SUMMER TRAINING PROJECT REPORT

On

<<Business Development Trainee >>

A report submitted for the award of Master of Business Administration (MBA) from
Dr. APJ Abdul Kalam Technical University Uttar Pradesh, Lucknow

Submitted By
<<Taniya Sharma>>

<<2100290700137>>

Under Supervision of

<<Ms. Tanushree Sanwal>>

<<Associate Professor>>

(2022-2023)
KIET Group of Institutions, Ghaziabad
KIET School of Management
13th KM Stone, Ghaziabad-Meerut Road, Ghaziabad-201206 (U.P.)
 CERTIFICATE OF THE GUIDE

Mentor / Guide Name: <<Ms. Tanushree Sanwal>>

Designation: <<Associate Professor>>

This is to certify that the project report titled “<<Business Development Trainee>>” been prepared by
<<Taniya Sharma>> under my supervision and guidance, for the fulfillment of master’s in business
administration. His/her field work is satisfactory.

Date:
Signature of Guide:
 DECLARATION

I do hereby declare that this project work titled “<<Business Development Trainee >>” submitted by
me for the fulfilment of the requirement for the award of Master in Business Administration (MBA) is a
record of my own research work. The report embodies the finding based on my study and observation and
has not been submitted earlier for the award of any degree or diploma to any Institute or University.

Date:
Name: <<Taniya Sharma>>
Roll No: <<2100290700137>>

ACKNOWLEDGEMENT
It is really a great pleasure to have this opportunity to describe the feeling of gratitude imprisoned in the
core of my heart.
I convey my sincere gratitude to KIET School of Management for giving me the opportunity to prepare
my project work on “<<Business Development Traniee >>” . I am thankful to <<Ms. Tanushree
Sanwal>> for her guidance during my project work and sparing her valuable time for the same. I express
my sincere obligation and thanks to all the Faculties of KIET Department of Management Studies for
their valuable advice in guiding me at every stage in bringing out this report.

I am also thankful to my family for their kind co-operation which made my task easy.

Name: <<Taniya Sharma>>

Roll no.: <<2100290700137>>
 Executive Summary

This Project focuses on “Buisness Development Trainee” at PlanetSpark the business development
internship is mainly accessible to students who are in the last years of their education because it demands a certain
oral confidence.
In general, it is attractive for people following courses related to trade, sales or business administration in general. 
and in designing an effective HR plan as any failure in HR planning will be a limiting factor in achieving the
objectives of the organization .Objectives in the present day of stiff challenge from competitive market ,it is
ongoing process which requires proper identification of organizational manpower requirement and also ways of
hiring the efficient and right person and right time .The scope of the project was to collect data from the selected
employees of company ,analyze the significance of the data and the conclusion. The project starts with the general
introduction to what recruitment and selection is all about.
It consists of an introduction about the organization. Here I have started the history of the organization, its
objectives, products and capabilities of the organization. The project provides me excellent opportunity to correlate
my theoretical learning with the ground realities of the industry and the market.
To accomplish the above, around 100 employees were surveyed and interviewed. The core purpose of the survey
was to find out employees prospective towards the Recruitment and payroll process in the organization. In
conclusion, this project will enable one to understand the concept and recruitment and selection process among the
employees and it will help the employer in practicing them. This report will also help to understand benefits and
drawbacks of present process of the same.
 TABLE OF CONTENT
Part I:
I. Certificate from Organization
II. Certification from Institution
III. Declarations Acknowledgement
IV. Executive Summary
V. Index/ Table of Content

Topic Page Number

Part II: Study of Organization
 Introduction of Organization 2-3
 Business Overview 4-5
 Mission, Vision & Objectives 6
 Board of Director 7
 Company History 8-14
 Achievements 15-16
 SWOT Analysis 17

Part III: Research Work

1. Objective 18-19
2. Introduction of Staffing, Recruitment and Payroll Process 20-48
3. My Internship Profile 49-74
4. Research Methodology 75-78
5. Data Findings 79
6. Data Analysis 80-88
7. Suggestions & Recommendations 89
8. Limitations 90
9. Conclusion 91
10. Bibliography 92

Part IV: Annexure

1. Questionnaire 93-95
 PART II:

Study of the Organization

 Introduction of Organization
PlanetSpark is the leading Edtech company offering cutting-edge solutions for banking, finance,
insurance, healthcare, travel, education, and Retail. They delighted to have delivered 500+
successful projects. PlanetSpark, one of the Edtech companies in India, provides comprehensive
HR services. The solutions we offer include Recruitment, On-boarding, Payroll, and Flexible
Staffing.

Since our inception in 2016, we have grown tremendously and have been on the path of constant
growth and enrichment. With a specialization in various domains of the recruitment industry, we
cater to the staffing and recruitment needs of firms on a global scale. Owing to our substantial
talent pool and a deep understanding of the recruitment Industry, we have made significant
strides in the HR market. From Payroll Management, RPO, Permanent Recruitment to Flexi
Staffing, the values that we offer to our clients has developed and transformed over the years.
Due to this, we are the preferred choice for most of the patrons in India and Abroad. The
companies follow a standard policy to recruit employees.

The existing recruitment policy is adequate to recruit various types of personnel but modern
methods of recruitment and selection should be adopted to be more effective. The present
recruitment policy is flexible enough as it has undergone several changes from time to time to
suit the requirements of the management. In the companies, both internal & external sources of
recruitment are used.

We have a vast network, which includes five domestic offices (Bengaluru, Chennai, Mumbai,
Noida, and Pune) and an overseas office in Dubai. In addition to our extensive network, efficient
processes, and hardcore professionalism, our team has played a crucial role in setting
PLANETSPARK as one of the recruitment companies in India. Our team members work in
close coordination and help each other in executing the undertaken tasks and offering specific
solutions to clients.

To serve organizations well, we follow a well-developed client-centric approach. We interact

closely with our clients to comprehend their exact needs. Next, we offer them customized
solutions at highly reasonable prices. We keep our process transparent and do
not take any hidden charges. At PlnatSpark we believe in honesty and follow an ethical business
policy. Our commitment to quality and capacity for quantity has made us successful in winning
the hearts of many valuable clients. Our clientele is vast and extensive and hails from a myriad of
verticals, including Automotive, Pharmaceutical, Consumer business, e- Commerce, IT,
Telecom, Chemicals, IT product development, Manufacturing, Engineering, and Power &
Transmission.

The topic I choose for my project is “Staffing, Recruitment and Payroll” process that basically
deals with to recruit the candidates for a job and the computation of salary of employees.

It checks the attendance of the employees and the basic salary of the employee and calculates the
different allowances and deductions

It automatically makes the calculations of the above said allowances depending on the basic
salary of the employee and leaves taken by him.
 Business Overview
Founded in 2017 by Kunal Malik and Maneesh Dhooper, PlanetSpark is a platform that helps children become
better communicators. It offers one-to-one classes in public speaking and creative writing for children aged four to
16 years.

PlanetSpark platform leverages powerful technology to provide live online classes to K8 learners on English
Communication, Public Speaking, Grammar, Creative Writing, Debating, Vlogging and other 'new age' skills.
PlanetSpark is on a journey to make the traditional and unorganized tuitions obsolete through its virtual classroom.

PlanetSpark is an after-school Math and English learning program for pre-teen kids between grades 2nd to 7th.

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 OWNER OF THE COMPANY

Kunal Malik
Founder & Global CEO

Founded in 2017 by Kunal Malik and Maneesh Dhooper, PlanetSpark is a platform that helps children become better
communicators.
Kunal Malik, the Founder of edtech startup PlanetSpark, is an engineer and an MBA from XLRI
Jamshedpur. He has worked for the likes of Infosys and later Unilever.
He believes education should be about building new-age life and career skills.

Mission, vision & Objectives

Mission

PlanetSpark is an organization aims at helping businesses grow by matching the right talent to
their specialized staffing and consulting needs and build the rewarding careers for the
professionals they place .The company adheres to the philosophy of “Ethics First” in everything
it does and create a environment were employee can thrive and innovate PLNAETSPARK its
employees to be socially responsible corporate citizen and an active participant in the
communities in which we live and work.

Vision

Better work, Better life

Our Vision is to be a leading consulting firm operating worldwide. Our success is measured by
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the value we deliver to client, the quality of staff we employ and our strength and spirit as a firm.
They guide our decision making our interaction with our clients and our relationship with each
other. Our people own, adopt, and apply our values in their work.

Objectives

The project I started developing is Recruitment and payroll process. The most important
objective of this project is to make perfect and reliable calculations of the salary of every staff.
Careers at PLANETSPARK as one of the leading service providers of end-to-end talent
management solutions, Spectrum offers the perfect environment to develop your own career,
too. Spectrum is recognized as an open, participative workplace, where people enjoy working,
and have broad opportunities for growth and creativity. We aim at providing endless
opportunities to innovate, grow and work with the best, developing potential and helping
employees realize their ambitions. Thus, followings are the main objectives of the application: -

1. To maintain the details of every employee of the company,

2. To maintain the attendance of every employee of the company,

3. To calculate the allowances and deductions based on the basic salary of every employee,

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4. To generate the salary report of every employee.

