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
1

400612.

RECRUITMENT IN
INDIAN ORGANISATION

P REFACE
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.

IMPORTANT ASSET OF THE ORGANIZATION.

SO

I TS

VERY

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.

RECRUITMENT IN
INDIAN ORGANISATION

ACKNOWLEDGMENT

THIS

IS MY PLEASURE TO PRESENT THIS PROJECT.

IT

GAVE ME A

KNOWLEDGE AND EXPERIENCE ABOUT ORGANIZATIONAL PROCESS OF

RECRUITMENT .

WOULD LIKE TO THANKS ALL THOSE PEOPLE WHO

HELPED ME THROUGH MY PROJECT WORK .

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 .

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

RECRUITMENT IN
INDIAN ORGANISATION

DECLARATION
I,

SHAIKH

HEREBY

TANVEER

AFTAB ALAM STUDENT OF T.Y BMS ROLL NO:14.

DECLARE THAT THE PROJECT TITLE "RECRUITMENT IN I NDIAN

ORGANIZATION"

FOR

THE

SUBJECT

OF

MANAGEMENT . SUBMITTED BY ME FOR SEMESTER

YEAR

2015-16,

SUPERVISION OF

HUMAN

RESOURCE

OF THE ACADEMIC

IS BASED ON WORK CARRIED OUT BY ME .UNDER THE

NUZHAT MISS.

FURTHER DECLARE THAT THIS PROJECT WORK IS ORIGINAL AND NOT

SUBMITTED ANYWHERE ELSE IN ANY EXAMINATION.

DATE:

RECRUITMENT IN
INDIAN ORGANISATION

SIGN OF STUDENT:

E XECUTIVE 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

OVERALL STRATEGIC MANAGEMENT .

HUMAN

IS

INTEGRATED

INTO

RESOURCE MANAGEMENT

RECRUITMENT IN
INDIAN ORGANISATION

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

INDIAN

RECRUITMENT

IN

ORGANIZATION DONE BY SHAIKH TANVEER TO BE SUBMITTED

TO A.E CALSEKAR DEGREE

MUMBAI

COLLEGE,

MUMBRA, AFFILIATED TO

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

RECEIVING ANY DIPLOMA OR DEGREE

DATE:

ANY

OTHER

UNIVERSITY

FOR

7-10

-2015

HR SIGN:

SEEMA YADAV

RECRUITMENT IN
INDIAN ORGANISATION

RECRUITMENT IN
INDIAN ORGANISATION

RECRUITMENT IN
INDIAN ORGANISATION

RECRUITMENT IN
INDIAN ORGANISATION

CONTENT
SR NO

TOPIC
CHAPTER 1
EXECUTIVE

PAGE NO

SUMMARY:

OBJECTIVE OF THE STUDY

METHODOLOGY OF THE STUDY

INTRODUCTION:

Chapter 2
What is it? Information Technology (IT)
definition
COMPANY PROFILE .
ERURONET PVT LTD

CHAPTER

LITERATURE SURVEY

CHAPTER

DATA ANALYSIS

10

RECRUITMENT IN
INDIAN ORGANISATION

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

4)

FOLLOWED.
TO SEARCH OR HEADHUNT PEOPLE WHOSE SKILL FITS INTO
THE COMPANIES VALUE.

11

RECRUITMENT IN
INDIAN ORGANISATION

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:
DATA WAS COLLECTED FROM BOOKS, MAGAZINE , WEB SITES, GOING
THROUGH THE RECORDS OF THE ORGANIZATION, ETC . IT IS THE DATA

12

RECRUITMENT IN
INDIAN ORGANISATION

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 ."

B. FLIPPO )

INTRODUCTION:

13

( E DWIN

RECRUITMENT IN
INDIAN ORGANISATION

HUMAN RESOURCE MANAGEMENT (HRM)

ASPECTS

OF

HUMAN

ORGANIZATION.
WORKING

RESOURCE

DEALS WITH DIFFERENT

(MANPOWER)

EMPLOYED

IN

AN

ORGANIZATIONS ARE MADE UP OF PEOPLE (EMPLOYEES

AT DIFFERENT

THROUGH PEOPLE.

MANAGEMENT

MATERIAL

LEVELS)

AND

FUNCTION

RESOURCES SUCH AS MONEY AND

MATERIALS ARE UTILIZED THROUGH PEOPLE FOR DIFFERENT PURPOSES .

PEOPLE

CONSTITUTE

ORGANIZATION.

HUMAN

THE

THE

MOST

SIGNIFICANT

RESOURCE

OF

AN

PEOPLE MAKE OR MAR AN ORGANIZATION.

RESOURCE IS MOST ACTIVE, PRODUCTIVE AND SENSITIVE.

