A PROJECT REPORT

ON
“RECRUITMENT AND
SELECTION PROCESS
OF PRATHAM
SOFTWARE JAIPUR”
DECLARATION

I hereby declare that the project entitled

RECRUITMENT AND SELECTION PROCESS OF PRATHAM SOFTWARE JAIPUR
Submitted to the UTTATRAKHAND TECHNICAL University, in partial fulfillment of the
requirements for the Degree of Master of Business Administration in HRM is my original work
and the project has not formed the basis for the award of any degree, diploma, associate ship,
fellowship or similar other titles. It has not been submitted to any other university orinstitution
for the award of any degree or diploma.

DEEKSHA MAHESHWARI
PREFACE

People are a company’s most important assets. They can make or break the fortunes of a
business. In today’s highly competitive business environment placing the right people in the right
position is very critical for the success ofany organization.
The recruitment and selection decision is of prime importance as it is the vehicle for obtaining
the best possible person-to-job fit that will, contribute significantly towards the Company's
effectiveness. It is also becoming increasingly important, as the Company evolves and changes,
that new recruits show a willingness to learn, adaptability and ability to work as part of a team.
The Recruitment & Selection procedure ensures that these criteriaare addressed
In this project I have studied Recruitment and Selection process of My Liberty Homes and
attempted to provide some ways so as to make
recruitment more effective and to reduce the cost of hiring an employee.
I am privileged to be one of the students who got an opportunity to do my
training with My Liberty Homes. My involvement in the project has been very challenging and
has provided me a platform to leverage my potential in
the most constructive way.
This project however is an attempt to share as best as possible my
experience in corporate world with all my colleagues and my faculty.
I would be delighted to receive reader’s comments which maybe valuable
lessons for my future projects.SS
ACKNOWLEDGEMENT

I express my sincere thanks to my project guide, Mr. Deepak Dhariyal, Assistant professor of
management studies for guiding me right form the inception till the successful completion of the
project. I sincerely acknowledge them for extending their valuable guidance, support for
literature, critical review of project and the report and above all the moralsupport they had
provided to me with all stages of this project.
I would like to express big thanks to my industry guide for her all time support and time to time
guidance. Her experience, knowledge and support lead me to complete my project timely
andsuccessfully.
My thanks are due to all those who have directly or indirectly helped me in preparing this project
report. However, I accept the sole responsibility for any possible error of omission and would be
extremely grateful to the readers of this project report if they bring such mistakes to my notice.
EXECUTIVE SUMMARY

In today’s rapidly changing business environment, organizations have to respond quickly

to requirements for people. The market has been witnessing growth which is manifold for
last few years. Many players have entered the economy thereby increasing the level of
competition. In the competitive scenario it has become a challenge for each company to
adopt practices that would help the organization stand out in the market. The
competitiveness of a company of an organization is measured through the quality of
productsand services offered to customers that are unique from others.
Thus the best services offered to the consumers are result of the genius brains working
behind them. Human Resource in this regard has become an important function in any
organization. All practices of marketing and finances can be easily emulated but the
capability, the skills and talent of a person cannot be emulated. Hence, it is important to
have a well-defined recruitment policy in place, which can be executed effectively to get the
best fits for the vacant positions. Selecting the wrong candidate or rejecting the right
candidate could turn out to be costly mistakes for the organization. Therefore a
recruitment practice in an organization must be effective andefficient in attracting the best
manpower.
OBJECTIVES OF THE STUDY
1.The main objectives for undertaking this project are:
2.To understand the internal Recruitment process in organization.
3. To develop practical knowledge with theoretical aspects.
4.To know about the importance of recruitment and selection
5.To know about the role of recruiter.
Introduction
RECRUITMENT
“The art of choosing men is not nearly as difficult as the art of enabling
those one has chosen to attain their full worth”.
Definition:-
Recruitment is the process of recruiting potential personnel to fill up the existing
requirement of the organization. It is the process of discovering potential applicants for
actual or anticipated job vacancies. Recruitment involves encouraging individuals with the
needed skills to make applications
for employment with the firm.
Objective:-
The main objective of recruitment is to increase the number of applications for the job
available in the organization, to select the best applicant who is
the best fitted to the job. Need for recruitment:-
It makes possible to choose the right person in the right time at the right place. It also
makes it possible to acquire the number and type of people
necessary to ensure the continued operation of the organization.
Planned needs: - Such needs arise from changes in the organization
policies.
Anticipated needs: - It refers to those movements in personnel which an organization can
predict by studying trends in internal or external
need.
Unexpected needs: - Such need arises due to illness, death and
resignation.
Recruitment follows HR planning and goes hand in hand with selection process by which
organizations evaluate the suitability of candidates. With successful recruiting to create a
sizeable pool of candidates, even the most
accurate selection system is of little use. Recruiting begins when a vacancy occurs and the
recruiter receives authorization to fill it. The next step is careful examination of the job and
enumeration of skills, abilities and experience needed to perform the job
successfully.
SELECTION - Selection is the process of picking or choosing the right candidate, who is
most suitable for a vacant job position in an organization. In others words, selection can also
be explained as the process of interviewing the candidates and evaluating their qualities,
which are required for a specific job and then choosing the suitable candidate for the position.
The selection of a right applicant for a vacant position will be an asset to the organization,
which will be helping the organization in reaching its objectives.
Different authors define Selection in different ways. Here is a list of some of the definitions −
 Employee selection is a process of putting a right applicant on a right job.
 Selection of an employee is a process of choosing the applicants, who have the
qualifications to fill the vacant job in an organization.
 Selection is a process of identifying and hiring the applicants for filling the vacancies in
an organization.
 Employee selection is a process of matching organization’s requirements with the skills
and the qualifications of individuals.
A good selection process will ensure that the organization gets the right set of employees with
the right attitude.

