CHAPTER I

INTRODUCTION

CONSULTANCY SERVICES

Introduction

Recruitment consultancy services play a pivotal role in determining the success of any
organization. They develop and retain workforce to accomplish business goals. Their
inexhaustible contributions towards the elevation of employee‟s task performance and
remuneration programs have rendered them a “must-have” position in all sized businesses.
Human Resource Management consulting is increasingly necessary in today‟s job
scenario as it works for the betterment of both the HR Department of the hiring company and
the candidates recruited by them. Can eccentric part of introducing and working through HR
management consultants is to provide effective manpower and refocus on the neglected area
of area growing organization.

The following points cover all the areas of core competency of recruitment consultancy
service:
 Management and retention of employees and talented individuals with proper
implementation of incentive and reward programs.
 Ensuring health and benefits plans are executed properly.
 Preserving all mergers and acquisition details and also abiding by cost variables
 Communication important changes or events to different department of an
organization.
Developing and retaining workforce is essential to elevate and accomplish business
goals-a vision and work of every HR consultant that contributes to the higher goals of every
organization. HR personnel provide a realistic roadmap to all aspiring candidates and address
the expectation of career growth to existing employees that works for the betterment any
firm. With a professional HR management team, any company can reach its objective in
lesser time than usual.
HR Professionals of top HR consulting Firms assist in creating and regulating the
practices which emphatically synchronizes the employee‟s career goals to that of the

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organization. Apart from other contributions, HR Consultants of a top HR consulting firm
re-establishes and formulates working partnership between a company and its employees.
In order to foster growth and retaining employees, HR consulting services provide
human resource planning service such as:
 Evaluation
 Promotion
 Layoff
Among other services like recruitment, selection, hiring and crafting training &
development programs for talented individuals, they also focus on employee retention and
growth through – Evaluation, promotion and layoff strategies. These are designed for the
benefits of employees who are motivated to perform better and report low or negligible
grievances towards the organization. As employee are the most valuable asset of any
organization, it is crucial to take their growth opportunities as important as the higher goals of
the organization.

In a broad sense, HR professionals not only manage attrition and employee relations,
but also deliver important information regarding competitors which leads to the strategic
planning of upcoming events that needs to take place within the organization. Hiring HR
personnel from top HR consulting firms can manifest success in many forms and this
eventually lead to harmony in the relations of employees and employers.
The consulting industry isn‟t just made up of strategy consulting. It covers a wide
variety of expertise across multiple industries .clients hire consultants to improve their
performance, and demand concrete results at every stage of a project. It‟s a tough industry to
work in.
Consultancy is a blanket term that can refer to any form of professional advice-giving.
Pretty much anyone who is in a position to give specialized advice on a particular business
process can claim to be a consultant. He could be a distinguished professor from your local
university, or the hardworking employee of a global consulting firm.

DIFFERENT KINDS OF CONSULTANCY

 Specialist consultancy
This is the segment we usually think about whenever we talk about
consulting. Strategy consultants (also known as management consultants) offer advice that is
typically targeted at the client‟s senior management. Strategy consultancy is regarded as a
lucrative and prestigious profession, the career of choice of many business school graduates
all over the world, so it‟s no wonder that it gets a great deal of attention.
 Strategy consultancy
Specialist consultancy focuses on a particular industry, or a particular business
domain. For example, there are consulting firms that have expertise in giving advice to the
people sector or the energy industry, and then, there are other firms that specialize in public
relations, supply chain management, accountancy, and so on.
 Integrated solutions consultancy
Drawing expertise from a variety of domains, these consultants implement
customized solution for their clients. Such as building and installing new technology. Client
typically outsources entire processes to these consulting firms, for them to directly manage
the improvements needed.
Note that these segments are far from being clearly defined. By and large, the
smaller the consulting firm, the likelier it is for it to be a specialist consultancy. Large
consulting firms on the other hand, especially those whose practices span the globe, are very
to operate in all three segment at the same time. They may even have more ways to segment
their own industry.

Companies use consultants

Companies go to consulting firms to get fresh perspectives on intractable problems. It
is often the case that when you‟re in the thick of a problem, you‟d lose sight of the forest for
tress. Hearing ideas from an independent source is a good way to get new ideas for improving
business performance. Consultants work with a large number of clients, and are necessarily
familiar with a wide variety of business models within their field of specialization. They are
therefore in an excellent position to judge the viability of a client‟s business, and
subsequently recommend changes that would help the client catch up to, or even surpass, its
competitors.
Consulting starts when a client wants to improve performance in some part of its
business, but recognizes that it does not have the expertise to do it. It becomes particularly
challenging when the client needs to resolve the issue within a short frame of time. It is
prohibitively expensive, maybe even impossible, for the client to train its own staff to solve
the problem. This is where consulting firms come in.They provide external pools of expertise
that clients can immediately use on a short-term basis. Consulting firms thus provide
economic access to specialized expertise. The cost of training and developing these of
external experts are borne by the consulting firms, who spread the cost over multiple clients.
There‟s also the advantage of using consultants to circumvent an organization‟s
internal politics. Change management is often a gut-wrenching process for a client‟s
company. Each „faction‟ in the company has its own vested interests to protect, which can
lead to stubborn resistance against change. Consultants work outside of their client‟s
hierarchy, and are therefore in a better position to overcome such resistance.
And finally, there‟s the fact that consultants are smart people. The consulting industry
regularly draws the top minds in business into its ranks and has an aggressive campus
recruitment programme to hire to best fresh graduates.
Consultants are particularly good at applying a systematic approach us identifying
and solving a wide range of business problems. Each consulting firm uses its own, more or
less unique, methodology for analysis, and its consultants are trained to apply the
methodology on all projects. Consultancy is an intangible Service, so the formulation of such
methodologies is the industry way of presenting its expertise in a tangible format.
Essentially, a methodology is a Formal process by which all the issues behind a poorly
defined problem is Surfaced and documented. It is a way of ensuring accountability
throughout a Projects life cycle.

