tanveer bms heena (Repaired).docx

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RECRUITMENT IN INDIAN ORGANISATION

PROJECT REPORT ON

"RECRUITMENT IN INDIAN ORGANIZATIONS"

ON

CASE STUDY

A PROJECT REPORT SUBMITTED TO THE UNIVERSITY

OF MUMBAI FOR THE AWARD OF DEGREE OF

BACHELOR MANAGEMENT STUDY.

UNDER THE GUIDANCE OF: SUBMITTED

BY:

SHAIKH NUZHAT MISS. SHAIKH

TANVEER

ROLL NO: 14

A.E KALSEKAR DEGREE COLLEGE (ARTS, COMMERCE, AND

SCIENCE)

MUMBRA THANE 400612.

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PREFACE

IN MODERN WORLD IMPORTANT OF MANAGEMENT

INCREASE DAY BY DAY.

THE HUMAN RESOURCE MANAGEMENT IS VERY IMPORTANT FACTOR OF

PRODUCTION AND IT WAS REALIZED TO THE ORGANIZATION IN1990'S

AFTER EVOLUTION STARTED. AND THEY REALIZED ALL FACTOR OF

PRODUCTION IS WORTHLESS WITHOUT HUMAN EFFORTS. IT’S VERY

IMPORTANT ASSET OF THE ORGANIZATION. SO HUMAN RESOURCE

MANAGEMENT WORKS ON RECRUITMENT OF THE PEOPLE I.E WHO ARE

ABLE AND EFFICIENT LABOUR TO THE ORGANIZATION.

TODAY EVERY PERSON WANTS TO BECOME A MASTER IN THEIR FIELD.

SINCE THE THEORETICAL KNOWLEDGE ARE NOT MUCH MORE TO

INCREASE THE KNOWLEDGE. PRACTICAL KNOWLEDGE ARE VERY

IMPORTANT AND GIVES KNOWLEDGE AS COMPARED TO THEORETICAL

KNOWLEDGE.

SO I TRIED TO PUT MORE LIGHTS ON HRM THROUGH PREPARING A

PROJECT ON “EURONET PVT LTD”.

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ACKNOWLEDGMENT

THIS IS MY PLEASURE TO PRESENT THIS PROJECT. IT GAVE ME A

KNOWLEDGE AND EXPERIENCE ABOUT ORGANIZATIONAL PROCESS OF

RECRUITMENT. I WOULD LIKE TO THANKS ALL THOSE PEOPLE WHO

HELPED ME THROUGH MY PROJECT WORK.

I AM THANKFUL TO” SEEMA YADAV” HR MANAGER FOR GIVING ME

VALUABLE GUIDANCE FOR PREPARING THIS PROJECT REPORT. IT HAS

BEEN A GREAT LEARNING EXPERIENCE OF BEING A TRAINEE UNDER

HIM.

I WOULD LIKE TO EXPRESS MY SPECIAL THANKS TO MY FRIENDS, LIKE

"ABDAL" WHO SUPPORT ME IN COLLECTION OF DATA AND GIVING ME

CREATIVE IDEAS FOR PREPARING THIS PROJECT REPORT.

MOREOVER, I THANKS TO "PROF. SHAIKH NUZHAT MISS" WHO GUIDE

ME BEFORE AND AFTER THE PROJECT WORK. AND SHE GAVE ME GREAT

SUPPORT TO PREPARING THIS REPORT.

http://report.it/

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DECLARATION

I, SHAIKH TANVEER AFTAB ALAM STUDENT OF T.Y BMS ROLL NO:14.

HEREBY DECLARE THAT THE PROJECT TITLE "RECRUITMENT IN INDIAN

ORGANIZATION" FOR THE SUBJECT OF HUMAN RESOURCE

MANAGEMENT. SUBMITTED BY ME FOR SEMESTER 5 OF THE ACADEMIC

YEAR 2015-16, IS BASED ON WORK CARRIED OUT BY ME .UNDER THE

SUPERVISION OF NUZHAT MISS.

I FURTHER DECLARE THAT THIS PROJECT WORK IS ORIGINAL AND NOT

SUBMITTED ANYWHERE ELSE IN ANY EXAMINATION.

DATE:

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SIGN OF STUDENT:

EXECUTIVE SUMMARY:

NOWADAYS, THE HUMAN RESOURCE PLANNING AS AN ACTIVITY IS

NECESSARY .THE HUMAN RESOURCE IS VERY IMPORTANT FACTOR OF

PRODUCTION IN ORGANIZATIONS. HUMAN RESOURCE PLANNING IS A

VITAL INGREDIENT FOR THE SUCCESS OF THE ORGANIZATION IN THE

RUN. THERE ARE CERTAIN WAYS FOLLOWED BY ALL ORGANIZATIONS.

HR MANAGER IS ENSURE THAT IT HAS RIGHT NUMBER AND KIND OF

PEOPLE, AT THE RIGHT PLACE AND RIGHT TIME, SO THAT

ORGANIZATION CAN ACHIEVED ITS GOAL.

THE OBJECTIVE OF HUMAN RESOURCE MANAGER IS TO HUMAN

RESOURCE PLANNING, RECRUITMENT, SELECTION, TRAINING, AND

DEVELOPMENT, INTEGRATION, MAINTENANCE, CAREER PLANNING,

TRANSFER AND PROMOTION, PERFORMANCE APPRAISAL, AND SO ON.

AND EVERY OBJECTIVES REQUIRED SPECIAL ATTENTION AND PROPER

IMPLEMENTATION.

HUMAN RESOURCE MANAGEMENT IS A DISTINCT PHILOSOPHY OF

MANAGEMENT AIMING AT MUTUALLY OF INTEREST I.E. INDIVIDUAL

NEEDS AND ORGANIZATION OBJECTIVES.

HUMAN RESOURCE MANAGEMENT IS STRATEGIC PARTNERSHIP IN

ACHIEVING ORGANIZATIONS OBJECTIVE.HRM IS INTEGRATED INTO

OVERALL STRATEGIC MANAGEMENT. HUMAN RESOURCE MANAGEMENT

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INVOLVES IN DEVELOPING TOTAL ORGANIZATION, INCLUDING

EMPLOYEE AND BUILDING RIGHT TYPE OF CULTURE SUCH AS TEAM

WORK, MUTUALLY TRUST, COLLABORATION, RISK TAKING ETC.

CERTIFICATE

IT IS CERTIFIED THAT THE PROJECT WORK ENTITLED “RECRUITMENT IN

INDIAN ORGANIZATION” DONE BY SHAIKH TANVEER TO BE SUBMITTED

TO A.E CALSEKAR DEGREE COLLEGE, MUMBRA, AFFILIATED TO

MUMBAI UNIVERSITY. FOR THE FULFILLMENT OF REQUIREMENT FOR

AWARD OF THE DEGREE OF BACHELOR OF MANAGEMENT STUDIES HAS

BEEN CARRIED OUT UNDER MY GUIDANCE AND SUPERVISION. THIS

PROJECT IS NOT SUBMITTED TO ANY OTHER UNIVERSITY FOR

RECEIVING ANY DIPLOMA OR DEGREE.

DATE: 7-10 -2015

HR SIGN:

SEEMA YADAV.

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CONTENT

SR NO TOPIC PAGE NO

1 CHAPTER 1EXECUTIVE SUMMARY:

OBJECTIVE OF THE STUDY

METHODOLOGY OF THE STUDY

INTRODUCTION:

2 Chapter 2What is it? Information Technology (IT)

definition

COMPANY PROFILE .

ERURONET PVT LTD

3 CHAPTER 3

LITERATURE SURVEY

4 CHAPTER 4DATA ANALYSIS

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OBJECTIVE OF THE STUDY

1) TO STUDY THE RECRUITMENT PROCEDURE FOLLOWED IN

“EORONET SERVICE INDIA PVT. LTD.”

2) TO STUDY THE VARIOUS SOURCES OF RECRUITMENT IN

“EURONET SERVICE INDIA PVT LTD”.

3) TO LEARN THE RECRUITMENT PROCESS THAT SHOULD BE

FOLLOWED.

4) TO SEARCH OR HEADHUNT PEOPLE WHOSE SKILL FITS INTO

THE COMPANIES VALUE.

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METHODOLOGY OF THE STUDY

IN EVERYDAY LIFE HUMAN BEING HAS TO FACE MANY PROBLEMS VIZ,

SOCIAL , ECONOMICLE, AND FINANCIAL.

IF WE WANT TO RESOLVE THE PROBLEMS , SO THAT RESEARCH IS

REQUIERDE AND A METHODOLOGY APPLIED FOR THE SOLUTION CAN BE

FOUNDED.

DATA COLLECTION:

1)PRIMARY DATA:

PRIMARY DATA WAS COLLECTED THROUGH SURVEY METHOD BY

DISTRIBUTING QUESTIONNAIRES TO HUMAN RESOURCE MANAGER AND

EMPLOYEES OF EURONET COMPANY THE QUESTIONNAIRE WERE MADE

BY ME AS PER PROJECT PURPOSE. AND IT HAS BEEN COLLECTED

THROUGH MY DEAR FRIEND “MOHSIN QURAISHI”

2)SECONDARY DATA:

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DATA WAS COLLECTED FROM BOOKS, MAGAZINE, WEB SITES, GOING

THROUGH THE RECORDS OF THE ORGANIZATION, ETC. IT IS THE DATA

WHICH HAS BEEN COLLECTED BY INDIVIDUAL OR WITH THE HELP OF

MY FRIEND ‘ABDAL’.

DEFINITION:

HUMAN RESOURCE MANAGEMENT IS THE PLANNING, ORGANIZING,

DIRECTING AND CONTROLLING OF THE PROCUREMENT, DEVELOPMENT,

COMPENSATION, INTEGRATION, MAINTENANCE AND REPRODUCTION OF

HUMAN RESOURCES TO THE END THAT INDIVIDUAL, ORGANIZATIONAL

AND SOCIETAL OBJECTIVES ARE ACCOMPLISHED." ( EDWIN

B. FLIPPO )

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INTRODUCTION:

HUMAN RESOURCE MANAGEMENT (HRM) DEALS WITH DIFFERENT

ASPECTS OF HUMAN RESOURCE (MANPOWER) EMPLOYED IN AN

ORGANIZATION. ORGANIZATIONS ARE MADE UP OF PEOPLE

(EMPLOYEES WORKING AT DIFFERENT MANAGEMENT LEVELS) AND

FUNCTION THROUGH PEOPLE. MATERIAL RESOURCES SUCH AS MONEY

AND MATERIALS ARE UTILIZED THROUGH PEOPLE FOR DIFFERENT

PURPOSES. PEOPLE CONSTITUTE THE MOST SIGNIFICANT RESOURCE OF

AN ORGANIZATION. THE PEOPLE MAKE OR MAR AN ORGANIZATION.

HUMAN RESOURCE IS MOST ACTIVE, PRODUCTIVE AND SENSITIVE.

EMPLOYEES HAVE CAPACITY TO THINK AND ACT OR REACT

ACCORDINGLY. THIS SOURCE NEEDS DELICATE HANDLING AND FAIR

TREATMENT SO THAT IT WILL BE CO-OPERATIVE AND USEFUL FOR THE

PROGRESS AND PROSPERITY OF AN ORGANIZATION.

IN THL PRESENTS WORLD, ALL ORGANIZATIONAL RESOURCES (HUMAN

AND MATERIAL) ARE IMPORTANT FOR ACHIEVING ORGANIZATIONAL

OBJECTIVES. NATURALLY, THEIR EFFECTIVE UTILIZATION IS A MUST.

HERE, ORGANIZATIONS GIVE SPECIAL ATTENTION TO HUMAN

RESOURCES WHICH INCLUDES MANPOWER WORKING AT DIFFERENT

LEVELS IN THE ORGANIZATION. ORGANIZATIONAL FUNCTION THROUGH

PEOPLE/EMPLOYEES. IT IS THIS HUMAN RESOURCE WHICH BRINGS

SUCCESS, STABILITY AND PROSPERITY TO AN ORGANIZATION. THE

EMPLOYEES NEED TO BE EFFICIENT, HIGHLY AND PROFESSIONAL, CO-

OPERATIVE AND LOYAL TO THE ORGANIZATION. THEY ARE EXPECTED

TO MAKE POSITIVE CONTRIBUTION IN ACHIEVING ORGANIZATIONAL

OBJECTIVES. SUCH USEFUL LABOUR FORCE WILL NOT DEVELOPED

AUTOMATICALLY BUT NEEDS TO BE NURTURED THROUGH SPECIAL

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EFFORTS IN THE FORM OF TRAINING, CAREER DEVELOPMENT, CORDIAL

INDUSTRIAL RELATIONS PARTICIPATIVE MANAGEMENT AND TRADE

UNIONS.

HUMAN RESOURCE MANAGEMENT (HRM) DEALS WITH THE

MANPOWER EMPLOYED IN AN ORGANIZATION. IT DEALS WITH THEIR

PROBLEMS AND ALSO WITH THEIR RECRUITMENT, SELECTION, CAREER

TRAINING, DEVELOPMENT, PROMOTIONS AND SO ON.HRM IS

CONCERNED WITH MANAGING AVAILABLE MANPOWER FOR THE

BENEFIT OF THE-ORGANISAON.IT IS THAT AREA/ASPECT OF

MANAGEMENT WHICH IS CONCERNED WITH PEOPLE AT WORK AND

THEIR RELATIONSHIPS WITHIN THE ORGANIZATION. HRM IS

IMPORTANT BRANCH OF MANAGEMENT AS IT TOUCHES ALL OTHER

ASPECTS OF BUSINESS MANAGEMENT. HRM IS CONCERNED WITH

HUMAN RESOURCE PLANNING, RECRUITMENT AND SELECTION OF

MANPOWER, TRAINING AND DEVELOPMENT OF MANPOWER,

COMPENSATION PAYMENT TO MANPOWER AND SO ON. THE MANAGER

WHO LOOKS AFTER HRM IS CALLED HR MANAGER. THE TERM HRM

IS NOW USED EXTENSIVELY IN PLACE OF THE TERM PERSONNEL

MANAGEMENT.

HR MANAGER:

A HUMAN RESOURCE MANAGER IS A PERSON WHO TAKES PROPER CARE

OF ALL HUMAN RESOURCE FUNCTIONS AND HAS LEADERSHIP

QUALITITES TO HANDLE CRUCIAL MATTERS RELATED TO HR IN AN

ORGANIZATION, HE BELONGS TO MIDDLE LEVEL MANAGEMENT AND

TAKES DECISIONS FOR CRITICAL MATTERS AS PER THE SITUATION

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ARISES. HE SHOULD BE IMBIBED WITH ALL LEADERSHIP QUALITIES

SUCH AS QUICK DECISION MAKER, SMART, INTELLIGENT, MOTIVATING

EMPLOYEES IN THE ORGANIZATION AND MONITORING THEM IN ORDER

TO INCREASE THEIR EFFICIENCY AND PRODUCTIVITY. HE PLAYS A

DUAL ROLE BY CATERING TO THE NEEDS OF THE EMPLOYEES AND AT

THE SAME TIME TAKING INTO COGNIZANCE THE OVERALL GROWTH

AND DEVELOPMENT OF THE ORGANIZATION.

