Index

CONTENTS PAGE NO.

CHAPTER 1 INTRODUCTION

CHAPTER 2 RESEARCH METHODOLOGY

CHAPTER 3 INDUSTRY PROFILE

CHAPTER 4 COMPANY PROFILE

CHAPTER 5 THEORETICAL FRAME WORK

CHAPTER 6 DATA ANALYSIS & INTERPRETATION

CHAPTER 7 FINDINGS & SUGGESTIONS

CHAPTER 8 CONCLUSION & BIBLIOGRAPHY

ANNEXURE QUESTIONNAIRE
 CHAPTER -1
INTRODUCTION
 EFFECTIVENESS OF EFFECTIVENESS OF RECRUITMENTAT JRG Securities Ltd

INTRODUCTION

HUMAN RESOURCE:

Human Resource is of paramount importance for the success of any organization. It is a

source of strength and aid. Human resources are the wealth of an organization which can help it
in achieving it goals. Human Resource management is concerned with the human beings in an
organization. It reflects a new outlook which views organizations manpower as its resources and
assets.

Human Resource is a resource like any other natural resource. It means that management
can get and use the skill, knowledge, ability, etc. Through the development of skills, tapping and
utilizing them again and again. Human Resource management is that process of management
which develops and the human elements of an enterprise.

Effectiveness of Effectiveness of Recruitment & Selection:

The Effectiveness of Recruitment and selection is a strategy for acquiring and placing
human resource process and are often used interchangeably. Effectiveness of Recruitment refers
to the process of identifying and encouraging prospective employees to apply for jobs; selection
is concerned with picking the right candidates from a pool of applications. Effectiveness of
Recruitment is said to be positive in the approach as it seeks to attract as many candidates as
possible. Selection on other hand is negative in its application in as much as it seeks to eliminate
as many qualified applications as possible in order to identify the right candidates. The most
valuable asset to any large-scale organization is right caliber personnel, individuals, differ in
their ability to perform the different types of activities. They differ in their physical
characteristics, intelligence, and intellectual aptitudes, in interests, in temperament, and in
character. Because of these large differences in human abilities, the problems of proper selection
become a very important one.

The importance of having an effective Effectiveness of Recruitment and selection

policy in an organization, the recent trends that have influenced the process of Effectiveness of
Recruitment and selection in an organization, various challenges faced by organizations in the
process of recruiting and selecting employees. Effectiveness of Recruitment has been regarded as
the most important function of personnel administration, which discovers the potential applicants
for actual or anticipated organizational vacancies. The selection procedure is concerned with
securing relevant information about an applicant. The objective of selection process is to
determine whether an applicant whose is most likely to perform well in that job.

Effectiveness of Recruitment and Selection is the core HR practices without which

organization cannot survive. Effectiveness of Recruitment forms the first stage in the process
which continuous with selection and ceases with the placement of the candidates. Therefore it is
important to know about the Effectiveness of Recruitment and selection process in an
organization.

Employers are always looking for the right staff to fill the job vacancies that they have on offer.
Finding the right staff means that Effectiveness of Recruitment and selection processes are a key
factor in the success of any business. In order to be truly effective it is essential that a business
has the right kind of personnel. Having people who enjoy their jobs and want to make a success
of them can be the making of a company, while uninterested and unsuitable staff can bring a
successful business to its knees.

In order to ensure the right kind of Effectiveness of Recruitment and selection of staff means that
an employer should be aware of the kind of skills that they want an employee to have. Employers
should also be aware of the kind of transferable skills that will be useful to the company. This
means that employers need to be quite specific when they advertise a vacancy. If an employer
decides to use the services of an agency in the Effectiveness of Recruitment and selection
process, then he/she should be precise in their instructions to the Effectiveness of Recruitment
consultant.

One of the most important aspects of the Effectiveness of Recruitment and selection process is to
have a clear framework for short listing candidates for a vacancy. This means that an employer
should have some idea of what they want to see on a person’s resume or CV and what kind of
experience they expect a potential employee to have had. During the Effectiveness of
Recruitment and selection process it is also wise to establish which qualities and qualifications
are essential to the job and which are desirable. Once you have your shortlist of potential
employees then you have to decide whether a single interview will suffice or whether you want
an interview and presentation.

