mohan shashank's project

Recruitment & Selection Procedure in Skill Bank

A STUDY ON RECRUITMENT AND SELECTION PROCEDURE IN SKILL BANK CONSULTING

A

PROJECT REPORTSubmitted in partial fulfillment of the

Requirements for the award of

MASTER OF BUSINESS ADMINISTRATION

By

M. MOHAN SASANKA(Reg.No.171098053)

Under the guidance ofMrs. N. JHANSI RANI, MBA. (Ph.D),

Associate Professor

DEPARTMENT OF MANAGEMENT STUDIESJ.B.INSTITUTE OF POST GRADUATE COURSES

(Affiliated to Sri Venkateswara University)Plot No.96/1, Daminedu Village behind Padmavathi flour mills

Renigunta Road, Tirupathi-517501.

2009-2011

JB INSTITUTE OF POST GRADUATE COURSES

JB Institute of PG Courses


Door no. 9-113/2, Daminedu village, Behind Padmavathi Flour Mills Renigunta Road, Tirupathi – 517506. PH.2271800, 5562800, 5562802

Approved by A.I.C.T.E., New Delhi & Affiliated to S.V. University, Tirupati.

CERTIFICATE

This is to certify that the project work entitled “A STUDY ON

RECRUITMENT AND SELECTION PROCEDURE IN SKILL BANK

CONSULTING” is bonafide work done and submitted by Mr. M. MOHAN

SASANKA (Reg. No. 171098053) in partial fulfillment of the requirement for the

award of the degree of Master of Business Administration by the J.B. Institute of

Post Graduate Courses, affiliated to S.V. University, Tirupathi during 2009-2011.

Head of the Department Under the Guidance ofMr. C .B. V. KRISHNA PRASAD Mrs. N. JHANSI RANI,

M.B.A., M.Phil. M.B.A., (Ph.D). Head of the Department, Management Studies Associate Professor JBIPGC Tirupathi JBIPGC Tirupathi

DECLARATION



I M. MOHAN SASANKA declared that this project report entitled “A

STUDY ON RECRUITMENT AND SELECTION PROCEDURE IN SKILL

BANK CONSULTING” has been carried out by me during the year of 2009-

2011 under the guidance of Mr. RAYALA VAMSI KRISHNA, Head

Consultant, SKILL BANK.

This project work is submitted to the DEPARTMENT OF

MANAGEMENT STUDIES J.B. INSTITUTE OF POST GRADUATION

COURSES in partial fulfillment for the award of Master of Business

Administration degree. This report has not been submitted for any degree or

diploma of any other university.

Place:Date:

(MOHAN SASANKA. M)

ACKNOWLEDGEMENT



The satisfaction that accompanies the successful completion of any tasks

would be incomplete without the mention of the people who make it possible &

whose constant guidance & encouragement crown all the efforts with success. The

acknowledgement transcends the reality of formality when we would like to

express deep gratitude & respect to all those people behind the screen who guided,

inspired & helped me for completion of my project work.

It is by the lavish blessings of the LORD having been able to bring to light

his humble of work for which I am extremely indebted.

I wish to express my sincere thanks to the following individuals who made

this study successful.

I am indebted to Mr. RAYALA VAMSI KRISHNA, Head consultant,

Skill Bank who is my organizational guide for his suggestions and without whose

interest the work would have ever begun.

My sincere thanks are due to Dr. B. MUNIRATHNAM, Correspondent,

JBIPGC, Prof. G. SOMASUNDARAM, Principal, JBIPGC and Mr.

C.B.V.KRISHNA PRASADMBA, M.Phil., Head of the Department, Management

Studies and Mrs. V. KALPANAM.B.A, M.Phil , Project co-coordinator for their

constant encouragement and support through out my project.

I am indebted under the guidance of Mrs. N. JHANSI RANIM.B.A, (Ph.D)

Associate Professor in Management JBIPGC, and all my Lecturers for being a

source for inspiration in completing the project work.

Last but not least I wish to express my sincere thanks to MY PARENTS

for their encouragement and constant guidance.

(MOHAN SASANKA. M)



A STUDY ON RECRUITMENT & SELECTION PROCEDURE IN SKILL BANK CONSULTING

Executive SummaryIntroduction:

Recruitment and Selection is the major function/wing of the Human Resource Department. Recruitment process is the first step towards creating the competitive strength and strategic advances of the organization. Recruitment process involves a systematic procedure from sourcing the candidates to arrange and conduct interviews and requires many resources and time.

This area of study on “Recruitment and Selection in Skill Bank Consulting” is found to be interesting. Recruitment and Selection is a core process in Skill Bank where ‘Tele-calling’ is used as a ‘Primary Channel’ of contact with both candidates and clients in addition to ‘e-mail’ as ‘Secondary channel.’

Industry Profile:Management Consulting refers to both the industry and the practice of

helping organizations improve their performance primarily through the analysis of existing business problems and development of plans for improvement.

Management Consulting grew with the role of management as unique field of study. The first management consulting firm was Arthur D. Little, founded in 1886 by MIT Professor of the same name. Booz & Co founded by Edwin G. Booz, a graduate from Kellogg’s School of Management at North West University in 1914 as a management consultancy and the 1st to serve both Private and government clients. Boston Consultancy Group (BCG), 1963 pioneered in the analytical approach to the study of management and strategy. Some of the major consultants across the world are BCG, McKinsey, Booz & CO, Harvard Business School (formed by 6 professors as Monitor Group).

Company Profile:Skill Bank, a HR consultant is a very prominent company in the processes

of Recruitment & Selection procedure with a handful of clients all over Andhra Pradesh. Mr. Rayala Vamsi Krishna, Head Consultant, Skill Bank is a pioneer in his terms, principles and strategies who have brought good dealings and links with his huge network all over India with two main branches, one in Tirupathi, where the global entrepreneurs are looking at and other in Hyderabad where the IT is stood alive and working through.

Skill Bank was earlier a franchise of Mafoi, a reputed HR consultant in India. As Mafoi was acquired and merged by Ranstad, and Ranstad-Mafoi is in no



need of partners, Of late, Skill Bank has started its own consultancy firm with a handful of clients.

Need for the study:Organizations hire the services of management consultants for a number of

reasons, including gaining external advice, access to consultants, specialized expertise or simply as extra temporary help during a one time project, where the hiring of more permanent employees is not required.

That too HR Consultants like Skill Bank have Recruitment and Selection as core part of their services in the organization. Hence, the study was taken to bridge the gap between client, candidate and Skill Bank and to ensure for the enrichment of the processes and procedures of Recruitment and Selection in Skill Bank.

Objectives:

To study thoroughly the processes and procedures of Recruitment and Selection in Skill Bank.

To study whether the candidate was satisfied with the processes and procedures of Recruitment and Selection in Skill Bank.

H0: There is no significant relation between personal demographics like Gender & experience and the process of awareness of skill Bank.

Research methodology:

Research Type : Applied Research Research Approach : Descriptive Research Sampling technique : Convenience Sampling Sample Size : 60 candidates

Data Collection:o Primary Data: Collected from the candidates who

were placed by Skill Bank.o Secondary Data: Collected from official website

(www.skillbank.in), Human Resource Management – Biswajeet Patnayak, Client Requisition Forms (CRF) etc.,

Data collection tool : Questionnaire


http://www.skillbank.in/


Data Analysis methods : Mean, percentage, graphs, Chi-Square.

Limitations:

The study is limited to MBA students alone. The study is limited to 60 candidates. The study is limited to candidates from Hyderabad, Tirupathi,

Guntur, Vijayawada, Machilipatnam, and Vizag. The questionnaire was prepared, ascertained and get the results

through e-mail alone. The questionnaire was filled in by the candidates who get desired

job from Skill Bank.

Findings: Based on the study “Recruitment & Selection Procedure in Skill Bank,” the findings are:

Skill Bank has Recruitment & Selection as core part of their services to the organizations.Skill Bank is providing required information like Job profile, venue of interviews, time & date etc., for the candidate in time.Skill Bank is not providing any training and pre-interview sessions for the candidates before attending the interview.Skill Bank is not charging anything from the candidates in making them to get into their desired job, instead they charge from client at all conditions.Skill Bank, as a part of their Recruitment & Selection of candidates, making tele-calling to the candidates where speaking and dealing through tele-calling is found convenient for the candidates.Skill Bank process and procedures are found satisfactory by the candidates.The process that is making the most of the candidates to be aware about the Skill Bank is Tele-calling irrespective of their personal demographics like gender and experience.

