SUMMER TRAINING PROJECT REPORT

on
‘HUMAN RESOURCES RECURITMENT’
HONEYWELL, AMBALA

SUBMITTED FOR PARTIAL FULFILLMENT OF THE DEGREE OF

MASTER OF BUSINESS
ADMINISTRATION
[2014-2015]

By
ANUPAM RAJ PATWA
(Roll No.: 1368670020)

EXTERNAL SUPERVISOR INTERNAL SUPERVISOR

SUSHIL KUMAR SAHU SUNITA SINGHAL
HR Manager ASSIATANT PROFESER
HONEYWELL Automation India Ltd, AIAM, GRATER NOIDA
AMBALA

ACCURATE INTITUTE OF ADVANCE MANAGEMENT, GRATER NOIDA

(Affiliated to UPTU and Approved by AICT

1
 Accurate Institute of Advanced Management
(Affiliated to UPTU and Approved by AICTE)

______________________________________
Date:

HEAD OF MBA PROGRAM’S CERTIFICATE

Certified that the Summer Training Project Report titled “HUMAN RESOURCES

REQUIRTMENT” is carried out by Mr. ANUPAM RAJ PATWA, Roll

No.1368670020, a student of MBA –III semester at Accurate Institute of Advanced

Management, Greater Noida, under the supervision of –Shaurabh Chandra HR Manager

(Designation) Ho neywell Auto matio n I ndia Ltd.

This is an original work carried out by the said student to the best of my knowledge and I

recommend for the submission of this summer Training Project Report to Uttar Pradesh

Technical University, Lucknow in the partial fulfillment of the award of MBA Dagree.

Prof.(Dr.) Amar Kr. Saxena

Director,AIAM,Greater Noida.

Plot No. 49, Knowledge Park-3, Greater NOIDA-201306 (UP), Phone: 0120-2328235, Fax:

0120-2320355 E. Mail.: info@accurate.in, Web: http//www.aiam.in

2
 DECLARATION

To,

The Director,

Accurate Institute of Advance Management,

Plot No.-49, Knowledge Park 3

Greater Noida

Utter Pradesh – 201308.

Respected Sir,

I hereby declare that this project report entitled “ HUMAN RESOURCES

REQUIRTMENT" is written and submitted by me under the kind guidance of Mr. Saurabh

Chandra, HR Manager, Industry Guide and Mrs.SUNITA SINGHAL, Asst.Prof, AIAM,

Gr. Noida (U.P.). The findings and interpretations in the report are based on both primary and

secondary data collection. This project is not copied from any source or other Project submitted

for similar purpose.

DATE:

PLACE: Greater Noida

ROLL NO.: 1368670020

3
 Signature of student

PREFACE

The learning process of classroom is incomplete without any practical field experience. It is

because of the reason that our Institute like any other, has provision for practical training, so

practical training is vital. Accordingly we had our training with Honeywell Automation India

Ltd.

This 8 weeks training gave us an insight into the working of an organization and learn how some

of the important concepts that we have been studying as a student of management are applicable

in the field. The project is a sincere attempt to focus on the subject in a lucid manner. I sincerely

attempted to effort to carry out study in deep on subject.

During this period we had the opportunity to observe the company’s performance, place in the

industry, its products, pricing, advertisement, promotions and its good will through our market

survey. It is hoped that this study will provide valuable information in various issues related to

Ho neywell Auto matio n I ndia Ltd, oriented industries.

ANUPAM RAJ PATWA

4
Roll no.:- 1368670020

ACKNOWLEDGEMENT

With immense please we are presenting “Human Resources Recruitment” Project report

as part of the curriculum of ‘Master of Management Studies’. We wish to thank all the people who

gave us unending support.

I express my profound thanks to Director and Prof. Amar Sexena, project guide and all

those who have indirectly guided and helped us in preparation of this project.

We also like to extend our gratitude to all staff and our colleagues of College of

Management, who provided moral support, a conductive work environment and the much-needed

inspiration to conclude the project in time and a special thanks to my parents who are integral part

of the project.

Thanking you.

Accurate Institute of Advance Management

Knowledge Park 3, Greater Noida

5
CONTENT

Title Pages

Chapter 1 INTRODUCTION OF THE STUDY 08-31

Objectives of Study, scope of study, HRM & HRD definition, Use Of HRM in org., Advantage/
Important of HR, HR Topic- Function, Training & Development, Intro. Of Orientation, Team
Management Skills, HR Recruitment, Need, Role, Scope Objective, Advantages, Changing Role,
RMS, HR Telephonic Interview, Challenges.

Chapter 2 INTRODUCTION OF THE ORGANISATION 32-51

Introduction Of Company, Company Profile, Global Process, What To Do, Company

Recognition, History of organization,

Chapter 3 PROFILE OF THE ORGANISATIO 53-74

About Company, Company Profile, Data Bank, Facilities, Aim & Approach, Quality Policy &
Processes, Clientele, Why HAIL, Executive Manager Consultant Takes Care Of (Quality, Cost,
On Time Delivery, Retention, Specialization Level Of Recruitment, Function Area, Job Profile,
JD for Position, Email, Format, Weekly States Report, Form of Interviews.

Chapter 4 RESEARCH METHODOLOGY 75-78

Research, Methodology of Study, Data Collection, Kind of Research, Research Design.

Chapter 5 DATA ANALYISIS AND INTERPRETATION 79-92

Question of Form of interview, Sources, Stage, Track, Position, Time, Grades of Employees,
Asking Question, and Theoretical Framework.

Chapter 6 FINDING, CONCLUSION, SUGGESTION, AND LIMITATION 93-100

6
Finding, imitation of Study, Conclusion, Suggestion, Wibliography, Bibliography, Questionna ire
on Recruitment Process.

List of Diagrams

Sr. No.: PARTICULARS Pg. No.

1 Form of Interview 42
2 Source of Candidate 43
3 Telephonic Interview Round 43
4 Track Candidate 44
5 Define Candidate 44
6 Time Spent 45
7 Different Process 45
8 Basic Questions 46
9 Cost Calculating System 46
10 Evaluation and control of Process 47
11 Facility for trainees 47

7
INTRODUCTION

OF

TOPIC

8
 Objectives of the study:

The main objectives of the study are as follows:

i. To understand the process of recruitment

ii. To know the sources of recruitment at various levels and various jobs

iii. To critically analyze the functioning of recruitment procedures

iv. To identify the probable area of improvement to make recruitment procedure more

effective

v. To know the managerial satisfaction level as well as to know the yield ratio

vi. To search or headhunt people whose, skill fits into the company’s values

Scope of study:

The benefit of the study for the researcher is that it helped to gain knowledge and experience and

also provided the opportunity to study and understand the prevalent recruitment procedures.

The key points of my research study are:

i. To Understand and analyze various HR factors including recruitment procedure at

consultant.

9
ii. To suggest any measures/recommendations for the improvement of the recruitment

procedures

10
 Human Resource Management and Human Resource Development

Definition:

HRM is the process of managing people in organizations in a structured and thorough

manner. This covers the fields of staffing (hiring people), retention of people, pay and perks setting

and management, performance management, change management and taking care of exits from

the company to round off the activities. This is the traditional definition of HRM which leads some

11
experts to define it as a modern version of the Personnel Management function that was used

earlier.

We have chosen the term “art and science” as HRM is both the art of managing people by

recourse to creative and innovative approaches; it is a science as well because of the precision and

rigorous application of theory that is required.

Human Resource Development (HRD) means to develop available manpower through

suitable methods such as training, promotions, transfers and opportunities for career development.

HRD programs create a team of well-trained, efficient and capable managers and subordinates.

Such team constitutes an important asset of an enterprise. One organisation is different from

another mainly because of the people (employees) working there in. According to Peter F. Drucker,

"The prosperity, if not the survival of any business depends on the performance of its managers of

tomorrow." The human resource should be nurtured and used for the benefit of the organisation.

Uses of Human Resource Management in an organization:

 Human Resource Management (HRM) is the function within an organization that focuses

on recruitment of, management of, and providing direction for the people who work in the

organization. It can also be performed by line managers.

 Human Resource Management is the organizational function that deals with issues related

to people such as compensation, hiring, performance management, organiza tio n

development, safety, wellness, benefits, employee motivation, communicatio n,

administration, and training.

12
 HRM is also a strategic and comprehensive approach to managing people and the

workplace culture and environment. Effective HRM enables employees to contribute

effectively and productively to the overall company direction and the accomplishment of

the organization's goals and objectives.

 Human Resource Management is moving away from traditional personnel, administratio n,

and transactional roles, which are increasingly outsourced. HRM is now expected to add

value to the strategic utilization of employees and that employee programs impact the

business in measurable ways. The new role of HRM involves strategic direction and HRM

metrics and measurements to demonstrate value.

