Harsh Final

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A SUMMER TRAINING REPORT

ON

RECRUITMENT AND SELECTION IN SHAREKHAN LIMITED

SHAREKHAN LIMITED

SUBMITTED IN THE PARTIAL FULFILLMENT OF THE REQUIREMENT

OF BACHELORS OF BUSINESS ADMINISTRATION (MBA)

MAHARISHI DAYANAND UNIVERSITY,

ROHTAK

TRAINING SUPERVISOR: SUBMITTED BY:

MR. RAVI VERMA MR. HARSH SOLANKI

(Assistant Manager) Enrollment No. 08511237046

SESSION: 2011 2013

MAHARISHI DAYANAND UNIVERSITY,

ROHTAK

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ACKNOWLEDGEMENT

This project was completed with the help of many very people. Hence, I would like toacknowledge all of their valuable support and convey my humble gratitude to them. I want

to thank Head of DIHE, MS. Sheelu Sharma and Mr. Sheshadev Nayak for their support. I

have put my sincere efforts to accomplish my objective within given time. My project

report is on Recruitment and Selection in Sharekhan Ltd. Despite all the limitations, I

have worked to my potential to achieve the desired goal. I have prepared this report taking

into consideration its clarity and continuity.

I am thankful to the staff members at Sharekhan Ltd that allowed me to study and researchon the operations of the company. They demonstrated how the daily activities take place in

the share market along with how to handle complaining customers. My special thanks go to

Mr. Ravi Verma (Assistant Manager) whose supervision and feedback was necessary

during the training session.

(signature of the student)

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EXECUTIVE SUMMARY

Conceptually the mechanism of stock market is very simple. People who are exposed to the

same risk come together and agree that if anyone of the person suffers loss the other will

share the loss & make good to the person who lost.

The initial part of the project focuses on the job & responsibilities. I was allotted as a

summer trainee. I also make the readers aware about the techniques & methodology used to

bring this report alive. Though India has a very big untapped market but the players will

not flourish unless they change the way the customers are being served. Given the

awareness level of today customers every player has to treat with care and make the

customer feel that he is the king. Number of Online Share trader in India has crossed theline. More and more customers are coming under this umbrella and many of the existing

one are changing pavilion.

So customers retention and satisfaction is now more important as it was before. Players

keep coming with new schemes in order to attract new customers and retain the existing

one. This is being supplemented with increased advertising and brand building efforts.

Success of any organization depends upon its being proactive.

I consider lucky as I got an opportunity to work with Sharekhan Ltd which is showing

phenomenal growth and success in the Securities. This project is an effort to do a depth

study and analysis of recruitment and selection processes used at the company.

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Table of contents

Page no.

Chapter 1 Introduction: 1-8

1.1) General Introduction about the Sector

1.2) Industry Profile:

A. Origin and Development of the Industry

B. Growth and present status of the Industry

C. Future of the Industry 1

Chapter 2 Profile of the Organization: 9-29

2.1) Origin of the Organization 9

2.2) Growth and Development of the Organization

2.3) Present status of the Organization 20

2.4) Functional departments of the Organization

2.5) Organization structure and Organization Chart

2.6) Products and Service Profile of the Organization

Chapter 3 Discussion on Training

3.1 Students Work Profile

3.2 Key Learning 30-52

Chapter 4 Study of the Selected Research Problem

Chapter 5 Analysis

5.1Analysis of Data

5.2 Summary of Findings

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Chapter 6 Summary and Conclusions

6.1 Summary of Learning Experience

6.2 Conclusions and Recommendations

Annexure

Bibliography

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Chapter I

Introduction

1.1 General Introduction about the sector:

The share industry of India contains a large number of broking firms that deal with the

buying and selling of shares through two different stock exchanges markets. These markets

are National Stock Exchange and Bombay Stock Exchange respectively. All stock

exchanges perform similar functions with respect to the listing, trading, and clearing of

securities, differing only in their administrative machinery for handling these functions.

Most stock exchanges are auction markets, in which prices are determined by competitive

bidding. Astock exchange is said to be an organized market for the trading of stocks and

bonds. Such markets were originally open to all, but at present only members of the

owning association may buy and sell directly. Members, or stock brokers, buy and sell for

themselves or for others, charging commissions for their services. A stock may be bought

or sold only if it is listed on an exchange.

The need for stock exchanges developed out of early trading activities in agricultural and

other commodities. During the middle Ages, traders found it easier to use credit that

required supporting documentation of drafts, notes and bills of exchanges. The first stock

exchange in India, Bombay Stock Exchange was established in 1875 as 'The Native Share

and Stockbrokers Association' and has evolved over the years into its present status as the

premier stock exchange in the country. It may be noted that BSE is the oldest stock

exchange in Asia. India's other major stock exchange National Stock Exchange (NSE),promoted by leading financial institutions, and was established in April 1993. Over the

years, several stock exchanges have been established in the major cities of India. There are

now 23 recognized stock exchanges. Today, most of the global stock exchanges have

become highly efficient, computerized organizations. Computerized networks also made it

possible to connect to each other and have fostered the growth of an open, global securities

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market. Online Trading is a service offered on the Internet for purchase and sale of shares.

In the real world, investors place orders via stockbrokers either verbally (personally or

telephonically) or in a written form (fax).

1.2). Industry Profile:

A. Origin and Development of the Industry

Over the last decade, the Indian stock market has seen many changes and major break through.

The stock market has seen rapid growth over the past decade with top companies listing their

shares at a higher price. However, for all practical purposes, the real beginning occurred in

the middle of the nineteenth century after the enactment of the companies Act in 1850,

which introduced the features of limited liability and generated investor interest incorporate securities. It consists of two major Exchanges. These are known as Bombay Stock

Exchange and National Stock Exchange respectively. The Bombay Stock Exchange (BSE) and

the National Stock Exchange of India Ltd (NSE) are the two primary exchanges in India. In

addition, there are 22 Regional Stock Exchanges. However, the BSE and NSE have

established themselves as the two leading exchanges and account for about 80 per cent of

the equity volume traded in India. The NSE and BSE are equal in size in terms of daily

traded volume. The average daily turnover at the exchanges has increased from Rs 851

crore in 1997-98 to Rs 1,284 crore in 1998-99 and further to Rs 2,273 crore in 1999-2000

(April - August 1999). NSE has around 1500 shares listed with a total market capitalization

of around Rs 9, 21,500 crore.

The Exchanges allow shares to be listed that increase financial transactions in the stock

broking industry. However, the problems that were faced by the stock market were of the

global financial crisis. This crisis created a down turn in the stock market. A large number

of volumes and stocks started to fall at the Exchanges. Many investors saw fall in theirshare holdings that led to them not completing their due payments. Debts started to rise for

these share holders that had large number of shares. The stock market is expected to rise as

the recession period is over. Now the market is hoping to rise over the next few years.

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But as business and industry expanded and the economy assumed more complex nature, the

need for permanent finance arose. Entrepreneurs needed money for long term whereas

investors demanded liquidity the facility to convert their investment into cash at any given

time.

CAPITAL MARKET:

The capital market is a system or framework, which facilitates savings and investment. The

securities markets provide channels for the allocation of savings to investments. Through

the capital market companies can raise resources from the people (investors) and

households can invest their savings in industrial or commercial activities to earn a return

Hence, the capital market is a mechanism by which capital (funds) moves from those with

surplus funds to those in need of funds. Savings are linked to investments through a range

of financial products called securities.

PRIMARY MARKET:

The primary market is an intermittent and discrete market where the initially listed shares

are traded first time, changing hands from the listed company to the investors. It refers to

the process through which the companies, the issuers of stocks, acquire capital by offering

their stocks to investors who supply the capital. In other words primary market is that part

of the capital markets that deals with the issuance of new securities. Companies,

governments or public sector institutions can obtain funding through the sale of a new

stock or bond issue. This is typically done through a syndicate of securities dealers. The

process of selling new issues to investors is called underwriting. In the case of a new stock

issue, this sale is called an initial public offering (IPO). Dealers earn a commission that isbuilt into the price of the security offering, though it can be found in the prospectus.

