Sto SW The objectives of the study are as follows:

 To analyze the working capital of the company.

 To determine the operating cycle of the unit.

OT ANALYSIS OF BIBLIOGRAPHY

• MAHINDRA COMPANY PROFILE

- www.mahindra.com

• PRODUCT FEATURES OF MAHINDRA 235 DI

- Office records of Mahindra dealership (Uttranchal)

• ABOUT CONSUMER PERCEPTION

-Consumer Behavior by Leon G. Schiffman & Leslie Lazar

Kanuk

• RESEARCH METHODOLOGY

- Boyd

• MARKETING RESEARCH

- Philip Kotler

MAHINDRA 235 DI

STRENGTHS:
1. Brand image

2. Finance scheme

3. Fuel efficient

4. Best for irrigation

5. Technical feature: Hydraulics

WEAKNESS:

1. Price factor

2. Low penetration

3. Less awareness of product model

2. Less demonstration/events/ advertisement

3. Low resale value.

 OPPORTUNITIES:

1 Big scope in commercial sector.

1. Target potential villages.

3. Region where trolley is used.

4. Dealership network to be utilized for creating the awareness and technical

knowledge.

THREATS:

1. Rigorous advertisement done by other brands.

2. Higher resale value of other brand (Eiecher 242).

3. Easy maintenance of other brand (Eiecher 242).

4. Product already present in the market is with high goodwill

ck ACKNOWLEDGEMENT

I take the privilege of offering my deep sense of gratitude to “RAJ TRACTORS

LALPUR UTTRANCHAL ”, MAHINDRA & MAHINDRA LTD for giving me the

opportunity to work in a congenial environment and providing me the opportunity to

work on summer training project, which helped me immensely to gain foresight into

marketing.
I offer my heartiest thanks to Mr. M.P.Tiwari and Mr. RAJA RAM SINGH

(DEALER) who gave me the opportunity to undergo my summer training with “RAJ

TRACTOR”, (MAHINDRA & MAHINDRA).

I would like to specially thank my project guide Mr. Sahil Jindal who guides me in

completing my project work.

PREFACE

Practical training & focus is considered to be an immensely essential part of all the

professional institution & those who are aspiring for M.B.A. program. This project is
done in the field of marketing. As aspect of management education, which is receiving

attention in the evaluation of the practical training is to bring actual requirement in

touch of student of management. This project has been done with an aim to study &

understand the customer perception for single cylinder tractor of Mahindra &Mahindra.

This project work has been done under the kind permission of Mr. M.P. Tiwari (External
Guide), M&M. This report gives a true picture of practical activity done within the
jurisdiction

Cod

DECLARATION

I hereby declare that the project entitled on “the customer perception for single tractor

of mahindra & mahindra”. RAJ TRACTORS to the EBS Ambala, in partial

fulfillment of the degree of Master of Business Administration (MBA) is my original

and not submitted for award of any other degree, diploma or other similar award.

MUID AHMAD
MBA

e:

Name of stock exchange Code No. Security

Stock Exchange, New Delhi 00012 Equity Shares
Stock Exchange, Mumbai 500495 Equity Shares
National Stock Exchange, Mumbai Escorts Equity Shares

Yearly Stock Market Data

Year Equity Shares Name of the Stock Exchange

High (Rs.) Low (Rs.)
1999-00 269.00 51.00 Mumbai Stock Exchange
2000-01 156.00 66.75 do
2001-02 89.35 37.95 do
2002-03 76.20 35.00 do
2003-04 113.30 34.70 do
2004-05 117.35 53.00 do
2005-06 127.30 53.00 do
2006-07 157.10 72.70 do
2007-08 174.00 52.20 do
2008-09 113.00 30.65 do

Liquidity of Shares

The trading volumes at major Stock Exchanges, during the Financial Year 2008-2009, are given
below:
 National Stock Exchange of India Ltd Bombay Stock Exchange Ltd
Value
No. of Value (Rs. in No. of No. of No. of
Months (Rs. in
Shares Lacs) Transac. Shares Transac.
Lacs)
October, 2008 2890641 1241.54 31095 1176139 511.04 16587
November,
2344175 881.40 24949 926424 357.43 11880
2008
December,
6475177 2625.44 54720 2875639 1177.21 23273
2008
January, 2009 2985114 1186.85 29269 1393113 560.61 13098
February,
2089697 752.31 17123 608540 222.96 8072
2009
March, 2009 7060338 2649.06 52369 3355173 1270.92 23561
April, 2009 37010265 16195.73 149802 21131230 923.07 77981
May, 2009 36138041 19628.74 177087 22360889 1220.21 95925
June, 2009 37708709 26510.42 225931 18950907 1338.48 105587
July, 2009 32933535 21705.40 256204 21855686 1443.80 132367
August, 2009 22770139 16697.82 169193 11476358 838.57 74866
September,
55594062 51638.96 378224 32275977 3003.51 164109
2009
TOTAL 245999893 161713.68 1565966 138386075 12867.81 747306

Nomination Facility

Investors are eligible to file their nominations against shares, debentures and SPNs held under
physical mode. The facility of nomination is not available to non-individual shareholders such as
societies, trusts, bodies corporate, karta of Hindu Undivided families and holders of Powers of
Attorney. The investors, who wish to avail this facility, may send prescribed Form 2B duly filled in
and signed to the Corporate Secretariat & Law.

Share transfer system

The company has a share Transfer Committee that normally meets once in a month. The shares
received are usually transferred within a period of 20.30 days from the date of receipt, subject to
their validity.

Agreement with NSDL/CDSL

Your Company has already entered into ageements with NSDL and CSDL for induction of company's
securities into their depository system and company has established in house connectivity from the
above depository participants. The shareholders are requested to write to the Company in case any
clarification is required in the matter for dematerialisation of their physical equity shares into
electronic form.

Dematerialisation of Shares Effective 31st May, 1999, the equity shares of the company have to
be compulsorily traded and settled only in the dematerialised form. The shareholders are requested
to send their physical share certificates for dematerialisation through their depository participants
immediately.

Payment of dividend through Electronic Clearing Service (ECS)

Your Company has already introduced ECS mode of payment of dividend. The ECS has the
following advantages:

Timely credit of dividend amount to your bank account at no extra cost.

No scope for theft/fradulent encashment of dividend warrant
No chance of loss/damage of dividend warrant in transit
 No need to visit bank for depositing dividend warrant
No need of writing to the Company for revalidation of dividend warrant.

In case an investor desires that the dividend be credited to his bank account through ECS,
the ECS Mandate Form duly completed in all respects may be sent immediately.

Fixed Deposit Schemes

AT PRESENT THE COMPANY HAS STOPPED ACCEPTING FIXED DEPOSITS.

Statistics of dividend payment

Year Rate Date of Payment

1996-97 45% 10th September, 1997
1997-98 45% 15th September, 1998
1998-99 45% 18th October, 1999
1999-2000 45% 29th May, 2000
2000-2001 45% 22nd October 2001
2001-2002 10% 11th October 2002
2002-2003 10% 24th December 2003
2003-2004 Nil N.A.
2004-2005 Nil N.A.
2005-2006 Nil N.A.
2006-2007 Nil N.A.
2007-2008 Nil N.A.
2008-2009 10% 11th April, 2010 (Proposed)
Technologies

Escorts AMG has three recognized and well-accepted tractor brands, which are on
distinct and separate technology platforms.

Farmtrac: World Class Premium tractors, with single reduction and epicyclic reduction
transmissions from 34 to 75 HP.

Powertrac: Utility and Value-for-money tractors, offering straight-axle and hub-

reduction tractors from 34 to 55 HP. India’s No.1 economy range – engineered to give
spectacular diesel economy.

Escort: Economy tractors having hub-reduction transmission and twin-cylinder engines from 27 to
35 HP. Pioneering brand of tractors introduced by Escorts with unbeatable advantagesInternational
Subsidiaries

Escorts AMG has one international subsidiary.

Farmtrac Tractors Europe Sp.z o.o.in Poland.
We now cater to 41 countries.
Fuctional Excellence

Manufacturing
Quality Assurance
Materials Management
Sales & Marketing
Knowledge Management
Finance
Human Resources
Information Technology

Beyond manufacture, Escorts has made substantial investments towards the modernisation of farm
technology. The Escorts Institute of Farm Mechanisation (EIFM) at Bangalore is a unique center
where training is imparted in operation, maintenance and repair of farm machinery. It is among the
few institutions of its kind in the world. Its programs are aimed at encouraging customers, dealers,
engineers, mechanics as well as the field staff of Escorts, towards meeting its objective of
enhancing agricultural productivity and improving quality of life in rural India.

For more information, visit Agri Machinery Group website.

