A STUDY PROCESS OF RECRUITMENT

AT

TEAMPRO HR AND IT SERVICES PVT. LTD

PRAVIN KUMAR.S
(REG.NO:215062101165)

A PROJECT REPORT
Submitted to the

FACULTY OF MANAGEMENT STUDIES

in partial fulfillment for the award of the degree
of
MASTER OF BUSINESS ADMINISTRATION

DR.M.G.R EDUCATIONAL
AND RESEARCH INSTITUTE COLLEGE

CHENNAI - 600 095

JUNE 2022

1
 DECLARATION

I Pravin Kumar.S hereby declare that the project report entitled “A STUDY
PROCESS OF RECRUITMENT PROCESS AT “ TEAMPRO HR AND IT
SERVICES PVT.LTD ” is done by me under the guidance of Mr.R.Selvamani
is submitted in partial fulfilment of the requirements for the award of the degree
in MASTER OF BUSINESS ADMINISTRTION

DATE: PRAVIN KUMAR .S

PLACE: SIGNATURE OF
CANDIDATE

2
3
 BONAFIDE CERTIFICATE

Certified that the project report titled “A STUDY PROCESS OF

RECRUITMENT AT “TEAMPRO HR AND IT SEVICES PVT.LTD ” is
the bonafide work of Mr. PRAVIN KUMAR.S (Reg. No. 215062101165) who
carried out the research under my supervision. Certified further, that to the best
of my knowledge the work reported herein does not form part of any other
project report dissertation on the basis of which a degree or award was
conferred on an earlier occasion on this or any other candidate.

R.SELVAMANI Dr.G.BRINDHA

Internal Guide Head of Department

INTERNAL EXAMINER; EXTERNAL EXAMINER;

4
 ACKNOWLEDGEMENT

First of all I would like to thank the almighty for granting me the
wisdom,strength and grace on doing this project.

I would like to convey my sincere gratitude towards Dr.M.G.R university for

giving an opportunity to do an organizational study as part of the university
syllabus.

I owe my sincere gratitude to chancellor A.C.SHANMUGAM B.A,B.L I wish

to thank to our president Mr. A.C.S ARUNKUMAR,B.E

I take this opportunity to thank our secretary thiru A.RAVIKUMAR. I would

like to thank our vice chancellor DR.S GEETHALAKSHMI.

For the kind hearted co operation,direction and assistance in spite of their busy
schedule which has helped me a lot in completing this report successfully.

I would also like to thank my head of the department DR.G BRINDHA and my
guide Mr.R.SELVAMANI for her valuable guidance and advice.

I profusely thanks to my project thanks to my project guide for her valuable

guidance and encouragement throughout this project.

I also extend my sincere thanks to all the faculty members of management

studies for this moral support.

5
S.NO CONTENTS PAGE NO

1 DECLARATION 2

2 3
BONAFIDE CERTIFICATE

3 4
ACKNOWLEDGEMENT

4 6
SECTION I -INTRODUCTION

1. Introduction of the concept of summer

project
2. Objectives of the
Study
3. Scope of the
Study
4. Limitations of
the Study
5 20
SECTION II -COMPANY PROFILE
1. Introduction of the
company
2. History of the company
3. Hierarchy of the
company
4. Activities of the
company
6 31
SECTION III -REPORT
1. Observations in the company
2. Summarizing the project experience
3. Findings during the project
work
4. Suggestions for Improvement.

Table of content

6
 SECTION 1

INTRODUCTION

7
 PROCESS OF RECRUITMENT

INTRODUCTION OF THE CONCEPTOF SUMMER PROJECT:

Recruitment is the process of attracting

individuals on a timely basis in sufficient numbers and with appropriate qualification, to
apply for jobs within an organization. The process of searching prospective employees with
multidimensional skills and experience that suits organization strategies in fundamental to the
growth of the organization, this demands more comprehensive strategic perspective
recruitment.

Organizations require the services of large

number of personnel, these personnel occupies the various positions created to the process of
organization. Each position of the organization has certain specific contributions to achieve
the organizational objectives. The recruitment process of the organizational has to be strong
enough to attract and select the potential candidates with right job specification. The
recruitment process begins with human resource planning and concludes with the selection of
required number of candidates, both HR staff and operating managers have responsibilities in
the process.

