SUMMER TRAINING PROJECT REPORT

ON
“UNDERSTANDING THE CHALLENGES IN TALENT
ACQUISITION IN SISL INFOTECH”

Submitted in partial fulfilment of the requirements

for the award of the degree of
Bachelor of Business Administration (BBA)
To
Guru Gobind Singh Indraprastha University, Delhi

Guide: Dr. Amit Gupta Submitted by: Kumari Manisha

Roll No. – 03120801720
 S Topic Page
No No

1 Title page 1

2 Declaration 3

3 Certificate 4

6 Acknowledgments 5

4 Executive Summary 6

5 Objectives of the Study 7

7 Chapter 1: Introduction and Profile of the Firm/Company 8

8 Chapter 2 SWOT Analysis and Literature Review of the 38

Company

9 Chapter 3: Data Presentation & Analysis 43

10 Chapter 4: Summary & Conclusions 49

11 References/Bibliography 56
 DECLARATION

I, Ms. Kumari Manisha, Roll No.03120801720 declare that the Summer Training Report entitled

“UNDERSTANDING THE CHALLENGES IN TALENT ACQUISITION IN SISL INFOTECH” is done

by me and it is an authentic work carried out by me at SISL INFOTECH. The matter embodied in this Report

has not been submitted earlier for the award of any degree or diploma to the best of my knowledge and belief.

KUMARI MANISHA

Department of Business Administration

 Bhagwan Parshuram Institute of Technology
A Unit of Bhartiya Brahmin Charitable Trust (Regd.)
(Approved by AICTE, Ministry of HRD, Govt. of India)
(Affiliated to Guru Gobind Singh Indraprastha University, Delhi for B.Tech and Management Courses)
PSP Area No. 4, Sector 17 (Opp. Sector 11, Rohini, Delhi 110089)
Tel: 011-27571080, 27572900, Fax: 011-27574642
Email: bpitindia@yahoo.com, Website: www.bpitindia.com

CERTIFICATE

This is to certify that the project entitled “UNDERSTANDING THE CHALLENGES IN TALENT ACQUISITION IN SISL
INFOTECH ” submitted by Kumari Manisha Enroll No.03120801720 has been done under my guidance and
supervision in partial fulfillment of the requirement for the award of Bachelor of Business Administration.

The work and analysis mentioned in this Project Report have been undertaken by the candidate himself and
references have been recognized and acknowledged in the text of the report.

Name of the Guide: Dr, Amit Gupta

Project Guide
ACKNOWLEDGEMENT

It is that I am acknowledging my sincere feeling towards my mentors who graciously gave me

their time and expertise.

They have provided me with the valuable guidance, sustained efforts, and friendly approach. It

would have been difficult to achieve the results in such a short span of time without their help. I

deem it my duty to record my gratitude towards the Project Guide Dr. Amit Gupta, who devoted

his precious time to interact, guide and gave me the right approach to accomplish the task and

helped me to enhance my knowledge and understanding of the project.

Kumari Manisha
Bachelor of Business Administration
SEMESTER: V
BATCH: 2020-2023
03120801720
 EXECUTIVE SUMMARY
UNDERSTANDING THE CHALLENGES IN TALENT ACQUISITION IN SISL INFOTECH

The first chapter of this report deals with introduction and profile of the company that presents the
background, nature, goals, mission, and vision of the company. It also tells us why to choose SISL
Infotech and includes information about the company’s location, directors, size and many more
things.

The second chapter deals with the literature review i.e., the publications on the topic by accredited
scholars and researchers. It also consists of detailed SWOT Analysis of the company describing the
internal environment that consists of strengths and weaknesses as well as external environment that
consist of opportunities and threats.

The third chapter is about the data analysis and presentation that shows the data collected for
achieving the purpose of this project. It consists of the research methodology used for fulfilling the
requirements of this report. The presentation of the data collected has been shown through tabular
and graphical representation for better understanding and interpretation.

The fourth chapter is the summary that is about the findings collected about the topic through
questionnaire method, conclusions of the project and recommendations which are drawn by the
analysis of whole study followed by references.
 CHAPTER-1
INTRODUCTION

About the Company: SISL Infotech Private Limited

Private Limited is a non-govt company Company. It is
incorporated on 10/17/2007 with Registrar of Companies
office at RoC-Chandigarh India. The SISL Infotech Private
Limited Private Limited company registered office address
is, 81/1, 2nd Floor, Aurobindo Tower, Sri Aurobindo Marg,
Adhchini, New Delhi. Corporate Identity Number (CIN) of
SISL Infotech Private Limited Private Limited is
U72200CH2007PTC030972 and company registration
number is 030972. Founded in 2012, SISL Infotech Private Limited is a leading IT reseller and system
integrator, helping customers bring automation to their business functions with IT software and services. In
such a short span, we have become a growing IT system integrator, who take immense pride in serving the
needs of Government sector, Oil & Gas, IT/ ITES, Education, Manufacturing, Telecom, and other industries.

Directors of SISL Infotech Private Limited Private Limited are Akash Nangia, Kuldeep Badola, and Arjun
Mittal.

• VISION: To continue the path of high growth by providing solutions to customers which solve
their business problems while maintaining highest standards of service & quality.

• MISSION: We strive to provide cost effective, innovative and latest technology products and
services to our clients to accelerate their potential in transforming their business needs with the help
of technology.

• VALUES: Our core values are Customer First, Humility, Passion, Integrity, and Boundary lessens.
Values guide our actions and define the way we work. We encourage all our colleagues to exemplify
and role model the Values.

• Customer First: Keep customers at the center of everything we do

• Humility: Be open to learn and change
• Passion: Demonstrate infectious energy to win and excel
• Integrity: Do the right thing
• Boundary lessens: Treat organization agenda as paramount

• Our Culture
• People often think that the culture of a company stems from the organization itself, but we believe
it’s the other way around. Our people form the culture of SISLInfotech private limited We’re a
bunch of fun-loving, hardworking, and innovative creators striving to give our users the best gaming
experience possible. Each individual here has something unique to offer and not just in terms of
work but values too.

• Our people have created an environment where every individual is responsible for the progress of
the company and that’s what motivates each one of us every day. We strive to achieve impactful
productivity rather than working aimlessly from 9 to 5. All SISL (yes, that’s what we call ourselves)
believe that a good work-life balance induces better productivity and creativity.

INTRODUCTION TO DEPARTMENT: HUMAN RESOURCE

Human Resource at SISL Infotech Private Limited t holds sub-departments like Talent Acquisition,
Recruitment, Coordinating and Operations. Each department has a team of 9 to resource and procure
the requirements of the company. We as an HR make sure that the procurement of manpower is
made on time.

Talent Acquisition & Recruitment: - TA team helps us in sourcing the best talent for the
organization. The sources used are Naukri and LinkedIn. The profiles of the candidates are
evaluated under the criteria of the given position and then pushed ahead to the scheduling of
interviews.

