Professional Documents
Culture Documents
NCS
Submitted By
Name: GAGAN BHASKAR
Class: BBA(GEN)-V SEM
Enrollment No.: 07214701712
Batch: 2012-2015
External/Industry Guide
Internal Guide
Designation: HR Managar
ACKNOWLEDGEMENT
Apart from the efforts of me, the success of this project depends largely on the
encouragement and guidelines of many others. I take this opportunity to express my
gratitude to the people who have been instrumental in the successful completion of
this project.
I would like to show my greatest appreciation to Mahtab Alam Sir and Anil Kumar
Sir. I cant say thank you enough for their tremendous support and help. I feel
motivated and encouraged every time I attend their meeting. Without their
encouragement and guidance this project would not have materialized.
The guidance and support received from my family and all the friends including Neha
Tyagi, and others, who contributed to this project, was vital for the success of the
project. I am grateful for their constant support and help.
Last but not the least; I would like to thank my seniors at Super Consultancy- Hema
Mam, Neha Mam, Shalini Mam, Mohini Mam and Manini Mam for their constant
guidance and support. They motivated me to perform well and helped me to
understand my roles and responsibilities. I feel grateful to them for being my mentor.
CERTIFICATE
Project Guide
Ms. Sumedha Dutta
DECLARATION
Gagan Bhaskar
BBA(Gen)-V Sem
07214701712
INDEX
Acknowledgement
Certificate(Industry)
Certificate(Internal)
Declaration
Executive summary
CONTENTS
1. Overview of the Industry
2. Organization Profile
3.
History
List of clients
SWOT analysis
Research Methodology
Sources of Data
4. At Super Consultancy
5.
Performance Appraisal
6.
7.
8.
9.
Findings
9.
10. Bibliography
11. Annexure
EXECUTIVE SUMMARY
INDUSTRY PROFILE
HR Consultancy is a form of Recruitment process outsourcing (RPO) where an
employer outsources or transfers all or part of its recruitment activities to an external
service provider. The Recruitment Process Outsourcing Association defines RPO as
follows: "when a provider acts as a company's internal recruitment function for a
portion or all of its jobs. RPO providers manage the entire recruiting/hiring process
from job profiling through the on boarding of the new hire, including staff,
technology, and method and reporting. A properly managed RPO will improve a
company's time to hire, increase the quality of the candidate pool, provide verifiable
metrics, reduce cost and improve governmental compliance.
Earlier fast-growing high tech companies were hard-pressed to locate and hire the
technical specialists they required, and so had little choice but to pay large fees to
highly specialized recruiters in order to staff their projects. Over time, companies
began to examine how they might reduce the growing expenses of recruitment fees
while still hiring hard-to-find technical specialists. Toward this end, companies began
to examine the various steps in the recruiting process with an eye toward giving
contract to consultancies for only those portions that they had the greatest difficulty
with and that added the greatest value to them. This "search/research" function, as it
was called, generated names of competitors' employees for a company and served to
augment the pool of potential candidates from which that company could hire.
Over time, HR Consultancies gained favor among Human Resource management: not
only did Consultancy reduce overhead costs from their budgets but it also helped
improve the company's competitive advantage in the labor market. As labor markets
became more and more competitive, Consultancy became more of an acceptable
option.
Benefits of HR Consultancy include reduced recruiter costs, no infrastructure costs,
improved productivity, reduced recruiter costs, reduced time to hire.
ORGANIZATION PROFILE
NAYSA CONSULTANCY PVT. LTD.
BELIVE IN THE BEST
Naysa is the brainchild of a group of experienced professionals who have come
together to set up a dynamic platform to meet the technical and non-technical
requirements of the manufacturing industry.
Since our foundation in 1996 based in Delhi, we have established ourselves as a
highly professional recruiting organization
We offer a bouquet of staffing possibilities permanent, long term and temporary. The
only evident class different in these categories is only the duration of employment not
the quality of employment and certainly not the impeccability of the employers.
