A PROJECT REPORT ON

RECRUITMENT PRACTICES AND MANPOWER REQUIREMENT

FOR SAP CONSULTANTS IN CURRENT MARKET SCENARIO
AND
WELFARE ACTIVITIES PRACTISED BY SIEMENS
INFORMATION SYSTEMS LTD FOR THEIR EMPLOYEES

Under the guidance of

Mr. Rajiv Singh
(Business Manager -Siemens Information Systems Limited)

Submitted by:
Manju Radhakrishna
PGDM 2009-2011

A PROJECT SUBMITTED IN PART COMPLETION OF PGDM

TO

SURYADATTA INSTITUTE OF MANGEMENT AND MASS

COMMUNICATION
BHAVDHAN-PUNE

SIMMC Manju Radhakrishna Page 1

 ACKNOWLEDGEMENT

I would like to express my gratitude and sincere thanks to my summer

project guide Mr. Rajiv Singh (Business Manager) who gave me this
opportunity to explore my technical as well as professional skills in the
field of Human Resource Management during my summer internship
program at Siemens Information System Limited. He always had the
answers to my queries, be it regarding the departmental matters or
regarding any terminology of the working process. I got to learn from
him all the skills that are required to be an excellent personnel manager.

My special Thanks to Mr. Pradeep Kumar manish (Corporate

Relationship) for the support, practical guidance and easy explanations
which has added to the success of this project would not have been so
interesting

I would also like to thanks all my friends and my team members at

Siemens for their support and co-operation during my project.

I would like to express my sincere thanks to Prof. V. Toley who have

supported me immensely in accomplishing this project. I would also like
to thanks Pro for guiding me throughout the project.

I am thankful to them for having given me an opportunity to personally

experience this project which provided me a platform to gain practical
knowledge.

TABLE OF CONTENTS

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SR.N CHAPTERS PAGE NO
O

1. EXECUTIVE SUMMARY

2. An introduction to Siemens Information Systems

limited

3. Objective of the study

4. History of the company

5. Business Profile of the company Siemens (ERP,SAP)

6. An Introduction to the topic – Recruitment

7. Company profile, their location, criteria for

selection, mode of recruitment

8. Research Methodology

9. Limitations of the study

11. Recommendations/ Suggestion

SIMMC Manju Radhakrishna Page 3

12. Appendix (Questionnaires, Exel Sheet 1 and 2)

14. Advance search Form

15 Introduction to Welfare practices

16 Types of Welfare Activities

17 Welfare Activities Practiced in SISL

18 Research Methodology

19 Conclusion

20 Bibliography

Executive summary

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Siemens Information System Ltd (SISL) is a leading “system Integrator and
Total Solutions Providers” offering high-end consultancy in areas like
healthcare, Telecommunications, Manufacturing, Utilities, Public Sector &
Government. They offer comprehensive single-source solutions and services
along the consult-Design-Build-operate-Maintain Service Chain

Backed by their esteemed lineage and links with Siemens It Solutions and
Services and Siemens India, SISL fast tacked and gained extensive domain
expertise and specialization in Niche areas by offering open, flexible and
scalable solutions driven by leading-edge technologies.
Technology partnerships with world leaders like SAP AG, I2 Technologies
IBM and SDRC have enabled them to harness global technologies and reach
synergistic benefits of both our own as well as our partnered solutions to
clients.
With over 3000 software engineers, functional experts and business
specialists, the company’s success stems from its commitment to building
value-added IT Solutions. Today, the world is their domain. With both ready
- made as well as customized offerings. With flexible resourcing, ramp up of
teams and managed deliverables that are world-class, on time and within
budget, resulting in customer delight.
An SEL - CMMi Level 5, PCMM Level 3 and an ISO 9001 Certified
company, their commitment to provide world-class quality solutions have
borne long-standing relationship with a prestigious clientele

The centre where I under went my summer training was Siemens

Information System Limited, situated at Prabhadevi, in Mumbai. It was the
ATC ( Authorized Training Centre ) branch of Siemens, information systems
limited.
The main aim objective there was to find suitable candidates according to
the educational and professional qualification from the job portals for SAP
training and as well as to find out the current SAP opening in different
companies.
I have gathered information from various sources such as websites, job
portals like Timesjob.com, monster.com and naukri.com, resumes

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candidates placed in companies like IBM, Colgate, Patni find out the
current SAP openings in different companies.
I have gathered information from various sources such as websites, job
portals like Naukri.com, resumes of candidates placed in companies like
IBM, Colgate, Patni, CMC. Finding out SAP opening and then contacting
the companies through corporate e-mail proved to be quite beneficial to the
company.

Further the 2nd part of my project consist of the study of various welfare
activities practiced by Siemens Information Systems Ltd for their
employee’s well being were in I gathered information from the Branch
manager Mr. Rajiv Singh, the senior team members and the employees at
lower level.

At the end of my summer training, I hope to contribute some value addition

to my company

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 “”AN INTRODUCTION TO
SIEMENS INFORMATION
SYSTEMS LIMITED””

SIMMC Manju Radhakrishna Page 7

 INTRODUCTION

SIEMENS INFORMATION SYSTEM LTD

Siemens information system ltd ( SISL) is a leading “systems integrator and

Total Solutions Provider” offering high end consultancy in areas like health
care Telecommunications, Manufacturing, Utilities, Public Sector &
Government. We offer comprehensive single-source solutions and services
along the consult – design-build-operate-maintain service chain

Backed by their esteemed lineage and links with Siemens IT Solutions and
services and Siemens India, SISL fast –tracked and gained extensive domain
expertise and specialization in niche areas by offering open, flexible and
scalable solutions driven by leading-edge technologies.

Technology partnerships with world leaders like Sap AG, i2 Technologies,

IBM and SCRC have enabled us to harness global technologies and reach
synergistic benefits of both their own as well as their partnered solutions to
clients

With over3000 software engineers, functional experts and business

specialists, the company’s success stems from its commitment to building
value-added IT solutions. Today the world is their domain, With both
readymade as well as customized offerings. With flexible resourcing, ramp
up of teams and manages delivery. With dynamic and innovative strategies.
And with deliverables that are World class, on time and with budget,
resulting in customer delight.

An SEI-CMMi Level 5, PCMM Level 3 and an ISO 9001 certified company

heir commitment to provide world class quality solutions have borne long-
standing relationships with a prestigious clientele

In todays’s business environment, where it is imperative to recognize and

meet newer global oppurtunities in order to fulfill IT and other needs of
diverse businesses,SISL,undisputedly, operates at the core of competence.

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BUSINESS PROFILE

With a global approach to services, they respond to the clients complex

business challenges with services that span industry sectors. They can help
address the most complex business challenges araising by drawing on deep
skills from the Siemens global network of innovation. Their approach to the
needs and service delivery, help exploit new opportunities, improve
performance and enhance shareholder value.

With an extensive domain expertise and technology specialization, to a

global clientele in the areas of telecommunications, healthcare,
manufacturing, public sector, utilities& Governments, our expertise lies in
the open, flexible and scalable driven by leading edge technology.

INDUSTRY

They provide end to end products, systems and solutions for industrial and
building automation as well as infrastructure installation. These turnkey
solutions cover project management engineering &software installation,
commissioning after-sales service. Plant maintenance and training

Automation &Drives
Industrial solution & services
Building Technology

INFORMATION & COMMUNICATION

They provide software solutions across the IT service chain, from consulting
and system integration to IT infrastructure management in the areas of
telecommunications, healthcare, manufacturing, public sector, utilities &
government.

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ENERGY

They offer you a complete range of energy solutions ranging from power
generation to efficient and reliable transportation of electrical energy from a
power plant to the consumer including energy and plant management.

They supply technology, equipment and expertise to private and public

sector power projects that directly or indirectly support the infrastructure
development of the country. Their state-of-the-art.
Techno-economical products and solutions are designed to provide
environment friendly and affordable power.

Power Generation
Power Transmission & Distribution Systems

HEALTHCARE

They bring to you state-of-the-art medical technologies and healthcare

information systems, as well as management consulting and support
services, to help transform the delivery of care

Medical Solution
Siemens Hearing Aids

Osram India Pvt. Ltd

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LIGHTING PRODUCTS AND SOLUTIONS

They provide economical long life lighting for every application, including
incandescent and fluorescent ones for domestic and industrial lighting.

General Lighting
Automotive Lighting
Electronics & Controls
Display/Optics
Opto Semiconductors
LED Systems
Luminaries

TRANSPORTATION

A pioneer of the railway signaling system in india they offer products and
solutions in railway signaling &safety systems, traffic control and
automation, electrification, traction equipment for locomotives and multiple
unit system and mass transit vehicles. Their product palette also includes
rolling stocks, auxiliary inverters for air conditioned passenger coaches,
They are fully equipped and undertake turnkey projects for urban
transportation mass rapid transport projects, traction substitutions overheads
centenary and long distance transmission lines.

PORTFOLIO

Railway Automation
Rail electrification
Turnkey systems
Metros
Trains and Locomotives
Light Rail Vehicles
SIMMC Manju Radhakrishna Page 11
Multiple Units
Service, Maintenance and support

CORPPORATE SOCIAL RESPONSIBILITIES

Corporate Social Responsibility is an Integral part of Siemens business

philosophy-“Giving back graciously to society a piece of our success”

Siemens does not believe in merely handling over a cheque but support a
cause with active participation. At the center of all these activities are the
caring hands that Siemens employees extend to disadvantaged people
everywhere. For us, volunteering time and expertise to assist children, young
people and the needy is a crucial component of our own identity.

Siemens Caring Hands: Our global social responsibility

program

Siemens caring Hands comprises of three types of social developmental

activities partnerships, Disaster Relief and volunteering. It encompasses the
wide range of community projected planned and implemented by employees
on their own initiative. In addition, the caring Hands Initiative also includes

SIMMC Manju Radhakrishna Page 12

the technical, professional and financial assistance that Siemens as a
company provides to selected aid organizations around the world.

OBJECTIVE OF THE STUDY

The objective of the project is quite vast. As an HR Manager it will help me

in recruitment process in future because the project involves searching and
screening the right kind of resumes from the job portals like TimesJobs.com
and Naukri.com. Recruitment involves attracting and obtaining as many
applicants as possible from eligible job seekers, Recruitment represents the
first contact that a company makes with the potential candidates. Its through
recruitment that many individuals will some to know about the company and
eventually decide whether they wish to work for it. A well-planned and well
managed recruiting effort will result in mediocre ones. The recruitment
should inform qualified individuals about employment opportunities and
create a positive image of the company. It lends itself as a potential source of
competitive advantages to a company. An effective approach to of
applicants can be considered as an integral part of the recruiting process.
Corporate communication is also an integral part of HR, building corporate
relationship will help me grow as an individual, will enhance my personality
level and help in my career development as an individual.

