RECRUITMENT & SELECTION PROCEDUREATDHRUVA TECHNOLOGIES
PVT.LTDINTRODUCTIONHUMAN RESOURCE:
Human Resource is of paramount importance for the success of any
organization. It is a source of strength and aid. Human resources
are the wealth of an organization which can help it in achieving it
goals. Human Resource management is concerned with the human beings
in an organization. It reflects a new outlook which views
organizations manpower as its resources and assets.
Human Resource is a resource like any other natural resource. It
means that management can get and use the skill, knowledge,
ability, etc. Through the development of skills, tapping and
utilizing them again and again. Human Resource management is that
process of management which develops and the human elements of an
enterprise.
RECRUITMENT AND SELECTION:
The Recruitment and selection is a strategy for acquiring and
placing human resource process and are often used interchangeably.
Recruitment refers to the process of identifying and encouraging
prospective employees to apply for jobs; selection is concerned
with picking the right candidates from a pool of applications.
Recruitment is said to be positive in the approach as it seeks to
attract as many candidates as possible. Selection on other hand is
negative in its application in as much as it seeks to eliminate as
many qualified applications as possible in order to identify the
right candidates. The most valuable asset to any large-scale
organization is right caliber personnel, individuals, differ in
their ability to perform the different types of activities. They
differ in their physical characteristics, intelligence, and
intellectual aptitudes, in interests, in temperament, and in
character. Because of these large differences in human abilities,
the problems of proper selection become a very important one.
The importance of having an effective recruitment and selection
policy in an organization, the recent trends that have influenced
the process of recruitment and selection in an organization,
various challenges faced by organizations in the process of
recruiting and selecting employees. Recruitment has been regarded
as the most important function of personnel administration, which
discovers the potential applicants for actual or anticipated
organizational vacancies. The selection procedure is concerned with
securing relevant information about an applicant. The objective of
selection process is to determine whether an applicant whose is
most likely to perform well in that job.
Recruitment and Selection is the core HR practices without which
organization cannot survive. Recruitment forms the first stage in
the process which continuous with selection and ceases with the
placement of the candidates. Therefore it is important to know
about the recruitment and selection process in an
organization.Employers are always looking for the right staff to
fill the job vacancies that they have on offer. Finding the right
staff means that recruitment and selection processes are a key
factor in the success of any business. In order to be truly
effective it is essential that a business has the right kind of
personnel. Having people who enjoy their jobs and want to make a
success of them can be the making of a company, while uninterested
and unsuitable staff can bring a successful business to its
knees.
In order to ensure the right kind of recruitment and selection
of staff means that an employer should be aware of the kind of
skills that they want an employee to have. Employers should also be
aware of the kind of transferable skills that will be useful to the
company. This means that employers need to be quite specific when
they advertise a vacancy. If an employer decides to use the
services of an agency in the recruitment and selection process,
then he/she should be precise in their instructions to the
recruitment consultant.
One of the most important aspects of the recruitment and
selection process is to have a clear framework for short listing
candidates for a vacancy. This means that an employer should have
some idea of what they want to see on a persons resume or CV and
what kind of experience they expect a potential employee to have
had. During the recruitment and selection process it is also wise
to establish which qualities and qualifications are essential to
the job and which are desirable. Once you have your shortlist of
potential employees then you have to decide whether a single
interview will suffice or whether you want an interview and
presentation.
The recruitment and selection process is always easier if an
employer can provide a recruitment agency or recruitment consultant
with a very specific brief on what they want in an employee. They
should also advise the agency/consultant of their own processes of
selecting the right candidate. This way the agency or consultant
can advise potential candidates at each stage of the recruitment
and selection process.
Whoever interviews candidates for a position should be ready to
provide feedback on that interview, either to the candidate
themselves or to the agency representing them. Before the interview
(and presentation if stipulated) takes place the employer should
have a definite idea of what they are prepared to offer as an
employment package. It is not a good idea to be vague at this stage
of the process because it is all too easy to forget that when it
comes to recruitment and selection the candidate may also be sizing
up their potential employer.
FACTORS AFFECTING RECRUITMENT
FACTORS AFFECTING RECRUITMENT POLICY:
Organizational objectives
Personnel policies of the organization and its competitors.
Government policies on reservations.
Preferred sources of recruitment.
Need of the organization.
IMPORTANCE OF RECRUITMENT POLICY
It should focus on recruiting the best potential people.
To ensure that every applicant and employee is treated equally
with dignity and respect.
Unbiased policy.
To aid and encourage employees in realizing their full
potential.
Transparent, task oriented and merit based selection.
Weightage during selection given to factors that suit
organization needs.
Optimization of manpower at the time of selection process.
Defining the competent authority to approve each selection.
Abides by relevant public policy and legislation on hiring and
employment relationship.
Integrates employee needs with the organizational needs.
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION1.Recruitment comes
first and is followed by Selection.2. Recruitment is positive
process while Selection is a negative process.3. Recruitment is
calling large pool of candidates while Selection is choosing the
suitable Candidate. The Main Objective of a selection procedure is
to determine whether an applicant meets the qualification for a
specific job, and then to choose the applicant who is most likely
to perform well in that job.
Need of the study:
This project work characterizes to evaluate the recruitment
programs that are conducted at Dhruva Technologies Pvt.Ltd. The
objectives of the study are as follows.
Recruitment is the process which links the employers with the
employees.
Vacancies due to Promotions, transfer, retirement, termination,
permanent disability, death and labour turnover.
Creation of new vacancies due to the growth, expansion and
diversification of business activities of an enterprise. In
addition, new vacancies are possible due to job specification. To
evaluate the recruitment management programs.
To identify and suggest measures for the improvement of the
recruitment programs. Increase the pool of job candidates at
minimum cost.
Create a talent pool of candidates to enable the selection of
best candidates for the organization.
Determine present and future requirements of the organization in
conjunction with its personnel planning and job analysis
activities.
Meet the organizations legal and social obligations regarding
the composition of its workforce.
OBJECTIVES:
To study the recruitment and selection procedure in Dhruva
Technologies Pvt.Ltd(P) Ltd, Hyderabad.
To know how the new candidates are recruited and placed in
Photon Fargo Solutions (P) Ltd, Hyderabad.
To know the level of satisfaction of employees regarding
recruitment and selection process at Dhruva Technologies Pvt.Ltd,
Hyderabad.
To know the policy in order to meet the manpower requirements of
Dhruva Technologies Pvt.Ltd with personnel who posses the necessary
qualifications, skills, aptitude, and are suitable as per
organizational needs.
To streamline the recruitment process to ensure that we always
hire the RIGHT people at RIGHT role at RIGHT time. To give
suggestions if any, in strengthening the Recruitment and Selection
Procedure in Dhruva Technologies Pvt.Ltd, Hyderabad.SCOPE OF THE
STUDY:
The scope of the study is confined to the following process like
procedure followed for Recruitment and Selection, type of skills,
needed by the employees, satisfaction levels of the employees by
taking the 75 as sample size. The study is covered only to the
employees of Dhruva Technologies Pvt.Ltd Hyderabad. To identify the
various factors companies undertake prior to the recruitment
process.
To study how the companies establish a fit between their
business strategy and recruitment strategy.
To study how the companies have coped with change in the market
vis a vis its recruitment process. To analyse the recruitment
policy of the organization.
To compare the Recruitment policy with general policy.
To provide a systematic recruitment process.
RESEARCH METHODOLOGY
Research is a scientific and systematic search for pertinent
information on a specific topic. Research is an art of scientific
investigation. Research comprises defining and redefining problems,
formulation hypothesizer suggested solutions, collecting,
organizing and evaluating the data, making deductions and reaching
conclusions and at last carefully testing the conclusions to
determine whether they fit the formulating hypothesis
- By CLIFFORD WOOD
Methodology means a procedure designed to the extent to which it
is planned and evaluated before conducting the inquiry and the
extent to which the method for making decisions is evaluated
-By Dhondyal.
Data collection: There are two types of data
Primary data Primary data can be collected either through
experience or through survey. Those which are collected a fresh and
for the first time thus happen to be original in character that is
called primary data.Questioned 75 employees with the following
questionnaire and collected the data. I spent time for the fresh
recruitment process and collected the data after questioning the
candidate.
By observation
Personal discussion
Personal Interview
Questionnaire Secondary data Secondary data means the data that
has already been available The secondary data is gathered from
Journals, magazines, official records, broachers, office files,
annual reports, Internet and also through discussion with concerned
officers.
