Professional Documents
Culture Documents
sc
s
Submitted By
Name: ARUSHI YADAV
Class: BBA(GEN)-V SEM
Enrollment No.: 0262061708
Batch: 2008-2011
External/Industry Guide Internal Guide
Name: Monica Name: Anil Kumar
Designation: Team Leader Designation: Faculty Management
ACKNOWLEDGEMENT
Apart from the efforts of me, the success of this project depends largely on the
encouragement and guidelines of many others. I take this opportunity to express my
gratitude to the people who have been instrumental in the successful completion of
this project.
I would like to show my greatest appreciation to Mahtab Alam Sir and Anil Kumar
Sir. I can’t say thank you enough for their tremendous support and help. I feel
motivated and encouraged every time I attend their meeting. Without their
encouragement and guidance this project would not have materialized.
The guidance and support received from my family and all the friends including Neha
Tyagi, and others, who contributed to this project, was vital for the success of the
project. I am grateful for their constant support and help.
Last but not the least; I would like to thank my seniors at Super Consultancy- Hema
Mam, Neha Mam, Shalini Mam, Mohini Mam and Manini Mam for their constant
guidance and support. They motivated me to perform well and helped me to
understand my roles and responsibilities. I feel grateful to them for being my mentor.
2
sc
s
CERTIFICATE
This is to certify that Arushi Yadav, Enrollment no. 0262061708, of BBA (Gen) 5th
SEM has completed her summer training on the topic “HR CONSULTANCY
WORKING” under my supervision. To the best of my knowledge and belief, the
work is based on the investigation made and collected by her and it has not been
submitted in any other university for award of any degree or diploma.
Project Guide
Mr. Anil Kumar
3
sc
s
DECLARATION
This is to certify that I have completed the project titled “HR Consultancy
Working” under the guidance of “Mr. Anil Kumar” in partial fulfillment of
the requirement for the award of degree of Bachelor of Business
Administration at Trinity Institute of Professional Studies, Dwarka. This is an
original piece of work & I have not submitted it earlier elsewhere.
Arushi Yadav
BBA(Gen)-V Sem
0262061708
4
sc
s
INDEX
Acknowledgement
Certificate(Industry)
Certificate(Internal)
Declaration
Executive summary
CONTENTS
1. Overview of the Industry
2. Organization Profile
• History
• List of clients
• SWOT analysis
3. Research Methodology
• Sources of Data
4. At Super Consultancy
5
sc
b) Middle Level Management s
c) Lower Level Management
5. Performance Appraisal
9. Findings
10. Bibliography
11. Annexure
6
sc
EXECUTIVE SUMMARY s
The project titled “HR CONSULTANCY WORKING” is undertaken with the “Super
Recruitment Team”. The main purpose of the project is to make a complete study of
recruitment process in Super Pioneer Personnel Network Pvt Ltd. Delhi and to
analyse the difference between a consultancy and a company's way of recruitment.
Recruitment basically means the process of posting vacancies whenever there is a
requirement to invite applications from as many eligible candidates as possible. It
includes the entire process right from identifying the vacancies to selecting the
candidates. It occupies a pivotal role in an organizational set up. Without effective
recruitment it’s not possible for any organization to hire the talent pool which helps in
its proper functioning. Over the past three decades its importance has grown by and
large.
7
sc
s
INDUSTRY PROFILE
Earlier fast-growing high tech companies were hard-pressed to locate and hire the
technical specialists they required, and so had little choice but to pay large fees to
highly specialized recruiters in order to staff their projects. Over time, companies
began to examine how they might reduce the growing expenses of recruitment fees
while still hiring hard-to-find technical specialists. Toward this end, companies began
to examine the various steps in the recruiting process with an eye toward giving
contract to consultancies for only those portions that they had the greatest difficulty
with and that added the greatest value to them. This "search/research" function, as it
was called, generated names of competitors' employees for a company and served to
augment the pool of potential candidates from which that company could hire.
Over time, HR Consultancies gained favor among Human Resource management: not
only did Consultancy reduce overhead costs from their budgets but it also helped
improve the company's competitive advantage in the labor market. As labor markets
became more and more competitive, Consultancy became more of an acceptable
option.
8
sc
ORGANIZATION PROFILE s
SUPER PIONEER PERSONNEL NETWORK PVT. LTD.
We offer a bouquet of staffing possibilities permanent, long term and temporary. The
only evident class different in these categories is only the duration of employment not
the quality of employment and certainly not the impeccability of the employers.
