Report Of Summer Training Conduct At

INDIA INFOLINE FINANCE LTD.

Submitted in partial fulfillment of the

requirements for the award of the degree of

Bachelor of Business
Administration (BBA)

To

Guru Gobind Singh

Indraprastha University,
Delhi

Guide Submitted by
Ms. Dr.Mamta Devi Tushar Srivastava
13119101720

Gitarattan International Business School

NewDelhi -110085
Batch 2020-23

1
 CERTIFICATE

This is to certify that the project work done on “Channel of Recruitments under gold loan
and broking vertical “Submitted to Gitarattan International Business School by
Tushar Srivastava in partial fulfillment of the requirement for the award of BBA, is a
bonafide work carried out by her under my supervision and guidance. This work has not
been submitted anywhere else for any other degree. The original work was carried out
during 1/08/2022 to 31/08/2022 in India Infoline Limited.

Dr.Mamta Devi
Gitarattan International Business school

Rohini, New Delhi

2
 ACKNOWLEDGMENT

I express my heartfelt gratitude towards India Infoline ltd. for giving me the opportunity
to do my Summer Internship Project with the organization and for providing an
opportunity to work on a challenging project. I would also like to extend my gratitude to
various people who provided their continuous support during the ten weeks of my project.

I would also like to extend my sincere ‘Thanks’ to my faculty guide Dr.Mamta Devi, for
his valuable guidance, suggestions, keen interest, cooperation, and of course moral
support throughout my internship and project session.
I also express my sincere thanks to Himanshu Suri (my corporate mentor) for his interest,
constructive criticism, persistent encouragement and untiring guidance throughout the
development of the project. It has been my great privilege to work under his inspiring
guidance.
Last but not the least; I want to pay acknowledgements to my institute (Apeejay School of
Management) for instilling in me the confidence to work on such a wonderful project.

3
 TABLE OF CONTENTS
CHAPTER 1:AREA OF INTERNSHIP AND LEARNING OBJECTIVES 8
:Recruitment cycle and channels 8
:Purpose & Importance 12
:Factors Effecting Recruitment 13
:Sources of Recruitment 13
:Selection Process 19

CHAPTER 2: PROFILE OF THE ORGANIZATION 21

: Key Milestones 23
: Vision & Mission 24
: Management 25
: Business Model & Corporate Structure 27
: Organization Structure 31
: Products & Services 31
: Problems within the Organization 34
: Competition Information 35
: Swot Analysis 36

CHAPTER 3: JOB DESCRIPTION AND FUNCTIONAL PROFILE 37

: End to End Recruitment Process in India Infoline 44
: Recruitment Hierarchy in India Infoline 58

CHAPTER 4: LEARNING EXPERIENCE AND THE INSIGHTS 59

GAINED

CHAPTER 5: RECOMMENDATIONS & CONCLUSIONS 72

CHAPTER 6: BIBLIOGRPHY 81

4
 EXECUTIVE SUMMARY

I am pleased to present a report titled “Working on different channel of recruitment and

selection in Gold loan and Broking vertical in India Infoline Limited”.

In every sector human resource is an important part of an organization. Financial sector in

India is no different in this regards. There are certain ways that are to be followed by
every organization, which ensure that it has right number and kind of people, at the right
place and right time, so that organization can achieve its planned objective.

This report has been prepared to throw light on Recruitment & Selection process in India
Infoline. The report deals with the study of the company and the processes followed at
India Infoline, for recruitment and selection. It is crucial to know about the requirements
of the company (for the post), the nature of work being carried out and the skills or
knowledge that the company wants the selected candidates to acquire before they are
absorbed in for the job.

5
 CHAPTER 1:- INTRODUCTION

Introduction to the topic

Every organization wants to be successful & dreams to be Numero Uno. But the most
important element of an organization to achieve success is its human resource which
comes through the process of recruitment. Recruitment provides an organization with a
pool of qualified candidates. The more qualified the pool, the better the success rate in
selection. It helps the organization to meet its goals and increases organizational
effectiveness
Hence, realizing the importance of this function in this Project, I take a deep insight into
the End to End Recruitment Process in India Infoline Ltd. which rails right from the
initiating step of recruitment i.e. the “Manpower Planning” till the concluding step of
recruitment i.e. the “Selection”

By being a part of the Actual Recruitment Process in India Infoline herein I present a
study of all the steps in Recruitment System of IIFL

Aptly naming the Project………….

“Working on Different Channels of Recruitment in India Infoline”

:- Recruitment - Cycle & Channels

Human resource is a vital corporate asset and a company’s performance depends on the
way its human resource is utilized. In order to realize company objectives, it is important
to recruit people with appropriate skills, qualification and experience. While doing that
we need to keep the requirements of the company in mind.
Successful recruitment methods include a thorough analysis of market conditions.
Recruitment is very vital to the management process and failure in recruitment can create
a mess for any company including a bad effect on its profitability and inappropriate levels

6
of staffing or skills. Inadequate recruitment can lead to employee shortages, or problems
in management decision making.
Recruitment isn’t just an easy selection process but also involves management decision
making and strict planning to employ the most suitable resource. Competition among
business organisations for recruiting the best potential has increased focus on innovation,
and management decision making and the selectors aim to recruit only the best candidates
who would suit the corporate culture, ethics and climate specific to the organisation.
It does not end with application and selection of the apt candidates but involves
maintaining and retaining the employees selected. Despite a plan on recruitment and
selection and involvement of qualified management team, recruitment processes followed
by companies can face significant obstacles in implementation. Theories of HRM may
provide detail on the good approaches to recruitment although companies will have to use
their management skills to apply common theories within specific organizational
contexts.

Recruitment
Recruitment refers to the process of attracting, screening, and selecting qualified people
for a job at an organization or firm. For some components of the recruitment process,
mid- and large-size organizations often retain professional recruiters or outsource some of
the process to recruitment agencies.
The recruitment industry primarily has five types of agencies: employment agencies,
recruitment websites, job search engines, headhunters: - for executive and professional
recruitment, niche agencies which specialize in a specific area of staffing and in-house
recruitment. The stages in recruitment include sourcing candidates by advertising or other
measures, and screening and selecting potential candidates using tests or interviews.
Agency types
The recruitment industry has the following types of agencies. Recruiters aim to channel
potential employees into the hiring organizations application process. As a general rule,
the agencies get paid by the organizations not the candidates. David Lord of Executive
Search Information Services suggests that "retained search is a management consulting
service. Contingency recruiting is one of many forms of candidate identification, no
more, no less."
1. Traditional agency
2. Headhunters
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3. Niche recruiters
4. In-house recruitment
5. Passive candidate research firms and sourcing firms

Recruitment Cycle:

Recruitment is the process of selecting the right people at a right position.

1. Identify vacancy
2. Prepare job description and Job specification
3. Search Portals/ Advertising the vacancy
4. Selecting apt candidates/Managing the response
5. Short-listing
6. Schedule interviews
7. Conducting interview and decision making
8. Sending offer letters
9. Acceptance from the candidates

1. Identify vacancy- When recruitment action is required on a vacant established position

a Request to Advertise Form is prepared with a draft position description and
advertisement to Human Resources.

2. Prepare job description and person specification- Vacancies can't be filled

successfully unless the job has been accurately defined in the first place. This is as helpful
for the employer, as it is for potential candidates. It is all thinking about what skills,
knowledge and experience an organization is looking for.
The person specification includes the knowledge, experience and skills you would like
them to have. Separate these into those which are essential for the job and those which are
not essential but would be helpful.

3. Advertising the vacancy- Equal access to job opportunities should be reflected in all
company advertisements, job descriptions, personal specifications and application forms.
All advertisements should convey positive messages welcoming applications from people
with disabilities, and by stating in advertisements that necessary arrangements can be
8
made at interview stage to accommodate the needs of candidates with disabilities. Using
terms like ‘handicapped’ and ‘disabled people’ in an advertisement. The correct term is
‘people with disabilities’. The job profile should be reviewed to make sure that it is clear
and easy to understand.

4. Managing the response- With the media sector growing fast and in a job market with
very high levels of talent recruiting demand and supply, there are more advertisements for
jobs than ever before. However managing the responses to these ads, given the huge
number of applications for every open position is a big challenge. It includes attending
the calls made by the candidates regarding the job profile and the resumes sent by the
applicants through e-mails and reverting them with the suitable answers of their queries.

5. Short-listing- When shortlisting applicants, all criteria should be taken in the

consideration. Each selection panel member should read the applications and rate
applicants according to the selection criteria. These must be consistent with the advertised
requirements. To assist members of the panel to work more effectively at the shortlisting
task a matrix may be developed plotting each applicant against each criterion on a grading
scale agreed by the selection committee. Space for comments and a final applicant
ranking should also be included. Justification of the individual member’s ranking
decisions will assist the committee to address issues essential to reaching consensus.

6. Arrange interviews- Interview dates should be agreed at the earliest opportunity and
ideally published in the job advertisement to ensure candidates will be available for the
selection process. If for legitimate reasons, a candidate is unable to attend for face to face
interview on the stipulated date, and if their exclusion from the competition due to
unavailability would otherwise contravene then the selection process should be
postponed. Alternatively a preliminary interview may be conducted via telephone or
video conference, but the candidate must at a future date be present before the full
committee for the entire selection process before a decision to appoint that candidate can
be reached and the recruitment competition progressed.

7. Conducting interview and decision making- After getting the candidates known
about the interview schedule, the successful conduction of the interview is very important

9
and that should be done very efficiently. While conducting the interview, the panel taking
the interview should observe all the verbal and non verbal aspects of the candidate.

8. Sending offers- After selecting the right candidate for the right position, an offer is to
be made regarding the joining in the organization.

9. Acceptance from the candidates- After the offering made by the organization, the
candidate has to accept it and then join the organization.

:- PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially qualified

candidates. Specifically, the purposes and need s of recruitment are:
 Determine the overall requirements of the organization in sync with its personnel-
planning and job-analysis activities.
 Increase the pool of job candidates in a cost effective manner
 Help increase the success rate of the selection process by reducing the number of
visibly, under or overqualified job applicants.
 Help reduce the probability that job applicants, once recruited and selected, will
leave the organization only after a short period of time.
 Start identifying and preparing potential job applicants who will be appropriate
candidates.
 Induct the new manpower with a new perspective to lead the company.
 Infuse freshness at all levels of the organization.
 Develop an organizational culture that attracts competent people to the company.
 Search for talent globally and not just within the company.

