12-09-2014, 10:45 AM
Recruitment and selection process of CBitss
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INDUSTRY OVERVIEW
The Indian IT sector is growing rapidly and it has already made its presence felt in all parts of the world. IT has a major role in strengthening the economic and technical foundations of India. Indian professionals are setting up examples of their proficiency in IT, in India as well as abroad.
The sector can be classified into 4 broad categories - IT Services, Engineering Services, ITES-BPO Services, E Business
IT Services can further be categorized into Information Services (IS) outsourcing, packaged software support and installation, systems integration, processing services, hardware support and installation and IT training and education.
India's domestic IT Market
India's domestic IT Market over the years has become one of the major driving forces of the industry. The domestic IT infrastructure is developing contexts of technology and intensity of penetration.
In the FY 2008-09, the domestic IT sector attained revenues worth US$ 24.3 billion as compared to US$ 23.1 billion in FY 2007-08, registering a growth of 5.4%. Moreover, the increasing demand for IT services and goods by India Inc has strengthened the expansion of the domestic market with agreements worth rising up extraordinarily to US$ 100 million. By the FY 2012, the domestic sector is estimated to expand to US$ 1.7 billion against the existing from US$ 1 billion.
Future of Information Technology
IT will continue to gain momentum; telecom and wireless will follow the trend. The immense expansion in networking technologies is expected to continue into the next decade also. IT will bring about a drastic improvement in the quality of life as it impacts application domains and global competitiveness. Technologies that are emerging are Data Warehousing and Data Mining. They involve collecting data to find patterns and testing hypothesis in normal research. Software services that are being used in outsourcing will go a long way.
INTRODUCTION TO THE COMPANY
For the past few decades, information technology has massively been accepted and gained popularity beyond its intended expectations in the technology world.
Today, information technology stands as firm proprietor of computer world both in domestic and global arenas.It has not only created economic growth but has enormously enhanced the fast pace of universal development as well.
In their quest to uplift this standard development, CBitss has undertaken the tasks of equipping candidates, working professionals and trainees in various fields of technology.
Candidates are posed with various live experiences of industrial fields so as to eliminate the fear of industry etiquette while getting their first job.
Since international standards are of a higher demand in this era, its the sole aim of CBitss to produce numerous qualified candidates that can suit these demands both in the domestic and international cites.
CBitss poses as an intermediate between the demands of information technology and corresponding readiness of students to learn, even beyond their expectations. The well-experienced staff in CBitss is always ready to take the candidates to the zenith of IT industry with their world class training techniques. However, in order to achieve these goals it is paramount for students to avail themselves to this yielding opportunity. Convincingly, CBitss believes in making candidates for feeding the nation and world at large not just making the arrangements for today only.
Linux(system & network administration)
Linux is, in simplest terms, an operating system. It is the software on a computer that enables applications and the computer operator to access the devices on the computer to perform desired functions. The operating system (OS) relays instructions from an application to, for instance, the computer's processor. The processor performs the instructed task, then sends the results back to the application via the operating system.
But something sets Linux apart from these operating systems. The Linux operating system represented a $25 billion ecosystem in 2008. Since its inception in 1991, Linux has grown to become a force in computing, powering everything from the New York Stock Exchange to mobile phones to supercomputers to consumer devices.
As an open operating system, Linux is developed collaboratively, meaning no one company is solely responsible for its development or ongoing support. Companies participating in the Linux economy share research and development costs with their partners and competitors. This spreading of development burden amongst individuals and companies has resulted in a large and efficient ecosystem and unheralded software innovation.
Over 1,000 developers, from at least 100 different companies, contribute to every kernel release. In the past two years alone, over 3,200 developers from 200 companies have contributed to the kernel--which is just one small piece of a Linux distribution.
Linux network administration
As it is the result of a concerted effort of programmers around the world, Linux wouldn't have been possible without the global network. So it's not surprising that in the early stages of development, several people started to work on providing it with network capabilities. A UUCP implementation was running on Linux almost from the very beginning, and work on TCP/IP-based networking started around autumn 1992, when Ross Biro and others created what has now become known as Net-1.
After Ross quit active development in May 1993, Fred van Kempen began to work on a new implementation, rewriting major parts of the code. This project was known as Net-2. The first public release, Net-2d, was made in the summer of 1993 (as part of the 0.99.10 kernel), and has since been maintained and expanded by several people, most notably Alan Cox. Alan's original work was known as Net-2Debugged. After heavy debugging and numerous improvements to the code, he changed its name to Net-3 after Linux 1.0 was released. The Net-3 code was further developed for Linux 1.2 and Linux 2.0. The 2.2 and later kernels use the Net-4 version network support, which remains the standard official offering today.
