A report

On

Recruitment of employees

At

Growmor Strategic Management Pvt Ltd.

By:

Pankti patel- 207680592198

Krina Pandya- 207680592172

Janu Patel- 207680592200

Safique Bagban- 207680592212

Jimish somaiya- 207680592188

Introduction:-

What is HR Analytics?

HR analytics, also referred to as people analytics,

workforce analytics, or talent analytics, involves gathering together,
analyzing, and reporting HR data. It enables your organization to
measure the impact of a range of HR metrics on overall business
performance and make decisions based on data. In other words, HR
analytics is a data-driven approach toward Human Resources
Management.

HR analytics is a fairly novel tool. This means it is still

largely unexplored in scientific literature. The best known scientific
HR analytics definition is by Heuvel & Bondarouk. According to
them, HR analytics is the systematic identification and quantification
of the people drivers of business outcomes (Heuvel & Bondarouk,
2016).

How does HR analytics (IT SECTOR) work?

HR analytics follows a pattern of acquiring and analyzing
information, which can help the organization derive crucial
insight into their functions. Overall, HR analytics follows a multi-
step process to understand their workforce more thoroughly.

1. Data collection
2. Measurement of data
3. Analytics of data

Types of HR analytics (IT SECTOR):-

Companies that can effectively manage their talent and utilize
their resources optimally can be assured of long-term success.
Evaluating employees is a key factor in understanding
organizational strengths and weaknesses and determining the
right course of action.

Here are the different types of HR analytics that organizations

take into consideration –

1) Employee turnover rate

2) Organizational culture
3) Capabilities
 4) Capacity
5) Leadership

Why is HR analytics needed?

HR analytics is a very useful tool that can help organizations understand
their own strengths and weaknesses. It is the goal of every company to
enhance productivity, optimize cash flow, and achieve a good reputation
in its domain. When an organization is not aware of where their
capabilities and drawbacks lie, they will not be able to make the right
changes required to achieve organizational success and development.

HR data analytics can be transformative in determining the key factors

that drive change and utilize these to increase the efficiency of your
workforce.

Examples of HR Analytics
Here are some of the most-used HR metrics and analytics –
· Offer acceptance rate
· The efficiency of training practices
· Expenses in training each employee
· Revenue per employee
· Turnover rate (voluntary and involuntary)
· Hiring time
· Absenteeism
· Employee-related risks
Benefits of HR analytics
1. HR analytics can significantly improve the HR team’s decision-
making skills. Companies can be more accurate with their
decisions due to the data-driven approach offered by analytics.
Companies will no longer need to rely on guess-work to make
critical changes.|
2. HR can utilize the data provided by analytics to really get to the
bottom of employee turnover rates. Analytics can help businesses
identify severe lapses and improve their retention rate.
3. One of the leading causes of employee absenteeism is a low level
of employee engagement. With the help of HR data analytics,
companies can better understand employee behaviour and even
strive to create changes in processes and work environments that
can boost engagement.
4. Analytics can go a long way in helping companies improve their
recruitment processes. HR can determine the exact skillsets
required by the organization to promote growth, and the profiles of
current employees and potential candidates can be matched up to
the standard.
5. The predictive analysis tool displays trends and patterns that can
help organizations stay prepared in their vision and make informed
decisions for all future needs.

 One aspect of managing Human Resources is the routine task of

engaging with data collected across the organization. But, lack of
proper methods and techniques to analyze those workforce data sets
often limit down the organization’s potential to derive actionable
insights, which hampers the productivity of the organization in the
long run.
  HR Analytics tools are valuable in facilitating easy data aggregation
and analysis of employee-related factors to improve the overall
business outcome.

Do you need an HR Analytics software?

The following graph from Google Trends highlights the worldwide growing
interest in HR Analytics and People Analytics from 2004 to present. It
clearly shows that HR Analytics is increasingly becoming a desired addition
to several HR practices.

