INTRODUCTION

TO THE TOPIC

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Human resources

Human resources is a time period with which many businesses describe the combo

of often administrative personnel functions with efficiency, worker members

of the family and resource planning. The field attracts upon principles

developed in Industrial/Organizational Psychology. Human assets have as a

minimum two associated interpretations depending on context. The

fashioned usage derives from political economic climate and economics, the

place it used to be more often than not referred to as labour, one among 4

reasons of production. The more normal usage within companies and

corporations refers to the individuals within the corporation, and to the part

of the corporation's institution that deals with hiring, firing, coaching, and

other personnel problems. This article addresses both definitions.

The objective of Human resources is to maximize the return on finding from the

group's human capital and scale down financial risk. It is the responsibility of

human resource managers to conduct these activities in an robust,

authorized, reasonable, and regular method.

Human useful resource management serves these key services:

1. Recruitment & determination.

2. Training and progress

3. Efficiency analysis and management

4. Promotions

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5. Redundancy

6. Industrial and worker members of the family

7. Document retaining of all individual data.

8. Compensation, pensions, bonuses etc in liaison with Payroll

9. Private advice to internal 'consumers' in terms of issues at work.

10. Profession progress Human assets

latest analysis emphasizes that human beings are not "commodities" or "assets",

but are inventive and social beings that make type contributions beyond

'labour' to a society and to civilization. The wide term human capital has

evolved to include a few of this complexity, and in micro-economics the term

"organization-specified human capital" has come to represent a that means

of the time period "human assets."

Advocating the primary position of "human resources" or human capital in

organizations and societies has been a average position of Human resource

socialist events, who claim that worth is chiefly created with the aid of their

exercise, and for that reason justify a larger declare of earnings or

alleviation from these companies or societies. Critics say that is just a

bargaining tactic which grew out of more than a few practices of medieval

European guilds into the trendy alternate union and collective bargaining

unit.

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A contrary view, usual to capitalist parties, is that it is the infrastructural capital

and (what they name) intellectual capital owned and fused by way of

"management" that presents most value in monetary capital terms. This

likewise justifies a bargaining role and a normal view that "human assets"

are interchangeable.

A sign of consensus on this latter factor used to be the ISO 9000 series of

specifications which in its 1994 revision could be understood to require

tactics or a "job description" of each participant in a productive organization.

The 2000 revision of ISO 9001 in distinction requires choosing the tactics,

their sequence and interplay, and to define and be in contact duties and

authorities. Frequently, heavily unionized international locations equivalent

to France and Germany have adopted and influenced such job descriptions

exceptionally within trade unions. One view of this development is that a

robust social consensus on political financial system and a good social

welfare procedure facilitates labour mobility and tends to make the entire

economic climate extra productive, as labour can move from one enterprise

to an extra with little controversy or difficulty in adapting.

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An most important controversy related to labour mobility illustrates the broader

philosophical challenge with usage of the phrase "human assets":

governments of developing international locations usually regard developed

countries that motivate immigration or "visitor staff" as appropriating

human capital that's rightfully a part of the constructing nation and required

to further its growth as a civilization. They argue that this appropriation is

just like colonial commodity fite where a colonizing European energy would

define an arbitrary fee for usual assets, extracting which diminished country

wide traditional capital.

The talk regarding "human assets" versus human capital consequently in many

approaches echoes the controversy related to normal assets versus normal

capital. Over time the United international locations have come to extra

typically aid the developing nations' point of view, and have requested big off

setting "international support" contributions so that a constructing nation

shedding human capital does now not lose the capability to continue to coach

new folks in trades, professions, and the arts.

An extreme variant of this view is that historical inequities reminiscent of African

slavery have got to be compensated by using present developed international

locations, which benefited from stolen "human assets" as they had been

developing. That is an enormously controversial view, but it surely echoes the

final theme of converting human capital to "human resources" and as a result

largely diminishing its value to the host society, i.e "Africa", as it's put to slim

imitative use as "labour" within the using society.

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In a sequence of experiences of the UN Secretary-basic to the general assembly over

the last decade [e.g. A/56/162 (2001)], a large inter sectoral process to

establishing human resourcefulness has been outlined as a priority for socio-

economic progress and specifically anti-poverty strategies. This calls for

strategic and built-in public policies, for illustration in schooling, wellbeing,

and employment sectors that promote occupational talents, advantage and

performance enhancement.

In the very slender context of corporate "human resources", there's a contrasting

pull to reflect and require workplace range that echoes the variety of a world

client base. Foreign language and culture advantage, ingenuity, humor, and

cautious listening, are examples of features that such programs most often

require. It might show up that these evidence a normal shift to the human

capital point of view, and an acknowledgment that human beings do make a

contribution much more to a productive organization than "work": they

deliver their persona, their ethics, their creativity, their social connections,

and in some cases even their pets and kids, and alter the personality of a

workplace. The time period corporate tradition is used to represent such

methods.

The traditional however extremely slim context of hiring, firing, and job

description is considered a 20th century anachronism. Most company

businesses that compete within the ultra-modern world financial system have

adopted a view of human capital that mirrors the modern-day consensus as

above. A few of these, in flip, depreciate the term "human resources" as vain.

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Mostly the abstractions of macro-economic deal with it this manner - as it

characterizes no mechanisms to symbolize choice or ingenuity. So one

interpretation is that "firm-specific human capital" as outlined in macro-

economics is the state-of-the-art and proper definition of "human assets" -

and that this is insufficient to symbolize the contributions of "human

resources" in any present day conception of political economic system

.Human useful resource development

In phrases of recruitment and resolution it is important to consider engaging in an

intensive job evaluation to check the extent of abilities/technical

competencies, knowledge, flexibility of the worker required and many others.

At this factor it's main to keep in mind both the internal and external reasons

that may have an effect on the recruitment of workers. The outside factors

are these out-with the powers of the institution and incorporate issues such

as current and future trends of the labour market e.g. Abilities, schooling

level, govt investment into industries and many others. Alternatively interior

influences are simpler to manipulate, predict and monitor, for example

administration patterns or even the organizational tradition.

With the intention to comprehend the business atmosphere wherein any institution

operates, three most important developments will have to be considered:

• Demographics – the characteristics of a population/team of workers, for

instance, age, gender or social class. This variety of development can have an

result with regards to pension choices, insurance programs and many others.