Difference between Recruitment and Selection

The major differences between Recruitment and Selection are as follows −

Recruitment Selection

Recruitment is defined as the process of Selection is defined as the process of choosing the
identifying and making the potential right candidates for the vacant positions.
candidates to apply for the jobs.

Recruitment is called as a positive process Selection is called as a negative process with its
with its approach of attracting as many elimination or rejection of as many candidates as
candidates as possible for the vacant jobs possible for identifying the right candidate for the
position.

Both recruitment and selection work hand in hand and both play a vital role in the overall growth of an
organization.

Importance of Selection
Selection is an important process because hiring good resources can help increase the overall
performance of the organization. In contrast, if there is bad hire with a bad selection process, then the
work will be affected and the cost incurred for replacing that bad resource will be high.
The purpose of selection is to choose the most suitable candidate, who can meet the requirements of the
jobs in an organization, who will be a successful applicant. For meeting the goals of the organization, it is
important to evaluate various attributes of each candidate such as their qualifications, skills, experiences,
 overall attitude, etc. In this process, the most suitable candidate is picked after the elimination of the
candidates, who are not suitable for the vacant job.
The organization has to follow a proper selection process or procedure, as a huge amount of money is
spent for hiring a right candidate for a position. If a selection is wrong, then the cost incurred in induction
and training the wrong candidate will be a huge loss to the employer in terms of money, effort, and also
time. Hence, selection is very important and the process should be perfect for the betterment of the
organization.

Advantages of Selection
A good selection process offers the following advantages−
 It is cost-effective and reduces a lot of time and effort.
 It helps avoid any biasing while recruiting the right candidate.
 It helps eliminate the candidates who are lacking in knowledge, ability, and proficiency.
 It provides a guideline to evaluate the candidates further through strict verification and reference-
checking.
 It helps in comparing the different candidates in terms of their capabilities, knowledge, skills,
experience, work attitude, etc.
A good selection process helps in selecting the best candidate for the requirement of a vacant position in
an organization.