The Effectiveness of Recruitment and selection process is always easier if an employer can
provide a Effectiveness of Recruitment agency or Effectiveness of Recruitment consultant with a
very specific brief on what they want in an employee. They should also advise the
agency/consultant of their own processes of selecting the right candidate. This way the agency or
consultant can advise potential candidates at each stage of the Effectiveness of Recruitment and
selection process.

Whoever interviews candidates for a position should be ready to provide feedback on that
interview, either to the candidate themselves or to the agency representing them. Before the
interview (and presentation if stipulated) takes place the employer should have a definite idea of
what they are prepared to offer as an employment package. It is not a good idea to be vague at
this stage of the process because it is all too easy to forget that when it comes to Effectiveness of
Recruitment and selection the candidate may also be sizing up their potential employer.

FACTORS AFFECTING EFFECTIVENESS OF RECRUITMENT

FACTORS AFFECTING EFFECTIVENESS OF RECRUITMENT POLICY:

  Organizational objectives
 Personnel policies of the organization and its competitors.
 Government policies on reservations.
 Preferred sources of Effectiveness of Recruitment.
 Need of the organization.

IMPORTANCE OF EFFECTIVENESS OF RECRUITMENT POLICY

 It should focus on recruiting the best potential people.

 To ensure that every applicant and employee is treated equally with dignity and respect.
 Unbiased policy.
 To aid and encourage employees in realizing their full potential.
 Transparent, task oriented and merit based selection.
 Weightage during selection given to factors that suit organization needs.
 Optimization of manpower at the time of selection process.
 Defining the competent authority to approve each selection.
 Abides by relevant public policy and legislation on hiring and employment relationship.
 Integrates employee needs with the organizational needs.

DIFFERENCE BETWEEN EFFECTIVENESS OF RECRUITMENT AND SELECTION

1. Effectiveness of Recruitment comes first and is followed by Selection.

2. Effectiveness of Recruitment is positive process while Selection is a negative process.

3. Effectiveness of Recruitment is calling large pool of candidates while Selection is

choosing the suitable Candidate.

 The Main Objective of a selection procedure is to determine whether an applicant meets
the qualification for a specific job, and then to choose the applicant who is most likely to perform
well in that job.

Need of the study:

This project work characterizes to evaluate the Effectiveness of Recruitment programs

that are conducted at JRG Securities Ltd. The objectives of the study are as follows.

 Effectiveness of Recruitment is the process which links the employers with the

employees.

 Vacancies due to Promotions, transfer, retirement, termination, permanent disability,

death and labour turnover.

 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.

 To evaluate the Effectiveness of Recruitment management programs.

 To identify and suggest measures for the improvement of the Effectiveness of

Recruitment programs.

 Increase the pool of job candidates at minimum cost.

  Create a talent pool of candidates to enable the selection of best candidates for the

organization.

 Determine present and future requirements of the organization in conjunction with its

personnel planning and job analysis activities.

 Meet the organizations legal and social obligations regarding the composition of its

workforce.

OBJECTIVES:

 To study the Effectiveness of Recruitment and selection procedure in JRG Securities Ltd,
Hyderabad.
 To know how the new candidates are recruited and placed in JRG Securities Ltd,
Hyderabad.
 To know the level of satisfaction of employees regarding Effectiveness of Recruitment
and selection process at JRG Securities Ltd, Hyderabad.
 To know the policy in order to meet the manpower requirements of JRG Securities Ltd
with personnel who posses the necessary qualifications, skills, aptitude, and are suitable
as per organizational needs.
 To streamline the Effectiveness of Recruitment process to ensure that we always hire the
RIGHT people at RIGHT role at RIGHT time.
 To give suggestions if any, in strengthening the Effectiveness of Recruitment and
Selection Procedure in JRG Securities Ltd, Hyderabad.