By using HR Analytics software, HR professionals can gain data-backed

insight into actions that are working in favor, or opposing overall
organizational growth. Thus, they can plan significant improvements for the
future. Accuracy and improved efficiency of the HR department are the
other two key benefits of using an HR Analytical tool.

Here is a list of 11 HR Analytics tools that allow an HR to apply statistics,

modeling, and other analysis techniques to get a measured insight of
organizational key metrics such as time to hire, recruitment cost, turnover,
engagement rate, and absenteeism.
Popular HR Analytics (IT SECTOR) tools for
gaining data-backed insight of employee-
related factors:

Contents
1. Excel
2. Python
3. R
4. Tableau
5. Power BI
6. Visier
7. Qlik
8. CPLEX Optimizer
9. SPSS
10. Oracle HR Analytics
11. FineReport

1. EXCEL
Most of you must be already using Excel to some degree. To run advanced
analytics in Excel, load the ‘TIMES JOB.’ Getting acquainted with Excel
functions will enable you to carry out essential data manipulation
conveniently. Excel has a broad scope for data visualization as well.
Summary statistics will help you with information summarizing.

2. PYTHON
Python is an easy to learn tool used by Data Scientists for data analysis. It
is relevant as an HR Analytics software for carrying out the statistical
analysis of Human Resource data. PyCharm and Spyder are some open-
source Integrated Development Environments (IDEs) that will provide you
with all the tools needed to use Python for data analysis purposes.
3. R
Something similar to Python, R is a better tool for analyzing and visualizing
vast amounts of data. It is one of the most preferred HR Analytics software
when it comes to working with much larger datasets. Using R, you can
easily clean massive data sets, even the ones with millions of rows.
RStudio is the most often used IDE for R.

4. TABLEAU
Tableau is one of the most preferred business intelligence tools used for
data aggregation from various sources, which can be converted into
insights and presented over a dashboard through data visualization. It
visually represents the data through easy-to-understand charts and graphs,
making data reading an extremely easy and quick process for any
individual. It comes with cloud support and real-time data analytics
capabilities.

5. POWER BI
As a workforce analytics software, Microsoft’s Power BI will allow you to
connect with multiple data source systems, like Excel sheets or SQL
databases or Machine Learning APIs, or a live Twitter feed. Data
aggregated from all these various sources can be integrated into Power BI.
The consolidated data can be transformed into an HR dashboard for the
reporting and visualization of data using the Power BI’s dashboarding
capacity. It has three licensing methods: Power BI Free, Power BI Pro, and
Power BI Premium.

6. VISIER
Visier is a comprehensive workforce analytics software that focuses on
providing actionable insights on workforce data. It can connect with multiple
HR systems and integrate them into one Business Intelligence (BI) tool.
Visier uses algorithms to predict exits, internal movement, promotions, etc.
Likewise, it can show you different trends in your workforce data to help
understand methods that drive productivity and performance.

7. QLIK
Qlik, as a People Analytics software, has an extensive dashboard capacity.
It facilitates data aggregation from multiple sources and transforms it into a
dashboard for straightforward data interpretation. It also has functionalities
to support conversational analytics and user-driven business intelligence.
In the Gartner Magic Quadrant, a series of marketing reports by Gartner,
Qlik has been a leader for many years. 

8. CPLEX OPTIMIZER
CPLEX Optimizer is a tool for perspective analytics that enables you to
decide which course of action will best cater to a given situation. CPLEX
Optimizer uses decision optimization technology and finds wide usage in
operations research. Hence this HR Analytics software can be utilized for
data modeling to optimize business decisions, in order to find the best
solution among various other possible alternative decisions. 

