HR Consultancy

SUMMER TRAINING REPORT SUBMITTED TOWARDS THE PARTIAL FULFILLMENT OF BACHELOR OF BUSINESS ADMINISTRATION DEGREE

Summer Training Project Report on HR CONSULTANCY WORKING

sc s Submitted By  Name: ARUSHI YADAV Class: BBA(GEN)-V SEM Enrollment No.: 0262061708 Batch: 2008-2011 External/Industry Guide

 

Name: Monica

Designation: Team Leader

Internal Guide

Name: Anil Kumar  Designation: Faculty Management

Trinity Institute of Professional Studies Affiliated To Guru Gobind Singh Indraprastha University

sc s ACKNOWLEDGEMENT

Apart from the efforts of me, the success of this project depends largely on the encouragement and guidelines of many others. I take this opportunity to express my gratitude to the people who have been instrumental in the successful completion of  this project.

I would like to show my greatest appreciation to Mahtab Alam Sir and Anil Kumar  Sir. I can’t say thank you enough for their tremendous support and help. I feel moti motiva vate ted d and and enco encour urag aged ed ever every y time time I atte attend nd thei theirr meet meetin ing. g. With Withou outt thei their  r  encouragement and guidance this project would not have materialized.

The guidance and support received from my family and all the friends including Neha Tyagi, and others, who contributed to this project, was vital for the success of the  project. I am grateful for their constant support and help.

Last but not the least; I would like to thank my seniors seniors at Super Consultancy Consultancy-- Hema Mam, Neha Mam, Shalini Mam, Mohini Mam and Manini Mam for their constant guid guidan ance ce and and supp suppor ort. t. They They moti motiva vated ted me to perfo perform rm well well and and help helped ed me to understand my roles and responsibilities. I feel grateful to them for being my mentor.

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CERTIFICATE

This is to certify that Arushi Yadav, Enrollment no. 0262061708, of BBA (Gen) 5 th SEM SEM has has comp comple leted ted her her summ summer er train trainin ing g on the the topi topicc “HR “HR CONS CONSUL ULTA TANC NCY Y WORKING” under my supervision. To the best of my knowledge and belief, the work is based on the investigation made and collected by her and it has not been submitted in any other university for award of any degree or diploma.

Project Guide Mr. Anil Kumar 

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DECLARATION

This is to certify that I have completed the project titled “HR Consultancy Working” under the guidance of “Mr. Anil Kumar” in partial fulfillment of  the requirement for the award of degree of Bachelor of Business Administration at Trinity Institute of Professional Studies, Dwarka. This is an original piece of work & I have not submitted it earlier elsewhere.

Arushi Yadav BBA(Gen)-V Sem 0262061708

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INDEX

Acknowledgement Certificate(Industry) Certificate(Internal) Declaration Executive summary

CONTENTS 1.

Overview of the Industry

2. Organization Profile

3.

4.

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History

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Contract with the client

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List of clients

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SWOT analysis

Research Methodology •

Objective of the Study

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Applied principles and Concepts

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Sources of Data

At Super Consultancy •

Roles and Responsibilities:-

a) Top Level Management

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  b) Middle Level Management c) Lower Level Management •

Recruitment Process at Super Consultancy

5.

Performance Appraisal

6.

Client Building & Client Management

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Company Vs. Consultancy

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Suggestions & Recommendations

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Findings

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What I learnt at Super Consultancy

10. Bibliography

11.

Annexure

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EXECUTIVE SUMMARY

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The project titled “HR CONSULTANCY WORKING” is undertaken with the “Super  Recruitment Team”. The main purpose of the project is to make a complete study of  recruitment process in Super Pioneer Personnel Network Pvt Ltd. Delhi and to analyse the difference between a consultancy and a company's way of recruitment. Recruitment basically means the process of posting vacancies whenever there is a requirement to invite applications from as many eligible candidates as possible. It includes the entire process right from identifying the vacancies to selecting the candidates. It occupies a pivotal role in an organizational set up. Without effective recruitment it’s not possible for any organization to hire the talent pool which helps in its proper functioning. Over the past three decades its importance has grown by and large. The objectives of Human Resource Department are Human Resource Planning, Recruitment and Selection, Training and Development, Career planning, Transfer and Promotion, Risk Management, Performance Appraisal and so on. Each objective needs special attention and proper planning and implementation. With great care, the above said topics have been explained with the help of a sample which was done during the course of two months at Super Consultancy. Recruitment and Selection was understood by adhering to client requirements whereas, Performance appraisal was understood by the Consultancy's modus operandi.

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sc s INDUSTRY PROFILE HR Consultancy is a form of Recruitment process outsourcing (RPO) where an

employer outsources or transfers all or part of its recruitment activities to an external service provider. The Recruitment Process Outsourcing Association defines RPO as follows: "when a provider acts as a company's internal recruitment function for a  portion or all of its jobs. RPO providers manage the entire recruiting/hiring process from job profiling through the on boarding of the new hire, including staff, technology, and method and reporting. A properly managed RPO will improve a company's time to hire, increase the quality of the candidate pool, provide verifiable metrics, reduce cost and improve governmental compliance.” Earlier fast-growing high tech companies were hard-pressed to locate and hire the technical specialists they required, and so had little choice but to pay large fees to highly specialized recruiters in order to staff their projects. Over time, companies  began to examine how they might reduce the growing expenses of recruitment fees while still hiring hard-to-find technical specialists. Toward this end, companies began to examine the various steps in the recruiting process with an eye toward giving contract to consultancies for only those portions that they had the greatest difficulty with and that added the greatest value to them. This "search/research" function, as it was called, generated names of competitors' employees for a company and served to augment the pool of potential candidates from which that company could hire. Over time, HR Consultancies gained favor among Human Resource management: not only did Consultancy reduce overhead costs from their budgets but it also helped improve the company's competitive advantage in the labor market. As labor markets  became more and more competitive, Consultancy became more of an acceptable option. Benefits of HR Consultancy include reduced recruiter costs, no infrastructure costs , improved productivity , reduced recruiter costs, reduced time to hire .

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ORGANIZATION PROFILE

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SUPER PIONEER PERSONNEL NETWORK PVT. LTD. BELIVE IN THE BEST

Super is the brainchild of a group of experienced professionals who have come together to set up a dynamic platform to meet the technical and non-technical requirements of the manufacturing industry. Since our foundation in 1996 based in Delhi, we have established ourselves as a highly professional recruiting organization We offer a bouquet of staffing possibilities permanent, long term and temporary. The only evident class different in these categories is only the duration of employment not the quality of employment and certainly not the impeccability of the employers. We go into every assignment with a sense of partnership with our clients sharing our  responsibility in bringing on board the right and the efficient candidate. Our Value Differentiators

We have prove to be more successful in placing  Design Manager, Production Manager, Process Manager, Finance Manager.  Preferred vendors among most of the clienteles.  Our strength lies in deep understanding of our client’s industries, our head

hunting skills and our wide network of contacts coupled with our ethical standards.  We go into every assignment with a sense of partnership with our clients sharing our responsibility in bringing on board the right and the efficient candidate Contact us: Delhi Corporate Office. Super Pioneer Personnel Network (P) Ltd. 84,Defence Enclave, Opp. Preet Vihar Petrol Pump, Vikas Marg Delhi-110092. Phone No.: +91-011-22015386, Mobile: 9350171467 Telefax: +91-011-22040374

