Employement Agency

Jobscart.com.
com 2014
CHAPTER 1
INTRODUCTION
In present world all organizational resources are important for achieving organizational goal.
Here organization gives special attendance to HUMAN RESOURCE which includes
manpower working at different level in the organization .organization are made up of people
and functions through people.
“PEOPLE MAKE OR MAR OF AN ORGANISATION”
Human Resource Management (HRM) is a relatively new approach to managing people in
any organization. People are considered the key resource in this approach. it is concerned
with the people dimension in management of an organization. Since an organization is a body
of people, their acquisition, development of skills, motivation for higher levels of
attainments, as well as ensuring maintenance of their level of commitment are all significant
activities. These activities fall in the domain of HRM.
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Jobscart.com.com 2014
Human Resource Management is a process, which consists of four main activities, namely,
acquisition, development, motivation, as well as maintenance of human resources.
Human Resource Management is responsible for maintaining good human relations in the
organization. It is also concerned with development of individuals and achieving integration
of goals of the organization and those of the individuals.
According to Edwin B. Flippo, ―Human resource management is the planning, organizing.
Directing and controlling of the procurement, development, resources to the end that
individual and societal objectives are accomplished. This definition reveals that human
resource (HR) management is that aspect of management, which deals with the planning,
organizing, directing and controlling the personnel functions of the enterprise.
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IMPORTANCE OF HUMAN RESOURCE MANAGEMENT
Human Resource Management has a place of great importance. According to Peter F.
Drunker, ―The proper or improper use of the different factors of production depends on the
wishes of the human resources. Hence, besides other resources human resources need more
development. Human resources can increase cooperation but it needs proper and efficient
management to guide it.
Importance of personnel management is in reality the importance of labour functions of
personnel department which are indispensable to the management activity itself. Because of
the following reasons human resource management holds a place of importance.
1. It helps management in the preparation adoption and continuing evolution of personnel
programmers and policies.
2. It supplies skilled workers through scientific selection process.
3. It ensures maximum benefit out of the expenditure on training and development and
appreciates the human assets.
4. It prepares workers according to the changing needs of industry and environment.
5. It motivates workers and upgrades them so as to enable them to accomplish the
organization goals.
6. Through innovation and experimentation in the fields of personnel, it helps in reducing
casts and helps in increasing productivity.
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7. It contributes a lot in restoring the industrial harmony and healthy employer-employee
relations.
8. It establishes mechanism for the administration of personnel services that are delegated to
the personnel department.
Thus, the role of human resource management is very important in an organization and it
should not be undermined especially in large scale enterprises. It is the key to the whole
organization and related to all other activities of the management i.e., marketing, production,
finance etc.
Human Resource Management is concerned with the managing people as organizational
resources rather than as factors of production. It involves a system to be followed in business
firm to recruit, select, hire, train and develop human assets. It is concerned with the people
dimension of an organization. The attainment of organizational objectives depends, to a great
extent, on the way in which people are recruited, developed and utilized by the management.
Therefore, proper co-ordination of human efforts and effective utilization of human and
others material resources is necessary.
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FUNCTIONS OF A HUMAN RESOURCE MANAGER
A human resource manager, charged with fulfilling the objectives of an organization, should
be a leader with high intellectual powers, a visionary and a philosopher who provides the
initiative to shape the future in terms of leading the human beings in an organization towards
more prosperous and progressive policies.
1. Human Resource Man as an Intellectual: The basic skill in the human resource
field as compared to technologists or financial experts is the skill to communicate,
articulate, understand and above all, to be an expert when it comes to putting
policies and agreements in black and white. The personnel man‘s skill lies in his
command over the language. A personnel man has to deal with employees and he
must possess the skills of conducting fruitful and systematic discussions and of
communicating effectively. He should also be in a position to formulate principles
and foresee the problems of the organization. This means that he would require
the mental ability to deal with his people in an intelligent manner as well as to
understand what they are trying to say...
2. Human Resource Man as an Educator: It is not enough that a human resource
man has command-over the language, which, however, remains his primary tool.
He should be deeply interested in learning and also in achieving growth.
Basically, human beings like to grow and realize their full potential. In order to
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harmonies the growth of individuals with that of the organization, a personnel
administrator must not only provide opportunities for his employees to learn, get
the required training and assimilate new ideas but also he himself should be a
teacher. A personnel man who simply pushes files and attends labour courts for
conciliation purposes and other rituals of legal procedure for the settlement of
industrial disputes is not a personnel administrator of the future.
3. Human Resource Man as a Discriminator: A human resource administrator must have
the capacity to discriminate between right and wrong, between that which is just and unjust
and merit and non-merit. In other words, he should be a good judge when he sits on a
selection board, a fair person when he advises on disciplinary matters and a good observer of
right conduct in an organization.
4. Human Resource Man as an Executive: The human resource man must execute the
decisions of the management and its policies with speed, accuracy and objectivity. He has to
streamline the office, tone up the administration and set standards of performance. He has to
coordinate the control functions in relation to the various other divisions and, in doing so he
should be in a position to bring unity of purpose and direction in the activities of the
personnel department. He must ask relevant questions and not be merely involved in the
office routine whereby the status quo is maintained. He should have the inquisitiveness to
find out causes of delay, tardy work and wasteful practices, and should be keen to eliminate
those activities from the personnel functions which have either outlived their utility or are not
consistent with the objectives and purposes of the organization.
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3.Human Resource Man as a Leader : Being basically concerned with people or groups of
people, and being placed in the group dynamics of various political and social functions of an
organization, a Human resource man must not shirk the role of leadership in an organization.
He, by setting his own example and by working towards the objectives of sound personnel
management practices, must inspire his people and motivate them towards better
performance. He should resolve the conflicts of different groups and build up teamwork in
the organization.
6. Human Resource Man as a Humanist: Deep faith in human values and empathy with
human problems, especially in less developed countries, are the sine qua non for a Human
