A STUDY TO UNDERSTAND

HR FUNCTIONS IN ISAN DATA SYSTEM PVT LTD

A Project
Submitted in the Partial Fulfillment of the
Completion of the program

BACHELOR OF BUSINESS ADMINISTRATION

BY
AMAN RAJ
(Semester-V, SBU220456)

DEPARTMENT OF COMMERCE & MANAGEMENT

Sarala Birla University,
Ranchi 2024

I
 DECLARATION CERTIFICATE

This is to certify that the work presented in the

project entitled “A Study on HR Functions in ISAN
DATA SYSTEMS PVT LTD” in partial fulfilment of the
requirement for the award of Degree of Bachelor of
Commerce of Sarala Birla University, Ranchi is an
authentic work carried out by me under the
supervision and guidance of MR. NEERAJ NAYAN. To
the best of my knowledge, the content of this project
does not form a basis for the award of any previous
Degree to anyone else.

Date: Aman Raj

SBU220456

Sarala Birala
University

II
III
 CERTIFICATE APPROVAL

The foregoing project entitled “A Study on HR

Functions in Isan Data Systems PVT LTD”, is hereby
approved as a creditable study of research topic and
has been presented in satisfactory manner to warrant
its acceptance as prerequisite to the degree for which
it has been submitted.
It is understood that by this approval, the
undersigned do not necessarily endorse any
conclusion drawn or opinion expressed therein, but
approve the project for the purpose for which it is
submitted.

(Internal Examiner) (External Examiner)

(Dean Academics)

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V
 ACKNOWLEDGEMENT

I would like to thank Eksha Arora (Director, ISAN DATA SYSTEM PVT
LTD) for giving me the opportunity to do this internship within the
organization. I am using this opportunity to express my gratitude and special
thanks Mr. NEERAJ NAYAN (Faculty Guide, SBU) giving necessary advice
and guidance.
This opportunity is a significant milestone in my career development. I will
strive to use the gained skills in the best possible way, and I will continue to
work on their improvement, to attain my desired career objectives. Hope to
continue cooperating with all of you in the future.

Thank You,

AMAN RAJ
SBU220456

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 EXECUTIVE SUMMARY

ISAN Data Systems is a leading technology company dedicated to transforming

businesses through innovative data solutions. Specializing in data analytics,
custom software development, security, and AI/ML, we empower organizations
to make informed decisions and achieve growth. With a client-centric approach,
we prioritize collaboration and flexibility, ensuring tailored solutions for
diverse needs. Our commitment to innovation, coupled with a proven track
record of client success, positions ISAN Data Systems as a trusted partner for
navigating the digital landscape. Looking ahead, we remain dedicated to
technological leadership, client satisfaction, and contributing to the future of
global business.

VII
 Table of Contents

SL. No. CONTENTS Page No.

Chapter 1 Profile of the Company IX – XI

1.1 Isan Data Systems Company Profile IX

1.2 Isan Data Systems Company Address IX – X

1.3 Service Range of the Company X
1.4 Industries Served XI
1.5 Vision & Mission Statement XI
1.6 Organization Structure XI
Chapter 2 Theoretical Background XII – XXI
Chapter 3 Problem Statement & Objectives of the Study XXII - XXIV
3.1 Significance of the Study XXII
3.2 Managerial Usefulness of the study XXII
3.3 Objectives of the study XXIII
3.4 Scope of the Study XXIV
Chapter 4 Methodology XXV – XXVI
4.1 Research Design XXV
4.2 Source of Data Collection XXV
4.3 Limitations of the Study XXVI
Chapter 5 Analysis and Interpretation of the study XXVII – XXIX
5.1 The sources of recruitment are used in ISAN XXVII– XXVIII
DATA
SYSTEMS
5.2 External sources are used for recruitment in Isan XXVIII
Data Systems Pvt Ltd
5.3 Form of Recruitment XXVIII – XXIX

