SUMMER TRAINING REPORT

ON
A Study of Human Resource Management of
ECERA SYSTEM PRIVATE LIMITED
Submitted in Partial Fulfillment of the requirements for the
degree of
Bachelor of Business Administration
(BBA 5th SEM)
Submitted By
ARUSHI MISHRA
Roll No. 1905465071017
Submitted to
Mr. D.K. Singh

Department of Business Administration

ALIGARH COLLEGE OF ENGINEERING AND TECHNOLOGY
Affiliated to Dr. B.R. Ambedkar University, Agra
 DECLARATION

I hereby declare that the work, which is being presented in

the Summer Training Report, entitled “A study of Human
Resource Management of ECERA SYSTEM Pvt. Ltd.” is a
benefited record of work carried by me, submitted to
partial fulfillment of requirement for the award of degree
Bachelor of Business Administration from Aligarh College
of Engineering and Technology, Aligarh, U.P. (India).

I have not submitted the matter embodied in this project

for the award of any other degree or diploma.

Sign:
Name: Arushi Mishra
 ACKNOWLEDGEMENT

The satisfaction and euphoria that accompany the

successful completion of any task would be incomplete
without mentioning the names of the people who made it
possible, whose constant guidance and encouragement
crowns all efforts with our success.
I extended my gratitude to Mr. D.K. Singh, Head-
Department of Bachelor of Business Administration,
Aligarh College of Engineering and Technology, Aligarh,
Uttar Pradesh for providing me with excellent
infrastructure and awesome environment that laid
potentially strong foundation for any professional life.
I would like to express my profound thanks to Mr. D.K.
Singh, project supervisor who guided me throughout the
project tenure, provided me each and every detail,
references, and technical helps without which it was
impossible to complete this project.
Finally, I also wish to thanks to GOD for supporting
me during my whole project work.
 Arushi Mishra

EXECUTIVE SUMMARY

The summer training is an integral part of curriculum.

During the training a student gets an opportunity to
understand the practical aspects of the theory. Training
makes the concept clear. This project is the outcome of
the summer training that I have undergone at ECERA
SYSTEM Pvt. Ltd. for the partial fulfillment of Master of
Business Administration. The topic allotted by the
company to me is “HUMAN RESOURCE MANAGEMENT”. I
have tried my level best to make a good report. However
no one claim for perfection entirely. So I apologize for the
discrepancy, if any crept in Preparation of project requires
perseverance, initiatives, proper guidance and direction.
So it is mandatory to take the aid of various departments.
The object of industrial training is to give a perspective
about organization and functioning of the Human
Resource Department i.e., how the operations of Human
Resource takes place in the industrial unit.

I have prepared this report on the company by which I can

clear my theoretical concepts of Human Resource
Manager by applying practically to make the things clear.

TABLE OF CONTENT

Certificate
Declaration
Acknowledgement
Executive Summary

Chapter 1 - Company Profile

Chapter 2- Introduction to Human Resource Management
Chapter 3- An Overview to Human Resource Recruitment
Chapter 4- Introduction to the study
Chapter 5- Research Methodology
Chapter 6- Data Analysis and Interpretation
Chapter7- Findings, Limitations, Conclusion,
And Suggestion
Bibliography
Annexure: (Questionnaire)

COMPANY PROFILE

ECERA SYSTEM PVT.LTD

Ecera System Private Limited is an unlisted private
company incorporated on 13 June, 2020. It is classified as
a private limited company and is located in, Uttar Pradesh.
Its authorized share capital is INR 1.00 Lac and the total
paid-up capital is INR 1.00 Lac.
INCORPORATION DATE / AGE
13 June, 2020 / 2 yrs
AUTHORIZED CAPITAL
INR 1.0 Lac
 ECERA SYSTEM PRIVATE LIMITED

INCORPORATION DATE / 13 June, 2020 / 2 yrs

AGE

AUTHORIZED CAPITAL INR 1.0 Lac

PAIDUP CAPITAL INR 1.0 Lac

INDUSTRY* Business Services

TYPE Unlisted Private Company

CATEGORY Company limited by Shares

SUBCATEGORY Non-government Company

The company has 2 directors and no reported key

management personnel.
The longest serving directors currently on board are Raj
Kumar and Pramila Srivastava, who were appointed on 13
June, 2020. They have been on the board for
1.632876712328767 years and 0.0 months.
Raj Kumar has the largest number of other directorships
with a seat at a total of 1 company. In total, the company
is connected to 0 other companies through its directors.
13 June, 2020 13 June,
2020
Director (Raj Kumar) Director (Pramila
Srivastava)

PREVIOUS NAMES No previous names were

found for this company.

PREVIOUS CINS No previous CINs were

found for this company.