We go into every assignment with a sense of partnership with our clients sharing our
responsibility in bringing on board the right and the efficient candidate.
Contact us:
Delhi
Corporate Office.
Super Pioneer Personnel Network (P) Ltd.
84,Defence Enclave, Opp. Preet Vihar Petrol Pump,
Vikas Marg Delhi-110092.
Phone No.: +91-011-22015386,
Mobile : 9350171467
Telefax: +91-011-22040374
9
sc
Branch Office: s
Super Pioneer Personnel Network (P) Ltd.
H-28,First Floor
Vikas Marg, Laxmi Nagar, Delhi-110092.
Phone No.: +91-011-22456827
Telefax: +91-011-22040374.
Email: superr@bol.net.in
Clienteles: super@superconsultancy.com
Office Timings
Monday to Saturday: 9.30am to 6.30 pm
For any further queries you are free to contact on the following
Email: super@superconsultancy.com
Website: www.superconsultancy.com
10
sc
s
ORGANIZATION HISTORY
Founded and established in 1995 in Delhi with an aim to grow with the business
provider companies by providing personnel’s high level of unmatched caliber and
intelligence. In business People are the greatest asset. Behind every great vision, great
brand and great service are the numerous individuals who deliver on the promise.
Head hunters are dedicated to providing the human resources support that helps
businesses achieve their vision.
We offer our clients cutting edge expertise, in-depth industry knowledge and modern
technology for the placement processes thus leaving you free to focus on managing
your core business.
The visionaries of this company are expert in their respective field of engineering and
have joined hands to serve quality and are committed to clients.
11
sc
s
EXPERTISE BY INDUSTRY
Super Pioneer Personnel Network industry wizards stand out across the industry,
Industry verticals
1. Pharmaceutical & Healthcare Services
2. Power & Energy
3. Automobile
4. Manufacturing
Functional Verticals
1. CEO and Board Services
2. Finance and Accounting
3. Manufacturing
4. Sales and Marketing
5. Human Resource Management
6. Supply Chain Management
7. Legal and Corporate Affairs
Our experienced professionals have provided effective solutions at all industry levels,
ranging from top management to entry level positions. Immense and focused
industrial knowledge is also characterized by minimum turn-around-time, which
means your needs are dealt on a priority basis and requirements are met well in
advance or within the set deadlines.
12
sc
s
EXPERTISE BY SPECIALIZATION
This functional level focused approach not only proves cost-effective for clients but
also helps them to initiate internal changes within the organization; in a smooth
manner.
The core-level functional specialists present sound solutions, which are bound to
succeed. The intellectuals know the challenges faced by each function, and so their
efforts are solely targeted at providing you with passionate, skilled and qualified
candidates carrying functional experience in abundance. Super Pioneer Personnel
Network proposes ground-breaking and original solutions, which support your
organizational goals and always keep you on the apex of success.
The root-level precision has constantly won praise from clients. Over the years, it has
earned the repute of functional-specialists across the industry.
13
sc
s
We have pooled our in depth knowledge in such diverse fields such as Automobiles,
Electronics, FMCG, Telecom, IT, to set up a resource to channel human aptitudes
experience and expertise to their most rewarding goals.
Our selection is based on rigorous screening of candidate’s skills while verifying their
antecedents and reference as far as possible before referring to our client.
We have been rendering services to different MNC’s since their project stage to till
date. Quite a span of last few years we have been arranging interviews for various
Companies like LG Electronics, Timex , Delphi, Satyam Auto , Dabur etc. in our
own organization.
We focus on finding the best fit to meet our customer’s requirements for both
viz Engineers, Diploma Holders, ITI’s production staff etc. The terms and conditions
14
sc
iii. Level 3 : AGM, DGM, General Manager 16.67%
of the annual salary per selected candidate. s
2. The payment should be made within fifteen days from the date of joining.
3. A copy of the appointment letter will be made available by the client
organizations for billing purpose.
4. In case the candidate quits the services of the company, with in Three months
from the date of joining, replacement will be provided absolutely “FREE OF
COST” . However, we require minimum one month to complete the process
of replacement.
5. Service Charges are payable even if a candidates is selected and joins client
organization for any other position than the one he had been originally
referred for.
6. Service charges are payable even if candidate is selected and joins client
organization after a lapse of time but within 6 months from the referred date.
7. In case resumes of the referred candidates are already in the database of client,
the consultant must be informed within 72 hours, failing which the service
charges would be payable.
Accordingly we look forward eagerly for catering your needs on various recruitment
proposals at any level with interest and most professional competence while
associating with you in final selection of personnel.
