A

SUMMER INTERNSHIP REPORT

ON

“RECRUITMENT AND SELECTION AT Tanla Solutions”

A Summer Internship Report submitted to Hyderabad Business School in partial

fulfillment of the requirement for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

(BATCH: 2017-19) - MBA III TRIMESTER

Submitted by

Deepthi Punreddy
221723601018

Under the guidance of

Dr. DIVYA KEERTI GUPTA
Associate Professor (OB & HR)

GITAM University
(Declared as deemed to be university u/s 3 of the UGC Act, 1956)
Rudraram, Patancheru (M), Medak Dist., Telengana

1
 DECLARATION

I hereby declare that this Project Report titled RECRUITMENT AND SELECTION AT

TANLA SOLUTIONS, HYDERABAD. Submitted by me to the Hyderabad Business School,

GITAM University, Hyderabad, is a bona fide work undertaken by me and it is not submitted to

any other University or Institution for the award of any degree diploma /certificate or published

any time before.

Name and Roll. No of the Student Signature of the Student

Deepthi Punreddy
221723601018

2
 CERTIFICATE

This is to certify that the Project Report title RECRUITMENT AND SELECTION AT Tanls

Solutions, HYDERABAD submitted in partial fulfilment for the award of MBA Programme of

Hyderabad Business School, GITAM University, Hyderabad, was carried out by Deepthi

Punreddy under my guidance. This has not been submitted to any other University or

Institution for the award of any degree/diploma/certificate.

Name and Designation of the Guide Signature of the Guide

Dr. DIVYA KEERTI GUPTA

Associate Professor (OB & HR)
Hyderabad Business School
GITAM University
Hyderabad

3
 ACKNOWLEDGEMENTS

I take this opportunity to express my deepest gratitude to my trainer Mr. RAVI KANTH

LAXMANA (HR- Manager – Tanla Solutions) for the keen interest, inspiring guidance,

continuous encouragement, valuable suggestions and constructive criticism throughout the

pursuance of this report. And also, to Mr. RAJ KIRAN JAKKULA (HR- SR.Executive) of

Tanla Solutions, and also, to Ms. PRANITHA PASUPULETI (HR-Talent Acquisition

specialist)of Tanla Solutions and also, to Ms. PRAVALLIKA SUSARLA (HR-Technical

Recruiter)of Tanla Solutions for their valuable support in helping me to gain this opportunity of

being associated with an organization of such esteem.

I am thankful to Prof.Dr.Y. LAKSHMANA KUMAR, Dean and Director for granting me the

permission to undertake the study. I would like to convey thanks to my project guide Prof.

DIVYA KEERTI GUPTA, Associate Professor (OB & HR), for ready assistance, keen interest

and valuable suggestions.

I extend my gratitude to all EIS technology colleagues, my faculty, my parents and all my

friends for their active cooperation which was of great help during the course of my training

process. Without their support, this study would not have been successful. I Once again express

my gratitude for your great interest and support throughout my study.

Thank you.

4
 TABLE OF CONTENTS

TOPIC PAGE NUMBERS

LIST OF TABLES 33-42

LIST OF GRAPHS 33-42

1. INTRODUCTION 9-16

2. INDUSTRY PROFILE 17

3. COMPANY PROFILE 18-23

4. KEY LEARNINGS & JOB PROFILE 24-42

5. LEARNING OUTCOMES AND RECOMMENDATIONS 43-44

6. ANNEXURE 45-46

5
 LIST OF TABLES

TABLE NAME PAGE NUMBERS

1. Age of employees 33

2. Education qualifications 33

3. Gender of employees 34

4. Total years of experience in EIS? 34

5.How were you sourced at the time of recruitment by EIS? 35

6. Were you clear about the job profile and specifications during
35
recruitment process of EIS?

7. What motivated you to be a part of EIS? 36

8. Does the Job Responsibilities and Job Description are clearly defined to
36
the candidates appearing for selection process is satisfactory?

9. Did the recruitment team clarify all your questions related to your job
37
profile?

10. Was the overall interview schedule process effective and satisfactory? 37

11. Time taken for your selection process? 38

12. Is the recruitment process is transparent at all the levels? 38

13. How do you feel about the technical round interview in EIS? 39

14. Rate the time management of the whole hiring process? 39

15. Which is the most important quality the organization looks for in a
40
candidate?

16. How do you feel about the Selection Process of EIS? 40

17. How do you rate campus recruitment process? 41

18. Is internal hiring helps to motivate employees? 41

6
 LIST OF GRAPHS

GRAPH NAME PAGE NUMBERS

1. Age of employees 33

2. Education qualifications 33

3. Gender of employees 34

4. Total years of experience in EIS? 34

5.How were you sourced at the time of recruitment by EIS? 35

6. Were you clear about the job profile and specifications during recruitment
35
process of EIS?

7. What motivated you to be a part of EIS? 36

8. Does the Job Responsibilities and Job Description are clearly defined to
36
the candidates appearing for selection process is satisfactory?

9. Did the recruitment team clarify all your questions related to your job
37
profile?

10. Was the overall interview schedule process effective and satisfactory? 37

11. Time taken for your selection process? 38

12. Is the recruitment process is transparent at all the levels? 38

13. How do you feel about the technical round interview in EIS? 39

14. Rate the time management of the whole hiring process? 39

15. Which is the most important quality the organization looks for in a
40
candidate?

16. How do you feel about the Selection Process of EIS? 40

17. How do you rate campus recruitment process? 41

18. Is internal hiring helps to motivate employees? 41

7
 Chapter 1
Introduction
Right person for the right job’ is the basic principle in recruitment and selection. Ever
organization should give attention to the selection of its manpower, especially its managers. The
operative manpower is equally important and essential for the orderly working of an enterprise.
Every business organization/unit needs manpower for carrying different business activities
smoothly and efficiently and for this recruitment and selection of suitable candidates are
essential. Human resource management in an organization will not be possible if unsuitable
persons are selected and employment in a business unit.

The Scope of Recruitment and Selection

The scope of Recruitment and Selection is very wide and it consists of a variety of operations.
Resources are considered as most important asset to any organization. Hence, hiring right
resources is the most important aspect of Recruitment. Every company has its own pattern of
recruitment as per their recruitment policies and procedures.

