MBA Final Year Project

1
A STUDY ON EMPLOYEES SATISFACTION
TOWARDS RECRUITMENT PROCESS IN
MINDLOGICX INFRATECH LIMITED,
BANGALORE
PROJECT REPORT
Submitted by
R.ARUN KUMAR
REGISTER NO: 720712631005
In partial fulfillment for the award of the degree
of
MASTER OF BUSINESS ADMINISTRATION
IN
DEPARTMENT OF MANAGEMENT STUDIES
HINDUSTHAN COLLEGE OF ENGINEERING AND TECHNOLOGY
COIMBATORE – 641 032
ANNA UNIVERSITY, CHENNAI
JUNE 2014

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HINDUSTHAN COLLEGE OF ENGINEERING
AND TECHNOLOGY
COIMBATORE-641 032
PROJECT REPORT
JUNE 2014
This is to certify that the project entitled
A STUDY ON EMPLOYEES SATISFACTION TOWARDS
RECRUITMENT PROCESS IN MINDLOGICX INFRATECH LIMITED,
BANGALORE
Is the bonafide record work done by
R.ARUN KUMAR
Register No: 720712631005
of II year MBA(Master of Business Administration) during the year 2012-2014.
ProjectGuide Head of the Department
Submitted for the Project Viva –Voce examination held on
INTERNAL EXAMINER EXTERNAL EXAMINER

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DECLARATION
I affirm that the main project work titled “A STUDY ON EMPLOYEES
SATISFACTION TOWARDS RECRUITMENT PROCESS IN MINDLOGICX
INFRATECH LIMITED, BANGALORE” being submitted in partial fulfillment for the award
of degree of MASTER OF BUSINESS ADMINISTRATION is the original work carried out
by me. It is not formed the part of any other record work submitted for award of any degree or
diploma, either in this or any other University.
R.ARUN KUMAR
(720712631005)
I certify that the declaration made above by the candidate is true.
Signature of the Guide
Prof. M. KOTHAI NAYAKI MBA.,
ASSOCIATE PROFESSOR

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ACKNOWLEDGEMENT
I first and foremost thank the almighty for having bestowed his blessings on me to
complete the project.
I am indebted to our beloved principal Dr. J. SUGANTHI, Ph.D., Hindusthan College
of Engineering and Technology, Coimbatore for this support and encouragement .
I take this opportunity to thank Dr.V. SURESH M.Com., MBA., M.Phil., PGDFM.,
PGDCA., SLST., Ph.D., HOD, Department of Management Studies, Hindusthan College of
Engineering and Technology, Coimbatore for supporting me for completion of this project.
I also thank my project guide Prof. M. KOTHAI NAYAKI MBA., Associate Professor,
Department of Management Studies, Hindusthan College of Engineering and Technology,
Coimbatore for his timely advice and guidelines which assisted me in completing the project
successfully.
I like to express my gratitude to all the faculty members of Department of Management
Studies, Hindusthan College of Engineering and Technology, Coimbatore under whose valuable
guidance the project was done.
My special thanks to my Parents, Friends and Well-wishers for their moral support
throughout the project period.
(R.ARUN KUMAR)

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A STUDY ON EMPLOYEES SATISFACTION TOWARDS RECRUITMENT PROCESS IN
MINDLOGICX INFRATECH LIMITED, BANGALORE
ABSTRACT
“A Study on Employee satisfaction towards Recruitment process in MINDLOGICX
INFRATECH LIMITED”, explains the existing recruitment process and various factors involved in it.
Human resources is a term used to describe the individuals who comprise the workforce of an
organization. The use of term “Human resources” by organizations to describe the workforce capacity
available to devote to the achievement of its strategies has drawn upon concepts developed in
organizational psychology.
Recruitment forms a major part of an organization’s overall resourcing strategies, which
identifies and secures people needed for the organization to survive and succeed in the short to medium
term. Selection is the process in which candidates for employment are divided into two classes, those who
are offered employment and those who are not to be.
The data for the study has been collected by the researcher using questionnaire. Analysis of data
involves a number of closely related statistical tools that are performed with the purpose of summarizing
the collected data and organizing them in such a manner that answer the research questions.
The main objective of the study is to understand and analyze the various sources and the factors
influencing the employee’s satisfaction towards the recruitment process of the organization. Both primary
and secondary sources were used to collect data. The primary data is collected from employees of
Mindlogicx through a well constructed questionnaire. The secondary data was collected from various
journals, magazines, articles, various sites and company records.
Questionnaire method was used to find out the factors causing the grievances. Twenty five
questions were framed and the data was collected from the respondents. Primary data was collected from
200 respondents. The data collected for the study was analyzed by using simple percentage method and
chi-square test method. Suggestions were given to improve the recruitment for the organization to select a
right person for right job.

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CONTENTS
CHAPTER PAGE
NO DESCRIPTION NO
1 INTRODUCTION
1.1 INTRODUCTION TO THE STUDY 1
1.2 INDUSTRY PROFILE 5
1.3 COMPANY PROFILE 25
2 OBJECTIVES, SCOPES & LIMITATIONS
2.1 OBJECTIVES OF THE STUDY 42
2.2 SCOPE OF THE STUDY 43
2.3 LIMITATIONS OF THE STUDY 44
3 REVIEW OF LITERATURE & RESEARCH
METHODOLOGY
3.1 REVIEW OF LITERATURE 45
3.2 RESEARCH METHODOLOGY 48
4 ANALYSIS AND INTERPRETATION 54
5 FINDINGS, SUGGESTIONS & CONCLUSION
5.1 FINDINGS 78
5.2 SUGGESTIONS 80
5.3 CONCLUSION 81
ANNEXURE
BIBLOGRAPHY

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LIST OF TABLES
S.NO PARTICULARS
PAGE
NO
1 4.1 Showing respondents gender 53
2 4.2 Showing respondents age 54
3 4.3 Showing respondents marital status 55
4
4.4 Showing respondents eductional qualification
56
5 4.5 Showing respondents monthly income 57
6
4.6 Showing respondents experience in the organization
58
7 4.7 Showing respondents sources of vacancy 59
8
4.8 Showing respondents opinion towards the
management considering their application for their job in the
organization
60
9
4.9 Showing respondents awareness of the recruitment process in
this organization before joining
61
10
4.10 Showing respondents satisfactory level towards present
recruiting methods
62
11
4.11 Showing respondents opinion about management policies and
procedures followed for recruitment
63
12
4.12 Showing respondents job profile that matches educational
qualification
64
13 4.13 Showing respondents comfort during the interview process 65
14
4.14 Showing respondents satisfaction with the questions asked
during recruitment process
66
15 4.15 Showing respondents nervous during the time of interview 67

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S.NO PARTICULARS
PAGE
NO
16
4.16 Showing respondents satisfactory level towards screening
method followed in selection process
68
17
4.17 Showing respondents opinion towards the management
consideration in selection process
69
18
4.18 Showing respondents result of their selectionthat was
informed by hr
70
19
4.19 Showing respondents are treated with their co-workers during
joining period
71
20
4.20 Showing respondents satisfaction with the induction training
provided in the organization
72
21
4.20 Showing respondents satisfaction towards the hr staffs were
informative and operative during the recruitment process.
73
LIST OF CHARTS

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S.NO PARTICULARS
PAGE
NO
1 4.1 Showing respondents gender 53
2 4.2 Showing respondents age 54
3 4.3 Showing respondents marital status 55
4
4.4 Showing respondents eductional qualification
56
5 4.5 Showing respondents monthly income 57
6
4.6 Showing respondents experience in the organization
58
7 4.7 Showing respondents sources of vacancy 59
8
4.8 Showing respondents opinion towards the
management considering their application for their job in the
organization
60
9
4.9 Showing respondents awareness of the recruitment process in
this organization before joining
61
10
4.10 Showing respondents satisfactory level towards present
recruiting methods
62
11
4.11 Showing respondents opinion about management policies and
procedures followed for recruitment
63
12
4.12 Showing respondents job profile that matches educational
qualification
64
13 4.13 Showing respondents comfort during the interview process 65
14
4.14 Showing respondents satisfaction with the questions asked
during recruitment process
66
15 4.15 Showing respondents nervous during the time of interview 67

10
16
4.16 Showing respondents satisfactory level towards screening
method followed in selectionprocess
68
17
4.17 Showing respondents opinion towards the management
consideration in selection process
69
18
4.18 Showing respondents result of their selectionthat was
informed by hr
70
19
4.19 Showing respondents are treated with their co-workers
during joining period
71
20
4.20 Showing respondents satisfaction with the induction training
provided in the organization
72
21
4.21 Showing respondents satisfaction towards the hr staffs were
informative and operative during the recruitment process.
73

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CHAPTER -1
1.1 INTRODUCTION
EMPLOYEE SATISFACTION:
Employee satisfaction is the terminology used to describe whether employees are happy
and contented and fulfilling their desires and need at work. Many measures purport the employee
satisfaction is a factor in employee motivation, employee goal achievement.
Employee satisfaction, while generally a positive in your organization, can also be a
downer if mediocre employees stay because they are satisfied with your work environment.
Factors contributing to employee satisfaction include treating employees with respect,
providing regular employee recognition, empowering employees, offering above industry-
average benefits and compensation, providing employee perks and company activities and
positive management within a success framework of goals, measurements, and expectation.
Employee satisfaction is often measured by anonymous employee satisfaction surveys
administered periodically that gauge employee satisfaction.
RECRUITMENT:
Recruitment refers to the process of finding possible candidates for a job or function,
usually undertaken by recruiters. It also may be undertaken by an employment agency or a
member of staff at the business or organization by an employment agency or a member of staff at
the business or organization looking for recruits. Advertising is commonly part of the recruiting
process and can occur through several means through online, newspaper, using newspaper
dedicated to job advertisement through professional publication, using advertisement placed in
windows, through a job center, through campus interview etc..
RECRUITMENTMEANING:
 Employing the right staff is an important human resource challenge faced by
all employers. Good recruitment and selection can result in.
 Recruitment is an expensive business, which includes the cost of advertising and the cost
of current employee’s time interviewing and selecting the right candidate.

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RECRUITMENT:
Definition:
Recruitment is the process of identifying and attracting a group of potential candidates
from within and outside the organization to evaluate for employment. Once these candidates are
identified, the process of selecting appropriate employees for employment can begin.
Recruitment practices:
Better recruitment strategies result in improve organizational outcomes. The more
effectively organizations recruit and select candidates, the more likely they are to hire and retain
satisfied employees.
Purpose
a) The objectives of this study were to:
1. Identify general practices that organization use to recruit and select employees.
2. Determine which recruitment and selection practices are more effective.
3. Determine how the recruitment and selection practices.
b) Recruitment is the process of identifying and attracting potential candidates from within
and outside organization to begin evaluating them for future employment. Once
candidates are identified, an organization can begin the selection process. This includes
collecting, measuring and evaluating information about candidate’s qualification for
specified positions.
Development of Recruitment strategy
Even though he/she is not a part of the screening process, the hiring supervisor steers the
search by developing the recruitment criteria, the position requirements and preferred qualities,
the rating scales and interview questions. The recruitment strategy is the stage where the hiring
supervisor determines, with assistance from Human Resources, the timing for the search as well
as the way that the position vacancy will be communicated.

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Recruitment Sources:
Once it has been decided that additional employees are needed, than the recruiter is faced
with the decision of where to search for applications. The sources of recruitment commonly used
can be categorized into
 Internal sources
 External sources.
The Internal sources are classified into following category
 Promotions.
 Transfers.
 Job rotation.
 Rehires and recalls.
The External sources are classified into following category
 Employment agencies.
 Walk-ins.
 Employee referrals.
 Professional associations.
 Head-hunting.
 Educational Institutions.
 Temporary help agencies.
 Trade associations and unions.
 Casual or unsolicited applicants.