VIII
Chapter 6 Findings, Conclusion & Recommendation XXXI– XXXII

6.1 Findings XXX

6.2 Conclusion XXXI

6.3 Recommendation XXXI

7 Bibliography XXXII

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 CHAPTER 1
Profile of the company

1.1 Isan Data Systems Company Profile

 Company Full Name: Isan Data Systems

 Type: Private Limited Company (Non-govt)
 Industry: Software, Artificial intelligence ,Cloud implementation and Consulting
 Date of Incorporation : 12 September 2018
 Founder: Bhavana Priyadarshini (CEO)
 Headquarters: Bangalore, Karnataka, India
 Key People: Eksha Arora and Seema Sharma (Director), Sunil Singh (managing
director)
 Area served: National (India)
 Roc : Roc- Bangalore
 Registration number: 116272
 Official Website : [Link]

1.2 Isan Data Systems Private Limited is a Private incorporated on 12 September 2018.
It is classified as Non-govt company and is registered at Registrar of Companies,
Bangalore. Its authorized share capital is Rs. 100,000 and its paid up capital is Rs.
100,000. It is involved in other computer related activities [for example
maintenance of websites of other firms/ creation of multimedia presentations for
other firms etc.]

Isan Data Systems Private Limited's Annual General Meeting (AGM) was last held
on N/A and as per records from Ministry of Corporate Affairs (MCA), its balance
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 sheet was last filed on 31 March 2022. Directors of Isan Data Systems Private
Limited are Seema Sharma, Sunil Kumar Singh, Bhavana Priyadarshini and Gita
Gupta.

Isan Data Systems Private Limited's Corporate Identification Number is (CIN)

U72900KA2018PTC116272 and its registration number is [Link] Email address
is arunkumar@[Link] and its registered address is Site No: 677,1st
Floor,27th Main Road 13 Cross Road, HSR Layout, Sector 1 BANGALORE
Bangalore KA 560102 IN.

1.3 Service Range of the Company

1.3.1 CLOUD COMPUTING
 Cloud Assessment & Strategy
 Cloud Migration
 Cloud Operation
 Cloud Security & Governance
1.3.2 Infrastructure Services
 Storage Consulting
 Network Consulting
 Hyper Converged & Converged infrastructure
 Data Protection Services
1.3.3 Digital Services
 Artificial Intelligence
 Machine Learning
 Internet of Things
 Digital Marketing
1.3.4 Applications Services
 Website Design & Application
 Mobile Application
 UI /UX Design
 E-Commerce Solutions

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1.4 Industries Served
 Telecom
 Government
 Media & Entertainment
 Retail
 Manufacturing

1.5 Vision & Mission Statement

Vision- “ To provide reliable and secure services that will connect our customer
wherever they want.”
Mission-“ Creating seamless digital platforms for a borderless world”.

1.6 Organization Structure

 Nitin Kumar (Director)
 Neetesh Kumar (Director)

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 CHAPTER -2 Theoretical Background

Introduction
Recruitment is the process of attracting individuals on a timely basis in
sufficient numbers and with appropriate qualification, to apply for jobs within
an organization . The process of searching prospective employees with
multidimensional skills and experience that suits organization strategies in
fundamental to the growth of the organization, this demands more
comprehensive strategies perspective recruitment. Organizations require the
services of large number of personnel, these personnel occupies the various
positions created to the process of organization. Each position of the
organization has certain specific contributions to achieve the organizational
objectives. The recruitment process of the organizational has to be strong
enough to attract and select the potential candidates with right job
specification. The recruitment process begins with human resource planning
and concludes with the selection of required number of candidates, both HR
staff and operating managers have responsibilities in the process.

“Right person for the right job is the basic principle in recruitment and
selection. Every organisation should give attention to the selection of its
manpower, especially its managers. The operative manpower is equally
important and essential for the orderly working of an enterprise.

Every business organisation/unit needs manpower for carrying different

business activities smoothly and efficiently and for this recruitment and
selection of suitable candidates essential. Human resource management in an
organisation will not be possible if unsuitable persons are selected and
employment in a business unit.

