2. 1.1 Company Profile
The ARCHIES , which today spans the spectrum of sharing sentiments and gifting each
other’s among the human
beings across India and other parts of the world, had a humble beginning in 1979 by Mr.
Anil Moolchandani set up a company called ARCHIES start with selling posters within
a year of its inception, in the face of overwhelming success in the market, Company
started manufacturing of greeting cards, stationery and trading of gift items. The first
‘Archies Gallery’ opened in 1987 with entire range of Archies products-greeting cards,
posters, stationery, perfume, and attractive lot of beautiful gift items less than one roof.
As company grew, the company explored new ways of expanding its business and
establishing as market leader company has started strategic tie-ups with global players,
including Walt Disney (U.S.A), Portal Publication, Gibson Greetings & American
Greetings Inc.(the world largest publicly held Greeting Card Company) of the US. As
the market environment continued to evolve and internet became an important aspect of
human being, ARCHIES kept pace by introducing e-cards and offering online gifting
opportunities through its e-commerce portal, as www.archiesonline.com. The portal
continues to offer its user traditional ways of gifting and greeting. ARCHIES success
story is not limited to Indian shores. The organization that spreads happiness in six
countries is well on its way to becoming an International Brand Name.
ARCHIES Ltd is currently the largest company in greeting cards and gifts. At present it
has five units in Delhi, fifteen branches out of Delhi with around hundered company
owned showrooms, in all over India, also company has strong market setup with more
than 42 franchisees out of India in the network under the Brand name Archies Gallery’s,
Archies Paper Rose Shoppe’s and Archies Greet and Gifts, also company have many
distributors and retailers in India and other five countries.
3. 1.2 Company Heritage
ARCHIES- 25 years of spreading happiness.
Established in 1979 as a partnership firm by Mr. Anil Moolchandani and
Mr. Jagdish Moolchandani.
Converted in to a private limited company in 1990.
Converted into a public limited company in 1995.
Come out with its maiden public issue in 1996 at a premium of Rs 60 per
share.
1.3 Major Product Categories
Greetings cards
Posters
Stationery
Gifts
Jewellery
Perfumes
4. 1.4 Corporate Mission
Vision Statement
We will be the most preferred associate of our principal and channel partners in
providing world class products and services to our customers.
Mission Statement
We will ensure sustained growth along with our Channel partners through Strong
Branding, Effective processes and World class product and Support Services.
Core Values
we shall uphold the Dignity of the individuals;
we shall make realistic commitments and honors them;
we shall be committed to Quality, Innovation and Growth;
we shall treat our Customers, Suppliers and Each other in a Fair and Honest
manner-as we want to be treated.
5. 1.5 Archies-A Social Conscience
Archies entered into a tie up with helpage India in 1989- a social
organization devoted to the cause of the elderly
The cards, calendars, and diaries are marketed under the helpage name.
Royalty from the sale of these products go to Helpage India.
In 2001, Archies entered in to a tie- up with CRY-a social organization to
lend a hand to deprived children.
6. 1.6 Board of Directors
S.NO. NAME
1. ANIL MOOLCHANDANI
2. JAGDISH MOOLCHANDANI
3. PRAMOD ARORA
4. VIJAYANT CHABBRA
12. 2.1 Objectives
To collect and maintain relevant information regarding Recruitment &
Selection in the organization.
Familiarization with the recruitment policies of Archies Ltd.
To highlight the selection process.
To have knowledge and understanding of job specification and job description
of different positions in different departments.
To study the strengths and weaknesses of present recruitment and selection of
the organization.
2.2 Managerial usefulness of the study
The study provides a complete knowledge of various fundamental concept
related to recruitment & selection processes.
13. The study helps in finding the weaknesses, if any in the organization and the
steps taken to avoid them.
The suggestions from the employees will help management to make changes in
the desired field.
2.3 Scope & Limitations of the study
Scope:-
Scope of the study is to collect information regarding planning, recruitment &
selection process of Archies Ltd.
To analyze the level of satisfaction of the employees in respect of the process
followed in the organization.
Limitations:-
The main source of data is primary data.
20 samples does not reflect the opinion of employees as whole.
14. Time limit was another limitation and there may be possibility of committing a
general error.
Due to change in time, policies may change.
2.4 Methodology
Instrument used to measure the system in Archies Ltd. was of primary and
secondary kinds .The primary source of data was through questionnaire schedule.
The secondary source included brochures, annual reports, magazines, employee’s
handbook, magazines and journals.
SELECTION OF SAMPLES:-
Sample size is 20.
STATISTICAL TOOLS:-
It is very difficult to have detailed knowledge of employees working in Archies
Ltd. So the surveyor has taken 20 samples due to limited resources and time
factor. The management ranks are working in different categories of different
department. Thus it becomes equally justified to plan in such a way that it covers
all departments.
15. TOOLS:-
Pie chart
Bar diagram
Text and statements
DATA COLLECTION:-
The questionnaire was served to senior manager, managers and employees. The
likert scale was used for calculating scores, which is shown in every question
immediately after the table. The points given for each scale are as follows
Strongly agree(5)
Moderately Agree(4)
Strongly Disagree(3)
Moderately disagree(2)
Can’t say(1)
Score is calculated as per the following:-
Points assigned to each 5-point scale* No. of responses / Sample size
16. The remark is given at the end of each question which is based on following
calculation, if the score is:
4 and above = Excellent
3 to 4 = Average
Below 2 = poor
Interpretation is also made in each question on the basis of the table and graph
shown in analysis chapter.
17. 3.1 Recruitment
Definition:
According to FLIPPO
“Recruitment is the process of searching the candidate for employment and
stimulating them to apply for jobs in the organization.”
This is the positive aspect as it attracts suitable applicants to apply for available
jobs.
Sources of Recruitment:
18. Before an organization actively begins security applicants, it should consider the
most likely source of the type of employee it needs. These sources may be termed
as:
INTERNAL SOURCES
Internal sources include personal already on the pay roll of an organization i.e. its
present working force. Whenever any vacancy occurs, sanctioning from within
the organization is upgraded, transferred, promoted and sometimes demoted.
This source also includes personal who where once on the pay roll of the company
but who plan to return or whom the company would like to retire, such as those on
leave or absence, those who exit volunteering or those on production lay.
This source is used by many organizations, but a surprisingly large number
ignore this source. It is not only reasonable but wise to use this source, if the
vacancies to be filled out within the capacity of the present employer.
