Académique Documents
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ON
SUBMITTED BY
AMIT KUMAR SHARMA
MBA (SALES & MARKETING) FINAL
ENROLLMENT NO. : - 4740600055
DECLARATION
hereby
declare
that
the
project
entitled
EMPLOYEE
Place: Jodhpur
Date:
Place: Jodhpur
Date:
CERTIFICATE
Place: Jodhpur
Date:
TABLE OF CONTENTS
CHAPTER I
EXECUTIVE SUMMERY
CHAPTER II
COMPANY PROFILE
INTRODUCATION
COMPANY RESUME
ORGANISTION STRUCTURE
NATIONAL STRUCTURE
INFRA-STRUCTURE SETUP
CHAPTER III
EMPLOYMENT BACKGROUND SCREENING
INTRODUCATION OF EBS
WHY EBS
EBS TOOLS
EBS PROCESS
BENEFITS OF EBS
CHPTER IV
RESEARCH METHODOLOGY
PROJECT DETAILS
DATA ANALYSIS
SOURCE OF DATA
CHPTER V
FINDING & ANALYSIS
PROJECT FINDING
RESULT OF QUESTIONNAIRE
CHPTER VI
SUGGESTIONS & CONCLUSITION
CHPTER VII
BIBLIOGRAPHY
CHAPTER I
EXECUTIVE SUMMERY
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
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
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
CHAPTER II
COMPANY PROFILE
INTRODUCATION
COMPANY RESUME
ORGANISTION STRUCTURE
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.
validation and information on credit takers and have been successfully doing the
employee screening.
Rating,
Employee
Screening,
SSI/SME
Rating,
Customer
COMPANY RESUME
individual credit rating and reporting services to the Indian financial market.
thru NSIC and recognized by IBA, for Financial and Performance Rating.
& Telecom companies, Auto Finance, Consumer Finance, Credit Card issuers,
Employment background verifications. Working closely with Trade
Commissions to report status of trade prospects.
ORGANSATION STRUCTURE
SHAPE \* MERGEFORMAT
Executive Director
CFO
Head of Operation
AVP
NISC & BIS
Financ
e
Analysts
AVP
Sales & Mkting
Analysts
Corporate
HR
CTO
HR
Operation
Account
Business
Developmen
t
Technolog
y
Business
Developmen
t
Training
Manmohan Agrawal
(COO)
Pradeep Ailawadi
(Asst. VP- NSIC, SSIR)
S.Ramesh
(VP- SME)
Pradeep Agrawal
(VP- Finance)
Vijaya Sen
(Manager- HR)
NATIONAL STRUCTURE
INFRA-STRUCTURE SETUP
(2)
(3)
(4)
on the scale of
(5)
(6)
(7)
Lifestyle Analysis
CHAPTER III
EMPLOYMENT
BACKGROUND SCREENING
INTRODUCATION OF EBS
WHY EBS
EBS TOOLS
EBS PROCESS
BENEFITS OF EBS
INTORDUCATION OF EBS
Employee Background Screening Services is a way to find out as much
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.
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:
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 preemployment screening. It will deliver to the employer vital information on
ANNAMALAI UNIVERSITY, CHEENAI
lifestyles and social issues, apart from the more conventional driver's license,
educational qualification, credit and criminal record checks
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;
ANNAMALAI UNIVERSITY, CHEENAI
Education verification
Criminal verification
Address verification
Reference Check
Employment verification
Health Check
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
ONICRAS Employment Background Screening program
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
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 applicants permanent residential address In this
verification the agencies are checks the employees 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
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 crossreference 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 clients 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.
5) EMPLYOMENT VERFICIATION
such
as
their
supervisors.
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.
ANNAMALAI UNIVERSITY, CHEENAI
EBS PROCESS
CONSENT LETTER
SEARCHING
EDUCATION
VERIFICATION
VISITING
CRIMINAL
VERIFICATION
VERIFYING
ADDRESS
VERIFICATION
INFORMATION
FINAL REPORT
CLIENT
REFERENCE
CHECK
DESCRIPTION
Start
Cases sent
through mail
Cases Logged in to
the central System
N0
Logged Cases in
Coverage Area?
