Rep
Content
A STUDY OF ORGANISATIONAL OVERVIEW OF CHENNAI PORT TRUST By YASWANTH REDDY .K (21109631114)
A PROJECT REPORT In partial fulfillment of the requirements For the award of the degree Of
MASTER OF BUSINESS ADMINISTRATION RAJALAKSHMI ENGINEERING COLLEGE
(Affiliated to Anna University)
Thandalam, Chennai- 602105
Anna University,
Chennai -25
BONAFIDE CERTIFICATE
Certified that the project report titled “A STUDY OF ORGANISATIONAL
OVERVIEW OF CHENNAI PORT TRUST” is the bonafide work of Mr.
YASWANTH REDDY .K (Reg. no. 21109631114) who carried out the work under my supervision. Certified further that to the best of my knowledge, the work reported herein does not form part of any other project report or dissertation on the basis of which a degree or award was conferred on an earlier occasion on this or any other candidate.
Signature of the student Name: Roll No.: Reg.No.
Signature of the Guide Name: Designation: Address:
Signature of the HOD Name: Designation: Signature of the External Examiner
ACKNOWLEDGEMENT
It is great pleasure for me to acknowledge all those who have helped and supported me to lead my project to success. First of all, I would like to thank God almighty for blessing me with his grace and taking my endeavor to a successful culmination. I am thankful to our director Mr. P.S.PANDYAN B.Tech., BL, M.B.A., IAS (Retd.), Dean Mr. S. SANKAR, head of the department Mr. T.C. THOMAS and all lecturers of our department for their guidance. I acknowledge with thanks for the support and encouragement of Mr. MUTHAR HUSSAIN, my Academic Guide without his help this project would not have been exhaustive and analytical as it has been. Also I like to thank all the faculty members of the DEPARTMENT OF MANAGEMENT STUDIES of Rajalakshmi Engineering College for guiding and motivating me at every step during my project. I express my sincere gratitude to Mr. Santhosh Kumar K HR Manager of ECARE INDIA PVT LTD for giving me a great opportunity to do my project in their esteemed organization. I am very grateful to Mr. Vasanth S, and senior employee and all the staff and the employees of ECARE INDIA PVT LTD, for guiding me in a proper way to achieve my goal. I am very glad to thank Dr.S.Renganarayanan Principal, Rajalakshmi Engineering College for giving me this opportunity to do this project work I thank my parents and friends for their moral support.
ABSTRACT
Objective of the study:
The objective of the study is to find out the advantages and disadvantages in the recruitment processes and to determine the effectiveness of the various sources employed in the recruitment processes. The project also studies the dependence between the sources of recruitment and the number of successful candidates.
The data obtained is a mix of primary and secondary data as the data collection was done by observation and by accessing the database.
The methodology involves in percentage analysis and the Chi-Square test for the hypothesis. The hypothesis that is assumed is as follows. Ho : Number of successful candidates is not dependent on the recruitment source. Ha : Number of successful candidates is dependent on the recruitment source.
The study also focuses on the recruitment procedures that are being followed in the organization.
Table of Contents
CONTENT CHAPTER -1 INTRODUCTION 1.1 Topic 1.2 Industry 1.3 Company CHAPTER – 2 METHODOLOGY 2.1 Recruitment Source at Organization 2.1.1 Walk-ins 2.1.2 Job Portal 2.1.3 Advertisements 2.1.4 Employment Agencies 2.1.5 Referrals 2.1.6 Head Hunting 2.2 Selection of Employees CHAPTER – 3 ANALYSIS AND INTERPRETATION CHAPTER – 4 FINDINGS AND INFERENCES CHAPTER – 5 RECOMMENDATIONS CHAPTER – 6 CONCLUSIONS REFERENCE PAGE NO
List of Tables
LIST OF TABLES 1 Chi Square 2 Employee Database Observation 3 Percentage Analysis 4 Sources Analysis 5 Employee Referral 6 Percentage Split TABLE OF CONTENTS PAGE NO
CHAPTER NO. 1. 1 1
TITLE INTRODUCTION
PAGE NO.
1.1PORT PROFILE 1.2 STATEMENTS 4 1.3 PORT DETAILS 5 1.4 HIGHLIGHTS 7 1.5 DEPARTMENTS 8 1.6 FUTURE PLANS 9 2. 10 2.1 SECRETARY DEPT 10 2.2 ACCOUNTS DEPT 10 2.3 MARINE DEPT 10 2.4 CIVIL ENGINEERING DEPT 10 2.5 MECHANICAL ENGINEERING DEP 10 2.6 MEDICAL DEPT 11 2.7 STORES DEPT 11 MAJOR DEPARTMENTS
3. 12 13
TRAFFIC DEPARTMENT 3.1 OPERATION 3.2 DUTIES OF FRAFFIC DEPT
14 4. 23 5. 35 30
PORT DETAILS IN RECENT TIMES MARKETING IN TRAFFIC 5.1 Facilities For Exporters 5.2 Facilities for Importers
31 6. 31 7. 32 8. 32 9. 32 10. 33 WAYS OF REVENUE FINDINGS SUGGESTIONS CONCLUSION
BIBILOGRAPHY
1 - INTRODUCTION
1.1 Topic:
This project studies the various sources of recruitment that is employed in ECARE INDIA PVT LTD Chennai. ECARE INDIA PVT LTD is expanding its base in India as a bpo giant and for this to happen, effective recruitment is the backbone for sustainable growth and expansion.
In this information age, the importance of human capital and human assets can not be ignored; rather it is that line of business that could lead any organization to attain greater heights. This is the factor that makes difference between one organization and another. Getting the right person at the right place and then retaining him is the main area of concern in today’s corporate world. Hence, the emphasis is being laid to device policies and programmes in such a manner that it leads to attaining better human resources and retaining them for the benefit of the organization.
