Shreya Report

A
PROJECT REPORT
ON
“A deep analysis on the study of background verification of
employees with special reference to Pragathi Consultancy Services”
Submitted in the partial fulfillment for the award of Degree of
Master of Business Administration
AMRAPALI GROUP OF INSTITUTE, HALDWANI
Submitted to: Submitted By-:
Dr. SUGANDHA JOSHI Name: SHREYA SIDANA

Amrapali Group of Institute Roll no.-: 210030500052
FACULTY OF COMMERCE AND BUSINESS MANAGEMENT

AMRAPALI GROUP OF INSTITUTES
SHIKSHA NAGAR,
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R.No 05DBIA1043. MBA -Human Resource Management. Page 1 of 69
DECLARATION
I Shreya Sidana student of MBA 4th Semester in the year 2021-23

hereby declare that, I have undergone the project work on
“A deep analysis on the study of background verification of employees

with special reference to Pragathi Consultancy Services “
This project report is an original work carried out by me and the report has
not been submitted to any other University for the award of any
degree or diploma.
Name: Shreya Sidana

Roll No. - 2031003500052
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ACKNOWLEDGEMENT
First and foremost, I thank almighty for keeping me hale and healthy
for successful completion of the project.
I sincerely thank to my guide, Dr. Sugandha Joshi for her kind words
and continuous encouragement which has inspired me in completion of
this project and also for giving me the opportunity to execute the project
successfully with his guidance in their esteemed organization.
I am also taking the pleasure to express my sincere thanks to all other staff
members of The Department of Management Studies, for their kind co-
operation.
Last but not least, I would like to convey my sincere gratitude to my
parents and friends, who have always been a source of inspiration
towards the completion of this project.
Name: Shreya Sidana

Roll No.-2031003500052
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Mentor Certificate
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TABLE OF CONTENT
Chapter No. Particulars Page No.
Certificate from the Organization

Certificate from the College
Student Declaration
Guide Certificate
Acknowledgement
1 Introduction to HRM 08
2 Introduction to Background Check 14
3 Company Profile 31
4 Grade Structure 41
5 Research Methodology 44
6 Data Analysis 48
7 Findings From the Study 71
8 Suggestions and Recommendations 73
9 CONCLUSIONS 75
10 BIBLIOGRAPHY 78
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Introduction to HRM
Earlier references: In western countries HRM had its primitive beginning in 1930s. Not
much thought was given on this subject in particular and no written records or documents
interesting to note HRM concepts was available, in ancient philosophies of Greek, Indian and
Chinese. This is not to suggest that industrial establishment and factories system, as it is
known today, existed in ancient Greece, India or china. The philosophy of managing human
being, as a concept was found developed in ancient literatures in general and in Indian
philosophy in particular.
Personnel functions: Till 1930s, it was not felt necessary to have a separate discipline of
management called “Personnel management”. In fact, this job was assigned as part of the
factory manager. Adam Smith’s concept of factory was that it consists of three resources,
land, labour and capital. This factory manager is expected to “procure,
Process and peddle” labour as one of the resources. The first time when such a specialist
“person” was used; it was to maintain a “buffer” between employer and employee to meet
the “legitimate need” of employees. However, it is the employer who decided what is
“legitimate need” of employees. In fact, the specialist “person” was more needed to prevent
“unionization” of employees. This was the case before 1930-s all over the world.
Environmental Influences on HRM: Since 1930s, certain developments took place, which
greatly contributed, to the evolution and growth of Human Resources Management (HRM).
These developments are given below:
 Scientific Management
 Labour Movements
 Government Regulations.
Need for the Study :
 Shortage of skills.
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Skills and knowledge people are always on short supply. Alternatively they are too costly to
hire from outside. The best alternative is to improve skill and knowledge of existing
employees.
 Technological Obsolescence.
Growth of technology takes places very fast. This will render current technology obsolete in
the future. There is a great need to upgrade technology. This needs suitable training.
 Personal Obsolescence.
At the time recruitment employees possess a certain of knowledge and skill. As time passes
knowledge becomes obsolete, unless it is updated by proper training. This happens because
of changes taking place in product technology, production methods, procurement of better
machines, setting up of modern production lines, introduction of modern method of
supervision and information processing through MIS and EDO..
 Organization Obsolescence.
Modern management has introduced a number of innovative steps in functions of
management like planning, organizing, controlling, coordinating and directing. Organization
which is impervious to such changes is bound to fail and become obsolete.
 Upgrading Ability of Threshold workers.
Public policy provides reservation to disadvantaged sections of the society like handicapped,
minorities and dependents of deceased workers etc. All these are threshold workers having
less than minimum prescribed level of knowledge and skill. They require extensive training
to bring them up to the minimum level of performance standard.
 Coercive training by government.

In order to provide better employability chances of unemployed youth, certain governments
taken initiative to mobilize resources available at pubic/government and private sectors to
outside candidates. One such example is the “Apprentice Training ” conducted by govt. of
India. A part of expenditure incurred for this by private sectors are reimbursed by
government.
 Human capital
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The latest thinking is to treat employees as “human capital”. The expenditure involved is
training and developments are now being considered as an investment.
Scope of Human Resource Management
The Scope of HRM is in deed fast. All major activities in the working life of worker
from time of his entry in an organization until he / she leaves, come under the preview of
HRM. Specifically, the activities included are Human Resource planning, Job analysis and
design, Recruitment, Selection, Orientation and placement, Training and development,
Performance appraisal and Job evaluation, employee and executive remuneration and
communication, employee welfare, safety and health, industrial relations and the like.
HRM is becoming a specialized branch giving rise to a number of specialized areas like :
Staffing
Welfare and Safety
Wages and Salary Administration
Training and Development
Labour Relations
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Nature of Human
Resource
Prospects Management Employee hiring
of HRM
Employee and
Industrial Human Resource executive
Relations Management Remuneration
Employee Maintenance Employee Motivation
Human Resource Management in PCS :

Personnel/Human Resource of an undertaking is its important constituent.
Efficiency, Profitability and in fact the very existence of the undertaking will depend on this
constituents. Co-operation and dedication in performance on the part of its personnel ends in
the accomplishment of its objectives. Therefore human resource is of immense importance
since it involves matters such as identifying, placing, evaluating, and developing individuals
at work and maintaining effective multilateral communication systems. Human resources
along with financial and material resources contribute to production of goods and services in
an organization.. In short HRM may be defined as the art of procuring, developing and
maintaining competent workforce to achieve the goals of an organization in an effective and
efficient manner.
Objectives of the HRM are to secure the following: -
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1. Industrial peace: This is secured by excellent union management relations, healthy inter-
personal relationships, and promoting participative management style and good industrial
and labour relations.
2. Achieve High Productivity: The underlying objective brings to increase the “quantity or
volume” of the product or service for a given input, productivity improvement programme is
very significant in a competitive environment.
3. Better quality of working life of employees: This involves both intrinsic and extrinsic
factors connected with work.
4. Obtain and sustain competitive advantage through empowerment : continuous
improvement and innovative steps being the two essential ingredients to achieve and sustain
competitive advantage, today’s industries
are “knowledge based” and “skill intensive”.
5. Cordial relationship between the employer and employees.
6. Personnel research functions.
7. Proper orientation and introduction to the new employees.
BACKGROUND SCENARIO
William James of Harvard University estimated that employees could retain their jobs by
working at a mere 20-30 percent of their potential. His research led him to believe that if
these same employees were properly motivated, they could work at 80-90% of their
capabilities. Behavioral science concepts like motivation and enhanced productivity could
well be used for such improvements in employee output. Training could be one of the means
used to achieve such improvements through the effective and efficient use of learning
resources.
Training and development has been considered an integral part of any organization since
the industrial revolution era. From training imparted to improve mass production to now
training employees on soft skills and attitudinal change, training industry has come a long
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way today. In fact most training companies are expecting the market to double by the year
2007, which just means that the Indian training industry seems to have come of age.
Organization and individual should develop and progress simultaneously for the their
survival and attainment of mutual goals. So, every modern management has to develop the
organization through human resource development. Employee training is the most important
sub-system of human resources development. Training is a specialized function and one of
the fundamental operative functions for human resources management.
There are few generalizations about training that can help the practitioner. Training should be
seen as a long term investment in human resources using the equation given below:
Performance = ability (x) motivation
Background Check can have an impact on both these factors. It can heighten the skills and
abilities of the employees and their motivation by increasing their sense of commitment and
encouraging them to develop and use new skills. It is a powerful tool that can have a major
impact on both employee productivity and morale, if properly used.
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Introduction to Background Check
Background Verification is basically concerned with having the right types of people
available as and when required and improving the performance of existing people to make
them to work more effective on their jobs, Manpower management thus starts with
Background check. It is first done by studying three types of Forecasts.
1) The economic needs,