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 MEANING
Recruitment means to estimate the available vacancies and to make suitable
arrangements for their selection and appointment. Recruitment is understood
as the process of searching for and obtaining applicants for the jobs, from
among whom the right people can be selected.

A formal definition states, “It is the process of finding and attracting capable
applicants for the employment. The process begins when new recruits are
sought and ends when their applicants are submitted. The result is a pool of
applicants from which new employees are selected”. In this, the available
vacancies are given wide publicity and suitable candidates are encouraged to
submit applications so as to have a pool of eligible candidates for scientific
selection.

In recruitment, information is collected from interested candidates. For this

different source such as newspaper advertisement, employment exchanges,
internal promotion, etc. are used.

In the recruitment, a pool of eligible an interested candidates is created for

selection of most suitable candidates. Recruitment represents the first contact
that a company makes with potential employees.

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DEFINITION:

According to EDWIN FLIPPO, “Recruitment is the process of searching for

prospective employees and stimulating them to apply for jobs in the
organization”.

NEED FOR RECRUITMENT

The need for recruitment may be due to the following reasons/ situation:

Vacancies due to promotions, transfer, retirement, termination, permanent

disability, death and labour turnover.
Creation of new vacancies due to the growth, expansion and diversification of
business activities of an enterprise. In addition, new vacancies are possible due
to job specification.

Purpose and importance of Recruitment

Determine the present and future requirements of the organization on

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.
Meet the organization’s legal and social obligations regarding the composition
of its work force.
Begin identifying and preparing potential job applicants who will be
appropriate candidates.
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.

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Recruitment is a positive function in which publicity is given to the jobs
available in the organization and interested candidates are encouraged to
submit applications for the purpose of selection.

Recruitment Process:
Recruitment refers to the process of identifying and attracting job seekers so as
to build a pool of qualified job applicants. The process comprises five
interrelated stages, viz.
Planning.
Strategy development
Searching
Screening
Evaluation and control

STAGE 1: RECRUITMENT PLANNING

The first stage in the recruitment process is planning. Planning involves the
translation of likely job vacancies and information about the nature of these
jobs into set of objectives or targets that specify the (1) Numbers and (2) Types
of applicants to be contacted.
Numbers of contact: Organization, nearly always, plan to attract more
applicants than they will hire. Some of those contacted will be uninterested,
unqualified or both. Each time a recruitment Programme is contemplated, one
task is to estimate the number of applicants necessary to fill all vacancies with
the qualified people.
Types of contacts: It is basically concerned with the types of people to be
informed about job openings. The type of people depends on the tasks and
responsibilities involved and the qualifications.

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STAGE 2: STRATEGY DEVELOPMENT
When it is estimated that what types of recruitment and how many are required
than one has concentrate in (1). Make or buy employees. (2) Technological
sophistication of recruitment and selection devices. (3) Geographical
distribution of labour markets comprising job seekers. (4) Sources of
recruitment. (5) Sequencing the activities in the recruitment process.

Make or Buy:
Organisation must decide whether to hire skilled employees and invest on
training and education programmes, or they can hire skilled labour and
professional. Essentially, this is the “make” or “buy” decision. Organizations,
which hire skilled and professionals shall have to pay more for these
employees.

Technological Sophistication:
The second decision in strategy development relates to the methods used in
recruitment and selection. The decision is mainly influenced by the available
technology. The advent of computers has it made possible for employers to
scan national and international applicant qualification. Although impersonal,
computers have given employers and job seekers a wider scope of options in
the initial screening stage.

STAGE 3: SEARCHING:
Once a recruitment plan and strategy are worked out, the search process can
begin. Search involves two steps
Source activation and
Selling

STAGE 4: SCREENING:
Screening of applicants can be regarded as integral part of the recruiting
process, though many view it as the first step in the selection process. Even the
definition on recruitment, we quoted in the beginning of this chapter, excludes
screening from its scope. However, we have included screening in recruitment
for valid reasons. The selection process will begin after the applications have

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been scrutinized and short-listed. Hiring of professors in a university is a
typical

XVIII
situation. Application received in response to advertisements is screened and
only eligible applicants are called for an interview. A selection committee
comprising the Vice chancellor, Registrar and subject experts conducts
interview. Here, the recruitment process extends up to screening the
applications. The selection process commences only later.

