A

PROJECT REPORT

ON

“RECRUITMENT AND SELECTION”

IN

INDIA INFOLINE LTD., PUNE

In Partial Fulfillment of BBA Degree

Under The Project Guidance of Submitted By: -

Ms. NAMRATA ANAND VANITA DUA

Roll No: -

Submitted To

Maharishi Markandesdhwar Institute of ManagementMullana

DECLARATION

I here by declare that the following documented project report titled “Recruitment &

Selection” is an original and authentic work done by me for the partial fulfillment of

Masters in Personnel Management degree program at India Infoline limited, New

Delhi.

I here by certify that all the Endeavour put in the fulfillment of the task are genuine and

original to the best of my knowledge.

Vanita Dua

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ACKNOWLEDGEMENT

First and foremost I express my sincere thanks to Mr. for providing me the necessary

infrastructure and the right environment for academic excellence.

My heartfelt and sincere thanks are due for Prof. Mrs Namrata Anandproject guide for

providing me valuable guidance and instilling in me a sense of purpose and direction

during the course of preparation of this project.

My sincere thanks to Ms. Priya Dhariya HR Manager for given me this opportunity to

undertake this project work or her patients and valuable guidance, support and

suggestions, which helped me a great deal in shaping up my project.

Finally I take this opportunity to thank my parents, Friends and well wishers without

whom this effort would be pathless.

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CHAPTER 1

EXECUTIVE SUMMARY

Before an organization can fill a job vacancy, it must find people who not only are

qualified for the position but also want the job. Recruitment refers to organizational

activities that influence the number and types of applicants who apply for a job and

whether the applicants accept job that are offered. Thus recruitment directly related to

human resource planning and selection.

Definition:

Recruitment defined by Flippo as a “process of searching for prospective employees and

stimulating them to apply for job in the organization. As per Yoder a process to discover

the sources of manpower to meet the requirement of staffing schedule and to employ

effective measure for attracting that manpower in adequate number to facilitate effective

selection of an efficient working force , thus the purpose of recruitment is to locate

sources of manpower to meet job requirement and job specifications”.

I have done my project at India Info line for 45 days, and I did it under the guidance

of MISS. Priya Dhariya. We were supposed to recruit different people from different

AREAS for the post of RELATIONSHIP MANAGER AND SENIOR RELATIONSHIP

MANAGER, for the marketing profile job. We were told to target only the (Delhi,

Luck now , jaipur ) state for the purpose of recruitment. . The process included

preparing the list of candidates and that were prepared with the help of internet

(naukri.com),and then calling them for job(R.M AND SRM), forwarding them company

profile, inviting resumes of interested candidates, short listing, and filling up of

application blank, PI, and finally selecting the appropriate candidates. The main objective

of carrying this study was to get a first hand knowledge of the of the HR industry.

The project highlights the process of Recruitment in India Info line Ltd.(New Delhi).

It also looks into the Induction programs held for the new recruits and various aspects of

the Training & Development programs are also covered under this title.

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1 A inside view of the Recruitment process which includes,

2 Employee Requirements,

3 Sources of Recruitment(Internet)

4 Selection Pattern,

5 Orientation Program,

6 Training.

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CHAPTER-2

COMPANY PROFILE

The India info line group, compromising the holding company, India Infoline ltd,

and its wholly -owned subsidiaries, is the business of advising and servicing

Including equity research, equities and the derivatives broking, commodities trading,

portfolio management services, distribution of mutual funds, life insurance, fixed

deposits, loan products and the investment banking.

2.1 INDIA INFOLINE:

India Infoline is listed on both the leading stock exchanges in India , i.e. The

Bombay stock exchange(BSE) and The national stock exchange (NSE).It is engaged

in the businesses of equities broking, wealth advisory services and Portfolio

management services. It offers broking services in the cash and the derivatives

segments of the NSE as well as the cash segment of the BSE. It is registered

with NATIONAL SECURITIES DEPOSITORY LTD (NSDL) as well central

depository services ltd.

2.2 PRODUCT PROFILE:

Equities:

Indiainfoline provided the prospect of researched investing to its clients, which was

hitherto restricted only to the institutions. Research for the retail investor did not exist

prior to Indiainfoline. Indiainfoline leveraged technology to bring the convenience of

trading to the investor’s location of preference (residence or office) through computerized

access. Indiainfoline made it possible for clients to view transaction costs and ledger

updates in real time.

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Portfolio Management Services:

Our Portfolio Management Service is a product wherein an equity investment portfolio is

created to suit the investment objectives of a client. We at India infoline invest your

resources into stocks from different sectors, depending on your risk-return profile. This

service is particularly advisable for investors who cannot afford to give time or don't have

that expertise for day-to-day management of their equity portfolio.

Research:

Sound investment decisions depend upon reliable fundamental data and stock selection

techniques. Indiainfoline Equity Research is proud of its reputation for, and we want you

to find the facts that you need. Equity investment professionals routinely use our research

and models as integral tools in their work.

Commodities:

Indiainfoline’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.

