A STUDY ON RECRUITMENT AND SELECTION PROCESS

UNDERGONE AT
NTRUST INFOTECH PRIVATE LIMITED, CHENNAI.

Submitted to the

FACULTY OF MANAGEMENT SCIENCE

In partial fulfillment for the award of the degree of

MASTER OF BUSINESS ADMINISTERATION

Submitted by
P.PRIYANKA
(Reg. no.111918631068)
V.SUBASHINI
(Reg. no.111918631096)

ANNA UNIVERSITY
CHENNAI
 ABSTRACT

The purpose of this study was to assess the effectiveness of the recruitment and selection system
of NTrust Infotech Private Limited, Chennai. It was to find out the recruitment and selection
system of NTrust company, the effectiveness of the recruitment and selection practices of
NTrust company and ways to help improve human resource planning and development. The
study obtained information from HR Manager indicating that, details about job vacancies in
Naukri.com and employee referrals are mostly the mode for recruiting potential employees, it
was also realized that the method used in the recruiting and selection process was effective and
moreover helped improve employee performance, the study revealed that the selection and
recruitment process are also characterized with lots of challenges.

Effective recruitment and selection are critical to organizational success. They enable companies
to have performing employees who are satisfied with their jobs, thus contribution 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.
 1.1 INTRODUCTION

A STUDY ON SELECTION AND RECRUITMENT PROCESS

RECRUITMENT

According to Flippo- “It is process of searching for prospective employees &stimulating &
encouraging them to apply for job in an organization.” It is the activity which links the employer
and job seekers.

According to Yoder- Recruitment is the process to discover the sources of manpower to meet
the requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate number to facilitate effective selection of an efficient working force.”

It is often termed positive in that it stimulates people to apply for jobs to increase hiring ratio i.e.
the no. of applications for a job.

The process of generating a pool of qualified candidates for a particular job is the first step in the
hiring process.

The aim of recruitment is to attract qualified job candidates; the word qualified is stressed
because attracting applicants who are unqualified for the job is a costly waste of time.
Unqualified applicants need to be processed and perhaps tested or interviewed before it can be
determined that they are not qualified, to avoid these costs the recruiting efforts should be
targeted solely applicants who have the basic qualification for the job.

Recruitment forms the first stage in the process which continues with selection & ceases with
placement of the candidates. Recruitment &selection are critical elements of effective human
managements.

With the human resource management paradigm they are not simply mechanism for filling
vacancies. Recruitment & Selection is a function of major importance to the success of an
enterprise.

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Placing the individual by:

1. Merit basis.
2. Considering the persons interest, backgrounds & physical capacities.
3. Examining the job available.
4. Matching the available job recruitment's with individual capacities.

“The art of choosing men is not nearly as difficult as the art of enabling those one has chosen to
attain their full worth”.

Recruitment is the process by which organizations locate and attract individuals to fill job
vacancies. Most organizations have a continuing need to recruit new employees to replace those
who leave or are promoted in order to acquire new skills and promote organizational growth.

Recruitment follows HR planning and goes hand in hand with selection process by which
organizations evaluate the suitability of candidates. With successful recruiting to create a
sizeable pool of candidates, even the most accurate selection system is of little use

Recruiting begins when a vacancy occurs and the recruiter receives authorization to fill it. The
next step is careful examination of the job and enumeration of skills, abilities and experience
needed to perform the job successfully. Other steps follow:

 Creating an applicant pool using internal or external methods

 Evaluate candidates via selection
 Convince the candidate
 And finally make an offer

Thus, we can say that:

 Recruitment is the activity that links employer and job seekers.

 It is the process of finding and attracting capable applicants for employment. It begins when
their applications are submitted. The result is the pool of application from which new
employees are selected.

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  It is the process to discover the sources of manpower to meet the requirements of staffing
schedule.
 Recruitment of candidates is the function preceding the selection, which helps to create a
pool of prospective employees for the organization so that the management can select the
right candidate for the right job from this pool. The main objective of recruit process is to
expedite the selection process.

ACTIVITY FLOW

The organization philosophy should be kept in mind while formulating the recruitment procedure.

The HR department would set the recruitment norms for the organization. However, the onus of
effective implementation and compliance with the process rests with the heads of the respective
functions and departments who are involved in the recruitment and selection process.

The process is aimed at defining the series of activities that needs to be performed by different
persons involved in the process of recruitment, the checks and control measures to be adopted
and information that has to be captured.

Recruitment and Selection is conducted by:

 HR & Branch Manager

 Functional Head

Factors affecting Recruitment:

All organization whether large or small, does engage in recruiting activity this depends upon:

1. Size of the organization.

2. The employment condition in the organization, the efforts of the past recruitment efforts which
show the organizations ability to locate good performing people.