2) The Company sales and expansion forecast
3) The employee market forecast
Such forecast results in the company’s organization plans. A Comparison of these two
namely the forecast and the plans, can result in anticipating the manpower needs.
Background Deals with the management of people in an organization. It is a management

function that helps manager’s recruit, select, train and develops members for organizations.
Background is related to the promotions and transfers from within the organization to
jobs for which the existing personnel are suitable.
Background deals with the management of people in an organization. It is a management

function that helps managers recruit, selects, Train and develop members for organizations .It
is with the people’s dimensions in organizations.
Background is related to the ‘continuous process of manpower planning, selection,

performance appraisal, salary administration, training and management development and
retention of talented employees.
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Thus Background refers to a set of programs, functions and activities, designed and
carried out in order to maximize both employees as well as organizational effect venal
effectiveness. Background is an actuating process, which involves every worker.
Objectives of Background Check:
The primary objective of Background check of Employees is to ensure availability of a

competent and willing work force to organizations.
Its main objective is to make the organization people oriented.
1. Social objectives
To be ethically and socially responsible to the needs and challenges of the society
while minimizing the negative impact of such demand upon the organization. The failure of
organizations to use there resources for the society’s benefits in ethical way may lead to
restrictions,
2. Organizational Objectives.
To recognize the role of Background in Brining about organization effectiveness.
Background is not an end self. It is only a means to assist the organization with its primary
objectives.
4) Functional Objectives
To maintain the departments contributions at a level appropriate to the organizations need.
Resources are wasted when Background demands.
5) To assist employees in achieving their personal goals, at least insofar as these goals
enhance the individual’s contribution to the organization. Personal objectives of
employees must be met if workers are to be maintained, retained and motivated.
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10 Tips For A Better Criminal Background Check
1. Get Complete Information From Your Applicant. A criminal background check
will be based in part on the information provided by the applicant. If necessary
information is left out - such as which campus of a state university was attended, or
the city where they last worked - the turnaround time can be adversely affected.
2. Order An Address History Search. This search serves as the foundation of a

thorough criminal background check. By identifying the applicant's residency history,
other searches such as County Criminal Records and Driving Records can be
conducted in the proper locations.
3. Easy Backgrounds' Address History Search is based on an applicant's Social Security

Number and name, so in addition to former addresses, the results will confirm if it is a
valid number and the names associated with it.
4. Compare Criminal Background Check Results. Compare the address history

provided on the candidate's application with the criminal background check search
results. If there are inconsistencies, ask the applicant for an explanation.
5. Include Work Locations. People spend a lot of time at work or in the area of their
employer, so consider a County Criminal History search in this area as well if it
differs from the applicant's Address History.
6. Credit Checks for Employment. Credit History Reports for employment purposes
are different than those obtained for credit-granting purposes. The reports for
employers have the individual account numbers screened out or altered (a fraction of
it may appear or be substituted). Using a standard credit report for employment
purposes is a violation of the FCRA.
6. Obtaining Birth Dates Without Violating The Law. As a potential employer,

you can't ask a candidate's date of birth - but you need a date of birth to run a
Criminal History Search. One option is to extend the job offer before the criminal
background check is ordered, with the offer being contingent on the results of the
report. A second option is to have the applicant complete the release form,
including date of birth, and seal it in an envelope when the application is submitted.
Use it only if you run a criminal background check or employee background check.
7. Get Names of Supervisor and Co-Workers. Human Resource departments will

frequently give out only the most basic of information - start and termination dates,
title, etc. If you can get the name of a Supervisor or a few co-workers, they are
frequently less restrictive in the information they divulge for pre employment
screening.
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8. Run A Statewide Criminal Search. We don't recommend Statewide Criminal
Searches as a sole source of information during a criminal background check, but
they are a good way to augment your County Criminal Record Search. If it's
available, it's a relatively inexpensive way to cover a broad area.
9. Integrate With Your Applicant Tracking System. If you use an Applicant

Tracking System, Easy Backgrounds can be easily integrated so that it will pull all
the necessary data to run a criminal background check. No double data entry.
10. Get With The Times. The Web is how business gets done … quickly. If you're not
using a Web-based criminal background check provider, you're probably waiting
longer and spending more for your pre employment screening reports. Give Easy
Backgrounds a try.
Why We need the Employee Background Check!!!!
Those two words have been devastating to many businesses — and they could cost you
millions of dollars. Negligent hiring is the failure to check the backgrounds of job applicants
before you hire them.
When a pizza deliveryman raped a customer, a jury awarded the victim $6 million of the
parent company's money. The firm had failed to do a background check which might have
disclosed the man's previous sex-offense record.
A trucking company was ordered to compensate a family when several family members were
injured in an accident caused by one of its drivers. The amount awarded was many times
what it would have been had the company checked the driver's record before hiring him.
Every day people with criminal records, falsified educational credentials, and other serious
liabilities are hired by companies who fail to thoroughly check their backgrounds. The result
can be acts leading to expensive negligent hiring lawsuits.
Knowing the backgrounds of the people you hire is absolutely essential because a
business can be held liable for accidents and crimes committed by its employees To
protect your company and minimize risk, get reliable background information about
everyone you consider for employment.
Employee Background Check minimizes these problems with its services. You can verify
the accuracy and/or completeness of information provided by job applicants — before hiring
and training -- and thus reduce the costs incurred by high turnover and reduce your risk of
liability.
Employee Background Check Services
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 General Information Reports
 Driving Record Reports
 Workers' Compensation Reports
 Credit Reports
 Criminal History Reports
 Education Verification Reports
 In-Depth Reports
 Rush Services
EmploymentBackgroundCheck-:
Services and companies from around the Web. The following companies offer pre-
employment screening and background check packages which typically include verification
of education and employment, credit reports, driving records, civil records and any other type
of information you may need when conducting a search.
Provides pre-employment screening and background checks in the areas of fraud detection
and prevention, risk management, debt collection, asset location and identification,
information verification, due diligence claims investigations and other permissible purposes.
Texas firm provides companies, individuals and organizations a time sensitive, cost
effectivecriminalbackgroundcheckservice.
A pre-employment screening service that provides a full range of public record searches,
employment and education verifications and references checks both nationally and abroad.
Provides HR professionals and hiring managers with full service employment background
screening products including hand-pulled county criminal background checks, Motor Vehicle
Records, and education verification and many other services. Corra has crafted handy
screening packages to assist with screening various types of employmentpositions.
DataCheck,
A full service pre-employment background screening company providing criminal records,

driving records, credit reports, employment/education verifications and more. Nationwide
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searches, online ordering and retrieval. Visit their website, www.datacheckinc.com and
request a free quote online.
Background Information Services works closely with companies to develop a hiring
screening program.
ESR check
Employment background screening, with emphasis on legal compliance, Internet access and
professional HR assistance. Site contains educational articles, reports and sources on safe
hiring.
Security Check:
Security and investigations company which offers employment and drug screening, criminal
background checks, private investigations, physical security, bodyguards, and alarm
monitoring and installation.
Screening Services is a leading provider of employment background checks, drug testing and
physicals.
National online provider of employee background checks and investigative services. They
offer pre-employment screening, tenant screening and employment verification, which
include credentials check, driving records, criminal checks, sex offender checks, court
eviction records, education verification, social security trace and reference checks for human
sources and small business owners.
The Background & Network service loss prevention, consulting, investigation and
background screening agency.
Employment screening and background check firm provides comprehensive background

checks, employment screening and drug testing.
Employment Background Checks:

A Jobseeker's Guide
Whether you are hired or promoted for a job may depend on the information revealed in a
background check. Job applicants and existing employees as well as volunteers may be asked
to submit to background checks. For some jobs, screening is required by federal or state law.
The current emphasis on security and safety has dramatically increased the number of
employment background checks conducted.
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In short, employers are being cautious. At the same time, applicants and employees fear that
employers can dig into the past in ways that have nothing to do with the job.
This guide explains the why and how of background checks. It also tells you what can be
covered in a background report, your rights under the Fair Credit Reporting Act, and what
you can do to prepare. For more information, go to the References section at the end of this
guide. The PRC does not perform background checks.
Why Does an Employer Conduct a Background Check: Employers check potential and
current workers for several reasons. The things an employer wants to know about you can
vary with the kinds of jobs you might seek. Here are a few of the reasons for employment
screening.
 Negligent hiring lawsuits are on the rise. If an employee's actions hurt someone, the
employer may be liable. The threat of liability gives employers reason to be cautious
in checking an applicant's past. A bad decision can wreck havoc on a company's
budget and reputation as well as ruin the career of the hiring official. Employers no
longer feel secure in relying on their instinct as a basis to hire.
 Current events have caused an increase in employment screening.
 Child abuse and child abductions in the news in recent years have resulted in new
laws in almost every state that require criminal background checks for anyone who
works with children. The move to protect children through criminal background
checks now includes volunteers who serve as coaches for youth sports activities and
scout troop leaders.
 Terrorist acts of September 11, 2001, have resulted in heightened security and
identity-verification strategies by employers. Potential job candidates and long-time
employees alike are being examined with a new eye following September 11, 2001.
 Corporate executives, officers, and directors now face a degree of scrutiny in both
professional and private life unknown before the Enron debacle and other corporate
scandals of 2002.
 False or inflated information supplied by job applicants is frequently in the news.

Some estimates are that 30% to 40% of all job applications and resumes include some
false or inflated facts. Such reports make employers wary of accepting anyone's word
at face value.
The "information age" itself may be a reason for the increase in employment screening --
the availability of computer databases containing millions of records of personal data. As the
cost of searching these sources drops, employers are finding it more feasible to conduct
I don't have anything to hide. Why should I worry!!!
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While some people are not concerned about background investigations, others are
uncomfortable with the idea of an investigator poking around in their personal history. In-
depth background checks could unearth information that is irrelevant, taken out of context, or
just plain wrong. A further concern is that the report might include information that is illegal
to use for hiring purposes or which comes from questionable sources.
What Is Included in a Background Check!!
Background reports can range from a verification of an applicant's Social Security number to
a detailed account of the potential employee's history and acquaintances. Here are some of
the pieces of information that might be included in a background check. Note that many of
these sources are public records created by government agencies.
Driving records Vehicle Credit records Criminal

registration records
Social Security Education records Court records Workers'
no. compensation
Bankruptcy Character Neighbor interviews Medical records
references
Property Military records State licensing Drug test
ownership records records
Past employers Personal Incarceration records Sex offender
references lists
What Cannot Be in a Background Check Report!!
 Bankruptcies after 10 years.

 Civil suits, civil judgments, and records of arrest, from date of entry, after seven
years.
 Paid tax liens after seven years.
 Accounts placed for collection after seven years.
 Any other negative information (except criminal convictions) after seven years.
Arrest information. Although arrest record information is public record, in California and
other states employers cannot seek from any source the arrest record of a potential employee.
However, if the arrest resulted in a conviction, or if the applicant is out of jail but pending
trial, that information can be used.
In India, an exception exists for the health care industry where any employer who has
an interest in hiring a person with access to patients can ask about sex related arrests.
And, when an employee may have access to medications, an employer can ask about
drug related arrests.
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 Criminal history. In India , criminal histories or "rap sheets" compiled by law
enforcement agencies are not public record. Only certain employers such as public
utilities, law enforcement, security guard firms, and child care facilities have access
to this information. With the advent of computerized court records and arrest
information, however, there are private companies that compile virtual "rap sheets."
 Workers' compensation. when an employee's claim goes through the becomes
public record. An employer may only use this information if an injury might interfere
with one's ability to perform required duties. Under the federal Americans with
Disabilities Act, employers cannot use medical information or the fact an applicant
filed a workers' compensation claim to discriminate against applicants.
In India employers may access workers' compensation records after making an offer of
employment. To gain access, employers must register with the and confirm that the records
are being accessed for legitimate purposes. Although the agency may not reveal medical
information and the employer may not rescind an offer due to a workers' compensation claim
employers sometimes discover that applicants have not revealed previous employers where
they had filed claims. In such situations, employers often terminate the new hire because it
appears they falsified the application
 Bankruptcies. Bankruptcies are public record. However, employers cannot

discriminate against applicants because they have filed for bankruptcy.
Although these laws should prevent an employer from considering certain information, there
is no realistic way for the applicant to determine whether such information will be revealed
in a background check. This is particularly true for investigations conducted online where the
information obtained from web-based information brokers might not be verified for accuracy
or completeness.
For example, if you were arrested but never convicted, a data search could reveal the arrest,
but the investigator who compiled the information might not delve further into the public
records to determine that you were acquitted or the charges were dropped. Reputable
employment screening companies always verify negative information obtained from data
base searches against the actual public records filed at the courthouse.
Can an employment application ask about things that should not be reported?
For example, an employment application might ask if you have "ever" been arrested. The
consumer reporting agency cannot report an arrest that from date of entry was more than
seven years ago. It does not say the employer cannot How to handle such questions on an
employment application is of real concern to many people, especially those concerned with a
youthful mistake from the distant past.
State employment laws may limit the questions an employer includes on a job application.
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Aren't some of my personal records confidential!!!
The following types of information may be useful for an employer to make a hiring decision.
However, under the federal Fair Credit Reporting Act, the employer is required to get your
permission before obtaining the records.,"
 Education records., transcripts, recommendations, discipline records, and financial