Balance Sheet of ------------------- in Rs. Cr. -------------------

Escorts
Sep '05 Sep '06 Sep '07 Sep '08 S
15 mths 12 mths 12 mths 12 mths 1
Sources Of Funds
Total Share Capital 72.23 72.23 83.69 90.71
Equity Share Capital 72.23 72.23 83.69 90.71
Share Application Money 0.00 0.00 0.00 0.00
Preference Share Capital 0.00 0.00 0.00 0.00
Reserves 448.76 467.76 563.38 645.49 1
Revaluation Reserves 97.14 478.58 471.90 466.46
Networth 618.13 1,018.57 1,118.97 1,202.66 1
Secured Loans 427.91 422.54 414.04 422.63
Unsecured Loans 240.54 167.83 31.10 14.44
Total Debt 668.45 590.37 445.14 437.07
Total Liabilities 1,286.58 1,608.94 1,564.11 1,639.73 1
Sep '05 Sep '06 Sep '07 Sep '08 S
15 mths 12 mths 12 mths 12 mths 1
Application Of Funds
Gross Block 1,006.31 1,401.03 1,436.96 1,415.93 2
Less: Accum. Depreciation 492.85 534.43 583.24 593.41
Net Block 513.46 866.60 853.72 822.52 1
Capital Work in Progress 2.38 21.47 13.40 14.43
Investments 497.07 456.24 425.13 425.79
Inventories 125.94 172.49 158.49 201.96
Sundry Debtors 176.84 292.75 379.74 518.22
Cash and Bank Balance 124.02 109.23 145.91 95.79
Total Current Assets 426.80 574.47 684.14 815.97
Loans and Advances 599.26 576.12 614.17 412.31
Fixed Deposits 24.50 106.49 27.30 18.72
Total CA, Loans & Advances 1,050.56 1,257.08 1,325.61 1,247.00
Deffered Credit 0.00 0.00 0.00 0.00
Current Liabilities 473.16 610.95 662.64 753.34
Provisions 322.57 397.95 407.04 127.67
Total CL & Provisions 795.73 1,008.90 1,069.68 881.01
Net Current Assets 254.83 248.18 255.93 365.99
Miscellaneous Expenses 18.84 16.45 15.93 11.00
Total Assets 1,286.58 1,608.94 1,564.11 1,639.73 1
Contingent Liabilities 253.41 238.46 318.74 140.50
Book Value (Rs) 72.13 74.76 77.31 81.16

1. Working Capital Cycle Useful Links

More Info
Cash flows in a cycle into, around and out of a business. It is the Prepare projections
business's life blood and every manager's primary task is to help keep it Make cashflow forecasts
Get free planner
flowing and to use the cashflow to generate profits. If a business is Write business plan
operating profitably, then it should, in theory, generate cash surpluses. If Seek planning advice
Improve cash flow
it doesn't generate surpluses, the business will eventually run out of cash Raise finance
and expire. Click here for more information about the vital distinction See Also
between profits and cashflow. Develop strategic plan
Write strategic plan
Get planning insights
The faster a business expands, the more cash it will need for working Plan to plan
See planning surveys
capital and investment. The cheapest and best sources of cash exist as Business plan guide
working capital right within business. Good management of working Software Tools
capital will generate cash will help improve profits and reduce risks. Bear Financial Planner
Cashflow Forecaster
in mind that the cost of providing credit to customers and holding stocks Business Planner
can represent a substantial proportion of a firm's total profits. Expert Business Planner
Marketing Planners
Free Planners
There are two elements in the business cycle that absorb cash - Buy Software
Inventory (stocks and work-in-progress) and Receivables (debtors Financial Projections
Cashflow Forecasts
owing you money). The main sources of cash are Payables (your Business Plans
creditors) and Equity and Loans. Marketing Plans
Strategic Plans
Each component of working capital (namely inventory, receivables and
payables) has two dimensions ........TIME ......... and MONEY. When it
comes to managing working capital - TIME IS MONEY. If you can get
money to move faster around the cycle (e.g. collect monies due from
debtors more quickly) or reduce the amount of money tied up (e.g.
reduce inventory levels relative to sales), the business will generate more
cash or it will need to borrow less money to fund working capital. As a
consequence, you could reduce the cost of bank interest or you'll have
additional free money available to support additional sales growth or
investment. Similarly, if you can negotiate improved terms with suppliers
e.g. get longer credit or an increased credit limit, you effectively create
free finance to help fund future sales.

If you ....... Then ......

• Collect receivables You release cash
(debtors) faster from the cycle
• Collect receivables Your receivables
(debtors) slower soak up cash
• Get better credit (in You increase
terms of duration or your cash
amount) from suppliers resources
• Shift inventory (stocks) You free up cash
faster
• Move inventory (stocks) You consume
slower more cash

It can be tempting to pay cash, if available, for fixed assets e.g.

computers, plant, vehicles etc. If you do pay cash, remember that this
is now longer available for working capital. Therefore, if cash is
 tight, consider other ways of financing capital investment - loans,
equity, leasing etc. Similarly, if you pay dividends or increase
drawings, these are cash outflows and, like water flowing down a
plug hole, they remove liquidity from the business.
DESSERTATION REPORT
ON
“RECRUITMENT AND SELECTION”
AT
IBM
(GURGAON)

Submitted In the partial fulfilment of the requirement

For the award of degree
Of
MASTER’S OF BUSINESS AMINISTRATION
SESSION (2008-10)

SUBMITTED TO: - SUBMITTED BY:-

KURUKSHETRA UNIVERSITY, Jeeny Jaswal
KURUKSHETRA MBA
Roll No.-14
Univ. Roll No
 E-max Business School Badhauli (Ambala), HARYANA
(Approved by AICTE, Affiliated to Kurukshetra university,kurukshetra)

DECLARATION

I, Jeeny Jaswal, student of MBA IVth Semester, studying at E-max Business School,
Badhauli, hereby declare that the summer training report on “Recruitment And Selection”
submitted to Kurukshetra University, kurukshetra in partial fulfillment of Degree of
Master’s of Business Administration is the original work conducted by me.

The information and data given in the report is authentic to the best of my knowledge.

This dessertation report is not being submitted to any other University for award of any
other Degree, Diploma and Fellowship.

(Jeeny Jaswal)
 ACKNOWLEDGEMENT

It is my pleasure to be indebted to various people, who directly or

indirectly contributed in the development of this work and who influenced my thinking,
behavior, and acts during the course of study.
I am thankful to Ms. Ishita who provided her valuable suggestions and
precious time in accomplishing my project report.
I also like to thank the almighty and my parents for their moral support
and my friends with whom I shared my day-to-day experience and received lots of
suggestions that improved my quality of work.

(Jeeny Jaswal)
 PREFACE

MBA is stepping-stone to management career. In order to achieve practical, positive &

concentrate results the classroom learning needs to be effectively needy to the realities of
the situation existing outside the classroom.

To develop healthy managerial & administrative skills in the potential managers, it is

necessary that theoretical knowledge must be supplemented with exposure to the real
environment. Actually it is life for a management. It is in the practical training that the
measuring of management itself is realized.
 CONTENTS

Sr. no. Contents

Declaration
Certificate
Acknowledgement
Preface
Chapter-1 Introduction
Chapter-2. Company profile
Objectives of study

Chapter-3. Research methodology

Limitations of study
Chapter-4. Data analysis & interpretation
Chapter-5. Findings
Conclusion
Suggestions
Annexure

Bibliography
CHAPTER 1

INTRODUCTION
Recruitment & Selection - Theory &
Practice

Meaning Of Recruitment

Recruitment which forms the

basis for any organization forms
an important part of HR
function. Attracting and
retaining the right people is the
cornerstone of an
organization's success. The key
 to successful recruitment is to
strengthen your relationships
with both

the current and the potential

workforce. Rather than
maintaining temporary
relationships with those who
could fill one particular vacant
position, the focus is keeping
long-term relationships with
people who have the potential to
 work for your organization at
some stage.

Recruitment and Selection allows management to determine and gradually modify the
behavioral characteristics and competences of the workforce.

Recruitment:

Potential candidates may come from an internal trawl of the organization, or from
the external job market. The latter are reached through channels such as
recruitment advertising, employment agencies, professional associations or word
of mouth. The approach differs according to the organization's resourcing
philosophy:
- Organizations with a strong culture are likely to seek malleable new
employees at school-leaving or graduate levels. More senior jobs are
filled from the internal job market.

- Companies looking for the 'right' (best fit for the job) person however
may rule out internal applicants because they do not match the
personnel specification prepared for the job.

Informal recruiting

Word-of-mouth applicants are likely to stay longer and may be more suitable than
recruits obtained by advertising. But word-of-mouth is discriminatory, since it
restricts applications to established communities and excludes recently arrived
minority groups who have not had time to become part of informal networks.
At senior levels the informal method known as 'headhunting' or executive search
has become common. Specialist consultancies aim to find 'outstanding' people to
fill higher-paying jobs. Whether they really are 'outstanding' is questionable.

Formal recruiting

Equal opportunity demands equal access. This can only be achieved through
public and open recruitment. The likelihood of attracting 'suitable' applicants
depends on the detail and specificity of the recruitment advertisement or
literature. Key factors such as salary, job title, career and travel opportunities
obviously influence response rates.

According to Edwin B. Flippo, “Recruitment is the process of searching the candidates

for employment and stimulating them to apply for jobs in the organisation”. Recruitment
is the activity that links the employers and the job seekers.

 A process of finding and attracting capable applicants for employment. The process
begins when new recruits are sought and ends when their applications are submitted. The
result is a pool of applications from which new employees are selected.

