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SUBMITTED IN THE PARTIAL FULFILLMENT OF THE REQUIREMENT OF BACHELORS OF BUSINESS ADMINISTRATION (MBA) MAHARISHI DAYANAND UNIVERSITY, ROHTAK TRAINING SUPERVISOR: MR. RAVI VERMA (Assistant Manager) SUBMITTED BY: MR. HARSH SOLANKI Enrollment No. 08511237046
SESSION: 2011 – 2013 MAHARISHI DAYANAND UNIVERSITY, ROHTAK
This project was completed with the help of many very people. Hence, I would like to acknowledge all of their valuable support and convey my humble gratitude to them. I want to thank Head of DIHE, MS. Sheelu Sharma and Mr. Sheshadev Nayak for their support. I have put my sincere efforts to accomplish my objective within given time. My project report is on “Recruitment and Selection in Sharekhan Ltd”. Despite all the limitations, I have worked to my potential to achieve the desired goal. I have prepared this report taking into consideration its clarity and continuity. I am thankful to the staff members at Sharekhan Ltd that allowed me to study and research on the operations of the company. They demonstrated how the daily activities take place in the share market along with how to handle complaining customers. My special thanks go to Mr. Ravi Verma (Assistant Manager) whose supervision and feedback was necessary during the training session.
(signature of the student)
Conceptually the mechanism of stock market is very simple. People who are exposed to the same risk come together and agree that if anyone of the person suffers loss the other will share the loss & make good to the person who lost. The initial part of the project focuses on the job & responsibilities. I was allotted as a summer trainee. I also make the readers aware about the techniques & methodology used to bring this report alive. Though India has a very big untapped market but the players will not flourish unless they change the way the customers are being served. Given the awareness level of today customers every player has to treat with care and make the customer feel that he is the king. Number of Online Share trader in India has crossed the line. More and more customers are coming under this umbrella and many of the existing one are changing pavilion. So customer’s retention and satisfaction is now more important as it was before. Players keep coming with new schemes in order to attract new customers and retain the existing one. This is being supplemented with increased advertising and brand building efforts. Success of any organization depends upon its being proactive. I consider lucky as I got an opportunity to work with Sharekhan Ltd which is showing phenomenal growth and success in the Securities. This project is an effort to do a depth study and analysis of recruitment and selection processes used at the company.
1 Students Work Profile 3.3) 2.1Analysis of Data 5.2 Key Learning Chapter 4 Study of the Selected Research Problem 30-52 Chapter 5 Analysis 5.5) Organization structure and Organization Chart 2. Chapter 1 Introduction: 1.4) Origin of the Organization Growth and Development of the Organization Present status of the Organization Functional departments of the Organization 20 1 9-29 9 1-8 2.1) General Introduction about the Sector 1.2) 2.1) 2. Future of the Industry Chapter 2 Profile of the Organization: 2. Growth and present status of the Industry C.6) Products and Service Profile of the Organization Chapter 3 Discussion on Training 3.2 Summary of Findings -4- .2) Industry Profile: A. Origin and Development of the Industry B.Table of contents Page no.
2 Conclusions and Recommendations Annexure Bibliography -5- .1 Summary of Learning Experience 6.Chapter 6 Summary and Conclusions 6.
most of the global stock exchanges have become highly efficient. Such markets were originally open to all. but at present only members of the owning association may buy and sell directly. It may be noted that BSE is the oldest stock exchange in Asia. The need for stock exchanges developed out of early trading activities in agricultural and other commodities. traders found it easier to use credit that required supporting documentation of drafts. A stock may be bought or sold only if it is listed on an exchange. and clearing of securities. During the middle Ages. Today. global securities -6- . charging commissions for their services. in which prices are determined by competitive bidding. notes and bills of exchanges. promoted by leading financial institutions. differing only in their administrative machinery for handling these functions. Members. several stock exchanges have been established in the major cities of India. or stock brokers. A stock exchange is said to be an organized market for the trading of stocks and bonds. India's other major stock exchange National Stock Exchange (NSE). The first stock exchange in India. Most stock exchanges are auction markets. buy and sell for themselves or for others. Over the years. All stock exchanges perform similar functions with respect to the listing. and was established in April 1993. computerized organizations. Computerized networks also made it possible to connect to each other and have fostered the growth of an open. Bombay Stock Exchange was established in 1875 as 'The Native Share and Stockbrokers Association' and has evolved over the years into its present status as the premier stock exchange in the country. These markets are National Stock Exchange and Bombay Stock Exchange respectively.1 General Introduction about the sector: The share industry of India contains a large number of broking firms that deal with the buying and selling of shares through two different stock exchanges markets. trading.Chapter I Introduction 1. There are now 23 recognized stock exchanges.
the real beginning occurred in the middle of the nineteenth century after the enactment of the companies Act in 1850.2). However. which introduced the features of limited liability and generated investor interest in corporate securities. The stock market has seen rapid growth over the past decade with top companies listing their shares at a higher price. Industry Profile: A.500 crore.284 crore in 1998-99 and further to Rs 2. there are 22 Regional Stock Exchanges. However. A large number of volumes and stocks started to fall at the Exchanges. These are known as Bombay Stock Exchange and National Stock Exchange respectively. It consists of two major Exchanges. Debts started to rise for these share holders that had large number of shares. The Bombay Stock Exchange (BSE) and the National Stock Exchange of India Ltd (NSE) are the two primary exchanges in India.market. The stock market is expected to rise as the recession period is over. NSE has around 1500 shares listed with a total market capitalization of around Rs 9. However. Origin and Development of the Industry Over the last decade. Many investors saw fall in their share holdings that led to them not completing their due payments. Online Trading is a service offered on the Internet for purchase and sale of shares. the problems that were faced by the stock market were of the global financial crisis. the Indian stock market has seen many changes and major break through. In addition. The NSE and BSE are equal in size in terms of daily traded volume.273 crore in 1999-2000 (April . -7- . The Exchanges allow shares to be listed that increase financial transactions in the stock broking industry. In the real world. the BSE and NSE have established themselves as the two leading exchanges and account for about 80 per cent of the equity volume traded in India. for all practical purposes. This crisis created a down turn in the stock market. The average daily turnover at the exchanges has increased from Rs 851 crore in 1997-98 to Rs 1. 1.August 1999). investors place orders via stockbrokers either verbally (personally or telephonically) or in a written form (fax). Now the market is hoping to rise over the next few years. 21.
changing hands from the listed company to the investors.But as business and industry expanded and the economy assumed more complex nature. Entrepreneurs needed money for long term whereas investors demanded liquidity the facility to convert their investment into cash at any given time. • SECONDARY MARKET: -8- . • PRIMARY MARKET: The primary market is an intermittent and discrete market where the initially listed shares are traded first time. CAPITAL MARKET: The capital market is a system or framework. The process of selling new issues to investors is called underwriting. the capital market is a mechanism by which capital (funds) moves from those with surplus funds to those in need of funds. the need for permanent finance arose. In other words primary market is that part of the capital markets that deals with the issuance of new securities. governments or public sector institutions can obtain funding through the sale of a new stock or bond issue. In the case of a new stock issue. This is typically done through a syndicate of securities dealers. Savings are linked to investments through a range of financial products called securities. The securities markets provide channels for the allocation of savings to investments. Companies. acquire capital by offering their stocks to investors who supply the capital. Through the capital market companies can raise resources from the people (investors) and households can invest their savings in industrial or commercial activities to earn a return Hence. which facilitates savings and investment. though it can be found in the prospectus. the issuers of stocks. It refers to the process through which the companies. Dealers earn a commission that is built into the price of the security offering. this sale is called an initial public offering (IPO).
The NSE is owned by the group of leading financial institutions such as Indian Bank or Life Insurance Corporation of India. The NSE has more than one thousand companies listed in the capital market where top companies are traded actively by common investors. the equity market capitalization of the companies listed on the NSE was US$ 1. NSE is mutually-owned by a group of leading financial institutions. banks. It is the largest and most advanced exchange with 1016 companies listed and 726 trading members. facilities and other resources required for trading securities after their initial offering. it was recognized as a stock exchange under the Securities Contracts (Regulation) Act. 1.4 THE NATIONAL STOCK EXCHANGE OF INDIA: The National Stock Exchange of India (NSE) situated in Mumbai. In October 2007. NSE offers a wide range of products for multiple markets including equity shares. 2000. insurance companies and other financial intermediaries in India. Only qualified traders can be involved in the securities trading. This proves that the NSE has large scope for the stock industry. in the totally de-metalized Exchange. the NSE launched the NSE Research Initiative in January. the ownership as well as the management does not have a right to trade on the Exchange.The secondary market is an on-going market. 1956. which is equipped and organized with a place.46 trillion that made it the second largest stock exchange in South Asia. This was done to develop a better view and understanding of the securities market in India. However. all the records -9- . The National Stock Exchange of India was incorporated in November 1992 as a tax-paying company. In order to improve market efficiency and to set international benchmarks. It refers to a specific place where securities transaction among many and unspecified persons is carried out. mutual funds. NSE is believed to be the third largest Stock Exchange in the world in terms of the number of trades in equities. etc. Therefore. In April 1993.