information are confidential. A school should not release student records without the
authorization of the adult-age student or parent. However, a school may release
"directory information," which can include name, address, dates of attendance,
degrees earned, and activities, unless the student has given written notice otherwise
 Military service records. Under the federal Privacy Act, service records are
confidential and can only be released under limited circumstances. Inquiries not
authorized by the subject of the records must be made under the Freedom of
Information Act. Even without the applicant's consent, the military may release name,
rank, salary, duty assignments, awards, and duty status. For more on military records,
 Medical records. In many states, medical records are confidential. There are only a
few instances when a medical record can be released without your knowledge or
authorization. The requires your specific permission for the release of medical
records. If employers require physical examinations after they make a job offer, they
will have access to the results.
 There are other questions such as age, marital status, and certain psychological tests
that employers cannot use when interviewing. These issues are beyond the scope of
this fact sheet. If you have further questions, contact the resources at the end of this
fact sheet. The federal Equal Employment Opportunity Commission and the fair
employment agencies in the states handle these issues.
What can my former employer say about me!!
Often a potential employer will contact an applicant's past employers. A former boss can say
anything [truthful] about your performance. However, most employers have a policy to only
confirm dates of employment, final salary, and other limited information. California law
prohibits employers from intentionally interfering with former employees' attempts to find
jobs by giving out false or misleading references.
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Under Indian law and the laws of many other states, employees have a right to review their
own personnel files and make copies of documents they have signed. If you are a state or
federal employee, Jobs such as truck driver positions fall under regulations of the federal
Department of Transportation. Employers are required to accurately respond to an inquiry
from a prospective employer about whether you took a drug test, refused a drug test, or tested
positive in a drug test with the former or current employer.
Who Conducts Background Checks
There are many companies that specialize in employment screening. It is outside the purpose
of this fact sheet to identify background checking companies by name. The most important
thing to keep in mind is that companies conducting background checks fall into several broad
categories. This can range from individuals commonly known as"privateinvestigators," to
companies that do nothing but employment screening, and to online data brokers.
Corporations that employ large numbers of people may have an established relationship with
a third-party background checking company or may even use an affiliated company for their
employment screening. Other background checking companies may work on a less formal
basis with employers. There are about several companies that conduct employment screening
and thousands others nationwide, including private investigators.
With the information age upon us, it is easy for employers to gather background information
themselves. Much of it is computerized, allowing employers to log on to public records and
commercial databases directly through dial-up networks or via the Internet. Finding one of
these online companies is as easy as using an Internet search engine to find web sites that
specialize in "background checks." Employers should beware of companies advertising on
the Internet that they can "find everything about anyone." They are not necessarily going to
be in strict compliance with federal and state laws, especially the provisions that require
accuracy of background check reports.
Do I have a right to know when a background check is requested!!
Increase the disclosure and consent requirements of employers who use "consumer reports."
Such reports might consist only of a credit check. More extensive reports might include
criminal histories, driving records, and interviews with neighbors, friends and associates.
To be covered by the , the Federal Trade Commission says that a report must be prepared by
an outside company -- a "consumer reporting agency" or business that "for monetary fees,
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dues, or on a cooperative nonprofit basis, regularly engages in ... assembling ... information
on consumers for the purpose of furnishing consumer reports to third parties."
A job offer, or denying a promotion - it must take the following steps, which are explained .
 Before the adverse action is taken, the employer must give the applicant a "pre-
adverse action disclosure." This includes a copy of the report and an explanation of
the consumer's rights under .
 After the adverse action is taken, the individual must be given an "adverse action
notice." This document must contain the name, address, and phone number of the
employment screening company, a statement that this company did not make the
adverse decision, rather that the the accuracy or completeness of any of the
information in the report.
The federal law has two significant loopholes. First, if the employer does not use a third-
party screening company but, rather conducts the background check itself, it is not subject to
the notice and consent provisions of the . Second, the employer might tell the rejected
applicant that its adverse decision was not based on the contents of the background
investigation, but, rather that the job pool was so exceptional that it made its hiring decision
based on the fact that there were individuals more qualified than the applicant.
In both of these situations, the applicant would not have the ability to obtain a copy of the
background check to find out what negative information it contained. We have learned of
situations where the individual remained unemployed for years, not knowing that wrongful
criminal records which resulted from identity theft were the reason for the individual's failure
to find employment.
Workplace Investigations -:
This is an investigation conducted by a third-party your employer may hire if the employer
suspects you of:
 Misconduct relating to your employment.

 A violation of federal, state or local laws or regulations.
 A violation of any preexisting written policies of the employer.
 Noncompliance with the rules of a self-regulatory organization, that, for example,
oversees the securities and commodity futures industry.
It means your employer does not have to give you notice and get your permission to conduct
a misconduct investigation. Like other inquiries covered by the FCRA, this only applies if the
employer hires an outside party to conduct the investigation.
________________________________________________________________________
It also means you will not receive a notice of your rights as others who are subject to a
standard employment background check normally would. If, at the end of the investigation,
the employer decides to take some action against you, you receive the "adverse action" notice
only after the action has been taken.
You will receive only a "summary" of the investigation report, but not the more detailed
report that may include sources.
Who will see the investigation report!!
The report may be communicated to:
 The employer or its agent.

 Any federal or state officer, agency or department or any officer, agency or
department of a unit of general local government.
 Any self-regulatory organization with regulatory authority over the activities of the
employer or the employee.
 Others, as is otherwise required by law; or
 A government agency, in accordance with an existing FCRA section that allows a
consumer reporting agency to disclose personal identifying information to a
government agency.
Can I dispute the findings
Not under the BG dispute procedure. That is because this new section on workplace
misconduct investigations was affected by removing this type of investigation from the
definition of "consumer report." Thus, the usual protections that apply to a "consumer report"
conducted for employment purposes do not apply to workplace misconduct investigations. If
you find yourself in this position, you will probably want to seek the advice of an
employment law attorney.
 Medical records or payments.

 Residential or tenant history.
 Check writing history. Employment history.
 Insurance claims.
________________________________________________________________________
For job applicants and employees, this means, starting in January 2005, you may receive a
free copy of your "file" maintained by a "nationwide specialty consumer reporting agency"
that supplies employers with background checks. Before, you could request a copy of your
"file" but would have to pay for it.
Now, companies that provide employment background check reports have to, as a minimum,
set up a toll-free number that gives you instructions on how to get the information in your
"file." Companies may but are not required to also provide access to the free "file" disclosure
through a web site address.
Your "file" is not the same as your "report." The "report" is the document the background
screening company gives to your employer. The gives you the right to receive a copy of your
"report" directly from the employer," but only if the employer issues an "adverse action"
notice. Your "file" is defined in the as ".all of the information [about you] recorded and
retained by a consumer reporting agency regardless of how the information is stored." You
are entitled to see your "file," whether or not the employer gives the "adverse action" notice.
Investigative Consumer Reports:
The background check that includes interviews with "neighbors, friends, or associates"
about your "character, general reputation, personal characteristics, or mode of living" is
called an "investigative consumer report."
When information about you is gathered from interviews, the requires a separate disclosure.
You are also entitled to know the "nature and scope" of an investigative consumer report, but
you have to ask. For more on how the staff interprets the term "investigative consumer
report" and other keys topics under the
How to Prepare for a Background Check
When you know you are going to be on the job market, take the following steps to reduce the
chances that you and/or the potential employer will be "surprised" by information found in
the background check process:
 Order a copy of your credit report. If there is something you do not recognize or
that you disagree with, dispute the information with the creditor and/or credit bureau
before you have to explain it to the interviewer. Another individual's name may
appear on your credit report. This happens when someone mistakenly writes down the
wrong Social Security number on a credit application causing that name to appear on
your file. Or you might be a victim of identity theft.
________________________________________________________________________
 Check court records. If you have an arrest record or have been involved in court
cases, go to the county where this took place and inspect the files. Make sure the
information is correct and up to date.
Reporting agencies often report felony convictions when the consumer truly
 Check DMV records.
Request a copy of your driving record from the Department of Motor Vehicles, especially if
you are applying for a job that involves driving.
Many employers ask on their application if you were ever convicted of a crime. Or
they might word the question to ask whether you have ever been convicted of a
felony or misdemeanor. Typically, the application says you do not have to divulge a
case that was expunged or dismissed, or that was a minor traffic violation.
 Do your own background check. If you want to see what an employer's background
check might uncover, hire a company that specializes in such reports to conduct one
for you. That way, you can discover if the data bases of information vendors contain
erroneous or misleading information. (Consult the Yellow Pages under
"Investigators.") Or, you can use one of the many online search services to find out
what an employer would learn if conducting a background check in this way.
 Ask to see a copy of your personnel file from your old job. Even if you do not
work there anymore, state law might enable you to see your file. Under you can
access your file until at least a year from the last date of employment. And you are
allowed to make copies of documents in your file that have your signature on them.
You may also want to ask if your former employer has a policy about the release of
personnel records. Many companies limit the amount of information they disclose.
 Read the fine print carefully. When you sign a job application, you will be asked to
sign a consent form if a background check is conducted. Read this statement carefully
and ask questions if the authorization statement is not clear. Unfortunately, jobseekers
are in an awkward position, since refusing to authorize a background check may
jeopardize the chances of getting the job.
Notice of a background check has to be on a separate form. The only other