Considering the aspect of recruitment, no organization should ever think that once it has acquired the best talent created favorable conditions to retain them they would not require going in for sourcing activities. Hence this should be kept in mind that recruiting is a continuous process.
The selection procedure starts with the receipt of applications for various jobs from the interested candidates. Totally unsuitable candidates are rejected at the screening
stage. Man power planning gives an assessment of the number and type of people required in the organization. The next task of the personnel manager is to find out capable and suitable persons who may be working in the organization itself while others will have to be sought from outside the organization. It involves persuading and inducing suitable persons to apply for and seek jobs in the organization.
Recruitment refers to the attempt of getting interested applicants and providing a pool of prospective employees so that the management can select the right person for the right job from this pool. Recruitment is a positive process as it attracts suitable applicants to apply for available jobs.
The process of recruitment:
1. Identifies the different sources of human capital supply 2. Assesses their validity 3. Chooses the most suitable source or sources 4. Invites applications from the perspective candidates for the vacant jobs. 5. Tests the candidates for the requirement. 6. Follows up with group discussions and interviews. 7. Provides the applicant with the offer.
1.2 Industry : Business process outsourcing (BPO) is a broad term referring to outsourcing in all fields. A BPO differentiates itself by either putting in new technology or applying existing technology in a new way to improve a process. Business Process Outsourcing (BPO) is the delegation of one or more IT-intensive business processes to an external provider that in turn owns, administers and manages the selected process based on defined and measurable performance criteria. Business Process Outsourcing (BPO) is one of the fastest growing segments of the Information Technology Enabled Services (ITES) industry. Few of the motivation factors as to why BPO is gaining ground are:
• • • • •
Factor Cost Advantage Economy of Scale Business Risk Mitigation Superior Competency Utilization Improvement
Generally outsourcing can be defined as - An organization entering into a contract with another organization to operate and manage one or more of its business processes.
Different Types of Services Being Offered By BPO's 1. Customer Support Services Our customer service offerings create a virtual customer service center to manage customer concerns and queries through multiple channels including voice, e-mail and chat on a 24/7 and 365 days basis. Service Example: Customers calling to check on their order status, customers calling to check for information on products and services, customers calling to verify their account status, customers calling to check their reservation status etc. 2. Technical Support Services Our technical support offerings include round-the-clock technical support and problem resolution for OEM customers and computer hardware, software, peripherals and Internet infrastructure manufacturing companies. These include installation and product support, up & running support, troubleshooting and Usage support. Service Example: Customers calling to resolve a problem with their home PC, customers calling to understand how to dial up to their ISP, customers calling with a problem with their software or hardware.
3. Telemarketing Services Our telesales and telemarketing outsourcing services target interaction with potential customers for 'prospecting' like either for generating interest in products and services, or to up-sell / promote and cross sell to an existing customer base or to complete the sales process online. Service Example: Outbound calling to sell wireless services for a telecom provider, outbound calling to retail households to sell leisure holidays, outbound calling to existing customers to sell a new rate card for a mobile service provider or outbound calling to sell credit or debit cards etc. 4. Employee IT Help-desk Services Our employee IT help-desk services provide technical problem resolution and support for corporate employees. Service Example: of this service include level 1 and 2 multi-channel support across a wide range of shrink wrapped and LOB applications, system problem resolutions related to desktop, notebooks, OS, connectivity etc., office productivity tools support including browsers and mail, new service requests, IT operational issues, product usage queries, routing specific requests to designated contacts and remote diagnostics etc.
5. Insurance Processing Our insurance processing services provide specialized solutions to the insurance sector and support critical business processes applicable to the industry right from new business acquisition to policy maintenance to claims processing. 6. Data Entry Services / Data Processing Services Service Example: Data entry from Paper/Books with highest accuracy and fast turn around time (TAT)
o o o o o o o o
o
Data entry from Image file in any format Business Transaction Data entry like sales / purchase / payroll. Data entry of E-Books / Electronic Books Data Entry : Yellow Pages / White Pages Keying Data Entry and compilation from Web site Data Capture / Collection Business Card Data Entry into any Format Data Entry from hardcopy/Printed Material into text or required format
1.3 Company :
ECARE INDIA PVT LTD ecare India, an ISO 9001:2008 and the first Indian Medical Billing company to obtain ISO 27001:2005 certification is a healthcare outsourcing service company providing solutions for all medical billing needs: Medical Billing, Medical Coding, Demographics and Charge Entry, Posting of Payment and Reconciliation, Account Receivables Analysis and Management. ecare India provides a wide range of services helping to achieve incremental revenues and reduced costs. Backed by extensive domain expertise, latest technology and robust compliance norms, we offer 24x7 offshore services enabling our clients to focus on their practice and transform into high performance business.
ecare India is an outsourcing and billing company in India focused exclusively in providing healthcare solutions and medical billing services in the healthcare sector. Being ISO certified company ensure information security and high quality services and possess the needed expertise and talent to deliver the same through innovation and technology- driven services. Services give a competitive edge to clients by reducing their operational costs and enhancing revenue thereby improving profitability. They constantly thrive to deliver high quality and cost effective healthcare solutions with in-depth domain expertise and pool of highly talented professionals.
ecare India provides end-to-end healthcare supply chain management solutions for all medical processes ranging from Medical Billing, Medical Coding and Accounts Receivables Management to Physician Credentialing, Electronic Medical
Record(EMR) and Electronic Health Record(EHR) management. Services are tailored to the needs of Physician Practices, Large Physician Groups and Medical Billing Companies, who can confidently outsource their processes to ecare India and focus on their business and patients without any apprehensions.
Service Revenue Cycle Management (RCM) Medical Coding Accounts Receivable Management Indexing Data Conversion
2 - METHODOLOGY
The methodology of the study is percentage analysis of the data obtained to determine the effectiveness of the source of recruitment employed and to determine the dependence of the various sources employed and the recruitment processes. The data collected is secondary in nature, obtained from the database of the organization.
