PREFACE

“Success comes with knowledge & knowledge is comes with training.”

PGDM is a stepping stone to the management carrier and to develop good

manager. It is necessary that the theoretical must be supplemented with
exposure to the real environment. Theoretical knowledge just provides the base
and it’s not sufficient to produce a good manager that’s why practical knowledge is
needed.

Therefore the research product is an essential requirement for the student

of PGDM. This research project not only helps the student to utilize his skills
properly learn field realities but also provides a chance to the organization to find
out talent among the budding managers in the very beginning.

INTRODUCTION
 Recruitment is the process of searching for prospective employees and encouraging them to
apply for job in an organization.
Recruitment is an important part of an organization’s human resource planning and their
competitive strength. Competent human resources at the right positions in the organisation are
a vital resource and can be a core competency or a strategic advantage for it.

objective of the recruitment process is to obtain the number and quality of employees
that can be selected in order to help the organisation to achieve its goals and objectives. With
the same objective, recruitment helps to create a pool of prospective employees for the
organisation so that the management can select the right candidate for the right job from this
pool.

Recruitment acts as a link between the employers and the job seekers and ensures the
placement of right candidate at the right place at the right time. Using and following the right
recruitment processes can facilitate the selection of the best candidates for the organisation.
According to Edwin B. Flippo,

Recruitment is the process of searching the candidates for employment and stimulating them to
apply for jobs in the organization.

Recruitment is the activity that links the employers and the job seekers. A few definitions of
recruitment are:

A process of finding and attracting capable applicants for employment. The process begins when
new recruits are sought and ends when their applications are submitted. The result is a pool of
applications from which new employees are selected. It is the process to discover sources of
manpower to meet the requirement of staffing schedule and to employ effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of an efficient
working force.
Recruitment of candidates is the function preceding the selection, which helps create a pool of
prospective employees for the organization so that the management can select the right candidate
for the right job from this pool. The main objective of the recruitment process is to expedite the
selection process.

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified
applicants for the future human resources needs even though specific vacancies do not exist.
Usually, the recruitment process starts when a manger initiates an employee requisition for a
specific vacancy or an anticipated vacancy .

NEED OF RECRUITMENT

1.PLANNED
The needs arising from changes in organization and retirement policy.
2.ANTICIPATED
Needs are those movements in personnel, which an organization can predict by studying trends
in internal and external environment.

3.UNEXPECTED
Resignation, deaths, accidents, illness give rise to unexpected needs.

The Purpose and Importance of Recruitment

• Attract and encourage more and more candidates to apply in the organization

• Create a talent pool of candidates to enable the selection of best candidates for the
organization

• Determine present and future requirements of the organization in conjunction with its
personnel planning and job analysis activities.

• Recruitment is the process which links the employers with the employees.

• Increase the pool of job candidates at minimum cost

• Help increase the success rate of selection process by decreasing number of visibly under
qualified or overqualified job applicants

• Help reduce the probability that job applicants once recruited and selected will leave the
organization only after a short period of time.

• Meet the organizations legal and social obligations regarding the composition of its
workforce.

• Begin identifying and preparing potential job applicants who will be appropriate
candidates.

• Increase organization and individual effectiveness of various recruiting techniques and

sources for all types of job applicants.
 SOURCES OF RECRUITMENT

INTERAL SOURCES- The sources within the organisation itself (like transfer of employees
from one department to other, promotions) to fill a position are known as the internal sources
of recruitment.

EXTERNAL SOURCES-
Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as
the external sources of the recruitment.

FACTORS AFFECTING RECRUITMENT-

The recruitment function of the organisations is affected and governed by a mix of various
internal and external forces. The internal forces or factors are the factors that can be controlled
by the organisation. And the external factors are those factors which cannot be controlled by
the organisation. The internal and external forces affecting recruitment function of an
organization.
FACTORS AFFECTING RECRUITMENT
PROCESS OF RECRUITMENT
‘RECRUITMENT PROCESS AT INFOSYS’
 CONTENTS

1. Preface

2. Introduction Of Recruitment

3. Process Of Recruitment

4. Sources Of Recruitment

5. Factors Affecting Of Recruitment

6. About Infosys

7. Selection process at Infosys

8. Induction Training

9. Other benefits

10.Performance appraisal

11.Separation from the company

About Infosys
Infosys Technologies Limited (BSE: 500209, NASDAQ: INFY) is a multinational information
technology services company headquartered in Bangalore, India. It is one of India's largest IT
companies with 103,905 professionals (including subsidiaries) as of Jun 30, 2009. It has offices
in 22 countries and development centres in India, China, Australia, UK, Canada and Japan.

