Renu Hard 1
Renu Hard 1
Renu Hard 1
IN
EME TECHNOLOGIES
SUBMITTED BY SUBMITTED TO
RENU DHIMAN Ms. Malvika Tuli
BU2018PGMB034 Assistant Professore
MBA 3rd Semester (IInd Year)
SCHOOL OF MANAGEMENT
BAHRA UNIVERSITY , SHIMLA HILLS
SEP. 2019
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STUDENT’S DECLARATION
EME TECHNOLOGIES
Degree of
(Industry integrated)
TO
...........................................................
Is my original work and same has not been submitted for the award of any other
degree/diploma
..............................................
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ACKNOWLEDGEMENT
opportunity to work for this project and I would like to express my sincere thanks
to,Mr. Prashil Rawat and Mr Robin (managing partners) who helped, inspired and
mentored me and without his help this project report would not have taken its current
shape. Under his brilliant untiring guidance I could complete the project being
simplifying the problem involved in the work. I would also like to thank the
overwhelming support of all the people who gave me an opportunity to learn and gain
unconditional apology.
.................................
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CHAPTER 1- INTRODUCTION
CHAPTER 5-ANALYSIS
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CHAPTER 6- SUMMARY AND CONCLUSIONS
BIBLIOGRAPHY
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INTRODUCTION
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1.1GENERAL INTRODUCTION ABOUT THE SECTOR
Business process outsourcing (BPO) is a broad term referring to
• Economy of Scale
• Superior Competency
• Utilization Improvement
EVOLUTION OF BPO
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• 1980's - entire IT operations
• 1990's - alliances/tie-ups
channels including voice, e-mail and chat on a 24/7 and 365 days
basis.
hardware.
3.Telemarketing Services
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The telesales and telemarketing outsourcing services target
5.Insurance Processing
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Service Example:
Service Example:
o Data entry from Paper/Books with highest accuracy and fast turn
around time
Service Example:
per requirement.
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o Conversion from Page maker to PDF format.
Service Example:
o General Ledger
oFinancial Statements
o Bank Reconciliation
Service Example:
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company to profit from the potential of employee skills and
experience. There are two main functions of human resource managers. They are:-
Managerial function:
Planning
Organizing
Directing
Controlling
Operative functions:-
development.
It is well known that consultants play an important role in the industry as well as in
sector or in the private sector rely on external constants for various IT services such as
project feasibility studies, detailed design, detail project report, procurement, quality
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control, construction supervision, commissioning, strategy formulation, business
All the services are rendered in different sectors of consultancy to public and private
projects.consultant brings expertise and knowledge and guides the owner /client for
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Fig . showing different work of HRM
JOB DESCRIPTION
Job descriptions clearly identify and spell out the responsibilities of a specific job.
Job descriptions also include information about working conditions, tools, equipment
used, knowledge and skills needed, and relationships with other positions. Job
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duties,
responsibilities,
JOB SPECIFICATION
JOB DESIGN
It is the division of the total task to be performed into the manageable and efficient
units-positions, departments and division and to provide for their proper integration.
Through job design, organizations try to raise productivity levels by offering non-
in meeting the increased challenge and responsibility of one's work. Job enlargement,
job enrichment, job rotation, and job simplification are the various techniques used in
JOB ANALYSIS
A job analysis is the process used to collect information about the duties,
You need as much data as possible to put together a job description, which is the
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frequent outcome of the job analysis. Additional outcomes include recruiting plans,
• Appropriate salary level for the position to help determine what salary should be
offered to a candidate;
• Interview questions;
• Enhance job satisfaction and provide greater scheduling flexibility for the employee.
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4. Purpose of job analysis in Compensation and Benefits:
• Skill levels
• Performance standards
• Evaluation criteria
• Duties to be evaluated
• Training content
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8. Job analysis increases productivity
• Job analysis can use methods of time and motion study or micro-motion analysis in
• Job analysis also identify performance criteria so that it promote worker for best
performance.
resources that will be needed. Human resources planning should be a key component
that are designed to enhance their employee retention rate and recruit fresh talent into
their companies.
b) It offsets uncertainty and change. Sometime the organization may have machines
and money but not men and consequently the production cannot be started. It offsets
such uncertainly and changes to the maximum possible and enables the society to
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c) It provides scope for advancement and development of employees through
d) It helps to satisfy the individual needs of the employees for the promotions
e) It helps in anticipating the cost of salary, benefits and all the cost of human
The process has gained importance in India with the increase in size of business
issues such as
requirements.
