A

SUMMER TRAINING REPORT

On
“EFFECTIVENESS OF RECRUITMENT &
SELECTION AT YBI FOUNDATION”
submitted in the partial fulfillment of the requirement for the
award of
MASTER OF BUSINESS ADMINISTRATION
(Session 2022-2023)

(Affiliated to AKTU University Lucknow)

Submitted To : Submitted By:
Dr. AAKASH CHABAQUE PRATYAKSHA SHUKLA
(Director ) Roll No. 210174070036
MBA- III Sem.

KISHAN INSTITUTE OF INFORMATION

TECHNOLOGY, MEERUT
(Affiliated to AKTU, University)
 CERTIFICATE

This is to certify that the report titled “EFFECTIVENESS OF

RECRUITMENT & SELECTION AT YBI FOUNDATION” being

submitted by PRATYAKSHA SHUKLA Roll No. 210174070036., in partial

fulfilment of the requirements for the award of the Degree of Master of

Business Administration, is a bonafide record of the project work done by

PRATYAKSHA SHUKLA of MBA, KISHAN INSTITUTE OF

INFORMATION TECHNOLOGY, MEERUT.

Dr. AAKASH CHABAQUE

(Director )

2
Has successfully completed one month online internship in HR
Department from Recruitment & Selection at YBI Foundation
Training Period – 26-Aug-2022 to 14-Oct-2022

3
 DECLARATION

I PRATYAKSHA SHUKLA undersigned, hereby declare the Project

Report titled “EFFECTIVENESS OF RECRUITMENT &

SELECTION AT YBI FOUNDATION” submitted in partial fulfillment

of the award of degree of master of Business admiration of a APJ Abdul

Kalam technical University is a bonafied report of work done by me

Under the guidance of Dr. AAKASH CHABAQUE Assistant

Professor of management KISHAN INSTITUTE OF

INFORMATION TECHNOLOGY, MEERUT. This Report has not

previously formed the bases for the award any degree, diploma or

sommelier tittle of any university .

Date :

Place :

Student Signature

  PRATYAKSHA SHUKLA

Roll No. 210174070036

MBA- III Sem.

4
 KISHAN INSTITUTE OF INFORMATION

TECHNOLOGY, MEERUT

CERTIFICATE BY GUIDE

This is to certify that the project report entitled “Effectiveness of RECRUITMENT

AND SELECTION” submitted by PRATYAKSHA SHUKLA bearing registration
number PREERN210053881 to AKTU, University for the partial fulfillment of
Masters Degree in Business Administration is an outcome of genuine

Place: MEERUT

DATE:

DR. AAKASH CHABAQE

5
 ACKNOWLEDGEMENTS

Through this acknowledgement I express my sincere gratitude towards

all those people who helped me in this project, which has been a learning

experience.

This space wouldn’t be enough to extend my warm gratitude towards

my project KISHAN INSTITUTE OF INFORMATION

TECHNOLOGY, MEERUT for his/her efforts in coordinating with my

work and guiding in right direction.

I escalate a heartfelt regards to our Institution Director Dr. AAKASH

CHABAQUE and Head Of Department Mr. SANJAY

KAUSHIK for giving me the essential hand in concluding this work.

It would be injustice to proceed without acknowledging those vital

supports I received from my beloved classmates and friends, without

whom I would have been half done.

I also use this space to offer my sincere love to my parents and all others

who had been there, helping me walk through this work.

PRATYAKSHA SHUKLA

6
 CONTENT

S.No. Particulars Page No.

1. Project Home Page

2. Student Declaration
3. Certificate by H.O.D. & Faculty Guide
4. Certificate by Reporting Officer
5. Acknowledgement
6. Preface
7. Executive Summery
8. Introduction
9. History
10. Company Profile
11. Research & Development
12. Objective of the study
13. Research Methodology
14. Swot Analysis
15. Data Analysis And Interpretation.
16. Findings
17. Recommendation Suggestions
18. Limitations

19. Conclusion

20. Bibliography

21. Questionnaire

7
 PREFACE

In today's highly competitive business environment what makes a company unique is

its human resource, so attracting the maximum number of candidates and selecting the
best ones among them is one of the most crucial tasks that an organization needs to
do.

Recruitment is the first phase of a candidate's interaction with the organization. The
perception of the organization he/she gets during the first interaction affects the
candidate's decision to accept or reject the offer letter if selected. Thus, to ensure that
the best talent is attracted towards the organization, the Recruitment and Selection
process should be streamlined. The project on time-study of Recruitment and
Selection process is to ensure a streamlined process EFFECTIVENESS OF
RECRUITMENT & SELECTION AT YBI FOUNDATION.

I am privileged to be one of the students who got an opportunity to do internship with

YBI Foundation. My involvement in this project and throughout the internship has
helped me in understanding the true challenges an organization faces and has also
given me a great learning experience.

8
 EXECUTIVE SUMMARY

The project titled “RECRUITMENT & SELECTION AT YBI FOUNDATION”

is undertaken with the “Super Recruitment Team”. The main purpose of the project is

to make a complete study of recruitment process in YBI FOUNDATION Pvt. Ltd..

Gurgram and to analyse the difference between a Soft Ware and a company's way of

recruitment. Recruitment basically means the process of posting vacancies whenever

there is a requirement to invite applications from as many eligible candidates as

possible. It includes the entire process right from identifying the vacancies to

selecting the candidates. It occupies a pivotal role in an organizational set up. Without

effective recruitment it’s not possible for any organization to hire the talent pool

which helps in its proper functioning. Over the past three decades its importance has

grown by and large.

The objectives of Human Resource Department are Human Resource Planning,

Recruitment and Selection, Training and Development, Career planning, Transfer and

Promotion, Risk Management, Performance Appraisal and so on. Each objective

needs special attention and proper planning and implementation.

With great care, the above said topics have been explained with the help of a sample

which was done during the course of two months at Super Soft Ware . Recruitment

and Selection was understood by adhering to client requirements whereas,

Performance appraisal was understood by the Soft Ware 's modus operandi.

9
 INTRODUCTION

Recruitment and selection

Recruitment and selection forms a core part of the central

activities underlying human resource management: namely, the
aquisition, development and reward of workers. It frequently
forms an important part of the work of human resource
managers – or designated specialists within work organisations.
However, and importantly, recruitment and selection decisions
are often for good reason taken by non-specialists, by the line
managers. There is, therefore, an important sense in which it is
the responsibility of all managers, and where human resource
departments exist, it may be that HR managers play more of a
supporting advisory role to those people who will supervise or
in other ways work with the new employee.
If the HRM function is to remain effective, there must be
consistently good levels of teamwork, plus ongoing co-operation
and consultation between line managers and the HR manager.’
This is most definitely the case in recruitment and selection as
specialist HR managers (or even external consultants) can be an
important repository of up-to-date knowledge and skills, for
example on the important legal dimensions of this area.
Recruitment and selection is often presented as a planned
rational activity,comprising certain sequentially-linked phases
within a process of employee resourcing, which itself may be
located within a wider HR management strategy.Bratton and
Gold (2007, p 239) differentiate the two terms while
establishing a clear link between them in the following way:

A) ‘Recruitment is the process of generating a pool of capable

people to apply for employment to an organisation.
Selection is the process by which managers and others use
specific instruments to choose from a pool of applicants a
person or persons more likely to succeed in the job(s),
given management goals and legal requirements.’

10
 B) ‘although the two functions are closely connected, each
requires a separate range of skills and expertise, and may
in practice be fulfilled by different staff members. The
recruitment activity, but not normally the selection
decision, may be outsourced to an agency. It makes sense,
therefore, to treat each activity separately.

Recruitment and selection, as defined here, can play a pivotally

important role in shaping an organisation’s effectiveness and
performance, if work organisations are able to acquire workers
who already possess relevant knowledge, skills and aptitudes
and are also able to make an accurate prediction regarding their
future abilities. If we accept this premise (which will be
questioned to some extent in this chapter), recruiting and
selecting staff in an effective manner can both avoid undesirable
costs – for example those associated with high staff turnover,
poor performance and dissatisfied customers – and engender a
mutually beneficial employment relationship characterised,
wherever possible, by high commitment on both sides.

A Topical And Relevant Area

Recruitment and selection is a topical area. While it has always

had the capacity to form a key part of the process of managing
and leading people as a routine part of organisational life, it is
suggested here that recruitment and selection has become ever
more important as organisations increasingly regard their
workforce as a source of competitive advantage. Of course, not
all employers engage with this proposition even at the rhetorical
level. However, there is evidence of increased interest in the
utilisation of employee selection methods which are valid,
reliable and fair. For example, it has been noted that ‘over
several decades, work psychology has had a significant
influence on the way people are recruited into jobs, through
rigorous development and evaluation of personnel selection
procedures’. In this chapter we will examine several
contemporary themes in recruitment and selection including

11
what is human as the competency approach and online
recruitment.
Recruitment and selection does not operate in a vacuum,
insulated from wider social trends, so it is very important to
keep abreast of current research. A CIPD annual survey report,
Recruitment, Retention and Turnover (2009d), showed how the
financial crisis was biting in the field of HRM. The survey
concluded that half of the companies surveyed claimed that the
recession was having a negative impact on their employee
resourcing budgets and activities. 56 per cent of organisations
were focusing more on retaining than recruiting talent, while
four out of ten said that they would recruit fewer people in the
forthcoming year. Interestingly, 72 per cent of respondents
thought that employers would ‘use the downturn’ as an
opportunity to get rid of poor performers and bring about culture
change. These specific findings epitomise the very close link
between recruitment and selection and the wider social and
economic context. This aspect of employee resourcing is
characterised, however, by potential difficulties. Many widely-
used selection methods – for example, interviewing – are
generally perceived to be unreliable as a predictor of jobholders’
performance in reality. Thus it is critically important to obtain a
realistic evaluation of the process from all concerned, including
both successful and unsuccessful candidates. There are ethical
issues around selecting ‘appropriate’, and by implication
rejecting ‘inappropriate’, candidates for employment. Many
organisations seek to employ people who will ‘fit in’ with their
organisation’s culture (French et al, 2008) – see also the IKEA
case study below. This may be perfectly understandable.
However, it carries important ethical overtones – for example,
whether an employing organisation should be involved in
shaping an individual’s identity. We put forward the view in this
chapter that, notwithstanding the moral issues and practical
difficulties outlined here, recruitment and selection is one area
where it is possible to distinguish policies and practices
associated with critical success factors and performance

12
differentiators which, in turn, impact on organisational
effectiveness in significant ways.