We go into every assignment with a sense of partnership with our clients sharing our
responsibility in bringing on board the right and the efficient candidate.
Our Value Differentiators
We have prove to be more successful in placing
Design Manager, Production Manager, Process Manager, Finance Manager.
Preferred vendors among most of the clienteles.
Our strength lies in deep understanding of our clients industries, our head
hunting skills and our wide network of contacts coupled with our ethical
standards.
We go into every assignment with a sense of partnership with our clients
sharing our responsibility in bringing on board the right and the efficient
candidate
Contact us:
Delhi
Corporate Office.
Naysa Consultancy (P) Ltd.
84,Defence Enclave, Opp. Preet Vihar Petrol Pump,
Vikas Marg Delhi-110092.
Phone No.: +91-011-22015386,
Mobile : 9582611876
Telefax: +91-011-22040374
Branch Office:
Naysa Consultancy (P) Ltd.
H-28,First Floor
Vikas Marg, Laxmi Nagar, Delhi-110092.
Phone No.: +91-011-22456827
Telefax: +91-011-22040374.
Email: superr@bol.net.in
Job Seekers: resume@naysaconsultancy.com
Clienteles: super@naysaconsultancy.com
Office Timings
Monday to Saturday: 9.30am to 6.30 pm
For any further queries you are free to contact on the following
Email: super@naysaconsultancy.com
Website: www.naysaconsultancy.com
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ORGANIZATION HISTORY
Founded and established in 1995 in Delhi with an aim to grow with the business
provider companies by providing personnels high level of unmatched caliber and
intelligence. In business People are the greatest asset. Behind every great vision, great
brand and great service are the numerous individuals who deliver on the promise.
Head hunters are dedicated to providing the human resources support that helps
businesses achieve their vision.
We offer our clients cutting edge expertise, in-depth industry knowledge and modern
technology for the placement processes thus leaving you free to focus on managing
your core business.
The visionaries of this company are expert in their respective field of engineering and
have joined hands to serve quality and are committed to clients.
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EXPERTISE BY INDUSTRY
Super Pioneer Personnel Network team is privileged to have industry connoisseurs as
a part of its progressive endeavors. With in-depth industry knowledge and hailing
from various backgrounds; the experts target the most competitive and appropriate
applicants; who meet all the specified requirements of client's.
The industry specialists, practically understand the particular requirement of an
industry, and also keep in pace with the changing trends. This helps in giving a
competitive edge to clients so that they can transform their organization in accordance
to the changing needs of the corporate world.
Super Pioneer Personnel Network industry wizards stand out across the industry,
Industry verticals
1. Pharmaceutical & Healthcare Services
2. Power & Energy
3. Automobile
4. Manufacturing
Functional Verticals
1. CEO and Board Services
2. Finance and Accounting
3. Manufacturing
4. Sales and Marketing
5. Human Resource Management
6. Supply Chain Management
7. Legal and Corporate Affairs
Our experienced professionals have provided effective solutions at all industry levels,
ranging from top management to entry level positions. Immense and focused
industrial knowledge is also characterized by minimum turn-around-time, which
means your needs are dealt on a priority basis and requirements are met well in
advance or within the set deadlines.
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EXPERTISE BY SPECIALIZATION
Naysa Consultancys Network represents perfection in its functional specialization.
While industry-specific experts suggest the most relevant solutions, their further
specialization at individual functional level assures the implementation of the best
solution as per each function.
This functional level focused approach not only proves cost-effective for clients but
also helps them to initiate internal changes within the organization; in a smooth
manner.
The core-level functional specialists present sound solutions, which are bound to
succeed. The intellectuals know the challenges faced by each function, and so their
efforts are solely targeted at providing you with passionate, skilled and qualified
candidates carrying functional experience in abundance. Super Pioneer Personnel
Network proposes ground-breaking and original solutions, which support your
organizational goals and always keep you on the apex of success.
The root-level precision has constantly won praise from clients. Over the years, it has
earned the repute of functional-specialists across the industry.
