University of Mysore Iii Semester Business Familiarization Report of Internship BATCH OF 2017 - 2019 ON Recruitment and Selection

BUSINESS FAMILARIZATION REPORT AT IKYA
UNIVERSITY OF MYSORE
III SEMESTER BUSINESS FAMILIARIZATION
REPORT OF INTERNSHIP
BATCH OF 2017 – 2019
ON
RECRUITMENT AND SELECTION
INTERNATIONAL INSTITUTE OF BUSINESS STUDIES 1

International Institute of Business Studies
BUSINESS FAMILIARIZATION REPORT ON
INTERNSHIP
AT
IKYA HUMAN CAPITAL SOLUTIONS

By
Jawalkar Suresh Dhanaraasi 17MB2871

Nikitha srivatsava 17MB2900
Navya shree A 17MB2898
Dhanya HS 17MB2858
Abu suvaileem M 17MB2840
III SEMESTER MBA
Guide
DR . SAMEER.R.PRADHAN
Business Familiarization Report of Internship submitted to the University
of Mysore in partial fulfillment of the requirements of III Semester MBA
degree Examinations – 2018

[Certificate from the Company]

[On the company’s Letter Head]
CERTIFICATE
This is to certify that ……………………………, MBA students of

International Institute of Business Studies, Bangalore, have successfully
completed on “Organizational Study” at IKYA HUMAN CAPITAL
SOLUTIONS from ------------------- to ------------------(mention date).
For [Company name].
[Authorized Signature & Seal]
[Name]
[Designation]

[Certificate from the Guide]
International Institute of Business Studies

Bangalore – 560 032
CERTIFICATE
This is to certify that this Internship Report on Organizational Study at

…………. [Name of the company in capital letters] is a bonafide study of
…………………. [Group member names], carried out under my guidance
and supervision.
Place : Bangalore
Date : [Signature of the Faculty Guide Name of the Faculty Guide]

DECLARATION
We hereby declare that this Business Familiarization Report of Internship

at IKYA HYMAN CAPITAL SOLUTIONS submitted in partial
fulfillment of the requirement for III Semester MBA Degree Examinations
2018 of University of Mysore through International Institute of Business
Studies, Bangalore is our original work and not submitted to any other
university. This work has been done under the supervision of
DR.SAMIR.R.PRADHAN
Place : Bangalore
Date :
[Name of the Team Members] [Reg. No.] [Signature of the Team Members]
Jawalkar Suresh Dhanaraasi 17MB2871

Nikitha srivatsava 17MB2900
Navya shree A 17MB2898
Dhanya HS 17MB2858
Abu suvaileem M 17MB2840

ACKNOWLEDGEMENT
We would like to place on record my most sincere and heart felt thanks to all those who
have helped guided and directed me to complete my Organization Study at IKYA
HUMAN CAPITAL SOLUTIONS, Bangalore.
We sincerely thank DR. SAMIR R PRADHAN for his expert guidance and support
towards completion of this project. We would like to Thank who had provided all the
required facilities to carry out the report work and nurturing my skills to execute the
requirement.
We would also like to express grateful thanks to all the respondents who helped us to
proceed at every step of a perfect destined life and favored me with their valuable
feedback about the survey and cooperation.
Last but not least our gratitude goes to all our family members and friends, who showered
upon us, their of good wishes and help, towards successful completion of this report.

CONTENTS
Certificate from the Company ………………………………………………..

Certificate from the Faculty Guide …………………………………………..
Declaration …………………………………………………………………….
Acknowledgement …………………………………………………………….+
1. Industry Profile …………………………………………………………….
2. Company Profile …………………………………………………………….
3. Organizational Hierarchy …………………………………………………
3.1. Organizational Chart ………………………………………………….
3.2. Product Profile ………………………………………………………..
4. Study of Functional Departments …………………………………………
4.1. Quality Department ……………………………………………
4.2. Finance Department ……………………………………………….
4.3. Marketing Department ……………………………………………
4.4. Human Resource Department …………………………………….
4.5. IT Department ……………………………………………………..
5. SWOT Analysis …………………………………………………………….
6. Summary of Findings ………………………………………………………
7. Conclusions and Suggestions ………………………………………………
8. Bibliography ………………………………………………………………...

1. INDUSTRY PROFILE
 Quess Corp Limited (BSE: 539978, NSE: QUESS), is India’s leading business
services provider. At Quess, They excel in helping large and emerging companies
manage their non-core activities by leveraging our integrated service offerings
across industries and geographies which provides significant operational
efficiencies to our clients.

 Quess has a team of over ~272,000 employees across India, North America, South
America, South East Asia and the Middle East across segments such as
Industrials, Facility Management, People Services, Technology Solutions and
Internet Business.

 Quess serves over 1,700+ clients worldwide. Established in 2007.

 Quess is headquartered in Bengaluru, India and has a market cap of over USD
2.4+ Bn as on June 30, 2018.Quess Corp is a step-down subsidiary of Fairfax
Financial Holdings Group; held through its Indian listed subsidiary, Thomas Cook
India Limited.
Scale of Business
Largest Staffing Team with 150000+ Associates,

10,000+ Hospital beds; 40,000 student beds & 200 Mn+ Sq.ft under management,
75,000 Telecom Towers, Force behind 1920 MW of power, 40 MTPA of metal and
4.5 MTPA of non-ferrous metals,
50,000 shipments per day across 36 cities
Skill development of over 40,000 students across 66 training
centres 1.50 lakhs Meals/Day
2.1 Mn Household Meter readings per month
On boarding of more than 2,00,000+ employees through Paperless On boarding
Platform.

Line of Business :
Industrials
Services include O&M of industrials assets, telecom & utility solutions, digital
infrastructure solutions, technology and consulting.
Facility Management
Services include facility maintenance, catering, smart security services and landscaping.
People Services
Services include general staffing, skill development, payroll & compliance and logistics
& warehousing.
Technology Solutions
Services include IT Staffing, IT Products & Solutions, Customer Lifecycle Management

and IT Break-fix & Managed Service.
Internet Business
Services include online compliance management and job portal management.
HUMAN RESOURCE:
Human resources is the department or division of a business, corporation, or

organization that manages all aspects related to its personnel, including recruiting
employees, training and career development, overseeing compensation packages,
managing benefits plans, and other duties that serve to maximize a company's business
and its employees' satisfaction with their jobs. Simply, the function of the human
resources industry is to produce competent personnel and to keep employees productive.
More than 800,000 people work in human resources and related fields today.
As an increasingly large portion of the U.S. economy has come to depend on service
industries—businesses in which the main product is not an item sold in a store but rather
is a set of actions performed for a client by the business's employees—the growth of the
human resources (HR) industry has increased proportionally. Meeting these increased
demands has resulted in the field of human resources evolving from its early role whose
primary responsibilities included hiring and training workers, managing a company's