HE ALSO PUTS HIS ATTENTION IN THE COST CONTAINMENT, MAKES

OPTIMUM UTILIZATION OF HUMAN RESOURCES IN A SMART WAY, HELPS

IN INTEGRATION OF ORGANIZATIONAL GOALS, AND FOLLOWS ETHICAL

BUSINESS. HE IS ALSO, RESPONSIBLE PERSON WHO SEES TO IT THAT

VIOLATIONS SHOULD NOT BE DONE IN ANY CASE OF LEGAL

REQUIREMENTS. HE SHOULD NOT TAKE ANY BIAS DECISIONS AND

SHOULD HAVE HOLISTIC APPROACH IN ORDER TO SOLVE PROBLEMS. HE

NEEDS TO HAVE ENOUGH KNOWLEDGE ABOUT HR SO THAT NO WRONG

DECISIONS CAN BE TAKEN. HE NEED TO HAVE HIGH LEVEL OF

INTELLIGENCE IN ORDER TO BE AN EFFICIENT EMPLOYEE.

EVOLUTION OF HRM

THE EVOLUTION OF HRM CAN BE TRACED BACK TO KAUTILYA ARTHA

SHASTRA WHERE HE RECOMMENDS THAT GOVERNMENT MUST TAKE

ACTIVE INTEREST IN PUBLIC AND PRIVATE ENTERPRISE. HE SAYS THAT

GOVERNMENT MUST PROVIDE A PROPER PROCEDURE FOR REGULATING

EMPLOYER AND EMPLOYEE RELATIONSHIP.

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IN THE MEDIEVAL TIMES THERE WERE EXAMPLES OF KINGS LIKE

ALLAUDIN KHILJI WHO REGULATED THE MARKET AND CHARGED FIXED

PRICES AND PROVIDED FIXED SALARIES TO THE PEOPLE. THIS WAS

DONE TO FIGHT INFLATION AND PROVIDE A DECENT STANDARD OF

LIVING. DURING THE PRE-INDEPENDENCE PERIOD OF 1920 THE TRADE

UNION EMERGED. MANY AUTHORS WHO HAVE GIVEN THE HISTORY OF

HRM SAY THAT HRM STARTED BECAUSE OF TRADE UNION AND THE

FIRST WORLD WAR. THE ROYAL COMMISSION IN 1931 RECOMMENDED

THE APPOINTED OF A LABOUR WELFARE OFFICER TO LOOK INTO THE

GRIEVANCES OF WORKERS. THE FACTORY ACT OF 1942 MADE IT

COMPULSORY TO APPOINT A LABOUR WELFARE OFFICER IF THE

FACTORY HAD 500 OR MORE WORKERS. THE INTERNATIONAL

INSTITUTE OF PERSONNEL MANAGEMENT AND NATIONAL INSTITUTE

OF LABOUR MANAGEMENT WERE SETUP TO LOOK INTO PROBLEMS

FACED BY WORKERS TO PROVIDE SOLUTIONS TO THEM. THE SECOND

WORLD WAR CREATED AWARENESS REGARDING WORKERS RIGHTS

AND 1940S TO 1960S SAW THE INTRODUCTION OF NEW TECHNIQUES TO

HELP WORKERS.

THE 1960S EXTENDED THE SCOPE OF HUMAN RESOURCE BEYOND

WELFARE. NOW IT WAS A COMBINATION OF WELFARE, INDUSTRIAL

RELATIONS, ADMINISTRATION TOGETHER IT WAS CALLED PERSONNEL

MANAGEMENT. WITH THE SECOND FIVE YEAR PLAN, HEAVY

INDUSTRIES STARTED AND PROFESSIONAL MANAGEMENT GAINED

IMPORTANCE. IN THE 1970S THE FOCUS WAS ON EFFICIENCY OF

LABOUR, WHILE IN 1980S THE FOCUS WAS ON NEW TECHNOLOGIES

MAKING IT NECESSARY FOR NEW RULES AND REGULATIONS.

IN 1990S-THE EMPHASIS WAS ON HUMAN VALUES AND DEVELOPMENT

OF PEOPLE AND WITH LIBERALIZATION AND CHANGING TYPE OF

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WORKING PEOPLE BECAME MORE AND MORE IMPORTANT THEREBY.

LEADING TO HRM, WHICH IS AN ADVANCEMENT OF PERSONNEL

MANAGEMENT.

HR IN INDIA -IS IT STILL IN AN

INFANT STAGE

HUMAN RECOURSE FUNCTIONS GAINED ITS IMPORTANT IN INDIA IN

LATE 80S AND THE PERSONNEL AND ADMINISTRATIVE FUNCTION WERE

ENRICHED TO HUMAN RESOURCE FUNCTION S. MORE AND MORE

INSTITUTES STARTED OFFERING SPECIALIZED COURSES IN HUMAN

RESOURCES. DEMAND FOR HR FUNCTIONARIES IS. NOW ON ITS PICK

AND THE CURRENT GENERATION OF STUDENT IS SERIOUSLY

CONSIDERING OPTING FOR HR SPECIALIZATION.

POST-INDEPENDENCE TO LATE 80S -ADMINISTRATION, PM AND IR

FUNCTIONS .THIS WERE THE ERA OF ADMINISTRATION FUNCTIONS,

PERSONNEL FUNCTION AND INDUSTRIAL RELATIONS. PERSONNEL

FUNCTIONS INCLUDED TYPICAL PAPER AND ADMINISTRATIVE WORK OF

LEGAL AND STATUTORY COMPLIANCE LIKE PF, ESI, FACTORIES ACT

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FORMS AND RETURNS AND ETC. INDUSTRIAL RELATIONS INCLUDED

MAINTAINING HARMONIOUS MANAGEMENT-UNION RELATIONS AND

HANDLING LABOUR UNREST. THE IMPORTANT FEATURE OF THIS ERA

WAS THAT IT WAS CENTERED AROUND LEGAL COMPLIANCE AND

MAINTAINING THE MANAGEMENT UNION RELATIONS. HOWEVER, THE

FACTOR OF PROMOTING OR IMPROVING UNION-MANAGEMENT

RELATION OF INDIVIDUAL DEVELOPMENT WAS MISSING. FURTHER, IT

WAS MORE OF A REACTIVE APPROACH RATHER THAN PROACTIVE

APPROACH.

LATE 80S LIBERALIZATION ERA-HUMAN RESOURCE MANAGEMENT .

DURING THIS ERA, MANY LARGE ORGANIZATION FOCUS SHIFTED TO

HUMAN RESOURCE MANAGEMENT AND THE PARADIGM SHIFTED TO

PROACTIVE APPROACH AND PROMOTING INDIVIDUAL DEVELOPMENT.

EMPLOYEES WERE RECOGNIZING AS THE MOST VALUABLE ASSET OF

THE ORGANIZATION AND MEASURE WERE TAKEN TO PROMOTE

EMPLOYEE WELFARE AND DEVELOPMENT. UNLIKE THE OLDEN TIME,

QUALIFIED PEOPLE WERE RECRUITED TO HANDLE HUMAN RESOURCE

AND PERSONNEL FUNCTION . MANY ORGANIZATIONS EVEN WENT TO

THE EXTENT THAT THEY CHANGE THE NAME OF THE PERSONNEL

DEPARTMENT TO HR DEPARTMENT OR EMPLOYEE RELATIONS

DEPARTMENT. TATA GROUP OF COMPANIES, GODREJ, RELIANCE, FEW

OTHER LEADING IT ORGANIZATION AND FEW PUBLIC SECTOR

ENTERPRISES WERE PIONEER IN THIS INITIATIVES. MOREOVER, SPENDS

ON TRAINING AND ORIENTING EMPLOYEES TO THE ORGANIZATIONS

REQUIREMENT S WERE ALSO COUPLED INTO THE HR ACTIVITIES.

POST -1991, DR .MANMOHAN SINGH LIBERALIZED INDUSTRIAL

POLICIES, INDIA WITNESSED A GREAT BOOM OF INDUSTRIALIZATION

AND MANY FOREIGN FIRMS ENTERED INDIAN MARKETS. THEY

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BROUGHT WITH THEM THEIR NEW AND INNOVATIVE HR PRACTICES

AND INDIA WAS ALL SET TO ENTER THE ADVANCED STAGE OF HUMAN

RESOURCE DEVELOPMENT PRACTICES. SITUATION NOW-IT IS GOOD

ENOUGH? INDIAN ORGANIZATIONS AND MNCS PRESENT IN INDIA

PROMOTED MANY INNOVATION HR PRACTICES. FOCUS GRADUALLY

SHIFTED TO ORGANIZATION AS A WHOLE THROUGH INDIVIDUAL

DEVELOPMENT AND OD AND OB CONCEPTS ALSO HAVE GAINED

SIGNIFICANT IMPORTANCE. CURRENTLY, MOST OF THE MEDIUM SIZE TO

LARGE SIZE FIRM/ORGANIZATIONS HAVE HR PRACTICES AND DEDICATE

HR DEPARTMENT. MORE AND MORE ORGANIZATIONS ARE FINE TUNING

THEIR HR PRACTICES AND TO BENEFIT THE ORGANIZATIONS TO THE

BEST. HOWEVER, IT IS SURPRISING TO OBSERVE THAT INDIA HAS

VIRTUALLY CONTRIBUTED NOTHING TO THE HR FIELD. INDIA HAS BEEN

ADOPTED AND PRACTICING THE GOOD HR CONCEPTS AND INNOVATION

INVENTED BY INTERNATIONAL HR FRATERNITY , BUT HAVE FAILED TO

OFFER AN INNOVATION OR INVENTION IN THE FIELD OF HR. FIRM HAVE

BEEN ABLE TO MAINTAIN THE CURRENT HR FUNCTION IN A DECENT

MANNERS, BUT HAVE SPENT LITTLE EFFORTS FOR INNOVATION IN THE

FIELD. WE ARE STILL BELIEVING THAT WHATEVER WE ARE DOING IS

GOOD ENOUGH, BUT THE FACT REMAINS THAT THE WORLD IS

CONSTANTLY CHANGING AND WE ALSO NEED TO MATCH THE PACE OF

THE DEVELOPMENT. HR IN INDIA IS IN INFANT STAGE .IF I WERE TO

CONCLUDE ON THE BASIS OF MY EXPERIENCE , GENERALLY

(REMEMBER, THEIR MAY BE EXCEPTIONS) ASSESSMENT CENTERED,

PSYCHOMETRIC TESTS, ETC., HAVE HELP THE ORGANIZATIONS TO

SELECT BEST OF THE BEST PEOPLE MATCHING THEIR REQUIREMENTS;

HOWEVER ,THEY HAVE BEEN UNABLE TO HELP IN RETAINING THEM. WE

HAVE BEEN UNABLE TO MEASURE THE IMPACT AND TAKING THE

CORRECTIVE ACTION ON THE SAME . WE HAVE BEEN OFFERING

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MORE AND MORE MONEY TO RETAINING THE EMPLOYEE

LOYALTY . IT WOULD NOT BE AN EXAGGERATION TO SAY THAT HR

IN INDIA IS STILL IN INFANT STAGE AND IT HAS TO GROW

SIGNIFICANTLY IF IT HAS TO RETAIN ITS ADVANTAGEOUS POSITION IN

THE WORLD AS A COST EFFECTIVE AND EFFICIENT LABOUR SOURCE.

ORGANIZATIONS ARE UNDER CONSTANT PRESSURE TO REDUCE COSTS

AND PRODUCTIVE AND THIS IS POSSIBLE ONLY THROUGH INCREASE

EFFICIENCY OF EMPLOYEES. AND HENCE ,HR PRACTICES IN INDIA

HAVE TO MATURE AND GRADUATE TO THE LEVEL THAT CAN OFFER THE

INNOVATION AND EMPLOYEE DEVELOPMENT IN SUCH A WAY THAT IT

CAN FOSTER THE GROWTH OF THE ORGANIZATION AND ECONOMIC AS A

WHOLE AT A FASTER PACE.

CHALLENGES OF HRM IN INDIAN

ECONOMY

THE JOB OF HRM DEPARTMENT IN INDIA HAS NEVER BEEN SO

CHALLENGING. LAST DECADE HAS WITNESSED TECTONIC SHIFT IN JOB

MARKET. FROM BEING AN EMPLOYER'S MARKET, ESPECIALLY IN THE

MOST CRUCIAL SEGMENT, I.E., MANAGEMENT MIDDLE MANAGEMENT.

GLOBALIZATION AND INDIA’S GROWING STATURE IN THE WORLD HAS

BEEN DEMAND FOR INDIAN MANAGERS SOARING. FROM THE STATE OF

PLENTY, THERE IS A STAGE OF SCARCITY OF THE WRIGHT TALENTS.

THE BIGGEST CHALLENGE IS TO RETAIN THE TALENT ONE HAS SO

ASSIDUOUSLY HUNTED AND TRAINED. THE ATTRIBUTION RATE HAS

REACHED ALARMING PROMOTIONS. IT HAS REACHED SUCH

PROPORTIONS THAT CERTAIN SEGMENT OF INDUSTRY ARE

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MAINTAINING BENCH STRENGTH TO FILL IN THE SUDDEN GRAPES DUE

TO RESIGNATION .IN ADDITION, THERE ARE FOLLOWING ISSUES:

1. WORKPLACE FLEXIBILITY:

COLLABORATIVE CULTURE WILL BE THE WORKPLACE MODEL.

CREATIVE EMPLOYMENT CONTRACT WILL SUPPORT MORE TIME OFF,

FLEXIBILITY IN HOUR AND WORK LOCATION , TECHNOLOGICAL JOB

AIDS AND MORE PRAY AT A RISK WITH SIGNIFICANT UPSIDES

POTENTIAL .

2. COMPANY INTRANET WILL BECOME A MMAJOR TOOL FOR

COMMUNICATION, TRAINING AND BENEFIT ADMINISTRATION; HR WILL

PLAY A LEADING ROLE IN DEVELOPING THIS IMPORTANT TOOL.

3. WORK HOUR SCHEDULING WILL BECOME LESS IMPORTANT AS

ORGANIZATION FOCUS ON PERFORMANCE AND RESULTS.

4. COMPANY FACILITIES WILL BECOME "VIRTUAL" THROUGH WORLD-

AT-HOME, TELECOMMUNICATIONS AND OUTSOURCING. THE WORK

WEEK WILL BE LESS STRUCTURED - EMPLOYEES STILL WORK 40-PLUS

HOURS, BUT AT VARIED TIME AND PLACE OTHER THAN THE OFFICE.

