Recruitment and selection (DOC) by yadhukrishna777

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                                      PROJECT REPORT

(A Report Submitted in partial fulfillment of the requirements for the award of Masters in Business
                        Administration in Amity Global Business School)

                                         Submitted By:
                                     YADHU KRISHNAN

                               Enrolment No: A31001910038

                                    Under the Supervision of:

                        Mrs. KAVITHA MENON (Faculty guide)

                          AMITY GLOBAL BUSINESS SCHOOL,


I wish to express my gratitude to my college for providing this opportunity to learn the element of
Human Resource; this has helped me to enhance my knowledge about it.

At the outset I thank Dr. E. Ilamathian, Director, Amity Global Business School, Chennai for having given
me an opportunity to do this project.

I take the privilege to express my sincere gratitude to the Prof. Dr. V. BALARAMAN, Placement
Coordinator, Amity Global Business School, Chennai for giving me an opportunity to take up this project

in this prestigious organization.

I am deeply indebted to Prof. KAVITHA MENEON, Faculty Amity Global Business School, Chennai who is
instrumental in shaping this project and for being my faculty guide.

My heartfelt thanks to Mrs. JAYASUDHA, ASSISTANT HR MANAGER , SPI GLOBAL, Chennai, for providing
me all the requirements for this project, guiding and providing me with all possible assistance while
executing this project.

Thereby, I would like to acknowledge the contribution and support from each person at SPI GLOBAL,
Chennai, extended to me during my training period.

My sincere thanks and regards to all those who were co-operative in parting with valuable information
for this study.

                                                                                     YADHU KRISHNAN
                                  BONAFIDE CERTIFICATE

This is to certify that the project titled “A STUDY ON RECRUITMENT AND SELECTION PROCESS IN SPI
GLOBAL” Business School during the third semester from June 2011 to July 2011.” is the Bonafide work
carried out by Mr. YADHU KRISHNAN, Regd. No. A31001910038 in partial fulfillment of the requirement
for the award of Master of Business Administration degree of Amity Global.

Prof.KAVITHA MENON                                                           Dr. E.Ilamathian
   (Faculty Guide)                                                              (Director)

I, YADHU KRISHNAN (Enrolment No: A31001910038) hereby declare that the work which is being
presented in project report entitled “A Study on Recruitment Process in SPI GLOBAL ” is an authentic
record of my work carried out under the guidance of Mrs. JAYASUDHA, ASSISTANT HR MANAGER.

The work has been carried out by me as summer training at the premises of SPI GLOBAL, Chennai and
was undertaken as part of course curriculum MBA program of Amity Global Business School, Chennai.

Date :

Place :                                                          YADHU KRISHNAN
                  TABLE OF CONTENT

SERIAL NO             PARTICULARS                 PAGE

   1                   INTRODUCTION

   2                 INDUSTRY PROFILE

   3                 COMPANY PROFILE

   4                 PRODUCT PROFILE

   5                      REPORT


   7                   BIBLIOGRAPHY


      Human Resource Management is also a strategic and comprehensive
approach to managing people and the workplace culture and environment.
Effective HRM enables employees to contribute effectively and productively to the
overall company direction and the accomplishment of the organization’s goals and
objectives. The effective human resource management            lies in the satisfaction
level of employee in the organizations.

       HRM, HR is the management of an organization's employees. While
human resource management is sometimes referred to as a "soft" management
skill, effective practice within an organization requires a strategic focus to ensure
that people resources can facilitate the achievement of organizational goals.
Effective human resource management also contains an element of risk
management for an organization which, as a minimum, ensures legislative

      A human resources department is a critical component of employee well-
being in any business, no matter how small. HR responsibilities include payroll,
benefits, hiring, firing, and keeping up to date with state and federal tax law.

The Human Resources Management (HRM) function includes a variety of
activities, and key among them is deciding the staffing needs of an organization
and whether to use independent contractors or hire employees to fill these needs,
recruiting and training the best employees, ensuring they are high performers,
dealing with performance issues, and ensuring your personnel and management
practices conform to various regulations. Activities also include managing your
approach to employee benefits and compensation, employee records and personnel
policies. Usually small businesses (for-profit or nonprofit) have to carry out these
activities themselves because they can't yet afford part- or full-time help. However,
they should always ensure that employees have—and are aware of—personnel
policies which conform to current regulations. These policies are often in the form
of employee manuals, which all employees have.

SPI Global is one of the world’s largest and most diversified knowledge process
outsourcing (KPO) and customer relationship management (CRM) service
providers in the industry in terms of clients, geographic presence and capabilities.

Recruitment is the process of attracting more and more people to apply for the job.
it includes only finding, developing the sources of prospective employees and
attracting them to apply for jobs in an organization, whereas the selection is the
process of finding out the most suitable candidate to the job out of the candidates
attracted (i.e., recruited).

We were given opportunity to work for the e-publishing sector of SPI GLOBAL.
They have three branches in Tamilnadu, two in Chennai and one in Pondicherry.
We were involved in the recruitment and selection process of SPI GLOBAL as an
HR trainee. The recruitment and selection process of SPI GLOBAL is as same as
other organizations but they used to do it in an innovative manner with help of the
vibrant HR team. The recruitment and selection process of SPI GLOBAL is
discussed elaborately in the later part of the report.
                     INDUSTRY PROFILE


      Electronic publishing or e publishing uses new technology to deliver books
and other content to readers. Because the technology allows publishers to get
information to readers quickly and efficiently, it is causing major changes to the
publishing industry as we know it. It will also impact the way we read, offering
new hardware and software devices. We are only beginning to see the
ramifications of e publishing. E publishing is a very broad term that includes a
variety of different publishing models, including electronic books (eBooks) print
on demand (POD), email publishing, wireless publishing electronic ink and web
publishing. More types of e publishing are sure to be developed in the near future.
Here are some descriptions of the different methods of electronic publishing.