HIRING PROCESS
IN PRATHAM SOFTWARE JAIPUR
 Apply online
o Apply for a particular job: Apply online for jobs that match your profile using our advanced
job search engine
o Upload your resume: Did not find a relevant opening? Upload your resume and we will inform
you as and when a vacancy arises
 Evaluation
o Assessments: Complete online assessments for selective skills
o Interviews and discussions: Attend technical/functional interviews and discussions with our
Business and Talent Acquisition teams
 Documentation
o Share the initial set of documents to enable us to roll out a competitive offer
o HR team will share the list of documents required for submission
 Offer
o Discuss the offer with our recruiters and receive the final offer
o Acceptance of offer: Confirm the acceptance of the offer and initiate your notice period with
the current employer
 Joining
o Checking the credentials: A background verification will be conducted based on the
documents you have submitted
o Welcome to Pratham Software (PSI) Team: Confirmation on your new job! Start your
professional journey with our induction program

Hiring Process
WORKING AT PRATHAM SOFTWARE
Going beyond recognition
We profoundly value the hard work and dedication of our people and laud our top
performers with timely rewards on our company events held twice in a year. Our core values
strongly encourage inclusiveness, persistence, and joy of being a part of one big family, where
we can celebrate success and also strive to learn from our mistakes, all under one roof.

Opportunity to grow
Work culture at Pratham Software (PSI) has always been duly encouraging and enriching for
every one in our work force. We promote an environment where daily work challenges turn
out to be enjoyable & rewarding, along with high emphasis on work ethics and
professionalism.

We firmly believe our exceptional growth as a brand is by virtue of our employees’ growth,
facilitated by our in-house mentoring, training, mobility and creative freedom that is provided
to all our employees across various domains. We encourage professional development
through our well-defined growth programs. Our mentors persistently work one-on-one with
their mentees over an actionable plan to achieve personal and professional goals.

Work-Life balance
We believe that a happy well-being largely reflects in the work efficiency on an employee,
and maintaining an optimum balance between the two is among our top priorities on a day-
to-day basis. We want our employees to feel worthy and important so that they can put their
best foot forward, at both professional and personal fronts. We ensure all our Prathamites
stay strong on both physical and psychological grounds, over and above work hours.

We nurture Innovation
Energy, passion, integrity, and creative ideas, put together into a master blend that powers
our dynamic work construct and competency in today’s highly competitive world of emerging
technologies. As an employer, we always look for original thinkers, innovators and challengers
to captain the fast-changing status quo.

The ones who willingly seek to achieve long-term objectives rather than regular pay check;
the one who favours skills over degrees and mission-critical assignments more than high-
profile brand names. If you’re ready to re-imagine the world with us and deliver unparalleled
impact for clients, industries, and the communities we operate in – Join us.

Equal opportunity
We take absolute pride in being an ‘equal opportunity’ employer that denies work place
discrimination on the basis of race, caste, religion, colour, ancestry, gender, marital status,
sexual orientation, age, nationality, ethnicity or disability.

Our employee policies and practices are well-administered in a way that ensures all work-
related decisions like promotion, compensation or any other form of reward and recognition
are fair, transparent and entirely merit based.

PSI, as an employer, is committed to provide an environment that is conducive in efficiently

carrying out the organisation’s mission. For our highly valued employees, we strive to
administer our policies as well as our benefit and compensation programs, in a manner that is
competitive, fair, and understandable.

We whole heatedly welcome you to our compassionate learning culture, we welcome you to
the world of Pratham Software (PSI).
Significance of the Study:

The study will broaden our understanding the affect of independent variables which are
Recruitment sources, Interview and Recruiters on the dependent variable which is
Recruitment and Selection Process. Current study will addto existing body of knowledge by
signifying.

COMPANY PROFILE
Founded in 2000, Pratham Software (PSI) operates
today as a global provider of software solutions for
various segments including OPD, BPM, ADM, ISV,
Web & Multimedia, Testing, and Consulting
Services. From our offices in the US Canada and
Germany, and a development center in India, we
serve an extremely diverse base of industry and
technology clients, from startups to Fortune 500
corporations.

SERVICES
It aimed to help enterprises leverage Business
Process Management (BPM) and succeed in their
digital transformation journey. The focus is to assist
global and multinational enterprises by creating
workflows that enhance quality, reduce costs, and
improve time-to-market. The BPM services are
aimed to help enterprises create powerful business
processes, while allowing provisions for extensive
customization. Our services emphasis on:

Product Engineering
Enterprise grade commercial solutions Development,
Migration, and Maintenance Read more

Mobile Application Development

Pocket powered powerful solutions catering to your
growing enterprise business needs Read more

BPM
Consult-Implement-Manage your business and
technology challenges efficiently, effectively and
effortlesslyRead more

