TABLE OF CONTENTS

Chapter Particulars Page

No. No.
Certificate from the Organization
Certificate from the College
Declaration
Acknowledgement
1 Introduction
2 Company Profile
3 Research Methodology
4 Data Analysis
5 Findings From the Study
6 Suggestions and Recommendations
7 CONCLUSION
8 BIBLIOGRAPHY
9 ANNEXURE
Introduction to HRM
Evolution of HRM
Earlier references: In western countries HRM had its primitive beginning in
1930s. Not much thought was given on this subject in particular and no
written records or documents interesting to note HRM concepts was
available, in ancient philosophies of Greek, Indian and Chinese. This is not to
suggest that industrial establishment and factories system, as it is known
today, existed in ancient Greece, India or china. The philosophy of managing
human being, as a concept was found developed in ancient literatures in
general and in Indian philosophy in particular.
Personnel functions: Till 1930s, it was not felt necessary to have a
separate discipline of management called “Personnel management”. In fact,
this job was assigned as part of the factory manager. Adam Smith’s concept
of factory was that it consists of three resources, land, labour and capital.
This factory manager is expected to “procure,
Process and peddle” labour as one of the resources. The first time when such
a specialist “person” was used; it was to maintain a “buffer” between
employer and employee to meet the “legitimate need” of employees.
However, it is the employer who decided what is “legitimate need” of
employees. In fact, the specialist “person” was more needed to prevent
“unionization” of employees. This was the case before 1930-s all over the
world.
Environmental Influences on HRM: Since 1930s, certain developments
took place, which greatly contributed, to the evolution and growth of Human
Resources Management (HRM). These developments are given below:
 Scientific Management
 Labour Movements
 Government Regulations.
Need for the Study :
 Shortage of skills.
Skills and knowledge people are always on short supply. Alternatively they
are too costly to hire from outside. The best alternative is to improve skill
and knowledge of existing employees.
 Technological Obsolescence.
Growth of technology takes places very fast. This will render current
technology obsolete in the future. There is a great need to upgrade
technology. This needs suitable training.
 Personal Obsolescence.
At the time recruitment employees possess a certain of knowledge and skill.
As time passes knowledge becomes obsolete, unless it is updated by proper
training. This happens because of changes taking place in product
technology, production methods, procurement of better machines, setting up
of modern production lines, introduction of modern method of supervision
and information processing through MIS and EDO..
 Organization Obsolescence.
Modern management has introduced a number of innovative steps in
functions of management like planning, organizing, controlling, coordinating
and directing. Organization which is impervious to such changes is bound to
fail and become obsolete.
 Upgrading Ability of Threshold workers.
Public policy provides reservation to disadvantaged sections of the society
like handicapped, minorities and dependents of deceased workers etc. All
these are threshold workers having less than minimum prescribed level of
knowledge and skill. They require extensive training to bring them up to the
minimum level of performance standard.

 Coercive training by government.

In order to provide better employability chances of unemployed youth,
certain governments taken initiative to mobilize resources available at
pubic/government and private sectors to outside candidates. One such
example is the “Apprentice Training ” conducted by govt. of India. A part of
expenditure incurred for this by private sectors are reimbursed by
government.
 Human capital
The latest thinking is to treat employees as “human capital”. The
expenditure involved is training and developments are now being considered
as an investment.

Scope of Human Resource Management

The Scope of HRM is in deed fast. All major activities in the working
life of worker from time of his entry in an organization until he / she leaves,
come under the preview of HRM. Specifically, the activities included are
Human Resource planning, Job analysis and design, Recruitment, Selection,
Orientation and placement, Training and development, Performance
appraisal and Job evaluation, employee and executive remuneration and
communication, employee welfare, safety and health, industrial relations and
the like.
HRM is becoming a specialized branch giving rise to a number of specialized
areas like :
• Staffing
• Welfare and Safety
• Wages and Salary Administration
• Training and Development
• Labour Relations
 Nature of Human
Resource
Prospects Management Employee hiring
of HRM

Employee and
Human Resource executive
Industrial
Management Remuneration
Relations

Employee Maintenance Employee Motivation

 Scope of HRM

Human Resource Management in PCS :