RESOURCE MANAGEMENT

Resource management is the process by which a management determines

how an organization should utilize its resources properly to increase
business productivity or a add value to its line of business. Through planning
, a management strives to have the right number and right kind of people at
the right time, to do things which result in both the organization and the
individual and the individual receiving the maximum long range benefits.
Human resources re utilized to the maximum possible extend in order to
achieve individual and organizational goals. An organization’s performance
and resulting productivity are directly proportional to the quality and

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quantity of its human resources. Resource planning is making an inventory
of present manpower resources and assessing the extend to which these
resources are utilized optimally.

OBJECTIVES OF THE SUMMER INTERNSHIP PROGRAM AT

SIEMENS INFORMATION SYSTEMS LIMITED;

 My objective of the project at Siemens information System Limited

was to study the resumes of candidates placed in companies like IBM,
IOCD, Atos, Aakii industries, Patni computers etc and to analyse the
resumes of candidates placed as consultants in theses companies, how
much weightage they give to educational qualification and
professional experience. Based on that we had to search the right kind
of resumes from the job portal for SAP training in Siemens.

 The second objective of the study was to find out SAP openings in
different companies in job portal like naukri.com, monster.com with
the name, website of the company, requirement for SAP consultants,
with domain experience and email-id of the HR department.

 One of the objective was to call the candidates shortlisted from the job
portal for SAP training. A set of questionnaires was already prepared
and we had to call the candidates and asked them if they were
interested in SAP training. The questionnaires prepared are given at
the end of the project report.

 We have to find out the company profile of Aakit Technologies ABN

AMRO, Bayer Corp,ACC Limted, Alok Industires, AG Technologies,
Atos Origin, Coconut software, Colgate, TCS Infosys, Wipro
Infotech, Cap Gemini, Cyber Infotech, Enteg, Mahindra Consulting,
NIIT Technologies, Patni Computers, Satyam Computers, Sun
Microsoft, Tech Mahindra, their business, recruitment criteria,
location in india and internationally, total SAP size and mode of
recruitments

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 BACKGROUND OF THE ORGANIZATION: SIEMENS
INFORMATION SYSTEMS LIMITED

HISTORY OF THE COMPANY

Siemens was founded in Berline by Werner von Siemens in1847. As an

extraordinary inventor, engineer and entrepreneur, Werner von Siemens
made the world’s 1st pointer telegraph and electric dynamo, inventions that
helped put the spin in the industrial revolution. He was the man behind one
of the most fascinating success stories of all time- by turning a humble little
workshop into one of the world’s largest enterprises. As Werner had
envisioned, the company he started grew from strength to strength in every
field of electrical engineering. From constructing the world’s first electric
railway to laying the first telegraph line linking Britain and India, Siemens
was responsible for building much of the modern world’s infrastructure.

Siemens is today a technology gaunt in more than 190 countries, employing

some 440000 people worldwide. They work in the fields of energy, industry,
communications, information, transportation, healthcare, components and
lighting have became essential part of everyday life.

For 50 years, Siemens has been active in India, where it holds leading
positions in the three application fields Energy and Environmental care/
automation and control, Industrial and Public Infrastructures/ Healthcare.
The Siemens IT Solutions and Services Group functions across all three
fields. Siemens in India was ranked fourth by Business Week among Asia’s
50 best performing companies, while Business Standard awarded Siemens as
a Star MNC company in India. Siemens commissioned India’s First 765kV
substation for the SIPAT project power transmission system as an order
from the power Grid Corporation of India Ltd.

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 SIEMENS IN INDIA

The Siemens Group in India is a unique player in the field of electrical and
electronics engineering. They have the capacity to integrate diverse
products. Systems and services into turkey solutions across the life-cycle of
a project. Innovation is their strength. But it’s not the only one. Their
customers also know that they can rely on them to execute quality project
while delivering value.

In all areas of our operation, they provide the complete range of offerings. In
the Energy Sector, they expertise ranges from power plants to turbines and
in the industry sector, they build airports, as well as produce contactors. In
transportation, they deliver complete high speed trains, right downto safety
relays, whereas in Lighting, they illuminates large stadiums and also
manufacture small light bulbs. In Healthcare, they execute complete
solutions for hospitals as also provide “in the canal” hearing aids. And, the
tread that connects all their businesses is information technology.

They have a wide presence across the country, where their operations
include 17 manufacturing plants and an extensive network of sales and
service offices. They are also part of a vast global network of 475000
people, operating in over 190 countries, which serves to enhance our
standing

SAP (SYSTEM APPLICATION PRODUCT)

Systems Applications, Products in data processing or SAP was originally

introduced in the 1980’s as SAP R/2 which was a system that provided users
with a soft-real-time business application that could be used with multiple
curriencies and languages. As Client-server began to be introduced SAP
brought out a server based version of their software called SAP R/3.
Henceforth referred to as SAP, Which was launched in1992. SAP also
developed a graphical user interface. Or GUI. To make the system more user
friendly and to move away from the mainframe style user interface.

For the next 10 years SAP dominated the large business applications market.
It was successful primarily because it was extremely flexible. Because SAP

SIMMC Manju Radhakrishna Page 16

was a modulator system (meaning that the various functions provided by it
could be purchased piecemeal) it was an extremely versatile system. A
company’s business model. SAP’s flexibility, while one of its greatest
strengths is one of its greatest weaknesses that lead to the SAP audit.

There are three main enterprise resource planning (ERP) systems used in
today’s larger businesses: SAP, oracle, and Peoplesoft. ERP’s are specially
designed to help with the accounting function and the control over various
other aspects of the companies business such as sales, delivery. Production,
Human Resources, and inventory management. Despite the benefits of
ERP’s there are also many potential pitfalls that companies who turn to
ERP’s occasionally fall into.

HISTORY OF SAP

SAP, started in 1972 by five former IBM employees in Mannheim,

Germany, state that it is the world’s largest inter-enterprise software
company and the world’s forth- Largest independent software supplier,
overall.

The original name for SAP was German: Anwendungen, Produkte, German
for “Systems Applications and Products “. The original SAP idea was to
provide customers with the ability to interact with a common corporate
database for a comprehensive range of applications. Gradually, the
applications have been assembled and today many corporations including
IBM and Microsoft are using SAP products to run their own businesses

SAP applications, built around their latest R/3 system, provide the capacity
to manage financial, asset and cost accounting, production operations and
materials, personnel, plants and archived documents. The R/3 system runs
on a number of platforms including windows 2000 and uses the client/
server model. The latest version of R/3 includes a comprehensive Internet-
enabled Package.

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Sap has recently recast its product offerings under a comprehensive Web
interface, called mySAP.com, and added new e-business applications
including customer relationship management (CRM) and Supply Chain
Management (SCM)

As of January 2007, SAP, a publicly traded company, had over 38,4000

employees in over 50 countries, and more than 36,200 customers around the
world. SAP is turning its attention to small-and –medium sized businesses
(SMB). A recent R/3 version for IBM’s AS/400 platform.

SAP:: SYSTEMS, APPLICATIONS, PRODUCTS IN DATA

PROCESSING

SA’s product are in the Enterprise resource planning ERP business sector.
The company’s main product is SAP R/3, where the R stands for realtime,
the number 3 relates to the three tier application architecture: database
application server and client. The predecessor to R/3 was R/2. Other major
offerings include APO (Advanced Planner and Optimizer), BW (Business
Information Warehouse) CRM (Customer Relationship Management), SRM
(Supplier Relationship Management), Human Resource Management
Systems (HRMS) and KW (Knowledge Warehouse). The company also
offers a new technology platform, named SAP NetWeaver. While its
original products are mostly used by larger companies, SAP is now also
offering products for small and medium sized enterprises (SME) with SAP
Business One and SAP All in One.

BUSINESS PROFILE OF SIEMENS INFORMATION

SYSTEMS LIMITED

WHAT IS ERP?

ERP attempts to integrate all the departments and functions across

accompany onto a single computer system that can serve all those different
department’s particular needs.

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 BENEFITS OF ERP

ERP (ENTEPRISE RESOURCE PLANNING)

ERP automates the task involved in performing a business process such as

order fulfillment, which involves taking an order from a customer service
representative takes an order from a customer, he or she has all the
information necessary to complete the order. Everyone else in the company
sees the same computer screen and has access to the same database that
holds the customer’s new order. When one department finishes with the
order it is automatically routed via the ERP System to the next department.
To find out where the order is at any point, one need only log into ERP
system and track it down, with luck, the order process moves like a bolt of
lightning through the organization and the customers get their orders faster
and with fewer errors than before.

SAP: DELIVERING IT-POWERED BUSINESS

INNOVATION

As the world’s leading provider of business software, SAP delivers products

and services that help accelerate business innovation for its customers, SAP,
and ultimately, entire industries and the economy at large. Today, more than
47,800 customers in more than 120 countries run SAP applications- from
distinct solutions addressing the needs of small businesses and midsize
companies to suite offerings for global organizations.

THE SAP SUCCESS STORY

SAP was founded in 1972, it has a rich history of innovation and growth that
has made it a true industry leader. Sap currently employs more than 51200
people in more than 50 countries worldwide. SAP is Listed on several
exchanges, including the Frankfurt Stock Exchange and NYSE under the
symbol “SAP”.

KNOWLEDGE, EXPERIENCE, AND TECHNOLOGY FOR

OPTIMIZING BUSINESS
SIMMC Manju Radhakrishna Page 19
They leverage their extensive experience to deliver a comprehensive range
of solutions that empower every aspect of businesses and midsize
companies- can reduce costs, improve performance, and gain the agility to
respond to changing business needs. SAP also has developed the SAP
Netweaver technology platform which enables our customers to achieve
more value from their IT investments. Their professionals are dedicated to
providing the highest level of customer service and support.

A PHILOSOPHY FOR LEADERSHIP AND STRONG

PEFORMANCE

SAP strives to define and establish undisputed leadership in the emerging

market for business process platform offerings and accelerate business
innovation powered by IT for companies and industries worldwide. As part
of its commitment to corporate citizenship, SAP also contributes to
economic development on a grand scale.

SAP is recognized as a leader in demonstrating the highest level of integrity

in its corporate governance and practices. These efforts are informed and
driven by the core value added services, and unparalleled expertise
addressing the unique demands of organizations in more than 25 industries,
SAP continues to grow its market share as the world’s leading provider of
business software.

DEFINATION OF SAP

SAP defines business software as comprising enterprise resource planning

and related applications such as supply chain management, customer
relational management, product life-cycle management, and supplier
relationship management.

The market of SAP in India is 60% where as all over the world it is 30%.
SAP provides comprehensive range of enterprise software applications and
business solution to empower every aspect of our business.

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 SAP ECOSYSTEM AND PARTNERS:

THE VITAL ROLE THEIR PARTNERS PLAY

At SAP, they recognize the vital role their partners play in their ecosystem-a
community of organizations and individuals focused on a common goal-
customers, their partners, and SAP.