"Right person for the right job is the basic

principle in recruitment and selection. Every organisation should give attention to the
selection of its manpower, especially its managers. The operative manpower is equally
important and essential for the orderly working of an enterprise,

Every business organisation/unit needs

manpower for carrying different business activities smoothly and efficiently and for this
recruitment and selection of suitable candidates is essential. Human resource management in
an organisation will not be possible if unsuitable persons are selected and employment in a
business unit.

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Meaning:
Recruitment means to estimate the available
vacancies and to make suitable arrangements for their selection and appointment.
Recruitment is understood as the process of searching for and obtaining applicants for the
jobs, from among whom the right people can be selected,

A formal definition states, "It is the process of

finding and attracting capable applicants for the employment. The process begins when new
recruits are sought and ends when their applicants are submitted. The result is a pool of
applicants from which new employees are selected". In this, the available vacancies are given
wide publicity and suitable candidates are encouraged to submit applications so as to have a
pool of eligible candidates for scientific selection.

In recruitment, information is collected from

interested candidates. For this different source such as newspaper advertisement, employment
exchanges, internal promotion, etc are used. In the recruitment, a pool of eligible and
interested candidates is created for selection of most suitable candidates. Recruitment
represents the first contact that a company makes with potential employees

Definition:

According to EDWIN FLIPPO, "Recruitment is the process of searching for prospective

employees and stimulating them to apply for jobs in the organization.".

9
Need for recruitment:

The need for recruitment may be due to the following reasons / situation.
a) Vacancies due to promotions, transfer, retirement, termination, permanent disability,
death and labour turnover.
b) 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.

Purpose and importance of Recruitment:

1. Determine the present and future requirements of the organization on 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 of visibly
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 organization's legal and social obligations regarding the composition of its work
force.

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.

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9. Recruitment is a positive function in which publicity is given to the jobs available in the
organization and interested candidates are encouraged to submit applications for the purpose
of selection.
Methods of the recruitment process:

Forecasting of the employee is based upon two

factors either internally or externally. There are two methods of doing the process of
professional recruitment

• Internal Recruitment:

It is done when the company looks to fill the vacancy from

their organization or existing workforce itself. It is a cheaper and quicker process to recruit,
people are already familiar with the organization, the company already knows about the
strength and weakness of the candidates.

• External Recruitment:
This is the process when a company looks to fill the vacancy from any suitable application or
outside the business. It is done outside the company which brings new ideas; people have a
wider range of experience, longer process, more expensive, shifts in population, competition,
etc.

11
Importance of the recruitment process:

The main reason why the process of

recruitment is implemented deeply is to find the person who is goal-oriented, talented and
best suitable for the job role within the organization, and also who will help the company
move towards attaining the organizational goals. There is some reason why the requirement
process is so important to the companies:

 To ensure proper alignment of skill sets to organizational goals. Through the process
of refinement, one can make sure that the skill set of the staff or the manpower of a
company remains aligned with its initiative goals or not.

 To ensure effective and efficient recruiting, which means that the person is employed
for the job full of talent, required skills, and qualified for the job?

 To ensure compliance with policies and laws, one must adhere to the laws and
regulations when it comes to human resource management. Equal opportunity and
non-discrimination in the process of hiring are the most major factors which are really
important.

12
  Tools of the Recruitment process:

There are many tools and technologies which

have been developed to help the HR department make much more effective use of emerging
recruitment or existing recruitment channels. According to the reports, the mobile career and
recruitment websites now account for 20% to 30% of traffic. This could even be higher for
the organizations who are embracing social media especially Facebook since half of the
Facebook users are on mobile.

Below is the rundown of some technological tools which plays important role in the
recruitment process in HRM:

 Applicant Tracking System (ATS):

In today's competitive world, ATS is the integration platform which can connect to other
tools and services used in the process of hiring. They help us to bring many recruitment
functions into a central place thus further streamlines the practices. It’s important to feature
i.e. intelligent skills matching is based upon the semantic technology and thus provide the
built-in real-time analytics to evaluate what channels perform the best.

 Mobile Recruiting Tools:

Research from Com score says that about 2.8 million job seekers a month already had crossed
the access of job listing from their mobile devices in U.K., with daily looking of 67%. In
studies, it is found that 88% of people look for the job on their mobile phones, with one in
three keen to apply using their mobile devices. The mobile recruiting tools can be broken
down into several areas, QR codes, text alerts, app, and mobile-optimized websites.