 It is the process to discover sources of manpower to meet the requirement of staffing

schedule and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of an efficient working force.
Recruitment is a continuous process whereby the firm attempts to develop a pool of
qualified applicants for the future human resources needs even though specific vacancies
do not exist. Usually, the recruitment process starts when a manager initiates an
employee requisition for a specific vacancy or an anticipated vacancy.

RECRUITMENT NEEDS ARE OF THREE TYPES

 PLANNED
i.e. the needs arising from changes in organization and retirement policy.
 ANTICIPATED
Anticipated needs are those movements in personnel, which an organization can predict
by studying trends in internal and external environment.

UNEXPECTED
Resignation, deaths, accidents, illness give rise to unexpected
needs

Recruitment Process

The recruitment and selection is the major function of the human resource department
and recruitment process is the first step towards creating the competitive strength and the
strategic advantage for the organizations. Recruitment process involves a systematic
procedure from sourcing the candidates to arranging and conducting the interviews and
requires many resources and time.

The recruitment process begins with the human resource department receiving
requisitions for recruitment from any department of the company. These contain:
• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required
• Locating and developing the sources of required number and type of
employees (Advertising etc).
• Short-listing and identifying the prospective employee with required
characteristics.

• Arranging the interviews with the selected candidates.

• Conducting the interview and decision making.

1. Identify vacancy

2. Prepare job description and person specification

3. Advertising the vacancy

 4. Managing the response

5. Short-listing

6. Arrange interviews

7. Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e. the final
interviews and the decision making, conveying the decision and the appointment
formalities.

STEPS OF RECRUITMENTS

Step 1. Getting Approval to Search

Step 2. Appointing the Search Committee

Step 3. Developing Search Plan

Step 4. Advertising the Position

Step 5. Processing Applications

Step 6. Certifying the Applicant Pool

Step 7. Narrowing the Applicant Pool

Step 8. Interviewing the Finalists

Step 9. Getting Approval to Hire

Step 10. Preparing the Letter of Offer]

Recruitment Policy Of a Company

In today’s rapidly changing business environment, a well defined recruitment policy is

necessary for organizations to respond to its human resource requirements in time.
Therefore, it is important to have a clear and concise recruitment policy in place, which
can be executed effectively to recruit the best talent pool for the selection of the right
candidate at the right place quickly. Creating a suitable recruitment policy is the first step
in the efficient hiring process. A clear and concise recruitment policy helps ensure a
sound recruitment process.
It specifies the objectives of recruitment and provides a framework for implementation
of recruitment programme. It may involve organizational system to be developed for
implementing recruitment programmes and procedures by filling up vacancies with best
qualified

COMPONENTS OF THE RECRUITMENT POLICY

• The general recruitment policies and terms of the organisation

• Recruitment services of consultants

• Recruitment of temporary employees

• Unique recruitment situations

• The selection process

• The job descriptions

• The terms and conditions of the employment

A recruitment policy of an organisation should be such that:

• It should focus on recruiting the best potential people.

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

• Unbiased policy.

• To aid and encourage employees in realizing their full potential.

• Transparent, task oriented and merit based selection.

• Weightage during selection given to factors that suit organization needs.

• Optimization of manpower at the time of selection process
• Defining the competent authority to approve each selection.

• Abides by relevant public policy and legislation on hiring and employment

relationship.

• Integrates employee needs with the organisational needs.

Sources Of Recruitment
Every organisation has the option of choosing the candidates for its
recruitment processes from two kinds of sources: internal and
external sources. The sources within the organisation itself (like
transfer of employees from one department to other,
promotions) to fill a position are known as the internal sources
of recruitment. Recruitment candidates from all the other
sources (like outsourcing agencies etc.) are known as the
external sources of recruitment
 SOURCES OF RECRUITMENT

Recruitment is mainly carried out by two sources. One is the internal source &
the other is the External Source.

Internal Sources of Recruitment

Internal sources of recruitment are those options which are available to the
recruiters or the hiring managers within the organization. These are also
considered as the more reliable sources.
The Internal Sources of Recruitment comprises of the following:
a. Internal Promotions
b. References
c. Ex-Employees

Internal Promotion – Many a times the openings in a particular team can be

filled in by internal promotions or by way of lateral promotions within the
organization. Internal Promotion is mostly common in case of senior positions.
Internal Promotions also helps to boost and nurture talent within the
organizations & motivates people. It also helps in cutting the recruitment cost of
the company.

Reference – Employee referrals is also one of the famously and commonly used
tools for recruitment by many organizations.
Employee Referrals is also a reliable source as they are candidates referred by
the employees.

Ex-Employees – Many organizations also consider their Ex-Employees who are

willing to join back the organization for an opening. Ex-employees are
considered, as they are well aware with the culture and working of the
organization and hence less is needed to invested in them, with regards to
induction.

External Sources of Recruitment

Since all the openings in any Organization cannot be filled by internal

recruitment, the Recruitment team also explores other options which are external
to the organization. Organizations seek for external options for recruitment as it
gives more scope n choice to the hiring manager to hire the best person for the
position.
External Sources of recruitment can be further classified into the below:
1. Job Portals
2. Consultants
3. Walk-Ins
4. Advertisements
5. Campus Recruitment

Portals - Job portals is the latest of the tools used by recruiters to source
candidates matching to their requirements & with the required skill sets. Job
Portals gives a to the recruiters & hiring managers to a large pool of
candidates throughout the world.The various Job Portals used by the organizations
these days include, Naurki.com, Jobsahead.com, Monster.com, Timesjob.com etc.

Consultants - Consultants are a third party recruiter who sources the candidates for
the given openings and screens the profiles & the process it further to the HR

department of the organization. Consultants help reduce the burden of the recruitment
team, for which they charge consultant fees.

Walk-ins - Walk-in interviews are conducted by organizations in case of mass

openings. In case of Walk-in interviews, an advertisement is published in either
newspapers or online on the job portals intimating the candidates about the position.
Candidates can then Walk-in for an interview on the scheduled day of Interview. In
case of Walk-in Interviews, there is no pre screening done of the candidates.

Walk-ins are mainly carried out in case of mass openings or for junior level openings.

Advertisements - Advertising about a vacancy is the oldest for of recruitment.

Advertisements are either published in Newspapers or
 are posted on the Job Portals. Newspapers was the old means of advertisements which
is fast being replaced by Web Advertisements. Advertisements as means is widely
used as it reaches to the masses and helps in attracting the desired pool of applicants.
Campus Recruitment - Graduate recruitment or campus recruitment refers to the
process whereby employers undertake an organised program of attracting and hiring
students who are about to graduate from schools, colleges and universities.

Employers commonly attend campuses to promote employment vacancies and careers

opportunities to students who are considering their options following graduation. In
the United Kingdom, the process of employers visiting a series of universities to
promote themselves is called the milk round.

Selection methods used by employers include interviews, aptitude tests, roleplays,

written assessments, group discussions and presentations.

Many schools, colleges and universities provide their students with independent
advice via a careers advisory service which is staffed by professional careers
advisors. The careers advisory service often organises a careers fair or job fair where
a large number of employers visit the campus at once giving students the opportunity
to meet a range of potential employers.

Sources of Recruitment at IBM

Sources of Internal Recruitment

a. Reference - IBM practices Reference as a source to gather pool of applicants. Referred
candidates are considered for interviews & employee referring the candidates are given
reference amount if the candidate is selected.
This helps to motivate the employees to refer candidates for the opening at IBM and also
provide as helping hand to the recruitment team.
b. Internal Promotions - In case of any backfill opening, an attempt is first made to fill
in the position by way of internal promotion. Internal promotion is also considered in
case of very Senior level openings at IBM

c. Ex-Employees – IBM encourages taking up Ex-employees for any openings. It

maintains a record of all its Ex-employees.

Sources of External Recruitment

Job Portals - At IBM, the recruitment team has access to three job portals. This includes
the following:
1. Naurki.com
2. Monster.com

Walk-Ins - IBM usually conducts scheduled interviews and hence the frequency of
conducting Walk-In Interviews is very low at IBM.

Advertisements – IBM posts advertisements in Newspapers as well as on Job

portals. In Newspapers IBM Job Opening advertisements are mainly published in
Hindustan Times . While with respect to Job Portals, IBM posts advertisements on
Naukri & Monster.
Campus Recruitment - IBM recruits Trainees from Campus recruitment.

The procedure adopted by IBM for Campus Placement is :

 1. Target Good College
2. PPT (Pre Placement Talks)
3. Run a Test
4. Technical Interview
5. HR Interview.

Target Good College –IBM targets few good Colleges for its Campus Placements. Most
of the recruitment done through Campus is for the technical position.

Following are the list of colleges for Campus Placements:

a. PEC
b. TEC
c. CEC
d. CHEC
e. APC

PPT (Pre Placement Talks) – In the Pre Placement Talks, the students from the Campus
is made aware about the Company and its field of operation. PPT is a way to introduce
the company to the students and generate interest in them about the company.

Test – For Campus selection, various tests are run by IBM Aptitude Test, Visual
Reasoning Test, Personality Effectiveness Test, Decision Making Style Test, 16 P.F Test
are few of the Tests conducted by IBM. The Students have to pass the test to be short
listed for Technical Interview.