Advantages of e-publishing

      Electronic publishing has spun the information delivery model on its head to
allow for information, in formats like books, journals newsletters, magazines and
research papers, to be distributed faster, better and most importantly, in a dynamic
and interactive way, perhaps the biggest advantages of e publishing are the cost
saving in printing and paper as well as better data storage and maintenance.

      The industry is in the toddler stage and by its very nature, allows for several
different kinds of players to be part of it. After all, if one were to break it down to
the basic building blocks, anyone with a decently updated computer, quality
network connection and some publishing software can publish information, replete
with graphics and sound at a fraction of the cost the print publisher would incur.


     The e-publisher might save costs associated with paper, printing and
distribution, but if he wants to put out quality content, he continues to incur fairly
high costs in terms of the editorial and technical staff.

      Total costs include support function coats like HR, accounting and legal,
operational costs including editorial and technical staff for activities like design
and typesetting, and lastly the chunk constituting advertising, promotions and
distribution. Of these, costs incurred on editorial and technical staff engaged in
bring out quality products will remain significantly high, but the costs incurred on
paper, printing and actually mailing individual copies could drop considerably.

      The revenue, spectrum would range from subscription rates, to license to
special groups (universities / corporate entities, industry bodies, libraries) and pa
per look options. Advertising and selling rights for reprinting are additional
sources of revenue. Advertising, however, tends to be limited in the online
versions, and take the form of either related advertising or affiliated links. And if
an online vendor distributes the e-book the revenue is lower on accounts of greater
revenue splitting.

      Simply put, almost everywhere. It is most ideally suited for publications like
journal, research reports or resource bases and newsletters. It is also suited for all
information that is dynamic or constantly changing, it could be ongoing research or
even news.

      It finds great use and acceptance in academics in the online publishing of
educational books or tutorials. With an increase in distance learning programs, the
need for quality educational material is on the rise. These e-books and study
material need to recreate an active learning atmosphere as can be found in a class
full of students and a teacher. The content and the product therefore, have to be
interacting. This can be done through open assignments, online, debates, chats and
discussion forums. These products also have to provide for a feedback mechanism.
Naturally, in order to be effective these products have to be more colorful and
interactive, and at the same time also concise and also crisp to match the attention
span of the student reading online. Electronic – Publishing is also used extensively
in large academic institutions and libraries for their periodicals and journals.

      E Publishing could also help in bringing out industry journals / periodicals
magazines and newsletters. Authors and publishers gain when they publish e-
books. Costs are lower and royalties could be higher. Working papers on ongoing
research   helps unleash the power of collaborative work through networking E
publishing is very effective here as different sets of people can work with data so
varied and complex, with charts, tables and images of amazing complexity made
accessible in digital formal replete with animation and sound almost


      There are several models in e publishing ranging           from commercial e
publishing print on demand and subsidy e publishers no fee distribution and self
publishers. In addition to these, there are agent vendors who package on line
journals, books and sell the database to industry bodies’ universities etc, with a
mark up over their cost, incurred for procuring rights. These costs would vary
depending on whether the vendor has procured exclusive rights or has to share
them with a competitor. As a variation of the above, there are online bookstores.

      Commercial e publishers are almost like their traditional counterparts, they
choose to publish books that are most likely to be sold – a good mix of quality and
subject matter is what they look for and rejection rates are pretty high. While their
websites serve as effective storefronts, they also sell through other online
bookstores like etc. By and large, e – publishers do not pay an
advance, but royalty payments are higher than what traditional publishers offer,
often as high as 40%. The editorial and technical work that the e publishing team
puts in is no different than what is done in print publishing.

      Subsidy e publishers differ from commercial publishers in several ways. For
one, they accept most manuscript and publish them on an “as is “basis. These are
not edited or proofread or even formatted. They have a virtual rate card for add on
charges for these services, should the author opt for it. Everything from adding
image or graphics to copyright registration is offered at adds on rates. They publish
books for a flat fee and pay the authors a royalty that is comparable to what they
would receive from the commercial e publishers. However, they are more likely to
sell through online stores than through their own websites. Likewise, they pass on
the added cost of selling through online stores to the author who receives higher
royalties for books sold through the publisher’s website and lower royalties if
they were sold through, say,

      Another interesting model is the “print-on-demand” (POD) model, which is
a mix of electronic and print publishing. The book is held by the publisher in
electronic form and is printed out in the hard copy form only on order. This is also
done for a flat fee. While many commercial publishers also offer the POD format,
this is a model more often followed by the subsidy e-publishers.

      The No - fee “Distributors” accepts manuscripts and publishers them on an
“as is” basis, in a sense, simply providing these authors with a bookstore. They do
not charge a fee, but take a slice of the royalties. Price setting is usually the
author’s prerogative. The no fee distributors do not offer services like editing or
formatting. This week well for the authors who prefer the self publishing model,
but want to offload the task of setting up their own “store front” or website. This
also does away with the need to register as a retail business as they get paid
royalties by the distributors as opposed to revenues on sales.
      As an alternative, several authors prefer to self publish their books. This is
not only inexpensive, but also offers, the total control over the various processes.
The author usually does all promotional and marketing work on the web. Unless
the author wants to offer the e-book in multiple formats like downloads, CD
ROMs’ or floppy disks, distribution costs are also very low. Again, offering only a
download able format makes it possible for the author to register only as a
publisher and not a retail business, which entails the procurement of a license.

      The spectrum of cost recovery models cover pay on download PDF files
(research reports), subscription (newsletters) membership (where members get
value added content over the free subscription content) payment in small
installment and annual payments for an agreed upon amount of information
downloads. Accordingly the information can be restricted to those that pay through
logins and passwords.


