1. EXECUTIVE SUMMARY
This project has been a great learning experience for me; at the same time it gave
me enough scope to implement my analytical ability.
The project has been done in a very systematic and logical manner. It has been
undertaken to understand the recruitment and selection that includes both external
and internal recruitment as the primary objective.
Therefore for the purpose of this project, designing a questionnaire and getting
direct responses from the candidates was thought to be the most appropriate
method as it gives a more clear understanding about the languages known by them
and about their qualifications and salary expectations.
1 | P a g e
2. INTRODUCTION
Introduction to BPO INDUSTRY
In India, Business Process Outsourcing (BPO) is the fastest growing segment of the ITES
(Information Technology Enabled Services) industry. Factors such as economy of scale, business
risk mitigation, cost advantage, utilization improvement and superior competency have all lead
to the growth of the Indian BPO industry. Business process outsourcing in India, which started
around the mid-90s, has now grown by LEAPS.
India is now the world's favored market for BPO companies, among other competitors, such as,
Australia, China, Philippines and Ireland. The BPO boom in India is credited to cheap labor costs
and India's huge talent pool of skilled, English-speaking professionals. Research by the National
Association of Software Services and Companies (NASSCOM) has revealed that quality
orientation among leading BPO companies, 24/7 services, India's unique geographic location
and the investor friendly tax structure in India have all made the BPO industry in India very
popular.
General definition:
The term Business Process Outsourcing or BPO as it is popularly known, refers to outsourcing in all
fields. A BPO service provider usually administers and manages a particular business process for another
company. BPOs either use new technology or apply an existing technology in a new way to improve a
particular business process. India is currently the number one destination for business process
2 | P a g e
3. outsourcing, as most companies in the US and UK outsource IT-related business processes to Indian
service providers.
Fundamental definition:
Business process outsourcing (BPO) is a subset of outsourcing that involves the contracting of the
operations and responsibilities of specific business functions (or processes) to a third-party service
provider. Originally, this was associated with manufacturing firms, such as Coca Cola that outsourced
large segments of its supply .
BPO is often divided into two categories: back office outsourcing, which includes internal
business functions such as billing or purchasing, and front office outsourcing, which includes
customer-related services such as marketing or tech support. The endless opportunities IT
provides, stimulates (cross-border) BPO activities. BPO that is contracted outside a
company’s own country is sometimes called offshore outsourcing. BPO that is contracted to
a company’s neighbouring country is sometimes called near shore outsourcing, and BPO
that is contracted within the company’s own country is sometimes called onshore
outsourcing. The most common examples of BPO are call centres, human resources,
accounting and payroll outsourcing.
INTRODUCTION TO INDIAN BPO INDUSTRIES:-
India is now the world's favoured market for BPO companies, among other competitors, such
as, Australia, China, Philippines and Ireland. The BPO boom in India is credited to cheap labor
costs and India's huge talent pool of skilled, English-speaking professionals. Research by the
National Association of Software Services and Companies (NASSCOM) has revealed that
quality orientation among leading BPO companies, 24/7 services, India's unique geographic
location and the investor friendly tax structure in India have all made the BPO industry in India
very popular.
3 | P a g e
4. .
LIST OF SERVICES OFFERED BY INDIAN BPO INDUSTRIES:-
Indian BPO companies offer varied services, such as, customer support, technical support, telemarketing,
insurance processing, data processing, forms processing, bookkeeping and internet / online / web research.
1. Customer support services: 24/7 inbound / outbound call center services that address customer queries
and concerns through phone, email and live chat.
2. Technical support services: Installation, product support, running support, troubleshooting,
usage support and problem resolution for computer software, hardware, peripherals and
internet infrastructure.
3. Telemarketing services: Interacting with potential customers and creating interest for the
customer's services/ products. Up-selling, promoting and cross selling to existing customers
and completing online sales processes.
4. IT help desk services: Level 1 and 2 multi-channel support, system problem resolutions,
technical problem resolution, office productivity tools support, answering product usage
queries and performing remote diagnostics.
5. Insurance processing: New business acquisition and promotion, claims processing, policy
maintenance and policy management.
6. Form processing services: Online form processing, payroll processing, medical billing, insurance
claim forms processing and medical forms processing.
7. Online research: Internet search, product research, market research, surveys, analysis, web
research and mailing list research.
4 | P a g e
5. INTRODUCTION OF PECON SOFTWARE LTD
Pecon is an ISO 9001-2000 certified company with skilled and experienced manpower of 1000
professionals across all over India. Pecon is one of the few companies that can boast of services
encompassing the whole gamut of IT sector. Its forte in Hardware, Software, Networking Support,
and Remote Support has been proved over time and has been recognized in IT industries.
Pecon is promoted by professionals who are engaged in dealing with clients with value-added
services for over a decade according to their requirements and understand the needs of IT
Industries professionally. Our goal is to work with you, to listen to you and quickly to assimilate and
disseminate information that is essential for your specific requirements. This, coupled with our
outstanding management and unparalleled client service, enables us to move with intellectual
strength and execution speed on your project from day one.
We take pride in our personal relationship with our clients and continually strive to become an
integral, supportive part of their business success. With Pecon , you are a part of unique business
partnership that is developed and cultivated through an optimal blend of IT experience and business
expertise.
We ensure that our clients are served with :
• Maximum UPTIME.
• HIGH SPARE availability.
• Low Cost.
• Knowledgeable service personal.
• Pre-decided customer touch time.
• Call response within 4 Hours.
• Call closing within 8 Hours.
5 | P a g e
6. • Quick and complete coverage.
Pecon Software Ltd. is a leading company in the field of IT infrastructure,
Software Development, BPO sector. We have more than 27 years of experience in
IT services and infrastructure. Our clients spread across USA, UK, Australia,
India, etc. – global international experience, over 100+ clients served, some for
20+ years (including Govt. of India and public sector organizations).
We are end-to-end service provider: IT infrastructure, software and BPO. We
provide multiple flexible delivery models suited to client situation and need.
BOARD OF DIRECTORS:-
6 | P a g e
7. M.K. Shah
Managing Director Since inception in 1987 a professional turned businessman has to his credit many
feathers on his cap. He is widely respected as an entrepreneur and complemented for his own ability
and managerial efficiency. He is a chartered accountant (rank holder) & a law graduate having secured
Gold medals both in the bachelor of commerce (Hons.) & LLb. examinations. He is also an alumni of
IIM Calcutta. He is one of the pillars of the company and with his judicious decision making and dedication,
he has put the Pecon Group as one of the leading IT company in the Eastern India in last 27 years.
Prateek Shah
Director
Prateek is the young leadership face of Pecon. Bring new vison, technology and strategy to take Pecon to
a new horizon. Prateek after passing higher secondary from Doon school Dehradun, have completed his
Bachelors and Master In Computer Engineering from Georgia Institute of technology, Atlanta, United States
Of America. After that he has gained experience as Research Associate in NVIDIA INC, a world leader of
graphic card manufacturing. He completed his MBA Degree From Prestigious Management Institute
IIM-Ahmedabad.
7 | P a g e
8. Sujoy Ghosh
Director and COO
He is the Director as well as COO of Pecon Software Ltd and he has handled his responsibilities in a
excellent way since the inception. He also possesses an enviable experience in his field of specialization.
PERFORMANCE:
In India, it is important to make the distinction between IT and ITES (IT enabled services). The
latter refers to services delivered over telecom networks/ Internet to a range of external business
areas (Colloquially referred to as KPO and BPO) and is treated elsewhere on this website (see
ITES industry overview). Hence, we shall focus on the IT industry here by limiting the
discussion to electronics hardware manufacturing and software development and service. Despite
the unprecedented global economic downturn, the Indian IT industry has weathered the storm
well, and will achieve sustainable growth going forward. India is expected to witness an average
8% salary increase in 2010 and ~50% of companies have strong hiring plans, according to a
survey by global HR consultancy Mercer, giving yet another indication of the high confidence
levels among the country’s corporate houses after the economy staged a faster-than-expected
recovery from the slowdown. While the larger players continue to lead growth, gradually
increasing their share in the industry aggregate, several high-performing small and medium
enterprises have also stood out.
GROWTH POTENTIAL:
The strong demand for electronic hardware and software in India has been fuelled by a variety of
drivers including the high growth rate of the economy, emergence of a vast domestic market
catering to the new generation of young consumers, a thriving middleclass populace with
increasing disposable incomes and a relatively low-cost work force having advanced technical
skills. Indeed, the Government has also identified growth of this sector as a thrust area as there
8 | P a g e
9. remains great expectation for significant growth given the fairly low levels of penetration of
technology among the 1.1 billion population; There were only 60 million Internet users in 2009,
7 million DVD players and personal computers were sold in 2008-09, and 11 million new mobile
subscribers were added every month in the same period. In this scenario there is now a big
opportunity to step up the production to gain higher global share besides meeting the domestic
demands. The Indian IT sector has also built a strong reputation for its high standards of software
development ability, service quality and information security in the foreign market- which has
been acknowledged globally and has helped enhance buyer confidence. The industry continues
its drive to set global benchmarks in quality and information security through a combination of
provider and industry-level initiatives and strengthening the overall frameworks, creating greater
awareness and facilitating wider adoption of standards and best practices.