COMPANY NETWORK
You Cannot Use Up
 Creativity
Does any industry face a more complex audience journey
and marketing sales process than B2B technology?
Consider the number of people who influence a sale, the
length of the decision-making cycle, the competing
interests of the people who purchase, implement, manage,
and use the technology. It’s a lot meaningful content here.
 Experience
They have great team of more than 1400 software experts.
  Quick Support
They help with test bold new ideas while sharing your.
They offer innovative technology solutions
Ecera System is a full-service digital marketing agency
with a long history of delivering great results for our
clients. We take an individualized approach to every
customer project. In some cases we may focus more on
SEO, while in others we’ll dig more into PPC, social media
or conversion optimization.
UI/UX Design
93%
App Development
80%
Web Development
73%
OUR PROCESS
Driving Client Results Utilizing New
Innovation Points of view
01 End to End Solution and Services Guaranteed
02 Ahead of The Curve We Future-proof Your IT
03 Experience Certainties Every Project Executed
Successful
They include:
Web Developer
They offer talented staff to create visually appealing sites
that feature user-friendly design and clear navigation. Our
team gives best layout using all current technologies.
Content Writing
They offer a remote writer for all the business domains
who helps you to create a professional write-up about the
idea that customer has.
Mobile App Development
They develop high-performance apps compatible with IOS
and Android. Our experts have a strong understanding of
applications eith different OS development.

Graphic Designer
They offer talented staff to develop the overall layout and
production design for advertisements, brochures,
magazines, and corporate reports according to
requirement needs.
Data Entry
They offer remote employee's who help in Maintaining
database by entering new and updated customer and
account information. They readily Prepares source data
for computer entry by compiling and sorting information.
Game Developer
The developer team works on planning, designing, and
producing video games for computers, mobile devices, or
game consoles. Hire employee who involves creating
visual content for the game and writing code to implement
all the game's features and functionality.
Digital Marketing
Hire professionals who can plan and manage marketing
campaigns that promote a company's brand, products,
and services. They posse’s skills like planning campaigns,
analyzing metrics, and identifying trends.
Finance & Accountants
We offer employee's who focuses on the day-to-day flow
of money in and out of a company or institution, and also
manages the assets and liabilities and the planning of
future growth.

Legal Advisor
We provide legal staffs who deal with your companies with
guidance in matters relating to law. Within the
construction industry, a legal advisor would assist with
client contracts, draft legal documents and resolve
disputes.

Things They Promise on

 Remoting Staffing Service
You can join us to hire a talented and determined virtual
employee from IT domains and non-IT domains

EMPLOYMENT100%
JOB SECURITY90%
PROFESSIONALISM75%
ONLINE COLLABORATION55%

TECHNOLOGY INDEX
Real Time Monitoring Your Infrastructure
Branded Digital Solutions
Data Analytics
Web Development
UI/UX Design
QA & Testing
Dedicated Team

EXPERIENCE, EXECUTION, EXCELLENCE.

What they Actually Do
 HTML
 BOOTSTRAP
 CSS
 PHP
 JAVASCRIPT

CSS Website Development Services

Engitech is the partner of choice for many of the world’s
leading enterprises, SMEs and technology challengers. We
help businesses elevate their value through custom
software development, product design, and QA and
consultancy services.
They Provide
 Remote Employee
A huge pool of talent from every domain available for your
office. Solve your freelancing problems by letting us help
you find the most suitable employee or a whole team that
won't let you down. Everything is managed by Indirect
Employee staff!
They Have
 Global Partnership
Our Global partners are spread 12 countries and our client
base is growing day by day. Many of my clients are repeat
customers and several have come to us through high
recommendation and referrals. Our client hail from
different domains.

Their Goal
 Same Quality at Low Cost
We have unique and revolutionary business principle,
‘Same quality but significantly lower cost’. We aims to
fulfill the long-standing outsourcing vacuum felt by Small
Medium Enterprises across the country that, till now, were
dependent mostly on offshore freelancers. The hired
professionals match their western counterparts in skills,
qualifications and experience along with the added
advantage of attractive low costs.
Their Strengths
 Intelligent Use of Technology and Human Resource
We provide every client with a dedicated, full-time work
from home from their comfortable place. To successfully
achieve this objective, we rely on management,
infrastructure, hardware and the latest technology to
bridge physical distance and time zone differences. We
provide experience of making employees to work from
home for the company as real as they work in the
company.

VISION
Our main aim is to develop in a constant manner and
become a leading performer in this competitive global
marketplace. Fortunately, we have been able to gather a
crew of professionals that can shape and mold their
collective experiences, all of them posse’s outstanding
talent that can help to accelerate your organization. We
are expanding our work space globally.

MISSION
Our mission is to enhance business growth of our
customers with creative design, development and to
deliver market defining high quality solutions that create
value and reliable competitive advantage to customers
around the globe. It differentiates you from competitors in
the market and provides better engagement with
customers, partners and employees.

QUALITY POLICY
We are committed to provide defect free software
products conforming to customer requirements on time
by complying with the requirements of our quality
management system and continuously improving its
effectiveness through management reviews of the quality
objectives. Our objective to provide products and services
that lead to customer satisfaction.

Goals
Great financial advice starts with an understanding of your
personal, financial and lifestyle goals. At spring they help
us.