 Gamification:

Gamification is the broad trend to apply game mechanics to the

non-game environment, such as recruitment, to motivate people or change the behaviour
“said Gartner”. According to the analyst's forecast, over next 5 yrs., and by the next 5 yrs.,
there will be more than 70% of the global 2,000 organization

13
  Location Technology:

The Geolocation is the process to identify the real-world

geographic positions of the person with the help of their mobile phones or desktop devices. It
has the potential to bring recruitment and HR teams much more lose with the right talent. At
the time of hiring, when you ask the candidate what is most important to you, they will
always focus on three main things as salary, job title, and location.
 Video Interviewing:

According to the survey of OfficeTeam, UK found 41% of the HR

directors who had increased their use of video conferencing to conduct the interviews as
compared with 2010. The video is the medium for new generation candidate, so HR must
become more accepting of its place in the process of hiring. The video clip can be shared with
everyone in the hiring process. There are no tools which can be used in the process of video
interviewing as Sonra, Tazi, Launchpad, etc.

 Steps Involved in Recruitment Process:

Creating a basic flowchart for recruitment
process sometimes helps in tracking full process. Not every recruitment process is the same,
but this is general as it gets. It is an essential part of an acquisition function which is defined
as the process of creating a pool of candidates who are interested in the job and then hiring
the best candidate well qualified for the job.

There are some of the steps which are involved in the process of recruitment as follows:

 Identify the need for hiring:

This is the process of understanding and identifying the need of requirement from Recruiting
manager about what his/her expectation is to be the vacant seat of the job. The things which
are required to be considered re the education qualification, the flexibility of the candidate,
knowledge, skills, compensation, experience, etc. Because the changes for the candidate may
be good as from their last job, so you also must look at the candidate perfectly about his/her
background.

14
  Planning:

Once you have identified what actually you need both in

terms of hard and soft skills, now it’s time to put a plan together to find what you need from
the candidate. Who all are involved with the hiring process on the steps that will be taken and
the use of communication channel that you will be using to hire the candidate, you must
always make sure that you get the “buy-in” of everybody who is all you need is one misstep
to blow everything.

 Searching:

This is the important stage where the companies are

required to be a “hunter”, not a “gatherer”, as there are many companies who think that
professional and amazing candidate will be going to rain down from the sky into their
company to fill the vacant position of the required job. No, it does not happen. This is why
most of the companies hire “head-hunters”. Even the companies with internal recruiters or the
hiring authorities cannot match the expertise connections of the recruiter who works in the
trenches of the industry day after day.

 Identify viable candidate:

Finding the desired candidate is not enough, anybody can
find the candidate. But, to find a suitable candidate for the job role is much more important.
So, the most important factor, which is also most difficult, is to find them, identify them and
search for them. You must always make sure that the candidate you find fit in your job role &
must be well qualified, talented and challenging enough to face the competitive world.

 Recruiting candidates:
Once the viable candidate is found, the process of recruitment can begin. In other word,
candidates must be sold on not only the opportunity but also on the organization. This
important distinction is missed by some organizations. Top candidates are not just interested
in getting a new job; they are more interested in getting a new job with a great employer.
There could be a chance that they like the job, but do not like the employer and so might not
take the job.

15
OBJECTIVES OF THE STUDY:

PRIMARY OBJECTIVE:

To study of the Emotional Intelligence and impact Values of

Employees at TEAMPRO HR & IT SERVICE PVT.LTD

SECONDARY OBJECTIVE:

 To study the job satisfactions of the employees.

 To study the interpersonal relationship among peers and superiors. –

 To study the factors recruitment of process at TEAMPRO HR & IT SERVICE

PVT.LTD

 To identify employees, work related stress.

 To identify the conflicts a raised in the workplace.

 To find out the challenges towards emotional intelligence in workplace.

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SCOPE OF THE STUDY:

 To understand the employee's attitude and to understand what they needed in the
organization.

 To analyse the recruitment of employees in the organization.

 The study allows how the management cares about the employees

 To analyse the mental strength of the employees.

 Its helps to study the relationships among employees.

 To know how the employ

 Yee’s facilities are available.

17
Limitations:

 The Sample size for the study was limited.

 The period of the study only one months, limited time could be spent on
analysis and on collecting data.

