Internship report

Internship report

• 1.
  1 D.Y. PATIL UNIVERSITY SCHOOLOF MANAGEMENT RECRUITMENT & SELECTION PROCESS AT COMPUAGE INFOCOM LTD (SUMMER INTERNSHIP REPORT SUBMITTED TOWARDS PARTIAL FULFILLMENT OF MBA) SUBMITTED BY: NAZNEEN SHEIKH MBACOREHR 014137
• 2.
  2 ACKNOWLEDGEMENT I take theopportunity to express my gratitude to all of them who in some or other way helped me to accomplish this challenging project in Recruitment & Selection process. No amount of written expression is sufficient to show my deepest sense of gratitude to them. I am very thankful to Mr.Yagnesh Rathod for their everlasting support and guidance on the ground of which I have acquired a new field of knowledge. A special appreciative “Thank you” to all staff of Compuage Infocom Ltd for their positive support. I also acknowledge with a deep sense of reverence, my gratitude towards my parents and member of my family, who has always supported me morally as well as economically. At last but not least gratitude goes to all of my friends who directly or indirectly helped me to complete this project report.
• 3.
  3 LOCATION : GOREGAON(E) HR MANAGER : Mrs. BHARTI TAYSHETE CONTACT NUMBER : 9930214146 EMAIL ID : bharti.tayshete@compuageindia.com
• 4.
  4 TABLE OF CONTENTS Sr.NoParticulars Page No 1 Objective of the Study 5 1 Executive Summary 6 2 Introduction of the organization 7-8 3 Job Profile (a) Recruitment (b) Meaning (c) Recruitment process at Compuage Infocom ltd 09-10 4 1) Selection (a) Selection process at Compuage Infocom ltd 11-12 5 Limitations of the study 13 6 Suggestions and recommendations 14 7 Conclusion 15
• 5.
  5 Objectives of theStudy: The following are the Objective for carrying out the Study of Recruitment and Selection Process: 1) The first and foremost objective is to learn more of the Selection Process. 2) How Recruitment and Selection process takes place in a Corporate. 3) Enhancement of Recruitment skills. 4) Delivering Better Results through applying theoretical knowledge practically. 5) Developing the ability to think Critically.
• 6.
  6 EXECUTIVE SUMMARY Today, inevery organization personnel planning as an activity is necessary. It is an important part of an organization. Human Resource Planning is a vital ingredient for the success of the organization in the long run. There are certain ways that are to be followed by every organization, which ensures that it has right number and kind of people, at the right place and right time, so that organization can achieve its planned objective. The objectives of Human Resource Department are Human Resource Planning, Recruitment and Selection, Training and Development, Career planning, Transfer and Promotion, Risk Management, Performance Appraisal and so on. Each objective needs special attention and proper planning and implementation. For every organization it is important to have a right person on a right job. Recruitment and Selection plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic analysis of Recruitment and Selection procedure. With reference to this context, this project is been prepared to put a light on Recruitment and Selection process. This project includes Meaning and Definition of Recruitment and Selection, Recruitment process, Sources of Recruitment through which an Organization gets suitable application. Scientific Recruitment and Selection, which an Organization should follow for, right manpower. Next is Selection process, which includes steps of Selection, Types of Interview, Approaches to Selection Recruitment and Selection are simultaneous process and are incomplete without each other. They are important components of the organization and are different from each other.
• 7.
  7 INTRODUCTION About Compuage Compuage, oneof India’s leading IT distribution company, over the years has trail blazed its way into being the most sought after, value added distributor of global IT brands. Having a nationwide presence, Compuage is a system oriented and process driven company. Added to this, is a strong IT enabled distribution backbone, a solid financial and inventory management system, a young and dynamic sales team and a committed channel spread across the country. Headquartered at Mumbai, Compuage, has been growing at a rapid pace and has an ambitious blue print for further expansion Compuage Infocom was incorporated in 1987 by Mr. Atul Mehta ( Chairman & Managing Director), Bhavesh Mehta Executive Director and Chief Operating Officer (COO) and Sunil Mehta (VP) Vice president in Finance. Vision & Mission Our Vision To be a world class Information Technology products and services company, with strong Indian values and beliefs. Our Mission To distribute leading edge technology products and services, using the best business practices and technology, thereby fulfilling and exceeding customer and vendor expectations. To offer a conducive work environment that will enhance opportunities for self development and growth to its employees. To maximise returns and offer consistent and continued growth to its share holders. Our Values Compuage puts great emphasis on values , these principles define our work and define our mission. Our Core values are integrity, commitment , human touch , team work , mutual respect & excellence. Our Services Our strength in distribution emanates from our focus on service and customer support. With a proven track record of strong after sales service, Compuage offers technical expertise that assures complete reliability and performance. Armed with a well-trained team of service personnel, we offer complete after sales support. We are an authorized service providers for Asus, creative, Fujifilm’s, hp optical drive, liteon, Relicell & Toshiba. Global Alliance
• 8.