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RECRUITMENTIN MINDLOGICX:
Recruitment is the process of identifying and attracting a group of potential candidates
from within and outside the organization to evaluate for employment. Once these candidates are
identified, the process of selecting appropriate employees for employment can begin.
There are two types of Recruitment
 Permanent
 Contract to Hire
Recruitment in Mindlogicx of two types mainly, they are
 IT- Recruitment
 Non IT- Recruitment

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1.2 INDUSTRYPROFILE
The Higher Education System in India and its Impact on the Economy
Abstract
The paper surveys the extent to which the higher education system in India has a bearing
on the economy. The subject has rightly assumed unprecedented prominence in the country and
continues to be extensively researched and deliberated. The paradox about the coexistence of
economic growth and disparity has also been discussed to the point of redundancy. This research
inquiry is pioneering in that it places disparity in the economy as well as the country’s economic
performance in comparison with other Asian economies in the framework of shortfalls in the
higher education system. The authors argue that in order for higher education to contribute
constructively to the economy, the systemic lacunae must be isolated and rectified. The paper
examines the concern by delving in to a chronological survey of the parallel evolution of higher
education and economic growth in the country since independence from colonial rule. Further,
the study takes stock of the present Government initiatives that have been undertaken in this
regard and makes inquiries into the scope of their application and assessment of their merit.
Keywords: skill training, human resource development, national capacity building, GDP, GER,
and knowledge economy
Introduction:
The direct co-relation between higher education and human resource development is an
area of copious research. The two subjects have been studied from a variety of standpoints;
notable

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among them are skill development, productivity and maximization of the potential for human
resource development.
To say that an adequately evolved and broad-based higher education system is
indispensable to economic growth and nation building would be a truism. Capacity building in
the national context presupposes numerous resources—financial, natural and more—not the least
of which is the human resource. Developmental activities require workforce which is skilled
across the range in terms of extent: semi skilled, skilled and specialized.
1. The Indian context:
The association between higher education and its impact on economy is of immense import to
India. The country is positioned in a milieu which makes the two variables inexorable—in more
ways than one. In fact, the country’s profile presents itself as a prototype of the inevitable need
to drive higher education forward, or else face economic downfall.
It would not be far-fetched to claim that the Indian higher education system has witnessed
a metamorphosis of monumental proportions. It has burgeoned from an instrument of colonial
ascendancy, as was the case with other former colonies to a system that aspires to be egalitarian
and affirmative action oriented. It is imperative to factor in the country’s colonial history to grasp
the larger landscape. Further, the economy has had to emerge from being primarily agrarian to
one that has a growing industrial and service sector presence.
Powar (2012) argues that the co-relation between higher education and employment is
complex in the Indian context as a number of socio-economic and technological variables are
involved.

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The Indian economy boasts unprecedented growth as well as one of the highest growth rates in
the world.
Year GDP, constant prices
1980 3.6
1985 4.8
1990 5.6
1995 7.3
2000 5.8
2005 9.0
2006 9.5
2007 9.9
2008 6.1
2009 6.7
2010 10.0
In order to be conversant with the larger picture it helps to factor in that the Indian higher
education system and the economy have to grapple with a plethora of politico-administrative and
sociological shortfalls. It would not be fantastic to claim that the two elements have evolved in
spite of the system, and not because of it.
1.1 Chronological evolution of higher education and corresponding impact on the Indian
Economy
Independence era: the weight of colonialism hung heavily on the higher education system as
well as the economy. The higher education system was manifestly an area of desertion and
forsaking. In tandem, the economy was predominantly agrarian; the industrial sector was limited
to areas that were directly linked to natural resources such as mining.

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Post independence: the decade post independence was characterized by Nehru’s strong
socialist leanings coming perhaps from the strong sway of the Soviet Union. The guiding idea
was to promote industrialization through central planning. The state invested heavily in higher
education in techno-engineering. The rewards of this investment did not come right away as it
took years for HEIs like the IITs to build capacity and generate the expected outcome of highly
specialized workforce. Nonetheless, the seeds were sowed and the significance of specialized
technical training was driven home. The state investment in higher education was matched by
investment in PSUs (public sector units).
The ‘70s and ‘80s were marked by heavy-handed socio-democratic policy which was
characteristically protectionist. There wasn’t much to write home about on the higher education
front. Unlike the preceding era, higher education was not an area of priority, and the state
investments were not as impressive as the Nehruvian period. In this, India did not align itself
with the Asian Tigers—the stronger economies of Eastern Asian and South East Asian countries
which took deliberate steps to integrate with the West.
Arguably, as a result of the above mentioned distancing from the globalization, the country
suffered economic downfall that was not short of a crisis situation. The writing on the wall was
loud and clear: globalize or perish.
The tendency of being insular ran parallel in the higher education realm too. While countries like
Brazil, Japan, UK and US moved away from liberal education in favor of technical and
professional education earlier on, India rose to the possibilities far later. Powar (2012) states that
in the year 2007-08, humanities/social sciences accounted for 45% of the student population,
engineering and technology only 7% and medicine a meager 3%.

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1.2 India: prospects for emerging as a knowledge economy
The Prime Minister, Dr. Manmohan Singh (2005) has optimistically forecast that the 21st
Century will be the “knowledge century”, by which he refers to the socio-economic
transformation that the country is projected to go through in the 21st century as a result of
knowledge creation. Mattoo (2009) explicates the notion succinctly: “The whole idea of building
a knowledge society is the idea of empowering young men and women through education and
ensuring that all our delivery systems are built on the premise of the latest knowledge” (as cited
in Bhatia and Dash, 2010, p. 46).
In the next few decades, India is speculated to have the world’s largest set of young
people.
While the correlation between higher education and nation building is indisputable, the working
age population can be an asset only if their potential employability is brought to fruition.
Conversely, if the state does not harness the endowment, this demographic group can turn out to
be a heavy economic and social millstone.
The Prime Minister, Mr. Singh affirmed the Government’s avowal thusly: “the time has
come to create a second wave of institution building and of excellence in the field of education,
research and capability building so that we are better prepared for the 21st century”. With the
singular purpose of modeling recommendations and means to tap into this reservoir, the
Government founded the National Knowledge Commission (NKC) in 2005. The raison d'être
was expressed in the following declaration: “our demographic profile, with 550 million below
the age of 25, has the potential to constitute one-fourth of the global workforce by 2020” (as
cited in Bhatia and Dash, 2010, p. 47).

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The Commission aims to provide a channel to harness the country’s vast human capital,
more specifically the demographic dividends that accrue from the working age population. The
decision to set up the Commission suggests the Government’s cognizance of the importance of
developing the appropriate paradigm in which to invest in intellectual capital by developing the
skill set of the population and encouraging research, innovation and entrepreneurship.
It is important to take note of the concern that no development schema is complete
without plans that address inclusion and welfare of all the beneficiaries. The idea of a knowledge
economy is bogus without egalitarianism and welfare priorities; it is imperative not to get carried
away by the pockets of excellence in higher education—IITs and IIMs, for instance. The
sobering fact of the matter is that there is a latent ongoing crisis in higher education; the
proportion of the population in the age group between 18 and 24 that enrolls in higher education
is in the range of seven per cent—a meager figure which is only one half of the average for Asia.
This paucity is only compounded with a corresponding shortfall in quality of higher education.
Thus, we infer that if the higher education system in India is to benefit the economy it has
to be revamped systemically so it can reach as wide a base as possible without watering
down the merit.

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It is helpful to be mindful of the following key points and statistics:
No of institutions/enrolment Year (2010-11)
Universities 523
Colleges 33023
AICTE Technical Institutions 11809
Distance teaching Univ./Institutions 200
Enrolment in Univ. and Colleges (in lakhs) 169.75
Enrolment in Open Distance Learning (in lakhs) 37.45
Enrolment in post sec./post grad diploma (in lakhs) 18.56
AICTE approved technical programs 10364
Intake in AICTE approved technical programs (in lakhs) 26.15
1. The number of higher education institutions in India has seen more than 50 fold growth in
the last six and half decades.
2. On a sobering note, the GER figure is 16.0% for the year 2010-11 (source: MHRD 2011).
Further, it is inequitably distributed across gender, socio-economic and the rural-urban divide.
3. The considerable majority of higher education institutions in the vocational and professional
sphere are privately owned and managed.
4. India boasts one of the most daunting distance education systems in the world—14 open
universities and 120 distance education institutions.
5. It is slated to be the most populous country by 2030. More relevant to the discussion at hand
is the fact that more than half its population is younger than 25.
6.The number of higher education institutions in India has seen more than 50 fold growth in the
last six and half decades.

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7.On a sobering note, the GER figure is 16.0% for the year 2010-11 (source: MHRD 2011).
Further, it is inequitably distributed across gender, socio-economic and the rural-urban divide.
8.The considerable majority of higher education institutions in the vocational and professional
sphere are privately owned and managed.
9.India boasts one of the most daunting distance education systems in the world—14 open
universities and 120 distance education institutions.
10.It is slated to be the most populous country by 2030. More relevant to the discussion at hand
is the fact that more than half its population is younger than 25.
In spite of the fact that the vast majority of the population falls in the workforce bracket,
the skill level of the man power is inadequate, resulting in markedly low productivity.
Pivotal to the discussion is the paradox that a significantly large number of graduates are
unemployed or under-employed along with an acute shortage of skilled workers in the
knowledge-intensive industry. Paucity of skill intensive education is compounded by a parallel
dearth of soft-skills. The outcome is workforce that is far from globally competitive. This was
acknowledged and addressed by the Government’s eleventh five year plan.
It would be safe to infer that relevance and quality in higher education in India are goals
worth striving for.
1.3 The Government of India initiatives to impact economy through higher education
The Government of India (GoI) has been wise in taking note of the gains we stand to accrue from
investing in higher education. The following list of initiatives undertaken by the Government is
by no means comprehensive; nonetheless it exemplifies the scope and nature of endeavors that
are underway.

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1.3.1 The University Grants Commission (UGC) 12th
plan:
An initiative of the University Grants Commission, the Plan is structured to remedy the
fundamental lapses in the Indian higher education system. The plan mandates that those
autonomous colleges that show promise will be identified as “colleges with potential for
excellence” (CPE) and upgraded into universities. To this end, the UGC has allotted over Rs
1,84,740 crore.
The guiding idea is to ease the load of universities which are typically overburdened in
terms of limited budget and administration of more colleges and students than is adequate.
Parallel to the idea is the goal of greater autonomy to existing colleges and universities. It does
so in very concrete terms: universities are not to have more than fifty affiliated colleges; further,
the total enrollment is not to exceed 50,000 students.
The advancement of both state and central colleges to universities is firmly grounded in
tangible performance evaluation; the criteria are spelled out clearly enough to leave little room
for distortion and misrepresentation.
The other stipulations are definitively welfare and affirmative in principle. The Plan
mandates more funds for the singular goal of increasing enrolment so as to improve the national
gross enrollment ratio (GER). The amendment will make grants available to 20,000 more
government and government aided colleges. The funds are made available with the larger aim of
banding together these colleges into “college cluster universities”.
1.3.2 The National Skill Development Corporation India (NSDC)
The NSDC is remarkable in that it is a “public-private partnership”. It aims to promote skill
development by fostering vocational institutions. It operates through advocacy and initiatives
supported by the Government of India and industry associations. The advocacy bit is carried out