Emerging business challenges require holistic thinking. SAP partners

operate in an unmatched collaborative environment where together they can
accomplish more. Together partners overcome traditional barriers to growth
and profitability, like the need to move faster than the competition and the
uncertainty surrounding change and innovation through relevant industry
relationships. The results partners work together to seek high-growth
opportunities, reduce the cost of development and drive new sources of
innovation for the company, and for their customers. Partner solutions
become part of the “Whole” solution for customers where shared interests
and goals are realized and new opportunities are revealed

Their partners share SAP’s passion for customer value. Together they create
a thriving ecosystem in which their valued partners can be successful- a win-
win situation for all. SAP is committed to supporting their partners through
our award-winning, recognized partner programs, like the SAP Partner Edge
Program- The framework built and designed to ensure success for SAP
channel partners, Now in the process of expanding its coverage to software
and services partners. These partner programs focus on:

Greater market exposure and expanded business opportunities

Rewards for sales success, solution development, and ability to satisfy our
mutual customers
Joint sales and marketing initiatives
Market development funding,
Technical expertise on SAP Platforms and solutions,
Co-innovation and Co-development
Collaborative planning and execution.

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 PARTNERSHIP CATEGORIES

SAP offers Global and Local partnership categories for every strategic
business area and customer need in all market segments. With more than 30
years of experience. SAP support more than 41,200 customers worldwide,
with 105,000 installations in 120 countries. SAP unique ecosystem consists
of 11,000 consulting and education employees, plus 6000 service and
support centers, nine custom development centers, and genuine 24/7 support,
SAP truly maximizes your business and 11 success.

PREREQUISITE FOR VARIOUS MODULES OF SAP AUTHORISE

TRAINING CONDUCTED BY SIEMENS INFORMATION SYSTEMS
LIMITED

SAP ACADEMY PROGRAMS AT SIEMENS INFORMATION

SYSTEMS LIMITED

1) FINANCIAL ACCOUNTING (FI)

PREREQUISITES:

Knowledge of finance, accounts

Minimum 2-3 years of experience is required
Professional qualification C.A/ICWAI/MBA/PGDM in finance/ Post
Graduate in Finance &Accounting with relevant experience.
Preferably below 40 yrs of age group
Good communication skills.

2) MANAGERIAL ACCOUNTING (CO)

PREREQUISITES:

Knowledge of costing and controlling.

Minimum 2-3 years of experience is required

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 Professional qualification C.A/ICWAI/MBA in Finance/Post
Graduate in Finance & Accounting with relevant experience.
Preferably below 40 yrs of age group.
Good Communication Skills.

3) MANAGEMENT/ADMINISTRATION (HR)

PREREQUISITES:

Knowledge of business process in the area of Human Resources/

Organization
Management/administration.
Minimum 2-3 yrs of experience is required.
Professional qualification preferably MBA- Human Resource/
Management personnel Management
Perferably below 40 yrs of age group.
Good communication skills

4) SCM-PROCUREMENT (MM)

PREREQUISITES:

Business Knowledge in the procurement area, particularly knowledge

of product process is required
Minimum 2-3 yrs of experience in procurement, Material Handling,
Purchase Inventory, Vendor management is required
Professional qualification B.E/B.TECH/MBA.
Preferably below 40 yrs of age group
Good communication skills.

5) SCM-PLANNING (PP PLANNING) MANUFACTURING

PREREQUITES

Business Knowledge in the area of Supply Chain Planning

&Manufacturing

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 Minimum 2-3yrs of experience in the area of supply chain
Planning/ Manufacturing is required.
Professional qualification B.E/B.TECH/MBA
Preferably below 40 yrs of age group
Good Communication skills

6) SCM-ORDER FULFILLMENT (SD)

PRERQUISITES:

Business knowledge in the area of scale and distribution processes

Minimum 2-3yrs of experience in hand core sales and Distribution is
required
Professional qualification B.E/B.TECH/MBA (Marketing).
Preferably below 40 years of age
Good communication skills

7) APPLICATION DEVELOPMENT DEVELOPMENT-ABAP

WORKSHOP

PREQUISITES:

Proficiency in one of the Programming Language like C, C++, JAVA,

SQL,
Knowledge of DBMS and strong hold on OOPS concept.
Minimum 6 months to 1 yr of experience in programming is desired
Professional qualification preferably B.E/B.TECH in computer
science or MCA/MIT
Preferably below 40 yrs of age group
Good Communication skills

8) SAP BASIS

PREQUISITES:

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 Good understanding of system administration, networking and
database administration.
Minimum 3 years of experience is required
Professional qualification preferably B.E/B.TECH in Computer
Science or MCA/MIT/MCSE/CCNA/Cisco/DBA.
Preferably below 40 yrs of age group.

9) PLM-PLANT MAINTENANCE (PM)

PREREQUISITES:

Knowledge of Plant Operation, Maintenance, Service

Minimum 2-3 yrs of experience is required
Professional Qualification Preferably B.E/B.TECH in Computer
Science or MCA/MIT/MCSE/CCNA/Cisco/DBA
Preferably below 40 yrs of age group

10) PLM-PLANT MAINTENANCE (PM)

PREREQUISITES:

Knowledge of Plant Operation, Maintenance, Service

Minimum 2-3 yrs of experience is required
Professional Qualification Preferably B.E/B.TECH in Computer
Science or MCA/MIT/MCSE/CCNA/Cisco/DBA
Preferably below 40 yrs of age group

11) PLM-PROJECT MANAGEMENT (PS)

PRERQUISITES:

Experience in Project Management and Implementation.

Basic knowledge of processes in logistics and accounting.
Professional Qualification preferably B.E/B.TECH/MBA/Post
Graduate in Operation Management

SIMMC Manju Radhakrishna Page 25

 Preferably below 40 yrs of age group
Good communication skills.

12) PLM-QUALITY MANAGEMENT (QM)

PREREQUISITES:

Knowledge of Quality Control Systems

Minimum 2-3 yrs of experience in quality management and control.
Professional Qualification preferably B.E/B.TECH/MBA/MQM
Good communication skills.

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 “ RECRUITMENT ”

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 “INTRODUCTION TO THE TOPIC”

RECRUITMENT

Recruitment is a function that requires business perspectives. Expertise

ability to find and match the best potential candidate for the organization,
diplomacy, marketing skills (as to sell the position facing new to the
candidate) and wisdom to align the recruitment processes for the benefit of
the organization. The HR professionals – handling the recruitment function
of the organization- are constantly facing most challenges. The biggest
challenges for such professionals is to source or recruit the best people or
potential candidate for the organization.

Recruitment is of the most crucial roles of the human resource professionals.

The level of performance and organization depends on the effectiveness of
its recruitment function. Organization has developed and follow
recruitment strategies to hire the best talent for their organization and to
utilize their resource optimally. A successful recruitment strategy should be
well planned and practical to attract more and good talent to apply in the
organization.
Recruitment of candidates is the function preceding the selection, which
helps create a pool of prospective employees for the organization so that the
management can select the right candidate for the right job from this pool.
The main objective of the recruitment process is to expedite the selection
process.
Recruitment is a continous process whereby the firm attempts to develop a
pool of qualified applicants for the future human resources needs even
though specific vacancies do not exist. Usually, the recruitment process
starts when a manager initiates an employee requisition for a specific
vacancy an anticipated vacancy.

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PURPOSE AND IMPORTANCE OF RECRUITMENT

 Attract and encourage more and more candidates to apply in the

organization.
 Create a talent pool of candidates to enable the selection of best
candidates for the organization.
 Determine present and future requirements of the organization in
conjunction with its personnel planning and job analysis activites.
 Recruitment is the process which links the employers with the
employees
 Increase the pool of job candidates at minimum cost
 Help increase the success rate of selection process by decreasing
number of visibly under qualified or overqualified job applicants.
 Helps reduce the probability that job applicants once recruited and
selected will leave the organization only after a short period of time.
 Meet the organizations legal and social obligations regarding the
composition of its workforce.
 Begin identifying and preparing potential job applicants who will be
appropriate candidates
 Increase organization and individual effectiveness of various
recruiting techniques and sources for all types of job applicants.

RECRUITMENT PROCESS

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 1. Identify vacancy
2. Prepare job description and person specification
3. Advertising the vacancy
4. Managing the response
5. Short listing
6. Arrange interviews
7. Conducting interview and decision making

The recruitment process is immediately followed by the selection process

i.e. the final interviews and the decision making, conveying the decision
and the appointment formalities.

SOURCE OF RECRUITMENT

Every organization has the organization has the option of choosing the
candidates for its recruitment processes from kinds of sources: internal
and external sources. The sources within the organization itself (like
transfer of employees from one department to other, promotions) to fill a
position are known as the internal sources of recruitment. Recruitment
candidates from all the other sources ( like outsourcing agencies etc.) are
known as the external sources of recruitment

SOURCES OF RECRUITMENT

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 INTERNAL SOURCES OF RECRUITMENT

The employees are transferred from one department to another to their

efficiency and experience.

PROMOTIONS

 The employees are promoted from one department to another with

more benefits and greater responsibility based on efficiency and
experience.
 Others are upgrading and demotion of present employees
according to their performance.
 Retired and retrenched employees may also be recruited once
again in case of shortage of qualified personnel or increased in
load of work. Recruitment such people.

EXTERNAL SOURCE OF RECTUITMENT

PRESS ADVETISEMENTS

Advertisements of the vacancy in newspapers and journals are widely

used source of recruitment. The main advantage of this method is that it
has a wide reach.

EDUCATIONAL INSTITUTES

Various management institutes, engineering colleges, medical colleges

etc are a good source of recruiting well qualified executives, engineers,
medical staff etc. They provide facilities for campus interviews and
placements. This source is known as campus recruitment.

PLACEMENT AGENCIES

Several private consultancy firms perform recruitment function on behalf

of client companies by charging a fee. These agencies are particularly

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 suitable for recruitment of executives and specialists. It is also known as
RPO (Recruitment Process Outsourcing)

EMPLOYMENT EXCHANGES

Government establishes public employment exchanges throughout the

country. These exchanges provide job information to job seekers and
help employers in identifying suitable candidates.

LABOUR CONTRACTORS

Manual workers can be recruited through contractors who maintain close

contacts with the sources of such workers. This source is used to recruit
labour for construction jobs.

UNSOLICATED APPLICANTS

Many job seekers visit the office of well-known companies on their own.
Such callers are considered nuisance to the daily work routine of the
enterprise. But can help in creating the talent pool or the database of the
probable candidates for the organization.

EMPLOYEE REFERRALS /RECOMMENDATIONS

Many organizations have structured a system where the current

employees of the organization can refer their friends and relatives for
some position in their organization. Also, the office bearers of trade
unions are often aware of the suitability of candidates. Management can
inquire these leader for suitable jobs. In some organizations these are
formal agreements to give priority in recruitment to the candidates
recommended by the trade union.