BOARD OF DIRECTORS

Director Name Designation

Kunal Malik & Maneesh Dhooper Director

Byomkesh Nominee Director

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 COMPANY HISTORY

Gurgaon, Haryana based PlanetSpark is an online platform where children learn and
develop new age language skills through live classes. They are backed by FIITJEE, Indian
Angel Network, Hyderabad Angels and Lead Angels. The platform leverages powerful
technology to provide live online classes to K8 learners on English Communication,
Public Speaking, Reading, Creative Writing and other new age language skills.
PlanetSpark is on a journey to make the traditional and unorganized tuitions obsolete
through its virtual classroom. Their Salient Features: Powerful Technology; Live Skill
Based Content; Gamified Learning Platform for Your Child; Highly Engaging Learning
Games and Learning Cartoons; Scientifically Designed Assessments and Quizzes.

Legal Name : Winspark Innovations Learning Pvt. Ltd

Headquarters : Gurgaon, Haryana, India
Business Model : B2C 
  Founding Date : Jan 2017
No. of Employees : 61 to 100
Core Team : 1.   Kunal Malik Co-Founder
2.   Maneesh Dhooper Co-Founder

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Key Points:

 Established in 2017
 Public Speaking
 Giving Information through Speech
 Persuading an audience through speech
 Entertaining people through speech

1. Automotive
2. Banking and Financial Services
3. Consumer Businesses (FMCG/CD)
4. Engineering /Oil and Gas
5. Information & Technology
6. Management Consulting and Research
7. Health care

Offerings Include
 Contingent Recruitment: At PLANETSPARK, we are one of the best recruitment
agencies, offering contingent recruitment solutions. Sometimes it makes sense to pay only
when the process is complete and your new hire is on board. Contingency recruiting is
particularly appropriate for companies looking to fill mid-level to upper management
positions on a non-confidential basis. Our recruitment consultants are dedicated to
understanding both the requirements of the role and each candidate’s skills and experience.
We identify and evaluate prospective candidates who meet your precise hiring criteria. We
present top candidates to you through comprehensive profiles, and we arrange interviews for
each candidate you select. We are retained by our clients to find employees for key
positions and are retained to hunt key resources for further openings. We are the vendors of
choice for many companies and stay committed to serving them whenever and wherever
they need. We have over the years developed competencies to search and recruit key
executives spread across multiple skills, domains and across levels, right from the Junior
Executive to Top Management professionals.
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 . Contract Staffing:PLANETSPARK, one of the best contract recruitment agencies,
works across industry verticals, catering to requirements of leading names in BFSI,
Consumer Durables, Retail, Telecom, Chemical, Manufacturing, e-commerce,
Pharmaceuticals and health care sectors. A combination of people, process & technology
focus enables us to enhance business productivity by enabling our clients to outsource their
staffing requirements and allowing them to focus on operating and growing their core
businesses. This has resulted in PLANETSPARKdedicating its efforts towards developing
resources and specialist expertise to source and retain highly-skilled teams for projects of all
sizes. Recruitment and transfers /migration, Payroll management, Statute & compliance
management, Grievance management, Engagement programs, exit formalities, Benefits to
the clients, Single Window Contact, Implementation of minimum wages, Manpower
availability at all times, Help Clients to concentrate on core areas and so on. We believe in
developing a specific & dedicated Client Servicing Team as per Client needs because we
value our association. We, one of the best contract recruitment agencies, all understand that
true strategic advantage is difficult to imitate.

 Executive Search:
As one of the Best Executive Search Firms, we are enablers. If there are several leaders whom
we have helped to move into their current roles, there are several others who have grown into
leadership from the roles we helped them access years ago. Our approach is to move you into the
best path, not just the best spot – because careers are streams, not ponds. Executive search and
selection require the application of a rigorous methodology, and a comprehensive approach
taking into account and targeting across such factors as specific competitors, industry, job
function, management style, and future potential. We differentiate ourselves by offering our
clients a “hands-on”, timely and cost-effective approach that emphasizes client communication
and learning, process management and quality control. We are one of the top executive search
firms that manage a limited number of engagements and offer best in class expertise, coupled
with deep local market knowledge and intuition that has been built over a decade of search
experience in India. Certified and compliant, we operate out of offices in Dubai, Noida, Mumbai,
Bengaluru, Chennai, and Pune.

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 Global Migrations/recruitment:
PLANETSPARK, one of the top global recruitment agencies, serves the Far East Asian countries
including Singapore, Malaysia, Thailand and Indonesia and Australia & New Zealand for their
local recruitment needs. We work with our clients to profile successful candidates by focusing on
outcomes, not qualifications. Our proven method for selecting the right talent for the right
companies has been cultivated from 8 years of success. When you work with us, you retain the
benefit of our experience! Whether you need contract personnel, permanent or both we’ll
overcome your talent management challenges.

 IT Staff Augmentation:
PLANETSPARK is one of the Best IT Recruitment Agencies. At Redian Software Global, our
verticals are designed according to industry needs and one large need of the industry is IT Staff
augmentation. This is a separate offering as needs for IT Staffing in today’s competitive scenario
can be very complex. PLANETSPARK provides the right talent
– at the right time – to enable our customers to meet their IT staffing needs. Our team screens
and interviews all candidates to determine their technical capabilities, the relevance of their
experience for a specific role, and cultural fit within our customer’s organizations. We help
organizations in this augmentation process by placing staff – with positive background – that can
work as turnkey resources and also endowed with the required skill sets and experience to handle
functions from Day One. PLANETSPARK staff has the skills and expertise to support a variety
of technologies and domains, including application development and management, business
intelligence and data warehousing, software engineering, software testing, project management,
business analysis, training, support and more.PLANETSPARK, one of the best IT Recruitment
Agencies, offers high-quality staffing services in the area of information technology to
organizations ranging from emerging businesses to Fortune 100 companies using the following
engagement models:

1. IT Contract Staffing Model

2. IT Contract-to-Hire Model

3. IT Managed Services Model

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 Payroll Management:
PLANETSPARK, a top payroll management company, shall be able to provide you with a fully
compliant managed service along with the necessary technology platforms to suit your needs.
Our team of highly motivated payroll processors believes in delivering payroll on time and with
complete accuracy, thereby ensuring that your HR team can focus on core HR issues and leave
the payroll worries to us! With our targeted services, you can focus on your business and leave
the entire payroll process on us. Processing of salary as per the inputs received from a client like
Attendance, New Joiners’, Resigned, Salary Increment, Incentive, Advance, Loan, etc. thru our
own developed in-house payroll software. Managing Attendance record, leave record, Pay
registers, etc. Calculation of Arrear Salary. Calculation of Leave Encashment, Overtime, Bonus,
Gratuity, etc. Preparation Salary MIS reports. Handling queries of the employees related to their
salary, reimbursement, Tax related issues, etc. Assist in interim Payroll audit.

Advantages of Payroll Management Solutions:

 A complete payroll management solution with real-time reporting

 Compliances management solutions

 Single Contract, Single Point of Contact and a Single Centralized Solution for a multi-
country environment

 Open Integration Platform and Single Sign-on (SSO) for integration with client systems
and In-Country Partner

 Secure internet-based technology

 High levels of service, support, and training

 Management of overall programmed plan including In-country Payroll Providers

 RPO: PLANETSPARK offers the most comprehensive recruitment process outsourcing

services. We deliver the precise, customized blend of people, process, and technology to
your talent acquisition function and align those services with your corporate
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business objectives to ensure you have the right people to grow your business. Service
excellence is the foundation to service delivery and our client teams have extensive
experience delivering recruitment process outsourcing (RPO), recruitment training,
background screening, and recruitment technology. PLANETSPARK esteems itself in
Recruitment Process Outsourcing support and establishes the following solutions to meet
your needs: Dedicated account team, consisting of an Account Manager and Client
Relationship Manager(s) who will consistently support the client Hiring Managers
throughout the duration of the RPO relationship. Recruiting and sourcing specialists who
will use basic and advanced sourcing capabilities, including the use of major and niche job
boards, social networking, ATS and resume database mining, cold calling, direct recruiting,
industry outreach.

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PLANETSPARKOverview:

Website : http://www.planetspark.in.

Headquarters : GURGAON
Size : 61-100 employees

Founded 2008

Type Company : Private

Industry : EDTECH

Revenue : Unknown / Non-Applicable

Competitors : Unknown

Based on PLANETSPARK reviews:

 Company culture
 Work-Life balance
 Work Satisfaction
 Job Security
 Skill development
 Salary & Benefits

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Achievements

5 science backed ways to employee productivity on September 26, 2019

 Create the ideal office

 Provide timely breaks

 Experiment with seating arrangements

 Encourage physical activities

 Promote a culture and leisure.

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PLANETSPARK has redesigned the various strategies to
suit economic variations

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 SWOT ANALYSIS

STRENGTH

 Team member works in close coordination and help each other in executing the undertaken
tasks and offering specific solutions to clients.

 Strong inter/ intrapersonal relationships between candidates and clients.

 High operational efficiency and reliability.

 Efficient & timely completion of projects.

 Employee friendly work cultural and personal policies.

WEAKNESSES

 Limited clarity in reporting relationships

 Risk awareness leading to low level of innovation.

OPPORTUNITIES

 Large opportunity in consulting services

 To anticipate competition

THREATS

 Huge competition from growing private sector firms

 New sources of powers

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 PART III:

RESEARCH WORK

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 OBJECTIVE

RESEARCH OBJECTIVE

The primary objective is to study, understand and analyze aspects related to various HR
procedures of staffing, recruitment and payroll process at PLANETSPARKPvt Ltd. Gurgaon.

OBJECTIVES OF STUDY

 To identify the process of staffing used in PLANETSPARK

 To know the satisfaction level of employees towards existing staffing and recruitment
process.

