Professional Documents
Culture Documents
Periyar University
A DISSERTATION REPORT ON
At
By
Karthick S
(Reg No 05DBIA1049)
CERTIFICATE
(GG Pai)
CERTIFICATE
Bangalore
Submitted in Partial Fulfillment of the
Requirement for the Award of the Degree of
Master of Business Administration, Is a
bonafide work carried out by
Karthick S
Reg No 05DBIA1047
Under my supervision and guidance and that no part of this report has been submitted for the award of any other Degree and the work
has not been published in any scientific or popular magazines.
Mr.Giri
STUDENT DECLARATION
Undertaken at
Place: Bangalore
Date: Karthick S
CERTIFICATE
Bangalore Signature
Date:
ACKNOWLEDGEMENT
TABLE OF CONTENTS
Introduction to HRM
Evolution of HRM
Nature of Human
Resource
Prospects Management Employee hiring
of HRM
Employee and
Human Resource executive
Industrial
Management Remuneration
Relations
Scope of HRM
The following steps must form the basis of any training activity:
• Determine the training needs and objectives.
• Translate them into programs that meet the needs of the
selected trainees.
• Evaluate the results.
There are few generalizations about training that can help the
practitioner. Training should be seen as a long term investment in
human resources using the equation given below:
Performance = ability (x) motivation
Training can have an impact on both these factors. It can heighten the
skills and abilities of the employees and their motivation by increasing
their sense of commitment and encouraging them to develop and use
new skills. It is a powerful tool that can have a major impact on both
employee productivity and morale, if properly used.
Introduction
Recruitment
Contents
1 Introduction
2 Objectives
3 Scope
4 Principles
4.1 Awareness and training
4.2 Conflict of Interest
4.3 Identifying vacancies
4.4 Authorisation of positions
4.5 Advertisement
4.6 Selection processes
4.7 Feedback
4.8 Confidentiality
4.9 Offers of employment
4.10 Retention of Records
5 Responsibilities
6 Review
7 Associated Policies and Procedures
8 Definitions
1 Introduction
1.1 The School of Oriental and African Studies (the School) is committed to equality o
opportunity in recruitment, selection, promotion and all other areas of
employment.
1.2 This Policy is underpinned by Procedures and Good Practice Guidelines which
form the basis for its implementation.
1.3 This Policy and associated Procedures aim to attract high calibre staff to the
School by ensuring that recruitment and selection processes are effective,
systematic, equitable and promote equality of opportunity.
. . . Back to Top
2 Objectives
2.1 To ensure that recruitment and selection exercises meet the School's operationa
and strategic requirements.
2.2 To ensure that all appointments are made on the basis of suitability for the positio
by assessment of evidence against the selection criteria for the post.
Hiring officials are required to complete and sign an Equal Opportunity Compliance
(EOC) Form prior
to making a job offer, and for change in status involving promotions and transfers. This
document is
reviewed by the Office of Human Resources for compliance to ensure fair hiring and
selection processes
and good faith efforts are being made in recruitment.
YEAR-END EEO
A year-end EEO report shall be compiled by the Office of Human Resources. Included in
the summary
are applicant activity data, referral information, new hires, promotion, transfer,
reclassification, and
separation information by race and gender.
All reports and documentation required in recruitment, hiring and selection processes,
promotions,
transfers, reclassifications, and separations will be maintained in accordance with
U. T. System Administration's records retention plan.
EXIT INTERVIEW QUESTIONNAIRE
This document is administered to separating employees by the Office of Human
Resources. Exit
interviews provide the opportunity to address concerns that may exist in the areas of
equal opportunity,
fair treatment, and/or employee retention within U. T. System Administration.
Page 12
Design and Implementation
of Internal Audit and Reporting Systems
It is the responsibility of the Office of Human Resources to implement and monitor an
auditing and
reporting system that provides for the following:
1. Maintain accurate up-to-date records on all referrals, applicants, hires, promotions,
transfers, and
separations by race and gender to be certain that all employees are treated on a fair and
equitable
basis.
a. Data on applicants who apply for vacancies is collected through the administration of
the
voluntary Applicant Data Flow form. This voluntary form captures the applicant's race,
gender,
veteran status and date of birth. An analysis by such factors is conducted in order to
evaluate
the effectiveness of current recruiting efforts. All information voluntarily provided is kept
confidential.
b. Annual analysis by race and gender within each department for each EEO-6 category
is
Company Profile:
At PCS, we energetically strive to deliver the best employment options for great
companies and the associates we place within them. We serve best and respected
companies by sending them the highest-quality individuals for temporary, temp-to-hire
and full-time positions.
Companies make Pragathi their first choice for full-time, direct hire, temp-to-hire and
temporary employment agencies because we're at the forefront of the ever-changing
staffing industry. We meet our clients' needs - precisely, quickly and cost-effectively -
with the finest talent.
Young and very experienced - that's probably the best way to describe us !
Pragathi helps companies in searching, selecting and managing the ever-valuable human
assets. Formed in 2005, PCS enjoys an enviable reputation for delivering
efficient, effective and professional solutions to meet our IT and ITES clients’
Clients:
HR Team:
PCS also had on Excellent HR and Development team of 50+ man power Strength across
the world.
