Project Synopsis On RECRUITMENT In Global Innovsource Solutions Pvt Ltd.

(Submitted in partial fulfilment of the requirement of Master of Business

Administration, Distance Education, Guru Jambheshwar University of Science & Technology, Hisar) Research Supervisor: Ms. Anuja Thakkar Submitted By: Misha Kapoor Enrolment No. 09061237004 M.B.A 3rd Semester(HR)

Remarks of Evaluator Approved/Disapproved Approved/Disapproved (I Evaluation) (II Evaluation)

Session 2009-11 Netaji Subhash Institute of Management Sciences DIRECTORATE OF DISTANCE EDUCATION GURU JAMBHESHWAR UNIVERSITY OF SCIENCE AND TECHNOLOGY

HISAR (INDIA)

PREFACE
Recruitment and selection is one of the most crucial operations for human resources of any company/organization. In fact, it is a significant element of the information and control system in organization. It can be put to several uses concerning the entire spectrum of HRM functions. Therefore, recruitment and selection are the foremost managerial function of personnel department while recruitment attracts the potential manpower for the factory; the selection process sorts them out. All Organizations have a need to replace employees and often will require people with new skills to help it grow and prosper. The replacing of employees or the process of obtaining extra employees should be carried out in a systematic, fair and sensitive manner to ensure that the right people are chosen for the right job, in line with the Organizations business needs. The main objective is to feed the manpower needs in the organization and to compensate the manpower needs created from time to time keeping in view of productivity and efficiency of the company. The management of this company recruits suitable manpower from different sources viz. INTERNALLY AND EXTERNALLY. The first section of my project deals with a detailed company profile. It includes the companys history, its activities and operations and gives information about its functions. The second section of my project is concerned with recruitment and selection. This section comprises the definition, nature, process, procedure, methods, advantage and disadvantage of various sources of recruitment and selection. The third section of my project based on job interviews, which forms an integral part of any recruitment and selection process.

The fourth section of my report deals with my observations about the process of recruitment and selection at people and career and also includes my conclusions & recommendations.

TABLE OF CONTENTS

S.NO. 1.

TITLE INTRODUCTION 1.1 1.2 1.3 1.4 Overview of the Industry Profile of the Company Problems of the Company Competition Information

Page No. 1 2 11 29 30 31 33 34 34 34 34 35 38 39 75 90

2.

1.5 S.W.O.T. Analysis OBJECTIVE AND METHODOLOGY 2.1 2.2 2.3 2.4 2.5 Significance Managerial usefulness of the Study Objective of the Study Scope of the Study Research Methodology

3. 4. 5.

2.6 Limitations of the Study CONCEPTUAL DISCUSSION DATA ANALYSIS CONCLUSION AND RECOMMENDATIONS ANNEXURE BIBLIOGRAPHY

Chapter 1 INTRODUCTION

INTRODUCTION
1.1 OVERVIEW OF THE INDUSTRY

Management consulting refers to both the industry of, and the practice of, helping organizations improve their performance, primarily through the analysis of existing business problems and development of plans for improvement. Organizations hire the services of management consultants for a number of reasons, including gaining external (and presumably objective) advice, access to the consultants' specialized expertise, or simply as extra temporary help during a one-time project, where the hiring of more permanent employees is not required. Because of their exposure to and relationships with numerous organizations, consultancies are also said to be aware of industry "best practices", although the transferability of such practices from one organization to another is the subject of debate. Consultancies may also provide organizational change management assistance, development of coaching skills, technology implementation, strategy development, or operational improvement services. Management consultants generally bring their own, proprietary methodologies or frameworks to guide the identification of problems, and to serve as the basis for recommendations for more effective or efficient ways of performing business tasks.

History
Management consulting grew with the rise of management as a unique field of study. The first management consulting firm was Arthur D. Little, founded in 1886 by the MIT professor of the same name. Though Arthur D. Little later became a general management consultancy, it originally specialized in technical research. Booz & Company was founded by Edwin G. Booz, a graduate of the Kellogg School of Management at Northwestern University, in 1914 as a management consultancy and the first to serve both industry and government clients.

After World War II, a number of new management consulting firms formed, most notably Boston Consulting Group, founded in 1963, which brought a rigorous analytical approach to the study of management and strategy. Work done at Boston Consulting Group, McKinsey, Booz & Company, and the Harvard Business School during the 1960s and 70s developed the tools and approaches that would define the new field of strategic management, setting the groundwork for many consulting firms to follow. In 1983, Harvard Business School's influence on the industry continued with the founding of Monitor Group by six professors. One of the reasons why management consulting grew first in the USA is because of deep cultural factors: it was accepted there, (contrary to say, Europe), that management and boards alike might not be competent in all circumstances; therefore, buying external competency was seen as a normal way to solve a business problem. This is referred to as a "contractual" relation to management. By contrast, in Europe, management is connected with emotional and cultural dimensions, where the manager is bound to be competent at all times. This is referred to as the "pater familias" pattern. Therefore seeking (and paying for) external advice was seen as inappropriate. However, it is sometimes argued that in those days the average level of education of the executives was significantly lower in the USA than in Europe, where managers were Grandes Ecoles graduates (France) or "Doktor" (Germany), though this is very difficult to quantify given the vastly differing management structures in American and European businesses. It was only after World War II, in the wake of the development of the international trade led by the USA, that management consulting emerged in Europe. The current trend in the market is a clear segmentation of management consulting firms. Another branch of management consulting is Human Resource consulting. Such firms provide advice to their clients regarding the financial and retirement security, health, productivity, and employment relationships of their global workforce

Approaches
In general, various approaches to consulting can be thought of as lying somewhere along a continuum, with an 'expert' or prescriptive approach at one end, and a 3

facilitative approach at the other. In the expert approach, the consultant takes the role of expert, and provides expert advice or assistance to the client, with, compared to the facilitative approach, less input from, and fewer collaborations with, the client(s). With a facilitative approach, the consultant focuses less on specific or technical expert knowledge, and more on the process of consultation itself. Because of this focus on process, a facilitative approach is also often referred to as 'process consulting,' with Edgar Schein being considered the most well-known practitioner. The consulting firms listed above are closer toward the expert approach of this continuum. Many consulting firms are organized in a matrix structure, where one 'axis' describes a business function or type of consulting: for example, strategy, operations, technology, executive leadership, process improvement, talent management, sales, etc. The second axis is an industry focus: for example, oil and gas, retail, automotive. Together, these form a matrix, with consultants occupying one or more 'cells' in the matrix. For example, one consultant may specialize in operations for the retail industry, and another may focus on process improvement in the downstream oil and gas industry.

Specializations
Management consulting refers generally to the provision of business consulting services, but there are numerous specializations, such as information technology consulting, human resource consulting, and others, many of which overlap, and most of which are offered by the large diversified consultancies listed below. So-called "boutique" consultancies, however, are smaller organizations specializing in one or a few of such specializations.

Current state of the industry

Management consulting has grown quickly, with growth rates of the industry exceeding 20% in the 1980s and 1990s. As a business service, consulting remains highly cyclical and linked to overall economic conditions. The consulting industry shrank during the 2001-2003 period, but has been experiencing slowly increasing growth since. In 2007, total global revenues for management consulting are expected to exceed the $300 billion mark.

