main repory

ORGANZATION STUDY HR-ONE CONSULTANT

DAYANANDA SAGAR COLLEGE OF ENGINEERING 1

EXECUTIVE SUMMARY

Consulting industry is growing rapidly in the market. The need for a potential candidate by

the companies and for those potential candidates who are in search of jobs, HR consultancy

firms act as a bridge.

HR-One Management Consultants (P) Ltd., India’s first CRISIL Rated HR Company.

Established in 1996, the company has succeeded in changing its strategy to service Clients

globally as India's Premier HR Company with focus on the entire gamut of HR Services

ranging from Recruitments (Talent Search), Flexi Staffing (Flexi talent), Training, HR

Services, Institution Services and Assessment Centre.

HR-One is a great platform to work as an intern. Learnt how an HR consultancy works and

was allowed to work in most of the processes. Though this company employee 20 people, it

is very organized and systematic. There is no hindrance in decision making and in learning.

Everyone in the company was very friendly and helpful.

This report explains in detail the scenario of Consultancy industry and the functions of the

company.



1 INTRODUCTION

1.1 INDUSTRY PROFILE

It was early 2000 when India experienced a tangible transit from a manufacturing to a

service-dominated nation. There was a gradual shift from Job-hunting by individuals to

mass recruitment by employers. This happened due to emergence of IT and ITES. Our

manpower had an edge due to which we became a global outsource destination, the factors

being largest English speaking nation primarily and low cost of operations too played an

important role. The impact on country economics was so high, which boosted financial

sector, as there was a scope of investments and savings beyond mere reducing the income

tax liability. This growth followed by increased consumerism in the country thus retail

sector along with food chain businesses mushroomed. In between overall growth one major

industry that emerged higher and higher with each sector growing was telecom sector and

aviation. Telecom sector grows with IT, ITES, Retail and Finance because all the sectors

require mass human capital, which requires higher person to person communication.

1.2 SCOPE OF HR CONSULTING INDUSTRY – A PERSPECTIVE

There is a sizeable requirement of manpower in India and what is the current and future

scope of HR consulting Industry. Emergence of above sectors will clearly indicate huge

requirement of mass human capital with special respect to young and frontline manpower.

In some sectors like IT, ITES, Finance the human resource will be professionally qualified

and sectors like retail, telecom and vitiation may absorb less qualified manpower based on

skills and attitudes our young generation acquires. The wave on one hand will create a

demand of sizeable manpower requirement though on the other hand will increase the

demand and responsibility of HR consulting industry. There is an importance in refocusing

on the root cause of the growth and understand the negligence before we further define the

scope and prospects of HR consulting. Our growth started, with special respect to human

resource demand, with an emergence of IT and ITES and that we became an outsource

destination. The primary reason is that we are the largest English speaking nation in the

world. However we never focused on this issue earlier because we thought we will enjoy

monopoly forever, somehow we neglected CHINA factor, they being a non-English

speaking country. China raced ahead on many fronts because of productivity, now they are

training themselves to speak English and as per my information they are already number



two outsource destination and are ready to Challenge India’s monopoly as far as ITES is

concerned.

The challenge from skill enhancement point of view is to develop skills in our Human

resource, which confirm to the global thought process and attitudes and to develop Non-

English speaking and rural manpower on personal grooming and development. In future HR

consulting industry will be focusing on two major issues – Attrition and Skill enhancement

(Training and Development). Attrition control and employee retention is a key issue

because of less availability of trained manpower. Organizations spend on the training of

their employees only to witness Job change for better prospects by their employees. I was

training at a leading technical support BPO in Noida where young engineers were on an

average 6 months old in the organization and it was quite normal for them as an average Job

change duration. Large companies and sectors, in most cases have annual recruitment plan

of 500 to 3000 people, not because of expansion only but major issue being attrition

makeup. HR industry has and will have a good scope of innovation in this area. Employee

attrition is the key issue wherever mass manpower is operating. We can clearly visualize a

huge scope for consultants to innovate and produce processes and methodologies for the

organizations to increase employee loyalty and retention. This can be done through growth

based compensation plans, performance based revenues but most effective tool will be an

assessment methodology of Individuals Job expectations and responsibility to their delight.

Nothing more can motivate individuals if they have a responsibility as per their strengths

and not weakness and they are empowered in a suitable open communication environment

and mentoring program. Mentoring and Empowerment of people as per their strengths

There is a strong need to innovate on the methodologies for attrition control and realize the

gap pertaining to training and development for the working human force and prepare them

to the best communicators and excellent attitude carriers and be unbeaten and indispensable

business executors.

1.3 INDIAN CONSULTING MARKET: THE FACTORS RESTRICTING GROWTH

The Indian Consulting Industry has been experiencing resurgence in the last few years. This

industry has been making rapid strides in the Indian market over the last decade and has

witnessed a significant increase in the number of new entrants in this field. The solitary

objective of the participants in this market has been to gain maximum market share in this



highly consolidated and competitive environment, primarily by capitalizing on the opposite

factors driving it.

The Asia-Pacific (APAC) consulting industry generated revenues worth $33.5 billion

approximately in the year 2008 and registered a compound annual growth rate (CAGR) of

nearly 4.1 percent from 2007. The market is further expected to experience steady growth

and is anticipated to generate revenues of approximately $39.2 billion by the end of 2012.

Japan has dominated the APAC market by contributing the maximum revenues with a share

of nearly 67.2 percent. Out of the APAC total market, India’s contribution stands at $1.81

billion approximately with a share of approximately 5.4 percent of the total APAC market

size. Information Technology (IT) including e-commerce, telecommunications and so on

followed by Corporate Strategy, Outsourcing Services, Human Resource Management, and

Operations Management have been some of the prominent business divisions in the

consulting market.

The necessity of moving ahead in the competitive structure or chain and gaining optimum

market share in today’s highly competitive markets has made companies across verticals opt

for third-party consulting and advisory services. This has made consulting an indispensable

function for companies these days. The differentiating factor that each company puts

forward in order to achieve competitive edge over their rivals has been one of the important

factors of success for all the companies, specifically in the Indian market, and this is

impossible with out the knowledge of market trends and behaviors. Moreover, the fact that

this success can be achieved only by implementing the right strategies from time to time

and by taking pertinent decisions considering the market scenarios they cater to have

prompted companies to subscribe for the products and services offered by consulting firms.