Plans
Goals without a plan are just a dream– so at spring our
team of industry experts will work with you to develop
strategic plans.
 Their goals and plans involve
START YOUR DREAM BUSINESS WITH LOW
INVESTMENT

 WEBSITE DESIGN
EXPLORE OUR FULL RANGE OF WEBSITE DEVELOPMENT
SERVICES
Ecera System is a trusted brand in India that provides the
wide range of website development services. We not only
create beautiful websites suiting your requirement in your
budget but also provide web hosting services. We are a
team of extremely practiced website designers and
developers who build most significantly every kind of
responsive similarly as dynamic websites, besides that we
offer services like web design and development, android
applications, web hosting, every kind of SEO services,
digital promoting, SMM, Bulk SMS, Word Press
development, E-commerce website development, ERP
applications and API development. We help businesses
and enterprises to leverage skills, technology, and domain
expertise to procure the best software and IT outsourcing
solutions.

TYPES OF WEBSITE WE DEVELOP

 Real Estate
 Travel
 Pharmaceutical
 Healthcare
 Blogs
 Portfolio
 Entertainment
 Restaurant
 Product showcase
 Education
 Social Networking
 Business
 Manufacturing
 Ecommerce/Online Shopping
 Finance
 Insurance
  DIGITAL MARKETING
Ecera System is a dynamic, versatile and full-service
digital marketing agency that doesn’t rely on smoke and
mirrors to attract new clients. Instead, Ecera System trusts
its own search engine optimization (SEO) and marketing
skills to drive new customers to our website. We’re not a
static company. We don’t limit ourselves to specific
industries. We have the experience and professionals to
build a custom website and use multiple digital marketing
services to assist any size company in any industry. Ecera
System works with you to produce customized digital
marketing services and a plan that aligns with your unique
business needs. We become an extension of your team, a
partner that understands your market and goals, rather
than just an agency that executes strategies blindly. Our
reviews and testimonials speak volumes. We earn your
business every day with month-to-month contracts. Take a
look below at the wide variety of digital marketing services
Ecera System offers. Contact us today to learn more about
how we can help your business!

DIGITAL MARKETING SERVICES

 Search engine optimization (SEO)
 Search engine marketing (SEM)
  Email marketing
 Social media marketing (SMM)
 Mobile app marketing
 Web analytics
 Website design and development
 Content strategy design & writing
 Link building

 HIRE EMPLOYEES

Hiring remote employees is a great way to acquire talent

and skills that are scarce in your own location. The hiring
of remote employees not only benefits an organization but
also benefits the employees by allowing them to do their
jobs without relocating to a new location. A virtual
employee is exactly that – an employee, except they work
for you from a remote location. Virtual employees can
step in and contribute immediately to your business,
whether it’s plugging into your existing team to fill in gaps
or starting from scratch to build you a robust, secure, bug-
free application to retain and attract customers and
increase profits.
Ecera System takes responsibilities to offer professional
services to its clientele for maximum growth to their
business in all directions. Hire experts with experience for
all your tasks whether you need virtual assistants, web
developers, app developers, data entry experts or internet
marketing experts; Ecera System has a versatile team to
complete your assigned tasks on time and within
competitive cost.

HIRE REMOTE EMPLOYEE IN ANY DOMAIN

 IT Outsourcing
 Mobile App development
 Digital marketing
 Content Writing
 Graphics and web designing
 Multimedia & Animation

 SUCCEED IN BUSINESS
To succeed in business today, you need to be flexible and
have good planning and organizational skills. Many people
start a business thinking that they’ll turn on their
computers or open their doors and start making money,
only to find that making money in a business is much
more difficult than they thought. Starting a business
requires analytical thinking, determined organization, and
detailed record-keeping. It’s important to be aware of your
competition and either appropriate or improve upon their
successful tactics. You’ll almost certainly end up working
harder for yourself than you would for someone else, so
prepare to make sacrifices in your personal life when
establishing your business. Providing good service to your
customers is crucial to gaining their loyalty and retaining
their business.

Growing a Successful Business

 Get Organized
 Keep Detailed Records
 Be Creative
 Analyze Your Competition
 Understand the Risks and Rewards
 Stay Focused
 Prepare to Make Sacrifices
 Provide Great Service
 Be Consistent
Actions
Plans require action or they are just words – at spring we
work with you to implement your strategic plans.

Introduction to Human Resource

Management

Human Resource Management was originally known as

personnel or people management. In the past, its role was
quite limited. Within any company or organization, HRM is
a formal way of managing people. It is a fundamental part
of any organization and its management.
The main responsibilities of the personnel department
include hiring, evaluating, training, and compensation of
employees. The human resources department deals with
any issues facing the staff in their working capacity within
an organization. HR is concerned with specific work
practices and how they affect the organization’s
performance.

