A

Project Report
On

Recruitment and selection processes

Followed by IT companies
(Apple, Wipro, MicrosoIt)


Submitted to:-
Ms. Mansi Parnami
Submitted by:-
Bishnu Tanwar, Disha Gupta,
Shivani Tyagi, Anjali Joshi,
Arunima Purohit, Fagun Naiyyar,
Mahaveer, Ankur Shrivastava,
Renu Singh, Nikhil Dave

Content

S no. Content Pg no.
1
ntroduction to recruitment &
Selection
O Recruitment
O Definition of Recruitment
O Process of Recruitment
O Selection
O Employee Selection
Process

2
Recruitment & Selection at
WPRO

3
Recruitment & selection at
Microsoft

4
Recruitment & Selection at
Apple

5 Conclusion

6 Recommendation




















NTRODUCTON
TO
RECRUTMENT AND SELECTON

RECRUITMENT
Main objective of any HR personnel is to meet the man power needs
of the respected organization he is working in. n order to fulfill this
task some of the tools are used to attract the deserving candidates
that process is called "Recruitment.
Early History
The U.S. Army in World War practiced some early methods of
selection, using the Q test to place recruits in specific positions. This
use of a standardized test to rank individuals became adopted by
many companies.
Research points to the importance of good recruitment systems in the
organizations. The 1980s brought downsizing, organizations were
becoming too effective for their numbers of employees employed by
them. Most problems concerning Human resources commences
when recruitment is not handled properly. Resignations, low
motivation, poor performance may be due to incorrect procedures in
the recruitment process.

Modern Days
Modern day selection techniques revolve around finding the applicant
most suitable for the position. According to "Recruitment and
Selection", 94 percent of companies use behavioral interviews to rank
their applicants. These questions select applicants with the best skills
for the position.



DEFNTON OF RECRUTMENT
Recruitment is the activity that links the employers and the job
seekers. The process of identifying and hiring the best qualified and
best candidates (from within or outside the organization) for a job
vacancy, in a most timely and cost effective manner.
PROCESS OF RECRUTMENT
ob anaIysis
The proper start to a recruitment effort is to perform a job analysis, to
document the actual or intended requirement of the job to be
performed. This information is captured in a job description and
provides the recruitment effort with the boundaries and objectives of
the search.
[4]
Oftentimes a company will have job descriptions that
represent a historical collection of tasks performed in the past. These
job descriptions need to be reviewed or updated prior to a recruitment
effort to reflect present day requirements. Starting recruitment with an
accurate job analysis and job description ensures the recruitment
effort starts off on a proper track for success.

Sourcing
Sourcing involves 1) advertising, a common part of the recruiting
process, often encompassing multiple media, such as the nternet,
general newspapers, job ad newspapers, professional publications,
window advertisements, job centers, and campus graduate
recruitment programs; and 2) recruiting research, which is the
proactive identification of relevant talent who may not respond to job
postings and other recruitment advertising methods done in #1. This
initial research for so-called passive prospects, also called name-
generation, results in a list of prospects who can then be contacted to
solicit interest, obtain a resume/CV, and be screened.

Screening and seIection
Suitability for a job is typically assessed by looking for skills, e.g.
communication, typing, and computer skills. Qualifications may be
shown through rsums, job applications, interviews, educational or
professional experience, the testimony of references, or in-house
testing, such as for software knowledge, typing skills, numeracy,
and literacy, through psychological tests or employment testing.
Other resume screening criteria may include length of service, job
titles and length of time at a job. n some countries, employers are
legally mandated to provide equal opportunity in hiring. Business
management software is used by many recruitment agencies to
automate the testing process. Many recruiters and agencies are
using an applicant tracking system to perform many of the filtering
tasks, along with software tools for psychometric testing.

n boarding
"On boarding" is a term which describes the process of helping new
employees become productive members of an organization. A well-
planned introduction helps new employees become fully operational
quickly and is often integrated with a new company and environment.
On boarding is included in the recruitment process for retention
purposes. Many companies have on boarding campaigns in hopes to
retain top talent that is new to the company; campaigns may last
anywhere from 1 week to 6 months.