The scope of Recruitment and Selection includes the following operations −

 Dealing with the excess or shortage of resources

 Preparing the Recruitment policy for different categories of employees

 Analyzing the recruitment policies, processes, and procedures of the organization

 Identifying the areas, where there could be a scope of improvement

 Streamlining the hiring process with suitable recommendations

 Choosing the best suitable process of recruitment for effective hiring of resources

Any organization wants it future to be in good and safe hands. Hence, hiring the right resource
is a very important task for any organization.

Difference between recruitment and selection: Recruitment is the process of searching

for prospective candidates and motivating them to apply for job in the organization. Whereas,

8
selection is a process of choosing most suitable candidates out of those, who are interested and
qualified for job.

In Recruitment and Selection Process each element of recruitment and selection has a
contribution to make in helping to find the most suitable candidates for any given post and you
should view recruitment and retention as entailing the following eight stages:

1. Job Vacancy 2. Job Analysis 3. Attracting Candidates 4. Screening Applications 5.

Interviewing Candidates 6. Selecting & Appointing Candidates 7. Induction & Training.

HR Tool Kit:

 HR Guide to Writing a Job Description and Person Specification

 Employee Background Checks
 Induction Process
 Individual Employment Agreements
 Prepare Your Own Employee Handbook
 Work bridge Guide to Recruiting Disabled People
 Casual Employment
 Psychometric Testing
 Recruitment Agencies
 Example of Job Description Template
 Generic Job Analysis Template
 Good Faith

Recruitment

Meaning of Recruitment: Recruitment means to estimate the available vacancies and to

make suitable arrangements for their selection and appointment. Recruitment is understood as
the process of searching for and obtaining applicants for the jobs, from among whom the right
people can be selected.

Importance of Recruitment:
 Determine the present and future requirements of the organization on conjunction with its
personnel-planning and job analysis activities.
 Increase the pool of job candidates at minimum cost.

9
It is important to list the skills your new hire will need to fulfill his duties. You get much better
results in your recruitment process if you advertise specific criteria that are relevant to the job.
Include all necessary skills, and include a list of desired skills that are not necessary but that
would enhance the candidate's chances. If you fail to do this, you might end up with a low-
quality pool of candidates and wind up with limited choices to fill the open position.

Implications of Week Hiring:

Hiring can be considered weak when the new hire failure rate is high. If the new hires are
terminated or voluntarily quit within first few months, regardless of their performance, then the
new hiring can hardly be called a success. Unsuccessful hiring not only forces you to rehire for
the same position but also adds to the cost of damage sustained by the bad hire.

The number of days lost in key projects and the cost of delays can be the direct results of weak
hiring and low-quality recruitment process. Weak hiring not only causes losses in terms of
project delays but can also help miss strategic opportunities. There is no guarantee that
candidates who performed well in the recruitment exercise will do well in performing
organizational functions. Therefore, it is important that new employees are given orientation into
a company’s functions before they are given important tasks.
Recruitment is, therefore, one of the most important of HR functions, which requires careful
planning from start to finish. Also, a job recruiter needs to have business acumen, far-sightedness
to judge organizations growth requirements and astute judgement. Most organizations, for
smooth functioning of their HR functions, are now days purchasingrecruitment and talent
management software to manage their recruitment and selection process more efficiently.

Recruitment Process of EIS: The process comprises five interrelated stages:

 Stage 1: Recruitment Planning: Planning involves the translation of likely job
vacancies and information about the nature of these jobs into set of objectives or targets
that specify the (1) Numbers and (2) Types of applicants to be contacted.
 Stage 2: Strategy Development: When it is estimated that what types of recruitment and
how many are required then one has concentrate in (1). Make or Buy employees. (2).
Technological sophistication of recruitment and selection devices. (3). Geographical
distribution of labor markets comprising job seekers. (4). Sources of recruitment. (5).
Sequencing the activities in the recruitment process.
 Stage 3: Searching: Search involves two steps; Source activation and Selling
 Stage 4: Screening: Screening of applicants can be regarded as an integral part of the
recruiting process.
 Stage 5: Evaluation and Control:
Evaluation of Recruitment Process: Keeping the objective in the mind, the evaluation might
include:

 Return rate of application sent out.

10
  Number of suitable candidates for selection.
 Retention and performance of the candidates selected.
 Cost of the recruitment process

Sources of Recruitment: The sources of recruitment can be broadly categorized into

 Internal Recruitment – Internal recruitment seeks applicants for positions from within
the company.
 External Recruitment – External recruitment seeks applicants for positions from
sources outside the company.
Selection

Selection is defined as the process of differentiating between applicants to identify (and hire)
those with a greater likelihood of success in a job.

Selection Process: Selection is a long process, commencing from the preliminary interview of
the applicants and ending with the contract of employment.

Problems in effective selection: The main objective of selection is to hire people having
competence and commitment. This objective often defeated because of certain barriers. The
impediments, which check effectiveness of selection, are perception, fairness, validity, reliability
and pressure.

The Selection Process of EIS:

 Initial screening of interviews: A preliminary interview is conducted to select the
suitable candidate who can go through further stages of interviews.
 Completion of application forms: Application forms are such framed that, they provide
the necessary details to the organization without affecting the sentiments and feelings of
the candidate.
 Employment tests: logical test, English test, Vocabulary, Reasoning, Machine test
 Interview:
o Formal Interview
o Patterned Interview
o Non-directive Interview
o Depth Interview

11
 o Stress Interview
o Panel Interview
o Mixed Interview
 Second Interviews: Job seekers are invited back after they have passed the first initial
interview. More in-depth questions are asked to the candidate and the employer expects a
greater level of preparation on the part of the candidates.
 Background Information: It requests names, addresses, and telephone numbers of
references for the purpose of verifying information and perhaps, gaining additional
background information on an applicant.
 Physical Examination
 Final Employment decision

Research Problem:

This research study is undertaken to know the level of satisfaction among the employees
and their perception towards the process of recruitment and selection which is adopted by
the company and also to know effectiveness of time management in the hiring process.

