PROJECT REPORT ON A critical study of Recruitment process in Kara Studio Mumbai A Project Report submitted in partial fulfillment of the

requirements for the award of the degree of MASTER IN MANAGEMENT STUDIES TO MUMBAI UNIVERSITY, MUMBAI BY Bharati Varma Roll No. 59

Under the guidance of Prof. Diti Dave

ADITYA INSTITUTE OF MANAGEMENT STUDIES AND RESEARCH MUMBAI

ACKNOWLEDGEMENT

We would like to express our sincere gratitude and thanks to Mr.Karan Murarkar, Director, Kara Studio, Mumbai for giving us the guidance. We owe everything we have gained from the project in terms of knowledge and experience to them, as without their timely support and encouragement the project would not have been as fruitful as it has been. We also thank Mr.Kamal Lath for his constant encouragement and guidance at every stage of this project, acting as my faculty guide. He has been kind enough to spare his valuable time and share his corporate experiences, which helped me to approach the project in the right way. We are grateful also to the entire staff of Kara Studio who helped us to collect the relevant data and get the real gist of current scenario. We would also like to extend sincere thanks to few people who were not part of our project but without their help things would not have been as easy as they were.

THANK YOU ALL

DECLERATION

I , Bharati Varma ,here by declared that this summer training project entitled A critical study of Recruitment process in Kara Studio Mumbai . Submitting for partial fulfillment of the requirement for the degree of M.M.S.. from University of Mumbai is of my original work.

Bharati Varma

Table of Content
1. Executive Summary 2. Recruitment 3. Kara Studio :The Brief History 4. Recruitment Process 5. Factor Affecting Recruitment 6. Recruitment Policy of a Company 7. Recruitment Strategies 8. Head Hunting 9. 9. Head Hunting Process 10.Conclusion 11.Bibliography

Executive Summary Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. KARA Studios is official partners with YouTube and Google and creates content for their platform and also consults them on content creation strategies and promotion of their platforms. So as an media firm the recruitment is done through Head Hunting . The recruitment for the talent are done when new project is taken by the firm. 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 strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. The recruitment function of the organisations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organisation. And the external factors are those factors which cannot be controlled by the organisation In todays rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. Recruitment is of the most crucial roles of the human resource professionals. The level of performance of and organisation depends on the effectiveness of its recruitment function. Organisations have developed and follow recruitment strategies to hire the best talent for their organisation and to utilize their resources optimally.

An executive search firm or "headhunter" are industry terms for a third-party recruiters who seeks out candidates often when normal recruitment efforts have failed. Headhunters are generally considered more aggressive than in-house recruiters or may have pre-existing industry experience and contacts. They may use advanced sales techniques. They may also purchase expensive lists of names and job titles but more often will generate their own lists. So, as an media firm Kara studio , follow Head Hunting process for the recruitment of talent for a particular project .So as per the policy they recruitment a talent for particular period of time according to the project the talent varies.

According to Edwin B. Flippo, Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are: process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.

RECRUITMENT NEEDS ARE OF THREE TYPES

 PLANNED i.e. the needs arising from changes in organization and retirement policy. ANTICIPATED Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment. UNEXPECTED Resignation, deaths, accidents, illness give rise to unexpected needs.

Objective: To study that the Human Resource can be implemented in Kara studio. Limitaion: As an media firm , the recruitment for the talent its a lengthy process as the person has to be recruited for particular project.

KARA STUDIO Introduction

The name KARA suggests Maker, Making, Producing and Promoting in Sanskrit. KARA is a term accepted in almost all major cultures and languages. The vision of KARA Studios is synonymous to its Sanskrit meaning. The Indian market is full of talent and expertise for creation of content. The right EYE is required for getting those talents under one roof and nurturing them so as to make quality content and also provide these people with appreciation and due bread and butter for their living. KARA not only has fantastic production and promotion capabilities but also has a network within the right circles to source the right talent from India. KARA Studios is official partners with YouTube and Google and creates content for their platform and also consults them on content creation strategies and promotion of their platforms.

Objective:
Create and Distribute Content

Mission :
Promotion of Talent

Vision:
To be the largest Ad and Digital Agency

Our Belief: KARA Studios was launched with the intention of creation and promotion of brands, talent and artists via storytelling. We at KARA firmly believe that there are innumerable stories that need to be told to the world. These stories need to have apt story tellers and promotion on the right platform. We feel that any message that needs to be given to someone becomes more effective if given via stories. Stories can be told for: ion of products TVCs & Social Media

Wedding, Birthday, Anniversary etc At KARA Studios we believe in becoming the most efficient story tellers.