Sampling method
The sampling techniques are the process of selecting a few from
a bigger group to become the basis for estimating or predicting the
fact, situation or outcome regarding bigger group.
The research technique adopted is Random Sampling Technique
Sample size 75 respondents
Sampling unit DHRUVA TECHNOLOGIES PVT.LTD Sampling Area
HYDERABADTools for data collection:
Questionnaire This method is used in data collection which is
quite popular, particularly in case of big enquires private
individuals research persons private and public organization, are
adopting it. Questionnaires consist of a number of questions
printed or typed in a definite order on forms. The respondents have
to answer the questions on their own.
Questionnaire Design The questionnaire consists of a number of
questions printed in a definite order or a set of forms.
Questions include :
Closed Ended Questions
Dichotomous QuestionsIndustry Profile
Overview on India's Software IndustryAccording to statistics,
country's software exports reached total revenues of Rs 46100
crores. The shares of total Indian exports form 4.9 per cent in
1997 to 20.4 percent in 2002-03. It is expected that the industry
will generate a total employment of around four millions peoples,
which accounts for 7 per cent of India's total GDP as in the year
2008.
The year 1995-96 was a boom for the industry. The performance of
the industry over the years is as follows:
(In terms of US $ millions)
Domestic software Market490670920125017002450
Software Exports 73410851750265040006300
Indian Software Industry 122417552670390057008750
India's Software Exports:Software exports has major share in
India's total exports. As of the year 2004-05, bothsoftwareand
services revenue grew by 32 percent to $ 22 billions and $ 28.5
billions in 2005-06.
According to NASSCOM, India's domestic market, grew by 24 per
cent. Presently Indian companies have concentrated on only two
largest IT service markets. They are USA and the UK. Even Canada,
Japan, Germany and France represent huge growth potential in the
industry.
Why India?
Rapidly Improving infrastructure
Large Talent Pool Availability
Infrastructure High Quality Educat ional
Low Operaing Costs
R&D Strengths
Established Technology Clusters
Government Incentive
Progress of IT Industry(In terms of US $
billion)Year2003-042004-052005-06*IT software and service
exports9.212.015.2ITE-BPO exports3.65.27.3Domestic
market3.94.86.0Total16.722.028.5
*EstimatedSource: Ministry of Communications and IT.
1995-1996 - 1224 million US Dollars1996-1997 - 1755 million US
Dollars1997-1998 - 2670 million US Dollars1998-1999 - 3900 million
US Dollars1999- 2000 - 5700 million US Dollars2000-2001 - 8750
million US DollarsAccording to the NASSCOM- McKinsey report on the
IT industry of India, the projectedrevenueof the IT industry of
India for the year 2008 is 87 billion US Dollars. The projected
exports or the year 2008, accord to this report, is 50 billion US
Dollars.
Some of the important aspects of the NASSCOM- McKinsey report
related to the size of India's IT industry are -
There is potential of 3.2 million people being employed in the
IT industry of India by the end of 2012.
Contribution of software and services to the total GDP of India
will be more than 7.5%.
FDI(Foreign Direct Investment) of 10.5 billion US Dollars
expected in the IT industry by the end of 2011.
45% of total exports from India will be from IT exports.
225 billion US Dollars worth of market capitalization from
ITshares.
Softwares and services are exported to bout 195 companies from
India. North America accounts for 61% of the software exports from
India.
The projections about the size of India's IT industry present a
very optimistic picture. The industry is expected to grow to double
its current size by the year 2012. India's IT industry is expected
to grow at an annual average rate of 18% in the next five years.
The industry is also expected to cross the 100 billionUSDollarmark
by 2011. One of the major areas of growth for the IT industry of
India is by tapping the potential in the domestic market. The IT
industry of India is largely dependant on the export market.
Penetrating more into the domestic market would create further
opportunities of growth for the IT industry.
Adoption of new liberal policies in India has given birth
immense opportunities to its industries. Success story of
India'sSoftware Industryis a step in the same direction.
TheSoftware Industry, which is a main component of the
Informationtechnology, has brought tremendous success for the
emerging economy.
India's young aged manpower is the key behind this success
story. Presently there are more than 500 software firms in the
country.
Worldwide IT Spending to Grow 5.3 Percent in 2010Unseasonably
Strong Hardware Sales in First Quarter Sets Up 2010 for Solid IT
Spending Growth Worldwide IT spending is forecast to reach $3.4
trillion in 2010, a 5.3 percent increase from IT spending of $3.2
trillion in 2009, according to Gartner, Inc. The IT industry will
continue to show steady growth with IT spending in 2011 projected
to surpass $3.5 trillion, a 4.2 percent increase from 2010.
"Following strong fourth quarter sales, an unseasonably robust
hardware supply chain in the first quarter of 2010, combined with
continued improvement in the global economy, sets up 2010 for solid
IT spending growth," said Richard Gordon, research vice president
at Gartner. "However, it's important to note that nearly 4
percentage points of this growth will be the result of a projected
decline in the value of the dollar relative to last year. IT
spending in exchange-rate-adjusted dollars will still grow 1.6
percent this year, after declining 1.4 percent in 2009."
Worldwide computing hardware spending is forecast to reach $353
billion in 2010, a 5.7 percent increase from 2009 (see Table 1).
Robust consumer spending on mobile PCs will drive hardware spending
in 2010. Enterprise hardware spending will grow again in 2010, but
it will remain below its 2008 level through 2014. Spending on
storage will enjoy the fastest growth in terms of enterprise
spending as the volume of enterprise data that needs to be stored
continues to increase. Near-term spending on servers will be
concentrated on lower-end servers; longer-term, server spending
will be curtailed by virtualization, consolidation and,
potentially, cloud computing.
"Computing hardware suffered the steepest spending decline of
the four major IT spending category segments in 2009. However, it
is now forecast to enjoy the joint strongest rebound in 2010," said
George Shiffler, research director at Gartner. "Consumer PC
spending will contribute nearly 4 percentage points of hardware
spending growth in 2010, powered by strong consumer spending on
mobile PCs. Additionally, professional PC spending will contribute
just over 1 percentage point of spending growth in 2010 as
organizations begin their migration to Windows 7 toward the end of
the year."
Worldwide IT Spending Forecast (Billions of U.S.
Dollars)2009Spending2009Growth (%)2010Spending2010Growth (%)
Computing Hardware333-12.53535.7
Software221-2.12325.1
IT Services777-4.08215.7
Telecom1,892-3.41,9885.1
All IT3,223-4.53,3945.3
Worldwide software spending is expected to total $232 billion in
2010, a 5.1 percent increase from last year. Gartner analysts said
the impact of the recession on the software industry was tempered
and not as dramatic as other IT markets. In 2010, the majority of
enterprise software markets will see positive growth.
The infrastructure market, which includes all the software to
build, run and manage an enterprise, is the largest segment in
terms of revenue and the fastest-growing through the 2014. The
hottest software segments through 2014 include virtualization,
security, data integration/data quality and business intelligence.
The applications market, which includes personal productivity and
packaged enterprise applications, has some of the fastest-growth
segments. Web conferencing, team collaboration and enterprise
content management are forecast to have double-digit compound
annual growth rates (CAGR), in the face of growing competition
surrounding social networking and content.
"Cost optimization, and the shifts in spending form mega suites
to the automation of processes will continue to benefit alternative
software acquisition models as organizations will look for ways to
shift spending from capital expenditures to operating
expenditures," said Joanne Correia, managing vice president at
Gartner. "Because of this, vendors offering software as a service
(SaaS), IT asset management, virtualization capabilities and that
have a good open-source strategy will continue to benefit. We also
see mobile-device support or applications, as well as cloud
services driving new opportunities."
The worldwide IT services industry is forecast to have spending
reach $821 billion in 2010, up 5.7 percent from 2009. The industry
experienced some growth in reported outsourcing revenue at the
close of 2009, an encouraging sign for service providers, which
Gartner analysts believe will spread to consulting and system
integration in 2010.
"We continue to see a long-term recession 'hangover' as a
more-cautious mind-set continues as the norm among a lot of buyers
who keep looking for small, safe deals where cost take-out is a key
factor, said Kathryn Hale, research vice president at Gartner. "In
the face of that ongoing strong pressure to renegotiate contracts,
and in the absence of equivalent pressure from stockholders, we
believe vendors will generally choose to maintain margins over
revenue growth."