 Owning the time limitations only 120 employees were able to give response in time.

 There may be limitations due to the bias of the employee.

18
SECTION II
COMPANY
PROFILE

19
INTRODUCTION OF THE COMPANY:

INDUSTRY PROFILE:

HR industry is an ideal dream for many MBA aspirants hence, you are expected to know and
understand HR sector. This general awareness will help you in WAT/Essay/GD and PI also.

The HR Industry in India

HR Industry (Human resource) industry in India has become a common need for almost
every business that is looking forward for a good growth at the same time improved
organization managements. Right from hiring the right candidate for the company till
providing the best of the curriculum activates for the employees to grow, there are so many
things that an HR actually does.

As per the research conducted, according to social, economic and cultural landscape, it is in
unprecedented change due to which the need for a right solution that can lead to growth and
professionalization has become quite common. This is the reason why HR industry in India
has gained lot of scope.

HR Services:

It is considered as one of the most precious resource for any organization. Right from
recruiting the right person on the board of a company till ensuring that the management
works in an organized manner to achieve success of the organization, HR looks into every
concern related to the company.
The solution that is offered by the team of HR is worth to take and certainly leads to the
growth. There is a dedicated team of experts in HR who are engaged to offer the clients with
workforce solutions and thus also acts as a middleman between the client and the employee.
To staff the industry in a proper way has become a necessary for the dynamic business
environment. The HR industry thus, ensure that entire gamut of employment solutions are
given to the client to satisfy him in all the best possible ways.
Role of HR industry in India

20
Looking forward to the increasing demand of HR industry, the following services are
performed by the team which includes:

• Recruitment process outsourcing

• Corporate training

• Pay-roll processing

• Organizing the clients meeting

• Representing the team

• Looking forward to increase ether venue of the Company

The HR industry also known as staffing industry is highly noticed in different streams like
Information Technology, Finance, Management, Sales, and Engineering. As per the research
made, it has been also noted down that now a days, the need for such services has increased
in aviation and retail industry as well.

The growth in the economy that is shown by India is highly said to be due to the HR industry
that has come into existence. There are so many factors due to which Indian HR industry is
driven that includes the client industry growth, entry of multinational companies, large
conglomerates in new business domains and many more.

As per the report, it has been noticed down that the Indian HR industry with regards to
permanent and temporary recruitment segments has shown tremendous improvement. It has
been providing with the best of the opportunities in the market.

So far, this industry in India as grown at a compounded annual growth rate of 21% which is
certainly a good thing to notice. HR industry in India is certainly at its peak to get to more
success and allow the client to grow.

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COMPANY PROFILE:

Mission:

To partner with patrons and help them achieve their goals; aided by our professional,
progressive and pro- active services, through a meticulously planned people management
system and managerial practices for effective and efficient service delivery. To serve the
industry with the best possible service through a seamless, dependable, systematic, process
oriented and quality driven HR&IT services.
Vision:

To become a highly Technological and customer- centric service provider in the areas of
Human Resource Management & IT Services by satisfying our customer needs and our
vision is to provide all our customers with the best possible service delivery.

22
HISTORY OF THE COMPANY:

We are a team of young professionals with dream to succeed in life through hard work,
commitment and honesty. Our zeal to create value in all aspects of life brought us together as
a team with passion to excel in our profession.
We believe in being proactive in this competitive world, which will pave way for an action
led approach and thus creating a benchmark in the industry. At TEAMPRO we trust in
delivering the best by being focused, innovative and responsive to our client needs. We
provide highly customized solutions that are perfectly aligned with our client's demands.
Being accountable and transparent in our workflow, is our biggest strength and we work as a
team and thus creating a strong trust and confidence with our clients. We work with people to
transmit an effective relationship we serve our clients through a methodical and a continuous
work-process, which is time-effective. We progress each day with our unique USP's and
process development, which we solely believe is the futuristic way to be successful in today's
world.
We are a team of highly enthusiastic competent staff to render efficient and prompt services
to our esteemed clients. We provide business solutions in an excellent standard and we ensure
our support in the best manner, by constantly adopting the best practices.
We deliver a wide range of services in two main steams of the industry - HR & IT. In the
domain of HR, we can support you with an umbrella of services including recruitment,
manpower supply, background check, payroll, compliance & events. In the field if IT our
resourceful and tech savvy team can deliver services including ERP implementations, app
development, web application, customized solution and knowledge process outsourcing
services.