SECONDARY MARKET:

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The secondary market is an on-going market, which is equipped and organized with a

place, facilities and other resources required for trading securities after their initial offering.

It refers to a specific place where securities transaction among many and unspecified

persons is carried out.

1.4 THE NATIONAL STOCK EXCHANGE OF INDIA:

The National Stock Exchange of India (NSE) situated in Mumbai. It is the largest and most

advanced exchange with 1016 companies listed and 726 trading members. The NSE is

owned by the group of leading financial institutions such as Indian Bank or Life Insurance

Corporation of India. However, in the totally de-metalized Exchange, the ownership as

well as the management does not have a right to trade on the Exchange. Only qualified

traders can be involved in the securities trading.

NSE is mutually-owned by a group of leading financial institutions, banks, insurance

companies and other financial intermediaries in India. In October 2007, the equity market

capitalization of the companies listed on the NSE was US$ 1.46 trillion that made it the

second largest stock exchange in South Asia. This proves that the NSE has large scope for

the stock industry. NSE is believed to be the third largest Stock Exchange in the world interms of the number of trades in equities.

The National Stock Exchange of India was incorporated in November 1992 as a tax-paying

company. In April 1993, it was recognized as a stock exchange under the Securities

Contracts (Regulation) Act, 1956.

NSE offers a wide range of products for multiple markets including equity shares, mutual

funds, etc. The NSE has more than one thousand companies listed in the capital marketwhere top companies are traded actively by common investors.

In order to improve market efficiency and to set international benchmarks, the NSE

launched the NSE Research Initiative in January, 2000. This was done to develop a better

view and understanding of the securities market in India. Therefore, all the records

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including latest events can be found on NSE`s website. Capital market reforms in India and

the launch of the Securities and Exchange Board of India (SEBI) accelerated the

incorporation of the second Indian stock exchange called the National Stock Exchange

(NSE) in 1992. After a few years of operations, the NSE has become the largest stock

exchange in India.

THE BOMBAY STOCK EXCHANGE OF INDIA:

The Bombay Stock Exchange is one of the oldest stock exchanges in Asia. It was

established as "The Native Share & Stock Brokers Association" in 1875. It is the first

stock exchange in the country to obtain permanent recognition in 1956 from the

Government of India under the Securities Contracts (Regulation) Act, 1956. The

Exchange's pivotal and pre-eminent role in the development of the Indian capital market

is widely recognized and its index, SENSEX, is tracked worldwide.

In 1956, the BSE became the first stock exchange to be recognized by the Indian

Government under the Securities Contracts Regulation Act. It was the year 2000 where the

BSE opened its derivatives market, trading Sensex Futures Contracts. The Bombay Stock

Exchange adapted to an electronic trading system in 1995. The screen-based trading

platform that is known as BSE On-line Trading (BOLT) currently has a capacity of 80 lakhorders per day.

The BSE has attracted millions of people to stock trading on an annual basis. This is why

the stock broking industry has seen tremendous growth over the years. There are almost six

thousand BSE companies comprising of blue chip conglomerates, small companies, etc.

The companies listed are among the top companies and here investors are seen in large

numbers that invest in the BSE companies. The BSE was badly hit during the recession

period where it saw fall in shares but it has soon picked up momentum. The stock market

has seen rise in its volumes due to the increasing popularity of the BSE.

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B. Growth and present status of the Industry

SEBI:

The Securities and Exchange Board of India was established on April 12, 1992 inaccordance with the provisions of the Securities and Exchange Board of India Act, 1992. The

Preamble of the Securities and Exchange Board of India describes the basic functions of

the Securities and Exchange Board of India.

Under the SEBI Act, 1992, the SEBI has been empowered to conduct inspection of stock

exchanges. The SEBI has been inspecting the stock exchanges once every year since 1995-

96. During these inspections, a review of the market operations, organizational structure

and administrative control of the exchange is made to ascertain.

During the year 1997-98, inspection of stock exchanges was carried out with a special

focus on the measures taken by the stock exchanges for investor's protection. Stock

exchanges were, through inspection reports, advised to effectively follow-up and redress

the investors' complaints against members/listed companies. The stock exchanges were

also advised to expedite the disposal of arbitration cases within four months from the date

of filing. During the earlier years' inspections, common deficiencies observed in the

functioning of the exchanges were delays in post trading settlement, frequent clubbing of

settlements, delay in conducting auctions, inadequate monitoring of payment of margins by

brokers, non-adherence to Capital Adequacy Norms etc. It was observed during the

inspections conducted in 1997-98 that there has been considerable improvement in most of

the areas, especially in trading, settlement, collection of margins etc.

It drafts regulations in its legislative capacity, it conducts investigation and enforcement

action in its executive function and it passes rulings and orders in its judicial capacity.

SEBI has enjoyed success as a regulator by pushing systemic reforms successively. SEBI

has been active in setting up the regulations as required under law. SEBI has also been

effective in taking quick steps in light of the global meltdown. More recently, it liberalised

the takeover code to facilitate investments.

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http://www.sebi.gov.in/acts/act15ac.htmlhttp://www.sebi.gov.in/acts/act15ac.html


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NSDL:

NSDL stands for National Securities Depository Limited. The enactment of Depositories

Act in August 1996 made the establishment of NSDL, the first depository in India. NSDL

handles most of the securities held and settled in dematerialized form in the Indian capital

market. Using innovative and flexible technology systems, NSDL works to support the

investors in the capital market of the country. NSDL aims at ensuring the safety by

developing settlement solutions that increase efficiency and reduce costs. Transfer of

ownership of securities is done through simple account transfers. Cost of transacting in a

depository is considerably lower as compared to transacting in certificates.

The Depositories Act has provided dematerialization route to book entry based transfer of

securities and settlement of securities trade. NSDL has framed its Bye Laws andBusiness

Rules. The Bye Laws are approved by SEBI. The Business Rules outline the operational

procedures to be followed by NSDL. Also, there are certain benefits of NSDL. In the

depository environment, once holdings of an investor are dematerialized, the question of

bad delivery does not arise.Dealing in physical securities has associated security risks oftheft of stocks, loss of certificates during movements through and from the registrars. This

problem does not arise in the depository environment. There is no stamp duty or transfer of

any kind of securities in the depository.

There are various checks and measures in the depository system to ensure safety of the

investor holdings. A DP can be operational only after registration by SEBI, which is based

on the recommendation from NSDL. DPs are allowed to affect any debit and credit to an

account only on the basis of valid instruction from the client. Every day, there is a system

driven mandatory reconciliation between DP and NSDL. Also, all transactions are recorded

at NSDL Central System and in the databases maintained. In addition, every month NSDL

forwards statement of account to a random sample of investors as a counter check.

CDSL:

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CDSL stands for Central Depository Services Limited. It was promoted by Bombay Stock

Exchange jointly with leading banks such as State Bank of India, Bank of India, Bank of

Baroda, HDFC Bank, etc. CDSL was set up with the objective of providing convenient,

dependable and secure depository services at affordable cost to all market participants.

CDSL offers an efficient transfer of securities.

As it was promoted by the BSE, it became very popular giving competition to NSDL. The

CDSL aimed to provide convenient service and efficiency than NSDL. Today, both NSDL

and CDSL run side by side and have opened more than million demat accounts. CDSL's

demat services are extended through its agents called Depository Participants.The DP is

the link between the investor and CDSL. CDSL's system is based on centralised database

architecture with on-line connectivity with DPs.

