SUMMER TRAINING REPORT

ON
“RECRUITMENT AND SELECTION IN”
NETMAX TECHNOLOGIES BATHINDA.

Submitted by
ROLL NO.
DORANDA COLLEGE DORANDA
PREFACE

As MBA degree require equal attention practical as well as theoretical

aspectof the business, various problems are to be dealt with in these
courses, thati s w h y r e s e a r c h p r o g r a m s a r e t h e r e t o g i v e
d e e p a s w e l l a s t h o r o u g h knowledge of the subjects.I h av e
atte mp ted to liv e up these requ isites wh ile p rep aring this
repo rt. Industrial Training is a part of professional courses. With the
help of Industrial Training

we can able to understand the work undertaken in a company.In

today’s competitive world, employee’s performance plays a very
importantro le in the g ro wth of a p articular co ncern . Th e
e mp lo yee mu st h av e th e t h e o r e t i c a l a n d p r a c t i c a l
k n o w l e d g e o f t h e w o r k , t h e y a r e r e q u i r e d t o perform.
The theoretical knowledge can be gained in educational institutionbut
for the practical knowledge training is required, so training acquaints
theemployees with the real situation of the work and helps him in the
faultlessaccomplishment of the work. So this project includes all the
detailed aspectof training required for employees.Success of an
organization depends largely on successful handling of
itsh u man resources. E mp lo yee Train ing and mo tiv ation
are v ital too ls fo r

individ ual & o rg an ization al dev elop men t train ing no t

on ly mo tivates the employees, but also prepares them for future
needs of the company. This project report has been prepared
keeping in mind the organizationalneeds pertaining to the
training & development of employees. It describesthe
principles of training programmes and guidelines adopted in
NETMAX TECHNOLOGIES (Bathinda) which was developed,
conducted & evaluated forimparting training to its employees and
developing them for making moreeffective whilst in job & their
life.
 ACKNOWLEDGMENT
If words are considered as a symbol of approval and token of
appreciationthen let the words play the heralding role expressing my
gratitude.F i r s t o f a l l I t h a n k t o t h a t G r a c i e G o d w h o
b l e s s e d m e w i t h a l l k i n d s o f facilities that had been
provided to me for completion of my report.I acknowledge my
deepest sense of gratitude and sincere feeling of indebteddivine my
advisor Mr. Sunil Thakur under whose guidance and through
theirsustained efforts and encouraging attitude I was able to complete
my project.It would have been difficult to achieve the results in
such a short span of time.I want to express my sincere gratitude
to all the staff members of Netmax T e c h n o l o g i e s l i m i t e d
for spending their precious time and sharing
t h e valuable information with me and in helping my project to be a
success.Specially Thanks to Mr. Ashok Kumar Chalana Principal of
Guru Nanak Collegeof Management & technology (Doomwali)
and faculty Miss ParvachandeepKaur for encouragement to
me.Words are not sufficient to register my sincere regards to my
loving family &my friends for their cooperation & unabated
inspiration that really keep megoing.

SanjuBala
 DECLARATION
I
MAMTA KUMARI
, a student of M.COM IV semester, Doranda
C o l l e g e D o r a n d a o f Master of Degree Ranchi, do hereby
declare that this project report on “RECRUITMENT AND
SELECTION
”
h as b een p repared b y me as a part of the requirement of the
M.Com program of Punjab Technical University(batch of 2010-
2012), under the guidance of
Mr. Sunil Thakur.
I further declare that this report has not been submitted earlier to any
otheruniversity or institute for the award of any degree.Date:Name:
Sanju Bala

CERTIFICATE
It is certified that the project work entitled
“
RECRUITMENT AND SELECTION
”
done by
Sanju Bala
to be submitted to
G u r u N a n a k C o l l e g e o f Management and Technology,
Doomwali
affiliated to Punjab TechnicalUniversity, Jalandhar for the Partial
fulfillment of requirement for award of thedegree of
Master of Business Administration
has been carried out undermy g u idan ce and su perv ision . This
p ro ject is not sub mitted to any o th er University for receiving
any diploma or degree.
Date:Miss. ParvachandeepKaur

Lect. InMgt Dept.GNCMT,

Executive Summary
The project titled “RECRUITMENT AND SELECTION” Undertaken
in NetMaxTechnolies Pvt.Ltd.The project report is about
recruitment and selection process thats an important
‟
part of an y o rg an izatio n. Which is consid ered as a
n ecessary asset of a co mp an y? In fact, recruitment and
selection gives a home ground to the organization acumen that is
neededf o r proper fun ction ing of th e o rg an ization . It g iv es
a o rganization al stru ctu re of th e company. Its a
methodology in which the particular organization wor
‟
ks and how a newcandidate could be recruited in such a way
that he/she would be fitted for the right kindof career.There are
two types of factors that affect the Recruitment of candidates for the
company

Internal factors

External factors

The objective of selection decision is to choose the individual who

can most successfully perform the job from the pool of qualified
candidates. Selection process or activitiestyp ically f ollo w a
stand ard patter, b eginnin g with an in itial screening
interv iew and concluding with final employment decision.

INTRODUCTION
Human Resource is a basic need of any work to be done. According to
ARTHUR
LEWIS:
“There are great differences in development
b e t w e e n countries which seem to have roughly equal resources, so
it isnecessary to enquire into the difference in human behaviors”
The project report is all about recruitment and selection process that‟s
animportant part
of any organization.Recruitment highligh
t s e a c h a p p l i c a n t ‟ s s k i l l s , t a l e n t s a n d experience. Their
selection
i n v o l v e s d e v e l o p i n g a l i s t o f q u a l i f i e d candidates,
defining a selection strategy, identifying qualified candidates,
thoroughlyevaluating qualified candidates and selecting the most
qualified candidate.It is said if right person is appointed at right
place the half work has been done. In this project I have tried
to cover all the important point that should be kept in mind
whilerecru itme n t an d selection p ro cess and hav e
condu cted a research stud y th rou gh a questionnaire that I got
it filled with all the sales managers of the AVIVA life
insuranceKanpur and tried to find out which methods and
various other information related torecruitment and selection and
tries to come to a conclusion at what time mostly the
manpower planning is don‟t , what the various method used for recruitingthe
candidates
and on what basic the selections is done.

NetMax Technologies Pvt. Ltd. has a well-articulated equal

opportunity policy, whichlays strong emphasis on hiring of
individuals irrespective of age, race, caste or gender. Asa best practice
in recruitment.

OBJECTIVE
1. To study the recruitment and selection procedure followed in
NETMAXTECHNOLOGIES PVT. LTD.
2:
To study the various sources of recruitment followed in .
NETMAX TECHNOLOGIESPVT. LTD.
3:To learn what is the process of recruitment and selection
that should be followed.
4:
To search or headhunt people whose skill fits
i n t o t h e company‟s values.
RESEARCH
METHODOLOGY

REASERCH METHODOLOGY
In everyday life hu man b ein g h as to face man y p rob lems
v iz. social, econo mical, financial problems. These problems in
life call for acceptable and effective solutions andfor this purpose,
research is required and a methodology applied for the solutions can
befound out.
Research was carried out at NETMAX TECHNOLOGY Pvt .Ltd to
find out the
“Recruitment and selection process”.
DATA COLLECTION:Primary Data:
Primary data was collected through survey method by
distributing questionnaires to branch manager and other sales
manager. The questionnaires were carefully designed bytaking into
account the parameters of my study.
Secondary Data:
Data was collected from books, magazines, web sites, going
through the records of theorganisation, etc. It is the data which has
been collected by individual or someone else for the purpose of other
than those of our particular research study. Or in other words we
cansay that secondary data is the data used previously for the
analysis and the results areundertaken for the next process.

Information Technology Industry

Information technology, and the hardware and software associated
with the ITindustry, are an integral part of nearly every major global
industry.
Information technology, and the hardware and software associated
with the ITindustry, are an integral part of nearly every major global
industry.

