EFFICIENT REQUIREMENT AND SELECTION SOLVENT SOFTWARE SOLUTIONS PVT LTD

ABSTRACT

Effective recruitment, selection  are critical to organizational success. They enable companies to have performing employees who are satisfied with their jobs, thus contributing positively to the organization.

On the contrary, in-effective recruitment methodology, selection and retention Would result in mismatches which can have negative consequences for an organization. A misfit who is not in tune with organization’s philosophies and

Goals can reduce output, productivity, customer satisfaction, relationship and overall quality of work. Training a wrong hire can also be expensive. Effective Recruitment is therefore not only the first step towards organizational excellence, but is important cost control mechanisms as well.

The study researches the spectrum of recruitment methodologies followed in a  IT Company towards developing an unique model, propose suggestion that would reduce costs, time to recruit, be effective and help overall organizational interests.

TABLE OF CONTENTS – I

S. NO	TITLE	PAGE NO
1.	EXECUTIVE SUMMARY	3
2.	INTRODUCTION	5
3.	OBJECTIVES	22
4.	INDUSTRY PROFILE	23
5.	COMPANY PROFILE	27
6.	REVIEW OF LITERATURE	33
7.	RESEARCH METHODOLOGY	44
8.	DATA ANALYSIS AND INTERPRETATION	46
9.	FINDINGS	57
10.	CONCLUSION	58
11.	SUGGESTIONS	59
12.	BIBLIOGRAPHY	60
13.	ANNEXTURE-1	61

1.      EXECUTIVE SUMMARY

Today, in every organization personnel planning as an activity is necessary. It is an important part of an organization. Human Resource Planning is a vital ingredient for the success of the organization in the long run. There are certain ways that are to be followed by every organization, which ensures that it has right number and kind of people, at the right place and right time, so that organization can achieve its planned objectives.

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.

For every organization it is important to have a right person on a right job. Recruitment and Selection plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic analysis of Recruitment and Selection procedure. Also training need identification is necessary after selection process.

A formal definition states, “It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applicants are selected”.

The need for recruitment may be due to the following reasons/situation:

a) Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and labor turnover.

b) Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification.

Selection is basically picking an applicant from (a pool of candidates) who has the appropriate qualification and competency to do the job.

The difference between recruitment and selection: -Recruitment is identifying and encouraging prospective employees to apply for a job. And Selection is selecting the right candidate from the pool of applicants.

2.      INTRODUCTION

Recruitment and Selection:

Recruitment is the process of attracting individuals on a timely basis in sufficient numbers and with appropriate qualification, to apply for jobs within an organization. The process of searching prospective employees with multidimensional skills and experience that suits organization strategies in fundamental to the growth of the organization, this demands more comprehensive strategic perspective recruitment. Organizations require the services of large number of personnel, these personnel occupies the various positions created to the process of organization. Each position of the organization has certain specific contributions to achieve the organizational objectives. The recruitment process of the organizational has to be strong enough to attract and select the potential candidates with right job specification. The recruitment process begins with human resource planning and concludes with the selection of required number of candidates, both HR staff and operating managers have responsibilities in the process.

“Right person for the right job is the basic principle in recruitment and Selection.  Very organization should give attention to the selection of its Manpower, especially its managers. The operative manpower is equally Important and essential for the orderly working of an enterprise.

Every business organization/unit needs manpower for carrying different Business activities smoothly and efficiently and for this recruitment and selection of suitable candidates inessential. Human resource management in an Organization will not be possible if unsuitable persons are selected and Employment in a business unit.

RECRUITMENT

Meaning:

Recruitment means to estimate the available vacancies and to make suitable arrangements frothier selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected.

A formal definition states, “It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selected”. In this, the available vacancies are given wide publicity and suitable candidates are encouraged to submit applications so as to have a pool of eligible candidates for scientific selection.

In recruitment, information is collected from interested candidates. For this different source such as newspaper advertisement, employment exchanges, internal promotion, etc. are used.

In the recruitment, a pool of eligible and interested candidates is created for selection of most suitable candidates. Recruitment represents the first contact that a company makes with potential employees

Definition:

According to EDWIN FLIPPO, “Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.”

Need for recruitment

The need for recruitment may be due to the following reasons / situation:

a) Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and labor turnover.

b) Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification.

Purpose and importance of Recruitment:

1.       Determine the present and future requirements of the organization on conjunction with its personnel-planning and job analysis activities.

2.        Increase the pool of job candidates at minimum cost.

3.        Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants.

4.        Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time.

5.        Meet the organization’s legal and social obligations regarding the composition of its work force.

6.        Begin identifying and preparing potential job applicants who will be appropriate candidates.

7.        Increase organizational and individual effectiveness in the short term and long term.

8.        Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

9.        Recruitment is a positive function in which publicity is given to the jobs available in the organization and interested candidates are encouraged to submit applications for the purpose of selection.

Recruitment Process:

Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants. The process comprises five interrelated stages, viz.

1. Planning.

2. Strategy development.

3. Searching.

4. Screening.

5. Evaluation and control.

STAGE 1: RECRUITMENT PLANNING:

The first stage in the recruitment process is planning. Planning involves the translation of likely job vacancies and information about the nature of these jobs into set of objectives or targets that specify the (1) Numbers and (2) Types of applicants to be contacted.

Numbers of contact: Organization, nearly always, plan to attract more applicants than they will hire. Some of those contacted will be uninterested, unqualified or both. Each time a recruitment Programmed is contemplated, one task is to estimate the number of applicants necessary to fill all vacancies with the qualified people.

Types of contacts: It is basically concerned with the types of people to be informed about job openings. The type of people depends on the tasks and responsibilities involved and the qualifications and experience expected. These details are available through job description and job specification.

STAGE 2: STRATEGY DEVELOPMENT:

When it is estimated that what types of recruitment and how many are required then one has concentrate in (1). Make or Buy employees. (2). Technological sophistication of recruitment and selection devices. (3). Geographical distribution of labor markets comprising job seekers. (4). Sources of recruitment. (5). Sequencing the activities in the recruitment process.

Make or Buy:

Organization must decide whether to hire le skilled employees and invest on training and education programmers, or they can hire skilled labor and professional. Essentially, this is the “make‟ or „buy‟ decision. Organizations, which hire skilled and professionals shall have to pay more for these employees.

Technological Sophistication:

The second decision in strategy development relates to the methods used in recruitment and selection. This decision is mainly influenced by the available technology. The advent of computers has made it possible for employers to scan national and international applicant qualification. Although impersonal, computers have given employers and job seekers a wider scope of options in the initial screening stage.

STAGE 3: SEARCHING:

Once a recruitment plan and strategy are worked out, the search process can begin. Search involves two steps

A) Source activation and

B) Selling.

STEP 4: SCREENING:

Screening of applicants can be regarded as an integral part of the recruiting process, though many view it as the first step in the selection process. Even the definition on recruitment, we quoted in the beginning of this chapter, excludes screening from its scope. However, we have included screening in recruitment for valid reasons. The selection process will begin after the applications have been scrutinized and short-listed. Hiring of professors in a university is atypical situation. Application received in response to advertisements is screened and only eligible applicants are called for an interview. A selection committee comprising the Vice chancellor, Registrar and subject experts conducts interview.

