CHAPTER - 1

⮚ Introduction to the study

⮚ Need for the study
⮚ Objectives of the study
⮚ Methodology of the study
⮚ Limitations of the study

1
 INTRODUCTION TO THE STUDY

Today, in every organization personnel planning as an activity is necessary. It is an important

part of an organization. Human Resource Planning is a vital ingredient for the success of the
organization in the long run. There are certain ways that are to be followed by every
organization, which ensures that it has the right number and right kind of people, at the right
place and right time, so that organization can achieve its planned objectives. The objectives of
the Human Resource Department are Human Resource Planning. Recruitment and Selection,
Training and Development, Career planning, Transfer and Promotion, Risk Management,
Performance Appraisal and so on. Each objective needs special attention and proper planning
and implementation.

For every organization it is important to have the right person on the right job. Recruitment and
Selection plays a vital role in this situation. Shortage of skills and the use of new technology are
putting considerable pressure on how employers go about Recruiting and Selecting staff. It is
recommended to carry out a strategic analysis of Recruitment and Selection procedure.

Recruitment however is not just a simple selection process but also requires management
decision making and extensive planning to employ the most suitable manpower. Competition
among business organizations for recruiting best potential has used focus on innovation, and
management decision making and the selectors aim to recruit only the best candidates who
would suit the corporate culture, ethics and climate specific to the organisation.

2
 RECRUITMENT AND SELECTION

“Recruitment is the process of finding and hiring the best Qualified candidate (from within or
Outside of an organization) for a job opening, in a timely and cost effective manner. The
Recruitment process includes analysing the requirements of a job, attracting employees to that
Job, screening and selecting applicants, hiring, and integrating the new employee to the
Organization”

“Selection is the process of putting the right men in the right job. It is a procedure of matching
Organizational requirements with the skills and qualifications of people. Recruitment is
Considered to be a positive process as it motivates more candidates to apply for the job. It
Creates a pool of applicants”

Recruitment and selection refers to the chain and sequence of activities pertaining to recruitment
and selection of employable candidates and job seekers for an organization. Every enterprise,
business, start-up and entrepreneurial firm has some well-defined employment and recruitment
policies and hiring procedures. The HR department of large organizations, businesses,
government offices and multilateral organizations are generally vested with the responsibilities
of employee recruitment and selection.

They clearly defined that Recruitment and Selection Process is a key to the success of any
Human Resources Department

3
 NEED FOR THE STUDY

The generally purpose of recruitment is to provide a pool of potentially qualified Job candidates

Specifically, the purpose is to -

Determine the present and future requirement of the organization with its personnel planning
and job analysis activities. Increase the job pool of job Candidates at minimum cost Help to
increase the success rate of the selection process by Reducing the number visibly under qualified
or job application.

Help to reduce the probability that job applicants, once recruited and selected, will leave the
organization only after a short period of time Being identifying and preparing potential job
applicants who will be appropriate candidates.

Recruitment and selection process is one of the important functions of HRM. In this present
globalization era, human resources are very important for every organization. So an effective
process of recruitment and selection are needed for the effective organization.

Blue frog Mobile Technologies PVT LTD should follow the best methods of recruitment and
selection procedures. For every organization, searching for the suitable applications is the first
step and selection of the right person for the right job at the right time is the basic foundation. If
this foundation is strong, then there is a lot of chance for the organization to increase their
effectiveness at the key points. So finally selection of the candidate becomes the heart of the
particular organization. So this study is done to understand the recruitment and selection
activities in the organization and to know to what extent these activities have been successful in
the organization development.

Human resources are the most important asset. The way the organization provides service well to
a large extent contributes to the success of the organization. Hence there is a requirement of
highly motivated workforce i.e., willing to perform high standards

4
The need for recruitment may be due to the following reasons/situation:

a) Vacancies due to promotions, transfer, retirement, termination, permanent Disability, death

and labour turnover.

B) Creation of new vacancies due to the growth, expansion, Diversification of business activities
of an enterprise.

C) In addition , new Vacancies are possible due to job specification.

Blue frog mobile technologies lays maximum emphasis on human resources planning.
Development and management for optimum utilization and full realization of the employee
potential to achieve the goals. Blue frog company follows corporate recruitment policy in
meeting its manpower requirement. An effective recruitment and selection policy not only
fulfills the requirements of a job but also ensures that an organization will continue to maintain
its commitment to provide equal opportunities to employees.

The success of a company depends on employees at every level and hence it should be efficient
in their work and ready to meet changes and get satisfaction with their present assignment and
their feature prospects.

5
 OBJECTIVES OF THE STUDY

The main objective of recruitment and selection is fairly obvious: to hire the most qualified
candidate to fill an available position.

Additional objectives include:

❖ Creating a large talent pool of candidates to ensure the organization can hire the best
employee.
❖ Finding people who will fit with the company culture and contribute to the organization’s
goals.
❖ Reducing the likelihood that a candidate will leave after a brief time by finding the right
employee for the position .
❖ Meeting the organization’s diversity and social commitment, electing candidates based
solely on their merits and the way they fit in with the company values, goals and culture.
❖ To know the perception of the employees regarding present recruitment and selection
method followed in the organisation
❖ To know the selection and recruitment process followed in blue mobile technologies PVT
LTD
❖ If necessary to offer suggestions to improve the recruitment and procedures in bluefrog
mobile technologies

6
 METHODOLOGY OF THE STUDY

To get information about satisfaction level of employees from recruitment and selection
process and its effectiveness by a sample survey which was conducted in the blue frog
mobile technologies. The information required for making a comprehensive study on the
recruitment and selection process for their growth in the job career. The data can be
collected in two sources, Primary and secondary sources

Primary data information about Bluefrog Mobile Technologies PVT LTD and its HRD
activities is gathered from direct contacts and personal discussions with all the
departmental employees in the organization. Based on Duties and responsibilities of HR
personnel of the organization. Primary data was collected through a structured
questionnaire consisting of 15 questions . The sampling technique used for collecting the
primary data is simple random technique and the sample size is 100 employees.

The secondary data can be through overall annual reports of performance of employees
in the early years. The performance of the employee can be determined through some
techniques used by the organization. The records maintained by the HR department
served as a valuable source of secondary information required. It includes data from the
magazines and annual reports of the Bluefrog Mobile Technologies PVT LTD Formed
the basis for secondary data.

Sample Size and Sample Technique:

The study is conducted in Bluefrog Mobile Technologies PVT LTD. By taking the
sample size of 100 employees. These employees were selected using simple random techniques.

Sample Size:100

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 LIMITATIONS OF THE STUDY

▪ The study period is 8 weeks which is a major constraint.

▪ Every employee is busy with their individual work.
▪ Some of the employees are not interested in interacting.
▪ Lack of availability of employees, consisting for a particular period of time, has been a
major disadvantage.
▪ Employees were hard pressed for time, in view of their job and their work schedule.
Therefore there may be bias in their answers
▪ It was not possible to cover all the areas in such a short period, in bluefrog mobile
Technologies

8
CHAPTER-2

⮚Industry Profile
⮚Company Profile

9
 INDUSTRY PROFILE

IT BACKGROUND

India is the world’s largest sourcing destination with the largest qualified talent pool of technical
graduates in the world. According to the National Association of Software and Service
Companies (Nasscom), the Indian IT industry’s revenue is estimated to reach US$ 194 billion in
FY21, an increase of 2.3% YoY. The sector is the largest employer within the private sector.
According to Gartner estimates, IT spending in India is estimated to reach US$ 93 billion in
2021 (7.3 % YoY growth) and further increase to US$ 98.5 billion in 2022. As of FY21, the IT
industry employed 4.5 million people.

