A

PROJECT REPORT
ON

“STUDY OF RECRUITMENT AND TRAINING”

IN
“ANAND RATHI SECRUTIES PVT.LTD.”

IN PARTIAL FULFILLMENT IN AWARD OF

PGDM TWO YEAR FULL TIME PROGRAMME

UNDER THE GUIDANCE OF

MISS ASTHA GUPTA MR. VINOD PANDEY

(FACULTY GUIDE) (COMPANY GUIDE)

SUBMITTED BY

MANJARI SAXENA
PGDM (2008-2010)

Maharishi Arvind
Institute Of Science And Management
Ambabari circle, Ambabari, Jaipur- 302023
Phone: 2335487, 2234216, Fax- 0141-2335120.
E-mail: maism@datainfosys.net
Website:www.maismom

1
 ACKNOWLEDGEMENT

I take immense pleasure in completing this project and submitting the final research

report. 45 days with Anand Rathi. has been full of learning and sense of contribution

towards the organization. I would like to thank the organization for giving me an

opportunity of learning and contributing through this research report. I also take this

opportunity to thank all those people who made this experience a memorable one..

During the actual project work, Mr.Vinod Pandey has been the source of inspiration

through their constant guidance; personal interest; encouragement and help. I convey my

sincere thanks to them. In spite of their busy schedule they always found time to guide

me through the project. I am also grateful to them for reposing confidence in my abilities

and giving me the freedom to work on my project

Miss Astha Gupta (Faculty of MAISM), who is my faculty guide. I say thanks for their

tremendous support and help. I felt motivated and encouraged every time.

I would also like to extend gratitude to my institute – MAISM for giving me an

apportunity to have a practical experience of Job. I am grateful for their constant support

and help

MANJARI SAXENA

{II Sem. P.G.D.M MAISM }

2
3
 Maharishi Arvind
Institute Of Science And Management
Approved by All India council for Technical Education
(AICTE), Ministry of H.R.D., Govt. of India,
Affiliated with Rajasthan Technical University (RTU), Kota

Certificate
This is to certify that Ms. MANJARI SAXENAof PGDM II semester of session 2008-10
has completed her project study work as per the requirements of PGDM programme of
MAISM Ambabari Jaipur.
She has done her project on “Annual Performance Appraisal System In RIICO” under my
guidance. The work is done only for academic purpose.
I am fully satisfied with her work and recommended its acceptance in the partial
fulfillment of the requirements for the award of PGDM course.
I wish her all the success.

Miss Astha Gupta

Faculty guide
MAISM

Ambabari Circle, Ambabari, Jaipur-23.Ph.: 0141-2334873, 2335487, 2234216. Cell: 98281 99937
Fax: 91-141-2335120. E-mail: maism@datainfosys.net. Website: www.maism.org, www.mai

EXECUTIVE SUMMARY

4
Summer training provides an opportunity to the student of professional studies,
particularly so far in management studies, to acquire practical skills and hand on
experience by actually being a part of the organization and their processes. One really
gets opportunity to learn the culture and dynamics of them andenhances the knowledge of
the trainee.

Working in the organizational environment is the first step of the trainee in the practical
world. From the very first day I started relating to the work which wsa assigned to me
with the theoretical studies.

All the basic fundamental concepts are linked in one way or the other ways to the
organization.

The well planned properly executed and evaluated vocational training helps a lot,
including good work culture. It actually builds a bridge between theoretical knowledge
and practical application.

