Final Project Report COLLEGE - Copy

8/3/2019 Final Project Report COLLEGE - Copy

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A

PROJECT REPORT

ON

HR OUTSOURCING

AT

DAVID OUTSOURCING PVT.LTD

SUBMITTED TO

SINHGAD INSTITUTE OF MANAGEMENT

BY

PRIYA RANJAN

&

SHRADHA NAIK

POST GRADUATE DIPLOMA MANAGEMENT

2010 - 2012

THROUGH

SINHGAD INSTITUTE OF MANAGEMENT

VADGAON (BK) PUNE-411041


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DECLARATION

The undersigned, hereby declare that the project entitled Human resources written and

Submitted by me to Sinhgad institute of management Pune in partial fulfillment of the

requirements for the award of degree of PGDM under the guidance of

prof. DEPTI LELE is my original work and the conclusions drawn

there in are based on the materials collected by myself.

PLACE:PUNE PRIYA RANJANDATE: STUDENT


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ACKNOWLEDGEMENT

It is a great honour and pleasure to express my heartfelt gratitude to those who helped

by contributing to the preparation and completion of this project.

I am grateful and greatly indebted to my honorable project guide Mr. R.G Gaudana

HR whose guidance, invaluable, timely suggestions and constant encouragement inspired

me to complete this project successfully.

I am thankful to Mr.Sachin Manager HR for suggestions and encouraging me and

giving me an opportunity to do the project in his esteemed organization.

Last but not the least I express sense of gratitude to Mrs. Depti Lele and my internal

project guide Prof. and whole staff of Institute for their kind help and encouragement in

all the phrases from time to time.

Thanking you

Priya Ranjan


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TABLE OF CONTENTS

SR. NO. PARTICULARSPAGE NO.

CHAPTER I

INTRODUCTION

y INTRODUCTION TO PROJECTREPORT

CHAPTER II

CHAPTER III

CHAPTER IV

CHAPTER V

CHAPTER - VI BIBILOGRAPHY

CHAPTER-1


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Introduction about project report

IntroductionOutsourcing is the process by which a company contracts another company toprovide particular services. These services/ functions would be otherwise carriedout in-house, by the companys own employees. Outsourcing is becoming moreand more popular in todays business environment, and most companiesoutsource some work or other.

Call centre services, payroll, maintenance etc are some of the kinds of worktypically outsourced. Generally, companies outsource functions that are non-coreto their business. The firms that outsource work are known by the terms client

and buyer.

The firms to which work is outsourced are known variously as vendors, third-party providers or service providers.

Advantages of Outsourcing

There could be several reasons why companies outsource work. But theforemost reason is the money it saves. Many service providers can offer to getthe work done at lower costs, as they have fewer overhead expenses andperhaps operate in a different economical environment.

In outsourcing, it is often narrow functions such as payroll, data entry etc that aregiven to specialist vendors. These specialist companies can therefore do thework more efficiently as they have specialized tools, facilities and personneltrained for that particular kind of work.

When a company outsources peripheral work, it is able to concentrate on corebusiness issues. The details are taken care of by specialists, and the companysown management professionals have more time and resources at hand forworking on the most crucial issues within the company. Outsourcing is also anexcellent option to a company that plans to expand geographically, as the

company can start its operations in a different country more inexpensivelythrough a local provider.

Different Kinds of Outsourcing


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There are several different kinds of outsourcing, based on the nature of workoutsourced. As we saw earlier, some companies tie up with service providers fornarrow functions. However it is also common these days to outsource entireoperations. This type of outsourcing can be placed in two broad categories,namely Information Technology Outsourcing (ITO) and Business Process

Outsourcing (BPO). Business process outsourcing can again be sub divided intocall centre outsourcing, human resources outsourcing (HRO), finance andaccounting outsourcing and claims processing outsourcing.

When entire operations are outsourced this way, the contract can run intomillions and billions of dollars. It is common for the clients employees to betransferred to the vendor company. Companies like IBM, HP, EDS and

Accenture are some of the leading service providers in the outsourcing business.

