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PROJECT SYNOPSIS

TOPIC:

RECRUITMENT

AND

SELECTION

PRACTICES

IN

INTERGRAPH

CONSULTING PVT. LTD HYDERABAD


INTRODUCTION:
The first step in the procurement function that is manpower planning aims at ascertaining the
manpower needs of the organization both in right number and or right number and or right
kind. Once a determination of human resources requirements has been made, the recruitment
and selection process, which forms the next phase of procurement function, can begin.
Recruitment and selection represents one of the most routine yet one of the most vital
function of any organization. Procurement of efficient and capable employees can
significantly contribute to the success of an organizations plans and all its future vision will
be in jeopardy. Thus, to ensure a smooth implementation of its plans and policies, a sound
recruitment and selection has to be carried out by the personnel department in the
organization.

Recruitment and selection, though differ in terms of process and orientation, are often used
together and, sometimes, interchangeably. Therefore, in order to understand difference
between the two, let us see what activities are involved in these processes. Recruitment is the
process. Recruitment is the process concerned with the identification of sources from where
the personnel can be employed and motivating them to offer themselves for employment.

Selection can be conceptualized in terms of either choosing the fit candidates, or rejecting the
unfit candidates, or a combination of both. Selection involves both because it picks up the fits
and rejects the un-fits. In facts context, there are more candidates who are rejected than those
who are selected in most of the selection process.
Human resource planning is generally concerned with planning wham staff are needed, than
the selection recruitments and induction processes are concerned with finding them and
setting them into their jobs. Often, though not invariably these processes are to do with
selecting and recruiting number of employees is not only difficult task and also takes time to
do well. This report is a descriptive study, which deals with different methods of special
reference to Intergraph Consulting Pvt. Ltd

Brief History of Organization:

Intergraph is the leading global provider of engineering and geospatial software that
enables customers to visualize complex data. Businesses and governments in more than 60
countries rely on Intergraphs industry-specific software to organize vast amounts of data and
infuse the world with intelligence to make processes and infrastructures better, safer, and
smarter. The companys software and services empower customers to build and operate more
efficient plants and ships, create intelligent maps, and protect critical infrastructure and
millions of people around the world.

In October 2010, Intergraph was acquired by and is now a wholly owned subsidiary of
Hexagon AB. Hexagon is a leading global provider of precision measurement technology
systems. Hexagon was founded in 1992, is headquartered in Stockholm, Sweden and is
publicly traded on the Nordic exchange (ticker HEXA B) with a secondary listing on the
Swiss Exchange (ticker HEXN).
SCOPE OF THE STUDY

It is vast covers all the major activities of the working life of a worker. The various activities
includes Human resource management, Job analysis, Job design, recruitment and selection,
Job orientation, Placement, Training and development, Performance and appraisal, Job
evaluation, Remuneration, Motivation, communication, Welfare, Safety, Health and industrial
relationship. The scope of study of Recruitment and Selection is tremendous as it is the basis
of an organization to grow in the respective field.
NEED FOR THE STUDY

Selection and Recruitment has been considered as the most significant and indispensable tool
for an organization, for the information it provides is highly useful in making decisions
regarding various aspects.
Recruitment is the process of identifying that the organization needs to employ someone up
to the point at which application forms for the post have arrived at the organization.
Selection then consists of the processes involved in choosing from applicants a suitable
candidate to fill a post.
OBJECTIVE OF THE STUDY
3

The main objectives of the study are as follows:


1. To study the recruitment and selection process of Intergraph Consulting Pvt. Ltd
2. To analyze the recruitment and selection practices in Intergraph Consulting Pvt. Ltd
3. To offer professional methods of recruitment and selection practices to the organization.

METHODOLOGY
The information relating to present study is gathered from the following sources:
Primary source: primary information was collected through Questionnaire from employees.
Secondary source: secondary information was collected from Organizations records,
manuals, management journals, books and related websites.
Size of the sample
Total size of the sample: 100
Types of sampling:
Random sampling method is applied for sampling
Method of Data collection:
The method adopted in collecting the data is in the form of questionnaire. The questionnaire
was designed from different sources like various books, manuals and relevant material
available on the internet on Recruitment and Selection process. It consists of structured
questions relating to sources, methods/ types of recruitment and selection process. Questions
are multiple choices and open ended. It will circulate among 100 employee of Intergraph
Consulting Pvt. Ltd

Data analysis:
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Facts gathered and presented in the form of table in the course of the study have been the
basis of for analysis and interpretation. The data will be analyzed by using the simple
calculations like average, percentage, and bar charts based on the respondents.
PERIOD OF THE STUDY:

Period of study is approximately 3 months. .

CHAPTERISATION:

CHAPTER

I:

CHAPTER II :

Introduction
Profile of Intergraph Consulting Pvt. Ltd

CHAPTER III : Review of Literature Recruitment and Selection process


CHAPTER IV :

Data Analysis and Interpretation in Intergraph Consulting Pvt. Ltd

CHAPTER V :

Findings and Suggestions


Bibliography, Annexure