      Electronic publishing of books is a major development that is quickly
causing changes in the industry. E publishing has developed rapidly over the past
couple years. Different companies have launched with different strategies and
ideas on how e books will be delivered. Will people read them on new devices
known as electronic readers? Will they read them on the computer screen?
Electronic devices such as palm pilots and electronic readers allow people the
potential to store hundreds of books at a time. This large potential market has
generated a large amount of money being poured into e publishing to develop both
the hardware and the software to make this electronic transition a reality.
However, encouraging people to give up their comfortable hardcover and
paperback books with dog eared pages has been no easy measure.

      At first it was new upstart technology companies developing the technology
and launching new brands. However, recently the traditional publishing looses
have also climbed on board and are converting their lines of new releases and
backlists into the available electronic delivery formats, including both e books and
print on demand technology. Print out demand (also known as POD) allows
publishers to print a single book at a time and avoid costly print runs of thousands
of books. A standard for e Books has also been developed by OEBF, an
organization of publishers and technology companies. However, adobe PDF is also
a widely used format for eBooks and it competes with the OEB standards.

      Because e Book technology is faster and can be implemented without the
need for expensive print jobs a growing number of publishers and publishing
services that produce electronic books have emerged. These companies aim to
compete with the traditional publishers with new product offering and without the
expenses of regular printing. While it is good to see competition in the industry.
the e publishers have been to slow to convert readers to eBooks and they face
increasing competition from traditional publishers who are entering the eBook
arena. However, on the plan side for the new e publishers, technology companies
including Microsoft are working on rapidly developing software and hardware to
turn book lover into eBook readers. Even individual authors have challenged the
style of traditional publishing. Horror author Stephen king is publishing a
serialized novel solely on the web with early success.
                        COMPANY PROFILE

      SPI Global is one of the world’s largest and most diversified knowledge
process outsourcing (KPO) and customer relationship management (CRM) service
providers in the industry in terms of clients, geographic presence and capabilities.
It has over 14,000 employees in 24 locations in North America, Europe, and Asia,
for more than 500 clients worldwide; SPi Global provides operational excellence
superior customer service, and exceptional value.


          Ranked # service provider. Print and publishing outsourcing vertical,
            2009 Black Book
          Multiyear winner since inception of the rankings
          Best 5 leaders by service provided - document management service
          Best 10 services provided – administrative services
          Best 10 leaders by industry focus – entertainment & media
          Best 20 leaders by industry focus – financial services (insurance)
          Best 20 leaders by industry focus – health care
          Best 20 leaders by service provided – customer relationship
            management services
          Top 10 best performing BPO company, 2009 Global services 100
          Top2, emerging Asian Markets, 2009 Global services 100
 Vendor of choice – Philippines, emerging market supplier report,
   Everest group, December 2009.
 Multi sourcing December 2009.
 Multi sourcing company of the year, 2009 ICT award
 Non voice excellence of the year, 2010 ICT awards
 Best BPO Company of the year, 2011 ICT awards
                        SPI’S SERVICES


      SPi offers full service editorial and content enhancement services that enable
publishers and content providers to maximize the value of their content. SPi’s
highly experienced onshore and offshore editorial team sets the benchmark for
high quality outsourced editorial services. “SPi highly skilled and trained in house
editors are complemented by a pool of qualified on shore freelance editors”.


     Publishers trust SPi to perform this delicate and demanding task. SPi’s
experienced copy editors have export knowledge of the standard industry styles
and can perform three levels of editing (light, medium, and heavy) depending on
the requirements of a publications manuscript. They have deep domain knowledge
in life science, hard sciences, social sciences, and humanities. “Their highly skilled
and trained in house editors are complemented by a pool of qualified onshore
freelance editors”.


      For publishers that prefer to copyedit in house, SPi provide pre editing
services that format and sanitize manuscripts and make them “ready” for
copyediting thereby improving efficiencies and reducing costs.

      They partner with publishers to provide a language publishing service that
editorially enhances the content in research papers written by non English speaking
authors thereby increasing their acceptability for peer review.


      SPi’s skilled indexers are subject matter experts in key fields and disciplines
and they create comprehensive style sheets then allow for the development of
detailed keyword author, and subject indexes including first, second, and third tier


      SPi Managing editors and project managers enable us to effectively
outsource the coordination of the production process with editorial offices, authors,
suppliers and printers helping us to reduce costs and increase efficiency.


      SPi editorial assistants handle end to end management of the peer review
process including monitoring submissions; liaising with authors, editors, and
reviewers, resolving queries and preparing summary status reports.

      SPi has over two decades of experience in providing customized XML and
non XML production solution integrate seamlessly with publisher’s workflows.
Leading publishers rely on SPi to deliver rapid turnaround at maximum cost
efficiency for both print and online delivery.


      SPi’s XML – first composition solutions help deliver complex content in a
flexible and highly – stable format while reducing turnaround time, accelerating
multiple channel delivery, and increasing ROI. They typeset over 3,000 scholarly,
professional and reference publications – journals, books, encyclopedias,
magazines and MRW’s. They have experience with In Design, Latex, 3B2, and
Quark, and expertise in rendering complex and technical content such as complex
math equations and chemical structures.


         SPi is equipped with state – of – color studios in India and the Philippines
that employ over 150 highly skilled graphics and create detailed 2D and 3D color
illustration for medical, scientific and technical content. They are proficient in
Adobe Photoshop and Illustrator, Macromedia Freehand, Corel draw, Chem Draw,
and other industry standard applications.

      SPi’s offshore multimedia specialists can support in the creation of ancillary
products that complement a book including multimedia products that incorporates
flash animation, the entire text of the book.         Author supplied video and /or
presentation files, teacher aids, self – testing materials etc.