FUTURE PROSPECTS:
The industry is likely to continue growing from strength to strength, as local players incorporate
best in class practices from global counterparts whilst retaining their edge in terms of lower cost
of labour and focused governmental investments.
New graduates with degrees in related fields such as electrical engineering and computer science
can hope to achieve significant professional growth and a healthy remuneration from companies
looking to hire the best talent available, given the high proportion who leave to pursue jobs in
this sector overseas..
9 | P a g e
10. PRODUCTS OF PECON SOFTWARE LTD
Pecon is the reputed software solutions provider to different eminent companies. The services range
from IT management to innovative to business-focused IT management services. Different folds of
solutions of Pecon offer much more technical demands of the organization. Pecon is aiming at to
deliver faster, synchronized and consistent services.
1.HARDWARE:-
We provide hardware sales as well as maintenance of the products like dekstop, laptop, server,
printer, networking equipment like hub, switch, router etc.
Our maintenance system is efficient enough to provide the longevity of the hardware and keep them
in good shape. We also provide troubleshooting services of the product in case there is a
malfunction.
2.SOFTWARE:-
Pecon provides cost effective and innovative software development solutions to companies in
different industries. It enables them to move away from traditional, technically-focused IT
management to innovative, business-focused IT management that maps the technological
infrastructure to business needs. The various proven solutions of Pecon offer much more than just
the ability to react and manage the technical demands of the enterprise. They position organization
to drive greater business value by delivering faster, more comprehensive and consistent services.
The technical specialists and software specialists who understand the business and the process,
and cater to software development and implementation needs of clients. They work very closely with
the client to effectively develop a workable IT strategy, and further offer tested skills and expertise to
choose and deploy the most optimum and recent technology, to run their business solution
effectively. Designing, developing and delivering comprehensive solutions based on robust IT
architectures happens to be their forte.
Setting the pace of the industry as a key innovator software solutions, Pecon has managed to
develop a flexible, milestone-based approach to help organizations understand, meet, and even
anticipate the specific needs of every business-all while making the most of current technology
investments.
Our prestigious clients include:
10 | P a g e
11. • Coal India Limited
• South Eastern Coal fields Limited
• The Eastern Railway Employees' Co-operative Bank Limited
• Howrah District Central Co-operative Bank Limited
• Coal Mines Provident Fund
• Usha Multipurpose Co-operative Society Limited
3. SECURITY PRODUCTS:-
Security has become the major area of concern for the industry. Pecon offers solutions for threats
by implementing solutions using products like Anti-Virus, Gateway Level firewall, URL
Filtering, SPAM and IDS/IPS. Thus Pecon ensures that its clients are guarded from threats like
hacking, service denial, network intrusion, stealth of critical data.
Security is an integral component of today's enterprise networks. Extensive data traffic across
globally connected environment possesses an increasing threats to the enterprises' networks.
Every network today needs the protection of robust and sustainable security solutions.
Identifying the critical information assets, threats and vulnerabilities to your systems is essential
to keep your business geared up for future security threats. Pecon assesses your security
capability and ascertains that your Information Security is in place to reduce your risk and ensure
a secure environment.
Unified Threat Management
1.What is UTM?
Unified threat management (UTM) refers to a comprehensive security product that
includes protection against multiple threats. A UTM product typically includes a firewall,
antivirus software, content filtering in a single integrated package.
11 | P a g e
12. 2.Features of UTM
Following are the features of UTM Identity based Firewall
3.What is Firewall?
A firewall is a secure and trusted machine that sits between a private network and a public
network. The firewall machine is configured with a set of rules that determine which network
traffic will be allowed to pass and which will be blocked or refused.
Function of Identity based Firewall:
Grant access and authorities depending on user identity and directory groups Leverage the
existing enterprise directory to maintain security at its required level.
VPN (Virtual Private Network):
Virtual Private Network (VPN) is a means of having a secure channel between your local
computer and a computer at a remote location.
Benefits of UTM
The main benefit of Unified Threat Management is the fact that so many necessary functions are
combined into one box. This reduces the complexity of the firewall system and saves businesses
time and money.
Since all the security features are in one device, you do not need to spend time figuring out how
all your security devices work and then how they all work together. Once you understand how
your UTM firewall works, you understand your entire security system.
Also, because the whole security system is in one device, there is much less to buy. In fact, the
only thing that you have to buy is the UTM firewall. This significantly reduces the cost that
needs to be spent on a security system.
Maintaining network security can often become complex and confusing, but when all the
security features are combined into one system, it is easy to see how all the functions are
integrated and how they work together. Also, because it is only one system coming from one
vendor.
Various UTM Companies
Sonic wall
12 | P a g e
13. Cyberoam
Juniper
Fortinet
Cisco
D-Link
4.NETWORK PRODUCTS:-
Pecon integrates technologies, maximizes network performance and delivers communication
solutions in the most cost-effective way - assuring flexible, open systems capable of integrating
today's new technologies with tomorrow's new technologies. Pecon solutions encompass the full
range of client needs from strategic planning, network design and implementation, and hardware
and application selection and integration to remote network management and web-applications
hosting.
Pecon has the knowledge and experience to design, develop and install a full application-ready
distributed computing platform and integrate it into an existing IT infrastructure. Experts of
Pecon use the latest distributed computing tools and techniques to create Premises Distribution
System to form the physical layer of the network infrastructure, LAN/WAN solutions as well as
provide a broad range of consulting and support services to create and maintain networks. Pecon
technology consultants - who are certified by major vendors - offer practical solutions for
connectivity. They combine all components of the solution, perform traffic load and quality
assurance tests, integrate application-ready solutions with the existing computing architecture,
and deploy the solution throughout the client's network.
We offer turnkey solution for the customer’s requirements to setup or upgrade their network and
communication systems. Solutions offered are based on following technologies:
Premises Distribution System
Enterprise Switching Solutions
Wireless
13 | P a g e
14. Wide Area Networks
Consulting
Need Analysis & Audit
Remote Network Management
Network Audit & Infrastructure Analysis
Network Evaluation
Implementation Methodology for LAN & WAN
Wireless
As a full-service wireless solutions provider, Pecon offers complete integration of wireless
technology and provides onsite installation and maintenance. Large or small, simple or complex,
we offer a total solutions approach to feasibility study, wireless network implementation and
ongoing support.
Wide Area Networks
To address the customer's need for providing connectivity to their remote offices and branches to
their central office, Pecon offers most comprehensive Wide Area Networking solutions in the
industry. WAN solutions offered by Pecon encompasses technologies such as Leased Lines, E1
circuits, ISDN, IP VPN, MPLS, Frame Relay and VSAT based solutions. Pecon offers turnkey
solutions for deploying Wide Area Networks right from designing the network topology,
choosing the right telecom service provider, building the network infrastructure to drafting SLA
on behalf of the customer.
Networking
There cannot be a debate on the fact that networking is an integral part of IT. We offers a whole
range of networking solutions, with benefits to clients as a priority. Pecon brings industry-wide
expertise in designing, deploying and maintenance of resilient and non-resilient campus
networks for your business. Be it passive network over fiber or copper, or active components,
Pecon carries in-depth expertise to deliver the best to its clients.
14 | P a g e
15. SERVICES PROVIDED BY PECON SOFTWARE LTD
IT INFRASTRUCTURE MANAGEMENT SERVICES:-
As enterprises scale their IT infrastructure to support business growth, managing global networks,
databases and applications becomes a herculean task which can overwhelm internal resources.
PECON offers a complete portfolio of solutions and services for managing enterprise IT
infrastructures.
Our IT Infrastructure Management Services are a comprehensive set of services that helps
customers to fully utilize their IT investments by improving availability, reliability and performance.
These include the provision of people, processes and perspective to reliably deliver application
availability, security and performance of your IT infrastructure.
The objective is to simplify IT Infrastructure Management by aligning existing IT infrastructure with
overall business strategy. We achieve this by offering a complete portfolio of customized services
and expertise, from planning and design to procurement, installation, integration, migration
assistance to system management, telephone support and on-site hardware and software fixes.
Apart from designing, planning and implementing IT infrastructures service, PECON also offers
support to manage and maintain your existing network infrastructure. The services we support are:
• Microsoft Windows Server
• Active Directory Services
• All Window Network Infrastructure Services
• Internet Information Server
• Microsoft Exchange Server
• Enterprise and Desktop Antivirus
We can provide the following support for the above mentioned services
• Telephonic Support
• Remote Access Support
15 | P a g e
16. • Onsite Support
• Annual Maintenance Support
SERVICES OFFERED:
• Helpdesk Services
• Desktop Management
• System Administration
• Server Monitoring and Management
• Networking Monitoring and Management
• Asset Management
• Application & Database Administration Services
• Provision of On-Site Support Personnel
• Vendor Management
• Network and Security Audits
FACILITY MANAGEMENT SERVICES:-
A large number of enterprises are opting for IT outsourcing as a solution to accomplish productivity
and least downtime of their IT infrastructure and also reduce costs at the same time.