Mortgages:

During the year under review, Indiainfoline acquired a 75% stake in Money tree

Consultancy Services to mark its foray into the business of mortgages and other loan

products distribution The Company brings on board expertise in the loans business

coupled with existing relationships across a number of principals in the mortgage and

personal loans businesses. Indiainfoline now has plans to roll the business out across its

pan-Indian network to provide it with a truly national scale in operations.

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Home Loans:

Get expert advice that suits your needs:

Loan against residential and commercial property

Expert recommendations

Easy documentation

quick processing and disbursal

Personal Loans:

Freedom to choose from 4 flexible options to repay:

Expert recommendations

Easy documentation

Quick processing and disbursal

No guarantor requirement

Invest Online:

Indiainfoline has made investing in Mutual funds and primary market so effortless. All

you have to do is register with us and that’s all. No paperwork no queues and No

registration charges

SMS:

Stay connected to the market:

The trader of today, you are constantly on the move. But how do you stay connected to

the market while on the move? Simple, subscribe to India Info line’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.

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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, we have employed a multi pronged approach

and reach out to customers via our Network, Direct and Affiliate channels. Following the

opening of the sector in 1999-2000, a number of private sector insurance service

providers commenced operations aggressively and helped grow the market.

2.3 ORGANIZATION STRUCTURE OF INDIA INFOLINE:

The company structure deal with the total strength of the company as well as the details

about each and every person’s working details in that particular company. The

organization structure is of two types. They are as follows:

1. CLASSICAL OR TALL TYPE:

When one superior controls less number of sub-ordinates, say 3 to 4 subordinates, who

in turns control other 3 to 4 sub-ordinates, we get a tall structure with many layers of

managers. This structure is called as the tall or classical or pyramid structure. Generally,

this structure involves seven layers. Due to this the communication between the top

management and the employees is not very frequent and therefore creates a gap between

the same. In this type of organization, the cost remains high as in this structure the

organization has to provide each and every thing or one can say the facilities to all the

employees either they are at top level or lower level.

2.FLAT OR NEW TYPE: In the flat structure, one superior control a large number of sub-ordinates, say 5 to 6,

who in turns control other 5 to 6 sub-ordinates given rise to a flat structure. Training in

the flat structure is relatively weak because there are more number of people. The degree

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of control is loose because of more number of people. The advantages in having this type

of structure are in this case the decision making is very fast because everybody is added

to the time. Besides this the communication between the top management and the lower

employees becomes much easier.

Although this method is also somehow expensive as each and every person at work place

is given with the same facilities and amenities that the head of the department or branch

manager is having. And in this type of structure getting the feedback or response of the

employees on some decision or implementation becomes very easy and as per that they

can modify the structure or working condition of the work place. Also the employees

remain very motivated as they consider themselves as an important part of the

organization.

In this way, it is confirmed that the company follows the flat organization structure in

order to avoid all the problems that occur due to the miscommunication between the top

management people and the workers there.

2.4 VISION:-

Our vision is to be “the most respected company in the financial services space”

To make our vision a reality, we have to command respect from all the constituents that influence us or are influenced by us.

2.5 ACHIEVEMENTS:-

1 Incorporated on October 18 ,1995 as Probity Research and Services.

2 Commenced distribution of personal financial products like mutual funds and RBI Bonds in April 2000.

3 Launched online trading in shares and securities branded as www.5paisa.com in July 2000.

4 Launched stock messaging service in May 2003.

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5 Acquired commodities broking license in March 2004

.6 Listed on NSE and BSE on May 17, 2005.

7 Acquired 75% stake holding in money tree consultancy services, which is a distributor of Mortgages and other loan products in October 2005.

8 Bennett Coleman and Co. ltd (BCCL) invested Rs.20 crores in India Infoline by way preferential allotment in Dec.2005.

9 Became depository participant of CDSL in June 2006.

2.6 CONTACT DETAILS:

Head Office:-India Infoline Ltd., 75,Nirlon Complex,Off Western Express Highway,Gorgaon (East), Mumbai 400063.

Branch Office (New Delhi)

India Info line Ltd Premia,310-313 ,3rd floor,Ashoka Estate,Barakhamba Road,Cannaught Palace,New DelhiE- Mail: www.indiainfoline.com

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CHAPTER-3

3.1 INTRODUCTION OF HR DEPARTMENT:

We are in the service industry. Our raw material is people, our plant and machinery is

people. At the risk of sounding clichéd, we would like to reiterate, that our most valuable

asset is our “HUMAN CAPITAL”.

3.2 HR Policies and Procedures:-

1 Performance management at India info line is done purely on the basis of Key Result Areas(KRA’s.)

2 Salary and incentives

3 Conduct: Office timing, Holiday and leaves, Transfer and Exit.

4 Motivating employees.

5 Giving benefits to the employees.

6 Employees in India Infoline are its most valuable resources and development of business and of employees must go hand in hand.

7 Every employee is special and unique in its own field and has infinite potential to make contribution to the organization.