This push towards cloud services has boosted hyper-scale data centre investments, with global
investments estimated to exceed -US$ 200 billion annually by 20

25. India is expected to gain a significant share in the global market, with the country’s
investment. Expected to hit ~US$ 5 billion annually by 2025.

According to the research findings commissioned by Amazon Web Services (AWS), Indian
enterprises and public sector organisations (that migrated from on-premises data centres to cloud
infrastructure) can expect to lower energy and carbon Footprint by over 80%.

The Indian mobile gaming market is growing at a pace in tandem with the global trend and is
expected to reach US$ 7 billion in 2025.In Budget 2021, the government has allocated Rs.
53,108 crore (US$ 7.31 billion) to the IT and telecom sector. The IT industry accounted for 8%
of India’s GDP in 2020. Exports from the Indian IT industry are expected to increase by 1.9% to
reach US$ 150 billion in FY21.

India’s software services exports (excluding exports through commercial presence) increased by
4% in FY21 compared with FY20 and are estimated at USD 133.7 billion During 2020-21.

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In 2020, the IT industry recorded 138,000 new hires. According to STPI (Software Technology
Park of India), the software exports by its registered units increased by 7% YoY to reach Rs. 5
lakh crore (US$ 67.40 billion) in FY21 from Rs. 4.66 lakh crore(US$ 62.82 billion) in FY20,
driven by rapid digitization and the IT industry’s timely Transition to remote working
environments that helped to keep up the industry’s growth Amid coronavirus pandemic

According to STPI (Software Technology Park of India), software exports by the IT Companies
connected to it, stood at Rs. 1.20 lakh crore (US$ 16.29 billion) in the first quarter of FY22. In
August 2021, the Union Minister of State for Electronics and Information Technology. Mr.
Rajeev Chandrasekhar, announced that the IT export target is set at US$ 400 billion for March
2022. In addition, the central government plans to focus in areas, such as cybersecurity, hyper-
scale computing, artificial intelligence and block chain

The IT & BPM industry’s revenue is estimated at USS 194 billion in FY21, an increase of 2.3%
YoY. The domestic revenue of the IT industry is estimated at US$ 45 billion and export revenue
is estimated at US$ 150 billion in FY21. Artificial Intelligence (AI) is expected to boost India’s
annual growth rate by 1.3% by 2035, as per NITI Aayog. A substantial increase in Al by Indian
firms can result in a 2.5% increase in India’s Gross Domestic Product (GDP) in the immediate
term. In September 2020, NASSCOM Future Skills and Microsoft collaborated to launch a
nationwide Al skilling initiative to train one million students in Al technology by 2021.

The computer software and hardware sector in India attracted cumulative foreign direct
investment (FDI) inflows worth US$ 74.12 billion between April 2000 and June 2021. The
sector ranked 2d in FDI inflows as per the data released by Department for Promotion of
Industry and Internal Trade (DPIIT).

In 2020, PE investments in the sector stood at US$ 7.5 billion. IT & BPM led the venture
Capital (VC) investment with 380 deals in 2020, contributing 71% of the total deal count. The
COVID-19 pandemic has accelerated the demand for third-party data centre services in India.

The Government of India has extended tax holidays to the IT sector for Software Technology
Parks of India (STPI) and Special Economic Zones (SEZs). As of February 2020, there were 421
approved SEZS across the country, with 276 of them from IT & BPM and 145 as exporting
SEZS.

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The Karnataka government has signed three MoUs worth US$ 13.4 million (Rs. 100.52 crore) to
help the state’s emerging technology sector.

The development of the Indian software industry is an archetype of how economic liberalization
combined with an entrepreneurial spirit can build an industry that today contributes as much as
8% to the GDP of a fast-growing country like India. On the back of thousands of IT services
companies that were built over the last three decades, the industry has generated US$177 billion
in revenue and more than US$135 billion int exports in FY 20182019 alone. The IT industry has
also created over four million direct jobs and 12 million indirect jobs in India. A testament to this
growth is the fact that the largest Indian IT services company is currently valued at over US$100
billion and generates over US$20 billion in revenue.

Over the years, the Indian software industry has matured from providing cost-effective back
office support to driving the digital transformation agenda ahead in global companies.
Increasingly, leaders of more than a thousand global enterprises across the U.S., Europe, and
other locations have realized India’s potential and have set up their own IT or R&D centre’s to
take advantage of the vibrant Indian software ecosystem.

The current wave of Indian software entrepreneurs is focusing on building platforms and
products for Indian and global markets. This has led to the creation of more than 7,000 tech start-
up’s in India. India is already home to 18 unicorns (start-ups valued in excess of US$1 billion),
and another 10 are expected to be added by the end of 2020.

The Indian software industry has accelerated the adoption of digital technologies in the country.
The industry has played a crucial role in providing digital identities to over one billion people in
the country, which is further enabling the provision of services across industries such as banking,
healthcare, and education in an efficient manner. The next generation of Indian software
companies is helping millions of small and medium businesses (SMBs) and individual workers
such as cab drivers and delivery personnel move into the formal economy.

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Growth of the Software Industry in India

For the purpose of discussion, the growth and evolution of the industry can be viewed in Three
broad phases-

Pre-2000 era: The growth of software exporting firms.

For the two decades in this period, the software sector was largely composed of firms.
Looking to provide software services to global clients. The focus was on exports, and most
companies viewed themselves as software exporters. The companies started solving Y2K issues
for their customers and further extended their offerings to help companies manage their legacy
portfolio of applications and infrastructure. The first wave of the global Internet and dot-com era
created intercontinental Internet infrastructure. Indian companies were able to leverage this
infrastructure to deliver software development-related services to global enterprises remotely.

Realising the potential and the availability of talent, some multinational corporations
established their own offshore development centers in India. Companies involved in the software
aspects of hardware for example, design of tools or VLSI (very large-scale integration)/system
design also took root, diversifying their services portfolio .

Circa 2000-2010: The rise of Indian software multinationals and R&D centers.

With experience in dealing with complex IT systems and confidence in working with
international customers, several companies become multinationals with offices and centers
across countries. They offered a wider range of services like executing large and complex
projects involving integration, complete end-to-end solutions including management of IT
infrastructure, running the services, providing IT strategy, and other related services.

To date, 1,250 companies from around the world have set up their own centers in India across
almost all key industry verticals. Software/Internet, telecom, semiconductor, automotive, and
industrial are the top industries present, with R&D being a strong focal point. Enterprises across
industries such as banking, retail, and healthcare also started driving digital engineering work
from their India development centers

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Over 400,000 engineers work in global R&D centers in India. Bangalore, Pune, Hyderabad,
National Capital Region (Delhi, Noida, Gurgaon), and Chennai are key locations for such
centers, amplifying the possibility of ecosystem wide learning, relearning, innovation, and
partnership.

Circa 2011 to present: Vibrant and innovation-driven multi-dimensional sector.

The Indian software ecosystem has now evolved into an extremely dynamic and varied
sector that is building and managing the most complex IT systems for global enterprises. The
combination of available talent, lower rates of brain drain to the U.S., the presence of large
technology companies’ R&D centers, and the presence of global venture capitalists has helped
accelerate the growth of the start-up ecosystem. India, today, has over 7,000 start-ups (started
less than five years ago), and over 1,200 technology start-ups were established in just the last
year.

There are largely two types of technology start-ups. The first are consumer-led and largely
focused on the India market. Initially these were replicas of U.S. companies, but Soon morphed
with unique innovations for the India market. The second set of start-up’s are focused on serving
the U.S. and European markets.