Need for the Study:

In today’s fast changing world, recruiting right candidate for the right job is very much
needed for the organization to achieve their goal sets and it vary from one to another. It is
thus important for me to understand, analysis the concept of recruitment and selection
process and its effectiveness in the current organization.

Objectives of the study:

 To study the recruitment and selection process of EIS.

 To analyze the perception of employees towards the HR Recruitment
and Selection.

Research Methodology:

Research methodology is a way to systematically solve the research problem. It may be

understood as a science of studying how research is done scientifically.

The Research methodology used in this project was to collect the information from the
employees through Questionnaire and Personal Interview. The reason behind choosing

12
 this methodology is most of the employees does not feel comfortable in discussing their
problems openly during personal interaction, so for those employees a questionnaire
format is chosen. And a personal interview method is chosen because some of the
employees at construction site do not find enough time to fill the questionnaire, for those
employees personal interaction would give better results.

Research Design:

“A research design is the arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in procedure”.

The type of research design used in the project was Descriptive research, because it helps to
describe a particular situation prevailing within a company. Careful design of the descriptive
studies was necessary to ensure the complete interpretation of the situation and to ensure
minimum bias in the collection of data.

Sampling Technique:

Simple Random Sampling was applied to this study, since population was not of a homogenous
group and the judgment was made about the aggregate or totality, so as to obtain a representative
sample.

 Data source – Primary Data.

 Research Approach – Survey Method.

 Research Instrument – Questionnaire.

 Questionnaire type – Close ended, Open ended.

 Sampling Unit – Individual.

 Sampling Frame – EIS branch (Hyderabad).

 Sampling procedure – simple random sampling.

 Sample size – 100 Employees.

 Contact Method – Administering Questionnaire and interview method.

13
Data Collection Methods:-

Both the Primary and Secondary data collection method were used in the project. In this research
the primary data was collected by means of a Structured Questionnaire. The questionnaire
consisted of a number of questions in printed form. It had both open-end, closed end questions in
it. Data which has already gone through the process of analysis or were used by someone else
earlier is referred to secondary data. This type of data was collected from the books, journals,
company records etc.

Tools used for Analysis:-

 Percentage analysis.
 Correlation
Percentage Analysis:-
The reason behind choosing Percentage analysis is, it is one of the simplest and traditional
statistical tools. Through the use of percentage, the data are reduced in the standard form with the
base equal to 100, which facilitates comparison.
The formula used to compute Percentage analysis is,

Percentage of the respondents = (No. of respondents / Total No. of respondents)*100

Correlation:-

Correlation is a statistical measure that indicates the extent to which two or more Variable
fluctuates together. A positive correlation indicates the extent to which those variables increase or
decrease in parallel; a negative correlation indicates the extent to which one variable increases as
the other decreases.

A correlation coefficient is a statistical measure of the degree to which changes to the value of
one variable predict change to the value of another. When the fluctuation of one variable reliably
predicts a similar fluctuation in another variable, there’s often a tendency to think that means that

14
the change in one causes the change in the other. However, correlation does not imply causation.
There may be, for example, an unknown factor that influences both variables similarly

r= Pearson co efficient; +/- 0.5 higher...+/- 0.3 medium...+/- 0.1 lower…

Limitations of the study:

 Time was the biggest limitation. The project requires a thorough study which requires
considerable amount of time.
 The study is based on both primary and secondary data and has the limitations pertaining
to the usage of both kinds of data.
 Busy schedule of the employees also effected to some extent.
 There is a chance for bias in the information given by the respondents.
 The study is based on the sample hence results were not fully absolute

15
 Chapter-2
Industry Profile
It is a rapidly changing industry, with new technologies, systems and software
constantly being developed. New information technology applications are being
developed in healthcare, and it is a fast growing industry in the defence & security
sector.
The global sourcing market in India continues to grow at a higher pace compared
to the IT-BPM industry. India is the leading sourcing destination across the world,
accounting for approximately 55 per cent market share of the US$ 185-190 billion
global services sourcing business in 2017-18. Indian IT & ITeS companies have set
up over 1,000 global delivery centres in about 80 countries across the world.
More importantly, the industry has led the economic transformation of the country
and altered the perception of India in the global economy. India's cost
competitiveness in providing IT services, cost savings of 60–70 per cent over
source countries, continues to be the mainstay of its Unique Selling Proposition
(USP) in the global sourcing market. However, India is also gaining prominence in
terms of intellectual capital with several global IT firms setting up their innovation
centres in India.
India has become the digital capabilities hub of the world with around 75 per cent
of global digital talent present in the country.
Market Size:-
The internet industry in India is likely to double to reach US$ 250 billion by 2020,
growing to 7.5 per cent of gross domestic product (GDP). The number of internet
users in India is expected to reach 730 million by 2020, supported by fast adoption
of digital technology, according to a report by National Association of Software
and Services Companies (NASSCOM).
Indian IT exports increased to US$ 126 billion in FY18 while domestic revenues
(including hardware) advanced to US$ 41 billion.
Indian IT and BPM industry is expected to grow to US$ 350 billion by 2025 and
BPM is expected to account for US$ 50-55 billion out of the total revenue.
16
Total spending on IT by banking and security firms in India is expected to grow 8.6
per cent year-on-year to US$ 7.8 billion by 2017!!.
India’s Personal Computer (PC) shipment advanced 11.4 per cent year-on-year to
9.56 million units in 2017 on the back of rise in the quantum of large projects.
Revenue from digital segment is expected to comprise 38 per cent of the forecasted
US$ 350 billion industry revenue by 2025.
Investments/ Developments:-
Indian IT's core competencies and strengths have attracted significant investments
from major countries. The computer software and hardware sector in India
attracted cumulative Foreign Direct Investment (FDI) inflows US$ 29.825 billion
from April 2000 to December 2017, according to data released by the Department
of Industrial Policy and Promotion (DIPP).
Leading Indian IT firms like Infosys, Wipro, TCS and Tech Mahindra, are
diversifying their offerings and showcasing leading ideas in block chain,
artificial intelligence to clients using innovation hubs, research and development
centres, in order to create differentiated offerings.
Some of the major developments in the Indian IT and ITeS sector are as follows:
Nasscom has launched an online platform which is aimed at up-skilling over 2
million technology professionals and skilling another 2 million potential
employees and students.
Revenue growth in the BFSI vertical reached nearly 9 per cent y-o-y in the fourth
quarter of 2017-18.
As of March 2018, there were over 1,140 GICs operating out of India.
Private Equity (PE)/Venture Capital (VC) investments in India's IT & ITeS sector
reached US$ 7.6 billion during April-December 2017
Government Initiatives:-
Some of the major initiatives taken by the government to promote IT and ITeS
sector in India are as follows:
As a part of Union Budget 2018-19, NITI Aayog is going to set up a national level
programme that will enable efforts in AI* and will help in leveraging AI*
technology for development works in the country.
The Government of India is going to explore new opportunities in various sectors
such as providing BPO service from home, digital healthcare and agriculture to
achieve the target of making India a US$ 1 trillion digital economy.
Road Ahead:-