What we offer? We offer services that involve creation of stories to promotion of stories. KARA Studios specializes in the creation and promotion of short content. Short content creation would involve the following: a. Webseries for Digital Platform b. Corporate Films c. Television Commercials Webseries: Webseries is a concept of creation of shows for the web platform (majorly YouTube). All the elements of the shows that we see on the television are common on the platform except for the size of episodes. As the time spends by the viewers for specific content on the internet isnt all that high, the episode length varies from 2-3 minutes as compared to television where episode length typically is 20-22 minutes. Corporate Films & Television Commercials: KARA Studios has ventured in these 2 categories in the recent past. The art of telling stories in a short duration is much more complicated as the full length films. CF and TVCs require a great sense of telling short stories and giving away short messages in short time duration. KARA Studios has all the required competencies to produce the same as short content is their forte.

We not only create short content but we also give corporates and brands identities and promotion on Social Media. Following is what we do for the same: a. Branding Solutions b. Social Media Marketing Social Media Marketing: It is one of the most efficient and cost effective possible way of Internet presence of a company. Facebook, Twitter, YouTube and other social media are become a basic requirement in the marketing plan of all brands and companies. The social media not only requires sound knowledge but active and continuous promotion so as to make an impact on the audience. We at KARA Studios provide all solutions on Social Media; following is a glimpse of the same:

other platforms on the social media networks like Pinterest, LinkedIn are also managed.

Projects The team of KARA Studios has efficiently over the last 2 years worked for various clients and has successfully delivered a variety of projects. Clients Reliance HVG: (www.youtube.com/RelianceEnt) We have been a part of the distribution of digital content of RHVG on mobile and internet platforms. We have also conceptualized and executed online promotional plans for movies like Singham, Bodyguard and Don2.

KARA Studios consulted CDS in creation of content for the web platform. We were instrumental in creation and marketing of concepts which have been widely accepted, following are a few of them: a. Beauty and Brainz (www.youtube.com/ClickBeautynBrainz) b. Tech Doll (www.youtube.com/ClickTechDoll) c. Sweat it out (www.youtube.com/ClicktoSweatitout) d. Super Sports (www.youtube.com/ClickSuperSports) e. Bachelors Kitchen (www.youtube.com/ClickTheFoodie) KARA Studios (www.youtube.com/TheKARAStudios) We have now also started creating content for ourselves. A few of our concepts that have gone live are: i. The Tiney Tots (www.youtube.com/TheTineyTots) ii. The Kartoonist (www.youtube.com/TheKartoonist) iii. Love Dating & Between YouTubes first Rom Com Coming Soon

Team a. Director Mr. Karan Kailash Murarka b. Production Team i. Mrs. Mukti Krishnan ii. Mr. Krishna Kotian iii. Mr. Tarun Pandaviya iv. Mr. Gaurav Panjwani c. Writing Team i. Mr. Akshay Valsangkar ii. Mr. Prajay Shah d. Merchandizing i. Mr. Punit Poddar ii. Mrs. Mahek Ganeriwal e. Business & Strategy Consultants i. Mr. Kailash Murarka ii. Mr. Ratan Poddar iii. Mr. Ashish Bagadia iv. Mrs. Mayura Amarkant Jain v. Mr. Amarkant Jain

Lets Connect Tel: +91 22 2927 1601 Mobile: +91 98 3333 5151 Mail: thekarastudios@gmail.com , karan@karastudios.com Address: KARA Studios 2nd Floor, 46 Jay Bharat Industrial Estate, Western Express Highway, Near Virwani Ind. Est., Mumbai - 400 063. Online: Facebook: www.facebook.com/KARAStudios YouTube: www.youtube.com/theKARAStudios Twitter: www.twitter.com/theKARAStudios

Recruitment Process
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 strategic advantage for the organisations. 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: Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain: Posts Number Duties Qualifications required

to of to be

be

filled persons performed

Preparing the job description and person specification.

Locating and developing the sources of required number and type of employees (Advertising etc).

Short-listing and identifying the prospective employee with required characteristics.

Arranging the interviews with the selected candidates.

Conducting the interview and decision making

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 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.