The data obtained, is firstly classified under various heads depending on the source of recruitment and the number of candidates that were under the various heads are listed accordingly. It is then analyzed stage by stage.
The data is analyzed to determine the hit ratio, that is the source effectiveness and the dependence of the source of recruitment and the number of candidates is found out using .Chi-Square test.
The analytical tools used are Microsoft Excel and S.P.S.S statistical package. The method is percentage analysis and Chi-square test.
2.1 Recruitment Sources at the Organization:
The recruitments in the organization is classified under two major heads, namely Internal sources and External sources.
Recruitment process
Sources of potential employees
Internal sources Transfers Promotions
External sources Recruitment by walk -ins Job portals Advertisement Employment Agencies Referrals Head Hunting
Internal sources of recruitment are mainly the transfers and promotions. In this study, the focus is more on the external sources of recruitment. The external sources of recruitment are as illustrated above. They are explained as follows,
2.1.1 Walk – ins:
Walk in interviews are a common form of recruitment in organizations. In this particular division, the recruitment is not done through walk in interviews as the requirement is sporadic and the candidates are expected to be experienced and well qualified, and the walk in interviews are primarily used as a source of fresh candidate who have finished their graduation and it will cater only to entry level positions. Thus, for the current requirement in the division, the choice of walk in interviews is not preferred.
2.1.2 Job Portals: E-Recruitment covers a range of Web-based application tools used for the provisioning (typically) of human resources. These applications assist in the recruitment of suitable candidates for vacant positions. Some applications do this by semi-automating the entire recruitment and hiring process. E-recruitment applications (or software packages that are web-enabled) typically enable recruitment teams to create job postings, manage job application responses, schedule interviews and manage other recruitment tasks. This dramatically reduces the labour and money spent on physical recruitment.
E-Recruiting or electronic recruiting is the process of using internet based software to attract, screen and recruit suitable job candidates. E-Recruiting reduces the cost of the recruitment process, reduces the time taken to identify appropriate candidates and helps organizations improve the quality and quantity of the applicant pool. The organization uses the E-Recruitment for recruiting the employees.
The steps in the E-Recruitment process are: • • • Sourcing the profile. Matching the profile with the requirement Contacting the prospective applicant by telephone/e-mail and checking for the interest. • • If interested, the prospective applicant is requested to come in person to apply. If not interested, the profile is marked as not interested.
The organization mainly uses three job sites for its recruitment process, namely www.naukri.com www.jobsahead.com www.monster.com The major advantage with the E-Recruitment is that the cost is minimum and the recruitment is more effective with respect to matching the profiles and the job. The E-Recruitment process also saves considerable amount of time.
2.1.3 Advertisements:
Advertisements are both a source of recruits and a method of reaching them. Newspapers, magazines and trade journals are the most widely for advertisements. Advertisements ordinarily produce large number of applicants in a very short time and at a low cost. However, this factor may be offset by the increased expense of carefully screening the large number of prospects and the average quality of applicants may be of questionable character.
Recruitment advertisements usually include information about the company, nature of the job, specific qualifications required and compensation. The specific details in the advertisement vary with the company and its situation. The quality of prospects recruited by advertisement may be increased by careful selection of media and by proper statements of information in the advertisement. For example, by advertising in a trade journal rather than in a daily newspaper, a firm is being more selective in its search. An advertisement in trade journal assures responses from people who are already in the profession and would be interested in selling. The amount and type of information given in the advertisement affects the quality and quantity of the applicants. The more the information given in the advertisement, the more it serves as a qualitative screening device. A firm, by stating minimum qualifications rather than optimum requirements can generate large number of applications, requiring more careful screening. The major difficulty in recruitment through the advertisements is the screening, which becomes a tedious process. In this division, advertisements are avoided because of the time constraint and the unnecessary extension of screening procedure that the process requires.
2.1.4 Employment Agencies:
Many companies use employment agencies to get the recruits for the sales positions. To use this source effectively, sales manager must ensure that the agency understands the company and its needs thoroughly. Whenever an agency is used, it should have the clear' understanding of the job's objective, job specifications and the literature about the company. Also agencies need time to learn about an employing firm and its unique requirements-thus considerable gains accrue from continuing relationships with agencies that perform satisfactorily. If the agency is selected carefully and good long-term relations are established with it, the dividends can be satisfying. In this particular division of the organization, the employment agencies are not employed as a cost cutting measure.
2.1.5 Referrals: Referrals are further classified into two namely, • • Employee referral Candidate referral
Referral recruitment is a process whereby vacancies are promoted and filled by recommendations rather than by traditional methods such as direct classified job advertisements or by employing a headhunter. Proponents of this recruitment method claim that since each candidate comes with a personal recommendation behind them, the applicants are likely to be better suited to the job and the applicant already has a referee.
When an employee refers a candidate of recruitment, it is treated as employee referral and when a reference is obtained from the candidate who has come for the recruitment , then it is treated as candidate referral. The key advantage of referral recruitment is that it allows recruiters to reach passive candidates, those who are not actively looking for a new job but are sometimes amongst the most prized employees.
2.1.6 Head Hunting:
A head hunter can work on his/her own or through an agency and acts as an independent contact between their client companies and the candidates they recruit for a position. They can specialise in client relationships only , in finding candidates (recruiting or sourcing), or in both areas. Most recruiters tend to specialize in permanent or full-time, direct hire positions or contract positions, but occasionally in both. They will often utilize Internet recruiting to help in their recruiting efforts.
Typically Headhunting is associated with a higher degree of industry knowledge and a more specialised, less 'blanket' approach. Whereas a recruiter may place an advert or place calls with no prior knowledge of the individual they are contacting, a headhunter will attempt to know about the subject's previous employment history, education, etc. He will make contact on the premise that 'on paper' the candidate is suitable for the role, whatever their current situation. Poaching employees away from their current employment in this manner gives headhunters their name.