( Authorised Signatory)
I have gone through and understood the terms and condition and do hereby agree to
abide by the same
Name :
Department :
15
sc
s
LIST OF CLIENTS
NOIDA
GURGOAN/ REWARI
FARIDABAD
16
sc
2. Sanden Vikas India Ltd.
3. Tecumseh India Products Ltd. s
DELHI
SAHIBABAD / GHAZIABAD
17
sc
SWOT ANALYSIS
s
STRENGTHS
1. The consultancy is operating since 1995, that's why, by now it has emerged in
the field and has acquired a brand name.
2. The consultancy specializes in automotive industry and has tie up with big
clients that shows the consultancy's good record.
WEAKNESSES
OPPORTUNITIES
1. The consultancy has good market reputation, therefore, it should deal with
different sectors and expand its business.
2. Recruiters should be taught Client Management and Client Building that can
help in acquiring untapped portions in the field.
THREATS
1. Emerging consultancies are a big threat and are giving massive competition.
2. The market is ruled by big consultancies and slowly, the small ones are
making there mark.
18
sc
s
RESEARCH METHODOLOGY
The project consists of information from two sources- Primary and Secondary
sources. Primary Source includes the work done by me in the consultancy. It is
the research that I carried on to understand the roles and responsibilities of a
recruiter.
In various sections of Recruitment Process, I have added a sample of my work
done there to give examples while explaining the process.
In Secondary source, there is a lot of use of internet and books. I have referred
various sites and books in order to make my project more presentable and
accurate. The names of these books and websites have been included in the
Bibliography section.
19
sc
s
The main objective of the training at Super Consultancy was to study and to
understand the future scope in the management field specifically the human resource
department which captures my interest.
I feel inclined towards the human resource department and firmly believe that I can
evolve in the field and do well. That's why my main objective of doing the training
was to understand the working in a consultancy.
However, after working in a consultancy for some time, I wondered if the working in
the Human Resource department of the consultancy and a company would differ. I
had various discussions on the topic with my seniors on this. Whatever I have learnt
from my seniors and their view point on the difference between working in
consultancy v/s company have been incorporated in the project report.
Whatever I grasped and learnt in the duration of two months has been a very
enriching experience and helped me frame my mind to understand what I wish to
acquire in life and it has certainly helped me in discovering the path to achieve it.
The objective of the training in the Consultancy firm has been very well fulfilled. I
got to know the duties of each and every one involved in the recruitment process, how
to fulfill the duties and the most important, how to keep learning all the way while
keeping the mind calm and focused.
20
sc
s
APPLIED PRINCIPLES AND CONCEPTS
The recruitment and selection is the major function of the human resource department
and recruitment process is the first step towards creating the competitive strength and
the recruitment strategic advantage for the organizations. Recruitment process
involves a systematic procedure from sourcing the candidates to arranging and
conducting the interviews and requires many resources and time. A general
recruitment process is as follows:
• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required
21
sc
s
1. Identify vacancy
2. Prepare job description and person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and decision making( by Clients)
The recruitment process is immediately followed by the selection process i.e. the
final interviews and the decision making, conveying the decision and the appointment
formalities.
22
sc
SOURCES OF DATA
s
DATA COLLECTION
23
sc
AT SUPER CONSULTANCY
s
WORKING IN HR CONSULTANCY
Services may also include legal counseling, global initiatives, investments consulting,
and the implementation of HR technologies to facilitate human capital management.
The HR consulting industry also employs more actuaries than any other in order to
assist in their services.
Client building is the recent phenomenon that has emerged at the middle level.
Earlier, it was only confined as the duties of the top level management.
24
sc
s
HEIRARCHY AT SUPER CONSULTANCY
Mrs. Sunita Rawat and Mr. Sudesh, the owners, Mrs. Niti Sharma at the post of Head
operations.
Top level connects with the bottom level through the middle level.
Team leaders.
The office is divided into two segments. Ground Floor and Basement. The Ground
Floor consists of Team A. And the Basement consists of Team B. Team A is further
divided into many teams that independently handle projects- clients. There are team
leaders accordingly that consists of 3 or more members.
Team B is a recent development consisting of 8 team members and one Team leader.
The middle level acts as an intermediary and links top level to the bottom level.
Team Members or the Human Resource Executives. Along with the trainees form the
bottom level in this firm. Team Members work under the supervision of the Team
Leaders and under the order of the Head Operations.