5. ADVANCED TECHNOLOGY:

TECHNOLOGY NEEDS TO BE UPDATED ON THE DAILY BASIS. OUTDATED

/OBSOLETE TECHNOLOGY NEEDS TO BE SCRAPPED. TECHNOLOGY,

ESPECIALLY THE INTERNET, WILL ENABLE MORE BUSINESS TO ENTERED

THE GLOBAL MARKETPLACE. IN EVERY ARENA, ORGANIZATIONS ARE

GETTING MORE AND MORE TECHNOLOGICALLY ORIENTED. THOUGH IT

IS NOT IN THE MAIN RUN AFTER THE INITIAL DEBATES, PREPARATION

THE WORKFORCE TO ACCEPT TECHNOLOGICAL CHANGES IS A MAJOR

CHALLENGE. WE HAVE SEEN SECTOR LIKE BANKING UNDERGOING

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REVOLUTIONARY CHANGES ENABLE BY TECHNOLOGY. IT'S A HUGE

CHALLENGE TO BRING IN IT AND OTHER TECHNOLOGY ACCEPTANCE

ALL LEVEL IN ORGANIZATIONS.

6. HR PROFESSIONALS WILL HAVE ADVANCED ACUMEN IN

INTERNATIONAL BUSINESS PRACTICES,

INTERNATIONAL LABOUR LAWS, MULTICULTURAL SENSITIVITIES AND

MULTIPLE LANGUAGES.

7. CULTURAL UNDERSTANDING AND SENSITIVITY WILL BECOME MUCH

MORE IMPORTANT FOR THE HR PROFESSIONAL OF THE FUTURE,

WHEREAS MULTIPLE LANGUAGE ABILITY ISN'T GOING TO BECOME A

NECESSARY COMPETENCY.

8. WORKERS WILL CONTINUE TO STRUGGLE WITH THEIR NEED FOR

WORK/LIFE BALANCE, AND IT WILL GET WORSE.

9. WORKFORCE DEVELOPMENT: LIFELONG LEARNING WILL BE A

REQUIREMENT. THE FOCUS OF TRAINING IN THE ORGANIZATION WILL

NOT ONLY FOCUS ON PERFORMANCE IMPROVEMENT BUT ALSO ON

BUILDING CAPABILITIES AND SKILLS TO TACKLE PROBLEMS IN

STRESSFUL SITUATIONS AND ENHANCE TO DEVELOP A POSITIVE

PERSONALITY. PROBLEM-SOLVING AND ACCURATE DECISION MAKING

WILL BECOME A CURRICULUM IN THE ORGANIZATION. OTHER

ADVANCED TECHNOLOGIES AND METH ODS WOULD BE ADOPTED

WHILE TRAINING EMPLOYEES, AND TRAINING WILL BE DELIVERED

WHENEVER EMPLOYEES REQUIRE IT. ORGANIZATIONS WILL DEMAND

CONSTANT

PERSONAL GROWTH AND DEVELOPMENT SO THAT EMPLOYEES RESPOND

POSITIVELY TO THE

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INCREASING EXPECTATIONS OF COMPANY TO ACHIVE GOALS BEFORE

DEADLINES.

10. VARIED ASPECT OF JOBS : ORGANIZATIONS WON'T PAY FOR THE

VALUE OF THE JOB BUT FOR THE VALUE OF THE PERSON. VERSATILITY

WILL BE THE KEY FACTOR IN DETERMINING EMPLOYEE VALUE WITH

STRATEGIC THINKING, LEADERSHIP, PROBLEM-SOLVING, TECHNOLOGY

AND PEOPLE SKILLS CLOSE BEHIND. COMPENSATION SYSTEMS WILL BE

LINKED TO BUSINESS OUTCOMES. EMPLOYEES WILL BE INCREASINGLY

MEASURED BY HOW MUCH VALUE THEY CONTRIBUTE TO THE

BUSINESS, NOT BY WHETHER THEY FULFILLED PREDETERMINED

OBJECTIVES.

11. HR WILL EVOLVE FROM STRATEGIC BUSINESS PARTNERSHIP TO

STRATEGIC BUSINESS LEADERSHIP (DRIVING CHANGE AND RESULTS,

NOT JUST MONITORING THEM).

12. LEADING THE TALK: A HR MANAGER NEEDS TO ADVOCATE A

DIVERSE WORKFORCE BY MAKING

DIVERSITY EVIDENT AT ALL ORGANIZATIONAL LEVELS. OTHERWISE,

SOME EMPLOYEES WILL QUICKLY CONCLUDE THAT THERE IS NO

FUTURE FOR THEM IN THE COMPANY. AS THE HR MANAGER, IT IS

PERTINENT TO SHOW RESPECT FOR DIVERSITY ISSUES AND PROMOTE

CLEAR AND POSITIVE RESPONSES TO THEM. HE/ SHE MUST ALSO SHOW

A HIGH LEVEL OF COMMITMENT AND BE ABLE TO RESOLVE ISSUES OF

WORKPLACE DIVERSITY IN AN ETHICAL AND RESPONSIBLE MANNER.

13. CONTROL AND MEASURE RESULTS: A HR MANAGER MUST

CONDUCT REGULAR ORGANIZATIONAL ASSESSMENTS ON ISSUES LIKE

PAY, BENEFITS, WORK ENVIRONMENT, MANAGEMENT AND

PROMOTIONAL OPPORTUNITIES TO ASSESS THE PROGRESS OVER THE

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LONG-TERM. THERE IS ALSO A NEED TO DEVELOP APPROPRIATE

MEASURING TOOLS TO MEASURE THE IMPACT OF DIVERSITY

INITIATIVES AT THE ORGANIZATION TBROUGH ORGANIZATION-WIDE

FEEDBACK, SURVEYS AND OTHER METHODS. WITHOUT PROPER

CONTROL AND EVALUATION, SOME OF THESE DIVERSITY INITIATIVES

MAY JUST FIZZLE OUT, WITHOUT RESOLVING ANY REAL PROBLEMS

THAT MAY SURFACE DUE TO WORKPLACE DIVERSITY.

14. TAKING INITIATIVE IN THE CHANGING PROCESS: CHANGING THE

METHOD OF WORKING, USING NEW TECHNIQUES AS PER THE

REQUIREMENT OF CLIENTS, CHANGING NEGATIVE PERCEPTION INTO

POSITIVE ONE ALONG WITH THE ATTITUDE TOWARDS WORKERS, ETC.

HENCE, THE CHALLENGE BEFORE HR MANAGER IS TO MAKE PEOPLE

ACCEPT THOSE CHANGES.

15. RETENTION OF EMPLOYEES: THE MOST IMPORTANT CHALLENGE IS

OF RETENTION OF EMPLOYEES, WHERE IN IT BECOMES VERY DIFFI CULT

TO RETAIN EMPLOYEES FOR SEVERAL YEARS IN AN ORGANIZATION.

THERE IS HIGH LABOUR TURNOVER BECAUSE COMPETITORS OFFER

EMPLOYEES BETTER PACKAGE AND DESIGNATION, HENCE TURNOVER

SHOULD BE REDUCED AND RETENTION SHOULD BE CONTINUOUSLY

FOCUSED ON.

16. VARIED CULTURAL WORKFORCE: WITH VARIED CULTURAL

WORKFORCE, COMPANIES ARE INCREASING OPERATIONS IN DIFFERENT

COUNTRIES AND NATION. THE WORKFORCE CONSISTS OF HUMAN

RESOURCES HAVING VARIOUS CULTURE AND HENCE DEALING WITH

DIFFERENT NEEDS OF EVERY INDIVIDUAL IS A DIFFERENT TASK.

HENCE, THE CHALLENGE BEFORE HR MANAGER IS INTEGRATION OF

MULTICULTURAL WORKFORCE.

26


17. WOMEN IN WORKFORCE: THE NUMBER OF WOMEN WHO HAVE

JOINED THE WORKFORCE HAVE INCREASED DRASTICALLY. WOMEN

HAVE BEEN CONSIDERED AS MORE COMPETENT AND CAPABLE

THAN MEN, HENCE WE FIND MORE WOMEN ENTREPRENEURS THESE ·

DAYS. BUT WOMEN ALSO HAVE SEVERAL PROBLEMS AND HAVE

RESPONSIBILITY TOWARDS FAMILY MEMBERS. ALSO COMMUTING

FREQUENTLY TO DIFFERENT PLACES BECOME A PROBLEM. THE

ORGANIZATION NEED TO CONSIDER

THESE ASPECTS AND HENCE CREATE A FAVOURABLE WORKING

CULTURE AND WORK ENVIRONMENT FOR WOMEN. THEY SHOULD AT

THE SAME TIME SEE TO IT THAT THERE SHOULD BE NO GENDER

BIASNESS DONE, WHICH BECOMES VERY DIFFICULT TO HANDLE IN

SOME SITUATIONS.

18. HANDICAPPED EMPLOYEES: HANDICAPPED WORKFORCE

NORMALLY FACES A LOT OF PROBLEMS ON THE JOB. THERE ARE NO

FACILITIES PROVIDED TO THEM. THEY REQUIRE DIFFERENT WORK

CONDITIONS AND INFRASTRUCTURE, WHICH SUITS THEM. HENCE, THE

CHALLENGE BEFORE THE HR MANAGER LIES IN CREATING

ATMOSPHERE SUITABLE TO SUCH EMPLOYEES.

19. DOWNSIZING AND RETRENCHMENT OF EMPLOYEES: IN MANY.

ORGANIZATIONS, EMPLOYEES WHO ARE DISPLACED DUE TO ECONOMIC

AND OTHER CHANGES FACE SEVERAL PROBLEMS. THIS INDIRECTLY

HAMPERS THE ATMOSPHERE OF THE ORGANIZATION AND CREATES A

NEGATIVE ATTITUDE IN THE MINDS OF THE EMPLOYEES. BITTER

INDIGNATION AT HAVING BEEN TREATED UNFAIRLY COMES IN THE

MINDS OF THE EMPLOYEES AND HENCE THE CHALLENGE BEFORE HR

MANAGER LIES IN IMPLEMENTING RETRENCHMENT POLICY WITHOUT

27


HURTING THE SENTIMENTS OF THE WORKERS, WITHOUT MAKING THE

EMPLOYEES ANGRY AND BY CREATING A POSITIVE ATMOSPHERE IN THE

ORGANIZATION FOR THE CURRENT EMPLOYEES.

20. GLOBALIZATION AND LIBERALIZATION ARE ALSO CHALLENGING

FACTORS FOR HR MANAGERS. THEY HAVE TO BE UPDATED WITH THE

LATEST INFORMATION AND FRAME NEW RULES AND REGULATIONS AS

PER REQUIREMENT. GROWING INTERNATIONALIZATION OF BUSINESS

AND WORKFORCE HAS ITS IMPACT ON HRM IN TERMS OF PROBLEMS OF

UNFAMILIAR LAWS, LANGUAGES, PRACTICES, ATTITUDES,

MANAGEMENT STYLES, WORK ETHICS AND MORE. HR MANAGERS HAVE

A CHALLENGE TO DEAL WITH MORE AND MORE HETEROGENEOUS

FUNCTIONS AND MORE INVOLVEMENT IN EMPLOYEE'S PERSONAL LIFE.

UNIONS, HAS RESULTED IN THE NEED FOR ORGANIZATIONS TO RE-

EXAMINE THEIR POLICIES, PRACTICES AND VALUES. IN THE NAME OF

GLOBAL COMPETITION, PRODUCTIVITY AND QUALITY, ITHE INTERESTS

OF THE SOCIETY AROUND SHOULD NOT BE SACRIFICED. IT IS A

CHALLENGE OF TODAY'S HR MANAGERS TO SEE THAT THESE WEAKER

SECTIONS ARE NEITHER DENIED THEIR RIGHTFUL JOBS NOR ARE

DISCRIMINATED WHILE IN SERVICE.

21. CORPORATE RE-ORGANIZATIONS: LIBERALIZATION HAS LED TO

LARGER SCALE REORGANIZATION OF

BUSINESSES IN TERMS OF EXPANSIONS, MERGERS AND ACQUISITIONS,

JOINT VENTURES, TAKEOVERS, AND INTERNAL RESTRUCTURING OF

ORGANIZATIONS. IN CIRCUMSTANCES AS DYNAMIC AND AS UNCERTAIN

THESE, IT IS A CHALLENGE TO MANAGE EMPLOYEES' ANXIETY,

UNCERTAINTIES, INSECURITIES AND FEARS.

28


22. NEW ORGANIZATIONAL FORMS: EXPOSURE TO INTERNATIONAL

BUSINESS AND PRACTICES HAS LED TO CHANGE IN THE

ORGANIZATIONAL STRUCTURE AND HR POLICIES OF THE LOCAL

COMPANIES.

TAKE FOR INSTANCE, THE HIERARCHICAL STRUCTURE OF INDIAN

COMPANIES. SUDDENLY, INDIAN COMPANIES HAVE BEGUN TO ADOPT

FLAT HIERARCHICAL MANAGEMENT STRUCTURE. BUT TO IMPLEMENT

GROWTH SUCH FUNDAMENTAL CHANGES IN MANAGEMENT PHILOSOPHY

OF ANY COMPANY IS NEVER EASY. THE CHALLENGE FOR HRM IS TO

COPE WITH THE IMPLICATIONS OF THESE NEW RELATIONS IN PLACE OF

WELL ESTABLISHED HIERARCHICAL RELATIONSHIPS THAT EXISTED

WITHIN THE ORGANIZATIONS FOR AGES IN THE PAST.

23. CHANGING DEMOGRAPHICS OF WORKFORCE: CHANGES IN

WORKFORCE ARE LARGELY REFLECTED BY DUAL CAREER COUPLES,

LARGE CHUNK OF YOUNG BLOOD WITH CONTRASTING ETHOS OF WORK

AMONG OLD SUPERANNUATING EMPLOYEES, GROWING NUMBER OF

WOMEN IN WORKFORCE, WORKING MOTHERS, MORE EDUCATED AND

AWARE WORKERS, ETC. THUS, CHANGING DEMOGRAPHY OF

WORKFORCE HAS ITS OWN IMPLICATIONS FOR HR MANAGERS AND A

TRUE CHALLENGE TO HANDLE.

24. CHANGED EMPLOYEE EXPECTATIONS: WITH THE CHANGES IN

WORKFORCE DEMOGRAPHICS, EMPLOYEE EXPECTATIONS AND

ATTITUDES HAVE ALSO TRANSFORMED. TRADITIONAL ALLUREMENTS

LIKE JOB SECURITY, HOUSE, AND REMUNERATIONS ARE NOT MUCH

ATTRACTIVE TODAY. RATHER, EMPLOYEES ARE DEMANDING

EMPOWERMENT AND EQUALITY WITH MANAGEMENT. HENCE,

29


IT IS A CHALLENGE FOR HRM TO REDESIGN THE PROFIT OF WORKERS,

AND DISCOVER NEW METHODS OF HIRING, TRAINING, REMUNERATING

AND MOTIVATING EMPLOYEES.

25. NEW INDUSTRIAL RELATIONS APPROACH: IN THE CHANGED

INDUSTRIAL CLIMATE, EVEN TRADE UNIONS HAVE REALIZED THAT

STRIKES AND MILITANCY HAVE LOST THEIR RELEVANCE AND NOT

MANY WORKERS ARE WILLING TO JOIN THEM AND DISRUPT WORK.