Hence to learn the work from basics I undertook 45 day’s training in ANAND RATHI
JAIPUR

Also I like to mention the candidates with whose details my report and training was
bagged by datas and made the analysis part look good

5
TABLE OF CONTENTS PAGE NO.

1 ACKNOWLEDGEMENT………………...................2
2 CERTIFICATE FROM THE COMPANY………….3
3 CERTIFICATE FROM THE FACULTY GUIDE….4
4 EXECUTIVE SUMMARY…………………………5
5 INTRODUCTION OF THE COMPANY………..7-12
6 INTRODUCTION OT THE PROJECT TOPIC13-36
RECRUITMENT ………………………….13-24
TRANING ………………………………25-36
7. PROJECT PROFILE…………………………..37-38
8. RESEACH METHODOLOGY ………………39-40
9. DATA AND DATA ANALYSIS……………..41-50
10. CONCLUSION………………………………..51-53
11. SUGGESTION …………………………….54-55
12. BIBLIOGRAPHY…………………………….56

6
INTRODUCTION TO THE COMPANY

ABOUT ANAND RATHI

ANAND RATHI (AR) is a leading service securities firm providing the

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

The firms philosophy is entirely client centric, with a clear focus on

providing long term value addition to clients, while maintaining the highest
standards of excellence, ethics and professionalism. The entire firms
activitices are divided across distinct client groups: individuals, private
clients, corporate and institution..Anand Rathi was ranked amongst top 5
wealth manager for ultra-Richs by Asia money 2006 poll.

In year 2007 citigroup venture capital joined the group as financial partner.

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MILESTONES

1994: Started activities in consulting and institutional equity sales

with a staff of 15 persons.

1995: Set up a research desk and empanelled with major

institutional investor.

1997: Introduced investment bankig business & Retail brokerage

services launched

1999: Lead managed first IPO and executed first M&A deal.

2001: Initiated wealth management services.

2002: Retail business expansions recommences with ownership model.

2003: Wealth management assets cross Rs. 1500 crores.

Retail Branch network exceeds 50
Insurance broking launched.
Launch of wealth management services in Dubai.

8
2004: Retail branch network expands 100 locations in India.
Commodities brokerage and real estate services introduced.
Wealth management assets cross Rs. 3000 crores
Intitutional equities business re launched and senior research team put
in place.

2005: Retail branch network expands across 130 locations with

India.
Real Estate private Equity Fund Launched.

2006: AR Middle East, WOS acquires membership of Dubai Gold

and Commodity Exchange.
Ranked 6 in FY2006 for all India Broker performance in equity
distribution in the high net worth individual category.
Completes its presence in all stats across India with offices at 300
locations.

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

Retail costumer base crosses 100 thousand.

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

9
PRESENCE OF ANAND RATHI IN INDIA

Andhra Pradesh Assam

Bihar Chhattisgarh

Delhi Goa

Gujarat Haryana

Jammu & Kashmir Jharkhand

Karnataka Kerala

Madhya Pradesh Maharashtra

Orrisa Punjab

Rajasthan Tamil Nadu

Uttar Pradesh Uttranchal

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SERVICES PROVIDED BY ANAND RATHI

• Demat Services.
• NSE, BSE trading services.
• Commodity trading.
• Mutual Fund Distribution.
• Life insurance and non-life insurance Distribution
• IPO.
• Online trading.
• Financial advisor.
• Research Assistance.

11
CORE STRENGTHSOF ANAND RATHI

BREADTH OF SERVICES

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

MANAGEMENT TEAM

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

business as well sa industry experience.

IN- DEPTH RESEARCH

AR research team is very experienced having in- depth knowledge of both products and
financial markets.

Mr. Anand Rathi- Group Chairman

Chartered Accountant
Past President,BSE ears of exper
Mr. Pradeep Gupta-Vice Chairman
15 years of experience
Mr. Anand Rathi-Managing Director
Chartered Accountant & MBA

12
INTRODUCTION TO THE PROJECT TOPIC

13
Recruitment Process
Recruitment is a process of attracting pool of potential candidates from the labour market
to apply for the job where as selection is an elimination process to choose the best fit for
the job. Recruitment is the process of searching for the attracting qualified candidates to
apply for the positions that are available.

Objective

Ensure precisely channeled selection of resources, to enable achievement of the

company’s business goals. In other words, to make a positive impact with clients, thereby
increase the goodwill and equity for the Company, leading to better market standing.