Personnel/Human Resource of an undertaking is its important constituent.
Efficiency, Profitability and in fact the very existence of the undertaking will
depend on this constituents. Co-operation and dedication in performance on
the part of its personnel ends in the accomplishment of its objectives.
Therefore human resource is of immense importance since it involves
matters such as identifying, placing, evaluating, and developing individuals
at work and maintaining effective multilateral communication systems.
Human resources along with financial and material resources contribute to
production of goods and services in an organization.. In short HRM may be
defined as the art of procuring, developing and maintaining competent
workforce to achieve the goals of an organization in an effective and efficient
manner.

Objectives of the HRM are to secure the following: -

1. Industrial peace: This is secured by excellent union management
relations, healthy inter-personal relationships, and promoting participative
management style and good industrial and labour relations.
2. Achieve High Productivity: The underlying objective brings to increase the
“quantity or volume” of the product or service for a given input, productivity
improvement programme is very significant in a competitive environment.
3. Better quality of working life of employees: This involves both intrinsic
and extrinsic factors connected with work.
4. Obtain and sustain competitive advantage through empowerment :
continuous improvement and innovative steps being the two essential
ingredients to achieve and sustain competitive advantage, today’s industries
are “knowledge based” and “skill intensive”.
5. Cordial relationship between the employer and employees.
6. Personnel research functions.
7. Proper orientation and introduction to the new employees.
BACKGROUND SCENARIO
William James of Harvard University estimated that employees could
retain their jobs by working at a mere 20-30 percent of their potential. His
research led him to believe that if these same employees were properly
motivated, they could work at 80-90% of their capabilities. Behavioral
science concepts like motivation and enhanced productivity could well be
used for such improvements in employee output. Training could be one of
the means used to achieve such improvements through the effective and
efficient use of learning resources.

Training and development has been considered an integral part of any

organization since the industrial revolution era. From training imparted to
improve mass production to now training employees on soft skills and
attitudinal change, training industry has come a long way today. In fact most
training companies are expecting the market to double by the year 2007,
which just means that the Indian training industry seems to have come of
age.

Organization and individual should develop and progress simultaneously

for the their survival and attainment of mutual goals. So, every modern
management has to develop the organization through human resource
development. Employee training is the most important sub-system of human
resources development. Training is a specialized function and one of the
fundamental operative functions for human resources management.

The market is unofficially estimated to be anywhere between Rs 3000

crores and Rs 6000 crores. What is surprising is that the Indian companies.
Perception regarding corporate training seems to have undergone a sea-
change in the past two years, with most companies realizing it to be an
integral part of enhancing productivity of its personnel. While MNC.s with
their global standards of training are the harbingers of corporate training
culture in India, the bug seems to have bitten most companies aiming at
increasing their efficiency.

According to Ms Pallavi Jha, Managing Director, Walchand Capital and

Dale Carnegi Training India, "The Indian training industry is estimated at
approximately Rs 3,000 crores per annum. The NFO study states that over a
third of this is in the area of behavior and soft skills development. With the
exponential boom in the services sector and the emergence of a full-fledged
consumer-driven market, human resources have become the key assets,
which organizations cannot ignore. With soft skills training gaining so much
momentum, it.s imperative to understand if it serving the right purpose or
not. With this background, I plan to research if training indeed is proving to
be effective in the behavioral area.

The following steps must form the basis of any training activity:
• Determine the training needs and objectives.
• Translate them into programs that meet the needs of the selected
trainees.
• Evaluate the results.

There are few generalizations about training that can help the practitioner.
Training should be seen as a long term investment in human resources using
the equation given below:
Performance = ability (x) motivation
Training can have an impact on both these factors. It can heighten the skills
and abilities of the employees and their motivation by increasing their sense
of commitment and encouraging them to develop and use new skills. It is a
powerful tool that can have a major impact on both employee productivity
and morale, if properly used.
Introduction
 Recruitment

Recruitment refers to the process of finding possible candidates for a job or

function, usually undertaken by recruiters. It also may be undertaken by an
employment agency or a member of staff at the business or organization looking
for recruits. Advertising is commonly part of the recruiting process, and can occur
through several means: through online, newspapers, using newspaper dedicated to
job advertisement, through professional publication, using advertisements placed
in windows, through a job center, through campus graduate recruitment programs,
etc.

