"Executive Summary": Recruitment and Selection at GHSL Technology

RECRUITMENT AND SELECTION AT GHSL TECHNOLOGY
“EXECUTIVE SUMMARY”
Every organization needs to an organized recruitment process before
hiring and experienced people to perfume the activities that have to be
done. If current or potential job occupants can meet this requirement,
training is not important. When this not the case, it is necessary to raise
the skill levels and increase the versatility and adaptability of
employees. It is being increasing common for individual to change
careers several times during their working lives, the probability of any
young person learning a job today and having those skills go basically
unchanged during the forty or so years if his careers is extremely
unlikely. May be even impossible. In a rapid change society employee
training is not only an activity that is desirable but also and activity that
and organization must commit resources to if it is to maintained a viable
and knowledgeable workforce the entire project talks about the training
and development in theoretical as well as new concepts, which are in
trend new. Training being covered in different aspect likes integrating it
with organizational culture. The best and latest available trends in
training method, the benefits which we can derive out of it. How the
evaluation should be done and how effectives is the training all together.
Some of the companies practicing training in unique manner a lesson for
other to follow as to how to trained and retain the best resources in the
world to reap the best out of it.
HKE SLN COLLEGE OF ENGINEERING[Type text] Page 1

Chapter-1
Introduction
Introduction about internship
It is an activity to overcome any issues between Learning
and its application through a progression of Intercessions
that will empower understudies to pick up bits of knowledge
and Introduction to the Business to Hone area Information
and Give Cross utilitarian Aptitudes Empower understudies
to find their expert quality and shortcomings and adjust
them to the changing business condition. And furthermore
will oversee assets.
Company profile
GHSL Technologies was established in 2016 with its headquarters located in
Hyderabad and its Principle branches in Chennai and USA, as a Startup company
we keep moving forward, opening new doors, and doing new things, because we’re
curious and curiosity keeps leading us down new paths.
At GHSL we provide comprehensive Software & Recruitment

services for our customers. We exist to attract and maintain customers.
When we adhere to this maxim, everything else will fall into place. Our
services will exceed the expectations of our customers.
Our headquarters located in Hyderabad and its Principle branches in

Chennai & USA, as a company We keep moving forward, opening new
doors, and doing new things, because we're curious and curiosity keeps
leading us down new paths.
The leaders have around 9+ years of working experience in public

and private sectors in India, the strong relationship with potential contacts
in the software and biz community in India. The core values of this
enterprise are to provide distinct service and build core competence in the
application development and content management space thereby catering
to the various publishers.
GHSL Technologies with a noble and ambitious vision of providing

optimal technology solutions to clients with the highest emphasis on
quality, integrity and Clients Who reached us are always amazed when we
deliver outstanding results in Turn Around Period..
Our long term vision of diversification led to GHSL venturing,

Product development for Housing industry & Document management
system. This has led to the organization increase its visibility and expertise
in multiple areas and put us in good stead in handling assignments of
highly critical nature.
Our world is transforming every day. The technological

transformations and breakthroughs that are taking place with us are
increasing at exponential rates.GHSL AS A COMPANY, are connecting over
great distances, exploring and reshaping the world. Journeys that used to
take months are now made in hours; calculations that used to take years are
now done in minutes.
GHSL Technologies strives to be the best information systems

consulting, software development and permanent placement firm in the
business. We distinguish ourselves on our relationships with all of our
customers, and the value we bring to each relationship.

Residing in a rapidly revolutionizing era, what you desire are

personnel who are equipped with lateral stuff to take on-spot decisions. We
believe in empowering all our executives to take decisions independently,
thereby fostering an adaptable environment. Our prime motto favors the
following.
 Employee growth and satisfaction

 Customer Service and Satisfaction
 Qualitative service
 On time Value addition
Vision
To be most successful and respected industrial specialty company in the world
We have complete certainty that things will work out, not because we are righteous
or wise, but because of the time, the effort, the prayers, and the tools we are using.
From the moment we given awareness about some bigger picture, we have
complete focus on what to do to get to that place.