Suggestions:



To keep up the same tempo in the processes and procedures of Recruitment and Selection and maintain the same momentum.

It will be good to start training and pre-interview sessions to the candidates before attending the interview, which will help in enhancing the scope of getting placed in the organization (Client’s), there by the consultancy firm gets better rankings.

Conclusion: Recruitment and Selection is a hardcore part for any HR consultancy firm and Skill Bank, a juvenile HR consultancy firm, making the process most successful and satisfactory by the candidates and clients and hope to continue with the same momentum.

S.NO

TITLES PAGE NO

1 CHAPTER-1

1.1 INTRODUCTION

1.2 INDUSTRY PROFILE

1.3 COMPANY PROFILE

(1-22)

1-5

6-10

11-22

2 CHAPTER-2

REVIEW OF LITERATURE23-39



3 CHAPTER-3

3.1 NEED FOR THE STUDY

3.2 OBJECTIVES OF THE STUDY

3.3 LIMITATIONS OF THE STUDY

3.4 RESEARCH METHODOLOGY

(40-43)40

41

42

43

4 CHAPTER-4

DATA ANALYSIS & INTERPRETATION 44-57

5 CHAPTER-5

5.1 FINDINGS

5.2 SUGGESTIONS

5.3 CONCLUSION

(58-60)58

59

60

6 CHAPTER-6

6.1 APPENDIX

6.2 BIBLIOGRAPHY

(63-66)63-65

66

CONTENTS

CHAPTER –I



INTRODUCTION INDUSTRY PROFILE COMPANY PROFILE

INTRODUCTION

Human Resource Management (HRM) is an approach to the manage people, based on

four fundamental principles, recruitment, selection, training, compensation, first human

resources are the most important asset of an organization and their effective management

is the key to its success.

According to EDWARD B FLIPPO:

Recruitment: is defined as “the process of searching for prospective employees

and stimulating them to apply for job in the organization”.

Selection: It is the “process of ascertaining the qualifications, experiences, skills,

knowledge etc., of an applicant with a view to appraising his/her suitability to a job.

Hiring involves two broad groups

1. Recruitment



2. Selection

Recruitment: Recruitment forms the first stage in the process which continues with

selection and leases with placement of the candidate recruiting of the discovering of

potential applicants for actual or anticipated organizational vacancies.

As younger and other point out, “Recruitment is the process to discover the

sources of man power to meet the requirement of staffing schedule and to employ

effective solution of an efficient working force.” The purpose of recruitment is to locate

sources of manpower to meet job requirements and job specifications.

Methods of Recruitment:

1. Direct method

2. Indirect method

3. Third party method

1. Direct method: These include sending traveling recruiters to educational professional

institute, employees, and contract with public and mannered exhibits. One of the widely

used direct methods is that of sending recruiters to colleges and technical institutes. It

includes sending recruiters to conventions and seminar’s setting up exhibits at fair and

using mobiles to go to the desired centers.

2. Indirect methods: Indirect method involves mostly advertising in news papers, on the

radio in trade and professional journals technical magazines and broachers.

3. Third party method: These include the use of commercial or private employment

agencies, state agencies placement offices of schools colleges and professional associates

recruiting firms, management consulting firms.

Recruitment and Selection is the major function/wing of the Human Resource

Department. Recruitment process is the first step towards creating the competitive



strength and strategic advances of the organization. Recruitment process involves a

systematic procedure from sourcing the candidates to arrange and conduct interviews and

requires many resources and time.

This area of study on “Recruitment and Selection in Skill Bank” is found to be

interesting. Recruitment and Selection is a core process in Skill Bank where ‘Tele-

calling’ is used as a ‘Primary Channel’ of contact with both candidates and clients in

addition to ‘e-mail’ as ‘Secondary channel.’

Human resources is considered to be the most valuable asset in any organization. It is the

sum of the inherent abilities, acquired knowledge and skills represented by the talents and

aptitude of the employed persons who comprises executives, superiors and the rank and

file employees.

The human resources should be utilized to maximum possible extent, in

order to achieve individual and organization goals. It is the employee’s performance

which ultimately decides and attainment of goals. However the employee’s performance

is to a large extent, influenced by motivation and job satisfaction.

Steps in selection process:

1. Reception or preliminary interview or screening

2. Application blank

3. A well conducted interview to explore the facts and get at attitude of the

applicant and his family to the job.

4. Physical examination

5. Psychological tests

6. A reference check

7. Final selection



The ability of small firms to successfully recruit employees is

consistently rated by small business owners as one of the most important factors

influencing organizational success (Inc., 1997, Mehta, 1996). However, despite the

fact that small businesses dominate the business landscape of the united States,

representing over 99% of all employers, seating two out of every three new jobs, and

producing 39% of the gross national product (SBA, 1999), existing research on human

resource (HR) recruitment has almost entirely focused on medium and large firms.

Indeed a review of all the articles published in three of the top academic

journals(Academy of Management Journal, Journal of Applied Psychology, Personnel

Psychology) form 1998 through 1998 revealed that only Seven of the 207 articles that

addressed recruitment, personnel selection, human resources, and hiring issues focused

on small businesses or used Small businesses in their sample. Consequently, a gap may

exist in our understanding of the recruitment issues small businesses face and what

strategies are most effective. In addition to paying little attention to small nesses,

past research on personnel recruitment has neglected the role that societal factors may

play in influencing the recruitment success of an organization, instead focusing on

how job applicants' individual preference affect recruitment (Brass, 1995,

Barber, 1998).

From this perspective, effective recruitment practices allow individuals to se

congruence between individual preferences and organizational attributes. Dimension

such as recruiter characteristics (e.g. personality, knowledge ability, and credibility),

recruitment message (e.g., personality, knowledge ability, and credibility), recruitment

message (e.g. realism, favorability, ad content), and recruitment timing have received

mixed support for influencing recruitment success (see Rynes & Barber, 1990, for a

review). However, while clearly important, this perspective ignores the role that

societal norms and values play in shaping the preferences and action of individuals

(Salancik & Pfeffer, 1978) Thus, the question of whether organizational recruitment

success is influenced by how well recruitment practice coincide with the

institutionalized norms of behavior existing.



RECRUITMENT PROCESS

Recruitment preparation

The organization has no formal method of request for vacant or new positions. An

informal request can be vague and misleading and may not supply the HR manager

with the job description and person specification required to establish the selection

criteria. This is because of reliance on re effective communication skills of both the

persons giving the verbal request and the HR manager receiving the request. Both

parties need to be effective in passing on and receiving correct information. The

request must set out the exact requirements of the new or vacant position. Job or person

specifications should spell out the requirements an individual needs to successfully

perform the job as per the job description should specific duties and responsibilities.

The implication of not clear direction on what is required for the position is that

the criteria will not be valid. Consequently, the recruitment process an bread down

Journal of Management Practice Volume 5 No 168 the absence valid selection criteria

pan affect the decision- making at a later

Stage (Compton& Nankervis 1998). This means that a simple

miscommunication can result in the incorrect matching of an applicant to an abs. The

attitude and personal characteristics of the individual may not fit the specifications

required. This can result in low motivation of the individual and can, therefore, lead

to unsatisfactory performance (Mitchell, Dowling, Kabanoff & Larson 1988), thus

requiring the individual to be replaced and causing unnecessary costs.

Ensuring that the job: ascription and person specification are correctly

portrayed and, therefore giving valid selection criteria, can avoid unnecessary costs. 2.2

Employment Agencies



According to the HR manager, the organization has a relatively high turnover in

low skilled employees. The market demand for low skilled employees in the

construction industry can increase and decrease rapidly due to the external

environment (Smith, P.J.2001, pers. Comm... 13 March). There are several reasons

for this volatility. As the economic climate becomes more unstable, consumer

confidence decreases in spending affects the construction industry. Furthermore,

inclement weather causes the flow of work to be unpredictable and, therefore,

insecure. Both of these factors can contribute to the high turnover of employees.

Satisfaction has a negative relationship with turnover (Robbins, Millett, Cacioppe &

Waters Marsh 1998).