resource man. He has to deal with people who toil at various levels and partake of their joys
and sorrows. He must perform his functions with sensitivity and feeling.
7. Human Resource Man as a Visionary: While every leading function of an organization
must evolve its vision of the future, the primary responsibility for developing the social
organization towards purposive and progressive action fall on the personnel man. He should
be a thinker who sets the pace for policy-making in an organization in the area of human
relations and should gradually work out new patterns of human relations management
consistent with the needs of the organization and the society. He must ponder on the social
obligations of the enterprise, especially if it is in the public sector, where one has to work
within the framework of social accountability. He should be in close touch
With socio-economic changes in the country. He should be able to reasonably forecast future
events and should constantly strive to meet the coming challenges.
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Role and Challenges of Human Resource Manager
Manager Human Resource (HR) Department is established in every organization under the
charge of an executive known as Human Resource Manager. This department plays an
important role in the efficient management of human resources. The human resource
department gives assistance and provides service to all other departments on personnel
matters. Though personnel or human resource manager is a staff officer in relation to other
departments of the enterprise, he has a line authority to get orders executed within his
department. The human resource manager performs managerial functions like planning,
organizing, directing and controlling to manage his department. He has also to perform
certain operative functions like recruitment, selection, training, placement, etc., which the
other line managers may entrust to him. He is basically a manager whatever may be the
nature of his operative functions. The status of Human Resource Manager
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RECRUITMENT AND SELECTION
 Steps to final selection
recruitment
sellection
final
placement
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Recruitment means search of the prospective employee to suit the job requirements as represented
by job specification–a technique of job analysis. It is the first stage in selection which makes the
vacancies known to a large number of people and the opportunities that the organization offers. In
response to this knowledge, potential applicants would write to the organization. The process of
attracting people to apply in called recruitment.
Dale S. Beach has defined ―Recruitment as the development and maintenance of adequate
manpower resources. It involves the
Creation of a pool of available labor upon whom the organization can depend when it needs
additional employees.
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SOURCES OF RECRUITMENT
The various sources of recruitment are generally classified as internal source and external
source.
Internal Sources: This refers to the recruitment from within the company. The various
internal sources are promotion, transfer, past employees and internal advertisements.
External Sources: External sources refer to the practice of getting suitable persons from
outside. The various external sources are advertisement, employment exchange, past
employees, private placement agencies and consultants, walks-ins, campus recruitment, trade
unions, etc.
The following external sources of recruitment are commonly used by the big enterprises:
1. Direct Recruitment: An important source of recruitment is direct recruitment by placing a
notice on the notice board of the enterprise specifying the details of the jobs available. It is
also known as recruitment at factory gate. The practice of· direct recruitment is generally
followed for filling casual vacancies requiring unskilled workers. Such workers are known as
casual or badly workers and they are paid remuneration on daily-wage basis. This method of
recruitment is very cheap as it does not involve any cost of advertising vacancies.
2. Casual Callers or Unsolicited Applications: The organizations which are regarded as good
employers draw a steady stream of unsolicited applications in their offices. This serves as a
valuable source of manpower. If adequate attention is paid to maintain pending application
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folders for various jobs, the personnel department may find the unsolicited applications
useful in filling the vacancies whenever they arise. The merit of this source of recruitment is
that it avoids the costs of recruiting workforce from other sources.
3. Media Advertisement: Advertisement in newspapers or trade and professional journals is
generally used when qualified and experienced personnel are not available from other
sources. Most of the senior positions in industry as well as commerce are 39
Filled by this method. The advantage of advertising is that more information about the
organization job descriptions and job specifications can be given in advertisement to allow
self-screening by the prospective candidates. Advertisement gives the management a wider
range of candidates from which to choose. Its disadvantage is that it may bring in a flood of
response, and many times, from quite unsuitable candidates.
4. Employment Agencies: Employment exchanges run by the Government are regarded as a
good source of recruitment for unskilled, semi-skilled and skilled operative jobs. In some
cases, compulsory notification of vacancies to the employment exchange is required by law.
Thus, the employment exchanges bring the jobs givers in contact with the job seekers.
However, in the technical and professional area, private agencies and professional bodies
appear to be doing most of the work. Employment exchanges and selected private agencies
provide a nation-wide service in attempting to match personnel demand and supply
5. Management Consultants: Management consultancy firms help the organizations to recruit
technical, professional and managerial personnel they specialize middle level and top level
executive placements. They maintain data bank of persons with different qualifications and
skills and even advertise the jobs on behalf their clients to recruit right type of personnel.
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6. Educational Institutions or Campus Recruitment: Jobs in commerce and industry have
become increasing technical and complex to the point where school and college degrees are
widely required. Consequently big organizations maintain a close liaison with the
universities, vocational institutes and management institutes for recruitment to various jobs.
Recruitment from educational institutional is a well - established practice of thousand of
business and other organisations.1t is also known as campus recruitment. Reputed industrial
houses which require management trainees send their officials to campuses of various
management institutes for picking up talented candidates doing MBA.
7. Recommendation: Applicants introduced by friends and relatives may prove to be a good
source of recruitment. In fact, many employers prefer to take such persons because something
about their background is known. When a present-employee or a business friend recommends
someone for a job, a type of preliminary screening is done and the person is placed on a job.
8. Labour Contractors: Labour contractors are an important source of recruitment in some
industries in India. Workers are recruited through labour contractors who are themselves
employees of the organization. The disadvantage of this system is that if the contractor leaves
the organization, all the workers, employed through him will also leave that is why this
source of labour is not preferred by many businesses, organizations. Recruitment through
labour contractors has been banned for the public sector units.
9. Telecasting: The practice of telecasting of vacant posts over T.V. is gaining importance
these days. Special programmers like ‗Job Watch‘, ‗Youth Pulse‘, Employment News‘, etc,
