Main Repory

ORGANZATION STUDY HR-ONE CONSULTANT
DAYANANDA SAGAR COLLEGE OF ENGINEERING 1

EXECUTIVE SUMMARY
Consulting industry is growing rapidly in the market. The need for a potential candidate by
the companies and for those potential candidates who are in search of jobs, HR consultancy
firms act as a bridge.
HR-One Management Consultants (P) Ltd., Indias first CRISIL Rated HR Company.
Established in 1996, the company has succeeded in changing its strategy to service Clients
globally as India's Premier HR Company with focus on the entire gamut of HR Services
ranging from Recruitments (Talent Search), Flexi Staffing (Flexi talent), Training, HR
Services, Institution Services and Assessment Centre.
HR-One is a great platform to work as an intern. Learnt how an HR consultancy works and
was allowed to work in most of the processes. Though this company employee 20 people, it
is very organized and systematic. There is no hindrance in decision making and in learning.
Everyone in the company was very friendly and helpful.
This report explains in detail the scenario of Consultancy industry and the functions of the
company.



1 INTRODUCTION
1.1 INDUSTRY PROFILE
It was early 2000 when India experienced a tangible transit from a manufacturing to a
service-dominated nation. There was a gradual shift from Job-hunting by individuals to
mass recruitment by employers. This happened due to emergence of IT and ITES. Our
manpower had an edge due to which we became a global outsource destination, the factors
being largest English speaking nation primarily and low cost of operations too played an
important role. The impact on country economics was so high, which boosted financial
sector, as there was a scope of investments and savings beyond mere reducing the income
tax liability. This growth followed by increased consumerism in the country thus retail
sector along with food chain businesses mushroomed. In between overall growth one major
industry that emerged higher and higher with each sector growing was telecom sector and
aviation. Telecom sector grows with IT, ITES, Retail and Finance because all the sectors
require mass human capital, which requires higher person to person communication.
1.2 SCOPE OF HR CONSULTING INDUSTRY A PERSPECTIVE
There is a sizeable requirement of manpower in India and what is the current and future
scope of HR consulting Industry. Emergence of above sectors will clearly indicate huge
requirement of mass human capital with special respect to young and frontline manpower.
In some sectors like IT, ITES, Finance the human resource will be professionally qualified
and sectors like retail, telecom and vitiation may absorb less qualified manpower based on
skills and attitudes our young generation acquires. The wave on one hand will create a
demand of sizeable manpower requirement though on the other hand will increase the
demand and responsibility of HR consulting industry. There is an importance in refocusing
on the root cause of the growth and understand the negligence before we further define the
scope and prospects of HR consulting. Our growth started, with special respect to human
resource demand, with an emergence of IT and ITES and that we became an outsource
destination. The primary reason is that we are the largest English speaking nation in the
world. However we never focused on this issue earlier because we thought we will enjoy
monopoly forever, somehow we neglected CHINA factor, they being a non-English
speaking country. China raced ahead on many fronts because of productivity, now they are
training themselves to speak English and as per my information they are already number


two outsource destination and are ready to Challenge Indias monopoly as far as ITES is
concerned.
The challenge from skill enhancement point of view is to develop skills in our Human
resource, which confirm to the global thought process and attitudes and to develop Non-
English speaking and rural manpower on personal grooming and development. In future HR
consulting industry will be focusing on two major issues Attrition and Skill enhancement
(Training and Development). Attrition control and employee retention is a key issue
because of less availability of trained manpower. Organizations spend on the training of
their employees only to witness Job change for better prospects by their employees. I was
training at a leading technical support BPO in Noida where young engineers were on an
average 6 months old in the organization and it was quite normal for them as an average Job
change duration. Large companies and sectors, in most cases have annual recruitment plan
of 500 to 3000 people, not because of expansion only but major issue being attrition
makeup. HR industry has and will have a good scope of innovation in this area. Employee
attrition is the key issue wherever mass manpower is operating. We can clearly visualize a
huge scope for consultants to innovate and produce processes and methodologies for the
organizations to increase employee loyalty and retention. This can be done through growth
based compensation plans, performance based revenues but most effective tool will be an
assessment methodology of Individuals Job expectations and responsibility to their delight.
Nothing more can motivate individuals if they have a responsibility as per their strengths
and not weakness and they are empowered in a suitable open communication environment
and mentoring program. Mentoring and Empowerment of people as per their strengths
There is a strong need to innovate on the methodologies for attrition control and realize the
gap pertaining to training and development for the working human force and prepare them
to the best communicators and excellent attitude carriers and be unbeaten and indispensable
business executors.
1.3 INDIAN CONSULTING MARKET: THE FACTORS RESTRICTING GROWTH
The Indian Consulting Industry has been experiencing resurgence in the last few years. This
industry has been making rapid strides in the Indian market over the last decade and has
witnessed a significant increase in the number of new entrants in this field. The solitary
objective of the participants in this market has been to gain maximum market share in this


highly consolidated and competitive environment, primarily by capitalizing on the opposite
factors driving it.
The Asia-Pacific (APAC) consulting industry generated revenues worth $33.5 billion
approximately in the year 2008 and registered a compound annual growth rate (CAGR) of
nearly 4.1 percent from 2007. The market is further expected to experience steady growth
and is anticipated to generate revenues of approximately $39.2 billion by the end of 2012.
Japan has dominated the APAC market by contributing the maximum revenues with a share
of nearly 67.2 percent. Out of the APAC total market, Indias contribution stands at $1.81
billion approximately with a share of approximately 5.4 percent of the total APAC market
size. Information Technology (IT) including e-commerce, telecommunications and so on
followed by Corporate Strategy, Outsourcing Services, Human Resource Management, and
Operations Management have been some of the prominent business divisions in the
consulting market.
The necessity of moving ahead in the competitive structure or chain and gaining optimum
market share in todays highly competitive markets has made companies across verticals opt
for third-party consulting and advisory services. This has made consulting an indispensable
function for companies these days. The differentiating factor that each company puts
forward in order to achieve competitive edge over their rivals has been one of the important
factors of success for all the companies, specifically in the Indian market, and this is
impossible with out the knowledge of market trends and behaviors. Moreover, the fact that
this success can be achieved only by implementing the right strategies from time to time
and by taking pertinent decisions considering the market scenarios they cater to have
prompted companies to subscribe for the products and services offered by consulting firms.
The primary reason behind this urge is because consulting firms interact or are involved
with the all the market participants or industries participants on a regular basis and are very
well informed about the market happenings in each of the sectors. This continuous market
tracking service coupled with technical industry know-how facilitates consulting firms to
help clients take the right decision at the right time as well as relieve them from the
pressures like time-to-market a new product or production planning or in fact any
challenges in any business divisions. In a nutshell, need for the appropriate market facts, the
urge for companies to face the market trends by applying third party & unbiased thoughts,
the call for a complete 360 degree view of the market that each company participate in, and