RECRUITMENT

A Recruitment Process is an organization-specific model of how

the sourcing of new employees is undertaken. Typically the
ownership of the recruitment process resides within the Human
Resources function, although again this may differ depending on
the specific organizational structure.
A recruitment process can be broken down into respective parts.
Whilst the naming and exact process steps are unique to an
organization, a typical recruiting process may commence with
the identification of a vacancy, then the preparation of a job
description, database sourcing, role marketing, response
management, short-listing, interviews, reference checking, and
selection.
The recruitment process itself is the focus of BPO approaches
such as recruitment process outsourcing, where an external
service provider is engaged to deliver the process.
Recruitment Process
Identify vacancy
Prepare job description and person specification
Advertising the vacancy
Managing the response
Short-listing
Arrange interviews
Conducting interview and decision making

Process of Selection
“Selection is the process of differentiating between applicants in
order to identify and hire those with a greater likelihood of
success in a job.”
Selection means a process by which the qualified personnel can
be chosen from the applicants who have offered their services to
the organisation for employment. The Selection process divides

13
the candidates for employment into two classes—those who will
be offered employment and those who will be rejected. Thus the
selection process is a negative function because it attempts to
eliminate applicants, leaving only the best to be placed in the
organisation. In the words of Dale Yodev, "Selection is the
process in which candidates for employment are divided into
two classes— those who are to be offered employment and
those who are not".
1) Preliminary Interview:
The purpose of preliminary interviews is basically to
eliminate unqualified applications based on
information supplied in application forms. The basic
objective is to reject misfits. On the other hands
preliminary interviews is often called a courtesy
interview and is a good public relations exercise.
2)Selection Tests:
Jobseekers who past the preliminary interviews are
called for tests. There are various types of tests
conducted depending upon the jobs and the
company. These tests can be Aptitude Tests,
Personality Tests, and Ability Tests and are
conducted to judge how well an individual can
perform tasks related to the job. Besides this there
are some other tests also like Interest Tests (activity
preferences), Graphology Test (Handwriting),
Medical Tests, Psychometric Tests etc.
3)Employment Interview:
The next step in selection is employment interview. Here
interview is a formal and in-depth conversation between
applicant’s acceptability. It is considered to be an excellent
selection device. Interviews can be One-to-One, Panel
Interview, or Sequential Interviews. Besides there can be
Structured and Unstructured interviews, Behavioral
Interviews, Stress Interviews.

14
4) Reference & Background Checks:
Reference checks and background checks are conducted to
verify the information provided by the candidates. Reference
checks can be through formal letters, telephone
conversations. However it is merely a formality and
selections decisions are seldom affected by it.

5)Selection Decision:
After obtaining all the information, the most critical step is
the selection decision is to be made. The final decision has to
be made out of applicants who have passed preliminary
interviews, tests, final interviews and reference checks. The
views of line managers are considered generally because it is
the line manager who is responsible for the performance of
the new employee.

6) Physical Examination:
After the selection decision is made, the candidate is required
to undergo a physical fitness test. A job offer is often
contingent upon the candidate passing the physical
examination.

7)  Job Offer:
The next step in selection process is job offer to those
applicants who have crossed all the previous hurdles. It is
made by way of letter of appointment.

8)Final Selectio

15
Key Points of Selection Process
 Selection is the process of selecting a qualified person
who can successfully do a job and deliver valuable
contributions to the organization.

 A selection system should depend on job analysis. This

ensures that the selection criteria are job related.

 The requirements for a selection system are knowledge,

skills, abilities, and other characteristics, known as
KSAOs.

 Personnel selection systems employ evidence-based

practices to determine the most qualified candidates and
involve both the newly hired and those individuals who
can be promoted from within the organization.

 Two major factors determine the quality of newly hired

employees: predictor validity and selection ratio.

16
Effective Recruitment And Selection
We have already referred to the potential importance of
recruitment and selection as an activity. Pilbeam and Corbridge
(2006, p 142) provide a useful overview of potential positive
and negative aspects noting that: ‘The recruitment and selection
of employees is fundamental to the functioning of an
organisation, and there are compelling reasons for getting it
right. Inappropriate selection decisions reduce organisational
effectiveness, invalidate reward and development strategies, are
frequently unfair on the individual recruit and can be distressing
for managers who have to deal with unsuitable employees.’
A)Recognising The Power Of Perception

Perception is defined as the process by which humans

receive, organise and make sense of the information they
receive from the outside world (Buchanan and Huczynski,
2007; French et al, 2008; and Rollinson, 2008). The quality
or accuracy of our perceptions will have a major impact on
our response to a situation. There is much data suggesting
that when we perceive other people – particularly in an
artificial and time-constrained situation like a job interview –
we can make key mistakes, sometimes at a subliminal level.
One key to enhancing effectiveness in recruitment and
selection, therefore, lies in an appreciation of some core
principles of interpersonal perception and, in particular, of
some common potential mistakes in this regard.

 Selective perception. Our brains cannot process all of

the information which our senses pick up so we instead
select particular objects – or aspects of people – for
attention. We furthermore attribute positive or
negative characteristics to the stimuli: known as the
‘halo’ and ‘horns’ effect respectively. For example, an
interviewee who has a large coffee stain on their
clothing, but is otherwise well-presented, may have
difficulty creating a positive overall impression despite

17
 the fact that it might be that their desire for the new job
that resulted in nervousness and clumsiness.
 Self-centred bias. A recruiter should avoid evaluating a
candidate by reference to himself or herself because
this may be irrelevant to the post in question and run
the risks of a ‘clone effect’ in a changing business
environment. The sentence ‘I was like you 15 years ago’
may be damaging in a number of respects and should
not be the basis for employment in most situations.
 Early information bias. We often hear apocryphal
stories of interview panels making very early decisions
on candidates’ suitability and spending the remaining
time confirming that decision. Mythical though some of
these tales may be, there is a danger of over-prioritising
early events – a candidate who trips over when
entering an interview room may thus genuinely be
putting themselves at a disadvantage.

It should be stressed that these, and other, perceptual errors are

not inevitable and can be overcome. Many HR professionals
study subjects like organisational behaviour as part of their
career qualifications in which they are made aware of the
dangers of inaccurate perception. Nonetheless, it remains the
case that an understanding of this subject area is an important
building block to effective recruitment and selection.
B)Taking A Staged Approach

Much prescriptive writing on recruitment and

selection advocates viewing the process as sequential
with distinct and inter-linked stages. This model is
referred to as the resourcing cycle. The resourcing
cycle begins with the identification of a vacancy and
ends when the successful candidate is performing the
job to an acceptable standard: ie post-selection. It is a
two-way process. Organisations are evaluating
candidates for a vacancy, but candidates also observe

18
the organisation as a prospective employer.
Conducting the process in a professional and timely
manner is necessary for normal effectiveness in
helping to ensure that not only is the ‘best’ candidate
attracted to apply and subsequently accepts the post,
but also that unsuccessful candidates can respect the
decision made and possibly apply for future
vacancies, along with other suitable candidates.
The first step in the recruitment process is to decide
that there is a vacancy to be filled. Increasingly a
more strategic and questioning approach may be
taken. If, for example, the vacancy arises because an
employee has left, managers may take the
opportunity to review the work itself and consider
whether it could be undertaken in an alternative way.
For example, could the work be done on a part-time,
job-share or flexi-time basis? Alternatively, could the
job could be automated? The financial services sector
in the UK provides one example of where
technological developments have resulted in both
significant job losses and changed patterns of work
since 1990.
On the assumption that a post does need to be filled
it will be necessary to devise specifications. Whether
a competency-based approach (this concept will be
defined later in the chapter) or the more traditional
method of formal job descriptions and person
specifications is chosen, a CIPD report (2007c) notes
that specifications need to reflect the duties and
requirements of the job along with the skills,
aptitudes, knowledge, experience, qualifications and
personal qualities that are necessary to perform the

19
 job effectively. Consideration should also be given to
how the recruiter intends to measure and elicit
information regarding those skills. Are they essential
to job performance or merely desirable, and can they
be objectively measured?
C) Attracting Candidates

The next stage in the recruitment cycle is the

attraction of candidates, as one important objective
of a recruitment method is to produce an appropriate
number of suitable candidates within reasonable cost
constraints. Pilbeam and Corbridge (2006, p 151)
note that ‘There is no ideal number of applications
and no intrinsic value in attracting a high volume of
candidates.’ Neither is there a single best way to
recruit applicants. Rather the chosen recruitment
medium needs to ensure that there are a sufficient
number of suitably qualified candidates from which
to make a selection without being overwhelmed with
large numbers of unsuitable applications. Using a
recruitment agency to find a small number of suitable
candidates, particularly for senior or specialised
posts, may prove a significantly more cost-effective
and efficient method than a major advertising
campaign which generates a large response from
unsuitable candidates. The choice of method will also
be influenced by the availability of candidates – that
is, is there likely to be a shortage or surplus of
candidates? For example, in the period around 2005
there was a large pool of Polish migrant workers
wanting to work in Britain, but within four or five
years this had significantly diminished as employers

20
 found some applicants were being more selective,
while other potential Polish workers had returned
home after the financial and economic crisis took
hold in the UK after 2008.
D) Selection

One of the last stages in recruitment and selection is

selection itself, which includes the choice of methods by
which an employer reduces a short-listed group
following the recruitment stage, leading to an
employment decision. For most people, this is the only
visible stage of the resourcing cycle because their
experience of it is likely to be as a subject – or candidate
– rather than involvement in planning the entire process.
While recruitment can be perceived as a positive activity
generating an optimum number of job-seekers, selection
is inherently negative in that it will probably involve
rejection of applicants.
It would be prudent to argue that selection decisions
should be based on a range of selection tools as some
have poor predictive job ability. While it is almost
inconceivable that employment would be offered or
accepted without a face-to-face encounter, many
organisations still rely almost exclusively on the outcome
of interviews to make selection decisions.
To have any value, interviews should be conducted or
supervised by trained individuals, be structured to follow
a previously agreed set of questions mirroring the person
specification or job profile, and allow candidates the
opportunity to ask questions. The interview is more than
a selection device. It is a mechanism that is capable of
communicating information about the job and the
organisation

21
 to the candidate, with the aim of giving a realistic job
preview, providing information about the process, and
thus can minimise the risk of job offers being rejected.
Organisations seeking high performance in their
selection processes should therefore give considerable
attention to maximising the uses of the interview and,
ideally, combine this method with other psychometric
measures where appropriate.

Validity Of Selection Methods

It may appear self-evident that organisational decision-makers
will wish to ensure that their recruitment (and in this case)
selection methods are effective. We have already suggested,
however, that making judgements on an individual’s personal
characteristics and suitability for future employment is
inherently problematic and that many ‘normal’ selection
methods contain significant flaws. There is also the question of
what is meant by the terms ‘reliability’ and ‘validity’ when
applied to recruitment and selection.
Reliability in the context of workforce selection can refer to the
following issues:
a) Temporal or ‘re-test’ stability where the effectiveness
of a selection tool is assessed by consistency of results
obtained over time. An individual could for example
complete a personality inventory or intelligence test
at different times over a period of several years,
although in the latter case it would be important to
isolate the impact of repeated practice on results.
b) Consistency – that is, does the test measure what it
sets out to? Some elements of IQ tests have for
example been criticised for emphasising a person’s
vocabulary which might in turn be influenced by their
education and general background rather than by
their innate intelligence.

