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A PROJECT REPORT ON RECRUITMENT AND SELECTION IN INDIA INFOLINE LTD.

, PUNE

In Partial Fulfillment of BBA Degree


Under The Project Guidance of Ms. NAMRATA ANAND Submitted By: VANITA DUA Roll No: -

Submitted To
Maharishi Markandesdhwar Institute of Management Mullana

DECLARATION
I here by declare that the following documented project report titled Recruitment & Selection is an original and authentic work done by me for the partial fulfillment of Masters in Personnel Management degree program at India Infoline limited, New Delhi.

I here by certify that all the Endeavour put in the fulfillment of the task are genuine and original to the best of my knowledge.

Vanita Dua

ACKNOWLEDGEMENT
First and foremost I express my sincere thanks to Mr. for providing me the necessary infrastructure and the right environment for academic excellence.

My heartfelt and sincere thanks are due for Prof. Mrs Namrata Anandproject guide for providing me valuable guidance and instilling in me a sense of purpose and direction during the course of preparation of this project.

My sincere thanks to Ms. Priya Dhariya HR Manager for given me this opportunity to undertake this project work or her patients and valuable guidance, support and suggestions, which helped me a great deal in shaping up my project.

Finally I take this opportunity to thank my parents, Friends and well wishers without whom this effort would be pathless.

CHAPTER 1 EXECUTIVE SUMMARY


Before an organization can fill a job vacancy, it must find people who not only are qualified for the position but also want the job. Recruitment refers to organizational activities that influence the number and types of applicants who apply for a job and whether the applicants accept job that are offered. Thus recruitment directly related to human resource planning and selection. Definition: Recruitment defined by Flippo as a process of searching for prospective employees and stimulating them to apply for job in the organization. As per Yoder a process to discover the sources of manpower to meet the requirement of staffing schedule and to employ effective measure for attracting that manpower in adequate number to facilitate effective selection of an efficient working force , thus the purpose of recruitment is to locate sources of manpower to meet job requirement and job specifications. I have done my project at India Info line for 45 days, and I did it under the guidance of MISS. Priya Dhariya. We were supposed to recruit different people from different AREAS for the post of RELATIONSHIP MANAGER AND SENIOR RELATIONSHIP MANAGER, for the marketing profile job. We were told to target only the (Delhi, Luck now , jaipur ) state for the purpose of recruitment. . The process included preparing the list of candidates and that were prepared with the help of internet (naukri.com),and then calling them for job(R.M AND SRM), forwarding them company profile, inviting resumes of interested candidates, short listing, and filling up of application blank, PI, and finally selecting the appropriate candidates. The main objective of carrying this study was to get a first hand knowledge of the of the HR industry. The project highlights the process of Recruitment in India Info line Ltd.(New Delhi). It also looks into the Induction programs held for the new recruits and various aspects of the Training & Development programs are also covered under this title.

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A inside view of the Recruitment process which includes, Employee Requirements, Sources of Recruitment(Internet) Selection Pattern, Orientation Program, Training.

CHAPTER-2 COMPANY PROFILE

The India info line group, compromising the holding company, India Infoline ltd, and its wholly -owned subsidiaries, is the business of advising and servicing Including equity research, equities and the derivatives broking, commodities trading, portfolio management services, distribution of mutual funds, life insurance, fixed deposits, loan products and the investment banking. 2.1 INDIA INFOLINE: India Infoline is listed on both the leading stock exchanges in India , i.e. The Bombay stock exchange(BSE) and The national stock exchange (NSE).It is engaged in the businesses of equities broking, wealth advisory services and Portfolio management services. It offers broking services in the cash and the derivatives segments of the NSE as well as the cash segment of the BSE. It is registered with NATIONAL SECURITIES DEPOSITORY LTD (NSDL) as well central depository services ltd. 2.2 PRODUCT PROFILE: Equities: Indiainfoline provided the prospect of researched investing to its clients, which was hitherto restricted only to the institutions. Research for the retail investor did not exist prior to Indiainfoline. Indiainfoline leveraged technology to bring the convenience of trading to the investors location of preference (residence or office) through computerized access. Indiainfoline made it possible for clients to view transaction costs and ledger updates in real time.

Portfolio Management Services: Our Portfolio Management Service is a product wherein an equity investment portfolio is created to suit the investment objectives of a client. We at India infoline invest your resources into stocks from different sectors, depending on your risk-return profile. This service is particularly advisable for investors who cannot afford to give time or don't have that expertise for day-to-day management of their equity portfolio. Research: Sound investment decisions depend upon reliable fundamental data and stock selection techniques. Indiainfoline Equity Research is proud of its reputation for, and we want you to find the facts that you need. Equity investment professionals routinely use our research and models as integral tools in their work. Commodities: Indiainfolines extension into commodities trading reconciles its strategic intent to emerge as a one-stop solutions financial intermediary. Its experience in securities broking has empowered it with requisite skills and technologies. The Companys commodities business provides a contra-cyclical alternative to equities broking. Mortgages: During the year under review, Indiainfoline acquired a 75% stake in Money tree Consultancy Services to mark its foray into the business of mortgages and other loan products distribution The Company brings on board expertise in the loans business coupled with existing relationships across a number of principals in the mortgage and personal loans businesses. Indiainfoline now has plans to roll the business out across its pan-Indian network to provide it with a truly national scale in operations.