Consultancy in recent years

The consulting industry has its ups and downs like any other industry globally;
consulting firms are beginning to recover from economic downturn the Early 2000s.
Recruitment has been picking up, but not yet at same scale as the Booming 1990s.
The mass hysteria of the dotcom era gave rise to a glut of poorly conceived
Consulting projects. Naive companies hired consultants willy-nilly to deploy the Latest
technologies in their businesses. The failure of such projects to deliver Promised results has
led to a backlash against the consulting industry, and Consultants have come to be as vilified
as insurance agents.

SOLVERS INDIA
Solvers India is one of the pioneers in the field of human resources for over a decade.
Solvers India is a vivacious and the modest organization instituted to support assorted
organizations in empowering their man power and build a dominant team in this aggressive
business world. In the process of expanding and enhancing the horizon, they have
successfully proved their potential by branching out the services into the field of event
management. Event management is another imperative are which they are sitting new trends
for the sector and they expertise in conducting job fairs, technical events too.

“Solvers India” is a leading HR Recruitment Firm in Coimbatore for over 10 years

now. Solvers India is multifaceted company which is excelling in recruitment and event
management. Job fair is the extract of their expertise in event management competence. They
are utilizing the perfect blend of human resource & event management skill for organizing
job fairs and pool campus to identify the candidates.
One of the biggest recruitment challenges for a large organisation is volume hiring at
junior levels without compromising on quality & deliver on time. Solvers India operates on a
key account management model where, because of the volumes with each client, they
dedicate resources on a full times basis to serve a client.
Solvers India helps build effective leadership teams for companies. Their
experience, relationship with senior-level executives and commitment to quality service;
provides clientswith access to the best talent network. The consultants are HR professionals,
who understand the clients operations, business strategies and competitive landscape, thereby
improving our ability to serve their client‟s.

WHAT THEY DO?

To fulfill the employment needs of industries and top organizations, solvers India
initiated many implementations to abstract skills and talents. They are here for their concern
to discover those rare qualities that would match up with your impel need.
Solvers India is built with a team of Entrepreneurial academicians with eminent
members to maneuverer with various tasks through competitive challenges as a part of their
resolution. They are here to mettle up talented persons to match up with the expectations of
your organization.
SERVICES
One of the biggest recruitment challenges for a large organization is volume hiring at
junior levels without compromising on quality & deliver on time.
They operate on a key account management model where, because of the volumes
with each client, they dedicate resources on a full time basis to serve a client.
Solvers India helps build effective leadership teams for companies. Their experience,
relationship with senior-level executives, and commitment to quality service; provides clients
with access to the best talent network. Their consultants are HR professionals, who
understand the clients operations, business strategies, and competitive landscape, thereby
improving their ability to serve their clients.

CONTIGENCY RECRUITMENT
An ongoing recruitment & placement activity to client organization. We do a
search for candidates through our internal extensive and robust search engine and them the
chosen candidates are put in touch with the client to take it forward.
Leadership is the single most important contributing factor to an organization‟s success.
Board level appointments, senior Executives and Top Management form the most critical
resources in any organization
Identifying screening, assessing and recruiting qualified individuals to serve in a
dynamic environment requires insight, creativity and experience. We have what it takes to
help you hire the right person to occupy the key roles in your organization.

VISION
 To provide innovative and customized solutions which focus on continuous process
of improvement with cost containment?
 To transfer from unemployed the employed to drive a new era of careers, growth &
development.

MISSION
 Mission is to be recognized as a quality driven agency committed to the provision of
fastest-professional recruitment solutions.

VALUES
 To provide innovative and customized solutions which focus on continuous process
of improvement with cost containment.
  Build trust with clients and each other by actions and deliverables. They deliver what
they promise to their people and their clients.
 They ensure they deliver high standards of deliverables time and again.
HR ACTIVITIES
 Campus interview
 Walk in interview
 candidate outsourcing
 Training session
 Career guidance
 Job fair
 Pool campus
EVENTS
In the process of expanding and enhancing our horizon, they have successfully proved
their potential by branching out their services into the field of event management.
Event Management is the another imperative area which they are sitting trends for the
sector, they have expertise in
 Conducting Job fairs
 Branding
 Budgeting the Event
 Celebrity Co-ordination
 Event hosting & promoting
 Fashion shows
JOB QUEST
By utilizing the perfect blend of their Event Management and Human Resources, as a
routine venture, Solvers India initiated the new concept of Job Fair in the name of Job Quest.
Job Quest is to bridge the gap between employers and employees. It will be a platform for the
budding students and experienced candidates to reach their dream company.
The purpose of this event is to serve the student community and guide them to get
their aspire job. They have launched a new project connect to corporate for the college
students to enter into the corporate world. This project aims at identifying potential
Candidates reputed institutions and grooming them for suitable post in prestigious
multinational company.
CLIENT PROFILE OF SOLVERS INDIA
 The aim of this research is to investigate the nature of the gap between employer
expectations of skills and job expectations of graduates. The specific objectives of the
study are to identify job expectations of graduates and undergraduates; factors that affect
their job expectations; employer needs and expectations; gap of expectations between the
employers and graduates.

Thus the research problem is to identify what graduates expect of their jobs, what skills
they want to improve and how these expectations can be compared to the needs and
expectations of the job markets.

Job seekers Needs

Employers normally give their comments on the skills they are looking for in
new employees. The following are some of the most common skills and their
definitions expected from their new employees (Employers‟ needs, Career services,
2002 Available online)

1. Time Management: The ability to manage several tasks at once, to set priorities and
 allocate time effectively in order to meet multiple deadlines.