      Publishers free up precious in – house resources by outsourcing the beta
testing of e Products to SPi. Their testing specialists ensure functionality, usability,
interoperability, and accessibility of e Products prior to roll out.


      SPi work with over 20 industries standard DTDs including PubMed, PLoS,
DocBook, TEI, and ONIX and have significant experience working with customer
– specific DTDs. They can create or update you DTD to meet any requirement and
can easily accommodate the needs of any online hosting services you may be
working with lime High wire, Metapress or Ovid.

      SPi traces its conversion roots back to 1980, the year of its incorporation.
Starting out with simple, one client, project – based conversion and data – entry
work in the early 1980s SPi is today a leader in conversion, transformation,
processing and manipulation of content.

      SPi is a trusted partner to over 20 leading professional, rade and association
publishers that rely on us to maximize their revenue potential by digitizing and
enriching content. Their teams of 1,500 digitization professionals have converted
millions of pages of content across hard copy, digital, microfilm, or microfiche
formats and have proven expertise in rapid, high quality, and inexpensive eBook

      SPi can covert our content to any industry standard or proprietary eBook
format – including EPUB, MOBI, PRC,AZW to suit multiple e Readers including
the Amazon kndle, apple iPod and iPhone, Barnes & Noble Nook, And sony
Reader. SPi’s 120 persons technology team is focused on real time deployment of
latest market developments and is constantly refining their conversion tools and
processes to optimize rapid eBook production.

     With almost three decades of complex content conversion experience using
all types of document formats (hard copy, digital, microfilm, microfiche, etc) they
offer publishers and end – to – end solution: and DTD/ schema development to
large – scale, tag – intensive SGML/XML transformation.          SPi’s capabilities

      High volume data entry and OCR (99.5% -99.995% data accuracy rates).
      Conversion of complex source material from hardcopy, microfilm or
           digital files to XML, SGML, any SQL – Compliant database or any
           content management system format. Electronic file conversion between
           formats and from PDF, MS –Word and Quark Xpress to XML, SGML or
           other client – specified formats.
      Creation of online – PDF, eBooks as well as print – on demand files.
      Digital preservation of Archival materials, brittles books and oversized
      Ability to convert all Roman – character based languages (e.g Latin,
           Danish, Gothic letter forms) and transliterate some non- Roman –
           character – abased languages (such as Hebrew, Arabic, and both
           traditional and simplified Chinese)

     They have the scale, maturity and experience to undertake large – scale,
complex conversion projects. Over the past five years, SPi has converted over 150
million pages, including undertaking two of the largest conversion projects in STM

       With SPi’s high volume data capture and coding services, fortune 1000
corporation can manage large volumes of legal data. Their coding service include
unitization, bibliographic and subjective coding, full text OCR capture, redaction
and bates stamping, and image conversion (PDF to TIFF, multi page TIFF to single
page TIFF etc).


       SPi’s Database services have evolved today to offer a broad array of Data
and IT solutions that meet the information needs of their clients and enable them to
increase their competitiveness and profitability. Their clients include Fortune 500
corporations, top tier law firms, leading non – governmental bodies and academic

SPi delivers customized solutions that:

     Digitize, capture, analyze and structure new and legacy content
     Aggregate and manage disparate content sources and feeds.
     Migrate data sets from legacy content and database platforms to new ones.
     Perform application development and database maintenance activities.
     Quality check e Content prior to release to customers.
Data base Clean – up, Extraction, and fact – checking

        They perform database cleaning, de –duping, validation, fact – checking,
database research, information clipping, and content extraction services for a wide
variety of information providers.


        SPi develops schemas and taxonomies that enable optimal “ search and
retrieve” using state – of – the – art tools, clients rely on SPi for design planning,
data modeling and interface design.


        Moving our content from one content management platform to another can
be difficult, time – consuming and costly. At SPi their experienced teams for
project managers, content analysts, software engineers, content technicians and QC
analysts can efficiently and cost effectively migrate our content and maintain it as


        Partner with SPi, and they will take the pain and worry out of our application
development process. That’s because they plan, coordinate, and manage the
activities related to the design, development, and implementation of our content
processing software applications. And after each of our applications or systems is
up and running, they will help us maintain, support and upgrade them too.

      SPi combines its deep domain knowledge of the publishing industry with its
global resources and latest technologies to provide publishers and content
providers with a comprehensive end – to – end customer care solution that includes
both voice and back office transaction processing services. SPi’s customer service
solutions include:


      We can count on SPi to perform large – scale, high quality transaction
oriented customer services like order fulfillment, invoicing, and claims processing ,
as well as database updating, clean – up, and de – duping.             They routinely
complete thousands of time and resource consuming transactions per day, freeing
up your staff to focus on more core activities for our organization.


      For publishers looking for a comprehensive call center solution, SPi offers a
wide array of high quality services.         Their voice capabilities strategically
compliment their back office support and help desk solutions, and our fully
integrated delivery platform provides clients with the flexibility to pick and choose
the channel that best meets their call center environment needs, whether that is
voice, email, fax, chat, or web – based support. SPi provides inbound customer
care, inbound technical support, and inbound and outbound sales. Their voice
capabilities strategically compliment their back office support and help desk

      Leading fortune 500 clients trust SPi’s high volume, high quality transaction
processing services that enable them to streamline business processes, reduce
costs, and build on their competitive advantage.


      SPi’s data capture technologies, automation and best practice processes and
methodologies ensure that large – scale, high – quality, transaction processing
meets the needs of even their most demanding clients. With a 24 x 7 scalable
operation, guaranteed accuracy rates, and fast turnaround times, SPi routinely
completes thousand of transactions per day including claims processing, mortgage
processing, rebate processing, insurance processing, and bill processing etc.