10
 :- FACTORS AFFECTING RECRUITMENT
The following are the 2 important factors affecting Recruitment: -
1) INTERNAL FACTORS
 Company Policy
 Non-Permanent employees
 Recruitment of domestic citizens
 Engagement in Human Resource Planning
 Company’s size
 Recruitment Cost
 Growth and expansion of the company

2) EXTERNAL FACTORS
 Supply & Demand
 Unemployment Ratio
 Labour-market scenario
 Political and legal considerations
 Socio-Economic factors
 Technological factors

:- SOURCES OF RECRUITMENT

The sources of recruitment may be broadly divided into two categories: internal sources
and external sources. Both have their own merits and demerits.

Internal Sources:

Persons who are already working in an organization comprise the ‘internal sources’.
Retrenched employees, retired employees, dependent people of these employees,
whenever any vacancy arises, someone from within the organization is upgraded,
transferred, promoted or even demoted.

11
Outside Sources:

External sources are those that are found outside an organization. Here the organization
can take the services of: (a) Employees working in other companies; (b) Potential
candidates registered with employment exchanges; (c) Students from reputed institutes
and colleges; (d) Candidates referred by professional friends and existing employees; (e)
Candidates forwarded by consultants (f) Candidates found from advertisements, issued by
the organization; and (g) Unsolicited walk-ins.

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Merits and Demerits of Internal sources of Recruitment:

Merits Demerits

1) Cost Effective: The cost of recruiting 1) Limited Options: The organization is

internal candidates is minimal. No forced to select candidates from a limited
expenses are incurred on advertising. pool. It may have to sacrifice quality and
2) Exact: The organization can pick the settle down for less qualified candidates.
right candidates having the requisite skills. 2) Inbreed: It discourages entry for
The candidate can choose a right vacancy talented people, available outside an
where their talents can be fully utilized. organization. Existing employees may fail
3) Trustworthy: The organization has the to behave in innovative ways and inject
knowledge about suitability of a candidate necessary dynamism to enterprise
for a position. ‘Known devils are better activities.
than unknown angels!’ 3) Inefficient: Promotions based on
4) Satisfying: A policy of preferring length of service rather than merit, may
people from within offers regular prove to be a blessing for inefficient
promotional avenues for employees. It candidate. They do not work hard and
motivates them to work hard and earn prove their worth.
promotions. They will work with loyalty
commitment and enthusiasm. 4) Contention: Recruitment from within
may lead to infighting among employees
aspiring for limited, higher level positions
in an organization. As years roll by, the race
for premium positions may end up in a
bitter race.

The merits and demerits of recruiting candidates from outside an organization may be
stated thus:

13
 Merits and Demerits of External sources of Recruitment:

Merits Demerits

1) Large Pool: The organization has the 1) Expenses: Hiring costs could go up
freedom to select candidates from a large substantially. Tapping multifarious sources
pool. Persons with requisite qualifications of recruitment is not an easy task either.
could be picked up.
2) Time-Taking: It takes time to advertise,
2) New Hiring: People with special skills screen, to test and test and to select suitable
and knowledge could be hired to stir up the employees. Where suitable ones are not
existing employees and pave the way for available, the process has to be repeated.
innovative ways of working.
3) No Motivation: Current employees who
3) Motivational factor: It helps in have put in considerable service may resist
boosting the confidence of internal the process of filling up vacancies from
employees to work harder and compete outside. The feeling that their services have
with external candidates while continuing not been recognized by the organization,
career growth. Such a competitive forces then to work with less enthusiasm
atmosphere would help an employee to and motivation.
work to the best of his abilities.
4) Hiring Uncertainty: There is no
4) Future Benefits: Talented people could guarantee that the organization ultimately
join the ranks, new ideas could find will be able to hire the services of suitable
meaningful expression, a competitive candidates. It may end up hiring someone
atmosphere would force people to give out who does not fit and who may not be able
their best and rewards in return. to adjust in the new setup.

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 Purpose and Importance of Recruitment:
The general purpose of recruitment is to provide a pool of potential qualified job
candidates.
The purposes are:
 To determine the current & future requirement of an organization.
 Increase the pool of job candidates in a cost effective way
 Meet the organizations legal and social obligations regarding the composition of
its work force.
 Identifying the potential job applicants who will be appropriate for the job.
 The recruitment process should inform qualified individuals about employment
opportunities, create a positive image of the company, provide information about
the job so that the application generates enthusiasm among the best candidate to
apply for the vacant job.
 Recruitment lends itself as a potential source of competitive advantage to a firm.
An effective approach to recruitment can help a company successfully compete
for limited human resource.

A Recruitment Program helps the firm in at least four ways:

 Attract highly qualified and competent people
 Ensure that the selected candidates stay longer with the company.
 Make sure that there is a match between cost and benefit.
 Helps the firm create more culturally diverse work force.

The consequences of poor recruitment process speak a lot about its roles in an
organization. The failure to create an adequate number of well qualified applicants can
prove to be harmful for the organization in numerous ways. The poor quality of selection
means increase in cost on training and supervision.

The effectiveness of the recruitment process in an organization can play a vital role in
determining the resources that must be used on other HR functions and their ultimate
success.

15
 Recruitment Process Flowchart
Approved Org. Structure

Vacant Position

Sourcing Resumes

No
HR Shortlist

No
Functional shortlist
t
Online Registration email to Candidates

Lining Up the Candidates for Interview

No
Rejected
Written Test & P.I

Yes
No
Functional Interview
Yes
No
HR Interview

Yes
No
Salary Documents Submission

No
Salary Negotiation

No
Offer Generation

No
HO Approval Mumbai

No
Offer

Acceptance

16
SELECTION:
MEANING AND DEFINITION:
Selection is the process of picking individuals out of potential candidates with appropriate
qualifications and skill set to fill in the organization.
ROLE OF SELECTION:
Work performance of individuals
Cost incurred in recruitment

:- SELECTION PROCESS:

External environment

Internal environment

Preliminary interview

Selection tests

Employment interview

Reference and background

analysis
Rejected
Selection decision
Applicants

Physical examination

Job offer

Employment contract

Evaluation

17
The selection process is a decision making process. This step consists of a number of
activities.
A candidate who fails to qualify for a particular step is no eligible for appearing for the
subsequent step. Employee selection is the process of putting right men on job.
It is a procedure of matching organizational requirements with the skills and qualification
of people. Effective selection can be done only when there is effective matching. By
selecting best candidate for the required job, the organization will get quality performance
of employees. Moreover organization will face less of absenteeism and employee
turnover problems. By selecting right candidate for the required job, organization will
also save time and money. Proper screening of candidates takes place during selection
procedure. All the potential candidates who can apply for given job are tested.

The above table describes the selection process of an organization. It comprise of the
following steps:-
 Pre Interview Screening & Preliminary Interview
 Application Form
 Personal Interview
 Checking References
 Credit Checks
 Tests
 Physical Examination

18
19
 CHAPTER 2:- COMPANY PROFILE

INDIA INFOLINE LTD

India Infoline is one of the fastest growing companies in financial services in India, which
is an ideal place for individuals with high ambitions. While financial services industry has
been growing at a fast clip of 15% p.a., India Infoline has been growing at a compounded
annual rate of over 100% for the last 3 years. It’s a Rs. 5,000 crores company and looking
forward to Rs. 10,000 crores business in the coming years. It’s a one stop investment shop
wherein customers can meet all their advisory, investing and borrowing needs under one
roof, ranging from Equities and Commodities to Life Insurance and Mutual Funds to
Personal loans and Mortgages. They provide advice, offer a range of products (Broking
Retail & institutional, equities and commodities), Credit and finance, Asset management,
Wealth management, Insurance distribution and Investment banking to customers to
choose from, execute the orders and complete the value chain by providing constant
services to all their customers. .
The working atmosphere is highly charged with a young and energetic team of qualified
professionals. The average age of the team is 28. Further it provides an environment
where conventions, protocols do not come in the way of good ideas. Individuals who are
dynamic and result oriented will find their own niche in this environment. The strength of
the organization has been to continuously innovate and reinvent itself. They, as a team are
continuously learning and are in sync with the rapidly charging environment. With them
you can be sure that tomorrow will not be just another day.
It is one of the leading financial intermediaries and India's most popular website for
business and investment. Its Website has been rated as 'Best of the Web' by Forbes,
under the Asia Investing category. India Infoline also won an award for the ‘Best Broker
in India’ for the year June 2007-May 2008 by Finance Asia Country Awards.
Besides providing up-to-date and comprehensive information on business and industry,
they are also a leading investment intermediary for Mutual Funds, Bonds, ICICI / IDBI
Bonds, Govt. Relief Bonds, Insurance, IPOs and Fixed Deposits in India. They are direct
brokers/ agents with leading financial institutions like RBI, UTI, LIC, GIC, ICICI, IDBI
and other private mutual fund like HDFC, Alliance, Prudential ICICI, Templeton, TATA,
HSBC, Standard & Chartered, Sun F&C, Birla, DSP Merrill Lynch, Kotak, IL&FS,
Sundaram, Zurich and Reliance. They have memberships in NSE, BSE (securities
20
trading), MCX, NCDEX, DGCX (commodities trading) and NSDL and CDSL
(depository participant). They are registered as a Category-I Merchant Banker, SEBI-
registered Portfolio Manager, apart from that India Infoline Investment Services Ltd. and
Moneyline Credit Ltd. are registered with RBI as non-deposit accepting non-banking
financial companies.
They have more than 600 Investor points i.e. multiple interaction points across mediums
in all the leading cities across India, with a team of trained and qualified investment
advisors and 1500+associates (sub brokers). They have multiple customers touch points.
Their e-broking web site 5paisa.com, which deals in shares, provides one fast, secure and
easy to use trading facility combined with a wealth of outstanding products and features
which has revolutionized brokerage rates. Thus, they are uniquely placed with both online
and offline presence to maximize customer satisfaction. They have leveraged their
content to create the India Infoline brand, which is synonymous with high quality and
credible information on business and finance. Our top management team represents a skill
set, which is mutually exclusive but collectively exhaustive. It’s basically a knowledge
based, technology driven, service industry.

