A PROJECT REPORT

ON

“A STUDY ON RECRUITMENT AND SELECTION PROCESS AT

UNISYS INDIA PRIVATE LIMITED, BENGALURU”

SUBMITTED TO

SAVITRIBAI PHULE PUNE UNIVERSITY

IN THE PARTIAL FULFILMENT OF TWO YEARS FULL TIME

MASTERS DEGREE IN BUSINESS ADMINISTRATION (MBA)

SUBMITTED BY

AKSHATA JOSHI

(BATCH -2017-2019)

UNDER THE GUIDANCE OF

DR. MADHAVI DESHPANDE

THROUGH

KES’s

PRATIBHA INSTITUTE OF BUSINESS MANAGEMENT

CHINCHWAD.411019

1
 DECLARATION
I, Akshata Joshi, hereby declare that the Internship report entitled “A study on
recruitment and selection process” with a reference to “ Unisys India Private Limited,
Bengaluru” prepared by me under the guidance of Dr. Madhavi Deshpande faculty of
M.B.A Department, Pratibha Institute of Business Management and external assistance by

I also declare that this Internship work is towards is the partial fulfillment of the
university regulations for the award of degree of Master of Business Administration by
Savitribai Phule Pune University, Pune.

I have undergone a summer project for a period of Ten weeks. I further declare that
this project is based on the original study undertaken by me and has not been submitted for
the award of any other University/Institution.

Place:

Signature of the Student

Date:

2
 ACKNOWLEDGEMENT
Every Work is a pleasure – a sense of satisfaction. However a number of people
always motivate and appreciate a work with their objectives ideas and opinions. Hence I
would like to use this opportunity to thank all who directly or indirectly helped me to
accomplish this project.

The writing of this project has been one of the significant challenges and without
support, patience and guidance of the people involved this task would not been completed. It
is to them I owe my deepest gratitude.

It gives an immense pleasure in presenting this project report on “A STUDY ON

RECRUITMENT AND SELECTION PROCESS.”

I take this privilege to thank our respected Chairman Dr. Deepak Shah and our
Director Dr. Sachin Borgave PIBM for constant support and kindness in Pratibha Institute of
Business Management, Pune.

I have deep sense of gratitude to Prof. Gururaj Dangre Head of Department of MBA
Department.

I am very much thankful to my external guide Seema Rani-Manager, Unisys India

Private Limited “Bengaluru” for allowing me to do the project work successfully and giving
expert advice, guidance, encouraging and support to complete the project.

I am thankful to my project guide Dr. Madhavi Deshpande, Department of MBA, for

her valuable guidance and feedback throughout the project.

I would like to thank all the Faculty Members of MBA Department and mine loving
friends who directly or indirectly helped me in completing this project.

3
 Index

Chapter
Number Title Page Number

Executive summary 8
Introduction
 Outline of the problem.
1 10
 Objectives, Scope & Limitation
of the study
2 Industry Profile 15

3 Company Profile 20

4 Theoretical background. 43

5 Data analysis and Interpretation 55

 Observation
6  Findings 86
 Suggestions
7 Learning through the project. 82

8 Contribution to the host organization. 84

9 Conclusion of the project. 88

10 Bibliography 90
Annexure :
11 92
a) Questionnaire

4
 LIST OF TABLES

Table No. Particulars

Table showing the no. of response through which source
4.1
Unisys recruit employees

Table showing the No. of response regarding which external

4.2
source Unisys use for recruitment

4.3 Table showing the no. of respondent that internal sources

Unisys use for recruitment

Table showing no. of respondent indicating Total Number of

4.4
recruitment in a year

Table showing that challenges Unisys face in managing the

4.5
employees.

Table showing no. of respondents reach out to candidates

4.6
regarding an opening in Unisys

Table showing no. of respondents think that which technique of

4.7
interview is best for Unisys

Table showing no. of respondent indicating important feature

4.8
the Unisys look for the candidates

Table showing the No. of respondent response towards

4.9
selection in Unisys is done on the basis of merit

Table showing no. of respondent response that interview help

4.10
to measure strengths & weakness of the candidates

Table showing no. of respondents saying how they attract

4.11
candidates attract to join the Unisys

Table showing no. of respondents that rate the effectiveness of

4.12
selection process.

Table showing no. of respondent saying referrals play crucial

4.13
role for attracting the talent pool.

Table showing that No. of respondents stating that E-

4.14 recruitment has become must to survive in the competitive
market.

5
 LIST OF GRAPHS

Table No. Particulars

4.1 Graph showing the no. of response through which source
Unisys recruit employees

4.2 Graph showing the No. of response regarding which external

source Unisys use for recruitment

4.3 Graph showing the no. of respondent that internal sources

Unisys use for recruitment

4.4 Graph showing no. of respondent indicating Total Number of

recruitment in a year

4.5 Graph showing that challenges Unisys face in managing the

employees.

4.6 Graph showing no. of respondents reach out to candidates

regarding an opening in Unisys

4.7 Graph showing no. of respondents think that which technique

of interview is best for Unisys

4.8 Graph showing no. of respondent indicating important feature

the Unisys look for the candidates

4.9 Graph showing the No. of respondent response towards

selection in Unisys is done on the basis of merit

4.10 Graph showing no. of respondent response that interview help

to measure strengths & weakness of the candidates

4.11 Graph showing no. of respondents saying how they attract

candidates attract to join the Unisys

4.12 Graph showing no. of respondents that rate the effectiveness of

selection process.

4.13 Graph showing no. of respondent saying referrals play crucial

role for attracting the talent pool.

4.14 Graph showing that No. of respondents stating that E-

recruitment has become must to survive in the competitive
market.

6
7
 EXECUTIVE SUMMARY
This report titled A Study on Recruitment and Selection process at Unisys India
Private Limited.

Individuals are the assets to an association. There is a crucial truth in the

announcement “individuals are an association’s most vital resource”. In this way it is vital
that an association ought to guarantee that it has the right number and sorts of the individuals
at the opportune spot at the perfect time that are prepared to do successfully and productively
finishing those undertakings that will help an association in accomplishing its general targets.
In like manner there is an accentuation on Human Asset Arranging, Enlistment and Choice of
Individual.

The goal is to concentrate on the present enrollment and choice strategies, systems, a
strategy of the organization and the wellsprings of enlistment for official level and
administrative level. To give recommendations with a specific end goals to improve the
viability of the enlistment and termination process. 100 workers of various age and
experience were picked among enrollment division. An elucidating research technique is
received for the study. It incorporates information gathering strategy and straightforward
irregular testing procedure. Information was gathered utilizing a survey.

HR Division is very alert for selecting candidates and also the process is very
transparent so that they can choose the best candidates among applicants. When they search
for any experienced people they give more concentration on previous experienced,
Educational background, length of services etc. so that they can select the most suitable
experienced people. When they select entry level candidates than they concentrate more than
they concentrate more on pro-activeness, creativeness, ideas which related with the post.

The most important key source factor of Unisys Private India Limited, is its efficient
human resource. Moreover, its decision are based on facts from market research and coverage
survey.

We can easily find out the Human resource practice, recruitment and selection
process, employee satisfaction and relations at integrity is avery developed and effective one.

8
9
 CHAPTER 1

INTRODUCTION

INTRODUCTION ABOUT THE INTERNSHIP

Internship (project work) is an integral part of the academic curriculum of MBA. It is
an initiative to bridge the gap between knowledge and its application through a series of
interventions that will enable students of MBA program to gain insights and exposure to the
industry. The 8 week Internship (project work) has been positioned during the 3rd Semester of
MBA program as it serves the twin purposes of providing critical business insights to
students as well providing industry with graduates of a high caliber who are ready to get
ahead in the world from day one.