Here, the recruitment process extends up to screening the applications. The selection process commences only later.

Purpose of screening

The purpose of screening is to remove from the recruitment process, at an early stage, those applicants who are visibly unqualified for the job. Effective screening can save a great deal of time and money.

In screening, clear job specifications are invaluable. It is both good practice and a legal necessity that applicant’s qualification is judged on the basis of their knowledge, skills, abilities and interest required to do the job.

STAGE 5: EVALUATION AND CONTROL:

Evaluation and control is necessary as considerable costs are incurred in the recruitment process. The costs generally incurred are: -

1.      Salaries for recruiters.

2.      Management and professional time spent on preparing job description, job specifications, advertisements, agency liaison and so forth.

3.      The cost of advertisements or other recruitment methods, that is, agency fees.

4.      Recruitment overheads and administrative expenses.

5.      Costs of overtime and outsourcing while the vacancies remain unfilled.

6.      Cost of recruiting unsuitable candidates for the selection process.

Sources of Recruitment:

SOURCES OF MANAGERIAL RECRUITMENT:

INTERNAL SOURCES	EXTERNAL SOURCES
1) Promotion	1) Campus recruitment
2) Transfers	2) Press advertisement
3) Internal notification	3) Management consultancy service
4) Retirement	4) Deputation of personnel or transfer from one enterprise to another
5) Former employees	5) Walk-ins, write-ins, talk-ins

The sources of recruitment can be broadly categorized into internal and external

Sources

1) INTERNAL RECRUITMENT:

Internal recruitment seeks applicants for positions from within the company. The

Various internal sources include:

Promotions and Transfers:

Promotion is an effective means using job posting and personnel records. Job posting requires notifying vacant positions by posting notices, circulating publications or announcing at staff meetings and inviting employees to apply. Personnel records help discover employees who are doing jobs below their educational qualifications or skill levels. Promotions has many advantages like it is good public relations, builds morale, encourages competent individuals who are ambitious, improves the probability of good selection since information on the individual’s performance is readily available, is cheaper than going outside to recruit, those chosen internally are familiar with the organization thus reducing the orientation time and energy and also acts as a training device for developing middle-level and top-level managers.

Employee referrals

Employees can develop good prospects for their families and friends by acquainting them with the advantages of a job with the company, furnishing them with introduction and encouraging them to apply. This is a very effective means as many qualified people can breached at a very low cost to the company. The other advantages are that the employees would bring only those referrals that they feel would be able to fit in the organization based on their own experience. In this way, the organization can also fulfill social obligations and create goodwill.

Former Employees:

These include retired employees who are willing to work on a part-time basis, individuals who left work and are willing to come back for higher compensations. Even retrenched employees are taken up once again. The advantage here is that the people are already known to the organization and there is no need to find out their past performance and character.

Dependents of deceased employees:

Usually, banks follow this policy. If an employee dies, his / her spouse or son or daughter is recruited in their place. This is usually an effective way to fulfill social obligation and create goodwill.

Recalls:

When management faces a problem, which can be solved only by a manager who has proceeded on long leave, it may de decided to recall that persons after the problem is solved, his leave maybe extended.

Retirements:

At times, management may not find suitable candidates in place of the one who had retired, after meritorious service. Under the circumstances, management may decide to call retired managers with new extension.

2) EXTERNAL RECRUITMENT:

External recruitment seeks applicants for positions from sources outside the company. They have outnumbered the internal methods. The various external sources include

Professional or Trade Associations:

Many associations provide placement service to its members. It consists of compiling job seeker’s lists and providing access to members during regional or national conventions. Also, the publications of these associations carry classified advertisements from employers interested in recruiting their members. These are particularly useful for attracting highly educated, experienced or skilled personnel.

Advertisements:

 It is a popular method of seeking recruits, as many recruiters prefer advertisements because of their wide reach. Want ads describe the job benefits, identify the employer and tell those interested how to apply. Newspaper is the most common medium but for highly specialized recruits, advertisements may

Be placed in professional or business journals.

Advertisements must contain proper information like the job content, working conditions, location of job, compensation including fringe benefits, job specifications, growth aspects, etc.

Campus Recruitments:

Colleges, universities, research laboratories, sports fields and institutes are fertile ground for recruiters, particularly the institutes. Campus Recruitment is going global with companies like HLL, Citibank, HCL-HP, ANZ Grind lays, L&T, Motorola and Reliance looking for global markets. Some companies recruit a given number of candidates from these institutes every year. Campus recruitment is so much sought after that each college; university department or institute will have a placement officer to handle recruitment functions.

However, it is often an expensive process, even if recruiting process produces job offers and acceptances eventually.

Walk-ins, Write-ins and Talk-ins:

The most common and least expensive approach for candidates is direct applications, in which job seekers submit unsolicited application letters or resumes. Direct applications can also provide a pool of potential employees to meet future needs. From employees‟ viewpoint, walk-ins are preferable as they are free from the hassles associated with other methods of recruitment. While direct applications are particularly effective in filling entry level and unskilled vacancies, some organizations compile pools of potential employees from direct applications for skilled positions. Write-ins are those who send written enquiries. These job seekers are asked to complete application forms for further processing. Talk-ins involves the job aspirants meeting the recruiter (on an appropriated date) for detailed talks. No application is required to be submitted to the recruiter.

Consultants:

They are in this profession for recruiting and selecting managerial and executive personnel. They are useful as they have nationwide contacts and lend professionalism to the hiring process. They also keep prospective employer and employee anonymous. However, the cost can be a deterrent factor.

Head Hunters:

They are useful in specialized and skilled candidate working in a particular company. An agent is sent to represent the recruiting company and offer is made to the candidate. This is a useful source when both the companies involved are in the same field, and the employee is reluctant to take the offer since he fears, that his company is testing his loyalty.

Radio, Television and Internet:

Radio and television are used to reach certain types of job applicants such as skilled workers. Radio and television are used but sparingly, and that too, by government departments only. However, there is nothing inherently desperate about using radio and television. It depends upon what is said and how it is delivered. Internet is becoming a popular option for recruitment today. There are

Specialized sites like naukri.com.

SELECTION:

Selection process is a decision making process. This step consists of a number of activities. A candidate who fails to qualify for a particular step is not eligible for appearing for the subsequent step. Employee selection is the process of putting right men on the right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only where there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested.

The difference between recruitment and selection:

Recruitment is identifying n encouraging prospective employees to apply for a

Job and Selection is selecting the right candidate from the pool of applicants

SELECTION PROCESS:

Selection is a long process, commencing from the preliminary interview of the applicants and ending with the contract of employment.