 To understand the recruitment policies and procedure in PLANETSPARK

 To learn about the payroll process in PLANETSPARK

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Introduction of “Staffing, Recruitment and Payroll Process”

STAFFING

Staffing is the process of hiring eligible candidates in the organization or company for specific
positions. In management, the meaning of staffing is an operation of recruiting the employees by
evaluating their skills, knowledge and then offering them specific job roles accordingly. Let us
find out more about what is Staffing and what it entails along with its functions and characteristics.

It is a truth that human resource is one of the greatest for every organization because in any
organization all other resources like- money, material, machine etc. can be utilized effectively
and efficiently by the positive efforts of human resource.

Therefore it is very important that each and every person should get right position in the
organization so as to get the right job, according to their ability, talent, aptitude, and
specializations so that it will help the organization to achieve the pre-set goals in the proper way
by the 100% contribution of manpower. Thus it can be said that it is staffing is an essential
function of every business organization.

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Functions of Staffing

1. The first and foremost function of staffing is to obtain qualified personnel for different
jobs position in the organization.

2. In staffing, the right person is recruited for the right jobs, therefore it leads to
maximum productivity and higher performance.

3. It helps in promoting the optimum utilization of human resource through various aspects.

4. Job satisfaction and morale of the workers increases through the recruitment of the
right person.

5. Staffing helps to ensure better utilization of human resources.

6. It ensures the continuity and growth of the organization, through development managers.

Importance of Staffing

Efficient Performance of Other Functions

For the efficient performance of other functions of management, staffing is its key. Since, if an
organization does not have the competent personnel, then it cannot perform the functions of
management like planning, organizing and control functions properly.

Effective Use of Technology and Other Resources

The human factor that is instrumental in the effective utilization of the latest technology,
capital, material, etc. the management can ensure the right kinds of personnel by performing
the staffing function.

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Optimum Utilization of Human Resources

The wage bill of big concerns is quite high. Also, a huge amount is spent on recruitment,
selection, training, and development of employees. To get the optimum output, the staffing
function should be performed in an efficient manner.

Development of Human Capital

Another function of staffing is concerned with human capital requirements. Since the
management is required to determine in advance the manpower requirements. Therefore, it has
also to train and develop the existing personnel for career advancement. This will meet the
requirements of the company in the future.

The Motivation of Human Resources

In an organization, the behavior of individuals is influenced by various factors which are involved
such as education level, needs, socio-cultural factors, etc. Therefore, the human aspects of the
organization have become very important and so that the workers can also be motivated by
financial and non-financial incentives in order to perform their functions properly in achieving the
objectives.

Building Higher Morale

The right type of climate should be created for the workers to contribute to the achievement of the
organizational objectives. Therefore, by performing the staffing function effectively and
efficiently, the management is able to describe the significance and importance which it attaches
to the personnel working in the enterprise.

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Characteristics of Staffing

People-Centered
Staffing can broadly view as people-centered function and therefore it is relevant for all types of
organization. It is concerned with categories of personnel from top to bottom of the organization.
 Blue collar workers (i.e., those working on the machines and engaged in loading,
unloading etc.) and white-collar workers (i.e., clerical employees).
 Managerial and Non-Managerial personal.

 Professionals (e.g.- Chartered Accountant, Company Secretary)

Responsibility of Manager

Staffing is the basic function of management which involves that the manager is continuously
engaged in performing the staffing function. They are actively associated with the recruitment,
selection, training, and appraisal of his subordinates. Therefore, the activities are performed by
the chief executive, departmental managers and foremen in relation to their subordinates.

Human Skills

Staffing function is mainly concerned with different types of training and development of human
resource and therefore the managers should use human relation skill in providing guidance and
training to the subordinates. If the staffing function is performed properly, then the human
relations in the organization will be cordial and mutually performed in an organized manner.

Continuous Function
Staffing function is to be performed continuously which is equally important for a new and well-
established organization. Since in a newly established organization, there has to be recruitment,
selection, and training of personnel. As we compare that, the organization which is already a
running organization, then at that place every manager is engaged in various staffing activities.

Therefore, he is responsible for managing all the workers in order to get work done for the
accomplishment of the overall objectives of an organization.
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Steps involved in Staffing Process

1. Manpower Planning

2. Recruitment

3. Selection

4. Placement

5. Training

6. Development

7. Promotion

8. Transfer

9. Appraisal

10. Determination of Remuneration

1. Manpower Planning

Manpower planning can be regarded as the quantitative and qualitative measurement of labor
force required in an enterprise. Therefore, in an overall sense, the planning process involves the
synergy in creating and evaluating the manpower inventory and as well as in developing the
required talents among the employees selected for promotion advancement

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2. Recruitment

Recruitment is a process of searching for prospective employees and stimulating them to apply for
jobs in the organization. It stands for finding the source from where potential employees will be
selected.

3. Selection

Selection is a process of eliminating those who appear unpromising. The purpose of this selection
process is to determine whether a candidate is suitable for employment in the organization or not.
Therefore, the main aim of the process of selection is selecting the right candidates to fill various
positions in the organization. A well-planned selection procedure is of utmost importance.

4. Placement

Placement means putting the person on the job for which he is selected. It includes introducing the
employee to his job.

5. Training

After selection of an employee, the important part of the programmed is to provide training to
the new employee. With the various technological changes, the need for training employees is
being increased to keep the employees in touch with the various new developments.

6. Development

A sound staffing policy provides for the introduction of a system of planned promotion in
every organization. If employees are not at all having suitable opportunities for their
development and promotion, they get frustrated which affect their work.

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7. Promotions

The process of promotion implies the up-gradation of an employee to a higher post involving
increasing rank, prestige and responsibilities. Generally, the promotion is linked to increment in
wages and incentives but it is not essential that it always relates to that part of an organization.

8. Transfer

Transfer means the movement of an employee from one job to another without increment in
pay, status or responsibilities. Therefore this process of staffing needs to evaluated on a timely
basis.

9. Appraisal

Appraisal of employees as to how efficiently the subordinate is performing a job and also to know
his aptitudes and other qualities necessary for performing the job assigned to him.

10. Determination of Remuneration

This is the last process which is very crucial as it involves in determining remuneration which is
one of the most difficult functions of the personnel department because there are no definite or
exact means to determine correct wages.

Benefits of Staffing Process

The benefits of an effective staffing function are as follows-

 Staffing process helps in getting right people for the right job at right time. The function
of staffing helps the management to decide the number of employees needed for the
organization and with what qualifications and experience

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 Staffing process helps to improved organizational productivity. Therefore, through proper
selection of employees in the organization, it can increase the quality of the employees,
and through proper training, the performance level of the employees can also be
improved.

 It helps in providing job satisfaction to the employees and thus keeps their morale high.
With proper training and development programmer, the employees get motivation and their
efficiency improves and they feel assured of their career advancements.

 It maintains harmony in the organization. Therefore, with an overall performance of proper

staffing in an organization, the individuals are not only recruited and selected and but as a
result, their performance is regularly appraised and promotions made on merit which
fosters harmony and peace in the organization for the accomplishment of overall
objectives of an organization.

RECRUITMENT

Recruitment is defined as, “a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient workforce.” Edwin
B. Flippo defined recruitment as “the process of searching for prospective employees and
stimulating them to apply for jobs in the organization.” Recruitment is a ‘linking functions-
joining together those with jobs to fill and those seeking jobs. It is a ‘joining process’ in that it
tries to bring together job seekers and employer with a view to encourage the former to apply for
a job with the latter.

In order to attract people for the jobs, the organization must communicate the position in such a
way that job seekers respond. To be cost effective, the recruitment process should attract
qualified applicants and provide enough information for unqualified persons to self-select
themselves out Thus, the recruitment process begins when new recruits are sought and ends
when their applications are submitted. The result is a pool of applicants from which new
employees are selected.

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PURPOSES AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially qualified job candidates.
Specifically, the purposes are to:

 Determine the present and future requirements of the organization in conjunction with its
personnel-planning and job-analysis activities.

 Increase the pool of job candidates at minimum cost.

 Help increase the success rate of the selection process by reducing the number of visibly,
under qualified or overqualified job applicants.

 Help reduce the probability that job applicants, once recruited and selected, will leave the
organization only after a short period of time.

 Begin identifying and preparing potential job applicants who will be appropriate
candidates.

 Induct outsiders with a new perspective to lead the company.

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  Develop an organizational culture that attracts competent people to the company. Search
or head hunt/head pouch people whose skills fit the company’s values.

 Devise methodologies for assessing psychological traits.

 Search for talent globally and not just within the company.

 Design entry pay that competes on quality but not on quantum.

 Anticipate and find people for positions that do not exist yet.

 Increase organizational and individual effectiveness in the short term and long term.

 Evaluate the effectiveness of various recruiting techniques and sources for all types of job
applicants.

Recruitment represents the first contact that a company makes with potential employees. It is
through recruitment that many individuals will come to know a company, and eventually decide
whether they wish to work for it. A well-planned and well-managed recruiting effort will result
in high-quality applicants, whereas, a haphazard and piecemeal effort will result in mediocre
ones. High-quality employees cannot be selected when better candidates do not know of job
openings, are not interested in working for the company and do not apply.

The recruitment process should inform qualified individuals about employment opportunities,
create a positive image of the company, provide enough information about the jobs so that
applicants can make comparisons with their qualifications and interests, and generate enthusiasm
among the best candidates so that they will apply for the vacant positions.