22
Validity in this area is typically subdivided into the following
aspects:
 Face validity has an emphasis on the acceptability
of the selection measure, including to the
candidate himself or herself. For example, it is
possible (although extremely unlikely) that there is
a correlation between a person’s hat size and
his/her job competence. However, you would be
reluctant to measure candidates’ heads as part of
their selection due to their probable scepticism at
the use of this measure
 Content validity refers to the nature of the measure
and in particular its adequacy as a tool. For
example, the UK driving test could be criticised for
not assessing ability in either night driving or
travelling on motorways.
 Predictive validity centres on linkages between
results or scores on a selection measure and
subsequent outcome – most commonly, job
performance at a future point. Here it is important
to identify when the comparison will be made – ie
immediately in the case of a simple job requiring
little training, or more commonly, at an
intermediate point, possibly after a suitable
probationary period.
We argue here that validity, along with fairness, should be
the overriding indicator of a selection method for high
performance organisations and that it is important to
obtain sophisticated data on validity in all its forms.
Pilbeam and Corbridge (2006, p 173) provide a summary
of the predictive validity of selection methods based on the
findings of various research studies.

23
However, they suggest that these validity measures should be
treated with caution because they can be affected by the
performance indicators used, and by the way the tools were
applied. They indicate nonetheless both variability between
measures and some overall degree of uncertainty when
predicting future work performance during the selection process.

24
RECRUITMENT AND SELECTION: ART OR SCIENCE?

Systematic models of recruitment and selection based on a

resourcing cycle should not necessarily imply that this process is
underpinned by scientific reasoning and method. As we have
seen, Pilbeam and Corbridge note that even the most valid
methods fall some way short of complete predictive validity.
Thompson and McHugh (2009) go further, taking a critical view
on the general use and, in particular, the validity of employee
selection methods. In commenting on the use of personality tests
in selection, these authors state that in utilising such tests
employers are essentially ‘clutching at straws’ and on this basis
will probably use anything that will help them make some kind
of systematic decision. These authors identify now discredited
selection methods, such as the use of polygraphs to detect lying
and other methods such as astrology, which are deemed more
appropriate in some cultures than in others. It is indeed
important to keep in mind that today’s received wisdom in the
area of recruitment and selection, just as in the management
canon more generally, may be criticised and even widely
rejected in the future.
The process of recruitment and selection continues nonetheless
to be viewed as best carried out via sequential but linked stages
of first gathering a pool of applicants, a screening-out process,
followed by the positive step of actual selection. This apparently
logical ordering of the activities is largely viewed as essential to
achieve minimum thresholds of effectiveness.

25
 HISTORY

Ybi Foundation is a 2 years 16 days old Private Company incorporated on 22 Oct

2020. Its registered office is in West Delhi, Delhi, india. The Company's status is

Active, and it has filed its Annual Returns and Financial Statements up to 31 Mar

2021 (FY 2020-2021). It's a company limited by shares having an authorized capital

of Rs 10.00 lakh and a paid-up capital of Rs 5.00 lakh as per MCA.

2 Directors are associated with the organization. Alok Yadav and Arushi Yadav are

present...View more

CIN/LLPIN/FCRN

U80903DL2020NPL371984

Company Legal Name

Ybi Foundation

ROC Code

RoC-Delhi

Company No.

371984

Company Category

Company limited by Shares

Company Sub Category

Non-govt company

Company Class

Private

Authorised Capital

₹ 10.00 lakh

26
Paid up Capital

₹ 5.00 lakh

Incorporation Date

22 Oct 2020

Date of AGM

31 Dec 2021

Date of Balance Sheet

31 Mar 2021

Listing Status

Unlisted

Industry

Education

Company Size

27
COMPANY PROFILE

YBI FOUNDATION aims to serve the Professional Industry by developing an

ecosystem that enables Organizations & Professional to choose the right partner to be
their "Trusted Provider of resources for Subcontracting, Freelancing & Business leads
" through its online portal. YBI FOUNDATION aims to create a network of partners
by providing an online platform for easy access to: • Full-time Recruitment - SAP,
Oracle and other technologies • Freelancing • Subcontracting of projects •
Subcontracting of resources • Skilled Professional Resources as Freelancers • Projects
• Business Leads • Training • Virtual Team The company is at the forefront in
redefining the marketplace by creating confidential, user-friendly experiences by
giving the world innovative and sought after services at the click of a button. We
pride ourselves on creating a value system based on facts, trust that helps bridging
human needs. Key Services • Direct organization to organization connect for
subcontracting of whole or part of a project • Direct connect to Organization with the
available skilled resource for subcontracting of resources. •“Business Lead as a
service” - YBI FOUNDATION allows People & Organization to share Business leads
and grow business without investing in the 'hiring of resources'. Only pay for
Business leads required by your business. All Business leads are validated and
uploaded on YBI FOUNDATION. • Acess to vetted candidate profiles (with Soft &
Technical skill evaluated) •YBI FOUNDATION helps individuals & organization set
up a virtual team of experts. •YBI FOUNDATION provides a platform to trainee &
trainer to connect with each other •YBI FOUNDATION Pro services for individuals
to gain access to premium profiles and personalized services •Coming soon is our
Blogs services that will help you meet with strong bloggers who will help you create
positive environment to offer your product or service.
Website
http://WWW.YBI FOUNDATION.com
Headquarters
Mohali, Punjab
Year Founded
2018
Company Type
Privately Held

28
 Size
11-50 employees
Specialties
Subcontracting , Business Leads, Professional , Virtual team, Freelancing,
Recruitment, IT services
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 YBI FOUNDATION is an organised online market place for corporate

companies and individuals to showcase their business or individual professional
portfolio, generate qualified business leads & associate for professional contracts. Our
forte lies in providing our audience an access to filtered, authenticated and
trustworthy client-vendor need based information and professional service exchange
platform. As the name of the company suggests, we help develop Partners Network
for seeking and rendering Professional services.
 Our core philosophy 'Help develop an ecosystem that enables Organizations &
Professional's to choose right project partner's and contribute in churning business
unit goals and profitability'.
 Beyond connection we provide an easy access to network partners with hot
lead's of:
 1) Project subcontracting
 2) Resource subcontracting
 3) Skilled Professional Resources as Freelancers
 4) Projects
 5) Business Leads
 6) Training
 7) Virtual Team
 The company is at the forefront in redefining the market place
to an alliance platform by creating confidential, user friendly experiences by giving

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 world innovative and the most sought services that will simplify businesses. More
than ecosystem we create value system based on facts, trust & bridging business
needs.
Our unique selling proposition
1) We are a data house of experienced, hands on service professionals with proven and
validated track record. We rank professionals based on accessibility, affordability,
execution, past work history, work testimonials or ratings with YBI FOUNDATION and
allocate service badges that help clients or prospects to identify the professional partner
for goal
2) System validated check's to access quality of Business leads uploaded & after thorough
validation's they are being featured for share
3) Rendezvous faraway trainers at YBI FOUNDATION's web meeting point
4) Unique premium services that help meet potential partners for business expansion
5) Coming soon is our Blogs services that will help connect with reputed or distinct
bloggers who will help you create positive environment to offer your product or service
LinkedIn: https://www.linkedin.com/company-beta/13389580/

Training
 This service is a comprehensive enterprise solution for:
 1) Searching and partnering with other organisation's for subcontracting of
project and or subcontracting of human resource required to complete project tasks
 2) Reducing time, effort & cost spent on selecting right partner for execution
of projects
 3) direct connection with an organisation having available resources for
subcontracting on real time basis
 4) Diving into information pool of listed professionals categorized under
plethora of services. Helps one gather more information about the Professional(s)
before hiring them for specific assignment(s)
 5) Assistance in providing a detailed & structured brief that will help vendors
analyse the real-time scope of work and accordingly bid or seek alliance for your
project and give quotations
 6) Quality assurance, within real budget and project timeline's ensuring win-
win situation for both parties
 7) Tips on strategic and smart way of utilizing available resources

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 8) Engaging professionals to execute business requirements
 We offer the most competitive yet flexible solutions when it comes to
subcontracting. To get more assistance in understanding the contracting business,
please touch base with our team on the following id contracting@YBI
FOUNDATION.com
 * YBI FOUNDATION follows a dual check mechanism to inspect and
validate organization and people.
 ) Aims to provide wider market access to small & mid size organisation for
professional services through its business lead services without investing in business
development resources
 2) Provides mutually beneficial platform to professional's & organisation's for
sharing business leads
 3) Ensures business leads to stay confidential and displayed to only relevant
interested parties
 4) All Business leads are validated by YBI FOUNDATION team to ensure
quality of leads
 5) Only platform to charge for business leads that you pick up
 6) At YBI FOUNDATION we help you get in touch with Professionals who
specialize in generating qualified Business Leads because business lead generation is
a knack that is not acquired through qualification but to Professionals this skill set can
be innate, comes from their constant hunger for market information and application of
this knowledge or some have mastered the art of storytelling. Whatever be their story
of success on lead generation, we help you connect with such geniuses who are able
to present your product or business like their own
 7) Win -win situation for both parties i.e.
o a) Individuals/ Organisation sharing Business leads
o a) Individuals/ organisation as Vendors
 The advantages of obtaining Qualified Leads through Business
Leads is as follows:
 1) Access to wider market without investing in Business
development resources

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 2) You are talking to client with some interest in buying your
service than with client who has no interest at the moment for knowing more about
you
 3) Depending on your definition of Qualified leads, you may
assign task of already scheduling meetings for your business sales teams. This will
help you save a lot of time and you will be addressing your business to someone who
has an idea or a requirement for your business
 4) Training, maintaining & tracking sales team is high on
energy stressful exercise while outsourcing for Business Leads helps you to focus on
your core domain, or planning, marketing campaigns for your product or service
 5) Reduces or mitigates the cost of investment on software's or
technology required to build & manage database & sales tracker technology
 6) Download or knowledge sharing from vendor partner of best
strategy to be adopted for early business closure. A perspective about the prospective
client before approaching can help in anticipating the questions that may come of out
the meeting, you will be more prepared than visiting completely fresh
 7) Hiring, training, incentivising, substituting and retaining
sales force or business development team is a very expensive affair. YBI
FOUNDATION Business Lead process helps control costs and takes away much
burden from Human Resource Management team
 8) Business will boost as you will work with a professional or
team of go-getter(s) who will be aggressively looking for opportunities for your and
their growth. Associating with Business Lead Generators help in crafting metrics and
evaluating best business strategy success
 9) Ideal for new market entrants & or makes easy for
introducing products or services in new geographies
 Freelancing comes with meritorious benefits such as financial independence,
freedom of flexibility and finishing the project on mutually convenient or agreed
timeline. Demand for freelancers have twice increased since 2016, 53 million people
i.e. 34% of the workforce is working as freelancers in The USA as quoted in
AdaptRM
 Obtain the following advantages as you join as a Freelancer:

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 1) Zero expense on travel to workplace & your desktop becomes your Virtual
office
 2) Working from home can give you more time to devote on multiple projects
or will help you to strike a perfect work-life balance or to pursue a new hobby of your
choice or learn a language
 3) Sick of office politics? You can't deal with it or you are not getting success
because you are never recognised then here's the platform for getting the true worth of
your knowledge and services
 4) You get paid for what you are hired for and not for multi-tasking
 5) Work during time slots most suitable for you, enjoy, take the break, go for a
walk without fear of getting judged by colleague. Be a boss of your own activity
 6) Choose the project(s) that you relate with and are happy working on. Get
work satisfaction
 7) Generate several pockets for revenue generation and enjoy financial
freedom
 8) Chance to meet your prospective employer who can hire basis your proven
skill sets
 9) Those shy to speak for themselves, free lancing helps your work speak for
you. It increases your self-confidences and motivates you to drive your energies more
positively
 10) Unlike the traditional mind set of a fixed job getting security, today free
lancing is changing the definition of 'work and financial security'. Free lancing voids
the fear of losing job with corporate business loss
Benefits at YBI FOUNDATION :
YBI FOUNDATION corporate governance concept consist of Consulting & Training
Certification program (Lean Six Sigma Management or other corporate Quality
domains, both individuals as well as on-shore corporate sites location, with interactive
sessions providing multi -sensory impact throughout the program. The methodology
is the biggest differentiator in our programs.
Exclusive Benefits for Corporates under corporate Training & Consulting :

 Exclusive Training by Most experienced and respected trainers and

consultants

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 Highest recognition and respect across sectors with updated programs with
latest inputs
 Training and facilitation methodology with Multi-sensory impact.
 Complete Range of programs from yellow belt up to Lean Six Sigma Master
Black Belt,
 Regular corporate mentoring and corporate training programs in various cities
 Unique after training support through very active web based forum and group
activities
 Six Sigma and Lean Implementation follow-up with powerful Top/ Senior
Management
Workshops within organizations for corporate as well as individuals
 Concentrated Project completion support and certification at no additional cost
(for Six Sigma candidates).
 Conducted only by trainers with cross industry implementation and leadership
experience.
Exclusive Benefits for Individuals at YBI FOUNDATION Labs (Training
Centre’s ) :
 Exclusive trainings for professionals and career seekers in Business / Process
excellence.
 No extended batch (bet 3-5 persons at max), dedicated and concentrated
trainings.
 After training completion support
 Professional CV preparation
 Industrial projects (Dummy) / industrial projects, hands on practice
 Morale booster for career enthusiasts
 Corporate communication understandings in various events and trainings
conducted.
 Interview preparation for individuals (exclusive sessions) based on demand
 After course completion support for their alluminee .
 Special Internship facilitation programs for aspiring candidates as per
availability.

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 Special BONANZA Benefits at YBI FOUNDATION Labs (Training centre’s at
India) for :
 Schedule Caste / Schedule Tribe (discounts)
 Women candidates (Divorces )
 Ward of Defense / Retd persons (Son / Daughter )
 Defense personnel Serving in Defense / Paramilitary forces.
 Handicap Or any person as decided by Management.

YBI FOUNDATION group members, Years of experience led to redefine a set of

processes, procedures, tools for consulting and training, that allow to quickly and
efficiently prepare our client organizations for various quality standards and best
practices like Lean, Six Sigma, CMMi, ISO trainings and other international quality
training certification.
As no two management systems are alike, we customize our tools and techniques to
reflect the achievements of individuals or client's organization.
Our quality training courses emphasize Lean, Six Sigma, CMMi, ITIL, ISO and other
quality standards also other corporate domain trainings, for corporates as well as
individuals based requirements, which are customized as per client's requirements.
In addition, our training program includes classroom instruction and internal auditing
training at the client's facility so that trainees learn from the relevancy of their own
facility and at the same time satisfy the requirement of an internal audit.

 We are specialized in providing best-in-class technical training and certifications on

all popular technologies available globally. We offer several innovative learning
methods and delivery models to cater the unique requirements of a global customer
base. We also provide corporate training's on various cutting edge technologies. We
have a team of Certified Trainers with minimum 10+ years of Industry background. In
past 7 years we have trained 18000+ candidates and out of which we are able to place
12000+ professionals in various industries successfully. Our courses are for
individuals as well as for corporate. We also undertake customisation of the courses
as per client requirement.
 

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We have partnered with various companies and agencies to help place our students
with the best matching position with startups and MNC's. We have
developed Placement Preparation Process which helps students to crack interviews.
Global Leader in IT Training...
-EU Software Education and Development Center is due at Bangalore.
India's IT industry (USD bn)
FY FY FY FY FY
Particulars
2013 2014 2015 2016 2017
IT Services 10.4 13.5 17.8 23.5 31.0
- Exports 7.3 10.0 13.13 18.0 23.1
- Domestic 3.1 3.5 4.5 5.5 7.9
ITES-BPO 3.4 5.2 7.2 9.5 12.5
- Exports 3.1 4.6 6.3 8.4 10.9
- Domestic 0.3 0.6 0.9 1.1 1.6
Engineering services, R&D and Software
2.9 3.9 5.3 6.5 8.6
products
- Exports 2.5 3.1 4.0 4.9 6.4
- Domestic 0.4 0.7 1.3 1.6 2.4
Hardware 5.0 5.9 7.0 8.5 12.0
- Exports 0.5 0.5 0.6 0.5 0.5
- Domestic 4.4 5.1 6.5 8.0 11.5
Total IT industry (including hardware) 21.6 28.4 37.4 48.0 64.
Health issues among Young labor force
Employees in IT / ITES services undergo high stress in their work environment which
raises serious concerns about work in this industry. The corporate HR practices are
another concern where one survey found TCS employees average age is 29 years and
the recruitment practices which contribute to the inexperienced work force in the
industry. Corporate critics shortage of human resources but the analyst says 20 year
old industry cannot have 6 year experienced labor force.[18] There have been raising
concerns on violating employment laws by corporate and there are harassment
reported from companies like Wipro.
Top 11 IT Hubs in India

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Ranking City Description
Popularly known as the capital of the Silicon Valley of India
1 Bangalore is currently leading in Information Technology Industries in
India.
It is the second largest exporter of Software. It has the largest
2 Chennai
operations for India’s top software company TCS
Hyderabad which has good infrastructure and good
government support is also a good technology base in India.
3 Hyderabad
The Government of AP Has built a separate township for IT
Industry called the HITEC City.
4 Pune Pune, a major industrial point in India.
It is the Manchester of South India. Among major metro-
markets
Coimbatore(up 31% percent)MAY 11(Bangalore showed the
5 Coimbatore slowest rate of annual growth at 4 percent driven by reduced
demand in the BPO/ITES sector),It Become an Upcoming
Major IT hub of India

The National Capital Region of India comprising Delhi,

Gurgaon, Faridabad, Gurgram, Greater Gurgram and
6 NCR Ghaziabad are having amVSBious projects and are trying to
do every possible thing for this purpose.

Popularly known as the commercial, entertainment, financial

capital of India, This is one city that has seen tremendous
growth in IT and BPO industry, it recorded 63% growth in
7 Mumbai
2008. TCS, Patni, LnT InfoTech, I-Flex WNS and other
companies are headquartered here.

8 Kolkata Kolkata is a major IT hub in eastern India. All major IT

companies are present here. The city has tremendous
potential for growth in this sector with upcoming areas like

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 Rajarhat.
Famously known as "Gateway of South India”. Trivandrum,
the capital of

9 Trivandrum Kerala is a green metropolis and tier I city. GOK provides a

good platform for IT development in the city with India's
largest IT park Techno park and dedicated Techno city SEZs.

This rapidly growing industrial hub houses a lot of IT/ITES

and BPO giants. Genpact, Connexions IT services, Deutsche
10 Jaipur Bank and EXL BPO, PART NET PRO’s, Tech Mahindra,
and Wipro are here. There are plans to build the largest IT
SEZ in India by Mahindra under the Mahindra World City.
11 Bhubaneshwar Fast growing center of IT/IT-enabled services, BPO & KPO
India IT Industry
The Indian IT industry is mainly governed by IT software and services such as
System Integration, Software experiments, Custom Application Development and
Maintenance (CADM), network services and IT Solutions. According to the findings
of National Association of Software and Service Companies (Nasscom) the revenues
of the Indian IT-BPO industry will aggregate up to US$ 88.1 billion for the FY2011.
The IT software and services sector alone will account for revenues upto US$ 76.1
billion for the same year.

The export revenues earned by the sector will reach US$ 59 billion in FY2011 making
the sector a holder of 26 per cent of market share of the total Indian export industry.
The number of people employed with the sector will also increase to 2 million
employees. Within the realm of exports the IT Services division grew at a rate 22.7
per cent in FY2010. It was the fastest growing sector accounting to aggregate export
revenues of US$ 33.5 billion.
Top IT Companies
As per the latest reports published by Dataquest, The top 20 IT companies in India
which comprise both hardware and software accounted for accumulated revenues of
$2 billion in 2009-10.

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Top IT Companies in india
Below is a list of top IT Companies in India in 2010 showing
their revenue and growth rate
Company Revenue Growth Rate

Hewlett-Packard India Rs 14,992 crore 16 percent

HCL Info systems Ltd Rs 11,836 crore -4 percent

Ingram Micro India Rs 8,824 crore -6 percent

Redingote Rs 7,024 crore 7 percent

IBM India Rs 5,888 crore 2 percent

Dell India Rs 5,275 crore 24 percent

Wipro Rs 5,268 crore 9 percent

Intel India 4,690 crore Not available

Microsoft India Rs 3,575 crore 14 percent

SAP India: Rs 3,204 crore 46 percent

Acer India Rs 2,749 crore 38 percent

Oracle India Rs 2,700 crore 11 percent

APC-MGE Rs 2,620 crore -1 percent

Emerson Network Power India Rs 2,500 crore NA

Lenovo India Rs 2,396 crore -3 percent

Cisco Systems India Rs 2,324 crore 0 percent

Tulip Telecom Rs 1,965 crore 22 percent

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LG India Rs 1,798 crore 39 percent

Samsung India Rs 1,664 crore 29 percent

IT Outsourcing in India

As per NASSCOM, the IT export in business process outsourcing (BPO) services

attained revenues of $ 17.2 billion for the 2010-11 going up by almost 34.5 as
compared to last year. It accounted for more than 77% of the entire software and
services income.
Over the year India has been the most favorable outsourcing hub for firms on lookout
to off shore their IT operations. The factor behind India being a preferred destination
are its reasonably priced labor, favorable business ambiance and availability of expert
workforce.
Considering its escalating growth, Patni Computer Systems the (IT) services and
solution giants in India have sealed a five- year contract with UK-based IT solution
provider 2 e 2 worth US$ 32.09 million. According to the agreement Patni will offer
a host of support services to 2 e 2’s clients and end users.
A 5 year agreement between HCL Technologies and News Crop for administering
its information centers and IT services in UK. As per the industry analyses, the pact is
estimate to be in the range of US$ 200-US$ 250 million.
US$ 50 million agreement between HCL Technologies and Meggit, US- based
security apparatus manufacturer, for offering engineering facilities.
Global giant Wal-Mart has short listed their Indian IT dealers namely Cognizant
Technology Solutions, UST Global and PART NET PRO Technologies for a contract
worth US$ 600 million.
India's domestic IT Market
India's domestic IT Market over the years has become one of the major driving forces
of the industry. The domestic IT infrastructure is developing contexts of technology
and intensity of penetration.
Despite resistance by Barack Obama against outsourcing the Indian IT/BPO industry
still show an impressive rate of growth. According to a study conducted by Gartner,
the IT/ BPO sector in India will grow at almost 19 percent till the next two years. By
the end of the FY 2012, the domestic sector is estimated to expand to US$ 1.7 billion

40
against the existing US$ 1 billion.
Government initiative in India's domestic IT Market
 The Indian government has established a National Taskforce on IT with an
aim of formatting a durable National IT Policy for India
 Endorsement of the IT Act, which offers an authorized structure to assist
electronic trade and electronic operations.
Major investments in India's domestic IT Market
According to Andhra Pradesh Government the state's SEZs and Software Technology
Parks of India (STPI) will witness an investment of US$ 3.27 billion in the next few
years.