2.2 Selection of Employees: From the sources of recruitment, the selected list of prospective employees is then taken in for selection. The selection process is as follows: • • • • • • • • Preliminary Interview. Aptitude test ( R.P.A.T * ). Personality Index Test (P.I test). Interview. Reference check. Salary negotiation (if necessary). Approval on accepting the offer. Release of offer letter.
The selection process begins with the preliminary interview, where in the applicant is screened and then subjected to the R.P.A.T test. The R.P.A.T is followed up with the P.I test. The test is then evaluated and if the applicant clears both the R.P.AT and the P.I. then the applicant is called for the interview. The interview is mostly of two rounds, where the applicant is questioned in the technical skills and this is followed up with the H.R. interview. The performance of the applicant in the interview is recorded in the C.A.S and if the applicant is found favorable, then the applicant is then called for the salary negotiation. If the applicant agrees with the offer, then the offer is sent for approval to the head office in Mumbai. The application after approval is processed and then the offer letter is released.
3 - ANALYSIS AND INTERPRETATION
The research hypothesis is as follows. The assumption is that number of successful candidates is not dependent on the recruitment source. The alternate hypothesis is formulated, as the number of successful candidates is dependent on the source of recruitment.
Ho : Number of successful candidates is not dependent on the recruitment source. Ha : Number of successful candidates is dependent on the recruitment source.
Table 1: Observed No: candidates 30 20 5 55 Expected No: selected candidates 13 7 2 22 (obsv-exp) (obsvexp)^2 289 169 9 [(obsv-exp)^2]/exp
S.NO
Source of recruitment
1 Job portals 2 Referrals 3 Walk ins Total
17 13 3 33
degree of freedom = 2
value from x^2 table = 5.99
9.633333 8.45 1.8 19.88333 observed value = 19.88
Since the calculated value is much greater than the table value, the null hypothesis is rejected. This states that the number of successful candidates is dependent on the source of recruitment. The data collected is secondary in nature and it is given below.
Table 2:
S.NO
Source of recruitment Job portals Referrals Walk ins Total
No: applicants/ candidates 30 20 5 55
No: turning up for the test 25 15 3 43
No: the test 20 12 3 35
No: interview 18 10 3 31
No: candidates taking up the offer 13 7 2 22
clearing clearing the
1 2 3
From the above data, through observation and from further data from employee database, the data is analyzed as follows.
Table 3:
S.NO
Source of recruitment Job portals Referrals Walk ins Total
No: applicants/ candidates 30 20 5 55
No: turning up for the test 25 15 3 43
No: clearing the test 20 12 3 35
No: the
No:
% of Source
clearing candidates Candidates interview the offer 18 13 10 7 3 2 31 22 source 54.54545 36.36364 9.090909 100
taking up from the effectiveness 0.236364 0.127273 0.036364
1 2 3
From the above table, we can observe that the maximum percentage of candidates for recruitment is from the source Job portals, second comes referrals and then comes Walk ins.
This illustrates that the most contributing source of recruitment is Job portals.
The next table illustrates the split for the Job portals, the table show the candidates that have come from the various web sites. This is as follows,
Table 4:
No: applicants S.NO Job Portal / candidate s 1 2 3 monster.com jobsahead.co m naukri.com Total 10 7 13 30
No: turning up for the test 9 4 12 25
No: clearing the test
No: clearing the interview 6 2 9 17
No: candidate s taking up the offer 5 1 7 13
% of Candidate s from the source 33.33333 23.33333 43.33333 100
Source effective ness 0.16666 7 0.03333 3 0.23333 3
7 3 10 20
From the above table, the analysis indicates that the web site naukri.com yields the maximum number of successful candidates for the division. Next comes the web site monster.com with 33% of the candidates that come through the e- recruitment. Table 5:
S.NO
Source of referral
No: applicants/ candidates
No: turning up for the test
No: No: clearing the w
No: s taking up the offer
clearing candidate
% of Candidate s from the source
Source effective ness
the test intervie
1 2
Candidate referral Employee referral Total
5 15 20
3 12 15
2 10 12
2 8 10
1 6 7
25 75 100
0.05 0.3
The above table shows the split for employee referral, the most effective of the two being employee referral.
Pie representation:
Graph 1:
Percentage Representation
3
2
1
Table 6: Label Number 1 2 3 Source job portals referrals Walk ins Percentage 54.5 36.36 9.09
From the above graph, which shows the percentage splits, it is clearly evident that the most effective and contributing source of recruitment is through job portals.
4 - FINDINGS AND INFERENCES
From the above analysis and the calculations, the most successful source of recruitment is through Job portals, which contributes to over 54.5% of the recruitment and having an effectiveness of 0.236.
The next best source of recruitment for this company is through referrals, which contribute to 36 % of the recruitment in the company and having an effectiveness of 0.127.
For this company of the organization, the least effective source of recruitment is Walk ins, which has a percentage of 9.09% and an effectiveness of 0.036.
5 - RECOMMENDATIONS
This material can be used as a base to further analyze the recruitment sources. This model can be applied to other branch that needs to look into the sources of recruitment. Further the study is for the recruitment for a period of one month for a particular company. This study can further be expanded to yield better results.
The study has shown that for this particular branch, the best source of recruitment is through job portals and the next best source is through referrals. The recruiters can build on this advantage and focus on recruiting more through job portals and referrals for this particular company.
6 - CONCLUSION
The study concludes that the most effective source of recruitment for this particular branch is through job portals. The major advantages of recruiting through job portals are observed as reductions in cost and time saved in sorting and selection processes among the others.
