
ability to stretch themselves to contribute to the successful completion of projects.

COST –
We keep our overheads low and therefore we can compete with biggest of staffing firm to
provides fair and competitive rates.

DATABASE
The company has an existing database of candidates/ job seekers who have registered with
the company. The registration process involves -
❖ Extracting data of candidates application

❖ Give details of our application

❖ Short listing

❖ Telephonic interview
 ❖ Give them job opportunity

ADVERTISING –

Following the database search, they advertise in all possible media and on the internet to
attract additional interest in the position. All advertising conducted on behalf of our clients is
done so anonymously.

SHORTLISTINNG FOR CLIENT CONSIDERATION –

After conducting a thorough screening and telephonic interview, they forward the applicant’s
resume to their clients for consideration, clients can nominate applicants they are interested in
meeting and their consultants can arrange interview time suitable for both the clients and the
applicants. Wakency recruitment guarantees not to waste candidate’s time. If they have only
two suitable applicants, they will provide only these two applicants. They will not provide
unsuitable applicants just to make up the numbers as their clients and the candidate’s time is
valuable too.
Once interview are conducted and an applicant’s is selected, they offer the position to the
applicant’s. All placements will be confirmed in writing prior to commencement.

Placement follow-up –

All permanent placements are guaranteed for three months. During this time, they will keep
in touch with their clients and the successful applicants to ensure their suitability and the
satisfaction to the clients.

How does recruiter/consultants get paid?

Businesses hire consultants to provide professional or expert advice on some matter. A
consultant might be an employee of a consulting company, or work on her own as a
"freelancer," or more exactly, an independent contractor. An independent contractor sells
specific services to businesses without being an employee, typically for short-term projects
with specified outcomes. A freelance marketing consultant, for example, might advise a
business on promoting itself, as well as develop marketing materials.
A consultant working as a freelancer or independent contractor typically offers several
payment options, including payment by the hour, by project or on retainer. Some clients
prefer to be billed by the hour. Others prefer paying by project, viewing it, perhaps, as a way
to prevent consultants from padding hours. Consultants receive an agreed upon fee for work
on a project completed by a specified date. They usually determine project fees by estimating
the number of hours it will take to complete the project, multiplied by their hourly rate.
Usually, consultants require some terms, such as that a percentage of their fee be paid when
the business signs the contract. Consultants on a retainer receive a set monthly fee, for which
they agree to be available for a specified number of hours. This arrangement saves a business
money from not having to hire a staffer, while offering flexibility in using the consultant's
services. Consultants sometimes offer a discounted fee if the client keeps them on retainer.

Freelancers determine their rates on several factors, Forbes notes. These include the years of
experience they have in their field; how much expertise they've developed; and how they
compare to others offering similar services in their field in terms of experience and services
offered. A common formula consultants use to determine their hourly rates is to add their
labour cost -- frequently an amount based on what their salary would be as a fulltime
employee in their field -- together with overhead costs, such as office equipment, accounting
fees, marketing and health insurance, then adding the profit margin they'd like to have. The
consultant might add 10 to 20 percent as straight profit. Then, they divide the total of all this
by the number of hours they anticipate working.

After a fee is agreed upon, consultants frequently offer their own legal contract, which should
stand up in court if there are any disagreements. Among the items the contracts include,
according to Nolo, are the services the consultant agrees to perform; for what amount; how
and when she will be paid -- by an hourly or project rate or retainer; whether she will be paid
up front, at completion, or in instalments and in what percentages; and whether the client will
pay late fees for tardy payments. Contracts also indicate who will be responsible for paying
what expenses and how the contract can be terminated.
 About Wakency:

Wakency is India’s first on-demand platform for flexible work opportunities that looks to
capitalize on the open talent economy, commonly known as the gig economy, and aims to
democratise the Indian job market using new age technology.

Today’s job market is full of contractors, consultants, freelancers, and subject matter experts
who are increasingly seeking flexible models of employment.

Ola & Uber drivers enjoy similar flexibility with their work and the trend of flexible working
which includes part time jobs, freelance gigs and short-term opportunities is evolving further
to professionals across industries.

Many professionals turn to flexible working on a part time basis to boost their income with
after-hours gigs, others choose to work flexibly as a full-time career option to earn more
money or achieve greater control over their work life.

Most find themselves in these roles since companies/ business houses are beginning to see
the value of supplementing their full-time workforce with contract staff.

On-demand staffing is becoming the hottest trend in the job market, with a growing segment
of the workforce choosing work-on-demand options over full-time employment.

Online portals for jobs brought about the last big revolution in recruitment almost 20 years
ago.

Today’s professional social networks act as enablers for introductions and engagement.
However, this still leaves large gaps in today’s job market, particularly for recruiters.

Wakency introduces the next big innovation by using proprietary technology to make hiring
faster, more cost effective and more efficient.

The success of on-demand aggregators across domains, be it in transport(Ola, Uber), personal

services (Task bob, Urban Clap), or even food delivery(Zomato, Swingy), has set the stage
for Wakency to grow this trend of flexible working with a technology platform that can fulfil
any short term requirements of businesses with greater efficiency.

The growing trends in society of wanting a better work-life balance and increasing influence
of technology on millennials is leading them to choose unconventional career options whilst
seeking freedom in their everyday work.

Wakency addresses an ever-growing need for Indian companies to adapt to the ways of the
evolving workforce.

Wakency has launched its services in Mumbai focusing on industry segments that are
massively underserviced and not catered to effectively by online platforms, even though they
account for a large workforce and are battling traditional recruitment challenges such as high
attrition, low reliability and lack of an adequately skilled or organised workforce.

Wakency intends to launch across the country and scale up across industries and domains.
 Wakency – The platform features

Digital Omni-presence

A mobile app that gives part time employment seekers an intuitive and hassle-free experience
to create a FREE profile, specify their work preferences and effortlessly get work requests to
choose from.

A web platform makes it convenient for employers to manage their recruitment needs and
post work requests to hire the right candidates. They can also manage work on-the-go with
the mobile app. Employers can have multiple user accounts to allow collaboration between
recruitment teams.

A new-age workforce

Also known as the‘Wakeforce’ on Wakency, in which candidates can create up to 9 different

work profiles across industries and manage their work on the go. This talent pool has the
freedom to chase a multitude of passions and explore numerous skills.

Efficiency with technology

Wakency uses proprietary technology called the “Matchmakers” that uses machine learning
and Artificial Intelligence to effectively match employers and job seekers based on their
preferences. This technology enables the platform to automate the process of pairing the two
with a turn-around time of 24 hours.
Security and trust

Wakency has a host of special features that enhance security and trust when working using
the platform. eSigning of documents reduces cumbersome paperwork to start working
sooner. A geofenced digital attendance feature makes managing work hassle-free for
employers and workers. The chat and call feature in the mobile application enhances
communication between employers and candidates.