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We have been rendering services to different MNCs since their project stage to till
date. Quite a span of last few years we have been arranging interviews for various
Companies like LG Electronics, Timex , Delphi, Satyam Auto , Dabur etc. in our own
organization.
We focus on finding the best fit to meet our customers requirements for both
technical and non-technical posts. However we are specialized in technical placement
viz Engineers, Diploma Holders, ITIs production staff etc. The terms and conditions
under which we renders our services are given as under: -
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:
:
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LIST OF CLIENTS
NOIDA
1. L. G. Electronics India Ltd.
2. Delphi Automotive Systems Ltd
3. Denso India Ltd.
4. Graziano Transmision India Pvt. Ltd.
5. Schefnacker Motherson Limited
6. Motherson Sumi System Limited
7. Motherson Sumi Systems HAG Tooling Ltd.
8. Motherson Auto Component Engg. Limited
9. MATE
10. Sumi Tomo Electric
11. Samsung India Electronics Ltd.
12. BPL Limited
13. Onida
14. Timex Watches Limited
15. New Holland Tractors India Ltd.
16. Minda Huf Ltd.
17. Flex Industries Limited
18. Alstom India Limited
19. Hongo India Ltd.
20. Moriroku UT India Pvt. Ltd.
GURGOAN/ REWARI
1. Maruti Udyog Ltd.
2. Suzuki Metals Ltd. (Group of Maruti)
3. Honda Scooter & Motorcycle Ltd.
4. Honeywell International Ltd.
5. Delphi Automotive System Limited
6. Denso Haryana India Pvt Ltd
7. Munjal Auto Components (Hero Honda Group)
8. Climate System India Ltd.
9. Musashi Autoparts India Pvt. Ltd.
10. Satyam Auto Components Ltd.
11. Minda Rika Ltd.
12. Sona Okegawa Ltd.
13. Sona Koyo Steerings Ltd.
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FARIDABAD
1. VA Tech Escher Wyss Flovel Ltd.
2. Sanden Vikas India Ltd.
3. Tecumseh India Products Ltd.
DELHI
1.
2.
3.
4.
5.
6.
SAHIBABAD / GHAZIABAD
1.
2.
3.
4.
5.
6.
7.
8.
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SWOT ANALYSIS
STRENGTHS
1. The consultancy is operating since 1995, that's why, by now it has emerged in
the field and has acquired a brand name.
2. The consultancy specializes in automotive industry and has tie up with big
clients that shows the consultancy's good record.
WEAKNESSES
1. Employee turnover is high which results in additional cost for the
organization.
2. Link between the Top Level and the Lower Level is through Middle Level.
Middle Level is often handed many responsibilities and work, thereby leading
to overburden. Middle Level works for Top level and works with Lower level.
3. No adequate training provided to consultants.
4. Overemphasis on target achievement. That is, Quantity is more than Quality.
5. Job Portals used are only Monster and Naukri. This leads to over-logging on
Naukri that has to be reset every few minutes, thereby wasting time and also
less rsum's found. Many candidates complain of getting a call 3-4 times
from the same consultancy.
OPPORTUNITIES
1. The consultancy has good market reputation, therefore, it should deal with
different sectors and expand its business.
2. Recruiters should be taught Client Management and Client Building that can
help in acquiring untapped portions in the field.
THREATS
1. Emerging consultancies are a big threat and are giving massive competition.
2. The market is ruled by big consultancies and slowly, the small ones are
making there mark.
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RESEARCH METHODOLOGY
The project consists of information from two sources- Primary and Secondary
sources. Primary Source includes the work done by me in the consultancy. It is the
research that I carried on to understand the roles and responsibilities of a recruiter.
In various sections of Recruitment Process, I have added a sample of my work done
there to give examples while explaining the process.
In Secondary source, there is a lot of use of internet and books. I have referred various
sites and books in order to make my project more presentable and accurate. The
names of these books and websites have been included in the Bibliography section.