REFERENCES
Book : 1. Human Resource Management, Pattanayak Biswajeet Phi Learning (2010) 2. Human Resource Management, Aswathappa Tata Mgraw Hill (2008) 3. Human Resource Management, George W. Bohlander-arizona State
University, Scott A. Snell-cornell University, George W. Bohlander, Scott A. Snell, South Western (2007)
Website : 1. http://www.ecareindia.com/ 2. www.HRprofessor.com 3. www.hr-guide.com 4. http://www.citehr.com
A PROJECT REPORT In partial fulfillment of the requirements For the award of the degree Of
MASTER OF BUSINESS ADMINISTRATION RAJALAKSHMI ENGINEERING COLLEGE
(Affiliated to Anna University)
Thandalam, Chennai- 602105
Anna University,
Chennai -25
BONAFIDE CERTIFICATE
Certified that the project report titled “A STUDY OF ORGANISATIONAL
OVERVIEW OF CHENNAI PORT TRUST” is the bonafide work of Mr.
YASWANTH REDDY .K (Reg. no. 21109631114) who carried out the work under my supervision. Certified further that to the best of my knowledge, the work reported herein does not form part of any other project report or dissertation on the basis of which a degree or award was conferred on an earlier occasion on this or any other candidate.
Signature of the student Name: Roll No.: Reg.No.
Signature of the Guide Name: Designation: Address:
Signature of the HOD Name: Designation: Signature of the External Examiner
ACKNOWLEDGEMENT
It is great pleasure for me to acknowledge all those who have helped and supported me to lead my project to success. First of all, I would like to thank God almighty for blessing me with his grace and taking my endeavor to a successful culmination. I am thankful to our director Mr. P.S.PANDYAN B.Tech., BL, M.B.A., IAS (Retd.), Dean Mr. S. SANKAR, head of the department Mr. T.C. THOMAS and all lecturers of our department for their guidance. I acknowledge with thanks for the support and encouragement of Mr. MUTHAR HUSSAIN, my Academic Guide without his help this project would not have been exhaustive and analytical as it has been. Also I like to thank all the faculty members of the DEPARTMENT OF MANAGEMENT STUDIES of Rajalakshmi Engineering College for guiding and motivating me at every step during my project. I express my sincere gratitude to Mr. Santhosh Kumar K HR Manager of ECARE INDIA PVT LTD for giving me a great opportunity to do my project in their esteemed organization. I am very grateful to Mr. Vasanth S, and senior employee and all the staff and the employees of ECARE INDIA PVT LTD, for guiding me in a proper way to achieve my goal. I am very glad to thank Dr.S.Renganarayanan Principal, Rajalakshmi Engineering College for giving me this opportunity to do this project work I thank my parents and friends for their moral support.
ABSTRACT
Objective of the study:
The objective of the study is to find out the advantages and disadvantages in the recruitment processes and to determine the effectiveness of the various sources employed in the recruitment processes. The project also studies the dependence between the sources of recruitment and the number of successful candidates.
The data obtained is a mix of primary and secondary data as the data collection was done by observation and by accessing the database.
The methodology involves in percentage analysis and the Chi-Square test for the hypothesis. The hypothesis that is assumed is as follows. Ho : Number of successful candidates is not dependent on the recruitment source. Ha : Number of successful candidates is dependent on the recruitment source.
The study also focuses on the recruitment procedures that are being followed in the organization.
Table of Contents
CONTENT CHAPTER -1 INTRODUCTION 1.1 Topic 1.2 Industry 1.3 Company CHAPTER – 2 METHODOLOGY 2.1 Recruitment Source at Organization 2.1.1 Walk-ins 2.1.2 Job Portal 2.1.3 Advertisements 2.1.4 Employment Agencies 2.1.5 Referrals 2.1.6 Head Hunting 2.2 Selection of Employees CHAPTER – 3 ANALYSIS AND INTERPRETATION CHAPTER – 4 FINDINGS AND INFERENCES CHAPTER – 5 RECOMMENDATIONS CHAPTER – 6 CONCLUSIONS REFERENCE PAGE NO
List of Tables
LIST OF TABLES 1 Chi Square 2 Employee Database Observation 3 Percentage Analysis 4 Sources Analysis 5 Employee Referral 6 Percentage Split TABLE OF CONTENTS PAGE NO
CHAPTER NO. 1. 1 1
TITLE INTRODUCTION
PAGE NO.
1.1PORT PROFILE 1.2 STATEMENTS 4 1.3 PORT DETAILS 5 1.4 HIGHLIGHTS 7 1.5 DEPARTMENTS 8 1.6 FUTURE PLANS 9 2. 10 2.1 SECRETARY DEPT 10 2.2 ACCOUNTS DEPT 10 2.3 MARINE DEPT 10 2.4 CIVIL ENGINEERING DEPT 10 2.5 MECHANICAL ENGINEERING DEP 10 2.6 MEDICAL DEPT 11 2.7 STORES DEPT 11 MAJOR DEPARTMENTS
3. 12 13
TRAFFIC DEPARTMENT 3.1 OPERATION 3.2 DUTIES OF FRAFFIC DEPT
14 4. 23 5. 35 30
PORT DETAILS IN RECENT TIMES MARKETING IN TRAFFIC 5.1 Facilities For Exporters 5.2 Facilities for Importers
31 6. 31 7. 32 8. 32 9. 32 10. 33 WAYS OF REVENUE FINDINGS SUGGESTIONS CONCLUSION
BIBILOGRAPHY
1 - INTRODUCTION
1.1 Topic:
This project studies the various sources of recruitment that is employed in ECARE INDIA PVT LTD Chennai. ECARE INDIA PVT LTD is expanding its base in India as a bpo giant and for this to happen, effective recruitment is the backbone for sustainable growth and expansion.
In this information age, the importance of human capital and human assets can not be ignored; rather it is that line of business that could lead any organization to attain greater heights. This is the factor that makes difference between one organization and another. Getting the right person at the right place and then retaining him is the main area of concern in today’s corporate world. Hence, the emphasis is being laid to device policies and programmes in such a manner that it leads to attaining better human resources and retaining them for the benefit of the organization.
Considering the aspect of recruitment, no organization should ever think that once it has acquired the best talent created favorable conditions to retain them they would not require going in for sourcing activities. Hence this should be kept in mind that recruiting is a continuous process.