The smarter way to work

In India, over a third of the large companies rely on part time or freelance talent. With an eye
on overheads, organisations are turning to flexible workers to efficiently get work done while
reducing costs.

Candidates on Wakency don’t need to surf job boards and forums once registered. Work
requests will be sent to them on the application based on their preferences. On the other hand,
employers enjoy the advantage of a pay-as-you-go model for specific assignments being
completed rather than paying the annual CTCs of full-time employees.
Articles on Gig economy on which the Overall concept of Wakency is
based:

1) Financial Express: Is India ready to embrace the gig economy

Everyone wants freedom, flexibility, work-life balance, control and loves to be his own
boss. A job that provides all of these is labelled as a ‘dream job’. In a digitalised world
that is rapidly changing the work environment, more and more people, globally, are
opting for ‘gigs’, which are one-time, short-term assignments or projects. Skilled labour
is the very foundation on which our economy rests. The same holds true for the freelance
market. How does it work? A ‘gig economy’ is a temporary condition in which flexible
jobs become a routine as companies tend to hire independent contractors and freelancers
instead of hiring full-time permanent employees. Gig economy weakens the traditional
market of full-time workers who earn their bread and butter from permanent and full-time
employment, in which they don’t often change jobs and instead focus on a lifetime career.
In some progressive countries the trend of gig economy is prevalent, and many other
countries are opting for it. An in-depth study has predicted that, by 2020, 40% of
American workers would be independent contractors. Even in India we are seeing the
trend of more and more people choosing to work independently. Many people are taking
up consultancies, small project managements, freelance writing, coding & programming,
graphic designing, photographing, tutoring, supplying food to offices and homes, driving
cars, etc. Some of them have been laid off by corporate, and others are unable to get visas
to work in foreign countries.

• Spurts entrepreneurship: India needs billions of jobs, and these can only be produced
by self-employment, for which the gig economy is excellent. We are living in a digital
age. Majority of the workforce uses mobile phones; they can be contacted from
anywhere, therefore job and location can be linked easily. Freelancers can select
among many temporary jobs offers and projects around the world, and employers can
select the best individuals for specific projects from a larger pool that is available in
any given area. Digitalisation has also contributed directly to employment as software
replaces a lot of manual work and this consumes less time and has lesser errors. Many
 manual clerical jobs can be done sitting at home. Gig economy helps business firms
reduce financial pressures that lead to retrenchment of staff.
• Organisations save heavily by hiring contract labour and freelancers; a lot of saving is
achieved on account of high-priced office space, staff welfare, training &
development, electricity, water, etc. Also, organisations are at liberty to hire the ‘best’
talent in the market who might be difficult to maintain on payrolls because of their
cost and other demands. Even from the perspective of employees, gig economy helps
in balancing work-life. The model of gig economy is a win-win for both workers and
organisations. It helps both select the best job and best worker without attaching any
strings. Both can pick up any temporary gigs they can.
• Another force leading to gig economy is millennial generation’s entrance in the job
market who tends to change jobs often. The gig economy is a solution to this also.
• Shifting culture: The gig economy is part of a shifting cultural and business
environment that also includes the sharing economy, which is an economic system in
which assets or services are shared between private individuals, either free or for a
fee, typically by means of the internet. Gig economies can also shift into gift
economy, which is a mode of exchange where valuables are not traded or sold, but
rather given without an explicit agreement for immediate or future rewards. This
disseminates into a barter economy or a market economy, where goods and services
are primarily exchanged for value received.
• Indian labour market is seeing a shift towards gig economy, with an increasing
number of workers seeking contractual or freelancing opportunities, and services
sector is embracing it at the fastest pace, says a report. Employees are increasingly
willing to sacrifice the additional benefits that come with a permanent job, such as
gratuity or health insurance, in swap over for a greater amount of flexibility.
According to some global job sites, recruiters too prefer their remote work
programmes. Sectors such as media, real estate, legal, hospitality, technology-help,
management, medicine, allied and educations are already operating in gig culture.
• Uber is synonymous with gig economy: If there is one company that is synonymous
with the gig economy, it is Uber. It lets you use your personal vehicle to start earning
money through its Uber Partner app. It’s a flexible platform that allows you to choose
when and where you drive and set your own schedule. Uber has a generous referral
programme for bringing in new drivers and customers. It has entered many nations
 and has given spurt to other cab companies such as Ola, Tab Cab, City Cab,
Priyadarshini Taxi Service, etc. There are many other e-platforms such as Service
Sutra, Urban Clap, No Call, Timesavers and Quirk, which send workforce to the
destination where they are required. Carpenters, plumbers, electricians, housemaids,
gardeners, cleaners, beauticians, healers, physiotherapists … you name it and these e-
service providers send you the required workforce. These e-companies partner with
workers who complete their work and leave with their fees. From being just another
handyman, gardener, carpenter, electrician or beautician, these workers have become
individual brands, marketing their skills and talent. They get recognised by hirers. The
gig economy is here to stay.
• Vidya Hattangadi
Management thinker and blogger
hattangadi.vidya@gmail.com

2) India’s Rising Gig Economy:

The country's "gig" economy has become prosperous as more people become freelancers,
according to a recently released report by digital payments company PayPal. India has an
estimated 20 million freelancers who offer their services to domestic and foreign markets
through online platforms.

Today digitisation, internet marketing and information technology have transformed market
dynamics with the emergence of several business models like Uber, Ola, Airbnb, OLX,
Quikr, Urban clap, Magic bricks, etc. Over the past five years, all these name have gained in
popularity and generated employment for astrologers, cleaners, gardeners, drivers, house-
keepers, electricians, plumbers, carpenters, beauticians, music teachers, language teachers,
school tuitions, air condition technicians, besides other tradesmen.

These tradesmen charge by the hour for their services, which provides them short-term
employment through contracts for limited periods. The 'employee' is now more a 'business
partner' and therefore the expression "shared" economy or "infrastructure -less" economy.

It could also be called a "gig" economy where workers can avoid long-term engagements
with one particular organisation. The contracts between the employee and employer are only
for temporary work, so business operations do not need permanent employee in terms of
salaries and other benefits. They are also able to save on exorbitant training and development
costs.

The gig economy is a product of shifting cultures and business environments. The talent
crunch drives the booming trend of gig or shared economy. Technology advancement has
enabled businesses to source the best talent globally. It is perceived as a win-win situation for
employers as well as employees. Employers need not obtain long-term commitments from
employees. Employees could avoid commutes to and from offices through short-term, non-
permanent, yet profitable, engagements from employers. It has led to a phenomenal shift in
employers' attitudes towards employees they see each other as business partners. There is
more scope for innovation and customer satisfaction here.

