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INTERNSHIP REPORT
ON
“Temporary Staffing”
AT
P l a n m a n C o n s u l t i n g
A Report submitted in partial fulfillment of the requirement for the degree of
MBA Program
BY
SAHIL KATOCH
THE INDIAN INSTITUTE OF PLANNING AND MANAGEMENT
HYDERABAD
ACKNOWLEDGEMENT
I have taken efforts in this project. However, it would not have been possible without the kind
support and help of many individuals and organizations. I would like to extend my sincere
thanks to all of them.
I am highly indebted to Ms. Neelima Kottu (deputy manager in business) and Mr.
Laxman Hulsure for their guidance and constant supervision as well as for providing
necessary information regarding the project & also for their support in completing the project.
I would like to express my gratitude towards member of PLANMAN CONSULTANCY for
their kind co-operation and encouragement which help me in completion of this project.
I would like to express my special gratitude and thanks to all office people for giving me such
attention and time.
I would also thank my Institution (IIPM) and my SMG TEAM without whom this project
would have been a distant reality. I also extend my heartfelt thanks to my family and well
wishers.
DECLARATION
I hereby declare that the project report entitled “A Study on TEMPERARY STAFFING
AND PAY ROLLING at “PLANMAN CONSULTANCY” is the produce of my sincere
effort. This Summer Internship Project Report is being submitted by me alone, at IIPM,
HYDERABAD, for the partial fulfillment of the course MBA, and the report has not been
submitted to any other Educational institutions or for any other purpose whatsoever.
SAHIL KATOCH
IIPM, HYDERABAD,
PGP F/W 10-12 ISBE-A
TABLE OF CONTENTS
TOPIC Page No.
(1) EXECUTIVE SUMMARY ……………………………………………………………………… 1
(2) COMPANY PROFILE ………………………………………………………………………….. 2-6
(3) INTRODUCTION TO THE TOPIC ………………………………………………………… 7-9
(4) THEORETICAL OVERVIEW ………………………………………………………………… 10-11
(5) AIM ON THE STUDY / LIKELY CONTRIBUTE ………………………………………. 12
(6) OBSERVATIONS / ANALYSES …………………………………………………………….. 13-14
(7) CONCLUSION …………………………………………………………………………………… 15
(8) RECOMMENDATIONS ……………………………………………………………………… 16
(9) BIBLIOGRAPHY …………………………………………………………………………….... 17
1. EXECUTIVE SUMMARY
The main aim of the project is to learn about tem-staffing because it has been rated as the
fastest growing human resource trend, the phenomenon of temporary staffing is finally
catching up in India. While industry experts estimate employee leasing to be $140 billion
business worldwide, the domestic staffing industry is yet to boast of big figures. The scenario
is however about to change considering the fact that in the near future 2.5 to 3 percent of the
workforce in the country will be hired on a temporary basis. The IT industry being a
trendsetter of sorts, will witness a large percentage of such hiring in the next few years.
A “temp” is a temporary worker with an organization who is on a third-party (staffing
company) payroll. A well-accepted norm in global companies, many large Indian
organizations are now hiring a part of their workforce from employee leasing firms. The
reason is not too difficult to guess—as organizations focus on their core business strengths in
a highly competitive environment, the non-core functions are outsourced. The manpower for
the latter is provided by the employee leasing company. The contracts can range from three to
six months, and there are no hassles normally associated with recruiting and retaining people.
With the help of this project we are looking at the process of temp-staffing. In the project we
are looking at the questions.
1. How to find out the companies which are going for temp-staffing?
2. How to understand the requirements of the company
3. To head hunt or how to fulfill the requirements of the company
1
2. COMPANY PROFILE
Founded in 1996 by renowned management guru & economist Prof. Arindam Chaudhuri
Planman Consulting is India's largest multi interest Consulting and Business Services
Corporation engaging a variety of organizations, institutions and enterprises in diverse
industry and government verticals? We strive to deliver significant advantages and value to
our clients and partners through innovative services and flexible solutions.
Planman Consulting’s core competency remains its people. The teams that make up
Planman's project work forces worldwide comprise individuals who have developed
competencies in specific industries viz. Management Education; Marketing Research, Public
Relations, Advertising & Branding, HR Consulting: Training & Development, Manpower
Recruitments; Filmed Entertainment, Information Technology Enabled Services, Financial
Consulting and Global Strategies and Investment Consulting.
In the Asian continent, Planman has Offices in New Delhi, Mumbai, Bangalore, Pune,
Hyderabad, Ahmadabad, Chennai and Kolkata (India). Overseas, Planman is located in
London, Singapore, and the USA.