2. Self-Understanding: The ability to know about strengths and personal

characteristics.

3. Learning Skills: The ability to learn effectively from a wide range of sources
including competencies such as learning what matters, organizing information and
critical thinking.

4. Teamwork Skills: The ability to work effectively as a member of a team and to

understand the dynamics that make teams successful.

5. Leadership Skills: The ability to lead, influence and motivate others.

6. Problem Solving: The ability to identify, prioritize and solve problems. The ability
to ask the right questions, sort out the many facets of the problem and determine
possible solutions.

7. Working with Diversity: The ability to respect and tolerate different points of view,
values and philosophies of life and deal constructively with people who differ from
you.

8. Career Planning: The ability to manage your career in a constantly changing world
of work.

9. Understanding Workplace: The ability to grasp the underlying values of the

workplace, its dynamics and expectations.

10. Risk Assessment Management: The ability to assess alternative courses of action
in terms of their consequences and associated risks and to identify alternative ways
to reduce inherent risk.

Major components deciding better prospects in BPO Sector

Skills Graduates should

(a) Have a body of knowledge in the field(s)studied;
(b) Be able to apply theory to practice in familiar and unfamiliar
situations;
Knowledge
(c) Be able to identify, access, organize and communicate knowledge in
skills
 both written and oral English;
(d) Have an appreciation of the requirements and characteristics of
scholarship and research; and
(e) Have the ability to use appropriate technologies in furthering all of
the above.
(a) Be able to exercise critical judgment;
(b) Be capable of rigorous and independent thinking;
(c) Be able to account for their decisions;
Thinking (d) Be realistic self evaluators;
skills (e) Adopt a problem solving approach; and
(f) Be creative and imaginative thinkers.
(a) The capacity for and a commitment to life-long learning;

Personal skills (b) The ability to plan and achieve goals in both personal and the
professional spheres;
(c) The ability to work with others.
(a) Strive for tolerance and integrity; and
Personal (b) Acknowledge their personal responsibility for:
attributes their own value judgments; and
(c) Their ethical behavior towards others.
(a) Be able to use information technology for professional and personal
development; and, where appropriate, be able to do following:
(i) Collect, correlate, display, analyze and report observations;
Practical skills
(ii) Apply experimentally-obtained results to new situations;
(iii) Test hypotheses experimentally; and
(iv) Apply technical skills appropriate to their discipline.
Gap between Employer Expectations and Employee Expectations
The main objective of this research was to find out the gap between
employers‟ needs expectations and employees job expectations. Table 14 shows related
factors and gap between groups‟ ideas about factors affecting the securing of the job,
assessment of university curriculum and training needs expectations. The table mainly is
divided into two parts as employer side (demand) and employee (supply) side. In the
employee side, employed graduates, unemployed graduates and undergraduates are included.
Results from faculty members are also included into employee side to compare with
employers expectation.

FRAME WORK OF PROJECT

Assessing the expectation of job seekers and mapping of career

opportunities.

 To assess the expectation of job seeker and mapping career

opportunities

Assessing the skills in the dimensions like Knowledge skills, Thinking skills,
Personal skills, Personal attributes , Practical skills

1. Descriptive Research design Tools:

2.104 respondents as sample 1.Percentage Analysis 3.ANOVA
unit
2.Mean Score Value 4.Correlation
3.non- Probability sampling

Respondents‟s comments & suggestions were taken and there is a gap between the
expectation of job seeker and carrier opportunities.

Skill sets with job seekers and corporates expectation

Gap exists

Large gap Moderate gap Small gap

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 Objective
The main objectives fixed for the current research at Solvers India are:
Primary objectives:
To identify the gap between the expectation of job seekers and mapping of career opportunities
Secondary objective:
To analyze job descriptions and specifications for the roles in organization structure.
Scope of the study
This study is aimed at determining the required skill and the expectation of job
seekers. Scope of this study can be viewed under the following heading
To the researcher:
The researcher could gain practical knowledge and experienced in both operation and human
resource management of a company. Moreover, it helps the researcher to observe and realize the
hindrances and motivations felt by the job seekers
To the organization:
This study will enable the company to know the job seekers level of skills that are required for
performing various activities which would enable the company to fulfill the training requirement
.It helps the company to know about the employee‟s attitude towards its various human resource
facilities. This would provide the basis for the company while recruiting skilled employees.
To the respondents:
This study helps the respondents in knowing the level of possession of the required skills. the
respondents get a chance to express their skill levels which management would not have known.
This study gives an insight to the researcher in understanding the gap that tends to exist in the
organization and the means to reduce it.
Limitation:
A. Geographical
The study is limited to the solvers India, Coimbatore
B. Procedural
All data collected are generally limited by the method adopted.in the current
research, the method of data collection being observation and questionnaire, data is
limited to the extent of availability of data through this method
C. Statistical techniques

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 Since the current research is related to gap analysis, statistical analysis plays a
minimal role. The tool used in this study is limited to Percentage analysis, Mean score,
Anova.
 CHAPTER 2
LITERATURE REVIEW

2.1 INTRODUCTION
Review of literature shows the previous studies carried out by many researchers in this
field. Previous studies are reviewed in order to gain an insight into the extent of research done in
this topic and to access what impact this study will have on this topic.