The gig economy is rising across the world because it is mutually beneficial to the employer
and employee as it offers benefits like convenience, flexibility, freedom, control, and is
economical, too. India is recognised as one of the top 10 countries across the globe where the
gig economy is on the upswing. In fact, India will assimilate in this rapidly evolving work
culture at the highest pace, given that 64% of its population will be in the 20-35 age groups
by 20 to 21

(The writer is Assistant Professor, Department of Commerce, Christ Deemed to be

University, Bengaluru)
This article gives the glimpse of the overall rising of gig economy.
 More about Wakency:

The Wakency Advantage for employers

A flexi-hiring solution with complete end-to-end activity management…

● On-demand hiring platform to fill your short-term personnel needs

● Flexi-work culture re-imagined… Made easy and automated

● Covers staff shortages round the clock within no time

● Manages entire process, from hiring to getting work done

● Hire the right people and tracks attendance

● No extra costs, No annual commissions… only pay for jobs done

Wake up to new opportunities

Get real time requests for part time & freelance jobs, whenever your profile is matched to the
right opportunities. That’s right, you don't need to hunt for jobs, instead the work finds you!
The best part about these flexible job opportunities is they’re handpicked for you based on
your work preferences. There are great works from opportunities for you to choose from as
well.

Manage Digital Attendance

Digitally mark your attendance with a simple check-in and check-out functionality. It helps
you manage your work on-the-go.

Becoming a multi-talented professional

You can add up to 9 work roles to your Wakency profile and explore diverse work
opportunities. There are hundreds of work roles to choose across multiple industries. Get
different types of part time work requests based on the talents you add to you profile.
MatchWaker Technology
A proprietary technology which uses artificial intelligence and machine learning algorithms
to match your profile to the best short term job opportunities for you. The MatchWaker
makes it faster and more relevant to find the perfect job opportunity for you.

Ratings and Reviews

Share your experience of working with your employer by rating and reviewing them. Help in
building a better flexible work community and helping other community members in their
decision making.

Wakers love Wakency

• Minimal paperwork Regular alerts & notifications

• Updates on customised opportunities
• Space to display 9 diverse work profiles
• A referral scheme to earn extra money!
• Reviews and ratings to increase hire rate Hassle-free work with clear guidelines.

Flexible working is great for everyone!

Enjoy the flexibility of part time jobs along with the freedom to decide your work days and
timings. You can also pick the opportunities that meet your pay expectations and explore
over 500 work roles across various industries.

Retired Professionals
Make retirement fun with part time working and avoid the hassles of full time jobs. Get back
to the workforce on your terms.
 Freelancers
Get more work assignments with flexible working on Wakency! Explore new work roles and
industries and grow your skills.

Job seekers
Don't let job hunting keep you idle. Gain extra experience and keep getting an income with
flexible working.

Student

Get everything a student needs! More work experience, earn extra pocket money and work
after college without the commitments of a full time job.
 Homemakers
Get back to the workforce with the convenience of working part time and the flexibility of
choosing the time of day when you’re free to work.

Working Professional
Don't let the 9 to 5 grind stop you from exploring your other skills, earning an extra income
or gaining more work experience in your free time.

Swot analysis of wakency

SWOT analysis (or SWOT matrix) is a strategic planning technique used to help a person
or organization identify strengths, weaknesses, opportunities, and threats related
to business competition or project planning. It is designed for use in the preliminary stages of
decision-making processes and can be used as a tool for evaluation of the strategic position of
a city or organization.
It is intended to specify the objectives of the business venture or project and identify the
internal and external factors that are favorable and unfavorable to achieving those objectives.
Users of a SWOT analysis often ask and answer questions to generate meaningful
information for each category to make the tool useful and identify their competitive
advantage. SWOT has been described as the tried-and-true tool of strategic analysis, but has
also been criticized for its limitations.
Strengths and weakness are frequently internally-related, while opportunities and threats
commonly focus on the external environment. The name is an acronym for the four
parameters the technique examines:

• Strengths: characteristics of the business or project that give it an advantage over

others.

• Weaknesses: characteristics of the business that place the business or project at a

disadvantage relative to others.
 • Opportunities: elements in the environment that the business or project could exploit
to its advantage.

• Threats: elements in the environment that could cause trouble for the business or
project.

The degree to which the internal environment of the firm matches with the external
environment is expressed by the concept of strategic fit. Identification of SWOTs is important
because they can inform later steps in planning to achieve the objective. First, decision-
makers should consider whether the objective is attainable, given the SWOTs. If the objective
is not attainable, they must select a different objective and repeat the process.
SWOT analysis can be used in any decision-making situation when a desired end-state
(objective) is defined, not just profit-seeking organizations. Examples include non-profit
organizations, governmental units, and individuals. SWOT analysis may also be used in pre-
crisis planning and preventive crisis management. SWOT analysis may also be used in
creating a recommendation during a viability study/survey.

STRENGTH Weakness

✓ English speaking labor pool ✓ Lack of customer service language

✓ Strong IT background ✓ No stability

✓ Large number of talented graduates ✓ High absenteeism rates

✓ Cost competiveness ✓ Private sector

✓ Adaptability ✓ Less R & D

Opportunities Threats

✓ Unexplored market ✓ Rising cost

✓ Greater share of market ✓ Increasing competition

✓ Horizontal and vertical expansion of ✓ Uncontrollable undesirable social

existing customer base into new effect
market
✓ Stress by seeking perfectionism
✓ Fast growing BPO market
 Research methodology
Research is a ‘careful investigation or inquiry especially through research for new facts in
any branch of knowledge’.

Objectives of the study

Broad objective:

To understand the company ‘wakency’ and to know about its start up and operation.

Specific objective

✓ To study and understand of structure of the organisation.

✓ To critically analyse the practical operation of the organisation.

✓ To understand and analyse the challenges faced during running the organisation.

✓ To suggest suitable measures to improve the quality of work.

✓ To identify major areas of the improvement if any, and provide valuable suggestions
improving the efficiency of the organisation.

✓ To analyse the findings and suggestions for the study.

Scope of the study

✓ To help in differentiate between the practices and the theories regarding start-up and
of the HR firm.

✓ To understand the organisation industry, their mechanism of action and their role of
placement.

✓ Findings the BPO clients preference regarding candidates.

 ✓ To suggest any measures / recommendations based on observations made during
vocational training at wakency for the betterment of the firm.

Limitation of the study

✓ As limitation is the mandatory part of every project, this project is also an exception
to this. The study is subjected to the following limitation

✓ The main limitation of study was collection of the information as the firm has been
opened recently and it is a small firm that is a reason to have less data about it.

✓ The study is based on data provided by the company so the limitations of the
company are equally applicable.

✓ Data is collected from the company records and official website.

✓ Limited to BPO industry only.

Aim of the study

To study and analyse about the HR consultancy firm, its start up operation, challenges and
gives recommendation in the form of the conclusion.