The information technology (IT) industry has become of the most

robust industriesin the world. IT, more than any other industry or
economic facet, has an increased productivity, particularly in the
developed world, and therefore is a key driver of global economic
growth. Economies of scale and insatiable demand from
bothconsumers and enterprisescharacterize this rapidly growing
sector. The Information Technology Association of America (ITAA)
explains 'informationtechnology' as encompassing all possible aspects
of information systems based oncomputers.Both software
development and the hardware involved in the IT industry
includeeverything from computer systems, to the design,
implementation, study anddevelopment of IT and management
systems.Owing to its easy accessibility and the wide range of IT
products available, thedemand for IT services has increased
substantially over the years. The IT sector hasemerged as a major
global source of both growth andemployment.
Features of the IT Industry at a Glance
•
Economies of scale for the information technology industry are high.
Themarginal cost of each unit of additional software or hardware
isinsignificant compared to the value addition that results from it.
•
Unlike other common industries, the IT industry is knowledge-
based.Efficient utilization of skilled labor forces in the IT sector can
help an economyachieve a rapid pace of economic growthThe IT
industry helps many other sectors in the growth process of the
economyincluding the services and manufacturing sectors
The role of the IT Industry
The IT industry can serve as a medium of e-governance, as it assures
easyaccessibility to information. The use of information technology in
the service sector

improves operational efficiency and adds to transparency. It also

serves as amedium of skill formation.
MAJOR STEPS TAKEN FOR PROMTION OF IT INDUSTRYDomain of
the IT Industry
A wide variety of services come under the domain of the information
technologyindustry. Some of these services are as follows:
•
Systems architecture
•
Database design and development
•
Networking
•
Application development
•
Testing
•
Documentation
•
Maintenance and hosting
•
Operational support
•
Security servicesThe
IndianInformation Technology industry
accounts for a 5.19% of thecountry'sGDPand export earnings as of
2009, while providing employment toa significant number of
itstertiary sector workforce. More than 2.5 million people are
employed in the sector either directly or indirectly, making it one
of the biggest job creators in India and a mainstay of the national
economy. In2010-11, annual revenues fromIT-BPOsector is estimated
to have grown over US$76 billion compared toChina with $35.76
billion andPhilippines with $8.85 billion.
[1]
India's outsourcing industry is expected to increase to US$225 billion
by 2020. The most prominent IT hub isBangalore.The other emerging
destinations
are Chennai,Hyderabad, Coimbatore, Kolkata,Kochi, Pune,
Mumbai, Ahmadabad, NCR . Technically proficient immigrants from
India sought jobs in the western worldfrom the 1950s onwards as
India's education system produced more engineersthan its industry
could absorb. India's growing stature in the Information Age enabled
it to form close ties with both theUnited States of America and
theEuropean Union.However, the recentglobal financial crises has
deeply impacted the Indian IT companies as well as global

companies. As a result hiring has dropped sharply and employees are

looking atdifferent sectors like the financial service,
telecommunications, andmanufacturing industries, which have been
growing phenomenally over the lastfew years.India's IT Services
industry was born inMumbaiin 1967 with the establishment of Tata
Group in partnership with Burroughs. The first software export
zone SEEPZ was set up here way back in 1973, the old avatar of the
modern day IT park. Morethan 80 percent of the country's software
exports happened out of SEEPZ, Mumbai in 80s.Each year India
produces roughly 500,000 engineers in the country, out of themonly
25% to 30% possessed both technical competency andEnglish
languageskills,although 12% of India's population can speak in
English. India developed a number of outsourcing companies
specializing in customer support viaInternet or telephone connections.
By 2009, India also has a total of 37,160,000 telephone linesin use,
[8]
atotal of 506,040,000mobile phone connections,
[9]
a total of 81,000,000 Internetusers—comprising 7.0% of the country's
population,
[10]
and 7,570,000 people in thecountry have access to broadband
Internet — making it the 12th largest country inthe world in terms
of broadband Internet users.
[11]
Totalfixed-lineandwireless subscribers reached 543.20 million as of
November, 2009
Formative years (till 1991)
The Indian Government acquired the EVS EM computers from
theSoviet Union, which were used in large companies and research
laboratories. In 1968TataConsultancy Services —established
inSEEPZ, Mumbai
[3]
by the Tata Group —were the country's largest software producers
during the 1960s. As an outcome of thevarious policies of Jawaharlal
Nehru (office: 15 August 1947 – 27 May 1964) the economically
beleaguered country was able to build a large scientific
workforce,third in numbers only to that of the United States of
America and the Soviet Union.On 18 August 1951 the minister of
educationMaulana Abul Kalam Azad,inaugurated theIndian Institute
of Technologyat Kharagpur in West Bengal. Possibly modeled after
theMassachusetts Institute of Technology these institutions were
conceived by a 22 member committee of scholars and entrepreneurs
under thechairmanship of N. R. Sarkar.Relaxed immigration laws in
the United States of America (1965) attracted anumber of skilled
Indian professionals aiming for research. By 1960 as many as10,000
Indians were estimated to have settled inthe US. By the 1980s a
number of engineers from India were seeking employmentin other
countries. In response, the Indian companies realigned wages to retain
their experienced staff. In the
Encyclopedia of India
,Kamdar (2006) reports on the roleof Indian immigrants (1980 - early
1990s) in promoting technology-driven growth:The United States’
technological lead was driven in no small part by the brain power of
brilliant immigrants, many of whom came from India. The
inestimablecontributions of thousands of highly

trained Indian migrants in every area of American scientific and

technologicalachievement culminated with the information
technology revolution most associatedwithCalifornia’sSilicon
Valley in the 1980s and 1990s. The National Informatics Centre was
established in March 1975. The inception of The Computer
Maintenance Company (CMC) followed in October 1976.
Between1977-1980 the country's Information Technology companies
Tata InfoTech,PatniComputer Systems andWiprohad become visible.
The 'microchip revolution' of the 1980s had convinced bothIndira
Gandhi and her successor Rajiv Gandhi that electronics and
telecommunications were vital to India's growth and
development.MTNLunderwent technological improvements. Between
1986-1987, the Indiangovernment embarked upon the creation of
three wide-area computer networkingschemes: INDONET (intended
to serve the IBM mainframes in India), NICNET(the network for
India's National Informatics Centre), and the academic
researchoriented Education and Research Network (ERNET).
1991–2001
Regulated VSATlinks became visible in 1985. Desai (2006) describes
the steps taken to relax regulations on linking in 1991:In 1991 the
Department of Electronics broke this impasse, creating a
corporationcalled Software Technology Parks of India(STPI) that,
being owned by the government, could provide VSAT
communications without breaching its monopoly.STPI set up
software technology parks in different cities, each of which
providedsatellite links to be used by firms; the local link was a
wireless radio link. In 1993the government began to allow individual
companies their own dedicated links,which allowed work done in
India to be transmitted abroad directly. Indian firmssoon convinced
their Americancustomers that a satellite link was as reliable as a team
of programmers working inthe clients’ office.Videsh Sanchar Nigam
Limited(VSNL) introduced Gateway Electronic MailService in 1991,
the 64 kbit/s leased line service in 1992, and commercial
Internetaccess on a visible scale in 1992. Election results were
displayed via NationalInformatics Centre's NICNET.The Indian
economy underwent economic reforms in 1991, leading to a new era
of globalization and international economic integration. Economic
growth of over 6%annually was seen between 1993-2002. The
economic reforms were driven in part by significant the internet usage
in the country. The new administration under Atal

