DR.
BHIMRAO AMBEDKAR
UNIVERSITY, AGRA
SETH PADAM CHAND JAIN INSTITUTE OF
COMMERCE, BUSINESS MANAGEMENT &
ECONIMICS
INTERNSHIP REPORT
ON
Pms consulting pvt. Ltd.
BY -: ASHUTOSH KUSHWAHA
BBA Vth Semester
Declaration
I, hereby declare that the Project work entitled
RECRUITMENT AND STAFFING OF PMS CONSULTING PVT.
LTD. Submitted by me for the Summer Internship during the
Under Graduate Program to Seth Padam Chand Jain
Institute of Management Business and Economics Khandari
Campus Agra is my original work and has not been submitted
earlier in Institute. I also declare that no chapter of this
manuscript, either in whole or in part, is not copied from any
other document.
Signature of Student-:
Name of Student
Acknowledgement
I have taken efforts in this project. However, it would not
have been possible without the kind support and help of
many individuals and organization. I would like to extend my
sincere thanks to all of them.
I would like to express my gratitude towards my college Dean
DR. BRIJESH RAWAT SIR and my Coordinator DR.RUCHIRA
PRASAD MAM and other Faculty Members’ for their kind
cooperation and encouragement to work.
SR.NO. CONTENT PAGE NO.
CHAPTER1: ABOUT INTERNSHIP 6
1.1 Introduction
1.2 Scope of report
1.3 Objective of report
1.4 Source of information
CHAPTER2: INTRODUCTION OF THE 8
COMPANY
2.1 Organisation Background
2.2 V5 journey
2.3 V5 Details
2.4 Vision
2.5 Mission
2.6 Values
CHAPTER3: ABOUT HRM 12
3.1 Human resource management
3.2 Recruitment
3.3 Staffing
3.4 Selection
3.5 Recruitment & selection process in v5 global
3.6 HR operation
3.7 Legal pf and Esic
CHAPTER4: DATA ANALYSIS & FINDINGS 16
4.1 Recruitment
4.2 Induction
4.3 Performance appraisal
6 CONCLUSION 19
CHAPTER 1
ABOUT THE INTERSHIP
1.1 INTRODUCTION
I get chance to study the topic “STAFFING AND RECRUITMENT” by
PMS CONSULTING PVT LTD. It is very easy to study theoretical
knowledge but it is very hard to implement it in the practical aspects.
PMS CONSULTING help me to convert theory into practical
1.2 SCOPE OF THIS REPORT
This report has been prepared through broad discussion with company
employees.
Catalogue provide by the company also helped in preparing the report. At
the time of preparing the report, I had a great chance to have an in depth
knowledge of all the workers activities and process of recruitment
practiced by PMS CONSULTING.
1.3 OBJECTIVE OF REPORT
To acquire work experience for job purpose
The theoretical knowledge and skill which I learn from university, can be
able to apply in real life situations
Developing written and oral communications skills
1.4 SOURCES OF INFORMATION
The collected information is based on primary and secondary source of
data-:
PRIMARY SOURCE-
Interview with HR manager.
Discussion with senior employees.
SECONDARY SOURCE-
Job description of individual employee.
Assessment of past data.
CHAPTER 2
INTRODUCTION OF THE COMPANY
2.1 ORGANISATION BACKGROUND
MANISH MEHTA and NILAY PRATIK.
Company is registered in Delhi (Delhi) Registrar Office. V5 Global Services
Private Limited registered address is D-13/5 Okhla Industrial Area Phase-II
New Delhi South Delhi DL 1100200.
2.2 V5 JOURNEY
V5 started in 2005 is one of the leading manpower provider delivering end-to-
end Sales & Marketing solutions.
With our approach bent towards consultative sales, we add value to the sales
process, whether through strategy or through impeccable implementation or
both.
We understand the customer has desired end goal and work towards creating
program modules that addresses the complete situation in order to achieve these
objectives.
Our field teams are selected through a rigorous process, and we provide
the best-in-industry HR environment to attract and retain to talent.
V5 Global has an array of blue chip clientele, comprising more than 70
Multinationals companies and is substantiated by demonstrated expertise across
multiple sectors.
Our growing client roster continues to give us the opportunity to learn from our
collaborators every day.