Today, Human Resources Management deals with:

 Anything related to managing people within a
company or organization. This means decisions,
strategies, principles, operations, practices, functions,
activities, and the methods used to manage employees.
 The type of relationships people have in their places

of employment and anything that affects those

relationships in a positive or negative way.
 Ensuring that employees are satisfied with the

conditions of their employment. This leads to better

services and production of goods and helps the
company’s success.
When we talk about human resources in a business
situation it means the workforce, i.e., the employees of a
company and what skills and energy they bring. This
includes any ideas, creativity, knowledge, and talents that
employees bring with them and use to help the
organization be successful. In other words, the resources
a person has or the knowledge and experience developed
over the years.
HRM focuses on bringing in (recruiting) new employees
with new talents for the company and managing
employees. Another function is to guide and help said
employees by providing direction when necessary. In a
large organization, with a lot of people, it is important to
have a department that specifically focuses on staff
issues. These issues are things like hiring, performance
management, organizational development, training,
occupational health and safety, motivation incentives,
communication, workplace culture, and environment.
Human Resource Management is now a vital part of any
organization. Every company or organization is required to
have this department. It helps with increasing the morale
of workers by working on relations between employees
and their employers and constantly striving to make them
better. The HR department also provides any support
employees need to assist them improve their performance.
The HRM function extends to assessing the productivity
and/or success of every department in an organization or
business. It assists each department and helps them
improve their work. It also intervenes
When necessary to help solve any problems that might
arise with regards to employees’ work. Getting better
results from the company’s workers is another job of HRM.
When a business has valuable, rare, and/or unique human
resources it will always have a competitive advantage over
other similar organizations.

Objectives of HRM:
1. To establish and use a workforce that is able and
motivated, in order to achieve the goals of an
organization.
2. To create the desirable organizational structure
and working relationships among all the
members of the organization.
3. To integrate individuals and/or groups within the
company by matching their goals with those of
the company.
4. To ensure individuals and groups have the right
opportunities to develop and grow with the
organization.
5. To use what human resources a company has in
the most effective way to achieve organizational
goals.
6. To ensure wages are fair and adequate and
provide incentives and benefits thereby satisfying
both individuals and groups. Also, to ensure ways
of allowing recognition for challenging work,
prestige, security and status.
7. To have continual high employee morale and
good human relations by establishing and
improving conditions and facilities within the
organization.
8. To improve the human assets by providing
appropriate training programs on a continual
 basis.
9. To try to effect socio-economic change in areas
such as unemployment, under-employment and
inequality by distributing income and wealth. This
way society can benefit. Added employment
opportunities for women and the disadvantaged
will also be impacted in a positive way.
10. To offer opportunities for expression.
11. To ensure that the organizational leadership
works in a fair, acceptable and efficient manner.
12. To ensure a good working atmosphere and
employment stability by having proper facilities and
working conditions.

Functions of Human Resource Management (HRM)

Human resource management must plan, develop, and
administer policies and programs that can make the best
use of an organization’s human resources. This is the part
of management’s role which deals with people at work
and their relationships within the organization. Its aims are:
1. To use human resources as effectively as possible;
2. To ensure the best possible working relationships
among all members of the organization; and
 3. To assist individuals to reach their highest potential.