The primary reason behind this urge is because consulting firms interact or are involved

with the all the market participants or industries participants on a regular basis and are very

well informed about the market happenings in each of the sectors. This continuous market

tracking service coupled with technical industry know-how facilitates consulting firms to

help clients take the right decision at the right time as well as relieve them from the

pressures like ‘time-to-market’ a new product or production planning or in fact any

challenges in any business divisions. In a nutshell, need for the appropriate market facts, the

urge for companies to face the market trends by applying third party & unbiased thoughts,

the call for a complete 360 degree view of the market that each company participate in, and



the requirement to take apt decisions by companies to outpace competition are some of the

factors that drive the growth of this industry.

1.4 CHALLENGES FACED BY EMERGING & BOUTIQUE CONSULTING FIRMS

Acquiring the right set of talent challenges the firm in matching the client’s requirements.

Providing meaningful insights with optimum clarity and offering strategic advisory

solutions on diverse subjects based on the analysis done are the two important aspects of

consulting. These are also the two essential factors that each company looks out from the

consulting firms. Even though, delivering all these factors together bind a consulting firm’s

success, this can only be achieved by having the right set of manpower and appropriate pool

of talent. Acquiring the right set of people to match every client’s broad range of

requirements has been one of the challenges that smaller consulting firms in the Indian

market face. This challenge has resulted in a change in the trend of hiring manpower in

consulting organizations of late. Previously, consulting firms were primarily looking at

hiring specific industry expert or any individual market expert. Even though some firms

continue to sustain this model of hiring, most of the emerging firms in the country focus at

hiring individuals who are flexible and those who can analyze any market or industry at a

given period of time. This trend is expected to crystallize in a few years down the line. The

reason for the same is twofold. One, the firms can leverage on their mixed pool of talent and

assign any projects to any one individual or more and secondly, this facilitates the firm to

considerably cut costs of engaging a single market expert.

This factor is even more risky for smaller and boutique consulting firms compared to the

established ones, as they are much smaller in terms of their size, operations, and financial

capabilities. Although, these firms offer only niche market services compared to other

traditional firms, some of these boutique firms also face powerlessness to train their new

employees due to the lack of proper resources, which restrains the firm’s growth further.

Increasing rate of attrition affects the organizational growth: One other challenge that Indian

consulting firms, both established as well as emerging ones face is the increasing rate of

attrition. This can be associated with multiple reasons like the increasing growth

opportunities in the market for consultants, attractive compensation packages, or

correspondingly the cost cutting measures that companies adopt, and also on the cost-

benefit ratio from the companies stand-point although the latter is applied only during acute

market crisis. However, better remuneration packages on offer and better career prospects



available are the two most common factors that consultants give importance to. Apart from

these two factors, other common reasons range from dissatisfaction of their job role to the

simple reason of lack of post-graduate sponsorships available within the firms they work.

All together, a suitable work-life balance, greater leadership roles in front, with better

remuneration and benefits are some of the common factors which consultants expect in each

company and with consulting becoming more mainstream today, the rate of attrition in this

industry is expected to gradually slow down in a few years down the line. The impact of this

factor is comparatively low on established firms because they have the best set of

experienced consultants who can act as a back-up in case of an emergency situation.

However, the impact is pretty severe on smaller firms as they are small in size and

operations and also due the fact the time taken for smaller firms to replace a consultant with

a new one is longer compared to the bigger firms. The below table shows the common

reasons for attrition and what companies should do to retain talent:

Common reasons for attrition

Poor Pay

Better Organization Management

Poor Career Development

Career Development

Better Opportunities Else Where

Flexible Benefits

Poor Project

Salary/Bonus/Incentives

Office Politics

Extended Ownership

Poor Management

Profit Sharing

Better Offers

Support Structure

Work/life Balance

Better Management Leadership



1) Maintaining long-term relationships with clients affects the long-term existence of

the firm:

Maintaining long-term relationships with existing clients is one other key challenge that

the small and emerging consulting firms face. This is largely due to the fact that the

Indian consulting market is more or less a buyer’s market. More than convincing the

companies to sign-up proposals, factors such as cost-benefit ratios, value added services

and so on play a pivotal role. Numerous market participants and increasing market

entrants with a variety of project deliverables have leveraged organizations by giving

them the option to choose the right consulting firm for the right price for a project.

However, this factor should be perceived on a different notion when it comes to a

proposal with bigger and established consulting firms who are the pioneers of this

Industry and who have proven success record in delivering results.

2) Highly competitive market influence firms in gaining market share:

Smaller and emerging firms also face the challenge of gaining market share. Regional

consulting firms have lesser market share compared to the bigger established firms who

always top the competitive chain, even in the Indian market. Likewise, global players

such as Bain & Co., McKinsey & Co., Boston Consulting Group and so on dominate the

market for strategy consulting with nearly three-fourth of the market share in their

hands, leaving the rest to the smaller and emerging firms. On a related note, most of the

above mentioned business divisions are being monopolized by the big guns there by

leaving very little scope for the smaller and emerging consulting firms. However, a

noticeable trend in the recent years is that the smaller and niche firms are gradually

taken seriously than the bigger ones. Of late, companies have started experimenting with

niche firms by working with them on smaller regional projects but at the same time

partner with the trusted bigger ones for the larger and other global projects. Nevertheless

choosing the right consulting firm largely depends on the bids or request for proposals

(RFP) that companies put forward and the proposals they receive from these consulting

firms. While attracting new clients will always be an easy task for the established

consulting firms due to their proven success and credibility, this factor acts as a major

barrier on emerging firms as developing and converting a relationship into a business

deal is comparatively tricky for these firms owing to their poor strategic alliances, lesser

corporate experience and so on.



3) Off shoring/Outsourcing to India acts as a challenge as well as driver:

Off shoring back-end functions to India has obviously been a market driver, not only for

the consulting industry but for the country as a whole. However, from a consulting

firm’s perspective, though this factor helps expansion and globalization, some

companies feel that it restrains the company development and growth in the outsourced

regions primarily because of cultural differences and other barriers related to work.

Professional dissimilarity, differences in attitude, adjusting to time zones, accent’s, and

differences in a person’s commitment to work have been some of the factors that

American & European counterparts consider as challenges, when it comes to off shoring

work to India. And these are also some of the challenges that small and emerging

consulting firms in India face, due to which the company brand name and public

perception is most likely to be hampered. However, this can be overcome if the firm

acquires the right set of people, train them on flexibility and motivate them to work

better.