8 Merit is the most important criteria for recruitment and reward.

9 Creativity and innovation in technology and management through our people is our competitive edge.

10 HR processes facilitate consistent improvement in performance, productivity and effectiveness through agreed stretched targets.

11 Continuously strive to improve quality of work-life for total job satisfaction and social harmony of the employees.

12 HR prepares people to accept and adapt to change and learning as a way of life.

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CHAPTER-4

THEORITICAL BACKGROUND4.1 Recruitment:

Recruitment refers to the process of finding possible candidates for a job or

function, usually undertaken by recruiters. It also may be undertaken by an

employment agency or a member of staff at the business or organization looking

for recruits. Advertising is commonly part of the recruiting process, and can occur

through several means: through online, newspapers, using newspaper dedicated to

job advertisement, through professional publication, using advertisements placed in

windows, through a job center, through campus graduate recruitment programs, etc.

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

Communication skills, typing skills, computer skills. Evidence for skills required for

a job may be provided in the form of qualifications (educational or professional),

experience in a job requiring the relevant skills or the testimony of references.

Employment agencies may also give computerized tests to assess an individual's

"off-hand" knowledge of software packages or typing skills. At a more basic level

written tests may be given to assess innumeracy and literacy. A candidate may also

be assessed on the basis of an interview. Sometimes candidates will be requested

to provide a résumé (also known as a CV) or to complete an application form to

provide this evidence.

SELECTION:

Selection Process is concerned with the development of selection policies and procedures

and the evaluation of potential employees in terms of job specifications. This process

includes the development of application blanks, valid and reliable tests interview

techniques, evaluation and selection of person in terms of job specifications, the making

up of final recommendations to the line management and the sending of offers and

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rejection letters.

Placement is concerned with the task of placing an employee in job for which he is best

fitted, keeping in view the job requirements, his qualifications and personality needs.

4.2 FACTORS AFFECTING RECRUITMENT:

1 The size of organization

2 The employment conditions in the community where the organization is located.

3 The effect of past recruiting efforts which shows the organization ability to locate

4 And keep good performing people.

5 The working condition, salary and benefits package offered by the organization.

6 The rate of growth of organization.

7 The level of seasonality of operation and future expansion and production

programmes and the culture, economic and legal factors, etc.

4.3 SOURCES OF RECRUITMENT:

Normally an organization can fill up its vacancies either through promotions of people

available in the organization or though the selection of people from outside. Thus

recruitment may be classified in two broad categories.

Internal sources

External sources

Internal Sources:

a. Present employees- whenever any vacancies occur somebody from with in the

organization is promoted transferred promoted or some time demoted.

b. Retired and retrenched employees who want to return to the company may be hired.

c. Dependents and relative of diseased and disabled employees

Advantages of internal sources:

It improves the moral of employees.

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Provide greater motivation for good performance.

It is a less costly source than going outside to recruit.

Greater promotion opportunities for the present employees.

Labor turns over reduced.

Disadvantages of internal sources:

Chances of favoritism.

It discourages the flow of new blood in to the organization.

As promotion is based on seniority the danger is that really capable hands may

not be chosen.

EXTERNAL SOURCES:

While vacancies through internal source can be filled up either though promotion or

transfer, recruiter tends to focus their attention on external source. Normally following

external source is utilized for different position.

1. Advertisement:

Advertisement is the most effective means to search potential employees from out side

the organization. Employment in journals, newspaper, bulletins etc is quite common is

our country. It has a very wide reach. One advertisement in a leading daily can cover

millions of persons throughout the country. Cost per person is very low it is used for

clerical, technical and managerial jobs.

2. Employment Agencies:

In our country two types of employment agencies are operating. Public employment

agencies and private employment agencies.

a. Public employment agencies: there are employment exchanges run by the

government, almost in all districts. Normally such exchanges provide candidates for

lower position like clerk and junior supervisor etc.

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b. Private employment agencies: there are many consultancies and employment

agencies like ABC consultant, A.F. Ferguson and company, personal and productivity

services, S.B. Billimoria and company etc. which provide employment services

particularly for selecting higher level and middle level executives.

3. Campus Recruitment:

Many organizations conduct preliminary search of prospective employees by conductive

interviews at the campuses of various institute, universities and colleges. IIMs, IITs,

engineering colleges. It is and universities are good sources for recruiting well-qualified

executives, engineers, medical staff, chemist, pharmacist etc.

4. Employee recommendations:The idea behind employee recommendation as a source of potential applicants is that the

present employees may have a specific knowledge of the individuals who may be their

friends, relatives. If the present employees are reasonably satisfied with their jobs, they

communicate these feelings give preference to local people (sons of the sole) in

recruitments, particularly at lower and middle levels jobs.

5. Labor Contractors:

Manual workers can be recruited through a contractor who maintains close links with

source of such workers. This source is often used to recruit labor for construction jobs.

The disadvantage of this source is that when the contractor leaves the organization people

employed through him also go.

6. Gate Recruitment:

Gate recruiting is quite useful and convenient method at the initial stage of the

organization. When large number of such people may be required by the organization. In

some industries like jute the large number of workers work as "badli" or "substitute"

workers. A notice on the notice board of the company specifying the details of the job

vacancies can be put. It is very economical.