3. Working conditions & salary benefit packages offered by the organization which may
influence & necessitate future

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a) Recruiting

b) The rate of growth of organization

c) The level of seasonal operations & future expansion &production programs.

d) Cultural, economic & legal factor etc.

E- recruitment:

Managers now use emails & the web to bypass campus career centers an email, news letter to the
student to get them interested in the firm the manager can take the complete responsibility for all
the recruiting. Doing their own recruiting also put them in better touch with the market &
their needs.

Sources of Recruitment:

There are a great number of recruitment sources available the most prominent of these sources
are:

 Current Employees: Many companies have a policy of informing current employees about
job openings before trying to recruit them from other sources, internal job postings give
current employees the opportunity to move into the forms more desirable jobs however; an
internal promotion automatically creates another job opening that has to be filled.
 Referrals from current employees: Studies have shown that the employees were hiring
through referrals from current employees tend to stay with the organization longer & display
greater loyalty &job satisfaction than employees tend to refer people who are
demographically similar to themselves which can create equal employment opportunity
problems.
 Former Employees: A firm may decide to recruit employees who previously worked for the
organization these are the people who are laid off or who work seasonally because the
employer already has experience with these people, they tend to be safe hires.
 Print Advertisement: Advertisements can be used both for local recruitment efforts
(newspaper) & for targeted regional, national or international searches for instance; clinical

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 psychologists often find jobs through listing in American psychological association’s
monthly newspaper.
 Internet Advertising: Employers are increasingly turning to the web as recruitment to
because on line ads are relatively cheap, are more Employment.
 Agencies: Many organizations use external contractors to recruit & screen applicants for
position. Typically, the employment agencies are paid free based on the salary offered to the
new employees. Agencies can be particularly effective when the firm is looking for an
employee with a specialized skill. Another advantage of employment agencies is that they
often seek out candidates who are presently employed & not looking for a new job, which
indicates that their current employer is satisfied with their performance.

Recruitment in India

Recruitment in India is made through different channels. Recruitment procedure is quite

systematic & not wholly scientific.

Channels of Recruitment:

Recruitment through intermediaries

 Recruitment through contractors

 Direct Recruitment
 Recruitment through employment exchange
 Other Methods
 Through Trade Union
 Through Labour Office
 Through referee
 Recruitment through the web

This kind of recruitment is called e-recruitment; the company sends the newsletter to the
candidates, regular job updates to target the right candidate. The company selects the candidate
from the data base available this helps the company to directly contact the candidate. Once a firm
has prepared a job description & person specification. It will be time to advertise the vacancy.
They can do this internally or externally.

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Internal Recruitment:

Internal recruitment involves findings someone already employed by the Organization to fill the
vacancy.

Advantages of Internal Recruitment:

1. Applicants will already know the company & its methods of working & are therefore
likely to settle into the job a great deal easier than external candidates.
2. The cost of recruitment is reduced, there will be no need for external
Advertisements & all administrative cost & time involved in dealing with applications.
3. Internal Recruitment & promotions will increase motivation of work force.

External Recruitment:

External Recruitment means looking outside the company for candidates for vacancy.

Advantages of External Recruitment:

1) Introduces new people with new ideas, can allow leaps forward in thinking and helps
avoid getting stuck.
2) Wider range of candidates giving more choice.
3) Takes advantage of training provided by other companies, reduces costs & increase skills.

There are a wide variety of methods firm can use to find suitable candidates the actual method or
methods used will depend upon the type of vacancy & number of vacancies available.

For skilled & professional workers it may be appropriate to use to find suitable candidates. The
actual method or methods used will depend upon the type of vacancy & the number of vacancies.
Headhunters can be used when senior management positions become vacant. Head hunters will
use their knowledge of employment market to find suitable candidates.

For semi skilled workers advertisements in local & nation newspaperman are appropriate. The
job center can be used for clerical administrative& unskilled workers.

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RECRUITMENT PROCEDURE

RECRUITMENT PROCESS

When there is any vacancy in any department or is going to arise the concerned department
informs the HR Department. If an internal transfer or selection can be done then the application
is asked from employees who are interested in career shifts can be selected to
the vacant place. The vacancies are internally advertised on the notice board.
Internal Sources:

Internal sources consist of employee referrals which enable quick availability of CVs to the HR
department earning better posts through referrals benefits the employees & getting quickly
eligible candidates & high moral of the employees benefit the company. But these internal
references are limited to filling up vacancies at the lower level.

The following guidelines are issued to streamline the internal recruitment procedure.

 An employee must have at least worked for 5 years in the position where he is working to
become eligible for internal Recruitment.