Bihari Vajpayee —which placed the development of Information

Technologyamong its top five priorities— formed the Indian National
Task Force onInformation Technology and Software
Development.Wolcott & Goodman (2003) report on the role of the
Indian National Task Force onInformation Technology and Software
Development:
The New Telecommunications Policy, 1999
(NTP 1999) helped further liberalizeIndia's telecommunications
sector. The Information Technology Act2000 created legal procedures
for electronic transactions and e-commerce.Throughout the 1990s,
another wave of Indian professionals entered the UnitedStates. The
number of Indian Americans reached 1.7 million by 2000. This
immigration consisted largely of highly educated technologically
proficientworkers. Within the United States, Indians fared well in
science, engineering,and management. Graduates from the
Indian Institutes of Technology (IIT)
became known for their technical skills. Thus
GOI
planned to establish newInstitutes especially for Information
Technology to enhance this field. In 1998 Indiagot the first
IT
institute name
Indian Institute of Information Technology
atGwalior. The success of Information Technology in India not only
had economicrepercussions but also had far-reaching political
consequences. India's reputation both as a source and a destination for
skilled workforce helped it improve itsrelations with a number of
world economies. The relationship between economyand
technology—valued in thewestern world —facilitated the growth of
anentrepreneurial class of immigrant Indians, which further helped aid
in promotingtechnology-driven growth.Within 90 days of its
establishment, the Task Force produced an extensive background
report on the state of technology in India and an IT Action Plan
with108 recommendations. The Task Force could act quickly because
it built upon theexperience and frustrations of state governments,
central government agencies,universities, and the software industry.
Much of what it proposed was also consistentwith the thinking and
recommendations of international bodies like the
World TradeOrganization
(WTO), International Telecommunications Union(ITU), and World
Bank .In addition, the Task Force incorporated the experiences
of Singaporeand other nations, which implemented similar programs.
It was less a task of inventionthan of sparking action on a consensus
that had already evolved within thenetworking community and
government.
2001–present
InfosysMedia Centre inElectronic City, Bangalore. Millennium
Tower inKolkata, Salt Lake Sector-5, a major IT hub in the city.

Tidal Park —one of the largest software parks in Asia—was set up

on the July 4,2000 inChennai, to aid the growth of Information
Technology inTamil Nadu. Cyber Towers at Hi-tech City in
HyderabadPatni Knowledge Park, Airoli, Navi Mumbai
Cognizant's Delivery Center inPuneIndia is now one of the biggest IT
capitals in the modern world.The economic effect of the
technologically inclined services sector in India— accounting for
40% of the country's GDP and 30% of export earnings as of
2006,while employing only 25% of its workforce—is summarized by
Sharma (2006):The share of IT (mainly software) in total exports
increased from 1 percent in 1990to 18 percent in 2001. IT-enabled
services such as backoffice operations, remotemaintenance,
accounting, public call centers, medical transcription, insurance
claims, and other bulk processing are rapidly expanding. Indian
companies such asHCL, TCS,Wipro, andInfosys may yet become
household names around the world. Today, Bangalore is known as
the Silicon Valley of Indiaand contributes 33% of Indian IT Exports.
India's second and third largest software companies are head-
quartered in Bangalore, as are many of the global SEI-CMM Level 5
Companies.AndMumbaitoo has its share of IT companies that are
India's first and largest, likeTCSand well established like
Reliance,Patni,
InfoTech, I
-Flex, WNS, Shine, Naukri, Jobs pert etc. are head-quartered
inMumbai. and these IT and dot comcompanies are ruling the roost of
Mumbai's relatively high octane industry of Information
Technology.Such is the growth in investment and outsourcing; it was
revealed that Cap Geminiwill soon have more staff in India than it
does in its home market of France with21,000 personnel+ in India.
[14]
On 25 June 2002 India and theEuropean Union agreed to bilateral
cooperation in the field of science and technology. A joint EU-India
group of scholars was formedon 23 November 2001 to further
promote joint research and development. India

holds observer status atCERNwhile a joint India-EU Software

Education andDevelopment Center is due at Bangalore.
India's IT industry (USD bn)
ParticularsFY2004FY2005FY2006FY2007FY2008
I T
S e r v i c e s 1
0 . 4 1 3 . 5 1 7
. 8 2 3 . 5 3 1 .
0 -
 Exports
7 . 3 1 0 . 0 1 3 . 1 3 1 8 .
0 2 3 . 1 -
Domestic
3 . 1 3 . 5 4 . 5 5
. 5 7 . 9

I T E S -
B P O 3 . 4
5 . 2 7 . 2 9
. 5 1 2 . 5 -
Exports
3 . 1 4 . 6 6 . 3 8
. 4 1 0 . 9 -
Domestic
0 . 3 0 . 6 0 . 9 1
. 1 1 . 6 Engineering services, R&D and
Software products2 . 9 3 . 9 5
. 3 6 . 5 8 . 6 -
Exports
2 . 5 3 . 1 4 . 0 4
. 9 6 . 4 -
Domestic
0 . 4 0 . 7 1 . 3 1
. 6 2 . 4 H a r
d w a r e 5 .
0 5 . 9 7 . 0
8 . 5 1 2 . 0
-
Exports
0 . 5 0 . 5 0 . 6 0
. 5 0 . 5 -
Domestic
4 . 4 5 . 1 6 . 5 8
. 0 1 1 . 5 T o t a l I T
i n d u s t r y ( i n c l u d i n g
h a r d w a r e ) 2 1 . 6 2 8 . 4 3 7 . 4 4 8 . 0 6 4 .
Health issues among Young labor force
Employees in IT / ITES services undergo high stress in their work
environmentwhich raises serious concerns about work in this industry.
The corporate HR practices are another concern where one survey
foundTCS employees average age is 29 years and the recruitment
practices which contribute to the inexperienced work force in the
industry. Corporate critics shortage of human resources but the
analystsays 20 year old industry cannot have 6 year experienced labor
force.
[18]
There have been raising concerns on violating employment laws by
corporate and there areharassment reported from companies
likeWipro.
Top 11 IT Hubs in
IndiaR a n k i n g C
i t y D e s c r i
p t i o n
1BangalorePopularly known as the capital of theSilicon Valley of
India is currently leading inInformation Technology

Industries in India.2ChennaiIt is the second largest exporter of

Software. It has thelargest operations for India’s top software
company TCS3HyderabadHyderabad which has
good infrastructureand good government support is also a
good technology base in
India. The
Government of AP Has built a separatetownship for IT Industry
called theHITEC City.4PunePune, a major industrial point in
India.5CoimbatoreIt is the Manchester of South India. Among major
metro-marketsCoimbatore(up 31% percent)MAY 11(Bangalore
showedthe slowest rate of annual growth at 4 percent driven
byreduced demand in the BPO/ITES sector),It Become anUpcoming
Major IT hub of India6 NCR The National Capital Region of India
comprising Delhi, Gurgaon, Faridabad, Noida, Greater
Noidaand Ghaziabad are having ambitious projects and are trying to
do every possible thing for this purpose.7MumbaiPopularly known as
the commercial, entertainment,financial capital of India,This is one
city that has seen tremendous growth in IT and BPO industry, it
recorded63% growth in 2008.TCS, Patni, LnT InfoTech, I-Flex
WNSand other companies are headquartered here.8KolkataKolkata is
a major IT hub in eastern India. All major ITcompanies are present
here. The city has tremendous potential for growth in this sector with
upcoming areas likeRajarhat.9TrivandrumFamously known as
"Gateway of South India”.Trivandrum, the capital of Kerala is a green
metropolis and tier I city. GOK providesa good platform for IT
development in the city with India'slargest IT park Techno park and
dedicatedTechno city SEZs.10Jaipur This rapidly growing industrial
hub houses a lot of IT/ITES and BPO giants. Genpact, Connexions
ITservices, Deutsche Bank and EXL BPO, Infosys’s, TechMahindra,
and Wipro are here. There are plans to build thelargest IT SEZ in
India by Mahindra under the MahindraWorld
City.11Bhubaneshwar Fast growing center of IT/IT-enabled services,
BPO &KPO