These are as follows:
Transfer:
It involves shifting of an employer from one job to another, one department
to another or from one shift to another. Transfer is a good source of filling
vacancies with employees from overstaffed departments or shifts.
Promotion:
It leads to shifting an employee to a higher position carrying higher
responsibilities, facilities, status & pay.
19. Merits of Internal Sources:
Employees are motivated to improve their performance.
Morale of the employees is increased.
Industrial peace prevails in the enterprise because of promotional avenues.
Transfer or job rotation is a tool of training the employees to prepare
them for higher jobs.
Demerits of Internal Sources:
When vacancies are filled through internal promotions, the scope for fresh
talents is reduced.
The employees may become lethargic, if they are sure of time bound
promotions.
The spirit of competition among the employees may be hampered.
Frequent transfers of employees may reduce the overall productivity of the
organization.
EXTERNAL SOURCES
These sources lie outside the organization. They usually include:
20. i. New entrants to the labour force, i.e. young mostly un-experienced
potential employees – the college students.
ii. The unemployed – with a wide range of skills and abilities.
These are as follows:
Campus Recruitment:
Jobs in commerce & industry have become and complex to the
point where college degrees or diploma are widely required. It is
also known as educational institutions.
Consultants:
Management consultancy firms help the organization to help recruit
technical, professional and managerial personnel. They are specialize in
middle level executive placements.
Employment Agency:
Employment Agencies run by the government are regarded as a good source
of recruitment for unskilled, semi-skilled & skilled operative jobs. They
provide a nation-wide service in attempting to match personnel demand &
supply.
Casual Callers:
It avoids the cost of recruiting work force from other sources. They
maintain pending folders for various jobs.
Media Advertisements:
Advertisements in newspapers or trade and professional journals are
generally used when qualified and experienced personnel are not available
from other sources.
Labour Contractors:
21. They are important source of recruitment in some industries in India,
workers are recruited through labour contractors who are themselves
employees of the organization.
Merits of External Sources:
Qualified Personnel
Wider Choice
Fresh Talent
Competitive Spirit
Demerits of External Sources:
Dissatisfaction among existing staff.
Lengthy process.
Costly process.
Uncertain response.
Specimen of Job Opening Form:
ARCHIES LTD.
JOB OPENING FORM
1. POST VACANT FOR :________________________________
2. EXPERIENCE REQUIRED:____________________________
3. QUALIFICATION REQUIRED:_________________________
4. SPECIALIZATION OF WORK AREA:_____________
4. EXPECTED DATE FOR JOINING:______________________
5. DEPARTMENT:_____________________________________
22. 6. LOCATION:__________________________________
7. REPLACEMENT OR NEW:__________________________
8. IF REPLACMENT:
NAME OF PREVIOUS EMPLOYEE: ______________________
LAST GROSS SALARY: ________________________
TOTAL ARCHIES EXPERIENCE: ________________
9. IF NEW, SALARY BRACKET TO BE OFFERED___________
10. NAME OF THE H.O.D.:______________________________
11. SIGNATURE OF H.O.D.:___________________________
12. APPROVED BY THE EXEC.DIRECTOR_________________
Specimen of Training Assessment Form:
TRAINING ASSESSMENT
NAME OF SHOP HEAD:___________________________________
NAME OF GALLERY: ____________________________________
TYPE OF GALLERY: A) ARCHIES GALLERY B) STUPID CUPID
23. LACKING FIELD OF SALES MAN:
________________________________________________________
SKILLS TO TRAIN SALES MAN:
________________________________________________________
HOW OFTEN TRAINING SHOULD BE CONDUCTED
3.2 Selection
Definition:
According to YODER
“The process of choosing applicable candidates from applicants whose skills
match the requirements of the job.”
The selection process is a critical process because it requires a heavy investment
of money to get right type of people. Induction & training costs are also very high.
That’s why selection is a negative process.
24. Benefits of selecting right kind of people for various jobs are:-
Proper selection & placements of personnel.
Competent employee will show higher efficiency and enable the
organization to achieve its objectives effectively.
The rate of industrial accidents will be considerably low.
The morale of the employees who are satisfied with their jobs is often high.
Offer Letter:-
After the selection procedure when the candidate is selected, the organization
gives him/her an offer letter for that particular post.
Specimen of offer letter in ARCHIES Ltd.
DATE: - / / 2010
To,
MR. XYZ
ABC Town,
Mahabalipuram
Gurgaon
SUB: - OFFER LETTER
25. With reference to the interview with you, we wish to inform you that you have
been selected for Archies Ltd. _______________at ____________. Your
Compensation will be given at the time of the Appointment.
Your expected date of joining is ___________ for issuing appointment letter.
Please submit the documents as list given to you for issuing appointment letter.
Please send the same before joining. Also enclosing an extra copy of an offer
letter, please acknowledge the same and send as token of an acceptance.
Wishing you all the best and looking forward to you enjoying a long & successful
carrier in the Organization.
Thanks
For Archies Limited
AMARJIT SINGH
(HEAD-H.R & ADMIN.)
3.3 Formalities after selection
JOINING FORMALITIES
So you have got your appointment/transfer letter, you are wearing your
best tie, and you report to your manager full of excitement and
enthusiasm. Your manager briefs you on your assignment and you are all
charged up. But before you joined, don’t forget the following
So fill up:
The joining slip, joining report, and the company Bio-Data form;
The provident fund/family pension nomination/provident fund SSN form;
26. The provident fund transfer form (if applicable);
Employees State Insurance form (if applicable);
And submit;
Copies of educational certificates, testimonials, a passport sized photographs,
and clearance/relieving/appointment letter from your previous employer (if
applicable);
And open;
A bank account at the prescribed bank (as given by HRD)
All the above documents should be filled up/submitted to HRD within 48
hours of the Joining.
EMPLOYEE CODE NUMBER
On receiving your joining papers, HRD allots you an Employee Code (EC).
The EC Number Should be used in all future correspondence with Accounts
and HRD.
OFFICE TIMINGS
Very simple come on time, and leave whenever you complete the assigned
job.
Work Timings will be from 09:30 A.M. to 06:00 P.M.
Sundays are weekly holidays.
The Timings for lunch will be from 01:30 P.M. to 02:00 P.M. with two short
breaks of tea.
DRESS CODE
Dressing by the company’s standards means well dressed and dressing not
27. below the standards .