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7. Similar Organizations:

Experienced employees can be recruited by offering better benefits to the people working

in similar organization. Newly established organizations of well-known houses often lure

experienced executives and technical experts from the public sectors.

8. Deputation:

Many organizations take people on deputation from other organization/department of the

same corporate. Such people are given choice either to return to their original

organization after a certain time or to opt for the present organization.

9. Computer data Banks:

When a company desires a particular type of employee, job specification and

requirements are fed into a computer where they matched against the resume data stored

therein. The output is a set of resumes for individuals who meet the requirements.

Advantages of External Sources:

1. It helps to bring new blood and new ideas into the organization.

2. Expertise and experience from other organization can be brought.

3. It doesn't change the present organizational hierarchy that much.

4. As recruitment is done from a wider market, best selection can be made.

Disadvantages of External Sources:

1. This source is more costly and time consuming.

2. The orientation and training of new employees is necessary.

3. If higher level of jobs is filled from external sources, motivation and loyalty of

existing staff are affected.

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4 4METHODS OF RECRUITMENT:

Direct Method:

In this method organization sends traveling recruiters to educational and professional

institution. One of the most widely used methods is that of sending of recruiters to

college and technical schools. Sometimes some organization open their placement offices

in the college and schools. The placement office usually provides help in attracting

student arranging interviews and providing in MBA or this manner. Sometimes firms

directly solicit information from the concerned proffers about student with an outstanding

record. Other direct method includes sending recruiter to seminars and conventions and

using mobile officers to go to desired centers.

Indirect Method:

This invoices mostly advertising in newspapers, on the Radio, in trade and professional

journals, Technical magazines and brochures. It is very useful for blue collar and hourly

workers as well as scientific professionals and technical employees. Whenever necessary

a blind advertisement can be given in which only box no. is given, without identifying the

company.

Third Party Method:Various agencies can be used to recruit, personnel. Public employment exchanges,

management consulting firms, professional societies, temporary help societies, trade

union, and labor contractors are the main agencies.

4.5 TIPS FOR MAKING RECRUITMENT A SUCCESS

1. Be clear about what you want - Recruiting the right person starts with a detailed job

description and personal specification. It also involves following a recruitment process

that produces a suitable candidate at a minimum cost to the business.

2. Use a thorough recruitment process - The more complex the job, the more

sophisticated recruitment process needs to be. However, as a minimum, the interview

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process should include: at least two interviews, a psychometric assessment and a

thorough reference check.

3. Advertise carefully - Advertisements should be clear, to the point such as

Executive Search is frequently more effective than advertising under your own name.

4. Interview thoroughly - Interviews should be highly structured. They should reveal the

levels of competency in key areas, appropriateness of experiences, personality strength

and weaknesses and integrity. Professional, thorough and consistent interviewing requires

a high level of training and coaching. The team at Executive search has these skills.

5. Always recruit the right person for the job - Recruitment should be seen as a

'rejection process' as much as a 'selection process'. Don't be tempted to pick the best of a

bad bunch'.

6. Pre screening saves time -executive Search will screen likely candidates with a

simple telephone interview before deciding who to invite for the first face-to-face

interview. This will pay you dividends in terms of time and money saved.

7. Don't do all the talking - When you actually meet the candidates, let them tell

you about their background and achievements. The more you talk, the more you will like

the candidate, so, keep quiet, don't tell him or her about the job, the package, the

company, or you, until they have told you about themselves.

8. Remember training & development - Look for development needs; the perfect

person rarely exists. Identify what initial training will be required and ask yourself; how

much you will need to invest in the candidate and whether he or she is worth that

investment.

9. Never over sell the job - Over exceeding expectations, leads to frustrations later.

Honesty about the role is always the best policy.

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10. Background & reference checks - Research indicates that around 90% of new

employees never have references taken up. Background checks should be as thorough, as

possible and should include employment history, medical checks, and where appropriate;

character references.

11. Assess appropriately - Carefully selected assessments are valuable tools in the

selection process, but not to the exclusion of a structured interview. Individuals should be

selected on the basis of past performance, competence and personality.

3.5 ESSENTIALS OF THE SELECTION PROCEDURE:

The nature of the selection weather faulty or staff. Faulty selection leads to wastage of

time and money and spoils the environment and the image of company.The policy of the

company and the attitude of the management. As a practice some companies usually hire

more than the actual number needed with a view to removing the unfit persons from the

job.The length of the probationary period. The longer the period, the greater the

uncertainty in the minds of the selected candidate about his/her future.

SELECTION PROCEDURE:

The selection procedure is concerned with recruiting revalent information about an

application. The objective of it is to determine whether an applicant meets the

qualifications for a specific job and to choose the applicant who is most likely to perform

that in job

According to Yoder - "the living process is a one or many 'go no-go gauge.