Currently, there are four main types of consulting firms: 1. Large, diversified organizations that offer a range of services, including information technology consulting, in addition to a strategy consulting practice (e.g. Accenture, Capgemini, Deloitte, IBM). Some very large IT service providers have moved into consultancy as well and are also developing strategy practices (e.g. Wipro, Tata, Infosys) 2. Medium-sized information technology consultancies, that blend boutique style with some of the same services and technologies bigger players offer their clients (e.g. IDS Scheer, arinso). 3. Large management and strategic consulting specialists that offer primarily strategy consulting but are not specialized in any specific industry (e.g. Bain & Company, Booz & Company,McKinsey & Company, The Boston Consulting Group, Oliver Wyman, A.T. Kearney). 4. Boutique firms, often quite small, which have focused areas of consulting expertise in specific industries, functional areas or technologies (e.g. Heidrick & Struggles, Towers Perrin, the Avascent Group, Newton Industrial Consultants, Kaiser Associates) . Most of the boutiques were founded by famous business theorists. Small firms with less than 50 employees are often referred to as niche consultancies (e.g. Agility Works, iProCon HCM). If they have a unique concept and market it successfully, they often grow out of this segment very fast or are bought by larger players interested in their knowhow. A fifth type that is emerging is the sourcing advisory firm, that advise buyers on sourcing choices related to insourcing, outsourcing, vendor selection, and contract negotiations. The top 10 sourcing advisors (as ranked by the Black Book of Outsourcing) were TPI, Gartner, Hackett Group, Everest Group, PwC, Avasant, PA Consulting, and EquaTerra. Although a fast growing sector, the largest sourcing advisory practices would likely be classified as boutiques when considering the management consulting industry as a whole - with one of the largest players, TPI, for example, citing 2006 revenues of less than US$150M during its acquisition by ISG.

Trends
Management consulting is becoming more prevalent in non-business related fields as well. As the need for professional and specialized advice grows, other industries such as government, quasi-government and not-for-profit agencies are turning to the same managerial principles that have helped the private sector for years. One important and recent change in the industry has been the spin-off or separation of the consulting and the accounting units of the large diversified firms. For these firms, which began business as accounting firms, management consulting was a new extension to their business. But after a number of highly publicized scandals over accounting practices, such as the Enron scandal, accountancies began divestiture of their management consulting units, to more easily comply with the tighter regulatory scrutiny that followed.

Rise of Internal Corporate Consulting Groups

Added to these approaches are corporations that set up their own internal consulting groups, hiring internal management consultants either from within the corporation or from external firms employees. Many corporations have internal groups of as many as 25 to 30 full-time consultants. Internal consulting groups are often formed around a number of practice areas, commonly including: organizational development, process management, information technology, design services, training, and development.

Advantages
There are several potential benefits of internal consultants to those who employ them:

If properly managed and empowered, internal consulting groups evaluate engagement on projects in light of the corporation's strategic and tactical objectives.

Often, the internal consultant requires less ramp up time on a project due to familiarity with the corporation, and is able to guide a project through to 6

implementation-a step that would be too costly if an external consultant were used.

Internal relationship provides opportunities to keep certain corporate information private.

It is likely that the time and materials cost of internal consultants is significantly less than external consultants operating in the same capacity.

Note: Corporations need to be conscious of and consistent with how internal consultant costs are accounted for on both a project and organizational level to evaluate cost effectiveness.

Internal consultants are often uniquely suited to

1. Lead external consulting project teams, or 2. Act as organizational subject matter experts embedded with external consulting teams under the direction of organizational management. A group of internal consultants can closely monitor and work with external consulting firm. This would ensure better delivery, quality, and overall operating relationship. External firms providing consulting services have a dichotomy in priority. The health of the external firm is in aggregate more important that the health of the client organization. (client objectives are ultimately secondary to that of the strategic goals of the external firm) Again assuming proper management, internal consulting groups are less likely have a dichotomy in priority. The health of the client organization is in aggregate more important that the health of the internal consulting group. (Put the company objectives first)

Disadvantages

The internal consultant may not bring the objectivity to the consulting relationship that an external firm can.

An internal consultant also may not bring to the table best practices from other corporations. A way to mitigate this issue is to recruit experience into the group and/or proactively provide diverse training to internal consultants.

Where the consulting industry is strong and consulting compensation high, it can be difficult to recruit candidates.

It is often difficult to accurately measure the true costs and benefits of an internal consulting group.

When financial times get tough, internal consulting groups that have not effectively demonstrated economic value (costs vs. benefits) are likely to face size reductions or reassignment.

1.2

COMPANYS PROFILE

Global Innovsource Solutions Pvt Ltd.

Global InnovSource, incorporated in 2004, is a venture of the GHC Group, spearheading one stop HR solutions to the mid-large companies. Global InnovSource has operations in 14 locations across the country offering Temp Staffing Solutions, Recruitment Solutions, HR Outsourcing Solutions, and Training Solutions. Professional teams behind each of these businesses make Global InnovSource a preferred HR Solutions Partner for many of its customers. More information is available on www.globali.in. Global Asset Holding Corporation (GHC Group) is a Rs.6000Crore group holding two listed companies, GTL Limited (www.gtllimited.com), GTL Infrastructure Limited (www.gtlinfra.com), and several other unlisted ventures in the telecom, technology, realty, and HR space. SERVICES OF Global Innovsource Solutions Pvt Ltd: Global InnovSource is an End-to End HR-Solutions company, focused on enhancing the performance of your organization by leveraging our experience in managing your talent and HR processes. Staffing Solutions: Temp / Contract Staffing

Payroll & Benefits Outsourcing HR Operations Outsourcing Project Resourcing Recruitment Solutions: Recruitment Process Outsourcing Senior management headhunting Sourcing Strategy Recruitment & advertising campaigns HR Outsourcing: HR Outsourcing & deployment HR Strategy Compensation & Benefits planning Competency Mapping Training Solutions: Management education Personality enrichment Communication & Culture building Outdoor management development programs

The better we understand you the easier it is to tailor our search and narrow down the field of candidates so that the rates of conversion is higher. Our strength is our people. Their accumulated knowledge base and expertise in diverse fields has enabled us to provide strategic support to our clients, which include a number of Fortune 500 companies. We, at Global partner with you to solve your short term and long term business objectives. Once we understand your requirement we are able to source the people with the right skill set, aptitude, attitude and commitment to help you achieve your goals. We meet the requirements of our clients who need unskilled, semi-skilled and highly skilled professionals to be deployed across the world to execute projects within desired deadlines. Our client relationships are informed by trust, discretion and confidentiality. We are absolutely focused on, and dedicated to, the longterm success of our clients without compromising the careers of our candidates. Global Innovsource has tremendous experience in sourcing and deploying most competent workers in all spheres to internationally reputed clients in the following fields: 1. Medical / Paramedical

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Consultants, Specialists, Residents, General Physicians in all branches besides Staff Nurses, Technicians, Chemists etc.

2.

Engineering Personnel Civil, Electrical, Mechanical, Instrumentation, Chemical,

Architectural, Aeronautical, Marine, Telecommunications in the field of designing, execution, planning / scheduling, operation & maintenance etc. 3. Computer Personnel E.D.P. Manager, System Analyst, Programmers, Software and Hardware Engineers and Technicians and Operators. 4. Others Hotel & Industrial Catering. Accounting Personnel and others.

Our Associate Offices Apart from our Head Office at Delhi, we also have our associate offices located at various parts of our country and neighbouring countries. Our associated offices are located at Cochin (Kerala), Madras (Tamil Nadu), Bangalore (Karnataka), Hyderabad (Andhra Pradesh), Tonk (Rajasthan), Jalandhar (Punjab) and Kathmandu (Nepal).

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EMPLOYERS Outsourcing of manpower has become a common practice with companies nowadays. There is always a requirement of professionally qualified and skilled staff in any organization. With the increasing demands of the industry, there is not enough time to get into the complexities of selecting a candidate. This is where outsourcing of manpower comes in. Organizations both large and small are largely hiring services of Global innovsource to provide them with outsourced manpower. They no longer want to get into the hassles and the long process of recruiting. Outsourcing of manpower is a complex job. There is a two way responsibility. Firstly to provide skilled manpower to their clients and secondly to provide good opportunities to the candidates who apply through them. This means a lot of responsibility and there has to be clarity from both ends to enable the manpower staffing companies to provide the right results to both its counterparts. It may sound easy but it is a difficult task. Why Indian Manpower and Why Global Innovsource? A Profitable Option Globa Innovsource has major contribution in deploying the third largest pool of skilled manpower in the world from India. Renowned globally, the Architects, Engineers, Computer Programmers, Doctors, Marine Skippers, Aviators, Administrators, Managers.....The Indians have contributed to making of the modern world and so has R.K. International. The teeming millions of skilled labour have provided a solid support system.
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An investment in Indian manpower, a profitable option, has always yielded high dividends in projects as far apart as dams and airports, nuclear installations, high-rise structures and power stations, hotels and hospitals. Indian Manpower has passed the acid test of workability, efficiency and dedication. It matters little whether you need engineers or welders, mechanics or drives, paramedics or IT professionals, physicians or nurses, secretaries or accountants, executives or managers, you will find an Indian ideal to the task. An asset to his workmates, an Indian is surely an asset to his employers, an asset to the place where he resides. The easy familiarity with English language, even at the lowly cadres of labour, eliminates the communication barrier. This fact alone paves the way to higher productivity. Global Innovsource has a team of efficient and experienced people who have excelled in outsourcing manpower according to the requirements of their clients. Their effort is to benefit both the client and the candidate with a position which is up to the mark for both. The Head Hunting Team The most general approach adopted by most recruitment agents in India is to only release newspaper advertisements for candidate sourcing. This method carries an inherent risk:"The Right person may not even apply." There are two reasons :India consists of multi regions, multi language populations. There are 56 local language newspapers and 18 English newspapers. There is not even