India IT Industry
The Indian IT industry is mainly governed by IT software and
servicessuch as System Integration, Software experiments, Custom
ApplicationDevelopment and Maintenance (CADM), network
services and IT Solutions.According to the findings of National
Association of Software and ServiceCompanies (Nasscom) the
revenues of the Indian IT-BPO industry will aggregateup to US$ 88.1
billion for the FY2011. The IT software and services sector alonewill
account for revenues upto US$ 76.1 billion for the same year.The
export revenues earned by the sector will reach US$ 59 billion in
FY2011making the sector a holder of 26 per cent of market share of
the total Indian exportindustry. The number of people employed with
the sector will also increase to 2million employees. Within the realm
of exports the IT Services division grew at arate 22.7 per cent in
FY2010. It was the fastest growing sector accounting toaggregate
export revenues of US$ 33.5 billion.
Top IT Companies
As per the latest reports published by Dataquest, The top 20 IT
companies in Indiawhich comprise both hardware and software
accounted for accumulated revenues of $2 billion in 2009-10.
Top IT Companies in india
Below is a list of top IT Companies in India in 2010 showing their
revenue andgrowth rate

C o m p a n
y R e v e n
u e

Growth Rate
H e w l e t t - P a c k a r d
I n d i a R s 1 4 , 9 9 2
c r o r e 1 6 p e r c e n t H C L
I n f o s y s t e m s L t d R s
1 1 , 8 3 6 c r o r e - 4
p e r c e n t I n g r a m
M i c r o I n d i a R s
8 , 8 2 4 c r o r e - 6
p e r c e n t R e d i n g
o t e R s
7 , 0 2 4
c r o r e 7
p e r c e n t I B M
I n d i a R s
5 , 8 8 8
c r o r e 2
p e r c e n t D e l
l I n d i a R s
5 , 2 7 5
c r o r e 2 4
p e r c e n t W i p
r o R s
5 , 2 6 8
c r o r e 9
p e r c e n t I n
t e l
I n d i a 4 , 6 9 0
c r o r e N o t
a v a i l a b l e M i
c r o s o f t
I n d i a R s 3 , 5 7 5
c r o r e 1 4
p e r c e n t S A P
I n d i a : R s
3 , 2 0 4
c r o r e 4 6
p e r c e n t A c e r
I n d i a R s
2 , 7 4 9
c r o r e 3 8
p e r c e n t O r a c
l e I n d i a R s
2 , 7 0 0
c r o r e 1 1
p e r c e n t A P C -
M G E R s
2 , 6 2 0
c r o r e - 1
p e r c e n t E m e r s o n
N e t w o r k P o w e r I n d i a R s
2 , 5 0 0
c r o r e N A L e n o v o
I n d i a R s
2 , 3 9 6 c r o r e -
3 p e r c e n t C i s c o
S y s t e m s I n d i a R s
2 , 3 2 4 c r o r e 0
p e r c e n t T u l i p
T e l e c o m R s
1 , 9 6 5 c r o r e 2 2
p e r c e n t L G
I n d i a R s
1 , 7 9 8
c r o r e 3 9
p e r c e n t S a m s
u n g I n d i a R s
1 , 6 6 4 c r o r e 2 9
p e r c e n t
IT Outsourcing in India
As per NASSCOM, the IT export in business process
outsourcing(BPO) services attained revenues of $ 17.2 billion for the
2010-11going up by almost 34.5 as compared to last year. It
accounted formore than 77% of the entire software and services
income.Over the year India has been the most favorable outsourcing
hubfor firms on lookout to off shore their IT operations. The
factorbehind India being a preferred destination are its
reasonablypriced labor, favorable business ambiance and availability
of expert workforce.Considering its escalating growth, Patni
Computer Systems the(IT) services and solution giants in India have
sealed a five- yearcontract with UK-based IT solution provider 2 e 2
worth US$ 32.09million. According to the agreement Patni will offer
a host of support services to 2 e 2’s clients and end users.A 5 year
agreement between HCL Technologies and News Cropfor
administering its information centers and IT services in UK. Asper the
industry analyses, the pact is estimate to be in the rangeof US$ 200-
US$ 250 million.US$ 50 million agreement between HCL
Technologies and Meggit,US- based security apparatus manufacturer,
for offeringengineering facilities.
Global giant Wal-Mart has short listed their Indian IT dealers namely
CognizantTechnologySolutions, UST Global and Infosys
Technologies for a contract worthUS$ 600 million.

India's domestic IT Market

India's domestic IT Market over the years has become one of the
major drivingforces of the industry. The domestic IT infrastructure is
developing contexts of technology and intensity of
penetration.Despite resistance by Barack Obama against outsourcing
the Indian IT/BPOindustry still show an impressive rate of growth.
According to a study conducted byGartner, the IT/ BPO sector in
India will grow at almost 19 percent till the next twoyears. By the end
of the FY 2012, the domestic sector is estimated to expand to US$1.7
billion against the existing US$ 1 billion.
Government initiative in India's domestic IT Market
•
The Indian government has established a National Taskforce on IT
with anaim of formatting a durable National IT Policy for India
•
Endorsement of the IT Act, which offers an authorized structure to
assistelectronic trade and electronic operations.
Major investments in India's domestic IT Market
According to Andhra Pradesh Government the state's SEZs and
SoftwareTechnology Parks of India (STPI) will witness an investment
of US$ 3.27 billion inthe next few years.EMC Corporation's total
Indian assets is expected to reach US$ 2 billion by 2014.
Future of Indian IT Industry
The Indian IT sector persists to be one of the flourishing sectors of
Indian financialsystem indicating a speedy expansion in the coming
years. As per NASSCOM, theIndian IT exports are anticipated to
attain US$ 175 billion by 2020 out of which thedomestic sector will
account for US$ 50 billion in earnings.In total the export and
domestic IT sector are expected to attain profits amounting toUS$ 225
billion along with new prospects from BRIC nations and Japan for
itsoutsourcing operations

COMPANY PROFILE

Net max Web solutions, is an ISO 9001:2008 Certified Web

Development andSoftware development unit of Netmax Technologies
established in 2001 inChandigarh. It had been serving a wide variety
of clients, ranging from Corporate,Software Development,
Educational Institutions, to other Business houses.
Netmax Technologies
is a leader in network support, embedded systems, andsoftware &
web development services. Netmax Technologies group of companies
isdivided into two: Netmax Technologies (Core) & Netmax Web
solutions.An
ISO 9001:2008 Certified Organization
providing service in field of Education, Software Development, Web
site Development, HostingServices since almost a decade now and
that proves our quality service because quality is the only thing that
can with stand the test of time. Net max since then has been the prime
institution in the field of Trainingand Education in Chandigarh and
North India Region. With over 1000students undergoing training
every year in field of IT and Electronics Netmax have proven its
worth.Only Quality can withstand the test of time in today’s highly
demanding market andwe exp and ing sin ce ou r estab lish men t
f ro m o n e office to f iv e offices in fou r different cities since
almost a decade ago proves our worth. With
professionalsh i r e d t o p r o v i d e t r a i n i n g t o t h e s t u d e n t ,
w e a i m t o g i v e t h e r e a l i n d u s t r y environment to the student
so that they be ready for it. Netmax Technologies provides industrial
training to BTech/MCA/BCA/Diplomastudents to make them
proficient in following fieldsAdvance Networking