When a business has valuable, rare, and/or unique human

resources it will always have a competitive advantage over
other similar organizations.
In Human Resource Management, there are four major
areas:
1. Planning
2. Staffing
3. Employee development, and
4. Employee maintenance.
These four areas and any associated functions share a
common aim. That is to have enough competent
employees with the skills, abilities, knowledge, and
experience needed to achieve further organizational
objectives. Each human resource function (above) can be
appointed to one of the four areas of personnel
responsibility but there are also other functions that are
designed for different purposes. For example,
performance evaluation processes provide a stimulus and
guide employee development. They are valuable for salary
administration purposes also. The purpose of the
compensation function is as a stimulus to keep valuable
employees and also to attract potential employees. Below
is a description of the typical human resource functions
Human Resource Planning
The human resource planning function serves to
determine the number and type of employees needed to
achieve the company’s goals. Research is performed in
this function because planning requires information to be
collected and analyzed for the forecasting of human
resource supplies and the prediction of future human
resource needs. Staffing and employee development are
key human resource planning strategies.
Job Analysis
Job analysis is deciding on the job description and the
human requirements that are needed for said job. The job
description should include the skills and experience
needed to perform the job. A job description clearly sets
out work duties and activities that employees will be
expected to perform. Job descriptions are essential
because the information they provide to employees,
managers, and personnel people influences personnel
programs and practices.
Staffing
Recruitment and selection of human resources (people) is
what staffing is mostly concerned with. Human resource
planning and recruiting is done before selecting people for
positions. Recruiting is the personnel function of finding
and hiring the best qualified applicants to fill job vacancies.
The selection function is used to choose the most
qualified applicants for hiring from those attracted to the
organization by the recruiting function. During the
selection process, human resource staff are involved in
assisting managers to decide which applicants to select
for the given jobs and which ones to reject.
Orientation
Orientation is done in order to introduce a new employee
to the new job and the employer. It is a way for new
employees to get to know more intimate aspects of their
job, including pay and benefits, working hours, and
company policies and expectations.
Training and Development
Training and development is used as a means of providing
employees with the skills and knowledge to do their jobs
well. It must be provided to all employees. In addition to
providing training for new or inexperienced employees,
organizations often provide training for experienced
employees as well. This may be because their jobs are
undergoing change or the company needs them to work
more effectively. Development programs are also done to
equip employees for higher level responsibilities. Training
and development programs are ways of making sure that
employees can handle the stresses of their jobs and
perform well.
Performance Appraisal
Performance appraisal is an evaluation of an employee
and his/her performance to make sure that said employee
is working well and at acceptable levels. Human resource
personnel are usually responsible for developing appraisal
systems. The actual assessment of employee
performance is done by supervisors and managers.
Performance appraisal is necessary because the results of
the appraisal can be used to motivate and guide
employees’ performance. It also provides a basis for pay,
promotions, and any disciplinary action if necessary.
Career Planning
Career planning is a process where an employee explores
his/her interests and abilities and strategically works
towards job goals. It has come about partly because many
employees’ feel the need to grow in their jobs and to
advance in their careers.
Compensation
It is the HR department that determines how much
employees should be paid for certain jobs using a system
of assessment. Compensation costs companies a lot so it
is something that needs serious attention in the human
resource planning stage. Compensation affects staffing
because people generally want to work for an organization
that offers more pay in exchange for the work done. It
provides an important motivation for employees to
achieve more in their jobs and reach higher levels. As such,
it is related to employee development.
Benefits
Work benefits are also referred to as fringe benefits. They
are non-wage compensation that employees get in
addition to their usual wages. Benefits are legally required
items but employers can also more at their discretion. The
cost of benefits is so high that they have become a huge
consideration in human resources planning. Benefits are
mostly related to the maintenance area because they
provide for many basic employee needs.
Labor Relations
Labor relations relates to the practice of managing
employees who are members of a union. Unions provide
employees with strength in numbers and have
representatives who can advocate on their behalf if
necessary, to deal with any discrepancies in pay, benefits,
working conditions, and other work aspects. HR personnel
are responsible for negotiating with unions and resolving
any disputes.
Record-keeping
Record-keeping is essential and the most basic function of
HR. Recording, maintaining and retrieving employee
information when needed is done by the HR personnel.
The type of records kept are related to the employees and
include employment history, resumes, medical records,
promotions, transfers, working hours, and lateness, etc.
Keeping records up-to-date is a vital HR function.
Employees today want to know what is in their personnel
records and why certain things are there or not there.
Personnel records provide the following:
a) Up-to-date information about employees.
b) Procedures for comparing employees and their work to
other employees.
c) Procedures for recruiting new employees, e.g. by
showing the rates of pay.
d) Record of previous action taken regarding employees.
e) Statistics which check and guide personnel policies.
f) Information regarding legal requirements and how to
comply with them.
Personnel Research
Research activities are an essential function of HR
personnel. Research is done with the aim of obtaining
personnel specific information in order to develop
programs that work for an organization. Planning and
reviewing are vital. Areas, such as recruitment, employee
turnover, training, and terminations are all important areas
to be researched. Employee opinions are also very
important and can be obtained through surveys about
wages, promotions, welfare services, conditions, job
security and the like.
Even though research is so important, many companies
neglect it because personnel people are too busy dealing
with other more immediate problems.
 Research is not done to deal with problems but to
prevent them from occurring in the first place. The
responsibility for research lies initially with the HR
department but line supervisors and executives at all
levels of management should assist. Trade unions
and other organizations can give some assistance
also and it should be made use of.
 HR Recruitment
According to Edwin Flippo, "Recruitment is the process of
searching for prospective employees and stimulating
them to apply for jobs in the Organization."
Recruitment is a continuous process whereby the firm
attempts to develop a pool of qualified applicants for the
future human resources needs even though specific
vacancies do not exist. Usually, the recruitment process
starts when a manger initiates an employee requisition for
a specific vacancy or an anticipated vacancy.
It is the process to discover sources of manpower to
meet the requirement of staffing schedule and to employ
effective measures for attracting that manpower in
adequate numbers to facilitate effective selection of an
efficient working force.
Recruitment of candidates is the function preceding the
selection, which helps create a pool of prospective
employees for the organization so that the management
can select the right candidate for the right job from this
pool. The main objective of the recruitment process is to
expedite the selection process.
Recruitment is almost central to any management process
and failure in recruitment can create difficulties for any
company including an adverse effect on its profitability
and inappropriate levels of staffing or skills. Inadequate
recruitment can lead to labor shortages, or problems in
management decision making and the recruitment
process could itself be improved by following
management theories. The recruitment process could be
improved in sophistication with Rodgers seven point plan,
Munro-Frasers five-fold grading system, psychological
tests, personal interviews, etc. Recommendations for
specific and differentiated selection systems for different
professions and specializations have been given. A new
national selection system for psychiatrists, anesthetists
and dental surgeons has been proposed within the UK
health sector.
Need for Recruitment
The need for recruitment may be due to the following
reasons / situations:
 Vacancies: due to promotions, transfers, retirement,
termination, permanent disability, death and labor
turnover.
 Creation of new vacancies: due to growth, expansion
and diversification of business activities of an
enterprise.
 In addition, new vacancies are possible due to job re-
specification.
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 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.
 Conducting the interview and decision making.