payroll, and dealing with labor issues to now being charged with a broader, more
conceptual, and strategic set of responsibilities that may include setting up job
classifications and employee benefits systems or working with top management to
develop plans to optimize use of company employees. In large, multinational
corporations, an international human resources department is often created to meet the
needs of U.S. citizens working in foreign countries, as well as people from other countries
working in the United States.
Human resources professionals are generally employed in one of two major areas:
large or medium-sized companies in any kind of industry; and personnel consulting firms
that help other companies find qualified employees, both on a permanent and temporary
basis. Any organization with many employees, whether a bank, oil company, or fast food
restaurant, needs personnel specialists. Employment agencies, executive placement
services, temporary help services, labor contractors, and registries for chauffeurs,
household workers, models, nurses, ship crews, and teachers also need HR professionals.
Human resources encompasses a variety of jobs, including human resources

generalists, employment and placement managers, employer relations representatives,
personnel managers, industrial relations directors, job-development specialists, job
analysts, compensation managers, training instructors, benefits managers, employee
health-maintenance specialists, mediators, and employment, placement, and recruitment
specialists. Other occupations in HR include ergonomists, employment firm workers, and
career and employment counselors and technicians.
What is involved in an HR position?
Jobs in HR can involve all aspects of looking after the organization’s staff – from the
process of hiring and recruitment, to ensuring staff are well trained and working in a safe
and accessible environment, as well as processing leave and other entitlements and
compensation and managing employee performance. Each of these roles involves a
balance of being organized and goal focused, while also engaging with a diverse range of
people. For example, the process or recruitment involves having a clear understanding of
the goals of the organization and the types of people they might be looking for to help
them achieve them, and the ability to ensure the selection process highlights the skills and
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INTERNATIONAL INSTITUTE OF BUSINESS STUDIES
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personalities the organization is after. It also involves a high degree of organization,

including processing applications, scheduling interviews and making sure the process
runs smoothly so your employer can find the best staff.
For some organizations HR work is done internally, while others engage external HR
service providers to manage some elements of their HR needs such as recruitment,
roistering or training. Working for an organization that specializes in HR can be a good
way to ensure diversity in your work and develop your skills in the area, and the type of
organization you would like to work for is an important consideration when thinking
about a job in HR.
It’s also good to think about the areas you might like to specialize in. Employee
relations, business management, recruitment, and employee benefits and compensation
are all areas of specialization. More general positions include HR managers,
administrators, operations managers, and coordinators – who each have particular
responsibilities within the organization.
What types of people are suited to work in the HR industry?
If you enjoy solving problems, are a team player and enjoy working with people, then
chances are you’re well suited to a career in HR. However, people skills aren’t the only
asset in this profession. Having initiative to design or implement projects, or the
resourcefulness to solve problems are also important. Being familiar with guidelines and
internal policies is another part of work in HR, as HR staff is often responsible for making
sure these are practiced and implemented across the organization. Occupational Health
and Safety policies are one example of the type of policy an HR officer might be required
to implement. This may include processing reports of OH&S hazards, responding to
complaints, or designing and running training so that all staff is able to do their work
safely. Other important practices in HR include being able to listen to and engage with all
staff, from Directors to temporary workers. HR professionals need to be able to process
information efficiently to achieve results. Discretion and tact are also important personal
attributes, as HR professionals may be required to respond to private concerns of
employees, or to investigate reports or complaints.
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At the end of the day, many of these skills can be developed as you work in the industry.
The most important question when considering a career in HR is whether the tasks and
skills described in this article sound like challenges you would enjoy, and work you
would find satisfying. If you enjoy working with people, are friendly and approachable,
enjoy being organized and are happy to keep learning, then you already have the basics
sorted.
2. COMPANY PROFILE
IKYA Human Capital Solutions is the fastest growing HR solutions provider in India.
Headquartered at Bengaluru, we provide world class HR services through our company
owned offices across India to over 5000+ locations, including leading MNCs and large
Indian firms across industries,, the Group has revenues of over Rest. 2200 cores and
employees approximately 80,000 employees. IKYA operates in more than 23 cities in
India and also has presence in South East Asia & Middle East. IKYA is a part of $36
billion Canadian multinational, Fairfax Financial Holding Group, held through its Indian
listed subsidiary.
Recruiting and retaining the right talent is critical to the stability and success of any
organization. At IKYA this is what we do the best. They help nearly 60,000 professionals
enhance their careers every year.
Regardless of whether your company is looking for leaders, managers or front line
employees, They have the experience, expertise and depth of knowledge to find you the
best talent. Our team of over 300 consultants comes with varied domain & industry
expertise and is focused on hiring the right people for your organization.
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IKYA is derived from the Sanskrit word – “Aikya”, meaning “Oneness” and
“Integration”. It also stands for uniqueness. It represents the unity of its people for a
single great cause – the oneness that can empower and change people’s world – by
creating a positive impact on the lives of its employees, candidates and clients.
IKYA is a division of Quests Corp Limited, India’s largest business services Provider.
The Company was formed by a group of professionals with in-depth industry experience
and the objective was to become a leading player in the Business Services space. Today,
the company is well on its way to achieving this objective with IKYA and its subsidiaries
holding either an industry leadership position or being the fastest growing company in
their domain: India’s fastest growing HR Services and General Staffing Company
IKYA Human Capital Solutions Ltd. (www.ikyaglobal.com) India’s largest IT Staffing

Company
The Company was formed by a group of professionals with in-depth industry experience
and the objective was to become a leading player in the Business Services space. Today,
the company is well on its way to achieving this objective with IKYA and its subsidiaries
holding either an industry leadership position or being the fastest growing company in
their domain: India’s fastest growing HR Services and General Staffing Company
IKYA Human Capital Solutions Ltd. (www.ikyaglobal.com) India’s largest IT Staffing

Company.
Additionally They have also expanded our product suite to include a ‘Train and Deploy
Model’ through Public-Private Partnership (PPP) Program with Central and State
governments. These programs are branded as IKYA Parivartan, and we are on target to
train 20,000 youths, who are currently below the poverty line from rural and semi urban
areas, over the next 2 years. (www.ikyaparivartan.com) Our Services: They offer a
catalogue of specialized services in IT Services: Professional Staffing HR Services:
Executive Search for CXO Level, Recruitment, General Staffing & Skill Development
Asset Management Services Recognitions by Media and Business Community.
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VISION:
 To be a global company that provides world class customer experience while

continuously working towards creating better lives.

 Towards fulfilling the vision, it is our purpose to ensure that:

 They delight our customers by focusing relentlessly on execution and adding
value to their businesses.

 Strive to deliver superior returns to shareholders by being the business service
partner of choice to companies.

 Inspire people to do their best. Offer opportunities for personal development and
enable them to realize their full potential.