2.3 V5 DETAILS
CIN U72300DL2005PTC140952
Date of incorporation 20 sep,2005
Status Active
Company category Company limited by share
Company sub-category Non-govt company
Company class Private
Business activity Business services
R.O.C Delhi
Registration Number 140952
Authorised capital 100.0 lakhs
Paid up capital 73.92 lakhs
Date of last annual general meeting 28 sept 2018
Date of latest balance sheet 31 march 2018
V5 Global is the part
First Meridian group
First Meridian is a HR platform formed by World-Renowned Investors with an
objective of building a leading Human Resources and Services organization.
Headquartered in Bangalore, we provide work to more than 90000 people on a
daily basis who serve 300 customers across 1000+ Locations through our
branch network.
Our customers span across multiple industry segments like Telecom, IT,
Consumer Durables & Electricals, BFSI, E-Commerce, Logistics,
Manufacturing and Entertainment.
2.4 V5 GLOBAL VISION
Our vision is to be a leading trade service provider providing superior quality
products and services at competitive prices. We want be a globally innovative
and competitive business providing 100% genuine services to our customers.
We are committed to total customer satisfaction by providing quality products
& services.
2.5 V5 GLOBAL MISSION
• We connect our clients and their customers by exceeding expectations every
day through our innovative marketing solutions.
• We partner our clients to find & reach new customers, retain customers and to
make them more valuable using our technology infrastructure, processes and
data analytics capabilities.
2.6 V5 VALUES
V5 GLOBAL is focused on marketing strategy and execution -To bring clients
the best value proposition. The team in V5 GLOBAL works with their clients as
team members and not as external consultants. With a dedicated team having
inside view of Industry, they are an extension of the clients Marketing Team.
V5 GLOBAL understands the people’s needs of the Industry and are equipped
to handle large team Recruitments, Training & Compliances.
CHAPTER 3
ABOUT THE HUMAN RESOURCES MANAGEMENT
3.1 HUMAN RESOURCES MANAGEMENT
HRM includes all management decision and training that direct affect or impact
the people or human resource, those who works for the company.
The firm deals with interest that is linked to the worker of the firm in terms of
hiring, compensation, position, safety, wellness, utilities, encouragement and
practices.
Human resources is used to describe both the people who work for a company
or organization and the department responsible for managing resources related
to employees.
The role of human resources professionals is to ensure that a company’s most
important asset—its human capital—is being nurtured and supported through
the creation and management of programs, policies, and procedures, and by
fostering a positive work environment through effective employee-employer
relations. Human resource management involves both strategic and
comprehensive approaches to managing people, as well as workplace culture
and environment
3.2 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 maybe 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.
I had done recruitment of the employees for the CSR (customer support
representative) and Brand promoter job profile in cashify company in Gurgaon.
V5 major clients are Microsoft, Airtel, and Vodafone idea etc.
3.3 STAFFING
Activities in HRM interest with pursuing and engaging educated employees is
known as staffing. A firm demands a well determine motive for required each
members who possess particular skill information and capacity to do particular
job, workers criteria can produce the best applicant for two motive-
Firstly HR, present workers screen applicant before implying them.
Secondly HR, present workers feel that their name-fame with the firm will be
reflect in the applicant that the recommended
3.4 SELECTION
Selection is the process of picking or choosing the right candidate, who is most
suitable for a vacant job position in an organization. In others words, selection
can also be explained as the process of interviewing the candidates and
evaluating their qualities, which are required for a specific job and then
choosing the suitable candidate for the position.
The selection of a right applicant for a vacant position will be an asset to the
organization, which will be helping the organization in reaching its objectives.
The major differences between Recruitment and Selection are as follows−
Recruitment Selection
Recruitment is defined as the process of Selection is defined as the process of choosing
identifying and making the potential the right candidates for the vacant positions.
candidates to apply for the jobs.