 The Human Resource Management (HRM) function includes a variety of activities, and

key among them is responsibility for human resources -- for deciding what staffing needs

you have and whether to use independent contractors or hire employees to fill these needs,

recruiting and training the best employees, ensuring they are high performers, dealing with

performance issues, and ensuring your personnel and management practices conform to

various regulations. Activities also include managing your approach to employee benefits

and compensation, employee records and personnel policies. Usually small businesses

(for-profit or nonprofit) have to carry out these activities themselves because they can't yet

afford part- or full-time help. However, they should always ensure that employees have -

- and are aware of -- personnel policies which conform to current regulations. These

policies are often in the form of employee manuals, which all employees have.

 HRM is widening with every passing day. It covers but is not limited to HR planning,

hiring (recruitment and selection), training and development, payroll manageme nt,

13
 rewards and recognitions, Industrial relations, grievance handling, legal procedures etc. In

other words, we can say that it’s about developing and managing harmonious relations hips

at workplace and striking a balance between organizational goals and individual goals.

Advantages / Importance of HR :

 Meeting manpower needs: Every Organisation needs adequate and properly qualified staff

for the conduct of regular business activities. Imaginative HRP is needed in order to meet

the growing and changing human resource needs of an organisation.

 Replacement of manpower: The existing manpower in an Organisation is affected due to

various reasons such as retirement and removal of employees and labour turnover. HRP is

needed to estimate the shortfall in the manpower requirement and also for making suitable

arrangements for the recruitment and appointment of new staff.

 Meeting growing manpower needs: The expansion or modernisation programme may be

undertaken by the enterprise. Manpower planning is needed in order to forecast and meet

additional manpower requirement due to expansion and growth needs through recruitme nt

and suitable training programs.

 Meeting challenges of technological environment: HRP is helpful in effective use of

technological progress. To meet the challenge of new technology existing employees need

to be retrained and new employees may be recruited.

14
 Coping with change: HRP enables an enterprise to cope with changes in competitive forces,

markets, products, and technology and government regulations. Such changes generate

changes in job content, skill, number and type of personals.

 Increasing investment in HR: An employee who picks up skills and abilities becomes a

valuable resource because an organisation makes investments in its manpower either

through direct training or job assignments.

 Adjusting manpower requirements: A situation may develop in; an organisation when there

will be surplus staff in one department and shortage of staff in some other department.

Transfers and promotions are made for meeting such situations.

 Recruitment and selection of employees: HRP suggests the type of manpower required in

an organisation with necessary details. This facilitates recruitment and selection of suitable

personnel for jobs in the Organisation. Introduction of appropriate selection tests and

procedures is also possible as per the manpower requirements.

 Placement of manpower: HRP is needed as it facilitates placement of newly selected

persons in different departments as per the qualifications and also as per the need of

different departments. Surplus or shortage of manpower is avoided and this ensures

optimum utilization of available manpower.

 Training of manpower: HRP is helpful in selection and training activities. It ensures that

adequate numbers of persons are trained to fill up the future vacancies in the Organisatio n.

15
HR TOPICS - FUNCTIONS

Recruitment and Selection Process

Complete Recruitment life cycle

 Levels of Companies

 Technologies and Domineer

 Portal Explanation

 Explanation of Job Description and Analyzing of Requirement

 Sourcing of Profiles from Portals

 Screening of profiles as per the requirement

 Calling the Candidates

 Formatting of profiles and Tracker’s Preparation

 Maintenance of Database

Training and Development

 Concept of Training and Development

 Training Needs Identification Process

 Designing Annual Training Plans

 Training Execution

 Designing Employee Development Initiatives

 Designing Supervisory Development Programs

 Designing Management Development Programs

 What is Training ROI and how to Calculate

 Introduction to Best Trainer Skills, Knowledge and Abilities

16
 Induction and Orientation

 How to Design Induction Programs and Execution

 How to Design on the Job Training Programs and Monitoring

 How to evaluate effectiveness of Induction and on the Job Training Programs

 Probation Confirmation and HR Role

Team Management Skills

 Understanding What is a Team

 Understanding Team Development Stages

 What is your Team Membership Orientation

 How to improve your effectiveness as Team Member

 What is Team Leadership

 Understanding my Orientation

HR Recruitment:

17
According to Edwin Flippo, "Recruitment is the process of searching for prospective employees

and stimulating them to apply for jobs in the Organisation."

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 manger initiates an employee requisition for a

specific vacancy or an anticipated vacancy.

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 of candidates is the function preceding the selection, which helps create a pool of

prospective employees for the organisation so that the management can select the right candidate

for the right job from this pool. The main objective of the recruitment process is to expedite the

selection process.

Recruitment is almost central to any management process and failure in recruitment can create

difficulties for any company including an adverse effect on its profitability and inappropriate levels

of staffing or skills. Inadequate recruitment can lead to labor shortages, or problems in

management decision making and the recruitment process could itself be improved by following

management theories. The recruitment process could be improved in sophistication with Rodgers

seven point plan, Munro-Frasers five-fold grading system, psychological tests, personal

interviews, etc. Recommendations for specific and differentiated selection systems for differe nt

professions and specializations have been given. A new national selection system for psychiatrists,

anesthetists and dental surgeons has been proposed within the UK health sector

18
Need for Recruitment

The need for recruitment may be due to the following reasons / situations

 Vacancies: due to promotions, transfers, retirement, termination, permanent disability,

death and labour turnover.

 Creation of new vacancies: due to growth, expansion and diversification of business

activities of an enterprise.

 In addition, new vacancies are possible due to job respecification.

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 organisations. Recruitment process involves a systematic procedure from

sourcing the candidates to arranging and conducting the interviews and requires many resources

and time. A general recruitment process is as follows:

Identifying the vacancy:

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

19
  Preparing the job description and person specification.

 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

The HR Role in Recruitment changed and HRM:

 Decides about the design of the recruitment processes and to decide about the split of roles

and responsibilities between Human Resources and Hiring Manager

 Decides about the right profile of the candidate

 Decides about the sources of candidates

 Decides about the measures to be monitored to measure the success of the process

A traditional role of HR in Recruitment was an administrative part of the whole process. The HRM

was responsible for maintaining the vacancies advertised and monitored, but the real impact of

HRM to the performance of the whole recruitment process was minimal.

But as the role of Human Resources in the business was increasing, the HR Strategy was changed.

From making the process working to the real management of HR Processes and the Recruitme nt

Process was the first to manage.

The role of HR in Recruitment is very important as HRM is the function to work on the

development of the recruitment process and to make the process very competitive on the market.

As the job market gets more and more competitive, the clearly defined HR Role in Recruitme nt

20
will be growing quickly. HRM is not a function to conduct all the interviews today, the main role

of Human Resources is to make the recruitment process more attractive and competitive on the job

market.

Scope of HR Recruitment:

 HR jobs are one of most important tasks in any company or organization.

 To structure the Recruitment policy of company for different categories of employees.

 To analyses the recruitment policy of the organization.

 To compare the Recruitment policy with general policy.

 To provide a systematic recruitment process.

 It extends to the whole Organization. It covers corporate office, sites and works

appointments all over India.

 It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and

Senior Management cadres.

 A recruitment agency provides you with career counseling which renders a crystal clear

picture of what are the possible career options out there for you and which job option suits

you the best.

21
Objective of HR

 To obtain the number and quality of employees that can be selected in order to help the

organization to achieve its goals and objectives.

 Recruitment helps to create a pool of prospective employees for the organization so that

the management can select the right candidate for the right job from this pool.

 Recruitment acts as a link between the employers and the job seekers and ensures the

placement of right candidate at the right place at the right time.

 Recruitment serves as the first step in fulfilling the needs of organizations for a competitive,

motivated and flexible human resource that can help achieve its objectives.

 The recruitment process exists as the organization hire new people, who are aligned with

the expectations and they can fit into the organization quickly.

Advantage of Outsourcing Recruitment/Hiring of Consultancy

Traditionally, recruitment is seen as the cost incurring process in an organization. HR outsourcing

helps the HR professionals of the organisations to concentrate on the strategic functions and

processes of human resource management rather than wasting their efforts, time and money on the

routine work.

Outsourcing the recruitment process helps to cut the recruitment costs to 20 % and also provide

economies of scale to the large sized organizations.

The major advantages of outsourcing performance management are:

22
 Cost Reduction

Result Time saving of

Qualitative/Quantitative Hiring of consultancy Company

Focus Management
Effort

Outsourcing is beneficial for both the corporate organisations that use the outsourcing services as

well as the consultancies that provide the service to the corporate. Apart from increasing their

revenues, outsourcing provides business opportunities to the service providers, enhancing the skill

set of the service providers and exposure to the different corporate experiences thereby increasing

their expertise.