24
by “sector skills councils” which help identify skill development needs, and “sector specific
labor market information system” which assist in the planning and delivery of training.
1.3.3 The Ministry of Human resource Development (MHRD):
The responsibility of furthering higher education in accordance with the guidelines laid
out by the Government lies with the MHRD at the end of the day. The MHRD sponsored
initiatives include projects such as the “National Commission for Higher Education and
Research” (NCHER) and the “Education Tribunals Bill 2010”. The Ministry has a division
dedicated to working on initiatives to improve internationalization of higher education. The
International Cooperation Cell (ICC) is responsible for projects related to institutional
collaborations, quality assurance, and scholarships and such. Among the noteworthy initiatives in
international cooperation are: India-US Higher Education Summit, Singh-Obama Knowledge
Initiative, UK-India Education and Research Initiative, and United States India Educational
Foundation; further more, there is a whole gamut of collaborative and leadership programs under
the aegis of UNESCO.
1.3.4 The Confederation of Indian Industry (CII) initiatives in skill development
The CII is credited with immense contribution to skills development in keeping with the
needs of Indian industries so as to further employability of the working population. The CII also
works to promote entrepreneurship and enterprise in the country. It has launched its own “Skills
Development Initiative” in line with the National Skills Development Agenda with the goal of
skill-training a target of 500 million people by the year 2022.
2. Internationalization of Higher Education in India and its Impact on the Economy
The internationalization of higher education in India is fallout of the liberalization that
the country went through since the early nineties as part of a deliberate politico-economic

25
strategy by the State. This shift in stance took form hand in hand with an ideological
paradigm shift spawned by radical advancement in information technology and media all over
the world.
Year 1990-91 1992-93 1994-95 1996-97 1998-99 2000-01 2002-03 2004-05 2006-07 2008-09
Students 12,899 12,767 11.888 5,841 5,323 6,896 7,756 13,267 18,391 21,778
Region 1990-91 1995-96 2000-01 2005-06 2008-09
Asia 5741 4831 3866 10493 16004
Africa 6318 4081 2964 2403 4193
N and S America 263 309 327 654 614
Europe 173 127 179 206 304
Australasia 35 40 44 71 66
Miscellaneous 369 699 405 629 597
Total 12899 10087 7785 14456 21778
Countries
2004-05 2005-06 2006-07 2007-08
Iran 1120 1264 2180 2669
Nepal 1352 1411 1728 1821
United Arab Emirate 1500 2034 1878 1560
Ethiopia
226 302 1033 1289
Sri Lanka 582 530 466 997
Afghanistan 35 65 422 976
Saudi Arabia 419 551 771 835
Bahrain 382 481 446 600
Kenya
418 523 621 592
Oman 646 505 608 548
Total 6680 7666 10153 11887

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2.1 Politico-diplomatic ties
The Government of India has expressly proclaimed its intent to take initiatives to
strengthen the presence of international students in India in the interest of public diplomacy
(Agarwal). Internationalization of Indian universities has more to it than altruistic and symbolic
inspirations.
From the political perspective, India’s hegemonic position as the provider of higher education
in the region strengthens its overall diplomatic and ambassadorial status.
2.2 Contribution to Regional development
An interesting point here would be the extent to which the city or region where the
university base or headquarters are situated is a factor of internationalization of the university.
Whitaker (2004) discusses the symbiotic relationship between cities or “cluster regions” and
internationalization of universities and colleges. She argues that the agglomeration of services
and businesses go to play an important role in attracting international students. The strength of
international students, in turn encourages more businesses and services. She describes these
economies as “knowledge-based economies”. The concentration of educated and skilled
individuals leads to not only greater entrepreneurship, but also research and development.
Another outcome is that enterprises resulting from these “knowledge-based economies” are more
competitive in the global economy and more likely to result in consumer satisfaction.
2.3 Educational expertise as one of the many goods and services of export
The discourse on the economic impact of internationalization of higher education would not
be conclusive without viewing it in the context of an economic model that contributes to revenue
generation just as well as other goods and services. The pivotal idea here is to establish co-
relationships between the two variables and measure quantifiable impact of one on the other. In

27
this backdrop, international higher education is the industry and inbound international students
are the industrial output. The following are commonly identified economic outcomes associated
with the inflow of international students:
1. Generation of employment and business
2. Strengthening of ancillary industries such as tourism
3. Expenses incurred: tuition and living expenses
3. The parallel growth of higher education and the economy in India: trends and facts
“For India to maintain its economic growth in a global marketplace fueled by the knowledge
economy, it needs to nearly double its number of students in higher education by 2012. Fifty-one
percent of India’s population is under the age of 25. Without proper access to education the
country’s demographic dividend could turn into a demographic disaster”. (Dukkipati, 2010)
Dukkipati (2010) postulates that the Government of India expenditure on education, and
more specifically higher education does not correspond with the country’s economic growth. The
author points out that in the year 1950, higher education expenditure as a proportion of GNP was
0.19 percent and rose to 1 percent in 1980; however by the mid-1990s it fell to 0.4 percent.
“Without proper access to education the country’s demographic dividend could turn into
a demographic disaster”.

28
Dukkipati (2010) postulates that the Government of India expenditure on education, and
more specifically higher education does not correspond with the country’s economic growth.
The author points out that in the year 1950, higher education expenditure as a proportion of
GNP was 0.19 percent and rose to 1 percent in 1980; however by the mid-1990s it fell to 0.4
percent. In this backdrop the author makes a case for increasing the budget expenditure. It is
also argued that given the limited national and state resources for drawing on funds, the
budgetary support must be supplemented with foreign and private sources.
Year 1951-52 1960-51 1970-71 1980-81 1990-91 2000-01 2004-05
Expenditure on education as %
0.67 1.56 2.31 3.12 4.12 4.40 3.54
of GDP
3.1 Skill as the principle impetus for economic growth in India
Dukkipati’s (2010) contention that skill/knowledge has spurred economic growth in the
country is perhaps the most important line of reasoning in this discussion. The author argues
that unlike
China and the “Asian Tigers”, India’s economic growth has not been impelled by manufacturing;
instead, it is the skilled workforce that has allowed India to step up on the economic ladder
speedily. The author cites ICRIER to report that India boasts the world’s largest pool of techno-
engineering talent; while India generates 400,000 engineers each year, the US only 60,000! The
crux of the author’s argument is that to continue with this upward trend—at the very least to
sustain the current growth rate, the country’s gross enrollment ratio (GER) would have to
increase from 12 to 20 percent by 2014.
As impressive as the phenomenal growth of higher education in India is, more concerted efforts
are required to keep the momentum going.

29
“According to ICRIER, in 1950, India had 263,000 students enrolled in 750 colleges, which were
affiliated with 30 universities. By 2005, the numbers had grown dramatically: 11 million
students in 17,000 colleges affiliated with 230 universities. Another 10 million students were
enrolled in 6,500 vocational institutions. Despite this phenomenal growth, India would have to
nearly quadruple existing college seats and more than quadruple the number of professors to
achieve the 20 percent GER by 2014 cited in the Venture Intelligence report” (Dukkipati, 2010).
3.2 The neglect of research
Dukkipati (2010) contends that the irrefutable association between research and higher
education has been ignored by the Indian Government. The author illustrates the case with stark
statistics:
“only 4 percent of research expenditure is made through universities. In the United States
the corresponding figure is 17 percent and in Germany it is 23 percent. Moreover, India’s higher
education institutions are poorly connected to research centers. China’s investment in research
manpower, estimated at 708 researchers per 1 million people, is six times that of India’s”. Gupta
& Gupta (2012) uphold Dukkipati’s contention about the Government’s desertion of research.
The authors record that the Government expenditure on research and development in science and
technology as percentage of GDP was 0.8% during 2005-06 in India. By way of comparison, the
equivalent figure for Israel was 5%, Sweden (4%), Japan (3%), US (2.77) and China (1.5%).
3.3 The relationship between GER and GDP in India
Prakash (2007) draws attention to the direct correlation between “gross enrolment rate”
(GER) in higher education and the per capita GDP of a nation. He cites comparative GER figures
to drive home the point about the long way ahead for India:
“Considering the demand for higher education, the GER in India relative to many of the

30
developed countries is quite low (around 12 per cent) compared to the average of the developing
countries (13 per cent), the world (26.7 per cent) and the developed nations (57.7 per cent)”.
He goes on to assert that if we are to stay true to our commitment to the avowed goal of
making our economy in the 21st century a “knowledge economy”, we ought to address the
growing demand for skilled manpower by aiming to increase the GER to the tune of 20%. The
author outlines that the Government has not been consistent in according importance to the cause
of boosting GER in higher education:
“It is important to underline the fact that from the Second to the Sixth Five-Year Plan
period, higher education grew reasonably well with increasing attention coupled with rising
allocations of public resources. But from the Seventh Five-Year Plan onwards, higher education
did not receive the attention it deserved”.
He aligns this discrepancy to the corresponding inconsistency in the growth of higher
education over the years; this has, in turn resulted in negatively impacting “access, equity,
relevance and excellence” in higher education.
Year 1950-51 1960-61 1970-71 1980-81 1990-91 2000-01 2004-05
Enrolment000 174 557 1956 2752 4925 8399 10481

31
The author also points out that variation in higher education manifests itself not only in the
Government’s allocation of funds but that it is also pronounced in other spectrums such as
demographic divides across gender, caste and religion, disparity in the quality of education
across institutions etc.
Concluding observation:
In conclusion, the Indian economy is impacted by its higher education in a systemic
manner. The two have shared a causal relationship since India’s colonial past, and have
continued to evolve in a directly correlated fashion. The higher education system contributes
enormously to nation building given India’s demographic make-up, the lacunae that we have
inherited from the British Raj as well as the plain fact of being a developing economy. A cursory
survey of chronological evolution of the two systems reveals that insularity and parochialism
have stunted our growth on both the fronts. Thankfully, our failings have been driven home to
the policy makers and the
Government has taken deliberate measures to reinvent ourselves as “knowledge economy”—an
apt expression that captures the leadership’s cognizance of the importance of the impact of
higher education on economy.

32
References
1. Agarwal, P. International India a Turning Point in the Educational Exchange with the US. In
USIHEC (4). Retrieved from
http://www.usief.org.in/USIHEC/Chapter%204/Internationalization%20of%20Indian%2
0Higher%20Education.pdf
2. Annual Report. (2012). Retrieved from
http://mhrd.gov.in/sites/upload_files/mhrd/files/AR2011-12.pdf
3. Bhatia, K. & Dash, M.K. (2010). National Knowledge Commission – A Step towards India’s
Higher Education Reforms on India’s Higher Education. In International Research Journal of
Finance and Economics (53). Retrieved from
http://www.eurojournals.com/irjfe_53_04.pdf
4. Damme, D. V. (2001). Higher education in the age of globalisation: the need for a new
regulatory framework for recognition, quality assurance and accreditation [Word
document]. Retrieved from www.unesco.org/education/.../highlights/.../keynote_eng.doc
- France
5. Dongaonkar, & Negi, U.R. (2009), International students in Indian universities 2007-08. New
Delhi: Association of Indian Universities
6. Dukkipati, U. (2010). Higher Education in India: Sustaining Long-term Growth. In Center for
Strategic Studies and International Studies, Washington D.C. Retrieved from
http://csis.org/files/publication/sam_141.pdf
7. India GDP-Real Growth Rate. (2012). Retrieved from
http://www.indexmundi.com/india/gdp_real_growth_rate.html
8. Gupta, D. & Gupta, N. (2012), Higher Education in India: Structure, Statistics and Challenges.
In Journal of Education and Practice, IISTE. Retrieved from
www.iiste.org/Journals/index.php/JEP/article/download/1146/1067