9. SPSS
SPSS is one of the popular HR Analytics tools or People Analytics tools
because of its highly user-friendly interface, which can be used for data
analysis even by those who are not a pro at statistics. It finds wide usage in
the social sciences domain, and hence quite preferred by HR
professionals. It is somewhat similar to Excel.
10. ORACLE HR ANALYTICS
Oracle HR Analytics is explicitly designed to support HR practices. Oracle
analytics can gather data from different sources and analyze it accurately
and efficiently to uncover relevant insights. This HR Analytics software has
in-built technologies such as accelerated model building and Machine
Learning. It is functional in analyzing data to provide an objective view
related recruitment, stories behind attrition, a measured-insight of payroll
metrics, etc.

11. FINEREPORT
It is a self-service data analysis tool for businesses. It lets you build a data
decision system by enabling you to design various styles of reports with
simple drag and drop operation. Format wise, it is quite similar to the Excel
interface and includes features like data entry, report creation, and report
management, etc. It can be connected with most of the databases. Here,
you also get access to a variety of dashboard templates and visual plug-in
libraries.

FINAL WORDS
After having an overview of 11 HR Analytics tools, you might have
achieved some clarity on which tool will best serve you to your
organizational interests. Before finalizing one, you can request for a demo
or trial.

Data is your asset, and HR Analytics software enables you to better utilize
that data in order to make more informed and strategic decisions for your
business. However, apart from getting handy with the tools, you also need
to grow your competency and understanding of the intricacies and
techniques related to People Analytics. To acquire more knowledge about
Digital HR, check out our People Analytics & Digital HR program, an online 3-
month-long program (in collaboration with IIM Indore) which focuses on
preparing HR professionals and aspirants for the data-driven workforce of
the future.

Objectives

 The aim of our study is to understanding the relationship between

human resource and analytics and understand the role it plays in the
improvement of the existing rang of managerial and HR.

1. To investigate and gain insight into the future of HR analytics if

integrated into the company to assist Managers in predictive
decision-making based on statistics evidence and relevant HR
analytical data .

2. To examine the IT infrastructure and technological interventions,

including those that affect the way data is mined stored and made in
term of the effective implementation of HR analytics and the need for
them in order to be efficient in terms of data storing in order to be
relevant for HR analytics.

3. To identify the role of analytics in human resource function.

4. To find out the threat and opportunities of implementing and using

human resource analytics.
 Company Profile
GrowMor Strategic Management Pvt. Ltd was
founded in 1995 and is deriving its strength from its focus and
commitment to establish a positive difference to client’s staffing
requirements.

GrowMor is a talent hunting & talent acquisition

recruitment firm of high repute & acknowledgement and has been a
constant performer for all its clients. Our USP lies in thorough
understanding of the client’s requirement and searching for the
perfect candidate with the help of our immense database and
connections. They believe in providing exemplary customer service &
competent employees to diverse corporate of all sizes and have
major presence in India, Gulf, Europe, U.K. and U.S.A and slowly
spreading across the globe.

Right from the commencement of the operations,

they have handled major MNCS from Japan, Korea and European
giants in consumer electronics/home appliances and it is still a major
area of expertise for us.
They also have a very strong presence in FMCG,
Automobiles (both i.e. as well as four wheelers) service industry i.e.
cellular operators/basic telephony, private insurance sector, IT
industries and E-commerce. They also have a very modern
infrastructure that helps them in cutting search timings for finding
the right candidates and a dedicated team who coordinates with HR
for support in understanding the pros & cons of the candidates.
 Vision
To be a dedicated business partner to our clients and to provide
them with an efficient and customized variety of services and
building a long term relationship.

Team
The team comprises of Young, Dynamic & Smart
HR professionals who have immense experience in understanding
the client’s job description and finding the best candidate for the
profile. Their team is specially trained in sourcing from all hiring
channels and has a strong personal database collected during the last
15 years of operations.
They also have a very modern infrastructure that
helps us in cutting search timings for finding the right candidates and
a dedicated team who coordinates with HR for support in
understanding the pros & cons of the candidates.

