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A STUDY
ON
RECRUITMENT PROCESS IN
DATA POINT INFO SOLUTIONS PVT LTD..
A PROJECT REPORT SUBMITTED TO
J.N.T.U, Anantapur.
IN PARTIAL FULFILMENT OF THE REQUIREMENTS
FOR THE AWARD OF THE DEGREE OF
MASTER OF BUSINESS ADMINISTRATION
(HUMAN RESOURCE)
By
K.Dinesh
REG NO: 10HF1E0008
Under the esteemed guidance of
MRS.M.LAKSHMI M.B.A, M.Phil
Assistant - Professor
Master of Business Administration
Noble college of computer sciences-MBA, musunuru
Kavali-524201, Spsr Nellore District - A.P
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ACKNOWLEDGEMENT
I express my deep sense of gratitude to P SUBBA RRDDY,, Principal, of noble college
of computer sciences MBA musunur, kavali consenting me to do my project work at and
DATAPOINT INFO SOLUTIONS PVT LTD ,HYDERABAD Permitting me to use all the
facilities available in our prestigious institution.
It gives great pleasure to express my gratitude to our beloved guide, Ms.lakshmi Asst
Professor, Master of Business Administration, who initiated in taking up this project work. We
are grateful for her precious guidance, persisting encouragement in completing the project work
successfully.
I am thankful to Head of The Department, Master of Business Administration, for his
valuable suggestions and spending his expensive time with me in completing the project work.
I am sincerely thankful to Mr.MURTHY SIR,business development Manager,hr and
Mr.sanjay Kumar, Manager (HR), and Data point Info solutions Pvt Ltd, for their
anonymous guidance and valuable suggestions and cooperation for the successful
accomplishment of my project work.
I express my gratefulness to the company Supervisors and employees for sparing their
valuable time, civility during the period of my project work atData point info solutions,,
S.r nagar, Hyderabad.
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DECLARATION
I declare that Project work entitled A STUDY ONIT RECRUITMENT AT DATAPOINT
INFO SOLUTIONS PVT LTD., submitted by me under the esteemed guidance of Lakshmi,
M.B.A, Asst Professor noble college of computer sciences MBA musunur, kavali Nellore
Affiliated to J.N.T.U, ANANTAPUR is my original work and it has not been submitted in part
or full to any University or Institute for the award of any Degree or Diploma.
Place:
Date:
(K. DINESH)
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TABLE OF CONTENTS
S.NO TITLE PAGE NO
CHAPTER-1
1 Introduction 08-12
2 Scope of the study 13
3 Objective of the study 14
4 Research Methodology 15-18
5 Limitations of the study 19
CHAPTER-2 20
6 Industry Profile 21-25
7 Company Profile 26-34
CHAPTER -3
8 Recruitment life cycle of Data point 35-39
9 How to work on portals 40-44
10 Formatting the profiles45-59
CHAPTER 4 60
11Data Analysis and Interpretation 61-80
CHAPTER-5 81
12 Findings 82-8313 Suggestions 84
14 Conclusion 85
CHAPTER-6 86
15 Questionnaire 87-89
16 Bibliography 90
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LIST OF TABLES
SNO TITLE PAGE NO
11.1 Awareness of recruiting process in the company 61
11.2 Awareness of different sources of recruiting 62
11.3 Technologies of the company 63
11.4 IT requirements or non IT recruitments 64
11.5 Various technologies client working on 65
11.6 IT technologies in current market 66
11.7 Requirements of organization 6711.8 What job portal 68
11.9 Usage of job portals 69
11.0 Awareness of databank 70
11.11 Awareness of head hunting process 71
11.12 Sharing of applicant information with other party 72
11.13 Maintenance of applicant tracking system 73
11.14 Forwarding fake resumes 74
11.15 Requirements per day 75
11.16 Chance for duplicate profiles 7611.17 Rate of duplicate profiles 77
11.18 Source for maximum response 78
11.19 Payment terms 79
11.20 satisfaction 80
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LIST OF CHARTS
SNO TITLE PAGE NO
1 Awareness of recruiting process in the company 61
2 Awareness of different sources of recruiting 62
3 Technologies of the company 63
4 IT requirements or non IT recruitments 64
5 Various technologies client working on 65
6 IT technologies in current market 66
7 Requirements of organization 678 What job portal 68
9 Usage of job portals 69
10 Awareness of databank 70
11 Awareness of head hunting process 71
12 Sharing of applicant information with other party 72
13 Maintenance of applicant tracking system 73
14 Forwarding fake resumes 74
15 Requirements per day 75
16 Chance for duplicate profiles 76
17 Rate of duplicate profiles 77
18 Source for maximum response 78
19 Payment terms 79
20 satisfaction 80
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CHAPTER I
Introduction
HUMAN RESOURCE MANAGEMENT
HISTORY OF HUMAN RESOURCE MANAGEMENT:
Some ofhuman resource management's vital principles were used in prehistoric times. Like,
mechanisms being developed for selecting tribal leaders. Knowledge was recorded and passed
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on to the next generation about safety, health, hunting, and gathering. 1000 B.C to 2000 B.C
saw the development of more advanced HR functions. The Chinese are known to be the first to
use employee screening techniques, way back in 1115 B.C. And turns out it was not Donald
Trump who started "the apprentice" system. They were the Greek and Babylonian civilizations,
ages before the medieval times.
With the advent of "labor unions" in the 1790's, the power in the hands of the employees
multiplied considerably and increased at a rapid pace by the 1800s and furthermore in the
1900s. This led to the HR department being more capable of politics and diplomacy. The two
feats that were quintessential to the importance of HR were; the fact that it was the HR
department that got the management and the labor unions to come on common grounds. They
basically worked on getting the management to see things from the labor perspective and grant
them medical and educational benefits. The other would be Frederick W. Taylor's (1856-1915)
Scientific Management. This book had tremendous impact on attaining better productivity
from low-level production workers.
In today's date, HR has the same importance as the other departments, in some corporates, it
has more. With the constant increase in education, technology and frequent fluctuations in
economic status and structures, I believe, HR is the oldest, most mature and yet, the mostefficient of all management styles.
DEFINITION OF HUMAN RESOURCE MANAGEMENT
The definition ofhuman resource managementemphasizes the sphere of influence to
encompass 'the strategic approach to manpower management in an organization'. The process
calls for a coherent objective to retain and increase employee head-count, any organization's
most valued asset. This specialized study and application has come in the wake of realization
that the employees of an organization, individually and collectively, are the main contributors
to the achievement of business objectives. The management of people hired by an organization
involves employing people, designing and developing related resources and most importantly,
utilizing and compensating their services to optimize business profitability via employee
performance. Today, Human Resource Management operates in tune with other essential
organizational requirements and co-exists with the topmost management cadre. Managing
human resources within a company calls for a liaison between the organization's management
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personnel and the administration of the executive rungs. It thrives on the strength of the
relationship between the management and workers of the company.
Functions of Human Resource Management:
Human Resource Management involves the development of a perfect blend between traditional
administrative functions and the well-being of all employees within an organization. Employee
retention ratio is directly proportionate to the manner in which the employees are treated, in
return for their imparted skills and experience. A Human Resource Manager ideally empowers
inter-departmental employee relationships and nurtures scope for down-the-rung employee
communication at various levels. The field is a derivative of System Theory and Organizational
Psychology. Human resources have earned a number of related interpretations in time, but
continue to defend the need to ensure employee well-being. Every organization now has an
exclusive Human Resource Management Department to interact with representatives of all
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factors of production. The department is responsible for the development and application of
ongoing research on strategic advances while hiring, terminating and training staff. The Human
Resource Management Department is responsible for:
Understanding and relating to employees as individuals, thus identifying individual
needs and career goals.
Developing positive interactions between workers, to ensure collated and constructive
enterprise productivity and development of a uniform organizational culture.
Identify areas that suffer lack of knowledge and insufficient training, and accordingly
provide remedial measures in the form of workshops and seminars.