The HR Role in Recruitment changed and HRM

 Decides about the design of the recruitment
processes and to decide about the split of roles
and responsibilities between Human Resources
and Hiring Manager.
 Decides about the right profile of the candidate.
 Decides about the sources of candidates.
 Decides about the measures to be monitored to
measure the success of the process.
A traditional role of HR in Recruitment was an
administrative part of the whole process. The HRM was
responsible for maintaining the vacancies advertised and
monitored, but the real impact of HRM to the performance
of the whole recruitment process was minimal. But as the
role of Human Resources in the business was increasing,
the HR Strategy was changed. From making the process
working to the real management of HR Processes and the
Recruitment Process was the first to manage.
The role of HR in Recruitment is very important as HRM is
the function to work on the development of the
recruitment process and to make the process very
competitive on the market. As the job market gets more
and more competitive, the clearly defined HR Role in
Recruitment will be growing quickly. HRM is not a function
to conduct all the interviews today, the main role of
Human Resources is to make the recruitment process
more attractive and competitive on the job market.
Scope of HR Recruitment
 HR jobs are one of most important tasks in any
company or organization.
 To structure the Recruitment policy of company for
different categories of employees.
 To analyses the recruitment policy of the
organization.
 To compare the Recruitment policy with general
policy.
 To provide a systematic recruitment process.
 It extends to the whole Organization. It covers
corporate office, sites and works appointments all
over India.
 It covers workers, Clerical Staff, Officers, Jr.
Management, Middle Management and Senior
Management cadres.
 A recruitment agency provides you with career
counseling which renders a crystal clear picture of
what are the possible career options out there for you
and which job option suits you the best.
 Objective of HR
 To obtain the number and quality of employees that
can be selected in order to help the organization to
achieve its goals and objectives.
 Recruitment helps to create a pool of prospective
employees for the organization so that the
management can select the right candidate for the
right job from this pool.
 Recruitment acts as a link between the employers and
the job seekers and ensures the placement of right
candidate at the right place at the right time.
 Recruitment serves as the first step in fulfilling the
needs of organizations for a competitive, motivated
and flexible human resource that can help achieve its
objectives.
 The recruitment process exists as the organization
hire new people, who are aligned with the
expectations and they can fit into the organization
quickly.

Advantage of Outsourcing Recruitment/Hiring

of Consultancy
Traditionally, recruitment is seen as the cost incurring
process in an organization. HR outsourcing helps the HR
professionals of the organizations to concentrate on the
strategic functions and processes of human resource
management rather than wasting their efforts, time and
money on the routine work.
Outsourcing the recruitment process helps to cut the
recruitment costs to 20 % and also provide economies of
scale to the large sized organizations.
The major advantages of outsourcing performance
management are:

Outsourcing is beneficial for both the corporate

organizations that use the outsourcing services as well as
the consultancies that provide the service to the corporate.
Apart from increasing their revenues, outsourcing provides
business opportunities to the service providers, enhancing
the skill set of the service providers and exposure to the
different corporate experiences thereby increasing their
expertise.

The advantages accruing to the corporate are:

 Turning the management's focus to strategic level
processes of HRM.
 Accessibility to the expertise of the service providers.
 Freedom from red tape and adhering to strict rules
and regulations.
 Optimal resource utilization.
 Structured and fair performance management.
 A satisfied and, hence, highly productive employees.
 Value creation, operational flexibility and competitive
advantage.
Therefore outsourcing helps both the organizations and
the consultancies to grow and perform better.
HR Recruitment Process
1. Client need assessment
 Define objectives and specifications
 Understand client's business and culture
 Understand the job/position specifications
 Understand roles and responsibilities of the
prospective candidate
 Develop a search plan and review with the client
2. Candidate Identification
 Identify target sources
 Extensive organization mapping, research & database
search of the profile
 Provide status report to client about the available
talent pool
3. Candidate assessment and Presentation
 Screen and evaluate candidates
 Personal Interviews with Candidates wherever
possible - assess skills, interest level and cultural fit
 Discuss the shortlist with the client and send
resumes
4. Candidate interview, selection & Presentation
of Offer
 Facilitate interviews with the client
 Obtain feedback
 Participate in decision making process
 Provide inputs on candidate's desired
compensation
 5.Closure & Follow up
 Negotiate offer acceptance
 Execute Reference check, Compensation & Job
Level Discussions
 Coordinate Joining Formalities and on boarding
as per predefined date
 Closing review to understand client's level of
satisfaction

HR Telephonic Interview Questions:

 Tell me about yourself?
 Tell me about your job profile?
 How much current CTC, you’re getting in current
organization?
 How much you’re expecting form new organization?
 How the notice period you required if you are selected?
 Why did you want to resign from your previous job?