Jie Hao,Anthony Welch The article examines the job-seeking experiences of a key group of
high-skilled returnees, after taking advanced degrees, discussing the outcomes in terms of
salaries and length of time to secure employment, as well as analysing their advantages and
disadvantages relative to their domestic peers. On the basis of survey and interview data, the
views of both returnees and employers are canvassed, as also issues of re-integration and Chinese
networks and values. This article helped in framing the questionnaire which helps in knowing
what skills are required

Eddy S. W. Ng,Linda Schweitzer, Sean T. Lyons states that this study investigated the career
expectations and priorities of members of the “millennial” generation and explored differences
among this cohort related to demographic factors (i.e., gender, race, and year of study) and
academic performance. This study helped in knowing what are the carreer opportunities
available and those factors for which helps in fulfilling the expectation of job seekers

Myrto Rafailidou states that this study explore further the effects of a number of individual
characteristics on job search behavior, effort, job search outcomes, as well as, on psychological
well‐being. We examined these relationships using a daily diary methodology with the
participation of 79 recent university graduates–job seekers. This study helped in knowing the
implications for job seekers to cultivate these skills that are related to these individual
characteristics helpful in maintaining a positive psychological state during the job search period

Ms. L. V. K. Jayathilaka and Mr. S. A. R. Lasantha states that this research was conducted
with the objective of identifying required skills and strategies to develop skills in order to expose
students of Commerce and Management discipline to the job market. This Research helped in
knowing the current job market level of Commerce and Management students is at a good level,
apparently private sector employers are looking for more skills, and also helped in knowing
whether those skill sets match the expectation of job seekers

Modeling the Relationship Among Perceived Corporate Citizenship, Firms’ Attractiveness,

and Career Success Expectation: This study hypothesizes that the perceived corporate
citizenship of job seekers positively affects a firm‟s attractiveness and career success
expectation. This study‟s proposed research hypotheses are empirically tested using a survey of
graduating MBA students seeking a job. The empirical findings shows that a firm‟s corporate
citizenship provides a competitive advantage in attracting job seekers and fostering optimistic
career success expectation. This study helps in knowing how to attract the job seekers who are
seeking for job

Establishing the dimensions, sources and value of job seekers' employer knowledge during
recruitment: This study helped in knowing the Job seekers' employer knowledge creates value
for an organization because it determines how they pursue and process information about the
organization, whether they accept jobs with the organization, what they expect from the
organization as new employees, and this study helps in framing the question for knowledge skills

Profiles of mature job seekers: Connecting needs and desires to work characteristics: The
number of mature job seekers actively pursuing employment is increasing, and it is critical to
recognize the variety of needs and desires they want from employment. We hypothesized that
mature job seekers would be grouped into meaningful clusters based on their desires for work
and that these groups would differ regarding the work features they were looking for in a new
job. Using survey data from a sample of 173 mature job seekers over age forty, we identified
three clusters: Those who work primarily for monetary and family reasons (which we labeled
satisficers), those who seek personal satisfaction and learning opportunities from employment
(free agents), and those who seek employment for a broad variety of reasons (maximizers). This
study helped in knowing what age group of people refers what kind of job.
Person–Organization Fit, Job Choice Decisions, and Organizational :To investigate job
seekers‟ and new employees‟ subjective person–organization (P-O) fit perceptions, we studied
96 active job seekers across three time periods, from their initial job search activity to their
intended turnover from the jobs they accepted. Hypotheses were motivated by P-O fit, job
choice. and this study helped in knowing what are the determinants of job seekers‟ and new
employees‟ P-O fit perceptions, and how important are P-O fit perceptions in job choice
decisions and work attitudes relative to job attributes. Finally, results suggested that job seekers
can manage their future work attitudes by weighing P-O fit in their job choice decisions.

‘McJobs’, ‘good jobs’ and skills: job‐seekers' attitudes to low‐skilled service work: The
article examines whether job‐seekers are reluctant to pursue these opportunities, and provides an
analysis of the motives of those ruling out service work. A range of potential barriers is
discussed, including the extent to which job‐seekers perceive the service economy as offering
only so‐called „McJobs‟– low‐skilled, low‐paid jobs with few opportunities for development.
The article concludes that policy action may be required to encourage job seekers to consider a
broader range of vacancies and to provide tailored training in partnership with service employers.
On the demand side, service employers must address the need for entry‐level positions that offer
realistic salaries, decent work conditions and opportunities for progression and development.
This study helps in knowing what career opportunities are available

Importance of person‐organization fit to job seekers: This study investigates the

importance of person‐organization fit to job seekers. The study hypothesizes that as job
experience increases, importance of fit will also increase. Further, it hypothesizes that desire
for personal control will be positively associated with importance of fit. Results suggest that
while number of years of work experience is not related to the importance placed on person‐
organization fit, having an experience of perceiving poor fit with an organization does relate
to the importance placed on fit in future job searches. This study helped in knowing the
factors for assessing the organization attraction

Method and system for making connections between job seekers and employers: It is an
object of the invention to create a new way of connecting job seekers with employers that will
change the way traditional employment searches are conducted by both parties. Our aim is to
subordinate the importance of a resume behind or below a more objective matching of a person's
personality traits with the desired traits for an available position. This study helps in knowing
how job seekers come to know about the career opportunities by connecting themselves to the
employers

Predictors of job seekers’ self-disclosure on social media: Social media-based screening is a

well-known practice to both recruiters and job seekers. It helps in knowing about how job
seekers present themselves on social media, i.e. „self-disclosure‟, for employment purposes. This
study builds on the theories of computer-mediated communication, self-efficacy and social
exchange to examine job seekers‟ professional online image concerns.
 CHAPTER 3
RESEARCH METHODOLY