Coordinating- Our talented coordinators, schedule the round of interviews by the feasible
availability of the Candidate and the interview panel. In order to give candidates a smooth process,
we communicate with them on their preferred platform. Each interview is scheduled after the
clearance of the previous one, a call to let the candidate know about his qualifying rounds is also
performed. We believe to keep an estimated time of 7 days for interviews into any roles. A mailer
with the details of the round timings, Evaluation criteria and Interview panel is sent to the candidates
while scheduling the interview.

Operations- Operations hold a big importance in any organization. As SISL Infotech Private
Limited t is a startup, it’s only been 5 years since our leaders are working for its excellence.
 THOUGHT PROCESS:

For Recruitment/Talent Acquisition/ HR Support Process

“No Organization can run or be effective without minimum required manpower. Organizations feel
that Multitasking through minimum manpower is rational and cost saving, but at times strains the
employee when not being motivated or compensated adequately as per employees thought process,
this then limits the organization to expand because of limited human resources. Hence necessary
manpower needs to be taken on board with financial planning and implementation.

At the outset recruitment requires tact in understanding the organization, candidates' profiles
requirement, the JD’s and package range organization has in mind.
Most important fact, it is the time line which has to be kept in mind for fulfilling the manpower
requirement in organizations. After identifying the talent need, the next job is to prepare a job
description. A company is always in search of the most desirable skills in employees who can prove
an asset to their organization Organizations try to strive via job portals, internal referrals,
headhunting, and newspaper advertisements etc. Some succeed and the rests have loss of business
because of lack of human resource.

Recruitment through all sources involves a lot of time and requires a good follow
- up from screening CV matching company’s requirement to aligning interview as per the comfort
of prospective employee and employer till finally ensuring the joining.

HR Support process from Payroll, third party, contract staffing makes organizations stress free by
focusing on core strengths of business strategy and implementation without having to worry as such
functions outsourced are handled by experts.
For Training & Development

Post recruiting people the training of manpower and keeping them motivating is equally important
for long term success and sustainability of the organization. Getting this as an outsourced function
saves cost and is largely effective.
For Business Coaching

Stress and lack of direction is a common problem with employees and employers. A business coach
helps you set right goals, focus on them and achieve them in a time bound manner. Most times
immediate superiors act as business coach, but again an external business coach can be more
beneficial both for employees and the management.
Background Verification

The use of background checks is on the rise in many companies across the country because they
can save organizations money and time by ensuring they don’t hire the wrong people. Our, believes
background verification as most important area while hiring employees, as people can make or
break organizations. Right employees can give legacy and value for long term sustainability and
wrong employees can cause financial and reputation damage to an organization. Our various
services at an affordable cost to all small and big organizations shall help organizations in realizing
their full potential business with right people and thus right policy implementation and image
management inside and outside the organizational environment.
TALENT ACQUISITION

We provide tailored solutions to build your business.

We offer a differential approach to human capital building. Our team is expert in human resource
management and our recruitment process enables selection of the right people for the organization.

When a company is looking for Recruitment, then be it managers or front desk employees, we have
the experience and knowledge to find the best talent.

We work through Head hunting & Database systems along with Portals and Campus drives.

We recruit at all levels as follows

Junior Management
Mid Management
Top Management

The payment should be made in 15-30 days from date of joining with a confirmation of joining of
the candidate, we expect from the company’s HR department a detail of salary break-up, as per
appointment letter of the candidate received in a mail to our consultancy.

Invoice shall be submitted in a week of candidates joining, post receiving the appointment letter in
mail from the company.

We provide all back office and support service manpower requirements. For all government IT and
Non-IT sectors.

HR Outsourcing: For companies who wish to outsource HR and get professionals through us, we
provide a credible yet affordable alternative solutions to your company and help you focus on your
business.
We do it with planning, inducting, training, talent management and personnel management.

Payroll Processing: We ensure labor laws and compliances while functioning. This process is done
in a clear and flawless way at a miniscule cost for small to big organizations.

Temporary/Contract Staffing: As organizations grow, they need people in large number and with
compliances, this function is complicating. We understand the need of such growing organizations
and provide with such temp/contract staff.

Background Verification: “We make sure your business is protected, as we verify a candidate's
history, and you’re your workplace safe and secure” Background verification typically includes past
employment verification, credit history, and criminal history. These checks are often used by
employers as a means of judging a candidate's past history, character, and fitness, and to identify
potential hiring risks for safety and security reasons. While hiring, companies at times in a hurry or
lack of resources and time for get the most important area of back ground verification. Nowadays,
most hired employees are exaggerating their CVs with wrong information on academics,
experience, address of communication, awards & rewards. Such employees whose integrity is an
issue can cause miniscule to serious harm to the company and its reputation can be at stake.
Background Verification has also become vital for the safety of the existing employees and for the
development of an integrated workforce. Such comfort level can be achieved only by reassuring the
reliability of each employee chosen by the organization. This thereby helps in reducing the risks
involved in industry-wide hiring process.
The acts of financial liability for acts and misconduct of its employees is becoming one of the most
significant areas of exposure for organizations. Organizations are utilizing background screening
as a risk-management tool to limit their liability in present or future.
In today’s corporate environment, where the cases of resume frauds and identity crimes have
increased, it becomes all the more necessary to put in effect a reliable screening process, as it is
difficult to tell the difference between a resume and a one-page fiction content. Also, it is seemingly
difficult to access an employee behavior or past credentials in few minutes of the interview and
shortlisting process.

However, the whole process of going through every claim and credential of each applicant can be
tedious process. Thus, the known fact that the function of background verification is not easy and
not all companies can afford or do this efficiently, as today, HR department is burdened by
responsibilities. Hence, these important areas of back-ground verification go unattended.
Outsourcing this function thus, becomes the need of the hour.
Background checks include an array of personal information about job applicants, such as:

Audit:
We help to conduct HR Systems/process Implementation with audits at certain intervals to ensure
smooth functioning of HR for your organization.

Training & Development:

Training of manpower at certain intervals, works magical for organizations as this, along with
giving required skill, motivates the people with a thought that organization cares for them. For
Training requirements to be identified or calendarized within the organization, we help them
identify and design the training program that is customized as per the need of the organization. We
conduct both short and long duration trainings at client venue or at outside venue suggested by
client.

We conduct a bouquet of trainings of our Employees that help organizations achieve their desired
results. Some of our preferred trainings are.
▪ Understanding your organization & Self
▪ Work life Balance
▪ Defining human resources need and roles
▪ Career planning for an employee at work by employee and organization
▪ Stress Management
▪ Increasing Productivity at work
▪ Office Politics at work and how to covert to advantage.
▪ Social Networking and how to use to your and organization’s advantage.
▪ Email etiquette and communication styles
▪ How to ensure effective lead and sales conversion.
▪ Management Style for team effectiveness.
▪ Talent Acquisition Challenges and how to overcome them. ▪ Effective Talent Retention Strategies.
▪ Effective Talent Development Strategies

Business Coach:

A Business Coach is required to guide you take business decisions wisely. It can be a big motivation
towards success. We provide Business Coaches to mentor and motivate you to take strong business
decisions for success.