4) ‘Market’ as a Challenge affects routine businesses:

One of the other challenging factors which impact consulting firms, smaller ones

especially is the volatile market conditions they experience. Even though this factor

affects both the established as well as smaller emerging firms, the former have the

capability to sustain and overcome the market downfall in a better efficient way due to

their long-term existence and familiarity of the market, than the latter. One such

situation to be quoted is the recent sub-prime crisis which more or less created a win-

win situation for both bigger and smaller firms with respect to acquiring new projects,

i.e., it created a situation where in the boutique firms could possibly capitalize on the

market conditions to win a project over the bigger ones, primarily because of their

reduced pricing and other cost saving offerings. However, a fact is that, such situations

are real good opportunities for the boutique firms to prove their capability and

credibility but in general most of the companies totter in such situations.

5) Threat of Substitutes impacts new business development:

‘Threat of substitutes’ is one other key challenge that smaller and boutique firms face.

Although the penetration rate of new entrants entering the market has been moderate for

now, companies still has a lot of options when it comes to the RFP process for projects.



Apart from the presence of big four consulting firms, there are numerous smaller and

emerging firms in India who are yet to prove their credibility and who offer services at a

reduced price compared to the others. Coupled with the reduced pricing, every new entrant

into this market is coming up with differentiated consulting models and methodologies for

attracting new businesses, and this again acts as a threat to the other firms. Existence of

numerous firms, differentiated offerings, reduced pricing and so on has impacted the

smaller firms in India by hampering the customer loyalty and also by making this market, a

highly price sensitive one.

1.5 CONCLUSION

Although, factors like globalization, off shoring and outsourcing have made India a suitable

destination for various companies, creating vast employment opportunities for the increased

pool of talent, the regional smaller and emerging firms still face a lot of challenges such as

the ones highlighted above. The firms catering to the Indian market alone are on a rough

terrain compared to the bigger established firms who have global roots. This is primarily

because global firms who are eminent and well-known have a better probability of

converting proposals into projects compared to the emerging firms with in India who are yet

to prove their credibility and offerings. However, the growing level of uncertainty in

today’s market, increasing competition, consolidation, the scope for various business’ in

India and so on will drive the growth and is expected to make the Indian consulting

industry’s future, a promising one.

1.6 COMPANY PROFILE

HR-One Management Consultants (P) Ltd., India’s first CRISIL Rated HR Company.

Established in 1996, the company has succeeded in changing its strategy to service Clients

globally as India's Premier HR Company with focus on the entire gamut of HR Services

ranging from Recruitments (Talent Search), Flexi Staffing (Flexi talent), Training, HR

Services, Institution Services and Assessment Centre. HR-One has succeeded in changing

its strategy to service Clients globally as one of India's Premier HR Companies with focus

on the entire range of HR Services namely Recruitments (Talent Search), Flexi Staffing

(Flexi talent), Training, HR Consulting Services, Institutions Services and Assessment

Centre. Thus, raising productivity through improved quality, efficiency and cost-

effectiveness, HR-One enables Clients to concentrate on their core-business competencies.



Expertise and leadership propelled HR-One from a small Bangalore operation called Check

and Cash in 1996 to a nationally-connected enterprise within our first Eight years of

business. Aggressively expanding our network is intrinsic to their strategic plans. They have

full service branches operating out of 8 major geographies pan-India. Their expertise banks

on 200-strong team of HR specialists drawn from the various verticals across all major

industries. Consequently, they are opening our doors to more applicants and employers each

year with a broader range of excellent available positions to fill and a healthier base of

candidates to place in those jobs.

From year to year, nearly all of their clients return to us. They are, therefore, building

lasting relationships with high-quality employers. The benefit to job seekers is a confidence

that the employers, with whom we do business, from Fortune 500 to entrepreneurial firms,

are respectable, financially strong and growing. Employers can rely upon the company to

present only solidly qualified candidates for consideration.

1.7 SERVICES

1) TALENT SEARCH

Talent Search, the main line of business of HR-One is into providing Pan-India Permanent

Staffing Solutions. The corporate clients of HR-One can avail of such Recruitment service,

which comes with varied options to suit the client, need ranging from regular Contingency

Search to diversified Search options such as - Senior Search, RPO, Ascent and Retained

Search Services.

With 12 years of existence, the company now provides permanent staffing solutions to

various Industry verticals to cover - IT, ITES (BPO/KPO/LPO), FMCG, Consumer

Durables, Banking/ Financial Services & Securities, Insurance, Retail, Engineering &

Manufacturing, Hotels & Hospitality, Aviation, Pharmaceutical & Healthcare, Realty &

Construction, Infrastructure. And by the day, the growth in economy is driving our business

to include more and more industry verticals to our service bandwidth.

HR-One provides customized Services to clients under the umbrella of TalentSearch, which

comes with a guarantee of cost-effectiveness, time-schedule, quality profiles and

professional service delivery.



SOLUTIONS FOR STAFFING NEEDS

At HR-One they have been building solutions and providing personnel to companies for

over a decade. As a national staffing company they provide their clients with employees

who know their business and job opportunities for outstanding candidates.

Right Professionals = Great Companies

Placing great professionals in the right positions is the key to achieving outstanding

business and career development results. Operating with a network of more than 200,

dedicated staffing specialists in more than 7 offices in 14 Verticals across the India, HR-

One has gained the respect of job seekers and employers alike by matching the right people

with the right employers. And that means great results for all concerned.

Types of Talent Search

Contingent search

Diversity search

Executive search

Large scale staffing projects

Permanent staffing

Retained search

The company stands behind the commitment to provide the most qualified, flexible and

skilled talent in the industry to enhance our client's workforce productivity and Offer

lifetime employment and staffing solutions.

As a CLIENT

HR-One provides a broad array of talented employees working to meet the commercial

staffing needs. The staff members are recruited and selected for their skills, work experience

and commitment to quality; their professionals are industry specialists in the fields they

serve. Their decentralized operating structure means they couple the flexibility of a local

staffing Company with the larger resources of a national organization.



As a CANDIDATE

The candidate can rely on the company for outstanding permanent opportunities and

benefits. At HR-One, they are the first choice of employment for full time staff, based on

our respect and commitment to individuality, fairness, honesty and integrity.