INDUSTRY PROFILE

CONSULTANCY INDUSTRY

Management consulting refers to both the industry of, and the practice of, helping

organizations improve their performance, primarily through the analysis of existing

business problems and development of plans for improvement.

Organizations hire the services of management consultants for a number of reasons,

including gaining external (and presumably objective) advice, access to the consultants'

specialized expertise, or simply as extra temporary help during a one-time project, where

the hiring of more permanent employees is not required.



Because of their exposure to and relationships with numerous organizations,

consultancies are also said to be aware of industry "best practices", although the

transferability of such practices from one organization to another is the subject of debate.

Consultancies may also provide organizational change management assistance,

development of coaching skills, technology implementation, strategy development, or

operational improvement services. Management consultants generally bring their own,

proprietary methodologies or frameworks to guide the identification of problems, and to

serve as the basis for recommendations for more effective or efficient ways of performing

business tasks.

Opportunities for consulting and advisory engagements from government clients have

grown and evolved. In particular, government is engaging knowledgeable consultancies

for advice in home security and anti-terrorist tactics. Corporate clients are also more open

to consultants specializing in security matters and global politics.

Management consulting grew with the rise of management as a unique field of study. The

first management consulting firm was Arthur D. Little, founded in 1886 by the MIT

professor of the same name. Though Arthur D. Little later became a general management

consultancy, it originally specialized in technical research. Booz & Company was

founded by Edwin G. Booz, a graduate of the Kellogg School of Management at

Northwestern University, in 1914 as a management consultancy and the first to serve

both industry and government clients.

After World War II, a number of new management consulting firms formed, most

notably Boston Consulting Group, founded in 1963, which brought a rigorous analytical

approach to the study of management and strategy. Work done at Boston Consulting

Group, McKinsey, Booz & Company, and the Harvard Business School during the 1960s

and 70s developed the tools and approaches that would define the new field of strategic

management, setting the groundwork for many consulting firms to follow. In 1983,

Harvard Business School's influence on the industry continued with the founding of

Monitor Group by six professors.


http://en.wikipedia.org/wiki/Monitor_Group

http://en.wikipedia.org/wiki/Strategic_management

http://en.wikipedia.org/wiki/Strategic_management

http://en.wikipedia.org/wiki/Harvard_Business_School

http://en.wikipedia.org/wiki/Booz_%26_Company

http://en.wikipedia.org/wiki/McKinsey

http://en.wikipedia.org/wiki/Boston_Consulting_Group



http://en.wikipedia.org/wiki/Northwestern_University

http://en.wikipedia.org/wiki/Kellogg_School_of_Management

http://en.wikipedia.org/wiki/Edwin_G._Booz


http://en.wikipedia.org/wiki/Arthur_D._Little

http://en.wikipedia.org/wiki/Management

http://en.wikipedia.org/wiki/Business

http://en.wikipedia.org/wiki/Efficiency_(economics)

http://en.wikipedia.org/wiki/Methodology

http://en.wikipedia.org/wiki/Coaching

http://en.wikipedia.org/wiki/Change_management

http://en.wikipedia.org/wiki/Best_practices


Another branch of management consulting is Human Resource consulting. Such firms

provide advice to their clients regarding the financial and retirement security, health,

productivity, and employment relationships of their global workforce.

Approaches

In general, various approaches to consulting can be thought of as lying somewhere along

a continuum, with an 'expert' or prescriptive approach at one end, and a facilitative

approach at the other. In the expert approach, the consultant takes the role of expert, and

provides expert advice or assistance to the client, with, compared to the facilitative

approach, less input from, and less collaboration with, the client(s). With a facilitative

approach, the consultant focuses less on specific or technical expert knowledge, and more

on the process of consultation itself. Because of this focus on process, a facilitative

approach is also often referred to as 'process consulting,' with Edgar Schein being

considered the most well-known practitioner. The consulting firms listed above are closer

toward the expert approach of this continuum.

Many consulting firms are organized in a matrix structure, where one 'axis' describes a

business function or type of consulting: for example, strategy, operations, technology,

executive leadership, process improvement, talent management, sales, etc. The second

axis is an industry focus: for example, oil and gas, retail, automotive. Together, these

form a matrix, with consultants occupying one or more 'cells' in the matrix. For example,

one consultant may specialize in operations for the retail industry, and another may focus

on process improvement in the downstream oil and gas industry.

CURRENT STATE OF THE INDUSTRY

Management consulting has grown quickly, with growth rates of the industry exceeding

20% in the 1980s and 1990s. As a business service, consulting remains highly cyclical

and linked to overall economic conditions. The consulting industry shrank during the

2001-2003 period, but has been experiencing slowly increasing growth since. In 2007,


http://en.wikipedia.org/wiki/Process_improvement

http://en.wikipedia.org/wiki/Edgar_Schein


total global revenues for management consulting are expected to exceed the $300 billion

mark. Currently, there are four main types of consulting firms:

1. Large, diversified organizations that offer a range of services, including

information technology consulting, in addition to a strategy consulting practice

(e.g. Accenture, Capgemini, Deloitte, IBM). Some very large IT service providers

have moved into consultancy as well and are also developing strategy practices

(e.g. Wipro, Tata, Infosys)

2. Medium-sized information technology consultancies that blend boutique style

with some of the same services and technologies bigger players offer their clients

(e.g. IDS Scheer, arinso).

3. Large management and strategic consulting specialists that offer primarily

strategy consulting but are not specialized in any specific industry (e.g. Bain &

Company, Booz & Company, McKinsey & Company, The Boston Consulting

Group, Oliver Wyman, A.T. Kearney).

4. Boutique firms, often quite small, which have focused areas of consulting

expertise in specific industries, functional areas or technologies (e.g. Heidrick &

Struggles, Towers Perrin, the Avascent Group, Newton Industrial Consultants,

Kaiser Associates) . Most of the boutiques were founded by famous business

theorists. Small firms with less than 50 employees are often referred to as niche

consultancies (e.g. Agility Works, iProCon HCM). If they have a unique concept

and market it successfully, they often grow out of this segment very fast or are

bought by larger players interested in their knowhow.

Management Consulting Companies Rating

The web service "vault.com" prepares a list of the most prestigious 50 consulting

companies each year. The most prestigious 20 consulting companies in 2010 are:

2010

RANK

2009

RANK CHANGECOMPANY

PRESTIGE

SCORE


http://en.wikipedia.org/wiki/Kaiser_Associates

http://en.wikipedia.org/wiki/Newton_Industrial_Consultants

http://en.wikipedia.org/wiki/Avascent_Group

http://en.wikipedia.org/w/index.php?title=Heidrick_%26_Struggles&action=edit&redlink=1

http://en.wikipedia.org/w/index.php?title=Heidrick_%26_Struggles&action=edit&redlink=1

http://en.wikipedia.org/wiki/A.T._Kearney

http://en.wikipedia.org/wiki/Oliver_Wyman

http://en.wikipedia.org/wiki/The_Boston_Consulting_Group

http://en.wikipedia.org/wiki/The_Boston_Consulting_Group

http://en.wikipedia.org/wiki/McKinsey_%26_Company


http://en.wikipedia.org/wiki/Bain_%26_Company

http://en.wikipedia.org/wiki/Bain_%26_Company

http://en.wikipedia.org/wiki/IBM

http://en.wikipedia.org/wiki/Deloitte

http://en.wikipedia.org/wiki/Capgemini

http://en.wikipedia.org/wiki/Accenture

http://en.wikipedia.org/wiki/Information_technology_consulting


1 1 McKinsey & Company 8.390

2 2 The Boston Consulting Group, Inc. 7.978

3 3 Bain & Company 7.874

4 4 Booz & Company 6.514

5 7 Deloitte Consulting LLP 6.107

6 5 Monitor Group 6.071

7 9PricewaterhouseCoopers LLP (Consulting

Practice)5.998

8 6 Mercer LLC 5.947

9 11 Ernst & Young LLP (Consulting Practice) 5.914

10 8 Oliver Wyman 5.860

11 14 Accenture 5.711

12 13 IBM Global Business Services 5.668

13 16 KPMG LLP (Consulting Practice) 5.585

14 18 Towers Perrin 5.535

15 27 AlixPartners, LLP 5.529

16 12 A.T. Kearney 5.367

17 15 The Parthenon Group 5.259

18 29 Watson Wyatt Worldwide 5.192

19 10 L.E.K. Consulting 5.177

20 38 FTI Consulting, Inc. 5.026

21 44 Alvarez & Marsal 4.951

22 25 NERA Economic Consulting 4.931

23 19 Capgemini 4.869

24 26 Navigant Consulting, Inc. 4.781

25 32 Huron Consulting Group 4.750



COMPANY PROFILE

Skill Bank, a HR consultant is a very prominent company in the processes of Recruitment

& Selection procedure with a handful of clients all over Andhra Pradesh. Mr. Rayala

Vamsi Krishna, Head Consultant, Skill Bank is a pioneer in his terms, principles and

strategies who have brought good dealings and links with his huge network all over India

with two main branches, one in Tirupathi, where the global entrepreneurs are looking at

and other in Hyderabad where the IT is stood alive and working through.

