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INTERNSHIP PROJECT

ON

EMPLOYEE BACKGROUND SCREENING


Do employees claim what they are?

SUBMITTED TO

ANNAMALAI UNIVERSITY
IN PARTIAL FULFILMENT OF THE REQUIREMENTS

FOR THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION

IN APPLIED MANAGEMENT

SUBMITTED BY
AMIT KUMAR SHARMA
MBA (SALES & MARKETING) FINAL
ENROLLMENT NO. : - 4740600055

DIRECTORATE OF DISTANCE EDUCATION

ANNAMALAI NAGAR

ANNAMALAI UNIVERSITY, CHEENAI


DECLARATION

I hereby declare that the project entitled “EMPLOYEE

BACKGROUND SCREENING” submitted for the Degree of Master of

Business Administration in Applied Management is my original work and the

project has not formed the basis for the award of any degree, diploma, associate

ship, fellowship or similar other titles. It has not been submitted to any other

university or Institution for the award of any degree or diploma.

(Signature of the Student)

Place: Jodhpur Name: Amit Kumar Sharma

Date: Enrolment No.: 4740600055

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ACKNOWLEDGEMENT OF THE STUDENT

It is with real pleasure that, I record my indebtedness to my project

Guide, Mr. Surajet Kumar Saha for his counsel and guidance during the

preparation of this project.

I am grateful to Centre Head Mrs.Tultuli Gupta.

I wish to record my sincere and special thanks to Mr.Rakesh Sharma,

Mr.Virkram Pawar and Mr.Deepak Sharma.

My thanks are due to Mr. Surajet Kumar Saha, Mr. Shubham Gupta,

Mr. Manish Goyal and Mr. Bharat Kuldeep to give me great and valuable

support.

(Signature of the Student)

Place: Jodhpur Name: Amit Kumar Sharma

Date: Enrolment No: 4740600055

ANNAMALAI UNIVERSITY, CHEENAI


CERTIFICATE

Certified that the project “EMPLOYEE BACKGROUND SCREENING” is a

work done by Mr. Amit Kumar Sharma during the period of his study under my

guidance, and that the project has not previously formed the basis for the award

of any degree, diploma, associateship, fellowship or similar other titles and that

it is an independent work done by his.

Place: Jodhpur Name: Mr. Surajet K. Saha

Date:

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TABLE OF CONTENTS

CHAPTER – I

EXECUTIVE SUMMERY

CHAPTER – II

COMPANY PROFILE
 INTRODUCATION
 COMPANY RESUME
 ORGANISTION STRUCTURE
• NATIONAL STRUCTURE
• INFRA-STRUCTURE SETUP
 PRODUCT & SERVICES

CHAPTER – III

EMPLOYMENT BACKGROUND SCREENING

 INTRODUCATION OF EBS
 WHY EBS
 EBS TOOLS
 EBS PROCESS
 BENEFITS OF EBS

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CHPTER – IV

RESEARCH METHODOLOGY

 PROJECT DETAILS
 OBJECTIVES & SCOPE OF STUDY
 DATA ANALYSIS
 SOURCE OF DATA

CHPTER – V

FINDING & ANALYSIS

 PROJECT FINDING
 RESULT OF QUESTIONNAIRE
 RESEARCH & ANALYSIS
 PHOTOSTATE OF FILLED QUESTIONNAIRES

CHPTER – VI

SUGGESTIONS & CONCLUSITION

CHPTER – VII

BIBLIOGRAPHY

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CHAPTER – I

EXECUTIVE SUMMERY

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EXECUTIVE SUMMERY

An organization is made up of competencies, which we can loosely call 'capital'.

Its key components are 'customer capital', 'structural capital' and 'human capital'.

Broadly a company's strength arises out of its customer base, which purchases

its products.

This customer capital triggers a number of key decisions such as new product

and service packages new designs in anticipation of customer preferences and

new locations from which a number of customers could be profitably served.

We have heard of a company being acquired purely because of the strength of

its customer base. Besides customers, the strength of an organization arises out

of the efficiency of its operations

ONICRA sees human capital as an essential and vital resource and this has

provided the essence of pre/post employment background screening services

with the enthusiasm of working as an Empanelled Employment Background

Checker with Nasscom and NSDL for the vision, which is – National Skills

Registry In India the customers want better services at reasonable price. This

has developed a

spree of competition among the various other industries which provides the

same categories of services all over India. A large number of companies

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provide a lot of services. The report is based on the project “Mapping

expectation and measuring

Satisfaction of primary customers of Onicra Credit Rating Agency of India

Ltd”.