1. Preliminary test

2. Selection test

3. Employment interview

4. Reference and background

5. Analysis

6. Selection decision

7. Physical examination

8. Job offer

9. Employment contract

Step-1

PRELIMINARY INTERVIEW:

The applicants received from job seekers would be subject to scrutiny so as to laminate unqualified applicants. This is usually followed by a preliminary interview the purpose of which is more or less the same as scrutiny of application, that is, eliminate of unqualified applicants. Scrutiny enables the HR specialists to eliminate unqualified jobseekers based on the information supplied in their application forms. Preliminary interview, on the other hand, helps reject misfits for reason, which did not appear in the application forms.

Step-2

SELECTION TEST:

Job seekers who pass the screening and the preliminary interview are called for tests. Different types of tests may be administered, depending on the job and the company.

Generally, tests are used to determine the applicant’s ability, aptitude and personality.

The following are the type of tests taken:

1. Ability test

2. Aptitude test

3. Intelligence test

4. Interest test

5. Personality test

6. Projective test

7. General knowledge test

8. Perception test

9. Graphology test

10. Polygraph test

11. Medical test

Step-3

INTERVIEW:

The next step in the selection process is an interview. Interview is formal, in depth conversation conducted to evaluate the applicant’s acceptability. It is considered to be excellent selection device. It is face-to-face exchange of view, ideas and opinion between the candidates and interviewers. Basically, interview is nothing but an oral examination of candidates. Interview can be adapted to unskilled, skilled, managerial and profession employees.

Types of interview: -

Interviews can be of different types. There interviews employed by the companies.

Following are the various types of interview:-

1. Informal interview

2. Formal interview

3. Non directive interview

4. Depth interview

5. Stress interview

6. Group interview

7. Panel interview

8. Sequential interview

9. Structured interview

10. Unstructured interview

11. Mixed interview

12. Telephonic interview

Step-4

REFERENCE CHECK:

Many employers request names, addresses, and telephone numbers of references for the purpose of verifying information and perhaps, gaining additional background information on an applicant. Although listed on the application form, references are not usually checked until an applicant has successfully reached the fourth stage of a sequential selection process. When the labor market is very tight, organizations sometimes hire applicants before checking references.

Step-5

SELECTION DECISION:

After obtaining information through the preceding steps, selection decision- the most critical of all the steps- must be made. The other stages in the selection process have been used to narrow the number of the candidates. The final decision has to be made the pool of individuals who pas the tests, interviews and reference checks.

The view of the line manager will be generally considered in the final selection because its he/she who is responsible for the performance of the new employee. The HR manager plays a crucial role in the final selection.

STEP 6:

PHYSICAL EXAMINATION:

After the selection decision and before the job offer is made, the candidate is required to undergo a physical fitness test. A job offer is, often, contingent upon the candidate being declared fit after the physical examination. The results of the medical fitness test are recorded in a statement and are preserved in the personnel records. There are several objectives behind a physical test.

Obviously, one reason for a physical test is to detect if the individual carries any infectious disease. Secondly, the test assists in determining whether an applicant is physically fit to perform the work. Thirdly, the physical examination information can be used to determine if there are certain physical capabilities, which differentiate successful and less successful employees. Finally, such an examination will protect the employer from workers compensation claims that are not valid because the injuries or illness were present when the employee was hired.

STEP 7:

JOB OFFER:

The next step in the selection process is job offer to those applicants who have crossed althea previous hurdles. Job offer is made through a letter of appointed. Such a letter generally contains a date by which the appointee must report on duty. The appointee must be given reasonable time for reporting. Those is particularly necessary when he or she is already in employment, in which case the appointee is required to obtain a relieving certificate from the previous employer.

The company may also want the individual to delay the date of reporting on

Duty. If the new employee’s first job upon joining the company is to go on company until perhaps awake before such training begins.

STEP 8:

CONTRACT OF EMPLOYMENT:

There is also a need for preparing a contract of employment. The basic information that should be included in a written contract of employment will vary according to the level of the job, but the following checklist sets out the typical headings:

1. Job title

2. Duties, including a parse such as “The employee will perform such duties and will be responsible to such a person, as the company may from time to time direct”.

3. Date when continuous employment starts and the basis for calculating service.

4. Rate of pay, allowance, overtime and shift rates, method of payments.

5. Hours of work including lunch break and overtime and shift arrangements.

6. Holiday arrangements:

7. Paid holidays per year.

8. Public holidays.

9. Special terms relating to rights to patent s and designs, confidential information and restraints on trade after termination of employment.

The drawback with the contracts is that it is almost to enforce them. A determined employee is bound to leave the organization, contract or no contract.

STEP 9

CONCLUDING THE SELECTION PROCESS:

Contrary to popular perception, the selection process will not end with executing the employment contract. There is another step – amore sensitive one reassuring those candidates who have not selected, not because of any serious deficiencies in their personality, but because their profile did not match the requirement of the organization.

They must be told that those who were selected were done purely on relative

Merit.

STEP 10

EVALUATION OF SELECTION PROGRAMME:

The broad test of the effectiveness of the selection process is the quality of the personnel hired. An organization must have competent and committed personnel.

Difference between Recruitment and Selection:

1. Recruitment is the process of searching for prospective candidates and motivating them to apply for job in the organization. Whereas, selection is a process of choosing most suitable candidates out of those, who are interested and also qualified for job.

2. In the recruitment process, vacancies available are finalized, publicity is given to them and applications are collected from interested candidates. In the selection process, available applications are scrutinized. Tests, interview and medical examination are conducted in order to select most suitable candidate.

3. In recruitment the purpose is to attract maximum numbers of suitable and interested candidates through applications. In selection process the purpose is that the best candidate out of those qualified and interested in the appointment.

4. Recruitment is prior to selection. It creates proper base for actual selection. Selections next to recruitment. It is out of candidates available/interest.

5. Recruitment is the positive function in which interested candidates are encouraged to submit application. Selection is a negative function in which unsuitable candidates are eliminated and the best one is selected.

6. Recruitment is the short process. In recruitment publicity is given to vacancies and applications are collected from different sources Selection is a lengthy process. It involves scrutiny of applications, giving tests, arranging interviews and medical examination.

7. in recruitment services of expert is not required whereas in selection, services of expert is required

8. Recruitment is not costly. Expenditure is required mainly for advertising the posts. Selection is a costly activity, as expenditure is needed for testing candidates and conduct of interviews.

3.      OBJECTIVES

Every task is taken with an objective. Without any objective task is rendered meaningless.

The main objectives for undertaking this project are:

1. To know the perception of employees regarding recruitment and selection process.

2. To know the recruitment process followed in solvent software solutions.

3. To know the selection process followed in solvent software solutions.

4. to review HR policies pertaining to recruitment and selection.

4.      INDUSTRY PROFILE

OVERVIEW OF INDIA’S IT INDUSTRY

Background:

Information technology (IT) industry in India has played a key role in putting India on the global map. IT industry in India has been one of the most significant growth contributors for the Indian economy. The industry has played a significant role in transforming India’s image from a slow moving bureaucratic economy to a land of innovative entrepreneurs and a global player in providing world class technology solutions and business services. The industry has helped India transform from a rural and agriculture-based economy to a knowledge based economy.