PECON's outsourcing Strategy Solution can help enterprises to achieve them successfully. At the
core of this solution are our IT Sourcing Advisory services, designed to help enterprises assess and
define IT sourcing options from decision through operation. We offer consistent service delivery at
cost effective rates for enterprise's infrastructure. We also provide a full range of help desk services
at National level. Our IT outsourcing solutions, based on proven, repeatable delivery methodologies
and practices, are managed both on-site and through our delivery center in collaboration with our
wide spread service delivery network.
Some of the services offered by us in the Managed services are as follows:
Help Desk Services: Integrate all of your service management across your business. Get fix-it-right-
on-the-first-report problem resolution. And proactively resolve most issues before they adversely
affect your business. It helps improve service levels by building a single point of contact,
consolidating and automating the handling of all service requests both technical and non technical.
Asset and Configuration Management Services: Capture, track, report on, and manage all of the
hardware and software assets in your portfolio and deliver the information needed to make better
decisions. The idea of this exercise is to do management of the asset & configuration database in
16 | P a g e
17. order to ensure control over configurations to minimize disruption and downtime accruing from
changes. This is done using tools as well through physical tracking.
Network Management Services: This service is designed to provide proactive monitoring and
preventive maintenance of all network elements encompassing Servers, Routers, Switches, Links,
and other critical identified equipments Configure and manage devices such as Routers, Switches,
Servers up to the WAN gateway so as to ensure effective network utilization and compliance with
standards, Manage the Wan links. Report performance of the network elements and set thresholds.
Desktop Management Services: This service includes analyzing and troubleshoot problems
related to the Desktops and related Peripherals devices like printers and scanners. It includes
support on operating system like Windows or LINUX along with office applications and mail client
support.
Messaging Infrastructure Services: As a part of mail Management of the messaging infrastructure
based on MS Exchange, Lotus or LINUX we perform all the activities like Mail Box Creation,
Deletion, Mail Delivery and Queue Management, Internet Mail System management, Mail Traffic
monitoring and management, Configuring of users, etc. to ensure mail service availability to the
enterprise.
Maintenance Support Services: Get the multi-vendor hardware maintenance and support you
need for all your hardware products including Desktops, Laptops, Servers, Printers, Routers,
Switches and UPS.
Vendor Management Services: Vendor management is a critical component to service delivery in
multi-vendor environments of today. We manage third-party service arrangements including
logistics/leases, licensing, repairs and service delivery and follow up on manufacturer-initiated
upgrades/patches.
Security Management Services: This Service is designed to take care of all the security service
needs of complex IT setups including monitoring, reviewing, updating the physical security, Anti
Virus updates on Desktops and Servers, IDS/IPS, Content Filtering, Anti Spam, Firewall
management, Ad ware and Spy ware services.
Consumables Management Services: These services help Tracking Consumable Usage,
Checking quality of consumables being used and delivered, maintain of Consumables and procure it
timely.
Resident Engineer:
As technology becomes increasingly more complex, important resources necessary to keep the
network running at optimal levels become more difficult to find and retain. Whatever the size of your
company or the nature of your market, PECON has the right people for you. PECON is able to offer
Resident Engineer Services to ease the day to day challenges a company will face and thus helps in
all the IT Related activities. PECON can provide Resident Engineers for a wide variety of
deliverables. Common Resident Engineering services include:
17 | P a g e
18. • Full day resident engineers
• Customized
Why Pecon resident engineers?
• Reduced Response time
• Immediate solution to all IT problems.
• Increase in productivity.
• Optimization of current setup and maximize your returns on IT investments.
In full time resident engineer services we place a full time well qualified engineer i.e. from 9.30
a.m.to 6.00 p.mat the customer’s site. In half day resident engineer services we depute an engineer
either six days half days or three full days a week as desired by the customer. We also customize
resident engineer services according to customer requirements for e.g. once a week or twice a
week, full day, Half day etc.
Specialised Engineer deputation:
• Windows/ Linux
• Database Administrators
• Network/ Security Administrators
• Application Management.
• Messaging Infrastructure Management
• Server based computing infrastructure Management
REGISTER A DOMAIN
VIEW DOMAIN PRICING:-
Domain Pricing
• New Registration
18 | P a g e
20. WEB HOSTING
Powerful Linux Hosting
1. State-of-the-Art Hosting Infrastructure
2. 99.9% Uptime Guarantee
3. 30-Day Money-Back Guarantee
Supports:
Select Your Plan
• US Hosting
• IN Hosting
• UK Hosting
• Unlimited Hosting Plan
• Rs. 280.00 /MO
• Single Domain
• Unlimited Disk Space
• Unlimited Data Transfer
• Unlimited Email Accounts
•
• Buy Now
• Business
20 | P a g e
21. • Rs. 300.00 /MO
• 3 Domains
• Unlimited Disk Space
• Unlimited Data Transfer
• Unlimited Email Accounts
•
• Buy Now
• Pro
• Rs. 414.00 /MO
• Unlimited Domains
• Unlimited Disk Space
• Unlimited Data Transfer
• Unlimited Email Accounts
•
• Buy Now
Install these softwares in just 1 - click!
Features
21 | P a g e
22. FAQs
Unlimited Everything!
• Unlimited Disk Space
• Unlimited Bandwidth
• Unlimited Domains & Sub-Domains
• Unlimited Email Accounts, Forwarders, Auto Responders
• Unlimited FTP Accounts
• Unlimited MySQL Databases
Powerful Control Panel - cPanel (View Demo)
• World's Leading Hosting Control Panel
• Manage Web Pages, View Website Statistics, Create Email Accounts etc.
Reliable Support
• 99.9% Uptime Guarantee
• 30 Day Money Back Guarantee
• 24x7x365 Support
Robust Infrastructure
• State-of-the-art Datacenters
• Dual Quad-Core Xeon powered Servers
• Redundant Scalable Servers
Advanced Email Hosting Included
• Unlimited POP3 Email Accounts with SMTP
• IMAP Support
• Easy to use Webmail Interface
ecommerce ready
• Private SSL Available
• Add-on Dedicated IP
• Supports ecommerce, Cube Cart, Zen Cart
Server Specifications
• Dual E5530 2.40GHz Xeon quad core hyper threaded processors
• 24 GB RAM
• 250 GB RAID 1 (mirrored) OS drive
• 1 TB RAID 1 (mirrored) customer data drive cached
• Battery backed, RAID controller for all drives
• Redundant Power, HVAC & Fire-Detection Systems
22 | P a g e
23. Programming Support
• PHP 5.2x, 5.3x, 5.4x, Perl, Python, RoR, GD, cURL, CGI, mcrypt
• Apache 2.2x
• MySQL 5
• Ruby On Rails
• Zend Optimizer, Zend Engine, ionCube Loader
Security & Access
• Anti Spam & Virus Protection
• Password Protect Directories
• Secure FTP Access
• IP Blocking
• phpMyAdmin Access
• Hotlink & Leech Protection
• Cron Jobs for Scheduled Tasks
• Customizable Error Page
• Website Statistics with AWstats
Email & Domain Name Features
• Outlook, Thunderbird and Windows Mail compatible
• Blackberry, iPhone, Android and PDA support
• Feature packed Webmail
• Advance Spam/Virus Protection
• Mail Forwards, Email Aliases, Auto Responders
• Unlimited Mailing Lists, Catch All Accounts, Mail Spam Filters
• Parked Domains
• Free DNS Management
• Domain Forwarding, Path Forwarding, URL Masking.
NETWORK AND SECURITY SERVICES
Pecon integrates technologies, maximizes network performance and delivers communication
solutions in the most cost-effective way - assuring flexible, open systems capable of integrating
today's new technologies with tomorrow's new technologies. Pecon solutions encompass the full
range of client needs from strategic planning, network design and implementation, and hardware
23 | P a g e
24. and application selection and integration to remote network management and web-applications
hosting.
Pecon has the knowledge and experience to design, develop and install a full application-ready
distributed computing platform and integrate it into an existing IT infrastructure. Experts of Pecon
use the latest distributed computing tools and techniques to create Premises Distribution System to
form the physical layer of the network infrastructure, LAN/WAN solutions as well as provide a broad
range of consulting and support services to create and maintain networks. Pecon technology
consultants - who are certified by major vendors - offer practical solutions for connectivity. They
combine all components of the solution, perform traffic load and quality assurance tests, integrate
application-ready solutions with the existing computing architecture, and deploy the solution
throughout the client's network.