In 1956. The screen-based trading platform that is known as BSE On-line Trading (BOLT) currently has a capacity of 80 lakh orders per day.10 - . small companies. etc. SENSEX. This is why the stock broking industry has seen tremendous growth over the years. After a few years of operations. is tracked worldwide. The stock market has seen rise in its volumes due to the increasing popularity of the BSE. It was the year 2000 where the BSE opened its derivatives market. 1956. The BSE was badly hit during the recession period where it saw fall in shares but it has soon picked up momentum. Capital market reforms in India and the launch of the Securities and Exchange Board of India (SEBI) accelerated the incorporation of the second Indian stock exchange called the National Stock Exchange (NSE) in 1992. There are almost six thousand BSE companies comprising of blue chip conglomerates. The companies listed are among the top companies and here investors are seen in large numbers that invest in the BSE companies. It is the first stock exchange in the country to obtain permanent recognition in 1956 from the Government of India under the Securities Contracts (Regulation) Act. The BSE has attracted millions of people to stock trading on an annual basis. the BSE became the first stock exchange to be recognized by the Indian Government under the Securities Contracts Regulation Act. The Bombay Stock Exchange adapted to an electronic trading system in 1995. trading Sensex Futures Contracts. THE BOMBAY STOCK EXCHANGE OF INDIA: The Bombay Stock Exchange is one of the oldest stock exchanges in Asia. the NSE has become the largest stock exchange in India. The Exchange's pivotal and pre-eminent role in the development of the Indian capital market is widely recognized and its index. It was established as "The Native Share & Stock Brokers Association" in 1875. .including latest events can be found on NSE`s website.
1992 in accordance with the provisions of the Securities the Securities and Exchange Board of India. it conducts investigation and enforcement action in its executive function and it passes rulings and orders in its judicial capacity. It was observed during the inspections conducted in 1997-98 that there has been considerable improvement in most of the areas. advised to effectively follow-up and redress the investors' complaints against members/listed companies.11 - . 1992. Under the SEBI Act. collection of margins etc. During the year 1997-98. settlement. it liberalised the takeover code to facilitate investments. common deficiencies observed in the functioning of the exchanges were delays in post trading settlement. During the earlier years' inspections. through inspection reports. a review of the market operations. organizational structure and administrative control of the exchange is made to ascertain. inspection of stock exchanges was carried out with a special focus on the measures taken by the stock exchanges for investor's protection. 1992. It drafts regulations in its legislative capacity. SEBI has also been effective in taking quick steps in light of the global meltdown. inadequate monitoring of payment of margins by brokers. non-adherence to Capital Adequacy Norms etc. During these inspections. frequent clubbing of settlements. especially in trading. SEBI has been active in setting up the regulations as required under law. Stock exchanges were. delay in conducting auctions. More recently. The SEBI has been inspecting the stock exchanges once every year since 199596.B. Growth and present status of the Industry SEBI: The Securities and Exchange Board of India was established on April 12. SEBI has enjoyed success as a regulator by pushing systemic reforms successively. and Exchange Board of India Act . The stock exchanges were also advised to expedite the disposal of arbitration cases within four months from the date of filing. The Preamble of the Securities and Exchange Board of India describes the basic functions of . the SEBI has been empowered to conduct inspection of stock exchanges.
Cost of transacting in a depository is considerably lower as compared to transacting in certificates. The Bye Laws are approved by SEBI. In addition. the first depository in India. once holdings of an investor are dematerialized. There is no stamp duty or transfer of any kind of securities in the depository. all transactions are recorded at NSDL Central System and in the databases maintained. CDSL: .12 - . every month NSDL forwards statement of account to a random sample of investors as a counter check. There are various checks and measures in the depository system to ensure safety of the investor holdings. Using innovative and flexible technology systems. Every day. Dealing in physical securities has associated security risks of theft of stocks. there are certain benefits of NSDL.NSDL: NSDL stands for National Securities Depository Limited. The Depositories Act has provided dematerialization route to book entry based transfer of securities and settlement of securities trade. NSDL handles most of the securities held and settled in dematerialized form in the Indian capital market. This problem does not arise in the depository environment. In the depository environment. which is based on the recommendation from NSDL. NSDL aims at ensuring the safety by developing settlement solutions that increase efficiency and reduce costs. A DP can be operational only after registration by SEBI. the question of bad delivery does not arise. Also. Also. there is a system driven mandatory reconciliation between DP and NSDL. The Business Rules outline the operational procedures to be followed by NSDL. NSDL has framed its Bye Laws and Business Rules. NSDL works to support the investors in the capital market of the country. DPs are allowed to affect any debit and credit to an account only on the basis of valid instruction from the client. The enactment of Depositories Act in August 1996 made the establishment of NSDL. loss of certificates during movements through and from the registrars. Transfer of ownership of securities is done through simple account transfers.
2. HDFC Bank. It was promoted by Bombay Stock Exchange jointly with leading banks such as State Bank of India. CDSL has kept its tariffs very competitive to provide affordable depository services to investors.CDSL stands for Central Depository Services Limited. derivatives.13 - . Bank of Baroda. etc. who has also developed the BOLT system for BSE. All data and communications between CDSL and its users are encrypted to ensure its security and integrity. CDSL's demat services are extended through its agents called Depository Participants.1) Origin of the Organization: Sharekhan is a retail brokerage firm of SSKI Group which started in 1922.. The DPs are directly connected to CDSL thereby providing on-line and efficient depository service to investors. online trading. it became very popular giving competition to NSDL. the software provided by CDSL is developed and supported by CMC Ltd. The software has been customized to suit the requirement of CDSL. The group was setup in Mumbai and has over eighty years of vast experience in cliental trading of shares and other financial services. depository services. across the country. CDSL has a wide network of DPs. Bank of India. All data held at CDSL is backed up and stored in the disaster recovery site. It has made provisions for contingency terminals. Sharekhan offers its customer’s equity related services including trading on BSE. Today. CDSL offers an efficient transfer of securities. The entire database of investors is stored centrally at CDSL. The CDSL aimed to provide convenient service and efficiency than NSDL. The DP is the link between the investor and CDSL. Moreover. investment . As it was promoted by the BSE. CDSL's system is based on centralised database architecture with on-line connectivity with DPs. which enables a DP to update transactions. operating from over 6000 sites. NSE. CDSL was set up with the objective of providing convenient. both NSDL and CDSL run side by side and have opened more than million demat accounts. dependable and secure depository services at affordable cost to all market participants. The software is a modified version of the banking software-TC4 developed by a subsidiary of CMC Ltd. CDSL's system is built on centralized database architecture and thus enables DPs to provide on-line depository services with the latest status of the investor's account.
SSKI Corporate Finance Private Limited (SSKI) is a leading India-based investment bank with strong research-driven focus. Sharekhan was established by Morakhia family -in 1999-2000 and Morakhia family. 2000. pan-Indian branch network and an outstanding technology platform. Known for its jargon-free. a veteran equities solutions company with over 8 decades of experience in the Indian stock markets. investor friendly language and high quality research.” Mission: . Company team members are widely respected for their commitment to transactions and their specialized knowledge in their areas of strength. the content-rich and research oriented portal has stood out among its contemporaries because of its steadfast dedication to offering customers best-of-breed technology and superior market information. Further. Vision: “To be the best retail brokering brand in the retail business of stock market.Sharekhan. continues to remain the largest shareholder. The team has completed over US$5 billion worth of deals in the last 5 years . Sharekhan's lineage and relationship with SSKI Group provide it a unique position to understand and leverage the growth of the financial services sector. The site gives access to superior content and transaction facility to retail customers across the country.advice.www.com . SSKI.making it among the most significant players raising equity in the Indian market. The Company's online trading and investment site .was launched on Feb 8. Sharekhan's management team is one of the strongest in the sector and has positioned Sharekhan to take advantage of the growing consumer demand for financial services products in India through investments in research.14 - . etc. Sharekhan is one of the top retail brokerage houses in India with a strong online trading platform.
2) Growth and Development of the Organization: Products offered by Sharekhan Ltd: . 2) Sharekhan Limited won the CNBC AWARD for the year 2004.“To educate and empower the individual investor to make better investment decisions through quality advice and superior service.” Achievements and Awards: 1) SSKI has been voted as the Top Domestic Brokerage House in the research category. Sharekhan offers various types of services: 1) Equity and Derivatives Trading 2) Depository Services 3) Technical Research 4) Fundamental Research 5) Online Services 6) Dial-N-Trade 7) Portfolio Management Services 8) Commodities Trading 2. twice by Euromoney Survey and four times by Asiamoney Survey. 3) The team has completed over US$5 billion worth of deals in the last 5 years.15 - .
on the same market watch. etc. FONSE. The application provides live streaming quotes and statistics for any stock company. Also. Fast Trade Account: This account is for advanced users that wish to trade quickly. demat and digital contracts. Speed Trade Account: This account is for active traders who trade frequently during the day's trading session. it keeps alerts and reminders of events for investors. it has the back-up facility to place trades on direct phone lines. It can view prices and place orders on the same screen. It also offers online trading account for investing in equities and derivatives. Therefore. BSE. this account offers users with full satisfaction. etc. ONLINE TRADING ACCOUNT: . The account has a single screen interface for cash and derivatives.16 - . 2. It can add NSE. 3. This account is prepared for the beginners who do not know much about the stock market. In addition.1) Classic Account 2) Speed Trade Account 3) Fast Trade Account 1. integrated banking. This application can help traders also to purchase Mutual Funds. Classic Account: It allows the investor to buy and sell stocks online along with the following features like multiple watch lists.