Purpose of screening
The purpose of screening is to remove from the recruitment process, at an
early stage, those applicants who are visibly unqualified for the job. Effective
screening can save a great deal of time and money.
In screening, clear job specifications are invaluable. It is both good practice
and legal necessity that applicant’s qualification is judged on the basis of their
knowledge, skills, abilities and interest required to do the job.

STAGE 5: EVALUATION AND CONTROL:

Evaluation and control is necessary as considerable costs are incurred in the
recruitment process. The costs generally incurred are:-
Salaries for recruiters.
Management and professional time spent on preparing job description, job
specifications, advertisements, agency liaison and so forth.
The cost of advertisements or other recruitment methods, that is, agency fees.
Recruitment overheads and administrative expenses.
Costs of overtime and outsourcing while the vacancies remain unfilled.
Cost of recruiting unsuitable candidates for the selection process.

XIX
Sources of Recruitment:
SOURCES OF MANAGERIAL RECRUITMENT:

INTERNAL SOURCES EXTERNAL SOURCES

Promotion Campus recruitment

Transfers Press advertisement

Internal notification Management consultancy

service
Retirement Deputation of personnel or
transfer from one
enterprise to another
Former employees Walk-ins, write-ins, talk-
ins

The sources of recruitment can be broadly categorized into internal and

external sources-
INTERNAL RECRUITMENT
Internal recruitment seeks applicants for positions from the company. The
various sources include:

Promotions and Transfers:

Promotion is an effective means using job posting and personnel records. Job
posting requires notifying vacant positions by posting notices, circulating
publications or announcing at staff meetings and inviting employees to apply.
Personnel records help discover employees who are doing jobs below their
education qualifications or skill levels. Promotions has many advantages like it
is good public relations, builds morale, encourages competent individuals who
are ambitious, improve the probability of good selection since information on
the individual’s performance is readily available, is cheaper than going outside
to recruit, those chosen internally are familiar with the organization thus

XX
reducing the orientation time and energy and also acts as a training device for
developing middle-level and to-level managers.

Employees Referrals
Employees can develop good prospects for their families and friends by
acquainting them with the advantages of a job with the company, furnishing
them with introduction and encouraging them to apply. This is a very effective
means as many qualified people can be reached at a very low cost to the
company. The other advantages are that the employees would bring only those
referrals that they feel would be able to fit in the organization based on their
own experience. In this way, the organization can also fulfil social obligations
and create goodwill.
Former Employees:
These include retired employees who are willing to work on a part-time basis,
individuals who left work and are willing to come back for higher
compensations. Even retrenched employees are taken up once again. The
advantage here is that the people are already known to the organization and
there is no need to find out their past performance and character.
Dependents of deceased employees:
Usually, banks follow this policy. If an employee dies, his/her spouse or son or
daughter is recruited in their place. This is usually an effective way to fulfil
social obligation and create goodwill.
Recalls:
When management faces a problem, which can be solved only by a manager
who has proceeded on long leave, it may be decided to recall that persons after
the problem is solved, his leave may be extended.
Retirements:
At times, management may not find suitable candidates in place of the one
who had retired, after meritorious service. Under the circumstances,
management may decide to call retired managers with new extension.