over the T.V have become quite popular in recruitment for various types of jobs. The detailed
requirements of the job and the qualities required to do it are publicized along with the profile
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of the organization where vacancy exists. The use of T.V. as a source of recruitment is less as
compared to other sources.
10. Raiding: Raiding is a technical term used when employees working elsewhere are attracted to
join organizations. The organizations are always on the lookout for qualified professionals, and
are willing to offer them a better deal if they make the switch. There are always some employees
who are professionally very competent, but dissatisfied with something or the other in the
organization. They form the ‗easy‘group to attract. The other group is formed of those who are
equally competent but are quite satisfied with their present position. To attract them, the
organization has to offer a very lucrative package of perquisites. Whatever may be the means
used to attract, often it is seen as an unethical practice and not openly talked about.
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MERITS OF EXTERNAL SOURCES
The merits of external sources of recruitment are as under:
1. Qualified Personnel: By using external sources of recruitment the management can make
qualified and trained people to apply for vacant Jobs in the organization.
2. Wider choice: When vacancies are advertised widely a large number of applicants from
outside the organization apply. The management has a wider choice while selecting the
people for employment.
3. Fresh Talent: The insiders may have limited talents. External sources facilitate infusion of
fresh blood with new ideas into the enterprise. This will improve the overall working of the
enterprise.
4. Competitive Spirit: If a company can tap external sources, the existing staff will have to
compete with the outsiders. They will work harder to show better performance.
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DEMERITS OF EXTERNAL SOURCES
The demerits of filling vacancies from external sources are as follows
1. Dissatisfaction among Existing Staff: External recruitment may lead to dissatisfaction and
frustration among existing employees. They may feel that their chances of promotion are
reduced.
2. Lengthy Process: Recruitment from outside takes a long time. The business has to notify
the vacancies and wait for applications to initiate the selection process.
3. Costly Process: It is very costly to recruit staff from external sources. A lot of money has
to be spent on advertisement and processing of applications.
4. Uncertain Response: The candidates from outside may not be suitable for the enterprise.
There is no guarantee that the enterprise will be able to attract right kinds of people from
external sources.
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JOB PLACEMENT AGENCIES
When it comes to employment, there are two sides of the story. Employers say, "Good help is
hard to find," while job-seekers think, "I can't find a decent job out there." No matter which
side of the coin you're on, finding good work and workers is a difficult process. If you're
hiring, one job opening could attract hundreds of applicants. Sifting through them to find a
good fit is time consuming. On the other hand, a job hunter may feel like he or she is sending
resumes into the black hole of the Internet, never to hear a response.
How can businesses and job hunters cut through the red tape of the hiring process? Many use
an employment agency to alleviate the process. An employment agency is a firm hired by a
company to help with its staffing needs. Employment agencies find people to fill all kinds of
jobs, from temporary to full-time, in a number of career fields. Whether a company needs a
nurse, an administrative assistant, a manager or a carpenter, an employment agency can find
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the right employee. Both public and private employment agencies help place workers. In the
United States, one of the major public employment agencies is the U.S. Department of Labor
Employment and Training Administration. This agency provides job-seeking services and
tools for workers through online resources and a network of offices around the country. It
promotes public and private sector jobs by linking to national and state job banks.
Private employment agencies also help place workers, particularly in the private sector. These
employment agencies tend to specialize in one of three fields:
 personnel placement services
 staffing services, also known as temporary help services
 executive search firms
“Labour market intermediaries are entities or institutions that interpose themselves
Between workers and firms to facilitate, inform, or regulate how workers are matched to
Firms, how work is accomplished, and how conflicts are resolved”.
Labour market intermediation can be provided by either private or public employment
Agencies. While public employment agencies are focused on information-only
Intermediation – providing information about jobseekers and job vacancies – private
Employment agencies are either information-only private employment placement
Agencies or temporary work agencies although these are heterogeneous
Entities, labour market intermediaries share a common function, i.e. matching labour
Supply and labour demand. This report concentrates on temporary work agencies,
Although we nevertheless also discuss basic features of private employment
Placement agencies.
The political discussion on labour market intermediation focuses on temporary agency
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work, which is a triangular employment arrangement involving the temporary
agency worker, the temporary agency and the user firm. While the temporary
Agency is the employer of the temporary agency worker, the user firm that the worker is
Assigned to work for has the supervision and control.
Temporary agency work has been on the political agenda for some time, largely due to
It’s growth since the 1990s. This strong increase and fear of unfair competition and a
Fragmentation of labour markets have triggered temporary agency work regulations in
Many EU Member States, with most countries having introduced regulations for equal
Pay between temporary agency workers and comparable permanent employees.
Moreover, some also have provisions in place concerning training, representation rights
And other terms and conditions of employment.
Temporary agency work has gained new importance during the recent economic crisis
And the continuing slow recovery, given that if prospects are uncertain, temporary
Agency work offers firms the possibility to quickly respond to demand fluctuations. The
Use of temporary agency work seems to be a good indicator for economic forecasts
(Canoy et al. 2009): if the economy is doing well, firms hire extra staff, partly permanent
Employees and also partly temporary agency workers in order to react to an increase in
demand quickly; however, if the business cycle goes down, temporary agency workers
Are the first to go?
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DEFINING PRIVATE EMPLOYMENT AGENCIES
This report discusses the role and activities of private employment agencies, which
Comprises private employment placement agencies and temporary work agencies, with
The following section defining these different agencies.
Labour market
Intermediaries
Public Private
Employment Employment
Agencies Agencies
Private Temporary
Employment Work
Placement Agencies
agencies
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“Private employment agency – Any enterprise or person, independent of the public
Authorities, which provides one or more of the following labour market functions: (a)
Services for matching offers of and applications for employment; (b) services for
Employing workers with a view to making them available to a third party (“user
Enterprise”); and/or (c) other services relating to job-seeking, such as the provision of
Information that do not aim to match specific employment offers and applications.
Agencies cannot charge workers for finding work.”
Private employment placement agencies “interview jobseekers and try to match
Their qualifications and skills to those required by employers for specific job openings.”