The Generic Overview :

PHASE I – Identification of Prospective

Candidates
Job Boards
Candidates References
Application received for Job
Postings
↓

PHASE II – Candidate Profiling and Assessment

Skill sets & Degree of Difficulty
Level of Experience
Market acceptance for the skill
Candidate expectation
↓

PHASE III – Candidate Selection Technical

screening
Taking references
Making the Offer

↓
PHASE IV – Candidate Induction Process
Sending the Employment
Agreement
Assigning the candidate to
The BDM
↓

PHASE V – Candidates Hand Holding and on

project support
Preparing for interview
Conducting Mock Interview
Just in time training on cutting
Edge Technology
Looped Feedback Mechanism
While at client site to ensure
Null redundancy.

14
 The Applicant Databank is a Central Repository of Applicant
related information.

The Recruitment Process has difference options – Direct and Through Requisitions :
Direct : The Candidate required for a vacant position in the organization is
Searched from the Applicant Data Bank and given an offer.
Through : The requisition process Comprises of Manpower Requisitions
Requisitions from the organization.

After Approval of the Requisitions of Applicants are short listed from the Applicant Data
Bank based on the Position, Experience, Skill Set, and Qualification as required from the
Requisition.

The Short Listed Applicants are then called for an Evaluation Process that is based on
Pre-defined steps for the respective Positions. After clearing the evaluation process an
offer letter is given to the selected applicants.

If the Applicant is rejected or on Hold during Evaluation process, the Applicant goes
back to the Applicant Data Bank with appropriate status.

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

General

Resume Scanning

Preliminary Interview

Final Interview

Antecedent Verification

Walk In

Colleges

The Flowcharts describing the various steps of Recruitment Process are as follows :

15
 RECRUITMENT PROCESS
Search profiles as per the job & competencies
required through Job portals, References and word of
mouth.
Name
Organization
↓ Location
Present Designation
Highest Education
Call the candidates to know present profile & Total Exp
interests. Brief him about his Prospective Profile & Present Salary (per month)
Reliance Retail Business. Ask them to send their Contract No.
updated profiles. Status
RPAT Score
Version
↓ Language
% marks
Name of College/University
Maintain a detailed MIS of all the Candidatures → Age
received. Sex
Function
Date
↓ Status
File No.
Source
Screening of the candidature by the Functional Team Name
(Local or HO). Met by
Interview

Decide and inform the Panel about time, date & venue Name
three days before the scheduled date. Inform the DOB
candidates about Data, Time, Venue, Contact No. & Age
Contact Person, Travel Reimbursement & Eligibility Interview Panel
Positions
↓ Department
Qualification
Conduct RPAT assessment tool for all the candidates. → Institute Name
Ask them to fill candidate Detail Form. Year of Passing
Experience
↓ Companies Worked in
Current Location
Interviews to be conducted by the Panel & following Contact No.
Documents to be handed over to the Panel before the Source of CV
interview. Interview Date
− RPAT Score Sheet Interview Time
− Resume
− Interview Assessment Sheet (To be
filled by the Panel)

16
 RECRUITMENT PROCESS
Short-listed Candidates to be informed regarding their
status and ask them to register on the Reliance
Website. Conduct a Reference check for the
candidate. Update the Status of the candidate in the
MIS.

Document all the interview details on the Retail HR

Portal. Generate the Offer letter.

Inform the candidate about the offer letter and confirm

its receipt.