The project has broadly been carried in around Delhi and NCR areas. In the

initial phase I visited a large number of domestic and Multinational companies

in Delhi and NCR area have and gathered information as far as possible for the

benefit of the project at large. After conducting the study within some

constraints, my findings were as far As transparent but chances of error are

possible as the saying “To err is Human “

ESSENCE OF THE SERVICE IS NOBLE, pre/post checks adds additional

value to the organizational culture as, firstly the repeated cost will cut down and

employers will be always in line with the habit,

In this short report you will find the description of employment background

screening services, the process followed and the basic requirements for the

process. As the report progress towards conclusion it gives fair idea about the

needs of this service, prospects, competitors and reason for all with some facts

and figures and supporting articles

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CHAPTER – II

COMPANY PROFILE

INTRODUCATION

COMPANY RESUME

ORGANISTION STRUCTURE

 PRODUCT & SERVICES

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 INTORDUCATION

ONICRA Credit Rating Agency of India Ltd. has pioneered Individual

Credit Rating Services in India. ONICRA was incorporated in October 1993 for

providing the services of Individual Credit Rating and Information Services the

first time in India. It has developed over the years the methodology to assess the

financial risks in respect of various types of transactions relating to Individuals

and Small and Medium Enterprises. Onicra is presently its operation at

commercial scale.

Onicra is the first in India to launch commercial services and provide individual

credit rating and reporting services to the Indian financial market. ONICRA has

been acknowledged as pioneers of Individual Credit Rating in the Economic

Survey of India 1993-94 issued by Ministry of Finance, Government of India

and its services have been hailed by the financial sector and in the media.

It is recognized and empanelled by the likes of NSIC (Government of India) for

SSI assessment. The Indian Banks Association has accorded approval for the

said Rating Model. It is the first company to launch commercial services and

provide

individual credit rating and reporting services to the Indian market. We have

been delivering objective and reliable pre and post disbursement credit

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validation and information on credit takers and have been successfully doing the

employee screening.

We at ONICRA, provide a Dynamic Customer-Focused solution that bridges the

gap between principals and their prospective / existing customers. We provide

spectrum of services which include the services like Credit Rating, Associate

Rating, Employee Screening, SSI/SME Rating, Customer Verification, Lifestyle

Analysis and Royalty Retention.

Onicra have a nationwide infrastructure to meet the ever-growing needs of our

customers with interconnected offices in major locations covering the entire

Indian Subcontinent. Currently there are 60 branches and the number is

enhancing able based on Client's requirements. Our Infrastructure includes

being connected to the central head quarter in Delhi on a mesh of secure MPLS

network with a centralized cum distributed database architecture resting on a

state-of-the-art Mainframe server.Onicra has an in-house Software Team,

working on customizing and enhancing the Rating Module to suit specific

customer requirements

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 COMPANY RESUME

 Independent corporate body incorporated in 1993.

 The only organized platform in India for individual credit risk

assessment management and Information exchange.

 The first company to launch commercial services and provide

individual credit rating and reporting services to the Indian financial

market.

 ONICRA has been acknowledged as pioneers of Individual Credit Rating

in the Economic Survey of India 1993-94 issued by Ministry of Finance,

Government of India.

 A government accredited Rating Agency for SMEs, by Ministry of SSI

thru’ NSIC and recognized by IBA, for Financial and Performance Rating.

 Clients include various Banks and Financial Institutions, Manufacturing &

Telecom companies, Auto Finance, Consumer Finance, Credit Card issuers,

Employment background verifications. Working closely with Trade

Commissions to report status of trade prospects.

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 ORGANSATION STRUCTURE

SHAPE \* MERGEFORMAT

Executive Director

CFO AVP AVP Corporate


CTO
Head of Operation NISC & BIS Sales & Mkting HR

Financ Analysts Analysts HR

Operation
Business Technolog
Account Developmen

Business
Training Developmen

Mr. S.A. Chari


(Executive Director)

Manmohan Agrawal S.Ramesh Pradeep Agrawal


(COO) (VP- SME) (VP- Finance)

Pradeep Ailawadi Vijaya Sen


(Asst. VP- NSIC, SSIR) (Manager- HR)

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NATIONAL STRUCTURE

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INFRA-STRUCTURE SETUP

 Wide branch network of 130+ branches covering over 350 locations.

(Covering A, B, C cities & Remote Locations).

 Well Educated and highly trained “Feet on Street” to undertake Individual

Personal Contact.

 Wide distribution reach in terms of direct contact of over 5,00,000 unique

cases on a monthly basis.

 Rapid expansion as per user location and user requirements.

 Experience of handling client processes in difficult terrains like the North

East, J&K & Bihar & Jharkhand.

 Working symbiotically without disturbing clients set up

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 PRODUCT & SERVICES

Since Onicra is a service based company therefore the product are of nothing

but the service. Provide pre and post disbursement/activation turnkey solutions

so as to bridge information the gap between the principals and their

prospective/existing customers.

