Background Verification of Employees & Analysis

Periyar University
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PROJECT REPORT
A DISSERTATION REPORT ON
“An Analytical study of
Background Verification of Employees & Analysis,
At
M/ S. Pragathi consultancy Services (PCS)

Submitted to Periyar University in partial fulfillment of the Requirement for
MASTER OF BUSINESS ADMINISTRATION
Under the Guidance of
Mr. Santosh Avadhani Prof..GG Pai B.A,A.T.I,M.B.A

Partner &CEO Faculty Guide
M/S Pragathi Consultancy Service SSR College
Bangalore. Bangalore
By
RAGHUPRASHANTHA MR
Reg No 05DBIA1043
2005 -2007
SSR College of Science , Commerce & Management

Study Center:Periyar University- Salem 636 011
BANGALORE
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R.No 05DBIA1043. MBA -Human Resource Management. Page 1 of 83
Periyar University
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PROJECT CERTIFICATE
This is to certify that the Dissertation Titled “An analytical study of Background
verification of Employees & Analysis ,at Pragathi Consultancy Services.” is
based on an Original Project Study conducted by Mr.RAGHUPRASHANTHA
M.R of IV semester MBA Programme under the Guidance of Prof. GG.PAI
This dissertation is based on original Research and has not formed basis for the
award of any other Degree/Diploma By Periyar University.
Mr. Santosh Avadhani

Partner & CEO
Praghathi consultancy services
Bangalore
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BANGALORE
CERTIFICATE
This is to certify that the Dissertation entitled “An analytical study of Background
Verification of Employees & Analysis ,Undertaken At
M/S Pragathi Consultancy Services.
Bangalore
Submitted in Partial Fulfillment of the Requirement for the Award of the Degree of
Master of Business Administration, Is a bonafide work carried out by
Raghuprashantha MR
Reg No 05DBIA1043
2005-2007
Under my supervision and guidance and that no part of this report has been submitted for
the award of any other Degree and the work has not been published in any scientific or
popular magazines.
Mr.N .N.Giri
Principal SSR College of
Science,Commerce & Management
Bangalore
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STUDENT DECLARATION
I hereby declare that the Project Report or the DISSERTATION entitled” An

analytical study of Background Verification of Employees & Analysis,
Undertaken at
M/S Pragathi consultancy Services (PCS)

Under the Guidance of
Mr. Santosh Avadhani Prof..GG Pai B.A,A.T.I,M.B.A
Partner & CEO Faculty Guide
Praghathi consultancy services SSRC
Bangalore. Bangalore
Submitted in partial fulfillment of the Requirement for the award of the Degree of
Master of Business Administration, to Periyar University
Is the result of my own effort and has not been submitted to any other institution for
the award of any degree or Diploma.
Place:
Date: Raghuprashantha MR
Reg. No 05DBIA1043

BANGALORE
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Periyar University
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Study Center:Periyar University
BANGALORE
GUIDE CERTIFICATE
This is to certify that the Dissertation entitled “ An analytical study of
Background Verification of Employees & Analysis,
At M/S Praghathi Consultancy Services ” submitted by Raghuprashantha MR in

fulfillment to requirements for the Degree of Masters of Business Administration is
based on the results carried out by him under my guidance and supervision.
Bangalore Signature
Date:
Prof..GGPai B.A,A.T.I,M.B.A
Project Guide
SSRC-Bangalore

BANGALOR
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ACKNOWLEDGEMENT
I am pleased to record my gratitude and sincere thanks to my guide Prof. GG Pai

Project guide, SSRC, Bangalore for his sincere guidance and valuable assistance for
completing this report.
I would like to express my sincere thanks to Mr.N.N.Giri Principal SSRC, Bangalore-

Periyar University for giving this opportunity.
I also take this moment to express my gratitude to Mr.BV. Raghunath , , HR & Admin
Professional ,Bangalore.
I am also indebted to my parents and friends for their support for completing this project
successfully.
Raghuprashantha MR
Reg. No 05DBIA1043

BANGALOR
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Table of Contents
Chapter No. Particulars Page No.
Certificate from the Organization

Certificate from the College
Student Declaration
Guide Certificate
Acknowledgement
1 Introduction to HRM 08
2 Introduction to Background Check 14
3 Company Profile 31
4 Grade Structure 41
5 Research Methodology 44
6 Data Analysis 48
7 Findings From the Study 71
8 Suggestions and Recommendations 73
9 CONCLUSIONS 75
10 BIBLIOGRAPHY 78
11 ANNEXURE & QUESTIONIRIES 80
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Introduction to HRM
Earlier references: In western countries HRM had its primitive beginning in 1930s. Not
much thought was given on this subject in particular and no written records or documents
interesting to note HRM concepts was available, in ancient philosophies of Greek, Indian
and Chinese. This is not to suggest that industrial establishment and factories system, as it
is known today, existed in ancient Greece, India or china. The philosophy of managing
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human being, as a concept was found developed in ancient literatures in general and in
Indian philosophy in particular.
Personnel functions: Till 1930s, it was not felt necessary to have a separate discipline
of management called “Personnel management”. In fact, this job was assigned as part of
the factory manager. Adam Smith’s concept of factory was that it consists of three
resources, land, labour and capital. This factory manager is expected to “procure,
Process and peddle” labour as one of the resources. The first time when such a specialist
“person” was used; it was to maintain a “buffer” between employer and employee to
meet the “legitimate need” of employees. However, it is the employer who decided what
is “legitimate need” of employees. In fact, the specialist “person” was more needed to
prevent “unionization” of employees. This was the case before 1930-s all over the world.
Environmental Influences on HRM: Since 1930s, certain developments took place,
which greatly contributed, to the evolution and growth of Human Resources Management
(HRM). These developments are given below:
 Scientific Management
 Labour Movements
 Government Regulations.
Need for the Study :
 Shortage of skills.
Skills and knowledge people are always on short supply. Alternatively they are too costly
to hire from outside. The best alternative is to improve skill and knowledge of existing
employees.
 Technological Obsolescence.
Growth of technology takes places very fast. This will render current technology obsolete
in the future. There is a great need to upgrade technology. This needs suitable training.
 Personal Obsolescence.
At the time recruitment employees possess a certain of knowledge and skill. As time
passes knowledge becomes obsolete, unless it is updated by proper training. This happens
because of changes taking place in product technology, production methods, procurement
of better machines, setting up of modern production lines, introduction of modern method
of supervision and information processing through MIS and EDO..
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 Organization Obsolescence.
Modern management has introduced a number of innovative steps in functions of
management like planning, organizing, controlling, coordinating and directing.
Organization which is impervious to such changes is bound to fail and become obsolete.
 Upgrading Ability of Threshold workers.
Public policy provides reservation to disadvantaged sections of the society like
handicapped, minorities and dependents of deceased workers etc. All these are threshold
workers having less than minimum prescribed level of knowledge and skill. They require
extensive training to bring them up to the minimum level of performance standard.
 Coercive training by government.

In order to provide better employability chances of unemployed youth, certain
governments taken initiative to mobilize resources available at pubic/government and
private sectors to outside candidates. One such example is the “Apprentice Training ”
conducted by govt. of India. A part of expenditure incurred for this by private sectors are
reimbursed by government.
 Human capital
The latest thinking is to treat employees as “human capital”. The expenditure involved is
training and developments are now being considered as an investment.
Scope of Human Resource Management
The Scope of HRM is in deed fast. All major activities in the working life of
worker from time of his entry in an organization until he / she leaves, come under the
preview of HRM. Specifically, the activities included are Human Resource planning, Job
analysis and design, Recruitment, Selection, Orientation and placement, Training and
development, Performance appraisal and Job evaluation, employee and executive
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remuneration and communication, employee welfare, safety and health, industrial
relations and the like.
HRM is becoming a specialized branch giving rise to a number of specialized areas like :
Staffing
Welfare and Safety
Wages and Salary Administration
Training and Development
Labour Relations
Nature of Human
Resource
Prospects Management Employee hiring
of HRM
Employee and
Industrial Human Resource executive
Relations Management Remuneration
Employee Maintenance Employee Motivation
Human Resource Management in PCS :