17
 RECRUITMENT PROCESS – RESUME SCREENING

Check for Job Description Why ?? Whether it matches

with our Job Profile
↓
Check for Experience Why ?? Whether it matches
with our requirements
↓
Check for the Frequency Why ?? To know the stability of
of Job Change the candidate on a job
↓
Check for the Educational Why ?? Whether it is up to the
Qualification required level
↓
Check the Location & Why ?? Whether there is any
Present Address constraint in the
mobility of the person
↓
Check the Salary Why ?? To know the
Expectation negotiation level that
has to be undergone
↓
Check the Salary Why ?? To know the
Expectation negotiation level that
has to be undergone
↓
Check for the Notice Why ?? To know the period
Period Required, if within which the
mentioned in the Resume candidate can join
↓
Check for References Why ?? To know the
authenticity of the
candidate
↓
Check the Contract Why ?? So that the candidate
Details can be called for the
interview
↓
Check Details like Why ?? To know the candidate's
− Age present status
− Marital Status
− Family Details

18
 RECRUITMENT PROCESS – PRELIMINARY INTERVIEW

∗ HR Term Member
Selection of Panel
∗ Functional Head, if needed

∗ Time, Date & Venue to be

decided

Ladies & Outstation Candidates

first
Scheduling of Interview
Senior Level
Process
Junior Level
(Duration to be set accordingly)

Check his
∗ Family Background
Conductive of the ∗ Communication
Interview ∗ Attitude
∗ Commitment Level
∗ Strengths & Weaknesses

If the candidates if found not

suitable ?? Data Bank

If Suitable

Prepare for the Final

Interview

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 RECRUITMENT PROCESS – FINAL INTERVIEW

∗ HR Term Member
Selection of Panel
∗ Functional Head

∗ Time, Date & Venue to be

decided

Ladies & Outstation Candidates

first
Scheduling of Interview
Senior Level
Process
Junior Level
(Duration to be set accordingly)

Interviews to be conduced by
the Panel & following
Documents to be handed over
to the Panel before the
interview
− RIT Check for his
− Resume ∗ Technical Skills
− Interview Assessment ∗ Knowledge Level
Sheet (To be filled by the ∗ Achievements
Panel) ∗ Career Graph
− Employment Offer
Initiation Sheet (To be
filled by the Panel)
− Short listed Candidates
Format (Excel Format)

If the candidates if found not

suitable ?? Data Bank

If Suitable

Issuance of Offer
Letter

20
RECRUITMENT PROCESS – ANTECEDENT VERIFICATION

Before the issuance

of Offer Letter

Who can be Friend and/or relative - 

Names & Phone references ?? Immediate Supervisor -  , OR
No of Two
Professor and/or Lecturer - , OR
References taken
from the candidates Parent's friend and/or Family friend - , OR
Employee of RIL - 

To person referred is
called telephonically & is If found On Criminal/Moral
asked about the candidate unsatisfactory ?? Grounds –
(Format Attached)
The candidate will be not be
given the offer letter and hence
rejected.
On Other Grounds – Decision
will be taken by the Panel for
review.

If found
satisfactory

Issuance of Offer
Letter

21
 RECRUITMENT PROCESS – WALK IN

If Profile is not suitable for the Retail

Screening of profiles as Business ?? Tear It Off !!
per the job &
competencies required Data Bank
If Profile can be used later on

If the candidate doesn't qualify ?? RIT

RIT Test to be taken Unqualified
(Qualifying Marks – 16/50) Data Bank

If Qualified
Note down details of the his like
Present Profile & Interests Brief
Preliminary Interview
him about his prospective Profile
& Reliance Retail Business

Fill the candidate's

Short listed information in the Prescribed
Excel Format
Interviews to be conduced by the Panel
& following Documents to be handed
over to the Panel before the interview
− RIT
− Resume
− Interview Assessment Sheet (To be
filled by the Panel)
− Employment Offer Initiation Sheet
(To be filled by the Panel)
Short listed Candidates Format (Excel
Format)