RECURITMENT AT FACTORY GATE

Unskilled workers may be recruited at factory gate employed whenever

permanent worker is absent. More efficient among these may be recruited
to fill permanent vacancies

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 Organizational objectives

 Personnel policy’s of the organization and its competitors.

 Government policies of on reservation.
 Preferred sources of recruitment.
 Need of the organization.
 Recruitment costs and financial implications.

RECRUITEMENT POLICY OF AN ORGANISATION

In today’s rapidly changing business environment, a well defined

recruitment policy is necessary for organization s to respond to its human
resource requirement in time. Therefore, it is important to have a clear
and concise recruitment policy in place, which can be executed
effectively to recruit the best talent pool for the selection of the right
candidate at the right place quickly. Creating a suitable recruitment
policy is the first step in the effectively hiring process. A clear and
concise recruitment policy helps ensure a sound recruitment process.
It specifies the objectives of recruitment and provides a framework for
implementation of recruitment program. It may involve organizational
system to be developed for implementing recruitment program and
procedures by filling up vacancies with best qualified people.

COMPONENTS OF THE RECRUITMENT POLICY

The general recruitment policies and terms of the organization

Recruitment services of consultants
Recruitment of temporary employees
Unique recruitment situations
The selection process
The job descriptions
The terms and conditions of employment

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 A RECRUITMENT POLICY OF AN ORGANISATION SHOULD
BE SUCH THAT

It should focus on recruiting the best potential people.

To ensure that every applicant and employee is treated equally
with dignity and respect.
Unbiased policy.
To aid and encourage employees in realizing their full potential.
Transparent, task oriented and merit based selection.
Weightage during selection given to factors that suit organization
needs.
Optimization of manpower at the time of selection process.
Defining the competent authority to approve each selection.
Abides by relevant public and legislation on hiring and
employment relationship.
Integrates employee needs with the organizational needs.

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives
Personnel policies of the organization and its competitors
Government policies on reservations
Preferred source of recruitment
Need of the organization
Recruitment costs and financial implications

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“E-RECRUITMENT”

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 E- RECRUITMENT

Many big organization use internet as a source of recruitment. E-

Recruitment is the use of technology to assist the recruitment process. They
advertise job vacancies through worldwide web. The job seekers send their
applications or curriculum vitae i.e. CV through e mail using the internet.
Alternatively job seekers place their CV’s in worldwide web, which can be
drawn by prospective employees depending upon their requirement.
The buzzword and the latest trends in recruitment is the “E-Recruitment”.
Also known as “Online Recruitment”, it is the use of technology or the web
based tools to assist the recruitment process. The tool can be either a job
website like Naukri.com, the organization’s corporate website or it is the
own intranet. Many big & small organization are using internet as a source
of recruitment. They advertise job vacancies through an e-mail using the
internet. Alternatively job seekers place their CV’s in worldwide web, which
can be drawn by prospective employees depending upon their requirement.
The internet penetration in india is increasing and has tremendous potential.
According to a study by NASSCOM-“job is among the top reasons why new
users will come on to the internet, beside e-mail.” There are more than 18
million resume’s floating online across the world.

TWO KINDS OD E-RECRUITMENT

The 2 kinds of E-Recruitment that an organization can use is-

Job portals i.e. posting the position with the job description and the job
specification on the job portal and also searching for the suitable resumes
posted on this site corresponding to the opening in the organization.

Creating a complete online recruitment/application section in the

companies own website.- companies have added an application system to
its website, where the passive job seekers can submit their resumes into the
database of the organization for consideration in future, as and when the role
becomes available.

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ONLINE RECRUITMENT WEBSITES

Such sites have 2 main features: job boards and a resume/curriculum vitae
(CV) database. Job boards allow member companies to post job vacancies.
Alternatively, candidates can upload resume to be included in searches by
member companies. Fees are charged for job postings and access to search
resumes.
In recent times the recruitment website has evolved to encompass end to end
recruitment. Websites capture candidate detail and then pool then in client
accessed candidate management interfaces (also online).key players in this
sector provide e-recruitment software and services to organizations all sizes
and within numerous industry sector, who want to enable entirely or partly
their recruitment process in order to improve business performance.
The online software provided by those who specialize in online recruitment
helps organizations attract, test, recruit, employ and retain quality staff with
a minimal amount of administration.

RESUME SCANNERS:

Resume scanner is one major benefit provided by the job portals to the
organizations. It enables the employees to screen and filter the resume
through pre-defined criteria’s and requirements (skills, qualifications,
experience, payroll etc.) of the job.
Job sites provide a 24*7 access to the database of the resumes to the
employees facilitating the just-in-time hiring by the organizations. Also the
jobs can be posted on the site amost immediately and is also cheaper than
advertising in the through the “passers by” applicants.

FEATURES OF THE ONLINE PROFILE SHEET

The online profile sheet is designed to convene the ambiguity in the previous
testing process. Thus it was made with such testing features that it could
solve all the problems simultaneously.
The major characteristic feature of the online profile sheet are:
It is made in a complete drop down menu which is easy to fill and
understand.

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Certain details of the candidates appear on the profile sheet as non-edible
fields (directly captured from the data base)

MERIT OF THE NEW PROCESS (ONLINE ROFILE SHEET)

It is less time consuming
It helps reduce paper work
Online recruitment technique
Giving a detailed job description and job specifications in the job postings to
attract candidates with the right skill sets and qualification at the first stage.
E-recruitment should be incorporated into the overall recruitment strategy of
the organization.
A well defined and structured applicant tracking system should be integrated
and the system should have a back-end support.
Along with the back-office support a comprehensive website to receive and
process job applications (through direct or online advertising) should be
developed.
Therefore, to conclude, it can be said that e-recruitment is the “Evolving
face of recruitment”.
Recruiter is our internal users who have the access to the database and do all
the necessary performance related to recruitment and resourcing.

Advantages of E-Recruitment are:

 Lower costs to the organization. Also, posting jobs online is cheaper

than advertising in the newspapers.

 No intermediaries.

 Reduction in the time for recruitment (over 65 percent of the hiring

time).

 Facilitates the recruitment of right type of people with the required

skills.

 Improved efficiency of recruitment process.

 Gives a 24*7 access to an online collection of resumes.

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  Online recruitment helps the organisations to weed out the
unqualified candidates in an automated way.

 Recruitment websites also provide valuable data and information

regarding the compensation offered by the competitors etc. which helps
the HR managers to take various HR decisions like promotions, salary
trends in industry etc

Disadvantages

Apart from the various benefits, e-recruitment has its own share of
shortcomings and disadvantages. Some of them are:

 Screening and checking the skill mapping and authenticity of

million of resumes is a problem and time consuming exercise for
organizations.
 There is low Internet penetration and no access and lack of
awareness of internet in many locations across India.
 Organizations cannot be dependant solely and totally on the online
recruitment methods.
 In India, the employers and the employees still prefer a face-to-
face interaction rather than sending e-mails.

Major Challenges Faced By HR

The major challenges faced by the HR in recruitment are:

1) Adaptability to globalization.
2) Lack of motivation
3) Process analysis
4) Strategic Prioritization

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 Sourcing defined:

Sourcing refer to the identification and under covering of candidates

(also known as talent) through proactive recruiting techniques

Historical Context:

The evolution of recruiting has changed significantly over the last few
decades. What started out as the responsibility of office managers to
place job advertisements in newspapers or help wanted signs to attract
potential employees, has now grown into multi-billion dollar industry,
where the identification of talent requires internal corporate
recruitment departments or employment agencies solely focused on
this transaction through both proactive and reactive recruiting
techniques.
Today the actual act of identifying candidates has even been split into
dedicated roles and job functions as where historically sourcing was
the sole and inclusive responsibility of the recruiter along with other
job responsibilities (example):
(a) Screen and interview candidates against the position requirements
(b) Work closely with the hiring managers on hiring activities
(c) Help with the offer letter and interview process.

A corporate recruiting department can now be made up of individuals

dedicated to just the sourcing of candidates while recruiters can either
focus on more account management responsibilities or leverage
sourcing experts to supplement an additional volume of potential
candidates.

Detailed Definition:
The actual act of sourcing for candidates is performed by either a
recruiter (be it an internal corporate recruiter or agency recruiter) or a
dedicated recuriter just focus on the sourcing function. The definition
of sourcing needs to be clearly defined by what is as much as what it
is not.
In some situation a person that “sources” candidates can and will
perform both “primary” and “secondary” sourcing techniques to

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 identify candidates but there is a growing market for experts solely
focused on “phone sourcing” or internal sourcing/researching. The
actual act to

source candidates can usually be split out into two clearly defined
techniques relating to the above techniques

1. Primary Sourcing- From a recruiting/sourcing standpoint this

means the leveraging the techniques (primarily the phone) to
identify the candidates with limited to no presence of these
individuals in any accessible public form(the internet). It requires
the uncovering of candidates information via a primary means of
calling directly into organizations to uncover data on people, their
role, CTC, work experience, title and responsibilitites.

The term phone sources generally applies to the utilization of

primary sourcing techniques.

2. Secondary Sourcing- From a recruiting/sourcing definition

standpoint, this means the using of techniques ( primarily the
internet and utilizing advanced Boolean operators0 to identify
candidates. individuals in the recruiting industry that have deep
expertise in uncovering talent in the harder to reach places on the
internet.

The term “ Internet Sources” or “ Internet Researcher” generally

applies to the use of the secondary sourcing techniques.

Examples of Sourcing techniques

Sourcing for candidates also generally applies to a focus primarily on

proactively identifying people that are not actively searching for job
opportunities (active candidates).

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 Proactive Techniques:

1. Search for candidates in job sites ( example: Timesjobs.com) using

keywords related to the SAP module.

2. Looking in your own recruitment database for candidates using

Keyword’s related to the position requirements.
3. Networking (i.e. Business network’s ) with individuals to uncover
candidates.
4. Phone sourcing or cold calling to individuals that match the kye
requirements of the position that needs to be filled.