SELECTIN

Employee Selection is the process of putting right men on right job. t
is a procedure of matching organizational requirements with the skills
and qualifications of people. Effective selection can be done only
when there is effective matching. By selecting best candidate for the
required job, the organization will get quality performance of
employees. Moreover, organization will face less of absenteeism and
employee turnover problems. By selecting right candidate for the
required job, organization will also save time and money. Proper
screening of candidates takes place during selection procedure. All
the potential candidates who apply for the given job are tested.
But selection must be differentiated from recruitment, though these
are two phases of employment process. Recruitment is considered to
be a positive process as it motivates more of candidates to apply for
the job. t creates a pool of applicants. t is just sourcing of data.
While selection is a negative process as the inappropriate candidates
are rejected here. Recruitment precedes selection in staffing process.
Selection involves choosing the best candidate with best abilities,
skills and knowledge for the required job.

The EmpIoyee seIection Process takes place in following order-
1. PreIiminary Interviews- t is used to eliminate those candidates who
do not meet the minimum eligibility criteria laid down by the
organization. The skills, academic and family background,
competencies and interests of the candidate are examined during
preliminary interview. Preliminary interviews are less formalized and
planned than the final interviews. The candidates are given a brief up
about the company and the job profile; and it is also examined how
much the candidate knows about the company. Preliminary
interviews are also called screening interviews.
2. AppIication bIanks- The candidates who clear the preliminary
interview are required to fill application blank. t contains data record
of the candidates such as details about age, qualifications, reason for
leaving previous job, experience, etc.
3. Written Tests- Various written tests conducted during selection
procedure are aptitude test, intelligence test, reasoning test,
personality test, etc. These tests are used to objectively assess the
potential candidate. They should not be biased.
4. EmpIoyment Interviews- t is a one to one interaction between the
interviewer and the potential candidate. t is used to find whether the
candidate is best suited for the required job or not. But such
interviews consume time and money both. Moreover the
competencies of the candidate cannot be judged. Such interviews
may be biased at times. Such interviews should be conducted
properly. No distractions should be there in room. There should be an
honest communication between candidate and interviewer.
5. MedicaI examination- Medical tests are conducted to ensure
physical fitness of the potential employee. t will decrease chances of
employee absenteeism.
6. Appointment Letter- A reference check is made about the candidate
selected and then finally he is appointed by giving a formal
appointment letter.












RECRUITMENT AND SELECTIN AT WIPR

WPRO technologies is a leading software industry and third largest
after TCS and nfosys.
n ndia they hire Engineering Graduates/Post-Graduates for
technical positions and Science Graduates for their WASE & WMS
program. They also hire Diploma Graduates for special program such
as TSA & SM. Most of this hiring is done in the penultimate or final
year of studies.
n the Americas and Europe, they hire management graduates and
under-graduates for roles in consulting and business development.
They bring in students through campus recruitment initiatives across
the world. Their interview process and trainings offered thereafter are
crafted specifically to suit the best.
n ndia, Wipro initiates a series of key interventions that target
students, faculty, training cells, institutes and leaders. This is
implemented at each of the colleges with which Wipro signs a
Memorandum of Understanding (MoU).
Student hiring is mainly done from college campuses which are pre-
selected by Wipro.
n case of special hiring requirements, they initiate special hiring
drives 'Off-Campus' for students who have finished their studies.

WPRO recruitment and selection process consists of three rounds
Round 1: Written test consists four sections
. VerbaI: This section will have 15 questions related to synonyms,
antonyms, Analogies, SC, Prepositions and reading comprehension.
2. Aptitude: The aptitude test by WPRO is a bit tough but not hard. t
has 50 questions and lasts 60 minutes. NO NEGATVE MARKNG.
You are provided with an OMR answer sheet .
The question paper is divided in to various sections. Viz, analytical,
verbal, and technical and logical reasoning. Use of calculators is not
allowed. The technical only relates with computer branch.
3. TechnicaI: This section will have 20 questions related to basic
technical concepts from C, C++, Java, Linux, UNX, DBMS, SQL,
Programming fundamentals, Hardware, Software Engineering, Micro
Processors etc.
Essay Writing: You are given 10 minutes to write an essay on a any
topic and many times based on your essay questions may come. Try
to stay neutral unless you are very strong to prove your point.

A general tip for writing an essay is to follow the following points

1. Your ideas about the topic ( in 1-2 paragraphs)

2.Reasoning supporting your thoughts

3.Conclusion.

Candidates are informed to brush up their technical skills which were
covered in their regular academic curriculum.

Round 2: Technical nterview
This is a major elimination round. Candidates should be thorough
with their basic technical skills to clear this round. Candidates are
here by informed to be prepared with their core subjects.