ABOUT THE TOPIC:

“UNDERSTANDING THE CHALLENGES IN TALENT ACQUISITION”
TALENT ACQUISITION

For organizational needs and to meet labor requirements, talent acquisition is the process of finding
and acquiring skilled human labor. To meet company goals and fill project requirements, talent
acquisition within a company is responsible for finding, acquiring, assessing and hiring candidates.
Department is a relatively new development and as a unique function in talent acquisition. In many
companies, HR generalist recruiting is still an indistinct function. Talent acquisition was required a
separate designation to meet the advance and unique functions. Modern talent acquisition of an
organization is a strategic function, encompassing talent procurement, as well as workforce
planning such as organizational talent forecasting, talent pipelining, strategic talent assessment and
development.

Talent acquisition is different from general recruitment, as it is becoming a unique profession

nowadays. Professionals of talent acquisition are skilled in sourcing tactics, candidate assessment,
compliance, hiring standards, employment branding practices and corporate hiring initiatives. As a
function talent acquisition has become closely aligned with marketing and PR as well as human
resources. The unique needs of large companies
specially to recruit and hire as well as attract top talent led to the development of a unique talent
acquisition practice and career.
Recruiting professionals work between agency recruiting and corporate recruitment positions. In
most organization, recruitment involves souring talent and bringing qualified candidate to the
company. Modern talent acquisition is becoming a unique skill-set because professionals of talent
acquisition also handle post-hire talent issues, such as employee retention and career progression,
the talent acquisition role is quickly becoming a distinct craft.
Talent acquisition is not new process, to meet the company needs there is simple process of
recruiting good talent candidates. As a profession, however, talent acquisition is quickly evolving
into a unique and important job function in today’s era.
The process of attracting and hiring skilled employees to fulfil a company’s business needs is talent
acquisition.
 Effective Talent Acquisition:

In order to recruit and hire the best talent, companies must align their planning and talent acquisition
strategy across departments in order to identify, target, and attract the most qualified candidates for
a given role.
Talent acquisition teams are also responsible for developing employer branding and communicating
that brand to potential candidates. Branding should clearly give candidates an understanding of your
company culture, its reputation, key differentiators between competitors, and its products and
services.
The talent acquisition team must also manage candidate life cycle, from the initial application
through the final job offer. Effective collaboration, clear communication, and goal alignment with
the hiring manager is key, in this regard.
In addition, talent acquisition teams are responsible for retaining essential employees and
developing and maintaining morale among their labor force.
Process:
The talent acquisition process involves several complex steps. The most essential of those include
1. Lead generation
2. Recruiting and attracting top candidates
3. Interview and Assessment
4. Evaluating references
5. Selecting the best candidate(s)
6. Hiring and Onboarding

For a more in-depth look at the talent acquisition process, check out our Talent Acquisition
Software. We use direct sourcing to discover more candidates, make it easy to nurture candidates
through all social media channels, utilize a one-click application function to make applying as easy
as possible for job seekers, and offer unique tools to build exceptional career sites optimized for
mobile use.

DIFFERENCE BETWEEN RECRUITMENT AND TALENT ACQUISITION

Both the professionals of talent acquisition and recruitment aim to find and hire qualified
employees.

Recruitment is a linear process where a position is vacated or created and a new person must be
found to fill it. Its core function is to find candidates for existing jobs that are currently available. It
is carried out in campuses of many colleges and off campus. The in-campus process involve going
through various rounds by both the recruiter and the candidates. Off campus process is carried by
majority of the companies, which post about their vacancies on their official websites and also on
many sites like naukri.com. After receiving applications, the whole process of selection and filing
up the vacant post is carried out rigorously. This process is completely different from talent
acquisition. A recruiter’s job starts with a vacancy and involves sourcing, screening and
interviewing skilled candidates.
 Talent Acquisition is a cyclical process and it is towards building relationships, anticipating future
hiring needs and creating a sustainable pool of candidates. It is strategic process which helps in
developing and nurturing a talent pipeline fulfilling long-term needs. A talent acquisition team takes
a more proactive approach as they recruit potential candidates to improve the company’s employer
brand. Also, they build pipelines to increase the quality of hire and reduce time to hire for the open
roles.

Talent acquisition includes recruiting, but it is inclusive of other strategic elements as follows:

Talent Acquisition Planning & Strategy – It ensures business alignment, examines workforce plans,
requires an understanding of the labor markets, and looks at global considerations.
Workforce Segmentation – This requires an understanding of the different workforce segments and
positions within these segments, as well as the skills, competencies, and experiences necessary for
success.
Employment Branding – Employment branding can help advance the market position of
organizations, attract quality candidates and depict what it is truly like to work for that organization.
Candidate Audiences –It is necessary to define and understand the audiences in which an
organization needs to source for specific roles. Different sourcing strategies should be applied based
on the understanding of the jobs and where the audiences will come from to fill them. Candidate
Relationship Management – This includes building a positive candidate experience, managing
candidate communities, and maintaining relationships for those candidates not selected. Metrics &
Analytics – This is the continuous tracking and use of key metrics to drive continuous improvement
and to make better recruitment decisions, to ultimately improve the quality of hire.

IMPORATANCE OF TALENT ACQUISITION

Talent Acquisition helps companies to build workplaces with skilled employees who can drive
successful businesses. Companies with good talent acquisition strategies:

• Transform recruiting to a proactive hiring function from a needed function.

• For future staffing need it is important to create candidate pipelines.
• Candidates are source from various backgrounds to recruit diverse employees.
• Hire candidates who have the ability to grow beyond their role.
• Current and future understanding of workforce demographics.
• Industry trends and emerging issues knowledge is important.
• Influence on talent acquisition identifies the organizational and cultural issues.
• Impact on the organization’s sustainability to identify the economic issues.
• Linking HR strategy to organizational strategy is important.
• Key components of the HR strategy reviewing.
• Utilization of talent acquisition tools and templates.
• Identify consideration when implementing a talent acquisition strategy.
• Retention of talent and knowledge of emerging trends and best practices in attraction.
• Talent acquisition strategy practical application in today’s era.
• In HR talent acquisition strategy, key design elements are required.

What does a Talent Acquisition team do?

Identify, attract and hire high-potential people is the work of talent acquisition teams. They:
• Forecast staffing need, by working with hiring managers and executives.
• Conduct candidate experience survey to improve the recruitment process.
• Grow the network of potential hires to host or participate in recruitment events.
• To fill their talent pipelines through social media and searches using Google or other methods to
source potential candidates.