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• Diversity – the variant inside the populace/office. Changes in society now

mean that a larger proportion of corporations are made from "youngster-

boomers" or older staff in evaluation to thirty years ago. Also, over latest

years organizations have needed to grow to be more numerous of their

employment practices to manage with the minimize work ethic of the more

recent generations. The carrier industry for instance, has embraced those

"little one-boomers" wanting to reenter the staff. Traditional advocates of

"workplace range" with no trouble advocate an employee base that may be a

mirror reflection of the make-up of society insofar as race, gender, sexual

orientation, and so forth. These advocates center of attention on the social

engineering conception without understanding the more major elements:

diversity of recommendations to restrict stagnation of merchandise and

business development; expanding the patron base via "outreach"; and profit.

Alarmists and advocates of social engineering theory cite a "upward thrust in

discrimination, unfair dismissal and sexual/racial harassment

circumstances" as a hallmark of the need for extra variety legislation. Even as

such measures have a gigantic influence on the institution, they result little or

no real change in advancing range of recommendations in the workplace.

Anti-discrimination laws and laws do require companies to undertake a fee-

advantage evaluation. The effect of this analysis is more commonly to adopt

an procedure that most commonly acknowledges gender, racial, and sexual

orientation range as a more cost effective substitute to combating endless

litigation. In summary, diversity, centered on social engineering “is set

making a working tradition that seeks, respects and values difference”

without regard to how variety increases productive and unity of effort.

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• capabilities and skills – as industries transfer from guide to extra managerial

professions so does the need for extra highly skilled graduates. If the market

is "tight" (i.e Now not sufficient staff for the jobs), employers will must

compete for employees by using supplying fiscal rewards, neighborhood

investment, and many others.

In regard to how contributors reply to the changes in a labour market the following

must be understood:

• Geographical unfold – how a long way is the job from the man or woman?

The distance to journey to work should be in line with the pay supplied by

using the organization and the transportation and infrastructure of the

subject may even be an influencing component in determining who will

follow for a put up.

• Occupational constitution – the norms and values of the specific careers

inside an institution. Mahoney 1989 developed three specific types of

occupational structure namely craft (loyalty to the career), organization

career (advertising by way of the company) and unstructured

(reduce/unskilled workers who work when wanted).

• Generational difference –one-of-a-kind age categories of workers have

unique characteristics, for example their behavior and their expectations of

the institution.

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Even as recruitment ways are wide and assorted, it's essential that the job is

described accurately and that any individual specifications are stated. Job

recruitment approaches can be via job centers, employment

corporations/consultants, headhunting, and neighborhood/countrywide

newspapers. It's essential that the proper media is chosen to make certain an

suitable response to the marketed publish.

Brand new suggestion of human assets

although human assets have been a part of business and organizations due to the fact that the

first days of agriculture, the brand new suggestion of human assets started in response to the

effectivily focus of Taylorism in the early 1900s. By way of 1920, psychologists and

employment gurus in the united states started the human family members action, which

viewed workers in terms of their psychology and match with companies, as an alternative

than as interchangeable elements. This action grew throughout the center of the twentieth

century, inserting emphasis on how leadership, concord, and loyalty played foremost roles in

organizational success. Despite the fact that this view was increasingly challenged by means

of more quantitatively rigorous and not more "soft" administration strategies in the Sixties

and past, human resources had received a everlasting function inside an organization.

Recruitment and choice

The success or failure of any group is doubtless correlated to the caliber of its key personnel.

The recruitment of suitably certified and skilled candidates is a tricky and sensitive challenge,

customarily complex by means of the need for confidentiality.

Administration time - the hidden cost - is a gigantic brought burden to recruitment work and

lots of corporations now turn to external consultancies for help in this area. Various forms of

consultancy offerings are supplied, starting from government search at a senior degree by way

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of to the extra conventional (but no much less effective) techniques of recruitment promoting

in newspapers and different media.

The determination to make use of headhunting or advertising determination tactics should be

determined with the aid of the character if the appointment. Govt search, most commonly

shrouded in mystique, is the appliance of scientific and managed ways of choosing candidates

whose track files make them totally fascinating. Nonetheless, this method is as a rule handiest

suitable for very senior appointments.

Determination advertising is an mighty supply of recruiting junior and center administration

and is mainly valuable in opening contact with technical and expert personnel.

Professional selection consultants will have to work in accordance with a rigid code of ethical

apply, delivering consumers with a full service, together with:

• Drafting of job description and individual specification

• Design and guidance of promoting copy

• Recommendation on media

• ensuring that the consumer and the candidate are treated in a personal

manner

• Analysis of replies

• Education of shortlist

• Reference checking

• Verifying academic, professional and technical qualifications

• Arranging pre-employment scientific examinations

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 • Drafting contracts of employment, embracing all legal features (this is applicable

during the recruitment procedure)

• maintaining contact with “supplied” candidates until they honestly join the patron

and thereafter continuing a accountable speak with both the consumer and candidates

throughout the settling-in interval.

• Standing down unsuccessful applicants

The recruiting application must with a particular working out of the appointment to be filled.

Indeed, it is regularly imperative for consultants to be convinced that the need for an

appointment particularly does exist. The consultant will then discuss with the patron to study

the business and its management form. He/she will examine lengthy-term process and

forward plans and certainly fully grasp why the role is open - be it retirement, promoting, a

restructuring method in the organization or different causes.

The whole group ought to be studied, with lateral and vertical relationships recognized and

defined. It is foremost that the guide must meet senior executives within the group and in

addition staff with whom the victorious candidate will work, enabling him/her to fully grasp

the administration variety of the company – a valuable and, unluckily, most often overpassed

addition to the more apparent factors of the job description and the person specification

(indeed, these two critical documents are most likely both nonexistent or up to now obsolete

as to be utterly in need of a whole rewrite and the consultant will have to be competent to

undertake this relevant a part of the recruitment pastime).

Major parameters of the job have got to be agreed in order that key outcomes areas can be

centered earlier than the commencement of the recruitment software. Viable career

development patterns will have to be noted and this ought to be mirrored in the job

description, despite the fact that this is most commonly subordinate to the necessity for

abilities in a detailed field.

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Once the job description and character specification were agreed, the guide will give the

customer his written working out of the recruiting necessities. At this stage the question of

charges should be tabled – resolution recruitment may also be fee powerful if dealt with by

way of the right consultant.

Now that employment market positioned has converted so dramatically, the volume of replies

to an advertisement may also be large, notably if the advertisement is vast-ranging in its

content material. A qualitative reply is more important than a quantitative one.

