Recruitment and Orieniany entation pro ‘CKNOWLEDGE MENT 1 am Nery much thankful to Mr-KIRAN KULKANI Training and development division, Dy- Manager HR * BITCODE TECHNOL me this opportunity to undertake oGy, this Project in their ‘Organization, and also for Providing me the necessary information for my project. for giving T also wish to express my si incere gratitude to Mrs. Kamal more and (HR stall) for there valuable contribution towards ny project | shall be failing in my duty if 1 do not express my thanks to all the members of BITCODE TECHNOLOGY, who took time out of their schedule to share their knowledge with me. 1 am greatly obliged to our Director, my Prof. YOGESH NAGPAL, Prof. V.K.PUNNI & Prof. JOSANA RODRIGUES and my project guide, ProfSHILPA BADIGER for guiding and supporting me all through this project. Above all, I thank every body at Bitcode technology pvt Itd., for making me feel comfortable and offering me help whenever I required. | do feel privileged for getting and Opportunity to work in such an esteemed organization. GULAB D. MORE.Recruitment and Orientation process at BT DEX PARTICULARS | | PAGENO. EXECUTIVE SUMMARY | . | | OBJECTIVES OF THE PROJECT | INTRODUCTION — - COMPANY PROFILE | THEORETICAL BACKGROUND | 42 \ | \ | RESEARCH METHODOLOGY 45 | | | \ [7 | DATA COLLECTION AND DATA 48 | | | ANALYSIS | L - : - [8 SUGGESTIONS 55 | [9 | €oncLuston— 36 (10 OBSERVATION & FINDINGS 37 BIBLIOGRAPHYRecruitment and Orientation process at BT ‘UTIVE SUMMARY ‘The main objective of carrying this study my 1c of is study was to get a first hi O c ; : ‘ ws and knowledge of the of the The meth ing thi : crdoloay used for carrying this study was through personal visits to the company for a period of 50 days. The Primary data was collected with the help of an one-on-one interaction with the Dy manager personal of the company. The project highlights the process of Recruitment in bitcode technology. It also looks into the Induction programs held for the new recruits and various aspects of the Training & Development programs are also covered under this ttle, A inside view of the Recruitment process which includes, Employee Requirements, Sources of Recruitment, Selection Pattern, Orientation Program, Training Calendar. VvvVV VYPecific OBJECTIVE in the mind. Objective is basically the purpose hey certain oF specifically define 4 project and unless the objective ig iti S Not understood what data has to be collected. are noth NB but what is to be learned Out of this project report To understand: > To understand the effectiveness of the recruitment process? » To have exposure to recruitment process? * To understand to documentation involved in recruitment process? » To have exposure to employees Orientation program? » Whether the recruitment process is satisfactory? To study the Training and Development pattem in the industry? To understand how effective the computer system or new technology is in the v recruitment system, orientation and training process. Se this project report I have made every effort to understand the above specified 0 in objectives keeping in mind the present scenario of the Recruitment and Full and Final I cceping Settlement of employee s process and collect data.CHAPTER INTRODUCTION * RECRUITMENT-DEFINITION. % FACTORS AFFECTING RECRUITMENT. ¥ TYPES OF RECRUITMENT. ve RECRUITMENT PROCESS. ¥ ORIENTATION. ve TRAINNING AND DEVELOPMENT. -8- oeprocess at WY INTRODU¢ TION Recrultment and Setection Definition: Recruitment defined by Finny ag * Process OF searching fi “OF searching for prospective employees ang stimulating them to appty tip Job in the organisation, ' ay 7 ; hvalton. As per Yoder a process to discover the sources of manpower to in. "Power to mest the requirement OF staffing schedule and to employ er to facilitate effective effective measure fi att manpower in adequat thus the purpose of recruitment is to locate selection of an eff ent and job specifications, The Recruitment process is a flow of “vents which results in a continuous manning of creanizational positions at all levels -from the ‘op management to the operative level This process includes manpower plan authorization for planning, developing sources of applicants, evaluation of applicants, offers (placement), induction and orientation, trans (retirement, lay-off, discharge, resignation, disability, and death). ning, employment decisions (selection), fers, demotions, promotions and separations occur as a result of retirements, discharges, transfers, Promotions, sick-leave, leave of absence, or other reasons, and an analysis of present and future expansion or curtailment ited for internal shifts or cut-backs in in the various