HOWEVER, THE PROBLEMS FACED BY WORKFORCE NOW HAVE

DIFFERENT DIMENSION FOR THE MANAGEMENT. THEY MANIFEST IN THE

FORM OF INCREASED ATTRITION RATE. UNSATISFIED EMPLOYEES

INSTEAD OF APPROACHING THE MANAGEMENT FOR RESOLUTION, OFTEN

TAKE UP THE NEW JOB. THE CHALLENGE BEFORE THE HRM IS FIND

WAYS AND MEANS TO FEEL THE PULSE OF EMPLOYEES AND ADDRESS

THE ISSUES ON PROACTIVE BASIS.

26. RENEWED PEOPLE FOCUS: MAN BEHIND THE MACHINE IS MOST

IMPORTANT THAN THE MACHINE". THIS IS AN OLD DOCTRINE OF THE

ARMED FORCES. HOWEVER, THIS DOCTRINE HAS BEGUN TO GAIN

ACCEPTANCE IN THE CORPORATE WORLD AND THUS ALL OUT EFFORTS

TO GRAB THE BEST TALENT AT WHATEVER COST.

27. MANAGING THE MANAGERS: MANAGING THE MANAGERS IS MOST

DIFFICULT. ARMED WITH INSIDE INFORMATION, THEY CANNOT BE

LURED WITH ROSY PROMISES. THEY ARE IN GREAT DEMAND TOO WITH

GROWTH IN ECONOMY. THESE ARE THE PEOPLE WHO ARE MOST

MOBILE, ATTRITION RATE BEING HIGHEST FOR THE JUNIOR AND

MIDDLE MANAGEMENT LEVEL. THE CHALLENGE OF HRM IS HOW TO

MANAGE THIS TRIBE?

30


28. WEAKER SECTION'S INTERESTS: ANOTHER CHALLENGE FOR HRM

IS TO PROTECT THE INTEREST OF WEAKER SECTIONS OF SOCIETY. THE

DRAMATIC INCREASE OF WOMEN WORKERS, MINORITIES AND OTHER

BACKWARD COMMUNITIES IN THE WORKFORCE, COUPLED WITH

WEAKENING OF TRADE

29. CONTRIBUTION TO THE SUCCESS OF ORGANIZATIONS: THE

BIGGEST CHALLENGE TO AN HR MANAGER IS TO MAKE ALL

EMPLOYEES CONTRIBUTE TO THE SUCCESS OF THE ORGANIZATION IN

AN ETHICAL AND SOCIALLY RESPONSIBLE WAY. BECAUSE SOCIETY'S

WELL-BEING TO A LARGE EXTENT DEPENDS ON ITS ORGANIZATIONS.

RECRUITMENT:

31


DEFINITION OF RECRUITMENT:

(1) ACCORDING TO EDWIN FLIPPO, "RECRUITMENT IS THE PROCESS OF

SEARCHING FOR PROSPECTIVE EMPLOYEES AND STIMULATING THEM TO

APPLY FOR JOBS IN THE ORGANIZATION."

(WHAT IS RECRUITMENT?)

RECRUITMENT MEANS TO ESTIMATE THE AVAILABLE VACANCIES AND

TO ARRANGEMENTS FOR THEIR SELECTION AND APPOINTMENT. IT IS

PRIOR TO SELECTION. IN THE RECRUITMENT PROCESS, THE AVAILABLE

VACANCIES ARE GIVEN WIDE PUBLICITY AND SUITABLE CANDIDATES

32


ARE ENCOURAGED TO SUBMIT APPLICATIONS SO AS TO HAVE A POOL

OF ELIGIBLE CANDIDATES FOR SCIENTIFIC SELECTION. IT IS THE

PROCESS OF SEARCHING AND OBTAINING APPLICATION FROM

INTERESTED CANDIDATES SO AS TO HAVE A POOL OF JOB SEEKERS

FROM WHOM MOST SUITABLE PERSONS CAN BE SELECTED FOR

APPOINTMENT.

IN RECRUITMENT, INFORMATION IS COLLECTED FROM INTERESTED

CANDIDATES. FOR THIS, DIFFERENT SOURCES OF RECRUITMENT SUCH

AS NEWSPAPER ADVERTISEMENT, EMPLOYMENT EXCHANGES, INTERNAL

PROMOTIONS, ETC. ARE USED. IN THE RECRUITMENT, A POOL OF

ELIGIBLE AND INTERESTED CANDIDATES IS CREATED FOR THE

SELECTION OF MOST SUITABLE CANDIDATES. RECRUITMENT

REPRESENTS THE FIRST CONTACT THAT A COMPANY MAKES WITH

POTENTIAL EMPLOYEES. RECRUITMENT IS A POSITIVE FUNCTION IN

WHICH PUBLICITY IS GIVE TO THE JOBS AVAILABLE IN THE

ORGANIZATION AND INTERESTED CANDIDATES (QUALIFIED JOB

APPLICANTS) ARE ENCOURAGED TO

SUBMIT APPLICATIONS FOR THE PURPOSE OF SELECTION. IT IS

DISCOVERING POTENTIAL APPLICANTS FOR ORGANIZATIONAL

VACANCIES AVAILABLE. RECRUITMENT CREATES A POOL OF QUALIFIED

AND INTERESTED APPLICANTS FOR PURPOSEFUL SELECTION FOR THE

JOBS IN THE ORGANIZATION. RECRUITMENT DONE WELL ENSURES

BETTER SELECTION OF STAFF REQUIRED.

IMPORTANCE OF RECRUITMENT

33


THE GENERAL PURPOSE OF RECRUITMENT IS TO PROVIDE A POOL OF

POTENTIALLY QUALIFIED JOB CANDIDATES. SPECIFICALLY, THE

PURPOSES

ARE TO:

1) DETERMINE THE PRESENT AND FUTURE REQUIREMENTS OF THE

ORGANIZATION IN CONJUNCTION WITH ITS PERSONNEL PLANNING AND

JOB ANALYSIS ACTIVITIES.

2) INCREASE THE POOL OF JOB CANDIDATES AT MINIMUM COST.

3) HELP INCREASE THE SUCCESS RATE OF THE SELECTION PROCESS BY

REDUCING THE NUMBER OF VISIBLY, UNDER QUALIFIED OR

OVERQUALIFIED JOB APPLICANTS.

4) HELP REDUCE THE PROBABILITY THAT JOB APPLICANTS, ONCE

RECRUITED AND SELECTED, WILL LEAVE THE ORGANIZATION ONLY

AFTER A SHORT PERIOD OF TIME.

5) MEET THE ORGANIZATIONS LEGAL AND SOCIAL OBLIGATIONS

REGARDING THE COMPOSITION OF ITS WORKFORCE.

6) BEGIN IDENTIFYING AND PREPARING POTENTIAL JOB APPLICANTS

WHO WILL BE APPROPRIATE CANDIDATES.

7) INCREASE ORGANIZATIONAL AND INDIVIDUAL EFFECTIVENESS IN

THE SHORT TERM AND LONG-TERM.

8) EVALUATE THE EFFECTIVENESS OF VARIOUS RECRUITING

TECHNIQUES AND SOURCES FOR ALL TYPES OF JOB APPLICANTS.

34


OBJECTIVES OF RECRUITMENT:

THE OBJECTIVE OF RECRUITMENT IS TO PROVIDE SUFFICIENTLY

LARGE GROUP OFQUALIFIED CANDIDATES, SO THAT SUITABLE

EMPLOYEES CAN BE SELECTED FROM OUT OF THEM. WELL PLANNED

RECRUITMENT CAN LEAD TO GREATER PRODUCTIVITY; BETTER WAGES,

HIGH MORALE, REDUCTION IN LABOUR TURNOVER AND BETTER

REPUTATION.

+OBJECTIVES OF RECRUITMENT ARISES OUT OF THE FOLLOWING

SITUATIONS:-

(A) VACANCIES CREATED DUE TO TRANSFER, PROMOTION,

RECRUITMENT, TERMINATION, PERMANENT DISABILITY OR DEATH.

(B) VACANCIES CREATED DUE TO EXPANSION, DIVERSIFICATION AND

GROWTH OF BUSINESS.

(C) THE NORMAL POPULATION GROWTH, WHICH REQUIRES INCREASED

GOODS AND SERVICES TO MEET THE NEEDS OF THE PEOPLE.

35


(D) A RISING STANDARD OF LIVING, WHICH REQUIRES MORE OF THE

SAME GOODS AND SERVICES AS WELL AS THE CREATION OF NEW

WANTS TO BE SATISFIED.

(E) AN INCREASE IN THE COMPETITIVE ADVANTAGE OF CERTAIN

CONCERNS, ENABLING THEM TO GET MORE OF THE AVAILABLE

BUSINESS THAN FORMERLY.

(F) AN INCREASE IN BUSINESS ARISING FROM AN UPSWING DURING

THE RECOVERY PERIOD OF A BUSINESS CYCLE.

NEED FOR RECRUITMENT :

» VACANCIES DUE TO PROMOTIONS, TRANSFER. RETIREMENTS,

TERMINATIONS, PERMANENT DISABILITY, DEATH AND LABOR

TURNOVER.

» CREATION OF NEW VACANCIES DUE TO THE GROWTH, EXPANSION

AND DIVERSIFICATION OF

BUSINESS ACTIVITIES OF AN ENTERPRISE-IN ADDITION, NEW

VACANCIES ARE POSSIBLE DUE TO JOB SPECIFICATION.

» DETERMINE THE PRESENT AND FUTURE REQUIREMENTS OF THE

ORGANIZATION ON CONJUNCTION WITH ITS PERSONNEL-PLANNING AND

JOB ANALYSIS ACTIVITIES.

»INCREASE THE POOL OF JOB CANDIDATES AT MINIMUM COST.

36


» HELP INCREASE THE SUCCESS RATE OF THE SELECTION PROCESS BY

REDUCING THE 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 SHORT PERIOD OF TIME.

» MEET THE ORGANIZATION'S LEGAL AND SOCIAL OBLIGATIONS

REGARDING THE COMPOSITION OF ITS WORK FORCE.

»BEGIN IDENTIFYING AND PREPARING POTENTIAL JOB APPLICANTS

WHO WILL BE APPROPRIATE CANDIDATES.

» INCREASE ORGANIZATIONAL AND INDIVIDUAL EFFECTIVENESS IN

THE SHORT TERM AND LONG TERM.

»EVALUATE THE EFFECTIVENESS OF VARIOUS RECRUITING

TECHNIQUES AND SOURCES FOR ALL TYPES OF JOB APPLICANTS.

NEED ARE OF THREE TYPES:

37


1. PLANNED:

THE NEEDS ARISING FROM CHANGES IN ORGANIZATION AND

RETIREMENT POLICY.

2. ANTICIPATED:

NEEDS ARE THOSE MOVEMENTS IN PERSONNEL, WHICH AN

ORGANIZATION CAN PREDICT BY STUDYING TRENDS IN INTERNAL

AND EXTERNAL ENVIRONMENT.

3. UNEXPECTED:

RESIGNATION, DEATH, ILLNESS, GIVE RISE TO UNEXPECTED NEEDS.

STEPS IN RECRUITMENT PROCESS:

38


RECRUITMENT IS AN IMPORTANT FUNCTION IN HUMAN RESOURCE

PLANNING. THE RECRUITMENT PROCESS CONSISTS OF THE FOLLOWING

STEPS:-

(1) RECRUITMENT PROCESS BEGINS WHEN THE HUMAN RESOURCE

(PERSONNEL) DEVELOPMENT RECEIVES REQUISITIONS FOR

RECRUITMENT FROM ANY DEPARTMENT OF THE COMPANY. THE HUMAN

RESOURCE (PERSONNEL) REQUISITIONS CONTAIN DETAILS ABOUT THE

POSITIONS TO BE FILLED, NUMBER OF PERSONS TO BE RECRUITED, THE

DUTIES TO BE PERFORMED, QUALIFICATIONS REQUIRED FROM THE

CANDIDATE, TERMS AND CONDITIONS OF EMPLOYMENT, THE TIME BY

WHICH THE PERSON SHOULD BE MADE AVAILABLE FOR EMPLOYMENT

ETC.

(2) THE NEXT STEP IS ASSESSMENT OF PERSONNEL REQUIREMENTS

THROUGH JOB DESCRIPTIONS AND JOB SPECIFICATIONS.

39


(3) LOCATING AND DEVELOPING THE SOURCES OF REQUIRED NUMBER

AND TYPE OF EMPLOYEES.

(4) IDENTIFYING THE PROSPECTIVE EMPLOYEES WITH PARTICULAR

COMBINATIONS OF SKILL, EXPERIENCE, EDUCATION AND OTHER

PERSONNEL ATTRIBUTES.

(5) COMMUNICATING THE INFORMATION ABOUT THE ORGANIZATION,

THE JOB, AND THE TERMS AND CONDITIONS OF SERVICE.

(6) ENCOURAGING THE IDENTIFIED CANDIDATES TO APPLY FOR JOBS

IN THE ORGANIZATION.

(7) EVALUATING THE EFFECTIVENESS OF RECRUITMENT PROCEDURE.

E-RECRUITMENT:

MANY BIG ORGANIZATIONS USE INTERNET AS A SOURCE OF

RECRUITMENT. E-RECRUITMENT IS THE USE OF TECHNOLOGY TO ASSIST

THE RECRUITMENT PROCESS. THEY ADVERTISE JOB VACANCIES

THROUGH WORLDWIDE WEB. THE JOB SEEKERS SEND THEIR

40


APPLICATIONS OR CURRICULUM VITAE, I. E., CV THROUGH E-MAIL

USING THE INTERNET. ALTERNATIVELY, JOB SEEKERS PLACE THEIR

CVS IN WORLD WIDE WEB, WHICH CAN BE DRAWN BY PROSPECTIVE

EMPLOYEES DEPENDING UPON THEIR REQUIREMENTS.

EMPLOYERS AND THE JOB SEEKERS ARE FREE FROM SHORTCOMINGS

BUT THE E-RECRUITMENT IS NOT FREE FROM A FEW SHORTCOMINGS.

SOME OF THE ADVANTAGES AND THE DISADVANTAGES OF E-

RECRUITMENT ARE :

# ADVANTAGES OF E-RECRUITMENT ARE:

A) LOWER COSTS TO THE ORGANIZATION. ALSO, POSTING JOBS ONLINE

IS CHEAPER THAN ADVERTISING IN THE NEWSPAPERS.

B) NO INTERMEDIARIES.

C) REDUCTION IN THE TIME FOR RECRUITMENT (OVER 65 PER CENT OF

THE HIRING TIME).

D) FACILITATES THE RECRUITMENT OF RIGHT TYPE OF PEOPLE WITH

THE REQUIRED SKILLS.

E) IMPROVED EFFICIENCY OF RECRUITMENT PROCESS.

F) GIVES A 24 × 7 ACCESS TO AN ONLINE COLLECTION OF RESUMES.

G) ONLINE RECRUITMENT HELPS THE ORGANIZATIONS TO WEED OUT

THE UNQUALIFIED CANDIDATES IN AN AUTOMATED WAY.