25
sc
s
ROLES AND RESPONSIBILITIES OF HEAD OPERATIONS
At the Top level, after the chairman, there is Head Operations. The duty of the Head
Operations range from the top to the bottom level. The Head Operations is involved in
Business Development and can also called as the Business Development head.
(A)Strategic Role:
Organizational Role:
26
sc
s
Employee Relation -
27
sc
s
Recruitment –
1. Job Description,
2. Identify the Competencies required,
3. Identify the source for hiring,
4. Interview of the candidate,
5.Coordinate the interview with the respective department and
6. If selected, complete the documentation .
Operations -
1. Joining formalities.
2. Handling Employee Database
3. Leaves and Attendance Management
4. Handling the payroll
5. Managing advance Salary, Ad Hoc Bonuses, Loans
6. Confirmations, Performance Appraisals, Performance Management
8. Exit-Interviews
9. Full and Final Settlement
Key Responsibility
SOURCING
Sourcing of quality candidates through various channels like portals, reference etc
SCREENING
Telephonic interaction to assess the profile and interest of the candidates and to
shortlist the right candidates by mapping the same with the specification given by
client.
Job Profile:
Recruitment and Sourcing.
Posting the JDs into job portals
Study the job description thoroughly and understand it properly.
28
sc
s
29
sc
s
My roles and responsibilities were exactly the same as that of the Human Resource
Executives.
I was involved in searching the candidates for many companies like- Sunvisors, Parle,
Motherson Sumi, Denso India, Minda, Maruti Suzuki, Seaga India, etc.
The target was to find ten suitable candidates in each half day. That's in totality,
twenty CV's per day.
My greatest achievement in the training was that I sent around twenty résumé's in
Denso India Ltd. And all the twenty were shortlisted for interview. There were total
five openings for the post of Store Incharge. Three openings were closed by one of
my senior from Team A and the rest two were done by me. So Super Consultancy
successfully bagged in all the positions through the people whose résumé's we had
sent. My greatest delight was that I had been able to contribute towards the success of
the consultancy.
In the last week of my training, I successfully got another person selected in
Motherson Sumi System Limited, an automotive company that is involved in wiring
harnesses. His interview was held after my training term had completed and I got to
know that the one I sent had been selected.
Another person that had been selected in the company Sunvisors India Ltd. sent by
me for the post of Production Engineer. Though he did not join the company because
his expected salary was not matching the salary offered.
From the next page onwards, I have attached few of the requisites and my works in
the consultancy.
30
sc
s
CLIENT'S MAIL
Company: Sunvisors
Dear Sir,
We are the original equipment manufacturer of sunvisors engaging in plastic injection
moulding & high frequency welding machines having turn-over around 15 crores. We
are direct supplier of Maruti Udyog Ltd. , Tata Motors & Subros Ltd.
3. Store Keeper - a person with 4 to 5 years experience of handling the store and is
well versed with store procedures like FIFO excise rules, maintaining record like
stock register etc
Sect. 18 Gurgaon
Regards,
31
sc
s
THERE WERE CERTAIN COMPANIES THAT GAVE A LIST OF
PREFFERED COMPANIES AND FRIEND COMPANIES. SO WHILE
RECRUITING, IT WAS VERY IMPORTANT TO CONSIDER THE LIST.
Friend Companies
AG INDUSTRIES
AUTOFIT PVT. LTD.
BAJAJ MOTORS LTD
DENSO
HEMA ENGG.
HITECH GEARS
JAY BHARAT MARUTI LTD.
KRISHNA MARUTI LTD.
LIFE LONG INDIA LTD.
MARK EXHAUST SYSTEM LTD.
MUNJAL SHOWA
NAPPINO AUTO & ELECTRICAL
OMAXE FUSIONS LTD.
OMAX AUTO
RICCO AUTO
VARROC ENGG
UNITECH MACHINES LTD.
PHEONIX
SUBROS LTD.
SHARDA MOTORS
SATYAM AUTO COMPONENTS
ENDURANCE
SANDHAR LOCKING DEVICES
BHARAT SEATS
32
sc
s
Preferred Companies
ANAND GROUP
DELPHI
GOOD YEAR
HAVELLS
HONEYWELL
CAPARO MARUTI
LUMAX
MOSER BAER
MOTHERSON GROUP
PRICOL
SONA STEERING
TECUMSEH
JAY-USHIN
BHARAT GEARS
ROOTS
SHRIRAM PISTONS AND RINGS LTD.
SIEMENS
GOOD YEAR
SUNDARAM BRAKE LININGS LTD.