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Private Placement Agencies in India
There are different types of Private Placements Agencies working in India catering to various
labour market needs. Some of the placement agencies providing services to some specific
sectors are regulated through various legislations. But there are many Private Placement
Agencies providing diverse job opportunities which are not covered under any legislation.
However, for the purpose of the present study, and on the basis of their regulation/coverage
these can be broadly classified into the following four categories.
I) Manpower Export and Placement Agencies- These are covered under
Immigration Act, 1983
ii) Labour Contractors-These are covered under Contract (Abolition & Regulation) Act, 1970
and the Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service)
Act, 1979
iii) Private Securities Agencies – Governed by Private Security Agencies (Regulation) Act,
2005
iv) Private Placement Agencies catering to specific needs of the employer/ labour market
mainly operating for domestic needs and not covered by any specific Act – Some States/UTs
register them under their Shop & Establishment Act14
The temporary and contract workers employed through private placement agencies in India
face a plethora of problems like charging of fee for certain category of workers, particularly
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international migrant workers to cover visa fee, processing fee etc. Apart from this there are
many placements
Agencies basically belonging to the fourth category which provide different kinds of
placement services and are highly unregulated. Lack of regulation, licensing and a well-
defined labour law concerning Private placement agencies have led to their illegal operation
and exploitation of jobseekers.
Against this backdrop, the demand for ratification of the convention 181 poses many
challenges for the government and the policy makers in India. It is believed that the current
Contract Labour Act includes certain provisions underlined by the Convention 181 but there
is a need to bring the Contract Labour system in India in line with international norms.
International experience reveals that several countries in the European Union have reformed
legislation in line with Convention 181.The Euro CIETT (European Confederation of Private
Employment Agencies) is the authoritative voice representing the interests of agency work
business in Europe and has been instrumental in improving labour market efficiency thereby
increasing participation and diversity in employment. Many countries like Turkey have
drafted legislations in accordance with International Standards. The legislations regulate the
private employment agencies under Turkish Labour law. Countries like China have
developed
A rating system for agencies to ensure quality of service operations and protection of
workers.
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INTRODUCTION OF JOBSCART.COM.COM
Jobs Cart.com “Join Today & Be Different Tomorrow”
ABOUT JOBSCART.COM.COM
Jobs Cart.Com is India based a premier services company devoted to provide wide range of
end to end customized solutions for Human Resource Management, Recruitment, Financial
Consultants and Data Intelligence. Brother’s Management Consultancy services helps its
clients to maximize their success through a combination of world-class cost effective &
specialized services by providing them the most competent and intelligence end to end
business solutions available for the development of their organization
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HISTORY
JOBSCART.COM was started in 2010. Initially they were asked to place employee in BPO
but after bearing loses for a long time they conduct market research for employees and after
that they started to collaborate with local companies to come up with the satisfied local
clients. Later
they
gradually
expand their
business with
collaborating
national and
multinational
company.
Thereafter,
they started to earn profit .and today they have 3000 plus local candidates and more than 300
clients, Out of India they have 20 clients and in Mumbai they have 50 clients.
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Vision Mission & Values
Vision
To be a global versatile outsourcing consulting partner.
Mission
To create a strong platform of excellent services thereby consistently exceeding
client's requirement and adding value to client's business by exploring our skilled people,
process and technology expertise.
Values
Integrity, Honesty, Confidentiality, Team spirit and Commitment to Service
Excellence. Passion towards Customers, Community and Technology.
Hours of Operation
Monday, Tuesday, Wednesday, Thursday, Friday, Saturday: 11:00 am to 10:00 pm
Sunday: Closed
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What we do?
Our core strength lies in knowledge and industry expertise blended with the rich
experience of our HR consultants in various industrial sectors they serve. Our database of
resumes and contact names is constantly updated and cross-referenced to ensure top quality
and efficiency.
Why Choose Us?
• Fast and Quality Manpower
• Matching candidate with the job specification
• Various sources of Candidate database
• 100% satisfactory Results.
Our Process
Jobs Cart.Com Services is the fastest growing service provider with intelligent
people, process & technology expertise focused on delivering consistent results by exploring
proven methodologies & success matrix.
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Services
Jobs Cart.Com provides business owners with expert support and guidance in all areas of
human resource solutions - employee relations, payroll and taxes, health benefits
Administration, workplace safety, statuary compliance, and
Much, much more. By outsourcing human resources to us, you get to devote your internal
resources and capital funds to profit-driven activities, without sacrificing important new
technology, training and development, employee relations, or more.
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By outsourcing your HR functions to Jobscart.com.Com, you can accrue fundamental
benefits to your organization. Some of them are:
• Enables you to focus on core operations.
• Delivers cost savings, directly or indirectly.
• Helps you aim to achieve business goals rather than getting bogged down by
processes.
• You can trust us for the right fit.
Jobs Cart.Com provides you whole range of HR support. The services offered are aimed
towards providing you the top of line services.
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Recruitment & Staffing
The recruitment process is the first step towards creating the competitive
Strength and the strategic advantage for the organizations. Recruitment
Process involves a systematic procedure from sourcing the candidates to
Arranging and conducting the interviews and requires many resources and time. Outsourcing
is a rapidly growing practice worldwide.
• By leveraging our skilled man power & technology we eliminate your initial
laborious, yet necessary process of advertising, C.V. scrutinizing, and numerous
interview sessions. We do professional assessments of sourced candidates. Since our
aim is to ensure your total satisfaction through our professionalism, innovative testing
and screening practices, presenting at most, only the top 3 candidates to you for any
position.
• All sourced candidates, be it through our extensive advertising campaigns or
candidates already on our database, will be interviewed, reference checked,
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qualification checked and – job specific testing if required by the client. Post
employment follows ups with both the new employee and the client takes place for 3
months after a successful placement. We are committed to provide professional
services to both our clients and applicants, addressing their specific needs and
tailoring our service to meet their requirements, thereby adding value to our client's
business and applicant’s careers.
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Recruitment Suite
Retained Search Contingency Search
 Mandated assignment  Generic in nature,