 PROFESSIONAL

 PROACTIVE

 PROGRESSIVE

 FOCUSED

 FLEXIBLE

 INTEGRAL

 RESPONSIBLE

 COLLABORATIVE

23
HIERARCHY OF THE COMPANY:

Fully Automated, error-free operations to ensure seamless process delivery

Diversified presence with local offices to supply manpower from India, Nepal, Sri
Lanka

Assured Service delivery with 100% compliance of Time, Quality & Count

Industrial and Domain specialized team, to cater our customer's needs effectively

Cloud based ERP access to client with Mobile app based monitoring

High End technology based operations

Fully stacked databases, with over 33.4+ million job applicants' details

Cost effective and customized solution

24-7 customer & candidate support

State of the art fully equipped infrastructure

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ACTIVITIES OF THE COMPANY:

 HR SERVICES

 Recruitment
With a resourceful and ingenious team on-board,
TEAMPRO is all set to deliver the complete recruitment services to all of our clients. With a
wide range of recruitment services, we assist our clients in hiring the best fit, which will
contribute for organizational success.

 Background Verification
"Background verification is becoming indispensable these
days to maintain workforce integrity, safety and to reduce the risk associated with industry-
wide hiring decisions. We operate as your third eye to provide the insight you need to
uncover the unknown facts decisively.

 Payroll Management
TEAMPRO offers complete payroll outsourcing services
in India. Our cloud based system allows for huge connectivity benefits while your business is
on the go. Our services will be alongside you as your business travels around the world.

 Staffing supply
At TEAMPRO, we help our clients with staffing, by
creating a pool of candidates, thus enabling the client to choose and hire from the candidate
pool with ease. With services including Short-term / Long-term supply, our staffing services
helps organizations in hiring right people for their operations.

25
  Events and Creativities
"Our model works best when we can become more than
the hired help and can become strategic event management partners, so the first step for us is
about getting to know you and your business. Since we have taken the time to learn about
your business and the goals of your event, you can rest assured that the event will be on target
and in line with your objectives. Leave the planning and management to us."

 Compliance Management
"We are honoured and much pleased to introduce
ourselves as a consultant for Industrial and Labour Laws. It has been a matter of immense
prestige and honour that our privileged history is storied by successful businesses with so
many industries and established corporate houses. With more than 15 years of experience we
have deep knowledge and expertise in Statutory Compliances matters of HR such as
Employes Provident Fund Act, ESI Act, administration, etc." in short, "WE MAKE THE
LAW'S SIMPLE"

26
  IT ERVICES:

1. KPO Implementation
Knowledge process outsourcing (KPO) is the outsourcing of core, information-related
business activities. KPO involves outsourcing work to individuals that typically have
advanced degrees and expertise in a specialized area. At TEAMPRO we assist our clients in
KPO by offering various range of services to choose from.

2. ERP Services
Our experts at TEAMPRO can help you solve your business problems! with ERP
customization. We will pave way that will allow you to seamlessly integrate core business
processes in real-time, using a custom developed software suite that can track the progress of
your business anytime, anywhere. Built on a robust software architecture that is inter-
operable across various platforms, as well as compatible with all modern operating systems,
ERP acts as both a forward facing and backward facilitator for your enterprise, managing
information and communication between all business functions and outside stakeholders.

The number one goal of implementing ERP software is to boost efficiency. ERP software
eliminates repetitive processes and great reduce the need to manually enter information. The
software is also able to streamline business processes and make it easier and more efficient
for companies to collect data, no matter what department they're working in. Enterprise
resource planning software gives users, and most importantly managers, the tools and
resources needed in order to create more accurate forecasts. Since the information within
ERP is as accurate as possible, businesses can make realistic estimates and much more
efficient/effective forecasts. ERP software will save you time through productivity
enhancement. They also will be able to work easier since the solution was designed for easy
use

27
SECTION III
REPORT

28
OBSERVATION IN THE COMPANY:

RECRUITMENT:
with a resourceful and ingenious team on-board TEAMPRO is all
set to deliver the complete recruitment services to all of our clients. with a wide range of
recruitment services, we assist our clients in hiring the best fit, which will contribute for
organizational success.