Technical Test – The technical test which comprises of the Technical Panel evaluates the
students on the basis of their Technical knowledge pertaining to the opening. Since the
applicants are fresher’s, more emphasis is laid on strong theoretical knowledge about the
subjects.
HR Interview - Once a candidate is short listed in the Technical Round, he goes through
the HR Interview round. In this interview, the candidates are evaluated on the personality
traits.

Offer/Reject – Bases on the feedback of both the Technical Interview as well as the HR
Interview, the candidate is either offered or rejected.

IBM’s Campus Placement

 Target
Colleges

Pre Placement
Talk (PPT)

Reject Evaluation Select

Test

Technical Select
Reject Interview

Reject HR Select/Offered
Interview

Join

IBM’S Campus Placement Process Flow

 Recruitment & Selection Cycle Flow Chart

Manage Opening (New/Backfill)

The recruitment cycle in any Organization starts with a need to fill up a job opening. The
Job opening can either be for a new position or for a backfill (position created due to
existing employee leaving the organization).

Plan Strategy to fill position (Sourcing)

The second stage of the recruitment Cycle includes planning a strategy to fill in the
opened position. This can be done by various sources. Few of the commonly used means
are as under:
1. Job Portals
2. Consultants
3. Head Hunting
4. Refferals
5. Advertising (Print / Web)
6. Walk-ins

The recruiters use a combination of these means to close upon a position.These sources
enable the recruiter to generate a pool of applicants for the job openings.

Scan Received Profiles

The received profiles are then scanned on the basis of the following criteria’s:
a. Education Qualification
b. Relevant experience
c. Required Skill sets
Once the CV’s are scanned, the relevant CV’s are then forwarded for the Technical round
of Interview.
Technical Interviews
In the technical interview, a panel of two interviews the candidates and evaluates them on
the basis of their technical competency. The panel also evaluates the candidate on the
basis on the project requirement and against the role and requirement. Candidates who do
not fit in are rejected
Technical Interviews are usually conducted personally. If however the candidate is an
Out Stationed one, then the Interview is done over a telephone or through Video
Conferencing.

HR Interview
After the candidate is short listed by technical panel he undergoes an Interview and
Evaluation by the HR recruiter on the following grounds:
a. Behavioural competencies
b. Overall suitability against requirement
If the candidate is found suitable, he is extended an offer, otherwise he is rejected.

Offer
Following are the offer procedure:
a. Salary details sent to the offered candidate
b. Negotations carried out
c. Final Offer letter sent
d. Offer accepted
e. Joining date confirmed

Accepting the Offer/ Joining

The recruitment & selection process ends with the candidate joining the organization.
 Factors Affecting Recruitment

The recruitment function of the organisations is affected and governed by a mix of

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

FACTORS AFFECTING RECRUITMENT

 Recent Trends in Recruitment

The following trends are being seen in recruitment:

• OUTSOURCING

In India, the HR processes are being outsourced from more than a decade now. A
company may draw required personnel from outsourcing firms. The outsourcing
firms help the organisation by the initial screening of the candidates according to the
needs of the organisation and creating a suitable pool of talent for the final selection
by the organisation. Outsourcing firms develop their human resource pool by
employing people for them and make available personnel to various companies as per
their needs. In turn, the outsourcing firms or the intermediaries charge the
organisations for their services

Advantages of outsourcing are:

1. Company need not plan for human resources much in advance.

2. Value creation, operational flexibility and competitive advantage

3. turning the management's focus to strategic level processes of HRM

4. Company is free from salary negotiations, weeding the unsuitable

resumes/candidates.

5. Company can save a lot of its resources and time

• E-RECRUITMENT

Many big organizations use Internet as a source of recruitment. E- recruitment is the

use of technology to assist the recruitment process. They advertise job vacancies
through worldwide web. The job seekers send their applications or curriculum vitae
i.e. CV through e mail using the Internet. Alternatively job seekers place their CV’s
in worldwide web, which can be drawn by prospective employees depending upon
their requirements.

Advantages of recruitment are:

o Low cost.

o No intermediaries
 o Reduction in time for recruitment.

o Recruitment of right type of people.

o Efficiency of recruitment process.

Recruitment Vs Selection

Both recruitment and selection are the two phases of the employment process. The
differences between the two are:
1. Recruitment is the process of searching the candidates for employment and stimulating
them to apply for jobs in the organisation WHEREAS selection involves the series of
steps by which the candidates are screened for choosing the most suitable persons for
vacant posts.

2. The basic purpose of recruitments is to create a talent pool of candidates to enable the
selection of best candidates for the organisation, by attracting more and more employees
to apply in the organisation WHEREAS the basic purpose of selection process is to
choose the right candidate to fill the various positions in the organization.

3. Recruitment is a positive process i.e. encouraging more and more employees to apply
WHEREAS selection is a negative process as it involves rejection of the unsuitable
candidates.

4. Recruitment is concerned with tapping the sources of human resources WHEREAS

selection is concerned with selecting the most suitable candidate through various
interviews and tests.
5. There is no contract of recruitment established in recruitment WHEREAS selection
results in a contract of service between the employer and the selected employee known
by previous job.

Recruitment Strategies

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

For formulating an effective and successful recruitment strategy, the strategy should
cover the following elements:

1. Identifying and prioritizing jobs

Requirements keep arising at various levels in every organisation; it is almost a

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

2. Candidates to target
The recruitment process can be effective only if the organisation completely
 understands the requirements of the type of candidates that are required and will
be beneficial for the organisation. This covers the following parameters as well:

o Performance level required: Different strategies are required for focusing

on hiring high performers and average performers.

o Experience level required: the strategy should be clear as to what is the

experience level required by the organisation. The candidate’s experience
can range from being a fresher to experienced senior professionals.

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

3. Sources of recruitment

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

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

5. How to evaluate the candidates

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

Recruitment is a function that requires business perspective, expertise, ability to find and
match the best potential candidate for the organisation, diplomacy, marketing skills (as to
sell the position to the candidate) and wisdom to align the recruitment processes for the
benefit of the organisation. The HR professionals – handling the recruitment function of
the organisation- are constantly facing new challenges. The biggest challenge for such
professionals is to source or recruit the best people or potential candidate for the
organisation.

In the last few years, the job market has undergone some fundamental changes in terms
of technologies, sources of recruitment, competition in the market etc. In an already
saturated job market, where the practices like poaching and raiding are gaining
momentum, HR professionals are constantly facing new challenges in one of their most
important function- recruitment. They have to face and conquer various challenges to
find the best candidates for their organisations.

The major challenges faced by the HR in recruitment are:

• Adaptability to globalization – The HR professionals are expected and required to

keep in tune with the changing times, i.e. the changes taking place across the
globe. HR should maintain the timeliness of the process

• Lack of motivation – Recruitment is considered to be a thankless job. Even if the

organisation is achieving results, HR department or professionals are not thanked
for recruiting the right employees and performers.
 • Process analysis – The immediacy and speed of the recruitment process are the
main concerns of the HR in recruitment. The process should be flexible, adaptive
and responsive to the immediate requirements. The recruitment process should
also be cost effective.

Strategic prioritization – The emerging new systems are both an opportunity as well as a
challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing
the tasks to meet the changes in the market has become a challenge for the recruitment
professionals.

SELECTION

Selection is the process of carefully screening the candidates to choose the most suitable

person for the job vacancies to be filled. Under it qualifications, training, experience, and

background of applicant are evaluated in the light of job requirement. It divides the

candidates into two categories namely,

 a) Those who are employed
b) Those who are to be rejected.

A formal definition of selection is as following:

“It is the process of differentiating between applicants in order to identify (and hire) those
with a greater likelihood of success in a job.”
Selection process assumes and rightly so, that there are more number of candidate
actually selected candidates are made available through recruitment process.

BARRIERS TO EFFECTIVE SELECTION

The main objectives of selection are to hire people having competence and
commitment. This objective is often defeated because of certain barriers. The
impediments, which check effectiveness of selection, are perception, fairness, validity,
reliability and pressure.

Fairness: Fairness is selection requires that no individual should be discriminated

against on the basis of religion, region, race or gender. But the low numbers of women
and other less-privileged sections of the society in middle and senior management
positions and open discrimination on the basis of age in job advertisements and in the
selection process would suggest that all the efforts to minimize inequity have not been
very effective.

Reliability: A reliable method is one that will produce consistent results when
repeated in similar situations. Like a validated test, a reliable test may fail to predict job
performance with precision.

Pressure: Pressure is brought on the selectors by politicians, bureaucrats, relatives,

friends and peers to select particular candidates. Candidates selected because of
compulsions are obviously not the rights ones. Appointments to public sector
undertakings generally take place under such pressures.

SELECTION PROCEDEURE
The selection procedure is concerned with securing relevant information about an
applicant. This information is secured in a number of steps and stages. The objective of
selection process is to determine whether an applicant needs the qualification for a
specific job and to choose the applicant who is most likely to perform in that job.
 The hiring procedures not a
single acts but it is essentially a
series of methods or steps or
stages by which additional
information is secured about the
applicant. At each stage, facts
may come to light, which lead to
the rejection of the applicant. A
procedure may be considered to
a series of successive hurdles or
barriers, which an applicant
must cross.
These are indented as screens and they are designed to eliminate an unqualified applicant
at any point in this process. That technique is known as the successive hurdle technique.
Not all selection process includes all these hurdles. The complexity of process usually
increases with the level and responsibility of the position to be fulfilled.
A well-organized selection procedure should be designed to select sustainable candidates
for various jobs. Each step in the selection process should help in getting more and more
information about the candidate. There is no idle selection procedure appropriate for all
cases.