17
India is the topmost off shoring destination for IT companies across the world.
Having proven its capabilities in delivering both on-shore and off-shore services to
global clients, emerging technologies now offer an entire new gamut of
opportunities for top IT firms in India. Export revenue of the industry is expected
to grow 7-9 per cent year-on-year to US$ 135-137 billion in FY19.
Exchange Rate Used: INR 1 = US$ 0.016 as of FY2018

18
 Chapter 3

Company profile

About us
Founded in 2001, Tanla Solutions (EiS) is an Oracle Platinum Partner and dedicated to
empowering our clients and employees through success-oriented services and technologically
advanced software solutions. Capabilities include both a broad range of professional services,
and “Oracle Validated Integration” certified business analytics and reporting products. The
solution offers over 1300 pre-built reports enabling actionable intelligence. The EiS Professional
Services team of certified specialists leverages deep knowledge that spans Oracle’s full suite of
products: Cloud Services, Fusion Middleware, Taleo, PeopleSoft, E-Business Suite and more.

The Company Headquarters located in US -Duluth, Georgia and has branches in Europe, Middle
East, and Australian Countries and in Offshore it’s Located in Hyderabad, Gachibowli.

Company Type-Privately Held

Company Size-51 to 200 Employees

Specialties: -Business Intelligence, Reporting, Dashboards, KPIs, Analytics, Implementations,

Consulting, and Upgrades

Tanla Solutions, Established in 2001

(Enterprise Integration Solutions)Tanla Solutions' core values such as flexibility, respect,

generosity, responsibility, and communication, allow us to learn and grow from each other like a
family.

We have a diverse group of professionals who are helping drive EiS' growth. Here at EiS, we
have created an environment that is challenging yet creative by putting our innovation in our

19
employee's hands. Our employees are empowered to make decisions individually or collectively,
leading to 100% customer satisfaction.

With an open door leadership policy, our employees are inspired and motivated to acquire new
skills for personal growth. EiS has successfully created a culture where employees enjoy coming
to work every day.

COMPANY COMPETITORS

Tanla Solutions has the competitor’s all over the world like Drive Stream, Orbit, e

Verge, DAZ SI, INTELENEX,SIMPLUS,DATA#3,MT AG,CARE IT SERVICE

INC,JAPAN BUSINESS SYSTEM INC etc.,

20
 COMPANY STRUCTURE

Naveen Miglani (CEO & Kiran Pasham (CTO &

FOUNDER) CO-FOUNDER)

Directors

VP Prasanna Rout

Sales & Developme Operations HR Finance &

Marketing nt (R&D) Accountin
g

Employees for different department

21
Company Products:
1) Express Reporting: -Real-Time Transactional Reporting

EiS eXpress is the perfect solution for your Real-Time Transactional Reporting needs for Oracle
E-Business Suite. Certified and Validated by Oracle, EiS eXpress comes loaded with pre-built
reports and views, utilizes 100% EBS security, and even allows you to run your reports directly
in Microsoft Excel. We understand the frustrations many users have with seeded EBS reporting,
including the inability to export the report in a particular format or the need to ad hoc their report
for additional information. With eXpress, users are empowered to make report changes
themselves (without IT!) and provides many output options, including Excel, CSV, HTML, PDF,
and more!
EiS eXpress version 8.0.4 can run on Oracle Database Appliance.

2) XL Connect: -Transactional Reporting in Excel

What tool do most people use to analyze large amounts of data? Microsoft Excel of course! With
XL Connect, Microsoft Excel is utilized as a front-end for reporting against all Oracle E-
Business Applications, while still maintaining Oracle user security. It also allows users to run, ad
hoc, and build reports and dashboards within Microsoft Excel. And the best part it allows users to
easily refresh their reports time after time, while retaining all formatting, calculations, and more,
saving valuable time during reporting periods! This takes running and analyzing reports from
hours to minutes!
 Leverages Oracle E-Business Suite Login Security
 Drill Downs Provide More Insight into Data
 Clean and Filtered Data & Pivot Tables

 Refresh Reports Easily

 Ad Hoc Functionality
 Create New Reports from Scratch

22
3) OBIEE Connect: -On-Demand Reporting

Flexible. Simple. Fast.

One of the biggest needs of any business user is data and reporting and unfortunately, this is also
typically a huge pain point! We understand this is what keeps the business operating efficiently,
so we have developed our products to provide access to live, accurate data for better reporting.

Our suite of products will give business users an unparalleled level of comfort when reporting,
while reducing reliance on IT for development needs. With front end options including OBIEE,
Microsoft Excel, and any browser, users are sure to find the solution that works best for them!