RECRUITMENT PROCESS OUTSOURCING (RPO)

The growth in economy is making organizations to look at ramping-up their workforce. At

the same time competition calls the organizations to focus more on their prime business

functions. By outsourcing the recruitment Process the organizations are able to allow their

human and capital resources to dedicate more time on core competencies and other high

value consultative activities. And for this, HR-One offers tailored and measurable

Recruitment Solution under Recruitment Process Outsourcing (RPO) which generates a

competitive advantage for their clients by allowing a varied set of services ranging from

Talent Pool Generation, Job Board Advertising, Candidate Screening & Response

Management, Vacancy Monitoring, Skill-set Mapping etc., in addition to Candidate

Validating & Referencing, Interview Scheduling & co-ordination and Candidate

Assessment.

To their esteemed clients, RPO gives them the advantage of being Process Driven, Domain

Competence, Scalability, Cost-Effectiveness, Time-Bound delivery, Pan India Operations

and a Single Contact Point.

OVER -VIEW OF RPO SERVICES

RPO covers the entire gamut of recruitment process right from talent generation to post-

offer candidates management to induction logistics’. A dedicated HR champion Would

operate On sites or OFF sites and closely collaborate with the client, Understanding the

holistic perspective of the job, including critical intangibles like culture and fitment ,Whilst

working in tandem with the client. Planning and developing a comprehensive recruitment

strategy, the HR Champion will walk clients through the process of establishing recruitment

goals through a specialized approach which covers Vacancy monitoring, Talent & Job

board Advertising ,Talent Scouting, On -Campus & Off Campus Recruitment , Pro active

Data Base Management, Career Prospect Counseling, Skill–set Mapping, Candidate

Screening & Validation, Candidates Assessment & Response management, Candidate

Validating & Referencing, CVs processing, Interview Scheduling &Coordination, Post–



Offer Candidate Management, Indication Logistics, Branding Initiatives, Talent Supply

Chain Management and Vendor Management.

THE ADVANTAGES OF THE RPO MODEL

Process-driven Hiring System

Time –bound deliveries

Scalability features

Improved quality & statistical data

Domain competency of recruiters

Single point of contract

Exclusive Back–end team

Pan–India Operation

A Cost–effective Recruitment Solution

ASCENT

Like RPO, Ascent is an innovative model of recruitment that provides a very

comprehensive action plan for tracking recruitment requirements within the organization.

Ascent offers multiple specialists to work on variable talent acquisition cost. The HR

specialists sit at the client’s office to provide on-site recruitment solutions. They man the

entire logistics from requirement to sourcing, to test processes, to coordinating interviews to

counsel between joining periods and mentoring post joining. The goal is to maximize cost

savings to their clients whilst ensuring high quality services through our vast talent sourcing

model and synergizing world class recruitment methodologies with the competitive

advantages offered by HR-One.

VALUE PAC

India's First Search Services Focused for integrated staffing solutions for Middle

Management and Critical Process Positions. They offer a complete verification service that

will quickly bring to light any discrepancies in a candidate's background. This service

provides with the protection needed in today's business world. The service includes

complete background investigation, employment & education verification, reference check

and criminal court search. In today's world, it is imperative to minimize risk.



The various propositions include:

Background Investigations

Benchmarking

Competency Analysis

Competitive Market Place Analysis

Contingent Search

Criminal Background Screening

Development of Position Descriptions

Diversity Search

Educational Verification

Effective Interview Training

Executive Search

Large Scale Staffing Projects

Medical Screening

Permanent Staffing

Pre-Employment/Testing

Psychological Assessment

Reference Checks

Retained Search

2) FLEXITALENT

To stay ahead in today's business environment Companies depend on highly skilled flexi

and out-sourced staff to keep departments running smoothly and enhance productivity.

Therefore more and more of HR-One clients are now relying on Flexitalent services to

address their manpower need. The service levels range from out-sourcing entry-level to

senior management positions, hiring staffing for Interim requirements to Temp-to-

Permanent Staffing solution.

Operating out of 8 different locations pan-India, Flexitalent has made staff Out-sourcing

more meaningful by providing quality profiles, convenience and cost-effectiveness. HR-

One is now growing to be a market leader in this area of function.



Interim Staff

When the client’s organization has a long-term, specific project requiring a higher level of

expertise, FLEXITALENT can custom recruit interim staff that offer organization senior-

level management and executive experience in a wide variety of areas, including executive

management, finance, human resources, and fundraising.

Consultants

Hiring a FLEXITALENT consultant is the most efficient, and often, the most cost-effective

way to obtain the level of expertise client’s organization requires. FLEXITALENT clients

have benefited greatly from our experienced consultants in fundraising, grants writing,

human resources, marketing and communications, special events, and finance.

Temp-to-Permanent Flexitalent Temp-to-Perm program, often referred to as an on-the-job-

interview, is the optimum way for organizations to appraise a prospective employee before

deciding to hire permanently. It, also, gives the candidate ample opportunity . to evaluate an

organization before committing to a specific job.

Business Ambassadors Business Ambassadors are basically outsourced professionals who

are deployed at the customers' premises to carry out pre designated tasks. They are deployed

for a range of services, including door to door sales, software skills, a ccounts etc as per the

customer's mandate. It is a very cost effective way of carrying out the tasks at the customer

premises and the contracts can vary between 6 months to 2 yrs depending on projects or

period of deployment. Business Ambassadors is our key strategic staffing solution which

offers the full gamut of Recruit - Retain and Train. It is very convenient to the customer and

they do not have to worry about personnel management issues.

Over a quarter of our clients have successfully hired temps as permanent employees through

our Temp-to-Permanent program.

They provide professionals with work options including temporary, temp-to-hire &

permanent placement positions through our 8 Branch offices. Their employees receive

access to a broad range of benefit options and are never charged a fee for our services.



3) HR-SERVICES

In growing global economy, human resources functions are becoming increasingly complex

and resource-intensive. For an outsourcing solution to help a company cut costs and manage

human resources, a partner is required who understands how to add value to the company.

As a response to this need, HR-One provides HR consulting solutions mainly focusing on

SME companies, which have a need for such services.

HR-One assures its clients to rely on its HR Services ranging from Selection to Separation,

to include Induction procedures, Performance Appraisal, Payroll administration, Grievance

handling, Policy making, Surveys, Brand-building, Administration & Documentation

activities, Exit Interviews etc., HR-One assists any or all stages of such process out-

sourcing and hiring process in a way that is efficient, effective, aligned with business goals

and legally defensible to deliver a competitive edge.

