A PROJECT REPORT ON “STUDY OF RECRUITMENT AND TRAINING” TRAINING” IN “ANAND RATHI SECRUTIES PVT.LTD.” 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:
[email protected] 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 toward towardss the organizat organization ion.. I would would like like to thank thank the organizat organization ion for giving 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 busy schedule they always found time 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 woul would d also also like like to exte extend nd grat gratit itud udee to my inst instit itut utee – MAIS MAISM M for for givi giving ng 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 }
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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 a s 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:
[email protected] [email protected].. Website: www.maism.org 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 wo rk from basics I undertook 45 day’s training in ANAND RATHI JAIPUR Also I like to mention the candidates cand idates with whose details my report and training was bagged by datas and made the analysis part look good
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TABLE OF CONTENTS
PAGE NO.
1 2 3 4 5 6
ACKNOW ACKNOWLED LEDGEM GEMENT ENT……… ……………… ………... ....... ........ ....... ....... .....2 .2 CERTIF CERTIFICA ICATE TE FROM FROM THE COMP COMPANY ANY……… ………….3 ….3 CERTIF CERTIFICA ICATE TE FROM FROM THE THE FACULT FACULTY Y GUIDE… GUIDE….4 .4 EXECUT EXECUTIVE IVE SUMMAR SUMMARY…… Y…………… ……………… ……………5 ……5 INTROD INTRODUCT UCTION ION OF OF THE THE COMPAN COMPANY…… Y……….. …..7-12 7-12 INTROD INTRODUCT UCTION ION OT OT THE PROJEC PROJECT T TOPIC1 TOPIC13-36 3-36 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
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INTRODUCTION INTRODUCTIO N 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 institutional equity sales with a staff of 15 persons.
1995: Set up a research desk and empanelled with major institutional 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 management services in Dubai.
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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 FY2006 for all India Broker Broker performance 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 opened in all over over India. India.
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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 .
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CORE STRENG TRENGTHS THSOF OF ANAND RA R ATHI BREADTH OF SERVICES The firm offers to its clients the entire spectrum off financial services ranging from brokerage in equities and commodities, co mmodities, 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 President,BSE ears of exper Mr. Pradeep Gupta-Vice Chairman 15 years of experience Mr. Anand Rathi-Managing Rathi-Managing Director Chartered Accountant & MBA
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INTRODUCTION TO THE PROJECT TOPIC
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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 Ensu Ensure re preci precise sely ly chann channel eled ed sele select ctio ion n of reso resour urce ces, s, to enab enable le achi achiev evem ement ent of the the company’s business goals. In other words, to make a positive impact with clients, thereby increase the goodwill and equity equ ity 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.
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The Applicant Databank is a Central Repository of Applicant related information. The Recruitment Process has difference options – Direct an d 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 Ap plicant 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. ap plicants. 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 :
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RECRUITMENT PROCESS Search profiles as per the job & competencies required through Job portals, References and word of mouth.
↓
Call the candidates to know present profile & interests. Brief him about his Prospective Profile & Reliance Retail Business. Ask them to send their updated profiles.
↓
→
Maintain a detailed MIS of all the Candidatures received.
↓
Screening of the candidature by the Functional Team (Local or HO).
Name Organization Location Present Designation Highest Education Total Exp Present Salary (per month) Contract No. Status RPAT Score Version Language % marks Name of College/University College/University Age Sex Function Date Status File No. Source Name Met by Interview
↓ Decide and inform the Panel about time, date & venue three days before the scheduled date. Inform the candidates about Data, Time, Venue, Contact No. & Contact Person, Travel Reimbursement & Eligibility ↓ Conduct RPAT assessment tool for all the candidates. Ask them to fill candidate Detail Form. ↓ Interviews to be conducted by the Panel & following Documents to be handed over to the Panel before the interview. − RPAT Score Sheet − Resume − Interview Assessment Sheet (To be filled by the Panel)
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→
Name DOB Age Interview Panel Positions Department Qualification Institute Name Year of Passing Experience Companies Worked in Current Location Contact No. Source of CV Interview Date Interview Time
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.
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RECRUITMENT PROCESS – RESUME SCREENING
Check for Job Description
Why ??
Whether it matches with our Job Profile
Why ??
Whether it matches with our requirements
Why ??
