The document provides an overview of recruitment and selection processes at Manasi Systems Technologies Pvt Ltd. It discusses the importance of recruitment and selection, objectives of the study, research methodology, limitations of the study, and details of the recruitment process including purposes, factors, sources, policies, and methods of recruitment. It also discusses selection steps, techniques and trends. The document serves as a project report submitted in partial fulfillment of an MBA degree.
Project Report on Study Of BPO HR ConsultancyKumari Swati
The mission of Corpgen is to be the world's best at helping employers achieve success through people by delivering value, advice and expertise at each step of the relationship with clients and candidates. They aim to accomplish this through seven core principles - having no ego, getting placements right, leading by example, valuing loyalty, supporting goal achievement, caring for employees, and maintaining a fun work environment. Corpgen's strategy guarantees to understand candidates' needs, refer genuine positions, maintain confidentiality, provide career guidance, introduce unadvertised opportunities, offer resume advice, and discuss unconsidered job areas - with the benefits of their services including no candidate fees and market awareness beyond advertised roles.
MBA Report on Recruitment and Selection procedure samra khan
The document provides details about the recruitment and selection process at Decoria Walls and Floor Solution. It includes definitions of recruitment and selection. The recruitment process involves identifying potential candidates through various sources like advertising, employee referrals, etc. The selection process has several steps - screening of applications, tests, interviews, medical examination and reference checks to evaluate candidates and select the most suitable one. The document also discusses objectives of recruitment, barriers to effective selection, and advantages and disadvantages of external recruitment sources.
The document is a summer training project report submitted by Anupam Raj Patwa to partial fulfillment of an MBA degree. The report focuses on human resources recruitment at Honeywell Automation India Ltd in Ambala, where Patwa completed their summer training. The report includes an introduction, organization introduction, organization profile, research methodology, data analysis, findings, and conclusions. It analyzes Honeywell's recruitment process and aims to identify areas for improvement.
This document summarizes a summer internship project on employee engagement at Pantaloons Fashion & Retail Limited. It includes an introduction outlining the objectives and methodology of the study. Over the course of 7 weeks, the intern organized various engagement events for employees and collected data through questionnaires and interviews. The intern maintained records, onboarded new employees, and supported various HR functions. The document provides details of the intern's weekly activities and certifications from the academic and corporate guides.
summer internship report - sourcing and recruitmentSwetaSaroha
this file is all about process of sourcing and recruitment by recruitment agencies. how they select candidates from various job portals and how they screen the resumes. each detail is mentioned in this report.
project report on hr operations and talent managementpriyamvada14
The document discusses the company profile of KidZania Delhi NCR, an indoor theme park that allows children to role play adult jobs. It outlines KidZania's locations, mission, values and the concept of allowing kids to work in simulated jobs. It also provides details about KidZania's economy, HR team structure and functions, and recruitment and talent management processes.
Project report on evaluation of recruitment and selection processElina Pari
This document is a project report submitted by a student to fulfill requirements for a Master of Business Administration degree. It evaluates the recruitment and selection process of Bharti Airtel Limited. The report includes an introduction, literature review on recruitment and selection, company profile of Bharti Airtel, research objectives and methodology, data analysis and findings, and recommendations. Key points covered include the sources of recruitment used by Bharti Airtel, both internal and external, as well as the factors considered in their recruitment and selection process.
This document provides information about Price & Buckland India Pvt Ltd, including:
1. Price & Buckland is a leading school uniform and sportswear manufacturer based in Delhi, India and partnered with their parent company in the UK, having over 50 years of experience.
2. They design, produce, and supply customized uniforms and sportswear to schools and universities across India, the Middle East, and Europe from their factory in Delhi.
3. Their core principles are providing high quality, affordable uniforms with excellent customer service while being socially responsible.
This document provides a project report on the HR policies and their implementation at Deepak Nitrite Limited. It begins with an introduction to the topic and objectives of studying the company's HR policies. It then discusses the research methodology used involving data collection, sampling and hypotheses. The main body of the report analyzes the key HR policies at Deepak Nitrite Ltd and presents data analysis and interpretations. It concludes with suggestions and recommendations. The company is described as a leading manufacturer of organic, inorganic, fine and specialty chemicals with five manufacturing facilities in India and a focus on quality, innovation and customer satisfaction.
Project on recruitment and selection processankit kumar
The document discusses the recruitment and selection process of IT personnel at CNC Web World. It covers the various stages of recruitment, including planning, strategy development, searching, screening and evaluation. Internal sources of recruitment mentioned include promotions, transfers, and referrals from existing employees. External sources include campus recruitment, advertisements, consultancies, and walk-ins. The purpose of recruitment and selection and its importance for hiring the right candidates is also covered.
Relince life insurance project recruitment and selectionBhupesh sahu
The document provides details about a summer training report submitted for a Master's degree. It discusses the recruitment and selection process at Reliance Life Insurance. The report includes an introduction outlining the importance of effective recruitment and selection. It then describes Reliance Life Insurance's recruitment sources, criteria for advisors, training process, and career paths. The report finds that Reliance recruits 40-50 candidates per month as advisors and focuses on professionalism, pragmatism, and integrity in its process.
This document is a dissertation report submitted by Rajnee Kesharwani for their Master's degree. It examines the topic of e-recruitment and its impact on job seekers. The abstract provides an overview, stating that this is an exploratory study that aims to identify how e-recruitment influences the recruitment process of multinational companies in India. Statistical analysis was used to analyze the relationship between e-recruitment and the overall recruitment process. The study concluded there is a moderate relationship and that job seekers find e-recruitment convenient for finding career opportunities.
A Comprehensive Project Report on HRIS Radhika Gohel
The document provides details about a project report submitted to Marwadi Education Foundation Group of Institutions on developing an HRICS (Human Resource Information & Communication System) for the organization. It includes an introduction to HRICS, information about the company, literature review, objectives and methodology of the study, data analysis, findings and limitations. The report aims to analyze the current HR practices and propose recommendations for developing an integrated HRICS to improve HR management and decision making.
This document is a study on customer satisfaction towards products and services of Axis Bank in Chennai, India. It was submitted by Vijendra Kumar in partial fulfillment of the requirements for a Master's degree in Business Administration at Sathyabama University under the guidance of Krishna Priya. The study examines customer satisfaction with Axis Bank's products and services and provides a comparison with other banks. It includes chapters on the company profile, literature review, research methodology, data analysis, findings, suggestions, and conclusions.
MBA HR PROJECT REPORT ON TRAINING AND DEVELOPMENTSalim Palayi
The document is a project report on studying the effectiveness of training and development at Veekesy Polymers Pvt Ltd. It includes an introduction outlining the objectives and scope of the study. It also includes chapters on the industrial profile of the footwear industry, company profile of Veekesy Polymers, theoretical concepts of training and development, data analysis and interpretations from a study conducted, and conclusions. The report aims to analyze the training methods used, assess effectiveness, understand employee satisfaction with training, and identify need for further training.
A project report on a study on employees job satisfaction @ enjayes spices an...Subodh G Krishna
This document discusses a study on employee job satisfaction at Enjayes Spices & Chemical Oils Ltd. It begins with introducing the importance of job satisfaction and defining key human resource terms. The objectives of the study are then outlined, which include understanding job satisfaction in relation to management, promotions, compensation, and other factors. The methodology of the study is also described, including using a descriptive research design, questionnaires for primary data collection, and statistical analysis tools like percentage calculations and chi-square analysis. The scope, limitations and duration of the study are provided in brief. Finally, relevant literature on definitions and models of job satisfaction are reviewed.
This document is a project report on a study of employee satisfaction towards the recruitment process at Mindlogicx Infratech Limited in Bangalore. It includes an introduction to the study, industry and company profiles, objectives, scope, limitations, literature review, research methodology, data analysis, findings, suggestions and conclusion. The study aims to understand the recruitment process and factors influencing employee satisfaction. Primary data was collected through questionnaires from 200 employees and secondary data from various sources. The data was analyzed using statistical tools like percentage analysis and chi-square test. Key findings and suggestions are provided to improve recruitment and select the right candidates.
This document summarizes a study on employees' opinions towards HR activities at Eveready Industries India Limited's National Carbon Plant in Chennai. Some key findings from employee questionnaires include that employees were generally satisfied with recruitment and training but felt management could better address complaints. Employees also expressed needs for improved compensation, orientation programs, and reward systems. The study aims to help the company improve employee morale and satisfaction through feasible HR recommendations.
Recruitment and selection_in_bharti_airtelTiwarisonal
- Recruitment and selection is a critical process for organizations as it helps identify and hire the right people for the roles needed.
- The recruitment process begins with human resource planning to determine current and future staffing needs. Job analysis and design then specify the tasks, duties, and qualifications for open positions.
- This information is used to identify the types of candidates needed and inform the recruitment and hiring process. Hiring is an ongoing process as employees leave, retire, or as the organization grows and takes on new roles.
- Selecting the best candidates is important for organizational functioning and performance. It also allows for future replacement potential from within
A study on recruitment and selection process ofKanagaraj Vvr
This document appears to be a project report submitted for a Master's degree in Business Administration. It discusses a study of the recruitment and selection process of Lucas TVS Ltd in Chennai, India. The report includes an introduction outlining the study's objectives and methodology. It will also cover topics such as the automotive industry profile, company profile of Lucas TVS, literature review on recruitment and selection, human resource management practices at Lucas TVS, their recruitment process, findings from the study, suggestions, and conclusions.
Mba project on recruitment and selection processAnil Kumar Singh
Abstract: In this research paper, a study hs been made on the recruitment and selection processes between the two different sectors, i.e; Manufacturing sector and Services sector. The study indicates various techniques used by the two companies, that is, Kudos Chemical Limited, that is a manufacturing company and Virasat-e-Khalsa which belongs to the services sector. The study made under observation comprises of the services and guidance of a recruitment agency called Jobachievers, that is functioning from its office at Chandigarh, to provide job opportunities to the dserving candidates, in mostly areas in Punjab.
Index Terms: Recruitment, Selection
1) INTRODUCTION
The two companies undertaken in the project study comprises of a manufacturing firm named KUDOS CHEMICAL LIMITED and a servicing unit named VIRASAT-E-KHALSA. The former is having a chemical base and is in the business of manufacturing “caffeine”.
The latter is a service unit, having the structure of a theme museum, in which the culture of Punjab has been depicted in a versatile manner. Both of the companies need an adequate base of employees, who can carry out the various functions int the firms. Due to the different nature of the working aspects of these two firms, the recruitment and the selection process of both the firms are entirely different.
The only area in which the recruitment process of these two firms concides is that both the firms seeks out the help of recruitment agencies to find the appropriate and deserving candidates for their firms. The project report, hereby, includes my work at such a recruitment agency named “JOBACHIEVERS” under which I studied the recruitment and selection processes of various firms and prepared my project report on the comparison between the recruitment and selection process of a manufacturing firm and a service firm.
The process of recruitment begins with the sending of the “Job description” by the company. The job description is comprising of the following requirements:
1) Position vacant
This very first point, clarifies to the recruiter, for which required position, the candidate is needed. The recruiter then make use of the data that is available to him, or creates new data of the candidates. Since I undergone the training in a job consultancy, there was pre-recorded data already available. Thus, the recruiter can contact the person and can make him attend the scheduled interview for the required post.
2) Examining the Job description
The Job description provided by the company tells the recruiter, the complete insight of the position vacant and also provides the knowledge of what the company is seeking in the required candidate. Understanding the complete JD (Job description) only can help the recruiter to move to the next step. If the recruiter fails to understand the need of the company from the JD provided, then all of the steps undertaken by the recruiter would turn out to be a failure.
Hr project study of recruitment & selection process in aviva life insuranceProjects Kart
The document is a project report submitted to the University of Pune on the topic of recruitment and selection at Aviva Life Insurance by Saumya Mehta. It includes an introduction, objective, research methodology, company profile of Aviva Life Insurance, literature review on recruitment and selection, data analysis from a survey conducted at Aviva, findings, conclusion and suggestions. The report aims to study the recruitment and selection process at Aviva Life Insurance.
This document provides a project report on the recruitment and selection process at Annamalai University. It includes sections on the title, declaration, preface, acknowledgements, executive summary, table of contents, and objectives of the study. The report then discusses the processes of recruitment and selection at the university in detail. It provides information on pre-selection, eligibility requirements, assessment criteria, and the roles of different committees and individuals in the selection process.
The document provides an overview of the banking industry in India and Axis Bank. It discusses the history of banking in India from 1786 to present day. It outlines the key phases in the evolution of commercial banks in India including the establishment of major banks and nationalization of banks in 1969 and 1980. It also discusses some of the major challenges facing the banking industry such as rising customer expectations, risk management, and maintaining growth.
recruitment and selection policy of reliancebunnysharma
This document provides details about Neha Goyal's summer training project on the recruitment and selection policies of Reliance Infrastructure Ltd. It includes an introduction, company profile describing Reliance Infrastructure and its business segments, and sections on the project profile describing the recruitment and selection process, market analysis, SWOT analysis, and research methodology for the project. The project was undertaken as a partial fulfillment of the BBM program at IIS University under the guidance of Vandana ma'am.