information this form can include is your authorization and information that identifies
you. Neither the notice of a background check nor any other form should ask
questions like "race," "sex," "full date of birth," or "maiden name." Such questions
violate the federal Equal Employment Opportunity laws. And, you should not be
asked to sign any document that waives your right to sue a screening company or the
employer for violations of the law.
 Tell neighbors and work colleagues, past and present, that they might be asked to
provide information about you. This helps avoid suspicion and alerts you to possible
________________________________________________________________________
problems. In addition, their prior knowledge gives them permission to disclose
information to the investigator. Forewarning others speeds up the process and helps
you get the job faster.
 Request previous background check reports. If you have been the subject of a
background check covered by the BG Department, you may be entitled to receive a
copy of your "file" from the employment screening company. If you do not know the
name of the screening company, ask the employer who requested the check. For more
on your right to get a free employment report,
________________________________________________________________________
Company Profile
________________________________________________________________________
M/S Praghathi Consultancy Services
At PCS, we energetically strive to deliver the best employment options for great companies
and the associates we place within them. We serve best and respected companies by sending
them the highest-quality individuals for temporary, temp-to-hire and full-time positions.
Companies make Pragathi their first choice for full-time, direct hire, temp-to-hire and
temporary employment agencies because we're at the forefront of the ever-changing staffing
industry. We meet our clients' needs - precisely, quickly and cost-effectively - with the finest
talent.
Young and very experienced - that's probably the best way to describe us !
Pragathi helps companies in searching, selecting and managing the ever-valuable human
assets. Formed in 2005, PCS enjoys an enviable reputation for delivering efficient, effective
and professional solutions to meet our IT and ITES clients’ diverse recruitment needs. We
guide the candidates too about the best opportunities in the marketplace, and constantly
advise them in their career progression.
Pragathi Consulting brings valuable experience to benchmark, revise, implement and preach
the best practices of recruiting to our clients. We will conduct business and HR process
reviews to assess what works and what doesn't within the client's unique corporate
environment.
Pragathi Consulting will implement methods to decrease the joining time, reduce the cost-
per-hire, and propose tailored solutions to streamline your recruitment process. Our services
give you the opportunity to focus your expertise where it counts - on your unique business
endeavors. Our goal is to ensure that our clients succeed in meeting their hiring goals with
cost-effectiveness in mind.
Our recruitment performance consulting services are designed to help take your company to
the next level of recruitment capability. Our recruitment consultants are all senior level
recruiters with years of IT and software experience in recruiting, screening, and hiring
techniques that produce lasting results in IT sector.
Adopt a "Do what it takes to get the job done”
________________________________________________________________________
About Pragathi
* Mission
* Objectives
PCS is a dream of professional technocrats incorporated in 2005, with an aim to provide

customized software solutions of the utmost quality in the shortest of time spans and being
the most cost effective. A committed technical and marketing team backs the core group of
people having over 50 person-years of experience in the industry.
Our role in unfurling the latest techniques, the quality of our services, our spirit of innovation
and our sound management principles have earned us the confidence and trust of an
extensive client base. We strive for excellence in:
* Acquiring and in depth understanding of our clients business sectors

* Proposing solutions tailored to the specific needs of each client firm
* Effectively carrying out the technology transfer
* Delivering our services according to deadlines and within budgets
MISSION
To be agents of change for our clients, facilitating their passage form given condition to a
more desired, improved one and by providing information technology solutions to their
business needs.
OBJECTIVES
To be recognized and sought out as the best 'agents of change' because of

* The soundness of our recommendations
* The relevance of our solutions
* Our technical expertise
* Our uncompromising search for excellence
* Our concern of human impacts
Companies make Prahgathi consultancy Services their first choice for full-time, direct hire,
temp-to-hire and temporary employment agencies because we're at the forefront of the ever-
changing staffing industry. We meet our clients' needs - precisely, quickly and cost-
effectively - with the finest talent.
Young and very experienced - that's probably the best way to describe us !
Prahgathi consultancy Services helps companies in searching, selecting and managing the
ever-valuable human assets. Formed in 2005, Prahgathi consultancy Services enjoys an
________________________________________________________________________
enviable reputation for delivering efficient, effective and professional solutions to meet our
IT and ITES clients’ diverse recruitment needs. We guide the candidates too about the best
opportunities in the marketplace, and constantly advise them in their career progression.
Services
1. IT and Non- IT job consultancy
2. Education consultants
3. Computer sales and service
4. Digital signature product
Prahgathi consultancy Services Consulting brings valuable experience to benchmark, revise,

implement and preach the best practices of recruiting to our clients. We will conduct business
and HR process reviews to assess what works and what doesn't within the client's unique
corporate environment.
Prahgathi consultancy Services Consulting will implement methods to decrease the joining
time, reduce the cost-per-hire, and propose tailored solutions to streamline your recruitment
process. Our services give you the opportunity to focus your expertise where it counts - on
your unique business endeavors. Our goal is to ensure that our clients succeed in meeting
their hiring goals with cost-effectiveness in mind.
Our recruitment performance consulting services are designed to help take your company to
the next level of recruitment capability. Our recruitment consultants are all senior level
recruiters with years of IT and software experience in recruiting, screening, and hiring
techniques that produce lasting results in IT sector.
Adopt a "Do what it takes to get the job done” attitude.”
Priority ONE Consulting will work with you assess your company's current recruiting
processes and identify methods to decrease cost per hire, time to fill rates, and enhance the
screening process to hire people whose skills and talents align with our clients technical and
corporate culture goals. We would be helping you to improve both your performance
efficiency and effectiveness.
Clients
________________________________________________________________________
Skilled, experienced, high-quality professionals are always at a premium and the competition
to acquire such individuals will always be fierce, especially in these booming times. At
Prahgathi consultancy Services , we believe that by fostering a positive, professional and
attractive culture, we are able to attract these candidates on behalf of our clients.
Relationships are at the core of our business. To successfully match candidates to clients, we
believe we have to look at more than a resume.
We prefer for our consultants to meet with clients at their offices. This allows us to gain an
insight into a client's working culture, as well as taking a detailed brief about their company
and the position they wish to fill.
Our candidates are our product and we want our product to be the best. We attract
prospective applicants through advertising, and intensive searching and selection through job
portals, and our in-house databases, and will invite only those we judge to be of suitable
quality to interact with one of our consultants for private interviews. At this point, our
consultants will add a comprehensive report to the candidate's application.
We use self-developed enterprise recruitment software, enabling us to conduct a