The Process

A company outsourcing work goes about the process in four stages. As the firststep, it has to develop the strategy for outsourcing. This means that the companyhas to first of all identify its business case for outsourcing, and also have a clearidea of the role of outsourcing in its business. The next step is to evaluatepotential service providers and decide on projects and locations. Contractdevelopment comes as the next step, where the buyer and vendor negotiate andsettle on legal, pricing and service level agreement terms. The outsourcingcontract is on from this stage, and in the fourth stage the buyer has to managethe outsourcing relationship.

Successful Outsourcing

Whatever the business case, the success of an outsourcing relationship dependson the following factors. The client organization should have set up properexecutive-level support for the outsourcing project. It should also have ongoingcommunication with both the service provider and in-house departments andpersonnel involved. It is also important to manage the outsourcing relationshipwith the service provider along the right track. And last but not the least, both theclient and vendor should allow for flexibility to accommodate changing businessneeds.

Challenges and Problems

A standard challenging situation in outsourcing is offshore outsourcing.Language, culture and time zone can all create problems.

With outsourcing, sometimes a company loses direct contact with its clients, thuspreventing it from developing lasting customer relationships. Delayedcommunications or implementation is another potential trouble zone. These


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render the company in a situation of being in less control than desired. Also,sensitive information may become more vulnerable when third parties arebrought into the picture.

With both benefits and disadvantages in the picture, it is important that a

company evaluates and assesses its needs and situation before joining theoutsourcing bandwagon.


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CHAPTER 2

INTRODUCTION TO company

David RPO is a division of "David Outsourcing Pvt. Ltd." registered in

India in the year 2007. An ISO 9001: 2008 Certified Company by ACM

UKAS (Quality Management).

David RPO is a Recruitment Process Outsourcing company (RPO)

located in India and delivers RPO services across the Globe, especially

to UK, USA, UAE, AU & India. David RPO services designs, builds, andmanages high performing recruitment solutions that help organizations

across the world to win the war for talent and create sustainable

competitive advantage.

David RPO's vision is to enrich people's lives with quality employment

opportunities and talent management solutions to provide companies

with quality human capital management solutions that help them

increase productivity, improve efficiency and manage the bottom lines.


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COMPANY PROFILE

Our teams of experienced consultants pride themselves on sourcing the right

roles for our candidates, and providing our clients with the right people with

the right skills at the right time. We work alongside our clients to understand

their specific role and business requirements and to recommend and

implement the most appropriate and cost effective staffing solutions. This

may be delivered using a single delivery approach, or in combination,

tailored to meet our clients specific requirements. Our values, along with our

investment in our people and our business processes, underpin our culturewhich drives our commitment to service excellence.

DAVID RPO services portfolio offers integrated RPO services stack with

solution offerings you need to effectively and efficiently meet your

corporate and hiring goals.

Learn more about how DAVID RPO offers the most comprehensive

sourcing professional services and technologies, how it can integrate with

your business processes,provide the best operational efficiencies at lowest

cost,and more

Transforming your recruitment process function from an administrative

function to a strategic advantage.

Leaveraging technology to provide HR solutions to reduce overall

operations costs and increase return on investment(ROI) for human resource

functions.

Drive quality and performance beyond the point of hire, creatingtransformational impact from the call center to the executive suite.

Maximize control and compliance.

Unleash management and executive time and give the organization the


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freedom to focus on strategic organizational issues.

Accountability: We have a clear and transparent structure and strategy that

allows and encourages individual and collective responsibility. As a best

RPO company, we take ownership of a situation and take the appropriate

actions to ensure a positive and timely resolution.

Delivering Value: We consistently deliver high quality and cost effective

affordable RPO services that exceed expectations. As an affordable RPO

company, we have the ability to recognize our clients' best definition of

success by delivering an unparalleled cheap RPO service.

Innovation: We deliver original, creative and thought- provoking solutions.We are willing to try new ideas and differentiate ourselves from our

competitors through our imaginative and tailored services.

Knowledge: We understand the ever-changing demands and influences

within our industry and continually review the resources, experience and

expertise within our business to deliver a comprehensive and customer

focussed service as a best recruitment company in India.

Quality: We ensure adherence to David RPO project execution processes by

allocating at least one team member (team leader) who is well versed and

trained in RPO business processes and has undergone a complete project

lifecycle using these processes. Project documents and profiles sent are peer-

reviewed and/or reviewed/approved by project manager before delivery to

verify deliverable quality.