21
 :-KEY MILESTONES
1995 Incorporated on October 18, 1995 as Probity Research & Services.
1999 Launched Internet portal www.indiainfoline.com in May 1999.
2000 Commenced distribution of personal financial products like Mutual Funds
and RBI Bonds in April 2000.
2000 Launched online trading in shares and securities branded as www.5paisa.com
in July 2000.
2000 Started life insurance agency business in December 2000 as a Corporate
Agent of ICICI Prudential Life Insurance.
2001 Became a depository participant of NSDL in September 2001.
2003 Launched stock messaging service in May 2003.
2004 Acquired commodities broking license in March 2004.
2004 Launched Portfolio management services in August 2004.
2005 Got listed on NSE and BSE on May 17, 2005.
2005 Acquired NBFC license in May 2005.
2005 Acquired 75% stake holdings in Moneytree Consultancy Services, which is a
distributor of Mortgages and other Loan products, in October 2005.
2005 Acquired 100% equity of Marchmont Capital Advisors Pvt. Ltd in December
2005 through which they have ventured into Merchant Banking.
20072007 M Became
Beennergetrat of
depository
ColIndiemaanparticipant
Infol& Coineof
LsetCDSL in June
dcuri(BCCL 2006.
ties P)vt
inveLtdstw
edithRsIndi. 20a
cI2007
nfolroreisneinL
Inditd ian IRDA
InfolJanua inery for Insurance Broking in April 2007.
license
2b007.y way of preferential allotment in December 2005.
2007 DSP
80 Merrill
crores Lynch Capital
in December 2005.subscribed to convertible
Their current bondsInfoline
stake in India aggregating Rs.
is a little
over 14% as on 31st March 2007.

22
 2008 Launched IIFL Wealth, Transitioned to insurance ,broking model
2009 Acquired registration for Housing, Finance, SEBI in-principle approval for
Mutual Fund
2010 Received in-principle approval for, membership of the Singapore, Colombo
Stock Exchange

:- VISION & MISSION

VISION
“To be the most respected company in the financial services space”.
Vision elaborated from the perspective of various constituencies,

MISSION
To become a full-fledged financial services company known for its quality of advice,
personalized service and cutting-edge technology.

CULTURE AND CORE VALUES

OWNER MINDSET (OM) - Every member of team India Infoline behaves, thinks and
acts as owners not as employees.
APPLICATION OF MIND (AOM) - Every employee should apply their mind on how
their efforts and goals be aligned to that of the company and how they contribute to the
final business goal, like an owner and come with out-of-box solutions.
It believes in building an entrepreneurial workforce and wants to inculcate the essentials
of an entrepreneur in all team members which are:

23
Energy: Nobody can drive a business of his own or feel like an owner unless he is gifted
with unbounded energy.
Execution: It is the difference between dreaming and making things happen. At India
Infoline, all activities are assessed on the basis of 0 and 1 where 0 signifies work not done
and 1 signifies work completed fully and on time.
Effort: It’s not the NUMBER of hours you spend at work that matter, but the QUALITY
of work that you put into those hours.
Ethics: Ethics pertains to the character of the person. Every employee should understand
and fit into the culture of the organization which follows a set of core values and ethics.
Excellence: Excellence is all about the quality of work. It is a matter of attitude which all
the employees should strive for.
The keywords for the strategy and planning are: 1) people and 2) technology.

:- MANAGEMENT
Mr. Nirmal Jain
Nirmal Jain, MBA (IIM, Ahmedabad) and a Chartered and Cost Accountant, founded
India’s leading financial services company India Infoline Ltd. in 1995, providing globally
acclaimed financial services in equities and commodities broking, life insurance and
mutual funds distribution, among others. Mr. Jain began his career in 1989 with
Hindustan Lever’s commodity export business, contributing tremendously to its growth.
He was also associated with Inquire-Indian Equity Research, which he co-founded in
1994 to set new standards in equity research in India.

Mr. R Venkataraman
R Venkataraman, co-promoter and Executive Director of India Infoline Ltd., is a B. Tech
(Electronics and Electrical Communications Engineering, IIT Kharagpur) and an MBA
(IIM Bangalore). He joined the India Infoline board in July 1999. He previously held
senior managerial positions in ICICI Limited, including ICICI Securities Limited, their
investment banking joint venture with J P Morgan of USA and with BZW and Taib
Capital Corporation Limited. He was also Assistant Vice President with G E Capital
Services India Limited in their private equity division, possessing a varied experience of
more than 16 years in the financial services sector.

24
The Board of Directors
Apart from Nirmal Jain and R Venkataraman, the Board of Directors of India Infoline
comprises:
Mr. Chandran Ratnaswami (Non Executive Director)
Mr. Sat Pal Khattar, - Board member since April 2001 - Presidential Council of Minority
Rights member, Chairman of the Board of Trustee of Singapore Business Federation, is
also a life trustee of SINDA, a non profit body, helping the under-privileged Indians in
Singapore. He joined the India Infoline board in April 2001. Mr Khattar is a Director of
public and private companies in Singapore, India and Hong Kong; Chairman of
Guocoland Limited listed in Singapore and its parent Guoco Group Ltd listed in Hong
Kong, a leading property company of Singapore, China and Malaysia. A Board member
of India Infoline Ltd, Gateway Distriparks Ltd — both listed — and a number of other
companies he is also the Chairman of the Khattar Holding Group of Companies with
investments in Singapore, India, UK and across the world.
Mr. Nilesh Vikamsey (Independent Director)
Mr. Vikamsey, Board member since February 2005 - a practising Chartered Accountant
and partner (Khimji Kunverji & Co., Chartered Accountants), a member firm of HLB
International, headed the audit department till 1990 and thereafter also handles financial
services, consultancy, investigations, mergers and acquisitions, valuations etc; an ICAI
study group member for Proposed Accounting Standard — 30 on Financial Instruments
— Recognition and Management, Finance Committee of The Chamber of Tax
Consultants (CTC), Law Review, Reforms and Rationalization Committee and
Infotainment and Media Committee of Indian Merchants’ Chamber (IMC) and Insurance
Committee and Legal Affairs Committee of Bombay Chamber of Commerce and Industry
(BCCI).
Mr. Vikamsey is a director of Miloni Consultants Private Limited, HLB Technologies
(Mumbai) Private Limited and Chairman of HLB India.
Mr. Kranti Sinha (Independent Director)
Mr. Kranti Sinha — Board member since January 2005 — completed his masters from
the Agra University and started his career as a Class I officer with Life Insurance
Corporation of India. He served as the Director and Chief Executive of LIC Housing
Finance Limited from August 1998 to December 2002 and concurrently as the Managing
Director of LICHFL Care Homes (a wholly owned subsidiary of LIC Housing Finance
Limited). He retired from the permanent cadre of the Executive Director of LIC; served
25
as the Deputy President of the Governing Council of Insurance Institute of India and as a
member of the Governing Council of National Insurance Academy, Pune apart from
various other such bodies. Mr. Sinha is also on the Board of Directors of Hindustan
Motors Limited, Larsen & Toubro Limited, LICHFL Care Homes Limited, Gremach
Infrastructure Equipments and Projects Limited and Cinemax (India) Limited.

:- BUSINESS MODEL & CORPORATE STRUCTURE

BUSINESS MODEL
They are a one-stop financial services shop, most respected for quality of its advice,
personalized service and cutting-edge technology. In a nutshell, their business provides
advisory and transaction execution services for the entire gamut of financial services.
Their edge is driven by their twin core competencies of:
World-class research that powers their advisory services, and
Cutting-edge technology and motivated people, driving flawless online and offline
execution respectively.
They cover the entire gamut of financial services, except commercial banking.

CORPORATE STRUCTURE
The India Infoline group, comprising the holding company, India Infoline Limited and its
wholly-owned subsidiaries, straddle the entire financial services space with offerings
ranging from Equity research, Equities and derivatives trading, Commodities trading,
Portfolio Management Services, Mutual Funds, Life Insurance, Fixed deposits, GoI bonds
and other small savings instruments to loan products and Investment banking. India

26
Infoline also owns and manages the websites www.indiainfoline.com and
www.5paisa.com.
The company has a network of 596 branches spread across 345 cities and towns. It has
more than 500,000 customers.

India Infoline Limited is listed on both the leading stock exchanges in India, viz. the
Stock Exchange, Mumbai (BSE) and the National Stock Exchange (NSE) and is also a
member of both the exchanges. It is engaged in the businesses of Equities broking,
Wealth Advisory Services and Portfolio Management Services. It offers broking services
in the Cash and Derivatives segments of the NSE as well as the Cash segment of the BSE.
It is registered with NSDL as well as CDSL as a depository participant, providing a one-
stop solution for clients trading in the equities market. It has recently launched its
Investment banking and Institutional Broking business.
A SEBI authorized Portfolio Manager; it offers Portfolio Management Services to clients.
These services are offered to clients as different schemes, which are based on differing
investment strategies made to reflect the varied risk-return preferences of clients.