Strengths
 Faster, reliable and customized deliveries
 Favourable cost-benefit ratio
 Innovative use of technology
 Meet 85% to 95% of specification/requisites.
 Strong enough to scan/screen & evaluate accordingly.
 Enjoy almost 95% presence in consumer electronics /home
appliances.
 Above 30% presence in automobile segment.
 Approx. 30 to 35% in FMCG.

Major clients
o Accolite Digital JAVA LEAD, JAVA DEVLOPER
o Accolite Digital is React Native
o YOKOGAWA is a Japanese base company
o Yokogowa is a contractual base services
Sources of Recruitment
There are various sources available for a company to recruit
candidates for the vacancy available with them. They are –

 Transfers: Shifting of one candidate within the same grade,

from one job to another. Sometimes it is accompanied by
changes in the place. It is horizontal movement
 Promotion: It is one of the vertical movement of the employee
within an organization. In this, an employee is shifted from one
job level to another and it is accompanied by a raise in their
status, salary and responsibilities.
 Factory Gate Recruitment: To fill up the casual vacancies of
unskilled and semi-skilled jobs, this type of recruitment is done.
 Casual Callers: Employees sometimes approach the companies
personally by either approaching them personally or dropping
mails.
 Advertisement: One of the easiest ways of hiring candidates
for the post is through advertising the vacancy publicly.
 Placement Agencies: Various agencies are available nowadays
performing task of recruitment on behalf of their client
companies and they change commision on that.
 Educational Institutions: Many of the educational institutions
are offering the placement facilities for fresher by tying up with
some good companies.

Importance of Recruitment:
 Recruitment decides the present and future of the firm.
  It helps in reducing the number of visibly under qualified or overqualified
job applicants.
 Helps to reduce the profitability of turnover.
 It helps to increase organization and individual effectiveness.

So, basically a company performs recruitment process to fulfill its

manpower needs by attracting people for the vacant jobs they have
and then finding the suitable candidate among all the applicants. The
main objective of the recruitment is to put the right person at the
right job at the right time and at the right place.

Sources of Recruitment
There are various sources available for a company to recruit
candidates for the vacancy available with them. They are –

 Transfers: Shifting of one candidate within the same grade,

from one job to another. Sometimes it is accompanied by
changes in the place. It is horizontal movement
 Promotion: It is one of the vertical movement of the employee
within an organization. In this, an employee is shifted from one
job level to another and it is accompanied by a raise in their
status, salary and responsibilities.
 Factory Gate Recruitment: To fill up the casual vacancies of
 full time and contractual jobs, this type of recruitment is done.
 Casual Callers: Employees sometimes approach the companies
personally by either approaching them personally or dropping
mails.
 Educational Institutions: Many of the educational institutions
are offering the placement facilities for fresher by tying up with
some good companies.
 Advertisement: One of the easiest ways of hiring candidates
for the post is through advertising the vacancy publicly.
 Placement agencies: Various agencies are available nowadays
performing task of recruitment on behalf of their client
companies and they change commission on that.

Importance of Recruitment(IT sector) :

o Recruitment decides of present and future of the firm.
o Helps to reduce the profitability turnover ratio.
o That means is of the times jobs applications is that a better
applicants for a candidates.

o It helps in reducing the number of visibly under qualified or

overqualified job applicants.
 o It helps includes organizational and effective firm is that of the it
sector.
o It sector is a many challenges and face of threw that after call
and call and candidate convicing them.

STAGES OF RECRUITMENT
For the process of recruitment, the HR department of a company has to go
through various stages and they are as follows:-

❏ Identifying the hiring need – Firstly, the HR’s identify why they need
to recruit employees and for what position.

❏ Planning – Then the HR’s plan what qualities they require in a

candidate to fulfill the tasks properly and how they are going to find
out such an employee.

❏ Searching – The HR’s hunter and gather the information about the all
possible candidates whom the company can target.