ATTENDANCE
If you have read only the first sentence of clause 3, you can ignore this,
Otherwise, go on.
-You are required to make your attendance on arrival and departure in a
register or swipe the attendance card in the machine maintained for the same.
To get attendance for a full day, you have to account for the morning as well as
evening attendance.
Late comings on account of on duty has to be regularized by submitting to
HRD an OD slip approved by the immediate manager.
Any non-marking of attendance which is not supplemented by an OD slip or
leave application will be treated as full day absence.
A grace period has also provided to attend the office i.e.15 minutes three times
in a month and 1 hour three times in a month(maximum 2 hours at one time),
Rest would be allowed separately.
LEAVES
There are three types of leaves-Earned Leave (EL), Casual Leave(CL), and
Maternity Leave.
Earned leave:
15 days per year i.e.1 for every 20 working days.
Available in every April to all those have worked in previous year
(next calendar year after day of joining for new employee).
Accumulation of maximum of 30 days, more than 30 days Leaves
will be enchased.
28. Casual leave:
12 days per year (after one month, In case of new joining).
Available 1 day per month and maxim of 3 days if not avail only
for exam, serious illness.
Accumulation none, lapses after 31st
of March.
Not encashable.
HOW TO APPLY FOR LEAVE
While all contingencies cannot be planned, plan the ones for which you are taking
leave so that the company can make sufficient preparations to cope with your
absence.
For availing leave you must:
Get the leave sanctioned at least 1 day in advance in case of CL and 15
days in advance in case of EL from your Head of Department.
In case prior sanction cannot be obtained, it must be done on the day of
reporting back on duty.
Any leave taken in excess of the above provisions will be treated as leave
without pay.
Sanctioning of leave is a matter of mutual convenience.
Leave has to be taken in a manner that it does not interfere with or
negatively affect office work.
HOLIDAYS
All Sundays are full holidays. A list of other holidays available with all the
departments (other than Head office, Branches may have different festivals
they can interchange the holiday with prior intimation to HRD in writing).
29. DISBURSEMENT OF SALARY
Salary for the previous month is remitted to the bank in the first week of
the subsequent month.
You will get your first salary by cheque or cash. Thereafter your salary
will be credited to your bank account.
Any discrepancy in salary should be intimated to HRD before the tenth of
a particular month, so that corrections, if any can be incorporated in the
subsequent month.
In case you are transferred to a new location, the reporting intimation slip
containing your bank account number and employee code must reach
HRD by the 5th
of the month subsequent to the month of joining at the
location.
The Income Tax liability, deduction shown on the pay-slip which you
receive every month is based on the declaration of saving made by you.
You must ensure that the IT savings/Investments made by you reach
Accounts, so that IT deductions, if any, are correctly made. If there are
any changes/errors the employee must notify HRD.
Any type of advance/imprested taken by you and if not settled on time,
deductions will automatically be made from the salary.
PROVIDENT FUND (PF)
The company’s provident Fund Scheme, which is being administered
by Regional Provident Fund Commissioner, Delhi, is applicable to all
employees as per rules who are in the rolls of the company.
Your contribution is at the rate of 12% of your basic salary and
ARCHIES contributes an equal amount to your PF account. If you
wish, you can increase your own contribution. In such cases,
contribution of ARCHIES will be maximum of 12% of your basic
salary.
The entire contribution is payable to you in the following events:
If you retire after attaining 58 years.
In the event of your death (the amount will then be paid to the
nominee as per the PF nomination form.
30. If you retire due to permanent and total disability.
On your resigning from ARCHIES and joining an organization where
PF is not applicable.
You are also a member of Family Pension Scheme and can avail it’s
benefits on retirement. In the event of your death, Your nominee
would avail the benefit. In such a case, the prescribed forms will have
to be submitted to the office of Regional Provident Fund
Commissioner, Delhi.
You can change your nominee (e.g. after marriage) by filling up a
new nomination form.
BONUS/EX-GRATIA
If your monthly basic salary is Rs.3500/- or less, you are eligible for
bonus. The bonus will be @8.33% of the basic salary, or what the
company, whichever is higher, declares.
If your monthly basic salary exceeding Rs.2500/- but below
Rs.3500/-, bonus will be calculated on Rs.2500/-only.
If your monthly basic salary exceeds Rs.3500/- you may be paid Ex-
gratia amount as declared by the company.
EMPLOYEE’S STATE INSURANCE
The Employee State Insurance is a social security scheme extended
by the Government of India. The organization is under statuary
obligation to extend the scheme to employees as per criteria laid
down in ESI Act.
If your monthly salary is up to 1, 00,000/- per month, you will be
covered under the ESI Act. In that case, your contribution is 1.75% of
salary per month, which is deducted from your salary.
The employer’s contribution is 4.75% of salary per month.
You must complete all formalities related to coverage under ESI
scheme and obtain your ESI identity cards from HRD, In case any
problems, contact HRD.
31. You can avail medical facilities for self, spouse, children and
depended parents as per the declaration submitted to ESI at the
allotted dispensary, and in the case of hospitalization, at the allotted
hospital.
In case of illness requiring leave for two days or more, the ESIC will
pay compensation to you for any loss of pay. You will have to submit
medical certificate from a ESI dispensary and fitness certificate also
from the ESI dispensary on resuming duty.
In case of accident while on duty or in field duty the intimation for
the same must submitted by way of letter/telephone message by
insured person to HRD.
PERFORMANCE EVALUATION AND CAREER
ADVANCEMENT
Your performance will be continuously reviewed vis-à-vis previously
set goals and targets, and a formal process of appraisal would take
place on an annual basis.
Appraisal cycle becomes due 1st
of April of every year.
These are on periodic reviews and provide feedback by the
supervisor/Head of Department.
FULL AND FINAL SETTLEMENT
If you are leaving the company, you must give your letter of
resignation to your reporting manager.
Once the resignation is accepted, you have to fill in the “No Dues
Certificate” and get it signed by your Head of Department. You
should also attach your pending claims (if any).
The resignation letter, duly signed in acceptance by the concerned
Head of Department, along with the “No Dues Certificate” must be
sent to HRD.
32. The relieving letter will be issued to you only after the accepted
resignation letter and completed NDC is received by HRD.
Full and final settlement of dues will be made within one month of
issuing the relieving letter subject to NDC.
For withdrawal of PF, application has to be filled separately.