As the share come to client D-mat account the cost amount is deducted from client saving account. When client want to sell his share he give the order through online trading account. and close at 3. • PROCESS OF ONLINE TRADING: For online trading SHAREKHAN provides ID and password to client so that client can easily do login on Sharekhan for online trading. If client purchases the share and he does not sell it at market closing time then the share automatically sell i. The order goes to BSE or NSE. The share market starts at 9.Online trading account is used for purchasing the share or to sale the share of particular company. Client gives the order through online trading account to purchase the share of particular company. If the prices of share fall down then he will be in loss. INTRA DAY TRADING: In intra day trading the share is purchase and sale on the same day.30 p. Order is executed and share of particular company comes to client D-MAT account where he holds the share until price of share rise. • It is provided for Rs.50 a. Share is sell through his D-mat account And money get deposited in his saving account. If price of share is high then client will get profit and price of share fall down the customer will be in loss at time of square off.700 to the customer Normal plan is also available at Rs.m. called square off.e.m.299. Brokerage Structure of Sharekhan Ltd: .17 - . if the client purchases the share and prices of share rise then he can sell his share and he will get the profit.
3 PRESENT STATUS OF THE ORGANIZATION PROCESS OF ACCOUNT OPENING: • The person can open a Depository Participant (DP) Account.025% 0.05% 0. either through Sharekhan branches or through Sharekhan Franchisee center.18 - .EQUITIES FnO PREPAID SCHEME 0.5% Sharekhan has links with the following banks: HDFC Axis Bank IDBI Citi Bank IndusInd Bank Union Bank ICICI Bank. • .• • • • Sharekhan Demat Account Opening Charges: NIL Sharekhan Demat Account Maintenance Charges: Rs. 75 per quarter Sharekhan Demat Account Closing Charges: Rs. 100 Sharekhan Demat Account Custody Fee: NIL Brokerage Structure in Tabular Form: INTRADAY CASH.05% 0. 2.25% DELIVERY 0. There is no fee for opening DP accounts with Sharekhan.
4 Functional departments of the Organization ORGANIZATIONAL LTD: STRUCTURE OF SHAREKHAN . Voters Id Card. ENQUIRY OF OPENING ACCOUNT: 1. ration card as proof of address. 4.com to know about their products and services.• The person would have to submit their proof of identity and proof of address along with the prescribed account opening form. It contains signature and photograph that must be authenticated by an existing demat account holder with the same DP or by a bank manager. the person can submit a copy of Passport. Alternatively. If in Mumbai call on 022-66621111 Visit one of the branches. If wish to chat with customer service representative. Possible to call through the phone number provided that is Toll free number: 1-80022-7500 to speak to a Customer Service executive. Voters Id Card. Driving License or PAN card with photograph. • All photographs that are to be submitted must be passport sized and only of the person who intends to open the account. The person can submit a copy of Passport. Driving License.19 - . PAN card with photograph. 2. • • Proof of Address needs to be submitted. Possible to send an email on info@sharekhan. 5. 3. there is a chat session software. 2. Proof of identity needs to be submitted.
Kantilal Ishwarlal Securities 3. Ltd RESEARCH BASED SERVICES: .20 - . SSKI Investor Services Ltd (Sharekhan) 2. S.HEAD OFFICE REGIONAL HEAD QUARTERS REGIONAL HEAD QUARTERS REGIONAL HEAD QUARTERS Founders: • • • • Shantilal Savantilal Kantilal Ishwarlal SSKI Group Companies: 1.S. Sharekhan Commodities Pvt.
The quarries regarding stock positions and other relevant matter of the branch heads of each branch is being solved through teleconference. Institutional Research: Each individual company is analyzed and its results are placed on our site. Underperformer: This stock is expected to lose value on a relative basis when compared to a market-based index.Every investor’s needs and goals are different. To meet these needs. Here Rating is given on relative basis. and various other sectors. Sector Watch: Here each sector is analyzed thoroughly. The R&D department forwards all the details regarding all stocks and scripts to all the branches through Internet.6 Product and service profile of the organization: SHAREKHAN DEPOSITORY SERVICES: . Pharma sector. Sharekhan provides a comprehensive set of research reports. so that one can take the right investment decisions regardless of their investing preferences! The Research and Development at Sharekhan is done at its Head office Mumbai. At the end of each trading day there is a Teleconference. Outperformer: This stock will outperform the market by giving a relatively higher return than a market-based index. through which the R&D department talks with each Branch heads and discusses about each day’s closing position and shows their predictions about next day’s opening position. neutral and outperformed. Neutral: This stock is expected to more or less give you the index rate of return or a return not significantly higher or lower than the market index.21 - . 2. in the form of underperformer. Automotive sector.
convenient and efficient. 1996. The converted electronic data is stored with the depository from where they can be traded. settlement risks and paper work. At Sharekhan. forgeries. According to the Depositories Act. the commitment is to provide a complete demat solution which is simple. It is similar to a bank where an investor opens an account with any of the depository participants.The process of converting the physical form of shares into electronic form is called dematerialization or in short demats. Prior to dematerialization the Indian stock markets have faced several problems like delay in the transfer of certificates. an investor has the option to hold shares either in physical or electronic form . It has a team of professionals and the latest technological expertise dedicated exclusively to our demat department. Dematerialization helps to overcome these problems as well as reduces the transaction time as compared to the physical segment. (NSDL). Dematerialization is the process of converting the physical form of shares into electronic form. Sharekhan is a registered Depository Participant (DP) with National Securities Depository Ltd. forgery of certificates etc. Sharekhan Depository Services offers dematerialization services to individual and corporate investors. Demat as a parallel solution offers freedom from delays. Depository participant is a representative of the depository . thefts. making our services quick.The DP maintains the investors securities account balances and intimates him about the status of holdings.Dematerialization and trading in the demat mode is the safer and faster alternative to the physical existence of securities.22 - . apart from a national network of franchisee. This system works through depository participants (DPs) who offer demat services and the securities are held in the electronic form for the investor directly by the Depository. safe and secure. BENEFITS OF SHAREKHAN: Only Sharekhan offers the facility to trade at two major commodity exchanges of the country: .
7 Market Profile of the Organization SWOT ANALYSIS: . Multiple channels are not provided by small to medium sized companies. Sharekhan serves customers better via multiple channels. National Commodity and Derivative Exchange. Also. while brokerage on delivery based transactions is 0. Customer relations and last but not the least Customer acquisition. while in delivery based transaction the squaring up is not done on the same day. while purchasing as well as selling. Sharekhan focuses on Customer service. the company is well reputed in the market. Mumbai (MCX) and 2. What’s more Sharekhan is in the process of launching several trading products and strategies to help you trade in the commodity futures segment. Customer support. T+2. Specific products catering to each customer segment is provided by the company. This is the plus point by trading with the company. based on technical and fundamental study of all major commodities. the company provides access to all fundamental and technical research at a real time basis. Comprehensive 3 day training program & dedicated online platform for ongoing training requirements are in the benefits by the company.50% on both side. Mumbai (NCDEX). Customer education. 2. Intraday transactions are those.10% single side. Multi Commodity Exchange of India Ltd.e. but the stock is to be traded on the basis of rolling settlement i. terminals.National Exchange Automated Trading. i. The Brokerage of Intraday transaction is 0.e. There are two types of transactions executed on these terminals viz.1. Sharekhan is a registered Stock Broker with the Bombay Stock Exchange and National Stock Exchange to trade on behalf of clients. synonymous with its corporate identity. The screen-based trading is done on BOLTBSE Online Trading and NEAT. Sharekhan provides assistance in making office premises get a new look. So therefore. in which the squaring up of deal is done on the same day. intra-day and delivery based transactions. Sharekhan also equips you with world-class research.23 - .
equity driving preference.24 - . Company’s product line is quite flexible in the sense that there is a product for every kind of investors. softer. WEAKNESSES: . This makes the company more attractive in the minds of potential investors. advice and transaction services. Sharekhan with almost 250 branches spread across 123 cities up by comprehensive online research. Sharekhan is a popular equities solutions company with over decades of experience in the Indian stock markets. SMS alerts (allowing traders and investors to make the most of the available opportunities). Sharekhan provides other support services that make retail investors more confident and assured with their trading. intangible features like imagery. 60 branches or semi branches servicing aggressive traders through highly skilled financial advisors 3.STRENGTHS: 1. 4. In near future expect to make 200000+ retail customers being serviced through centralized call center or web solution. 2.