India Infoline Media and Research Services Limited

The content services represent a strong support that drives the broking, commodities,
mutual fund and portfolio management services businesses. Revenue generation is
through the sale of content to financial and media houses, Indian as well as global.
It undertakes equities research which is acknowledged by none other than Forbes as 'Best
of the Web' and '…a must read for investors in Asia'. India Infoline's research is available
not just over the internet but also on international wire services like Bloomberg (Code:
IILL), Thomson First Call and Internet Securities where India Infoline is amongst the
most read Indian brokers.
India Infoline Commodities Pvt. Limited.
India Infoline Commodities Pvt. Limited is engaged in the business of commodities
broking. Our experience in securities broking empowered us with the requisite skills and
technologies to allow us offer commodities broking as a contra-cyclical alternative to
equities broking. We enjoy memberships with the MCX and NCDEX, two leading Indian
commodities exchanges, and recently acquired membership of DGCX. We have a multi-
channel delivery model, making it among the select few to offer online as well as offline
trading facilities.
27
India Infoline Marketing & Services
India Infoline Marketing and Services Limited is the holding company of India Infoline
Insurance Services Limited and India Infoline Insurance Brokers Limited.
(a) India Infoline Insurance Services Limited is a registered Corporate Agent with the
Insurance Regulatory and Development Authority (IRDA). It is the largest Corporate
Agent for ICICI Prudential Life Insurance Co Limited, which is India's largest private
Life Insurance Company. India Infoline was the first corporate agent to get licensed by
IRDA in early 2001.
(b) India Infoline Insurance Brokers Limited is a newly formed subsidiary which will
carry out the business of Insurance broking. It has applied to IRDA for the insurance
broking licence and the clearance for the same is awaited. Post the grant of license, it
proposes to commence the general insurance distribution business.
India Infoline Investment Services Limited
Consolidated shareholdings of all the subsidiary companies engaged in loans and
financing activities under one subsidiary. Recently, Orient Global, a Singapore-based
investment institution invested USD 76.7 million for a 22.5% stake in India Infoline
Investment Services. This will help focused expansion and capital raising in the said
subsidiaries for various lending businesses like loans against securities, SME financing,
distribution of retail loan products, consumer finance business and housing finance
business. India Infoline Investment Services Private Limited consists of the following
step-down subsidiaries.
(a) India Infoline Distribution Company Limited (distribution of retail loan products)
(b) Moneyline Credit Limited (consumer finance)
(c) India Infoline Housing Finance Limited (housing finance)
IIFL (Asia) Private Limited
IIFL (Asia) Private Limited is wholly owned subsidiary which has been incorporated in
Singapore to pursue financial sector activities in other Asian markets. Further to obtaining
the necessary regulatory approvals, the company has been initially capitalized at 1 million
Singapore dollars. It has been awarded with the ‘BEST BROKER IN INDIA’ by
Finance Asia Country for the year June’07- May’08.

CORPORATE STRUCTURE

28
The above chart depicts only the major subsidiaries of the Company. Other
subsidiaries include India Infoline Housing Finance Limited; India Infoline
Commodities, DMCC, Dubai and Money line Credit Private Limited.

29
 :-ORGANIZATION STRUCTURE

:- PRODUCTS AND SERVICES

They are a one-stop financial services shop, most respected for quality of its advice,
personalized service and cutting-edge technology.

30
EQUITIES:
India Infoline 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 India Infoline. India Infoline leveraged technology to bring the convenience of
trading to the investor’s location of preference (residence or office) through computerized
access. India Infoline made it possible for clients to view transaction costs and ledger
updates in real time.
PMS:
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. India Infoline 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.
They choose Ford Equity Research when they can clear your doubts.
COMMODITIES:
India Infoline’s 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 Company’s commodities
business provides a contra-cyclical alternative to equities broking. The Company was
among the first to offer the facility of commodities trading in India’s young commodities
market (the MCX commenced operations only in 2003). Average monthly turnover on the
commodity exchanges increased from Rs 0.34 bn to Rs 20.02 bn. The commodities
market has several products with different and non-correlated cycles. On the whole, the
business is fairly insulated against cyclical gyrations in the business.
MORTGAGES:
During the year under review, India Infoline acquired a 75% stake in Moneytree
Consultancy Services to mark its foray into the business of mortgages and other loan
products distribution. The business is still in the investing phase and at the time of the
acquisition was present only in the cities of Mumbai and Pune. The Company brings on
31
board expertise in the loans business coupled with existing relationships across a number
of principals in the mortgage and personal loans businesses. India Infoline now has plans
to roll the business out across its pan-Indian network to provide it with a truly national
scale in operations. The employees who are undergraduates or are hired on a test basis
are taken on ‘A’ Code (Moneytree) and the employees who are graduates are taken on a
company’s payroll i.e. on ‘C’ Code (India Infoline).
HOME LOANS:
 Get expert advice that suits your needs
 Loan against residential and commercial property
 Expert recommendations
 Easy documentation
 Quick processing and disbursal
 No guarantor requirement
PERSONAL LOANS:
 Freedom to choose from four flexible options to repay
 Expert recommendations
 Easy documentation
 Quick processing and disbursal
 No guarantor requirement
INVEST ONLINE:
India Infoline has made investing in Mutual funds and primary market so effortless. All
you have to do is register with us and that’s all. No paperwork no queues and No
registration charges.
INVEST IN MF:
India Infoline offers a host of mutual fund choices under one roof, backed by in-depth
research and advice from research house and tools configured as investor friendly.

APPLY IN IPOs:
You could also invest in Initial Public Offers (IPO’s) online without going through the
hassles of filling any application form/ paperwork.

32
SMS:
(Stay connected to the market)
The trader of today is constantly on the move so it is vital for him to stay connected to the
market while on the move by subscribing to India Infoline's Stock Messaging Service and
get Market on your Mobile.
There are three products under SMS Service:
 Market on the move
 Best of the lot
 VAS (Value Added Service)
INSURANCE:
An entry into this segment helped complete the client’s product basket; concurrently, it
graduated the Company into a one-stop retail financial solutions provider. To ensure
maximum reach to customers across India, it has employed a multi pronged approach and
reach out to customers via its 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.
The Company’s entry into the insurance sector derisked the company from a predominant
dependence on broking and equity-linked revenues. The annuity based income generated
from insurance intermediation result in solid core revenues across the tenure of the policy.

:- Problems within the organization

(i) There is a lack of understanding amongst employees & HOD’s regarding the process
of appraisal system. Hence the employees and their HOD’s should be given proper
training to understand the importance of performance appraisal.

(ii) There is a lack of interest in employees for attending the training program .In order to
overcome this, efforts should be made to make the training program interesting.

(iii) Records including the candidate information sheet and references are assembled
manually on papers. Efforts should be made to handle this process electronically right
from the commencement to the final step.

33
(iv) Sometimes the interviewees are left waiting for a lot of time, which hampers their
image about the company & its functioning. Hence, the waiting time should be reduced
by increasing the number of HR personnel at the time of interview.

:- Competition Information
RELIGARE
A diversified financial services group with a pan-India presence and presence in
multiple international locations, Religare Enterprises Limited ("REL") offers a
comprehensive suite of customer-focused financial products and services targeted at retail
investors, high net worth individuals and corporate and institutional clients.
REL, along with its joint venture partners, offers a range of products and services in
India, including asset management, life insurance, wealth management, equity and
commodity broking, investment banking, lending services, private equity and venture
capital. Religare has also ventured into the alternative investments sphere through its
holistic arts initiative and film fund.

INDIABULLS
Indiabulls is one of the top Indian business houses with business interests in real estate,
infrastructure, financial services, securities, retail, multiplex and power sectors. Group
companies are listed in Indian and overseas financial markets. Indiabulls was founded by
Sameer Gehlaut, Rajiv Rattan and Saurabh Mittal who are engineering graduates from the
Indian Institute of Technology in Delhi.
Indiabulls has been conferred the status of a “Business Superbrand” by The Brand
Council, Superbrands India

SHAREKHAN
Share khan is online stock trading company of SSKI Group, provider of India-based
investment banking and corporate finance service. ShareKhan is one of the largest stock
broking houses in the country. S.S. Kantilal Ishwarlal Securities Limited (SSKI) has been
among India’s leading broking houses for more than a century.

34
 :- SWOT Analysis
Strengths:

 Harmonious relationship between Management and Employees.

 Internal trade union for decades.

 Low employee turnover.

 Strong sense of INDIA INFOLINE values at all levels

Weaknesses:

 Surplus manpower

 Resistance to change

 Higher age of employees

 Less Accountability

Opportunity:

 Ample scope for the product diversification

 Opportunity for top performers to move across group companies

 Vast potential in tapping new sales territories.

Threats:

 Severe competition from the existing competitors

 The Company may lose highly trained staff to its competitors

35
 CHAPTER 3
JOB DESCRIPTION & FUNCTIONAL PROFILE

Manpower Planning, Recruitment, Selection & Induction are collectively called as

“Procurement of People”

1. Manpower Planning

“Manpower planning is the process by which an organization ensures that it has the right
number & right quality of people at the right place & at the right time.”

Manpower Planning makes for different purposes at Different Levels...

 National
 Sector-wise
 Industry wise
 Individual unit based.

Determining Manpower Requirements:

Manpower requirements are determined by the supply against the predicted demand and
looking for manpower in future. This would give the number of people to be recruited or
made redundant and will form the basis for manpower plan.

Objectives:
One of the fundamentals objectives of a manpower plan for a manager is its utility as a
planning control technique .The purpose of having a manpower planning either in short
run or in the long run is to have a estimate of the number of employees required with
matching skill requirements to accomplish organizational goals.

It is determined on the following basis in an organization:

 Organization Chart
 Attrition
 Restructuring

36
  Diversification
 Expansion
 Advantages
 Maintains right no. of people
 Monitors excess & deficit
 Estimates of Total, temporary & permanent people
 Male-female work force ratio
 Determines trend of promotions, transfers & dismissals
 Helps in determining attrition
 Check status of recruitment pool
 Boosts Geographical mobility of labour
 Facilitating smooth working even after expansions, mergers, diversification etc
 Helps in recognizing training requirements
 Provides support in career development of employee

37
2. Recruitment

Meaning: Recruitment is the process of identifying sources for prospective candidates

and encouraging them to apply for a particular job or jobs in an organization.

Purpose: The aim of recruitment is to develop and maintain adequate manpower

resources upon which an organization can depend. It involves seeking and attracting a
pool of people from which qualified candidate for job vacancies can be chosen.

Nature: It is a “Positive Process” because it encourages people to apply and is

concerned with adding more and more people to the pool.

SOURCES OF RECRUITMENT:

Internal Sources External Sources

INTERNAL SOURCES
(i) Transfers & Promotions
Sometimes employees are availed in the company by internally moving them from
one department to other, one branch to other (transfers), or at higher levels in the
hierarchy (promotions).