Personnel/Human Resource of an undertaking is its important constituent.
Efficiency, Profitability and in fact the very existence of the undertaking will depend on
this constituents. Co-operation and dedication in performance on the part of its personnel
ends in the accomplishment of its objectives. Therefore human resource is of immense
importance since it involves matters such as identifying, placing, evaluating, and
developing individuals at work and maintaining effective multilateral communication
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systems. Human resources along with financial and material resources contribute to
production of goods and services in an organization.. In short HRM may be defined as
the art of procuring, developing and maintaining competent workforce to achieve the
goals of an organization in an effective and efficient manner.
Objectives of the HRM are to secure the following: -

1. Industrial peace: This is secured by excellent union management relations, healthy
inter-personal relationships, and promoting participative management style and good
industrial and labour relations.
2. Achieve High Productivity: The underlying objective brings to increase the “quantity
or volume” of the product or service for a given input, productivity improvement
programme is very significant in a competitive environment.
3. Better quality of working life of employees: This involves both intrinsic and extrinsic
factors connected with work.
4. Obtain and sustain competitive advantage through empowerment : continuous
improvement and innovative steps being the two essential ingredients to achieve and
sustain competitive advantage, today’s industries
are “knowledge based” and “skill intensive”.
5. Cordial relationship between the employer and employees.
6. Personnel research functions.
7. Proper orientation and introduction to the new employees.
BACKGROUND SCENARIO
William James of Harvard University estimated that employees could retain their jobs by
working at a mere 20-30 percent of their potential. His research led him to believe that if
these same employees were properly motivated, they could work at 80-90% of their
capabilities. Behavioral science concepts like motivation and enhanced productivity
could well be used for such improvements in employee output. Training could be one of
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the means used to achieve such improvements through the effective and efficient use of
learning resources.
Training and development has been considered an integral part of any organization
since the industrial revolution era. From training imparted to improve mass production to
now training employees on soft skills and attitudinal change, training industry has come a
long way today. In fact most training companies are expecting the market to double by
the year 2007, which just means that the Indian training industry seems to have come of
age.
Organization and individual should develop and progress simultaneously for the their
survival and attainment of mutual goals. So, every modern management has to develop
the organization through human resource development. Employee training is the most
important sub-system of human resources development. Training is a specialized function
and one of the fundamental operative functions for human resources management.
There are few generalizations about training that can help the practitioner. Training
should be seen as a long term investment in human resources using the equation given
below:
Performance = ability (x) motivation
Background Check can have an impact on both these factors. It can heighten the skills
and abilities of the employees and their motivation by increasing their sense of
commitment and encouraging them to develop and use new skills. It is a powerful tool
that can have a major impact on both employee productivity and morale, if properly used.
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Introduction to Background Check
Background Verification is basically concerned with having the right types of people
available as and when required and improving the performance of existing people to
make them to work more effective on their jobs, Manpower management thus starts with
Background check. It is first done by studying three types of Forecasts.
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1) The economic needs,

2) The Company sales and expansion forecast
3) The employee market forecast
Such forecast results in the company’s organization plans. A Comparison of these
two namely the forecast and the plans, can result in anticipating the manpower needs.
Background Deals with the management of people in an organization. It is a

management function that helps manager’s recruit, select, train and develops members
for organizations.
Background is related to the promotions and transfers from within the organization to
jobs for which the existing personnel are suitable.
Background deals with the management of people in an organization. It is a

management function that helps managers recruit, selects, Train and develop members
for organizations .It is with the people’s dimensions in organizations.
Background is related to the ‘continuous process of manpower planning, selection,

performance appraisal, salary administration, training and management development and
retention of talented employees.
Thus Background refers to a set of programs, functions and activities, designed and
carried out in order to maximize both employees as well as organizational effect venal
effectiveness. Background is an actuating process, which involves every worker.
Objectives of Background Check:
The primary objective of Background check of Employees is to ensure availability of a

competent and willing work force to organizations.
Its main objective is to make the organization people oriented.
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1. Social objectives
To be ethically and socially responsible to the needs and challenges of the society
while minimizing the negative impact of such demand upon the organization. The failure
of organizations to use there resources for the society’s benefits in ethical way may lead
to restrictions,
2. Organizational Objectives.
To recognize the role of Background in Brining about organization effectiveness.
Background is not an end self. It is only a means to assist the organization with its
primary objectives.
4) Functional Objectives
To maintain the departments contributions at a level appropriate to the organizations
need. Resources are wasted when Background demands.
5) To assist employees in achieving their personal goals, at least insofar as these

goals enhance the individual’s contribution to the organization. Personal
objectives of employees must be met if workers are to be maintained, retained
and motivated.
10 Tips For A Better Criminal Background Check
1. Get Complete Information From Your Applicant. A criminal background

check will be based in part on the information provided by the applicant. If
necessary information is left out - such as which campus of a state university was
attended, or the city where they last worked - the turnaround time can be
adversely affected.
2. Order An Address History Search. This search serves as the foundation of a

thorough criminal background check. By identifying the applicant's residency
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history, other searches such as County Criminal Records and Driving Records can
be conducted in the proper locations.
3. Easy Backgrounds' Address History Search is based on an applicant's Social

Security Number and name, so in addition to former addresses, the results will
confirm if it is a valid number and the names associated with it.
4. Compare Criminal Background Check Results. Compare the address history
provided on the candidate's application with the criminal background check
search results. If there are inconsistencies, ask the applicant for an explanation.
5. Include Work Locations. People spend a lot of time at work or in the area of
their employer, so consider a County Criminal History search in this area as well
if it differs from the applicant's Address History.
6. Credit Checks for Employment. Credit History Reports for employment
purposes are different than those obtained for credit-granting purposes. The
reports for employers have the individual account numbers screened out or altered
(a fraction of it may appear or be substituted). Using a standard credit report for
employment purposes is a violation of the FCRA.
6. Obtaining Birth Dates Without Violating The Law. As a potential employer,

you can't ask a candidate's date of birth - but you need a date of birth to run a
Criminal History Search. One option is to extend the job offer before the
criminal background check is ordered, with the offer being contingent on the
results of the report. A second option is to have the applicant complete the
release form, including date of birth, and seal it in an envelope when the
application is submitted. Use it only if you run a criminal background check or
employee background check.
7. Get Names of Supervisor and Co-Workers. Human Resource departments
will frequently give out only the most basic of information - start and
termination dates, title, etc. If you can get the name of a Supervisor or a few co-
workers, they are frequently less restrictive in the information they divulge for
pre employment screening.
8. Run A Statewide Criminal Search. We don't recommend Statewide Criminal
Searches as a sole source of information during a criminal background check,
but they are a good way to augment your County Criminal Record Search. If it's
available, it's a relatively inexpensive way to cover a broad area.
9. Integrate With Your Applicant Tracking System. If you use an Applicant
Tracking System, Easy Backgrounds can be easily integrated so that it will pull
all the necessary data to run a criminal background check. No double data
entry.
10. Get With The Times. The Web is how business gets done … quickly. If you're
not using a Web-based criminal background check provider, you're probably
waiting longer and spending more for your pre employment screening reports.
Give Easy Backgrounds a try.
Why We need the Employee Background Check!!!!
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Those two words have been devastating to many businesses — and they could cost you
millions of dollars. Negligent hiring is the failure to check the backgrounds of job
applicants before you hire them.
When a pizza deliveryman raped a customer, a jury awarded the victim $6 million of the
parent company's money. The firm had failed to do a background check which might
have disclosed the man's previous sex-offense record.
A trucking company was ordered to compensate a family when several family members
were injured in an accident caused by one of its drivers. The amount awarded was many
times what it would have been had the company checked the driver's record before hiring
him.
Every day people with criminal records, falsified educational credentials, and other
serious liabilities are hired by companies who fail to thoroughly check their backgrounds.
The result can be acts leading to expensive negligent hiring lawsuits.
Knowing the backgrounds of the people you hire is absolutely essential because a
business can be held liable for accidents and crimes committed by its employees To
protect your company and minimize risk, get reliable background information about
everyone you consider for employment.
Employee Background Check minimizes these problems with its services. You can
verify the accuracy and/or completeness of information provided by job applicants —
before hiring and training -- and thus reduce the costs incurred by high turnover and
reduce your risk of liability.
Employee Background Check Services
 General Information Reports