Home Loans: Get expert advice that suits your needs: Loan against residential and commercial property Expert recommendations Easy documentation quick processing and disbursal Personal Loans: Freedom to choose from 4 flexible options to repay: Expert recommendations Easy documentation Quick processing and disbursal No guarantor requirement Invest Online: Indiainfoline has made investing in Mutual funds and primary market so effortless. All you have to do is register with us and thats all. No paperwork no queues and No registration charges SMS: Stay connected to the market: The trader of today, you are constantly on the move. But how do you stay connected to the market while on the move? Simple, subscribe to India Info lines Stock Messaging Service and get Market on your Mobile! There are three products under SMS Service: Market on the move. Best of the lot.

Insurance: An entry into this segment helped complete the clients product basket; concurrently, it graduated the Company into a one-stop retail financial solutions provider. To ensure maximum reach to customers across India, we have employed a multi pronged approach and reach out to customers via our Network, Direct and Affiliate channels. Following the opening of the sector in 1999-2000, a number of private sector insurance service providers commenced operations aggressively and helped grow the market.

2.3 ORGANIZATION STRUCTURE OF INDIA INFOLINE: The company structure deal with the total strength of the company as well as the details about each and every persons working details in that particular company. The organization structure is of two types. They are as follows: 1. CLASSICAL OR TALL TYPE: When one superior controls less number of sub-ordinates, say 3 to 4 subordinates, who in turns control other 3 to 4 sub-ordinates, we get a tall structure with many layers of managers. This structure is called as the tall or classical or pyramid structure. Generally, this structure involves seven layers. Due to this the communication between the top management and the employees is not very frequent and therefore creates a gap between the same. In this type of organization, the cost remains high as in this structure the organization has to provide each and every thing or one can say the facilities to all the employees either they are at top level or lower level. 2.FLAT OR NEW TYPE: In the flat structure, one superior control a large number of sub-ordinates, say 5 to 6, who in turns control other 5 to 6 sub-ordinates given rise to a flat structure. Training in the flat structure is relatively weak because there are more number of people. The degree of control is loose because of more number of people. The advantages in having this type of

structure are in this case the decision making is very fast because everybody is added to the time. Besides this the communication between the top management and the lower employees becomes much easier. Although this method is also somehow expensive as each and every person at work place is given with the same facilities and amenities that the head of the department or branch manager is having. And in this type of structure getting the feedback or response of the employees on some decision or implementation becomes very easy and as per that they can modify the structure or working condition of the work place. Also the employees remain very motivated as they consider themselves as an important part of the organization. In this way, it is confirmed that the company follows the flat organization structure in order to avoid all the problems that occur due to the miscommunication between the top management people and the workers there.

2.4 VISION:Our vision is to be the most respected company in the financial services space To make our vision a reality, we have to command respect from all the constituents that influence us or are influenced by us.

2.5 ACHIEVEMENTS:1 2 3 4 5 . Incorporated on October 18 ,1995 as Probity Research and Services. Commenced distribution of personal financial products like mutual funds and RBI Bonds in April 2000. Launched online trading in shares and securities branded as www.5paisa.com in July 2000. Launched stock messaging service in May 2003. Acquired commodities broking license in March 2004

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Listed on NSE and BSE on May 17, 2005. Acquired 75% stake holding in money tree consultancy services, which is a distributor of Mortgages and other loan products in October 2005. Bennett Coleman and Co. ltd (BCCL) invested Rs.20 crores in India Infoline by way preferential allotment in Dec.2005. Became depository participant of CDSL in June 2006.

2.6 CONTACT DETAILS: Head Office:India Infoline Ltd., 75, Nirlon Complex, Off Western Express Highway, Gorgaon (East), Mumbai 400063. Branch Office (New Delhi) India Info line Ltd Premia, 310-313 ,3rd floor, Ashoka Estate,Barakhamba Road, Cannaught Palace,New Delhi E- Mail: www.indiainfoline.com

CHAPTER-3
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3.1

INTRODUCTION OF HR DEPARTMENT:

We are in the service industry. Our raw material is people, our plant and machinery is people. At the risk of sounding clichd, we would like to reiterate, that our most valuable asset is our HUMAN CAPITAL. 3.2 HR Policies and Procedures:1 2 3 4 5 6 7 8 9 Performance management at India info line is done purely on the basis of Key Result Areas(KRAs.) Salary and incentives Conduct: Office timing, Holiday and leaves, Transfer and Exit. Motivating employees. Giving benefits to the employees. Employees in India Infoline are its most valuable resources and development of business and of employees must go hand in hand. Every employee is special and unique in its own field and has infinite potential to make contribution to the organization. Merit is the most important criteria for recruitment and reward. Creativity and innovation in technology and management through our people is our competitive edge.

10 HR processes facilitate consistent improvement in performance, productivity and effectiveness through agreed stretched targets. 11 Continuously strive to improve quality of work-life for total job satisfaction and social harmony of the employees. 12 HR prepares people to accept and adapt to change and learning as a way of life.