 The negative consequences of a poor recruitment process speak volumes about its role in
an organization. The failure to generate an adequate number of reasonably qualified
applicants can prove costly in several ways. It can greatly complicate the selection
process and may result in lowering of selection standards. The poor quality of selection
means extra cost on training and supervision. Furthermore, when recruitment fails to

29
meet the organizational needs for talent, a typical response is to raise entry-level pay
scales. This can distort traditional wage and salary relationships in the organization,
resulting in avoidable consequences. Thus, the effectiveness of a recruitment process can
play a major role in determining the resources that must be expended on other HR
activities and their ultimate success.

The purpose of selection is to pick up the most suitable candidate who would meet the
requirements of the job in an organization best, to find out which job applicant will be
successful, if hired. To meet this goal, the company obtains and assesses information
about the applicants in terms of age, qualifications, skills, experience, etc. the needs of
the job are matched with the profile of candidates. The most suitable person is then
picked up after eliminating the unsuitable applicants through successive stages of
selection process. How well an employee is matched to a job is very important because it
is directly affecting the amount and quality of employee’s work. Any mismatched in this
regard can cost an organization a great deal of money, time and trouble, especially, in
terms of training and operating costs. In course of time, the employee may find the job
distasteful and leave in frustration. He may even circulate latest, trending news and
negative information about the company, causing incalculable harm to the company in
the long run. Effective election, therefore, demands constant monitoring of the ‘fit’
between people the job. The overall aim of the recruitment and selection process is to
obtain the number and quality of employees that are required in order for the business to
achieve its objectives.

30
PAYROLL

A payroll is a company's list of its employees, but the term is commonly used to refer to:

 the total amount of money that a company pays to its employees

 a company's records of its employees' salaries and wages, bonuses, and withheld taxes
 the company's department that calculates funds and pays these.[1]

In the sense of treasury management, payroll plays a major role in a company for several
reasons. From an accounting perspective, payroll and payroll taxes are subject to laws and
regulations and can considerably affect the net income of most companies. For example, payroll
in the United States is subject to federal, state, and local regulations. From a human resources
viewpoint, employees are sensitive to payroll errors and irregularities, such as late paychecks. As
such, maintaining good employee morale requires payroll to be paid timely and accurately. The
primary mission of the payroll department is to ensure that all employees are paid accurately and
timely with the correct withholdings and deductions, and that the with holdings and deductions
are remitted in a timely manner. This includes salary payments, tax with holdings, and
deductions from paychecks.

Many payroll activities are related to HR issues so the payroll and human resources
departments must coordinate shared functions. This includes recruitment, salary increases, bonus
payments, benefit deductions, vacation leaves and firing employees.

The equation for calculating the net pay

Net pay = Gross income - gross deduction

Where,

Gross income or salary = All types of regular income + allowances + any one-time payment or
benefit
Gross deduction = All types of regular deductions + statutory deductions + any one-time
deductions
31
What are the stages to processing payroll?
A payroll officer needs to do careful planning. There are always ongoing tasks that need attention
and a constant need to monitor changes to withholding's, contribution to social security funds, etc.
The entire process can be split into three stages, pre- payroll, actual payroll and post payroll
activities

Defining payroll policy

The net amount to be paid is affected by multiple factors. The company's various policies such as
pay policy, leave and benefits policy, attendance policy, etc. come into play at that time. As a
first step, such policies need to be well defined and get approved by the management to ensure
standard payroll processing.

Gathering inputs
Payroll process involves interacting with multiple departments and personnel. There can be
information like mid-year salary revision data, attendance data, etc.

Input validation
Once inputs are received, you need to check for validity of the data concerning adherence to
company policy, authorization/approval matrix, right formats, etc. You also need to ensure that

32
no active employee is missed out and that no inactive employee records are included for salary
payment.

Actual payroll process

Payroll calculation
At this stage, the validated input data is fed into the payroll system for actual payroll processing.
The result is the net pay after adjusting necessary taxes and other deductions. Once payroll
process is over, it is always a good practice to reconcile the values and verify for accuracy to
avoid any errors.

Post-payroll process

Statutory compliance

All statutory deductions like EPF, TDS, ESI are deducted at the time of processing payroll. The
company then remits the amount to the respective government agencies. The frequency can vary
depending on the type of the dues. In most cases, payment of dues is made via challans. After all
dues are paid return/report are filed. E.g., for filing PF return, ECR is generated and filed.

Payroll accounting

Every organization keeps a record of all its financial transactions. Salary paid is one of the
significant operating costs which has to be reported in the books of accounts. As part of payroll
management, it is essential to check that all salary and reimbursement data is fed accurately into
accounting/ERP system.

Payout

You can pay salary by cash, cheque or bank transfer. Typically, organizations provide employees
with salary bank account. Once your complete payroll, you need to ensure that company’s bank
account has sufficient funds to make the salary payment. Then you need to send a salary bank
advice statement to the concerned branch. This statement is issued with particulars like employee
id, bank account number, amount of wages, etc. If you are opting for a payroll software that has

33
employee self-service portal, you can easily publish the pay slips and employees can log-in to
their account and access the pay slips

Reporting
Once your complete payroll run for a particular month, finance and high management team may ask for
reports such as department wise employee cost, location wise employee cost, etc. As a payroll officer, it
becomes your responsibility to dig into the data and extract required information and share the reports.

Challenges in handling payroll management process

The payroll process becomes challenging due to two main reasons.

The requirement to stay statutory complaint

As mentioned before, non-adherence to statutory laws can lead to levy of fines and penalties and in
the worst case may even threaten the existence of the business. Today there are some advanced
payroll management software that automatically processes payroll in compliance with statutory
laws.

Dependence on multiple payroll inputs sources

Before payroll can be processed, you need to get all the data together from sources such as
attendance register, conveyance facility availed record, data from HR team like salary revision
information, etc., making it a complicated process. For many years HR and payroll officers were
managing payroll on excel sheets, but excel sheets have problems like dependency on excel
formulas for salary calculation, complexity in adding and removing employees and other
limitations like manual data entry, difficulty in extracting information, etc.

For many years HR and payroll officers were managing payroll on excel sheets, but excel sheets
have problems like dependency on excel formulas for salary calculation, complexity in adding and
removing employees and other limitations like manual data entry, difficulty in extracting
information, etc.

34
Various methods available to do payroll for your business

The possible options for running payroll can be

 Excel based payroll management

 Payroll outsourcing

 Using payroll software

Excel based payroll management

Many businesses who are at an initial stage of operations and have a handful of employees usually
go for excel based payroll management.

Excel based payroll management involves doing payroll calculation on excel sheets using standard
payroll calculation template. The mathematical formulas are set that help the payroll officer do the
computation. While this method does not involve any cost, but it has its inherent limitations like

 High chances of clerical and mathematical errors as data is entered manually

 Difficulty in adding and removing employees from payroll list

 Chances of duplicate data and omission of entries at times

 Need to monitor tax updates and other statutory changes like PF, PT etc.

Payroll outsourcing

Outsourcing payroll means you want an external agency to take care of your payroll function.
Many organizations who do not have a dedicated person for payroll go for this option. Based on
their pay cycle, every month they provide employee salary information and other data such as
attendance, leaves, reimbursement details, etc. to the payroll service provider. The service
provider then computes payroll and also takes care of statutory compliance. Since payroll is a
crucial function and businesses want to have full transparency and control over it, they often
hesitate in outsourcing payroll.

35
Payroll software

As discussed above, for running successful payroll, you need to ensure that payroll inputs are
coming from every source in a timely and seamless manner. The intent of using software is to
reduce the friction in getting the inputs. There are advanced payroll management software
available in the market that not only automates payroll computation but also serve as a holistic
leave and attendance management, HR management and employee self-service portal.
Depending on the size of your business and use cases you can opt for appropriate payroll
software for your business.

Importance of payroll

Morale

One of the most important aspects of payroll is its impact on the morale of employees. In a small
business, employees tend to be more aware of the company's financial stability than in a larger
business. If payroll is late, employees will start to question the financial integrity of the
company. This will cause employees to start underperforming and to care less about their job if
they feel it is not secure. Payroll should always be paid in a timely manner to keep employee
morale high.

Compensation
Another important characteristic of payroll is that it allows an employee to feel his net worth
within a small company. An employee's total compensation is built into payroll. This includes
his salary, benefits and bonuses. Employees typically undergo annual performance evaluations
by their supervisors and are rewarded with an increase in salary or a bonus or both.

36
Consuming Job

Payroll can be a time-consuming job for a small business owner. This job needs to be performed
consistently once or twice a month. In addition, the information needs to be correct so that
employees are paid the right amount, the withholdings are accurate, and state and federal tax
deposits are made timely. To do this efficiently, a small business owner should consider
outsourcing this job to free up his time.

Lowers Tax Bills

A final important aspect of payroll is that it needs to be done right to lower state and federal
taxes for a small business. Small business owners should make sure that employees fill out their
W-4 withholding forms correctly. The information on these forms is used to withhold personal
taxes for employees. Owners should also ensure that they are withholding the proper amount of
FICA taxes each year from payroll. FICA percentages can change yearly based on legislation.

37
Why Payroll outsourcing?

In today’s global competitive environment organizations need to focus on cost-cutting strategies

and high qualitative results. Organizations has to deal with tax filling, they have to adhere to the
state employment law. These complexities have forced the organizations to outsource their
payroll processes. Outsourcing helps an organization to stay focused on the business operations.
It results in cost-effectiveness and time saving. The organizations are relieved from law
regulations and tax formalities.