Steps in the selection process:

 Preliminary Screening
 Application Blank
 Employment Tests
 Selection Interview
 Medical or Physical Examination
 Checking Reference
 Final Approval

Preliminary Screening:
This is essentially to check whether the candidate fulfills the minimum qualification. The
preliminary interview is generally quite brief. Its aim is to eliminate the unsuitable
candidate. The job seekers are received at the reception counter of the company. The
receptionists or other official interviews the candidates to determine whether he is
worthwhile or the candidate to fill up the application blank. Candidates processing the
minimum qualification and having some chances of being selected are given the
prescribed application form known as application blank.

Application Blank:
The candidates are required to give full information about their age, qualification,
experience, family background, aptitude and interests act in the application blank. The
application blank provides a written record about the candidate. The application form
should be designed to obtain all relevant information about the candidates. All
applications received from the candidates are carefully scrutinized. After the scrutiny
more suitable candidates among the applicants are short-listed for written tests and others
are rejected.

Employment Tests:
Candidates are asked to appear for written or other tests. Tests have become popular
screening devices. These tests are based on the assumption that human traits and work
behaviors can be predicted by sampling, however tests are not fully reliable and they also
involve time and money. Test is more useful in identifying and eliminating unsuitable
candidates therefore should be used only as supplements rather than an independent
technique of selection. The main types of tests are:
 Intelligence tests
 Aptitude Test
 Interest Test
 Personality Test
 Dexterity Test

Selection Interview:
It involves a face-to-face conversation between the employer and the candidate; the
selector asks a job related and general questions. The way in which a candidate responds
to the question is evaluated. The objectives of the interview are as following:
 To find out the candidate’s overall suitability for the job.
 To cross-check the information obtained through application blank and tests, and
  To give an accurate picture of the job and the company.

Interview is the most widely used step in employee selection. However, interview suffers
from several drawbacks:
Firstly, it is a time consuming and expensive device. Secondly, it can test only the
personality of the candidate and not his skill for the job. Thirdly, the interviewer may not
be an expert and may fill to extract all relevant information from the candidate. Fourthly,
the personal judgment or bias of the interviewer may make the result of the interviews
inaccurate.
Interview should be properly conducted in a proper physical environment. The interview
room should be free from noise and interruptions. The environment should be confident
and quite. People generally talk freely and frankly when there is privacy and comfort.
Therefore, candidates should be put at ease. The interviewer should pay full attention to
what the candidates have to say.

Medical or Physical Examination:

Candidates who are found suitable after interview are called for physical examination. A
Panel of doctors to insure that they are healthy and physically fit for the job does a
medical check-up of such candidates. A proper medical examination will also ensure that
the candidates selected do not suffer from any serious desirous which may create
problems in future.
Checking Reference:
Generally, every candidate if required to state in the application form, the name and
address of at least two responsible persons who know him. The reference may not give
their Frank opinion unless promises made that in all information will be kept strictly
confidential. Moreover the information given by them may be biased in the form of
candidate.

Final Approval:
The candidates who are found suitable after the medical check-up and background
investigation are formally appointed by issuing appointment letter to them. They are
asked to join duty by the specified date. No selection procedure is foolproof and the best
way judge a person is by observing him working on the job. Candidate who gives
satisfactory during the probationary period are made permanent.
 CHAPTER 2

COMPANY PROFILE

IBM has been present in India since 1992 (re-entry, after an exit in the 1970s). Since
inception, IBM in India has expanded its operations considerably with regional
headquarters in Bangalore and offices in 14 cities including regional offices in New
Delhi, Mumbai, Kolkata and Chennai. Today, the company has established itself as one
of the leaders in the Indian Information Technology (IT) Industry.

IBM has set the agenda for the industry with 'on demand business' - a kind of
transformation where an organisation changes the way it operates and reduces costs;
serving customers better, reducing risks and improving speed and agility in the
marketplace. IBM is already working with customers to transform them into 'on demand'
businesses. IBM is the only company in the world that offers end-to-end solutions to the
customers from hardware to software, services and consulting. Linux support further
enhances IBM's e-business infrastructure enabler capability.

Our offerings: IBM is the only IT company in the world and also in India that offers
end-to-end solutions to customers from hardware to software, services and consulting.

IBM Global Services is the world's and also India's largest information technology
services and consulting provider. IGS provides the entire spectrum of customers' e-
business needs -- from the business transformation and industry expertise of IBM
Business Consulting Services to hosting, infrastructure, technology design and training
services. IGS delivers integrated, flexible and resilient processes -- across companies and
through business partners -- that enable customers to maximise the opportunities of an
on-demand business environment.

In 2005, IBM announced the acquisition of Network Solutions Ltd., a leading

infrastructure services company in India. This strategic investment will enable IBM to
augment its networking and managed services portfolio of offerings in India and broaden
it’s reach across the country.

Software Group the largest provider of middleware and the second-largest software
business in the world offers its customers comprehensive solutions to meet their e-
business requirements. IBM Software provides best-of-breed solutions for financial
services, manufacturing, process, distribution, government, infrastructure and small &
medium business sectors. IBM Software portfolio consists of:
- Transformation and integration solutions that are built on the IBM WebSphere
middleware platform.
- Information leveraging solutions that are built on a portfolio of Data management
(DB2) tools.
- Lotus product line to help organisations leverage collective know-how.
- Tivoli range of products to enable organisations to manage complex technological
infrastructure.
- Rational range of Application Development Tools to help software development
houses develop applications in a structured and systematic way.

Systems and Technology Group: The portfolio of eServers (xSeries, iSeries, pSeries,
and zSeries) offer a broad range of products from entry level, mid-range to high-end
servers and mainframes, presenting customers with the best technologies and practices to
support their e-business infrastructure requirements.

IBM has been providing leading-edge storage technology to organisations around the
world for nearly half a century. IBM offers a complete portfolio of storage networking
products and solutions that not only includes LTO, SAN, NAS but also IP Storage -
iSCSI appliances and gateways.

IBM's Personal Computing Division was acquired this year by Lenovo Group Limited,
the leading Personal Computer brand in Asia. Lenovo will continue to be the preferred
supplier of PCs to IBM and IBM will provide service and support for 5 years to Lenovo
PCs.

IBM Global Financing provides flexible and attractive financing and leasing programs
to fund Information Technology (IT) requirements of Indian customers. IGF helps
customers through greater access to the hardware, software, solutions and services
essential to compete in the global marketplace.

Customers can buy IBM products from its Business Partners. Also, IBM makes available
its range of 'Think' offerings and xSeries eServers through Shop IBM an online product
store.
India is an important market for IBM and the company has been making significant
investments from time to time.

IBM Innovation Center for Business Partners: (One among 10 facilities worldwide)
Independent Software Vendors are encouraged to port their solutions on IBM platforms
at this Center and develop Web based applications for Indian customers.

Linux Solution Center, Bangalore: (One among 7 facilities worldwide) The center
supports Business Partners and Independent Service vendors across the ASEAN / South
Asia region.

IBM Linux Competency Center, Bangalore: (One among only 4 facilities in Asia) This
center develops standards and embedded software for open source, undertaking high-end
research in the area for IBM Worldwide.

Software Innovation Center, Gurgaon: This state-of-the-art center combines IBM's

global experience and technology expertise to deliver e-business solutions for Indian
organisations and also the government through the e-Governance Centre. The center
offers IBM’s customers a range of services including technical consultation, proof of
concept and technical presentations, implementation planning, solution architecture,
application design and development, deployment, and education and training. The e-
Governance Centre, a part of this facility offers technology, support and infrastructure to
help governments and total service providers to design, develop, test and port prototypes
of e-Governance applications.

India Software Lab at Bangalore and Pune: The Software Lab in India develops,
enhances and supports key IBM Software products & technologies in collaboration with
other IBM labs world wide. Center for Advanced Studies at Bangalore was established at
the India Software Labs to allow universities access to IBM's leading-edge product
development and the supporting infrastructure, while IBM has the opportunity to work
with academic leaders and researchers on research projects.
High Performance On Demand Lab in India, Bangalore – This specialised software
and services lab in India to drive automation and virtualisation into the increasingly
complex IT infrastructures supporting the emerging economy of India. This is the first of
its kind lab for IBM in India, bringing specific high-value skills to help clients in India
and the surrounding region to enhance and optimise their IT resources to support the
growth of their businesses.

Engineering & Technology Services Center, Bangalore: This center provides

technology design services for advanced chips, cards and systems to companies in India
and across Asia.

India Research Laboratory , Delhi: (One among 8 facilities worldwide) IBM's India
Research Laboratory (IRL) focuses on areas critical to expanding the country's
technological infrastructure. It also has significant initiatives in Services and Sciences,
Information Management, User Interaction Technologies, e-Commerce, Life Sciences,
Distributed Computing and Software Engineering. Currently, IRL researchers are
working on several projects like bioinformatics, text mining, speech recognition for
Indian languages, natural language processing, grid computing, and autonomic
computing, among others.