History and important milestones:

 1981: Infosys is established by N. R. Narayana Murthy and six engineers in Pune, India,
with an initial capital of US$ 250. Signs up its first client, Data Basics Corporation, in New
York
 1983: Moved its headquarters to Bangalore, the capital of Karnataka
 1987: Opens first international office in Boston, US
 1992: Opened its first overseas sales office in Boston.
 1993: Became a public limited company in India with an initial public offering of Rs. 13
crore.
 1996: First office in Europe in Milton Keynes, UK
 1997: Office in Toronto, Canada
 1999: First Indian company to be listed on Nasdaq on March 11
 1999: Attained a SEI-CMM Level 5 ranking
 2000: Opened offices in France and Hong Kong
 2001: Opened offices in United Arab Emirates and Argentina
 2002: Opened new offices in Netherlands, Singapore and Switzerland.
 2002: Business World named Infosys "India's Most Respected Company".
 2002: Started Progeon, its BPO (business process outsourcing) subsidiary
 2003: Acquired 100% equity of Expert Information Services Pty Limited, Australia
(Expert) and changed the name to Infosys Australia Pty Limited.
 2004: Set up Infosys Consulting Inc., U.S. consulting subsidiary in California, U.S.
 2006: Became the first Indian company to ring the NASDAQ Stock Market Opening Bell
2006: August 20, N. R. Narayana Murthy retired from his position as the executive
chairman.
 2006: Acquired the 23% stake Citibank had in its BPO offshoot Progeon, making it a
wholly owned subsidiary of Infosys and changed the name to Infosys BPO Ltd.
 2006: December, became the first Indian company to make it to Nasdaq-100.
  2007: April 13, Nandan Nilekani stepped down as CEO and made way for Kris
Gopalakrishnan to occupy his chair effective June 2007
 2007: July 25, Infosys bags multi-million dollar outsourcing contract with Royal Philips
Electronics in the area Finance & Accounting services strengthening its European
operations.
 2007: September, Infosys establishes a wholly-owned Latin American subsidiary, Infosys
Technologies S. de R. L. de C. V., and opens its first software development center in Latin
America in the city of Monterrey, Mexico.
 2008: Agreed to buy British consultancy Axon Group for 407 million pounds ($753
million), but HCL Technologies outbid Infosys for 441 million pounds. However, Infosys
gained Rs. 180 million from the failed Axon bid.[24]
During the 14-year period from its IPO in 1993 to 2007, the price of an Infosys share increased
three thousand fold. This excludes the dividends that the company has paid out over that
duration.
Vision

‘To be a globally respected corporation that provides best-of-breed business solutions,

leveraging technology, delivered by best-in-class people.’

Mission

‘To achieve our objectives in an environment of fairness, honesty, and courtesy towards our
clients, employees, vendors and society at large.’

Values
We believe that the softest pillow is a clear conscience. The values that drive us ‘C-LIFE’
underscore our commitment to:
Customer Delight: To surpass customer expectations consistently
Leadership by Example: To set standards in our business and transactions and be an exemplar
for the industry and ourselves Integrity and Transparency: To be ethical, sincere and open in all
our transactions
Fairness: To be objective and transaction-oriented, and thereby earn trust and respect
Pursuit of Excellence: To strive relentlessly, constantly improve ourselves, our teams, our
services and products to become the best.

Key industries at Infosys

Infosys serves various industries through its Industrial Business Units (IBU), such as:
 Banking & Capital Markets (BCM)
 Communications, Media and Entertainment (CME)
  Energy, Utilities and Services (EUS)
 Insurance, Healthcare and Life Sciences (IHL)
 Manufacturing (MFG)
 Retail, Consumer Product Goods and Logistics (RETL)
 New Markets and Services (NMS) : Non US and Non European markets, SaaS, Learning
Services
 India Business Unit (IND)

In addition to these, there are Horizontal Business Units (HBUs)

 Consulting (CS)
 Enterprise Solutions (ES): ERP, CRM, HCM, SCM, BI/DW, BPM-EAI
 Infrastructure Management Services (IMS)
 Product Engineering and Validation Services (PEVS)
 Systems Integration (SI)
 Finacle: Core Banking Product
Selection process at Infosys
Infosys Technologies has got the most structured recruitment process among all IT companies
in India. They do not have any distinction between any branches of Engineering.