Internship offered me a period of practical experience in Unisys related to the field of

recruitment process. This experience was valuable to me as means of allowing me to
experience how my studies are applied to the real world. It made me to learn and understand
all the aspects of recruitment. It gave me a new experience and confidence of handling my
work in future business life. It made me meet all the recruiting officers and got to see how
recruitment process is conducted.

TOPIC FOR THE STUDY

A STUDY ON RECRITMENT AND SELECTION PROCESS AT UNISYS

INDIA PRIVATE LIMITED, BENAGALURU

10
 PROBLEM STATEMENT/ NEED FOR THE STUDY
The recruitment and selection is essential for over all effective work of the Unisys
India Private Limited. It is important for the success for any as human are critical factor of
succession of any organization in view of this Unisys India wanted to find out whether
recruitment and selection process in Unisys is effective or not. This study was mainly carried
out to recognize the recruitment and selection process.

OBJECTIVE OF THE STUDY

 PRIME OBJECTIVE

1. To study the recruitment and selection procedure at the Unisys India Private Limited,
Bengaluru.

2. To study whether the Recruitment and Selection process is effective or not at Unisys
India Private Limited.

 SECONDARY OBJECTIVE

1. To find out about the various sources of recruitment (internal and external) in the
organization Unisys India Private Limited.

2. To find out about various selection methods used in the organization Unisys India
Private Limited.

SCOPE OF THE STUDY

 Includes the analysis of exciting Recruitment and Selection practices of company.

 The finding of the study can be used for formulating effective recruitment policy and
process.

 This study is limited to Unisys India Private Limited to Bengaluru branch.

 The department chosen is HR recruiting department.

11
 METHODOLOGY

An examination dependably starts with inquiry or issue. Its need is utilized to inspire
answers to addresses through the utilization of orderly and investigate strategies. Along, these
lines, study is the composed methodology towards intentional examination. These necessities
figuring the theory, accumulation of information on pertinent variables, dissecting and
deciphering the outcomes and achieving conclusion either as arrangement or certain
speculation.

RESEARCH DESIGN

A framework for directing the exploration venture. It indicates the realities of the
techniques vital for getting the data required to take care of examination issues. A descent
research arrangement lays the base for directing the directing the venture. A research
configuration will ensure that the examination task proficiently and viably.

DESCRIPTIVE RESEARCH

These studies are those which tell us the distinctiveness of a individual or group. The
researcher can account only what he observes and has no power over the variable.

For the reason of the study descriptive research design was utilized.

INFORMATION COLLECTION

The occupation of information accumulation begins after the exploration issue has been
recognizes and investigate arrangement chalked out. Information accumulation is to assemble
the information from the populace. For the reason of the study both essential and optional
information was gathered and dissected.

 PRIMARY DATA
The essential information which are gathered interestingly, and happened to be
unique.
For the reason of study the primary data was collected by using the structured
questionnaire and personal observation.

12
  SECONDARY DATA
When a researcher utilizes the data which is previously been composed by
someone else and such data is called secondary data.
Source for secondary data are:
1. Reports
2. Publications on Internet
3. Annual Reports
4. Research studies-past Studies

SAMPLE FRAME

The employees who are employed in HR recruitment department at Unisys.

TEST SIZE

The example size chose for the study is 100 representatives of Unisys India Private
Limited for the study.

LIMITATION OF THE STUDY

 The test size is restricted to 100 workers as it were.

 The exploration was obliged because of time restriction.
 The discoveries and derivations drawn out of the study demonstrates just the current
patterns in the organization.
 The study led to Residency street branch Bengaluru.
 The chances of personal bias is another limitation.
 The survey only attempts to discover effective recruitment process.

13
14
INFORMATION TECHNOLOGY INDUSTRY:
Information development (IT) is the utilization of PCs and data exchanges apparatus
to store, recoup, go on and control data, habitually in the association of a business or other
endeavor. The term s frequently used as a proportional word for PCs and PC Frameworks, yet
it in like manner fuses other information transport headways, for instance, TV and
telephones. The minority cash making endeavors are connected with, PC gear, programming,
equipment, semiconductors web, telecom gear, e-business and PC organizations.

In light of the limit and get ready development used, it is possible to perceive four
unmistakable times of IT change pre-mechanical from 3000 BC to 1450 AD, mechanical
from 1450 to 1840, electromechanical from 1840-1940 and electronic from 1940 till present.

INFORMATION TECHNOLOGY INDUSTRY OF INDIA:

The product blast in India began some place in late 1990s. Large portion of the Indian
programming organizations right then and there offered just constrained programming
administrations, for example, the keeping money and the designing programming. The
business programming blast began with the development of Y2K issue, when countless staff
were required to satisfy the mammoth database-rectification request keeping in mind the goal
to adapt up to the new thousand years.

The profile of the Indian IT Services has been experiencing an adjustment in the most
recent couple of years, incompletely as it climbs the worth chain and somewhat as a response
the business segment motion. Ten years back, most US organization would not in any case
think about outsourcing as some of their IT anticipates to outside merchants. Presently, after
ten years, a larger part of US organization utilize the expert administrations of Indian
Software engineers in some way, through expansive, medium or through people enrolled
straight forwardly.

Reaction recognized from a few MNC’s having multi nation operations and
additionally syndicated examination contrasting the diverse sourcing areas has uncovered that
India keeps on showing and convey the best package of benefit chased from overall sourcing
. With critical potential still sit out of gear, it is unsurprising that the worldwide sourcing
wonder will keep on expanding in extension, level and geographic scope. As worldwide
discharge develops, multi-area techniques will transform into the standard and most sourcing
destinations, including rising areas, will develop in size. Expanding on its current qualities,

15
India will remain the main destination and will keep on assuming a critical part in most
worldwide sourcing systems.

SWOT ANALYSIS OF INDIAN I.T INDUSTRY

Strengths

Top notch: Quality is the trademark of Indian I.T. programming and, administrations. High
predominance data faculty and eye-getting value execution have been and will go ahead with
to be a key element of India’s worth recommendation.

Learning Workers: The fundamental crude material for whichever programming extension
action or a dotcom start up is the convenience of value associate laborers. India’s boss
focused advantage is its rich, high caliber and practical HR.

As of now, India prepares more than 73,000 experts a year and has around 80,000
individuals working in the product and administrations part. This is the second biggest I.T.
work power on the planet. As of late, the Government of India has focused on giving PC
training in each school by year 2003.

Technologies: A main part of Indian programming organizations utilize advances,

incorporating the most up to date in customer systems administration, E-business, Internet,
ASP, correspondence programming, ATM, conventions, and so on.

Flexibility: Indian programming specialists effortlessly settle in themselves to crisp

advances. In product business, where specialized out of date quality is the variety of the day,
flexibility to adjust to most recent advances a key power.

Reliable: Software originators from India are competent to offer capability for all or colossal
tasks with dollar reserve funds. The trademark is urgent commitment discharge timetables
and customer fulfillment.

16
High Growth: Software trades and in addition the residential interest in the latest couple of
years has been dependably creating at yearly advancement rate of around 50 percent.

Engineering Support: An intense backing of across the country organizations, building

school and colleges had laid an extreme base of instruction in building abilities between
Indian programming specialists. The IIT’s in different urban communities are the most recent
establishments to associate the temporary fad.