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one publication which controls the attention all over India. There are newspapers which have ten to fifteen editions from different cities. The recruiting agent may release advertisements in one or two newspapers, without the guarantee of coming to everyone`s notice. For Example,"The Times Of India" has the maximum readership in Mumbai, and it has other editions published from Banglore, New Delhi and Ahemadabad. But the widest read newspapers in Bangalore is "Deccan Herald" and that in New Delhi it is "Hindustan Times". As far as Indian Express is concerned, it has extensive readership as it has more editions including one in Chennai. But the most circulated newspaper in chennai is "Hindu" Compound this to the fact 80% of Indians read local language newspapers and you will arrive at the awesome cost factors. To attract aii the candidates all over India, 56 local and 18 English newspapers have to be used. A small advertisement of 2 column 10 cms(20 column cms) in thses newspapers have to be used. A small advertisement of 2 column 10 cms(20 column cms) in these newspapers will cost a minimum of one Millions Indian Rupees. This is not practicable and nobody therefore attempts it. Secondly, The `right' person whom you are looking for may not go through recruitment advertisements. Because in India, the most tarnised business is recruitment. There are hundreds of unscrupulous recruitment agents who have cheated the job-seekers. The person you are looking for,being a shrewd man may not ever dare to apply, in order to avoid the risk of being cheated. The `right' person, whom you are looking is happy with his present, steady job where he is already leading a good life.

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Global innovsources Head Hunters come into the picture at this juncture. The twelve search executives on the permanent payroll of Global innovsource are stationed at different cities in India. Once they identify the `right' person, they use their professional and social contacts to reach him. The search executive explain them the job parameters, the compensation package and the positive effect of such assignments on his subsequent career. A discreet reference to the people reruited earlier is also made and the candidate is invited to contact them to verify the facts. The candidate`s fears are allayed and he is helped to make up his mind. Thus our Head Hunting Team eliminates the possibility " the right man may not even apply to the advertisements". These brilliant achievers are themselves professionals of the highest grade and impeccable credentials. Global Innovsource has taken pains to include all disciplines to provide a ready, direct access even to the highest caliber. Once we know whom you want, we bring him to you! Recruitment Process We source the candidates through our Head Hunting team - on field and off field operations. We also publish the advertisements in leading Indian Newspapers, which have a wide circulation in the areas from where the maximum number of candidates suited for the required job can be located.

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We pre-screen, sort out and shortlist applicants in accordance with prequalifying criteria laid down by client's organization so that any incapable person gets eliminated in the initial stages. Through many years of advertising and head hunting, we have build a rich data bank of highly qualified candidates, we refer to this rich data to help our clients fulfill their requirements. We also conduct random, informal checks to verify the listed achievement and last few work experiences of these short listed candidates at our end to ensure that no discrepancies occur when the same is presented to our clients. The resume of these short-listed candidates who fulfill the specific positions closely are then forwarded to our clients for further screening or acceptance as the case may be. Further, we arrange and conduct Trade Tests/Interviews for certain categories as may be required by our client's organization at a suitable Technical Institute/Workshops and Trade Test Centers. We make all administrative arrangements concerning the interviews of candidates and carry out such other functions which are necessary to streamline selection activities. We also arrange hotel bookings for our delegates/clients, meet and assist them at the time of arrival and departure and provide means of transportation to ensure a comfortable stay while in India. Once the selection process is done, we actively participate in the negotiation process to ensure minimum back out cases as well as to shorten the time gap between selection and joining of candidates. Both, the client and the candidate draw on our in-depth knowledge of market compensation and benefits in order to discuss and plan a competitive and equitable package. ,

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Understanding the importance of follow up, we keep in constant touch with the candidates until he/she is deployed to our client's company. Our follow up includes, assisting selected personnel in obtaining passport, extend passport validity, visas, immigration clearance, arranging medical examination of the selected candidates by Doctors on the panel appointed by respective Consulates/Embassies in Mumbai or any city in India, airline reservations, Authentication of Documents from Indian Govt. / Ministries, Arabic translation of the certificates of technical staff and other formalities as required for deployment of the selected personnel. Before Deploying candidates to the actual site of work, we brief the selected personnel about the customs, traditions and laws of the respective countries. We inform our principals about candidates date of arrival, flight number and time to void any inconvenience for ou clients as well as candidates. Further, we interface with theselected personnel and their families in India on the event of any emergencies.Also, we maintain records of all personnel deployed to the clients which can be used for future references. Facilities Global Innovsource provides facilities for Trade Tests in their most Modern Trade Testing Centre equipped with modern trade testing facilities of universal standards approved worldwide. To ensure timely solutions to the demanding customers, is equipped with Global Innovsource ith a superior IT infrastructure having interview chambers, conference rooms, audio and video conferencing facilities, data storage, security and computer networking, everything that is expected of a smart HR firm. Some of the details of our Office and Trade Testing Center are as follows:
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1. Administrative Block 4000 sq. ft. fully air conditioned and computerized (Pentium 15 terminal), 15 telephone lines (with hunting facility), 03 fax lines. Besides office space, we have 4 CONFERENCE ROOMS for conducting INTERVIEWS. 2. Equipment In addition to the equipment for in house trade test of carpenters, masons, electricians, we have 5 welding sets (TIG, MIG COPPER, XRAY welding generator set and X-Ray Welding Electrical Set) and Gas cutters. Besides these in house trade tests, we have the facilities of conducting TRADE TESTS of Heavy/Light Duty Drivers, Operators of Roller, Crane, Dozer, Loader, Backhoe, Concrete Car Pump. 3.Power Back-up Two Diesel Generators of Kirloskar (one 75 KVA and another 65 KVA) installed exclusively for the use of R.K.I. 4. Trade Testing Centre 7000 sq. ft. At a time 10 persons in each trade (i.e. Welder, Carpenter, Masons, RCC, and Electrician) can be tested simultaneously.

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Insurance We provide Personal Accident Policy to each person we deploy to our overseas client to the tune of Rs. 2,00,000/- (Rupees two hundred thousand only) under Pravasi Bhartiya Bima Yojna, a new insurance policy introduced by Government of India for people proceeding abroad for employment. The insurance premium will be borne by us and its subsequent revalidation will be on the request of the employer every year. "Renewal of Insurance" at Global innovsources cost on client's request. Areas of Expertise We maintain a large data bank consists of competent manpower, in all spheres, having experience in overseas and domestic projects and we do advertise in leading national news papers inviting applications from the job aspirants for overseas job so as to update data bank time-to-time in order to recruit a number of different personnel at short notice. Apart from it, we have field officers appointed in all regions to procure most appropriate workforce from the surrounding projects / industries. Documentation Documents for all host countries are invariably same and are listed below. Specimen of few documents is inserted for reference. 1. Agency Agreement as per standard norms of the company. 2. Demand Letter (as per specimen inserted). 3. Special Power of Attorney (as per specimen inserted).