We offer turnkey solution for the customer’s requirements to setup or upgrade their network
and communication systems. Solutions offered are based on following technologies:
• Premises Distribution System
• Enterprise Switching Solutions
• Wireless
• Wide Area Networks
• Consulting
• Need Analysis & Audit
• Remote Network Management
• Network Audit & Infrastructure Analysis
• Network Evaluation
• Implementation Methodology for LAN & WAN
Wireless
As a full-service wireless solutions provider, Pecon offers complete integration of wireless
technology and provides onsite installation and maintenance. Large or small, simple or
complex, we offer a total solutions approach to feasibility study, wireless network
implementation and ongoing support.
Wide Area Networks
To address the customer's need for providing connectivity to their remote offices and
branches to their central office, Pecon offers most comprehensive Wide Area Networking
solutions in the industry. WAN solutions offered by Pecon encompasses technologies such
as Leased Lines, E1 circuits, ISDN, IP VPN, MPLS, Frame Relay and VSAT based
24 | P a g e
25. solutions. Pecon offers turnkey solutions for deploying Wide Area Networks right from
designing the network topology, choosing the right telecom service provider, building the
network infrastructure to drafting SLA on behalf of the customer.
Networking
There cannot be a debate on the fact that networking is an integral part of IT. We offers a
whole range of networking solutions, with benefits to clients as a priority. Pecon brings
industry-wide expertise in designing, deploying and maintenance of resilient and non-
resilient campus networks for your business. Be it passive network over fibre or copper, or
active components, Pecon carries in-depth expertise to deliver the best to its clients.
BACKUP AND DISASTER RECOVERY MANAGEMENT SERVICES
Disaster always seems to strike when we are least prepared, be it due to a crashed hard disk or any
natural calamities. An organization needs to have a continuity plan in place that works, allowing
access to all business critical data and application; no matter how worst you are hit.
From desktops/servers to data center sites; data backup, failover redundancy, disaster recovery
sites are the norms. Today's business operations demands high availability of systems and
continuous access to mission critical information. Organizations are challenged to protect against
disruptions in service and loss of data include widespread power losses, natural disasters, malicious
activity and terrorism.
Organizations must deploy an infrastructure to secure both critical and general day-to-day data.
Often these include interconnection of data centres across regions, separated by tens, hundreds or
even thousands of miles. A sound disaster recovery business continuity plan is essential to protect
the well being of an organization. Our consulting experts can help you draw a disaster recovery and
management plan and execute the same.
MESSAGING INFRASTRUCTURE SERVICES
As a part of mail Management of the messaging infrastructure based on MS Exchange, Lotus or
LINUX we perform all the activities like Mail Box Creation, Deletion, Mail Delivery and Queue
Management, Internet Mail System management, Mail Traffic monitoring and management,
Configuring of users, etc. to ensure uninterrupted mail service availability to the enterprise.
REMOTE INFRASTRUCTURE MANAGEMENT SERVICES
PECON remote PC & Laptop support is ideal for you because we are available for 365 days a year
from 9 AM to 8 PM IST. We provide high quality of support for PCs & Notebooks using our latest
technology remote support, using the internet, chat & telephonic help. Remember we are just a click
or call away, irrespective of where you are.
25 | P a g e
26. Remote Services is a new technology support, promoted by Pecon InfoTech Ltd – A 25 year old
company. We have the expertise, infrastructure & skills to deliver premium support to PECON
customers just as we have been doing for the past 2 decades. With PECON, we aim to be the
preferred IT support destination for thousands of PC users & businesses across the country.
Why Remote Support:
• Reduce cost and /or expenditure
• Acquire new technologies to improve business efficiency
• Improve application performance and end user experience
• Improve communication internally and externally with clients
• Reduce IT staff requirements to utilize resources for more strategic
projects
• Lack of in house skill sets
DISCUSSION ON TRAINING
• STUDENTS WORK PROFILE & RESPONSIBILITIES
The MAIN FOCUSSED WORK IS TO RECRUIT RIGHT CANDIDATE FOR THE RIGHT JOB PROFILE. MAIN
FOCUS IS TO HIRE A SMART CANDIDATE RATHER THAN A HARDWORKING CANDIDATE. POSTING JOBS IN
THE DIFFERENT ONLINE JOB PORTALS LIKE:
• NAUKRI.COM
• TIMES JOB.COM
• QUIKER
• OLX
• SHINE.COM
26 | P a g e
27. • MONSTER.COM
• BABAJOBS.COM
• CLICKIN.COM
This Portals Helps A Lot In Finding Right Candidate For The Right Job Profiles .Regular
Posting Of Jobs And Getting Emails From The Candidates For The Profile Of Job In
Which They Applied Helps A Lot To Find A Proper Candidate. Creating Database Of
Candidates From Different Job Portals And Calling Them Regularly To Call Them For
The Interview Is One Of The Major Big Role Of The Hr Recruiters Of Pecon Software
Ltd. Calling Atleast 50 Candidate From The Database Is The Main Work And Making
Line Up’s With Them For The Interview.
Again The Next Day Calling Those Line Up’s Candidate To Confirm Whether They Are
Coming For The Interview Or Not And Preparing The Final List Of Candidates And
Taking Preliminary Interviews And Sending The Candidates For The Client Round
Interview Over Telephone And Confirming Which Candidate Is Appropriate For Which
Process , Etc And Sending The Candidates For The Training And Development Which
Takes Around 1 Week To Get Trained About The Project In Which They Will Be
Working . Till Now I Have Made Joined 35 Candidates Both In International And
Domestic Process .As It Is A Bpo The Attrition Rate Is Very High , In A Day Atleast We
Have To Take Interview Of 30 To 40 Candidates .And Sending Them To The Clinet
Round Is Our Main Motto So That Recruiting A Right Candidate Will Give Benefit To
Our Company. Giving Customer Support Is Our Main Motto.
• DESCRIPTION OF LIVE EXPERIENCES
Recruiting Is Not Much Easy As I Thought Earlier . Faced A Lot Of Problem While Taking
Interviews And Simultaneously Maintain Data In The Excel Sheet Of The Calls I Made And
27 | P a g e
28. The Line Up’s I Made The Interview Results , Why The Candidates Are Not Selected What Is
The Problem , What Languages They Know , In Which Part They Should Be Trained ,Etc All
This Hurdles Came But This Hurdles Had Made Me Confident For Judging A Candidate For
The Basic Questions Asked In A Interview By A Hr . I Had Got The Overview By Looking At A
Candidate Whether He / She Is Confident Enough Or Not In His / Her Job Profile Or Not.
Sometimes Even Happened The Candidate Came For The Interview Got Selected Even Done
The Training But Didn’t Turn Up For The Floor Hit . When I Call That Candidate And Asked
Them About The Problem Many Candidate Told Me Regarding The Salary Issue ,
Environment Of The Work Place , Etc , Affects Them .
But Last Not The Least I Have Gained A Practical Experience By Making Cold Callings ,
Inviting Them For The Interview , Taking Interviews , Etc Has Made Me Confident Enough .
IMPORTANCE OF RECRUITMENT & SELECTION PROCESS:-
Human Resources Management is concerned with human beings, who are the energetic elements
of management. The success of any organization or an enterprise will depend upon the ability,
28 | P a g e
29. strength and motivation of person’s working in it. The Human Resources Management refers to
the systematic approach to the problems in any organization. It is concerned with recruitment,
training and Development of personnel. Human resource is the most important asset of an
organization. It ensures sufficient supply, proper quantity and as well as effective utilization of
human resources. In order to meet human resources needs, and organization will have to plan in
advance about the requirement and the sources, etc. The organization may also have to undertake
recruiting selecting and training processes. Human Resources Management includes the
inventory of present manpower in the organization. In cases sufficient number of persons is not
available in the organization then external sources are also identified for employing them.
Human Resources Management lays emphasis on better working condition and also ensures the
employment of proper work force.
A part of Human Resources Management is assigned to personnel who perform some of the
staffing function. The staffing process is a flow of events, which result in a continuous managing
organizational position at, all levels from the top management to the operatives level. This
process includes manpower-planning, authorization for planning; developing sources of
applicant evaluation of applications employment decision (selection) offers (placement)
induction and orientation, transfers, demotions, promotions and separations.
Manpower’s planning is a process of analyzing the present and future vacancies as a result of
retirement, discharges, transfer, promotion, absence or other reasons.
Recruitment is concerned with the process of attracting qualified and components personnel for
different jobs. This includes the identification of existing sources of the labor market, the
14 development of new sources and the need for attracting large number potential applications so
that good selections may be possible. Selection process is concerned with the development of
selection policies and procedure and the evaluation of potential employees in terms of job
specifications. This process includes the development of application blanks, valid and reliable
tests, interview techniques employee reversal systems, evaluations and selections of personnel in
terms of jobs specifications the making up of final recommendations to the hire management and
the sending of offers and rejection latter’s.
29 | P a g e
30. OBJECTIVES OF THE STUDY:
To understand the current Recruitment Policies being followed at “PECON SOFTWARE LTD”
conducted this study and to know how effectively it is being implemented in the organization.
30 | P a g e
31. • To study the present Recruitment Policies “PECON SOFTWARE LTD”
• To study the different methods of recruitment & selection depending on the requirements
of the organization.