19
20
Posts to be filled
Number of persons
Duties to be performed
Qualifications required
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1.
2.
3.
4.
5.
6.
7.
Identify vacancy
Prepare job description and person specification
Advertising the vacancy
Managing the response
Short-listing
Arrange interviews
Conducting interview and decision making( by Clients)
The recruitment process is immediately followed by the selection process i.e. the
final interviews and the decision making, conveying the decision and the appointment
formalities.
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SOURCES OF DATA
Naysa Consultancy
DATA COLLECTION
The data has been collected from various sources. This is
secondary data which has been collected from various sources.
Such as:
Newspapers.
Websites
Annual reports
Advertisements etc.
Magazines.
The data, collected from these sources, has been used in the
preparation of project report.
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AT NAYSA CONSULTANCY
WORKING IN HR CONSULTANCY
Human resource consulting is an industry that has emerged from management
consulting, as clients' needs have become more complex and specialized, widening
the gap between HR needs and work force capabilities, and thus accentuating the
ability of HR management consulting firms to fill this gap.[2] While the multi-faceted
nature of business sometimes causes overlap in consulting industries (i.e., with
regards to human resources, general management, and information technology), the
following are core fields around which most HR consultancies are based:
Services may also include legal counseling, global initiatives, investments consulting,
and the implementation of HR technologies to facilitate human capital management.
The HR consulting industry also employs more actuaries than any other in order to
assist in their services.
At NAYSA CONSULTANCY, the core job of human resource executives is to screen
rsum's according to the company's demands, call candidates that fit into their
criteria, and apply for interview from their side. Then, coordinate date and timings
with the candidates and check the turn over.
Client building is the recent phenomenon that has emerged at the middle level.
Earlier, it was only confined as the duties of the top level management.
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25
26
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Recruitment
1. Job Description,
2. Identify the Competencies required,
3. Identify the source for hiring,
4. Interview of the candidate,
5.Coordinate the interview with the respective department and
6. If selected, complete the documentation .
Operations 1. Joining formalities.
2. Handling Employee Database
3. Leaves and Attendance Management
4. Handling the payroll
5. Managing advance Salary, Ad Hoc Bonuses, Loans
6. Confirmations, Performance Appraisals, Performance Management
8. Exit-Interviews
9. Full and Final Settlement
Key Responsibility
SOURCING
Sourcing of quality candidates through various channels like portals, reference etc
SCREENING
Telephonic interaction to assess the profile and interest of the candidates and to
shortlist the right candidates by mapping the same with the specification given by
client.
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Job Profile:
Recruitment and Sourcing.
Posting the JDs into job portals
Study the job description thoroughly and understand it properly.
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30
Contact person :
31
Regards,
Aditya Chauhan (Exe.HR)
AG INDUSTRIES
AUTOFIT PVT. LTD.
BAJAJ MOTORS LTD
DENSO
HEMA ENGG.
HITECH GEARS
JAY BHARAT MARUTI LTD.
KRISHNA MARUTI LTD.
LIFE LONG INDIA LTD.
MARK EXHAUST SYSTEM LTD.
MUNJAL SHOWA
NAPPINO AUTO & ELECTRICAL
OMAXE FUSIONS LTD.
OMAX AUTO
RICCO AUTO
VARROC ENGG
UNITECH MACHINES LTD.
PHEONIX
SUBROS LTD.
SHARDA MOTORS
SATYAM AUTO COMPONENTS
ENDURANCE
SANDHAR LOCKING DEVICES
BHARAT SEATS
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Preferred Companies
ANAND GROUP
DELPHI
GOOD YEAR
HAVELLS
HONEYWELL
CAPARO MARUTI
LUMAX
MOSER BAER
MOTHERSON GROUP
PRICOL
SONA STEERING
TECUMSEH
JAY-USHIN
BHARAT GEARS
ROOTS
SHRIRAM PISTONS AND RINGS LTD.
SIEMENS
GOOD YEAR
SUNDARAM BRAKE LININGS LTD.