EMPLOYEES

HAVE

ACCORDINGLY.

THIS

CAPACITY

TO

THINK

AND

ACT

OR

REACT

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.

HERE,

NATURALLY,

ORGANIZATIONS

THEIR EFFECTIVE UTILIZATION IS A MUST .

GIVE

SPECIAL

ATTENTION

TO

HUMAN

RESOURCES WHICH INCLUDES MANPOWER WORKING AT DIFFERENT

LEVELS IN THE ORGANIZATION .
PEOPLE/EMPLOYEES.

IT

ORGANIZATIONAL

FUNCTION THROUGH

IS THIS HUMAN RESOURCE WHICH BRINGS

SUCCESS , STABILITY AND PROSPERITY TO AN ORGANIZATION.

THE

EMPLOYEES NEED TO BE EFFICIENT , HIGHLY AND PROFESSIONAL, COOPERATIVE 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

EFFORTS IN THE FORM OF TRAINING, CAREER DEVELOPMENT , CORDIAL

14

RECRUITMENT IN
INDIAN ORGANISATION

INDUSTRIAL RELATIONS PARTICIPATIVE MANAGEMENT AND TRADE

UNIONS.

HUMAN RESOURCE MANAGEMENT (HRM)

MANPOWER EMPLOYED IN AN ORGANIZATION.

DEALS

IT

WITH

THE

DEALS WITH THEIR

PROBLEMS AND ALSO WITH THEIR RECRUITMENT , SELECTION , CAREER

TRAINING,

DEVELOPMENT ,

PROMOTIONS

AND

ON.HRM

SO

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

RELATIONSHIPS WITHIN THE ORGANIZATION .

WORK

HRM

AND

THEIR

IS IMPORTANT

BRANCH OF MANAGEMENT AS IT TOUCHES ALL OTHER ASPECTS OF

MANAGEMENT .

BUSINESS

HRM

IS

CONCERNED

WITH

HUMAN

RESOURCE PLANNING, RECRUITMENT AND SELECTION OF MANPOWER ,

TRAINING

AND

DEVELOPMENT

OF

PAYMENT TO MANPOWER AND SO ON.

AFTER

HRM

IS CALLED

MANPOWER,

THE

HR MANAGER. THE

COMPENSATION

MANAGER WHO LOOKS

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

HUMAN

ALL

RESOURCE

FUNCTIONS

AND

HAS

QUALITITES TO HANDLE CRUCIAL MATTERS RELATED TO

ORGANIZATION,

HE

LEADERSHIP

HR

IN AN

BELONGS TO MIDDLE LEVEL MANAGEMENT AND

TAKES DECISIONS FOR CRITICAL MATTERS AS PER THE SITUATION

ARISES .

HE

SHOULD BE IMBIBED WITH ALL LEADERSHIP QUALITIES

SUCH AS QUICK DECISION MAKER, SMART, INTELLIGENT , MOTIVATING

15

RECRUITMENT IN
INDIAN ORGANISATION

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

VIOLATIONS

IS ALSO, RESPONSIBLE PERSON WHO SEES TO IT THAT

SHOULD

REQUIREMENTS .

HE

NOT

BE

DONE

IN

ANY

CASE

OF

LEGAL

SHOULD NOT TAKE ANY BIAS DECISIONS AND

SHOULD HAVE HOLISTIC APPROACH IN ORDER TO SOLVE PROBLEMS .

NEEDS TO HAVE ENOUGH KNOWLEDGE ABOUT
DECISIONS CAN BE TAKEN.

HE

HR

HE

SO THAT NO WRONG

NEED TO HAVE HIGH LEVEL OF

INTELLIGENCE IN ORDER TO BE AN EFFICIENT EMPLOYEE .

EVOLUTION OF HRM

THE

EVOLUTION OF

SHASTRA

HRM

CAN BE

TRACED

BACK TO

KAUTILYA ARTHA

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 .

IN

THE MEDIEVAL TIMES THERE WERE EXAMPLES OF KINGS LIKE

ALLAUDIN KHILJI

WHO REGULATED THE MARKET AND CHARGED FIXED

16

RECRUITMENT IN
INDIAN ORGANISATION

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

UNION EMERGED.

HRM

SAY THAT

MANY

HRM

1920

THE TRADE

AUTHORS WHO HAVE GIVEN THE HISTORY OF

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

INSTITUTE

OF

OF

500

OR

MORE

WORKERS.

PERSONNEL MANAGEMENT

LABOUR MANAGEMENT

THE INTERNATIONAL

AND

NATIONAL INSTITUTE

WERE SETUP TO LOOK INTO PROBLEMS

FACED BY WORKERS TO PROVIDE SOLUTIONS TO THEM .