The various services provided by the company were as follows:-

(1) Employment Background Screening

The process of thoroughly verifying the educational and professional

qualifications and employment history of a job applicant and conducting a

search of appropriate records in order to ascertain any information, which is

relevant to his or her application. the results of the process are documented in a

easy to read format.

(2) Individual Credit Rating cum Reporting Services

An objective assessment of the risk attached to a given financial transaction

with respect to an individual at a given point of time.

(3) Small and Medium Enterprises Rating (SME Rating)

Implemented through NSIC, a nodal agency of the Government of India for

Independent evaluation by an accredited Rating Agency.

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(4) Associate Rating Services

An Objective assessment of the Business Relationship on the scale of

Commitment to the Company in terms of Resources including access to short

term resources and also capability to raise long term resources

(5) Banking Information Service

Banking Information Service is one of the prominent services provided to the

banks and NBFC’s an objective understanding of the underlying operational

efficiencies of the various transactions, particularly ‘advances’ like, working

capital requirement, new projects requirement etc

(6) Customer Point Verification

Customer Point Verification is a specialized service helps prospective lenders

run through background checks and feasibility checks on prospective

borrowers. This service is widely used by loans disbursement companies and

helps validate / authenticate the information given by the borrower and goes a

long way towards mitigating the risk of default

(7) Lifestyle Analysis

As part of the lifestyle analysis offering, we provide a qualitative assessment

regarding the lifestyle of targeted individuals. This is regarding verification of

life style of the particular individual on the basis of the client requirement

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CHAPTER – III

EMPLOYMENT
BACKGROUND SCREENING

• INTRODUCATION OF EBS

• WHY EBS

• EBS TOOLS

• EBS PROCESS

• BENEFITS OF EBS

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• INTORDUCATION OF EBS

‘Employee Background Screening Services’ is a way to find out as much

as about the skills and behaviors an applicant will bring to an organization,"

Pre-Employment Background Screening is the process of thoroughly verifying

the educational and professional qualifications and employment history of a job

applicant and conducting a search of appropriate public records in order to

ascertain any information, which is relevant to his or her application. The results

of the process are fully documented in a standardized, easy to read report.

Between 10% and 15% of the candidates for a BPO/ITES job make false claims

in their applications, according to industry sources. Overstatement of credentials

and previous background by applicants has led to BPO firms seeking help from

external professional service screening agencies to conduct identity verification,

pre-employment status, past criminal records, and other background checks. So

spurt in employment opportunities generated by the booming IT-enabled

services and business process outsourcing (ITES/BPO) sector has spun off an

ancillary industry - companies screening the background of

prospective employees.

Checks on backgrounds and building effective methodologies to blacklist

people with bad track records is one of the ways to deal with a problematic

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scenario and demonstrates the urgent need for individual checks and verification

before hiring. EBS - Operates around the notion that employers have a need and

a right to know about the individuals they are bringing into their organization —

the consequences of not knowing are potentially devastating, especially for

smaller businesses.

There are basically two types of Employment Background Screening they are as

follows:-

 Pre- Employment Background Screening

 Post- Employment Background Screening

Pre- Employment Background Screening Services is basically deals with the

screening the employees which is mainly considered the basic hygienic

measures before they are recruited for the particular post in the organizations

Post- Employment Background Screening Services is basically deals with the

screening the employees which is also considered as the basic hygienic

measures it basically deals with the screening the prospective existing employee

those who are working in the organization.

Both pre and post employment screening services are important and considered

the basic hygienic measures from the organization point of View, even though

Post employment screening therefore takes on a wider ambit than pre-

employment screening. It will deliver to the employer vital information on

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lifestyles and social issues, apart from the more conventional driver's license,

educational qualification, credit and criminal record checks

Screening is globally a $6 billion business, and pre-employment screening is

considered mandatory by more than 93 percent of Fortune 1,000 companies.

92% of the companies have a formal Pre-Employment Background Screening

program in place in the USA.In the Indian IT/BPO/KPO industry; it has been

gaining significance to ensure that client confidentiality clauses are maintained

and also to prevent unwanted people from accessing critical information.

Increasingly, organizations are seeking specialized services to ascertain that the

candidate is what he claims to be and also find out other relevant details that

have not been disclosed by him.

The aforementioned need of booming IT industry is seeking services for

employee verification. The types of verification are from organization to

organization and is determined by the need (and often the budget set)—from

ascertaining whether the permanent address given on the CV is actually true to

finding out other details e.g.

the nature of work being done by the candidate; performance standard, verifying

qualifications, whether he was sacked from the previous company or left on his

own; any criminal records; investigating entire family background; whether an

alcoholic/womanizer;

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Below are descriptions of various screening tools, including type of

information, why the information is important? They are following:-

Education verification

Criminal verification

Address verification

Reference Check

Employment verification

Health Check

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• Why Employment Background Screening?