Internet Researcher

Sourcing and internet research is a highly specialized field that takes

years to master. Many of the best sources started out as recruiters who
found they enjoy “ Thrill of the hunt” more than the rest of the
process and become successful because of their heightened research
skills and abilities. Several recruiters can rely on the same source to
generate leads and fill the pipeline with pre-screened or pre-qualified
candidates. Sources are often the initial point of contact with
candidates, qualifying whether they are a real job-seeker or a hopper.
As a result, sources are uniquely positioned to sell or pre-close
candidates before the candidates enter the recruitment process.
This is a brief and precise meaning and methodology of sourcing.
FINDING OUT THE COMPANY PROFILE, WHAT THEY DO,
LOCATION OF THE COMPANY, CRITERIA FOR SELECTION,
MODE OF RECRUITMENT, CONTACT ADDRESS:
AAKIT Technology
ABNAMRO
Bayer Corp
ACC limited
Alok industries
AG Technologies
Atos Origin
Coconut Software
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 Colgate

TCS
Infosys
Wipro Infotech
Cap Gemini
Cyber Infotech
Enteg Infotech
IBM
JKT Consulting Limited
KPIT Cummins Infosystem Limited
L&T
Mahindra Consulting
NIIT Technologies
Patni Computers
Satyam Computer
Sun Microsystem
Tata Consultancy Services
Tech Mahindra

Sample of 2 companies profile

AAKIT Technologies

Company profile
AAKIT provides IT consulting and software development services to the
world’s finest organization.
AAKIT understand organization, the opportunities they have, the constraints
they operates with, the challenges they face & the strengths they need.
AAKIT believes in a collaborative Approach in its engagement with
organizations. This requires active participation of the business owner / user
champions / I.T. Co-ordinator and AAKIT’s team. Engagements with
customers do not end with delivering an application or implementing a
module. AAKIT’s team is committed to enhance the relationship and this
leads to AAKIT being treated as a trusted advisor to organizations.
SIMMC Manju Radhakrishna Page 43
AAKIT’s management team has expert business process and domain
knowledge in a variety of industries and business environments. The

management’s entrepreneurial skills, experience and expertise in cutting-

edge technologies, software development, business management and
operation provide the strong foundation and leadership for AAKIT’s
continous growth.

What They Do ?

AAKIT is a single full stop solution provider of services to customers

worldwide. On offer is a combination of an onsite cum offshore delivery
model, which is fitted to the organizations requirements.
AAKIT has a well-established practice for implementing Enterprise Wide
Applications. The SAP Practice division provides implementation, upgrade
and maintenance & support services.
The application development & management division provides customized
solutions, application maintenance, production support, outsourcing and
migration services to organizations. Service offerings are designed keeping
in mind the business objectives of customers and a belief in delivering
solutions that give long-term value.

Contact 1: Afreen Sheikh (HR Manager)

Contact no: 022-26185630
E-mail: Afreen.sheikh@aakit.com

Contact 2: Ushma Shukla ( Recruitment Coordinator )

Contact no: 022-26185630
E-mail: ushma.shukla@aakit.com

Contact 3: Ms Jayalakshmi (SAP Practice Head)

TOTAL SAP SIZE:85

LOCATION: Mumbai

Criteria for selection:

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 1. Good educational background.
2. Strong Domain experience (2-12) years of domain experience.

3. Work related achievements.

4. Excellent communication, interpersonal, convincing, analytical and
problem solving skills

Mode of Recruitment:

1. Regular Drives
2. Job portals
3. Internal references
4. Campus Recruitment

They have a OLTC training center of SAP in Nagpur.

Website: www.aakit.com

Location: Nagpur, Mumbai.

Atos Origin

Company profile:
Atos Origin is a leading international IT services provider. We provide
integrated design, build and operate solutions to large multi-national
clients in carefully targeted industry sector. Our business approach is
based on establishing long-term partnerships term partnerships that
encourage success through mutual benefit.
Atos Origin is one of the few companies that can provide all the design,
build and operate elements of a business solution. More than 60% of the
revenue base is recurring, deriving from multi-year outsourcing and
application maintenance contracts, and we deliver this within a global
framework of three major service lines.

What They Do ?

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 Atos Consulting offers advice and a pragmatic, realistic approach to
addressing client needs. It provides “End to End” services and solution,
ranging from supporting strategy development through to enterprise
solutions and technology decisions.

Contact 1: Unnati Pandey

Contact no: 022-66452500
E-mail: unnati.pandey@atosorigin.com

Contact 2: Deepak Gidwani

Contact no: 022-66913700
E-mail: Deepak.Gidwani@atosorigin.com

Contact 3: Khatib Farheen (SAP Recruitment coordinator )

Contact no: 022-66913700
E-mail: khatib.farheen@atosorigin.com

Contact 4: Anup Malviya

Contact no: 022-66913700
E-mail: anup.malviya@atosorigin.com

TOTAL SAP SIZE: 600

Criteria for selection:

1. Good educational background.

2. 5+ yrs of domain experience.
3. Work related achievements.
4. Communication, inter personal skills & competencies.
5. Good problem solving and analytical skills
6. Conceptual thinking.
7. Good team player
8. High learnability.

Mode of Recruitment:

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 1. Regular Drives.
2. Job Portals
3. Internal referances

4. Campus Recruitment.
5. Engineering Campus (NIT’s)
6. Management Campus(IIM’s,Isb)
7. Lateral Recruitment (3yrs of work experience)

WEBSITE: www.atosorigin.com

Locations:

Andorra
Argentina
Austria
Belgium
Brazil
Canada
Chile
China
France
Germany
India
united states
united kingdom
Switzerland
South Africa
Portugal
Peru
Malaysia
Japan
Italy
Hong Kong etc..

Remarks:

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 24% of the total work force is working on SAP with a SAP size of 600
across the globe. They have globe tie-up with SAP and Also have tie-up
for training in Belgium.

“ RESEARCH METHODOLOGY ”

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 RESEARCH METHODOLOGY

 RESEARCH DESIGN: A research design is the arrangement of

conditions for collection and analysis of data in a manner that aims
to combine relevance to the study is conducted; it consists of the
blue print for the collection, measurement and analysis of data.
While recruiting the financial advisors we did a survey and
collected data with primary and secondary source and finally
analysed the data

The research process used by me during the summer training:

 Exploratory research

Exploratory researches are conducting exploratory research. Some are in

depth interviews, projective techniques, elite interviewing and document
analysis. Exploratory research helps determine the best research design,
data collection method and selection of subjects.

Exploratory research often relies on secondary research such as

reviewing available literature and/or data, or qualitative approaches such
as informal discussions with consumers employees, management or
competitors, and more formal approaches through in-depth interviews,
focus groups, projective methods, case studies or pilot studies. The
internet allows for research methods that are more interactive in nature.

The initial process of exploratory research is to look for availability of

secondary data. The secondary data mostly used by me was jobportals,
websites of companies etc.

 SAMPLING DESIGN

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 A sample design is a definite plan for obtaining sample from a given
population. It refers to the technique or the procedure the researcher
would adopt in selecting items for the sample.

(a) Population:- it is total items about which information is desired

SAMPLE SIZE: 618 Resumes

SAMPLING METHOD: Purposive sampling

PURPOSIVE SAMPLING:

 In purposive sampling, we sample with a purpose in mind. We

usually would have one or more specific predefined groups we are
seeking. Purposive sampling can be very useful for proportionality
is not the primary concern. With a purposive sample, you are likely
to get opinions of your target population, but you are also likely to
overweight subgroups in your population that are more readily
accessible.

 The power of purposive sampling lies in selecting information

rich-cases for in-depth analysis related to the central issues being
studied. Purposive sampling can be used with both quantitative
and qualitative studies.

 In purposive sampling , we sample with a purpose in mind. We

usually would have one or more specific predefined groups we are
seeking. For instance, have you ever run into people in a mall or on
the street who are carrying a clipboard and who are stopping
various people and asking if they could interview them? Most
likely they are conducting a purposive sample (and most likely
they are engaged in market research) They might be looking for
Caucasian females between 30-40 years old. The size up the
people passing by and anyone who looks to be in that category
they stop to ask of if they will participate. One of the first things
they’re likely to do is verify that the respondent does in fact meet
the criteria for being in the sample. Purposive sampling can be

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 very useful for situations where you need to reach a targeted
sample quickly and where sampling for proportionality is not the
primary concern. With a purposive sample, you are likely to get

the opinions of your target population, but you are also likely to
overweight subgroups in your population that are more readily
accessible.

SOURCE OF DATA

Sound marketing research depends upon the existence of fact directly or

indirectly related to the problem studied. To fulfill the aforesaid
objective of the study the information will be gathered from the primary
as well as from the secondary data.

(A)PRIMARY SOURCE INFORMATION:

Primary data is collected directly from respondents or candidates

using data collection methods like survey interviews, questionnaires,
measurement, direct observation or tabulation. The primary source
of information used by me were the questionnaires which were
provided to me by the company, Siemens for interviewing the
candidates for SAP training.

COLLECTION OF INFORMATION:

Method of obtaining data:

(a) Questionnaire:

Quantitative vs. Qualitative

Questions may be designed to gather either qualitative or quantitative data.

By their very nature, quantitative questions are more exact then qualitative.
For example, the word “easy” and “difficult” can mean radically different
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things to different people. Any question must be phrased to avoid ambiguity.
Qualitative questions may also require more thought on the part of the
participant and may cause them to become bored with the questionnaire

sooner. In general, we can say that questionnaires can measure both

qualitative and quantitative data well, but that questions require more care in
design, administration, and interpretation.

Qualitative Research

Qualitative research is a field of inquiry that crosscuts disciplines and

subject matters. Qualitative researchers aim to gather an in-depth
understanding of human behavior and the reasons that govern human
behavior. Qualitative research relies on reasons behind various aspects of
behavior. Simply put, it investigates the why how of decision making, not
just what, where and when. Hence, the need is for smaller but focused
sample rather than larger random samples, which qualitative research
categorizes data into patterns as the primary basis for organizing and
reporting results. Qualitative researchers typically rely on four methods for
gathering information: (1) participation in the setting, (2) direct observation,
(3) in depth interviews, and (4) analysis of documents and materials.

Questionnaire

 The questionnaires can be either be structured. The questionnaires

were of structured type. Structured questionnaires are those
questionnaires in which there are definite, concrete and pre-
determined questionnaires. The questionnaires were of the close-
ended type.
 The questionnaire (also called survey) is a set of questions given to a
sample of people. The purpose is to gather information about the
people’s attitudes, thoughts behaviors, and so forth. The researchers
compile the answers of the people in the sample in order to know how
the group as a whole thinks or behaves.
 Questionnaires are often used by people who do political or market
research. For example, if a politician wanted to know what voters
thought about the voters opinions related to the issue.

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  A new business might want to send a questionnaire to potential
customers, to see what people like. A restaurant could ask about
people’s preference for tastes, price, service, and restaurant
appearance.

 A questionnaire provides better data for politicians or businesses to

use for making decisions. If the senator learns that 75% of the people
in the random sample of voters favor a proposed law, he or she can be
confident that essentially 75% of all the voters in the state also favor
the proposed law. This is more useful information than a case study of
one voter.

Questionnaires used by me in the summer training:

The questionnaires which were used by me to find out the candidates

interested in SAP training are given in the appendix in the end of the project
report. The questionnaire were of the closed ended type. These are the
questions which restrict the interviewee’s answer to predefined response
options. It gives the respondents a finite set of specified responses to choose
from. Such questions are deemed appropriate when the respondents have
specific answers to give, when the researcher have predefined answer in
mind, when detailed narrative information is not needed or when there is
finite number of ways to answer a question.