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Branch Office: Super Pioneer Personnel Network (P) Ltd. H-28,First Floor  Vikas Marg, Laxmi Nagar, Delhi-110092. Phone No.: +91-011-22456827 Telefax: +91-011-22040374. Email: [email protected] Job Seekers: [email protected] Clienteles: [email protected] Office Timings Monday to Saturday: 9.30am to 6.30 pm

For any further queries you are free to contact on the following Email: [email protected] Website: www.superconsultancy.com

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ORGANIZATION HISTORY

Founded and established in 1995 in Delhi with an aim to grow with the business  provider companies by providing personnel’s high level of unmatched caliber and intelligence. In business People are the greatest asset. Behind every great vision, great  brand and great service are the numerous individuals who deliver on the promise. Head hunters are dedicated to providing the human resources support that helps  businesses achieve their vision. We offer our clients cutting edge expertise, in-depth industry knowledge and modern technology for the placement processes thus leaving you free to focus on managing your core business. The visionaries of this company are expert in their respective field of engineering and have joined hands to serve quality and are committed to clients.

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sc s EXPERTISE BY INDUSTRY Super Pioneer Personnel Network team is privileged to have industry connoisseurs as a part of its progressive endeavors. With in-depth industry knowledge and hailing from various backgrounds; the experts target the most competitive and appropriate applicants; who meet all the specified requirements of client's. The industry specialists, practically understand the particular requirement of an industry, and also keep in pace with the changing trends. This helps in giving a competitive edge to clients so that they can transform their organization in accordance to the changing needs of the corporate world. Super Pioneer Personnel Network industry wizards stand out across the industry, Industry verticals 1. Pharmaceutical & Healthcare Services 2. Power & Energy 3. Automobile 4. Manufacturing Functional Verticals 1. CEO and Board Services 2. Finance and Accounting 3. Manufacturing 4. Sales and Marketing 5. Human Resource Management 6. Supply Chain Management 7. Legal and Corporate Affairs

Our experienced professionals have provided effective solutions at all industry levels, ranging from top management to entry level positions. Immense and focused industrial knowledge is also characterized by minimum turn-around-time, which means your needs are dealt on a priority basis and requirements are met well in advance or within the set deadlines.

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EXPERTISE BY SPECIALIZATION Super Pioneer Personnel Network represents perfection in its functional specialization. While industry-specific experts suggest the most relevant solutions, their further specialization at individual functional level assures the implementation of  the best solution as per each function. This functional level focused approach not only proves cost-effective for clients but also helps them to initiate internal changes within the organization; in a smooth manner. The core-level functional specialists present sound solutions, which are bound to succeed. The intellectuals know the challenges faced by each function, and so their  efforts are solely targeted at providing you with passionate, skilled and qualified candidates carrying functional experience in abundance. Super Pioneer Personnel  Network proposes ground-breaking and original solutions, which support your  organizational goals and always keep you on the apex of success. The root-level precision has constantly won praise from clients. Over the years, it has earned the repute of functional-specialists across the industry.

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CONTRACT WITH THE CLIENT

(SUBJECT: -TERMS & CONDITIONS) We feel immense pleasure in introducing our company as the professional management consultants for recruitments. Our company is associated with large Indian and Multinational firms within Delhi & NCR Regions for past Ten Years, with our well qualified professional staff and well equipped testing modes of individual capacity of selecting right type of personal for required jobs specifically suitable to their temperaments, their attainment and above all to fall within the ambit of  Employer’s Requirement.

We have pooled our in depth knowledge in such diverse fields such as Automobiles, Electronics, FMCG, Telecom, IT, to set up a resource to channel human aptitudes experience and expertise to their most rewarding goals. Our selection is based on rigorous screening of candidate’s skills while verifying their  antecedents and reference as far as possible before referring to our client.

We have been rendering services to different MNC’s since their project stage to till date. Quite a span of last few years we have been arranging interviews for various Companies like LG Electronics, Timex , Delphi, Satyam Auto , Dabur etc. in our  own organization. We focus on finding the best fit to meet our customer’s requirements for both technical and non-technical posts. However we are specialized in technical placement viz Engineers, Diploma Holders, ITI’s production staff etc. The terms and conditions under which we renders our services are given as under: -

1. Our charges for all kind of recruitment assignments are : i. Level 1 : Technician, Asst., Sr. Engg. \ Executive, AM, DM is 8.33% ii. Level 2 : Manager, Sr. Manager is 12.50%

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iii. Level 3 : AGM, DGM, General Manager 16.67% of the annual salary per selected candidate.

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2. The payment should be made within fifteen days from the date of joining. 3. A copy of the appointment letter will be made available by the client organizations for billing purpose. 4. In case the candidate quits the services of the company, with in Three months from the date of joining, replacement will be provided absolutely “FREE OF COST” . However, we require minimum one month to complete the process of replacement. 5. Service Charges are payable even if a candidates is selected and joins client organization for any other position than the one he had been originally referred for. 6. Service charges are payable even if candidate is selected and joins client organization after a lapse of time but within 6 months from the referred date. 7. In case resumes of the referred candidates are already in the database of client, the consultant must be informed within 72 hours, failing which the service charges would be payable. Accordingly we look forward eagerly for catering your needs on various recruitment   proposals at any level with interest and most professional competence while associating with you in final selection of personnel. Thanks & Warm Regards, For SUPER PIONEER PERSONNEL NETWORK (P). LIMITED.

( Authorised Signatory) I have gone through and understood the terms and condition and do hereby agree to abide by the same  

Name Department

: :

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LIST OF CLIENTS NOIDA

1. L. G. Electronics India Ltd. 2. Delphi Automotive Systems Ltd 3. Denso India Ltd. 4. Graziano Transmision India Pvt. Ltd. 5. Schefnacker Motherson Limited 6. Motherson Sumi System Limited 7. Motherson Sumi Systems HAG Tooling Ltd. 8. Motherson Auto Component Engg. Limited 9. MATE 10. Sumi Tomo Electric 11. Samsung India Electronics Ltd. 12. BPL Limited 13. Onida 14. Timex Watches Limited 15. New Holland Tractors India Ltd. 16. Minda Huf Ltd. 17. Flex Industries Limited 18. Alstom India Limited 19. Hongo India Ltd. 20. Moriroku UT India Pvt. Ltd. GURGOAN/ REWARI

1. Maruti Udyog Ltd. 2. Suzuki Metals Ltd. (Group of Maruti) 3. Honda Scooter & Motorcycle Ltd. 4. Honeywell International Ltd. 5. Delphi Automotive System Limited 6. Denso Haryana India Pvt Ltd 7. Munjal Auto Components (Hero Honda Group) 8. Climate System India Ltd. 9. Musashi Autoparts India Pvt. Ltd. 10. Satyam Auto Components Ltd. 11. Minda Rika Ltd. 12. Sona Okegawa Ltd. 13. Sona Koyo Steerings Ltd.

FARIDABAD

1. VA Tech Escher Wyss Flovel Ltd. 16

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2. Sanden Vikas India Ltd. 3. Tecumseh India Products Ltd.