 Employees in the contractual obligation should also be permitted to apply against internal
advertisement but it depends on his qualification & efficiency work.

External Sources:

External Recruitment is conducted when there is no internal force to fill up the vacancy & the
company is looking out for new candidates. The external sources are used for recruiting
permanent employees or who are higher up impositions.

External Sources Used are:

1. Placement Agencies or consultants: - The vacancy is communicated to the placement

agency along with the job description & other specification. The CVs are sent in to the
company where the HR Manager & the concerned department head specify according to
their recruitment.
2. Advertising: - Advertisements are given by- newspaper likes The Times of India, Indian
Express etc about the vacancy along with minimum qualification requirement.

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 Advertisement is used when qualified or experienced personnel are not available from
other sources.
3. Central Employment Exchange:-The HR Manager contacts the employment exchanges
& gets the suitable candidate for the required job.

SELECTION PROCEDURE

The various steps in the selection of the desirable person in the employment procedure starts
only after the applications from the prospective employees are receive by the concern .These
applications are scrutinized considering the standard set out by the organization,. The application
are screened out at each step and those who are found borne job
are selected finally .The following are the necessary steps generally involved in the selection
process;-

1) Preliminary interview
2) Application blank
3) Employment Test
4) Employment interview
5) Reference check
6) Medical examination
7) Final selection

STEPS IN SELECTION PROCEDURE:-

1. Preliminary interview:
It is the first step after receipt& scrutiny of the applications forms in the Selection process. The
purpose of this type of interview is to eliminate
the unqualified or unsuitable candidates .It should be quite brief just to have
an idea of general education,experience, training, appurtenance, personality etc.
of the candidate & to obtain his salary requirements.

2. Application Blank:
A blank application or application blank is the next important weeding out device in the selection
procedure. The successful candidates in preliminary interview supplied with the application

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blank to get a written record of the following information. Identify information such as family
background date & place of birth, age, sex, height, citizenship, marital status etc. Information
recording education: It include information about his academic career ,subject taken at various
levels ,school certificate & degree level, grade, division or place awarded in school & college,
technical qualification etc. Expected salary, allowance & other fringe benefits.

3. Employment test
Psychological& other test are becoming increasingly popular even in India as a part of the
selection process. However their utility is controversial .The personnel department can guide &
help in the selection of type of tests appropriate for a particular position.

4. Employment Interview:
Perhaps this is the most complex & difficult part of the selection process. The purpose of
interview is to determine the suitability of the applicant for the applicant for the job & job for the
applicant. Interview must be conducted in a friendly atmosphere & the candidate must be asked
the Basis of job specification. Unwanted questions should be avoided

5. Reference Check:
Employers generally provide a column in the application blank for Reference. If the applicant
crosses all the above hurdles an investigation May be made on the reference supplied by the
applicants regarding his Past employment, education, character, personal reputation etc.
Reference maybe called upon on telephones or may be contracted through mail or personal visit.
Additional information can also be recorded by asking the questions from references.
6. Medical Examination:
In almost all the companies even in India medical examination is a part of the selection process
for all suitable applicants. It is conducted of the final decision has been made to

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select the candidate. This is very important because a person of poor health may generally be
absent from work & the training given to him may go waste. A person suffering from any disease
nay spread it amongst others & all this effects the working of the concern.

7.Final Selection:
If a candidate successfully overcomes all the obstacles or tests given above he would be declared
selected. An appointment letter will be given to him mentioning the terms of appointment, pay
scales, and post on which Selected, when he joins the organization etc. It is the primary duty of
the HR manager to introduce him to the company & his job.

In the selection of the candidate whatever may be the procedure the

personnel department plays an important role. It should be kept in the mind
that the decision to recruit the personnel is not taken by the personnel
Department. It however assists the top executives in selecting the candidate
by devising the application from preparing the job description & setting the
job specification.

Key Differences Between Recruitment and Selection

1. Recruitment is the process of finding candidates for the vacant position and stimulating
them to apply for it. The selection means picking up the best candidate from the list of
applicants and offering them the job.
2. Recruitment is a positive process as it attracts more and more job seekers to apply for the
post. Conversely, Selection is a negative process as it rejects all the unfit candidates.
3. Recruitment aims at inviting more and more candidates to apply for the vacant position.
On the contrary, selection aims at rejecting unsuitable candidates and appointing the right
candidates at the job.
4. The activity of recruitment is quite simple because in this the recruiter does not have to
pay more attention to scrutinizing the candidate, whereas selection is a complex activity
because in this the employer wants to know every minute detail about each candidate so
that he can choose the perfect match for the job which requires thorough investigation.