CHAPTER-4
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THEORITICAL BACKGROUND
4.1 Recruitment: Recruitment refers to the process of finding possible candidates for a job or function, usually undertaken by recruiters. It also may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur through several means: through online, newspapers, using newspaper dedicated to job advertisement, through professional publication, using advertisements placed in windows, through a job center, through campus graduate recruitment programs, etc. Suitability for a job is typically assessed by looking for skills, e.g. Communication skills, typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individual's "off-hand" knowledge of software packages or typing skills. At a more basic level written tests may be given to assess innumeracy and literacy. A candidate may also be assessed on the basis of an interview. Sometimes candidates will be requested to provide a rsum (also known as a CV) or to complete an application form to provide this evidence.

SELECTION: Selection Process is concerned with the development of selection policies and procedures and the evaluation of potential employees in terms of job specifications. This process includes the development of application blanks, valid and reliable tests interview techniques, evaluation and selection of person in terms of job specifications, the making up of final recommendations to the line management and the sending of offers and rejection letters. Placement is concerned with the task of placing an employee in job for which he is best fitted, keeping in view the job requirements, his qualifications and personality needs.

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4.2 FACTORS AFFECTING RECRUITMENT: 1 2 3 4 5 6 7 The size of organization The employment conditions in the community where the organization is located. The effect of past recruiting efforts which shows the organization ability to locate And keep good performing people. The working condition, salary and benefits package offered by the organization. The rate of growth of organization. The level of seasonality of operation and future expansion and production programmes and the culture, economic and legal factors, etc.

4.3 SOURCES OF RECRUITMENT:


Normally an organization can fill up its vacancies either through promotions of people available in the organization or though the selection of people from outside. Thus recruitment may be classified in two broad categories. Internal sources External sources Internal Sources: a. Present employees- whenever any vacancies occur somebody from with in the organization is promoted transferred promoted or some time demoted. b. Retired and retrenched employees who want to return to the company may be hired. c. Dependents and relative of diseased and disabled employees

Advantages of internal sources: It improves the moral of employees. Provide greater motivation for good performance. It is a less costly source than going outside to recruit. Greater promotion opportunities for the present employees. 14

Labor turns over reduced.

Disadvantages of internal sources: Chances of favoritism. It discourages the flow of new blood in to the organization. As promotion is based on seniority the danger is that really capable hands may not be chosen. EXTERNAL SOURCES: While vacancies through internal source can be filled up either though promotion or transfer, recruiter tends to focus their attention on external source. Normally following external source is utilized for different position. 1. Advertisement: Advertisement is the most effective means to search potential employees from out side the organization. Employment in journals, newspaper, bulletins etc is quite common is our country. It has a very wide reach. One advertisement in a leading daily can cover millions of persons throughout the country. Cost per person is very low it is used for clerical, technical and managerial jobs. 2. Employment Agencies: In our country two types of employment agencies are operating. Public employment agencies and private employment agencies. a. Public employment agencies: there are employment exchanges run by the government, almost in all districts. Normally such exchanges provide candidates for lower position like clerk and junior supervisor etc. b. Private employment agencies: there are many consultancies and employment agencies like ABC consultant, A.F. Ferguson and company, personal and productivity services, S.B.

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Billimoria and company etc. which provide employment services particularly for selecting higher level and middle level executives. 3. Campus Recruitment: Many organizations conduct preliminary search of prospective employees by conductive interviews at the campuses of various institute, universities and colleges. IIMs, IITs, engineering colleges. It is and universities are good sources for recruiting well-qualified executives, engineers, medical staff, chemist, pharmacist etc. 4. Employee recommendations: The idea behind employee recommendation as a source of potential applicants is that the present employees may have a specific knowledge of the individuals who may be their friends, relatives. If the present employees are reasonably satisfied with their jobs, they communicate these feelings give preference to local people (sons of the sole) in recruitments, particularly at lower and middle levels jobs.

5. Labor Contractors: Manual workers can be recruited through a contractor who maintains close links with source of such workers. This source is often used to recruit labor for construction jobs. The disadvantage of this source is that when the contractor leaves the organization people employed through him also go. 6. Gate Recruitment: Gate recruiting is quite useful and convenient method at the initial stage of the organization. When large number of such people may be required by the organization. In some industries like jute the large number of workers work as "badli" or "substitute" workers. A notice on the notice board of the company specifying the details of the job vacancies can be put. It is very economical. 7. Similar Organizations:

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Experienced employees can be recruited by offering better benefits to the people working in similar organization. Newly established organizations of well-known houses often lure experienced executives and technical experts from the public sectors. 8. Deputation: Many organizations take people on deputation from other organization/department of the same corporate. Such people are given choice either to return to their original organization after a certain time or to opt for the present organization. 9. Computer data Banks: When a company desires a particular type of employee, job specification and requirements are fed into a computer where they matched against the resume data stored therein. The output is a set of resumes for individuals who meet the requirements. Advantages of External Sources: 1. It helps to bring new blood and new ideas into the organization. 2. Expertise and experience from other organization can be brought. 3. It doesn't change the present organizational hierarchy that much. 4. As recruitment is done from a wider market, best selection can be made. Disadvantages of External Sources: 1. This source is more costly and time consuming. 2. The orientation and training of new employees is necessary. 3. If higher level of jobs is filled from external sources, motivation and loyalty of existing staff are affected.