Recruitment is called as a positive Selection is called as a negative process with
process with its approach of attracting as its elimination or rejection of as many
many candidates as possible for the candidates as possible for identifying the right
vacant jobs candidate for the position
3.5 RECRUITMENT & SELECTION PROCESS IN V5
GLOBAL
RECRUITMENT PROCESS
1. Collecting of job description
2. Screening/sourcing
To screen for candidates, you need to complete three steps:
1. Review resumes and cover letters
2. Conduct a video or phone interview
3. Identify top candidates
Inviting applicants
-By naukri.com
-By mass mailing
-By social media
-By references
Interview process conducting in three steps
-By department head
-By zonal head
SELECTION
Approval by zonal head & business head
3.6 HR OPERATIONS
HR operation unit for the most important act in the field of short and long-term
utilities of the workers of V5 GLOBAL PVT ltd like remuneration, bonus,
pension fund etc.
Monthly income distribution
Arrangement and Distribution of occasional bonus
Workers annual statement
I done the HR operations work like taking approval s of selected employees in
interview from HR head and raise OLR (offer letter requisition), send the LOI
(letter of intent) to the employees and after that prepare the salary of the
employees according to attendance or working days. Checking the TL (Team
Leader) claims .and arrange the interview drive for the airtel client in the v5
global.
First week i did the calling to receive the documents and organise employee’s
documentation for incentives and benefits. From second week I started working
on employee’s app, the app basically tells about employees check in and check
out time, when they received their salary and how much, how much EPF is cut,
when they were recruited, if they were having any problem in the organisation,
performance appraisal etc. I managed this app and reward back to mails related
to the app of the employees and I submitted the summary of my work with
excel sheet to my manager on last day.
3.7 LEGAL PF AND ESIC
ESI scheme is a contributory fund that enables Indian employees to take
advantage of self-financing and healthcare insurance fund contributed by the
employee and the employer. Employees’ State Insurance Corporation manages
the scheme, which is a self- financing social security and labor welfare
organization. It administers and regulates ESI scheme as per the rules
mentioned in the Indian ESI Act of 1 948.
ESI is one of the most popular integrated need-based social insurance schemes
among employees that protects their interest in uncertain events, such as
temporary or permanent physical disability, sickness, maternity, injury during
employment, and more.
Provident Fund or PF is a compulsory contributory fund for the future
of employees. It works as a corpus fund generated through regular and monthly
contributions made by an employee and employer. A minimum of 12% is
calculated from the basic component of employee’s salary and contributed as
PF is deducted from the CTC. The cumulative contribution of employer and
employee will be added to the PF account of employee, which can be en-cashed
for future purposes.
I done the generation of UAN (universal account number) in individual and in
bulk data, gave the PF no. (Provident fund) to the employees, correct error of
the UAN, Generate and update the ESIC (employees state insurance
corporation) card for the employees.
CHAPTER 4
DATA ANALYSIS AND FINDINGS
4.1 RECRUITMENT
1. Are you satisfied with the external recruitment sources performed in your
organization
Recruitment process
agree disagree
INTERPRETATION: Regarding recruitment sources 82% employees are satisfied or
agree whereas 18% are not satisfied which is performed in the organization.
Therefore, the employees are satisfied by recruitment process
4.2 INDUCTION
The induction programme of your organization is informal type
INDUCTION
agree disagree
INTERPRETATION: Regarding induction programme, which is conducted
in the organization, 22% of the employees are satisfied whereas 78% of the
employees are not satisfied.
4.3 PERFORMANCE APPRAISAL
1. Are you satisfied with the Balanced Scorecard Method?
Balance scorecard method
agree disagree
INTERPRETATION: Regarding Balance scorecard method, 92% of the
employees are satisfied whereas only 8% of the employees are not satisfied. It
means that most of the employees are benefited from this evaluation method
CONCLUSION
Human resource management is continuous process hence it plays a important
role in the organization. Training and development process makes a employee
perfect and eligible for the company, it may enhance their confidence level and
efficiency of their work. There is a huge requirement for faithful employee in
the organization.
1. The Policy of the company provides facilities for all round growth of
individuals by training in-house and outside the organization, reorientation,
lateral mobility and self-development through self-motivation.
2. The Policy builds teams and foster team -work as the primary instrument in
all activities.
3. The Policy recognizes worth contributions in time and appropriately, to
maintain a high level of employee motivation and morale.
4. The employees agree on the part of their performance that they know
What is expected from them
Company must interact with their employees or workers so that they can
understand their needs and their point of view towards their work. Manager
should discuss their project with their employees and provide better direction
regarding the project, it may be motivating them.
By-: Rishabh kulshrestha