 Establish trust and build relationships with all stakeholders—customers,
employees, partners and shareholders—keeping integrity at the core of who they
are.
MISSON
 They are committed to building organizations and careers by providing premium

integrated human capital solutions based on mutual respect trust and integrity.
VALUES
IKYA’S values: IKYA’S core values inspire our work ethic.
People-centric: They recognize that strength and competitive advantage will always be
People. They provide opportunities for them to grow and continually improve to make
their lives better.
Customer Focus: They are organized around the customer, from understanding the needs
behind a specific requirement to making sure it is implemented and delivered on time.
Growth: Growth is the basis of our success. Growth comes from identifying key
opportunities, making right investments and fostering the spirit of entrepreneurship within
the company.
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Leadership: They believe in creating world-class leaders in every aspect of business and
in developing team leadership skills at every level; in management performance; in the
way they execute, deliver and partner with customers.
Agility: Operational agility is competitive advantage. Ability to respond to change

identifies opportunities, drive productivity and focus on getting things done.
Execution: challenge to execute flawlessly and to consistently deliver the highest quality
of service to clients.
Integrity: They are committed to the highest standards of ethics and integrity. As they
discharge responsibilities, and do what is right and not what is easy.
IKYA has 5 business verticals namely
 Industrials,

 Integrated Facility Management,

 People Services,

 Global Technology Solutions

 Internet Business.
They provide challenging responsibilities, learning opportunities and reward

performance.
IKYA is a Human Resource services company that does contract staffing for the established
companies. Amazon Delivery men, Samsung mobile phones demonstrators, etc. are a few
examples of the third-party contracts that IKYA indulges into. IKYA, from doing permanent
recruitment in middle-level management to leadership and board level management, also
does background checks like criminal records, academic history, etc.
IKYA is a Human Resource services company that does contract staffing for the established
companies. Amazon Delivery men, Samsung mobile phones demonstrators, etc. are a few
examples of the third-party contracts that IKYA indulges into. IKYA, from doing permanent
recruitment in middle-level management to leadership and board level management, also
does background checks like criminal records, academic history, etc.
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Peoples and Services segment known as IKYA retained a brand which is an IT staffing
company named Magna and acquired new brands like Avon (Facilities Management)
and Hofincons (Asset Management Group) all held under Quess Corp.
Hence, Quess was created to hold these acquisitions and new companies under one
name. Thus, IKYA becomes the HR services company under Quess Corp and Quess
becomes the holding company.IKYA is a provider of temporary staffing solutions for
retail, logistics and manufacturing sectors.
SUCCEEDING AT IKYA HUMAN CAPITAL SOLUTION:
Achievements:
Ikya Human Capital Solutions, has acquired Hyderabad-based IT staffing

company Magna Infotech in an Rs 100-crore deal. Ikya, backed by private equity firm
India Equity Partners, is headed by former People One founder Ajit Isaac.
Magna Infotech is a technology staffing firm with over 5,000 staff. The combined entity
will become one of the leading staffing players in the country in terms of size and
range of services offered, said a statement. The company offers IT staffing solutions to
232 blue chip clients.
Ikya has followed an inorganic growth strategy with several other deals in the past. Last
year, Ikya acquired Co achieve Solutions, a Delhi-based if offering recruitment services
to IT and ITES space.
In 2008, it acquired facilities management firm Avon Management Services. Ikya has
raised private equity funding of $8 million in 2008 from India Equity Partners (IEP), a
private equity fund focused on India. IEP, together with Ajit Isaac, holds majority
shareholding in the company.
Ikya offers services in several verticals including engineering, manufacturing process and
infrastructure; consumer services, retail and telecom; banking and financial services; and
technology services encompassing IT and ITES. Ikya competes with players like Team
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Lease, which is backed by Gaja Capital Partners. Grant Thornton India was the sole
strategic and financial advisors to Magna Infotech on these transactions.
Mr. Jaison Jose, Associate Search Partner, IKYA, a part of the Executive Search Team
that helps young entrepreneurs seek investment for their business ideas and startups
explains in detail the growth of IKYA Human Capital Solutions, and it’s’ holding company
Quess Corp. He also talks about how IKYA is different from Quess Corp and
what do they envision for IKYA in the coming decade.
3.ORGANIZATIONAL HIERARCHY
In any organization, human resource is one of the most important departments. To run
a large and successful business, these professionals acquire, develop and maintain a wide
range of resources. Every organization needs good employees who have the right skills
and experienced enough to achieve the company’s goal. Human resource management
hierarchy has an arrangement in which all professionals are given specific jobs in order to
get the productive results for the organization.
Basically, human resource professionals interact with people and perform interviews to
hire officials for the company. Human resource management (HRM) focuses on the
people aspect for the organization and ensures to hire the efficient people. The main
responsibility of human resource management is to choose the right candidate and deliver
its overall business plan.
There are numerous job levels in the human resource management hierarchy and all
these are explained below in brief. Here it is starting from the highest management level
and the lowest one is at the end. Just have a quick look –
Senior Level Human Resource Jobs
This is the top level in the human resource management hierarchy. Human resource
professionals at this level are responsible for all decision-making processes. Professionals
reach at this level with their strong dedication and years of experience. Various job
profiles in the top level human resource management hierarchy are as follows:
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 HR Director

 Chief Human Resource Officer

 HR Generalist

 General HR Manager

 HR Branch Manager

 Deputy Director legal and payroll

 Assistant HR Manager
Middle Level Human Resource Jobs
In the middle level of HR, the professionals play vital role for supporting and
encouraging the employees. These professionals arrange the motivational seminars and
leaderships programs for lower level HR staff. They also organize training session for
trainees. These professionals tackle all issues for the employees like salary, increment and
growth. Following few job profiles are mentioned which come under this level hierarchy.
 Senior Executive HR


 Assistant Director

 Personal Manager

 Personal Manager International Relation

 Personal Manager Welfare and Benefit

 Personal Manager training

 Executive HR

 Associate Executive HR

 HR Administrator

 Assistant HR Administrator

 Staffing Manager

 Wage & Salary Administrator

 Human Resource welfare Administrator

 Industrial Relations Manager

 Training & Development Manager

 Industrial Safety Analyst

 Human Resource Safety Manager
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Entry Level or Operational Level Human Resource Jobs
The professionals at this level join the organization after their bachelors or masters
degree. All human resource professionals in operational level have a strong command
over their subject. These entry level professional perform according to their seniors. They
can always discuss their working issues with the mid level professionals. In this level of
human resource management hierarchy, there are many different profiles which have
different role for all employees and described below:
 Employment Manager

 HR Manager

 Recruiter

 HR Analyst

 HR Associate

 HR Assistance
MANAGING
DIRECTOR
MARKETING
FINANCE OPERATIONS HRM
DIRECTOR
DIRECTOR DIRECTOR DIRECTOR
MARKETING FINANCE PRODUCTION HR