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4. Visa Authorization Letter (Saudi Arabia only) - as per specimen inserted. 5. Employment Contract (as per standard contract of the company 'on the company's Letter Head''). 6. Job Description. 7. Commercial Registration Certificate (in case of K.S.A. only). 8. Visa Slip (in case of K.S.A.). 9. Copy of identity Card / Passport of Employer (in case of K.S.A.). Global Inovsource At A Glance 1. Source the candidates through our Head Hunting team on field and off field operations. 2. Screen the candidates based on the hiring criteria and job description 3. Thorough verification of individual qualification, experience, information 4. Qualification checks to ensure personnel measure up to western or required specification 5. 6. Pre employment background check. Facilities at office for final selection by clients representative with technical support department. 7. Selection of personnel with strict adherence to job description.
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8. 9.

Medical checks. Follow ups to assist candidates in obtaining passport, extend passport validity, visas, immigration clearance, airline reservations, Authentication of Documents from Indian Govt. / Ministries, Arabic translation of the certificates of technical staff and other formalities as required for deployment of the selected personnel.

10. 11. 12.

Adequate orientation of personnel to minimize culture shock. Assistance to initial journey to work site. Continuing professional monitoring of personnel, if required.

Job Seekers
Global Innovsource is not a conventional company, and we don't intend to become one. True, we share attributes with the world's most successful organizations, a focus on innovation and smart business practices comes to mind, but even as we continue to grow, we're committed to retaining a small-company feel. At, we know that every employee has something important to say, and that every employee is integral to our success. And that is why when we recruit any candidate in any company we make them feel as they are learning with earning some bucks. We nurture an invigorating, positive environment by hiring talented, local people who share our commitment to creating search perfection and want to have a great time doing it.

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Clients
We are an executive search and recruitment company providing international placement services. Our excellence is in providing highly qualified and experienced professionals for senior, middle and junior management level. Our specialization is in understanding company needs and providing candidates with relevant experience and skills to meet your needs. Our mission is to recruit responsible people in respect of vacancy and company needs. Today's highly competitive world requires experienced, skilled and hardworking professionals to get an edge in the rat race. We partner you in this endeavor for providing professionals. Meet The Companies That Trust to Deliver Global Innovsource The Best. 1. M/s Hyundai Engineering & Const. Co. Ltd., Seoul, S. Korea Man power supplied for their various projects in K.S.A., U.A.E., Kuwait, Oman, Malaysia, Libya, Iran & Singapore etc. 2. M/s Hyundai Heavy Industries Co. Ltd., Saudi Arabia 3. M/s Middle East Engg & Dev. Co. Ltd. Riyadh, K.S.A. 4. M/s Daewoo Arabia Limited, Dhahran, K.S.A. 5. M/s Bousng Engg. & Const. Co. Ltd. / Korea - For Highway Project in Jamaica 6. M/s Daelim Industries Co. Ltd. Korea 7. M/s L.G. Engineering & Construction Corp., Korea For Kuwait & Qatar Projects 8. Ministry of Health, Libya 9. M/s Joannou & Paraskevaideds (J&P) Overseas Ltd., Tripoli, Libya 10. Ministry of Defense (R & D Center), Libya. 11. M/s Tamimi Company Ltd., Dammam, K.S.A. 12. M/s International Development Group Co. Ltd. (IDG), K.S.A. (Dispatched Huge Number of Manpower in Medical, Paramedical and Hospital Maintenance Staff and workers for various Ministry of Health Hospitals in K.S.A).

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13. M/s Saudi Binladin & Mohammed Binladin Group., Jeddah, K.S.A. 14. M/s Grain Silos Flour Mills Organization, K.S.A. 15. M/s Saudi Oger Ltd., Riyadh, K.S.A. 16. M/s Arabian Cleaning Enterprises, Jeddah, K.S.A. 17. M/s Abdulla Rashid & Dosary Co. K.S.A. 18. M/s Samsung Saudi Arabia Ltd., Seoul & K.S.A 19. Ministry of Defence (O&M), K.S.A. 20. Almana Trading Co., Doha 21. M/s C.C.C., U.A.E. (through continental GRP companies) 22. M/s Syrikat Migas SDM BHD, Brunei. 23. M/s Pilecone Geotechnics SDN BHD, Brunei. 24. Daewoo Corporation, Korea for projects in Saudi Arabia & Malaysia. 25. Kuwait Controls Company, Kuwait 26. Burhan Kuwaiti Trading & Contracting Co., Kuwait. 27. Manjamas Timur SDN. BHD. (Sewoong), Malaysia. 28. M/s Rajab & Silsilah, Jeddah, K.S.A. 29. M/s Al- Hamed Dedvelopment & Construction, Abu Dhabi, U.A.E. 30. M/s Doosan Engineering & Construction Co. Ltd. (Hanjung), Korea for U.A.E. project 31. M/s Midmac Contracting Co. WLL, Doha, Qatar for High Rise Construction Building Projects 32. M/s Contrack International Company, Egypt for their Building Projects in Afghanistan 33. M/s First Select(P.) Limited (Group4), U.A.E.

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34. M/s Al-Jaber EST, U.A.E. 35. AMD India. 36. Mindtree Consultancy Firm. 37. Tata Consultancy Services. 38. Challaw Law Firm. 39. Wipro Ltd. 40. HCL Technologies. 41. Hewlett Packard (HP). 42. CMS Computers. 43. Fakhoury Law Group. 44. Oracle. 45. Huawei Technologies. 46. Novozymes Ltd. 47. Proteans Software Solutions. 48. Sasken Communications. 49. Subex Technologies. 50. Symphony Services. 51. TCGI Information Tech. 52. INS Zoom Software Solutions. 53. Eagle Software Solutions. 54. Perot Systems Ltd. 55. ITPL Technologies. 56. Fragomen Software Solutions.

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57. Global Edge Software Ltd. 58. Geodesic Information Systems 59. Mphasis Solutions. 60. Pico Systems Ltd. 61. Sapient Technologies. 62. MaFoi Consultancies. 63. SLK Software Systems. 64. L&T Infotech. 65. Vedior Software Solutions. 66. Dell India Pvt. Ltd.

1.3

PROBLEMS OF THE ORGANIZATION

Fewer locations as compared with HDFC and ICICI Bank: PNB has very few

branches as compared to others. Customers feel difficulty to get to the bank.In emergency they have to go far from their home. Service delivery / Logistics perception is weak: Its service is very slow, customers doesnt get quick response from employees there. They doesnt understand customers problem well. Negative Environment: In PNB employees doesnt cooperate with each other, they feel jealous among themselves and with this they lack customers perception. High interest rate as compared to others housing finance institution: PNB has greater interest rate as compared to others and because of this customers doesnt invest their money in its policy. Top management takes large amount of time to approve high value loan borrowers: Its top management always take more time while approving high value loans and by this customers move to other financial institution for high value loan.

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1.4

COMPETITION INFORMATION

BLOOM SOLUTIONS Bloom Software Solutions is a privately owned company offering Off-shore outsourcing and development services. The services and solutions are designed with a focus on secure and scalable business systems. Through the low cost, high quality and reliable software services, we serve our clients giving them value for money and thus client satisfaction. Bloom Software Solutions works in a flexible environment for offering Off-shore

outsourcing and software development process, adjusting as per the clients' requirements. Quality work is a prerequisite for every task undertaken at Bloom Software Solutions. Attempting to provide world-class services, they always strive to provide quality work and consider "every effort counts". Excellent and consistent quality at low cost is what drives the business and the company plays by rules of the game. People are the key resources in any service industry. Company highly values its people and their performance. Bloom Software Solutions ensures providing an environment to develop their skills and offers them a rewarding career.

Roni Dean Consulting

Roni Dean Consulting (RDC) is a multidisciplinary human resources development consulting firm incorporated in Nigeria to provide a wide range of professional services in the areas of staff recruitment, employee training and development, HR systems design and organizational development. Our approach is hinged on the philosophy of participation and teamwork. The technical expertise of RDC is reflected in several ways, incorporating cost-effective methodologies and creative approaches to consulting engagements. We strive to provide unique and excellent professional services that are tailored to meet the needs of our clientele in a manner that guarantees practical solutions to our clients problems as well as provide value for money spent.