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9. Kaul, S. (2006). HIGHER EDUCATION IN INDIA: SEIZING THE OPPORTUNITY. In
Indian Council for Research on International Economic Relations. Retrieved from
http://www.icrier.org/pdf/wp_179.pdf
10. Powar, K. B. (2012). Expanding domains in Indian higher education. New Delhi: Association
of Indian Universities
11. Prakash, V. (2007). Trends in Growth and Financing of Higher Education in India. In
Economic and Political Weekly. Retrieved from
http://eledu.net/rrcusrn_data/Trends%20in%20Growth%20and%20Financing%20of%20
Higher%20Education%20in%20India.pdf
12. Pritam, B. P. Internationalization of Higher Education: A Trajectory for the
Professional Development of Teachers. Retrieved from
http://www.ascamu.org/Mr._Bhanu_Pratap_Pritam.pdf
13. Report to the People on Education, Ministry of Human Resource and Development, India.
(2010-11). Retrieved from http://mhrd.gov.in/sites/upload_files/mhrd/files/RPE-2010-
11_0.pdf
14. Tilak, J. (2007). Higher Education, Poverty and Development. In Higher Education and
Development, IIEP. Retrieved from
http://www.iiep.unesco.org/fileadmin/user_upload/pdf/jane07.pdf
15. Whitaker, A. M. (2004). The Internationalization of Higher Education: A US Perspective.
Retrieved from http://scholar.lib.vt.edu/theses/available/etd-06202004-
192329/unrestricted/WhitakerMP.pdf
16. World Development Indicators. (2012). Retrieved from
http://data.worldbank.org/country/india#cp_wdi

34
1.3 COMPANYPROFILE
Mindlogicx: Powering the Knowledge Economy
Mindlogicx is more than a mere technology development company; it is a
movement to empower people with knowledge. Knowledge that would enable the
creation of a knowledge society which would in turn propel the national economy
through a knowledge based eco system. Mindlogicx specializes in knowledge
management and delivery domain and has rolled out many products and services in the
virtual learning space to make learning pervasive. Innovation is our focus. We have many
an industry first to our credit like VEDAS - the world's first intelligent assessment
system. Mindlogicx is a technology company that provides the technology platform in the
education segment, more so in the higher education segment. We provide product
development and services with end-to-end solutions in e-governance, e-business, virtual
learning, digital content management, tele-education system, enterprise management,
business intelligence, SOA, EAI and IT consulting.
The innovative technology enabled platform of the company assists the users to
access, store, retrieve and reuse implicit and explicit knowledge to power their
competency in a knowledge based eco system. The solutions and services are normally
delivered under SaaS and MAS respectively by taking care of the entire life cycle of the
project, thus giving absolute peace of mind to the customers. Mindlogicx has a strong
back end IT support system to handle large projects in conformity with international
standards of ITSM.
Mindlogicx follows industry standard Software Development Life Cycle
processes and is in the final phase of being assessed for CMMi L3. The company has in-
house Knowledge Resource Centre (KRC) for data mining & data integrity validation,
Research & Analysis of knowledge resources and conduct Market Intelligence. Further
the Q Circle takes care of the process management within the company while Kalam’s
R&D centre incubates the ideas of the ignited minds. Mindlogicx has a strong focus on
“innovation” and has set up India’s first Knowledge Network Service (K.Net) platform
using Business Intelligence and decision support tools by way of user defined Learning
Path and Dash boards. The company has a very strong people focus and has been

35
recognized as one of the “Top 15 emerging and exciting companies to work for” by
NASSCOM. The entire suite of technology products and services are built for scalability,
Interoperability and are robust enough to handle business volume.
Mission
Technology to the common man
Vision
Interpreting knowledge and powering competency of our clients using innovative
technologies and establish leadership in the knowledge based eco system.
Mindlogicx has developed products and rolled out services catering to the niche market
segments of e-governance, virtual learning, tele education delivery system and real time
online assessment system for corporate and academic institutions as "on demand"
applications & services.
Large turnkey projects are undertaken in setting up the virtual learning framework
for universities, corporate and business enterprises worldwide. The company has
specialized in delivering on demand solutions and services for secured online
examinations, recruitment examinations and high stake examinations as Managed
Application Service (MAS) in a highly secured platform built as per industry standards.
Mindlogicx is a sunshine company in its own right by deploying sustainable
characteristics in the highly dynamic and evolving disruptive technology that have the
capacity to lead the next wave of disruption and innovation all over the globe.
Technology is the spine of all human beings and Mindlogicx offers state of the art
technologies that are not only unique, innovative and futuristic but also aimed at the
common man. True to the inherent belief within the company of taking knowledge to the
desktop of the users, it creates a “Youniverse” that empowers the individual to decide his
own future, at his own pace, on his own terms and in his own time.
Industry Tie-ups: Recognition from the best
Mindlogicx Infratec Limited is a member of NASSCOM (www.nasscom.org), the
apex body of the Indian software industry and a member of Confederation of Indian

36
Industry (www.cii.in), apart from being represented by prestigious trade and industrial
bodies world over.
NASSCOM is India's National Association of Software and Service Companies,
the premier trade body and the chamber of commerce of the IT software and services
industry in India. NASSCOM is a global trade body with over 950 members, of which
over 150 are global companies from the US, UK, EU, Japan and China. NASSCOM's
member companies are in the business of software development, software services,
software products and IT-enabled/BPO services. CII is a non-government, not-for-profit,
industry led and industry managed organization, playing a proactive role in India's
development process. Founded over 111 years ago, it is India's premier business
association, with a direct membership of over 6000 organizations from the private as well
as public sectors, including small and medium enterprises as well as multi national
companies and indirect membership of over 98,000 companies from around 342 national
and regional sectoral associations.
Credentials: Where Mindlogicx created footprints
Mindlogicx has been certified with the following, having adhered to international
standards of excellence.
 ISO 9001:2008 for Quality Management System (QMS).
 ISO 27001:2005 for Information Security Management System (ISMS)
 BCP (formerly known as BS7799) by TUV Rheinland
 CMMi L3 compliant and currently undergoing the assessment process
 Dun & Bradstreet has rated Mindlogicx to have good credit rating
 Red Herring Asia 2007 - Finalist in Red Herring Asia 2007

37
 D&B has recognized Mindlogicx as "India’s Top IT companies" in 2007 and
2008
 Deloitte has recognized Mindlogicx as "Technology Fast 500 Asia Pacific" in
2008
 Red Herring Asia 2008 - Winner in Red Herring Asia 2008
Mindlogicx Campus: The hearth of ideas
Mindlogicx is the first IT Company in India to have been assessed for TUV Star
rating. The assessment was based on the best practice on nine independent criteria -
corporate governance, social responsibility, occupational health safety, quality,
environment, information security, financial disclosure, brand / innovation and fair trade
& competition
A sprawling 150,000 sq feet campus in Bangalore houses its corporate office,
R&D center, development centre, knowledge resource center. The world class
infrastructure includes an auditorium, conference halls, library, cafe, play area apart from
a mélange of green spaces. The company is knowledge driven and people focused. This
is showcased in its low attrition rate. It has emerged amongst India’s most exciting
innovation companies providing highly flexible, scalable and affordable technical
services and solutions in the knowledge domain.
SOLUTIONS AND SERVICES:
SOLUTIONS:
Mindlogicx is a technology development company specialized in the domain of
knowledge management & delivery. Mindlogicx has rolled out many products and
services in the virtual learning space to make learning pervasive. The innovative
technology enabled platform assists users to access, store, retrieve and reuse, implicit and
explicit knowledge to power their competency in a knowledge based eco system.

38
Mindlogicx portfolio of services also includes IT consulting, contract R&D, large
application development, Enterprise Application Integration (EAI) and E-business
applications. The solutions and services are normally delivered under SaaS and MAS
respectively by taking care of the entire life cycle of the project, thus giving absolute
peace of mind to the customers. Mindlogicx has a strong back end IT support system to
handle such large projects which are in conformity with international standards of ITSM.
The entire suite of technology products and services are built for scalability,
interoperability and are robust enough to handle business volume. The company has an
in-house Knowledge Resource Centre (KRC) for data mining & data integrity validation,
Research & Analysis of knowledge resources and conducting Market Intelligence.
Mindlogicx has a strong focus on “innovation” and has set up India’s first Knowledge
Network Service platform called K.net using Business Intelligence and decision support
tools by the way of user defined Learning Path and Dash boards.
Mindlogicx is widely recognized for its Business Process Innovation - launching
EDUCARDS. An Educard is similar to a pre paid SIM card that enables users to access
specific knowledge resources through a 16 digit Knowledge Access Code (KAC).
Mindlogicx operates in the following broad business domains.
 Knowledge Process Outsourcing
 Process Outsourcing
 Online Examination & Skill Assessment
 Virtual University Solution
 E-Business Solution
 IT Consultancy
CORPORATESOLUTION:The Corporate solution of Mindlogicx is
 Knowledge Assessment problem
 Enterprise content management
 Research and analysis
 IT consulting

39
ACADEMIC SOLUTIONS
The Academic solutions of mindlogicx is
 intelliEXAMS- Examination Management Solutions
 Mind Space – Virtual Education Solution
 intelliCAS - Certified Authentication System
ENTERPRISESOLUTION
The Enterprise solution of mindlogicx is
 Application Development.
 Contract R&D.
 E – Business.
 E – Governance.
 IT Infrastructure services.

40
 Multimedia Services.
 Recruitment Process.
 Outsourcing.
 Virtual Education.
 VEDAS.
SERVICES:
Mindlogicx offers the above services through the following independent
portfolios, mainly focusing on knowledge processing, delivery, management and
validation using the technology platform VEDAS.
 Institution - makes Academic deliveries competitive
 Corporate - makes deliveries to corporate competitive
 Retail - makes retail deliveries competitive
 Enterprise - makes Business deliveries competitive
The above are portfolio discriminators to help establish expertise in the respective
business domains and the core objective for the portfolio of services is POWERING
COMPETENCY.
RETAIL SERVICES
The retail services of Mindlogicx are
Grad First - India’s first hybrid finishing school

41
Job Ready Portal – Job ready for u
MINDLOGICXINNOVATION CENTER:
Innovation is not invention – it is not about discovering or building something
new but it is about not being static. It is about doing new things or even doing old things
in better, faster or more economical ways. It could be small, incremental changes in the
current scheme of things or drastic or disruptive changes. Innovation involves constantly
fine tuning the business processes, entering new markets, serving the customers better
and keeping the employees motivated. Innovation also involves inviting ideas from every
sphere, exploring the worth of every idea and implementing every worthy one. We have
an Innovation Centre (IC) at Mindlogicx which acts like an incubation centre for ignited
minds. We encourage employees to come out with brilliant ideas and if found suitable,
the same is taken up by IC for implementation, irrespective of the fact, where the ideas
emanate from or who has authored the ideas.
IC believes in taking calculated risks and showing commitment for positive
growth under the direct supervision of the CEO. We believe that innovation positions a
brand forward, as a market leader in a world of competitive environment. In the market
today, every brand is vying with another to capture market supremacy. Innovation comes
in handy for one who wants to position his brand as a market leader - whether it is a
better quality product, better branding or packaging, innovation is an essential every
where.
Innovation @ Mindlogicx
 It is the difference between need and want;
 It is the difference between man and machinel;
 It is the difference between creator and explorer &
 It is the difference between perseverance and pipe dream.