Speed: We strongly believe in leveraging our technology expertise to

provide HR solutions to reduce overall operations costs and increase return

on investment (ROI) for our customers.


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RECRUITMENT PROCESS OUTSOURCING

Recruitment Process Outsourcing (RPO) is a form of business process

outsourcing (BPO) where an employer outsources or transfers all or part of

its recruitment activities to an external service provider.

To quote the Recruitment Process Outsourcing Association, "Recruitment

Process Outsourcing is when a provider acts as a company's internal

recruitment function for a portion or all of its jobs. RPO providers manage

the entire recruiting/hiring process from job profiling through the on-

boarding of the new hire, including staff, technology, method and reporting.

A properly managed RPO will improve a company's time to hire, increasethe quality of the candidate pool, provide verifiable metrics, reduce cost and

improve governmental compliance."

On the other hand, occasional recruitment support, for example temporary,

contingency and executive search services is more analogous to out-tasking,

co-sourcing or just sourcing. In this example the service provider is "a"

source for certain types of recruitment activity.The biggest distinction

between RPO and other types of staffing is Process. In RPO the service

provider assumes ownership of the process, while in other types of staffingthe service provider is part of a process controlled by the organization

buying their services.


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History of RPO

While temporary, contingency and executive search firms have providedstaffing services for many decades, the concept of an employer outsourcing

the management and ownership of part or all of their recruiting process

wasn't first realized on a consistent basis until the 1970s in Silicon Valley 's

highly competitive high tech labor market. Fast-growing high tech

companies were hard-pressed to locate and hire the technical specialists they

required, and so had little choice but to pay large fees to highly specialized


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external recruiters in order to staff their projects. Over time, companies

began to examine how they might reduce the growing expenses of

recruitment fees while still hiring hard-to-find technical specialists. Toward

this end, companies began to examine the various steps in the recruiting

process with an eye toward outsourcing only those portions that they had the

greatest difficulty with and that added the greatest value to them. Initial RPO

programs typically consisted of companies purchasing lists of potential

candidates from RPO vendors. This "search/research" function, as it was

called, generated names of competitors' employees for a company and

served to augment the pool of potential candidates from which that company

could hire.

Over time, as business in general embraced the concept of outsourcing more

and more, RPO gained favor among Human Resource management: not only

did RPO reduce overhead costs from their budgets but it also helpedimprove the company's competitive advantage in the labor market. As labor

markets became more and more competitive, RPO became more of an

acceptable option. Furthermore, through the advent in the 1980's and 1990's

of human resources outsourcing (HRO) companies that began taking on the

processes associated with benefits, taxes, and payroll, companies began

recognizing that recruiting--a significant cost of HR--should also be

considered for outsourcing. In the early 2000's more companies began

considering the outsourcing of recruitment for major portions of their

recruiting need.

There have been fundamental changes in the US labor market that serve to

reinforce the use of RPO as well. The labor market has become increasingly

dynamic: workers today change employers more often than in previous

generations. De-regulated labor markets have also created a shift towards

contract and part-time labor and shorter work tenures. These trends increase

recruitment activity and may encourage the use of RPO.[citation needed] It

should also be noted that even in slower economic times or higher

unemployment, RPO is still considered by companies to assist in an

increasing need to screen through a larger candidate pool.

RPO's promoters claim that the solution offers improvement in quality, cost, service an

speed.

RPO providers claim that economies of scale enables them to offer recruitment

processes at lower cost while economies of scope allow them to operate as


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high-quality, specialists. Economies of scale and scope are said to arise from

a larger staff of recruiters, databases of candidate resumes, and investment

in recruitment tools and networks.

RPO solutions are also claimed to change fixed investment costs into variable costs tha

vary with fluctuation in recruitment activity. Companies may pay by transaction rather

than by staff member, thus avoiding under-utilization or forcing costly layoffs of

recruitment staff when activity is low.