IT industry in India is an industry consisting of two major components: IT services and business process outsourcing (BPO). The sector has increased its contribution to India’s GDP from 1.2% in 1998 to 7.5% in 2012. According to NASSCOM, the sector aggregated revenues of US$ 147 billion in 2015, where export revenue stood at US$ 99 billion and domestic at US$ 48 billion, growing by over 13%. India’s Prime Minister NarendraModi has started ‘Digital India’ project to give IT a secured position inside & outside India.

History:

Information technology is playing an important role in India today and has transformed India’s image from a slow moving bureaucratic economy to a land of innovative entrepreneurs.

The IT sector in India is generating 2.5 million direct employments. India is now one of the biggest IT capitals of the modern world and the entire major players in the world IT sector are present in the country. Bangalore is considered to be the silicon valley of India because it is the leading It exporter. Exports dominate the industry and constitute about 77% of the total industry revenue. However, the domestic market is also significant with a robust revenue growth. The industry’s share of total Indian exports (merchandise plus service) increased from less than 4% in FY1998 to about 25% in FY2012.

VSNL introduced Gateway Electronic Mail Service in 1991, the 64 Kbit/s leased line service in 1992, and commercial Internet access on a visible scale in 1992. The Indian economy underwent economic reforms in 1991, leading to a new era of globalization and international economic integration. “The New telecommunications policy, 1999” (NTP 1999) helped further liberalize India’s telecommunication sector. The Information technology Act 2000 created legal procedures for electronic transactions and e-commerce.

Research & Development:

To support Research & development in the country and promoting Start-ups focused on technology and innovation, a weighted deduction of 150% of expenditure incurred on in-house R&D is introduced under the Income Tax Ac. In addition to the existing scheme for funding various R&D projects have been funded through new scheme like Support International Patent Protection in Electronics & IT (SIP-EIT), Multiplier Grants Scheme (MGS).

The government has initiated the setting up of an Open Technology Centre through NIC aimed at giving effective direction to the country on Open Technology in the areas of Open Source Solutions, (OSS), Open Standard, Open Processes, Open Hardware specifications and Open Course-ware. This initiative will act as a National Knowledge facility providing synergy to the overall components of Open Technology globally.

Recent Development:

The biggest economic effect of the technologically inclined services in India accounting for 40% of the country’s GDP and 30% of export earnings as of 2006, while employing only 25% of its workforce. Today, Bangalore is known as the Silicon Valley of India and contributes 33% of Indian IT exports. Thiruvananthapuram (Trivandrum), the capital of Kerala state, is the foremost among the Tier-II cities that is rapidly growing in terms of IT infrastructure. As the software hub of Kerala, more than 80% of the state’s software exports are from here.

Regulations:

After the economic reforms of 1991-92, liberalization of external trade, elimination of duties on imports of information technology products, relaxation of controls on both inward and outward investments and foreign exchange and the fiscal measures taken by the Government of India and the individual State Governments specifically for IT and ITES have been major contributory factors for the sector to flourish in India and for the country to be able to acquire a dominant position in offshore services in the world. The major fiscal incentives provided by the Government of India have been for the Export Oriented Units (EOU), Software Technology Parks (STP), and Special Economic Zones (SEZ).

Challenges:

Cyber security and quality management are few key areas of concern in today’s information age. To overcome such concerns in today’s global IT scenario, an increasing number of IT-BPO companies in India have gradually started to emphasize on quality to adopt global standards such as ISO 9001 (for Quality Management) and ISO 27000 (for Information Security). Today centers based in India account for the largest number of quality certifications achieved by any single country.

India aims to transform India into a truly developed and empowered society by 2020. However, to achieve this growth, the sector has to continue to re-invent itself and strive for that extra mile, through new business models, global delivery, partnerships and transformation. A collaborative effort from all stakeholders will be needed to ensure future growth of India’s IT-ITeS sector. We will need to rise up to the new challenges and put in dedicated efforts toward providing more and more of end-to-end solutions to the clients to keep the momentum going. India is now one of the biggest IT capitals in the modern world and has presence of all the major players in the world IT sector. HCL, Wipro, Infosys and TCS are few of the household names of IT companies in India.

Future prospects:

Globalization has had a profound impact in shaping the Indian Information Technology industry. Over the years, verticals like manufacturing, telecom, insurance, banking, finance and lately the retail, have been the growth drivers for this sector. But it is very fast getting clear that the future growth of IT and IT enabled services will be fuelled by the verticals of climate change, mobile applications, healthcare, energy efficiency and sustainable energy. The near future of Indian IT industry sees a significant rise in share of technology spend as more and more service providers both Indian and global target new segments and provide low cost, flexible solutions to customers. By 2015, IT sector is expected to generate revenues of USD 130 billion (NASSCOM) which will create a transformational impact on the overall economy. IT spending is expected to significantly increase in verticals like automotive and healthcare while the government, with its focus on e-governance, will continue to be a major spender. However, to achieve this growth, the sector has to continue to re-invent itself

 And strive for that extra mile, through new business models, global delivery, partnerships and transformation. A collaborative effort from all stakeholders will be needed to ensure future growth of India’s IT-ITeS sector. We will need to rise up to the new challenges and put in dedicated efforts toward providing more and more of end-to-end solutions to the clients to keep the momentum going.

5.      Company Profile

SOLVENT SOFTWARE SOLUTIONS PVT LTD

Solvent Software Solutions PVT LTD is technology solutions company that has focus in the ‘e-Business’ space. Founded and steered by professionals from India, Solvent Software Solutions e-Business understanding is backed by its domain expertise in industries covering Banking and Financial Services, Chemicals, Pharmaceuticals, Construction, Retail, Electronics, Mobile, Food & Agriculture, and Automobiles. Solvent Software Solutions has leveraged its domain expertise to create industry vertical solutions in the digital economy.

The company has over the years evolved into an end –to – end IT solutions provider with over 50 employees and having robust sales and profits that are showing sustainable growth.  Solvent Software Solutions is currently one among the best IT Solutions provider for large corporate and government establishments. Solvent Software Solutions current Clients are spread over India and abroad.

Solvent Software Solutions has executed large and complex projects based on the web based technologies such as Java based technology platform & .NET based technology platform.  Solvent Software Solutions has highly qualified resources in web technologies that have gained immensely through working on large complex projects. These resources are skilled in the all the required technologies that are utilized while executing a web based project and have over 300 man years of experience in developing & implementing web based solutions for clients that are spread over the world.

PRODUCTS AND SERVICES:

A.        Hospital Management Software

Solvent India is one the solution provider for Hospital Management Software in the health care domain. We provide cloud based and local server based solutions to hospitals to automate their key processes - clinical, financial, and operational and management processes. As a result, it quits easy facilitating day to day operations with a strong reporting system.

Solvent Solution Software consists of a team of experienced and dedicated professionals that each carries extensive experience in their own field. Their passion to implement highly successful strategies, provide affordable health care solutions, and introduce innovative technologies inspired them to automate the entire system.