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UXL Consultancy
Undertakes contract of placing the candidate at BPO sector UXL acts like a placement agency. It also deals with: o Training and Development Programme for its employees. It has BPO Training Centers where candidates are trained so that they can perform their best in BPOs. It also deals in Administration and house keeping

1.5

S.W.O.T. ANALYSIS

Business firms undertake SWOT analysis to understand the external and internal environment. SWOT, which is the acronym for Strength, Weakness, Opportunities and Threats, is also known as WOT-UP Analysis. Through such an analysis strength and weakness existing within an organization can be matched with the opportunities and threats operating the environment so that an effective strategy can be formulated. An effective organization strategy, therefore, is one that is capitalized on the opportunities and through the use of strengths and neutralizes the threats maximizing the impact of weakness.

Strengths:
Well Reputed Co. Expanding into New Location Well-Covered Market in Delhi Relatively New Team Appraisal techniques are used.

Weaknesses:
Bloom Solutions, UXL Consultancy and Roni Dean Consultancy dominate players in the Market

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Fewer locations as compared with Bloom Solutions and UXL Consultancy. Service delivery / Logistics perception is weak Negative Environment High interest rate as compared to others housing finance institution. Top management takes large amount of time to approve high value loan borrowers.

Opportunities:

Global Innovsource can offer a complete relationship

Advantage of large network over other companies. Opportunity to pitch in for National and International convenience. Product life cycle is to be reviewed.

Threats:
People looking for change (?) The competition in market is very high due to other players. Innovative schemes from other players.

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Chapter 2 OBJECTIVE AND METHODOLOGY

29

OBJECTIVE AND METHODOLOGY

2.1 SIGNIFICANCE
The study provides a complete knowledge of various fundamental concept related to recruitment & selection process.

2.2

MANAGERIAL USEFULNESS OF THE ORGANIZATION

The study helps in finding the weaknesses, if any in the organization and the steps taken to avoid them The suggestions from the employees will help management to make changes in the desired field.

2.3

OBJECTIVES OF THE STUDY

To collect and maintain relevant information regarding manpower planning Familiarization with the recruitment policies of RK International. To highlight the selection process To have knowledge and understanding of job specification and job description of different positions in different grades To study the strengths and weaknesses of present manpower planning, recruitment and selection of the organization

2.4

SCOPE OF THE STUDY

Scope of the study is to collect information regarding the manpower planning, recruitment & selection process of the Global Innovsource To analyze the level of satisfaction of the employees in respect of the process followed in the organization

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2.5

METHODOLOGY

Instrument used to measure the system in Global Innovsource was of primary and secondary kinds. The primary source of data was through questionnaire schedule. The secondary source included brochures, annual reports, magazines, employees handbook, magazines and journals. DATA SOURCES PRIMARY DATA SECONDARY DATA

PRIMARY DATA:Primary data is that kind of data which is collected by the investigator himself for the purpose of the specific study. The data such collected is original in character. The advantage of third method of collection is the authenticity. A set of question s was put together in the form of questionnaire with. Question, the method of sampling was the random method as it is unbiased. Basic methods of collecting Primary Data:
1)

Questionnaire Method: The questionnaire used by us for the purpose of data collection were of structured type( Non-disguised as well as Disguised)

2) Contact Method: In order to derive information from the intended organization, it was elementary for us to search for a link, which could enable us to conduct a research in that organization. The personal contact of one of the group members in the aforesaid organization helped us in getting an appointment soon.

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SECONDARY DATA:When an investigator uses the data that has been already collected by others is called secondary data. The secondary data could be collected from Journals, Reports and Various Publications. The advantages of secondary data can be economical, both in the term of money and time spent. The researcher of the reporter also did the same and collected secondary from various Internet sites like google.com, altavista.com and many more. The researchers of the reporter also visited various libraries for collection of the introduction part. Basic methods of collecting secondary data: 1) Magazines 2) Books 3) Brochure 4) Web Sites

SELECTION OF SAMPLES:Sample size is 100

STATISTICAL TOOLS:It is very difficult to have detailed knowledge of employees working in PNB. So the surveyor has taken 20 samples due to limited resources and time factor. The management ranks are working in different categories of different department. Thus it becomes equally justified to plan in such a way that it covers all departments.

TOOLS: Pie chart Bar diagram Text and statements

32

DATA COLLECTION:The questionnaire was served to senior manager, managers and employees. The liked scale was used for calculating scores, which is shown in every question immediately after the table. The points given for each scale are as follows Strongly agree (5) Moderately Agree (4) Strongly Disagree(3) Moderately disagree(2) Cant say(1)

SCORE IS CALCULATED AS PER THE FOLLOWING:Points assigned to each 5-point scale*No of responses / Sample size. The remark is given at the end of each question which is based on following calculation, if the score is: 4 and above = Excellent 3 to 4 = Average Below 2 = poor Interpretation is also made in each question on the basis of the table and graph shown in analysis chapter

QUESTIONNAIRE DESIGN
Questionnaires are one of the most important and commonly used research instruments to collect primary data. It is self-administered process whereby the respondent himself reads the questions and records his answers without the assistance of an interviewer Multiple choice questions were asked from the interviewer as it consumes less time and gives us the exact answers. The main objective of choosing such question was to extract the clear picture from the customers like what they actually expect from a good banking system.

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SAMPLE DESIGN
Sample element: The members selected from the population for doing the survey constitute the sampling element. A sample of 50 customers was taken as a sample element. Extent: The survey was conducted in the Delhi region only. Time frame: Total time duration for the survey took almost two months. Sample size: 100 was the sample size of the survey.

2.6

LIMITATION:-

The main source of data is primary data 100 samples does not reflect the opinion of employees as whole Time limit was another limitation and there may be possibility of committing a general error Due to change in time ,policies may change

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Chapter 3 CONCEPTUAL DISCUSSION

35

CONCEPTUAL DISCUSSION WHY Global Innovsource

We are here to save you from the troubles of foreign calls, Residence/Visit visa, long queues, medical tests, airline tickets, unnecessary hassles, just handover your work to us and consider it done. We prepare documents required to apply for the residence/visit visa. Arabic translation and attestation of required documents from the concerned government department and consulates. Submitting the visa documents to obtain initial approval from consulates. To help in completing medical check-up through the panel of doctors. To arrange the tickets and proper booking as per schedule. Getting visa stamped from the concerned consulate. Finally obtain immigration clearance from the immigration department. What makes us different; we provide services with promptness and attention to details. We deal with the matter in a precise and modern way through right channels because our aim is to satisfy you. We provide all services relating to deployment under one roof. From selection to your travel everything is taken care of by us. Your medical tests, visa documentations and travel are all served by us, to make your flight to work hassle free and convenient. To act as an icing on the cake, we have our team of dedicated and ever-helping staff to take care of any queries, matters or doubts that you may have. We are the link between you and your prospective employers, towards a better career and future. Come partner with us and you'll know how it feels to have all your work done at ease and convenience. Trust is the keyword and we'll be pleased to show how it feels to have bestowed on you.

36

Insurance
We provide Personal Accident Policy to each person we deploy to our overseas client to the tune of Rs. 2,00,000/- (Rupees two hundred thousand only) under Pravasi Bhartiya Bima Yojna, a new insurance policy introduced by Government of India for people proceeding abroad for employment. The insurance premium will be borne by us and its subsequent revalidation will be on the request of the employer every year. "Renewal of Insurance at R.K.I's cost on client's request." HOW TO CRACK A JOB INTERVIEW SUCCESSFULLY (TIPS GIVEN BY Global Innovsource)

Interview Preparation
Preparation is the first essential step towards conducting a successful interview. Employers are ever amazed at the number of candidates who did not prepare themselves for interview, possessing little or no information about the company for which they are being interviewed Before the Interview Ensure that you know the following. The exact time and location of the interview, route, parking etc and how long it will take to get there. The interviewer's correct title and pronunciation of his or her full name, for example, Mr. Murphy. Specific facts about the company e.g. company's mission, market

37

in which it operates, competitors, plant, office or store locations, products or services, recent business growth, growth potential for the future. Perhaps check out the company website, books and/or brochures. Facts and figures about your present or former employer. Refresh your memory on this as you will be expected to know a lot about a company for which you have previously worked.