 DELHI 

1. 2. 3. 4. 5. 6.

Larsen & Tubro BPL Limited Dabur India Limited Scheneider Electrics India Limited. J..K. Industries Limited. T & T Motors Limited;

 SAHIBABAD / GHAZIABAD

Samtel Color Ltd. Allied Nippon Limited; Dabur India Limited BPL. Display Devices Limited 1. ITC India Limited; 2. IED Limited; 3. Trelleborg India Ltd. 4. Modi Mills Pvt. Ltd.

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SWOT ANALYSIS

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STRENGTHS

1. The consultancy is operating since 1995, that's why, by now it has emerged in the field and has acquired a brand name. 2. The consultancy specializes in automotive industry and has tie up with big clients that shows the consultancy's good record. WEAKNESSES

1. Employee turnover is high which results in additional cost for the organization. 2. Link between the Top Level and the Lower Level is through Middle Level. Middle Level is often handed many responsibilities and work, thereby leading to overburden. Middle Level works for Top level and works with Lower level. 3. No adequate training provided to consultants. 4. Overemphasis on target achievement. That is, Quantity is more than Quality. 5. Job Portals used are only Monster and Naukri. This leads to over-logging on  Naukri that has to be reset every few minutes, thereby wasting time and also less résumé's found. Many candidates complain of getting a call 3-4 times from the same consultancy. OPPORTUNITIES

1. The consultancy has good market reputation, therefore, it should deal with different sectors and expand its business. 2. Recruiters should be taught Client Management and Client Building that can help in acquiring untapped portions in the field. THREATS

1. Emerging consultancies are a big threat and are giving massive competition. 2. The market is ruled by big consultancies and slowly, the small ones are making there mark.

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sc s RESEARCH METHODOLOGY

The project consists of information from two sources- Primary and Secondary sources. Primary Source includes the work done by me in the consultancy. It is the research that I carried on to understand the roles and responsibilities of a recruiter. In various sections of Recruitment Process, I have added a sample of my work  done there to give examples while explaining the process. In Secondary source, there is a lot of use of internet and books. I have referred various sites and books in order to make my project more presentable and accurate. The names of these books and websites have been included in the Bibliography section.

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OBJECTIVE OF THE STUDY The main objective of the training at Super Consultancy was to study and to understand the future scope in the management field specifically the human resource department which captures my interest. I feel inclined towards the human resource department and firmly believe that I can evolve in the field and do well. That's why my main objective of doing the training was to understand the working in a consultancy. However, after working in a consultancy for some time, I wondered if the working in the Human Resource department of the consultancy and a company would differ. I had various discussions on the topic with my seniors on this. Whatever I have learnt from my seniors and their view point on the difference between working in consultancy v/s company have been incorporated in the project report. Whatever I grasped and learnt in the duration of two months has been a very enriching experience and helped me frame my mind to understand what I wish to acquire in life and it has certainly helped me in discovering the path to achieve it. The objective of the training in the Consultancy firm has been very well fulfilled. I got to know the duties of each and every one involved in the recruitment process, how to fulfill the duties and the most important, how to keep learning all the way while keeping the mind calm and focused. Therefore the main objectives are: To study the Recruitment & Selection Practices at Super Consultancy.  To identify the various factors companies undertake prior to the recruitment

 process.  To understand the field of Human Resource.  To understand difference between a company and a consultancy.

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sc s APPLIED PRINCIPLES AND CONCEPTS

RECRUITMENT PROCESS IN A CONSULTANCY

The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the recruitment strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows:

Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain: 

• Posts to be filled • Number of persons • Duties to be performed • Qualifications required

• •

•

•

Preparing the job description and person specification. Locating and developing the sources of required number and type of  employees (Advertising etc). Short-listing and identifying the prospective employee with required characteristics. Arranging the interviews with the selected candidates.

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1. 2. 3. 4. 5. 6. 7.

Identify vacancy Prepare job description and person specification Advertising the vacancy Managing the response Short-listing Arrange interviews Conducting interview and decision making( by Clients)

The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities.

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SOURCES OF DATA

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Data Collection Methods

Secondary Data Secondary data is one which already exists and is collected from  published sources.

The sources from which secondary data was collected are:  Newspapers and Magazines like Economic Times, Insurance

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times, Insurance Post. •

Internet

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Super Consultancy

DATA COLLECTION

The data has been collected from various sources. This is secondary data which has been collected from various sources. Such as: •

 Newspapers.

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Websites

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Annual reports

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Advertisements etc.

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Magazines.

The data, collected from these sources, has been used in the  preparation of project report.

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AT SUPER CONSULTANCY

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WORKING IN HR CONSULTANCY Human resource consulting is an industry that has emerged from management consulting, as clients' needs have become more complex and specialized, widening the gap between HR needs and work force capabilities, and thus accentuating the ability of HR management consulting firms to fill this gap. [2] While the multi-faceted nature of business sometimes causes overlap in consulting industries (i.e., with regards to human resources, general management, and information technology), the following are core fields around which most HR consultancies are based: •

•

•

•

• •

Human Capital, including remuneration (also called total rewards ), employee rewards and incentive programs, and talent acquisition and management Health & Benefits; i.e., orchestrating optimal employee health plans with the carriers themselves Mergers & Acquisitions, examining fit across culture, job-type, transaction costs, etc. Communication, including surveying employee attitudes, satisfaction, engagement, and other employee behaviors Retirement Outsourcing

Services may also include legal counseling, global initiatives, investments consulting, and the implementation of HR technologies to facilitate human capital management. The HR consulting industry also employs more actuaries than any other in order to assist in their services. At SUPER CONSULTANCY, the core job of human resource executives is to screen résumé's according to the company's demands, call candidates that fit into their  criteria, and apply for interview from their side. Then, coordinate date and timings with the candidates and check the turn over. Client building is the recent phenomenon that has emerged at the middle level. Earlier, it was only confined as the duties of the top level management.

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sc s HEIRARCHY AT SUPER CONSULTANCY

TOP LEVEL MANAGEMENT

Mrs. Sunita Rawat and Mr. Sudesh, the owners, Mrs. Niti Sharma at the post of Head operations. Top level connects with the bottom level through the middle level.

MIDDLE LEVEL MANAGEMENT

Team leaders. The office is divided into two segments. Ground Floor and Basement. The Ground Floor consists of Team A. And the Basement consists of Team B. Team A is further  divided into many teams that independently handle projects- clients. There are team leaders accordingly that consists of 3 or more members. Team B is a recent development consisting of 8 team members and one Team leader. The middle level acts as an intermediary and links top level to the bottom level.

BOTTOM LEVEL MANAGEMENT

Team Members or the Human Resource Executives. Along with the trainees form the  bottom level in this firm. Team Members work under the supervision of the Team Leaders and under the order of the Head Operations.

