Escolar Documentos
Profissional Documentos
Cultura Documentos
Faculty Mentor
Dr.Bhupender Kumar Som
JIMS
Corporate Mentor
Mr. Manuj Makhija
Deputy-HR, Proptiger
Submitted By:
Taniya Tandon
Roll No.:-FB13118
Batch 2013-15
ACKNOWLEDGEMENT
The completion of any project is not complete without thanking the people behind the
venture & this project is no exception. Racing against the time & fast approaching
deadlines, the fact that we were able to successfully complete the project in Analysis on
Talent Acquisition just in time would not have been possible without the help and
support of many people. Their constant guidance & encouragement coupled with our
commitment were the cornerstones for the successful completion of the project.
Last but not the least; I am grateful to all the employees of Proptiger Reality Pvt. Ltd
for their unfolding Stretch on which the Project has been written. Also I am grateful to
my entire faculty at Jagan Institute of Management Studies for their guidance, vital
support and cooperation.
I am also much grateful to my parents for their support & inspiration on this project.
DECLARATION
I here by declare that this project titled Analysis on Talent Acquisition submitted by the
undersigned to JIMS has been carried out by me. Further I declared that this is my original
work carried out under the guidance of Mr.Manuj Makhija in partial fulfillment of PGDM
Course for the award of diploma.
All the contents of this project report are true and to my best of knowledge has not been
submitted earlier to any other university or institution for award of Degree / Diploma /
Certificate or published any time earlier.
Signature:
Name: Taniya Tandon
CONTENTS
4
EXECUTIVE SUMMARY
2.
7-14
3.
VISSION,MISSION
15
4.
18-25
5.
26-28
6.
CHECKLIST
29-37
7.
FINDINGS
38
8.
CONCLUSIONS
39
9.
40-43
10.
LEARNINGS
44
11.
BIBLOGRAPHY
45
12.
APPENDIX
46
13.
ANNEXURES
47
1.
EXECUTIVE SUMMARY
5
A person is known by the company that he keeps and a company (organization) is known by
the people that it hires. The human resources are the most essential and important assets of an
organization. An organizations success is highly dependent on its people. Every organization
ensures that it has the right number and the right kind of people, at the right time and the right
place, in order to achieve its planned goals and activities. This concept of right number and
right kind of people for the right job is the essence of recruitment and selection. These are the
people with requisite skills, qualifications and experience.
There is no doubt that the world of work is rapidly changing. As part of an organization then,
HRM must be equipped to deal with the effects of the changing world of work.
Starting with recognizing the vacancies and planning for them is a great task. Moreover
selecting attracting the suitable candidates and selecting the best person in time is a
challenge.
The cost of the recruitment is significant. So proper planning and formulate those plan is the
task that require more focus and improvement. Equal opportunity and sourcing is also a vital
part. Realizing this need we tried to find the difference and similarities between theoretical
aspects with the practical steps taken by the company.
The work assigned to me was of Recruitment and Selection. I was responsible for calling the
desired candidates from the resume extracted from the Naukri portal. In the starting was
given a data of around 160 candidates to call them and tell them about the openings in the
company profile.
Later on, I was searching the candidates resume from the Naukri portal and had to call them
for the interview.
COMPANY PROFILE
6
PropTiger is an independent real estate advisor with a pan-India presence. We possess vast
experience and knowledge of real estate in India, and aspire to be your first port of call if you
want to buy a residential property in India. Led by a group of dynamic and visionary
investors, PropTiger aims to utilize its vast knowledge of the real estate sector to help those
looking to buy property in India.
Our mission is:
"To help Indian families buy their dream home."
Headquartered in the National Capital Region of Delhi (NCR), PropTiger has been founded
by alumni of Harvard Business School, IIT and ISB who possess decades of combined
experience in real estate in India as well as abroad.
PropTiger has a team of real estate experts spread across 8 cities in India, namely Noida,
Gurgaon, Mumbai, Pune, Bangalore, Chennai, Kolkata and Ahmedabad. Each of our
staff is well trained across various aspects of buying residential property we assist you right
from narrowing down the various options to selecting the ideal property for you and
completing the final paperwork related to the transaction. Rest assured, that our assistance is
completely transparent.
PropTiger is very selective in choosing real estate developers to partner with. Our in-house
risk management team carries out extensive due diligence and research on each of our
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developer partners to check for any irregular practices on their part. We make constant efforts
to ensure that our clients are not being exposed to any kind of risks.