MANAGER SUPERVISORS TEAM LEADERS MANAGER
ACCOUNTS PRODUCTION SENIOR HR TEAM SENIOR

SALES TEAM
ASSISTANTS TEAM MEMBERS LEADS RECRUITERS
IT RECRUITERS
NON IT
RECRUITERS
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Ajit Isaac He is the chief executive officer of IKYA. He is a Passionate recruiter and
recruitment evangelist , and he is currently in charge for developing company strategy ,
operations and ensuring customer delight .His core expertise is in building strong business
and delivery models around recruitment , in his entire career span he has successfully
built partnerships with clients by offering effective and efficient hiring solutions. . Ajit
Company engages in business activities in startup and product development hiring.
The company employs over 30,000 people with a budget that rivals the GDP of some
third-world countries. Needless to say, running a company of this size requires a high
degree of organization and management. This is where hierarchy comes in.
Hierarchy is a way to structure an organization using different levels of authority

and a vertical link, or chain of command, between superior and subordinate levels of the
organization. Higher levels control lower levels of the hierarchy. You can think of an
organizational hierarchy as a pyramid. The highest level of authority is at the top of the
pyramid, and orders flow from this top level down to the next level where it continues to
move on down until it reaches the level where the order is supposed to be carried out.
Information and directions flow vertically in a hierarchical structure. Information

flows up through each level until it reaches the top. After all the information has been
received and assessed, a decision will be made at the top and will flow down through the
levels of the hierarchy until it reaches the level where the decision will be implemented.
Also, note that the top level of the hierarchy often coordinates all the activities and
communication of the various parts of the organization.
Let's look at an example. Ajit has received a report from his research and
development division that a new cleaning solvent has successfully passed all regulatory
requirements and is ready to be produced and marketed to the public. Ajit sends directions
to his vice president of finance to prepare a budget for financing the production and
marketing of the new chemical. He directs his marketing VP to have a marketing plan
developed and his VP of production to develop a production schedule based on the
projected budget received from the finance VP.
Each VP will delegate part of their task to their respective department heads who may, in
turn, delegate some tasks to their supervisors. Once the task has been completed, the
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information will flow back up through the hierarchy to Ajit where it will be assessed and
further decisions will be made.
3.1 ORGANIZATIONAL CHART:
1. Recruitment:
Recruitment is a vital task for HR department because it determines what kind of people
will work for the company – whether they have the right knowledge and skills, and
whether they are suitable for the position or not. To accomplish this mission, they HR
department need to develop and execute quality recruitment strategies to ensure that
recruitment meets all affirmative action commitments.
2. Compensation and Benefits:
HR manager needs to establish strategic compensation plans, ensuring wages and reward
programs are administrated equally throughout the workforce. They need to provide
employees with benefit options, including health insurance, retirement planning, life
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insurance, etc. What’s more, they are responsible for authorizing salary changes, position
changing an election.
3. Employee Relations
HR department is also responsible for investigating and solving employee complaints,

conflicts and concerns. Many possible issues might arise in a company. For example, an
employee is not satisfied with his performance assessment result and seeks for revision. If
this kind of circumstance happens, the HR department needs to research on this issue, and
solve the problem by negotiating with his superior.
4. Training and Development
Through effective training, employees could enhance their knowledge, skills and work
abilities, so that they can improve their job performance. Human resource department
conduct needs analysis to decide what training is necessary to improve performance and
productivity.
5. Workforce Safety
HR department needs to ensure every staff working in a safe environment. It’s their
obligation to research and develop safety policies for the company that is in compliance
with state and federal laws and regulation. They need to identify unsafe conditions and
make clear notice on potential dangerous matters such as dangerous equipment, chemical
drugs, radioactive substances, etc
3.2 PRODUCT PROFILE
Ikya offers their clients solutions across diverse staffing requirements by providing
contractual or temporary staffing tailor-made solutions. As on 30th Sep 2017 1,30,000+
associate are deployed with 600+ clients in general staffing across 550 cities and towns.
They work with clients across multiple industry sectors like Retail, Telecom, FMCG,
FMCD, E-commerce, BFSI, Manufacturing, Agro and Agriculture, Healthcare, Life-
sciences, Pharma, Hospitality, Education.
They expertise in sourcing and retaining highly-skilled teams for projects of all sizes for
our client-base. Their teams employ essential recruitment and selection tools to deliver
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excellence across various activities in the human resource management and outsourcing
industry.
SERVICES PROVIDED:
 Recruitment and transfers/migration

 Payroll management

 Statute & compliance management
Grievance management

 Engagement programs
Exit formalities

 Talent Acquisition: Assignment based recruitment of key talent for organizations
across industry, domain and levels.

 Turnkey Recruitment Projects: End-to-end recruitment and staffing solutions that
operate on strict SLAs and time bound services. Everything including the
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recruitment need analysis, sourcing and market pool availability, interview and
offer management, on-boarding assistance and many more.
 Project Based Recruitment: This is a cost-effective option to address talent needs

under short timelines. We have the ability to service customers for the their
recruitment and staffing across India quickly without the compromise of quality
helping our clients build scale effectively and efficiently.

 Outplacements: Helping organizations to find the right jobs for their employees in
situations of recessions, retrenchment etc.

 Our other services include, resume building, identifying options, coaching and
guiding, interviews etc.

 Combined with the ability of the recruitment system and our relationships with
clients we can help your employees find alternatives careers.

 Recruitment Process Outsourcing: IKYA delivers comprehensive recruitment/HR
process outsourcing services to companies.

IKYA offers turnkey staffing solutions based on the project requirement.

 Projects executed by IKYA Include:
Summer internship programs

 Rural recruitment initiatives

Offer management solutions for IT companies
INTRODUCTION TO RECRUITMENT
 Recruiting is the process by which organizations locate and Attract individuals to

fill job vacancies .Most organizations have a continuing need to recruit new
employees to replace those who leave or are promoted, to acquire new skills, and
to permit organizational growth.

 Recruiting is an even more important activity when unemployment rates are low
and economic growth is strong, as firms compete to attract the qualified
employees they need to succeed.

 Recruitment follows HR planning and goes hand in hand with the selection
process by which organizations evaluate the suitability of candidates for various
jobs.
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Without accurate planning, organizations may recruit the wrong number or type of
employees. Without Successful recruiting to create a sizable pool of candidates, even the
most accurate selection system is of little use.
Recruitment is the process of gathering a group of qualified applicants. It includes tasks

like writing a job description and job postings, and going through the steps of posting it
internally (e.g. bulletin boards, intranet, email notification), externally (e.g. newspaper
ads, temp agencies, internet), or both.
Selection is the process designed to determine the most qualified candidate from the
group of applicants. It includes tasks like reviewing resumes, interviewing, work related
testing, reference checks and the final employment offer.
Performing today’s HR Recruiter function has not significantly changed. Infact, the job
of a HR Recruiter has increased considerably due to constant business
Requirement to recruit and retain a diverse workforce. HR Recruiting Functions and