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sc s ROLES AND RESPONSIBILITIES OF HEAD OPERATIONS At the Top level, after the chairman, there is Head Operations. The duty of the Head Operations range from the top to the bottom level. The Head Operations is involved in Business Development and can also called as the Business Development head. Job Profile – Business Development Head (A)Strategic Role:

•New business development •Brand Building Strategies •Identification and segregation of potential Market Segments •Revenue generation through new account development and key account management (B) Operational Role:

•Handling team of 8-10 people •Responsible for achieving target •Defining the exact marketing processes and responsible for executing the same. •Developing relevant business proposals •Monitor market Intelligence within the industry in terms of market development, new projects, competitive activity, new customers etc. •Handling meeting with key clients •Provide necessary training to team as and when needed •Monitoring & evaluating the performance of team – by guiding them to move in  proper direction. Organizational Role:

•To enhance organizational effectiveness through setting up appropriate marketing strategies •Consistent follow-through and resourcefulness, in order to achieve organizational goals and objectives.

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sc s ROLES AND RESPONSIBILITIES OF TEAM LEADER 

•Handling team of people •Responsible for achieving target •Defining the exact marketing processes and responsible for executing the same. •Developing relevant business proposals •Monitor market Intelligence within the industry in terms of market development, new projects, competitive activity, new customers etc. •Handling meeting with key clients •Provide necessary training to team as and when needed •Monitoring & evaluating the performance of team – by guiding them to move in  proper direction.

Employee Relation 1)Handling all the queries of the employees. Be it related to Salary, Leaves, Attendance, and Transfer etc. 2) They are also expected to explain the various policies, strategies and benefits to employees. 3) They are expected to stop all type of rumours and misleading communications. 4) They should motivate the employees on day-to-day basis.

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sc s ROLES AND RESPONSIBILITIES OF HUMAN RESOURCE EXECUTIVE

Recruitment –  1. Job Description, 2. Identify the Competencies required, 3. Identify the source for hiring, 4. Interview of the candidate, 5.Coordinate the interview with the respective department and 6. If selected, complete the documentation .

Operations 1. Joining formalities. 2. Handling Employee Database 3. Leaves and Attendance Management 4. Handling the payroll 5. Managing advance Salary, Ad Hoc Bonuses, Loans 6. Confirmations, Performance Appraisals, Performance Management 8. Exit-Interviews 9. Full and Final Settlement

Key Responsibility  SOURCING 

Sourcing of quality candidates through various channels like portals, reference etc  SCREENING 

Telephonic interaction to assess the profile and interest of the candidates and to shortlist the right candidates by mapping the same with the specification given by client.

Job Profile:  Recruitment and Sourcing.  Posting the JDs into job portals  Study the job description thoroughly and understand it properly.

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 Sourcing of Resumes exactly matching as per client's requirement, searching        

Resumes through various Job Portals (www.monster.com, www.naukri.com ), Source the resumes through database. Short-listing, resume evaluation, and phone screening. Do the initial screening of the Resumes. Calling up candidates and explaining them the job details. Taking initial interviews of candidates and screen them before sending to clients. Lining up the candidates for the interview as per the schedule given by the client. Recruiting candidates through mass mailing, Head Hunting, references, job  portals etc. Recruited candidates for top most clients for the senior managerial positions.

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sc s MY ROLES AND RESPONSIBILITIES- AS A TRAINEE My roles and responsibilities were exactly the same as that of the Human Resource Executives. I was involved in searching the candidates for many companies like- Sunvisors, Parle, Motherson Sumi, Denso India, Minda, Maruti Suzuki, Seaga India, etc. The target was to find ten suitable candidates in each half day. That's in totality, twenty CV's per day. My greatest achievement in the training was that I sent around twenty résumé's in Denso India Ltd. And all the twenty were shortlisted for interview. There were total five openings for the post of Store Incharge. Three openings were closed by one of  my senior from Team A and the rest two were done by me. So Super Consultancy successfully bagged in all the positions through the people whose résumé's we had sent. My greatest delight was that I had been able to contribute towards the success of  the consultancy. In the last week of my training, I successfully got another person selected in Motherson Sumi System Limited, an automotive company that is involved in wiring harnesses. His interview was held after my training term had completed and I got to know that the one I sent had been selected. Another person that had been selected in the company Sunvisors India Ltd. sent by me for the post of Production Engineer. Though he did not join the company because his expected salary was not matching the salary offered. From the next page onwards, I have attached few of the requisites and my works in the consultancy.

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RECRUITMENT PROCESS AT SUPER CONSULTANCY CLIENT'S MAIL

Company: Sunvisors Dear Sir, We are the original equipment manufacturer of sunvisors engaging in plastic injection moulding & high frequency welding machines having turn-over around 15 crores. We are direct supplier of Maruti Udyog Ltd. , Tata Motors & Subros Ltd. We’ve the following vacancy on the urgent basis. 1. Maintenance Engineer - A diploma in electrical engineering, with 5 to 6 years of  experience specially in injection moulding and also should have experience of  maintanence of generator and air conditioners 2. Quality Engineer - A diploma from cippet / mechanical engineering, with 1 to 2 years experience in quality standards with a comapny having TS certification, we would require 3 to 4 engineers at this post. 3. Store Keeper - a person with 4 to 5 years experience of handling the store and is well versed with store procedures like FIFO excise rules, maintaining record like stock register etc 4. Tool n Die Maker (ITI Fresher) 5. Fiter/ Weld.(ITI Fresher ) Salary is negotiable for the right candidate. Venue

: Sunvisors India Pvt. Ltd. Plot No. 3 & 4 , electronic city Sect. 18 Gurgaon Ph. 0124 2343183, 2341435

Contact person :

Mr. Aditya Chauhan

Regards, Aditya Chauhan (Exe.HR)

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sc s THERE WERE CERTAIN COMPANIES THAT GAVE A LIST OF PREFFERED COMPANIES AND FRIEND COMPANIES. SO WHILE RECRUITING, IT WAS VERY IMPORTANT TO CONSIDER THE LIST. SAMPLE OF A LIST GIVEN OUT BY MINDA INDUSTRIES:-

MINDA INDUSTRIES Ltd. is an ISO 9001 certified company & manufactures of  Auto Electrical Switches for Auto Industries in India & abroad. MIL is OE suppliers to BAJAJ AUTO LTD, TVS MOTORS LTD, YAMAHA MOTORS LTD, HERO HONDA MOTORS LTD, NEW HOLLAND TRACTORS, PIAGGIO INDIA, SUZUKI PHILLIPINES & YAMAHA INDONESIA etc. Friend Companies  AG INDUSTRIES  AUTOFIT PVT. LTD.  BAJAJ MOTORS LTD  DENSO  HEMA ENGG.  HITECH GEARS  JAY BHARAT MARUTI LTD.  KRISHNA MARUTI LTD.  LIFE LONG INDIA LTD.  MARK EXHAUST SYSTEM LTD.  MUNJAL SHOWA   NAPPINO AUTO & ELECTRICAL  OMAXE FUSIONS LTD.  OMAX AUTO  RICCO AUTO  VARROC ENGG  UNITECH MACHINES LTD.  PHEONIX  SUBROS LTD.  SHARDA MOTORS  SATYAM AUTO COMPONENTS  ENDURANCE  SANDHAR LOCKING DEVICES  BHARAT SEATS

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sc s Preferred Companies  ANAND GROUP  DELPHI  GOOD YEAR   HAVELLS  HONEYWELL  CAPARO MARUTI  LUMAX  MOSER BAER   MOTHERSON GROUP  PRICOL  SONA STEERING  TECUMSEH  JAY-USHIN  BHARAT GEARS  ROOTS  SHRIRAM PISTONS AND RINGS LTD.  SIEMENS  GOOD YEAR   SUNDARAM BRAKE LININGS LTD.