Fact file
1. One of India’s largest Multi Interest Consulting Firm
2. More than a decade of consulting experience in specialized areas of Recruitment,
Staffing Services and Training & Development
3. Wide-ranging Client Base : Fortune 500 & ever growing organizations
4. State of the Art Infrastructure & Pan India Presence with an extensive global &
domestic network
5. Scalable , Flexible and ‘Benchmarked ‘ Staffing Solutions and Retention Strategies
6. Domain Expertise with ever - changing database & Expertise in offering
customizable End to End HR & outsourcing Solutions
7. Numerous ‘Best in Class’ Consulting Awards and accolades won across industry
specifics
2
PLANMAN HR (Temp-staffing solutions)
The magnitude of business operational complexities has never been as intense as what we
witness today and this situation is all the more aggravated when it comes to human capital,
which is giving nightmares to HR departments of nearly each and every company. A
business slowdown may leave permanent employees expensively twiddling their thumbs
on full salary-or out of jobs, on the other hand, a new product or process launch might
require hiring 100 skilled professionals- to start as of yesterday.
The continuous effort of identifying, attracting and screening potential employees didn’t
really exist 10 years ago. Nowadays, with a rich supply of job seekers beating down HR’s
doors, the dilemma is how do you separate the best prospects from the noisy pack – a
tremendously time consuming burden on a company’s hiring resources. The prevalent
situation led us to a brainstorm which then eluded towards yet another vertical,
‘Temporary Staffing’ (commonly known as temp staffing). It is now used by our clients to
optimize the staffing costs substantially.
Our innovative staffing solutions are tailored to enable organizations meet the challenges
of today's fast changing business environment. Our consultants are highly skilled and well
versed in particular industry sectors enabling them to have a thorough understanding of
the assignments.
We help clients by sourcing staff, sometimes at a very short notice. We help them further
by solving co-employment issues and providing the administrative management of our
temporary employees, including HR management, payroll and benefits administration.
Also should you decide to engage the temporary on a permanent basis, we have the
conversion scheme.
Our focus is on raising productivity through improved quality, efficiency as well as cost-
reduction, thus enabling the customer to concentrate on its core business activities. With
Planman HR being your staffing partner, you would be able to benefit from the valuable
and cost effective measure, thus allowing you to exercise greater flexibility through
economic highs and lows.
3
1. Planman partners with customers to source the requisite personnel against the
manpower staffing requirements.
2. The personnel are brought on board on the rolls of Planman HR.
3. Transfer of the newly recruited personnel on Planman’s roll and thus Planman
takes the complete responsibility of servicing the payroll and other benefits.
4. The customer identifies and transfers the existing set of employees onto Planman
payrolls through our transfer of employee’s procedure.
5. Continuous servicing and processing of the personnel’s payrolls and other allied
HR activities.
Planman’s innovative staffing solutions are tailored to enable organizations meet the
challenges of today’s fast changing business environment.
We work closely with clients to identify, engage, train and retain successful people that
organizations would need to create success stories.
Our consultants are highly skilled and well versed in their respective industry sectors
enabling them to have a thorough understanding of the assignments.
We help them further by solving co-employment issues and providing the administrative
management of our temporary employees, including HR management, payroll and
benefits administration.
Our focus is on raising productivity through improved quality, efficiency as well as cost-
reduction, thus enabling the customer to concentrate on its core business activities.
PROCESS ORIETATION
4
The Principles of Process excellence are sacrosanct for Staffing success. These five
processes are a fool-proof guide to achieving ideal productivities and efficiencies.
1. Dynamism: To constantly evolve so as to address clients’ needs in an environment
where businesses keep on changing.
2. Diligence: Ensuring rapid turn-around-times, and managing highest standards of
quality and service
3. Innovation: Creating high value propositions by innovating best practices and
executing these as success transfers to our clients.
4. Customer Centricity: To center our existence with respect to the customer in all
spheres of business dealings
5. Knowledge: To meet customer expectations with an in-depth knowledge of the
industry in all respects
6. Enhancement: Continual improvement and learning is innate to the Planman style
of functioning. This knowledge helps us deal with problems with a more
diagnostic approach
STRATEGY
Working together with our clients, we evaluate the situation and determine a search
strategy for finding the best candidate. An important aspect to this process is a clear
understanding of the client’s culture, the position, responsibilities and necessary
qualifications needed to do justice to the position. Once the profile is developed, we
define our search strategy, including target sectors, companies as well as levels which
result in finding the best person for the job.
CANDIDATE IDENTIFICATION ASSESSMENT
We conduct preliminary research for developing an initial candidate list. We contact,
meet, assess and validate a short list of potential candidates through telephonic and
personal interviews. Our team then prepares a confidential candidate assessment
report, which is then presented to the client for review.