SCOPE OF THE STUDY:

The scope of the study is confined to the following process like procedure followed for
Effectiveness of Recruitment and Selection, type of skills, needed by the employees,
 satisfaction levels of the employees by taking the 50 as sample size.The study is covered
only to the employees of JRG Securities Ltd Hyderabad.

 To identify the various factors companies undertake prior to the Effectiveness of

Recruitment process.

 To study how the companies establish a fit between their business strategy and
Effectiveness of Recruitment strategy.

 To study how the companies have coped with change in the market vis a vis its
Effectiveness of Recruitment process.

 To analyse the Effectiveness of Recruitment policy of the organization.

 To compare the Effectiveness of Recruitment policy with general policy.

To provide a systematic Effectiveness of Recruitment process.

CHAPTER- 2

RESEARCH METHODOLOGY
RESEARCH METHODOLOGY

Research is a scientific and systematic search for pertinent information on a specific

topic. Research is an art of scientific investigation. “Research comprises defining and redefining
problems, formulation hypothesizer suggested solutions, collecting, organizing and evaluating
the data, making deductions and reaching conclusions and at last carefully testing the
conclusions to determine whether they fit the formulating hypothesis”

- By CLIFFORD WOOD

Methodology means “a procedure designed to the extent to which it is planned and

evaluated before conducting the inquiry and the extent to which the method for making decisions
is evaluated”

-By DHONDYAL.

DATA COLLECTION: There are two types of data

 PRIMARY DATA
 Primary data can be collected either through experience or through survey. Those which
are collected a fresh and for the first time thus happen to be original in character that is called
primary data.

Questioned 50 employees with the following questionnaire and collected the data. I spent
time for the fresh Effectiveness of Recruitment process and collected the data after questioning
the candidate.

 By observation
 Personal discussion
 Personal Interview
 Questionnaire

 SECONDARY DATA
Secondary data means the data that has already been available The secondary data is
gathered from Journals, magazines, official records, broachers, office files, annual reports,
Internet and also through discussion with concerned officers.

 SAMPLING METHOD
The sampling techniques are the process of selecting a few from a bigger group to
become the basis for estimating or predicting the fact, situation or outcome regarding
bigger group.
 The research technique adopted is RANDOM SAMPLING TECHNIQUE
 Sample size – 50 respondents
 Sampling unit – JRG SECURITIES LTD
 Sampling Area – HYDERABAD
TOOLS FOR DATA COLLECTION:

 Questionnaire – This method is used in data collection which is quite popular,

particularly in case of big enquires private individual’s research person’s private and
 public organization, are adopting it. Questionnaires consist of a number of questions
printed or typed in a definite order on forms. The respondents have to answer the
questions on their own.
 Questionnaire Design – The questionnaire consists of a number of questions printed in a
definite order or a set of forms.
Questions include :
 Closed Ended Questions
 Dichotomous Questions

CHAPTER 3

INDUSTRY PROFILE
 INDUSTRY PROFILE

HISTORY OF STOCK EXCHANGE

The only stock exchanges operating in the 19th century were those of Bombay
set up in 1875 and Ahmedabad set up in 1894. These were organized as voluntary non
profit-making association of brokers to regulate and protect their interests. Before the
control on securities trading became central subject under the constitution in 1950, it
was a state subject and the Bombay securities contracts (control) Act of 1925 used to
regulate trading in securities. Under this act, the Bombay stock exchange was
recognized in 1927 and Ahmedbad in 1937.

During the war boom, a number of stock exchanges were organized in

Bombay, Ahmedbad and other centers, but they were not recognized. Soon after it
became a central subject, central legislation was proposed and a committee headed by
A.D. Gorwala went into the bill for securities regulation. On the basis of the committee’s
recommendations and public discussion, the securities contracts (regulation) Act
became law in 1956.

DEFINITION OF STOCK EXCHANGE

“Stock exchange means any body or individuals whether incorporated or not,

constituted for the purpose of assisting, regulating or controlling the business of buying,
selling or dealing in securities”.