Questionnaire will be structured as closed and will be prepared for the

participants who want to go for the SAP training. E-mailing the details of the
SAP training to the participants if they are eligible for SAP training.

(b) Interview Method

The interview method of collecting data involves presentation of

oral-verbal stimuli and reply in terms of oral-verbal responses. The
method used by me was:

Telephonic Interviewing: This method of collecting information

consists in contacting respondents on telephone itself. It is not very

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 widely used method, but pays important part in industrial surveys,
particularly in developed regions. The chief merits of this system:

 It is more flexible than in mailing method.

 It is faster than other methods i.e. a quick way of obtaining
information
 It is cheaper than personal interviewing.

The telephonic interviewing consisted of:

 Contacting the interested and suitable candidates and

explaining them about the benefits of SAP training in
upgrading their career.
 The participants are contacted and interviewed on telephone
and asked about their educational background, professional
qualification, work experience, domain knowledge, age,C.T.C
to find out whether they are eligible and interested in SAP
training

Advantages of telephonic interviewing

 Speed in data collection.

 Potential to produce a high quality sample through improved
techniques
 Making call back is easier
 It is more flexible than in mailing method.
 It is faster than other methods i.e. a quick way of obtaining
information
 It is cheaper than personal interviewing.

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 (3) Survey Method

Conducting survey by visiting the competitors like Genovate and

finding their strategies of doing business

(2) SECONDARY DATA

Secondary data is the data that already exists which has been
collected by some other person or organization for their use and is
generally made available to other researchers free or at a
concessional rate. Sources of secondary data include websites, trade
association, journals, books etc.

Secondary data is that which is already available as a result of

research carried out by others. The rationale behind the searching for
secondary data is that it does not make sense to collect primary data
on a subject, when secondary data is already available. The search
for such data can start from the database of the researcher’s
organization. Research reports of previous studies also provide
adequate information about a particular problem on hand. A
significant amount of secondary data can be obtained from journals,
magazines and other periodicals. The secondary data used by me was
mostly online sources websites and search engines on the internet,
company journals and information provided to me by my summer
guide.

The secondary data mostly used by me are as follows:

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 Source of secondary data

 Studying about the company, its businesses, SAP (Software

Application Programme) and ERP in detail which was available
to us through the journals of the company and we had to
search through the internet on the SAP website.

 Going through the details of SAP implementing partners and

user companies on the websites and list was even provided by
the company.

 Studying the different modules in SAP like FI, HR,

ABAP,SD,MM,PP which were already made available to me
through the journals of the company, Siemens.

 Studying the criteria to be eligible for training in SAP Modules

through the journals provided by the company

 Creating the database of the clients of the competitors,

Genovate and Delphi of the company Siemens and targeting
them. The database was collected by us going through the
website of these companies Genovate and Delphi.

 Searching for the job openings in SAP at different job sites like
Naukri.com.

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 o Going through the details of the resumes of candidates placed in
different companies like IBM, Colgate, Atos, Aakit, Alok industries,
Enteg, AIOCD, LST Infotech and Patni. The profiles of the candidates
who were already placed as SAP consultants were being provided to
us by the company.

o Creating a flowchart of the work process of the company after

going through the whole work process of the company.

o Going through the websites of the above companies and

collecting information about the profile of these companies,
their business, recruitment criteria and recruitment plan of
SAP candidates.

o Visiting the job portals and searching resumes of candidates

according to the eligibility criteria of different modules in SAP.

o If the eligibility criteria of the candidates are fulfilled, E-mailing

the candidates about the SAP and if they are interested,
mailing them the course content of the SAP training.

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 o Going through the websites of Engineering and Management
colleges and creating a database of the required information.

Conclusive Research:

Conclusive research is meant to provide information that is useful in

reaching conclusions or decision-making. It tends to be quantitative
in nature, that is to say in the form of numbers that can be quantified
and summarized. It relies on both secondary data, particularly
exisiting databases that are reanalyzed to shed llight on different
problem than the original one for which they were constituted, and
primary research, or data specifically gathered for the current study.

Quantitative Research

Quantitative methods are research techniques that are used to

gather quantitative data information dealing with numbers and
anything that is measurable. Statistics, tables and graphs, are often
used to present the results of these methods. They are therefore to
be distinguished from qualitative methods.

Quantitative methods might be used with a global qualitative frame.

Qualitative methods might be used to understand the meaning of the
numbers produced by quantitative methods. Using quantitative
method, it is possible to give precise and testable expression to
qualitative ideas. This combination of quantitative and qualitative
data gathering often referred to as mixed-methods research.

Research Technique:

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 The following research techniques will be used for the data
collection.

A) Questionnaire:
Questionnaire will be structured as closed and will be prepared
for the participants who want to go for the SAP Training. E-mailing
the questionnaire to the participants if they are eligible and
interested in SAP Training.

B) Collection of Information:
The participants are contacted and interviewed on telephone and
asked about their educational background, professional
qualification and work experience to find out whether they are
eligible and interested in SAP Training

Research Addressed to:

Job sites like Naukri.com, SAP implementing and user companies,

competitors of Siemens like Genovate and Delphi, Clients of the competitors
companies like Cap Gemini, Dell, IBM etc, Candidates placed in companies
like IBM, Patni, Colgate, Atos, LST Infotech, Management and Engineering
colleges of Maharashtra.

DATA ANALYSIS:

The data which was collected from the jobportals was analysed as follows.
The analysis of data required the tabulation of the collected data, and then
drawing statistical inference from the data.

The data was converted into pie charts with the help of statistical data
collected by me:

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S MOD INTERES FUTUR ASKE CANDID UNAVAIL TOT
R ULE TED E D FOR ATES ABLE AL
N CANDID PROSP COUR NOT NOS.
o ATES ECTS SE INTERST
CONT ED
ENT
1 FI 34 16 22 64 35 171
2 HR 23 9 6 37 50 125
3 SD 19 6 6 17 70 112
4 ABAP 35 7 7 52 41 145
5 MM 18 4 10 16 21 65
6 PP 17 4 5 17 22 56

As I went through the resumes in the job portals for FI, HR, ABAP, MM, PP
& SD modules, I screened the resumes of 618 candidates in these modules.
So the final analysis based on these data are as follows:

 171 Resumes were screened in FI Module, we made calls to all these

candidates, out of which 34 candidates were interested in SAP
training, 16 candidates were future prospects, 22 people asked for the
course content, 64 were not available or e-mail id was not valid.

 In HR module a total of 125 resumes were screened and we made

calls to all these candidates, out of which 23 were interested in SAP
training 9 candidates were future prospects, 6 candidates asked for
course content, 37 were not interested and 50 candidates numbers
were not available.

 112 Resumes were screened in SD Module, out of which 19

candidates were interested in SAP Training, 6 candidates were not
interested and 70 people mobile number or e-mail id were not
available.

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  In ABAP Module, a total of 145 resumes were screened, out of which
18 candidates were interested, 4 candidates were future prospect, 10
candidates asked for the course content, 52 candidates were future

prospects, 5 people asked for the course content, 16 candidates were

not interested and 21 candidates numbers were not available.

 In MM Module, a total of 65 resumes were screened, out of which 18

candidates were interested, 4 candidates were future prospects, 5
people asked for the course content, 17 candidates were nit interested
and 22 candidates numbers were not available.

 In PP modules, a total of 64 resumes were screened, out of which 17

candidates were interested, 4 candidates were future prospects, 5
people asked for the course content, 16 candidates were nit interested
and 22 candidates numbers were not available.

Sr.N Module interested Future Asked for Not Unavaila Total

o prospects course interested ble
content
1. FI 34 16 22 64 35 171

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 FI Module

Interested
Future prospect
Asked for course content
Not intersted
Unavailable

Sr. No Module Interested Future Asked Not unavailable Total

prospect for intereste
course d
content
2. SD 19 6 0 17 70 112

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 SD Module

Interested
Future Prospects
Asked for course content
Not interested
Unavailable

Sr. No Module Interested Future Asked Not unavailable Total

prospect for intereste
course d
content
3. ABAP 35 7 10 52 41 145

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 ABAP Module

Interested
Future prospect
Asked for course content
Not interested
Unvailable

Sr. No Module Interested Future Asked Not unavailable Total

prospect for intereste
course d
content
4. MM 18 4 5 16 22 65

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 MM Module

Interested
Future prospects
Asked for course content
Not intereste
Unavailable

Sr. No Module Interested Future Asked Not unavailable Total

prospect for intereste
course d
content
5. HR 23 9 6 37 50 125

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 HR Module

Interested
Future prospect
Asked for course content
Not interested
Unavailable

Sr. No Module Interested Future Asked Not unavailable Total

prospect for intereste
course d
content
6. PP 17 4 5 16 22 64

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 PP Module

1st Qtr
F
Asked for course content
Not intersted
Unavailable

EXPRESSING THE PROBLEM

After I studied and understood the whole recruitment process at Siemens, I

would identify the major problem involved in the present process.
I feel that the recruitment process was as it is a long process, when the CV’s
are downloaded and are shortlisted at the first instance they might not be
duly updated which result in improper shortlisting.

LIMITATIONS OF THE SUMMER TRAING PROGRAMME

OTHER LIMITATIONS

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Every process has some or the other loopholes. Nothing in this world can be
perfect. The drawbacks of the processes areas as follows:

o It takes more time to open the CV’s.

o Job ahead does not work properly.

o Net speed is too slow mostly in the afternoon.

o People are mostly unaware of SAP, so , initially we have to spread

awareness about SAP.

o Most of the candidates basically did not wanted to shift their career in
IT sector.

o What increase in CTC would they expect?

o Fee structure is too high I.e. Rs 3,30000 inclusive of certification fees

and service tax, so, the fees is quite high.

o Since the German servers are too costly, fees is also quite high.

o The main problem, with most people is that they can’t leave their job
and do this training.

o So, initially the suggestion is there not to leave the jobs.

o After SAP training, the placement assistance is also provided.

o So, when the requirement for SAP consultants come from companies
like IBM, CMC, ALOCD, L&T etc. But sometimes it happens that
people don’t turn up for the interview.

o So, Siemens should take some action against them.

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Some people are working on SAP as end user i.e they are working in SAP
software. They are not interested in implementing SAP.

RECOMMENDATIONS

SUGGESTIONS FOR IMPROVING THE OVERALL PROCESS:

Since, people are not willing to change their career path so, it is a big
challenge for the counselors to counsel them and change their mindset for
SAP Training.
Trying up the performance with the pay and minor incentives for the
counselors
We can also device some minor incentives plans for them which will be
directly tied to their performance on the daily basis.
Tying up with the engineering and management colleges for SAP training,
this tie-up can even help the student in boosting their career.
Since there is only 1 job site i.e. Naukri.com, we can have access to other
jobsites like monster.com,clickjobs.com

Set of Questionnaires

There are certain questions which we had asked to the candidates, whether
they are interested in SAP training.