Research methodology is used to systematically solve the problem. Considering the

objectives of the study, the methods are logically chosen and adopted, so that the results are
capable of being evaluated either by the researcher or by others.
RESEARCH OF DATA
Descriptive research method is used for the study of assessing of expectation of job
seekers and mapping of career opportunities
SOURCE OF DATA
This research is containing both primary and secondary data.
Primary Data
Primary data is collected directly from respondents using data collection methods like
Questionnaires, direct observation. Primary data for this study will be generated through
questionnaire.
Secondary Data
Secondary data is the data that already exists which has been collected by some other
person or organization for their use, and is generally made available to other researchers free or
at a concessional rate. Source of secondary data to make the study more effective as possible
with the help of published data such as company data and web sites.
DATA COLLECTION TOOL
Ordinal scale is used to arrange objects according to some particular order. Likert scale
consists of a series of statements where the respondent provides answers in the form of degree of
agreement or disagreement. Well-structured questionnaire using ordinal and Likert scale is used
to retrieve data from primary sources backed by interview.
SAMPLING TECHNIQUES
Convenience sampling is a type of non-probability sampling method in which selection
of units from the population is based on their easy availability and accessibility to the researcher.
This study adopted Convenience sampling. The researcher approaches 104 respondents from
arts and science collage.
SAMPLE UNIT
 Sampling unit is a basic unit that contains a single element or a group of elements of the
population to be sampled. The sample unit for this study is comprised of students from arts and
science collage
SAMPLE SIZE
The sample size of the study consists of 104 respondents from arts and science collage
TOOLS USED FOR ANALYSIS
This study deals with various technical tools to interpret the data collected. After data
collection special software SPSS16.0 is applied to analyze the data. The appropriate statistical
tools and techniques used are as follows
 Percentage Analysis
 Mean score value
 Anova

Percentage Analysis
Percentage method refers to a specified kind which is used in making comparison
between two or more series of data. Percentages are based on descriptive relationship. It
compares the relatives‟ items. Since the percentage reduces everything to a common base and
thereby allow meaning comparison.
Percentage = (No. of Respondents / Total no. of Respondents)* 100

Mean score value

Mean score value method is used to find the mean score of the factor from the respondents
Score value = No. of Respondents * Score

Mean Score value = Score value / No. of Respondents

Analysis of Variance (ANOVA)

The Analysis of Variance (ANOVA) is a powerful and common statistical procedure in the
social sciences. It can handle a variety of situations. In statistics, ANOVA is a collection of
statistical models, and their associated procedures, in which the observed variance in a particular
variable is partitioned into components attributable to different sources of variation.
 CHAPTER 4

ANALYSIS AND INTERPRETATION

INTRODUCTION

Analysis is a systematic approach to problem solving. It refers to the computation of certain

measures along with searching for patterns of relationship that exists among data collected.
Complex problems are made by separating them into more understandable elements. This
involves the identification of purpose and facts, the statement of defensible assumptions, and
the formulation of conclusion.

Researchers often find data analysis the most enjoyable part of carrying out a research study,
since after all of the hard work and waiting they get the chance to find out the answers. If the
data do not provide answers, that presents another opportunity for creativity. So analyzing
the data and interpreting the results are the reward for the work of collecting the data.

As with most other aspects of a study, analysis and interpretation of the study should
relate to the study objectives and research questions. One often helpful strategy is to begin by
imagining or even outlining the manuscript to be written from the data. The usual analysis
approach is to begin with descriptive analyses, to explore and gain a feel for the data. Analysis
was carried out using the following tools:

 Percentage Analysis
 Mean score value
 ANOVA
4.1 FACTORS FOR ANALYSIS& TOOLS APPLIED

Table No: 4.1.1

Factors for Analysis

Factors Tools

Age

Gender Percentage

Marital status

knowledge skills

Thinking skills
Mean Score
Personal skills
Value
Personal attributes

Practical skills

Language proficiency

Significant difference between the knowledge skill and the age

significant difference between the thinking skills and the age

significance difference between the personal skills and the age

Significant difference between the personal attribute and the

ANOVA
age

Significance difference between the practical skill and the age

Significance difference between the language proficiency and

the age
 GENDER
Gender role attributes are important around the world. It determines the cultural values,
roles and belief at all levels. It also ensures equal participation. The table 4.2.1 shows the gender
respondents.

TABLE 4.2.1

GENDER

Gender Frequency Percent

MALE 48 28.2

FEMALE 56 32.9

Total 104 61.2

From the above table it is clear that majority of respondents are female. According to a report by
NASSCOM One out of the $ 143 billion Indian BPO industry is female and also states that the
BPO sectors which employs 3.7 million people has seen a rise in the number of female joining
the sector in 2015. Hence it is found that the skill set acquired by the female are excellent verbal
and written communication skills, team player ,flexible at working in night shift ,excellent
attitude, knowledge retention, attention to detail, organistion friendly, calm under pressure, speed
and creativity, patience, timeliness, empathy, knowledge about the product and services, positive
attitude, attentive listening, good typing skill ,good analytical skill. Hence it is important to
acquire these skill set which has lots of career opportunities in the field of international voice
process, AR calling, US voice process, International calling, inbound process, outbound process,
international BPO, call centre in the BPO organization.
 CHART 4.2.2

120

100

80

60 Frequency
Percent
40

20

0
MALE FEMALE Total

Age
Age is one of the personal information and it can have major impact on recruitment
practices and policies of organization. This table shows the different age respondents

Table 4.3.1

AGE

Age Frequency Percent

19 58 34.1

20 43 25.3

21 3 1.8

Total 104 61.2

From the above table it is clear that majority of the respondents are in the age group of 19.It is
found that the collage graduate are attracted to find employment at BPO due to minimum
qualification. Hence 1.3 million employed people in bpo industry in 2016 and it is expected to
grow up to 1.7 million this year. BPO sector is one of the fast growing industries in India, It
provides career opportunities for fresh candidates. Attractive emoluments is one of the reason
that brings lots of freshers into BPO organization .It also states that BPO sectors can seek
employment just after their education. Therefore it is important for the fresher to have excellent
verbal and written communication skills, team player ,flexible at working in night shift
,excellent attitude, knowledge retention, attention to detail, organization friendly, calm under
pressure, speed and creativity, patience, timeliness, empathy, knowledge about the product and
services, positive attitude, attentive listening, good typing skill, good analytical skill. Hence it is
important to acquire these skill set which has lots of career opportunities in the field of
international voice process ,AR calling, US voice process, International calling, inbound process,
outbound process, international BPO,call centre in the bpo organization.