Interview Techniques
During the interview, you will be assessed for your strengths and weaknesses/areas for development. In addition to this, specific personal characteristics will be probed, such as attitude, aptitude, stability, motivation and maturity. People never get a second chance to make a first impression. Your success or failure in getting the job is determined within first few minutes of the interview and so it is important to you to create a positive first impression. Here are few Dos and Donts for the interview to help you because First Impression is the Last Impression!

Interview Dos
Dress to make a good first impression. Arrive 10-15 minutes prior to the interview start time.

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Greet the interviewer with a firm handshake, smile and maintain eye contact.

Have a positive body language and be confident throughout the interview.

Address the interviewer by their title (unless otherwise instructed). Sit still and upright in your seat throughout the interview. Listen to the questions carefully and if you do not understand a question, politely ask for clarification.

Show genuine interest in the job applied for and respond honestly. At the end of the interview, it is likely to be asked Whether you have any questions for us? This is the right time to ask any relevant question that you have and prepare your questions well before the interview. Ask them only if they havent been discussed already during the interview.

Ask when you should expect to hear from the company next. Thank the interviewer for their time.

Interviews Donts
Turn up late for the interview. Dress casually. Make negative comments with regards to previous jobs. Give the impression you're only interested in the job for the money.

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Act as if youre desperate for a job. Chew gum. Smoke before the interview. Leave your phone on during the interview. Slouch in your chair. Appear anxious to end the interview. Ask about salary or benefits this comes after the job offer. Ramble on just back up each answer with relevant examples.

Be prepared to Answer Questions such as : Why did you choose a career in ...? What kind of job are you seeking? What is your technical experience? Why would you like to work for this company? Where do you see yourself five years from now? When was your last salary review? What style of management gets the best from you? What interests you about our product? What have you learned from some of the jobs you have held? Which job did you enjoy the most and why? What have you done that shows initiative in your career?
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What are your major weaknesses and what are your strengths? Are you willing to relocate? What are your hobbies? What does "teamwork" mean to you?

Closing the Interview

If you are interested in the position, enquire about the next interview stage. If the interviewer offers the position to you and you want it, accept on the spot. If you wish to have some time to think it over, be courteous and tactful in asking for that time. Set a definite date on which you can provide an answer. DON'T be too discouraged if no definite offer is made nor a specific salary discussed. The interviewer will probably want to consult colleagues or interview other candidates (or both) before making a decision. If you get the impression that the interview is not going very well and you have already been rejected, don't let your disappointment show. Thank the Interviewer for the time spent with you.

After the Interview

Call your consultant after the interview to explain what happened. The consultant will want to speak with you, before the interviewer calls.

Human Resources Services offered by Global Innovsource:

Bloom Software Solutions is a leader in the HR Services industry, offering customers a continuum of services to meet their HR needs throughout their business cycle. They specialize in Recruitments (Talent Search), Flexi Staffing (Flexi Talent), Training, HR Services, Institutional Services and Assessment Centre. Nation wide network of offices enables the company to meet the needs of its Clients, including the world's largest
41

multinational corporations and Major corporations of India Inc, as well as small and medium size enterprises in all industry sectors. Bloom Software Solutions has succeeded in changing its strategy to Globally Service Clients and as India's Premier HR Company embraces the entire range of HR Services .Thus, raising productivity through improved quality, efficiency and cost-reduction to enable clients to concentrate on their core business activities. The main aspects of HR Services are: a). Skill Areas:

We specialize in the practice of recruiting and resource management and apply this expertise across a breadth of technology stacks. Categorized below are some of the skills we have provided to our clients. b). Recruiting Talent:

Bloom Software Solutions Account Leaders and Technical Recruiters understand the technology areas and are experts at assessing the client requirements, interpreting them and qualifying the candidates using the Bloom Software Solutions's own sourcing methodology perfected over the years. As is required by changes in technology, the Account team members undergo continuous training in IT areas and resourcing methodologies. They are also members of recruiting SIGs (Special Industry Group) where they share and learn industry best practices. They qualify candidates through strict adherence to the traditional and time-tested process of multi-point contact, in-person interviews, techchecks and reference checks. They recruiters develop a strong understanding of a candidate's skills, preferences, strengths and weaknesses to ensure the best match in terms of assignments, as well as
42

to help them further their career. As required by their client, we also perform a background check and drug testing. c). Value Proposition:

Value Proposition to their clients is made up of several essential success criteria while offering IT staffing services. d). Experience:

Their professionals understand the technology challenges that companies face and have the skills to provide qualified resources to our clients. They specialize in the practices of recruiting, staffing and resource management. e). Cost Savings:

Pyramid offers its clients our services utilizing a competitive, small company cost structure, thereby maximizing savings to our clients. They clients save 20-30% over their existing cost by employing our services. f). Quick Turnaround:

Their average response time to a job requisition is less than 2 business days. They achieve a quick response by developing access to a local, readily available consultant pool. In some instances or with some special skills, they utilize the services of sub-tier relationships. They have identified key partners that specialize in niche technology areas. This allows them to bring their expertise to the benefit of our clients. g). Closed Positions:

Providing long term, on-time talent to an organization is the essence of Human Resource Consulting. Bloom Software Solutions's methodology of managing top, middle and junior management hires is based on the
43

foundation of establishing the bonafide of the candidate. Keeping the industry pre-requisites firmly in mind, their team selects aspirants with an in-depth understanding of your organizations discrete identity. Focused conversations with the candidate draws out a vital fact file outlining his conditioning, personal goals, ideal job, trust mechanism, etc. A complete brief such as this arms us to effortlessly place a round peg in a round hole. Bloom Solutions Executive Search team has intense experience of working with some of the most discerning organizations.

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Chapter 4 DATA ANALYSIS AND INTERPRETATION

45

DATA ANALYSIS AND INTERPRETATION

DATA ANALYSIS AND INTERPRETATION Table 1: How did your company come to know about Global Innovsource? Options Other IT Companies. Other Consultancy Firms. Internet. Magazines & Newspaper. Through professionals Total No. of Respondents 9 15 9 5 12 50 Percentage 18 30 18 10 24 100

The above table and chart shows that most of the companies came to know about Global

Chart 1

Other IT Companies. Other Consultancy Firms. Internet.

24%

18%

10% 18%

30%

Magazines & Newspaper. Through professionals

Innovsource through other consultancy firms dealing in same or different field i.e., 30%.

Professionals in the same or different field also have much to know about RK International i.e., 24%. Internet also serves as a major source of information about RK International along with other IT Companies dealing with Global Innovsource i.e., 18%. Then finally Magazines and Newspapers act as a source i.e., 10%.

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Table 2: Are you satisfied with the services from Global Innovsource? Options Extremely satisfied Very satisfied Neutral Very dissatisfied Extremely dissatisfied Total No. of Respondents 20 24 5 1 0 50 Percentage 40 48 10 2 0 100

Chart 2
2% 10% 0% 40%
E xtrem satisfied ely Very satisfied N eutral Very dissatisfied

48%

E xtrem dissatisfied ely

The above table and chart shows that 48% of Global Innovsources clients are satisfied with its HR services and 40% of clients are extremely satisfied and have no complaints about Global Innovsources HR services. 10% of the clients are both satisfied and dissatisfied depending upon the situation i.e., they are neutral. Finally 2% of the clients are dissatisfied with based on so Global Innovsources experiences. So overall the maximum no. of clients are satisfied with Global Innovsource HR Services.

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Table 3: What was the quality of customer service you received from the recent experience with Global Innovsource? Options Excellent service. Satisfactory service. Unsatisfactory service. Total No. of Respondents Percentage 18 36 30 60 2 4 50 100

Chart 3
4% 36%
E xcellent service. Satisfactory service. U nsatisfactory service.

60%

The above table and chart shows that on the basis of the recent experience with Global Innovsource around 60% of the clients received a satisfactory service and 36% of the clients received excellent service from Global Innovsource. Only 4% of the clients received unsatisfactory service due to some reasons. Therefore, Global Innovsource provides good and commendable service to its clients.