In growing global economy, human resources functions are becoming increasingly complex

and resource-intensive. For an outsourcing solution to help a company cut costs and manage

human resources, a partner is required who understands how to add value to the company.

HR-One can assist with any or all stages of the sourcing and hiring process in a way that is

efficient, effective, aligned with business goals and legally defensible to deliver a

competitive edge

REACH OUT

Reach Out is a unique voice based consumer awareness program that encompasses a

concept to sales model through online customer communication to target customer groups

and sustains customer interest. It works as a cost effective alternate branding tool.

Customers here are not only the businesses but also the candidates.

Test Process Management:

Test Process Management is an end to end Test Process Management Services which helps

major Corporate with large ramp up plans to Administer Test and other necessary Process to

increase their intake of Professionals. Largely administered off campus and sometimes on

campus depending on customer mandate and level of exclusivity.



Induction Procedures

They coordinate for all Induction Procedures for all client’s new joinees and these are

handled by their HR Specialists.

Performance Appraisal

They handle 360-degree appraisals for their clients with strict confidentiality and

professionalism.

Salary Administration

In this ever changing taxes and regulations environment. The company helps to isolate the

client from these worries and handled the salary and other disbursements for the clients'

employees.

Grievance Handling

Employee counseling is the most important and is directly proportional to the Employee

Retention. Their well-experienced HR Consultants empathize with individuals to ensure the

quality and the attrition level is kept at minimal.

Statutory requirements

The Admin and Support staffs have experience in the major corporate in handling statutory

requirements. Admin and Support Staff have been weathered by the interactions they have

had after having interactions with the bureaucrats and the local administration, which has

led to a friction less operation with the government departments.

Office Administration & Documentation

They have well-trained and experienced Admin and Support staff, who would implement

the customized systems and procedure for administration and documentation. They could

take a given assignment at a very short notice, do the implementation and maintain from

there on.

Welfare Activities

They organize welfare activities for the clients in tandem with the given Industry's needs.



Retention Policy

They evolve Retention Policy in close collaboration with the client to give the HR Edge for

the Retention of Staff.

Surveys

The company handle Surveys for their clients with specific reference to Competition,

Market, People / Talent, Business Process Reengineering.

Brand Building Through HR

They excise the best customized models for HR Practices, which directly and indirectly

brand build the client's HR.

Exit interviews the company handles Exit Interviews, which close the circle of HR, cycle in

our client end. The Exit Interviews are aimed at feedback, friction less transitions, brand

building and creating an atmosphere to the person leaving to join back the client in the

future.

4) TRAINING

The Training division of HR-One offers Soft-Skills and Need Based Sales Training that will

help a client hiring Training services to cope with the demands of today's competitive

environment. The Training areas generally include – Leadership Training, Mentoring and

Attitude Change, Managing Change and Diversity, Stress & Time Management etc.,

Effective Employee Training means increased productivity; increased productivity means

more effective organization. HR-One through its Training services assures its clients of a

good work environment of business-trained professionals who are self-motivated and good

team players who work for the interest of the organization.

Invest in Training client’s Company's employees through HR-One’s professional Training

Programs and prepare an efficient set of work-force for greater responsibilities.

5) ASSESSMENT CENTRE

The Assessment centre division of HR-One offers Employee Capability Assessment and

Test Process support.



Acquiring of skill: The process of teaching or learning a skill or job

Soft Skills Need Based Training

Effective employee Need Based Training means increased productivity. Increased

productivity means a more effective organization. Need Based Training Division offers Soft

Skills and Sales Need Based Training that will help the client’s company cope with the

demands of today's competitive environment.

HR-One Need Based Training Programs provides the employees with a variety of learning

options, all focused on improving performance in the workplace. HR-one Trainers bring the

latest business techniques and principles into the classroom and On the Field in an

engaging, interactive setting that will motivate the employees to learn and advance on the

job.

We deliver instruction on site at the client’s facility or at HR-one’s campus, or on the Field

on a flexible schedule. HR-One can customize the course content to meet the client

company-specific needs. And, every employee is awarded a certificate upon completion of

the Need Based Training courses.

Customer Service

Leadership - Rules of Engagement

High Performance Attitude

Mentoring

Customer Service

High Performance Teams

Other Soft Skill Employee Need Based Training Programs

Team leader Need Based Training

Managing change

Diversity/harassment

Problem solving

Project management

Servant leadership

Stress management



Time management

Soft Skills Need Based Training - Invest in Client’s Company's Sales Professional

Soft skills Need Based Training programs instruct people on how to interact with each other

in the workplace. Companies work best when people work together smoothly as a team.

While some people may have innate social skills, most of us learn these skills through

practice. Soft skills Need Based Training includes a wide variety of courses and can reach

any Need Based Training audience. Here are just a few possible examples: Some new

employees starting their first job may need to learn acceptable workplace behaviors

Employees who work with customers may need customer service Need Based Training

Trainers may desire to improve their Need Based Training delivery skills Executives may

seek leadership Need Based Training to help them plan their corporate strategy.

Additionally, soft skills Need Based Training programs can also teach workplace fairness

policies, such as those that cover sexual harassment or workplace discrimination.

Prepare People for Greater Responsibility

Some soft skills Need Based Training courses may prepare people to serve in new

workplace roles or assume new responsibilities. When people interact with each other, they

often assume different social roles. Soft skills Need Based Training courses prepare people

to interact in any of the following relational situations:

Peer to peer

Subordinate to supervisor

Supervisor to subordinate

Worker to client/customer

When people practice social skills through skills Need Based Training, they will carry

themselves with professional confidence. Sales Need Based Training to get client’s sales

team on target. Experience high performance with in-house and results orientated sales

Need Base Training. Learn how sales Need Based Training can increase client’s sales

today. Learn the secret of how top performing sales professionals use the sales skills for

success. Step up to a new level - in today's marketplace being good is not good enough,

being excellent is not enough that's why we train outstanding sales professionals also. Sales

Need Based Training with high impact that brings the results to client’s sales team, we at



HR-One we believe that selling is learned through the experience gained by practicing the

art and science of selling, our philosophy is to use actual case studies of client’s customers

and to transfer the lessons learned in the classroom to the field where sales are made and

won. With over 30 Need Based Training years of experience of the Team in selling,

telephone sales and sales management. Telesales skills that is bringing about significant

results in Call Centre sales Need Based Training. HR-One Need Based Training will build

sales skills and attitudes in client’s sales team that will ensure success

5) INSTITUTION SERVICES

The Institution services group focuses on services for various Educational Institutions to

make students Industry-fit and bridge the Fresher-Industry divide. The services are basically

focused at Tier-1 & Tier-2 B-Schools, Management Institutes & Engineering Colleges

which have stiff competition not only in getting the right pick of students on to their

campuses but getting them placed in the job market. The students’ expectation vis-à-vis

their caliber also is becoming a majors factors of concern among the Education Institutes.