the requirement to take apt decisions by companies to outpace competition are some of the
factors that drive the growth of this industry.
1.4 CHALLENGES FACED BY EMERGING & BOUTIQUE CONSULTING FIRMS
Acquiring the right set of talent challenges the firm in matching the clients requirements.
Providing meaningful insights with optimum clarity and offering strategic advisory
solutions on diverse subjects based on the analysis done are the two important aspects of
consulting. These are also the two essential factors that each company looks out from the
consulting firms. Even though, delivering all these factors together bind a consulting firms
success, this can only be achieved by having the right set of manpower and appropriate pool
of talent. Acquiring the right set of people to match every clients broad range of
requirements has been one of the challenges that smaller consulting firms in the Indian
market face. This challenge has resulted in a change in the trend of hiring manpower in
consulting organizations of late. Previously, consulting firms were primarily looking at
hiring specific industry expert or any individual market expert. Even though some firms
continue to sustain this model of hiring, most of the emerging firms in the country focus at
hiring individuals who are flexible and those who can analyze any market or industry at a
given period of time. This trend is expected to crystallize in a few years down the line. The
reason for the same is twofold. One, the firms can leverage on their mixed pool of talent and
assign any projects to any one individual or more and secondly, this facilitates the firm to
considerably cut costs of engaging a single market expert.
This factor is even more risky for smaller and boutique consulting firms compared to the
established ones, as they are much smaller in terms of their size, operations, and financial
capabilities. Although, these firms offer only niche market services compared to other
traditional firms, some of these boutique firms also face powerlessness to train their new
employees due to the lack of proper resources, which restrains the firms growth further.
Increasing rate of attrition affects the organizational growth: One other challenge that Indian
consulting firms, both established as well as emerging ones face is the increasing rate of
attrition. This can be associated with multiple reasons like the increasing growth
opportunities in the market for consultants, attractive compensation packages, or
correspondingly the cost cutting measures that companies adopt, and also on the cost-
benefit ratio from the companies stand-point although the latter is applied only during acute
market crisis. However, better remuneration packages on offer and better career prospects


available are the two most common factors that consultants give importance to. Apart from
these two factors, other common reasons range from dissatisfaction of their job role to the
simple reason of lack of post-graduate sponsorships available within the firms they work.
All together, a suitable work-life balance, greater leadership roles in front, with better
remuneration and benefits are some of the common factors which consultants expect in each
company and with consulting becoming more mainstream today, the rate of attrition in this
industry is expected to gradually slow down in a few years down the line. The impact of this
factor is comparatively low on established firms because they have the best set of
experienced consultants who can act as a back-up in case of an emergency situation.
However, the impact is pretty severe on smaller firms as they are small in size and
operations and also due the fact the time taken for smaller firms to replace a consultant with
a new one is longer compared to the bigger firms. The below table shows the common
reasons for attrition and what companies should do to retain talent:
Common reasons for attrition
Poor Pay
Better Organization Management
Poor Career Development
Career Development
Better Opportunities Else Where
Flexible Benefits
Poor Project
Salary/Bonus/Incentives
Office Politics
Extended Ownership
Poor Management
Profit Sharing
Better Offers
Support Structure
Work/life Balance
Better Management Leadership



1) Maintaining long-term relationships with clients affects the long-term existence of
the firm:
Maintaining long-term relationships with existing clients is one other key challenge that
the small and emerging consulting firms face. This is largely due to the fact that the
Indian consulting market is more or less a buyers market. More than convincing the
companies to sign-up proposals, factors such as cost-benefit ratios, value added services
and so on play a pivotal role. Numerous market participants and increasing market
entrants with a variety of project deliverables have leveraged organizations by giving
them the option to choose the right consulting firm for the right price for a project.
However, this factor should be perceived on a different notion when it comes to a
proposal with bigger and established consulting firms who are the pioneers of this
Industry and who have proven success record in delivering results.
2) Highly competitive market influence firms in gaining market share:
Smaller and emerging firms also face the challenge of gaining market share. Regional
consulting firms have lesser market share compared to the bigger established firms who
always top the competitive chain, even in the Indian market. Likewise, global players
such as Bain & Co., McKinsey & Co., Boston Consulting Group and so on dominate the
market for strategy consulting with nearly three-fourth of the market share in their
hands, leaving the rest to the smaller and emerging firms. On a related note, most of the
above mentioned business divisions are being monopolized by the big guns there by
leaving very little scope for the smaller and emerging consulting firms. However, a
noticeable trend in the recent years is that the smaller and niche firms are gradually
taken seriously than the bigger ones. Of late, companies have started experimenting with
niche firms by working with them on smaller regional projects but at the same time
partner with the trusted bigger ones for the larger and other global projects. Nevertheless
choosing the right consulting firm largely depends on the bids or request for proposals
(RFP) that companies put forward and the proposals they receive from these consulting
firms. While attracting new clients will always be an easy task for the established
consulting firms due to their proven success and credibility, this factor acts as a major
barrier on emerging firms as developing and converting a relationship into a business
deal is comparatively tricky for these firms owing to their poor strategic alliances, lesser
corporate experience and so on.