A excellent resolution consultant might be experienced in drafting advertising copy.

Ordinarily talking, the less phrases used in the reproduction the better, and with professionally

produced artwork the structure of the commercial should be appealing and catch the attention

of the preferred candidates.

Relocation is a fundamental consideration when inviting people to apply for a new

appointment. Working spouses mostly have their own career aspirations and may just good be

making an predominant contribution to the family budget. Relocation is both high priced and

emotionally demanding and really by and large the ‘superb’ candidate withdraws at the final

second due to home considerations.

As a result a neighborhood commercial must be considered in the first example and this can

be cost strong, although such promoting has obvious barriers.

Sifting the replies to an commercial is usually a tedious and time-drinking project but it is one

that need to be accomplished meticulously to make sure that correct candidates are usually

not over passed.

A well designed application kind eradicates useless verbiage more often than not observed in

letters of application. Expressions such as ‘i'm looking for a change in the direction of my

career’ are continually euphemisms for being sacked or made redundant. Specified and

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valuable know-how, such as a candidate’s skills, total expertise and emoluments may also be

bought which are not perpetually supplied in an applicant’s initial letter.

Careful recruitment techniques make sure that the correct candidate is selected, but effective

appraisal is a tremendously expert pastime requiring enormous experience. The comparison

of character character and behavior does no longer belong to the realm of rational science and

a recruitment interview is a notoriously unsatisfactory manner to assess persons. Some

candidates have developed the art of being interviewed to a reliable degree and are most

likely good practiced on this discipline (certainly, frequently with more advantage and

expertise than the interviewer!). These candidates interview well, however give a false

impression of their potential. Oscar Wilde as soon as wrote, “Experience is the title every

person offers to their errors”. However, candidates may interview poorly, however should not

necessarily be discounted at this stage if their track file seems excellent.

A massive percent of communication is non-verbal and a knowledgeable observer can read

the alerts without the candidate being conscious that he/she has printed them. Undertaken by a

expert interviewer, it's feasible to indicate the adequacy of professional education for the

function and to affirm the relevance of earlier experience, but this perpetually desires to be

substantiated formally.

There are a lot of reservations as to the prudence of inviting an skilled manager with an

exemplary track file to submit to psychological checking out - whether or not random dots

can fairly point out intelligence or it sounds as if weird questions divulge persona profiles are

elements for considerable debate and have brought about many a heated arguments amongst

knowledgeable psychologists.

Such checks can't prove, with absolute simple task, any leadership knowledge, nor can they

(once more with absolute certainty) point out a candidate’s potential to beat stress and

different factors. The outcomes of these assessments do, though, offer an additional weapon

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in the armory of the recruiter who is searching for to establish the excellent possible

candidates for the function in query.

The candidate’s headquartered pattern of conduct is without doubt essentially the most

nontoxic process of settling on feasible future efficiency. Meticulous and painstaking

reference checking is as a result a very robust procedure of assessing how an man or woman

could participate in given his or her earlier history.

The value of victorious and good developed and validated recruitment procedures cannot be

underestimate

DESIGN SELECTION PROCESS

1 Managers have to design the selection process they are going to use, giving

consideration to the following elements:

3 Panel Composition

4 All interviews for everlasting posts need to be performed with the aid of a

panel. The supervisor is liable for deciding upon interview panel members –

being conscious of:

5 • The requirement that the panel include at the least two humans, and if

feasible, be jumbled together terms of race and gender

6 •The requirement that at least one panel member has received training

on recruitment and equal possibilities, commonly restricted to that supplied

through the IPCC. If no longer IPCC knowledgeable, the matter should be

pointed out Human assets.

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7 • The requirement that each panel member be accustomed to anti-

discrimination legislation

8 • The willingness and capacity of potential panel participants to attend

all interviews for the duration of the recruitment procedure, to hold

consistency and to make sure fair treatment of all candidates.

9 Panel participants must be satisfied that their relationship with any candidate:

10 • will not improperly impact their determination

11 • won't give upward push to suspicion about their factors

Determination exams

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13 The place selection assessments are a valid approach of assessing a candidate

(i.e effortlessly measures the job criteria, is significant, trustworthy, fair and

unbiased – also on the grounds that the predictive capacities of tests), they are

an totally useful software and are recommended to be used. Managers should

seek recommendation from HR on the usage of such tests.

14 All psychometric checks used in choice ought to be developed, administered

and interpreted through authorized people.

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16 Interview Questions

17 Human resources preserve the IPCC Interview guides that contain competency

headquartered interview questions. Managers have to make certain they

contact Human assets previous to interview to receive copies of those courses.

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19 Advertising

20 advertising of vacancies

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21 The HR team supplies a centralized promoting carrier for the advertisement of

vacancies and can aid the manager put together an suitable advertisement.

22 All everlasting vacancies are marketed at the same time internally (on the

intranet) and externally. Outside commercial is on the IPCC internet site, more

often than not together with proper newspaper publications and might

comprise using groups where correct.

23 Purposes are to be forwarded to the HR crew in the first illustration and not

instantly to the manage

24 brief-record

25 brief-list

26 Short-record have to be accomplished based on the man or woman

specification. New criteria are not able to be introduced to examine the

candidates at this stage as it will be unfair. It's the supervisor’s accountability

to whole the short-listing and to make sure the process stays freed from

unlawful discrimination. It is fascinating that a 2nd man or woman from the

panel also participates in the brief-record procedure.

27 Former employees who have been dismissed for misconduct cannot be

considered for appointment. Staff who have taken early retirement or

redundancy could also be regarded on their deserves.

28 Brief-record notes have to be again to HR for filing and are retained for a

interval of 6 months.

29 INTERVIEWING

30 preparations for interviews

31 The supervisor is responsible for scheduling dates and times for interviews

instantly with the brief listed candidates and notifying the candidates of any

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 selection tests to be able to be used. The manager ought to then notify HR of

these preparations and HR will confirm via letter or email to the short-listed

candidates the next important points:

32 • Date, time and place of the interview

33 • instructional materials on find out how to to find their strategy to the

interview venue

34 • A request that they contact the author of the letter/message if they

have got any certain necessities relating to the interview (related to entry to the

venue or any other certain want regarding a incapacity)

35 • If proper, small print of any scan or presentation they are going to be

required to take or anything they will have to convey with them (e.G.

Examples of labor or proof of qualifications which might be important to the

publish).