The following is a representative list of some of the developers we work with by city:
Noida
Gurgaon
Mumbai
Pune
Bangalore
Chennai
Ahmedabad
Indore
SERVICES OFFERED
We believe that our focused approach helps us stand out and gives us an edge over
competitors. Therefore, Prop Tiger only offers the following two services:
If you are a first time buyer of residential property in India, chances are that you might be
anxious and somewhat confused about how to buy a house and how to get it financed through
a home loan. This is where PropTiger comes in to assist you. We recognize that there are
numerous real estate brokers, consultants and advisors. However, what sets us apart from all
these worthy competitors is our unique combination of services related to property and loan
advisory.
The following are sequence of steps that our experts will take you through, so that you can
buy your dream house in an easy and hassle free manner:
Budget analysis and affordability of property - how much can you afford and what
is your loan capacity.
Negotiation with developer for best price, terms of payment and location in tower.
Assistance in the completion of paperwork, so that the developer can send across the
allocation letter once initial installments have been paid.
WORK @ PROPTIGER
PropTiger recognises the contributions of its employees and treats each individual fairly and
consistently in all matters, with a uniform application of the following Human Resources
philosophies:
Team Work
10
Expertise
The company is committed to training its people and helping them grow
professionally.
Integrity
Openness
11
We are an open organization. We are equal stakeholders. Feel free to ask anyone in the
organization for any assistance
Innovation
Feel free to innovate! That's how you will contribute to your and the organization's
learning
Employee Centricity
Candor / Introspection
12
Introspect your actions and activities of the company to ensure that we are heading in
the right direction.
Passion
Feel the passion towards the company and your work. It is this passion which will
motivate you to come to work every day.
Ownership
13
LIFE @ PROPTIGER
Our employees are at the heart of our company and we value teamwork, integrity, and
positive energy. We believe every employee joining PropTiger is blessed with some unique
talent and our customised training helps to further sharpen their skill set.
We ensure that our employees efforts are fully recognised and substantially rewarded with
our Rewards & Recognition programme. Top performers are sent to sponsored national and
international destinations. Being a young and vibrant organization there is a lot of room for
innovation and creativity. Work hard and party harder is our way of life!
Its a firm belief in PropTiger that communication is the key to build great teams and our
culture reflects an open communication at levels and across hierarchies. We strongly believe
in women's empowerment and take continuous initiatives to support this. If being part of a
dynamic company excites you, join our dedicated and talented team and build an exciting
career with PropTiger.
Proptiger.com intends to connect the buyer of various properties with the seller of such
properties through its Website. In providing unified interface to certain real estate projects,
proptiger or any of its affiliates or group companies does not provide any service of any
nature to the users either for commercial purposes or otherwise save and except for the
limited purposes of providing access to a communication system over which information
would be made available by third parties to you which shall be transmitted or temporarily
stored or hosted. However, proptiger.com does not:
MISSION
To help Indian families buy their Dream House
VISION
To become India's largest Real Estate Broker want to be the first port of call for
Indians looking to buy a home
15
Importance of Recruitment
Attract and encourage more and more candidates to apply in the organization.
Create a talent pool of candidates to enable the selection of best candidates for the
organization.
Determine present and future requirements of the organization in conjunction with its
personnel planning and job analysis activities.
16
Recruitment is the process which links the employers with the employees.
Increase the pool of job candidates at minimum cost.
Help increase the success rate of selection process by decreasing number of visibly under
qualified or overqualified job applicants.
Help reduce the probability that job applicants once recruited and selected will leave the
organization only after a short period of time.
Meet the organizations legal and social obligations regarding the composition of its
workforce.
Begin identifying and preparing potential job applicants who will be appropriate
candidates
SOURCES OF RECRUITMENT
Every organization has the option of choosing the candidates for its recruitment processes
from two kinds of sources: internal and external sources. The sources within the organization
itself
(Like transfer of employees from one department to other, promotions) to fill a position are
known as the internal sources of recruitment. Recruitment candidates from all the other
sources (like outsourcing agencies etc.) are known as the external sources of the recruitment.
Internal Sources
Transfers
Promotions
Upgrading
17
Demotions
Retired Employees
Retrenched Employees
Dependents and relatives of decreased employees
External Sources
Press Advertisement
Educational Institutes
Placement Agencies
Employment Exchange
Labour Contractors
Unsolicited Applicants
Employment referrals
Recruitment at factory gate
PURPOSE OF RECRUITMENT
18
A recruiting programme helps the firm in at least four ways Attracting highly qualified and competent workforce.