Logic Expertise: India’s achievement in giving productive programming arrangements can

be likewise credited to scientific and consistent capacity Indian’s.

Government Support: Government of India has agreed push region status to the product
portion. The Government has changed the patent Law to plan it one of the hardest in the
earth; wiped out exchange obligation on PC programming; exempted salary coming about
because of programming fares from Income Tax and so forth. The Government of India has
additionally found imaginative plan like Software Technology Parks, and so forth., to
promote programming trades.

Weakness

Lack national Computerization: Lack of enough computerization has given rise to

comparatively weak national software market.

Lack of Internet dispersion: With low scattering of PC’s, it is perceptible that Internet
scattering is additionally poor. Toward the end of the year 1999, India could just have of
6,10,000 Internet office with around 2.1 million clients. The as of late reported Internet
Service Provider approach is required to enhance the circumstance.

Original Technology: The Indian programming industry has the aptitude to assimilate and
utilize the most recent innovation. Be that as it may, notwithstanding a couple of exemptions,
it has still not created enough unique innovation achievements quickly put, the industry has
not molded innovative working frameworks or new scripts and advancements, which could
be worn globally.

17
Mission Critical Real Time Operations: A portion of the main organiza0tions in India have
taken care of programming advancement for mission basic continuous operations. Be that as
it may, the industry does not have much learning in this field.

Localization: With the exemption of inaccessible cases, not much exists in providing
software applications in incalculable home languages. Thus, computer dispersion in home
country is limited for English speaking population.

Opportunities

Global Market: The business sector is massive and quickly transforming from a blend of
convention buyer server to web/bundle based administrations. Market openings are open
crosswise over I.T. administrations, I.T. empowered administrations and E-organizations, and
making a no. of crisp chance for Indian organizations.

Home Demand: The business, government and client fragment of the Indian home business
sector offers a U.S. $18 billion chance by 2008 to programming and administrations
organizations.

Outsourcing: The worldwide outsourcing trade was worth U.S. $77 billion in 1997 and been
increasing at the rate of 15-18 percent for every annum. Present inspection demonstrates that
by 2002, more than 59 percent of the Fortune 1000 organizations and different multinationals
will subcontract a few elements of their application amplification and support activities.
E-business: India not just has a gigantic opportunity to administration this business sector
additionally has a one of the kind opportunity to manage the requirements of the NRI
gathering of individuals around the globe.

Abroad Listings: India today orders a high regard among financial specialists in India and
abroad. All major abroad stock trades- are sharp for Indian programming organizations to
show themselves on their separate trades. This is a noteworthy open door for the Indian
programming industry to draw in the essential speculations.

18
Web access Provider: The approval to allow private ISP’s work in India and set up their
own particular passages will phenomenal Internet creation all the through India.

Threats:

Obstructions of Government: Previously, the Government and Industry have worked

exceptionally well mutually in India for the hit of the I.T. programming and services industry.
At the present the Government’s capacity should be progressively headed towards giving
fitting base and proceeding with its capacity in the speculation of strategy. And additional
system for Government control, limits or undue mediation could well make a danger to the
business.

Telecom Infrastructure: The minute of incredible significance in India is to contain a world

class telecom systems at all around forceful duties. The branch of Telecommunications has
made an a visit bit of exercises numbering the National Telecommunication Backbone, the
nation over Internet Backbone, and strategy for giving high information exchange limit
Internet system to distant corners of India. In case, Government control, nonappearance of
rate and duty to old telecom norms and regulations can end up being a danger to the business.

Absence of Speed: The world moving at the rate of Internet. The choice setting aside a few
minutes taken for usage in India should be at much speedier pace so that the Indian I.T.
programming and administrations industry does not lose any open doors.

Infrastructure: Although, the product business is developing at an incredible rate,

numerous different segments in India have not yet possessed the capacity to keep pace with
it. Recently, all significant urban communities are building howdy tech structures to house
the product business. These structures have condition of-workmanship framework,
information correspondence offices, hostage power and so on. Yet, absence of force,
parkways, lodging and worldwide air terminals is a few urban communities has turned into a
noteworthy requirement.

Cost: Growing cost of the base, vital offices and pay rates can make a risk if not successfully
adjusted with quality expansion.

19
 COMPANY PROFILE

FOUNDATION AND INCEPTION OF THE COMPANY:

Unisys is the oldest company i.e. 142 year. The organization follows its roots back to
the establishing of American Arithmometer Company (later Burroughs Corporation) in 1886
and the Sperry Gyroscope Company 1910. Unisys ancestor organizations in addition
incorporate the Eckert-Mauchly Computer Corporation, which built up the world’s 1st
business advanced PCs, the BINAC, and the UNIVAC. In September 1986 Unisys was
framed through the merger of the centralized server companies Sperry and Burroughs, with
Burroughs purchasing Sperry for S4.8 billion. The name was picked in an inside rivalry when
an assistant, Charles Ayoub, thought of the UNISYs acronym from United Information
Systems. The merger was largest in the PC business at that time and made Unisys the 2nd
leading PC organization with yearly takings of $10.5 billion. During that Unisys had around
120,000 representatives. Nowithstanding equipment, both Burroughs and Sperry had
background marked by chipping away at U.S. government contracts. Unisys keep on giving
equipment and programming and administrations to different government organizations.

Not long after the merger, the business sector for exclusive centralized server class
frameworks the standard result of and its rivals, for example, IBM started long haul decay
that proceeds, at a lesser rate, today. Accordingly, Unisys settled on the vital choice to move
into top of the line servers (e.g., processor windows servers), and in addition data innovation
(I.T) administrations, for example, frameworks interrogation, outsourcing, and related
administrations, while holding into the productive incomes stream from keeping up its
introduced base of exclusive centralized computer equipment and application.

20
 CORPORATE LEADERS

CEO- Peter Altabef

CHIEF HUMAN RESOURCE OFFICER-Katie Ebrahimi

21
CHIEF TECHNOLOGY OFFICER-Tarek El-Sadany

PRESIDENT,ENTERPRISE SOLUTIONS-Eric Hutto

22
GENERAL COUNSEL AND SECRETARY-Gerald Kenney

UNISYS FEDERAL-Venkatapathi Puvvada

23
 GLOBAL SALES-Jeff Renzi

CHIEF MARKETING OFFICER-Ann Sung Rucksthul

24
CHIEF FINANACIAL OFFICER-Inder M. Singh

TREASURER-Shalabh Gupta

25
CORPORATE OFFICER-Mike Thomson

26
 OFFICES

UNITED STATES OF AMERICA

INDIA BANGALORE

27
SAO PAULO

28
 CANADA

AUSTRALIA

29
UNITED KINGDOM

CALIFORNIA

30
UNISYS INDIA
Unisys started in India in 1994 with office in Mumbai. Unisys started its international
sourcing operation in Bengaluru in 2004. Five years down the line, it has scaled up
immediately, both as far as headcount and base to end up a basic part of the organization’s
worldwide conveyance association. Its best in class offices in three areas, Bengaluru,
Mumbai, Hyderabad, brag of an extraordinary blend of adult procedures, sharp concentrate
on devices and a group of exceedingly gifted and roused workers who are occupied with a
differing scope of capacities including item advancement, application configuration and
relocation, client bolster, venture processing and field operations back office. They endeavor
to give unparalleled consumer loyalty amazing, financially perceptive and end-to-end
arrangements, adjusted to the Unisys worldwide center region.