4 4METHODS OF RECRUITMENT:

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Direct Method: In this method organization sends traveling recruiters to educational and professional institution. One of the most widely used methods is that of sending of recruiters to college and technical schools. Sometimes some organization open their placement offices in the college and schools. The placement office usually provides help in attracting student arranging interviews and providing in MBA or this manner. Sometimes firms directly solicit information from the concerned proffers about student with an outstanding record. Other direct method includes sending recruiter to seminars and conventions and using mobile officers to go to desired centers. Indirect Method: This invoices mostly advertising in newspapers, on the Radio, in trade and professional journals, Technical magazines and brochures. It is very useful for blue collar and hourly workers as well as scientific professionals and technical employees. Whenever necessary a blind advertisement can be given in which only box no. is given, without identifying the company. Third Party Method: Various agencies can be used to recruit, personnel. Public employment exchanges, management consulting firms, professional societies, temporary help societies, trade union, and labor contractors are the main agencies.

4.5 TIPS FOR MAKING RECRUITMENT A SUCCESS 1. Be clear about what you want - Recruiting the right person starts with a detailed job description and personal specification. It also involves following a recruitment process that produces a suitable candidate at a minimum cost to the business. 2. Use a thorough recruitment process - The more complex the job, the more

sophisticated recruitment process needs to be. However, as a minimum, the interview process should include: at least two interviews, a psychometric assessment and a thorough

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reference check. 3. Advertise carefully - Advertisements should be clear, to the point such as Executive Search is frequently more effective than advertising under your own name. 4. Interview thoroughly - Interviews should be highly structured. They should reveal the levels of competency in key areas, appropriateness of experiences, personality strength and weaknesses and integrity. Professional, thorough and consistent interviewing requires a high level of training and coaching. The team at Executive search has these skills. 5. Always recruit the right person for the job - Recruitment should be seen as a 'rejection process' as much as a 'selection process'. Don't be tempted to pick the best of a bad bunch'. 6. Pre screening saves time -executive Search will screen likely candidates with a simple telephone interview before deciding who to invite for the first face-to-face interview. This will pay you dividends in terms of time and money saved. 7. Don't do all the talking - When you actually meet the candidates, let them tell you about their background and achievements. The more you talk, the more you will like the candidate, so, keep quiet, don't tell him or her about the job, the package, the company, or you, until they have told you about themselves. 8. Remember training & development - Look for development needs; the perfect person rarely exists. Identify what initial training will be required and ask yourself; how much you will need to invest in the candidate and whether he or she is worth that investment. 9. Never over sell the job - Over exceeding expectations, leads to frustrations later. Honesty about the role is always the best policy.

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10. Background & reference checks - Research indicates that around 90% of new employees never have references taken up. Background checks should be as thorough, as possible and should include employment history, medical checks, and where appropriate; character references. 11. Assess appropriately - Carefully selected assessments are valuable tools in the selection process, but not to the exclusion of a structured interview. Individuals should be selected on the basis of past performance, competence and personality. 3.5 ESSENTIALS OF THE SELECTION PROCEDURE: leads to wastage of

The nature of the selection weather faulty or staff. Faulty selection

time and money and spoils the environment and the image of company.The policy of the company and the attitude of the management. As a practice some companies usually hire more than the actual number needed with a view to removing the unfit persons from the job.The length of the probationary period. The longer the period, the greater the uncertainty in the minds of the selected candidate about his/her future. SELECTION PROCEDURE: The selection procedure is concerned with recruiting revalent information about an application. The objective of it is to determine whether an applicant meets the qualifications for a specific job and to choose the applicant who is most likely to perform that in job According to Yoder - "the living process is a one or many 'go no-go gauge. Candidates are screened by the application) of their tools Steps in selection process:1. Preliminary Interview: A special interviewer or a high caliber receptionist in the employment office usually conducts the initial screening. This interview is essentially a sorting

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process in which prospective applicant are given the necessary information about the nature of the in the organization. Necessary information is also elicited from the candidates about their education, skills, experience, salary expected etc. 2. Application Blank: An application blank is a traditional, widely accepted device for getting information from a prospective applicant. The application form should provide all the information relevant to selection. But reference to caste, religion, birthplace may be avoided as it is regarded an evidence of discrimination. Generally' an application form contains the following information. a. Identifying information: Name, Address, Telephone no. b. Personal information: Name, Age, Sex, Marital Status, and Dependents. c. Physical Characteristics: Height, Weight, and Eyesight. d. Education: Academic education, Professional Degree, work experience, references etc. 3. Selection Test: Many organization hold different kinds of selection tests to know more about the candidates. A test is a sample of some aspect of an individual's attitudes behavior and performance. Tests are useful when the number of applicant is large. In India the use of psychological and other tests is gaining popularity. 4. Employment interview: It is face-to-face interaction between two persons for a particular purpose. Selection test is normally followed by personal interview of the candidate. It consists of interaction between interviewer and applicant. It helps in obtaining information about the background, 'education training, work history and interest of the candidate and giving Information to him about the company and policies. As well as it is also helpful to establishing friendly relationship between the employer and the candidate. It can be different types like information, formal, structured, unstructured, depth, group and stress interview. 5. Medical Examination: It is carried out to ascertain the physical standards and fitness of prospective employee. Either company's physician or a medical officer approved for the purpose. It determines candidate's physical fitness for the job. It prevents the employment of people suffering 21