H) RECRUITMENT WEBSITES ALSO PROVIDE VALUABLE DATA AND

INFORMATION REGARDING THE COMPENSATION OFFERED BY THE

COMPETITORS ETC. WHICH HELPS THE HR MANAGERS TO TAKE

41


VARIOUS HR DECISIONS LIKE PROMOTIONS, SALARY TRENDS IN

INDUSTRY.

# DISADVANTAGES OF E-RECRUITMENT

APART FROM THE VARIOUS BENEFITS, E-RECRUITMENT HAS ITS OWN

SHARE OF SHORTCOMINGS AND

DISADVANTAGES. SOME OF THEM ARE :

A) SCREENING AND CHECKING THE SKILL MAPPING AND

AUTHENTICITY OF MILLION OF RESUMES IS A PROBLEM AND TIME

CONSUMING EXERCISE FOR ORGANIZATIONS.

B) THERE IS LOW INTERNET PENETRATION AND NO ACCESS AND LACK

OF AWARENESS OF INTERNET IN MANY LOCATIONS ACROSS INDIA.

C) ORGANIZATIONS CANNOT BE DEPENDENT SOLELY AND TOTALLY ON

THE ONLINE RECRUITMENT METHODS.

D) IN INDIA, THE EMPLOYERS AND THE EMPLOYEES STILL PREFER A

FACE-TO-FACE INTERACTION RATHER THAN SENDING.

42


Chapter 2

What is it?

Information Technology (IT) definition

Information technology (IT) is the use of any computers, storage, networking and other

physical devices, infrastructure and processes to create, process, store, secure and exchange

all forms of electronic data.

Typically, IT is used in the context of enterprise operations as opposed to personal or

entertainment technologies. The commercial use of IT encompasses both computer

technology and telephony.

The term information technology was coined by the Harvard Business Review, in

order to make a distinction between purpose-built machines designed to perform a

limited scope of functions and general-purpose computing machines that could be

programmed for various tasks. As the IT industry evolved from the mid-20 th century,

it encompassed transistors and integrated circuits -- computing capability advanced

while device cost and energy consumption fell lower, a cycle that continues today

when new technologies emerge.

http://whatis.techtarget.com/definition/integrated-circuit-IC

http://whatis.techtarget.com/definition/transistor

43


History of computer technology:

Devices have been used to aid computation for thousands of years, probably initially

in the form of a tally stick. The Antikythera mechanism, dating from about the

beginning of the first century BC, is generally considered to be the earliest known

mechanical analog computer, and the earliest known geared mechanism. Comparable

geared devices did not emerge in Europe until the 16th century, and it was not until

1645 that the first mechanical calculator capable of performing the four basic

arithmetical operations was developed.

Electronic computers, using either relays or valves, began to appear in the early

1940s. The electromechanical Zuse Z3, completed in 1941, was the world's first

programmable computer, and by modern standards one of the first machines that

could be considered a complete computing machine. Colossus, developed during the

Second World War to decrypt German messages was the first electronic digital

computer. Although it was programmable, it was not general-purpose, being designed

to perform only a single task. It also lacked the ability to store

its program in memory; programming was carried out using plugs and switches to

alter the internal wiring. The first recognisably modern electronic digital stored-

program computer was the Manchester Small-Scale Experimental Machine (SSEM),

which ran its first program on 21 June 1948.

The development of transistors in the late 1940s at Bell Laboratories allowed a new

generation of computers to be designed with greatly reduced power consumption. The

first commercially available stored-program computer, the Ferranti Mark I, contained

4050 valves and had a power consumption of 25 kilowatts. By comparison the first

transistorised computer, developed at the University of Manchester and operational by

November 1953, consumed only 150 watts in its final version.

https://en.wikipedia.org/wiki/Ferranti_Mark_I

https://en.wikipedia.org/wiki/Bell_Laboratories

https://en.wikipedia.org/wiki/Transistor

https://en.wikipedia.org/wiki/Manchester_Small-Scale_Experimental_Machine

https://en.wikipedia.org/wiki/Stored-program_computer

https://en.wikipedia.org/wiki/Stored-program_computer

https://en.wikipedia.org/wiki/Computer_programming

https://en.wikipedia.org/wiki/Digital_data

https://en.wikipedia.org/wiki/Electronics

https://en.wikipedia.org/wiki/Nazi_Germany

https://en.wikipedia.org/wiki/Colossus_computer

https://en.wikipedia.org/wiki/Computing

https://en.wikipedia.org/wiki/Computer_programming

https://en.wikipedia.org/wiki/Z3_(computer)

https://en.wikipedia.org/wiki/Analog_computer

https://en.wikipedia.org/wiki/Antikythera_mechanism

https://en.wikipedia.org/wiki/Tally_stick

44


It hardware and software:

IT includes several layers of physical equipment (hardware), virtualization and

management or automation tools, operating systems and applications (software) used

to perform essential functions. User devices, peripherals and software, such as

laptops, Smartphone’s or even recording equipment, can be included in the IT

domain. IT can also refer to the architectures, methodologies and regulations

governing the use and storage of data.

Business applications include databases like SQL Server, transactional systems such

as real-time order entry, email servers like Exchange, Web servers like Apache,

customer relationship management and enterprise resource planning systems. These

applications execute programmed instructions to manipulate, consolidate, disperse or

otherwise affect data for a business purpose.

http://searchsap.techtarget.com/definition/ERP

http://searchcrm.techtarget.com/definition/CRM

http://searchexchange.techtarget.com/definition/Exchange

http://searchsqlserver.techtarget.com/definition/SQL-Server

http://searchsoa.techtarget.com/definition/software

http://searchnetworking.techtarget.com/definition/hardware

45


Computer servers run business applications. Servers interact with client users and

other servers across one or more business networks. Storage is any kind of technology

that holds information as data. Information can take any form including file data,

multimedia, telephony data and Web data, data from sensors or future formats.

Storage includes volatile random access memory (RAM) as well as non-volatile tape,

hard disk and solid-state flash drives.

IT architectures have evolved to include virtualization and cloud computing, where

physical resources are abstracted and pooled in different configurations to meet

application requirements. Clouds may be distributed across locations and shared with

other IT users, or contained within a corporate data center, or some combination of

both deployments.

India IT Industry:

The Indian IT industry is mainly governed by IT software and services

such as System Integration, Software experiments, Custom Application

Development and Maintenance (CADM), network services and IT

Solutions. According to the findings of National Association of Software

and Service Companies (Nasscom) the revenues of the Indian IT-BPO

industry will aggregate up to US$ 88.1 billion for the FY2011. The IT

software and services sector alone will account for revenues up to US$

76.1 billion for the same year. The export revenues earned by the sector

will reach US$ 59 billion in FY2011making the sector a holder of 26 per

cent of market share of the total Indian export industry. The number of

people employed with the sector will also increase to 2million employees.

Within the realm of exports the IT Services division grew at a rate 22.7

per cent in FY2010. It was the fastest growing sector accounting to

aggregate export revenues of US$ 33.5 billion

http://searchcloudcomputing.techtarget.com/definition/cloud-computing

http://searchservervirtualization.techtarget.com/definition/virtualization

http://searchstorage.techtarget.com/definition/solid-state-drive

http://searchstorage.techtarget.com/definition/hard-disk

http://searchstorage.techtarget.com/definition/tape-drive

http://searchmobilecomputing.techtarget.com/definition/RAM

http://searchunifiedcommunications.techtarget.com/definition/Telephony

http://searchnetworking.techtarget.com/definition/network

http://searchnetworking.techtarget.com/definition/client-server

46


IT Outsourcing in India:

As per NASSCOM, the IT export in business process outsourcing (BPO)

services attained revenues of $ 17.2 billion for the 2010-11going up by

almost 34.5 as compared to last year. It accounted for more than 77% of

the entire software and services income. Over the year India has been the

most favorable outsourcing hub for firms on lookout to off shore their IT

operations. The factor behind India being a preferred destination are its

reasonably priced labor, favorable business ambiance and availability

of expert workforce. Considering its escalating growth, Patni Computer

Systems the(IT) services and solution giants in India have sealed a five-

year contract with UK-based IT solution provider 2 e 2 worth US$

32.09million. According to the agreement Patni will offer a host

of support services to 2 e 2’s clients and end users. A 5 year agreement

between HCL Technologies and News Crop for administering its

information centers and IT services in UK. As per the industry analyses,

the pact is estimate to be in the range of US$ 200-US$ 250 million.US$

50 million agreement between HCL Technologies and Meg get, US-

based security apparatus manufacturer, for offering engineering facilities.

Global giant Wal-Mart has short listed their Indian IT dealers namely

Cognizant Technology Solutions, UST Global and Infosys Technologies

for a contract worth US$ 600 million.

47


India's domestic IT Market:

India's domestic IT Market over the years has become one of the major

driving forces of the industry. The domestic IT infrastructure is

developing contexts of technology and intensity of penetration. Despite

resistance by Barack Obama against outsourcing the Indian IT/BPO

industry still show an impressive rate of growth. According to a study

conducted by Gartner, the IT/ BPO sector in India will grow at almost 19

percent till the next two years. By the end of the FY 2012, the domestic

sector is estimated to expand to US$1.7 billion against the existing US$ 1

billion.

Government initiative in India's domestic IT Market

The Indian government has established a National Taskforce on IT with

anaim of formatting a durable National IT Policy for India

•

Endorsement of the IT Act, which offers an authorized structure to assist

electronic trade and electronic operations.

Major investments in India's domestic IT Market

According to Andhra Pradesh Government the state's SEZs and Software

Technology Parks of India (STPI) will witness an investment of US$ 3.27

billion in the next few years.

Future of Indian it industry:

The Indian IT sector persists to be one of the flourishing sectors of Indian

financial system indicating a speedy expansion in the coming years. As

per NASSCOM, the Indian IT exports are anticipated to attain US$ 175

billion by 2020 out of which the domestic sector will account for US$ 50

billion in earnings. In total the export and domestic IT sector are expected

48


to attain profits amounting to US$ 225 billion along with new prospects

from BRIC nations and Japan for its outsourcing operation

Top 5 Information Technology (IT) Companies

in World 2015:

Information Technology (IT) Sector is becoming a sector which is not

driving its own growth but it helps other sectors grow too. Most of the

sectors and businesses depend on IT to get their processes automated and

streamlined. With advent of Smartphone’s computing has gone to next

level, the IT companies now are working on computing, mobility,

applications for B2B as well as B2C sectors. The beginning of the list has

companies like Adobe with IT companies like Cognizant, Cap gemini

forming the middle order. Top Ranks are taken by tech giants like Oracle,

Microsoft, IBM, Accenture.

49


Top 5 I.T in the world is as follow:

1. Microsoft Corporation

Microsoft Corporation is an American multinational technology

company. It is headquartered in Redmond, Washington.

Revenue: $93.27 B

Market Capitalization: $340.8 B

Its offerings include computer software, consumer electronics and

personal computers and services. It is best known for its software

products such as the Microsoft Windows line of operating systems,

Microsoft Office suite, Internet Explorer web browser and recently

acquired Skype.

50


Bill Gates and Paul Allen founded Microsoft on April 4, 1975. In the

mid-1980s, Microsoft dominated the personal computer operating system

market with MS-DOS, followed by Microsoft Windows. It has

increasingly diversified from the operating system market and focused on

a number of corporate acquisitions. In May 2011, Microsoft acquired

Skype Technologies for $8.5 billion in its largest acquisition to date.

Post-organizational restructuring in July 2013, the company operates

through five segments: devices and consumer licensing, devices and

consumer hardware, devices and consumer other, commercial licensing

and commercial other. Devices and consumer licensing segment

addresses Windows OS and related software, their licensing, Windows

original equipment manufacturing licensing and MS office products for

consumers. Devices and consumer hardware segment addresses Xbox

gaming and entertainment consoles, its subscription and PC accessories

and video game royalties. Devices and consumer other segment operates

through resale of Windows store, Windows phone store and advertising,

and Xbox live transaction.

51


2.IBM

IBM is one the of the most prominent IT companies in the world.

Revenue: $93.4 B


It has a strong presence in over 170 countries and over 370,000 people

are employed by the organization worldwide. IBM was found in 1911,

and in the last 100 years of its existence, it has left a huge mark on the

world with its expertise in the field of information technology. IBM

manufactures and markets computer hardware, middleware and software,

and offers infrastructure, hosting and consulting services in areas ranging

from mainframe computers to nanotechnology.

3. Oracle Corporation

The Oracle Corporation, a multinational technology firm based in

Redwood City, California, United States.

52


Revenue: $38.84 B


It was founded in 1977 by Larry Ellison, Ed Oates and Bob Miner under

the name Software Development Laboratories (SDL).

On January 27, 2010, Oracle announced its acquisition of Sun

Microsystems. The acquisition valued at more than $7 billion helped

transforming Oracle from solely a software company to both software and

hardware manufacturer.

Oracle’s core strengths include diversified geographical presence across

145 countries and a strong customer base. The company adopted an

inorganic growth strategy and acquired a number of companies for

portfolio diversification. From the data center to the cloud, Oracle

53


eliminates the complexity that stifles business innovation, as well as

engineers in speed, reliability, manageability and security. Oracle delivers

a portfolio of cloud solutions for business, IT, and development needs.

These include software as a service (SaaS), infrastructure as a service

(IaaS), platform as a service (PaaS) and data as a service (DaaS).

4. Accenture

Accenture is a global IT company which is one of the leading companies

since 1989

Revenue: $ 32.8 B

Market Capitalization: $ 63.5 B

Accenture is one of the leading global IT companies in the world, with its

presence across 200 cities in 120 countries. Over 330,000 people are

employed with this global giant IT and business consulting brand. Head

54


quartered in Dublin, Ireland, the company is listed in New York Stock

Exchange, and has been a market leader receiving several accolades

throughout its life.

5. SAP SE

SAP SE is a German multinational software corporation.

Revenue: $23.29 B


SAP provides enterprise software to manage customer relations and

business operations. SAP is based in Walldorf, Baden-Württemberg,

Germany. In June, 1972, five IBM engineers from the AI department

(Dietmar Hopp, Hasso Plattner, Klaus Tschira, Hans-Werner Hector, and

Claus Wellenreuther founded Systemanalyse und Programmentwicklung

55


or SAP ("System Analysis and Program Development"). SAP became a

European Company (Societas Europaea or SE) from AG in 2014.

Globally SAP holds the leading position in enterprise applications in

terms of software and software-related service revenue. SAP is the

world’s third largest independent software manufacturer on the basis of

market capitalization. It is also the market leader in analytics, applications

and mobility solutions. It is the fastest growing company at scale in the

cloud. SAP HANA is the market-leading platform for real-time

computing. SAP serves more than 291000 customers in 190 countries

with more than 80% of its customers being SMEs. SAP empowers people

and organizations to master complexity with simple, easy to use and

innovative solutions. SAP applications and services enable its clients to

operate profitably and grow sustainably

56


Top 10 it company in India:

Company name: Revenue: Net profit: Market

capitalization:

1)TCA- Tata

consultancy service

6467.93 crore 18474.92cro

re

487919.14crore

.