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37 At the interview

38 The reason of interviewing is to appoint the first-rate man or woman for the

job based completely on advantage and suitability. The IPCC recruitment and

selection framework achieves this via making use of approaches which might

be systematic, thorough, fair, independent and headquartered on rational,

function, job associated standards.

39 On the interview, each candidate should be dealt with continually. To reap this

the panel will have to:

40 • Ask the identical initial questions of every candidate

41 • supplement their figuring out of the candidate’s responses via

following up questions as correct

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42 • Be constant in permitting entry to presentation material, notes and so

on

43 • no longer permit any discriminatory questions, harassment, or some

other conduct which breaches the IPCC equal possibilities policy or code of

conduct

44 • be certain that in the case of disabled candidates, the necessity for

any ‘affordable changes’ that would be required on the job are explored in a

positive manner. Comparison of disabled candidates must be established on

their expected performance in the job, due to the fact any affordable

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46 adjustment required was supplied. • Keep in mind that information obtained

throughout the selection process is treated as confidential and is known only to

parties involved in the selection process

47 • Keep records of interviews and the reasons for decisions - returning this

information to HR for filing (and disposal six months later).

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Panel individuals ought to be conscious that it is their responsibility to ensure

recruitment/interview documentation is saved securely and confidentially even as

of their possession.

Choice

Resolution to appoint

In picking out the victorious candidate, the panel have to make a selection based on

the merit and eligibility of the candidates as judged with the aid of:

• Content of utility

• Skills (if required for the publish)

• Performance at Interview

• Outcome of any determination assessments

• Correct to work in the UK.

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Checks

As a part of assessing the advantage of every candidate, Managers ought to satisfy

themselves that the knowledge the candidate gives is reputable, consistent and

honest. This involves being convinced about knowledge related to the

candidate’s:

• Application

• Work historical past

• Qualifications (where a qualification is a requirement for the publish, aiding

proof or certification have to be obtained from the candidate and recorded)

• Evidence presented at interview

An Asset are responsible for processing:

• Reference exams

• Security Clearances

• And ensuring the candidate has the right to work in the UK.

Will have to any of those no longer meet the required requisites, HR must

immediately talk about the difficulty with the manager.

Present

Offer of employment

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A conditional verbal present of employment is to be made through the supervisor

inside every week of interview. The present must be made within the income

range acknowledged on the Authority to Recruit kind. If for any cause the

supervisor needs to make an present above that range, the prior approval of the

Director and Head of Human assets is required. Failure to take action may just

result within the present being retracted.

The offer have got to be on a conditional groundwork even as the specified tests take

place with regards to safety clearance, wellbeing declaration, references,

qualifications (if now not already provided) and the proper to work within the UK

etc.

It is the manager’s responsibility to inform HR of the present. HR will then ship the

candidate a safety clearance questionnaire, wellbeing statement form, offer letter

and declaration of particulars detailing put up, cash, benefits, excursion

entitlement, become aware of period, working hours and place.

Upon receipt of the positive applicant’s acceptance letter and completed health

statement and protection clearance questionnaire. HR will ship a confirmation of

receipt letter confirming the start date (deliberating timeframes for protection

clearance), together with becoming a member of instructions.

If a supervisor desires to withdraw a organization present of employment, they should

search recommendation from the HR staff earlier than doing so.

Different necessities

Publish interview suggestions & notification to applicants

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HR is accountable for offering all candidates with written notification of the outcome

of their application. If feedback is requested from an unsuccessful brief-listed

candidate, the manager should provide a valid purpose to the candidate for

rejection along side optimistic feedback. Written suggestions won't in general be

offered.

ABOUT THE

COMPANY

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Company Profile

Axis TechnologyLtd. provides a range of IT solutions for achieving superior business results in
areas of Enterprise Application Solutions and Integrated IT Solutions since 2001 Our team is
guided by Dr. B.K. Mishra (Ph.D. from IIT Kanpur) having 30 years experience in this field.

Axis TechnologyLtd. has delivered successful Enterprises Application Solutions to high profile
organizations in India and overseas. It even includes CRM solutions and e-Commerce portals.

In Axis TechnologyLtd. we have in-house organizational consultants who specialize in aligning

organizational strategy, systems, and processes to deliver superior results.

Quality at Axis TechnologyLtd.:

Axis TechnologyLtd. is committed to convert virtual into real solutions for the
satisfaction of the customer by continually improving the skills, system and technology.

Some Quick Facts About Us:

An ISO 9001:2008 certified company.

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 Tie-up with U.P.L.C. (U.P. Electronic Corporation Limited: A nodal agency of
U.P. Government to provide computer related services and software solutions for
Government departments).

Over Ten years experience of IT consultancy, System Integration.

Product Development Experience.

Dealer / Distributor Network. (We are having dealers in India & overseas.)

Vertical Expertise

Enterprises require software to speak the language of the business, with functionality that is
tailored to the specific requirements of that industry vertical.

Axis TechnologyLtd. has the capabilities to excel in the following verticals:

Government

Manufacturing

Publication

Automotive

Banking and Finance

Healthcare

Insurance

Retail and Distribution

Telecom

Transportation and Logistics

Services and Solutions

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Axis TechnologyLtd. has been working on leading Education Solutions Ltd.s and innovative IT
products that fit the market needs of a business to the finest detail. Axis TechnologyLtd.’s
products as GuruSeva in education, Restro in restaurant and Prosav in investment field
address critical areas that businesses face today across their value chain and are also
designed keeping the dynamic nature of the global market place in view.

A comprehensive set of ERP Solutions in the field of publications, manufacturing and school
management is the flagship product of the company to cater enterprises with large and
medium business volumes. Axis TechnologyLtd. seamlessly integrates all functions and
processes of an enterprise to provide end-to-end integration and operate effectively.

Its modern, flexible architecture and Web-based user interfaces deliver competitive
advantage, while its superior functionality enables to automate key business processes, meet
changing demands, and collaborate internally between departments

Product - Guru Seva 5.2

Guru Seva is an integrated application that spans across all functional requirements and
departments of educational institutions and societies.

A School Management System with very user friendly interface is designed and developed in
a modular approach that enable us to manage the complex activities of the educational
institutions.

Guru Seva has evolved and matured over a period of twelve years through feedback from the
customers and experts from its advisory board. Guru Seva is being used by schools, large and
small alike across the country and outside and has bagged repeat orders from customers.

Guru Seva is being supported by a customer focused support centers. There is also a
dedicated help desk, which is just a phone call, or email away.