Scope of RPO Services

The scope of services, depending upon Companies requirement, may include but nolimited to searching candidates from your internal database, job boards, posting open

positions ads on job boards, CV/Resume screening, response handling, research fo

passive candidates, corporate intelligence research, database maintenance, skil

testing, research and monitoring open positions of other companies on their web sites

or job boards to help you analyze market trends and recruiting market.

Recruitment support services

Currently, we are providing recruiting support services (RPO) to clients across UKUSA, AU & Asia for candidates sourcing, resumes searching and screening on leading

ob boards, short listing potential candidates resumes, communicate with candidates

via email and phone and route only interested candidates resumes to executive or

technical recruiters of our client companies. This helps executive and technica

recruiters to focus on their core functions what they do best; networking, build

relationships, interview and hire candidates.

Outsource non core functions (Save your time & Cost on recruitment)

In many organizations recruiters spend a majority of their time sorting through

resumes in their inbox or finding candidates from job boards - over 60% of their time

is spent in these areas. Outsourcing their non core functions help save time and

increase productivity levels. Many organizations today are considering recruiting

process outsourcing (RPO) from India as one of the possible options to stay ahead and

be competitive that helps save time and costs.


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While temporary, contingency and executive search firms have provided staffing

services for many decades, the concept of an employer outsourcing the management

and ownership of part or all of their recruiting process wasn't first realized on a

consistent basis until the 1970s in Silicon Valley 's highly competitive high tech labor

market. Fast-growing high tech companies were hard-pressed to locate and hire the

technical specialists they required, and so had little choice but to pay large fees to

highly specialized external recruiters in order to staff their projects. Over time,

companies began to examine how they might reduce the growing expenses of

recruitment fees while still hiring hard-to-find technical specialists. Toward this end,

companies began to examine the various steps in the recruiting process with an eye

toward outsourcing only those portions that they had the greatest difficulty with and

that added the greatest value to them. Initial RPO programs typically consisted of

companies purchasing lists of potential candidates from RPO vendors. This

"search/research" function, as it was called, generated names of competitors'employees for a company and served to augment the pool of potential candidates from

which thatcompanycouldhire.

Over time, as business in general embraced the concept of outsourcing more and more

RPO gained favor among Human Resource management: not only did RPO reduce

overhead costs from their budgets but it also helped improve the company's

competitive advantage in the labor market. As labor markets became more and more

competitive, RPO became more of an acceptable option. Furthermore, through the

advent in the 1980's and 1990's of human resources outsourcing (HRO) companies

that began taking on the processes associated with benefits, taxes, and payroll,

companies began recognizing that recruiting--a significant cost of HR--should also be

considered for outsourcing. In the early 2000's more companies began considering the

outsourcing of recruitment for major portions of their recruiting need.

There have been fundamental changes in the US labor market that serve to reinforce

the use of RPO as well. The labor market has become increasingly dynamic: workers

today change employers more often than in previous generations. De-regulated labor

markets have also created a shift towards contract and part-time labor and shorter

work tenures. These trends increase recruitment activity and may encourage the use ofRPO.[citation needed] It should also be noted that even in slower economic times or

higher unemployment, RPO is still considered by companies to assist in an increasing

need to screen through a larger candidate pool.

RPO's promoters claim that the solution offers improvement in quality, cost,

service and speed.


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RPO providers claim that economies of scale enables them to offer

recruitment processes at lower cost while economies of scope allow them to

operate as high-quality, specialists. Economies of scale and scope are said to

arise from a larger staff of recruiters, databases of candidate resumes, and

investment in recruitment tools and networks.

RPO solutions are also claimed to change fixed investment costs into

variable costs that vary with fluctuation in recruitment activity. Companies

may pay by transaction rather than by staff member, thus avoiding under-

utilization or forcing costly layoffs of recruitment staff when activity is low.

Scope of RPO Services

The scope of services, depending upon Companies requirement, may includebut not limited to searching candidates from your internal database, job

boards, posting open positions ads on job boards, CV/Resume screening,

response handling, research for passive candidates, corporate intelligence

research, database maintenance, skills testing, research and monitoring open

positions of other companies on their web sites or job boards to help you

analyze market trends and recruiting market.