WORLD WAR
1940S

TO

THE SECOND

CREATED AWARENESS REGARDING WORKERS RIGHTS AND

1960S

SAW THE INTRODUCTION OF NEW TECHNIQUES TO

HELP WORKERS.

THE 1960S
WELFARE.

EXTENDED THE SCOPE OF HUMAN RESOURCE BEYOND

NOW

IT WAS A COMBINATION OF WELFARE, INDUSTRIAL

RELATIONS, ADMINISTRATION TOGETHER IT WAS CALLED

MANAGEMENT . WITH
INDUSTRIES

STARTED

IMPORTANCE.

IN

THE

LABOUR , WHILE IN

THE
AND

1970S

1980S

PERSONNEL

SECOND FIVE YEAR PLAN,

PROFESSIONAL

MANAGEMENT

HEAVY
GAINED

THE FOCUS WAS ON EFFICIENCY OF

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

WORKING PEOPLE BECAME MORE AND MORE IMPORTANT THEREBY .

17

RECRUITMENT IN
INDIAN ORGANISATION

LEADING

TO

HRM,

WHICH IS

AN

ADVANCEMENT OF

PERSONNEL

MANAGEMENT .

HR IN INDIA -IS IT STILL IN AN

INFANT STAGE

HUMAN
LATE

RECOURSE FUNCTIONS GAINED ITS IMPORTANT IN

80S

INDIA

IN

AND THE PERSONNEL AND ADMINISTRATIVE FUNCTION WERE

ENRICHED TO HUMAN RESOURCE FUNCTION S.

INSTITUTES STARTED OFFERING
RESOURCES.

DEMAND

AND

CURRENT

THE

CONSIDERING OPTING

POST-INDEPENDENCE
FUNCTIONS
PERSONNEL

.THIS

MORE

AND MORE

SPECIALIZED COURSES

IN HUMAN

FOR HR FUNCTIONARIES IS. NOW ON ITS PICK

GENERATION

OF

STUDENT

IS

SERIOUSLY

FOR HR SPECIALIZATION .
80S -ADMINISTRATION ,

PM AND IR

WERE THE ERA OF ADMINISTRATION

FUNCTIONS,

RELATIONS .

PERSONNEL

TO LATE

FUNCTION

AND

INDUSTRIAL

FUNCTIONS INCLUDED TYPICAL PAPER AND ADMINISTRATIVE WORK OF

LEGAL AND STATUTORY COMPLIANCE LIKE PF, ESI, FACTORIES ACT
FORMS AND RETURNS AND ETC . INDUSTRIAL RELATIONS INCLUDED
18

RECRUITMENT IN
INDIAN ORGANISATION

MAINTAINING

MANAGEMENT -UNION

HARMONIOUS

LABOUR UNREST.

HANDLING

THE

RELATIONS

AND

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
THE

RECOGNIZING

ORGANIZATION

AND

AS THE MOST VALUABLE ASSET OF

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

DEPARTMENT.

TATA

OTHER

LEADING

HR

OR

EMPLOYEE

GROUP OF COMPANIES, GODREJ,

IT

ENTERPRISES WERE

DEPARTMENT

ORGANIZATION

PIONEER

AND

FEW

IN THIS INITIATIVES .

RELATIONS

RELIANCE,
PUBLIC

MOREOVER,

FEW

SECTOR
SPENDS

ON TRAINING AND ORIENTING EMPLOYEES TO THE ORGANIZATIONS

REQUIREMENT S WERE ALSO COUPLED INTO THE HR ACTIVITIES .

POST -1991,
POLICIES,
AND

DR

INDIA

MANY

.MANMOHAN SINGH

INDUSTRIAL

WITNESSED A GREAT BOOM OF INDUSTRIALIZATION

FOREIGN

FIRMS

BROUGHT WITH THEM THEIR

INDIA

LIBERALIZED

ENTERED

NEW

INDIAN

MARKETS.

THEY

AND INNOVATIVE HR PRACTICES AND

WAS ALL SET TO ENTER THE ADVANCED STAGE OF HUMAN

19

RECRUITMENT IN
INDIAN ORGANISATION

RESOURCE DEVELOPMENT PRACTICES . SITUATION NOW-IT IS GOOD

ENOUGH?

INDIAN

ORGANIZATIONS AND MNCS PRESENT IN

PROMOTED MANY INNOVATION HR PRACTICES.

FOCUS

INDIA

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 I NDIA 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.

BEEN

ABLE

FIRM

HAVE

TO MAINTAIN THE CURRENT HR FUNCTION IN A DECENT

MANNERS, BUT HAVE SPENT LITTLE EFFORTS FOR INNOVATION IN THE

FIELD .