2) Infosys 44341 crore 10194 crore 221528.83

crore

3) Wipro 38757.2 crore 7387.4 crore 132380.73

crore

4)HCL technology 16497.37 crore 5984.62

crore

129933.28

crore

5)Tech mahindra 16295.1 crore 2685.5 crore 58621.88 crore

6)Oracle financial

service

315.47 crore 1148.36

crore

29538.11 crore

7)Mindtree 3031.6 crore 451.2 crore 11148.64 crore

8)Mphsis 1328.87 crore 223.08 crore 8132.48 crore

9)Rolta 1142.89 crore 459.39 crore 1786.72 crore

10)cyient 1224.49 crore 254.91 crore 5725.92 crore

Details of the company:

57


1. TCS - Tata Consultancy Services

Tata Consultancy Services, founded in the year 1968 is headquartered in

Mumbai, India.

Home to more than three lakh people TCS is placed among the most

valuable ‘Big4’ IT Service brand Worldwide. It has been the face of

Indian IT Industry. TCS provides umbrella of services to its customer

some of which are Performance Management, Business Process Service,

Consulting, Enterprise Solutions, iON Small and Medium Enterprise, IT

Services. TCS BaNCS, TCS MasterCraft, TCS Technology Products are

some of its well-known software. TCS, leading the way for Indian IT

firms has also made in the Top 100 Brand Finance List in the USA. In the

recent accolades TCS was ranked number 1 IT Service provider for

Manufacturing in Europe, Middle East and Africa by International

Corporation in 2014.

58


2. Infosys

Infosys, founded in the year 1981 has been headquartered in Bengaluru,

India.

It is a home to more than 175000 people with many famous Indian

personalities coming from its structure like Mr. Narayan Murthy,

Nandan Nilekani to name a few. It is a major powerhouse that

operates into business consulting, information technology, software

engineering and outsourcing services. Presently headed by Vishal

Sikka, Infosys has signed an MOU with local Chinese provincial to

open first overseas campus in China. Infosys has nearly 890 clients

across 50 countries according to latest data known till 31st March,

2014. It can boost of world’s largest corporate university in

Mysore. It get ranked constantly in the world’s top 20 most

innovative companies list brought out by Forbes and green

companies ranking by Newsweek.

59


3. Wipro

Wipro, founded in 1945 entered into the IT domain in the year 1980 and

since then has become one of the biggest IT Company in the world.

Headquartered in Bengaluru, India it is headed by Azim Premji, It was

the first software company to get SEI CMMI Level 5 back in 2002. It has

been accredited with many first in IT Industry like introducing Lean

Management in Service Industry. Home to more than 1 lakh 50 thousand

people, Wipro Technologies Applying Thoughts has lead it to be one of

the most preferred IT vendors. Cognitive Systems, Smart Devices, Man-

machine Interface are few of the future drivers it has been focusing on.

Wipro has been selected by DJSI as World Member for the fifth

consecutive year and is also recognised with prestigious Golden peacock

Award 2014 in the category of ‘Innovative product/Service’ for Wipro’s

Assure Health Solutions.

60


4. HCL Technologies

HCL Technologies, founded in the year in 1976 by Mr. Shiv Nadar is headquartered

in Noida, India.

HCL has offices in around 35 countries globally and is home to hundred thousand

people. Various business lines in which HCL has its presence are Business Services,

Custom Application Services, Engineering R&D, Enterprise Transformation Services

and IT Infrastructure Management Services. As part of their growth strategy they

have alliances with nearly 100 companies in various technological areas which act as

a mutual beneficial experience. Their global strategic alliances covers 360 degree

relationships across multiple geographies and industry verticals. It has been rated as a

leader in IDC SAP Marketplace, Cloud Services Marketplace.

61


5. Tech Mahindra

Tech Mahindra, founded in the year 1986 is headquartered in Pune, India.

It is home to nearly 98000 people and has its presence across 51 countries

with CP Gurnani as its Present CEO. It is SEI CMMi Level 5.OrderFix,

mEMS, Socio, Tecnico, OrderVu are various platforms which Tech

Mahindra expertise into. Solutions and Services Provided by Tech

Mahindra includes Consulting, Enterprise Business Solutions, Mobility

and Integrated Engineering Solutions, Product Life Cycle Management.

With Anand Mahindra as it Chairman, the company is under a safe and

ethical business person who shall leave no stone unturned to take the

companies to more glorious heights. It is recipient of various awards with

the important ones being Golden Peacock Award, Leader in Excellence in

IT etc.

62


6. Oracle Financial Services

Oracle Financial Services, founded in the year 1990 is headquartered in

Mumbai, India.

It is said to be a subsidiary of Oracle Corporation with focus being as an

IT solution provider to the Banking Industry. Its present CEO is Mr.

Chaitanya M Kamat and the company is home to nearly nine thousand

employees. It is present in nearly 145 countries. Oracle Financial Services

has various business products such as Oracle FLEXCUBE universal

Banking Suites, Oracle Financial Services Analytical Applications for

Customer Insight, Infrastructure, Enterprise Risk Management, Financial

Crime and Compliance Management

63


and Financial Services Data Warehouses. It also won the Fraud and

Financial Crime Software Provider of the year-2014.

7. Mindtree

Mindtree, founded in the year 1999 by ten IT professionals is

headquartered in Bengaluru, India. Its present CEO is Krishnakumar

Natarajan.

Its employee stands at around 14000 employees. It has presence in eight

countries apart from India. Application Development and Maintenance,

Data Analytics, Digital Services, EAI BPM, Engineering R&D,

Enterprise Application Services, Independent Testing, Infrastructure

Management Services are few of the services it expertise into with

industries like Banking and Capital markets, Consumer Devices and

Electronics, Manufacturing, Insurance, Media & Entertainment, Retail

being its major focus. Mindtree was named a leader in Zinnov’s Global

R&D Services Provider Ratings for the third year.

64


8. Mphasis

Mphasis, incorporated in the year 2000 is headquartered in Bengaluru,

India.

Balu Ganesh Ayer is the present CEO of the company which homes to

around 48000 people. It has its presence in tier II cities in India such as

Vadodara, Indore, Bhubaneswar, Pune etc apart from being present in

metros such as Chennai and Mumbai. It also has more than 30 office

globally in 19 countries with Hewlett Packard being its largest client. The

Industries it expertise in involves Banking and Capital Markets, Insurance

65


and enterprises such as Energy, Healthcare, Hospitality, Life Sciences,

Manufacturing, Media & Entertainment, Telecom and Government. With

its Solutions such as Billing as a Service, Digital Customer Experience,

NextAngles, Protecht Mphasis is making good stride in the field of

technology. Its recent award involve being recognised in 2015 Innovation

and Excellence Award for Global Technological Solution Services by

Corporate Liveware.

9. Rolta

Rolta, founded in the year 1989 by Mr. Kamal K Singh is headquartered

in Mumbai, India.

It is home to nearly 5000 employees and boosts of a very high profit

margin as compared to its competitors. It has executed projects in more

than forty countries and expertise in industrial verticals such as Utilities,

66


Process, Transportation, Banking and Insurance, Power etc. Their growth

strategy is a balanced focus on organic growth, joints ventures and

acquisitions and believe in being an end to end solution provider. The

company has a huge list of accolades with the major ones being the SAP

Pinnacle award 2014, Oracle ‘Titan’ and Partner Excellence, and

Municipalika 2014 Award for best range of municipal Solutions. Some of

the solutions they expertise into are BI and Big Data Analytics, Cloud,

Geo Spatial Solutions, e-go It is home to nearly 5000 employees and

boosts of a very high profit margin as compared to its competitors. It has

executed projects in more than forty countries and expertise in industrial

verticals such as Utilities, Process, Transportation, Banking and

Insurance, Power etc. Their growth strategy is a balanced focus on

organic growth, joints ventures and acquisitions and believe in being an

end to end solution provider. The company has a huge list of accolades

with the major ones being the SAP Pinnacle award 2014, Oracle ‘Titan’

and Partner Excellence, and Municipalika 2014 Award for best range of

municipal Solutions. Some of the solutions they expertise into are BI and

Big Data Analytics, Cloud, Geo Spatial Solutions, e-governance, safety

and security.vernance, safety and security.

67


10. Cyient

Cyient, previously known as Infotech Enterprises, was founded by Mr.

B.V.R. Mohan Reddy in the year 1991 and is headquartered in

Hyderabad, India.

It is home to more than 12000 employee and has it presence in nearly

twenty countries with 38 offices globally. The company generally

acquires other companies as part of its growth strategy with Rangsons

Electronics being its latest acquisition in 2015. The company expertise in

Outsourcing activities and has clients from diverse Industries such as

68


aerospace & defense, consumer, energy, transportation, communications,

navigation, off-highway, oil and gas, mining, medical etc. The company

has been recently awarded with ICSI National Award for Excellence in

Corporate Governance 2014.

69


Company profile

Euronet worldwide, inc. was founded in 1994 with a mission to bring electronic financial payment convenience to millions of people in emerging and developed markets around the world. Today, Euronet is a global provider of electronic payment and transaction processing solutions for financial institutions, retailers, service providers and individual consumers through three primary business segments — Electronic Financial Transactions, Prepaid and Money Transfer.

Type: private limited held.

Founded: 1994

Headquarter: leawood, Kansas, us.

Company size: 155 countries.

Industry: consultant service.

Full time employee: 4600

Websites: www.euronetworldwide.

Key Executives

http://www.euronetworldwide/

70


PayExercise

d

Mr. Michael J. Brown , 58

Founder, Chairman and Chief Exec. Officer2.13M 827.00K

Mr. Rick L. Weller , 57

Chief Financial Officer and Exec. VP922.00K 0.00

Mr. Kevin J. Caponecchi , 48

Exec. VP and Chief Exec. Officer of epay, Software

and EFT Asia Pacific Division

923.00K 1.93M

Mr. Juan C. Bianchi , 44

Exec. VP and Chief Exec. Officer of Money

Transfer Segment

695.00K 0.00

Mr. Nikos Fountas , 51

Exec. VP and Chief Exec. Officer of EFT Europe,

Middle East & Africa Division

880.00K 0.00

Business summary:

Euronet Worldwide, Inc. provides payment and transaction processing

and distribution solutions to financial institutions, retailers, service

providers, and individual consumers worldwide. The company operates in

three segments: Electronic Financial Transaction (EFT) Processing, epay,

and Money Transfer. The EFT Processing segment provides electronic

payment solutions, including automated teller machine (ATM) cash

withdrawal and deposit services, ATM network participation, outsourced

ATM and point-of-sale (POS) management solutions, credit and debit

card outsourcing, card issuing, and merchant acquiring services. This

71


segment also offers ATM and POS dynamic currency conversion,

advertising, customer relationship management, mobile top-up, bill

payment, fraud management, and foreign remittance payout services; and

integrated EFT software solutions for electronic payments and transaction

delivery systems. As of December 31, 2014, it operated a network of

20,364 ATMs; and approximately 69,000 POS terminals. The epay

segment engages in the electronic distribution and processing of prepaid

mobile airtime and other electronic payment products; and provision of

collection services for payment products, cards, and services, as well as

vouchers and physical gift fulfillment, and gift card distribution and

processing services. This segment operated a network of approximately

681,000 POS terminals. The Money Transfer segment provides

consumer-to-consumer, and account-to-account money transfer services;

customers bill payment services; payment alternatives, such as money

orders and prepaid debit cards; check cashing services for various issued

checks; foreign currency exchange and mobile top-up services; and cash

management and foreign currency risk management services. The

company was formerly known as Euronet Services, Inc. and changed its

name to Euronet Worldwide, Inc. in August 2001. Euronet Worldwide,

Inc. was founded in 1994 and is headquartered in Leawood, Kansas.

HISTORY:

It all started with one ATM installation…

Euronet Worldwide, Inc. was founded in 1994 to bring ATM transaction

convenience to the cash-based Central European community. Today

72


Euronet is an industry leader in processing secure electronic financial

transactions and serves clients in approximately 155 countries.

From the installation of one ATM, Euronet's products and services have

rapidly grown to include comprehensive payment and transaction

processing solutions which include ATM and POS operation and

management services; credit and debit card outsourcing services; card

issuing and merchant acquiring services; integrated transaction software

solutions; consumer-to-consumer and account-to-account money transfer

and bill payment services; and electronic distribution for prepaid mobile

airtime and other prepaid products. Dedicated people, integrated products

and global presence continue to serve as the cornerstones of the

Company's structure supporting the mission upon which Euronet was

founded ‘to deliver electronic financial payment convenience to our

customers in emerging and developed markets.

73


1994 Founded in Budapest, Hungary as Bank Access 24 with aim of

establishing first independent ATM network in Central and Eastern

Europe

1995 Installs first ATM in Hungary

Approved by Visa® and American Express® to process ATM

transactions

1996 Launches ATM networks in Poland and Germany

Approved by Europe (MasterCard®) to process ATM

transactions

1997 Completes initial public offering of approximately 6.0 million

shares of common stock at $13.50 per share on NASDAQ (EEFT)