Recruiters in most organizations are faced daily with time consuming transactional tasks
such as, prescreening thousands of resumes, preventing them from focusing on more
strategic activities such as, building solid relationships with qualified candidates and
hiring managers. Many HR Recruiting Functions and Recruiters are experiencing
additional administrative challenges, with very little opportunity to learn the required
strategic behavior that will significantly improve their value, productivity, performance
and career growth. Optimizing HR recruiting productivity and performance requires
aligning your daily activities to the company’s core business competencies and strategy,
while improving upon those skills that not only add value, but also enhances our ability to
be viewed as a Strategic HR Recruiting Function and Recruiter in the eyes of every hiring
manager we serve. The goal is to help the Strategic HR Recruiting Function and
Recruiters gain a basic understanding of what it takes to easily achieve individual and
strategic hiring breakthrough performance results now and into the future.
Recruiting is the process by which organizations locate and Attract individuals to fill
job vacancies .Most organizations have a continuing need to recruit new employees to
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replace those who leave or are promoted, to acquire new skills, and to permit
organizational growth.
Recruiting is an even more important activity when unemployment rates are low and
economic growth is strong, as firms compete to attract the qualified employees they need
to succeed.
Recruitment follows HR planning and goes hand in hand with the selection process by
which organizations
Evaluate the suitability of candidates for various jobs and Without accurate planning,
organizations may recruit.
The wrong number or type of employees. Without Successful recruiting to create a

sizable pool of candidates, even the most accurate selection system is of little use.
Recruitment tends to be studied only for the practitioner purposes and there evidence of
any overarching theory. In the majority of cases the focus has been on selection with
recruitment coming second. Recruitment can be defined, as a process of searching for and
obtaining the potential job candidate in sufficient numbers and quality so that the
organization can select the most appropriate persons to fill the job needs. Hence
Recruitment is the process of finding and attracting capable candidate applicants for
employment. The process begins when new recruits are sought and ends when their
applicants are submitted. Normally recruiters follow several steps. They identify job
openings through human resource planning or request by the managers. The human
resource plan can be especially helpful because the recruiters will know the present as
well as the future requirement.
Objectives of recruitment
Recruitment is done to achieve the following objectives
To attract people with multidimensional skills and experiences that suits the present and
future strategies.
To develop an organization that attracts competent people in the company.
To search for talent globally and not just within the company.
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To anticipate and find people for positions that does not exist yet.
Sources of recruitment
Sources of recruitment are those, where the prospective employees are available like
Employment Exchanges while Techniques are those which stimulate the prospective
employees to apply for the jobs like nomination by employees, advertising, promotion
and the like. The sources of Recruitment are broadly classified into two types.
 Internal Sources

 External Sources
External Sources are those, which are outside the organization pursuits, and Internal
Sources are those within the organization pursuits.
Internal Sources include:
 Present permanent employees


 Present temporary employees

 Retrenched or retired employees

 Dependents of Deceased, Disabled, Retired and Present Employees.

 External Sources include;

 Campus recruitment

 Private employment agencies/consultants

 Public employment exchange

 Professional associations

 Data banks

 Casual applicants

 Similar organizations

 Trade unions
Methods of Recruitment:
They follow the following methods of Recruitment
 Consultants
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 Advertisements

 Applications received

 Referrals
Consultants:
The Consultants are hired to perform the task of recruitment and selection: nowadays the
trend of outsourcing is followed to reduce the job of the HR department. The HR
department may be engaged in other jobs at such a time the organization goes in front he
consultants as they too are proving to be beneficial in providing the employees as
required. The consultants send some candidates to the organization and the HR will
choose the best from them. That particular candidate will be taken for a particular project
and after the completion of that particular project the employee will leave the job.
Internet:
The company will select required candidates through internet by searching resumes in job
portals like Naukari.com, monster.com, timesjobs.com like this they will select the
candidates according to the requirements what actually needed. Candidates profile should
match the company profile these kind of candidates are called to attend interview.
Application Received:
The company goes through the application, which it must have received as a response to
the earlier advertisements. If the HR department finds any candidate’s application, which
matches the present requirement in the
Organizations, then those candidates are called for the selection. Here the candidate is just
called fort the selection process but he is not assured to get a job. If he gets through the
selection process with good results then he will be given the job.
Referrals:
The management gives the employees also an opportunity to refer some of the candidates
to the management. They will not be guaranteed a job but they have the chance to attend
the interview. It is assumed that the top management and the middle management will
refer only those people who deserve it. The candidates have to undergo through the usual
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process of selection, as such no special importance will be given to them. They have to
prove their worth, this is done because the management wants to get the best employees,
and they want only those candidates who come in the merit list.
Database:
The employees, who apply for the job in response to the advertisements, will be in a large
number. The 1applications given by these candidates is not discarded because the
organization believes that all the candidate have the potential to do best but the problem is
at that particular time they may not be able to perform due to some reasons. This database
is used as and when required by the company believes that information is as treasure,
that’s the reason for them to maintain a database.
Screening:
Screening of the candidates is done when many numbers of employees have applied for
the job. Here a set of standardized questions are asked, it helps to quickly identify the top
candidates no matter how big the pool of employees is. Screening is used for all sorts of
positions. Screening is included in the price of a job posting; there’s no additional fee for
screening to any posting. Screening helps to know, what are the achievements of a
candidate? What are his communication skills. He is given situations and asked to take
decisions. Thus the screening process helps to reduce the pool of employees and also
helps to select the best among the present employees.
Schedule Interview:
The interview is conducted for the employees, the employee is asked to speak on the
subject, which he prefers. He is also asked to speak about himself, so that the HR head
knows how well he can present himself.
Sometimes the candidate is also asked to give presentation so that the interviewer
understands the capability of the candidate. How well he can convince the others is taken
into consideration. His leadership qualities, whether he is initiative is also seen and then
the candidates are short – listed.
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Final Interview:
The GEC members and also the HR Head conduct the final interview. The GEC members
are expertise in their respective fields. They ask questions to the candidate regarding his
subject, to know the depth of his subject knowledge. They ask technical questions also.
He is asked questions like why he chose that company. What was his previous
experience? Etc.
Salary and offer:
Here the candidate is offered a particular salary and if that is fine with the new recruit
then it is fixed to pay that much or else they negotiate and come to a decision.
Candidate joins:
The candidate is given the appointment letter and asked to join on a particular date and
the candidate joins. Even if the candidate is not able to join on that particular date he is
give time of a week. Then he has to join or else the appointment is cancelled and they
search for other employee.
Ikya offers their clientele solutions across diverse staffing requirements by providing
contractual or temporary staffing tailor-made solutions. As on 30th Sep 2017 1,30,000+
associate are deployed with 600+ clients in general staffing across 550 cities and towns.
They work with clients across multiple industry sectors like Retail, Telecom, FMCG,
FMCD, E-commerce, BFSI, Manufacturing, Agro and Agriculture, Healthcare, Life-
sciences, Pharma, Hospitality, Education.
They expertise in sourcing and retaining highly-skilled teams for projects of all sizes for
our client-base.. Their teams employ essential recruitment and selection tools to deliver
excellence across various activities in the human resource management and outsourcing
industry.
 Recruitment and transfers/migration


 Payroll management

 Statute & compliance management
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 Grievance management

 Engagement programs

 Exit formalities
And the other services are given below :
Services:
 Talent Acquisition

 Assignment based recruitment of key talent for organizations across industry,
domain and levels.

 Turnkey Recruitment Projects

 End-to-end recruitment and staffing solutions that operate on strict SLAs and time
bound services. Everything

including the recruitment need
analysis, sourcing and market
pool availability, interview and
offer management, on-boarding
assistance and many more.