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RECRUITMENT AND SELECTION
Recruitment:
Recruitment is defined as, “a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting
prospective employees and stimulating them to apply for jobs in the organization.” In
• Help reduce the probability that job applicants, once recruited and
selected, will leave the organization only after a short period of time.
appropriate candidates.
the company.
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• Search for talent globally and not just within the company.
External
Supply/demand
Unemployment rate
Labour market
Sons of soil
Image
Internal
Recruitment policy
Cost factors
RECRUITMENT PROCESS
The recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the competitive
strength and the recruitment strategic advantage for the organisations. Recruitment
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process involves a systematic procedure from sourcing the candidates to arranging
and conducting the interviews and requires many resources and time. A general
• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required
characteristics.
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1. Identify vacancy
5. Short-listing
6. Arrange interviews
The recruitment process is immediately followed by the selection process i.e. the
final interviews and the decision making, conveying the decision and the
appointment formalities.
SELECTION PROCESS
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Employee Selection is the process of putting right men on right job. It is a procedure of
Effective selection can be done only when there is effective matching. By selecting best
candidate for the required job, the organization will get quality performance of
turnover problems. By selecting right candidate for the required job, organization will
also save time and money. Proper screening of candidates takes place during selection
procedure. All the potential candidates who apply for the given job are tested.But
selection must be differentiated from recruitment, though these are two phases of
more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing
choosing the best candidate with best abilities, skills and knowledge for the required
job.
The Employee selection Process takes place in following order-
meet the minimum eligiblity criteria laid down by the organization. The skills,
formalized and planned than the final interviews. The candidates are given a
brief up about the company and the job profile; and it is also examined how
much the candidate knows about the company. Preliminary interviews are also
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2. Application blanks- The candidates who clear the preliminary interview are
required to fill application blank. It contains data record of the candidates such
experience, etc.
3. Written Tests- Various written tests conducted during selection procedure are
aptitude test, intelligence test, reasoning test, personality test, etc. These tests
are used to objectively assess the potential candidate. They should not be
biased.
interviewer and the potential candidate. It is used to find whether the candidate
is best suited for the required job or not. But such interviews consume time
Outsourcing is one such abstracted term that has, over time, amassed considerable
positive momentum as well as negative baggage. Outsourcing has been around since
the time of the hunters and gatherers. Those who were strong hunters hunted and
those who were strong gatherers gathered. Simply put, the primitive society perhaps
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subconsciously recognised the importance of specialisation and outsourced certain
functions to those who excelled at them or, in economic terms, performed them more
efficiently.
Over a period of time, many started equating outsourcing with specialisation (or
as a business strategy until 1989. However, most organizations were not totally self-
sufficient; they outsourced those functions for which they had no competency
those functions necessary to run a company but not related specifically to the core
plant maintenance, and the like as a matter of "good housekeeping" (Alexander &
Young, 1996). Outsourcing components to effect cost savings in key functions is yet
buy services from the outside rather than conduct them from within the company?
The answer to this question, which is clearly outlined, is because the service providers
who specialise in these services have developed efficiencies and learned how to offer
tactical reasons - reduce costs, free up cash, obtain resources not available internally,
and improve their performance. Outsourcing some functions can shift costs from fixed
company is moving into a new arena, outsourcing enables it to add new functions
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with minimal impact on internal resources. It is difficult to quarrel with cost savings,
and the companies that approach outsourcing with careful planning save money.