3) Off shoring/Outsourcing to India acts as a challenge as well as driver:
Off shoring back-end functions to India has obviously been a market driver, not only for
the consulting industry but for the country as a whole. However, from a consulting
firms perspective, though this factor helps expansion and globalization, some
companies feel that it restrains the company development and growth in the outsourced
regions primarily because of cultural differences and other barriers related to work.
Professional dissimilarity, differences in attitude, adjusting to time zones, accents, and
differences in a persons commitment to work have been some of the factors that
American & European counterparts consider as challenges, when it comes to off shoring
work to India. And these are also some of the challenges that small and emerging
consulting firms in India face, due to which the company brand name and public
perception is most likely to be hampered. However, this can be overcome if the firm
acquires the right set of people, train them on flexibility and motivate them to work
better.
4) Market as a Challenge affects routine businesses:
One of the other challenging factors which impact consulting firms, smaller ones
especially is the volatile market conditions they experience. Even though this factor
affects both the established as well as smaller emerging firms, the former have the
capability to sustain and overcome the market downfall in a better efficient way due to
their long-term existence and familiarity of the market, than the latter. One such
situation to be quoted is the recent sub-prime crisis which more or less created a win-
win situation for both bigger and smaller firms with respect to acquiring new projects,
i.e., it created a situation where in the boutique firms could possibly capitalize on the
market conditions to win a project over the bigger ones, primarily because of their
reduced pricing and other cost saving offerings. However, a fact is that, such situations
are real good opportunities for the boutique firms to prove their capability and
credibility but in general most of the companies totter in such situations.
5) Threat of Substitutes impacts new business development:
Threat of substitutes is one other key challenge that smaller and boutique firms face.
Although the penetration rate of new entrants entering the market has been moderate for
now, companies still has a lot of options when it comes to the RFP process for projects.


Apart from the presence of big four consulting firms, there are numerous smaller and
emerging firms in India who are yet to prove their credibility and who offer services at a
reduced price compared to the others. Coupled with the reduced pricing, every new entrant
into this market is coming up with differentiated consulting models and methodologies for
attracting new businesses, and this again acts as a threat to the other firms. Existence of
numerous firms, differentiated offerings, reduced pricing and so on has impacted the
smaller firms in India by hampering the customer loyalty and also by making this market, a
highly price sensitive one.
1.5 CONCLUSION
Although, factors like globalization, off shoring and outsourcing have made India a suitable
destination for various companies, creating vast employment opportunities for the increased
pool of talent, the regional smaller and emerging firms still face a lot of challenges such as
the ones highlighted above. The firms catering to the Indian market alone are on a rough
terrain compared to the bigger established firms who have global roots. This is primarily
because global firms who are eminent and well-known have a better probability of
converting proposals into projects compared to the emerging firms with in India who are yet
to prove their credibility and offerings. However, the growing level of uncertainty in
todays market, increasing competition, consolidation, the scope for various business in
India and so on will drive the growth and is expected to make the Indian consulting
industrys future, a promising one.
1.6 COMPANY PROFILE
HR-One Management Consultants (P) Ltd., Indias first CRISIL Rated HR Company.
Established in 1996, the company has succeeded in changing its strategy to service Clients
globally as India's Premier HR Company with focus on the entire gamut of HR Services
ranging from Recruitments (Talent Search), Flexi Staffing (Flexi talent), Training, HR
Services, Institution Services and Assessment Centre. HR-One has succeeded in changing
its strategy to service Clients globally as one of India's Premier HR Companies with focus
on the entire range of HR Services namely Recruitments (Talent Search), Flexi Staffing
(Flexi talent), Training, HR Consulting Services, Institutions Services and Assessment
Centre. Thus, raising productivity through improved quality, efficiency and cost-
effectiveness, HR-One enables Clients to concentrate on their core-business competencies.


Expertise and leadership propelled HR-One from a small Bangalore operation called Check
and Cash in 1996 to a nationally-connected enterprise within our first Eight years of
business. Aggressively expanding our network is intrinsic to their strategic plans. They have
full service branches operating out of 8 major geographies pan-India. Their expertise banks
on 200-strong team of HR specialists drawn from the various verticals across all major
industries. Consequently, they are opening our doors to more applicants and employers each
year with a broader range of excellent available positions to fill and a healthier base of
candidates to place in those jobs.
From year to year, nearly all of their clients return to us. They are, therefore, building
lasting relationships with high-quality employers. The benefit to job seekers is a confidence
that the employers, with whom we do business, from Fortune 500 to entrepreneurial firms,
are respectable, financially strong and growing. Employers can rely upon the company to
present only solidly qualified candidates for consideration.
1.7 SERVICES
1) TALENT SEARCH
Talent Search, the main line of business of HR-One is into providing Pan-India Permanent
Staffing Solutions. The corporate clients of HR-One can avail of such Recruitment service,
which comes with varied options to suit the client, need ranging from regular Contingency
Search to diversified Search options such as - Senior Search, RPO, Ascent and Retained
Search Services.
With 12 years of existence, the company now provides permanent staffing solutions to
various Industry verticals to cover - IT, ITES (BPO/KPO/LPO), FMCG, Consumer
Durables, Banking/ Financial Services & Securities, Insurance, Retail, Engineering &
Manufacturing, Hotels & Hospitality, Aviation, Pharmaceutical & Healthcare, Realty &
Construction, Infrastructure. And by the day, the growth in economy is driving our business
to include more and more industry verticals to our service bandwidth.
HR-One provides customized Services to clients under the umbrella of TalentSearch, which
comes with a guarantee of cost-effectiveness, time-schedule, quality profiles and
professional service delivery.



SOLUTIONS FOR STAFFING NEEDS
At HR-One they have been building solutions and providing personnel to companies for
over a decade. As a national staffing company they provide their clients with employees
who know their business and job opportunities for outstanding candidates.
Right Professionals = Great Companies
Placing great professionals in the right positions is the key to achieving outstanding
business and career development results. Operating with a network of more than 200,
dedicated staffing specialists in more than 7 offices in 14 Verticals across the India, HR-
One has gained the respect of job seekers and employers alike by matching the right people
with the right employers. And that means great results for all concerned.
Types of Talent Search
Contingent search
Diversity search
Executive search
Large scale staffing projects
Permanent staffing
Retained search
The company stands behind the commitment to provide the most qualified, flexible and
skilled talent in the industry to enhance our client's workforce productivity and Offer
lifetime employment and staffing solutions.
As a CLIENT
HR-One provides a broad array of talented employees working to meet the commercial
staffing needs. The staff members are recruited and selected for their skills, work experience
and commitment to quality; their professionals are industry specialists in the fields they
serve. Their decentralized operating structure means they couple the flexibility of a local
staffing Company with the larger resources of a national organization.