comprehensive search of our candidate database for the criteria specified by our clients. We
also have the latest skills testing software to validate the candidate's proficiency and
experience on all the major software technologies. We can assist in managerial aptitude and
psychometric tests too.
Only candidates who complete our rigorous selection process will be entered into our records
and considered for a specific role or other appropriate appointments. We don't add everyone
we meet to our books.
For additional information, prior to interviews, clients are provided with our consultant's
initial interview reports. Interviews usually take place at the client's offices, but if required,
we are happy for our clients to make use of our offices.
Key Clients:
Skilled, experienced, high-quality professionals are always at a premium and the competition
to acquire such individuals will always be fierce, especially in these booming times. At
Pragathi, we believe that by fostering a positive, professional and attractive culture, we are
able to attract these candidates on behalf of our clients.
Relationships are at the core of our business. To successfully match candidates to clients, we
believe we have to look at more than a resume.
________________________________________________________________________
We prefer for our consultants to meet with clients at their offices. This allows us to gain an
insight into a client's working culture, as well as taking a detailed brief about their company
and the position they wish to fill.
Our candidates are our product and we want our product to be the best. We attract
prospective applicants through advertising, and intensive searching and selection through job
portals, and our in-house databases, and will invite only those we judge to be of suitable
quality to interact with one of our consultants for private interviews. At this point, our
consultants will add a comprehensive report to the candidate's application.
We use self developed enterprise recruitment software, enabling us to conduct a
comprehensive search of our candidate database for the criteria specified by our clients. We
also have the latest skills testing software to validate the candidate's proficiency and
experience on all the major software technologies. We can assist in managerial aptitude and
psychometric tests too.
Only candidates who complete our rigorous selection process will be entered into our records
and considered for a specific role or other appropriate appointments. We don't add everyone
we meet to our books.
For additional information, prior to interviews, clients are provided with our consultant's
initial interview reports. Interviews usually take place at the client's offices, but if required,
we are happy for our clients to make use of our offices.
HR Team:
PCS also had on Excellent HR and Development team of 50+ man power Strength across the
world.
About HR Team:
Well Trained Staff of Four Professionals, and 2 of Business unit HR Professional, and
another Two for Training and HR operations.
Number of Departments in PCS
1. Technical Department
2. Administration
3. Human Resource
4. Finance& Accounts
________________________________________________________________________
5. Quality Department
7. Sale & Marketing
Organization Chart of PCS
CEO
Technical Finance HR & Admin

TecTTTechnical
Quality dept
Quality
Dot net Testing Business Java

one
HR Organization Chart
Corporate Manager- HR
________________________________________________________________________
Assi Mgr-Recruitment Assi.MgrContract Staffing
Staffing 2
Organization Chart of Technical Team
VP- Operations
Java Team Dot net Team Testing Team TSR Group
Intigrated QC
Support 1 Support 2 Support 3 Support 4
Registered Corporate office
Pragathi Consultancy Services,
#331,1st floor, 8th Cross
Aavalahalli Extn, BDA Layout

Girinagar
Bangalore - 560085.
INDIA
________________________________________________________________________
Grade Structure
The PCS Grade structure is subject to change depending on the changes in the policy
________________________________________________________________________
Grade Technical Group Support Group *
A Trainee Trainee/Management
Trainee
B Engineer/Developer/Designer/Analyst/Writers/Editors.. Executive/System
Administrator/Associate
C Sr. Engineer/Developer/Designer/Analyst/Writers/Editors Sr. Executive/

Administrator /Associate
D Team Leader - TL/PL
E Asst. Manager Asst. Manager
F Technical Manager/Technical Architect Manager/Branch

Manager/Regional
Manager
G Sr. Technical Manager/Chief Architect Sr. Manager/National

Sales Manager
H Vice President Operations
I Managing Director
*Support: Accounts, HR, System Admin, Quality, Tech Support, Marketing
Experience Level :
________________________________________________________________________
A 0-1
B >1- 3
C >3-5
D >5-7
E >7-10
F > 10 yrs, based on the expertise and managerial

capabilities, technical competencies..
G
________________________________________________________________________
Research and
Methodology
________________________________________________________________________
Statement of Problem:
Human resource has gained a wide acceptance in the industry. The objective of the study was
to access employee satisfaction. This has led to the need for more experienced and skillful
employee where to be trained to meet the organization requirement.
People in an organization are the most productive resource and also the most expensive
organization spends on this resource in order to extract the best contribution out of them. A
small judgment error in rectifying a non retainable employee could lead to decal losses in
terms of time and money spend on his training and job socialization as also initial losses in
terms of job held up due to vacancy in position and other related job being postponed in
today’s fast pace corporate world, time management being important, such errors are not
called for therefore more stress is laid on efficient, effective and potential worker for the
organization corporate world today recruits people directly and prudently rather simply hire
and fire people.
The mobilization of money, the construction of factory building, the purchase and installation
of machines and procurement of materials are the initial measures taken by a management in
the establishment of a company. The recruitment and selection of people to man and
machines and auxiliary services form a part of these initial measures.
Without people to man and plant, the collection of physical resources by itself will not serve
only purpose. The hiring of men and women required is more important than the marshalling
of physical resources in the establishment of the company and the attainment of its
objectives. Note that the hiring of people is confirmed to the initial stages in the formation of
an enterprise. The employment is continuous one and it ends only when the enterprise eases
to exist.
More important, an enterprise grows and diversifies, and so there is great need for men and
women. Recruitment and selection, therefore becomes a specialized function and is disclosed
________________________________________________________________________
by the personnel department. In act, employments are one of the foremost functions of the
human resource development.
Therefore, it is necessary to know about the employment function i.e., recruitment,

selection, interviews, placing and orientation of personnel’s. HR is the major inputs for any
organization to achieve its objectives. Therefore it’s important for any organization to spend
time and money till the right personnel are found.
Field of study:
This project work was carried out at (Pragathi Consulting Services ) PCS., Bangalore.
Research samples:
IT industry plays a very important role in the economy. The sample was therefore
chosen as it portrays the needs of the researchers.
Research provides an insight into any study top basically evaluate and judge the data or to
find the solution to any given problem a simple is representative of a group or population that
identifies itself as part of it. The sample chosen for this report is M /S Pragathi Consultancy
Services , Bangalore.
Objectives of the study:

Background Verification & analysis are one of major HRM function that helps manager to
keep the skilled members in the organization.
Data Collection:
The data collected contains primary data and secondary data. The primary data has
been collected mainly by interviewing and also observation and audit. Secondary data has
been obtained from published journals, company broachers, books, internet, etc.
________________________________________________________________________
Limitations of the Study:
1. As the project is prepared for academic purpose only, it suffers from the limitations of
time and money, due to which analytical study into all the strategies adopted by the
organization was not possible.
2. The study was completed with in short span of time that was available.
3. The report also suffers from the limitations of exhaustiveness as far as the
information is concerned.
4. All this study is limited to Pragathi Consultancy Services, Bangalore only.
________________________________________________________________________
Data Analysis
________________________________________________________________________
1) Number of Respondent according to Gender.
Gender No. Of Respondents Percentage

Male 48 64%
Female 12 16%
Contract Employees 15 20%
Total 75 100%
80
70
60
50
No. Of Respondents
40
Percentage
30
20
10
0
Male Female Contract Total
Emplyees
Feed Back:
The above Chart shows that 64% of Respondents is male and Female are 16% &
remaining20% respondents are others.
________________________________________________________________________
2) Are YOU Satisfied with Management Policies?
Management Policies No of Respondents Percentage

Yes 62 82%
No 8 10%
Not Replied 5 8%
Total 75 100%
Management Policies
80
70
60
50
No of Respondents
40
Percentage
30
20
10
0
Yes No Not Total
Replied
Feed Back:
The above chart shows that 82 % respondents are satisfied with the management policies.&
Not Satisfied are 8 %.
________________________________________________________________________
3. Are you satisfied with Background check facility by the company?
Background Check No. of Respondents Percentage