 Driving Record Reports
 Workers' Compensation Reports
 Credit Reports
 Criminal History Reports
 Education Verification Reports
 In-Depth Reports
 Rush Services
EmploymentBackgroundCheck
services and companies from around the Web. The following companies offer pre-
employment screening and background check packages which typically include
verification of education and employment, credit reports, driving records, civil records
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and any other type of information you may need when conducting a search.
Provides pre-employment screening and background checks in the areas of fraud

detection and prevention, risk management, debt collection, asset location and
identification, information verification, due diligence claims investigations and other
permissible purposes.
Texas firm provides companies, individuals and organizations a time sensitive, cost
effectivecriminalbackgroundcheckservice.
A pre-employment screening service that provides a full range of public record searches,
employment and education verifications and references checks both nationally and
abroad.
Provides HR professionals and hiring managers with full service employment

background screening products including hand-pulled county criminal background
checks, Motor Vehicle Records, and education verification and many other services.
Corra has crafted handy screening packages to assist with screening various types of
employmentpositions.
DataCheck,
A full service pre-employment background screening company providing criminal
records, driving records, credit reports, employment/education verifications and more.
Nationwide searches, online ordering and retrieval. Visit their website,
www.datacheckinc.com and request a free quote online.
Background Information Services works closely with companies to develop a hiring
screeningprogram.
ESRcheck
Employment background screening, with emphasis on legal compliance, Internet access
and professional HR assistance. Site contains educational articles, reports and sources on
safe hiring.
SecurityCheck:
Security and investigations company which offers employment and drug screening,
criminal background checks, private investigations, physical security, bodyguards, and
alarm monitoring and installation.
Screening Services is a leading provider of employment background checks, drug testing
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and physicals.
National online provider of employee background checks and investigative services.

They offer pre-employment screening, tenant screening and employment verification,
which include credentials check, driving records, criminal checks, sex offender checks,
court eviction records, education verification, social security trace and reference checks
for human sources and small business owners.
The Background & Network service loss prevention, consulting, investigation and
background screening agency.
Employment screening and background check firm provides comprehensive background

checks, employment screening and drug testing.
Employment Background Checks:

A Jobseeker's Guide
Whether you are hired or promoted for a job may depend on the information revealed in a
background check. Job applicants and existing employees as well as volunteers may be
asked to submit to background checks. For some jobs, screening is required by federal or
state law. The current emphasis on security and safety has dramatically increased the
number of employment background checks conducted.
In short, employers are being cautious. At the same time, applicants and employees fear
that employers can dig into the past in ways that have nothing to do with the job.
This guide explains the why and how of background checks. It also tells you what can be
covered in a background report, your rights under the Fair Credit Reporting Act, and
what you can do to prepare. For more information, go to the References section at the end
of this guide. The PRC does not perform background checks.
Why Does an Employer Conduct a Background Check: Employers check potential

and current workers for several reasons. The things an employer wants to know about
you can vary with the kinds of jobs you might seek. Here are a few of the reasons for
employment screening.
 Negligent hiring lawsuits are on the rise. If an employee's actions hurt someone,
the employer may be liable. The threat of liability gives employers reason to be
cautious in checking an applicant's past. A bad decision can wreck havoc on a
company's budget and reputation as well as ruin the career of the hiring official.
Employers no longer feel secure in relying on their instinct as a basis to hire.
 Current events have caused an increase in employment screening.
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 Child abuse and child abductions in the news in recent years have resulted in
new laws in almost every state that require criminal background checks for
anyone who works with children. The move to protect children through criminal
background checks now includes volunteers who serve as coaches for youth
sports activities and scout troop leaders.
 Terrorist acts of September 11, 2001, have resulted in heightened security and
identity-verification strategies by employers. Potential job candidates and long-
time employees alike are being examined with a new eye following September
11, 2001.
 Corporate executives, officers, and directors now face a degree of scrutiny in

both professional and private life unknown before the Enron debacle and other
corporate scandals of 2002.
 False or inflated information supplied by job applicants is frequently in the

news. Some estimates are that 30% to 40% of all job applications and resumes
include some false or inflated facts. Such reports make employers wary of
accepting anyone's word at face value.
The "information age" itself may be a reason for the increase in employment screening
-- the availability of computer databases containing millions of records of personal data.
As the cost of searching these sources drops, employers are finding it more feasible to
conduct
I don't have anything to hide. Why should I worry!!!
While some people are not concerned about background investigations, others are
uncomfortable with the idea of an investigator poking around in their personal history. In-
depth background checks could unearth information that is irrelevant, taken out of
context, or just plain wrong. A further concern is that the report might include
information that is illegal to use for hiring purposes or which comes from questionable
sources.
What Is Included in a Background Check!!
Background reports can range from a verification of an applicant's Social Security

number to a detailed account of the potential employee's history and acquaintances. Here
are some of the pieces of information that might be included in a background check. Note
that many of these sources are public records created by government agencies.
Driving records Vehicle Credit records Criminal

registration records
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Social Security Education Court records Workers'

no. records compensation
Bankruptcy Character Neighbor Medical

references interviews records
Property Military records State licensing Drug test

ownership records records
Past employers Personal Incarceration Sex offender

references records lists
What Cannot Be in a Background Check Report!!
 Bankruptcies after 10 years.

 Civil suits, civil judgments, and records of arrest, from date of entry, after seven
years.
 Paid tax liens after seven years.
 Accounts placed for collection after seven years.
 Any other negative information (except criminal convictions) after seven years.
Arrest information. Although arrest record information is public record, in California

and other states employers cannot seek from any source the arrest record of a potential
employee. However, if the arrest resulted in a conviction, or if the applicant is out of jail
but pending trial, that information can be used.
In India, an exception exists for the health care industry where any employer who
has an interest in hiring a person with access to patients can ask about sex related
arrests. And, when an employee may have access to medications, an employer can
ask about drug related arrests.
 Criminal history. In India , criminal histories or "rap sheets" compiled by law

enforcement agencies are not public record. Only certain employers such as
public utilities, law enforcement, security guard firms, and child care facilities
have access to this information. With the advent of computerized court records
and arrest information, however, there are private companies that compile virtual
"rap sheets."
 Workers' compensation. when an employee's claim goes through the becomes
public record. An employer may only use this information if an injury might
interfere with one's ability to perform required duties. Under the federal
Americans with Disabilities Act, employers cannot use medical information or the
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fact an applicant filed a workers' compensation claim to discriminate against
applicants.
In India employers may access workers' compensation records after making an offer of
employment. To gain access, employers must register with the and confirm that the
records are being accessed for legitimate purposes. Although the agency may not reveal
medical information and the employer may not rescind an offer due to a workers'
compensation claim employers sometimes discover that applicants have not revealed
previous employers where they had filed claims. In such situations, employers often
terminate the new hire because it appears they falsified the application
 Bankruptcies. Bankruptcies are public record. However, employers cannot