HR Challenges in Recruitment
Recruitment is a function that requires business
perspective, expertise, ability to find and match the best
potential candidate for the organization, diplomacy,
marketing skills (as to sell the position to the candidate)
and wisdom to align the recruitment processes for the
benefit of the organization. The HR professionals –
handling the recruitment function of the organization- are
constantly facing new challenges. The biggest challenge
for such professionals is to source or recruit the best
people or potential candidate for the organization.
In the last few years, the job market has undergone some
fundamental changes in terms of technologies, sources of
recruitment, competition in the market etc. In an already
saturated job market, where the practices like poaching
and raiding are gaining momentum, HR professionals are
constantly facing new challenges in one of their most
important function- recruitment. They have to face and
conquer various challenges to find the best candidates for
their organizations.
The major challenges faced by the HR in recruitment are:
 Adaptability to globalization – The HR professionals
are expected and required to keep in tune with the
changing times, i.e. the changes taking place across
the globe. HR should maintain the timeliness of the
process.
 Lack of motivation – Recruitment is considered to be
a thankless job. Even if the organization is achieving
results, HR department or professionals are not
thanked for recruiting the right employees and
 performers.
 Process analysis – The immediacy and speed of the
recruitment process are the main concerns of the HR
in recruitment. The process should be flexible,
adaptive and responsive to the immediate
requirements. The recruitment process should also be
cost effective.
 Strategic prioritization – The emerging new systems
are both an opportunity as well as a challenge for the
HR professionals. Therefore, reviewing staffing needs
and prioritizing the tasks to meet the changes in the
market has become a challenge for the recruitment
professionals.

Introduction to the study

Objectives of the study:
The main objectives of the study are as follows:
i. To understand the process of recruitment
ii. To know the sources of recruitment at various
levels and various jobs
iii. To critically analyze the functioning of
recruitment procedures
iv. To identify the probable area of improvement
to make recruitment procedure more effective
 v. To know the managerial satisfaction level as
well as to know the yield ratio
vi. To search or headhunt people whose, skill fits
into the company’s values.

Scope of study:
The benefit of the study for the researcher is that it helped
to gain knowledge and experience and also provided the
opportunity to study and understand the prevalent
recruitment procedures.
The key points of my research study are:
i. To understand and analyze various HR factors
including recruitment procedure at consultant.
ii. To suggest any measures/recommendations for the
improvement of the recruitment procedure.

Research Methodology

RESEARCH is a “careful investigation or inquiry especially

through search for new facts in any branch of knowledge”.
METHODOLOGY OF STUDY:
The project is a systematic presentation consisting of the
enunciated problem, formulated hypothesis, collected
facts of data, analyzed facts and proposed conclusions in
form of recommendations.
The data has been collected from both the sources
primary and secondary sources.
DATA COLLECTION:
Primary Data:
Primary data was collected through survey method by
distributing questionnaires to employees. The
questionnaires were carefully designed by taking into
account the parameters of my study.
Secondary Data:
Data was collected from web sites, going through the
records of the organization, etc. It is the data which has
been collected by individual or someone else for the
purpose of other than those of our particular research
study. Or in other words we can say that secondary data is
the data used previously for the analysis and the results
are undertaken for the next process.

KIND OF RESEARCH
The research done by
EXPLORATORY RESEARCH
This kind of research has the primary objective of
development of insights into the problem. It studies the
main area where the problem lies and also tries to
evaluate some appropriate courses of action.
Sample Design:
A complete interaction and enumeration of all the
employees was not possible so a sample was chosen that
consisted of 15 employees. The research was taken by
necessary steps to avoid any biased while collecting the
data.
Tools of Analysis:
The data collected from both the sources is analyzed and
interpreted in the systematic manner with the help of
statistical tool like percentages.
RESEARCH DESIGN:
A research design is the arrangement of the condition for
collection and analysis of data in a manner that aims to
combine relevance to the research purpose with economy
in procedure.
A research design is the specification of methods and
procedure for acquiring the information needed to
structure or to solve problems. It is the overall operation
pattern or framework of the project that stipulates what
information is to be collected from which source and be
what procedures.
1 What is study about?
2 What is study being made?
3 Where will the study be carried out?
4 What type of data is required?
5 Where can the required data are found?
6 What will be the sample design?
7 Technique of data collection
8 How will data be analyzed?

Data Analysis and Interpretation

The analysis of the data is done as per the survey finding.
The data is represented graphically in percentage. The
percentage of the people opinion were analyzed and
expressed in the form of charts.

Question 1: What form of interview did you prefer?

10%
20%

Personal Interviews
Telephonic Interviews
Video Conferencing

40% Other
30%

Most of the manager Prefer video conferencing, 30%

prefer to take telephonic interviews where as only 20%
goes for personal interviews and rest 10% adopt some
other means of interviews.