Yes 52 69%
no 20 26%
Not Replied 3 4%
Total 75 100%
Background Check Facility
80
70
60
50 No. of
Respondents
40
Percentage
30
20
10
0
Yes no Not Total
Replied
Feed Back :
The Above chart shows 69% respondents are satisfied with Background facilities given by
the company.& Not Satisfied are 4% of the employees.
________________________________________________________________________
4.Nature of Relationship bet’n the employees in organizations?
Relationship No. of Respondents Percentage

Excellent 61 81%
Good 8 10%
Average 7 9%
Total 75 100%
Relationship
80
70
60
50 No.of
Respondents
40
Percentage
30
20
10
0
Exelent Good Average Total
Feed Back:
The above chart shows 81% of the respondents had excellent employees in the organization,
Good 10% & Average 9%.
________________________________________________________________________
5.Type of Background Check Offered?
Checks No .of Respondents Percentage

National Checks 48 64%
International Checks 15 20%
Both 12 16%
Total 75 100%
Total Checks Graph
80
70
60
No .of
50 Respondents
40
30 Percentage
20
10
0
s s th l
ck ck ta
he he Bo To
lC lC
ona ona
i i
at at
N
ern
t
In
Feed Back:
The above chart shows that 64% of respondents prefer National check & 20% International
Checks type , Both preferred for 20%.
________________________________________________________________________
6)Does an Organization give importance to Background Checks?
BG Checks No. of Respondents Percentage

Yes 52 69%
No 10 13%
Not Replied 13 17%
Total 75 100%
Importance of Background Check
80
70
60
50 No. of
Respondents
40
Percentage
30
20
10
0
Yes No Not Total
Replied
Feed Back
The above chart shows 69% of respondents feel the organizational is interested in
Background check formalities, No for 13% and 17% are not replied.
________________________________________________________________________
7.Do you feel that your organization is well prepared to meet today’s challenges?
Challenges No. of Respondents Percentage

Yes 68 90%
No 5 6%
Not Replied 2 2%
Total 75 100%
Challenges
80
70
60
50 No. of
Respondents
40
Percentage
30
20
10
0
Yes No Not Total
Replied
Feed Back
The above chart shows all the 90% respondents agree that their organization is well prepared
to meet today’s challenges, 6% are no response.
________________________________________________________________________
8. Do you have faith in Background check agency?
General opinion No. Of respondents Percentage

Yes 49 65%
No 11 14%
Not Replied 15 20%
Total 75 100%
Faith in Background Check
80
70
60
50 No. Of
respondents
40
Percentage
30
20
10
0
Yes No Not Total
Replied
Feed Back
The above chart shows all the respondents have faith in their company’s policies.65%
yes ,14% no feed back & not replied 20%.
________________________________________________________________________
9)Do you prefer internal BG Agency or External Agency?
Type No . of Respondents Percentage

Internal 25 33%
External 50 67%
Not Required nil 0%
Total 75 100%
Type of Background Check
80
70
60
50 No . of
Respondents
40
Percentage
30
20
10
0
Internal External Not Total
Required
Feed Back
The above chart shows the 67% of respondents have prefer External Agency..
________________________________________________________________________
10.Are you happy with the Background Check process?

Yes 52 69%
No 10 13%
Not Replied 13 17%
Total 75 100%
80
60 No. of
Respondents
40
Percentage
20
0
d l
Ye
s No l ie ota
Rep T
t
No
Feed Back:
Around 69% of the people are happy with the B.G Check process, Not Satisfied are 13%,
and Not Replied are 17%.
11.How do you feel about Background Check Process & panel?

Excellent 30 40
Good 33 44
Satisfactory 10 13.3
Poor 2 2.7
Total 75 100
________________________________________________________________________
200
150 Percentage
100
No. of
50
Respondents
0
or l
nt d ry ta
l le oo cto P o
T o
ce G a
Ex t isf
Sa
Feed Back :
44% of the respondents felt good about BG Check Panel &The parentage of poor we
got only 2.7 percentage.
12. Did the PCS meet your expectations?

Yes 45 60
No 16 21.3
Not Replied 14 18.7
Total 75 100
________________________________________________________________________
200
150 Percentage
100
No. of
50 Respondents
0
d
No
l
s
ta
ie
Ye
To
pl
t Re
No
Feed Back:
Around 60% Respondents felt that PCS met their expectations.
13.Are you happy with the salary what you offered from the company?

Yes 45 60
No 30 40
Not Replied -- --
Total 75 100
120
100 No. of
80 Respondents
60
40 Percentage
20
0
d
No
l
s
ta
ie
Ye
To
pl
Re
t
No
________________________________________________________________________
Feed Back:
60% of the respondents are happy with their salary.
14.Did PCS Management fulfill commitment which is given to you at the time of interview?
Yes 65 86.7
No 10 13.3
Not Replied -- --
Total 75 100
120
100 No. of
80 Respondents
60
40 Percentage
20
0
d l
Ye
s No lie ota
e p T
tR
No
Feed Back
87% of Respondents were happy with PCS commitment & Response.
________________________________________________________________________
15.How do you come to know about openings in PCS?
Friends 5 6.7
Internet 23 30.7
News Papers 40 53.3
Others 7 9.3
Total 75 100
200
Percentage
150
100
No. of
50
Respondents
0
t l
n ds rne er
s
er
s
ota
p h
F rie In
t e
Pa O
t T
w s
Ne
Feed Back
54% of Respondents came to know about PCS Through News letter.
16.Do you want to refer more friends to PCS?

Yes 58 77.3
No 8 10.7
Not Replied 9 12
Total 75 100
________________________________________________________________________
200
150 Percentage
100
No. of
50 Respondents
0
d l
Ye
s No lie ota
e p T
tR
No
Feed Back
77% of Respondents here happy to refer PCS to their Friends& Not Replied is 12%.
17. Did you have the right Designations?

Yes 34 45.3
No 27 36
Not Replied 14 18.7
Total 75 100
200
150 Percentage
100
No. of
50 Respondents
0
d l
Ye
s No lie ota
e p T
tR
No
________________________________________________________________________
Feed Back
Around 45% of the employees are happy with their Designations, and 36% of the employees
are not happy ,19% of the employees not responded.
18.What should be the company’s main source of BG Check?

Employment Bureau 4 5.3
Direct Verification 17 22.7
Third Party Verification 39 52
Placement agency 13 17.3
Others 2 2.7
Total 75 100
200
150
100
Percentage
50
0
No. of
Verification
Third Party
Employment
Others
Respondents
Bureau
________________________________________________________________________
Feed Back
The mazor source of Verification from Third party about 52% & Secondary is Direct
Verifications which is 22.7%.
19.that should be the best BG according to your preference?

Internal Check 30 40
External Check 23 30.7
Both 22 29.3
Total 75 100
120
100
80
60
40 No. of
20 Respondents
0
Percentage
l
th
k
ck
ta
ec
Bo
To
he
Ch
C
al
al
rn
rn
te
te
In
Ex
Feed Back
Both are Mandatory & Necessary, around 40% Prefer Internal Check & 38% Prefer External
Check.
20.Did you fully know about the company policies before joining in this company?
Yes 10 13.3
No 65 86.7
Total 75 100
________________________________________________________________________
200
150 Percentage
100
No. of
50 Respondents
0
Yes No Total
Feed Back:
Around 86.7% percent of the peoples was not knowing the fact, only 13% are knowing it.
21.Did you Informed details during BG Check?