The selection procedure starts with the receipt of applications for various jobs from the interested candidates. Totally unsuitable candidates are rejected at the screening
stage. Man power planning gives an assessment of the number and type of people required in the organization. The next task of the personnel manager is to find out capable and suitable persons who may be working in the organization itself while others will have to be sought from outside the organization. It involves persuading and inducing suitable persons to apply for and seek jobs in the organization.
Recruitment refers to the attempt of getting interested applicants and providing a pool of prospective employees so that the management can select the right person for the right job from this pool. Recruitment is a positive process as it attracts suitable applicants to apply for available jobs.
The process of recruitment:
1. Identifies the different sources of human capital supply 2. Assesses their validity 3. Chooses the most suitable source or sources 4. Invites applications from the perspective candidates for the vacant jobs. 5. Tests the candidates for the requirement. 6. Follows up with group discussions and interviews. 7. Provides the applicant with the offer.
1.2 Industry : Business process outsourcing (BPO) is a broad term referring to outsourcing in all fields. A BPO differentiates itself by either putting in new technology or applying existing technology in a new way to improve a process. Business Process Outsourcing (BPO) is the delegation of one or more IT-intensive business processes to an external provider that in turn owns, administers and manages the selected process based on defined and measurable performance criteria. Business Process Outsourcing (BPO) is one of the fastest growing segments of the Information Technology Enabled Services (ITES) industry. Few of the motivation factors as to why BPO is gaining ground are:
• • • • •
Factor Cost Advantage Economy of Scale Business Risk Mitigation Superior Competency Utilization Improvement
Generally outsourcing can be defined as - An organization entering into a contract with another organization to operate and manage one or more of its business processes.
Different Types of Services Being Offered By BPO's 1. Customer Support Services Our customer service offerings create a virtual customer service center to manage customer concerns and queries through multiple channels including voice, e-mail and chat on a 24/7 and 365 days basis. Service Example: Customers calling to check on their order status, customers calling to check for information on products and services, customers calling to verify their account status, customers calling to check their reservation status etc. 2. Technical Support Services Our technical support offerings include round-the-clock technical support and problem resolution for OEM customers and computer hardware, software, peripherals and Internet infrastructure manufacturing companies. These include installation and product support, up & running support, troubleshooting and Usage support. Service Example: Customers calling to resolve a problem with their home PC, customers calling to understand how to dial up to their ISP, customers calling with a problem with their software or hardware.
3. Telemarketing Services Our telesales and telemarketing outsourcing services target interaction with potential customers for 'prospecting' like either for generating interest in products and services, or to up-sell / promote and cross sell to an existing customer base or to complete the sales process online. Service Example: Outbound calling to sell wireless services for a telecom provider, outbound calling to retail households to sell leisure holidays, outbound calling to existing customers to sell a new rate card for a mobile service provider or outbound calling to sell credit or debit cards etc. 4. Employee IT Help-desk Services Our employee IT help-desk services provide technical problem resolution and support for corporate employees. Service Example: of this service include level 1 and 2 multi-channel support across a wide range of shrink wrapped and LOB applications, system problem resolutions related to desktop, notebooks, OS, connectivity etc., office productivity tools support including browsers and mail, new service requests, IT operational issues, product usage queries, routing specific requests to designated contacts and remote diagnostics etc.
5. Insurance Processing Our insurance processing services provide specialized solutions to the insurance sector and support critical business processes applicable to the industry right from new business acquisition to policy maintenance to claims processing. 6. Data Entry Services / Data Processing Services Service Example: Data entry from Paper/Books with highest accuracy and fast turn around time (TAT)
o o o o o o o o
o
Data entry from Image file in any format Business Transaction Data entry like sales / purchase / payroll. Data entry of E-Books / Electronic Books Data Entry : Yellow Pages / White Pages Keying Data Entry and compilation from Web site Data Capture / Collection Business Card Data Entry into any Format Data Entry from hardcopy/Printed Material into text or required format
1.3 Company :
ECARE INDIA PVT LTD ecare India, an ISO 9001:2008 and the first Indian Medical Billing company to obtain ISO 27001:2005 certification is a healthcare outsourcing service company providing solutions for all medical billing needs: Medical Billing, Medical Coding, Demographics and Charge Entry, Posting of Payment and Reconciliation, Account Receivables Analysis and Management. ecare India provides a wide range of services helping to achieve incremental revenues and reduced costs. Backed by extensive domain expertise, latest technology and robust compliance norms, we offer 24x7 offshore services enabling our clients to focus on their practice and transform into high performance business.
ecare India is an outsourcing and billing company in India focused exclusively in providing healthcare solutions and medical billing services in the healthcare sector. Being ISO certified company ensure information security and high quality services and possess the needed expertise and talent to deliver the same through innovation and technology- driven services. Services give a competitive edge to clients by reducing their operational costs and enhancing revenue thereby improving profitability. They constantly thrive to deliver high quality and cost effective healthcare solutions with in-depth domain expertise and pool of highly talented professionals.
ecare India provides end-to-end healthcare supply chain management solutions for all medical processes ranging from Medical Billing, Medical Coding and Accounts Receivables Management to Physician Credentialing, Electronic Medical
Record(EMR) and Electronic Health Record(EHR) management. Services are tailored to the needs of Physician Practices, Large Physician Groups and Medical Billing Companies, who can confidently outsource their processes to ecare India and focus on their business and patients without any apprehensions.
Service Revenue Cycle Management (RCM) Medical Coding Accounts Receivable Management Indexing Data Conversion
2 - METHODOLOGY
The methodology of the study is percentage analysis of the data obtained to determine the effectiveness of the source of recruitment employed and to determine the dependence of the various sources employed and the recruitment processes. The data collected is secondary in nature, obtained from the database of the organization.
The data obtained, is firstly classified under various heads depending on the source of recruitment and the number of candidates that were under the various heads are listed accordingly. It is then analyzed stage by stage.