      SPi provides judgment based services that tap the domain knowledge of their
subject matter experts to create customized solutions for our clients. In their KPO
service offering, the emphasis is on higher complexity processes which require the
talent of professionals with extensive education and experience credentials. The
types of work performed require specific and advance knowledge of a particular
domain, technology, industry, or specialty.
      SPi’s creative services team serves an extension of the client’s internal
marketing department. Their marketing and communication experts work closely
with experienced designers, typesetters, and graphic artists to create award winning
marketing materials including collaterals, advertisements presentations, pitch
books, brochures and flyers.


      SPi provides business intelligence services to senior level decision makers
including company analysis, M & A support market analysis competitor and
customer tracking and benchmarking. Their team of experienced researchers works
24 x 5 supporting clients in North America and Europe.


      SPi’s team of business and technical writers work with Fortune 1000 clients
on the following creating reports from raw manuscripts, editing and abstracting
existing reports, and cross verifying facts like product names, company names, and
correct referencing of tables and figures.


      SPi’s analytics team helps companies better understand their clients and
provide insight based business decision support. Their services include data
analysis report and dish board creation, and CRM analytics.


      At SPi, client service starts with understanding each client’s unique needs
and priorities. SPi them optimize people process and technology to create
customized solutions that address their client’s specific requirements.


      SPi recognize that outsourcing work or switching service provides is never
easy. To facilitate this process, they have a highly experienced and dedicated team
of implementation specialists who work closely with the client to ensure a smooth
transition to SPi.

      Every client is assigned a project manager who is easily accessible and
regularly meets with clients to review performance and ensure that needs are being
addressed. They service desk provide you with prompt. Service 7 x 24 x 365.
SPi’s account managers also work closely with senior client executives to ensure
overall satisfaction.

      SPi practices a metrics based management approach. They collect data
across a number of parameters not limited to quality, TAT, and customer
satisfaction. Their clients receive a detailed report every month, with data, analysis
and recommendations.


      SPi do not relax even when the process is steady and running smoothly.
Support teams such as the process re-engineering team, technology team, and Six –
Sigma experts work with the operations team in identifying areas of improvement
that can made engagement better, faster, and more economical.
SPi’s client

      For Publishers and Information providers, the integrity of their content is
paramount. Realizing this SPi has made significant investments to incorporate
quality in every phase of its service continuum; recruitment and training,
production quality assurance and quality improvement


      To ensure that they have complete control over the recruitment process,
employees must pass a rigorous exam and background check before joining the
company. Most employees have a Bachelor’s degree and many have a Master’s
degree. All employees advance through their award – winning training program
before being placed in a production environment.


      “Do it right the first time” is our guiding philosophy. Production personnel
are supported by documentation, reference guides, and other tools to help them
deliver a high quality output. QA scores have a high weight age in determining
performance incentives.

          To ensure transparency, SPi has a quality assurance group independent
from the production group. Every project has dedicated QA personnel assigned to
perform end of line inspection prior to delivery. Statistical analysis of the errors
observed help in identifying and fixing the root causes.

                   Iso 9001:2000 quality management system

SPi was the first company of its kind to receive ISO certification in 1995, and the
                                  first at achieve

                             ISO 9001: 2000 in 2001

       ISO /IEC 27001:2005 – Information Security Management System

  ISO / IEC 27001: 2005 (Formerly BS 7799 – 2:2002) is the gold standard in
certifying that information assets are protected. SPi has been regularly certified
                                   since 2005.

                      PCI DSS External Vulnerability Scan

  SPi has successfully passed the PCI DSS compliance testing for its Customer
service Practice with a rating of “Excellent on the external penetration testing on
                              the network security”.

SPi Approach

      SPi uses technology to develop and deploy solutions that enable our clients
to drive new revenue streams and reduce business costs. Their investments in
technology are driven by our domain expertise in understanding the business rules
and requirements of publishers and information providers and working with them
to create custom IT enabled solutions.

SPi Content Solution’s 120 member technology team is focused on three key tents:

     Automation and process
    engineering in the content                                    Research and
     supply chain to improve      Seamless integration with
                                                              development to stay
      productivity optimize         clients work flows to
                                                              abreast of publishing
    skill sets and lower costs.   drive business objectives
                                                               technology trends.



      SPiCE v.2.0 (SPi Copy Editing Tool) is a proprietary tool for the automation
of pre – editing and copy editing. Structuring and Simple Editing are performed
using SpiCE before the copyeditor takes up the file for language editing.

    Improved ROI: Reduces turnaround time and costs by automating the most
      repetitive steps in manuscript structuring.
    Better Resource Utilization: High – cost copyediting resources can focus on
      language editing.
    Improved Copyediting Quality: Built – in quality routines help copyeditors
      maintain consistency across the document.

                     PERFORMANCE ON SPICE

             Structuring                    Simplify          Language Editing

         Structuring of               Spelling (UK Vs US)
          references                   Common spelling
         house style for               corrections
          heading table and            Abbreviations
                                       Units
         Checking of cross
                                       Word consistency
         validation
         deduction of tables
          figure not cited in the

   SPiCE works as an add – in for MS Word making it a flexible and easy to use
application. They currently process over 1.5 million pages annually using SPiCE.

Workflow Management System

      WMS is an automated tool used for optimizing the production workflow
resulting in faster processing times and efficient utilization of resources. Some of
the key benefits include:

     Workflow integrity: Rules based automated file validation, transfer,
     and delivery. real time one touch tracking
     Status tracking:

     Confidentiality: Multiple security checks

     Flexibility: ability to incorporate client plug ins and build in client
     specific business logic to enable seamless integration with client’s


      SPi‘s author proofing tool eliminates inefficiencies arising from manual
tracking by online posting of proofs. The web – based system is easy to use with
automatic linking from mail – to – proof PDF page.                   Authors can perform
corrections online. Auto – alerts / reminder settings help in tracking and ensuring
timely completion of the proofing process.