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7. Date of Birth
Regards,
Arushi (9311258027)
Naysa Consultancy (P) Ltd
(A Division of Naysa Consultancy Services)
84, Defence Enclave, Vikas Marg, Delhi-110092
Email : super24@naysaconsultancy.com
35
Given below are the questions which were asked from the candidate and sent to
the companies
Name:
Date of Birth:
Current CTC:
Expected CTC:
Experience:
Qualification:
Current Company
Previous Company:
Current Designation:
Location Preference:
Passport:
Appeared in interview for the this company before(If yes, when?):
How many companies have you worked in before:
Notice Period:
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37
Phone- +91-9810630886
E-mail- manjeetrawat2008@gmail.com
OBJECTIVE
WORK
EXPERIENCE
Job Profile
Material receiving and verification of material as per bill & as per
Purchase Order & storage of material as per location.
Labor & Machinery arrange for Loading/Unloading of Material.
Material receipt note, Returnable Gate pass, and Non Returnable Gate pass.
Maintain stock ledger and issue material as per site requirement.
Coordinate with purchase department for shortage of material.
Materials send for Job Work and Job work reconciliation.
Purchase bill forward to A/c dept.
Rejected material send back to relevant Supplier.
Material dispatch through courier & Transport.
Coordinate with CHA & freight forwarder for import shipment.
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PROFESSIONA
L
PERSONAL
DETAIL
Fathers name
Mothers name
Date of birth
Marital status
Nationality
Language
Hobbies
and listening music.
Smt.Guddi devi
04/june/1985
Unmarried
Indian
Hindi/English
Playing cricket, reading books,
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Dear Candidate,
Greetings from the team Naysa !!!!!!!!!!!!!!!!!!!!!!!!!!!!
Following is the interview schedule for the profile of Production for Motherson:
DATE
Day
Wednesday
TIMINGS
9:30 am ( SHARP)
ADDRESS
CONCERNED PERSON
Ms. Rashi
Ph.No.0120-476305
Things to be carried at the time of Interview:
One Copy of CV
2 Passport size Photographs.
Copy of Credentials
Copy of Salary slip
Copy of Interview Schedule
Best Regards,
Gagan Bhaskar (09555860654)
Super24@superconsultancy.com
Super Pioneer Personnel Network (P) Ltd
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SALARY SLIP OF SUBRAT BARALCANDIDATE WAS SENT FOR DENSO COMPANY FOR THE PROFILE OF STORE.
HE WAS SELECTED AND HIS SALARY SLIP WAS ASKED TO CONFIRM THE
APPOINTMENT.
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I arranged my work Company wise, date wise and department wise. In each folder are
the resume's that I had sent in the company. There was another folder in them that
contain the formatted CVs that were formatted according to the company's
requirements and consultancy's ways.
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PERFORMANCE APPRAISAL
A performance appraisal, employee appraisal, performance review, or (career)
development discussion is a method by which the job performance of an employee is
evaluated (generally in terms of quality, quantity, cost, and time) typically by the
corresponding manager or supervisor. A performance appraisal is a part of guiding
and managing career development. It is the process of obtaining, analyzing, and
recording information about the relative worth of an employee to the organization.
Performance appraisal is an analysis of an employee's recent successes and failures,
personal strengths and weaknesses, and suitability for promotion or further training. It
is also the judgement of an employee's performance in a job based on considerations
other than productivity alone.
Aims
Generally, the aims of a performance appraisal are to:
Methods
A common approach to assessing performance is to use a numerical or scalar rating
system whereby managers are asked to score an individual against a number of
objectives/attributes. In some companies, employees receive assessments from their
manager, peers, subordinates, and customers, while also performing a self assessment.
This is known as a 360-degree appraisal and forms good communication patterns.