Sources of recruitment
Infosys is the company of choice for campus recruitment programs in most major engineering
institutes such as IITs, RECs etc. and at premier management institutes such as the IIMs.
 Engineering Institutes: Campus hiring at engineering institutes typically starts in May
and continues through September. Senior managers and officers from Infosys actively
participate in this hiring, to bring on board the next generation of bright, young and
talented leaders for the company. We encourage current students at the campuses we
visit to use this opportunity to interact with the Infosys recruitment teams during the
hiring process to understand the company and our people philosophy. We hire
engineering graduates and post-graduates from all disciplines, and MCA students at the
campuses.
 Management Institutes: Campus hiring at management institutes typically starts in
December and continues through March. We hire management graduates from all
disciplines, with or without prior work experience in software or other fields. All
applications are pre-screened based on academic credentials. Short-listed candidates
are usually invited for an interview as part of the selection process.
 Off-campus: send in your resumes to the email-id mentioned and you are sure to get a
call latter if you meet their academic criteria
 Lateral entry: Engineers with experience from other organisations can apply through
email or posts
‘In Step’ is an internship program for undergraduate, graduate, and PhD students from top
academic institutions around the world. As part of the Infosys family, you are given an
opportunity to work on high-quality, customer-facing projects. While you venture into new and
emerging technologies and business opportunities, you will discover your untapped potential
and achieve the impossible.
Process
The duration of the selection process is 2.5 hrs which includes filling in an application form, an
Aptitude Test (Analytical Thinking and Arithmetic Reasoning) and a test of Communicative
English Language. The duration of the tests is around 90 minutes.

About Application Form:

An Application Form has to be filled, before the commencement of the Examination which
consists of 4 pages and contains questions regarding our personal details, like
 Date, Place of Birth
  Blood Group
 Allergies
 Last Major illness / Surgery with specific date
 Eye Vision
 Parent's Details
 Passport Details (optional, in case one does not have it)
 Educational Details along with % (from SSC to PG)
 Languages Known
 Previous Working Details (optional, if any)
 Two Reference's Addresses & Details like Email, Ph no. (Can give our HOD's or lecturers
Details) for the Verification purpose
 Two Infosys employees details (optional)
 Whether appeared for Infosys or Progeon (Sister Concern of Infosys) previously
 Educational Achievements like Scholarships, prizes
 Extra curricula Activities & Achievements
Exam Pattern:
The Exam is for 90 minutes, in which 1 Hour is allotted for 10 Puzzles to solve, and the
Remaining 30 minutes are given to answer 45 Simple English Grammar Questions.
 Regarding Puzzles & English:
The Puzzles is of 50 Marks, and one have to score above 35 to get qualified in the test. They will
take the Puzzles Question Paper after the completion of 1 Hour. The questions are based on
Analytical Thinking and Arithmetic Reasoning. The best way to practice for the tests is to go
through the previous question papers at Freshersworld.com or refer books like ‘Sakuntala Devi’.
Interview:
The Interview is of purely HR Based. The interview is largely unstructured and is usually
conducted by one person. However, this pattern keeps on changing. The aim of the interview is
to assess the communication skills of the candidate. The general set of questions is as follows:
 Tell me about yourself?
 What are Ur Strengths and Weakness?
 Explain Ur Project in Clay men Words and Do U tested it or not
 Why do you want to join Infosys? What do you know about us?
 Why should we hire you?
 What are your strengths and Weakness?
  What's the time you faced a lot of trouble in your life and how you solved it?
 Questions based on your Interests and Hobbies.
The interviewee will try to create a stressful situation to assess your ability to work under
pressure. There is largely no technical question in the interview.

Induction Training:
 Role based training (RBT): The training is aimed at assisting employees in particular roles
to mould themselves to those roles. Each of the courses in this training is well designed
to enable employees to gain knowledge and practical experience. As applicable for a
role, the courses are visible under a specific portal ‘ILITE’ on an employee’s login on
Infosys Intranet.

 Just in Time (JIT): These courses are delivered to project persons based on their sudden
or unforeseen requirements. These are the regular RBT’s tailored to meet the urgent
and time bound requests of projects.

 Virtual Classroom sessions: This is a session delivered by an educator from some other
locations through Live meeting software.

 Technology Assisted Learning (TAL) or E-learning: This is an online learning program

which enables a reader to do a self study of the course. Each topic also has a set of
exercises at the end of each session.

 Certification: is to measure the skills of the employees in a particular area. Many

organisations have their own system of certification.

 Seminars and Consultancy: Education and Research department conducts various

seminars inside and outside the company.