As a CANDIDATE
The candidate can rely on the company for outstanding permanent opportunities and
benefits. At HR-One, they are the first choice of employment for full time staff, based on
our respect and commitment to individuality, fairness, honesty and integrity.
RECRUITMENT PROCESS OUTSOURCING (RPO)
The growth in economy is making organizations to look at ramping-up their workforce. At
the same time competition calls the organizations to focus more on their prime business
functions. By outsourcing the recruitment Process the organizations are able to allow their
human and capital resources to dedicate more time on core competencies and other high
value consultative activities. And for this, HR-One offers tailored and measurable
Recruitment Solution under Recruitment Process Outsourcing (RPO) which generates a
competitive advantage for their clients by allowing a varied set of services ranging from
Talent Pool Generation, Job Board Advertising, Candidate Screening & Response
Management, Vacancy Monitoring, Skill-set Mapping etc., in addition to Candidate
Validating & Referencing, Interview Scheduling & co-ordination and Candidate
Assessment.
To their esteemed clients, RPO gives them the advantage of being Process Driven, Domain
Competence, Scalability, Cost-Effectiveness, Time-Bound delivery, Pan India Operations
and a Single Contact Point.
OVER -VIEW OF RPO SERVICES
RPO covers the entire gamut of recruitment process right from talent generation to post-
offer candidates management to induction logistics. A dedicated HR champion Would
operate On sites or OFF sites and closely collaborate with the client, Understanding the
holistic perspective of the job, including critical intangibles like culture and fitment ,Whilst
working in tandem with the client. Planning and developing a comprehensive recruitment
strategy, the HR Champion will walk clients through the process of establishing recruitment
goals through a specialized approach which covers Vacancy monitoring, Talent & Job
board Advertising ,Talent Scouting, On -Campus & Off Campus Recruitment , Pro active
Data Base Management, Career Prospect Counseling, Skillset Mapping, Candidate
Screening & Validation, Candidates Assessment & Response management, Candidate
Validating & Referencing, CVs processing, Interview Scheduling &Coordination, Post


Offer Candidate Management, Indication Logistics, Branding Initiatives, Talent Supply
Chain Management and Vendor Management.
THE ADVANTAGES OF THE RPO MODEL
Process-driven Hiring System
Time bound deliveries
Scalability features
Improved quality & statistical data
Domain competency of recruiters
Single point of contract
Exclusive Backend team
PanIndia Operation
A Costeffective Recruitment Solution
ASCENT
Like RPO, Ascent is an innovative model of recruitment that provides a very
comprehensive action plan for tracking recruitment requirements within the organization.
Ascent offers multiple specialists to work on variable talent acquisition cost. The HR
specialists sit at the clients office to provide on-site recruitment solutions. They man the
entire logistics from requirement to sourcing, to test processes, to coordinating interviews to
counsel between joining periods and mentoring post joining. The goal is to maximize cost
savings to their clients whilst ensuring high quality services through our vast talent sourcing
model and synergizing world class recruitment methodologies with the competitive
advantages offered by HR-One.
VALUE PAC
India's First Search Services Focused for integrated staffing solutions for Middle
Management and Critical Process Positions. They offer a complete verification service that
will quickly bring to light any discrepancies in a candidate's background. This service
provides with the protection needed in today's business world. The service includes
complete background investigation, employment & education verification, reference check
and criminal court search. In today's world, it is imperative to minimize risk.



The various propositions include:
Background Investigations
Benchmarking
Competency Analysis
Competitive Market Place Analysis
Contingent Search
Criminal Background Screening
Development of Position Descriptions
Diversity Search
Educational Verification
Effective Interview Training
Executive Search
Large Scale Staffing Projects
Medical Screening
Permanent Staffing
Pre-Employment/Testing
Psychological Assessment
Reference Checks
Retained Search
2) FLEXITALENT
To stay ahead in today's business environment Companies depend on highly skilled flexi
and out-sourced staff to keep departments running smoothly and enhance productivity.
Therefore more and more of HR-One clients are now relying on Flexitalent services to
address their manpower need. The service levels range from out-sourcing entry-level to
senior management positions, hiring staffing for Interim requirements to Temp-to-
Permanent Staffing solution.
Operating out of 8 different locations pan-India, Flexitalent has made staff Out-sourcing
more meaningful by providing quality profiles, convenience and cost-effectiveness. HR-
One is now growing to be a market leader in this area of function.



Interim Staff
When the clients organization has a long-term, specific project requiring a higher level of
expertise, FLEXITALENT can custom recruit interim staff that offer organization senior-
level management and executive experience in a wide variety of areas, including executive
management, finance, human resources, and fundraising.
Consultants
Hiring a FLEXITALENT consultant is the most efficient, and often, the most cost-effective
way to obtain the level of expertise clients organization requires. FLEXITALENT clients
have benefited greatly from our experienced consultants in fundraising, grants writing,
human resources, marketing and communications, special events, and finance.
Temp-to-Permanent Flexitalent Temp-to-Perm program, often referred to as an on-the-job-
interview, is the optimum way for organizations to appraise a prospective employee before
deciding to hire permanently. It, also, gives the candidate ample opportunity . to evaluate an
organization before committing to a specific job.
Business Ambassadors Business Ambassadors are basically outsourced professionals who
are deployed at the customers' premises to carry out pre designated tasks. They are deployed
for a range of services, including door to door sales, software skills, a ccounts etc as per the
customer's mandate. It is a very cost effective way of carrying out the tasks at the customer
premises and the contracts can vary between 6 months to 2 yrs depending on projects or
period of deployment. Business Ambassadors is our key strategic staffing solution which
offers the full gamut of Recruit - Retain and Train. It is very convenient to the customer and
they do not have to worry about personnel management issues.
Over a quarter of our clients have successfully hired temps as permanent employees through
our Temp-to-Permanent program.
They provide professionals with work options including temporary, temp-to-hire &
permanent placement positions through our 8 Branch offices. Their employees receive
access to a broad range of benefit options and are never charged a fee for our services.