42
We see endless possibilities; endless opportunities to innovate, empower and enable the
user.
Come. Join the mission today. Together we will create a better tomorrow, today !
INNOVATION SERVICES:
Think Global. Act Local – This is our mantra for innovation and the thirst for
innovation. At Mindlogicx, it never ends as we are driven by knowledge and powered by
technology. Innovation at Mindlogicx is not an act. It is a process; sustainable process for
sustainable growth and hence “We Innovate to Empower You”.
Innovation is the key for our success and it stays in the system forever. The Innovation
Centre (IC) specializes in Innovation services, which it delivers throughout in three main
areas viz. education, evaluation and commercialization. The Innovation Centre of
Mindlogicx assists us to evaluate, develop, protect and commercialize new products and
technologies.
By encouraging increased innovation through the effective use of intellectual
property, we make it possible for our technology services to establish and maintain
international markets, thereby ensuring sustainable business growth.
An overview of services of the Innovation Centre (IC) is provided below:
 Innovation advisory consultation
 International product search
 Preliminary international patent search
 Visiting patent attorney service (free consultation)
 Market review
 Literature search
 Regulatory review
 Prototype assessment
 Design review and Commercialization.
 Prototype development

43
Innovation is a uniquely human trait that can't be duplicated in a laboratory
experiment. It is borne through a complex concoction of environmental variables,
psychological traits, and life experiences all mixed together on a golf course, ski trip or
discussion at the water cooler. It's impossible to use a pre-printed formula for designing a
world-class innovative organization.
Making innovation happen means creating an environment that unleashes creativity.
Mindlogicx creates an environment for innovation where employees are motivated and
their efforts recognized, where ideas are evaluated quickly with useful feedback and
where the best ideas are identified and developed.
Innovation becomes a closed loop, where innovation breeds more innovation,
valuable feedback helps evolve the best ideas, and increased motivation helps make the
leap from ideas to big ideas.
Tapping talents and expertise of employees sparks the generation of big ideas on
which the future of an organization depends. The most innovative companies derive
upwards of 30% of their revenue from innovation developed within the last five years.
Improvements and product extensions may keep an organization in the game, but that
does drive profits or increase market share. Innovation encourages and rewards great
thinking. It helps raise individual visibility while cutting through the corporate clutter that
often hampers innovation and lowers motivation.
Innovation is the lifeblood of any prosperous company. A steady stream of new
products, and not just a series of product extensions, and improvements is essential to
achieving high growth. But most executives would also admit that their companies could
do a better job of making innovation work harder.
MODELCORPORATE:
Mindlogicx: A model corporate, in mind and heart
In an age where technology is slowly complementing our existence to the extent
of becoming indispensable, it is important to forecast and embrace change. Especially,

44
when you are driving technology innovation. It is even more imperative to reflect this
culture as one force in a company.
At Mindlogicx, we believe in it like a religion. Our people and processes are
aligned to the vision of the company, driven by the CEO. The goal is clear: Enable
technology to deliver knowledge @ the desktop of every user, creating a Knowledge
Society by 2020. Interpreting Knowledge and harnessing it to Power Competency for all.
The process of reaching a goal is as important as the goal itself. Which is why, the
spirit and mindset of every employee at Mindlogicx is ignited with the vision of the
company. The best practices, the finest technology, paramount quality, uncompromising
beliefs in honesty, values and principles are not just our ethos, but our guiding light that
is regularly emphasized in every individual. Because it is people who make a company.
Because it is people who drive a business. Because it is people who create a future.
Giving your best each and every time, thinking and working like a whole instead
of parts, and rising above individual gains to promote the bigger picture. It is this
seamless culture of professionalism and purpose that we strive to reaffirm and excel. This
synergy of people, process and value ensure the best, transparent and dedicated result for
personal and professional growth, and returns for every employee, stakeholder and
customer.
CORPORATEGOVERNANCE:
"Corporate Governance" is a system of checks and balances between the board,
management and investors that should produce an efficiently functioning corporation,
ideally geared to produce long-term value. All corporate governance systems throughout
the world are the product of a series of legal, regulatory and best practice elements.
Corporate governance has gone from something "nice to do" to "please a few investors"
to an essential component of a company's valuation and risk assessment process.
Mindlogicx Infratec Limited moves to the next level of corporate identity by adapting to
smart governance in all its operations. The growth of the organization depends on its

45
financial success, value proposition it can build for the stakeholders and the confidence it
enjoys with its financial partners.
The pace of movement of financial capital has become greater because of the
pervasive impact of information technology and the world having become a global
village. When investments take place in emerging markets, the investors want to be sure
that their investment is safe, properly utilized and RoI is ensured. They also want to
ensure that the organization in which they invest has a set of rules, guidelines and ethical
practices framed as rules for a good corporate governance. Corporate governance
represents the value framework, the ethical framework and the moral framework under
which business decisions are taken. In other words, the investors want to be sure that not
only is their capital handled effectively and adds to the creation of wealth, but the
business decisions are also taken in a manner which is not illegal or involving moral
hazard.
Corporate Governance therefore calls for three factors:
 Accountability
 Safeguarding the interests of the stakeholders and the
investors
 Transparency in decision-making
Implementation of corporate governance depends upon laying down explicit
codes, which enterprises and the organizations are supposed to observe. The codes,
however, can only be a guideline.
Ultimately effective corporate governance depends on the commitment of the
people in the organization. Corporate governance depends upon two factors. The first is
the commitment of the management for the principle of integrity and transparency in
business operations. The second is the legal and the administrative framework created by
the government.
We at Mindlogicx believe, corporate governance is the net result of the individual
sense of values, the values held in society or part of a society like professional bodies or
business associations and finally the system of public governance. Keeping these factors

46
in mind, Mindlogicx has framed a set of rules for the senior management to enable them
to observe corporate governance in true spirit. A corporate manual has been put to use as
a reference document for all the senior executives.
Under corporate governance initiatives, Mindlogicx has taken up various measures that
provide tangible value to the enterprise over a period of time. Some of the measures that
have been taken up by Mindlogicx are practices followed by most global enterprises.
 Environment Management
 FCPA
 Occupational Health Safety

47
The Land of Opportunities
The mind at work
A sprawling 3.5 acre campus, named Techllano, in Bangalore houses its corporate
office, R&D center, development centre, knowledge resource center. The world class
infrastructure includes the following at its corporate office in Bangalore:
Technology development facilities
 Kalam's R&D center
 Technology incubation centre
 STAR Labs
 Product Development center
 MindLabs
 Innovation Center
 Ignited Minds
 Software Component Library
 IT infrastructural facilities
 Enterprise range servers
 Powerful Workstations
 Hi-bandwidth Connectivity
 Information security as per ISO 27001 norms
 Back up, customer support as per Industry standards ITSM framework
Other facilities
Vivekananda Hall - 100 seat Mini Auditorium
Mind Café - Theme based cafeteria

48
There are multi functional staff club, large play area and recreational facilities which are
housed in 3.5 acres (approx.150,000sq.ft) of land with lush greenery surrounded.
The campus houses the best infrastructure needed for cutting edge technology
work with enterprise range servers, powerful workstations and hi-bandwidth
connectivity. Facilities like Software component library, training and conferencing
facilities, auditorium cum digital theatre supports in the learning process.
A café and recreation centre makes working here, more charming and stress-free
as well.
The stress-free work culture is born of the fact that employees are cajoled to
respect themselves. They are prompted to be responsible for themselves and in cases, for
their teams, so they can be proactive and grow as an individual. Outdoor and indoor
games, and personal dates like birthdays are celebrated here to heighten the bonding.
At Mindlogicx, it’s not just work and work. It is a duty with a bigger picture and
purpose in mind where a nation's growth story cascades into villages with its Knowledge
base; where opportunities can be created endlessly and where every individual is a proud,
responsible citizen of a talented country.
Indian Technology hub
Mindlogicx is situated in Bangalore, which is aptly known as India’s technology
hub, all over the world. Bangalore also features among the top ten techno cities of the
world. It is located in the state of Karnataka, which is credited to formulate path-breaking
IT and BT policies, designed to promote the sectors.
TECHLLANO - Green Campus
The entire corporate, R&D, development, testing, multi media, academic,
knowledge resource and process centers of Mindlogicx is situated in a private estate of
3.5 acres of green land called TECHLLANO. Tec llano is logically divided into three
units.

49
Corporate office and MindLabs are located in the first unit. Second unit houses the tele-
education studio, the multi-media research center and the academic bench. Unit three is
Star Labs which is the development center and the research and development center.
Ignited minds work in this ambience to produce world-class technology for the benefit of
the common man. Take a look at Techllano .
The Mindlogicx Campus is a ready mix of formal and casual. On the one hand, the
corporate block is official, all fun and entertainment happens at the MindCafe or Dhaba.
The technical and research and development takes place in unit three.
 Front Office
 Corporate Block
 Conference Hall
 Vivekananda Hall - Auditorium
 VIP Lounge
 Mindcafe
PRODUCTS:
The products of Mindlogicx are
MindGenii- Two way interactive collaborative system
Mind Lib- Digital Library
MindDox - Enterprise Content Server
Mind Support – Interactive customer support tool

50
COMPANY DETAILS
Name : Mindlogicx Infratec Limited
City : Bangalore/Bengaluru
Pincode : 560048
State : Karnataka
Website : www.mindlogicx.com
Phone : 91-80-28540530/31/32/33
Fax : 91-08-28540534
Email : info@mindlogicx.com
Regd office : Hoodi circle, Near Whitefield, Bangalore
Established year : 2002
CEO : Mr.Suresh Elangovan
Employee’s Strength : 450 + employees (HO &PO’s)
WORKING HOURS
The working hours for employees is full time, no shift basis,
Morning session - 9.30am to 1.30pm.
Lunch - 1.30pm to 2.15pm
Afternoon session - 2.15pm to 6.30pm

51
OFFICIAL BANKERS
The official banker is AXIS BANK, Bangalore. The banker supports them in a
good manner.
PROJECT OFFICES
The project offices of Mindlogicx are
 CSVTU - Chhattisgarh Swami Vivekananda Technical University
 VTU - Visvesvaraya Technological University
 GTU - Gujarat Technological University
 MU - University of Mumbai
 AU - Agra University
 SU - Saurashtra University
 CBSE Board of Education- Chennai, Ajmer and Delhi.

52
CHAPTER-2
2.1OBJECTIVESOF STUDY
The objectives of this project are to study and analyze the current Employee
satisfaction towards recruitment process.
 To find out the procedure on recruitment process adopted by the organization.
 To assess the effectiveness of recruitment policies of the organization.
 To suggest measures to improve the recruitment in organization.

53
2.2 SCOPE OF THE STUDY
The study is undertaken to analyze the employee’s satisfaction towards recruitment
process
 It helps in analyzing the present system followed in recruitment.
 To know the satisfactory level of the employees with regard to the Recruitment
procedure.
 To know the changes to be implemented for the betterment.
 To know the future goods to be met by the department.

54
2.3 LIMITATIONS
 The findings of the study were based on the mindset of the respondents.
 The respondents do not reveal the expected inputs to certain extent.
 The study is limited to a single company.
 The time constraint is another difficulty which the researches faced.
 The difficulty in framing the questionnaire, henceforth to be translated in
Regional languages.
 The respondents were too busy with their work during data collection, since the
researcher carried out the study in Company.

55
3.1 REVIEW OF LITERATURE
1. According to Cardon (2007) Volume-35, number -3, recruitment refers to the
process of sourcing, screening and selecting people for a job at the organization or
firm or for a vacancy in a volunteer based organization or community group.
2. According to Holden G, Rosenberg G, Barker K (2012) volume- 15, “management
sciences” the article focus on the Coronary Primary Prevention Trial, volunteer
effects, recruitment sources, the recruitment process, impediments to recruitment, bias
in recruitment, the amount of time required to recruit and the impact of recruitment
and participation on individuals.
3. According to Fredn.Paul and Felix Dojike (2006) volume-10, Issue -4, an excellent
student affair staffing programmes begins with hiring the right people and placing
them in positions with responsibilities and allow them to maximize the knowledge,
skills and talent in the pursuit of the recruiter in appointment of a candidate.
4. According to Robin . l . Joshua and Gibs . M . Solomn (2006) volume - 25, Issue -
4, The recruitment and selection of staff should be a very high priority in most if not
all units and divisions of student affairs. Recruitment should include procedures
directed to analyze the need and purpose of a position, the culture of the institution,
and ultimately to select and hire the person that best fits the position. Every position
vacancy will be filled based upon a thorough position analysis regardless of the level
of the position or the extent of the search.