NATURE OF THE BUSINESS CARRIED AT UNISYS

Unisys candidates’ aptitude in:

 Consulting
 System incorporation
 Server innovation
 Infrastructure

Expertise is used to focus on market demand, client need, and this is where they have greatest
strength:

Security: Helps the client to monitor their operations-places, individuals, resources and
information to make trustful and less dangerous.

Outsourcing and information change: Increasing proficiency and utilization of their server
farms.

Support administrations and end client sourcing: expanding backing to end clients all
through their gadgets and desktop.

Applications modernization: Modernizing their imperative business applications.

31
VISION, MISSION AND QUALITY POLICY

Vision: “Enabling the customers to do more with less”.

Mission: To build high-performance, security-centric solutions for the most Demanding

businesses and governments on Earth.

Quality Policy: Server farms that are worked in Unisys are authorized on worldwide
benchmarks for administration incredibleness. These affirmations incorporate ISO
9000:2008, ISO 2001:2005 and ISO 27001 benchmarks.

RECENT PROJECTS IN UNISYS:

Security Files: Worldwide study that gives factually related experiences into the aspects of
clients on a wide scope of wellbeing. Money related surety-concerning budgetary double
dealing and ability to meet individual obligation. Web-security-connecting to spam, infection,
monetary exchanges.

Cloud 20/20: Unisys propelled cloud 20/20, specialized task challenge for I.T students from
India furthermore from outside India. This challenge permits the understudies to come up
with imaginative thoughts to tackle issues of the organization related issues, ventures, etc. In
this occasion where 5 finalists are introduce their task before a board of judges that includes
of technologists. Cost incorporate money costs, innovation contraptions profession
opportunities with Unisys. The most recent version of competition is right now in progress.

I.T Consumerisation: A study is supported by Unisys and led by IDC that uncovered the
gap between the activities and desired of new era of I.T specialists. Association work with
institutionalized charge needs and control I.T models according to the outcomes.

Social Joint efforts: Unisys was in news that for expanding social joint effort inside of the
association. Online networking devices have been utilized by Unisys effectively to share
learning, expand development speed and so forth.

32
AREA OF OPERATION:
Unisys Corporation
Blue Shell,
Pennsylvania
United States

Facilities in India are located at:

Mumbai- Corporate office/Head office
Unisys India Pvt. Ltd.
Andheri east, Mumbai, India
Tel: (0)2266681800

Bangalore:
Unisys Global Services India
EIP Area, Whitefield, Bangalore, India
Tel: (0)8040323400

Bangalore:
Unisys India Private Limited
Sarjapur Main Rd
Carmelaram, Hadosiddapura
Bangalore, India.
Tel: 91 80 4032 3400

Hyderabad:
Special Economic Zone (SEZ), Unit I, 7th Floor, Block 2
DLF Cybercity, Plot no. 129 to 132, Gachibowli
Hyderabad Andhra Pradesh 500019
India
Phone: +91 40 6624 1000

33
Hyderabad:
Phoenix, aVance Business hub
Phoenix SEZ Unit III, GF, Tower H06
Gachibowli Village
Hyderabad Telangana 500081
India
Phone: + 91 40 6624 1444

COMPETITORS INFORMATION:
There are a lot of programming organizations in India which are doing admirably. However a
percentage of the contenders for the Unisys are:

 Tata Consultancy Services

 Wipro
 Infosys
 HCL Technologies
 Tech Mahindra
 IBM India
 Accenture
 L&T Infotech
 Mphasis
 Patni Computer Systems

34
 PARTNERS

1. BMC

2. DELL

35
3. EMC

4. GOOGLE

5. IBM

36
6. INTEL

7. MICROSOFT

8. AMAZON WEB SERVICES

37
9. ORACLE

10. NETAPP

38
INFRASTRUCTURAL FACILITIES

Facilities provided are:

 Good working conditions that makes working very easy.

 Personal systems/laptops provided to each employee.
 Other facilities like lifts, smoke detectors, visitors lounge, parking facility.
 High tech lab facilities and work stations provided to the employees.
 Travel and transport help desk provided.
 ATM- 24 hours
 Security facility for 24 hours in Unisys.
 Unisys has one of the best cafeterias for the employees.
 First aid facility in case of emergency.
 Medical department is situated at the office premises to ensure the health of
the employees.

39
SWOT ANALYSIS

Strengths:
 Ability for innovation
 Highly skilled employees
 Usage of social networking to maximum extent
 Innovative products produced
 Strong customer response due to convenience of services
 Financial position is strong

Weakness:
 Market Share is less
 Market Competition
 Lack of security a consumer concern
 No frequent update regarding new technology

Opportunities:
 Place for innovation
 Profitability and growth rate
 Expansion of products and services
 Takeovers

Threats:
 Worldwide Competition
 Substitution of product
 Issues in copy rights in abroad
 Lower cost competitors within the country

40
FUTURE GROWTH AND PROSPECTUS OF UNYSIS INDIA PRIVATE
LIMITED

Unisys is centering its assets and interest in four chose zones, for example, security;
server farm change, together with our server business, applications reproduction and end
client outsourcing.

The prime upright markets Unisys serves global including people in general part,
budgetary administrations and different business advertises together with correspondence and
transportation.

Unisys advance their item and administrations for the most part through an immediate
deals power. In certain outside nations, they showcase through wholesalers. Charging direct
deals power, Unisys makes usage of a particular gathering of union and accomplices to
market and supplement administrations and item accumulations.

41
42
 CHAPTER 3
THREOTICAL BACKGROUND

RECRUITMENT AND SELECTION

The HR is the most key assets of an organization. The accomplishment or
disillusionment of an affiliation is, as were, liable to the adequacy of the all inclusive
community working there in. Without helpful and inventive duty from people, people
affiliations can’t progress and succeed. Keeping in mind the end goal to achieve the
necessities of a relationship thusly, they need to choose people with required aptitudes,
abilities and experience. In the meantime, they have to keep the present and what’s more the
future necessities of the affiliation of the affiliation identity a top need.

ENLISTMENT

Enlistment is particular from Employment and Selection. Once the required number
and sort of HR are resolved, the administration needs to discover the spots where the required
HR will be accessible furthermore discover the procedure of pulling the applicants towards
the organization before selecting them for employments and this is known as enrollment.

R&S are standout amongst the most imperative elements of HRM. Enrollment is the
first step all the while, and which proceeds with choice and completions with setting the
applicant. It is an endless procedure.

It assumes a pivotal part on the grounds that unless the right kind of individuals is
procured, even the best arranges, association approaches and control framework would not
benefit much. Enlistment and choice are two noteworthy and vital strides in HR handle and
are regularly utilized reciprocally.

Enrollment implies finding and urging potential workers to apply for occupations.
Determination is worried with picking the right competitors from enlisted once. Enrollment is
said to be beneficial in its viewpoint as it tries to pull in whatever number applicants as could
be expected under the circumstances. Determination then again is negative in its states of
mind in however much as it endeavors to evacuate the greatest number of inadequate

43
hopefuls could be expected so as to locate the right applicants. However for effective
association the nature of the abilities contracted matters and consequently the corporate
perspective is as extremely positive.

OBJECTIVES OF RECRIUTMENT:
 To allow new blood at all level of the association.
 To grow a society that enraptures skillful individuals to the organization.
 To scan for the ability just not inside of the organization but rather additionally all
inclusive.
 To outline section pay that contends on quality yet not on quantum.
 To introduce strange with another point of view to lead the organizations.