If not suitable ?? Data Bank

If Suitable
Issuance of Offer
Letter

22
 RECRUITMENT PROCESS – WEB PRTAL

Identify the requirements Basis ?? Department, Qualification, Experience,

of the position Competencies & Skills Required
↓
Assess the Web Sites & Sources ?? monster.com, jobsahead.com,
Search Profiles naukri.com
↓
Screening of profiles as
per the job &
competencies required Note down details – Name Contact
↓ If suitable No, Exp., CTC
Call the candidates to If Profile is not Tear It Off !!
know Present Profile & suitable for the
Interests & ask for a soft Retail Business ??
copy of the CV Brief him
about his Prospective Data Bank
If Profile can be used later on
Profile & Reliance Retail
Business
Fill their Information in the
↓ Short listed prescribed excel format
Inform the Panel about time, date
& venue
Inform the candidates about
Date, Time, Venue,
Contact No. & Contact Person
Travel Reimb. & Eligibility

↓ If the candidate doesn't qualify ?? RIT

RIT Test to be taken Unqualified
(Qualifying Marks – 16/50) Data Bank

Interviews Process to be scheduled

↓ If Qualified
− Ladies & Outstation Candidate first
Interviews to be conduced by the Panel
& following Documents to be handed − Senior Level
over to the Panel before the interview − Junior Level
− RIT
− Resume
− Interview Assessment Sheet (To be
filled by the Panel)
− Employment Offer Initiation Sheet
(To be filled by the Panel)
− Short listed Candidates Format
(Excel Format)

If not suitable ?? Data Bank

If Suitable
Issuance of Offer Letter

23
 RECRUITMENT PROCESS – RESUME SCREENING

All the collegers/shiksha Mapping/shortlisting can be

samities to be mapped & done through Yellow Pages,
short listed Souvenirs, Phone Directory

↓
Facilitate the highest authority
Contact the administrative
with a token gift of
office/placement cell for
appreciation Brief the officials
appointment with the
about our vision, mission,
concern authority
values and our requirements.
↓

Brief about Reliance Retail –

Show a presentation on Now and Future,
Reliance – its vision, Opportunities for the students,
mission, values Prospects for their future
growth

Ask for references from where

Interact with the students we can get the similar data
& professors including the adult family
members

Brief the students & Get the Data Sheet filled by

professors about RR – the students & professors for
Possibilities of growth, their ask them for the
Income, Recognition references.

Collect & Create the data

bank for action.

24
TRAINING & DEVELOPMENT

25
 Training & Development

Objective :

To help build a skilled, well-trained and professional workforce; to strengthen

organizational leadership; and to adopt leading-edge management practices to encourage
innovation and continuous improvements in performance.

Goal :

Employees to master the knowledge, skill, and behaviours emphasized in training

programs, and apply them to their day-to-day activities.

What T & D Means ?

 Training = Altering behaviour

 Development = Increasing knowledge
 Learning = Permanent change in behavior

Training refers to a planned effort by a company to facilitate employee's learning of job-

related competencies.

Why Training ?

Provides HODs direction and support to :

Building Individual Capacity :

 Required Training
 Directive on the Administration of Required Training
 Professional Development
 Leadership Development Programs

Strengthening Organizational Leadership

Encouraging Innovation in Retail

26
 Training Process

Training Needs and Consultation with

Analysis Department Head
↓
Identifying Skills,
Help in Identifying
Attitude and
Types of Training
Knowledge
↓
Design the Training Handling over the
Module Operations
↓
Any change if
Validation of
required is Changed
Operation
or edited
↓

Training Team

↓
What kind of
Level and Duration training audience ?
of Training What would be the
tenure of Training
↓

Selection of Trainer

↓
Training dept
selects the trainer
Train the Trainer and then selected
undergoes the
training
↓

Plan and Deliver

After completion of training program feedback is taken

and provided to the training department .

27
 Training Process

Training Needs and Consultation with

Analysis Department Head
↓
Consult with
Employee performing
the task
↓
Customer Feedback

A). Present Competency Level of the Employee

B). Company Expectation in terms of Competency

To gap between A & B is there called as Training need and the excess is known as
training need analysis.

28
Importance of T & D

A company's human resources are, potentially, its greatest asset. Training and
development of a company's human resources are critically important to its economic
growth because training and development provide the 'bridge' between potential and
actual human resource assets.