Resources
Moved From
Nearest
Executing
Locations
YES
Allocated to Respective
Executing Locations
Registrar Of concerned
University/college/school Contacted
Stamp is taken on Relevant Papers as
Mandatory Step and Subjected to Proofs
Coordinator
Feedback/ Papers
Audited by TL of
Executing Locations
Reverts Put in
the Prescribed
Format
Reports prepared by
Central
coordinator With
Daily MIS
Cases Exported
exit
DESCRIPTION
Start
Cases sent
through mail
Cases logged in to
the central System
N0
Logged Cases in
Coverage Area?
Resources
Moved From
Nearest
Executing
Locations
YES
Allocated to Respective
Executing Locations
Coordinator
Feedback/ Papers
Audited by TL of
Executing Locations
Reverts Put in
the Prescribed
Format
Reports prepared by
Central
coordinator
Cases Exported
exit
REFFERENCE CHECK
DESCRIPTION
Start
Cases sent
through mail
Cases Logged in to
the central System
N0
Logged Cases in
Coverage Area?
Resources
Moved From
Nearest
Executing
Locations
YES
Allocated to Respective
Executing Locations
Coordinator
Reports prepared by
Central
coordinator
Cases Exported
exit
EMPLOYMENT VERIFICATION
DESCRIPTION
Start
Cases sent
through mail
Cases Logged in to
the central System
N0
Logged Cases in
Coverage Area?
Resources
Moved From
Nearest
Executing
Locations
YES
Allocated to Respective
Executing Locations
HR Person Contacted
Detailed Questionnaire
Administered
Information
Attested By HR
Feedback/ Papers
Audited by TL of
Executing Locations
Reports prepared by
Central
coordinator
Cases Exported
Exit
Increase Productivity
Decrease Liability
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.
CHAPTER IV
RESEARCH METHODOLOGY
PROJECT DETAILS
OBJECTIVES OF STUDY
DATA ANALYSIS
SOURCE OF DATA
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.
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
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.
SOURCE OF DATA
Competitive Study
Corporate Presentation
A.
Internal Sources
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,
(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.
.
CHAPTER V
PROJECT FINDING
RESULT OF QUESTIONNAIRE
PHOTOSTATE OF FILLED
QUESTIONNAIRES
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
dont know how much they have to spend to avail these services.
Companies even dont know much about the players who provide these
kinds of services.
Many companies are interested in this service but they dont know about
the process of the ebs.
101 Companies
32 Companies
Companies type
Area of Survey
Period of Study
Studied on Behalf Of
68.50%
31.50%
Agree
Series1
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
Q. (2) Every employer has a need and right to know about the persons
they
(a)
Agree
(b)
Disagree
98.34%
Series1
1.66%
agree
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
78.46%
21.54%
78.46%
agree
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
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
20.44%
2.76%
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.
90.00%
81.76%
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.
Yes
(b)
No
(c)
No Response
90.00%
80.00%
70.00%
83.42%
60.00%
50.00%
40.00%
30.00%
10.51%
20.00%
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 its not the integral part of the Recruitment process, where as 6.07
percentage says No Response.
Yes
(b)
No
(c)
No Response
77.90%
9.95%
12.15%
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.
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
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%
Yes
28.72%
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.
Q.13 What are the criteria you look for the empanelment of the agencies?
(a)
Pricing
(b)
Quality
(c)
(d)
Not response
14.91%
16.57%
21.54%
46.96%
Pricing
Quality
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.
01 to 07 days
(b)
07 to 15 days
(c)
Above 15 days
60%
50%
40%
30%
20%
54%
31%
10%
15%
0%
1 to 7 days
S1
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.
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%
5%
17.00%
Education Verification
Criminal Verification
Address Verification
22.00%
Reference Check
Employment Check
Health Check
40%
5%
Analysis
PHOTOSTATE
OF
FILLED QUESTIONNAIRES
CHPTER VI
RECOMMENDATION
&
CONCLUSITION
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 dont know about this service. So,
it needs advertising at large scale by means of Surveys, Print Media etc.
CONCLUSION
There is a huge opportunity available in the market. Most of the companies
either dont avail these services or dont 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.
CHPTER VII
BIBLIOGRAPHY
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
CTO