FACTORS GOVERNING RECUITMENT

EXTERNAL FACTORS:

 Supply and Demand: Job market today in Bengaluru for professionals is excellent.
The demand is very high and quality professional available are very less.
 Unemployment frequency: At the point when the rate in a given locale is incredible
the organization’s enrollment procedure will be less complex. The quantity of willful
competitors is normally more prominent and the expanded of the work pool gives
better opportunity to connecting with qualified candidates. In the event that the
unemployment rate descends enrolling endeavors must be expanded and new sources
investigated.
 Market States of Work: Market conditions for work in a constrained territory are of
essential significance in selecting of most non-administrative, supervisory and centre
level positions.
 Political and Social considerations: Government policies and social considerations
such as reservations for SC’s, ST’s and other backward classes play vital role in
organizations policy.
 High Salary
 Brand name of the organizations

44
  Quality of candidates available in the market
 Strong training/mentoring in the organizations.

INTERNAL FACTORS:

 Recruitment Policy: Most organization have a policy on recruiting job internally like
job porting to various sources like media advertisement /internet/headhunt/employee
referrals etc. For the most part the approach is to incline toward interior souring. As
own representatives know the organization well and can prescribed applicants who fit
the association society.
 HRP: A noteworthy inside component that can shape the accomplishment of
enrollment calendar is regardless of whether organization possess in HRP.
 Size: Quality of weak/technology focus adds value to the frozen of recruiters.
 Cost: Cost of recruitment plays a prominent role. Recruitment plans to operate within
the budgets and aimed to minimize overall costs.
 Growth: The registering growth of the organization and the expansion policy also
influence the recruitment.

STRATEGY DEVELOPMENT

When it is known what number of what sort of gifts are required than genuine thought needs
a given to contract the right abilities. Association must take choice whether to take less gifted
representatives and contribute on preparing and improvement projects or they can procure
experts.

Where to look: With a particular final objective to reduce the cost, affiliation look during the
time spent labor advertises well while in transit to offer the required occupation seekers.
Overall associations see work sensible for authoritative and master delegates, nearby zones
for particular agents and neighborhood markets for mechanical delegates with latest of
development getting suitable candidates from any bit of country/abroad is made less
complex.

Instructions to look: Refers to techniques or wellsprings of enlistment. There are a few

techniques yet most well known are: External and Internal Sources.

45
RECRUITMENT AT UNISYS:
In Unisys total personal strength is 4000 approximately. The number of job openings
in the year 2017-2018 is around 5000. All the positions were filled, showing 100 percent
success rate of the recruitment team. In recruitment, Unisys believes in recruiting the right
talent that is the right fit rather than the best fit.

In Unisys job portals play a major role in hiring the right talent. In 2017-18 70% of
the total recruitment was through job portals.

Performance of recruiters is ascertained on some of the following framework.

 Innovativeness
 Process followed
 Number of position closed
 Cost per hire
 Source of hiring
 Contribution towards the team, department and organization.

In hiring the following criteria are given equal weightage:

 Fit with the desired organizational culture/values

 Basic skills needed to excel on the job/technical skills
 Educational/professional certification
 Personality
 Behavioral skills/competencies
 Prior experience in industry
 Global experience
 Learning/growth capacity
 Willingness to relocate

Average cost of recruitment per employee is less than Rs. 20000. This cost includes
consultant fee, travel cost, lodging and boarding cost, telephone cost etc.

The tools that the recruitment teams uses to measure the performances are: turnover during
probation, turnover after first year, turnover after second year, performance, cost per hire,
source of hire, expenses against budget, etc.

46
RECRUITMENT PROCESS IN UNISYS
 Intake Meetings
 Screening
 Scheduling
 Test/Interviews
 Rejects/offer
 Follow up
 Plan for backup
 Position closure report

Intake Meeting:

This is the meeting between the Hiring managers and recruiters regarding how many
employees to be hired in the company. Based on this meeting further recruitment process is
followed.

Sourcing:

Criteria for selecting the recruitment channels

Response Rate: The time taken by the channel to source the CV’s.

Conversion Rate: The success rate of CVs sourced to offer made, i.e. how many CV’s get
converted into offers.

Quality of CV’s sourced/Employee performance: Measured in terms of how good a candidate

is in terms of performance of the job, is she/heading value to the organization. In totality,
how much is she/he contributing in terms of return on investment?

Time required: The cumulative time required in following up, scheduling, screening, etc. The
lesser time taken the better.

47
Internal sources

Internal sources are from among the present organizational personnel who may be promoted
or transferred. Personnel who are once on the payroll of the company (but no longer so) may
also be considered.

EXTERNAL SOURCES
External Sources can be consultants, portals, walk-in (newspaper advertisement) employee
referrals, or direct (when candidates call up on their own).

o Newspaper/walk-in’s
Walk-in may be the best recruitment source especially when a large number of junior
position s need to be filled. Walk-in result from advertisement placed in newspapers,
which can draw a large number of recruits. However the life span of a newspaper
advertisement is just one day, hence a cost benefit analysis needs to be done.

o Campus Recruitment
The process followed
o Pre-Placement Talk: The pre placement talk was a CD based presentation lasting 30
minutes. This was done with a view to show stability in communication at all
campuses. A question and answer session with the students followed the presentation,
lasting a few minutes.
o Application Bank: All eligible candidates filled up the application blank, formally
known as the consolidated information sheet.
o Written Test and Group discussion: Candidates who fulfilled the eligibility criteria for
selection were shortlisted to go through the written test.

The shortlisted candidates are also gone through group discussion. Team size is 7 candidates
per group. The objective was to check

 Communication
 Initiative
 Applicability

48
  Creativity
 Team spirit

There was an observation sheet for each group where in candidate’s performance during
group discussion was assessed and marked.

o Interview: Candidates short-listed after the test and group discussion rounds go
through the final round, interviews.
o Selection List: A list of candidates was given to the placement officer and HR
representative make a formal announcement of the same on the same day.

o Consultants
Unisys has contractual agreements with consultants. The contract period varies from
six months to one year, depending on the past performance of the consultants.

Consultants are used as an alternative to newspaper to newspaper advertisements for

walk-in interviews, which takes place almost every weekend. The consultants called
to line-up candidates with pre defined requirements.

o Employee Referrals:
Employee reference is where an employee of Unisys refers someone they know for an
opening in the company.

o Job Portals
Job portals comprise a large database of CV’s for various positions, skill set, etc.
There are few lakhs of resumes on each job portals. Job portals such as Naukri.com,
Monster.com, Times job.com etc. job portals act as a major source of recruitment in
Unisys.

Sourcing
The first step in talent acquisition cycle is sorting of the incoming resumes (sourced
CVs based on the prescribed criteria and their initial Screening for the next state of the
recruitment process test/interview). Thus is a time consuming process given high volume of
incoming resumes.
49
 Job related duties and requisites qualifications for the position as listed on the
prescribed form provided the basis for initial screening. The applications are short-listed by
the recruitment department and then sent to head who further short-list them, the final short-
listed resumes are then forwarded to the next higher authority.

Scheduling (Test/Interview)
After the screening and short-listing, the applicants are invited for test/interview. The
methodology of the selection varies for the different positions.

Issue of Offer Letter/Rejection

Once the test and interviews are over candidates are informed whether they are
selected for the particular job or not and accordingly offer or rejection letter is been issued to
the candidates.

Follow up with the candidates

Recruiters follow with the chosen candidate continuously until the candidate arrives
in Unisys. Recruiters also keep the delivery head and the employee in charge of resource
allocation informed of any change in date of joining and/or of any drop outs. The same will
be resolved in recruitment database.