CDSL has a wide network of DPs, operating from over 6000 sites, across the country. The

DPs are directly connected to CDSL thereby providing on-line and efficient depository

service to investors. CDSL has kept its tariffs very competitive to provide affordable

depository services to investors. CDSL's system is built on centralized database

architecture and thus enables DPs to provide on-line depository services with the latest

status of the investor's account. The entire database of investors is stored centrally at

CDSL. It has made provisions for contingency terminals, which enables a DP to update

transactions. All data held at CDSL is backed up and stored in the disaster recovery site.

All data and communications between CDSL and its users are encrypted to ensure its

security and integrity. Moreover, the software provided by CDSL is developed and

supported by CMC Ltd., who has also developed the BOLT system for BSE. The software

is a modified version of the banking software-TC4 developed by a subsidiary of CMC Ltd.

The software has been customized to suit the requirement of CDSL.

2.1) Origin of the Organization:

Sharekhan is a retail brokerage firm of SSKI Group which started in 1922. The group was

setup in Mumbai and has over eighty years of vast experience in cliental trading of shares

and other financial services. Sharekhan offers its customers equity related services

including trading on BSE, NSE, derivatives, depository services, online trading, investment

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advice, etc. Sharekhan was established by Morakhia family -in 1999-2000 and Morakhia

family, continues to remain the largest shareholder. Sharekhan is one of the top retail

brokerage houses in India with a strong online trading platform.

The Company's online trading and investment site - www.Sharekhan.com - was launched

on Feb 8, 2000. The site gives access to superior content and transaction facility to retail

customers across the country. Known for its jargon-free, investor friendly language and

high quality research, the content-rich and research oriented portal has stood out among its

contemporaries because of its steadfast dedication to offering customers best-of-breed

technology and superior market information.

SSKI Corporate Finance Private Limited (SSKI) is a leading India-based investment bank

with strong research-driven focus. Company team members are widely respected for their

commitment to transactions and their specialized knowledge in their areas of strength. The

team has completed over US$5 billion worth of deals in the last 5 years - making it among

the most significant players raising equity in the Indian market. SSKI, a veteran equities

solutions company with over 8 decades of experience in the Indian stock markets.

Sharekhan's management team is one of the strongest in the sector and has positioned

Sharekhan to take advantage of the growing consumer demand for financial servicesproducts in India through investments in research, pan-Indian branch network and an

outstanding technology platform. Further, Sharekhan's lineage and relationship with SSKI

Group provide it a unique position to understand and leverage the growth of the financial

services sector.

Vision:

To be the best retail brokering brand in the retail business of stock market.

Mission:

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To educate and empower the individual investor to make better investment decisions

through quality advice and superior service.

Achievements and Awards:

1) SSKI has been voted as the Top Domestic Brokerage House in the research

category, twice by Euromoney Survey and four times by Asiamoney

Survey.

2) Sharekhan Limited won the CNBC AWARD for the year 2004.

3) The team has completed over US$5 billion worth of deals in the last 5years.

Sharekhan offers various types of services:

1) Equity and Derivatives Trading

2) Depository Services

3) Technical Research

4) Fundamental Research

5) Online Services

6) Dial-N-Trade

7) Portfolio Management Services

8) Commodities Trading

2.2) Growth and Development of the Organization:

Products offered by Sharekhan Ltd:

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1) Classic Account

2) Speed Trade Account

3) Fast Trade Account

1. Classic Account: Itallows the investor to buy and sell stocks online along with the

following features like multiple watch lists, integrated banking, demat and digital

contracts, etc. It also offers online trading account for investing in equities and

derivatives. This account is prepared for the beginners who do not know much

about the stock market.

2. Speed Trade Account: This account is for active traders who trade frequently

during the day's trading session. The account has a single screen interface for cash

and derivatives. Also, it keeps alerts and reminders of events for investors. In

addition, it has the back-up facility to place trades on direct phone lines.

3. Fast Trade Account: This account is for advanced users that wish to trade quickly.

The application provides live streaming quotes and statistics for any stock

company. This application can help traders also to purchase Mutual Funds. It can

view prices and place orders on the same screen. It can add NSE, BSE, FONSE,

etc. on the same market watch. Therefore, this account offers users with full

satisfaction.

ONLINE TRADING ACCOUNT:

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Online trading account is used for purchasing the share or to sale the share of particular

company.

It is provided for Rs.700 to the customer

Normal plan is also available at Rs.299.

PROCESS OF ONLINE TRADING:

For online trading SHAREKHAN provides ID and password to client so that client can

easily do login on Sharekhan for online trading. Client gives the order through online

trading account to purchase the share of particular company. The order goes to BSE or

NSE. Order is executed and share of particular company comes to client D-MAT account

where he holds the share until price of share rise. As the share come to client D-mat

account the cost amount is deducted from client saving account. When client want to sell

his share he give the order through online trading account. Share is sell through his D-mat

account And money get deposited in his saving account.

INTRA DAY TRADING:

In intra day trading the share is purchase and sale on the same day. The share market starts

at 9.50 a.m. and close at 3.30 p.m. if the client purchases the share and prices of share rise

then he can sell his share and he will get the profit. If the prices of share fall down then he

will be in loss. If client purchases the share and he does not sell it at market closing time

then the share automatically sell i.e. called square off. If price of share is high then client

will get profit and price of share fall down the customer will be in loss at time of square

off.

Brokerage Structure of Sharekhan Ltd:

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Sharekhan Demat Account Opening Charges: NIL

Sharekhan Demat Account Maintenance Charges: Rs. 75 per quarter

Sharekhan Demat Account Closing Charges: Rs. 100

Sharekhan Demat Account Custody Fee: NIL

Brokerage Structure in Tabular Form:

INTRADAY DELIVERY

CASH- EQUITIES 0.05% 0.5%

FnO 0.05%

PREPAID SCHEME 0.025% 0.25%

Sharekhan has links with the following banks:

HDFCAxis BankIDBICiti BankIndusInd BankUnion BankICICI Bank.

2.3 PRESENT STATUS OF THE ORGANIZATION

PROCESS OF ACCOUNT OPENING:

The person can open a Depository Participant (DP) Account, either through

Sharekhan branches or through Sharekhan Franchisee center.

There is no fee for opening DP accounts with Sharekhan.

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The person would have to submit their proof of identity and proof of address along

with the prescribed account opening form.

Proof of identity needs to be submitted. It contains signature and photograph that

must be authenticated by an existing demat account holder with the same DP or by

a bank manager. Alternatively, the person can submit a copy of Passport, Voters Id

Card, Driving License or PAN card with photograph.

Proof of Address needs to be submitted. The person can submit a copy of Passport,

Voters Id Card, Driving License, PAN card with photograph, ration card as proof of

address.

All photographs that are to be submitted must be passport sized and only of the

person who intends to open the account.

ENQUIRY OF OPENING ACCOUNT:

1. Possible to call through the phone number provided that is Toll free number: 1-800-

22-7500 to speak to a Customer Service executive.

2. If in Mumbai call on 022-66621111

3. Visit one of the branches.

4. Possible to send an email on [email protected] to know about their products and

services.

5. If wish to chat with customer service representative, there is a chat session

software.

2.4 Functional departments of the Organization ORGANIZATIONAL STRUCTURE OF SHAREKHAN

LTD:

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Founders:

Shantilal

Savantilal

Kantilal

Ishwarlal

SSKI Group Companies:

1. SSKI Investor Services Ltd (Sharekhan)

2. S.S. Kantilal Ishwarlal Securities

3. Sharekhan Commodities Pvt. Ltd

RESEARCH BASED SERVICES:

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HEAD OFFICE

REGIONAL

HEAD

QUARTERS

REGIONAL

HEAD

QUARTERS

REGIONAL

HEAD

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Every investors needs and goals are different. To meet these needs, Sharekhan provides a

comprehensive set of research reports, so that one can take the right investment decisions

regardless of their investing preferences! The Research and Development at Sharekhan is

done at its Head office Mumbai.

