INTRODUCTION TO THE COMPANY

ABOUT ANAND RATHI ANAND RATHI (AR):

It is a leading service securities firm providing the entire gamut of financial
services. The firm, was founded in 1994 by Mr.Anand Rathi, today has a pan India
presence as well as an international presence through offices in Dubai and
Bangkok. Anand Rathi provides a breadth of financial and advisory services
including wealth management, investment banking, corporate advisory,
brokerage and distribution of equities, commodities, mutual funds and insurance
all of which are supported by powerful research teams.

The firm’s philosophy is entirely client centric, with a clear focus on providing long
term value addition to clients, while maintaining the highest standards of
excellence, ethics and professionalism. The entire firm’s activities are divided
across distinct client groups: individuals, private clients, corporate and institution.
Anand Rathi was ranked amongst top 5 wealth manager for ultra-Richs by Asia
money 2006 poll. In year 2007 citigroup venture capital joined the group as
financial partner.

MILESTONES :
1994: Started activities in consulting and institutional equity sales with a staff of
15 persons.

1995: Set up a research desk and empanelled with major institutional investor.

1997: Introduced investment banking business & Retail brokerage services

launched

1999: Lead managed first IPO and executed first M&A deal.
2001: Initiated wealth management services.

2002: Retail business expansions recommences with ownership model.

2003: Wealth management assets cross Rs. 1500 crores.

Retail Branch network exceeds 50

Insurance broking launched.

Launch of wealth management services in Dubai

2004: Retail branch network expands 100 locations in India.

Commodities brokerage and real estate services introduced.

Wealth management assets cross Rs. 3000 crores Institutional equities business re
launched and senior research team put in place.

2005: Retail branch network expands across 130 locations with India.

Real Estate private Equity Fund Launched.

2006: AR Middle East, WOS acquires membership of Dubai Gold and Commodity
Exchange.

Ranked 6in FY2006for all India Broker performance in equity distribution in the
high net worth individual category.

Completes its presence in all states across India with offices at 300 locations.

2007: Citigroup venture capital international picks up 19.9% stake. Retail

costumer base crosses 100 thousand.

2008:15 new branches were opened in all over India.

PRESENCE OF ANAND RATHI IN INDIA:
Andhra Pradesh

Assam

Bihar

Chhattisgarh

Delhi

Goa

Gujarat

Haryana

Jammu & Kashmir

Jharkhand

Karnataka

Kerala

Madhya Pradesh

Maharashtra

Orissa

Punjab

Rajasthan

Tamil Nadu

Uttar Pradesh

Uttaranchal
SERVICES PROVIDED BY ANAND RATHI:
•Demat Services.

•NSE, BSE trading services.

•Commodity trading.

•Mutual Fund Distribution.

•Life insurance and non-life insurance Distribution •IPO.

•Online trading.

•Financial advisor.

•Research Assistance

CORE STRENGTHS OF ANAND RATHI :

BREADTH OF SERVICES

The firm offers to its clients the entire spectrum off financial services ranging
from brokerage in equities and commodities, distribution of mutual funds, IPO’s,
and insurance products, real estate, investment banking, merger and acquisitions,
corporate finance and corporate advisory. Clients deal with a relationship
manager who guides the clients according to their needs with the best products
available in the market.

MANAGEMENT TEAM

AR is having a team of highly qualified and experienced team of professionals

with business as well as industry experience.

IN- DEPTH RESEARCH

A Research team is very experienced having in- depth knowledge of both products
and financial markets.
RECRUITMENT PROCESS :
Recruitment is a process of attracting pool of potential candidates from the labor
market to apply for the job where as selection is an elimination process to choose
the best fit for the job. Recruitment is the process of searching for the attracting
qualified candidates to apply for the positions that are available. Objective Ensure
precisely channeled selection of resources, to enable achievement of the
company’s business goals. In other words, to make a positive impact with clients,
thereby increase the goodwill and equity for the Company, leading to better
market standing.

The Generic Overview

PHASE I – Identification of Prospective Candidates Job Boards

Candidates References

Application received for Job

Postings

↓ PHASE II – Candidate Profiling and Assessment Skill sets & Degree of Difficulty

Level of Experience

Market acceptance for the skill

Candidate expectation

↓ PHASE III – Candidate Selection Technical screening taking references making

the Offer

↓ PHASE IV – Candidate Induction Process

Sending the Employment

Agreement

Assigning the candidate to

The BDM

↓ PHASE V – Candidates Hand Holding and on project support Preparing for

interview

Conducting Mock Interview

Just in time training on cutting

Edge Technology

Looped Feedback Mechanism

While at client site to ensure

Null redundancy

The Applicant Databank is Central Repository of Applicant related

information:
The Recruitment Process has difference options – Direct and Through
Requisitions:

Direct: The Candidate required for a vacant position in the organization is

searched from the Applicant Data Bank and given an offer.

Through: The requisition process Comprises of Manpower Requisitions

Requisitions from the organization.