from contingencies disease. It provides a record of the employee's health at the time of selection. This record will .help in setting company's liability under the workmen compensation act for claim for an injury. 6. Reference checks: Many organizations ask the candidates to provide the names of two or three persons who know him well. The organization contacts them by mail or telephone. In this way organization can get more information about the candidate like character, working etc. 7. Final Approval: On the basis of the above steps the selection committee or personal department recommends suitable candidates for selection. The candidate short-listed by the department is finally approved by the executives of the concerned departments.Employment is offered in the form of an appointment letter, mentioning the post, the rank, the salary grade, and the date by which the candidate should join and other terms and conditions in brief. 8. Placement: After all the formalities are completed the candidate are placed on their jobs, initially on probation basis. The probation period may range from 3 months to 2 years. During this period they are observed keenly and when they complete this period successfully they become the permanent employment of the organization.

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CHAPTER-5 ACTUAL PRACTICE OF RECRUITMENT & SELECTION AT INDIA INFOLINE At India Info line, I was asked to recruit candidates for two designations for the product Insurance. These are as follows: 1. SENIOR RELATIONSHIP MANAGER (SRM) - Employees at this position were directly linked to selling demat accounts and catering to needs of clients. They must have experience of more than 3 years in broking industry and they should possess good communication skills.

2. RELATIONSHIP MANAGER (RM) - Employees at this position were directly linked to selling demat accounts and catering to needs of clients. They must have experience of more than 1 year in broking industry and they should possess good communication skills. JOB ANALYSIS ASSESSMENT OF VACANCIES PREPARING THE DATABASE FROM INTERNET (Naukri.com) CONTACTING INTERESTED CANDIDATES AND FORWARDING THEM THE COMAPANY PROFILE SCREENING OF RESUMES OF INTERESTED CANDIDATES SHORTLISTING OF RESUMES FILLING UP OF APPLICATION BLANK

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WALK-IN INTERVIEW( 1st Round) PERSONAL INTERVIEW( 2nd Round) SALARY OFFER INDUCTION & TRAINING DETAILED DESCRIPTION OF THE WORK DONE JOB ANALYSIS: The project duration was for 2 months, and we did it under the guidance of Ms.Priya Dhariya. We were suppose to recruit different people from internet(Naukri.com). We were told to target only the area of delhi,lucknow and jaipur for the purpose of recruitment of two posts SRM and RM PREAPARING THE DATABASE OF POTENTIAL EMPLOYEES FROM INTERENT : The list of prospective candidates are taken from employee zone and then by inserting key words like HNI sales, broking and banking.We have also an feature of PREMIUM RESUME for that we call naukri.com to get resumes. CONTACTING THE LIST OF POTENTIAL EMPLOYEES AND FORWARDING THEM COMPANY PROFILE: I then contacted the respective list of candidates by getting their numbers through resumes. After talking to the candidate asking about his interest for the job, his experience we fix walk in interview time for the candidate. For the post of senior relationship manager person having experience of 1-3 years, knowledge of handling CASA(Current account/Saving account),demat handling, knowledge of equity, commodity and mutual funds and presentable and having good communication skills were considered. For the post of Relationship Manager students, person having experience of 1 year, knowledge of handling CASA(Current account/Saving account),demat handling, knowledge of equity, commodity 24

and mutual funds and presentable and having good communication skills were considered. SCREENING OF RESUMES OF INTERESTED CANDIDATES: After approaching the list of prospective candidates, i then received the resumes of the interested candidates (generally the soft copies).As the requirement was for two different posts, different factors were taken into consideration for the purpose of screening of resumes. These are discussed as below: SENIOR RELATIONSHIP MANAGER: For the designation of SRM, I looked into the following factors for the purpose of screening of resumes: PRESENTATION OF RESUME: - The overall presentation of the resume was looked upon. Resumes with grammatical errors, bad layout, and informal presentation were rejected. AUTHENTICITY: - In case of a hard copy, authenticity was checked by assuring that the resume was duly signed by the candidate. AGE: - The minimum age required for the candidate to apply for the above post was 21years. WORK EXPERIENCE: - The most important factor to be looked upon was the work experience of the candidate. If non-mba, .the candidate needed to have minimum work experience of at least 2-3years in the field of selling any financial product, preferably insurance. An mba graduate, without any work experience, was required to have done his/her summer internship in selling only financial product, preferably insurance. NATIVE CITY: - The native city of the candidate was also looked into so as to find out if the company had any office out there in that city. If the city matched, then the candidate could be considered for transfer. EXTRA CURRICULAR ACTIVITIES: - Since the requirement was for a "RELATIONSHIP MANAGER", communication skills were tried to be assessed through the resume forwarded. It was preferred if the candidate had held any position of Captain of any team or had organized any event on his own, or any 25