Worldwide telecom spending is on pace to total close to $2
trillion in 2010, a 5.1 percent increase from 2009. Between 2010
and 2014, the mobile device share of the telecom market is expected
to increase from 11 percent to 14 percent, while the service share
drops from 80 percent to 77 percent and the infrastructure share
remains stable at 9 percent of the total market.
Worldwide enterprise network services spending is forecast to
grow 2 percent in revenue in 2010, but Gartner analysts said this
masks ongoing declines in Europe and many other mature markets as
well as an essentially flat North American market.
"Longer term, the global enterprise network services market is
expected to grow modestly, largely on the back of growth in
Internet services, such as hosting," said Peter Kjeldsen, research
director at Gartner. "Ethernet services will also grow
significantly, albeit at the expense of both legacy services and
multiprotocol label switching (MPLS)."
In India, the software boom started somewhere in the late 1990s.
Most of the Indian software companies at that moment offered only
limited software services such as the banking and the engineering
software. The business software boom started with the emergence of
Y2K problem, when a large number of skilled personnel were required
to fulfill the mammoth database-correction demand in order to cope
up with the advent of the new millennium
The profile of the Indian IT Services has been undergoing a
change in the last few years, partly as it moves up the value chain
and partly as a response to the market dynamics. Ten years ago,
most US companies would not even consider outsourcing some of their
IT projects to outside vendors. Now, ten years later, a vast
majority of US companies use the professional services of Indian
Software engineers in some manner, through large, medium or small
companies or through individuals recruited directly.
The market competition is forcing organizations to cut down on
costs of products. The professional IT services on the other hand
are becoming increasingly expensive. The offshore software
development model is today where onsite professional services were
ten years ago. There is a high chance (almost a mathematical
certainty), that in less than ten years, the vast majority of IT
services (software development being just one of them) from
developed countries, will be, one, outsourced and two, outsourced
to an offshore vendor.
Despite the global economic slowdown, the Indian IT software and
services industry is maintaining a steady pace of growth. Software
development activity is not confined to a few cities in India.
Software development centers, such as Bangalore, Hyderabad, Mumbai,
Pune, Chennai, Calcutta, Delhi-Noida-Gurgaon, Vadodara,
Bhubaneswar, Ahmedabad, Goa, Chandigarh, Trivandrum are all
developing quickly. All of these places have state-of-the-art
software facilities and the presence of a large number of overseas
vendors. Indias most prized resource is its readily available
technical work force. India has the second largest English-speaking
scientific professionals in the world, second only to the U.S. It
is estimated that India has over 4 million technical workers, over
1,832 educational institutions and polytechnics, which train more
than 67,785 computer software professionals every year. The
enormous base of skilled manpower is a major draw for global
customers. India provides IT services at one-tenth the price. No
wonder more and more companies are basing their operations in
India.
India's IT industry caters to both domestic and export markets.
Exports contribute around 75% of the total revenue of the IT
industry in India. The IT industry can be broadly divided into four
segments
The industry is in an expansion mode right now, with dozens of
new offshore IT services vendors emerging everyday, the industry
has a high probability of being subjected to the 80:20 rule in not
too distant a future. In perhaps another ten years, 80 percent of
all outsourced offshore development work will be done by 20 percent
of all vendors, a small number of high quality, trusted vendors.
Only a few select countries and only the most professional
companies in those countries, will emerge as winners. India will
definitely be the country of choice for offshore software
development. We have the potential to become and remain the country
of choice for all software developments and IT enabled services,
second only to the USA. The third choice could be far distant.
India is among the three countries that have built
supercomputers on their own. The other two are USA and Japan. India
is among six countries that launch satellites and do so even for
Germany and Belgium. India's INSAT is among the world's largest
domestic satellite communication systems. India has the third
largest telecommunications network among the emerging economies,
and it is among the top ten networks of the world.
To become a global leader in the IT industry and retain that
position, we need to constantly keep moving up the value chain,
focusing on finished products and solutions, rather than purely on
skill sets and resumes. We need to be able to package our services
as products, rather than offering them as raw material. We need to
be able to recognize and build up on our strengths and work on our
weaknesses.
The IT industry has emerged as one of the most important
industries in the Indian economy contributing significantly to the
growth of the economy.
The IT industry of India got a major boost from the
liberalization of the Indian economy. India's software exports have
grown at an annual average rate of more than 50% since 1991. The
structure of the IT industry is quite different from other
industries in the Indian economy. The IT industry of India is
hugely dependant on skilled manpower. Primarily a knowledge based
industry, the IT industry of India has reordered significant
success due to the huge availability of skilled personnel in
India.
The industry structure in the ITsectorhas four major categories.
These are - IT services
IT enabled services
Software products
Hardware
IT services
IT services
IT services constitute a major part of the IT industry of India.
IT services include client, server and web based services.
Opportunities in the IT services sector exist in the areas of
consulting services, management services, internet services and
application maintenance. The major users of IT services are
Government
Banking
Financial services
Retail and distribution
Manufacturing
The services which make extensive use of information and
telecommunicationtechnologies are categorized as IT enabled
services. The IT enabled services is the most important contributor
to the growth of the IT industry of India. Some of the important
services covered by the ITESsectorinIndiaare -
Customer-interaction services including call-centers Back-office
services
Revenue accounting
Data entry and data conversion
HR services
Transcription and translation services
Content development and animation
Remote education,
Data search
GIS
Marketresearch
Network consultancy
Software productsSoftware products are among the most highly
exported products from India. The software industry in India
originated in the 1970s and grew at a significant pace in the last
ten years. Between 1996-1997 and 2002-2003, the Indian software
industry grew more than five times from 2630 crores to 13200
crores. During the same period software and service exports from
India grew by almost twelve times.
Hardware
The hardware sector of the It industry focuses on the
manufacturing and assembling of computer hardware. The consumption
of computer hardware is high in the domestic market. Due to the
rise in the number of ITcompanies, sales of desktops, laptops,
servers, routers, etc have been on the rise in recent years. Many
domestic and multi-national; companies have invested in the
computer hardwaremarketinIndia.
Another categorization in the structure of India's IT industry
is related to the market. There are two major market
classifications - the domestic market and theexportmarket. The
export market, dominates the IT industry accounting for 75% of the
revenue.
Challenges before Indian IT Industry
At present there are a number of challenges that are facing the
information technology industry of India. One of the major
challenges for the Indian information technology industry was to
keep maintaining its excellent performance standards.
The experts are however of the opinion that there are certain
things that need to be done in order to make sure that India can
maintain its status as one of the leading information technology
destinations of the world. The first step that needs to be taken is
to create an environment for innovation that could be carried for a
long time.
The innovation needs to be done in three areas that are
connected to the information technology industry of India such as
business models, ecosystems and knowledge. The information
technology sector of India also has to spread the range of its
activities and also look at the opportunities in other
countries
.The improvement however, also needs to be qualitative rather
than just being quantitative. The skill level of the information
technology professionals is one area that needs improvement and
presents a considerable amount of challenge before the Indian
information technology industry.
The Indian information technology industry also needs to
co-ordinate with the academic circles as well as other industries
in India for better performance and improved productivity. The
experts are of the opinion that the business process outsourcing
service providers in India need to change their operations to a way
that is more oriented to the knowledge process outsourcing. One of
the most important crises facing the Indian information technology
industry concerns the human resources aspect. The problems with
outsourcing in countries like the United States of America are
posing problems for the Indian information technology industry as
well.
In the recent times a bill has been passed in the state of New
Jersey that allows only the citizens or legal non-Americans to be
given contracts. This legislation has also affected some other
states like Missouri, Connecticut, Wisconsin and Maryland. These
states are also supposed to be considering these laws and their
implementation. This is supposed to have an adverse effect on the
outsourcing that is the source upon which the information
technology industry of India thrives. The information technology
professionals who aim at working in the country are also likely to
be hindered by the legislation as a significant amount of these
professionals have been going to work in the USA for a long
time
The size of India's IT industry has grown significantly over the
years. The size of this sunshine industry of India grew from 150
million US Dollars to 50 billion US Dollars between 1990-1991 and
2006-2007. The growth of the IT industry has been very high in the
last few years. The size of the Information Technology industry of
India was 5.7 billion US Dollarsin 1999-2000. After the turn of the
century the industry experienced exponential growth to reach the 50
billion mark by 2006-2007.
verview
Photon Fargo Solutions focuses on Software development, BPOs and
Consulting Company providing hi-tech information technology
solutions and manpower staffing. Our main asset has been our
software professionals who have been successfully working at Top
Fortune Companies all over India and abroad.