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 5. Recruitment consumes less time as it only involves identifying the needs of the job and
stimulating candidates to apply for the same. Conversely, selection involves a wide range
of activities, right from shortlisting the candidates to appointing them.

Recruitment Vs Selection
Basis for
Recruitment Selection
Comparison

Recruitment is an activity of
Selection refers to the process of selecting the
Meaning searching candidates and
best candidates and offering them job.
encouraging them apply for it.

Approach Positive Negative

Inviting more and more

Picking up the most suitable candidate and
Objective candidates to apply for the vacant
rejecting the rest.
post.

Key Factor Advertising the job Appointment of the candidate

Sequence First Second

Vacancies are notified by the

The firm makes applicant pass through various
firm through various sources and
Process levels like submitting form, written test,
application form is made
interview, medical test and so on.
available to the candidate.

As recruitment only implies the

Contractual communication of vacancies, no Selection involves the creation of contractual
Relation contractual relation is relation between the employer and employee.
established.

Method Economical Expensive

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 CHAPTER-2
EXECUTIVE SUMMARY

In today’s rapidly changing business environment, organizations have to respond quickly to

requirement for people. 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 Resources 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 Recruitment and Selection 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 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 applicant.

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 CHAPTER-2
DETAILS OF STUDY

OBJECTIVE OF THE STUDY:

PRIMARY OBJECTIVE

1. A study on Recruitment and Selection process at NTrust Infotech.

SECONDARY OBJECTIVE

2. The objective of the study is to analyze and evaluate selection process for NTrust Infotech.
3. To know the perception of employees regarding recruitment and selection process.
4. The main objective is to select right candidates to the right jobs to reduce the cost of the
employment and losses occurred due to error made by the employees which are not
appropriate to the corresponding job.
5. The objective of this study is to find out the most efficient employee for the organization i.e.
NTrust Infotech Limited.
6. To suggest ways to improve Recruitment and Selection in NTrust infotech Limited.
7. To know whether employees are working according to their predetermined duties and
responsibilities or not.
8. To Study the implication of HR Manager in finding out what are various ways and means to
improve working capacity of the employees that have been adopted by the Company.

SCOPE OF THE STUDY

 This report is based on the study conducted at NTrust, Chennai.

 An attempt is made to analyze the company’s performance in comparison to the theoretical

aspects.

 It aims to understand the skills of the company in the areas like technological advancement,
leasing abstraction, translation and in the management.

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 IMPORTANCE OF THE STUDY

 Time limit is a major constraint.

 As per the company rules many information was not disclosed.
 It helps to analyze the interaction among various levels of management.
 It helps to find out the satisfaction level of meetings organized in the organization.
 As the HR managers are busy in their daily schedules it is not possible for me to spend
more time in interaction and discussion with them.

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5.2 ORGANIZATION STRUCTURE OF NTRUST INFOTECH:

MD & CEO

Board of Directors

General Manager

Marketing Manager HR Manager Finance Manager

Project Manager

(M, F, HR)

Team Leader

Project Trainee

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PRODUCTS

Products

Real-Estate consultation software

back-office
service

SERVICES:

services

Lease Lease Finance and

abstraction administration accounting

16
5.3 ORGANIZATION DUTIES AND RESPONSIBILITIES

1. Handling recruitment process:

One of the common role and responsibilities of the HR manager is that he/she is the person who
monitors the recruitment process of the company. The HR manager roles and responsibilities
include hiring responsible employees and employers who can invest their skills and abilities in
the overall development of the company. It is essential to have a knowledgeable and responsible
HR manager because without resourceful manpower the company cannot move in the right
direction of success.

2. Organization structure and planning:

Roles and responsibilities of an HR manager in an organization is to build an organizational

structure. The HR roles and responsibilities help in laying the foundation for the organization.
They participate to form different pillars in an organization that is responsible for its
development. They develop different strategies to meet the goals of the organization and
contribute their support to all the departments of their company. They also acknowledge team
leaders with their results VS actual and make them understand their target and how to achieve
them. They take a different kind of models and survey them by implementing in the organization.
They take care that each and every member is contributing to the organization.

3. Build HR policies and maintain them:

HR manager responsibilities and duties are to infuse the government’s HR policies in their
organization’s HR policy and keep revising policies for the better performance of employees.
One must be aware of all the government policies to reflect them in their policy. They keep track
of whether the policies they implemented are working successfully and if not they take necessary

17
action and inform their reporting executives to check out with their employees on this. It includes
leaves, promotions, regulations, pay, incentives, abscond policy, working hours etc.

4. Rewards and Recognition:

It is a human resource manager’s key task to recognize their employees and reward them for
their performance and contribution to the organization. They encourage employees to perform
well. According to their grading or rating, they will collect the information from the department
managers and recognize the employees as per their performance. They nominate some members
to form a team for this employee reward and recognition. They make sure that this process
underlies with organizational policies.