To know the stability of the candidate on a job
Why ??
Whether it is up to the required level
Why ??
Whether there is any constraint in the mobility of the person
Why ??
To know the negotiation level that has to be undergone
Why ??
To know the negotiation level that has to be undergone
Why ??
To know the period within which the candidate can join
Why ??
To know the authenticity of the candidate
Why ??
So that the candidate can be called for the interview
Why ??
To know the candidate's present status
↓ Check for Experience ↓ Check for the Frequency of Job Change ↓ Check for the Educational Qualification ↓ Check the Location & Present Address ↓ Check the Salary Expectation ↓ Check the Salary Expectation ↓ Check for the Notice Period Required, if mentioned in the Resume ↓ Check for References
↓ Check the Contract Details ↓ Check Details like − Age − Marital Status − Family Details
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RECRUITMENT PROCESS – PRELIMINARY INTERVIEW
Selection of Panel
∗ ∗
HR Term Member Functional Head, if needed
∗
Time, Date & Venue to be decided
Ladies & Outstation Candidates first Senior Level Junior Level (Duration to be set accordingly)
Scheduling of Interview Process
Check his ∗ Family Background ∗ Communication ∗ Attitude ∗ Commitment Level ∗ Strengths & Weaknesses
Conductive of the Interview
If the candidates if found not suitable ??
If Suitable Prepare for the Final Interview
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Data Bank
RECRUITMENT PROCESS – FINAL INTERVIEW
Selection of Panel
∗ ∗
HR Term Member Functional Head
∗
Time, Date & Venue to be decided
Scheduling of Interview Process
Ladies & Outstation Candidates first Senior Level 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 − 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)
Check for his ∗ Technical Skills ∗ Knowledge Level ∗ Achievements ∗ Career Graph
If the candidates if found not suitable ??
If Suitable Issuance of Offer Letter
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Data Bank
RECRUITMENT PROCESS – ANTECEDENT VERIFICATION
Before the issuance of Offer Letter
Names & Phone No of Two References taken from the candidates
To person referred is called telephonically & is asked about the candidate (Format Attached)
Who can be references ??
Friend and/or relative - Immediate Supervisor - , OR Professor and/or Lecturer - , OR Parent's friend and/or Family friend - , OR Employee of RIL -
If found unsatisfactory ??
On Criminal/Moral Grounds – The candidate will be not be given the offer letter and hence rejected. On Other Grounds – Decision – Decision will be taken by the Panel for review.
If found satisfactory Issuance of Offer Letter
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RECRUITMENT PROCESS – WALK IN
Screening of profiles as per the job & competencies required
If Profile is not suitable for the Retail Business ??
Data Bank
If Profile can be used later on
If the candidate doesn't qualify ?? RIT Test to be taken (Qualifying Marks – 16/50)
Tear It Off !!
RIT Unqualified Data Bank
If Qualified Note down details of the his like Present Profile & Interests Brief him about his prospective Profile & Reliance Retail Business
Preliminary Interview
Fill the candidate's information in the Prescribed Excel Format
Short listed 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 ?? If Suitable Issuance of Offer Letter
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Data Bank
RECRUITMENT PROCESS – WEB PRTAL Identify the requirements of the position ↓ Assess the Web Sites & Search Profiles ↓ Screening of profiles as per the job & competencies required ↓ If suitable
Basis ??
Department, Qualification, Experience, Competencies & Skills Required
Sources ??
monster.com, jobsahead.com, naukri.com
Note down details – Name Contact No, Exp., CTC
Call the candidates to know Present Profile & Interests & ask for a soft copy of the CV Brief him about his Prospective Profile & Reliance Retail Business
If Profile is not suitable for the Retail Business ??
Tear It Off !!
If Profile can be used later on
Data Bank
Fill their Information in the prescribed excel format
↓ Short listed 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 Test to be taken (Qualifying Marks – 16/50)
RIT Unqualified Data Bank
Interviews Process to be scheduled Ladies & Outstation Candidate first − Senior Level − Junior Level −
If Qualified ↓ 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 ?? If Suitable Issuance of Offer Letter
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Data Bank
RECRUITMENT PROCESS – RESUME SCREENING
All the collegers/shiksha samities to be mapped & short listed
Mapping/shortlisting Mapping/shortlisting can be done through Yellow Pages, Souvenirs, Phone Directory
↓ Facilitate the highest authority with a token gift of appreciation Brief the officials about our vision, mission, values and our requirements.