Mission
Mission is to provide comprehensive Software and Staffing services for our

customers. We exist to attract and maintain customers. When we adhere to this
maxim, everything else will fall into place. Our services will exceed the
expectations of our customers.
Products
We came up with the products to bring the transparency in the way society affairs
are manages and to contribute to Greener Society by promoting paperless
administration and management of societies
The billing section are automated to minimize accounting efforts.
ResidentXpress is a must have add on App.We came up with this product to

bring the transparency in the way society affairs are managed and to
contribute to Greener Society by promoting paperless administration and
Management of Societies.
The billing section are automated to minimize accounting efforts.

WalletJobz is a portal which connects employers and job seeker where

employers are the source of the resources and the job seeker can find and
apply for their targeted job.
Our Portal provides the candidates ability to register and search for jobs,
manage their accounts.
Infrastructures facilities
 Professional meeting rooms
 High speed internet- 2 lines from 2 different providers
 Power back up – 24*7
 Laptops for portability
 Printers, Scanners, Copiers, and more
SWOT Analysis

Strengths
 Company’s unity of work
 Fast developing
 Team leading
 Quality of employement
 Technology innovation
Weaknesses
 Company brand image

 Existing profile of leaders
 Work culture
 Workforce strength
 Technology innovation
Opportunities
 Services expansion

 Geographical expansion
 Acquisition of more consumer preferences
 Engaging of more talent pool
 Leadership stability
Threats
 Marketplace uncertainty
 Budgetary constraints
 Environment stagnancy
 Interpersonal conflicts
 Maintaining employee diversity
SERVICES OF GHSL
OUR SERVICES:
We at GHSL, a leading service provider of Recruitment Process
Outsourcing (RPO) in India for offering Services in USA. Touch Base with us
for all types of recruitment based processes and experience the magic of
working with“GHSL TECHNOLOGIES!”
Software Development
For a flawless and all encompassing software development, GHSL
technologies is renowned well within its turf. The software developers at Online

Innovations are passionate about the technology that is driving the modern
world. They are all qualified professionals with expert knowledge of database
technologies and programming languages such as PHP, ASP & .NET,
ActionScript 2.0 and 3.0 and HTML
Clients are always very skeptical about their work. They try to explain
as much as they can. However, they want much more from their servicing
Company. Ghsl is one such destination, where every client is satisfied and
happy by the results they get
Offshore software development services, web development services,

Product development, .Net development, PHP development, offshore
application development, multimedia and design solutions, WAP
Development, ERP, SAP, etc are some of the services provided by us
Software development is done in a systematic way by experienced and

well qualified technocrats. Development work is not easy but our software
development firm has professionals who work in such a way that they are able
to achieve their targets well within time. Quality work is evident by the
satisfied clients, repeat orders and our reference to others
Systems migration, web marketing, technology audits, e-learning tools,

third party integration, etc are some solutions provided par excellence. Today
we, the leading software development consulting Company have experience
and skills to integrate clients’ suggestions into successful venture. We
understand that we have just one chance to prove us in this competitive world,
so we help put vision to our client’s idea and launch a successful creation

Recruitment Process Outsourcing(RPO)
 Great Experienced Technical Recruiters.
We at GHSL, a leading service provider of Recruitment Process Outsourcing (RPO)

in India for offering Services in USA.

E-Marketing
At Online Innovations, we don't only design and develop websites. We

also do digital marketing or online marketing for your business and your
brand ensuring that you can get the most out of the internet.
Web Design
At Online Innovations, we are dedicated to designing your website to

suit your individual requirements. The look and feel of a website is one of the
most important elements. Our experience and knowledge will ensure that your
website is exactly what you envision it to be.

E-Commerce
E-commerce is recognised as a highly beneficial way of doing business,

as it provides many conveniences and time-saving methods. This, combined
with the rapidly growing user-base in South Africa, will in time make it the
preferred method of doing transactions.
When it comes to online commerce systems, confidence is still low in

South Africa; however, entrepreneurs working from home, small businesses
and large corporations in the rest of the world are seeing their returns sky-
rocketing when they complement their sales force with an e-commerce
system.
Forerunners in South Africa that get their e-commerce systems up and

running now already will have a distinct advantage when the interest in e-
commerce takes off.