 Project Based Recruitment
This is a cost-effective option to address

talent needs under short timelines. We
have the ability to service customers for
the their recruitment and staffing across
India quickly without the compromise of
quality helping our clients build scale
effectively and efficiently.
Outplacements Helping organizations to find the right jobs for their employees in
situations,
Our other services include, resume building, identifying options, coaching and guiding,
interviews etc.
Combined with the ability of the recruitment system and our relationships with clients we
can help your employees find alternatives careers.
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Recruitment Process Outsourcing
IKYA delivers comprehensive recruitment/HR process outsourcing services to

companies.
IKYA offers turnkey staffing solutions based on the project requirement. Projects
executed by IKYA Include:
 Summer internship programs


 Rural recruitment initiatives

 Offer management solutions for IT companies

 Sales management for in-shop demonstrators

 Sales management project for agriculture commodities
IKYA provides clients with transparent and secure solutions for handling payroll
processing. We provide specialized services for:
 Data security and back-up


 Payroll and wage management system for data processing on a robust technology
platform

 Customized value-added features as per clients requirement
which provides innovative out of the box turnkey solutions to customers for addressing
their complex hiring challenges. We are promoted by alumni of IIT’s, NIT’s & IIM’s with
deep technological and Managerial strength that helps in better understanding of
customer’s resource requirement. We have specialized in solving hiring challenges in
companies (both Product and Services) since 2005 and have partnered with 300+
companies.Ikya provides customized recruitment solutions based on needs of our client,
our bouquet of offerings cover Permanent Staffing, Contract Staffing, RPO, Executive
Search, Technical Assessments, Background Verification’s and many more.
IKYA has a dedicated team of domain expert recruiters delivering quality recruitment and
staffing solutions. They have successfully implemented recruitment practices across
industries, servicing leading MNC and Indian organizations
 Retail
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 Telecom

 FMCG

 FMCD

 E-commerce

 BFSI

 +Manufacturing

 Agro and Agriculture

 Healthcare

 Life-sciences

 Pharma

 Hospitality

 Education

4. FUNCTIONAL DEPARTMENTS
Functional areas are teams of employees who have similar skills and expertise.
Grouping of individuals on the basis of the function each performs in the organization,
such as accounting, marketing, manufacturing. Grouping of activities or processes on the
basis of their need in accomplishing one or more tasks.
Main functional departments are:
 Quality department

 IT department

 Finance department

 Human resources department

 Marketing department

4.1 QUALITY DEPARTMENT
Quality management is a recent phenomenon but important for an organization.

Civilizations that supported the arts and crafts allowed clients to choose goods meeting
higher quality standards rather than normal goods. In societies where arts and crafts are
the responsibility of master craftsmen or artists, these masters would lead their studios
and train and supervise others. The importance of craftsmen diminished as mass
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production and repetitive work practices were instituted. The aim was to produce large
numbers of the same goods. The first proponent in the US for this approach was Eli
Whitney who proposed (interchangeable) parts manufacture for muskets, hence
producing the identical components and creating a musket assembly line. The next step
forward was promoted by several people including Frederick Winslow Taylor, a
mechanical engineer who sought to improve industrial efficiency. He is sometimes called
"the father of scientific management." He was one of the intellectual leaders of the
Efficiency Movement and part of his approach laid a further foundation for quality
management, including aspects like standardization and adopting improved practices.
Henry Ford was also important in bringing process and quality management practices into
operation in his assembly lines. In Germany, Karl Benz, often called the inventor of the
motor car, was pursuing similar assembly and production practices, although real mass
production was properly initiated in Volkswagen after World War II. From this period
onwards, North American companies focused predominantly upon production against
lower cost with increased efficiency.
IKYA has a dedicated team of domain expert recruiters delivering quality recruitment and
staffing solutions. They have successfully implemented recruitment practices across
industries, IKYA Human Capital Solutions is a first of its kind human resource
recruitment organization in India dedicated to helping clients build their talent pool. Our
team of professional recruiters, some with over a decade of experience in the human
resource industry, complimented by deep domain expertise in recruitment and selection
are capable of delivering recruiting services of the highest quality with end-to-end
support.
4.2 IT DEPARTMENT:
 This department looks after operations of the business. If the business wants to run
successfully the efforts of this department also plays an important role. They mainly
involve:

Creating offer letter for selected candidates

 Contact with candidates regarding documents required for onbording

 Solve technical issues

 IT sector also involve in digital marketing like SMS blast about job availability.
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4.3 FINANCE DEPARTMENT
The business functions of a finance department typically include planning, organizing,

auditing, accounting for and controlling its company's finances. The finance department
also usually produces the company's financial statements.
The average Ikya Human Capital Solutions Pvt Ltd salary ranges from approximately
2,18,156 per year for Fraud Analyst to 14,49,139 per year for Procurement Specialist.
Salary information comes from 255 data points collected directly from employees, users,
and past and present job advertisements on Indeed in the past 36 months.
Accounts Payable (money out) – In order to maintain great relationships with vendors
making sure that everyone gets paid on time is a vital role. The role of the accounting
department includes keeping an eye on opportunities to save money, for example,
determining if there are discounts or incentives available for paying certain vendors more
quickly. At the very least, AP should be scheduled to assure that the least amount of
money has to go out per payment, i.e., no late payment charges
Accounts Receivable and Revenue Tracking (money in) – Another critical duty of the
accounting department is to account for and track receivables, including outstanding
invoices and any required collection actions. Accounts receivable is responsible for
creating and tracking invoices. The responsibility here includes assuring that customers
pay those invoices on time, so a system of friendly reminders is crucial.
Payroll – Payroll is a critical function of the accounting department and includes making
sure all employees are paid accurately and timely. In addition, proper tax is assessed and
tax payments are on time with state and federal government agencies.
Reporting and Financial Statements – The primary reason you collect data properly in
your accounting software is to prepare financial reports that can be used for budgeting,
forecasting and other decision making processes. In addition, these and other reports are
needed for communication to investors, banks and other professionals that play a role in
the growth of your business.
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Financial Controls – Financial controls include reconciliations, dividing the

responsibilities and following the GAAP standards of accounting principles, all of which
are implemented with view toward compliance, fraud and theft prevention. The role of the
Controller is to ensure procedures are set up properly to manage that process without
errors.
Duties of the Finance Department include:
 Controlling expenditures and obligations (including operating expenses, debt,

payroll)

 Receipting and depositing all revenues.

 Managing the investment of all monies.

 Accounting for all assets and capital project expenditures.