discriminate against applicants because they have filed for bankruptcy.
Although these laws should prevent an employer from considering certain information,
there is no realistic way for the applicant to determine whether such information will be
revealed in a background check. This is particularly true for investigations conducted
online where the information obtained from web-based information brokers might not be
verified for accuracy or completeness.
For example, if you were arrested but never convicted, a data search could reveal the
arrest, but the investigator who compiled the information might not delve further into the
public records to determine that you were acquitted or the charges were dropped.
Reputable employment screening companies always verify negative information obtained
from data base searches against the actual public records filed at the courthouse.
Can an employment application ask about things that should not be reported?
For example, an employment application might ask if you have "ever" been arrested. The
consumer reporting agency cannot report an arrest that from date of entry was more than
seven years ago. It does not say the employer cannot How to handle such questions on an
employment application is of real concern to many people, especially those concerned
with a youthful mistake from the distant past.
State employment laws may limit the questions an employer includes on a job
application.
Aren't some of my personal records confidential!!!
The following types of information may be useful for an employer to make a hiring
decision. However, under the federal Fair Credit Reporting Act, the employer is required
to get your permission before obtaining the records.,"
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 Education records., transcripts, recommendations, discipline records, and
financial information are confidential. A school should not release student records
without the authorization of the adult-age student or parent. However, a school
may release "directory information," which can include name, address, dates of
attendance, degrees earned, and activities, unless the student has given written
notice otherwise
 Military service records. Under the federal Privacy Act, service records are
confidential and can only be released under limited circumstances. Inquiries not
authorized by the subject of the records must be made under the Freedom of
Information Act. Even without the applicant's consent, the military may release
name, rank, salary, duty assignments, awards, and duty status. For more on
military records,
 Medical records. In many states, medical records are confidential. There are only
a few instances when a medical record can be released without your knowledge or
authorization. The requires your specific permission for the release of medical
records. If employers require physical examinations after they make a job offer,
they will have access to the results.
 There are other questions such as age, marital status, and certain psychological
tests that employers cannot use when interviewing. These issues are beyond the
scope of this fact sheet. If you have further questions, contact the resources at the
end of this fact sheet. The federal Equal Employment Opportunity Commission
and the fair employment agencies in the states handle these issues.
What can my former employer say about me!!
Often a potential employer will contact an applicant's past employers. A former boss can
say anything [truthful] about your performance. However, most employers have a policy
to only confirm dates of employment, final salary, and other limited information.
California law prohibits employers from intentionally interfering with former employees'
attempts to find jobs by giving out false or misleading references.
Under Indian law and the laws of many other states, employees have a right to review
their own personnel files and make copies of documents they have signed. If you are a
state or federal employee, Jobs such as truck driver positions fall under regulations of the
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federal Department of Transportation. Employers are required to accurately respond to an
inquiry from a prospective employer about whether you took a drug test, refused a drug
test, or tested positive in a drug test with the former or current employer.
Who Conducts Background Checks
There are many companies that specialize in employment screening. It is outside the
purpose of this fact sheet to identify background checking companies by name. The most
important thing to keep in mind is that companies conducting background checks fall into
several broad categories. This can range from individ uals commonly known
as"privateinvestigators," to companies that do nothing but employment screening, and to
online data brokers.
Corporations that employ large numbers of people may have an established relationship
with a third-party background checking company or may even use an affiliated company
for their employment screening. Other background checking companies may work on a
less formal basis with employers. There are about several companies that conduct
employment screening and thousands others nationwide, including private investigators.
With the information age upon us, it is easy for employers to gather background
information themselves. Much of it is computerized, allowing employers to log on to
public records and commercial databases directly through dial-up networks or via the
Internet. Finding one of these online companies is as easy as using an Internet search
engine to find web sites that specialize in "background checks." Employers should
beware of companies advertising on the Internet that they can "find everything about
anyone." They are not necessarily going to be in strict compliance with federal and state
laws, especially the provisions that require accuracy of background check reports.
Do I have a right to know when a background check is requested!!
Increase the disclosure and consent requirements of employers who use "consumer
reports." Such reports might consist only of a credit check. More extensive reports might
include criminal histories, driving records, and interviews with neighbors, friends and
associates.
To be covered by the , the Federal Trade Commission says that a report must be prepared
by an outside company -- a "consumer reporting agency" or business that "for monetary
fees, dues, or on a cooperative nonprofit basis, regularly engages in ... assembling ...
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information on consumers for the purpose of furnishing consumer reports to third
parties."
A job offer, or denying a promotion - it must take the following steps, which are
explained .
 Before the adverse action is taken, the employer must give the applicant a "pre-
adverse action disclosure." This includes a copy of the report and an explanation
of the consumer's rights under .
 After the adverse action is taken, the individual must be given an "adverse action
notice." This document must contain the name, address, and phone number of the
employment screening company, a statement that this company did not make the
adverse decision, rather that the the accuracy or completeness of any of the
information in the report.
The federal law has two significant loopholes. First, if the employer does not use a third-
party screening company but, rather conducts the background check itself, it is not
subject to the notice and consent provisions of the . Second, the employer might tell the
rejected applicant that its adverse decision was not based on the contents of the
background investigation, but, rather that the job pool was so exceptional that it made its
hiring decision based on the fact that there were individuals more qualified than the
applicant.
In both of these situations, the applicant would not have the ability to obtain a copy of the
background check to find out what negative information it contained. We have learned of
situations where the individual remained unemployed for years, not knowing that
wrongful criminal records which resulted from identity theft were the reason for the
individual's failure to find employment.
Workplace Investigations
This is an investigation conducted by a third-party your employer may hire if the

employer suspects you of:
 Misconduct relating to your employment.

 A violation of federal, state or local laws or regulations.
 A violation of any preexisting written policies of the employer.
 Noncompliance with the rules of a self-regulatory organization, that, for example,
oversees the securities and commodity futures industry.
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It means your employer does not have to give you notice and get your permission to
conduct a misconduct investigation. Like other inquiries covered by the FCRA, this only
applies if the employer hires an outside party to conduct the investigation.
It also means you will not receive a notice of your rights as others who are subject to a
standard employment background check normally would. If, at the end of the
investigation, the employer decides to take some action against you, you receive the
"adverse action" notice only after the action has been taken.
You will receive only a "summary" of the investigation report, but not the more detailed
report that may include sources.
Who will see the investigation report!!
The report may be communicated to:
 The employer or its agent.

 Any federal or state officer, agency or department or any officer, agency or
department of a unit of general local government.
 Any self-regulatory organization with regulatory authority over the activities of
the employer or the employee.
 Others, as is otherwise required by law; or
 A government agency, in accordance with an existing FCRA section that allows a
consumer reporting agency to disclose personal identifying information to a
government agency.
Can I dispute the findings
Not under the BG dispute procedure. That is because this new section on workplace
misconduct investigations was affected by removing this type of investigation from the
definition of "consumer report." Thus, the usual protections that apply to a "consumer
report" conducted for employment purposes do not apply to workplace misconduct
investigations. If you find yourself in this position, you will probably want to seek the
advice of an employment law attorney.
 Medical records or payments.
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 Residential or tenant history.
 Check writing history. Employment history.
 Insurance claims.
For job applicants and employees, this means, starting in January 2005, you may receive
a free copy of your "file" maintained by a "nationwide specialty consumer reporting
agency" that supplies employers with background checks. Before, you could request a
copy of your "file" but would have to pay for it.
Now, companies that provide employment background check reports have to, as a
minimum, set up a toll-free number that gives you instructions on how to get the
information in your "file." Companies may but are not required to also provide access to
the free "file" disclosure through a web site address.
Your "file" is not the same as your "report." The "report" is the document the background
screening company gives to your employer. The gives you the right to receive a copy of
your "report" directly from the employer," but only if the employer issues an "adverse
action" notice. Your "file" is defined in the as ".all of the information [about you]
recorded and retained by a consumer reporting agency regardless of how the information
is stored." You are entitled to see your "file," whether or not the employer gives the
"adverse action" notice.
Investigative Consumer Reports:
The background check that includes interviews with "neighbors, friends, or associates"
about your "character, general reputation, personal characteristics, or mode of living" is
called an "investigative consumer report."
When information about you is gathered from interviews, the requires a separate
disclosure. You are also entitled to know the "nature and scope" of an investigative
consumer report, but you have to ask. For more on how the staff interprets the term
"investigative consumer report" and other keys topics under the
How to Prepare for a Background Check
When you know you are going to be on the job market, take the following steps to reduce
the chances that you and/or the potential employer will be "surprised" by information
found in the background check process:
 Order a copy of your credit report. If there is something you do not recognize
or that you disagree with, dispute the information with the creditor and/or credit
bureau before you have to explain it to the interviewer. Another individual's name
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may appear on your credit report. This happens when someone mistakenly writes
down the wrong Social Security number on a credit application causing that name
to appear on your file. Or you might be a victim of identity theft.
 Check court records. If you have an arrest record or have been involved in court
cases, go to the county where this took place and inspect the files. Make sure the
information is correct and up to date.
Reporting agencies often report felony convictions when the consumer truly
 Check DMV records.
Request a copy of your driving record from the Department of Motor Vehicles, especially
if you are applying for a job that involves driving.
Many employers ask on their application if you were ever convicted of a crime.
Or they might word the question to ask whether you have ever been convicted of
a felony or misdemeanor. Typically, the application says you do not have to
divulge a case that was expunged or dismissed, or that was a minor traffic
violation.
 Do your own background check. If you want to see what an employer's