a broking house like Sharekhan which caters to the mass segment is in no position to provide relationship managers for individual customers. Though the company has an efficient product line but large part of investment interested population does not know the company. 3. 6.25 - .1. 5. This means that the small investors are forgotten so that the emphasis lies on large investors that trade for long term prospective. 2. So they enjoy the liberty of huge database and customers find it more reliable to trade their rather than with an unknown broker like Sharekhan. Localized presence due to in sufficient investments for country wide expansion. This makes other top and large broking firms to take edge over the company’s potential customers. Lack of awareness among customers because of non-aggressive promotional strategies. OPPORTUNITIES: . Lesser emphasis on customer retention. Most of the banks due to good branding have the faith of the customers of their banking database. 4. However.
customer service. 6.1. 3. In country like India technology is always improving which gives the company a chance to keep on improving their product with time whereas for the small players like local brokers it will be difficult to keep the same pace as the changing technology. THREATS: . The education level in the country is improving year after year as far as technology goes. Sharekhan. It is also known for putting big deals through and enjoys good networking with the FIIs. etc. and many established players may not have systems (technology. After the NSE brought the screen based trading system stock markets are now more secured which has attracted lot of retail investors. The traditional business model is highly dependent on a large network of subbrokers. Sharekhan is one of the early entrants here.26 - . 5. 2.) capable of directly servicing so many retail customers.com has been a mega player and is known for being a mover of stocks. It has been dynamic enough to move with the times and capture the opportunities that the market throws up from time to time. With that the understanding of the stock market is also increasing and a lot of retail investors are steeping in the markets which are being shown by increasing volumes. transactions and indices. 4.
3. A lot of new competitors are trying to enter the market.1. CHAPTER THREE DISCUSSION ON TRAINING . Lack of sufficient branch offices for speedy delivery of services. This is creating a lot of competition for large players like Sharekhan and it is creating little confusion in the minds of the customers about the services provided by the broker. Other players are providing margin funds to investors on easy terms where as there is no such facility in Sharekhan.27 - . 4. These banks are well supported that creates a threat to company like Sharekhan. 2. Also many banking firms are entering into the market with huge investment.
3. The workforce needs to be well satisfied in order to produce quality in working hours. This efficient working force must be strong enough to produce effective results for the company. Recruitment is a critical activity.28 - .2 Key Learning: . efficient workforce requires the need for selecting best talents to work for the company. Recruitment is the process of discovering potential applicants for actual or anticipated organizational vacancies. then the management needs to solve their queries fast so that they can satisfy the workforce. It is a “linking activity” bringing together those with jobs and seeking jobs. in the right place. If the workforce gets involved in disputes. Therefore. This fact sheet gives outline guidance. it doesn’t replace legal advice. It is a process to discover sources of manpower to meet the requirements of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient working force. It is the workforce that is the backbone of the organization. not just for the HR team but also for line managers who are increasingly involved in the selection process. asylum and immigration and data protection among others. at the right time.1 STUDENT’S WORK PROFILE: Having the right person. All those involved in recruitment activities should be aware of all relevant legislation and the latest legal position on issues such as discrimination. is crucial to organizational performance.3.
29 - . As result scientific methods of recruitment and selection are extensively for the selection of managers and the supervisory staff. Selection is important as it has its impact on work performance and employee cost. and eventually decided whether they wish to work for it. death and labour turnover. The assistance of experts such as industrial psychologist and management consultants are also taken for the purpose of scientific selection. permanent disability. . termination. Recruitment represents the first contact that a company makes with potential employees. 2) Creation of new vacancies due to the growth. “right job” is the basic principle in manpower procurement Need for recruitment: 1) Vacancies due to promotions. The importance of selection recruitment and selection of staff is now accepted in the business world. In addition. retirement. As a result. expansion and diversification of business activities of an enterprise. whereas.Recruitment is a positive function in which publicity is given to the jobs available in the organization and interested candidates are encouraged to submit applications for the purpose of selection. A well-planned and well-managed recruiting effort will result in high quality applicants. It is through recruitment that many individuals will come to know a company. new vacancies are possible due to job specification. transfer. Moreover. a haphazard and piecemeal efforts will result in mediocre ones. the objective of “right man for the right job” is achieved in many organizations.
Meet the organization’s legal and social obligations regarding the composition of its work force.3. Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase the pool of job candidates at minimum cost. 6.The recruitment process has two major goals:• Generate a large pool of applicants • Providing enough information for individual to self select out of the process Purpose and importance of Recruitment: 1.30 - . 5. . Determine the present and future requirements of the organization on conjunction with its personnel-planning and job analysis activities. will leave the organization only after a short period of time. 2. 3. once recruited and selected. 4. Help reduce the probability that job applicants.Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants. Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants.
This analysis can form the basis of a job description and person specification. It is also important to consider the skills and personal attributes needed to perform the role effectively. JOB ANALYSIS: Before recruiting for a new or existing position.THE RECRUITMENT PROCESS: 1. the outputs required by the job holder and how it fits into the organisation’s structure. it is important to invest time in gathering information about the nature of the job. Job Description: Carrying out a job analysis will form the basis of a written job description. In general. This benefits the recruitment process by: • Providing information to potential applicants and recruitment agencies who may be recruiting on behalf • Acting as an aid in selection. Person specification/job profile: A person specification or job profile states the necessary and desirable criteria for selection. but also the job’s purpose. when designing assessment activities and making decisions between candidates. specifications should include details of: . Ways to gather this information include observation. interviews or work diaries. questionnaires.31 - . Increasingly such specifications are based on a set of competencies identified as necessary for the performance of the job. This means thinking not only about the content making up the job. The analysis can also be used to communicate expectations about standards to employees and managers to help ensure effective performance in the job.
Some organizations operate an employee referral scheme. Providing opportunities for development and career progression is an important factor for employee retention and motivation. it is found that despite the increasing popularity of the internet-based methods in recent years. External Methods: There are many options available for generating interest from individuals outside the organisation. The CIPD survey Recruitment. aptitude. However. knowledge and experience Qualifications (which should be only those necessary to do the job . local newspapers currently remain the most frequently used means of attracting candidates. newspapers and on the web.32 - .• • Skills. These include placing advertisements in trade press. 2. Advertisements should be clear and indicate the: . These schemes usually offer an incentive to existing employees to assist in the recruitment of family or friends.unless candidates are recruited on the basis of future potential eg graduates) • Personal qualities relevant to the job. retention and turnover 2004 found that 87% of UK organizations had a policy of advertising all vacancies internally using tools such as notice boards and their intranet. ATTRACTING APPLICATIONS: Internal methods: It is important not to forget the internal talent pool when recruiting. such as ability to work as part of a team.
how these will be used and at what stage in the recruitment process they will be taken • Be accompanied by details of the job and clear information about the application and selection procedure. Any information collected for equal opportunity monitoring should be used only for this purpose and be kept separate from information on which selection decisions will be based . MANAGING THE APPLICATION PROCESS: Applications can be made by form or by curriculum vitae (CV).• • Outline requirements of the job Necessary and the desirable criteria for job applicants (to limit the number of inappropriate applications received) • • • • Nature of the organization’s activities Job location Reward package Job tenure (contract length) 3.33 - . Application forms allow for information to be presented in a consistent format. and therefore easier to assess objectively the candidate’s suitability when short listing applicants. Application forms should: • • • • • Be realistic and appropriate to the level of the job Use clear language Be piloted for readability and ease of completion Not request detailed personal information unless relevant to the job State the procedure for taking up references.
4. All applications should be treated confidentially and circulated only to those individuals involved in the recruitment process. Prompt acknowledgment is good practice as it presents a positive image of the organisation. Short listing: The first stage in the selection process is the creation of a list from the pool of applications received of those to be invited for interview or other assessment activity. Care should be taken in this area.(for example using a separate piece of paper or detachable slip from the main application form). Selecting the candidates: Selection decisions should be made after using a range of tools appropriate to the time and resources available.34 - . The most common techniques are described below. . These formats should be used carefully and not disappoint the management. and in a tight labour market the recruitment process works both ways.if time has not been spent planning an accurate person specification this process can be overwhelming if a high volume of applications is received. again see fact sheet on Recruitment. The process should be informed by the person specification created earlier . Increasingly candidates are being treated as customers. The use of e-applications (Internet. Care should be taken to use techniques which are relevant to the job and the business objectives of the organisation. All tools used should be validated and constantly reviewed to ensure their fairness and reliability. DEALING WITH APPLICATIONS: All solicited applications (responses to advertisements) should be acknowledged and where possible all unsolicited applications. The expansion of the use of Internet raises the opportunity for online screening. Under the Disability Discrimination Act 1995 it may be necessary to offer application forms. see recruitment on the internet fact sheet for further details. if used. in different formats. intranet and email) has moved into mainstream recruitment practices. Formats should go in accordance with the usual global standards accepted worldwide.