Hiring a wrong person might lead to:

 Fraud and dishonesty by employees  Low employee morale

 Disruptive and dangerous staff members  High staff turnover

 Negligent hiring lawsuits  Ballooning recruitment costs

 Unqualified and incompetent  Escalating training costs

Staff members

Low productivity:

Estimates for the IT/ ITES industry reveal that 15-17% of the people have
discrepancies in their records with 70% of them relating to false previous
employment record and the balance to false educational qualifications.

The risk of hiring a wrong candidate is far more expensive than conducting a
pre recruitment screening check

A SOLUTION:
A comprehensive, systematic, consistent, objective and well-documented
ONICRA’S Employment Background Screening program

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• EBS TOOLS

1) EDUCATION VERIFICATION

The Term “Education Verification” is very important factor in employment

background screening. in this step the verification agencies are check the

employee’s education. The verification agencies are check the employee’s

degree, diplomas and certificates and dates of attended, And also verify the

education institutes where employee’s studies. The companies verify the

education ability to do the job.

2) CRIMINAL VERIFICATION

The Second term are “criminal verification”. it is not used by all the companies.

But certain big and repetitive companies are used the criminal verification.

Checks in India essentially involve obtaining local criminal record information

equivalent to Country Court records in the US from the police office-having

jurisdiction over the applicant’s permanent residential address In this

verification the agencies are checks the employee’s local criminal records. In

this process including the scanning of public records, searches for criminal

records, credit, civil litigation and educational and professional record search,

identity check. Conducting a background check is the norm and considered a

basic hygiene measure

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3) ADDRESS VERIFICATION

The Next Step of employee background screening is the “Address verification”.

In this step the agencies checks the applicants address. In this verification

agencies verify that an applicant is providing accurate and honest information.

From time to time applicants may conceal their identity or previous address in

an attempt to hide prior criminal convictions. The address check will cross-

reference current and previous addresses and other aliases or maiden names that

the applicant may have used in the past. It is the first step in conducting a

thorough employee background check. Establishing the true identity of the

applicant Election ID card, Driving License, Verify the past addresses Checking

present address.

4) REFERENCE CHECK

The next step of employment background screening is “References check”. In

this checking the verifying agencies check the client’s all references. And

personally meet them and locate the more details of client. Verify agencies also

the check what is relationship between client and references.

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5) EMPLYOMENT VERFICIATION

The next step of EBS is “employment verification”. In this verification the

verify agencies checks the employee pervious background and Employment

history including final salary drawn Duties, responsibility,

conduct and performance Integrity

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Teamwork Known conflicts at workplace

Reasons for

leaving Eligibility for rehiring Pre employment screening service to gain an

insight into the work ethics of your applicants from people who have first-hand

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knowledge such as their supervisors.

The HR of the respective organization is contacted to verify the following

details:

Dates of Employment

Designation Held

Reporting Manager

Salary Details

Any other comments regarding candidate’s personality.

6) HEALTH CHECK

The final check of EBS is “health check”. The verify agencies check the

employee health and fitness. And certify to doctors for employee health

checkup.

• EBS PROCESS

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CONSENT LETTER

SEARCHING VISITING VERIFYING

EDUCATION CRIMINAL ADDRESS REFERENCE


VERIFICATION VERIFICATION VERIFICATION CHECK

INFORMATION

FINAL REPORT

CLIENT

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EDUCATION VERIFICATION PROCESS

DESCRIPTION
Start

Cases sent
through mail Cases received by Client through mails.

Cases Logged in to The details are logged up with the central


the central System coordinator for further execution

N0
Logged Cases in Location is the parameter to allocate the logged
Coverage Area? cases to the respective executing locations.
Resources
YES
Moved From
Nearest Allocated to Respective
Executing Executing Locations If in coverage area, cases allocated to executing
Locations locations, else Resources are moved from the
nearest location to execute the verification
Registrar Of concerned Registrar of given university/college/school are
University/college/school Contacted contacted to verify the authenticity of the
degrees/diplomas with dates for the passing
Stamp is taken on Relevant Papers as years
Mandatory Step and Subjected to Proofs
The information retrieved got duly signed and
Coordinator stamped by the registrar with date and time.
Feedback/ Papers
Audited by TL of Reports prepared by The acquired feedback obtained and audited by
Executing Locations Central
coordinator With the Team Leader is put in the prescribed format
Daily MIS and sent to the central coordinator in s/c and h/c
Reverts Put in forms.
the Prescribed
Format
Cases Exported
The reports received by the central coordinator
are maintained in the MIS and parallel to this
activity, cases are exported to the clients
exit including date and time of the retrieval with the
name of field executive and contact person’s
name and designation.