Along with the full and final settlement, the following things are to be
taken care of:
Balance salary payable/recoverable.
Leave encashment.
Gratuity, if payable.
Bonus for the last financial year, if not already paid.
Recoveries for employee’s advance/imprested/loan
outstanding and other company’s belongings.
IF SOMETHING IS BOTHRING YOU…..
If something is bothering you, you should not hesitate to discuss it. The Reporting
Manager is the people whom the employee can approach on a confidential basis.
Since the reporting manager is the person who understands you best, it is
recommended that he/she should be approached first. Also you can forward a copy
of complete query to HRD.
CONDUCT AND DISCIPLINE
Every employee observe courtesy and politeness and maintain the
decorum and decency of the establishment where he is required to
work.
Every employee shall attend his place of work in a proper dress and
will abide by the instructions of the Management of the
establishment from time to time.
General appearance: Our guests and we expect you to be a well
groomed person, who projects warmth and graciousness at all times.
Therefore, you will always need to look your best.
33. Ladies Attire: Clean and in good repair. clothes neatly pressed.
Footwear well Maintained.
Gents Uniform: Clean and in good repair. Neatly pressed. Shoes
well polished.
Male employees should have short hair, neatly cut and should be
clean shave (with exception of Sikh employees).
Every employee shall keep his work-place in a clean and hygienic
condition at all time during working.
No employee shall take alcohol, cigarette, and tobacco inside the
premises of the establishment and also while on duty anywhere else.
No employee shall take notes, photograph, drawings or sketches of
any building, except in the discharge or his duties.
Every employee is expected to be law-abiding citizen and shall
behave in a manner which will not contravene any law of the land,
public decency or moral which is likely to bring bad name to the
company.
CONFIDENTIAL MATTERS
No employee shall divulge or use, except in furtherance of the
company’s business any business/trade or technical information
which may come to his knowledge in the course of his employment
in the company.
Employee except in so far as it may be necessary in the course of
their duties, shall not, without the prior written consent of the
management retain in their private possession any
paper/documents/specifications/records etc. relating to the company
business.
No employee shall acquire any patent right in relation to any
products/goods to be manufactured by it or which the company
makes or may make in the course of his employment.
GRATUITY
All permanent employees are covered under this scheme.
34. Gratuity is payable as per provisions of the Payment of Gratuity Act,
1972.
It is payable on completion of 5 years from the date of joining, on;
*Resignation/Cessation of service;
EMPLOYEE DEPOSIT LINKED INSURANCE
All permanent employees are covered under this scheme.
Every employee is covered up to Rs.74, 000/- in the event of death.
3.4 Documentation
After the formalities are over, the employee has to fill the various forms regarding the
job.
35. The documentation form includes the application booklet, e.s.i form, office use paper,
H.R. recruitment form, checklist, feedback or telephonic enquiry, etc.
Any candidate who has applied for the various posts has to fill the forms before
joining (after training period) in the H.R. department.
For outstation, the documentation would be done in the branch itself where the
candidate is joining. After that the documents of the new joinee will be send to the
head/registered/corporate office.
The specimen for documentation in ARCHIES Ltd. will be as follows:
ARCHIES LTD
APPLICATION FOR EMPLOYEMENT
Dated: - ---- /----/---
Head H.R.
Archies Ltd,
36. A-17 Naraina Ind. Area, Photograph
Phase-II New Delhi-28.
Subject: - Application for the of___________________________
Dear Sir,
In response to the advertisement dated______/_____/______ in _____________or through
reliable sources of Co. Mr. /Ms_____________________________ working
in____________(Division) or through job consultant M/s____________________,that a
vacancy for the post of __________________________ exist. I offer my candidature for the
said post. My particulars are as follows:
Name (in block letter)__________________________________________________
Father’s/ Husband Name_______________________________________________
Mother Maiden Name__________________________________________________
Place of Birth_____________Age as on Date: ______Yr______Month
Current Address & Telephone no Permanent Address & Telephone No.
Ration Card No._________________ Voter Card No.__________________________
Passport No. ___________________ Driving License No.______________________
Driving Licence valid up to_______________I.D. Mark________________________
Religion _________Nationality____________Date Of Birth_____________________
ARCHIES LTD
Sex_______________Blood Group__________Height________Weight___________
Marital Status______________________Marriage Date________________________
37. Pan No.________________________
Emergency Contact
Name of the person_____________________________Relation_________________
Address & Tel No._____________________________________________________
Previous Employment Detail With Archies Ltd, if any:
Have you served in this organization, if so?
When
Recruited
Salary Department
Date Of
Leaving
Reason Of Leaving
References
Please give Names, Address & Phone No. of two responsible persons not related to you to
whom we may refer
1)___________________________________________________________________________
_____________________________________________________________
2)___________________________________________________________________________
_____________________________________________________________
Relative if any, working in this Organization?
Name Father’s Name Designation Department
Expected Salary______________________________________________________
Time required for joining, If selected_____________________________________
ARCHIES LTD
Family Detail As Per Annexure “A” Attached
38. Nominee Detail As Per Annexure “B” Attached
Qualification Detail As Per Annexure “C” Attached
(Educational/Professional/Technical)
Employment Detail As Per Annexure “D” Attached
I _________________________________, hereby declare solemnly that the above
mentioned particulars and detail in annexure given by me are true and correct, and I
accept them, If any of the above mentioned information is proved false then the Company
may at any time dispense me with the service without giving any notice thereof.