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MASS MAILING TO ATTRACT INERESTED CANDIDATES Dear Candidate, Greetings of the day, This is to inform you that we have an urgent opening in an automobile company for  GURGAON Location, so if you are interested for the same please send your updated resume. It is for the Store department in a renowned automotive company. REQUIREMENT: Department : Store Qualification : Any Graduate, BBA, BCA, BSc, BA, Diploma in Material Management (preferred)

Experience : 4 to 5 years Designation : Store Keeper 

Given below are the key responsibilities: A person with 4 to 5 years experience of handling the store and is well versed with store procedures like FIFO excise rules, maintaining record like stock register etc

So, if you are interested for the above opening ,send your updated CV with following details: 1.Qualification 2.Current company & previous company details 3.Current salary 4.Expected salary 5.Total experience 6.Current location. 7. Date of Birth Regards,

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Arushi (9311258027) Super Pioneer Personnel Network (P) Ltd (A Division of Super Consultancy Services) 84, Defence Enclave, Vikas Marg, Delhi-110092 Email : [email protected]

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SOME POINTS TO KEEP IN MIND WHILE SHORTLISTING RESUME'S FOR VARIOUS DEPARTMENTS Maintenance Dept.  Planning for preventive and predictive maint. And their implementation along with electrical & mechanical for whole plant machinery i.e. power presses, milling m/c, drill m/c, lathe m/c, hyd. Pn. Presses, fixtures, surface grinders etc.  Plan for reduce the break down hours in both electrically & mechanically.  Man power planning their shift scheduling according to requirement etc. PPC 1.Responsible for Production Planning on Monthly , Weekly & Daily Basis, 2. Monitoring of Production output from Key-stations to ensure that at the end of  month Production schedule is met, · 3. Material Requirement Planning 4. Inventory monitoring & Line balancing 5.Material Issue for production 6.To release Daily MIS Report 7.Production Report, Production status and Schedule Adherence. Production Dept. 1. Responsible to plan Man power, Machine Hours requires to meet the daily and Monthly schedule. 2. Taking corrective and preventive actions against in- house rejections. 3. Ensure suitable operations & maintenance to achieve production targets . 4. Maintaining records for changes In engineering Standards. 5. Monitoring & measurement of Processes and Product at various stages of   production. Quality Dept. 1. To Ensure Quality in process & Products through incoming , in process & final inspection & testing. 2. To Handle Customer Complaints. 3. To find out root cause of Quality related problems. 4. Responsible for incoming Inspection. 5. Layout Inspection and measurement of components

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sc The exhaustive list of all the departments for which work was done has not been s given here since the profiles done were too many and were referred through a booklet at Super Consultancy. But few of them have been included at Annexure.

Given below are the questions which were asked from the candidate and sent to the companies

 Name: Date of Birth: Current CTC: Expected CTC: Experience: Qualification: Current Company Previous Company: Current Designation: Location Preference: Passport: Appeared in interview for the this company before(If yes, when?): How many companies have you worked in before:  Notice Period:

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Sample of a filled form from a candidate

 Name: SANEEV KUMAR MISHRA Date of Birth: 16-06-1985 Current CTC: 2, 60,000 Expected CTC: 3, 50,000 TO 4, 00,000 Experience: 4.7 YEAR  Qualification: Mcom +MBA PERSUING Current Company TATA MOTORS Previous Company: MAHINDRA & MAHINDRA Current Designation: OFFICER  Location Preference: PANTNAGER  Passport: NO Appeared in interview for the this company before (If yes, when?): No How many companies have you worked in before: 1  Notice Period: 1 MONTH

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sc s MANJEET SINGH RAWAT C/o NAGENDRA YADAV H.NO.89  NEAR VEER PUBLIC SCHOOL KAPASHERA NEW DELHI – 37

Phone- +91-9810630886 E-mail- [email protected]

SAMPLE RESUME BY A CANDIDATE FOR THE POST OF STORE KEEPER 

OBJECTIVE

Always try my level best to achieve more success and do work  with honestly which give me fully satisfaction toward my job.

WORK 

1. Presently (from March 2008 to till date) working with Continental Rico Hydraulic Brakes India Pvt. Ltd . As a store Executive. A joint venture company of Continental Germany & Rico Auto Industries India. A project for Hydraulic brake system as Drum brakes, Booster ABS, Booster non ABS, Caliper & Reservoir.

EXPERIENCE

Job Profile  Material receiving and verification of material as per bill & as per  Purchase Order & storage of material as per location.  Labor & Machinery arrange for Loading/Unloading of Material.  Material receipt note, Returnable Gate pass, and Non -

Returnable Gate pass.  Maintain stock ledger and issue material as per site requirement.  Coordinate with purchase department for shortage of material.  Materials send for Job Work and Job work reconciliation.  Purchase bill forward to A/c dept.  Rejected material send back to relevant Supplier.

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 Material dispatch through courier & Transport.

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 Coordinate with CHA & freight forwarder for import shipment.

2. Two-year (From Aug. 2005 To Feb. 2008) worked experience as a Store Asst. in Eastern Medikit Ltd.an I.S.O 90012000,G.M.P and CE certified co. manufacturing of medical  products as Blood bag, I.V.set, B.t. set, Medimask, Mediciser, I.V.cannula and etc. Job Profile  Making MIS Report Goods Inward Note, Material Demand Note, Goods Outward Note, Goods Returnable Note & Material planning.  Handling raw material, packing material, drug item, store &

spare items Consumable item and other stores items.  Material receiving and verification of material as per bill & as per 

Purchase Order.  Material Issue as per FIFO & LIFO method & Daily stock 

update.  Material indent as per monthly material plan and as per inventory

level.  Maintain inventory level as Minimum inventory, Re-order level

& Maximum inventory level.  Material send Quality department & Rejected Material sent back 

to supplier.  Materials send for JOB WORK and reconciliation of job work 

material.  Purchase Bill forward to A/C dept., monthly stock statement

forward to A/c & PPC dept. 

Making Computer Entry on ERP and other Store Packages

3. Six month worked experience as an auditor in Amit Srivastava & co (chartered accountant) in Lucknow. Audit of sales book, purchase book, cashbook, purchase  bill, sales bill also making trial balance, P&L a/c and balance sheet. EDUCATION

1. B.com from H.N.B University University Uttaranchal Uttaranchal in 2005. 2005. 2. Interm Intermedi ediate ate from from Uttarn Uttarnach achal al board board in 2002 2002.. 3. High High school school pass passed ed from from U.P. U.P. board board in 2000. 2000.

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PROFESSIONA

1.

sc Diploma in information technology six-month computer  s course (Dos, windows, MSOffice, internet, HTML) from Hiltron Calc kotdwara.

L

2. Tally {5.4} two-month computer certificate course from Cyber

planet kotdwara. 3. DTP (page maker, Corel draw, PhotoShop) three-month

computer course from F.P.A.I. Lucknow. 4. Typi Typing ng skil skilll-

(i) PERSONAL DETAIL

English 40 word p/m. (ii) Hindi 25 word p/m.