Consulting
Online Innovations is a long established company with our consulting

team who are privileged to have been exposed to a large number of companies
and their diverse- systems, brand/marketing requirements and demands.
PROMOTORS

GHSL offers high-end web and mobile application development services on a

world-wide scale. Our clients range from ISVs and ASPs to non-IT ventures
and entrepreneurs, from ambitious start-ups to leading industry veterans.
We know that clients’ aims and needs are inextricably linked to a business
domain situation and delve not only into technical aspects of a project, but
also into business environment to find the best option for our clients,
depending on their business drivers, size, activities and project scope.
financial statements
 Balance sheet. Shows the entity's assets, liabilities, and stockholders' equity
as of the report date. It does not show information that covers a span of time.
 Income statement. Shows the results of the entity's operations and financial
activities for the reporting period. It includes revenues, expenses, gains, and
losses.
 Statement of cash flows. Shows changes in the entity's cash flows during the
reporting period.
 Supplementary notes. Includes explanations of various activities, additional
detail on some accounts, and other items as mandated by the
applicable accounting framework, such as GAAP or IFRS.
If a business plans to issue financial statements to outside users (such as

investors or lenders), the financial statements should be formatted in
accordance with one of the major accounting frameworks. These frameworks
allow for some leeway in how financial statements can be structured, so
statements issued by different firms even in the same industry are likely to have
somewhat different appearances. Financial statements that are being issued to
outside parties may be audited to verify their accuracy.
If financial statements are issued strictly for internal use, there are no
guidelines, other than common usage, for how the statements are to be
presented.
At the most minimal level, a business is expected to issue an income statement

and balance sheet to document its monthly results and ending financial

condition. The full set of financial statements is expected when a business is

reporting the results for a full fiscal year, or when a publicly-held business is
reporting the results of its fiscal quarters.
Chapter-2
THEORETICAL BACKGROUND
Introduction to the topic:-Recruitment and selection
I have spends additional time at work than at home, then one passes up
a great opportunity for getting knowledge about corporate sector . Of
course, when a company runs recuirtment confronts challenges in their
team, for example, watching over a maturing guardian or adapting to
conjugal issues, faceing interview. Regardless of whether the issue is
excessively concentrate on work or too little, when one's have done the
recuirtment process in company.
Definition of recruitment and selection:-
Recuritment it is a process of finding and reaching a right candidate at

right time in and organization our it is a work of company’s time. Recuritment
because of a clients is called recruitment and selection.

Recruitment and selection

Recruitment And selection are the two different process of
employment. The recruitment is the process of finding and
searching a candidate from different places and using different
kinds of process and methods of companies. It is held by the
company recruitment is always comes before selection. And the
selection always comes after the recruitment. It is the process of
analysis the skills knowlaged and stimulating them to apply for
the job. Recruitment including some steps which recruiter follow
to identifying the candidate. The object of recruitment is to
generate a qualified candidate to enable to select the best
candidates for the company. And intracting number of candicates
to showing interest and attract employee. Object of recruitment is
filling the recruitment within given period of time. After the overal
process is done then company takes the decision of wether the
hired the candidate or not. The hiring decision is only of client
recruitment is just process of analysing the quality of candidate
test the candidate. After the above step they will hired the
candidate.
Recruitment Cycle

clint
needs
Skill
Placement
search
Interview
Shorlist
with client
Here is the recruitment cycle which is showing the cycle and displinces of
employement it is necessary to maintained the orderly displine in the corporate
sectors. The main aim of is to searching the skilled and talend candidate and filling
the position within given period of time close the requirement.
Process of Recruitment;
 Client
 Recruitment Lead
 Recruiter
 Understand the recruitment
 Searching the candidate
 Call to the candidate
 Get the CV from candidate
 Check the quality of resume
 Submit to Manager
 Manager will contact with candidate
 After submitted to client
 Scheduled the interview
 And closer the position

Recruitment process it is start from the client from the client. A client is
one who is gives the recruitment to the recruiting team. Recruiters search
the candidate by using job sites and posting jobs which will attract the
candidate for apply there are many types of job post image which is very
good and attracted the candidate. And a selection decision client needs
well qualified appropriate well talented candidate.
Objectives of Recruitment
To attract people with multi dinmensional skills experiences that suit the
preasnt and future organization stratigies so as to obtain a pool of suitable
candidates for vacant posts.
To induct outsiders with new persceptives to lead the company.
To infuse fresh talent at all sides of the company.
To Increase corporate sectors traditions which will attract faster people to

the organization.
To use a appropriate process.
To satisfied that all recruitment activites is fulfilled companies goals.
To finding well skilled in all rounder in employment not just within the
organization.
To organized the recruitment programs in good manner.