Skill Bank was earlier a franchise of Mafoi, a reputed HR consultant in India. As Mafoi

was acquired and merged by Ranstad, and Ranstad-Mafoi is in no need of partners, Of

late, Skill Bank has started its own consultancy firm with a handful of clients.

The following are the other aspects that are being dealt by the company including the

information about the clients.



Internship

Around the world, hundreds of thousands participate in student internships.

Although internships are often categorized as jobs, they are more like apprenticeships.

Internships are temporary and may or may not be paid. The emphasis during the job is

training, which is why most interns are college students who are studying in majors relating

to their internship position. The length of the internship depends on the employer in charge.

Usually, an internship lasts the duration of a semester at colleges. However, 6-12 week

summertime sessions or shorter 4-6 week winter break sessions might also be available. You

don't apply for an internship in the same way you would a regular job. Although you should

treat your application process professionally, your experience is less important than your

willingness to learn, relation of the internship to your major, and recommendations. What

kinds of internships are available - and which are required

Why you should consider internships in the first place

Internship lengths

Living arrangements and pay rates

Getting college credit for your internship

Planning effective internship

Interviewing

How to get an internship when you're studying

What to expect when you get an internship

How to survive and make the most of your internship

Ways to transition your internship to a regular full-time job after college

Studies show that those with job-related experience are more likely to get a

job. A study by the Bureau of Labor and Statistics shows that one in three graduates are

underemployed, meaning that they are, through their education, qualified for a better,

higher-level job than the job they have. Unpaid or paid internships can help you get the

better job that you deserve with your degree.

Types of Internships

Tips for Surviving an Internship

Internship Benefits


http://www.skillbank.in/InternshipBenefits.html

http://www.skillbank.in/tipsforsurvivinganinternship.html

http://www.skillbank.in/typesofinternship.html


Making the Most of your Internship

Transitioning From Intern to Full-Time

Internships your discovery.

Registration Form Format:

*Name Of the

Candidate:

*Father's Name:

* Date Of Birth: Age:

Religion: Nationality:

* Permanent

Address:Pin Code:

* Address for Communication: Pin Code:

Telephone: Mobile:

* E-Mail:Languages

Known:

Educational Qualifications: Technical


http://www.skillbank.in/Internshipsyourdiscover.html

http://www.skillbank.in/TransitioningFromInterntoFullTime.html

http://www.skillbank.in/MakingtheMostofyourInternsh.html


Qualifications:

Course: Specialization:

Recruitment:

Recruitment is the process of attracting qualified applicants for a specific job. the process

begins when applications are brought in and ends when the same is finished. the result is

a pool of applicants, from where the appropriate candidate can be selected.

Hot Openings List

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http://www.skillbank.in/rumieducation.html


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1. About Rumi

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Global is committed to serving the education needs of communities throughout the

developing world and has launched a USD 100mn Education Fund for this purpose.

India has an USD 40bn education market growing at a CAGR of over 16%. Over 1

million schools throughout the country serve over 219 million students. Conservative

estimates suggest that another 361 million school-age children have been left un-served.

Education spending is the single biggest monthly outlay after food and groceries for

India’s consuming class. The sector is encouraging interesting debates on privatization

and is increasingly receiving the active attention of policy makers. After IT, Media,

Telecom and Retail, Education is poised for the NEXT BIG transformation in India.

Rumi is incorporated to serve the mass market in K-10 school segment, i.e., Primary and

Secondary education. The initial focus is on major metros and Tier I – Tier IV towns. The

business model is designed to build world’s largest chain of schools targeted at the mass

market within the next 3 years. This is planned through a process of business partnerships

and acquisition.

Rumi is built upon the strong foundation of proprietary understanding of the market

based on globally acclaimed research that has been conducted over the past decade. The

company has the in-house knowledge, leadership and vision to act at this opportune time

to build a successful chain of schools.

Headquartered in Hyderabad Rumi Education is the first chain of affordable private

schools and within last 18 months has grown to become the largest chain of schools in

Hyderabad with 50 schools. Rumi has started his presence in other towns of Andhra



Pradesh like Vijayawada & Visakhapatnam and has plans to cross 100 schools by this

April.

Rumi Education is poised to take this initial success in Andhra Pradesh across India and

then to the international arena by targeting mass market consumers in developing markets

globally.

Rumi Education is India’s first chain of truly affordable private schools. Parents choose

our schools for a quality education that will prepare their children for success in a modern

India.

A quality education is the greatest gift you can give your child. For the first time, this gift

will be affordable for almost every family.

Scope:

Zone (typically 60- 80 schools)

Direct Reports:

BRM Expansion, BRM Operations, Sr. Academic Counselor

Purpose:

a. Heads a business of around 60 schools, will be responsible for top and bottom line

results for the allocated zone. Will strategize growth and development of the zone and

review performance.

b. Deliverables:

i. Zonal budget

ii. Growth and profitability as per target

iii. School revenue and profitability

iv. Staffing as per plan

v. Employee retention



vi. Franchisee retention

vii. New Franchisee conversion cycle time reduction

c. Key Activities:

i. Ensure staffing as per plan

ii. Task allocation and review for all BRM

iii. Periodic school visits

iv. Recommendation for new franchisee appointment

v. Review of School performance Index

vi. Review of Customer satisfaction index and preparation of improvement plans

vii. Creation of market clusters

viii. Periodic market visits with BRM (Exp) – coaching for new BRMs

ix. Approve school visit plans – if needed

x. Contract discussion with key prospects

xi. Recommendation for new franchisee appointment after site visits

xii. Review and approval of closure files for new franchisees.

Online Examination:

Skill Bank is one-stop-shop for career and professional development. There is no

shortage of Jobs; only shortage of skilled people" Skill Bank Consulting, we believe in

positively affecting Students by inspiring them in their personal, social and professional

environments. In doing so, we renew their respect for themselves and for each other, and

give them a new take on their values, beliefs and perception

We have proven experience, a Wealth of Training Solutions and partnership with Global

Leaders to offer solutions for Human Resources, Online Education, Overseas Education

and Employability Programs. We offer Employability linked programs at each stage of

one’s career. We benefit both the Organizations and Professionals through our Programs.



Our Mission

Empower every citizen of the new knowledge era as Professional so that they become

employable or self employed, creating a talent pool across India for different industries to

solve critical skilled manpower shortage?

The Online Education is focused towards providing training through online means. The

training is provided through ultra modern and innovative technological tools such as

content management system for online delivery of knowledge content and learning

management system for performance management. The whole system is designed to

create the learning environment for graduates and about to graduate students by imparting

significant skill building in a short span of time and attain industry relevant skills. All our

programs carry the distinct flavor of experiential /experimental learning and looking

beyond the classroom. We focus on interactive learning and change implications back

into life and organizations.

Our Goal is to provide online re skilling and up skilling programs for fresh graduates

from colleges and universities so as to make them Job Ready. These programs provide

training and knowledge services to sharpen their skills in a manner that prepares them to

enter the work-environment with confidence and relevant knowledge.

The innovative technology enabled platform assists users to access, store, retrieve and

reuse implicit and explicit knowledge to power their competency in a knowledge based

eco system. These programs are designed to add as an extra qualification to the student in

order to be more easily accepted in the industry. Both programs are designed for students

who would gain an edge over competition and learn that little bit extra. The target is the

youth population of India because it is the youth who have the real energy to make our

mission a reality.

We are offering exclusive Online Education Hub, currently offering over 100+ career



oriented online courses from over 16 industry domains + career counseling. The courses

that are on offer belong to high growth industries which are facing severe skills shortage.