Father’s name

Sh. Roop chand singh rawat

Mother’s name Date of birth Marital status   Language Hobbies and listening music.

Smt.Guddi devi 04/june/1985 Unmarried Nationality

Indian

Hindi/English Playing cricket, reading books,

Current C.T.C- 12K P.M.

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sc s THE NEXT STEP IS INTERVIEW SCHEDULING Given below is the sample of an interview schedule by Motherson Sumi System Limited for the post of Engineer and Senior Engineer in Production Department.

Dear Candidate, Greetings from the team Super !!!!!!!!!!!!!!!!!!!!!!!!!!!! Following is the interview schedule for the profile of Production for Motherson: DATE

:

Day

:

Wednesday

TIMINGS

:

9:30 am ( SHARP)

ADDRESS

:

28th July 2010

Motherson Sumi System Ltd.(Noida) C-14(A) (B) Sector-1,Noida-201301 Sector-1,Noida-201301 Distt-Gautam budh nagar,U.P.(India) nagar,U.P.(India)

CONCERNED PERSON

:

Ms. Rashi

Ph.No.0120-476305

Things to be carried at the time of Interview: • • • • •

One Copy of CV 2 Passport size Photographs. Copy of Credentials Copy of Salary slip Copy of Interview Schedule

Best Regards,

Arushi Yadav (09311258027) [email protected] Super Pioneer Personnel Network (P) Ltd

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sc s SALARY SLIP OF SUBRAT BARALCANDIDATE WAS SENT FOR DENSO COMPANY FOR THE PROFILE OF STORE. HE WAS SELECTED AND HIS SALARY SLIP WAS ASKED TO CONFIRM THE APPOINTMENT.

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My Two Months Work 

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I arranged my work Company wise, date wise and department wise. In each folder are the resume's that I had sent in the company. There was another folder in them that contain the formatted CVs that were formatted according to the company's requirements and consultancy's ways.

PERFORMANCE APPRAISAL

A performance appraisal , employee appraisal, performance review, or (career) development discussion is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost, and time) typically by the 44

sc corresponding manager or supervisor . A performance appraisal is a part of guiding and managing career development. It is the process of obtaining, analyzing, and s recording information about the relative worth of an employee to the organization. Performance appraisal is an analysis of an employee's recent successes and failures,  personal strengths and weaknesses, and suitability for promotion or further training. It is also the judgement of an employee's performance in a job based on considerations other than productivity alone.

 Aims

Generally, the aims of a performance appraisal are to: • • • •

• • •

•

Give employees feedback on performance Identify employee training needs Document criteria used to allocate organizational rewards Form a basis for personnel decisions: salary increases, promotions, disciplinary actions, bonuses, etc. Provide the opportunity for organizational diagnosis and development Facilitate communication between employee and administration Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements. To improve performance through counseling, coaching and development.

 Methods

A common approach to assessing performance is to use a numerical or  scalar rating system whereby managers are asked to score an individual against a number of  objectives/attributes. In some companies, employees receive assessments from their  manager, peers, subordinates, and customers, while also performing a self assessment. This is known as a 360-degree appraisal  and forms good communication patterns. The most popular methods used in the performance appraisal process include the following: • • • •

Management by objectives 360-degree appraisal Behavioral observation scale Behaviorally anchored rating scales

Trait-based systems, which rely on factors such as integrity and conscientiousness, are also commonly used by businesses. The scientific literature on the subject provides evidence that assessing employees on factors such as these should be avoided. The reasons for this are twofold: 1) Because trait-based systems are by definition based on personality traits, they make it difficult for a manager to provide feedback that can cause positive change in employee performance. This is caused by the fact that personality dimensions are for  the most part static, and while an employee can change a specific behavior they cannot change their  personality. For example, a person who lacks integrity may stop

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sc lying to a manager because they have been caught, but they still have low integrity s and are likely to lie again when the threat of being caught is gone. 2) Trait-based systems, because they are vague, are more easily influenced by office  politics, causing them to be less reliable as a source of information on an employee's true performance. The vagueness of these instruments allows managers to fill them out based on who they want to/feel should get a raise, rather than basing scores on specific behaviors employees should/should not be engaging in. These systems are also more likely to leave a company open to discrimination claims because a manager  can make biased decisions without having to back them up with specific behavioral information.

PROCESS

1. ESTABLISHING PERFORMANCE STANDARDS The first step in the process of performance appraisal is the setting up of the standards which will be used to as the base to compare the actual performance of the employees. This step requires setting the criteria to judge the  performance of the employees as successful or unsuccessful and the degrees of  their contribution to the organizational goals and objectives. The standards set should be clear, easily understandable and in measurable terms. In case the  performance of the employee cannot be measured, great care should be taken to describe the standards.

2. COMMUNICATING THE STANDARDS Once set, it is the responsibility of the management to communicate the standards to all the employees of the organization. The employees should be informed and the standards should be clearly explained to the. This will help them to understand their roles and to know what exactly is expected from them. The standards should also be communicated to the appraisers or the evaluators and if required, the standards can also be modified at this stage itself according to the relevant feedback from the employees or the evaluators.

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3. MEASURING THE ACTUAL PERFORMANCE The most difficult part of the Performance appraisal process is measuring the actual performance of the employees that is the work done by the employees during the specified period of time. It is a continuous process which involves monitoring the performance throughout the year. This stage requires the careful selection of the appropriate techniques of measurement, taking care that personal bias does not affect the outcome of the process and providing assistance rather than interfering in an employees work.

4. COMPARING THE ACTUAL WITH THE DESIRED PERFORMANCE The actual performance is compared with the desired or the standard  performance. The comparison tells the deviations in the performance of the employees from the standards set. The result can show the actual performance  being more than the desired performance or, the actual performance being less than the desired performance depicting a negative deviation in the organizational performance. It includes recalling, evaluating and analysis of  data related to the employees’ performance.

5. DISCUSSING RESULTS The result of the appraisal is communicated and discussed with the employees on one-to-one basis. The focus of this discussion is on communication and listening. The results, the problems and the possible solutions are discussed with the aim of problem solving and reaching consensus. The feedback should be given with a positive attitude as this can have an effect on the employees’ future performance. The purpose of the meeting should be to solve the problems faced and motivate the employees to  perform better.

6. DECISION MAKING The last step of the process is to take decisions which can be taken either to improve the performance of the employees, take the required corrective actions, or the related HR decisions like rewards, promotions, demotions, transfers etc.

PERFORMANCE EVALUATION OF EMPLOYEES AT SUPER  CONSULTANCY SAMPLE

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sc s Dear Team,

W.E.F 1st July 2010 management has decided to evaluate the performance on monthly basis and appreciate it by monetary rewards. Hence forth every month on the basis of outcome, we will be selecting one employee each for the following categories:

• •

Best Team leader  Best Recruiter 

Note: Parameters for selecting best TEAM LEADER are:-

1. Punctuality 2. Regular in work by taking least number of leaves. 3. Allocation of work among the team members 4. Sharpness & Smoothness in Client interaction 5. Proper management of team 6. Total number of CVs sent 7. Total number of CVs shortlisted 8. Turn up ratio of the candidates of the whole team 9. Total number of closings 10. New Business Development

Parameters for selecting best RECRUITER are:1.