(ii) Re-employment
People who have worked with the company can be brought in again depending on the
situation. In this case it also becomes very easy to track these people as their records
already exist with the company.

38
EXTERNAL SOURCES
(i) Advertisements
A well thought out and planned advertisement for an appointment reduces the
possibility of unqualified people applying. Organisations often spend large amounts of
money and time in shifting and processing applications.

(ii) Employment exchange and agencies

Employment exchanges, with branches in the most cities can also generate
applications. Their main functions are registration of job seekers and their placement
in notified vacancies.
In addition to government agencies, there are several private employment agencies
especially retained by organizations at certain fee, usually to select personnel for
supervisory and higher levels.

(iii) Present employees (Referrals)

Very often, selection has to be made from within the organization because of contracts
with unions & officers Associations.

(iv) Deputation
Another source of recruitment is deputation from other organization. Since the person
possess certain abilities useful to another organization. He is deputed to it for a
specified duration. Deputation is useful because it provide ready expertise.

(v) Campus Recruitment

Some organization has recently started visiting college campuses for recruitment
purpose.

(vi) Word of Mouth

Indian organization also practiced the word of mouth method of recruitment present
employees tell and acquaintance of the vacancies in the company. Another form of
recruitment is employee pinching.

(vii) Poaching
39
It is the infamous act of attracting competitor’s employees in to your company by
offering a better salary package or other attractive opportunities.

3. Selection

Meaning: It refers to the process of offering jobs to one or more applicants from the
applications. Great attention has to be paid to the selection because it means
establishing the “best fit” between job requirement on one hand and candidates
qualification on the other hand.

Purpose: To select the most suitable candidates from among the applicants keeping in
view the job analysis information.

Nature: It is a “Negative Process” in the sense that it involves rejection of unsuitable

or less suitable candidates.

40
 Fig. Process of Selection

Screening Interview
Reject

Select
Out
in
Application Blank & Scrutiny Reject
Out
Select
in
Selection Tests Reject
Out
Select

Selection Interview Reject Out

Select
in
Use of References Reject
Out
Select
in
Physical Examination Reject
Out
Select
in
Final Decision on basis of
Highest Score Obtained by

Interview (the most common tool for Selection):

It consists of interaction between interviewer and the applicant. If handled properly, it
can be powerful technique in achieving accurate information and getting excess to
material otherwise unavailable.

4 Kinds of Interviews for Selection have been identified:

1. Preliminary interview- these interviews are the preliminary screening of the

applicant to decide whether a more detailed interview will be worthwhile.
2. Stress interview- It is the deliberate attempt to create pressure to observe how an
applicant performs under stress. It helps to demonstrate candidate’s personality.
41
3. Depth interview- It goes into the complete life history of the applicant. It is costly
and time consuming.

4. Patterned interview- They are combination of direct and indirect questioning of

the applicant. This interview also encourages the candidate to express the relevant
information freely.

42
 Induction or Orientation
It is the process of introducing the new employee to the job and the organization. It is
also a process of socializing the new employee with his fellow employees, superiors
and subordinates.

Objectives
 Make the new employee feel acquainted to the company’s business,
procedures and processes.
 To give inputs to the individual about his/her privileges as an employee and
duties that accompany them
 To familiarize the new employee with various functions at metropolitan
 To help define the individual role in the organization

Advantages
 Enables employee to settle in the company and become productive
 Ensures that entrants are highly equipped ,prepared and motivated
 Assists in reducing staff turnover, costs associated with recruitment, training,
lost productivity

:-End to End Recruitment Process (Actual) in India Infoline

Recruitment or “Procurement of people” Process =

Manpower Planning –> Recruitment –>Selection –> Induction
It is one of the most imperative and innate process of HRD.

India Infoline operates from different locations but its employees are being managed
from the Centralized HO. For strengthening its backbone the company has a very well
built recruitment system weaved on strong and reliable processes.

43
1. MANPOWER PLANNING

Manpower Planning in India Infoline is structured on the following 3 Parameters:

When?

Why?

How?

Time Interval (WHEN?)

It means the periodicity or the time intervals at which the Manpower Planning takes
place.

(i) Continuous Basis

This type of planning keeps on happening on a regular basis (may be weekly or
monthly) wherein the recruitment requirements keep on flowing simultaneously to the
recruitment team from different departments

(ii) Scheduled Basis

In the beginning of every year the Management forecasts the Manpower requirement
of the whole organization, based on certain information like the branches they to be
opened in different locations in the current year ,the daily activities (Work load), the
facility to be provided to assist clients, and the new activities / new products to be
launched.

(iii) On the Occurrence of an Event/ Change

If the company is planning to undergo some kind of change (expansion, restructuring
or diversification) then they would need to plan accordingly if this particular change
does not fall in the Yearly Schedule of Manpower Planning.

The Basis (WHY?)

44
It refers to the reasons, criteria or the basis for the manpower planning being done in
the company.

(i) Organization Chart

It is a flowchart/ tree representation containing the information of the minimum
positions required to function the organization effectively and efficiently.
So, the organization first looks at filling in these minimum required positions and then
looks at other requirements.

(ii) Attrition
The HR Audit team maintains the numbers such as:
 People leaving every month
 People joining every month
 Total head count at the beginning of the month
 Total head Count at the end of the month

On the basis of this data attrition is calculated every month with the help of following
formula:

Attrition Ratio = [(Opening HC-Closing HC)/Opening HC]* 100

The trend in the attrition rate is studied for a period of time which supports the basis
for manpower planning.

(iii) Expansion
When the company decides to undergo large scale operations in the same business
they need more than existing workforce to carry out the increased set of activities,
which becomes a basis for manpower planning.

(iv) Diversification
When the company decides to expand or grow by adding a new type of business to
their existing business profile then the company is diversifying and needs extra people
from that field to run the business.

45
(v) Restructuring
When company undertakes some right sizing or downsizing or anything else then the
company requires a sound manpower plan for doing it effectively.

The Process (HOW?)

It means how this planning is done.
It is done at the “corporate level” and not at the HRD level. The Planning includes the
top heads of all the departments including the HR head and recruitment head.

46
2. RECRUITMENT & SELECTION

Requisition from Branches

communicated to Recruitment

Sources of Recruitment

Sourcing & Selection Process

On Boarding

RECRUITMENT
It includes requisition from the branches communicated to recruitment team wherein
the entire manpower requirement has to go through Human Resource Department.
The monthly requirements are sent by the Branch head, gets approved by Regional
Head/National sales Head before being sent to the recruitment team.

The branch head sends the requirements with the following details:
 No. of requirements specified with positions and departments
 Job description
 The qualification, personality, location, experience requirements and also the
salary to be paid.
 Urgency Level (i.e. Low, Medium, High)
The requisitions are filled in on the basis of their urgency levels.

47
High- Person very urgently required, it means TAT (turn around time) is 2-3 days.
Such requisition will be filled above all other requirements.

Medium- Person required urgently but not as urgent as the high level requirement, it
means TAT is 7-10 days. Such requirement will be filled after filling the high level
requirements.
Low- Person required but not urgently, it means TAT is around 15-20 or more days.
Such requirements will be filled after the high and medium level requirements.

Branch Head then finally sends the requisitions to Recruitment Team i.e. the
Recruitment Head located in Mumbai or may directly send to the sourcing Team in
Delhi/Noida Branch depending on the situation.

Sources of Recruitment
Recruitment Team decides out of the following Sources of Recruitment
(i) Job Portals
This is the most largely used source by the India Infoline Recruitment Team. India
Infoline has a tie-up with 2 portals from which the most commonly used is
www.naukri.com

Payment made to the Job Portal:

A Job portal normally charges between Rs. 100000-150000 from the company for the
duration of one year. During this period the company can download any no. of
resumes from the website which means it provides for unlimited use.

The Portal provides the company with a unique “Login Name” and “Password”
through which the company can use the Portal.

Uses of portals:
The company uses this portal to
 Post Requirements through the “POST RESUME”
 Search Resumes with the “RESDEX” feature on the naukri portal

48
(ii) Consultants
Consultants are normally used in 2 cases:
 When there is a shortage of good quality resumes on the portal
 When the requirement includes senior posts like HOD, VP, EVP etc

Process for empanelling consultants for India Infoline

Every Consultant has to agree on the company’s terms and conditions.
They need to send their company profile, and the signed copy of the agreed
vendor form.
Consultants are judged on the basis of their performance in the trial period &
the quality of CVs they send in order to maintain future contracts with them.

Consultant’s fee chart

Particulars % of CTC Service Tax
Experience up to 5 yrs 8.33 12.24
Experience b/w 5-8 yrs 10.33 12.24
Experience more than 8 yrs 12.33 12.24

Process of payment of consultant’s fee

Once the person is finalized, the Consultant gets in touch with Recruitment
Team, but payment is made only after the candidate has completes 3 months in the
organization.

 Receiving invoices from consultants against the placements of their candidates

in India Infoline family.
 Providing bills to Recruitment team member for checking details through
focus/ duplicacy check up
 Provision of the bills by the team members with candidate details (checked
through focus)
 Approval mail from branch manager
 Getting cheques against the bills
 Giving cheques to team member for dispatching.
 Getting MIS of replacement /pending payment on weekly basis.
49
  Provision of invoices to the team members for cross verification by branch
manager and TL
 Cross verification of the employee’s joining
 Provision of the bills by a team member with candidate details (checked
through Focus) and an approval mail from branch
 Getting cheques against the bills
 Giving cheques to the team members for dispatching
 Sending report for payment done on daily basis
 Sending MIS of pending payment to recruitment TL on weekly basis

Conditions Settled with Consultants

 Payment will be made to the consultants after the candidate
completes 3 months with the company
 In case the employee leaves the company before completing 3 months in the
company then the consultancy will have to provide a replacement for him

In the above cases if the employee leaves within 1 month, the payment of the
consultant will be withheld and if he leaves after 1 month and before
completion of 3 months then his further payments due in the company will be
withheld

(iii) Campus Placement

 Every year the Organization hires from Campus Placement.
 The recruitment team decides the campuses to visit
 The campus placement starts from November to February every year
 Different colleges get in touch with India Infoline recruitment team.