It is an association of member brokers for the purpose of self-regulation and

protecting the interests of its members.

It can operate only if it is recognized by the Government under the securities

contracts (regulation) Act, 1956. The recognition is granted under section 3 of the Act by
the central government, Ministry of Finance.
BYLAWS

Besides the above act, the securities contracts (regulation) rules were also made
in 1975 to regulative certain matters of trading on the stock exchanges. There are also
bylaws of the exchanges, which are concerned with the following subjects.

Opening / closing of the stock exchanges, timing of trading, regulation of blank

transfers, regulation of Badla or carryover business, control of the settlement and other
activities of the stock exchange, fixating of margin, fixation of market prices or making
up prices, regulation of taravani business (jobbing), etc., regulation of brokers trading,
brokerage chargers, trading rules on the exchange, arbitrage and settlement of
disputes, settlement and clearing of the trading etc.

REGULATION OF STOCK EXCHANGES

The securities contracts (regulation) act is the basis for operations of the stock
exchanges in India. No exchange can operate legally without the government
permission or recognition. Stock exchanges are given monopoly in certain areas under
section 19 of the above Act to ensure that the control and regulation are facilitated.
Recognition can be granted to a stock exchange provided certain conditions are
satisfied and the necessary information is supplied to the government. Recognition can
also be withdrawn, if necessary. Where there are no stock exchanges, the government
licenses some of the brokers to perform the functions of a stock exchange in its
absence.

SECURITIES AND EXCHANGE BOARD OF INDIA (SEBI).

SEBI was set up as an autonomous regulatory authority by the government of India in

1988 “to protect the interests of investors in securities and to promote the development
of, and to regulate the securities market and for matter connected therewith or incidental
thereto”. It is empowered by two acts namely the SEBI Act, 1992 and the securities
contract (regulation) Act, 1956 to perform the function of protecting investor’s rights and
regulating the capital markets.
BOMBAY STOCK EXCHANGE

This stock exchange, Mumbai, popularly known as “BSE” was established

in 1875 as “The Native share and stock brokers association”, as a voluntary non-profit
making association. It has an evolved over the years into its present status as the
premiere stock exchange in the country. It may be noted that the stock exchanges the
oldest one in Asia, even older than the Tokyo stock exchange, which was founded in
1878.

The exchange, while providing an efficient and transparent market for

trading in securities, upholds the interests of the investors and ensures redressed of
their grievances, whether against the companies or its own member brokers. It also
strives to educate and enlighten the investors by making available necessary
informative inputs and conducting investor education programs.

A governing board comprising of 9 elected directors, 2 SEBI nominees, 7 public

representatives and an executive director is the apex body, which decides is the apex
body, which decides the policies and regulates the affairs of the exchange.

The Exchange director as the chief executive offices is responsible for the daily
today administration of the exchange.

BSE INDICES :

In order to enable the market participants, analysts etc., to track the various
ups and downs in the Indian stock market, the Exchange has introduced in 1986 an
equity stock index called BSE-SENSEX that subsequently became the barometer of the
moments of the share prices in the Indian stock market. It is a “Market capitalization
weighted” index of 30 component stocks representing a sample of large, well-
established and leading companies. The base year of sensex 1978-79. The Sensex is
widely reported in both domestic and international markets through print as well as
electronic media.
 Sensex is calculated using a market capitalization weighted method. As per this
methodology the level of the index reflects the total market value of all 30-component
stocks from different industries related to particular base period. The total market value
of a company is determined by multiplying the price of its stock by the nu7mber of
shared outstanding. Statisticians call index of a set of combined variables (such as price
and number of shares) a composite Index. An indexed number is used to represent the
results of this calcution in order to make the value easier to go work with and track over
a time. It is much easier to graph a chart based on Indexed values than on based on
actual valued world over majority of the well-known Indices are constructed using
“Market capitalization weighted method”.