5. Employee development programs:

Once the hiring process is done, the human resource management will take care of their training
process. They prepare the program depending on the department and the nature of work and
enhance the new hires by making them experience with the organization’s environment. They
provide an opportunity for them to learn skills and develop in their career. They also conduct
employee engagement program in which one can interact with their colleagues-employee. They
do give training on awareness programs for women employees on how to protect themselves.

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Human Resources Managers Duties:

As a manager of an important division of an organization, the duties are usually many and also
hold great importance in a company. Some of them are listed below,

 Correlating and planning to make the best use of the employee talents and skills

 Administer the work of support staff and specialists of their team

 Building a relationship between employee and organization management

 Guide in helping their team in recruiting and hiring employee workforce

 Moderate and act on employee benefit programs

 Avoiding and solving different types of conflicts arising in an organization

 Consulting with department managers over important organizational issues

HR Tasks List:

The human resource team handles different elements in a company. The roles and
responsibilities of the hr manager is to support and manage employees, employee facilities,
issues, concern, feedback etc. They take care of employee salary, travel expenses, medical
treatment. The hiring process, relieving process all these will be listed under HR tasks
responsibilities or under duties of an hr manager. Here are the basic human resource (hr)
department functions in general.

1. New joining:

Once the organization recruits new hires, they will provide an appointment letter with all the
details. Collecting and maintaining records of the employees with all their personal and
educational details in it.

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Assigning them with their reporting manager. Providing them with temporary access ID cards,
IT facilities that are required for doing work, arranging them training, filing all the documents
like their bio-data, date of interview, date of joining, completing all formalities and keeping them
in records, providing them with insurance, professional fund schemes that are underlying with
government rules.

A training on basic safety and presentation on the company. Organizational structure, rules to be
followed and taking care of their on-boarding process.

2. Improving organizational performance:

They dedicate their existence by developing ideas to improve their company. They analyze the
requirement of the company and arrange the employees and their skills that would contribute to
growth. They develop the organization model right from the topmost leaders to the least level
executive and form a chain how one interconnects with others in a hierarchy. They evaluate the
results and start developing the employee knowledge for the success. They start organizing teams
to work in a team and combine their results. They make sure that every leader is aware of their
goals so that will help their peers focus towards the vision. They keep alarming all leaders about
productivity.

3. Employee support:

It is the roles and responsibilities of HR to take care of their employees, they will provide
solutions to the employee issues. They take feedback regarding organization facilities which
might be uncomfortable for them, the HR person will be ready to take up their issues to
management and sort them out.

The role of an hr department is to manage the benefits of employees and help them with their
rights. It is their duty to make the employees aware of their responsibilities while working in a
business environment, like how to keep the premises clean, about discipline, how to follow
safety in the work environment so that they protect themselves and workforce environment. They
help employees with attendance and login queries.

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4. Employee Welfare:

Planning, HR expenses that spent for employee welfare and providing a budget to finance and
accounting team. Developing programs for employee motivation and make them stress-free by
arranging events and influence harmony between employees. Ensures organization
announcements and communication is reached to every employee. Analyzing and implementing
the organizational agenda and make sure it in practice. They take the survey on employee
satisfaction and evaluate results and they communicate with employees and take feedback from
them so that they get satisfied. They measure the employee performance and assign them with
new roles and provide increment based on it.

Responsibilities of HR Manager

Daily HR duties:

Duties and responsibility of the HR manager is not only to recruit employees but also contract
employees. They develop HR Standard operating procedures also collect other department SOP’s
and review them. Identify vacancies and also responsible for role rotation process. Prepare an
organizational chart and implement it. They make sure equal opportunities are provided to each
and every employee. Revise and update protocols.

Employee Appraisal:

Employees expect an appraisal as per their performance and experience in the organization. HR
is responsible for the appraisal process, they analyze their responsibilities and roles and criteria
for the new role, conduct an interview and assign the new role.

The HR team identifies the same employees eligible for the role and picks the best employee
suitable for the role by communicating with the leaders. HR team appoints a team to coach the
employees for the new role and make them aware of the job requirements and their role in the
department. They ensure technical, diversity, experience, skills all these factors are fulfilled

21
while giving the appraisal. They design the pay as per the new role by enhancing the current pay
and provide them with the proper documents.

Legal Compliance:

HR also plays a key role in legal compliance. They adhere to the employment and labour laws, it
is their responsibility that they are maintained with discipline without ignoring it. They build a
structure as per the legal laws. They ensure the rights of employees are established in their
organization.