Candidates are screened by the application) of their tools

Steps in selection process:-

1. Preliminary Interview :A special interviewer or a high caliber receptionist in the employment office

usually conducts the initial screening. This interview is essentially a sorting

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process in which prospective applicant are given the necessary information about the

nature of the in the organization. Necessary information is also elicited from the

candidates about their education, skills, experience, salary expected etc.

2. Application Blank:An application blank is a traditional, widely accepted device for getting

information from a prospective applicant. The application form should provide all the

information relevant to selection. But reference to caste, religion, birthplace may be

avoided as it is regarded an evidence of discrimination. Generally' an application form

contains the following information.

a. Identifying information: Name, Address, Telephone no.

b. Personal information: Name, Age, Sex, Marital Status, and Dependents.

c. Physical Characteristics: Height, Weight, and Eyesight.

d. Education: Academic education, Professional Degree, work experience,

references etc.

3. Selection Test : Many organization hold different kinds of selection tests to know more about the

candidates. A test is a sample of some aspect of an individual's attitudes behavior and

performance. Tests are useful when the number of applicant is large. In India the use of

psychological and other tests is gaining popularity.

4. Employment interview:It is face-to-face interaction between two persons for a particular purpose.

Selection test is normally followed by personal interview of the candidate. It

consists of interaction between interviewer and applicant. It helps in obtaining

information about the background, 'education training, work history and interest of the

candidate and giving Information to him about the company and policies. As well as it is

also helpful to establishing friendly relationship between the employer and the candidate.

It can be different types like information, formal, structured, unstructured, depth, group

and stress interview.

5. Medical Examination:It is carried out to ascertain the physical standards and fitness of prospective employee.

Either company's physician or a medical officer approved for the purpose. It determines

candidate's physical fitness for the job. It prevents the employment of people suffering

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from contingencies disease. It provides a record of the employee's health at the time of

selection. This record will .help in setting company's liability under the workmen

compensation act for claim for an injury.

6. Reference checks:Many organizations ask the candidates to provide the names of two or three persons who

know him well. The organization contacts them by mail or telephone. In this way

organization can get more information about the candidate like character, working etc.

7. Final Approval:On the basis of the above steps the selection committee or personal department

recommends suitable candidates for selection. The candidate short-listed by the

department is finally approved by the executives of the concerned

departments.Employment is offered in the form of an appointment letter, mentioning the

post, the rank, the salary grade, and the date by which the candidate should join and other

terms and conditions in brief.

8. Placement:After all the formalities are completed the candidate are placed on their jobs, initially on

probation basis. The probation period may range from 3 months to 2 years. During this

period they are observed keenly and when they complete this period successfully they

become the permanent employment of the organization.

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CHAPTER-5

ACTUAL PRACTICE OF RECRUITMENT & SELECTION AT INDIA INFOLINE

At India Info line, I was asked to recruit candidates for two designations for the product

Insurance. These are as follows:

1. SENIOR RELATIONSHIP MANAGER (SRM) - Employees at this position were

directly linked to selling demat accounts and catering to needs of clients. They must have

experience of more than 3 years in broking industry and they should possess good

communication skills.

2. RELATIONSHIP MANAGER (RM) - Employees at this position were directly linked

to selling demat accounts and catering to needs of clients. They must have experience of

more than 1 year in broking industry and they should possess good communication skills.

JOB ANALYSIS

ASSESSMENT OF VACANCIES

PREPARING THE DATABASE FROM INTERNET (Naukri.com)

CONTACTING INTERESTED CANDIDATES AND FORWARDING THEM THE COMAPANY PROFILE

SCREENING OF RESUMES OF INTERESTED CANDIDATES

SHORTLISTING OF RESUMES

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FILLING UP OF APPLICATION BLANK

WALK-IN INTERVIEW( 1st Round)

PERSONAL INTERVIEW( 2nd Round)

SALARY OFFER

INDUCTION & TRAINING

DETAILED DESCRIPTION OF THE WORK DONE

JOB ANALYSIS: The project duration was for 2 months, and we did it under the guidance of

Ms.Priya Dhariya. We were suppose to recruit different people from

internet(Naukri.com). We were told to target only the area of delhi,lucknow and jaipur

for the purpose of recruitment of two posts SRM and RM

PREAPARING THE DATABASE OF POTENTIAL EMPLOYEES FROM

INTERENT : The list of prospective candidates are taken from employee zone and

then by inserting key words like HNI sales, broking and banking.We have also an feature

of PREMIUM RESUME for that we call naukri.com to get resumes.

CONTACTING THE LIST OF POTENTIAL EMPLOYEES AND FORWARDING

THEM COMPANY PROFILE:

I then contacted the respective list of candidates by getting their numbers through

resumes. After talking to the candidate asking about his interest for the job, his

experience we fix walk in interview time for the candidate. For the post of senior

relationship manager person having experience of 1-3 years, knowledge of handling

CASA(Current account/Saving account),demat handling, knowledge of equity,

commodity and mutual funds and presentable and having good communication skills

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were considered. For the post of Relationship Manager students, person having

experience of 1 year, knowledge of handling CASA(Current account/Saving

account),demat handling, knowledge of equity, commodity and mutual funds and

presentable and having good communication skills were considered.