In the last few years, 18 start-ups touched US$1 billion in market capitalization. Walmart bought
India’s largest e-commerce company, Flipkart, which is only about 11 years old, at a valuation of
US$21 billion. OYO Rooms, a technology-enabled franchise model hotel chain, was started by a
20-year-old, and now has the largest number of rooms under management in India, overtaking
both traditional Indian and global hotel chains.

Start-ups are driving innovation at an accelerated pace. To maintain the warp speed of
innovation, large companies are building partnerships with the start-ups and are actively looking
at acquisitions, both for talent and intellectual property.

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Impact of IT Industry on India

The IT industry’s impact on India is profound. It is a positive contributor to India’s revenue

growth, talent capability, diversity in workforce, and its digital infrastructure.

Growth in exports: In terms of revenue and foreign exchange, this sector has transformed India’s
finances, and is effectively financing a large share of imports. The sector is currently the largest
forex earner from exports and accounts for over 25% of the country’s total exports. The sector is
already contributing over 7.9% to India’s GDP.

Capability development and employment creation : No other industry segment has generated as
many jobs for the middle class. The sector directly employs over four million people and
indirectly supports an additional 12 million jobs. The industry was also a major trigger for the
government to push for an increase in output of engineering colleges to over 700,000 graduates a
year.

Companies have also set up processes to hire, train, and engage thousands of employees. In fact,
Indian IT services companies spend over US$1.6 billion a year on employee training. Large
technology companies have set up campuses exclusively focused on training their employees on
skills relevant to their global customers. Over 500,000 engineers in India are already equipped
with relevant digital skills to drive digital transformation.

The extensive engineering education system and the deployed talent pool in the IT industry are
also helping improve the digital capabilities of Indian enterprises. The technical and managerial
talent from IT companies have moved to Indian enterprises to help them accelerate their digital
transformation initiatives.

Female empowerment : industry has been supportive of women in the workforce, an aspect
where India has traditionally lagged. Some 30% of the IT sector workforce is women employees
and this has been a trend since the early stages of its development. The sector has not only
helped empower women but has also provided them with highly aspirational career options.

15
Start-up ecosystem: The start-up ecosystem in India attracted over US$10 billion in investments
from venture capitalists from across the world between 2016 and 2018. US$6 billion has already
been invested in Indian start-ups by SoftBank out of its US$100 billion Vision Fund.

Start-ups such as Flipkart, Ola, and Swiggy have helped create or digitally enable millions of
jobs such as cab drivers and e-commerce/food delivery professionals. Start-ups such as
Power2SME and Capital Float are offering innovative financial services for SMBs, including
“flow-based lending;” a lending model that provides credit to SMBs based on an analysis of their
financial transactions, thereby improving SMBs’ ability to invest and grow their businesses.

Digital infrastructure: thin a span of about a decade, Indian IT companies have taken several
services being provided to citizens and corporations and moved them online. Most of these
systems have been developed by indigenous IT companies, and many are also maintained and
managed by them. Examples include the Ministry of Corporate Affairs system for corporate tax
filing, the income tax management system, including e-filing of tax returns, the entire India
Stack digital infrastructure, the Goods and Services Tax system, the passport system, the Indian
rail reservation system (that books over 200 million tickets annually), the Aadhaar unique
identification infrastructure the largest in the world (whose chief conceptualizer and first CEO,
NandanNilekani, is a product of the IT industry), and others.

Until the 1980s, India was perceived as a poor country that needed support from more
developed nations. Today, this view has changed, and India now has a seat at the global table.
The world is aware of India’s technology prowess and is actively looking to make investments,
form partnerships, and tap India’s bustling technology ecosystem. Frequent foreign travellers can
attest to the fact that the quality of interaction with local people has evolved dramatically over
the last quarter century due to the IT industry’s widespread impact.

Global Impact: Rising from a position where it was almost impossible for a poor and
impoverished country like India to create capabilities around software technology, India has
emerged as a software powerhouse serving the world. The IT sector has helped global
corporations optimize their cost, improve quality, create jobs and capabilities worldwide, and
drive global business models and technology innovations.

16
Cost optimization and quality. India’s high quality and relatively lower cost engineering, IT, and
BPM talent has helped corporations gain huge cost savings that have allowed them to increase
their shareholder returns and invest in growth and transformational initiatives. Assuming a cost
difference of over 50% between developed locations and India, the Indian IT industry has helped
global enterprises save over US$500 billion in the last five years alone.

It was important for the Indian IT companies to ensure that they could deliver high quality
software. In fact, they were among the first to adopt the software development process standard
called Capability Maturity Model (CMM), launched by the Software Engineering Institute at
Carnegie Mellon University in 1987. By 1998, half of all global companies assessed at CMM
level 4 or 5 were from India. Companies from across the world, and even countries wanting to
develop their own IT sectors, turned to India’s experience of rigorous software development
process and the use of quantitative techniques to manage them. Indian companies shared what
they learned at software-related conferences, workshops, seminars, and so forth. Delegations
from various countries visited India to learn from its experiences, and case studies were also
developed. There were books like CMM in Practice (Addison-Wesley, 2000), and Software
Project Management in Practice, (Addison-Wesley, 2002), which were translated into other
languages including Chinese, Japanese, Korean, and French.

The Indian IT sector is in a unique position to lead global technology innovations over the
next decade .

17
Global delivery model: riding on its CMM capabilities, Indian IT companies have pioneered the
global delivery model where distributed teams can seamlessly work together to deliver complex
software projects.

The global delivery model innovation has quickly become an industry best practice among all
global IT services companies as well as enterprises. Large enterprises have anchored on the
global delivery model to set up their own IT and R&D centers in India to drive IT and product
innovation. Today, over 500 global companies have their second largest development centers
based in India. Not just American and European countries, but also companies from Asian
locations including China, Indonesia, South Korea, and Japan have established a presence in
India. Companies such as IBM and Accenture have increased their headcounts to around 100,000
in India, due to their ability to use a global delivery model to execute complex projects for
customers.

Global innovation and digital transformation: Large global companies have realized the
capability of Indian talent and started focusing on driving core innovation from the country. In
fact, several companies have started filing global patents for ideas that were conceptualized and
productized from their India centers. Between 2015 and 2018, more than 4,300 patents were filed
by India-based companies/offices in the U.S. Patent and Trademark Office. Companies have also
expanded the roles at their India centers to include product management, customer success, sales,
and marketing. Some companies, including Cisco and Samsung, consider their India centers as
second headquarters. Also, India is rapidly rising as a hub of global Centers of Excellence
(COEs) for modern technologies such as artificial intelligence/machine learning, Internet of
Things, robotic process automation, and others.

18
The Indian software industry was quick to realize the changing needs of customers and started
supporting global digital transformation initiatives of several legacy companies in the retail,
manufacturing, energy, and utilities industries.

The large Indian IT companies are now multinationals in their own right. Top companies operate
in over 50 countries, where they have substantial offices. Many have significant development
centers in other regions like the United States, Mexico, China, Europe, and Australia, employing
thousands of software engineers and managers.

The Indian IT services industry is estimated to employ a total of 40,000+ locals in the United
States alone. Additionally, the industry is also exporting its massive talent training infrastructure
to global locations. Tata Consultancy Services has set up a training hub in Cincinnati and is
creating a pipeline of graduates coming out of U.S. universities.

The worldwide impact of the Indian software industry is widely evident:

▪ Code written by Indians is present in almost all systems with software, including cars,
consumer electronics, enterprise software solutions, industrial products, banking systems,
and more;
▪ Indian designers are involved in most chip and system designs by major multinationals;
▪ Indian IT firms have development centers in over 80 countries around the world; and
▪ Over 1,000 companies develop global products from their centers in India.

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Key Lessons:

Observing the growth and impact of the Indian IT industry provides a set of valuable lessons that
can be replicated for the development of other industries in India and other countries.

Government involvement. Minimal government interference coupled with supportive incentive

policies was a key success factor. The Indian government did not regulate the industry and
created tax incentives for both importing technology and for revenue from exports.

Shilling and development. Focus on skills and talent development has been instrumental in the
growth of the IT industry. Even in their early stages, IT companies spent significant time and
money developing the skills of their employees ahead of time. This helped companies rapidly
address the changing technology needs of their global customers.

Process orientation. The heightened focus on process orientation in the Indian software industry
has undoubtedly contributed to its meteoric growth and has also enhanced the perception of the
industry globally. A strong process and continuous improvement focus is a catalyst for both
quality and productivity.

Industry collaboration. One key factor in the success of the Indian IT sector has been its ability
to bring companies together to develop an industry. The sector has created a huge collaboration
ecosystem in the form of an industry body NASSCOM. The association has helped develop best
practices that get disseminated to companies across the sector.

Scale and entrepreneurship. Widespread industry effort to promote, cultivate, and celebrate
entrepreneurship has created an ecosystem for entrepreneurs to conceptualize, fund, and scale IT
companies. The first generation of entrepreneurs focused on building and scaling IT services
companies, while the second was focusing on building IT products and IP-led services
companies.

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The Way Forward

The Indian IT sector is in a unique position to lead global technology innovations over the next
decade.

The Indian education infrastructure is being rapidly overhauled by dedicated government

initiatives. The government has announced the creation of 17 new Indian Institutes of
Technology (IIT) across India to further improve the quality of engineering education. IITs have
some of the country’s best engineering faculty and education infrastructure. The millions of
engineers who will graduate in the next few years will be adept at machine learning, cloud
computing, and other new-age digital technologies. As a result India will continue to be a source
of skilled digital talent and intellectual property for more than 2,000 global enterprises.

India’s per capita income is expected to cross US$3,500 by 2025 from the current US$2,000.
This will increase discretionary spending by the population, creating a huge consumer market,
potentially triggering the next wave of digital entrepreneurs building India-focused technology.
Venture capital activities will increase due to massive domestic opportunities and the ability of
Indian start-ups to build global products. The availability of capital will catalyse the creation of
many companies with valuation in excess of US$1 billion across India.

The government is expected to accelerate the creation of public digital infrastructure to

streamline existing citizen services and create new services. The India Stack model will be
expanded to create industry-specific initiatives in areas such as healthcare, supply chain, and
education. This will result in technology getting weaved into the fabric of the Indian workforce
across agriculture, healthcare, education, and other industries. Millions of digitally enabled jobs
and job categories will be created in the process.

Further, second- and third-tier locations will join India’s software ecosystem due to the strong
mobility network, education, and digital infrastructure built over the last decade. Global
companies, Indian IT companies, and start-ups will leverage these cities to drive innovation.

Over the last three decades, India has risen as a technology and software trailblazer, and with
concerted efforts by the entire ecosystem including Indian IT companies .

21
 COMPANY PROFILE

Bluefrog Mobile Technologies is an IT & Business solutions provider with head office is located
in Vizag, Andhra Pradesh and has branches in Vijayawada, Andhra pradesh and Patna, Bihar and
they support remote sites across multiple regions with a superior technical resource at hand
guided by on site project resources. Since the inception (2008), Bluefrog has experienced
tremendous growth by providing clients with superior consulting services, complete solutions
(both eGovernance and mGovernance), staff augmentation and IT enabled services. Bluefrog
Mobile Technologies is built with deep understanding of Customer needs and pain points using
the latest software architecture models, proven and cost effective technologies using the best in
class processes.

Keeping pace with the ever-changing technological evolutions, Bluefrog has adopted a number
of innovative, trailblazing methodologies, which formed a strong foundation of success for all its
projects. M-Governance is the strategy and implementation involving the utilization of all kinds
of wireless and mobile technology services, applications and devices for improving benefits for
citizens, business and all Government units. Our methodology and services that have catered at
the Government level and also at consumer level with different products with different usages.

22
The key uniqueness is its leadership teams that are filled with highly competent engineers. A
management with a 10-year vivid engineering experience with Multi-National Companies like
Hewlett-Packard and Agilent, keeps Bluefrog stand out in the IT arena. This is the formula
behind Bluefrog’s significant contributions to the growth of their customers by providing Value
Added Services, since from the inception.

1. Latest Technology - Enhancing the technology towards the requirement of Indian

Mobile market which is in its infancy with low GPRS penetration and Non User Friendly
SMS services, is a challenge they boldly accepted.
2. Professional Team - Enhancing the technology towards the requirement of Indian
Mobile market which is in its infancy with low GPRS penetration and Non User Friendly
SMS services, is a challenge they boldly accepted.
3. Reliable Support - Enhancing the technology towards the requirement of the Indian
Mobile market which is in its infancy with low GPRS penetration and Non User Friendly
SMS services, is a challenge they boldly accepted.
4. Environmental care - Enhancing the technology towards the requirement of the Indian
Mobile market which is in its infancy with low GPRS penetration and Non User Friendly
SMS services, is a challenge they boldly accepted.

23
COMPANY MISSION :

To provide the best technology to our partners who are working for un sustainable goals .

COMPANY VISION :

Building unified digital platforms for development plan generation , development plan execution
, monitoring and evaluation activities .

24
BLUEFROG CORPORATE HISTORY

2008 - Incorporation of Bluefrog Mobile Technologies

2009 - eMMS pilot in Visakhapatnam, Andhra Pradesh

2010- Full fledged implementation of eMMS in the combined state of Andhra Pradesh

2011 - Secured CMSA, NDCC and POP projects for SERP department in the combined state of
Andhra Pradesh

2012 - Entered into Women and Child Care domain with JeevikaShahali Project in the State of
Bihar funded by World Bank

2013 - Attained CMMI Level-3 and ISO certification

2015 -Developed Nutritask project for Women and Child Welfare Department, Andhra Pradesh

2017 - Secured Zero Budget Natural Farming for RYSS Department, Andhra Pradesh funded by
Azim Premji Foundation

2018 - Implemented Farmer One Stop Service for AgricultureDepartment, Andhra Pradesh

2019 - Secured Digital Livestock Management System for Animal Husbandry Department, Bihar
funded by Bill and Melinda Gates Foundation

2020 - Launch of Digital Livestock Management System in Bihar

25
CLIENTS OF BLUEFROG

26
Other Clients

27
PRODUCTS OF BLUEFROG

Progress for small villages , Digital livestock management, digital agriculture management
system, digital divyangjan management system, IKYA for SHG community , IKYA for FPO
community, electronic muster measurement system , digital health and nutrition management
system .

IMPLEMENTATION COUNT
0.3 million –farmers

8million - wage seekers

15 million- SHG woman

10million – assets

15million – households

50million – geo tagged images

2,20,000 – gram panchayats

50,000 – village organisations

28
TOOLS AND TECHNOLOGY USING IN BLUEFROG TECHNOLOGIES

29
CHAPTER – 3
 THEORETICAL FRAME WORK

30
 THEORETICAL FRAMEWORK

RECRUITMENT:-
The process of finding and hiring the best-qualified candidate (from within or outside of an
organization) for a job opening, in a timely and cost effective manner. The recruitment process
includes analyzing the requirements of a job, attracting employees to that job, screening and
selecting applicants, hiring, and integrating the new employee to the organization

IMPORTANCE OF RECRUITMENT

● recruitment is the process which links the employers with the employees.
● Increase the pool of job candidates at minimum cost.
● increase the success rate of the selection process by decreasing the number of visibly
Under qualified or overqualified job applicants.
● Help reduce the probability that job applicants once recruited and selected will Leave
the organization only after a short period of time.
● 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 of the
Organization.
● Determine present and future requirements of the organization in conjunction with its
personnel planning and job analysis activities
● Using a recruitment agency will shorten the time it takes to fill your open positions. A
recruitment agency can find candidates much faster than you can.

31
ADVANTAGES OF RECRUITMENT

Recruitment process outsourcing(RPO) is still new for a lot of companies. Some may not realize
that there are options in how to outsource or to improve their recruiting process, while others
may stick with other solutions because that’s the way it’s always done and that’s the way the
boss likes to do things. However, if you’re serious about RPO and really want to know what it
could do for your organization, then here are the six awesome benefits of RPO.

1. Reduced recruiting costs

This is one of the top reasons why organizations choose an RPO solution, and it’s also one of the
biggest benefits of RPO. Many companies spend a lot of money on head hunters and job boards,
or waste a lot of money through high turnover rates. With other companies, time is simply
wasted in lengthy hiring processes or outdated (or a lack of) technology. An RPO provider can
reduce recruiting costs by streamlining your recruiting process and showing you how to find
good candidates better and with less time and money .

2. Scalable Recruiting Capacity

Christmas season is here, and many employers during this time go through a hiring spree for
seasonal employees. If that’s you, then an awesome benefit of RPO is having a recruiting process
in place that can scale up for the Christmas season, and then scale back down at the beginning of
the next year. RPO is also great for companies that are growing rapidly, that may need extra help
in scaling their recruiting capacity to meet growth.

3. A Consistent and Predictable Recruit-to-Hire Process

Candidates don’t like it if they don’t know where they stand in the recruiting process, or if they
don’t know what’s happening or what’s supposed to happen next. This problem could also
plague companies who have multiple entities or multiple departments, where each one could
have their own hiring process. RPO can help get everything together and make the recruit-to-hire
process consistent and predictable for both parties and across the entire organization

32
Hiring managers know that a great candidate is much more than a combination of experience and
education, but also includes personality and previous accomplishments. Hiring managers who
are pressed for time to fill a position, or have a ton of candidates to go through, may not
necessarily take a look at the qualities that determine whether or not the new hire will stick with
the position. An RPO solution can get into those qualities while still looking for candidates who
have the needed experience and education.

4. increased hiring manager satisfaction

The increased hiring manager satisfaction comes from many aspects of RPO. Hiring managers
now have better ways to assess the success of their efforts. Hiring managers now have more
support from executives in the recruiting process. Hiring managers now aren't stretched so thin
and are better able to do their jobs. With the help and partnership of an RPO provider, hiring
managers will be more satisfied with what's accomplished and how candidates are recruited and
brought into the company.

5. Enhanced Employment Brand

The employment brand is essentially the identity of the company as an employer, and when
every other aspect of the recruiting process is in place and doing well, the employment brand
improves. If your candidate quality improves, that only looks good to other potential candidates
for your organization. If your hiring managers are satisfied and are working in a consistent
recruit-to-hire process, then people who go through that process will only have good things to
say about it and your company as an employer. Overall, RPO helps the company in many more
ways than just cutting

33
SOURCES OF RECRUITMENT:
Broadly, there are two main sources of Recruitment-

1. sources of recruitment which means recruitment from within the organization.

2. External sources of recruitment means recruitment from outside the organization.

34
1. Internal sources of recruitment which means recruitment from within the
organization

 Transfer: it means shifting of employees from one job to another. There is no drastic
change in the pay or status of the employees; it generally remains the same.

 Promotion: it means shifting the employee to a higher position with the change in pay
or status.

 Internal advertisement: it means appointing the employees from within the

organization through advertisement.

 Lent services: it means employing the person for a newly started plant in the
Organization.

 Extension of services: it is extending the service of employees by recruiting them.

 Absorption of trainees: those who come in the organization for training employing
them.

2. External sources of recruitment mean recruitment from outside the

organization:

I. Advertisement: it is a way to attract a number of employees by giving advertisements in

the newspaper.

II. Casual callers: the good organizations have a list of casual callers also who apply to
them and the organization instead of giving new advertisements give a call to these casual
callers.

III. Employment exchange: it is a good source of recruitment where the candidates are
Called with the help of employment exchange.

35
 IV. Educational institutions: here the company’s go to the educational institutions from
where they select the suitable employees for the job.

V. Labour union: the organization may select the candidate from the labor union of the
company to satisfy the labourers also.

VI. Recommendation of employees: sometimes the employees working in the Organization

also suggest the name of suitable candidate for the appointment.

VII. Waiting lists: generally the organization prepares the waiting lists of the employees.
Sometimes the selected candidates failed to join in that case the waiting list employees
are called.

Thus the above said are the main sources of recruitment of the employee’s within the
organisation and outside the organisation which are used by the organisation to employ the
employees

36
PROCESS OF RECRUITMENT:-

37
SELECTION
The process of interviewing and evaluating candidates for a specific job and selecting an
individual for employment based on certain criteria. Employee selection can range from a very
simple process to a very complicated process depending on the firm hiring and the position.
Certain employment laws such as anti-discrimination laws must be obeyed during employee
selection.

IMPORTANCE OF SELECTION

Reduce Applicant Numbers

Recruitment attracts many applicants to a particular job, which may prove difficult to manage,
but selection reduces applicants to a manageable number. Candidates who have applied for a job
during the recruitment stage are screened in the selection stage. Those who prove suitable for the
job are selected, and unsuitable ones are rejected.

Assess Behaviour

Selection gives managers an opportunity to assess potential employees’ character and

personality. This ensures that only an employee with the most suitable personalities and skills is
given the job. The organization takes particular notice of the personal flexibility and adaptability
of a candidate, which assures that such an individual can adjust rapidly to the tough demands of
the job.

Low Employee Turnover

Appropriate selection procedures applied in the recruitment process ensure that only the most
qualified individual is chosen to fill a vacancy. Recruited employees who are satisfied with their
jobs lead to a low employee turnover rate. Employee retention is important to an organization, as
the costs of hiring and training new employees are very high

38
The Time Dimension

A good selection procedure saves time in the recruitment and orientation processes because the
applicant is expected to have been introduced to some aspects of the organizational culture, such
as the dress code. No time is wasted trying to inculcate the new recruit with various aspects of
the organization’s culture and norms. The employee is given an adequate picture of what the new
job entails, thus eliminating wasting time doing unnecessary chores that are not part of his job
description.

ADVANTAGES

1. Selection avoids biases in selection procedure.

2. Selection helps to minimize the cost and time to be taken by selection procedure.

3. Selection tests help to estimate the candidate’s ability, knowledge and Other proficiency.

4. Selection test provides guidelines for reference evaluation.

5. Selection test compares different candidates on the basis of skills, knowledge and special
abilities possessed by them.

6. Selection test provides a basis for selecting the most likely candidate as per the

Requirement of job specifications.

7. Provides a guideline to evaluate the candidates further through strict verification and
reference-checking .

39
SELECTION PROCESS

RECRUITMENT AND SELECTION AT BLUEFROG MOBILE TECHNOLOGIES PVT

LTD

Recruitment and Selection in bluefrog mobile technologies Pvt Ltd is done half yearly. For
selection at Bluefrog Pvt Ltd, a Selection form is given to the Line Manager and he should meet
the employee, discuss and evaluate accordingly. Accordingly, incentives and promotions are
granted.

Bluefrog mobile technologies Pvt Ltd started Recruitment and Selection with the following
objectives of

❖ Evaluating Recruitment of employees.

❖ For making decisions regarding promotion of employees.

❖ Identifying the needs of training and development.

❖ To evaluate the morals of the employees.

40
Recruitment

Each department should adhere to the staffing levels approved by the board or by the director.

The director needs to fill in the staffing expectation form to justify any excess hiring staffing
justification form.

Copy to be sent to the HR Manager and Accounts department, HR placement is fulfilling

budgetary.

Requirements. ERF (Employee Requisition Form) should be filled by HR to initiate the

recruitment process .

A copy of ERF should be kept with the HR and Finance department for payroll Management
And updating records.

The following levels of interviews to be conducted for different grades.

Grade A&B - 2 rounds

Grade C&D - minimum 3 rounds of interviews

Grade E - minimum rounds of interviews

All interviewees or prospective employees should fill up the bio data form and go Through
aptitude test by the HR department.

A technical interview to be scheduled by the HR department as soon as the aptitude is completed

and with the following documents for the first round interview.

❖ ERF
❖ employee bio data form
❖ Application form with photograph
❖ Curriculum vitae
❖ 4 photographs
❖ Photo copies of educational & Work experience documents
❖ Aptitude test

41
Reference check to be filed in the employee Recruitment file.

The HR department should complete a Reference check before scheduled HR interview.

HR round interview form should be filled and total is calculated out of 100 (Aptitude test
40M+technical interview 40M+HR interview assessment form 20M) and a candidate should
score 70 or above in order to be ready for selection.

In the event a candidate selection is dependent on the following conditions

CONDITION ANALYSIS END RESULT

Above 70 Selection reference checks Candidate rejected

show negative marks

Less than 70 Line manager recommend Selected with reservations

reference check fine

Above 70 Selection reference checks Candidate selected

show positive results

Upon the confirmation from the candidate for joining HR should issue an offer letter with Clear
clause mentioning in the offer letter.

An appointment letter is given to the candidate after obtaining the following documents From the
candidate

● Acceptance letter
● Verification of all original documents
● Submission of original documents (for certain positions only)
● Bank account to be opened with the bank recommended by the company

42
Training & Development

Any new entrant joining the company should be given proper training and then place him in the
job.

It is the duty of HR department to take necessary steps in this regard as follows

● The employees should be given a tourof the workplaceand an introduction about The
group.
● The employee should be formally introduced to the department he is Assigned to
● He should be made aware of the vision of the company and as well as the Group and the
same is expected from him in the work .
● The uniform should be arranged by the company within 15 days of the Employee joining
date.
● As per the calendar preparation schedule, the induction program should be Conducted on
a monthly basis and the same to be informed to the respective Dept. HOD’s.

Proper Training attendance record should be maintained.

It is mandatory to have a questionnaire answered by the employee at the end of every section.

Training session and should be further evaluated by the HR Executive.

It is the responsibility of the HR Dept. That training that has been imparted to the employees Be
recorded and ensured that it reaches 100 hours of the training hours.

Based on the requirement, it is the responsibility of the HR Dept. To schedule training sessions
for enhancement of interpersonal skills by having collaboration with us for at least 2 years or else
the amount is deducted from his full & final settlement.

Incidentally, if any employee does not attend 100 hours of training in a financial year, it is to be
considered during his selection period.

43
Reference check

All new hires should provide reference checks following the format at the time of Technical
interview.

The following references should be followed by the new joined and form should be filled:

▪ fresh graduates-college principal/Dept. Head

▪ Candidate with prior experience-his previous company HR manager/Line Manager/Head
of the company

Reference check is compulsory for any position. All HR manager Managers should adhere to this
policy.

Any recruitment without reference check will result in negative remarks in HR manager’s
Selection.

Reference checks are to be kept confidential and should be conducted by the HR Department.

For managers and directors to conduct reference checks should be shared by the Head Office for
discussion.

This helps to gain an objective view of employees by performing 360 degree Selection.

For initially transferred employees, latest updated selection forms should be checked.

All discussion with referees and names mentioned by employee should be documented in
reference check questionnaire and filed in personal file record

Outcome of checks should help in assisting in decision making in hiring the employee.

44
Re Employment Of Individuals

An employee who left voluntary can be considered for re-employment in any group of
companies if -

● Past Recruitment has been of an above average standard

● Director of hiring company approves
● Positive feedback is given by the director in the previous company
● In case of an executive Board member or HOD, chairman& (CMD) approval is required

hiring company should request for personal file of the employee maintained by the Previous
company

Any candidate who is reemployed in the group the company will be considered as a new Hire
and should follow all the policies applicable

If dismissal by the company, employee is not hired

REFERRAL POLICY:

Purpose:

To establish a clear guide line on employees relative employing within the group in order to
avoid interest of conflict and to uphold a fair and consistent approach towards Managing people.

Process:

All employees are eligible to provide references when any vacancies are published in The
company and are eligible for the referral fees on referring candidate to the HR department In
order to be eligible for the payout for referral fee, referring candidate must-

Be personally known to the employees who refers him/her

Be referral fee will be paid to the referrer, after the referrer has completed probationary Period of
6months in the company.

The referral compensation amount is at the discretion of the director.

45
Probation

To ensure that there is right person for right job and is applied to all new hiring positions in order
to maintain a competitive workforce within the organisation

. • In the interview and in the appointment letter probation period must be specified; No notice is
required to abort the employment at any point during the probation.

• All new employees will be on 6 month probation under this rule as they would have passed
probation in the Group Company.

• Promoted employees will be under the probation of 3 months to assess suitability to the new
role and this rule is applicable at the discretion of the direction of the company

Probation from should be provided after 5 months of employee joining and should be completed
by HOD with the employee in an open discussion and in 15days for

❖ Approval
❖ Extension (Director approval in consultation with HR Manager, Probation Extension
letter should be sent to employee after a selection and feedback session listing procedure,
next assessment date should be given and progress closely monitored by HOD;
Objectives should be established).
❖ Dismissal (2 counselling sessions at reasonable intervals are a must, Director, approval in
consultation with HR director and manager, Dismissal Letter should be given after a
selection and feedback sitting listing procedure).

HR is in charge of receiving the forms back.

HOD should ensure the employee attends all relevant training during probation to complete the
induction process.

Probation review should be sent to the HR Department for filing in employee records.

Adverse outcomes if any should be shared with Concerned Heads

46
Recruitment and Selection Policy

On completion of at least 6 months, an employee is eligible for Recruitment approval.

Recruitment and Selection should be done on quarterly

Selection parameters should be set in line with group and company certain levels of employees
Recruitment review is done on both qualitative and qualitative achievements.

Recruitment review steps:

1) Line manager sets the targets both qualitative in consultation with the employee at the
beginning of the quarterly review period
2) At the end of the quarterly review period of the employee fills out self selection Forms
3) The line manager will have a one to one discussions with the employee and will Go
through the self selection form and 8 concurs are alters selection with mutual agreement
and discussion
4) A reviewed and updated selection form signed by the employee and the line manager
should be submitted to the HR Dept.
5) Annual training plan should be updated based on requirements to meet goals; HR
Manager will organise by discussing with HOD and Director
6) HR Dept. Will announce the increments/bonus as per the eligibility chart as per the marks
scored by the individual employees
7) Any salary increment is based on the individual Recruitment, company Recruitment/any
other considerations or recommendations set by the board of directors

47
RECRUITMENT PROCESS IN BLUEFROG MOBILE TECHNOLOGIES

Data base: A large amount of information about the job opportunity to transformation the who
are waiting for the job opportunity in this level

Advertise:- for the reach information to those who are waiting for the job candidates by the
advertising of newspaper or internet or campus.