CHART 4.2.2

Age
120

100

80

60 Frequency
Percent
40

20

0
19 20 21 Total
 Course studied

TABLE 4.2.3

COURSE STUDIED

Course studied Frequency Percent

B.A 31 18.2

B.COM 27 15.9

BSC 24 14.1

BBA 22 12.9

Total 104 61.2

From the above table it is clear that majority of the respondents belongs to BA
department.
It is found that BA graduates are attracted to BPO sector which has career opportunities such as
customer services executives, tele calling sales for web process, process associate, international
voice process, AR calling, US voice process, International calling, inbound process, outbound
process, international BPO, call centre . It also states that BPO sectors can seek employment just
after their education. Therefore it is necessary to have certain skill set such as , excellent verbal
and written communication skills, team player ,flexible at working in night shift ,excellent
attitude, knowledge retention, attention to detail, organization friendly, calm under pressure,
speed and creativity, patience, timeliness, empathy, knowledge about the product and services,
positive attitude, attentive listening, good typing skill, good analytical skill.
 CHART 4.2.4
COURSE STUDIED

120
100 Frequency
80 Percent
60
40
20
0

B.AB.COMBSCBBATotal

4.5.1 Marital status

Marital status is identifying part as whole in a demographic profile. The parts, completely
unrelated may be brought together as a group, belonging to the whole by establishing a common
relation between them. This table shows the marital status of an respondent
Table 4.2.5

MARITAL STATUS

Marital Status Frequency Percent

MARRIED 14 8.2

UNMARRIED 90 52.9

Total 104 61.2

From the above table it is clear that majority of the respondents are unmarried because the BPO
Organization mostly concentrate in hiring freshers. Therefore, it is found that most of them fall
in the age group of 19.Hence the college graduate are attracted to find employment at BPO due
to minimum qualification.Around 1.3 million employed people in BPO industry in 2016 and it is
expected to grow up to 1.7 million this year.BPO sector is one of the fast growing industries in
India.It provides career opportunities for fresh candidates. Attractive emoluments is one of the
reason that brings lots of freshers into bpo organization. hence is important to acquire skill set
like excellent verbal and written communication skills, team player ,flexible at working in night
shift ,excellent attitude, knowledge retention, attention to detail, organistion friendly, calm under
pressure, speed and creativity, patience, timeliness, empathy, knowledge about the product and
services, positive attitude, attentive listening, good typing skill, good analytical skill.

CHART 4.2.5

120
marital status
100

80

60
Frequency
40 Percent

20

0
MARRIED UNMARRIED Total

MEAN SCORE VALUE

Knowledge level
KNOWLEDGE LEVEL Mean Std.deviation

Have a body of knowledge in the field(s) studied 2.9712 1.47112

Be able to apply theory to practice in familiar and unfamiliar

2.8269 1.44439
situations

Be able to identify, access, organize and communicate

2.9135 1.46221
knowledge in both written and oral English

Have the ability to use appropriate technologies in furthering all

2.9231 1.45277
of the above

AVERAGE MEAN 9.442375

From the above table the mean score of body of knowledge in the field studied is highly
significant (µ =2.9712).therefore it is important to have a knowledge in analytic, basic
computers, good listening, customer orientation skill which helps in career opportunities such as
international voice process, AR calling, US voice process, International calling, inbound process,
outbound process international BPO and the organization like cognizant, wipro, Infosys, home
credit, Mphasis, Tech Mahindra, AEGIS ,HGS, IBM, HCL, KGISL, Sutherland global services,
Concentrix, Accenture, Tata consultancy provide career opportunity with the skill set such as
listening, speaking, writing, analytical and research skills, flexibility/adaptability ,interpersonal
abilities ,ability to make decision and solve problems, ability to plan, organize and priorities
work, ability to wear multiple hats, leadership /management skills, attention to detail, self
confidence, public speaking, tactfulness, creativity, ethics and integrity ,strong work ethic, ability
to accept and learn from criticism, computer and electronics skills. , team player ,flexible at
working in night shift ,excellent attitude, knowledge retention, attention to detail, organization
friendly, calm under pressure, speed and creativity ,patience, timeliness, empathy knowledge
about the product and services, positive attitude, attentive listening good typing skill.

Thinking skills
Mean Std.deviation

Be able to exercise critical judgment 3.0192 1.39333

Be capable of rigorous and independent

2.9712 1.43098
thinking

Be able to account for their decisions 2.9615 1.47420

Be realistic self evaluators 2.9038 1.39011

Adopt a problem solving approach 3.2692 3.16605

Be creative and imaginative thinkers. 3.0673 1.44319

AMSV
15.63611
From the above table the mean score of adopting a problem solving solution is highly
significant (µ =3.2692)hence in order to meet corporate expectation it is necessary to have skills
set that would provide career opportunities .Therefore the skill set that are necessary to meet
corporate expectation listening, speaking, writing, analytical and research skills,
flexibility/adaptability ,interpersonal abilities ,ability to make decision and solve problems,
ability to plan, organize and priorities work, ability to wear multiple hats, leadership
/management skills, attention to detail, self confidence,public speaking, tactfulness, creativity,
ethics and integrity ,strong work ethic, ability to accept and learn from criticism, computer and
electronics skills. , team player ,flexible at working in night shift ,excellent attitude, knowledge
retention, attention to detail, organization friendly, calm under pressure, speed and creativity
,patience ,timeliness, empathy, knowledge about the product and services, positive attitude
,attentive listening ,good typing skill are required which has career opportunities in the field of
international voice process, AR calling, US voice process, International calling, inbound process,
outbound process