Round 3: HR nterview :
. HR Interview: Now this is bit tough and you will need to remain
positive. Any question or situation will be given to you.

For exampIe: -
A 50 year old man goes to a beer bar. The Bartender takes out a beer
bottle and a pistol and Shoots. What is your opinion about the
situation?
The possible positive answer is->the pistol works as a bottle opener
when fired. So that the bartender can serve beer.

After you clear everything you get the call letter and everything and
you get to join the company

Candidates can expect basic HR interview questions like Tell me
about yourself, Why should hire you, Why only WPRO, What is SX
sigma level.
Candidates will be tested in their communication and vocabulary
during technical and HR interviews.

ther than this Wipro does not charge any fee at any stage of the
recruitment process. Wipro has not authorized any agency/partner to
collect fee for recruitment. We are welcome to apply through an
empanelled staffing partner or through any of the other channels
mentioned here. We can be assured of equal opportunity, regardless of
the channel we choose.



RECRUITMENT AND SELECTIN AT MICRSFT

Microsoft: Knowledge Fuel of the Technology World
O The Microsoft interview is a job interview technique used by Microsoft
to assess possible future Microsoft employees. t is significant because
Microsoft's model was pioneering, and later picked up and developed by
other companies including Amazon, Facebook, and Google
Innovation
The Microsoft nterview was a pioneer in that it was about technical
knowledge, problem solving and creativity as opposed to the goal and
weaknesses interviews most companies used at the time. nitially based on
Bill Gates' obsession with puzzles, many of the puzzles presented during
interviews started off being Fermi problems, or sometimes logic problems,
and have eventually transitioned over the years into questions relevant to
programming: [P]uzzles test competitive edge as well as intelligence. Like
business or football, a logic puzzle divides the world into winners and
losers. You either get the answer, or you don't... Winning has to matter.
[3]

Joel Spolsky phrased the problem as identifying people who are smart and
get things done while separating them from people who are smart but don't
get things done and people who get things done but are not smart
[4][5]