Factors Affecting Recruitment

The recruitment function of the organisations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organisation. And the external factors are those factors which cannot be controlled by the organisation. The internal and external forces affecting recruitment function of an organisation are:

FACTORS AFFECTING RECRUITMENT

Recruitment Policy Of a Company

In todays rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process. It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified COMPONENTS OF THE RECRUITMENT POLICY The general recruitment policies and terms of the organisation people.

Recruitment services of consultants

Recruitment of temporary employees

Unique recruitment situations

The selection process

The job descriptions

The terms and conditions of the employment

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives

Personnel policies of the organization and its competitors.

Government policies on reservations.

Preferred sources of recruitment.

Need of the organization.

Recruitment costs and financial implications.

A recruitment policy of an organisation should be such that:

It should focus on recruiting the best potential people.

To ensure that every applicant and employee is treated equally with dignity and respect.

Unbiased policy.

To aid and encourage employees in realizing their full potential.

Transparent, task oriented and merit based selection.

Weightage during selection given to factors that suit organization needs.

Optimization of manpower at the time of selection process.

Defining the competent authority to approve each selection.

Abides by relevant public policy and legislation on hiring and employment relationship.

Integrates employee needs with the organisational needs.

Recruitment Strategies
Recruitment is of the most crucial roles of the human resource professionals. The level of performance of and organisation depends on the effectiveness of its recruitment function. Organisations have developed and follow recruitment strategies to hire the best talent for their organisation and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organisation.

For formulating an effective and successful recruitment strategy, the strategy should cover the following elements: 1. Identifying and prioritizing jobs

Requirements keep arising at various levels in every organisation; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.

2. Candidates

to

target

The recruitment process can be effective only if the organisation completely understands the requirements of the type of candidates that are required and will be beneficial for the organisation. This covers the following parameters as well: 1. o Performance level required: Different strategies are required for focusing on hiring high performers and average performers.

Experience level required: the strategy should be clear as to what is the experience level required by the organisation. The candidates experience can range from being a fresher to experienced senior professionals.

Category of the candidate: the strategy should clearly define the target candidate. He/she can be from the same industry, different industry, unemployed, top performers of the industry etc.

2. Sources

of

recruitment

The strategy should define various sources (external and internal) of recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions. Employee referral is one of the most effective sources of recruitment.

3. Trained The recruitment professionals conducting the interviews and

recruiters the other

recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioural, technical etc.) to focus while interviewing and selecting a candidate.

4. How

to

evaluate

the

candidates

The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc.

HEAD HUNTING An executive search firm or "headhunter" are industry terms for a third-party recruiters who seeks out candidates often when normal recruitment efforts have failed. Headhunters are generally considered more aggressive than in-house recruiters or may have pre-existing industry experience and contacts. They may use advanced sales techniques. They may also purchase expensive lists of names and job titles but more often will generate their own lists. They may arrange a meeting or a formal interview between their client and the candidate and will usually prepare the candidate for the interview, help negotiate the salary and conduct closure to the search. They are frequently members in good standing of industry trade groups and associations. Headhunters will often attend trade shows and other meetings nationally or even internationally that may be attended by potential candidates and hiring managers. Headhunters are typically small operations that make high margins on candidate placements (sometimes more than 30% of the candidates annual compensation). Due to their higher costs, headhunters are usually employed to fill senior management and executive level roles. Headhunters are also used to recruit very specialized individuals; for example, in some fields, such as emerging scientific research areas, there may only be a handful of top-level professionals who are active in the field. In this case, since there are so few qualified candidates, it makes more sense to directly recruit them one-by-one, rather than advertise internationally for candidates. While in-house recruiters tend to attract candidates for specific jobs, headhunters will attract both candidates and actively seek them out as well. To do so, they may network, cultivate relationships with various companies, maintain large databases, purchase company directories or candidate lists and cold call prospective recruits. Headhunters are increasingly using social media to find and research candidates. This approach is often called social recruiting.

Headhunting Process

Conclusion: Recruitment Process is an lengthy process as there is a lot of time involved to choose a right person for a right designation. As an media firm to recruit a talent involve lots of time as well as cost. So headhunting is an easy way for media firm to choose a right talent in a particular time with a minimum cost as the talent is hire for a particular project only. Different project needs different kind of talent. So at Kara Studio HR Recruitment is not successful as its an growing firm when the company expands its project that time HR will be successful.