Tracking and Reporting

The recruitment team keeps the track of resumes and interview status and ensures that
the database is updated daily. The database has the information about candidates appearing
for the test/interview and the status of these test/interviews.

SELECTION
Alongside the enlistment the intelligent stride in the HR procedure is choice of
qualified and skilled individuals. The part of choice in an association is pivotal for no less
than two reasons.

50
 Initially work execution relies on upon people. The most ideal approach is to improve
the execution is to contact individuals who have skills and eagerness to work. Second
admission acquired in controlling and employing work force tell about the piece of
determination.

SELECTION PROCESS
Selection is a process of decision making. A process is a number of interrelated activities.
These activities are interrelated as they are sequenced and established sort of hierarchical
relationship. This degree pattern begins with initial evaluation interview and concludes with
the final employment decision.

 Preliminary Interview

This interview is usually conducted by a panel of technical interview receptionist in

the company. This is basically a grouping process in which potential applicants are
given the necessary data about the nature of the jobs in the organization.

 Selection (Test)

Applicant who clear the first interview that is Preliminary Interview are called for test.
Different kinds of test are conducted. For the majority part the tets are utilized to
settle on the candidates capacity, fitness and identity.

A segment of tests are:

o Ability Test:
Assists in deciding the individuals capability to learn in a given region.

o Personality Test:
Given to gauge a view point workers inspiration to work in a specific workplace.

51
o Interest Test:
Are to quantify the individual action inclinations.

 Employment meeting:
Interview is formal in depth discussion conducted to assess the candidate’s
applicability. It summarizes integrates all information concerned with candidates. It
enables the organization to get a wholesome view of the candidates including his
intelligence, personality, interest and attitude to life.

It popularly stems from its flexibility. It allows two way exchange of

information. The employment interview can be,
 One to one
 Sequential
 Panel

Types of Interviews

o Structured : In an organized meeting the questioner utilizes present institutionalized

enquires which are put to every one of the meeting.
o Unstructured: the meeting is usually impromptu and the interviewee does the major of
the talking.
o Mixed : A mix of organized and unstructured inquires, which looks like what, is
normally done by and by.
o Stress meeting : Led to know till what degree the applicant can take the anxiety.

 Reference and background checks

Numerous enrollment specialists demand for names, telephone numbers or address
and references for the reason for approving data and might be increasing additional
foundation data of hopeful. While recorded on the application structure references are
not checked until a candidate has effectively moved the fourth phase of the
accompanying procedure.

 Selection Decision

52
 Ensuing to getting information to the previous steps, determination decision the most
troublesome of the significant number of steps must be made. Determination
decisions must be taken from pool of competitors who clears the gatherings, tests and
reference check at cetera. The view point of the line boss will be generally considered
in an official conclusion since it is he or she who is responsible for the execution of
new laborer. The HR chairman has basic impact unmistakable decision.

 Job Offering
Through a letter of arrangement employment offering is been made which contains a
date by which a candidate they must join the obligation. The nominee must be given
reasonable point in time for reporting.

 Employment Contract
Once the employment offer has been made and the applicants welcome the offer,
certain archives should be executed by the scout and the competitors. The essential
data that ought to be incorporated into a composed contract of vacation will fluctuate
as per the level of occupation. Be that as it may, the formal check run down will be
given in the annexure.

 Evaluation of choice project:

The board test of the adequacy of the determination procedure is the nature of the
staff employed. An association must have cable and conferred faculty. An occasional
test ought to be done in association to assess the determination framework. The
general layout highlights the regions and inquires to be secured in the annexure.

53
54
1. Through which source Unisys recruit the employees?

TABLE 4.1: Table showing the no. of response through which source Unisys recruit
employees

Sources No of respondents Respondents %

Internal Source 20 20

External Source 30 30

Both 50 50

Total 100 100

NO. OF RESPONDENTS

Internal External Agencies Both

20%

50%

30%

Graph showing the no. of response through which source Unisys recruit employees.

55
INTERPRETATION:

Observation:

It is interpreted from the chart that 50% of the sample use both external and internal
source for recruiting candidate while 20% is internal source and while 30% is external
source is used.

Inference:

Unisys recruiters have given equal weightage for both internal source and external
source of recruitment. While some said that only internal or only external source is
been used.

56
2. Please mention the external sources use for recruitment?

TABLE 4.2: Table showing the No. of response regarding which external source Unisys use
for recruitment

Sources No of respondents Respondents %

Advertisement 5 5

Job sites/E-recruitment 40 40

External Agencies 25 25

Direct Applications 10 10

Campus 20 20

Total 100 100

NO. OF RESPONDENTS MENTION THE

EXTERNAL SOURCES UNISYS USE FOR
RECRUITMENT

No. of Respondents mention the external sources unisys use for

recruitment

40

25
20
10
5

Advertisement Job Sites External Direct Campus

Agencies Applications

Graph showing the No. of response regarding which external source Unisys use for
recruitment

57
INTERPRETATION:

Observation:

The chart above shows that 40% of external sources used is job sites, while 25% is external
agencies, 20% is campus selections, 10% is through direct applications and 5% is through
advertisement.

Inference:

The above observation shows that greater weightage is given to Job sites because it becomes
it is most convenient channel and it plays a major role in selecting new candidates. The
Company takes the help of external agencies when the job demands for certain critical skills
which require top management talent. Hence very least weightage is given to advertisements

58
3. Please mention the internal sources Unisys use for recruitment?

TABLE 4.3: Table showing the no. of respondent that internal sources Unisys use for
recruitment

Sources No of respondents Respondents %

Job Posting 65 65

Promotion 10 10

Employee referrals 5 5

Transfers 20 20

Total 100 100

NO. OF RESPONDENT IN PERCENTAGE

MENTION THAT INTERNAL SOURCES USE FOR
RECRUITMENT

No. of respondent in percentage mention that internal sources use for

recruitment
65

10 20
5

Job Posting Promotion Employee Transfers

Referrals

Graph showing the no. of respondent that internal sources Unisys use for recruitment

59
INTERPRETATION:

Observation:

From the chart it is observed that 65% is for Job Posting, then to Transfers is 20% and to
Promotion is 10% and the least is for employee referral that is 5%.

Inference:

From the observation we can infer that company goes for job posting because the company
will get the employees within the company to whom company knows better. Then to
promotion it given bit if weightage as it will allow the employees to work different job which
will make them efficient in other important jobs and even they get exposure. And employees
reference is given least importance which will discourage favourism.

60
4. Total Number of recruitment in a year

TABLE 4.4: Table showing no. of respondent indicating Total Number of recruitment in a
year

No. of recruitment No of respondents Respondents %

0-250 5 5

250-500 5 5

500-1000 15 15

1000 and above 75 75

Total 100 100

NO. OF RESPONSE THAT TOTAL NO. OF

RECRUITMENT IN A YEAR
0-250 250-500 500-1000 1000 and above

5%
5%

15%

75%

Graph showing no. of respondent indicating Total Number of recruitment in a year.

61
INTERPRETATION:

Observation:

From the graph it is observed that 75% is for between 1000 and above recruitment per year is
taken, then to 500-1000 is 15% and 250-500 and 0-250 is just 5%.

Inference:

From the observation we can infer that company recruits almost 1000 and above employees
per year. It shows that the strength of employees is good in the company.