Personal skills
MEAN Std.deviation

The capacity for and a commitment to life-

2.8077 1.38000
long learning

The ability to plan and achieve goals in both

2.8462 1.37784
personal and the professional spheres

The ability to work with others. 2.9615 1.39988

AMSV
6.64106

From the above table the mean score of ability to work with others is highly significant (µ
=2.9615).The skill set such as communication skills includes
listening,speaking,writing,analytical and research skills, flexibility/adaptability ,interpersonal
abilities ,ability to make decision and solve problems, ability to plan, organize and priorities
work, ability to wear multiple hats,leadership /management skills,attention to detail,self
confidence,public speaking,tactfulness,creativity,ethics and integrity,strong work ethic,ability to
accept and learn from criticism,computer and electronics skills.therefore these skills are required
inorder to work in BPO sectors like
cognizant,wipro,Infosys,homecredit,Mphasis,TechMahindra,AEGIS,HGS,IBM,HCL,KGISL,
Sutherland global services,Concentrix,Accenture,Tata consultacy services and these organization
provides career opportunities such as of international voice process,AR calling,US voice process,
International calling, inbound process, outbound process,international bpo,call centre,quality
analyst,technical support executive,travel sales executive in the BPO organization.

Personal attribute
Mean Std.deviation

Strive for tolerance and integrity 3.0673 1.42967

Acknowledge their personal responsibility for:

2.9615 1.46760
their own value judgments

Their ethical behavior towards others. 2.9519 1.68592

AMSV
7.01276

From the above table the mean score for strive for tolerance and integrity is highly significant (µ
=3.0673).The skill set such as interact with others in the workplace and complete assignments
well and on time and also to have skills in computer programming skills, legal knowledge, soft
skill, critical thinking, accuracy adept, creativity efficiency, industriousness, practical punctual,
rational and resourceful, accuracy, assertive, conflict management to meet the carrier
opportunities like AR calling, customer support ,process associate in the BPO sector such as
Infosys,homecredit,Mphasis,TechMahindra,AEGIS,HGS,IBM,HCL,KGISL,
Sutherland global services,Concentrix,Accenture,Tata consultacy services
 Practical skill
Mean Std.deviation

Be able to use information

technology for professional
and personal development; 2.8269 1.45109
and, where appropriate, be
able to do following

Collect, correlate, display,

analyze and report 2.8462 1.42631
observations

Apply experimentally-
obtained results to new 3.0192 1.70083
situations

Apply technical skills 2.8365 1.37319

appropriate to their discipline
AMSV 9.401425

From the above table the mean score of applying experimentally obtained results to new situation
is highly significant (µ =3.0192) therefore it is important to concentrate on the factors like be
able to use information technology for professional and personal development; Collect, correlate,
display, analyze and report observations, Apply technical skills appropriate to their discipline.
And these skilsl is required in BPO sector like
cognizant,wipro,Infosys,homecredit,Mphasis,TechMahindra,AEGIS,HGS,IBM,HCL,KGISL,
Sutherland global services,Concentrix,Accenture,Tata consultacy services which provides the
career opportunity like international voice process,AR calling, US voice process, International
calling, inbound process, outbound process,international bpo,call centre, quality analyst,technical
support executive,travel sales executive
 Language proficiency
MEAN Std.deviation

How good is your

2.8269 1.44439
communication skill

AMSV 2.8269

From the above table the mean score of language proficiency is 2.8269 and language plays an
vital role in bpo sector and it is more necessary to have a skill set in listening,speaking,writing
which is the basic skill set required in BPO sector such as
cognizant,wipro,Infosys,homecredit,Mphasis,TechMahindra,AEGIS,HGS,IBM,HCL,KGISL,
Sutherland global services,Concentrix,Accenture,Tata consultacy services which can provide
career opportunities in the field of international voice process,AR calling,US voice process,
International calling, inbound process, outbound process,international bpo,call centre,quality
analyst,technical support executive,travel sales executive.
4.7.1 ANOVA

H0:There is no significance difference between age and the factors

H1:There is significance difference between age and the factors

Sum of Mean
Squares Df Squar F Sig.
e
Know Betwee
.549 2 .275 1.070 .347
n
Groups
Within Groups 25.929 101 .257
Total 26.478 103
Tech Betwee
n .363 2 .182 .799 .453

Groups
Within Groups 22.953 101 .227
Total 23.316 103
Personal Betwee
n .035 2 .017 .064 .938

Groups
Within Groups 27.673 101 .274
Total 27.708 103
Attribute Betwee
.455 2 .228 .710 .494
n
Groups
Within Groups 32.381 101 .321
Total 32.837 103
Practical Betwee
n 1.366 2 .683 1.298 .278

Groups
Within Groups 53.129 101 .526
Total 54.495 103
 Language Between
proficienc Groups .088 2 .044 .034 .966
y
Within Groups 129.133 101 1.279
Total 129.221 103

From the above table there is a significance difference between the age and the practical skill and
there is no significant difference between the age and the knowledge level, thinking skills,
personal skills, personal attributes ,practical skills and language proficiency
CHAPTER –V

FINDINGS

Findings are the result from analysis and interpretation of data collected from past records of the
company. The main aim of researcher is to find out the truth which hidden and which has not
been discovered as yet. The major findings of the study are summarized as follows.

DEMOGRAPHIC FACTOR

Gender 60% of the respondents are belong to gender 'female‟

Age Majority of respondents are in the age group of 19

Course studied Majority of respondents belong to BA

Martial status Majority of respondents are unmarried

Major components deciding better prospects in BPO sectors

Knowledge level Among the knowledge skill it is found that the

respondents have high mean score in the field of
having a body knowledge in the field studied.