RECENT TRENDS IN TALENT ACQUISITION

• Internal Talent Advocates – Talent acquisition function focuses on internal talent by many
companies to improve the performance of their internal candidates. Through this the employees can
define their career goals and understand the opportunities in the company.
• Assessment Centers – To assess people research shows that the normal 10 minute interview which
forms the baSISLL of most of the hiring processes is one of the most inefficient ways. However, it
is the cheapest and the fastest way to source candidates. But, as talent becomes difficult to source
and becoming costlier,
• companies start to go the extra mile to ensure it fits their position. For some time companies have
started using the assessment centers and many are following this trend.
• Increasing focus on employee referrals – Today companies are planning to focus on employee
referrals as they are cheap, people preferred to join quickly. As consultants are costly, takes time in
cold calling and few of the new joiner don’t turn up the first day.
• Mobile recruitment is taking off – In recent years, marketing mantra such as mobile which has
become big news. As mobile computing goes from strength to strength, the recruitment in this sector
will continue to grow with more and more applications and functionality related to talent
management becoming available on this device.
• Big data will drive real decision making – Such as mobile, big data is important as a key trend for
several years. Now, within the world’s biggest companies’ new services are emerging that can
analyze and sort the mass data.
 RECRUITMENT CYCLE
Recruitment Steps followed by our firm:
Step 1: Generating candidate’s interest in the client’s organization Step 2: Generating candidate’s

interest in the job profile

Step 3: Generate interest in compensation and benefits

Result A: Candidate acknowledges interest

Step 4: Brief interview - key skills validation and experience required Step 5: Schedule on-site

interview with Human Resource Department -

importance of being on-time and to call at least a day in advance to re-schedule

Step 1

1. Reason for call

2. CV forwarded through a portal/ reference

3. Trying to assess if possibly fit for a career or senior

4. Opening with one of our clients.

5. Is this a good time to have this conversation?

6. Generating interest in the client’s organization by saying:

7. Let me tell a bit about the organization where there is an opening

8. Details about the client’s organization

9. Our culture is very open and fun loving with freedom to work but demands responsibility

10. Our policies are people oriented and we offer excellent compensation and benefits
Step 2

Generating candidate’s interest in job profile by:

1. Highlighting important and key areas of the organization’s functioning

2. Brief about the roles and responsibilities and mention the details on the Job Description

Step 3

1. The position offers very competitive compensation and benefits compared to other organization.
2. The offer will give full consideration to the candidate’s skill and experience, and their ability to
 deliver results.

Result A: Interest
Step 4:

Brief Interview process: -

1. Education and Training

– Checking the candidates’ education and training details

2. Experience - Key Focus Areas

– Asking the candidate about their job profile so far. Matching the skill sets with
requirement

Step 5

1. If candidate matches the needs – then schedule an interview with the client.

2. To schedule interviews.

3. Telling the candidate that he/ she have to come in for an interview

4. Asking the candidate, on which day of the week and at what time during the day would he/ she be

contacted

5. Fixing up an appropriate time with the candidate

6. The candidate should remind about coming 10 minutes before time and need to call at least a day
in advance to reschedule

7. The candidate’s response to schedule interviews is noted, and his/her eagerness for the interview
The interview schedule is communicated to all interviewing managers in advance with Resume
and feedback

Step 6

1. After the interview call the relevant person on the client’s side and take feedback. If feedback is
positive, they call the candidate and request for his/ her latest salary documents and forward the
same to the client. An offer is prepared and given to the candidate and the joining date is decided.

2. If the candidate is not selected or if he/she does not take up the offer, then initiate the search
process again.
 Step 7

1. Be in regular touch with the candidate and keep them comfortable so that he/she joins the
company on the date of joining.
2. Even after candidate joins speak to them once in a while till he/she settles down in the new
organization. Keeping in touch with candidates also helps in obtaining references when the
need arises.

JOB DESCRIPTION

To increase individual and organizational effectiveness there is a job description which is a basic
HR management tool that helps the candidate and organization to choose the right one. In small
organization there is HR Council who develop job profiles for key positions. For each employee,
good job descriptions help to understand:
• Their duties and responsibilities
• Similar importance of their duties
• Their position contributes to the mission, goals, and objectives of the organization

For the organization, good job description helps to organizational effectiveness by:
• To make sure that the work carried out by staff is aligned with the organization’s mission
• To identify the most appropriate employee for new duties and realigning work loads

The foundation for HR management activities job description helps in the process:
Recruitment – Job description are used to progress a recruitment campaign that clearly explain the
duties to be performed and qualifications required by the organization for the position.
Selection – Based on the duties and qualification outlined in the job description; interview
questions, hiring criteria and the screening process is done.
Orientation – The job description helps the employee to see how their position relates to other
positions in the organization.
Training – to identify areas where the employee does not appropriately meet the qualifications of
the position, so job description is required and therefore needs training.
Supervision – job description can be used by the employee and the supervisor to help establish a
work plan.
 Performing a thorough job analysis

If the organization does not have job descriptions or it is out of date, the first task is to conduct a
job analysis.
Job analysis is a process of collecting information that helps to understand and describe the duties
and responsibilities of a position as well as the skills, knowledge and abilities required to do the
job. The aim is to have a complete structure of the position that what is actually done and how.

The purpose of job analysis is to provide the necessary information for writing job description. Job
descriptions are used as the HR management practices from selection to training to performance
management. The information of job analysis can be used in the job evaluation process, which is
the process for assigning value to a job for the purpose of setting compensation.

For each organization there are specific types of information collected during job analysis.
However, there are typical kinds of information gathered:
• Summary of duties
• Details of most common duties
• Supervisory responsibilities
• Educational requirements
• Special qualification
• Experience
• Equipment/ tools used
• Frequency of supervision
• Another person must be in contact
• Authority for decision making
• Responsibility for records/reports/files
• Working condition
• Physical and mental demand of the job

How is a job description developed?

The appropriate jobs for an organization come directly from the organization’s mission and
structure. On the bases of the analysis of the organization’s mission, goals and activities:
• Identify the values that should be agreed by all staff
• Establish the tasks or functions that need to be done
• The tasks are grouped into meaningful and challenging jobs
• The experience, knowledge, skills, and other characteristics are determined that are required for the
process
• Any special working conditions or a physical requirement is considered
• Internal equity and external recognition implication is considered of job titles
• At last, the job description is written or update
 JOB PORTAL

A job portal is also known as a career portal, currently it is name for an online job board that helps
applicants find jobs and also help employers to locate ideal candidates. Career websites, such as
Naukri, Monster, Indeed and Simply Hired, have job portal that offer a board range of jobs in a
large number of fields. There are some government agencies, nonprofit organizations, universities
and private businesses have their own job portals that applicants can access on the organization’s
websites.

With online job portal/ websites, finding a job of own choice has now become as easy as the click
of a mouse. All the job seekers have to register with these sites, along with their personal and
professional details, and these sites will help the job seekers to match their profile and eligibility.
This is the best and fastest way for job seekers.