33
sc
s
Dear Candidate,
This is to inform you that we have an urgent opening in an automobile company for
GURGAON Location, so if you are interested for the same please send your updated
resume. It is for the Store department in a renowned automotive company.
REQUIREMENT:
Department : Store
Experience : 4 to 5 years
A person with 4 to 5 years experience of handling the store and is well versed with
store procedures like FIFO excise rules, maintaining record like stock register etc
So, if you are interested for the above opening ,send your updated CV with following
details:
1.Qualification
2.Current company & previous company details
3.Current salary
4.Expected salary
5.Total experience
6.Current location.
7. Date of Birth
Regards,
34
sc
Arushi (9311258027)
Super Pioneer Personnel Network (P) Ltd s
(A Division of Super Consultancy Services)
84, Defence Enclave, Vikas Marg, Delhi-110092
Email : super24@superconsultancy.com
Maintenance Dept.
Planning for preventive and predictive maint. And their implementation along
with electrical & mechanical for whole plant machinery i.e. power presses, milling
m/c, drill m/c, lathe m/c, hyd. Pn. Presses, fixtures, surface grinders etc.
Plan for reduce the break down hours in both electrically & mechanically.
Man power planning their shift scheduling according to requirement etc.
PPC
1.Responsible for Production Planning on Monthly , Weekly & Daily Basis,
2. Monitoring of Production output from Key-stations to ensure that at the end of
month Production schedule is met, ·
3. Material Requirement Planning
4. Inventory monitoring & Line balancing
5.Material Issue for production
6.To release Daily MIS Report
7.Production Report, Production status and Schedule Adherence.
Production Dept.
1. Responsible to plan Man power, Machine Hours requires to meet the daily and
Monthly schedule.
2. Taking corrective and preventive actions against in- house rejections.
3. Ensure suitable operations & maintenance to achieve production targets .
4. Maintaining records for changes In engineering Standards.
5. Monitoring & measurement of Processes and Product at various stages of
production.
Quality Dept.
1. To Ensure Quality in process & Products through incoming , in process &
final inspection & testing.
2. To Handle Customer Complaints.
3. To find out root cause of Quality related problems.
4. Responsible for incoming Inspection.
5. Layout Inspection and measurement of components
35
sc
The exhaustive list of all the departments for which work was done has not been
s
given here since the profiles done were too many and were referred through a booklet
at Super Consultancy. But few of them have been included at Annexure.
Given below are the questions which were asked from the candidate and sent to
the companies
Name:
Date of Birth:
Current CTC:
Expected CTC:
Experience:
Qualification:
Current Company
Previous Company:
Current Designation:
Location Preference:
Passport:
Notice Period:
36
sc
s
Passport: NO
Appeared in interview for the this company before (If yes, when?): No
37
sc
s
MANJEET SINGH RAWAT
C/o NAGENDRA YADAV H.NO.89 Phone- +91-9810630886
NEAR VEER PUBLIC SCHOOL E-mail- manjeetrawat2008@gmail.com
KAPASHERA NEW DELHI – 37
OBJECTIVE Always try my level best to achieve more success and do work
with honestly which give me fully satisfaction toward my job.
Job Profile
Material receiving and verification of material as per bill & as per
Purchase Order & storage of material as per location.
38
sc
Material dispatch through courier & Transport.
s
Coordinate with CHA & freight forwarder for import shipment.
Job Profile
Making MIS Report Goods Inward Note, Material Demand Note,
Goods Outward Note, Goods Returnable Note & Material planning.
Material Issue as per FIFO & LIFO method & Daily stock
update.
39
sc
PROFESSIONA 1. Diploma in information technology six-month computer s
L course (Dos, windows, MSOffice, internet, HTML) from
Hiltron Calc kotdwara.
4. Typing skill-
40
sc
s
THE NEXT STEP IS INTERVIEW SCHEDULING
Dear Candidate,
Following is the interview schedule for the profile of Production for Motherson:
Day : Wednesday
Ph.No.0120-476305
• One Copy of CV
• 2 Passport size Photographs.
• Copy of Credentials
• Copy of Salary slip
• Copy of Interview Schedule
Best Regards,
Super24@superconsultancy.com
41
sc
s
SALARY SLIP OF SUBRAT BARAL-
HE WAS SELECTED AND HIS SALARY SLIP WAS ASKED TO CONFIRM THE
APPOINTMENT.
42
sc
s
43
sc
s
I arranged my work Company wise, date wise and department wise. In each folder are
the resume's that I had sent in the company. There was another folder in them that
contain the formatted CVs that were formatted according to the company's
requirements and consultancy's ways.