Export procedure-and-documentation-project-report-onJigesh Soni
The document discusses setting up an export organization and obtaining necessary registrations and licenses. It outlines how to choose an appropriate business structure like sole proprietorship, partnership, or private limited company based on factors like ability to raise funds and manage risk. It also describes registering for an Importer Exporter Code (IEC) number, which is mandatory for exporting or importing. Exemptions to IEC registration are also listed. The key steps to set up an export organization include opening a bank account, choosing an organizational structure, obtaining an IEC number, and registering for identity cards to facilitate transactions with export authorities.
0601005 perception mapping of champion alfa and competitorsSupa Buoy
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The document discusses recruitment and selection processes at IMS Learning Resources Pvt. Ltd. It begins by outlining the objectives of studying their employee hiring process. It then describes the research methodology and importance/scope of the project. The document discusses internal and external factors that affect recruitment. It provides details on various internal sources of recruitment like current employees, former employees, and referrals. It also discusses external sources such as employment exchanges, advertisements, professional associations, and campus recruitment. The summary highlights the key topics and goals covered in the recruitment and selection case study.
This document provides an overview of the fertilizer industry in India and profiles of major fertilizer companies. It lists the nine public sector undertakings and two cooperative societies under the administrative control of the Department of Fertilizers. It also provides the names and websites of major fertilizer associations and companies in India, including public sector, cooperative sector and private sector players. The Nagarjuna Fertilizers and Chemicals Limited (NFCL) case study focuses on analyzing the recruitment and selection process at NFCL.
Pan card declaration letter format. (1)Unnikkrishnan
The document is a self declaration from a sole proprietor stating that they own a business called M/s. [blank] under their name Mr. [blank] located at [blank] with a PAN number [blank] and Service Tax number [blank].
recruitment and selection process VIVA TOYOTA (project work)venucuteguy
This document provides an overview of the automobile industry in India. Some key points:
- India is poised to become one of the top 5 auto producers globally by 2015 due to rising incomes, expanding middle class, and large skilled workforce.
- Major automakers like Hyundai, Ford, and Hero MotoCorp are significantly investing in new plants in India.
- The government is taking initiatives like introducing fuel efficiency ratings and tax incentives/breaks for electric/hybrid vehicles to encourage industry growth.
- Foreign investment, exports, and domestic production are increasing, with passenger vehicle production expected to grow at a 13% CAGR from 2012-2021.
The document provides details for establishing a jeans manufacturing small-scale industry called JRV Jeans Mills in Gujarat, India. It includes information on the location, management structure, production process, machinery requirements, raw material sources, sales projections, costing, and implementation schedule. The unit plans to produce 30,000 jeans annually and targets a sales revenue of Rs. 88 lakhs in the first year by selling different styles and sizes of jeans at varying price points to the local Gujarat and Maharashtra markets.
This letter is a complaint from a customer to the president of a gutter installation company. The customer paid $4545 for new gutters to be installed on their two-story home, but during a heavy snowstorm, the gutters on the north side fell off. It appears the fasteners were left out during installation. The customer is requesting the company send a crew to replace the detached gutters and inspect the others, as was paid for in the original job. The customer expects a response within three weeks to schedule the work and will contact licensing authorities if not.
1. South Central Railway is accepting applications for its General Departmental Competitive Examination (GDCE) to fill vacancies in various positions.
2. Vacancies exist for Assistant Station Master, Goods Guard, Ticket Examiners, Technical Grade II (Signal), and Technical Grade III (Signal). The notification provides the educational qualifications, medical standards, pay bands and number of vacancies for each position.
3. Eligible candidates currently employed with South Central Railway can submit applications by November 26, 2015. The application process and required documents are described. Selection will be based on written examinations with options of aptitude tests and document verification for shortlisted candidates.
The document discusses talent management. It defines talent management as a process that helps companies attract, develop, and retain skilled employees. It outlines some key aspects of talent management including recruitment, compensation, training, performance management, retention programs, and promotion. It also provides examples of how major companies like Infosys implement strategic talent management practices to gain a competitive advantage through their employees. Effective talent management is important for organizations to succeed in today's global economy by ensuring they have the best talent.
The document outlines the recruitment process including:
1. Manpower planning including analyzing current inventory, forecasting future needs, developing employment programs, and designing training programs.
2. Recruitment methods which include internal recruitment through transfers, promotions, and rehiring, as well as external recruitment through advertisements, employment agencies, and campus recruitment.
3. The selection process including preliminary interviews, application forms, written tests, employment interviews, medical examinations, and reference checks.
4. Final steps of the process including placement to match candidates to jobs, induction to introduce new employees, and ongoing training.
The use of social media in the recruitment processBhagyashree Zope
This document summarizes a study on the use of social media in the recruitment process. It finds that over half of UK jobseekers now use social media sites like Facebook and LinkedIn to search for jobs. While social media offers opportunities to efficiently target candidates, there are also risks around privacy, discrimination, and bias. Employers need to consider how to handle personal information found online and avoid letting non-job related factors influence hiring decisions. The study examines the costs and benefits of using social media, common tools and practices, and risks to both employers and candidates. It aims to understand how social media is changing recruitment and provide advice on related legal and policy issues.
The document discusses a study on the importance of recruitment and selection processes at Manasi Systems Technologies Pvt. Ltd. It includes an introduction, objectives, research methodology, and limitations of the study. The study aims to understand the current recruitment policies and how effectively they are implemented. It examines recruitment and selection methods, factors influencing recruitment, sources of recruitment, and policies. The summary focuses on key aspects:
The study examines the recruitment and selection processes at Manasi Systems to understand current policies and satisfaction levels. It analyzes recruitment methods, factors, sources, and policies to evaluate how the company fulfills its staffing needs. Key objectives are to analyze relationships between jobs and qualifications and identify changes to recruitment over time.
This document describes a study conducted by three students on the recruitment and selection process of Operation Launcher as a partial requirement for their Bachelor's degree. It includes an introduction outlining the objectives and scope of the study, as well as the limitations. It also provides details about Operation Launcher such as its profile, processes, and external recruitment sources. The document outlines the research methodology, data collection, analysis, findings, suggestions, and conclusion of the study. It was conducted over one month under the guidance of faculty members and HR managers of Operation Launcher to understand and analyze the company's recruitment and selection system.
A STUDY ON RECRUITMENT AND SELECTION PROCESS nandini gupta new updated (1).pdfPrinceVerma938105
This document provides an overview of Nandini Gupta's research project report on recruitment and selection processes. The report was submitted in partial fulfillment of an MBA degree under the guidance of Mr. Nitin Tripathi.
The report includes chapters on recruitment, selection, the difference between recruitment and selection, research methodology, data analysis, findings, suggestions, limitations, and conclusions. It discusses topics such as the meaning and need for recruitment, the recruitment process, sources of recruitment, the selection process, approaches to selection, and problems in effective selection. The goal is to shed light on best practices for recruitment and selection.
Summer Training Report on recruitment channels evaluationsunil pandey
This is a report which is based on live training at Reliance Securities.
This provide you detail knowledge how company is using different channels for recruitment and their effectiveness.
This document provides an overview of Nagarjuna Fertilizers and Chemicals Limited (NFCL) and the fertilizer industry in India. It includes details about NFCL's recruitment and selection policies and processes. The recruitment and selection process at NFCL involves job analysis, developing job descriptions, internal and external recruitment methods, screening applications, interviews, employment testing and reference/background checks. The document is a project report submitted as part fulfillment for a post graduate diploma in management.
This document summarizes a study on employee recruitment and selection processes at Essen Industries Private Limited. The study aimed to understand the company's recruitment and selection procedures, best recruitment sources, job profiles, and selection processes. Primary data was collected through employee and manager questionnaires, and secondary data from research papers and websites. Key findings included that recruitment websites like Naukri and Monster were effective sources, and the recruitment cost was relatively low compared to competitors due to free sources. The conclusion recommended customizing recruitment strategies based on organizational needs, and identifying human resource needs through planning to effectively meet them.
This document summarizes a study on employee recruitment and selection processes at Essen Industries Private Limited. The objectives of the study were to examine the company's recruitment and selection procedures, sources of recruitment, job profiles, and selection processes. The study used both primary data collected through employee questionnaires and secondary data from research papers and websites. Key findings included that recruitment websites like Naukri and Monster were effective sources, and the cost of recruitment was relatively low compared to competitors due to free sources. The conclusion recommends customizing effective recruitment strategies to attract qualified candidates and meet an organization's human resource needs.
This document provides details about a summer project report submitted by Sasmita Basa on the recruitment and selection process at Kiriburu Iron Ore Mines (KIOM) in India. The report includes an introduction outlining the importance of recruitment and objectives of the study. It also provides organizational details about KIOM, which is located in Jharkhand and is a unit of Steel Authority of India Limited (SAIL). The main body of the report discusses KIOM's recruitment policy and objectives, different sources of recruitment, and the recruitment and selection process followed. It concludes with chapters on research methodology, data analysis, findings, recommendations and suggestions.
This document provides an overview of a summer project report on the recruitment and selection process at Kiriburu Iron Ore Mines. It includes cover page, certification, acknowledgements, table of contents, and introductory chapters outlining the importance of recruitment and selection, objectives of the study, factors affecting recruitment, and the scope and limitations of the study. The document aims to analyze the current recruitment and selection policies and processes at Kiriburu Iron Ore Mines.
Microsoft word recuritment procedure in scclAbhishek Verma
The document provides information about Singareni Collieries Company Limited (SCCL), a coal mining company jointly owned by the governments of Andhra Pradesh and India. It discusses SCCL's history, operations, mission statement, and key performance indicators. SCCL operates 11 open cast and 51 underground mines across 4 districts in Andhra Pradesh. Its production and sales have increased over the past few years. The document contains details about SCCL's areas of operation and organizational overview.
The document summarizes a study on the recruitment and selection process at Coromandel International Limited, an India-based fertilizer company. It includes an introduction describing the importance of recruitment and selection for organizational success. It then outlines the objectives, methodology, data analysis, findings, and recommendations of the study focused on evaluating Coromandel's current processes and identifying areas for improvement.
This Presentation cover all relative aspects of Human Resource Planning | HR Demand Forecasting & HR Supply Forecasting along with detail description of Recruitment & Selection as per the Syllabus of AKTU MBA Course.
The International Journal of Management Research and Business Strategy is a international online journal in English published. It offers a fast publication schedule of maintaining rigorous peer review.The use of recommended electronic formats for article delivery the process and submitted research review articles and Case Studies are subjected to immediate screening by the editors.
This document discusses key aspects of human resource management including planning, recruitment, selection, orientation, training, performance appraisal, and compensation. It defines human resource management as planning, organizing, directing, and controlling the procurement, development, compensation, integration, maintenance, and separation of human resources to accomplish individual, organizational, and societal goals. It outlines the objectives, functions, and importance of an effective human resource management system.
A Study on Recruitment and Selection Process at Aashman Foundation ITM.pdfChandan Srivastava
This document is a summer training project report submitted as part fulfillment of an MBA degree. It summarizes the recruitment and selection process at Aashman Foundation, a non-profit working to uplift underprivileged children. The report describes the company profile, objectives of studying their process, research methodology used which was a descriptive design with 100 employee respondents, findings which showed satisfaction with the process and internal recruitment was preferred, suggestions to improve advertising and compensation, and concludes that recruitment and selection is crucial to hire efficient employees that the organization's performance relies on.
The document discusses performance appraisal at Zuari Cements. It begins with an abstract that provides background on India's cement industry and importance of human resource management (HRM) and performance appraisal. The introduction defines performance appraisal and discusses its importance. The objectives of the study are to examine Zuari's performance appraisal system and evaluate ways to improve it. The study will analyze the system's implementation and effectiveness among manager-level employees using surveys and interviews. The literature review discusses past research on performance appraisal systems and their importance in motivating employees and improving organizational performance.
This document provides an overview of recruitment and selection processes at Denave India Pvt Ltd. It discusses the importance of recruitment, factors affecting recruitment, theories and policies related to recruitment and selection. It also describes various sources of recruitment including internal and external sources. The document highlights the relationship between recruitment and other HR activities and compares centralized versus decentralized approaches to recruitment. Finally, it discusses merits and demerits of recruiting from within versus outside the organization.
This document presents a study on the recruitment and selection process of THICS Immigration. It finds that THICS uses both internal and external sources for recruitment, with a preference for direct recruitment approaches. Interviews are the primary selection method, with most conducted in-person. While most employees are satisfied overall with the recruitment and selection processes, the study concludes some modifications could help make the processes more objective and aligned with changing needs.
The document discusses the key aspects of staffing, including the staffing process, manpower planning, recruitment, selection, orientation, training, and remuneration. It outlines the steps in manpower planning such as analyzing current manpower and making future forecasts. It also describes different recruitment methods, the selection process involving tests, interviews and assessments, and the differences between recruitment and selection.