EMC Corporation's total Indian assets is expected to reach US$ 2 billion by 2014.
Future of Indian IT Industry

The Indian IT sector persists to be one of the flourishing sectors of Indian financial
system indicating a speedy expansion in the coming years. As per NASSCOM, the
Indian IT exports are anticipated to attain US$ 175 billion by 2020 out of which the
domestic sector will account for US$ 50 billion in earnings.

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 REARCH & DEVELOPMENT

(SUBJECT: -TERMS & CONDITIONS)

We feel immense pleasure in introducing our company as the professional

management consultants for recruitments. Our company is associated with large

Indian and Multinational firms within Gurgram & NCR Regions for past Ten Years,

with our well qualified professional staff and well equipped testing modes of

individual capacity of selecting right type of personal for required jobs specifically

suitable to their temperaments, their attainment and above all to fall within the

amVSB of Employer’s Requirement.

We have pooled our in depth knowledge in such diverse fields such as Automobiles,

Electronics, FMCG, Telecom, IT, to set up a resource to channel human aptitudes

experience and expertise to their most rewarding goals.

Our selection is based on rigorous screening of candidate’s skills while verifying their

antecedents and reference as far as possible before referring to our client.

We have been rendering services to different MNC’s since their project stage to till

date. Quite a span of last few years we have been arranging interviews for various

Companies like LG Electronics, Timex , Delphi, Satyam Auto , Dabur etc. in our

own organization.

We focus on finding the best fit to meet our customer’s requirements for both

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

viz Engineers, Diploma Holders, ITI’s production staff etc. The terms and conditions

under which we renders our services are given as under: -

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

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

is 8.33%

ii. Level 2 : Manager, Sr. Manager is 12.50%

iii. Level 3 : AGM, DGM, General Manager 16.67%

of the annual salary per selected candidate.

2. The payment should be made within fifteen days from the date of joining.

3. A copy of the appointment letter will be made available by the client

organizations for billing purpose.

4. In case the candidate quits the services of the company, with in Three months

from the date of joining, replacement will be provided absolutely “FREE OF

COST” . However, we require minimum one month to complete the process

of replacement.

5. Service Charges are payable even if a candidates is selected and joins client

organization for any other position than the one he had been originally

referred for.

6. Service charges are payable even if candidate is selected and joins client

organization after a lapse of time but within 6 months from the referred date.

7. In case resumes of the referred candidates are already in the database of client,

the consultant must be informed within 72 hours, failing which the service

charges would be payable.

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Accordingly we look forward eagerly for catering your needs on various recruitment

proposals at any level with interest and most professional competence while

associating with you in final selection of personnel.

Thanks & Warm Regards,

For YBI FOUNDATION(P). LIMITED.

( Authorised Signatory)

I have gone through and understood the terms and condition and do hereby agree to

abide by the same

Name :

Department :

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RECRUITMENT PROCESS IN A SOFT WARE

The recruitment and selection is the major function of the human resource department

and recruitment process is the first step towards creating the competitive strength and

the recruitment strategic advantage for the organizations. Recruitment process

involves a systematic procedure from sourcing the candidates to arranging and

conducting the interviews and requires many resources and time. A general

recruitment process is as follows:

 Identifying the vacancy:

The recruitment process begins with the human resource department receiving

requisitions for recruitment from any department of the company. These contain:

• Posts to be filled

• Number of persons

• Duties to be performed

• Qualifications required

 Preparing the job description and person specification.

 Locating and developing the sources of required number and type of

employees (Advertising etc).

 Short-listing and identifying the prospective employee with required

characteristics.

 Arranging the interviews with the selected candidates.

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 1. Identify vacancy

2. Prepare job description and person specification

3. Advertising the vacancy

4. Managing the response

5. Short-listing

6. Arrange interviews

7. Conducting interview and decision making( by Clients)

The recruitment process is immediately followed by the selection process i.e. the

final interviews and the decision making, conveying the decision and the appointment

formalities.

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 SOURCES OF DATA

Data Collection Methods

Secondary Data

Secondary data is one which already exists and is collected from

published sources.

The sources from which secondary data was collected are:

 Newspapers and Magazines like Economic Times, Soft

Ware times, Soft Ware Post.

 Internet

 Super Soft Ware

DATA COLLECTION

The data has been collected from various sources. This is

secondary data which has been collected from various sources.

Such as:

 Newspapers.

 Websites

 Annual reports

 Advertisements etc.

 Magazines.

The data, collected from these sources, has been used in the

preparation of project report.

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 AT SUPER SOFT WARE

WORKING IN HR SOFT WARE

Human resource consulting is an industry that has emerged from management

consulting, as clients' needs have become more complex and specialized, widening

the gap between HR needs and work force capabilities, and thus accentuating the

ability of HR management consulting firms to fill this gap.[2] While the multi-faceted

nature of business sometimes causes overlap in consulting industries (i.e., with

regards to human resources, general management, and information technology), the

following are core fields around which most HR consultancies are based:

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

rewards and incentive programs, and talent acquisition and management

 Health & Benefits; i.e., orchestrating optimal employee health plans with the

carriers themselves

 Mergers & Acquisitions, examining fit across culture, job-type, transaction

costs, etc.

 Communication, including surveying employee attitudes, satisfaction,

engagement, and other employee behaviors

 Retirement

 Outsourcing

Services may also include legal counseling, global initiatives, investments consulting,

and the implementation of HR technologies to facilitate human capital management.

The HR consulting industry also employs more actuaries than any other in order to

assist in their services.

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At SUPER SOFT WARE , the core job of human resource executives is to screen

résumé's according to the company's demands, call candidates that fit into their

criteria, and apply for interview from their side. Then, coordinate date and timings

with the candidates and check the turn over.

Client building is the recent phenomenon that has emerged at the middle level.

Earlier, it was only confined as the duties of the top level management.

49
 HEIRARCHY AT SUPER SOFT WARE

TOP LEVEL MANAGEMENT

Mrs. Sunita Rawat and Mr. Sudesh, the owners, Mrs. Niti Sharma at the post of Head

operations.

Top level connects with the bottom level through the middle level.

MIDDLE LEVEL MANAGEMENT

Team leaders.

The office is divided into two segments. Ground Floor and Basement. The Ground

Floor consists of Team A. And the Basement consists of Team B. Team A is further

divided into many teams that independently handle projects- clients. There are team

leaders accordingly that consists of 3 or more members.

Team B is a recent development consisting of 8 team members and one Team leader.

The middle level acts as an intermediary and links top level to the bottom level.

BOTTOM LEVEL MANAGEMENT

Team Members or the Human Resource Executives. Along with the trainees form the

bottom level in this firm. Team Members work under the supervision of the Team

Leaders and under the order of the Head Operations.

50
 ROLES AND RESPONSIBILITIES OF HEAD OPERATIONS

At the Top level, after the chairman, there is Head Operations. The duty of the Head

Operations range from the top to the bottom level. The Head Operations is involved in

Business Development and can also called as the Business Development head.

Job Profile – Business Development Head

(A)Strategic Role:

•New business development

•Brand Building Strategies

•Identification and segregation of potential Market Segments

•Revenue generation through new account development and key account management

(B) Operational Role:

•Handling team of 8-10 people

•Responsible for achieving target

•Defining the exact marketing processes and responsible for executing the same.

•Developing relevant business proposals

•Monitor market Intelligence within the industry in terms of market development,

new projects, competitive activity, new customers etc.

•Handling meeting with key clients

•Provide necessary training to team as and when needed

•Monitoring & evaluating the performance of team – by guiding them to move in

proper direction.

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Organizational Role:

•To enhance organizational effectiveness through setting up appropriate marketing

strategies

•Consistent follow-through and resourcefulness, in order to achieve organizational

goals and objectives.

52
 ROLES AND RESPONSIBILITIES OF TEAM LEADER

•Handling team of people

•Responsible for achieving target

•Defining the exact marketing processes and responsible for executing the same.

•Developing relevant business proposals

•Monitor market Intelligence within the industry in terms of market development,

new projects, competitive activity, new customers etc.

•Handling meeting with key clients

•Provide necessary training to team as and when needed

•Monitoring & evaluating the performance of team – by guiding them to move in

proper direction.

Employee Relation -

1)Handling all the queries of the employees. Be it related to Salary, Leaves,

Attendance, and Transfer etc.

2) They are also expected to explain the various policies, strategies and benefits to

employees.

3) They are expected to stop all type of rumours and misleading communications.

4) They should motivate the employees on day-to-day basis.

53
 ROLES AND RESPONSIBILITIES OF HUMAN RESOURCE

EXECUTIVE

Recruitment –

1. Job Description,

2. Identify the Competencies required,

3. Identify the source for hiring,

4. Interview of the candidate,

5.Coordinate the interview with the respective department and

6. If selected, complete the documentation .

Operations -

1. Joining formalities.

2. Handling Employee Database

3. Leaves and Attendance Management

4. Handling the payroll

5. Managing advance Salary, Ad Hoc Bonuses, Loans

6. Confirmations, Performance Appraisals, Performance Management

8. Exit-Interviews

9. Full and Final Settlement

54
Key Responsibility

SOURCING

Sourcing of quality candidates through various channels like portals, reference etc

SCREENING

Telephonic interaction to assess the profile and interest of the candidates and to

shortlist the right candidates by mapping the same with the specification given by

client.