Question 2: What source you adopt to source candidates?

 Advertising
5%

Candidate
Referral
10%

Job Portals
85%

Source: Compiled from questionnaire data

Interpretation:
This analysis indicates that most of the respondent i.e.
85% responded for Job Portal, 10% responded for
Candidate referral and 5% responded for Advertising.

Question 3: How many Question you are asking during the

Telephonic interview round?

10%

30% Two
20%
Three
Four
Five

40%

Most of the Executives Prefer asking four questions, 10%

prefer to ask two questions where as only 20% asks three
questions and rest 30% asks five questions.

Question 4: How do you track the source of candidate?

5%
15%

Software
Online
Data

80%

Most of the Executives prefer 80% online, 15% prefer Data

where as only 5% goes for software to source a candidate.
Question 5: Does the organization clearly define the
position objectives, requirements and candidate
specifications in the recruitment process?

No
5%

Yes
95%

This analysis indicates that most of the respondent i.e.

95% responded for Yes and 5% responded for No.

Question 6: What is the average time spent by executives

during recruitment (each candidate)?

10% 10%

1-5 minutes
20%
5-10 minutes
10-15 minutes
more than 15 minutes
60%
This analysis indicates that most of the respondent i.e.
10% responded for 1 to 5 minutes, 60% responded for 5 to
10 minutes, whereas 20% responded for 10 – 15 minutes
and rest 10% responded for more than 15 minutes.

Question 7: Do you follow different recruitment process

for different grades of employees?
Yes No

5%

95%

This analysis indicates that most of the respondent i.e.

95% responded for Yes and 5% responded for No.
Question 8: What are the basic questions you ask to the
candidate?

Notice period Experience

0% 0% Current job
profile
0%

All of the above

100%

This analysis indicates that the entire respondent i.e. 100%

responded for asking all the basic questions.

Question 9: Is there any provision for evaluation and

control of recruitment process?
 35%

Yes
No

65%

This analysis indicates that most of the respondent i.e.

65% responded for No and 35% responded for Yes.

Question 10: Is there any facility for absorbing the trainees

in your organization?

30%

Yes
No

70%

This analysis indicates that most of the respondent i.e.

70% responded for Yes and 30% responded for No.
 Findings,
Limitations,
Conclusion,
Suggestions,

FINDINGS

a. According to
the Survey, Recruitment differs from
company to company for each category.
b. According to
the Survey, the company does utilize
internet sites for the recruitment
process and for finding the talent
candidate.

c. According to
survey it is observed that the company
is utilizing the job description in order to
make screening process more efficient.

Limitation of the study:

a. The study is
subjected to the following limitations.

b. The study is
based on the data provided by the
company statements so, the limitations
of the company’s employees remaining
are equally applicable.

c. In some
cases data is collected from the
companies past records.
 CONCLUSION

Polices adopted by Ecera System are

transparent, legal and scientific.
Recruitment is fair. The recruitment should
not be lengthy. To some extent a clear
picture of the required candidate should be
made in order to search for appropriate
candidates. Most of the employees were
satisfied but changes are required
according to the changing scenario as
recruitment process has a great impact on
the working of the company as a fresh
blood, new idea enters in the company.
 SUGGESTIONS

Time management is very essential and it

should not be ignored at any level of the
process. Recruitment policy is satisfactory
in Ecera System but the periodicity of
recruitment is being more which needs to
be reduced. Communication, personal and
technical skills need to be tested for
employees.
 BIBLIOGRAPHY

 www.ecerasystem.com
 www.slideshare.net.com
 www.humanresource.com
 www.humanresourcerecruitment.com
Questionnaire on Recruitment Process

Name –
Company’s name – Ecera System Pvt. Ltd.
Date-
Note- Please fill the appropriate option.
Question 1: What form of interview did you
prefer? ( )
a. Personal interviews b. telephonic
interviews c. video conferencing d. Other

Question 2: What source you adopt to

source candidates? ( )
a. Candidate referral b. advertising c. Job
portals

Question 3: How many Question you are

asking during the Telephonic interview
round? ( )
a. 1 b. 2 c. 3 d. 4 e. More
Question 4: How do you track the source of
candidate? ( )
a. Software b. online c. Data

Question 5: Does the organization clearly

define the position objectives, requirements
and candidate specifications in the
recruitment process? ( )
a. Yes b. No

Question 6: What is the average time spent

by executives during recruitment (each
candidate)? ( )
A. 1 to 5minutes. B. 5 to 10 minutes. C. 10
to 15minutes. D. More

Question 7: Do you follow different

recruitment process for different grades of
employees? ( )
a. No b. Yes
Question 8: What are the basic questions
you ask to the candidate? ( )
a. Experience b. Job Profile c. Notice
period
d. All the Above

Question 9: Is there any provision for

evaluation and control of recruitment
process? ( )
a. Yes b. No

Question 10: Is there any facility for

absorbing the trainees in your organization?
()
a. Yes b. No

THANK YOU