❏ Identifying viable candidates – When the HR’s target the candidates

it is not possible that each of them will perfectly fit into what we are
searching for. So the HR’s segregate the possible perfect employees of
the vacancy.

❏ Recruiting of A-level candidates – After searching the possible

candidates, we need to find the best among them, in order to get the
 maximum output for the organization.

❏ Telephonic screening – The HR’s conduct the interviews for

candidates on the call so that they can analyze their basic qualities and
after that they shortlist the best among them.

❏ Interviewing – this time is a covid-19 pandemic situation that is an

online interview servicing. Google meet interview is that of the time.

❏ Selecting / Rejecting – this is a final decision are made about whom

to select whom to reject.

❏ Offering of employment – Candidates are selected after the face-to-

face interview and after that selected candidates are offered the job.
They are provided with the formal offer letter from the HR side asking
them to join the company.

❏ Hiring of candidates – After the candidate formally accept the offer

provided by the HR, they are officially hired.

❏ Onboarding of the candidate – After the employees offered with the

offer letter and they join the company.

RECRUITMENT IN GROWMOR STRATEGIC

MANAGEMENT PVT. LTD.
Growmor Strategic Management Pvt. Ltd. Provides Its clients with the
best employees suitable for the vacant job position in the client
company. But as a recruitment agency, recruitment at Growmor
Strategic Management Strategic Pvt. Ltd. Is a little different then any
corporate would do it by itself.

Communication :

❏ Client sends the job profile of vacant position with salary

budget and details. It involves job description and job
specifications.

Screening :

❏ Growmor will source and match resumes as per the role

profile and details.

❏ Then, Growmor will select candidates for the position

❏ Then, Growmor will take initial interview and screen anyone

not fit for the job.

Processing :

❏ Growmor will send shortlisted candidates to clients for

further interview and/or negotiate.

Confirmation :

❏ Client will take final decision on the selection of candidate

and confirm GrowMor on the selection or rejection within 7
working days.
 ❏ If selected, the client must provide candidate appointment
letter within this time.

❏ If rejected, Growmor will source for talent again for the

same position.

Recruiting new employees can be a costly and time-consuming process for

organisations; one that uses up significant resources, but rarely offers any
guarantees. Employers fully recognise the value of top talent - those
individuals that can drive their business forwards and boost the bottom line.
Human resources departments face a tricky task when it comes to ensuring a
flow of continual talent into the business, and making sure they hire individuals
who are suited to the job and the culture of the organisation. In a buoyant jobs
market, where employers are competing with one another for the most skilled
and experienced staff, this becomes even more difficult.

In many cases, employers need specialist support with their hiring strategies.
Using a recruitment agency to identify and attract talent, and negotiate terms,
can relieve a huge amount of pressure. This approach can help organisations
find the people they need to move forwards, bring them to interview, and
secure their services within budget.

So what exactly is the benefit of a recruitment agency to help hire

professionals? Here are a few practical benefits:

BENEFITS OF RECRUITING (IT SECTOR):