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ADDRESS VERFICATION PROCESS

DESCRIPTION
Start

Cases sent
through mail Cases received by Client through mails.

Cases Logged in to The details are logged up with the central


the central System coordinator for further execution

N0
Logged Cases in
Coverage Area? Location is the parameter to allocate the logged
Resources cases to the respective executing locations.
YES
Moved From
Nearest Allocated to Respective
Executing Executing Locations If in coverage area, cases allocated to executing
Locations locations, else Resources are moved from the
nearest location to execute the verification
Tele Calling Done if Required
In case of address check, Tele calling is done
for address verification
wherever necessary.

Physical verification of the address by


retrieving information from neighbors
Here previous/current address is verified by
checking it with more than 2 neighbors which
Coordinator includes:
Feedback/ Papers
Audited by TL of Reports prepared by
Central Period Of Stay/Neighbors
Executing Locations
coordinator Name/Address/Phone Number/For Address:
Rented Or Owned.
Reverts Put in With Date And Time Of Visit Maintained.
the Prescribed Cases Exported
Format
The acquired feedback obtained and audited by
the Team Leader is put in the prescribed format
exit and sent to the central coordinator in s/c and h/c
forms.

The reports received by the central coordinator


are maintained in the MIS and parallel to this
activity, cases are exported to the clients
including date and time of the retrieval.

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REFFERENCE CHECK

DESCRIPTION
Start

Cases sent
through mail Cases received by Client through mails.

Cases Logged in to The details are logged up with the central


the central System coordinator for further execution

N0 Location is the parameter to allocate


Logged Cases in
the logged cases to the respective executing
Coverage Area?
locations.
Resources
YES
Moved From
Nearest Allocated to Respective
Executing Executing Locations If in coverage area, cases allocated to executing
Locations locations, else Resources are moved from the
nearest location to execute the verification
Tele Calling Done if Required
In case of Reference check, Tele calling is
for address verification
done wherever necessary.

Physical verification of the Refference’s

Coordinator
Feedback/ Papers
The given reference is visited to extract and add
Audited by TL of Reports prepared by
Executing Locations any other information pertaining to the
Central
coordinator applicant for the client. Address/name/phone
number of the Reference maintained.
Reverts Put in
the Prescribed
Cases Exported The acquired feedback obtained and audited by
Format
the Team Leader is put in the prescribed format
and sent to the central coordinator in s/c and h/c
exit forms.

The reports received by the central coordinator


are maintained in the MIS and parallel to this
activity, cases are exported to the clients
including date and time of the retrieval.

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EMPLOYMENT VERIFICATION

DESCRIPTION
Start

Cases sent
through mail Cases received by Client through mails.

Cases Logged in to The details are logged up with the central


the central System coordinator for further execution

N0
Logged Cases in Location is the parameter to allocate the logged
Coverage Area? cases to the respective executing locations.
Resources
YES
Moved From
Nearest Allocated to Respective
Executing Executing Locations If in coverage area, cases allocated to executing
Locations locations, else Resources are moved from the
nearest location to execute the verification

HR Person Contacted Concerned HR person is called up and a prior


appointment is taken for the further execution.

Detailed Questionnaire Detailed questionnaire is administered which


Administered includes:

Information Reports collected and Dates of joining and leaving the


indexed by Central company/designation acquired/if possible the
Attested By HR coordinator with daily
MIS compensation package/ reasons for leaving the
company. And any other relevant information
Feedback/ Papers which can be useful for the client.
Audited by TL of Reports prepared by
Executing Locations Central The information retrieved is duly signed by the
coordinator HR. The acquired feedback obtained and audited
by the Team Leader is put in the prescribed format
and sent to the central coordinator in s/c and h/c
Cases Exported forms.
The reports received by the central coordinator are
maintained in the MIS and parallel to this activity,
Exit cases are exported to the clients including date and
time of the retrieval wit the name of FOS and telesales
involved. The MIS would also include name,
designation and contact No. of person contacted.

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BENEFIT OF EMPLOYEE SCREENING

 Increase Productivity

Pre employment screening also promotes a drug free workplace by

excluding candidates with serious drug offenses. Consequently, employee

screening can lead to a more efficient and productive workforce

 Decrease Liability

Developing solid pre employment screening policies and engaging in employee

screening can show that the employer has exercised due diligence in the hiring

process, helping to avoid negligent hiring lawsuits

 Reduce Workplace Violence/Criminal Check

Your employees want to feel safe on the job. Employee background checks and

other pre employment screening tools can help weed out applicants with a

violent past, decreasing the threat of a violent incident in the workplace.