for sensitive non-exclusive
positions
 Payment on basis of
 Discrete and focused candidate joining
by department
and function
Assessment Centre Generic Services
 Non-Assigned Role  Greenfield Projects

Group Discussions.
 Job Analysis
 Assigned Role Group
 Competency
Discussions.
mapping
 Interview Simulations.
 Compensation
 Fact Find Exercises. design
 Oral Presentations.  Reference checking
 In-Basket Exercises
 Analysis Exercises.
 Scheduling Exercises.
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SOURCES OF DATA BASE
1. Naukri.com
2. Monster.com
3. Times job.com
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CLIENTS
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CHAPTER 2
REVIEW OF LITRATURE
1. V.V GIRI NATIONAL LABOUR INSTITUTE
It has submitted its report on ISSUES AND CHALLENGESIN THE CONTEXT OF
PRIVATE PLACEMENTAGENCIES IN INDIA in the year 2013.in his report it is stated
that the changes in world of work in recent years have brought a new set of challenges to
economies and labour market. With the shifts in the nature of work, the demand for the
workforce has also seen fluctuations. Globalization, changing market trends, unpredictability
and the demographic evolution has contributed to new attitudes towards work. Adapting
labour markets to these dynamics is one of the challenges that the developing countries are
facing. Within these developments, the expansion of productive employment opportunities to
people and the role of labour market intermediaries assume crucial importance.
With the flexibility of labour market and changing nature of work there has been tremendous
growth of Private employment agencies and it is believed that these agencies would
contribute positively in addressing the global employment challenge to a large extent.
Economic liberalism and international competition led to increasing acceptance of the role
that private employment agencies could play in improving the functioning of the labour
market. Their spectacular growth since then has been linked to the need to provide services to
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a rapidly developing and increasingly flexible labour market. With these developments there
were also subsequent formulations of international labour standards by the International
Labour Organization through the Private Employment Agencies Convention 1997 (No. 181).
The purpose of this Convention is to allow the operation of private employment agencies as
well as to protect the workers using their services.
In the above background, the study aims at developing an understanding about the various
Private Placement Agencies, their modes of operation and the kinds of employment
opportunities they provide. This study expounds how the regulatory regimes of different
countries have embraced policy measures, to address the issues and concerns which came
forth with the emergence of private placement agencies. The study has also analyzed the
legislations of countries that have ratified the ILO convention 181 as well as who have not
ratified it but have made a separate law catering to the issues of private placement agencies.
Finally, the study arrives at recommendations for the policy makers underscoring that the
private placement agencies can maximize their contribution to labour market and play an
eminent role in meeting the iv challenges of the new economic reality. However, at the same
time they should be regulated in order to facilitate their smooth functioning. On the whole,
the study is an important contribution to the area of Placement industry, thereby recognizing
the role of Private Placement Agencies in creation of diverse employment opportunities in a
developing nation like India. It is also an important addition to a wide array of academic
debates on regulation and monitoring of agency work in order to facilitate them to contribute
more efficiently in addressing various labour market challenges. I am sure that this work, will
definitely prove to be a valuable asset in guiding the policy makers, planners, social
scientists, civil society organizations, researchers, social partners, stakeholders, Trade unions
in contributing sincerely in this field and designing effective policies for regulation and
smooth functioning of placement industry in India.
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V.P. Yajurvedi
Director General
V.V. Giri National Labour Institute
Noida
2. IN THE BOOK OF HUMAN REASOURCE MANAGEMENT WRITTEN BY K.
ASHWATHAPA
It is said that organization use for profit , private placement agencies to produce a set of
prescreened candidates ;job seekers use them to locate a suitable position .for each successful
placement , agencies charged a fee that can range from 10 to 30 percent of the employee’s
first year pay. the fee may be paid by either the applicant or the employer , depending on the
labour market. Employment agencies specializing in administrative support personnel
typically handle job paying under $40000 per year whereas those filling professional ,
technical job in accounting, finance, data processing , retail, software engineering and
technical sales over job paying $40000-$80000annually.
Private employment agencies are presently under threat from internet job boards and the
ability of companies to recruit directly through their own web sites.
3. BY K. ASHWATHAPA
ABC CONSULTANCYF Ferguson associates, human resource consultants, head hunters,
batliboi and co., analytic consultancy bureau, aims management consultancy are some among
39
the numerous recruiting agencies. These and other agency in the profession is retaining by
organizations for recruiting and selecting managerial and personnel executives.
Consultants are useful as they have nation’s wide contacts and lend professionalism to the
hiring process. They also keep prospective employer and the employee anonymous. But the
cost can be a deterrent factor. Most consultant charge fees ranging from 20-50%of the first
year salary of the individuals placed..
4. GUIDELINES MANUAL BRITISH COLUMBIA EMPLOYMENT STANDARDS
ACT AND REGULATIONS
In this report it is stated that "Employment agency" means a person who, for a fee,
recruits or offers to recruit employees for employers;
To be considered an “employment agency” a person must be receiving a fee for recruiting or
offering to recruit employees for employers. Prior to operating, an “employment agency
“must be licensed by the Employment Standards Branch. For further information on the Act’s
requirements for employment agencies, see Part 2, ss. 10, 11, and 12 and licensing
requirements in the Employment Standards Regulation. A person providing information on
employers or who provides a forum for the placement of advertisements by persons seeking
employment is not an employment agency.
5.IN 2013 ECONOMIC REPORT / CIETT / 5
it is said that In global markets, continuing to deal with the crisis, agencies serve as career agents
for workers, showing them the way to work by immediately identifying job vacancies, providing
training, and aiding their desired labour market transitions. With the right regulatory framework in
place, private employment services benefit labour markets by minimising the time lag between
economic upturns and job creation, reducing structural and frictional unemployment and decreasing
40
the effect of labour market segmentation. In addition private employment services improve labour
market intelligence and can contribute to evidence based policy.
The way to work; a job for every person, a person for every job is the vision for the global
private employment services industry. It reflects the industry’s unique position in building
better labour markets and providing work opportunities and hope to millions of people ever
day.
41
CHAPTER 3
AREA OF STUDY
MY AREA OF STUDY IS “Jobscart.com.com” placement agency, shop. No. 10, nikku
plaza, Opp.CHM College, beside dosa dinner hotel, station road, Ulhasnagar 421003.
Ulhasnagar is a city located on coast of the West India, approximately 60 kilometers (37 mi)
northeast of the city of Mumbai,
in the Thane district in the state
of Maharashtra. This city is part
of Mumbai Metropolitan
Region managed by MMRDA.
Ulhasnagar is also referred as
Sindhunagar, as it has largest
population of Sindhi's around
the world. Ulhasnagar has an estimated population of 472,943 people (2001).
Ulhasnagar is one of the largest jeans manufacturing hub in the world. It has number of small
businesses manufacturing cheap denims.
42
CHAPTER 4
FINDING
1. What does u mean by private job placement agencies?
A place where agency provide privates jobs to the peoples, it may be local or national or
international.
Agency is the employer of the temporary agency worker, the user firm that the worker is
Assigned to work for has the supervision and control.
Temporary agency work has been on the political agenda for some time, largely due to
Its growth since the 1990s. This strong increase and fear of unfair competition and a
Fragmentation of labour markets have triggered temporary agency work regulations in
Many EU Member States, with most countries having introduced regulations for equal
Pay between temporary agency workers and comparable permanent employees.
Moreover, some also have provisions in place concerning training, representation rights
And other terms and conditions of employment.
43
JOB APPLICANTS
The agency has to analyze the potential of the local job market. it also has to analyses offer of
local universities as it can grab some talent with no previous work experience.it has to
analyses most recruitment channel and has to build its own channel which can target
interesting candidate.
2. What procedure you follow to give placement to the individuals?
Jobscart.com.com first check the candidate’s resumes, check with candidate’s ability by
taking formal interview or by informal conversation, then registration takes place. this
registration is useful for both the candidate and agency.
And then agency fixed appointments with HR of Concern Company for the further procedure
of 2nd round interview documentation process and other placement related process.
44
Receive
candidate’s Taking 1st round 2nd and 3rd round
enquiry for the interview by interview by HR
job agency itself of the company
Check with detail