Recruitment support services

Currently, we are providing recruiting support services (RPO) to clients

across UK, USA, AU & Asia for candidates sourcing, resumes searching

and screening on leading job boards, short listing potential candidates

resumes, communicate with candidates via email and phone and route only

interested candidates resumes to executive or technical recruiters of our

client companies. This helps executive and technical recruiters to focus on

their core functions what they do best; networking, build relationships,

interview and hire candidates.

Services

David RPO services portfolio offers integrated RPO services stack with

solution offering your need to effectively and efficiently meet yourcorporate and hiring goals. Learn more about how David RPO offers

the most comprehensive sourcing professional services and


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technologies, how it can integrate with your business processes,

provide the best operation efficiencies at lowest cost and more..

The Major Clients of David RPO are Recruitment companies. The service

offered to Recruitment companies include: CV Sourcing, Passive Search,Data Sourcing, Names Sourcing, CV Formatting, Vacancy Monitoring,

Telephonic Screening, Job Advert Posting and Non Voice BPO Transaction

Services

We have team of Recruiters / Resources, specialist in different industry

sectors. This means that we can offer our clients that have expert knowledge

in specified areas.

We have team of Recruiters / Resources, specialist in different industry

sectors. This means that we can offer our clients that have expert knowledge

in specified areas.

Please find below some of the sectors in which David RPO specialize

IT (Hardware / Software) IT (Hardware / Software)TelecommunicationsManufacturing / EngineeringAerospace


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MarineHotelManagement ConsultingSalesCustomer Support / Client CareMedical / HealthBuilding / ConstructionPharmaceutical

Why David RPO?

If you are looking for offshore RPO partner in India to reduce overall

recruitment costs, provide greater scalability and business agility,David RPO

could be right partner for you.

For greater benefits of offshore RPO and closer business process alignment

with your processes we recommend partnership engagement.

Benefits of Partnering with David RPO

Established Offshore RPO process methodologiesMeasurable metrics and quality standards in place.Approximately 50% cost reduction due to off shoring of RPO

processes.

Approximately 20% productivity improvementFaster turnaround time with resource scalability for ramping up

operations.


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If you are looking to outsource any of your Recruitment functions and save

your time & cost on recruitment activities then David RPO is your right

partner in your exploration journey.With collapse of the global sourcing

barriers,time-zone differences we can collectively provide round the clock

service to our customers thereby reducing cycle time and turnaround time

for recruitments.If you find this proposition interesting get in touch with us

for more details.

Why should you outsource to David RPO?

An offshore recruitment / sourcing company will operate as an extension to yourrecruitment Team.

The low-cost, highly skilled internet recruitment Recruiters / Resource will tackle

any project, no matter what size or budget: from CV screening, online CV databasesearching, passive candidate searching and networking, right up to vacancy

hunting and corporate intelligence gathering.

Finding, hiring and keeping good people is a time-consuming business thatincreasingly demands specialist focus. That is why it makes sense to draw on the

support of David RPO. A team of experts with recruitment process and HR

experience, we offer a flexible, scalable outsourced recruitment service you can

adapt to your needs and timescales.

If you are looking for offshore RPO partner in India to reduce overall recruitment

costs, provide greater scalability and business agility,David RPO could be rightpartner for you.

For greater benefits of offshore RPO and closer business process alignment with

your processes we recommend partnership engagement.

How we are Different from other RPO's?

We first understand the complexities of our client's culture. We do not look at

recruitment in isolation. We provide candidates with relevant experience and skills

to meet your recruitment needs.


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We offer a quality of service that will surpass our client's expectations. We believe

that people must match Companies, not just jobs.

Our service starts with building up relationship with the client and working on

focused and well-defined job profiles to get the right person.

We believe in meeting the client's requirement within a framework of a specific

schedule and in a cost effective manner. We work closely with the client through

all the stages of the assignments.

David RPO could be your best offshore RPO partner if you are looking for

offshoring of any of the following activities:

Off shoring of strategic recruitment activities such as

Sourcing CVs from different Job Portals.Vacancy MonitoringJob PostingResponse management to advertsTimesheet Processing. Shortlisting of CV'sReformatting / data entry of CVs.

Candidate headhunting and name generationVacancy Monitoring

Job PostingDatabase or CV management

Recruitment and HCM ConsultingTechnology Consulting


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