Literature Review
According to Korsten (2003) and Jones et al. (2006), Human Resource
Management theories emphasize on techniques of recruitment and selection
and outline the benefits of interviews, assessment and psychometric
examinations as employee selection process. They further stated that
recruitment process may be internal or external or may also be conducted
online. Typically, this process is based on the levels of recruitment policies, job
postings and details, advertising, job application and interviewing process,
assessment, decision making, formal selection and training (Korsten 2003).
Jones et al. (2006) suggested that examples of recruitment policies in the
healthcare, business or industrial sector may offer insights into the processes
involved in establishing recruitment policies and defining managerial
objectives.
Successful recruitment techniques involve an incisive analysis of the job, the

labour market scenario/ conditions and interviews, and psychometric tests in
order to find out the potentialities of job seekers. Furthermore, small and
medium sized enterprises lay their hands on interviews and assessment with
main concern related to job analysis, emotional intelligence in inexperienced
job seekers, and corporate social responsibility. Other approaches to selection
outlined by Jones et al. (2006) include several types of interviews, role play,
group discussions and group tasks, and so on.
Any management process revolves around recruitment and failure in

recruitment may lead to difficulties and unwanted barriers for any company,
including untoward effects on its profitability and inappropriate degrees of
staffing or employee skills (Jones et al. 2006). In additional, insufficient
recruitment may result into lack of labour or hindrances in management
decision making, and the overall recruitment process can itself be advanced
and amended by complying with management theories. According to these
theories, the recruitment process can be largely enhanced by means of
Rodgers seven point plan, Munro-Frasers five-fold grading system, personal
interviews, as well as psychological tests (Jones et al. 2006).

Chapter 3
Research Design
Statement of the problem:
It helps to select the right situation in an organization. Solve the right

problems at right time. It support the candidate to fill the position in and
organization. Recruitment is necessary in every company it understand
the requirement of company fill the position within given period of time.
To ensure that continued operations of the organization.
Need for the Study
Recruitment and selection has managed been a worry of those

inspired by the nature of recruitment and its connection to more
extensive satisfaction of recruitment . how the recruitment done in
company. Understand the issues of company and there need. Follow
the human resources ideas and contineouse with hand and hand.
With successful recruiting to create a sizable pool of experiences of
talent pool in the company.
Objectives of the study

 To understand the recruitment.
 To analysis the process of recruitment.
 To understand the programs and activities of recruitment.
 To examining the exact requirement.
Scope of the study:
The present study is confined recruitment issues related to different

department’s employees in the organization. It includes how the office
level employees are managing requirement within given time This

study is restricted to the employees working at the office level presently

at GHSL technology hyderabad . The survey was conducted on 40
employees and the result is determined on the analysis of the
information.
Research and Methodology

According to this study conducted investigating for some definite purpose
with the help of a structural & personal interview to gather information, the
most appropriate research design for the study would be the Descriptive
research design. The study is an evaluative and analytical attempt to discover
the nature recruitment and selection at GHSL between employees and
different factors, as well as independent aspects of recruitment and selection.
Sampling Frame: The respondents are the employees GHSL Technology
, Hydraulics Limited.
Sampling Unit: The sampling unit is the concerned employee.
Sample Size: The sample size for this study is 40 employees.
Methodology:
Primary Sources: Questionnaire Personal interview with some of the
Employees
Secondary Sources: Journals on recruitment and selection Related

information from the internet Books and Publications Information collected
from HR department
Limitation of the study

1. Due to time constraints and busy schedules of the workers it was difficult to
interact with them completely.
2. The sample size was limited to 40

3. The responses may be influenced by personal bias.
4. Generally this study will not provide in-depth understanding of underlying

issues, reasons or behavior patterns.
5. Employee surveys may produce misleading results.
Chapter-4
Analysis And Interpretation
The following analysis is firstly carried on Department wise and then on the
basis of Designation. Four Departments were considered Sales, Engineering,
Production & Planning and Human Resource. Three designations were
considered Engineer, Assistant Manager and Office clerks. The results are
based on the following factors which are used as facets for the questions and
they are
 Work Hours / Shift Timings
 Support from Co-workers
 Support from Superiors
 Organizational Culture
 Recruitment programs
 Training support
The questionnaire consisted of 19 questions, within which 5 questions came
under the above mentioned facets. The values were considered under the
following categories