WE PROVIDE:

At team PRO. we offer entire range of recruitment

services and we have highly senior recruiters, specialized in confidential searches and head-
hunting. Our skill is well regarded in both domestic and overseas employments.

29
Possessing a diversified skill set enriched team, our staffers are trained in all areas of
recruitment and skill-sourcing activities such as blue collar and white-collar searches, as well
as executive searches for senior managerial positions.

We source the best potential resource at minimum time and thus offering a timely service.

Our skilled and diversified technical skill-sets have wide exposure in more than 19 different
industrial sectors and still counting. Industries like Automobile, Manufacturing, IT/ITES, Oil
& Gas, Telecom, Hospitality and Engineering disciplines are our forte and our recruiters are
given practical training on these industries.

We hold meetings to understand the unique needs of our clients, such as the sourcing
requirements, standards and industry jargon, which will be then passed down the line to the
recruiters working on the job. This will allow us to profile, test and interview candidates from
even niche areas, by our professionals, who are well versed in the stringent criterion and
exacting requirements of each industry.

30
SOURCING METHODOLOGY:

We have a specialized field-sourcing team, to

get on the field across pan India to identify workforce like semi-skilled workers, laborers,
technicians and highly-skilled workers. Our competence lies in our unique understanding of
the inner-workings of each and every industry, and our close interface with some of the
reputed clients, has allowed us to execute stringent screening procedures, backed up by a

31
solid background verification system, in order to ensure that our clients receive nothing but
the best.

32
33
34
 OUR SERVICES

 Executive Search
 Head Hunting
 Blue Collar Sourcing
 Field Search
 White Collar Sourcing
 Permanent Staffing

RECRUITMENT PROCESS

1. Receving of manpower requirement demand JD from client

So we have clients in gulf of country and we have

database of company and we call the clients take a approach and they will give the
database of emp…….

2. Confirming Feasibility and SLA’S (Service Level Agreements) Client

Technical Feasibility. This assessment focuses on

the technical resources available to the organization. Economic Feasibility ,Legal
Feasibility, Operational Feasibility ,Scheduling Feasibility and these types we flow to
take action

3. Client confirms legal compliances for manpower form different nationalities

(like Nepal, Philippines etc)
We also have in gulf and India , Nepal ,
Philippines , etc………..so confirm the where is they want to put manpower in there
places

4. Process is initiated with kick-off & allocates exclusive SPOC for each client
A kickoff is the first meeting with the project
team and the client of the project. This meeting would follow definition of the base
elements for the project and other project planning activities.

35
5. SPOC will conclude recruitment plan & JD study
Single point of contact to get the plan and we
execute the plan what we have.

6. Source candidates from candidate pool

This is like a post the on what we have link in

our apps and website , then post like a job descriptions on online job boards… and gather
referrals.

7. Initial screening & shortlisting of sourced candidates

And next step is emps applied list we shortlise
the candidates not matching and matching separate the list wise..

8. Three Rounds of Assesment Interview to Shortlist

We have like three types in our way of

interview see below

Technical Interview Interview by Domain specialist Commercial Interview

9. Preparation of candidate's screening sheet along with all documents and master
tracker sheet

This is like we get more details about the

candidates and we screening the details and we produce the sheet of details.

10. Submit the quality checks cleared CV's with the client
Next is CV is cleared …..once we clear the
document and submitted the quality cleared CV with clients.

11. CV review & shortlisting by client

From the CV is cleared and we short the list
which is best for from clients based documents .

36
 12. Final interview by client (Direct/Wired) Technical Trade or practical test of
Required)
Next is final we have shortlist emp details send to
the clients and they check and get the interview through the direct or online like via zoom
and telephone…..

13. Final selection by client & candidates sign job offer letter
If the clients is selected the candidates and they sing
for job offers letters…

14. Candidate background verification & reference check (If required)

Clients is required for background verification ….and
we check the candidates from the form of what we have plan and the list wise like court
check, criminal check, address check , like we have 18 steps we have like this so final is
over submitted to the clients.

15. Medical examination & preliminary documentation

This is for most required from clients we have to get
the medical check from the candidates and the documents .

16. Receipt of visa & visa processing

And this is for the visa process for candidates to get
details and we have to applied for the go through flights .

17. Emigration clearance & Travel arrangements

Once we cleared the emigration and get the travel
is processing is completed and we send the visa for candidates.