Cost-Effective
Payroll outsourcing results in cost effective benefits. A market study has revealed that
outsourcing payroll process is cheaper than administrating the process internally.
Organizations have to set an additional department for the purpose resulting in the salaries of
those responsible for performing the activities of payroll process. It also includes the cost
associated with payroll checks, bank accounts and other charges, record maintenance,
computerized aids such as payroll software, etc.

38
Time Saving
Payroll outsourcing saves a lot of time for management. Time spent on activities associated with
payroll process can now be utilized for more strategic roles. The organizations can focus on
their strategic decisions and business operations.

Less Legal Adherence

Organizations are not bound for any legal formalities. Outsourcing companies are responsible for
following rules, regulations and filing the tax returns. They look after changes in the tax slabs
and state jurisdictions. This provides management a great relief and enables them to focus on
business operations.

Profit Generation
Organizations can make use of new opportunities and utilize the time and money on new
business ventures and generate more profits.

Error Free
Payroll outsourcing results in error free reports. Internal payroll process is more prone to
errors, but the service providers recruit professionals and they make sure there are no mistakes.

Qualitative Results
The expertise and technological advancements results in qualitative results. There are no delays
and no errors.

39
Figure: Reasons for Payroll Outsourcing

The survey also reported that 53% of the participant organizations outsource their payroll
processes and from those who outsourced 25% believes that it results in more focused strategic
decisions. Most of the organizations agreed that it is cost-effective measure.

40
HOW PAYROLL CALCULATIONS

Payroll processing consist of calculation of payments to employees for their work in the
company – whether it is based on time or productivity, calculation of benefits, and statutory
deductions. Payroll needs to be processed by each company periodically. It may be processed
weekly, bimonthly, monthly or daily (for daily wage workers).

Payroll calculation is a complicated process that varies from company to company. Each
company may have its own payroll structure consisting of various payroll components that may
be unique to that company only. In addition, many location specific laws such as labor welfare
act, Payment of salary and wages act, and the Minimum wages act affect the payroll calculations.

41
Under minimum wages act, the employees need to be given some mandatory salary components
such as Basic, DA, and HRA.

Payroll processing involves accurate payroll calculations, disbursal, pay slip generation, and
managing payroll taxes and record keeping compliance. All these activities cannot be rushed into
and must be performed using a payroll software to ensure that employees do not get erroneous
paychecks and all statutory compliances are met.

Let us understand how benefits and deductions affect payroll calculations.

Considering TDS Deductions for Payroll Calculations

Every employer who is paying salary to employees has to make certain payroll deductions from
the salary as TDS (Tax Deducted at Source) to meet statutory compliance.

42
Employers need to deduct TDS under section 192 of the Income tax Act, 1961, if the salary is
more than maximum amount exempt from tax. The employers also need to generate Form 24Q
and Form 16 in a timely manner and submit these to the authorities. Some of the salary
components that impact TDS deduction are:

HRA – House Rent Allowance Exemption is possible based on the defined criterion, if
expenditure on rent is actually incurred. HRA is taxable if residing in self-occupied house
property. This allowance is applicable for exemption based on the location where the employee
stays.

TRAVEL ALLOWANCE– Tax free up to 800/-pm as per current rules.

LEAVE TRAVEL ALLOWANCE: Exemption available only in respect of two journeys

performed in a block of 4 calendar years.

CHILDREN EDUCATION ALLOWANCE – Exempt up to Rs. 100 per month per child for a
maximum of 2 children.

MEDICAL ALLOWANCE– Taxable (medical reimbursement is tax-free upto 15,000).

PLANETSPARKENTS:PLANETSPARKends in approved fixed deposit schemes, Equity

oriented MF, PPF (Public Provident Funds), life insurance premiums, Company Provident Fund
etc. under general payroll deductions u/s 80 C section can be made by salaried employees to
avail the total tax benefit of Rs. 1,50,000/-.

12B: Declaration of income from previous employer, other income, and commissions can be
made on form 12B for proper TDS calculation for salaried employees.

In addition, there are other deductions too for taking care of parents, care of handicapped
children, interest paid for housing loans that allow decrease in net salary payable to employees.

43
Considering Employee Benefits for Payroll Calculations

The employees of the company get many payroll benefits in addition to their regular salary. Most
of the benefits that employees get impact tax calculations. Some such benefits are:

FLEXI ALLOWANCE BASKET: The salary packages these days include a basket of flexible
allowances to minimize the tax outgo. For example, the employees can choose medical
reimbursements and leave travel concession components that are exempt under limits prescribed
by the Act.

PERQUISITES: Perquisites are also the privileges given to employees by the employer over
and above the regular income of the employees. It includes car conveyance, free food and
beverages, interest free or concessional loan, sweeper/gardener/cook allowance, and leave travel
concession etc. The perquisites are taxable but the tax on perquisites is generally borne by the
employer and is tax exempt for the employee.

44
BASIC SALARY BREAKUP

 Cost to Company (CTC)

 Monthly salary

 Basic - 40% to 60% on monthly income

 House Rent Allowance (HRA)- Metro cities -50% on basic& non metro cities- 40% on
basic.

 Conveyance-1600(max) Tax limit

 Total/Gross

 Special Allowance =Total - Monthly Income

45
 COMPLAINCE OF BASIC SALARY BREAKUP

 PROVIDENT FUND:

1. A provident fund is a form of social safety net into which workers must contribute a portion
of their salaries and employers must contribute on behalf of their workers. The money in the
fund is then paid out to retires,or in some cases to the disabled who cannot work.

2. It is important to note that 12% of the basic pay of a salaried employee (in addition to
dearness allowance and cash value of food allowances,if any) is deducted from his or
her remuneration on a monthly basis as contribution towards an EPF account.

3. From the employer’s contribution ,8.33% is deposited in the Employee Pension Scheme
(EPS) while only 3.67% is deposited in the EPF account.

EPF WITHDRAWL PURPOSE

1) Marriage:

An EPFO member can withdraw up to 50% of the money from the EPF account for his or her
own marriage, the marriage of his or her daughter, son, sister or brother. However, the person
should have completed contribution to EPF for seven years.

2) Education:

EPFO members can withdraw money for the post-matriculation education of his or her son or
daughter under certain conditions. The member is required to have completed seven years'
membership of the EPFO.

3) Purchase or construction of a house:

EPFO members can withdraw money for construction of house or purchase for site of the house.
The member is required to have completed five years' membership of the EPFO.

46
4) Home Renovation
The member can withdraw partially from PF when he or she wants to repair or alter the
residence. It can be availed two times:
a) Five years from completion of house
b) Ten years from availing the above

5) Medical purposes
PF money can be partially drawn for medical purposes. It is applicable for medical treatments of
self, spouse, children, and parents. There is no lock-in period or minimum service period for this
type of withdrawal.

6) Repayment of home loans

The EPF subscriber is allowed to withdraw from the corpus for repayment of outstanding
principal and interest towards a home loan under certain conditions.
However, to withdraw the amount, at least 10 years of service completion is required.

7) Retirement
A person can withdraw his or her entire provident fund corpus after completing 58 years of age.
The employee is allowed to withdraw up to 90% of the provident fund balance

Social Security benefits

Retirement Benefits

Workers who have worked in "covered employment" for a sufficient number of years are eligible
for retirement benefits when they retire at age 62. This usually means you must have worked a
total of at least ten years of work at a nongovernmental job.

47
Disability Benefits

If you haven't reached retirement age but have met the work requirements and are considered
disabled under the Social Security program's medical guidelines, you can receive benefits
roughly equal to what your full retirement benefits would be.

Dependents Benefits

If you are the spouse of a retired or disabled worker who qualifies for Social Security retirement
or disability benefits, you and your minor or disabled children may be entitled to benefits based
on the worker's earning record. This is true whether or not you actually depend on your spouse
for your support.

Survivors Benefits

If you are the surviving spouse of a worker who qualified for Social Security retirement or
disability benefits, you and your minor or disabled children may be entitled to benefits based on
your deceased spouse's earnings record.

Maternity Benefits

Maternity benefit for confinement / pregnancy is payable for 3 months, which is extendable by
further one month on medical advice at the rate of full wage subject to contribution for 70 days
in the preceding year.

48
 MY INTERNSHIP PROFILE

DESCRIPTION OF THE TASK

 I worked as an intern in PLANETSPARKso I have to handle many core responsibilities

within the Recruitment and Payroll department which prevails within organization.

 I looked after the whole recruitment process starting from searching of a candidate from the
different web portals i.e. Naukri.com and Quicker job.com.

Introduction of Naukri.com-

Naukri.com is an Indian job portal operating in India and Middle East founded in March 1997.
Naukri.com was founded by Indian businessman Sanjeev Bikhchandani, who started Info Edge
(India) Ltd. in 1995. As of Dec 2016 Naukri.com had a database of about 49.5 million registered
job seekers and an average of about 15,000 resumes were added daily while about 130,000
resumes were modified daily during the Fiscal year 2013-14. During the Fiscal year 2013-14,
51,000 corporate customers (including hiring consultants/firms) paid Naukri.com for services
like database access, job postings, advertising / listing on the site amongst other countries .

49
Introduction of Quikrjob.com-

Quikr is all about you - Our aim is to empower every person in the country to independently
connect with buyers and sellers online. Brainchild of Pranay Chulet, Quikr is widely known as
India’s no. 1 online classifieds platform - and there’s a reason behind that. We care about you -
and the transactions that bring you closer to your dreams.