Signs first ATM outsourcing agreement with Budapest Bank in

Hungary

Launches offices in Romania and Croatia to implement signed

outsourcing agreements

1998 Continues European expansion by signing outsourcing

agreements in the United Kingdom, Czech Republic and France

Installs ATMs in the United Kingdom

Acquires Arkansas Systems, Inc.® (ARKSYS), leading

developer of integrated transaction software based in Little Rock,

Arkansas, USA

74


1999 Launches mobile recharge on ATMs and mobile banking

products for bank customers

2000 Enters Asian market by launching operations in Indonesia to

service a shared ATM network owned by three local banks

Sets-up ATM outsourcing operations in Greece

Changes name to Euronet Worldwide, Inc. to reflect global

presence

2001 Forms Cashnet™, joint venture to develop and operate an

electronic funds transfer network for banks and card issuers in

Egypt

2002 Launches prepaid recharge services program PaySpot in the

United States

Enters India with ATM outsourcing agreement

Forms EuroPlanet d.o.o. Beograd, joint venture to provide

electronic funds transfer services for banks and card issuers in

Serbia

2003 Sells ATM network in the United Kingdom and simultaneously

signs five-year ATM outsourcing agreement with the buyer

Launches processing services for prepaid products, primarily

prepaid mobile airtime, by acquiring e-pay Ltd. in the United

Kingdom, Australia and Malaysia

Launches Cashnet, India's first and now largest nationwide

75


shared ATM network

e-pay expands prepaid business into New Zealand, Poland and

Ireland

Acquires transact GmbH, prepaid and payments processor in

Germany

Expands PaySpot, U.S. prepaid brand, by acquiring five prepaid

companies from 2003 to 2005

76


2004 Enters Spanish prepaid market with acquisition of MovilCarga

Subsequently in 2005, acquires TeleRecarga S.A. in Spain to

further strengthen its prepaid market position

Acquires 10% ownership stake in ATX Software Ltd., provider

of electronic prepaid voucher solutions in Europe, Africa and other

regions

Subsequently in 2005, increases total ownership stake to 51%

to gain controlling share in ATX

2005 Launches money transfer and bill payment services with

acquisition of Telecomm USA

Ranks #34 on FORTUNE's List of 100 Fastest-Growing

Companies

Acquires Instreamline S.A., Greek company that provides

credit/debit card and POS outsourcing services in Greece and the

Balkan region

Acquires EuroPlanet d.o.o. Beograd, Serbian company that

provides debit card, ATM and POS outsourcing services in Serbia,

Montenegro and Bosnia & Herzegovina

2006 Launches ATM outsourcing operations in China

Ranks #36 on FORTUNE's List of 100 Fastest-Growing

Companies

2007 Acquires prepaid mobile airtime processor Brodos SRL in

77


Romania

Ranks #7 on Forbes List of 25 Fastest-Growing Technology

Companies

Acquires Omega Logic Ltd. and consolidates position as largest

electronic payments processor of prepaid mobile airtime top-up

services in the United Kingdom

Signs first Single Euro Payments Area (SEPA) compliant cross-

border merchant acquiring agreement with OMV Refining &

Marketing GmbH, leading oil and gas group in Central Europe

Completes acquisition of RIA Envia, Inc., third-largest global

money transfer company with sending network in North America,

the Caribbean, Europe and Asia-Pacific

Launches prepaid services in Italy, Europe's largest prepaid

market, and India

Ranks #28 on Forbes List of 200 Best Small Companies List

Processes more than one billion annual payment transactions

78


2008 Ranks #4 on Forbes list of 25 Fastest-Growing Technology

Companies

Signs prepaid agreement with Aral AG, Germany's largest

operator of petrol stations

Wins Cards International Global Awards 2008 'Merchant

Acquirer of the Year' in recognition for launching first SEPA

compliant cross-border merchant acquiring solution in Europe

Signs prepaid agreement with Caltex Australia Petroleum Pty

Limited, Australia's largest petrol convenience retailer,

significantly strengthening prepaid position in the Australian

market

Launches prepaid in Greece, a market where 10% of the 10

million prepaid subscribers top-up through electronic distribution

Enters new money transfer market with the launch of money

transfer send operations in Belgium

Repurchases $70 million in principal amount of the $140 million

in 1.625% convertible debentures, resulting in total debt

reduction and an improvement in the Company's debt to adjusted

EBITDA ratio

Recognizes a non-cash goodwill impairment charge of

approximately $220 million due largely to the weakening global

economy and significant declines in the stock markets

Amends certain covenants in credit agreement, proving sufficient

liquidity to meet the likely put of remaining convertible

debentures

Crosses one billion mark in annual revenues

79


2009 Launches new global brand identity in the Prepaid Segment –

epay!

epay Australia subsidiary signs long-term prepaid distribution

agreement with Vodafone Australia

Launches a wide range of new, innovative non-telecom products

including transport payment solutions in Australia, Poland and

the UK, digital content distribution for iTunes, online video

games, and stored value/gift card solutions in various countries

Expands the opportunity for retail channel presence in Europe by

obtaining a PSD license (Payment Services Directive) which

provides a single regulatory platform to conduct business across

the European Union

Develops and launches new value added services for ATMs,

including Dynamic Currency Conversion which allows

customers to be aware of the local currency-equivalent of a

foreign currency transaction, and card-less ATM Money

Transfer Payouts which allows money transfer recipients to

withdraw funds from Euronet ATMs using a unique PIN code

Processes approximately 1.5 billion transactions across all three

business segments

Continues debt reductions through repurchase of remaining

1.625% Convertible Senior Debentures

Acquires Mellon Transactions Solutions (MTS) in Serbia, a

company that offers card issuing and acquiring solutions to

financial institutions in Serbia, Egypt, Cyprus and Albania, and

positions Euronet as the leading processor in Serbia.

80


Secures new orders directly from local China Postal Bank

provinces, including Postal Hebei, Shanghai and Bejing

81


2010 Expands into the largest South American market with the

acquisition of epay Brazil

Renames the former Prepaid Segment to epay, and reintroduces

the segment – now one of the largest cash collection networks in

the world – under the new name

Completes the cross-border OMV project in the EFT segment

which includes 3,800 devices in nine countries

Drives EFT branding toward “Business Partner” to better

leverage expanded product and service capabilities

Improves epay value proposition by expanding higher-margin

non-mobile products offerings to include Microsoft Office, the

first transport product implementation in the U.S. (Florida

Turnpike Sunpass) and the German lottery in Berlin and

Brandenburg

Signs significant long-term agreements with 7-Eleven and Cash

Store Financial for money transfer and bill payment services

Grows Money Transfer footprint in Europe, launching active

service in nine countries

Receives credit rating upgrade from Moody’s based upon

Euronet’s track record of steady debt reduction, EBITDA growth

and stable free cash flow generation

2011 Launches EFT Processing Center in Pakistan. It is the first

Institution to obtain PCI-DSS certification which makes Euronet

the only Payments Processor in Pakistan to offer Secure

Financial Services under guidelines of Payment Card Industry

(PCI)

82


Announces the closing of an amended and expanded five-year,

$355 million senior secured credit facility with a syndicate of

financial institutions. It replaces a $100 million revolving line of

credit and a $126 million term loan maturing April 2012 and

April 2014, respectively.

Announces authorization the repurchase in privately negotiated

transactions of any or all of its $175 million 3.50% Convertible

Debentures. Additionally, the company announced authorization

to repurchase up to $100 million or 5 million shares of Euronet

Worldwide, Inc. common stock outstanding.

Acquires cadooz, Germany's largest full-service provider of

vouchers, innovative merchandise and incentive solutions.

Acquires 535 ATMs from Diebold’s cash4you Network.

Acquires PayNet, a provider of integrated ATM outsourcing

services, card issuing and acquiring and POS merchant servicing

solutions to financial institutions in Romania.

83


2012 Deploys first independent and shared Automated Deposit

Terminal Networks in Europe through agreements with banks in

Poland and Romania

Expands Independent ATM Networks to Spain and Italy,

marking the first IAD networks launched without a sponsor bank

Expands senior secured credit facility from $275 million to $400

million

Acquires ezi-pay, New Zealand's market leader for gift card

processing and distribution.

2013 Acquires Pure Commerce, a fast-growing provider of cloud-

based financial and payment solutions to banks, acquirers and

global retailers around the world.

Receives Investment Grade Credit Rating from Standard &

Poor's.

2014 Acquires ATM estate of Banca Comerciala Carpatica, doubling

independent network in Romania.

Amends and Expands Credit Facility from $466 million to $675

million with several more favorable terms, including the

extension of the maturity 5 years to April 2019.

Walmart Introduces Walmart-2-Walmart domestic money

transfer service powered by Ria.

Ria unveils all new RiaMoneyTransfer.com

Acquires HiFX, a provider of online initiated, account-to-

account international payments and foreign exchange services

for businesses and high net worth individuals.

http://www.riamoneytransfer.com/

84


Successfully issued $402.5 million, 1.5%, convertible notes in

October 2014.

2015 Expands Independent ATM Networks to Cyprus, Portugal and

the Netherlands.

Expanded Independent ATM Network to Malaysia, representing

Euronet's first Independent Network in Asia.

Acquires leading Malaysian-based money transfer provider IME.

Acquires XE, the World's trusted currency authority.

Ria wins Walmart Services "Supplier of the Year" for the second

consecutive year.

85


SERVICE:

DEDICATED PEOPLE, INTEGRATED

PRODUCTS, GLOBAL PRESENCE.

Euronet Worldwide, Inc. (NASDAQ: EEFT) facilitates the movement of

payments around the world and serves as a critical link between our

partners — Financial Institutions, Retailers, Service Providers — and

their end Consumers, both locally and globally. Founded in 1994,

Euronet has established itself as a leading electronic payments provider.

Euronet's customers are served from three core business

segments: Electronic Financial Transactions (EFT - including Payments

Software), Prepaid (epay) and Money Transfer. In 2014, the Company

processed approximately $72 billion in ATM, prepaid and money transfer

payments for approximately 200 financial institutions, 200 mobile

operators, approximately 554,000 retailer and agent locations, and

millions of individual consumers worldwide.

Euronet's accomplishments include:

Powers Walmart-2-Walmart, Walmart's domestic money transfer

product.

Operating one of the largest global money transfer companies in the

world

Processing as the largest payment network in the world for prepaid

mobile top-up

http://www.euronetworldwide.com/our_company/businesses.cfm#content




http://www.euronetworldwide.com/partners/consumers.cfm

http://www.euronetworldwide.com/partners/payment_service_providers.cfm

http://www.euronetworldwide.com/partners/retailers.cfm

http://www.euronetworldwide.com/partners/financial_institutions.cfm

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Euronet's industry accolades include:

Ranking two consecutive years on Forbes magazine's list of 25 Fastest-

Growing Technology Companies

Ranking two consecutive years on FORTUNE magazine's list of 100

Fastest-Growing Companies

Winning 'Merchant Acquirer of the Year' at the Cards International

Global Awards in 2008

Winning "Most Innovative Hosted/Cloud Service Award" from Cisco

in 2011

Awarded Walmart Services "Supplier of the Year Award" in 2014 and

2015.

Winning Walmart Services "Service Excellence Award" in 2015.

Euronet is comprised of three primary business segments:

Electronic Financial Transactions (EFT - including

Payments Software)

Prepaid (epay)

Money Transfer

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I. Electronic Financial Transactions (EFT –

Including Payments Software)

The Electronic Financial Transactions (EFT – including Payments

Software) Segment provides comprehensive electronic payment solutions

consisting of Independent ATM Networks (IADs); ATM network

participation; ATM outsourcing – including Automated Deposit

Terminals (ADTs), POS solutions; credit and debit card outsourcing; card

issuing and merchant acquiring services; value-added service products

and a suite of integrated EFT software solutions for electronic payment

and transaction delivery systems.

E.F.T segment:

Operates Independent ATM Networks (also called Shared Networks) in

Poland, Germany, Czech Republic, Ukraine, Romania, Greece, Croatia,

Spain, Italy, Hungary, Austria, Denmark, Cyprus, France, Portugal,

Netherlands, Malaysia, and the United Kingdom

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Owns and operates transaction processing centers in Hungary, Pakistan,

India and China

Processes transactions for a network of 21,128 ATMs and

approximately 46,000 POS terminals in 49 countries

Dispenses approximately $44 billion in cash from ATMs and processes

approximately 1.3 billion transactions annually.

Provides payments software solutions to approximately 120 customers

in 50 countries

II. Prepaid (epay)

Our Prepaid (epay) Segment provides electronic payment products and

services to enable service providers to reach their end consumers. epay's

product portfolio includes top-up or recharge services for prepaid mobile

airtime; prepaid debit cards and e-wallets; payment services for bills, road

tolls and money transfer; and marketing and distribution services for gift

cards, digital content, lottery and transport tickets. Operates a worldwide

network of approximately 665,000 POS terminals across approximately

312,000 retailer locations in 34 countries.

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epay segment:

Offers a full cash collection and settlement service

Processes approximately $13 billion and approximately 1.2 billion

transactions annually

III. Money Transfer

Our Money Transfer segment consists of four brands, Ria Money

Transfer (Ria), HiFX, IME and XE. Ria and IME provide global

consumer-to-consumer money transfer services through a sending

network of agents and Company-owned stores and on-line, disbursing

money transfers through a worldwide payer network. In addition to

money transfers, Ria offers consumers bill payment services, prepaid

debit cards, check cashing and other financial services.

HiFX and XE provide on-line initiated, account-to-account international

payment and foreign exchange services to businesses and high net worth

individuals.

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Money Transfer Segment:

Owns and operates a transaction processing centers in the United

States, Malaysia, the United Kingdom and New Zealand.

Provides electronic consumer-to-consumer money transfer services

from 32 countries through a network of approximately 287,000

locations comprising of send and payout/correspondent agents serving

more than 147 countries

Processes approximately $18 billion in money transfers annually

PRODUCT SOLUTION:.

EURONET’S PRODUCT DRIVE MILLIONS OF SECURE TRANSACTIONS

EVERY DAY PROVIDING SOLUTION FOR A DIVERSE CLIENT LIST AROUND

THE GLOBE.

HERE WE WILL FIND THE SOLUTIONS THAT COMBINE HARDWARE,

SOFTWARE AND SERVICE TO MEET OUR SPECIFIC NEED.

FOR BUSINESS :

1. INDEPENDENT ATM DEPLOYMENT,

2. MONEY TRANSFER SERVICE,

3. OUTSOURCING SERVICE,

4. PREPAID PRODUCT,

5. PAYMENT SERVICE,

6. PAYMENT SOFTWARE.

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FOR CONSUMERS :

1. BANKING SERVICE,

2. MONEY TRANSFER SERVICE,

3. PAYMENT SERVICE,

4. PREPAID PRODUCT.

92


CHAPTER 3

LITERATURE SURVEY

AT EURONET.

HUMAN RESOURCE MANAGEMENT IS THE MANAGEMENT OF PEOPLE

SKILL, KNOWLEDGE, ABILITIES, TALENT, APTITUDE, CREATIVITY ETC.

FOR THE GROWTH OF ORGANIZATION.

HUMAN RESOURCE DEPARTMENT AT EURONET SERVICE

PVT. LTD.

HUMAN RESOURCE DEPARTMENT

RECRUITMENT AND SELECTION

RESOURCE ALLOCATION TRAINING AND DEVELOPMENT

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FUNCTION OF HRM (Human resource management)

The functions of HRM are as follows:

a) Administration:-

Strategic planning, organizational evaluation, country board

relationship, policy recommendation, supervises the departmental staff.

b) Benefits:-

Health insurance, life insurance, disability insurance retirement

benefit, auction, sick leave, donor program, education incentive, uniform

allowance, and other.

c) Compensation:-

Salary and benefit survey, job evaluation, job description

evaluation , job specification.

d) Employee relations:-

Friendly relations, equal attention, disciplinary process, incident

investigation, complaints/grievance procedure, Labour management

relations.

e) Employee services:-

Enrollment in benefit, employee discount for recreation spots,

resolution of enrollment or claims problems newsletter. Educational

assistance, employee service award.

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f) Fiscal:-

Staffing budgets, department budget, account payable, insurance

receivables, insurance food management, and total package costing

insurance receivables.

g) Health and safety:-

Employee assistance, first aids, compensation claims, safety

compliance and training.

h) MIS (management information system)

Keeping records for judging the employees spending time in

organization, performance, growth and their insufficient things.

I) Performance appraisal:-

Employee files, litigation files payroll, safety records and

administration files through MIS.

j) Recruitment:-

Selecting the employee through best resource to best candidates

who are able and sufficient to the organization .

j) Selection:-

After the done identifying of human resources, searching for

prospective employees and increasing the employee knowledge, skill

aptitude etc. for better growth to the organisation.

l)Training and development:-

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After selection of employee they should train & developing their

personality skill, knowledge, think aptitude etc.

IMPORTANCE

1) Attract highly qualified & knowledge and complete people.

2) Selecting the right number of people and in right time at right place.

3) Developing personnel system.

4) Matching the employee selection between the cost and benefit.

5) Create more culturally diverse workforce to help the organization.