This software helps to manage the workflow processes among different departments within an enterprise and coordinate departmentalize activities in a tremendous way.  It is capable of both retrieving and disseminating patient specific data (clinical & financial).The main aim of Solvent India HRS is to achieve the better Patient Care & Safety.

B.     Mobile Application Development

Are you looking for great mobile app product or branding your website with mobile interface? If answer is yes, Then Solvent India here in the market to make your dreams come true. Get featured industry application to benefit your company with high audience appearance and brand value.

With the introduction of Smartphone, the need for the Mobile Application Development has also increased rapidly in today’s world. Mobile apps have become necessity in today’s era. And when we talk about mobile application development, we focus on various platforms like iPhone, Android and Windows.

We at Solvent India experts in Consulting and assisting you in architecture, development, deployment and maintaining your open standard infrastructure solutions for successful implementation in your organization. The app is an Engineering and Terminology reference app that assists engineers in the selection of high quality fastener products.

We help you to Select an application that provides easy access to product details, dimensional and seating torque values for standard applications with the addition of part number reference and contact details.

Solvent Software Solutions has built in-house capabilities and expertise in developing iPhone applications. Our expert iPhone application developers/programmers transform your app idea into integrated app design with unique application development experience.

We are path breaking due to our unfolded quality, affordable cost, project deliverance on time, client approach and sheltered development with best environment. Solvent India thrives upon its watchwords of ‘Quality beyond contract’ and ensures it in every sphere of its operations on any mobile platform.

iPad Development

iPad application developer needs more technical knowledge than any other smart phones. Based on its years of experience and in-depth knowledge in iPad application development, we are well-positioned to undertake app development on any iOS device. Solvent India gives you a platform to raise any enquiry and provide you a robust system for your mobile device. We have developed various  iPad applications in different sectors like travel, restaurant, , health care, news, weather, GPS, marketing, job portal, business directory, real estate, social network, multimedia, daily utility software, touch screen applications, and so on.

Android Development

Android, a software platform and operating system for mobile devices developed by Google and the Open Handset Alliance, is the new craze of the Mobile application development industry. We engaged in the field of Mobile Application Development for quite some time back and being expert in all the leading platforms, we quickly jump into the development of Android Application development. We have expertise that can develop custom android mobile based applications for your business.

C.     Software Development:

Here at Solvent India, we focus on designing the ERP Solutions for your business. With a resourceful designing panel, Solvent India extends its services of creating dominant and vibrant ERP solutions in different domain to cater the needs of big as well as small enterprises.

OUR ERP Solutions help you in forecasting and scheduling the resources of all kinds of businesses.

Our organization particularly designs the ERP software to supply the robust solutions to a business about mounting its output in all the divisions through appropriate reserve management.

The model of most ERP (Enterprise Resource Planning) systems can be described in the following way: the data on the company’s activity gets into the single database based on which the program makes various reports, forecasts, diagrams, etc. The ERP system simplifies and speeds up the performance of routine work, reduces the risk of misprints during the data entry, increases productivity in general. The main objective is to reduce paper work and to automate the entire business system; In return you will get work efficiency at your work place.

Unfortunately, the ERP software development doesn’t meet customer’s needs all the time. The reason can be the following: the ERP system development was trusted to low qualified specialists, as a result, the developed system can have big defects and failures. Very often it’s so complicated that the company has to get rid of its usage.

Main reasons for unsuccessful ERP system implementation:

Mismatch between ERP Solutions & Goals:-The system was designed without taking into account the company’s long term goals. The wrong designing can lead to big financial expenses as well as the necessity to redesign the system in the nearest future. During the ERP software development it’s necessary to foresee the company’s activities in the next three years.

Excessive business process re-engineering. Re-engineering is creation of principally new effective business processes in management that the company didn’t have before. There are two extremes in this situation: some companies agree to re-engineer of all company’s business processes and their subordination to the requirements of the chosen system or insist on keeping the existing way of performance and the principal reconstruction of the chosen system. Both variants have negative points to consider. The best solution is to find the correct normal balance between business process re-engineering and system modification.

Wrong assessment of Infrastructure tools:-The development of the ERP system requires big expenses for general automation. It includes: computers, servers, licenses, network equipment, consultation services, etc.

Thus, it’s necessary to correlate the expenses for the automation of various business processes with the final results of the project, otherwise, there’s a risk the expenses won’t be paid off. In order not to have excessive expenses, the company needs to analyze the economic effectiveness of each element of the ERP system already at the stage of development of its concept.

D.    Web Development

Solvent Software Solutions excels in the designing field and provide the best website development and promotions. We have been developing website that does real business. And we offer our services in an affordable cost.

Firstly, we study what exactly the client need. After detailed analysis a project line is made which is given to the client for their approval. Secondly, if the concept is approved, the next step comprises of the issues that deals with layouts, templates, graphics, user friendliness, targeting the audience and the access speed. Then in total using everything in mind a prototype is made that is again send to the client for the approval. Soul of the website is then made. Keeping in mind that each and every site should act as the sales tool as well as the purchasing tool.

Content Management System

Content Management System (CMS) Made Simple provides a fast and easy way to create a professional web site and manage its content, whether it is for a small business or a multinational corporation.

E.     IT Consulting

Solvent Software Solution does business analysis to translate your business ideas into technical requirements. We design system architecture to find the right technological strategy, minimize the risks of future changes, speed up the development process and scale system with minimal effort. We deliver technology consulting services to companies across multiple domain areas.

Different platform concern to our Technology consulting is given below:-

·        Business Process Analysis and Formalization

·        Design Business strategies

·        IT Infrastructure Audit

·        IT Strategy Development

·        Design Frame work/layout for multiple business lines

·        Software Architecture Review and Planning

·        Application Security Consulting

·        Project Requirements Definition and Design

·        Provide optimal solutions on different Technology platform

·        How we help our clients for long-term benefits with Smart investments

In this competitive arena, any Businesses need to invest in tools/Technologies that can create robust structures, processes and strategies – strong enough to react to these changes accurately without compromising on quality or cost.

Solvent software Solutions offers complete range of end-to-end IT consulting services that are designed to fulfill the needs of businesses of every size. We help our clients to attain strategic objectives, increase productivity, maximize profitability and streamline processes. We have talented pool at our work place and we access consultancy services along with onsite/offsite and offshore model. Our main objective is to provide low risk solutions, helping clients in reducing infrastructure overheads.

Solvent India provides a concrete business solution for any internal or external partners to work in smooth functional flow. Our IT consulting services will help you achieve goals and allow you to make your future plan under predictable circumstances.

Our strength:

·        Our Consulting services helps you speed up your business

·        To convert your business ideas into action plan

·        To make innovation at faster pace

·        Maximize returns on your investment

·        Timely delivery

·        Optimal solutions provider

·        Spectrum of advanced technologies

·        Talented Poor on different technological skill set

High performance delivery Model

6.      LITERATURE REVIEW

RECRUITMENT:

Recruitment is the process of attracting individuals on a timely basis in sufficient numbers and with appropriate qualification, to apply for jobs within an organization. It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selected.