Services Innovation and Research Center, Bangalore: will be an extended arm of

IBM's India Research Lab (IRL), headquartered in New Delhi. The Services Innovation
and Research Center (SIRC) was recently launched as an initiative that will work in close
collaboration with IBM's Global Services group to develop innovative technologies and
solutions that improve operational and delivery capabilities.

IBM also set up its Global Delivery Centres at Bangalore, Pune, Gurgaon and
Kolkata. They deliver "best-of-breed" technology solutions to IBM customers worldwide
covering middleware, e-business technologies, enterprise and web technologies, data
warehousing across functional areas like Supply Chain Operation Services, Financial
Management Services, Human Resource Services, Customer Relationship Management,
e-Business Integration, Application Management Services.
Global Business Solution Center in Bangalore - IBM further expanded its global
consulting delivery capabilities with the establishment of a first-of-a-kind Global
Business Solution Center. The center will allow IBM's more than 60,000 consultants to
collaborate and deploy reusable tools and assets in 55 key business areas such as
Consumer Driven Supply Chain Optimisation, Banking Risk and Compliance and
Product Lifecycle Management.

Business Transformation Outsourcing Centers at Bangalore, Delhi and Mumbai:

This center handles Business Transformation Outsourcing needs of IBM customers
worldwide. Some key areas of competence of this center are Customer Contact Centers,
Receivables Management, Telemarketing, Transaction Processing and Finance and
Accounting.

With the acquisition of Daksh eServices, one of Asia's leading business services
providers, with service delivery centers in India and Philippines, IBM further enhanced
the BTO service capability. With Daksh, IBM adds banking, insurance, retail, hi-tech
telecommunications and travel verticals to BTO India’s service capabilities.

Partnering India

IBM shares the belief that India can unleash its true potential only through making IT
available to and usable for large numbers of people. IBM's Community initiatives focus
on education and children and leverage its expertise in technology to address societal
issues. IBM has partnering relationships in India with a number of educational
institutions. IBM has also set up an IT Center in Mumbai in association with Victoria
Memorial School for the Blind to impart IT education to visually impaired people. IBM
KidSmart Early Learning program was launched to further strengthen IBM’s
commitment to community in India. This is the only program in India aimed at
introducing technology at the pre-school level in disadvantaged sections of society to get
a head start on their academic development through the use of age-appropriate software
developed by IBM. Tryscience is another community related programme launched, which
reinvents science learning, recreates the interactive experience of onsite visits, and
provides science projects as well as multimedia adventure field trips for museum visitors
- primarily children, their parents and teachers.

Milestones of IBM

IBM India milestones

Year Milestone
1951 • IBM establishes hardware manufacturing unit in India
• 1992: IBM re-enters Indian market
1992- • 1997: IBM Global Services (IGS) launched
1998
• 1998: India Research Lab launched
• 1999: IBM India Private Limited formally launched
• 2000: IBM Global Financing Launched
1999- • 2001: India Software Lab Launched
2003 • 2003: India Research Lab launches Technology Center

• 2003: IGS India achieves SEI CMMI Level 5 certification

2004- • 2004: IBM acquires Daksh eServices
2009 • 2004: Remote Infrastructure Management Delivery Center opened
• 2004: IBM wins the landmark Bharti Airtel telecom transformation
deal
• 2005: IBM India acquires Network Solutions Ltd
• 2006: First financial analyst meeting outside the US; commitment by
Chairman of IBM of USD 6 billion to India over three years
• 2006: Global Business Solutions Center (GBSC) launches a foundry
for developing replicable assets
 IBM India milestones
Year Milestone
• 2006: Global Business Services (GBS) launches Consulting Services
Practice
• 2006: GBS Integrated (Geo-GD) solutioning team formed
• 2006: GBS drives a strong focus on Quality with certifications such as
CMMI Level 5 Version 1.2, PCMM Level 5, ISO 9001:2000
• 2006: GBS becomes the largest SAP practice in India, more than 700
SAP clients served.
• 2007: IBM engages in additional telecom transformation work with
Idea and Vodafone. Bharti Airtel provides additional engagement
worth USD 150 million
• 2008: IBM opens a Work Area Recovery Center in Navi (New)
Mumbai
• 2008: Two new Global Delivery centers launched in Noida and Pune
• 2008: Launched the SOA Leadership Center in Bangalore - first such
center in Asia Pacific
• 2008: Launched Cloud Computing Center in Bangalore - one among
four announced globally
• 2009: Launched Dynamic Infrastructure lab in Pune
• 2009: IBM — ISB co laboratory in Hyderabad launched
• 2009: GBS GD launches Center of Competencies (CoC's) for Banking
and Telecom industries
• 2009: IBM Daksh acquires RedPill Solutions to expand it's capability
in analytics
• 2009: IBM in association with various universities sets up 50 CoE's
across India
• 2009: Corporate Service Corp (CSC) program rolled out in the cities of
Ahmedabad and Mumbai

• 2009: Launched Lotus Development lab in Pune

IBM Daksh Careers

Over the last five years, IBM Daksh has grown from a business start-up into the number
one employer of choice in the Indian BPO industry, with a staff of more than 20,000
professionals in India and the Philippines. And what's more we're backed by the global
strength of the IBM network.

IBM Daksh isn't just the first choice for world-class businesses. It's also the first choice
for the brightest and best team players who are looking for world-class career
opportunities. At IBM Daksh, we give bright, energetic people the opportunity to build a
career that will meet their aspirations. If you're interested in working in a world-class
environment where career development comes clearly on merit and a team-based
approach means that you'll regularly interact with the business's leaders, you should talk
to us.

As a company, our impressive track record of growth has come from delivering results to
clients and from nurturing and developing our own talent. We've never forgotten that
people, and the careers they build with us, are the foundation of our success. That's why
our focus is on your professional and career needs and on building a long-term working
relationship with you
IBM Daksh
IBM Daksh is a part of IBM's Managed Business Process Services business and a leading
provider of business process solutions. It leverages IBM's Globally Integrated Enterprise
model to deliver solutions in the spheres of CRM, F&A, Knowledge Services, Technical
Services, HRM, and SCM across industries, including utilities, financial services, travel,
telecom, and online services.

IBM Daksh offers business performance improvement rather than just cost-savings and is
a step closer to Business Transformation Outsourcing (BTO).

By unlocking revenue generation through up-selling and cross-selling, improving

customer satisfaction scores, optimizing capital use and reducing operational expenditure,
IBM Daksh offers far-reaching and positive impact on shareholder value

IBM Daksh has worked with a pioneering group of global companies that have
successfully used BPO and BTO to execute a broad range of strategies with strong results

It was just over five years ago that IBM Daksh was created. An independent report in the
US stated that more than two-thirds of online transactions were abandoned due to
inadequate customer support. In India, a core team of four people thought about the
implications of that report, and acted quickly. They put together a business plan that got
them their first client and their first round of funding.

It was the first step in creating a new enterprise, in a new industry that had no history and
no business model to follow. But what IBM Daksh did have was sound leadership, a
focused vision and an undying passion.

By 2003, the company employed around 5,000 people and was acquiring blue chip
clients almost as quickly as it was attracting large numbers of ambitious and talented
young staff.
In April 2004, IBM Corporation acquired Daksh e-Services to serve as a global hub to
manage business processes for clients across the world. With 25 service delivery centers
in India and the Philippines, IBM Daksh is an integral part of IBM's BPO/BTO delivery
network around the world. Today, IBM Daksh employs more than 30,000 people and has
won several major awards for employee satisfaction, delivery excellence, innovation, and
diversity and inclusivity.

IBM:
Vision Statement - Solutions for a small planet

Mission Statement - At IBM, we strive to lead in the invention, development and

manufacture of the industry's most advanced information technologies, including
computer systems, software, storage systems and microelectronics.

We translate these advanced technologies into value for our customers through our
professional solutions, services and consulting businesses worldwide.
OBJECTIVES
The objectives of the report are:
 To understand the recruitment process.
 To generate a knowledge base for the same.
 To understand the procedure of recruitment carried out at IBM
 To identify the problem areas of improvement to make recruitment and selection
procedure more effective.
 To managerial satisfaction level about recruitment and selection procedure.
.
 CHAPTER 3

RESEARCH METHODOLOGY
Research methodology

It is having a very broad concept. It is a way to systematically solve the research problem.
In it we study the various steps that are generally adopted by a researcher in studying his
research problem along with the logic behind them.
It includes the research methods/techniques as well as its methodology.
Thus when we talk of research methodology we not only talk of research methods but
also consider the logic behind the methods we use in the context of our research study
and explain why we are using a particular methods or techniques and why we are not
using others. So that research results are capable of being evaluated either by research
himself or by others.
The method of the research used here is descriptive
Descriptive research includes surveys and fact finding enquiries of different kinds.
It is used to portray accurately the characteristics of a particular individual, situation or a
group.
This research include survey and fact finding enquiries of different kind. Basic purpose of
this type of research is that it describes the state of affairs in current scenario. It is being
generally used in social science and business research. This study is also termed as “ex
post facto” Main characteristic of method are that research has no control over the
variables he can only report what happening.
Here in descriptive research we have prepared questionnaire and done surveys of
different individuals.
COLLECTION OF DATA

In dealing with any real life problem, it is often found that data at hand are inadequate
and hence, it becomes necessary to collect data that are appropriate.
The task of data collection begins after a research problem has been defined and research
design has been formulated.
There are several ways of collecting the appropriate data which differ considerably in the
context of monetary cost, time and other resources, so it becomes necessary to collect
data in a manner which is appropriate.
While deciding about the method of data collection to be used for the study, the
researcher should keep in mind two types of data viz

 Primary
 Secondary
Primary data are those which are collected afresh and for the first time and thus happen
to be original in character.
The secondary data are those which have already been collected by someone else which
have already been passed through statistical process.