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Table 4: For the future Job Requirements how likely are you going to avail the services from Global Innovsource? Options Definitely would avail. Probably would avail. Might or might not avail. Probably would not avail. Total No. of Respondents 34 12 4 0 50 Percentage 68 24 8 0 100

Chart 4
8% 24% 0%
Definitely w ould avail. Probably w ould avail. Might or might not avail. Probably w ould not avail.

68%

The above table and chart shows that for the future job requirements 24% of the clients would avail the HR services of Global Innovsource as usual and 68% of the clients would definitely without any doubts avail the services of Global Innovsource. Only 8% of the clients would are not sure whether to avail the services or not. Therefore maximum no. of the clients are satisfied with the HR services of Global Innovsource and would like to avail the services in the future too.

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Table 5: Did Global Innovsource IT Recruiter? A. Quickly identify the problem. B. Appear knowledgeable and competent. C. Help you get appropriate candidates. D. Handle issues with courtesy and professionalism. Options A&B A&C A&D B&C B&D C&D All of the above. Total Respondents 9 5 7 14 12 3 0 50 Percentage 18 10 14 28 24 6 0 100

Chart 5
6% 0% 24% A&B 18% 10% A&C A&D B&C B&D 28% 14% C&D All of the above.

The above table and chart shows that around 28% of the clients feel that GIobal Innovsource IT Recruiters are knowledgeable and competent and help get appropriate candidates. 24% feel that IT Recruiters are along with knowledge and competency they can handle requirements very well. 18% feel that the IT Recruiters are knowledgeable, competent and quickly understand the job requirement. 14% feel that they can quickly identify the requirement and can handle the requirement very well. 10 % feel that they quickly identify the requirement and help get appropriate candidates. 6% feel that they help get right candidates and can handle situations well.

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Table 6: How much long did it take to get the appropriate candidates for a particular Job requirement? Options Around 15 days. Between 15 to 30 days. More than a month. The job requirement is still not closed. Total C hart 6
4% 40 %
Around 15 days. B etween 15 to 30 days. M than a m ore onth.

No. of Respondents 20 20 8 2 50

Percentage 40 40 16 4 100

1 6%

4% 0

T job requirem is still he ent not closed.

The above table and chart shows that 40% of the clients feel it took 15 to 30 days to get appropriate candidates through RK International. 16% feel that it took more than a month to get appropriate candidates. For 4% of the clients the job requirement is still not closed due some reasons. Therefore overall Global Innovsource is able to provide the service in the time specified by its client.

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Table 7: What is your perception about Global Innovsource IT Recruiters? Ques a) Are the IT Recruiters are well trained? Options Strongly Disagree Somewhat Disagree Neither agree nor disagree Somewhat Agree Strongly Agree Total No. of Respondents 0 2 6 18 24 50 Percentage 0 4 12 36 48 100

Chart 7 (a)
0% 4% 12% 48% 36%
Strongly D isagree Som ewhat disagree N either agree nor disagree Som ewhat disagree Strongly Agree

From the above table and chart 36% of clients somewhat agree that Global Innovsource IT Recruiters are well trained with their work and 48% strongly agree that the IT Recruiters are very well trained with the work. 12% of the clients are not sure. Only 4% somewhat disagree that the IT Recruiters are very well trained based on some experiences. Overall, Global Innovsource IT Recruiters are very well trained by the company and know their job well.

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Ques b) Are the IT Recruiters are well supervised? Options Strongly Disagree Somewhat disagree Neither agree nor disagree Somewhat Agree Strongly Agree Total No. of Respondents 0 0 12 15 33 50 Percentage 0 0 24 30 66 100

0% 0%

Chart 7 (b)

20%

Strongly D isagree Som ewhat disagree N either agree nor disagree

55%

25%

Som ewhat disagree Strongly Agree

The above table and chart shows that 66% of the clients strongly agree that the Global Innovsource IT Recruiters are well supervised and 30% somewhat agree that Global Innovsource IT Recruiters are well supervised. 24% of clients are not sure about Global innovsource supervision. Overall, IT Recruiters of Global Innovsource are very well supervised by the management.

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Ques c) Do the IT Recruiters adhere to professional standards of conduct? Options Strongly Disagree Somewhat disagree Neither agree nor disagree Somewhat Agree Strongly Agree Total No. of Respondents 0 0 0 9 41 50 Percentage 0 0 0 18 82 100

C art 7 (c) h

0%

18%

S trongly D isagree S ewhat disagree om N either agree nor disagree S ewhat disagree om

82%

S trongly Agree

The above table and chart shows that the 82% of the clients strongly agree that Global innovsource IT Recruiters adhere to professional standards of conduct and 18% somewhat agree with the statement. Overall, Global Innovsource IT Recruiters are true professionals and adhere to professional and corporate standards of conduct.

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Ques d) Do the IT Recruiters act in clients best interest? Options Strongly Disagree Somewhat disagree Neither agree nor disagree Somewhat Agree Strongly Agree Total No. of Respondents 0 0 0 5 45 50 Percentage 0 0 0 10 90 100

C a 7(d h rt )

0 %

1% 0

S n ly D g e tro g isa re S m wh t d g e o e a isa re N ith r a re n r d g e e e g e o isa re S m wh t d g e o e a isa re S n ly A re tro g g e

9% 0

The above table and chart shows that 90% of the clients strongly agree that Global
Innovsource IT Recruiters act in clients best interest and 10% somewhat agree about the

statement. Overall, Global Innovsource IT Recruiters fully work for clients best interest and are interested in clients growth as much as possible.

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Ques e) Are you satisfied with the IT Recruiters of Global Innovsource? Options Strongly Disagree Somewhat disagree Neither agree nor disagree Somewhat Agree Strongly Agree Total No. of Respondents 0 0 3 5 42 50 Percentage 0 0 6 10 84 100

Chart 7 (e)

0% 6%

10%

S trongly D isagree S ewhat disagree om N either agree nor disagree S ewhat disagree om S trongly Agree

84%

The above table and chart shows that 84% of clients are fully satisfied with the IT Recruiters of Global Innovsource and 10% are not so satisfied.6% of the clients cant say whether they are satisfied or not. Overall Global innosource IT Recruiters keeps there clients fully satisfied and they truly work for their clients interest.

Table 8: What degree of confidence did you have in the knowledge/professionalism of the IT Recruiter(s) who provided the service(s) from Global Innovsource? Options Confident. No. of Respondents 43 Percentage 86

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Not Confident. Cant Say. Total

0 7 50

0 14 100

Chart 8

0%

14%
Confident. Not Confident. Cant Say.

86%

The above table and chart shows that 86% of the clients have full confidence in the IT Recruiters of Global Innovsource and 14% of the clients are not sure about their confidence level. Overall, the clients have full trust, faith & confidence in the knowledge and professionalism of IT Recruiters of Global Innovsource .

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Table 9: Are you satisfied with the methodology and procedure in which Global innovsource processes the job requirements? Options Extremely satisfied. Very satisfied. Neutral. Very dissatisfied. Extremely dissatisfied. Total
Ca 9 h rt

Respondents 12 34 4 0 0 50

Percentage 24 68 8 0 0 100

0 % 0 % 8 %

2% 4

E m ly sa xtre e tisfie . d V ry sa e tisfie . d N u l. e tra V ry d e issa tisfie . d E m ly d xtre e issa tisfie . d

6% 8

The above table and chart shows that 68% of the clients are satisfied with procedure and methodology in which Global Innovsource processes the job requirement and 24% of the clients are extremely satisfied and have full confidence in the way Global innovsource works for them. 8% of the clients are not sure whether and are neutral about the statement. Overall, Global innovsource works and adopts the methodology suitable and favorable by its clients.

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Table 10: According to you can Global Innovesource handle complex Job Requirements in the IT field? Options Definitely can handle. Cant say. Surely cannot handle. Total No. of Respondents 42 8 0 50 Percentage 84 16 0 100

Chart 10

16%

0%
D efinitely can handle. C ant say. Surely cannot handle.