Job Profile:

 Recruitment and Sourcing.

 Posting the JDs into job portals

 Study the job description thoroughly and understand it properly.

55
 Sourcing of Resumes exactly matching as per client's requirement, searching

Resumes through various Job Portals (www.monster.com, www.naukri.com ),

 Source the resumes through database.

 Short-listing, resume evaluation, and phone screening.

 Do the initial screening of the Resumes.

 Calling up candidates and explaining them the job details.

 Taking initial interviews of candidates and screen them before sending to

clients.

 Lining up the candidates for the interview as per the schedule given by the

client.

 Recruiting candidates through mass mailing, Head Hunting, references, job

portals etc.

 Recruited candidates for top most clients for the senior managerial positions.

56
 MY ROLES AND RESPONSIBILITIES- AS A TRAINEE

My roles and responsibilities were exactly the same as that of the Human Resource

Executives.

I was involved in searching the candidates for many companies like- Sunvisors, Parle,

Motherson Sumi, Denso India, Minda, Maruti Suzuki, Seaga India, etc.

The target was to find ten suitable candidates in each half day. That's in totality,

twenty CV's per day.

My greatest achievement in the training was that I sent around twenty résumé's in

Denso India Ltd. And all the twenty were shortlisted for interview. There were total

five openings for the post of Store Incharge. Three openings were closed by one of

my senior from Team A and the rest two were done by me. So Super Soft Ware

successfully bagged in all the positions through the people whose résumé's we had

sent. My greatest delight was that I had been able to contribute towards the success of

the Soft Ware .

In the last week of my training, I successfully got another person selected in

Motherson Sumi System Limited, an automotive company that is involved in wiring

harnesses. His interview was held after my training term had completed and I got to

know that the one I sent had been selected.

Another person that had been selected in the company Sunvisors India Ltd. sent by

me for the post of Production Engineer. Though he did not join the company because

his expected salary was not matching the salary offered.

From the next page onwards, I have attached few of the requisites and my works in

the Soft Ware .

57
 RECRUITMENT PROCESS AT SUPER SOFT WARE

CLIENT'S MAIL

Company: Sunvisors

Dear Sir,

We are the original equipment manufacturer of sunvisors engaging in plastic injection

moulding & high frequency welding machines having turn-over around 15 crores. We

are direct supplier of Maruti Udyog Ltd. , Tata Motors & Subros Ltd. 

We’ve the following vacancy on the urgent basis.

1. Maintenance Engineer  - A diploma in electrical engineering, with 5 to 6 years of

experience specially in injection moulding and also should have experience of

maintanence of generator and air conditioners                        

2.  Quality Engineer  - A diploma from cippet / mechanical engineering, with 1 to 2

years experience in quality standards with a comapny having TS certification, we

would require 3 to 4 engineers at this post.                                   

3.  Store Keeper - a person with 4 to 5 years experience of handling the store and is

well versed with store procedures like FIFO  excise rules, maintaining record like

stock register  etc                         

4.  Tool n Die  Maker (ITI Fresher)

5.  Fiter/ Weld.(ITI Fresher )                                  

58
THERE WERE CERTAIN COMPANIES THAT GAVE A LIST OF

PREFFERED COMPANIES AND FRIEND COMPANIES. SO WHILE

RECRUITING, IT WAS VERY IMPORTANT TO CONSIDER THE LIST.

SAMPLE OF A LIST GIVEN OUT BY MINDA INDUSTRIES:-

MINDA INDUSTRIES Ltd. is an ISO 9001 certified company & manufactures of

Auto Electrical Switches for Auto Industries in India & abroad. MIL is OE suppliers

to BAJAJ AUTO LTD, TVS MOTORS LTD, YAMAHA MOTORS LTD, HERO

HONDA MOTORS LTD, NEW HOLLAND TRACTORS, PIAGGIO INDIA,

SUZUKI PHILLIPINES & YAMAHA INDONESIA etc.

Friend Companies  

 AG INDUSTRIES

 AUTOFIT PVT. LTD.

 BAJAJ MOTORS LTD

 DENSO

 HEMA ENGG.

 HITECH GEARS

 JAY BHARAT MARUTI LTD.

 KRISHNA MARUTI LTD.

 LIFE LONG INDIA LTD.

 MARK EXHAUST SYSTEM LTD.

 MUNJAL SHOWA

 NAPPINO AUTO & ELECTRICAL

59
 OMAXE FUSIONS LTD.

 OMAX AUTO

 RICCO AUTO

 VARROC ENGG

 UNITECH MACHINES LTD.

 PHEONIX

 SUBROS LTD.

 SHARDA MOTORS

 SATYAM AUTO COMPONENTS

 ENDURANCE

 SANDHAR LOCKING DEVICES

 BHARAT SEATS

60
Preferred Companies

 ANAND GROUP

 DELPHI

 GOOD YEAR

 HAVELLS

 HONEYWELL

 CAPARO MARUTI

 LUMAX

 MOSER BAER

 MOTHERSON GROUP

 PRICOL

 SONA STEERING

 TECUMSEH

 JAY-USHIN

 BHARAT GEARS

 ROOTS

 SHRIRAM PISTONS AND RINGS LTD.

 SIEMENS

 GOOD YEAR

 SUNDARAM BRAKE LININGS LTD.

61
 MASS MAILING TO ATTRACT INERESTED CANDIDATES

Dear Candidate,

Greetings of the day,

This is to inform you that we have an urgent opening in an automobile company for

GURGAON Location, so if you are interested for the same please send your updated

resume. It is for the Store department in a renowned automotive company.

REQUIREMENT:

Department : Store

Qualification : Any Graduate, BBA, BCA, BSc, BA, Diploma in Material

Management (preferred)

Experience : 4 to 5 years

Designation : Store Keeper

Given below are the key responsibilities:

62
A person with 4 to 5 years experience of handling the store and is well versed with

store procedures like FIFO  excise rules, maintaining record like stock register  etc So,

if you are interested for the above opening ,send your updated CV with following

details:

1.Qualification

2.Current company & previous company details

3.Current salary

4.Expected salary

5.Total experience

6.Current location.

7. Date of Birth

Regards,

Arushi (9311258027)

YBI FOUNDATION(P) Ltd

(A Division of Super Soft Ware Services)

84, Defence Enclave, Vikas Marg, Gurgram-110092

Email : super24@superSoft Ware .com

63
 SOME POINTS TO KEEP IN MIND WHILE SHORTLISTING

RESUME'S FOR VARIOUS DEPARTMENTS

Maintenance Dept.

 Planning  for preventive and predictive maint. And their implementation along

with electrical & mechanical for whole plant machinery i.e. power presses, milling

m/c, drill m/c, lathe m/c, hyd. Pn. Presses, fixtures, surface grinders etc.

 Plan for reduce the break down hours in both electrically & mechanically.

 Man power planning their shift scheduling according to requirement etc.

PPC

1.Responsible for Production Planning on Monthly , Weekly & Daily Basis,

2. Monitoring of Production output from Key-stations to ensure that at the end of

month Production schedule is met, ·

3. Material Requirement Planning

4. Inventory monitoring & Line balancing

5.Material Issue for production

6.To release Daily MIS Report

7.Production Report, Production status and Schedule Adherence.

Production Dept.

1. Responsible to plan Man power, Machine Hours requires to meet the daily and

Monthly schedule.

2. Taking corrective and preventive actions against in- house rejections.

3. Ensure suitable operations & maintenance to achieve production targets .

64
 4. Maintaining records for changes In engineering Standards.

5. Monitoring & measurement of Processes and Product at various stages of

production.

Quality Dept.

1. To Ensure Quality in process & Products through incoming , in process  &

final inspection & testing.

2. To Handle Customer Complaints.

3. To find out root cause of Quality related problems.

4. Responsible for incoming Inspection.

5. Layout Inspection and measurement of components

The exhaustive list of all the departments for which work was done has not been

given here since the profiles done were too many and were referred through a booklet

at Super Soft Ware . But few of them have been included at Annexure.

65
Given below are the questions which were asked from the candidate and sent to

the companies

 Name:

Date of Birth:

Current CTC:

Expected CTC:

Experience:

Qualification:

Current Company

Previous Company:

Current Designation:

Location Preference:

Passport:

Appeared in interview for the this company before(If yes, when?):

How many companies have you worked in before:

Notice Period:

66
 Sample of a filled form from a candidate

Name: SANEEV KUMAR MISHRA

Date of Birth: 16-06-1985

Current CTC: 2, 60,000

Expected CTC: 3, 50,000 TO 4, 00,000

Experience: 4.7 YEAR

Qualification: Mcom +MBA PERSUING  

Current Company TATA MOTORS

Previous Company: MAHINDRA & MAHINDRA

Current Designation: OFFICER 

Location Preference: PANTNAGER

Passport: NO

Appeared in interview for the this company before (If yes, when?): No

How many companies have you worked in before: 1

Notice Period: 1 MONTH

67
 SAMPLE RESUME BY A CANDIDATE FOR THE POST OF

STORE KEEPER

MANJEET SINGH RAWAT

Phone- +91-9810630886
C/o NAGENDRA YADAV H.NO.89
E-mail- manjeetrawat2008@gmail.com

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

with honestly which give me fully satisfaction toward my job.

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

Continental Rico Hydraulic Brakes India Pvt. Ltd. As a

EXPERIENCE
store Executive. A joint venture company of Continental

Germany & Rico Auto Industries India. A project for Hydraulic

brake system as Drum brakes, Booster ABS, Booster non ABS,

Caliper & Reservoir.

Job Profile

 Material receiving and verification of material as per bill & as

per Purchase Order & storage of material as per location.

 Labor & Machinery arrange for Loading/Unloading of Material.

 Material receipt note, Returnable Gate pass, and Non -

68
 Returnable Gate pass.

 Maintain stock ledger and issue material as per site

requirement.

 Coordinate with purchase department for shortage of material.

 Materials send for Job Work and Job work reconciliation.

 Purchase bill forward to A/c dept.

 Rejected material send back to relevant Supplier.

 Material dispatch through courier & Transport.

 Coordinate with CHA & freight forwarder for import shipment.

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

experience as a Store Asst. in Eastern Medikit Ltd.an I.S.O

9001-2000,G.M.P and CE certified co. manufacturing of

medical products as Blood bag, I.V.set, B.t. set, Medimask,

Mediciser, I.V.cannula and etc.

Job Profile

 Making MIS Report Goods Inward Note, Material Demand

Note, Goods Outward Note, Goods Returnable Note & Material

planning.

 Handling raw material, packing material, drug item, store &

spare items Consumable item and other stores items.

 Material receiving and verification of material as per bill & as

69
 per Purchase Order.

 Material Issue as per FIFO & LIFO method & Daily stock

update.

 Material indent as per monthly material plan and as per

inventory level.

 Maintain inventory level as Minimum inventory, Re-order level

& Maximum inventory level.