18. Intimation of flight information to the client

This for flight time and date is comfortable and we
book the tickets for candidates and send the information tom the clients .

19. Orientation & Deployment of candidate

Final process is once candidate is reached we call
back check the candidates is safe and go through the clients.

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 INDUSTRIES WE SERVE

 CONSTRUCTION & INFRASTRUCTURE

 FACILITIES MANAGEMENT

 MEP & HVAC

 AUTOMOBILE

 MANUFACTURING

 BANKING AND FINANCE

 EPC & PROJECT MANAGEMENT

 TELE COMMUNICATIONS

 IT & SOFTWARE SERVICES

 HOSPITALITY

 SWITCHGEARS AND CABLES

 STEEL & MINING

 8&

 OIL & GAS/PETROCHEMICAL

 ENGINEERING

 ALUMINUM, GLASS & METAL

 RETAILING & FMCG

 OFFSHORE & ONSHORE

 POWER & WATER PLANT

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 COMPANYS IN GULF

1.SAUDI ARABIA:
Saudi Arabia, officially the Kingdom of Saudi Arabia, is a country on
the Arabian Peninsula in Western Asia. It has a land area of about 2,150,000 km², making it
the fifth-largest country in Asia, the second-largest in the Arab world, and the largest in
Western Asia.
INFORMATION:
 Capital: Riyadh
 Dialing code: +966
 Currency: Saudi riyal
 Population: 3.48 crores (2020) World Bank
 King: Salman of Saudi Arabia
 Gross domestic product: 70,011.79 crores
 USD (2020)

Visa requirements:
• Duly filled application form.
• Passport valid for at least six months.
• Health insurance must be purchased from the Kingdom of Saudi Arabia....
• Proof of accommodation (hotel, residence, etc.)...
• Visa fees (SAR 300) and insurance (SAR 140). ...
• Applicants must be 18+ unless accompanied by a legal guardian.

2.OMAN:
Oman, officially the Sultanate of Oman, is a country in Western Asia. It is
situated on the southeastern coast of the Arabian Peninsula, and spans the mouth of the
Persian Gulf. Oman shares land borders with Saudi Arabia, the United Arab Emirates, and
Yemen, while sharing maritime borders with Iran and Pakistan.

INFORMATION:
Capital: Muscat
Currency: Omani rial

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Visa requirements:
• A printout of the approved eVisa for Oman (received by email)
• Passport used for the visa application (minimum validity of 6 months)
• Proof of a hotel or other accommodation booking in Oman.
• Proof of return flight or onward travel.

3.QATAR:
Qatar is a peninsular Arab country whose terrain comprises arid desert and a
long Persian (Arab) Gulf shoreline of beaches and dunes. Also on the coast is the capital,
Doha, known for its futuristic skyscrapers and other ultramodern architecture inspired by
ancient Islamic design, such as the limestone Museum of Islamic Art. The museum sits on the
city's Corniche waterfront promenade.

INFORMATION:
Capital: Doha
Currency: Qatari Riyal
Visa requirements:
 complete an online form.
 upload required documents (including passport scans & personal photographs)
 provide an airline booking reservation.
 make an online payment using a valid Visa or Mastercard.

4.KUWAIT:
Kuwait, officially the State of Kuwait, is a country in Western Asia.
It is situated in the northern edge of Eastern Arabia at the tip of the Persian Gulf, bordering
Iraq to the north and Saudi Arabia to the south. Kuwait also shares maritime borders with
Iran. Kuwait has a coastal length of approximately 500 km.

INFORMATION:
Capital: Kuwait City
Dialing code: +965
Currency: Kuwaiti dinar
Population: 42.7 lakhs (2020)
Gross domestic product: 13,619.68 crores USD (2019) World Bank

40
Visa requirements:
• Two passport-size photographs.
• The application form filled.
• A valid passport and a copy of it.
• Travel Health Insurance.
• Reservation details of your stay in Kuwait.
• Latest bank details.

5.BAHRAIN:
Bahrain, officially the Kingdom of Bahrain, is an island country in
Western Asia. It is situated on the Persian Gulf, and comprises a small archipelago made up
of 50 natural islands and an additional 33 artificial islands,centered on Bahrain Island which
makes up around 83 percent of the country's landmass.