Campus Placement Process

 Communicating with different colleges for the placement
 Coordinating between branches and the colleges followed with chalking out
50
 dates to finalize the interview dates
 Conducting campus interviews and filtering the candidates
 Providing a list of filtered candidates to the branch head for final round of
interview
 Collecting the list of finally selected candidates
 Serving the filtered candidates to the respective branches

(iv) Employee Referrals

India Infoline welcomes references given by its existing employees. It forms a sound
source of recruitment.

(v) Advertisement
It is also used for certain types of positions depending on the requirement

Assigning work to Team Members

 The Total no. of Requirement to be filled are assigned by the Recruitment
Head (situated in Mumbai) to the Recruitment Team in Delhi/Noida branch
 The Team then decides the requirements to be worked on first and hence forth
depending on the specified urgency Level (i.e. high, medium, low)
Then the requirements to be worked upon are divided among team members on the
basis of 2 factors
 Ability of the recruitment team member to handle a particular requirement
 Seniority of the requirement being worked upon

(vi) Walk-Ins (this is need based): Walk –In drive is initiated in case the demand for
man power gets beyond control.

51
SELECTION
It comprises of the following steps:

(i) The recruitment team shortlists or screens the Resumes (from the decided Source
of Recruitment) matching them up with the JD (Job Description) provided. This falls
in the daily activity of the recruitment team.

(ii) These short listed resumes are forwarded to the concerned departments or to the
concerned departments in the concerned branches for further short listing .The person
who has the requirement scrutinises the resumes more specifically (closer to the
requirement) and hence minimises extra time, effort money being wasted on the
company’s and the candidate’s part
Placement ratio (i.e. Resumes to be forwarded per Requirement) to be achieved by the
recruitment team is 3 per Requirement.

(iii) Receiving back the further short listed resumes and calling up the candidates to
ask for their availability (willingness for the job) and finalizing the list of willing
Candidates

Rounds of Interviews

--Telephonic Interview:
Screening is done by calling the candidates
Screened candidates are then lined up on a particular date by calling them up

The candidate arrives & fills up a “Candidate Information Sheet” and a “Reference
Form”
--Written Test (where required)
When candidates arrive in the company a written test is taken in the HRD
itself for departments where required (like accounts, IT etc)

--Interview
 These candidates are then made to face the 1st face to face interview

52
  Then candidates are further short listed on the basis of the telephonic
interview and the 1st round of interview
 Resumes of selected candidates are shown to the Department Heads from
 where the requirements have flown in
 Availability of time is then discussed with them to co-ordinate the
interview
 Date and time with the selected candidates
 The candidates are then called and lined for the final interviews with the
concerned department heads

--Final Interview
The final interviews are then conducted in the respective departments and the final list
of selected candidates is prepared on the basis of final interview.

(v) Reference Check

 A reference check is made for the employee selected from the references
specified in the reference form filled by the candidate
 Checking whether the candidate selected has applied for any job in India
Infoline earlier or not (as a person rejected earlier in the company’s selection
process cannot be selected before 6 months)

(vi) Offer
Offer letter is issued to the people selected

(vii) Recruitment Tracker

Every week the team Leader prepares the Recruitment Tracker, which
gives the status of the open and closed positions.

53
On- Boarding

(i) Appointments
If the candidate accepts the offer given by the company within the time specified he is
on-boarded and issued the appointment letter including all the Terms & Conditions of
employment and the Salary Break-Up attached along with it.

(ii) Joining
The Joining team then takes up the employee’s case and executes all his joining
process including obtaining his documents, employee code generation, e-mail id
generation etc.

(iii) Updating the MIS

The joining team provides all the data and documents obtained from the candidate and
update all the information in the MIS maintained by the Data Updation Team.

(iv) Opening of Bank a/c and other details regarding salary processing

54
3. INDUCTION

After the employee is on-boarded and has joined he needs to be introduced to the
organization, his work environment and his colleagues.

Pre- Joining
The Pre-Joining formalities are taken care by the Joining Team

Post- Joining
 After the employee has been on-boarded and has joined he is forwarded to the
concerned department by the Recruiting Manager from the HRD where he is
introduced to the organization, work environment and his colleagues.

 He is attended by his reporting manager in the concerned department

 He is then taken through TAR (take a round) in the department where he is

introduced to the employees of the department

 He is given a separate area of work (including his PC, stationery, etc)

 He is informed about the company’s normal routine as well as specific

guidelines

 He is also made to read (if required) the write-ups concerned with his work
area

 He is also supported by the Reporting Manger for some time for all kinds of
help

55
 Summary of the End to End Recruitment Process in India Infoline

Getting
Induction
requirement from
Branch

Bank Account and

Recruitment
team decides the other details
sources of data
required for
Salary Processing
Assigning work to Employee code

team members Generation E-mail

generation
(HR)
Short
Listing Updating the
Resumes HR-MIS

Forwarding Resumes
to Concerned Dept.
Joining
for Short Listing

Appointments
Receiving back the
short listed Resumes
On Boarding

Inquiring availability
of these candidates
Offers
via Phone

Reference Checks
Conducting
Telecoms &
P.Interviews Final

Selection
Final round Lining up for
managers
Interviews

56
:- Recruitment Hierarchy in India Infoline

VP- Recruitments
(Mumbai)

Sr. Manager – Recruitments |

North|

AM- T&D AM- T&D AM- Recruitments (FPD) AM- Recruitments

Delhi Delhi Delhi (Non-FPD)
Noida

Interface of Recruitment Function with other Divisions

Recruitment

Joining Offers

Training Appointments
& Development

HR Audit

CHAPTER4
57
 LEARNING EXPERIENCE & INSIGHTS GAINED

Human Management resource approaches within any business organisation are

focused on meeting corporate objectives and realization of strategic plans through
training of personnel to ultimately improve company performance and profits
(Korsten, 2003)
Human Resource Management theories focus on methods of recruitment and selection
and highlight the advantages of interviews, general assessment and psychometric
testing as employee selection processes. The recruitment process could be internal or
external or could also be online and involves the stages of recruitment policies,
advertising, job description, job application process, interviews, assessment, decision
making, legislation selection and training (Korsten 2003, Jones et al, 2006)

RECRUITMENT
People are integral part of an organization. Recruitment and selection forms the
foundation of the core activities and processes underlying human resource
management and such activities include the acquisition, training and development,
and rewarding performance of workers (Gilmore, and Williams, 2009). No
organization can run in the absence of its human resources.
“The success and sustainability of most organizations is directly proportional to skills
and competencies of the employees. Equally, the entry point into any organization is
dependent on the effectiveness of the recruitment and selection practices of the hiring
team within the organization. In today’s highly competitive and complex world choice
of apt person at the right place and right time is vital for an organization’s functioning.
A well selected employee would not only facilitate efficient running of the
organization but also offer potential for future. Thus in such environment hiring
becomes an important function. The process of hiring commences from human
resource planning (HRP) with the help of which we can determine the manpower
requirements of a company. Job Analysis and Job Description helps in specifying the
kind of people required in organization and hence hiring. The hiring function is
ongoing and stops only when an organization ceases to exist”

58
Meaning of Recruitment
According to Edwin B.Flippo “Recruitment is the process of searching the candidate
for employment and stimulating them to apply for jobs in the organization. (Flippo,
1984)”. It is the activity which links the employer and job seekers.

According to Yoder, “Recruitment is a process to discover the sources of manpower

to meet the requirements of the staffing schedule and to employ effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of an
efficient working force.”
Thus, we can say that:

 Recruitment is the activity that links the employers and the job seekers.

 It is a process of finding and attracting capable applicants for employment.

It begins when new recruits are sought and ends when their applications are
submitted. The result is a pool of applications from which new employees are
selected.

 It is the process to discover sources of manpower to meet the requirement of

staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient
working force.
 Recruitment of candidates is the function preceding the selection, which helps
to create a pool of prospective employees for the organization so that the
management can select the right candidate for the right job from this pool. The
main objective of the recruitment process is to expedite the selection process.
 Recruitment is a continuous process whereby the firm attempts to develop a
pool of qualified applicants for the future human resources needs even though
specific vacancies do not exist. Usually, the recruitment process starts when a
manger initiates an employee requisition for a specific vacancy or an
anticipated vacancy

59
SELECTION

Selecting a suitable candidate can be the biggest challenge for any

organisation. According to Dale Yoder - "Selection is the process in which
candidates for employment are divided into 2 classes - those who are to be offered
employment and those who are not." The success of a sales organisation largely
depends on its staff. Selection of the right candidate builds the foundation of any
organization's success and helps in reducing turnovers.

According to (Jean M. Barclay, Glasgow Caledonian University, 1997)

“Interviewing is still the most commonly used method of selection in employment, in
spite of the fact that many studies have shown it to be a very flawed technique”
While some human resource managers are aware of the interview’s shortcomings,
they nevertheless believe it to be effective in their own experience (Kumra and
Beech, 1994).
Interviewers maintain great faith and confidence in their own judgements and create
an “illusion of validity” (Einhorn and Hogarth, 1978)
Interviewers can influence applicants’ job choices by increasing the perceived
attractiveness of the job, not just by indicating obvious factors such as salary, but also
through more indirect “signalling” (Rynes, 1989)
Practitioners therefore need to be aware of the dual purposes of applicant attraction
and selection in interviewing (Eder, 1989; Townley, 1991)
Behavioural interviews are based on the principle that “the best predictor of future
behaviour is past behaviour” (Green and Horgan, 1982). Another perspective
suggests that psychologists overemphasise the importance of “assessment” in the
selection procedure (Herriot, 1987, 1989)

Though there is no fool proof selection procedure that will ensure low turnover and
high profits, the following steps are given by Dale Yoder to make up the selection
process for the right sales personnel.

60
Pre Interview Screening & Preliminary Interview

This is generally the starting point of any employee selection process. Pre Interview
Screening eliminates unqualified applicants and helps save time. Applications
received from various sources are scrutinized and irrelevant ones are discarded.
A preliminary Interview may be conducted as well.

Checking References

Most application forms include a section that requires prospective candidates to put
down names of a few references. References can be classified into - former
employer, former customers, business references, reputable persons. Such
references are contacted to get a feedback on the person in question including
his behaviour, skills, conduct etc.