4) GL Connect: -A Solution for Analysts

EiS presents GL Connect: a solution for financial analysts who depend on quick, accurate, on-
demand data to get the job done. With GL Connect, build reconciliations, on-demand analyses,
financial reports, journal entries, budgets, and more – all with drill down capability! GL Connect
enables analysts to utilize Microsoft Excel as their front-end reporting tool, integrating with
Oracle EBS General Ledger. This allows financial statements and analyses to be quickly and
easily created, while adhering to existing Oracle EBS Security. All reports and statements are
automatically configured to your existing Oracle Chart of Accounts, segments, KFFs, DFFs, and
Hierarchies. Features include:
 Native Oracle E-Business Security
 GL Balances and Drill Down to sub-ledger
 Automatically Read Hierarchies
 Convert Existing FSGs

 Build Financial Statements

 Upload & Share Templates
 GL Cube for improved performance
 Upload Journals and Budgets

5) Discover Migration Domain: -Migrating is as easy as 1, 2, 3!

The Discoverer Migration utility converts existing Discoverer business areas and workbooks to
eXpress domains and reports. The utility supports all the data sources that Discoverer workbooks
are built upon, including data marts, warehouses, online transaction processing systems and
23
Oracle E-Business Suite. It not only converts the workbook, but also the fields in the Discoverer
folders that the report is based upon. This allows the converted report to be modified without the
need to customize or extend the original Discoverer view. This is what separates us from other
conversion solutions - We convert the entire workbook infrastructure while they only move the
SQL!

24
 CHAPTER 4
KEY LEARNING’S
JOB PROFILE
Nature of job:
Human resources may be defined as the total knowledge, skills, creative abilities, talents and
aptitudes of an organization’s workforce, as well as the values, attitudes, approaches and beliefs
of the individuals involved in the affairs of the organization. It is the total or aggregate of
inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of the
persons employed in the organization.

Human resources are multi-dimensional in nature. From the national point of view, human
resources may be defined as the knowledge, skills, creative abilities, talents and aptitudes
obtained in the population; whereas from the view point of the individual enterprise, they
represent the total of the inherent abilities, acquired knowledge and skills as exemplified in the
talents and aptitudes of its employees.

HR officers are involved in a range of activities whatever the size or type of business. These
cover areas such as:
 conditions of employment;
 equality and diversity;
 negotiation with external work-related agencies;
 pay;
 recruitment;
 Working practices.

Human Resource Management: Nature:

Human Resource Management is a process of bringing people and organizations together so that
the goals of each are met. The various features of HRM include:
25
It is pervasive in nature as it is present in all enterprises.

Its focus is on results rather than on rules.

It tries to help employees develop their potential fully.

It encourages employees to give their best to the organization.

It is all about people at work, both as individuals and groups.

It tries to put people on assigned jobs in order to produce good results.

It helps an organization meet its goals in the future by providing for competent and well-
motivated employees.

It tries to build and maintain cordial relations between people working at various levels in the
organization.

It is a multi-disciplinary activity, utilizing knowledge and inputs drawn from psychology,

economics, etc.

Human Resource Management: Scope

The scope of HRM is very wide:

Personnel aspect-This is concerned with manpower planning, recruitment, selection, placement,

transfer, promotion, training and development, layoff and retrenchment, remuneration,
incentives, productivity etc.

Welfare aspect-It deals with working conditions and amenities such as canteens, crèches, rest and
lunch rooms, housing, transport, medical assistance, education, health and safety, recreation
facilities, etc.

Industrial relations aspect-This covers union-management relations, joint consultation, collective

bargaining, grievance and disciplinary procedures, settlement of disputes, etc.

Job description:

Hr. generalist handles end to end HR activities in an organization.

HR generalist manages the administration of human resource office and day to day
activities/operations in an organization.

26
HR takes care of policies, procedures and programs of the organization.

Functional areas:

1. Recruitment and selection.

2. On boarding formalities.

3. Leave management

4. Attendance management

5. Full and final settlement process.

6. Policy compliance.

7. Manpower arrangement

8. HRIS

9. Interview scheduling

10. Talent acquisition and learning and development.

Along with all the above functions HR generalist also look after HR operations.

HR operations:

1. Grievance handling

2. Transport and payroll.

3. Employee facilities and employee satisfaction.

4. Contract labor management.

HR GENERALIST looks after that employee until he/she is in organization (from entry of job to
exit of job).

27
 LEARNING OUTCOMES

Concepts applied in the Summer Internship:

The Human resources are the most important assets of an organization. The success or failure of
an organization is largely dependent on the caliber of the people working there in. Without
positive and creative contributions from people, organizations cannot progress and prosper. In
order to achieve the goals or the activities of an organization, therefore, they need to recruit
people with requisite skills, qualifications and experience. While doing so, they have to keep the
present as well as the future requirements of the organization in mind.

Organization requires people with different skills at various stages of growth and
development. The objectives of the organization determine the number and type of skills that are
essential from time to time. Success and growth of an organization depends upon leveraging
human potential. The contribution and application of skills of employees are essential for the
growth of an organization. In the process, recruitment forms an important step in organization
functioning.

Recruitment is the first step then after selection and placement comes in the employment
process. Employers aim is to choose an appropriate candidate suitable for that particular job.
Recruitment is the activity done by the HR’s in many organizations. The recruitment process
differs from one organization to others. According to Edwin B. Filippo recruitment is the
process of attracting the candidates and making them to apply for the job. Recruitment process
followed at many Indian organizations is by framing the recruitment policy and then making the
policy into action. Sources of the traditional recruitment are by employee referrals, transfers and
promotions, walk-in and by the advertisements.

Selection is the second step in the in the process of man power planning. Selection is the
process of choosing the appropriate candidate which matches the candidate skills and the job
requirements Selection process will be lengthy for large organizations and will be wider for
manufacturing organizations and it differs from one industry to other.

28
 According to the Dale Yoder selection means dividing the total job applicants into two
classes as selected and not selected. There are many factors that are to be considered while
selecting a candidate those are like group discussions, employment background, referral
background, interviews, medical tests and etc.

Recruitment Process of EIS: The process comprises five interrelated stages:

 Stage 1: Recruitment Planning: Planning involves the translation of likely job
vacancies and information about the nature of these jobs into set of objectives or targets
that specify the (1) Numbers and (2) Types of applicants to be contacted.
 Stage 2: Strategy Development: When it is estimated that what types of recruitment and
how many are required then one has concentrate in (1). Make or Buy employees. (2).
Technological sophistication of recruitment and selection devices. (3). Geographical
distribution of labor markets comprising job seekers. (4). Sources of recruitment. (5).
Sequencing the activities in the recruitment process.
 Stage 3: Searching: Search involves two steps; Source activation and Selling
 Stage 4: Screening: Screening of applicants can be regarded as an integral part of the
recruiting process.
 Stage 5: Evaluation and Control:
Evaluation of Recruitment Process: Keeping the objective in the mind, the evaluation might
include:

 Return rate of application sent out.