56
5. According to Lai Wan Hooi (2006) in “International journal of knowledge”, volume
– 8, Issue -4, technological advancement, globalization, and increasing shortage
of skilled staff and talent workers have made it crucial for companies to
implement appropriate recruitment practices to entice practices throughout the
world to attract, retain and motivate quality people to lead, manage and serve
the company in a competitive environment.
6. According to Kevin Wheeler (2005) volume-18, no-6, Kevin’s article does a nice
job of articulating the three major steps in recruitment, which are,
 Attracting and finding good candidates.
 Assessing and convincing them to join your organization.
 Monitoring their performance to improve your recruitment processes.
7. According to Keren Brooking (2005), the present situation regarding principal
recruitment and succession planning, by drawing together existing literature and
collecting together unpublished new data. It looks at different types of organization in
relation to recruitment and retention differences, such as location, size, state-
integrated schools, ethnic minority schools, and special schools.
8. According to Franze(2005), With very low unemployment levels, competition for
the best employees is extremely keen. Firms that strive to maximize job candidates’
job offer acceptance should realize increased competitive advantage through more
effective recruitment programs.
9. According to Ian O. Williamson(2005) , Recruiting new employees is one of the
biggest challenges facing small businesses, and a key component of organizational
success. Unfortunately, existing human resource literature has almost entirely focused
on medium and large firms. This paper attempts to address these potential gaps in the
literature by utilizing institutional theory to develop a strategic model of small
business recruitment.

57
10. According to Dr. Carol royal(2004) , Building on earlier work of Althauser and
Kalleberg, this research explores the workings of the internal and external labor
market by adopting an integrative internal labor market framework that goes beyond
the three-featured model espoused by Althauser and Kalleberg and that emphasizes
recruitment rather than selection criteria . It will also highlight how these practices
vary from the perceptions held by both management and employees and from the
ideal types outlined in the typology. The paper concludes by emphasizing the
significance of expanding the internal labor market typology to include selection
criteria for the purpose of differentiating labor market types in an international
investment banking institution.
11. According to Campbell MK, Snowdon C, Francis D (2004), to identify factors
associated with good and poor recruitment to multicentre trials. This paper concludes
that while not producing sufficiently definitive results to make strong
recommendations, the work here suggests that future trials should consider the
different needs at different phases in the life of trials, and place greater emphasis on
'conduct' (the process of actually doing trials).
12. According to Timothy Mark and Kathleen Shearer(2003), the linking of individual
repositories has the potential of developing a true knowledge network where the
researcher can “harvest” relevant material from any number of repositories across the
world. Such an initiative is in the finest traditions of international scholarly
collaboration – and libraries would play a central part.
13. According to Margaret A. Richardson (2003) Recruitment, as a human resource
management function, is one of the activities that helps give better staffing results.
While it is understood and accepted that poor recruitment decisions continue to affect
organizational performance and limit goal achievement, it is taking a long time for
public service agencies in many jurisdictions to identify and implement new, effective
hiring strategies.

58
14. According to McDonald AM (2003), in the search for the next great member of staff,
more and more businesses are shunning the outmoded recruitment agency in favour
of a more cost-effective alternative. Unsurprisingly, the new recruitment trend is
developing online. As reported recently in the Financial Times, web recruit is heading
up an innovative breed of companies offering employers a new way of recruiting
using online job boards.
15. According to Alok Vats (2002), the job recruitment agencies in India involves
identifying those posts, preparing the job description and person specification,
advertising, management of the response, the prequalification process, organizing
meetings, conducting interviews, making decisions, the appointment and action.
Most recruitment agencies in India follow three stages in the recruitment process,
which are essentially short list of application, preliminary assessment and final
interview and selection.
16. According to M. Van Latham and Peter M. Leddy(2002), this study empirically
investigated the relationship between recruiting methods and the work attitudes of job
involvement, organizational commitment, and job satisfaction. Multivariate and
follow-up uni-variate analyses showed strong recruitment source effects, with
employee referrals emerging as a better source of recruitment than newspaper
advertisements.
17. From the study conducted by Ashok chanda, university of Australia on
“Recruitment & Selection, Business Strategy & organizational performance”, it
examines the degree to which recruitment and selection practices integrates with
business strategy and the effect of such strategic integration on organizational
performance. It concludes that organization in India have moderate to high level of
recruitment & selection strategic integration in both strategic formulation and as well
as in business strategic implementation.

59
18. I found 10 articles and research reports that discuss the challenge of recruiting and
retaining young professionals in IT and other fields and present innovative solutions.
This literature includes:
Public Sector Studies:
 NCHRP Synthesis 323 examines various state employee recruiting and retention
strategies and highlights practices that present the best potential for
implementation and success in other DOTs. The report identifies strategies used
by nearly 20 state DOTs for recruiting IT professionals, such as internships,
career fairs and tuition reimbursement.
 TCRP Report 77 describes best practices for recruiting and retaining employees
and identifies ways to enhance or establish partnerships between management and
labor for attracting, training and maintaining a qualified workforce.
 Case studies include New York City Metro-North Railroad’s integrated approach
to IT recruiting, training and retention; Santa Clara Valley Transportation
Authority IT group’s image campaign and “grow our own” strategy; and Denver
Regional Transportation District’s student intern program.
Private Sector Studies
 An article in Federal Computer Week reviews the recent Federal Office
Systems Exposition trade show in Washington, D.C., where a panel of CIOs
discussed the barriers to hiring and retaining new IT workers and ways to
overcome gaps as older workers retire during the next few years. The panel cited
flexible, alternative work arrangements such as tele work as good ways to
encourage new hiring and curb turnover. The U.S. Office of Personnel
Management has made headway with an initiative that encourages agencies to let
talented people dip into federal work on a temporary, rotating basis or create
flexible remote work programs.

60
 An article in IT People discusses the growing trend among companies to use
“employer branding” to attract employees and keep them engaged. Employer
branding initiatives aim to build mindshare in potential recruits about the
company as a preferred place to work. ArunTadanki, Chief Executive Officer of
Monsterindia.com said: “Until recently, employment ads were just showing the
job description of the vacancy. The focus in the last two to three years has shifted
and is largely driven by the IT and ITES (information technology enabled
services) employers, to create a powerful image for the organization as a ‘dream
place to work.’ What differentiates one ITES company from another is largely its
employer brand image.”

61
3.2 RESEARCHMETHODOLOGY
RESEARCH
Research is a process in which the researcher wishes to find out the end result for
a given problem and thus the solution helps in future course of action. The research has
been defined as “A careful investigation or enquiry especially through search for new
facts in branch of knowledge.
SOURCES OF DATA:
Primary data:
Primary data are collected afresh and for the first time. It is the data originated by
the researcher specifically to address the research problem. In this study, primary data is
collected primarily to understand the existing employee’s satisfaction towards
recruitment process the organization is using.
Secondary data:
Secondary data is collected from internet, registers, records, journals, articles,
magazines and annual reports of the organization.
Data collection instrument:
All data are primary data. The following instruments are primary data tools.
Questionnaire Design begins with an understanding of the capabilities of a questionnaire
and how they can help in research. If it is determined that a questionnaire is to be used
the greatest care goes into the planning of the objectives.
RESEARCHDESIGN:
Research is the overall framework of plan used for the collection an analysis of
data of the project. One of the objectives of this study is to portray the characteristics of
the employees in the sample. This part of the study is descriptive in nature.

62
 Descriptive research design:
Descriptive research studies are those which are concerned with describing the
characteristics of a particular individual or a group. One part of the study focuses
on the various reasons that influence absenteeism among workers.
SAMPLE DESIGN:
A sample design is a definite plan for obtaining the sample from a given
population. It refers to the technique the procedure that the researcher would adopt in
selecting items for sample. The probability random sampling method is adopted here.
This sampling method is one , which do provide every item in the universe with a known
chance of being included in the sample. The researcher has simple random sampling for
employees.
DATA SAMPLING:
Data sampling process includes the following steps that are sequentially shown
 Define the target population
 Define the sampling frame
 Determine the sample size
 Execute the sampling process
SAMPLE SIZE DESIGN
It refers to the number of elements to be included in the study. A sample design is
a definite plan obtaining a sample from a definite population. It refers to the technique or
the procedure the researchers would adopt in selecting items for the sample. It is
determined before data is collected. In this study
 200 samples are collected from employees

63
SAMPLING PROCESS
Convenience sampling:
A convenience sampling is obtained by selecting “convenient” population units.
The method of convenience sampling is also called the chunk. A chunk refers to that
fraction of the population being investigated which is neither by probability nor by
judgment but by convenience.
Statistical Tools used:
The tools used for analysis is
o Percentage Analysis.
o Chi-Square by using SPSS package.
A. Percentage Analysis:
Percentage refers to a special kind of ratio. Percentage is used in making
comparison between two or more series of data. Percentages are used to describe
relationship. Percentage can also be used to compare the relationship. The
destruction of two or more series of data.
Percentage of respondents= No. of respondents * 100
Total no. of respondents
B. Chi- Square test:
Suppose we are given a set of observed frequencies obtained under some
experiments and we want to test if the experimental results support a particular
hypothesis or theory. Karl Pearson developed a test for testing the significance of
discrepancy between experimental values and the theoretical values are obtained
under some theory of hypothesis. This test is known as goodness of fit.

64
Literally, an attribute means a quality or characteristics. Examples of attributes is
drinking, smoking, blindness, honesty etc..
An attributes may be marked by its presence or absence in a number of a given
population.
O = Observed frequency
E = Expected frequency

65
CHAPTER-4
ANALYSIS AND INTERPRETATION
Simple Percentage Method
Table No 4.1 Table showing the Respondent’s Gender
Chart No 4.1 Chart showing Respondent’s Gender
Source: Primary data
Interpretation:
From the above table it is inferred that 52.5% of the Respondent’s are male and
47.5% of the Respondents are female.
Inference:
Majority of the Respondents are Male.
1 Male
26%
2 Female
24%
2 TOTAL
50%
NO OF RESPONDENTS
SERIAL NO VARIABLES NO OF
RESPONDENTS
PERCENTAGE(%)
1 Male 105 52.5
2 Female 95 47.5
TOTAL 200 100

66
Table No 4.2 Table showing the Respondent’s Age
RESPONDENTS
PERCENTAGE(%)
1 Below 25 years 42 21
2 25-30 years 81 40.5
3 30-35 years 30 15
4 35-40 years 22 11
5 Above 40 years 25 12.5
TOTAL 200 100
Chart No 4.2 Chart showing the Respondent’s Age
Interpretation:
From the above table it is shown that 21% of the Respondent’s belongs to the age
group of below 25 years, 40.5% of the Respondent’s belongs to the age group of 25-30
years, 15% of the Respondent’s belongs to the age group of 30-35 years, 11% of the
Respondent’s belongs to the age group of 35-40 years and remaining 12.5% are above 40
years.
Inference: Majority of the Respondent’s belongs to the age group of 25-30 years
21%
40.50%
15%
11% 12.50%
100%
Below 25
years
25-30 years 30-35 years 35-40 years Above 40
years
TOTAL
NO OF RESPONDENTS

67
Table No. 4.3 showing Respondent’s marital status
RESPONDENTS
PERCENTAGE(%)
1 Married 120 60
2 Single 80 40
TOTAL 200 100
Chart No. 4.3 Respondent’s marital status
Interpretation:
From the above table it is inferred that 60% of the Respondent’s are married and
remaining 40% of the Respondent’s are Single.
Inference:
Majority of the Respondent’s are Married.
30%
20%
50%
NO OF RESPONDENTS
1 Married 2 Single

68
Table No. 4.4 showing Respondent’s Educationalqualification
Chart No. 4.4 showing Respondent’s Educationalqualification
Interpretation:
From the above table it is inferred that 2.5% of the Respondent’s educational
qualification are SSLC, 5% of the Respondent’s are PUC, 34.5% 9of the Respondent’s
are Degree, 47.5% of the Respondent’s are Professionals and remaining 10.5% of the
Respondent’s are other qualification.
Inference:
Majority of the Respondent’s Educational qualification are Professionals.
2.50% 5%
34.50%
47.50%
10.50%
100%
Educational Qualification
NO OF RESPONDENTS PERCENTAGE(%)
RESPONDENTS
PERCENTAGE(%)
1 SSLC 5 2.5
2 PUC 10 5
3 Degree 69 34.5
4 Professionals 95 47.5
5 Others 21 10.5
TOTAL 200 100