PERFORMANCE APPRAISAL
44
sc
corresponding manager or supervisor. A performance appraisal is a part of guiding
and managing career development. It is the process of obtaining, analyzing, and s
recording information about the relative worth of an employee to the organization.
Performance appraisal is an analysis of an employee's recent successes and failures,
personal strengths and weaknesses, and suitability for promotion or further training. It
is also the judgement of an employee's performance in a job based on considerations
other than productivity alone.
Aims
Methods
The most popular methods used in the performance appraisal process include the
following:
• Management by objectives
• 360-degree appraisal
• Behavioral observation scale
• Behaviorally anchored rating scales
Trait-based systems, which rely on factors such as integrity and conscientiousness, are
also commonly used by businesses. The scientific literature on the subject provides
evidence that assessing employees on factors such as these should be avoided. The
reasons for this are twofold:
1) Because trait-based systems are by definition based on personality traits, they make
it difficult for a manager to provide feedback that can cause positive change in
employee performance. This is caused by the fact that personality dimensions are for
the most part static, and while an employee can change a specific behavior they
cannot change their personality. For example, a person who lacks integrity may stop
45
sc
lying to a manager because they have been caught, but they still have low integrity
and are likely to lie again when the threat of being caught is gone. s
2) Trait-based systems, because they are vague, are more easily influenced by office
politics, causing them to be less reliable as a source of information on an employee's
true performance. The vagueness of these instruments allows managers to fill them
out based on who they want to/feel should get a raise, rather than basing scores on
specific behaviors employees should/should not be engaging in. These systems are
also more likely to leave a company open to discrimination claims because a manager
can make biased decisions without having to back them up with specific behavioral
information.
PROCESS
46
sc
3. MEASURING THE ACTUAL PERFORMANCE s
The most difficult part of the Performance appraisal process is measuring the
actual performance of the employees that is the work done by the employees
during the specified period of time. It is a continuous process which involves
monitoring the performance throughout the year. This stage requires the
careful selection of the appropriate techniques of measurement, taking care
that personal bias does not affect the outcome of the process and providing
assistance rather than interfering in an employees work.
5. DISCUSSING RESULTS
The result of the appraisal is communicated and discussed with the
employees on one-to-one basis. The focus of this discussion is on
communication and listening. The results, the problems and the possible
solutions are discussed with the aim of problem solving and reaching
consensus. The feedback should be given with a positive attitude as this can
have an effect on the employees’ future performance. The purpose of the
meeting should be to solve the problems faced and motivate the employees to
perform better.
6. DECISION MAKING
The last step of the process is to take decisions which can be taken either to
improve the performance of the employees, take the required corrective
actions, or the related HR decisions like rewards, promotions, demotions,
transfers etc.
SAMPLE
47
sc
s
Dear Team,
W.E.F 1st July 2010 management has decided to evaluate the performance on
monthly basis and appreciate it by monetary rewards.
Hence forth every month on the basis of outcome, we will be selecting one employee
each for the following categories:
1. Punctuality
2. Regular in work by taking least number of leaves.
3. Allocation of work among the team members
4. Sharpness & Smoothness in Client interaction
5. Proper management of team
6. Total number of CVs sent
7. Total number of CVs shortlisted
8. Turn up ratio of the candidates of the whole team
9. Total number of closings
10. New Business Development
1. Punctuality
48
sc
s
Reward for Best Team Leader is Rs. 1000/-
Appreciation certificate will also be issued to the best performers every month.
Best Regards
Niti Sharma
Head-Operations
Mobile : 9891791914/15/16
Phone: 011-32592893,42440755,22015386
Fax : 011-22040374
URL: www.superconsultancy.com
49
sc
The client management is done by the Top Level and the Middle Level. After the
s
client has given out its recruitment requirements, the top level handles the list of posts
vacant to the middle level. The middle level, that is the Team Leader, then distributes
the work amongst the recruiters.
To avoid confusion in the minds of the clients, the recruiters work with the name
'Shalini'. What distinguishes one from the other is that they put their phone number
along with this name. This is done since the employee turnover is high in the
consultancy and it would leave a negative impact on the minds of the clients if they
need to deal with new people daily. So the team leader answers all calls that are meant
for 'Shalini' and the recruiters work as 'Shalini'. This is how a client is managed within
the consultancy.
This helps in Client Building and this duty has been decentralized to the recruiters.