departments. Plans are then formulat manpower, for the training and development of present employees, for advertising openings, or for recruiting and hiring new personnel with appropriate qualifications. Recruitment is concerned with the Process of attracting qualified and competent Personnel for different jobs. This includes the identification of existing sources of the labour market, the development of new sources, and the need for attracting large number of potential applicants so that a good selection may be possible.Recruitment and Oriemation process at BT Jes and procedures ications This process Hable tests interview Selection Process in concerned with the ‘development of selection po and the evaluation of potentiay Smployees in terms of Job specifi includes the development of “pplication blanks, valid. and rel a Ave SETA system, evaluation fand selection of person in terms of job specifications. the making up of fing Fscommendations to the line management and the sending of offers and rejection letter, Placement ix concerned with the task of placing an employee in Job for Which the is hoot ited, keeping in view the job requirements, his qualifications and personality noel, FACTORS AFFECTING RECRUITMED > The size of organization etteoinen main { Oriemation process at BT types of Recruitment jnternal recruitment The fist SEP AWAY in Hing existing emPlOYEES, Consictey Ble diner SO promoting oF tans over the heads of present star Which is Saws by disturbance AS Possible ty the ©reanisation individuals in the organization may unsatisfactory Ways and the External recruitment The next step, if no existing staff are suitable, is to go onto the labour market. This is ‘where most problems arise and where most money and effort can be wasted. The numerous and varied means of recruitment include: 1 Newspapers: national, local and trade. 2 Agencies, including the Department of Employment and the Employment Offices, 3 Executive selection and management consultants. 4 Posters, e.g. on London Underground, in one's own premises, posteards local Post Office windows, 5 Colleges. Bie| ae In large organizations whe ot recruitment A recruitment age, they receive a comm ‘tS run into thousands of pounds. a year, it is ney. Usually their services cost re ‘om the newspaper ow will not be able to offer recruiy atively little as ‘ners. Smaller firms, on the other hand, St agencies enough business for them to be interested, but in this ease the media themselves witt always give advice and guid: Word of mouth have to spend a penny to recruit new staff Consciously or unconsciously, their existing employees recruit newcomers for them. This method of recruitment is particularly good because of the two-way recommendation, An existing employee is recommending someone as a good employer and the applicant is being recommended as a suitable employee. Recognizing the value of this method of recruitment, some. firms actually stimulate it by paying bonuses to employees who Successfully introduce newcomers to the firm, -12-Manpower Plan Position Description Manpower Requisition Blank Application Preliminary Interview ‘Application Form Personal Test: a) Intelligence test. b) Aptitude test c) Personality test. Recruitment and Orientation process at BTar ® onan storys ORIESHIVES, PhiIOSOPHY, Poticicg p : * Future Development, . socxtwill in the market and the commu, pment, Opportunities, Products, “ MY: and introducing him to other employees with } whom and for whom he has to work Placement of an employee in a position in which Transfer Process is concerned with the by developing transfer policies and best utilized. This is done is ability canbe management on transfers and evaluating, procedures. counseling employees and jing transfer policies and procedures, lure have to be developed; line managers and which have to be evaluated to find out equitable promotion policy and proced, employees have to be advised on these Policies, whether they have been successful, Separation process is concemed with the severing of relationship with an employee on grounds of resignation, lay-off, death, disability, discharge or retirement. Exit interviews loyees are arranged, causes of labour tumover are to be analyzed and advice is labour tumover . of emp! given to the line management on the causes of, and reduction in, A number of devices and sub-systems are used in the systems designs to manage the staffing process. These are: (J) Physical examination; (a) Planning tables and charts; (b) Application blanks; (g) Performance reviews; and (0) Interviews; (h) Exit interviews. (d) Psychological tests; () Reference checks; -14- eeReernum "ME ON Orient process at AT