69
Table No. 4.5 Respondent’s Monthly Income
Chart No. 4.5 Respondent’s Monthly Income
Interpretation:
From the above data it is inferred that 32.5% of the Respondent’s Monthly
Income are Below 10,000, 22% of the Respondent’s are 10,000-15,000, 20% of the
Respondent’s are 15,000-20,000, 12.5% of the Respondent’s are 20,000-25,000 and
remaining 13% of Respondent’s Monthly Income are Above 25,000.
Inference: Majority of the Respondent’s Monthly Income are Below 10,000.
32.50%
22% 20% 12.50% 13%
100%
Monthly Income
RESPONDENTS
PERCENTAGE(%)
1 Below 10,000 65 32.5
2 10,000-15,000 44 22
3 15,000-20,000 40 20
4 20,000-25,000 25 12.5
5 Above 25,000 26 13
TOTAL 200 100

70
Table No. 4.6 Respondent’s Experience in the Organization
Chart No. 4.6 Respondent’s Experience in the Organization
Interpretation:
From the above table it is inferred that 28% of the Respondent’s are Experienced
Below 1 year, 29% of the Respondent’s are working for about 1-3 years, 28% of the
Respondent’s are Experienced for about 4-6 years, 9% of the Respondents are
experienced for about 7-10 years and remaining 6% are experienced for about more than
10 years.
Inference: Majority of the Respondent’s are Experienced for about 1-3 years.
28% 29% 28%
9% 6%
100%
Below 1
year
1-3 years 4-6 years 7-10 years Above 10
years
TOTAL
Years of Experience
RESPONDENTS
PERCENTAGE(%)
1 Below 1 year 56 28
2 1-3 years 58 29
3 4-6 years 56 28
4 7-10 years 18 9
5 Above 10 years 12 6
TOTAL 200 100

71
Table No 4.7 Respondent’s Sources ofvacancyin the organization
RESPONDENT’S
PERCENTAGE
(%)
1 Newspaper 18 18
2 Website 58 29
3 Employee
Reference
58 29
4 Friends & Relatives 51 25.5
5 Private Agencies 15 7.5
TOTAL 200 100
Chart No 4.7 Respondent’s Sources ofvacancyin the organization
Source:Primary data
Interpretation:
From the above table it is inferred that 18% of the Respondent’s came to know
about the vacancy in the organization through Newspaper, 29% of the Respondent’s
knew through Website, 29% of the Respondent’s knew through Employee Reference,
25.5% of the Respondent’s knew through Friends and relatives and remaining 7.5% knew
through Private Agencies..
Inference: Majority of the Respondent’s came to know about the vacancy in the
organization through Website and Employee Reference.
18%
29% 29% 25.50%
7.50%
100%
Newspaper Website Employee
Reference
Friends &
Relatives
Private
Agencies
TOTAL
Source of Vacancy

72
Table No 4.8 Respondent’s opinion on the Management consideration
for their Job.
RESPONDENT’S
PERCENTAGE
(%)
1 Academic
Performance
72 36
2 Job Experience 82 41
3 Reference 15 7.5
4 Personal Character 9 4.5
5 Others 12 11
TOTAL 200 100
Chart No 4.8 Respondent’s opinion on the Management consideration
for their Job.
Interpretation:
From the above table it is inferred that 36% of the Respondent’s opinion to their
job must be considered through Academic Performance, 41% of the Respondent’s
opinion was Job Experience, 7.5% of the Respondent’s opinion was Reference, 4.5% of
the Respondent’s opinion was Personal character and remaining 11% opinion was Others.
Inference:
Majority of the Respondent’s opinion to their Job must be considered through
Job Experience.
36% 41%
7.50% 4.50% 11%
100%
Academic
Performance
Job
Experience
Reference Personal
Character
Others TOTAL
Management consideration

73
Table No.4.9 Respondent’s Awareness of Recruitment process before
joining.
RESPONDENTS
PERCENTAGE
(%)
1 Strongly Agree 37 18.5
2 Agree 106 53
3 Neutral 39 19.5
4 Disagree 7 3.5
5 Strongly Disagree 11 5.5
TOTAL 200 100
Chart No.4.9 Respondent’s Awareness of Recruitment process before
joining.
Interpretation:
From the above table it is inferred that 18.5% of the Respondent’s Strongly Agree
with the Awareness of the Recruitment process before joining, 53% of the Respondent’s
Agree,19.5% of the Respondent’s are Neutral, 3.5% of the Respondent’s Disagree and
remaining 5.5% of the Respondent’s Strongly Disagree.
Inference: Majority of the Respondent’s Agree with the Recruitment process before
joining.
18.50%
53%
19.50%
3.50% 5.50%
100%
Strongly
Agree
Agree Neutral Disagree Strongly
Disagree
TOTAL
Respondent'sAwareness

74
Table No 4.10 Respondent’s Satisfactiontowards presentRecruitment
process
RESPONDENT’S
PERCENTAGE
(%)
2 Agree 108 54
3 Neutral 42 21
4 Disagree 3 1.5
5 Strongly Disagree 4 2
TOTAL 200 100
Chart No 4.10Respondent’s Satisfactiontowards present
Recruitmentprocess
Interpretation:
From the above table it is inferred that 21.5% of the Respondent’s are Strongly
Agree with the Satisfaction towards present Recruitment process, 54% of the
Respondent’s Agree, 21% of the Respondent’s were Neutral, 1.5% of the Respondent’s
Disagree and remaining 2% of the Respondent’s Strongly Disagree.
Inference: Majority of the Respondent’s Agree with the Satisfaction towards present
Recruitment process.
21.50%
54%
21%
1.50% 2%
100%
Strongly
Agree
Disagree
TOTAL
Respondent'sSatisfaction

75
Table No 4.11Respondent’s Satisafction towards the management
policies and procedures followedfor Recruitment.
Serial No Variables No of Respondent’s Percentage(%)
1 Strongly Agree 62 31
2 Agree 92 46
3 Neutral 32 16
4 Disagree 8 4
TOTAL 200 100
Chart No 4.11 Respondent’s Satisafction towards the management
policies and procedures followedfor Recruitment.
Interpretation:
From the above table it is inferred that 23% of the Respondent’s Strongly Agree
with Satisfaction towards Management policies and procedures for Recruitment, 42.5%
of the Respondent’s Agree, 31% of the Respondent’s are Neutral 1.5% of the
Respondent’s Disagree and remaining 2% of the Respondent’s Disagree.
Inference:
Majority of the Respondent’s Agree with Satisfaction towards Management
policies and procedure followed for Recruitment.
23%
42.50%
31%
1.50% 2%
100%
Strongly
Agree
Disagree
TOTAL

76
Table No 4.12 Respondent’s Satisfactiontowards the Qualification that
matches with their present Job.
RESPONDENT’S
PERCENTAGE
(%)
2 Agree 92 46
3 Neutral 32 16
4 Disagree 8 4
TOTAL 200 100
Chart No 4.12 Respondent’s Satisfaction towards the Qualification that
matches with their present Job.
Source:Primary data
Interpretation:
with the Satisfaction towards the Qualification that Matches with their present Job, 46%
of the Respondnent’s Agree, 16% of the Respondent’s are Neutral, 4% of the
Respondent’s Disagree and remaining 3% of the Respondent’s Strongly Disagree.
Inference:
Majority of the Respondent’s Agree with the Satisfaction towards the
Qualification that Matches with their present Job.
31%
46%
16% 4% 3%
100%
Strongly
Agree
Disagree
TOTAL

77
Table No 4.13 Respondent’s Satisfaction on their Comfort during the
Interview process
RESPONDENT’S
PERCENTAGE
(%)
2 Agree 84 42
3 Neutral 33 16.5
4 Disagree 3 1.5
TOTAL 200 100
Chart No 4.13 Respondent’s Satisfaction on their Comfort during the
Interview process
Interpretation:
From the above table it is inferred that 39% of the Respondent’s Strongly Agree with
Satisfaction on their comfort during Interview process, 42% of the Respondent’s Agree,
16.5% of the Respondent’s are Neutral, 1.5% of the Respondent’s Disagree and
remaining 1% of the Respondent’s Strongly Disagree.
Inference:
Majority of the Respondent’s Agree with the Satisfaction on their comfort during
Interview process.
39% 42%
16.50%
1.50% 1%
100%
Strongly
Agree
Disagree
TOTAL

78
Table No 4.14 Respondent’s Satisfaction towards the Questions asked in
the Recruitment process.
RESPONDENT’S
PERCENTAGE
(%)
2 Agree 82 41
3 Neutral 38 19
4 Disagree 0 0
TOTAL 200 100
Chart No 4.14 Respondent’s Satisfaction towards the Questions asked in
the Recruitment process.
Source:Primary data
Interpretation:
with the Satisfaction towards the Questions asked in the Recruitment process, 41% of the
Respondent’s Agree and remaining 19% of the Respondent’s are Neutral.
Inference:
Majority of the Respondent’s Agree with the Satisfaction towards the Questions
asked in the Interview process.
40% 41%
19%
0% 0%
100%
Strongly
Agree
Disagree
TOTAL

79
Table No 4.15 Respondent’s Opinion on their Nervousness during the
Time of Interview.
RESPONDENT’S
PERCENTAGE
(%)
2 Agree 69 34.5
3 Neutral 56 28
4 Disagree 14 7
TOTAL 200 100
Chart No 4.15 Respondent’s Opinion on their Nervousness during the
Time of Interview.
Source:Primary data
Interpretation:
in Opinion with the Nervousness during the time of Interview, 34.5% of the
Respondent’s Agree, 28% of the Respondent’s are Neutral, 7% of the Respondent’s
Disagree and remaining 3.5% of the Respondent’s Strongly Disagree.
Inference:
Majority of the Respondent’s Agree in Opinion with the Nervousness during the
time of Interview.
27%
34.50% 28%
7% 3.50%
100%
Strongly
Agree
Disagree
TOTAL
Respondent'sOpinion

80
Table No 4.16 Respondent’s Satisfaction towards the Screening Method
followedin the Selectionprocess.
RESPONDENT’S
PERCENTAGE
(%)
2 Agree 86 43
3 Neutral 44 22
4 Disagree 6 3
TOTAL 200 100
Chart No 4.16 Respondent’s Satisfaction towards the Screening Method
followedin the Selectionprocess.
Source:Primary data
Interpretation:
with Satisfaction towards the Screening method in the Selection process,43% of the
Respondent’s Agree, 22% of the Respondent’s are Neutral and remaining 3% of the
Respondent’s Disagree.
Inference:
Majority of the Respondent’s Agree with Satisfaction towards Screening Method
followed in Selection process.
32% 43%
22%
3% 0%
100%
Strongly
Agree
Disagree
TOTAL

81
Table No 4.17 Respondent’s Opinion towards important one in
considering during Selectionprocess.
RESPONDENT’S
PERCENTAGE
(%)
1 Interview Method 97 48.5
2 Psychological
Method
24 12
3 Written test 39 19.5
4 Discussion Method 21 10.5
5 Others 19 9.5
TOTAL 200 100
Chart No 4.17 Respondent’s Opinion towards important one in
considering during Selectionprocess.
Source:Primary data
Interpretation:
From the above table it is inferred that 48.5% of the Respondent’s consider
Interview Method as Important, 12% of Respondent’s consider Psychological test, 19.5%
of the Respondent’s consider Written test, 10.5% of the Respondent’s consider
Discussion Method and remaining 9.5% of Respondent’s consider Others.
Inference:Majority of the Respondent’s consider Interview Method is important one for
Selection process.
48.50%
12%
19.50%
10.50% 9.50%
100%
Respondent'sOpinion