SCREENING OF RESUMES OF INTERESTED CANDIDATES:

After approaching the list of prospective candidates, i then received the resumes of the

interested candidates (generally the soft copies).As the requirement was for two different

posts, different factors were taken into consideration for the purpose of screening of

resumes. These are discussed as below:

SENIOR RELATIONSHIP MANAGER:

For the designation of SRM, I looked into the following factors for the purpose of

screening of resumes:

PRESENTATION OF RESUME: - The overall presentation of the resume was

looked upon. Resumes with grammatical errors, bad layout, and informal

presentation were rejected.

AUTHENTICITY: - In case of a hard copy, authenticity was checked by assuring

that the resume was duly signed by the candidate.

AGE: - The minimum age required for the candidate to apply for the above post

was 21years.

WORK EXPERIENCE: - The most important factor to be looked upon was the

work experience of the candidate. If non-mba, .the candidate needed to have

minimum work experience of at least 2-3years in the field of selling any financial

product, preferably insurance. An mba graduate, without any work experience,

was required to have done his/her summer internship in selling only financial

product, preferably insurance.

NATIVE CITY: - The native city of the candidate was also looked into so as to

find out if the company had any office out there in that city. If the city matched,

then the candidate could be considered for transfer.

EXTRA CURRICULAR ACTIVITIES: - Since the requirement was for a

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"RELATIONSHIP MANAGER", communication skills were tried to be assessed

through the resume forwarded. It was preferred if the candidate had held any

position of Captain of any team or had organized any event on his own, or any

other activity that demonstrated his relationship managing.

RELATIONSHIP MANAGER:

I looked into the following factors while screening the resumes for the post of RM:

PRESENTATION OF THE RESUME:- The overall presentation The overall

presentation of the resume was looked upon. Resumes with grammatical errors,

bad layout, and informal presentation were rejected.

AUTHENTICITY: - In case of a hard copy, authenticity was checked by assuring

that the resume was duly signed by the candidate.

AGE: - The minimum age required for the candidate to apply for the above post

was 18years.

NATIVE CITY: - The native city of the candidate was also looked into so as to

find out if the company had any office out there in that city. If the city matched,

then the candidate could be considered for transfer.

ACADEMIC QUALIFICATIONS: - Candidates having at least 55% throughout

were proffered.

EXTRA CURRICULAR ACTIVITIES: - The pre- requisite requirement for the

candidates applying for this post was to have excellent communication skills. This

was assessed by looking into the extra curricular activities performed the

candidate. Candidates with active participation in debates and in similar events

where strong communication skills were required were considered.

HOBBIES: - As the post of RM included massive interaction with customers, the

person of an extrovert personality was preffered. The personality of the candidate

was tried to be judged through his/her hobbies. A person interested in outdoor

games, giving performances (such as dancing ets) or any other activities involving

interaction with people generally reflected the traits of an extrovert personality.

On the other hand, person inserted in indoor sports and activities (reciting poems,

painting etc) generally reflected the traits of an introvert personality.

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LINGUISTIC PREFERENCES: - Candidates familiar with the local language

were also given preference.

SHORTLISTING OF THE RESUMES:

I then short listed the appropriate candidates by preparing an Evaluation Sheet. The sheet

included the parameters, important for the applied post (as discussed above). This helped

in short listing of the resumes. After short listing, I submitted the evaluation sheet to our

HR manager for approval.

INFORMING THE SHORTLISTED CANDIDATES AND FIXING DATE FOR

INTERVIEW:

After gaining approval from our HR Manager regarding the short listing of the resumes

of the candidates, I then prepared the list of short listed candidates. Thereafter, I informed

the candidates by either mailing the list to the respective institutes or by contacting the

candidates personally. The date and time for carrying out the selection process was then

informed.

FILLING UP OF APPLICATION BLANK:

The short listed candidates were then called upon the decided date and time and were

then asked to fill up application blank. Hereupon, the candidates gave their personal

details along with academic qualifications and work experience. It helped to cross-check

with the information provided in the resume by the candidate. It also gave an insight into

the family background of the candidate and also provided the details of the persons to be

referred to.

CONDUCTING WALK-IN INTERVIEW:

For the designation of SRM, I took the first round of the candidates. The short listed

candidates were qualified for 2nd PI round which was usually at taken by our HR

Manager or any other concerned senior authority.

For the designation of SRM, only one walk in interview was conducted, solely by me.

Though the walk in interview was a two-way communication round, I spoke less and

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encouraged the candidate to speak the most.. I tried my best to put the candidates at ease

and to make them fully comfortable started off with the interview with some light chat

like asking the candidate to speak something about himself and about his family

background. This helped me to check his communication skills and his confidence.