         This innovative tool dramatically reduces turn- around time by eliminating
manual intervention in the author corrections process. Corrections made by the
author will be directly processed in XML.



         SPiCon (SPi Conversion Tool) is a proprietary tagging and conversion tool
used reduce the cycle time for XML tagging thereby shortening the time – to –
market for publishers content. SPicon is capable of converting the input file to
almost all industry standard, book and journal – specific DTD as well as client –
specific DTD’s.


         Spi’s XML QC tool covers structural and content validation. The checks
done on the ML file are a combination of generic and project or client specific
rules.    The XML is validated against the specified DTD and is checked for
compliance against the specific requirements of the project based on these pre-
defined rules.

      SPi Pro Verify is proprietary software that works in tandem with OCR
engines and enables SPi to provide improved accuracy in the conversion process
while reducing costs. The application displays the original TIF image and the text
output on the same screen, and highlights all characters that are below the user
defined “confidence Level”. An operator then views the original TIF to evaluate
the “low confidence” characters and directly updates the text file without any
searching or toggling.
                          SPI PRODUCTS


      SPi offers a full service journal solution that supports over 25 leading
journal publishers.     Whether we are a commercial publisher, a society or
association publisher or a university press, our end – to – end solution will give us
the flexibility to free up resources and capital. They will also reap the advantages
of faster turn – around times, greater cost –efficiencies, and better customer care.

SPi supports over 1,000 leading journal titles across a wide range of subjects
including Science, Math, Engineering, Medicine, finance, Economics, Law, and
Humanities. They have extensive experience in providing quality editorial and
content enhancement services, XML based composition services and a full range
of graphics services.

      Their flexible onshore /offshore production and service model let us choose
onshore/ off –shore solution.     No matter which model us select, they create
customized workflows to meet our individual needs.

      SPi offers a full service book solution that supports a wide range of books –
from simple, largely text – only layout, to complex layouts that include heavy
math, special characters, and detailed graphics.           Their book professionals
effectively “partner” with their book publishing clients to ensure that each project
moves through all stages of manuscript checking, copyediting, composition, and
author interaction in an efficient and effective manner.

      SPi has extensive experience in handling major reference works,
encyclopedias, and other complex, multi – contributor products.          They have
expertise in “XML – first “workflow and can integrate e Deliverables (like E
books, ancillary products) into a seamless production workflow. They can also
process legacy hardcopy/ soft copies of books and create Pod files or EBooks.

      They also have a dedicated team that can handle French, including client


      From rapid XML conversion to developing scripts for real – time content
updates across various data feeds, SPi offers a single source solution to support
information aggregators and database publishers deliver value –added digital
content to their clients – efficiently, effectively and economically.

Their team of XML Specialists and data base engineers supports some of the
leading providers of medical, legal and business information in the industry.
      “They are experts in large scale eBook Production and can convert our
content to any industry standard or proprietary eBook format – including EPUB,
MOBI, PRC, AZW to suit multiple e Readers including the Amazon Kindle, apple
iPad and iPhone, Barners & Noble Nook, and Sony Reader”.

SPi delivers customized content supply chain solution that:

    Digitize, capture, analyze, and structure new and legacy content.
    Aggregate and manage disparate content sources and feeds.
    Migrate data sets from legacy database platforms to new ones.
    Perform application development and database maintenance.
    Quality check e Content prior to release.
RECRUITEMENT               AND       SELECTION          PROCESS          OF     SPI

            The recruitment and selection is the major function of the human
resource department and recruitment process is the first step towards creating the
competitive strength and the recruitment strategic advantage for SPI. Recruitment
process involves a systematic procedure from sourcing the candidates to arranging
and conducting the interviews.
              In simple terms, recruitment is understood as the process of searching
for and obtaining applicants for jobs, from among whom the right people can be
It’s the process of finding and attracting capable applicants for employment. The
process begins when new recruits are sought and ends when their applicants are
submitted. The results are a pool of applicants from which new employees are

      Though, theoretically, Recruitment process is said to end with the receipt of
applications, in practice the activity extends to the screening of applications so as
to eliminate those who are not qualifies for job.

      Recruitment is “hiring” of employees from outside. Recruitment has been
regarded as the most important function of the HR department, because unless the
right type of people are hired, even the best plans, organization chart and control
system would not do much good.

      It is defined as a “process to discover the sources of manpower to meet the
requirements of staffing schedule and to apply effective measures for attracting the
manpower to adequate number to facilitate effective selection of an effective

      Yoder points out that recruitment is a process to discover the sources of
manpower to meet the requirement of the staffing schedule and to employee
effective measures to attracting that manpower in adequate number to facilitate
effective selection of an effective workforce.

      Edwin B Flippo defines “recruitment as the process of searching for
prospective employees and stimulating them to apply for the job in the

      “It is the process of finding and attracting capable applicants for
employment. The process begins when new recruits are sought and ends when their
application are submitted. The result is a pool of applicants from which new
employees are selected”.

The need for recruitment in SPI is due to the following reasons,

    Vacancies due to promotions, transfer, retirement, termination, permanent
      disability, death and labor turnover.
    Creation of new vacancies due to the growth, expansion and diversification
      of business activities of an enterprise. In addition new vacancies are possible
      due to job specification.


    To attract with multi dimensional skills and experience that suite the present
       and future organization strategies.
    To induct outsider with new perspective to lead the company.
    To infuse fresh blood at all levels of organization.
    To develop an organizational culture that attracts competent people to the
    To search or headhunt people whose skill fit the company.
    To seek out non conventional development grounds of talent.
    To search for talent globally not just within the company.