3) HR-SERVICES
In growing global economy, human resources functions are becoming increasingly complex
and resource-intensive. For an outsourcing solution to help a company cut costs and manage
human resources, a partner is required who understands how to add value to the company.
As a response to this need, HR-One provides HR consulting solutions mainly focusing on
SME companies, which have a need for such services.
HR-One assures its clients to rely on its HR Services ranging from Selection to Separation,
to include Induction procedures, Performance Appraisal, Payroll administration, Grievance
handling, Policy making, Surveys, Brand-building, Administration & Documentation
activities, Exit Interviews etc., HR-One assists any or all stages of such process out-
sourcing and hiring process in a way that is efficient, effective, aligned with business goals
and legally defensible to deliver a competitive edge.
In growing global economy, human resources functions are becoming increasingly complex
and resource-intensive. For an outsourcing solution to help a company cut costs and manage
human resources, a partner is required who understands how to add value to the company.
HR-One can assist with any or all stages of the sourcing and hiring process in a way that is
efficient, effective, aligned with business goals and legally defensible to deliver a
competitive edge
REACH OUT
Reach Out is a unique voice based consumer awareness program that encompasses a
concept to sales model through online customer communication to target customer groups
and sustains customer interest. It works as a cost effective alternate branding tool.
Customers here are not only the businesses but also the candidates.
Test Process Management:
Test Process Management is an end to end Test Process Management Services which helps
major Corporate with large ramp up plans to Administer Test and other necessary Process to
increase their intake of Professionals. Largely administered off campus and sometimes on
campus depending on customer mandate and level of exclusivity.



Induction Procedures
They coordinate for all Induction Procedures for all clients new joinees and these are
handled by their HR Specialists.
Performance Appraisal
They handle 360-degree appraisals for their clients with strict confidentiality and
professionalism.
Salary Administration
In this ever changing taxes and regulations environment. The company helps to isolate the
client from these worries and handled the salary and other disbursements for the clients'
employees.
Grievance Handling
Employee counseling is the most important and is directly proportional to the Employee
Retention. Their well-experienced HR Consultants empathize with individuals to ensure the
quality and the attrition level is kept at minimal.
Statutory requirements
The Admin and Support staffs have experience in the major corporate in handling statutory
requirements. Admin and Support Staff have been weathered by the interactions they have
had after having interactions with the bureaucrats and the local administration, which has
led to a friction less operation with the government departments.
Office Administration & Documentation
They have well-trained and experienced Admin and Support staff, who would implement
the customized systems and procedure for administration and documentation. They could
take a given assignment at a very short notice, do the implementation and maintain from
there on.
Welfare Activities
They organize welfare activities for the clients in tandem with the given Industry's needs.



Retention Policy
They evolve Retention Policy in close collaboration with the client to give the HR Edge for
the Retention of Staff.
Surveys
The company handle Surveys for their clients with specific reference to Competition,
Market, People / Talent, Business Process Reengineering.
Brand Building Through HR
They excise the best customized models for HR Practices, which directly and indirectly
brand build the client's HR.
Exit interviews the company handles Exit Interviews, which close the circle of HR, cycle in
our client end. The Exit Interviews are aimed at feedback, friction less transitions, brand
building and creating an atmosphere to the person leaving to join back the client in the
future.
4) TRAINING
The Training division of HR-One offers Soft-Skills and Need Based Sales Training that will
help a client hiring Training services to cope with the demands of today's competitive
environment. The Training areas generally include Leadership Training, Mentoring and
Attitude Change, Managing Change and Diversity, Stress & Time Management etc.,
Effective Employee Training means increased productivity; increased productivity means
more effective organization. HR-One through its Training services assures its clients of a
good work environment of business-trained professionals who are self-motivated and good
team players who work for the interest of the organization.
Invest in Training clients Company's employees through HR-Ones professional Training
Programs and prepare an efficient set of work-force for greater responsibilities.
5) ASSESSMENT CENTRE
The Assessment centre division of HR-One offers Employee Capability Assessment and
Test Process support.


Acquiring of skill: The process of teaching or learning a skill or job
Soft Skills Need Based Training
Effective employee Need Based Training means increased productivity. Increased
productivity means a more effective organization. Need Based Training Division offers Soft
Skills and Sales Need Based Training that will help the clients company cope with the
demands of today's competitive environment.
HR-One Need Based Training Programs provides the employees with a variety of learning
options, all focused on improving performance in the workplace. HR-one Trainers bring the
latest business techniques and principles into the classroom and On the Field in an
engaging, interactive setting that will motivate the employees to learn and advance on the
job.
We deliver instruction on site at the clients facility or at HR-ones campus, or on the Field
on a flexible schedule. HR-One can customize the course content to meet the client
company-specific needs. And, every employee is awarded a certificate upon completion of
the Need Based Training courses.
Customer Service
Leadership - Rules of Engagement
High Performance Attitude
Mentoring
Customer Service
High Performance Teams
Other Soft Skill Employee Need Based Training Programs
Team leader Need Based Training
Managing change
Diversity/harassment
Problem solving
Project management
Servant leadership
Stress management


Time management
Soft Skills Need Based Training - Invest in Clients Company's Sales Professional
Soft skills Need Based Training programs instruct people on how to interact with each other
in the workplace. Companies work best when people work together smoothly as a team.
While some people may have innate social skills, most of us learn these skills through
practice. Soft skills Need Based Training includes a wide variety of courses and can reach
any Need Based Training audience. Here are just a few possible examples: Some new
employees starting their first job may need to learn acceptable workplace behaviors
Employees who work with customers may need customer service Need Based Training
Trainers may desire to improve their Need Based Training delivery skills Executives may
seek leadership Need Based Training to help them plan their corporate strategy.
Additionally, soft skills Need Based Training programs can also teach workplace fairness
policies, such as those that cover sexual harassment or workplace discrimination.
Prepare People for Greater Responsibility
Some soft skills Need Based Training courses may prepare people to serve in new
workplace roles or assume new responsibilities. When people interact with each other, they
often assume different social roles. Soft skills Need Based Training courses prepare people
to interact in any of the following relational situations:
Peer to peer
Subordinate to supervisor
Supervisor to subordinate
Worker to client/customer
When people practice social skills through skills Need Based Training, they will carry
themselves with professional confidence. Sales Need Based Training to get clients sales
team on target. Experience high performance with in-house and results orientated sales
Need Base Training. Learn how sales Need Based Training can increase clients sales
today. Learn the secret of how top performing sales professionals use the sales skills for
success. Step up to a new level - in today's marketplace being good is not good enough,
being excellent is not enough that's why we train outstanding sales professionals also. Sales
Need Based Training with high impact that brings the results to clients sales team, we at