1.)The companies activities which contact according to this
Recruitment Software E- Marketing Consultance

development
Rating 0.5 3.5 4.5
pointing 0.1 2.5 7.5
commands 0.10 3.5 4.6
Chart
4.5
4.3
4.5
3.5
4
3.5
2.5
3
2.5
2
1.5
1
0.5
0
Recruitment
E commerece consultance E marketing Software
Interpretation: From the analysis we can see that about 12.5%

employees from HR Dept. have agreed moderately when compared to
the 0% from Engineering Dept and 25% employees from Engineering

Dept. have agreed very much when compared to the 12.5% from HR
Dept. and Sales Dept. have 17.5% agreeing very.
2) I enjoy working with my co-workers
I used to Department E-Marketing Developer Team

enjoy
working
hours with
my co
workers
0.23 23.7 0.23 8.10
Timing
Workers 10.11 25.3 25.7.24 56.23
Agree 34.5 28.5 29.6 28.7

modertely
Total 44.6 77.5 54.24 92.1

4.5
4.3
4.5
3.5
4
3.5
2.5
3
2.5
2
1.5
1
0.5
0
Recruitment
Interpretation: From the analysis we can see that about 12.5%

employees from HR Dept. have agreed moderately when compared to
the 0% from Engineering Dept and 25% employees from Engineering
Dept. have agreed very much when compared to the 12.5% from HR
Dept. and Sales Dept. have 17.5% agreeing very

3)Lunch hour and break times during work are sufficient enough
The company Department Developer Human

Starting and Resources
finishing time
slider 22.8% 22.8% 22.8%
Activities 21.3% 23.9% 27.7%
Agree moderately 44.1 46.7 50.5

Total
4.5
4.3
4.5
3.5
4
3.5
2.5
3
2.5
2
1.5
1
0.5
0
Recruitment

Interpretation: From the analysis we can see that 15% employees

from both HR Dept. and Production Dept. agree moderately while only
10% of Sales agree moderately, where as 15% employees of Sales Dept
agree very much when compared to the 10% of HR and Production
Dept.
4) The work timing given is matching to complete my

schedule
The working Department developer Recruiter
timing is
matching to my
schedule
Completely 23.7% 24.5% 28.3%
Agree
Moderately 56.2% 52.3% 51.1%
Total 00.21% 56.2% 45.3

Chart Title
Organized placement
2.4
1.3 4.5 3.5
4.3
1.2 4.5 3.5
Recruitment developer Outsourceing Marketing
Interpretation: From the analysis we can see that 15% employees from
Engineering Dept. and Production Dept. have agreed moderately while 12.5%
employees from Sales and HR Dept. have agreed very much to this statement.

6) Candidate refers remaining cordial on the job and refers being closely
inside the company
Programming Department developer Recruiter

An activities
22.7% 14.5% 28.3%

Agree
Moderately 76.6% 42.3% 51.1%
Total 00.21% 56.2% 45.3

8
7.2
7 6.1
6
5
4 3
3 3.2
2
1
0
Placement
Company
Organized Series 3
Interpretation:
From the above analysis we can see that 20% employees of Engineering Dept.
disagree very much as compared to the 7.5% employees of HR Dept., while
17.5% of HR disagree slightly when compared to the 12.5% of the Sales and
Production Dept.

6)My co-workers are sometimes not supportive of each other and work
only for their own benefits
The working Department developer Recruiter

timing is
matching to my
schedule
Completely 23.7% 24.5% 28.3%
Agree
Moderately 56.2% 52.3% 51.1%
Total 00.21% 56.2% 45.3
Recruitment
5
4.5
4
3.5
3
2.5
2
1.5 Recruitment
1
0.5
0

Interpretation: From the analysis we can interpret that 5% employees

from HR Dept. disagree very much as compared to the 2.5% Engineering
Dept., while 12.5% of Production Dept disagree slightly, about 17.5% of Sales
Dept. agree slightly with 12.5% of Production and HR Dept. who also agree
slightly.
7) Superiors support me in enhancing my growth on the

job
Co worker Department developer Recruiter
help
For
developing
Superior 43.7% 34.5% 28.3%
help
Moderately 36.2% 12.3% 51.1%
Total 00.21% 36.2% 45.3
Software Department developer Recruiter

help
For
developing
cordinators 43.7% 34.5% 28.3%
help
Moderately 36.2% 12.3% 51.1%
Total 00.21% 36.2% 45.3