Selection:

 Selection process is a decision making process. This step consists of a number of activities. A candidate who fails to qualify for a particular step is not eligible for appearing for the subsequent step. Employee selection is the process of putting right men on the right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only where there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money.

Recruitment and selection in SOLVENT SOFTWARE SOLUTIONS PVT LTD:

Recruitment:

Recruitment techniques are the means or media by which the management contacts prospective employees or provides necessary information or exchange of ideas order to stimulate them to apply for jobs.

1. Direct method:

Under direct recruitment scouting, employees contacts, and waiting lists aroused. In scouting, representatives of the organization are sent to educational and training institutions. These travelling recruiters exchange information with students, clarify their doubts, simulate them to apply for jobs conduct campus interviews and short list candidates for further screening.

2. Indirect method:

Advertisement in newspaper, journals, on the radio and television are used to publicize vacancies. A well thought out and clear advertisement enables candidates to assess their suitability so that only those possessing the requisite

Qualification will apply.

3. Third party method:

Various agencies can be used to recruit personnel. Public employment exchanges, management consulting firms, professional societies, temporary help societies, trade unions, and labor contractors are the main agencies.

4. Internet recruitment:

Various job sites are now available on the internet. The organization can create profile on such sites so that various resumes of applicants can be viewed and matched with the requirements of the job and as much as applicants can be called because almost 25% of net users in India search for jobs through internet.

Recruitment and selection in SOLVENT SOFTWARE SOLUTIONS PVT LTD:

Steps in recruitment process in SOLVENT SOFTWARE SOLUTIONS PVT LTD:

Step 1:

Whenever there is a vacancy in the company first it will be known by the project manager. The project manager informs about the vacancy to the general manager.

Step 2:

Once the general manager comes to know about vacancy in the company he will inform it to the chairman to get the approval of recruitment.

Step 3:

After getting the recruitment approval the process is done by HR manager. Moreover the recruitment of the company internally, that is the existing employee will be given first priority.

Sources of recruitment:

Internal sources:

1. Present permanent employees

The company considers the candidates from their sources for telecom industry

Because,

·        Availability of most suitable candidates

·        The policy of the organization to motivate the present employees.

2. Retired employees

Generally the organization takes the candidates for the employment from the retired employees due to obligation. Sometimes the company re-employee the retired employee’s as a token of their loyalty to the organization.

External sources:

1. Job centers:

This is a network covering most cities acting as agent for potential employers. They are the private employee exchange; job centers help the candidates in knowing more about the company.

2. Outplacement consultants

These are the consultants just like the employment exchange. In this job consultants can register their name and when there is a sent for interview. Actively seeking to place and may provide training required. Available when recruitment needed.

3. Newspaper:

 Whenever there is recruitment in the company it will be advertised in the newspaper. Since only the newspaper is the source of reaching the information to

All the people.

4. Internet:

Internet is the modern mode of recruitment. If a company wants to fill a vacancy through external source then internet is the best option to choose.

Reasons for selecting the sources:

1. Referrals:

·        Referrals are the existing employees working in the same organization. SOLVENT SOFTWARE SOLUTIONS PVT LTD select referral as their source since it is an economical way of recruiting.

·        This is also a fastest means of recruitment.

·        In case of emergency to place an employee in particular position can be done easily through referrals.

2. Newspapers:

·        Newspaper is a media through which information can be spread all over the country.

·        Job seekers are able to get information about the vacancies through newspapers.

·        Newspapers are cost effective.

·        Coverage is high.

3. Internet:

·        Internet is a modem source used for recruiting the candidates.

·        Internet is selected as a source of recruitment for the following reasons also.

·        It is a fastest means of source.

4. Consultants:

·        Consultants are a source through which more number of candidates can be recruited and selected.

·        Consultants help the organization at the time of emergency.

It is also selected for the following reasons:

·        Cost effective.

·        Time taken is less.

·        It is easy source since it will have the candidates all the time which will help during emergency period.

Factors that are considered while recruiting in SOLVENT SOFTWARE SOLUTIONS PVT LTD:

·        Determining which characteristics that differentiate people are most important to performance.

·        Measuring those characteristics.

·        Deciding who should make the selection process.

·        Time effective and economical.

Factors affecting recruitment:

Internal factors:

1. Recruitment policy: The recruitment policy of an organization specifies the objective of the recruitment and provides a frame work for the implementation of recruitment strategy. It may involve organizational system to be developed for implementing recruitment strategies and procedures by filling up vacancies with best qualified people. The recruitment policies of an organization are affected by the following factors:

· Organizational objectives.

· Personnel policies of the organization

· Govt. policies on reservation

· Preferred source of recruitment

· Need of the organization.

· Recruitment costs and financial implications.

2. Human resource planning:

Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. It also helps in determining the number of employees to be recruited and what qualifications they may possess.

3. Size of the firm:

The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel which will handle its operations

4. Cost:

Recruitment incur cost to the employer, therefore, organization try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate.

5. Growth and expansion:

Organization will employ or think of employing more personnel if it is expanding its operations.

External factors:

1. Supply and demand:

The availability of manpower both within and outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programmers.

2. Labor market:

Employment conditions in the community where the organization is located will influence the recruiting efforts of the organization. If there is surplus of the manpower at the time of recruitment, even informal attempts at the time of recruiting like notice board display of the requisition or announcements in the meeting etc. will attract more than enough applicants.

3. Socio, political and legal factors:

Various govt. regulations prohibiting discrimination in hiring and employment have direct impact on recruiting practices. E.g. if Govt. introduces legislations for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. it becomes an obligation for the employer. Also trade unions

Play an important role in recruitment. This restricts management freedom to select those individuals who it believes would be best performers.

Competitors: The recruitment policies of the competitors also affect the recruitment function of the organization. To face the competition, many a times

The organization has to change their recruitment policies according to the policies being followed by the competitors.

Selection process:

General criteria that are followed during the process of selection in CNC

WEB WORLD:

1. Internal selection:

The candidates who are selected internally need not go for the selection test. The company already knows the ability of the employee.

Criteria’s that are followed for internal selection in CNC WEB

WORLD:

·        The revenues the existing employee made.

·        His efficiency.

·        The employee’s technical ability.

·        Work experience of the employee.

·        Doing the selection internally is cost effective.

·        Time is not wasted.

2. External selection process:

The selection process in company ref errs to the person come through external source of recruitment has to undergo the below selection process; this selection process has a series of hurdles which the applicants has to go through.

Tests:

1. Technical test and Interview:

The test refers here is technical test. SOLVENT SOFTWARE SOLUTIONS PVT LTD conduct test for the Qualified candidates after they are screened on the basis of the application Blanks so as measure the candidate’s ability in technical side. Also the short listed candidates are supposed to go through the technical Interview in which the technical knowledge of the candidate is checked. The Candidates who crack this interview have to go through the panel interview.

2. Panel interview

This is an interview where the panel members will interview the candidate, here The real capacity of the applicant will be revealed.

A series of questions will be asked as quickly as possible and the applicant has To satisfy the panel members through his answers.