Generate a rostrum for all employees to express their goals and provide the necessary
resources to accomplish professional and personal agendas, essentially in that order.
Innovate new operating practices to minimize risk and generate an overall sense of
belonging and accountability.
Recruiting the required workforce and making provisions for expressed and promised
payroll and benefits.
Implementing resource strategies to subsequently create and sustain competitive
advantage.
Empowerment of the organization, to successfully meet strategic goals by managing
staff effectively.
BENEFITS OF HUMAN RESOURCE MANAGEMENT:
Ideally, a Human Resource Management Department is responsible for an interdisciplinary
examination of all staff members in the workplace. This strategy calls for applications fromdiverse fields such aspsychology, paralegal studies, industrial engineering, sociology, and a
critical understanding of theories pertaining to post-modernism and industrial structuralism.
The department bears the onus of converting the available task-force or hired individuals into
strategic business partners. This is achieved via dedicated Change Management and focused
Employee Administration. The HR functions with the sole goal ofmotivating and encouraging
the employees to prove their mettle and add value to the company. This is achieved via
variousmanagement processes like workforce planning and recruitment, induction and
orientation of hired task-force and employee training, administration and appraisals.
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The last few decades have seen drastic changes in the human resource management strategies
employed by companies. Earlier, human resource management was confined to paperwork
related to hiring and payment of the staff in an organization. However, human resource
management can now be described as all the procedures required for the management of the
people working in an organization. The most valuable resources of any establishment are its
employees, as they play a crucial role in the accomplishment of the aims and objectives of any
business.
The key functions of human resource management include recruiting people, training them,
performance appraisals, motivating them as well asworkplace communication,workplace
safety, and much more.
DEFINITION OF IT RECRUITMENT:
IT Recruitment refers to the process of attracting, screening, and selecting qualified people for
ajob. For some components of the recruitment process, mid- and large-size organizations often
retainprofessional recruiters or outsource some of the process to recruitment agencies.
The recruitment industry has four main types of agencies: employment agencies, recruitment
websites and job search engines, "headhunters" for executive and professional recruitment, and
niche agencies which specialize in a particular area of staffing. Some organizationsuse employer branding strategy and in-house recruitment instead of agencies. Recruitment-
related functions are generally carried out by an organization's human resources staff.
The stages in recruitment include sourcing candidates by advertising or other methods,
screening potential candidates using tests and/or interviews, selecting candidates based the
results of the tests and/or interviews, and on-boarding to ensure the candidate is able to fulfill
their new role effectively.
Recruitment and Training:
This is one of the most important responsibilities of the human resource management team. The
human resource managers work out plans and strategies of hiring the right kind of people. They
design the criteria suitable for a specific job description. Their responsibilities also include
formulating the obligations of an employee and the scope of tasks assigned to him. Based on
these two factors, the contract of an employee with the organization is developed. When
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required, they also provide training to the employees according to the requirements of the
organization. An organization cannot build a good team of working professionals without the
help of a good human resource management team.
Scope of the study
The scope for the study of IT recruitment refines to the sector of IT industry
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The scope for the study begins from searching the matched profile to appointing the
candidate in the client organization.
As we know the recruiting process is the most important issue in the organizations its
scope passes to the achievement of organizations objectives.
Objectives of the study
Primary objective
To analyze the recruiting process in Data point.
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Secondary objective
o To understand how Data point recruits persons to clients
o To get aware of recruitment process of the organization
o To get aware of various technologies using in the organization
o To find out what portal is mainly used in Data point
o To find out various IT technologies of the organization
o To find the chance for fake resumes
o To find the awareness of recruiters on the technologies
o To get aware of headhunting process
o To find the commission pattern of consultancies
o To find out the satisfaction on company recruitment process
Conceptual Framework
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Research
Methodology
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Research Methodology:
Definition
A plan for collecting and utilizing data so that desired information can be obtained with
sufficient precision or so that a hypothesis can be tested properly.
Sample Unit:
Sample unit is the recruiters of the company DATAPOINT INFOSOLUTIONS.
Data Sources:
Primary Data:
PrimaryData The Primary data were collected Human recourse through
questionnaire.
Secondary Data:
Secondary Data The Secondary data were collected from annual reports, journals,
magazines and websites.
Data Sources:
The study requires both primary data as well as secondary data.
Research design:
The research design for this research studies attempt to obtain a clear, complete and
accurate description of a situation. Descriptive study is necessary when the research is
interested in knowing the characteristic of a certain group.
Data Collection Methods:
Data for this research was collected both from primary and secondary sources.
There are two types of data sources:
1. Primary sources:This consists of original information gathered from specific purpose. The
normal procedure is to interview people individually and / or groups, to get the required data.
Here the data being sought is various methods and techniques of recruitment followed in this
organization.
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2. Secondary Sources:
The profile of the company and text books on HRM and PERSONNEL MANAGEMENT and
various magazines.
Research Approaches:
The research availed the survey research type of research where in the researcher goes to the
respondent with the questionnaire, clarifies and doubts raised by the respondent, who may fill
the questionnaire.
Research Instruments and sampling:
The researcher has used questionnaire as the research instrument.
Types of questions used in the questionnaire:
- Open-ended questions
- Close-ended questions
Open-ended questions:
Open-ended questions are used to get the suggestions from the respondent in order to
give feedback to the company.
Close-ended questions:
In closed ended questions there are two types of questions:
Multiple choice questions:
In this multi choice question the respondents are given four to five choices in which he
has to select one.
Sampling Procedure:
A sampling of 50 employees is taken for administering questionnaire.
Data Collection Details:
The data was analyzed using simple statistical tools like mean, percentage. The data
collected was interpreted using pie chart and relevant conclusions were drawn from
therein.
Total no of Employees : 500
Sampling Method : simple random
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LIMITATIONS OF THE STUDY:
In project of this nature, one cannot claim 100% accurate and authenticity. However every
possible effort has been made to make it genuine and authentic. It is possible that some errors
might have crept in while collecting data or in the preparation of the report due to the following
reasons
Lack of experience on part of the researcher.
Errors in tabulation and analysis of the data may weaken the exactitude.
The answers given by the respondents may be biased or not true
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Chapter 2
INDUSTRY PROFILE
AND
COMPANY PROFILE
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INDUSTRY PROFILE
The Information Technology (IT) industry has become of the most robust industries in the
world. IT, more than any other industry or economic facet, has an increased productivity,
particularly in the developed world, and therefore is a key driver of global economic growth.
Economies of scale and insatiable demand from both consumers and enterprises characterize
this rapidly growing sector.
Both software development and the hardware involved in the IT industry include everything
from computer systems, to the design, implementation, study and development of IT and
management systems.
Owing to its easy accessibility and the wide range of IT products available, the demand for IT
services has increased substantially over the years. The IT sector has emerged as a major global
source of both growth and employment.
The IT industry can serve as a medium of e-governance, as it assures easy accessibility to
information. The use of information technology in the service sector improves operational
efficiency and adds to transparency.
Recruitment:
Recruitment refers to the process of screening, and selecting qualified people for a job at an
organization or firm, or for a vacancy in a volunteer-based organization or community group.
While generalist managers or administrators can undertake some components of the
recruitment process, mid- and large-size organizations and companies often retainprofessional
recruiters or outsource some of the process to recruitment agencies. External recruitment is the
process of attracting and selecting employees from outside the organization.
The recruitment industry has four main types of agencies: employment agencies, recruitment
websites and job search engines, "headhunters" for executive and professional recruitment, and
in-house recruitment. The stages in recruitment include sourcing candidates by advertising or
other methods, and screening and selecting potential candidates using tests or interviews.
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Also known as aemployment agencies, recruitment agencies have historically had a physical
location. A candidate visits a local branch for a short interview and an assessment before being
taken onto the agencys books. Recruitment consultants then work to match their pool of
candidates to their clients' open positions. Suitable candidates are short-listed and put forward
for an interview with potential employers on a temporary ("temp") or permanent ("perm")
basis.