The advantages accruing to the corporate are:

 Turning the management's focus to strategic level processes of HRM

 Accessibility to the expertise of the service providers

 Freedom from red tape and adhering to strict rules and regulations

 Optimal resource utilisation

 Structured and fair performance management.

 A satisfied and, hence, highly productive employees

 Value creation, operational flexibility and competitive advantage

23
Therefore outsourcing helps both the organisations and the consultancies to grow and perform

better.

Changing Role of Recruitment Intermediaries:

Recruitment consultancies, agencies or intermediaries are witnessing a boom in the demand of

their services, both by the employers and the job seekers. With an already saturated job market,

the recruitment intermediaries have gained a vital position acting as a link between the job seekers

and the employers.

But at the same time, one of the major threats faced by this industry is the growing popularity of

e-recruitment. With the changing demand, technologies and the penetration and increasing use of

internet, the recruitment consultancies or the intermediaries are facing tough competition. To retain

and maintain their position in the recruitment market, the recruitment intermediaries or consulta nts

(as they are commonly known) are witnessing and incorporating various changes in terms of their

role, functions and the services.

According to a survey amongst top employers, most of them agree with the growing influence of

technology and the Internet on the recruitment processes. 70 per cent of employers reported the

use of application portal on their company’s official website. Apart from that, the emerging

popularity of the job portals is also growing.

But the fact that the intermediaries or the consultants are able to provide their expert services,

economies of scale, up to 40 percent savings in the recruitment costs, knowledge of the market,

the candidates, understanding of the requirements, and most importantly, the assess to the suitable

and talented candidates and the structured recruitment processes. The recruitment intermedia r ies

24
save the organisations from the tedious of weeding out unsuitable resumes, co-coordinating

interviews, posting vacancies etc. give them an edge over the other sources of recruitment.

To retain their position as the service providers in the recruitment market, the recruitme nt

intermediaries are providing vale added services to the organisations. They are incorporating the

use of internet and job portals, making their services more efficient.

Despite of the growing use of the internet, the recruitment intermediaries are predicted to continue

dominating the recruitment market in the anticipated future.

Recruitment Management System

Recruitment management system is the comprehensive tool to manage the entire recruitme nt

processes of an organisation. It is one of the technological tools facilitated by the informa tio n

management systems to the HR of organisations. Just like performance management, payroll and

other systems, Recruitment management system helps to contour the recruitment processes and

effectively managing the ROI on recruitment.

The features, functions and major benefits of the recruitment management system are 4explained

below:

 Structure and systematically organize the entire recruitment processes.

 Recruitment management system facilitates faster, unbiased, accurate and reliable

processing of applications from various applications.

 Helps to reduce the time-per-hire and cost-per-hire.

25
 Recruitment management system helps to incorporate and integrate the various links like

the application system on the official website of the company, the unsolicited applicatio ns,

outsourcing recruitment, the final decision making to the main recruitment process.

 Recruitment management system maintains an automated active database of the applicants

facilitating the talent management and increasing the efficiency of the recruitme nt

processes.

 Recruitment management system provides and a flexib le, automated and interactive

interface between the online application system, the recruitment department of the

company and the job seeker.

 Offers tolls and support to enhance productivity, solutions and optimizing the recruitme nt

processes to ensure improved ROI.

 Recruitment management system helps to communicate and create healthy relations hips

with the candidates through the entire recruitment process.

 The Recruitment Management System (RMS) is an innovative information system tool

which helps to sane the time and costs of the recruiters and improving the recruitme nt

processes.

26
HR Recruitment Process

27
28
1. Client need assessment

 Define objectives and specifications

 Understand client's business and culture

 Understand the job/position specifications

 Understand roles and responsibilities of the prospective candidate

 Develop a search plan and review with the client

2. Candidate Identification

 Identify target sources

 Extensive organization mapping, research & database search of the profile

 Provide status report to client about the available talent pool

3. Candidate assessment and Presentation

 Screen and evaluate candidates

 Personal Interviews with Candidates wherever possible - assess skills, interest level and

cultural fit

 Discuss the shortlist with the client and send resumes

4. Candidate interview, selection & Presentation of Offer

 Facilitate interviews with the client

 Obtain feedback

 Participate in decision making process

 Provide inputs on candidate's desired compensation

29
5. Closure & Follow up

 Negotiate offer acceptance

 Execute Reference check, Compensation & Job Level Discussions

 Coordinate Joining Formalities and on boarding as per predefined date

 Closing review to understand client's level of satisfaction.

HR Telephonic Interview Questions:

 Tell me about yourself?

 Tell me about your job profile?

 How much current CTC, you’re getting in current organization?

 How much you’re expecting form new organization?

 How the notice period you required if you are selected?

 Why did you want to resign from your previous job?

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 organisatio n.

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.

30
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 professiona ls

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 recruitme nt

professionals.

31
 INTRODUCTION

OF

THE ORGANISATION

32
 INTRODUCTION OF COMPANY

Our Company:

Honeywell invents and manufactures technologies to address some of the world’s toughest

challenges initiated by revolutionary macrotrends in science, technology and society. A Fortune

100 company, we create solutions to improve the quality of life of people around the globe:

generating clean, healthy energy – and using it more efficiently. Increasing our safety and security.

Enabling people around the world to connect, communicate, and collaborate. And equipping our

customers to be even more productive. With approximately 132,000 employees worldwide,

including more than 22,000 engineers and scientists, we have an unrelenting commitment to

quality and delivering results in everything we make and do.

33
Company Profile:

Honeywell Security is an international supplier and distributor of electronic security systems and

solutions. Our products monitor and protect millions of homes, businesses and government

facilities across the globe.

Honeywell Security is a business unit of Honeywell International, a $36.6 billion diversified

technology and manufacturing leader, serving customers worldwide with aerospace products and

services; control technologies for buildings, homes and industry; automotive products;

turbochargers; and specialty materials. Based in Morris Township, N.J., Honeywell's shares are

traded on the New York, London and Chicago Stock Exchanges. It is one of the 30 stocks that

make up the Dow Jones Industrial Average and is also a component of the Standard & Poor's 500

Index.

Honeywell Security has an extraordinary range of solutions across Intrusion detection, Video

Surveillance, Access Control Technologies & Home net systems and invests over $100 million a

year in research and development. It has its engineering "centers of excellence" in the U.S.,

Canada, China, Korea, India, Scotland,Germany and France and leverages technologies that are

developed elsewhere in Honeywell and brings them to the security business. Example: Video

analysis software developed by Honeywell Labs, advanced sensors from the Sensing and Control

business or GPS systems from Aerospace.

34
Honeywell Security South Asia operations spans across Sri Lanka, Pakistan, Bangladesh, Nepal

and other South Asian countries with HQ in India. We have our offices in Gurgaon, Mumbai,

Bangalore and Kolkata catering to all four corners of the country. An exponentially growing

business unit of Honeywell International, Honeywell Security caters to all electronic security

needs for Industrial, Government, Defense, Transportation, Commercial, Retail, Hotel, Hospital,

Corporate Buildings, IT, ITES, Banking and also the Residential market.

One of the key initiatives identified by Honeywell Security was to start a manufacturing facility

locally in India. Honeywell Security South Asia made history by starting manufacturing in India

in collaboration with ED&S at Hopetown facility in Oct 2008 in Dehradun, Uttrakhand.

The manufacturing unit is spread over 2000 sq ft and is well equipped with all testing

equipments. The production floor is ESD protected and temperature and humidity controlled.

A twelve member team comprising of trained engineers, technicians operate for the security

business.

As a starting point high volume CCTV surveillance cameras are being manufactured, but

gradually the production basket will also include intrusion alarm systems and home systems as

well.

35
Global Processes:

Honeywell’s ability to continually improve comes from successfully achieving two seemingly

competing tasks at once – productivity and growth. Our global processes are Honeywell’s core

internal business processes such as Six Sigma, FT, HOS and VPD that drive efficiency and service

quality. By relentlessly executing on these processes, Honeywell brings world-class products and

services to market faster and more cost-effectively for our customers.

What We Do

Aerospace Advancements:

Honeywell Aerospace mechanical and electrical innovations are used today on virtually every

commercial and defense aircraft platform. Our aerospace team invents and integrates thousands of

products and services that deliver safe, efficient, productive and comfortable experiences

worldwide.

Automation Smart Technology and Control Solutions:

Families, businesses, and communities use Honeywell environmental controls, life safety,

security, sensing, scanning, and mobility products, as well as building and process solutions in

homes, buildings, industrial facilities, and public and private utilities around the world.

36
Cutting-Edge Performance Materials and Technologies:

Honeywell is a global leader in designing and creating high-purity, high-quality performance

chemicals and materials. Our technologies can do everything from reducing emissions to stopping

bullets. They enable the production of cleaner, more efficient fuels, increase capacity in oil

refineries, speed drug discovery, and protect medicines.