Credit Checks

Many Companies check the financial condition of a prospective employee. If a person

faces the burden of heavy loan or debt, a prospective employer would want to know
that.

Tests

Different types of tests are conducted to evaluate the capabilities of an applicant, his
behaviour, special qualities etc. Separate tests are conducted for various types of jobs.
Physical Examination

If all goes well then at this stage physical examination is conducted to make sure that
the candidate enjoys sound health and does not suffer from any serious ailment.

Job Offer
The candidate who clears all the steps is finally considered right for a particular job
and is presented with the job offer. An applicant can be dropped at any given stage if
considered unfit for the job. Only after successfully clearing all the hurdles, an
applicant can enjoy the feeling of being selected for a particular job.

61
62
 RECRUITMENTS HANDLED DURING INTERNSHIP

During the course of internship, I encountered an erratic flow of recruitment

requirements. This was probably due to the huge recruitment requirements of the
organization PAN India and high attrition rate of the financial industry. IIFL has
diversified itself into many non banking financial areas. However I was able to source
candidates for the following profiles.

1) Relationship Manager (RM), Sales Manager(SM), Team Manager (TM) in

financial product distribution (FPD) like Insurance, Mutual fund, equity Loans for
Delhi/NCR,Chandigarh, Lucknow, Kanpur, Jaipur.

2) RM, SM, TM in Non FPD sector like Real estate and Equity for Lucknow, Jaipur

3) Sub - Brokers (equity) for the alternate channel for Delhi

4) HR executives (Insurance) for Noida Branch

5) Equity Dealers for Jaipur & Lucknow

All the above profiles had their own criteria for selection which depended upon their
unique Job descriptions (JD). .Candidates were sourced according to their JD and
further I was required to follow up with them till their selection or rejection.
Below are the steps that were involved for the end to end recruitment of a candidate,
which can be well described by taking an example

63
IDENTIFICATION OF VACANCY

When I joined India Infoline Ltd as a summer intern, the recruitment for HR-
Business Partner had already started. HR Business partner is a senior officer grade
profile resembling the job responsibilities of a generalist profile. We were only
looking for candidates who were experienced in HR Recruitments in BFSI sector. I
had to find the resumes by searching on portals like www.naukri.com and
www.timesjob.com . After the training provided, I was all set to search appropriate
candidates for the profile.

PREPARATION OF JOB DESCRIPTION (JD) AND PERSON

SPECIFICATION

In order to search the apt candidates, understanding the job description and
specification is extremely vital. No candidate appears for an interview without going
through the JD properly. I was provided with the job description of the profile by my
mentor. We required post graduates in HR with minimum 3 years of experience in
BFSI recruitments

CV SCREENING THROUGH JOB PORTALS

The next step was screening of appropriate resumes through Resedex. Resedex is a
portal form which is filled in order to filter the search according to preference of
position and the company. It has various type of searches ex:- intello search,
advanced search & manual search.

CALLING THE CANDIDATES

After shortlisting, the calling process started, and all the shortlisted candidates were
given a call. After taking their HR rounds the appropriate candidates if interested were
informed about the date, time and venue of the interview.
Organizing and aligning candidates for interviews, giving dates to the candidates,
scheduling their interview, maintaining excel sheets for evaluation was done me and

64
my colleague. We were responsible for coordinating the entire interview specifically
for the positions handled by us.
PREPARING LIST OF SELECTED CANDIDATES
After making the results and mentioning them on the candidate information forms, the
information is entered into the recruitment trackers. I was told to maintain the
recruitment tracker by my mentor so that it becomes easy for him to compile the
results of weekly recruitment drives.

SENDING OFFERS TO THE SELECTED CANDIDATES

After the final round of interview by the business heads, the selected candidates are
called for video conferencing with the VP. In case of junior and middle level profiles
they are directly given offer letters once they submit there salary slips and other
required documents.

ACCEPTANCE BY THE CANDIDATES

After the offering made by the organization, the candidate has to accept it and then
join the organization.

65
 REPORT ON BUSINESS UNIT

The internship was done under the guidance of Mr.Himanshu Suri , Sr. Manager HR
in the HR department of the company i.e. India Infoline Limited. HR department is an
integral part of any organization, which takes care of the human resources (i.e. the
employees), keeps motivating them so that the personnel can perform consistently to
achieve the goal of the organization collectively. HRM is the legal liaison between the
organization and the employees, they are to uphold the employment and safety laws
(OSHA, and civil rights act) as well as follow the practices, which may differ within
federal guidelines, that the employer authorizes.

Corporations are always searching for better ways to produce goods and services.
When new technological developments give some organizations a competitive
advantage, their rivals try to catch up by adopting and improving on the new
technologies.

A large part of the growth is the Human Resources department of the company, who
are responsible for hiring the people with the knowledge to bring new technology into
the company. To be successful in the market, the company needs a highly skilled,
flexible and committed work force, a flexible and innovative management, the ability
to retain developed talent, and a strong partnership between management and labor
unions.

To achieve these goals, the company needs a talented HR department. Besides hiring
the right people to manage and perform specific jobs, HR managers have to build up
commitment and loyalty among the workforce by keeping them up to date about
company plans, and laying out the implications for job security and working
conditions. Such was the case when I worked at India Infoline.

 From the interview process to my exit interview at the end of the summer, the
HR department was every employee's main connection between the
production floor and the upper management.

 The HR department kept us informed via bi-weekly meetings, a company

newsletter, and bulletin-board postings throughout the office.

Whenever a question arose, instead of asking middle-management, an employee could

go straight to the HR representative they were assigned to.
66
HR Department is the backbone of any successful company, and without a talented
group of people to hire, culture, and inform employees, the company is a sure shot
failure. The business unit of India Infoline primarily includes Non banking financial
Services and the business concentration is on equity, mutual funds and other financial
products.

The objective of the company is to provide satisfaction to its customer by providing

an easy access to broking and dealing. India Infoline (IIFL) group is a brokerage
firm dealing in retail brokerage, institutional brokerage, consumer lending,
institutional lending, realty and wealth management. It has a network of 2,500
business locations spread over more than 500 cities and towns across India.

67
 UNDERSTANDING OF FUNCTIONAL PROCESS
THE PROCESSES STUDIED DURING INTERNSHIP

RECRUITMENT

Recruitment refers to the process of attracting, screening, and selecting qualified

people for a job at an organization or firm. The recruitment and selection is the major
function of the human resource department and recruitment process is the first step
towards creating the competitive strength and the recruitment strategic advantage for
the organizations.

Recruitment process involves a systematic procedure from sourcing the candidates to

arranging and conducting the interviews and requires many resources and time. For
some components of the recruitment process, mid- and large-size organizations often
retain professional recruiters or outsource some of the process to recruitment
agencies.

The recruitment industry has five main types of agencies: employment agencies.
Recruitment websites and job search engines, "headhunters" for executive and
professional recruitment, niche agencies which specialize in a particular area of
staffing and in-house recruitment. The stages in recruitment include sourcing
candidates by advertising or other methods, and screening and selecting potential
candidates using tests or interviews.

A FEW IMPORTANT TERMS RELATED TO RECRUITMENT:

JOB ANALYSIS

The proper start to a recruitment effort is to perform a job analysis, to document the
actual or intended requirement of the job to be performed. This information is
captured in a job description and provides the recruitment effort with the boundaries

68
and objectives of the search. Oftentimes a company will have job descriptions that
represent a historical collection of tasks performed in the past. These job descriptions
need to be reviewed or updated prior to a recruitment effort to reflect present day
requirements. Starting recruitment with an accurate job analysis and job description
insures the recruitment effort starts off on a proper track for success.

SOURCING

Sourcing involves

1) Advertising, a common part of the recruiting process, often encompassing multiple

media, such as the Internet, general newspapers, job ad newspapers, professional
publications, window advertisements, job centers, and campus graduate recruitment
programs.

2) Recruiting research, which is the proactive identification of relevant talent who

may not respond to job postings and other recruitment advertising methods done.
This initial research for so-called passive prospects, also called name-generation,
results in a list of prospects who can then be contacted to solicit interest, obtain a
resume/CV, and be screened.

SCREENING AND SELECTION

Suitability for a job is typically assessed by looking for skills, e.g.

communication, typing, and computer skills. Qualifications may be shown
through résumés, job applications, interviews, educational or professional experience,
the testimony of references, or in-house testing, such as for software knowledge,
typing skills, numeracy, and literacy, through psychological tests or employment
testing. Other resume screening criteria may include length of service, job titles and
length of time at a job. In some countries, employers are legally mandated to
provide equal opportunity in hiring. Business management software is used by many
recruitment agencies to automate the testing process. Many recruiters and agencies
are using an applicant tracking system to perform many of the filtering tasks, along
with software tools for psychometric testing.
69
ONBOARDING

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

SELECTION

Employee Selection is the process of putting right men on right job. It is a procedure
of matching organizational requirements with the skills and qualifications of people.
Effective selection can be done only when there is effective matching. By selecting
best candidate for the required job, the organization will get quality performance of
employees. Moreover, organization will face less of absenteeism and employee
turnover problems. By selecting right candidate for the required job, organization will
also save time and money. Proper screening of candidates takes place during
selection procedure. All the potential candidates who apply for the given job are
tested.

But selection must be differentiated from recruitment, though these are two phases of
employment process. Recruitment is considered to be a positive process as it
motivates more of candidates to apply for the job. It creates a pool of applicants. It is
just sourcing of data. While selection is a negative process as the inappropriate
candidates are rejected here. Recruitment precedes selection in staffing process.
Selection involves choosing the best candidate with best abilities, skills and
knowledge for the required job.

The Employee selection Process takes place in following order-

Preliminary Interviews- It is used to eliminate those candidates who do not meet the
minimum eligibility criteria laid down by the organization. The skills, academic and
70
family background, competencies and interests of the candidate are examined during
preliminary interview. Preliminary interviews are less formalized and planned than
the final interviews. The candidates are given a brief up about the company and the
job profile; and it is also examined how much the candidate knows about the
company. Preliminary interviews are also called screening interviews.