XXI
EXTERNAL RECRUITMENT
External recruitment seeks applicants for position from sources outside the
company. They have outnumbered the internal methods. The external sources
include
Professionals or Trade Association:
Many associations provide placement service to its members. It consists of
compiling job seeker’s lists and providing access to members during regional
or national conventions. Also, the publications of this associations carry
classified advertisements from employers interested in recruiting their
members. These are particularly useful for attracting highly educated,
experienced or skilled personnel.
Advertisements:
It is a popular method of seeking recruits, as many recruiters prefer
advertisements because of their wide reach. Want ads describe the job benefits,
identify the employer and tell those interested how to apply. Newspaper is the
most common medium but for highly specialized recruits, advertisements may
be placed in professional or business journals.
Advertisements must contain proper information like the job content, working
conditions, location of job, compensation including fringe benefits, job
specifications, growth aspects, etc.
Campus Recruitments:
Colleges, universities, research laboratories, sports fields and institute are
fertile ground for recruiters, particularly the institutes. Campus Recruitment is
going global with companies like HLL, Citibank, HCL-HP, ANZ Grind lays,
L&T, Motorola and Reliance looking for global markets. Some company
recruit a given number of candidates from these institutes every year. Campus
recruitment is so much sought after that each college; university department or
institute will have a placement officer to handle recruitment functions.

However, it is often an expensive process, even if recruiting process produces

jobs offers and acceptances eventually.

XXII
Walk-ins, Write-ins and Talk-ins:
The most common and least expensive approach for candidates is direct
applications, in which job seekers submit unsolicited applications letters or
resumes. Direct applications can also provide a pool of potential employees to
meet future needs. From employees “viewpoint, walk-ins are preferable as
they are free from the hassles associated with other methods of recruitment.
While direct applications are particularly effective in filling entry level and
unskilled vacancies, some organizations compile pools of potential employees
from direct applications for skilled positions. Write-ins are those who send
written enquiries. These job seekers are asked to complete application forms
for further processing. Talk-ins involves the job aspirants meeting the recruiter
(on an appropriated date) for detailed talks. No application is required to be
submitted to the recruiter.
Consultants:
They are in this profession for recruiting and selecting managerial and
executive personnel. They are useful as they have nationwide contacts and
lend professionalism to the hiring process. They also keep prospective
employer and employee anonymous. However, the cost can be a deterrent
factor.
Head Hunters:
They are useful in specialized and skilled candidate working in a particular
company. An agent is sent to represent the recruiting company and offer is to
the candidate. This is a useful source when both the companies involved are in
the same field, and the employee is reluctant to take the offer since he fears,
that his company is testing his loyalty.

XXIII
CHAPTER- 3
Problem Statement and Objective of the Study
3.1 Significance of the study
Studying the recruitment process is significant as it plays a crucial role in
organizational success. Understanding and optimizing recruitment can lead to:
Talent Acquisition: Efficient recruitment ensures the hiring of skilled
individuals, contributing to a capable and diverse workforce.
Cost Savings: A well-designed recruitment process can minimize hiring costs
by reducing turnover rates and improving employee retention.
Organizational Performance: Effective recruitment aligns employee skills
with job requirements, enhancing overall productivity and performance.
Employee Engagement: The recruitment process sets the tone for an
employee's experience. A positive process fosters engagement and
commitment. Innovation and Creativity: Recruiting diverse talents can bring
a variety of perspectives, fostering innovation and creativity within the
organization.
Company Reputation: A streamlined and fair recruitment process enhances
the company's reputation, attracting top-tier candidates and establishing trust
with stakeholders.
Legal Compliance: Understanding the recruitment process helps ensure
compliance with employment laws and regulations, minimizing legal risks for
the organization.
Adaptability: Studying recruitment allows organizations to adapt to changing
workforce trends, technology, and market demands, staying competitive in the
long run.
In essence, the recruitment process is a cornerstone for building and sustaining
a successful and resilient organization.

3.2Managerial usefulness of the study

Studying the recruitment process is crucial for managers as it enhances their
understanding of talent acquisition, enabling them to make informed decisions.
This knowledge helps streamline hiring, reduce costs, and ensure the right fit
for organizational needs, ultimately contributing to overall efficiency and

XXIV
success.