Details about family background provided me an insight about the native place, family

culture, his own responsibilities towards family. To some extent it also helped in judging

his behavior and his basic need for the job I then asked questions related to his/her

hobbies to allow him/her to speak more. This further allowed me to judge his/her as a

person .I then asked the candidate about his strengths and asked to support them with

examples. This helped me to judge whether the candidate’s strengths matched with those

required for the job profile. For working in broking industry one needed to have good

communication skills, market knowledge, should be adaptable, capable of handling

stress, managing time and good at building relationships. I also asked the candidate about

his weaknesses and then asked him as what he was doing to improve upon them . This

helped me to judge his attitude, sense of responsibility and level of seriousness. All these

questions also helped me to find out as such how much the candidate knows about

himself. I asked the candidate about his knowledge regarding the company and the

reason he wanted to join our company. This helped me to judge how interested the

candidate was in the company and his urge to join .. I also asked him questions related to

sales marketing. I also asked the candidates some situational based questions regarding

selling. Then I tried to put some questions to check the candidate's retain ability in the

company such as by asking his future plans. I asked the candidate what were his

expectations from the company. I then explained him the job profile, CTC and cleared all

his queries. At last I thanked him for applying to the company.

During this course of training the selected candidate were given full knowledge

about the all products. The selected candidate were totally molded perfectly to

perform at there best on the field.

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CHAPTER-6

RESEARCH METHODOLOGY:

RESEARCH OBJECTIVE:

The main objective of my project “Recruitment And Selection” is to study the various

methods and procedures of India Infoline for the recruitment of employees. Recruitment

is a pervasive function as all organization. So my aim is to gather all the necessary

information from the respective authority i.e. HRD, accounts, research and development

and marketing etc. and to summarize an the information collected from various

departments and get a complete picture of recruitment and selection procedure at India

Infoline.

1) To study the recruitment & selection procedure of India Infoline.

2) To study that what type of candidate do company prefer to select like fresher or experienced.

3) To study that what sources are used for the recruitment and selection

RESEARCH DESIGN:

A Research design is the arrangement of collection and analysis of data from the

employee in a manner that is relevance to the research purpose as per the company’s

guidelines. Research is a journey from known to unknown facts. The manipulation of

things, concepts or symbols for the purpose of generalizing to extend, correct or verify

knowledge, whether that knowledge aids in construction of theory or in practice of an art.

It is the descriptive research and to find the effectiveness of Recruitment and selection.

The main aim is, to find out the effectiveness of Recruitment & Selection procedure and

submit the suggestions and recommendations, which is coming out from the research, to

India Infoline Limited New Delhi.

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DATA COLLECTION:

1. Primary data

The literature study was also useful in designing the questionnaire. Several rough drafts

were prepared for forming of the questionnaire. These data’s were collected by structured

questionnaire, inline with the outcome to fetch the real findings what is the prevailing

practice with respect to India Infoline recruitment & Selection policy.

2. Secondary data

Secondary data was collected on the basis of company profile, Company magazines and

some advertisement, internet and the likes.

SAMPLING DESIGN

1.Sampling: it is simply the process of learning about the population on the basis of the

sample drawn from it. Thus in the sampling technique instead of every unit of the

universe only a part of the universe is studied and the conclusions are drawn on that basis

for the entire universe. This process involves three elements:

Selecting the sampleColleting the dataMaking an inference about the population.

2.Sampling unit: The sampling units selected for the study/were the employee survey.

3.Sampling Technique: The following technique was used: Convenience Sampling.In this type of sampling, the choice of the sample is left completely to the convenience of the investigator.

4.Sample size: A sample is a subset of population units. Using the above technique, a sample of 100 employees was selected.

ANALYTICAL TOOLS:

Analytical tool used is tabular representation, sample size and pie chart for easy understanding of the finding of result.

Questionnaire: A questionnaire was designed in order to know about the various aspects

of the recruitment and selection procedures of the company India Infoline. Structured

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questionnaires were used, as the questions were predetermined, specific and concrete.

Multiple-choice questions were used. Care was taken not to add questions related to

personal life or any kind of strenuous questions. The language was kept simple so that the

respondents could easily understand it.

Personal interview: In order to know about the hiring procedure i.e. the basis for

recruitments, recruitment and selection techniques etc. a personal interview was

conducted with the Senior Executive of the HR department. It was a combination of

structured as well as unstructured typed as the questions were predetermined but no

specific sequence was followed and no standardized technique was used for recording it.

The interview was kept short taking care of the precious time of the interviewee. Oral

investigation from Senior Officers is also done at India Infoline.Secondary data was also

used in order to find out the aspects of recruitment and selection process.

Methods of Secondary Data was used in India Infoline

a) Reference by Books

b) Reference By Internet

c) Reference by India Infoline written data

SCOPE OF THE STUDY:

The entire project study is designed to cover the whole organization of india

Infoline limited, New Delhi.

The primary objectives are to analyze and understand the employee’s opinion and

ideas regarding Recruitment and Selection.

To understand the kind of Recruitment and Selection, preferences of employees and

observe the prevailing practice at. India Infoline limited, New Delhi

The scope of study can be classified into:

Benefits to the organization:

This study helps to understand the nature of employee’s opinion about Recruitment and

Selection procedure, and identify the improvements to be made in the existing system .By

verifying the employee’s suggestion; the company can adopt new policies towards

Recruitment & Selection.