Outsourcing is beneficial for both the corporate organizations 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 utilization
Structured and fair performance management.
a satisfied and, hence, highly productive employees
value creation, operational flexibility and competitive advantage
Therefore outsourcing helps both the organizations and the consultancies to grow and perform
better.
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Introduction to IT recruitment:
Recruitment refers to the process of attracting, screening, and selecting qualified people for
ajob. For some components of the recruitment process, mid- and large-size organizations often
retainprofessional recruiters or outsource some of the process to recruitment agencies.
The recruitment industry has four main types of agencies: employment agencies, recruitment
websites and job search engines, "headhunters" for executive and professional recruitment, and
niche agencies which specialize in a particular area of staffing. Some organizations
use employer branding strategy and in-house recruitment instead of agencies. Recruitment-
related functions are generally carried out by an organization's human resources staff.
The stages in recruitment include sourcing candidates by advertising or other methods,
screening potential candidates using tests and/or interviews, selecting candidates based the
results of the tests and/or interviews, and on-boarding to ensure the candidate is able to fulfill
their new role effectively.
Agency types
The recruitment industry is based on the goal of providing a candidate to a client for a price. On
one end of the spectrum there are agencies that are paid only if they deliver a candidate that
successfully stays with the client beyond the agreed probationary period. On the other end of
the spectrum there are agencies that are paid a retainer to focus on a client's needs and achieve
milestones in the search for the right candidate, and then again are paid a percentage of the
candidate's salary when a candidate is placed and stays with the organization beyond the
probationary period. Today's (March 2011) recruitment industry is fairly competitive, therefore
agencies have sought out ways to differentiate themselves and add value by focusing on some
area of the recruitment life cycle. Here are five types of typical agencies.
Traditional agency
Also known as employment agencies, recruitment agencies have historically had a physical
location. A candidate visits a local branch for a short interview and an assessment before being
taken onto the agencys books. Recruitment consultants then work to match their pool of
candidates to their clients' open positions. Suitable candidates are short-listed and put forward
for an interview with potential employers on a contract or direct basis.
Compensation to agencies takes several forms, the most popular are:
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A contingency fee paid by the company when a recommended candidate accepts a job
with the client company (typically 20%-30% based and calculated on the candidates first-
year base salary (though fees as low as 12.5% can be found online, and which usually has
some form of guarantee (3090 days standard), should the candidate fail to perform and is
terminated within a set period of time (refundable fully or prorated).
Anadvance paymentthat serves as a retainer, also paid by the company, non-
refundable paid in full depending on outcome and success (e.g. 40% up front, 30% in 90
days and the remainder once a search is completed). This form of compensation is
generally reserved for high level executive search/headhunters
Hourly Compensation for temporary workers and projects. A pre-negotiated hourly fee,
in which the agency is paid and pays the applicant as a consultant for services as a third
party. Many contracts allow a consultant to transition to a full-time status upon completion
of a certain number of hours with or without a conversion fee.
Headhunters
A "headhunter" is an industry term for a third-party recruiter who seeks out candidates often
when normal recruitment efforts have failed. Headhunters are generally considered more
aggressive than in-house recruiters or may have pre-existing industry experience and contacts.
They may use advancedsales techniquessuch as initially posing as clients to gather employee
contacts as well as visiting candidate offices. They may also purchase expensive lists of names
and job titles but more often will generate their own lists. They may arrange a meeting or a
formal interview between their client and the candidate and will usually prepare the candidate
for the interview, help negotiate the salary and conduct closure to the search. They are
frequently members in good standing of industry trade groups and associations. Headhunters
will often attend trade shows and other meetings nationally or even internationally that may be
attended by potential candidates and hiring managers. Headhunters are typically small
operations that make high margins on candidate placements (sometimes more than 30% of the
candidates annual compensation). Due to their higher costs, headhunters are usually employed
to fill senior management and executive level roles. Headhunters are also used to recruit very
specialized individuals; for example, in some fields, such as emerging scientific research areas,
there may only be a handful of top-level professionals who are active in the field. In this case,
since there are so few qualified candidates, it makes more sense to directly recruit them one-by-
one, rather than advertise internationally for candidates. While in-house recruiters tend to
attract candidates for specific jobs, headhunters will attract both candidates and actively seek
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them out as well. To do so, they may network, cultivate relationships with various companies,
maintain large databases, purchase company directories or candidate lists and cold
call prospective recruits.
Niche recruiters
Specialized recruiters exist to seek staff with a very narrow specialty. Because of their focus,
these firms can very often produce superior results due to their ability to channel all of their
resources into networking for a very specific skill set. This specialization in staffing allows
them to offer more jobs for their specific demographic which in turn attracts more specialized
candidates from that specific demographic over time building large proprietary databases.
These niche firms tend to be more focused on building ongoing relationships with their
candidates as is very common the same candidates are placed many times throughout their
careers.
Job search engines
The emergence ofmeta-searchengines allows job-seekers to search across multiple websites.
Some of these new search engines index and list the advertisements of traditional job boards.
These sites tend to aim for providing a "one-stop shop" for job-seekers. However, there are
many other job search engines which index pages solely from employers' websites, choosing to
bypass traditional job boards entirely. These vertical search engines allow job-seekers to find
new positions that may not be advertised on traditional job boards, and online recruitment
websites.
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http://en.wikipedia.org/wiki/Cold_callinghttp://en.wikipedia.org/wiki/Cold_callinghttp://en.wikipedia.org/wiki/Meta-searchhttp://en.wikipedia.org/wiki/Meta-searchhttp://en.wikipedia.org/wiki/Meta-searchhttp://en.wikipedia.org/wiki/Vertical_searchhttp://en.wikipedia.org/wiki/Cold_callinghttp://en.wikipedia.org/wiki/Cold_callinghttp://en.wikipedia.org/wiki/Meta-searchhttp://en.wikipedia.org/wiki/Vertical_search -
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Company profile
Datapoint Info Solutions Pvt Ltd.,
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DATAPOINT INFO SOLUTIONS PVT LTD
"Data point is established in 2001 as a IT Consulting and Staffing Company. On the verge of
expansion Data point gradually moved the operations to Software Development and Web
Designing.
OVERVIEW
Software Development
Our responsibility encompasses Analyzing, Designing and Developing Software Products
meant for automating the manual process.
Web Designing
The design and development team is able to support with innovative and cutting edge solutions.
IT Staffing
Data point constantly works with clients requirements and has huge experience in a range of
fields like Microsoft Technologies.
Corporate IT Training
Data point, associated with various universities and companies impart onsite trainings at client
locations.
Data points responsibility encompasses Analyzing, Designing and Developing Software
Products meant for automating the manual process.
Data point is a Information Technology and Software Development industry with a vision of
creating a competitive advantage with Software and becoming the most valued partner of our
clients, we deliver high quality Business Management Solutions, Custom Software
Development, Application Development, Project Management, Software Testing and Quality
Assurance. Data point provides Offshore Software Development services & solutions.
Expertise of Data point:
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Research & Development Projects
Software & integration engineering
Joint ventures
Client Problem Solving
1. Web Designing:
Data points design and development team is able to support clients with innovative and cutting
edge solutions which aim to leverage the power of the internet and are tailored to unique
business requirements.
Data point has highly talented and experienced developers and designers, who provide high end
creative web solutions to our customers. Data point is specialized in development tools like
HTML, DHTML, XML, ASP .Net, C#, Flash, etc. and provide services like
Web Development
Web Designing
Graphics & animation
Data point has been successful in various web development projects like E-Commerce sites forvarious industries, Website integration with ERP, Intranets, Multimedia presentations and
projects, animated movies, Promotion collaterals and marketing materials for our clients.
Data point has vast experience of search and selection procedures and has well developed
screening methods to find the right fit.
2. IT Staffing
Data point constantly works with clients requirements in mind. Precisely Data point has huge
experience in a range of fields like Microsoft Technologies.