The Net-4 Linux Network code offers a wide variety of device drivers and advanced features. Standard Net-4 protocols include SLIP and PPP (for sending network traffic over serial lines), PLIP (for parallel lines), IPX (for Novell compatible networks, Appletalk (for Apple networks) and AX.25, NetRom, and Rose (for amateur radio networks). Other standard Net-4 features include IP firewalling, IP accounting
CAMPUS INDUSTRIAL TRAINING PROGRAMS
On Campus Industrial Training where Experts from the company approach to the various IT companies as well as to various engineering colleges where seminars are conducted for 15 to 20 days, technical workshops are also organized to make them aware about the advanced software’s used in the industry.
CSR LIKE JOBFAIR
"CSR is the integration by companies of social and environmental concerns in their business operations and in their interaction with their stakeholders on a voluntary basis." The concept of social responsibility means going beyond the fulfillment of legal requirements by investing more in human capital, the environment, and relations with stakeholders. It is a voluntary instrument, but must be implemented reliably so that it fosters trust and confidence among stakeholders.
So CBitss is following CSR through conducting JOB FAIRS on an annual basis. Job fair is an event for employers to meet with job seekers, esp. students; also called career fair. Attending a job fair is an easy way to connect to numerous employers quickly. They are becoming a more common method of direct entry level recruiting and initial screening. For the corporate recruiter, they offer an opportunity to reach interviewing terminal allows job seekers to meet with a variety of employers at one convenient location
REVIEW OF LITERATURE
Roberto M. Fernandez & Nancy Weinberg (march,1996) conducted a research titled “Getting a Job: Networks and Hiring in Retail Bank”
In this research study hiring has been considered as a process rather than an event as it had been considered in previous studied conducted in this field. A significant strand of research on the job-person matching process has focused on the role of socisl networks in hiring process. Past empirical studies of the comparative effectiveness of recruiting sources for getting jobs have started with a group of hires. But starting with hires likely to compress difference between network recruits and other employees. In contrast to the past syudies. People treat hiring as a process rather than an event. They look at a pool of applicants to four job categories in a large retail bank who first inquired about jobs between 1993 and 1995 to identify the effects of referral network at each stage of the hiring process. Results of probit models indicate that network referrals are advantaged at both the interview and offer stages compared to external non referral applicants after controlling for other factors.
Geeta Kumari, Jyoti Bhat and K. M. Pandey(October 2010) conducted a research on “Recruitment and Selection Process: A Case Study of Hindustan Coca-Cola Beverage Pvt.Ltd”
In this research paper, study has been made about recruitment and selection process of Hindustan Coca-cola Beverage Private limited, Gangyal in Jammu in India. The study indicates that although the company follows a well defined recruitment policy. In most of the cases the company does compensate the employees for the expenses incurred by them. It is also observed that the company has got all the databases fully computerized. All employees said that the company hires consultancy firms or recruitment agency for hiring candidates. It can be said that in spite of some odd factors, the company is doing well since establishment.
JACKULIN.M technologies conducted a study on “A study on effectiveness of recruitment and selection process in Wipro to analyze the effectiveness and various sources of recruitment and selection process.”
Human resources are a term used to describe the individuals who comprise the workforce of an organization. The use of the term 'human resources' by organizations to describe the workforce
Sources of Recruitment
Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organization 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
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:
SELECTION PROCESS - Choosing the Right Candidate
Selecting a suitable candidate can be the biggest challenge for any organization. According to Dale Yoder - "Selection is the process in which candidates for employment are divided into 2 classes - those who are to be offered employment and those who are not." The success of a sales organisation largely depends on its staff. Selection of the right candidate builds the foundation of any organization's success and helps in reducing turnovers.
Though there is no fool proof selection procedure that will ensure low turnover and high profits, the following steps generally make up the selection process for the right sales personnel
INTRODUCTION TO PROCESS IN CBitss
Recruitment and selection process in CBitss is done through:
Employees Referrals Depend upon company policy: CBitss follows a Employee referral it is an internal recruitment method employed by organizations to identify potential candidates from their existing employees' social networks. An employee referral scheme encourages a company's existing employees to select and recruit the suitable candidates from their social networks. As a reward, the employer typically pays the referring employee a referral bonus. Recruiting candidates using employee referral is widely acknowledged as being the most cost effective and efficient recruitment method to recruit candidates and as such, employers of all sizes, across all industries are trying to increases the volumes they recruit through this channel.