Ensure that the selected candidates stay longer with the firm.
Make sure that there is a match between the cost and benefit.
Help the firm create a culturally diverse workforce.
PROCESS OF RECRUITMENT
This analysis can form the basis of a job description and person specification.
Step 2 - Prepare a job and person profile
A person specification or job profile states the necessary and desirable criteria for selection.
Increasingly such specifications are based on a set of competencies identified as necessary for
the performance of the job. Include:
The document formed from the person specification can then be used to inform the criteria
you use to shortlist applicants.
Staff referrals
Succession planning
Secondments
Job sharing
It is important not to forget the internal talent pool when recruiting. Providing opportunities
for development and career progression is an important factor for employee retention and
motivation
20
External methods: There are many options available for generating interest from individuals
outside the organization:
Online recruitment
Press advertising
Networking
Open days
Advertising remains the most common means of attracting and recruiting. Advertisements
should be clear and indicate the:
job location
reward package
job tenure (for example, contract length)
details of how to apply.
Advertisements should be genuine and relate to a job that actually exists. They should appeal
to all sections of the community using positive visual images and wording.
Step 4 - Managing the application process
There are two main formats in which applications are likely to be received: the curriculum
vitae (CV) or application form. It is possible that these could be submitted either on paper or
electronically and the use of e-applications (Internet, intranet and email) is now part of
mainstream recruitment practices
Application forms
Application forms allow for information to be presented in a consistent format, and therefore
make it easier to collect information from job applicants in a systematic way and assess
objectively the candidates suitability for the job. Be aware that application form design is
21
also important under the Disability Discrimination Act 1995, it may be necessary to offer
application forms in different formats.
CVs
The advantage of CVs is that they give candidates the opportunity to sell themselves in their
own way and dont have the restrictions of fitting information into boxes as often happens on
an application form. However, CVs make it possible for candidates to include lots of
additional, irrelevant material which may make them harder to assess consistently.
Step 5 - Selecting candidates
Selecting candidates involves two main processes: short listing and assessing applicants to
decide who should be made a job offer.
Short listing
The process of short listing involves slimming down the total number of applications
received to a shortlist of candidates you wish to take forward to the more detailed assessment
phase of the selection process.
When deciding who to shortlist, it is helpful to draw up a list of criteria using the person
specification .Each application can then be rated according to these standards, or a simple
scoring system can be used.
Assessment
A range of different methods can be used to assess candidates. These vary in their reliability
as a predictor of performance in the job and in their ease and expense to administer. Typical
methods include:
General interview
Competency based interview
In tray exercise
Role play
Presentation
22
The main objective of the recruitment process at the Jamshedpur plant of the Tata Motors is
to meet the manpower requirement for the supervisory, managerial and executive positions in
the most effective manner. Depending on the nature of the manpower requirement, the
recruitment process is followed.
CAMPUS RECRUITMENT
24
On the basis of the MPP done by the DM MPP, the manpower requirements are taken down
by the Recruitment Division. In case the requirements are that of GET/PGT/OT, then the
cadre recruitment is done. Once it is decided, then the campuses are rated on certain scales.
After that, the campus representatives are finalized and then they are oriented. In the
orientation process, they are given all the necessary required information regarding the
selection process. After the selection tests are conducted at the campus, the selected
candidates are called for the final interview at the MTC. The candidates who have qualified
the interview are sent for pre-medical tests. Appointment letters are sent to the successful
candidates while unfit candidates are informed through letters. After the joining formalities,
the training begins from July1st to June 30th next year. After the training period ends, the GET
Committee conducts the placement interview. On the basis of the interview, the candidates
are absorbed in the new division.
INTERNAL RECRUITMENT
In case the vacancy position identified can be filled internally through portal, then the
vacancy is filled through intra-location recruitment. Otherwise go for inter-location
recruitment.
INTRA-LOCATION RECRUITMENT
In case of intra-location recruitment, the advertisement is prepared with the help of the
concerned division and circulated through intranets and circulars. After receiving the
applications in the prescribed format, the candidates are short-listed in consultation with the
division. The short-listed candidates are called for the interview. Letters are sent to the
Divisional Head for the release of the selected candidates. Gap- Analysis is done and on the
25
basis of that gap, training and induction are carried out and finally, feedback are taken and the
candidate joins the new division.
INTER-LOCATION RECRUITMENT
Advertisement are prepared for the required vacancy with the help of the concerned division
and released by Mumbai. Applications are received and the short-listed candidates are called
for the interview. Releasing and joining letters are sent to the candidates On the basis gap
analysis training-programme are given to the candidates and they join the new division.