Data point identifies potential sources, gathers resumes of suitable candidates, conducts initial
screening and makes arrangements for the clients to interview the short listed candidates. In
Contract Services, Data point can meet the clients' most specific needs by sourcing and
managing the right professionals with the relevant experience and the correct attitudes. Data
point has been successfully assisting many companies in the IT industry in sourcing the
contract professionals.
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3. Recruitment
Recruitment is also done through advertisement in Newspapers for people with prior
experience.
The hiring process typically consists of 4 stages.
Computer based interview (CBI)
Group Discussion (GD)
Psychometric test
Personal Interview
4. Corporate Training:
To become a more skillful communicator or increase the managerial effectiveness or simply
wish to upgrade PC skills, Data point helps the customers to up gradate skills and knowledge.
Data point identifies a variety of skill development areas and provides numerous opportunities
for employees to become more productive and effective.
Data point views the training program as a true competitive advantage. Proficiency in these
areas translates not only greater opportunities for individual career growth, but benefits the
teams.
5. Training Areas:
Technical Training
Project Management
Leadership/Management
Change Management
Career Development
Interpersonal Skills
Client Care
Data points competitive advantage:
Works for Fortune 500 customers.
Have exposure to mature Quality practices and processes.
Work on best-of-breed technologies.
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Takes up challenging and end-to-end projects.
Benefit from mentoring by experienced seniors.
Keep the skills of the employees upgraded by continuous learning.
Work in a competitive, free and healthy environment.
Locations
India
Singapore
U.S.A
Management Team
The management team defines Data points journey with vision and integrity
Data point Offers Career opportunities in various technologies to support its internal
development team and also Clients' staffing requirements. Data point has about 6 years of
expertise in recruitments. To meet the client's talent acquisition challenges for a globally
competitive and diverse work force Data point offers tailor made staffing solutions in various
technologies to all the clients
Data point is uniquely positioned - geographically and strategically to help organizations
achieve their business goals through effective and cost efficient solutions for their Business
needs. Data point has a focused approach which is targeted to meet the requirements of end
users and is quality-centric. After having worked with varied vertical and Business lines, Data
point has gained expertise in various Business Domains that have given Data point an edge
over others. Data point believes in satisfaction of the clients through compelling and well-
focused websites and web solutions that ultimately result in business generation for the clients
too.
Services
Data point provides a full range of outsourcing services and solutions to businesses leaders,
both large and small. The clients of Data point feel confident and secure as Data point provides
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the clients with the best people, the best tools, and the assurance that Data point team will be
there at every step of the way ... until success is achieved.
IT Consulting & Staffing
Based on the assignment specifications given by the clients, Data point identifies potential
sources, gathers resumes of suitable candidates, conducts initial screening and redirects the
process for the clients to interview the short listed candidates.
In Contract Services, Data point meets the clients' most specific needs by sourcing and
managing the right professionals with the relevant experience and the correct attitudes. Data
point has successfully assisted many corporate in the IT industry in sourcing contract
professionals
Hiring Process at Data point
Recruitment is also done through advertisement in Newspapers for people with prior
experience. Data point has been actively in the profession of sourcing IT professionals from the
year 2000. Data point has placed candidates from different skill sets with varying levels of
experience. Having established a reputation as a good placement organization, Data point
constantly approaches adept professionals, in pursuit of better opportunities, which helps Data
point maintain an updated database of present and potential IT connoisseurs in demand at home
and in abroad.
Data point endeavors to be a pioneer in Recruiting and manpower consulting, thanks to
strategic alliances with leading multinational companies in India and US of America. Data
points technically competent, experienced, and certified consultants will help the clientele to
get the right manpower at the right time. Data point takes pride in having top-notch companies
who makes the company enable faith in the future through maintaining high quality in
screening, hiring and management.
Data point has identified a number of areas of thrust in the emerging and ever growing IT
industry and virtue of which, the company focuses all energy to get on to the fast track in the
shortest possible period. Data point pursues requirements from leading Corporate in India and
abroad. Data point is also entering into a memorandum of understanding with leading
companies in India & USA for placements.
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At this crucial point the company found the gap which needed to be filled by Data point to
improve the client satisfaction levels. Data point is assisting many colleges and Organizations
in Training & Recruiting fresher.
Data point, unlike other companies knows the Industry requisites and what an Organization
expects from a candidate and henceforth trains the students accordingly so that they can get in
to the market with more confidence.
Data point not only trains extensively on technologies but also on soft skills. Data point also
motivates the students to implement the projects on their own, which gives them a real time
exposure towards the same
Mission
Our mission is to identify, recruit and facilitate quality manpower who are technically strong,
dynamic and determined, as we are, for the future belongs to those who think and prove
global.
Data points Expertise:
The company guarantees reliable and productive candidates, which evinced the fact that over
94% of the clientele have done repeat businesses with it.
Simplifying Opportunities: Its more than just a slogan. The entire business is geared towards
helping the clients to successfully complete and implement their critical I.T initiatives in a
timely and cost efficient manner. Data points job is to provide, Excellent manpower which
makes the organization so that it can be more successful and continue to be the leader in the
industry.
SERVICES
Data point focuses on building and strengthening one-on-one relationship with clients. The
company emphasizes personal service. The companys constant endeavor is to help the
clients emerge triumphant in pursuit of goals by manning with true power companies
providing required manpower to customers across the globe.
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THE CLIENTELE:
Data point has Clients of various levels, right from Domestic IT majors to Top Level MNCs in
the Indian Market Like
ORGANISATION STRUCTURE
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DATAPOINT MANAGEMENT HIERARCHY
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RECRUITMENT LIFECYCLE
IN
DATAPOINT
RECRUITMENT LIFE CYCLE:
Generating the Requirement from the client where the BDM (Business Development Manager)
plays the main roles
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After the requirement is generated the team lead will analyze the requirement and forwards it to
the team Members.
The team Member analyses the requirement.
A) Analysis of requirement
1. Skill Set
Preferable Skills
Mandatory Skills
2 Analyzing the Client
Level of company
Locations of the company
Product/Service based company
Domains which they are working.
Strength of the Company
B) Sourcing the Profiles
Job portals.
Job Postings.
Mass Mailing.
Advertisements
Campus placements
References
Head Hunting
Events
C) Screening the Profile
Qualification
Total Work Exp
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Relevant Exp
Companies worked (Checking whether Genuine or Fake).
Projects
a) Title
b) Client name
c) Duration(Month, Year)
d) Environment
e) Role
f) Team Size
g) Description
h) Responsibilities and Personal Details
D) Calling
Calling the Candidate as per the suitability checking the Candidates Interest in the requirement
Asking him all the details Necessary for the requirement and taking the confirmation with the
same as in profile. Checking whether the profile is Updated profile or not. If the Profile is not
updated Sending test mail to the candidate asking him for the updated profile as per the
requirement. Convincing the Candidate till he sends the Updated Profile. Taking proper
commitment from the candidate that he will attend the Interview if the profile gets short listed.
Taking his Current CTC, Expected CTC, Notice Period. (CTC= Cost to company).
The recruiter will be submitted Updated profile, Formatted Profile and the Tracker to the Team
Lead.
The Team Lead will check the Suitability of the Profile and if suitable will forward to the
client.
E) Short listing of the Profile:
If the Profile gets short listed at the clients end the Team lead will receive a mail from the client
and the team lead asks the Particular Recruiter to Schedule the Interviews.
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F) Scheduling
Once the profile gets short listed at the Clients End the particular recruiter need to schedule for
the further rounds of interviews.
Normally there would be three rounds to four rounds of Interviews and some times even more
as per the requirement
Preliminary Round
Technical Round
Project Manager Round
HR Round
And sometimes there will be Client Interviews.
If the profile gets rejected in any of these rounds we can transfer all those profiles to the
database and can forward those profiles to any other client.