Growth
4.5
4.3
4.5 3.5
4
3.5 2.5
3
2.5
2
1.5
1
0.5
0
Recruitment
Interpretation:
From the analysis we can see that 5% of all 4 Depts. Agree slightly, while 15%
of Engineering Dept. agree moderately and 10% of Sales, Production and HR
Depts. Agree very much

8) Organizational values are widely shared in this

organization

finishing time
slider 22.8% 22.8% 22.8%
Activities 21.3% 23.9% 27.7%

Total

finishing time
slider 22.8% 22.8% 22.8%
Activities 21.3% 23.9% 27.7%

Total

4.5
4.3
4.5
3.5
4
3.5
2.5
3
2.5
2
1.5
1
0.5
0
Recruitment
Interpretation: From the analysis we can see that 5% of the Sales

and Engineering Dept. employees agree moderately and 25% of
Production and HR Dept. agree very much.
9) The culture followed in the organization by the

employees is open and friendly

The Religious Department Developer Human

follow by the Resources
candidated
slider 22.8% 22.8% 22.8%
Activities 21.3% 23.9% 27.7%

Total

finishing time
slider 22.8% 22.8% 22.8%
Activities 21.3% 23.9% 27.7%

Total

4.5
4.3
4.5
3.5
4
3.5
2.5
3
2.5
2
1.5
1
0.5
0
Recruitment
Interpretation: From the analysis we can see that 5% of Sales and HR Dept.
employees have agreed moderately, 25% of Engineering dept. employees have
agreed very much while 22.5% of Production Dept. employees have agreed
very much.
10)The Top management always motivate the employees to work harder

and achieve better results
The Religious Department Developer Human

follow by the Resources
candidated
slider 22.8% 22.8% 22.8%

Activities 21.3% 23.9% 27.7%

Total
Sources of the Department Developer Human

team Resources
worker 22.8% 22.8% 22.8%
programms 21.3% 23.9% 27.7%

Total
4.5
4.3
4.5
3.5
4
3.5
2.5
3
2.5
2
1.5
1
0.5
0
Recruitment
Interpretation: From the analysis we can see that 10% of the employees
from the Engineering dept. have agreed slightly, 20% of Production and HR

Dept. employees have agreed moderately while 7.5% employees of the

Engineering dept. have agreed very much.
Chapter –V
FINDINGS, SUGGESTION & CONCLUSION
Findings
1. From the analysis we can see that the Sales and Engineering Depts. have
disagreed slightly with the timings being flexible, Sales and HR Dept. agree
very much that the work hours are adequate enough when compared to the
other depts., All departments find the lunch hour and break time to be
sufficient enough, mainly all departments disagree very much that the timings
set for work shifts are not set properly. 2. From the analysis we find that Sales
Dept. agrees moderately while the other depts. agree slightly that workers
often work together as a team, All departments agree to a moderate extent
that they enjoy working with their co-workers, Engineering dept. mainly
disagrees very much when compared to the other depts. who disagree lesser
to employees preferring to be friendly only outside the work place, Here
Engineering and Production dept. disagree very much that they find it difficult
to get ahead due to the incompetence of their fellow workers when compared
to the other two depts., Sales dept. agree slightly to a certain extent when
compared to the other depts. that they sometimes find their co-workers not
supportive of each other and work only for their own benefits.
3. From the analysis we can see that the Engineering dept. agrees moderately
when compared to the other depts. in considering that their superiors support
them in enhancing their growth on the job, All the depts. agree very much that
their superiors provide them with advice as and when required, HR Dept.
disagrees very much when compared to the other depts. in considering that
their superiors show very little interest in their fellow co-workers, the Sales
and Production Dept. agree slightly on the fact that they enjoy doing their
work provided the superior is watching over them at all times, all the depts.