Type of research
Qualitative research
It represents by collecting, analyzing and interpreting data by what people say and do. It
refers to the meaning, definitions, characteristic, symbols, metaphors, and description of the
things. It is much more subjective and uses very different methods of collecting information,
mainly information, and focus groups. It generates mainly non – numerical data and focuses
on gathering of mainly verbal data rather than measurements. Gathered information is then
analysed in an interpretative manner, subjective, impressionistic or even diagnostic.

I did qualitative research in this project and the method use to collect information was
informal discussion with the Mr. Jayesh chimbaikar our supervisor head of wakency.
 Wakency for the employers

India's First On-Demand Flexible Work Community

Hire the Best Local Talent for Part Time,
Freelance & Short Term Projects.

Wake up and start hiring on demand

Hiring for short term and immediate work requirements is now faster, simpler and effective!
Get perfectly matched candidates and keep hiring costs low with Wakency! Enjoy lowest
industry pricing and great features like verified candidates, proprietary MatchWaker
technology, online attendance, multiple user accounts and eSigning of documents.

4 Steps to hire on Wakency

Register
Enter and share a few basic details to complete your FREE registration on Wakency.

Post Wakencies
Post your immediate and short term work assignments by selecting your preferences and
talent requirements.

Shortlist and Hire

Get a great selection of candidates from our active talent pool, that are perfectly matched to
your requirements

Get Work Done

Enjoy special features like direct chat / video call with candidates and digital attendance
management
 Plans & Pricing
Start your Wakency experience with our Rise Plan. Sign up today and start hiring for Free.

Number of wakencies 150

Number of accounts 5

Number of roles 12

Hires per wakency 25

In-app chat YES

Members of the Flexible Work Community

Wakency houses a diverse talent pool of professionals who are part of the progressive gig
economy
Talented individuals are looking for flexible work opportunities on Wakency. These
candidates come with diverse work experience and are passionate about adding more skills to
their profiles. Wakency actively partners with specialized staffing, recruitment and placement
agencies to give their members interesting flexible work opportunities. Universities, training
institutes and industry bodies for specialized workers are also partnering with Wakency to
drive the gig economy revolution for this new-age workforce.
 How to Hire on Wakency

We designed the Wakency platform to get rid of all the heavy lifting when it comes to hiring
freelance and part time candidates. Rather than go through a bunch of CVs upfront, our
MatchWaker technology filters candidates based on a Matching Score. Here’s what to expect
when it comes to creating a Wakency and Hiring.

For any job, you will be delivered a list of interested candidates with a high Matching Score.
It is from this pool, you can go ahead with shortlisting and hiring for your work. You have
the ability to chat, call and video call prior to hiring as well.

Your Employer Dashboard:

Post signing up to Wakency, you can start creating a Wakency right away. Look for the
Create New Wakency button. Creating a job is a straight forward process. The guide below is
for creating a Wakency on desktop, which we recommend.

Begin by:

Basic Details:
1. Selecting the Work Role from our dropdown.
2. Choose the relevant Experience Level using our simple slider.
3. Add your Job Description: You can save time by starting with our ready made job
templates and editing from there.
4. Add Your Work Location: you may select work from anywhere or enter a new physical
location.
5. Select the Primary Contact person for this job or add a fresh contact.
6. Enter your Organisation Name.

Dates & Pay:

1. Choose the Number of Candidates you need for this job.
2. Create your Shifts using our timing dropdowns.
3. Select your Project Dates by choosing days manually, using a range or create a recurring
job, using the pop-up.

Post these inputs, you will be shown a summary of your shifts and total days / hours. You
may edit your shifts at this point, if you so desire. If everything looks in order, please enter
your expected pay. Use the recommended pay guides to assist you. Remember to price your
job at competitive rates to get the best talent.

Filters & Job Titles:

The last stage of creating a Wakency involves you setting your preferences. Based on your
edits, the total number of matched candidates will change in the box provided for your
reference. You may also prioritize what preferences matter most for a job by ordering the
options in Search Priorities by moving them up or down.

When you are done, Click Submit and you will be then taken to your Wakency Summary
screen, where you can confirm and edit any details. Please note, editing a job is not possible
after you decide to your Post Job.

Payments:
At the end of your Wakency Summary, you will notice a Total Expected Pay table. The
estimated pay amount is what you have to pay your candidate/s post completion of the
Wakency. This amount is not transferred through our system.
To complete the job posting process, you will have to make a payment to Wakency
equal to the processing fee and taxes. This amount is what you will be charged
immediately in order for your job to go live.

The Hiring Process:

If a candidate shows interest in your job, you will be notified of their interest. This is visible
in the My Wakencies section of your dashboard, under Job Status: Open.

Your hiring process is divided into 3 stages: Interested, Shortlisted and Hired (shown as 3
tabs). You may move interested candidates into a shortlist, where you can chat and call them.
Once you are ready to Hire, simply click on the Hire Button against any candidate in your
shortlist screen and they will be moved into the Hired tab.

The 5 Types of Job Status:

This is a simple job flow management classification. Your created jobs will move through
various stages as time passes. Here is a quick summary:

Open: this will show you a list of all your created jobs that candidates are applying for, you
are short listing and preparing to hire for.

Upcoming: After you start making hires for your Wakencies, they move into an Upcoming
Status.

On-Going: Once a job begins, it is labelled as On-Going. If you still have a shortfall in
hiring, you will be able to further hire by looking at updated Interested candidates as our
system delivers more matches to you.
Closed: As soon as any job ends, it will be move to closed.

Completed: This is the final stage, where your ratings and reviews have been completed.

That’s how all your jobs are managed on Wakency to make your life easier. At every stage,
you will be notified about various job related tasks that need to be completed to ensure a
smooth hiring and working experience for all.

Please feel free to connect with us using the chat feature in your dashboard for any help at all.
Good luck and Happy Hiring.

How Wakency Works for Candidates

We thought it would be a good idea to give you a simple understanding of what to expect on
Wakency. Our platform is built on the promise of matching the right candidates for a
particular opportunity. If you have visited your Wakency dashboard and have not yet added a
role, here’s what you will see and need to do:

Current Wakencies:

Current Wakencies is simply a list of opportunities available now on our platform. If you find
any that appeal to you, you can show your interest by clicking on the Interested button. You
will be asked to complete a few basic tasks like adding the role to your profile, deciding your
work preferences, answering role specific experience questions, adding your address and
uploading at least one work example. All these additions will go into building a Matching
Score for you.

Tip: when setting your desired hourly pay for a role, remember to choose a fair / reasonable
amount based on your background. Extremely high amounts will affect your overall
Matching Score.

New Wakency Requests:

After showing interest for a job and if your computed matching score fits, you will get a
Wakency request. Here is where you can view the job shift details, pay, location etc. By
clicking on choose dates, you can select which shifts work for you. Select those and then
apply for the job.

The Hiring Process:

After applying for a job, the employer will review your profile and if all looks good, may hire
you directly. They may also choose to have a chat or video interview before hiring through
our system. You will be notified of any incoming chat or call requests. If all goes well with
your interview, you will hopefully get hired.