62
TABLE 4.5: Table showing that challenges Unisys face in managing the employees.

Challenges No. of respondents Respondent in %

Attrition 75 75

Replacement 10 10

Absenteeism 10 10

Cost of 5 5
performance

Total 100 100

No. of respondents in percentage

Attrition Replacement Absenteesim Cost of Performance

5
10

10

75

Graph4.5 showing that challenges Unisys face in managing the employees.

63
INTERPRETATION:

Observation:

From the graph it s observed that 75% is for attrition, 10% for both replacement and
absenteeism, and last and least 5% for cost of non performance.

Inference:

From the observation we can infer that company face maximum challenge in attrition rate
which company needs to tackle in future in order to reduce attrition. It needs to implement
new strategies to reduce attrition rate. Replacement, absenteeism and cost of non performance
is also a challenge for the company but not as attrition. So mainly company needs to look to
tackle attrition.

64
6. How do you reach out to candidate regarding an opening in Unisys?

TABLE 4.6: Table showing no. of respondents reach out to candidates regarding an opening
in Unisys

Sources No. of respondents Respondent in %

Job fair 5 5

Employees referral 15 15

Friends/Colleagues 5 5

Job Portals 60 60

Consultants 15 15

Total 100 100

No. of respondents in Percentage

Consultants

Job protals

Friends/colleagues No. of respondents in

Percentage

Employees Referal

Job Fair

0 10 20 30 40 50 60

Graph4.6 showing the employees response to reach out to candidates regarding an opening
in Unisys.

65
INTERPRETATION:

Observation:

From the graph it is observed that 60% is for job portals, 15% for both consultants and
employee referrals, and lat and least 5% for Friends/ Colleagues and Job Fair.

Inference:

From the observation we can infer that most important or most used source for reaching out
to candidates regarding an opening in Unisys is Job portals. So it shows that the company is
purely independent on Job Portal for reaching out to candidate. And even it has its own
advantage as Company will get wide choice to select the candidates. Other channels that are
consultants, Job fair or employee referral is not given much importance.

66
7. What technique of interview, do you think is best for Unisys?

Table 4.7 Table showing the no. of respondents think that which technique of interview is
best for Unisys

Mode of No. of respondents Respondent in %

Interview
Group discussion 5 5

Presentation 5 5

Telecom/personal 10 10

Written Test 60 60

Technical Interview 20 20

Total 100 100

No. of respondent in Percentage

Group Disussion Presentation Telecom/personal
Written Test Technical Interview

5%
5%
20%
10%

60%

Graph 4.7 Graph showing no. of respondents think that which technique of interview is best
for Unisys.

67
INTERPRETATION:

Observation:

From the graph it is observed that 60% is for written test and 20% for technical interview,
10% for personal Interview and last and least 5% Group discussion and presentation.

Inference:

From the observation we can infer that much importance is given to written teat than other
modes. Written actually helps to know that aptitude of the candidate and even their
knowledge regarding the job position. Whereas technical round is also given importance but
not as much as written test.

68
8. Which is the important feature the Unisys looks for in a candidate?

Table 4.8 Table showing no. of respondent indicating important feature the Unisys look for
the candidates

Quality No. of respondents Respondent in %

Knowledge 40 40

Past Experience 20 20

Discipline 10 10

Communication 20 20
Skills

Team Work 10 10

Total 100 100

No of respondents in percentage
40
35
30
25
20
15
10 No of respondents in
5 percentage
0

Graph 4.8 showing that employees response that the most important feature the Unisys look
for in a candidate.

69
INTERPRETATION:

Observation:

From the graph it is observed 60% of importance is given to knowledge in terms of quality in
an candidate which Unisys looks for 20% for past experience and communication skills,
10%for discipline and team work.

Inference:

The above observation infers that, most of the employee agree that knowledge is the most
important quality required in a candidate for Unisys. Some think that past experience and
communication is also important in a candidate for Unisys.

70
9. Selection in Unisys is done on the basis of merit

TABLE 4.9: Table showing the No. of respondent response towards selection in Unisys is
done on the basis of merit

Scale No. of respondents Respondent in %

Agree 60 60

Strongly agree 10 10

Partially Agree 20 20

Disagree 5 5

Strongly disagree 5 5

Total 100 100

No. respondent in ercentage that selection

in Unisys is done on the basis of merit
Agree Strongly Agree Partially Agree Disagree Strongly disagree

10%
20%

5% 60%
5%

Graph 4.9: showing the employees response that selection in Unisys is done on the basis of
merit.

71
INTERPRETATION:

Observation:

The above analysis shows that 60% of the sample agree with this, around 20% of the sample
partially agree with it, 10% of the sample strongly agree with it whereas 5% of the ample
strongly disagree and disagree.

Inference:

The above observation infers that, most of the employee agree with selection is done on the
basis of merit and some proportion of disagreement is also there.

72
10. Interview helps to measure strengths and weaknesses of the candidates.

TABLE 4.10: Table showing no. of respondent response that interview help to measure
strengths & weakness of the candidates.

Measure No. of respondents Respondent in %

strength and
weakness
Agree 40 40

Strongly agree 50 50

Partially Agree 10 10

Disagree 0 0

Strongly disagree 0 0

Total 100 100

No. of respondent in percentage

50
40
30
20
10
0

No. of respondent in percentage

Graph 4.10: showing that employees respondent that interview helps to measure strengths
and weaknesses of the candidates.

73
INTERPRETATION:

Observation:

The above investigation demonstrates that half of the example unequivocally concur with
this, 40% of the specimen concurs with this while 10% of the example incompletely concurs
with this.

Inference:

The above observation infers that, most of the employee agree that most of the employees
agree with interview helps them to measure the strength and weakness of the candidates.

74
11. How do you attract to join Unisys?

TABLE 4.11: Table showing no. of respondents saying how they attract candidates attract to
join the Unisys.

Basis to attract No. of respondents Respondent in %

the candidates
Flexible Working 9 9
hours

Fringe Benefits 9 9

High Salary 24 24

Freedom to Work 10 10

Innovative Task 48 48

Total 100 100

No.of respondents in Percentage showing

basis to attract the candidates to join
Unisys

10% Flexible Working Hours

24%
Fringe Benefits
58% High Salary
48%
9% Freedom to Work
Innovative Task
9%

Graph 4.11: showing the employees response that attracts the candidates to join the Unisys.

75
INTERPRETATION:

Observation:

From the above table we observe that 48% of the sample joins the organization because of
innovative task in the work, 24% of the sample for high salary, 10% join because of freedom
to work and 9% of the sample join to get fringe benefits and flexible working hours.

Inference:

The above observation infers that, most of the employees join the company because of
innovative task which they can perform in the Unisys and some of them joined to get high
salary etc.

76
12. Rate the effectiveness of selection process

TABLE 4.12: Table showing no. of respondents that rate the effectiveness of selection
process.

Rate the No. of respondents Respondent in %

Effectiveness
Very Bad 0 0

Bad 0 0

Neither bad nor 10 10

good

Good 70 70

Very Good 20 20

Total 100 100

No. of respondents in Percentage

80

70

60

50

40
No. of respondents in
30 Percentage

20

10

0
Very Bad Bad Neither Bad Good Very Good
Nor Good

Graph 4.12: showing the employees respondent the rate the effectiveness of selection process.

77
INTERPRETATION:

Observation:

The above table demonstrates that 70% of the respondents saying the enrollment procedure is
great, 20% of the representatives saying great enlistment process where as just 10% saying
neither awful nor great.

Inference:

The above observation infers that, highest number of respondents is of opinion that
recruitment process is effective where as few saying that it is neither good nor bad.