Now the lower level works for the perks to add clients to the consultancy.
This is also interesting since the recruiters get more work responsibility and it cuts
down their monotonous routine of looking over the computer 9 to 6 to find
candidates.
To,
We believe that your esteemed organization uses the expertise of various consultant of
focus on finding the best fit to meet our customer’s requirements for both technical
The terms and conditions under which we renders our services are given as under: -
51
sc
a. Clerk, Technical Asst. Sr. Engineer is 8.33% s
b. Asst. Manager, Deputy Manager 12.30%
c. Manager , General Manager 16.67%
of the annual salary per selected candidate.
2. The payment should be made within fifteen days from the date of joining.
3. A copy of the appointment letter will be made available by the client
organizations for billing purpose.
4. In case the candidate quits the services of the company, by Own accord with in
Three months from the date
of joining, replacement will be provided absolutely “FREE OF COST”
However, we require minimum one
month to complete the process of replacement.
We are looking forward to have a good business relation with your organisation.
Sunita Rawat
Working in the consultancy made me wonder what it would be like working in the
same department in a company than in a consultancy. This question came into my
mind over and over again since I was tired of the monotonous routine of doing just
one thing which was finding resume's. We had read the Human Resource department
52
sc
consists of recruitment, selection, training and development, performance appraisal
etc. But I did not find all of these in a consultancy. It is done in the HR departments of
a company. A company has varied scope for a recruiter to evolve but a consultancy
offers very less scope of change in work.
At Super Consultancy, I consulted all my seniors with this question. I asked them if
they were given two job opportunities, one with a company and one with a
consultancy offering the same salary and post, which one would they prefer? All
answered in unison that they would go for the company.
The reason they gave was that a company is always bigger than a consultancy. It
carries opportunities for growth and better security for employees. A company gives
recognition than a consultancy does.
Consultancy
After the boom of Business Process Outsource and Knowledge process outsource, the
outsourcing Sector is now progressing and gearing up towards a new concept called
RPO (Recruitment Process Outsource).
While in outsourcing hubs like India,Philippines and others alike, the RPO concept is
still taking its shape, the western countries are already ahead on this concept.There are
only a few such organizations in the developing countries who are catering to the
various multinational or localized needs of hiring employees for the corporates.
It would be apt to say that in the countries where the BPO industry is booming the
RPO is still in its infancy.There is a need to research the market and forecast the
market in order to server the clients better and more efficiently.
IT, finance, banking, pharmacy, life sciences, retailing are some of the areas these
RPO organizations are currently providing their services to. Now, these are the sectors
where there has been a sudden rush of demand for candidates.
Sometimes, when corporates aspire to build large talent pools within a short time
span, they are at a loss when it comes to assessing and selecting quality resumes or
candidates. Here the RPO organization pitches in by recognizing and zeroing in on the
right talent form a large talent pool.
53
sc
director. There are many foreign or multinational companies that are opening offices
s
in various other countries, especially India, and are looking for the right professionals
to handle their operations. RPO organizations provide them with the "Prince
Charming" they need.
With the global changing scenario of employment, RPO organizations would prove to
be a perfect solution to corporates and even smaller companies alike, as they would
play a very important role, soon. This would, in turn, take off the pressure from the
HR teams of the companies.
Company
Hiring/Firing Employees
Handling Grievances
54
sc
the HR department. Human resources also makes sure employees have the
opportunity to enroll in benefits programs such as health insurance and lifes
insurance. Human resources can also enroll employees in the company's 401K
program.
55
sc
s
56
sc
1. There should be even work distribution. At Super Consultancy, the work was
sometimes too less and distributed among many recruiters thereby leading to s
confusion and a hindrance in target accomplishment.
2. Most of the time, Motherson Sumi System Limited company occupied our times.
There are various departments in it for which candidates had to be found- Production,
Store, Quality, PPC, Maintenance, etc. The work done on these profiles were meant
for Noida, Gurgaon and Faridabad branch and was done daily. This resulted in calling
each candidate many times per day by recruiters as well as calling them everyday.
This highly demotivated the candidates for this company and they used to ask
questions like: 'Will the opening for this company ever close down?'
3. The recruiters are asked to be in the office at their seats from 9 to 6. They are not
even allowed to go out for a stroll in the break time. This is detrimental to the health
since they are sitting in front of the computer screens all the time.
4. During the break, I used to switch off my computer to help save electricity. But
surprisingly, my team leader asked me never to shut the computer. She never gave me
any reason and I think we should do our bit for preserving environment.