1.   Determine the present and future requirements of the organization on
     conjunction with its personnel planning and job analysis activities.
2.   Increase the pool of job candidates at minimum cost.
3.   Help increase the success rate of the selection process by reducing the
     number of visibly under qualified or overqualified job applicants
4.   Help reduce the probability that job applicants, once recruited and selected,
     will leave the organization only after a short period of time.
5.   Begin identifying and preparing potential job applicants who will be
     appropriate candidates.
6.   Increase organizational and individual effectiveness in the short term and
     long term.
7.   Evaluate the effectiveness of various recruiting techniques and sources for
     all types of job applications.

Te source of employees can be classified into two types,
    Internal source
    External Source

                  It is a popular method of seeking recruits, as many recruiters
prefer advertisements because of their wide reach. Want ads describe the job
benefits, identify the employee and tell those interested how to apply. Newspaper
is the most common medium but for highly specialized recruits, advertisement may
be placed in professional or business journals. Advertisement must contain proper
information like the job content, working conditions, location of job compensation
including fringe benefits, job specification growth aspects etc. The advertisement
has to sell the idea that the company and job are perfect for the candidate.
Recruitment advertisement can also serve as corporate advertisement to build
company’s image. It also cost effective.
SPI GLOBAL advertise its requirements in newspapers and also in internet, the
newspapers includes both English and Tamil. When there is a mass recruitment,
newspaper is the most suitable media to reach people as it is cost effective and
have wide area coverage. The news specifies the need of the company, job
specification, locations, time of interview etc.SPI gives their add mostly on TOI
and Dinamalar.

      Employees can develop good prospects for their families and friends by
acquainting them with the advantages of a job with SPI, furnishing them with
introduction and encouraging them to apply. This is a very effective means as
many qualified people can be reached at a very low cost to the company. The other
advantage is that the employees would bring only those referrals that they feel
would be able to fit in the organization based on their own experience. The
organization can be assured of the reliability and the character of the referrals in
this way, the organization can also fulfill social obligations and create good will.

As far as SPI GLOBAL is concerned existing employees contributes to the
recruitment process through referrals. About 20% of recruitment is done through
referral system. The interesting fact is that the employees are motivated to refer by
providing monetary benefits. In SPI if an employee refers a fresher and if get
selected the referred employee will be given thousand rupees in three installments
and in case of experienced candidates it will go up to ten thousand rupees based on
the department and it will be paid in three installments, if the referred candidates
get selected and works more than one year in SPI, again some monetary benefits
will be given to the employee who referred the candidate. So it can be said that
employee referrals contribute an important share in the recruitment process.

        They are in the profession for recruiting and selecting managerial and
executive personnel. They are useful as they have nationwide contacts and lend
professionalism to the hiring process. They also keep prospective employer and
employee anonymous. However, the cost can be a deterrent factor.
SPI GLOBAL also goes for consultancy services for faster recruitment. The
consultancies will be provided with the requirements of SPI and in return they may
schedule the candidates or send relevant resumes to the HR department. The
consultancies are paid based on the number of candidates joined which are referred
by them. The cost per candidates differs based on the experience. Some of the
consultancies of SPI are Alpha Management consultancy, Mify Job consultant and
Capci Tech HR consultant.

      The most common and least expensive approach for candidates is direct
applications in which job seekers submit unsolicited application letter or resumes.
Direct applications can also provide a pool of potential employers to meet future
needs. From employers view point, walk-ins are preferable as they are free from
the hassles associated with other methods of recruitment.
Recently SPI GLOBAL also conducted walk in for the purpose of opening a new
branch in Adayar, as an HR trainee I was a part of walk in, for the purpose of walk
in SPI had given an advertisement in both TOI and DINAMALAR. The company
had opening for 100 freshers and 50 experienced. The walk in was for a week,
around 400 candidates appeared and around 100 candidates were selected. SPI uses
walk in for mass recruitment. The walk ins were conducted in the first two weeks
of June.


      E-recruitment or online recruitment is the buzzword and the latest trends.
Many big and small org are using internet as a source of recruitment.
SPI global also uses for its recruitment purpose, in fact we were given
training on how to use naukri web portal and to enter in employer zone and to
download relevant resumes. They are paid monthly and there is a limit for
downloading resumes in a month (3000downloads and 6000 mails).

Promoting (through internal job posting)

      Promotion is an effective means using job posting and personnel records.
Job posting requires notifying vacant positions by posting notices, circulating
publications or announcing at staff meetings and inviting employees to apply.
Personnel records help discover employees who are doing jobs below their
educational qualifications or skill level. Promotions has many advantage like it is
good public relations, builds morale, encourages, competent individuals who are
ambitious improve the probability of good selection since information on, the
individual’s performance is readily available, is cheaper than going outside to
recruit, those chosen internality are familiar with the organization thus reducing the
orientation time and energy and also acts as a training device for developing
middle level and top level managers.
Even SPI goes for promotion of employees; the promotion is based on merit and
experience. The promotions done by SPI is mostly with a hike in the CTC. SPI
goes for promotion because of the above mentioned benefits.


      This is probably the easiest approach to filling up a vacancy, transfers are
also important in providing employees with a broad – based view of the
organizations, necessary for future promotions. Such an approach avoids the need
to dispense with surplus staff in one place and make fresh recruitment in another
place of the organization.
SPI also transfers their employee from their Chennai branch to Pondicherry
branches based on the requirement.