other activity that demonstrated his relationship managing. RELATIONSHIP MANAGER: I looked into the following factors while screening the resumes for the post of RM: PRESENTATION OF THE RESUME:The overall presentation The overall presentation of the resume was looked upon. Resumes with grammatical errors, bad layout, and informal presentation were rejected. AUTHENTICITY: - In case of a hard copy, authenticity was checked by assuring that the resume was duly signed by the candidate. AGE: - The minimum age required for the candidate to apply for the above post was 18years. NATIVE CITY: - The native city of the candidate was also looked into so as to find out if the company had any office out there in that city. If the city matched, then the candidate could be considered for transfer. ACADEMIC QUALIFICATIONS: - Candidates having at least 55% throughout were proffered. EXTRA CURRICULAR ACTIVITIES: - The pre- requisite requirement for the candidates applying for this post was to have excellent communication skills. This was assessed by looking into the extra curricular activities performed the candidate. Candidates with active participation in debates and in similar events where strong communication skills were required were considered. HOBBIES: - As the post of RM included massive interaction with customers, the person of an extrovert personality was preffered. The personality of the candidate was tried to be judged through his/her hobbies. A person interested in outdoor games, giving performances (such as dancing ets) or any other activities involving interaction with people generally reflected the traits of an extrovert personality. On the other hand, person inserted in indoor sports and activities (reciting poems, painting etc) generally reflected the traits of an introvert personality. LINGUISTIC PREFERENCES: - Candidates familiar with the local language were also given preference.

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SHORTLISTING OF THE RESUMES: I then short listed the appropriate candidates by preparing an Evaluation Sheet. The sheet included the parameters, important for the applied post (as discussed above). This helped in short listing of the resumes. After short listing, I submitted the evaluation sheet to our HR manager for approval. INFORMING THE SHORTLISTED CANDIDATES AND FIXING DATE FOR INTERVIEW: After gaining approval from our HR Manager regarding the short listing of the resumes of the candidates, I then prepared the list of short listed candidates. Thereafter, I informed the candidates by either mailing the list to the respective institutes or by contacting the candidates personally. The date and time for carrying out the selection process was then informed. FILLING UP OF APPLICATION BLANK: The short listed candidates were then called upon the decided date and time and were then asked to fill up application blank. Hereupon, the candidates gave their personal details along with academic qualifications and work experience. It helped to cross-check with the information provided in the resume by the candidate. It also gave an insight into the family background of the candidate and also provided the details of the persons to be referred to. CONDUCTING WALK-IN INTERVIEW: For the designation of SRM, I took the first round of the candidates. The short listed candidates were qualified for 2nd PI round which was usually at taken by our HR Manager or any other concerned senior authority. For the designation of SRM, only one walk in interview was conducted, solely by me. Though the walk in interview was a two-way communication round, I spoke less and encouraged the candidate to speak the most.. I tried my best to put the candidates at ease and to make them fully comfortable started off with the interview with some light chat like asking the candidate to speak something about himself and about his family background. This helped me to check his communication skills and his confidence. Details about family

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background provided me an insight about the native place, family culture, his own responsibilities towards family. To some extent it also helped in judging his behavior and his basic need for the job I then asked questions related to his/her hobbies to allow him/her to speak more. This further allowed me to judge his/her as a person .I then asked the candidate about his strengths and asked to support them with examples. This helped me to judge whether the candidates strengths matched with those required for the job profile. For working in broking industry one needed to have good communication skills, market knowledge, should be adaptable, capable of handling stress, managing time and good at building relationships. I also asked the candidate about his weaknesses and then asked him as what he was doing to improve upon them . This helped me to judge his attitude, sense of responsibility and level of seriousness. All these questions also helped me to find out as such how much the candidate knows about himself. I asked the candidate about his knowledge regarding the company and the reason he wanted to join our company. This helped me to judge how interested the candidate was in the company and his urge to join .. I also asked him questions related to sales marketing. I also asked the candidates some situational based questions regarding selling. Then I tried to put some questions to check the candidate's retain ability in the company such as by asking his future plans. I asked the candidate what were his expectations from the company. I then explained him the job profile, CTC and cleared all his queries. At last I thanked him for applying to the company. During this course of training the selected candidate were given full knowledge about the all products. The selected candidate were totally molded perfectly to perform at there best on the field.

CHAPTER-6 RESEARCH METHODOLOGY:

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RESEARCH OBJECTIVE: The main objective of my project Recruitment And Selection is to study the various methods and procedures of India Infoline for the recruitment of employees. Recruitment is a pervasive function as all organization. So my aim is to gather all the necessary information from the respective authority i.e. HRD, accounts, research and development and marketing etc. and to summarize an the information collected from various departments and get a complete picture of recruitment and selection procedure at India Infoline. 1) To study the recruitment & selection procedure of India Infoline. 2) To study that what type of candidate do company prefer to select like fresher or experienced. 3) To study that what sources are used for the recruitment and selection RESEARCH DESIGN: A Research design is the arrangement of collection and analysis of data from the employee in a manner that is relevance to the research purpose as per the companys guidelines. Research is a journey from known to unknown facts. The manipulation of things, concepts or symbols for the purpose of generalizing to extend, correct or verify knowledge, whether that knowledge aids in construction of theory or in practice of an art. It is the descriptive research and to find the effectiveness of Recruitment and selection. The main aim is, to find out the effectiveness of Recruitment & Selection procedure and submit the suggestions and recommendations, which is coming out from the research, to India Infoline Limited New Delhi. DATA COLLECTION: 1. Primary data The literature study was also useful in designing the questionnaire. Several rough drafts were prepared for forming of the questionnaire. These datas were collected by structured questionnaire, inline with the outcome to fetch the real findings what is the prevailing