5
When the client is ready to proceed on the list, our team assists with coordinating the
interviews as well as taking & incorporating regular feedback.
Search completion, follow up and hand holding
We consult with our clients to review top candidates and support the selection
process. We frequently provide support in the negotiations between the client and
candidate. Even after the position is filled, we conduct ongoing follow-up with both
client and candidate to ensure success of the hired executive.
VALUE PROPOSITION
6
INTRODUCTION TO THE TOPIC
Temporary work or temporary employment refers to a situation where the employee is
expected to leave the employer within a certain period of time. Temporary employees are
sometimes called "contractual", "seasonal", "interim", "casual staff", or "freelance"; or the
word may be shortened to "temps." Agricultural workers are often temporarily employed for
harvesting. In some instances, temporary professional employees (particularly in the white
collar fields, such as law, engineering, and accounting) even refer to themselves as
"consultants." This is not to be confused with consultants (as in management consulting).
Temporary workers may work full-time or part-time, depending on the individual case. In
some instances, they are given benefits (such as health insurance), but usually the best
treatment is reserved for the permanent employees. Not all temporary employees find jobs
through a temporary Employment agency. For example, a person can simply apply at a local
park for seasonal jobs.
A temporary work agency, or temp agency or temporary staffing firm finds and retains
workers. Other companies, in need of short-term workers, contract with the temp agency to
send temporary workers, or temps, on assignment to work at the other companies. Temporary
employees are also used in work that has a cyclical nature that requires frequent adjustment
of staffing levels.
Benefits of Temp-staffing
1. Cost- Big businesses can afford to maintain big payroll departments. For small
businesses, however, an in-house payroll service is a money burner. If your business
has fewer than 20 employees, there's a very good chance that you can save money by
outsourcing your payroll operations. Do the math. Figure out how many hours your
employees are devoting to payroll-related activities, calculate how much you're
spending and compare the amount to the plans offered by several payroll-services
providers. Also, be sure to factor in the money your business spends on tasks like
printing and distributing checks, creating tax documents, and the like. You'll probably
be surprised by the result.
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2. Productivity- Payroll management is a time-consuming activity. With this burden
removed, your employees can focus on doing more productive things, and you may even be
able to trim your staff's size.
3. Accuracy- Payroll mistakes can be painful, angering employees and — more ominously
— the government. A good payroll-services provider is far less likely to make a serious error
than your in-house staff. Furthermore, if a big mistake is made, you can seek financial
restitution from the provider — something you can't do with your own employees.
4. Reliability- In-house payroll activities function as reliably as the people doing the work.
With a payroll service, output speed and quality won't vary in accordance with vacations and
illnesses. You also won't have to spend time helping new hires understand your business's
payroll system.
5. Speed- Since payroll-services providers are specialists with vast technical resources at
their disposal, they can process even the most complex payrolls at lightning-fast speed.
Unlike most employers, they can also accommodate a temporary influx of seasonal workers
without acquiring new systems that will remain dormant the rest of the year.
6. Insight- A good payroll-services provider will know all the ins and outs of payroll-related
tax laws and regulatory mandates on the federal, state and local levels. Your employees could
try to achieve the same level of understanding, but it would take a considerable investment in
time and effort.
7. Accountability- If paychecks are delayed or paperwork is mishandled, it's the payroll-
services provider's responsibility to fix things. If the provider can't (or won't) remedy the
situation to your satisfaction, you can sue. You can also switch to another
8
service provider in a snap — even if you have to eat a portion of an existing service
contract. Try firing, hiring and training an in-house payroll staff in anything less than several
weeks.
8. Flexibility- Boring, repetitive payroll work can act like an anchor on your business. Your
staff, when freed of rote payroll responsibilities, will be free to focus on other, more creative
work.
9. Security- Do you have the time and energy to closely supervise your business's payroll for
time and rate abuses and other shady activities? Most payroll services firms have
technologies that can spot and alert clients to various types of payroll fraud, such as payment
manipulation and "phantom workers."
10. Worry- There's a lot to be said for the peace of mind that outsourcing payroll services
can bring to a business owner or manager. No headaches, no hassles: You're left to focus on
running a profitable business.
9
THEORETICAL OVERVIEW
In this project we are trying to learn the two aspects of temp-staffing.