This model is now used widely in the T ndustry.
The positions
Microsoft hires both undergraduate college students ("college hires) and
the more experienced ("industry hires). For college hires, there's a focus
on those with degrees in computer science, computer engineering,
electrical engineering or systems engineering for the three main technical
positions of software development engineer (SDE), Software Design
Engineer in Test (SDET) and Program Manager (PM).
Microsoft also hires for non-technical positions and those who have an
MBA. The interview would not be a technical one.
CoIIege recruitment phases
Microsoft College Recruitment practices can be divided into phases.
Resume/CoIIege Fair
Microsoft recruits heavily from college campuses in the United States.
The interviewing process typically begins with college students attending a
career fair on campus and submitting a resume to recruiters. The campus
fair and accompanying on-campus information session about the company
gives students the opportunity to find out more about what Microsoft does,
and to ask questions to current employees.
First interview
After the rsums have been collected, a select number of students are
contacted for a first-round interview usually held on the candidate's college
campus or over the telephone with a single recruiter. The first-round
interview can last for about thirty to forty five minutes.
The candidate is initially asked to fill out an application form prior to the
interview detailing work-location (Redmond, Silicon Valley, North Carolina,
Nebraska) and work-type preferences (Business initiatives, media
center/gaming, operating system, etc.).
During this interview the recruiter attempts to determine if the candidate will
be able to flourish at Microsoft. After the interview, the recruiter will
consider whether Microsoft's current business needs and the candidate's
qualifications and interests are compatible.
Questions
Some examples of questions that the recruiter will keep in mind or ask a
candidate include:
O What types of projects (academic or otherwise) have inspired you in the
past?
O What are some self-directed missions that may have influenced your
career direction?
O Did you have a moment of epiphany when you KNEW what you wanted
to be when you grew up?
O How does Microsoft fit into your vision?
O What are some things that excite and motivate you?
O What are some examples of poorly/well-designed software? What
makes the software this way and how would you change it?
Microsoft expects that the candidate know its various businesses and
product groups, and come prepared to speak in-depth about their rsum
in addition to asking thoughtful questions.
Post first interview
The candidate can generally expect to receive the results of the first-round
interview from the recruiter within about 2 to 3 weeks of the interview date.
f the first-round interview was successful, the candidate is contacted by a
Microsoft recruiting co-ordinator to arrange a mutually acceptable date for
the second-round interview.
Travel and lodging arrangements are then processed and finalized.
Second interview
f candidates successfully complete the first-round interview, the third
phase is the second-round interview, which is held in Microsoft's
headquarters located in Redmond, Washington or at one of its other sites
in the world.
The maximum length of the candidate's interview trip can be up to three
days and two nights, which includes one day to interview and one day to
sight-see.
Candidates interviewing for the program manager position can be expected
to answer detailed design questions that test the candidate's creative ability
and focus on customers. The candidate is expected to provide reasons for
features added to products designed and include explanations as to why a
customer might want or need a particular feature.
Candidates interviewing for the SDE and SDET positions can be expected
to answer detailed coding and algorithm questions.
Many questions asked are purposely ambiguous and/or abstract. t is
expected that the candidate ask thought-provoking questions of the
interviewer in order to better answer the question. The candidate is
normally given a marker, eraser, and a whiteboard to record his/her
solutions and ideas to questions. The interviewer observes how the
candidate attempts to solve a problem and follows the candidate's thought
processes.
The interview day usually comprises meeting with about three to five
different employees within Microsoft. A typical schedule might include two
interviews in the morning, one lunch interview, and two interviews in the
afternoon. The lunch interview can take place in one of Microsoft's various
in-house cafeterias or in a restaurant off-campus. n most cases the
candidate will interview with two different product teams within a single
product group or two entirely different product groups (Microsoft site FAQ
2006). t depends on the current business needs of Microsoft at the time of
the interview and which needs best fit the candidate's skill set and
interests. The candidate is generally notified on the day of the interview as
to which position he/she will be interviewing for if the candidate is
interviewing for software development engineer, software development
engineer in Test, or Program Manager Positions.
Following each interview with the candidate, the interviewer will email the
complete set of interviewers with their feedback on the candidate. This
email generally begins with a summary "Hire or "No hire assessment. The
last interviewer to see the candidate is special, and referred to as the "As
Appropriate or "As Ap. This person, generally the most senior person
among the set of interviewers, will only see the candidate if the email
feedback on that candidate thus far has been generally positive, or at least
split between "Hire and "No Hire assessments. The "As Appropriate
interviewer often makes the final call as to whether the candidate will
receive an offer.
Because the last interviewer is more influential and also additional people
may be involved into final decision, this decision may be negative also
when more than a half of the engineers vote "Hire".
Post second interview
After the second-round interview the candidate is asked to submit a
reimbursement form for any expenses incurred during the trip to Redmond
(i.e. taxi travel and meals). The candidate then generally receives an e-mail
or phone call detailing the outcome of the second-round interview. f
selected, an offer is made and the candidate is given a list of starting dates
to decide on whether to accept based on any other pending offers.