 Higher Education Support (HES) Policy: is to encourage the employees to continue

education through distance learning or part time programs in India with reputed
academic institutions.

Once a candidate has been selected in Infosys, they have to undergo a formal training
conducted by Education and Research (E&R) department. There are two types of foundation
programs:

 A 10 week short cycle/ fast track program for CSE/IT background candidates.

 An 18 week long cycle program for fresher with Non-CSE/IT background candidates.
All the candidates with basic skills in computer science have to go for an online test the very
first day. The candidates short listed after the test will go through Fast Track program.

The training course consists of generic courses and stream specific courses (based on a specific
stream of technology). Generally the time duration for fast cycle training is 1.5 months and long
cycle is 4 months approximately. There are certain streams for which the duration may exceed
4 months.

The teaching methodology consists of:

 Lab or hands-on session conducted along with theory session

 Structured self learning in lab through step-by-step lab guide and assignments

 Individual participation of the trainees through individual projects and assignments

Other than this, as part of orientation, a manual – ‘Induction Kit’ is provided to the trainee to go
through important links of the organisation.

Other benefits
 Infosys as an organisation has a broad banded role based structure comprising seven
bands, in descending order F,E,D,C,B,A2,A1. A role represents the responsibilities carried
out in the job. All roles have been mapped to seven job bands.

Personal band refers to the individual’s competency in comparison to the competency

required for the role. This determines the compensation and benefits available to the
employee.

 Earned Leave – is the only type of leave available to the employee. During the
probationary period and up to two years of service, the employee is eligible for 15 days
of leave. On completion of two years, an employee would be eligible for 20 days of
leave.

 Loan allowances – The maximum loan amount would be Rs. Three lakh for the car loan,
paid for a maximum of 50 months. Other loans available are salary loans where half of
the salary of a month can be withdrawn, once in a year, in the previous month.

 Group Health Insurance Scheme – The policy will cover a maximum of four family
members including the employee. The coverage of expenses is up to a maximum of Rs.
Two lakh per annum per family.
Performance Appraisal
Infosys follows a 360 degree feedback, also known as 'multi-rater feedback', is the most
comprehensive appraisal where the feedback about the employees’ performance comes from
all the sources that come in contact with the employee on his job.

360 degree appraisal has four integral components:

 Self appraisal

 Superior’s appraisal

 Subordinate’s appraisal

 Peer appraisal

The employee first fills a performance appraisal form. This has details regarding the major
works done by the employee and the weightage, he feels is suitable for that work.

To evaluate the performance, different criteria like timeliness, quality of work carried out by the
employee, customer satisfaction, peer satisfaction, and business potential, were considered.
The personal skills of the employees were also evaluated based on their learning and analytical
ability, communication skills, decision making, change management, and planning and
organizing skills. Each of these criteria was measured on a scale of 1 to 5 (with 1 signifying
above the expected performance level and 5 below the expected performance level).

The immediate supervisor reviews this form, recommends changes, if any and submits it to the
final reporting member. Once approved, this goes for review to an appraisal committee. This
committee holds an active discussion on each employee under them, and assigns a credit rating
to each employee. Each committee also has a member with veto power, whose decision is
binding, in case of a conflict.

The performance of the each employee is assessed twice in a year. The candidate’s
performance is evaluated on the basis of:

 Daily number of hours logged against each activity performed

 Immediate supervisor’s assessment of performance.

Separation from the company:

The separation can be company initiated or employee initiated. The major causes for separation
are:
  Retirement

 Termination

 Resignation

In case of resignation, an employee has to give at least two months prior notice to the
company. The employee initiates the process through a separation portal on the company’s
intranet. This has to be approved by the HR and then by the supervisor of the employee. They
can also hold meetings with the employee to restrain him from resigning or discuss other
related matters. The form then moves to the separation department where the accounts of the
employee are settled.

Finally, an exit interview is conducted by an HR from separation department, where they ask
questions regarding reason for exit and suggestions for areas of improvement of Infosys.

After a period of 3-4 months, the PF amount and other compensations are deposited in the
employee’s account and informed via email.
Recommendations:
As par the study, I come to know about the recruitment system of this infoys company. It’s
required to be more flexible, more effective, or more faster because some time it takes lots of
time to be complete, which isn’t a good sign so they have to take cake all or the above segments,
and they can also add more policies like online testing, online result, online exam preparations
etc. They have to follow some more effective steps for that they can get more suitable
employees.

Conclusion:
Recruitment is a very important process in any organization, because it’s related to human
resources, of the company, who have to perform according to their ability and skills, so every
organization have to take care about their recruitment processes.