JAVA developmentPHP Programming and WebDevelopmentRedhat

(RHCE)Ubuntu AdministrationMicrosoft SystemAdministration(
MCSE 2003 , MCITP2008 )PLC and SCADA
AutomationTechnologies.NET developmentEmbedded
systemsRobotics
Type:-
Privately Held
Company Size:-
11-50 employees
Website:-
http://netmaxtech.com
Industry:-
Professional Training & Coaching
Founded:-
2001
Headquarters:-
Sco 198-200 3rd floor Sec 34a Chandigarh,Chandigarh
160022(India) Netmax Provide Join six week, six months and one
year industrial training a invarious fields. Each training is designed
according to market needs and studentrequirements. You can choose
from following available options for IndustrialTraining:
➢
Networking
➢
Software Development
➢
Embedded System
➢
PLCNetmax Technologies (Core) takes care of IT support, embedded
systems R& D &Implementation services, whereas Netmax web
solutions is a web & software
development company that takes care of Software development &
web servicesolutions.It offers a vast portfolio of IT solutions to
customers spread across Punjab, Haryana& Himachal Pradesh.
Netmax Technologies is a pioneer in the field of IT educationin north
India. Netmax Technologies set up education centre in Chandigarh
(Punjab) and followedthem with centers in Patiala, Jalandhar, and
Ludhiana & Bhatinda in the years thatfollowed. In 2005, Netmax
Technologies introduced corporate training programswhich as an
initiative were highly appreciated by the industry and corporate
alikeWe are looking for someone who is smart, innovative, web
savvy, hard working andhas strong experience in SEO and internet
marketing. The successful candidate will be passionate about great
client service and will show it in their actions, their attitude, and their
execution.
Netmax Technologie
s offers a vast portfolio of ITsolutions to customers spread across
Punjab, Haryana & Himachal Pradesh. NetmaxTechnologies was set
up in 2001 by young Indian entrepreneurs. It has pioneeredthe
concept of high quality IT education in North India and has trained
over 10,000 plus networking, embedded systems & software
professionals in the country.
Area of Focus
Netmax Technologies focus areas include network support,
network implementation, embedded system research & development
and robotics. NetmaxTechnologies addresses the needs of well-
defined industry segments such as BPO’s,IT & ITES, and government
Agencies like CSIO & TBRL etc. It has alliances withglobal IT
majors such as Microsoft, CISCO and Red Hat.Lately,it has
started programs like Android Apps. Development in association with
Google along withCloud computing believed to be the only
organization in India running them on professional level.
Support Area (Network Solutions)
LINUX / UNIX networksSUN networksCISCO devices (Routers,
Switches, Firewalls, Cache Engine, RAS etc)Bandwidth Manager
Software and hardwareRadio LinksSecurity SolutionsTraining

Join six month or six week industrial training at Netmax in Various

fields.Each training is designed according to market needs and
studentrequirements. You can choose from following available
options for Industrial Training:
•
Networking
•
Software Development
•
Embedded System
•
PLC
Six Weeks6 Week Industrial Training is Available in:
•
Software Development
: JAVA, C Sharp, ASP .Net, Android,PHP
•
Network Administration
: Cisco CCNA, Linux, Microsoft MCITP
•
Electronics & Embedded
: 8051, PIC, AVR, ARM, OrCAD
6 Month Industrial Training is Available in:
•
EMBEDDED
: PLC, AVR, ARM
•
CISCO
: CCNP, CCVP,CCIP
•
.NET
: C Sharp, ASP .NET
•
PHP
: Advance PHP & CMS
•
JAVA
: Advance Java, Andriod
•
Courses available in NetmaxNetworking
:- Netmax provide the course of CCNA in
networking.Networking isthe practice of linking two or more
computing devices together for the purpose of sharing data.
Networks are built with a mix of computer hardware and
computer software.

CCNA:-
CCNA (Cisco Certified Network Associate) is the
C i s c o A c a d e m y Computer Networking Course with a
curriculum designed to preparecomputer networkingstudents to
pass the CCNA exam, or the ICND 1 and 2 certificationexams.
Here is an overview of CCNA and where it fits among the
Ciscocareer certifications.
Software: -
Software is a general term for the various kinds of programs
used tooperatecomputer s and related devices.Netmax provide two
course in software suchas PHP and JAVA (core and advance).
PHP
stands for PHP:HypertextPreprocessor, with that PHP standing for
PersonalHo mep ag e. PHP is an op en -sou rce langu ag e, used
p rimarily f o r dyn amic web content and server-side applications.
JAVA
is a programming languageoriginally developed byJames
GoslingatSun Microsystemsa n d r e l e a s e d i n 1 9 9 5 . J a v a i s a
h i g h - l e v e l , t h i r d g e n e r a t i o n programming language, like C,
FORTRAN, Smalltalk, Perl, and many others. Youcan use Java to
write computer applications that crunch numbers, process words,
play games, store data or do any of the thousands of other
thingscomputer software can do.
Microsoft: -
Micro soft is the wo rld 's lead ing p ro ducer of
co mp u ter software. Micro sof t was inco rpo rated in
19 81 .Netmax prov id e th e cou rse of MCITP, WINDOW 7 &
EMAM 70-680.
Embedded System:-
An embedded system can be defined as a control system
or co mp u ter system d esign ed to p erfo rm a sp ecif ic task .
Co mmo n ex amp les of embedded systems include MP3 players,
navigation systems on aircraft and intruder alar m syste ms. An
e mb edd ed system can also b e defin ed as a sing le p urpose

computer. Netmax provide the course in embedded system

such as 8051, PIC,ARV, ARM, and REBOTICS. Netmax
Technologies (Core) takes care of IT support, embedded systems R&
D &Implementation services, whereas Netmax web solutions is a web
& softwaredevelopment company that takes care of Software
development & web servicesolutions.It offers a vast portfolio of IT
solutions to customers spread across Punjab, Haryana& Himachal
Pradesh. Netmax Technologies is a pioneer in the field of IT
educationin north India. Netmax Technologies set up education centre
in Chandigarh (Punjab) and followedthem with centers in Patiala,
Jalandhar, Ludhiana & Bhatinda in the years thatfollowed. In
2005, Netmax Technologies introduced corporate training
programswhich as an initiative were highly appreciated by the
industry and corporate alike. Netmax Technologies provides
industrial training to BTech/MCA/BCA/Diplomastudents in fields
like Embedded systems, Robotics ,PLC and SCADA
AutomationTechnologies, Advance Networking
Technologies(CISCO) ,JAVA development,.NET development
, PHP Programming and Web development , Redhat
(RHCE)and Ubuntu Administration , Microsoft System
Administration( MCSE 2003 ,MCITP 2008 ).

LITRATURE SURVEY

Meaning of HUMAN RESORCE MANAGEMENT

Human Resource plays a crucial role in the development process of
the modern
economics.
ARTHUR LEWIS observed
“There are great differences in development
b e t w e e n countries which seem to have roughly equal
resources, so it i s n e c e s s a r y t o e n q u i r e i n t o
t h e d i f f e r e n c e i n h u m a n behaviors”
Human resource management is the management of employee‟sskill,
knowledge
abilities, talent, aptitude, creativity, ability etc. different terms
are used for denotingHuman Resource Management. They are
labour management, labour administration,l a b o u r
management relationship, employee
–
e mp lo yer relation ship, indu strial relationship, human
capital management, human assent management etc. Though
theseterms can be used differently widely, the basic nature of
distinction lies in the scope or coverage and evolutionary
stage. In simple sence, human resource management
meansemploying people, developing their resources, utilizing,
maintaining and compensatingtheir services in tune with the job
and organizational requirements.

Functions of HUMAN RESOURCE

MANAGEMENTAdministration:
Strategic planning, organizational evaluation, County Board relations,
policyrecommendations, supervision of department staff
Benefits:
Health insurance, dental insurance, life insurance, disability
insurance,retirement benefits, vacation, sick leave, paid holidays,
section 125 plan, donor program, educational incentive, uniform
allowance, and others.
Compensation:
Salary and benefit surveys, job evaluation, job descriptions
evaluation, job descriptions
Employee relations:

Disciplinary processes, incident investigations,complaint/grievance

procedures, labor-management relations.
Employee services:
Enrollment in benefits, employee discounts for recreational spots,
resolution of enrollment or claim problems, employee newsletter.
Educational assistance,employee service awards
Fiscal:
Staffing budgets, departmental budget, accounts payable, insurance
receivables,insurance fund management, total package costing.
Insurance receivables, insurancefund management, total package
costing.
Health and safety:
Employee assistance, workers compensation claims, drug testing,
safety compliance andtraining.
Leaves of absence:
State and/or Federal Family and Medical Leave rights, County approved leaves
of absence,rights upon return to work, light duty assignments for temporary
periods.