84%

The above table and chart shows that 84% of the clients believe that the

IT Recruiters

of Global Innovsource can handle any type of job requirement whatever amount of complexity it may have and 16% are not sure about the handling of complex requirements by Global innocsource IT Recruiters. Overall, the clients believe in the capability and potential of the IT Recruiters of Global Innovsource .

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Table 11: What is the approximate number of the job approvals through Global Innovsource in a month?

Options 50 approvals. More than 50 approvals. Less than 50 approvals. Total

No. of Respondents 8 3 39 50

Percentage 16 6 78 100

Chart 11

16% 6%
50 approvals. M than 50 approvals. ore Less than 50 approvals.

78%

The above table and chart shows that 78% of the clients make less than 50 job approvals in a month through global Innovsource, 6% more than 50 job approvals and 16% have around 50 job approvals in a month.

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Table 12: The candidates short listed by Global Innovsource, do they satisfy the all the criteria for getting selected to the client company and are those the appropriate candidates? Options Most of them satisfy. Some of them satisfy. Few of them satisfy. Total No. of Respondents 41 7 2 50 Percentage 82 14 4 100

Chart 12

14%

4%
M of themsatisfy. ost Som of themsatisfy. e Few of themsatisfy.

82%

The above table and chart shows that 82% of the clients say that most of the candidates satisfy their criteria in the candidates short listed by Global Innovsource, 14% of the clients say that some of them satisfy and 4% say only a few of them satisfy there criteria for selection. Overall, maximum no. of candidates short listed by Global Innovsource are the right and potential candidates for its clients.

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Table 13: Thinking of similar services offered by other companies, how would you compare Global Innovsource services? Options Best, based on experience. Similar service. Worse, based on experience. Total
Ca 1 h rt 3
0% 0% 44% 5 6%
B st, ba d on e se e erience. xp S ila service. im r W rse, based on o e erience. xp O ptions

No. of Respondents 28 22 0 50

Percentage 56 44 0 100

The above table and chart shows that 56% of the clients feel that services provided by Global Innovsourcel is better than other consultancies in the same field, 44% feel that almost the services provided by global Innovsource is the same as compared to other consultancies and their is no difference and none of the clients feel that Global Innovsource services is worse than other consultancies. Overall, the services provided by Global Innovsource is par above excellence than other consultancies.

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Table 14: Would you recommend Global Innovsource to another Software Company looking for consultancy services? Options Yes. No. Might or might not. Total No. of Respondents 38 0 12 50 Percentage 76 0 24 100

C hart 14

24% 0%
Yes. N o. M or m not. ight ight

76%

The above table and chart shows that 76% of the clients would recommend Global Innovsource to other software companies looking for consultancy services and 24% of the clients are quite not sure whether they would recommend Global Innovsource to other companies or not.

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Table 15: Overall, how would you rate Global Innovsource for its HR Services? Options Excellent service. Good service. Average service. Unsatisfactory service. Total Respondents 17 28 5 0 50 Percentage 34 56 10 0 100

Chart 15

10%

0% 34%
E xcellent service. Good service. Average service. U nsatisfactory service.

56%

The above table and chart shows that 56% of the clients feel that Global Innovsource provide good service and 34% feel that Global Innovsource excellent service as they are fully satisfied with the firm. 10% of the clients feels that Global Innovsource needs little more improvement in their service and feel that the firm provides average service. Overall, Global Innovsource provides commendable service which is very much satisfied by its clients.

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Chapter 5 FINDINGS AND RECOMMENDATIONS

65

FINDINGS & RECOMMENDATIONS

1) Maximum numbers of Global Innovsources clients are satisfied with its Human Resource Services and also with standard, quality & professionalism of the IT Recruiters of Global Innosource. 2) On the basis of the survey and its results Global Innovsource still has to improve its procedure and methodology of undertaking job requirements according to some clients. 3) Global Innovsource has to increase the number of its IT Recruiters as more and more job requirements would come in the future from its clients through various recruitment sources. The only recruitment source prevailing in RK International is recruitment through Job Portals like Monster.com, naukri.com, Timesjob.com, etc. or through employee referrals. 4) Some clients who are not so much satisfied with Human Resource Services of
Global Innovsource due to some reasons, for them Global Innovsource has to take

necessary measures such as standardization of the service and the IT Recruiters, increasing the pace of closing job requirements, more effectiveness of the methodology and procedure used b Global Innovsource y to close job requirements, ensuring customer satisfaction to the fullest, increasing the no. of job approvals in a month and ensuring the capability of the IT Recruiters to undertake complex job requirements. 5) Enhancing the level of training and development of the IT Recruiters in Global Innovsource from the prevailing level and enhancing the recruitment and selection procedure for the IT Recruiters.

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ANNEXURE

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QUESTIONNAIRE
Dear Respondents: Please help us serve you better by taking a couple of minutes to tell us about the service that you have received so far. We appreciate your business and want to make sure we meet your expectations. 1. How did your company come to know about Global Innovsource? o Other IT Companies. o Other Consultancy Firms. o Internet. o Magazines & Newspaper. o Through professionals. 2. Are you satisfied with the services from Global Innovsource? o Extremely satisfied o Very satisfied o Neutral o Very dissatisfied o Extremely dissatisfied 3. What was the quality of customer service you received from the recent experience with Global Innovsource? o Excellent service. o Satisfactory service. o Unsatisfactory service. 4. For the future Job Requirements how likely are you going to avail the services from Global Innovsource? o Definitely would avail. o Probably would avail. o Might or might not avail. o Probably would not avail.

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5. Did RK International IT Recruiter? o Quickly identify the problem. o Appear knowledgeable and competent. o Help you get appropriate candidates. o Handle issues with courtesy and professionalism. 6. How much long did it take to get the appropriate candidates for a particular Job requirement? o Around 15 days. o Between 15 to 30 days. o More than a month. o The job requirement is still not closed. 7. What is your perception about Global InnovsourceIT Recruiters? Strongly Disagree [] [] [] Somewhat Disagree [] [] [] Neither Agree or Disagree [] [] [] Somewhat Agree [] [] [] Strongly Agree [] [] []

IT Recruiters are well trained. IT Recruiters are well supervised. IT Recruiters adhere to professional standards of conduct. IT Recruiters act in clients best interest. Overall, I am satisfied with the IT Recruiters of RK International

[] []

[] []

[] []

[] []

[] []

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8. What degree of confidence did you have in the knowledge/professionalism of the IT Recruiter(s) who provided the service(s) from Global Innosource? o Confident. o Not Confident. o Cant Say.

9. Are you satisfied with the methodology and procedure in which RK International processes the job requirements? o Extremely satisfied. o Very satisfied. o Neutral. o Very dissatisfied. o Extremely dissatisfied. 10. According to you can RK International handle complex Job Requirements in the IT field? o Definitely can handle. o Cant say. o Surely cannot handle. 11. What is the approximate number of the job approvals through Global Innovsource in a period of one month? o 50 approvals. o More than 50 approvals. o Less than 50 approvals. 12. The candidates short listed by Global Innovsource, do they satisfy the all the criteria for getting selected to the client company and are those the appropriate candidates? o Most of them satisfy. o Some of them satisfy. o Few of them satisfy. 70

13. Thinking of similar services offered by other companies, how would you come to know Global Innovsource services? o Best, based on experience. o Similar service. o Worse, based on experience. 14. Would you recommend Global Innovsource to another Software Company looking for consultancy services? o Yes. o No. o Might or might not. 15. Overall, how would you rate Global Innovsource for its HR Services? o Excellent service. o Good service. o Average service. o Unsatisfactory service. Thank you for your feedback. We sincerely appreciate your honest opinion and will take your input into consideration while providing services in the future. If you have any comments or concerns about this survey please let us know.

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BIBLIOGRAPHY

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BIBLIOGRAPHY

BOOKS MAMORIA, C.B, Personnel management, Himalaya publishing house Mumbai, 1982. T.N CHHABRA, Principles & practices of management, Dhanpat Rai and co. (p) Ltd, Delhi, 2000. Personnel management by Dale Yoder.

WEBSITES www.wikipedia.com. www.rkinternational-india.com www.google.com www.altavista.com

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