3. Direct interview:

This is the final round of the entire selection process. In this round the personal Details of the candidates, his expectation towards the company will be known And according to the applicants attitude towards the job the applicant will Be selected.

Objective of the interview:

·        To know the information about the candidates.

·        To provide the candidates with the facts of the job and the organization.

·        To judge the suitability of candidates to the job.

·        To see the inner self and feelings of the candidates.

4. Medical:

After the final interview the applicants who have crossed the above stages are Sent to physical examination either to the company physician or to a medical Officer approved for the purpose. Such examination serves the following Purposes:

·        It determines whether the candidate is physically fit to perform the job. Those who are unfit are rejected.

·        It reveals existing disabilities and provides a record of the employee’s Health at the time of selection. This record will help in settling companies Liability under the Workmen Compensation Act for claim for an injury.

·        It prevents the employment of people suffering from contagious disease.

·        It identifies candidates who are otherwise suitable but require specific Jobs due to physical handicaps and allergies.

Types of interviews that are adopted during selection process in CNC WEB

WORLD:

Members involved in external selection process:

7.      RESEARCH METHODOLOGY

Research is defined as human activity based on intellectual application in the investigation of matter. The primary purpose for applied research is discovering, interpreting, and development of methods and systems for the advancement of human knowledge on a wide variety of scientific matters of our world and the universe. Research can use the scientific method, but need not do so. Scientific research relies on the application of the scientific method, a harnessing of curiosity. This research provides scientific information and theories for the explanation of the nature and the properties of the world around us. It makes practical applications possible. Historical research is embodied in the historical method. Scientific research can be subdivided into different classifications according to their academic and application disciplines.

Aim

To analyze the recruitment and selection process of IT personnel in SOLVENT SOFTWARE SOLUTIONS PVT LTD and review HR policies pertaining to recruitment and selection

Research Design:

Descriptive research

Source of Data collection:

The primary as well as the secondary sources was used for collection of data.

Primary data:

Questionnaire and interview

Secondary Data:

Books and Journals

Primary data involves the collection of data that does not already exist. This can be through numerous forms, including questionnaires and telephone interviews amongst others.

Secondary research involves the summary, collection and/or synthesis of existing research rather than primary research, where data are collected from, for example, research subjects or experiments.

Thus the sources of data collection were as follows:

Data type:

Primary as well as secondary data was collected.

Sample unit:

IT personnel of SOLVENT SOFTWARE SOLUTIONS PVT LTD

Sample Size:

20

Sampling Technique:

Convenient sampling

Field of Study:

This project was carried out at SOLVENT SOFTWARE SOLUTIONS PVT LTD, Hyderabad

8. DATA ANALYSIS & INTERPRETATION

8.1. Sources used in recruitment and selection:

Which of the sources of recruitment and selection are used in SOLVENT SOFTWARE SOLUTIONS PVT LTD?

a. Internal

b. External

c. Both

TABLE 8.1

Options	Internal	External	Both	Total
Responses	2	7	11	20
Percentages	10	35	55	100

Chart: 8.1

Source: Primary data or questionnaire

Interpretation:

It was found that about 55% of the recruitment and selection is done both by internal and  External sources, while as external sources are used more than the internal sources. Employees are hired mostly from external sources like job  portals, consultancy etc.

8.2. External sources used in recruitment:

8.2. Which of the following external sources are used for recruitment in SOLVENT SOFTWARE SOLUTIONS PVT LTD?

a. Advertisement

b. Internet

c. Campus recruitment

d. Consultancies

e. All of the above

TABLE 8.2

Options	Advertisement	Internet	Campus drives	Consultancy	All of the above	Total
Responses	5	3	2	8	2	20
Percentages	25	15	10	40	10	100%

Chart:8.2

Source: Primary data or questionnaire

Interpretation:

It was found that 40% of the employees are recruited through the consultancies and 20% of the employees are selected by the advertisement followed by internet with 15% and campus selections with 10%. Consultancy and Internet are the major sources which provide eligible candidates for the hiring in SOLVENT SOFTWARE SOLUTIONS PVT LTD.

8.3. Form of recruitment and selection used:

8.3. Which form of recruitment and selection is used in SOLVENT SOFTWARE SOLUTIONS PVT LTD?

a. Centralized

b. Decentralized

Table 8.3

Options	Centralized	Decentralized	Total
Responses	2	18	20
Percentages	10	90	100%

Chart: 8.3

Source: Primary data or questionnaire

8.3 Interpretation:

It was found that recruitment is decentralized. However, for higher positions of employment the recruitment is centralized. Recruitment is decentralized as all the centers of SOLVENT SOFTWARE SOLUTIONS PVT LTD recruit their employees according to the number of vacancies available in the respective centers

8.4. Employees perception about recruitment process:

8.4. Are you satisfied with the recruitment process?

a. Yes

b. No

Table: 8.4

Options	yes	No	Total
Responses	16	4	20
Percentages	80	20	100%

Chart:8.4

Source: Primary data or questionnaire

8.4 Interpretation:

It was found that 90% of employees are satisfied with the recruitment process adopted by SOLVENT SOFTWARE SOLUTIONS PVT LTD. However, some of the respondents thought there should be some changes in the existing recruitment process of the organization.

8.5 Methods used during selection process

8.5. Which of the following methods does SOLVENT SOFTWARE SOLUTIONS PVT LTD uses during selection?

a. Written

b. Group discussion

c. Personal interview

d. Group discussion and personal interview

e. All of the above

Table : 8.5

Options	Written	GD	PI	GD & PI	All	Total
Responses	1	3	6	8	2	20
Percentages	5	15	30	40	10	100%

Chart: 8.5

Source: Primary data or questionnaire

8.5 Interpretation:

It was found that 40% of selection is done by Group Discussion & Personal Interview. However, Personal Interview is mostly used method of selection followed by group discussion. Employees selected in SOLVENT SOFTWARE SOLUTIONS PVT LTD are finally selected by a personal interview taken by the head of the centre.

8.6.Perception of employees towards selection process:

8.6. Are you satisfied with the selection process?

1. Yes

2. No

Table: 8.6

Options	yes	No	Total
Responses	16	4	20
Percentages	80	20	100%

Chart: 8.6
Source: Primary data or questionnaire

8.6 Interpretation:

It was found that about 80 % of the employees are satisfied with the selection process. However, the remaining is of the opinion that there should be some change in the recruitment and selection process of the organisation.

8.7. Techniques used for selection:

8.7.Do you think innovative techniques like stress test, psychometric test and personality test should be used for selection?

1. Yes

2. No

Table: 8.7

Options	yes	No	Total
Responses	4	16	20
Percentages	20	80	100%

Chart: 8.7

Source: Primary data or questionnaire

8.7 Interpretation:

It was found that 20 % of the respondents were of the opinion that stress test, psychometric test and personality tests should be used for the selection, while the others were satisfied with the  existing recruitment and selection process. Most of the employees in SOLVENT SOFTWARE SOLUTIONS PVT LTD are unaware of these types of tests as they are mostly fresher’s.