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 Combat Fraud and Theft/Education/Employment

Pre employment screening prevents resume fraud by verifying the applicants'

previous education and employment. Additionally, pre employment screening

can identify prospective employees with a history of Theft or embezzlement and

eliminate them from the hiring process.

 National Security and Sharing the Risk of Liability

Employee Background Screening Services is basically act as a National

Security in a broader sense and also share the risk of liability of HRD-Dept. in

an organization while recruiting an employee in for the particular in an

organization

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CHAPTER – IV

RESEARCH METHODOLOGY

PROJECT DETAILS

 OBJECTIVES OF STUDY

DATA ANALYSIS

SOURCE OF DATA

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 PROJECT DETAILS

The basic groundwork for the project entailed lot of data collection and analysis

from various corporate houses and software companies. As a trend it was

observed that Software companies and BPOs experienced high attrition levels

due to various reasons like over demanding and uncondusive work place

environment, poaching by competitors, etc. One of them was misleading

information provided by Employees during the time of joining. This leads to

portray wrong signals about the recruiting procedures of the organization and

also if an organization is very particular about ethical hiring, it will ensure that

all data provided by employees are validated.

With this background in mind a questionnaire was administered to the corporate

and the responses were collated. Each question was analyzed and results were

recorded.

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 OBJECTIVES OF THE STUDY

• Spread awareness about this process.

• Find out the companies which like to adopt this technique.

• Find out the factors which influence the companies.

• What the companies are looking from Employee Verification Agencies?

• Gap Analysis between Prospective Customers and Verification Agencies

To get an insight into the Employee Background Screening which is an

emerging trend in the human resource recruitment and staffing solution with

special focus on BPOs, KPOs, BTOs, Software Companies and IT enabled

services and how companies are seeking these services for more effective

staffing processes.

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 DATA ANALYSIS

This part of the chapter consists of research work which work which has been

undertaken by the researcher before discussing in detail let us have the clear

view of some basic concept, Marketing, Marketing Research, Questionnaire,

Meaning of Survey & its Methods, Meaning of Feedback how it is important

There are two types of Research Method.

1) Survey Method

2) Experimental Method

Survey Method

The Survey method is complex operations which require some technical

knowledge. Usually three general methods are used for conducting this survey

method they are as follows,

(i) Interview/Questionnaire

(ii) Mail Survey

(iii) Telephonic Survey

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Here in this research work survey method has been widely executed the three

phase of this survey method i.e., personal interview/questionnaire, mail survey,

telephonic survey.

Experimental Method

This method is more related to the production aspects of an organization. The

quality of the ultimate result of continuous research and experiments.

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 SOURCE OF DATA

Data’s are the useful information or any forms of document designed in a

systematic and standardize manner which are used for some further

proceedings. One of the important tools for conducting marketing research is

the availability of necessary and useful data. Some time the data are available

readily in one form or the other and some time the data are collected afresh. The

sources of information fall under two categories, Internal Sources and External

Sources.

In this particular project the major sources were as follows:-

 Competitive Study

 Corporate Presentation

 Objections and their Possible Solutions

 Association with National and International Clients/Partner

 While providing customized solutions we learn more

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There are two type of source used in project.

A. Internal Sources

A business organization has definitely to keep certain records such as financial

accounting records, sales records, and other information relating to the business

process, these records provides ample information, good use can be made by the

various information which are organization usually keeps for its own purposes

in the future. Here in this case we have got lot many information from inside the

organization such as readymade data base of the various companies in Delhi and

NCR regions, sample project reports of the previous year some valuable

information from our guide Mr. Vivek Sir relating to the operational system in

Employee Background Screening Services in Onicra etc.

B. External Sources

When the information or any forms of document are collected from outside the

organization, it basically happens when the internal records are insufficient and

the required information is not readily available, the organization will have to

depend on the external sources. Here in this case the external sources are

internet, magazine, paper cutting etc. In external sources the research has

been broadly divided in to two categories they are as follows,

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(I) Primary Data:-

The primary data was collected through the following activities:

• Administering the questionnaire to the human resource managers of a


select group of companies
• Telephonic Conversation
• In house brain storming sessions

(II) Secondary Data:-

The secondary data was collected through the following:

Online Research material of the Various Institution/Agencies directly or

indirectly involved with Employee Background Screening, which is a new Step

towards Consolidation of software and IT manpower in the Industry.

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CHAPTER – V

FINDING & ANALYSIS

 PROJECT FINDING

 RESULT OF QUESTIONNAIRE

 RESEARCH & ANALYSIS

 PHOTOSTATE OF FILLED

QUESTIONNAIRES

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 PROJECT FINDING

• Small players/New players have also shown their interest to avail these

services.