Application blanks- The candidates who clear the preliminary interview are required
to fill application blank. It contains data record of the candidates such as details about
age, qualifications, reason for leaving previous job, experience, etc.

Written Tests- Various written tests conducted during selection procedure are
aptitude test, intelligence test, reasoning test, personality test, etc. These tests are
used to objectively assess the potential candidate. They should not be biased.

Employment Interviews- It is a one to one interaction between the interviewer and

the potential candidate. It is used to find whether the candidate is best suited for the
required job or not. But such interviews consume time and money both. Moreover
the competencies of the candidate cannot be judged. Such interviews may be biased
at times. Such interviews should be conducted properly. No distractions should be
there in room. There should be an honest communication between candidate and
interviewer.

Medical examination- Medical tests are conducted to ensure physical fitness of the
potential employee. It will decrease chances of employee absenteeism.

Appointment Letter- A reference check is made about the candidate selected and
then finally he is appointed by giving a formal appointment letter.

CHAPTER 5
RECOMMENDATIONS & CONCLUSIONS
71
After being a part of recruitment and selection process of India Infoline, following are
the recommendations & conclusions of the problems that i encountered and observed
in the HR Department.

1. Increase no. of people in the Recruitment team:

Problem: India Infoline is a company with more than 25000 employees all recruited
from the HO but the number of people recruiting such massive number of workforce
is just around 7 which causes excessive burden per recruiter. This is one of the biggest
reasons for the delays, inefficiency and incompetence shown by the Recruitment
Team.

Solution: The no. of team members in the Recruitment Team should be increased to a
satisfactory count so that a healthy Recruiter: Recruitee Ratio could be achieved.

Benefits:
 Lesser work load on each recruiter
 Increased efficiency
 Time saving
Hence better quality personnel recruited

2. Mandatory sending of Job Descriptions with the requisitions from all

Departments:

Problem: The process also surfaces inefficiency when the process recruitment chain
breaks at a particular point and this has been clearly reported as one of the major
problems by the recruitment team that departments do not attach JDs with requisitions
and also take a lot of time in responding back when resumes are sent for more refined
screening to them after the initial screenings done by the Recruitment Team.

Solution: The Heads of all the Departments could be invited for a meet where they
will be given a Brief about the Recruitment Process emphasizing on the link in the

72
chain where their role comes. This can be done by assigning the responsibility to a
representative from the HRD of making a presentation to them about the Recruitment
System.

Benefits:
 Will solve the process breakage problem
 Reduce the delays caused due to this

3. Study of Organization Chart while Manpower Planning:

Problem: The recruitment team is being demanded to a lot of requirements cropping

from here and there all the time, this highlights that probably during the manpower
planning all the concerned factors are not properly studied which is why there is a
very unorganized pattern of requisitions coming in.

Solution: The first thing that should be done while planning for the personnel every
year is considering the basics i.e. is the study of the Organization Chart, this will
certainly lead to the control on the pattern of requisitions coming in.

Benefits:
Even pressure on each recruiter increases their efficiency as the
recruitment team will have a prior set of chart as to what, when and how much they
have to recruit, hence lessening the delays.

4. To Conduct a Work- Shop in HRD with HR representatives from each

Division:

Problem: HRD in India Infoline has a total no. of 12 divisions and all the people
recruited for all HR functionalities are inducted and trained only about the particular
division they will be a part of, which restricts their scope. So, a very major problem of
co-ordination is that the person sitting in a particular division knows only about his
part of work and not that how is his work division will interface with other divisions
leading to less understanding and importance of work.

73
Solution: Appoint a representative from each division and assign the responsibility of
making a presentation containing the brief about his respective division (its role,
connection with all the other divisions and contribution to the entire recruitment
process).The Manager HR should support the entire activity and make an overall brief
of the Department. He should also try to conduct a work shop (probably on Saturday,
so that regular work does not get affected) to combine and discuss all these
presentations together in order to form the complete picture of the HRD to be
understood by everyone.

Benefits:
 Increases awareness
 Creates synergy among the department people
 People participating in the activity can be evaluated on this basis at the
time of appraisals
 Will also work as an induction tool
 Motivate people at work

5. Improve the Quality of Recruiters

Problem: The recruiters’ quality needs to be worked on to improve the quality of new
people coming in as only quality can recruit quality.

Solution: While appointing additional recruiters for the team, more emphasis should
be paid on the skills like communication, analytical ability, personality etc so that
they bring in value to the entire system.

6. Revising the laid down Systems:

Problem: There is a lot of unclearness and confusion regarding the systems,

especially because
 The entire process is divided into 12 divisions
 The HRD is the focal point for all the branches in Pan India
74
  The employees are not properly briefed about their roles

Solution: It may be a mind boggling and tiring process but the Management urgently
needs to undertake the revision of all recruitment systems and policies.

Benefits:
 Reduced wastage of resources (time, money and effort)
 No Delays and confusions
 Increased efficiency

7. Proper Induction Program should be implemented

Problem: The Company does have a formal induction program running. New
employees are attended in a very casual manner and pre and post joining formalities
are done by the Joining Team which again leads to the employee feeling confused in
understanding his roles and responsibilities properly.

Solution: The management should work out a proper Induction Policy as soon as
possible as it is one of the most affecting drawbacks in the system. The biggest
evidence for this is the Attrition Rate (currently 22%)

Benefits:
 Employees will know their roles and responsibilities properly
 Attrition rate will be controlled
 Employees will be motivated
 Employees will be able to make their own comfort zone and will adapt to the
new environment easily

8. T&D also for Recruiters

75
Problem: Training and Development Programs are running only for the Sales
personnel in the organization, but sometimes Recruiters should also be trained.

Solution: Recruitment team should be trained in various areas like

 Updating knowledge on working on Microsoft Office

 Communication Skills
 Latest Interview Methods
 Time Management
 MIS Maintenance

Benefits:
 Time Saving
 Making the Selection Process (specially interviewing part more
competent)
 Personality Development and growth of recruiters

9. Make Reserve for Sales Personnel

Problem: The maximum no. of requisitions come from the sales department (More
than 50% of the total) which is quite difficult to handle. This is a fact that the entire
business depends on this category of personnel so the people required need to be very
competent.

Solution: -- Recruitment Team can make an Initial Reserve for this category of
employees. Percentage of candidates taken from the campuses should be increased as
management students are generally good with sales and marketing skills

Benefits:
 Managing delays
 Managing Work Pressure

76
10. Selection Process should be made more competent:

Problem: The selection rounds taken for most of the requisitions are quite easy and
casual which leads to the selection of incompetent employees.

Solution: The Selection procedure should be made more difficult & competent. It
should be divided into number of rounds with varied judging criteria

Benefits:
 The quality of candidates will become worth the cost incurred on recruitment
 Increasing the efficiency & quality of the entire recruitment activity

11. Brand Image should be made stronger

Problem: The company’s ignorance towards its brand image:

Solution: The company should go for re-branding or promotional activities in order to

enhance its public image

Benefits: The company’s improved public image would help it in attracting more
talented pool of candidates for recruitment resulting in selection of quality human
resource.

11. Reconsider the break up in which Recruitment Sources are used:

Problem: Major share of recruitment is done through job portals like Naukri.com.
Other sources are used very rarely.

Solution: Reliability on one source is highly inadvisable if the organization wants to

have a quality recruitment process. So they should increase the proportions of other
sources specially advertisements and campus hiring, poaching could also be increased
slightly for certain positions.

77
Benefits:
 Advertisements if used for positions too large in number will save the money
and effort of screening portals
 Campus Hiring will bring in quality employees
 Poaching will increase strategic competence
 It would also bring some relief for the recruiters from the monotonous work
process of the portal

78
 KEY LEARNINGS

Studying the recruitment and selection process in India Infoline, I came to a

conclusion that the human resource department does great efforts to provide a
company with efficient workers. It continuously strives to improve their working. It is
a separate department which is entrusted with the task of giving the company best
possible technical workers which it performs pretty well.. The company is
continuously providing facilities to its HRD in order to improve its functioning.

After the completion of my internship, I have learnt a lot about the actual practices
taking place in the corporate world. I came to know that the work done in any
organization has to be done with full dedication and sincerity, because even a minor
mistake could result in huge confusions and losses in the company. Sometimes, the
effect of not meeting the deadlines on the lower level could be seen up to the highest
level and thus the position of an employee in the hierarchy doesn’t matter. Work
should be given priority and the deadlines should be met accordingly.

A dignity of the post should be maintained and a specific distance should be kept
between a senior and junior during office hours no matter how casual the relationship
is outside the organization.

I got a chance to report to two different mentors during my internship, and both of
them had different working styles, and thus I came to know a lot about what a senior
wants from the subordinate. No matter what, one should try to please your immediate
reporting head with your work.
Apart from these I also learnt the recruitment, selection process, and how these
processes are implemented practically. I realized that when practically done, these
processes are very different from the theoretical descriptions read in the books,
however most of the steps of recruitment go simultaneously.

At IIFL, I learnt a lot about corporate culture, professional interactions and dealings
as I was also given the chance to attend interviews, specifically of the profiles
recruited by me. One has to work with full dedication & sincerity during work hours

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and always try to complete the work assigned on time so that the pending work
doesn’t lead to an interruption in contributing towards the success of the organization.

CHAPTER 6
BIBLIOGRAPHY
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BOOKS& JOURNALS

1) Korsten 2003, Jones et al, 2006

2) Jean M. Barclay, Glasgow Caledonian University, 1997

3) Kumra and Beech, 1994

4) Einhorn and Hogarth, 1978

5) Herriot, 1987, 1989

6) Rynes, 1989

7) Eder, 1989; Townley, 1991

8) Green and Horgan, 1982

9) Edwin B.Flippo, 1984

10) Gilmore, and Williams, 2009

11) Dale Yoder, Selection Process

12) Essentials of Organizational behaviour-By Stephen P Robbins

13) Write-ups obtained by INDIA INFOLINE i.e. HR HANDBOOK

INTERNET
www.indiainfoline.com

http://www.ibef.org/
www.wikipedia.org/

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http://www.emeraldinsight.com/

http://www.citehr.com

www.google.com

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