Suitability for a job is typically assessed by looking for skills, e.g. communication
skills, typing skills, computer skills. Evidence for skills required for a job may be
provided in the form of qualifications (educational or professional), experience in a
job requiring the relevant skills or the testimony of references. Employment
agencies may also give computerized tests to assess an individual's "off-hand"
knowledge of software packages or typing skills. At a more basic level written
tests may be given to assess numeric and literacy. A candidate may also be
assessed on the basis of an interview. Sometimes candidates will be requested to
provide a résumé (also known as a CV) or to complete an application form to
provide this evidence.
Company Profile:
 ETA CONSTRUCTIONS (I) LTD.

“We Strive to be the most preferred property developers by building better living environments
and exceed customer expectatios”

ETA Construction believes that all its Employees should be well informed about the company.
The company has developed HR Policy to enable Employees to understand Company policies,
procedures, benefits and sanctions.

Company’s Core Values

We are committee to the following core values which are essential to enable to our Employees to
achieve results and deliver operational excellence in all our business.

I. Respect: Respect for all Employees

II. Recognition: Recognition of Employees contribution

III. Teamwork: Teamwork among Employees

IV. Customers’ Satisfaction: Thrive on customers’ satisfaction.

HR Policy

Our is a Dynamic and vibrant organization where it is ensured that our culture and environment
encourage work commitment and involvement of employees.

We are committed to achieve both efficiency and justice; neither of which can be pursued
successfully without the other. It seeks t bring together and develop into an effective
organization of men and women who make up an enterprise, enabling each to make their own
best contributions to its success both as an individual and as a member of a working group. It
seeks to provide fair terms and conditions of employment and satisfying work for those
employed.

1. We maintain good relationship within our organization.

2. We encourage each person to make his maximum personal contibution to the

organization as a member of the working group.

3. We ensure respect for human personality and well being of individual.

Code of Conduct

The Company’s reputation and name to be protected, service with zeal and enthusiasm at all
times. Fairness, integrity, dignity and courtesy in all interactions with customers, suppliers,
investors, competitors and colleagues is expected and valued to maintain absolute integrity and
devotion to duty to conduct oneself in a manner conducive to the best interests, credit and
prestige of the company.
 Organization Chart of ETA

CEO

Manager-
TTTechnical
Finance HR & Admin Quality Resource

Java Dot net Testing Business

one
 HR Organization Chart

Corporate Manager- HR

Assi Mgr-Recruitment Assi.Mgr-Documentation Assi.Mgr-Contract

Documents Documents Staffing 1 Staffing 2

Recruitment Recruitment Recruitment

 Organization Chart of Technical Team

VP- Operations

Java Team Dot net Team Testing Team TSR Group

Intigrated QC

Support 1 Support 2 Support 3 Support 4

 Grade Structure

The grade structure is subject to change depending on the changes in the policy

Grade Technical Group Support Group *

A Trainee Trainee/Management
Trainee

B Engineer/Developer/Designer/Analyst/Writers/Editors.. Executive/System
Administrator/Associa
te

C Sr. Engineer/Developer/Designer/Analyst/Writers/Editors Sr. Executive/

Administrator
/Associate

D Team Leader -

E Asst. Manager Asst. Manager

F Technical Manager/Technical Architect Manager/Branch

Manager/Regional
Manager

G Sr. Technical Manager/Chief Architect Sr. Manager/National Sales

Manager

H Vice President Operations

I Managing Director

*Support: Accounts, HR, System Admin, Quality, Tech Support, Marketing

Experience Level :

A 0-1

B >1- 3

C >3-5

D >5-7

E >7-10

F > 10 yrs, based on the expertise and managerial capabilities,

technical competencies..
G

H
CHAPTER-2

Research and Methodology

Statement of Problem:

Human resource has gained a wide acceptance in the industry. The objective
of the study was to access employee satisfaction. This has led to the need for more
experienced and skillful employee where to be trained to meet the organization
requirement.