of candidates
Provide Guidance Final selection
i.e. Qualification, to candidates for
age, other interview
knowledge, and
check documents
of candidates
On the date first
salary of
candidate’s,
Send enquiry to Arrange time for agency receives
the client, confirm appointment and 10 days of salary
with the position interview of candidate
and available from company
vacancy
45
3. How you do contract with different organizations? 4. How your agency is important
for different companies?
Contract through HR department through Emails, then agency have to do legal agreement
with company .this agreement involves terms and conditions and payment options etc.
Our agency has to keep and develop the active networking group.
PERSONAL NETWORK
Agency has to keep and develop active networking group. the satisfied candidate are the best
reference for the agency. The agency has to ask for instant feedback and reference as it keeps
the constant quality of service.
46
IMPORTANCE OF AGENCY FOR CLIENTS
Assigning right candidates at right place is an important function of jobscart.com.com
Agency helps Client Companies to find out the prospective employees and stimulating them to
apply for a job.
Act as a middleman between employees and company.
ACT AS A MIDDLEMAN
Candidate 1 Company 1
Company 2
Candidate 2
Agency
Company 3
Candidate 3
Company 4
Candidate 4
Many organizations chooses jobscart.com.com because it provides
47
• Fast and Quality Manpower
• Matching candidate with the job specification
• Various sources of Candidate database
• 100% satisfactory Results.
WHAT SET US APART FROM OTHER CAYMAN RECRUITMENT AGENCIES?
• We understand that every business has a different culture and unique way of working;
• We work closely with all of our clients to ensure they receive an individual and personalized
service;
• We take time to gain an intimate knowledge of our clients’ requirements, current practices,
culture and goals;
• Through our careful selection and screening process we are able to ensure we provide our
clients with the right candidate, based on skills and personality; and
• We are committed to finding the widest variety of positions available on Island.
48
4. What kinds of job does your agency provides?
Agency provides Locals jobs, other city jobs and we also provide abroad jobs.
Provide services in
 BPO
 TELECALLR
 KPO
 I.T.FIRM
 C.A FIRM
 DATA ENTRY
 LOCAL JOB
 MALLS JOB
 CONSTRUCTION JOB
 ACCOUNT JOB
 ABROAD JOB
4. Do u face competition from other agencies? How ?
Jobsacrt.com faces lot of competition from other agency with same requirements and same
client’s tie-ups with other agency. In Ulhasnagar only there are around 20-30 agencies are there
so it have face competition with them.
49
To overcome this competition agency also do adverting in newspaper, we use referral policy to
publish our brand.
By maintain stable relation with the clients and with the candidates by contacting them
regularly. Keeping an eye on competitor’s policies.
Direct competition defines the standard.it has to offer better service than competitor. the
competitors defines the structure of fee and jobscart.com.com has to compete with the
structure of fee.
6. What procedure individual has to follow for getting job?
An individual should register themselves with the agency, they have to submit their CV’s and we
make interviews of candidates with our clients. Before interview we used to give some guidance
for interview to the candidates those who are about to go for interview.
7. What is success rate of your agency in placement services?
Jobscart.com.com’s success rate is 5 star, because as comparing our agency with other
local agency, we have 3000 plus local candidates and more than 300 clients, Out of India
we have 20 clients and in Mumbai we have 50 clients. They also refund the money
amount of candidates if we do not have jobs or we if we fail to provide the job to the
candidate.
8. Are placement services popular in Ulhasnagar?
As u know the education level of Ulhasnagar is increasing day by day and the fresh graduates
from various colleges in Ulhasnagar are in requirement of job so, such placement are popular and
50
required by these graduates .and fresher’s arrive to Ulhasnagar from various regions of
Maharashtra.
9. Do the placement agencies growing in Ulhasnagar?
Placement agencies has a growth in Ulhasnagar, due to city is developing day by day. And due to
increasing young dynamic population placement agencies have substantial growth in Ulhasnagar.
Jobscart.com.com.com is a sole proprietorship that will convert to an S Corporation. As a new
corporate entity, will be treated as a start-up in this business plan. During the past couple of years
the proprietor provided all services. In Year 1, the company will add a part-time office staff
person and an employment specialist. In response to this growth, jobsacart.com will have a
procedures manual for in-house staff to assure that the information is clear. In addition,
jobscart.com.com will provide employees with regular training within the divisions to assure they
understand the details of the work they are doing daily. Year 2 projections include a receptionist,
another employment specialist, and a field representative.
10. How do your organization get contract with various companies?
get contracts with reference of social media, ex-Clients, current clients and people‘s
reference. We have a no. of channels of information.
51
11. How do you frame your marketing strategy?
 Product– providing job service to candidate.
 Price- agency charge according to the nature of job. But in most of the cases we get fees
as 10 days salary of a first month of a candidate. Price is not successful strategy for agency
.the competitor will always react on your competitive offer to their client. Once the agency
cuts prices of is service it can’t increase them back easily.
 Place - we provide practice of interview at our place .and the location of the job can be
anywhere.
 Promotion- there are some tools we use for promoting our services. We use
advertisement, print media and hoardings etc. but word of mouth is the biggest
52
promotional tool for us .the candidate who are satisfied with our service are involved in
word of mouth.
 Process-agency follows a simple process of training the candidates in systematic and
qualitative manner. The process of providing service starts from when candidate ask for a
job.
 Physical evidence- environment is arranged in such a way that the candidate feels as he is
really giving an interview in MNC. So it generates self confidence among the candidates.
53
 People- my staff is the most important for me. Mrs. Chandni. She is well qualified to
provide basic training to the candidate with respect to good communication skills, build
confidence etc.
54
SWOT ANALYSIS
Strengths
 Online website
www.jobscart.com.co.in
 Technology
Superior technology allows Jobscart.com.com to better meet the needs of their customers in
ways that competitors can’t imitate… … "Technology (Jobscart.com.com)" has a significant
impact, so an analyst should put more weight into it. "Technology (Jobscart.com.com)" will
have a long-term positive impact on the this entity, which adds to its value.
 Strong management
Strong management can help Jobscart.com.com reach its potential by utilizing strengths and
eliminating weaknesses… … "Strong Management (Jobscart.com.com)" will have a long-term