HR-One we believe that selling is learned through the experience gained by practicing the
art and science of selling, our philosophy is to use actual case studies of clients customers
and to transfer the lessons learned in the classroom to the field where sales are made and
won. With over 30 Need Based Training years of experience of the Team in selling,
telephone sales and sales management. Telesales skills that is bringing about significant
results in Call Centre sales Need Based Training. HR-One Need Based Training will build
sales skills and attitudes in clients sales team that will ensure success
5) INSTITUTION SERVICES
The Institution services group focuses on services for various Educational Institutions to
make students Industry-fit and bridge the Fresher-Industry divide. The services are basically
focused at Tier-1 & Tier-2 B-Schools, Management Institutes & Engineering Colleges
which have stiff competition not only in getting the right pick of students on to their
campuses but getting them placed in the job market. The students expectation vis--vis
their caliber also is becoming a majors factors of concern among the Education Institutes.
The Institution Services Group services the Institutions in reaching new horizons in
Projects, Internship Programs, Final Placements, Placement Training Programs, Faculty
Improvement, Industrial Interactions, Industrial Projects, Student Interpersonal Skills
Improvement, Campus Recruitment Solutions, Brand Building activities and the like.
1.8CLIENTS
Informatio Technology
Honeywell
Philips
Sasken
Satyam
GE
Intelligroup
BAAN Systems
Mphasis BFL
Onmobile
Netkarft
Virtusa
Mindtree
Jubilant Biosys
Vmoksha
TCS
Igate
SAP
Ramco Systems
Infinite
Lucid Software
Sify
SRA System
TNB
International
Wipro Ltd
I-Flex Solutions
Ltd
Aquatech
Systems Pvt Ltd


Mach India Pvt
Ltd
HCL
Technologies
FairIsaac
CG Coreel
Siemens
Meritos
Valtech India
Services
IT Enabled Services
Progeon
Transworks
Immaculate
Interaction
CNI India
Slash Support
Air2web
Cellar Stone
Sutherland
AXA
24/7 Customer
Service
ICICI OneSource
Telecom
Reliance
Airtel
Hutch
Idea Cellular
Tata Tele
Services
Spice Telecom
Banks
HDFC Bank Ltd
Kotak Mahindra
Bank
HSBC
Standard
Chartered
Centurion
ICICI
ING Vysya Bank
Financial
Services
India Bulls
Insurance
Metlife
Kotak Mahindra
Max Newyork
Life
AVIVA
ICICI Prulife
Tata AIG Life
ING Vysya Life
Birla Sunlife
Bajaj Allianz
General
Retail
West Side
Barista Coffee
Fabmall
Food World
Tanshiq
Shopper Stop
Caf Coffee Day
Globus
ITC Life Style
Odyssy
Manufacturing
ABB
Ford India
Volvo
Suzlon Wind
Energy
Finolex Ltd
Thermax Ltd
Dukes
Toyota
Schneider
Electric India Ltd
Escort Ltd
Garments and apparels
Bata India Ltd
Nike (Seirra
International)
Madura Garments
Coats India
Gokuldas Images
Lacoste
Arvind Mills


Consumer Goods -
FMCG
HLL
Britannia
BPL
CavinKare
Coke
Colgate
Dabur India
Eveready
Industries
Fritolays
GE Lightings
General Mills
Godrej
Henkel Spic
ITC
L'oreal
Lotte
Marico
Mattels Toys Ltd
Nestle
Parle
Pepsi
Perfetti
Pidilite
Procter and
Gamble
Wipro Consumer
Care
Wrigleys
United Beverages
McDowell &
Company Ltd
Birla 3M Ltd
Reckitt Benkinser
Ltd
Asian Paints
Consumer Goods -
FMCD
Titan Blow Plast
BPL
Canon
Electrolux
Finolex
LG Electronics
MIRC
Novar
Philps
Samsung
Sony



2. STRUCTURE OF THE ORGANISATION
2.1 ORGANISATIONAL STRUCTURE

2.2 DUTIES AND RESPONSIBILITIES OF DEPARTMENTAL HEAD
Duties and responsibilities of a CEO
To lead, in conjunction with the development of the Companys strategy;
To lead and oversee the implementation of the Companys long and short term plans
in accordance with its strategy
To ensure the Company is appropriately organized and staffed and to have the
authority to hire and terminate staff as necessary to enable it to achieve the approved
strategy
To ensure that expenditures of the Company are within the authorized annual budget
of the Company
To assess the principal risks of the Company and to ensure that these risks are being
monitored and managed
To ensure effective internal controls and management information systems are in
place
To ensure that the Company has appropriate systems to enable it to conduct its
activities both lawfully and ethically
CEO
HR
MANAGER
HR
RECRUITER
HR
EXECUTIVE
BUISNESS
DEVELOPER
BUSINESS
MANAGER


To ensure that the Company maintains high standards of corporate citizenship and
social responsibility wherever it does business u
To communicate effectively with shareholders, employees, Government authorities,
other stakeholders and the public
To keep abreast of all material undertakings and activities of the Company and all
material external factors affecting the Company and to ensure that processes and
systems are in place to ensure that the CEO and management of the Company are
adequately informed
To ensure the integrity of all public disclosure by the Company
To abide by specific internally established control systems and authorities, to lead by
personal example and encourage all employees to conduct their activities in accordance
with all applicable laws and the Companys standards and policies, including its
environmental, safety and health policies.
Duties and responsibilities of BUSINESS DEVELOPER
Business developers are responsible for locating new business opportunities in new markets
and with new companies. They are then responsible for finding ways to exploit these new
markets and bring in revenue. Business developers engage in strategic analysis, marketing,
sales and product development. They are responsible for determining the potential profit
that the company can garner from a given market and must compare this to the costs that the
company might incur.
Business development overlaps heavily with marketing and sales. Therefore, those who
have hands-on experience or educational experience in sales or marketing might be able to
find work as business developers. Many business developers only have a bachelor's degree.
Some businesses that do not have a business developer sometimes have their salespeople
handle business development. They must remain highly informed on what is going on in the
industry that their business is a part of, including what the competitors are doing. The
business developer must then have a sober understanding of what his own company is
capable of and how his own company can measure up to competitors. The business
developer must also be very creative and innovative.