Date: / /
Signature of Applicant
ARCHIES LTD
39. Annexure “A” of The Application For Employment Form
Family Detail
Name of the Employee________________________________________________
I.D. Number of the Employee _________________________________________
(As per mentioned in Attendance Card/Salary Slip)
Name & Address
Date Of
Birth
Relation
Residing
with the
Applicant
(Yes/No)
Occupation
(Detail)
__________________________
__________________________
__________________________
__________________________
__________________________
__________________________
__________________________
__________________________
__________________________
__________________________
__________________________
__________________________
__________________________
__________________________
__________________________
Signature of Applicant
ARCHIES LTD
Annexure “B” of the Application For Employment Form
Nominee Detail
40. Name of the Employee__________________________________________________
I.D. Number of the Employee ___________________________________________
(As per mentioned in Attendance Card/Salary Slip)
Name & Address
Date Of
Birth
Relation
% Of
Nomination
Father’s /Husband
Name
1)__________________________
___________________________
___________________________
2)___________________________
____________________________
____________________________
3)____________________________
_____________________________
_____________________________
4)___________________________
_____________________________
_____________________________
5)____________________________
_____________________________
_____________________________
Signature Of Applicant
ARCHIES LTD
Annexure “C” of The Application For Employment Form
Education Qualification
41. Name Of the Employee_________________________________________________
I.D Number of the Employee ____________________________________________
(As per mentioned in Attendance Card/Salary Slip)
Name of School/College Degree
Year Of
Passing
Aggregate% Certificate Yes/No
Professional/Technical Qualification
Course Name & Address of The Institute Duration Year of Passing
Certificate
Yes/No
1)__________________________________
____________________________________
2)___________________________________
_____________________________________
3)___________________________________
_____________________________________
Signature Of Applicant
ARCHIES LTD
Annexure “D” of The Employment Application Form
Employment Detail
42. Name of the Employee________________________________________________
I.D. Number Of the Employee__________________________________________
(As per mentioned in Attendance Card/Salary Slip)
From To
Organization Name Address and Tel
no.
Position
Held
Total year
Of Working
Salary
Drawn
________________________
________________________
________________________
________________________
________________________
________________________
_________________________
_________________________
_________________________
Total work Experience_______________________Year(s)/Month(s)______________
Reason of Leaving______________________________________________________
_____________________________________________________________________
Reporting System in Last Organization_____________________________________
________________________________________Contact No ___________________
Mention any achievement in Last Organization______________________________
____________________________________________________________________
Last Salary Drawn
Gross (C.T.C.)__________________Net (Take in Home)_____________________
Signature of Applicant
ARCHIES LTD
43. FOR OFFICE USE ONLY
Name of Candidate______________________________________
Interviewed by_____________________On dated______________________
Replacement of Mr./Ms._____________________________________________
Comments________________
Selected For (Deptt)_____ HeadQuarter_______________ Position__
Salary Recommended Gross (C.T.C.)___________
Net (Take Home) ___________
Joining Date________________________________
Job Responsibility fixed
1) _________________________________________________________________
2)__________________________________________________________________
3)__________________________________________________________________
4)___________________________________________________________________
5)___________________________________________________________________
6)___________________________________________________________________
Reporting to Mr./Ms_
Designation____
Department Head H.R.Head
Date:
ARCHIES LTD
44. NAME OF THE EMPLOYEE __________________________________________
I.D.No_______________________________________________________________
H.R. Steps For Recruitment
1) Interviewed By (H.R.Deptt)_________________________________________
Signature___________________________________Date__________________
2) Documents filled and verified by______________________________________
Signature__________________________Date___________________________
List of Documents to be Received
Status
(Yes/No)
Remark
Latest C.V (Bio-Data)
Any age proof (Self-Attested)
Educational Certificate (Self-Attested)
Current Proof of Residence
Last Employer’s certificates (Salary
Proof / Relieving/Acceptance
List of Document filled by H.R.Deptt Status
(Yes/No)
Remark
Appointment Letter, ESI, P.F Forms,
Bank Form
3) Personal File verified by______________________________________________
Signature_________________________________________Date___________
__
4) Telephonic verification done by_______________________________________
Signature________________________________ Date____________________
ARCHIES LTD
DOCUMENT STATUS PENDING/RECEIVED
Name of the Employee
45. Card No
Sl No Name of Documents Status
1 Photo I.D.Proof
a)Driving License
b)Ration card
c) Pan card
d) Voter I.D. Card
e)
f)
2 Education Certificate
a) 10th Std
b)12th Std
c) Graduation
d)
e)
5 Last Employment Proof
a)Appointment Letter
b) Salary Slip
c) Experience Certificate
d) Releving Certificate
f)
g)
4 PHOTOGRAPH
a) 5 passport size photograph
b) post card size photograph( If ESI
Covered)
File Prepared by:
Sign:
Feedback Form
(1) Previous Employment – Reference Check
46. Telephonic Enquiry of _________________________________________________
Name of the Previous Employer___________________________________________
__________________________________________Tel No:_____________________
Contact Person_________________________________________________________
Designation___________________________________________________________
Verification Feedback: (+) ve or (-) ve _____________________________________
Information Collected:
(1) Behavioral Feedback:_____________________________________________
(2) Last Job Profile: _________________________________________________
(3) Reason of Leaving_______________________________________________
(4) Last Salary Withdrawn____________________________________________
(2) Personal Reference : Check
Ref:1
Name Of Contact Person__________________________Relation________________
Contact No_________________________ Employed at________________________
Behavioral Feedback____________________________________________________
Ref:2
Name Of Contact Person__________________________Relation________________
Contact No_________________________ Employed at_______________________
Behavioral Feedback___________________________________________________
Name of Verifier:
Verifier Sign:
Date:
3.5 Issuing of Joining Letters
47. After fulfilling all the required documents in the H.R. Department, the department
issues joining letters such as appointment letter, address verification, employment
verification (if previously employed).
Specimen of appointment letter
REF- Arch/Hr/Jul/3603
DATED: - / /2010
48. MR. XYZ
ABC Town,
Mahabalipuram
Gurgaon
LETTER OF APPOINTMENT
SUB: OFFER OF APPOINTMENT FOR THE POST OF __________
Dear Mr.XYZ
Please refer to your application for employment dated _________and the
discussions held while in your interview subsequently on _________. We hereby
offer to you employment in our organization on the following terms and
conditions:
1. Appointment: You are hereby appointed w.e.f _________
2. Designation: You are being designated as _______________
3. Salary & Perks: You shall be entitled to salary, perks and benefits as per
Annexure-1 attached with this letter of appointment.
4. You will be on probation for six months from the date of joining, which
can be extended at the sole discretion and satisfaction of the Management/
Company, based on your performance in all respects. During the probation
period, your services can be terminated at any time without notice. Unless
confirmed in writing you will continue to be on probation and the
Management/company will be within its rights to dispense with your
services without any notice or stating any reason during such period.
5. On successful completion of the probation period you will be confirmed in
regular service in writing. The Management/ Company, however, reserve
its right to pay one-month salary in lieu of the notice period for termination
of services after your confirmation. The Management/Company may
terminate your services if in its opinion your continuation in the service is
detrimental to the interest of the management/ company by reasons of your
misconduct, negligence or unsatisfactory work, continued ill health or
inability to perform duties or breach of any of the terms and conditions
mentioned herein or of such rules as may be framed by the
Management/Company from time to time.