List of top online job portals in India:

• Naukri.com
• LinkedIn
• Shine.com
• Indeed.co.in
• times jobs
• Iimjobs.com
• Fresherworld.com
• Glassdoor.co.in
• FreeJobAlert.com

NAUKRI.COM

Naukri.com is one of the most popular online job sites, which helps job seekers search the latest
jobs, as well as assisting employers to search the perfect candidates to work for their company. The
good thing about this portal is the reliability of services provided by it, topped up with its user-
friendly interface, which help in creating an excellent resume in an easy manner. These sites provide
opportunities in all possible fields. All these job portals can be trusted to help in getting the best job
in accordance with the qualification and eligibility in various fields.

Practical Understanding of Recruitment

a. Recruitment In IT Industry

In the today’s world, the information technology (IT) industry has become one of the most
robust industries. More than Information technology other industry or economic facet has an
increased productivity, particularly in the developed world and therefore is a key driver of global
 economic growth. Economies of scale and insatiable demand from both consumers and enterprises
characterize this rapidly growing sector.

IT industry associated with information technology and the hardware and software are an integral
part of nearly every major global industry. Both hardware and the software development involved
in the Information Technology (IT) industry include from computer systems to the design,
implementation, study and development of IT and management systems.

Features of IT industry: -

• The IT industry is knowledge based as unlike other common industries.

• An economy of scale for the information technology industry is high. The marginal cost of each
unit of additional software or hardware is insignificant compared to the value addition that outcomes
from it.
• In the growth process of the economy, IT industry helps many other sectors including the services
and manufacturing sectors.

• Efficient utilization of skilled labor forces in the IT industry can help an economy achieve a rapid
pace of economic growth.

Conclusion

While each organization handles and houses talent acquisition differently, the talent acquisition
team is arguably the most important driver of corporate culture and positive long-term growth

There are several challenges that are faced by HR of the organization or a business, some of
the basic problems that are faced by the HR are:

COMPLIANCE WITH LAWS & REGULATIONS: Keeping up with changing

employment law is a struggle for business owners. Many choose to ignore employment laws,
believing they don’t apply to their business. But doing so could mean audits, lawsuits, and possibly
even the demise of your company.

MANAGEMENT CHANGES: As a business grows, its strategies, structure, and internal

processes grow with it. Some employees have a hard time coping with these changes.

LEADERSHIP DEVELOPMENT: Leadership development is critical in keeping your

management team engaged and motivated and prepares them to take on more responsibilities in the
future.

WORKFORCE TRAINING AND DEVELOPMENT: Investing in the training and development

of lower-level employees is another common HR problem. Some businesses have trouble finding
their sources to do so.
ADAPTION TO INNOVATION: Technology is constantly changing. Businesses must be quick
to adapt, or risk being left in the dust by their competitors. The challenge for small business owners
is getting employees to embrace innovation and learn new technology.

RECRUITING TALENTED EMPLOYEES: Attracting talent is a huge investment of time and

money. It’s difficult for entrepreneurs to balance between keeping a business running, and hiring
the right people at the right time. In addition, it’s impossible to know whether a candidate will
actually be a good fit until they’ve worked for you for a period of time.

RETAINING TALENTED EMPLOYEES: Competition for talented employees is fierce. Start-

up and small companies don’t have big budgets for retirement plans, expensive insurance plans,
and other costly items that their larger competitors do—at least, not yet. Employee turnover is
expensive and can negatively impact business growth.

WORKPLACE DIVERSITY: Multiple generations. Ethnic and cultural differences. These are
just a few of the many factors that make workplace diversity a continual challenge for small
businesses. The risk of lawsuits for failing to protect employees from harassment is real.

UNDERSTANDING BENEFITS PACKAGES: The Affordable Care Act has been a pain
point for many small businesses in the past few years. Rising healthcare costs mean companies must
either pass these costs onto employees or take a hit to their bottom line. Since good benefits
packages can be a deciding factor for potential hires, understanding them is key
 CHAPTER-2

REVIEW OF LITERATURE
Review of literature is one of the most important early steps in a research study. It is designed to
identify related research studies articles, to set the current research study within a conceptual and
theoretical context. When looked at that way, almost no topic is so new or unique that you cannot
locate relevant and informative related literature. Literature reviews are academic documents that
researcher writes in order to provide a critique of an element of literary work. However, a literature
review is an assignment in which research students not only need to read and understand a literary
work, but they also need to think critically about specific themes, ideas, and information presented
in the work. Writing a literature review is an essential part of the research paper. A literature review
requires the knowledge of some concrete piece of literature. The available literature related to the
Talent management activities in the organizations of various sectors have been reviewed by the
research in the present study. The reviewed literature has been divided into the following segments.
i) Review of literature pertaining to Talent management in service and manufacturing sectors. ii)
Review of literature pertaining to Talent management in the IT sector

• Fang lee Cook, et al (2004). Through this the article he has focused mainly on the talent
management strategy of organizations in the service sector. The author has stated that many services
organizations are now realizing the advantages of a diverse workplace. In this context, author has
pointed out that, as more and more organizations are going global in their market expansions either
physically or virtually, there is a necessity to employ diverse talents to understand the various niches
of the market and management should five an opportunity to their employee to show their hidden
talents in this regard. The author has stated that, in every service rendering organization, the
management should have such a talent management strategy or programs which enhance the talent
of the employees.
• Amiri M. and Safariolyaei, N.et al (2017). Authors have discussed about talent management
among employees. They have explained that the talent management the hidden talent of employees
and emphasized that the management should focused on the talent of employees for improving and
increasing the productivity and performance of workers.
• Douglas J. Novona, et al (2005). Through the study, the author has highlighted the factors which
are responsible for the success of talent management activities. In this context, the author has stated
that talent management activities, can seem intimidating and difficult to handle for managers and
human resources in the organizations. However, while discussing ‘talent’ author has referred to the
most valuable function in the organization. In the opinion of the author, organizations do not survive
without people and when the management people of the organization think and plan for the
development of these products of value; things can be complex and appear multiple.
.
• Discover what you are talking about.
• Describe what is all means is transparent
• Discuss career aspirations with employees.
• Determine who belongs where and
• Differentiated development. For the successful talent management system of any organization, the
author has suggested five points implementing the plan.