Duties and Responsibilities of ACCOUNT MANAGER
The Accounting Manager is responsible for all areas relating to financial reporting. This
position will be responsible for developing and maintaining accounting principles, practices
and procedures to ensure accurate and timely financial statements. The Accounting
Manager supervises five staff accountants and is responsible for managing the team to
ensure that work is properly allocated and completed in a timely and accurate manner. This
position addresses tight deadlines and a multitude of accounting activities including general
ledger preparation, financial reporting, year end audit preparation and the support of budget
and forecast activities. The Accounting Manager will have contact with senior-level
Attorneys and the firms Executive Director and Controller which requires strong
interpersonal communication skills both written and verbal.
RESPONSIBILITIES & DUTIES
Obtain and maintain a thorough understanding of the financial reporting and general
ledger structure.
Ensure an accurate and timely monthly, quarterly and year end close.
Ensure the timely reporting of all monthly financial information.
Assist the Controller in the daily banking requirements.
Ensure the accurate and timely processing of positive pay transactions.
Ensure the monthly and quarterly Bank Compliance activities are performed in a
timely and accurate manner.
Supports budget and forecasting activities.
Collaborates with the other finance department managers to support overall
department goals and objectives.
Monitors and analyzes department work to develop more efficient procedures and use
of resources while maintaining a high level of accuracy.
Advises staff regarding the handling of non-routine reporting transactions.
Responds to inquiries from the Director of Finance, Controller, and other finance and
firm wide managers regarding financial results, special reporting requests and the like.
Work with the Controller to ensure a clean and timely year end audit.
Supervise the general ledger group to ensure all financial reporting deadlines are met.


Assist in development and implementation of new procedures and features to enhance
the workflow of the department.
Provide training to new and existing staff as needed.
Handle personnel issues relating to staff conflicts, absenteeism, performance issues,
etc.
Work with each direct report to establish goals and objectives for each year and
monitor and advise on the progress to enhance the professional development of staff.
Support Controller with special projects and workflow process improvements.
Duties and responsibilities of HR MANAGER:
A human resources manager, or HR manager, is someone who recruits, interviews and
assists a company's employees. HR managers are actually only in charge of their own
departments, but are extremely valuable nonetheless, as they try to find people who are
good matches for their company's various positions.
Interviewing
HR managers begin the process of finding employees by combing through cover
letters and resumes. Sometimes, supervisors in other departments will perform that
task, but even in those instances they will pass along an applicant's info the HR
manager. Many HR managers will then call a candidate for an interview, perhaps
conducting several as they seek the right fit for their company. During the interview,
HR managers ask general questions to try to get a read on an applicant's personality,
and how the applicant would react in certain situations.
Double-Checking
Following the interview process, an HR manager will call a candidate's references,
and perhaps run a criminal and financial background check. HR managers also tend
to call the candidate's former employers--whether the candidate has the former
employer listed as a reference is typically irrelevant. Assuming all of this clears, the
HR manager and manager of the department that has an opening will confer and
decide on whom to hire.


Making an Offer
Sometime during the interview process, an HR manager will explain to candidates
the history of the company, what the available job entails, how much it pays, and
what type of health care and retirement packages are available. After choosing a
candidate, an HR manager will call the applicant and offer the job. HR managers
need to be prepared for the candidate to request more in the way of wages, then get
back to the candidate and perhaps make a higher offer. Sometimes, HR managers
need to hire candidates who may not be their first choice, simply because some
candidates are willing to take the job for less money.
Other Duties
On top of hiring employees, HR managers typically need to manage their own staffs,
who handle things such as employee training, payroll and the writing and
distributing of employee handbooks. HR managers also arrange severance packages
for those who are fired or laid off.
Duties and responsibilities HR RECRUITER
The HR Recruiter is a key role in the recruitment and staffing process. The recruiter is
fully responsible for the outcomes of the recruitment process in the organization. The key
results areas of the job positions are: timeliness of hiring, quality of delivered candidates
and reasonable costs of the hiring process. Additionally, the HR Recruiter should be
engaged in the company wide projects focused on HR Marketing.
Several levels of the HR Recruiter job position usually exist. The recruiter can be the entry
level job position in Human Resources. The recruiter has the possibility to recognize the
entire organization by meeting managers and helping them hire a new employee. On the
other hand, the recruiter can be extremely skilled and job interviewing can be just a small
proportion of the working time. The rest can be spent on different projects and process
improvements.
Key Responsibilities of HR Recruiter
Reaching the defined targets for hiring of different job families (time, costs, quality)


Full execution of the recruitment process (including job posting, phone interviewing,
job interviewing, regular communication with candidates and managers) including
the recruitment administration
Administers job interviewing schedules for all job vacancies (and keeps promises
done to job applicants)
Manages posting of job vacancies at the best performing recruitment channels
(responsiveness, quality and costs)
Develops pool of internal and external talents
Explores the new recruitment channels and gives recommendations to the
Recruitment Manager
Execution of the recruitment social media communication, ruled by approved
Marketing and HR Marketing principles
Monitors the job market and prepares analyses and summaries of the main job
market movements
Reports the progress on assigned job vacancies on the regular basis, communicates
early warnings and provide the regular feedback about the performance of the
recruitment process
Required Skills
Communication Skills
Interviewing Skills (job interviewing certificate)
Basic Analytical Skills
Attention to Details
Administration Skills



3. FUNCTIONAL DEPARTMENT
Since the company has only 20 employees, the functions of other departments such as
Marketing Department, Purchase Department and System Department is taken care by the
following departments only. This is a consultancy company hence there is no need of a
Production Department.
HUMAN RESOURCE DEPARTMENT
There are 20 employees in the organization including the CEO. There are 10 HR recruiters
and many interns will be working whenever permitted.
CEO
HR MANAGER
BUSINESS DEVELOPER
HR RECRUITERS
ACCOUNTS MANAGER
SECURITY
The HR manager takes in charge of all the HR activities i.e. making awareness of the
policies and regulations followed in the company. The compensation and benefit
function is taken care by the Accounts department. Training provided is an On-the Job
training where the newly recruited candidates will be guided by the HR manager
himself.
Recruitment Process
When I was working there as an intern, there was an internal requirement for an HR
recruiter. The following were the steps that were followed and till few process I was
allowed to perform by myself.
So I was asked to search for ads posted for HR jobs in Quikers.com and selected
only those ads which were 6month fresh and located in Bangalore since we needed
the requirement for the Bangalore branch.