The most popular methods used in the performance appraisal process include the
following:
Management by objectives
360-degree appraisal
Behavioral observation scale
Behaviorally anchored rating scales
Trait-based systems, which rely on factors such as integrity and conscientiousness, are
also commonly used by businesses. The scientific literature on the subject provides
44
evidence that assessing employees on factors such as these should be avoided. The
reasons for this are twofold:
1) Because trait-based systems are by definition based on personality traits, they make
it difficult for a manager to provide feedback that can cause positive change in
employee performance. This is caused by the fact that personality dimensions are for
the most part static, and while an employee can change a specific behavior they
cannot change their personality. For example, a person who lacks integrity may stop
lying to a manager because they have been caught, but they still have low integrity
and are likely to lie again when the threat of being caught is gone.
2) Trait-based systems, because they are vague, are more easily influenced by office
politics, causing them to be less reliable as a source of information on an employee's
true performance. The vagueness of these instruments allows managers to fill them
out based on who they want to/feel should get a raise, rather than basing scores on
specific behaviors employees should/should not be engaging in. These systems are
also more likely to leave a company open to discrimination claims because a manager
can make biased decisions without having to back them up with specific behavioral
information.
PROCESS
1. ESTABLISHING PERFORMANCE STANDARDS
The first step in the process of performance appraisal is the setting up of the
standards which will be used to as the base to compare the actual performance
of the employees. This step requires setting the criteria to judge the
performance of the employees as successful or unsuccessful and the degrees of
their contribution to the organizational goals and objectives. The standards set
should be clear, easily understandable and in measurable terms. In case the
performance of the employee cannot be measured, great care should be taken
to describe the standards.
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Dear Team,
W.E.F 1st July 2010 management has decided to evaluate the performance on monthly
basis and appreciate it by monetary rewards.
Hence forth every month on the basis of outcome, we will be selecting one employee
each for the following categories:
Punctuality
2.
3.
4.
5.
6.
7.
Reward for Best Team Leader is Rs. 1000/Reward for Best Recruiter is Rs. 750/-
Appreciation certificate will also be issued to the best performers every month.
Best Regards
Niti Sharma
Head-Operations
SUPER PIONEER PERSONNEL NETWORK (P) LIMITED.
84, Defence Enclave, Vikas Marg, Delhi-110092
Mobile : 9891791914/15/16
Phone: 011-32592893,42440755,22015386
Fax : 011-22040374
URL: www.naysaconsultancy.com
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The client management is done by the Top Level and the Middle Level. After the
client has given out its recruitment requirements, the top level handles the list of posts
vacant to the middle level. The middle level, that is the Team Leader, then distributes
the work amongst the recruiters.
To avoid confusion in the minds of the clients, the recruiters work with the name
'Shalini'. What distinguishes one from the other is that they put their phone number
along with this name. This is done since the employee turnover is high in the
consultancy and it would leave a negative impact on the minds of the clients if they
need to deal with new people daily. So the team leader answers all calls that are meant
for 'Shalini' and the recruiters work as 'Shalini'. This is how a client is managed within
the consultancy.
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Date :2 11-2009
To,
MS. Shikha Chouhan
HRD M\s. HUL Ltd
Dear Sir / Madam
We are pleased to introduce ourselves as a leading Manpower placement consultant;
our company is associated with large Indian and Multinational companies.
We believe that your esteemed organization uses the expertise of various consultant of
manpower placement. Our team of professionals offers the following services: -
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replacement.
We are looking forward to have a good business relation with your organisation.
Thanks & Warm Regards
For NAYSA CONSULTANCY PVT. LTD.
SHIKHA CHOUHAN
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Working in the consultancy made me wonder what it would be like working in the
same department in a company than in a consultancy. This question came into my
mind over and over again since I was tired of the monotonous routine of doing just
one thing which was finding resume's. We had read the Human Resource department
consists of recruitment, selection, training and development, performance appraisal
etc. But I did not find all of these in a consultancy. It is done in the HR department of
a company. A company has varied scope for a recruiter to evolve but a consultancy
offers very less scope of change in work.
At Super Consultancy, I consulted all my seniors with this question. I asked them if
they were given two job opportunities, one with a company and one with a
consultancy offering the same salary and post, which one would they prefer? All
answered in unison that they would go for the company.