background check might uncover, hire a company that specializes in such reports
to conduct one for you. That way, you can discover if the data bases of
information vendors contain erroneous or misleading information. (Consult the
Yellow Pages under "Investigators.") Or, you can use one of the many online
search services to find out what an employer would learn if conducting a
background check in this way.
 Ask to see a copy of your personnel file from your old job. Even if you do not
work there anymore, state law might enable you to see your file. Under you can
access your file until at least a year from the last date of employment. And you
are allowed to make copies of documents in your file that have your signature on
them. You may also want to ask if your former employer has a policy about the
release of personnel records. Many companies limit the amount of information
they disclose.
 Read the fine print carefully. When you sign a job application, you will be
asked to sign a consent form if a background check is conducted. Read this
statement carefully and ask questions if the authorization statement is not clear.
Unfortunately, jobseekers are in an awkward position, since refusing to authorize
a background check may jeopardize the chances of getting the job.
Notice of a background check has to be on a separate form. The only other

information this form can include is your authorization and information that
identifies you. Neither the notice of a background check nor any other form
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should ask questions like "race," "sex," "full date of birth," or "maiden name."
Such questions violate the federal Equal Employment Opportunity laws. And, you
should not be asked to sign any document that waives your right to sue a
screening company or the employer for violations of the law.
 Tell neighbors and work colleagues, past and present, that they might be asked
to provide information about you. This helps avoid suspicion and alerts you to
possible problems. In addition, their prior knowledge gives them permission to
disclose information to the investigator. Forewarning others speeds up the process
and helps you get the job faster.
 Request previous background check reports. If you have been the subject of a
background check covered by the BG Department, you may be entitled to receive
a copy of your "file" from the employment screening company. If you do not
know the name of the screening company, ask the employer who requested the
check. For more on your right to get a free employment report,
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Company Profile
M/S Praghathi Consultancy Services

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At PCS, we energetically strive to deliver the best employment options for great
companies and the associates we place within them. We serve best and respected
companies by sending them the highest-quality individuals for temporary, temp-to-hire
and full-time positions.
Companies make Pragathi their first choice for full-time, direct hire, temp-to-hire and
temporary employment agencies because we're at the forefront of the ever-changing
staffing industry. We meet our clients' needs - precisely, quickly and cost-effectively -
with the finest talent.
Young and very experienced - that's probably the best way to describe us !
Pragathi helps companies in searching, selecting and managing the ever-valuable human
assets. Formed in 2005, PCS enjoys an enviable reputation for delivering efficient,
effective and professional solutions to meet our IT and ITES clients’ diverse recruitment
needs. We guide the candidates too about the best opportunities in the marketplace, and
constantly advise them in their career progression.
Pragathi Consulting brings valuable experience to benchmark, revise, implement and

preach the best practices of recruiting to our clients. We will conduct business and HR
process reviews to assess what works and what doesn't within the client's unique
corporate environment.
Pragathi Consulting will implement methods to decrease the joining time, reduce the
cost-per-hire, and propose tailored solutions to streamline your recruitment process. Our
services give you the opportunity to focus your expertise where it counts - on your unique
business endeavors. Our goal is to ensure that our clients succeed in meeting their hiring
goals with cost-effectiveness in mind.
Our recruitment performance consulting services are designed to help take your company
to the next level of recruitment capability. Our recruitment consultants are all senior level
recruiters with years of IT and software experience in recruiting, screening, and hiring
techniques that produce lasting results in IT sector.
Adopt a "Do what it takes to get the job done”
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About Pragathi
* Mission
* Objectives
PCS is a dream of professional technocrats incorporated in 2005, with an aim to provide

customized software solutions of the utmost quality in the shortest of time spans and
being the most cost effective. A committed technical and marketing team backs the core
group of people having over 50 person-years of experience in the industry.
Our role in unfurling the latest techniques, the quality of our services, our spirit of
innovation and our sound management principles have earned us the confidence and trust
of an extensive client base. We strive for excellence in:
* Acquiring and in depth understanding of our clients business sectors

* Proposing solutions tailored to the specific needs of each client firm
* Effectively carrying out the technology transfer
* Delivering our services according to deadlines and within budgets
MISSION
To be agents of change for our clients, facilitating their passage form given condition to a
more desired, improved one and by providing information technology solutions to their
business needs.
OBJECTIVES
To be recognized and sought out as the best 'agents of change' because of
* The soundness of our recommendations
* The relevance of our solutions
* Our technical expertise
* Our uncompromising search for excellence
* Our concern of human impacts
Companies make Prahgathi consultancy Services their first choice for full-time, direct
hire, temp-to-hire and temporary employment agencies because we're at the forefront of
the ever-changing staffing industry. We meet our clients' needs - precisely, quickly and
cost-effectively - with the finest talent.
Young and very experienced - that's probably the best way to describe us !
Prahgathi consultancy Services helps companies in searching, selecting and managing the
ever-valuable human assets. Formed in 2005, Prahgathi consultancy Services enjoys an
enviable reputation for delivering efficient, effective and professional solutions to meet
our IT and ITES clients’ diverse recruitment needs. We guide the candidates too about
the best opportunities in the marketplace, and constantly advise them in their career
progression.
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Services
1. IT and Non- IT job consultancy
2. Education consultants
3. Computer sales and service
4. Digital signature product
Prahgathi consultancy Services Consulting brings valuable experience to benchmark,

revise, implement and preach the best practices of recruiting to our clients. We will
conduct business and HR process reviews to assess what works and what doesn't within
the client's unique corporate environment.
Prahgathi consultancy Services Consulting will implement methods to decrease the

joining time, reduce the cost-per-hire, and propose tailored solutions to streamline your
recruitment process. Our services give you the opportunity to focus your expertise where
it counts - on your unique business endeavors. Our goal is to ensure that our clients
succeed in meeting their hiring goals with cost-effectiveness in mind.
Our recruitment performance consulting services are designed to help take your company
to the next level of recruitment capability. Our recruitment consultants are all senior level
recruiters with years of IT and software experience in recruiting, screening, and hiring
techniques that produce lasting results in IT sector.
Adopt a "Do what it takes to get the job done” attitude.”
Priority ONE Consulting will work with you assess your company's current recruiting
processes and identify methods to decrease cost per hire, time to fill rates, and enhance
the screening process to hire people whose skills and talents align with our clients
technical and corporate culture goals. We would be helping you to improve both your
performance efficiency and effectiveness.
Clients
Skilled, experienced, high-quality professionals are always at a premium and the

competition to acquire such individuals will always be fierce, especially in these booming
times. At Prahgathi consultancy Services , we believe that by fostering a positive,
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professional and attractive culture, we are able to attract these candidates on behalf of our
clients.
Relationships are at the core of our business. To successfully match candidates to clients,
we believe we have to look at more than a resume.
We prefer for our consultants to meet with clients at their offices. This allows us to gain
an insight into a client's working culture, as well as taking a detailed brief about their
company and the position they wish to fill.
Our candidates are our product and we want our product to be the best. We attract
prospective applicants through advertising, and intensive searching and selection through
job portals, and our in-house databases, and will invite only those we judge to be of
suitable quality to interact with one of our consultants for private interviews. At this
point, our consultants will add a comprehensive report to the candidate's application.
We use self-developed enterprise recruitment software, enabling us to conduct a

comprehensive search of our candidate database for the criteria specified by our clients.
We also have the latest skills testing software to validate the candidate's proficiency and
experience on all the major software technologies. We can assist in managerial aptitude
and psychometric tests too.
Only candidates who complete our rigorous selection process will be entered into our
records and considered for a specific role or other appropriate appointments. We don't
add everyone we meet to our books.
For additional information, prior to interviews, clients are provided with our consultant's
initial interview reports. Interviews usually take place at the client's offices, but if
required, we are happy for our clients to make use of our offices.
Key Clients:
Skilled, experienced, high-quality professionals are always at a premium and the

competition to acquire such individuals will always be fierce, especially in these booming
times. At Pragathi, we believe that by fostering a positive, professional and attractive
culture, we are able to attract these candidates on behalf of our clients.
Relationships are at the core of our business. To successfully match candidates to clients,
we believe we have to look at more than a resume.
We prefer for our consultants to meet with clients at their offices. This allows us to gain
an insight into a client's working culture, as well as taking a detailed brief about their
company and the position they wish to fill.
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Our candidates are our product and we want our product to be the best. We attract
prospective applicants through advertising, and intensive searching and selection through
job portals, and our in-house databases, and will invite only those we judge to be of
suitable quality to interact with one of our consultants for private interviews. At this
point, our consultants will add a comprehensive report to the candidate's application.
We use self developed enterprise recruitment software, enabling us to conduct a
comprehensive search of our candidate database for the criteria specified by our clients.
We also have the latest skills testing software to validate the candidate's proficiency and
experience on all the major software technologies. We can assist in managerial aptitude
and psychometric tests too.
Only candidates who complete our rigorous selection process will be entered into our
records and considered for a specific role or other appropriate appointments. We don't
add everyone we meet to our books.
For additional information, prior to interviews, clients are provided with our consultant's
initial interview reports. Interviews usually take place at the client's offices, but if
required, we are happy for our clients to make use of our offices.
HR Team:
PCS also had on Excellent HR and Development team of 50+ man power Strength across
the world.
About HR Team:
Well Trained Staff of Four Professionals, and 2 of Business unit HR Professional, and
another Two for Training and HR operations.
Number of Departments in PCS
1. Technical Department
2. Administration
3. Human Resource
4. Finance& Accounts
5. Quality Department
6. Sale & Marketing