1. Are you aware of SAP in current scenario?

a. Yes b. No

2. Are you currently working in SAP environment?

a. End user b. Implementing SAP

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 3. Are you interested in SAP training?
a. Yes b. No

4. Can have few words with you regarding SAP training?

a. Yes b. No

If the person is interested in SAP training, then continue with the

questionnaire..

5. The no of years of experience?

6. The candidate initially are really apprehensive about SAP and its
future, are they willing to take leave from the job?
a. Yes b. No

7. What is your current C.T.C?

8. What is the domain experience they have? For example people in HR

can do this course if they have a 360 degree knowledge of HR. like,
basically candidates worked in recruitment process only, can’t do this
course. They should have a knowledge of every aspect in HR.

9. If there is any financial difficulty, the candidate is given loan

assistance? So, whether they want to go for the loan facility?

10.If the candidate is willing to do this course, we ask them to confirm

their e-mail id so that we could provide them the course mailer and
course details.

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“WELFARE ACTIVITIES CONDUCTED
BY SIEMEN INFORMATION SYSTEMS
LIMITED”

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 INTRODUCTION

Welfare is based concept employees welfare is a comprehensive term

including various services, benefits and facilities offered by the employees
thought such a generous fringe benefits the employers makes life worth
living for employees the welfare amenities extend in addition to normal

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wages & other economic rewards available to employees as per the legal
provision.

The various welfare measures provided by the employees will have

immediate impart on the health, physical & mental efficiency, alertness,
moral & overall efficiency of the workers & there b contribution to the
highest productivity.
Welfare measures may also be provided by the government trade unions,
and non-government agencies in addition to the employer. The basics
purpose of welfare facility is to enrich the life of employees and keep them
happy and contended.

1) SCOPE
The labor investigation committee- anything done for intellectual physical,
moral and economic betterment of the workers, weather, by employers or
government or other agencies over and above what is normally expected on
the part of the contracted benefits for which workers may have bargained.

The committee on labour welfare- today, welfare is generally accepted by

employers. The state steps into widen the area of the applicability only.
Welfare is being looked at as social right of workers. The committee
described it as a social security measures that contribute to improve the
condition under which workers are employed in India. (1969 report) labour
welfare includes both statutory as well as non statutory activities undertaken
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by the employers, trade union & both the central & state government for the
physical & mental development of workers.

2) IMPORTANCE
The benefits are of great importance to the worker which he is unable to
secure by himself. The scheme of labour welfare may be regarded as a wise
investment because these would be the profitable returns in the form of great
efficiency.

The working environment in a factory adversely affects excessive heat or

cold, noise, fumes, dust or lack of sanitation and pure air. Such oppressive
conditions create health problems for workers. These have to be contained
through preventive steps aimed at improving the lot of workers.

Another reason in favour of welfare work is called as social invasion of the

factory. Workers fare lot of adjustment problem where they take up factory

work. The longest environment, noisy machines, Slum area. To escape from
such trying condition, the worker signs of indiscipline. Such changes known
as the social invasion of the factory, call for extra inducements in the
workplace. In addition to normal wages, so that the workers begin to enjoy a
fuller and richer life.

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Labour welfare:-
Labour welfare work aims at providing such service facilities and
amenities which enable the workers employed in an organization to perform
their work in healthy congenial surrounding conductive to good health and
high morale.
Labour welfare is a comprehensive term including various services,
benefits and facilities offered by the employer. Through such generous
fringe benefits the employer makes life worth living for employees. The
welfare amenities are extended in additional to normal wages and other
economic rewards available to employees as per the legal provisions.
Welfare measures may also be provided by the government, trade unions
and non-government agencies in addition to the employer. “International
Labour Organization efforts to make life worth living for workers”
According to the Oxford dictionary “Welfare is fundamentally an attitude of
mind on the part of management influencing the method by which
management activities are undertaken.

Objectives of labour welfare activities:-

Following are the objectives of the voluntary labour welfare services by

employer-
1) To win over employees loyalty and increase their morale.
2) To develop efficiency and productivity among workers.
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 3) To reduce of threat of future government intervention.
4) To make recruitment more effective.
5) To earn goodwill and enhance public image.
6) To build up stable labour force to reduce labour turnover and
absenteeism.

Importance of labour welfare activities:-

Labour welfare in India has a special significance as the constitution
provides for the promotion of welfare of the labour for human conditions of
work and securing to all workers.
The various welfare measures provided by the employee will have
immediate impact on the health, physical and mental efficiency, alertness,
morale and overall efficiency of the workers and thereby contributing to the
highest productivity.
Social security measure provided by employer will act as a protection to
the workers. Labour welfare means activities designed for the promotion of

the economic, social and cultural well being of the employees. Labour
welfare includes both statutory as well as non-statutory activities undertaken
by the employers, trade unions and both the central and state governments
for the physical and mental development of the workers.
Labour welfare enables workers to have richer and more satisfying life.
It raises the standard of living of workers by indirectly reducing the burden
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on their pocket. Welfare measures improve the physical and physiological
health of the employees, which in turn enhance their efficiency and
productivity.
Labour welfare promotes a sense of belongings among the workers,
preventing them from resorting to unhealthy practices like absenteeism,
lobour unrest strike, etc. welfare work improves the relations between
employees and employers. It promotes a real change of heart and a change
of outlook of the part of both the employers and employees.

Reasons for the labour welfare activities in India:-

1) Increase in efficiency of employees:
Labour welfare activities increases in efficiency of employees to
work. These facilities help in developing the feeling of dedication
among them. Due to the increase in efficiency the production and the
productivity of the enterprise increase considerably.

2) Helpful in reducing the state of poverty among employees:

Most of the workers in our country are unable in providing for base
necessities for themselves and to their family members. This is
because of the extreme poverty among Indian workers. Provision of
labour welfare activities plays an important role in reducing such
poverty and in providing essential amenities to the workers.
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 3) Establishment of Organizational peace:
Labour welfare activities help in establishing sound relations between
employees and employers. When the employees of the organization
feels that they are getting all the possible facilities and the employers
are very caring to them, then such good feeling increases enthusiasm
among employees which will establish peace in the organization.
4) Helpful in reducing the rate of absenteeism and labour turnover:
The rate of absenteeism and labour turnover is much higher in India
as compared to that of developed countries of the world. Provision of
labour welfare activities help in reducing this because the workers feel
themselves well settled at one place.

Labour welfare may also be divided into two categories

1) Statutory welfare work comprising the legal provision in various
pieces of labour legislation
2) Voluntary welfare work includes those activities which are undertaken
by employers for there worker voluntarily. Many employers,
nowadays, after the following welfare amenities voluntarily

4) TYPES OF WELFARE FACILITY

Welfare service may broadly be classified into two categories
1) Intramural activities which are provided within the establishment such
as latrines & urinals, crèches, rest centers, canteens, uniform, library,
medical aid, subsidized food, shift allowance etc.

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 2) Extramural activities which are undertaken outside the establishment
such as family planning, child welfare, co-operative stores, credit
societies, vocational guidance, holiday hams, leaves travel facilities,
transport to and from the place of work etc.

INTRAMURAL & EXTRAMURAL WELFARE ACTIVITIES

Intramural Extramural
Drinking water Housing
Toilet Educational Facility
Crèches Maternity benefit
Washing & bathing facility Transportation
Rest shelter Sport facility
Uniform & protective clothing Leave travel
Recreation facility Vocational training
Canteen Holiday homes
Subsidies food Co-operative stores
Medical aid Fairprices shops
Social insurance

1) EDUCATION

A scheme of worker’s education was envisaged on an all India basis by the

government of India, way back in 1957. After assessing the scheme, the
National Commission on labour, 1969 (NCL), felt that the scheme is not
protect and requires improvement the committee on labour welfare (CLW),
1969, recommended that trade union should assume on active role in

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educating workers and run schools for promoting literacy among the
children of workers. To be effective, the programme of workers education
should be formulated administered and implemented by the trade union
themselves. Education facility for workers children are usually in industrial
town ship in the form of school, college set up by the government or by
employers. Many employers so far have been generous in meeting the cost
of books; annual fee etc, on a voluntary basis, there is no statutory obligation
in respect of education for workers children in any industry except in
plantation.

2) HOUSING

An industrial housing scheme was introduced in 1952 under this scheme; the
central government offers loans to industrial workers for constructing houses
at concessional rate. The low income group housing scheme (1954),
subsidies housing scheme for economically worker section of society

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(1952), rural house-site-cum-hut construction scheme for landless workers
(1971) has also been introduced to reduce the housing shortage to workers.

3) TRANSPORTATION

The committee and worker labour welfare, 1969 recommended the provision
of transport facility to workers so that they can reach the workplace
punctually and comfortable.

4)RECREATION

Through there is no statutory stipulation in this area progressive employers

both in the public and private sector consciously offered facility for
recreation sports and cultural activities for example- companies like NIIT
and TISCO have appointed a chief fun officer to take care of parties and

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functions held on every Friday. In addition to holiday packages, dating
allowances, anniversary, birthday gift, games and competition and weekend
& eating session.

Medical Facilities and medi-claim insurance:

a) Scheme for reimbursement of hospitalization expenses:

The scheme is intended to provide relief to the employees in
meeting the hospitalization expenses incurred for self and/or
dependents. The benefit under the scheme is availability for
minor and major operations. The company avails all the
expenses by reimbursing the total amount paid by the employee
at the time of treatment.

b) Reimbursement of expenses of medical check-up:

The company has its own hospital which is situated in each area.
Doctors and nurses in these hospitals are appointed by the company
itself. The employees can take treatment from these hospitals
without paying any charge and they can take the medicines from the
medical stores which are in the panel of this company.

Canteen:

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 A good and well maintained clean canteen facility is available at
the area office premises, for the employees.

Good working conditions:

The working conditions in the area office are excellent. The
environment is neat and clean. Lots of greenery is present in the
office premises such pleasant environment keeps employees fit and
fine.
Besides these major facilities there are many more facilities like
mini LTC and major LTC. Plants are distributed to the employees
in environment week; Ganesh Utsav, New Year, Independence
day, republic day etc are celebrated for the enjoyment of the
employee and his family.

Perks and allowance:

Common Perquisites:
1) Infrastructure
2) LTC Facility
3) Subsidized electricity
Domestic & Residential:
1) Domestic assistance
2) Electricity allowance

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 3) Fuel allowance
Education Allowance:
1) Study in schools
2) Study in colleges
3) Study in UG/PG Professional Institution
4) Hostel allowance
5) Professional development allowance
Transportation Allowance
Personal allowance etc.