Technical skill Among the technical skill it is found that the respondent
have high mean score in adopting to problem solving
approach
Personal skills Among the personal skill it is found that the respondents
have high mean score in ability to work with others

Personal attribute Among the personal attribute it is found that the

respondents have high mean score in strive for tolerance
and integrity

Practical skill Among the practical skills it is found that the

respondents have high mean score in the field of apply
experimentally obtained results to new situation

Experience It is found that the mean score for frequently visiting

industry to know about industrial environment is 2.7788

ANOVA

Factors Tools

Ho- There is no significant difference between age and Null hypothesis is

knowledge skills accepted

Ho-There is no significant difference between age technical Null hypothesis is

skills accepted

Ho- There is no significant difference between age and Null hypothesis is

personal skills accepted

Ho- There is no significant difference between age and Null hypothesis is

personal attributes accepted

H1- There is significant difference between age and Null hypothesis is rejected
practical skills

Ho- There is no significant difference between age and Null hypothesis is

language accepted
 Suggestions
There is a need for these skill set in order to meet corporate expectations of companies
like Infosys, Cognizant, HGS, Mphasis. Therefore these skill sets help in providing career
opportunities.

Infosys Career opportunities

Skill sets
international voice process,
 listening,
AR calling,
 speaking
US voice process,
 ,writing,
International calling,
 analytical and
inbound process,
 research skills, outbound process,
 flexibility/adaptability , international bpo,
 interpersonal abilities , call centre,
 ability to make decision and solve quality analyst,
problems, technical support executive,
 ability to plan, organize
and travel sales executive.
priorities work, ability to wear
multiple hats,
 leadership /management skills,
 attention to detail,
 self confidence,
 public speaking,
 tactfulness,
 creativity,
 ethics and integrity,
 strong work ethic,
 ability to accept and learn from
criticism,
  computer and electronics skills.
Cognizant Career opportunities
Skill set  international voice process,
 Interpersonal skills  AR calling,
 Dynamic public speaking  US voice process,
 Effective communication  Uk voice process
 Persuasive and credible  International calling,
communication  inbound process,
 outbound process,

HGS Career opportunities

Skill set  Customer support
 Excellent communication skill  AR calling
 Has fully operationl command of  Domestic voice process
the language with only occasional  Process associate
unsystematic inaccuracies and
inappropriacies
 Handles complex detailed
argumentation well
 Ability to work under pressure
 Standards for measuring success
Mphasis Career opportunities:
Skill set  Testing
 Specialized training programs to  Analytics
support the integration of all recruits  ERP
into our dynamic business  Application development
environment  Solutioning
 Focused instructor -led courses to  CRM
develop knowledge on domain,  Business analysts
technical expertise and soft skill
  Leadership development programs  Support management
to built and nurture a pool of  Business operations management
successful industry leaders  Strategic development

CONCLUSION

The aim of this research was to find out the gap between the job seekers and carrier opportunities
for students from arts and science college. The respondents feedbacks from the survey help in
identifying differences of ideas from job seekers

MSV Major components Comparison

deciding better
prospects in BPO
9.442375 Knowledge level Thinking skill has
15.63611 Thinking skill the highest mean
6.64106 Personal skill score value when Hence Large gap
7.01276 Personal attributes compared to all in expectation of
9.401425 Practical skill other components job seekers and
2.8269 Language and language career
proficiency proficiency has the opportunities.
least mean score
value which is the
basic skill set that is
required in the BPO
It is concluded that there is a gap between the expectation of job seekers and career opportunity
where majority of the job seekers are female and hence it is important that there is a need for
skill set such as , excellent verbal and written communication skills, team player ,flexible at
working in night shift ,excellent attitude, knowledge retention, attention to detail, organistion
friendly, calm under pressure, speed and creativity,patience,timeliness,empathy,knowledge about
the product and services,positive attitude,attentive listening,good typing skill,good analytical
skill. Hence it is important to acquire these skill set which has lots of career opportunities in the
field of international voice process,AR calling,US voice process, International calling, inbound
process, outbound process,international bpo,call centre in the bpo organization.

The study states that majority of the respondent are in the age group of 19. it is found that the
college graduate are attracted to find employment at bpo due to minimum qualification.hence it
is found that around 1.3 million employed people in bpo industry in 2016 and it is expected to
grow up to 1.7 million this year. bpo sector is one of the fast growing industries in India,it
provides career opportunities for fresh candidates. attractive emoluments is one of the reason that
brings lots of freshers into bpo organisation .it also states that bpo sectors can seek employment
just aftr their education.Therefore it is important for the fresher to have excellent verbal and
written communication skills, team player ,flexible at working in night shift ,excellent attitude,
knowledge retention, attention to detail, organistion friendly, calm under pressure, speed and
creativity,patience,timeliness,empathy,knowledge about the product and services,positive
attitude,attentive listening,good typing skill,good analytical skill. Hence it is important to acquire
these skill set which has lots of career opportunities in the field of international voice process,AR
calling,US voice process, International calling, inbound process, outbound process,international
bpo,call centre in the bpo organization.

Therefore BPO sectors like

cognizant,wipro,Infosys,homecredit,Mphasis,TechMahindra,AEGIS,HGS,IBM,HCL,KGISL,
Sutherland global services,Concentrix,Accenture,Tata consultacy services hire graduates with
skill set such as excellent verbal and written communication skills, team player ,flexible at
working in night shift ,excellent attitude, knowledge retention, attention to detail, organistion
friendly, calm under pressure, speed and creativity,patience,timeliness,empathy,knowledge about
the product and services,positive attitude,attentive listening,good typing skill,good analytical
skill. Hence it is important to acquire these skill set which has lots of career opportunities in the
field of international voice process,AR calling,US voice process, International calling, inbound
process, outbound process,international bpo,call centre in the bpo organization.

Hence it is found that there is a large gap in meeting the corporate expectation.therefore it is
important to acquire those skillset for the available career opportunities
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