 Number of suitable candidates for selection.
 Retention and performance of the candidates selected.
 Cost of the recruitment process.

Sources of Recruitment: The sources of recruitment can be broadly categorized into

 Internal Recruitment – Internal recruitment seeks applicants for positions from within
the company.
 External Recruitment – External recruitment seeks applicants for positions from
sources outside the company.

29
Steps in recruitment
The process of recruitment may follow the following the steps:
1. Identifying the number and the type of skilled labor- The step is obtaining clarity as to
the number and type of people require currently
2. Planning for recruitment- In the planning stage strategy may be obtained about issues
like methods of recruitment, geographical area to be considered for the searching of the
candidates and identifying a suitable source of recruitment.
3. Screening of applications- Applications are screened against the qualifications,
knowledge, skills, abilities, and interest mentioned in the job specification. Those who do
not qualify may be rejected at this stage.
Challenges in recruitment process:

 Nature of job: If the job is possibility is high that a large pool of applications may not be
obtained. Similarly routine jobs maintenance functions dead end jobs do not receive
many applications.
 Policies of recruitment: Organizations are also governed by legislation that stipulates
conditions like no- discrimination with regard to religion, gender, age, etc. at times
suitable candidates may not be obtained because of this.
 Availability of skill in the labor market: Many a time desired skill may not be readily
available in the labor market. Either it becomes a rare commodity or needs to be
imported.
 Costs of recruitment: Basically the entire process of recruitment is a costly procedure
and time consuming. The success of process can only be realized only when the right
candidate gets recruited.
 Labor laws: The various acts passed by the government stipulate certain conditions and
insist on conditions in the recruitment of people

Sources of recruitment:
The various sources of recruitment are classified into internal and external sources. Each has its own
merits and demerits:

Internal sources External sources

Promotions from within Walk-ins

Employee referrals Advertising, Nakuri.com, Linked in

Former employees Employment exchanges

30
Previous applicants Employment agencies

Transfers Campus recruitments

Professional association

Portals/ electronic recruitment

Effectives of recruitment programmer

 A recruitment programmer to be successful need to have the following attributes such as:
 A well-defined recruitment policy
 A proper organizational structure
 A planned procedure and implementation of specific method
 Continuous modifications and review of methods in practice
 Successful implementation of the recruitment policy

Selection

Selection is defined as the process of differentiating between applicants to identify (and hire)
those with a greater likelihood of success in a job.

Selection Process: Selection is a long process, commencing from the preliminary interview of
the applicants and ending with the contract of employment.

Problems in effective selection: The main objective of selection is to hire people having
competence and commitment. These objectives often defeated because of certain barriers. The
impediments, which check effectiveness of selection, are perception, fairness, validity, reliability
and pressure.

Steps in Selection process:

1)Preliminary screening interview:
At the end of the recruitment process a large number of applicants may be pooled by the
organization. It is not essential for the organization to invite all of them for the final interview.
When a wide choice exists, the organization can stipulate its own conditions of screening the
applications like only candidates with 3 years of experience and above will be called for the final
interview. This is one way of screening and filtering the applicants.

31
2)Application blanks:
It is the common device used by the organizations to elicit the information about the candidate
on various aspects. It provides all the basic and necessary information like academic background,
interests, extra-curricular activities etc. in other words it provides brief history sheet of
employee’s background and contains the following information:

 Biographical details
 Education background
 Work experience
 Extra-curricular activities
 Salary
 Reference checks

3)Use of tests in the selection process:

Individuals differ in many aspects including job related abilities and skills. In a selection process
individual differences need to be measured and compared. The use of tests is an excellent device
for bringing out the individual differences. Selection tests usually uncover the information about
the candidates, which are not known though application blank. In that sense it forms an excellent
screening step.
A selection test is an objective and standardized measure of a sample behavior. A standardized
test usually satisfies the following criteria:

 Standardization: it indicates uniformity of procedure in administering and scoring the

test. Detailed Instructions are available about the tools employed, instructions to be
given, time limit to be followed and norms to interpret the raw scores.
 Reliability: the second criterion for a good test is the reliability. It refers to consistency
of score obtain irrespective of who or when the test is administered. Reliability index is
an indication of repeatability.
 Validity: it refers to the degree to which the test actually measure what it is supposed to
measure. Validity index for the test is developed before the test is published.
The above criterion is necessary for the test to be considered as standardized and ready to use.
The various tests used are:

 Intelligence test
 Aptitude test
 Personality test
 Projective test
 Ability test
 General knowledge test
 Perception test
 Graphology test
 Polygraph test

32
4)Selection interview:
It is one of the most popular selection device. Some times without using tests directly an
interview may also be conducted. It provides an opportunity to assess the candidate personally.
Information that is not provided in the test may be discovered during the interview. It also helps
in making judgments on candidate’s enthusiasm and intelligence. Interviews in an organization
are conducted for positioning candidates at the entry level, promotions, transfers, displacements.

According to Scott, “an interview is a purposeful exchange of ideas, the answering of questions
and communication between two or more persons”.

Types of interview Errors in interview

 Structured interview  The halo effect

 Unstructured interview  Leniency
 Stress interview  Projection and stereotyping

5) Medical examination:
Medical and physical examination is usually done to test the physical fitness of the candidate.
This is certified by the medical practitioner. This is basically to ensure that the candidate is
physically fit, healthy and does not carry any contagious diseases or suffer from chronic illness.
Some jobs may also require perfect vision, motor co-ordination etc. and such aspects usually get
identified in these examinations.
6) Background and Reference checks:
It is basically the background checking of the information provided by the candidates. Usually,
candidates give the names of the two persons who know them. If the candidate is already
working, the name of the previous employer is given. By contacting the previous employer
information about all the previous job related aspects may be obtained. Further other information
and some behavioral aspects like punctuality, honesty, character, progress may also be obtained.
A good reference check when used sincerely will fetch useful and reliable information to the
organization.
7) Hiring decision:
The final step in the selection process is the decision taken to hire the candidate. Those
candidates who have passed all the above steps will be chosen for the job and an appointment
letter will be handed over to them. The letter will have about the title of the job, duties and
responsibilities, compensation details and location. It also gives details as to whom he has to
report and the time before which he has to report for the duty.