The Institution Services Group services the Institutions in reaching new horizons in

Projects, Internship Programs, Final Placements, Placement Training Programs, Faculty

Improvement, Industrial Interactions, Industrial Projects, Student Interpersonal Skills

Improvement, Campus Recruitment Solutions, Brand Building activities and the like.

1.8CLIENTS

Informatio Technology

Honeywell

Philips

Sasken

Satyam

GE

Intelligroup

BAAN Systems

Mphasis BFL

Onmobile

Netkarft

Virtusa

Mindtree

Jubilant Biosys

Vmoksha

TCS

Igate

SAP

Ramco Systems

Infinite

Lucid Software

Sify

SRA System

TNB

International

Wipro Ltd

I-Flex Solutions

Ltd

Aquatech

Systems Pvt Ltd



Mach India Pvt

Ltd

HCL

Technologies

FairIsaac

CG Coreel

Siemens

Meritos

Valtech India

Services

IT Enabled Services

Progeon

Transworks

Immaculate

Interaction

CNI India

Slash Support

Air2web

Cellar Stone

Sutherland

AXA

24/7 Customer

Service

ICICI OneSource

Telecom

Reliance

Airtel

Hutch

Idea Cellular

Tata Tele

Services

Spice Telecom

Banks

HDFC Bank Ltd

Kotak Mahindra

Bank

HSBC

Standard

Chartered

Centurion

ICICI

ING Vysya Bank

Financial

Services

India Bulls

Insurance

Metlife

Kotak Mahindra

Max Newyork

Life

AVIVA

ICICI Prulife

Tata AIG Life

ING Vysya Life

Birla Sunlife

Bajaj Allianz

General

Retail

West Side

Barista Coffee

Fabmall

Food World

Tanshiq

Shopper Stop

Café Coffee Day

Globus

ITC Life Style

Odyssy

Manufacturing

ABB

Ford India

Volvo

Suzlon Wind

Energy

Finolex Ltd

Thermax Ltd

Dukes

Toyota

Schneider

Electric India Ltd

Escort Ltd

Garments and apparels

Bata India Ltd

Nike (Seirra

International)

Madura Garments

Coats India

Gokuldas Images

Lacoste

Arvind Mills



Consumer Goods -

FMCG

HLL

Britannia

BPL

CavinKare

Coke

Colgate

Dabur India

Eveready

Industries

Fritolays

GE Lightings

General Mills

Godrej

Henkel Spic

ITC

L'oreal

Lotte

Marico

Mattels Toys Ltd

Nestle

Parle

Pepsi

Perfetti

Pidilite

Procter and

Gamble

Wipro Consumer

Care

Wrigleys

United Beverages

McDowell &

Company Ltd

Birla 3M Ltd

Reckitt Benkinser

Ltd

Asian Paints

Consumer Goods -

FMCD

Titan Blow Plast

BPL

Canon

Electrolux

Finolex

LG Electronics

MIRC

Novar

Philps

Samsung

Sony



2. STRUCTURE OF THE ORGANISATION

2.1 ORGANISATIONAL STRUCTURE

2.2 DUTIES AND RESPONSIBILITIES OF DEPARTMENTAL HEAD

Duties and responsibilities of a CEO

• To lead, in conjunction with the development of the Company’s strategy;

• To lead and oversee the implementation of the Company’s long and short term plans

in accordance with its strategy

• To ensure the Company is appropriately organized and staffed and to have the

authority to hire and terminate staff as necessary to enable it to achieve the approved

strategy

• To ensure that expenditures of the Company are within the authorized annual budget

of the Company

• To assess the principal risks of the Company and to ensure that these risks are being

monitored and managed

• To ensure effective internal controls and management information systems are in

place

• To ensure that the Company has appropriate systems to enable it to conduct its

activities both lawfully and ethically

CEO

HR MANAGER

HR RECRUITER

HR EXECUTIVE

BUISNESS DEVELOPER

BUSINESS MANAGER



• To ensure that the Company maintains high standards of corporate citizenship and

social responsibility wherever it does business u

• To communicate effectively with shareholders, employees, Government authorities,

other stakeholders and the public

• To keep abreast of all material undertakings and activities of the Company and all

material external factors affecting the Company and to ensure that processes and

systems are in place to ensure that the CEO and management of the Company are

adequately informed

• To ensure the integrity of all public disclosure by the Company

To abide by specific internally established control systems and authorities, to lead by

personal example and encourage all employees to conduct their activities in accordance

with all applicable laws and the Company’s standards and policies, including its

environmental, safety and health policies.

Duties and responsibilities of BUSINESS DEVELOPER

Business developers are responsible for locating new business opportunities in new markets

and with new companies. They are then responsible for finding ways to exploit these new

markets and bring in revenue. Business developers engage in strategic analysis, marketing,

sales and product development. They are responsible for determining the potential profit

that the company can garner from a given market and must compare this to the costs that the

company might incur.

Business development overlaps heavily with marketing and sales. Therefore, those who

have hands-on experience or educational experience in sales or marketing might be able to

find work as business developers. Many business developers only have a bachelor's degree.

Some businesses that do not have a business developer sometimes have their salespeople

handle business development. They must remain highly informed on what is going on in the

industry that their business is a part of, including what the competitors are doing. The

business developer must then have a sober understanding of what his own company is

capable of and how his own company can measure up to competitors. The business

developer must also be very creative and innovative.



Duties and Responsibilities of ACCOUNT MANAGER

The Accounting Manager is responsible for all areas relating to financial reporting. This

position will be responsible for developing and maintaining accounting principles, practices

and procedures to ensure accurate and timely financial statements. The Accounting

Manager supervises five staff accountants and is responsible for managing the team to

ensure that work is properly allocated and completed in a timely and accurate manner. This

position addresses tight deadlines and a multitude of accounting activities including general

ledger preparation, financial reporting, year end audit preparation and the support of budget

and forecast activities. The Accounting Manager will have contact with senior-level

Attorneys and the firm’s Executive Director and Controller which requires strong

interpersonal communication skills both written and verbal.