From IT strategy-consulting right through implementing IT
solutions for customers, Photon Fargo Solutions straddles the
entire IT space. It has excellent domain competencies in verticals
such as Banking & Financial Service, Insurance &
Healthcare, Hi-Tech, Retail and Manufacturing. As a diverse
end-to-end IT solutions provider, Photon Fargo Solutions offers a
range of expertise aimed at helping customers re-engineer and
re-invent their businesses to compete successfully in an
ever-changing marketplace.
Photon Fargo Solutions has a client base comprising several
fortune 1000 organizations. Our commitment is to provide solutions
that translate into tangible business outcomes for our customers.
Photon Fargo Solutions domain capability expertise and reduced
learning curves enables significant compression in time-to-value
deliverables. And through collaborative, long-term relationships,
we enable customers to achieve and sustain measurable results.
Photon Fargo Solutions a customer-centric and quality conscious
offshore development company with head quarters in New Delhi, India
and sales office in UK - offers solutions in a wide array of IT
segments with a desire to be the leader in the industry. As one of
the leading software development companies, we have carved a niche
for ourselves in offshore outsourcing, software outsourcing,
software development, web development, web designing, web hosting,
and graphics designing, content development and in many more
domains. At Photon Fargo Solutions we have always delivered quality
solutions umpteen times to clients based across the globe and to
our credit, clients have continuously reposed their valuable faith
in us. With an incredible team as our forte, in the years to come,
we are sure to be the best offshore development company in the
entire world.
We offer full cycle custom software services from offshore
software development to outsourcing support and enhancement. Having
experienced and skillful team of software engineers, we are able to
produce tangible positive results in all projects according to your
business needs. We enable you to reduce outsourcing software
development costs and aim to enhance revenue growth by offering
highly responsive support, mature software development and
cost-competitive services. We take pride to leverage deep industry
and functional expertise and advanced technology to create highest
value for all business models.
Vision:
At Dhruva Technologies Pvt.Ltd.,, the customer is the focus of
our vision. Their changing needs and demands are our inspiration.
Their satisfaction is our only measure of success.Our Customer
First policy is about
Providing cutting-edge consulting and technology solutions.
Looking beyond the immediate needs and offering solutions for
the future.
Presenting innovative options to deliver value.Believing in
quality above all else.
At Dhruva Technologies Pvt.Ltd., , the customer comes first.
Dhruva Technologies Pvt.Ltd., is constantly doing customer
research in order to deliver better value to customers, depending
on their specific needs. We study new technologies in depth for
robustness, feasibility and obsolescence to enable early adoption
and create lasting customer value. Our global pool of talent in
consulting and services delivers trusted solutions to
customers.
Corporate profile:
About CompanyDhruva Techno Solutions Pvt. Ltd., is a leading
consulting and technology solutions company in India with a focus
on Executive Search, Recruitment. Learning and Temporary Staffing
services to client organizations. Dhruva is the fastest growing HR
company in India.
We are one of the HR & recruitment solution providers with
multi domain IT & Non IT expertise which helps us serve our
clients with premium consulting. Providing innovative and creative
answers to organizations in search of efficient Staffing, BPO
Services, and Learning Solutions. We specialize in end-to-end
recruitment solutions, soft skills and behavioural skills
trainings, HR outsourcing solutions, software solutions and HR
Consultancy Services.
Dhruva is professionally managed Manpower Placement Consultancy
firm with network across India. Dhruva is well organized as one of
the leading manpower sources providing recruitment consultancy
services Specialized in placement of Senior and Middle level
Management. Dhruva's Prime objective is to add value to the
client's business by offering best-in-class services and solutions.
Your organization can leverage our resources and expertise to
improve productivity.
Company OverviewWe provide a large array of HR Solutions viz.
Executive, talent procurement into IT & Non IT, We provide
tailor made solutions to all our clients, to meet their objectives
and timelines. We possess a network of highly qualified
professionals who conducts the first base selection in accordance
with the client's requirements. Dhruva Techno Solutions Pvt. Ltd.
is a privately held company has acquired Tropical Consultants
Pvt.Ltd., which offers consulting and Information Technology
services started in 1999.
We believe that the biggest assets for any company are its
people. Therefore it is imperative for any company to not only have
the best of the talents as its Human Capital but also to keep
upgrading their expertise by means of extensive training and
development programmes. Dhruva not only helps you to find the best
available talent from the industry but also to train and develop
your people to make them Industry Ready'.
The trust and commitment that we demonstrate in our work has got
us the coveted title of "The Employer's Choice" by many of our
clients.
Our Mission Dhruva Techno Solutions effectively uses the
innovativeness of our personnel to employ process & technology
that facilitates an environment of dynamic and rapid growth. Dhruva
aim to sharpening each business unit's operation to a gleaming
point and allow these units.
To provide high performance business solutions & Consulting
services to meet the requirements and exceed the expectations of
our customers.
Develop Business Solutions based on proven technologies, provide
high-quality, easy to use, secure and reliable software solutions
suitable for corporate usage.
To continually improve the productivity of business by providing
business management software and related services that adapt to the
ever-changing needs of business.
"We are passionate and pioneering people dedicated to provide
solutions for any HR Challenges of our clients, out customers or
our employees".
Listen closely to our customers and be genuine and real in our
communication. Refuse to settle for mere customer satisfaction, but
strive to positively delight and amaze our customers with service
and support that are second to none. Dhruva is committed to
promoting diversity at workplace.Our VisionNo matter where we are
or what we do, there are fundamental beliefs and behaviours that
guide our decisions, focus our actions and unite us as a company.
Dhruva's vision and values serve to inspire how we interact,
create, deliver and, ultimately, be successful - for clients, for
job seekers and for ourselves. Our vision is to lead in the
creation and delivery of innovative workforce solutions and
services that enable our clients to win in the changing world of
work.
Our ValuesWe care about people and the role of work in their
lives. We respect people as individuals, trusting them, supporting
them, enabling them to achieve their aims in work and in life. We
help people develop their careers through planning, work, coaching
and training. We recognize everyone's contribution to our success -
our staff, our clients and our candidates. We encourage and reward
achievement.
We share our knowledge, our expertise and our resources so that
everyone understands what is important now and what is happening
next in the world of work - and knows how to respond. We actively
listen and act upon this information to improve our relationships,
solutions and services. Based on our understanding of the world of
work, we actively pursue the development and adoption of the best
practices worldwide.
We lead in the world of work. We dare to innovate, to pioneer
and to evolve. We never accept the status quo. We constantly
challenge the norm to find new and better ways of doing things. We
thrive on our entrepreneurial spirit and speed of response - taking
risks, knowing that we will not always succeed, but never exposing
our clients to risk.
"To be India's Premier HR Company and to acquire, provide and
nurture the best of Indiantalent"Training and
DevelopmentDhruva'sTraining and Development Center provides
thousands of courses accessible online every day, 24 hours a day.
It's a convenient way for anyone to update and increase their skill
sets. And it's free for all Manpower associates and employees. Take
a look at the many ways you can take advantage of the Training and
Development Center and advance your position.
Need your employees to learn a new software tool? Strengthen
managerial skills? Refresh their knowledge of safe work practices?
Withonline training from Manpower, you can cost-effectively enhance
your employees' skill sets, engagement and productivity.
Dhruva's Training and Development Center offersthousands of
current and interesting courses in the areas of:
Desktop software skills - e.g., Microsoft Office, Lotus Notes,
Adobe
Business skills - e.g., project management, communication, sales
excellence
IT skills - e.g., Microsoft Exchange, Flash, SAP, Linus
Legal compliance - e.g., sexual harassment, workplace ethics,
HIPAA
Environmental health and safety - e.g., injury prevention,
lockout/tagout, back safety
Courses cover the latest hot topics and business-critical
knowledge areas, and many come with supplemental reading materials
and learning aids to further extend that knowledge. Each course is
also value-priced to enable employers to take advantage of the full
catalog and match courses to the individual needs of employees.
HR Professionals Courses-Our Training and Development Center
offers courses specifically targeted to HR professionals studying
for their PHR/SPHR certification, or looking to grow their
knowledge with courses that qualify for HRCI credit.