• For many companies, EBS is either an unknown term or not wants to give

time to survey/research people from their busy schedule.

• Cost of availing these services can be barrier for the companies. They

don’t know how much they have to spend to avail these services.

• Companies even don’t know much about the players who provide these

kinds of services.

• It is a need of the hour because the dynamics of the Industry are

changing.

• Many companies are interested in this service but they don’t know about

the process of the ebs.

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 RESULTS AS PER THE QUESTIONNAIRE

Total Company Visit : 101 Companies

Total Questionnaire Filled : 32 Companies

Companies’ type : IT Companies & BPOs

Area of Survey : Sector 02, 16, 57, 127 Noida,

Phase II and III, Okhala Industrial

Area, New Delhi

Period of Study : 15th July 2007 to 31st August 2007

Studied on Behalf Of : ONICRA Credit Rating Agency, Delhi

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 RESEARCH AND ANANLYSIS

Q. (1) Do you think hiring qualified honest employees is critical to your


success?
(A) Agree
(B) Disagree

68.50%

31.50% Series1

Agree Disagree

Analysis

The above Cylinder-diagram shows that only 31.50 percentage of the

respondents was Not agree that hiring qualified and honest employee is critical

to their success, Where as 68.50 percentages of the respondents was agree that

hiring Qualified and honest employee is critical to their success, because a sheet

of Paper (resume) is not enough to give all the genuine information for a

Candidate applied for the particular post in an organization

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Q. (2) Every employer has a need and right to know about the persons
they are brining in?
(a) Agree
(b) Disagree

Analysis
The above Cone-diagram shows that only 1.66 percentage of the respondents

was Not agree that every employee has a need and right to know about the

person They are bringing in to the organization where as 99.34 percentages of

Respondent agreed that yes, every employee has a need and right to know about

the person they are bringing in to the organization, to reduce the risk

Of uncertainties

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Q.3 Can Simple test or interview provide information needed?

(a) Agree
(b) Disagree

78.46%

agree
21.54% 78.46%
disagree

Analysis
The above pie-diagram shows that 21.54 percentage of the respondents was

agree that simple test or interview provide information needed where as other

says that 78.46 percentage not agree, a simple test or interview cannot provide

information needed

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Q.4 Have you came across any instance where the entire CV has been fabricated
to attain a specific position?

(a) Always
(b) Sometime
(c) Never
(d) Rarely

2.76%
20.44%

13.81%
62.98%

Always Sometime Never Rarely

Analysis
The above pie-diagram shows that only 2.76 percentage of the respondent have

come across that Always and 62.98 percentage of the respondent have come

across that Sometime and only 13.81, 20.44 percentage of says that never and

Rarely for instance cases where the entire CV has been fabricated to attain a

specific position.

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Q.5 Employment Background Screening is?

(a) Your Requirement


(b) Client Requirement
(c) No Response

81.76%
90.00%
80.00%
70.00%
60.00%
50.00%
40.00%
30.00% 14.36%
20.00%
3.88%
10.00%
0.00%
Your Requirement Client Requirement No Response

Analysis
The above Column-diagram shows that only 14.36 percentages of the

Respondents says that ‘Employee Background Screening’ is their client

Requirement, Where as 81.76 percentages of the respondents says That its their

own requirements, and 3.88 percentages are says No Response. So that is very

important from the Organization point of view.

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Q.6 Is this an integral part of your requirement process?

(a) Yes
(b) No
(c) No Response

90.00%
80.00%
70.00%
60.00% 83.42%
50.00%
40.00%
30.00%
20.00% 10.51% 6.07%
10.00%
0.00%
Yes No No Response

Analysis
The above Pyramid-diagram shows that only 83.42 percentages of the

Respondents says that ‘Employee Background Screening’ is the Integral part of

the recruitment process where as 10.51 percentages of The respondents says that

no it’s not the integral part of the Recruitment process, where as 6.07 percentage

says No Response.

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Q.8 Do you hire employee verification agencies?

(a) Yes
(b) No
(c) No Response

77.90%

12.15% 9.95%

Yes No No Response

Analysis
As ‘Employee Background Screening Services’ is a very new concept basically

in a developing country like India after the successful survey it has found that

only 12.15 percentage of the Indian Companies hire some agencies for

employee background screening services, where as 77.90 percentage of the

Indian companies does not hire any such type of agencies who are in to this

kind of services.

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Q.9 If No, then are you looking forward to these services form professional
vendors?