Efficient Transportation Systems:

Honeywell Transportation Systems provides world-class technologies and solutions to

automakers, their suppliers, and the public. Our technologies make passenger and commercia l

vehicles throughout the world perform better and more efficiently.

Solutions Around the Globe:

We're committed to growing to serve more customers – and to constantly making our products and

services even better. Operating throughout the world enables us to better understand the challenges

that our customers face – and to provide even better solutions. Today, approximately 55% of our

revenues are now generated outside the U.S., making Honeywell a truly global enterprise.

37
Americas:

Headquartered in Morris Township, New Jersey, Honeywell employs more than 69,000 employees

in our research and development centers, manufacturing facilities and administrative offices across

the region. Throughout the U.S., Mexico, Canada and Brazil we have a team of unparalleled vision,

talent, and dedication. Their commitment to results and to continuous improvement is what drives

Honeywell forward – with achievements like:

 A complete modernization of the Los Angeles, CA city wastewater treatment system.

Integrated Honeywell controls were used to streamline operations and reduce

environmental risks.

 A partnership with Petrobras in Brazil to expand its diesel production capacity and

commission new safe, efficient offshore vessels to process natural gas off the coast of

Brazil.

China:

Since 1935, China has been critical to Honeywell's growth and innovation strategies. Today, we

have around 12,000 employees located in 20 cities, including five major technology centers in

Shanghai, Beijing, Tianjin, Nanjing and Chongqing with more than 1,400 scientists and engineers

focused on research and development, engineering and design.

Honeywell is playing a major role in the growth of China's aviation industry. We provide fly-by-

wire flight controls, wheel and brake systems, auxiliary power units and the inertial reference and

38
air data systems for the new C919 platform from Commercial Aircraft Corporation of China Ltd.

(COMAC). Green Jet Fuel made from Honeywell technology powered the first biofuel flight in

the region in 2011.

Honeywell is honored to have been selected to develop and implement China's first smart grid

pilot project for managing energy use in commercial buildings.

India:

Honeywell's presence in India dates back to the 1930s, when refining technology from Honeywell's

UOP group was commissioned in India's very first refinery in the state of Assam. Today, with

more than 12,000 employees, Honeywell operates state-of-the-art engineering and manufactur ing

facilities in Pune, Guragon, Chennai and Dehradun. Our India operations include automatio n

control solutions, turbochargers, and refining.

Honeywell also has global centers of excellence for technology and product development across

the region. We developed the world's first turbo technology for a 2-cylinder micro-diesel engine

in India, which is helping to drive a new chapter of ultra-fuel-efficient micro vehicles for the

growing region.

39
Asia Pacific:

Honeywell continues to build on our manufacturing, engineering, and sales capabilities across the

Asia Pacific region. Each of our businesses – Aerospace, Automation and Control Solutions,

Performance Materials and Technologies, and Transportation Systems – is growing and expanding

here. Today, we have around 6,000 colleagues in the region.

In Korea and Japan, our turbo operations work with major car and truck manufacturers to provide

tailored turbocharging solutions for local markets and global customers, as well as semiconductor

manufacturing operations for our Electronic Materials business in Thailand, Korea and Japan. The

Honeywell Process Solutions and Building Solutions businesses employ more than 100 engineers

and technicians. In our research and development center in Sydney, Australia, we design

automation and control software. Honeywell's UOP group has a design and operations center in

Kuala Lumpur, Malaysia to serve oil and gas customers across Southeast Asia .

Europe, the Middle East & Africa (EMEA):

Today more than 32,000 of our colleagues represent Honeywell's four businesses across Europe,

the Middle East and Africa, and we continue to expand to deliver better results and serve more

customers. Our 23 research and development centers in the region are innovating and creating

solutions to meet the region's needs, including:

 Smart grid solutions that can cut peak energy use in commercial and industrial facilities

40
  Advanced turbos that will help customers reach new emissions and fuel efficie nc y

standards without compromising on power and performance

To address the projected increase in air travel across Europe and the globe, we are harnessing the

expertise of both our Aerospace and Automation Control Systems businesses. We are developing

a modernized infrastructure that will allow people and aircraft to be moved into, around and out

of airports faster, safer and more efficiently – saving time and fuel, and ensuring travelers fewer

hassles and more peace of mind.

Company Recognition:

Honeywell has been recognized as a leading company in a variety of different ways including:

World's Most Admired Best in Sector - A Top Military

Companies Diversified Industrials Friendly Employer

2008-2014 & Best Financial 2014

Reporting

2014

41
 2014 All America Top 100 Global Ethisphere Most

Executive Team - Most Innovators in 2013 by Ethical Companies

Honored Companies Thomson Reuters 2013

2014 2011-2013

Indo-American Minority Engineer Top Woman Engineer Top

Chamber of 50 Employer 50 Employer

Commerce Corporate 2011-2013 2009, 2011-2013

Execllence Award for

Technology &

Communications

42
HISTORY OF THE ORGENISATION:

Honeywell's story stretches back more than 125 years and encompasses several predecessor

companies and the inspiring work of tens of thousands of people. But our core mission and values

have been consistent from the start:

 Our vision for a secure, comfortable, more efficient future...

 Our steadfast belief in the power of innovation ...

 And our relentless insistence on continuous improvement.

From our genesis in 1885 to today, these are the principles that led us to the advancements and

innovations of the past century and a quarter ... And they'll continue to inspire

and guide us as we create new solutions for the challenges of tomorrow.

n 2002, David M. Cote was named Chairman and CEO of

Honeywell. Under his leadership the company focuses on five initiatives :

Growth, Productivity, Cash, People and the company's Enablers - Honeywell Operating System,

Velocity Product Development™ and Functional Transformation.

Under Cote's leadership, Honeywell has delivered strong performance in sales growth, earnings

per share, segment profit and cash flow. Today, the company has great positions in good industr ies

43
globally, with approximately 50% of its products and solutions providing energy efficie nc y

benefits.

More than 125 Years of Innovation

Honeywell's roots reach to 1885, when an inventor named Albert Butz patented the furnace

regulator and alarm. He formed the Butz Thermo-Electric Regulator Co., Minneapolis, in April,

1886, and soon invented an ingenious device he called the "damper flapper” – an ingenio us

predecessor to the modern thermostat.

Here's how it worked. When a room cooled below a predetermined temperature, a thermostat

closed the circuit and energized an armature. This pulled the stop from the motor gears, allowing

a crank attached to the main motor shaft to turn one-half revolution. A chain connected to the crank

opened the furnace's air damper to let in air. This made the fire burn hotter. When the temperature

rose to the preset level, the thermostat signaled the motor to turn another half revolution, closing

the damper and damping the fire. The temperature correction was automatic. Over the years, many

Honeywell products have been based upon similar, but more complicated closed-loop systems.

The Consolidated Temperature Controlling Co. acquired Butz's patents and business, and by 1893,

had renamed itself Electric Heat Regulator Co. In 1898, the company was purchased by W. R.

Sweatt, who, by 1916, named the company Minneapolis Heat Regulator Company, expanded its

product line and patented the first electric motor approved by Underwriters Laboratories.

Meanwhile, in Wabash, Indiana...

44
In 1904, a young engineer named Mark Honeywell – from whom our name originated – was

perfecting the heat generator as part of his plumbing and heating business. Two years later, he

formed the Honeywell Heating Specialty Co. Incorporated, specializing in hot water heat

generators.

The 1927 Merger

In 1927, Minneapolis Heat Regulator Company and Honeywell Heating Specialty Co. merged to

form the Minneapolis-Honeywell Regulator Co., and became the largest producer of high-qua lity

jeweled clocks. W. R. Sweatt became Chairman and Mark Honeywell became President. The

company quickly grew as it began to tackle more challenges, including industrial controls and

indicators.

Business Around the World

The company has been selling its products throughout the world for a long time. In 1934, the

company acquired Time-O-Stat Controls Corporation and began establishing a track record of

global expansion. We established offices in Toronto, the Netherlands, London and Stockholm. By

45
1941, The company had distributors in Chile, Panama, Trinidad, New Zealand, Argentina, and

South Africa. By 1972, we operated 25 wholly-owned subsidiaries, 142 branch offices, and joint

ventures in five countries outside the U.S. In 1993, the company opened affiliates in Abu Dhabi,

China, Oman, Romania, and the Ukraine. By 1998, the company had operations in 95 countries.

Products, Developments and Acquisitions

Minneapolis-Honeywell Regulator Co. leveraged its scientific and engineering talent to adapt to

changing times. We radically improved mass production and added an array of aeronautica l

equipment to our portfolio.

In 1942, we invented the electronic autopilot, which proved vital to the U.S. war effort.