There are several pros of an Employee Referral Program at any organization.
1. Make the complete Recruitment process more effective by increasing the sources of good credential candidates.
2. To, motivate the current employees to partner in Talent Acquisition through attractive referral incentives.
3. Provide the employer a pool of Qualified and potential candidates.
4. Candidates referred by employees also tend to be of higher quality because the referring employee usually screens his or her referrals closely.”
“The basic objective of any Employee Referral program is to make the complete Recruitment process more effective by increasing the sources of good credential candidates. And motivate the current employees to partner in Talent Acquisition through attractive referral incentives.
Company's data Bank Free of cost: In recruitment process databank is collection of profiles or candidates to information’s such as there experties,current org where they are woking,past experience ,current & expected salary,preffered location of working,contact details etc..& that too not for only one sector for every sector like finance & banking,IT,Research,pharma,Hr,Bpo.
REASERCH METHODOLOGY
Research Project has a specified framework for collecting the data in an effective manner. Such framework is called Research Design. The Research Process that was followed consists of the following steps:
Primary Data: Is direct one, which is collected for the very first time and original in character. For the purpose of collecting the data Questionnaire method was used. Under Questionnaires, the candidates were asked about their experience and satisfaction with the recruiting and selection process.
Secondary Data: Indirect collection of data from sources containing past or recent past information like Company catalogues, Website of the Company.
Research Approach: Surveys are best suited for Descriptive Research. Surveys are undertaken to learn about people knowledge, beliefs, preference, and satisfactions and experiences so on and to measure these magnitude in the specific people or shortlisted candidates. Therefore I have conducted the survey based on the descriptive research.
Research Instrument: A Questionnaire was constructed for the survey. A Questionnaire consisted of series of questions for the respondent to be answered. In this Questionnaire having the ten questions and every question having the subparts as I show in questionnaire.
Sampling Plan:
Target people:- The target must be defined that has to be sampled. It is necessary so as to develop a sampling frame so that everyone in the target population (shortlisted candidates) has an equal chance of being sampled. Shortlisted candidates are the target population, I’m targeting these people because the objectives is related with my target population satisfaction and experience.
Collecting Information: After this, I have collected the information from the respondents with the help of the questionnaire. I was collecting the original data so I have chosen this method to take information from target population or candidates.
Sample Size: As far as the size of sample was concerned during the project, a sample size of 173 respondents was taken; those were the selected candidates.
Sample Technique: Convenience Sampling was used in the collection of the data. Convenience sampling is perfect to me because my target market is specific
CONCLUSION
Recruitment and selection is the process of identifying the need for a job, defining the requirements of the position and the job holder, advertising the position and choosing the most appropriate person for the job. Retention means ensuring that once the best person has been recruited, they stay with the business and are not “poached” by rival companies.
Undertaking this process is one of the main objectives of management. Indeed, the success of any business depends to a large extent on the quality of its staff. Recruiting employees with the correct skills can add value to a business and recruiting workers at a wage or salary that the business can afford, will reduce costs.
Recruitment and selection process in CBitss is done through Employees Referrals Depend upon company policy, it is an internal recruitment method employed by organizations to identify potential candidates from their existing employees' social networks. An employee referral scheme encourages a company's existing employees to select and recruit the suitable candidates from their social networks. As a reward, the employer typically pays the referring employee a referral bonus. Recruiting candidates using employee referral is widely acknowledged as being the most cost effective and efficient recruitment method to recruit candidates and as such, employers of all sizes, across all industries are trying to increases the volumes they recruit through this channel through Company's data Bank Free of cost, In recruitment process databank is collection of profiles or candidates to information’s such as there experties, current org where they are working, past experience ,current & expected salary, preffered location of working, contact details etc..& that too not for only one sector for every sector like finance & banking, IT, Research, pharma, Hr, Bpo. Also through free job fairs on annual basis, It is a fair or exposition for employers, recruiters and schools to meet with prospective job seekers. Expos usually include company or organization tables or booths where resumes can be collected and business cards can be exchanged. In the college setting, job fairs are commonly used for entry level job recruiting. Often sponsored by career centers, job fairs provide a convenient location for students to meet employers and perform first interviews