5. Another thing that was a limitation was the net access. Nobody was allowed to
access any other site than the Naukri and Monster portal. In my opinion, the recruiters
are mature enough to understand the importance of target fulfillment and such
restraints are demotivating.
FINDINGS
57
sc
consuming.
s
• Job specification and job description are well defined to all employees and
they know what is expected of them. Everything is properly documented
• Recruiters stand a chance to get promotion early if they can get few
closings done in big companies than many is small. The closings may be
two to three but for high level.
58
sc
2. Day 3: Focused on target achievement by looking at different profiles in a
casual manner. s
3. Day 7: Understood the meaning of profiles we worked on.
4. Day 10: Understood that we have to find not just the phrases but ensure that
their meaning is also incorporated in the resume'.
5. Day 11: Learnt Mass Mailing.
6. Day 13: Got the first two candidates whose profile were selected for interview
- Confirmation mail was sent to the company regarding the candidates
response for attending the interview.
- Email follow up with the candidates as well as the consultancy.
7. Day 14: Understood how to send the candidates who were selected and
reprimand when needed.
8. Day 15: Learnt firmness of tone and to ask if the candidates have been
interviewed FIRMLY.
10. Day 33: Learnt the art of speaking to the candidates, to understand PCT in each
one and to forward just the BEST.
PCT
P-PERSONALITY
C-COMMUNICATION
T-TECHNICAL SKILLS
The owner Mr. Sudesh, taught us how to understand each person by interacting with
him over the phone. He gave us a very interesting phenomenon called as the PCT
phenomenon. Where in P, we check the personality of the candidates by talking to
him. In C, we grade his communication skills. And in T, we check out his technicality
through his resume'. His resume' gives an insight into his knowledge, application and
career graph. Sudesh Sir asked us to mark all the candidates in these three aspects out
of 10. Whichever candidate reaches around 8 should be sent.
This really proved helpful and motivated me to send just the best from the rest.
11. Day 36: I learnt that however small a skill requirement is given preference among
other skills, that 'small' skill needs to be well looked after because in the end, at the
time of interview that one 'small' mistake can spoil all the efforts.
12. Day 39: Learnt to manage failures and understood how mood swings can affect
performance.
13. Day 43: I learnt how we can expand and become team leaders.
59
sc
14. Day 47: I learnt how to deal with crank calls.
s
Our Head Operations, Mrs. Niti Sharma told us an interesting incident. There was a
candidate who used to harass a recruiter by calling her daily and flirting shamelessly.
So one day the recruiter told Niti Mam about this. Niti Mam found out the resume' of
that person through his telephone number. She got hold of his landline number. And
found that his father was living in another state. So she called his dad and told him
that his son will be arrested in two-three days and he should call him back home if he
wants to be safe. His dad got anxious and Niti mam told him how his son flirts with a
recruiter at her office. His dad begged forgiveness and Niti Mam asked him to
reprimand his son. Till date, his son hasn’t called the recruiter again.
I found it very amusing and learnt how to deal with such people.
15. Day 50: Learnt why female candidates were not being sent to the companies.
This pestered me a lot as to why the female candidates were not being sent by anyone.
I asked my team leader this question when I found so many well written resume's of
girl candidates. She gave me two reasons:-
a) Most Girls do not travel far away for interview. They tend to locate jobs near their
home. Girl turnover ratio for interview is less
b) We focused mainly on automotive sector and the posts were mainly men-
dominated.
16. Day 53: Learnt how to deal with last minute cancellations and temper of
candidates.
A very interesting incident was recalled by Niti Mam. Once, a candidate working on a
top level position was sent to a reputed company for an interview. The same day of
the interview, the company's HR called to cancelled the interview. So the recruiter
called him to tell about the cancellation. The candidate got furious and since he was a
big shot, he shouted at the recruiter for harassing him and told her that he would use
his power to close the consultancy down. He would expose the consultancy's
behaviour on news channels. The recruiter came to tears and cut the phone. When she
told this incident to the Niti Mam, she called the candidate. She apologized and told
him the situation and also asked that man one question. She asked him: You can sue
us for harassing you but could we too sue you if you had cancelled going to the
interview only this morning if something else important came up?
This left the man speechless and he apologized for his rude behaviour and asked for
another interview schedule. Mam was happy to oblige.
60
sc
s
BIBLIOGRAPHY & REFERENCES
• www.google.com
• www.superconsultancy.com
• www.articlesbase.com
• www.wikipedia.com
• www.humanresources.about.com
• www.ehow.com
Books:-
61