 Internal and external reporting

 Payroll management of candidates

 Maintaining petty expenses and keeping records

 Risk management by forecasting future

 Framing a strategy for cost reduction

 Maintaining proper books of accounts
4.4 Marketing department
The department which brings in revenue to company in terms of Sales. The team
feels very comfortable to Market and Sell the product of the company which is complete
BMS to the customers.
The primary target for the company is Online Promotion &Advertisement. They
primarily do research about the clients whom they target and collect extensive data about
the end customize their pitch according to them and start discussing with the clients.
Once the clients start showing interest to the product, they fix an appointment with
them and the product demonstration is done. The budgetary quote is made and disclosed
with the clients and rest of sales process continues after that in continuation to
negotiation, actual quote and final sales order and agreement.
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This department plays a very important role in an organisation in order to reach goal
objective and target. In IKYA marketing department plays a crucial role in souring the
right candidates for right job. This department contains a set of employees who are highly
professional in marketing field, those marketing expertise create awareness about various
job available to job seekers.
The top 10 competitors in IKYA's competitive set are Human Capital
Solutions, Ikya, Feuji, Onboard Professional, TeamLease, Randstad, Alp
Consulting, Addeco, Randstad and The MobileStore. Together they have
raised over 50.5M between their estimated 44.7K employees.
They mainly involve in:

 Publicity about job availability

 Influence candidates to apply for job

 Involve in field work and search for candidates in required locality

 Help the clients to recruit required number of candidates at right time.



4.5 Human Resource Department
Recruitment
The success of recruiters and employment specialists generally is measured by the

number of positions they fill and the time it takes to fill those positions. They don’t leave
talented unattended. They find the young talents and make them proud to say that we
work in heritage.
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Safety
Workplace safety is an important factor. Only in uncertain situations people will think of
safety but there is no kind of situations arises in the organization. Employees work with
very comfort zone.
Employee Relations
Employee relations are the HR discipline concerned with strengthening the employer-
employee relationship through measuring job satisfaction, employee engagement and
resolving workplace conflict. The relationship between the employee and the
management is friendly in nature so that the employees are free to reach the top
management anytime regarding any issues. And the rest of the employee’s they contribute
together as one team.
Compensation and Benefits
Employees get what they are confessed on time. They don’t get down in terms of
compensation and other benefits which they are supposed to get as remuneration for the
work.
Training and Development
Employers must provide employees with the tools necessary for their success which, in
many cases, means giving new employees extensive orientation training to help them
transition into a new organizational culture. The employees get trained before they are
assigned to the work and they are given consistent guidance from their respective
managers in all areas.
Performance Management
Performance Management can be defined as 'an ongoing and continuous process

of communicating and clarifying job responsibilities, priorities, and performance
expectations in order to ensure understanding between supervisor and employee.
An important aspect of performance management involves designing specific
measurable indicators as a means of gauging progress. Outcome indicators are not to be
confused with actual outcomes, although both are pertinent to measuring progress.
Outcome indicators are assigned a specific numerical measurement "that indicates
progress toward achieving an outcome," but are not the outcomes themselves.
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IKYA talent acquisition process
Define objective and specification with

the client.
Execution of search strategy
Evaluation and assessment

IKYA talent
with reference ccheck
acquisition
Final interview
with the client
Offer
5. SWOT ANALYSIS
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STRENGTH WEAKNESS
SWOT
ANALYSIS
OPPORTUNITIES THREATS
Strengths
IKYA strengths are internal factors that enable HR strategy and functionality. HR
strategy refers to long-term goals, such as building a top-tier workforce or becoming an
employer of choice. HR functionality involves the operational side of HR, such as
conducting open enrollment sessions for employees to select new health insurance
coverage. Internal strengths for HR include executive leadership who support and
promote HR strategic development. Another internal factor consists of HR staff
knowledge and expertise because they are the employees ultimately responsible for
carrying out tactical duties.
Weaknesses
SWOT analysis examine weaknesses inside the organization. Weaknesses also are
internal factors that pose challenges to the success of HR endeavors. Internally, budget
constraints and cuts are conditions that HR often has to deal with, primarily because HR
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isn't a revenue-producing department. HR has to rely on sound justification to fund

investments in HR activities. However, money isn't the only weakness. Low employee
morale and high turnover are serious internal factors that can disrupt HR. In this case,
disruption refers to immediate and reactive measures HR must take to reverse an
overwhelming sense of dissatisfaction throughout the workforce.
Opportunities
One of the most significant external factors for HR is the opportunity for workforce
growth, due to increased demand for the company's products and services. More business
translates into better raises or higher wages for current employees, along with growth for
the surrounding community through the hiring of more workers. External factors also
may present themselves as the company's ability to land a highly successful rainmaker
whose business development activities improve the company's reputation or industry
ranking.
Threats
Threats are external factors that negatively impact the company and, ultimately, the HR
department. When a competitor gains an edge in the market share, it affects profitability
and may result in layoffs, business slowdown or closure. Other types of external threats
include businesses — not necessarily in the same industry — that offer better working
conditions, wages or benefits to their employees and, therefore, recruit the best-qualified
workers. HR departments can't always insulate themselves from all external factors
because some are imminent. However, HR can diminish the impact of external threats
through conducting routine assessments of compensation structure, surveying employee
opinion on working conditions and strengthening the employer-employee relationship
through showing HR as a strategic business partner that values human capital.
6. FINDINGS:
• Majority of the respondents comes under the age group of 31 -40
• Majority of the respondents are male.
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• Majority of the respondents are married.
• Majority of the respondents qualified as B-Tech.
• Majority of the respondents have 2-3years experience in the organization
• Majority of the respondents came to know about the vacancies through newspaper
• Majority of the respondents are in middle level of work
• Majority of the respondents opinioned that external source is the best source for
recruitment
• Almost all the respondents agreed that interview are the basic filter of recruitment and
selection process
• Majority of the respondents agreed that recruiter should be knowledgeable and

experienced
• Almost all the respondents agreed that advanced tools and techniques will enhance
success rate of recruitment and selection process
• Majority of the respondents agreed that there is a vast scope for improvement in current
process of hiring
• Almost all the respondents strongly agreed with the statement that e-recruitments
became important to survive in the competitive market
• Majority of the respondents agreed that they have been assigned the job what was
explained at the time of selection
• Almost all the respondents agreed that company doing timeliness recruitment and
selection process
• According to majority of the respondents experience should be the basis for selection
• Almost all the respondents are satisfied with their work given to them
• Almost all the respondents rated excellent towards the HR practices in Walrus
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• Majority of the respondents replies that external recruitment is the best recruitment
process.
• Majority of the respondents agreed that in selection process innovative techniques

should be adopted
• According to majority of respondents qualification should be the parameter for selecting

a candidate
• Majority of the respondents have attended qualitative test
• Majority of the respondents agreed that in Walrus company meets the current legal
requirements
• Majority of the respondents agreed that the right job is being performed by the deserved
person in Walrus
• According to majority of respondents the source for internal source is the presently
working employees
• Majority of the respondents opinioned that placement agencies are the best source of
external recruitment
• Majority of the respondents preferred telephone interview.
7.SUGGESTIONS:
• The company should follow the best practice of recruitment and selection in market in
order to sustain its identity in this highly competitive market conditions
• Recruiter should seize high experience in this domain such that it does not result in an
ambiguous way increasing only organizational liability and not its assets
• Recruiter should have detailed knowledge of the organizational functioning in order to