Services Offered:
Application Development and Maintenance Services, Consulting and
Enterprise Business Solutions, Infrastructure Management
Services.STAFFING SERVICES :
Organizations today realize that human expertise is critical for
the success of any enterprise. Our clients partner with us for
strategic and comprehensive solutions in locating talent, not
merely to cut costs, but to gain a competitive edge and focus on
core strengths.
IfHuman expertiseis what makes an organization work, we bring in
the right combination of expertise facilitating organizations to
acquire flexible and permanent workforce, enhancing productivity
& quality and reducing employment related risk.
For career aspirants seeking flexible employment or an
Organization seeking flexible workforce, recruitment and staffing
services in any function or category we assure speed, flexibility,
transparency, dependability and excellent service, needless to say,
value addition and a solution based approach.
Focused approach, continuous investment to enhance operational
and delivery standards, implementation of Global Best Practices and
Technology has enabled us to attain the leading position in the HR
Outsourcing space.
Dhruva Technologies Pvt.Ltd., provides Manpower Consulting and
Software Development Services to clients - as partners to
conceptualize and realize technology driven business transformation
initiatives.
Dhruva Technologies Pvt.Ltd., has been providing superior
information technology talent and solutions to private and public
sector clients. Our reputation as an IT expert is built on a decade
of experience as a full-spectrum source for the IT community. We
help organizations operate more productively and profitably through
a full spectrum of specialized staffing and project implementation
services.
Dhruva Technologies Pvt.Ltd., has young enthusiastic management
professionals from various fields like Business Consulting and
Information Technology supported by senior experts from the
corporate world. The team is well integrated and equipped with
advanced technologies, which enables Dhruva Technologies Pvt.Ltd.,
to deliver value to its clients. The extensive in-house training
program ensures that the team is ready not only to perform but also
gives it the ability to rapidly develop deep expertise in any
technology and business area. The growth of Dhruva Technologies
Pvt.Ltd., has been spurred by the spirit of the individuals who
work at various levels to keep ahead of the rest, and constantly
rise to the challenges that beckon them at the frontiers of
technology.
Database Selection:
With live and extensive in-house database collected over the
last two years Dhruva Technologies Pvt.Ltd., can cater to both the
candidates to get their dream jobs as well as the recruiters to
find the right employee for their openings. Dhruva Technologies
Pvt.Ltd., has an extensive database consisting of some of the
biggest companies and reputed institutions from every sector. The
candidates database is also huge with different kinds of candidates
with enormous potential.
Dhruva Technologies Pvt.Ltd., also gets support from its Channel
partners to fulfill client requirements.
Current & Large Database
Validated Talent Pool
Strong Technology Support System
Selection process:
We have team of senior technical professionals for all range of
technologies for screening and evaluating candidates competencies.
Due to this pre-process, only quality candidates are forwarded to
our clients. Thereby saving our clients valuable time and
efforts.
We have full fledged automated Candidate Tracking System to
maintain/search/track high quality professionals.
We invest the time to understand your company, your values, your
requirement, and your business
Software Development:
Dhruva Technologies Pvt.Ltd., can provide Software Development
services as per the specifications of our clients either at the
functional level or at the system design level. Based on the level
and detail of inputs provided, our consultants can step into the
life-cycle, complete the development and hand-over the system where
our client is most comfortable to take over. Appropriate entry and
exit criteria for Dhruva Technologies Pvt.Ltd., to step-in and
step-out, as well as the deliverables could be mutually agreed upon
before the start of such Software Development services.
Our Software Development services comprise of an array of
programming activities:
Development of custom applications and solutions
Development of databases, software to support your business
processes
Integration of third-party components/applications, reverse
engineering
A development project involves taking a holistic approach to the
entire software development lifecycle. Everything is planned prior
to the initiation of the project; right from conducting
requirements analysis and systems assessment stage up to
implementation and user training. This, along with our quality
management system, reduces the time taken for application
development, giving our customers significant business
benefitsDhruva Technologies Pvt.Ltd., methodology helps its expert
professionals work closely with customers to understand and map the
concept/problem, detail the requirements, architect the system,
develop, deploy and support the applications on a continuous basis.
Dhruva Technologies Pvt.Ltd., takes complete responsibility for the
application from concept to rollout.
Our Project Management Expertise, outstanding quality, on time
delivery, knowledge transfer abilities and proven methodology make
us a great value addition to your company. We provide all these
services with professional integrity and a total commitment to your
success.
Dhruva Technologies Pvt.Ltd., manages the complete life cycle of
the application, all productivity improvements are documented and
demonstrated to customers. Contract Staffing
We match the candidates to the tasks you need completed based on
the description of skills you have provided. Once you select the
candidate for your needs we place them on our payroll and their
work for you begins. Photon Fargo Solutions takes all of its
contract professionals and assumes the employer of record
responsibilities for all mandated withholdings and state employee
insurance and PF for the duration of the contract.
Permanent Placement
Business in all industries turn to Dhruva Technologies Pvt.Ltd.,
Resource Group when they need to add or replace regular full time
IT professionals or functional consultants within their staffs. Our
own competency in all of the HR functions allows us to understand
your specific business needs and target the precise combination of
knowledge, experience and style required for the positions
open.
Payrolling Service
Utilizing select contract employees and their specific skills
without taking on the burden of payroll administration, tax
withholdings and mandated insurance coverages is as doable as it is
attractive for businesses with Dhruva Technologies Pvt.Ltd.,
payrolling services. The flexible approach to generally short-term
staffing beeds gives you access to people you know when you need
them without the hassles of layoffs when the work project is
finished. You identify who you need, Dhruva Technologies Pvt.Ltd.,
enrolls them on its payroll, assumes the employer of record
responsibilities, provides mandated employee state insurances,
provident fund and ensures proper tax withholdings, and IT form at
the end of year for tax purposes
HR Solutions
Outsourced HR services is a proactive, bundle program of
services designed to respond to the needs of growth companies with
little or few internal HR capabilities. Outsourced HR includes
human resources services, which combine the depth of Photon Fargo
Solutions HR knowledge with client's resources to collectively
manage the HR function. This program works well for capability to
meet changing organizational and legal requirements, without adding
an internal staff position.
OUTSOURCING :
Offshore Development Center
Globalization has transformed the entire business world and has
led to new buzzword i.e. Outsourcing. Offshore outsourcing has
undoubtedly changed the way business is now being conducted. Many
organizations are leveraging the benefits by outsourcing their
services in terms of both cost and quality. Developed part of the
world is specially finding many offshore development centers in the
developing countries to be worthwhile for outsourcing activity.
This is because they can receive quality service at economically
cheap prices.
Vsworx is one of the leading offshore development centers based
in UK, US and Asia. We have fully equipped development center with
necessary infrastructure and professional expertise to create
quality software applications. We specialize in software
outsourcing, offshore outsourcing, software development, web
development, web designing, web hosting, search engine
optimization, graphics designing, content development and many more
areas.
Benefits of choosing us as an offshore center
Reduced costs as compared to onsite companies
Full control over the project and capability to manage it
dynamically
Improved productivity by delivering reliable, speedy and cost
effective services
Smooth communication with any team member
Flexibility to select appropriate skills to meet your project
objectives
Sustainable differential advantage over competitors
Our highly professional and skilled team focuses on core
business needs and project goals and maintains transparency in the
development work. We are flexible enough to synchronize working
shifts with business hours in your company. We undertake quality
standards in every project to assure success.
Focus on technology, competitive pricing, service model and
excellent project management experience are key elements which
reflects credibility and brand name of your company worldwide. We
provide world class infrastructure, resourceful engineers, skilled
and experienced project managers and quality management process to
achieve what you are thriving upon.
Outsourcing IT application management allows enterprises to
focus on their core business, offering benefits across the business
spectrum
Reduced Manpower Concerns
With a strong pool trained IT professionals, Photon Fargo
Solutions IT understands and caters to the specific needs of the
enterprise
Further, a well-defined career growth path for the enterprise's
in-house IT employees reduces the problem of manpower attrition
Cost Reduction
Tremendous financial benefits on a sustained basis through
Photon Fargo Solutions IT's cost-effective technology solutions
A predictable IT spend with annuity based long term
contracts
Access to scaleable solutions in line with business growth
Freed up capital funds for deployment in core business
activities
Improved User Satisfaction
Our improvements on services, software functionality and quality
ensure higher user satisfaction
Case Studies
E-commerce Application
Our major task is to create a web ordering and online
customization of products business process that must have good
features
Business Directory
The Belgium-based client wanted an online directory and
cross-industry market place that addresses online presence and
e-commerce facilitation needs of business users who can use
available comprehensive business intelligence to get acquainted
with potential market, partners and competitors in their sector,
area, region and country.