Payroll administration:
Computer-based or manual evaluation systems, supervisory training,
compliance withtimeliness standards
Performance appraisal:
Employee files, litigation files, payroll records, safety records and
other administrative files
Record-keeping:
Job posting, advertising, testing administration, employment
interviews, backgroundinvestigations, post-offer employment testing
.
Recruitment:
Recruitment is defined as a process to discover the sources of
manpower to meet thereq uireme n t of th e staff ing sc h edu le
and to emp lo y effectiv e measu res fir meet the requirement
of the staffing schedule and to employ to employ effective
measures for attracting th e man po wer in ad equate
nu mb ers to f acilitate eff ective selection of an effective
workforce.

Selection:
After identifying the sources of human resources, searching for
prospective employeesand stimulation helps too apply for jobs in an
organization, the management has to perform the function of selecting the
right man at right job and at the right time.
Separations and terminations:
Rights upon termination of employment, severance benefits,
unemploymentcompensation, exit interviews.
Training and development:
County-wide needs assessment, development of supervisory and
managementskills, employee training and workshops. Benefits
orientation for new andtransferring employees, Supervisory
newsletter.
Salary and benefits:
Salary/wage plans, employee benefits

Importance of Human Resource Management

1:Attract highly qualified and competent people
2:
Ensure that‟s
the selected candidate stays longer with the company.
3:Make sue that there is match between cost and benefit.4:Helps the
organization to create more culturally diverse workforceWhereas, the
poor quality of selection means extra cost on training and
supervision.Furtherionmore , when recruitment fails to meet
organizational needs for talent, atypically response is to raise entry
level pay scales . This can distort traditional wagesand salary
relationship in organization, resulting in unavoidable consequences.
Thus theeffectiveness of the recruitment process can play a major role
in determining theresources that must be expended on other HR
activates and their ultimate success.

Scope of HRM at organisational level

Human Resource department at

NETMAX TECHNOLIES PVT. LTD.

Human resourcedepartment
Recruitment and
Training and
selection
R e s o u r c e
a l l o c a t i o n d e v e l o p m e
n t
Human resource development
This department looks after the needs and Requirement the present employees.
This
Department includes number of function which are
asFollows:1 . T r a i n i n g a n d D e v e l o p m e n t – i t i n c l u d e s
technical, soft skills and process related
t o training2 . P r o c e s s a n d p o l i c i e s – i t c o n t a i n s
all the rule and regulations that need to
b e followed by the employees.3 : A p p r a i s a l a n d i n c r e m e n t -
it is in the formal feedback to the employees about
t h e i r performance and the conduct of work.4 : I n d u c t i o n -
involves the information to the new employees
a b o u t t h e c o m p a n y , j o b , departments etc5 : M o t i v a t i o n a l
activities and entertainment - involves motivating
t h e e m p l o y e e s t o improve their productivity.6 : R o l e s a n d
responsibilities-that every individual employee
needs to fulfil7:Key Result Area (KRA) –it is the
m e a s u r e m e n t q u a n t i f i a b l e o f o u t p u t f o r t h e r o l e s of
responsibilities.

8:Employee separation-includes resignation and

dismissal.9:Joining formalities- take place when a new
employee joins the company.10:Computerization12: Helpdesk 13:
Employee verification-take place at the time of joining of the new
employee.1 4 :Su rv eys 15:Project trainees16:Counselling and
grievance handling-both are different as counselling is
basicallyhelping out in personal problems whereas, grievances
Handling involves the handlingof complains that the employees has
towards the management.All the above head are included in the
human resource development and involves theover all development of
individual employees which in turn increases the over all profitof the
company.

RecruitmentProcedureoverview
Manpower Requisition FormRecruitment
PlanBudgetSourcingSelection ProcessJoiningPost Recruitment Data
Updating
RECRUITMENT

RECRUITMENT
Recruitment is “hiring” of employees from outside. Recruitment has
beenregarded as the
most important function of the HR department , because unless
the right type of peopleare hired, even the best plans, organization
chart and control system would not do muchgood.R e c r u i t m e n t i s
the discovering of potential applicant for actual or
a n t i c i p a t e d organizational vacancies. Accordingly the purpose of
recruitment is to locate sources of manpower to meet the job
requirements and job specification.
It is defined as „ a process to discover the sources of manpower to meetthe
requirements
of staffing schedule and to apply effective measures for attracting the
manpower to
adequate number to facilitate effective selection of an
effectiveworkforce‟
Yoder
 points out that recruitment is a process to discover the sources
of manpower tomeet the requirement of the staffing schedule
and to employee effective measures toattracting th at
man po wer in ad e qu ate nu mb er to f acilitate effectiv e
selection of an effective workforce.
Edwin B Flippo defines
recruitment as „the process of searching forprospective

employees and stimulating them to apply for the jobs inthe

organization.‟
“It is the process of finding and attracting capable applicants
foremployment. T
he
process begins when new recruits are sought and ends when their
application are
submitted. The result is a pool of applicants from which new employeesare
selected.”

Methods of Recruitment
Dunn and Stephens summaries the possible recruiting methods into
three categories,namely
1 : D i r e c t m e t h o d 2:Indirect method3:Third party
method
DIRECT METHOD
Th e direct metho d in clu des send ing of the recruiters to
d ifferen t edu cation a l an d professional institutions, employees
contact with public, and mannered exhibits. One of the widely used
methods is sending the recruiters to different colleges and
technicalschools. This is mainly done with the cooperation of the
placement office of the college.So metimes, firms d irectly
solicit info rmation fo rm th e con cerned p rofessors
abou t student with an outstanding records.Other direct methods
include sending recruiters to conventions and seminars, setting
upexhibits at fairs, and using mobile offices to go the desired centers.
INDIRECT METHOD
Indirect method involves mainly advertising in newspapers, on the
radios, in trade and professional journals, technical magazines and
brochures.

Advertisements in newspapers and or trade journals

a n d m a g a z i n e s a r e t h e m o s t frequently used methods. Senior
post is largely filled with such methods. Advertising is avery useful
for recruiting blue color and hourly worker, as well as scientific,
professional,and technical employees.Local newspaper can be good
sources of blue collar workers, clerical employees, andlower level
administrative employees.Th e main po in t is th at th e higher
the p osition in the o rg an ization the mo re
d isp ersed a d v e r t i s e m e n t i s l i k e l y t o b e . T h e
search for the top executive might
i n c l u d e advertisement in a national periodical, whereas the
advertisement of the blue color jobsusually confine to the daily
newspaper.According to the
Advertisement tactic and strategy in personnel Recruitment
, threemain points need to be borne in the mind before an
advertisement in inserted.First, to visualize the type of applicants one
is trying to recruit.Second, to write out a list of advantages the
company offers, or why should the reader join the company.Third, to
decide where to run the advertisement , not only in which area, but
also inwhich newspaper having a local, state or a nation- wide
circulation.
THRID PARTY
These include the use of commercial or private employment agencies,
state agencies, and placement offices of schools colleges and
professional associations recruiting firms,management
consulting firms, indoctrination seminars for college professors, and
friendsand relatives.Private employment agencies are the most widely
used sources. They charge a small feefrom the applicant. They
specialize in specific occupation; general office help,
salesmen,technical workers, accountant, computer staff, engineers and
executives.
State o r pub lic e mp lo ymen t agen cies are also kn own as
the emp lo ymen t or labou r exchanges, are the main agencies for
the public employment. Employers inform them of their personnel
requirement, while job seekers get information for them about the
type of job are referred by the employer.Schoo ls and colleges
off er oppo rtunities fo r recru iting th eir stud ent. Th ey
op erate place ment serv ices where co mp lete biod ata and
o th er p articu lar of th e stud en t are available.
Professional organization or recruiting firms maintain complete
information records aboutemployed executive. These firms maintain
complete information records about employedexecutives. These
firms are looked upon as th
e „h ead hun ters‟ , „ raid ers‟, and
„pirates‟ by organization which loose their personnel throughtheir
efforts.
Evaluation of the recruitment method
The following are the evaluation of the recruitment method1:Number
of initial enquires received which resulted in completed application
forms2:Number of candidates recruited.3:Number of candidates
retained in the organization after six months.4 : N u m b e r o f
candidates at various stages of the recruitment and
s e l e c t i o n process, especially those short listed.