WE

GOOD

ENOUGH , BUT

ARE STILL BELIEVING THAT WHATEVER WE ARE DOING IS

THE FACT

REMAINS

THAT THE WORLD IS

CONSTANTLY CHANGING AND WE ALSO NEED TO MATCH THE PACE OF

THE

DEVELOPMENT. H R

CONCLUDE

(REMEMBER,

ON

THE

THEIR

IN I NDIA IS IN INFANT STAGE .IF

BASIS

MAY

OF

MY

EXPERIENCE

WERE TO

GENERALLY

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

MORE
. IT

. WE

AND MORE MONEY TO RETAINING THE

HAVE BEEN

OFFERING

EMPLOYEE LOYALTY

WOULD NOT BE AN EXAGGERATION TO SAY THAT HR IN INDIA IS

20

RECRUITMENT IN
INDIAN ORGANISATION

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

CHALLENGING.
MARKET.

LAST

FROM

HAS NEVER BEEN SO

DECADE HAS WITNESSED TECTONIC SHIFT IN JOB

BEING AN EMPLOYER 'S MARKET , ESPECIALLY IN THE

MOST CRUCIAL SEGMENT,

GLOBALIZATION

INDIA

I.E.,

MANAGEMENT MIDDLE MANAGEMENT .

AND I NDIA S GROWING STATURE IN THE WORLD HAS

BEEN DEMAND FOR I NDIAN MANAGERS SOARING.

FROM

PLENTY , THERE IS A STAGE OF SCARCITY OF THE

THE

THE STATE OF

WRIGHT

TALENTS.

BIGGEST CHALLENGE IS TO RETAIN THE TALENT ONE HAS SO

ASSIDUOUSLY HUNTED AND TRAINED.

REACHED

ALARMING

THE

PROMOTIONS. I T

ATTRIBUTION RATE HAS

HAS

REACHED

SUCH

PROPORTIONS THAT CERTAIN SEGMENT OF INDUSTRY ARE MAINTAINING

BENCH

STRENGTH

TO

FILL

IN

THE

SUDDEN

GRAPES

RESIGNATION .IN ADDITION, THERE ARE FOLLOWING ISSUES :

21

DUE

TO

RECRUITMENT IN
INDIAN ORGANISATION

1. WORKPLACE FLEXIBILITY:
COLLABORATIVE
CREATIVE

CULTURE

WILL

BE

EMPLOYMENT CONTRACT

THE

WILL

SUPPORT MORE TIME OFF,

FLEXIBILITY IN HOUR AND WORK LOCATION

AIDS

AND

POTENTIAL

2.

MORE

PRAY AT A

RISK

MODEL.

WORKPLACE

WITH

TECHNOLOGICAL JOB
SIGNIFICANT

UPSIDES

COMPANY

INTRANET

WILL

BECOME

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.

WEEK WILL BE LESS STRUCTURED

THE

EMPLOYEES STILL WORK

WORK

40-PLUS

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

5. ADVANCED TECHNOLOGY:
TECHNOLOGY

NEEDS

TO

OUTDATED /OBSOLETE
TECHNOLOGY,

BE

UPDATED

TECHNOLOGY

ESPECIALLY

THE

ON

NEEDS

INTERNET ,

THE
TO
WILL

DAILY
BE

BASIS.

SCRAPPED.

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 .
BANKING

UNDERGOING

WE

REVOLUTIONARY

22

HAVE SEEN SECTOR LIKE

CHANGES

ENABLE

BY

RECRUITMENT IN
INDIAN ORGANISATION

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

REQUIREMENT .

THE

LEARNING WILL BE A

FOCUS OF TRAINING IN THE ORGANIZATION WILL

NOT ONLY FOCUS ON PERFORMANCE IMPROVEMENT BUT ALSO ON

BUILDING

CAPABILITIES

STRESSFUL

SITUATIONS

PERSONALITY .
WILL

BECOME

AND
AND

SKILLS
ENHANCE

PROBLEM-SOLVING
A

TO

CURRICULUM

TACKLE

PROBLEMS

TO DEVELOP

IN

POSITIVE

AND ACCURATE DECISION MAKING

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
INCREASING EXPECTATIONS OF COMPANY TO ACHIVE GOALS BEFORE
DEADLINES .
23

RECRUITMENT IN
INDIAN ORGANISATION

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.
LINKED TO BUSINESS OUTCOMES.

COMPENSATION

EMPLOYEES

SYSTEMS WILL BE

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

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 ,

24

RECRUITMENT IN
INDIAN ORGANISATION

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

METHOD

OF

IN THE

WORKING ,

CHANGING PROCESS: CHANGING

USING

NEW

TECHNIQUES

AS

PER

THE
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 .
THE

CHALLENGE

BEFORE

HR

MANAGER

IS

HENCE,

INTEGRATION

OF

MULTICULTURAL WORKFORCE.