Benefits fo Using Guruseva 5.2

General Benefits

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 Reduction of Administrative Costs.

Provide a more Flexible working Framework.

Decentralize customer Service.

Reduce Administrative workload.

Centralize Corporate Activities.

Improve Business Processes.

Increase Security and Minimize Fraud.

Reduces Total Cost of Ownership.

More Time to focus on Strategic Tasks.

Better informed decision making for management.

Parents have access to all academic information about their wards through the internet.

Benefits to Management

Cost-effective one point solution for total school management.

No redundancy in managing the institutions records.

Increasing and Effective communication between teachers, parents and students.

Creation of school's tech savvy image.

Best possible resource optimization.

Generation of timetables with dynamic substitute management.

Availability of microscopic as well as macroscopic views.

Benefits to Administration

Easy performance monitoring of individual modules leading to uncomplicated error

detection.

Centralized data repository for trouble-free data access.

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Authenticated profile dependent access to data.

User friendly interface requiring minimal learning and IT skills.

High level data security.

Design for unproblematic scalability.

Elimination of people-dependent processes.

Benefits to Teachers

Automated student attendance.

Computerized management of marks and grades.

Timetable creation in advance.

Availability of more time for students.

Efficient and effective interaction with parents.

Access to a forum common to students and parents.

Better organization of school Activities.

Manage class information and analytical reports.

E-mail & Internal messaging system.

Benefits to Students

Enhanced interaction with teachers, parents and peers.

Access to attendance, timetable, marks, grades and examination schedule.

Liberty to publish articles and views, and participate in discussion forums.

Freedom to browse through library books catalogue and identify the book(s) to be issued.

Prior information about school events and holidays.

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Students get online home work assistance and online coaching through our B2B Educational
Portal.

Students get 24x7x365 assistance on different subjects through our panel of highly skilled
teachers and professors.

Benefits to Parents

Get connected to the school any time easily.

Frequent interaction with teachers.

Active participation in school Activities.

Reliable update on child's attendance, progress report and fee payment.

Prior information about school events and holidays.

Regular and prompt availability of school updates through articles, discussion forums, image
gallery and messaging system.

Product - Prosav

Solution For Post Offices & Insurance Agents

Prosav is an automation tool for Insurance and Saving scheme agents, which uses the Visual
Basic graphical interface. This product is specially for the Agents.

It is easy to use and navigate. It enables you to do processing and activities about 4 times
faster than manual work. It generates Internal (for the use of Agent) and External (for the
outgoing purpose) reports. It consists of more than 100 reports.

It covers all the schemes of POST OFFICE like RD, MIS, SAS, PPF etc. and Insurance related
activities like registration in different schemes, Lot preparation in RD, commission detail etc.

Through Prosav you can register the clients for different schemes of POST OFFICE, deposit
amount and prepare lot for a group of accounts of RD. You can also given loans to your
clients on the basis of their account of RD. You can also deposit amount of a single account

30
or a group of accounts. By the help of Prosav you can also maintain the accounts of sub
agents and the groups.

It has a number of features and provides a number of facilities :

Registration to the different schemes of Post Office and policies of Insurance. And reports
related to Registration.

Lot Creation

Money deposition (of single account, group wise)

Prosav Reminder

Money distribution to agents and groups

Maintains Commission details for Post Office and Insurance agents separately

Provides list of clients whose premium is due

Prosav can also be used by the Insurance agents. Through this you can create different type
of policies even Money back policies and register clients for them. You can maintain the
nominee and appointee detail also.

By the help of Prosav you can maintain the commission detail received from the company.
You can also generate the list of all the clients whose Premium is due on the selected month.

31
Product - AutoCare

Solution For Automobile Showrooms

AutoCare is a software tools, designed for the Service Station of the L.M.V. (Light Motor
Vehicle) and H.M.V. (Heavy Motor Vehicle), Which uses the Visual Basic graphical interface.

AutoCare is a service station automation tool, which uses the Visual Basic graphical interface.
It is easy to use and navigate. It enables you to do processing and activities about 4 times
faster than manual work. It generates Internal (for the use of Service Station) and External
(for the outgoing purpose) reports. It covers all jobs in any service stations like job card
creation, part issue, lube details, labour charge details, vehicles complains, vehicle history,
(vehicle service details), pending job card, etc. It consist of more than 100 reports.

Important Features of AutoCare are:

Import Rate List :User can import the rate list of parts (from company) into
AutoCare database.

Import Rate List :

Estimate (Estimation of Accidental or non accidental vehicles)

Invoice (Invoicing of Job card, Invoicing of cash sale).

Stock Management .(Purchase order, Material receiving, Stock valuation)

Vehicle History

32
Product – mSIS

Product for Medical Stores

mSIS is an automation tool for Medical Stores, which uses the Visual Basic graphical
interface. This is designed for the Individual medical stores and the independent one. It is
easy to use and navigate. It enables you to do processing and activities about 4 times faster
than manual work. It generates Internal (for the use of Owner) and External (for the outgoing
purpose) reports. It consists of more than 60 reports. It covers all the activities related any
medical store like quotation receiving, Purhcase order preparation, comparison of quotations
for the Purhcase order, sale of medicine, Medicine receiving etc.

mSIS provides facility for Indoor, Ourdoor sale separately. More than a Purhcase Order can
be created at a time. A complete wizard is available for preparing a Purchase order (by the
comparision of quotation and Directly).

User can receive more or less than the quantity in the Purchase Order. User can also receive
any item other than the item on the Purchase order by the same supplier.

mSIS also provides a Reminder for the medicines. User can also export data from the
Reminder at the time of Purhcase Order preparation. User can directly issue medicines to a
customer, bill is not necessary for it. User can make the bill later according to the items
which he issued to the customer.

Credit facility is also provided for the Indoor patients. When they get discharged from the
Hospital then user can make their bill. Items are maintained according to the batches.

Industrial Solution

33
 ERP & Leather Industries

We are also providing customized solution to the manufacturing and export oriented
enterprises by understanding their business requirements and business objective. We follow
a Low Risk Delivery Model and take time to identify the usera and their roles and gather
inputs from them. We consider the users and encapsulation of business policies to achieve
an effective business model. Our technical expertise enables us to define effective
application logic and to identify, acquire the necessary technical resources that supports the
application requirement.

It includes 300-350 relavant reports.

Package Covers Following Areas:

Configuration of Master Entries.