Objective of recruitment
1:To attract with multi dimensional skills and
e x p e r i e n c e t h a t s u i t e t h e p r e s e n t a n d future organization
strategies.2 : T o i n d u c t o u t s i d e r w i t h n e w
perspective to lead the company.3:To infuse
f r e s h b l o o d at a l l l e v e l s o f o r g a n i z a t i o n . 4:To
develop an organizational culture that attracts
competent people to the company.
5:
To search o r h eadhun t p eop le who se skill f it the
co mp an y‟s values.
6:To seek out non-conventional development
grounds of talent7:To devise methodology for
assessing psychological traits.8:To search for
talent globally not just with in the
company.9:To design entry pay that competes
on quality but not on quantum.
10:
To anticipate and find people for position that doesn‟t exi
stsyet.
Recruitment represents the first contact that a company makes with
potentialemployees. It is through recruitment that many individuals
come to know about thecompany and eventually decide whether they
wish to work for it.The recruitment process should inform qualified
individuals about the job so that

applicant can make comparison with their qualification and interest.

Factors affecting Recruitment

There are two types of factors that affect the Recruitment of candidates for the
company.
1:
Internal factors
: These includes

–
Company‟s pay package
–Quality of wo rk life –Organizational culture
–
Company‟s size
–
Company‟s product
–Growth rate of the company –Rol e of trade
unions –Cost of recruitment
2:
External factors
: These include
 –Supply and demand factors – E m p l o y m e n t
r a t e – L a b o u r m a r k e t c o n d i t i o n – Po litical, leg al
and gov ern men t f acto rs – I n f o r m a t i o n s y s t e m

Factors to be undertaken while formulating recruitment policies

The following factors should be undertaken while formulating the
policies - – G o v e r n m e n t p o l i c e s – R e c r u i t m e n t
sources –Recruitment needs – Recru itmen t
c o s t –Organizational and personal policies
Theories Regarding Recruitment
Recruitment is two way street: it takes a recruiter has a choice
whom to recruit, sameway the prospective employee also has
taken the decision whether or not to apply for the given job
vacancy. The individual take the decision usually on three different
basic:
1:The objective factors2:The critical contact3:The subjective factor

The objectives theory

views that the process of organizational choice as being one
of weighing and evaluating set of measurable characteristic of
employment offers, such pay, benefits , location, opportunity
for advancement, the nature of job to performed, and education
opportunities.
Whereas,
the critical contact theory
suggests that the typical candidates is unable to
make a meaningful differentiation of organization‟s offers in terms
ofobjective or
subjective factors, because of his limited or very short contact
with the organisation.Choice can be made only when applicant
can readily perceive the factors such as the b ehav iou r of the
recru iters, th e n ature of the ph ysical f acilities, and su ch
as th e efficiency in processing paper work association with the
application.On the other hand,
the subjective theory
emphasizes the congruence. Here the choicesare made on highly
personal and emotional basis.
Recruitment Process
The actual steps involved in recruitment follow a well defined path:
Application shortlist:
In this step, we shortlist the resume received from various
sources based on the suitability for the requirement.
Preliminary Assessment:
The short listed candidates go through a preliminary round
of interviews. This interview lays more emphasis on functional
competencies. To have moredata on the functional skills, the
candidates may be given a business case for analysis and presentation
(This is done for certain positions only).
Final interview:
Here the candidates who successfully clear the first round of interview

gothrough another round of interview with one or more of the functional

heads.

Medical Evaluation
: Candidates who are selected by Colgate are asked to undergo a
medical test.

Process
Plan For Hiring
Analyzing vacancies and recruitmentsVacancydue toattrition
Duediligence &internalevaluation
NewPosition
Present as abusiness casefor ChairmanApprovalRecruitmentapprovalprocess
Decision:Should theposition beretained?
JobpositionsMerged
•
Engineer/MBA‟s
•
NO simpleCircle HR sendsgraduatesrecruitment
•
Stable work format to entityretention history

Salary hike 15-20%

Age as per average team age

Employee Referralsindicating Employee ID,DesignationMinor deviations to

beindicated in theinterview assessmentsheet comment box inBOLD.# Salary
less than 50 %of minimum salary.Entity HR discusseswith Business Head
Corporate HR for approvalApproval for Hiring:Preparation starts
SourcingShort-listingof profilesPreliminaryinterview circle HR and at circle
levelFinal interview atDAKCCompensations & joboffers recommended
byCircle to DAKCPre joining reference &medical checks
•
Timesjobs.com
•
Naukri.comMajor deviation to beindicated separately as anon-hiring
condition1.Qu alification s not as p er laid norms.2 . S a l a r y
e x p e c t e d higher than
m a x band.3 . E x p e r i e n c e l e s s t h a n laid norms.
Job offer, Appointment letter &Confirmation letter
Evaluation of recruitment process
The following are the evaluation of the recruitment process:1:Return
rate of application sent out.2:Number of suitable candidates for
selection.3:Retention and performance of the candidate
selection.4:Cost of recruitment5:Time lapsed data.6:Comments
on image projected.

PHILSOPHIES OF RECRUITEMT
Basically there are two Philosophies of recruitment. These are as
follows:
1: REALISTIC JOB PREVIEWS (RJP)
Realistic Job Previews provides complete job related information to
the applicants so thatthey can make the right decision before
taking up the jobs. It includes positive and thenegative aspects
of the job.
2: JOB COMPATIBILITY QUESTIONNAIRE: (JCQ)
Job compatibility Questionnaire was developed to determine whetheran
applicant‟s
preference for the work match the characteristic of the job. The JCQ
is designed to collectinformation on all aspects of the job which have
a bearing in on employee performance
.absenteeism, turnover and job satisfaction. The underlying assumption of JCQ
is that,
greater the compatibility between an applicant‟s preference for the
joband characteristic
of the job as perceived by the job seeker, the greater the probability of
employee
effectiveness and longer the tenure.

SELECTION

SELECTION
Selection is a negative process and involves the elimination of
candidates who do nothave the required skills and
qualification for the job proposed. Also it is a process
of d i f f e r e n t i a t i n g b e t w e e n a p p l i c a n t s i n o r d e r t o
i d e n t i f y a n d h i r e t h o s e w i t h g r a t e r likelihood of success
in job.The objective of selection decision is to choose the individual
who can most successfully perform the job from the pool of qualified
candidates. It is the system of function and
devise adopted in a given company to ascertain whether the
candidate‟sspecifications are
matched with the job specifications and recruitment or not.Selection
process or activities typically follow a standard patter, beginning with
an initialscreening interview and concluding with final
employment decision. The traditionalselection process
includes: preliminary screening interview, completion of
applicationform, employment test, comprehensive interview,
background investigation, physicalexamination and final
employment decision to hire.
Organization for selection
Until recently the basic hiring process was performed in a
rather unplanned manner inmany organizations. In some
companies, each department screened and hired its
ownemployees. Many mangers insisted on screening their own
employees as they thought noone else could do that as efficiently as
they themselves.

But now selection is centralized and handled by the Human Resource

Department. Thistype of arrangement is also preferred due to some of
these advantages: – It is easier fo r the app lication b ecau se
they can send th eir app lication s to a sin glecentralized
department. –It facilitates contact with applicants because
issues pertaining to employment can be cleared through one
central location. –It helps operating managers to concentrate on
their operating responsibilities. Thisis especially helpful during
the chief hiring period. – It can prov id e fo r b etter selection
b ecau se h iring is don e b y specialist train ed in staffing
techniques. –The applicant is better assured of consideration for
a greater variety of jobs. – Hiring cost is cu t because
d u p lica tio n o f ef f o rts is red u ced . – With in creased
go vern men tal regu lation on selection p ro cess, it is
i mp o rtan t that people who know about these rules handle a major
part of the selection process.Ideally, a selection process involves
mutually decision making. The organizationdecides whether or not to
make a job offer and how attractive the job offer should be.
BARRIERS TO EFFECTIVE SELETION
Th e main ob jectiv e of selection p ro cess is to h ire p eop le
h av ing co mp eten ce and commitment towards the given job
profile. But due to some reason the main purpose of effectively
selecting candidates is defeated. These reasons are:

1:
Perception or the Halo effect
: Many a times the interviewer selects a candidatea c c o r d i n g t o
the perception he has or he made up while talking
or looking at theindividual. This way he does not
see through the caliber or the efficiency of
t h e individual and many times it leads to the selection of the wrong
candidates.2:
Fairness
: During the selection process the interviewer does not select the
individualon the basis of his knowledge and hence the right type of
the candidates is not selected.3:
Pressure
: The people from the HR department and also have a lot of
pressure fromthe top management and from other top class
people for selecting the candidates theywant. This ways the
purpose of effective selection process of effective selection processis
defeated as they have to select that individual whether or not
he is capable of the job.that is being offered.