RAINING AND DEVELOP, sq comples process and! is concerted wy hn " they may contribute eff Nem ttt capa ipso tha hey Y Contribute eff ively te the attainn es vn rie provess ncn te demi 8 Np counseling. and programmes for Manager, Santen ning employee sinitiated developmental ac ; (2) Selinitiated developmental activities (formal education), during oft-h Judi attendance at school/college/professional institutes); 6 ofPhours (including, ities of the community, Feading and participation in the activ motivation soi ” the line management is advised in matters of conducting ‘raining programmes, and the services of Specialists are enlisted. The effectiveness of training programmes has to be evaluated by arranging follow-up studies, * Training > Current Jobs * Development > Future Jobs Objectives * Improving Organisation Performance * Enhance Knowledge & Skill levels -15- \ \\ sat BT \ ing Techniques + rmational Prose, Simulation Methog On the job training basket exercise Sensitivity 7 * Multimedia T, + Assessment ¢Recruiment and Orienta CHAPTER COMPANY PROFILE cg INTRODUCTION, ** TRANING AND DEVELOPENT - AN OVERVIEW. vx HRDEPT. BITCODE TECHNOLOGY vx HR STRUCTURE.bitCo de" : technologiesCompany Profile _ Quality Policy & We achieve custon, MM and On - ow able fulfilling nd help improve induste ist ‘bution from our dedican team members effort, om slope) Ment are the f © Focus of our organizat Ee addition BitCode also provides IT Testing services. BitCode’s training programs facilita te the career development of fresher and experienced to promote their mobility in dynamic IT industry, At BitCode, professional trainers from the IT industries, deliver the dev elopment n depth technical knowledge. methodologies to the students with in Training Programs . Corporate Trainings Modular Training Technology Workshops On Campus Training Programs Professional Trainings -19- Sect pit x “oo sre ve TH ; ’RI ie o emu peso 08 ‘iowRecrui, MAN Orion . "APT ERA JOB PROFILE \ * SCOPE OF Work. * RECRUITMENT Process, * INTERVIEW ASSESsmeNT FORM. * LIST OF CANDIDATES RECRUITED. * ORIENTATION PROGRAM. *% TRAINING PROGRAM. *% TRAINING CALENDER. * TRAINING FEED BACK FORM. -25-pnt! ERNSHIP JOB PROF, x ing my summer Internship 1 work orked in puri Jopment Division n Pe sonnel Depa epartmen nt, Training and pevel Training and development at pune which fe pesonnel Department my Scope of Work was Overall Recruitment Pro = Head Hunting Candidates. = Short listing the CV's. "Briefing the Candidates. = Fixing-up the interviews. * Organizing & Co-ordinating Interviews Interaction with various departments for their Requirements. Off Campus For Graduate Trainees New Recruit joining formalities Maintaining Personal files of the new recruits Exit Interview formalitiescor UltmeDt Proce ayy, 2 Acquiring Rex, + CoMaCtiNg the Cong, late + CSOT datog nen 4 Telephone + candidates. Compe, MbINY OF the Pane Pleting py Panels well ag + Show Histon Candidane, f + Final Interview 4 Or short 1 listed + Salary fitment indlidates, + Issue of Offer lettey cruitment Pri 7 ui FESS Completes AMEE issue of pec ¢ Of offer Letter, Recruitment Policy of Bitcode technology; BT is Technological Company, In Traning and developement - Fresh Management Graduate is appointed as Management Trainee for the period . of lyear. * Both GT & MT are confirmed after lyear. * Minimum Experience required is lyear for Executives. * Company has based in pune areas are Posted at these lovations as per requirement. "Medical Test /Fitness Certificate are Mandatory for all Executives. -27-[onaDe a foasiC SALARY [eas [ca TOTAL (A) MONTHLY ALLowanc ES (8) HRA CONVALL EDUCATION ALL WORKS ALL (Mig. SPECIAL AL ALLOWANCE GRADE ALLOWANCE TOTAL (B) — TOTAL (AtoB) | __ 2700] ro4400 22538 | 270420 | ANNUAL EMOLUMENTS (c) + LTc t 1317 \ 15800 REIMB DOM MED EXP 1250 | 45000 TOTAL (C) 2867| 30800 | TOTAL (A to C) 25102 \ 301220 \ RETIREMENT BENEFITS (D) | PF(12% of Basic+HCLA) 1660 | 129922 | SUPERANNUATION (15% of Basic) 1050| 12600 \ GRATUITY. (4.81% of Basic+HCLA) 665 | 7986 = y 3376 40508 TOTAL (D)Ns ORIENTATION proGR’ 7 HW new recruit a a yer its are provided a very HO ~ vet and gratitude, all the post recnui ie * ts and medical Formalities are compl by = ‘ests the process of orientation St" — jentation means the ganiZat him a postin, ee of an employee in ‘R° oon 7 oe = information about the organizations y. Policies, Fy ats, Good Seeaxi the commi ‘ature Development, Opportunities, products ork © community, and introducing bs ees with WHO senor he has to work, eee oc me division. > At first all th ' '¢ New recruits are welcomed bye the HR manager of the at > The name, qualificati P ualification, past employer is then displayed on the LCD screen entrance of the division. (Initiated by me) > The companies mi E ‘edical Doctor then approves the medical tests done my the new recruits. > The new it is i i recruit is then given the Orientation Kit (Initiated by Me.) which includes: 1) BT Values. 