Further information
Interview questions
The questions asked during the Microsoft nterview are crafted to
determine a candidate's problem solving, coding and design abilities.
Eccentric questions (such as Which of the fifty states would you remove?)
test a candidate's ability to come to a decision and articulate it. Candidates
answering questions should consider the use of technology in the present
and future, and User scenarios. Some questions involve projects that the
candidate has worked on in the past.
The Microsoft nterview is intended to seek out creative thinkers and those
who can adapt their solutions to rapidly changing and dynamic scenarios.
Below is a small sample of questions that a candidate might be asked to
answer during the second-round interview:
O Design a cellphone for a blind person.
O Design a music system for a car. What are the features? Draw a picture.
O Design a GPS navigation unit for a hiker
O Design a communication device for Canadian park rangers.
O Design a remote control for an automatic window-blind system.
O Design a TV Remote Control with Two Buttons.
O Design a coffee maker that will be used by astronauts.
O Design an alarm clock.
O Design an alarm clock for a blind person.
O Design a search function
O Design a website for a library
O Design an ATM for children
O What method would you use to look up a word in a dictionary?
O What are examples of poorly designed software?
O Design an instant messaging system.
O am your grandmother. Describe what MATLAB is to me.
O How would you explain what a database is to a 5-year-old?
O How would you explain computer networking to a kindergarten kid?
O What is your favourite software, and how would you improve it?
O Write code for an electronic messaging board. What happens when a
user logs on?
O Develop an algorithm for selecting objects in Visio.
O Tell me about a time when you made a decision and later found out that
it was incorrect. What did you do to resolve the issue?
O Suppose you are one week away from the product shipping date and
discover a bug in your software. What do you do?
O You have a linked list and don't know how long it is; how do you find the
middle of it?
O How would you test a keyboard?
O How would you test a pen?
O Write code for finding a duplicate in an array.
O Write code that returns the length of a string without using any built-in
functions.
O Reverse a Singly Linked List with and without using Recursion.
O Determine if a Binary Search Tree is well formed.
O Reverse every word in a String (abc def becomes cba fed).
O Write a function that returns the angle between the hour and the minute
hands of a clock, given input of the time.
O Write a function that takes a string consisting of numeral characters and
returns all possible alpha character strings of same length as input that
correspond to the keypad of a typical telephone.
O magine you have a closet full of shirts. t's very hard to find a shirt. So
what can you do to organize your shirts for easy retrieval?
O How would you test an elevator?
O How would you test a vending machine?
O How would you test a program that takes in two points and outputs the
distance between the two points?
O Test the Windows scroll bar.
O Switch every pair of words in a string ("ab cd ef gh" becomes "cd ab gh
ef")
O Write the function for strstr function (finding a substring inside a string)
O Reverse the order of words in a string ("ab cd ef gh" becomes "gh ef cd
ab")
O Write the function for string comparison. How would you test it?
O Write a function to zero all duplicate values in an integer array. How
would you test it?
O Write a function that compares two strings and returns a third string
containing only the letters that appear in both.
O Find cycles in a singly linked list, using minimal storage.
O Shift all elements of a circular array by k bytes, using no extra memory.
O For an array of size n, print all pairs that add to k. (then, do the same
thing with a sorted array)
Interview resources
Microsoft provides a list of suggested reading to prepare for the interview.
A sample is given below:
O Writing Solid Code, Steve Maguire
O Code Complete, Steve McConnell
O %esting Computer Software, Cem Kaner
O ll I Really Need to Know in Business I Learned at Microsoft, Julie Bick
O Business @ the Speed of %hought, Bill Gates
O %he Road head, Bill Gates
O lgorithms in C, Robert Sedgewick, eds. . Addison-Wesley, 1990.
O ssential .N% Vol 1 %he Common Language Runtime, Don Box
Addison-Wesley, 2003.
O Lessons Learned in Software %esting, Cem Kaner, James Bach, Bret
Pettichord Wiley Computer Publishing 2002
O Mythical Man-Month, nniversary dition, Frederick P. Brooks, Jr.
Addison-Wesley, 1995
O Introduction to lgorithms Second dition, Thomas H. Cormen, Charles
E. Leiserson, Ronald L. Rivest, and Cliff Stein MT Press, 2001
O %he rt of Computer Programming, Donald Knuth Addison-Wesley












RECRUITMENT ANS SELECTIN AT APPLE

Due to Apple is the number one most admired company from ranking of
CNN; Fortunes survey on 22March 2010 (CNN, 2010), Apple website
attracted tons of candidate per day. Apples web-based uses Apple D and
password to identify huge such information. This is not necessary to Apple
hire agency or outsourcing for recruitment that is advantage from company
reputation. Apple web page is also a good advertisement channel; it posted
a lot of attractive information for job seekers such as benefits of Apple
staffs and VDO interview of Apples staff (Apple, 2010)

Noticeably, there is not Apples vacancy position post on job boards by
company itself same as advertisement on job center also.

CriticaI AppIes recruitment system
After considering Apples recruitment method and company profile, it was
able to assume that the talent candidate attraction was not a major
challenge of Apple HR department because of widely reputation and
stability of company. Beside, due to Apple nc is the well known in
personnel computer industry and itself operating system Mac, it is strongly
reason to conclude that Apple spent very small amount of capital in its
website E-Recruitment system.

The potential problems of Apple E-Recruitment process should be how to
deal with the enormous of CV and information to distill the most suitable
employee with less time consuming? n addition, the main recruitment cost
of big worldwide company like Apple nc is not cost of advertising on
publication sources or outsourcing and job agency like general small to
medium company but it possibly to be hidden operating cost of HR staffs.
The more working time for selection, the more labor cost of company that it
is difficult to measure or estimate such hidden cost thus this is risky
circumstance of company because how can HR staff improve the
recruitment if they cannot evaluate impact and wasting cost of system?.
The general problem of E-Recruitment in quality of applications information
is also one issue of Apple with the limitation of one way communication.