Psychological or occupational testing is also a widely used selection technique. It is important that employers are aware of the legal requirements of what information should be given in the written statement of particulars of employment. Studies have shown that they have higher validity than interviews when predicting future job performance. to allow them to prepare and to minimize the risk of job offers being rejected. 43% of organizations in the UK use assessment centres. Assessment centres test candidates on a range of work-related activities as individuals and in groups. Organizations should be prepared to discuss reimbursing reasonable travel costs for attending interviews with the candidates prior to any interview. To have any value they should: • • Always be conducted or supervised by trained individuals Be structured to follow a previously agreed set of questions mirroring the person specification or job profile • Allow candidates the opportunity to ask questions Candidates should be given as much information as possible prior to interview.Many companies also now make use of telephone hotlines to provide an initial screening service by asking candidates a series of questions reflecting essential requirements for the job.35 - . Offers of employment should be made in writing. for example about terms and conditions. According to the CIPD survey1. professionals and graduate trainees. interviews have very poor predictive ability of suitability if conducted by untrained individuals in an unstructured way. . They are most frequently used when recruiting for managers. SELECTION INTERVIEWS Although they remain the most commonly used selection technique according to CIPD surveys. 5.
External recruitment services: Many organizations make use of external providers to assist in recruitment. Care should be taken with regard to the Disability Discrimination Act before making selection decisions relating to employee’s mental or physical health. Data collected for monitoring should not be used for any other purposes. It is reasonable to require completion of a health questionnaire where good health is relevant to the job. Organizations should pay for any medical examinations required. A recruitment policy should state clearly how references will be used. managing candidate responses (for .6. Any particular physical or medical requirement should be made clear in the job advertisement or other recruitment literature. Monitoring: Monitoring is not mandatory but it is good practice to ensure that all groups have an equal chance at all stages of the recruitment process. feedback on any psychometric test results should be given. Such data is unreliable and can be misleading.36 - . Information should be kept for sufficient time to allow for any complaints to be handled. These rules should be applied consistently. The process should be documented accurately and access limited to recruitment staff. When it is necessary for medical records to be obtained. the requirements of the Access to Medical Reports Act 1988 must be observed. Recruiters should always obtain references to check factual information such as qualifications. when in the recruitment process they will be taken up and what kind of references will be necessary (from former employers). Unsuccessful candidates should be notified promptly in writing. As a minimum. JOINING THE ORGANIZATION: Well-planned induction enables new employees to become fully operational quickly and should be integrated with the recruitment process. giving feedback if possible. But they should not ask former employers to supply a subjective opinion as to an applicant's likely future performance. A range of services are available including attracting candidates.
• • • Agree the selection tools to be used and the criteria against which applicants will be selected from the initial approaches. Agree. Recruiters should always be aware of and refer to future plans that have implications for organizational resourcing. In order to ensure an effective working relationship. which will be responsible for checking qualifications or handling references). ensure it is fully understood and that all information given is current and accurate.37 - . expertise and qualifications to deliver organizational objectives and the ability to make a positive contribution to the values and aims of the organization Recruitment is not only carried out to fulfill current needs. Recruiters also need to be fully aware of equal opportunities legislation and understand how discrimination can occur both directly and indirectly in the recruitment process. in writing. to the short-list stage. • Be clear about what is required from an agency. the responsibilities of the agency and the organisation (for example. It is important that an organisation selects one which reflects its aims and objectives and has experience of its labour market. For example. General Viewpoint: Effective recruitment is central and crucial to the successful day-to-day functioning of any organisation.example by via a call centre response service) screening and short listing. • Ensure equal opportunities standards are adhered to consistently and are in line with the requirements for in-house recruitment. Provide an accurate and up-to-date job and/or person specification. Successful recruitment depends upon finding people with the necessary skills. Ensure these are consistent with the organization’s recruitment policy. remember the following: • Examine the market carefully before selecting an agency or consultancy. Provide a brief in writing. or running assessment centres on behalf. untrained interviewers can make subjective judgments based on non job-related criteria and some forms of advertising may discourage or fail to reach potential applicants . Different services are provided by different agencies.
The steps are as follows: 1. Downsizing of manpower gives the correct picture about the number of people to be employed to complete given task in the predetermined period. For this the following things have to be noted: • • Type of organization Number of departments . 3. right kind of people at the right place. and that they are non-discriminatory. right time.e. Design training programmes 1. A diverse workforce who reflects customer groups within the local community is to be encouraged. manpower for the success of any organisation. correct man on a correct job. Analyzing the current manpower inventory: Before a manager makes forecast of future manpower. the current manpower status has to be analysed. Developing employment programmes 4.3 MANPOWER PLANNING: Manpower Planning which is also called as Human Resource Planning consists of putting right number of people. Human Resource Planning has got an important place in the arena of industrialization. Organizations should monitor their recruitment processes continuously to ensure their validity. doing the right things for which they are suited for the achievement of goals of the organization. Thus manpower planning is must to make the optimum utilization of the greatest resource available i. It is used for achieving fundamental growth in the concern.from certain groups. It aims at correct place. Human Resource Planning has to be a systems approach and is carried out in a set procedure. It can work out the correct price by the resource building or capacity building.38 - . Making future manpower forecasts 3. Analyzing the current manpower inventory 2.
Other methods: Several Mathematical models. the employment programmes can be framed and developed accordingly. due allowances have to be made for getting net manpower requirements.39 - . and statistical analysis (central tendency measure). indexation (using base year as basis). in a branch or in a division. Developing employment programmes: Once the current inventory is compared with future forecasts.• • Number and quantity of such departments Employees in these work units 2. The Manpower forecasting techniques commonly employed by the organizations are as follows: a. Expert Forecasts: This includes informal decisions. d. e. formal expert surveys and Delphi technique. Making future manpower forecasts: Once the factors affecting the future manpower forecasts are known. 3. Trend Analysis: Manpower needs can be projected through extrapolation (projecting past trends). like budget and planning analysis. c. b. selection procedures and placement plans. which will include recruitment. planning can be done for the future manpower requirements in several work units. . Work Force Analysis: Whenever production and time period has to be analysed. regression and new venture analysis. Work Load Analysis: It is dependent upon the nature of work load in a department. with the aid of computers are used to forecast manpower needs.
Human relations become strong trough effective control. Therefore. Seting of large scale enterprises require management of large scale manpower. staffing becomes a key to all managerial functions. expansion plans. etc. organizing. It can be effectively done through staffing function. Better human relations: A concern can stabilize itself if human relations develop and are strong. knowledge of the workers. directing and controlling are based upon the manpower. Design training programmes: These will be based upon extent of diversification. Human resources help in the implementation of all these managerial activities. Key to managerial functions: The four managerial functions.. 4. effective supervision and leadership in a concern.40 - . all types of incentive plans becomes an integral part of staffing function. Efficient utilization: Efficient management of personnels becomes an important function in the industrialization world of today. development programmes. incentive plans to be framed for further participation and employment of employees in a concern. Training programmes depend upon the extent of improvement in technology and advancement to take place. Motivation: Staffing function not only includes putting right men on right job. capabilities. clear communication. but it also comprises of motivational programmes. Staffing function .. 2.4. i. Therefore. i.e. 3.e. planning. Importance of Manpower Planning: 1. It is also done to improve upon the skills.
higher productivity is a result of minimum wastage of time. It also helps to identify the available talents in a concern and accordingly training programmes can be chalked out to develop those talents. Manpower Planning is advantageous to firm in following manner: 1. efforts and energies. 5. human resources can be readily available and they can be utilized in best manner. 2. Higher productivity: Productivity level increases when resources are utilized in best possible manner. It helps in growth and diversification of business.also looks after training and development of the work force which leads to cooperation and better human relations. It also helps to reduce the labour cost as excess staff can be identified and thereby overstaffing can be avoided. Shortages and surpluses can be identified so that quick action can be taken wherever required. money.This is possible through the staffing and it's related activities ( Performance appraisal. remuneration) Need of Manpower Planning: Manpower Planning is a two-phased process because manpower planning not only analyses the current human resources but also makes manpower forecasts and thereby draw employment programmes. 4.41 - . All the recruitment and selection programmes are based on manpower planning. . 5. 3. training and development. Through manpower planning.
7. It provides smooth working even after expansion of the organization. It generates facilities to educate people in the organization. It is useful both for organization and nation. Advantages of manpower planning: 1.42 - . It boosts the geographical mobility of labor. It creates healthy atmosphere of encouragement and motivation in the organization. It helps the organization to realize the importance of manpower management which ultimately helps in the stability of a concern. It brings about fast economic developments. It opens possibility for workers for future promotions. 3. 5. 2. 4. 6. thus providing incentive. Example of Employee Levels in an organisation: .6.