 To make call to the selected candidates, scheduling interview with the HR Manage, helping
the new employees in their joining procedures, coordinating the joining of new interns in the
companies like ZOMATO, PAYTM, FAST FOX, MAHENDRA FIRST CHOICE, AIS
GLASSES, BHARAT PE, RENTO MOJO.

 In the Recruitment process I have done both the INTERNAL as well as the EXTERNAL
hiring and recruitment.

50
PAYROLL

 It is the list of a company’s employees and the amount of money they are to be paid.

 I have studied about the basic breakup of the salary being made by the company.

 I have also learnt the practical as well as the theory part of PROVIDENT FUND (PF).

DETAILS OF MENTOR

 Name : NISHI KUMARI SHUKLA

 Designation: HR Assoiciate

 Department: Recruitment and payroll

 Location : C-406, Nirvana Country, Sector 50, Gurugram, Haryana 122018

51
Staffing:

Staffing is the process of hiring eligible candidates in the organization or company for specific
positions. In management, the meaning of staffing is an operation of recruiting the employees by
evaluating their skills, knowledge and then offering them specific job roles accordingly.

Types of Staffing:

Temporary Staffing: Temporary Staffing is a method of staffing in organization where the

employee is recruited on a temporary basis from another organization that provides manpower.
Temporarystaffing requirements usually appear during unforeseen situations such as sick leave,
maternity leave, peaks in the workload etc.

Permanent Staffing: Permanent staffing is generally with the intent to retain the employee for
a longer period of time and focused on critical business functions. Manpower Group's
permanentstaffing solutions & permanent recruitment services in India gives access to
qualified resources in any industry.

Recruitment and Staffing method:

 Frequently Asked Recruitment Questions.

 Internal Recruiting. External Recruiting.

 External Recruitment Methods:

 Formal. Advertising. Third-Party Recruiters.

 External Recruitment Methods:

 Informal. Employee Referrals.

 Walk-In Interview /Unsolicited Resumes.

52
Recruitment:

Recruitment refers to the overall process of attracting, shortlisting, selecting and appointing
suitable candidates for jobs (either permanent or temporary) within an organization. Recruitment
can also refer to processes involved in choosing individuals for unpaid roles. Managers, human
resource generalists and recruitment specialists may be tasked with carrying out recruitment, but
in some cases public-sector employment agencies, commercial recruitment agencies, or specialist
search consultancies are used to undertake parts of the process. Internet-based technologies
which support all aspects of recruitment have become widespread.

Process

 Job analysis for new jobs or substantially changed jobs, a job analysis might be undertaken
to document the knowledge, skills, abilities and other characteristics (KSAOs) required or
sought for the job. From these, the relevant information is captured in a person specification.
 Sourcing is the process of attracting or identifying candidates.
 Screening and selection

Recruitment process outsourcing

Recruitment process outsourcing (RPO) is a form of Business process outsourcing (BPO) where
a company engages a third party provider to manage all or part of its recruitment process.

Strategies

A recruitment strategy is a plan an organization enacts to form a recruiting process and

establish a candidate pool. An organization uses recruitment strategies to identify a hiring
vacancy, establish a timeline, and identify goals throughout the recruitment process. Recruitment
strategies are typically the responsibility of the human resources department.

53
General
Organizations define their own recruiting strategies to identify who they will recruit, as well as
when, where, and how that recruitment should take place. Common recruiting strategies answer
the following questions.

 What type of individuals should be targeted?

 What recruitment message should be communicated?
 How can the targeted individuals best be reached?
 When should the recruitment campaign begin?
 What should be the nature of a site visit?

Practices
Organizations develop recruitment objectives, and the recruitment strategy follows these
objectives. Typically, organizations develop pre- and post-hire objectives and incorporate these
objectives into a holistic recruitment strategy. Once an organization deploys a recruitment
strategy it conducts recruitment activities. This typically starts by advertising a vacant position.

Professional Associations

There are numerous professional associations for human resources professionals. Such
associations typically offer benefits such as member directories, publications, discussion groups,
awards, local chapters, vendor relations, government lobbying, and job boards.

Professional associations also offer a recruitment resource for human resources professional

54
Sources of Recruitment:

The eligible and suitable candidates required for a particular job are available through various
sources. These sources can be divided into two categories:

Internal Sources of Recruitment:

1. Promotions:

The promotion policy is followed as a motivational technique for the employees who work hard
and show good performance. Promotion results in enhancements in pay, position, responsibility
and authority. The important requirement for implementation of the promotion policy is that the
terms, conditions, rules and regulations should be well-defined.

2. Retirements:

The retired employees may be given the extension in their service in case of non-availability of
suitable candidates for the post.

3. Former employees:

55
Former employees who had performed well during their tenure may be called back, and higher
wages and incentives can be paid to them.

4. Transfer:

Employees may be transferred from one department to another wherever the post becomes
vacant.

5. Internal advertisement:

The existing employees may be interested in taking up the vacant jobs. As they are working in
the company since long time, they know about the specification and description of the vacant
job. For their benefit, the advertisement within the company is circulated so that the employees
will be intimated.

Benefits of Internal Sources of Recruitment:

1. The existing employees get motivated.

2. Cost is saved as there is no need to give advertisements about the vacancy.

3. It builds loyalty among employees towards the organization.

4. Training cost is saved as the employees already know about the nature of job to be performed.

5. It is a reliable and easy process.

56
Limitations of Internal Sources of Recruitment:

1. Young people with the knowledge of modem technology and innovative ideas do not get the
chance.

2. The performance of the existing employees may not be as efficient as before.

3. It brings the morale down of employees who do not get promotion or selected.

4. It may lead to encouragement to favoritisms.

5. It may not be always in the good interest of the organization.

External Sources of Recruitment:

1. Press advertisement:

A wide choice for selecting the appropriate candidate for the post is available through this
source. It gives publicity to the vacant posts and the details about the job in the form of job
description and job specification are made available to public in general.

2. Campus interviews:

It is the best possible method for companies to select students from various educational
institutions. It is easy and economical. The company officials personally visit various institutes
and select students eligible for a particular post through interviews. Students get a good
opportunity to prove themselves and get selected for a good job.

3. Placement agencies:

A databank of candidates is sent to organizations for their selection purpose and agencies get
commission in return.

4. Employment exchange:
57
People register themselves with government employment exchanges with their personal details.
According to the needs and request of the organization, the candidates are sent for interviews.

5. Walk in interviews:

These interviews are declared by companies on the specific day and time and conducted for
selection.

6. E-recruitment:

Various sites such as jobs.com, naukri.com, and monster.com are the available electronic sites on
which candidates upload their resume and seek the jobs.

7. Competitors:

By offering better terms and conditions of service, the human resource managers try to get the
employees working in the competitor’s organization.

58
Recruiting the candidates for the below mentioned companies:

COMPANY PROFILE, JOB DESCRIPTION AND SPECIFICATION OF

THE CANDIDATES:

1. ZOMATO

Zomato is an Indian restaurant aggregator and food delivery start up founded in 2008. It was
started by Deepinder Goyal and Pankaj Chaddah. It provides information, menus and user-
reviews of restaurants, and also has food delivery options from partner restaurants in select cities.
As of 2016, the service is available in 24 countries.

Analysis of the job for ZOMATO and other requirements of the candidates:

Job Description:

 Job title - Help desk executive

 Job location - Pune

 Job duties - 9 hours

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Job Specification:

 Qualifications - 12th pass

 Experience - 3 Months

 Training - Hotel Management

 Salary - 13 K to 15 K

Requirement in ZOMATO:

 Bike, driving license or Android Phone is Mandatory

 Good Communication Skills (English as well as Hindi both)

60
 2. PAYTM

Paytm is an Indian e-commerce payment system and financial technology company, based out of
Noida, India.

Paytm is available in 11 Indian languages and offers online use-cases like mobile recharges,
utility bill payments, travel, movies, and events bookings as well as in-store payments at grocery
stores, fruits and vegetable shops, restaurants, parking, tolls, pharmacies and educational
institutions with the Paytm QR code. California based PayPal had filed a case against Paytm in
the Indian trademark office for using a logo similar to its own on 18 November 2016. As of
January 2018, Paytm is valued at $10 billion.

As per the company, over 7 million merchants across India use this QR code to accept payments
directly into their bank account. The company also uses advertisements and paid promotional
content to generate revenues.

Paytm was founded in August 2010 with an initial invest PLANETSPARKent of $2 million by
its founder Vijay Shekhar Sharma in Noida, a region adjacent to India's capital New Delhi. It
started off as a prepaid mobile and DTH recharge platform, and later added data card, postpaid
mobile and landline bill payments in 2013.

61
Analysis of the job for PAYTM and other requirements of the candidates:

62
Job Description:

 Job title - Field Sales Executive

 Job location - all over India

 Job duties - 9 hours

Job Specification:

 Qualifications - 12th pass

 Experience - 6 Months

 Training - field sales

 Salary - 15 K to 20 K

 Skills - Good communication

Requirement in Paytm:

 Bike,drivinglicense or Android Phone is Mandatory

 Good Communication Skills (English as well as Hindi both)

Details about Paytm:

In Paytm we require a candidate that have an experienced for 6 months in field sales. In this we recruit a
candidate in different locations like Gurgaon, Lucknow, Delhi NCR,Jaipur, Chandigarh, Kolkata,
Durgapur And so many other countries.