 Material send Quality department & Rejected Material sent

back to supplier.

 Materials send for JOB WORK and reconciliation of job work

material.

 Purchase Bill forward to A/C dept., monthly stock statement

forward to A/c & PPC dept.

 Making Computer Entry on ERP and other Store Packages

3. Six month worked experience as an auditor in Amit

Srivastava & co (chartered accountant) in Lucknow.

Audit of sales book, purchase book, cashbook,

purchase bill, sales bill also making trial balance, P&L a/c and

balance sheet.

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

70
 2. Intermediate from Uttarnachal board in 2002.

3. High school passed from U.P. board in 2000.

PROFESSIONA 1. Diploma in information technology six-month computer

course (Dos, windows, MSOffice, internet, HTML) from

L
Hiltron Calc kotdwara.

2. Tally {5.4} two-month computer certificate course from Cyber

planet kotdwara.

3. DTP (page maker, Corel draw, PhotoShop) three-month

computer course from F.P.A.I. Lucknow.

4. Typing skill-

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

PERSONAL Father’s name Sh. Roop chand singh

rawat
DETAIL

Mother’s name Smt.Guddi devi

Date of birth 04/june/1985

Marital status Unmarried

Nationality Indian

Language Hindi/English

Hobbies Playing cricket, reading

books, and listening music.

71
 Current C.T.C- 12K P.M.

THE NEXT STEP IS INTERVIEW SCHEDULING

Given below is the sample of an interview schedule by Motherson Sumi System

Limited for the post of Engineer and Senior Engineer in Production Department.

Dear Candidate,

Greetings from the team Super !!!!!!!!!!!!!!!!!!!!!!!!!!!!

 Following is the interview schedule for the profile of Production for Motherson:

  DATE                    :       28th July 2010 

 Day                        :       Wednesday

TIMINGS               :        9:30 am ( SHARP)

ADDRESS               :    Motherson Sumi System Ltd.(Gurgram)

                                     C-14(A) (B) Sector-1,Gurgram-201301

                                     Distt-Gautam budh nagar,U.P.(India)

 CONCERNED PERSON       :     Ms. Rashi

                                         Ph.No.0120-476305                                      

Things to be carried at the time of Interview:

 One Copy of CV

72
  2 Passport size Photographs.

 Copy of Credentials

 Copy of Salary slip

 Copy of Interview Schedule

Best Regards,

Arushi Yadav (09311258027)

Super24@superSoft Ware .com

 YBI FOUNDATION(P) Ltd

 SALARY SLIP OF SUBRAT BARAL-

CANDIDATE WAS SENT FOR DENSO COMPANY FOR THE PROFILE OF

STORE.

HE WAS SELECTED AND HIS SALARY SLIP WAS ASKED TO CONFIRM THE

APPOINTMENT.

73
74
I arranged my work Company wise, date wise and department wise. In each folder are

the resume's that I had sent in the company. There was another folder in them that

contain the formatted CVs that were formatted according to the company's

requirements and Soft Ware 's ways.

COMPANY VS. SOFT WARE

Working in the Soft Ware made me wonder what it would be like working in the

same department in a company than in a Soft Ware . This question came into my

mind over and over again since I was tired of the monotonous routine of doing just

one thing which was finding resume's. We had read the Human Resource department

consists of recruitment, selection, training and development, performance appraisal

etc. But I did not find all of these in a Soft Ware . It is done in the HR department of a

company. A company has varied scope for a recruiter to evolve but a Soft Ware

offers very less scope of change in work.

At Super Soft Ware , I consulted all my seniors with this question. I asked them if

they were given two job opportunities, one with a company and one with a Soft Ware

offering the same salary and post, which one would they prefer? All answered in

unison that they would go for the company.

The reason they gave was that a company is always bigger than a Soft Ware . It

carries opportunities for growth and better security for employees. A company gives

recognition than a Soft Ware does.

Soft Ware

75
After the boom of Business Process Outsource and Knowledge process outsource, the

outsourcing Sector is now progressing and gearing up towards a new concept called

RPO (Recruitment Process Outsource).

It takes the burden off the head-hunting business of the corporates.

Some of the "Recruiting Gurus" believe that there has been a sudden rush in the

demand for candidates as the global job scenario looks in great shape. Hence, an RPO

organizations come with a team of their recruiters to bridge this gap between the

demand and supply of quality candidates.

While in outsourcing hubs like India,Philippines and others alike, the RPO concept is

still taking its shape, the western countries are already ahead on this concept.There are

only a few such organizations in the developing countries who are catering to the

various multinational or localized needs of hiring employees for the corporates.

It would be apt to say that in the countries where the BPO industry is booming the

RPO is still in its infancy.There is a need to research the market and forecast the

market in order to server the clients better and more efficiently.

IT, finance, banking, pharmacy, life sciences, retailing are some of the areas these

RPO organizations are currently providing their services to. Now, these are the sectors

where there has been a sudden rush of demand for candidates.

In today's changing job scenario, no employee believes in sticking to the same

organization for more than two years. Hence, companies spend a lot of money and

time in hiring and Human Resources. This is where an RPO organization comes in

and helps as a recruiting and consulting firm, as this is their specialty.

76
Sometimes, when corporates aspire to build large talent pools within a short time

span, they are at a loss when it comes to assessing and selecting quality resumes or

candidates. Here the RPO organization pitches in by recognizing and zeroing in on the

right talent form a large talent pool.

An RPO organization directly approaches employers with the right kind of

professionals, starting from a fresher to filling up the position of a well-experienced

director. There are many foreign or multinational companies that are opening offices

in various other countries, especially India, and are looking for the right professionals

to handle their operations. RPO organizations provide them with the "Prince

Charming" they need.

With the global changing scenario of employment, RPO organizations would prove to

be a perfect solution to corporates and even smaller companies alike, as they would

play a very important role, soon. This would, in turn, take off the pressure from the

HR teams of the companies.

Company

Duties of the HR Department

Human resources departments have several key duties.

The duties of human resources departments vary from company to company

and industry to industry. Some general duties apply to many human resources

departments and HR workers. Depending on the size of the company, the

department might be made up of a dozen people or just one. No matter the size

of the department, it plays an important role in the work place.

77
 Hiring/Firing Employees

1. Some human resources departments handle employment and recruitment of

employees and the separation of employees from the company. Even in

businesses where an employer or supervisor handles the hiring and interview

process, the human resources department submits the proper paperwork and

tax information. In larger companies, the HR department might recruit

employees from job fairs or colleges, then hire and place workers within the

company. When an employee quits, retires, is laid off or is fired, the HR

department handles the paperwork for the final paycheck, halts benefits,

conducts an exit interview and manages other end-of-employment details.

Handling Grievances

2. When employees have complaints or grievances about the work environment,

other employees or superiors, they can speak to a human resources

representative or submit a formal complaint with the department. Common

grievances include harassment, hostile work environment, dangerous work

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

action based on the validity of the complaint.

Handling Compensation and Benefits

3. The human resources department handles employee compensation and

benefits. For workers who are paid hourly, the HR department tracks hours

and is responsible for submitting paycheck information. If employees have

issues with receiving paychecks, overtime pay or bonuses, they must speak to

the HR department. Human resources also makes sure employees have the

78
 opportunity to enroll in benefits programs such as health Soft Ware and life

Soft Ware . Human resources can also enroll employees in the company's

401K program.

Supervising Training and Development Programs

4. The human resources department implements training and development

programs for the employees of a company. Programs might include ethics

training, sexual harassment awareness programs, orientation programs for new

employees and training to improve employee skills and build worker loyalty.

An HR department might have a budget for training and development

programs, so it must develop sessions throughout the year that fall within the

set budget. Training might come in the form of computer programs, group

sessions, lectures or memos.

RECRUITMENT PROCESS AT SOFT WARE

79
80
 OBJECTIVE OF THE STUDY

The main objective of the training at Super Soft Ware was to study and to understand

the future scope in the management field specifically the human resource department

which captures my interest.

Whatever I grasped and learnt in the duration of two months has been a very

enriching experience and helped me frame my mind to understand what I wish to

acquire in life and it has certainly helped me in discovering the path to achieve it.

The objective of the training in the Soft Ware firm has been very well fulfilled. I got

to know the duties of each and every one involved in the recruitment process, how to

fulfill the duties and the most important, how to keep learning all the way while

keeping the mind calm and focused.

Therefore the main objectives are:-

 To study the Recruitment & Selection Practices at Super Soft Ware .

 To identify the various factors companies undertake prior to the recruitment

process.

 To understand the field of Human Resource.

 To understand difference between a company and a Soft Ware .

81
 RESEARCH METHODOLOGY

The project consists of information from two sources- Primary and Secondary

sources. Primary Source includes the work done by me in the Soft Ware . It is

the research that I carried on to understand the roles and responsibilities of a

recruiter.

In various sections of Recruitment Process, I have added a sample of my work

done there to give examples while explaining the process. In Secondary source,

there is a lot of use of internet and books. I have referred various sites and

books in order to make my project more presentable and accurate. The names

of these books and websites have been included in the Bibliography section .

1. To identify the strategies adopted by the organization with Response to current

Recession
3: What is the HR Managers Role with respect to current Organisation capability in
MNC?
4: What are Specific HR Response to current & Future Organisation capability in
MNC?

RESEARCH DESIGN :
The design which is used in this research is “DESCRIPTIVE” in nature. The
objective of descriptive study is learn who, what, when, where and how.

SOURCE OF DATA :
The sources of data collection method are basically:-
1. Primary source (first hand information).

The collected data is primary in nature. For this purpose a survey research was
adopted. It facilitates in understanding, enabling in predicting some aspect of the
behavior of the respondent about the purpose of survey. It helps in obtaining many

82
different types of information as knowledge, intention, attitude; opinion of the
respondents (Managers) .The data collected from primary source is done by preparing
questionnaire. The information of questionnaire is objective in nature, which helps in
future to obtain the result.
DATA COLLECTION METHOD

I have prepared interview schedule for data collection. A questionnaire was prepared
to serve the purpose. It constituted of close-ended questions as well as open-ended
questions. Open-ended questions were with an objective to let the respondent free to
give his opinion without confining him with limited option. The respondents were
interviewed by visiting them personally to their respective department on their
respective place.

Techniques used for sample research –

There are various techniques which can be used to conduct the research. But the
techniques which I have used in my research are as follows.
1. Questionnaire consisting

 Close-ended questions

 Open-ended questions

2. Personal interview.

3. Through observation.

SAMPLING PLAN
Sample size – 10 Manufacturing Company.
Sample design – Non Probability and Convenient sampling
The length of the questionnaire is 22 questions.
The no of respondents are 10 out of 10
Respondents have to identify and mark the parameters according to the instructions
specified.
(Note: For Questionnaire refer to Annexure)

83
Scope of the study –
The study is limited to the industries from where responses to my questionnaire were
available. The study is not depictive of the responses from any particular sector /
industry. It gives general understanding of responses to the organisation capability in
MNC for the 10 organizations of Ankleshwar and Bharuch covered under the study.
Additionally, the responses are representative of the HR executives. This may or may
not reflect the Top managements’ views on the subject.