agree very much that there is constant support from superiors in handling any
grievances.
4. From the analysis we find that all depts. feel that the organizational values
are widely shared and if there are any problems employees freely
communicate with each other, the HR and Sales dept. to a great extent feel
that the rules and regulations are of high importance, all depts. feel that the
culture followed in the organization allows them to be open and friendly
creating a lively spirit among the employees, the Production and HR dept.
agree moderately that the Top management always motivate the employees to
work harder and achieve better results when compared to the other
departments.
5. From the analysis we can find that majority of the employees of the depts.
disagree very much that they need to be explained to as to what their role is in
the organization, almost all departments equally disagree that they do not
know what is going on in the organization as they feel that they are up to date
on what is going on in the organization, almost all employees of the given
departments disagree that work assignments are not fully explained, the Sales
and Engineering dept. agree moderately in comparison to the other depts. that
they understand their job role and work towards improving their
performance.
6. From the analysis we find that Sales and engineering Depts. agree
moderately to certain extents that their families understand the work they do
and hence are supportive, here most of the depts. disagree very much that
their spouse’s help them on their work assignments, the Production and HR
depts. agree slightly when compared to the other depts. in feeling that the
work load can leave them with less times for their family members, all depts.
agree very much that their families are more supportive of them during this
time of recession.
7. From the analysis we find that all depts. agree very much that the weekend
is the only time they get to spend with their family members, here the
production and HR Depts. agree slightly that the organization does not
provide adequate employment practices and conditions to support a work life
balance, all dept employees agree very much that the organization culture
values family responsibilities, here mainly the depts. agree moderately that
with the responsibilities on the job they find it difficult to have equal time for
family and work, here all depts. disagree very much that the work demands
make it difficult to fulfil family roles and tasks at time
SUGGESTIONS
1. Considering the organization has fixed timings for starting and finishing all
employees are not fully satisfied and would prefer flexibility, the management
should try and find out the reason behind this because the timings are
standard timings, the reason could be place of stay being far, transportation
problems, etc. and depending on the reason the organization can apply better
measures to help solve this problem.
2. The organization should continue to have the following shift timings as the
employees are comfortable with the timings and the hours provided are
adequate enough.
3. It is seen that the employees need to work more as a team as the findings
say that the employees agree slightly it would be better if they worked
together towards achieving the organization goals and in building a strong
team spirit.
4. The employees need to work as a team only then will they enjoy working
with each other and this would lead to better understanding of each other and
better efficiency on the job.
5. All employees working at this level are employed with prior experience and
hence no one’s incompetence on the job is a problem for the employees.
6. Many of the employees sometimes feel that their superiors are not
supportive of them the superiors should be made to understand that the
employees appreciate working under them due to their experience, high

knowledge and guidance hence the superiors should be more considerate

towards the employees in the organization.
7. The employees feel that they enjoy doing their work provided their
superior is watching over them at all times but it must be taken care of that
the employees do not become too dependent on their superiors and that the
employees must approach their superior as and when required.
8. The organization values are followed and should be continuously followed

to maintain a good working atmosphere and working environment for the
employees.
9. As the working atmosphere maintained by the employees is friendly it

should be maintained the same way so that the employees feel a sense of
oneness amongst each other.
10. There are certain employees who feel that they are not clear on what is
going on in the organization, the reason for this could be that these employees
do not feel that they are a part of the organization and hence remain unaware,
this can be corrected by having regular meetings if possible or atleast weekly
meetings where heads of each department meets up with all the employees
and gives them an overview on what all is happening in the organization.
11. The work load can be too much at times and so employees will have to
make a proper schedule so that they can complete the job on time and then
get time to spend with their families.
12. The weekend is the only time the employees get to spend with their
families as they work all through the other days of the week and hence this
time should be used properly by the employees as the work load normally
doesn’t let the employees have any other days off other than days of festivals
and national holidays.
13. Employees should prepare a proper schedule of their week’s work so that
they can finish it on time and reduce the work load from occurring all at once,
responsibilities can be shared equally among the employees so that the work
can be completed quickly and not left pending if a proper planner is made by

the employee and is implemented correctly then the employee will have equal
amount of time for both his family and work.
Some other Suggestions for maintaining a proper Recruitment

and selection
• Take advantage of your options
• Leave work at work
• Manage your time
• Communicate clearly
• Nurture yourself
• Get enough sleep