  8 Compuage with itsever growing alliances with Global IT giants, has to its credit, many successful introductions of technological innovations and a wind array of world class products in the Indian IT market. As Compuage is having 56 branches all across india they have been divided into 4 zones of NORTH, EAST, WEST & SOUTH. The various branches has been allocated in different zones as follows: NORTH Zone Includes: Chandigarh, Delhi, Dehradun, Gurgaon SOUTH Zone Includes: Bangalore, Chennai, Hyderabad, Madurai EAST Zone Includes: Ranchi, Patna, Kolkata, Bhubaneshwar WEST Zone Includes Mumbai, Pune, Nasik, Nagpur, Jaipur.
• 9.
  9 JOB PROFILE Recruitment andSelection Recruitment: Recruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate. Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected. Recruitment is a positive process of searching for prospective employees and stimulating them to apply for the jobs in the organisation. When more persons apply for jobs then there will be a scope for recruiting better persons. In the recruitment, a pool of eligible and interested candidates is created for selection of most suitable candidates. Recruitment represents the first contact that a company makes with potential employees The job-seekers too, on the other hand, are in search of organisations offering them employment. Recruitment is a linkage activity bringing together those with jobs and those seeking jobs. In simple words, the term recruitment refers to discovering the source from where potential employees may be selected. Recruitment is concerned with reaching out, attracting, and ensuring a supply of qualified personnel and making out selection of requisite manpower both in their quantitative and qualitative aspect. Process of Recruitment followed at Compuage Infocom Ltd: 1) Identify Vacancy: When a supervisor in the particular unit or from any different department finds need to hire a new employee or whether to replace a terminating employee or because of an increase or change in workload. A job description, detailing all essential position functions, required education and experience should be attached. These are done so as to verify the education qualification as well the experience criteria of the candidate. If either of the above is significantly different from the current position description and level, Human Resources may recommend a more appropriate description and title be selected from those presently available. Or, if the duties to be performed are not consistent with any current position description, the supervisor, with the assistance of the HR Analyst, will draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager. Once the new position
• 10.
  10 description and levelare approved, a new Position Requisition will be filled out, and the necessary approvals obtained 2) Approvals: Whenever a vacancy is identified, HR head freezes manpower and the organization structure along with respective directors. Departmental heads draw out a vacancy list from the organization chart and get these duly approved by the directors. Once it is approved by the HR and Managing directors an MPR (Manpower Requirement) is made and sent to the department heads 3) Sources: (A) Internal Sources (i) Transfer: The employees were transferred from one location to another in case there is an opening for appropriate location and an employee is interested to shift to that location. (ii) Promotions: The employees were promoted to different levels based on their efficiency and performance and experience. (B) External Sources (i) Job Portals: Naukri.com was the portal widely used for recruitment. (ii) Campus Recruitment: Campus Recruitment was done for on boarding the marketing candidates from different location (iii) Employee Referrals: References were asked from the existing employees of the organization. (iv) Unsolicited Applicants: Many applicants were entering as direct walkin which was definitely disturbing the routine work but also was very much helpful in creating a database of suitable candidates. 4) Cold Calling: Calling up the suitable candidates. 5) Telephonic Interview: Taking a telephonic round of the interview and judging their communication skills if found suitable, lining up for a face to face round of interview.
• 11.
  11 Selection: “Selection is theprocess of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.” Selection is basically picking an applicant from (a pool of applicants) who has the appropriate qualification and competency to do the job. The difference between recruitment and selection: Recruitment is identifying n encouraging prospective employees to apply for a job and Selection is selecting the right candidate from the pool of applicants Steps followed in Selection Process at Compuage Infocom Ltd. 1) Preliminary Interview: Initial Screening is done on the basis of applicants and applications. A preliminary interview is conducted so as to select the suitable candidate who can go through further stages of interviews. The candidate must be from English Medium only. If the candidates do not meet the requirement they are rejected. And for higher posts applications and applicants both play a major role in the screening process. After taking the telephonic round of interview the candidates are called up for the Face to face round of interview. 2) Depth Interview: Once the candidate got selected he is qualified for the second round of interview which will be conducted by the head of the appropriate department and a deep information is asked to him/her regarding their profile and knowledge regarding the Job profile. 3) Final Round: Once the candidate is found suitable for the position by the departments head he is called up for a final round of an interview with the Managing Director and salary was discussed in the same round. 4) Reference Check: Many employers request names, addresses, and telephone numbers of references for the purpose of verifying information and perhaps, gaining additional background information on an applicant. 5) Offer and Negotiation: A formal offer of employment is extended to the finally selected candidates 6) Follow up & Joining: The Recruitment Cell does a follow up with the candidate who is extended an offer to ensure candidate is joining within the stipulated time
• 12.
  12 This is wherethe selection process comes to an end if the candidate is selected by the director and is on boarded. In case the candidate got rejected then the process starts again from Recruitment. Compuage does not have any tie-ups with the consultancy rather the internal team is working which means in house recruitment was done.
• 13.
  13 Limitation of theStudy Recruitment has never been so easy since employees may come and leave the organization and hence it is called as a Never-ending process. There has been certain limitations to the study of Recruitment and Selection which are as follows:  Low Salary Bracket: The salary bracket for the specific positions was too low. Since the bracket was too low it became very much difficult to on board the candidates for the profile even if they were interested for the job profile.  DelayedReplies: The replies or the approvals from the senior level management were too late due to which the candidates sometimes were not available to turn up for the final joining  Work Timings: The office timings were started by 9 am in the morning but there was no fix time to leave the organization. The employees were almost leaving by 10pm-11pm which was again a major issue faced in the organization. Due to late sittings in the organization the candidates were not ready to turn up for further joining process.  Lack of Co-ordination: There was a lack of co-ordination among various departments of the organization say for example whenever a need arises for the specific position it was an abrupt need and the HRs were pressurized to get the closings done within a specific deadline if informed well in advance to the HRs or if informed as and when the HRs asks for the specific requirements to be fulfilled then it would have been easier for filling up the position at right time.  Specific Criteria of Selection: The management was very much specific for the selection criteria and not at all flexible due to which again it becomes a toughest tasks for the recruitment team to search a candidate with that specific criteria..
• 14.
  14 Suggestions and Recommendations: Flexible Salary Bracket: The salary bracket needs to be flexible enough for the deserving candidate and should not be rigid in order to fulfill the needs of the required position.  Early Replies: The delay in the replies from the Senior level management was leading to slow down of the recruitment work due to which the entire process was disturbed. If the management gives an early reply of selection and rejection of the candidates it becomes easier for the recruitment also to work effectively.  Flexible Work timings: Since each and every individual is working for his or her own survival definitely they wants to spend time with their family as well. It is rightly said that if a person cannot complete his work within the stipulated time he can never work beyond that as well or in simple terms we can say he may not be that productive after the stipulated time. So the timings must be flexible such that rather than doing quantity work they might do quality work.  Flexible Selection Criteria: Since the Selection criteria is very much specific at some point of time it needs to be changed for the deserving candidate to a certain extent.
• 15.
  15 CONCLUSION The human elementof organization is the most crucial asset of an organization. Taking a closer perspective -it is the very quality of this asset that sets an organization apart from the others, the very element that brings the organization’s vision into action. Thus, one can grasp the strategic implications that the manpower of an organization has in shaping the fortunes of an organization. This is where the complementary roles of Recruitment and Selection come in. The role of these aspects in the contemporary organization is a subject on which the experts have deliberated and studied, considering the vital role that they obviously play. The essence of recruitment can be summed up as ‘the philosophy of attracting as many applicants as possible for given jobs’. The face value of this definition is what guided recruitment activities in the past. These days, however, the emphasis is on aligning the organization’s objectives with that of the individual’s. By making this a priority, an organization safeguards its interests and standing. After all, a satisfied workforce is a stable workforce which also ensures that an organization has credible and reliable performance. In a bid to underscore this subtle point, the project examines the various processes and nuances one of the most critical activities of an organization. The end result of the recruitment process is essentially a pool of applicants. Next to recruitment, the logical step in the HR process is the selection of qualified and competent people. As such, this process concentrates on differentiating between applicants in order to identify – and hire- those individuals whose abilities are consistent with the organization’s requirements. The 2 activities basically have one aim- to yield a perfect employee for the organization. Every organization tailors the processes keeping in mind the nature of the organization, its needs and constraints. In the end, this project endeavors to present a comprehensive picture of Recruitment and Selection and hopes to enable and appreciate the various intricacies involved.
• 16.
  16
• 17.
  17