The reason they gave was that a company is always bigger than a consultancy. It
carries opportunities for growth and better security for employees. A company gives
recognition than a consultancy does.
Consultancy
After the boom of Business Process Outsource and Knowledge process outsource, the
outsourcing Sector is now progressing and gearing up towards a new concept called
RPO (Recruitment Process Outsource).
It takes the burden off the head-hunting business of the corporates.
Some of the "Recruiting Gurus" believe that there has been a sudden rush in the
demand for candidates as the global job scenario looks in great shape. Hence, an RPO
organizations come with a team of their recruiters to bridge this gap between the
demand and supply of quality candidates.
While in outsourcing hubs like India,Philippines and others alike, the RPO concept is
still taking its shape, the western countries are already ahead on this concept.There are
only a few such organizations in the developing countries who are catering to the
various multinational or localized needs of hiring employees for the corporates.
It would be apt to say that in the countries where the BPO industry is booming the
RPO is still in its infancy.There is a need to research the market and forecast the
market in order to server the clients better and more efficiently.
IT, finance, banking, pharmacy, life sciences, retailing are some of the areas these
RPO organizations are currently providing their services to. Now, these are the sectors
where there has been a sudden rush of demand for candidates.
In today's changing job scenario, no employee believes in sticking to the same
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organization for more than two years. Hence, companies spend a lot of money and
time in hiring and Human Resources. This is where an RPO organization comes in
and helps as a recruiting and consulting firm, as this is their specialty.
Sometimes, when corporates aspire to build large talent pools within a short time
span, they are at a loss when it comes to assessing and selecting quality resumes or
candidates. Here the RPO organization pitches in by recognizing and zeroing in on the
right talent form a large talent pool.
An RPO organization directly approaches employers with the right kind of
professionals, starting from a fresher to filling up the position of a well-experienced
director. There are many foreign or multinational companies that are opening offices
in various other countries, especially India, and are looking for the right professionals
to handle their operations. RPO organizations provide them with the "Prince
Charming" they need.
With the global changing scenario of employment, RPO organizations would prove to
be a perfect solution to corporates and even smaller companies alike, as they would
play a very important role, soon. This would, in turn, take off the pressure from the
HR teams of the companies.
Company
Duties of the HR Department
Human resources departments have several key duties.
The duties of human resources departments vary from company to company
and industry to industry. Some general duties apply to many human resources
departments and HR workers. Depending on the size of the company, the
department might be made up of a dozen people or just one. No matter the size
of the department, it plays an important role in the work place.
Hiring/Firing Employees
1. Some human resources departments handle employment and recruitment of
employees and the separation of employees from the company. Even in
businesses where an employer or supervisor handles the hiring and interview
process, the human resources department submits the proper paperwork and
tax information. In larger companies, the HR department might recruit
employees from job fairs or colleges, then hire and place workers within the
company. When an employee quits, retires, is laid off or is fired, the HR
department handles the paperwork for the final paycheck, halts benefits,
conducts an exit interview and manages other end-of-employment details.
Handling Grievances
2. When employees have complaints or grievances about the work environment,
other employees or superiors, they can speak to a human resources
representative or submit a formal complaint with the department. Common
grievances include harassment, hostile work environment, dangerous work
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1. There should be even work distribution. At Super Consultancy, the work was
sometimes too less and distributed among many recruiters thereby leading to
confusion and a hindrance in target accomplishment.
2. Most of the time, Motherson Sumi System Limited company occupied our times.
There are various departments in it for which candidates had to be found- Production,
Store, Quality, PPC, Maintenance, etc. The work done on these profiles were meant
for Noida, Gurgaon and Faridabad branch and was done daily. This resulted in calling
each candidate many times per day by recruiters as well as calling them everyday.
This highly demotivated the candidates for this company and they used to ask
questions like: 'Will the opening for this company ever close down?'