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1. 1
“A STUDY ON IMPORTANCE OF RECRUITMENT AND
SELECTION PROCESS”
AT
MANASI SYSTEMS TCHNOLOGIES PVT.LTD
A Project report submitted to Jawaharlal Nehru Technological University, Hyderabad, in
partial fulfillment of the requirements for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
By
M.ANOOSHA
Reg. No. 10241E0030
Under the Guidance of
Prof K.SURYA NARAYANA
Professor
Department of Management Studies
Gokaraju Rangaraju Institute of Engineering & Technology
(Affiliated to Jawaharlal Technological University, Hyderabad)
2. 2
Hyderabad
2010-2012
CERTIFICATE
This is to certify that the project entitled “A Study on importance of
RReeccrruuiittmmeenntt aanndd SSeelleeccttiioonn PPrroocceessss” has been submitted by Ms.M.ANOOSHA (Reg.
No.10241E0030) in partial fulfillment of the requirements for the award of Master
of Business Administration from Jawaharlal Nehru Technological University,
Hyderabad. The results embodied in the project has not been submitted to any
other University or Institution for the award of any Degree or Diploma.
(K.SURYA NARAYANA) (KVS Raju)
Internal Guide Professor & HOD
Professor Department of Management Studies
Department of Management Studies GRIET
GRIET
(S. Ravindra Chary)
(Project Coordinator)
Associate Professor
Department of Management Studies
3. 3
GRIET
DECLARATION
I hereby declare that the project entitled “A Study on importance ooff
RReeccrruuiittmmeenntt AAnndd SSeelleeccttiioonn PPrroocceessss aatt MMaannaassii SSyysstteemmss tteecchhnnoollooggiieess PPvvtt LLttdd”
submitted in partial fulfillment of the requirements for award of the degree of MBA at
Gokaraju Rangaraju Institute of Engineering and Technology, affiliated to
Jawaharlal Nehru Technological University, Hyderabad, is an authentic work and has not
been submitted to any other University/Institute for award of any degree/diploma.
M.ANOOSHA
(10241E0030)
MBA, GRIET
HYDERABAD
4. 4
ACKNOWLEDGEMENT
Firstly I would like to express our immense gratitude towards our institution Gokaraju
Rangaraju Institute of Engineering & Technology, which created a great platform to attain
profound technical skills in the field of MBA, thereby fulfilling our most cherished goal.
I would thank all the HR department of Manasi Systems technologies Pvt Ltd specially
Mr. Srinivas reddy -CEO, and the employees in the HR department for guiding me and helping
me in successful completion of the project
I am very much thankful to our k.Surya narayana(Internal Guide) sir for extending his
cooperation in doing this project.
I am also thankful to our project coordinator Mr. S. Ravindra Chary for extending his
cooperation in completion of Project.
I convey my thanks to my beloved parents and my faculty who helped me directly or
indirectly in bringing this project successfully.
M ANOOSHA
(10241E0030)
5. 5
SR. NO CONTENT PG.NO
1 CHAPTER 1-5
1.1INTRODUCTION
1.2OBJECTIVES
1.3RESEARCH METHODOLOGY
1.4LIMITATIONS
2 CHAPTER 6-36
2.1 RECRUITMENT
2.1.1 PURPOSES AND IMPORTANCE
2.1.2 RECRUITMENT PROCESS
2.1.3 FACTORS AND SOURCES
2.1.4 RECRUITMENT POLICIES
2.1.5METHODS OF RECRUITMENT
2.1.6RECRUITMENT STRATEGIES
2.2 SELECTION
2.2.1 STEPS INVOLVED IN SELECTION PROCESS
2.2.2SELECTION TECHNIQUES
2.2.3TRENDS IN RECRUITMENT AND SELECTION
3 CHAPTER 37-64
3.1 INDUSTRY PROFILE
3.2 COMPANY PROFILE
4 CHAPTER
13. 13
IMPORTANCE OF RECRUITMENT & SELECTION PROCESS:
Human Resources Management is concerned with human beings, who are the
energetic elements of management. The success of any organization or an enterprise will depend
upon the ability, strength and motivation of person’s working in it.
The Human Resources Management refers to the systematic approach to the problems in any
organization. It is concerned with recruitment, training and Development of personnel. Human
resource is the most important asset of an organization. It ensures sufficient supply, proper
quantity and as well as effective utilization of human resources.
In order to meet human resources needs, and organization will have to plan in advance about the
requirement and the sources, etc. The organization may also have to undertake recruiting
selecting and training processes. Human Resources Management includes the inventory of
present manpower in the organization. In cases sufficient number of persons is not available in
the organization then external sources are also identified for employing them. Human Resources
Management lays emphasis on better working condition and also ensures the employment of
proper work force.
A part of Human Resources Management is assigned to personnel who perform some of the
staffing function. The staffing process is a flow of events, which result in a continuous managing
organizational position at, all levels from the top management to the operatives level. This
process includes manpower-planning, authorization for planning; developing sources of
applicant evaluation of applications employment decision (selection) offers (placement)
induction and orientation, transfers, demotions, promotions and separations.
Manpower’s planning is a process of analyzing the present and future vacancies as a result of
retirement, discharges, transfer, promotion, absence or other reasons.
Recruitment is concerned with the process of attracting qualified and components personnel for
different jobs. This includes the identification of existing sources of the labor market, the
14. 14
development of new sources and the need for attracting large number potential applications so
that good selections may be possible.
Selection process is concerned with the development of selection policies and procedure and the
evaluation of potential employees in terms of job specifications. This process includes the
development of application blanks, valid and reliable tests, interview techniques employee
reversal systems, evaluations and selections of personnel in terms of jobs specifications the
making up of final recommendations to the hire management and the sending of offers and
rejection latter’s.
1.2 OBJECTIVES OF THE STUDY:
15. 15
To understand the current Recruitment Policies being followed at “MANASI SYSTEMS
TECHNOLOGIES PVT. LTD” conducted this study and to know how effectively it is being
implemented in the organization.
• To study the present Recruitment Policies “MANASI SYSTEMS TECHNOLOGIES
PVT. LTD”
• To study the different methods of recruitment & selection depending on the requirements
of the organization.
• To find the relationship whether jobs offered based on qualification to the employees
in the organization.
• To study the level of job satisfaction in the organization.
• To study the changes of recruitment policy in recent times in the organization.
• To know how the company fulfills its manpower requirements.
1.3 RESEARCH METHODOLOGY
16. 16
SCOPE OF STUDY:
The study was confined to territorial division of “MANASI SYSTEMS
TECHNOLOGIES PVT. LTD” Hyderabad with special reference to its Recruitment policy.
SAMPLE SIZE:
The study was conducted with sample size of 60 employees selected at random from
both supervisory and management staff of” MANASI SYSTEMS TECHNOLOGIES PVT.
LTD”
DATA COLLECTION:
Primary data:
A detailed and well-structured questionnaire was presented to the managerial staff at
“MANASI SYSTEMS TECHNOLOGIES PVT. LTD”. Copies of the questionnaire being
distributed to the employees at random to obtain their views followed this.
Further discussions regarding the recruitment policies were held with the HRD manager to have
an in-depth knowledge and future plans of the company for its effective implementation.
Secondary data:
Secondary data was gathered from academic texts and company profile from company’s website.
Analysis:
The data collected through questionnaires distributed to the employees was analyzed and
interpreted using the MS-EXCEL.
1.4 LIMITATIONS:
17. 17
• The study thus conducted is restricted to the “MANASI SYSTEMS TECHNOLOGIES
PVT. LTD” Hyderabad only.
• The accuracy of the study is based on the information given by the respondents.
• Data collected cannot be asserted to be free from errors because of bias on behalf of the
respondents.
• As the sample size consists size consists of only 60 employees its accuracy has its
limitations.
2.1. RECRUITMENT
18. 18
INTRODUCTION:
Recruitment forms the first in the process, which continues with selection and ceases
with the placement of the candidate. It is the next step in the procurement function, the first
being the manpower planning, Recruitment makes it possible to acquit the number and types of
people necessary to ensure the continued operation of the organization.” Recruitment is the
discovering of potential applicants for actual or anticipated organizational vacancies”.
Recruitment has been regarded as the most important function of personnel administration,
because unless the right type of people is hired, even the best plans, organization charts and
control systems would not do much good.
Definition:
“Recruitment is a process to discover the sources of manpower to meet the requirement of the
staffing schedule and to employ effective measures for attracting that manpower in adequate
number to facilitate effective selection of an efficient working force”.
- Dale Yoder
“Recruitment is the process of searching the candidates for employment and stimulating them to
apply for job in the organizations recruitment is the activity that links the employers and the job
seekers”.
- Edwin B.Flippo
2.1.1 PURPOSES AND IMPORTANCE:
19. 19
• Determine the present and future requirements
• Increase the pool of job candidates at minimum cost
• Reduce the probability of employee turn over
• Increase the success rate of the selection process
• Increase organizational and individual’s effectiveness
EFFECTS:
Positive Recruitment Process
• Attract highly qualified and competent people
• Ensure that the selected candidates stay longer with the company
• Make sure that there is match between cost and benefit
• Help the firm create more culturally diverse work-force
Negative Recruitment Process
• Failure to generate qualified applicants
• There is no match between cost and benefit
• Extra cost on training and supervision
• Increases the entry level pay scales
2.1.2 RECRUITMENT PROCESS:
20. 20
• Planning
• Strategy development
• Searching
• Screening
• Evaluation and control
OBJECTIVES OF RECRUITMENT:
21. 21
• To attract people with multi-dimensional skills and experiences that suit the present and
future organizational strategies so as to obtain a pool of suitable candidates for vacant
posts.
• To induct outsiders with a new perspective to lead the company
• To infuse fresh blood at all levels of the organization.
• To develop organizational culture that attracts competent people to the company.
• To use a fair process.
• To ensure that all recruitment activities contribute to company goals.
• To search for talent globally and not just within the company.
• To conduct recruitment activities in an efficient and cost effective manner.
EMPLOYEE RECRUITMENT:
In the working place is essential to a company’s long term success. By hiring correctly,
an organization adds the talent it needs and can enjoy the benefits in increased productivity and
morale. However this process is not simple and if the careful process of selection is not followed:
you can be mired with poorly skilled, unmotivated and un-loyal labor force which can impact
future profits as well as other employee behavior.
Recruitment, Quite often this word stands alone when some gaming companies develop a human
resources management strategy. An organization cannot develop a recruitment strategy without
simultaneously for mulcting an employee retention plan. Simply stated, it is one thing to attract
workers, but quite another to retain them.
FACTORS EFFECTING RECRUITMENT:
All organizations whether small or large, do engage in recruiting activity, though not to the same
22. 22
extent.
This differs with
1) The size of the organization.
2) The employment conditions in the community where the organization is located.
3) Working conditions, salary and benefit packages offered by the organization.
4) The rate of growth of the organization.
5) Future expansion program of the organization. And
6) Cultural and legal issues.
7) Organization’s ability to find and retain good performing people.
2.1.3 FACTORS AND SOURCES
INTERNAL FACTORS:
• Employees from within the organization are hired to fill a job vacancy.
• It is normally used for higher level jobs.
The internal factors are:
1 Company’s pay packages
2 Quality of work life
3 Organization culture
4 Career planning and growth
5 Company’s size
6 Company’s products/services
7 Geographical spread of the company’s operations
8 Company’s growth rate
9 Role of trade unions
10 Cost of recruitment
11 Company’s name and fame.
EXTERNAL FACTORES:
The external factors are:-
1 Socio-economic factors
23. 23
2 Supply and demand factors
3 Employment rate .
4 Labor market conditions.
5 Political, legal and governmental factors like reservations for SC/ST/BC and sons of soil.
6 Information systems like employment exchanges /Tele-recruitment like internet.
ADVANTAGES:
• Benefits of new skills, new talents and new experiences to organization
• Compliance with reservation policy is easy
• Scope for resentment, jealousies and heartburn are avoided
DISADVANTAGES:
• Better morale and motivation associated with internal recruiting is denied to the
organization
• It is costly
• Chances of creeping in false positive and fake negative errors
• Adjustment of new employees to the organizational culture takes longer time.
EVALUATION & CONTROL:
• Salaries for Recruiters
• Management & professional time spent on preparing job description, job specification
advertisements, liaison etc..
• Cost of advertisement
• Cost of producing supporting literature
• Recruitment overheads & administrative expenses
• Cost of overtime & outsourcing
PHILOSOPHIES OF RECRUITING:
• Traditional philosophy – to get as many people to apply for a job as possible
• Waiting in queues
24. 24
• Job dissatisfaction & employee turnover
• Emphasis is on matching the needs of the organization to the needs of the applicants
• Minimize employee turnover & enhance satisfaction
REALISTIC JOB PREVIEWS:
• Provides complete job related information to the applicants so that they can make right
decision before taking up jobs
• Lower rate of employee turnover
• High level of job satisfaction & performance
• Beneficial for organizations hiring at the entry level
JOB COMPATIBILITY QUESTIONNAIRE:
• To determine applicants preference for work match the characteristics of the job
• Greater the compatibility of applicants preferences & characteristics of the job greater the
probability of employee effectiveness & longer the tenure
• 400 item instrument
• Measures job factor related to performance, satisfaction turnover and absenteeism
SOURCES OF RECRUITMENT:
The various sources of external recruitment are:
1. Advertising
2. Employment agencies
3. Employee referrals
4. Schools, colleges and professional institutions
5. Labor unions
6. Casual applicants
7. Professional organizations or recruiting firms or executive recruiters
8. Indoctrination seminars for college professors
9. Unconsolidated applications
10. Nepotism
11. Leasing
25. 25
12. Voluntary organizations
13. Computer data banks
2.1.4. RECRUITMENT POLICIES
A recruitment policy is concerned with quantity and qualifications of manpower. A well
considered and pre-planned recruitment policy, based in corporate goals, study of environment
and the corporate needs may avoid hasty of ill-considered decisions and may go a long way to
man the organization with the tight type of personnel.