RESPONSIBILITIES & DUTIES

Obtain and maintain a thorough understanding of the financial reporting and general

ledger structure.

Ensure an accurate and timely monthly, quarterly and year end close.

Ensure the timely reporting of all monthly financial information.

Assist the Controller in the daily banking requirements.

Ensure the accurate and timely processing of positive pay transactions.

Ensure the monthly and quarterly Bank Compliance activities are performed in a

timely and accurate manner.

Supports budget and forecasting activities.

Collaborates with the other finance department managers to support overall

department goals and objectives.

Monitors and analyzes department work to develop more efficient procedures and use

of resources while maintaining a high level of accuracy.

Advises staff regarding the handling of non-routine reporting transactions.

Responds to inquiries from the Director of Finance, Controller, and other finance and

firm wide managers regarding financial results, special reporting requests and the like.

Work with the Controller to ensure a clean and timely year end audit.

Supervise the general ledger group to ensure all financial reporting deadlines are met.



Assist in development and implementation of new procedures and features to enhance

the workflow of the department.

Provide training to new and existing staff as needed.

Handle personnel issues relating to staff conflicts, absenteeism, performance issues,

etc.

Work with each direct report to establish goals and objectives for each year and

monitor and advise on the progress to enhance the professional development of staff.

Support Controller with special projects and workflow process improvements.

Duties and responsibilities of HR MANAGER:

A human resources manager, or HR manager, is someone who recruits, interviews and

assists a company's employees. HR managers are actually only in charge of their own

departments, but are extremely valuable nonetheless, as they try to find people who are

good matches for their company's various positions.

Interviewing

HR managers begin the process of finding employees by combing through cover

letters and resumes. Sometimes, supervisors in other departments will perform that

task, but even in those instances they will pass along an applicant's info the HR

manager. Many HR managers will then call a candidate for an interview, perhaps

conducting several as they seek the right fit for their company. During the interview,

HR managers ask general questions to try to get a read on an applicant's personality,

and how the applicant would react in certain situations.

Double-Checking

Following the interview process, an HR manager will call a candidate's references,

and perhaps run a criminal and financial background check. HR managers also tend

to call the candidate's former employers--whether the candidate has the former

employer listed as a reference is typically irrelevant. Assuming all of this clears, the

HR manager and manager of the department that has an opening will confer and

decide on whom to hire.



Making an Offer

Sometime during the interview process, an HR manager will explain to candidates

the history of the company, what the available job entails, how much it pays, and

what type of health care and retirement packages are available. After choosing a

candidate, an HR manager will call the applicant and offer the job. HR managers

need to be prepared for the candidate to request more in the way of wages, then get

back to the candidate and perhaps make a higher offer. Sometimes, HR managers

need to hire candidates who may not be their first choice, simply because some

candidates are willing to take the job for less money.

Other Duties

On top of hiring employees, HR managers typically need to manage their own staffs,

who handle things such as employee training, payroll and the writing and

distributing of employee handbooks. HR managers also arrange severance packages

for those who are fired or laid off.

Duties and responsibilities HR RECRUITER

The HR Recruiter is a key role in the recruitment and staffing process. The recruiter is

fully responsible for the outcomes of the recruitment process in the organization. The key

results areas of the job positions are: timeliness of hiring, quality of delivered candidates

and reasonable costs of the hiring process. Additionally, the HR Recruiter should be

engaged in the company wide projects focused on HR Marketing.

Several levels of the HR Recruiter job position usually exist. The recruiter can be the entry

level job position in Human Resources. The recruiter has the possibility to recognize the

entire organization by meeting managers and helping them hire a new employee. On the

other hand, the recruiter can be extremely skilled and job interviewing can be just a small

proportion of the working time. The rest can be spent on different projects and process

improvements.

Key Responsibilities of HR Recruiter

Reaching the defined targets for hiring of different job families (time, costs, quality)



Full execution of the recruitment process (including job posting, phone interviewing,

job interviewing, regular communication with candidates and managers) including

the recruitment administration

Administers job interviewing schedules for all job vacancies (and keeps promises

done to job applicants)

Manages posting of job vacancies at the best performing recruitment channels

(responsiveness, quality and costs)

Develops pool of internal and external talents

Explores the new recruitment channels and gives recommendations to the

Recruitment Manager

Execution of the recruitment social media communication, ruled by approved

Marketing and HR Marketing principles

Monitors the job market and prepares analyses and summaries of the main job

market movements

Reports the progress on assigned job vacancies on the regular basis, communicates

early warnings and provide the regular feedback about the performance of the

recruitment process

Required Skills

Communication Skills

Interviewing Skills (job interviewing certificate)

Basic Analytical Skills

Attention to Details

Administration Skills



3. FUNCTIONAL DEPARTMENT

Since the company has only 20 employees, the functions of other departments such as

Marketing Department, Purchase Department and System Department is taken care by the

following departments only. This is a consultancy company hence there is no need of a

Production Department.

HUMAN RESOURCE DEPARTMENT

There are 20 employees in the organization including the CEO. There are 10 HR recruiters

and many interns will be working whenever permitted.

CEO

HR MANAGER

BUSINESS DEVELOPER

HR RECRUITERS

ACCOUNT’S MANAGER

SECURITY

The HR manager takes in charge of all the HR activities i.e. making awareness of the

policies and regulations followed in the company. The compensation and benefit

function is taken care by the Account’s department. Training provided is an On-the Job

training where the newly recruited candidates will be guided by the HR manager

himself.

Recruitment Process

When I was working there as an intern, there was an internal requirement for an HR

recruiter. The following were the steps that were followed and till few process I was

allowed to perform by myself.

So I was asked to search for ads posted for HR jobs in Quikers.com and selected

only those ads which were 6month fresh and located in Bangalore since we needed

the requirement for the Bangalore branch.



Once the filter is done, I called those candidates and enquired them about their

interest in this job and if the answer is yes then I would ask them to come for an

interview in the next week and fix the time. And this process is known as Sourcing.

Out of 20lead calls made only 10 or 12 will turn up. The reason for this poor turn up

is myriad.