In 1953, the cmpany introduced the iconic T-86 "Round" thermostat, which replaced chunky,

rectangular models. One of the world's most recognizable designs, it remains in production today

and is used in more households around the world than any other thermostat.

46
In 1954, the began working to make gyroscopes more sensitive and precise while reducing their

size and weight – and continued improving them over the next two decades.

In 1955, we established a partnership with Raytheon Corp., marking Honeywell's entry into the

computer business.

In 1957, we began working on fire detection and alarm systems. In many North American cities,

the red and black "Protected by Honeywell" window stickers and placards were nearly as

recognizable as the “Round” thermostat. Today we are the global leader in the industry.

The company's name was officially changed to Honeywell Inc. in 1963.

Six years later, Honeywell instruments helped U.S. astronauts Neil Armstrong and Edwin "Buzz"

Aldrin land on the moon.

In 1970, Honeywell merged its computer business with General Electric's to form Honeywell

Information Systems.

47
In 1986, the personal computer emerged and the company formed Honeywell Bull, a global joint

venture with Compagnie des Machines Bull of France and NEC Corporation of Japan. Its

ownership level was gradually decreased until,

In 1991, Honeywell was no longer in the computer business. The company's digital computer

knowledge lives on today in the field of automation control, integrating sensors, and activators.

In 1986, Honeywell took a bold step to increase its investment in aerospace innovation with the

purchase of Sperry Aerospace, making us the world's leading integrator of avionics systems.

Sperry contributed flight controls, space vehicles, and the first FAA-certified wind shear warning

system.

The AlliedSignal Connection

During World War I, Germany controlled much of the world's chemical industry, causing

shortages among the U.S. and our allies of critical drugs and dyes. In 1920, publisher Eugene

48
Meyer and scientist William Nichols formed the Allied Chemical & Dye Corporation as a

partnership of five American chemical companies.

In 1928, Allied opened a synthetic ammonia plant and quickly became the world's leading

producer of ammonia .

After World War II, Allied began manufacturing other new products, including nylon 6 (used in

manufacturing everything from tires to clothes) and refrigerants.

In 1962, Allied bought Union Texas Natural Gas, which owned oil and gas properties througho ut

the Americas. Allied focused on it mainly as a supplier of raw materials for its chemical products,

but this changed in the early 1970s when CEO John Connor (secretary of commerce under Lyndon

Johnson) began investing in oil and gas exploration. By 1979, when Edward Hennessy Jr. became

CEO, Union Texas produced 80% of Allied's income.

49
Now Allied Corp., the company in 1981 went on to purchase the Bendix Corp., an aerospace and

automotive company, in 1983. By 1984, Bendix generated 50% of Allied's income, while oil and

gas generated 38%.

In 1985, Allied merged with the Signal Companies, adding critical mass to its aerospace,

automotive and engineered materials businesses. Signal was originally a California company that

produced gasoline from natural gas and entered oil production in 1928.

Aerospace was now Allied-Signal's largest sector. In mid-1991, with new leadership in many key

businesses, Allied-Signal began taking bold actions to become more efficient, increase

productivity, and position the company as a global competitive force. The Allied-Signal name was

changed to AlliedSignal in 1993 to reinforce a one-company image and signify the full integratio n

of all of its businesses.

In 1992, the company sold its remaining interest in Union Texas through a public offering for

$940 million in net proceeds.

50
Throughout the 1990s, CEO Lawrence A. Bossidy led process of continued growth and efficie nc y

that quintupled the market value of AlliedSignal shares and significantly outperformed the Dow

Jones Industrial Average and the S&P 500.

51
 PROFILE

OF THE

ORGANIZATION

52
Address: Honeywell Automation India Ltd, 56 & 57

Hadapsar Industrial Estate, Pune (Maharashtra)

Contact No: 020-6603-9577 / 9850732702

Website - www.honeywellautomation india.com

About Company

Honeywell Automation India Ltd is located at Mumbai (India) Assists companies in search of

qualified and experienced professionals across sectors and industries.

We are a prominent executive search & selection company, providing a wide range of recruitme nt

solutions for various requirements. We are a team of dedicated professionals offering services

across India.

Established in 1920 with licenses, HAIL is leading Indian and International companies for their

middle & senior management requirements. HAIL caters to both domestic placements across India

as well as international locations. We have turnover of 200 caror.

53
Our team of 125 head hunters have extensive previous professional work experience and currently

specialize in different domains across industries and professionally head hunt and source

candidates based on specific client requirements.

“Recruiting at a Speed using the best technology,

We believe Time is Money hence sourcing the right resource in shorts”

Jim Turley, Chairman and CEO

Honeywell Automation India Ltd.

Fact Sheet

Year of Establishment : 1857

Nature of Business : Manufacturer, Service Provider

Major Markets : Indian Subcontinent, East Asia, Middle East and South East Asia

Contact Details

Company Name: Honeywell Automation India Ltd

Contact Person: Mr. Ghufran Ahmad Khan

Contact No.: + (91)-7814972169

Address: Honeywell Automation India Ltd, 56 & 57

Hadapsar Industrial Estate, Pune (Maharashtra)

Web Site: http://www.honeywellautomationindia.com

54
Company Profile

Honeywell Security is an international supplier and distributor of electronic security systems and

solutions. Our products monitor and protect millions of homes, businesses and government

facilities across the globe.

Honeywell Security is a business unit of Honeywell International, a $36.6 billion diversified

technology and manufacturing leader, serving customers worldwide with aerospace products and

services; control technologies for buildings, homes and industry; automotive products;

turbochargers; and specialty materials. Based in Morris Township, N.J., Honeywell's shares are

traded on the New York, London and Chicago Stock Exchanges. It is one of the 30 stocks that

make up the Dow Jones Industrial Average and is also a component of the Standard & Poor's 500

Index.

Honeywell Security has an extraordinary range of solutions across Intrusion detection, Video

Surveillance, Access Control Technologies & Home net systems and invests over $100 million a

year in research and development. It has its engineering "centers of excellence" in the U.S.,

Canada, China, Korea, India, Scotland,Germany and France and leverages technologies that are

developed elsewhere in Honeywell and brings them to the security business. Example: Video

analysis software developed by Honeywell Labs, advanced sensors from the Sensing and Control

business or GPS systems from Aerospace.

55
DATA BANK

We have a fairly large data bank comprising of candidates in Managerial functions, HRD,

Accounts, Finance, Engineering, Information Technology and Marketing to suit the requireme nts

of Management at all levels of functions. Our data bank consists of candidates from differe nt

locations and in various countries. They could even supply candidates with very rare skill sets and

experience from their data bank. This is helpful to identify candidates for specific locations within

short notice.

FACILITIES

A completely computerized Network environment with sophisticated software for maintaining and

accessing data bank - An extensive library covering almost all subjects relating to business. - Three

telephone lines, Fax, Internet and email facility. - A good job site on the web to publicize the

requirements immediately. - Dedicated Team of Consultants and staff who believe in

Right People!! Right Solutions!!

Aim & Approach of HAIL

Aim

Aim is to ensure we match you with your ideal job every time. With an ethos that focuses on the

needs and aspirations of each individual candidate, rather than simply ‘filling jobs’, we make sure

we understand what you want first before discussing any relevant career options.

If our client’s are looking for full time, part time, permanent or temporary opportunities, our

specialist consultants are on hand to guide you through the options to match you with your ideal

job.

56
Our aim is to offer our clients the best consultancy services in India. This means that we provide

clients with full consultancy service, from identifying the relevant candidate, to closing the

position at short span of Time.

Initiatives

We proactively seek grant schemes that match your needs and help you tailor your projects to take

maximum advantage of grant opportunities.

Our extensive professional network and experience in a wide range of grant schemes ensure that

we track the latest developments in incentive schemes and identify opportunities as they arise. You

can then adapt your decisions to better fit public objectives.

Partnership

Close collaboration with clients regularly leads to long-lasting partnerships. The better we know

you and your organization, the better we can advise you. This leaves you free to focus on your

core business while we deal with grants acquisition, administration and project management. We

also partner with clients in their consortia, technological platforms and other public-private

partnerships.

Approach

Our Approach towards Client is distinctive. Large amount of support teams, provide clients with

the complete range of fully integrated recruitment solutions from each site. True client

partnerships, an advanced internet development strategy and our focus on placing people are part

of what makes us different.

Quality Policy / Processes

Quality Policy

57
Our consultants go through a stringent pre-qualification phase to ensure that they have the

expertise that the clients require. We select experienced personnel with established professiona l

consulting experience. We put strong emphasis on Attitude, Communication and Team Player

skills and demonstrated ability to stretch themselves to contribute to the successful completion of

projects. We engage in reference checks, drug tests, and background checks before deploying our

manpower to the project.