Punctuality

2.

Regular in work by taking least number of leaves.

3.

Number of CVs sent (Target is 20 daily)

4.

Number of Cvs shortlisted

5.

Turn up ratio of the candidates

6.

Interaction with the Team Leader & other team members.

7.

Number of closings (Minimum is 5 )

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sc s Reward for Best Team Leader is Rs. 1000/Reward for Best Recruiter is Rs. 750/-

Appreciation certificate will also be issued to the best performers every month.

Best Regards  Niti Sharma Head-Operations SUPER PIONEER PERSONNEL NETWORK (P) LIMITED. 84, Defence Enclave, Vikas Marg, Delhi-110092 Mobile : 9891791914/15/16 Phone: 011-32592893,42440755,22015386 Fax : 011-22040374 URL: www.superconsultancy.com

CLIENT MANAGEMENT AND CLIENT BUILDING

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sc The client management is done by the Top Level and the Middle Level. After the s client has given out its recruitment requirements, the top level handles the list of posts vacant to the middle level. The middle level, that is the Team Leader, then distributes the work amongst the recruiters. To avoid confusion in the minds of the clients, the recruiters work with the name 'Shalini'. What distinguishes one from the other is that they put their phone number  along with this name. This is done since the employee turnover is high in the consultancy and it would leave a negative impact on the minds of the clients if they need to deal with new people daily. So the team leader answers all calls that are meant for 'Shalini' and the recruiters work as 'Shalini'. This is how a client is managed within the consultancy.

Client Building is an emerging, important and really attention grabbing phenomenon that has acquired momentum since the past few months in the consultancy. The Head Operations made us wonder that if we recruit persons from certain company, let us say, Company A into Company B, then Company A would be having openings for the  post of the candidate that has migrated to B. Therefore, while meeting the client's demands, we should also look into the company from which maximum candidates apply. These candidates can be helpful in arranging the meeting between the HR of  that company with our Team Leader. Hence, leading to Business Expansion. This helps in Client Building and this duty has been decentralized to the recruiters.  Now the lower level works for the perks to add clients to the consultancy. This is also interesting since the recruiters get more work responsibility and it cuts down their monotonous routine of looking over the computer 9 to 6 to find candidates.

AGREEMENT WITH THE CLIENTS

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SUPER PIONEER PERSONNEL NETWORK (P) LIMITED (A Division of Super Consultancy Services) Office :- H-28, First Floor Vikas Marg Laxmi Nagar Delhi-110092 Ph :- 011-22456827, 22040374, 22015386, (M) –9891074498 Telexfex :- 01122040374 E-mail :- [email protected]. / [email protected].

Ref No :- SCS/1019/2K4.

Date :2– 11-2009

To,

MS. Monica Gautam HRD M\s. HUL Ltd Dear Sir / Madam

We are pleased to introduce ourselves as a leading Manpower placement consultant; our company is associated with large Indian and Multinational companies.

We believe that your esteemed organization uses the expertise of various consultant of  manpower placement. Our team of professionals offers the following services: -

We undertake the entire process of selection, considering the requirements of our  client. It includes Manpower search preliminary Screening, Interviewing etc. We focus on finding the best fit to meet our customer’s requirements for both technical and non-technical posts. However we are specialized in technical placement viz Engineers, Diploma Holders, ITI’s production staff etc. The terms and conditions under which we renders our services are given as under: 1. Our charges for all kind of recruitment assignments are :

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a. Clerk, Technical Asst. Sr. Engineer is 8.33% b. Asst. Manager, Deputy Manager 12.30% c. Manager , General Manager 16.67% of the annual salary per selected candidate. 2. The payment should be made within fifteen days from the date of joining. 3. A copy of the appointment letter will be made available by the client organizations for billing purpose.

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4. In case the candidate quits the services of the company, by Own accord with in Three months from the date of joining, replacement will be provided absolutely “FREE OF COST” However, we require minimum one month to complete the process of

replacement.

We are looking forward to have a good business relation with your organisation. Thanks & Warm Regards For SUPER PIONEER PERSONNEL NETWORK PVT. LTD.

Sunita Rawat

COMPANY VS. CONSULTANCY

Working in the consultancy made me wonder what it would be like working in the same department in a company than in a consultancy. This question came into my mind over and over again since I was tired of the monotonous routine of doing just one thing which was finding resume's. We had read the Human Resource department

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sc consists of recruitment, selection, training and development, performance appraisal etc. But I did not find all of these in a consultancy. It is done in the HR departmentsof  a company. A company has varied scope for a recruiter to evolve but a consultancy offers very less scope of change in work. At Super Consultancy, I consulted all my seniors with this question. I asked them if  they were given two job opportunities, one with a company and one with a consultancy offering the same salary and post, which one would they prefer? All answered in unison that they would go for the company. The reason they gave was that a company is always bigger than a consultancy. It carries opportunities for growth and better security for employees. A company gives recognition than a consultancy does. Consultancy After the boom of Business Process Outsource and Knowledge process outsource, the outsourcing Sector is now progressing and gearing up towards a new concept called RPO (Recruitment Process Outsource). It takes the burden off the head-hunting business of the corporates. Some of the "Recruiting Gurus" believe that there has been a sudden rush in the demand for candidates as the global job scenario looks in great shape. Hence, an RPO organizations come with a team of their recruiters to bridge this gap between the demand and supply of quality candidates. While in outsourcing hubs like India,Philippines and others alike, the RPO concept is still taking its shape, the western countries are already ahead on this concept.There are only a few such organizations in the developing countries who are catering to the various multinational or localized needs of hiring employees for the corporates. It would be apt to say that in the countries where the BPO industry is booming the RPO is still in its infancy.There is a need to research the market and forecast the market in order to server the clients better and more efficiently. IT, finance, banking, pharmacy, life sciences, retailing are some of the areas these RPO organizations are currently providing their services to. Now, these are the sectors where there has been a sudden rush of demand for candidates. In today's changing job scenario, no employee believes in sticking to the same organization for more than two years. Hence, companies spend a lot of money and time in hiring and Human Resources. This is where an RPO organization comes in and helps as a recruiting and consulting firm, as this is their specialty. Sometimes, when corporates aspire to build large talent pools within a short time span, they are at a loss when it comes to assessing and selecting quality resumes or  candidates. Here the RPO organization pitches in by recognizing and zeroing in on the right talent form a large talent pool. An RPO organization directly approaches employers with the right kind of   professionals, starting from a fresher to filling up the position of a well-experienced 53

sc director. There are many foreign or multinational companies that are opening offices s in various other countries, especially India, and are looking for the right professionals to handle their operations. RPO organizations provide them with the "Prince Charming" they need. With the global changing scenario of employment, RPO organizations would prove to  be a perfect solution to corporates and even smaller companies alike, as they would  play a very important role, soon. This would, in turn, take off the pressure from the HR teams of the companies.

Company Duties of the HR Department

Human resources departments have several key duties. The duties of human resources departments vary from company to company and industry to industry. Some general duties apply to many human resources departments and HR workers. Depending on the size of the company, the department might be made up of a dozen people or just one. No matter the size of the department, it plays an important role in the work place.