ESSENTIAL OF SELECTION PROCEDURE

– So meo n e shou ld h ave th e autho rity to select. –There
must be sufficient number of applicants from whom the
required number of employees to be selected. –There must be
some standards of personnel with which a prospective
employeemay be compared.

FACTORS EFFECTING SELECTION DECISION

Includes: –Profile matching –Organization and social environment –
Multi correlationsSuccessive hurdles

DATA ANALYSIS
DATA ANALYSIS

QUESTION: What are the sources for recruitment and selection?

Internal9%

External18%Both73%
About 75% of the manager say that they prefer both internal as well
as external sourcefor recruitment and selection where as only 9% go
for internal source and 18% go for external sources.

Question
:
Which method do you mostly prefer for recruitment andselection preferred
way of recruitment?
Thirdparty3%Indirect
32%Direct65%
About 65% of the mangers go for direct recruitment and selection and 32% go
for
indirect and only 3 % go for third party recruitment way.

Question
:
When do you prefer to go for manpower planning?
20

%
30%50%
YearlyQuaterly
No fixedTime
Around 50% of the managers go for Quarterly manpower planning and 20 %
do not
follow any pattern they don‟t have any fixed
time where as 20% go for yearly.

Question: What are the sources for external recruitmentare preferred?

25%
Campus34%interviews
Placement
agenciesData bankCasual8%applicants33%
In AVIVA 34% of manager go for campus interviews, 33% go for data bank,
25% from thecasual application that are received and only 8% go for any
placement agencies.
Question: What form of interview did you prefer?
10%

PersonalInterviews
20%
40%TelephonicinterviewVideoConfrencingOther 30%
Most of the manager Prefer Personal interviews, 30% prefer to take
telephonic interviewswhere as only 20% go for video
conferencing and rest 10% adopt some other means
of interviews

Question: How do you rate the HR practices of the company?

10%

30%
2 0 %
V e r y
G o o d
GoodAverageBad40%
50% of the managers feel
that HR department is good where and 30%saythat‟s its very
good where as 20% says its average and only 10% manager feelit‟s
bad.

FINDINGS

FINDINGS
In NETMAX TECHNOLOGIES PVT.LTD. mo st of the
e mp lo yees feel that‟s the HR depa
rtment is good. About 75% of the managers says that they
prefer both internal as well as external source for recruitment
and selection. About 65% of themangers go for direct recruitment
and selection and less number for mangers prefer indirector third
party. Mostly the manpower planning is done Quarterly
a n d 2 0 % d o n o t follow any pattern they don‟t
have any fixed time. Aviva prefers to go for campus interviews
and even casual application that are received for recruitment
but theyhardly prefer placement agencies.
Most of the manager Prefer Personal interviews, 30% prefer to take
telephonic interviewswhere as only 20% go for video
conferencing and rest 10% adopt some other means
of interviews

CONCLUSION

CONCLUSION
This presents the summary of the study and survey done in
relation to the Recruitmentand Selection in NETMAX
TECHNOLOGIES PVT. LTD. The conclusion is drawn fromthe
study and survey of the company regarding the Recruitment
and Selection processcarried out there.
The recruitment process at
NETMAX TECHNOLOGIES PVT. LTD.
to some extent is notdone objectively and therefore lot of bias
hampers the future of the employees. That is whythe search or
headhunt of people should be of those whose
skill fits into thecompany‟s values
.
Most of the employees were satisfied but changes are required
according to the changingscenario as recruitment process has a
great impact on the working of the company as afresh blood,
new idea enters in the company.Selection process is good but it
should also be modified according to the requirements a n d
should job profile so that main objective of
s e l e c t i n g t h e c a n d i d a t e c o u l d b e achieved.
SUGGESTION

SUGGESION

Manpower requirement for each department in the company is

identified well inadvance.

If the manpower requirement is high and the

r e c r u i t m e n t t e a m o f t h e H R d ep artmen t alon e cann ot
satisf y it, th en h elp f ro m th e placemen t ag encies is needed.

Time management is very essential and it should not be ignored at

any level of the process..

The recruitment and selection through placement agencies as the last

resort and isutilised only when need.

The recruitment and selection procedure should not

t o l e n g t h y a n d t i m e consuming.

The candidates called for interview should be allotted timings

and it should notoverlap with each other.

BIBLOGRAPHY

BIBLOGRAPHY

C.B Ma mo ria and S.V. Gank ar (2004 ), Personal

Man age men t Text and Cases. Himalaya Publication.

K.Aswahthappa (2001),Human Resource and Personnel Management

Human Resource Management, (2005), Dr.P.C. Pardeshi

C.B Gupta (2005)

www.avivaindia.com

www.google.com

ANNEXURE

QUESTIONNAIRE FOR THE RESEARCH1:When are the

resources need and forecasted?

Quarterly

Monthly

Annually

Not fixed2:How is the resource need

forecasted?………………………………………………………………
……………………………………………………………………………
……………………………………………………………………………
……………………………………………………………………………
……………………………………………….3:How do you rate the
recruitment procedure?

Short

Average

Long

Very Long

Cant say4:What is the process you follow for recruitment and

selection? People explainthe same in brief?
……………………………………………………………………………
……………………………………………………………………………
……………………………………………………………………………
…………….5:Which method do you mostly prefer from the following
for recruitment and selection?

Direct Method

Indirect Method

Third Party6:What sources you prefer for recruitment and selection?

Internal sources

External sources

Both7:What are the sources for internal sourcing among the following
-:

Present permanent employees

Present temporary employees

Retrenched / Retired / employees

Deceased / disabled / employees9:What are the sources for external

recruitment among the following

Campus interviews

Placement agencies

Private employment agencies

Public employment agencies

Professional associations

Data bank

Casual applicants

Other, if any please mention

……………………………………………………………………………
……………10:Which is the most successful method for
recruitment?………………………………………………………………
…………………………………10:How many rounds of interviews
are conducted?

1-3

3-5

More than 511:Are you satisfied with round of interviews conducted?

Yes

No

To some extent

Cant say12:What form of interview did you prefer?

Personal Interview

Telephonic Interview

Video Conferencing

Any two (then tick those two)

All three14:Are you satisfied with the interview process?

Yes

No

To some extent1 5:If n o th en what is th e reason? And

sugg est th e me asu res to be taken for
improvement?……………………………………………………………
……………………………………………………………………………
……………………………………………………………………………
……………………………………………………………………………
…………………………………………………15:Are you satisfied
with the present method being followed by the company
for recruitment and selection?

Yes

No16:If no, what steps would you prefer, to make

improvement?……………………………………………………………
……………………………………………………………………………
……………………………………………………………………………
…………….17: Are the aptitude test conducted?

Yes

No

Till some extent

Cant say19:If yes then it is for

Fresher

Executives
Other (specify)

……………………………………………………………………………
……………………………20:Do you conduct any of these test?

Psychometric test

Medical test

Reference test check

Other (specify)

……………………………………………………………………………
……………………………………………………………………………
…………………………………………………………21:How do you
rate the HR practices of the company?

Very Good

Good

•
Average
•
Bad