Our Philosophy Service to the customers and the candidates is our motto. Each employer is

important to us and gets personalized attention, irrespective of size or even volume of business

generated. Similarly, every candidate is treated with warmth and understanding. We make every

effort required to find suitable placement for the job seekers. It is essentially this philosophy which

has enabled us to attain our present stature.

CLIENTEL

58
ROLTA NETWORK18 PROCESSWARE ZENTA POLARIES ADLABS

FILMS

WHY HAIL?

 A perfect mix of Business focus and technology which is backed with a specialized team

of Professional recruiters who are continuously updated with technical training and high

end support.

 State of the art Infrastructure, Well equipped & Air-conditioned work station.

 Capability to source high number of candidates for the Clients, scale up and double

candidates when needed for project works.

 Critical strength to always stand up on efficiency and quality in fulfilling commitments at

the workplace.

Executive Management Consultant takes care of:

59
Quality

Our consultants go through a stringent pre-qualification phase to ensure that they have the

expertise that the clients require. We select experienced personnel with established professiona l

consulting experience. We put strong emphasis on Attitude, Communication and Team Player

skills and demonstrated ability to stretch themselves to contribute to the successful completion of

projects. We engage in reference checks, drug tests, and background checks before deploying our

manpower to the project.

Cost

We keep our overheads low and therefore we can compete with the biggest of staffing firms

to provide a fair and competitive rate.

On Time Delivery

That is a promise we made to ourselves. We have taken extreme care to ensure that delivery

is met and we are proud of our track record that shows 90% of the candidates selected take up our

projects. Our support function facilitates our consultants to move from project to project. This

ensures that they are ready to work ‘when and where’ our clients need them.

Retention

Our retention level of consultants on the project is at an enviable rate of 95%. This does not

happen accidentally. We spend quality time on the staffing needs and ensure that the staffing

solution we provide really fulfills the clients’ needs.

60
Specialization in level of recruitment

EMC handles the below 3 Levels of Recruitment:

 Middle & Senior Level of Management

 Junior & Middle Level of Management

 Junior & Senior Level of Management

HAIL deals with all “IT requirements” & below mentioned are some of the Functional area of

recruitment where HAIL is specialized:

 Software Engineers (Core Java, JSP, J2ME, J2EE, C++, C#, VB, VB script, VB.net,

ASP.net, HTML, Autocad)

 Manual Testing Engineers (Performance Testing (Web Load), Functional Testing,

Integration Testing ,White box Testing , Database testing (SQL, Oracle) )

 Automation Testing Engineers (Winrunner, Loadrunner, Rational Robot, QTP, Skilktest)

 Project Lead/Lead Management/Project Manager

 Informatica, Autosys, Database Administrator (Oracle , SQL, DB2,DB Attritions)

 Network / System support/System Integration

 Symbian, Brew, Android, iphone, Blackberry, Fixed line data

 Data center Operations

 .net (VB/ ASP/ VC/ C#/ Sharepoint)

 Sr. Ops Engineer/Ops Manager

 Assistant Manager Service Delivery (Networking / System Integration / IT Operation)

 Crystal Report

61
  Weblogic / Websphere / WAP

 Java / JSP / J2ee / J2me / Junit

 Siebel / PHP / Perl / People soft

 SAP (FICO / BASIS / ABAP / SRM / CRM)

 UML / XML / HTML / DHTML

 Unix / Linux / Windows

 QTP / Win Runner / Load Runner

 SQL / Oracle / DB2 / PL SQL / D2K / Dbase

 Lotus / Mainframes

 3DMax / Coral Draw / Adobe Photoshop

 Adobe Pagemaker / Adobe Illustrator

 Apache

 Cold Fusion

 Matlab / Labview

 Rational Robot / MQC / Silk Test

 C / C++ / C# / VB / VC / VC++ / ASP / Foxpro

 Network / System / Support / Implementation Engineer

 Delivery Managers (PMP & ITIL certified)

Functional Area of Recruitment Specialization

HAIL deals with all “IT Non requirements” & below mentioned are some of the Functional area

of recruitment where EMC is specialized:

62
  Sales & Marketing (All areas): Executives, Regional Manager, Marketing Head, AM-

Sales, Branding Manager.

 Accounts & Finance (All areas)

 Engineers Civil / Mechanical / Chemical

 Draftsman / Interior Design Engineer

 Secretary to CFO / MD / VP

 Process Trainers / VNA Trainers

 Admin Executive / Front Office Exec

 Project Manager, Sr. Mgr / Mgr Production & Planning, DGM Operation, Manager

Contract & Planning, Manager Design

 Commercial Head, Piping Engineer, Manager Quality, Executive Procurement, Architects

 Road Surveyor

 GM, VP, AVP – Finance , Financial Analyst, Investor Relation

 HR & Admin: Manager HR, Sr.Exe. / Exe. HR.

 Legal : Manager Legal , Compliance Manager, Company Secretary

How does recruiters/consultant get paid?

A recruitment consultant primarily acts from a position of self-interest. Their job is to generate

revenue by making sales. Sales mean selling their service, their ability to find the right candidate,

to prospective employers. In effect they are selling you. This means they will be eager to champion

you, their product, to the employer, likewise they will be keen to ensure that you will accept the

position if offered.

63
Exactly how a recruitment consultant is paid depends on whether it is a permanent or contract

position. Generally for a permanent placement the company receives a proportion of your salary,

or a set fee agreed with the employer. The more you earn the more they stand to make. Knowing

this should ease any concerns you have; in this you are both on the same side. For a contract the

consultant will receive a margin of your rate.

Job Profile in HAIL:

 Sourcing resumes through different job portals like Naukri, monster etc.

 Based on the clients requirements screening the resumes and judging the Candidates to

meet the particular requirement.

 Initial phone screening of candidates to judge communications and background.

 Short listing the candidates as per client’s requirements and then scheduling up the

interviews.

 Regular follow up with the selected candidates to confirm their joining dates, ensuring the

maximum of them are placed successfully with the respective organization

 Maintaining and updating database of potential, prospective and rejected candidates

 Constantly be in touch with the candidate until he/she joins.

 Co-ordinate with other recruiters to work as a team.

 Maintaining a database of candidates.

 Handling end to end recruitments.

64
Requirements I worked on in HAIL

 Relationship Officers / Sr. Relationship Officers / Territory Manager for the Location of

Delhi and Mumbai(Lower parel), for the Quikr India Pvt Ltd

 Sales Manager for the Location of Ahmedabad, for Quikr India Pvt Ltd

 Asp.Net for the Location of Mumbai(Malad), for the 3G Services

 Project Engineer for the location of Mumbai, for Sigma Byte

 Secretary to MD for the location of Mumbai(Andheri),for Financial Technologies

 Project Co-ordinator with Onmobile Global Ltd.

 Techlead Position for Atidan Technologies

Recruitment Email sent to candidate regarding the same

Dear Candidate,

This is to bring to your kind notice that we have an opening for the post of Relations hip

Officer/ Sr. Relationship Officer with Quikr.com

URL: - http://www.quikr.com/html/about.hail

Location: Delhi

Designation: Sr. Relationship Officer/ Relationship officer

Experience: 2+ Years

65
 Essential Excellent Communication Skill, Positive attitude, passionate, highly

Qualities: motivated,

Should come from online, yellow pages, space selling and should have

a good idea about online sales/marketing

Responsible for monitoring accessing, improving the ad sales, revenue

Job
monitoring
Responsibility:

Able to independently ideate and came out with solution to client and ad

sales team

Monitoring All ad positions, ad campaigning’s, sales etc.

Monitoring their sales / telesales team.

If your candidature suits the mentioned profile then kindly send us the following details:

1. your updated resume in MS Word format.

2. Present CTC

3. Expected CTC

4. Notice Period

As the requirement is a bit urgent, an early response on this would be highly appreciated.

Alternatively if you know someone suitable and available then Please

refer (or) let us know their contact details. We shall check their willingness for this

opportunity. Please, respond at the earliest.

66
 Best regards,

HR| HAIL-Honeywell Automation India Ltd.

Direct: 9223499000 || honeywellauomationindia@.in

Recruitment Email sent to candidate

Hi,

Opening with Onmobile Global Ltd for Project Co-ordinator

OnMobile [NSE: ONMOBILE] is one of the largest white-labelled Data and Value Added Services

[VAS] companies for Mobile, Landline and Media Service Providers. OnMobile touches the lives

of over 1 billion mobile users across 55 countries every month.With our diverse product portfolio

of Mobile Music, multi-screen Video Gateway and delivery solutions, Phone Backup and Personal

Cloud Management solutions, Voice and Video portals, M-Commerce products and services, we

generate 2 – 5% contribution for top customers and top line revenues of over US $800 million for

over 92 customers globally. We deliver our products by the best combination of a hosted Cloud

with on-site operations at the customer premises or through products deployed in customer

networks.Founded in 2000, OnMobile has 1500 employees spread across India, U.S., LATAM,

Africa, Australia, Middle East and Europe. The company was publicly listed in India in 2008.