make sure that he makes selection on the basis of organizational needs.
• The organization can take feedback from the candidates to get an opinion about the
recruitment and selection process.
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• The recruitment and selection process should help in getting the right quality of
employees so that the overall efficiency is not affected.
• The company has to provide educational assistance for employees.
• Communicate positions, responsibility and requirements in better way.
CONCLUSION:
Recruitment in any kind of organization is an important concept and even in Ikya, is

given a lot of importance as this process helps to attract as many numbers of people as
possible. This helps the company to have choice, as there will be many applicants.
It is the responsibility of the HR person to design a proper method of recruitment and

selection, which helps the company to have the best among the lot and in the available
resources. The procedure should be such that it reduces the cost to the company.
The HR person is responsible to understand what kind of tests to be conducted for the
aspirants, which helps to bring the talents a, skills and the knowledge of the applicants.
The policy of recruitment and selection followed by the company is quite helpful to the
organization but it can be understood here that if new techniques are followed then it will
be more helpful in terms of reducing money to the company.
The induction policy followed by the organization is very helpful for the new recruits and
the success of this policy goes to the HR persons of the company who are really working
very hard to extract good work from the employees and in turn help them also to achieve
in terms of appraisals etc.
For any kind of policies, systems or concepts to be a success the management should
cooperate equally and this is been in Ikya human capital solutions, thus helping the
company to move towards success.
8. BIBILOGRAPHY:
BOOKS:
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1. Best practice guidelines for recruitment and selection. (2004). Retrieved March
31, 2010, from
http://www.humanrights.gov.au/info_for_employers/best_practice/recruitment.html
2. Roux, Sheila M., Bernthal, Paul. (n.d). Recruitment and Selection Practices.
Retrieved March 31, 2010, from
WEBSITES
• https://www.ikya.com/
• IKYA HUMAN CAPITAL SOLUTIONS
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PROJECT WORK DIARY

MBA Batch 2017-19, University of Mysore (UOM)
Section of the Brief particulars of Problems Solutions Remarks

Guidelines work completed encountered if any
part 1 This Service industry is the Recruitment policy Completed the

fastest growing of competitors that task with latest
Industry profile recruitment and product effects the recruitment
development hiring. recruitment process strategies.
Part 2 The company has over Coordination Understood the

100 resources which are between different ground reality and
Company
continuously working for heads to be directly interacted
profile
various customers hiring systemized. with the director
success. to get the
corporate
synopsis.
Part 3 Startup corporate where Being a startup there Took the current
job assignment and job was lack of clarity. profiles as existing
Organizational
responsibility has to be and other as a
structure drafted. future.
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s.no Name of the student Regd Num signature
1. J.S.DhanaRaasi 17MB2871
2. Navya Shree A 17MB2898
3. Dhanya H S 17MB2858
4. Nikita Shrivastava 17MB2900
5. Abu Suvailem 17MB2840
Name of the faculty guide: Dr Samir R Pradhan
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PROJECT WORK DIARY

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s.no Name of the student Regd Num Signature
2. Navya Shree A 17MB2898
3. Dhanya 17MB2898
Name of the faculty guide: Dr. Samir R Pradhan
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PROJECT WORK DIARY

Section of Brief particulars Problems Solutions Remarks if any

the of the work encountered
Guidelines completed
Part-5 To observe The corporate Interacted with Problems where

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s.no Name of the student Regd Num Signature
2. Navya Shree 17MB2858
3. Dhanya 17MB2898
Name of the faculty guide: Dr.Samir R Pradhan
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University of Mysore Iii Semester Business Familiarization Report of Internship BATCH OF 2017 - 2019 ON Recruitment and Selection

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University of Mysore Iii Semester Business Familiarization Report of Internship BATCH OF 2017 - 2019 ON Recruitment and Selection

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BUSINESS FAMILARIZATION REPORT AT IKYA

INTERNATIONAL INSTITUTE OF BUSINESS STUDIES 1

International Institute of Business Studies

BUSINESS FAMILIARIZATION REPORT ON

IKYA HUMAN CAPITAL SOLUTIONS

Jawalkar Suresh Dhanaraasi 17MB2871

III SEMESTER MBA

INTERNATIONAL INSTITUTE OF BUSINESS STUDIES 2

[Certificate from the Company]

This is to certify that ……………………………, MBA students of

For [Company name].

[Authorized Signature & Seal]

INTERNATIONAL INSTITUTE OF BUSINESS STUDIES 3

[Certificate from the Guide]

International Institute of Business Studies

This is to certify that this Internship Report on Organizational Study at

INTERNATIONAL INSTITUTE OF BUSINESS STUDIES 4

We hereby declare that this Business Familiarization Report of Internship

Jawalkar Suresh Dhanaraasi 17MB2871

INTERNATIONAL INSTITUTE OF BUSINESS STUDIES 5

INTERNATIONAL INSTITUTE OF BUSINESS STUDIES 6

Certificate from the Company ………………………………………………..

INTERNATIONAL INSTITUTE OF BUSINESS STUDIES 7

Largest Staffing Team with 150000+ Associates,

INTERNATIONAL INSTITUTE OF BUSINESS STUDIES 8

Services include IT Staffing, IT Products & Solutions, Customer Lifecycle Management

Services include online compliance management and job portal management.

Human resources is the department or division of a business, corporation, or

primary responsibilities included hiring and training workers, managing a company's

Human resources encompasses a variety of jobs, including human resources

What is involved in an HR position?

personalities the organization is after. It also involves a high degree of organization,

What types of people are suited to work in the HR industry?

IKYA Human Capital Solutions Ltd. (www.ikyaglobal.com) India’s largest IT Staffing

IKYA Human Capital Solutions Ltd. (www.ikyaglobal.com) India’s largest IT Staffing

 To be a global company that provides world class customer experience while

 They are committed to building organizations and careers by providing premium

IKYA’S values: IKYA’S core values inspire our work ethic.

Agility: Operational agility is competitive advantage. Ability to respond to change

IKYA has 5 business verticals namely

They provide challenging responsibilities, learning opportunities and reward

SUCCEEDING AT IKYA HUMAN CAPITAL SOLUTION:

Ikya Human Capital Solutions, has acquired Hyderabad-based IT staffing

Senior Level Human Resource Jobs

Middle Level Human Resource Jobs

 Senior Executive HR

Entry Level or Operational Level Human Resource Jobs

MARKETING FINANCE PRODUCTION HR

ACCOUNTS PRODUCTION SENIOR HR TEAM SENIOR

Hierarchy is a way to structure an organization using different levels of authority

Information and directions flow vertically in a hierarchical structure. Information

3.1 ORGANIZATIONAL CHART:

2. Compensation and Benefits:

HR department is also responsible for investigating and solving employee complaints,

4. Training and Development

3.2 PRODUCT PROFILE

 Project Based Recruitment: This is a cost-effective option to address talent needs

 Recruiting is the process by which organizations locate and Attract individuals to

Recruitment is the process of gathering a group of qualified applicants. It includes tasks

Requirement to recruit and retain a diverse workforce. HR Recruiting Functions and

The wrong number or type of employees. Without Successful recruiting to create a

Recruitment is done to achieve the following objectives