33
 DATA ANALYSIS AND INTERPRETATION

1. Age of the Employees?

AGE

21-25 0%

26-30 13%

31-35 27%

36-40 24%

41 & above 36%

Figure-5.1 Figure-5.1.1

INTERPRETATION:

It is observed that, majority of employees in EiS are of age 41& above i.e. are 36%, and 31-35
are of 27%.

2. Education qualifications of Employees?

Education Qualifications.

PG 56%

UG 20%

Diploma 24%

Others 0%

Figure-5.2 Figure 5.2.1

34
 INTERPRETATION:

It is observed that, Majority of employees working in EiS are PG graduates and few of them
are diploma are 24% , 20% UG graduates.

3. Gender
GENDER

Male 66%
Female 34%
Figure 5.3

Figure-5.3.1

INTERPRETTION:

It is observed that, Male employees are more than female.

4. Totalexperience of employees in Tanla Solutions?

0-3 years 0%

3-5 Years 11%

6-10 Years 76%

11 & above 13%

Figure-5.4

Figure-5.4.1

INTERPRETATION:

It is observed that, majority of employees working in EiS has experience of 6-10 years i.e.
76%, 11 and above are 13% and 3-5 years are 11%.

35
5. How are you sourced in Tanla Solutions?

Sourced by EiS

Reference 27%

Consultancy 10%

Job portals 54%

Walk in interview 9%

Others 0%

Figure-5.5

INTEERPRETATION: Figure-5.5.1

It is observed that, majority of employees are sourced through job portals in EiS i.e. 54% and
27% are sourced through reference.

6.Were you clear about the job profile and specifications during
recruitment process of Tanla Solutions?

Strongly agree 77%

Agree 19%

Neutral 4%

Disagree 0%

Strongly dis agree 0%

Figure -5.6 Figure-5.6.1

INTERPRETATION:

It is observed that, majority of employees; strongly agree that they are clear about job profile and
specifications during recruitment process of EiS.

36
7.What motivated you to be a part of Tanla Solutions?

Motivation of employees

image of the organization 33%

Workcondition 17%

salary 14%

Job profile 13%

career aspects 23%

Figure-5.7 Figure-5.7.1

INTERPRETATION

It is observed that, 33% candidates join EiS by looking at the Image of the organization, 17% by seeing
work condition, 14% for good pay, and 13% by seeing the job profile and 23% for their career aspects.

That means majority of employees joined EiS by seeing image of the organization.

8.Does the Job Responsibilities and Job Description are clearly defined
to the candidates appearing for selection process is satisfactory?

Highly satisfied 73%

Satisfied 11%

Neutral 3%

Dissatisfied 13%

Highly dissatisfied 0%

Figure -5.8 Figure-5.8.1

37
INTERPRETATION

It is observed that, 73% employees are highly satisfied with the job responsibilities and job description
defined to them and 11% are satisfied and 3% are neutral and 13% are dissatisfied that their job profiles
and job responsibilities are not clearly defined.

9. Did the recruitment team clarify all your questions related to your job
profile?

Yes 100%

No 0%

Figure5.9

Figure5.9.1

INTERPRETATION:

It is observed that, every employee in the organization agrees that recruitment team clarifies all their
doubts related to their job profile and any other.

10. Was the overall interview schedule process effective and

satisfactory?

Strongly agree 84%

Agree 16%

Neutral 0%

Disagree 0%

38
Figure-5.10 Figure-5.10.1

INTERPRETATION:

It is observed that, almost 84% employees strongly agree and 16% agree that interview schedule process
was effective and satisfactory. That means every employee felt that process was effective and
satisfactory.

11. Time taken for your selection process?

Too long 11%

Just appropriate 67%

Short 21%

in sufficient 0%

Figure-5.11 Figure-5.11.1

INTERPRETATION:

It is observed that, only 11% employees felt that selection process was too long and 21% employees felt
it was short. But majority of employees almost 67% felt it was appropriate.

That means on an average 60% employees felt that EiS’s time management was good in selection
process.

12. Is the recruitment process is transparent at all the levels?

Highly satisfied 87%

Satisfied 13%

Neutral 0%

Dissatisfied 0%

Highly dissatisfied 0%

Figure-5.12 Figure-5.12.1

39
INTEERPRETATION:

It is observed that, almost 87% employees are highly satisfied and 13% agree that process is transparent.

That means every employee fell that recruitment process is transparent at all levels.

13. How do you feel about the technical round interview in Tanla
Solutions?

Excellent 33%

Very good 56%

Good 11%

Average 0%

Figure-
not satisfactory 0% 5.13.1

Figure-5.13

INTERPRETATON:

It is observed that, 33% of employees felt that their technical round was excellent and 56% felt very good
and 11% felt average. That means more than 50% employees feel that technical round was very good in
EiS.

14. Rate the time management of the whole hiring process?

Excellent 0

very good 21%

Good 79%

Average 0

40
 not satisfactory 0

Figure-5.14 Figure-5.14.1

INTERPRETATION:

It has observed that, majority of employees marked good for that time management of whole hiring
process and few of the employees marked very good.

15. Which is the most important quality the organization looks for in a candidate?

knowledge 64%

past experience 29%

Optimistic natured 0%

Discipline 7%

Other 0%

Figure-5.15 Figure-5.15.1

INTERPRETATION:

It is observed that, Knowledge is the most important quality that EiS looks in a candidate and in few
instances they focus on past experience also.

16. How do you feel about the Selection Process of Tanla Solutions?

Excellent 11%

good 26%

average 63%

41
 poor 0%

Figure-5.16 Figure-5.16.1

INTERPRETATION:

It is observed that, 11% employees felt that overall selection process was excellent and 26% felt good
and 63% employees felt average and 0% poor.