In practice, the daily calculation of SENSEX is done by dividing the

aggregate market value of the 30 companies in the index by a number called the Index
Divisor. The divisor is the only link to the original base period value of the SENSEX. The
Devisor keeps the Index comparable over a period value of time and if the references
point for the entire Index maintenance adjustments. SENSEX is widely used to describe
the mood in the Indian stock markets. Base year average is changed as per the formula
new base year average = old base year average*(new market value / old market value).

NATIONAL STOCK EXCHANGE

The NSE was incorporated in Nov, 1992 with an equity capital of Rs.25 crs. The
international securities consultancy (ISC) of Hong Kong has helped in setting up NSE.
ISC has prepared the detailed business plans and initialization of hardware and
software systems. The promotions for NSE were financial institutions, insurances,
companies, banks and SEBI capital market ltd, Infrastructure leasing and financial
services ltd and stock holding corporations ltd.
It has been set up to strengthen the move towards professionalisation of the
capital market as well as provide nation wide securities trading facilities to investors.

NSE is not an exchange in the traditional sense where brokers own and manage
the exchange. A two tier administrative set up involving a company board and a
governing aboard of the exchange is envisaged.
 NSE is a national market for shares PSU bonds, debentures and government
securities since infrastructure and trading facilities are provided.

NSE-NIFTY:

The NSE on Apr22, 1996 launched a new equity Index. The NSE-50. The new
Index which replaces the existing NSE-100 Index is expected to serve as an appropriate
Index for the new segment of future and option.

“NIFTY” mean National Index for fifty stocks. The NSE-50 comprises fifty companies
that represent 20 board industry groups with an aggregate market capitalization of
around Rs 1, 70,000 crs. All companies included in the Index have a market
capitalization in excess of Rs. 500 crs each and should have trade for 85% of trading
days at an impact cost of less than 1.5%.

The base period for the index is the close of price on Nov 3 1995, which makes
one year of completion of operation of NSE’s capital market segment. The base value of
the index has been set at 1000.

NSE-MIDCAP INDEX

The NSE madcap index or the junior nifty comprises 50 stocks that represent
21st board industry groups and will provide proper representation of the midcap
segment of the Indian capital market. All stocks in the Index should have market
capitalization of grate than Rs.200 crs and should have traded 85% of the trading days
at an impact cost of less than 2.5%.

The base period for the index is Nov 4 1996, which signifies 2 years for
completion of operations of the capital market segment of the operations. The base
value of the Index has been set at 1000.

Average daily turn over of the present scenario 258212 (Laces) and number of
average daily trades 2160(Laces).
 At present there are 24 stock exchanges recognized under the securities contract
(regulation Act, 1956. They are

Ahmedbad Stock Exchange

Bangalore Stock Exchange

Bhubaneswar Stock Exchange

Calcutta Stock Exchange

Cochin Stock Exchange

Coimbatore Stock Exchange

Delhi Stock Exchange

Guwahati Stock Exchange

Hyderabad Stock Exchange

Indore Stock Exchange

Jaipur Stock Exchange

Kanpur Stock Exchange

Ludhiana Sock Exchange

Madras Stock Exchange

Magadh Stock Exchange

Mangalore Stock Exchange

Pune Stock Exchange

Uttar Pradesh Exchange Assoc ltd

Saurashtra Sock Exchange

Vadodhara Stock Exchange

NSE

OTCEI

Inter connected Stock Exchange

 CHAPTER 4

COMPANY PROFILE
 COMPANY PROFILE

ORGANIZATION PROFILE OF JRG SECURITIES LTD

JRG Securities Ltd. is one of India’s leading financial services providers with
strong presence in South India. It was incorporated in 1994 and over the
years it acquired a name of trust through Equity and Commodity Broking
businesses. In 2007, Baring India Private Equity Fund II Ltd., a leading
private equity firm of international repute acquired a majority stake in the
Company. With the investment of BIPEF came fresh inflow of talent and a
focused team committed to taking this company to greater heights. Since then
JRG has undergone several transformations - expanding into new
geographies, adopting state-of-the-art technology, strengthening credit and
risk management systems, creating new products and strengthening client
relationships through service focus. The company is committed to fully
compliant with all regulatory compliances with the exchanges, SEBI, IRDA,
FMC and RBI. JRG is listed on the Bombay Stock Exchange and has a
diverse set of public shareholders.