Recent acquisitions include Voxmobili (2007), Telisma (2008), and Dilithium Networks (2010).

Location: Bangalore

Website: http://www.onmobile.com/

67
JD for Position:-

Job Title Project Coordinator

Department India Private Operators – PMO

Qualification B.Tech / BE / MCA / MBA

Experience 1-3years

Role

Project co-ordinator is a Project Management Office role.

 The role requires the person to plan, drive, co-ordinate and

track projects with various internal stakeholders.

 Schedule regular meetings with the action owners for

status tracking.

 Update the senior members of the organization on the

status of the projects, highlight Requirements, risks and

Job Description
gating issues and probable resolutions.

 Prepare and analyse the data collected from various

reports and present it to the leaders for further analysis and

decision making.

Skills

1) Good Analytical, negotiation and communication skills.

2) Good skills in Excel and ppt. Should have good ability to

analyze data, prepare and present analysis to internal stakeholders.

68
 3) Ability to plan, drive, co-ordinate and track projects with

various internal stakeholders and report the progress to the AVP.

4) Should possess good Project management skills. Telecom

Knowledge and System level knowledge preferred.

Location Bangalore

If this profile suits your candidature, kindly send the updated resume mentioning the following

details:-

1) Total Experience

2) Relevant Exp.

3) Current CTC

4) Expected CTC

5) Notice Period

Best regards,

HR| HAIL-Honeywell Automation India Ltd.

Direct: 9223499000 || honeywellautomtionindia@.in

Recruitment Email sent to candidate

From: HAIL <hail@.in>

To:

Sent: Tuesday, 15 May 2012 3:15 PM

Subject: Opening with Atidan Technologies for Tech Lead

69
Hi,

As per the discussion, I am sending the Company’s profile and Job Description.

Opening with Atidan Technologies for the post of Tech Lead

Atidan Technologies is an IT industry. It’s an U.S. based multinational company. Atidan

combines offshore cost-efficiency and 24 hour work cycles with direct team interaction at differe nt

location-delivering low-risk, high-performance solutions to help you improve communicatio ns,

streamline workflow and increase productivity.

URL: - http://www.atidan.com/Pages/index.aspx

Location: - Mumbai

Job Description:-

1) Candidate must have atleast 6 yrs of experience.

2) Exp working on web based projects is a must.

3) Exposure on SharePoint is preferable.

4) Exposure working with US clients is a must.

5) Applicant should be working as a tech lead.

Interview: - On Saturday (19th May 2012)

Timing: - 9 AM TO 12 PM

Interview Procedure:-

1) Aptitude Test (HR Interview)

70
2) Computer Programming Test (.Net Test)

3) Technical Interview – 1

4) Technical Interview – 2

If this profile suits your candidature kindly send the following details:-

1) Updated Resume in word format.

2) Total Exp.

3) Relevant Exp.

4) Current CTC.

5) Expected CTC.

6) Notice Period.

Best regards,

HR| HAIL-Honeywell Automation India Ltd

Direct: 9223499000 || hail@.in

71
Format of Candidate Interview Schedule details sent to Organization

Hi,

Below mentioned is the interview schedule for AM / Manager HR:

Sr. Candidate Interview Intervie Contact Mod Locatio

Position
No Name Date w Time No e n

Veena AM/Manage
1 17th May 12 10.00 am 98000000 F2F Mumbai
Kashelkar r HR

Richa 983300000 AM/Manage

2 17th May 12 11.00 am F2F Mumbai
Mehta 0 r HR

983390000 AM/Manage
2 Ragni Jethi 18th May 12 11.00 am F2F Mumbai
0 r HR

72
Weekly Status Report

Candidate's Position
Date Contact No Client Location CV Sent
Name Applied for

29-May-12 Soham Raval 97277000000 Quikr SM Ahmedabad CV sent

Tracker sent to Company consists of the following elements:

Status (CV sent or not), Source (Consultant Name), Candidate Name, Current Company

(candidate is working with), Yrs Of Experience, Location, Education, Current Designation,

Current CTC, Expected CTC, Position Applied For, Contact No., Profile Sent Date, Line

Manager, 1st Level - Resume Screening, Mode, Date, 2nd Level - PI or TI, Date, 3 Level – PI,

Date, Final Status, Client CTC if offered.

73
Form attached along with candidate resume while forwarding to the Client (i.e.

organization)

Executive Management Consultant

Name

Position applied for

Current Company

Current Position

Highest qualification

Total Exp

Relevant Exp

Current CTC

Expected CTC

Notice period

Current Location

Willing to work in Location Opted

for (Y/N)
Reason for Job Change

Why the Client (e.g. Tata/FT)

Why Consultant has shortlisted the

CV

74
 Research

Methodology

75
RESEARCH:

RESEARCH is a ‘careful investigation or inquiry especially through search for new facts in any

branch of knowledge’.

METHODOLOGY OF STUDY:

The project is a systematic presentation consisting of the enunciated problem, formulated

hypothesis, collected facts of data, analyzed facts and proposed conclusions in form of

recommendations.

The data has been collected from both the sources primary and secondary sources.

DATA COLLECTION:

Primary Data:

Primary data was collected through survey method by distributing questionnaires to employees.

The questionnaires were carefully designed by taking into account the parameters of my study.

Secondary Data:

Data was collected from web sites, going through the records of the organisation, etc. It is the data

which has been collected by individual or someone else for the purpose of other than those of our

particular research study. Or in other words we can say that secondary data is the data used

previously for the analysis and the results are undertaken for the next process.

76
KIND OF RESEARCH:

The research done by

EXPLORATORY RESEARCH:

This kind of research has the primary objective of development of insights into the problem. It

studies the main area where the problem lies and also tries to evaluate some appropriate courses

of action.

Sample Design:

A complete interaction and enumeration of all the employees was not possible so a sample was

chosen that consisted of 25 employees. The research was taken by necessary steps to avoid any

biased while collecting the data.

Tools of Analysis:

The data collected from both the sources is analyzed and interpreted in the systematic manner

with the help of statistical tool like percentages.

RESEARCH DESIGN:

A research design is the arrangement of the condition for collection and analysis of data in

a manner that aims to combine relevance to the research purpose with economy in procedure.

77
A research design is the specification of methods and procedure for acquiring the informa tio n

needed to structure or to solve problems. It is the overall operation pattern or framework of the

project that stipulates what information is to be collected from which source and be what

procedures.

1 What is study about?

2 What is study being made?

3 Where will the study be carried out?

4 What type of data is required?

5 Where can the required data be found?

6 What will be the sample design?

7 Technique of data collection.

8 How will data be analyzed?

78
Data Analysis

And

Interpretation

79
The analysis of the data is done as per the survey finding. The data is represented graphically in

percentage. The percentage of the people opinion were analyzed and expressed in the form of

charts.

Question 1: What form of interview did you prefer?

Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews where

as only 20% goes for video conferencing and rest 10% adopt some other means of interviews.

80
Question 2: What source you adopt to source candidates?

Candidate Referral

Advertising

Job Portal

Candidate
Referral
10%
Advertising
5%

Job Portal
85%

Source: Compiled from questionnaire data

Interpretation:

This analysis indicates that most of the respondent i.e. 85% responded for Job Portal, 10%

responded for Candidate referral and 5% responded for Advertising.

81
Question 3: How many stages are involved in selecting the candidate? / How

many Question you are asking during the Telephonic interview round?

One
5%

Four One
10%

Two

Two
Three Three
45%
40%

Four

Most of the Executives Prefer two stages of interview, 40% prefer to take three stages interviews

whereas only 10% goes for four rounds and rest 5% sometimes opt for one round of interviews.

82
Question 4: How do you track the source of candidate?

Software
Data 5%
15%

Software Online Data

Online
80%

Most of the Executives 80% prefer online, 15% prefer Data where as only 5% goes for software

to source a candidate.

Question 5: Does the organization clearly define the position objectives,

requirements and candidate specifications in the recruitment process?

No
5%

Yes
No

Yes
95%

83
This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% responded

for No.

Question 6: What is the average time spent by executives during recruitment

(each candidate)?

1 - 5 minutes

5 - 10 mins

more than 15 mins

10 - 15 mins
10%

more than 15 mins

10 - 15 mins
10%

5 - 10 mins
20%

1 - 5 minutes
60%

This analysis indicates that most of the respondent i.e. 60% responded for 1 to 5 minutes, 20%

responded for 5 to 10 mins, whereas 10% responded for 10 – 15 mins and rest 10% responded for

more than 15 mins.

84
Question 7: Do you follow different recruitment process for different grades of

employees?

No
5%

Yes

No
Yes
95%

This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% responded

for No.