Enterprise ADM
Mission-critical applications, customized solutions to
maximize agility, probability & readiness Read more
 Digital Transformation
Impacting Customer Experience, Business Efficiency &
Innovation using Disruptive Technologies, Solutions,
Platforms & ProcessesRead more

Data Analytics And BI

Unleash the power of data with custom analytics and
business intelligence at your disposal Read more

Salesforce
With Salesforce.com applications, we take your CRM
functionality to a different level and redefine the
platform’s application Read more

Pratham Software (PSI) has always been a brand synonymous with unparalleled field
competence and efficient product deliveries. As a reputed IT organization, we aim at investing
our resources and skillset into a “co-partnering development” environment to derive better
technological outcomes. Our workforce comprises of highly passionate, skillful developers
with an unending appetite for self-betterment and work proficiency. An elaborate field
knowledge and experience of nearly two decades helps us in conducting scaled up IT projects
within desired time and financial constraints. Pratham Software™’s implementation processes
are driven by ISO (ISO 9001-2015, ISO/IEC 27001:2013) (QMS & ISMS), which reflect in our
global deliveries for client base ranging from Fortune 1000 to Micro ISV’s around the globe.
 Our average client retention ratio mounts up to 4.5 years of strong partnership, which is a
result of rich flexibility & agility at major operational levels.

Our emphasis on building corporate relationships based on mutual trust

and respect helps us achieve organizational goals and desired outcomes. PSIs highly
competent teams engross themselves in client’s project to deliver well-
timed outcomes without exceeding financial resources.

PSI 10 GOLDEN RULES

 We can grow, if our client grows. We act as one team and aim to help our clients grow
#SucceedTogether

 2
Get into client shoes. Know your client’s industry, business, goals, culture & competitors
#KnowYourClient

 3
Act as SME, not just a code developer. Understand client’s needs and bring new ideas and
solutions #ExpandThinking

 4
Every person thinks differently. Understand & Set expectation to Meet & Exceed
Expectation #ExceedExpectation

 5
Over-communicate in case of doubt. Communication is critical across all roles & it
eliminates ambiguity #ConstantlyCommunicate

 6
Always be honest with client. Transparency in sharing of facts helps in building trust in
your work & process behind it #TrustedPartner
 Have no fear in asking questions. If you don’t ask, client presume you know it all
#AskQuestion

 8
Don’t say “Yes”, when answer is “No”. Say “No” if it can’t be achieved, and provide
rationale & next best solution #DeliverRight

 9
 Always validate your assumptions. Reaffirm the communication in your own words to
ensure you understood #AlignAssumptions

 10
In absence of substantial work, or aren’t busy, be open to convey this to your manager as
well as to client #ConstantlyLearn
 Testing As A Service
Create strong quality practices which follow Agile and
traditional testing models

RESEARCH METHODOLOGY
PRIMARY SOURCES-
The data required for the study has been collected from- A QUESTIONNAIRE survey among
the official’s employees.
PERSONAL INTERVIEWS with the company representatives
Interviewsregarding Recruitment and Selection.

» SECONDARY SOURCES- The secondary data has been collected from:

Internet, websites
Organizational Reports AND Case Studies
Business magazines Books
Journals on e-learning Industry.
CONCLUSION
This study suggest that when Recruitment and Selection Process is properly established
and implemented then organization will must grow because all the employees will be
according to the requirements Recruitment and Selection Process affects a lot on the
organizational activities regarding its growth because if the people will be according t the
requirements andskillful then cost will reduce and organization must grow.
All the study has prove the fact there is directly and indirectly relationship is present
between these variables and these variables affect on the Recruitment and Selection
Process. All the independent variables are Recruitment sources, Interviews and Recruiters
are all very important in the Recruitment and Selection Process because by the missing of
any one factor there is chance the whole Recruitment and Selection Process will be affected
by these factors. There are no doubt others factors also affect on the Recruitment and
Selection Process but these are main and require more attention. That is why I choose
these variables.
BIBLIOGRAPHY
WEBSITE
www.scribd.com
MAGAZINES Business India Business World
India Today Newspaper Course Books of MBA
Human Resource Management by L M Prasad
SEARCH ENGINES
www.google.co.in