• To find the relationship whether jobs offered based on qualification to the employees
in the organization.
• To study the level of job satisfaction in the organization.
• To study the changes of recruitment policy in recent times in the organization.
• To know how the company fulfils its manpower requirements.
RESEARCH METHODOLOGY
SCOPE OF STUDY:
The study was confined to territorial division of “PECON SOFTWARE LTD” KOLKATA with
special reference to its Recruitment policy.
SAMPLE SIZE:
The study was conducted with sample size of 45 employees selected at random from
both supervisory and management staff of” PECON SOFTWARE LTD. ”
DATA COLLECTION:
Primary data:
A detailed and well-structured questionnaire was presented to the managerial staff at
“PECON SOFTWARE LTD”. Copies of the questionnaire being distributed to the employees at
random to obtain their views followed this. Further discussions regarding the recruitment
policies were held with the HRD manager to have an in-depth knowledge and future plans of the
company for its effective implementation.
Secondary data:
Secondary data was gathered from academic texts and company profile from company’s website.
Analysis:
The data collected through questionnaires distributed to the employees was analyzed and
interpreted using the MS-EXCEL.
31 | P a g e
32. STUDY OF FINDINGS
The study thus conducted is restricted to the “PECON SOFTWARE LTD” KOLKATA only.
• The accuracy of the study is based on the information given by the respondents.
• Data collected cannot be asserted to be free from errors because of bias on behalf of the
respondents.
• As the sample size consists size consists of only 60 employees its accuracy has its
limitations.
RECRUITMENT
INTRODUCTION:
Recruitment forms the first in the process, which continues with selection and ceases
with the placement of the candidate. It is the next step in the procurement function, the first
being the manpower planning, Recruitment makes it possible to acquit the number and types of
people necessary to ensure the continued operation of the organization.” Recruitment is the
discovering of potential applicants for actual or anticipated organizational vacancies”.
Recruitment has been regarded as the most important function of personnel administration,
because unless the right type of people is hired, even the best plans, organization charts and
control systems would not do much good.
Definition:
“Recruitment is a process to discover the sources of manpower to meet the requirement of the
staffing schedule and to employ effective measures for attracting that manpower in adequate
number to facilitate effective selection of an efficient working force”.
- Dale Yoder
“Recruitment is the process of searching the candidates for employment and stimulating them to
apply for job in the organizations recruitment is the activity that links the employers and the job
seekers”.
- Edwin B.Flippo
PURPOSES AND IMPORTANCE:
32 | P a g e
33. • Determine the present and future requirements
• Increase the pool of job candidates at minimum cost
• Reduce the probability of employee turn over
• Increase the success rate of the selection process
• Increase organizational and individual’s effectiveness
EFFECTS:
Positive Recruitment Process
• Attract highly qualified and competent people
• Ensure that the selected candidates stay longer with the company
• Make sure that there is match between cost and benefit
• Help the firm create more culturally diverse work-force
Negative Recruitment Process
• Failure to generate qualified applicants
• There is no match between cost and benefit
• Extra cost on training and supervision
• Increases the entry level pay scales
RECRUITMENT PROCESS:
• Planning
• Strategy development
• Searching
• Screening
• Evaluation and control
OBJECTIVES OF RECRUITMENT:
• To attract people with multi-dimensional skills and experiences that suit the present and
future organizational strategies so as to obtain a pool of suitable candidates for vacant
posts.
• To induct outsiders with a new perspective to lead the company
33 | P a g e
34. • To infuse fresh blood at all levels of the organization.
• To develop organizational culture that attracts competent people to the company.
• To use a fair process.
• To ensure that all recruitment activities contribute to company goals.
• To search for talent globally and not just within the company.
• To conduct recruitment activities in an efficient and cost effective manner.
EMPLOYEE RECRUITMENT:
In the working place is essential to a company’s long term success. By hiring correctly,
an organization adds the talent it needs and can enjoy the benefits in increased productivity and
morale. However this process is not simple and if the careful process of selection is not followed:
you can be mired with poorly skilled, unmotivated and un-loyal labour force which can impact
future profits as well as other employee behaviour.
Recruitment, Quite often this word stands alone when some gaming companies develop a human
resources management strategy. An organization cannot develop a recruitment strategy without
simultaneously for mulcting an employee retention plan. Simply stated, it is one thing to attract
workers, but quite another to retain them.
FACTORS EFFECTING RECRUITMENT:
All organizations whether small or large, do engage in recruiting activity, though not to the same
extent.
This differs with
1) The size of the organization.
2) The employment conditions in the community where the organization is located.
3) Working conditions, salary and benefit packages offered by the organization.
4) The rate of growth of the organization.
5) Future expansion program of the organization. And
6) Cultural and legal issues.
7) Organization’s ability to find and retain good performing people.
FACTORS AND SOURCES
INTERNAL FACTORS:
• Employees from within the organization are hired to fill a job vacancy.
34 | P a g e
35. • It is normally used for higher level jobs.
The internal factors are:
• Company’s pay packages
• Quality of work life
• Organization culture
• Career planning and growth
• Company’s size
• Company’s products/services
• Geographical spread of the company’s operations
• Company’s growth rate
• Role of trade unions
• Cost of recruitment
• Company’s name and fame.
EXTERNAL FACTORES:
The external factors are:-
• Socio-economic factors
• Supply and demand factors
• Employment rate .
• Labour market conditions.
• Political, legal and governmental factors like reservations for SC/ST/BC and sons of soil.
• Information systems like employment exchanges /Tele-recruitment like internet.
ADVANTAGES:
• Benefits of new skills, new talents and new experiences to organization
• Compliance with reservation policy is easy
• Scope for resentment, jealousies and heartburn are avoided
DISADVANTAGES:
• Better morale and motivation associated with internal recruiting is denied to the
organization
• It is costly
• Chances of creeping in false positive and fake negative errors
• Adjustment of new employees to the organizational culture takes longer time.
EVALUATION & CONTROL:
• Salaries for Recruiters
• Management & professional time spent on preparing job description, job specification
35 | P a g e
36. advertisements, liaison etc..
• Cost of advertisement
• Cost of producing supporting literature
• Recruitment overheads & administrative expenses
• Cost of overtime & outsourcing
PHILOSOPHIES OF RECRUITING:
• Traditional philosophy – to get as many people to apply for a job as possible
• Waiting in queues
• Job dissatisfaction & employee turnover
• Emphasis is on matching the needs of the organization to the needs of the applicants
• Minimize employee turnover & enhance satisfaction
REALISTIC JOB PREVIEWS:
• Provides complete job related information to the applicants so that they can make right
decision before taking up jobs
• Lower rate of employee turnover
• High level of job satisfaction & performance
• Beneficial for organizations hiring at the entry level
JOB COMPATIBILITY QUESTIONNAIRE:
• To determine applicants preference for work match the characteristics of the job
• Greater the compatibility of applicants preferences & characteristics of the job greater the
probability of employee effectiveness & longer the tenure
• 400 item instrument
• Measures job factor related to performance, satisfaction turnover and absenteeism
SOURCES OF RECRUITMENT:
The various sources of external recruitment are:
1. Advertising
2. Employment agencies
3. Employee referrals
4. Schools, colleges and professional institutions
5. Labour unions
6. Casual applicants
7. Professional organizations or recruiting firms or executive recruiters
8. Indoctrination seminars for college professors
9. Unconsolidated applications
10. Nepotism
11. Leasing
36 | P a g e
37. 25
12. Voluntary organizations
13. Computer data banks
RECRUITMENT POLICIES
A recruitment policy is concerned with quantity and qualifications of manpower. A well
considered and pre-planned recruitment policy, based in corporate goals, study of environment
and the corporate needs may avoid hasty of ill-considered decisions and may go a long way to
man the organization with the tight type of personnel.
The most commonly adopted practice in an organization is to centralize the recruitment and
selection function.
A “recruitment policy” in its broadest sense involves a commitment by the employer to such
general principles as:-
• To find and employ the best qualified persons for each job.
• To retain the best and most promising to those hired.
• To offer promising opportunities for the life-time working careers.
• To provide programs and facilitates for personal growth on the job.
• The following factors should be taken into considerations in formulating recruitment
policy.
• They are
o Government policies
o Personnel policies of other competing organization
o Organization personnel policies
o Recruitment sources
o Recruitment need
o Recruitment costs
o Selection criteria and preferences etc.
METHODS OF RECRUITMENT
Recruitment can be broadly categorized under three heads. Namely, Direct method, indirect
method and Third method.
DIRECT METHOD:-
One of the widely used direct methods is that of sending of recruiters to colleges and technical
schools. Most college recruiting is done in co-operation with the placement office of a college.
The placement office usually provides help in attraction students, arranging interviews,
furnishing space, and providing student resumes. For managerial professional, and sales
professional, campus recruiting is an extensive operation. Persons reading for MBA or other
technical diplomas are picked up in this manner. Many companies have found employees contact
37 | P a g e
38. with the public a very effective method. Other direct methods include sending recruiters to
conventions and seminars, setting up exhibits at fairs, and using mobile offices to go to the
desired centers.