Deputy General Manager/ Assistant General Manager. Executive Engineer/ Executive/ Graduate Engineer LEVEL III Executive Core S-1 S-2 Trainee/ Management Trainee S-3 Assistant Engineer/ Assistant Executive/ Diploma Engineer Trainee/ Graduate Trainee LEVEL IV Operative Core S-4 S-5 S-6 S-7 LEVEL V Utility Core U-1 & U-2 U-3 & U-4 Senior Supervisor/ Assistant Supervisor/ Technician Driver Associate/ Helper Peon Sweeper (Source: Google) Policy: . Engineer/ Sr.Segment LEVEL I Senior Management Grade R-7 R-6 R-5 Designation All Positions above General Manager. LEVEL II Middle Management R-4 R-3 R-2 R-1 Sr. General Manager.43 - . Manager/ Manager Deputy Manager Section Manager Assistant Manager Sr.
organisational charts. skills and capabilities of their current organisation/employees against the requirements necessary to effectively carry out future business plans. Responsibility • Department Heads/Process Owners are responsible for review of their departments and making recommendations for future requirements. typically in connection with the annual budgeting process.Each year. • President in consultation with HRM and Corporate Office is responsible for reviewing. Based on the outcome of such reviews. the organisation can more efficiently: • • • • Prepare recruitment schedules and recruitment budgets.44 - . • Divisional Heads/ Process Owners in consultation with the President are responsible for providing position descriptions to HRM. Application of Approved Manpower Plans: . Prepare salary and fringe benefit budget. information on employee’s backgrounds and/or any other pertinent information requested. Prepare training schedules and budget. amending and approving final manpower plans. HRM is responsible for assisting Department Heads/ Process Owners in their reviews. Update position descriptions to account for new responsibilities. Department Heads/ Process Owners must systematically review the structure.
3. companies in India were offering high salaries and attractive incentive packages to attract the best talent to their payroll. However. fringe benefit and training budgets. Also. Some of the key trends have been discussed below. Indian companies suffered too. Many companies that cut back to bare bones staff during the worst of the recession are now beginning to hire contract workers. A vast pool of skilled.45 - . But the recruitment industry has a significant advantage because of the “products” it promotes – skilled manpower. the recruitment “industry” is cyclical. IT follows the cycles of other industries to a large extent. as the economic downturn hit countries around the world. salary cuts and deferred payments became commonplace. at least in India. . in any kind of economy. salary. • Process Owners/ Divisional Heads shall ensure that job descriptions are updated if the responsibilities of positions are altered during the manpower planning process and providing these updated job descriptions to HRM. un-employed candidates was created during this recession. These trends have their roots in the recession and its effects on job seekers and recruiters. Contract hiring makes sense when the economic situation is still volatile and a company does not want to commit its financial resources to a full-time permanent hire.• HRM will refer to the manpower plan while preparing recruitment. skilled manpower is absolutely essential.5 RECRUITMENT TRENDS IN INDIA: Like any other industry. During this period. some striking trends are being observed in the recruitment industry. Now that the economy. seems to have stabilized and started clawing back to what is was in 2008. hiring was extremely limited and companies could cherrypick from the cream of the crop. In a booming economy. Lay-offs. contract employees are usually brought on board with the idea of handling one set project or providing a select skill set. For any organization.
flexibility and confidence. Staffing services firm Manpower's Employment Outlook Survey released today showed that employers in India have the strongest hiring intentions for the 2011 second quarter. Today. India's net employment outlook -an indicator of recruitment intentions . public administration and education and wholesale and retail trade report strongest hiring plans to date. says a survey. returns can be very good provided a freelancer is good at the job and enterprising enough. This ensures that lead times are reduced for new employees and costs are reduced for the company since they are not maintaining a bench. Therefore. a person has to have a command over his field of experience and a relatively good network in the industry. could not survive and retention takes place due to the Pressurized situation. Becoming a freelancer requires a great deal of domain experience. real estate. companies can reduce the training period and retention can be avoided. the key focus of talent acquisition teams has changed from hiring generic skilled resources as strategic buffers to meet future ramp-ups to hiring just-in-time based on business demand. companies should not entirely look up on the academic performance of the student but the practical knowledge of the Student. insurance and real estate (55%). Though the going might be tough initially. commitment. "Employers (in India) from manufacturing. finance. are providing training for the stream they want them To provide the students who are not really talented who got selected by luck. with the manufacturing industry expected to offer the strongest hiring prospects.46 - . Freelancing and consulting may form a small percentage of the recruitments in India. integrity. but recent trends show more professionals inclined towards them. India is benefiting .So the process of hiring a contract employee is usually a little more streamlined as well. insurance." Manpower said. To become and independent consultant. Companies after recruiting thousands of professionals from different colleges. followed by finance. companies in India plan to recruit new personnel at a hectic pace over the next three months. Just-in-time hiring is fast becoming the watch word in many companies and is a beneficial trend that is set to embed itself firmly into the recruitment industry. The same stood at just 43% for the first three months of this year. Reflecting the bullish employment market.rose to 51% on a seasonally adjusted basis for the three-month period starting April. The manufacturing sector leads the way with a hiring outlook of 56%. By doing this.
and Outlook improve in all seven industry sectors when compared to both the previous quarter and to 2Q 2010. Job seekers in the Manufacturing Sector (+56%) and Finance. employers in the South have the strongest hiring expectations. improves by eight and thirteen percentage points quarter-over-quarter and year-over-year. European countries. According to the report.112 employers across the country. respectively. Outlooks are marginally weaker in Singapore.47 - . Manpower's survey -. recorded "the weakest forecasts globally". Taiwan. the survey of 5. Employers in India. Meanwhile. Insurance and Real Estate Sector (+55%) can look forward to the most vigorous hiring pace in the next three months.112 employers across India indicates that most Indian employers are bullish with their hiring plans. compared to three months ago.revealed that employers in India. and Turkey report the strongest second-quarter hiring expectations. reflected in a net employment outlook of 58%. and Turkey have the strongest second-quarter hiring expectations. New Zealand. which have been rattled by the sovereign debt turmoil. Kishore noted. Hiring plans across the Asia Pacific region continue to be strong with Net Employment Outlooks improving year-overyear in seven of eight countries and territories Manpower surveys. However. Brazil. as well as Italy. China and . China. Overall demand has gone up resulting in robust hiring trends. Taiwan. It is followed by North (54%). The Manpower survey shows employers in 33 of 39 countries and territories report varying degrees of positive hiring activity for the second quarter.from the global economic recovery. Brazil. especially in the US. Spain. while those Greece. East (53%) and West (43%). while the weakest – but still robust – hiring plans are reported by employers in the Transportation and Utilities sector (+41%). many firms had resorted to massive layoffs to cut down costs. The Net Employment Outlook of +51% for India (Seasonally Adjusted Data). Spain and Ireland. The findings are based on a survey of 5. Ireland and Italy report the weakest forecasts globally. Positive hiring plans are reported by employers in all seven industry sectors and all four regions. In the wake of the global financial crisis in 2008-09. particularly Greece.which also covered 38 other countries -. MANPOWER IN INDIA: According to the Manpower Employment Outlook Survey released today. China.
"This is India’s strongest employment forecast since survey started in 2005. In order to fully benefit the company and employee. safety. but also meet interaction needs that exist among the new employees.48 - . Through the induction policy / checklist process. training and information needs addressed. according to TPI-theory.Hong Kong. including a named member of staff who will be responsible for each activity. It provides an introduction to the working environment and the set-up of the employee within the organisation. include development of theoretical and practical skills. Regional hiring expectations continue to be strongest in India and Taiwan and weakest in Japan. employees should have all of their necessary initial orientation. An induction programme is the process used within many businesses to welcome new employees to the company and prepare them for their new role. An induction programme is an important process for bringing staff into an organisation. great news is that all the sectors are showing robust hiring pace and creating jobs in large numbers. The process will cover the employer and employee rights and the terms and conditions of employment. Induction training should.” INDUCTION: The purpose an induction policy is to ensure that all employees have the benefit of a properly structured Induction Programme that will help them to integrate into their role in the organisation quickly and effectively. As a priority the induction programme must cover any legal and compliance requirements for working at the company and pay attention to the health and safety of the new employee. Reasons for Induction Programme: . The hiring plans in the Manufacturing Industry sector is the most positively reported by employers since the India survey started in 2005. detailing the induction activities for a set period of time (ideally at least a week) for the new employee. A timetable should be prepared. the induction programme should be planned in advance.
or have an enquiry. INDUCTION PROCESS: 1) It is the duty of HRM to ensure that induction is dealt with in an organised and consistent manner. 2) It sets up the employee with the knowledge of what is required of them in certain situations (such as in respect to harassment).49 - . 2) During the process of induction.1) It allows new employees to understand the standards of the employer (in terms of work expectations). The induction process starts with the framing of the induction schedule by HRM. 4) It may inform the employee of the structure of the company (who does what) and where they can go if they need help. which is sent to all the concerned departments informing them of the date. The responsibility for induction is demarcated & all the people whom the new incumbent needs to know are identified. and time when the new incumbent shall be visiting the respective unit/department. the new member is briefed about the following : 1. 3) It sets up safety procedures so all people can behave in an appropriate way (in regards to wearing PPE. or during an evacuation). Company Profile / Company Product . Adequate thrust is given to the areas where the employee shall be dealing frequently during the course of his/her operations within the organisation.