Production Planning and Scheduling

HR Management

Stock and Inventory Management

Financial Activities Management

Sampling Control

Export Documentation

Customer Relationship Management

Group Level Security with User Rights Assignment

34
Industrial Solution

Publication House Management

PUBLISHER-J designed and developed to simplify the complex working of educational book
publishing enterprises. In this application the requirements are grouped in more orderly way
for effective management of overall enterprise tasks. We are addressing following areas in
this application.

It includes 250-300 relavant reports.

Package Covers Following Areas:

Production Management

Payroll Attached to Punched Card Machine

Marketing & Specimen Distribution

Invoicing & Order Handling

Financial Accounting

Group Level Security with User Rights Assignment

Industrial Solution

35
 Hotel & Restaurant

Swagatam Hotel Management System has all the features required for all Small & Medium
hotels to function seamlessly. It is very friendly to use and manage all operations of a Hotel
very effectively. This simple software can be set up for your unique needs. Swagatam Hotel
management system has been conceived by blend of seasoned professional. It is geared up
to meet the demands of running a modern Hotel, Restaurant and bar. This system will give
full solution for the Hotel Management. It will work on network so that multiple users will be
able to work on this system simultaneously. It is a comprehensive software suite consisting of
integrated modules for various aspects of hotel management. This class of software is often
referred to as Property Management System in the industry. In our lodging software all
modules are tightly integrated and all hotel programs are included in one price, meaning all
modules are included at no additional cost

Modules

Configuration of Master Entries.

Contact Management

Front Desk Management

Services

Inventory

Admin & Configuration

Restaurant /Bar

Reports

36
ndustrial Solution

CAREplus (Health Care Management System)

CAREplus designed and developed to simplify the complex working of the health care
sectore.It covers all the working of the hospital from the registration to discharge of the
patient. We are addressing the Following area in this application.

It includes 250-300 relavant reports.

Package Covers Following Areas:

Configuration of Master Entries

Front Office (Patient Management)

Operation Theater/Room Management

Medicine distribution Management

Pathology Management

Stock & Inventory Management

Financial Accounting

HR Management

Group Level Security with User Rights Assignment

37
Industrial Solution

C.R.O.S.S. (CLIENT RELATION AND ORDER SUPPLY SYSTEM)

In this application the focus is given on the customers who are provided some services based
products,projects or the products and services customized as per their requirements. this is
all about to obtain the analytical information after processing the data captivated so that the
enterprises can get prolonged and better client relation. We have attended following
activities with very user-friendly interfaces in this application.

It includes 100-150 relavant reports.

Package Covers Following Areas:

Entry Management

38
Quotation Management

Order Management

Scheduling

Stock

Invoicing

C.R.O.S.S. Configuration

C.R.O.S.S. Messenger

Users and Security

Utilities

Our Services

AXIS TECHNOLOGYLtd. provides a range of IT solutions for achieving superior business results
in areas of Enterprise Application Solutions and Integrated IT Solutions since 2001. Our team
is guided by Dr. B.K. Mishra (Ph.D. from IIT Kanpur) having 30 years experience in this field.

AXIS TECHNOLOGYLtd. has delivered successful Enterprises Application Solutions to high

profile organizations in India and overseas. It also includes CRM solutions and e-Commerce
portals.

In AXIS TECHNOLOGYLtd. we have in-house organizational consultants who specialize in

aligning organizational strategy, systems, and processes to deliver superior results.

39
 Business Process Consultancy

Product Development

Product Integration & Maintenance

System Integration & Networking

We have a Hardware Support Team also at JOINTECA. So clients have not to worry about
their system and Network. Apart from this we also take Annual Maintenance Contract (AMC)
of machines, in which we provide them preventive and corrective services in order to better
upkeep of their Valuable Machines.

We also setup the Local Intranets for the organizations or industries, so that they can
manage their working & efficiency faster with the help of Enterprises Resource Planning
Management Tools (ERP Tools).

Training & Placement

As we are the leading software development community in northern region of India, we also
recruit the most talented young developers and Trainees. We also train students of different
streams from various reputed colleges/institutions situated in northern India.

We provide them 1-6 Months On-the-Job Training/Internship every year.

Our highly skilled technical persons trained them to make them a good professional for the
Software development community. The Best Trainees are recruited in the JOINTECA. The
Trainees used to work on Live Projects in guidance of the Project Leaders, System Analyst
and others. They also assist the Trainees in the Client communications, After-Sales Support
Team along-with development.

Application Re-engineering

Some of our clients already have some small-scale software or utility to manage their
working or System. When we approach them for the new software system, a problem arises,
which is Data-transferring from the existing System or some re-structuring of the existing
system.

40
Client has data in his older software and he wants the same data in our software as they
don't want to do re-entry- There was a database in older version of DBMS and they entered
that data into it. At the time of new introduced System, Client request for the existing Data.
So we prepare some patches and utilities for the DBMS so that the Data can be transferred
to our new Software system. It requires the study of the existing DBMS and the new one.
There must be some compatibility between them.

Our Services

Application Re-Engineering

Enterprises are more and more facing the challenge of maintenance expensive legacy
systems, which they need to transform to the latest technologies that provide greater
business flexibility and low cost of ownership. In such situation, multiple applications with
overlapping functionality often exist. There is a huge possibility for enabling competitive
advantage and cost reduction by consolidation, accomplished by reengineering.

Jointeca provides Application Re-engineering solutions that assist you to fundamentally

rethink and redesign how your organization will meet its strategic objectives. We emphasize
on greater flexibility, new ideas and quality services.

Application re-engineering services address your need to influence new technology

platforms, frameworks, and software products to change IT systems and applications. Our
Application Re-engineering Team help you

Analyses of existing product design and functionality.

Feasibility study of required modifications and customizations.

Selection of technology to be used.

41
Gap Analysis and Application prototyping.

Documentation of code for future modifications.

A typical application usually has three parts:

User interface

Application logic and processing

Data storage

Any re-engineering approach needs to be applied to all the three parts of the application, to
arrive at the possible options for re-engineering each of these parts

Application re-engineering can entail one or more steps :

Reverse engineering

Defining target architecture

Migration of data

At Jointeca Application Re-engineering services are supported by delivery quality, consulting

skills, tools and frameworks.

Our Services

Product Development

Jointeca is an Educational Products development leader for a converged world, delivering

innovative and cost effective products and technologies by using Extreme Programming and
Iterative Development Model. From Concept, idea exploration and design, to delivery of

42
today's most advanced and converging technologies for educational solutions, Jointeca is
ready to meet the technical challenges you face and deliver the expertise you demand.