Research clearly indicates that training and development opportunities rank as one of the
most important predictors of retention. By offering training programs, [Organizations]
not only keep their employee's skill sets current, but also demonstrate that they care.
Employees who feel valued are likely to be more fully engaged [and] committed to the
[Organization's] success, and less likely to stray.

Types of Training

Orientation training for new employees

Teaching business and management skills for new hires or promotions
Training in effective people skills
Specific training for technical and professional skills

Training Methods

 Internal Training
 External/Outbound Training

Step next to external training

 One-day seminars
 College courses (From IIm, XLRI, MDI, IMT)
 Workshops
Though very costly, they can be seen as Employee perk, something to inspire Star
performers.
Benefits
 New skills
 Stimulates creative ideas
 Instills employee commitment

29
Process for Training

1. Training Need Identification

2. Planning
3. Execution
4. Evaluation

Training Need Identification

 Business Need
 Competency Profiling Gap Analysis
 Performance Management System Feedback
 Project Management Plan

Planning

 Design Training Calendar

 Monthly Training Schedule
 Invite Nominations from Functional Heads
 Identification of Internal/External Trainers.
 Prepare Training Budgets

Execution

 Receive final nominations from Functional Heads.

 Training Attendance From, Trainer's Feedback From, Training Feedback from to
be maintained
 Updation of Training Database.

Evaluation

 Comparison of Actual & Projected Attendance

 Collate & Analyze the Feedback Forms.
 Half-yearly Training Analysis.
Planned v/s actually conducted Training programs.
Projected v/s Actual Attendance
Number of Training waivers received

30
Consolidated feedback on the trainers.

31
 Components of an Effective T & D Program

Management
Support
Program
Evaluation Approved
Program
Design

Central Co-
ordination
Philosophy Framework
Statement

Qualified Recognition
Trainers and
Rewards

Delivery
Options Documentati
on

32
Components to achieve Training Goal

 Management Support
 Departmental Cooperation
 Supervisor Involvement
 Relationship to the Evaluation Process Understood
 Clear Expectations
 Training Data Maintained
 Regular Budget Review

Training Budget

 Initial communication about the training program

 Training delivery (e.g. classes, video tutorials, e-learning, course fees etc.)
 Training materials (workbooks, videos etc.)
 Staff time (including replacement time)
 Instructor fee
 Travel, lodging or meal expenses required to participate
 Ongoing training (upkeep)
 Contingencies.

Ways to Save on our Budgets

 Group training: earn volume discounts by training numerous employees at once

(Sometimes as few as three participants will qualify)
 Re-use materials: training materials such as videos have a long shelf life and may
be used repeatedly.
 Teach one, teach all: spend on off-site training for one employee, but have him or
her present their knowledge to remaining staff.
 E-learning: electronic options are cheaper than traditional, instructor-led training

How Will Current T & D Programs be enhanced by a Coordinated

System ?

 Improved coordination and awareness of T & D, including external venues and

customized learning opportunities.
 Central database for scheduling trainings, and tracking of training attended by
employees.

33
  Individual training plans will help to increase the participation in current training
activities.
 Improved support for and qualify control of Trainers.
Vary Trainer's Role

Work one-on one

 Offer insights, observations and feedback

 Share relevant experience, stories and insights
 Encourage the employee's efforts to learn

Orchestrate resources and learning opportunities

 Create meaningful challenges

 Identify appropriate opportunities
 Identify appropriate mentors

Enhance Self reliance

 Encourage learning from daily tasks

 Link with coworkers
 Allow Employees to find their own solutions

34
 Training Design Process

Force Influencing the Workplace and Training

 Globalization
 Need for leadership
 Increased value placed on knowledge
 Attracting and winning talent
 Quality emphasis
 Changing demographic and diversity of the work force
 New technology
 High-performance model of work systems

Skills needed to manage a diverse work-force include

 Communicating effectively with employees from a wide variety of backgrounds.