The most commonly adopted practice in an organization is to centralize the recruitment and
selection function.
A “recruitment policy” in its broadest sense involves a commitment by the employer to such
general principles as:-
1 To find and employ the best qualified persons for each job.
2 To retain the best and most promising to those hired.
3 To offer promising opportunities for the life-time working careers.
4 To provide programs and facilitates for personal growth on the job.
The following factors should be taken into considerations in formulating recruitment policy.
They are
1. Government policies
2. Personnel policies of other competing organization
3. Organization personnel policies
4. Recruitment sources
5. Recruitment need
6. Recruitment costs
7. Selection criteria and preferences etc.
2.1.5 METHODS OF RECRUITMENT
Recruitment can be broadly categorized under three heads. Namely, Direct method, indirect
26. 26
method and Third method.
DIRECT METHOD:-
One of the widely used direct methods is that of sending of recruiters to colleges and technical
schools. Most college recruiting is done in co-operation with the placement office of a college.
The placement office usually provides help in attraction students, arranging interviews,
furnishing space, and providing student resumes. For managerial professional, and sales
professional, campus recruiting is an extensive operation. Persons reading for MBA or other
technical diplomas are picked up in this manner. Many companies have found employees contact
with the public a very effective method. Other direct methods include sending recruiters to
conventions and seminars, setting up exhibits at fairs, and using mobile offices to go to the
desired centers.
INDIRECT METHOD:-
Indirect method usually involves advertising in news papers, on the radio, in trade and
professional journals, technical magazines and broachers. Advertising in newspapers and
magazines, is the most frequently used methods, when qualified or experienced personnel are not
available from other sources. Senior posts are largely filled by such methods when they cannot
be filled by promotion from within.
Advertising is very useful for recruiting blue-collars and hourly workers as
well as scientific, professional, and technical employees. Local newspapers can be a good source
of blue-collar workers, clerical employees, and lower level administrative employees.
THIRD PARTY METHOD:-
These include the use of commercial of private employment agencies, placement offices of
schools colleges and professional associations, recruiting firms, management consulting firms,
indoctrination seminars for college for college professors and friends and relatives.
PRIVATE EMPLOYMENT AGENCIES:-
They are the brokers who bring employers and employees together. The specialization of these
agencies enhances their capacities to interpret the needs of their client, to seek out particular
27. 27
types of persons, and to develop proficiency in recognizing the talent of specialized personnel.
STATE PUBLIC EMPLOYMENT AGENCIES:-
Also known as labor exchanges, they are the main agencies of public employment. They provide
a clearing housing for jobs and job information. These agencies provide a wide range of services-
counseling, assistance in getting jobs information about labor market, labor and wage rates.
PROFESSIONAL ORGANIZATION OR RECRUITMENT FIRMS:-
They maintain complete information records about employed executives. These firms are looked
up on as ‘headhunters’, ‘raiders’ and pirates by organizations which loose personnel through
their efforts. However, these same organizations may employ “executive search firms” to help
them find executive talent. These consulting firms recommend persons of high caliber for
managerial, marketing and production engineer’s posts.
TRADE UNIONS:-
Also provide manual and skilled workers in sufficient numbers.
MODERN SOURCES AND TECHNIQUES OF RECURITMENT
A number of modern recruitment sources and techniques are being used by the
corporate in addition to traditional sources and techniques. These sources and techniques include
walk-in and consult–in, head-hunting, body-shopping, business alliances, and tele-recruitment.
1. WALK-IN:
2. CONSULT-IN:
3. HEAD-HUNTING:
4. BODY-SHOPPING:
5. BUSINESS ALLIANCES:
1. TELE-RECRUITMENT:
The technological revolution in telecommunication helped the organization to
28. 28
use internet as a source of recruitment. Organization advertise the job vacancies through
the world wide web (WWW) internet. The job seekers send their applications through e-
mail or internet. Alternatively, job seekers place their CV’S in the world wide
web/internet, which can be drawn by the perspective employers depending upon their
requirements.
ALTERNATIVES TO RECRUITMENT:
OVERTIME
• When demand for product peaks
• additional income for employee
• It results in Fatigue, increased accidents & more absenteeism
• Need to pay double wages
EMPLOYEE LEASING
• Often called Staff outsourcing
• Useful to small & medium sized firms
TEMPORARY EMPLOYMENT
• Low labour costs
• Easy access to experienced labour
• Flexibility in future
• DISADVANTAGE- Do not know the work culture of the firm
REFERENCE CHECK:
• The reference of the person should be checked before making a final decision.
• Check through a personal visit or a phone call directly to the applicant’s immediate
29. 29
former supervision, if possible.
• Verify that the information given to you is correct.
• Consider, with judgment, any negative comments you hear and what is not said.
• Checking references can bring to light significant information which may save you
money and future inconvenience.
2.1.6 Recruitment Strategies:
Findings Overview
Organizations were asked what strategies they use to recruit both managerial/professional and
non management candidates. For recruiting managerial/professional candidates, the Internet is
the most popular advertising medium, used by 76 percent of the organizations surveyed.
Organizations regularly utilize internal resources(e.g., internal job postings and employee
referrals) when recruiting both internal and external candidates. Different kinds of agencies are
used to recruit for positions at different levels. — Temporary and government agencies are used
mainly to recruit non-management candidates. — Employment agencies, colleges, and
professional organizations are used more often to recruit managerial/professional
candidates.
Organizational Offerings
The quality of an organization’s offerings affects its ability to attract job candidates.
Organizations believe they offer candidates a strong company reputation (69 percent) and
high-quality benefits packages (65 percent) and learning opportunities (55 percent).
Many organizations do not offer stock options (37 percent) or child care options (36 percent).
Best Practices
Organizations with the most effective recruiting strategies were 15 to 19 percent more likely to
offer candidates high-quality options such as:
30. 30
• Potential for advancement.
• Company reputation.
• Stocks.
• Benefits package.
• Corporate culture.
• Salary scale.
Organizations offering candidates and employees a positive culture (e.g., innovative,
diverse, potential to advance) and learning environment have more satisfied employees and more
successful at retaining them.
Barriers to Effective Recruitment and Selection:
Findings Overview r The surveyed organizations report that the top
barriers to effective recruitment of candidates are:
• Shortage of qualified applicants
• (62 percent).
• Competition for the same applicants
• (62 percent).
• Difficulty in finding and identifying applicants
• (48 percent).
2.2 SELECTION
“Selection is the process of examining the applicants with regard to their suitability for the given
31. 31
job or jobs, and choosing the best candidate and rejecting the others.”
Good recruitment practices are only one key to generating a pool of top job candidates. Equally
important is having a strong basis from which to recruit. If an organization’s policies and
practices are unattractive to candidates, the organization’s ability to generate good candidates
will be limited regardless of he specific recruitment practices they employee.
But what policies and practice do “good” applicants find attractive? Unfortunately, there is no
easy answer to this question because not all “good” applicants are alike, and research shows that
organization’s policies and the individual’s characteristics.
Financial considerations, supply and demand, and other variables impact the recruitment process.
Looking for a qualified person for the IT department is likely to require a broader and possibly
more expensive search. Recruitment indicate that there is an increase in the use of the internet
and interactive employment websites, such as searching web databases, placing online ads at
various career sites, purchasing candidate information from resume services, sending recruitment
materials, to targeted individuals, and placing ads in newspapers can all yield positive results.
Selection is the process in which candidates for employment are divided in two classes-those
application of these tools. Qualified applicants go on to the next hurdle, while the unqualified are
eliminated”. Thus, an effective selection Programe is a non-random process because those
selected have been chosen on the bases of the assumption that they are more likely to be “better”
employees than those who have been rejected.
SELECTION PROCESS:
The organizations can make use of more than one source for carrying out the recruitment
procedure. Once the recruiting sources are identified, suitable candidates are called for the
32. 32
selection process.
SIGNIFICANCE OF SELECTION PROCESS:
Definition: It is the process of differentiation between applicants in order to identify (and hire)
those with a greater likelihood of success in a job. Selection of personnel to man the organization
is a crucial, complex and continuing function. The ability of an organization to attain its goals
effectively and to develop in a dynamic environment largely depends upon the effectiveness of
its selection program. If right personnel is selected the remaining functions of personnel
management becomes easier, the employee contribution and commitment will be at an optimum
level and employee- employer relations will be congenial. In an opposite situation where the
right person is not selected, the remaining functions of personnel management, employee-
employer relations will not be effective. If the right person is selected, he becomes a valuable
asset to the organization. In case of faulty selection, the employee will become a liability to the
organization.
who are to be offered employment and those who are not. The process might be called rejection,
since more candidates may be turned away than hired. For this reason, selection is frequently
described as a negative process, in contrast with the positive program of recruitment.
According to Yoder:-“the hiring process is of one or many ‘go, no-go’ gauges. Candidates are
screened by the
SELECTION PROCESS CHART
34. 34
Retention Survey found that nationally small agencies took an average of 6.84 weeks to
conduct the screening processes, while large agencies took an average of 11.51 weeks
(U.S. Department of Justice, Office of Justice Programs, Hiring and Keeping Police
Officers)
GOAL: reduce this time so that valuable candidates are still available
PRINCIPLES OF THE SCREENING:
A fair set of screening criteria
The criteria must be in line with the job content and appointment as well as advertised
requirements
Applicants should be clear on the criteria that apply
The criteria should apply to all applicants in a consistent manner
Any waivers should be fully motivated and approved
Declarations should be made of whether any candidate is related to or friends of an
official in the component where the vacancy exists
The various activities of the screening process should be documented and put on record
INITIAL REVIEWING AND TESTING:
Education And Experience Evaluation
Letters Of Recommandation
Elf-Assessment
Gaptitude Andeneral Trait Test
Perfomance Test For Specific Jobs
2.2.1 STEPS INVOLVED IN SELECTION PROCESS:
35. 35
A scientific selection procedure completes in 10 basic steps which are as follows:
1. Application Form.
2. Written Examination.
3. Preliminary Interview.
4. Group Discussion.
5. Tests.
6. Final Interview.
7. Medical Examination.
8. Reference Checks.
9. Line Manager’s Decision, and
10. Employment
TESTING IN SELECTION:
Testing represents an additional tool in the kit of the employment office. It supplements direct
personal contracts in interviews of various types with a wide range of tests. All operate on the
general theory that human behavior can best be forecast by sampling it. The test creates a
situation in which the applicant reacts; reactions are regarded as useful samples of his behavior
in the work he is applying.
Formal testing programs have becomes increasingly common in modern selection. A major
reason is their convenience. Another is their relatively low cost. Perhaps unfortunately, test
results appeal to many managers because they provide quantitative measures of something. They
ate, for this reason, more easily compared. They seem to bring the personalities of applicants
down to a common denominator. Another reason for the growing use of tests is the fact that they
have been and are the subject of extensive research.
36. 36
TYPES OF EMPLOYMENT TESTS:
A simple classification of the tests used in selection would distinguish five principal types,
including achievement, aptitude, interest, personality, and combination tests.
Achievement Tests: sample and measure the applicant’s accomplishments and developed
abilities. They are performance tests; they ask the applicant’s accomplishments and developed
abilities. They are performances tests; they ask the applicant to demonstrate certain knowledge
skills.
APTITUDE TESTS:
Measures an applicant’s capacity, his potential. Their simples form is the intelligence test, which
is intended to measure the ability to learn, to remember, and to reason.
INTEREST TESTS:
Use selected questions or items to identify patterns of interests-areas in which the individual
shoes special concern, fascination and involvement.
PERSONALITY TESTS:
Probe for the dominant qualities of the personality as a whole the combination of aptitudes,
interests, and usual mood and temperament. Whole the combination of aptitudes, interests, and
usual mood and temperament.
GUIDES TO TESTING:
Dale s. Beach suggested the following guidelines for the employment test.
1. Tests should be taken in addition to other selection techniques as entire can only provide
information about a part of total behavior of a candidate.
2. Test information should be taken into consideration to find out candidate’s weakness rather
than strength.
3. Tests are helpful in pocking a most likely successful group from a larger group rather than
successful individuals.
4. A test should be tested in one’s own organization as “a valid test in one that measures.
37. 37
5. Tests can be held only in case of failure of other selection devices in providing satisfactory.
6. Test administrators should not heavily depend upon test score in making decision regarding
selection of a candidate.
Relationship between tests score and job success is not always linear. Hence, decision-makers
should use the test score judiciously.
OUTCOMES OF SELECTION DECISION:
• Mainly four different types
• True positive
• True negative
• False positive error:
Results in cost for training, transfer or terminating the service of employee.
Costs of replacing an employee with a fresh one-hiring, training, and replacement.