8.8. Recruitment process used for different grades of employees:

8.8. Does your company follow different recruitment process for different grades of employment?

1. Yes

2. No

Table: 8.8

Options	yes	No	Total
Responses	20	0	20
Percentages	100	0	100%

Chart:8.8

Source: Primary data or questionnaire

8.8. Interpretation:

It was found that from that different recruitment process is adopted for different grades of employment. Like, for the recruitment of trainers in SOLVENT SOFTWARE SOLUTIONS PVT LTD theoretical knowledge is considered more and for the developers technical knowledge is given importance.

8.9.Company HR practices:

8.9. How do you rate HR practices of the company?

Table: 8.9

S No.	Options	Respondents	In percentage
1	Excellent	10	50%
2	Good	8	30%
3	Average	1	10%
4	Bad	1	10%
	Total	20

Chart:8.9

Source: Primary data or questionnaire

8.9. Interpretation:

50% of the employees feel that HR department is good where and 30% say that its very good where as 10% says its average and 10% employees feel it’s bad. Some employees are not happy as they have to spend a little more time if they have to take demo training sessions.

8.10.Contract signed while joining the organization: 

8.10. Is there any contract signed by employees while joining the organization?

1. Yes

2. No

Table: 8.10

S No.	Options	Respondents	In percentage
1	Yes	18	90%
2	No	02	10%
	Total	20	100%

Chart: 8.10

Source: Primary data or questionnaire

8.10.Interpretation:

Above chart shows that almost 10% employees said no and 90 % said yes they have to sign a bond while joining the organization. Employees have to submit one of their original certificates in the time of their joining and they cannot leave this company before one year. If the employees agree to these conditions then they are moved to next round of interview

8.11.HR policy of the company:

8.11. Are you comfortable with the HR policies of the company?

a. Yes

b. No

Table: 8.11

S No.	Options	Respondents	In percentage
1	Yes	18	90%
2	No	02	10%
	Total	20	100%

Chart: 8.11

Source: Primary data or questionnaire

8.11. Interpretation:

It was found that 10% employees were not comfortable with the policies of company and 90% employees are happily working with the current HR practices of the company. Some of the employees were not comfortable with the policy as they find risk in submitting their original documents to the company.

9. FINDINGS

The collected data are analysed and general observations has proven that SOLVENT SOFTWARE SOLUTIONS PVT LTD has done remarkable job in its Human Resource department.

The main findings are as follows:

1. In SOLVENT SOFTWARE SOLUTIONS PVT LTD employees feel that the HR department is good.

2. The recruitment and selection process is decentralised (Hyderabad, Akola andNagpur)

3. About 90% of the employees are satisfied with the recruitment and selection process.

4. Most of the managers prefer personal interviews.

5. Mostly external sources of recruitment are considered.

6. About 90% of employees feel that they are comfortable working with the current HR policies of the company and 10% feel that they need some changes in the policies. The policy of the company is to submit one of the original educational documents and cannot leave the company for 1 year, if done so then they have to pay a sum of Rs.25, 000 to the company to get the certificate back, which some of the employees find unnecessary and also risky.

10.                       CONCLUSION

Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization. And Selection is selecting the right candidate at the right time in the right place.

Employees of SOLVENT SOFTWARE SOLUTIONS PVT LTD are satisfied with the current/existing recruitment and selection process. SOLVENT SOFTWARE SOLUTIONS PVT LTD is recruiting their employees mainly through consultancies. Consultancies are the mediator between the organization and the candidates as it serves the requirements of employees as well as the organization. SOLVENT SOFTWARE SOLUTIONS PVT LTD recruits their employees in a decentralized way (Hyderabad, Akola, and Nagpur).

Also SOLVENT SOFTWARE SOLUTIONS PVT LTD has to consider internet sources for recruitment of employees so that it could motivate the employees. Employees are also well aware about the various sources and methods of recruitment and selection. SOLVENT SOFTWARE SOLUTIONS PVT LTD has to implement innovative techniques in selection process like group discussion, stress interview, etc.

11 SUGGESTION

From the findings I can suggest SOLVENT SOFTWARE SOLUTIONS PVT LTD, Hyderabad branch following things for the more effectiveness of recruitment and selection process and HR policies:

·        Recruitment must be done by analysing the job firstly which will make it easier and will be beneficial from the company’s point of view.

·        More emphasis should be given on internet and advertisement so that more and more candidates apply for the jobs and it will be easy to find the right employee among them.

·        The recruitment and selection procedure should not be too lengthy and time consuming.

·        Company should try to use the internal recruitment process first because it incurs less cost and acts as a motivational factor to the employees.

·        Provide training to employees so that they get better knowledge, skills and attitude.

·        Company should amend some parts of their HR policies for better effectiveness.

12. BIBLIOGRAPHY

Books:

· C.B. Gupta, (1996) Human Resource Management, Sultan Chand &Sons.

· K Ashwathapa, (1997) Human Resource and Personnel Management,

Tata McGraw Hill

· Dr. C.R. Kothari, (2008) Research Methodology

· Chris Duke,(2001) Recruiting the right staff

Websites:

1. www.google.com

2. www.en.wikipedia.org

3. www.citehr.com

5. www.scribd.com

13 ANNEXTURE

Questionnaire:

Recruitment and selection process of IT personnel in SOLVENT SOFTWARE SOLUTIONS PVT LTD, Hyderabad.

This questionnaire survey is purely for academic purpose. Any information collected through this survey is confidential and would not be shared with anyone other than the people involved in this.

Name: ...............................................................................................

Designation: ............................................. Age: ...............................

Department: ..................................... Qualification: .........................

Answer the following questions: (kindly give your unbiased response)

Q1. Which of the sources of recruitment and selection are used in SOLVENT SOFTWARE SOLUTIONS PVT LTD?

a. Internal

b. External

c. Both

Q2. Which of the following external sources are used for recruitment in SOLVENT SOFTWARE SOLUTIONS PVT LTD?

a. Advertisement

b. Internet

c. Campus recruitment

d. Consultancies

e. All of the above

Q3. Which form of recruitment and selection is used in SOLVENT SOFTWARE SOLUTIONS PVT LTD?

a. Centralised

b. Decentralised

Q4. Are you satisfied with the recruitment process?

1. Yes

2. No

Q5. Which of the following methods does SOLVENT SOFTWARE SOLUTIONS PVT LTD uses during selection?

1. Written

2. Group discussion

3. Personal interview

4. Group discussion and personal interview

5. All of the above

Q6. Are you satisfied with the selection process?

1. Yes

2. No

Q7.Do you think innovative techniques like stress test, psychometric test and personality test should be used for selection?

1. Yes

2. No

Q8. Does your company follow different recruitment process for different grades of employment?

1. Yes

2. No

Q9. How do you rate HR practices of the company?

1. Excellent

2. Good

3. Average

4. Bad

Q10. Is there any contract signed by employees while joining the organization?

1. Yes

2. No

Q11. Are you comfortable with the HR policies of the company?

a. Yes

b. No

Author : ss infotech

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