      Selection is the process of putting right men on right job. It is a procedure of
matching organizational requirements with the skills and qualification of people.
Effective selection can be done only when there is effective matching. By selecting
best candidate for the required job, the organization will get quality performance of
employees. Moreover, organization will face less of absenteeism and employees
turnover problems. By selecting right candidate for the required job, organization
will also save time and money, proper screening of candidates take place during
selection procedure. All the potential candidate who applies for the given job are

   Identifying the vacancy
   Identifying the vacancy


     Receiving resume
     Receiving resume

    Arranging interviews
    Arranging interviews

     Calling for interview
    Calling for interview

     Selection process
     Selection process

      Calling for joining
      Call for joining

      The recruitment process begins with the human resource department of SPI
GLOBAL receiving requisitions for recruitment from any department of the

These contain:
    Posts to be filled
    Number of persons
    Duties to be performed
    Qualification required
   Based on the vacancy the recruitment team plans the recruitment process. This
is the initial step by human resource department.

After identify the vacancies they will find the sources to recruit the manpower.
They will use both internal and external recruitment.
For external recruitment they use source like

          Advertising
          Employee referrals’
          Consultancies
          Walk in
          E-recruitment portals
For Internal recruitment they use source like,

    Promotions (through Internal job posting)
    Transfer
These are the main internal and external sources used by the company.
      After sourcing the various sources the company will receive the resumes
from various sources. They will scrutinize the resume based on their requirement.
They are selecting all level of qualified peoples. They select the candidates with
the educational background like,
   1. U.G
   2. P.G.
   3. Diploma
   4. Other educational background
Arranging interviews
      After receiving and scrutinize the resume they will arrange the interview
process. They will fix the date for the interview and they will prepare the aptitude
test questions. They will do all arrangement for an effective recruitment
Calling for interview

      After dong all the arrangements the will make a call to the applicant. They
will tell about the job description and call the applicant for the interview. The will
engage the candidate in a fixed time and they will inform it too. So it is very
convenient for the candidates as well as for recruitment team.

      The selection process includes written test and personnel interview. This
selection process selects the right person for the right job.


      After getting selected from final selection, the candidates have been called
for joining. Information is reach through their given phone number or either email.
Various aspects related to salary and other details include in it.
                             SELECTION PROCESS

                                 Application blank
                                 Application blank

                                  Conducting test
                                  Conducting test

                                    Short listing
                                    Short listing

                                Personnel interview
                                Personnel interview

                                   Final decision
                                   Final decision

      The candidates who are called for interview are required to fill applications
blank. It contains data record of the candidate such as details about age,
qualification reason for leaving previous job, experience etc.
       After filling the applications blank the candidates are given with written
aptitude test, it is an publishing company so they are asking the questions related to
the following factors like,

    Computer applications
    Grammar related
    Technical assessment
    General aptitudes

   The aptitude test varies depended on the job descriptions. After finishing the
written test they will short list the candidates for personal interview.


       Personal interview assessment is conducted to know the competency level of
candidate. Competency includes skill, attitude and knowledge. Face to face
interviews are conducted in which candidates meet the HR in face to face. Whether
you are fresher or experienced you are in need to attend the interview. In face to
face interview, they will ask questions like the strengths and weakness of the
candidates expecting salary, what do know about company, reason for choosing

Interview has at least three objectives and they are as follows
    Helps obtain additional information from the applications
    Facilities giving general information to the applications such as company
      policies job products manufactured and the like
    Helps build the company’s image among the applicants.


      If the candidates match with the company’s job requirement he will be
selected and offer letter will be provided with in 3 weeks. The potential people are
recruited through this selection process.
      There are two types of factors that affect the recruitment of candidates for
the company.

Internal factors like,
    Company’s pay package
    Quality of work life
    Organizational culture
    Company’s size
    Company’s product
    Growth rate of the company
    Cost of recruitment


    Supply and demand factors
    Employment rate
    Political legal and government factors
    Information system

As an HR trainee in SPI GLOBAL we were given the responsibility of taking care
of the first round of recruitment, in this we had to talk to the applicant about the
post they are applying for and their English language skill. After that we have to
give the test based on the requirement .After completion of the test we had to
correct the paper and had to send to the next level(if applicant clears the test) that
is personal interview with the concerned department head.

After that if the applicant clears the personal interview the papers will be back in
HR department for negotiation, we were given opportunity to negotiate with the
selected candidates. Negotiation is done on the basis of salary bucket given to the
HR department by the top level management. In the salary bucket it’s given (max –
min) how much can be paid for fresher’s and experienced applicants. Negotiations
are done personally as well as through telephone.


We were given training by a person from naukri web portal to get into the
employer zone and download relevant resumes based on the requirements. We had
the responsibility of scheduling them for taking up the test.

The Hr dept is maintaining a recruitment tracker which is all about the number of
candidates applied, shortlisted, rejected and their personal information. We were
given the responsibility of uploading the details to the recruitment tracker.
Induction to the new employees were taken by the HR assistant manager who was
our reporting manager, we were given opportunity to take part in the induction
process by conducting some activities to make the new trainees feel free in the

As we were in the recruitment role, only above mentioned activities were done by
us as it is repeating in nature.

Recruitment process of spi is done in a systematic manner.

Recruitment is mostly done through the help of walk ins, consultancy, referrals,
advertisement and e-portals.

Selection processes have a sequence of operation.

Walk ins are conducted when mass recruitment is done.

Web portals help in downloading relevant resumes which will further help in
scheduling them for interview.

Consultancy provides candidates for recruitment and they also schedule them for


Screen the candidates before walk ins so that company can avoid wastage of

The service of web portals can be increased (currently it is used in a monthly in

An employee can be appointed for taking care of initial stages of recruitment
(currently the position is vacant)


Recruitment is the process of attracting more and more candidates to apply for the
job. It is very important step as it brings prospective employees to apply for the
job.SPI GLOBAL is one of the leading company in e-publishing sector, so it’s a
nice company for the UG students to start with.

   “Human resources and personnel Management”, K. Ashwathappa, Tata
     McGraw Hill Publishing Company Limited.
   “Research Methodology” C.R. Kothari, New Age International Private



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