Yes 6 8
No 69 92
Total 75 100
________________________________________________________________________
120
100
80 No. of
Respondents
60
Percentage
40
20
0
Yes No Total
Feed Back
Around 92% says no the question, but only 8% are responded yes.
22.How do you think about BG Check and selection procedure in your company?
Satisfactory 72 96
Unsatisfactory 3 4
Total 75 100
________________________________________________________________________
200
150
100
Percentage
50
0
l No. of
y y ta
t or tor T o Respondents
c ac
fa it sf
tis
Sa n sa
U
Feed Back
The Overall percentage is 96 say satisfactory, and 4% are says not satisfactory.
Findings from the study -:

________________________________________________________________________
The data collected and analyzed and general observation has proven that Pragathi
consultancy Services (PCS). Has done remarkable job in its Human resource development.
The main findings are as follows:

1. Each and every employee is well prepared to meet today’s challenges.
2. The Employees Recruited from through the employee screening programs are well
documented as the company requires various types of personnel to meet the job
related programmers behavioral programs and Quality related programs.
3. The Management most of the times responds to the agencies to conduct survey on
employee Background screening.
4. Employee Screening program not only provides the Family Background of the
personal to be recruited But also provides information’s on latest strengths and
changes such as convergence concepts scenario in the coming years.
5. Employee Screening programs also lays more emphasis in finding out a professional
who has got the knowledge of problem solving skills.
6. The organization must give encouragement in career planning of employee with a
view to attain organizational Goals.
7. Employment screening programs in a nutshell provides the overall satisfaction for
both the employees and Management.
8. There are employees in all experience level in the organization.
9. The internal department of core competencies and continuous process improvements
has made Pragathi Consulting Services, One of the most exciting IT staffing
companies to work for.
10. The management is showing their full efforts for the growth of M/S Pragathi
Consulting Services (PCS).
11. The company is having skilled employees who can give prime solutions to the clients
more effectively.
________________________________________________________________________
12. The management is showing there individual attention to each and every employees
for their betterment and to groom their skills.
Suggestions & Recommendations
1. Create awareness about Clients requirements among the employees by maintaining

high level of motivation and focus.
2. Design an effective system & Agency for conducting Employee Background checks.
3. More attention is to be paid on the feed back as it gives necessary inputs for the
improvements in the future.
4. Quantify the performance off the employee so recruited.
5. Increase the competence levels among the employees by giving suitable Training and
Development Program.
6. Identify the competencies and behavior pattern to be developed in each individual by
way of performance Appraisals and ratings indicating the level of individual is above
expectation or according to the expectation or bellow the expectation.
7. Provide training to the employees so that they will get better knowledge, skills,
Morale and attitude.
8. Convert Pragathi Consultancy Services (PCS). into a ‘learning and development
organization’ to make it a “GLOBAL PLAYER AND LEADER”.
9. Minimize Unnecessary Utilization of Lightings, Air Conditioner, and Lifts &Items at
which in turn help in cost reduction.
10. Maintaining Harmonious relationship with Employees and Management.
________________________________________________________________________
CONCLUSION
The Background Check is necessary due to the Following Reasons,
 The primary objective of Background check of Employees is to ensure availability of

a competent and willing work force to organizations.
 Its main objective is to make the organization people oriented.
 To be ethically and socially responsible to the needs and challenges of the society
while minimizing the negative impact of such demand upon the organization. The
failure of organizations to use there resources for the society’s benefits in ethical way
may lead to restrictions,
 To recognize the role of Background in Bringing about organization effectiveness.
Background is not an end self. It is only a means to assist the organization with its
primary objectives.
 To maintain the departments contributions at a level appropriate to the organizations
need. Resources are wasted when Background demands.
 .To assist employees in achieving their personal goals, at least insofar as these goals
enhance the individual’s contribution to the organization. Personal objectives of
employees must be met if workers are to be maintained, retained and motivated.
________________________________________________________________________
Those two words have been devastating to many businesses — and they could cost you
millions of dollars. Negligent hiring is the failure to check the backgrounds of job applicants
before you hire them.
A trucking company was ordered to compensate a family when several family members were
injured in an accident caused by one of its drivers. The amount awarded was many times
what it would have been had the company checked the driver's record before hiring him.
Every day people with criminal records, falsified educational credentials, and other serious
liabilities are hired by companies who fail to thoroughly check their backgrounds. The result
can be acts leading to expensive negligent hiring lawsuits.
Knowing the backgrounds of the people you hire is absolutely essential because a
business can be held liable for accidents and crimes committed by its employees.
To protect your company and minimize risk, get reliable background information about
everyone you consider for employment.
 Few Tips for A Better Criminal Background Check

1 Get Complete Information From Your Applicant..
2 Order An Address History Search.
3 Easy Backgrounds' Address History Search is based on an applicant's Social

Security Number and name, so in addition to former addresses, the results
will confirm if it is a valid number and the names associated with it.
4 Compare Criminal Background Check Results. Include Work Locations.
5 Credit Checks for Employment.
6 Obtaining Birth Dates Without Violating The Law.
7 Get Names of Supervisor and Co-Workers.
________________________________________________________________________
8 Run A Statewide Criminal Search.
9 Integrate With Your Applicant Tracking System.
10 With The Times. In time response from the previous employer.
Bibliography
1. Principles of Management
- By R.N.Gupta.
2. Business Management
- By Reddy and Appanaiah
3. Personal Management and Industrial Relations
-By Dr.T.N.Bhagoliwali
4. www.Google.com
________________________________________________________________________
5. www.KarnatakaHRGroup.com
6. www.HRCommunity.com
7. www.HRIndia.com
8. Mr.BV Raghunath – (HRD Professional
________________________________________________________________________

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A

Submitted in the partial fulfillment for the award of Degree of

Master of Business Administration

AMRAPALI GROUP OF INSTITUTE, HALDWANI

Submitted to: Submitted By-:

Dr. SUGANDHA JOSHI Name: SHREYA SIDANA

FACULTY OF COMMERCE AND BUSINESS MANAGEMENT

I Shreya Sidana student of MBA 4th Semester in the year 2021-23

“A deep analysis on the study of background verification of employees

Name: Shreya Sidana

Name: Shreya Sidana

Chapter No. Particulars Page No.

Certificate from the Organization

 Coercive training by government.

Scope of Human Resource Management

Employee Maintenance Employee Motivation

Human Resource Management in PCS :

Objectives of the HRM are to secure the following: -

1) The economic needs,

Background Deals with the management of people in an organization. It is a management

Background deals with the management of people in an organization. It is a management

Background is related to the ‘continuous process of manpower planning, selection,

Objectives of Background Check:

The primary objective of Background check of Employees is to ensure availability of a

2. Order An Address History Search. This search serves as the foundation of a

3. Easy Backgrounds' Address History Search is based on an applicant's Social Security

4. Compare Criminal Background Check Results. Compare the address history

6. Obtaining Birth Dates Without Violating The Law. As a potential employer,

7. Get Names of Supervisor and Co-Workers. Human Resource departments will

9. Integrate With Your Applicant Tracking System. If you use an Applicant

Why We need the Employee Background Check!!!!

Employee Background Check Services

A full service pre-employment background screening company providing criminal records,

Employment screening and background check firm provides comprehensive background

Employment Background Checks:

 Current events have caused an increase in employment screening.

 False or inflated information supplied by job applicants is frequently in the news.

I don't have anything to hide. Why should I worry!!!

What Is Included in a Background Check!!

Driving records Vehicle Credit records Criminal

What Cannot Be in a Background Check Report!!

 Bankruptcies after 10 years.

 Bankruptcies. Bankruptcies are public record. However, employers cannot

 Education records., transcripts, recommendations, discipline records, and financial

What can my former employer say about me!!

Who Conducts Background Checks

Do I have a right to know when a background check is requested!!

 Misconduct relating to your employment.

Who will see the investigation report!!

The report may be communicated to:

 The employer or its agent.

Can I dispute the findings

 Medical records or payments.

Investigative Consumer Reports:

How to Prepare for a Background Check

 Check DMV records.

Notice of a background check has to be on a separate form. The only other

Adopt a "Do what it takes to get the job done”