The R&D department forwards all the details regarding all stocks and scripts to all the

branches through Internet. At the end of each trading day there is a Teleconference,

through which the R&D department talks with each Branch heads and discusses about each

days closing position and shows their predictions about next days opening position. The

quarries regarding stock positions and other relevant matter of the branch heads of each

branch is being solved through teleconference.

Institutional Research: Each individual company is analyzed and its results are placed on

our site. Here Rating is given on relative basis, in the form of underperformer, neutral and

outperformed.

Outperformer: This stock will outperform the market by giving a relatively higher return

than a market-based index.

Neutral: This stock is expected to more or less give you the index rate of return or a return

not significantly higher or lower than the market index.

Underperformer: This stock is expected to lose value on a relative basis when compared

to a market-based index.

Sector Watch: Here each sector is analyzed thoroughly. Pharma sector, Automotivesector, and various other sectors.

2.6 Product and service profile of the organization:

SHAREKHAN DEPOSITORY SERVICES:

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Dematerialization and trading in the demat mode is the safer and faster alternative to the

physical existence of securities. Demat as a parallel solution offers freedom from delays,

thefts, forgeries, settlement risks and paper work. This system works through depository

participants (DPs) who offer demat services and the securities are held in the electronic

form for the investor directly by the Depository. Dematerialization is the process of

converting the physical form of shares into electronic form. Prior to dematerialization the

Indian stock markets have faced several problems like delay in the transfer of certificates,

forgery of certificates etc. Dematerialization helps to overcome these problems as well as

reduces the transaction time as compared to the physical segment. According to the

Depositories Act, 1996, an investor has the option to hold shares either in physical or

electronic form .The process of converting the physical form of shares into electronic form

is called dematerialization or in short demats. The converted electronic data is stored with

the depository from where they can be traded. It is similar to a bank where an investor

opens an account with any of the depository participants. Depository participant is a

representative of the depository .The DP maintains the investors securities account

balances and intimates him about the status of holdings.

Sharekhan Depository Services offers dematerialization services to individual and

corporate investors. Sharekhan is a registered Depository Participant (DP) with National

Securities Depository Ltd. (NSDL). It has a team of professionals and the latest

technological expertise dedicated exclusively to our demat department, apart from a

national network of franchisee, making our services quick, convenient and efficient. At

Sharekhan, the commitment is to provide a complete demat solution which is simple, safe

and secure.

BENEFITS OF SHAREKHAN:

Only Sharekhan offers the facility to trade at two major commodity exchanges of thecountry:

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1. Multi Commodity Exchange of India Ltd, Mumbai (MCX) and

2. National Commodity and Derivative Exchange, Mumbai (NCDEX).

Sharekhan also equips you with world-class research, based on technical and fundamental

study of all major commodities. Whats more Sharekhan is in the process of launching

several trading products and strategies to help you trade in the commodity futures segment.

Sharekhan is a registered Stock Broker with the Bombay Stock Exchange and National

Stock Exchange to trade on behalf of clients. The screen-based trading is done on BOLT-

BSE Online Trading and NEAT- National Exchange Automated Trading, terminals. There

are two types of transactions executed on these terminals viz. intra-day and delivery based

transactions. Intraday transactions are those, in which the squaring up of deal is done on the

same day, while in delivery based transaction the squaring up is not done on the same day,

but the stock is to be traded on the basis of rolling settlement i.e. T+2. The Brokerage of

Intraday transaction is 0.10% single side, while brokerage on delivery based transactions is

0.50% on both side, i.e. while purchasing as well as selling.

Sharekhan focuses on Customer service, Customer education, Customer support, Customer

relations and last but not the least Customer acquisition. Specific products catering to each

customer segment is provided by the company. Comprehensive 3 day training program &

dedicated online platform for ongoing training requirements are in the benefits by thecompany. Sharekhan serves customers better via multiple channels. This is the plus point

by trading with the company. Multiple channels are not provided by small to medium sized

companies. So therefore, the company is well reputed in the market.

Sharekhan provides assistance in making office premises get a new look, synonymous with

its corporate identity. Also, the company provides access to all fundamental and technical

research at a real time basis.

2.7 Market Profile of the Organization

SWOT ANALYSIS:

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STRENGTHS:

1. Sharekhan provides other support services that make retail investors moreconfident and assured with their trading. SMS alerts (allowing traders and

investors to make the most of the available opportunities), softer, intangible

features like imagery, equity driving preference.

2. Sharekhan with almost 250 branches spread across 123 cities up by

comprehensive online research, advice and transaction services. In near future

expect to make 200000+ retail customers being serviced through centralized

call center or web solution, 60 branches or semi branches servicing aggressive

traders through highly skilled financial advisors

3. Sharekhan is a popular equities solutions company with over decades of

experience in the Indian stock markets.

4. Companys product line is quite flexible in the sense that there is a product for

every kind of investors. This makes the company more attractive in the minds

of potential investors.

WEAKNESSES:

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1. However, a broking house like Sharekhan which caters to the mass segment is in no

position to provide relationship managers for individual customers.

2. Though the company has an efficient product line but large part of investment

interested population does not know the company.

3. Most of the banks due to good branding have the faith of the customers of their

banking database. So they enjoy the liberty of huge database and customers find it

more reliable to trade their rather than with an unknown broker like Sharekhan.

4. Localized presence due to in sufficient investments for country wide expansion.

This makes other top and large broking firms to take edge over the companys

potential customers.

5. Lesser emphasis on customer retention. This means that the small investors are

forgotten so that the emphasis lies on large investors that trade for long term

prospective.

6. Lack of awareness among customers because of non-aggressive promotional

strategies.

OPPORTUNITIES:

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1. After the NSE brought the screen based trading system stock markets are now

more secured which has attracted lot of retail investors. Sharekhan is one of the

early entrants here.

2. Sharekhan.com has been a mega player and is known for being a mover of

stocks. It is also known for putting big deals through and enjoys good

networking with the FIIs.

3. It has been dynamic enough to move with the times and capture the

opportunities that the market throws up from time to time.

4. In country like India technology is always improving which gives the company

a chance to keep on improving their product with time whereas for the small

players like local brokers it will be difficult to keep the same pace as the

changing technology.

5. The traditional business model is highly dependent on a large network of sub-

brokers, and many established players may not have systems (technology,

customer service, etc.) capable of directly servicing so many retail customers.

6. The education level in the country is improving year after year as far as

technology goes. With that the understanding of the stock market is also

increasing and a lot of retail investors are steeping in the markets which are

being shown by increasing volumes, transactions and indices.

THREATS:

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1. A lot of new competitors are trying to enter the market. This is creating a lot of

competition for large players like Sharekhan and it is creating little confusion in the

minds of the customers about the services provided by the broker.

2. Also many banking firms are entering into the market with huge investment. These

banks are well supported that creates a threat to company like Sharekhan.

3. Lack of sufficient branch offices for speedy delivery of services.

4. Other players are providing margin funds to investors on easy terms where as there

is no such facility in Sharekhan.

CHAPTER THREE

DISCUSSION ON TRAINING

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3.1 STUDENTS WORK PROFILE:

Having the right person, in the right place, at the right time, is crucial to organizational

performance. Recruitment is a critical activity, not just for the HR team but also for line

managers who are increasingly involved in the selection process.

This fact sheet gives outline guidance, it doesnt replace legal advice. All those involved in

recruitment activities should be aware of all relevant legislation and the latest legal position

on issues such as discrimination, asylum and immigration and data protection among

others.

Recruitment is the process of discovering potential applicants for actual or anticipated

organizational vacancies. It is a linking activity bringing together those with jobs and

seeking jobs.