G) Follow-up
Making Regular Follow-up for the candidate for each and every round of the Interview till the
candidate finally joins the Organization.
TECHNOLOGIES AND DOMAINS
TECHNOLOGIES:
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Microsoft Technologies: VB, VC++, ATL, ASP, SQL Server, BizTalk, ASP.net, VB.net,
ADO.net,C#.net(clientsworked:Microsoft,HCL,Virtusa,adp,vsoft,SIS,Intelligroup,GVKB
IO,sonata,Ness Technologies)
Sun Technologies: Java, Servest, JSP,EJB,J2ee, J2me, and XML, Web Logic, Web
sphere, eclipse, struts, Tomcat, J2se.(virtusa,HCL,ADP,VSOFT,ELITSER(formerly
called Java soft),sonata..)
Databases: Oracle, DB2, SQL Server, MySQL, PostgreSQL, Teradata,Sybase,
PostgreSQL,Informix, IBM DB2.(HCL,Sierra Atlantic,Microsoft,Ness Technologies, soft)
Testing Tools: Manual(Unit Testing, Ad-hoc Testing, GUI Testing, Positive and NegativeTesting, Data Integrity Testing, Link Testing), Black box testing, White box Testing,
Automation-- win runner, load runner,QTP(Quick Test Pro),performance testing(load
testing, stress testing),silk test, test partner, rational Robot)-
(aztec,applabs,microsoft,vsoft,ness technologies)
Operating Systems: UNIX, Linux, sunsolaris, Windows NT
Web Designing: Adobe Photoshop, XHTML, CSS, Macromedia, Dreamweaver, XML
Spy-(Intelligroup)
Mainframes: CICS, DB2, VSAM, Cobol, JCL, BAL, SAS, Quick job, Endeavor, Change
man.(sonata,HCL,Ness Technolgies,SIS)
Data warehousing: Ab Initio, Business Objects, Informatica, Cogons, Micro strategy,
Crystal Reports.(HCL,Sonata,Sierra Atlantic,ness Technologies)
DOMAINS
Embedded
Telecom
Life Sciences and Health Care
Media and Entertainment
Travel, Transportation and Logistics
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http://en.wikipedia.org/wiki/PostgreSQLhttp://en.wikipedia.org/wiki/Teradatahttp://en.wikipedia.org/wiki/Teradatahttp://en.wikipedia.org/wiki/Sybasehttp://en.wikipedia.org/wiki/PostgreSQLhttp://en.wikipedia.org/wiki/Informixhttp://en.wikipedia.org/wiki/Informixhttp://en.wikipedia.org/wiki/IBM_DB2http://en.wikipedia.org/wiki/PostgreSQLhttp://en.wikipedia.org/wiki/Teradatahttp://en.wikipedia.org/wiki/Sybasehttp://en.wikipedia.org/wiki/PostgreSQLhttp://en.wikipedia.org/wiki/Informixhttp://en.wikipedia.org/wiki/IBM_DB2 -
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Retail & Customer
Aerospace
Automotive
Insurance
Banking and Finance
Aerospace, Defense and Satellite
Automotive
Networking
Communication
Manufacturing
How to work on Portals?
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SOURCING PROFILES FROM JOB PORTALS:
Monster:
Different Kinds of searches
Magic Search
Power Search
IT Skill Search
Search by Role
In Magic Search we will find a bar where we need to enter the details of Skill Set,
Exp, location of the profile Etc
In Power Search you will find the search of skill set (Any / all). There are Options to
highlight the skill set of the candidate in the resume (Options: Entire resume, Key
Skills, Resume title, Title and key Skills). You will find options to select EXP,
Educational Qualifications, and Location of the profile Etc.... You can even target
profiles from particular companies. You can search the profiles based on criteria
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(3days, 7 days, 15 days, 1 month, 3 months, 6 months, one year). Power search is very
friendly search out of all searches where you get the most relevant resumes.
IT Skill search there will be Predefined Skill Set in search. You can go with the skill set
as per the requirement and expand the remaining options will the same as of power
search.
Search by Role: This is a type of search where you will find different roles of the
candidate (e.g.: software engineer, SR.software Engineer).as per the role of the
requirement you need to give the search. After you get all the profiles from the role.
Then you need to give the exp levels, technology, and location of the Profiles. In this
search there will be no options like company search, educational search Etc...
Once you give the search you can save the search by the option of the save the search for the
Future Use.
In Monster for one page there will be 40 resumes.
There will be options to modify the search.
You can create folders, save your searches, generate excel sheet Etc.you will find an option
on the Top such as Manage folders and manage saved searches from which you can delete a
saved search or a created folder. From the same option of Manage saved search you can even
generate an excel sheet with the complete details of the candidate.
As Mentioned in Monster There will be 40 Resumes in a page .there is an option on top of the
page select all if you click that all the resumes in that page will be selected for which you can
apply many options(ie.send mail( mass mailing),send SMS, Save in the Folder)
Mass Mailing: As Mentioned in Monster There will be 40 Resumes in a page .there is an option
on top of the page to select all if you click that all the resumes in that page will be selected for
which you mail the same message to all the 40 candidates in seconds where you need to select
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the Name of the Template and the Mail-id for which the recipient should revert back with the
updated resume if interested for the Opening.
Before we mass mail we need to create the Template (Much more to be added)
With the name of the template, subject, description of the template
Job Posting:
In Job Posting there will be page that we need to fill
Role
Responsibilities
Qualification
Profile Description
Experience
Range of salary
Industry
Role or equivalent Role (E.g.: Managerial, Middle level, Fresher)
Job location
Skill set
Company (e.g. Data point)
SCREENING OF THE PROFILE:
Total Exp of the candidate, Relevant IT exp, Relevant Technology Exp of the candidate which
the Client is looking for.
Educational Qualification as per the requirement of the client.
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Work Exp of the Candidate along with the duration he worked. Checking the companies he
worked or not. How?. Check the URL of all worked companies through search Engines. If not
available taking it from the candidate. From the URL we should be able to check the option of
services offered and see whether the company is into software development or not, where is
company located, level of the company, what technologies it works, if into development with
what clients it is working with. Whether the candidate has mentioned the same clients in the
projects or not. We should not send such type of profiles to the client when the candidate has
changed may companies because the client always checks for the stability of the candidate.
Projects of the candidate: we should see that the candidate has mentioned all the details in
Particular. Project duration should be mentioned in particular Month and Year (E.g.: April
2006- Jan 2007).The Candidate should mention More of management Projects (e.g.:
Hospitality Management, Insurance Management, Human Resource Management. See that for
each and every project the client name is mentioned. Check the No of Projects These
Management Projects will take only 4 or 5 months to do. But some of the candidates these
projects that they have done for 9 months or one year (which are Fake Profiles). For 2years
Max Three Projects can be done, For 3 Years Max four Projects. Only in some cases there will
be very Longer projects. We should even check the responsibilities that He/She has handled in
the projects. Normally in Fake Resumes the responsibilities of almost all the Projects will bethe same. How to check the relevant IT Exp from the Profile.
Let us take an Example:
Suppose the skill of Requirement is Asp.Net, C#.net, Oracle/ Sql server
Exp Level: 3-5 Yrs
Suppose the Candidate has 4 yrs (assume: Jan 2004-Jan 2008) of IT Exp. How to check the
relevant of the Technology
Project Duration: Feb 2004-Oct 2004(9 months)
Environment: ASP.Net, C#.net, Oracle
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Project Duration: Dec 2004-July 2005 (8 months)
Environment: ASP.Net, C#.net, Oracle
Project Duration: August 2005- May 2006(10 Months)
Environment: Asp.net, vb.net, Sql Server
Project Duration: June 2006- March 2007( 10 Months)
Environment: Asp.net,C#.net,Sql server
Project Duration: May 2007- Till date (9 Months)
Environment: Asp.Net, Vb.Net, Sql server
The Total Relevant Exp in ASP.Net (46 Months)
The Total Relevant Exp in c#.net (27 Months).