XXV
3.3Problem statement & Objectives of the study
The recruitment process is a critical aspect of organizational success, yet it
often faces challenges that impact efficiency and effectiveness. Common
issues include prolonged hiring timelines, high costs, and mismatches between
candidate skills and organizational needs. These challenges can hinder overall
productivity and employee satisfaction, necessitating a thorough examination
of the recruitment process.
Objectives of the Study:
Efficiency Enhancement: Investigate ways to streamline the recruitment
process, reducing time-to-hire and ensuring a swift response to organizational
staffing needs.
Cost Optimization: Identify cost-effective strategies to minimize recruitment
expenses without compromising the quality of hires.
Skill-Alignment Improvement: Evaluate methods to enhance the alignment
of candidate skills with the organization's requirements, ensuring a better fit
for roles.
Technology Integration: Explore the integration of advanced technologies
like AI and data analytics to automate repetitive tasks and enhance decision-
making in the recruitment process.
Candidate Experience: Assess and improve the overall experience of
candidates throughout the recruitment journey, aiming to attract and retain top
talent.
Diversity and Inclusion: Promote diversity and inclusion by analyzing and
refining recruitment practices to ensure a fair and unbiased selection process.
Feedback Mechanism: Establish a robust feedback mechanism to gather
insights from both candidates and hiring teams, fostering continuous
improvement in the recruitment process.
By addressing these objectives, the study aims to contribute valuable insights
and recommendations for optimizing the recruitment process, ultimately
supporting organizational growth and success.

XXVI
3.4Scope of the study
The scope of studying the recruitment process encompasses understanding the
various stages involved in hiring employees, from identifying staffing needs to
the final selection. It involves exploring recruitment strategies, tools, and
technologies, as well as legal and ethical considerations. Additionally,
analyzing the impact of effective recruitment on organizational performance
and employee satisfaction falls within this scope.

XXVII
 CHAPTER-4: Methodology

Methodology of ISAN Data Systems Pvt Ltd

4.1 Research Design: Exploratory

In aligning with our commitment to innovation, ISAN Data Systems adopts an

exploratory research design. This approach allows us to delve into emerging
technologies, market trends, and potential opportunities, ensuring that our
solutions remain at the forefront of the dynamic tech landscape.

4.2 Sources of Data Collection

Our primary source of data for internal analysis is derived from secondary
sources, primarily the company's official website. The website serves as a
comprehensive repository of information about our services, products, and key
milestones, providing a foundational basis for research and analysis.

4.3 Limitations of Study

While we strive for accuracy, it's essential to acknowledge the inherent

limitations in our methodology:

- Data Accuracy: The reliance on secondary sources, while efficient,

introduces a level of uncertainty regarding the accuracy of the data. We
acknowledge that discrepancies may arise.

- Clerical Errors: The time constraints inherent in our research process may
contribute to clerical errors. Despite our best efforts, these errors may impact
the precision of our findings.

XXVIII
- Limited Time Frame: The nature of our business demands agility, but it also
imposes time constraints. This limitation may impact the depth of our analysis
and the comprehensiveness of the data gathered.

- Understanding of Ratios The complexity of certain ratios may pose

challenges in interpretation. While we strive for clarity, the inherent intricacies
of financial ratios may introduce a level of ambiguity.

- Window Dressing of Information: Recognizing the potential for information

to be presented in an embellished manner, we acknowledge that obtaining
unaltered, precise data may be challenging. This factor requires a cautious
interpretation of the data collected.

Despite these limitations, we are committed to transparency and continuous

improvement. Our methodology serves as a foundation for ongoing analysis
and refinement, ensuring that ISAN Data Systems remains adaptive and
responsive in an ever-evolving technological landscape.

XXIX
 CHAPTER-5
Analysis & Interpretation of the study

Which of the sources of recruitment are used in Isan data systems?

Software companies typically use a variety of sources for their recruitment
processes. Common sources include:
Job Portals: Posting job openings on websites like Indeed, LinkedIn, and
specialized tech job boards.
Employee Referrals: Encouraging current employees to refer qualified
candidates.
Campus Recruitment: Visiting universities and technical institutes to hire
fresh talent.
Recruitment Agencies: Collaborating with external agencies to find suitable
candidates.
Networking Events: Participating in industry conferences, meetups, and
events to connect with potential candidates.
Internship Programs: Offering internships as a way to evaluate and
potentially hire talent.
Company Website: Posting job openings on the company's official website.
Social Media: Utilizing platforms like LinkedIn and Twitter for job postings
and employer branding.
These sources may vary based on the company's specific needs and strategies.