17. WOMEN

IN

WORKFORCE: THE

NUMBER OF WOMEN WHO HAVE

JOINED THE WORKFORCE HAVE INCREASED DRASTICALLY.

HAVE BEEN CONSIDERED AS MORE COMPETENT AND CAPABLE

25

WOMEN

RECRUITMENT IN
INDIAN ORGANISATION

THAN MEN, HENCE WE FIND MORE WOMEN ENTREPRENEURS THESE

DAYS.

BUT

WOMEN ALSO HAVE SEVERAL PROBLEMS AND HAVE

RESPONSIBILITY
FREQUENTLY

TO

TOWARDS

FAMILY

DIFFERENT

MEMBERS.

PLACES

BECOME

ALSO

COMMUTING

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.
PROVIDED TO THEM.

THEY

THERE

REQUIRE DIFFERENT WORK CONDITIONS

AND INFRASTRUCTURE , WHICH SUITS THEM.

BEFORE THE

HR

ARE NO FACILITIES

HENCE,

THE CHALLENGE

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

HURTING THE SENTIMENTS OF THE WORKERS, WITHOUT MAKING THE
EMPLOYEES ANGRY AND BY CREATING A POSITIVE ATMOSPHERE IN THE
ORGANIZATION FOR THE CURRENT EMPLOYEES.

26

RECRUITMENT IN
INDIAN ORGANISATION

20. GLOBALIZATION
FACTORS FOR

HR

AND

LIBERALIZATION

MANAGERS.

THEY

ARE ALSO CHALLENGING

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

UNFAMILIAR

LAWS,

HRM

LANGUAGES ,

IN TERMS OF PROBLEMS OF
PRACTICES,

MANAGEMENT STYLES, WORK ETHICS AND MORE.

HR

ATTITUDES ,

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 REEXAMINE THEIR POLICIES , PRACTICES AND VALUES. IN THE NAME OF
GLOBAL COMPETITION , PRODUCTIVITY AND QUALITY , I THE INTERESTS
OF THE SOCIETY AROUND SHOULD NOT BE SACRIFICED .
CHALLENGE OF TODAY'S

HR

IT

IS A

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.

22. NEW ORGANIZATIONAL FORMS: EXPOSURE

BUSINESS

AND

PRACTICES

HAS

ORGANIZATIONAL STRUCTURE AND

COMPANIES.

27

LED

HR

TO

TO INTERNATIONAL
CHANGE

IN

THE

POLICIES OF THE LOCAL

RECRUITMENT IN
INDIAN ORGANISATION

TAKE

FOR INSTANCE , THE HIERARCHICAL STRUCTURE OF

COMPANIES.

SUDDENLY, INDIAN

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

HR

MANAGERS AND A

24. CHANGED EMPLOYEE EXPECTATIONS: WITH

THE CHANGES IN

WORKFORCE HAS ITS OWN IMPLICATIONS FOR

TRUE CHALLENGE TO HANDLE.

WORKFORCE

DEMOGRAPHICS ,

EMPLOYEE

ATTITUDES HAVE ALSO TRANSFORMED.

EXPECTATIONS

TRADITIONAL

AND

ALLUREMENTS

LIKE JOB SECURITY , HOUSE, AND REMUNERATIONS ARE NOT MUCH

ATTRACTIVE

TODAY.

RATHER,

EMPLOYEES

ARE

EMPOWERMENT AND EQUALITY WITH MANAGEMENT .

IT IS A CHALLENGE FOR

HRM

DEMANDING

HENCE,

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

28

RECRUITMENT IN
INDIAN ORGANISATION

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

DIFFERENT DIMENSION FOR THE MANAGEMENT .

FORM

RATE.

OF INCREASED ATTRITION

NOW

HAVE

THEY MANIFEST IN THE

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

IMPORTANT THAN THE MACHINE".

ARMED FORCES. HOWEVER,

BEHIND THE MACHINE IS MOST

THIS

IS AN OLD DOCTRINE OF THE

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
DIFFICULT.

THE

ARMED

MANAGERS: MANAGING

THE MANAGERS IS MOST

WITH INSIDE INFORMATION, THEY CANNOT BE

LURED WITH ROSY PROMISES.

GROWTH IN ECONOMY .

THEY

THESE

ARE IN GREAT DEMAND TOO WITH

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?