They are some departments that will be given according to the locations:

 Common pool

 Channel Payment

 Bank Distribution

 Swap Machine sale

63
 KYC, Accounts

Process of scheduling an interview for Paytm:

 Firstly, we collect data from naukri.com or Quikrjob.com

 We make a call for finding that the candidates that he is either working or job searching

 Then we tell about our company structure

 After we telling our company then we ask you are interested or not, if he is interested then
we scheduling an interview for Paytm

 Then make a MIS i.e. Management Information System and fill all the details of a
candidates

 If the candidates go for interview that we make an entry in Genesis, that is related for all the
information of a candidates is forward to Paytm company.

 After interview process if he is selected then we complete the documentation work of a

candidate.

Drawback of Paytm company

 If the candidate once he goes for interview then next time will not be allowed again for
an interview

 If the details for a candidate is mentioned in Genesis than he can’t repeat again and again.

64
 3. Fast Fox

Fast-fox.com is a home rental technology company. We are integrating existing workforce in

Real Estate Industry to transform the way people rent home.

Fast-Fox.com allows home seekers to check pictures and in-depth information about 1000s of
real time available properties, schedule house visits and finalize with the landlord. It uses
technology to ensure that 100% of the homes listed on

FastFox.com are authentic and available for immediate visit and closure. Whether it is sharing
property information, arranging site visits or doing move-in formalities, FastFox.com technology
makes it all fast and reliable.

FastFox.com and Bro Ex are registered trademarks of Oku Tech (P) Ltd. Founded in 2014 by IIT
Alumni, the company is backed by consortium of institutional venture capital investors led by
Light Speed Partners.

Mission: Be the largest rental services company with presence in all major Tier an Indian
citiesby 2018.

65
How to analyze the job for fast fox to recruit the candidates

Job Description:
 Job title - Field Sales Executive

 Job location - Gurgaon

 Job duties - 9 hours

Job Specification:

 Qualifications - 12th pass

 Experience - 6 Months

 Training - field sales

 Salary - 15 K to 20 K

66
Candidates have an experience in Field sales like:

Credit card

Insurance

Requirement in Fast fox:

 Bike, driving license or Android Phone is Mandatory

 Good Communication Skills (English as well as Hindi both)

67
 4. Mahindra First Choice:

Mahindra First Choice Wheels is the country’s preferred used car company and is India’s only
organized muti-brand player, with 1700+ outlets in 810+ cities in India.

The company plans to expand this number to 1800 outlets by the year 2020. This implies that
customers will soon be able to choose from a wide range of certified used cars throughout India,
including the metros and tier-2 towns and cities

How to analyze the job for Mahindra First Choice to recruit the candidates:

68
 Job Description:

 Job title - Customer Relations Executive

 Job location - Okhla Face 3

 Job duties - 9 hours

Job Specification:

 Qualifications - 12th pass

 Experience - Fresher

 Languages - Gujarati, Assam, and Kannada

 Salary - 14 K

69
5. AIS GLASSES
Asahi India Glass Limited, known as AIS, is a glass solutions and manufacturing
company in India. It was established in 1984. It manufactures automotive safety glass,
float glass, architectural processed glass, and glass products. Asahi India Glass Limited,
known as AIS, is a glass solutions and manufacturing company in India. It was
established in 1984. It manufactures automotive safety glass, float glass, architectural
processed glass, and glass products. It also provides consumer glass offerings in the form
of Glasxperts and Windshield Experts. AIS was established as a Joint Venture agreement
between the Labroo family, Asahi Glass Co. Ltd. (AGC Inc.), Japan, and Maruti Suzuki
India Ltd. In the Indian passenger car glass segment, AIS has 77.1% market share as of
2017. AIS also holds 20% market share in India’s architectural glass segment as of 2017.

How to analyze the job for AIS Glasses to recruit the candidates:

70
 Job Description:

 Job title - Management Information System

 Job location - Delhi

 Job duties - 9 hours

Job Specification:

 Qualifications - 12th pass

 Experience - 1 to 3 years

 Training - computer training

 Salary - 16 K

 Skills - MS office

71
 6. Bharat pe:

Bharat Pe is a truly ‘Indian’ payments company serving the offline retailers and businesses. We
empower the merchants to accept UPI payments for ‘FREE’ through the Bharat Pe QR. Merchants
can sign up instantly and start receiving the funds immediately in their bank account. Bharat Pe
makes payment acceptance simple by offering merchants a single interface for all UPI apps such as
Paytm, Phone Pe, Google Pay, BHIM, Mobikwik, Free charge, True Caller and 100 other UPI apps.

Our mission to make payments FREE for all businesses. The intention is to be the utility app for 10
mm+ offline merchants in India for all their business needs. Bharat Pe is solving for ease of doing
business. Payments is our first product and we are working tirelessly to solve for accounting, sourcing
of products, lending, customer engagement and compliance for the small businesses.

Bharat Pe is a fin-tech company and not a re-seller. We are not an aggregator or payment gateway in
the traditional sense. Bharat Pe works closely with our partner banks to develop custom API s to
enable an extremely simple product for the merchants. Our QR technology and deep integration at the
bank end is our secret sauce.

72
How to analyze the job for Bharat Pe to recruit the candidates:

Job Description:

 Job title - Field Sales Executive

 Job location - Noida, Greater Noida,Gurgaon, Delhi

 Job duties - 9 hours

Job Specification:

 Qualifications - 12th pass

 Experience - 6 months

 Training - sales

 Salary - 18 K

Requirement in Bharat Pe:

 Bike,drivinglicense or Android Phone is Mandatory

 Good Communication Skills (English as well as Hindi both)

Selection in Bharat Pe:

Candidate Name: Ankit Kumar

Qualifications : 12th pass

Experience : 2 years

Profile : Field Sales Executive

Locations : Delhi

Company : Bharat Pe

73
 7. RENTO MOJO

Rento Mojo is a provider in the $5 Billion Furniture, Appliances, Laptops, Mobiles & Tablets
rental market, tapping into the access economy and helping people access a better lifestyle
without owning things or investing in them. As a furniture and appliance rental subscription start
up, Rento Mojo offers high-quality products on rent at affordable prices across Noida. Rent now
& Own later!'.

Rent All at One Place. Electronics, Furniture, Mobile, Laptop, Apparels, Appliances etc.!
Choose Flexible Tenures. Free Delivery & Set Up. Use First, Pay Later. Hassle Free
Experience. 100% Quality Assurance. Easy & Affordable Rentals. Relocate Free of Cost.

India's leading rental platform brings to you a wide range of products on rent. Experience
the freedom to live the life you want, now.

74
How to analyze the job for RENTO MOJO to recruit the candidates:

Job Description:

 Job title - Relationship Officer

 Job location - Noida, Greater Noida, Gurgaon, Delhi, Ghaziabad

 Job duties - 9 hours

Job Specification:

 Qualifications - 12th pass

 Experience - 6 months

 Training - Retail Sales

 Salary - 25 K

Selection in RENTO MOJO

Candidate Name : Pradeep Kumar

Qualifications : 12th pass

Experience : 7 months

Profile : Customers Officer Relationship

Locations : Delhi

Company : Rento Mojo

75
RESEARCH METHODOLOGY

Research Methodology is the systematic, theoretical analysis of the methods applied to a field of
study. It includes the process of gathering, recording and analyzing relevant facts

Research design and design adopted

A Research design is a purely and simply the framework or plan for a study that guides the
collection and analysis of data. It is a blue print that is followed in completing a study. The
research design undertaken by the researcher is Judgmental as well as convenient research
design. The methodology involved in this design is mostly qualitative in nature. Descriptive
research design is concerned with the research studies with a focus on the portrayal of the
characteristics of a group or an individual or a situation. The main objective of such studies is to
acquire knowledge. Similarly, such studies are used to examine the characteristics of the
corporate sector or consumer behavior etc., The descriptive study is typically concerned with
determining frequency with which something occurs or how two variables vary together.

Primary

 To discuss and analyze the staffing process of PLANETSPARK.

 To know the perception of employees on the recruitment and selection process of
PLANETSPARK

Secondary

To examine the recruitment policy of the organization.

To analyze the recruitment techniques employed by PLANETSPARK. To analyze the
training facilities offered by the company
.

76
Sources of data collection

Data refers to the information or facts. Often researchers understand by the data only numerical
figures. It also includes descriptive facts, non-numerical information, qualitative and quantitative
information. The sources of data can be primary and secondary.

Primary Sources:

Primary data are those data, which are collected as fresh and for the just time and thus happen to
be original primary data for this study was collected by preparing a well – structured
questionnaire. For this report the information is being gathered from personal interview of HR
MANAGER and discussion with the employees of STAFFING& PAYROLL department.

Secondary Sources:

Secondary data are those, which are collected from the already existing information through
reference. The secondary data are collected by analyzing various materials like Company
profiles, Magazines, Journals, Past records and reports and websites.

77
 RESEARCH METHODOLOGY

Sample Areas :PLANETSPARK

Research Design :Exploratory

Sources of Information :Secondary data

Target Group :Employees

Department :Staffing Department(temporary based)

Sampling Method :Random sampling

Sample Size : 100 Employees

78
Sampling method

Sampling method – Simple Random Sampling

When every individual has a chance of being selected in a population, it is known as simple
random sampling technique of survey. This type of sampling is used in cases where the
population is large and a limited sample size is used for the study in limited time.