85
Question 8: What are the basic questions you ask to the candidate?

Notice Period
Current Job Profile 0%
Current / Expected
0%
CTC
0% Experience (Total /
Relevent)
0%

Experience (Total / Relevent)

Current / Expected CTC

All of the Above Current Job Profile
100%
Notice Period

All of the Above

This analysis indicates that the entire respondent i.e. 100% responded for asking all the basic

questions.

Question 9: Do you have any system to calculate cost per recruitment?

Yes
No
No
70% Yes
30%

86
This analysis indicates that most of the respondent i.e. 70% responded for No and 30% responded

for Yes.

Question 10: Is there any provision for evaluation and control of recruitment

process?

No Yes No
55%

Yes
45%

This analysis indicates that most of the respondent i.e. 55% responded for No and 45% responded

for Yes.

87
Question 11: Is there any facility for absorbing the trainees in your

organization?

No Yes

Yes
70%
No
30%

This analysis indicates that most of the respondent i.e. 70% responded for Yes and 30% responded

for No.

88
THEORITICAL FRAMEWORK:

THEORIES REGARDING RECRUITMENT

RECRUITMENT IS TWO WAY STREET:

It takes recruiter and a recruitee: It takes a recruiter and a recruitee recruiter has a choice whom

to recruit and whom not;

As per Behling et al, there are three ways in which a prospective employee makes a decision to

join an organization.

Accordingly, the following three theories of recruitment have been evolved:

 Objective factor theory

 Subjective factor theory

 Critical contact theory

These theories can be explained as follows:

Objective Factor Theory

It assumes that the applicants are rational. As per this theory, the choice of organization by a

potential employee depends on objective assessment of tangible factors such as;

Pay package, Location, Opportunity per career growth, Nature of work and Educationa l

opportunities. The employer according to this theory considers certain factors among others;

educational qualification, years of experience and special qualification/experience.

89
Subjective Factor Theory

The decision making is dominated by social and psychological factors. The status of the job,

reputation of the organization and other similar factors plays an important role.

According to this theory, compatibility of individual personality with the image of organization is

decisive factor in choosing an organization by individual candidate seeking for employment. These

subjective factors are; Personal compatibility for the position, Competence and Best fit.

Critical Factor Theory

The critical factors observed by the candidate during his interaction with the organization play a

vital role in decision making. Recruiter being in touch with the candidate, promptness of response

and similar factors are important. This theory is more valid with the experienced professionals.

There are instances when a candidate is unable to choose an organization out of alternative based

on Objective and Subjective factor(s) listed above. This is due to many reasons such as limited

contact and insufficient data with regards to the organization or its own inability to analyze and

come to ant conclusion. In such cases, certain critical factors observed by the manager during

interview and contact with personnel of the organization will have profound influence in his

decision process.

It must be noted that, the theoretical base given above by Behling et al was mostly influenced by

the working condition which existed in developed countries like The United States of America and

European countries. In these countries, vacancies are many and there is scarcity of suitable hands

unlike in developing countries like Cameroon where vacancies are less and hands are more

resulting to large scarce unemployment. The theoretical base given above cannot be applied in

90
developing countries except in hid paid jobs where higher skills and better knowledge are the

prerequisites. In such cases, candidates have variety of choices and he is the master of his choice.

In production, servicing and clerical jobs, unemployment is where the number of job seekers far

exceeds the vacancies.

In such a situation, candidates have little choice and such, grab whatever organization call him or

her for employment. In such a case, the potential organization is in a better place to choose the

candidates from the many available.

Hence, the recruitment process should be that of filtering and re-distributing potential candidates

not only, for actual or anticipated organization vacancies but also searching for prospective

employee.

From Behling’s review, it could be assessed that workers output will increase due to certain

objectives of motivating them through regular payment. This will help to influence their working

conditions thereby making them to be effective at work.

Problems arise when unemployment rate is high and the number of those seeking for jobs far

exceeds the vacancies that exist. In this case, candidates have little choice to be offered the job in

the institution. Though they possess the knowledge, education, the process should be to filter and

re-discover their potentials.

When this happens, right (qualified) employees should be placed in the right positions and as a

result, it will lead to an increase in productivity.

Due to the subjective factor of a candidate being best fit for the job, it is not the best procedure to

determine whether his output will increase or decrease but it should be assessed from the critical

factor observed during interview and the contact with the personnel of the organization that will

influence his productivity and his decision making.

91
Personality–Job Fit Theory

The personality–job fit theory postulates that a person's personality traits will reveal insight as to

adaptability within an organization. The degree of confluence between a person and the

organization is expressed as their Person-Organization (P-O) fit. This also referred to as a person–

environment fit. A common measure of the P-O fit is workplace efficacy; the rate at which workers

are able to complete tasks. These tasks are mitigated by workplace environs- for example, a worker

who works more efficiently as an individual than in a team will have a higher P-O fit for a

workplace that stresses individual tasks (such as accountancy). By matching the right personality

with the right company workers can achieve a better synergy and avoid pitfalls such as high

turnover and low job satisfaction. Employees are more likely to stay committed to organisations if

the fit is 'good'.

In practice, P-O fit would be used to gauge integration with organizational competencies. The

Individual is assessed on these competencies, which reveals efficacy, motivation, influence, and

co-worker respect. Competencies can be assessed using various tools like psychological tests,

competency based interview, situational analysis, etc.

If the Individual displays a high P-O fit, we can say that the Individual would most likely be able

to adjust to the company environment and work culture, and would be able to perform at an

optimum level.

92
 Findings,

Conclusion,

Suggestions,

And Limitation

93
FINDINGS:

 According to the Survey, Recruitment differs from company to company for each

category.

 According to the Survey, the company do utilize internet sites for the recruitment process

and for finding the talent candidate

 According to survey it is observed that the company are utilizing the job description in

order to make screening process more efficient

Limitation of the study:

The study is subjected to the following limitations

 The study is based on the data provided by the company statements so, the limitations of

the company’s employees remaining are equally applicable.

 In some cases data is collected from the companies past records.

94
CONCLUSIONS:

 Polices adopted by EMC are transparent, legal and scientific.

 Recruitment is fair.

 The recruitment should not be lengthy.

 To some extent a clear picture of the required candidate should be made in order to search

for appropriate candidates.

 Most of the employees were satisfied but changes are required according to the changing

scenario as recruitment process has a great impact on the working of the company as a

fresh blood, new idea enters in the company.

SUGGESTIONS:

 Time management is very essential and it should not be ignored at any level of the

process.

 Recruitment policy is satisfactory in EMC but the periodicity of recruitment is being

more which needs to be reduced.

 Communication, personal and technical skills need to be tested for employees

95
96
WIBLIOGRAPHY:

http://recruitment.naukrihub.com/meaning-of-recruitment.html

http://www.fempower.co.za/01/index.php?option=com_content&task=view&id=19&Itemid=34

http://en.wikipedia.org/wiki/Recruitment

https://www.google.co.in/

http://www.emc.com/

BIBLIOGRAPHY:

 C.B Mamoria and S.V. Gankar (2004), Personal Management Text and Cases. Himala ya

Publication.

 Essentials of HRM and IR - P.Subba Rao.

 Personal Management - C.B.Memoria.

 Research Methodology -C.R.Kothari.

 Personnel and Human Resource Management – P. Subba Rao, Himalaya Publication

97
Questionnaire on Recruitment Process:

Name –

Company’s name –

Designation –

Date-

Note – Please fill the appropriate option.

Question 1: What form of interview did you prefer? ( )

a. Personal interviews b. telephonic interviews c. video conferencing d. Other

Question 2: What source you adopt to source candidates? ( )

a. Candidate referral b. Advertising c. Job portals

Question 3: How many stages are involved in selecting the candidate? / How many Question

you are asking during the Telephonic interview round? ( )

a. 1 b. 2 c. 3 d. 4 e. More

Question 4: How do you track the source of candidate? ( )

a. Software b. Online c. Data

98
Question 5: Does the organization clearly define the position objectives, requirements and

candidate specifications in the recruitment process? ( )

a. Yes b. No

Question 6: What is the average time spent by executives during recruitment (each

candidate) ? ( )

a. 1mins to 5mins. b. 5 to 10 mins.

c. 10 to 15mins. d. More

Question 7: Do you follow different recruitment process for different grades of employees?

( )

a. No b. Yes

Question 8: What are the basic questions you ask to the candidate? ( )

a. Experience (Total/Relevant)

b. Current CTC/Expected CTC

c. Job Profile

d. Notice period

e. All the Above

Question 9: Do you have any system to calculate cost per recruitment? ( )

a. No

b. Yes, please specify –

99
Question 10: Is there any provision for evaluation and control of recruitment process?

( )

a. Yes b. No

Question 11: Is there any facility for absorbing the trainees in your organization?

a. Yes b. No ( )

100