CONCLUSION
Patterns and times of working have dependably been liable to change

yet the pace of progress is currently more quick than any other time in
recent memory. The main impetus for this change originates from both
associations and people. Associations are under consistent weight to
deliver products and enterprises, of the correct quality and cost, and
when clients need them. This weight can regularly imply that better
approaches for working must be found to make the best utilization of
staff and assets. Managers may likewise require abnormal state expert
aptitudes yet just for an impermanent period, for instance to outline and
introduce another PC organize. In the meantime a few managers
confront staff maintenance difficulties and abilities deficiencies in
specific zones. Many are presently taking a gander at "family well
disposed" bundles so as to hold their best staff. Representatives may
have their own explanations behind inclining toward one example of
working time to another. For instance individuals with obligation
regarding the care of kids, the debilitated or the elderly will most likely
be unable to work certain movements, ends of the week or amid school
occasions. Different representatives may have interests outside paid
work and be inaccessible to work at specific circumstances or wish to
take profession breaks. A few people may need time-off or work low
maintenance as a result of religious observances or proceeded with
training. The dedication of workers can have the effect between those
organizations which contend in the commercial center and those which
can't. Managers who can best join the prerequisites of their business for
adaptability with the requirements of workers and potential
representatives will be very much set to succeed.

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RECRUITMENT AND SELECTION AT GHSL TECHNOLOGY

HKE SLN COLLEGE OF ENGINEERING[Type text] Page 1

At GHSL we provide comprehensive Software & Recruitment

Our headquarters located in Hyderabad and its Principle branches in

The leaders have around 9+ years of working experience in public

GHSL Technologies with a noble and ambitious vision of providing

Our long term vision of diversification led to GHSL venturing,

Our world is transforming every day. The technological

GHSL Technologies strives to be the best information systems

HKE SLN COLLEGE OF ENGINEERING[Type text] Page 3

Residing in a rapidly revolutionizing era, what you desire are

 Employee growth and satisfaction

HKE SLN COLLEGE OF ENGINEERING[Type text] Page 4

Mission is to provide comprehensive Software and Staffing services for our

The billing section are automated to minimize accounting efforts.

ResidentXpress is a must have add on App.We came up with this product to

The billing section are automated to minimize accounting efforts.

HKE SLN COLLEGE OF ENGINEERING[Type text] Page 5

WalletJobz is a portal which connects employers and job seeker where

HKE SLN COLLEGE OF ENGINEERING[Type text] Page 6

 Company brand image

HKE SLN COLLEGE OF ENGINEERING[Type text] Page 7

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Offshore software development services, web development services,

Software development is done in a systematic way by experienced and

Systems migration, web marketing, technology audits, e-learning tools,

HKE SLN COLLEGE OF ENGINEERING[Type text] Page 9

Recruitment Process Outsourcing(RPO)

 Great Experienced Technical Recruiters.

We at GHSL, a leading service provider of Recruitment Process Outsourcing (RPO)

HKE SLN COLLEGE OF ENGINEERING[Type text] Page 10

At Online Innovations, we don't only design and develop websites. We

At Online Innovations, we are dedicated to designing your website to

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E-commerce is recognised as a highly beneficial way of doing business,

When it comes to online commerce systems, confidence is still low in

Forerunners in South Africa that get their e-commerce systems up and

HKE SLN COLLEGE OF ENGINEERING[Type text] Page 12

Online Innovations is a long established company with our consulting

HKE SLN COLLEGE OF ENGINEERING[Type text] Page 13

GHSL offers high-end web and mobile application development services on a

If a business plans to issue financial statements to outside users (such as

At the most minimal level, a business is expected to issue an income statement

HKE SLN COLLEGE OF ENGINEERING[Type text] Page 14

condition. The full set of financial statements is expected when a business is

Definition of recruitment and selection:-

Recuritment it is a process of finding and reaching a right candidate at

HKE SLN COLLEGE OF ENGINEERING[Type text] Page 15

Recruitment and selection

HKE SLN COLLEGE OF ENGINEERING[Type text] Page 16

HKE SLN COLLEGE OF ENGINEERING[Type text] Page 17

To induct outsiders with new persceptives to lead the company.

To infuse fresh talent at all sides of the company.

To Increase corporate sectors traditions which will attract faster people to

To use a appropriate process.

To satisfied that all recruitment activites is fulfilled companies goals.

To organized the recruitment programs in good manner.

HKE SLN COLLEGE OF ENGINEERING[Type text] Page 18

Successful recruitment techniques involve an incisive analysis of the job, the

Any management process revolves around recruitment and failure in

HKE SLN COLLEGE OF ENGINEERING[Type text] Page 19

Statement of the problem: