SI NO.DETAILSPAGE NO.

1Executive Summary

1

2.Chapter I- Industrial Analysis8

3.Chapter II- Company Analysis23

4.Chapter III- Tasks accomplished during Internship35

5.Chapter IV- Analysis of Task/Research Undertaken

38

Introduction and background40

Research design45

Findings, conclusions and Recommendations57

6.Bibliography59

7.Annexure60

EXECUTIVE SUMMARY

Today, in every organization Human Resource Management is very necessary. It is an important part of an organization which 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 right number and kind of people, at the right place and right time, so that organization can achieve its planned objective.The objectives of Human Resource Department are Human Resource Planning, Recruitment, 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.International Business Machines Corporation or IBM, is an American multinational technology and consulting corporation, with its headquarters in Armonk, New York, United States. IBM manufactures and markets computer hardware and software, and offers infrastructure, hosting and consulting services in areas ranging from mainframe computers to nanotechnology.The study was carried out in order to understand the efficiency of recruitment delivery process The Project-Report is about recruitment process and the rest of the processes that are followed till the candidates onboard which is an important part of an any organization, which is considered as a necessary asset for a company. In fact, recruitment gives a home ground to the organization acumen that is needed for proper functioning of an organization. It gives a organizational structure of a company. Its a methodology in which the particular organization works and a new candidate could be recruited in such a way that he/she would be fitted for the right kind of career and then follow all the procedures to make sure all the documents and basic requirements are fulfilled before he joins the company.The recruitment process is to choose the individual who can most successfully perform the job from the pool of qualified candidates. This process typically follows a standard pattern beginning with an initial screening interview and concluding with final employment decision. Its from here where recruitment delivery process starts where in the all the background check are done as per companys policies and they communicate with the respective people till the candidate on boards.The process highlights each applicants skills, talents and experience. Their selection involves developing a list of qualified candidates, thoroughly evaluating those candidates and selecting the most deserving one. The selected candidates are then sent the documents which are later verified by the team and blue page profiles are made followed by sending offer letter and confirming the candidates acceptance and helping them onboard .

CHAPTER I

INDUSTRY ANALYSIS

1.1 INTRODUCTION

Information Technology is a field that enables businesses in all industries to leverage productivity, and function effectively in the modern global economy. It is a rapidly changing industry, with new technologies, systems and software constantly being developed.Information technology (IT) industry in India has played a key role in putting India on the global map. IT industry in India has been one of the most significant growth contributors for the Indian economy. The industry has played a significant role in transforming Indias image from a slow moving bureaucratic economy to a land of innovative entrepreneurs and a global player in providing world class technology solutions and business services. The industry has helped India transform from a rural and agriculture-based economy to a knowledge based economy. The outlook for IBMs IT consulting industry, subsidiary of the technology sector, appears to be neutral to slightly positive. For the year to date, the technology sector as a whole has made up for 19 per cent of the S&P 500 and grown 7.7 per cent. With this The IT/ITES industry has contributed to the growth and development of the country in terms of various economic and social aspects through its for-profit as well as not-for-profit activities. This particular study, commissioned by NASSCOM Foundation, attempts to identify areas in the economic and social sector where IT/ITES industry has made a significant contribution and assess the same based on quantitative and qualitative parameters. In the last two decades, the Indian IT/ITES industry has contributed significantly to Indian economic growth in terms of GDP, foreign exchange earnings and employment generation. However, equally significant though not as tangible, has been the ripple effect it has created on the general economic environment in the national and international economic space. The industry has been the trigger for many firsts and has contributed not only to unleashing the hitherto untapped entrepreneurial potential of the middle class Indian but also taking Indian excellence to the global market.slightly positive outlook there is room for growth; however these opportunities are also associated with an assortment of risks and negative aspects to the industry. Primarily, the ability for IT consulting companies to be successful hinges on the status of the domestic and global economies. The uncertain outlook of the European economy has not boded well for IT spending, as it is anticipated that overall spending will only increase by 3.8% annually. Yet with this low growth outlook for spending, it appears there are steps companies can take to possibly hedge against this risk.Finally, in the pursuit of growth, companies are similarly to IBM pursuing expansion into developing economies. The opportunities presented by growth markets do present opportunities to make international companies more efficient, but do present risk. By increasing exposure to developing countries, IT consulting companies will need to spend more time evaluating political, currency and other risks often associated with foreign investment. As one can notice, IT companies need to be cautious in their pursuit of creating extra value.

Direct contribution to the Indian economy

The current and evolving role of IT/ITES industry in Indias economy is well established. The sector is proving to be the major growth pole within the services sector, which in turn drives several economic indicators of growth in the country. A few key indicators of direct contribution are:

Growing share of the countrys GDP:

The sectors contribution to the countrys GDP has been steadily increasing from a share of 1.2% in FY98 to 5.2% in FY07

Boosting the foreign exchange reserve of the country:

Export earnings in FY08 stood at approximately USD 40.0 billion with a growth of 36%

Employment generation:

Direct employment in the sector is expected to be 2.0 million by end of FY08, growing at a CAGR of 26% in the last decade, making it the largest employer in the organized private sector of the country.

THE INDUSTRY SECTOR CAN BE CLASSIFIED AS:

1. IT- Software These companies help in developing and implementation of different software for their clients worldwide. These softwares could be for documentation, security services, banking soft wares etc.

2. Business process outsourcings (BPO) Major Corporations across the world outsource their back-office operations to some companies. E.g. Employee payroll for a US companys global workforce is maintained by an Indian BPO. Slowly the definition is expanding to Human resources, accounting, logistics, legal processes etc. 3. IT- Hardware and peripherals - The stuff you can actually see and touch, and would likely break if you threw it out a fifth-story window, is hardware. This would include laptops, desktops, Storage devices, Networking devices, LCD, printers etc.

4. IT- Education This segment provides training for employment in the other segments. This would include companies providing various certification courses, like Java, Oracle etc. These companies also provide training for employees in corporate sector. Recently, some companies have also expanded this service to cater to schools and colleges.This sector has made significant contributions to Indias economic growth in terms of GDP increase, foreign exchange earnings as well as employment generation. Its contribution to GDP has increased tenfold in last decade, from 0.6% to 6% till 2009-10. The sector has helped India transform from a rural and agriculture-based economy to a knowledge-based economy. Besides this, the lives of people have been positively influenced by direct or indirect contribution of IT sector to various parameters such as employment, standard of living, per-capita income etc.

Growth Drivers of IT sector:

Easy availability of Talent pool and cost advantage The sector is human power and knowledge-oriented and this cost accounts for more than 40% of overall cost. Indians are considered to have better mathematical skills required for writing software. The easy availability of this talent pool makes it a long-term advantage. Widespread knowledge of English makes this pool employable, as compared to other countries like China, Japan etc. Also, it is 5 to 8 times cheaper to employ an Indian technologist than one from developed countries and thus the business has been flowing to India over the years.

Process and Quality Nearly all the Indian software companies takeCMM (Capability Maturity Model) certification, which is the benchmark of quality management. Out of approximately 250 companies reaching supreme level i.e. level 5 of CMM, 60 are from India. This gives the impression of the company being dependable and hence, helps them tap the market easily.

Supportive government policies In early 1970s when Americans began looking offshore for software development, the government policies of India were not much supportive. However, post liberalization the government recognized the potential and took supportive stance towards IT by reducing import tariff on Hardware and Software, developing Software Technology Parks and introducing legislative actions to protect intellectual property (e.g. Information technology act 2000). Indian government policies are framed in a way that ensures maximum benefit out of IT outsourcing to India.

1.2 COMPETITON IN IT INDUSTRY

At present, the Indian software development sector is way ahead of others in the global offshore outsourcing market. However, latest Information Technology Industry news indicates that it is to face stiff competition from other emerging outsourcing sectors, in the near future. New companies from China, Philippines and Russia are emerging in the global market, posing hard competition for the Indian Software Development sector. China has now emerged as the second most preferred destination for overseas IT services, though it is still far behind from India in the field of software and services. Also, the growth of Indian outsourcing sector is much too rapid compared to other countries. More and more overseas investments are taking place in the country in the field of Information Technology. Big IT Brand names such as IBM, Accenture, Microsoft and many others have huge investments in India. Local brand names such as TCS, Wipro, Satyam and many others are also doing well at the international level. Among others in the market, Philippines and Russia are also doing well. These countries attract many companies to deal with them. Some of the IT companies have also started to select them as their route for Software Outsourcing Services. Still most of the companies prefer to stick with Indian software development sector when it comes to overseas IT development or IT Outsourcing. It is also true that India is facing competition from other multinational corporations. These companies have also started to provide low cost development services and posing challenges for Indian Software Development. However, the Indian advantage is that it known not just for low cost services, but for cost effective and best quality services. With the growth of many countries in the field of Software Outsourcing, competition in the global market is increasing. Many of the companies are providing good quality services that can pose challenges for Indian Software Development. Though, India is still well known for its high quality, cost effective and dedicated resources. Again, India possesses one of the largest pools of English speaking people, which make it the number-one choice for other BPO (Business Process Outsourcing) and KPO (Knowledge Process Outsourcing) services, as well. It is true that, the global market for Software Outsourcing is becoming tougher gradually as more and more players are entering the market. Still, unique and qualitative services from Indian Software Development sector makes it the first choice for software services outsourcing.

An analysis of the industry features on the basis of Michel porters five forces model indicates the following: 1. THREAT OF NEW ENTRANTS

Powerful source of competition (New capacity & product range) Bigger the entrant -more severe Limit prices, affect profitability

2. BARGAINING POWER OF CUSTOMERS Groups/ cartels (Industrial products), formal/informal groups, Pressure on price, quality, delivery Affect cost & investment (demand by customers)

3. BARGAINING POWER OF SUPPLIERS

Specialized product Limited supply Affects cost of raw materials Industry attractiveness & profitability

4. RIVALRY AMONG EXISTING PLAYERS

Influence price Cost of competing in industry Production facilities -product development Advertising, sales force etc.

5. THREAT FROM THE SUBSTITUTES

Price advantage Performance improvement Coir decreased demand synthetic fiber Substantial invest -R&D Limit price & profitability

POWER OF BUYER

the buyer group is concentrated, or purchases large volumes relative to the sellers sales products purchased from the industry represent a significant percentage of the buyers costs or purchases products purchased from the industry are standard or undifferentiatedalternative suppliers are easy to find and competitors are played against each other few switching costs exist (i.e., little penalty for moving to another supplier) profits earned are low (i.e., greater incentive to reduce purchasing costs) buyers pose a significant threat of backward integrationbuyers demand concessions, and may engage in tapered integration (i.e., producing some components in-house and purchasing the rest from outside suppliers) he industrys product is not important to the quality of the buyers products or services the buyer has full information (i.e., their knowledge of demand, market prices and supplier costs provides them with leverage) Major IT HubsRankingCityDescription

1Bangalore:Popularly known as the capital of the Silicon Valley of India is currently leading in Information Technology Industries in India.

2Hyderabad:It is the second largest exporter of Software, Hyderabad called as Cyberabad.

3Chennai:It is the third largest exporter of Software

4Pune:Pune, a major industrial point in India. It is also referred to as Education Hub of India. It was declared as Gamma-Global City recently. As one of the largest cities in India, and as a result of its many colleges and universities, Pune is emerging as a prominent location for IT and manufacturing companies to expand.

NASSCOMs survey during 1999-2000 indicates a reversal in the mode of services offered by India. In 1991-92, offshore services accounted 5 per cent and on-site services 95 % of the total exports. However, during 1999-2000 offshore services contributed over 40 percent of the total exports. The NASSCOM - McKinsey report on India's IT industryAccording to a NASSCOM-McKinsey report, annual revenue projections for Indias IT industry in 2008 are US $ 87 billion and market openings are emerging across four broad sectors, IT services, software products, IT enabled services, and e-businesses thus creating a number of opportunities for Indian companies. In addition to the export market, all of these segments have a domestic market component as well. Other key findings of this report are: Software & Services will contribute over 7.5 % of the overall GDP growth of India IT Exports will account for 35% of the total exports from India Potential for 2.2 million jobs in IT by 2008 IT industry will attract Foreign Direct Investment (FDI) of U.S. $ 4-5 billion Market capitalization of IT shares will be around U.S. $ 225 billion Projected Revenues - 2008($ US billion)India BasedIndia CentricSubtotal(International)DomesticTotal1998

IT Services237*308.538.52.1

Software Products82109.5**19.50.6

IT-enabledService152172190.4

E-business4155100.2

Total50126225873.3

1.3 POTENTIAL ENTRANTS IN THE INDUSTRY

Potential entrants are those which have the capability to compete with those firms which have already proved their worth to the world. With effect of Globalization, big-shot firm entered in India as they found Indian market very much suitable and has got immense potential.

As these firms started doing the business, gradually it began to prosper and made huge profits. Various MNCs also entered in India during this period and started working well. People are now able to recognize the software firms and computer science and information technology gradually became the buzzword for the nation as more number of people have started taking interest towards private sector and helped a lot in overcoming the problem of unemployment to greater extent. Indian economy began to rise which aroused interest among the people and made them to think that whether they want to go for a government job or private job.

The IT sector had a huge impact on engineering and research and development sector which helped us in creating an efficient workforce. This also helped in bringing up of the small and medium enterprise, are companies which possess smaller workforce and production is also less when compared with bigger firms.

The situation was good until the economic crisis and recession in 2008. Suddenly, even well established firms stumbled and everything started to move in reverse direction. Many firms became bankrupt, many were closed down, share prices of these firms went very low and many other mishaps also happened.

Still many companies are facing lot of economic problems. But now, the things have started changing, but still not stable. In this scenario, Small and Medium Enterprises have emerged as of great value. They are now found in almost every sector and are performing well. They are capable of bringing a small change to a drastic change. Hence, these small and medium enterprises (SMEs) are becoming a potential competent to the sector.

The threat of entrants for the market of IBM is low because of the enormous amount spent on the R&D, relevant support products and services, manufacturing and the distribution. For example, IBM spent nearly $171 million in system and technology, for server product in 2005, (Annual Report, 2006) and IBM spent over $1 billion in the Linux operating system in 2001(Shankland, 2002).

The success of a companys competitive strategy depends on how it relates to its environment. Although the relevant environment is very broad, encompassing social as well as economic forces, the key aspect of the company's environment is the industry or industries in which it operates. The collective strength of the forces determines the ultimate profit potential in the industry, where profit potential is measured in terms of return on invested capital. Competition extends well beyond the established players. Customers, suppliers, substitutes and potential entrants are all competitors and may be more or less prominent depending on the particular circumstances. And also the potential of an entrant depends upon the economies of scale and it can act as a deciding factor for any firm as it leads to cost reduction with respect to the increased production.

Promotion of IT- industry in terms of governmental incentives:With the formation of a new ministry for IT, Government of India (GOI) has taken a major step towards promoting the domestic industry and achieving the full potential of the Indian IT-entrepreneurs. Constraints have been comprehensively identified and steps taken to overcome them and also to provide incentives. Thus for example, venture capital has been the main source of finance for software industry around the world. However, majority of the software units in India is in the small and medium enterprise sector and there is a critical shortage of venture capital kind of support. In order to alleviate this situation and to promote Indian IT industry, the Government of India has set up a National Task Force on IT and Software Development to examine the feasibility of strengthening the industry. The Task Force has already submitted its recommendations, which are under active consideration. Norms for the operations of venture capital funds have also been liberalized to boost the industry. The Government of India is also actively providing fiscal incentives and liberalizing norms for FDI and raising capital abroad.

Recently, an IT committee was set up by the Ministry of Information Technology, Government of India, comprising Non Resident Indian (NRI) professionals from the United States to seek expertise and advice and also to step up U.S. investments in India's IT sector. The committee is chaired by Minister of Information Technology, Government of India, and the members include Secretary, Ministry of Information Technology and a large number of important Indian American IT entrepreneurs.

The group will: Monitor global IT developments and refine Indian IT policy to meet global requirements. Specifically, this will help angel investors, venture creators and incubation Promote the growth of human resource development in the IT sector with the aim of creating quality-based education Promote R&D in the sector by identifying thrust areas and drawing up a blueprint for actionIndias most prized resource in in todays knowledge economy is its readily available technical work force. India has the second largest English-speaking scientific professionals in the world, second only to the U.S. It is estimated that India has over 4 million technical workers, over 1,832 educational institutions and polytechnics, which train more than 67,785 computer software professionals every year. Government of India is stepping up the number and quality of training facilities in the country to capitalize on this extraordinary human resource. It is the knowledge industry that will help take the Indian economy to a sustained higher rate of growth and the policy makers are fully aware of this. 1.4 POWER OF SUPPLIERSIBM is a global company which is spread out throughout the globe. It is the power of the suppliers which supports its functioning. GLOBAL PROCUREMENTThe purchasing arm of IBM:IBM Global Procurement's mission is to achieve the lowest overall cost for goods and services being procured, to ensure that the goods and services provided meet required quality standards and/or customer expectations, and to deliver correct quantities of goods or services at the right global location at the time specified. All are governed by IBM Procurement's policies, practices, and business controls.Procurement objectives:IBM procurement aims to: Drive quality improvements from our suppliersof goods and services Deliver lowest overall cost and greatest competitive advantage Improve client perception of our values through increased influence and exemplary customer service andsupport

Premier supplier relationships:Establish relationships that give IBM: Access to the latest technologies Supply continuity Speed to market Growth in e-Procurement leadership Retention of the best talent within the professionSocial chain social responsibilityFrom its inception almost a century ago, IBM has been based on a set of fundamental values. IBM's values shape and define our company and permeate all of our relationships--between the company's people and the shareholders, the clients, the communities where people live and work, and among network of their suppliers.

Within their supply chain relationships, they know that the company's sizable purchasing power is a unique resource that must manage responsibly. IBM spends nearly $2 billion a year with diverse suppliers, for example, greater than any other technology company. Yet more than managing spend, they have a responsibility to hold their selves--and their suppliers--to high standards of behaviour. This means complying with all applicable laws and regulations. But it goes beyond that. It entails a strong commitment to work with suppliers to encourage sound practices and develop sound global markets.

They have always maintained an open channel of communications with suppliers to set expectations. Today, in an increasingly interconnected world market, the expectations for all players across the entire supply chain go up. Therefore, they are both reaffirming their existing policies and instituting some new practices, which are spelled out in the following Supplier Conduct Principles. These principles establish for our suppliers the minimum standards they expect from their suppliers as a condition of doing business with IBM. IBM will have the right to take action with suppliers that fail to comply with these principles, including terminating their relationship with them.

Their goal is to work with their suppliers to foster full compliance as they, in turn, apply these to their extended sources of supply engaged in the production of goods and services for IBM. They will consider these principles and adherence to them in their selection process and will seek on-going compliance by actively monitoring performance.

E- ProcurementDefinition: The acquisition of direct and indirect products and services using the internet and new technologies to facilitate a seamless, end-to-end stream of strategic procurement activities by connecting buyers with suppliers. The inclusion of tools and business intelligence systems that enable improved responsiveness and analysis within the procurement organization. The linkages between suppliers and internal systems across the supply chain.IBM Global Procurement Supplier Integration StrategyThe mission of IBM Global Procurement is to acquire goods and services efficiently and effectively for internal and external customers with the most competitive supply chain cost. This is done with an eye toward flexibility to react to changing market demands.They fulfil their mission by using commodity councils to strategically source all goods and services and through the use of common processes across the global enterprise. This is conducted in an environment of pervasive e-Procurement across all steps of the acquisition process from initial market intelligence, strategic sourcing, tactical implementation, invoicing, and electronic payments. These e-Procurement processes are an integral part of an optimized end-to-end supply chain, which benefits their customers and suppliers. E-Procurement applications are based upon open public standards, are designed to enable B2B integration between IBM and its suppliers to reduce transaction and handling costs, and to enable automated timely information exchange.Within the broad umbrella of B2B are Server-to-Browser (S2B) applications, such as Web Order Invoice, used to support purchase order and invoice transactions for their low transaction-volume suppliers, accessible through a web browser. Electronic Data Interchange (EDI) and Rosetta-Net (an XML implementation), which are their Server-to-Server (S2S) integration enablers, support a broad range of business processes used to connect IBMs back-end applications to the suppliers back-end applications to support high transaction-volume suppliers.1.5 POWER OF CUSTOMERS

With the changing scenario, customers are now much aware of the latest happenings. Internet is their major source of knowledge along with being educated. They are now able to differentiate among service providers and they give importance to value added service and quality. Since IBM is an organization which has completed more than 100 years, naturally, a trust is built in the minds of customers.

Due to cut throat competition in the industry customer are empowered with choosing among the best alternatives which suits them. They can have their own preference while choosing their required product. The switching costs are also low as there are many players in the industry like HP, Dell, etc. Hence, the customers not only concentrate on firm but also to the benefits associated, which makes the task difficult for the organization and they work to strive for something very new that leads to innovation.

IBM being a global company has clients all over the globe, most of them being business clients. The list of customers also includes governments of different countries all over the globe. The quality of the products and services offered by IBM provides as well as its brand image offers a competitive advantage for IBM over its competitors. Some of their major clients are Samsung, Volkswagen, Toyota Motors, BP, Wal-Mart , etc.

1.6 THREAT OF SUBSTITUTES:

Two goods are substitutes in demand if, when the market price of the first good rises, the price of the second good also rises, and vice-versa. That means they are replaceable. But here in this sector, each firm has its own unique selling proposition (USP) and that is why the competition here is a cut throat competition and the IT firms always try to do in an innovative and different manner. There exist many items which might be similar in many aspects but possess some or the other different characteristic that leads to the product differentiation. There are various other players (TCS, HP, Dell, etc.) in the industry which are providing almost same kind of products and services and creating a competitive environment for the organization.

The major threat to the IT industry is piracy which has increased as termites. Piracy is considered as a crime and various laws are also there but still it has not been controlled as it very difficult to monitor continuously what is going wrong.

CHAPTER II

COMPANY ANALYSIS

2.1 ABOUT IBM

International Business Machines Corporation(NYSE:IBM) orIBMis an Americanmultinationaltechnologyandconsultingcorporation headquartered inArmonk, New York, United States. IBM manufactures and sells computerhardwareandsoftware, and it offersinfrastructure,hosting andconsulting servicesin areas ranging frommainframe computerstonanotechnology. The company was founded in 1911 as theComputing Tabulating Recording Corporationthrough a merger of three companies: theTabulating Machine Company, theInternational Time Recording Company, and the Computing Scale Corporation.[4][5]CTR adopted the name International Business Machines in 1924, using a name previously designated to CTR's subsidiary in Canada and later South America. Its distinctive culture and product branding has given it the nicknameBig Blue.In 2012,Fortuneranked IBM the #2 largest U.S. firm in terms of number of employees (433,362), the #4 largest in terms ofmarket capitalization, the #9 most profitable,and the #19 largest firm in terms of revenue.Globally, the company was ranked the #31 largest in terms of revenue by Forbesfor 2011.Other rankings for 2011/2012 include #1 company for leaders (Fortune), #2 best global brand (Interbrand), #1green companyworldwide (Newsweek), #5 most admired company (Fortune), and #18 most innovative company (Fast Company). IBM holds more patents than any other U.S.-based technology company, and has nine research laboratories worldwide.[12]Its employees have garnered fourNobel Prizes, sixTuring Awards, nineNational Medals of Technology, and fiveNational Medals of Science.Famous inventions by IBM include theautomated teller machine (ATM), thefloppy disk, thehard disk drive, themagnetic stripe card, therelational database, theUniversal Product Code (UPC), thefinancial swap,SABRE airline reservation system,DRAM, andWatson artificial intelligence.IBMers value: Dedication to every clients success. Innovation that matters for our company and for the world. Trust and personal responsibility in all relationships.IBM is a global technology and innovation company that stands for progress. With operations in over 170 countries, IBMers around the world invent and integrate hardware, software and services to help forward-thinking enterprises, institutions and people everywhere succeed in building a smarter planet. IBM has been present in India since 1992. The diversity and breadth of the entire IBM portfolio of research, consulting, solutions, services, systems and software, uniquely distinguishes IBM India from other companies in the industry. IBM India's solutions and services span all major industries including financial services, healthcare, government, automotive, telecommunications and education, among others. As a trusted partner with wide-ranging service capabilities, IBM helps clients transform and succeed in challenging circumstances. IBM has been expanding its footprint in India - and has a presence in over 200 cities and towns across the country - either directly or through its strong business partner network. IBM India has clearly established itself as one of the leaders in the Indian Information Technology (IT) Industry - and continues to transform itself to align with global markets and geographies to grow this leadership position. Widely recognized as an employer of choice, IBM holds numerous awards for its industry-leading employment practices and policies. Vision - Solutions for a small planetMission At IBM, we strive to lead in the invention, development and manufacture of the industry's most advanced information technologies, including computer systems, software, storage systems and microelectronics.

They translate these advanced technologies into value for our customers through our professional solutions, services and consulting businesses worldwide.RESEARCH AND INVENTIONS: Famous inventions by IBM include the following: Automated teller machine (ATM) Floppy disk Hard disk drive Electronic keypunch Magnetic stripe card Virtual machine Scanning tunnelling microscope Reduced instruction set computing Relational database Universal Product Code (UPC) Financial swap SABRE airline reservation system Dynamic Random Access Memory (DRAM) Watson artificial intelligence

PRODUCTS AND SERVICES:MAJOR PRODUCTS: Systems and servers by processor (AMD processor-based servers, POWER systems etc.) Systems and servers by operating system (IBM i (i5/OS), Linux, etc.) Systems (Power Systems, Blue Gene (US), etc.) Software (Software product finder, Systems software, etc.) Software by brand (DB2, IMS, SPSS, Lotus, etc.) Products forSmall & Medium Business and Business Partners

Printing products Other products networking, semi-conductors, workstations, etc.

Resources IBM Certified pre-owned equipment Recycling Financing options Systems Advisor Tool (US) Warranty informationMAJOR SERVICES: Business Services Functional expertise Strategy and Transformation, etc. ITServices Application management Integrated Communication Systems End User Services Outsourcing Services BPO IT Outsourcing and Hosting Other Services TRAINING (Certifications, Conferences and Events, etc.) FINANCING (Asset Recovery, Commercial Financing, etc.)

CORPORATE RECOGNITION AND BRAND: (Position of the Company in the Industry)In 2012,Fortuneranked IBM the #2 largest U.S. firm in terms of number of employees,the #4 largest in terms of market,the #9 most profitable,and the #19 largest firm in terms of revenue.Globally, the company was ranked the #31 largest firms in terms of revenue byForbesfor 2011.Other rankings for 2011/2012 include the following: 1 company for leaders (Fortune) 2 best global brand (Interbrand) 1green companyworldwide (Newsweek) 5 most admired company (Fortune) 18 most innovative company (Fast Company)For 2012,Vaultranked IBM Global Technology Services #1 in tech consulting forcyber security, operations and implementation, and public sector; and 2 inoutsourcing.

2.2 MARKETING AT IBM

MARKETING COMMUNICATION STRATEGIES ADOPTED BY IBMIBM uses various strategies to market its products and services to create awareness among the clients about the existing products and new innovations and services.The marketing strategies include Advertisement, Direct marketing, Public relations/media, sponsorship marketing etc

SPONSORSHIP MARKETING:IBM uses sponsorship marketing to increase brand awareness among the people through its business partners through go to market strategy by which the business partners help in generating demand and sell IBM solutions to businesses.

PUBLIC RELATION:For small and medium sized businesses it has become important for IBM to maintain relationship with its clients and understand its culture to provide solutions to the businesses IBM launched worldwide accessibility centers in 2000 to ensure all its products are accessible and to bring notion of access to every one irrespective of ability or disability to businesses around the world. It is also marketing through video production of its goods and services which are telecasted in customer events.Advertising (general/traditional):IBMInvolves the purchases of activities related to creating advertising concepts developed to present the company's name, products, or services externally and resulting in the placement of the advertisement via print or broadcast media (i.e., newspapers, magazines, television, radio, billboard, internet, and sms (short message service). IBM advertises its products by a global agency which is core /strategic supplier Ogilvy &Mather, Ogilvy One WW, and Mindshare which was acquired by IBM.

Promotional items:Specialty promotional items that include an IBM eight bar/e-business logo and sub-brand logo: pens, cups, shirts, hats. Public relations/media:Involves the purchase of goods and services related to the creation, design, and presentation of messages, materials, and related activities used to publicize IBM strategy, leadership, products, and offerings. Includes: creation/implementation of communications strategy; advice/counsel to IBM management on industry issues and competitive developments; developing relationships with reporters, analysts, and industry influences to increase awareness and coverage of IBM; executive communications support, including development of bylined articles, presentations, and media training; preparation of communications materials, such as press releases/kits, management, and employee communications..Video productions:Creation of all video production and related services for customer events falls under Marketing Events. Following is the direct competitor share comparison of IBM:

Table: 2.3.1Computer Hardware (US) Ranked by Sales:CompanySymbolPriceMarket Cap

International Business Machines CorporationIBM196.70226.89B

Hewlett-Packard CompanyHPQ22.7945.10B

Dell Inc.DELL12.7122.36B

Cisco Systems, Inc.CSCO16.4888.28B

Xerox Corp.XRX7.269.78B

Seagate Technology PLCSTX25.4010.80B

Apple Inc.AAPL568.86531.92B

NCR Corp.NCR21.243.37B

EMC CorporationEMC24.3251.06B

Toshiba Corp.TOSBF.PK3.7615.92B

MARKETING COMMUNICATION STRATEGIES ADOPTED BY IBMAdvertising (general/traditional):It involves the purchases of activities related to creating advertising concepts developed to present the company's name, products, or services externally and resulting in the placement of the advertisement via print or broadcast media (newspapers, magazines, television, radio, billboard, internet, and sms (short message service). All of the purchases for this activity (fee, production, and media) are handled by one enterprise/ strategic /core supplier: The Ogilvy Group, Inc. (Ogilvy & Mather, Ogilvy one WW, and Mindshare).

Direct marketing:The creative concept/development/design of advertisement via mediums that are intended to cause a response through appropriate calls to action.

Lead generation:Marketing communications agencies that specialize in development of lead generation and lead response management programs specifically designed for information technology (IT) industry marketplace.

Marketing events:Procurement of creative events. This does not include hotels/convention centres.

Naming/branding/design:Creation and management of brand promise, positioning and identity creation, the valuation of a brand, establishment of brand principles and practices, sub-brand strategies, brand extensions.

Promotional items:Specialty promotional items that include an IBM eight bar/e-business logo and sub-brand logo: pens, cups, shirts, hats. Also the give-aways to promote IBM services.

Public relations/media:It involves the purchase of goods and services related to the creation, design, and presentation of messages, materials, and related activities used to publicize IBM strategy, leadership, products, and offerings. Also the creation and implementation of communications strategy; advice or counsel to IBM management on industry issues and competitive developments; developing relationships with reporters, analysts, and industry influences to increase awareness and coverage of IBM; executive communications support, including development of by-lined articles, presentations, and media training; preparation of communications materials, such as press releases/kits, management, and employee communications.

Sponsorship marketing:Although IBM selects the properties/relationships with whom to enter into sponsorship agreements, support services in areas of sponsorship hospitality and event management, sports information technology, or specialized consultant market services organizations can be addressed.

Video productions:Creation of all video production and related services for customer events falls under Marketing Events.

MARKET SHARE COMPETITION

Indian IT services marketis estimated to be at$4.8 billion dollar. This is the not the software exports by Indian IT services which will be close to $50 bn per year. $4.8 billion is really less for a country this big. Wiprois closing the gap with IBM. It is 2 percentage points behind. It has seen an explosive growth in 2008 alone with 43% increase in revenues over 2010.Top 8 Vendors for Indian IT:1. IBM 10.8%1. Wipro 8.7%1. TCS 6.1%1. HP-EDS1. HCL1. Datacraft1. Satyam1. Siemens Information Systems Limited

The Indian companies are also giving a tough fight for market share with IBM, along with other MNS. The Indian competitors of IBM are as depicted in the chart below

MARKET STRUCTURE:

The IT industry has emerged as one of the most important industries in the Indian economy contributing significantly to the growth of the economy.

The IT industry of India got a major boost from the liberalization of the Indian economy. India's software exports have grown at an annual average rate of more than 50% since 1991. The structure of the IT industry is quite different from other industries in the Indian economy. The IT industry of India is hugely dependent on skilled manpower. Primarily a knowledge based industry, the IT industry of India has reordered significant success due to the huge availability of skilled personnel in India.

The industry structure in the IT sector has four major categories. These are -

IT servicesIT enabled servicesSoftware productsHardware

IT services constitute a major part of the IT industry of India. IT services include client, server and web based services. Opportunities in the IT services sector exist in the areas of consulting services, management services, internet services and application maintenance. The major users of IT services are -GovernmentBankingFinancial servicesRetail and distributionManufacturingIT enabled services

The services which make extensive use of information and telecommunication technologies are categorized as IT enabled services. The IT enabled services is the most important contributor to the growth of the IT industry of India. Some of the important services covered by the ITES sector in India are -Customer-interaction services including call-centresBack-office servicesRevenue accountingData entry and data conversionHR servicesTranscription and translation servicesContent development and animationRemote education,Data searchGISMarket researchNetwork consultancy

Software products are among the most highly exported products from India. The software industry in India originated in the 1970s and grew at a significant pace in the last ten years. Between 1996-1997 and 2002-2003, the Indian software industry grew more than five times from 2630 crores to 13200 crores. During the same period software and service exports from India grew by almost twelve times.

The hardware sector of the It industry focuses on the manufacturing and assembling of computer hardware. The consumption of computer hardware is high in the domestic market. Due to the rise in the number of IT companies, sales of desktops, laptops, servers, routers, etc. have been on the rise in recent years. Many domestic and multi-national; companies have invested in the computer hardware market in India.

Another categorization in the structure of India's IT industry is related to the market. There are two major market classifications - the domestic market and the export market. The export market, dominates the IT industry accounting for 75% of the revenue.

2.3 HUMAN RESOURCES:In an on demand enterprise, human resources can be more efficient. All employees can have effective training delivered to them when they need it, and they can receive immediate service through the lowest-cost channels that meet their needs.

Highlight: In IBM human resources business transformation outsourcing service areas include HR transformation, HR analytics, HR applications and infrastructure, and HR specialty services.Having an on demand environment means that multiple vendors are integrated transparently, providing the most cost-effective solution, and all of the online resources an employee needs are available through one consistent interface. Human resources (HR) applications can be added or updated as needed through a flexible, low-cost architecture.

Business transformation outsourcing (BTO) services can make HR on demand happen for you by implementing solutions that unlock business value and helping you develop the attributes of an on demand business: Responsive: HR staffing changes fluidly as people are acquired or divested. Variable: Technology advances allow HR to become a virtual organization. Focused: HR managers focus on strategy and vision, not transactional processing. Resilient: HR strengthens its role in managing risk and opportunity.IBM BTO services comprise a full range of outsourced HR services, including:

HR transformation:

Business-to-employee (B2E) strategy HR process redesign Service delivery strategy Decision support

HR analytics: Access to consolidated HR information Data warehouse design and implementation Performance metrics and benchmarkingHR applications and infrastructure: Full HR process delivery Transaction processing (benefits, payroll) Web-enabled self-service and contact centres Vendor aggregation and management IBM learning solutions Specialty processes (e-HR expertise) AMS - Systems integration, application development and management, specialized applications Infrastructure and hostingHR specialty services: Separation services Expatriate servicesThe potential benefits of outsourcing your HR functions to our BTO services include savings from utility-like HR costs, more dynamic and responsive systems, and the risk reduction that comes with technical and process improvements. We have partnerships with leading specialized providers and a truly global understanding of HR and its legal requirements, all of which facilitate a smooth transition to an outsourced solution.

SENIOR MANAGEMENT:The Executive management of IBM is as follows:Samuel J. Palmisano - Chairman of the BoardVirginia M. Rometty - President and Chief Executive OfficerRodney C. Adkins - senior vice president for Systems and Technology Group.Colleen Arnold - Senior Vice President, IBM Global Business ServicesJames P. Bramante - Senior Vice President, Growth MarketsMichelle H. Browdy -Vice President, Assistant General Counsel and SecretaryErich Clementi - Senior Vice President, Global Technology ServicesMichael E. Daniels - Senior Vice President and Group Executive, ServicesMichael (Mike) E. Daniels is senior vice president of IBM Global TechnologyRobert F. Del Bene - Vice President and TreasurerBruno V. Di Leo - Senior Vice President, Sales and DistributionJon C. Iwata - Senior Vice President, Marketing and CommunicationsJames J. Kavanaugh - Vice President and ControllerDr. John E. Kelly, III - Senior Vice President and Director of IBM ResearchRobert LeBlanc-Senior Vice President, IBM Software GroupMark Loughridge - Senior Vice President and Chief Financial OfficerJ. Randall MacDonald -Senior Vice President, Human ResourcesMichael D. Rhodin - Senior Vice President, IBM Software Solutions GroupLinda S. Sanford - Senior Vice President, Enterprise TransformationTimothy S. Shaughnessy - Senior Vice President, GTS Services DeliveryBridget A. van Kralingen - Senior Vice President, Global Business Services

Training & Development: IBM look for graduates who want to focus on continuously building their skills and knowledge in line with the ever changing business environment, it goes without saying that continuous learning and development is really important to us at IBM.

One of the most valuable things IBM offers is the opportunity to apply knowledge in a hands-on, commercial environment. They make people work with real projects for real clients and real bottom-line deliverables, all with the support of manager, enabling to gain lots of experience as a graduate.

The IBM Graduate Programme has been designed to attract the best in the market and is focussed on the on-going development of our new graduates.

The programme begins with a 12 week training academy which exposes you to the many facets of IBM and assists in the move from being a student to working in a corporate environment.Each one starts their IBM career with an induction that will help to understand more about IBM and how they operate. The training will have together with a number of other graduates with varying degrees and backgrounds and will involve taking part in valuable team building exercises which will assist in giving you an instant network of friends. Some of the modules covered during the training programme include; Effective Communication, Time Management, Conflict Management, 21st Century Workplace, Presentation Skills, Project Management.Once you have completed this, you will move into the business. All along this path you'll have your individually assigned mentor (a professional working at IBM) available to you who will enhance your professional and personal development.IBM's on-going training and development programs cover both commercial exposure as well as industry recognised certification. Our training and development programs typically cover two areas:

Commercial exposure:One of the most valuable things we can offer you is the opportunity to apply this knowledge in a hands-on, commercial environment, or IBM on the job training'.Candidates will work on real projects, with real clients, and real bottom-line deliverables. But not to worry, both the Manager and Mentor will be there to lend their full support, enabling them to gain as much as possible from your exposure.

Certification:In order to achieve career goals, people need to have the right technical and professional skills, as well as appropriate accreditation and certification for your particular area. IBM will help you by providing opportunities to gain the most relevant and globally accredited certification necessary.

2.4 OPERATIONS:Functions and Processes:IBM, more than 100 year old country, functions in more than 160 countries throughout the world. This company uses its own ERP system to integrate its functions throughout the company, for example IBM Lotus Notes and IBM Sametime.

IBM Lotus notes is collaboration software that empowers people to connect, collaborate and innovate while optimizing the way they work. This provides flexibility to the employees to work. They are able to work from anywhere by logging in to IBM Lotus notes via their Think Pad. IBM Sametime software is a social communications offering that is the evolution of unified communications (UC), providing integrated voice, data and video. It includes built-in integration with many productivity and collaborative applications your workforce uses every day and also provides open-standards-based tools to help developers provide Sametime services in business processes. The Sametime user interface provides easy access to enterprise instant messaging, online meetings, telephony, video conferencing and morewherever people are working. With Sametime software, businesses have an immediate and cost-effective way to use social communications to help improve customer engagement and to make faster expertise-based decisions with people inside and outside your business, without travel costs.

The global delivery head monitors the performance of IBM in different countries. The performance as well as the functioning of IBM in different countries should be in accordance with the global IBM standards. There also exists an internal QC team which does the quality check of every process done within IBM.

2.5 FINANCE AT IBMA snapshot of commonly used financial measurements - IBM stock performance, financial indicators, valuation and effectiveness ratios and profitability gauges. The information is presented as of a specific moment in time or measured over the course of longer time periods (quarter, rolling three months average, trailing twelve months.Quarterly snapshotMil=MillionsRTMA=Rolling Three Months AverageTTM = Trailing Twelve Months MRQ = Most Recent QuarterAsterisk (*) indicates numbers are derived from Earnings AnnouncementsAll the details are given per share values.2.7.1Price and volume

Recent price $194.30

52 week high $210.69

52 week low $157.13

Average vol (Mil)(RTMA)4.00

Beta0.62

2.7.2Dividend information

Yield %1.70

Annual dividend3.40

Payout ratio (TTM) %22.00

2.7.3 Per share dataEarnings (TTM)$13.38

Sales (TTM)$92.75

Book value (MRQ)$17.95

Cash flow (TTM)$18.03

Cash (MRQ)$10.26

The following represents the snapshot of financial data of IBM : Performance reflects the strength of IBM's business model Continued strong performance across IBM's growth initiatives Expanded Operating (Non-GAAP) gross, pre-tax and net margins Delivered 14% Yr/Yr Operating (Non-GAAP) EPS growth Generated $3.7B of Free Cash Flow, +9% YtY, $18B over the last 12 months Increased FY'12 Operating (Non-GAAP) EPS expectations to at least $15.10($ in Billions, except per share amounts)

Table:2.7.4

Table:2.7.5

Table:2.7.6

Table:2.7.7

Figure:2.7.1

Figure:2.7.2

Figure:2.7.3

Figure:2.7.4FIVE YEARS SUMMARY:

Figure:2.7.5

2.5 ORGANIZATIONAL HIERARCHY AT IBM:I worked in IST (Integrated Services Team) Department which over looked the HR transitioning activities related with Outsourcing and Acquisition in different parts of the world.

2.7 SWOT Analysis:

IBM is an information technology (IT) company. It is organized into five business divisions; global services, hardware segment, software segment, global financing andEnterprise investments. IBM has operations in over 170 countries worldwide including the UK, Japan, Italy, Germany, France, China and Canada. The company maintains a clear market leadership in its key market segments but the low cost proposition of offshore consulting companies can adversely affect the companys market share.

StrengthsWeakness

Leading provider of IT Services Large number of Patents Focused business model Strong research and development capability

Impact of pension and benefit cost Legal Proceedings

OpportunitiesThreats

Growth drivers in hardware, software and global services Increased financial flexibility Market opportunity in government sector Expansion in emerging markets Intense competition Economic Slowdown in US and Europe Low growth in hardware segment and professional services

CHAPTER III

Tasks accomplished during Internship

3.1 ROLES AND RESPONSIBILTIES:

IBMS internship programme started on 18th May 2013. The first week was a training on various services the firm offers and the complete recruitment process. From the second week onwards, I was assigned with the different tasks which come under recruitment. The task was followed by screening, background checks of the candidate and the proper use of recruitment channels and the compliance of the process. During my internship I was a part of Integrated Service Team Department (IST) which handles all the different steps of recruitment. I was working for the US-TEAM also called as IR-TEAM(International Relocation). The main role was to set the correct strategy for doing all the process efficiently and effectively. The work needed a great accuracy.

3.2 DESCRIPTION OF THE TASKS HANDLED:

1.SCREENING OF THE CANDIDATE:In the recruitment process of IBM, the screening comes one of the important phase where first the details of the candidates are maintained in a tracker. The candidates serial number is matched and thereby his qualifications too with the respective jobs. Once the qualifications are matched with the demanded jobs, the candidates are said to be screened where his resume is selected. The recruitment co-ordinator then send him the feedback on e-mail. The feedback can be in the form of selection or rejection of the candidate.If the resume is rejected, then the co-ordinator will update the tracker and close the loop of the candidate.If the resume is shortlisted, then the co-ordinator will start scheduling telephonic or face to face interview.After this phase, if the shortlisted candidates are rejected in course of interview, then the recruiter will obtain the feedback from the interview panel ad pass on to the co-ordinator so the he/she can close the loop. If the candidate is selected, then he/she can be scheduled for the next rounds.

2.BACKGROUND VERIFICATION:Before on boarding of the candidates on floor, his background verification checks are being done. Here the different applications are minutely checked on the various criterias. This phase is very important because here the candidates applications are being checked on different attributes such as rehire, restricted hire, foreign-nationals, criminal background etc.Here I was trained in order to proper checking of the candidates and rectify the errors if found. And if there were errors being found, then I had to check for the approvals being attached to the respective attributes. This work needed a great focus and concentration to work upon. In order to acquire a quality work force, this step was done with a great accuracy.And if the background verification work was done, then the candidates were sent offer letters to join the respective jobs. Finally the selected candidates are on boarded followed by orientation program.

3.3 LEARNING EXPERIENCE:The internship gave me the platform to understand the life of corporate culture as well as the HR-Process being followed there. The different types of training which was provided in course of internship enabled me to get an idea about the recruitment process of the IBM India, Pvt Ltd. It helped in earning the diverse knowledge about the recruitment process from its core. Thus, recruitment is the life blood of any organization.

3.4 CONTRIBUTION TO THE ORGANIZATION:

I served the organization by helping the team members in preparing checklist/ tracker in order to maintain the daily records of the works which were assigned to me.

I worked on the live projects in the company along with the different team members.

CHAPTER IV

ANALYSIS OF TASK/RESEARCH UNDERTAKEN

4.1 INTRODUCTION TO RECRUITMENT :

Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. For some components of the recruitment process, mid- and large size organizations often retain professional recruiters or outsource some of the process to recruitment agencies. The recruitment industry has five main types of agencies: employment agencies, recruitment websites and job search engines, head-hunters for executives and professional recruitment, niche agencies which specialize in a particular area of staffing and in-house recruitment. The stages in recruitment include sourcing candidates by advertising or other methods, and screening and selecting potential candidates using tests or interviews.

RECRUITMENT PROCESS AT IBM:

PLANNING FOR THE WORK FORCE

CREATING A REQUISITION

DEVELOPING PIPELINE OF CANDIDATES

SCREENING

SELECTING CANDIDATES

MAKING OFFERS

Purpose of recruitment:

Attract and encourage more and more candidates to apply in the organization. Create a talent pool of candidates to enable the selection of best candidates for the organization. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. Recruitment is the process which links the employers with the employees. Increase the pool of job candidates at minimum cost. Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. Meet the organizations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate

candidates. Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants

RECRUITMENT PROCEDURE

1) Recruitment Planning:

This process starts with its planning which involves the determination of the number of applicants and type of applicants to be contacted. Number of contact Type of contact

2) Sources of recruitment:

There are two types of sources of recruitment process :

a) Internal sources of Recruitment Transfers Promotion Up gradation or demotion Retired or retrenched employees Recruitment Planning Sources of recruitment Contacting sources Application pool b) External sources of recruitment Press advertisements Educational institutes Placement agencies

3) Contacting sources:

There are three alternative theories which explain how a candidate arrive at a decision to choose an organization to join

a) Objective factor theory:

This theory measures the characteristics of employment offer, such as financial compensation and benefits

b) Subjective factor theory:

This theory emphasize the congruence between the personality pattern of the candidate and the image of an employee

c) Critical contact theory:

Assumes key attractor is quality of contact with the recruiter or recruiter behaviour, e.g. (promptness, warmth, follow-up calls, sincerity,etc.).Research indicates that more recruiter contact enhances acceptance of offer, also experienced recruiter (e.g. middle-aged) more successfulthan young or inexperienced recruiter - may be especially importantwhen recruiting ethnic minorities, women, etc.

FACTORS AFFECTING THE RECRUITMENT PROCESS :

The internal and external forces affecting the recruitment function of an organization are

Internal factors

1) Organization Image:

The image of an organizationof an human resource market depends on HRM practices like- traning & development, promotion avenues, compensation & incentives, work culture.

2) Size of the organization:

The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations.

3) Recruitment policy:

The recruitment policy of an organization specific the objectives of recruitment and provides the framework for implementation of recruitment programmed.

4) Cost of recruitment:

Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate.

External Factors

1) Supply and demand:

The availability of manpower both within and outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programs.

2) Legal factor:

There are various legal factors which affected the recruitment policy of an organization.

3) Social culture factor:

Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. For example, Government of India has introduced legislation for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. Also, trade unions play important role in recruitment. This restricts management freedom to select those individuals who it believes would be the best performers. If the candidate cant meet criteria stipulated by the union but union regulations can restrict recruitment sources.

4) Competitors: The recruitment policies of the competitors also affect the recruitment function of the organisations. To face the competition, many a times the organisations have to change their recruitment policies according to the policies being followed by the competitors

4.2 EFFECTIVENES OF RECRUITMENT PROCESS:

1. AIM OF THE PROJECT:

To study the effectiveness of Recruitment Delivery process at INTERNATIONAL BUSINESS MACHINE Pvt. Ltd. (IBM)

Analyze the overall Recruitment process at IBM.

2 .STATEMENT OF PROBLEM:

Recruiting and selecting the right people is paramount to the success of the company and its ability to retain a workforce of the highest quality. Recruitment and selection procedure sets out as to how to ensure, as far as possible, that the best people are recruited on merit and that the recruitment process is free from bias and discrimination. Finding the right candidate and recruiting him is not the end of recruitment process. once the candidate is selected there is a long process which goes on at the back end in order to verify the eligibility of the candidate to join the company based on various policies laid down by both the company and the government. This requires an understanding of the complete recruitment cycle and validate if the right kind of recruitment processes and identify inherent efficiencies and deficiencies .The process post recruitment till the candidates onboard is the recruitment delivery process which should be very efficient so that the candidate and the management are updated from time to time about the final selection and joining of candidates into the organization at the same timing checking if the entire process is abiding to the guidelines provided.

3. OBJECTIVES OF THE RESEARCH PROBLEM:

To examine the effectiveness of the present recruitment delivery process

To analyze the recruitment procedure

To give relevant suggestions based on the findings and conclusion of the study

4. SCOPE OF THE STUDY:

The scope of the project is to study on recruitment delivery process at INTERNATIONAL BUSINESS MACHINE, India Pvt Ltd, Bangalore. The need of the study is to offer new and improved measures and strategies to improve the efficiency of the recruitment delivery process.

The study elaborates the role of Recruitment Delivery Team which supported IBM Canada ,USA, Middle East Asia and Europe recruitment process.

A total of 50 employees were being surveyed apart from which data was primarily collected from 15 people having varying designations in various teams.

The study is based on the views of the employees which mainly includes recruitment coordinators, recruitment specialist, and different case managers of International Relocation team of Recruitment Delivery team along with other employees

The survey was conducted at IBM, Manyata Tech Park, Bangalore

5. LIMITATIONS OF THE STUDY:

i) The sample size is limited to 50 samples which mainly includes recruitment coordinators, recruitment specialist, and different case managers of International Relocation team of Recruitment delivery department along with other employees.ii) The study cannot be considered as a generalized one as procedures and policies differs from company to company and organization to organization.iii) The factors mentioned here are the major factors which effect the process but other factors might also play a role in the effectiveness of the process.iv) The study is based on the views of the employees as well as the managers working in different teams but only in IBM .v)

6. RESEARCH METHODOLOGY:

My topic for research is Effectiveness of recruitment delivery process at IBM

The objective of my research study:

PRIMARY OBJECTIVE:

Study the effectiveness of recruitment delivery process at IBM

SECONDARY OBJECTIVE:

To analyze the overall recruitment process. To see how effective recruitment process will help in better recruitment delivery To analyze effectiveness and reliability of various recruitment sources which In turn helps in the recruitment delivery process. Social Media as a recruitment source

RESEARCH DESIGN: Research design is DESCRIPTIVE RESEARCH DESIGN. A descriptive study is one in which information is collected without changing the environment (i.e., nothing is manipulated)..

Methods of descriptive research: Survey or questionnaire ObservationSample size: 50Technique of sampling used: Probability samplingData collection:

Primary data collection:

Surveyed questionnaire for Employees of Global recruitment delivery team.

Secondary data collection

Journals Websites Newspapers Internal IBM Learning centre GOM

Research methodology is purely and simply the framework or a plan for study that guides the collection and analysis of data. It is a way to systematically solve the research problem.

The responses were evaluated based on the demographics and questions related to the factors of recruitment on the itemized scale of yes and no with the help of Google Docs.

The study is descriptive one which will help in understanding the major factors of recruitment. The pictorial representation of the analysis is being done which will give a better understanding of responses. Once this is done, the interpretation will tell what exactly the satisfaction level is by considering and taking mean.

Pictorial Representation of the analysis:7. DATA ANALYSIS:

For the purpose of analysis, Google Docs has been used to do data analysis. The sample size is of 50 people who gave responses and previous data from GOM .

The predefined factors are being asked to rank from being most important to least important and later the questions are based on these factors. The factors are as follows:

Analysis of Recruitment Delivery Team at IBM

Total Number of HR Personnel (Gender wise)

Table - 1

Total Number Of HRs (Gender wise)

GenderNumber

Male32

Female44

Total76

[ Source : IBM Manyata Tech Park, Banglore 2013-2014]

Figure 1

Most of the HR personnel responsible for recruitment are Females, with Male members in the HR Team corresponding for supervision and/or assistance related support activities.

HR Team Analysis of Experience

Table - 2

Experience

ExperienceNumber

Fresher (0-1 years)16

Experienced (1-3 years)32

Professional (3+ years)28

Total76

[Source : IBM Manyata Tech Park, Banglore 2013-2014]

Figure 2

The HR Team at IBM consists of Professional employees who guide the lesser experienced employees on the key areas to focus on during recruitment. Also, significant number of new recruits into the HR Team itself maintains constant flow of fresh talent.

Tracker/Database ManagementThe usage of regular trackers and scanners keep searching key data pools for fresh talent that is also maintained and updated in order to have the best candidates available for interviewing and recruitment. An analysis of the types of trackers and their updation time intervals allows us to understand the recruitment efficiency.

Table - 3

Tracker TypeAvg. Time Interval (Days) between updation

New Talent Scanner4

Job Portal Scanner7

Social Network Scanner10

Referral Scanner4

Walk-In Scanner3

[Source : IBM Manyata Tech Park, Banglore 2013-2014]

Figure - 3

Job Portal Scanner Scans the available popular job portals like Naukri, Times Jobs etc.Social Network scanner Scans the professional social networks for suitable and desirable candidates. Also, useful during background verification checks.Referral Scanner Constantly searches and shows suitable profiles based on accumulated data pool of internal referrals.Walk-In Scanner Enables searching suitable profiles amongst previously put on hold profiles during Walk-InsNew Talent Scanner Combines all the above and shows the best suited results.

Methods of Intimation of Vacancies

Table - 4

Intimation of Vacancies

TypeNumber

Job Portals40%

Newspapers37%

References23%

Total100%

[Source : IBM Manyata Tech Park, Banglore 2013-2014]

Figure - 4

As is clearly visible from the above table, the best used method of intimation of available vacancies are the Job Portals followed by Newspapers, and Internal References being the least.

Background Checking prior to the Interviews

Table 5

Number of Employees Rejected after Background Checks before Interviews

StatusNumber

Rejected34%

Selected for Interview66%

Total100%

[Source : IBM Manyata Tech Park, Banglore 2013-2014]

Figure - 5

This shows that almost 34 % of the candidates suited to the profiles are rejected prior to the Interview calls due to various reasons, making background checking before the Interviews a necessity and also, gives scope of improvements in the area to avoid errors.

Average Number of Days for the Hiring Process

Table - 6

Days taken for the Hiring Process

StagesDays

Tracker Search6

Profile Selection2

Finalizing and Interview Calling2

Aptitude Rounds3

HR Interview Rounds3

Profiling of selected candidates4

Senior HR/Technical Rounds2

Profiling for Cofirmation2

Total24

[Source : IBM Manyata Tech Park, Banglore 2013-2014]

Figure - 6

As we can see, the largest time is consumed during initial database searching for suitable candidates, giving it necessity to be more efficient. This is followed by the first interview profiling of the selected candidates, again giving a necessity of making it more efficient.

Aftermath of the Hiring Process

Table - 7

Number of Candidates Joining

StatusPercentage

Joined72%

Not Joined21%

No Response7%

[Source : IBM Manyata Tech Park, Banglore 2013-2014]

Figure - 7

As we can see, as most of the interviewed and selected candidates join after the entire process is completed, we can say that the Hiring process as well as the overall reputation of the organization and It's brand is very good.

Employee Retention Percentages

Table 8

Average duration spent before resigning (New hired employees)

PeiodPercentage