4) Any change in induction schedule is to be informed to the concerned individuals to avoid any confusion. Work Systems 7. Detailed discussion on the job responsibilities.50 - .2. 5) The immediate supervisor is responsible for : • • Arranging for work area for the new employee before he/she commences work. Organisational Climate 4. Geographical familiarization 3. 6. Socialisation with department rituals. CHAPTER FOUR . Policies & Procedures 5. Employee Involvement activities 3) Once the induction process starts it is the duty of all the concerned departments to ensure that the programme is a success.
employee’s handbook.Study of the Selected Research Problem: 4. . magazines. annual reports. The secondary source included brochures.51 - . magazines and journals. • To analyze the level of satisfaction of the employees in respect of the process followed in the organization. The primary source of data was through questionnaire schedule.1 Statement of the Research Problem: Instrument used to measure the system in Sharekhan was of primary and secondary kinds. • To have knowledge and understanding of job specification and job description of different positions in different grades.
such as culture. Flexible designs allow for more freedom during the data collection. According to “Claire Seltiz”. Often these variables are quantitative. In other cases. otherwise it’s impossible to know in advance which variables need to be controlled and measured.3 RESEARCH DESIGN AND METHODOLOGY: Research is a process in which the researcher wishers to find out the end result for a given problem and thus the solution helps in future course of action. However. NATURE OF RESEARCH . Others have referred to this distinction with ‘quantitative research designs’ and ‘qualitative research designs’.4. and flexible design need not be qualitative. 1993). According to Redman & Mory research is defined as a “Systemized effort to gain new knowledge”. One reason for using a flexible research design can be that the variable of interest is not quantitatively measurable. Research design can be divided into fixed and flexible research designs (Robson. theory might not be available before one starts the research. a research design is the arrangement of condition and analysis of data in manner that aims to combine relevance to the research purpose with economy in procedure. fixed designs need not be quantitative. In fixed designs the design of the study is fixed before the main stage of data collection takes place.52 - . Fixed designs are normally theory-driven.
It is quite a different thing to develop explanations about why the crime rate is as high as it is. 1. Explorative research: Explanatory research focuses on why questions. 2. it is one thing to describe the crime rate in a country. to examine trends over time or to compare the rates in different countries.Research is basically of two types. For example. • • • Descriptive Primary Research Questionnaire method Direct Personal Interview • DATA SOURCES: • PRIMARY DATA . why some types of crime are increasing or why the rate is higher in some countries than in others.53 - . Descriptive Research: These studies are concerned with describing the characteristic of a particular individual or a group. Descriptive research: The descriptive research design is a scientific method which involves observing and describing the behaviour of a subject without influencing it in any way.
com. The personal contact of one of the group members in the aforesaid organization helped us in getting an appointment soon. it was elementary for us to search for a link. The advantages of secondary data can be economical. both in the term of money and time spent. Question. Basic methods of collecting secondary data: 1) Magazines 2) Books 3) Brochure . SECONDARY DATA:When an investigator uses the data that has been already collected by others is called secondary data. which could enable us to conduct a research in that organization.com and many more.54 - . The researchers of the reporter also visited various libraries for collection of the introduction part. The advantage of third method of collection is the authenticity. The method of sampling was the random method as it is unbiased. Reports and Various Publications. The data such collected is original in character. The secondary data could be collected from Journals. A set of question s was put together in the form of questionnaire with. Basic methods of collecting Primary Data: 1) Questionnaire Method: The questionnaire used by us for the purpose of data collection were of structured type( Non-disguised as well as Disguised) 2) Contact Method: In order to derive information from the intended organization. The researcher of the reporter also did the same and collected secondary from various Internet sites like google. altavista.• SECONDARY DATA PRIMARY DATA:Primary data is that kind of data which is collected by the investigator himself for the purpose of the specific study.
. This extra material can be availed from the government libraries where the researcher needs to have the library card. this is one advantage that secondary data has for the researcher over primary data. The data available can be checked to verify its accuracy and data compared will give performance matter for the researcher. 2. It provides a basis for comparison for the data that is collected by the researcher. Therefore. The secondary data provides a larger database than the primary data to the researcher. This is because various data is collected from past years that can be compared thoroughly. the researcher is assured that the data obtained is logical and accurate.55 - . we are able to make out what are the gaps and deficiencies and what additional information needs to be collected. 5. It helps to improve the understanding of the problem better when there are extra material is available. Benefits of Secondary Data: 1. 3. It helps to make primary data collection more specific since with the help of secondary data. This is because the data is made available from the Internet. It is economical as it saves efforts and expenses for the researcher. 4. In this way. books. etc.
Words used in questionnaire are readily understandable to all respondents. the survey is kept simple and user-friendly. Thus it becomes equally justified to plan in such a way that it covers all departments. . STATISTICAL TOOLS:It is very difficult to have detailed knowledge of employees working in Sharekhan The management ranks are working in different categories of different department.56 - . TOOLS:- ⇒ Pie chart ⇒ Bar diagram ⇒ Text and statements QUESTIONNAIRE DESIGN • • • • As the questionnaire is self-administered one. Technical jargon is avoided to ensure that there is no confusion for respondents.SELECTION OF SAMPLES:- Sample size is 100 SAMPLE DESIGN:Employees working in Sharekhan and the management ranks are working in different categories of different department. The contents and the purpose of the questions asked are used to measure variables of subjective nature.
There were added traveling expenses as the office of Sharekhan was very far. the project required me to take special permission from the supervisor to conduct the surveys on office premises. Convincing the employees was difficult as they were too busy in their work. There was limitation of geographical areas.LIMITATION TO THE RESEARCH:- 1. 2. the company can be protected. 4. 6. This was because South Delhi was not surveyed which could have provided different opinions for the data and analysis. 3. Time was less due to other internal events in the college such as college fest. In this way. The main source of data is primary data that is not that useful for the researcher.57 - . 5. . Therefore. college functions. etc. 100 samples do not reflect the opinion of employees as a whole because it could be proved bias. Time limit was another limitation and there may be possibility of committing a general error due to rush in the making of the project. The added expenses must be sought before making the project.
1 Analysis of Data Q1) In your organization the manpower requirement is identified well in advance? OPTIONS Strongly agree (5) Moderately agree (4) Strongly disagree (3) Moderately disagree (2) Can’t say (1) IN NUMBER 15 70 0 15 0 IN PERCENTAGE 15% 70% 15% - INTERPRETATION: 1. 2. 70% of the employees are moderately agreed that in our organization the manpower requirement is identified well in advance.Chapter Five: ANALYSIS 5. .58 - . 15% of the employees are strongly agreed that in our organization the manpower requirement is identified well in advance.
45% of the employees are strongly agreed that there is well defined recruitment policy. 2. 15% of the employees are moderately disagreed that in our organization the manpower requirement is identified well in advance.3. policy. Q2) Is there any well defined recruitment policy? OPTIONS Strongly agree (5) Moderately agree (4) Strongly disagree (3) Moderately disagree (2) Can’t say (1) IN NUMBER 45 50 5 0 0 IN PERCENTAGE 45% 50% 5% - INTERPRETATION: 1.59 - . 50% of the employees are moderately agreed that there is well defined recruitment . 3. 5% of the employees are strongly disagreed that there is well defined recruitment policy.
2.60 - . 10% of the employees are strongly agreed that present selection process is feasible for selecting the employees. 80% of the employees are moderately agreed that present selection process is feasible for selecting the employees. 3. 10% of the employees are moderately disagreed that present selection process is feasible for selecting the employees.Q3) Do you think present selection process is feasible for selecting the employees? OPTIONS Strongly agree (5) Moderately agree (4) Strongly disagree (3) Moderately disagree (2) Can’t say (1) IN NUMBER 10 80 0 10 0 IN PERCENTAGE 10% 80% 10% - INTERPRETATION: 1. .
60% of the employees said that views of the concerned department head are given special attention while selecting the employees of the department.Q4) Are the views of the concerned department head are given special attention while selecting the employees of the department? YES NO OPTIONS Yes No IN NUMBER 60 40 IN PERCENTAGE 60% 40% INTERPRETATION: 1. 40% of the employees said that views of the concerned department head are not given special attention while selecting the employees of the department. 2. .61 - .
62 - . Q6) To identify the employees’ capability and aptitude psychological testing is used. 2.Q5) Are external sources are relied upon when requirement arises? OPTIONS Yes No IN NUMBER 60 40 IN PERCENTAGE 60% 40% INTERPRETATION: 1. Do you think it is useful to use this technique? . 60% of the employees said that external sources are relied upon when requirement 40% of the employees said that external sources are not relied upon when requirement arises. arises.
35% of the employees are strongly agreed that it is useful to identify the employees’ capability and aptitude psychological testing. . 2.63 - . 50% of the employees are moderately agreed that it is useful to identify the employees’ capability and aptitude psychological testing. 3.OPTIONS Strongly agree (5) Moderately agree (4) Strongly disagree (3) Moderately disagree (2) Can’t say (1) IN NUMBER 35 50 0 15 0 IN PERCENTAGE 35% 50% 15% - INTERPRETATION: 1. 15% of the employees are moderately disagreed that it is useful to identify the employees’ capability and aptitude psychological testing.