It is a process to discover sources of manpower to meet the requirements of staffing

schedule and to employ effective measures for attracting that manpower in adequate

numbers to facilitate effective selection of efficient working force. This efficient working

force must be strong enough to produce effective results for the company. The workforce

needs to be well satisfied in order to produce quality in working hours. If the workforce

gets involved in disputes, then the management needs to solve their queries fast so that they

can satisfy the workforce. It is the workforce that is the backbone of the organization.

Therefore, efficient workforce requires the need for selecting best talents to work for the

company.

3.2 Key Learning:

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Recruitment is a positive function in which publicity is given to the jobs available in the

organization and interested candidates are encouraged to submit applications for the

purpose of selection. Recruitment represents the first contact that a company makes with

potential employees. It is through recruitment that many individuals will come to know a

company, and eventually decided whether they wish to work for it. A well-planned and

well-managed recruiting effort will result in high quality applicants, whereas, a haphazard

and piecemeal efforts will result in mediocre ones.

The importance of selection recruitment and selection of staff is now accepted in the

business world. Selection is important as it has its impact on work performance and

employee cost. As result scientific methods of recruitment and selection are extensively for

the selection of managers and the supervisory staff. The assistance of experts such as

industrial psychologist and management consultants are also taken for the purpose of

scientific selection. As a result, the objective of right man for the right job is achieved in

many organizations. Moreover, right job is the basic principle in manpower procurement

Need for recruitment:

1) Vacancies due to promotions, transfer, retirement, termination, permanent

disability, death and labour turnover.

2) Creation of new vacancies due to the growth, expansion and diversification of

business activities of an enterprise. In addition, new vacancies are possible due to

job specification.

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The recruitment process has two major goals:-

Generate a large pool of applicants

Providing enough information for individual to self select out of the process

Purpose and importance of Recruitment:

1. Determine the present and future requirements of the organization on conjunction with

its personnel-planning and job analysis activities.

2. Increase the pool of job candidates at minimum cost.3.Help increase the success rate of

the selection process by reducing the number of visibly under qualified or overqualified job

applicants.

3. Help increase the success rate of the selection process by reducing the number of visibly

under qualified or overqualified job applicants.

4. Help reduce the probability that job applicants, once recruited and selected, will leave

the organization only after a short period of time.

5. Meet the organizations legal and social obligations regarding the composition of its

work force.

6. Begin identifying and preparing potential job applicants who will be appropriate

candidates.

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THE RECRUITMENT PROCESS:

1. JOB ANALYSIS:

Before recruiting for a new or existing position, it is important to invest time in gatheringinformation about the nature of the job. This means thinking not only about the content

making up the job, but also the jobs purpose, the outputs required by the job holder and

how it fits into the organisations structure. It is also important to consider the skills and

personal attributes needed to perform the role effectively.

Ways to gather this information include observation, questionnaires, interviews or work

diaries. This analysis can form the basis of a job description and person specification.

Job Description:

Carrying out a job analysis will form the basis of a written job description. This benefits

the recruitment process by:

Providing information to potential applicants and recruitment agencies who may be

recruiting on behalf

Acting as an aid in selection; when designing assessment activities and making

decisions between candidates.

The analysis can also be used to communicate expectations about standards to employees

and managers to help ensure effective performance in the job.

Person specification/job profile:

A person specification or job profile states the necessary and desirable criteria for selection.

Increasingly such specifications are based on a set of competencies identified as necessaryfor the performance of the job.

In general, specifications should include details of:

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Skills, aptitude, knowledge and experience

Qualifications (which should be only those necessary to do the job - unless

candidates are recruited on the basis of future potential eg graduates)

Personal qualities relevant to the job, such as ability to work as part of a team.

2. ATTRACTING APPLICATIONS:

Internal methods:

It is important not to forget the internal talent pool when recruiting. Providing opportunities

for development and career progression is an important factor for employee retention and

motivation. The CIPD survey Recruitment, retention and turnover 2004 found that 87% of

UK organizations had a policy of advertising all vacancies internally using tools such as

notice boards and their intranet. Some organizations operate an employee referral scheme.

These schemes usually offer an incentive to existing employees to assist in the recruitment

of family or friends.

External Methods:

There are many options available for generating interest from individuals outside the

organisation. These include placing advertisements in trade press, newspapers and on the

web. However, it is found that despite the increasing popularity of the internet-based

methods in recent years, local newspapers currently remain the most frequently used means

of attracting candidates.

Advertisements should be clear and indicate the:

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Outline requirements of the job

Necessary and the desirable criteria for job applicants (to limit the number of

inappropriate applications received)

Nature of the organizations activities

Job location

Reward package

Job tenure (contract length)

3. MANAGING THE APPLICATION PROCESS:

Applications can be made by form or by curriculum vitae (CV). Application forms allow

for information to be presented in a consistent format, and therefore easier to assess

objectively the candidates suitability when short listing applicants.

Application forms should:

Be realistic and appropriate to the level of the job

Use clear language

Be piloted for readability and ease of completion

Not request detailed personal information unless relevant to the job

State the procedure for taking up references, how these will be used and at what

stage in the recruitment process they will be taken

Be accompanied by details of the job and clear information about the application

and selection procedure.

Any information collected for equal opportunity monitoring should be used only for this

purpose and be kept separate from information on which selection decisions will be based

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(for example using a separate piece of paper or detachable slip from the main application

form).

Under the Disability Discrimination Act 1995 it may be necessary to offer application

forms, if used, in different formats. These formats should be used carefully and not

disappoint the management. Formats should go in accordance with the usual global

standards accepted worldwide. The use of e-applications (Internet, intranet and email) has

moved into mainstream recruitment practices; again see fact sheet on Recruitment.

4. DEALING WITH APPLICATIONS:

All solicited applications (responses to advertisements) should be acknowledged and where

possible all unsolicited applications. Prompt acknowledgment is good practice as itpresents a positive image of the organisation. Increasingly candidates are being treated as

customers, and in a tight labour market the recruitment process works both ways. All

applications should be treated confidentially and circulated only to those individuals

involved in the recruitment process.

Selecting the candidates:

Selection decisions should be made after using a range of tools appropriate to the time and

resources available. The most common techniques are described below. Care should be

taken to use techniques which are relevant to the job and the business objectives of the

organisation. All tools used should be validated and constantly reviewed to ensure their

fairness and reliability.

Short listing:

The first stage in the selection process is the creation of a list from the pool of applications

received of those to be invited for interview or other assessment activity. The process

should be informed by the person specification created earlier - if time has not been spent

planning an accurate person specification this process can be overwhelming if a high

volume of applications is received.

The expansion of the use of Internet raises the opportunity for online screening. Care

should be taken in this area, see recruitment on the internet fact sheet for further details.

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Many companies also now make use of telephone hotlines to provide an initial screening

service by asking candidates a series of questions reflecting essential requirements for the

job.

5. SELECTION INTERVIEWS

Although they remain the most commonly used selection technique according to CIPD

surveys, interviews have very poor predictive ability of suitability if conducted by

untrained individuals in an unstructured way.

To have any value they should:

Always be conducted or supervised by trained individuals

Be structured to follow a previously agreed set of questions mirroring the person

specification or job profile

Allow candidates the opportunity to ask questions

Candidates should be given as much information as possible prior to interview, for example

about terms and conditions, to allow them to prepare and to minimize the risk of job offers

being rejected. Organizations should be prepared to discuss reimbursing reasonable travel

costs for attending interviews with the candidates prior to any interview. According to the

CIPD survey1, 43% of organizations in the UK use assessment centres. They are most

frequently used when recruiting for managers, professionals and graduate trainees.

Assessment centres test candidates on a range of work-related activities as individuals and

in groups. Studies have shown that they have higher validity than interviews when

predicting future job performance.