82
Table No 4.18 Respondent’s Joining date Informed by HR after
Selection.
RESPONDENT’S
PERCENTAGE
(%)
1 Immediately 61 30.5
2 Within two Days 59 29.5
3 Within a Week 51 25.5
4 More than a Week 16 8
5 Within a Month 13 6.5
TOTAL 200 100
Chart No 4.18 Respondent’s Joining date Informed by HR after
Selection.
Source:Primary data
Interpretation:
From the above table it is inferred that 30.5% of the Respondent’s were Informed
Immediately after Selection, 29.5% of the Respondent’s were informed Within two days,
25.5% of the Respondent’s were informed Within a Week, 8% of the Respondent’s were
informed More than a Week and remaining 6.5% were informed Within a Month.
Inference: Majority of the Respondent’s Selection was Informed Immediately.
30.50%
29.50% 25.50%
8% 6.50%
100%
Immediately Within two
Days
Within a
Week
More than a
Week
Within a
Month
TOTAL
Respondent'sJoining Date

83
Table No 4.19 Respondent’s Co-Workerswere treatedFriendly and
Co-operatedduring Joining Period.
RESPONDENT’S
PERCENTAGE
(%)
2 Agree 70 35
3 Neutral 10 5
4 Disagree 3 1.5
TOTAL 200 100
Chart No 4.19 Respondent’s Co-Workerswere treatedFriendly and
Co-operatedduring Joining Period.
Source:Primary data
Interpretation:
with friendly treatment and Co-operation of Co-workers, 35% of the Respondent’s
Agree, 5% of the Respondent’s are Neutral, 1.5% of the Respondent’s Disagree and
remaining 1.5% of the Respondent’s Strongly Disagree.
Inference: Majority of the Respondent’s Strongly Agree with Friendly treatment and co-
operation of Co-workers.
57%
35%
5% 1.50% 1.50%
100%
Strongly
Agree
Disagree
TOTAL
Respondent'sOpinion

84
Table No 4.20 Respondent’s Satisfaction towards the Induction
Training provided by the Organization.
RESPONDENT’S
PERCENTAGE
(%)
2 Agree 75 37.5
3 Neutral 29 14.5
4 Disagree 5 2.5
TOTAL 200 100
Chart No 4.20 Respondent’s Satisfaction towards the Induction
Training provided by the Organization.
Source:Primary data
Interpretation:
From the above table it is inferred that 43.5% of the Respondent’s Strongly Agree
with Satisfaction towards the Induction Training provided by the Organization, 37.5% of
the Respondent’s Agree, 14.5% of the Respondent’s are Neutral, 2.5% of the
Respondent’s Disagree and remaining 2% of the Respondent’s Strongly Disagree.
Inference:
Majority of the Respondent’s Strongly Agree with the Induction training provided
by the Organization.
43.50%
37.50%
14.50%
2.50% 2%
100%
Strongly
Agree
Disagree
TOTAL
Respondent'ssatisfaction

85
Table No 4.21 Respondent’s Satisfaction towards the HR staffs were
Informative and Operative during the Recruitment process.
RESPONDENT’S
PERCENTAGE
2 Agree 126 63
3 Neutral 26 13
4 Disagree 8 4
TOTAL 200 100
Chart No 4.21 Respondent’s Satisfaction towards the HR staffs were
Informative and Operative during the Recruitment process.
Source:Primary data
Interpretation:
with the Satisfaction towards HR staffs were Informative and Operative during the
Recruitment process, 63% of the Respondent’s Agree, 13% of the Respondent’s are
Neutral and remaining 4% of the Respondent’s Disagree.
Inference: Majority of the Respondent’s Agree with the Satisfaction towards the HR
staffs were Informative and Operative during the Recruitment process.
20%
63%
13%
4% 0%
100%
Strongly
Agree
Disagree
TOTAL

86
CHI-SQUARE TEST
To test the classification based on years of working and levels of
satisfactionofpresent recruitment method.
LEVEL
OF
SATISFACTION
YEARS OF WORKING
TOTALBelow
1
year
1-3
year
4-6
year
7-10
year
Above 10
year
H.S
S
N
D.S
H.D.S
-
-
-
-
-
32
16
12
4
-
4
44
12
0
-
4
48
12
4
-
4
0
4
0
-
44
108
40
8
-
TOTAL - 64 60 68 8 200
NULL HYPOTHESIS (Ho)
There is no association between the years of working and the level of satisfaction
of present recruitment method.
ALTERNATIVE HYPOTHESIS (Ho)
There is association between the years of working and the level of satisfaction of
present recruitment method.

87
Chi-square Test
X2 =
∑ ( Oi – Ei )
2
i Ei
Oi = Observed frequency
Ei = Expected frequency
Ei
= Rt *Ct/ / Gt
Rt = Row total
Ct = column total
Gt = Grand total
Expected frequency
Oi Ei (Oi – Ei )2
( Oi – Ei)2
/ Ei
32
4
4
4
16
44
48
0
12
14.08
13.2
14.96
1.76
34.56
32.4
36.72
4.32
12.8
321.12
84.64
120.12
5.01
344.47
134.56
127.23
18.66
0.64
22.80
6.41
8.02
2.84
9.96
4.15
3.46
4.31
0.05

88
12
12
4
4
0
4
0
12
13.6
1.6
2.56
2.4
2.72
0.32
0
2.56
5.76
2.07
5.76
1.63
0.102
0
0.188
3.6
0.808
2.4
0.599
0.318
X2 = 69.91
d.f (or) r = (r-1) (c-1)
= (5-1) (5-1)
= 4 * 4
= 16
d.f = 16
Tabulated value of X2 0.05 d.f at 5% level of significance is 26.3
Conclusion:
Since the calculated value is greater than the tabulated value, null Hypothesis is
rejected. So, we conclude that there is association between the years of working and the
level of satisfaction of present recruitment method.

89
CHAPTER-V
5.1 FINDINGS
 Majority of the Respondents are Male.
 Majority of the Respondent’s belongs to the age group of 25-30 years
 Majority of the Respondent’s are Married.
 Majority of the Respondent’s Educational qualification are Professionals
 Majority of the Respondent’s Monthly Income are Below 10,000.
 Majority of the Respondent’s are Experienced for about 1-3 years.
 Majority of the Respondent’s came to know about the vacancy in the organization
through Website and Employee Reference.
 Majority of the Respondent’s opinion to their Job must be considered through Job
Experience.
 Majority of the Respondent’s Agree with the Recruitment process before joining.
 Majority of the Respondent’s Agree with the Satisfaction towards present
Recruitment process.
 Majority of the Respondent’s Agree with Satisfaction towards Management
policies and procedure followed for Recruitment.
 Majority of the Respondent’s Agree with the Satisfaction towards the
Qualification that Matches with their present Job.
 Majority of the Respondent’s Agree with the Satisfaction on their comfort during
Interview process.
 Majority of the Respondent’s Agree with the Satisfaction towards the Questions
asked in the Interview process.
 Majority of the Respondent’s Agree in Opinion with the Nervousness during the
time of Interview.
 Majority of the Respondent’s Agree with Satisfaction towards Screening Method
followed in Selection process.
 Majority of the Respondent’s consider Interview Method is important one for
Selection process.
 Majority of the Respondent’s Selection was Informed Immediately.

90
 Majority of the Respondent’s Strongly Agree with Friendly treatment and co-
operation of Co-workers.
 Majority of the Respondent’s Strongly Agree with the Induction training provided
by the Organization.
 Majority of the Respondent’s Agree with the Satisfaction towards the HR staffs
were Informative and Operative during the Recruitment process.

91
5.2 SUGGESTIONS
 The Recruitment process followed by the management are satisfied by the
employees and making more better could be an advantage in selecting right
people for a right job.
 The Employees are satisfied with their job allotment through their experience but
still some employees need more knowledge with experience to provide a
particular job with which experience not alone needed.
 Most of the employees are satisfied with the job provided which is according to
their Qualification, still some employees are not satisfied with their job that is not
related to qualification. Making employees placed in right job considering with
their experience and knowledge along with their qualification could be effective.

92
5.3 CONCLUSION
This project “A STUDY ON EMPLOYEES SATISFACTION TOWARDS
RECRUITMENT PROCESS” was helpful to know about the Recruitment process in
MINDLOGICX INFRATEC LIMITED. This study inferred that most of the
employees are satisfied with the present process. This study was helpful to study the
sources of Recruitment techniques and methods used.
The HR professionals are having a big responsibility to hire a best person from
the available talent pool. At the same time , one needs to be cost conscious. The employer
should judge on individual merits and set the same standards for all. In the present
scenario, “It is the biggest challenge for a HR manager to hunt and find out for talents.

93
QUESTIONNAIRE
Dear Sir/Madam
I am Arun Kumar. R, doing my II MBA in Hindusthan College of Engineering and
Technology, Coimbatore & doing a project entitled “ A STUDY ON EMPLOYEE
SATISFACTION TOWARDS RECRUITMENT PROCESS IN MINDLOGICX
INFRATECH LIMITED, BANGALORE” for the completion of my master degree.
The information provided by you will be surely kept confidential and used for academic
purposes only. Kindly co-operate with me in filling this questionnaire.
1. Name:
2. Gender: a) Male b) Female
3. Age
a) Below 25 b) 25-30 c)30-35 d)35-40 e) Above 40 years
4. Marital status
a) Married b) Unmarried
5. Educational Qualification
a) SSLC b) PUC c) Degree d) Professional e) others
6. Department
7. Monthly income
a) Below Rs.10,000 b) Rs.10,000-15,000 c) Rs. 15,000-20,000
d) 20,000-40,000 e) Rs. Above 50,000
8. How long are you working in this company
a) Below 1Year b) 1-3 Years c) 4-6 Years d) 7-10 Years e) Above 10 Years

94
9. From which source did you come to know about the vacancy in this company?
a) Newspaper b) Website c) Employee reference d) Friends & Relatives
e) Private agencies
10. In your opinion on which factor has the management consider your
application for the job?
a) Academic performance b) Job experience c)Reference d) Personal character
e) Others specify
11. I was aware of the recruitment process about this Company before joining?
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree
12. I am satisfied with the present recruitment method?
13. I am satisfied with the management policies and procedure followed for
recruitment process?
14. I am satisfied with my job profile that matches my educational qualification?
15. I was made comfortable during the interview process?
16. I was satisfied with the question that was asked during the recruitment
process?

95
17. I was nervous during the time of interview?
18. The screening method followed in the selection process was satisfactory?
19. In your opinion which one is consider more important in the selection
process?
a) Interview method b) Psychological test c) Written test d) Discussion
method e) others
20. The result of my selection was informed by HR?
a) Immediately b) Within two days c) Within a week d) More than a week
e) Within a month
21. My co-workers were treated friendly and co-operated during my joining
period?
22. I am satisfied with the induction training provided in this company?
23. The HR staffs were informative and operative during the interview process?
24. Would you like to make any other comments to improve the recruitment
process in the company?

96
BIBLOGRAPHY
BOOK
 Aswathappa.K, ‘Human Resource and Personnel Management’, New Delhi,
Tata McGraw hill publishing company ltd, 1999.
 Gankar. S.V & Mamoria C.B., ‘Personnel Management’, Mumbai, Himalaya
Publishing house 2002.
 Desseler and Garry ‘Human resource Management, prentice hall of India
Private Ltd’,7th edition 2002.
 Biswajeet Pattanayak Human resource Management(2nd edition) Published by
Ashoke K. Ghosh.
 Kothari , ‘Research Methodology’, Viswa Prabakaran Publishes, Second
Edition 2002.
 Gupta S.P., “Statistical Methods”, Sultan Chand & Sons Publishers, New
Delhi, Thirty Fourth Edition,2005.

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