78
14. E-Recruitment (like entrances, social sites) has gotten to be should to get by in the
focused business sector?

TABLE 4.14: Table showing that No. of respondents stating that E-recruitment has become
must to survive in the competitive market.

Portals become No. of respondents Respondent in %

survive in the
market
Yes 95 95

NO 5 5

Total 100 100

No. of respondents in percentage

No 5

No. of respondents in
percentage

Yes 95

0 20 40 60 80 100

Graph 4.14: showing the respondent stating that E-Recruitment has become must to survive
in the competitive market.

79
INTERPRETATION:

Observation:

The above table showing that 95% of the sample saying that E-Recruitment has become
must to survive in the market where as only 5%are saying not required.

Inference:

In the above we can almost understand that most of all the employee believe that E-
recruitment is must in the current market to survive. And even the E-Recruitment helps the
company to get the best candidate in the organization and it provide a wide choice for
selection.

80
81
 LEARNING THROUGH THE PROJECT

 Doing a project work means learning a various things along with great fun and effort.
It has not only been my various qualities such as imitative, presentations, skills,
optimistic thinking management but also has built a “Yes, I can do it”.
 Recruitment and selection are followed by HR department was studies with practical
experience, implementation on the basis as well s off the job training.
 The project work provides an opportunity to know that recruitment process followed
in the organization and have practically experience in the organization.
 And lastly, it being individual project in the post-graduation, it has taught me the
usage of many others managing lesson in an organization, and I have to face
challenging with an ease.

82
83
 CONTRIBUTION TO THE HOST ORGANIZATION
The analysis which I carried out and recruitment selection process highlighted in the
major areas of concern. This was the important contribution of the project to the organization
as it is made clearer on which aspect the company should focus and work out.

This helps the organization to decide what actions should be taken from the
employees prospective so that the selection and recruitment process will be more effective.

84
85
 CHAPTER 5
FINDINGS AND OBSERVATIONS
 The Unisys hires employees through job portals, employee referrals, external
agencies, campus placements and in this job portal plays a key role in recruitment as
company gets required employee as the applicants are more as compared to other
methods.
 Unisys recruiters give equal importance for both internal source and external source
of recruitment.
 In terms of internal sources company go for job posting because the company will get
employees within the company to whom company knows better.
 Unisys recruits almost more than 1000 employees per year which is a good number.
 The main challenge face by the company is attrition rate.
 The steps followed by the Unisys in recruitment process are well defined and
coordinated.
 The most used source for reaching out the candidates regarding an opening in Unisys
is Job portals.
 Interview method for which more importance is given to written test, communication
and knowledge regarding the job in Unisys.
 The company selects the employees on the basis of merit.
 Most of the employees in the Unisys agree that interview helps to measure the
strengths and weakness of the candidates.
 Most of the candidates apply for job in Unisys because of innovative job which they
can perform and because of good salary they get in Unisys.
 Recruitment process in Unisys is effective.
 E-Recruitment plays a crucial role in Unisys and it has become must of the company
to survive and to get skilled employees for the organization

86
 SUGGESTIONS:
From the above findings it is suggested that:

 The best recruitment method suggested to the company is job portals/Job boards
because it is less expensive and less time consuming and even the company adopts the
same.
 The Company should concentrate more on knowledge and communication skills in
the candidates than aptitude.
 The attrition rate is very high in this sector so the company should give more
importance to reduce the turnover rate by using effective methods of recruitment and
selection. It can also reduced by providing more incentives, gifts, by conducting
sports for the employees and some other motivating factors.
 Company should give the freedom to work for the employees so that the candidates
get attracted to apply for the job here in Unisys.
 The Company should focus more on personality test which will provide more details
regarding individual character.

87
 CONCLUSION
 This study on recruitment and selection process at Unisys, Bangalore was to assist the
recruitment team to hire a right candidate with the right skill to best fit the
organization.
 The company hires through job portals, employee referral, external agencies etc. job
requirement plays a key role in finding the right kind of test that can be conducted on
prospective applicants.
 After having decided the no. of work force required the human asset, faculty director
continues with recognizable proof of wellsprings of enrollment (outer and inner) and
finding suitable contender for livelihood. Both inner and outer wellspring of labor are
utilized relying on the sorts of staff required.
 Man power arranging gives an evaluation of the no. what’s more, sort representatives
required in the association. The following assignment of director is to discover
proficient persons who might be working in the association itself while others will
must be looked for from outside the association. To conclude my project, R&S
should be an organizational objective of human resource management. In every
organization recruitment is must. Good performers assist an organization to attain
preferred goals and objectives.

88
89
 BIBLIOGRAPHY
1. Human Resource management- VSP Subba Rao
2. Human Resource management-Aswathapa
3. www.google.com
4. www.scribed.com
5. www.yahoo.com
6. www.slideshare.com
7. www.unisys.com

90
91
 ANNEXURE
QUESTIONNAIRE
Dear Sir/Madam,

I Akshata Ravindra Joshi, currently pursuing my MBA from Pratibha Institute of Business
Management, Pune needs to conduct a survey on the Recruitment and selection process
followed in Unisys for the Internship work towards the partial fulfillment of the University
regulations for the degree of Master of Business Management by Savitribai Phule University,
Pune.

I kindly request you to respond to the following questions. The information provided by you
will be used only for academic purpose and confidentiality of your opinion will be
maintained.

PART-A

1. Name-
2. Gender-
3. Qualification-
4. Age-
5. Designation-

92
 PART B

1. Through which source Unisys recruit the employees?

a) Internal source

b) External source

c) Both

2. Please mention the external source Unisys use for recruitment?

a) Advertisement

b) Job sites/E-recruitment

c) External Agencies

d) Direct Application

e) Campus

3. Please mention the internal sources Unisys use for recruitment?

a) Job posting

b) Promotion

c) Employee referrals

d) Transfers

4. Total number of recruitment in a year.

a) 0-50

b) 50-75

c) 75-100

93
d) 100-500

5. Please mention the challenges Unisys face in managing employees?

a) Attrition

b) Replacement

c) Absenteeism

d) Cost of non-performance

6. How do you reach out to the candidates regarding an opening in Unisys?

a) Job fair

b) Employees referral

c) Friends/colleagues

d) Job portals

c) Consultants

7. What mode of interview, do you think is the best for Unisys?

a) Group Discussion

b) Presentations

c) Telecom/personal

94
d) Written Test

e) Technical Interview

8. Which is the most important quality the Unisys looks for in a candidate?

a) Knowledge

b) Past Experience

c) Discipline

d) Communication Skills

e) Team Work

9. Selection in Unisys is done on the basis of merit?

a) Agree
b) Strongly agree
c) Partially Agree
d) Disagree
e) Strongly disagree

10. Does Interview helps to measure strengths and weaknesses of the candidates?

a) Agree
b) Strongly agree
c) Partially Agree
d) Disagree
e) Strongly disagree

95
11. How do you attract candidates to join Unisys?

a) Flexible Working hours

b) Fringe Benefits
c) High Salary
d) Freedom to Work
e) Innovative Task

12. How will you rate the effectiveness of selection process?

a) Very Bad
b) Bad
c) Neither bad nor good
d) Good
e) Very Good

13. Unisys employee referrals play crucial role for attracting the talent pool?

a) Strongly disagree
b) Disagree
c) Neither Agree nor Disagree
d) Agree
e) Strongly Agree

14. E-Recruitment (like entrances, social sites) has gotten to be should to get by in the
focused business sector?

a) Yes
b) No

96
97