Also, they hire contract employees to take care of these responsibilities and they conduct audits
at regular intervals for internal discipline. So that they avoid legal cases and maintain a record of
legal laws to review and communicate to the organization. They are the point of contact to check
whether all laws are protected and established in each and every department.

Maintaining employee data:

A complete data of employee are stored in records with HR. In case of any issues, HR provides
information of particular employees. Their salary data, personal data, roles played, loan data,
medical claims are retrieved. This is utilized whenever the employee is transferred to another
location or promoted to another or while providing loan facility, they check the employee history.
They track the attendance as per their database and pay the employee accordingly. They assign
training as per the data, HR will have detailed information about their training history and
analyze new training that one needs for their growth. It will also be utilized during the employee
exit process to make a full and final settlement of the employee.

Human Resources Responsibilities List:

Human resources act as a backbone of any company, as a result, the roles and responsibilities
that come along with it are many. Some of the top functions and responsibilities are,

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 Hiring, Recruiting and Retention

 Vision, Value and Branding

 Employee Advocacy and Conflict Resolution

 Employee Benefits

 Compensation and Evaluations

 Training and Development

 Employee Records and Performance Reviews

 Employee Incentives

 Compliance

 Terminations

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 CHAPTER-3

COMPANY BACKGROUND

1.1 PROFILE OF THE COMPANY

NTrust is a Canadian technology business, headquartered in Vancouver, BC, Canada. The

company provides a bit-coin wallet and exchange, primarily to Canadian members. NTrust offers
the ability to buy or sell bit-coin and store it, send it to another member or an external bit-coin
address, or withdraw it to a bank account. NTrust is a money services business registered with
the Financial Transactions and Reports Analysis Centre of Canada (FINTRAC) and is strictly
regulated. NTrust is also PCI-DSS Level One certified.

NTrust's mobile payment technology was first publicly piloted at a series of food truck events in
Vancouver which began in June 2014, and was released publicly in October 2014 to students at
the University of British Columbia Point Grey campus.

This mobile payments system was officially launched to the public in April 2015. Until the end
of the Merchant program in 2016, over two dozen located in downtown Vancouver, BC were
able to accept NTrust mobile payments from customers paying with the NTrust app. Twenty-five
percent of each transaction fee collected by NTrust was be donated to a charity chosen by the
user.

Technology enabled, Real Estate focused, and Quality obsessed these are what set NTrust
apart from our competition.

Overview

Services Engineered to Deliver

Founded in 1997 as a software development company, NTrust has evolved into an Integrated
Technology enabled Services and Software company. We bring an Engineering approach to all
our services in order to provide consistency, accuracy, and scalability.

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NTrust Quick Facts:

 Founded in 1997 as Sigma Project Services

 Software development partner for multiple Lease Administration systems

 Renamed NTrust Infotech in 2003

 Over 800 employees worldwide

 Developer of REAPTM - Real Estate Asset and Portfolio Manager

 Over 750,000 Leases Abstracted through 2017

 Over 72,000 active Leases under management

 Experience with every major ERP and Accounting system

 Proprietary "International Lease Term Data Dictionary" covers 40 languages in 78

countries

All of NTrust's services are process not people driven. This means that we focus on client
specific documentation which we store in a centralized Knowledge-base, use multiple Quality
Assurance checks, measure accuracy and productivity at the level of the individual, and provide
feedback in the form of detailed reports with meaningful metrics.
It also means that each service, from Lease Abstraction through Lease Administration to Lease
Accounting and Reporting is "Engineered to Deliver" - Accuracy, Consistency, and Actionable
insight.

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And NTrust can deliver globally; we provide services to clients worldwide including service
REIT s, Owner/Developers, Landlords, Large Multinational Corporations, and CRE Service
Providers.

Executive Bios

Sri Ramachandran - CEO & President

Sri Ramachandran founded NTrust Infotech to specialize in outsourcing services for the
real estate industry. He has over 26 years of Information Technology and business process
outsourcing experience for a range of industries.

Janakiraman Ramachandran - Chief Operating Officer

Jankiraman has over twenty-five years of experience in real estate operations &
manufacturing experience. He is instrumental in implementing best practices/ processes and tools
that enable NTrust to consistently deliver with very high levels of ac.

NTrust's Engineering Approach

Our genesis as a software development company gave us our mindset as Engineers. What we
always strove for in our early days were processes that lead to high quality, repeat-ability, and
continuous improvement. So when some of our clients asked us to provide Back Office services,
we employed the same methodology... an Engineering Approach.

1. The Engineering Approach – Simplified

Our Engineering Approach is a complex set of processes that we are constantly honing to
provide higher levels of quality and consistency while simultaneously improving productivity.
The approach can be broken down into steps which we employ with each service, and each client:

 Create a Scope Document for each project.