• P. Chatterjee. et al (2013). Through this study, the article author has highlighted the problems for
valuing employees’ talent. The author has critically stated that, despite leading contribution made
by the employees, only a few organizations have taken initiative to show their value and
contribution in the annual report of the organization. It is observed that, several studies have been
 made so far regarding the valuation of human resources, but in any study, no talented human
resource has been considered as an asset of organization. In the opinion of the author
o the problems of valuing employee’s talents are.
o Like other physical assets, human resources cannot be owned by the organization.
o Human the resource is not recognized by the Income Tax department.
o Some qualities of human resource cannot be measured into monetary terms such as leadership
quality, praise, honesty, sincerity, motivation, mood, sentiment, loyalty, etc; and
o No assurance of certain benefit given by human resources in the future time period.
• Amiri, M. and Nobakht, A. et al (2016). It was found that, performance management is an
essential way to improve the effectiveness of organization and achievement of organizational goals.
However, the effect of talent management among HR professionals and managers is more essential
for improving the circumstance of the organization for achieving the goals.
• Amiri, M. and Chavan, B.et al (2016). It could be said, however, the computerization of higher
education and higher educational institution changed the way of teaching as well as learning of
students and finding a better solution for identifying the skills of students. Here also the role of
talent management among teachers and students can play an important role in identifying their
hidden talent and skills for changing the condition.
• L. A. Berger and Dorothy Berger.et al (2008). Authors have presented a talent management
model based on the practice of high performing organizations. It conSISLLts of three linked
elements, i.e. a creed, strategy, and system. The presented model requires that the principles of the
organization’s creed are embedded into both its talent management strategy and in its talent
management system by incorporating its doctrines into selection criteria, competency definitions,
performance appraisal system for driving organizational success and also discussed on the
integrating succession planning and career planning of employees.
• Chattopadhyay. P,et al (2013). Author has stated that, it may be underscored that the return on
talent is a calculable measure both- in quantitative and qualitative terms. In the opinion of the
author, in typical organizational situations, this concept can wonder though it must be said in the
organization, especially those belonging to the same ranks may create problems related to
camaraderie. The author has further stated that, development of the right attitudes and enduring
managers and people with required powers can bring forth result several times higher than the
expenditure that may be incurred in finding talents, harnessing them and deploying them not only
for the purposes of today but also tomorrow.

‘
 SWOT ANALYSIS
➢ Strength is defined as any internal asset, technology, motivation, finance, business links, etcthat
can help to exploit opportunities and to fight off threats.

➢ Weakness is an internal condition which hampers the competitive position or exploitation of

opportunities.
➢ Opportunity is any external circumstance or characteristic which favors the demand of thesystem
or where the system is enjoying a competitive advantage.

➢ Threat is a challenge of an unfavorable trend or of any external circumstance which will

unfavorably influence the position of the system.
 Strength

• Strong distribution network – Over the years SISL Infotech Private Limited. has built a reliable
distribution network that can reach majority of its potential market.

• Strong Free Cash Flow – SISL Infotech Private Limited. has strong free cash flows that provide
resources in the hand of the company to expand into new projects.

• Highly skilled workforce through successful training and learning programs. SISL Infotech Private
Limited. is investing huge resources in training and development of its employees resulting in a
workforce that is not only highly skilled but also motivated to achieve more.

• Strong dealer community – It has built a culture among distributor & dealers where the dealers not only
promote company’s products but also invest in training the sales team to explain to the customer how
he/she can extract the maximum benefits out of the products.

• Superb Performance in New Markets – SISL Infotech Private Limited. has built expertise at entering
new markets and making success of them.

• Highly successful at Go to Market strategies for its products.

• High level of customer satisfaction – the company with its dedicated customer relationship management
department has able to achieve a high level of customer satisfaction among present customers and good
brand equity among the potential customers.

Weakness

• The marketing of the products left a lot to be desired. Even though the product is a success in terms
of sale but its positioning and unique selling proposition is not clearly defined which can lead to the
attacks in this segment from the competitors.

• The company has not been able to tackle the challenges present by the new entrants in the segment
and has lost small market share in the niche categories. SISL Infotech Private Limited. has to build
internal feedback mechanism directly from sales team on ground to counter these challenges.

• Limited success outside core business – Even though SISL Infotech Private Limited. is one of the
leading organizations in its industry it has faced challenges in moving to other product segments
with its present culture.

• Need more investment in new technologies. Given the scale of expansion and different geographies
the company is planning to expand into, SISL Infotech Private Limited. needs to put more money
in technology to integrate the processes across the board. Right now, the investment in technologies
is not at par with the vision of the company.

• Investment in Research and Development is below the fastest growing players in the industry. Even
though SISL Infotech Private Limited. is spending above the industry average on Research and
Development, it has not been able to compete with the leading players in the industry in terms of
innovation. It has come across as a mature firm looking forward to bring out products based on
tested features in the market.
• Financial planning is not done properly and efficiently. The current asset ratio and liquid asset ratios
suggest that the company can use the cash more efficiently than what it is doing at present.
Opportunities

• Economic uptick and increase in customer spending, after years of recession and slow growth rate
in the industry, is an opportunity for SISL Infotech Private Limited. to capture new customers and
increase its market share.

• New customers from online channel – Over the past few years the company has invested vast sum
of money into the online platform.

• The new technology provides an opportunity to SISL Infotech Private Limited. to practices
differentiated pricing strategy in the new market. It will enable the firm to maintain its loyal
customers with great service and lure new customers through other value-oriented propositions.

• New trends in the consumer behaviour can open up new market for the SISL Infotech Private
Limited. It provides a great opportunity for the organization to build new revenue streams and
diversify into new product categories too.

• The new taxation policy can significantly impact the way of doing business and can open new
opportunity for established players such as SISL Infotech Private Limited. to increase its
profitability.

• New environmental policies – The new opportunities will create a level playing field for all the
players in the industry. It represents a great opportunity for SISL Infotech Private Limited. to drive
home its advantage in new technology and gain market share in the new product category.

Threats

• Long term market instability and uncertainty may damage the opportunities and preventthe
expansion of training and development facilities.
• Lack of political willingness and support on promoting new strategies
• Entering big size multinational companies into the domestic market will lead to grabbing the
attention of the clients. Hence, it will be hard for a domestic company to sustain its standing in
front of big companies.
• There are lots of competitors in the market. When there is already competition from established
players in the industry, then ultimately it will continue to diminish Technologies market share.
• This can have a counter effect on consulting firms’ business when firms constitute their in-house
knowledge centers.
• Globalization brings opportunities, but at the same time, it also brings a threat of being replaced
by a foreign business.
• Inefficient accessibility in planning and concerning the infrastructure and signs.
CHAPTER-3

DATA ANALYSIS & PRESENTATION

Gradually, talent acquisition is attached with other basic HR disciplines as it is lined with one
element of a wider talent management strategy. To get the right talent at the right time managers
needs to perform proper recruitment activities and systems. Recruitment companies do not have
much time and resource to shortlist the quality talent employees, so they need scientific method to
fasten the work. While shortlisting applicants in candidate selections, a recruiter have an extra
pressure that there should be zero error and effective candidates for any position. Some new things
are developing in today’s era do to talent acquisition process more exact and scientific. To employ
the right candidates across new-age procedures, tools, technology and service-level improvements
that help in recruiting organizations pay minimum time.

To meet dynamic business needs efficiently and effectively, talent acquisition is strategic approach
to identify, attract and on-boarding top talent. Mostly recruitment is focus on immediate hiring
needs. Talent acquisition has more strategic intent of bringing in talented workforce in certain
critical positions and role in the company throughout various levels of hierarchy so as to facilitate
in the overall achievement of company goals and objectives.

Talent acquisition takes a long-term view of not filing positions today, but also using the candidates
that comes out of a recruiting campaign as a means to fill similar positions in the future. Talent
acquisition involves process of finding, attracting and engaging highly talented individual into the
organization.