People in an organization are the most productive resource and also the most
expensive organization spends on this resource in order to extract the best
contribution out of them. A small judgment error in rectifying a non retainable
employee could lead to decal losses in terms of time and money spend on his
training and job socialization as also initial losses in terms of job held up due to
vacancy in position and other related job being postponed in today’s fast pace
corporate world, time management being important, such errors are not called for
therefore more stress is laid on efficient, effective and potential worker for the
organization corporate world today recruits people directly and prudently rather
simply hire and fire people.

The mobilization of money, the construction of factory building, the

purchase and installation of machines and procurement of materials are the initial
measures taken by a management in the establishment of a company. The
recruitment and selection of people to man and machines and auxiliary services
form a part of these initial measures.

Without people to man and plant, the collection of physical resources by

itself will not serve only purpose. The hiring of men and women required is more
important than the marshalling of physical resources in the establishment of the
company and the attainment of its objectives. Note that the hiring of people is
confirmed to the initial stages in the formation of an enterprise. The employment is
continuous one and it ends only when the enterprise eases to exist.

More important, an enterprise grows and diversifies, and so there is great

need for men and women. Recruitment and selection, therefore becomes a
specialized function and is disclosed by the personnel department. In act,
employments are one of the foremost functions of the human resource
development.

Therefore, it is necessary to know about the employment function i.e.,

recruitment, selection, interviews, placing and orientation of personnel’s. HR is the
major inputs for any organization to achieve its objectives. Therefore it’s important
for any organization to spend time and money till the right personnel are found.

Field of study:
This project work was carried out at Saptha Business Solution Pvt. Ltd.,
Bangalore.

Research samples:
IT industry plays a very important role in the economy. The sample was
therefore chosen as it portrays the needs of the researchers.

Research provides an insight into any study top basically evaluate and judge
the data or to find the solution to any given problem a simple is representative of a
group or population that identifies itself as part of it. The sample chosen for this
report is Saptha Business Solution Pvt. Ltd., Bangalore.

Objectives of the study:

Recruitment and Selection are one of major HRM function that helps
manager to keep the skilled members in the organization.

Data Collection:
The data collected contains primary data and secondary data. The primary
data has been collected mainly by interviewing and also observation and audit.
Secondary data has been obtained from published journals, company broachers,
books, internet, etc.

Limitations of the Study:

1. As the project is prepared for academic purpose only, it suffers from
the limitations of time and money, due to which analytical study into all the
strategies adopted by the organization was not possible.
2. The study was completed with in short span of time that was
available.
3. The report also suffers from the limitations of exhaustiveness as far as
the information is concerned.
4. All this study is limited to Saptha Business Solution Pvt. Ltd.,
Bangalore only.
CHAPTER-4

DATA ANALYSIS AND INTERPRETATION

1. Are you happy with the Recruitment process?
Recruitment No. of Respondents Percentage
Yes 20 66.67
No 10 33.33
Total 30
Feed Back:
2. How do you feel about interview panel?
Recruitment No. of Respondents Percentage

Excellent 20
Good 9
Satisfactory 19
Poor 4
Total 50
Feed Back:
3. Did the ETA meet your expectations?
Recruitment No. of Respondents Percentage
Yes 0 0
No 30 30
Feed Back:
 4. Are you happy with the salary what you offered from the company?
Recruitment No. of Respondents Percentage
Yes 11 36.67
No 19 63.33
Total 30

Feed Back:
5. Did ETA Managing fulfill the commitments which are given to you at the