Job Status:

Under the My Wakencies tab, you will see 6 types of job status. Over time, you will have
jobs that are new requests, jobs you have applied to, upcoming work, on-going jobs,
completed and closed. This is a simple way for you to keep track of your work flow process
in real time.

Payments:

All payments for jobs are handled currently between the client and you directly. We do not
transfer any monies into your account for work.

Tip: Feel free to add qualifications, certificates, your resume, skills, multiple work examples
and recommendations as all these further factor into your matching score. Strong profiles get
matched up to 40% more than basic ones. Visit the My Profile section on your dashboard to
add these items.

That’s pretty much it. If you get stuck at any point, we do have a chat feature in our
dashboard that you can use for help.

For employer
Info graphic: 6 Tips for Better Phone Interviews

We recently added Video Calling to our growing list of great Wakency features. The ability
to make a video call to candidates helps you save time and speeds up the hiring process. We
know scheduling interviews in person can be a drawn out process with not the best efficiency.
Implementing a robust video calling game plan is something you should be seriously looking
at.

Here are 6 tips to help you get maximum value from your future interviews.
 Wakency in the News!

Wakency has been in the news recently. Our Business Head, Anju Kanodia, has authored
some great pieces on Wakency and how we are shaking up the On-Demand freelance space.
Take a look below:

Forbes India –

“Datamatics is trying to make the most of the booming gig economy through Wakency”

http://www.forbesindia.com/article/startups/wakency-for-flexible-jobs/52537/1

Yourstory –

“While gigs offer flexibility to workers, it helps businesses complete assignments on time, is
a cost-effective way to access talent to scale up and facilitates better management to solve
issues related to unexpected turnover and no shows.”

https://yourstory.com/2019/03/six-tips-to-make-the-gig-economy-work-for-your-bus-vatpl2cqk5

Business World –

“Traditionally, managing this balance has meant tackling how to best make use of the time
available away from work”

http://www.businessworld.in/article/Gig-Economy-Is-The-Answer-To-Balancing-Family-And-
Working/23-03-2019-168317/
 Want to Become a Top Earner on Wakency? Learn from our Best Candidates

Today we wanted to give you a few practical tips on how to become one of the top earners on
Wakency. The easiest way to do so is to have a really great profile for employers to view.
The more comprehensive your profile, the higher your chances of being matched to multiple
Wakencies. Getting your profile in top shape can be done quickly and is an investment that
will pay off in the long run. Here is a checklist for you to go through and see where you can
make improvements:

1. Profile Picture

Employers expect a professional looking picture. If you have created a profile using
Facebook for example, do check if your picture is suitable for an employer to see. If you are
seriously looking to make the big bucks working the best part time jobs, your basic profile
picture should convey the same. Uploading a fresh profile picture is easily done from the edit
profile section on your Wakency App.

2. Skills & Qualifications

If you have a bunch of these, make sure they are uploaded to your profile. Consider these to
be your badges of merit. It can often make the difference between getting the job or not. You
never know how having a particular qualification can resonate with a potential employer.

3. About me

We cannot stress how important this section of your profile is. It allows you the chance to
talk about yourself and explain your experience, goals and expertise. A simple way to
structure your “about me” is to follow this outline – Start with a basic career background and
what you are currently doing, what has driven you to get to this point and finally, what you
are looking for at this point. Remember to proofread at the end and a word count of around
300 – 500 is appropriate.

4. Adding related roles

Wakency allows you to add up to 9 roles to your profile. Employers have the ability to see
these additional roles when checking your profile out for a particular Wakency. Think of it as
showcasing what else you are good at and can execute if needed be. Our technology will also
match you to a Wakency if you have relevant experience in a related field. This Essentially
doubles your chances of getting hired.
5. Connect with LinkedIn

Adding your LinkedIn profile to your Wakency account is easy and to become a top earner,
you should consider it an essential part of your profile. Having it available for employers to
view if they desire, adds another layer of confidence and can separate you from candidates
that have yet to do so. Having a solid LinkedIn profile shows you are serious about your
career and making the right impression.

6. Recommendations

Getting glowing recommendations from previous employers is a sure way to get noticed. You
will see recommendations in almost all profiles of our best candidates. Requesting
recommendations from a past co-worker or boss can be done directly from our system by
sending our a simple invite. Once the recommendation has been sent back, it will reflect
immediately on your profile. This is something you should get on with right away and
accumulating recommendations will serve you well when it comes to getting hired.

Follow these 6 simple steps and you should see your progress on Wakency improve right
away. It does not require a massive amount of time and is the best way to get the most out of
our platform. With new employers signing up and Wakencies being created every day, now is
the right time to get you profile in tip top shape.
 Data collection methods

The data has been collected from both the source primary and secondary
sources to generate the project.

1. Primary Data:
These are the data which are collected from some primary sources i.e., a source of origin
where the data generate. These are collected for the first time by an investigator or an agency
for any statistical analysis.

“Data which are gathered originally for a certain purpose are known as primary data.”

2. Secondary data:
These are the data which are collected from some secondary source i.e. the source of
reservation storage where the data is collected by one person and used by other agency. These
are collected as primary data and used by other as secondary data.

“The data which are used in an investigation, but which have been gathered originally by
someone else for some other purpose are known as secondary data.”

3. Personal observations
I have actively participated in recruitment procedure of the company, so I am able to got
first-hand experience of recruitment and easily able to recognize the pitfalls that are prevalent
in recruitment procedure at wakency.
 Interpretation from the study

Wakency strength lies in their experienced and dedicated workforce manpower.

The strength in recruitment comes from the manpower it has as they believe in
right people at right place. They are one of leading consultancies in providing
placements.

Wakency financial performance is consistent with its mission, objectives and

organisation environment. The organisations embrace idea of ‘dedication
towards organisational excellence. This includes improvement of the company,
services and employees.

The recruitment industry is changing fast. To survive and to prosper involves

expanding its vertical aparts from BPO and IT enable- service only. This means
that the firm has to think ahead, tie up with more companies and something that
generate more revenue but involves fewer risks.

Huge sums must be invented in hiring best talents and developing infrastructure
of the wakency. As wakency expands its verticals, they must be mindful of
changes caused by it.

The competitive environment creates challenges and opportunities for any

company - with equal importance for the communities in which they reside.

The study offer new insight into what is the recruitment process at a company.
It helps to learn about the structure and operation of the wakency.

It also identifies the challenges faced during starting a recruitment firm and the
steps involves in recruitment firm as entrepreneur.
 Start-up of the company

Understand the Market Statistics

Doing proper homework of the current market trend and understanding which
industry will generate fruitful returns is the crux of any business. And in the
case of starting an HR/ Recruitment firm, it is a must. So, in case you are
planning to start recruitment or HR consultancy firstly decide on which industry
you wish to concentrate and what type of employment agenda you wish to
follow.