• False negative error:
Costs associated difficult to estimate
ENVIRONMENTAL FACTORS
• EXTERNAL
Supply and demand in labour market
Unemployment rate
Legal and political considerations
Company’s image
• INTERNAL
Company’s policy
Cost of hiring
CONCEPTS OF TESTING:
1. Job analysis
2. Reliability
3. Validity
38. 38
TYPES OF TESTS:
Intelligence tests include: sample learning, ability, the adaptabilit tests etc.
s(i) Aptitude Tests
Intelligence Test
(b)Mechanical Aptitude
Psychomotor Tests
Clerical Aptitude Tests
(ii) Achievement Test
Job Knowledge Test
Work Samples Test
(iii)Situational Test
Group Discussion
In basket
(iv) Interest Test
(v) Personality Test
(a) Objective Test
(b) Projective Test
(b) Mechanical aptitude tests
(c) Psychomotor tests
(d) Clerical aptitude tests
39. 39
FINAL INTERVIEW:
APPLICATION OF INTERVIEWS
TYPE TYPE OF QUESTIONS USUAL APPLICATIONS
Structured
Unstructured
Mixed
Behavioral
Stress
A predetermined checklist
if questions, usually asked
of all applicants.
Few, if any, planned
questions are made up
during the interview.
A combination of structured
and unstructured questions,
which resembles what is a
usually done in practice.
Questions limited to
hypothetical situations.
Evaluation is based on the
solution and approach of the
applicant.
A series of harsh, rapid fire
question intended to upset
the applicant.
Useful for valid results,
especially when dealing
with large number of
applicants.
Useful when the interview
tries to probe personal
details of the candidate
analyzes why they are not
right for the job.
A realistic approach that
yields comparable answers
plus in depth insights.
Useful to understand
applicant’s reasoning and
analytical abilities under
modest stress.
Useful for stressful jobs,
such as handling
complaints.
40. 40
BARRIERS FOR EFFECTIVE SELECTION:
• Perception
• Fairness
• Validity
• Reliability
• Pressure
Evaluation and Conclusion of Selection Programme:
- Reassuring the non selected candidate.
- An Audit for evaluation.
2.2.2 SELECTION TECHNIQUES:
Interview initial or preliminary
41. 41
PRELIMINARY INTERVIEW:
This is a short interview and is used to eliminate unqualified candidates.
Generally, there is no paper work at this stage.
If the applicant looks like he can qualify for existing job openings, he or she is given the
application blank to complete.
APPLICATION BLANK:
Application blank is used to get information from prospective applicant to help
management to make a proper selection.
It quickly collects the basic data about a candidate.
It is also useful to store information for future use.
An application forms consists of
o Biographical data
o Educational achievements
o Salary and work experience
o Personal items
o Names and addresses of previous employers, references, etc.
CHECK OF REFERENCES:
References are used in most selection processes.
During the selection process it is believed that former employers, friends and professional
personnel give reliable evaluation of applicant.
Reference checks are generally made by mail or telephone and sometimes personally
also.
PSYCHOLOGICAL TESTS:
Most organizations do not use psychological tests for selection.
But larger the size of the firm, more are the chances of using psychological tests.
Larger companies that can afford to conduct psychological tests do so to have a more
detailed and accurate selection procedure.
Smaller companies are more dependent on interviews.
42. 42
INTERVIEWING:
Interview is the interaction between the interviewer and the applicant.
It is the most common method of selection.
It is a good method to get accurate information about the applicant.
TYPES OF INTERVIEWS:
1. Informal interview
2. Formal interview
3. Planned interview
4. Patterned interview
5. Non-directive interview
6. Depth interview
7. Stress interview
8. Group interview
9. Panel interview
TYPES OF EMPLOYMENT INTERVIEW
(i)PRELIMINARY INTERVIEW
(a)Informal interview
(b)Unstructured interview
(II)CORE INTERVIEW
(a)Background information
(b)Job and probing interview
(c)Stress interview
(d)The Group Discussion interview
(e)Formal and structured interview
(f)Panel interview
(g)Depth interview
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(iii)DECISION-MAKING INTERVIEW
1. PRELIMINARY INTERVIEW
(a)Informal interview
(b)Unstructured interview
2. CORE INTERVIEW
(a)Background information interview
(b)job and probing interview
( c) Stress interview
(d)Group discussion interview
(e) Formal and Structured interview
(f)Panel interview
(g)Depth interview
3. DECISION-MAKING INTERVIEW
After the candidates are examined by the experts including the line managers of the
organization in the core areas of the job, the head of the department/ section concerned
interviews the candidates once again, mostly through informal discussion. The interviewer
examines the interest of the candidate in the job, organization, reaction/adaptability to the
working conditions, career planning, promotional opportunities, work adjustment and allotment
etc. the personnel Manager also interviews the candidates with a view to find out his
reaction/acceptance regarding salary, allowances, benefits, promotions, opportunities etc. The
head of the department and the personnel manager exchange the views and then they jointly
inform their decision to the chairman of the interview board, who finally makes the decision
about the candidate’s performance and their ranks in the interview.
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INTERVIEW PROCESS:
Interview is not a single step. It is a process consisting of several steps. The major steps are
grouped into four categories.
Before starting the interview, the important areas for asking questions should be worked
out.
The candidate’s application form should be examined to find his/her skills, incidents and
experiences which are related to important areas for asking questions.
The interviewer should make the candidate relaxed by starting with questions that are not
directly related with the job.
After the candidate is relaxed, the interviewer should ask the questions related to the job.
Now the interviewer should make a tentative decision about the candidate.
Approval by the Supervisor:
At this stage, we can reach the conclusion about which candidate should be hired.
Physical Examination:
Physical examination is done to check whether the applicant’s physical capabilities match
with the job requirements or not.
The three basic objectives of physical examination are:
o To determine the applicant’s physical capabilities.
o To protect the company from needless claims under workers’ compensation laws.
o To stop communicable diseases from entering the organization.
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INDUCTION:
It is the process of introducing the new employee to the organization.
According to a report, more than half of voluntary resignations occur within the first six
months.
A good induction program helps to take care of this problem and reduce the costs
associated with it.
(a)Preparation for Appropriate type of interview
The interview the areas to be tested
Type and number of interview
Review the information
(b)Conduct the interview Open the interview
Get complete and accurate
Information
Record observations and
Impressions
Guide the interview
Check the success of the interview
(c)Close the interview
(d)Evaluate interview results
(A)Preparation for the interview
(b)Conducting the interview
(c)Closing the interview
(d)Evaluation of interview results
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EVALUATION OF APPLICATION FORMS:-
The are two methods of evaluating an application form, viz., clinical and method and weighted
method.
1. Clinical method
2. Weighted method
3. Biographical inventories
WRITTEN EXAMINATION:-
The organization have to conduct written examination for the qualified candidates after they are
screened on the basis of the application blanks so as to measure the candidate’s ability in
arithmetical calculations, the know the candidates attitude towards the job’ to measure the
candidates’ to know the candidates aptitude, reasoning, knowledge in various disciplines, in
various disciplines, general knowledge and English language.
PRELIMINARY INTERVIEW:
The preliminary interview is to solicit necessary information from the prospective applicants and
to assess the applicant’s suitability to the job.
GROUP DISCUSSION:
The technique of group is used in order to secure further information regarding the suitability of
the candidate for the job. Group discussion is a method where groups of the successful applicants
are brought around a conference table and are asked to discuss either a case study of a subject
matter.
TEST:
The next stage in the selection process is conducting different tests as given below. The objective
of tests is to solicit further information to assess the employee suitability to the job.
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FINAL SELECTION:
Keep a list of all applicants considered for final selection.
Identify fair selection criteria for the final selection phase.
Ensure that the criteria are in line with the advertised requirements as well as the job
content.
Ensure that each selection committee member is provided with all the relevant
information pertaining to each short-listed applicant.
Ensure that the interviews are conducted in a fair and effective manner and that each
candidate is weighed comprehensively against the requirements as advertised.
Ensure that a comprehensive motivation is compiled in respect of all the applicants
interviewed.
Ensure that all applicants are informed about the outcome of the final selection phase.
Ensure that all relevant information is put on record.
CLOSING SELECTION:
1. Phone call and further clarification
2. Letter of intent
3. Completing employment forms
4. Protocols may be available for interested individuals
5. Number of candidates
6. Names, surnames and addresses of 5 top candidates
7. Recruitment and selection criteria
8. Justification of the decision
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2.2.3 TRENDS IN RECRUITMENT AND SELECTION:
PROCEDURAL CHANGES:
Eliminating arbitrary rules and regulations that restrict the choices of hiring managers and
supervisors
Adopting flexible and appealing hiring procedures.
Screening applicants quickly
Validating entry requirements and examinations.
Instituting worker-friendly personnel policies,
Creating more flexible job descriptions
IMPROVEMENTS TO THE RECRUITMENT AND SELECTION PROCESS:
The decentralization movement — "New Public Management" is known in many
quarters as devolution, often characterized by the decentralization of HR responsibility.
Aggressive outreach efforts
Current employees as recruiters
USE OF TECHNOLOGY:
Many scholars believe that technology will be the most notable HRM trend of the next
few decades
Many large public organizations use computer bulletin boards and electronic mail to
improve recruitment process
Managers can have online access to applicants' test scores, qualifications and contact
information
Software programs: to administer online examinations, track applicants, match resumes
with skill sets, expedite background checks, and shepherd job candidates through a
paperless staffing process
49. 49
3.1INDUSTRY PROFILE
PROFILE OF THE INDUSTRY
The 15 year old software company is one of the cardinals and basic infrastructure which
enjoys core sector status and play a crucial role in the economic development and growth of a
country. Being a core sector this industry was subject to price and distribution controls almost
uninterruptedly from past 15 years.
OVERVIEW OF THE INDUSTRY
Manasi Information Technologies is a leading global provider of technology that strengthens
client innovation. We currently offer services to our client’s throughout the world. Our nature of
work involves Software Development, Maintenance, Outsourcing and BPO. We have established
practices in Enterprise Applications, Customer Facing Applications, Business intelligence
Applications and E-Business Solutions. We as a professional software-development company are
highly concerned with the quality of our solutions and services. Moreover, our team constantly
works on developing and improving our service performance to satisfy our customers and
maintain long-term cooperation with them. We are totally committed to ensure highest quality
standards and to understand changing customer needs. At Manasi Information Technologies we
are striving to understand changing customer needs, and enrich their quality of life by simply
making the technology readily usable for them.
Software Industry consists of that part of computer programming activity that is traded between
software-producing organizations and corporate or individual software consumers. Traded
software represents only a fraction of domestic software activity, whose extent cannot be reliably
estimated, since much computer programming takes place within firms and its value Sis not
captured by the industrial census or software industry analysts. According to the industry analyst
INPUT, in 2010 the U.S. market for traded software was $138 billion (Table 1). The U.S.
software industry is a major exporter, and the total revenues of the top 500 U.S. software firms in
the year 2010 were $259 billion, according to the trade publication Software Magazine. The
traded software industry consists of three main sectors: programming services, enterprise
software products, and shrink-wrapped software products. These three sectors became
established in the mid-1950s, the mid-1960s, and the late 1970s, respectively, in response to the
technological opportunities and the business environment of the time. The most successful firms
developed specialized capabilities that enabled them to prosper within their sector; however, this
specialization made it difficult to move into other sectors, and very few firms have been
successful in more than one software sector. It should be noted that the software industry is not
confined to independent software vendors, but also includes computer manufacturers such as
IBM, Unisys, and NCR who supply programming services and software products alongside their
hardware offerings and are among the largest software suppliers. These are sometimes referred to
as "captive" markets because computer users have relatively little choice in the supplier of basic
operating software for corporate systems.
50. 50
Table 1
U.S. Software Market (User Expenditures in $ millions),
1980–2010
Year Source:
Courtesy of INPUT.
Programming
Services
Software
Products
TOTAL
The United States has been the world leader in the software industry throughout its history, and
today accounts for half of global revenues overall, and an estimated three-quarters of the
software products market. A notable feature of the industry is its low concentration: there are
many thousands of software firms in the United States and throughout the world, but relatively
few mostly American global players.
1980 1985 1990 1995 2000 2005 2010
744 1,352 2,985 6,233 10,402 15,319 33,400
250 810 2,726 13,286 34,066 58,311 104,689
994 2,162 5,711 19,519 44,468 73,630 138,089
51. 51
SECTORS OF THE SOFTWARE INDUSTRY
1. PROGRAMMING SERVICES:
SOFTWARE PROGRAMMING SERVICES: Dynamic Ventures provides software
programming services. It creates user friendly solutions to very complex problems. Company
includes the work in their core product offerings.
The teams are responsible for the development of major commercial software products and
web applications. They deliver more reliable applications in shorter time frames using the
iterative "evolving milestone" process. It enables one to achieve best case results even when
they do not have specifications or their specifications start out vague and change often.