Jointeca designs and develops feature-rich products for Educational Institutions,

Professionals and Students embracing transformational advances in technology. By
leveraging our deep expertise in enterprise, Web-based and user experience driven
technologies, we enable our end users to focus on their core competencies while building
mission-critical products to sustain, speed and secure the long-term success for the business.

Product Development Methodology

In Extreme Programming (XP), the phases are carried out in extremely small (or
"continuous") steps compared to the older, "batch" processes. The (intentionally incomplete)
first pass through the steps might take a day or a week, rather than the months or years of
each complete step in the Waterfall model. First, one writes automated tests, to provide
concrete goals for development. Next is coding (by a pair of programmers), which is
complete when all the tests pass, and the programmers can't think of any more tests that are
needed. Design and architecture emerge out of refactoring, and come after coding. The
same people who do the coding do design. (Only the last feature — merging design and code
— is common to all the other agile processes.) The incomplete but functional system is
deployed or demonstrated for (some subset of) the users (at least one of which is on the
development team). At this point, the practitioners start again on writing tests for the next
most important part of the system.

Our Services

Product Distribution

We are selling our products on the Channel Partner Network Model and currently having
more than 150 dealers in India. We are also having dealers in international Market and our
target international Markets are Gulf Countries, Nepal and Nigeria.

We identify the customers by our own sale team and also with the help of our channel
partners and demonstrate the product. If the need is identified the assessment of
customization (if any) is done. In some cases the pricing is also negotiated. At last we sign an

43
agreement with the customer for onsite training and implementation and one year warranty.
On site delivery is performed by our employees and channel partners.

Implementation and Training

We provide complete assistance to the client for implementation of Guru Seva on the level of
Data Conversion, Data Entry, Hardware and Network Setup Etc. Complete training is given to
the users after implementation of the application at the customers end. End users are given
important commands for using the software effectively & efficiently. User manuals & on-line
helps are made available to the users. Follow-up & bug fixing, if any, is done in this phase

Product Maintenance

It is the channel partner who is to distribute the products; our company equips the partner
to provide support to the client by training, hosting demonstration and customer evaluations
for the product. The channel partner provides customers and potential customers with
business requirement analysis, product configuration, system integration and training,
technical product support and maintenance.

We take software maintenance on annual basis for the Products and Customized Solution
we deliver to the customers. We charge the client on annual basis for our AMC Services

Training & Placement

As we are the leading software development community in northern region of India, we also
recruit the most talented young developers and Trainees. We also train students of different
streams from various reputed colleges/institutions situated in northern India. We provide
them 1-6 Months On-the-Job Training/Internship every year.

Our highly skilled technical persons trained them to make them a good professional for the
Software development community. The Best Trainees are recruited in the JOINTECA. The

44
Trainees used to work on Live Projects in guidance of the Project Leaders, System Analyst
and others. They also assist the Trainees in the Client communications, After-Sales Support
Team along-with development.

Our previous experiences of five years in training help us to justify the latest scenario &
current era of Information Technology to provide the most effective guidance and knowledge
to trainees

In our cliental we have multinational groups, govt. institutions, business entrepreneurs,

exporters & importers and many more. In concern of the system planning & development
these cliental help the trainees to learn & get real life experiences. So that the Trainees can
get the perfect qualities to became a complete professionals.

45
 OBJECTIVE OF

THE STUDIES

Objective of the study

To gain knowledge of Job About AXIS TECHNOLOGY

46
To gain knowledge of The how to Get Job in AXIS TECHNOLOGY

To gain knowledge of the Job Profile of AXIS TECHNOLOGY

To gain knowledge of the conduct of AXIS TECHNOLOGY

To gain knowledge of Recruitment & determination of AXIS TECHNOLOGY

47
 SCOPE OF THE

STUDY

SCOPE OF THE STUDY

With the changing scenario within the sector in the nation, the PR & publicity events

enthusiastic about projecting the manufacturer as a younger and shiny group. AXIS

48
TECHNOLOGY visibility has been greater notably. It has contributed in business

progress in phrases of earnings together with develop within the company drive for

the period of the yr. The manufacturer’s PR and publicity efforts had been

recommended no longer most effective via the inner public but also by way of outside

public like media and advertising experts.

The company's press commercials reached over 25 crore people through H3

campaigns. There were 88 hours of tv advertising and 350 hours of radio promoting in

the course of the yr, the department issued 21 press releases.

49
 RESEARCH
METHODOLOGY

50
RESEARCH DESIGN

A RD is a blue print for the gathering, dimension and analysis of knowledge.

To conduct the market research first of all it's quintessential to create a study design. A

research design is in actual fact a blue print of how a study is to be performed, it may

comprise;

1. Opting for THE approach

2. Determining THE varieties of information needed.

Three. Locating THE supply of knowledge.

4. Selecting A approach of information.

Research Design

Exploratory Conclusion

Descriptive Casual

Observation Survey

51
Research Methodology

study Plan

data source : primary knowledge and secondary information

study process : commentary & Survey

research instrument : Questionnaire for purchasers, transporters& purchasers

Sampling Plan : Sampling unit sample dimension Sampling

method

Contact approach : personal

discipline work plan : Survey position & time

research & common platform, discuss with a skills. An additional definition of

research & a careful investigation or enquiry peculiarly through search for new reality

in any brand of talents.

52
Earlier than embarking upon the study plan the research objective have been

specified. The clarity of the objective was once necessary in carrying forth the project

plan with core & with encumbrance.

Truly there are three forms of approaches used in the course of the any study:-

1. EXPLORATORY.

2. DESCRIPTIVE.

Three. EXPERIMENTAL.

For the period of this research Descriptive and Exploratory approach is considered

due to the fact that of the availability of central know-how to explain the relationships

between the advertising main issue and the to be had understanding.

Types of knowledge USED.

Both most important and SECONDARY data is used within the study.

 sample populace

53
Populace is the designated team of folks, participants & corporations and many

others. Which kind the pivotal factor of study project. For establishing and making

use of the sample it becomes the principal responsibility of the researcher to define

the populace from which to attract samples. Sample populace is: 40

GEOGRAPHICAL area covered

UNIVERSE : employees in AXIS TECHNOLOGY

Pattern dimension : 40

SAMPLING approach

There are two major categories below which the sampling methods can be put.

They're: - 1. Chance SAMPLING.