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practice with respect to India Infoline recruitment & Selection policy. 2. Secondary data Secondary data was collected on the basis of company profile, Company magazines and some advertisement, internet and the likes. SAMPLING DESIGN 1.Sampling: it is simply the process of learning about the population on the basis of the sample drawn from it. Thus in the sampling technique instead of every unit of the universe only a part of the universe is studied and the conclusions are drawn on that basis for the entire universe. This process involves three elements: electing the sample S Colleting the data Making an inference about the population. 2.Sampling unit: The sampling units selected for the study/were the employee survey. 3.Sampling Technique: The following technique was used: Convenience Sampling.In this type of sampling, the choice of the sample is left completely to the convenience of the investigator. 4.Sample size: A sample is a subset of population units. Using the above technique, a sample of 100 employees was selected.

ANALYTICAL TOOLS: Analytical tool used is tabular representation, sample size and pie chart for easy understanding of the finding of result. Questionnaire: A questionnaire was designed in order to know about the various aspects of the recruitment and selection procedures of the company India Infoline. Structured questionnaires were used, as the questions were predetermined, specific and concrete. Multiple-choice questions were used. Care was taken not to add questions related to personal life or any kind of strenuous questions. The language was kept simple so that the respondents could easily understand it.

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Personal interview: In order to know about the hiring procedure i.e. the basis for recruitments, recruitment and selection techniques etc. a personal interview was conducted with the Senior Executive of the HR department. It was a combination of structured as well as unstructured typed as the questions were predetermined but no specific sequence was followed and no standardized technique was used for recording it. The interview was kept short taking care of the precious time of the interviewee. Oral investigation from Senior Officers is also done at India Infoline.Secondary data was also used in order to find out the aspects of recruitment and selection process. Methods of Secondary Data was used in India Infoline a) Reference by Books b) Reference By Internet c) Reference by India Infoline written data SCOPE OF THE STUDY: The entire project study is designed to cover the whole organization of india Infoline limited, New Delhi. The primary objectives are to analyze and understand the employees opinion and ideas regarding Recruitment and Selection. To understand the kind of Recruitment and Selection, preferences of employees and observe the prevailing practice at. India Infoline limited, New Delhi The scope of study can be classified into: Benefits to the organization: This study helps to understand the nature of employees opinion about Recruitment and Selection procedure, and identify the improvements to be made in the existing system .By verifying the employees suggestion; the company can adopt new policies towards Recruitment & Selection. Benefits to the Researcher: This study helps to understand the realistic procedures of Recruitment & Selection and gain the practical knowledge to the researched.

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CHAPTER - 8
DATA ANALYSIS AND INTERPRETATION
Q.1 Are you satisfied with the Recruitment & Selection policies of India Infoline?
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32 yes no 68

YES 68

NO 32

The above shows that 68% are satisfied with the Recruitment & Selection policies of India Infoline whereas 32% were not.

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Q.2 What type of candidate do you really prefer?

25 EX IENCED PER F ES R HER 75

EXPERIENCED 75

FRESHER 25

The above shows that the company prefers to recruit 75% experienced and 25% fresher.

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Q.3 Is it right to recruit a fresher?

5 33

Y ES NO C AN'T S AY 62

YES 62

NO 33

CANT SAY 5

The above shows that 62% say that it is right to recruit a fresher and 33% says that it is not right to recruit a fresher whereas 5% are unable to express their views.

Q.4 What source of recruitment do you choose?


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10

13 P S ADVERTIS RES EMENT 22 C ONS TANC UL Y DATA BANK C AMP US

4 3 12

S IMIL ORGANIZ AR ATION

PRESS ADVERTISEMENT 13

CONSULTANCY 22

DATA CAMPUS BAN K 12 43

SIMILAR ORGANIZATION 10

The above shows that 13% are recruited by Press Advertisement, 22% by Consultancy, 12% by means of Data Bank, 43% by means of Campus and 10% by means of similar organization.

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Q.5 Are internal promotion used in the company?


15

YE S NO

85

YES 85

NO 15

The above shows that 85% recruitment are carried out internally whereas only 15% are carried out by external sources.

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Q.6 Are Reference Checks necessary for every candidate?

5 Y ES NO C AN'T S AY

42

53

YES 53

NO 42

CANT SAY 5

The above shows that 53% say that reference check is necessary whereas 42% say that its not whereas 5% were unable to express their view for the same.

Q.7 Are the employees satisfied with the recruitment procedure of the company?
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15

Y ES NO

85

YES 85

NO 15

The above shows that 85% say that they were satisfied with the recruitment process adopted by the company whereas 15% were unsatisfied.

Q.8 Does the company conduct online recruitment?