Limitations of the study –

 Time was the biggest constraint in the research conducted.

 Co-operation from the respondents in terms of responding to all the

questions asked, specifically the one which dealt with the overall
impact on the organization as a whole. The recommendations/
suggestions that I could have made, had this data be known to me,
could differ from what I have presented herein.

 Personal discussion could not be possible in some part which further

limited the scope of learning new things.

84
 SWOT ANALYSIS

STRENGTHS

1. The Soft Ware is operating since 1995, that's why, by now it has emerged in

the field and has acquired a brand name.

2. The Soft Ware specializes in automotive industry and has tie up with big

clients that shows the Soft Ware 's good record.

WEAKNESSES

1. Employee turnover is high which results in additional cost for the

organization.

2. Link between the Top Level and the Lower Level is through Middle Level.

Middle Level is often handed many responsibilities and work, thereby leading

to overburden. Middle Level works for Top level and works with Lower level.

3. No adequate training provided to consultants.

4. Overemphasis on target achievement. That is, Quantity is more than Quality.

5. Job Portals used are only Monster and Naukri. This leads to over-logging on

Naukri that has to be reset every few minutes, thereby wasting time and also

less résumé's found. Many candidates complain of getting a call 3-4 times

from the same Soft Ware .

85
OPPORTUNITIES

1. The Soft Ware has good market reputation, therefore, it should deal with

different sectors and expand its business.

2. Recruiters should be taught Client Management and Client Building that can

help in acquiring untapped portions in the field.

THREATS

1. Emerging consultancies are a big threat and are giving massive competition.

2. The market is ruled by big consultancies and slowly, the small ones are

making there mark.

86
 DATA ANALYSIS

 Are you having an YBI FOUNDATION?

87
 Do you think that Soft Ware sector is giving a

good return?

88
 Are you advisor too in any life Soft Ware

company?

89
2.1) Are you an agent of any of the Soft Ware company?

a) Yes [ ] b) No [ ]

This question asked to make whether the targeted person can become our

prospect or not.

TABLE 5.2

RESPONCE FREQUENCY PERCENATAGE

Yes 20 20%

No 80 80%

TOTAL 100 100%

Observation: this shows very low sample population is aware of this

business of an Soft Ware agent and a very few of them are prepared to be

an Soft Ware agent.

90
3) Do you have any sales related experience?

a) Yes [ ] b) No [ ]

This question is asked to know about the sales related experience of the

person so that his communication skills and knowledge about selling

anything can be judged.

Table 5.4

RESPONCE FREQUENCY PER CENT

Yes 60 60 %

No 40 40 %

TOTAL 100 100 %

Observation: It is observed that nearby 40 % of the people I met had

sales related experience as most of them are self employed and having

their own shops. While 60 % of the population don’t have any such

experience.

91
4) Are you interested in being / getting more information about

financial advisor?

a) Yes [ ] b) No [ ]

This question is posed to the customer to get information whether he id interested in

knowing about the concept of Financial Advisor and doing business for the company

or not.

RESPONCE FREQUENCY PER CENT

Yes 30 30 %

No 70 70 %

TOTAL 100 100 %

Observation: It is being observed that 30% of the total sample

population said that they would like to know about the company and it’s

Advisor.

5. If ‘Yes’ how would you like to be contacted through?

92
a) Personal Visit [ ] b) Telephone [ ]

This question helps in determining the future step to be undertaken to make the

customer know about the concept and convincing him to join the company. The

outcome for this question was:-

RESPONCE FREQUENCY PER CENT

Personal Visit 27 90 %

Telephone 3 10 %

TOTAL 100 100 %

Observation: It is noticed that 90% of people do believe in face to face

interaction because they feel it id effective and it helps them in resolving

their doubts on the spot.

OTHERS:-

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1. Educational Qualification:

a) 10th Passed [ ] b) 10+12 [ ] d) Post Graduation [ ]

This question helps in knowing the level of knowledge and understanding

of the person.

TABLE 5.7

PARTICULAR FREQUENCY PER CENT

10th Passed 5 5%

10+2 Passed 35 35 %

Graduation 50 50%

Post Graduation 10 10 %

TOTAL 100 100 %

Observation: It was observed that hardly 5% of the selected population

even self-employed was 10th Passed, while others are well educated.

Current Occupation:

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 a) self employed [ ] b) Salaried [ ] c) Student [ ] d ) House wife [ ]

The objective behind this question is to determine the interest of the person in doing

the business for the company and if is joins company how much time he will be able

to give for the business. The come was:-

PARTICULAR FREQUENCY PER CENT

Self employed 50 50 %

Salaried 5 5 %

Student 20 20 %

House wife 25 25 %

TOTAL 100 100 %

Observation: Nearly 50 % people are self-employed as the areas covered

mostly market place. While only 5 % people I met are the salaried person,

20 % are student and 25 % are House Wives.

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3. Rejections:

Even after people are willing to join the company and do certain

rejections come due to different reasons but the main reason was time

constraint as people are too busy that they can not afford time for 100 hrs

training and to certain extend money is a problem especially for the

students who wanted to join the company as a financial advisor.

a) Rejection due to time constraint

89 % rejections were there due to time constraint. People who are

self employed are busy enough with their work. So they do not have

sufficient time to spare for training process. Even the housewives and the

jobbers are busy with their work so they find it difficult to manage to

undergo the training.

b) Rejection due to money constraint:

To register for being a Financial advisor applicants need to pay a sum

of Rs.1000/- some people find it difficult to pay at single time. Also

people have a mindset that if they fail in getting the customers these

entire sums have to paid will be waste. Nearly 11 % of the rejections

are due to money constraint.

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Table 5.9:

PARTICULAR FREQUNCY PERCENTAGE

Rejection due to time 24 88.88%

constraint

Rejection due to 3 11.11%

money constraint

Total 27 100%

Observation: It is observed that 89 % of people face time as a constraint

in joining the company and undergoing the practical training. While only

11% of the people find money as a constraint in joining the company and

training.

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 FINDINGS

 Soft Ware follow recruitment process in a very systematic way but being

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

consuming.

 Job specification and job description are well defined to all employees and

they know what is expected of them. Everything is properly documented

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

vacancy.

 Recruiters stand a chance to get promotion early if they can get few

closings done in big companies than many is small. The closings may be

two to three but for high level.

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 SUGGESTIONS AND RECOMMENDATION

1. There should be even work distribution. At Super Soft Ware , the work was

sometimes too less and distributed among many recruiters thereby leading to

confusion and a hindrance in target accomplishment.

2. Most of the time, Motherson Sumi System Limited company occupied our times.

There are various departments in it for which candidates had to be found- Production,

Store, Quality, PPC, Maintenance, etc. The work done on these profiles were meant

for Gurgram, Gurgaon and Faridabad branch and was done daily. This resulted in

calling each candidate many times per day by recruiters as well as calling them

everyday. This highly demotivated the candidates for this company and they used to

ask questions like: 'Will the opening for this company ever close down?'

3. The recruiters are asked to be in the office at their seats from 9 to 6. They are not

even allowed to go out for a stroll in the break time. This is detrimental to the health

since they are sitting in front of the computer screens all the time.

4. During the break, I used to switch off my computer to help save electricity. But

surprisingly, my team leader asked me never to shut the computer. She never gave me

any reason and I think we should do our VSB for preserving environment.

5. Another thing that was a limitation was the net access. Nobody was allowed to

access any other site than the Naukri and Monster portal. In my opinion, the recruiters

are mature enough to understand the importance of target fulfillment and such

restraints are demotivating.

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 LIMITATION

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

Ware firm

2. Day 3: Focused on target achievement by looking at different profiles in a

casual manner.

3. Day 7: Understood the meaning of profiles we worked on.

4. Day 10: Understood that we have to find not just the phrases but ensure that

their meaning is also incorporated in the resume'.

5. Day 11: Learnt Mass Mailing.

6. Day 13: Got the first two candidates whose profile were selected for interview

- Confirmation mail was sent to the company regarding the candidates

response for attending the interview.

- Email follow up with the candidates as well as the Soft Ware .

7. Day 14: Understood how to send the candidates who were selected and

reprimand when needed.

8. Day 15: Learnt firmness of tone and to ask if the candidates have been

interviewed FIRMLY.

9. Day 25: Learnt how to manage time+ targets.

10. Day 33: Learnt the art of speaking to the candidates, to understand PCT in each

one and to forward just the BEST.

100
 CONCLUSION

There are the following conclusions come up after the research of the project by
filling the questionnaire:

 The working environment of the organization is excellent this is reason why

employees are doing the work their and they are stable there.

 Generally organization appointed the employees through the recommendations

that is references even though other sources are there.

 The employees are satisfied with the recruitment process of the organization.

 Most of the employees consider that the salary increment policy is good.

 Generally ranking method is used in the organization for the performance

appraisal system and with the promotion activities.

 As they accept that the working environment is really good this shows thye are
satisfied and the satisfaction of the employees of the organization is very
necessary.

 And at last I would like to say that satisfied employees contribute more to the
organization this is the reason why YBI FOUNDATION-1. is growing faster.

101
 BIBLIOGRAPHY & REFERENCES

Various Internet Sites:-

 www.google.com

 www.superSoft Ware .com

 www.articlesbase.com

 www.wikipedia.com

 www.humanresources.about.com

 www.ehow.com

Books:-

 K Ashwathappa, Human Resource and Personnel Management

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

102
 QUESTIONNAIRE

1) NAME:
-------------------------------------------------------------

AGE: -- above18 ( ), 25-30( ), 30-40( ), 40-50( ), above 50( ).

SEX: - Male ( ), Female ( ). Address: ------------------------------

2) What is your occupation?

Ans: -Business ( ), service ( ), student ( ), House wife ()

Any other ( ), Specify-----------------------

3) What is your qualification?

Ans:-Inter or equivalent ( ), Graduate ( ), Post graduate ( ),

Other specify--------------------

4) Why did you join as consultant?

Ans:-(a) Earn money (b) social status (c) time engagement

(d) Growth (e) other specify ---------------------

5) How many dependent in your family?

---------------------------------------------

6) How did you get knowledge about this Soft Ware firm?

Ans: -a) Advertisement b) Magazines c) relatives d) other consultants

e) Other employee of the firm

f) Others specify --------------------

7) What specific feature do you want in your Soft Ware company?

103
Ans:- -----------------------------------------------------------------------------------

------------------------------------------------------------------------------------

------------------------------------------------------------------------------

8) Do you want basic salary as an advisor?

Ans: Yes/No\) Will you invest your own money in YBI FOUNDATION?

Ans: Yes/NO

10) Is 100 hours training is suitable for you?

Ans: Yes/NO

DATE: - -----------------------------------

104