This enables students to upgrade their skills and get entry into careers with bright

prospects.

For students who have completed +2, guidance in terms of preparation for assessments

Graduates need guidance, personality developments and some skills development

Professionally qualified engineering & management students, may seek personality

development, soft skill development and programs on specialized skill enhancement

related to their domain of study

Quality education through latest versions of courses is provided

Most economical learning, at a fraction of a traditional cost

Independent of faculty based subjectivity and consistency in quality

Anywhere-Anytime learning with internet connection

Students are able to decide their own milestones with self paced learning

Result measurement is automatic. Auto tracking of the progress

The program delivery is taken care Academy through internet.

With our industry experience and alliances with industry leaders, domain experts and

institutions, Skill Bank brings learning, skills and know-how thoroughly gained over the

years. Having worked with some of the world’s leading organizations, the hands-on

knowledge and dedication to providing the best for their clients; we are able to offer

solutions to organization across industry sectors.

From the Academic to the Power sector, from Hospitality to Government, Banking,

Financial Services and Insurance to Manufacturing and from the Technology sector to

Bio-tech and research organizations, our insight comes from how clients attain, dispense



and administer knowledge. Our suite of solutions and services are customizable and

applicable for the following industries:

Academic Higher Education

Banks, Financial Services, Insurance

Independent of faculty based subjectivity and consistency in quality

Organized Retail, Hospitality, Travel & Tourism

Energy and Utilities (Power and Petroleum)

Government

IT / ITeS

Soft ?skills

E-Security

Shipping and logistics

Event Management

Bio-tech and Pharmaceuticals

Language Learning

Overseas Education

Skill Bank Consulting has an experienced team of specialist counselors having a wide

knowledge of schools, colleges and universities, up-to-date information on the latest

developments and a sound understanding of the issues- academic, personal and financial -

which most concern parents and students. This exceptional combination enables us to

offer informed well balanced advice on individual basis.

Our services include...

Career Counseling

Choosing the right course in the right university

Complete information about Educational Institutions

Admission Guidance

Information on IELTS/ TOEFL



Organizing On-Spot Admissions

Accommodation Assistance

Visa Assistance

Travel Assistance

Pre Departure Briefings

Post Arrival Problem Solving

Career Counseling

Keeping in view your individual profile and the professional market scenario, we would

help you to make the best career choice.

Choosing the right course in the right university

We provide in-depth personal guidance to help you in choosing the right course in the

university according to your profile, financial constraints, future aspirations and interest.

Complete information about Educational Institutions

We have a well equipped library containing prospectuses, CDs, Video Tapes, Brochures

etc of all the Universities / Colleges represented by us to help students in getting all the

information about the institution(s) of their interest.

Admission Guidance

We give special attention to your application, highlighting the areas essential for a well

presented application, also assisting with References and the Statement of Purpose. Our

regular follow ups with the Universities result in positive and quick response.

Information on IELTS/ TOEFL



We give all the necessary details about the structure of the test and helps students in

getting to know the test dates for IELTS/ TOEFL, register online for it. we also provide

training and comprehensive practice to secure high scores on self support basis.

Organizing On-Spot Admissions

Skill Bank gives its students an opportunity to meet the delegates of various Universities/

Colleges, wherein they not only get a chance to get their doubts clarified about the

University and the course but even get On-Spot offer letters.

Accommodation Assistance

Our counselors would guide you with different types of accommodation which fit into

your needs and budget

Visa Assistance

We assist our students in the entire processing right from filling up application, preparing

financial statement, providing guidance and conducting mock interviews. We are in touch

with the consulates on a regular basis and are informed about the latest rules and changes

in visa documents which results in our extremely high visa success rate.

Travel Assistance

We take care of booking flights for our students well in advance to allow ideal departure

dates, routes and discounts.

Pre Departure Briefings

Skill Bank organizes pre departure get together for its students giving them an

opportunity to meet others heading towards the same University or Country.

Post Arrival Problem Solving



We are constantly in touch with the Universities/ Colleges to ensure that our students do

not face any problem related to accommodation, course, etc and hence provide enough

support to them in their early stages in a new country when things would be new and

unfamiliar.

Our specialist counselors, each with their own areas of expertise, provide extensive

personal guidance on all aspects of overseas education, including the choice of schools

and colleges, educational planning, sixth-form options, university entry, postgraduate

studies, and professional training, as well as any educational issues which may be causing

concern.

Counseling takes place by appointment in our offices or by telephone for those unable to

visit. Afterwards our counselor will send you a report of the discussion, together with any

recommendations, and will be happy to answer any query.

CHAPTER –II

REVIEW OF LITERATURE



REVIEW OF LITERATURE

RECRUITMENT PROCESS:

The Recruitment and selection is the major function of the human resource

department and recruitment process is the first step towards creating the competitive

strength and the strategic advances for the organizations. Recruitment process involves a

systematic procedure from sourcing the candidates to arranging and conducting the

interviews and requires many resources many resource and time. A general recruitment

process is as follows:

IDENTIFYING THE VACANCY:

The recruitment process begins with the human resource department receiving

requisitions for recruitment from any department of the company. These contain:

Posts to be filled

Number of persons

Duties to be performed

Qualifications required

Preparing the job description and person specification.

Locating and developing the resources of required number and type of

employees.

Short-listing and identifying the prospective employee with required

characteristics.

Arranging the interviews with the selected candidates.

Conducting the interview and decision making.



The recruitment process is immediately followed by the selection process i.e.

the final interviews and the decision making, conveying the decision and the appointment

formalities.

MEANING OF RECRUITMENT:

According to Edwin B. Flippo, “Recruitment is the process of searching the

candidates for employment and stimulating them to apply for jobs in the organization”.

Recruitment is the activity that links the employers and the job seekers. A few definitions

of recruitment are:

A process of findings and attracting capable applicants for employment. The

process begins when new recruits are sought and ends when their applications are

submitted. The result is a pool of a applications from which new employees are selected.

It is the process to discover sources of manpower to meet the requirement of

staffing schedule and to employ effective measures for attracting that manpower in

adequate numbers to facilities effective selection of an efficient working force which

helps create a pool of prospective employees for the organization so that the management

can select the right candidate the selection process.

Recruitment of candidates is the function preceding the selection, recruitment is

a continuous process whereby the firm attempts to develop a pool of qualified applicants

for the future human resources needs even through specific vacancies do not exit.

Usually, the recruitment process starts when a manger initiates an employee requisition

for a specific vacancy or an anticipated vacancy.

RECRUITMENT NEEDS ARE OF THREE TYPES:

PLANNED

The needs arising from changes in organization and retirement policy.

ANTICIPATED

Anticipated needs are those movements in personnel, which an organization can

predict by studying trends in internal and external environment.

UNEXPECTED


EXTERNAL

Press advertisements Educational institutes Placements agencies/

outsourcing Employment

exchanges Labor contractors Recruitment at factory

gate


Resignation, deaths, accidents, illness give rise to unexpected needs. Attract

and encourage more and more candidates to apply in the organization. Create a talent

pool of candidates to enable the selection of best candidates for the organization.

Determine present and future requirement of the organization in conjunction with its

personnel planning and job analysis activities. Recruitment is the process which links the

employers with the employees. Increase the pool of job candidates at minimum cost.

Help increase the success rate of selection process by decreasing number of

visibly under qualified or overqualified job applicants. Help reduce the probability that

job applicants once recruited and selection will leave the organization only after a short

period of time. Meet the organization legal and social obligations regarding the

composition of its workforce. Begin identifying and preparing potential job applicants

who will be appropriate candidates. Increase organization and individual effectiveness of

various recruiting techniques and sources for all types of job applicants.

PURPOSE & IMPORTANCE OF RECRUITMENT

SOURCES OF RECRUITMENT

INTERNAL

Transfers

Promotions

Up grading

Demotion

Retired employees

Retrenched employees

Dependents and relatives

of deceased employees.



INTERNAL SOURCES

TRANSFERS: The employees are transferred from one department to another

according to their efficiency and experience

PROMOTIONS: The employees are promoted from one department to another

with more benefits and greater responsibility based on efficiency and experience.

Others are upgrading and demotion of present employees according to their

performance.

Retired and retrenched employees may also be recruited once again in case of

shortage of qualified personnel or increase in load of work. Recruitment such people save

time and costs of the organizational culture and the policies and procedures.