Hiring/Firing Employees 1. Some human resources departments handle employment and recruitment of  employees and the separation of employees from the company. Even in  businesses where an employer or supervisor handles the hiring and interview  process, the human resources department submits the proper paperwork and tax information. In larger companies, the HR department might recruit employees from job fairs or colleges, then hire and place workers within the company. When an employee quits, retires, is laid off or is fired, the HR  department handles the paperwork for the final paycheck, halts benefits, conducts an exit interview and manages other end-of-employment details.

Handling Grievances 2. When employees have complaints or grievances about the work environment, other employees or superiors, they can speak to a human resources representative or submit a formal complaint with the department. Common grievances include harassment, hostile work environment, dangerous work  environment and disputes. The human resources department's duty is to take action based on the validity of the complaint.

Handling Compensation and Benefits 3. The human resources department handles employee compensation and  benefits. For workers who are paid hourly, the HR department tracks hours and is responsible for submitting paycheck information. If employees have issues with receiving paychecks, overtime pay or bonuses, they must speak to

54

sc the HR department. Human resources also makes sure employees have the opportunity to enroll in benefits programs such as health insurance and lifes insurance. Human resources can also enroll employees in the company's 401K   program.

Supervising Training and Development Programs 4. The human resources department implements training and development  programs for the employees of a company. Programs might include ethics training, sexual harassment awareness programs, orientation programs for new employees and training to improve employee skills and build worker loyalty. An HR department might have a budget for training and development  programs, so it must develop sessions throughout the year that fall within the set budget. Training might come in the form of computer programs, group sessions, lectures or memos.

RECRUITMENT PROCESS AT CONSULTANCY

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SUGGESTIONS AND RECOMMENDATION

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1. There should be even work distribution. At Super Consultancy, the work was sometimes too less and distributed among many recruiters thereby leading to confusion and a hindrance in target accomplishment.

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2. Most of the time, Motherson Sumi System Limited company occupied our times. There are various departments in it for which candidates had to be found- Production, Store, Quality, PPC, Maintenance, etc. The work done on these profiles were meant for Noida, Gurgaon and Faridabad branch and was done daily. This resulted in calling each candidate many times per day by recruiters as well as calling them everyday. This highly demotivated the candidates for this company and they used to ask  questions like: 'Will the opening for this company ever close down?' 3. The recruiters are asked to be in the office at their seats from 9 to 6. They are not even allowed to go out for a stroll in the break time. This is detrimental to the health since they are sitting in front of the computer screens all the time. 4. During the break, I used to switch off my computer to help save electricity. But surprisingly, my team leader asked me never to shut the computer. She never gave me any reason and I think we should do our bit for preserving environment. 5. Another thing that was a limitation was the net access. Nobody was allowed to access any other site than the Naukri and Monster portal. In my opinion, the recruiters are mature enough to understand the importance of target fulfillment and such restraints are demotivating.

FINDINGS •

Consultancy follow recruitment process in a very systematic way but being systematic they have to follow various steps & it is found to be very time

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consuming.

•

Job specification and job description are well defined to all employees and they know what is expected of them. Everything is properly documented

•

There is no fix percentage of employees that are to be recruited for each vacancy.

•

Recruiters stand a chance to get promotion early if they can get few closings done in big companies than many is small. The closings may be two to three but for high level.

WHAT I LEARNT IN TWO MONTHS DURATION 1. Day 1: Understood basic working functions, job responsibilities of a consultancy firm

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2.

sc Day 3: Focused on target achievement by looking at different profiles in a s casual manner.

3. Day 7: Understood the meaning of profiles we worked on. 4. Day 10: Understood that we have to find not just the phrases but ensure that their meaning is also incorporated in the resume'. 5. Day 11: Learnt Mass Mailing. 6. Day 13: Got the first two candidates whose profile were selected for interview - Confirmation mail was sent to the company regarding the candidates response for attending the interview. - Email follow up with the candidates as well as the consultancy. 7. Day 14: Understood how to send the candidates who were selected and reprimand when needed. 8. Day 15: Learnt firmness of tone and to ask if the candidates have been interviewed FIRMLY. 9. Day 25: Learnt how to manage time+ targets. 10. Day 33: Learnt the art of speaking to the candidates, to understand PCT in each one and to forward just the BEST. PCT P-PERSONALITY C-COMMUNICATION T-TECHNICAL SKILLS

The owner Mr. Sudesh, taught us how to understand each person by interacting with him over the phone. He gave us a very interesting phenomenon called as the PCT  phenomenon. Where in P, we check the personality of the candidates by talking to him. In C, we grade his communication skills. And in T, we check out his technicality through his resume'. His resume' gives an insight into his knowledge, application and career graph. Sudesh Sir asked us to mark all the candidates in these three aspects out of 10. Whichever candidate reaches around 8 should be sent. This really proved helpful and motivated me to send just the best from the rest. 11. Day 36: I learnt that however small a skill requirement is given preference among other skills, that 'small' skill needs to be well looked after because in the end, at the time of interview that one 'small' mistake can spoil all the efforts. 12. Day 39: Learnt to manage failures and understood how mood swings can affect  performance. 13. Day 43: I learnt how we can expand and become team leaders.

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14. Day 47: I learnt how to deal with crank calls.

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Our Head Operations, Mrs. Niti Sharma told us an interesting incident. There was a candidate who used to harass a recruiter by calling her daily and flirting shamelessly. So one day the recruiter told Niti Mam about this. Niti Mam found out the resume' of  that person through his telephone number. She got hold of his landline number. And found that his father was living in another state. So she called his dad and told him that his son will be arrested in two-three days and he should call him back home if he wants to be safe. His dad got anxious and Niti mam told him how his son flirts with a recruiter at her office. His dad begged forgiveness and Niti Mam asked him to reprimand his son. Till date, his son hasn’t called the recruiter again. I found it very amusing and learnt how to deal with such people. 15. Day 50: Learnt why female candidates were not being sent to the companies. This pestered me a lot as to why the female candidates were not being sent by anyone. I asked my team leader this question when I found so many well written resume's of  girl candidates. She gave me two reasons:a) Most Girls do not travel far away for interview. They tend to locate jobs near their  home. Girl turnover ratio for interview is less  b) We focused mainly on automotive sector and the posts were mainly mendominated. 16. Day 53: Learnt how to deal with last minute cancellations and temper of  candidates. A very interesting incident was recalled by Niti Mam. Once, a candidate working on a top level position was sent to a reputed company for an interview. The same day of  the interview, the company's HR called to cancelled the interview. So the recruiter  called him to tell about the cancellation. The candidate got furious and since he was a  big shot, he shouted at the recruiter for harassing him and told her that he would use his power to close the consultancy down. He would expose the consultancy's  behaviour on news channels. The recruiter came to tears and cut the phone. When she told this incident to the Niti Mam, she called the candidate. She apologized and told him the situation and also asked that man one question. She asked him: You can sue us for harassing you but could we too sue you if you had cancelled going to the interview only this morning if something else important came up? This left the man speechless and he apologized for his rude behaviour and asked for  another interview schedule. Mam was happy to oblige.

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