This is how you check for the technology relevant exp...
From the Personal Details: Check the date of Birth of the candidate, Match it with the
Educational Yr and and analyze whether the candidate has any gaps, if any gap is there check
whether the candidate has genuine gap or not.
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Formatting Resumes
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When the recruiter submits the updated Profile of the candidate. We will not send the same
profile to the client. We need to format the profile and then only send to the client.
Formatting means making the profile look in a good Manner, Remove the Contact nos, E-mail
ids, Address EtcMention the logo of the company.
Before formatting the Profile
Syed Basheeruddin
basheeruddin_syed@hotmail.com
Ph # +91- 9963893446
SUMMARY
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4+ yrs experience in development, testing and implementation of web and windows
based applications
Database analysis and design.
Expertise in C# 2005, ASP.Net 2003, SQL Server 2005.
Pleasant personality with excellent interpersonal and communication skills.
TECHNICAL SKILLS
O/s Windows 2003/XP/NT/98/95, UNIX
Languages: Pascal, Cobol, C, C++, C#, ASP.Net, VB.Net , Visual Basic 6, JavaScript,
PL/SQL, Java
Tools: Visual Studio.Net 2005, LLBL Gen Pro, Infragistics, Component One, MS Office,
Dream weaver MX, Front Page
Middleware: ADO.Net, ADO, RDO, DAO, Microsoft Application Blocks
Databases: MS SQL Server, Oracle , MS Access
Skills: C#, ASP.Net , VB.Net , Visual Basic 6.0 , XML, JavaScript , SQL Server , Oracle ,IIS
6 , Content Management, ORM
EXPERIENCE Working as a Software Developer in Habib Medical Group, Riyadh,
Saudi Arabia, since November 2003.
Work as a Web Developer in Universal Web Solutions from May 2001 to Jan 2003.
Projects Done
End Client: Dr.Sulaiman Al-Habib Medical Center, Dubai
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Position Title: Software Developer
Project: General Medical Records System (GMRS) May, 2006
Description: The Application developed to cater the requirements of maintaining the Medical
records, and complete Patient interaction with the Medical Center. We developed this as a
Distributed Client Server Application and keep in mind of scalability. We have adopted MVC
Design pattern and In order to develop the Data Access Tier we used LLBL Gen Pro (A OR
Mapper Tool provided by Solutions Design), and to develop the Presentation Layer we used
Net Advantage 6 (A 3rd Party User Controls provided by Infragistics). Along with this enable
the versioning of the modules we used Subversion (An Open Source Code Versioning System
that built on CVS). To manage the entire development of codes and to enable the views to be
used more than once and to avoid inter dependency between the views we used Microsoft
Composite UI Application Block (CAB).
Developed In C# using Microsoft CAB Methodology
Environment: Windows XP, C#, SQL Server 2005
Tools and Technology used: CAB (Microsoft Composite UI Application Block) LLBL Gen
(OR Mapper), Infragistics
Role: Analysis of User and Business requirements Designing the Database and User
Interface Implementation of Modules Verification and Validation
End Client: Consultant Physicians (American University of Beirut, Dubai)
Position Title: Software Developer
Project: Pediatric Records Mar, 2006
Description: This application is used to store the detail information of the child from birth till
the age of 10 (Immunization, Medical History, Parent Medical History, Siblings Medical
History, Lab Details Etc)
End Client: Habib Medical Group, Riyadh Saudi Arabia Apr, 2006
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Position Title: Software Developer
Project: General Ledger (Budget)
Description: This Module is integrated with Financial Application for creating Fiscal
Budgeting period and Budgeting of each Account
Developed In C# and SQL Server using Microsoft CAB Methodology
Role: Analysis of User and Business requirements Designing the Database and User
Interface Implementation of Modules Verification and Validation
End Client: Dr.Sulaiman Al-Habib Medical Center
Position Title: Software Developer
Project: Online Job Orders
Role: Analysis, Design, Coding and Maintenance
End Client: Dr.Sulaiman Al-Habib Medical Center
Position Title: Software Engineer
Project: Online Certificate Request
Role: Analysis, Design, Coding and Maintenance
Search Engine Optimization (Ranked #1 in Google, MSN, Yahoo and Alta-Vista)
Websites
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Universal Web Solutions Hyderabad
Client: Hope Pharm Corporation, Atlanta, US.
http://www.hopepharm.com http://www.saltrophine.com http://www.dizziness.cc
Client: Vinyl Records, UK.
http://www.45rs-jukebox.com
Client: Performance Marketing Limited, British Columbia, Canada.
http://www.smokeface.com http://www.mushbox.com
Client: Global Online Business Solutions, Bangalore, India.
http://www.globees.com
Content Management
Client: Dr.Sulaiman Al-Habib Medical Center, Riyadh, Saudi Arabia.
http://www.hmc.com.sa
EDUCATION
Masters in Computer Applications, April 2001, Madhurai Kamraj University. (First Class)
Bachelor in Commerce, May, 1998 Andhra University
2 years Post-Graduate Honors Diploma in Computer Application from ICSS, Secunderabad
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Personal Details
Father Name : Syed Pasha Miyah
Date of Birth : 01 Jan 1975
Marital Status : Single
Nationality : Indian
After Formatting the Profile
Syed Basheeruddin
SUMMARY
4+ yrs experience in development, testing and implementation of web and windows based
applications
Database analysis and design.
Expertise in C# 2005, ASP.Net 2003, SQL Server 2005.
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Pleasant personality with excellent interpersonal and communication skills.
TECHNICAL SKILLS
O/s : Windows 2003/XP/NT/98/95, UNIX
Languages : Pascal, Cobol, C, C++, C#, ASP.Net, VB.Net , Visual Basic 6,
JavaScript, PL/SQL, Java
Tools : Visual Studio.Net 2005, LLBL Gen Pro, Infragistics, Component One,
MS Office, Dream weaver MX, Front Page
Middleware : ADO.Net, ADO, RDO, DAO, Microsoft Application Blocks
Databases : MS SQL Server, Oracle, MS Access
Skills : C#, ASP.Net , VB.Net , Visual Basic 6.0 , XML, JavaScript , SQL
Server , Oracle ,IIS 6 , Content Management, ORM
EXPERIENCE
Working as a Software Developer in Habib Medical Group, Riyadh, Saudi Arabia, since
November 2003.
Work as a Web Developer in Universal Web Solutions from May 2001 to Jan 2003.
PROJECTS DONE
End Client : Dr.Sulaiman Al-Habib Medical Center, Dubai
Position Title : Software Developer
Project : General Medical Records System (GMRS) May, 2006
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Description: The Application developed to cater the requirements of maintaining the Medical
records, and complete Patient interaction with the Medical Center. We developed this as a
Distributed Client Server Application and keep in mind of scalability. We have adopted MVC
Design pattern and In order to develop the Data Access Tier we used LLBL Gen Pro (A OR
Mapper Tool provided by Solutions Design), and to develop the Presentation Layer we used
Net Advantage 6 (A 3rd Party User Controls provided by Infragistics). Along with this enable
the versioning of the modules we used Subversion (An Open Source Code Versioning System
that built on CVS). To manage the entire development of codes and to enable the views to be
used more than once and to avoid inter dependency between the views we used Microsoft
Composite UI Application Block (CAB).