The depends and relatives of deceased employees and disabled employees are

also done by many companies so that the members of the family do not become

dependent on the mercy of others.

EXTERNAL SOURCES

1. PRESS ADVERTISMENTS:

Advertisements of the vacancy in newspapers and journals are a widely

used source of recruitment. The main advantage of this method is that it has a wide reach.

2. EDUCATIONAL INSTITUTES:

Various management institutes, engineering colleges, medical colleges etc.

are a good source of recruiting well qualified executives, engineers, medical staff etc.

They provide facilities for campus interviews and placements. This source is known as

Campus Recruitment.

3. PLACEMENT AGENCIES:



Several private consultancy firms perform recruitment functions on behalf

of client companies by charging a fee. These agencies are particularly suitable for

recruitment of executives and specialists. It is also known as RPO (Recruitment Process

Outsourcing)

4. EMPLOYMENT EXCHANGES:

Government establishes public employment exchanges throughout the

country. These exchanges provide job information to job seekers and help employers in

identifying suitable candidates.

5. LABOUR CONTRACTORS:

Manual workers can be recruited through contractors who maintain close

contracts with the sources of such workers. This source is used to recruit labor for

construction jobs.

6. PRESS ADVERTISMENTS:

Advertisements of the vacancy in newspapers and journals are a widely used

source of recruitment. The main advantage of this method is this method is that it has a

wide reach.

7. EDUCATIONAL INSTITUTIONS:

Various management institutes, engineering colleges, medical colleges etc. Are

good sources of recruiting well qualified executives, engineers, medical staff etc. They

provide facilities for campus interviews and placements. This source is known as Campus

Recruitment.



8. PLACEMENT GENCIES:

Several private consultancy firms perform recruitment functions on behalf

of client companies by charging a fee. These agencies are particularly suitable for

recruitment of executives and specialists. It is also known as RPO (Recruitment Process

Outsourcing)

9. EMPLOYMENT EXCHANGES:

Government establishes public employment exchanges throughout the

country. These exchanges provide job information to job seekers and help employers in

identifying suitable candidates.

10. LABOUR CONTRACTORS:

Manual workers can be recruited through contractors who maintain close

contacts with the sources of such workers. This source is used to recruit labour for

construction jobs.

11. UNSOLICITED APPLICANTS:

Many job seekers visit the office of well-known companies on their own.

Such callers are considered nuisance to the daily work routine of the enterprise. But can

help in creating the talent pool for the database of the probable candidates for the

organization.

12. EMPLOYEE REFERRALS/ RECOMMENDATIONS:

Many organizations have structured system where the current employees

of the organization can refer their friends and relatives for some position in their

organization. Also, the office bearers of trade unions are often aware of the suitability of

candidates. Management can inquire these leaders for suitable jobs. In some



organizations these are formal agreements to give priority in recruitment to the candidates

recommended by the trade union.

13. RECRUITMENT AT FACTORY GATE:

Unskilled workers may be recruited at the factory gate these may be

employed whenever a permanent worker is absent. More efficient among these may be

recruited to fill permanent vacancies.

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organizations is affected and governed by a mix

of various internal and external forces. The internal forces or factors are the factors which

cannot be controlled by the organization. And the external factors are those factors

affecting recruitment function of an organization are:

FACTORS AFFECTING RECRUITMENT


INTERNAL FACTORS

Recruitment policyHuman resource planningSize of the firmCost of recruitmentGrowth and expansion

EXTERNAL FACTORS

Supply and demandLabour MarketImage/GoodwillPolitical-social-legal EnvironmentUnemployment rateCompetitors


The internal forces i.e. the factors which can be controlled by the

organization are:

INTERNAL FACTORS:

1. RECRUITMENT POLICY:

The recruitment policy of an organization specifies the objectives of

recruitment and provides a framework for implementation of recruitment program. It may

involve organizational system to be developed for implementing recruitment programs

and procedures by filling up vacancies with best qualified people.

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives

Personnel policies of the organization and its competitors.

Government policies on reservations.

Preferred sources of recruitment.

Need of the organization.

Recruitment costs and financial implications.

2. HUMAN RESORCE PLANNING

Effective human resource planning helps in determining the gaps present

in the existing manpower of the organization. It also helps in determining the number of

employees to be recruited and what qualification they must possess.

3. SIZE OF THE FIRM:

The size of the firm is an important factor in recruitment process. If the

organization is planning to increase its operations and expand its business, it will think of

hiring more personnel, which will handle its operations.

4. COST



Recruitment incur cost to the employer, therefore, organizations try to

employ that source of recruitment which will bear a lower cost of recruitment to the

organization for each candidate.

5. GROWTH ANDEXPANSION:

Organization will employ or think of employing more personnel if it is

expanding its operations.

EXTERNAL FACTORS:

The external forces are the forces which cannot be controlled by the

organization. The major external forces are:

1. SUPPLY AND DEMAND

The availability of manpower both within and outside the organization is an

important determinant in the recruitment process. If the company has a demand for more

professionals and there is limited supply in the market for the professionals demanded by

them special training and development programs.

2. LABOUR MARKET

Employment conditions in the community where the organization is located will

influence the recruiting efforts of the organization. If there is surplus of manpower at the

time of recruitment, even informal attempts at the time of recruiting like notice boards

display of the requisition or announcement in the meeting etc will attract more than

enough applicants.

3. IMAGE/ GOODWILL



Image of the employer can work as a potential constraint for recruitment. An

organization with positive image and goodwill as an employer finds it easier to attract

and retain employees than an organization with negative image. Image of a company is

based on what organization does and affected by industry. For example finance was taken

up by fresher MBA’s when many finance companies were coming up.

4. POLITICAL-SOCIAL-LEGAL ENVIRONMENT

Various government regulations prohibiting discrimination in hiring and

employment have direct impact on recruitment practices. For example, government of

India has introduced legislation for reservation in employment for scheduled castes,

scheduled tribes, physically handicapped etc. also, trade unions play important role in

recruitment. This restricts management freedom to select those individuals who it

believes would be the best

performers. If the candidate can’t meet criteria stipulated by the union but union

regulations can restrict recruitment sources.

RECRUITMENT POLICY OF A COMPANY

In today’s rapidly changing business environment, a well defined recruitment

policy is necessary for organizations to respond to its human resource requirements in

time. Therefore, it is important to have a clear and concise recruitment policy in places,

which can be executed effectively to recruit the best talent pool for the selection of the

right candidate at the right place quickly. Creating a suitable recruitment policy is the

first step in the efficient hiring process. A clear and concise recruitment policy helps

ensure a sound recruitment process.

It specifies the objectives of recruitment and provides a framework for

implementation of recruitment programme. It may involve organizational system to be

developed for implementing recruitment programmes and procedures by filling up

vacancies with best qualified people.

COMPONENTS OF THE RECRUITMENT POLICY



The general recruitment policies and terms of the organization

Recruitment services of consultants

Recruitment of temporary employees

Unique recruitment situations

The selection process

The job descriptions

The terms and conditions of the employment

A recruitment policy of an organization should be such that:

It should focus on recruiting the best potential people.

To ensure that every applicant and employee is treated equally with

dignity and respect.

Unbiased policy

To aid and encourage employees in realizing their full potential.

Transparent, task oriented and merit based selection.

Weight age during selection given to factors that suit organization needs.

Optimization of manpower at the time of selection process.

Defining the competent authority to approve each selection.

Abides by relevant public policy and legislation on hiring and employment

relationship.

Integrates employee needs with the organizational needs.

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives

Personnel policies of the organization and its competitors

Government policies on reservations

Preferred sources of recruitment

Need of the organization.



Recruitment costs and financial implications.

Recruitment Vs selection

Both recruitment and selection are the two phases of the employment process.

The differences between the two are:

Recruitment is the process of searching the candidates for employment and

stimulating them to apply for jobs in the organization WHEREAS selection

involves the series of steps by which the candidates are screened for choosing the

most suitable persons for vacant posts.

The basic purpose of recruitment is to create a talent pool of candidates to enable

the selection of best candidates for the organization, by attracting more and more

employees to apply in the organization WHEREAS the basic purpose of selection

process is to choose the right candidate to fill the various positions in the

organization

Recruitment is a positive process i.e. encouraging more and more employees to

apply WHEREAS selection is a negative process as it involves rejection of the

unsuitable candidates.