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Organization Chart of PCS
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CEO
Technical Finance HR & Admin

TecTTTechnical
Quality dept
Quality
Dot net Testing Business Java

one
HR Organization Chart
Corporate Manager- HR
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Assi Mgr-Recruitment Assi.Mgr-Documentation Assi.MgrContract Staffing
Documents Documents Staffing 2

1 Staffing 1
Recruitment1 Recruitment2
Organization Chart of Technical Team
VP- Operations
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Java Team Dot net Team Testing Team TSR Group
Intigrated QC
Support 1 Support 2 Support 3 Support 4
Registered Corporate office
Pragathi Consultancy Services,
#331,1st floor, 8th Cross
Aavalahalli Extn, BDA Layout

Girinagar
Bangalore - 560085.
INDIA
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Grade Structure
The PCS Grade structure is subject to change depending on the changes in the
policy
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Grade Technical Group Support Group *
A Trainee Trainee/Management
Trainee
B Engineer/Developer/Designer/Analyst/Writers/Editors.. Executive/System
Administrator/Associate
C Sr. Sr. Executive/

Engineer/Developer/Designer/Analyst/Writers/Editors Administrator
/Associate
D Team Leader - TL/PL
E Asst. Manager Asst. Manager
F Technical Manager/Technical Architect Manager/Branch

Manager/Regional
Manager
G Sr. Technical Manager/Chief Architect Sr. Manager/National

Sales Manager
H Vice President Operations
I Managing Director
*Support: Accounts, HR, System Admin, Quality, Tech Support, Marketing
Experience Level :
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A 0-1
B >1- 3
C >3-5
D >5-7
E >7-10
F > 10 yrs, based on the expertise and managerial

capabilities, technical competencies..
G
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Research and Methodology
Statement of Problem:
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Human resource has gained a wide acceptance in the industry. The objective of the study
was to access employee satisfaction. This has led to the need for more experienced and
skillful employee where to be trained to meet the organization requirement.
People in an organization are the most productive resource and also the most expensive
organization spends on this resource in order to extract the best contribution out of them.
A small judgment error in rectifying a non retainable employee could lead to decal losses
in terms of time and money spend on his training and job socialization as also initial
losses in terms of job held up due to vacancy in position and other related job being
postponed in today’s fast pace corporate world, time management being important, such
errors are not called for therefore more stress is laid on efficient, effective and potential
worker for the organization corporate world today recruits people directly and prudently
rather simply hire and fire people.
The mobilization of money, the construction of factory building, the purchase and
installation of machines and procurement of materials are the initial measures taken by a
management in the establishment of a company. The recruitment and selection of people
to man and machines and auxiliary services form a part of these initial measures.
Without people to man and plant, the collection of physical resources by itself will not
serve only purpose. The hiring of men and women required is more important than the
marshalling of physical resources in the establishment of the company and the attainment
of its objectives. Note that the hiring of people is confirmed to the initial stages in the
formation of an enterprise. The employment is continuous one and it ends only when the
enterprise eases to exist.
More important, an enterprise grows and diversifies, and so there is great need for men
and women. Recruitment and selection, therefore becomes a specialized function and is
disclosed by the personnel department. In act, employments are one of the foremost
functions of the human resource development.
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Therefore, it is necessary to know about the employment function i.e.,
recruitment, selection, interviews, placing and orientation of personnel’s. HR is the major
inputs for any organization to achieve its objectives. Therefore it’s important for any
organization to spend time and money till the right personnel are found.
Field of study:
This project work was carried out at (Pragathi Consulting Services ) PCS., Bangalore.
Research samples:
IT industry plays a very important role in the economy. The sample was therefore
chosen as it portrays the needs of the researchers.
Research provides an insight into any study top basically evaluate and judge the data or
to find the solution to any given problem a simple is representative of a group or
population that identifies itself as part of it. The sample chosen for this report is M /S
Pragathi Consultancy Services , Bangalore.
Objectives of the study:

Background Verification & analysis are one of major HRM function that helps manager
to keep the skilled members in the organization.
Data Collection:
The data collected contains primary data and secondary data. The primary data
has been collected mainly by interviewing and also observation and audit. Secondary data
has been obtained from published journals, company broachers, books, internet, etc.
Limitations of the Study:
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1. As the project is prepared for academic purpose only, it suffers from the
limitations of time and money, due to which analytical study into all the strategies
adopted by the organization was not possible.
2. The study was completed with in short span of time that was available.
3. The report also suffers from the limitations of exhaustiveness as far as the
information is concerned.
4. All this study is limited to Pragathi Consultancy Services, Bangalore only.
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Data Analysis
1) Number of Respondent according to Gender.
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Gender No. Of Respondents Percentage
Male 48 64%
Female 12 16%
Contract Employees 15 20%
Total 75 100%
80
70
60
50
No. Of Respondents
40
Percentage
30
20
10
0
Male Female Contract Total
Emplyees
Feed Back:
The above Chart shows that 64% of Respondents is male and Female are 16% &
remaining20% respondents are others.
2) Are YOU Satisfied with Management Policies?
Management Policies No of Respondents Percentage

Yes 62 82%
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No 8 10%
Not Replied 5 8%
Total 75 100%
Management Policies
80
70
60
50
No of Respondents
40
Percentage
30
20
10
0
Yes No Not Total
Replied
Feed Back:
The above chart shows that 82 % respondents are satisfied with the management
policies.& Not Satisfied are 8 %.
3. Are you satisfied with Background check facility by the company?
Background Check No. of Respondents Percentage
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Yes 52 69%
no 20 26%
Not Replied 3 4%
Total 75 100%
Background Check Facility
80
70
60
50 No. of
Respondents
40
Percentage
30
20
10
0
Yes no Not Total
Replied
Feed Back :
The Above chart shows 69% respondents are satisfied with Background facilities given
by the company.& Not Satisfied are 4% of the employees.
4.Nature of Relationship bet’n the employees in organizations?
Relationship No. of Respondents Percentage

Excellent 61 81%
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Good 8 10%
Average 7 9%
Total 75 100%
Relationship
80
70
60
50 No.of
Respondents
40
Percentage
30
20
10
0
Exelent Good Average Total
Feed Back:
The above chart shows 81% of the respondents had excellent employees in the
organization, Good 10% & Average 9%.
5.Type of Background Check Offered?
Checks No .of Respondents Percentage
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National Checks 48 64%
International Checks 15 20%
Both 12 16%
Total 75 100%
Total Checks Graph
80
70
60
No .of
50 Respondents
40
30 Percentage
20
10
0
s s th l
ck ck ta
he he Bo To
lC lC
na na
it o it o
N
a na
ter
In
Feed Back:
The above chart shows that 64% of respondents prefer National check & 20%
International Checks type , Both preferred for 20%.
6)Does an Organization give importance to Background Checks?
BG Checks No. of Respondents Percentage

Yes 52 69%
No 10 13%
Not Replied 13 17%
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Total 75 100%
Importance of Background Check
80
70
60
50 No. of
Respondents
40
Percentage
30
20
10
0
Yes No Not Total
Replied
Feed Back
The above chart shows 69% of respondents feel the organizational is interested in
Background check formalities, No for 13% and 17% are not replied.
7.Do you feel that your organization is well prepared to meet today’s challenges?
Challenges No. of Respondents Percentage

Yes 68 90%
No 5 6%
Not Replied 2 2%
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Total 75 100%
Challenges
80
70
60
50 No. of
Respondents
40
Percentage
30
20
10
0
Yes No Not Total
Replied
Feed Back
The above chart shows all the 90% respondents agree that their organization is well
prepared to meet today’s challenges, 6% are no response.
8. Do you have faith in Background check agency?
General opinion No. Of respondents Percentage

Yes 49 65%
No 11 14%
Not Replied 15 20%
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Total 75 100%
Faith in Background Check
80
70
60
50 No. Of
respondents
40
Percentage
30
20
10
0
Yes No Not Total
Replied
Feed Back
The above chart shows all the respondents have faith in their company’s policies.65%
yes ,14% no feed back & not replied 20%.
9)Do you prefer internal BG Agency or External Agency?
Type No . of Respondents Percentage

Internal 25 33%
External 50 67%
Not Required nil 0%
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Total 75 100%
Type of Background Check
80
70
60
50 No . of
Respondents
40
Percentage
30
20
10
0
Internal External Not Total
Required
Feed Back
The above chart shows the 67% of respondents have prefer External Agency..
10.Are you happy with the Background Check process?