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  Break down the Work to Manageable components.
 Leverage Technology to Improve Quality and Productivity.
 Measure Constantly and Provide Actionable Metrics.

2. NTrust Project Management Approach

NTrust's Project Management Approach works hand in hand with the Engineering Approach. It
assures that the processes defined by the Engineering Approach are adhered to or improved
during the project. NTrust's project managers are all fully trained in both approaches to assure
that we can successfully execute projects and services delivering the highest quality and
consistency.

NTrust uses the following five principals as guides for each project we undertake:

 Flexibility
 Transparency
 Accuracy and Consistency
 Timeliness
 Efficiency

3.2 SERVICE
Buy and Sell bit-coin

Canadian members can transfer CAD to their account through bank transfer, Interact, credit card,
or debit card. Then the user can purchase bit-coin at a real-time exchange rate. Members can then

store bit-coin, send it to another member, send it to an external bit-coin address, or sell bit-coin
for CAD that can be withdrawn to their bank account.

Previously, NTrust's main service was based around a mobile app that allows users to make
global, person-to-person money transfers. Users signed up for a Cloud Money account, which
they used to store and send funds digitally to each other and to and from traditional banks all
over the world. The platform supported deposits using traditional banking methods as well as
electronic cash and wallet services.

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Prepaid Credit Cards

NTrust used to offer two types of prepaid Master Cards. Users loaded funds digitally to either a
physical card, and/or to a 'lite' card that can be used online That service was suspended in early
2017. According to its website, NTrust plans to offer a similar prepaid card program in the future,
which will be compatible with bit-coin.

Bit-coin Wallets

While only Canadian members can upload funds to their account to buy bit-coin, any user can
create a bit-coin wallet within NTrust. The user can receive bit-coin from an external address,
send bit-coin, and store bit-coin within NTrust.

MAJOR SERVICES

A. Lease Administration

NTrust's Lease Administration Back Office Services can be used anywhere in the property life-
cycle from acquisition to disposition AND on a project or ongoing basis. The following Lease
Administration components will provide you with individual administrative project components
which NTrust can provide.

1. Acquisition

 Due Diligence Abstraction

 Argus/IRR Modeling

 Revenue/ Recovery Validation

2. Transition

 Lease Abstraction

 Data Migration

 Data Clean-up

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 Property Set up

3. Data Administration

 Ongoing Abstraction

 Move in/ out Management

 Executive Reporting

4. Expense Recovery

 CAM, Ins., Tax Reconciliation

 Mailing of CAM packages to Tenants

With NTrust our “Engineering Approach” allows us to provide you some or all of your lease
administrative services needs with accuracy, consistency, and quality.

B. Lease Abstraction

Having delivered over 453,000 lease abstracts since 2006, NTrust is the experienced leader in
Lease Abstraction. NTrust has developed the capability of abstracting leases from 40 different
languages into English. To accomplish this we have created a proprietary International Lease
Term Database which contains searchable lease terms in 40 languages from 73 different
countries.

Our Abstraction Work-flow has multiple quality checks (see high level work-flow below) which
allows us to provide a guarantee of 100% accuracy on dates and dollars.

By leveraging a rigorous quality system and our proprietary Knowledge-base, NTrust provides
rapid turnaround on even large international lease abstraction projects.

NTrust has a well-developed process to handle leases in 40 languages from 73 countries.

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Lease Abstraction Language List

TIER II
TIER I Languages TIER III Languages
Languages

Croatian Albanian Cantonese

Czech Arabic Flemish
Dutch Bulgarian Icelandic
Finnish Danish Japanese
French Estonian Korean
German Greek Mandarin-Simplified
Hungarian Indonesian Mandarin-Traditional
Italian Kazakh Turkish
Latvian Malaysian Vietnamese
Lithuanian Serbian Azerbaijan
Norwegian Thai

Polish

Portuguese

Romanian

Russian

Slovak

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PROCESS FLOWCHART

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C. Finance & Accounting

NTrust's Finance & Accounting practice serves clients globally. We provide transformational
value to our clients through process improvement and automation, re-engineering and bench-
marking, and providing the flexibility of variable pricing models.

NTrust's focus on providing flexibility in the delivery and solution approach for our clients,
allows us to mitigate transition risks and apply best practices to assure the highest quality
deliverable.

NTrust's Accountants are experienced professionals who have experience working with a range
of accounting systems from Yardi and MRI to JD Edwards/People-soft, Oracle Financial, and
SAP FICO. Because of our technology capabilities and work on system integration projects for
these systems, we have trained all of our Finance & Accounting teams on multiple platforms.