After the candidates arrive they will be asked to wait in the lobby and if the HR

manager himself is free he will conduct the interview otherwise any other senior HR

recruiter conducts the interview.

If the candidate clears that round of interview then he/she will be sent to the CEO’s

cabin for the final round of interview.

In the final round if the candidate clears then he/she will be asked to join the work

form the following day.

ACCOUNT’s DEPARTMENT

The function of an accounting department is to look after the finances of a company. This

can be anything from paying bills to making sure that the employees that work for the

company.

The main accounting department functions are;

Making payments.

Making sure that the company pays all bills, on time and also at the least cost possible. If

there is a discount for paying quickly, the accounts department will usually pay the bills as

soon as possible so that the company spends as little money as they possibly can. They are

responsible for all outgoing payments and making sure that what they are paying is correct.

Payroll

The accounts department has to ensure that the employees are all paid correctly and on time.

They also have to make sure that all of the employees are paying the right amount of tax

and that they have not made any mistakes with tax brackets and government payments on

behalf of the employees.



Receiving payments.

The accounting department must also receive payments and make sure that these are all

processed correctly. These will all be payments for the services or products the company

has provided and they must ensure that they have paid all relevant tax. There will also be an

element of chasing up payments and making sure that all of the payments are received when

they should be.

Budgets.

They are also responsible for giving budgets and estimates of what they feel the

company should be spending. These may be split by department or function and they

must also predict budget figures for years to come so that the company knows what it

should be spending and more importantly, charging to customers.

The Account’s Department handles the Compensation and benefit function. When I was

working there as an intern, I helped the Account’s assistant manager is maintain the records

at the time of Auditing. They have to make sure the receipt and vouchers support all the

entries made. There should be proof. They file all the transactions to avoid chaos. There are

only two employees in the Account’s department.

BUSINESS DEVELOPING DEPARTMENT

There is only one employee who handles this department. The main functions of that

employee are:

Drive strategic development; spearhead development of marketing and sales.

Develop and retain clientele.

Marketing resorts, which are owned by the CEO.

She has in depth knowledge about the industry and the company’s competitors.

Communication skills are excellent.



4. PORTER’S FIVE FORCE

1 Threat of New entrants

The barriers to entry are very low. To register an HR consultancy is same as

registering a company; hence the regulations involved are less complicated.

The functions of an HR consultancy also are simple as well as challenging.

As the result, there are many HR consultancies popping up in every nook and

corner.

Result: Relatively weak threat of new entrants

2 Bargaining power of Buyers

Clients are many and companies with the requirement of a well established

position have more bargaining power, whereas companies with low profile

get a low bargaining power.

Since there are many HR consultancies in the market, this company tries and

retains its loyal customers and attracts new clients.

Result: the bargaining power of the buyers is strong.

3 Bargaining power of suppliers

Job portals are the main suppliers of the company. The company pays a

certain amount to these job portals to maintain an account in their portals

which acts as a main source of potential candidates.

These job portals like Naukri.com, Monster.com are very famous job portals

where many potential candidates upload their resumes.

Due to recession many individuals upload their resumes in these job portals

and await for a response from various consultancies and companies, hence

the bargaining power of suppliers are very strong.

Result: the bargaining power of suppliers is very strong

4 Threat of substitute products and services

Substitutes for this company are the companies who recruit directly and

Employment agencies.



Some of these employment agencies charge the candidates once they are

recruited which this company does not follow. HR-One charges the

companies and not the candidates.

Result: threat of substitutes is low.

5 Rivalry among existing competitors

Due to low barriers for entry in this industry, there are many

consultancies cropping up in every nook and corner which increases

the threat of new entrants.

There are many other HR consultancies which are well reputed in the

market which have better network than HR-One.

In the current economic crisis, there is minimal profitability and only companies

with large cash reserves and excellent networking are likely to survive.



6. SWOT ANALYSIS

SWOT is an acronym for Strengths, Weaknesses, Opportunities and Threats. It is a

popular analysis technique used in planning, problem-solving and decision-making

across an assortment of business functions and activities.

Strengths:

They are able to respond very quickly as they have no red tape, no need for higher

management approval, etc.

They are able to give really good customer care, as the current small amount of work

means they have plenty of time to devote to customers

Their lead consultant has strong reputation within the market

Weaknesses:

HR-One Company has no market presence or reputation

The company is vulnerable to vital staff being sick, leaving, etc.

Opportunities:

Their business sector is expanding, with many future opportunities for success

Their local council wants to encourage local businesses with work where possible

i.e. encourage work from home.

Threats:

The growing competition in this industry poses as a major threat to the company.

Finding potential candidates to fill in client’s requirement is tough these days.



7. EXPERIENCE REVIEW

Mr. Henry, HR manager of the company was in charge of all the interns in the company. He

only assigns work to the interns and interns are answerable to him.

As an intern 1st day I was asked to get well versed with the policies of the company.

Know its functions, their associations and its history.

After going through the information about the company. I was given a client’s

requirement. I was asked to screen resumes in Monster.com and report the potential

candidates to the manager.

I was given the username and password to access into their Monster.com account

through which I was asked to screen many resumes in accordance to the client’s

requirements, which is the 1st work performed by an HR recruiter.

I worked on excel sheet and created a database of job ads published in Ascent, a

supplement of Times of India.

As the next step, there was an internal requirement of an HR recruiter in the

company hence I was asked to select potential candidates in Quikr.com and make

cold calls and enquire about their interest in the job and if they are then I enquired

further about their professional background and fix an interview for those

candidates.

Since I worked as an intern and was allowed to share a part of their work,

there are no findings and suggestions for this company.



7. CONCLUSION

HR-One Management consultant has provided me a great platform to learn about all the

activities that take place in a HR consultancy. The HR manger in this company has helped

me a lot, with patience taught me how to work and trusted me and assigned work. End to

End work of an HR recruiter was taught to me and was allowed to do most of the work

except interviewing the candidates.

This internship program has given me a great insight into the corporate world and helped

me understand many theoretical topics learnt in HR. It was a great experience and very

helpful.



BIBILIOGRAPHY

Websites:

http://hr-one.in/

http://softskillsinstitution.com/article.doc.pdf

http://www.slideshare.net/Consultgenie/consulting-industry-in-india-

problems-solutions-opportunities-1748225

http://hr-one.in/

http://softskillsinstitution.com/article.doc.pdf

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