Yes 52 69%
No 10 13%
Not Replied 13 17%
Total 75 100%
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80
60 No. of
Respondents
40
Percentage
20
0
s d l
Ye No l ie ota
Rep T
t
No
Feed Back:
Around 69% of the people are happy with the B.G Check process, Not Satisfied are
13%, and Not Replied are 17%.
11.How do you feel about Background Check Process & panel?

Excellent 30 40
Good 33 44
Satisfactory 10 13.3
Poor 2 2.7
________________________________________________________________________
Periyar University
________________________________________________________________________
Total 75 100
200
150 Percentage
100
No. of
50
Respondents
0
or l
nt d
or
y ta
l le oo ct P o
T o
ce G
fa
Ex a tis
S
Feed Back :
44% of the respondents felt good about BG Check Panel &The parentage of poor
we got only 2.7 percentage.
12. Did the PCS meet your expectations?

Yes 45 60
________________________________________________________________________
Periyar University
________________________________________________________________________
No 16 21.3
Not Replied 14 18.7
Total 75 100
200
150 Percentage
100
No. of
50 Respondents
0
s d l
Ye No lie ota
e p T
tR
No
Feed Back:
Around 60% Respondents felt that PCS met their expectations.
13.Are you happy with the salary what you offered from the company?
________________________________________________________________________
Periyar University
________________________________________________________________________
Yes 45 60
No 30 40
Not Replied -- --
Total 75 100
120
100 No. of
80 Respondents
60
40 Percentage
20
0
d l
Ye
s No lie ota
e p T
tR
No
Feed Back:
60% of the respondents are happy with their salary.
14.Did PCS Management fulfill commitment which is given to you at the time of
interview?
________________________________________________________________________
Periyar University
________________________________________________________________________
Yes 65 86.7
No 10 13.3
Not Replied -- --
Total 75 100
120
100 No. of
80 Respondents
60
40 Percentage
20
0
d l
Ye
s No lie ota
e p T
tR
No
Feed Back
87% of Respondents were happy with PCS commitment & Response.
15.How do you come to know about openings in PCS?

Friends 5 6.7
Internet 23 30.7
________________________________________________________________________
Periyar University
________________________________________________________________________
News Papers 40 53.3
Others 7 9.3
Total 75 100
200
Percentage
150
100
No. of
50
Respondents
0
t s l
n ds rne er er
s
ota
ir e e p t h T
F In
t Pa O
w s
Ne
Feed Back
54% of Respondents came to know about PCS Through News letter.
16.Do you want to refer more friends to PCS?

Yes 58 77.3
No 8 10.7
Not Replied 9 12
________________________________________________________________________
Periyar University
________________________________________________________________________
Total 75 100
200
150 Percentage
100
No. of
50 Respondents
0
d l
Ye
s No lie ota
e p T
tR
No
Feed Back
77% of Respondents here happy to refer PCS to their Friends& Not Replied is 12%.
17. Did you have the right Designations?

Yes 34 45.3
No 27 36
Not Replied 14 18.7
________________________________________________________________________
Periyar University
________________________________________________________________________
Total 75 100
200
150 Percentage
100
No. of
50 Respondents
0
d l
Ye
s No lie ota
e p T
tR
No
Feed Back
Around 45% of the employees are happy with their Designations, and 36% of the
employees are not happy ,19% of the employees not responded.
18.What should be the company’s main source of BG Check?

Employment Bureau 4 5.3
Direct Verification 17 22.7
________________________________________________________________________
Periyar University
________________________________________________________________________
Third Party Verification 39 52
Placement agency 13 17.3
Others 2 2.7
Total 75 100
200
150
100
Percentage
50
0
No. of
Verification
Third Party
Employment
Others
Respondents
Bureau
Feed Back
The mazor source of Verification from Third party about 52% & Secondary is Direct
Verifications which is 22.7%.
19.that should be the best BG according to your preference?

Internal Check 30 40
External Check 23 30.7
Both 22 29.3
Total 75 100
________________________________________________________________________
Periyar University
________________________________________________________________________
120
100
80
60
40 No. of
20 Respondents
0
k l Percentage
ec ck th ta
h he Bo To
a lC alC
n n
t er t er
In Ex
Feed Back
Both are Mandatory & Necessary, around 40% Prefer Internal Check & 38% Prefer
External Check.
20.Did you fully know about the company policies before joining in this company?
Yes 10 13.3
No 65 86.7
Total 75 100
________________________________________________________________________
Periyar University
________________________________________________________________________
200
150 Percentage
100
No. of
50 Respondents
0
Yes No Total
Feed Back:
Around 86.7% percent of the peoples was not knowing the fact, only 13% are knowing it.
21.Did you Informed details during BG Check?

Yes 6 8
No 69 92
Total 75 100
________________________________________________________________________
Periyar University
________________________________________________________________________
120
100
80 No. of
Respondents
60
Percentage
40
20
0
Yes No Total
Feed Back
Around 92% says no the question, but only 8% are responded yes.
22.How do you think about BG Check and selection procedure in your company?
Satisfactory 72 96
Unsatisfactory 3 4
Total 75 100
________________________________________________________________________
Periyar University
________________________________________________________________________
200
150
100
Percentage
50
0
l No. of
y y ta
t or tor To Respondents
c ac
fa it sf
tis
Sa sa
Un
Feed Back
The Overall percentage is 96 say satisfactory, and 4% are says not satisfactory.
________________________________________________________________________
Periyar University
________________________________________________________________________
Findings from the study
The data collected and analyzed and general observation has proven that Pragathi
consultancy Services (PCS). Has done remarkable job in its Human resource
development.
The main findings are as follows:
________________________________________________________________________
Periyar University
________________________________________________________________________
1. Each and every employee is well prepared to meet today’s challenges.
2. The Employees Recruited from through the employee screening programs are
well documented as the company requires various types of personnel to meet the
job related programmers behavioral programs and Quality related programs.
3. The Management most of the times responds to the agencies to conduct survey
on employee Background screening.
4. Employee Screening program not only provides the Family Background of the
personal to be recruited But also provides information’s on latest strengths and
changes such as convergence concepts scenario in the coming years.
5. Employee Screening programs also lays more emphasis in finding out a
professional who has got the knowledge of problem solving skills.
6. The organization must give encouragement in career planning of employee with a
view to attain organizational Goals.
7. Employment screening programs in a nutshell provides the overall satisfaction
for both the employees and Management.
8. There are employees in all experience level in the organization.
9. The internal department of core competencies and continuous process
improvements has made Pragathi Consulting Services, One of the most exciting
IT staffing companies to work for.
10. The management is showing their full efforts for the growth of M/S Pragathi
Consulting Services (PCS).
11. The company is having skilled employees who can give prime solutions to the
clients more effectively.
12. The management is showing there individual attention to each and every
employees for their betterment and to groom their skills.
________________________________________________________________________
Periyar University
________________________________________________________________________
Suggestions & Recommendations
1. Create awareness about Clients requirements among the employees by