 Coaching and developing employees of different ages, educational backgrounds,
ethnicities, physical abilities, and races.
 Providing performance feedback that is free of values and stereotypes based on
gender, ethnicity, or physical handicap.

 Creating a work environment that allows employees of all backgrounds to be

innovative.

Roles and Competencies of Trainers

Roles
Analysis/Assessment Role
Development Role
Strategic Role
Instructor/Facilitator Role
Competencies
Industry understanding; compute competence;
data analysis skill;, research skill
Understanding of adult learning; skills in
feedback; writing, electronic systems, and
preparing objectives
Career development theory; business
understanding; delegation skills; training and
development theory; computer competence
Adult learning principles; skills related to
coaching, feedback, electronic systems, and group

35
 processes
Administrator Role Computer competence; skills in selecting and
identifying facilitates; cost-benefit
analysis;project management; records
management

Behavioral Training

 Effective Communication Skills

 Leadership Skills
 Negotiation Skills
 Competency Based Interviewing Skills
 Presentation Skills
 Basic & Advanced Feedback Giving Skills
 Management Development Programs
 Executive Development Programs
 Finance for Non Finance Managers
 Project Management Skills

36
Result or Outcomes

 Increased quality and quantity of work performance

 Decrease accidents
 Increase knowledge, skills attitudes
 Decrease costs of management
 Decrease absenteeism and turnover rates
 Increase job satisfaction – production

Reasons for Training

 Turnover
 Change in program
 Needs of organization or personnel
 Cost effectiveness
 Employee promotion and advancement

Workplace Skills

 Better Business Writing

 Customer Service
 Giving Effective Presentations
 Running an Effective Meeting
 Project Management
 Time Management

37
PROJECT PROFILE

38
Recruitment &Training Development in

OBJECTIVEN:


 To know the current trend followed by companies to recruit candidates.

 To know the requirement of the candidates

 To know the training programmers, which is best suitable?

 To know whether cost of training and returns of it matters

Scope:
 To get the best out of the rest

 To meet market needs and competencies

 To improve productivity

 To save time, as through consultancy firms, information on web sites things and
clearer with the candidates regarding the company profile.

 Improved presentation.

SIGNIFICANCE:
The significance of this study is that, the company follows a much defined path to select
candidates and set training programmers for them. More to know regarding recruitment
and training’s importance:

Reduces costs
Save time
Increases productivity
Reduces freshers
Simple management level
TO THE COMPANY:

This study enabled the company to know the way their HR managers work to select
candidates, how each and every step which is theoretically read by management students

39
are applied aptly by them to give organization better returns, as humans are the resource
that make an effective link between machines- capital and men.
TO THE RESEARCHER:

This study enabled me to know the actual scenario of the recruitment process followed by
a Company. The things which were only in pages actually came in front of me, the
efforts that are put by the HR manager to pool best candidates from a huge lot who come
for the interview.

RESEARCH METHODOLOGY

40
 Research Methodology
Universe:
Finite

Sample Size:
Random

Research Design:
Descriptive

Data collection:

• Data for the study was collected through secondary source

i.e. records of Anabd Rathi and by discussion with the staff
and HR manager.
• Research period chosen was January 2006 to june 2009
onwards.

41
DATA
&
DATA ANALYSIS

42
DATA & DATA ANALYSIS
Analysis is the most important part of any research. It needs to be unbeaten from
and with utmost care in order to draw fair conclusion the report generated is in a
analysis and interpretation from, as when required bar graph have been draw to
present a more comperehensive picture, however it is important to mention that the
research report represent the picture of the departments and heads which were
covered in the research and views given by the HR -officer.