Recommendation and ImpIementation

To deal with massive of candidates information, HR department cooperate
with T department to develop in house Apples E-Recruitment software.
Apple not necessary to consider purchase software from outsourcing due
to Apple has core employee who are expertise in software development
and familiar with internal system including organization culture so it can be
a guarantee sign of the high software performance ; in addition, obviously
that outsourcing software purchasing require more investment than in
house operating. However, E-Recruitment software take more developing
time than purchasing a ready to use software but in aspects of costing and
confidentiality of program performance seems outweigh than time
consuming in program development issue. Furthermore, indirect benefits
from in house software are in the areas of differentiation generating that
support Apples reputation and image; in addition, knowledge transfer and
learning within organization that encourage company's knowledge
management.
Step of development Apples E-Recruitment software can separate to three
stages namely Pre-mplementation, mplementation and Post-
mplementation. n addition, t can apply S concept in system development
life cycle or water fall model of Royce (Leffingwell, 2003).

Pre-ImpIementation stage

Referred to waterfall model of Royce the step in project selection, feasibility
study, analysis, design and construction require cooperating from all
concern departments and major responsibility departments are HR and
T department. t is able to cut vendor selection process due to propose to
use in house operating.







Project selection -

Based on Critical Apples recruitment system and Recommendation parts.
t can conclude that Apples E-Recruitment software most suitable is
created by in house T staffs with commentary of company and estimated
small budget that will be analyzed with economic feasibility in next step.

Ieusibility stodies

n parts of technical and operational are excellent possibility due to
high skill of T department and flexibility to creating software. n terms of
economic feasibility, it concerns with making decision in project investment,
Net present value (NPV) and nternal Rate of Return (RR) are usually use
in analyze the profitability of investment. Based to (Young, 2000), NPV
concept is comparison between value of money in current and the value in
the future with add inflation rate and if amount of NPV is less than zero that
show the cash flow is negative that made the project is potential to be
rejected. n case of Apple nc, this article selected RR to analyze Apples E-
Recruitment financial feasibility analysis instead of NPV. RR is the actual
yield of interest or discount rate from expected investment and its
conclusion same as with NPV method.
The basic principle in decision making is; if RR greater than the weighted
average cost of capital (WACC), the result is; E-Recruitment software
development project is accepted because its rate of return on invested
capital more than the cost of investment.
















ImpIementation stage

n implantation phase should considered about period of time and the key
activity is evaluating the alternative among changeover or cutover
(Flowers, 1996). A cutover method is; the practice in immediately stop old
system and totally turn to operate new system replace old system. The
obviously advantages of this alternative are; easy to operate because the
staffs can focus on new software whereas ignore and not confuse with old
system and also it requires short time for implement. On the other
hand, this method has high risky to make overall operating fail because
there is not spare system (cutover old system) or tend to necessary turn to
temporary manual operating; in case if new system occur some
undesirable errors or unexpected problems. So this method requires very
thorough preparation and more accurate and consistent pre- testing until
new system is highly confidential system.

The Change over alternatives consisted of parallel and phased method.
For parallel concept, it is run new software parallel with old system and
implement new software phase by phase with old program. The key
advantage point of parallel is safety aspect because it allows direct
comparison between new software and whereas old software still running.
There is overlap time of new and old program that both systems are
parallel operated at the same time. However, slow processing is one of
weak points of parallel method because it is unable to stop old system
immediate thus it requires overlap time to compare between new and old
system that made extend lead time of implementation longer. Moreover, it
increased work load for staff heavier than cutover method due to the
employees operate double works during the overlap period. Phased
method seems to be middle way of parallel and immediate method. The
slightly replace old system with new system step by step by increasing
operating of new system during old system roll-out.

Phased method is the most suitable alternative for Apples E-Recruitment
software implementation due to mix and match the advantages of parallel
and immediately method and reducer risky and hard work load issue. n
addition, due to this software will be developed by Apples T staffs so there
are not concerns in competency of vendor and communication support.


Post-ImpIementation stage
This stage concerns with S implementation satisfaction, reviewing project
result, monitoring dual phased process (new vs. old software) and
continued fix bugs and upgrading software (Flowers, 1996). To reach in
implementation satisfaction conclusion, Apples HR and T staffs should
Review both of internal and external users. For internal users, they are able
to summary from user's opinion of concerned department by using
questionnaires orinterviews. n addition, they also can use this
questionnaire for applicants who were selected in second round to evaluate
satisfaction of candidate. Project result evaluation require Apples HR and
T staffs evaluate performance in every aspects which were purposed in
planning such as budget, cost saving, time