Group members

 Asif Rafique (084232-044)

Asif Khalid (084232-002)
Asif Jameel (084232-050)
Ali Amjad (084232-004)
Umer Naeem (074132-019)
Sajid Omer (084232-047)
 Organization

Corvit Networks (pvt.) Limited

 INTRODUCTION
 It was founded in year 2000 as a supplier
of networking products, services, trained
human resource and training

Corvit Networks, the name of the

organization itself shows that it operates
in the industry of Networking and software
technology
 Reason to select

 Pioneer in the ICT industry

Company, ISO 9001 : 2000 certified
Gold Partner of CISCO international
 Divisions
 Solutions Division
it deals with the networking and field
work.

 Training Division
This sector deals with the Skill
enhancement projects like CCNA,CAD,CAM
etc

 Software Division
Provide utilities as per principle base or
customer base.
 Analysis
of
External &
Internal
Environment
 Industry Definition
 The software segment of the IT industry has
about 500 players/companies.

The size / turnover of the software segment of

the industry of US$ 25 million in the domestic
segment and US$ 15 million worth of export.

Massive brain drain of high-level professionals

and IT trainers
Economic condition of Pakistan
 Contract with IMF

Weekly reserves of Pakistan are $6.74 bln and

foreign debts are $45 bln

To devaluation of rupee, dollar value is

uncontrollable.

Inflation in Pakistan is running at around 25%

Threats to the IT Industry
in Pakistan
 Continued political instability in the country.
 Continued government inertia on Information.
Technology and the restrictive nature of national
regulatory laws.
 Pakistan continues to be perceived as a country
which is not friendly.
 Economic down turn and unfavorable exchange rate
parity.
 Lack of business know-how of IT industry players.
 Lack of access to the international capital market.
 Weak legal framework for protecting intellectual
property of the local IT industry.
 Brain drain…..
 Reference--- (http://www.stii.dost.gov.ph/astinfo/frame/jan_to_mar_2k1/pg10_to_11.htm)
Corvit Networks (pvt.) Limited
Products and Services
 Network Security Solutions

Corvit possesses proven competence in Information

Security Risk Analysis and Management which is backed by
an unprecedented resource pool of talent and experience in
network security and privacy protection.

 Unified Communications Solution

Replacing circuit switched technology with a more cost

effective and efficient packet-based architecture, today
data, voice and video can all be handled over a single IP
network
Human Resource Outsourcing
Services

Corvit is more than equipped to provide you

with experts that can not just meet
expectations and deliverables but ones that
exceeds expectation. Corvit transforms HR
service delivery with a comprehensive set of
outsourcing services that dramatically
reduce costs and improves organizational
capabilities.
 Network System Management Solutions
NMS is used to monitor and administer a network by collecting
and correlating performance and other system, network and
application parameters to predict and, thus, avoid potential
downtime. Identifying, quickly resolving and preventing problems
through root cause analysis, extends performance management
into predicting future IT resource needs.
 Disaster Recovery Solutions
It’s not about how hard you hit. It’s about how hard you can get
hit and still stand up. Disaster recovery is the process of regaining
access to the data, hardware, and software necessary to resume
critical business operations after a natural or human-induced
disaster
Competition
Following are the major competitors of the
Corvit Networks in business as well as in terms
of human resource;

 DWP
 Orvix
 InfoTech
 Emercom
 Rvin
Labor Force Characteristics

The workforce at the company is mostly of

technical nature, as they deal in technical
areas of the information technology
sector.
Internal
Environment
 Unionization

Corvit networks have very strong internal

environment. There is no unionization within the
workforce. The main reason behind this is Corvit
have very strong HR department that takes care
of employees all type of benefits and
compensations.
 Workforce Characteristics

• Regardless of gender biasness they hire

the required employees but mostly
females are reluctant to do work for longer
hours so most of their staff comprises of
male members. They tend to hire fresh
graduates but give equal importance to
experienced applicants.
•
&
Recruitment and Pre-Testing
 Recruitment
 An activity directed to obtain appropriate
human resources whose qualifications and
skills match functions of the relevant posts in
the Organization

The process of recruitment does not stop

when it commences, it is a dynamic activity.
The purpose of it is to provide an Organization
with a pool of qualified candidates

Reference---(Edwin B Flipper, Personnel Management, Tate McGraw Hill, 1985, p147)

Recruitment Process
 Pre-Testing
Employee testing is
a growing
phenomenon. Some
companies use
testing as a way to
select candidates in;
others use it screen
candidates out
 Pre-testing Vs Screening
 A preliminary test administered to determine a
student's baseline knowledge or preparedness for
an educational experience or course of study.

 A test taken for practice.

Screening is a simpler process, generally

targeting factual questions a candidate can
answer regarding his or her ability.
Implications on the organization
The following step by step process is as follows:

 Job analysis in according to each department needs

 Man power requirement and assessment
 Pool search and reference check out
 Calling and testing (Pre-interview)
 Operation department Interview (Job relevant testing)
 CEO interview (final interview)
 Process
of
Recruitment
&
Pre-testing
• Job analysis in according to each
department needs

 Put its requirement into Man power

Search from different sources i.e.

internet pool and references form
within or outside the organization
 Cont.
 The HR Managers and the assistance
operation department took its pre-
interview

Senior authority take second

interview

CEO of the Corvit and the final

decision issued
Gathering HR around 360’’
 Gathering HR around 360’’
 References

Dropped Curriculum Vita’

Online (internet pool)

e.g. www.Rozee.com

Universities Notice Boards

Advertising
Questions