Social Networking
Our solution was specifically tailored to facilitate
communication and referrals through a community website for
business and entertainment purposes.CONSULTING:
Photon Fargo Solutions consulting team aims to improves the
alignment of business and technology through improved process
efficiency, reduced cost and enhanced business value of IT. Our
consultants combine extensive technical experience with strong
strategic and business focused leadership. We work with some of the
largest companies in the world, providing solutions to their issues
using a proven business-focused approach. Starting with an
understanding of the business need, we then work with our clients
to design and deliver efficient solutions, striking the right
balance between leveraging what they have and delivering what they
need.
We help our clients in building a high performance IT
organization through formalizing the IT strategy, governance,
metrics, business processes, technology and organization structure
needed to deliver and manage efficient, high quality IT services.
We work with our clients in architecture, business value analysis,
asset management, product evaluation and selection, data privacy
and security of their IT function.
Technologies: Enterprise Architecture Consulting
Enterprise Portal Consulting
ERP Consulting
Quality Consulting
Web Services Consulting
Industries: Automotive
Banking and Finance
Bio Technology
Government
HealthCare
High Technology
Insurance
Media and Entertainment
Retail
Semi-conductor
Telecom
Travel and Transportation
CLIENTS :Photon Fargo Solutions Valued Customers, Our goal is to
develop long-term relationships with our clients. We measure
success by the value our customers receive from our expertise and
the resulting business and technical achievements. Over the years,
we've helped over 150 organizations in accomplishing their
objectives. Here are the few companies we've served...We routinely
assist our customers with streamlining business operations through
process engineering, automation and help them isolate and resolve
complex technical issues. Our culture is one that encourages
knowledge sharing and constructive debating.
SAP LABSHPCadbury
VirtusaBAJAJ AllianzHerald Logic
Knack systemsInfotechBank of America
GoldstoneGeBBSVERTEX
Thakral GroupTransdyneMott`s
E Centric Solutions Pvt LtdSEAL Infotech Pvt. LtdDatamatics
Limited
Architectsap
Photon Fargo Solutions consulting services pvt ltd
ServicesERP
SAP
Oracle
People Soft
JD Edwards
BAAN
Operating Systems / Platforms
MS Windows NT 95/98/ 2000/ XP
Novel Netware
MacOS
UNIX
LINUX
SUN Solaris
Application / Servers
Microsoft IIS
Microsoft commerce Server 2000
Microsoft Terminal Server
Microsoft Site Server
Microsoft Transaction Server
Microsoft Sharepoint Server
MS Exchange Server 2000
BEA WebLogic
Oracle 9i AS
IBM WebSphere
Netscape Enterprise Server
Netscape Application Server
(NAC)
Allaire/Macromadia JRun
Apache Tomcat
Software Engineering Tools
Microsoft Visual Interdev
Microsoft Visual Studio .NET
Microsoft .NET Mobile Web SDK
Microsoft Visual Sourcesafe
Microsoft Project
Rational Rose
Rational Rose XDE
Rational Clear Case
Erwin
Enterprise Architect
Norton Ghost
Developer / Designer 2000
InstalShield
CodeWarrior
Symantec Visual Cafe
IBM VisualAge
J Builder
Databases /RDBMS
MS SQL Server
Microsoft Access
Oracle (PL/SQL,OCI)
Microsoft Visual Fox Pro
IBM DB2
IMS
XML SQL
MySQL
An enterprise resource planning (ERP) system is an integrated
computer-based application used to manage internal and external
resources, including tangible assets, financial resources,
materials, and human resources. Its purpose is to facilitate the
flow of information between all business functions inside the
boundaries of the organization and manage the connections to
outside stakeholders. Built on a centralized database and normally
utilizing a common computing platform, ERP systems consolidate all
business operations into a uniform and enterprise-wide system
environment.[1]
An ERP system can either reside on a centralized server or be
distributed across modular hardware and software units that provide
"services" and communicate on a local area network. The distributed
design allows a business to assemble modules from different vendors
without the need for the placement of multiple copies of complex
and expensive computer systems in areas which will not use their
full capacity.
Our expert In this modules
SAP
Oracle
People Soft
JD Edwards
BAANOperating Systems / PlatformsAn operating system (OS) is
software, consisting of programs and data, that runs on computers
and manages the computer hardware[1] and provides common services
for efficient execution of various application software.
For hardware functions such as input and output and memory
allocation, the operating system acts as an intermediary between
application programs and the computer hardware,[2][3] although the
application code is usually executed directly by the hardware, but
will frequently call the OS or be interrupted by it. Operating
systems are found on almost any device that contains a computerfrom
cellular phones and video game consoles to supercomputers and web
servers.
Examples of popular modern operating systems for personal
computers are Microsoft Windows, Mac OS X, and GNU/LinuxMS Windows
NT 95/ 98/ 2000/ XP
Novel Netware
MacOS
UNIX
LINUX
SUN SolarisDhruva Techno Solutions Pvt.Ltd.,1-98/15/1/192, NJS
Towers,
Hitech City Main road, Madhapur,
Hitech City, Hyderabad.
A.P., India - 500081.
+91 40 32900060
www.dhruvatechno.com
Dhruva Techno Solutions Pvt.Ltd.,
1-634, 36thCross, 100 ft Road,
Indira Nagar, Bangalore.
Karnataka, india - 560038.
www.dhruvatechno.comDhruva Techno Solutions Pvt.Ltd.,
E4, Lavanya Apartment,
Sector-62, Noida-201301
www.dhruvatechno.comTHEORETICAL FRAME WORKRecruitment forms the
first stage 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 acquire the number and types of
people necessary to ensure the continued operation of the
organization. Recruiting is the discovering of potential applicants
for actual or anticipated organizational vacancies.
In the other words, it is a linking activity bringing together
those with jobs and those seeking jobs. Recruitment has been
regarded as the most important function of personnel
administration, because unless the right type of people are hired,
even the best plans of the organization would fail to achieve the
objectives.
DEFINITION:
Recruitment is the process of locating and encouraging potential
applicants to apply for existing or anticipated job openings. It is
actually a linking function, joining together those with jobs to
fill and those seeking jobs. Recruitment, logically, aims at
Attracting a large number of qualified applicants who are ready
to take up the job if its offered and
Offering enough information for unqualified persons to self-
select themselves out (for example, the recruitment ad of a foreign
bank may invite applications from chartered accountants who have
cleared the CA examination in the first attempt only).
- V.S.P. RAO Recruitment is the process of searching for
prospective employees and stimulating and encouraging them to apply
for jobs in an organization.
-EDWIN B FLIPPO Recruitment is a process to discover the sources
of manpower to meet the recruitments of the staffing schedule and
to employ effective measures for attracting that manpower in
adequate number to facilitate effective selection of an efficient
workforce.
- MERVIN C. YODER
Other definitions of recruitment are:
Recruitment of candidates is the function preceding the
selection, which helps create a pool of prospective employees for
the organization so that the management can select the right
candidate for the right job from this pool. The main objective of
the recruitment process is to expedite the selection process.
Recruitment is a continuous process whereby the firm attempts to
develop a pool of qualified applicants for the future human
resources needs even though specific vacancies do not exist.
Usually, the recruitment process starts when a manger initiates an
employee requisition for a specific vacancy or an anticipated
vacancy.
RECRUITMENT AND SELECTION PROCEDURE AT Dhruva Technologies
Pvt.Ltd
Recruitment and selection are two of the most important
functions of personnel management. Recruitment precedes selection
and helps in selecting a right candidate.
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 numbers
to facilitate effective selection of efficient personnel.
Staffing is one basic function of management. All managers have
responsibility of staffing function by selecting the chief
executive and even the foremen and supervisors have a staffing
responsibility when they select the rank and file workers. However,
the personnel manager and his personnel department is mainly
concerned with the staffing function.
Right person for the right job is the basic principle in
recruitment and selection. Ever organisation should give attention
to the selection of its manpower, especially its managers. The
operative manpower is equally important and essential for the
orderly working of an enterprise. Every business organisation/unit
needs manpower for carrying different business activities smoothly
and efficiently and for this recruitment and selection of suitable
candidates are essential. PURPOSE AND IMPORTANCE:
Attract and encourage more and more candidates to apply in the
organization.