To ensure the recruitment and retention of competent, motivated and innovative workforce, the
growing employment rate in the technology sector thus raises implications for organizations and
HRM in general. From past till date, recruitment also had changed innovatively.
Nowadays, talent acquisition is used in most of the organizations, where human resource are seen
as assets i.e. Talents. So, it needs to be acquired as we say asset, thus leading to a new term – Talent
Acquisition. Today, talent is scarce; especially people with the most desired and in demand skills
are required. A company’s employment brand is easy to ascertain without even stepping into the
office and employees with high - demand skills have choices. At the same time, the internet has
revolutionized the way people learn about companies and apply for jobs.

RESEARCH METHODOLOGY
To define any research problem and give a suitable solution for any research, a sound research plan
is inevitable. This chapter includes an overall research design, the sampling procedure, the data
collection method, and analysis procedure. Out of the total universe of 120 employees, 30
respondents have been taken.
 Research Approach

Descriptive research approach is used in the study with the aim to achieve an in-depth understanding of the
talent acquisition in the firm under study.

Qualitative research strategy is used for the study. The major purpose of qualitative strategy is that it provides
in-depth understanding of models, definitions, meanings etc. Research methods used in this category include:
Interviews: Here face-to-face interview with the managerial staff of the organization is used. Reviews:
Combing through scholarly literature and other published writings to determine attitudes towards a subject.

Sources of data collection

Both primary and the secondary data are used in the data collection required for the study. Primary data is
collected by means of direct interviews. Secondary data is collected from available books, publications,
research studies, articles and websites.
For primary data collection the following methods are used:

• Interview with HR Manager

• Interviews with Employees
For Secondary data collection the following methods are used:

• Websites
• Published articles
• Other Sources: Appropriate journals, magazines such as Human Capital, relevant newspaper
articles, company brochures and articles on web sites are also used to substantiate the identified
objectives.

• Sample Size: 80 employees

Types of Data- Primary data- Questionnaire and Secondary data- Company website
, literature review and internet portals.

• Sample Collection Tool- Questionnaire

• Sample Method: Census Sampling
• Statistical Tool-Tables, Charts, Graphs
• Sample Place-SISL Infotech Private Limited
 Data collection tool

• The first step in data collection was to contact the Human Resources Department of the firm. Next a meeting
was arranged with the HR manager. At this meeting, the HR manager provided me with background
information regarding the organization. Then managers and senior executives of HR and other departments
were chosen to be interviewed based on judgmental sampling. Face to face interview method was used in
the research to gather information about the organization ‘s strategy for recruitment and selection. Interviews
were conducted with the HR team with the goal to collect more in-depth information about the organization
and its processes for talent acquisition. Several issues were identified that the organization needs to address
in the recruitment and selection process. Both structured and unstructured questions were used for the same.

Recruitment source that fits for the company?

Table showing Recruitment source.

SOURCES NUMBER OF
RESPONDENTS

Internal Sources 25

External Sources 55

Inference:
32% of recruitments are done through utilizing Internal sources and 68% are done through
utilizing external sources is depicted from the above table.

Interpretation:
Above graph depicts that external sources of recruitment is preferred by the employee and the organization
to find or hire new employees, rather than internal source of Recruitment fits the company.

Websites used by the organization for hire employees?

Table showing the Websites used for hiring employees

WEBSITES NUMBER OF
RESPONDENTS
Naukri 30
Intern Shala 20
LinkedIn 12
Indeed 10
Monster 08

Inference:
From the above table we can say that,40% use Naukri, 25% use Intern Shala, 14% use LinkedIn, 11% use
Indeed and 10% use Monster for hiring employees using websites or job portals.

Interpretation:
Naukri is the website or the job portal majorly used by the organization to hire new candidate when compared
to other websites. Intern Shala is the second website used for hiring. These websites help in identifying and
selecting the potential candidates

Conducting on time Talent Acquisition process?

Table showing Timely Talent Acquisition process.

PARTICULARS NUMBER OF
RESPONDENTS
YES 60

NO 20

Inference
From the above table, it is predicted that 75% of employee in the organization think that the organization
conducts timely TA process and 25% think that the company won’t conduct.

Graph showing Timely TA process.

Interpretation:
We can interpret that, most of the employees think that the organization conducts TA process on time. On
the other side, few of them think it does not conduct TA process on time

Scope for Improvement in TA process?

Table showing Scope for improvement in TA process.

PARTICULARS NUMBER OF
RESPONDENTS
Strongly-Agree 15

Yes 50
Maybe 10

No 5

Strongly-Disagree 0

Inference
The above table says that 15% of the employee Strongly-Agree, 50 % of the employee say Yes, 10% of the
employee have a Neutral opinion, and 5% of the employee says No, that there should be a scope for
improvement in the TA process.

60
50
40
30
20

1
0
0
Strongly-Agree Yes Maybe No Strongly- e
Disagree
Graph showing Scope for improvement

Interpretation:

From the above graph, we can get a clear picture about the employees view about enhancing in the TA
process. The most of the employees Agree that there is a scope for improvement in the TA process

Initial Screening of the candidates is done by the recruitment team?

Table showing Initial Screening of candidates

PARTICULARS NUMBER OF
RESPONDENTS
YES 70

NO 10

Inference:
It is analyzed that 88% of employee in the organization think initial screening of the candidate is done by
the recruitment team and the remaining 12% think that it is not conducted by the recruitment team
Interpretation:

Many people working in company thinks the initial screening the candidate is carried out by the recruitment
team, which helps them to hire a candidate for a vacant position in the organization

In the process of recruitment does Employee Referral plays an important?

Table showing importance of Employee Referrals

PARTICULARS NUMBER OF
RESPONDENTS
Strongly-Agree 15
Yes 45
Maybe 15
No 5
Strongly-Disagree 0

Inference:

Above graph we can say that 56% of the employees Agree that Employee Referral plays a essential role in
hiring new talents for company. 19% of the employees Strongly- Agree and 6% of the employees Disagree
and another 19% of the employees have a Neutral opinion.
Interpretation:

Above graph concludes that majority of the people in the company prefer Employee Referral for hiring new
talents for the vacant position in the company, which helps them to build relationship as well as to gain loyal
employees

Will Internal Source of Recruitment motivate the employee?

Table showing motivation by internal source of recruitment.

PARTICULARS NUMBER OF
RESPONDENTS
Strongly-Agree 5

Yes 70
Maybe 5
No 0
Strongly-Disagree 0

Inference:

Above graph says that 88% employee in the organization think that internal hiring will motivate the
employees within the organization as it provides them assurance about their job. Whereas the remaining 6%
of the employee have Strongly Agreed and have Neutral opinion about it respectively.
Interpretation:
Internal Source of recruitment will help in motivation the employee in the company is depicted from graph
above, as most of the employees agree. It helps in bonding employee and organization and having long term
relationships.

Referred candidates are preferred by the Organization?