2. NON chance SAMPLING

However for the duration of this project non-likelihood approach of sampling is

probably the most compatible. In this approach the risk of any precise unit within the

populace being selected is unknown. The three most in general used non-probabilistic

designs are:-

1) JUDGMENT

2) Comfort

3) QUOTA SAMPLING

All three Judgment, comfort and Quota, sampling are used on this research.

 Data assortment ways (instruments AND techniques)

54
To habits the market research the data is gathered by means of two sources.

SECONDARY INFORMATION

Secondary knowledge is one which already exists and is accumulated from the

published sources.

The sources from which secondary knowledge was once collected are:

• Newspapers and Magazines like business world ,trade in these days, and 4p’s

• Web

most important knowledge

The primary sources of information discuss with the primary hand know-how

predominant information is collected for the duration of the survey with the support of

questionnaires

55
56
 DATA ANALYSIS

&INTERPRETATION

57
How do you know about job in AXIS TECHNOLOGY?

From gain knowledge of it's revealed that 46% people comprehend by way of e-

recruitment,12% acquaintances,7% newspaper, 24% tuition campus and11% through

differentsources.

58
How did you applied for job in AXIS TECHNOLOGY?

Be taught tells that 36% applied via e-recruitment,24% college campus, 7%

newspaper, 12% stroll-in-interview, 10% employee referrals and 11% by means of

different sources.

59
Do they furnish all expertise about job profile, income, compensation

and so on.?

Study exhibits that 76% employee says that yes they provide all know-how about job

profile whilst 10% say No and14% say they don't provide all knowledge.

60
How is the behavior of interviewer during interview ?

From study it's revealed that 56% say interviewer have friendly conduct, 32% say

traditional and 12% say they've careworn conduct.

61
Are you satisfied with job profile/responsibility?

ninety four% says yes they're convinced with job profile and responsibility given to

them at the same time 6% say they aren't satisfied.

62
How do you understand recruitment & choice system of AXIS

TECHNOLOGY?

From learn it is revealed that 62% say great, sixteen% just right, 14% typical, 8% say

bad in regards to the recruitment & decision system of AXIS TECHNOLOGY.

63
FINDINGS

1.From be taught it is printed that forty six% folks know via e-recruitment,12%

pals,7% newspaper, 24% institution campus and11% via other sources

2.Learn tells that 36% utilized by way of e-recruitment,24% university campus, 7%

newspaper, 12% walk-in-interview, 10% worker referrals and 11% by way of other

sources.

3.Be taught exhibits that seventy six% employee says that yes they provide all

understanding about job profile at the same time 10% say No and14% say they do not

provide all know-how.

4.From be trained it is printed that fifty six% say interviewer have pleasant behavior,

32% say typical and 12% say they have stressed conduct.

5.From be trained it's published that 56% say interviewer have pleasant behavior,

32% say normal and 12% say they've harassed habits.

64
RECOMMENDATION

&

SUGGESTIONS

65
Recommendations & suggestions

1. There should be some rewards for the efficiency of staff.

2. Computes training must be furnished to workers.

3. The income must be offered to workers consistent with their work

4. Performance appraisal process will have to be computed with the

consultants of the employees.

5. The possibilities for developing the carrier must be provided to the

staff.

6. The staff should be promoted on time.

66
CONCLUSION

67
CONCLUSION-

AXIS TECHNOLOGY is utilizing the portal of his possess for watching the

perspectives employees. References are additionally considered. A search is made for

the required candidate on the parameter like, what is the qualification he possess and

for a sales persons his certificates are usually not that essential as compared to the

expertise. Because the individual with good work experience can do marketing in a

much- much better approach then the person who possess number of certificate within

the equal subject.

So for the profile of advertising work expertise counts more than certificates in the

recruitment system of AXIS TECHNOLOGY.

For the other profile like administrative center-assistance, Coordinator, HR executive,

and for Admin Dept .Qualification certificate as well as persona and conversation skill

performs a critical position in the selection of an applicants. Knowledge of views

68
employees From naukri.Com and timesjob.Com are taken and the criteria for the

resolution of candidate from the internet site is not handiest their academic history but

their work expertise and cost to corporation is also given equal weight age. In

selecting the candidate and these selected candidates are given calls and are called for

interview rounds by using giving them the whole element of their profile so that no

confusion remain of their intellect involving, the enterprise profile as the organization

is on the developing stage and persons are usually not very a lot aware of the

company. In order that they need to recognize about the organization profile and then

the job profile. After getting adequate solutions and by using getting satisfied via the

answers, the candidates in many instances negotiating for cash package and the

probable answer for the question is that they will get a hike of around 30% of their

present package deal.

69
LIMITATION OF

THE STUDY

LIMITATIONS-

70
Despite honest and sincere effort there are some bounds to be exact discrepancies and

inconsistence in the therapy of the subject. Once more there are several barriers, each

statistical and non statistical inside the projects a few of them are.

• Lock of references

• Time constants

• Weather

• Busy agenda of the town

• Unawareness about AXIS TECHNOLOGY

71
 BIBLIOGRAPHY

BOOKS CONSULTED:-

72
 Kothari, C.R. “research Methodology”, (2006), Wishwa newsletter

web sites VISITED: -

• www.Google.Com

 • www.Indiatimes.Com

 www.AXIS TECHNOLOGY co.in

73
APPENDIX

74
QUESTIONNAIRE-

I Sir/Madam would appreciate if you could take some time off to whole the next

questionnaire. Please be certain that your privacy is fully respected all the

understanding is used for academic H.R. Practices most effective. Q.1:-

identify………………………………………………………

Q.2:- status in the enterprise………………………………………

Q.3 :- How did you come to know about job in AXIS TECHNOLOGY?

A.) acquaintances b.)Newspaper c.) school campus

d.) e-recruitment e.) Others

Q.4:- How did you applied for job in AXIS TECHNOLOGY?

A.) stroll-in-interview b.)web c.) institution recruitment

d.) employee referrals e.)Employment exchanges f.) Others

Q.5:- during interview do they provide all knowledge about job profile, salary,

compensation and so forth,

a.) yes b.) No c.) not all

75
Q.6:- throughout interview how is the conduct of interviewer?

A.) pleasant b.)ordinary c.) burdened

Q.7:- Are you convinced with your job profile/responsibility given to you within the

manufacturer

a.) sure b.) No

Q.8:- How do you understand recruitment & selection of AXIS TECHNOLOGY?

A.) great b.)excellent c.)bad d.) typical

76