The data is analyzed to determine the hit ratio, that is the source effectiveness and the dependence of the source of recruitment and the number of candidates is found out using .Chi-Square test.
The analytical tools used are Microsoft Excel and S.P.S.S statistical package. The method is percentage analysis and Chi-square test.
2.1 Recruitment Sources at the Organization:
The recruitments in the organization is classified under two major heads, namely Internal sources and External sources.
Recruitment process
Sources of potential employees
Internal sources Transfers Promotions
External sources Recruitment by walk -ins Job portals Advertisement Employment Agencies Referrals Head Hunting
Internal sources of recruitment are mainly the transfers and promotions. In this study, the focus is more on the external sources of recruitment. The external sources of recruitment are as illustrated above. They are explained as follows,
2.1.1 Walk – ins:
Walk in interviews are a common form of recruitment in organizations. In this particular division, the recruitment is not done through walk in interviews as the requirement is sporadic and the candidates are expected to be experienced and well qualified, and the walk in interviews are primarily used as a source of fresh candidate who have finished their graduation and it will cater only to entry level positions. Thus, for the current requirement in the division, the choice of walk in interviews is not preferred.
2.1.2 Job Portals: E-Recruitment covers a range of Web-based application tools used for the provisioning (typically) of human resources. These applications assist in the recruitment of suitable candidates for vacant positions. Some applications do this by semi-automating the entire recruitment and hiring process. E-recruitment applications (or software packages that are web-enabled) typically enable recruitment teams to create job postings, manage job application responses, schedule interviews and manage other recruitment tasks. This dramatically reduces the labour and money spent on physical recruitment.
E-Recruiting or electronic recruiting is the process of using internet based software to attract, screen and recruit suitable job candidates. E-Recruiting reduces the cost of the recruitment process, reduces the time taken to identify appropriate candidates and helps organizations improve the quality and quantity of the applicant pool. The organization uses the E-Recruitment for recruiting the employees.
The steps in the E-Recruitment process are: • • • Sourcing the profile. Matching the profile with the requirement Contacting the prospective applicant by telephone/e-mail and checking for the interest. • • If interested, the prospective applicant is requested to come in person to apply. If not interested, the profile is marked as not interested.
The organization mainly uses three job sites for its recruitment process, namely www.naukri.com www.jobsahead.com www.monster.com The major advantage with the E-Recruitment is that the cost is minimum and the recruitment is more effective with respect to matching the profiles and the job. The E-Recruitment process also saves considerable amount of time.
2.1.3 Advertisements:
Advertisements are both a source of recruits and a method of reaching them. Newspapers, magazines and trade journals are the most widely for advertisements. Advertisements ordinarily produce large number of applicants in a very short time and at a low cost. However, this factor may be offset by the increased expense of carefully screening the large number of prospects and the average quality of applicants may be of questionable character.
Recruitment advertisements usually include information about the company, nature of the job, specific qualifications required and compensation. The specific details in the advertisement vary with the company and its situation. The quality of prospects recruited by advertisement may be increased by careful selection of media and by proper statements of information in the advertisement. For example, by advertising in a trade journal rather than in a daily newspaper, a firm is being more selective in its search. An advertisement in trade journal assures responses from people who are already in the profession and would be interested in selling. The amount and type of information given in the advertisement affects the quality and quantity of the applicants. The more the information given in the advertisement, the more it serves as a qualitative screening device. A firm, by stating minimum qualifications rather than optimum requirements can generate large number of applications, requiring more careful screening. The major difficulty in recruitment through the advertisements is the screening, which becomes a tedious process. In this division, advertisements are avoided because of the time constraint and the unnecessary extension of screening procedure that the process requires.
2.1.4 Employment Agencies:
Many companies use employment agencies to get the recruits for the sales positions. To use this source effectively, sales manager must ensure that the agency understands the company and its needs thoroughly. Whenever an agency is used, it should have the clear' understanding of the job's objective, job specifications and the literature about the company. Also agencies need time to learn about an employing firm and its unique requirements-thus considerable gains accrue from continuing relationships with agencies that perform satisfactorily. If the agency is selected carefully and good long-term relations are established with it, the dividends can be satisfying. In this particular division of the organization, the employment agencies are not employed as a cost cutting measure.
2.1.5 Referrals: Referrals are further classified into two namely, • • Employee referral Candidate referral
Referral recruitment is a process whereby vacancies are promoted and filled by recommendations rather than by traditional methods such as direct classified job advertisements or by employing a headhunter. Proponents of this recruitment method claim that since each candidate comes with a personal recommendation behind them, the applicants are likely to be better suited to the job and the applicant already has a referee.
When an employee refers a candidate of recruitment, it is treated as employee referral and when a reference is obtained from the candidate who has come for the recruitment , then it is treated as candidate referral. The key advantage of referral recruitment is that it allows recruiters to reach passive candidates, those who are not actively looking for a new job but are sometimes amongst the most prized employees.
2.1.6 Head Hunting:
A head hunter can work on his/her own or through an agency and acts as an independent contact between their client companies and the candidates they recruit for a position. They can specialise in client relationships only , in finding candidates (recruiting or sourcing), or in both areas. Most recruiters tend to specialize in permanent or full-time, direct hire positions or contract positions, but occasionally in both. They will often utilize Internet recruiting to help in their recruiting efforts.
Typically Headhunting is associated with a higher degree of industry knowledge and a more specialised, less 'blanket' approach. Whereas a recruiter may place an advert or place calls with no prior knowledge of the individual they are contacting, a headhunter will attempt to know about the subject's previous employment history, education, etc. He will make contact on the premise that 'on paper' the candidate is suitable for the role, whatever their current situation. Poaching employees away from their current employment in this manner gives headhunters their name.