CURRENT CONDITIONS: According to Software Magazine in January 2011, "The trend of
engaging outside service firms to perform critical IT functions continues." This statement was
borne out by the specialties reported by firms in the journal's list of top 500 computer software
and services companies of 2010. The largest primary business sector--for the third year in a
row--was system integration services and IT consulting. Outsourcing services was the second
largest, followed by IT services/consulting/staffing and outsourced product
development/testing. Of companies with more than $1 billion in revenues, Salesforce.com
increased its sales by 44 percent. According to Software Magazine, "The Company "insists on
continuing its 'no software' marketing positioning even though [it] sells access to its software
through the Software-as-a-Service (SaaS) model." Hewlett-Packard also showed strong growth,
increasing its revenues by more than 50 percent, due mostly to its acquisition of former rival
Electronic Data Systems Corp. in 2008. Those providing computer programming and related
services were required to keep up with constantly changing technology. For example,
according to a report by IBIS World, in the 2010s, "Newer platforms and technologies, such as
software as a service, open source software, and cloud computing, will penetrate the industry
and change the landscape." In the meantime, services in wireless and mobile applications were
strong growth areas as the nation entered the second decade of the twenty-first century.
According to research firm Gartner, the mobile applications industry was predicted to almost
triple in 2011 to $15.1 billion.
INDUSTRY LEADERS: Custom programming services are furnished by a diverse group of
companies, including several multinational firms that provide a comprehensive set of IT
services to large businesses and government agencies. One of the largest was IBM Corp. By
2010 IBM's services unit accounted for more half of its revenues, which in 2010 were just
under $100 billion. Hewlett-Packard was another leader. The firm doubled its size when it
purchased Electronic Data Systems Corp. in 2008, and revenues in 2010 reached $125 billion.
Oracle and Computer Sciences Corp. were other significant players, registering 2010 sales of
$26.8 billion and $16.1 billion, respectively, as was Accenture, whose annual revenues
surpassed $23 billion. Smaller companies that provided programming services included
Analysts International Corp., CIBER (Consultants in Business, Engineering, and Research)
Inc., and Keane International Inc., which was acquired by NTT Data in 2011.
2. ENTERPRISE SOFTWARE PRODUCTS: Enterprise software describes a collection of
computer programs with common business applications, tools for modeling how the entire
52. 52
organization works, and development tools for building applications unique to the
organization. The software is intended to solve an enterprise-wide problem, rather than a
departmental problem. Enterprise level software aims to improve the enterprise's productivity
and efficiency by providing business logic support functionality. According to Martin Fowler,
"Enterprise applications are about the display, manipulation, and storage of large amounts of
often complex data and the support or automation of business processes with that
data."Although there is no single, widely accepted list of enterprise software characteristics,
they generally include performance, scalability, and robustness. Furthermore, enterprise
software typically has interfaces to other enterprise software (for example LDAP to directory
services) and is centrally managed (a single admin page, for example).
ENTERPRISE APPLICATION SOFTWARE:
Enterprise application software is application software that performs business functions such as
order processing, procurement, production scheduling, customer information management,
energy management, and accounting. It is typically hosted on servers and provides simultaneous
services to a large number of users, typically over a computer network. This is in contrast to a
single-user application that is executed on a user's personal computer and serves only one user at
a time.
a. TYPES:
• Enterprise software can be designed and implemented by an information technology (IT)
group within a company.
• It may also be purchased from an independent enterprise software developer that often
installs and maintains the software for their customers. Installation, customization, and
maintenance can also be outsourced to an IT consulting company.
• Another model is based on a concept called on-demand software, or Software as a
Service (SaaS). The on-demand model of enterprise software is made possible through
the widespread distribution of broadband access to the Internet. Software as Service
vendors maintains enterprise software on servers within their own company data center
and then provides access to the software to their enterprise customers via the Internet.
Enterprise software is often categorized by the business function that it automates - such
as accounting software or sales force automation software. Similarly for industries - for
example, there are enterprise systems devised for the health care industry, or for
manufacturing enterprises.
b. DEVELOPERS:Major organizations in the enterprise software field include SAP, IFS AB, QAD Inc,
IBM, BMC Software, HP Software Division, Redwood Software, UC4 Software, JBoss (Red Hat),
Microsoft, Adobe Systems, Oracle Corporation, Inquest Technologies, ScheduALL, CA
Technologies, Wipro Technologies, [Johnson Controls], and ASG Software Solutions but there are
thousands of competing vendors.
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VALUATION UPDATE FOR THE ENTERPRISE SOFTWARE INDUSTRY:
Transaction volumes in the enterprise software sector increased when compared to the prior
month but decreased against the level of activity reported in March 2010. According to Capital
IQ, there were 55 deals announced in the enterprise software sector in March 2011 compared to
37 in the prior month and 63 in March 2010. Despite the moderate level of acquisition activity in
March, well-capitalized firms remain interested in strategic expansion.
3. SHRINK-WRAPPED SOFTWARE:
The invention in 1971 of the inexpensive microprocessor a computer on a single microchip
transformed the computer, creating a consumer product from what had previously been a costly
capital good. Microprocessors were used in both videogame consoles and personal computers,
and a "shrink-wrapped" or "boxed" software industry developed in the 1970s to satisfy the
demand for programs for the new computer products. Shrink-wrapped software products were
distinguished from enterprise software goods by low prices, high sales volume, and different
distribution channels. Consumer software typically sold in tens or hundreds of thousands of
units, at a price of a few hundred dollars, at most. Shrink-wrapped software was sold through
retail outlets and mail order, with little or no after-sales service, compared with the direct sales
forces and account managers employed by enterprise software vendors.
One of the first firms to catch the wave of personal computing was Microsoft, founded in
Albuquerque, New Mexico, in 1975 by Bill Gates and Paul Allen. Microsoft specialized in the
basic operating software for what were then still known as micro-computers, and which mainly
sold to hobbyists. Mass-market personal computers, such as the Apple II and the Tandy TRS-80,
arrived in 1977– 1978. Within a couple of years two software applications, the word processor
and the spreadsheet, made the personal computer generally useful. The word processor concept
had existed in the corporate computer world, and many entrepreneurs simultaneously hit on the
idea of creating a product for the personal computer market. However, one product, WordStar
(produced by a San Rafael-based start-up, MicroPro International), secured a commanding share
of the market. By contrast, the first personal computer spreadsheet, VisiCalc, produced by
Software Arts of Cambridge, Massachusetts, had no clear precedent in mainframe computing,
and it took the world by storm, initially having the market entirely to itself, although within a
couple of years it was imitated by dozens of "clones."
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BMR:
BMR is a professional service organization offering a range of Tax, Risk and M&A advisory for
businesses of all sizes, at the local, national and international levels.
BMR was found on October 1, 2004, and within a short span of time, has won the confidence of
numerous Fortune 500 clients and is the partner of choice for their advisory services.
BMR COMMENTS AND ANALYSIS:
The decision of the KHC (KARNATAKA HIGH COURT) on software purchases has gone into
the crux of the issue which has seen a divergence of views on characterization of income, not
only in Indian jurisprudence, but world over. The foundation of this ruling lies in the
interpretation of the provisions of the ICA and the KHC. The KHC has not concurred with the
view of the Delhi High Court in the case of Dynamic Vertical Private Limited, in which it was
held that payments for shrink wrap software do not constitute royalty, since the ruling was
rendered in the context of section 40a(I) of the Act. However, the KHC has not appreciated that
the substantial issue was still the same.
Internationally, the taxability of software payments as royalty has been a widely debated subject.
The 2010 update of the OECD model tax convention on income and on capital recognizes that
copying the software program onto the computer’s hard drive or random access memory or
making an archival copy is an essential step in utilizing the program and therefore, rights in
relation to these acts of copying, where they do no more than enable the effective operation of
the program by the user, should be disregarded in analyzing the character of the transaction for
tax purposes. However, India has reserved its position on this interpretation and has indicated
that some of the software payments may constitute royalty.
At a very practical level, companies would now need to worry about an enhanced zeal of the
Revenue Authorities in seeking to review such payments, both for the present and prior years.
The KHC’s ruling would impact companies in many ways:
• Issue of notices for present and past payments for software procurements Distributors and
end consumers alike would need to strategies procurements and tax
withholding strategies
• There could be a huge tax and interest impact on corporate tax disallowances, owing to
non withholding of taxes
• Increased cost of business, owing to the fact that most overseas vendors are passing on
the cost to the Indian consumers
• Domestic software procurements could also soon come under far greater review,
considering that the definition of royalties draws reference to the same provisions under
the Act
Clearly, the last has not been said on the subject and times ahead would be interesting as well as
challenging, and the outcome of the appeals to be filed before the Supreme Court will be keenly
awaited.
55. 55
INDIAN IT INDUSTRY:
INDIAN IT INDUSTRY – PRESENT STATUS:
Information technology (IT) is defined as the design, development, implementation and
management of computer-based information systems, particularly software applications and
computer hardware. Today, it has grown to cover most aspects of computing and technology.
India is a preferred destination for companies looking to offshore their IT and back-office
functions. It also retains its low-cost advantage and is a financially attractive location when
viewed in combination with the business environment it offers and the availability of skilled
people. The country’s domestic market for business process outsourcing (BPO) is projected to
grow over 23 per cent to touch US$ 1.4 billion in 2011, says global research group Gartner. In
2010, the domestic BPO market was worth US$ 1.1 billion. The firm predicts that the domestic
BPO market would reach US$ 1.69 billion in 2012 and increase to US$ 2.47 billion by 2014.
With the first quarter of the new fiscal 2011-12 offering positive business outlook, hiring
sentiments for sectors like IT, ITeS and telecom have risen by over 20 per cent, says a study by
Team Lease Services Pvt. Ltd. As per the Employment Outlook Report for the period April-June
2011, released by Team Lease Services Pvt. Ltd., hiring intent from IT and ITeS was the highest
in cities like New Delhi, Mumbai, Hyderabad and Pune. India's top technology firms like TCS,
Infosys, Wipro and HCL are readying plans to gain a bigger share of their largest market, US, by
aggressively chasing contracts being served by multinational rivals. Analysts expect the top IT
firms to grow between 23-27 per cent in the FY2012 on the back of more number of
discretionary projects, improved pricing, and robust business volumes.
PERFORMANCE:
In India, it is important to make the distinction between IT and ITES (IT enabled services). The
latter refers to services delivered over telecom networks/ Internet to a range of external business
areas (Colloquially referred to as KPO and BPO) and is treated elsewhere on this website (see
ITES industry overview). Hence, we shall focus on the IT industry here by limiting the
discussion to electronics hardware manufacturing and software development and service. Despite
the unprecedented global economic downturn, the Indian IT industry has weathered the storm
well, and will achieve sustainable growth going forward. India is expected to witness an average
8% salary increase in 2010 and ~50% of companies have strong hiring plans, according to a
survey by global HR consultancy Mercer, giving yet another indication of the high confidence
levels among the country’s corporate houses after the economy staged a faster-than-expected
recovery from the slowdown. While the larger players continue to lead growth, gradually
increasing their share in the industry aggregate, several high-performing small and medium
enterprises have also stood out.
56. 56
GROWTH POTENTIAL:
The strong demand for electronic hardware and software in India has been fuelled by a variety of
drivers including the high growth rate of the economy, emergence of a vast domestic market
catering to the new generation of young consumers, a thriving middleclass populace with
increasing disposable incomes and a relatively low-cost work force having advanced technical
skills. Indeed, the Government has also identified growth of this sector as a thrust area as there
remains great expectation for significant growth given the fairly low levels of penetration of
technology among the 1.1 billion population; There were only 60 million Internet users in 2009,
7 million DVD players and personal computers were sold in 2008-09, and 11 million new mobile
subscribers were added every month in the same period. In this scenario there is now a big
opportunity to step up the production to gain higher global share besides meeting the domestic
demands. The Indian IT sector has also built a strong reputation for its high standards of software
development ability, service quality and information security in the foreign market- which has
been acknowledged globally and has helped enhance buyer confidence. The industry continues
its drive to set global benchmarks in quality and information security through a combination of
provider and industry-level initiatives and strengthening the overall frameworks, creating greater
awareness and facilitating wider adoption of standards and best practices.
FUTURE PROSPECTS:
The industry is likely to continue growing from strength to strength, as local players incorporate
best in class practices from global counterparts whilst retaining their edge in terms of lower cost
of labor and focused governmental investments.
New graduates with degrees in related fields such as electrical engineering and computer science
can hope to achieve significant professional growth and a healthy remuneration from companies
looking to hire the best talent available, given the high proportion who leave to pursue jobs in
this sector overseas..
Indian Software Industry:
In 2008-09, the software industry in India was worth Rs. 158.9 billion (US$ 3.9 billion). If the
value of in-house development, which is taking place at many large corporate, is added then the
figure would touch around Rs. 190 billion (US$ 4.6 billion). This phenomenal growth has not
been achieved overnight. The C.A.G.R (Compounded Annual Growth Rate) for the Indian
software industry revenues in the last five years has been 56.3 percent. Here the C.A.G.R. for the
software export industry has been 60.71 percent while that for the domestic market has been
46.05 percent.
57. 57
Domestic Software Market:
In 2008-09, the domestic software market has been estimated at Rs. 49.5 billion (US$ 1.25
billion) and this does not include the in-house development of software by end users. The
domestic software market has shown a C.A.G.R. of 46.05 percent which has been steadily
improving in the last few year. The growth rate of the domestic software market was 41.02
percent 2008-09. The domestic software market is expected to gross Rs. 73 billion in 2011-2021.