49. 6. This offer of employment shall be valid subject to your being found
medically fit and continuing to remain medically fit during the employment
with the Management/Company. But, in the event of your continuous
illness for a period of six months or more, your services are liable to be
terminated by giving you one month's notice or salary in lieu thereof.
7. This appointment is based on the information supplied by you to us in
your personal data from which otherwise, will be null and void if material
(in the company's opinion) disclosed therein is found to be incorrect at any
time.
8. Your appointment is based upon the assurance that your previous
employer(s) have undisputedly and amicably released you from their
employment.
9. Your place of posting will, at present is at ________. But you are liable to
be transferred according to exigencies of work and solely at the discretion
of the management from one post to another, from one department or shop
to another, from one factory to another whether existing at present in the
NCT Of Delhi or out of NCT Of Delhi or to be set up or taken over or
acquired at a later date in the NCT Of Delhi or at any place n India. In case
you are transferred out of Delhi, you will be given 3 days time for
reporting besides traveling expenses. It will be your responsibility to make
arrangement for your residential accommodation/ other arrangements, if
any. Also the management can shift the place or places of working
anywhere in India and in that event, you will report for work at the shifted
place. However the wages, grade if any, continuity of service and other
conditions of services will remain same and will not be adversely affected
by such transfer
10.You will be governed by the certified standing orders, rules, regulations
and office orders in force and framed by the company from time to time in
relation to your service conditions, which will form part of your terms of
employment.
11.That during the tenure of your service, you will keep your emoluments
secret from other employees of this organization. Besides that you will
always maintain strict secrecy regarding any technical or other business
information gained or acquired by you or imparted to you in the course of
your employment with the management/ company. In case you are found to
be in breach of this clause, your services are liable to be terminated.
50. 12.You shall at all time maintain absolute integrity and devotion to duty and
conduct yourself in a manner conducive to the best interests, credit and
prestige of the Management/Company.
13.You shall not, at any time, work against the interests, credit and prestige of
the Management/Company or commit any act, which is unbecoming of an
employee. Any act against the basic and universally accepted
understanding or any violation of any of these norms of behavior on your
part will be viewed as misconduct and Management/Company will be
competent to take disciplinary action against you.
14.If any time during your employment, you are found guilty of any act of
misconduct, you may be suspended from service pending enquiry. During
suspension period, you will be entitled to 50% of your salary towards
suspension allowance subject to your marking of attendance on the
working days at any time during working hours. While claiming
suspension allowance, you will give neither an undertaking in writing that
you were neither employed nor self employed during such period.
15.Your address as indicated in your application for appointment shall be
deemed to be correct for sending any communication to you. In case there
is any change in your residential address, you will intimate the same in
writing to the Manager (HRD) within three days from the date of such
change and get such change of address recorded. Every communication
addressed to you at the given address shall be deemed to have been served
upon you.
16.You will be retired from the services of the Management/Company on
attaining the superannuating age of 58 years, or earlier, for physical
disability or infirmity or in case you contact a disease which is infectious
or contagious or detrimental to others' health or for continued ill health,
duly certified by the Medical Officer of the Management/Company.
17.Your service may be terminated earlier as per terms of appointment or
work not available for you where you are employed or the department
/section does not remain in existence.
18.At the time of joining service, you will be required to submit documentary
evidence of your age, academic/professional qualifications/experience
which is mandatory for your confirmation/continuation in service.
51. 19.This letter is being sent to you in duplicate. Please return the duplicate
copy of the same to us appending your full signatures on all pages, as token
of your acceptance of the above terms and conditions, for our record.
20.This appointment shall be effective from the date of your joining duties.
You are required to report for duty latest by/on / /2010 failing which
this offer would be treated as cancelled.
For Archies Limited
AMARJIT SINGH
(Head – H.R.&Admin.)
52. S W O T ANALYSIS
Strength
Weakness
Opportunities
Threats
53. 4.1 Introduction Of SWOT Analysis
SWOT analysis is a basic, straightforward model that provides
direction and serves as a basis for the development of marketing
plans. It accomplishes this by assessing an organizations
strengths (what an organization can do) and weaknesses (what an
organization cannot do) in addition to opportunities (potential
favorable conditions for an organization) and threats (potential
unfavorable conditions for an organization). SWOT analysis is an
important step in planning and its value is often underestimated
despite the simplicity in creation. The role of SWOT analysis is to
take the information from the environmental analysis and separate
it into internal issues (strengths and weaknesses) and external
issues (opportunities and threats). Once this is completed, SWOT
analysis determines if the information indicates something that
will assist the firm in accomplishing its objectives (a strength or
opportunity), or if it indicates an obstacle that must be overcome
or minimized to achieve desired results (weakness or threat)
(Marketing Strategy, 1998).
54. 4.2 Uses of SWOT Analysis
The usefulness of SWOT analysis is not limited to profit-seeking organizations. SWOT
analysis may be used in any decision-making situation when a desired end-state (objective)
has been defined. Examples include: non-profit organizations, governmental units, and
individuals. SWOT analysis may also be used in pre-crisis planning and preventive crisis
management.
SWOT analysis may also be used in creating a recommendation during a viability
study/survey.
A SWOT analysis process generates information that is helpful in matching an organization
or group’s goals, programs, and capacities to the social environment in which it operates.
The ‘SWOT’ itself is only a data capture exercise
Strengths: positive tangible and intangible attributes, internal to an
organisation and within the organisation’s control.
Weaknesses: internal factors within an organisation’s control that detract
from the organisation’s ability to attain the desired goal. Which areas might
the organisation improve?
Opportunities: external attractive factors that represent the reason for an
organisation to exist and develop. What opportunities exist in the
environment, which will propel the organisation? Identify them by their
‘time frames’.
Threats: external factors beyond the organisation’s control which could
place the organisation mission or operation at risk. The organisation may
benefit by having contingency plans to address them if they should occur.
Classify them by their severity and probability of occurrence.
It is important to note the strengths and weaknesses are intrinsic value-creating skills or
assets, or the lack of, relative to competitive forces. Opportunities and threats are external
factors which are not created by the organisation, but emerge as a result of the competitive
dynamics caused by future gaps in the market.
55. 4.3 Merits & Demerits of SWOT Analysis
Merits
Simple four box framework & flexible.
Facilitates the strengths and weaknesses of the organization.