Once the filter is done, I called those candidates and enquired them about their
interest in this job and if the answer is yes then I would ask them to come for an
interview in the next week and fix the time. And this process is known as Sourcing.
Out of 20lead calls made only 10 or 12 will turn up. The reason for this poor turn up
is myriad.
After the candidates arrive they will be asked to wait in the lobby and if the HR
manager himself is free he will conduct the interview otherwise any other senior HR
recruiter conducts the interview.
If the candidate clears that round of interview then he/she will be sent to the CEOs
cabin for the final round of interview.
In the final round if the candidate clears then he/she will be asked to join the work
form the following day.
ACCOUNTs DEPARTMENT
The function of an accounting department is to look after the finances of a company. This
can be anything from paying bills to making sure that the employees that work for the
company.
The main accounting department functions are;
Making payments.
Making sure that the company pays all bills, on time and also at the least cost possible. If
there is a discount for paying quickly, the accounts department will usually pay the bills as
soon as possible so that the company spends as little money as they possibly can. They are
responsible for all outgoing payments and making sure that what they are paying is correct.
Payroll
The accounts department has to ensure that the employees are all paid correctly and on time.
They also have to make sure that all of the employees are paying the right amount of tax
and that they have not made any mistakes with tax brackets and government payments on
behalf of the employees.



Receiving payments.
The accounting department must also receive payments and make sure that these are all
processed correctly. These will all be payments for the services or products the company
has provided and they must ensure that they have paid all relevant tax. There will also be an
element of chasing up payments and making sure that all of the payments are received when
they should be.
Budgets.
They are also responsible for giving budgets and estimates of what they feel the
company should be spending. These may be split by department or function and they
must also predict budget figures for years to come so that the company knows what it
should be spending and more importantly, charging to customers.
The Accounts Department handles the Compensation and benefit function. When I was
working there as an intern, I helped the Accounts assistant manager is maintain the records
at the time of Auditing. They have to make sure the receipt and vouchers support all the
entries made. There should be proof. They file all the transactions to avoid chaos. There are
only two employees in the Accounts department.
BUSINESS DEVELOPING DEPARTMENT
There is only one employee who handles this department. The main functions of that
employee are:
Drive strategic development; spearhead development of marketing and sales.
Develop and retain clientele.
Marketing resorts, which are owned by the CEO.
She has in depth knowledge about the industry and the companys competitors.
Communication skills are excellent.



4. PORTERS FIVE FORCE
1 Threat of New entrants
The barriers to entry are very low. To register an HR consultancy is same as
registering a company; hence the regulations involved are less complicated.
The functions of an HR consultancy also are simple as well as challenging.
As the result, there are many HR consultancies popping up in every nook and
corner.
Result: Relatively weak threat of new entrants

2 Bargaining power of Buyers
Clients are many and companies with the requirement of a well established
position have more bargaining power, whereas companies with low profile
get a low bargaining power.
Since there are many HR consultancies in the market, this company tries and
retains its loyal customers and attracts new clients.
Result: the bargaining power of the buyers is strong.

3 Bargaining power of suppliers
Job portals are the main suppliers of the company. The company pays a
certain amount to these job portals to maintain an account in their portals
which acts as a main source of potential candidates.
These job portals like Naukri.com, Monster.com are very famous job portals
where many potential candidates upload their resumes.
Due to recession many individuals upload their resumes in these job portals
and await for a response from various consultancies and companies, hence
the bargaining power of suppliers are very strong.
Result: the bargaining power of suppliers is very strong

4 Threat of substitute products and services
Substitutes for this company are the companies who recruit directly and
Employment agencies.


Some of these employment agencies charge the candidates once they are
recruited which this company does not follow. HR-One charges the
companies and not the candidates.
Result: threat of substitutes is low.
5 Rivalry among existing competitors
Due to low barriers for entry in this industry, there are many
consultancies cropping up in every nook and corner which increases
the threat of new entrants.
There are many other HR consultancies which are well reputed in the
market which have better network than HR-One.
In the current economic crisis, there is minimal profitability and only companies
with large cash reserves and excellent networking are likely to survive.



6. SWOT ANALYSIS
SWOT is an acronym for Strengths, Weaknesses, Opportunities and Threats. It is a
popular analysis technique used in planning, problem-solving and decision-making
across an assortment of business functions and activities.
Strengths:
They are able to respond very quickly as they have no red tape, no need for higher
management approval, etc.
They are able to give really good customer care, as the current small amount of work
means they have plenty of time to devote to customers
Their lead consultant has strong reputation within the market
Weaknesses:
HR-One Company has no market presence or reputation
The company is vulnerable to vital staff being sick, leaving, etc.
Opportunities:
Their business sector is expanding, with many future opportunities for success
Their local council wants to encourage local businesses with work where possible
i.e. encourage work from home.
Threats:
The growing competition in this industry poses as a major threat to the company.
Finding potential candidates to fill in clients requirement is tough these days.



7. EXPERIENCE REVIEW
Mr. Henry, HR manager of the company was in charge of all the interns in the company. He
only assigns work to the interns and interns are answerable to him.
As an intern 1
st
day I was asked to get well versed with the policies of the company.
Know its functions, their associations and its history.
After going through the information about the company. I was given a clients
requirement. I was asked to screen resumes in Monster.com and report the potential
candidates to the manager.
I was given the username and password to access into their Monster.com account
through which I was asked to screen many resumes in accordance to the clients
requirements, which is the 1
st
work performed by an HR recruiter.
I worked on excel sheet and created a database of job ads published in Ascent, a
supplement of Times of India.
As the next step, there was an internal requirement of an HR recruiter in the
company hence I was asked to select potential candidates in Quikr.com and make
cold calls and enquire about their interest in the job and if they are then I enquired
further about their professional background and fix an interview for those
candidates.

Since I worked as an intern and was allowed to share a part of their work,
there are no findings and suggestions for this company.



7. CONCLUSION
HR-One Management consultant has provided me a great platform to learn about all the
activities that take place in a HR consultancy. The HR manger in this company has helped
me a lot, with patience taught me how to work and trusted me and assigned work. End to
End work of an HR recruiter was taught to me and was allowed to do most of the work
except interviewing the candidates.
This internship program has given me a great insight into the corporate world and helped
me understand many theoretical topics learnt in HR. It was a great experience and very
helpful.



BIBILIOGRAPHY
Websites:
http://hr-one.in/
http://softskillsinstitution.com/article.doc.pdf
http://www.slideshare.net/Consultgenie/consulting-industry-in-india-
problems-solutions-opportunities-1748225

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ORGANZATION STUDY HR-ONE CONSULTANT

DAYANANDA SAGAR COLLEGE OF ENGINEERING 1

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