Study your competitors

Do a quick study of other recruitment agencies that deal with the same sector
as of yours. Later try to understand the challenges and benefits it poses. This
can be based on the owner’s experience as well as the current market trend.

Build Database

A recruitment agency is nothing without Businesses and Job Seekers. Thus,

building a database of clients and potential job seekers is an important element
for newbie agencies. Now, how to generate clients and how to reach out to job
seekers. Here are a few easy tricks:

How to build a client list and how to get Jobseekers for

those clients?

Take part in Job Fairs

Get in touch with organizers of Job/ Career fairs as they are a lucrative medium of
introducing oneself with businesses who deal in your niche. Participate in Job fairs wherein
you can meet potential clients for your firm. You can also tie-up with few top colleges that
deal in your niche sector organizing job fairs in their premises. These fairs witness the huge
amount of crowd mostly of job seekers who are in look out for a job.

Example – Participate in the job fairs and offer them speeches on topics like How to use
Social Media for the Recruitment? How to find the Right Fitting Job? etc.

Call your clients

As a new agency, no clients or job seekers will approach you directly. It depends upon how
well you market your agency. As a new agency, you need to do some R&D and hard work
like checking through phone directories or Yellow Pages and calling up the clients who
deal in your niche.
Printing business cards, or pamphlets and distributing it in malls, business parks with your
agency details will aid businesses to get acquainted with you and reach out to you later if
in need making it a potential way of reaching out to job seekers and clients.

Stay updated
New into Recruitment business? In search of clients? Well, then keep your eyes and ears
wide open. Check out on Newspapers, Business Classifieds columns about which company
has published an ad for which position. Also, check if any new firms are opening in your
vicinity. If yes, grab the opportunity and without wasting time reach out to them. Contact
their management team and find out if there are any vacancies that they are trying to fill.

Use every opportunity to network with people

Suppose there is a recruitment agency in your vicinity which is to shut down soon, go and
approach them. Ask them if you can acquire their company database and list to continue
with the business. Try your best; you never know where it can reach you.

Connect through Social Media

Social Media has been a growing potential field for recruiters, businesses and job seekers
to reach out to each other. Follow businesses and executives on Twitter, tweet about them,
and participate on the contents they post. LinkedIn is also a great platform where you can
follow them and stay updated regarding the latest openings and news. Message them on
LinkedIn and introduce yourself. Ask them whether there are any vacancies to be filled and
how you can help them in finding lucrative individuals for the position.

Google Search
Search for a growing business in your location, and enlist their contact numbers. Call up
the companies and pitch about your agency. Approach the companies personally and hand
over your Card with details to the receptionist pitching about your agency.

Create Website
Opening a website and selecting a domain is the best way of reaching out to the clients.
Choose a good name and URL that does justice to your Business Name. Get into contracts
with potential clients and job seekers through your website to make the reach easy.

Advertise your Agency online

Advertising is always useful whether for selling a product or a service. With the advent of
the internet and a number of tools, this task is much eased out. You can place ads on top
employment forums, groups and portals to attract clients and job seekers.

Use of Technology has been the latest technique in aiding recruitment and analyzing talent.

Government licence required to start-up the company -

• Get registration from the registrar of the companies.

• Now registration is also done through online process if you have all documents.
 • CA of company handles the registration process and get it registrated.

ORGANISATION STRUCTURE OF WAKENCY

Every organisation has its own structure which includes the employees working under the
head office who guides and direct them. Big organisations have a structure which may be
complex but small firms don’t have such complexity but uniformity should be there in order
for smooth working of the firm.

In case of wakency since it is a small firm as well as new start-up also, that is the reason it
have average number of employees. The organisation has flexible environment for working
and each member’s works with co-ordination and co-operation with one another.

Business head
(Anju & Karan)

Director
(Ketan)

Marketing head IT head HR head

(Mihir) (Naveen) (Sonali)

UNDER HR PROCESS

Proactive process head (Jayesh)

Reactive process head (Shankar)

Off field head (Kapil)

 STRUCTURAL COMPONENTS

➢ Complexity:
Complexity of Wakency Company is low as the vertical differentiation i.e.
number of levels or hierarchy is small. Degree of specialization as well as
division of labour i.e. horizontal differentiation is low as seen from organization
structure of Wakency Company. And as the company is a startup it is not
geographically distributed therefore spatial differentiation is also low.

▪ Horizontal differentiation: Low

▪ Vertical differentiation: Low
▪ Spatial differentiation: Low

➢ Formalization:
The degree to which Wakency as organization relies on rules and regulation as
well as policies and procedure to regulate employee behaviour is low. As the
company does not follow any strict policies other than leave policy and
attendance policy which is basic regulation followed in all company.

• Formalization: low

➢ Centralization:
Centralization is moderate as the decision is taken by the Business manager
after the consultation of other departmental specialization.

• Centralization: Moderate

➢ ENVIRONMENT

Specific Environment
Wakency has a specific environment which is directly relevant to the
organization in achieving its goals. It includes clients, customers,
suppliers of inputs, competitors, government regulation. As wakency is a
company which is directly related to its customers and suppliers the most
 without which it won’t be able to achieve its goal of expanding business
and earn profit.

▪ It is abundant, stable and simple

ORGANIZATION EFFECTIVENESS CRITERIA

Wakency involves the following organization effectiveness criteria

• Profit
• Growth
• Participation and shared influence
• Overall effectiveness

It is a Human-Relation model because it falls under the cell PFE, where the
description is skilled workforce and its definition states that employees have the
training, skills and capacity to do the work.

i) People:
It is people oriented as it focusses on people as it deals with providing
jobs for different skill set of people
ii) Flexibility:
It is flexible because employees work in a flexible environment, that
means if marketing people are free they will help the others in their
work
iii) End:
Skilled workforce

➢ STRUCTURAL DESIGN OPTIONS

Since Wakency is a start-up company, it is in a formative stage. It is small in

size and number of employees is also less.

• Therefore according to Mintzberg it is a SIMPLE STRUCTURE

 • Result: control is centralized
• Domination: strategic apex

Wakency is a SIMPLE STRUCTURE DESIGN because it is

i) Low in complexity

ii) Less in formalization

iii) Decision making power is centralized

DETERMINANT OF STRUCTURE

➢ STRATEGY: Mile’s and Snow’s strategic typologies

• ANALYSER
i) Goal- Stability and flexibility
ii) Environment: changing
iii) Structural characteristic: tight control over current activity, moderately
centralized control.

➢ ENVIRONMENT: Burn’s and Stalker

• Wakency has ORGANIC environment as task definition is
flexible, low formalization, influence is expertise

➢ TECHNOLOGY: LONG-LINKED TECHNOLOGY

• Sequence is interdependent with low complexity and formalization.