XXX
Q1. What recruitment channels have been the most effective for finding quality candidates?

 Responses:

Internet job portals

Employee referrals

Consultancies

Campus recruitment

 Interpretation: Internet portals and consultancies emerged as the most effective channels.
Employee referrals were also valued for their cost-effectiveness and reliability.

Q2. How did you find out about the job opening?
Options:

Internet

Employee Referral

Campus Placement

Advertisement

 Interpretation: Most employees learned about openings through internet job portals and
employee referrals. Campus placements contributed a significant percentage as well.

XXXI
 Q3. Are you satisfied with the recruitment process?

Options:

Yes (80%)

No (20%)

Options yes no Total

Responses 16 4 20
percentage 80 20 100%

Interpretations:
It was found that most of employees are satisfied with the recruitment process
adopted by ISAN DATA SYSTEMS. However, some of the respondents
thought there should be some changes in the existing recruitment process of
the organisation.

Q4. How likely are you to recommend ISAN Data Systems to others based
on your recruitment experience?

Options:

Very Likely

Likely

Neutral

Unlikely

 Interpretation: Responses leaned heavily towards "Very Likely" and "Likely,"

indicating satisfaction with the recruitment process and its influence on employer
branding.

XXXII
Weightage for Selection Criteria

Weig
Criterion htage
(%)

Educational
15%
Background

Professional
20%
Experience

Technical
25%
Skills

Soft Skills 15%

Cultural Fit 10%

Test/Interview
15%
Scores

XXXIII
CHAPTER-6 Findings, Conclusion & Recommendation

6.1 FINDINGS
The collected data are analysed and general observations has proven that Isan
Data Systems has done remarkable job in its Human Resource department.
The main are as follows:
In Isan Data Systems employees feel that the HR department is good.
The recruitment process is decentralised
About 90% of the employees are satisfied with the recruitment process.
Most of the managers prefer personal interviews.
Mostly external sources of recruitment are considered.
About 90% of employees fell that they are comfortable working with the
current HR policies of the company and 10% feel that they need some changes
in the policies. The policy of the company is to submit one of the original
educational documents and cannot leave the company for 1 year, if done so
then they have to pay a sum of Rs.25,000 to the company to get the certificate
back, which some of the employees find unnecessary and also risky.

XXXIV
 6.2 CONCLUSION
Recruitment is the process of searching for prospective employees and
stimulating and encouraging them to apply for jobs in an organization. And
selection is selecting the right candidate at the right time in the right place.

Employees of Isan data systems are satisfied with the current/existing

recruitment. Isan data systems is recruiting their employees mainly through
consultancies. Consultancies are the mediator between the organization and the
candidates as it serves the requirements of employees as well as the
organization. Isan data system recruits their employees in a decentralised way.

Also Isan data systems has to consider internet sources for recruitment of
employees so that it could motivate the employees. Employees are also well
aware about the various sources and methods of recruitment.

RECOMMENDATION
From the findings I can suggest Isan data system, Bangalore branch following
things for the effectiveness of recruitment process and HR policies.
Recruitment must be done by analysing the job firstly which will make it
easier and will be beneficial from the company’s point of view.
More emphasis should be given on internet and advertisement so that more
and more candidates apply for the jobs and it will easy to find the right
employee among them.
The recruitment and selection procedure should not be too lengthy and time
consuming.
Company should try to use the internal recruitment process first because it
incurs less cost and acts as a motivational factor to the employees.
Provide training to employees so that they get better knowledge, skills and
attitude.
Company should amend some parts of their HR policies for better effectiveness.

XXXV
BIBLIOGRAPHY

Website References
[Link]
[Link]
[Link]

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