With the rigorous enforcement of Copyright laws, increase in government spending on I.T. it is
expected that in the coming years, the domestic market for software can even register more than
50 percent annual growth rates. Also, the government has implemented zero import duty on
software. This is already having buoyant effect on the market and there is a increasing trend of
buying software through the Internet. It is expected that by 2018 revenues of Indian domestic
software market would touch US $ 37 billion. In the next few years, the prominent growth in the
domestic software market is expected to get boost by segments such as banking, E-governance,
defense, etc.
Software Export Industry:
The Indian software export industry continues to show impressive growth rates.
In terms of Indian rupees, the C.A.G.R. over the past five years has been as high as 60.71
percent. The industry exported software and services worth Rs. 0.30 billion (U.S.$ 0.03 billion)
in 1985; in 2008-09, a total export of Rs. 109 billion (U.S.$ 2.65 billion) was achieved and it is
expected that during 1999-2000, software exports will be worth Rs. 172 billion (U.S.$ 3.9
billion). The software industry in India expects to reach an export level of U.S.$ 6.3 billion by
2000-01 and U.S.$ 10 billion by 2013-14. The National IT Task Force of India has set a target of
U.S $ 50 billion of annual I.T. software and services exports by 2018. For achieving this
velocity of business, both the software industry and the Government of India are currently taking
some bold and purposeful steps. Amongst others, this exercise includes path-breaking measures
adopted by the National IT Task Force to further liberate the economy, simplification of
procedures, and development of additional resources for technical manpower development, new
marketing channels, enhancing global brand equity and providing state-of-the-art infrastructure
for software development. The thrust on I.T. services like E-commerce, Software Development,
Interactive Integration services, Application Service Providers (ASP’s).
Location of Software Companies:
The mushrooming of new software companies until a couple of years ago was
limited to a few cities. The industry was mainly concentrated around Bangalore, Mumbai,
Chennai, Delhi, Pune, Hyderabad and Calcutta. However, with the InfoTech revolution sweeping
India, we have witnessed a very high growth of InfoTech companies in other cities and towns as
well. Most of the state governments have today accorded the highest priority to the development
of the InfoTech sector in their states.
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SWOT ANALYSIS:
1. STRENGTHS
High Quality & Price Performance: Quality is the hallmark of Indian I.T. software and, services.
ISO 9000 certification and SEI Level 5 are the order of the day. High quality knowledge workers
and attractive price performance have been and will continue to be a key component of India's
value proposition.
Large Pool of Knowledge Workers: The basic raw material for any software development
activity or a dotcom start up is the availability of quality knowledge workers. India's main
competitive advantage is its abundant, high-quality and cost effective human resources.
Currently, India trains more than 73,000 professionals a year and has around 80,000 people
working in the software and services sector. This is the second largest I.T. work force in the
world. Recently, the Government of India has committed to providing computer education in
every school by year 2003.
State-of-the-art Technologies: A majority of Indian software companies use state-of-the-art
technologies, including the latest in client-networking, E-commerce, Internet, ASP, CASE tools,
communication software, ATM, protocols, GUI etc.
Flexibility and Adaptability: Indian software professionals easily adapt themselves to new
technologies. In the software industry, where technological obsolescence is the order of the day,
flexibility to adapt to new technologies a major strength
Reliability: Software programmers from India are able to provide expertise for all or large
projects with dollar savings. The motto is ultimate adherence delivery schedules and customer
satisfaction
Off-shore Development through Datacom links: Off-shore software development in India
especially through high-speed datacom (satellite links), provides immense cost and time saving.
Large Projects: Indian companies increasingly large numbers are demonstrating their ability to
handle large projects (more than 500-700 man- ears), including turnkey projects.
High Growth: Software exports as well as the domestic demand in the last few years have been
consistently growing at annual growth rate of about 50 percent.
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Engineering Base: A strong base of national institutes, engineering college and universities has
laid a strong foundation of education in engineering skills amongst Indian software
professionals. The IIT’s (Indian Institute of Information Technology) in various cities are the
new institutions to join the bandwagon.
Mathematical and Logic Expertise: India’s success in providing efficient software solutions can
be also attributed to the mathematical and logical ability Indian’s.
High Aspirations: The Indian IT software and services industry has set itself higher aspirations
and goals. The recent aspiration is to reach annual revenues of U.S. $ 87 billion by 2008 (from a
level of U.S. $3.9 billion during 1998 99), achieve 100 percent literacy, more, employment and
entrepreneurship opportunities.
Indians in Silicon Valley: As per a recent survey, 23 of the Fortune 500 Company CEOs are of
Indian origin. It has been reported that a business plan of a dotcom company in Silicon valley,
U.S.A. receives higher priority if an Indian name associated with it. The successful India in
Silicon Valley has organize themselves under the Indus Entrepreneurs Group (TiE).
Government Encouragement: Since 1999 the Government of India has accorded thrust area
status to the software sector. The Government has amended the Copyright Law to make it one of
the toughest in the world; eliminated import duty on computer software; exempted profits
derived from software exports from Income Tax etc. The Government of India has also set up
innovative scheme like Software Technology Parks, etc., for promoting software exports.
Infrastructure: A growing number of State Governments and cities are building hi-tech buildings
and habitats to accommodate the ever increasing numbers of software companies and enterprises.
These are in the form of intelligent habitats and buildings and include infrastructural support like
high- class value-added data communication services, captive power, recreational facilities, etc.
They incorporate state-of- art facilities viz. plug-and-play features. This is assisting companies to
quickly set up their software operations in India.
Global Research & Development: More and more multinationals are setting up their global R&D
units in India, recognizing the immense power of local talent.
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2.WEAKNESSES
Lack of Package Orientation: Although, a few companies have started making shrink-wrapped
software packages, the industry as a whole is still not oriented towards development of world
class 'shrink-wrapped' software packages. Thus, the industry is not able to take advantage of a
multiplier effect for growth in revenues.
Lack of Domestic Computerization: Lack of adequate computerization has led to a relatively
weak domestic software market. Even, the PC penetration rate is very low.
Lack of Internet Penetration: With low penetration of PC’s, it is obvious that Internet penetration
is also poor. At the end of the year 1999, India could only boast of 6,10,000 Internet connections
with about 2.1 million users. The recently announced Internet Service Provider policy is
expected to improve the situation.
Original Technology: The Indian software industry possesses the expertise to absorb and use the
latest technology. However, barring a few exceptions, it has still not produced enough original
technology breakthroughs. Succinctly put, the industry has not created original operating systems
or new computer languages and technologies, which could be used globally
.
Project Management Skills: As the Indian software industry has been growing at a fast rate,
most of the project managers are becoming entrepreneurs, thus creating a gap in demand and
supply of project management skills.
Venture Capital: In building a robust venture creation process, India still faces few constraints.
To build a prolific venture community, India needs to focus on boosting all stages of venture
creation process and have simplified procedures so that the domestic Venture Capital movement
can flourish and overseas Venture Capital funds can be attracted.
Localization: With the exception of isolated cases, not much exists in providing software
applications in innumerable local languages. Thus, computer penetration in India is restricted to
merely the English speaking population.
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3.OPPORTUNITIES
Global Market: The market is large and rapidly changing-from a mix of legacy client server to
web / package-based services. Market openings are emerging across I.T. services, software
products, I.T. enabled services and E-businesses, and creating a number of new opportunities for
Indian companies.
Domestic Demand: The corporate, government and consumer sector of the Indian domestic
market offers a U.S.$ 18 billion opportunity by 2008 to software and services companies.
Outsourcing: The global outsourcing business was worth U.S.$ 77 billion in 1997 and has been
growing at the rate of 15-18 percent per annum. A recent survey indicates that by 2002, more
than 59 percent of the Fortune 1000 companies and other multinationals will outsource some part
of their application development and maintenance activities. India can gain and corner a greater
marketplace.
E-Commerce/E-Business: India not only has a huge opportunity to service this market but also
has a unique opportunity to address the needs of the NRI community around the world.
Overseas Listings: India today commands a very high respect among investors in India and
overseas. Almost all major overseas stock exchanges -are keen for Indian software companies to
list themselves on their respective exchanges. This is a major opportunity for the Indian software
industry to attract the requisite investments.
Internet Service Provider (ISP) Policy: The recent permission to allow private ISP's operate in
India and set up their own gateways will unprecedented Internet proliferation throughout India.
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4.THREATS
Government Interference: In the past decade, the Government and industry have worked very
well together in India for the success of the I.T. software and services industry. Now the
Government's role needs to be increasingly directed towards providing suitable infrastructure and
continuing its role in the simplification of policies. Any further plans for Government control,
restrictions or undue interference could well pose a threat to the industry.
Telecom Infrastructure: The immediate need of the hour in India is to have a world class telecom
infrastructure at globally competitive tariffs. The Department of Telecommunications has taken a
number of initiatives including the National Telecommunication Backbone, National Internet
Backbone, and plans for providing high bandwidth Internet connectivity to remote corners of
India. However, Government monopoly, lack of speed and adherence to archaic
telecommunication rules and regulations can prove to be a threat to the industry.
Lack of Speed: The world is moving at the speed of Internet. The decision- making and time
taken for implementation in India needs to be at a much faster pace so that the Indian I.T.
software and services industry does not lose any opportunities.
Infrastructure: Although, the software industry is growing at a phenomenal rate, many other
sectors in India have not yet been able to keep pace with it. Lately, almost all major cities are
building hi-tech buildings to house the software industry. These buildings have state-of-art
infrastructure, data communication facilities, captive power etc. But, lack of power, highways,
housing and international airports is some cities has become a major constraint.
Cost: Rising cost of infrastructure, basic amenities and salaries can pose a threat if not
adequately balanced with value addition.
Protectionism by Export Destinations: Many countries in North America and Western Europe are
creating protective and non-tariff trade barriers, especially with regard to the movement of
skilled manpower. Visa issues and non-tariff trade barrier may prove to be a threat. India should
insist for removal of non-trade tariff barriers at WTO.
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3.2 COMPANY PROFILE
MANASI SYSYTEMS TECHNOLOGIES
Our mission
• To provide highest and reliable quality of software solutions, Services, Globally.
• To fulfill the organizational goals and Societical needs through innovation and creativity
for professional satisfaction.
The primary goal of Manasi Information Technologies would be towards acquiring the
technology and know how for product development in the fields of wireless application,
Internet/Intranet technologies, Client/Server, E-Commerce Solutions, Enterprise Resource
Planning and the embedded technologies. The major player in this field would be 'ERP'. Apart
from the above it will also act as a customized solution provider and consulting firm.
Our team
Manasi Information Technologies management team includes experienced, senior engineers and
managers with a clear understanding of the bottom line of business. They understand the need for
communication, clearly defined deliverables and the need to add real value to our clients
operations. All Manasi Information Technologies managers have advanced technical degrees and
significant experience delivering effective solutions on time.
All engineers have an ongoing training regimen that keeps us abreast of the latest
technologies.
The strength of the team is built on its diversity in core skill sets our experience
includes:
• Working with start ups as well as Fortune 500 companies.
• Development and management of both short term and long term projects.
• Work experience around the globe including US, Europe & Far East.
• Ability to Understand the real world of business & stretch your $$$ to the maximum.
• Significant Operations and IT experience in a range of industries.
• Get your projects done On -Time and In - Budget.
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• Technologies
• Microsoft Technologies
ASP.Net, C#.Net, VB .Net and XML Web Services.
• Testing
Manual Testing, Automation Testing.
• Designing
CorelDraw, Flash and Photoshop.
• Scripting Language
JavaScript and PHP.
• Object-Oriented & Internet/E-Commerce Development Languages
C++, Java/J2EE, C#, .Net.
• Web Development & Web Design
ASP. Net, JSP, D/HTML, CSS,Divtag’s, Photoshop, Dream weaver, Flash, JavaScript,
Perl/CGI Script,
• SEO
Testing tools
Applications that do not work in production can cost companies millions of dollars. Imagine how
many potential customers would leave a web site if the links did not work properly.
Sound quality assurance programs utilizing high-quality testing tools are required to ensure
customer satisfaction.
Manasi Information Technologies delivers a wide range of quality assurance and automated
testing services featuring tools from major vendors including functional testing tools and
scripting languages with tools such as QARun from Compuware, WinRunner from Mercury
Interactive and Visual Test from Rational Software (IBM). Load testing tools and associated
scripting languages on tools such as LoadRunner from Mercury Interactive, QALoad from
Computerware, Webload from Radview Software and Traning Services.
Manasi Information Technologies consultants are also skilled at managing the testing process
with test data management tools such as File-Aid from Computerware for test data generation,
extraction and comparison and TestBytes from Mercury Interactive and whitebox testing tools
such as NuMega DevPartner for checking code complexity, code coverage and memory leaks.
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Services
Manasi Information Technologies is committed to our clients business success. It’s that simple.
Our clients need to optimize their IT investment to help them reach their business goals. Manasi
Information Technologies employees are trained to ensure that the IT systems they build
specifically are designed to help our clients achieve their goals.
We know that IT systems are a means to an end, and we work with our clients to ensure that the
systems we help them design, deploy and manage are perfect for their needs. We have
experience in many areas of IT, across many platforms and in many industries.