positive impact on the this entity, which adds to its value. This statements will have a short-term
positive impact on this entity, which adds to its value.
 Size advantages
Size advantages lower Jobscart.com.com’s risks. The larger Jobscart.com.com gets, the more
resources they have to pursue new markets and defend themselves against rivals… … This qualitative
55
factor will lead to a decrease in costs. "Size Advantages (Jobscart.com.com)" is an easily defendable
qualitative factor, so competing institutions will have a difficult time overcoming it.
 Unique product
Unique products help distinguish Jobscart.com.com from competitors. Jobscart.com.com can
charge higher prices for their products, because consumers can’t get those products elsewhere… …
"Unique Products (Jobscart.com.com)" will have a long-term positive impact on the this entity, which
adds to its value. This statement will lead to an increase in profits for this entity.
Weakness
 Online market
The online market is essential for displaying information and selling products. A weak online
presence can result in lost opportunities for Jobscart.com.com… … This statements will have a
short-term negative impact on this entity, which subtracts from its value.
 Weak brand
A weak brand means Jobscart.com.com can’t charge the same prices for goods and services as their
competitors, because consumers don’t value the brand… … "Weak Brand (Jobscart.com.com)" will
have a long-term negative impact on this entity, which subtracts from the entity's value. This
qualitative factor will lead to an increase in costs. "Weak Brand (Jobscart.com.com)" is an easy
qualitative factor to overcome, so the investment will not have to spend much time trying to overcome
this issue.
56
Opportunity
 Online market
The online market offers Jobscart.com.com the ability to greatly expand their business.
Jobscart.com.com can market to a much wider audience for relatively little expense… …
 New services
New services help Jobscart.com.com to better meet their customer’s needs. These services can
expand Jobscart.com’s business and diversify their customer base… … "New Services
(Jobscart.com.com)" will have a long-term positive impact on the this entity, which adds to its value.
This statement will have a short-term positive impact on this entity, which adds to its value. This
qualitative factor will lead to a decrease in costs. This statement will lead to an increase in profits for
this entity.
Threats
 Intense completion
Intense completion can lower Jobscart.com’s profits, because competitors can entice consumers
away with superior products… … "Intense Competition (Jobscart.com.com)" has a significant impact,
so an analyst should put more weight into it. "Intense Competition (Jobscart.com.com)" will have a
long-term negative impact on this entity, which subtracts from the entity's value. "Intense Competition
(Jobscart.com.com)" is a difficult qualitative factor to overcome, so the investment will have to spend
a lot of time trying to overcome this issue.
57
CHAPTER 5
INTERPRETATION AND SUGESSION
INTERPRETATION
Placement agency is providing employment to the job seekers and help society to develop and
improve the standard of living .directly and indirectly it enable to improve economy of the nation.
Jobs Cart.Com is India based a premier services company devoted to provide wide range of end
to end customized solutions for Human Resource Management, Recruitment, Financial
Consultants and Data Intelligence. Competition is increasing day by day so “jobscart.com.com”
required proper marketing strategies to face the competition more efficiently. Popularity of
“jobscart.com.com” is increasing day by day in Ulhasnagar area. Jobscart.com.com.com is one of
the leading placement service agencies in Ulhasnagar. It focuses on providing right job to the
right candidate. Jobscart.com’s success rate is 5 star, because as comparing our agency with other
local agency, we have 3000 plus local candidates and more than 300 clients, Out of India we have
20 clients and in Mumbai we have 50 clients. Jobscart.com.com.com acts as a middleman
between job seekers and company.it follows a efficient procedure to select a candidate. There is a
great opportunity to achieve growth in this service sector. The popularity and importance of
joscart.com and other placement agencies is increasing.
The way to work; a job for every person, a person for every job is the vision for the private
employment services industry. It reflects the industry’s unique position in building better labour
markets and providing work opportunities and hope to millions of people every day.
58
SUGGESSTION
The new Recruitment Agency enters the highly competitive market. The clients of employment
agencies are not loyal, and they prefer the price competition. The new agency has to promote its
services, and it has to utilize the most promising promotion channels, as it builds the strong brand
name on the job market.
Jobcart.com should improve marketing strategy to expand its business. as is not easy to survive in
the cut throat competition.
59
CHAPTER 6
CONCLUSSION
Thus we can conclude that private placement agencies have a growth in Ulhasnagar area.
Jobscart.com.com.com is nothing but is a labour market intermediary.
“Labour market intermediaries are entities or institutions that interpose themselves
Between workers and firms to facilitate, inform, or regulate how workers are matched to
Firms, how work is accomplished, and how conflicts are resolved”.
From the above study it can be said that placement agencies are directly and indirectly contributing to the
economic growth of Ulhasnagar. Jobscart.com.com.com has a various sources of database and also has no. of
clients. It provides excellent services not only to clients but also to the candidates. It is external source of
recruitment for the local and national organization. It enables company to get new and talented blood. these
agencies focuses on providing young and dynamic manpower to the organization as per their demand.
It is one of the sources of getting competitive manpower.
But due to sink or swim competition agency has to face many challenges related to marketing
strategies.
The private employment services industry has the collective power to bring about positive change
to labour markets and act as a bridge to social and economic progress
60
CHAPTER 7
REFERENCE
1. www.wikipedia.com
2. www.shodhganga.com
3. http://books.google.co.in/books/about/Human_Resource_And_Personnel_Management
.html?id=-xIWlA_UHnAc
4. www.jobscart.com.com.co.in
5. http://www.ciett.org/uploads/media/Ciett_EC_Report_2013_Final_web.pdf
6. http://www.vvgnli.org/publications?f%5Bauthor%5D=V.V.%20Giri%20National%20
Labour%20Institute
5. http://en.wikipedia.org/wiki/Human_resource_management
6.
61
Annexure:
1. What does u mean by private job placement agencies?
2. What procedure you follow to give placement to the individuals?
3. How you do contract with different organizations? 4. How your agency is important for
different companies?
4. What kinds of job your agency provides?
5. Do u face competition from other agencies? how?
6. What procedure individual has to follow for getting job?
7. What is success rate of your agency in placement services?
8. Are placement services popular in Ulhasnagar?
9. Do the placement agencies growing in Ulhasnagar?
10. How do your organization get contract with various companies?
11. How do you frame your marketing strategy?
62