INDIRECT METHOD:-
Indirect method usually involves advertising in news papers, on the radio, in trade and
professional journals, technical magazines and broachers. Advertising in newspapers and
magazines, is the most frequently used methods, when qualified or experienced personnel are not
available from other sources. Senior posts are largely filled by such methods when they cannot
be filled by promotion from within.
Advertising is very useful for recruiting blue-collars and hourly workers as
well as scientific, professional, and technical employees. Local newspapers can be a good source
of blue-collar workers, clerical employees, and lower level administrative employees.
THIRD PARTY METHOD:-
These include the use of commercial of private employment agencies, placement offices of
schools colleges and professional associations, recruiting firms, management consulting firms,
indoctrination seminars for college for college professors and friends and relatives.
PRIVATE EMPLOYMENT AGENCIES:-
They are the brokers who bring employers and employees together. The specialization of these
agencies enhances their capacities to interpret the needs of their client, to seek out particular
types of persons, and to develop proficiency in recognizing the talent of specialized personnel.
STATE PUBLIC EMPLOYMENT AGENCIES:-
Also known as labour exchanges, they are the main agencies of public employment. They
provide a clearing housing for jobs and job information. These agencies provide a wide range of
services counselling,
assistance in getting jobs information about labour market, labour and wage rates.
PROFESSIONAL ORGANIZATION OR RECRUITMENT FIRMS:-
They maintain complete information records about employed executives. These firms are looked
up on as ‘head hunters’, ‘raiders’ and pirates by organizations which loose personnel through
their efforts. However, these same organizations may employ “executive search firms” to help
them find executive talent. These consulting firms recommend persons of high calibre for
managerial, marketing and production engineer’s posts.
TRADE UNIONS:-
Also provide manual and skilled workers in sufficient numbers.
MODERN SOURCES AND TECHNIQUES OF RECURITMENT
A number of modern recruitment sources and techniques are being used by the
corporate in addition to traditional sources and techniques. These sources and techniques include
walk-in and consult–in, head-hunting, body-shopping, business alliances, and tele-recruitment.
1. WALK-IN:
2. CONSULT-IN:
3. HEAD-HUNTING:
38 | P a g e
39. 4. BODY-SHOPPING:
5. BUSINESS ALLIANCES:
1. TELE-RECRUITMENT:
The technological revolution in telecommunication helped the organization to
use internet as a source of recruitment. Organization advertise the job vacancies through
the world wide web (WWW) internet. The job seekers send their applications through email
or internet. Alternatively, job seekers place their CV’S in the world wide
web/internet, which can be drawn by the perspective employers depending upon their
requirements.
ALTERNATIVES TO RECRUITMENT:
OVERTIME
• When demand for product peaks
• Additional income for employee
• It results in Fatigue, increased accidents & more absenteeism
• Need to pay double wages
EMPLOYEE LEASING
• Often called Staff outsourcing
• Useful to small & medium sized firms
TEMPORARY EMPLOYMENT
• Low labour costs
• Easy access to experienced labour
• Flexibility in future
• DISADVANTAGE- Do not know the work culture of the firm
REFERENCE CHECK:
The reference of the person should be checked before making a final decision.
Check through a personal visit or a phone call directly to the applicant’s immediate
former supervision, if possible.
Verify that the information given to you is correct.
• Consider, with judgment, any negative comments you hear and what is not said.
• Checking references can bring to light significant information which may save you
money and future inconvenience.
Recruitment Strategies:
39 | P a g e
40. Findings Overview
Organizations were asked what strategies they use to recruit both managerial/professional and
non management candidates. For recruiting managerial/professional candidates, the Internet is
the most popular advertising medium, used by 76 percent of the organizations surveyed.
Organizations regularly utilize internal resources(e.g., internal job postings and employee
referrals) when recruiting both internal and external candidates. Different kinds of agencies are
used to recruit for positions at different levels. — Temporary and government agencies are used
mainly to recruit non-management candidates. — Employment agencies, colleges, and
professional organizations are used more often to recruit managerial/professional
candidates.
Organizational Offerings
The quality of an organization’s offerings affects its ability to attract job candidates.
Organizations believe they offer candidates a strong company reputation (69 percent) and
high-quality benefits packages (65 percent) and learning opportunities (55 percent).
Many organizations do not offer stock options (37 percent) or child care options (36 percent).
Best Practices
Organizations with the most effective recruiting strategies were 15 to 19 percent more likely to
offer candidates high-quality options such as:
• Potential for advancement.
• Company reputation.
• Stocks.
• Benefits package.
• Corporate culture.
• Salary scale.
Organizations offering candidates and employees a positive culture (e.g., innovative,
diverse, potential to advance) and learning environment have more satisfied employees and more
successful at retaining them.
Barriers to Effective Recruitment and Selection:
Findings Overview r The surveyed organizations report that the top
barriers to effective recruitment of candidates are:
• Shortage of qualified applicants
• (62 percent).
40 | P a g e
41. • Competition for the same applicants
• (62 percent).
• Difficulty in finding and identifying applicants
• (48 percent).
SELECTION
“Selection is the process of examining the applicants with regard to their suitability for the given
job or jobs, and choosing the best candidate and rejecting the others.”
Good recruitment practices are only one key to generating a pool of top job candidates. Equally
important is having a strong basis from which to recruit. If an organization’s policies and
practices are unattractive to candidates, the organization’s ability to generate good candidates
will be limited regardless of he specific recruitment practices they employee.
But what policies and practice do “good” applicants find attractive? Unfortunately, there is no
easy answer to this question because not all “good” applicants are alike, and research shows that
organization’s policies and the individual’s characteristics.
Financial considerations, supply and demand, and other variables impact the recruitment process.
Looking for a qualified person for the IT department is likely to require a broader and possibly
more expensive search. Recruitment indicate that there is an increase in the use of the internet
and interactive employment websites, such as searching web databases, placing online ads at
various career sites, purchasing candidate information from resume services, sending recruitment
materials, to targeted individuals, and placing ads in newspapers can all yield positive results.
Selection is the process in which candidates for employment are divided in two classes-those
application of these tools. Qualified applicants go on to the next hurdle, while the unqualified are
eliminated”. Thus, an effective selection Programme is a non-random process because those
selected have been chosen on the bases of the assumption that they are more likely to be “better”
employees than those who have been rejected.
SELECTION PROCESS:
The organizations can make use of more than one source for carrying out the recruitment
procedure. Once the recruiting sources are identified, suitable candidates are called for the
selection process.
SIGNIFICANCE OF SELECTION PROCESS:
Definition: It is the process of differentiation between applicants in order to identify (and hire)
those with a greater likelihood of success in a job. Selection of personnel to man the organization
is a crucial, complex and continuing function. The ability of an organization to attain its goals
effectively and to develop in a dynamic environment largely depends upon the effectiveness of
its selection program. If right personnel is selected the remaining functions of personnel
management becomes easier, the employee contribution and commitment will be at an optimum
41 | P a g e
42. level and employee- employer relations will be congenial. In an opposite situation where the
right person is not selected, the remaining functions of personnel management, employee
employer relations will not be effective. If the right person is selected, he becomes a valuable
asset to the organization. In case of faulty selection, the employee will become a liability to the
organization. who are to be offered employment and those who are not. The process might be
called rejection, since more candidates may be turned away than hired. For this reason, selection
is frequently described as a negative process, in contrast with the positive program of
recruitment. According to Yoder:-“the hiring process is of one or many ‘go, no-go’ gauges.
Candidates are screened by the
SELECTION PROCESS CHART
SCREENING:
Retention Survey found that nationally small agencies took an average of 6.84 weeks to
conduct the screening processes, while large agencies took an average of 11.51 weeks
(U.S. Department of Justice, Office of Justice Programs, Hiring and Keeping Police
Officers)
GOAL: reduce this time so that valuable candidates are still available
PRINCIPLES OF THE SCREENING:
A fair set of screening criteria
The criteria must be in line with the job content and appointment as well as advertised
requirements
Applicants should be clear on the criteria that apply
The criteria should apply to all applicants in a consistent manner
Any waivers should be fully motivated and approved
Declarations should be made of whether any candidate is related to or friends of an
official in the component where the vacancy exists
The various activities of the screening process should be documented and put on record
INITIAL REVIEWING AND TESTING:
Education And Experience Evaluation
Letters Of Recommendation
Elf-Assessment
Gratitude Andeneral Trait Test
Performance Test For Specific Jobs
STEPS INVOLVED IN SELECTION PROCESS:
A scientific selection procedure completes in 10 basic steps which are as follows:
1. Application Form.
2. Written Examination.
3. Preliminary Interview.
42 | P a g e
43. 4. Group Discussion.