17. How do you rate campus recruitment process?

excellent 30%

Very good 51%

Good 19%

Average 0%

Not satisfactory 0%

Figure-5.17 Figure-5.17.1

INTERPRETATION:

It is observed that, 30% employees rated campus recruitment process as excellent and 51% very good
and 19% good.

That means majority of employees more than 50% rated campus recruitment as very good.

18. Is internal hiring helps to motivate employees?

Yes 90%

42
 No 10%

Figure-5.18 Figure-5.18.1

INTERPRETATION:

It is observed that, 90% of employees are motivated though internal hiring and only 10% do not
feel motivated through internal hiring.

CORRELATION
Correlation: -
Correlation between TIME MANAGEMENT & SELECTION PROCESS: -

SELECTION
TIME MANAGEMENT PROCESS

TIME MANAGEMENT 1
SELECTION
PROCESS 0.51599893 1

(r = Pearson coefficient; +/0.5 Higher;+/0.3 Medium; +/0.1 Lower)

Inference: -
Time Management Is highly correlated With Selection process.

43
 CHAPTER-5

SUMMARY OF FINDINGS, SUGGESTIONS AND CONCLUSION

Observation and findings

 56% of Employees working Tanla Solutions are only of post graduates

 More than 50% employees are soured through job portals
 Job profile and specifications are clearly mentioned during recruitment process.
 Image of the organization motivates candidates to join Tanla Solutions
 Compared to other companies pay is more inTanla Solutions.
 Time taken for selection process was neither too long nor short it was just appropriate.
 Time management for whole hiring process is satisfactory.
 Knowledge and experience are major key qualities that are seen in a candidate to select
for a role in Tanla Solutions.
 84% employees agree that overall interview schedule process effective and satisfactory.
 73% of employees have said that they are highly satisfied with Job responsibilities and
job description defined to them.
 Recruitment team 100% clarifies all the doubts during Induction and interview process.
 90% employees agree that internal hiring helps in motivation.
 84% employees strongly agree that over all interview schedule process was effective and
satisfactory.
 87% employees stated that recruitment is transparent at all levels.
 Campus recruitment was rated about 51%.

Conclusions and recommendation

 Selection tool can be designed to obtain behavioral and motivational information about
candidates which contribute to effective selection systems.

44
  The organization should provide or set up a communication lab for the benefit
of the fresher and existing employees that makes a career development and new
opportunity to grow up in the organization which increases the employee morale and
helps to attain the target.
 More advertisement regarding openings at Tanla Solutions through job portals & social
media.
 More campus recruitment should take place to give opportunity to freshers and encourage
new talent.

BIBLIOGRAPHY
Textbooks:

 C. R. Kothari, Research Methodology (3rdedition), published by New Age Techno Press.

 Gary Dessler and Biju Varkkey, Human Resource Management, 12th edition, published by
Pearson Education.

Websites:

http://serialsjournals.com/serialjournalmanager/pdf/1423736819.pdf

https://issuu.com/sanjaykumarguptaa/docs/project-report-recruitment-and-selection-process

https://www.eistech.com/

https://www.linkedin.com/company/eis-technologies/

https://www.scribd.com/doc/18133346/Introduction-to-Recruitment-Process

ANNEXURE-6

QUESTIONNAIRE

Questionnaire on Recruitment and Selection Process at Tanla Solutions

Dear Sir/Madam,

45
I am doing summer internship project on Recruitment and Selection Process with reference to
Tanla Solutions (India) as a part of academic curriculum It would be really helpful in analyzing,
if you could spare some time and fill this questionnaire.
 The main objective of the study is to know the employee perception towards the
recruitment and selection process at Tanla Solutions.
Questionnaire:
Name: ___________________ Designation: ____________________ Department:
_____________________

1. Age: a) 21-25yrs b) 26-30yrs c) 31-35yrs d) 36-40yrs e) 41yrs and above.

2. Gender: a) Male b) Female
3. Educational qualification: a) PG b) UG c) Diploma d) others
______________
4. Total years of work experience in Tanla Solutions: a) 0-3yrs b) 3-5yrs c) 6-10yrs
d) 11yrs and above.
5. How were you sourced at the time of recruitment by Tanla Solutions?
a) Reference b) Consultants c) Job Portals d) Walk in interview e) others
______________
6. Were you clear about the job profile and specifications during recruitment process of Tanla
Solutions?
a) Strongly agree b) agree c) neutral d) Disagree e) strongly disagree
7. What motivated you to be a part of Tanla Solutions?
a) Image of the organization b) work condition c) Salary d) job profile e) Career prospects

8. Does the Job Responsibilities and Job Description are clearly defined to the candidates
appearing for selection process is satisfactory?
a) Highly satisfied b) satisfied c) Neutral d) Dissatisfied e) Highly dissatisfied

9. Did the recruitment team clarify all your questions related to your job profile?
a) Yes b) No
10. Was the overall interview schedule process effective and satisfactory?
a) Strongly agree b) agree c) neutral d) Disagree e) strongly disagree

46
11. Time taken for your selection process?
a) Too long b) Just appropriate c) short d) in sufficient
12. is the recruitment process is transparent at all the levels?
a) Highly satisfied b) satisfied c) Neutral d) Dissatisfied e) Highly dissatisfied
13. How do you feel about the technical round interview in Tanla Solutions?

a) Excellent b) Very good c) good d) average e)not satisfactory

14. Rate the time management of the whole hiring process?
a) Excellent b) Very good c) good d) average e) not satisfactory
15. Which is the most important quality the organization looks for in a candidate?
a) Knowledgeb) Past Experiencec) Optimistic Nature d) Discipline e) Other.
16. How do you feel about the Selection Process of Tanla Solutions?
a)Excellent b) Good c) Average d) Poor

17. How do you rate campus recruitment process?

a) Excellent b) Very good c) good d) average e) not satisfactory

18. Is internal hiring helps to motivate employees?

a) Yes b) No

19. What do you suggest or comment on present recruitment process in Tanla Solutions?

47
48