LATERAL RECRUITMENT
Requirements are specified to the consultants. CVs received from the consultants are short
listed in consultation with the concerned division. The short listed candidates are called for a
final interview. The selected candidates are sent for fitness test. Appointment letters signed by
DGM HR are sent to the medically fit candidates and the rejected candidates are informed
through letters. After induction, straining and other formalities, feedback is taken and the
candidate joins the new division.
26
Process Owner
STEPS
MRC
MRC
Presidents Approval
MRC
Corporate HR Approval
MRC
Campus Rating
Scales/grades defined for campuses.
Campuses rated on the basis of
Quality of student intake.
Faculty facilities.
Past track records.
MRC
Campuses informed
Letters sent to concerned campuses asking for dates and
the number of students appearing for the selection
27
process.
E-mails/Phone calls made accordingly.
MRC
MRC
MRC
Tech. & HR
Rep.
Tech. & HR
Rep
28
MRC
MRC
Medical
Board
Fitness Decision
Results of medical fitness test are recorded in a statement
and preserved in personal records.
Appointment letters sent to selected candidates.
MRC
MRC
Joining formalities
Testimonials verified.
Filling up of forms.
Other formalities.
MRC
MRC
DM MPP
Absorption of candidates
Office orders released for joining the new division.
Date of joining specified.
Department specified.
29
DM MPP
STEPS
Divisions asked to provide for:
Job Description.
No. of Vacancies.
Looking for internal sources
Present employees
Employee referrals
Former Employees
MRC
Advertisement Prepared
Job description specified.
No. of vacancies specified.
Location of Job specified.
Last Date for Applying.
MRC
Officer REC
channel.
MRC
MRC
DM MPP
MRC
Gap Analysis.
Job description consulted
Employees current skills analyzed.
Gap between the two analyzed.
MRC
Orientation/Training programme.
Date, time and venue of induction decided upon.
Induction manuals distributed.
Training schedule specified.
DM MPP
31
STEPS
Divisions asked to provide for:
Job Description.
No. of Vacancies.
Officer REC
MRC
MRC
32
DM MPP
MRC
Gap Analysis.
Job description consulted.
Employees current skills analyzed.
Gap between the two analyzed.
MRC
Orientation/Training programme.
Date, time and venue of induction decided.
Induction manuals distributed.
Training schedule specified.
DM MPP
PROCESS
OWNER
STEPS
MRC
MRC
MRC
MRC
GET Committee conducts Interview Letters sent to selected candidates to report for medical test.
33
MRC
Pre-Employment Medical test Responsibility given to a person for the test to be carried
out.
Travel expenses reimbursed.
Medical Board
MRC
Officer
Recruitment
MRC
MRC
Joining formalities
Certificates and testimonials of the new candidate verified.
MRC
MRC
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DM MPP
CANDIDATES
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REJECTIONS
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FINDINGS
The organization has well laid down Recruitment and Selection procedure which
consists of number of steps, which are to be diligently followed by the selection
committee.
Company should follow all the steps of the Recruitment and Selection process. Each
step is of utmost importance to the company and the employees agree to this fact.
Interviews are important for selecting the right candidate and they are generally in
both the forms, i.e.structured and unstructured.
At junior level, campus interview, job fairs and walk in interviews are the popular
sources of recruitment.
At middle and senior level job portals, headhunting and employee referrals are the
most preferred sources of recruitment.
Talent acquisition team is able to get the desired pool of candidates for an opening
within a weeks time. It schedules telephonic interview for initial screening &
personal Interview / Video conference for final selection.
For screening candidates at senior level recruitments, more weightage is given to
experience while for junior & middle level more weightage is given to qualification
whereas Communication skill is important for all levels.
36
CONCLUSION
Recruitment and selection, which may just sound two words, and may look very simple from
outside, isnt actually a cake-walk for an HR, if gone though. The association with Proptiger
reality and knowing and experiencing the project with involvement in it gave a whole new
meaning to the simply defined two words prior to my SIP. The process includes right from
identifying the total manpower required, to proper search for the appropriate CVs for the
position, to scheduling interviews, till the time the induction is completed. In order to fully
benefit the employer and the employee, the recruitment process should be planned well in
advance like preparing a correct timetable to a deadline to which the whole thing should be
completed. The HR also needs to be ready for any sudden replacement say in case of
termination of service of an employee or say death of an employee. Besides these, the
organization should have adequate aids and infrastructure to make the hiring process as
smooth as possible and comfortable for the new employees.