Sample size

Sample size refers to the number of items selected from the universe to constitute a sample.
Sample size for this study is 100 employees.

Instrument design:

Questionnaire

A questionnaire is a schedule consisting of a number of formulated series of questions related to

the various aspects of the under study. Survey among the employees of PLANETSPARK. The
questionnaire has been framed by covering almost the key concepts to bring about lucid results.

79
 FINDINGS
1. We found that it is evident that 82% of employees feels that recruitment and selection
is excellent, 11% feels that it is good , 5% are average and 2% are felt that it is poor.

2. We found that around 28% of the applicants came to know about the vacancy through
advertisement and around 72% getting the information from word of mouth.

3. We found that in order to attract candidates around 31 % are attracted on the basis of
job description , 47 % on salary package and 22 % on additional facilities

4. We found that around 44 % of applicants feels decent salary makes them apply for the
job, 29 % feels that opportunity for growth , 12 % feels job security and 15 % feels that
identification with the company makes them to apply for the job

5. We found that, 60 % of employees are aware of company’s vision, mission and goals and
40 % are not aware of it.

6. We found that, 64.5% of employees are satisfied with their present salary and
incentives and 35.5% employees is not satisfied with their present salary

80
 Data Analysis & Interpretation

1. What is your opinion on the recruitment and selection process

in PLANETSPARK?

Number of respondent Percentage of respondents

Opinion

Excellent 82 82

Good 11 11

Average 5 5

Poor 2 2

TOTAL 100 100

5% 2%

11%
excellent

Good
Average
82%
Poor

Analysis

From the above chart it is evident that 82. % of employees feels that recruitment and selection is
excellent, 11% feels that it is good, 5% are average and 2% are felt that it is poor.
81
Interpretation

Recruitment and selection are necessary in every aspects of the organization in order to ensure better
productivity so that selection process depends on the nature of the job

82
 2. Which of the following attracted you to apply for the job at

Spectrum Talent Management?

Attributes Number of respondents Percentage of respondents

Decent salary 45 45

Opportunity to growth 28.5 28.5

Job security 12 12

Identification with company 14.5 14.5

Total 100 100

15% Decent salary

12% 45% Opp.to growth

Job security

28%
Identification with com.

Analysis

From the above chart around 44 % of applicants feel decent salary makes them apply for the job,29 %
feels that opportunity for growth, 12 % feels job security and

15% feels that identification with the company makes them to apply for the job.

Interpretation

Recruitment activities should be in such a manner that it should attract more candidates for the job so it is
necessary to have better advertisement to attract candidates Information which is provided by the recruiter
to attract the candidates

83
 3. What information does the recruiter provide to attract the candidates?

Attributes Number of respondents Percentage of respondents

Key skill & Attitude 21 21

required

Salary package 45 45

Additional facilities 18 18

Allowances and fringe 16 16

benefits

Total 100 100

key skills & attitude

required
16% 21%
Salary package

18%
Additional facilities
45%

Allowances and fringe

benefits

Analysis

From the above chart in order to attract candidates around 21 % are attracted on the basis of Key
skills & Attitude, 45 % on salary package and 18 % on additional facilities and 16% are attracted
on Allowances & fringe benefits.

Interpretation

Recruiter should provide different attributes like job description in order to attract the candidates
to apply for the job candidates must also know about facilities which enable them to apply for
the job to have better prospects.

84
 4. Are your academic studies related to the work you perform?

Opinion Number of respondents Percentage of

respondents

Yes 77 77

No 23 23

Total 100 100

23%

77%
yes No.

Analysis

From the above table it is evident that majority of the employees feel that their academic study is
related to the work they perform, and 23 % say that their academic study is not related to the
work they perform.

Interpretation

The applicant should have required qualification in order to ensure better productivity. For that
recruiter should clearly mention the academic status of the candidates.

85
 5. Which internal source of recruitment is followed by the company and
given more priority?

Attributes Number of respondents Percentage of respondents

Job Posting 21 21

Employee Referrals 45 45

Internal Promotions 18 18

Transfer 16 16

Total 100 100

16%
21%
job posting employee referrals

18%

Internal promotionstransfers

45%

Analysis

From the above chart in order to attract candidates around 21 % are attracted on the basis of job postings,
45 % on employee referrals and 18 % on Internal promotions and 16% are attracted on Transfers.

86
Interpretation

Internal recruitment seeks applicants for positions from those who are currently employed. Responding to
above asked questions, 21% employees tell that company prefer job posting as internal source of
recruitments .45% employees tell that Employee Referrals are given due priority that it is the internal
source of recruitment. 18% employees tell that Internal promotion as a internal source of recruitment.
And the other 16% employees tell that transfer is a internal source of recruitment. Majority of employees
actually thinks that internal promotions is given priority and followed by the company as a Internal
Source of recruitment.

87
 6. Are you satisfied with your present drawing salary and incentives?

Opinion Number of respondents Percentage of respondents

Yes 64.5 64.5

No 35.5 35.5

Total 100 100

36%

64%
Yes No

Analysis

From the above chart, 64% of employees are satisfied with their present salary and incentives
and 36 % employees is not satisfied with their present salary

Interpretation

Satisfaction of employees towards their work depends on their salary and incentives to a large
extend besides other factors like better working condition, job security etc.,

88
 7. Would you recommend your relatives and friends to join
the organization?

Opinion Number of Percentage of

respondents respondents

Yes 58 82.9

No 12 17.1

Total 100 100

17%

83% Ye s

Analysis

From the above chart it is clear that around 82.9% of responses of employees recommend their
relatives and friends to join the organization and 17.1% have opposite opinion on this statement

Interpretation

Internal recruitment is important to have highly competent employees with reference to person
who works in the organization but it should be for certain extend . The recruiter should recruit
candidate from other sources also

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SUGGESTIONS & RECOMMENDATIONS
 Present employees of PLANETSPARKPvt. are satisfied with recruitment strategy of
company.

 Internal Promotions and job portals are mostly used as recruitment source.

 To some extent company has divided many criteria’s for sorting the candidate’s applications.

 Concerned department head should give special attention while selecting a candidate of the
department.

 Employees are in the favor of reference check after selection of candidate so it should be
properly inculcated.

 Job Analysis prior to recruitment can be improved for finding the better quality of
candidates.

 Succession Planning done in company can be improved.

90
LIMITATIONS OF RESEARCH
1- Error handling is not properly maintained

2- The collection of data can take a longer time.

3- Lack of accuracy.

4- More time consuming.

5- Limited Time period

6- Data collected may not be reliable and accurate.

91
 Conclusion
Training enables students to get them acquainted with the job and also to increase their aptitude
and skills. Such training gives the student an opportunity to get the knowledge imparted
internally. Since theoretical knowledge without practical knowledge is meaningless, such
training plays an important role. The study was done to find out the effectiveness of Staffing and
recruitment process in PLANETSPARK.

Recruitment is an important issue for any organization. It allows an organization to assess the
vacancy and choose the best personnel who will lead the organization in future. So, the
organization should give more emphasize on selecting a person. A person who can carry
forwarded the organization is their knowledge based efficient workers. So, we can easily find out
the human resource practice, staffing, recruitment and payroll process, employee satisfaction and
relations is a very developed and effective one. A PLANETSPARKshould analysis the staffing
process of other multinational company of home and abroad.

That can make PLANETSPARKin recruiting people and the company will get efficient
professionals, that will increase the productivity as well as revenue. To be successful the
dedication of Human Resource Management is very much needed. To compete in the national as
well as in the international markets in the adverse situations the HR manager work has become
much more difficult in today’s ever-changing business environment. Developing plans in the
dynamic situations demand critical analysis of the situation to the organization.

In this report, I have tried my level best to identify the whole staffing & payroll process used by
PLANETSPARKservices what and how they recruit and select the candidates for a job in the
organization. In this report I have implied my acquired knowledge from HR courses and try to
comply with the techniques and systems followed by the company. The Company should
concentrate on the services that they provide in the market towards the success. Recruitment of
all profiles and working in pressure and time management can be learnt.

Spectrum Talent Management is a comprehensive HR services company offering solutions

spanning the entire talent lifecycle including Recruitment, Onboarding, Payroll and Flexible
Staffing.

92
 BIBLIOGRAPHY

a) . Research Methodology by C.R. KOTHARI

b) K, Aswathappa Human Resource & Personnel Management, Tata McGraw-Hill

Publishing Co. Ltd., New Delhi, Eight edition

c) www.wikipedia.com

d) www.rediansoftare.com

e) Dessler Gary, Varkkey Biju, Pearson Publishing House , Fifteenth Edition

f) www.Talentmanagement.com

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Part-IV

ANNEXURE

94
 QUESTIONNAIRE

1) What is your opinion on the recruitment and selection process in Redian

Software Global?
a) Excellent b) Good c) Average d) None

2) Which of the following attracted you to apply for the job at Redian
Software Global?

a) Decent salary b) Opportunity for growth

c) Job security d) Identification with the company

3) What information does the recruiter provides to attract the candidates?

a) KSA required b) Salary package

c) Additional facilities d) Allowances and Fringe Benefits

4) Are your academic studies related to the work you perform?

a) Yes b) No

5) Which internal source of recruitment is followed by the company and given more
priority?

a) Internal promotion

b) Employee Referrals

c) Transfer

d) Job Posting

95
6) Are you satisfied with your present drawing salary and incentives?

a) Yes b) No

7) Would you recommend your relatives and friends to join the organization?

a) Yes b) No

96