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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)
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Hyderabad
2010-2012
CERTIFICATE
This is to certify that the project entitled A Study on
importance of
RReeccrruuiittmmeennttaannddSSeelleeccttiioonnPPrroocceessss 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 &
HODProfessor Department of Management StudiesDepartment of
Management Studies GRIETGRIET
(S. Ravindra Chary)(Project Coordinator)Associate
ProfessorDepartment of Management Studies
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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
2.1.1PURPOSES AND IMPORTANCE
2.1.2RECRUITMENT PROCESS
2.1.3FACTORS AND SOURCES
2.1.4RECRUITMENT POLICIES
2.1.5METHODS OF RECRUITMENT
2.1.6RECRUITMENT STRATEGIES
2.2 SELECTION
2.2.1STEPS INVOLVED IN SELECTION PROCESS
2.2.2SELECTION TECHNIQUES
2.2.3TRENDS IN RECRUITMENT AND SELECTION
3 CHAPTER 37-64
3.1INDUSTRY PROFILE
3.2COMPANY PROFILE
4 CHAPTER
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4.1DATA ANALYSIS 65-78
5 CHAPTER 79-82
5.1FINDINGS
5.2SUGGESTION
5.3CONCLUSION
BIBLIOGROPHY
Chapter - 1
INTRODUCTION
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Chapter 2
Literature review
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Chapter - 3INDUSTRY PROFILE
&
COMPANY PROFILE
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Chapter 4
DATA ANALYSIS&
INTERPRETATION
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Chapter 5
SUMMARY & CONCLUSIONS
1.1 INTRODUCTION
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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 persons 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 recruitingselecting 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.
Manpowers 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
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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 latters.
1.2 OBJECTIVES OF THE STUDY:
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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
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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
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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 jobseekers.
- Edwin B.Flippo
2.1.1 PURPOSES AND IMPORTANCE:
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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 individuals 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:
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Planning Strategy development Searching Screening Evaluation and
control
OBJECTIVES OF RECRUITMENT:
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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 companys 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
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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) Organizations ability to find and retain good performing
people.
2.1.3 FACTORS AND SOURCESINTERNAL 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 Companys pay packages
2 Quality of work life
3 Organization culture4 Career planning and growth
5 Companys size
6 Companys products/services
7 Geographical spread of the companys operations
8 Companys growth rate
9 Role of trade unions
10 Cost of recruitment
11 Companys name and fame.
EXTERNAL FACTORES:
The external factors are:-
1 Socio-economic factors
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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
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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
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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
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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
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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 providea 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 engineers 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 consultin, 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
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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 CVS 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
applicants immediate
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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 OfferingsThe quality of an organizations
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:
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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
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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 organizationis 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
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SCREENING:
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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:
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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 Managers 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.
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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 applicants
accomplishments and developed
abilities. They are performance tests; they ask the applicants
accomplishments and developed
abilities. They are performances tests; they ask the applicant
to demonstrate certain knowledge
skills.
APTITUDE TESTS:
Measures an applicants 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 candidates 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 ones own organization as a valid
test in one that measures.
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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 rateLegal and political considerations
Companys image
INTERNAL
Companys policy
Cost of hiring
CONCEPTS OF TESTING:
1. Job analysis
2. Reliability
3. Validity
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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
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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
applicants reasoning and
analytical abilities under
modest stress.
Useful for stressful jobs,
such as handling
complaints.
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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.
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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 interview7. 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 candidates 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 candidates 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 applicants
physical capabilities match
with the job requirements or not.
The three basic objectives of physical examination are:
o
To determine the applicants 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 method2. 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 candidates 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 applicants 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
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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 almostuninterruptedly 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 clients
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 constantlyworks 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 analystINPUT, 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.
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Table 1
U.S. Software Market (User Expenditures in $ millions),
19802010
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 thesoftware 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
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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 productdevelopment/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 werestrong 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
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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 thatdata."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 simultaneousservices 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 formanufacturing 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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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 countrys 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 countrys corporate houses after the economy
staged a faster-than-expectedrecovery 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.
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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 ofprovider 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 companieslooking 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 been46.05 percent.
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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
(ASPs).
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 workersand 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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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 PCs, 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 thelatest 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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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.
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.
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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ASP.Net, C#.Net, VB .Net and XML Web Services.
CorelDraw, Flash and Photoshop.
JavaScript and PHP.
& C++, Java/J2EE, C#, .Net.
&
ASP. Net, JSP, D/HTML, CSS,Divtags, Photoshop, Dream weaver,
Flash, JavaScript,Perl/CGI Script,
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. Its 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. Thats what we deliver.
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.
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
whats needed to ensure IT projects are implemented in the most
professional manner.
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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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.
Manasi Information Technologies is a leading global provider of
technology that strengthens
client innovation. We currently offer services to our clients
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.
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.
Manasi Information Technologies is committed to our clients
business success. Its 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 acrossmany 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. Thats 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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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, well track your progress as
part of the ongoing process
and make necessary modifications.
Key executives:
S.No Name Designation
1Vij