2.2 Selection of Employees: From the sources of recruitment, the selected list of prospective employees is then taken in for selection. The selection process is as follows: • • • • • • • • Preliminary Interview. Aptitude test ( R.P.A.T * ). Personality Index Test (P.I test). Interview. Reference check. Salary negotiation (if necessary). Approval on accepting the offer. Release of offer letter.
The selection process begins with the preliminary interview, where in the applicant is screened and then subjected to the R.P.A.T test. The R.P.A.T is followed up with the P.I test. The test is then evaluated and if the applicant clears both the R.P.AT and the P.I. then the applicant is called for the interview. The interview is mostly of two rounds, where the applicant is questioned in the technical skills and this is followed up with the H.R. interview. The performance of the applicant in the interview is recorded in the C.A.S and if the applicant is found favorable, then the applicant is then called for the salary negotiation. If the applicant agrees with the offer, then the offer is sent for approval to the head office in Mumbai. The application after approval is processed and then the offer letter is released.
3 - ANALYSIS AND INTERPRETATION
The research hypothesis is as follows. The assumption is that number of successful candidates is not dependent on the recruitment source. The alternate hypothesis is formulated, as the number of successful candidates is dependent on the source of recruitment.
Ho : Number of successful candidates is not dependent on the recruitment source. Ha : Number of successful candidates is dependent on the recruitment source.
Table 1: Observed No: candidates 30 20 5 55 Expected No: selected candidates 13 7 2 22 (obsv-exp) (obsvexp)^2 289 169 9 [(obsv-exp)^2]/exp
S.NO
Source of recruitment
1 Job portals 2 Referrals 3 Walk ins Total
17 13 3 33
degree of freedom = 2
value from x^2 table = 5.99
9.633333 8.45 1.8 19.88333 observed value = 19.88
Since the calculated value is much greater than the table value, the null hypothesis is rejected. This states that the number of successful candidates is dependent on the source of recruitment. The data collected is secondary in nature and it is given below.
Table 2:
S.NO
Source of recruitment Job portals Referrals Walk ins Total
No: applicants/ candidates 30 20 5 55
No: turning up for the test 25 15 3 43
No: the test 20 12 3 35
No: interview 18 10 3 31
No: candidates taking up the offer 13 7 2 22
clearing clearing the
1 2 3
From the above data, through observation and from further data from employee database, the data is analyzed as follows.
Table 3:
S.NO
Source of recruitment Job portals Referrals Walk ins Total
No: applicants/ candidates 30 20 5 55
No: turning up for the test 25 15 3 43
No: clearing the test 20 12 3 35
No: the
No:
% of Source
clearing candidates Candidates interview the offer 18 13 10 7 3 2 31 22 source 54.54545 36.36364 9.090909 100
taking up from the effectiveness 0.236364 0.127273 0.036364
1 2 3
From the above table, we can observe that the maximum percentage of candidates for recruitment is from the source Job portals, second comes referrals and then comes Walk ins.
This illustrates that the most contributing source of recruitment is Job portals.
The next table illustrates the split for the Job portals, the table show the candidates that have come from the various web sites. This is as follows,
Table 4:
No: applicants S.NO Job Portal / candidate s 1 2 3 monster.com jobsahead.co m naukri.com Total 10 7 13 30
No: turning up for the test 9 4 12 25
No: clearing the test
No: clearing the interview 6 2 9 17
No: candidate s taking up the offer 5 1 7 13
% of Candidate s from the source 33.33333 23.33333 43.33333 100
Source effective ness 0.16666 7 0.03333 3 0.23333 3
7 3 10 20
From the above table, the analysis indicates that the web site naukri.com yields the maximum number of successful candidates for the division. Next comes the web site monster.com with 33% of the candidates that come through the e- recruitment. Table 5:
S.NO
Source of referral
No: applicants/ candidates
No: turning up for the test
No: No: clearing the w
No: s taking up the offer
clearing candidate
% of Candidate s from the source
Source effective ness
the test intervie
1 2
Candidate referral Employee referral Total
5 15 20
3 12 15
2 10 12
2 8 10
1 6 7
25 75 100
0.05 0.3
The above table shows the split for employee referral, the most effective of the two being employee referral.
Pie representation:
Graph 1:
Percentage Representation
3
2
1
Table 6: Label Number 1 2 3 Source job portals referrals Walk ins Percentage 54.5 36.36 9.09
From the above graph, which shows the percentage splits, it is clearly evident that the most effective and contributing source of recruitment is through job portals.
4 - FINDINGS AND INFERENCES
From the above analysis and the calculations, the most successful source of recruitment is through Job portals, which contributes to over 54.5% of the recruitment and having an effectiveness of 0.236.
The next best source of recruitment for this company is through referrals, which contribute to 36 % of the recruitment in the company and having an effectiveness of 0.127.
For this company of the organization, the least effective source of recruitment is Walk ins, which has a percentage of 9.09% and an effectiveness of 0.036.
5 - RECOMMENDATIONS
This material can be used as a base to further analyze the recruitment sources. This model can be applied to other branch that needs to look into the sources of recruitment. Further the study is for the recruitment for a period of one month for a particular company. This study can further be expanded to yield better results.
The study has shown that for this particular branch, the best source of recruitment is through job portals and the next best source is through referrals. The recruiters can build on this advantage and focus on recruiting more through job portals and referrals for this particular company.
6 - CONCLUSION
The study concludes that the most effective source of recruitment for this particular branch is through job portals. The major advantages of recruiting through job portals are observed as reductions in cost and time saved in sorting and selection processes among the others.
REFERENCES
Book : 1. Human Resource Management, Pattanayak Biswajeet Phi Learning (2010) 2. Human Resource Management, Aswathappa Tata Mgraw Hill (2008) 3. Human Resource Management, George W. Bohlander-arizona State
University, Scott A. Snell-cornell University, George W. Bohlander, Scott A. Snell, South Western (2007)
Website : 1. http://www.ecareindia.com/ 2. www.HRprofessor.com 3. www.hr-guide.com 4. http://www.citehr.com