Recruitment is concerned with tapping the source of human resources WHEREAS

selection is concerned with selecting the most suitable candidate through various

interviews and tests.

There is no contract of recruitment established in recruitment WHEREAS

selection results in a contract of service between the employer and the selected

employee.

RECRUITMENT MANAGEMENT SYSTEM

Recruitment management system is the comprehensive tool to manage the entire

recruitment processes of an organization. It is one of the technological tools facilitated by

the information management, payroll and other systems, Recruitment management



system helps to contour the recruitment processes and effectively managing the ROI on

recruitment.

The features, functions and major benefits of the recruitment management system are

explained below:

Structure and systematically organize the entire recruitment processes.

Recruitment management system facilitates faster, unbiased, accurate and reliable

processing of applications from various applications.

Helps to reduce the time-per-hire and cost-per=hire.

Recruitment management system helps to incorporate and integrate the various

links like the application system on the official website of the company, the

unsolicited applications, outsourcing recruitment, final decision making to the

main recruitment process.

Recruitment management system maintains an automated active database of the

applicants facilitating the talent management and increasing the efficiency of the

recruitment processes.

Recruitment management system provides and a flexible, automated and

interactive interface between the online application system, the recruitment

department of the company and the job seeker.

Offers tolls and support to enhance productivity, solutions and optimizing the

recruitment processes to ensure improved ROI.

Recruitment management system helps to communicate and create healthy

relationships with the candidates through the entire recruitment process.

The Recruitment Management System (RMS) is an innovative information

system tool which helps to sane the time and costs of the recruiters and improving the

recruitment processes.



COMPARISION OF PROCESS OF RECRUITMENTS

PROCESS OF RECRUITMENT IN GENERAL:



PROCESS OF RECRUITMENT IN A CONSULTANCY:


IDENTIFY THE PROSPECTIVE EMPLOYEE

HOLD A TALK WITH THE CANDIDATE

CANDIDATE INTERESTED

LOOK FOR SOME OTHER CANDIDATE

JOB OFFER

LOOK FOR SOME OTHER CANDIDATE

CALL FOR A FORMAL DISCUSSION

ASK THE PERSON TO JOIN AND SUBMIT VARIOUS NECESSARY DOCUMENTS.


How to select a Recruitment Consultant


SHORTLIST THE GOOD CV’S RECEIVED FROM CONSULTANT

CONSULTANTS CO-ORDINATE THE INTERVIEW

INTERVIEW AT

COMPANY (profile match)

LOOK FOR SOME OTHER PERSON

CALL HIM FOR FINAL NEGOTIATION AND OFFER

OFFER ACCEPTE

D

LOOK FOR SOME OTHER PERSON

BRIEF ABOUT PROFILE TO CONSULTANT

ASK THE PERSON TO JOIN.


If an organization decides to outsource its recruitment processes or activities, it is

very important to find and select a suitable recruitment consultant or consultancies, which

can deliver results according to the needs of the organization. Today, there are thousands

of consulting firms (consultancies) as well as freelance consultants working

independently. An organization looks for various considerations and qualities before

selecting the suitable recruitment consultant. The reputation of the consulting firm in the

job market (based on expertise and experience).

Who are the consultant’s or firm’s past and present clients?

Consultant’s expertise and experience (from how long has he/firm been in the

business)

Does the recruitment consultant have the requisite resource to complete the targets on

time?

Get the idea of the effectiveness and the services of the recruitment consultants from

its current and past clients.

Qualities of an independent recruitment consultant:

Some of the qualities or characteristics looked in recruitment consultants are:

Marketing skills

Flexibility and adaptability

Wisdom

Exuberance

Ability to prioritize

Ambition

Resourcefulness

Diplomacy/ delicacy.

Selecting the right recruitment consultant is essential for the effective recruitment

processes. A successful Recruitment consultant is someone who is determinative,

focused, and able to create opportunities for him, works harder and smarter than

competitors and continually set and achieve higher standards.



The major challenges faced by the HR in recruitment are:

Adaptability to globalization- The HR professionals are expected and required to

keep in tune with the changing times, i.e., the changes taking place across the

globe. HR should maintain the timeliness of the process.

Lack of motivation- Recruitment is considered to be a thankless job. Even if the

organization is achieving results, HR department or professionals are not thanked

for recruiting the right employees and performers.

Process –analysis- The immediately and speed of the recruitment process are the

main concerns of the HR in recruitment. The process should be flexible, adaptive

and responsive to the immediate requirements. The recruitment process should

also be cost effective.

Strategic prioritization- The emerging new systems are both an opportunity as

well as a challenge for the HR professionals. Therefore, reviewing staffing needs

and prioritizing the tasks to meet the changes in the market has become a

challenge for the recruitment professionals



CHAPTER –III

NEED FOR THE STUDY OBJECTIVES OF THE STUDY LIMITATIONS OF THE STUDY RESEARCH METHODOLOGY



NEED FOR THE STUDY

Organizations hire the services of management consultants for a number of

reasons, including gaining external advice, access to consultants, specialized

expertise or simply as extra temporary help during a one time project, where the

hiring of more permanent employees is not required.

That too HR Consultants like Skill Bank have Recruitment and Selection as core

part of their services to the organization. Hence, the study was taken to bridge the

gap between client, candidate and Skill Bank and to ensure for the enrichment of

the processes and procedures of Recruitment and Selection in Skill Bank.



OBJECTIVES OF THE STUDY To study thoroughly the processes and procedures of Recruitment and

Selection in Skill Bank.

To study whether the candidate was satisfied with the processes and

procedures of Recruitment and Selection in Skill Bank.

H0: There is no significant relation between personal demographics like

Gender & experience and the process of awareness of skill Bank.



LIMITATIONS OF THE STUDY

The study is limited to MBA students alone.

The study is limited to 60 candidates.

The study is limited to candidates from Hyderabad, Tirupathi,

Guntur, Vijayawada, Machilipatnam, and Vizag.

The questionnaire was prepared, ascertained and get the results

through e-mail alone.

The questionnaire was filled in by the candidates who get desired

job from Skill Bank.



Research methodology

Research Type : Applied Research

Research Approach : Descriptive Research

Sampling technique : Convenience Sampling

Sample Size : 60 candidates

Data Collection:

o Primary Data: Collected from the candidates who

were placed by Skill Bank.

o Secondary Data: Collected from official website

(www.skillbank.in), Human Resource Management –

Biswajeet Patnayak, Client Requisition Forms (CRF)

etc.,

Data collection tool : Questionnaire

Data Analysis methods : Mean, percentage, graphs, Chi-Square.




CHAPTER –IV

DATA ANALYSIS&

INTREPRETATION

DATA ANALYSIS & INTERPRETATION



1. Skill bank provided you the required information like job

profile and all before attending the interview?

TABLE – I

Strongly Agree 58 96.6%

Agree 2 3.4%

Moderately Agree 0 0

Disagree 0 0

Total 60 100%

GRAPH - I

Interpretation:

From the graph it is interpreted that Skill Bank is providing

required information like Job profile, venue of interviews, time &

date etc., for the candidate in time.

2. Skill Bank provides training before attending the interview.



TABLE – II

Strongly Agree 0 0

Agree 2 3.4%

Moderately Agree 3 5%

Disagree 55 91.6%

Total 60 100%

GRAPH - II

Interpretation:

From the graph it is interpreted that Skill Bank is not providing any

training and pre-interview sessions for the candidates before

attending the interview.

3. Skill Bank did not charge anything for providing a job.



TABLE - III

Strongly Agree 57 95%

Agree 3 5%


Disagree 0 0

Total 60 100%

GRAPH - III

Interpretation:

From the graph it is interpreted that Skill Bank is not charging

anything from the candidates.

4. Skill Bank conducted a pre-interview before attending the interview with the company.

TABLE – IV



Strongly Agree 0 0

Agree 0 0


Disagree 48 80%

Total 60 100%

GRAPH - IV

Interpretation:

From the graph it is interpreted that Skill Bank is not conducting any pre-interview before attending the interview with the company.

5. You are able to get into desired job in Skill Bank.

TABLE - V




Agree 1 1.7%


Disagree 0 0

Total 60 100%

GRAPH - V

Interpretation:

From the graph it is interpreted that Skill Bank is helping the candidates to get into their desired job.