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Jobscart.com.

Here organization gives special attendance to HUMAN RESOURCE which includes

and functions through people.

“PEOPLE MAKE OR MAR OF AN ORGANISATION”

Human Resource Management (HRM) is a relatively new approach to managing people in

with the people dimension in management of an organization. Since an organization is a body

of people, their acquisition, development of skills, motivation for higher levels of

activities. These activities fall in the domain of HRM.

acquisition, development, motivation, as well as maintenance of human resources.

organization. It is also concerned with development of individuals and achieving integration

of goals of the organization and those of the individuals.

According to Edwin B. Flippo, ―Human resource management is the planning, organizing.

organizing, directing and controlling the personnel functions of the enterprise.

IMPORTANCE OF HUMAN RESOURCE MANAGEMENT

Human Resource Management has a place of great importance. According to Peter F.

management to guide it.

Importance of personnel management is in reality the importance of labour functions of

the following reasons human resource management holds a place of importance.

1. It helps management in the preparation adoption and continuing evolution of personnel

programmers and policies.

2. It supplies skilled workers through scientific selection process.

appreciates the human assets.

4. It prepares workers according to the changing needs of industry and environment.

5. It motivates workers and upgrades them so as to enable them to accomplish the

6. Through innovation and experimentation in the fields of personnel, it helps in reducing

casts and helps in increasing productivity.

7. It contributes a lot in restoring the industrial harmony and healthy employer-employee

the personnel department.

Human Resource Management is concerned with the managing people as organizational

resources rather than as factors of production. It involves a system to be followed in business

dimension of an organization. The attainment of organizational objectives depends, to a great

others material resources is necessary.

FUNCTIONS OF A HUMAN RESOURCE MANAGER

more prosperous and progressive policies.

field as compared to technologists or financial experts is the skill to communicate,

articulate, understand and above all, to be an expert when it comes to putting

communicating effectively. He should also be in a position to formulate principles

understand what they are trying to say...

2. Human Resource Man as an Educator: It is not enough that a human resource

He should be deeply interested in learning and also in achieving growth.

harmonies the growth of individuals with that of the organization, a personnel

industrial disputes is not a personnel administrator of the future.

3. Human Resource Man as a Discriminator: A human resource administrator must have

right conduct in an organization.

consistent with the objectives and purposes of the organization.

7. Human Resource Man as a Visionary: While every leading function of an organization

within the framework of social accountability. He should be in close touch

events and should constantly strive to meet the coming challenges.

Role and Challenges of Human Resource Manager

charge of an executive known as Human Resource Manager. This department plays an

nature of his operative functions. The status of Human Resource Manager

RECRUITMENT AND SELECTION

 Steps to final selection

attracting people to apply in called recruitment.

manpower resources. It involves the

1. Direct Recruitment: An important source of recruitment is direct recruitment by placing a

valuable source of manpower. If adequate attention is paid to maintain pending application

that it avoids the costs of recruiting workforce from other sources.

3. Media Advertisement: Advertisement in newspapers or trade and professional journals is

sources. Most of the senior positions in industry as well as commerce are 39

self-screening by the prospective candidates. Advertisement gives the management a wider

response, and many times, from quite unsuitable candidates.

4. Employment Agencies: Employment exchanges run by the Government are regarded as a