time of interview?
Recruitment No. of Respondents Percentage
Yes 15 50
No 15 50
Feed Back:
6. How do you come to know about openings in PCS?
BG Checks No. of Respondents Percentage
Friends 9 30
Internet 0 0
News Papers 13 43.34
Others 8 26.66
Total 30
Feed Back:
7. Do you want to refer more friends to PCS?
Friends No. of Respondents Percentage
Yes 9 30
No 21 70
Feed Back:
8. Did you have the right Designations?
BG Checks No. of Respondents Percentage
Yes 16 53.34
No 14 46.66
Feed Back:
 9. What should be the company’s main source of Recruitment ?
Company source No. of Respondents Percentage
Employment Bureau 0 0
Newspaper ads 11 36.67
Third Party Verification 19 63.33
Placement agency 0 0
Others 30
Total
Feed Back:
 10.What should be the best recruitment sources according to your preference?
Recruitment No. of Respondents Percentage
Internal Recruitment 1 3.33
External Recruitment 18 60
Both 11 36.67
Total 30
Feed Back:
11.Did you fully know about the company policies before joined in this
company?
Recruitment No. of Respondents Percentage
Yes 9 30
No 21 70
Total 30
Feed Back:
12. Did you under gone any Written Test during Recruitment?
Recruitment No. of Respondents Percentage
Yes 0 0
No 30 100
Total 30
Feed Back:
13. How do you think about Recruitment and selection procedure in your

company?
Recruitment No. of Respondents Percentage
Satisfactory 26 86.67
Unsatisfactory 4 13.33
Total 30
Feed Back:
 A EXPOSITION REPORT ON “AN ANALYTICAL STUDY OF
Recruitment And Selection Process

Questionnaires

1) Are you happy with the Recruitment process?

a) Yes
b) No

2) How do you feel about interview panel?

a) Excellent
b) Good
c) Satisfactory
d) Poor

3) Did the company meet your expectations?

a) Yes
b) No

4) Are you happy with the salary what you offered from the company?
a) Yes
b) No

5) Did company Managing commitment which is given to you at the time of

interview?
a) Yes
 b) No

6) How do you come to know about openings in company?

a) Friends
b) Internet
c) News Paper
d) Others

7) Do you want to refer more friends to company?

a) Yes
b) No

8) Did you have the right Designations?

a) Yes
b) No
9) What should be the company’s main source of recruitment?

a) Employment Bureau
b) News Paper ads
c) Direct Recruitment
d) Placement agency
e) Others

10) What should be the best recruitment sources according to your preference?
a) Internal Recruitment
b) External Recruitment
c) Both
11) Did you fully know about the company policies before joined in this
company?
a) Yes
b) No

12) Did you under gone any Written Test during recruitment?
a) Yes
b) No

13) How do you think about Recruitment and selection procedure in your

company?
a) Satisfactory
b) Unsatisfactory

14) What are your Guidelines to Company Recruitments?

15) How about HR Feed back in Company?

FINDINGS AND CONCLUSION
 Findings from the study

The data collected and analyzed and general observation has proven that
M/S Pragathi Consultancy Services. Has done remarkable job in its Human
resource development.

The main findings are as follows:

1. Each and every employee is well prepared to meet today’s challenges.

2. The organization gives encouragement in career planning for every
employee.
3. There are employees in all experience level in the organization.
4. The internal department of core competencies and continuous process
improvements has made Saptha Business Solution Pvt. Ltd. One of the most
exciting SAP companies to work for.
5. The management showing their full efforts for the growth of Saptha
Business Solution Pvt. Ltd.
6. The company is having skilled employees who can give prime solutions to
the clients more effectively.
7. The management is showing there individual attention to each and every
employees for their betterment and to groom there skills.
 Suggestions

1. Create awareness about customer’s requirements among the employees by

maintaining high level of motivation and focus.
2. Increase the competence levels among the employees by giving suitable
Training and Development Program.
3. Identify the competencies and behavior pattern to be developed in each
individual by obtaining there feedback and requirements.
4. Provide training to the employees so that they get better knowledge, skills
and attitude.
5. Convert Saptha Business Solution Pvt. Ltd. into a ‘learning and development
organization’ to make it a “GLOBAL PLAYER AND LEADER”.
BIBLIOGRAPHY
 Bibliography

Primary Source

1. Principles of Management
- By R.N.Gupta.

2. Business Management
By Reddy and Appanaiah

3. Personal Management and Industrial Relations

-By Dr.T.N.Bhagoliwali

Secondary source

4. www.Google.com
5. www.KarnatakaHRGroup.com
6. www.HRCommunity.com
7. www.HRIndia.com
8. Mr.BV Raghunath – (HRD Professional)