15% of the employees are strongly disagreed that there is participation by the line manager in planning and recruitment. 2. 5. 15% of the employees can’t say that there is participation by the line manager in planning and recruitment. 5% of the employees are strongly agreed that there is participation by the line manager in planning and recruitment. 45% of the employees are moderately agreed that there is participation by the line manager in planning and recruitment.Q7) Is there any participation by the line manager in planning and recruitment? OPTIONS Strongly agree (5) Moderately agree (4) Strongly disagree (3) Moderately disagree (2) Can’t say (1) IN NUMBER 5 45 15 20 15 IN PERCENTAGE 5% 45% 15% 20% 15% INTERPRETATION: 1. 20% of the employees are moderately disagreed that there is participation by the line manager in planning and recruitment. Q8) Is principal of right man for the right job is strictly followed? . 4.64 - . 3.
OPTIONS Strongly agree (5) Moderately agree (4) Strongly disagree (3) Moderately disagree (2) Can’t say (1)
IN NUMBER 20 60 5 10 5
IN PERCENTAGE 20% 60% 5% 10% 5%
1. 2. 3. 4. 5. 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.
Which internal or external source of recruitment is followed by the company?
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OPTIONS Employment exchange Campus interview Advertisement Promotion Training
IN NUMBER 0 30 50 10 10
IN PERCENTAGE 30% 50% 10% 10%
1. 2. 3. 4.
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.
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Q10) Recruitment is made according to?
OPTIONS Immediate need Yearly wise Both Any other
IN NUMBER 55 10 25 10
IN PERCENTAGE 55% 10% 25% 10%
1. 2. 3. 4.
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.
Q11) Is any traveling allowance given for outstation candidates who are called for interview?
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OPTIONS Yes No IN NUMBER 50 50 IN PERCENTAGE 50% 50% INTERPRETATION: 1. . 2.68 - . 40% of the employees said that traveling allowance is not given for outstation candidates who are called for interview. 60% of the employees said that traveling allowance is given for outstation candidates who are called for interview.
Q13) Do you think succession planning is done in advance? .Q12) Is the employee aware of the positive and negative effects of the job? OPTIONS Strongly agree (5) Moderately agree (4) Strongly disagree (3) Moderately disagree (2) Can’t say (1) IN NUMBER 35 55 10 0 0 IN PERCENTAGE 35% 55% 10% - INTERPRETATION: 1. 2. 10% of the employees are strongly disagreed 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. 3.69 - . 35% of the employees are strongly agreed that the employee aware of the positive and negative effects of the job.
OPTIONS Strongly agree (5) Moderately agree (4) Strongly disagree (3) Moderately disagree (2) Can’t say (1) IN NUMBER 10 60 10 5 15 IN PERCENTAGE 10% 60% 10% 5% 15% INTERPRETATION: 1. 10% of the employees are strongly disagreed that succession planning is done in advance. 5% of the employees are moderately disagreed that succession planning is done in advance. 60% of the employees are moderately agreed that succession planning is done in advance. 5. 2. Q14) Is induction programme is conducted immediately after the recruitment? . 10% of the employees are strongly agreed that succession planning is done in advance.70 - . 15% of the employees can’t say that succession planning is done in advance. 3. 4.
35% of the employees are moderately agreed that Induction programme is conducted immediately after the recruitment. 3.71 - .OPTIONS Strongly agree (5) Moderately agree (4) Strongly disagree (3) Moderately disagree (2) Can’t say (1) IN NUMBER 60 35 5 0 0 IN PERCENTAGE 60% 35% 5% - INTERPRETATION: 1. 2. 60% of the employees are strongly agreed that Induction programme is conducted immediately after the recruitment. . 5% of the employees are strongly disagreed that Induction programme is conducted immediately after the recruitment.
72 - . does not warrant any change. . It can be said that the line manager play an effective role in participating in planning and recruiting as found out in the data analysis. 4. which is working satisfactorily. It was found that succession planning was done in advance as agreed by many The employees are satisfied with the current selection procedure. people. 3. 2. in the view of the forgoing. The employees are very much aware of the policy guided by the organization for recruitment and selection. The present system & process of selection & recruitment followed by the Company. which is getting reflected in the performance of the Company & is its market image as also its reputation.5. 7. 5. The Company has an effective & time-tested system of selection & recruitment. The present method of selection/recruitment is providing the company with effective & efficient manpower. which has improved significantly over the years. 6.2 Summary of FINDINGS: 1. It was found that many agreed that manpower requirements were well identified in advance.
I have the deeper understanding of the different cars that the company sells. I am satisfied with the work allocated to me at the office. They were very kind to invite me to their conference rooms for lunch periods. They accepted me as a part of their organization. The training was a challenge that I graciously undertook.Chapter Six Summary And Conclusions: 6. There are lots of changes in me now. The staff members at the office were supportive and helpful. I have improved my communication skills as I interacted with many people. I have learned how sales play an important role in attaining customers. Now. I am well aware of the profile of the company. I liked the work culture at the organization. The main goal of the internship is to allocate total of 25 candidates in different authorized showrooms of the company in the field of Sales and Marketing.73 - . The main office is located in Bhikaji Cama Place. They have helped me throughout the training. It treats its employees with respect and dignity. I have to respect my seniors. I learned about the sector from different views from the colleagues at the workplace.1 Summary of Learning Experience: I have worked at Mahindra and Mahindra Auto Sector. It was the opportunity for me to prove myself. The internship has given me the knowledge and current status of the automotive sector. This training changed me completely. This training was very beneficial and resourceful for me and will add to my career opportunities. It is a great opportunity for me to work for such a company. I have learned how to talk with different people in different situations. I can now easily adapt to the workplaces of automobile companies. . Everyone are punctual and committed to their goals. I was taught how to take calls of the candidates and what key areas were to be observed. The training has taught me to be punctual at work. New Delhi. The candidates would be working as part timers for four to five hours a day. The tasks that I did at the firm have made me self independent. I understood how deadlines were to be completed. I was in direct contact with the candidates that increased my self confidence. I will always appreciate and remember the relationship with all of them.
It is more so since the company have to recruit employees for specified activities with some basic educational qualification and experience related to the core business area of the company. changes should be incorporated to maintain the level of efficiency and effectiveness. The present system of manpower planning is working efficiently and does not require any change right now but keeping in mind the future needs of organisation. management should ensure that a high level of awareness should be there among all workers so that every body in the company contributes towards hiring the best candidate for a particular job. Apendices: . but other sources like placements and advertisements should also be considered.6. Recruitment and selection process in the organisation is appropriate because candidates are hired through referrals generally. Therefore. 3. The awareness level is satisfactory at executive and employee level but unsatisfactory at worker level. 2. 3.74 - .2 Summary of Findings: 1.
.QUESTIONNAIRE Name……………………. Designation……………………….75 - . Department…………………. Q1) In your organization the manpower is identified well in advance? a) Strongly agree b) Moderately agree c) Strongly disagree d) Moderately disagree e) Can’t say Q2) Is there any well defined recruitment policy? a) Strongly agree b) Moderately agree c) Strongly disagree d) Moderately disagree e) Can’t say Q3) Do you think present selection process is feasible for selecting the employees? a) Strongly agree b) Moderately agree c) Strongly disagree d) Moderately disagree e) Can’t say .
76 - .Q4) Are the views of the concerned department head are given special attention while selecting the employee of the department? a) b) c) d) e) Strongly agree Moderately agree Strongly disagree Moderately disagree Can’t say Q5) Are external sources are relied upon when requirement arises? a) b) Yes No Q6) To identify the employees’ capability and aptitude psychological testing is used. Do you think it is useful to use this technique? a) b) c) d) e) Strongly agree Moderately agree Strongly disagree Moderately disagree Can’t say Q7) Is there any participation by the line manager in planning and recruitment? a) Strongly agree b) Moderately agree c) Strongly disagree d) Moderately disagree .
77 - .e) Can’t say Q8) Is principal of right man for the right job is strictly followed? a) Strongly agree b) Moderately agree c) Strongly disagree d) Moderately disagree e) Can’t say Q9) Which internal or external source of recruitment is followed by the company? a) Strongly agree b) Moderately agree c) Strongly disagree d) Moderately disagree e) Can’t say Q10) Recruitment is made according to? Immediate need Yearly wise Both Any other a) b) c) d) Q11) Is any traveling allowance given for outstation candidates who are called for interview? a) b) Yes No .
Q12) Is the employee aware of the positive and negative effects of the job? a) Strongly agree b) Moderately agree c) Strongly disagree d) Moderately disagree e) Can’t say Q13) Do you think succession planning is done in advance? f) Strongly agree g) Moderately agree h) Strongly disagree i) j) Moderately disagree Can’t say Q14) Is induction programme is conducted immediately after the recruitment? a) Strongly agree b) Moderately agree c) Strongly disagree d) Moderately disagree e) Can’t say .78 - .
”Research Methodology” Wishwa Prakashan.com www.2001.com www.moneycontrol.V.bseindia.investopedia.BIBILIOGRAPHY BOOKS: • • Philip Kotler ..indiainfoline.2nd edition .com .economics times.New Delhi. Kulkarni M.com www. 2001.”Marketing Research” Everest Publishing House.R.Mumbai.New Delhi.79 - .10th edition . • NEWSPAPERS: • • • • The Financial Express The Times of India The Economic Times The Business Standard WEBSITES: www.com www. Millinium edition. nse-india.sharekhan .2001 Kothari C.com www.com www.” Marketing Managemnt” Prentice Hall Of India.