Psychological or occupational testing is also a widely used selection technique. Offers of

employment should be made in writing. It is important that employers are aware of the

legal requirements of what information should be given in the written statement of

particulars of employment.

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6. JOINING THE ORGANIZATION:

Well-planned induction enables new employees to become fully operational quickly and

should be integrated with the recruitment process. A recruitment policy should state clearly

how references will be used, when in the recruitment process they will be taken up and

what kind of references will be necessary (from former employers). These rules should be

applied consistently. Recruiters should always obtain references to check factual

information such as qualifications. But they should not ask former employers to supply a

subjective opinion as to an applicant's likely future performance. Such data is unreliable

and can be misleading. It is reasonable to require completion of a health questionnaire

where good health is relevant to the job.

Any particular physical or medical requirement should be made clear in the job

advertisement or other recruitment literature. Organizations should pay for any medical

examinations required. When it is necessary for medical records to be obtained, the

requirements of the Access to Medical Reports Act 1988 must be observed. Care should be

taken with regard to the Disability Discrimination Act before making selection decisions

relating to employees mental or physical health. The process should be documented

accurately and access limited to recruitment staff. Information should be kept for sufficient

time to allow for any complaints to be handled.

Monitoring:

Monitoring is not mandatory but it is good practice to ensure that all groups have an equal

chance at all stages of the recruitment process. Data collected for monitoring should not be

used for any other purposes. Unsuccessful candidates should be notified promptly in

writing, giving feedback if possible. As a minimum, feedback on any psychometric test

results should be given.

External recruitment services:

Many organizations make use of external providers to assist in recruitment. A range of

services are available including attracting candidates, managing candidate responses (for

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example by via a call centre response service) screening and short listing, or running

assessment centres on behalf.

In order to ensure an effective working relationship, remember the following:

Examine the market carefully before selecting an agency or consultancy. Different

services are provided by different agencies. It is important that an organisation

selects one which reflects its aims and objectives and has experience of its labour

market.

Be clear about what is required from an agency. Provide a brief in writing; ensure it

is fully understood and that all information given is current and accurate.

Provide an accurate and up-to-date job and/or person specification.

Agree, in writing, the responsibilities of the agency and the organisation (forexample, which will be responsible for checking qualifications or handling

references).

Agree the selection tools to be used and the criteria against which applicants will be

selected from the initial approaches, to the short-list stage. Ensure these are

consistent with the organizations recruitment policy.

Ensure equal opportunities standards are adhered to consistently and are in line with

the requirements for in-house recruitment.

General Viewpoint:

Effective recruitment is central and crucial to the successful day-to-day functioning of any

organisation. Successful recruitment depends upon finding people with the necessary skills,

expertise and qualifications to deliver organizational objectives and the ability to make a

positive contribution to the values and aims of the organization Recruitment is not only

carried out to fulfill current needs. Recruiters should always be aware of and refer to future

plans that have implications for organizational resourcing.

Recruiters also need to be fully aware of equal opportunities legislation and understand

how discrimination can occur both directly and indirectly in the recruitment process. For

example, untrained interviewers can make subjective judgments based on non job-related

criteria and some forms of advertising may discourage or fail to reach potential applicants

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from certain groups. A diverse workforce who reflects customer groups within the local

community is to be encouraged. Organizations should monitor their recruitment processes

continuously to ensure their validity, and that they are non-discriminatory.

3.3 MANPOWER PLANNING:

Manpower Planning which is also called as Human Resource Planning consists of putting

right number of people, right kind of people at the right place, right time, doing the right

things for which they are suited for the achievement of goals of the organization. Human

Resource Planning has got an important place in the arena of industrialization. Human

Resource Planning has to be a systems approach and is carried out in a set procedure.

Downsizing of manpower gives the correct picture about the number of people to be

employed to complete given task in the predetermined period. It is used for achieving

fundamental growth in the concern. It can work out the correct price by the resource

building or capacity building. It aims at correct place, correct man on a correct job.

Thus manpower planning is must to make the optimum utilization of the greatest resource

available i.e. manpower for the success of any organisation.

The steps are as follows:

1. Analyzing the current manpower inventory

2. Making future manpower forecasts

3. Developing employment programmes

4. Design training programmes

1. Analyzing the current manpower inventory: Before a manager makes forecast of

future manpower, the current manpower status has to be analysed. For this the following

things have to be noted:

Type of organization

Number of departments

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Number and quantity of such departments

Employees in these work units

2. Making future manpower forecasts: Once the factors affecting the future

manpower forecasts are known, planning can be done for the future manpower

requirements in several work units.

The Manpower forecasting techniques commonly employed by the organizations

are as follows:

a. Expert Forecasts: This includes informal decisions, formal expert surveys

and Delphi technique.

b. Trend Analysis: Manpower needs can be projected through extrapolation

(projecting past trends), indexation (using base year as basis), and statistical

analysis (central tendency measure).

c. Work Load Analysis: It is dependent upon the nature of work load in a

department, in a branch or in a division.

d. Work Force Analysis: Whenever production and time period has to be

analysed, due allowances have to be made for getting net manpower

requirements.

e. Other methods: Several Mathematical models, with the aid of computers are

used to forecast manpower needs, like budget and planning analysis,

regression and new venture analysis.

3. Developing employment programmes: Once the current inventory is compared

with future forecasts, the employment programmes can be framed and developed

accordingly, which will include recruitment, selection procedures and placement

plans.

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4. Design training programmes: These will be based upon extent of diversification,

expansion plans, development programmes, etc. Training programmes depend upon

the extent of improvement in technology and advancement to take place. It is also

done to improve upon the skills, capabilities, knowledge of the workers.

Importance of Manpower Planning:

1. Key to managerial functions: The four managerial functions, i.e., planning,

organizing, directing and controlling are based upon the manpower. Human

resources help in the implementation of all these managerial activities. Therefore,

staffing becomes a key to all managerial functions.

2. Efficient utilization: Efficient management of personnels becomes an important

function in the industrialization world of today. Seting of large scale enterprises

require management of large scale manpower. It can be effectively done through

staffing function.

3. Motivation: Staffing function not only includes putting right men on right job, but

it also comprises of motivational programmes, i.e., incentive plans to be framed for

further participation and employment of employees in a concern. Therefore, all

types of incentive plans becomes an integral part of staffing function.

4. Better human relations: A concern can stabilize itself if human relations develop

and are strong. Human relations become strong trough effective control, clear

communication, effective supervision and leadership in a concern. Staffing function

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also looks after training and development of the work force which leads to co-

operation and better human relations.

5. Higher productivity: Productivity level increases when resources are utilized in

best possible manner. higher productivity is a result of minimum wastage of time,

money, efforts and energies.This is possible through the staffing and it's related

activities ( Performance appraisal, training and development, remuneration)

Need of Manpower Planning:

Manpower Planning is a two-phased process because manpower planning not only analyses

the current human resources but also makes manpower forecasts and thereby draw

employment programmes. Manpower Planning is advantageous to firm in following

manner:

1. Shortages and surpluses can be identified so that quick action can be taken

wherever required.

2. All the recruitment and selection programmes are based on manpower planning.

3. It also helps to reduce the labour cost as excess staff can be identified and therebyoverstaffing can be avoided.

4. It also helps to identify the available talents in a concern and accordingly training

programmes can be chalked out to develop those talents.

5. It helps in growth and diversification of business. Through manpower planning,

human resources can be readily available and they can be utilized in best manner.

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6. It helps the organization to realize the importance of manpower management which

ultimately helps in the stability of a concern.

Advantages of manpower planning:

1. It is useful both for organization and nation.

2. It generates facilities to educate people in the organization.

3. It brings about fast economic developments.

4. It boosts the geographical mobility of labor.

5. It provides smooth working even after expansion of the organization.

6. It opens possibility for workers for future promotions, thus providing incentive.

7. It creates healthy atmosphere of encouragement and motivation in the

organization.