(a) Yes
(b) No
(c) Not Response

21.00%

7.00%

72.00%

Yes No No Response

Analysis
The above pie-diagram shows that 21 percentages of the Respondents says that

yes, they are looking forward for these types of services from any professional

vendors i.e., ‘Employee Background Screening’ which is considered the integral

and the basic hygienic measure for the recruitment process where as 72

percentages of the respondents says that they are not looking forward for these

types of services from any professional vendors i.e., ‘Employee Background

Screening’

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Q.10 With reference to (Q. no. 8) if Yes then, could you to share the name of the
agency…………………………………………………………………..!

Q.11 Since how long you are practicing employment background screening with
above agency………………………………………………………………..!

Q.12 Are you satisfied with their services?

(a) Yes
(b) No
(c) Not Response

62.44%

8.84% 28.72%

Yes No No Response

Analysis
As ‘Employee Background Screening Services’ is a very new concept basically

in a developing country like India after the successful survey it has found that

only 8.84 percentage of the Indian Companies Satisfied their services, where as

62.4 percentage of the Indian companies does not give good Response.

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Q.13 What are the criteria you look for the empanelment of the agencies?

(a) Pricing
(b) Quality
(c) Turn around time
(d) Not response

14.91% 16.57%

21.54%

46.96%

Pricing Quality Turn around time Not Response

Analysis
In the above pie-diagram it is mentioned that the criteria they are looking for the

empanelment with the agencies are pricing and the quality of services, from the

survey it is found that 16.57 percentage of the respondents were emphasizes on

the pricing of this kind of services, where as 46.96 percentage of the

respondents emphasizes on the quality of the employee background screening

services.

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Q.14 What is your expected turn around time ?

(a) 01 to 07 days
(b) 07 to 15 days
(c) Above 15 days

60%

50%

40%

30%
54%
20%
31%
10%
15%
0%
S1
1 to 7 days
7 to 15 days
Above 15
days

Analysis
In the above pie-diagram it is mentioned that the criteria they are looking for the

Expected turn around time we are divided into three categories that is 31

percentage Indian companies says that turn around time are completed into

within a week , where 54 percentage companies says that turn around time are

completed in above 15 days. This type of figure because there are many

companies not known about these service and their program.

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Q.15 What type of services you are looking for in employee background
screening?

(a) Education Verification


(b) Criminal Verification
(c) Address Verification
(d) Reference Check
(e) Employment Verification
(f) Health Check

11% 17.00%
5%
Education Verification
Criminal Verification
Address Verification
Reference Check
22.00%
Employment Check
40% Health Check
5%

Analysis
Those organizations have the knowledge of this kind of services that is
employee background screening services, had shows interest to have these kinds
of services, and even though it is a package of services but depending on the
needs and requirement of the clients the services differs. In the above pie-
diagram it is mention that 40 percentages of the respondent gave much
important on education and criminal verification, where as 17 percentages gave
their opinion to have education, criminal verification and reference check, 22
percentages gave importance to education, criminal verification, reference
check, and employment verification.

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PHOTOSTATE

OF

FILLED QUESTIONNAIRES

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CHPTER – VI

RECOMMENDATION
&
CONCLUSITION

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RECOMMENDATION

Onicra Credit Rating Agency of India Ltd. basically provides the commercial

service since 1993, and pioneer in individual credit rating i.e., Only National

Individual Credit Rating Agency in India, as Onicra has stepped in to this

service (EBSS) since last eight/nine month, therefore it will take some time to

get the fruitful result of this service, as par as suggestions is concern effective

utilization of the brand image of the Onicra should be done, through the proper

channel and creating the demand and understanding the requirement of the

client is very much important.

There are some recommendation that is felt they are following :-

• Advertising: Most of companies even don’t know about this service. So,

it needs advertising at large scale by means of Surveys, Print Media etc.

• Age Verification: Some companies (esp. Govt. undertaking), Age of job

applicants matter. So, EBS should include Age Verification.

• Quality: Mostly, this type of services has been adopted by big

companies. So, they are quality-conscious rather than price. So, Quality is

the key to grab the market share.

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• Customer Relationship Management: Today CRM plays a very vital

role in marketing. Hence company should keep in the mind the

importance of after sales & support functions.

CONCLUSION

There is a huge opportunity available in the market. Most of the companies

either don’t avail these services or don’t know about these services. Only the

company needs a good marketing strategy and well execution of that.

From the effective survey it has been clearly found that there is a great demand

and high potential of this service in future in India Corporate, the only thing is

that to grasp the potential opportunities by effective understanding the client

requirement.

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CHPTER – VII

BIBLIOGRAPHY

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1. www.nasscom.org

2. www.nationalskillsregistry.com

3. www.onicra.com

4. Company Manuals

5. My Special thanks to Google.com

6. Company Annual Report

7. www. Creditrating.com

8. Special reference to filled questionnaires

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