SUMMER INTERNSHIP PROJECT (SIP)

PROGRESS REPORT NO. 1

ON

The Recruitment and Selection Process

SUBMITTED TO: SUBMITTED BY:

VARTUL SRIVASTAVA
Name: Dr. Rupali Arora
Designation: Professor UID:22MBA10313
Chandigarh University MBA-Batch 2022-24
 COMPANY PROFILE

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that the right networking solutions could make a huge difference for companies.

We provide analysis, design and implementation services for any size organization. And because
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today. We’ll be happy to discuss your unique situation and see how we can help.

As per the idea of items and markets, business drivers, and cutthroat situating, the lines of business
of FROGTEL can be sectioned as follows:

 Enterprise WLAN.
 IP Networking.
 IP Surveillance.
 P2P/P2MP Wireless.
 UHF Walkie-talkie.
 SDWAN/VPN/UTM.
1. Enterprise WLAN: -

Enterprise WLAN, also known as Enterprise Wireless Local Area Network, refers to a
wireless network infrastructure designed and deployed for large-scale organizations or
businesses. It provides wireless connectivity within a specific area, such as an office
building, campus, or industrial site, allowing users to access network resources and the
internet without the need for wired connections.

Enterprise WLANs typically offer high performance, security, scalability, and manageability
to meet the demanding requirements of business environments. They are often implemented
using industry standards such as the IEEE 802.11 series of wireless protocols, commonly
known as Wi-Fi. These standards define the specifications for wireless communication,
including data rates, frequency bands, and encryption mechanisms.

2. IP Networking: -

IP networking, also known as Internet Protocol networking, is the foundation of modern

computer networks and the underlying technology that enables communication between
devices on the internet. It refers to the set of protocols, standards, and technologies used to
transmit data packets across network devices and establish connectivity between different
systems.

At the core of IP networking is the Internet Protocol (IP), which provides the addressing and
routing mechanisms necessary for data transmission. IP assigns a unique numerical address,
known as an IP address, to each device connected to a network. This address allows devices
to identify and communicate with each other over the network.

3. IP Surveillance: -

IP surveillance, also known as Internet Protocol surveillance or network video surveillance,

refers to the use of IP networks to transmit and manage video surveillance footage. It
involves the deployment of IP cameras and network infrastructure to capture, transmit, store,
and manage video data for security and surveillance purposes.

IP surveillance systems have gained popularity and replaced traditional analog closed-circuit
television (CCTV) systems due to their numerous advantages.

4. P2P/P2MP Wireless: -

P2P Wireless (Point-to-Point Wireless):

P2P wireless, also known as point-to-point wireless, refers to a wireless communication link
established between two specific points or locations. It enables direct communication
between two endpoints without the need for intermediate devices. P2P wireless links are
commonly used for connecting two distant sites, such as buildings or campuses, where it
may be impractical or costly to lay physical cables.
P2P wireless communication typically involves the use of directional antennas to establish a
 focused and stable connection. This allows for higher data rates, longer distances, and better
signal quality compared to omnidirectional wireless communication. P2P wireless links
often operate in licensed frequency bands and can provide secure and reliable connectivity.

P2MP Wireless (Point-to-Multipoint Wireless):

P2MP wireless, also known as point-to-multipoint wireless, refers to a wireless

communication architecture where a single access point or base station communicates with
multiple endpoints or subscriber units. In P2MP wireless, the access point broadcasts the
signal, and multiple devices receive the signal simultaneously.

5. UHF Walkie-talkie: -

UHF (Ultra High Frequency) walkie-talkies are handheld wireless communication

devices that operate on the UHF radio frequency range. UHF radios are commonly used for
short-range communication in various applications, including personal, commercial, and
industrial settings.
UHF walkie-talkies find applications in various industries and settings, including personal
use, outdoor activities, event management, construction sites, warehouses, hospitality,
security, and public safety.

When considering purchasing UHF walkie-talkies, it is important to check local regulations,

choose models with appropriate features for the intended application, and ensure
compatibility with other radios within the communication network.

6. SDWAN/VPN/UTM: -

SD-WAN, VPN, and UTM are three distinct technologies used in networking and security
to facilitate secure and efficient communication and protect network resources.

It's worth noting that SD-WAN, VPN, and UTM are distinct technologies but can often be
used together as part of an organization's networking and security strategy. For example, an
organization may deploy SD-WAN to optimize network performance and cost-efficiency,
use VPN for secure remote access or site-to-site connectivity, and leverage UTM for
comprehensive network security by integrating multiple security functions into a single
solution.
 PARTNERS

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choice to support your requirements.
 LITERATURE REVIEW

1. Best Practice Recruitment and Selection: -

In 2007, the State Services Authority conducted a study to examine the effectiveness of
recruitment selection methods in the Victorian Government.
The project aims to:
● Encourage a systematic review of current VPS recruitment selection methods.

● Based on research and case studies, come up with suggestions for how to use better practice
tools.

● Encourage better methods of choosing candidates to improve the quality and speed of hiring
in the VPS and the public sector.

● After the completion of the program the authority decided to adopt the Practice Recruitment
and Selection Toolkit and develop a training program which will help in the execution of this
toolkit. The training program uses course booklets, PowerPoint presentations, hands-on
exercises, and other reference materials to show participants how to find and hire the best
people. The similar is the direction of my project wherein I have to suggest various measures
through which the HR department at FROGTEL can practice the recruitment and selection
process in the best efficient manner. The HR department should be aware of the recent trends in
Recruitment and Selection so as to adopt them whenever required. They should be given proper
training in adopting various trends in the process.

2. Recruitment and Selection: -

By: - Duncan Brodie

Literature talks about the problems that organizations face when trying to find the right person
for a job and the different ways that they can solve these problems.
 ● Train those recruiting- It is necessary for the organizations to train those people who
are involved in the process of recruitment and selection, so that they take right decisions. They
should be provided with sufficient training so that they are confident about their decisions.

● Be clear on what you are looking for - If you are going to get the right person for the
job, you need to be clear on the skills, qualifications, experience, personal attributes and
qualities that the right candidate will have.

● Select The Most Appropriate Source for Securing Applicants - The key point
here is to be sure you are choosing the right place to advertise. Sometimes a local newspaper
will work. At other times, you may need to go to specialist publication or a recruitment
consultant.

● Establish A Clear Framework For Short listing- The framework for short listing
the candidate should be clear to the recruiters and also to the candidates.

● Consider the Best Option for Selecting Candidates - In some cases you might just
go for a traditional interview and possibly add in a presentation. Otherwise, the organization
can adopt any other method of which they are more confident.

● Remain Open Minded- Often people jump to conclusions about candidates within
minutes. Remember some of the best candidates might take a few minutes to get warmed up so
don't discount people too quickly.

● Be Professional- When interviewing you are representing your organization, its values,
and beliefs. Today's candidate if they don't get the job could be a customer or supplier in the
future so give the best impression you can.

● Give Feedback- Candidates spend a lot of time preparing for interviews, therefore
recruiters should take the time to tell them if they've been successful or unsuccessful.

3. Recruitment and Selection -Reasons for its Importance: -

By-: Vartul Srivastava

The literature stresses the importance of the recruiting and selection process, and how even a
minor error in the selection of a candidate can have a negative impact on the company. In order
to be a successful business, it is imperative that the people working there have a strong sense of
purpose and are well-suited to the roles they are assigned. The company's selection and
recruitment practices are to be commended for making this possible. While established
businesses might benefit from a well-managed hiring process, the wrong kind of sluggish
employee appointments can be deadly if handled incorrectly. Employers must be crystal clear
about what they expect from their employees. To the best of one's ability, list all the talents
required for the position. Additionally, transferable abilities that could be used by the company
should be mentioned. In this case, the chances of finding the suitable candidate rise
substantially if the job posting is particularly explicit in its description of the position.
Employers who use a recruitment agency should be very specific in their directions to the
agency or the consultant. Short-listing candidates for a position require a precise structure to be
established in advance. Selecting new employees begins with a series of preliminary steps
like this. This implies that businesses are very clear about the types of qualifications and
experience they want to see on a prospective employee's CV. This is important. To ensure a
successful hiring process, it's critical to spell out exactly what traits and qualifications are
required to fill each position. The contender can then be narrowed down. Choosing how many
interviews and/or presentations to conduct before making a final hiring selection is the next
step. The recruitment consultant or the agency can simply select a candidate if the employers
give a very succinct and accurate description of what they anticipate their employees to be.
Recruitment consultants and agencies must also be aware of the in-built selection processes of
the company they work with. To wrap things up, the interviewer provides either the candidate
or his/her employer with a summary of the interview's findings. Prior to beginning the
interview, which may or may not include a presentation, the interviewer on behalf of the
organization should have decided what compensation package he is willing to offer the suitable
person. This is a critical step in the selection and recruitment process, yet it is often
disregarded. Employers should keep in mind that during the selection and recruitment process,
potential candidates will be evaluating the prospective company as well.

Behind every attrition there is recruitment! To be safe, it's important to know when
an employee leaves a company without notifying anyone or giving notice or when they leave
the company mid-project. The staff of recruitment consultants are often engaged by their own
clients and asked to join at short notice. The "relieving letter" is not required, and some
organizations even provide incentives for enrolling early. Fair hiring practices necessitate
recruitment rules and ethical standards. As a rule of thumb, there should be some kind of code
of conduct in place, such as

a) No one can be hired without a letter of resignation or proof that they served their notice
period.

b) Personnel with less than a year of experience in their current organization should not be
hired by the corporation. The logic is obvious. Employees six months to begin their
contribution and at least one year is required to recover recruitment process. More
importantly if somebody is hired who has worked less than a year with the current
organization, that individual will ditch in even shorter period.

c) Competition should not be used as a source of new employees for corporations. They
should advertise and encourage employees seeking change to voluntarily respond to this
advertisement.

d) Corporate obligations to future employees, such as employment bonds and other such
obligations, should not be bailed out. the corporate should realize that employee signed the
bond and if he wants to break it, he should do at his own cost and the corporate should not
reimburse or compensate him for violating the employment contracts says Mr. T.
MURALIDHARAN who is the chairman of TMI NETWORK one of the India’s leading
recruitment consultancies.

Manik Rao conducted research on the recruitment and selection process at BIOLOGICAL-E
LTD in 2005. We discovered that the corporation employed internal search to find qualified
candidates for promotions and other positions within the company. Because it is the most cost-
effective method of filling vacancies, it was discovered that the corporation made the 11
decisions to do so Additionally, it was discovered that the organization relied on third-party
recruitment firms like ad agencies to fill open positions. Recruiting from within the company
was also facilitated by employee recommendations. Human resources consultancy DW
PRACTICE LLC conducted another study on recruitment and selection and discovered that
most employees believe telephone interviews are ineffective and prefer face-to-face meetings.
There have been a number of research done in the past about the selection process.

INDUSTRY PROFILE

ELECTONICS & COMMUNICATIONS: -

Electronics and Communications is a branch of engineering that focuses on the design,

development, and application of electronic devices, systems, and communication technologies.
It encompasses various aspects of electrical engineering, telecommunications, and information
technology. Here are some key areas within Electronics and Communications:

a) Electronic Devices and Circuits: This field deals with the design and analysis of
electronic components, such as diodes, transistors, integrated circuits (ICs), and printed
circuit boards (PCBs). It involves studying their behavior, characteristics, and
applications in different electronic systems.

b) Signal Processing: Signal processing involves the manipulation, analysis, and

interpretation of signals to extract useful information or enhance their quality. It
includes areas like analog and digital signal processing, image processing, audio
processing, and speech recognition.

c) Telecommunications: Telecommunications focuses on the transmission, reception,

and exchange of information over long distances. It covers various communication
technologies like wired and wireless networks, satellite communication, optical
communication, and mobile communication systems.

d) Wireless Communication: This field involves the design and implementation of

wireless communication systems, such as cellular networks, Wi-Fi, Bluetooth, and
other wireless protocols. It includes topics like modulation techniques, multiple access
schemes, channel coding, and antenna design.

e) Digital Communication: Digital communication deals with the transmission and

reception of digital data over communication channels. It includes coding and
modulation techniques, error control coding, channel equalization, and digital
multiplexing.

f) VLSI Design: Very Large-Scale Integration (VLSI) design focuses on the design and
implementation of integrated circuits (ICs) with a large number of transistors on a
single chip. It involves digital and analog circuit design, layout design, testing, and
verification of ICs.

g) Embedded Systems: Embedded systems are specialized computer systems designed

to perform specific tasks within larger systems. They are found in various devices, such
 as smartphones, automobiles, medical devices, and industrial control systems.

h) Embedded systems involve hardware-software co-design, real-time operating systems,

and interface design.

i) Microwave Engineering: Microwave engineering deals with the design and

development of microwave devices, components, and systems. It includes topics like
microwave circuits, waveguides, antennas, microwave filters, and microwave
propagation.

j) Antenna Design and Electromagnetic Compatibility (EMC): Antenna design

involves the design and optimization of antennas for various applications, such as
wireless communication, radar systems, and satellite communication. EMC focuses on
ensuring that electronic devices and systems operate without interference or
disturbances from electromagnetic fields.

The Electronics and Communications field offers diverse career opportunities in areas like
telecommunications, semiconductor industry, research and development, consumer electronics,
defense, and more. Professionals in this field work on designing, developing, and maintaining
electronic systems, communication networks, and advanced technologies that power modern
society's connectivity and information exchange.

THE POLICIES RELATED TO RECRUITMENT AND SELECTION

PROCESS FOLLOWED AT FROGTEL.

Recruitment and selection at FROGTEL.

At FROGTEL. The guideline for recruiting and selecting new employees has been dubbed the
"Talent Engagement Policy," and the business will use it to fill open positions. Talent Engagement
Policy: In order to ensure that the organization's recruitment and selection processes are consistent,
the company has a talent engagement policy. The human potential department (HPD) is the sole
department that can begin the process of recruiting new employees. Process owner Group HPD will
issue guidance on a periodic basis. New employees are hired based on openings in the company's
officially sanctioned organizational structure. For any position in the company, the department head
must submit a personnel requisition form in the format provided. The HPD will begin the process
based on the request.

Position wise approving authority as per the policy: -

Type of positions Approving authorities for recruitment

All replacement positions HOD/ Business Head

All new positions with approved organization Director and COO

structure
All new positions outside the approved VC and MD
organization structure

Objectives of the FROGTEL’s Recruitment and selection policy:-

● To establish a sound procedure for appointing employees in accordance with the policy's
requirements.

● To recruit, select, and place competent and suitably skilled employees who will contribute to the
success of FROGTEL's strategic and operational objectives.

● FROGTEL seeks to fill its ranks with highly-skilled and highly-motivated employees who will
both help the company succeed in the long term and benefit from it personally.

● Employee selection, as well as full utilization and development of human resources, is an

important part of the recruitment process.

● The best way to do this is to follow established industry standards and best practices.

● To build a positive reputation for the business.

Cadres, Levels, Grades and designations at FROGTEL.

The company is divided its human resources into:

Management Cadre (top management, senior management, middle management and jr.
Management)
Commercial / technical cadre.

The top management has been graded as NG 8 and the jr. Management has been graded as NG 1.
The commercial and technical staffs have been graded as E 6 to E 1. Regional and branch offices of
the business can be found all over the country. The company will use a centralized system to recruit
its employees. Therefore, all hiring will take place at the organization's headquarters, which is
located in Mumbai.

Methods followed by the company for recruiting its human resources:

1. Internal Job Posting

2. Employee referral program
3. Recruitment agency
4. Advertising
5. Relatives of associates
6. Re-joining of ex-employees
 1) Internal job posting:
● When a position becomes available within the company, it is made known to everyone who
works there.
● Candidates who meet the qualifications for the position will be considered for the job. External
candidates' resumes will be invited and screened in parallel to this process.
● When an internal candidate is unavailable, the screened resumes of external candidates will be
used in the selection process.
● For internal vacancies, there is no time limit; the duration of the vacancy would depend on the
nature and urgency of the position.
● All full-time employees of the company who have worked for the company for a year or more
are covered under this policy.

2) Employee Referral Program:

Everyone working full time for the company (except for HPD/P&A recruitment-related associates
and the relevant department head) is subject to this policy. Our mission is to improve recruitment,
build a talent pool of high-potential employees, and identify and engage top performers who are
well-known within the company for their contributions to the industry as a whole by implementing
this program.. 22 Employee referral program process:
● There will be notices on the noticeboards for all jobs that match the applicant's desired job and
skill set.
● The associates are responsible for sending the referral's CV to the department's recruitment in-
charge for his review.
● Associates can send in referrals even if there are no open positions, and the database of potential
candidates will be updated as a result.
● If the applicant is found to be a good fit for the position, they will be contacted directly.
HPD/P&A, on the other hand, will be unable to provide the refereeing associate with any status
updates or interview details. Reward to employees for referring candidates: Referral candidates,
with the exception of trainees, are eligible for a reward of 5% of the CTC (excluding PF,
Superannuation, and performance pay) of the person who referred them if they are hired. The
amount of money to be discussed is as follows:
● Only 30 percent of the prize money will be paid out until the candidate has officially joined the
company. In case the candidate leaves the organization before 6 months of his joining, the same will
be removed from the referring associate.
● Only once a candidate receives a "GOOD" or comparable rating in the first performance
evaluation will the remaining 70% of the payment be made.

3) Recruitment agency:
● There are written agreements in place between the company and a few of the agencies it uses to
hire workers.
● The HPD will inform the agency via email or phone of the position's requirements.
● The agency will send the appropriate profiles to HPD based on the requirements.
● Within three months of being hired, the agency must provide a free replacement for any candidate
who decides to leave.
4) Advertising:

If you're looking for a job, you'll find an advertisement in a reputable national newspaper
for that position. Most often this method is used to hire senior managers.

5) Relatives of associates:
While associates' relatives are allowed to work in the company, they must be declared by the
associate if they recommend a relative for a particular position.

6) Re-joining of ex-employees:
Ex-employees who voluntarily left the organization to join back are discouraged from doing
so by the organization. It is possible, however, for an associate to be considered for an open
position if they have extraordinary abilities and the business believes that they would be a
great asset if they were hired.

Selection Process at FROGTEL: -

Step 1:

● HPD/ P&A and the head of the relevant department will make a preliminary shortlist of
candidates based on the following criteria:

● Minimum qualification required.

● Experience except (for fresher).

Step 2:

● Upon the completion of the short-list, the list will be returned to HPD for consideration.
HPD will intimate all the short-list candidate by phone or email advising them of their
interview date, venue, time etc.

Step 3:

● The company has a full-fledged "Talent Engagement Form" that must be filled out by all
interviewees. This form includes all of the candidate's personal information, including his or
her family background, education, work experience, references, and salary information.

● Candidates who make the cut will go through a selection process that may include any or
all of the following, depending on the situation.

● Written-test
● GD (in case of campus selection)

● Interview panel will consist of:

● Functional experts from within/outside the organization

● Department/ division head

● Representative from HPD/ P & A

Step 4:

● As many applicants as there are positions available, an interview panel will narrow down
their list after the first round of interviews (if there are more applicants than there are
positions available).

Step 5:

● HPD will check the references provided by the chosen candidate during the interview to
conduct the referral verification. Candidate complaints will be 'deleted' from the short list
after referral verification has been completed. When a candidate's referral verification is also
positive, the candidate will receive an offer. HPD will send out "Offer Letters" to the
candidates who have been selected. After receiving the letter, the candidate must confirm his
or her participation, and the HPD must be informed of this.

Step 6 (on the day of joining):

● In accordance with the cadre they have selected, candidates will be sent for medical
examination on the day of joining.

● HPD requires that the candidate submit the following documents. In the candidate's
personal file, these documents will be verified by HPD and stored.

● An agreement to accept the job offer has been signed and delivered.

● Original diploma and one photocopy for the file (the original diplomas will be returned to
the associates as soon as they have been verified)

● Original letter from former employer, if applicable, requesting a release of liability.

● If applicable, a copy of your most recent W-2 from your previous employer.

● Recommendation: Copy of service certificates from previous employers.

● 4 full-color, passport-sized photos. 26 Those who work for the company are expected to
open a savings account with the designated bank. Their wages and other compensation
would be deposited directly into their bank accounts as a result of this agreement.
Step 7:

Orientation:

The new hire will be given a thorough orientation to the company's structure and culture, as
well as an induction program to help them get acclimated to the workplace. The new
employee's induction program will be made available to all of the departments that will be
affected by the new hire. Getting: is the primary goal of this program

● Knowledge of the company's history and current operations, as well as its mission and
core values

● a thorough understanding of the responsibilities and responsibilities of his or her position

● Relevant people's names and contact information

● An understanding of the organization's policies and procedures.

Step 8:

Commencement of service: An associate's service will begin the day he or she arrives on the
job, in accordance with the letter of appointment. A probationary period of six months is
required for all new associates below the level of General Manager. Associates will be
promoted to permanent positions after a successful probationary period, based on the
recommendation of the relevant HOD.

Fitment of Trainees:

For a predetermined period of time, the company hires trainees from a variety of educational
backgrounds. After completing the training period, the firm is not obligated to place the
trainee 27 in a regular position within the organization. Every three months, the trainee's
performance and progress will be assessed.

Other HR policies of the company:

Additionally, the organization has other HR policies in place that are aimed at benefiting
both its employees and the business as a whole.

Work life policy:

This policy explains the associates’ working days, time, attendance, dress code, personnel
data, and facilities to the employees at work place.
Working days:

All days except 2nd and 4th Saturday, weekly holiday.

Working timing:

GENERAL “A SHIFT” “B SHIFT” “C SHIFT’’

Corporate 9:00a.m.-5:30 - - -
office pm.
Mumbai

Liaison and 9:00 am – 5:30 - - -

marketing pm.
field office

● Identity cards are necessary for every employee.

● Each day entry in attendance register.

Benefits:

● Employees PF and pension schemes.

● Group insurance scheme in lien of EDLT.
● Gratuity (for employees who completed 5 years of continuous service).
● Superannuation scheme for management cadres (NG1-NG8).
● Long service awards on Founder’s Day (28 Nov.).
● Housing loan facilities (at 5.5% interest, E0-E3(2 lakh), E4-E6(2.75 lakh).
● Two-wheeler loan (for E0-E6- Rs 35000/-) 3 times in his/her service.
● Furniture loan (E0-E6) Rs. 40000/-.
● Group saving linked insurance scheme(E0-E6).
● Festival advance for commercial/technical staff (E0-E6).
● Baggage insurance (NG1-NG8).
● Fidelity guarantee insurance.

Health and wellbeing policy:

● Medical checkup every year.

● Hospitalization scheme for associates of grades E0-E6.
● Extent of reimbursement –self 100%, spouse 80%, dependent 7500/-p.a.
● Medicare scheme for management cadres (NG1-NG8).
● ESI (Employee state insurance).
● Family planning incentives (Rs.1500/-).
● Group personal accident policy (for unfortunate event).

Leaves policy:

Compulsory paid holidays-9 Days

Types of leaves Days

Casual leaves 7 days

Sick leaves 11 days

Annual leaves 21 days

Birthday leaves ½ days

Maternity leaves 12 weeks (only for 2 children)

Paternity leaves 3 days (only for 2 children)

Family planning leaves 6 Days

Sick leave bank to avoid “loss of pay”

Travel policy:

Employees who are traveling for business purposes will find this document helpful.

● The following are the general rules and procedures for traveling.

● It's important to have a well-defined itinerary for your trip (including the destinations
you'll be visiting and when you'll be there).

● It's necessary to get approval from administration before sending instructions.

● A copy of the approved travel itinerary must be forwarded to the accounting division.

● the administrative department's provision of accommodations.

Travel claim:

All bills enclosed with travel plan, all expense mentioned in that enclosures, and send to
respective department for further process.

Travel rules for sales field staff:

● Regular tour for sales- all expenses incurred will be recovered.

● Marketing operation divided into two slabs-slab1 and slab2 according to state wise

Transfer and deputation: All transfer of associates in the organization.

Transfer: -

 Intradepartmental transfer
 Interdepartmental transfer
 From one location to other
 Between group of companies

Process: -

● Transfer request by associates

● To fill Transfer form
● Relocation expenses

Deputation:

Transfer from one department to another department.

Learning and development:

Associate potential development: Building individual competition i.e. knowledge,

skill, behavior/ability.

ADP is a 4-step process; it gives step by step directions

 NEED GENERATION DESIGN

● Competency gap analysis ● Need analysis & APD plan

● Business requirements ● Faculty and program
identification
● Content development
DELIVERY EVALUTION

● Internal program ● Post program

● External ● Pre and Post program
program/seminars/long term ● On the job
courses ● Return on investment
● E-learning

Separation

If an employee wishes to leave the company, he or she can voluntarily do so by submitting a

resignation letter. It is the policy of the company that all employees who intend to leave the
company must do so in writing. Notice time, cadre-wise, retirement, termination, death benevolent
assistance, and ultimate settlement are all included in the procedure.

Retirement – 58 years

Post facilities after retirement are- hospitalization scheme, pension etc.

Death benevolent assistance – funeral expense i.e., Rs. 3500/-

Discrimination and harassment policy: Through grievance resolution committee

Technology used:

Applicability to information Technology infrastructure available at work location.

● Ease of work.

● Optimization of performance.

● Ease of maintenance.