6) Make good relationship with employee.

7) To solve the conflict between employee manager, employee to

employee, staff etc.

HUMAN RESOURCE DEVELOPMENT

This department concerns after the deal & requirement the present

employee. The department includes several of functions which are as

follows:

1) Orientation/Induction:-

It involves the information or rules of organization which are

passing on through employees.

2) Appraisal and Increment:-

It is the formal increment to the employee about their good

performance and conduct of the work.

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3) Training and Development:-

It is process to the employees to developing their skill. It includes

technical, soft skills and process related to training.

4) Motivation:- It involves motivating the employees through

increment bonus, increasing wages, promotion transfer etc to better

productivity.

5) Role and Responsibility:-

Everyone should fulfill their responsibility at different roles.

6) Key result area (KRA)

It is the measurement quantifiable of out for the roles of responsibilities.

7) Employee separation:-

It includes resignation and dismissal.

8) Joining formalities:-

It takes place when a new employee joins the organization

9) Employee verification:-

It takes place at the time of appointing the new employee.

10) Computerization.

11) Help disk

12) Project trainees.

13) Surveys.

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14) Counseling and grievance handling:-

The both are the different type of council. It helps to solve personal

problems whereas, grievance handling involves the complaints, conflict

that the employee has towards the management.

All the above head are included in the human resource development of

individually. Employee creates high amount of profit for the organization.

Recruitment procedure overview

Manpower requisition form.

Recruitment plan

Sourcing

Selection process

Joining

Training and development.

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RECRUITMENT

Recruitment is the process of searching for and obtaining application for

jobs, from among who the right people can be selected.

Recruitment is the process concerned with the identification of sources

from where the personal can be employed and motivating them after

themselves for employment.

It is define as"a process to discover the sources of manpower to meet the

requirement of staffing schedule and to apply effective measure for

attracting the manpower to adequate number to facilitate effective

selection of an effective workforce".

Edwin B flippo defines recruitment as" the process of searching for

prospective employees and stimulating them to apply for the jobs in the

organization".

METHODS OF RECRUITMENT

1. Direct method

2. Indirect method

3. Third party method

1. Direct method

It includes sending of the recruitments to different educational and

professional institutions and contact with the help of employees, and with

the help of must attractable source interest.

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One of widely used method is recruited to different college & technical

schools recruiters to convention and seminar, exhibition at fairs, and

using mobile offices to go the desired centers.

2) Indirect method

It includes mainly advertising agencies, and newspapers, on the

website, in trade and professional journal, brochures, advertisement in

newspapers and or trade journals and magazines are the most widely use

methods.

According to the advertisement and strategy in personnel recruitment ,

three main points need to be born in the mind before an advertisement in

inserted first, to visualize the type of applications one is trying to recruit.

Second to write our a list of advantages the company off as, or why

should the reader join the company.

third, to decide where to run the advertisement not only in which area, but

also in which newspapers having a local, state or a nationwide

circulation.

3) Third party.

It includes the various commercial department and private

agencies, state agencies, and placement officers of school colleges and

professional association recruiting firms, consultancy firms, seminars for

college professors and friends and relatives.

Private employment agencies are the most widely used sources.

They charge a small fee from the applicant. The specialized in specific

100


occupation, general office help, salesman technical workers, accountant

computer staff, engineers and executives.

Professional organization or recruiting firms maintain complete

information records about this firms are looked upon as the "head

hunters" readers, and pirates "by organization which loose there

personnel through their efforts.

EVALUATION OF RECRUITMENT METHOD

The evaluation is as follows:

1) How much in number of candidates required.

2)Number of initial enquires received which resulted in completed

application form.

3)How much candidates are retired in the organisation after six month.

4)How much candidates at various stages of the recruitment process,

specially those shot listed

5)How much candidates are working effeciently towards the organisation.

OBJECTIVE OF RECRUITMENT

The objective of recruitment is involves:

1) To devope and organization culture that attracts competent. People to

the company.

2) To search or head hunt people who's skill fit with company's values.

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3) To attract multi dimension skills and experience that suite the present

and future organization strategies.

4) To infuse fresh blood at all level of organization .

5) To select out non-convention development grounds of talent.

6) To induce outsider with new perspective to lead the company.

7) To desire entry pay that competes on quality but not on quantum.

8)To search for talent globally not just within the company.

9)To advise methodology for assessing physiological traits.

10)To anticipate and find people for position that deosnt exist yet.

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RECRUITMENT PROCESS

The evaluation of recruitment process are as under:

1) Return rate of application sent cost

2) Number of suitable candidates for selection.

3) Retention and performance of the candidates selection.

4) Comments on image project.

5) Time lapsed data.

6) Cost of recruitment.

E-RECRUITMENT

E-RECRUITMENT IS THE USE OF TECHNOLOGY TO ASSIST THE

RECRUITMENT PROCESS .THEY ADVERTISES JOB VACANCIES

THROUGH WORLDWIDE WEBSITES. AND IT HELPS TO VANISHED THE

INTERMEDIATE.

THEY COLLECT THE RESUME OR BIO DETA ON INTERNET OR ON E-MAIL

ADDRESS. AFTER THE CHOOSING CANDIDATES FORM WHICH HIGHLY

ATTRACTIVE THEY CALL FOR INTERVIEW .AND THEY FINISHED

INTERVIEW IN MORE THAN THREE ROUNDS.

THEY SPECIFY THE JOB THROUGH:

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CONTAINS OF JOB SPECIFICATION: IT INCLUDES QUALIFICATION ,

QUALITY, EXPERIENCE.

AND OTHER JOB DESCRIPTION: IT INCLUDES JOB TITLE, DUTY AND

RESPONSIBILITY, WORKING HOURS, SALARY AND WAGES.

ONLINE SIDES OF E-RECRUITMENT:

W.W.W. EURONET WORLDWIDE WIDE .COM

W.W.W. INDIATIMESJOB .COM

W.W.W. NAUKRI .COM

W.W.W. MONSTER .COM

AND OTHER ADVERTISEMENT THEY PREFERRED..

NEWSPAPERS...

AND MAGAZINES LIKE.

BUSINESS WORLD.

BUSINESS TODAY.

CAPITAL MARKET.

INDIA TODAY.

I.T MAGAZINES.

104


\\

CHAPTER 4

DATA ANALYSIS

105


DATA ANALYSIS

1) QUESTION : WHEN ARE THE RESOURCES AND NEED FORECASTED?

ANS : USUALLY RESOURCES ARE NEEDED AND FORECASTED EVERY

MONTH BUT SOMETIMES IT IS UNCERTAIN. SO BECAUSE OF THIS

UNCERTAIN NEED OF RESOURCE WE FORECAST IT AS AND WHEN

NEEDED DEPEND UPON THE SITUATION AND DEMAND.

2) QUESTION : HOW IS THE RESOURCES NEEDS AND FORECASTED?

ANS: BASICALLY THERE IS A CHAIN OF MANAGEMENT IN THE

ORGANIZATION WHICH I CAME ACROSS. SO WHENEVER THERE IS ANY

NEED OF RESOURCES, THEN IT IS INFORMED TO LOWER MANAGEMENT

THROUGH UPPER MANAGEMENT. SO AS AND WHEN THE HR

MANAGEMENT GETS UPDATES ABOUT NEW PROCESS THEY START

LINING UP FOR NEW EMPLOYEES(RESOURCES)

3) QUESTION: HOW DO YOU RATE THE RECRUITMENT PROCEDURES?

ANS: USUALLY THE RECRUITMENT PROCEDURE IS AVERAGE. THIS IS

DUE TO MINIMUM NUMBER OF ROUNDS CONDUCTED DURING THE

RECRUITMENT PROCEDURE; HENCE IT DOES NOT TAKE LONG TIME.

4) QUESTION : WHAT IS THE PROCESS YOU FOLLOW FOR RECRUITMENT

AND SELECTION?

ANS : THERE ARE FEW STEPS FOLLOWED FOR THE RECRUITMENT

PROCESS OF RECRUITMENT AND SELECTION.

106


JOB ANALYSIS- THIS SHOW THE JOB REQUIREMENT.

SOURCING - HERE JOB VACANCY IS HIGHLIGHTED THROUGH

ADVERTISEMENTS.

SELECTION PROCESS- HERE INTERVIEW IS TAKEN OF SELECTED

CANDIDATES.

JOINING- HERE ALL THE LEGAL FORMALITIES ARE FULFILLED BY

FIRM AND CANDIDATES.

TRAINING AND DEVELOPMENT- HERE AFTER SELECTION JOINING

EMPLOYEES ARE TRAINED AS PER THE PROCESS

5) QUESTION: WHICH METHOD DO YOU MOSTLY PREFERRED FOR

RECRUITMENT AND SELECTION?

RECRUITMENT

DIRECT METHODINDIRECT METHODTHIRD PARTY

ANS : MOSTLY DIRECT METHOD IS FOLLOWED FOR RECRUITMENT ,

WHICH AMOUNT TO 90% OF OUR RECRUITMENT AND SELECTION

107


METHOD AND REST 5% IS DONE THROUGH INDIRECT METHOD AND

REST IS PREFERRED FOR THIRD PARTY REFERENCES.

6) QUESTION : WHAT SOURCE YOU PREFER FOR RECRUITMENT AND

SELECTION?

SOURCES OF RECRUITMENT

EXTERNAL RECRUITMENTINTERNAL RECRUITMENT

Ans: in this firm both internal and external sources are used for

recruitment and selection .50% recruitment is done through internal

sources , rest 50% of recruitment is done by external sources.

7) Question: what are the sources of internal sourcing ?

Chart

Ans: basically this company gives first preference to its present

permanent employee which amount to 80% of internal sourcing and rest

20% is done through temporary employees.

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Internal sourcing

PRESENT PERMANENTTEMPORARY

8) Question: what are the sources for external recruitment?

Ans: the only and most preferred external sources for recruitment are

done through placement agencies.

9) Question: how many rounds of interviews are conducted?

Ans: usually 3 rounds are done in interviews and they are as follows:

1. Introductory round

2. Technical skill round

3. Aptitude test.

10) Question: are you satisfied with round of interview conducted?

109


Ans: yes, because in 3 rounds a candidates is justified for his all skill

and eligibility.

11) Question: what form of interview did you prefer?

Ans: personal interviewed is preferred as it is one of the finest methods

to judge candidates. As personally a candidate can provide more

information rather than other forms.

12) Question: are you satisfied with the present method being followed

by the company for recruitment and selection?

Ans: yes, as the method followed for recruitment is quite relevant and

reliable.

13) Question: how do you rate the hr practices of the company?

Ans : The HR practices followed is quiet good.

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FINDINGS:IN EURONET SERVICE PRIVATE LIMITED. MOST OF THE

EMPLOYEES FEEL THAT’S THE HUMAN RESOURCE DEPARTMENT IS

GOOD. USUALLY RESOURCES ARE NEEDED AND FORECASTED EVERY

MONTH BUT SOMETIMES IT IS UNCERTAIN. THEY PREFERRED PERSONAL

INTERVIEWS AS IT IS ONE OF THE FINEST METHOD TO JUDGE A

CANDIDATES. THEY MOSTLY FOLLOWED DIRECT METHODS WHICH

AMOUNTS 90% AND OTHER OUT OF 10%, 5%IS FOR INDIRECT AND 5%

FOR THIRD PARTY.

IN THIS FIRM BOTH INTERNAL AND EXTERNAL SOURCES ARE USED FOR

RECRUITMENT AND SELECTION. 50% IS DONE THROUGH BY THE

INTERNAL SOURCES AND REST OF THE 50% IS FOR EXTERNAL SOURCES.

THEY MOSTLY PREFERRED EXTERNAL SOURCES FOR RECRUITMENT IS

DONE THROUGH PLACEMENT AGENCIES.

THE HR MANAGER TAKE THREE ROUNDS OF INTERVIEW USUALLY AND

THEY ARE JUSTIFIED THEIR CANDIDATES SKILL AND ELIGIBILITY IN 3

ROUNDS. AND AS PER THAT THE HR PRACTICES FOLLOWED IS QUITE

GOOD.

111


CONCLUSION:THIS PRESENT THE SUMMARY OF THE STUDY AND SURVEY IN RELATION

TO THE “RECRUITMENT IN INDIAN ORGANIZATION” IN EURONET

SERVICE PVT LTD.

THE CONCLUSION IS DRAWN FROM THE STUDY AND SURVEY OF THE

REGARDING THE COMPANY RECRUITMENT PROCEDURE CARRIED OUT

THERE.

THE RECRUITMENT PROCEDURE AT EURONET SERVICE PVT LTD.SOME

EXTENT IS GOOD AND SATISFACTORY, BUT THEY HAVE TO IMPROMIZE

THIS RECRUITMENT PROCESS AND MODIFIED BECAUSE OF FRESH BLOOD

, ENTER INTO WITH NEW IDEAS AND OBJECTIVES.THEY ARE COME

WITH MORE EXPECTATION MOTIVES. SO THAT IT NEED TO KNOW WITH

SEARCH OR HEADHUNT OF PEOPLE SHOULD BE THOSE SKILL FITS INTO

THE COMPANYS VALUE.

THE SELECTION PROCESS IS GOOD BUT THEY NEED TO BE MODIFIED

REGARDING THE REQUIRMENT AND ALSO JOB PROFILE SO THAT PROPER

SELECTION PROCESS CAN BE ACHIEVE WITH PROPER CANDIDATES.

112


SUGGESTION: MANPOWER REQUIREMENT FOR EACH DEPARTMENT IN THE

COMPANY IS IDENTIFIED WELL IN ADVANCE.

IF THE MANAGER REQUIREMENT IS HIGH AND THE RECRUITMENT

TEAM OF THE HR DEPARTMENT ALONE CANNOT SATISFY IT, THEN

THEY NEED A PLACEMENT AGENCIES.

TIME MANAGEMENT IS VERY IMPORTANT AND IT SHOULD NOT BE

IGNORE AT ANY LEVEL OF PROCESS AND DEPARTMENT.

THE RECRUITMENT PROCEDURE THROUGH PLACEMENT AGENCIES

AS THE LAST RESORT AND IT USED ONLY REQUIRED IS HIGH.

THE RECRUITMENT PROCEDURE IS SHOULD NOT TIME

CONSUMING.

THE CANDIDATES CALLED FOR INTERVIEW SHOULD BE

ALLOCATED TIMING AND IT SHOULD NOT OVERLAP WITH EACH

OTHER IF IS DONE SO IT HARM FULL FOR THE COMPANY

GOODWILL THROUGH CANDIDATES OBSERVATION.

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BIBLIOGRAPHY:

REFERENCES:

HUMAN RESOURCE MANAGEMENT ( RISHABH ) SUNNY

FERNANDEZ EDITION (2014) (FIFTH).

HRM- VIPUL (NG KALE AND M. AHMAD) (FIFTH EDITION)

HRM (2005), DR.P.C PARDESHI

HRM BOOK OF HIMALAYA PUBLICATION.

W.W.W. EURONET WORLDWIDE.COM

W.W.W. GOOGLE. COM.

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