Developed In C# using Microsoft CAB Methodology
Environment: Windows XP,C#, SQL Server 2005
Tools and Technology used: CAB (Microsoft Composite UI Application Block) LLBL Gen
(OR Mapper), Infragistics
Role:
Analysis of User and Business requirements
Designing the Database and User Interface
Implementation of Modules
Verification and Validation
End Client : Consultant Physicians (American University of Beirut, Dubai)
Position Title : Software Developer
Project : Pediatric Records Mar, 2006
Description : This application is used to store the detail information of the child from birth
till the age of 10 (Immunization, Medical History, Parent Medical History, Siblings Medical
History, Lab Details Etc)
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Developed In C# using Microsoft CAB Methodology
Environment: Windows XP, C#, SQL Server 2005
Tools and Technology used: CAB (Microsoft Composite UI Application Block) LLBL Gen
(OR Mapper), Infragistics
Role:
Analysis of User and Business requirements
Designing the Database and User Interface
Implementation of Modules
Verification and Validation
End Client : Habib Medical Group, Riyadh Saudi Arabia Apr, 2006
Position Title : Software Developer
Project : General Ledger (Budget)
Description : This Module is integrated with Financial Application for creating
Fiscal Budgeting period and Budgeting of each Account
Developed In C# and SQL Server using Microsoft CAB Methodology
Role :
Analysis of User and Business requirements
Designing the Database and User Interface
Implementation of Modules
Verification and Validation
End Client : Dr. Sulaiman Al-Habib Medical Center
Position Title : Software Developer
Project : Online Leave Request (Sent to Hospital Management Asia
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Awards 2005, Kaulalumpur, Malaysia
Description : The Leave Application is a real time, online integrated information
system for HMC employees who wish to apply for vacation. The system successfully
Calculates accrued leave, stores details of Employees and is connected to the existing Payroll
System. The system has different levels of security and generates mail to different users upon
Completion of each form. Different types of leaves can be availed by the employee depending
upon his contract agreement. The forms were developed using Web Application Programming.
ASP.NET and Reports were developed using Crystal Reports 9.
Role:
Developed the components In C#, ASP.Net
Providing post implementation support for the deployed application.
Design test plans and creating test cases and use case scenarios.
Upgrade to latest versions.
Environment: WinNT/Server/XP/98, C#, ASP.Net, Crystal Reports 9. Infragistics Net
Advantage, LLBL Gen Pro.
End Client : Dr.Sulaiman Al-Habib Medical Center
Position Title : Software Developer
Project : Online Health Services Coordinators Evaluation
Description : Evaluation of Health Service Coordinators their Invoices, Payments
Role :
Analysis, Design, Coding and Maintenance
Developed the components In C#.
Providing post implementation support for the deployed application.
Design test plans and creating test cases and use case scenarios.
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Environment : WinNT/Server/XP/98, C#, ASP.Net, Crystal Reports 9. Infragistics
Net Advantage, LLBL Gen Pro.
End Client : Dr.Sulaiman Al-Habib Medical Center
Position Title : Software Engineer
Project : Patient Grievances
Search Engine Optimization (Ranked #1 in Google, MSN, Yahoo and Alta-Vista)
Websites
Universal Web Solutions Hyderabad
Client: Hope Pharm Corporation, Atlanta, US.
http://www.hopepharm.com http://www.saltrophine.com http://www.dizziness.cc
Client: Vinyl Records, UK.
http://www.45rs-jukebox.com
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Client: Performance Marketing Limited, British Columbia, Canada.
http://www.smokeface.com http://www.mushbox.com
Client: Global Online Business Solutions, Bangalore, India.
http://www.globees.com
Content Management
Client: Dr.Sulaiman Al-Habib Medical Center, Riyadh, Saudi Arabia.
http://www.hmc.com.sa
EDUCATION
Masters in Computer Applications, April 2001, Madurai Kamraj University. (First Class)
Bachelor in Commerce, May, 1998 Andhra University
2 years Post-Graduate Honors Diploma in Computer Application from ICSS, Secunderabad
PERSONAL DETAILS
Father Name : Syed Pasha Miyah
Date of Birth : 01 Jan 1975
Maritial Status : Single
Nationality : Indian
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CHAPTER 4
Data analysis
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75%
25%
yes
no
Response %
INTERPRETATION:
The above table reveals 75% of the respondents known about the recruitment process. 25%
dont know about the recruitment process. Majority of them have an idea about recruitment
process.
2. Are you aware of the different sources of recruitment being used in your organization?
a) To a large extent b) to some extent c) no idea [ ]
SL NO ACCEPTED LEVEL NO OF
RESPONDENTS
RESPONSE %
1. TO A LARGE
EXTENT
80 80 %
2. TO SOME EXTENT 20 20 %
3. TOTAL 100 100 %
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010
20
30
40
50
60
70
8090
To large extent To some extent
Response %
Response %
INTERPRETATION:
The above table reveals 80% are aware of different sources of recruitment and 20% of consults
are aware to some extent. All the employees have an idea about the sources of recruitment.
3. What are the various technologies which your company works?
a) Dot net b) Java c) ERP
SL NO ACCEPTED LEVEL NO OF
RESPONDENTS
RESPONSE %
1. Dotnet 50 50 %
2. Java 30 30 %
3. ERP 20 20 %
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4. TOTAL 100 100 %
INTERPRETATION:
The above table reveals 50% of the company uses Dot net technology, 30% of them use Java
and 20%of them use ERP. On the whole the company uses all the three technologies.
4. Are you dealing with IT requirements or Non IT Requirements?
a) IT Requirements b) Non IT requirements c) Both [ ]
SL NO ACCEPTED LEVEL NO OF
RESPONDENTS
RESPONSE %
1. IT RECRUITMENTS 50 50 %
2. NON IT
RECRUITMENTS
20 20 %
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3. BOTH 30 30 %
4. TOTAL 100 100 %
INTERPRETATION:
The above table reveals Most of the employees are dealing with IT- Requirements. 50% of
them work on IT Requirements, 20% on NON- IT requirements and 30% on both the
requirements.
5. Are you aware of the various IT Technologies your clients work on?
a) Yes b) No c) No idea [ ]
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SL NO ACCEPTED LEVEL NO OF
RESPONDENTS
RESPONSE %
1. YES 70 70 %
2. NO 30 30 %
3. TOTAL 100 100 %
70%
30%
yes
no
Response %
INTERPRETATION:
The above table reveals Out of 100% response from employees, 70% of the employees say that
they know about the IT technologies their clients are using. 30% of them dont know about the
IT technologies used by their clients.
6. Are you aware of the various IT Technologies being used in the current market?
a) To a large extent b) to some extent c) no idea [ ]
SL NO ACCEPTED LEVEL NO OF
RESPONDENTS
RESPONSE %
1. TO A LARGE EXTENT 70 70 %2. TO SOME EXTENT 30 30 %
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3. TOTAL 100 100 %
0
10
20
30
40
50
60
70
80
To large extent To some extent
Response %
Response %
INTERPRETATION:
The above table reveals only 70% of them know to a large extent, 30% of them know to some
extent about IT tecnologies currently used in market.
7. Are you aware of the various IT requirements of your organization at present?
a) To a large extent b) to some extent c) no idea [ ]
SL NO ACCEPTED LEVEL NO OF
RESPONDENTS
RESPONSE %
1. TO A LARGE EXTENT 30 30 %
2. TO SOME EXTENT 70 70 %
3. TOTAL 100 100%
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INTERPRETATION:
The above table reveals 70% of employees to some extent know about IT requirements of theirorganisation and 30% of emploees know till large extent. So the company should help
employees to know about the requirements in the company.
8. Does your organization using any job portal to gather the data base of the candidates?
a) Yes b) No c) No idea [ ]
SL NO ACCEPTED LEVEL NO OF
RESPONDENTS
RESPONSE %
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1. YES 90 90 %
2. NO 10 10 %
3. TOTAL 100 100 %
90%
10%
yes
no
Response %
INTERPRETATION:
The above table reveals 90% of the employees said that yes they use job portals for gathering
the information. 10% of them said they dont use job portals for sourcing the database of the
candidates.
9. If yes on which portal your working now?
a) Times jobs b) monster c) naukri [ ]
SL NO ACCEPTED LEVEL NO OF
RESPONDENTS
RESPONSE %
1. Times jobs 20 20 %
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2. Monster 10 10 %
3. Naukri 70 70 %
4. TOTAL 100 100 %
INTERPRETATION:
As majority of them said yes, they use job portals. On that base the organization uses NAUKRI
job portal up to 70% for searching the requirements. 20% they use TIMESJOBS. 10% they use
MONSTER.