FORMAL INFORMATION SOURCES

These are the source of information which are authentic and reliable, obtained though
proper channel in the organization by adhering to a systematic and structured procedure.
For example
 Through company manuals, journal, brochures and other published
material like balanced sheet, annuals report etc.
 Questionnaire
  Personal interview and mails.
 Through the company person.

INFORMAL INFORMATION SOURCES

These are the sources of information which are obtained through our interpersonal
relationship with the employees of company.

For example
 Employees of same department
 External persons.

Primary data
Data which is collected for the first come for a specific purpose is generally known as
primary data.

For example
 Personal interview and mails
 Questionnaire
 Telephone enquiry
 Feedback form

Secondary data

Data which is collected for some other purpose but which can be used either partially or
fully for the present study is known as secondary data.

For example
 Published article
 Internet
  Annual report of company like annuals sales report, annual H.R.
report etc.
Here in my research I have used both the primary as well as secondary data for research
topic.
Primary data that I have used is the structured questionnaire.
I have designed a structured questionnaire as they are simple to administer and relatively
inexpensive to analyze Provision of alternative replies, helps to understand the meaning
of questions clearly. There were dichotomous as well as multiple choice questions. The
data was collected by conducting personal interview of respondents with the help of
questionnaire.
Along with the primary data obtained through use of questionnaire. I have used
secondary data from various sources like financial websites, business magazines,
newspapers, journals etc.
STEPS OF METHODOLOGY

C o lle c t io n O f D a t a

O r g a n is in g t h e D a t

P r e s e n t a t io n o f D a t

A n a ly s is o f D a t a

I n t e r p r e t a t io n
LIMITATIONS
 As nothing is perfect except the effort. This study too has its limitations that limit
the applicability and validity of the study. The limitations that limit the effectiveness of
the research are like:
TIME- Foremost of all the constraints was the limited time. The time to do the research
was limited. So, present study is the result of whatever efforts I could put in within the
time limit.
LIMITED RESOURCES-Monetary and other resources were limited so I could do the
research in the specific regions of Haryana only, no other state could be covered.
BIASNESS-The study sought the opinions of the respondents and opinions have all the
chances to be biased.
LIMITED VALIDITY-The business environment factors and variables underlying the
study belong to a very dynamic category.

• Inexperience trainee is also the limitation of the study.

• Limitations of subjectivity of respondents involved in the study.

• Analysis is only a means not an end. The analysis has been done on the basis of my
own interpretations and up to my best knowledge but every analyst has his/her own
interpretations and suggestions.
 SIGNIFICANCE OF STUDY

1. The scope of the study is very wide.

2. Different-2 researchers have given their points on this problem.

3. It helps in reducing the turnover of employees in the organization.

4. With the help of this study it is very easy to know the perception of employees
regarding satisfaction by the organizations system.

5. After going through the factors regarding satisfaction it seems to look after its
development for the over all development of the organization.
6. This is also helpful for the organization as well as for the betterment of the
employees in the organization.

CHAPTER 4
DATA ANALYSIS AND
INTERPRETATION
 ANALYSIS OF DATA

The data after collection has to be processed and analyzed in accordance with the outline
laid down for the purpose at the time of developing the research plan.
Here the data I have collected through survey it needs editing, coding, classifying and
tabulation.
There are many steps involved in processing and analyses of data. These are as follows:

1. Totaling of all the survey conducted for temporary, permanent and

staff employee separately.
2. Calculating the number of employees giving the same answers for
the question having different options available for questions (Separately for
temporaries, permanents and staff)
3. Calculating the percentage of each question having different
answers provided by different employees.
4. Now prepare the pie chart for these questions for the all questions
included in survey having dichotomous as well as multiple choice questions
separately(for temporaries, permanents and staff)
Manpower Planning

1. Does your company make forecast of future manpower

planning requirement?

S.NO. OPINION NO. OF PERCENTAGE

RESPONDENT

1. Yes 30 100%
2. No 0 0%

Manpower Forcasting

0%

Yes
No

100%

100% people said that the company makes forecast of future manpower
planning
2. If yes, then please specify the time period(s) for which the estimates
are made?

S.NO. OPINION NO. OF PERCENTAGE

RESPONDENT

1. 0-2years 9 30%

2. 2-3years 6 20%

3. 3-4years 9 30%

4. 4&above 6 20%
years

Time Period for Estimate

20% 0-2years
30%
2-3years
3-4years
30% 4&above years
20%

 20% people said that the company specify 0-2 year for making estimation
of forecasting.
 30% people said that the company specifies 2-3 years for making
estimation.
 30% people said that the company specifies 3-4 years for making the
estimation of forecasting.
 20% people said that the company specifies 4 & above time period for
making forecasting.

3. What do you suggest should be the basis of forecasting?

S.NO. OPINION NO. OF PERCENTAGE

RESPONDENT

1. Total cost of the 6 20%

project
2. Past experience 12 40%
3. Different phases 9 30%
of the project
4. All of 3 10%
the
above
 Basic Forcasting

Total cost of the

project
10% 20%
Past experience

30% Different phases of

the project
40%
All of the above

 20% people said that their company forecast on the bases of Total cost of
the project.
 40% people said that the company forecast on the bases of past
experiences.
 30% people said that the company forecast on the bases of the Different
phases of the project.
10% people said that the company forecast on the bases on of the above.
Recruitment Policy
4. Does your organization plan the recruitment policy?

S.NO. OPINION NO. OF PERCENTAGE

RESPONDENT

1. Yes 30 100%
2. No 0 0%

Written Recriutment Policy

0%

Yes
No

100%

 100% people said that the plan the requirement policy.

5. Do you think the present recruitment policy is helpful in achieving
the goals of the company?

S.NO. OPINION NO. OF PERCENTAGE

RESPONDENT

1. Yes 15 50%

2. No 6 20%

3. To some extent 9 30%

Recruitment Policy

30%
Yes
No
50%
To some extent
20%

 50% people said that the company’s recruitment policy is helpful in

achieving the goals.
 20% people said that the company’s recruitment policy is not helpful in
achieving the goals.
 30% people said that the company’s recruitment policy is helpful to some
extent in achieving the goals.

6. Does the company’s recruitment policy enable to

identify the following areas?

S.NO. OPINION NO. OF PERCENTAGE

RESPONDENT

1. Recruitment needs 6 20%

of the organization
2. Preferred sources 9 30%
of recruitment
3. Appropriate criteria 9 30%
for selection
4. Identification of the 6 20%
cost of recruitment

Recruitment Policy

Recruitment needs of
20% 20% the organization
Preferred sources of
recruitment
Appropriate criteria for
selection
30% 30%
Identification of the cost
of recruitment
 20% people said that the company’s recruitment policy enables to identify
the recruitment needs of the company.
 30% people said that the company’s recruitment policy enables to identify
the preferred sources of recruitment.
 30% people said that the company’s recruitment policy enables to identify
the appropriate criteria for selection.
 20% people said that the company’s recruitment policy enables to identify

the identification of cost of recruitment.

Sources of Recruitment

7. Through which source your organizations recruit the

employees?
 S.NO. OPINION NO. OF PERCENTAGE
RESPONDENT

1. Internally 6 20%
2. Externally 18 60%
3. Both 6 20%

Sources of Recruitment

20% 20%
Internally
Externally
Both

60%

 20% people said that the company recruits the employee from the internal
sources.
 60% people said that the company recruits the employee from the external
sources.
 20% people said that the company recruits the employee from the both

sources.

8. Which of the following external sources you choose for the

recruitment of the employees?
 S.NO. OPINION NO. OF PER
RESPONDENT

1. Employee Exchange 6 20%

Consultant
2. Private Employee 6 20%
Agencies
3. Advertisement 3 10%
4. Internet 12 40%
5. Any other 3 10%

External Sources
Employee Exchange
Consultant
10% 20% Private Employee
Agencies
Advertisement

40% 20% Internet

10%
Any other

 20% people said that the company uses the employee exchange
consultants.
 20% people said that the company uses private employment agencies.
 10% people said that the company uses the advertisement method.
 40% people said that the company uses the Internet method.
 10% people said that the company uses the any other way.

Latest Techniques of Recruitment

9. Does your organization recruit employees through latest

method of recruitment through Internet?

S.NO. OPINION NO. OF PERCENTAGE

RESPONDENT

1. Yes 30 100%
2. No 0 0%
 Latest Reqruitment Policy

0%

Yes
No

100%

 100% people said that the company uses the latest method of
recruitment.
10.If yes then the company use
own web site for this purpose.
S.NO. OPINION NO. OF PERCENTAGE
RESPONDENT

1. Yes 27 90%

2. No 3 10%

Use Own Web Site

10%

Yes
No

90%

 90% people said that the company uses his own web site for
recruitment.
  10% people said that the company not uses his own web site.