INFORMATION:
Capital: Manama
Dialing code: +973
Area: 760 km²
Currency: Bahraini dinar
Population: 17 lakhs (2020)

Visa requirements:
You must have a passport (not any another type of travel document) and it
should be valid for 6 months from arrival in Bahrain. You must have a valid confirmed
onward travel ticket to leave Bahrain. You must be capable of supporting yourself (and
dependents if travelling with you) during the visit.

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6.UNITED ARAB EMIRATES:
The United Arab Emirates, or simply the Emirates, is a country in Western Asia.
It is located at the eastern end of the Arabian Peninsula and shares borders with Oman and
Saudi Arabia, while having maritime borders in the Persian Gulf with Qatar and Iran.

INFORMATION:
Capital: Abu Dhabi
Dialing code: +971
President: Mohammed bin Zayed Al Nahyan
Currency: United Arab Emirates dirham
Population: 98.9 lakhs (2020)

Visa requirements:
A colour passport photograph. A colour copy of your passport (must be valid for six months)
A copy of your Emirates flight ticket, or your flight ticket from our codeshare partner. The
visa application form.
Iraq: National ID Card
Afghanistan: National ID Card (Tazkira
ID)

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SUMMARIZING THE PROJECT EXPERIENCE:

1. Most of the respondents came to know of the vacancy only through posters.

2. Employees opined that recruitment policy of the company is excellent

3. Interview process of the organization is satisfactory it creates more awareness about

the job among the candidates

4. In the workers selection process company recruits or giving more importance to the
experienced person

5. Majority of the respondents are selected through the written test, personal interview
and technical interview

6. Organization utilizes both internal as well as external sources

7. Interview process during the recruitment and selection process are not satisfactory

8. Organization gives more importance for internal resources in recruitment and

selection process

9. Organization taking external sources from employment agencies

10. Major form of interview from the organization is personal interview

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FINDINGS DURING THE PROJECT EXPRERIENCE:

1. From the data analysis it is inferred that 27.2% of the respondents are UG, 62.1% are
PG.5.8% are Diploma and 4.9% are Others.

2. From the data analysis it is inferred that 25.2% of the respondents are strongly agree
with Stress positive influence 35.9% are agree with it.33% neutral,4.9% are disagree
and 1% of the respondents strongly disagree.

3. From the data analysis it is inferred that 44.7% of respondents agree to job affecting
family.55.3% of respondents disagree.

4. From the data analysis it is inferred that 19.4% of the respondents are strongly agree
with working environment are satisfactory and has influence. 41.7% are agree with
it.31.1% neutral,7.8% disagree and 0% strongly disagree.

5. From the data analysis it is inferred that 19.4% of the respondents are strongly agree
with better performance when stress policies are changed influence 41.7% are agree
with it.31.1% neutral,7.8% are disagree and 0% of the respondents strongly disagree.

6. From the data analysis it is inferred that 22.3% of the respondents are strongly agree
with better performance when stress policies are changed influence 35.9% are agree
with it.31.1% neutral,10.7% are disagree and 0% of the respondents strongly disagree.

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7. From the data analysis it is inferred that 24.3% of the respondents are strongly agree
with having frequent argument with your employers and superior 29.1% are agree
with it.24.3% neutral,17.5% are disagree and 4.9% of the respondents strongly
disagree.

8. From the data analysis it is inferred that 26.2 % of the respondents are strongly agree
with importance of managers to build relationship in the workplace 38.8 % are agree
with it.26.2% neutral,8.7 % are disagree and 0% of the respondents strongly disagree.

9. From the data analysis it is inferred that 24.3% of the respondents are strongly agree
with managers taking time out to know employees personally 31.1% are agree with
it.34% neither agree nor disagree,9.7% are disagree and 1% of the respondents
strongly disagree

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 SUGGESTIONS FOR IMPROVEMENT:

1. At the time of selection and hiring of the employees, they must conduct a test to check
the emotional intelligence of the candidates to hire smarter.

2. There should be participative management in the organization as most of the

employees feel that their views and ideas should be valued and considered.

3. Training should be given for skills inventory enhancement

4. Working hours should be provided properly with knowledge

5. Company must focus more on team building interventions to promote superior

subordinate relationship.

6. Employees must be provided with more job security and all terms and conditions to
develop and maintain workplace environment.

7. Recognize your own emotional intelligence strengths and weaknesses to avoid and
manage workplace conflicts through proper training and building workplace
relationships.

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