Encourages the development of strategic thinking.
Enables a management team to focus on strengths & build opportunities.
Can enable an organisation to anticipate future business threats and take
action to avoid or minimize their impact.
Can enable an organisation to spot business opportunities and exploit them
fully.
Demerits
It is easy to use scant data.
To be effective, this needs to be undertaken on a regular basis.
The best reviews require different people being involved each having a
different perspective.
Access to quality internal data sources, this can be time consuming and
politically difficult
The pace of change makes it increasingly difficult to anticipate
developments that may affect an organisation in the future.
The risk of capturing too much data is that it may make it difficult to see the
wood for the trees and lead to ‘paralysis by analyses.
The data used in the analysis may be based on assumptions that
subsequently prove to be unfounded (good and bad).
56. 4.4 SWOT Analysis of ARCHIES Ltd.
Let’s analyze SWOT in order to know as to where the company stands
STRENGTH
Innovative & Unique product range
Better product life & durability
Right products, quality & reliability
WEAKNESS
Lack of competition
Prices of products.
No repetition of products
OPPORTUNITIES
57. Good profit margins
Proper advertisements
THREATS
Retailer pressure
Retention of key staff
Possible critical negative publicity
58.
59. Ques: Is there any well defined recruitment policy?
0
10
20
30
40
50
60
70
80
90
100
STRONGLY AGREE Moderately Agree STRONGLY
DISAGREE
Moderately
Disagree
CAN'T SAY
OPTIONS
NO.OFEMPLOYEESIN%
SCORE: 4.4 SAMPLE SIZE: 20
SL.NO OPTIONS IN NUMBER IN PERCENTAGE
1 Strongly agree (5) 9 45%
2 Moderately agree (4) 10 50%
3 Strongly disagree (3) 1 5%
4 Moderately disagree (2) 0 -
5 Can’t say (1) 0 -
60. INTERPRETATION
45% of the employees are strongly agreed that there is well defined
recruitment policy.
50% of the employees are moderately agreed that there is well defined
recruitment policy.
5% of the employees are strongly disagreed that there is well defined
recruitment policy.
Ques: Is principal of right man for the right job is strictly followed?
0
10
20
30
40
50
60
70
80
90
100
STRONGLY
AGREE
Moderately
Agree
STRONGLY
DISAGREE
Moderately
Disagree
CAN'T SAY
OPTIONS
NO.OFEMPLOYEESIN%
SL.NO OPTIONS IN NUMBER IN PERCENTAGE
1 Strongly agree (5) 4 20%
2 Moderately agree (4) 12 60%
3 Strongly disagree (3) 1 5%
4 Moderately disagree (2) 2 10%
5 Can’t say (1) 1 5%
SCORE: 3.8 SAMPLE SIZE: 20
61. INTERPRETATION
20% of the employees are strongly agreed that principal of right man for the
right job is strictly followed.
60% of the employees are moderately agreed that principal of right man for
the right job is strictly followed.
5% of the employees are strongly disagreed that principal of right man for
the right job is strictly followed.
10% of the employees are moderately disagreed that principal of right man
for the right job is strictly followed.
5% of the employees can’t say that principal of right man for the right job is
strictly followed.
Ques: Which internal or external source of recruitment is followed by the
company?
EMPLOYMENT EXCHANGE CAMPUS INTERVIEW
ADVERTISEMENT PROMOTION
TRAINING
SL.NO OPTIONS IN NUMBER IN PERCENTAGE
1 Employment exchange 0 -
2 Campus interview 6 30%
3 Advertisement 10 50%
4 Promotion 2 10%
62. 5 Training 2 10%
SAMPLE SIZE: 20
INTERPRETATION
30% of the employees said that recruitment is made through campus
interview
50% of the employees said that recruitment is made through advertisement.
10% of the employees said that recruitment is made through promotion.
10% of the employees said that recruitment is made through training.
63. Ques: Recruitment is made according to …….
IMMEDIATE NEED YEARLY WISE BOTH ANY OTHER
SL.NO OPTIONS IN NUMBER IN PERCENTAGE
1 Immediate need 11 55%
2 Yearly wise 2 10%
3 Both 5 25%
4 Any other 2 10%
SAMPLE SIZE: 20
INTERPRETATION
55% of the employees said that recruitment is made according to immediate
need.
10% of the employees said that recruitment is made according to Yearly
wise need.
25% of the employees said that recruitment is made according to both the
needs.
10% of the employees said that recruitment is made according to any other
need.
64. Ques: Is any traveling allowance given for outstation candidates who are
called for interview?
YES NO
SL.NO OPTIONS IN NUMBER IN PERCENTAGE
1 Yes 10 50%
2 No 10 50%
SAMPLE SIZE: 20
INTERPRETATION
1. 60% of the employees said that traveling allowance is given for outstation
candidates who are called for interview.
2. 40% of the employees said that traveling allowance is not given for
outstation candidates who are called for interview.
65. Ques: Is the employee aware of the positive and negative effects of the
job?
0
10
20
30
40
50
60
70
80
90
100
STRONGLY AGREE Moderately
Agree
STRONGLY
DISAGREE
Moderately
Disagree
CAN'T SAY
OPTIONS
NO.OFEMPLOYEESIN%
SL.NO OPTIONS IN NUMBER IN PERCENTAGE
1 Strongly agree (5) 7 35%
2 Moderately agree (4) 11 55%
3 Strongly disagree (3) 2 10%
4 Moderately disagree (2) 0 -
5 Can’t say (1) 0 -
SCORE: 4.25 SAMPLE SIZE: 20
INTERPRETATION
35% of the employees are strongly agreed that the employee aware of the
positive and negative effects of the job.
55% of the employees are moderately agreed that the employee aware of the
positive and negative effects of the job.
10% of the employees are strongly disagreed that the employee aware of the
positive and negative effects of the job.
66. Ques: Do you think succession planning is done in advance?
0
10
20
30
40
50
60
70
80
90
100
STRONGLY
AGREE
Moderately
Agree
STRONGLY
DISAGREE
Moderately
Disagree
CAN'T SAY
OPTIONS
NO.OFEMPLOYEESIN%
SL.NO OPTIONS IN NUMBER IN PERCENTAGE
1 Strongly agree (5) 2 10%
2 Moderately agree (4) 12 60%
3 Strongly disagree (3) 2 10%
4 Moderately disagree (2) 1 5%
5 Can’t say (1) 3 15%
SCORE: 3.45 SAMPLE SIZE: 20
INTERPRETATION
1. 10% of the employees are strongly agreed that succession planning is done
in advance.