Example of Employee Levels in an organisation:

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(Source: Google)

Policy:

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Segment Grade Designation

LEVEL I

Senior Management

R-7

R-6

R-5

All Positions above General Manager.

General Manager.

Deputy General Manager/ Assistant General

Manager.

LEVEL II

Middle Management

R-4

R-3

R-2

R-1

Sr. Manager/ Manager

Deputy Manager

Section Manager

Assistant Manager

LEVEL III

Executive Core

S-1

S-2

S-3

Sr. Engineer/ Sr. Executive

Engineer/ Executive/ Graduate Engineer

Trainee/ Management Trainee

Assistant Engineer/ Assistant Executive/

Diploma Engineer Trainee/ Graduate Trainee

LEVEL IV

Operative Core

S-4

S-5

S-6

S-7

Senior Supervisor/ Assistant

Supervisor/ Technician

Driver

Associate/ Helper

LEVEL V

Utility Core

U-1 & U-2

U-3 & U-4

Peon

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Each year, typically in connection with the annual budgeting process, Department Heads/

Process Owners must systematically review the structure, skills and capabilities of their

current organisation/employees against the requirements necessary to effectively carry out

future business plans. Based on the outcome of such reviews, the organisation can more

efficiently:

Prepare recruitment schedules and recruitment budgets.

Prepare salary and fringe benefit budget.

Prepare training schedules and budget.

Update position descriptions to account for new responsibilities.

Responsibility

Department Heads/Process Owners are responsible for review of their departments and

making recommendations for future requirements.

Divisional Heads/ Process Owners in consultation with the President are responsible for

providing position descriptions to HRM. HRM is responsible for assisting Department

Heads/ Process Owners in their reviews, organisational charts, information on

employees backgrounds and/or any other pertinent information requested.

President in consultation with HRM and Corporate Office is responsible for reviewing,

amending and approving final manpower plans.

Application of Approved Manpower Plans:

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HRM will refer to the manpower plan while preparing recruitment, salary, fringe

benefit and training budgets.

Process Owners/ Divisional Heads shall ensure that job descriptions are updated if the

responsibilities of positions are altered during the manpower planning process and

providing these updated job descriptions to HRM.

3.5 RECRUITMENT TRENDS IN INDIA:

Like any other industry, the recruitment industry is cyclical. IT follows the cycles of

other industries to a large extent. But the recruitment industry has a significant advantage

because of the products it promotes skilled manpower. For any organization, in any

kind of economy, skilled manpower is absolutely essential. In a booming economy,

companies in India were offering high salaries and attractive incentive packages to attract

the best talent to their payroll. However, as the economic downturn hit countries around the

world, Indian companies suffered too. Lay-offs, salary cuts and deferred payments became

commonplace. A vast pool of skilled, un-employed candidates was created during this

recession. During this period, hiring was extremely limited and companies could cherry-

pick from the cream of the crop.

Now that the economy, at least in India, seems to have stabilized and started clawing back

to what is was in 2008, some striking trends are being observed in the recruitment industry.

These trends have their roots in the recession and its effects on job seekers and recruiters.

Some of the key trends have been discussed below. Many companies that cut back to bare

bones staff during the worst of the recession are now beginning to hire contract workers.

Contract hiring makes sense when the economic situation is still volatile and a company

does not want to commit its financial resources to a full-time permanent hire. Also, contract

employees are usually brought on board with the idea of handling one set project or

providing a select skill set.

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So the process of hiring a contract employee is usually a little more streamlined as well.

Today, the key focus of talent acquisition teams has changed from hiring generic skilled

resources as strategic buffers to meet future ramp-ups to hiring just-in-time based

on business demand. This ensures that lead times are reduced for new employees and costs

are reduced for the company since they are not maintaining a bench. Just-in-time hiring is

fast becoming the watch word in many companies and is a beneficial trend that is set to

embed itself firmly into the recruitment industry. Becoming a freelancer requires a great

deal of domain experience, commitment, integrity, flexibility and confidence. Though the

going might be tough initially, returns can be very good provided a freelancer is good at the

job and enterprising enough. To become and independent consultant, a person has to have a

command over his field of experience and a relatively good network in the industry.

Freelancing and consulting may form a small percentage of the recruitments in India, but

recent trends show more professionals inclined towards them. Companies after recruiting

thousands of professionals from different colleges, are providing training for the stream

they want them To provide the students who are not really talented who got selected by

luck, could not survive and retention takes place due to the Pressurized situation.

Therefore, companies should not entirely look up on the academic performance of the

student but the practical knowledge of the Student. By doing this, companies can reduce

the training period and retention can be avoided.

Reflecting the bullish employment market, companies in India plan to recruit new

personnel at a hectic pace over the next three months, with the manufacturing industry

expected to offer the strongest hiring prospects, says a survey. Staffing services firm

Manpower's Employment Outlook Survey released today showed that employers in India

have the strongest hiring intentions for the 2011 second quarter. India's net employment

outlook -an indicator of recruitment intentions - rose to 51% on a seasonally adjusted basis

for the three-month period starting April. The same stood at just 43% for the first three

months of this year. "Employers (in India) from manufacturing, finance, insurance, real

estate, public administration and education and wholesale and retail trade report strongest

hiring plans to date," Manpower said. The manufacturing sector leads the way with a hiring

outlook of 56%, followed by finance, insurance and real estate (55%). India is benefiting

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from the global economic recovery, especially in the US. Overall demand has gone up

resulting in robust hiring trends, Kishore noted. In the wake of the global financial crisis in

2008-09, many firms had resorted to massive layoffs to cut down costs. The findings are

based on a survey of 5,112 employers across the country. According to the report,

employers in the South have the strongest hiring expectations, reflected in a net

employment outlook of 58%. It is followed by North (54%). East (53%) and West (43%).

Meanwhile, Manpower's survey -- which also covered 38 other countries -- revealed that

employers in India, Taiwan, Brazil, China, and Turkey have the strongest second-quarter

hiring expectations. European countries, which have been rattled by the sovereign debt

turmoil, particularly Greece, Spain and Ireland, as well as Italy, recorded "the weakest

forecasts globally".

MANPOWER IN INDIA:

According to the Manpower Employment Outlook Survey released today, the survey of

5,112 employers across India indicates that most Indian employers are bullish with their

hiring plans. The Net Employment Outlook of +51% for India (Seasonally Adjusted Data),

improves by eight and thirteen percentage points quarter-over-quarter and year-over-year,

respectively.

Positive hiring plans are reported by employers in all seven industry sectors and all four

regions, and Outlook improve in all seven industry sectors when compared to both the

previous quarter and to 2Q 2010. Job seekers in the Manufacturing Sector (+56%) and

Finance, Insurance and Real Estate Sector (+55%) can look forward to the most vigorous

hiring pace in the next three months, while the weakest but still robust hiring plans are

reported by employers in the Transportation and Utilities sector (+41%). The Manpower

survey shows employers in 33 of 39 countries and territories report varying degrees of

positive hiring activity for the second quarter. Employers in India, Taiwan, Brazil, China,and Turkey report the strongest second-quarter hiring expectations, while those Greece,

Spain, Ireland and Italy report the weakest forecasts globally. Hiring plans across the Asia

Pacific region continue to be strong with Net Employment Outlooks improving year-over-

year in seven of eight countries and territories Manpower surveys. However, compared to

three months ago, Outlooks are marginally weaker in Singapore, New Zealand, China and

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Hong Kong. Regional hiring expectations continue to be strongest in India and Taiwan and

weakest in Japan. "This is Indias strongest employment forecast since survey started in

2005; great news is that all the sectors are showing robust hiring pace and creating jobs in

large numbers. The hiring plans in the Manufacturing Industry sector is the most positively

reported by employers since the India survey started in 2005.