➢ POWER: power is dependent on position. The powerful people that are

the one with highest position influence the decision and have the power to
make decision.
 Recruitment process
Recruitment is a process of finding and attracting the potential resources for filling up the
vacant positions in an organization. It sources the candidates with the abilities and attitude,
which are required for achieving the objectives of an organization.
Recruitment process is a process of identifying the jobs vacancy, analyzing the job
requirements, reviewing applications, screening, shortlisting and selecting the right candidate.
To increase the efficiency of hiring, it is recommended that the HR team of an organization
follows the five best practices (as shown in the following image). These five practices ensure
successful recruitment without any interruptions. In addition, these practices also ensure
consistency and compliance in the recruitment process.

Recruitment process is the first step in creating a powerful resource base. The process
undergoes a systematic procedure starting from sourcing the resources to arranging and
conducting interviews and finally selecting the right candidates.

• Recruitment Planning

Recruitment planning is the first step of the recruitment process, where the vacant positions
are analyzed and described. It includes job specifications and its nature, experience,
qualifications and skills required for the job, etc.
A structured recruitment plan is mandatory to attract potential candidates from a pool of
candidates. The potential candidates should be qualified, experienced with a capability to take
the responsibilities required to achieve the objectives of the organization.

Identifying Vacancy
The first and foremost process of recruitment plan is identifying the vacancy. This process
begins with receiving the requisition for recruitments from different department of the
organization to the HR Department, which contains −

• Number of posts to be filled

• Number of positions
• Duties and responsibilities to be performed
• Qualification and experience required
When a vacancy is identified, it the responsibility of the sourcing manager to ascertain whether
the position is required or not, permanent or temporary, full-time or part-time, etc. These
parameters should be evaluated before commencing recruitment. Proper identifying, planning
and evaluating leads to hiring of the right resource for the team and the organization.

• Recruitment Strategy

Recruitment strategy is the second step of the recruitment process, where a strategy is prepared
for hiring the resources. After completing the preparation of job descriptions and job
specifications, the next step is to decide which strategy to adopt for recruiting the potential
candidates for the organization.
While preparing a recruitment strategy, the HR team considers the following points −

• Make or buy employees

• Types of recruitment
• Geographical area
• Recruitment sources
The development of a recruitment strategy is a long process, but having a right strategy is
mandatory to attract the right candidates. The steps involved in developing a recruitment
strategy include −

• Setting up a board team

• Analyzing HR strategy
• Collection of available data
• Analyzing the collected data
• Setting the recruitment strategy

Recruitment procedure at wakency

 Job posting on indeed and monster.com

Extracting data of applicants

On boarding process on our application

Telephonic interview

Forward data to client

If selected the person gets job and ask for necessary documents

Fundamental challenges of the wakency

The main challenges of the recruitment firm come from three areas. First they must deals
with competition from market. Secondly, they must manage within a world of price control
that dictates a wide range of prices from place to place. Thirdly, the company must be
constantly work on improving their policies and recruitment procedure with time.

In the starting as every businessman has to face difficulty. Likewise this firm wakency also
had to face some issues. Some of following challenges faced by firms are –

➢ Finding new business in a competitive market.

➢ Getting to grip with social media – does it hold the key?
➢ Understanding how to shift from marketing to targeted marketing.
➢ Re – marketing and ‘staying in touch’.
➢ Knowing how to efficiently grow their profile within the industry.

RECRUITMENT PROCESS OUTSOURCE (RPO)

Recruitment process outsourcing (RPO) is a form of business process outsourcing (BPO)
where an employer transfers all or part of its recruitment processes to an external service
provider, according to the Recruitment Process Outsourcing Association (RPOA). An RPO
provider can provide its own or may assume the company’s staff, technology, methodologies,
and reporting. In all cases, RPO differs greatly from providers such as staffing companies and
contingent/ retained search providers in that it assumes ownership of the design and
management of the recruitment process and the responsibility of results.

Why consider RPO?

Today, the recruiting environment is rather complex. In order to effectively recruit top talent,
you need to navigate a tight labor market; become proficient in a set of relevant technologies;
and manage and nurture candidates and hiring managers. RPO providers are subject-matter-
experts; talent acquisition is their core competency. They know how to navigate the recruiting
environment, stay current with the latest recruiting technology and have the resources to scale
recruiting capacity to meet hiring demands. RPOs bring people, technology, process, and
metrics into a talent acquisition function.

Depending on what an organization is looking for, an RPO solution can bring an array of
many benefits including managing hiring fluctuations throughout the year; reducing total
recruiting cost and dependency on staffing agencies; improving hiring manager satisfaction;
reducing time-to-fill; elevating employment brand; improving candidate experience;
simplifying or streamlining the hiring process; and saving time for other duties among other
benefits.

Historically, RPO provided high-volume hiring for large organizations at a lower cost
compared to other recruiting options. However, RPO has evolved over the last few years to
become a flexible strategic talent acquisition solution with additional benefits that can be
adopted by small and medium-size organizations as well.

Over the past few years, RPO has been trickling down into the smaller and middle market
domain as outsourced recruiting becomes applicable to these markets. As a result, smaller,
agile RPOs are rising into the higher ranks of strategic recruiting partners and carving their
unique niche in the talent acquisition marketplace.

How is RPO Different than Other Outsourced Recruiting Options?

Traditionally, organizations hire through one of three recruiting options: internal recruiters,
staffing agencies, and contract recruiters. Until recently, few organizations were aware that
recruitment process outsourcing could be a viable or available solution to their recruiting.

Unlike other outsourced recruiting models, recruitment process outsourcing is a strategic

partnership that brings additional value-added benefits, including:
Analysis and planning. When run effectively, RPO providers work with their clients to
understand the business side of recruitment or business goals. They help clients forecast
staffing needs and plan the necessary resources to respond to these needs, which help achieve
those business goals.

Extensive job marketing. RPO providers market client jobs through job boards, social
media, referrals, and networking to drive candidate exposure to jobs and employer brand (a
major differentiator from staffing solutions).

Sourcing and engaging talent. In addition to finding talent, RPO providers build up
employment brand and recognition; engage future potential talent through talent communities
and talent pipelines; and source candidates in advance and with multiple sourcing
assessments.

Candidate assessments. RPO providers assess candidates, guide them through the beginning
of the recruitment process, and make sure they have the core skills, competencies, and
motivators to do the job.

Candidate care. Managing the candidate experience is very important as it reflects on your
employer brand. RPO providers help clients take care of the candidates and manage their
experience, whether they are being interviewed, hired, or considered for the job.

11 Advantages of Recruitment Process Outsourcing

There are many benefits of outsourcing RPO services to India, in particular to reliable service
providers like O2I. Some of the advantages are –

1. High-value sourcing solutions focused on targeted vacancies with professional and

experienced sourcing agents who have knowledge and understanding of different job
roles that accurately match your criteria, and are keen to hear from you.