2. 60% of the employees are moderately agreed that succession planning is
done in advance.
3. 10% of the employees are strongly disagreed that succession planning is
done in advance.
4. 5% of the employees are moderately disagreed that succession planning is
done in advance.
5. 15% of the employees can’t say that succession planning is done in
advance.
67. Ques: Is induction programmed is conducted immediately after the
recruitment?
0
10
20
30
40
50
60
70
80
90
100
STRONGLY
AGREE
Moderately
Agree
STRONGLY
DISAGREE
Moderately
Disagree
CAN'T SAY
OPTIONS
NO.OFEMPLOYEESIN%
SL.NO OPTIONS IN NUMBER IN PERCENTAGE
1 Strongly agree (5) 12 60%
2 Moderately agree (4) 7 35%
3 Strongly disagree (3) 1 5%
4 Moderately disagree (2) 0 -
5 Can’t say (1) 0 -
SCORE: 4.55 SAMPLE SIZE: 20
INTERPRETATION
1. 60% of the employees are strongly agreed that Induction programmed is
conducted immediately after the recruitment.
2. 35% of the employees are moderately agreed that Induction programmed is
conducted immediately after the recruitment.
3. 5% of the employees are strongly disagreed that Induction programmed is
conducted immediately after the recruitment.
68.
69. 6.1 Findings
Organization follow manpower planning in a very systematic way but being
systematic they have to follow various steps & it is found to be very time
consuming.
Organization has been successful in removing the surplus manpower.
Job specification and job description are well defined to all employees and they
know what is expected of them. Everything is properly documented and gives
in black and white.
There is no fix percentage of employees that are to be recruited for each source
every year.
70. 6.2 Suggestions
Evaluate current skill-set using a suitable skills audit tool.
Identify any skills gap between what people have and what is needed.
Work with the human resources team and use tools like the People Skills
Scoreboard to assess your needs and targets.
Evaluate the process using a suitable audit tool.
Recruitment activities could be combined for the purpose of cutting on
advertisement costs and cost involved in holding of interviews plus outside
help could taken for organizing interviews.
Summer trainees should be allowed to avail various welfare facilities like
travel free in company buses, subsidized food etc. so as to attract them to apply
for job in ARCHIES Ltd.
Organization should continue using redeployment, retrenchment and
instruments like VRS in order to reduce effectively its staff in areas of surplus.
71. 6.3Feedback form by Employee
Specimen of feedback form
ARCHIES LTD
FEEDBACK & ISSUE FORM
Information about Employee
1. Name of the Employee……………………I.D./Card No…………..
2. Date of Joining…………………….Department…………………..
3. Name of Br Manager………………Name of H.O.D………………
4. Department or Branch Address
………………………………………………………………………
………………………………………………………………………
………………………………………………………………………
Issues with Employee
1. Do you have faced any problem with your employment/employee/employer
so far
……………………………………………………………………….
……………………………………………………………………….
……………………………………………………………………….
2. Have you shared this problem with your Senior/H.R Deptt
..........................................................................................................................
..........................................................................................................................
...............................................................................
72. 3. If Yes,
Have you got the solution of the problem & what was that
solution?
………………………………………………………………………………
………………………………………………………………………………
………………………………………………………
Who solved your problem?
………………………………………………………………………….
………………………………………………………………………….
…………………………………………………………………………..
Does that solution really work out to solve your problem?
Yes………………….
No…………………..
4. If No,
What was the reason of not sharing that problem with the Senior /
H.R Deptt?
1. Fear of not getting appropriate solution: Yes/No………………..
2. No one is there is to listen your problem: Yes/No……………….
3. This will create bad image in front of Senior: Yes /No………….
4. This will hamper your growth: Yes /No…………………………
5. If any other than kindly mention it: Yes /No…………………….
5. Do you find any changes in Archies Ltd from date of joining till date.
If Yes than (Explain briefly in your words)
It was positive changes……………………………………
…………………………………………………………….
It was negative changes…………………………………...
……………………………………………………………
Feedback of an Employee
73. 1. Your suggestion to make Archies Ltd wonderful place to work
………………………………………………………………..
………………………………………………………………..
………………………………………………………………..
2. What is the motivation part of your employment?
Appreciation from Senior
Recognition among colleague
Growth in Employment
Non Cash Gifts
Cash Gifts
3. What is your future plan with Archies Ltd?
……………………………………………………………….
……………………………………………………………….
………………………………………………………………..
Hereby I assure you that all the information given above is authentic & is not
given in influence of anybody else
Thanks
Date:
74.
75. JOB SATISFACTION
NAME:
AGE:
MARITAL STATUS:
DESIGNATION:
QUALIFICATION:
1. Do you get recognition at your work place?
Yes
No
Can’t say
Partially
2. Do you have any knowledge about promotion policies of your
organization? If yes, are you satisfied?
Indifferent
Not-Satisfied
Satisfied
3. Are you satisfied with the work environment of your organization
?
Yes
No
4. Do you think you are rewarded for your hard work?
Yes
No
5. Do you think your salary is according to your qualifications &
experience & Seniority?
76. Yes
No
Can’t say
6. Do you think that JOB ROTATION & JOB SHIFTING makes you
happy?
Yes
No
Can’t say
7. Do you feel free to give suggestions and is mgt giving you a
chance to participate in decision making ?
Yes
No
Can’t say
8. How are your relations with your colleagues and subordinates?
Respectful & Friendly
Cordial,
Non-Cordial
9. How you would relate your relations with your superiors?
Supportive
Cordial
Non- Cordial
Interfering
10.Do you feel like changing job gives you more satisfaction?
Never thought
Most of time
Rarely
Occasionally
77. 11.Do you think your presence is important for completion of work
in your organization ?
Yes
No
12. Are you satisfied with your job?
Fully satisfied
Not satisfied
Partially satisfied
13.Have you been any time rewarded for your best & outstanding
performance?
Yes
No
14.What gives you JOB SATISFACTION?
Monetary Benefits
Recognition
Promotion
Appreciation Letter
78.
79. 8.1 Reference & Bibliography
Annexure from the organization
Data base provided by the organization
Manuals, reports from the organization
www.archiesonline.com
www.wikipedia.com
hr@archiesonline.com
www.google.com