3. The recruiters are asked to be in the office at their seats from 9 to 6. They are not
even allowed to go out for a stroll in the break time. This is detrimental to the health
since they are sitting in front of the computer screens all the time.
4. During the break, I used to switch off my computer to help save electricity. But
surprisingly, my team leader asked me never to shut the computer. She never gave me
any reason and I think we should do our bit for preserving environment.
5. Another thing that was a limitation was the net access. Nobody was allowed to
access any other site than the Naukri and Monster portal. In my opinion, the recruiters
are mature enough to understand the importance of target fulfillment and such
restraints are demotivating.
FINDINGS
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Job specification and job description are well defined to all employees and they
know what is expected of them. Everything is properly documented
There is no fix percentage of employees that are to be recruited for each vacancy.
Recruiters stand a chance to get promotion early if they can get few closings done
in big companies than many is small. The closings may be two to three but for
high level.
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PCT
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P-PERSONALITY
C-COMMUNICATION
T-TECHNICAL SKILLS
The owner Mr. Sudesh, taught us how to understand each person by interacting with
him over the phone. He gave us a very interesting phenomenon called as the PCT
phenomenon. Where in P, we check the personality of the candidates by talking to
him. In C, we grade his communication skills. And in T, we check out his technicality
through his resume'. His resume' gives an insight into his knowledge, application and
career graph. Sudesh Sir asked us to mark all the candidates in these three aspects out
of 10. Whichever candidate reaches around 8 should be sent.
This really proved helpful and motivated me to send just the best from the rest.
11. Day 36: I learnt that however small a skill requirement is given preference among
other skills, that 'small' skill needs to be well looked after because in the end, at the
time of interview that one 'small' mistake can spoil all the efforts.
12. Day 39: Learnt to manage failures and understood how mood swings can affect
performance.
13. Day 43: I learnt how we can expand and become team leaders.
14. Day 47: I learnt how to deal with crank calls.
Our Head Operations, Mrs. Niti Sharma told us an interesting incident. There was a
candidate who used to harass a recruiter by calling her daily and flirting shamelessly.
So one day the recruiter told Niti Mam about this. Niti Mam found out the resume' of
that person through his telephone number. She got hold of his landline number. And
found that his father was living in another state. So she called his dad and told him
that his son will be arrested in two-three days and he should call him back home if he
wants to be safe. His dad got anxious and Niti mam told him how his son flirts with a
recruiter at her office. His dad begged forgiveness and Niti Mam asked him to
reprimand his son. Till date, his son hasnt called the recruiter again.
I found it very amusing and learnt how to deal with such people.
15. Day 50: Learnt why female candidates were not being sent to the companies.
This pestered me a lot as to why the female candidates were not being sent by anyone.
I asked my team leader this question when I found so many well written resume's of
girl candidates. She gave me two reasons:a) Most Girls do not travel far away for interview. They tend to locate jobs near their
home. Girl turnover ratio for interview is less
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b) We focused mainly on automotive sector and the posts were mainly mendominated.
16. Day 53: Learnt how to deal with last minute cancellations and temper of
candidates.
A very interesting incident was recalled by Niti Mam. Once, a candidate working on a
top level position was sent to a reputed company for an interview. The same day of
the interview, the company's HR called to cancelled the interview. So the recruiter
called him to tell about the cancellation. The candidate got furious and since he was a
big shot, he shouted at the recruiter for harassing him and told her that he would use
his power to close the consultancy down. He would expose the consultancy's
behaviour on news channels. The recruiter came to tears and cut the phone. When she
told this incident to the Niti Mam, she called the candidate. She apologized and told
him the situation and also asked that man one question. She asked him: You can sue
us for harassing you but could we too sue you if you had cancelled going to the
interview only this morning if something else important came up?
This left the man speechless and he apologized for his rude behaviour and asked for
another interview schedule. Mam was happy to oblige.
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www.google.com
www.naysaconsultancy.com
www.articlesbase.com
www.wikipedia.com
www.humanresources.about.com
www.ehow.com
Books:-
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