As the company transforms itself to being a professionally run, high quality

brokerage house in India, the focus is on providing best-in-class services to
the customers. The new management team consists of high quality
professional talent from within the company and from the marketplace. The
company strives to attract and retain the best talent, which is amongst the key
building blocks for the company. The new growth strategy has four key
building blocks – Trust, Transparency, Technology and Talent.
Today, along with its subsidiaries, JRG caters to a gamut of financial
products and services ranging from Equity Trading, Commodity Trading,
Currency Derivatives, Insurance Broking and Loans (Loan against shares,
Margin Funding, Gold Loans etc.) all catering to the mass affluent retail
customers.

The Company is a member of the National Stock Exchange of India (NSE),

the Bombay Stock Exchange (BSE), the National Multi Commodity
Exchange of India Ltd (NMCEIL), the National Commodities Derivatives
Exchange Ltd (NCDEX), the Multi Commodity Exchange of India Ltd
(MCX) and the Indian Pepper and Spices Trades Association (IPSTA). JRG
is a full-fledged depository participant of the National Securities Depository
Ltd and Central Depository Services (India) Limited. Besides these, it is also
a leading Insurance Broker.

n order to expand its reach, JRG has launches its internet trading services
through www.inditrade.com. The online services will provide customers an
opportunity to trade from the JRG Securities Ltd of their home or offices and
also trade while traveling. Inditrade.com will empower customers to trade
and invest in equities, commodities, currencies, mutual funds and insurance.
Jrg are a High Quality Financial Services Provider

Jrg ensure a Delightful Customer Experience

Jrg are a Dynamic, Motivated team with Product Expertise

Jrg are Reliable Partners. Our dealings are Transparent

Jrg invest in Long-term Partnerships with Stakeholders

Jrg differentiate ourselves Providers of Smart Solutions

Enjoy the dual benefits of trading and depository services under one roof and
experience efficient, risk-free and prompt depository service. JRG is a
depository participant with the National Securities Depository Limited and
Central Depository Services (India) Limited for trading and settlement of
dematerialized shares. JRG performs clearing services for all securities
transactions through its accounts. In JRG, investors can open DEMAT
account for holding securities, mutual funds and commodities.

We offer depository services to create a seamless transaction platform –

execute trades through JRG Securities and settle these transactions through
the JRG Depository Services. JRG Depository Services is part of our value
added services for our clients that create multiple interfaces with the client
and provide for a solution that takes care of all your needs.
We also offer various tariff plans to suite each and every category of
investors viz, Traders, Investors, HNIs, Corporates, NRIs, etc.

 Automated pay-in facility

 Access information – Anytime, Anywhere
 Quarterly Demat statements with valuation
 Statements on demand
 View Demat A/C statement online
 Competitive transaction charges

Exclusive benefits for customer :

 Reduced paper work

 Speedy settlement process resulting in increased liquidity of your
securities
 No risk of loss, wrong transfer, mutilation or theft of share certificates
 Hassle free automated pay-in of your sell obligation with no need for
physical instruction
 Instant disbursement of non-cash benefits like Bonus and Rights
 Efficient pledge mechanism

Management Team:
Rahul Bhasin Chairman is a qualified chartered accountant and has equipped
with more than 20 years of experience in the field of finance, Capital markets
and related activities and besides this he has also promoted a listed company
namely “JRG Securities Ltd Intech Ltd.” and he is the man behind the
success of the company. He leads our Company’s overall planning & general
business, generating strategies, identifying opportunities and his high
expertise in business advisory and Investments-Capital Markets, Mutual
Funds and taxation is precious for the company in the long run.

B R Menon

Director is a qualified chartered accountant and veteran of finance and

investment Field. He is President of the Merchant Banking Division of the
company and he has served to Merchant Banking Firms, Multi national
consultancy firms. He has vast experience in debt syndication, Issue
Managements, Buy-back, delisting, open offers and many more endless
activities.