maintaining high level of motivation and focus.
2. Design an effective system & Agency for conducting Employee Background
checks.
________________________________________________________________________
Periyar University
________________________________________________________________________
3. More attention is to be paid on the feed back as it gives necessary inputs for the
improvements in the future.
4. Quantify the performance off the employee so recruited.
5. Increase the competence levels among the employees by giving suitable Training
and Development Program.
6. Identify the competencies and behavior pattern to be developed in each individual
by way of performance Appraisals and ratings indicating the level of individual is
above expectation or according to the expectation or bellow the expectation.
7. Provide training to the employees so that they will get better knowledge, skills,
Morale and attitude.
8. Convert Pragathi Consultancy Services (PCS). into a ‘learning and development
organization’ to make it a “GLOBAL PLAYER AND LEADER”.
9. Minimize Unnecessary Utilization of Lightings, Air Conditioner, and Lifts
&Items at which in turn help in cost reduction.
10. Maintaining Harmonious relationship with Employees and Management.
________________________________________________________________________
Periyar University
________________________________________________________________________
CONCLUSION
The Background Check is necessary due to the Following Reasons,
________________________________________________________________________
Periyar University
________________________________________________________________________
 The primary objective of Background check of Employees is to ensure
availability of a competent and willing work force to organizations.
 Its main objective is to make the organization people oriented.
 To be ethically and socially responsible to the needs and challenges of the society
while minimizing the negative impact of such demand upon the organization. The
failure of organizations to use there resources for the society’s benefits in ethical
way may lead to restrictions,
 To recognize the role of Background in Bringing about organization
effectiveness. Background is not an end self. It is only a means to assist the
organization with its primary objectives.
 To maintain the departments contributions at a level appropriate to the
organizations need. Resources are wasted when Background demands.
 .To assist employees in achieving their personal goals, at least insofar as these
goals enhance the individual’s contribution to the organization. Personal
objectives of employees must be met if workers are to be maintained, retained and
motivated.
Those two words have been devastating to many businesses — and they could cost you
millions of dollars. Negligent hiring is the failure to check the backgrounds of job
applicants before you hire them.
A trucking company was ordered to compensate a family when several family members
were injured in an accident caused by one of its drivers. The amount awarded was many
times what it would have been had the company checked the driver's record before hiring
him.
Every day people with criminal records, falsified educational credentials, and other
serious liabilities are hired by companies who fail to thoroughly check their backgrounds.
The result can be acts leading to expensive negligent hiring lawsuits.
Knowing the backgrounds of the people you hire is absolutely essential because a
business can be held liable for accidents and crimes committed by its employees.
To protect your company and minimize risk, get reliable background information about
everyone you consider for employment.
________________________________________________________________________
Periyar University
________________________________________________________________________
Few Tips For A Better Criminal Background Check
1 Get Complete Information From Your Applicant..
2 Order An Address History Search.

3 Easy Backgrounds' Address History Search is based on an applicant's
Social Security Number and name, so in addition to former addresses, the
results will confirm if it is a valid number and the names associated with
it.
4 Compare Criminal Background Check Results. Include Work Locations.
5 Credit Checks for Employment.
6 Obtaining Birth Dates Without Violating The Law.
7 Get Names of Supervisor and Co-Workers.
8 Run A Statewide Criminal Search.
9 Integrate With Your Applicant Tracking System.
10 With The Times. In time response from the previous employer.
________________________________________________________________________
Periyar University
________________________________________________________________________
Bibliography
1. Principles of Management
- By R.N.Gupta.
2. Business Management
- By Reddy and Appanaiah
3. Personal Management and Industrial Relations
________________________________________________________________________
Periyar University
________________________________________________________________________
-By Dr.T.N.Bhagoliwali
4. www.Google.com
5. www.KarnatakaHRGroup.com
6. www.HRCommunity.com
7. www.HRIndia.com
8. Mr.BV Raghunath – (HRD Professional
________________________________________________________________________
Periyar University
________________________________________________________________________
Annexure &Questionnaires
1) Are you happy with the Background Check process?

a) Yes
b) No
2) How do you feel about BG Process & Plan of Action?

a) Excellent
________________________________________________________________________
Periyar University
________________________________________________________________________
b) Good
c) Satisfactory
d) Poor
3) Did the PCS meet your expectations?

a) Yes
b) No
4) Are you happy with the salary what you offered from the company?
a) Yes
b) No
5) Did PCS Managing commitment which is given to you at the time of interview?
a) Yes
b) No
6) How do you come to know about openings in PCS?

a) Friends
b) Internet
c) News Paper
d) Others
7) Do you want to refer more friends to PCS?
a) Yes
b) No
8) Did you have the right Designations?

a) Yes
b) No
9) What should be the company’s main source of BG Check?
a) Employment Bureau
b) Direct Verification
c) Third Party Verification
d) Placement agency
e) Others
________________________________________________________________________
Periyar University
________________________________________________________________________
10) What should be the best BC according to your preference?
a) Internal Check
b) External Check
c) Both
11) Did you fully know about the company policies before joined in this company?
a) Yes
b) No
12) Did you under gone any Written Test during BG Check?
a) Yes
b) No
13) What do you think about BG Check and selection procedure in your company?
a) Satisfactory
b) Unsatisfactory
14) What are your Guidelines to PCS BG Check?
15) How about HR Feed back in PCS?
16) General opinion on PCS?
17) Career Growth in PCS?
18) Recent Development in PCS?

a) Satisfactory
b)Not Satisfactory
________________________________________________________________________
Periyar University
________________________________________________________________________
Thank You
----------------------------------------------------------------------------------------------
________________________________________________________________________

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Periyar University

“An Analytical study of

Background Verification of Employees & Analysis,

M/ S. Pragathi consultancy Services (PCS)

MASTER OF BUSINESS ADMINISTRATION

Under the Guidance of

Mr. Santosh Avadhani Prof..GG Pai B.A,A.T.I,M.B.A

SSR College of Science , Commerce & Management

Mr. Santosh Avadhani

SSR College of Science , Commerce & Management

M/S Pragathi Consultancy Services.

I hereby declare that the Project Report or the DISSERTATION entitled” An

M/S Pragathi consultancy Services (PCS)

SSR College of Science , Commerce & Management

SSR College of Science , Commerce & Management

This is to certify that the Dissertation entitled “ An analytical study of

Background Verification of Employees & Analysis,

At M/S Praghathi Consultancy Services ” submitted by Raghuprashantha MR in

SSR College of Science , Commerce & Management

I am pleased to record my gratitude and sincere thanks to my guide Prof. GG Pai

I would like to express my sincere thanks to Mr.N.N.Giri Principal SSRC, Bangalore-

SSR College of Science , Commerce & Management

Chapter No. Particulars Page No.

Certificate from the Organization

 Coercive training by government.

Scope of Human Resource Management

Employee Maintenance Employee Motivation

Human Resource Management in PCS :

Objectives of the HRM are to secure the following: -

Introduction to Background Check

1) The economic needs,

Background Deals with the management of people in an organization. It is a

Background deals with the management of people in an organization. It is a

Background is related to the ‘continuous process of manpower planning, selection,

Objectives of Background Check:

The primary objective of Background check of Employees is to ensure availability of a

5) To assist employees in achieving their personal goals, at least insofar as these

10 Tips For A Better Criminal Background Check

1. Get Complete Information From Your Applicant. A criminal background

2. Order An Address History Search. This search serves as the foundation of a

3. Easy Backgrounds' Address History Search is based on an applicant's Social

6. Obtaining Birth Dates Without Violating The Law. As a potential employer,

Why We need the Employee Background Check!!!!

Employee Background Check Services

 General Information Reports

Provides pre-employment screening and background checks in the areas of fraud

Provides HR professionals and hiring managers with full service employment

Screening Services is a leading provider of employment background checks, drug testing

National online provider of employee background checks and investigative services.

Employment screening and background check firm provides comprehensive background

Employment Background Checks:

Why Does an Employer Conduct a Background Check: Employers check potential

 Current events have caused an increase in employment screening.

 Corporate executives, officers, and directors now face a degree of scrutiny in

 False or inflated information supplied by job applicants is frequently in the

I don't have anything to hide. Why should I worry!!!

What Is Included in a Background Check!!

Background reports can range from a verification of an applicant's Social Security

Driving records Vehicle Credit records Criminal

Social Security Education Court records Workers'

Bankruptcy Character Neighbor Medical

Property Military records State licensing Drug test

Past employers Personal Incarceration Sex offender

Background Verification of Employees & Analysis

Background Verification of Employees & Analysis