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

WEAKENING OF TRADE

29

WORKFORCE ,

COUPLED

WITH

RECRUITMENT IN
INDIAN ORGANISATION

29. CONTRIBUTION

TO THE

CHALLENGE TO AN

HR

SUCCESS

OF

ORGANIZATIONS: THE BIGGEST

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:

30

RECRUITMENT IN
INDIAN ORGANISATION

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

31

RECRUITMENT IN
INDIAN ORGANISATION

ARE ENCOURAGED TO SUBMIT APPLICATIONS SO AS TO HAVE A POOL OF

ELIGIBLE CANDIDATES FOR SCIENTIFIC SELECTION . I T 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.
ELIGIBLE

AND

SELECTION

ARE

USED.

INTERESTED

OF

MOST

IN

THE RECRUITMENT , A POOL OF

CANDIDATES

IS

CREATED

CANDIDATES.

SUITABLE

FOR

THE

RECRUITMENT

REPRESENTS THE FIRST CONTACT THAT A COMPANY MAKES WITH

POTENTIAL EMPLOYEES .

RECRUITMENT

WHICH

GIVE

PUBLICITY

ORGANIZATION

IS

AND

TO

IS A POSITIVE FUNCTION IN

THE

INTERESTED

JOBS

AVAILABLE

CANDIDATES

IN

THE

(QUALIFIED

JOB

APPLICANTS) ARE ENCOURAGED TO

SUBMIT

APPLICATIONS

DISCOVERING

FOR

POTENTIAL

VACANCIES AVAILABLE.

THE

PURPOSE

APPLICANTS

RECRUITMENT

OF
FOR

SELECTION .

IT

IS

ORGANIZATIONAL

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

32

RECRUITMENT IN
INDIAN ORGANISATION

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

VISIBLY,

OF

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 .

OBJECTIVES OF RECRUITMENT:
33

RECRUITMENT IN
INDIAN ORGANISATION

THE

OBJECTIVE OF RECRUITMENT IS TO PROVIDE

LARGE GROUP OFQUALIFIED CANDIDATES,

SUFFICIENTLY

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

RECRUITMENT , TERMINATION,

(B) VACANCIES

DUE

TO

TRANSFER ,

PROMOTION,

PERMANENT DISABILITY OR DEATH.

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.

34

RECRUITMENT IN
INDIAN ORGANISATION

(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
TERMINATIONS,

DUE

TO

PROMOTIONS,

PERMANENT

TRANSFER. RETIREMENTS,

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.

35

RECRUITMENT IN
INDIAN ORGANISATION

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

AND SOURCES FOR ALL TYPES OF JOB APPLICANTS .

NEED ARE OF THREE TYPES:

36

TECHNIQUES

RECRUITMENT IN
INDIAN ORGANISATION

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:

37

RECRUITMENT IN
INDIAN ORGANISATION

RECRUITMENT
PLANNING .

THE

IS AN IMPORTANT FUNCTION IN HUMAN RESOURCE

RECRUITMENT PROCESS CONSISTS OF THE FOLLOWING

STEPS:-

(1) RECRUITMENT
(PERSONNEL)

PROCESS BEGINS WHEN THE HUMAN RESOURCE

DEVELOPMENT

RECEIVES

REQUISITIONS

RECRUITMENT FROM ANY DEPARTMENT OF THE COMPANY .

RESOURCE

(PERSONNEL)

THE

FOR
HUMAN

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 .

38

RECRUITMENT IN
INDIAN ORGANISATION

(3) LOCATING

AND DEVELOPING THE SOURCES OF REQUIRED NUMBER

AND TYPE OF EMPLOYEES.

(4) IDENTIFYING
COMBINATIONS

THE PROSPECTIVE EMPLOYEES WITH PARTICULAR

SKILL,

OF

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

RECRUITMENT .
THE

ORGANIZATIONS

INTERNET

AS

SOURCE

OF

E-RECRUITMENT IS THE USE OF TECHNOLOGY TO ASSIST

RECRUITMENT

THROUGH

USE

PROCESS .

WORLDWIDE

WEB .

THEY
THE

39

ADVERTISE
JOB

JOB

SEEKERS

VACANCIES

SEND

THEIR

RECRUITMENT IN
INDIAN ORGANISATION

APPLICATIONS OR CURRICULUM VITAE, I. E.,

USING THE INTERNET .

CV

THROUGH E-MAIL

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

RECRUITMENT ARE

AND

THE

DISADVANTAGES

OF

E-

# 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
G)

24 7 ACCESS TO AN ONLINE COLLECTION OF RESUMES.

ONLINE

RECRUITMENT HELPS THE ORGANIZATIONS TO WEED OUT

THE UNQUALIFIED CANDIDATES IN AN AUTOMATED WAY.