VARIOUS WELFARE ACTIVITIES TAKEN CARE OF

IN SIEMENS INFORMATION SYSTEMS LTD ARE:

FACILITIES YES/ RARELY/DIFFICULT NO

SATISFACTOR
Y
DRINKING WATER 
WASHING & 
BATHING FACILITIES
TOILET 
CANTEEN 
HOUSING FACILITIES 

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 MATERNITY BENEFIT 
TRANSPORTATION 
SPORTS ACTIVITIES 
INSURANCE 
MEDICAL FACILITIES 
& MEDI-CLAIM
PERK & BONUS 
LEAVE PROVISION 
GREIVANCE 
HANDLING
MEDICAL CHECK UP 
INFRASTRUCTURE 
EDUCATION 
ALLOWANCES

RESEARCH METHODOLOGY

Research is the process of systematic and in-depth study or search for

any particular topic, subject or area of investigation, backed by collection,
compilation, presentation and interpretation of relevant details or data.
Research methodology is a way to systematically solve the research
problem. It may be understood as a science of studying how research is done
scientifically.
Research may develop hypothesis and test it. In it we study the
various steps that are generally adopted by the researcher in studying his
research problem along with the logic behind them.
Research must be based on fact observable data forms a sound basis
for research inductive investigation lead better support to research finding
for analyzing facts a scientific methodology of analysis must be developed
and result interpreted logically.
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 It is necessary for the researcher to know not only the research
method or techniques but also the methodology. Thus, when we talk of
research methodology we not only talk of the research methods but also
consider the logic behind the methods we use in the context of our research
study and explain why we are using a particular method or technique and
why we are not using others so that research results are capable of being
evaluated either by the researcher himself or by others.
Research problems would result in certain conclusions by means of
logical analysis which the decision-maker may use for his action or solution.

OBJECTIVES OF STUDY:
1) To study the welfare facilities provided to employees by Siemens
Information System Ltd
2) To study how the organization motivate the employees by identifying
and satisfying their unsatisfied needs.

HYPOTHESIS:
Employees of Siemens Information System Ltd are found to be satisfied
with the welfare facilities provided by their organization.

RESEARCH PROCESS:
In research process, the first and foremost step is selecting and defining a
research problem. A researcher should at first find the problem. Then he
should formulate it so that it becomes susceptible to research. For a

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 systematic presentation, the process of research may be classified under
three stages- primary stage, secondary stage, and the tertiary stage.
The primary stage includes:-
i) Observation
ii) Interest
iii) Formulating research problem
iv) Documentation
v) Preparation of a bibliography &
vi) Research design

The secondary stage includes:-

i) Project planning
ii) Data collection
iii) Analysis of data
iv) Testing of hypothesis
v) Interpretation
vi) Questionnaire preparation

The tertiary stage includes:-

i) Report writing
ii) Observation, suggestions, and conclusions.
iii) Preparation of a bibliography

OBSERVATION

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 Research starts with observation, which leads to curiosity to learn
more
about what has been observed. While observation leads to research the
research results in elaborate observations and conclusions; or even
further research.
The observation method is widely used mainly because of its
simplicity, usefulness in the framing of hypothesis, its accuracy; the
possibility of getting convincing results, the possibility of the test of
validity etc. to be precise, observation tends to be the basic of any
research.

INTEREST
The observation of certain occurrences creates an interest and
inquisitiveness in the mind of the research to study it future. This is
the basis of interest to study the subject matter of observation. The
interest is the guiding force behind any research.

FORMULATING RESEARCH PROBLEM

The research problem undertaken for study must be carefully
selected. The problem must be defined thoroughly and should be
framed into meaningful terms from the analytical point of view. The
area of working must be decided.
I have defined my problem as “To study the welfare facilities
provided to employees by Siemens Information Systems limited”.

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 Industrial progress largely depend on committee labour force the
benefits which go under this nomenclature are of great importance to the
employee and which he is enable to secure by himself. The scheme of labour
welfare may be regarded as a wise investment which should on usually does
brings profitable return in the form of greater efficiency.
Thus we can say that welfare facilities are the base of effective and
efficient working of the employees in the organization in my opinion
welfare has a great importance in the organization.

DOCUMENTATION
The documentary source is an important source of information for a
researcher. A document is any thing in writing a record, files or diaries,
published or unpublished- which can be extracted and used in research.
It is a very valuable source of information for a research.
Documentation is the process of collecting & extracting the documents
which are relevant to research.

RESEARCH DESIGN
After formulating the problem the research design has to be
prepared. Preparation of research design involves selection of means of
obtaining information, time available for research and selection of
method of tabulation & presentation of data.

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 The research of my project is descriptive study. I have obtained
information by the Business Manager of SISL and some of the
employees of the organization & also from annual reports of company,
newspapers, magazines and websites.

PROJECT PLANNING
Project planning is the first step in actually conducting & directing a
research project. It is one of the most important tasks of a researcher.
This includes formulation of the research objectives & goals and
determining ways of achieving them.

DATA COLLECTION
Data collection is one of the most important aspects of research. For
the success of any project accurate data is very important and
necessary. The information collected through research methodology
must be accurate and relevant.
The data collection method can be classified into two methods:-
- Primary Data
- Secondary Data
- Primary Data:
Data collected by a researcher is known as primary data. It is
collected by a person for his own use obtained from findings. This
is considered as first hand information. This is that data which is
collected by us to meet our own specific purpose. The data is
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 collected by the means of questionnaire filled in by the employees
at different posts of SISL. This method of data collection is very
popular particularly in big organizations.

THE RESEARCH APPROACH:

Survey Method
THE RESEARCH INSTRUMENT:
Questionnaire
THE RESPONDENTS:
The employees of the organization.

Secondary Data:
Secondary data means data that are already available ie, they refer
to data which has already been collected and analyzed by some
one else. This type of data information can also be used by the
researcher for his use as second hand information sources through
which secondary data can be collected.
Secondary data may either be published data or unpublished data.
Published data used here is from:-
i) Magazines
ii) Annual reports of the company
iii) Newspapers etc.
The sources of unpublished data are diaries, letters, unpublished
internal records made available by staff members etc.
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 Thus, the primary source of data collection was the interview
and questionnaire methods. The secondary data was collected
through magazines, annual reports of the company, internal
records of the organization and through websites.

ANALYSIS OF DATA
Once the collection of data is complete, it should be analyzed and
processed through classification tabulation etc in accordance with
the subject matter. A careful planning of the analytical framework
should therefore be done by the researcher. Data analysis is carried
out by arranging the data received by the employees in an excel
sheet. This data is then converted into graphical forms. Pie charts

have also been used for the tabulation and interpretation of data
collected.

HYPOTHESIS TESTING
After analyzing the data hypothesis testing is done. It will result in
either accepting the hypothesis or rejecting it.

INTERPRETATION
After testing the hypothesis the researcher comes out with his
conclusions. The explanation of theory can also be considered as
interpretation.

QUESTIONNAIRE PREPARATION
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 The basic requisite of any research study is the appropriate data
which can be collected with the help of a schedule or a
questionnaire. With the help of questionnaire it is easy to
determine the satisfaction level of so many employees in the
organization.

SAMPLING SIZE
The sampling size on which the analysis is based is 10.

SAMPLING TECHNIQUES
The sampling technique used for carrying out this study is
RANDOM sampling technique.

PREPARATION OF REPORT AND PRESENTATION OF

REPORT
Finally the researcher has to prepare a final report along with
conclusion and suggestions.

PREPARATION OF A BIBLIOGRAPHY
At the end of any research report a bibliography is generally
added. This is the list of books, publications, periodicals, journals,
reports, etc which are used by the researcher in connection with the
study.

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 QUESTIONNAIRE

PLEASE TICK

1) How many facilities provided by the company to you?

Canteen Housing
Education Medical

2) How many facilities are you availing on routine basis?

1 to 5 5 to 10 10 and above

3) Are you getting wages as per basic minimum criteria allotted by

Government?

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 Yes No No Suggestions

4) Is there suitable ventilation and good environment in the work place?

Yes No No Suggestions

5)Is the work place regularly cleaned?

Yes No

6)How much are you satisfied by the procedure of availing routine

welfare facilities?
Highly satisfied
Satisfied

Partly satisfied
Not satisfied
7)Kindly suggest the methods of improving or adding special
Welfare facilities?
No improvement
Early action should be taken
Proper time should be taken

8) Does welfare benefits provided by the organization plays as a

Motivational factor?
Highly agree
Agree
Do not agree

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9) Do you get medical reimbursement on time?
Yes and with full reimbursement
Yes but with reduced reimbursement
No reimbursement
Not applicable

10) Briefly explain the procedure of availing routine welfare facilities in

points.
Making an application, submit proof and immediate sanction.
Only application is required.
Just an approach.

11) Briefly explain the procedure availing the special welfare facilities in
points.
Lengthy process
Not availed
Apply take approval and show proof.

12) Your comment and suggestion

………………………………………………………
………………………………………………………

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 OBSERVATION AND CONCLUSION

The employees of the organization are found to be satisfied with the

facilities provided to them by the company.

- More than 70% of the employees agree that the welfare facilities are
provided to them and they are availing special welfare facilities
according to their need.
- A neat, clean and peaceful environment of the organization helps in
maintaining satisfaction and enthusiasm to perform work among the
employees.

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 - The employees of the SISL are highly satisfied with the routine
welfare facilities which they are availing on a regular basis.
- The routine welfare facilities are availed by each employee in the
organization by simply filling an application, without any proof and
the time required is also nominal.

SUGGESTIONS AND LIMITATIONS

SUGGESTIONS
1) Sanctioning time of welfare facility should be reduced.
2) New facilities should be added to the existing ones by early action
taken by management.
3) Medical check up on routine basis should be carried out.

LIMITATIONS
1) The study does not cover the entire work for as sample size is 10.
2) The study is based on a particular class of employees i.e. servants,
marketing team, professors etc.
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 3) The result depends on the answers received from respondent which
may be biased.

CONCLUSION

The above explained HR activities which I observed and practiced in the

process of my summer training gave me a clear idea of how important is the
role of an HR professional and how several activities are interlinked with
handling of personnel. It was an eye opening perspective broadening and
overall an enriching experience. Working in the company I got on hand
experience and exposure to how training programs are conducted as I was a
part of the training.

The company makes every effort t align HR department with the

organizational activities and is trying to gear up strategic partner to business
through proper succession planning, right people skills and right people for
the right job.

The experience has helped me explore the real world wherein I got a taste of
the perfect blend of theoretical and practical knowledge.

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 BIBLIOGRAPHY

Personnel Management ( Text and Cases)- C.B.Mamoria and S.V. Gankar

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Research Methodology ( Methods and Techniques )- C.R.Kothari

Human Resource and Personnel Management ( Text and Cases )- K.

Aswathappa

Labour Law

www.siemens.com

www.google.com

Recruitment process

Importance of SAP in today’s scenario

Companies journals

Database of the company

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