6. The method of speaking and dealing through Tele-calling is convenient to the candidate.

TABLE - VIStrongly Agree 58 96.6%



Agree 1 1.7%

Moderately Agree 1 1.7%

Disagree 0 0

Total 60 100%

GRAPH - VI

Interpretation:

From the graph it is interpreted that method of speaking & dealing through Telecalling is convenient to the candidate.

7. There is no bias in the selection of candidates in Skill Bank.

TABLE - VIIStrongly Agree 54 90%



Agree 3 5%


Disagree 1 1.6%

Total 60 100%

GRAPH - VII

Interpretation:

From the graph it is interpreted that there is no bias in the selection of candidates in Skill Bank.

8. The job provided by Skill Bank will give an opportunity to utilize the skills of the candidate at the full length.



TABLE - VIII

Strongly Agree 51 85%

Agree 5 8.3%


Disagree 1 1.7%

Total 60 100%

GRAPH - VIII

Interpretation:

From the graph it is interpreted that Skill Bank is giving an opportunity to utilize the skills of the candidate at the full length.

9. Skill Bank do solve the problems (if any) of the candidate until the candidate gets placed.

TABLE - IXStrongly Agree 54 90%



Agree 4 6.6%


Disagree 0 0

Total 60 100%

GRAPH - IX

Interpretation:

From the graph it is interpreted that Skill Bank do solve the problems (if any) of the candidate until the candidate gets placed.

10. Are you satisfied with all Skill Bank’s processes & procedures?

TABLE - X




Agree 1 1.7%


Disagree 0 0

Total 60 100%

GRAPH - X

Interpretation:

From the graph it is interpreted that candidates were satisfied with the processes & procedures of Skill Bank.

11. How do you know about Skill Bank?

TABLE - XI

Tele calling 16 26.6%



News paper ads 6 10.1%

Reference 6 10.1%

Tele calling & News paper ads 16 26.6%

News paper & Reference 16 26.6%

Total 60 100%

GRAPH - XI

Interpretation:

From the graph it is interpreted that candidates were becoming aware through various means of communication like Telecalling, newspaper ads, reference and sometimes combinations of these.

12. How Skill Bank contacted you?

TABLE - XII

Telecalling 49 81.6%



e-mail 11 18.4%Others 0 0Total 60 100

GRAPH – XII

Interpretation:

From the graph it is interpreted that Skill Bank is mainly using Telecalling as the mode of communicating the candidates.

13. Have you consulted any consultancy firm earlier to Skill Bank?

TABLE - XIII


Yes 6 10%No 54 90%Total 60 100


GRAPH – XIII

Interpretation:

From the graph it is interpreted that less number of candidates were consulted some other consultancy firm before they consult Skill Bank.

14. Which method do you feel convenient for communication?

TABLE – XIV

Telecalling 50 83.3%



e-mail 10 16.7%Total 60 100%

GRAPH – XIV

Interpretation:

From the graph it is interpreted that candidates are preferring Telecalling to communicate with them for any information.

CHI SQUARE ANALYSIS

I. Verification of relationship between Demographic factor like gender of the candidate and the process of awareness about Skill Bank

H0 : There is no significant relationship between personal demographics like gender & process of awareness about Skill Bank.



HA : There is a significant relationship between personal demographics like gender & process of awareness about Skill Bank.

TABLE - XVProcess Gender Total Chi2

Male Female

NS

Telecalling 10 6 16Telecalling &

Newspaper ads 6 10 16Newspaper ads & Reference 18 10 28

Total 34 26 60

Chi Square (Calculated Value) 3.277311Chi Square (Table Value) 5.991

Since table value is greater than calculated value, H0 is accepted.

Interpretation:

From the analysis, it is interpreted that there is no significant relation between personal demographics like gender & process of awareness about Skill Bank.

II. Verification of relationship between Demographic factor like experience of the candidate and the process of awareness about Skill Bank

H0 : There is no significant relationship between personal demographics like experience & process of awareness about Skill Bank.

HA : There is a significant relationship between personal demographics like experience & process of awareness about Skill Bank.



TABLE - XVI

Process Experience Total Chi2

Fresher Experienced

NS

Telecalling 8 8 16

Telecalling & Newspaper ads 10 6 16

Newspaper ads & Reference 19 9 28

Total 37 23 60

Chi Square (Calculated Value) 1.379889Chi Square (Table Value) 5.991

Since table value is greater than calculated value, H0 is accepted.

Interpretation:

From the analysis, it is interpreted that there is no significant relation between personal demographics like experience & process of awareness about Skill Bank.

CHAPTER – VJB Institute of PG Courses


FINDINGS SUGGESTIONS CONCLUSION



Findings Based on the study “Recruitment & Selection Procedure in Skill Bank,” the

findings are:

Skill Bank has Recruitment & Selection as core part of their services

to the organizations.

Skill Bank is providing required information like Job profile, venue

of interviews, time & date etc., for the candidate in time.

Skill Bank is not providing any training and pre-interview sessions

for the candidates before attending the interview.

Skill Bank is not charging anything from the candidates in making

them to get into their desired job, instead they charge from client at

all conditions.

Skill Bank, as a part of their Recruitment & Selection of candidates,

making tele-calling to the candidates where speaking and dealing

through tele-calling is found convenient for the candidates.

Skill Bank process and procedures are found satisfactory by the

candidates.

The process that is making the most of the candidates to be aware

about the Skill Bank is Tele-calling irrespective of their personal

demographics like gender and experience.



SUGGESTIONS

To keep up the same tempo in the processes and procedures of

Recruitment and Selection and maintain the same momentum.

It will be good to start training and pre-interview sessions to the

candidates before attending the interview, which will help in

enhancing the scope of getting placed in the organization (Client’s),

there by the consultancy firm gets better rankings.



CONCLUSION

Recruitment and Selection is a hardcore part for any HR consultancy firm and

Skill Bank, a juvenile HR consultancy firm, making the process most successful

and satisfactory by the candidates and clients and hope to continue with the same

momentum.



CHAPTER-VI

APPENDIX BIBLIOGRAPHY

APPENDIX

Questionnaire



NOTE: Read the instructions before fill in the questionnaire.

Fill up Instructions:

The questionnaire must be filled in by the person with due knowledge and

awareness about the subject.

The questionnaire consists of two slots of questions.

The first ten questions are supplied with the same options. They are a) Strongly

agree, b) Agree c) Moderately agree d) Disagree

The remaining five questions are supplied with concerned options and they must

be filled in by their respective answers.

This questionnaire is not supposed to be reproduced and should not be treated as a

means of interview and any candidate will not get any job by filling this, this

questionnaire is prepared as a part of fulfillment of a project alone.

Questionnaires crossing above instructions will no be entertained and would not

be taken into consideration.

Ist Slot of Questionnaire:

Skill bank provided you the required information like job profile and

all before attending the interview?

Skill bank provides you training before attending the interview?

Skillbank did not charge anything for providing job?



Skillbank conducted a pre-interview before attending the interview

with the company?

You are able to get into your desired job from Skillbank?

The method of speaking and dealing through Tele calling of

Skillbank is convenient?

There is no bias in selection of candidates in Skillbank?

The job provided by skill bank will give an opportunity to utilize

skills of the candidate at full length?

Skillbank do solve problems (if any) until the candidate gets placed?

Are you satisfied with all Skill bank’s procedures and processes?

IInd slot of Questionnaire:

How do you know about Skillbank?

a. Tele calling b. Newspaper ads c. Reference by friend/any person

d. specify if any

How Skill bank contacted you?

a. Calling b. E-mail c. Specify if any

Have you consulted any consultancy firm earlier to Skillbank?



a. If yes, Specify the name and details of that company b. No

Which method do you feel convenient for the communication?

a) E-mail b) Telecalling c) Specify if any

BIBLIOGRAPHY



Human Resource & Personnel Management

Aswathappa

TATA McGraw-Hill Publishing Company Ltd.,

New Delhi

Personnel & Human Resource Management

P. Subba Rao

Himalaya Publishing House, Mumbai

Personnel Management

C.B.Mamoria, S.V.Gankar

Himalaya Publishing House, Mumbai

Company Website:

www.skillbank.in



mohan shashank's project

Documents

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project work

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systematic procedure

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role of management

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