Processing of applicants: -Who are applied the job, those candidates are full fill their
Information in the given form and submitted to the who conducting interview

Interview :- in this, interviewer tell to candidates about their job, salaries, timings and what
needs for the organization and discuss about over all job working conditions

Feedback: - After the interview, the interviewer is waiting for the feedback from Candidates if
candidate accepts those instructions then that candidate may get the job.

Offering jobs:- after complete feedback, the interviewer take phone numbers from the candidates
and after who eligible for the job they got call from the interviewer and get job offering

48
SELECTION PROCESS IN BLUEFROG MOBILE TECHNOLOGIES

Manpower:- in that the number of candidates apply for the job. Then putting the right number of
people, the right kind of people at the right place, right time, doing the right things for which
they are suited for the achievement of goals of the organization.

Written test:-- Various written tests conducted during the selection procedure are aptitude test
intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the
potential candidate. They should not be biased

Interview in line manager:- who are selected in a written test they are all eligible for the
Interview. The interviewer asks different questions to the candidate in the interview if the
interviewer is satisfied to give answers that are selected for the next interview.

H.R Interview:- who are selected line manager interview those are eligible for the this Interview
and Interviewer asked to many different questions based on mind performing

Background Verification: - who are selected in the H.R interview those are all eligible For this
level. And this level interviewer asks for background verification. If they Have any reference that
candidates get more opportunity for the job.

Job Offer: who are qualified at all those levels finally they get the job offer in the Organization

49
CHAPTER-IV
 Data Analysis & Interpretation

50
 DATA ANALYSIS & INTERPRETATION

1.Basis of selection in the organization

Table no:1
Options No.of Respondents Percentages(%)
By Merit 92 92%

By Reference 8 8%

Total 100 100%

8% 0

By Merit
By Reference

92%

Interpretations:

From the above diagram it can be seen that 92% of the respondents said that by merit and 8% of
the respondents said that by reference and it took more time. According to the above analysis By
merit because most of the people felt that it was good and only 8% of the people felt that it was
by reference

51
2. Awareness of the employees on Recruitment and Selection

Table no.2

Options No. of Employees Percentage(%)

Completely Aware 83 83%
Completely Unaware 17 17%
Total 100 100%

0
17%

Completely Aware
Completely Unaware

83%

Interpretation:

From the above diagram it can be seen that 83% of the respondents aware of Recruitment
and Selection. 17% of the respondents are not aware of the Recruitment and Selection. Most of
the employees are aware of Recruitment and Selection in the blue frog mobile technologies.

52
3.Period of Recruitment and Selection

Table no:3

Options No. of Employees Percentage(%)

Yearly 0 0%
Hlaf Yearly 100 100%
Quarterly 0 0%
Total 100 100%

Yearly
Half Yearly
Quarterly

100

Interpretation:

All of the respondents said that Recruitment and Selection will be conduct twice in a year
i.e., once in every 6 months.

53
4. Improvement in the Response to the Recruitment and Selection

Table no:4

Options No. of Employees Percentage(%)

Lot of Improvements 44 44%
Little Improvements 24 24%
No Improvements 32 32%
Total 100 100%

32%

44%

Lot of Improvement
Little Improvement
No Improvement

24%

Interpretation:

From the above diagram it can be said that 44% of the respondents said that they find lot
of improvement through Recruitment and Selection. 24% of the respondents said that they find
little improvement through Recruitment and Selection. 32% of the respondents said that they did
not find any improvement Recruitment and Selection. The number of employees who attend for
the Recruitment and Selection has increased from last year to this year.

54
5. Importance of Recruitment and Selection in employee's career

Table no:5

Options No. of Employees Percentage(%)

High Importance 41 41%
Moderate Importance 53 53%
Low Importance 6 6%
Total 100 100%

6% 0

41%

High Importance
Moderate Importance
Low Importance
53%

Interpretation:

From the above diagram it can be said that 41% of the respondents said that Recruitment
and Selection has lot of importance in their career. 53% of the respondents said that Recruitment
and Selection has moderate importance in their career. 6% of the respondents said that there is
no importance for the Recruitment and Selection in their career.

55
6. Convey opinion of employees of utility of Recruitment and Selection

Table no:6

Options No. of Employees Percentage(%)

Promotion 24 24%
Salary Increment 21 21%
Training & Development 55 55%
Total 100 100%

0
24%

Promotion
Salary Increment
55%
Training & Development

21%

Interpretation:

From the above diagram it can be said that 55% of the respondents gave first preference to the
Training & Development. 21% of the employees preferred Salary increment and 24% of the
employees preferred promotion. S5% of the people preferred Training & Development because
they can improve their skills and can help for the bright future 21% of the employees preferred
salary increment and 24% of the employees preferred promotion for their growth in the
organization

56
7. Utility of Recruitment and Selection according to Employee Opinion
(preference)

Table no:7

Options Promotion Salary Training &

Increment Development
1st Preference 25 24 55%
2nd Preference 41 36 21%
3rd Preference 34 40 24%
Total 100 100 100%

1st Preference 2nd Preference 3rd Preference

0
24%

55%

21%

Interpretation:

From the above diagram it can be said that 24% of the respondents gave first preference
to the Recruitment and Selection. 21% of the employees preferred Salary increment and 55% of
the employees preferred promotion. 55% of the people preferred Recruitment and Selection
because they can improve their skills and can help for the bright future.

57
8. Identifying the areas of improvement through Recruitment and Selection

Table no:8

Options No. of Employees Percentage(%)

Find areas of improvement performance 82 82%
Did not find areas of improvements 18 18%
Total 100 100%

0
18%

Find areas of improvement

performance
Did not find areas of improvements

82%

Interpretation:

From the above diagram it can be said that 82% of the respondents said that they found
improvement in these area of performance through the process of Recruitment and Selection.
18% of the respondents said that they did not find improvement in performance through
Recruitment and Selection. 82% of the respondents said that they find the time of improvement
performance in the process Recruitment and Selection

58
9. Improvement of communication through Recruitment and Selection

Table no:9

Particulars No. of Employees Percentage(%)

High Improvements 76 76%
Moderate Improvements 18 18%
Low Improvements 0 6%
Total 100 100%

6% 0

18%

High Improvement
Moderate Improvements
Low Improvements

76%

Interpretation:

From the above diagram it is said that76% of the respondents said that the Recruitment and
Selection. 18% of the respondents said that the communication has 6% of the employees said
that the communication has not communication between the employees and the line manager
was increased because of moderately increased. Increased

59
10. Opinion on blue frog mobile technologies selecting the right person

Table no:10

Particulars No. of Employees Percentage(%)

Successful 64 64%
Average Successful 36 36%
Total 100 100%

Opinion on blue frog for selecting the right person

36%

Successful
Average Successful

64%

Interpretation:

From the above diagram it can be said that 64% of the respondents said that successful
and 36% of the respondents said that average successful. 64% employees said that successful
and it helps for the growth of their career.