About HR Team:
Well Trained Staff of Four Professionals, and 2 of Business unit HR Professional, and
anather Two for Training and HR operations.
Manager-
TTTechnical
Finance HR & Admin Quality Resource
HR Organization Chart
Corporate Manager- HR
VP- Operations
Intigrated QC
Grade Structure
The grade structure is subject to change depending on the changes in the policy
A Trainee Trainee/Management
Trainee
B Engineer/Developer/Designer/Analyst/Writers/Editors.. Executive/System
Administrator/Assoc
iate
D Team Leader -
I Managing Director
Experience Level :
A 0-1
B >1- 3
C >3-5
D >5-7
E >7-10
Statement of Problem:
Field of study:
This project work was carried out at Saptha Business Solution Pvt.
Ltd., Bangalore.
Research samples:
IT industry plays a very important role in the economy. The sample
was therefore chosen as it portrays the needs of the researchers.
Research provides an insight into any study top basically evaluate and
judge the data or to find the solution to any given problem a simple is
representative of a group or population that identifies itself as part of it. The
sample chosen for this report is Saptha Business Solution Pvt. Ltd.,
Bangalore.
Data Collection:
The data collected contains primary data and secondary data. The
primary data has been collected mainly by interviewing and also observation
and audit. Secondary data has been obtained from published journals,
company broachers, books, internet, etc.
Data analysis
100
80
60
FEMALE
40
MALE
20
0
NUMBER OF
RESPONDENT
60
50
40
30 PERCENTAGE
20 NUMBER OF
10
0
POLICIES NO
50
40
30 NO
20 YES
10
0
1 2
60
50
40
30 Series2
20 Series1
10
0
EXCELLENT AVERAGE
30
20
Series2
10 Series1
0
MONETARY NON BOTH
MONETARY
50
40
30 NO
20 YES
10
0
1 2
60
50
40
30 Series2
20 Series1
10
0
YES NO TOTAL
120
100
80 No. of
Respondents
60
Percentage
40
20
0
Yes No Total
Feed Back:
120
100 No. of
80 Respondents
60
40 Percentage
20
0
d
l
or
y
nt
ta
oo
or
Po
lle
To
ct
G
ce
fa
Ex
tis
Sa
Feed Back:
120
100
No. of
80
Respondents
60
Percentage
40
20
0
Yes No Cant Total
Tell
Feed Back:
4. Are you happy with the salary what you offered from the company?
Recruitment No. of Respondents Percentage
Yes 24 32
No 51 68
Total 75 100
120
100
80 No. of
Respondents
60
Percentage
40
20
0
Yes No Total
Feed Back:
120
100
No. of
80
Respondents
60
Percentage
40
20
0
Yes No Cant Total
Tell
Feed Back:
120
100 No. of
80 Respondents
60
40 Percentage
20
0
et
s
l
s
ta
er
nd
er
rn
To
ap
th
ie
te
O
Fr
In
P
ws
Ne
Feed Back:
120
100
No. of
80
Respondents
60
Percentage
40
20
0
Yes No Not Total
Replied
Feed Back:
120
100
No. of
80
Respondents
60
Percentage
40
20
0
Yes No Not Total
Replied
Feed Back:
120
100
80
60
40 No. of
20 Respondents
0
Percentage
Verification
Third Party
Others
Employment
Bureau
Feed Back:
120
100
80
60
40 No. of
20 Respondents
0
Percentage
Total
Both
Recruitment
Recruitment
External
Internal
Feed Back:
11.Did you fully know about the company policies before joined in this
company?
Recruitment No. of Respondents Percentage
Yes 10 13.3
No 65 86.7
Total 75 100
120
100
80 No. of
Respondents
60
Percentage
40
20
0
Yes No Total
Feed Back:
12. Did you under gone any Written Test during Recruitment?
Recruitment No. of Respondents Percentage
Yes 75 100
No 0 --
Total 75 100
120
100
80 No. of
Respondents
60
Percentage
40
20
0
Yes No Total
Feed Back:
13. How do you think about Recruitment and selection procedure in your
company?
Recruitment No. of Respondents Percentage
Satisfactory 70 93.3
Unsatisfactory 5 6.7
Total 75 100
120
100
80
60
40 No. of
20 Respondents
0
Percentage
l
y
ta
or
or
To
ct
ct
fa
fa
t is
t is
Sa
sa
Un
Feed Back:
Questionnaires
4) Are you happy with the salary what you offered from the company?
a) Yes
b) No
of interview?
a) Yes
b) No
a) Employment Bureau
b) News Paper ads
c) Direct Recruitment
d) Placement agency
e) Others
11) Did you fully know about the company policies before joined in this
company?
a) Yes
b) No
12) Did you under gone any Written Test during recruitment?
a) Yes
b) No
13) How do you think about Recruitment and selection procedure in your
company?
Suggestions
Bibliography
Primary Source
1. Principles of Management
- By R.N.Gupta.
2. Business Management
By Reddy and Appanaiah
Secondary source
4. www.Google.com
5. www.KarnatakaHRGroup.com
6. www.HRCommunity.com
7. www.HRIndia.com
8. Mr.BV Raghunath – (HRD Professional)