Table showing Referred Candidates.
PARTICULARS NUMBER OF
RESPONDENTS
YES 60

NO 20

Inference:
From the above table it is clear that 75% of the employee thinks that preference for referred candidates is
more when compared to others. And remaining 25% of the employee thinks, that the organization does not
consider referred candidates.
 Inference:
As shown in the above graph, majority of the employees in the organization think that new candidates
hired are selected by the preference of reference by the employees working in the organization.

The Selection policies followed by the company are Satisfactory?

Table showing Satisfaction on Selection Policies.

PARTICULARS NO. OF
RESPONDENTS
Highly-Satisfied 15
Fully-Satisfied 55
Maybe 10
Not so satisfied 0
Highly-Dissatisfied 0

Inference:
20% people are Highly satisfied and 69% employee are fully-Satisfied and 11% employee have Maybe
opinion on the Selection Policies followed by the organization, this is depicted from the above table
Interpretation:

Many people working in the company agree that selection policies followed by company is satisfactory.

The performance of Human Resource department is satisfactory?

Table showing Satisfaction on performance of HR department.

PARTICULARS NO. OF
RESPONDENTS
Highly Satisfied 10
Fully Satisfied 45
Maybe 20

Not so satisfied 5
Highly Dissatisfied 0

Inference:
From the above table we can say that 10% employee are Highly satisfied, 54% of the employee are
Fully-Satisfied, 25% people have neutral opinion and 6% of the employee are not so satisfied with
the Performance of the Human Resource department in company.
Interpretation:

Graph above says that many people working in company are fully satisfied with the performance of
the Human Resource department in company.
 CHAPTER-4 SUMMARY & CONCLUSIONS

Learnings

During my course of internship with SISL INFOTECH , I supported the HR Department and
organizational initiatives . my responsibilities with recruiting initiatives included initial resume
screening and on-boarding .Position I screened for included but were not limited to IT but also in non
IT positions as well . I also supported administrative aspect such as filling data entry and employee
engagement Activities

Since SISL INFOTECH is in transitional period, I helped develop several job Description.

This internship allowed me to develop lots of HR skills like confidence, presentations skills, networking skills
and I gained a lot of worthwhile contacts through this.

Suggestions

SISL INFOTECH as an organization is solving a very widespread problem of the coming decade, where
more than 90% of the world’s business would be leveraging software’s to make their operations as well
as strategic task automatic. Understanding the user will become more and more complex over the period
for any digital business. The better we understand our users the better we will have the opportunity to
scale. More streamlined and more effective data tracking and figuring out a way to track qualitative user
satisfaction will be a game changer.

These suggestions are based on the research done –

• As talent is very important for each company so the companies should spend and invest more time
in it as it will help the company to nurture its growth.

• Working in a manner which results in effective and efficient manner.

• The companies should be ready with their future palms, strategies and tools as it will increase the
scope of improvement and enhancement of the company.

• More and more should opt for the onboard training as it gives you the experience of how a
corporate world works

.
 Findings

• The company follows external recruitment source for hiring new talents via contracts which is
beneficiary for company.

• The Talent Acquisition process, methods and practices followed in the company gives positive
outcomes.
• This process involves attracting talents and increasing the networks all across the country.
• From the above survey, we can say that Talent Acquisition process followed in the organization is
excellent.
• Best screening process is done prior, in order to save time and hire effective employee.
• The ultimate objective of conducting interviews, Talent Acquisition process is to find new talents
for innovative ideas and expand their business.
CONCLUSION :

From the above discussion it can be concluded that since human resource management is
a continuously practicing issue, it plays a significant role on organizations overall
performance. If an organization wants to gain full benefit from human resource
management it should follow all the sections of HRM. As a small AMC few persons are
recruited for its operations and performances. But it will expand soon or later and then
the number of HR employees may not be enough to run the company. Committed and
trustworthy employees are the most significant factors to becoming an employer of
choice, it is no surprise that companies and organizations face significant challenges in
developing energized and engaged workforces. However, there is abundance of research
to demonstrate that increased employee commitment and trust in leadership can
positively impact the company’s bottom line. In fact, the true potential of an organization
can only be realized when the productivity level of all individuals and teams are fully
aligned, committed and energized to successfully accomplish the goals of the
organization.
Thus, the objective of every company should be to improve the desire of employees to
stay in the relationship they have with the company.

43
 BIBLIOGRAPHY

• https://www.recruiter.com/i/talent-acquisition/

• https://resources.workable.com/tutorial/faq-talent-acquisition

• http://ijbarr.com/downloads/050920141.pdf

• http://www.slideshare.net/ShaktiRightstep/bfsi-recruitment?from_m_app=android

• http://www.managejournal.com/up/conference/20170210152208.pdf

• key_elements_of_an_effective_talent_acquisition_strategy_pdf

• https://www.citehr.com/108810-details-required-recruitment-process-industry.html

• https://www.SISLinfotech.com/

• (PDF) Brief Introduction of HR Industry | Eyal Roy - Academia.edu

• Analysis of HR - IdeasMakeMarket.com

• HR Industry in India (mapsofindia.com)

• (PDF) CHAPTER-3 RESEARCH METHODOLOGY | Kiran Gowda Academia. Edu

• HR Handbook Book by Kurt E. Peray

• Handbook for Designing Cement Plants, First Edition 2009 by SP Deolalkar.

• Cement Designing Green Plants, First Edition 2013 by SP Deolalkar.

• Alternative Fuels and Raw Material Handbook for the Cement and Lime

• Industry, First Edition 2012 by Dirk Lechtenberg and Dr. Hansjorg Diller.

• www.Investopedia.com

44
 ANNEXURES

QUESTIONNAIRRE FOR SELF ANALYSIS

Q1. Which Recruitment source fits the organization best?

a) Internal Sources.
b) External Sources.

Q2. Which website is used by the organization for hiring employees?

a) Naukri.
b) Intern Shala.
c) LinkedIn.
d) Indeed.
e) Monster.

Q3. Does the organization conduct Talent Acquisition process on time?

a) Yes.
b) No.

Q4. Should there be a scope of Improvement in Talent Acquisition process?

a) Strongly-Agree.
b) Yes.
c) Maybe.
d) No.
e) Strongly-Disagree.

Q5. Is the Initial Screening of the candidate done before Recruitment process?

a) Yes.
b) No.
Q6. Does an Employee Referral play an important role in recruitment process?

a) Strongly-Agree.
45
b) Yes.
c) Maybe.
d) No.
e) Strongly-Disagree.

Q7. Will Internal Source of Recruitment motivate the

employee?

a) Strongly-Agree.
b) Yes.
c) Maybe.
d) No.
e) Strongly-Disagree.

Q8. Referred candidates are preferred by the organization?

a) Yes.
b) No.

Q9. Is systematic and regular process of Talent Acquisition conducted in the company?

a) Strongly-Agree.
b) Yes.
c) Maybe.
d) No.
e) Strongly-Disagree.
Q20. What is the Overall rating of Talent Acquisition process in the organization?

a) Excellent.
b) Good.
c) Average.
d) Bad.

46