Contact the administrative office/placement office/placement cell for appointment with the concern authority ↓
Brief about Reliance Retail – Now and Future, Opportunities for the students, Prospects for their future growth
Show a presentation on Reliance – its vision, mission, values ↓
Ask for references from where we can get the similar data including the adult family members
Interact with the students & professors
↓ Brief the students & professors about RR – Possibilities Possibilities of growth, Income, Recognition
Get the Data Sheet filled by the students & professors for their ask them for the references.
↓ Collect & Create the data bank for action.
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TRAINING & DEVELOPMENT
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Training & Developme Development nt
Objective : To help help build build a skil skille led, d, well well-t -tra rain ined ed and prof profes essi sion onal al work workfo forc rce; e; to stre streng ngth then en organizational leadership; and to adopt leading-edge management practices to encourage innovation and continuous improvements in performance.
Goal : Employ Employees ees to master master the knowled knowledge, ge, skill, skill, and behavio behaviours urs emphas emphasize ized d in traini training ng 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 jobrelated 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 Analysis
Consultation with Department Head
↓ Identifying Skills, Attitude and Knowledge
Help in Identifying Types of Training
↓ Design the Training Module
Handling over the Operations
↓ Any change if required is Changed or edited
Validation of Operation ↓ Training Team ↓
What kind of training audience ? What would be the tenure of Training
Level and Duration of Training ↓ Selection of Trainer ↓
Training dept selects the trainer and then selected undergoes the training
Train the Trainer
↓ Plan and Deliver After completion of training program feedback is taken and provided to the training department .
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Training Process Training Needs and Analysis
Consultation with 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.
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Importance of T & D A compa company ny's 's human human reso resour urce cess are, are, pote potent ntia iall lly, y, its its grea greate test st asse asset. t. Trai Traini ning ng and 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
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Process for Training 1. 2. 3. 4.
Traini Training ng Need Need Identi Identific ficati ation on Planning Execution 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.
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Components of an Effective T & D Program
Management Support
Program Evaluation
Approved Program Design
Central Coordination Philosophy Statement
Framework
Qualified Trainers
Recognition and Rewards
Delivery Options
Documentati on
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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.
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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
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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
Competencies Industry understanding; compute competence; data analysis skill;, research skill Understanding of adult learning; skills in Development Role feedback; writing, electronic systems, and preparing objectives Strategic Role Career development theory; business understanding; delegation skills; training and development theory; computer competence Instructor/Facilitator Role Adult learning principles; skills related to coaching, feedback, electronic systems, and group
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Administrator Role
processes 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
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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
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PROJECT PROFILE
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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?
an d returns of it matters To know whether cost of training and
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 co mpany 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 g ive 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 kn ow 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
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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.
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DATA & DATA ANALYSIS
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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 HR -officer.
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Vacant position in in Anand Rathi Company Company from 2006 to till June 2009
vacan vacantt position position 380
400 400 350 350
300 300 300 300
250 250
250 250 200 200 150 150
vacant position 117 117
100 100 50 0 2006
2007
2008
2009
Finding and Interpretation 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.
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Application received by Anand Rathi From 2006 to 2009.
Appli Applica cation tion Received Received 800 800
717
700 700 600 600
502 502
500 500 400 400 300 300 300 300
230
200 200 100 100 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.
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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.
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Applicants were selected selected after short listed listed due preliminary interview. interview.
Selected elected candidates candidates Duri During ngprelim prelimiar Intervie Intervie 500 500
455
450 450 400 400 350 350
300 300
300 300 250 250 200 200
175
150 150
150 150 100 100 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.
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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.
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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.
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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.
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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.
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CONCLUSION
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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
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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.
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SUGGESTION
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Campus placement techniques should be use to select appropreat candidates.
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Walk in process recruitment techniques also should be used by Anand Rathi.
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Exam should be condected by company to check the can didates knowledge.
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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.
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BIBLIOGRAPHY
BOOKS Humam Resource Resource ManagementManagement- K. ASHWATHAPPA 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
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THANK YOU
x
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