As with our Lease Administration services, you have the choice to have NTrust provide full
service Finance & Accounting, or use an a la carte project approach to supplement your existing
accounting team.

Accounts Payable

 Invoice Coding/ Approval Work-flow

 Invoice Processing

 Vendor Set Up

 Payment Processing

Accounts Receivable

 Invoice Preparation

 Receipt Posting

 Bank Recon.

 Late Fee/ Delinquency Posting

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 Monthly Processing

Monthly Reporting

 Month End Closing

 Financial Report Package Preparation

 Property, portfolio and fund accounting

 Variance reporting

 Waterfall / Promote reporting

 Joint Venture reporting

Year End Reporting

 Year End Audit Assistance

 Budgeting and Forecast Assistance

 1099 / 1098 Processing

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 CHAPTER-4
DETAILS OF DEPARTMENT TRAINED

HUMAN RESOURCE MANAGEMENT:

Rigorous sourcing was undertaken to understand the recruitment process. Candidates were
interviewed and then potential candidates were shortlisted. During the tenure of the internship I
learnt to put the candidates under assessment tests and took the initial rounds of interview. Job
Portals used by me for the recruitment of candidates through NAUKRI.COM

The whole process of recruitment from a recruitment firm like NTrust Infotech is a very
exhausting one. It is detail oriented in nature. The reason why every employee gets motivated to
do the job is because of the knowledge that at that particular moment that particular recruiter was
responsible for giving job to these candidates. To generate employment is one thing but to recruit
the right kind of workforce for a job is another thing. It not only needs the basic understanding of
the client company’s need to fill the position in a period of time but it also requires the recruiter
to be sensitive of the needs of the candidate to find the right job for himself. All this needs a
great profundity of intellect.

During my tenure at NTrust Infotech , I learnt to work as professional. The one thing that got
profoundly clear is that text books do not help in the actual corporate world. There are unwritten
policies and standard operating procedures that each employee has to abide to. No matter what,
profit maximization is the core purpose of the existence of every business. Meeting targets on
your level dedicatedly is your contribution to the revenue generation of the company.

Functional area of HRM

 Human resource auditing

 Human resource strategic planning
 Human resource planning
 Manpower planning

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 Recruitment / selection
 Induction
 Orientation
 Training
 Management development
 Compensation development
 Performance appraisals
 Performance management
 Career planning / development
 Coaching
 Counselings
 Staff amenities planning
 Event management
 Succession planning
 Talent management
 Safety management
 Staff communication
 Reward

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 CHAPTER-5
CONCLUSION
Every company looks for an employee, who can work effectively. They are in search of a person
who has the maximum skills required for the job. After selecting the right person, the company’s
main aim is to place that person at the right job. The main strength of any company is its
employees. Effective workers are the best route to success. For this reason, company's strives to
attract and hire the best, and to provide the best place to work.
Some of the biggest and most constant challenges that plague organization is people related
because they don’t place more emphasis on getting the recruitment process right. If they get the
right person in the right job at the right time, bottom-line and many other business benefits are
immediate, tangible and significant. If they get the wrong person in the wrong job, then
productivity, culture and retention rates can all take a hit in a big way.

An effective recruitment and selection process reduces turnover, we also get much better results
in our recruitment process if we advertise specific criteria that are relevant to the job. Include all
necessary skills, and include a list of desired skills that are not necessary but that would enhance
the candidate's chances. If we fail to do this, we might end up with a low-quality pool of
candidates and wind up with limited choices to fill the open position. When we choose a
candidate based upon the qualifications demonstrated in the resume, the interview, employment
history and background check, we will land the best fit for the position. Based on our decisions
about a specific candidate upon specific evidence rather than any gut instincts. If we hire people
who can do the job instead of people we merely like, we will have higher productivity and
quality in our products or services.

Besides, selection function provides a vital opportunity for us to focus on what candidates can
offer our company. It is important to select carefully, either by using our own judgment or by
enlisting the help of managers we trust. The interviewer must know what the job is and what will
be required for a new hire to perform well. The interview process also allows us the opportunity
to express our company’s vision, goals and needs. Last but not least, It is vital that the interview
elicits responses from applicants that can be measured against our expectations for the position.

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BIBILOGRAPHY
 www.ntrustinfotech.com
 www.google.com
 www.recruitment.com

 www.selectionprocess.com
 www.wikipedia.com
 www.slideshare.net

BOOKS
 HUMAN RESOURCE MANAGEMENT , DAVID A. DECENZO, STEPHN P.
ROBBINS, SUSAN L. VERHULST.
 HUMAN RESOURCE MANAGEMENT BY K.ASWATHAPPA
 BUSINESS MANAGEMENT BY Dr.C.B.GUPTA

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APPENDIX

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