Gaurav Vivek Soni Managing ,

is equipped with various courses and diplomas of capital market and has 8
years experience in the stock market across research, dealing and execution
and besides this she has also operated as sub-broker and members of regional
stock exchanges and her experience is proven remarkable in acquiring the
memberships of BSE, NSE etc.
Our Core Values

Integrity:

A company honoring commitment with highest ethical and business

practices.

Excellence:

Constantly strive to achieve the highest possible standards in our work and in
the quality of the services, we provide.

Unity:

Work cohesively with our colleagues across the Group and with our
customers and partners around the world, building strong relationships based
on understanding and mutual cooperation.

Introduction of JRG Securities Ltd securities Pvt. Limited

JRG Securities Ltd Group ventured in the financial services arena in 1994. It
has grown deep and wide during more than 14 years. It has made available all
essential platforms in BSE, NSE, MCX, Merchant Banking and Non Banking
Finance Activities covering all primary market, investment solution, debt
services, capital markets, Equity derivatives and currency derivatives
segments to our client community.
At JRG Securities Ltd, what our clients find best and advantageous is our
warehouse of knowledge, personalized services, Cost Effectiveness and many
more, which of course adds to their are our in making a move towards us.

JRG Securities Ltd. was founded on 19th July 2002, by dynamic group of
Professionals namely Rahul Bhasin Chairman and Mrs. B R Menon . In the
expansion era company achieves the business development objectives by the
channeling the resources of company. In the recent past company has grown
potentially and it has been able to usher an era of a modern regime of capital
market. Company has successfully acquired the membership of:

* Bombay Stock Exchange Ltd. [CM & Derivatives segments]

* National Stock Exchange of India Ltd.[CM & Derivatives

segments]

* Depository Participant _ CDSL

* BSE, NSE & MCX-SX -Currency Derivatives segment

* Multicommodity Exchange of India Ltd.

* SEBI Authorized Category – I Merchant Bankers

Products & Services

1. Capital Market Services

Our experienced trading consultants and advanced trading tools will provide
the personalized support to achieve your long-term goals via the stock
markets. With our client centric approach, state of art infrastructure we were
able to add around 1000 clients in our basket in short span of 2 years of our
registration. We serve multitude of our retail investing customers through our
own office at Mumbai with numerous & efficient dealers eager to respond on
your wise call. We feel proud with our rapidly increasing client base in a little
time horizon, and we serve to our valuable clients in the following segments.

Capital Market Segment

Future & Option Market Segment

Investment Advisory Services

2. Commodity Market Services

Futures Trading in Commodities has opened up spectacular growth
opportunities and advantages not only for large cross section of market
participants like: producers, processors, traders, corporate, trading centers,
importers, exporters, co-operatives, industry associations but for investors
community too. It offers unparalleled efficiencies, unlimited growth and
infinite rewarding opportunities to all market participants and investors.

This market affords us a very dynamic field for diversified investment &
trading opportunities in addition to equity markets. The immense benefits of
futures trading are opened, for all market participants and investors alike, to
be realized.

This Commodity segment has proved to be our one more pillar of strength of
the JRG SECURITIES LTD, of course due to positive and enthusiastic
response from our Business Associates and our retail clientele spread over
many trading centers in multi-states.

The performance of the company in this segment has been very satisfying
one due to whole-hearted involvement and encouraging response from our
Business Associates and retail investor-clients spread over many trading
centers in multi-states in the country.

The JRG SECURITIES LTD is in the high gear still to cover many more
cities & trading centers in wider variety of commodities reaching out to more
and more retail end-use investors to realize the country’s dream of making
our India an International Hub of Trading in many agricultural commodities
and precious metals.

3. Depository Services

Depository: A depository holds shares and securities in electronic form in

your name, just as a bank holds your deposits in your account. Besides
holding securities, a depository also provides services related to your
transactions in securities.