H)

RECRUITMENT

INFORMATION

WEBSITES ALSO PROVIDE VALUABLE DATA AND

REGARDING

THE COMPENSATION

COMPETITORS ETC . WHICH HELPS THE

40

HR

OFFERED BY THE

MANAGERS TO TAKE

RECRUITMENT IN
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HR

VARIOUS

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 .
A)

SOME OF THEM ARE :

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 .

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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.

History of computer technology:

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RECRUITMENT IN
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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 storedprogram 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.

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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, Smartphones 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.
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,

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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

IT Outsourcing in India:
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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 fiveyear 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 2s 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, USbased 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.

India's domestic IT Market:

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RECRUITMENT IN
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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
to attain profits amounting to US$ 225 billion along with new prospects
from BRIC nations and Japan for its outsourcing operation

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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 Smartphones 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.

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

1. Microsoft Corporation

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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.
Bill Gates and Paul Allen founded Microsoft on April 4, 1975. In the mid1980s, 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
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RECRUITMENT IN
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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.

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

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Revenue: $93.4 B
Market Capitalization: $160.2 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.

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RECRUITMENT IN
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Revenue: $38.84 B
Market Capitalization: $187.6 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.
Oracles 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

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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

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RECRUITMENT IN
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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
Market Capitalization: $90.2 B
SAP provides enterprise software to manage customer relations and
business operations. SAP is based in Walldorf, Baden-Wrttemberg,
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

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RECRUITMENT IN
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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
worlds 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

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Top 10 it company in India:

Company name:

Revenue:

Net profit:

Market
capitalization:

1)TCA-

Tata 6467.93 crore

18474.92cro

487919.14crore

re
10194 crore

.
221528.83

7387.4 crore

crore
132380.73

5984.62

crore
129933.28

5)Tech mahindra
16295.1 crore
6)Oracle financial 315.47 crore

crore
2685.5 crore
1148.36

crore
58621.88 crore
29538.11 crore

service
7)Mindtree
8)Mphsis
9)Rolta
10)cyient

crore
451.2 crore
223.08 crore
459.39 crore
254.91 crore

11148.64 crore
8132.48 crore
1786.72 crore
5725.92 crore

consultancy service
2) Infosys
44341 crore
3) Wipro
4)HCL technology

38757.2 crore
16497.37 crore

3031.6 crore
1328.87 crore
1142.89 crore
1224.49 crore

Details of the company:

1. TCS - Tata Consultancy Services

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

Mumbai, India.
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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.

2. Infosys
Infosys, founded in the year 1981 has been headquartered in Bengaluru,
India.

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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 worlds largest corporate university in
Mysore. It get ranked constantly in the worlds top 20 most
innovative companies list brought out by Forbes and green
companies ranking by Newsweek.

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.

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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, Manmachine 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 Wipros
Assure Health Solutions.

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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.

5. Tech Mahindra
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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.

6. Oracle Financial Services

Oracle Financial Services, founded in the year 1990 is headquartered in
Mumbai, India.
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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

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.

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RECRUITMENT IN
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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 Zinnovs Global
R&D Services Provider Ratings for the third year.

8. Mphasis
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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
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.

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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,
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.

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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
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RECRUITMENT IN
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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.

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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.

Pay
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RECRUITMENT IN
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d
Mr.

Michael

J.

Brown

Founder, Chairman and Chief Exec. Officer

Mr.
Rick
L.
Weller
,
Chief Financial Officer and Exec. VP
Mr.
Kevin
J.
Caponecchi

58
57

2.13M

827.00K

922.00K 0.00

48

Exec. VP and Chief Exec. Officer of epay, Software 923.00K 1.93M

and EFT Asia Pacific Division
Mr.
Juan
C.
Bianchi

44

Exec. VP and Chief Exec. Officer of Money Transfer 695.00K 0.00

Segment
Mr.

Nikos

Fountas

51

Exec. VP and Chief Exec. Officer of EFT Europe, 880.00K 0.00

Middle East & Africa Division

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
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

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RECRUITMENT IN
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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
Euronet is an industry leader in processing secure electronic financial
transactions and serves clients in approximately 155 countries.

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RECRUITMENT IN
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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.

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RECRUITMENT IN
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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

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RECRUITMENT IN
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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
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RECRUITMENT IN
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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

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RECRUITMENT IN
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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

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RECRUITMENT IN
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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

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RECRUITMENT IN
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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

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RECRUITMENT IN
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Crosses one billion mark in annual revenues

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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

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RECRUITMENT IN
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positions Euronet as the leading processor in Serbia.

Secures new orders directly from local China Postal Bank

provinces, including Postal Hebei, Shanghai and Bejing

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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 highermargin 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 Moodys based upon

Euronets 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
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RECRUITMENT IN
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Industry (PCI)

Announces the closing of an amended and expanded fiveyear, $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 Diebolds cash4you Network.