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Benefits to the Researcher:

This study helps to understand the realistic procedures of Recruitment & Selection and gain the practical knowledge to the researched.

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CHAPTER - 8 DATA ANALYSIS AND INTERPRETATION

Q.1 Are you satisfied with the Recruitment & Selection policies of India Infoline?

YES NO68 32

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

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

EXPERIENCED FRESHER75 25

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

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Q.3 Is it right to recruit a fresher?

YES NO CAN’T SAY62 33 5

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

Q.4 What source of recruitment do you choose?

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PRESS ADVERTISEMENT

CONSULTANCY DATA BANK

CAMPUS SIMILAR ORGANIZATION

13 22 12 43 10

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

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Q.5 Are internal promotion used in the company?

YES NO85 15

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

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Q.6 Are Reference Checks necessary for every candidate?

YES NO CAN’T SAY53 42 5

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

Q.7 Are the employees satisfied with the recruitment procedure of the

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company?

YES NO85 15

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

Q.8 Does the company conduct online recruitment?

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YES NO88 12

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

Q.9 Does internal promotion are also used for Recruitment and Selection Process?

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YES NO61 39

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

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

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IMPORTANT NOT IMPORTANT NOT SO IMPORTANT

63 34 4

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

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

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YES NO72 28

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

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

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I YEAR 2 YEAR 3 YEAR37 45 18

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

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

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YES NO68 32

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

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

YES NO75 25

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

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FINDINGS AND CONCLUSIONFINDINGS1. Mostly experienced candidate are recruited in India Infoline for technical jobs.2. Vacancies are floated mostly through print media i.e. through newspaper.3. Interview are generally conducted in three phases:

Personal Interview Technical Interview H.R. Interview

4. Internal promotions are also used in this company.5. Reference checks are an important part of their selection procedure.6. After selection probation period is of 2 months.7. They give 15 days time for joining after final selection.8. Candidates are selected only through the proper procedure of recruitment andselection.9. The company takes 2 months time for completing the whole process ofrecruitment & Selection.10. 75% employees feel that fresher should be recruited for marketingjobs.11. 85 % employee are satisfied with the Recruitment procedure of the Company.12. 85 % employees feel that Recruitment should be from external sources and 15 %external sources.CONCLUSIONRecruitment & Selection in India Infoline is good enough. To pick out good qualitypeople from the crowd. Recruitment is an important function as it makes it possible toacquire the number and type of persons necessary for the continued functioning of theorganization. Careful recruitment of employees is particularly important in India becausethe chances of mismatching the job and the person are greater. Due to widespreadunemployment the job seeker tends to accept any job irrespective of his suitability. Thebasic purpose of Recruitment is to locate the sources of people required to meet jobrequirements and attracting such people to offer themselves for employment in theorganization.

CHAPTER - 6SUGGESTION AND RECOMMENDATIONS

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India Infoline Ltd. is the leading company in the area of telecom. It has a well-organized“Human Resource Department” for helping and maintaining the company, forachievement of its goal & Target.I would like to mention some points that will help the organization in near future.

The company should conduct online Recruitment, which will help them to findmost capable candidates from allover the world.

India Infoline Ltd can recruit the fresher candidates of technical field and cantrained them by on job training method so that they can work effectively.

India Infoline should give emphasis on recruitment by placement agencies as theycan conduct the preliminary interview for the company.

By involving placement agencies for conducting the preliminary interview orshort-listing the candidates according to the requirement for the post, company canshorten the time period, which it takes for recruitment & selection process.

ANNEXUREQUESTIONNAIRERepresent the data through graphs so that the objectives of the study can be analyzed.Name :Age :Gender :Marital Status :Occupation :Working Experience :Income :No. of Family Members :Family Income :Q.1 Are you satisfied with the Requirement & Selection policies of RelianceInfoocomm?Yes NoQ.2 What type of candidates do you really prefer?Yes NoQ.3 Is it right to recruit a fresher?Yes NoQ.4 What source of recruitment do you choose?Press Advertisement ConsultancyData Bank CampusSimilar OrganisationQ.5 Are internal promotion used in the company?Yes NoQ.6 Are reference checks necessary for every candidates?

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Yes No Can’t SayQ.7 Are the employees satisfied with the recruitment procedure of the company?Yes NoQ.8 Does the company conduct online recruitment?Yes NoQ.9 Does internal promotion are also used for Recruitment and Selection Process?Yes NoQ.10 How important external and internal sources are for recruitment?Important Not ImportantNot so ImportantQ.11 Are you satisfied with the time period which company takes for recruitment andselection process?Yes NoQ. 12 Since how much time are you working with this company?1 years 2 years 3 yearsQ.13 Are you satisfied with the tests taken during the recruitment process?Yes NoQ. 14 Is the proper procedure selected for recruitment & selection by the company?Yes No

BIBLIOGRAPHY1. H.R.M. Dr B.C. Gupta2. Personnel Management C.B. Mammoriawww.ril.comAll the HR department

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