INDUCTION:

The purpose an induction policy is to ensure that all employees have the benefit of a

properly structured Induction Programme that will help them to integrate into their role in

the organisation quickly and effectively. Through the induction policy / checklist process,

employees should have all of their necessary initial orientation, safety, training and

information needs addressed. An induction programme is the process used within many

businesses to welcome new employees to the company and prepare them for their new role.

Induction training should, according to TPI-theory, include development of theoretical and

practical skills, but also meet interaction needs that exist among the new employees.

In order to fully benefit the company and employee, the induction programme should

be planned in advance. A timetable should be prepared, detailing the induction activities

for a set period of time (ideally at least a week) for the new employee, including a named

member of staff who will be responsible for each activity. An induction programme is an

important process for bringing staff into an organisation. It provides an introduction to the

working environment and the set-up of the employee within the organisation. The process

will cover the employer and employee rights and the terms and conditions of employment.

As a priority the induction programme must cover any legal and compliance requirements

for working at the company and pay attention to the health and safety of the new employee.

Reasons for Induction Programme:

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1) It allows new employees to understand the standards of the employer (in terms of work

expectations).

2) It sets up the employee with the knowledge of what is required of them in certain

situations (such as in respect to harassment).

3) It sets up safety procedures so all people can behave in an appropriate way (in regards to

wearing PPE, or during an evacuation).

4) It may inform the employee of the structure of the company (who does what) and where

they can go if they need help, or have an enquiry.

INDUCTION PROCESS:

1) It is the duty of HRM to ensure that induction is dealt with in an organised and

consistent manner. The induction process starts with the framing of the induction

schedule by HRM, which is sent to all the concerned departments informing them of

the date, and time when the new incumbent shall be visiting the respective

unit/department. Adequate thrust is given to the areas where the employee shall be

dealing frequently during the course of his/her operations within the organisation. The

responsibility for induction is demarcated & all the people whom the new incumbent

needs to know are identified.

2) During the process of induction, the new member is briefed about the following :

1. Company Profile / Company Product

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2. Geographical familiarization

3. Organisational Climate

4. Policies & Procedures

5. Socialisation with department rituals.

6. Work Systems

7. Employee Involvement activities

3) Once the induction process starts it is the duty of all the concerned departments to

ensure that the programme is a success.

4) Any change in induction schedule is to be informed to the concerned individuals to

avoid any confusion.

5) The immediate supervisor is responsible for :

Arranging for work area for the new employee before he/she commences work.

Detailed discussion on the job responsibilities.

CHAPTER FOUR

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Study of the Selected Research Problem:

4.1 Statement of the Research Problem:

Instrument used to measure the system in Sharekhan was of primary and secondary kinds.

The primary source of data was through questionnaire schedule. The secondary source

included brochures, annual reports, magazines, employees handbook, magazines and

journals.

To have knowledge and understanding of job specification and job description of

different positions in different grades.

To analyze the level of satisfaction of the employees in respect of the process

followed in the organization.

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4.3 RESEARCH DESIGN AND METHODOLOGY:

Research is a process in which the researcher wishers to find out the end result for a given

problem and thus the solution helps in future course of action.

According to Redman & Mory research is defined as a Systemized effort to gain new

knowledge.

According to Claire Seltiz, a research design is the arrangement of condition and analysis

of data in manner that aims to combine relevance to the research purpose with economy in

procedure.

Research design can be divided into fixed and flexible research designs (Robson, 1993).

Others have referred to this distinction with quantitative research designs and qualitative

research designs. However, fixed designs need not be quantitative, and flexible design

need not be qualitative. In fixed designs the design of the study is fixed before the main

stage of data collection takes place. Fixed designs are normally theory-driven; otherwise

its impossible to know in advance which variables need to be controlled and measured.

Often these variables are quantitative. Flexible designs allow for more freedom during the

data collection. One reason for using a flexible research design can be that the variable of

interest is not quantitatively measurable, such as culture. In other cases, theory might not

be available before one starts the research.

NATURE OF RESEARCH

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Research is basically of two types.

1. Descriptive research:The descriptive research design is a scientific method which

involves observing and describing the behaviour of a subject without influencing it

in any way.

2. Explorative research: Explanatory research focuses on why questions. For

example, it is one thing to describe the crime rate in a country, to examine trends

over time or to compare the rates in different countries. It is quite a different thing

to develop explanations about why the crime rate is as high as it is, why some types

of crime are increasing or why the rate is higher in some countries than in others.

Descriptive Research:These studies are concerned with describing the characteristic of a

particular individual or a group.

Descriptive

Primary Research

Questionnaire method

Direct Personal Interview

DATA SOURCES:

PRIMARY DATA

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SECONDARY DATA

PRIMARY DATA:-

Primary data is that kind of data which is collected by the investigator himself for the

purpose of the specific study. The data such collected is original in character. The

advantage of third method of collection is the authenticity. A set of question s was put

together in the form of questionnaire with. Question. The method of sampling was the

random method as it is unbiased.

Basic methods of collecting Primary Data:

1) Questionnaire Method: The questionnaire used by us for the purpose of data

collection were of structured type( Non-disguised as well as Disguised)

2) Contact Method:In order to derive information from the intended organization, it was

elementary for us to search for a link, which could enable us to conduct a research in

that organization. The personal contact of one of the group members in the aforesaid

organization helped us in getting an appointment soon.

SECONDARY DATA:-

When an investigator uses the data that has been already collected by others is called secondary

data. The secondary data could be collected from Journals, Reports and Various Publications. The

advantages of secondary data can be economical, both in the term of money and time spent. The

researcher of the reporter also did the same and collected secondary from various Internet sites

like google.com, altavista.com and many more. The researchers of the reporter also visited

various libraries for collection of the introduction part.

Basic methods of collecting secondary data:

1) Magazines

2) Books

3) Brochure

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Benefits of Secondary Data:

1. It is economical as it saves efforts and expenses for the researcher. Therefore, this is

one advantage that secondary data has for the researcher over primary data.

2. It helps to make primary data collection more specific since with the help of

secondary data, we are able to make out what are the gaps and deficiencies and

what additional information needs to be collected.

3. It helps to improve the understanding of the problem better when there are extra

material is available. This extra material can be availed from the government

libraries where the researcher needs to have the library card.

4. It provides a basis for comparison for the data that is collected by the researcher.

This is because various data is collected from past years that can be compared

thoroughly. The data available can be checked to verify its accuracy and data

compared will give performance matter for the researcher.

5. The secondary data provides a larger database than the primary data to the

researcher. In this way, the researcher is assured that the data obtained is logical

and accurate. This is because the data is made available from the Internet, books,

etc.

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SELECTION OF SAMPLES:-

Sample size is 100

SAMPLE DESIGN:-

Employees working in Sharekhan and the management ranks are working in different

categories of different department.

STATISTICAL TOOLS:-

It is very difficult to have detailed knowledge of employees working in Sharekhan The

management ranks are working in different categories of different department. Thus it becomes

equally justified to plan in such a way that it covers all departments.

TOOLS:-

Pie chart

Bar diagram

Text and statements

QUESTIONNAIRE DESIGN

As the questionnaire is self-administered one, the survey is kept simple and user-friendly.

Words used in questionnaire are readily understandable to all respondents.

Technical jargon is avoided to ensure that there is no confusion for respondents.

The contents and the purpose of the questions asked are used to measure variables of

subjective nature.

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LIMITATION TO THE RESEARCH:-

1. The main source of data is primary data that is not that useful for the researcher.

2. 100 samples do not reflect the opinion of employees as a whole because it could be

proved bias. In this way, the company can be protected.

3. Time limit was another limitation and there may be possibility of committing a

general error due to rush in the making of the project. Time was less due to other

internal events in the college such as college fest, college functions, etc.

4. Convincing the employees was difficult as they were too

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