Acquires

PayNet,

provider

of

integrated

ATM

outsourcing services, card issuing and acquiring and POS

merchant servicing solutions to financial institutions in
Romania.

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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-toaccount international payments and foreign exchange services

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RECRUITMENT IN
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for businesses and high net worth individuals.

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.

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SERVICE:

DEDICATED
PRODUCTS,

PEOPLE,

INTEGRATED

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.

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RECRUITMENT IN
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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

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)

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Money Transfer

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:

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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

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
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RECRUITMENT IN
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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.
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

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RECRUITMENT IN
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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.
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

:
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1.
2.
3.
4.
5.
6.

INDEPENDENT ATM DEPLOYMENT,

MONEY TRANSFER SERVICE,
OUTSOURCING SERVICE,
PREPAID PRODUCT ,
PAYMENT SERVICE,
PAYMENT SOFTWARE.

1.
2.
3.
4.

FOR CONSUMERS :
BANKING SERVICE,
MONEY TRANSFER SERVICE,
PAYMENT SERVICE,
PREPAID PRODUCT .

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CHAPTER

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

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RECRUITMENT AND
SELECTION

RESOURCE
ALLOCATION

TRAINING AND
DEVELOPMENT

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.
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RECRUITMENT IN
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e) Employee services:Enrollment in benefit, employee discount for recreation spots,

resolution of enrollment or claims problems newsletter. Educational
assistance, employee service award.

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 .

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RECRUITMENT IN
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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: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:-

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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.
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.
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10) Computerization.
11) Help disk
12) Project trainees.
13) Surveys.
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

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RECRUITMENT IN
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Joining

Training and development.

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

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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.
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.
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RECRUITMENT IN
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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
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.

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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.
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.

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E-RECRUITMENT

E-RECRUITMENT
RECRUITMENT

IS

THE

PROCESS

USE

OF

.THEY

TECHNOLOGY

ADVERTISES

TO

ASSIST

JOB

THE

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

ATTRACTIVE

THE CHOOSING CANDIDATES FORM WHICH HIGHLY

THEY

CALL

FOR

INTERVIEW

.AND

THEY

FINISHED

INTERVIEW IN MORE THAN THREE ROUNDS.

THEY SPECIFY THE JOB THROUGH:

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

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RECRUITMENT IN
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AND OTHER ADVERTISEMENT THEY PREFERRED..

NEWSPAPERS...
AND MAGAZINES LIKE.

BUSINESS WORLD .

BUSINESS TODAY.

CAPITAL MARKET.

INDIA TODAY.

I.T MAGAZINES .

\\

CHAPTER

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RECRUITMENT IN
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DATA ANALYSIS

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

UNCERTAIN NEED

THIS

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

ORGANIZATION WHICH

IS A CHAIN

OF MANAGEMENT

IN

THE

CAME ACROSS. SO WHENEVER THERE IS ANY

NEED OF RESOURCES , THEN IT IS INFORMED TO LOWER MANAGEMENT

THROUGH

UPPER

MANAGEMENT.
105

SO

AS

AND

WHEN

THE

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RECRUITMENT IN
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MANAGEMENT GETS UPDATES ABOUT NEW PROCESS THEY START

LINING UP FOR NEW EMPLOYEES( RESOURCES )

3) QUESTION:
ANS:

HOW DO YOU RATE THE RECRUITMENT PROCEDURES ?

USUALLY THE RECRUITMENT PROCEDURE IS

AVERAGE.

THIS IS

DUE TO MINIMUM NUMBER OF ROUNDS CONDUCTED DURING THE

RECRUITMENT

4)

PROCEDURE; HENCE IT DOES NOT TAKE LONG TIME.

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.

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 ?

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RECRUITMENT IN
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RECRUITMENT

DIRECT METHOD
INDIRECT METHOD
THIRD PARTY

ANS: MOSTLY DIRECT METHOD IS FOLLOWED FOR RECRUITMENT

WHICH AMOUNT TO
METHOD AND REST

90%
5%

OF OUR RECRUITMENT AND SELECTION

IS DONE THROUGH INDIRECT METHOD AND

REST IS PREFERRED FOR THIRD PARTY REFERENCES .

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6)

QUESTION: WHAT SOURCE YOU PREFER FOR RECRUITMENT AND

SELECTION?

SOURCES OF RECRUITMENT

EXTERNAL RECRUITMENT
INTERNAL 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

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RECRUITMENT IN
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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.

Internal sourcing

PRESENT PERMANENT
TEMPORARY

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

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?

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Ans : The HR practices followed is quiet good.

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%

INTERNAL SOURCES AND REST OF THE

IS DONE THROUGH BY 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

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

GOOD .

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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.

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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

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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