2) Booklet- our Values- The Driving Force. 3) BT Values Booklet. 4) Travel Policy. 5) Overview- for Executives. 6) Rules for Procedure for Management.THE PENULTIMATE STEP *x RESEARCH METHODoLocy. * CONCLUusIon, * OBSERVATION AND FINDINGS."verity ing ihe ral Laws hich dincove z NK Mew Facts oy Methodology is a systematic method ot >. CANAL explanation andl th pew rts, their sequence, inter-relation, are as follows systematized and Mory Research Methodology is original contribution to the Durist of truth with the research Methodology expla effort to gain new knowledge ‘king for its advancement, It is the iment. In short also covers existing stock of knowled help of study. Observation, comparison and expe "ding solution to @ problem is research. It also covers the theory. the systematic: method of ich concerning generalization and the formulation of the systematic approa problem, formulating a Different stages involved in research consists of enacting the collecting the facts or data, analyzing the facts and reaching certain hypothesis, conclusion either in the form of solution towards the concemed problem or in generalization for some theoretical formulation. In Research Methodology mainly Data plays an important role. The Data is divided in two parts: a) Primary Data. b) Secondary Data. Primary Data is the data, which is collected directly by direct personal interview, interview, indirect oral investigation, Information received through local agents, drafting a schedule, drafting a questionnaire. Secondary Data is the data, which is collected from the various books, magazine and material, reports, etc. The data which is stored in the organization and provide by the HR, stored people are also secondary data. The various information is taken out regarding that i ita subject as well other subject from various sources and stored. The last years dat -46-“'cthodology used in the project, this project. Unless the data is s very important in the project. Kerulmen ; ‘and ¢ ne secondary data. This dayg 18 kept fog Orbenta wal 18 FOF the internal use op the eal Use ofthe Srkanization. The NZation they are Secondary data which help {3 Pa a very ‘STucial role. For this report nd other departmental head in tne MOM process at BT gain information. tn thi Fepont the a #88 Provided 10 me py HR zation. oa re SENAY data whic "S SPecified above was provided by )»- Manager HR- Personne}, sr Executive. Personne} Other department head, by wi was known by ++ 10 discussion with these People lot data as well latest information ho jis is the Researc! People who was very beneficial and was primary data to me. This is been used The primary and secondary data method has these data collected no project can be complete. So bothpATA COLLECTION AND DATA ANALYSISpecRUD MENT AND SE ECTION be Are you satisfied with this Recruitment Possesses? | satisfide70% Wunsatisfdes0% 0% persons will satisfied and 30% person will unsatisfied so that company process of cruitment is good 419--oviding to you? 80% persons will satisfied and 20% person will unsatisfied so that company is must be provide like this training programs -50-Recruitment and On “Omen end Orientation process ot 7 CONCLUSION OF 8 very good type as it covers most of the topics ‘Spment of the employee in the organization. The ‘mployess and not only training the top brass of the > Introduce learning practices, knowledge sharing activities create Knowledge Dashboards and promote sharin information between teams, departments and in the entire organization. * Establish clear and transparent employee classifications & occupational levels so that roles and responsibilities are clearly defined. This is possible if you have a robust Grading & Designation system, which is not only as per current size of ‘manpower but also futuristic and cqzhic to take care of additional manpower expected to be recruited in near future. -56-ee Recruttment ang Orteni OBSERVATION eS "ation Process at py AND FINDINGS we PM Ld 18-0 leading Coy eo mMPaNy in th cont Se1Y Strong base and white ong projet (NY: The te Severin is Proj sings found by Me ar as foows PUR he company te mone The working environment for the workers in the factory is excellent to work in, The canteen facility is also above standards, The panel of interviewers is all CRI certified executives. Lack of involvement of senior executives in the process of Orientation. -57-