Create a talent pool of candidates to enable the selection of
best candidates for the organization.
Determine present and future requirements of the organization in
conjunction with its personnel planning and job analysis
activities.
Recruitment is the process which links the employers with the
employees.
Increase the pool of job candidates at minimum cost.
Help increase the success rate of selection process by
decreasing number of visibly under qualified or overqualified job
applicants.
Help reduce the probability that job applicants once recruited
and selected will leave the organization only after a short period
of time.
Meet the organizations legal and social obligations regarding
the composition of its workforce.
Begin identifying and preparing potential job applicants who
will be appropriate candidates.
Increase organization and individual effectiveness of various
recruiting techniques and sources for all types of job
applicantsSOURCES OF RECRUITMENT
Every organisation has the option of choosing the candidates for
its recruitment processes from two kinds of sources: internal and
external sources. The sources within the organisation itself (like
transfer of employees from one department to other, promotions) to
fill a position are known as the internal sources of recruitment.
Recruitment candidates from all the other sources (like outsourcing
agencies etc.) are known as the external sources of
recruitmentINTERNAL RECRUITMENT: Internal recruitment seeks
applicants for positions from within the company. The various
internal sources include:
Present EmployeesPromotions and transfers among the present
employees can be a good source of recruitment. Promotion implies
upgrading of an employee to a higher position carrying higher
status, pay and responsibilities. Promotion from among the present
employees is advantageous because the employees promoted are well
acquainted with the organizational culture, they get motivated.
Promotion from among present employees also reduces the requirement
for job training.
Transfer refers to shifting an employee from one job to another
without any change in the post, status and responsibilities. The
need for transfer is felt to provide employees a broader and varied
base which considered necessary for promotions.
Former EmployeesFormer employees are another source of
applicants for vacancies to be filled up in the organization.
Retried or retrenched employees may be interested to come back to
the company to work on a part- time basis. Similarly, some former
employees who left the organization for any reason may again be
interested to come back to work.
Employee ReferralsThis is yet another internal source of
Recruitment. The Existing employees refer their family members,
friends and relatives to the company as potential candidates for
the vacancies to be filled up in the organization.
Retirements
At times, management may not find suitable candidates in place
of the one who had retired, after meritorious service. Under the
circumstances, management may decide to call retired managers with
new extension.
Internal notification Sometimes, management issues an internal
notification for the benefit of existing employees. Most employees
know from their own experience about the requirement of the job and
what sort of person the company is looking for. Often employees
have friends or acquaintances who meet these requirements. Suitable
persons are appointed at the vacant posts.
EXTERNAL RECRUITMENTExternal recruitment makes it possible to
draw upon a wider range of talent, and provides the opportunity to
bring new experience and ideas in to the business. Disadvantages
are that it is more costly and the company may end up with someone
who proves to be less effective in practice than they did on paper
and in the interview situation. The various external sources
include:
Advertisement
It is an external source which has got an important place in
recruitment procedure. The biggest advantage of advertisement is
that it covers a wide area of market and scattered applicants can
get information from advertisements. Medium used is Newspapers and
Television. Advertisements must contain proper information like the
job content, working conditions, location of job, compensation
including fringe benefits, job specifications, growth aspects, etc.
The advertisement has to sell the idea that the company and job are
perfect for the candidate.
Educational Institutions
There are certain professional Institutions which serve as an
external source for recruiting fresh graduates from these
institutes. This kind of recruitment done through such educational
institutions is called as Campus Recruitment. They have special
recruitment cells which help in providing jobs to fresh
candidates.Walk-ins and Write-ins The most common and least
expensive approach for candidates is direct applications, in which
job seekers submit unsolicited application letters or resumes.
Direct applications can also provide a pool of potential employees
to meet future needs. While direct applications are particularly
effective in filling entry-level and unskilled vacancies, some
organizations compile pools of potential employees from direct
applications for skilled positions. Write-ins are those who send
written enquiries. These jobseekers are asked to complete
application forms for further processing.Recommendations There are
certain people who have experience in a particular area. They enjoy
goodwill and a stand in the company. There are certain vacancies
which are filled by recommendations of such people. The biggest
drawback of this source is that the company has to rely totally on
such people which can later on prove to be inefficient.MERITS AND
DEMERITS OF RECRUITMENT
MERITS
Economical: The cost of recruiting internal candidates is
minimal. No expenses are incurred on advertising. Suitable: The
organization can pick the right candidates having the requisite
skills. The candidates can choose a right vacancy where their
talents can be fully utilized.
Reliable: The organization has knowledge about the suitability
of a candidate for a position.
Satisfying: A policy of preferring people from within offers
regular promotional avenues for employees. It motivates them to
work hard and earn promotions. They will work with loyalty,
commitment and enthusiasm.
DEMERITS
Limited choice: The organization is forced to select candidates
from a limited pool. It may have to sacrifice quality and settle
for less qualified candidates.
Inbreeding: IT discourages entry of talented people. Available
outside an organization. Existing employees may fail to behave in
innovative ways and inject necessary dynamism to enterprise
activities.
Inefficiency: Promotions based on length of service rather than
merit, may prove to be a blessing for inefficient candidates. They
do not work hard to prove their worth
Bone of contention: Recruitment from within may lead to
infighting among employees aspiring for limited. Higher-level
positions in an organization. As years roll by the race for premium
positions may end up on a bitter note.RECENT TRENDS IN
RECRUITMENT
The following trends are being seen in recruitment
OUTSOURCING
In India, the HR processes are being outsourced from more than a
decade now. A company may draw required personnel from outsourcing
firms. The outsourcing firms help the organization by the initial
screening of the candidates according to the needs of the
organization and creating a suitable pool of talent for the final
selection by the organization. Outsourcing firms develop their
human resource pool by employing people for them and make available
personnel to various companies as per their needs. In turn, the
outsourcing firms or the intermediaries charge the organizations
for their services.
Advantages: Company need not plan for human resources much in
advance.
Value creation, operational flexibility and competitive
advantage
turning the management's focus to strategic level processes of
HRM
Company is free from salary negotiations, weeding the unsuitable
resumes/candidates.
Company can save a lot of its resources and
time.POACHING/RAIDING Buying talent (rather than developing it) is
the latest mantra being followed by the organizations today.
Poaching means employing a competent and experienced person already
working with another reputed company in the same or different
industry; the organization might
be a competitor in the industry. A company can attract talent
from another firm by offering attractive pay packages and other
terms and conditions, better than the current employer of the
candidate. But it is seen as an unethical practice and not openly
talked about. Indian software and the retail sector are the sectors
facing the most severe brunt of poaching today. It has become a
challenge for human resource managers to face and tackle poaching,
as it weakens the competitive strength of the firm. E-RECRUITMENT
The buzzword and the latest trends in recruitment is the
E-recruitment Also known as Online recruitment, it is the use of
technology or the web based tools to assist the recruitment
process. The tool can be either a job website like naukri.com, the
organizations corporate web site or its own intranet. Many big
organizations use Internet as a source of recruitment.
E-recruitment is the use of technology to assist the recruitment
process. They advertise job vacancies through worldwide web. The
job seekers send their applications or curriculum vitae i.e. CV
through e mail using the Internet. Alternatively job seekers place
their CVs in worldwide web, which can be drawn by prospective
employees depending upon their requirements.
OVERALL VIEW OF RECRUITMENT PROCESSJob analysis The proper start
to a recruitment effort is to perform a job analysis, to document
the actual or intended requirement of the job to be performed. This
information is captured in a job description and provides the
recruitment effort with the boundaries and objectives of the
search. These job descriptions need to be reviewed or updated prior
to a recruitment effort to reflect present day requirements.
Starting a recruitment with an accurate job analysis and job
description insures the recruitment effort starts off on a proper
track for success.
Sourcing AdvertiSING:
A common part of the recruiting process, often encompassing
multiple media, such as the Internet, general newspapers, job ad
newspapers, professional publications, window advertisements, job
centers, and campus graduate recruitment programs. Recruiting
research: Which is the proactive identification of relevant talent
who may not respond to job postings and other recruitment
advertising methods. This initial research for so-called passive
prospects, also called name-generation, results in a list of
prospects who can then be contacted to solicit interest, obtain a
resume/CV, and be screened.Screening and selection Suitability for
a job is typically assessed by looking for skills, e.g.
communication, typing, and computer skills. Qualifications may be
shown through resumes, job applications, interviews, educational or
professional experience, the testimony of references, or in-house
testing, such as for software knowledge, typing skills, numeracy,
and literacy, through psychological tests or employment testing.