5. Tests.
6. Final Interview.
7. Medical Examination.
8. Reference Checks.
9. Line Manager’s Decision, and
10. Employment
TESTING IN SELECTION:
Testing represents an additional tool in the kit of the employment office. It supplements direct
personal contracts in interviews of various types with a wide range of tests. All operate on the
general theory that human behaviour can best be forecast by sampling it. The test creates a
situation in which the applicant reacts; reactions are regarded as useful samples of his behaviour
in the work he is applying. Formal testing programs have becomes increasingly common in
modern selection. A major reason is their convenience. Another is their relatively low cost.
Perhaps unfortunately, test results appeal to many managers because they provide quantitative
measures of something. They ate, for this reason, more easily compared. They seem to bring the
personalities of applicants down to a common denominator. Another reason for the growing use
of tests is the fact that they have been and are the subject of extensive research.
TYPES OF EMPLOYMENT TESTS:
A simple classification of the tests used in selection would distinguish five principal types,
including achievement, aptitude, interest, personality, and combination tests.
Achievement Tests: sample and measure the applicant’s accomplishments and developed
abilities. They are performance tests; they ask the applicant’s accomplishments and developed
abilities. They are performances tests; they ask the applicant to demonstrate certain knowledge
skills.
APTITUDE TESTS:
Measures an applicant’s capacity, his potential. Their simples form is the intelligence test, which
is intended to measure the ability to learn, to remember, and to reason.
INTEREST TESTS:
Use selected questions or items to identify patterns of interests-areas in which the individual
shoes special concern, fascination and involvement.
PERSONALITY TESTS:
Probe for the dominant qualities of the personality as a whole the combination of aptitudes,
interests, and usual mood and temperament. Whole the combination of aptitudes, interests, and
usual mood and temperament.
GUIDES TO TESTING:
Dale s. Beach suggested the following guidelines for the employment test.
1. Tests should be taken in addition to other selection techniques as entire can only provide
43 | P a g e
44. information about a part of total behaviour of a candidate.
2. Test information should be taken into consideration to find out candidate’s weakness rather
than strength.
3. Tests are helpful in pocking a most likely successful group from a larger group rather than
successful individuals.
4. A test should be tested in one’s own organization as “a valid test in one that measures.
37
5. Tests can be held only in case of failure of other selection devices in providing satisfactory.
6. Test administrators should not heavily depend upon test score in making decision regarding
selection of a candidate.
Relationship between tests score and job success is not always linear. Hence, decision-makers
should use the test score judiciously.
OUTCOMES OF SELECTION DECISION:
• Mainly four different types
• True positive
• True negative
• False positive error:
Results in cost for training, transfer or terminating the service of employee.
Costs of replacing an employee with a fresh one-hiring, training, and replacement.
• False negative error:
Costs associated difficult to estimate
ENVIRONMENTAL FACTORS
• EXTERNAL
Supply and demand in labour market
Unemployment rate
Legal and political considerations
Company’s image
• INTERNAL
Company’s policy
Cost of hiring
CONCEPTS OF TESTING:
1. Job analysis
2. Reliability
3. Validity
TYPES OF TESTS:
Intelligence tests include: sample learning, ability, the adaptabilit tests etc.
s(i) Aptitude Tests
Intelligence Test
Psychometric Tests
44 | P a g e
45. (ii) Achievement Test
Job Knowledge Test
Work Samples Test
(iii)Situational Test
Group Discussiont
(iv) Interest Test
(v) Personality Test
(a) Objective Test
(b) Projective Test
(c) Psychometric tests
(d) Clerical aptitude tests
FINAL INTERVIEW:
APPLICATION OF INTERVIEWS
TYPE TYPE OF QUESTIONS USUAL APPLICATIONS
Structured
Unstructured
Mixed
Behavioral
Stress
A predetermined checklist if questions, usually asked of all applicants. Few, if any, planned
questions are made up during the interview. A combination of structured and unstructured
questions, which resembles what is a usually done in practice. Questions limited to hypothetical
situations. Evaluation is based on the solution and approach of the applicant. A series of harsh,
rapid fire question intended to upset the applicant. Useful for valid results, especially when
dealing with large number of applicants. Useful when the interview tries to probe personal
details of the candidate analyzes why they are not right for the job. A realistic approach that
yields comparable answers plus in depth insights. Useful to understand applicant’s reasoning and
analytical abilities under modest stress. Useful for stressful jobs, such as handling complaints.
BARRIERS FOR EFFECTIVE SELECTION:
• Perception
• Fairness
• Validity
• Reliability
• Pressure
Evaluation and Conclusion of Selection Programme:
45 | P a g e
46. - Reassuring the non selected candidate.
- An Audit for evaluation.
SELECTION TECHNIQUES:
Interview initial or preliminary
PRELIMINARY INTERVIEW:
This is a short interview and is used to eliminate unqualified candidates.
Generally, there is no paper work at this stage.
If the applicant looks like he can qualify for existing job openings, he or she is given the
application blank to complete.
APPLICATION BLANK:
Application blank is used to get information from prospective applicant to help
management to make a proper selection.
It quickly collects the basic data about a candidate.
It is also useful to store information for future use.
An application forms consists of
o Biographical data
o Educational achievements
o Salary and work experience
o Personal items
o Names and addresses of previous employers, references, etc.
CHECK OF REFERENCES:
References are used in most selection processes.
During the selection process it is believed that former employers, friends and professional
personnel give reliable evaluation of applicant.
Reference checks are generally made by mail or telephone and sometimes personally
also.
PSYCHOLOGICAL TESTS:
Most organizations do not use psychological tests for selection.
But larger the size of the firm, more are the chances of using psychological tests.
Larger companies that can afford to conduct psychological tests do so to have a more
detailed and accurate selection procedure.
Smaller companies are more dependent on interviews.
42
INTERVIEWING:
Interview is the interaction between the interviewer and the applicant.
46 | P a g e
47. It is the most common method of selection.
It is a good method to get accurate information about the applicant.
TYPES OF INTERVIEWS:
1. Informal interview
2. Formal interview
3. Planned interview
4. Patterned interview
5. Non-directive interview
6. Depth interview
7. Stress interview
8. Group interview
9. Panel interview
TYPES OF EMPLOYMENT INTERVIEW
(i)PRELIMINARY INTERVIEW
(a)Informal interview
(b)Unstructured interview
(II)CORE INTERVIEW
(a)Background information
(b)Job and probing interview
(c)Stress interview
(d)The Group Discussion interview
(e)Formal and structured interview
(f)Panel interview
(g)Depth interview
(iii)DECISION-MAKING INTERVIEW
1. PRELIMINARY INTERVIEW
(a)Informal interview
(b)Unstructured interview
2. CORE INTERVIEW
(a)Background information interview
(b)job and probing interview
( c) Stress interview
(d)Group discussion interview
(e) Formal and Structured interview
(f)Panel interview
(g)Depth interview
3. DECISION-MAKING INTERVIEW
After the candidates are examined by the experts including the line managers of the
organization in the core areas of the job, the head of the department/ section concerned
interviews the candidates once again, mostly through informal discussion. The interviewer
47 | P a g e
48. examines the interest of the candidate in the job, organization, reaction/adaptability to the
working conditions, career planning, promotional opportunities, work adjustment and allotment
etc. the personnel Manager also interviews the candidates with a view to find out his
reaction/acceptance regarding salary, allowances, benefits, promotions, opportunities etc. The
head of the department and the personnel manager exchange the views and then they jointly
inform their decision to the chairman of the interview board, who finally makes the decision
about the candidate’s performance and their ranks in the interview.
INTERVIEW PROCESS:
Interview is not a single step. It is a process consisting of several steps. The major steps are
grouped into four categories.
Before starting the interview, the important areas for asking questions should be worked
out.
The candidate’s application form should be examined to find his/her skills, incidents and
experiences which are related to important areas for asking questions.
The interviewer should make the candidate relaxed by starting with questions that are not
directly related with the job.
After the candidate is relaxed, the interviewer should ask the questions related to the job.
Now the interviewer should make a tentative decision about the candidate.
Approval by the Supervisor:
At this stage, we can reach the conclusion about which candidate should be hired.
Physical Examination:
Physical examination is done to check whether the applicant’s physical capabilities match
with the job requirements or not.
The three basic objectives of physical examination are:
o To determine the applicant’s physical capabilities.
o To protect the company from needless claims under workers’ compensation laws.
o To stop communicable diseases from entering the organization.
45
INDUCTION:
It is the process of introducing the new employee to the organization.
According to a report, more than half of voluntary resignations occur within the first six
months.
A good induction program helps to take care of this problem and reduce the costs
associated with it.
(a)Preparation for Appropriate type of interview
The interview the areas to be tested
Type and number of interview
Review the information
(b)Conduct the interview Open the interview
48 | P a g e
49. Get complete and accurate
Information
Record observations and
Impressions
Guide the interview
Check the success of the interview
(c)Close the interview
(d)Evaluate interview results
(A)Preparation for the interview
(b)Conducting the interview
(c)Closing the interview
(d)Evaluation of interview results
EVALUATION OF APPLICATION FORMS:-
The are two methods of evaluating an application form, viz., clinical and method and weighted
method.