This project report suggests that these process require a great deal of thought and advance
planning In fact, it is not only the HR which plays a major role here. The finance department
provides the budget for the process and manpower gap is determined by inputs given from all
37
the departmemts, Also the procedure followed in Recruitment and Selection indicates the
significance of this process in the efficient working of the organization.
The following are some of the recommendations and suggestions based on the above findings
on the recruitment and selection process of Reliance Communications.
The gap between two interviews can be tried to be minimized. It can be done through
prior planning and fixing of appointment with the different heads by the HR. This will
help in bringing the whole process bit short, because maximum time goes in
approving the CRC and the interview period
The interview date should be informed to the candidate at least a week before. This is
will help the candidate in preparing for the interview and help the HR to properly
frame the interview.
The candidate should be clearly informed about all the important aspects of his
interview date. The aspects can include exact venue, documents that he should bring
and also about the documents he need not bring on the interview day and the reporting
authority he should report to that day.
38
If the interview on the same day, effort should be made to reduce the gap between the
two or three interviews. It should be tried that the interview is not scheduled in such a
way that one interview is at 10 am and the other at 5 pm.
The interview can be made more interesting and challenging to the candidates, if he
faces any questions or situations to solve on his level or a slight above his level.
Going much above just makes him more confuse and loose his confidence.
Time should be reduced to process interview results, as if much time is taken then it
may increase loss of work, and may reduce options for the candidate to go for any
other company if he doesnt get a chance here.
The candidate in the day of joining should be clearly informed about all the necessary
documents he need to bring and also the number of photocopies, the number of
photographs he needs to bring in blue background and all. It will prevent the last
moment rush on the candidates part and save time of the HR buddy.
The process of filling up the joining form should be explained clearly at once so that
the candidate can comfortably fill up the e-joining form without difficulties and
complexities. Any queries asked by the candidate during his filling of form should be
politely entertained.
The forms in the joining kit can be reduced. Because some of the same details are
being provided in the e-joining link also except the PF forms, gratuity forms and the
RIM plan forms. Though it is necessary to keep some hard copy documents, printout
of personal history form taken has all the details required.
39
On the 1st day of the employee in the company, it should be tried that he meets certain
important people in the organization for sure which includes his/her HOD, reporting
authority etc.
Mail id creation and workstation allotment should be done as soon as possible without
much delay.
Job description if possible can be given in a weeks time instead of 15 days so that he
can understand his roles and responsibilities and adapt them quickly.
Id card if possible can be made available to candidates within 7 days of joining, so
that he does not have difficulty in accessing different floors or visiting other reliance
business centers.
Visiting cards take a lot of time. Effort should be made that the requisition is made on
time both on the candidates and HRs part, and can be made availed to the employee
within 10 days of his application for the visiting cards.
Induction program must be very informative on all the aspects it need to inform to.
It is recommended the followings to improve the induction program:
I.
Every member should know the list of HR personnel who delivered the
information about the organization and all employee services.
II.
All the members should inform through mail about the venue, time and
date of induction with the duration of the total program.
40
Induction program should maintain the sequence mentioned of the speakers who are
going to come for presentation. The loss of sequence confuses the candidates as they
start associating the wrong face with the right name mentioned.
The time length of the induction period can be reduced if possible, as it becomes to
lengthy for the new joinee to sit the whole day and listen.
Instead of sending the candidate the offer link, he can be called to view his offer
link in the office and accept thereafter in front. Because after getting the e-link the
candidate by showing the offer letter (with CTC mentioned) to his present
company can bargain and thus by taking a hike in his current company stay there
41
and decline the offer letter. The consequence is waste of energy, time and money
on a candidate who is not going to join.
Better and more proper discussion and negotiation on CTC of the candidate which
even though not fulfilling his all demand satisfies him.
More focus can be given on campus recruitments as fresh talent with advanced
and updated knowledge can be obtained in reasonable CTC.
More sites like mosterindia.com, times jobs, naukri hub can also be consulted
instead only 1 online site that is naukri.com.
42
BIBLIOGRAPHY
www.proptiger.com
T.N.CHABBRA, Human Resource Management,2010
Edwin B Flippo, Personel Management,2009
The International Journal Of HRM
Think HR
Business Manager
www.citehr.com
www.hrprofessor.com
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Human Capital
Human Potential
APPENDIX
MPP: Manpower
Planning.
44
45
ANNEXURES
46