60
11.Process of Recruitment and Selection

Table no:11

Particulars No. of Employees Percentage(%)

YES 80 80%
No 10 10%
To Some Extent 10 10%
Total 100 100%

Yes No To Some extent

10% 0

10%

80%

Interpretation:

From the above diagram it can be said that80%of the employees said that they have understood
the process of Recruitment and Selection and 10% of the employees said that they have not
understood the process of Recruitment and Selection. As per the analysis most of the people
understood what is Recruitment and Selection

61
12. Identification of Job responsibilities of the employees

Table no:12

Particulars No. of Employees Percentage(%)

Satisfied 60 60%
Highly Satisfied 20 20%
Dissatisfied 10 10%
Highly Dissatisfied 10 10%
Total 100 100%

Satisfied Highly Satisfied Dissatisfied Highly Dissatisfied

10%

10%

20% 60%

Interpretation:

From the above diagram it can be said that 60% of the employees said that their satisfied with the
job responsibilities explained in the process of Recruitment and Selection and 20% of the
employees said that their job responsibilities were highly satisfied. Most of the employees (60%)
said that responsibilities were clearly explained by the line manager

62
13. Satisfaction on last year Recruitment and Selection

Table no:13

Particulars No. of Employees Percentage(%)

Satisfied 50 50%
Highly Satisfied 20 20%
Dissatisfied 20 20%
Highly Dissatisfied 10 10%
Total 100 100%

Satisfied Highly Satisfied Dissatisfied Highly Dissatisfied

10%

20%

50%

20%

Interpretation:

From the above diagram it can be said that 50% of the employees said that their satisfied
with the last year selection conducted for them. And 20% of the employees said that there were
highly satisfied. Most of the employees (50%) said that their where satisfied with the last year

selection conducted for them.

63
CHAPTER -5
 SUMMARY
 FINDINGS
 SUGGESTIONS
 CONCLUSION

64
 SUMMARY

The study was conducted on Recruitment and Selection in bluefrog mobile technologies Pvt Ltd

Recruitment and Selections are systematic ways of measuring, reviewing and analysing
employee Recruitment over a given period of time and using the information gathered to plan for
the employee’s future with the organization. This periodical, impartial feedback is used to judge
employee effectiveness as well as provide necessary development and training to improve the
employee’s contributions to the organization’s goals.

In order to be successful and to provide good service to the customer organisation should have
sufficient employees. Many organisations today in order to be competent enough to meet the
global challenges and the changing customer preferences, need to continuously monitor and
enhance the Recruitment of their employees.

The objective of the study is to study the current Recruitment and Selection system of the
organization and identify the gaps between the current state and the desired state To find out the
Recruitment dimensions relevant to the strategic plan of the company. To identify the potential
areas for the scope of improvement in the current system and thereby in the organizational
Recruitment.

The Recruitment and Selection study was conducted in “blue Frog mobile technologies PVT
LTD Visakhapatnam and covered all the departments like sales department, service department,
spares department, accounts department, HR department, Insurance department, True value
department, Customer care department, EDP department, Finance department.

65
 FINDINGS

⮚ company recruiting most of the candidates by the walk-ins and employee

reference only.

⮚ Placement is also given equal importance with recruitment this will increase the
Performance of the company.

⮚ Effectiveness of selection techniques used in the organisation are good.

⮚ The company is mostly considering the factors of educational qualification and

Communication skills.

⮚ The fines believe that people are our most important asset and the future of the
organization depends on hiring and returning but class talent.

⮚ The firm takes more number of people from male.

⮚ Employees are satisfied with the job responsibilities explained in the process of
Recruitment and selection.

⮚ Most of the employees are aware of recruitment and selection in the

organization.

⮚ The company is following the internal and external sources for recruit the
candidates.

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 SUGGESTIONS

⮚ The company is recruiting most of the candidates by the walk-ins and employee reference
only. It has to concentrate on developing alternative sources of recruitment to meet
immediate requirements of manpower.
⮚ .They have to complete the total process of recruitment and selection within 2 and 3
months otherwise the merit candidates may join in other organizations .
⮚ Necessary post mortem needs to be conducted to practically witness whether the selected
objectives are met by the before, after recruitment after recruitment programs or derives .
⮚ it is better to maintain the meritorious scheme at your company
⮚ To get the right person the recruiter should provide good advertising about the job
Description of the candidates.
⮚ To maintain the growth of the employees and the semi formal and culture of the
Organisation.
⮚ Clear job description process has to be adopted before going for recruitment
⮚ The company should provide complaint and suggestion boxes towards continuous
Improvement of organizational objectives and as well as quick response for employee
problems.
⮚ Better to get the feedback from the selected candidates after completion of Recruitment
and selection

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 CONCLUSION

The study on Recruitment and Selection system in bluefrog mobile technologies Pvt Ltd
Visakhapatnam which is a first hand study done with stated objectives to find and analyse
different methods of Recruitment and Selection in organisation. The company presently does
Selection based on various parameters like job knowledge, quality of output and leadership
abilities and has a specific format.

The response of the surveyed employees is fair and good regarding the contents of the program.
Selection being conducted in the organisation will provide information upon which they make
salary decisions and promotions.

Selection provides opportunity for the superiors and sud ordinates to review work related
Behaviour this is in turn lets develop a plan for correcting any deficiencies Selection is a part of
Firm’s career planning process because it provides an opportunity to review the person’s carer
Plans in light of his/her strengths and weaknesses.

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 BIBLIOGRAPHY

Books:

Sashi K. Gupta and Rosy Joshi, Human Resource Management, Kalyani publishers.

Casco, Managing Human Resource MC Graw-Hill New Delhi 2006 .

Dipakkumar Bhattacharyya, Human Resource Planning. Excel books New Delhi 2006.

Websites:

www.google.com

www.ask.com

www.managmentstudyguide.com

www.studymode.com

www.Wikianswers.com

WWW.bluefrogindia.com

WWW.slideshare.ne

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 QUESTIONNAIRE

1. On what has organisation is selecting the employees

a) By merit

b) By reference

2. Is the two in awareness of the employee of the Recruitment and Selection.

a) Aware

b )Completely unaware

3. what is the period of Recruitment and Selection Regularity

a) Yearly

b) Half yearly

c) Quarterly

4. What is the Improvement in the response to Recruitment and Selection

a) Lot of improvement

b) Little improvement

c) No improvement

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5. what is the Importance of Recruitment and Selection 1 employee’s career

a) High Importance

b) Moderate Importance

c) Low Importance

6. Convey opinion of employees of utility of Recruitment and Selection

a) Promotion
b) Salary Increment
c)Training and Development

7. utility of Recruitment and Selection according to Employee Opinion (preference)

a) 1st preference
b) 2nd Preference
c) 3rd Preference

8. identifying the areas of improvement through Recruitment and Selection

a) Find areas of improvement

b) Did not find areas of improvement

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9. Improvement of communication through Recruitment and Selection

a ) High Improvement

b) Moderate Improvement

c) Low Improvement

10. Opinion on Bluefrog Mobile selecting a right person

a) Successful

b) Average successful

11. Process of Recruitment and Selection

a) Yes
b) N0
c) To some extent

12 Identification of Job responsibilities of the employees.

a ) satisfied

b) highly satisfied

c) dissatisfied

d) highly dissatisfied

13. Satisfaction on last year recruitment and selection

a) satisfied

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b) highly satisfied

c) dissatisfied

d) highly dissatisfied

14. How did you identify the recruitment need in the organisation

a) while planning about HR

b) when there is a vacancy

C) while expansion of the organisation

d) depending upon the present strategies of the organisation

e) All of the above

15. What does the organisation use to attract the external Candidates

a) Advertising

b) Present employee reference

c) Recommendation from various sources

d) All

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