Growth of BPO Sector in India during the first half of 2007 was showing a moderate
trend of growth which is registered at 14%. Five years ago, the growth in this sector
was quite low due to less contracts but the situation is worse now. However, the
growth of the BPO sector is expected to improve. The BPO and KPO sectors in India
have been showing some positive signs with demands from western countries
highly skilled and also fluent in English. The BPOs in India are focused on increasing
based on the value added to the business. So a remarkable change is in store as the
BPOs in India work towards their full potential.Of course, the big boom in the BPO
even today. Nevertheless, Indian BPO sector is facing competition from countries like
Philippines, Mexico, Malaysia, China, and Canada. The expected growth of this sector
in 2003 was 25%. Nations like the United States and Europe are showing great
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2004 - USD 3.9 billion
The growth in the BPO sector of India in 2004 was mainly due to the demands from
the two segments . BFSI and telecommunications. There were low telecom costs for
the leased lines and 400 companies were part of the BPO sector of India. The
companies that were involved included third parties, Indian companies, and
multinational corporations. Growth of BPO sector in India has been truly impressive
in recent years, but things can get even better, according to market analysts. India
stands out already as a market leader as far as BPOs are concerned and so India also
attracts huge foreign investments which are extremely essential since the Indian
From the last two decades Business Process Outsourcing is catering various industries
the business process to third parties that offer economies and focused management
expertise. In the present scenario many UK and USA based companies are resorting to
Asian countries like India, China, Russia and Philippines to outsource their business
processes. Offshore BPO is predicted to grow at a significant rate per year. BPO
within Asia-Pacific market is expected to display a growth rate of about $18 billion by
the service market and generate high profits by improving their business operations.
Business Process Outsourcing is a tool that allows the companies to survive in the cut
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throat competition by retaining their customers and providing high rate of customer
easier to carry out BPO services. Countries offering cost advantage by way of cheap
labor along with skilled workforce are ideal destinations for BPO industry. Future of
BPO in India: Today 55% BPO services are carried out by Indians and the future
prospects are even more promising with increasing number of graduates in the
country who are well versed in English language. People in India have now started
looking at BPO jobs as long term career as it offers fast-track career advancement
opportunities. Earlier only professional degree holders used to get hefty salaries but
the advent of BPO has made graduates to earn well in the service sector. Subsequently
India’s economy has got a hike since the establishment of BPO firms.
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PROFILE OF THE ORGANISATION
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2.1 ORIGIN OF THE ORGANISATION
improvement throughout all aspects of life. When applied to the workplace, Kaizen
management and from the CEO to the assembly line workers. By improving the
standardized activities and processes, Kaizen aims to eliminate waste. Kaizen was
first implemented in several Japanese businesses during the country's recovery after
World War II, including Toyota, and has since spread to businesses throughout the
keeping Kaizen theory in our mind we want to serve our clients the best. EME
TECHNOLOGIES is a search firm offering end to end, real time, turn-key solutions
increasing the productivity of our client by constantly catering to their needs with
solutions according to the needs of the client and help clients align their IT systems
It is the tortoise compared to the traditional western management hare. In the west,
big changes equal big results - that’s the mantra that is traditionally chanted in the
west. The result is often a big expenditure of money and time and in the end, the
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results are not that great.
“Small steps done many times” is the method that we rely on.
integration of project aspects and providing tailor-made solutions that meet the clients
The Principle
implemented with utmost sincerity to achieve best result! The concept does not end by
its quality goods and services.This company is approved by ISO and registered in
organizations.
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Kaizen generates process-oriented thinking, since processes must be improved before
efforts. This contrasts sharply with the result oriented thinking of most Western
managers.
In Japan, the process is considered just as important as the obviously intended result.
In the US, generally speaking, no matter how hard a person works, lack of results will
result in a poor personal rating and lower income or status. The individual's
Discipline
Time management
Skill development
Morale
Communication
Make safety a top priority in the workplace by clearly marking all hazards. or
constant. All systems are subject to deteriorate unless a continuing effort is made to
maintain or improve, as you can see in the figure below. The worst companies are
those that do nothing but maintenance (no internal drive for Kaizen OR innovation).
Improvement by definition is slow, gradual and often invisible with effects that are
In a slow-growth economy, Kaizen often has a better payoff than innovation does. For
example: it's difficult to increase sales by 10% but it's not so difficult to cut
on the short term and immediate results, often the Kaizen approach is not given the
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opportunity. Western management
philosophy might be that they don't care what one do or how one does it. They want
the results- and they want it instantly. If profit is the only means to measure
that risk hurting short-term profits, even if the long-term benefits of such change are
obvious.