1. Clinical method
2. Weighted method
3. Biographical inventories
WRITTEN EXAMINATION:-
The organization have to conduct written examination for the qualified candidates after they are
screened on the basis of the application blanks so as to measure the candidate’s ability in
arithmetical calculations, the know the candidates attitude towards the job’ to measure the
candidates’ to know the candidates aptitude, reasoning, knowledge in various disciplines, in
various disciplines, general knowledge and English language.
PRELIMINARY INTERVIEW:
The preliminary interview is to solicit necessary information from the prospective applicants and
to assess the applicant’s suitability to the job.
GROUP DISCUSSION:
The technique of group is used in order to secure further information regarding the suitability of
the candidate for the job. Group discussion is a method where groups of the successful applicants
are brought around a conference table and are asked to discuss either a case study of a subject
matter.
TEST:
The next stage in the selection process is conducting different tests as given below. The objective
of tests is to solicit further information to assess the employee suitability to the job.
FINAL SELECTION:
Keep a list of all applicants considered for final selection.
Identify fair selection criteria for the final selection phase.
49 | P a g e
50. Ensure that the criteria are in line with the advertised requirements as well as the job
content.
Ensure that each selection committee member is provided with all the relevant
information pertaining to each short-listed applicant.
Ensure that the interviews are conducted in a fair and effective manner and that each
candidate is weighed comprehensively against the requirements as advertised.
Ensure that a comprehensive motivation is compiled in respect of all the applicants
interviewed.
Ensure that all applicants are informed about the outcome of the final selection phase.
Ensure that all relevant information is put on record.
CLOSING SELECTION:
1. Phone call and further clarification
2. Letter of intent
3. Completing employment forms
4. Protocols may be available for interested individuals
5. Number of candidates
6. Names, surnames and addresses of 5 top candidates
7. Recruitment and selection criteria
8. Justification of the decision
TRENDS IN RECRUITMENT AND SELECTION:
PROCEDURAL CHANGES:
Eliminating arbitrary rules and regulations that restrict the choices of hiring managers and
supervisors
Adopting flexible and appealing hiring procedures.
Screening applicants quickly
Validating entry requirements and examinations.
Instituting worker-friendly personnel policies,
Creating more flexible job descriptions
IMPROVEMENTS TO THE RECRUITMENT AND SELECTION PROCESS:
The decentralization movement — "New Public Management" is known in many
quarters as devolution, often characterized by the decentralization of HR responsibility.
Aggressive outreach efforts
Current employees as recruiters
50 | P a g e
53. DATA ANALYSIS
1. Employees were asked whether they were allocated the post opted
by them, for which the following responses to were obtained.
Options No. of respondents Percentage
Yes 48 80
No
Total
12
60
20
100
INTERPRETATION:
53 | P a g e
54. Out of the 60 respondent whose opinion was asked Allocation of the post, 80% of respondents
said that they were allotted the post opted by them where as 20% of the respondents said that
they were no allotted the opted by them.
CONCLUSION:
Majority of the employees are satisfied with their allotted post in the organization, but still a few
employees are dissatisfied with the posts allotted to them in the organization.
2.Employees were asked as to how they were recruited in the company for which the
following responses were obtained.
Options No. of respondents Percentage
Open competition 45 75
Recommendations 6 10
Employment
exchange
0 0
Trade union 0 0
Consultancy 9 15
Total 60 100
INTERPRETATION:
Out of the 60 respondent questioned about their recruitment in the organization 75% of the
respondents were recruited through open competition, 10% through consultancy and 15%
through campus interviews.
CONCLUSION:
54 | P a g e
55. Majority of the employees were recruited through open competition which is a good sign of
transparent recruitment policy in the company.
FINDINGS AND OBSERVATION
• The most significant finding of the study on Recruitment strategy prevailing in the
organization is very effective. The employees are quite satisfied with the current
recruitment methods.
• The study shows that 76% of the employees who have put in long year of service have
recruited via open competition. Which shows the transparency of the recruiting policies
of the company.
• 92% of the employees have been working in the organization for a long period which
signifies the job security and satisfaction offered by the company to its employees.
• Our study shows that 44% of the employees have joined this organization aiming for
career growth, good pay scales, and more benefits which the company offers. Thus the
statistics shows that the company has a positive outlook towards the career growth of its
employees in addition to the other existing benefits.
• The company’s approach to its recruitment policy shows that the right person is very
essential for the right job, as nearly 88% of the employees felt that they were offered
jobs according to their qualification and experience. Thus setting a relationship between
qualification and job offered.
• The study shows that 72% of the employees were of the opinion that the
recruitment policy of the company is decentralized with each department
recruiting its own employees as per their requirement from the time to time.
• The company gives utmost importance to its manpower requirements by identifying it
well in advance taking into consideration the contingencies like retirement, budgetary
plans, and attrition rate. The planning of the manpower requirement is being don’t in the
light of the business plans of the company.
• The company has been trying to infuse new blood in the organization by appointing fresh
graduates and technologists, to set a competitive so as to face the competitive world.
55 | P a g e
56. RECOMMENDATIONS
The outcome of the study illustrates that PECON SOFTWARE LTD has a good recruitment
policy where the
employees are recruited by each department as per the requirement from time to time. But there
is still a scope for improvement of its recruitment policy. The following are some of the
suggestion which enables the company to enhance its recruitment methodology.
• The company should focus its attention more on campus interviews to attract young
potential employees who have the zeal to achieve goal for themselves and the company.
• The company can take up short-term projects with new technologies and fixed deadlines
to bring out competitiveness and cutting edge approach by the employees. This enables the
company to recruit the brightest and the best manpower for the jobs.
• The company needs to further focus on talent auditions and job fairs.
• Incentives and contest for employee referrals and the use of web based resources such as
job boards and job distribution services would go a long way in enhancing the recruitment
process.
The organization cannot develop a recruitment strategy without simultaneously formulating an
employee retention plan. It is one thing to attract workers, but quite another to retain them.
SUGGESTIONS
• H.R Department should be more practical and efficient so that the recruitment and
selection become more effective.
• Stress should be given on proper maintenance of database of application for future
recruitment in the organization.
• The company should follow new traits / trends in the recruitment process.
• The stress should be given on knowledge and the experience should be the major
criteria for selection of employees.
• More stress should be given to recruit qualification & skills percentage for scrutinizing
the application of prospective candidates.
56 | P a g e
57. CONCLUSIONS
The following are the conclusions:-
• The source of recruitment in the organization is totally based in both the factors i.e.
internal and external.
• The recruitment of the prospective candidate for a particular post is based in experience,
age, qualification and percentage in the academic year.
• The selection process is totally based on skills, communication and technical qualities.
• The formal interview is conducted by the HRD.
• After selection the employees are inducted for 1-5 days or more than 15 days.
QUESTIONNAIRE ON RECRUITMENT AND SELECTION
1. Have you been allotted the post opted by you?
a. Yes ( )
b. No ( )
2. How are you recruited?
a. Open competition ( )
b. Recommendations.( )
c. Employment exchange( )
d. Trade union recommendations.( )
e. Consultancy( )
3. What kind of recruitment is it?
a. Short time period ( )
b. Long time period( )
c. Daily wages ( )
d. For a particular project only ( )
4. Why did you opt for your job, is because of
a. Good pay scale ( )
b. More benefits ( )
c. Career growth ( )
d. All the above ( )
5. Do you find any relation between your qualification and the job offered to you?
a. Yes ( )
57 | P a g e
58. b. No ( )
6. Have you observed any change in the recruitment policy in recent times?
a. Yes ( )
b. No ( )
7. Is the recruitment policy in your company centralized or each Department / division
selects its own candidates. Select any one.
a. Centralized ( )
b. Departmental recruitment( )
8. Company were generated any new positions within the employees?
a. Yes ( )
b. No ( )
c. Don’t know
9. The manpower requirement of each department / division is identified well in advance
taking into considerations the retirement budgeted plans and other contingencies.
a. Yes ( )
b. No. ( )
10. The planning of manpower requirement is done in the light of business plans of the
company.
a. Yes ( )
b. No ( )
QUESTIONNAIRE ON SELECTION
11. What are the bases for selection of prospective employees?
a. Personnel trait (attitude personality etc.) ( )
b. Skills (communication & technical) ( )
c. Both ( )
12. What type of test do you conduct?
a. Aptitude test. ( )
b. Achievement test ( )
c. Situation ( )
58 | P a g e
59. d. Interest test ( )
e. Personality test ( )
13. Interview is followed during selection?
a. yes ( )
b. no ( )
14. What type of interview is conduct?
a. Panel interview. ( )
b. Stress interview. ( )
c .Formal interview. ( )
d. Informal interview. ( )
e. If any other specify interview. ( )
THANK YOU .
BIBLIOGRAPHY
HUMAN RESOURCE MANAGEMENT –SEEMA SANGHI
59 | P a g e