11. Does your company hire the service portal?

S.NO. OPINION NO. OF PERCENTAGE

RESPONDENT

1. Yes 18 60%
2. No 12 40%

Hire some Other Portal

40%
Yes
No
60%
 60% people said that the company hire service portal.

 40% people said the company not hires the service portal.

12. If yes, which service portal your organization has

hired?

S.NO. OPINION NO. OF PERCENTAGE

RESPONDENT

1. Naukri.com 12 40%
2. Timesjob.com 6 20%
3. Jobesahead.com 6 20%
4. Any other 6 20%

service Portal

20% naukri.com
40%
timesjob.com

20% jobesahead.com

20% Any other

 40% people said that the company hires the naukari.com.
 20% people said that the company uses the timesjob.com.
 20% people said that the company uses the jobesahead.com.
 20% people said that the company uses any other web site.

13. Is Internet recruitment is effective in your opinion?

S.NO. OPINION NO. OF PERCENTAGE

RESPONDENT

1. Yes 24 80%
2. No 6 20%

Internel Recruitment

20%

Yes
No

80%
80% people said that the Internet recruitment is effective sources of
recruiting the employee.

 20% people are not in

favor of recruiting the
employee through Internet.

Recruitment of Summer/In Plant Trainees

14. Is there any provision for recruitment of

summer/in plant trainees?

S.NO. OPINION NO. OF PERCENTAGE

RESPONDENT

1. Yes 0 0%
2. No 100 100%
Recruitment Of Summer Trainees

0%

Yes
No

100%
100% people said that there is no provision to recruiting summer/in-plant
trainees.
 15. How much number of employees you train in a year?

S.NO. OPINION NO. OF PERCENTAGE

RESPONDENT

1. 5-10 Emp. 0 0%
2. 10-15 Emp. 6 20%
3. 15& above 24 80%
Emp.

No. of Employees Trainned in a year

 80% people said that the company trains 10-15 Employees in a

year.
 20% people said that the company trains 15&above Employees in
a year.
80% 
Selection Policy

16. Which type of technique is used for selection employees?

S.NO. OPINION NO. OF PERCENTAGE

RESPONDENT

1. Interview 9 30%
2. Reference 3 10%
3. Test 12 40%

4. All of the 6 20%

above

 30% people said that the company the company uses the interview
method for selection.
 10% people said that the company the company uses the references
method for selection.
 40% people said that the company the company uses the test method
for selection.
 20% of employees said company uses all the above methods.

CHAPTER 5
 FINDINGS

• It was found that in IBM proper recruitment and selection procedure

was followed.
• In company forecasting was done for future manpower requirement.
• The managers were satisfied with the procedure followed for
recruitment and selection.
• The company recruits the employees through latest method of
recruitment.
 CONCLUSION

Based on the analysis through the questionnaire responses the following is the conclusion
of the study.

The organization follows the rules and regulation involved in their Recruitment and
Selection Procedure of the organization. However, there is some scope for improvement
with regard to following:

1. The managers are fully satisfied with the existing Recruitment and Selection
procedure.

2. The recruitment and Selection procedure should not be lengthy.

3. To some extent a clear picture of required candidates should be made in order to

search for appropriate candidates.

4. The Recruitment and Selection procedure should be impartial.

5. In IBM a proper Recruitment and Selection procedure is followed.

SUGGESTIONS

RECOMMENDATIONS FOR THE

 IMPROVEMENTOF THE
RECRUITMENT AND SELECTION PROCEDURE

Based on the survey analysis and suggestion from the respondents, the following are the
proposed recommendation to improve the existing system and practices of recruitment
and selection procedures:

Recruitment Policy
Apart from the director of the company, the operational head should have the
authority for sanctioning the vacancy of a right to recruit the candidates as per the
decisions.

Recruitment of summer/in-plant trainees

There should be a provision for the recruitment of summer/in-plant trainees in the
organization.

Internet Recruitment
Advertisement of jobs on Internet should be an accessible to maximum job
seekers. Service portal like monster.com, jobsahead.com, naukri.com etc should
be used.

Sources of recruitment

Company must recruit the individuals through valuable sources of recruitment.

Selection Policy

Test developed by the company for the purpose of selection of the candidates
should not be of complex nature.
 There must be proper communication between the interviewer and interviewee at
the time of interview.
The reference procedure if adopting, should be analyzed properly before
recruitment them.

SUGGESTIONS FOR THE IMPROVEMENT OF THE

SYSTEM AND PRACTICES OF RECRUITMENT
AND SELECTION PROCEDER

Suggestion received from the respondents of the questionnaires:

The following are the suggestions received from the respondents of the questionnaire.
These suggestions are based on their awareness regarding the Recruitment and Selection
procedure.

Selection Process

During the selection process not only the experienced candidates but also the fresh
candidate should be selected so as to avail the innovation and enthusiasm of new
candidates. These candidates should be kept on the job for some time period; if
suitable they should be recruited. During the selection process, the candidates should
be made relaxed and at ease.

Summer/In plant Management Trainees

 In the organization where summer/in-plant/management training facility prevailing
then such kind of practices must be adopted so that the student can learn and again
from their practical views.

Steps of Recruitment and Selection

Company should follow all the steps of recruitment and selection for the selection of
the candidates. Selection process should be less time consuming.

Interview

The interview should not be boring, monotonous. It should be made interesting. There
must be proper communication between the Interviewer and the Interviewee any the time
of interview.

Evaluation and Control

Evaluation and control of recruitment and selection should be done fair judgment.

Methods

Methods used for selection of candidates should be done carefully and systematically.

Fair Selection

The attainment of goals and objective of any organization depend on the type and
quality of its manpower. To have right type of men at right job and at right time, the
recruitment and selection procedure should be fair and impartial.

Group Discussion for better assessment

This is indeed an important suggestion and authorities concerned should immediately
look into it and try to implement it.

Internet Recruitment

Internet recruitment must be promoted so that if in some area the information about
recruiting the new employees or filling of new vacancies may be known to them. And
with this the organization would also recruit the right job, which would result in lower
labor turnover.
Appendix/ Annexure
 QUESTIONAIRE
SURVEY ON THE MANAGERIAL SATISFACTION LEVEL FOR
RECRUITMENT AND SELECTION
DEAR Respondent,

We are conducting a survey on the managerial satisfaction level for the

RECRUITMENT SELECTION PROCEDURE. Your free and frank opinion would be
very valuable in conducting the survey. Please answer the following questions with a ( )
in the appropriate boxes:
MANPOWER PLANNING:
1. Does your company make forecast of future manpower planning requirement?
(a). Yes (b). No
2. If yes, then please specify the time period(s) for which the estimates are made?
(a). 0-2 years (b). 2-3 years
(c). 3-4 years (d). 4&above years.
3. What do you suggest should be the basis of forecasting?
(a). Total cost of project
(b). Past experience
(c). Different phases of project
(d). All of the above
RECRUITMENT POLICY:

4. Does your organization plan the recruitment policy?

(a). Yes (b). No

5. Do you think the present recruitment policy is helpful in achieving the goals of the
company?
(a). Yes (b). No (c). To some extent
6. Does the company’s recruitment policy enable to identify the following areas?
(a). Recruitment needs of the organization
(b). Preferred sources of recruitment
(c). Appropriate criteria for selection
(d). Identification of the cost of recruitment

SOURCES OF RECRUITMENT:

7. Through which source your organizations recruit the employees?

(a). Internally (b). Externally (c). Both
8. Which of the following external sources you choose for the recruitment of the
employees?
(a). Employee Exchanges Consultants
(b). Private Employee Agencies
(c). Campus Requirements
(d). Advertisements
(f). Any other…………………….

LATEST TECHNIQUES OF RECRUITMENT

9. Do your organization recruit employees through latest method of recruitment through

Internet: -
(a). Yes (b). No
10. If yes then the company use own web site or this purpose.
(a). Yes (b). No
11. Does your company hire the service portal?
(a). Yes (b). No
12. If yes, which service portal your organization has hired?
(a). naukri.com
(b). jobseek.com
(c). jobs ahead.com
(d). Any other ………………
13. Is Internet recruitment is effective in your opinion?

(a). Yes (b). No

RECRUITMNT OF SUMMER/IN PLANT TRAINEES

14. Is there any provision for recruitment of summer/in plant trainees?

(a). Yes (b). No (c). To some extent
15. How much number of employees you train in a year?
(a). 5-10 (b). 10-15 (c). 15& above

SELECTION POLICY
17. Which type of technique is used for selecting the Employees?
(a). Interview
(b). Reference
(c). Test
(c). Any other……………..
 BIBLIOGRAPHY

1. Books:

 Personal Management by C.B Memoria.

 Principals and Practices of Management by L.M Prasad.

 Human Resource Management by Shashi K. Gupta.

 Human Resource Management by K. Aaswathappa

2. IBM:

 IBM News & Performance Highlights

 Employees Hand Book

 Annual Report

3. Webography:

 www.ibm.com

 www.goggle.com

 www.ask.com
THANK YOU