Kaizen does not call for a large investment to implement it, but it does call for a great
deal of continuous effort and commitment. To implement Kaizen, you need only
simple, conventional techniques. Often, common sense is all that is needed. On the
bring the staircase effect, however, because it lacks the Kaizen strategy to go along
with it. Once a new system has been installed as a result of new innovation, it is
subject to steady deterioration unless continuing efforts are made to first maintain it
The benefits of Kaizen are obvious to those who have introduced it. Kaizen leads to
improved quality and greater productivity. Where Kaizen is introduced for the first
time, management may easily see productivity increase by 30 percent, 50 percent and
even 100 percent and more, all without any major capital investments. Kaizen helps
lower the breakeven point. It helps management to become more attentive to customer
needs and build a system that takes customer requirements into account.
The Kaizen strategy strives to give undivided attention to both process and result. It is
the effort that counts when we are talking about process Kaizen requires virtually
everyone's personal efforts and the knowledge that with that effort and time,
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improvements will be made. Management must make a conscious and continuous
Kaizen can assist any overseas company which is interested in setting up business in
that rewards the efforts of both workers and managers, and not just the recognition of
results.
Kaizen does not replace or preclude innovation. Rather, the two are complementary.
Ideally, innovation should take off after Kaizen has been exhausted, and Kaizen
The Kaizen concept is valid not only in Japan, but in other countries. All people have
affect an individual's behavior, it is also true that the individual's behavior can be
possible regardless of the culture, to break behavior down into processes and to
establish control points and check points. This is why such management tools and
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2.5 ORGANISATION STRUCTURE
VARUN BANSAL
(MANAGING DIRECTOR)
PRASHIL RAWAT
(BUSINESS MANAGER)
AKANSHA
(TEAM LEADER)
OUR MISSION
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We believe that in today’s highly competitive and quality conscious business
terms of knowledge, skills and attitude with personality. We assist our clients in their
quest for the right professional talent through out vast and comprehensive databank
To provide our clients with a steady stream of superior talent in the Information
firm with a brand which epitomizes honesty, integrity and professionalism to all its
stakeholders.
OUR VISION
core area of their business, which demands their creative and management time.
Our Aim at Kaizen is simple; to make recruitment quick, easy and cost effective yet
qualitative. We provide one-stop solutions to recruit the right candidate for your
organization.
OUR STRENGTH
1.Our top consultants and service coordinators respond to every call don’t miss a
2.We work with experienced and well talented group of professionals who are masters
of their field
3.We provide our customers an easy web interface to directly talk to our
administration regarding any loops and holes in the products and service
4.Our satisfied customers are the biggest strength and motivation factor for us.
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Integrity & transparency to be ethical, earnest and unwrap to all our
transactions.
communication to be an example.
OUR COMMITMENT
EME TECHNOLOGIES will work in partnership with our customers, employees, and
We will not be satisfied with anything less, and we will continually improve our
We will achieve these objectives with the highest degree of integrity and
professionalism, and in a manner that will earn the respect of each group to which we
are committed.
COMMITMENT TO CUSTOMERS
We will provide our customers with products and services that are of highest available
value.
COMMITMENT TO EMPLOYEES
EME TECHNOLOGIES will provide the employees with a secure, safe, and
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enjoyable work environment.
who continually improve their performance levels.To attract and retain caliber
COMMITMENT TO OWNERS
EME TECHNOLOGIES will steadily increase pre-tax profits over the long term
Genpact
WNS
Intelenet global
Jindal Intellicom
Exl services
Aegis BPO
Quattro BPO
Metlife
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DISCUSSION ON TRAINING
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3.1WORK PROFILE (ROLE AND RESPONSIBILITIES)
worked as HR trainee executive. As a trainee, I have been given various task ranges
the concerned organization. I used to take help from some websites like naukiri and
monster.com for getting the information of the candidate. I took telephonic interview,
at first ,for checking there communication skills as desired and further call them on
for face to face interviews with the HR of the companies. Under my training period I
also came to know how to handle the candidates and how to deal with the companies
to satify their there demands. I promoted the brand value of the organization through
the regular follow-up of the clients and explained the profile and what did my
Each client is unique and all are not alike in all respects. each individual have
Before going in front of the client we must have the detailed knowledge of
Finally we have to make the good relation to the company as well as personal
From this job I got the experience in the field of recruitment. I was trained to
under to understand the behaviors of the candidates & other competing firms. I
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also got to know about business development and how to generate leads. It
makes me more responsible towards my job. I got some good tips regarding
leadership quality from my senior colleagues. I got to the know about the
1.Domestic
2.International
The first task was to understand the various job profiles for which recruitment
is to be done.