Other resume screening criteria may include length of service, job
titles and length of time at a job. In some countries, employers
are legally mandated to provide equal opportunity in hiring.
Business management software is used by many recruitment agencies
to automate the testing process. Many recruiters and agencies are
using an applicant tracking system to perform many of the filtering
tasks, along with software tools for psychometric testing.
"Onboarding" is a term which describes the process of helping
new employees become productive members of an organization. A
well-planned introduction helps new employees become fully
operational quickly and is often integrated with a new company and
environment. Onboarding is included in the recruitment process for
retention purposes. Many companies have onboarding campaigns in
hopes to retain top talent that is new to the company, campaigns
may last anywhere from 1 week to 6 months.Internet recruitment and
websites
Such sites have two main features: job boards and a
resume/curriculum vitae (CV) database. Job boards allow member
companies to post job vacancies. Alternatively, candidates can
upload a rsum to be included in searches by member companies. Fees
are charged for job postings and access to search resumes.
Since the late 1990s, the recruitment website has evolved to
encompass end-to-end recruitment. Websites capture candidate
details and then pool them in client accessed candidate management
interfaces (also online).
Key players in this sector provide e-recruitment software and
services to organizations of all sizes and within numerous industry
sectors, who want to e-enable entirely or partly their recruitment
process in order to improve business performance.
The online software provided by those who specialize in online
recruitment helps organizations attract, test, recruit, employ and
retain quality staff with a minimal amount of administration.
Online recruitment websites can be very helpful to find candidates
that are very actively looking for work and post their resumes
online.
Also, some candidates who are actively looking to change jobs
are hesitant to put their resumes on the job boards, for fear that
their current companies, co-workers, customers or others might see
their resumes.
Job search engines The emergence of meta-search engines, allow
job-seekers to search across multiple websites. Some of these new
search engines index and list the advertisements of traditional job
boards. These sites tend to aim for providing a "one-stop shop" for
job-seekers.
However, there are many other job search engines which index
pages solely from employers' websites, choosing to bypass
traditional job boards entirely. These vertical search engines
allow job-seekers to find new positions that may not be advertised
on traditional job boards, and online recruitment websites. MEANING
OF SELECTION
Once the potential applicants are identified, the next step is
to evaluate their qualification, qualities, experiences,
capabilities, etc. and make the selection. It is the process of
offering jobs to the desired applicants.The size of the labour
market, the image of the company, the place of posting ,the nature
of job the compensation package and a host of other factors
influence the manner of aspirants are likely to respond to the
recruiting efforts of the company. Through the process of
recruitment the company tries to locate prospective employees and
encourages them to apply for vacancies at various levels.
Recruiting thus, provides a pool of applicants for selection.
DEFINITION Selection means choosing a few from those who apply,
it is picking up of applicants or candidates with requisite
qualifications and qualities to fill jobs in the organization. The
entire process of selection begins with an initial screening
interview and concludes with a final employment decision. When a
selection policy is formulated, organizational requirement like
technical and professional dimensions are kept in mind.RECRUITMENT
AND SELECTION PROCESS:1. Receiving Applications
2. Screening Applications
3. Testing-Achievement Trade, Intelligence, Aptitude
Personality
4. Interviewing
5. Checking References Selection
6. Physical & Medical examination
7. Placement Job introduction, on the job training.
The selection practices and procedures differ from one
organization to another depending on the situation and needs of the
organization. The procedure adopted for selection involves a series
of methods or steps or stages by which the overall information
regarding the candidates is known. Selection procedure depends upon
the nature adopted by a company thinks to derive from the candidate
on selection.Reception
A company is known by the people it employs. In order to attract
people with talents, skills and experience a company has to create
a favourable impression on the applicants right from the stage of
reception. Whoever meets the applicant initially should be tactful
and able to extend help in a friendly and courteous way. Employment
possibilities must be presented honestly and clearly. If no jobs
are available at that point of time, the applicant may be asked to
call back the personnel department after some time. Preliminary
interviewInitial screening is done to weed out totally
undesirable/unqualified candidates at the outset. It is essentially
a sorting process in which prospective candidates are given
necessary information about the nature of the job and the
organization.
Application Blank
Application blank or form is one of the most common methods used
to collect information on the various aspects of the applicants
academic, social, demographic, work related background and
references. It is a brief history sheet of employees
background.
Selection test
Psychological are being increasingly used in employee selection.
A test is sample of some aspects of an individuals attitude,
behavior and performance. It also provides systematic basis for
comparing the behavior, performance and attitudes of two
persons.
Selection is the process of gathering information about
applicants who can best do the job. There are various tests
involved for selection, which shall provide a candidate for a job.
These tests are classified as:
1)Personality Test This is a test to measures the different
kinds of job-related personality the applicants possess.
2)Assessment Centers A place for applicants to undergo
performance simulation tests that evaluate the applicants
capability for managerial position.
3)Specific Ability Test This is a test to measures the specific
kinds of ability applicants have in order to perform a job
well.
4)Cognitive Ability Test This is a test to measures the
applicants ability in perceptual speed, numerical aptitude general
reasoning, verbal comprehension and spatial aptitude.
5) Biographical Data This is a survey that reviews applicants
personal background and life experience. 6)Work Sample Test This is
a test that requires applicant to perform the tasks that are
actually done on the job. 7)Written Test
Various written test conducted during selection procedure are
aptitude test,intelligence test,reasoning test,personality
test,etc.These test are used to objectively assess the potential
candidate
Employment interview
It is one to one interaction between the interviewer and the
potential candidate.It is used to find whether the candidate is
best suited for the for the required job or not.
Types of interviews:
Several types of interviews are commonly used depending on the
nature and
importance of the position to be filled within an
organization.
In a NON-DIRECTIVE INTERVIEW the recruiter asks questions as
they come to mind. There is no specific format to be followed.
In a PATTERNED INTERVIEW, the employer follows a pre-determined
sequence of questions. Here the interviewee is given a special form
containing questions regarding his technical competence,
personality traits, attitudes, motivation, etc.
In a STRUCTURED OR SITUATIONAL INTERVIEW, there are fixed job
related questions that are presented to each applicant.
In a PANEL INTERVIEW several interviewers question and seek
answers from one applicant. The panel members can ask new and
incisive questions based on their expertise and experience and
elicit deeper and more meaningful expertise from candidates.
Interviews can also be designed to create a difficult
environment where the applicants confidence level and the ability
to stand erect in difficult situations are put to test. These are
referred to as the STRESS INTERVIEW. This is basically an interview
in which the applicant is made uncomfortable
by a series of, often, rude, annoying or embarrassing
questions.
In the final category, there is the APPRAISAL INTERVIEW, where a
superior and subordinate sit together after the performance
appraisal to discuss the subordinates rating and possible remedial
actions.
Reference Checks
Once the interview and medical examination of the candidate is
over, the personnel department will engage in checking references.
Candidates are required to give the names of 2 or 3 references in
their application forms. These references may be from the
individuals who are familiar with the candidates academic
achievements or from the applicants previous employer, who is well
versed with the applicants job performance and sometimes from the
co-workers. In case the reference check is from the previous
employer, information in the following areas may be obtained.
They are job title, job description, period of employment, pay
and allowances, gross emoluments, benefits provided, rate of
absence, willingness of previous employer to employ the candidate
again, etc. Further, information regarding candidates regularity at
work, character, progress, etc. can be obtained. Often a telephone
call is much quicker. The method of mail query provides detailed
information about the candidates performance, character and
behavior. However, a personal visit is superior to the mail or
telephone methods and is used where it is highly essential to get a
detailed, first hand information which can also be secured by
observation. Reference checks are taken as a matter of routine and
treated casually or omitted entirely in many organizations. But a
good reference check, when used sincerely, will fetch useful and
reliable information to the organizatition.
Final Approval
The shortlisted candidates by the department are finally
approved by the executives of the concerned department. Employment
is offered in the form of appointment letter mentioning the post,
the rank, the grade, the date by which the candidate should join
and other terms and conditions in brief. OVERALL VIEW OF
RECRUITMENT AND SELECTION PROCESS