2. Identifying and recruiting right candidates that are not only employable for recent
needs but for future opportunities as well

3. Global recruitment team operating across different continents with an established

network of potential candidates for your open positions. Our recruitment agents provide
your recruitment team with 3-5 pre-screened and pre-qualified candidates (all matching
your criteria)
4. Comprehensive candidate identification and screening tailored to your vacancy needs

5. No placement fee. Not being a recruitment firm, we do not charge placement fee for each
hire, but on a fixed hourly rate. All pre-screened candidate information remains your
property and can be loaded into your talent pool for future hiring

6. No start-up costs, the investment is around USD 19.50 per hour per Sourcing Agent

7. Hassle-free solutions. No employment, infrastructure, operational or staff burden costs

8. Quick start. Sourcing Agents that can start working in as fast as 15-30 days

9. Breath-in, breath-out volume based model to cope with hiring spikes / sudden increased
hiring volumes as well as quick reduction in team size during quiet periods

10. Increased savings due to lower sourcing costs (reduction in cost per hire)

11. Enabling higher delivery and performance outcomes from your current team through
an optimal and supportive recruitment model
As Wakency is a start-up and is been in the market few months back, so to known about
its growth and performance in the market and its market share will take time. Once it is
in the second phase then only we can comment on these above points.

Since Wakency is a startup venture of Lumina Datamatics and is associated with it, the
company profile Lumina Datamatics is:

Company Profile of Lumina Datamatics:

Lumina Datamatics is a trusted partner to several companies in the global publishing and
retail industries, addressing their needs in content, technology and commerce.

Founder: Lalit Kanodia

Established: 1975
Awards won: The Indo-American Chambers of Commerce (IACC) awarded ‘Excellence in
Services’ amongst Indian Companies in the United States
Lumina Datamatics bags the Best Communications Campaign award at the Corporate
Excellence Awards, 2013.

Vision
To be a global leader, acknowledged for consistently delivering superior business value to
publishers and retailers around the world.

Mission
Total customer satisfaction through relevant innovation in technology, in-depth
understanding of business processes and operational excellence.

Values

Passion to enable customers succeed

Agility towards change

Process- and technology-driven people

 About Lumina Datamatics

As a strategic partner, Lumina Datamatics helps its clients improve their business
competitiveness and achieve operational efficiency. The benefits delivered by its relevant
solutions include reduced time to market for new products and services, increased efficiency
in business processes, as well as deep reader and buyer insights.

For publishers, Lumina Datamatics manages end-to-end publishing processes—from

content creation till product delivery. Added to these are capabilities to generate feedback
from readers and buyers. This is achieved mainly with the combination of deep domain
expertise and innovative application of technology tools and platforms.

For retailers, Lumina Datamatics provides a competitive edge to increase sales through
advanced content solutions, business intelligence with content, and e-commerce technology
platforms.

Lumina Datamatics has a geographically diverse portfolio with a footprint across four
continents—Americas, Asia, Australia and Europe.

PRODUCTS OF LUMINA DATAMATICS:

1. CAPS – Content Authoring Publishing System

A Cloud-based Solution that Syncs your Publishing Value Chain

The publishing value chain calls for various professionals to work in sync, which is no easy
feat.
But with the help of Lumina Datamatics’ CAPS, publishers can stay ahead of the game.

The Power of CAPS

Lumina Datamatics’ CAPS is a cloud-based authoring and production platform that enables
publishers to create, edit and proofread content, and deliver across print, online & digital
channels.
An end-to-end publishing solution, CAPS allows you to control your e-book and print
production in an efficient and cost-effective manner.

2. MANUSCRIPT ASSESSMENT AND REPORTING SYSTEM (MARS)

With more than 2 million articles published yearly, it becomes imperative to screen for possible
language and structural pitfalls upstream in the article publishing process while ensuring
research validity prior to publication.
Screening such large numbers is labour intensive and a human process cannot be completely
error-free.
This is where MARS (Manuscript Assessment and Reporting System) comes in.
MARS is an automated online platform powered by machine learning (ML) to evaluate and
score manuscript content and to identify possible errors, generate a manuscript assessment
summary assisting authors and publishers to fix possible errors before peer review.

Advantages of MARS:

• Eliminates the manual process of reviewing manuscripts before peer review

• Smoothens and enhances acceptance rates post peer review
• Helps authors meet the initial screening requirements
• Saves cost for the publisher

1) ExpertSource:

ExpertSource is a cloud-based workforce solution that connects publishers with experienced

publishing professionals all across the world. Through ExpertSource, publishers can interact
with publishing professionals (writers, copy editors, proofreaders, subject-matter experts,
indexers, designers, artists, etc.), evaluate their skill levels; assign work; manage them; and
generate invoices for payment. With the aid of an easy-to-use work console, publishers can
identify potential freelancers for hire, monitor a project’s status or even reassign work as
deemed necessary.
 Short Brief on Job done during internship

Basically, there were two process on – field process and backend process.

In backend process the interns accompany the talent head and visit institution and colleges to
conduct meetings and take seminar to discuss about wakency and guide them to create their
profile on wakency app.

In the backend process there were two process proactive and reactive process. In proactive
process interns call the candidates, these candidate data are taken from job posted on various
job portal sites such as indeed and monster, they tell them about wakency and if interested
create their basic profile and send them the link to complete their profile on wakency.

In the reactive process there are live mandates i.e. clients who want to hire candidate for
different job profile, so interns call the matched candidates for that profile and take
telephonic interview and if appropriate candidate is interested for that job we apply from
backend team and accordingly view their profile shortlist them and select them for that job.

Learning & Managerial Insight acquired from Internship

1. Employing the learning of MBA to the actual work experience.

2. Learnt to access different job portal sites like indeed, monster, let’s intern.

3. Got to learn how to make create job description for various jobs and upload it on job
portal sites.

4. To take telephonic interview of a candidate and go through their resume.

5. Got to enhance my excel skills.

 FINDINGS FROM THE STUDY –

During my study of the firm I founded the following facts about firms and recruitment
process –

✓ The firm has tie up with the BPO companies only to generate good revenue.

✓ BPO industry is growing at a fast rate and hence there is a growing career opportunity
also in this industry.

✓ Most of the candidates are either graduate or under graduates during calling process.

✓ There is no career stability in BPO industry.

✓ Digital attendance available in wakency.

✓ Chances of selection of the candidate’s increases at the consultancy as the same

candidates may get a second chance in some cases.

✓ It is an additional benefit that you may also bring along with your friends looking for
the same profile while coming for an interview at firm.

✓ The recruiting firm business potential and long term profitability depends on
attracting and retaining clients.

✓ The successful recruiting firm depends on their ability to attract and retain external
talent’s who possess the skills and the experience to meet client’s need.

References:

✓ Information given about the company during internship

✓ Official website of the company to know about it in detail