The next step was to explore the various job portals to search for suitable
A candidates matching the desired profile was lined for the first round of face
Firstly the candidates had filled up the personal data form (pdf).
interviewer was crossed checked by the HR team. If they think that the
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When a candidates clears his first round, he is then made to take an online
aptitude test. We created the online aptitude test .It is the HR department,
which has the exclusive rights to assign test, codes to the candidates. Each
Once the candidate completed his first assessment, his scores were checked.
KEY LEARNINGS
How to use job portals like Naukri, Monster, Timesjob and Shine.
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STUDY OF RESEARCH PROBLEM
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4.1 STATEMENT OF RESEARCH PROBLEM
Research is a method through which we get best and suitable suggestion for growth
the company profile it was hard to get the accurate details, but was possible though
The main aim of research is to find out the truth which is hidden and which has not
1 To study the corporate profile with some light on their future plans.
TECHNOLOGIES.
8 Area in which our company leads in the market and area where we lack.
Collection of data:
1 Primary Sources
2 Secondary Sources
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Primary data
a)Direct observation
b)Questionnaire.
Secondary data
1. Book
2. Magazines
3. Journals
4. Internet
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ANALYSIS
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5.1 ANALYSIS OF DATA
After the collection of data, it is being analyzed. The responses given by employees
are analyzed in order to present it into meaningful form. Various scales and graphical
Fig-5.1
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2. DIFFERENCES ON THE BASIS OF PREFERENCES
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Fig:5.2
Fig-5.3
Fig.5.5
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TECHNOLOGIES
Fig-5.6
5. 2 SUMMARY OF FINDINGS
2 The employees are satisfied with the existing recruitment policy of the
organization.
EME TECHNOLOGIES.
4 Most of the employees don’t feel comfortable with the interviewee at the time
of interview.
organization.
6 Only e- recruitment is not sufficient and the company should go for walk-ins
or campus recruitments.
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7 Most of the employees external source of recruitment .
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SUMMARY AND CONCLUSIONS
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1.Taking telephonic interview of the candidates.
2.Collecting evaluation sheets from the candidates for the interview purpose.
TECHNOLOGIES services.
1. Company should take care of the feelings and needs of the employees working in
their organization.
2. Company should arrange different training program for the betterment of both
4.Company should go for campus recruitment like MBA pass outs etc.
5. There should be time to time variations in the working criteria of the employees so
that a change can maintain their interest in their work and it also avoids boredom
6. Company should conduct a small get-together for the employees at all the levels so
that they can know which people are working at their workplace and it will create a
friendly environment in the organization which will motive the employees to work at
their best.
Source of Data
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QUESTIONNAIRE(for canditdate)
a. Name :- …………………………
b. Age:- …………
c. Occupation:- ……………………………
d. Qualification:- ……………………………………..
Yes No Sometimes
consultancy?
Yes No
Q3. You prefer which consultancy more who is specialized in one area or who has
versatile area ?
Yes No A little
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Q5. Do you frequently change your job?
Yes No
Lakshya
Solar HR
India Placement
Q8. You got frequent call for job from which consultancy?
Lakshya
Solar HR
India Placement
Q.9 Does EME TECHNOLOGIES assist you in case of any problem faced while
working.
Yes No
70% of person said that consultancy is important while rest did not agree.
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80% of candidate and 90% of employee are satisfied with EME
TECHNOLOGIES Services.
consultancies.
Area to be focused more is after recruitment services as many people are not
BIBLOGRAPHY
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(2004-2005)
International Publishers-Delhi
4. http://www.google.com/
5. http://www.bestindiansites.com/
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