1) Ability to identify talent - The benefit of a recruitment agency is they

work with both employers who are searching for talent, and
professionals who are on the hunt for career opportunities. As such,
they are ideally placed to be ‘in the know’ and operate as an
intermediary between the two parties. The knowledge recruitment
 consultants possess about how to avoid hiring a bad candidate can
be extremely valuable; they know who is looking for work, how
capable they are, and what sort of a salary expectations people have.
Once an employer has created a vacancy and established role
criteria, recruitment agencies can set about finding suitable people
for the position. The 'ideal candidate' is often the one who is not
actively looking for a new job but would be open to one if the right
opportunity presented itself. A recruitment consultant has strong
networks and a clear idea of where to find these individuals.
Another benefit of using a recruitment agency is their extensive
knowledge about individual segments of the jobs market and the
talent that is available in particular localities. They also learn about
employers' requirements and goals. This means they can source
talented individuals who are capable of doing the job.
2) Advertise roles - Sometimes when employers advertise vacancies,
they do not receive applications of the required calibre. They are
looking for an experienced candidate with niche skills, but the CVs
they receive simply don't hit the mark. Often, this is down to poor
marketing; the high-calibre people they need simply don't see the
advert. And if they aren't aware of the opportunity, they can't apply
for the job.
The benefit of recruitment agencies not only advertise vacancies -
both online and on the high street - but they actively seek out
professionals who fit the job description. Recruitment consultants
may establish direct contact with talented individuals they know,
having helped them find a new job in the past, and invite them to
 apply for the role. Some professionals might not be actively looking
for a career change, but your vacancy could just tempt them.
3) Negotiate salaries - As an employer, the last thing you want is
to get to the end of the recruitment process, having identified your
preferred candidate and made a job offer, only to find that you are
poles apart on salary and benefits. Before entering salary
negotiations, recruiters can help you benchmark remuneration
against other businesses in your industry and can provide valuable
resources, like the Robert Half Salary Guide which provides insights
on current trends. Recruitment agencies are also actively placing
skilled candidates and negotiating salaries involved in the hiring
process. They can negotiate on behalf of both parties and agree a
mutually acceptable remuneration package. If both parties are aware
of the other's hopes and expectations from the outset, it ensures
there is a realistic prospect of sealing the deal.
4) Interview candidates - When interviewing candidates, the benefit of
using a recruitment agency is they can conduct interviews on an
employer's behalf, which can save time and money. A recruitment
consultant first provides a candidate screening - potentially over the
phone - to begin the process of narrowing down the applicants. They
can learn a little more about the individuals on the shortlist, and
eliminate any unsuitable matches from the process. The recruitment
agency can also conduct background checking on candidates invited
to interview, meaning the employer's HR department doesn't have
to. When it comes to the final round of interviews, a recruitment
agency can advise on what interview questions to ask.
5)Deliver interim professionals - Using a recruitment agency gives
businesses the benefit of increasing or decreasing their employee
levels as needed. They can identify professionals for full-time,
permanent roles, but also individuals suitable for interim jobs. It may
be that emergency cover is needed for an absent employee, who has
gone off ill or left at short notice. Or an employer may be concerned
about a lack of capacity for a new project or initiative that is getting
underway. Recruiters have candidates on who are willing to hit the
ground running, meaning there is no time wasted getting these
professionals up to speed.
6)Offer industry insight - Another benefit of a recruitment agency is
they spend all day, every day, working to provide staffing solutions for
organisations across a range of industry sectors such as finance and
accounting, financial services, interim management, technology and
office administration. As such, they have significant expertise and jobs
market insight, internationally, nationally, and locally, which employers
can tap into as they plan their recruitment strategy. Recruitment
consultants understand employer needs, candidate expectations, and
the impacts of supply and demand on the jobs market as a whole. This
means they are ideally situated to help employers make educated
decisions, which have a positive impact on the bottom line.
Employers don't need to go it alone, when it comes to hiring. The
benefit of a recruitment agency, such as Robert Half is they can help
businesses and organisations access the skills and experience they
need, in good time, without breaking the bank. This allows employers
to free up time and monetary resources to help drive the business
forward.

Conclusion :- Every company has its own recruitment strategies and as a

placement consultancy firm, GrowMor Placements were having various clients
 having their own criterias’ for different job positions offered by them. In this
study, I have concluded that companies use different job descriptions for
different positions. Some companies have less assessment stages to hire a
candidate. Some require experience while some are ready to work with freshers.
When we discuss about recruitment and retention it depends on the behaviour
of employer as well as the job seeker, candidates opinions changes very
frequently that's why they sometimes don’t go to attend the interview or if they
go, they sometimes don’t join the company after being offered with the job.
They sometimes feel like if they are not provided with all the details from the
placement consultancies, they are afraid