1. Marketing in HR
2. Core HR
In this aspect we are trying to learn how the temp-staffing or recruitment firms try to
convince or find out the companies which require the temp-staffing. It’s a quite a hard task
the companies which are not going for the temp-staffing for then it’s hard to convince then to
go for it as it have a lot of benefits. There is a process for it firstly we have to find out the
companies in the city then call then if they are going for temp-staffing and if they are going
we have to give them a better deal so that , for the next time temp-staff with our firm and if
they are not going for temp-staffing but have some problems in their payrolls or recruitment
and also the prospects of the company is good we can actually convince then to go for temp-
staffing as its easy and comfortable and the company can go ahead in fulfilling their
objectives,
This is the only first process of the temp-staffing we now have more three process. This step
is more of a marketing of a HR service. These days has become very popular in the corporate
market
The second process is recognizing the needs of the client what does or what type or the
workers does the company require. The employees are divided into three cadres
1. Lower management people
2. Middle management people
3. Upper management people
So it’s the responsibility of the recruiting firm or the temp-staffing firm to find out the
company which cadre of people they want and take the details of the cadre also because end
of the day our work is the company should get the best workers which suits the respective
job.
The third process is the core HR process after knowing the requirements of the company now
it’s our work how to get the best possible employee for the respective job. There are many
ways through which we can find the employees are
1. Head hunting
2. Through Nakuri and Monster.com
10
3. Contacts
These are the three ways through which we can find out the employees. After finding out the
employees we have to take the interviews for them and select the best suited for the job.
The third process is really very important as it is the end result the company should be happy
with the employees, as the employees are working with the company.
The above three process describes the overall view what is temp-staffing and how is it done
basically its tells how does a temp-staffing firm or a recruitment firms does it work as it does
not have only HR but also has to sell the HR services. With the help of this project we are
answering the fowling question.
1. How to find out the companies which are going for temp-staffing?
2. How to understand the requirements of the company
3. To head hunt or how to fulfill the requirements of the company
11
AIM OF THE STUDY
My whole study is focused on temp-staffing and its process and basically the two aspects the
Marketing of HR service and fulfilling the requirements of the clients the core HR
recruitment and selection
Objectives:-
To study all the three process of temp-staffing.
To learn how temp-staffing is done real corporate market
12
OBSERVATION
In the above project we have looked we are looking at what is temp staffing is in Planman’s
innovative staffing solutions are tailored to enable organizations meet the challenges of
today’s fast changing business environment.
We work closely with clients to identify, engage, train and retain successful people that
organizations would need to create success stories.
Our consultants are highly skilled and well versed in their respective industry sectors
enabling them to have a thorough understanding of the assignments.
We help them further by solving co-employment issues and providing the administrative
management of our temporary employees, including HR management, payroll and benefits
administration.
Our focus is on raising productivity through improved quality, efficiency as well as cost-
reduction, thus enabling the customer to concentrate on its core business activities
There are two aspects we are looking at the
1. Marketing in HR
2. Core HR (recruitment & selection of candidates )
There are 3 process of Temp-staffing
1. Finding out the company which is looking for tem-staffing or convincing the
company which have good future prospects to go for temp-staffing
In this process we have actually found out the companies which are looking at temp-
staffing and also companies which can go of temp-staffing. It’s the marketing side of
HR service we have to search for the companies approach then and convince then to
meet our executives
2. Knowing the requirements of the company which cadre or type of people they require
for the respective company or a job.
13
In this process our executive goes for the meeting and tell clearly about tem-staffing
our rules polices and gets the details information about the requirement of the
3. Fulfilling the requirement of the respective job or recruiting and selecting the right
candidate for the company
This is the end result or the last process in the temp-staffing and so it is
also very important. End of the day the company should be happy with our services
and we have to choose best possible employees for the respective jobs of the
company. The requirements are fulfilled by
1. Head hunting it can be done through college and data collected by previous
employees.
2. Referrals – we can refer people from our contacts
3. Through Nakuri and Monster.com.
With the help of the above things we can get the right person for the respective job.
14
CONCLUSION
The overall project has helped me to learn the about the recent trend happening in the
Hr industry and its process and also how does a HR firm works. It has also thought
me the marketing of an Hr service which is quite a difficult task.
It has also given me a brief knowledge about the temp-staffing and its process in
today’s changing world of business.
It has also given me the confidence of how to approach a company for Hr services
This experience has given me to know and learn new things ethics of the corporate
world and knowing different people from different background.
It has also helped me the bridge the gap between the real working or corporate world
and the college life.
Overall it was a life changing experience for me to do a internship in core Hr and
learn new things and tips of marketing also.
15
RECOMMEDATION
It would be very helpful for the company if we can have a in house personality development
trainer for the overall development of the employee.
We have to make familiar the person with the modern day to day the working conditions on
the market.
The training can also help us to limit the amount of attrition rate as the employees will be
educated and they should know how much amount of money has been invested on them.
The personality training can also teach them the basic soft skills and also the customer
relations management how to handle the competitive working environment in changing trend
of business.
16
BIBLIOGRAPHY
o www.fundoodata.com
o www.wilipedia.com
o www.justdial.com
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