Our clients view us as partners. They know that we are as committed to their business success as
they are. We get involved in their IT projects right from the beginning to ensure that
requirements are clearly defined.
In many cases, our clients trust us to help them define the requirements for them based on our
years of experience and the many systems we have managed and successfully implemented. We
do not take this trust lightly and give each individual project specific and focused attention.
We do what we say we are going to do, on time and within budget. Implementing new
information systems can be a risky and difficult undertaking. We work closely with our clients to
ensure that we deliver what is expected.
Our clients look to Manasi Information Technologies for excellence in design, deployment and
implementation. That’s what we deliver.
Quality Assurance
Quality assurance is a critical concern for companies that either produce commercial software or
develop internal applications. Billions of dollars are wasted every year due to applications that
do not work, are faulty, or do not perform adequately.
In order to ensure that their people are productive and that customers are satisfied, companies
need to implement quality assurance programs.
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It makes sense to outsource the quality assurance process to highly skilled QA professionals. The
quality assurance process includes test plan development; software requirements verification;
application integration, regression, and performance testing; and load or stress testing.
Project Management
Many companies are looking to bring on highly skilled, well trained IT consulting organizations
to manage projects for them. It makes sense to do so for economic, logistic and practical reasons.
Companies do not have time to experiment and need to ensure that their IT projects are
implemented correctly and on time. They need to design, deploy and manage the right projects
on time and under budget. This is a primary reason why companies look to Manasi Information
Technologies for superior project management.
Manasi Information Technologies creates and implements working solutions for our clients by
interacting with all levels of management where appropriate. Our consultants have extensive
hands-on experience in business and management practices to help your organization implement
projects the right way. Manasi Information Technologies consultants take a complete view of
what’s needed to ensure IT projects are implemented in the most professional manner.
Normal steps in the Manasi Information Technologies project
management process may include:
• Compile detailed requirement analysis and scope of the project.
• Project Life-Cycle Development and Control.
• Research and Development related to technology and service deliverables.
• Risk analysis.
• Cost analysis, estimates and financial control.
• Role and responsibility planning.
• Contract administration and documentation control.
• Implementation planning & project procedure scheduling.
• Timeframe planning.
• Utilization of technical resources.
• Coordination of management & progress meetings.
• Coordination of outsourced consultants and entities.
• Communication procedures.
• Quality control.
• Training & skills transfer.
• Technical documentation.
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Training services
Manasi Information Technologies is a leading Online/Onsite/In-house/ Physical classroom
training expert. Over years, our varied cost-effective, customized and time-saving training
methods in varied areas of IT.
Manasi Information Technologies E-Learning offers a varied high-end IT related courses.
Instructor-led, E-Learning offers the perfect combination of convenience, affordability, and
technology. Being online, the trainings are guaranteed to be latest (very much current) and
support is just a click away. Our online training is the masters in terms of Quality and approaches
within the time limits and is cost effective, using latest driven technologies, proven
methodologies for the Global clients.
We also provide quality In-house and Onsite training sessions for individuals as well as
corporate. These courses are tailor-made catering to your needs, considerably reducing your time
and cost involved.
Manasi Information Technologies Info has delivered a full range of IT training and business
skills training through innovative learning methods that have transformed businesses and helped
many students and corporate’s reach their goals.
BPO
Manasi BPO Services is an equal opportunity company providing BPO & Call centre (Customer
service) jobs. Every employee of the organization will have a challenging job to play and
perform. Performance is monitored to reward and relish the employees.
Manasi is a young organization that believes in long-term relationship with their employees. We
are looking for young and dynamic employees for our BPO, Call Centre, Web related services
and KPO jobs to grow with the company and keep the company young for many years. We
understand the contribution of employees for the company’s prosperity and hence we provide
them with attractive remuneration, welfare measures and a good working atmosphere. This
installs a sense-of-belonging with them. Manasi has a friendly work culture with flat levels of
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hierarchy. Our employees are entitled to a variety of incentives which are performance based and
are in addition to the fixed compensation structure thereby motivating the employees to perform
aggressively to the best of their capabilities.
Company
Manasi Information Technologies is a leading global provider of technology that strengthens
client innovation. We currently offer services to our client’s through out the world. Our nature of
work involves Software Development, Maintenance, Outsourcing and BPO.
We have established practices in Enterprise Applications, Customer Facing Applications,
Business intelligence Applications and E-Business Solutions.
We as a professional software-development company is highly concerned with the quality of our
solutions and services.
Moreover, our team constantly works on developing and improving our service performance to
satisfy our customers and maintain long-term cooperation with them.
We are totally committed to ensure highest quality standards and to understand changing
customer needs.
At Manasi Information Technologies we are striving to understand changing customer needs,
and enrich their quality of life by simply making the technology readily usable for them.
Resource
Our clients hire and re-hire us because we provide some of the most high performing, highly
skilled IT professionals in the industry. Our employees are our major strength, which means our
clients benefit from a well trained, conscientious, and diligent work force. Manasi Information
Technologies employees are extremely talented and experienced in the IT industry, and with an
average experience level of 6+ years our people can resolve the most critical IT issues for our
clients. More than half of our employees have certifications in their respective domain areas
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Our employees are committed to our clients’ success. Manasi Information Technologies
employees want to ensure that your IT systems help you meet and exceed your business goals.
With domain expertise in many vertical industries, Manasi Information Technologies
professionals understand the role that IT plays in your specific market.
Why Manasi systems Technologies
Manasi Information Technologies is committed to our clients business success. It’s that simple.
Our clients need to optimize their IT investment to help them reach their business goals. Manasi
Information Technologies employees are trained to ensure that the IT systems they build
specifically are designed to help our clients achieve their goals. We know that IT systems are a
means to an end, and we work with our clients to ensure that the systems we help them design,
deploy and manage are perfect for their needs. We have experience in many areas of IT across
many platforms and in many industries.
Our clients view us as partners. They know that we are as committed to their business success as
they are. We get involved in their IT projects right from the beginning to ensure that
requirements are clearly defined. In many cases, our clients trust us to help them define the
requirements for them based on our years of experience and the many systems we have managed
and successfully implemented. We do not take this trust lightly and give each individual project
specific and focused attention.
We do what we say we are going to do, on time and within budget. Implementing new
information systems can be a risky and difficult undertaking. We work closely with our clients to
ensure that we deliver what is expected. Our clients look to Manasi Information Technologies for
excellence in design, deployment and implementation. That’s what we deliver.
Grievance handling:
Financial Investment products tend to be tricky and complex without proper guidance.
Even after the investment has been made, there are many processes and intricacies which
needtobehandledeffectively. We have tried to set in a system where you can place your queries
on our client queries and grievance redressed module which makes investing for our clients, a
simple process. In this module response is given to all queries within 1 hour. If within 36 hours a
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client's query is not addressed, intimation is made to the management and it is personally
resolved by our CEO. We have an exclusive set of professionals taking care of client grievances.
You can view the status of your grievances online as well.
Consolidation:
If someone were to ask you your Manasi as of today, you would probably have to go
through a stack of your statements for various investments and track the income generated as of
today for those investments to ascertain the same. You have no way out other than stacking all
your documents. This not only creates paper work duplication but also makes maintaining your
investment details difficult.
Financial planning:
Whatever may be your goals, without a Financial Plan in place it's impossible to achieve
them. We help you achieve them through our proprietary Financial Planning Process - my plan.
It helps you achieve your life goals in a systematic & scientific manner.
1. Identify&Prioritize
Together we will mutually define your personal and financial goals, understand your time frame
for results and discuss, if relevant, how you feel about risk. Post that we will prioritize them and
draw up a clear picture for your financial future.
2. Collate
We will collate and review all the necessary documents such as investments, tax returns,
insurancepolicies,retirementplansetc.
3.Analyze
We’ll analyze your information to assess your current situation and determine what you must do
to meet your goals. This could include analyzing your assets, liabilities and cash flow, current
insurance coverage, investments or tax strategies and how these elements mayimpacteachother.
4.Recommend
We’ll provide recommendations that address your goals. We’ll also go over the
recommendations with you to help you understand them so that you can make informed
decisions. We’ll understand your concerns and revise the recommendations as appropriate.
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5.Act
Mutually we will agree on how the recommendations will be carried out. We may carry out the
recommendations or serve as your "coach", coordinating the whole process with you.
6.Track
As goals and needs evolve over time, we’ll track your progress as part of the ongoing process
and make necessary modifications.
Key executives:
S.No Name Designation
1
Vijay Marupaka President
2
Hari Babu Vice President
3
Rishi Khanna Vice President (Finance)
4
Srinivas Reddy CEO
5
Madhusudhan Reddy Director
Products:
Product Name Year Month
Sales
Quantity
Sales
Value(Rs.Million)
% of STO
Income from Operations
2011 03 0.00 440.54 100.00
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MANASI – PRODUCTS / SERVICES PRODUCED:
Here the products means services related to the company software Services.
MANASI – MARKET RESEARCH:
Market research is one of important Methodology for finding the problem and make analyze and
interpret and solve the problem. In every area it has sharing the contribution towards successing
the projects.
In the MANASI company has also adopted this technique by Research analysts to those brokers
utilizes and understands their researches then they will moving in a right path. The research
analysts analyses the company performance and what are the company’s stock are moving why
the company’s scripts prices are fluctuating and what are the effect for this situations under the
circumstances. Then the company successfully operating their activities produce of good
operating Results.
MANASI – OPERATING RESULTS:
The Operating Results of the MANASI company is satisfactory compare to its competitors are
Sumas IT Corp, Srihitha technologies, intershee technologies etc., They are giving quality
services to their clients and improving their retained gains. Through this they are creating new
clients through adopting different strategies for attracting the clients towards its business then its
future glorious.
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Date of Establishment 1995
Revenue 9.82679 ( USD in Millions )
Market Cap 463.86508 ( Rs. in Millions )
Corporate Address
8-2-293/82/B/7, Road No 10C, Gayatri Hills Colony,
Jubliee Hills, Hyderabad – 500 033
Business Operation US IT Staffing and Software Development.
Background
Incorporated on December 2, 1995, Manasi
Systems Pvt. Ltd is one of the major IT staffing
company in India. Manasi offers staffing solutions to
various clients in US and also provide development
services.
Financials Total Income - Rs. 489.259175 Million ( year
ending Mar 2010)
Net Profit - Rs. -83.819899 Million ( year ending
Mar 2010)
Company Vice President Hari Babu
Auditors Ram Murthy
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ORGANIZATION STRUCTURE IN MANASI
The organization structure of MANASI is very wide and deeply rooted so as to serve its
corporate and individual clients and also to fulfill targets set by the company. If we go through
the organizational chart of MANASI, we can understand the structure, components and way of
administration. For the benefit of the study, one has to see through the organizational chart with
meticulous thinking.
As far as the overall administration of MANASI is concerned, mainly there are three categories:
Top Level Management
Middle Level Management
Operations Team
Broadly the Operational Organization Hierarchy at MANASI can be defined as follows:
President
Vice President
Vice President (Operations)
CTO
CEO
General Manager
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HUMAN RESOURCE STRUCTURE
The personnel wing is supposed to be the flush and blood of any organization. As usual, there is
a personnel offices being assisted by assistant manager administration under his control there are
four general managers so as to handle the personnel of the organization.
RECRUITMENT
The recruitment policy in MANASI is very clear. The policy and procedure followed
towards recruitment of its employee is much depended upon merit and expertise in the
employees. The employment as provided basing upon the service rules and commissions, which
are is vague. Initially employees from animal husbandry department were given employment and
in due course employees from industrial and treasury was also preferred. As the organization
developed in its structure, by leaps and bounds there was death of efficient and sufficient
employees. So as to bridge the gap, the doors were open towards the employment of candidate’s
on the basis of deputation. With regards to the recruitment of the supervisor and other works un
different cadre, the federation follows the present rules and regulations. As pre the
implementations of the reservations, the federation is very meticulous and there is no co, promise
and deviation from all directions. The communication from the government of A.P with regards
to the policy of reservations.
SELECTION POLICY & PROCEDURES FOR DIFFERENT CADRES OF
EMPLOYEES.
Normally the selection of employees into this federation is by two different ways. One is through
selection committee examination and the other is through district collector selections. Normally
the application from the aspirants where analyzed and the deserving candidates would be called
for interview. Towards this purpose, a selection committee would be constituted.
After the completion of medical test and other formalities, the appointment orders would be
issued for the eligible and selected candidates.
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INDUCTION:
Induction is also called as orientation. Induction is designed to provide a new employee with the
information that he/she needs to function comfortably and effectively in the organization.
Generally orientation contains 3 types of information.
• General information about daily work routine.
• A review of the organization history. Objectives, operations and products or a
service as well a how the employee’s job contributes to the need of the organization.
• A detail presentation in the form of a brochure of the organization work rules and
benefits extended to its employees.
PLACEMENT OF PROBATION:
After the employees has been inducted & oriented, he/she must be place in his/ her right
job. Placement of understood as the allocation of people to jobs. It is the assignment or
reassignment of an employee to a new or different job. Generally placements include initial
assignment of new employee and the promotion, transfer of dermation of present employees.
Normally the probation period is one or two years. This means the period of one year of
probation is set in a continuous period of two years