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12

YE S N O

88

YES 88

NO 12

The above shows that 12% say that the company conducts online recruitment and 88% say that no online recruitment was conducted

Q.9 Does internal promotion are also used for Recruitment and Selection Process?
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3 9 Y ES NO 61

YES 61

NO 39

The above shows that 39% say that the company uses internal promotion as for recruitment where as 61% says that internal promotion were not used for recruitments.

Q.10 How important external and internal sources are for recruitment?

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4 34 IMP ORTA NT NOT IMP ORTANT 63 NOT S IMP O ORTANT

IMPORTANT 63

NOT IMPORTANT 34

NOT SO IMPORTANT 4

The above shows that 63% say that the internal and external sources are important for recruitment whereas 34% say its not important and 3% say that internal and external sources are not so important.

Q.11 Are you satisfied with the time period which company takes for recruitment and selection process?

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2 8
Y ES NO

72

YES 72

NO 28

The above shows that 72% say that they are satisfied with the time period the company takes for recruitment and selection whereas 28% were not satisfied.

Q.12 Since how much time are you working with this company?

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18 37 1Y R EA 2Y R EA 3Y R EA 45

I YEAR 37

2 YEAR 45

3 YEAR 18

The above shows that 37% say that they are working since last 1 year with the company, 45% say they are working for last 2 years and 18% say that they are working since last 3 years

Q.13 Are you satisfied with the tests taken during the recruitment process?

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32 Y ES NO 68

YES 68

NO 32

The above shows that 68% say that they are satisfied with the tests taken during the recruitment process whereas 32% say that they are not satisfied.

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Q.14 Is the proper procedure selected for recruitment & selection by thecompany?

25 YS E NO 75

YES 75

NO 25

The above shows that 755 say that proper recruitment selection was adopted by the company whereas 25% said the recruitment to be improper.

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FINDINGS AND CONCLUSION


FINDINGS
1. Mostly experienced candidate are recruited in India Infoline for technical jobs. 2. Vacancies are floated mostly through print media i.e. through newspaper. 3. Interview are generally conducted in three phases: Personal Interview Technical Interview H.R. Interview 4. Internal promotions are also used in this company. 5. Reference checks are an important part of their selection procedure. 6. After selection probation period is of 2 months. 7. They give 15 days time for joining after final selection. 8. Candidates are selected only through the proper procedure of recruitment and selection. 9. The company takes 2 months time for completing the whole process of recruitment & Selection. 10. 75% employees feel that fresher should be recruited for marketing jobs. 11. 85 % employee are satisfied with the Recruitment procedure of the Company. 12. 85 % employees feel that Recruitment should be from external sources and 15 % external sources.

CONCLUSION
Recruitment & Selection in India Infoline is good enough. To pick out good quality people from the crowd. Recruitment is an important function as it makes it possible to acquire the number and type of persons necessary for the continued functioning of the organization. Careful recruitment of employees is particularly important in India because the chances of mismatching the job and the person are greater. Due to widespread unemployment the job seeker tends to accept any job irrespective of his suitability. The basic purpose of Recruitment is to locate the sources of people required to meet job requirements and attracting such people to offer themselves for employment in the organization.

CHAPTER - 6
SUGGESTION AND RECOMMENDATIONS
India Infoline Ltd. is the leading company in the area of telecom. It has a wellorganized
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Human Resource Department for helping and maintaining the company, for achievement of its goal & Target. I would like to mention some points that will help the organization in near future. The company should conduct online Recruitment, which will help them to find most capable candidates from allover the world. India Infoline Ltd can recruit the fresher candidates of technical field and can trained them by on job training method so that they can work effectively. India Infoline should give emphasis on recruitment by placement agencies as they can conduct the preliminary interview for the company. By involving placement agencies for conducting the preliminary interview or short-listing the candidates according to the requirement for the post, company can shorten the time period, which it takes for recruitment & selection process.

ANNEXURE
QUESTIONNAIRE
Represent the data through graphs so that the objectives of the study can be analyzed. Name : Age : Gender : Marital Status : Occupation : Working Experience : Income : No. of Family Members : Family Income : Q.1 Are you satisfied with the Requirement & Selection policies of Reliance Infoocomm? Yes No Q.2 What type of candidates do you really prefer? Yes No Q.3 Is it right to recruit a fresher? Yes No Q.4 What source of recruitment do you choose? Press Advertisement Consultancy Data Bank Campus Similar Organisation Q.5 Are internal promotion used in the company? Yes No Q.6 Are reference checks necessary for every candidates? Yes No Cant Say Q.7 Are the employees satisfied with the recruitment procedure of the company?
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Yes No Q.8 Does the company conduct online recruitment? Yes No Q.9 Does internal promotion are also used for Recruitment and Selection Process? Yes No Q.10 How important external and internal sources are for recruitment? Important Not Important Not so Important Q.11 Are you satisfied with the time period which company takes for recruitment and selection process? Yes No Q. 12 Since how much time are you working with this company? 1 years 2 years 3 years Q.13 Are you satisfied with the tests taken during the recruitment process? Yes No Q. 14 Is the proper procedure selected for recruitment & selection by the company? Yes No

BIBLIOGRAPHY
1. H.R.M. Dr B.C. Gupta 2. Personnel Management C.B. Mammoria www.ril.com All the HR department

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