After Approval of the Requisitions of Applicants are short listed from the
Applicant Data Bank based on the Position, Experience, Skill Set, and Qualification
as required from the Requisition.
The Short Listed Applicants are then called for an Evaluation Process that is based
on Pre-defined steps for the respective Positions. After clearing the evaluation
process an offer letter is given to the selected applicants.

If the Applicant is rejected or on Hold during Evaluation process, the Applicant

goes back to the Applicant Data Bank with appropriate status.

The Recruitment Process depends on the requirements. The various Stages that
the Recruitment process follows are:

General

Resume Scanning

Preliminary Interview

Final Interview

Antecedent Verification

Walk In

Colleges

The Flowcharts describing the various steps of Recruitment Process are as

follows:

Recruitment Process

Search profiles as per the job & competencies

required through Job portals, References and word of

mouth.
 Call the candidates to know present profile &

Interests. Brief him about his Prospective Profile &

Reliance Retail Business. Ask them to send their

Updated profiles.

Maintain a detailed MIS of all the Candidatures received

Screening of the candidature by the Functional Team (Local or HO)

Decide and inform the Panel about time, date & venue

three days before the scheduled date. Inform the

 candidates about Data, Time, Venue, Contact No. &

Contact Person, Travel Reimbursement & Eligibility

Conduct RPAT assessment tool for all the candidates. Ask them to fill candidate
Detail Form

Interviews to be conducted by the Panel & following

Documents to be handed over to the Panel before the

Interview.

−RPAT Score Sheet

−Resume

−Interview Assessment Sheet (To be

Filled by the Panel)

Short-listed Candidates to be informed regarding their

status and ask them to register on the Reliance

 Website. Conduct a Reference check for the

candidate. Update the Status of the candidate in the

MIS.

Document all the interview details on the Retail HR Portal. Generate the Offer
letter

Inform the candidate about the offer letter and confirm its receipt

RECRUITMENT PROCESS – RESUME SCREENING:

Check for Job Description …….Why ??....... Whether it matches with our Job Profile

Check for Experience ………Why ?? ……Whether it matches with our requirements

Check for the Frequency of Job Change……… Why ??....... To know the stability of
the candidate on a job

Check for the Educational Qualification ……Why ?? …………Whether it is up to the

required level

↓
Check the Location & Present Address …..Why ?? ………..Whether there is any
constraint in the mobility of the person

Check the Salary Expectation ………..Why ?? …………..To know the negotiation level
that has to be undergone

Check the Salary Expectation ………..Why ??............ To know the negotiation level
that has to be undergone

Check for the Notice Period Required, if mentioned in the Resume ……………
Why??.............. To know the period within which the candidate can join

Check for References………… Why ?? …………To know the authenticity of the

candidate

Check the Contract Details………..Why??........... So that the candidate can be called

for the interview

Check Details like –Age −Marital Status −Family Details …………Why ??

……………….To know the candidate's present status
RECRUITMENT PROCESS – PRELIMINARY INTERVIEW:
RECRUITMENT PROCESS – FINAL INTERVIEW:
Inferences From Study Of Anandrathi Recruitment Process

Data collection:

•Data for the study was collected through secondary source i.e. records of Anand
Rathi and by discussion with the staff and HR manager.

•Research period chosen was January 2006 to June 2009 onwards.

Vacant position in Anand Rathi Company from 2006 to till June 2009

Finding and Interpretation

It was found that in 2006, the vacant position of Anand Rathi was 117 sets because
the business was not at small scale.

2007 the vacant position was 380 because new business and new branches were
opened.

2008 the vacant position was 250 because recession period was started.

2009 the vacant position is 270, and the recruitment process starts from January to

December.

Application received by Anand Rathi From 2006 to 2009

Finding and Interpretation

It was found that in 2006 application received by company were 300.

During 2007, 717 applications were received because other new branches were
going to open.

During 2008, 502 applications were received.

During 2009, 230 applications were received till June.

Finding and Interpretation

Here we come to know that in 2006 company selected220 applicants after the
Evaluation process

In 2007 655 applicants were selected because new product and branches were
opened.

In 2008 450 applicants were selected.

In 2009 175 applicants are select till June.

Candidates selected after Final Interview

Finding and Interpretation

Here we come to know that in 2006, 2007, 2008 & 2009 the number of selected

candidates were 120,400,210 & 110.

Finding and Interpretation

Here we come to know that in 2006 ,2007, 2008 & 2009 the company gave the job
to candidates were 100, 350, 150 & 100.

CONCLUSION:
Thus from the above data it is clear that the firm process of recruitment and
selection is designed in such a way so as to get the right person for the right post. It
do make use of each and every process thoroughly inspected. The firm uses the
same pattern of recruitment for any of the positions desired as per the requirement
be it for a-

 DEALER
 RELATIONSHIP MANAGER
 FINANCIAL PLANNER
 TRANIEE OFFICER or
 CLIENT HEAD