43
 Vacant position in Anand Rathi Company from 2006 to till June
2009

vacant position
400 380

350
300
300
250
250
200
vacant position
150 117
100
50

0
2006 2007 2008 2009

Finding and Interpretation

Here we know that in 2006, the vacant position of Anand Rathi was 117 sets .because
the business was not at small scale.
2007 the vacant position was 380 because new business and new branches were opened.
2008 the vacant position was 250 because recession period was started.
2009 the vacant position is 270, and the recruitment process starts from January to
December.

44
Application received by Anand Rathi From 2006 to 2009.

Application Received
800
717
700

600
502
500
400
300
300 230
200

100

0
2006 2007 2008 2009

Finding and Interpretation

Here we come to know that in 2006 application received by company was 300.
During 2007, 717 application were received because other new branches were going to
open.
During 2008, 502 application were received.
During 2009, 230 application were received till june.

45
Finding and Interpretation

Here we come to know that in 2006 company selected 220 applicants after the
evaluation process
In 2007 655 applicants were selected because new product and branches were opened.
In 2008 450 applicants were selected .
In 2009 175 applicant are select till June.

46
Applicants were selected after short listed due preliminary interview.

SelectedcandidatesDuringprelimiar Interview
500 455
450
400
350
300
300
250
200 175
150
150
100
50
0
2006 2007 2008 2009

Here we come to know that in 2006 ,175 candidates were selected after short listed in
prelimiar interview.
In 2007, 455 candidates were selected.
In 2008, 300 candidates were selected.
In 2009, 150 candidates were selected till June.

47
Candidates selected after Final Interview.

Finding and Interpretation

Here we come to know that in 2006, 2007, 2008 & 2009 the number of selected
candidates were 120,400,210 & 110.

48
Finding and Interpretation
Here we come to know that in 2006 ,2007, 2008 & 2009 the company gave the job to
candidates were 100, 350, 150 & 100.

49
Finding and Interpretation
Here we come to know that in 2006,2007,2008 & 2009 the company provided training to
selected employees were 80, 275, 110 & 75.

50
Finding and Interpretation
Here we come to know that in 2006, 2007, 2008 & 2009 the company provide the
training to Senior were 20, 75, 40 & 250.

51
CONCLUSION

52
CONCLUSION

The complete project resolve in 45 days though the time for the project was too short to
understand such a complex process of RECRUITMENT AND TRAINING of ANAND
RATHI SECRUITY Limited but still the HR manager gave me an overview of the
various steps in this process by the help of floe chart

It gave me over view of the working culture and the importance of each activity or
process in HR department. It gave me chance to interact with HR professional in the
department and know the process. It was great learning process. the learning did not only
resolve within the project boundaries but also beyond it, where I learn lots other work
that done in HR department and its important in the organization

53
Conclusion
• In 2006 , company received 300 application but company had 117 vacant sets
because business was at small scale.
• In 2007, company opened new branches so the work load were increase and
company need more employees for work, so company had 380 vacant sets and
company receive 717 application.
• In 2oo8, the recession period was started so company had 250 vacant sets and
company received 502 application.
• In 2009 company received 400 application and sets are 300.

• In 2006 company recruited 100 employees because the business was not at large
scale.
• In 2007 company recruited 350 employees because new branches were opened .
• In 2008 company recruited 150 employees because the recession period was
started.
• In 2009 company recruited 100 employees till June.

54
SUGGESTION

55
• Campus placement techniques should be use to select appropreat candidates.

• Walk in process recruitment techniques also should be used by Anand Rathi.

• Exam should be condected by company to check the can didates knowledge.

• As company provide 2 to 3 days training to jounir employees and 5 to 6

day’s training to senior. So company should increase the training time junior
for week and secnoir for forthnigh for better understanding of working
culture.

56
 BIBLIOGRAPHY

BOOKS

Humam Resource Management- K. ASHWATHAPPA

Management Challenges - PETER DRUCKER
Research Methodology - C. R KOTHARI

WEBSITES
www.google.com
www.ask.com
www.hrguru.com
www.yahoo.com

COMPANY’S RESOURCES

57
 THANK YOU

58
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