10. Are you aware of the databank in your organization?
a) Yes b) no c) no idea [ ]
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SL NO ACCEPTED LEVEL NO OF
RESPONDENTS
RESPONSE %
1. YES 70 70 %
2. NO 30 30 %
3. TOTAL 100 100 %
70%
30%
yes
no
Response %
INTERPRETATION:
The above table reveals only 70% of them are aware that they have a databank in the
organization.30% of them said that they dont have a databank.
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11. Are you aware of head hunting process?
a) Yes b) No c) No idea [ ]
SL NO ACCEPTED LEVEL NO OF
RESPONDENTS
RESPONSE %
1. YES 40 40 %
2. NO 60 60 %
3. TOTAL 100 100 %
40%
60%
yes
no
Response %
INTERPRETATION:
The above table reveals 60% of the employees dont know about head haunting process. Only
40% of them have an idea about it. Employees should be made aware of the head haunting
process.
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12. Do you like to share the applicant information with the third party vendors?
a)Always b)Never c)If necessary [ ]
SL NO ACCEPTED LEVEL NO OF
RESPONDENTS
RESPONSE %
1. ALWAYS 10 10 %
2. NEVER 20 20 %
3. IF NECESSARY 70 70 %
4. TOTAL 100 100 %
INTERPRETATION:
The above table reveals 10% of them said that they like to share the information with the third
party. 70% of them said that if it is necessary organization is ready to share the informationwith the third party. 20% of them said they never share the information with third party.
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13. Do you have the applicants tracking system in the organization?
a) Yes b) no c)No idea [ ]
SL NO ACCEPTED LEVEL NO OFRESPONDENTS
RESPONSE %
1. YES 60 60 %
2. NO 40 40 %
3. TOTAL 100 100 %
60%
40%
yes
no
Response %
INTERPRETATION:
The above table reveals 40% of them dont know that their organization is having an applicant
tracking system or not. 60% of them say that they have an applicant tracking system.
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14. Do you support to forward the fake resumes to the clients that match their requirement?
a) Always b) Never c) If necessary [ ]
SL NO ACCEPTED LEVEL NO OF
RESPONDENTS
RESPONSE %
1. ALWAYS 10 10 %
2. NEVER 50 50 %
3. IF NECESSARY 40 40 %
4. TOTAL 100 100 %
INTERPRETATION:
The above table reveals Fake resumes are mostly not forwarded to the client, but if necessary
they forward fake resumes.50% of them say they never forward a fake resume. 40% of them
say they forward it if necessary. 10% say they always forward a fake resume.
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15. How many requirements you work per day?
a) 0-5 b) 5>=15 c) 1>=22 [ ]
SL NO ACCEPTED LEVEL NO OF
RESPONDENTS
RESPONSE %
1. 0-5 10 10 %
2. 5>=15 50 50 %
3. 1>=22 40 40 %
4. TOTAL 100 100 %
INTERPRETATION:
The above table reveals Employees rate of working on requirements is 40% of them work on 5
requirements per day, 50% up to 15 requirements per day and 10% up to 22 requirements per
day.
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16. Is any chance of getting duplication of profiles while forwarding to clients
a) Yes b) no c) no idea [ ]
SL NO ACCEPTED LEVEL NO OF
RESPONDENTS
RESPONSE %
1. YES 20 20 %
2. NO 80 80 %
3. TOTAL 100 100 %
20%
80%
yes
no
Response %
INTERPRETATION:
The above table reveals NO chance of duplication of profiles while forwarding to clients and if
there is any chance it is negligible. Up to 80% they dint have any chance of duplication of
profile. Only up to 20% there is a chance of duplication of profile.
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17. What is the rate of duplication of profiles while your forwarding to the clients
a) 0-2 b) 2-5 c) 5 -8 [ ]
SL NO ACCEPTED LEVEL NO OF
RESPONDENTS
RESPONSE %
1. 0-2 60 60 %
2. 2-5 30 30 %
3. 5-8 10 10 %
4. TOTAL 100 100 %
INTERPRETATION:
The above table reveals the rate of duplication of profile is negligible. The maximum rate of
duplication of profiles in only from 0 2.
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18. From which source you are getting maximum responses?
a) Company database b) Advertisements c) Portals
SL NO ACCEPTED LEVEL NO OF
RESPONDENTS
RESPONSE %
1. COMPANY
DATABASE
20 20 %
2. ADVERTISEMENTS 30 30 %
3. PORTALS 50 50 %
4. TOTAL 100 100 %
INTERPRETATION:
The above table reveals To gather the information of the candidates they use upto
50% of response is from portals, 30% is from advertisements and 20% is from
company database. The major response is from job portals.
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19. Are you aware of the payments terms?
a) Yes b) No c) No opinion
SL NO ACCEPTED LEVEL NO OF
RESPONDENTS
RESPONSE %
1. YES 70 70 %
2. NO 30 30 %
3. TOTAL 100 100 %
70%
30%
yes
no
Response %
INTERPRETATION:
The above table reveals Most of the employees know about the payment terms.70% of the
employees said they know about the payment terms. 30% said that they dont know about the
payment terms.
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20. Are you satisfied with your company recruitment process?
a) Yes b) no c) no idea
SL NO ACCEPTED LEVEL NO OF
RESPONDENTS
RESPONSE %
1. YES 80 80 %
2. NO 20 20 %
3. TOTAL 100 100 %
80%
20%
yes
no
Response %
INTERPRETATION:
The above table reveals Based on the overall recruitment process they said that 80% of them
are satisfied with the recruitment process, 20% are not satisfied. Most of them are satisfied with
the recruitment process.
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Chapter 5
Findings
Suggestions
Conclusion
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FINDINGS
1. 75% of total respondents agreed that they are aware of recruitment
process of the organization.
2. 100 Consults, 80% are aware of different sources of recruitment to a large
extent and 20% of consults are aware to some extent.
3. 50% of the company uses Dot net technology, 30% use java and 20% use
ERP.
4. 50% of the employees are dealing with IT recruitment and 20% with non
IT recruitments. Rest with both the recruitments.
5. 70% of employees are aware of the various IT technologies used by the
clients 30% of them dont know about the IT technologies used by the
clients.
6. 30% of employees to some extent know about IT requirements of their
organisation and 70% of emploees know till large extent.
7. 70% of employees to some extent know about IT requirements of their
organisation and 30% of emploees know till large extent.
8. 90% of the employees said they use job portals for gathering information.
10% of them said they dont use job portals for sourcing the database of
the candidates
9. Organization uses NAUKRI job portal for sourcing the requirements,
rarely they use TIMESJOB and MONSTER.
10. 70% of them are aware of data banking organization. 30% of them dont
have an idea about their organization is having a databank .
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11.60% of the employees dont know about head hunting process. Only 40%
of them have an idea about it. Employees should be made aware of head
hunting process.
12.The organization is ready to share information with the third party if
necessary.
13.40% of them dont know that their organization is having an applicant
tracking system or not. 60% of them say that they have an applicant
tracking system.
14.Fake resumes are mostly not forwarded to the client, but if necessary they
forward fake resumes.50% of them say they never forward a fake resume.
40% of them say they forward it if necessary. 10% say they always
forward a fake resume.
15. 40% of them work on 5 requirements per day, 50% up to 15
requirements per day and 10% up to 22 requirements per day.
16. There is NO chance of duplication of profiles while forwarding to clients
and if there is any chance it is negligible.
17.The rate of duplication of profile is negligible. The maximum rate of
duplication of profiles in only from 0 2.
18.50% of response is from portals, 30% is from advertisements and 20% is
from company database.
19.Apart from their payment terms, 70% of the employees know about the
payment terms of the other employees in organization.30% of them dont
know about the payment terms of the other employees in organization.
20.80% of them are satisfied with the recruitment process, 20% are not
satisfied. Most of them are satisfied with the recruitment process.
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