Central Depository Services (India) Ltd., (CDSL) : It has received approval

from SEBI in February 1999. It is promoted by The Stock Exchange,
Mumbai (BSE) jointly with leading banks such as State Bank of India, Bank
of India, Bank of Baroda, HDFC Bank, Standard Chartered Bank, Union
Bank of India and Centurion Bank. CDSL commenced its operations from
July 1999. It has depository participants (like agents called branches)
throughout India.

We offer following services as D.P..

• Opening of Demat account

• Dematerialization

• Rematerialization

• Maintaining record of holdings in electronic form

• Settlement of trades by delivering/ receiving underlying securities

• Settlement of off-market trades

• Providing electronic credit in respect of securities allotted under IPO

• Receiving non-cash corporate benefits, such as, allotment of bonus and

rights shares, stock split, etc.

• Pledging/Un-pledging of securities

• Providing periodical statement of transactions

• Registering nomination.

1. Merchant Banking Services

CSPL is a Category I Merchant Banker registered with Securities &

Exchange Board of India. We work with strong management teams, finical
sponsors and corporate partners to help companies to achieve financial &
strategic goals. We work on client centric approach and provide flexible
solutions to fit the precise requirement of business.

At CSPL-Merchant Banking Division, we offer a wide range following of

services:

o IPO / FPO / Rights Issue

o Preferential Allotment

o ESOP / ESOS

o Takeovers and Acquisitions

o Mergers & Amalgamations

o Buyback of Shares

o Project Approval / Identification

o Preparing Feasibility Report

o Placement of Debt / Equity Instruments

o Devising Marketing Strategies

o Marketing support for New Issues

o Delisting

o Debt Syndication Services

o Project Financing Services

The comprehensive range of services from conception to completion

provided under one roof reinforces our commitment on quality assurances
through total involvement. The spacious office of the Company at Mumbai
fully equipped with state of art facilities including in house Research and
computerized database information system has enabled us to broad base and
enlarge our area of operations

The scope of services outlined below emanates form a broad understanding

of bunch of Services offered by Merchant Banking Department of CSPL:-

• preparation of offer documents / prospectus in compliance with the

regulatory requirements of SEBI, Stock Exchanges, Register of Companies
(ROC) and authorities under varying corporate laws and laws for issue of
securities
• Market various arrangements with Qualified Institutional Buyers
(QIBs), High Net Worth Individuals (HNIs), Corporate and Retail investors
in Indian Markets and placement in foreign markets

• To act as the Book running Lead Manager / Lead Manager / Co-

manager to the proposed public issues by Corporates

• To Act as manager to Buy back offer of Shares

• To Act as manager to the take over offer and other miscellaneous

compliances

• Act as manager for delisting of securities from stock exchange (s) by

Corporates

• Assist Corporates in formulating ESOP/ESOS

• Assist and advising corporates in compliances under the Listing

Agreement

• Assist in IPO Grading

• Assist the Client in all post issue formalities including Listing of

Securities with the Exchanges.

• Assists in co-ordination with the intermediates’ viz Registrars, Bankers,

Brokers and Advertisers etc

• Assists in Finalization of Advertising Campaign in association with the

media & Advertising Agency
• Advise on purchase and sale of business and industrial units in India or
outside India.

• Advise on strategic investors, financial investors or a combination of

both including cross borders M & A.

• Assists in working out appropriate sale / buy strategies and negotiating

with the other party.

• Assists in complying with business accounting and legal due

diligences.

• Conduct business research and analysis and advice on valuation of

business sought to be acquired, merged or sold.

• Assists in arranging necessary acquisition finance either from banks,

institutions and/or other lenders

• Assists in Valuation of Business

• Assists in completing the formalities from High Courts, R. D.;

Takeover code regulation, RBI etc.

2. Currency Derivatives
Indian investor can now add one more 'investment option' in their portfolio –
current derivatives. Regulatory approval from RBI and SEBI was recently
made available (Aug 2008) and this allows exchanges in India to launch
currency derivatives for trading, similar to equity/commodities derivatives
trading.

With launch of currency derivatives in India through stock exchanges, there

would be dynamic shift in currency trading and hedging. Indian entity would
be able to take positions on the external value of the rupee without having an
underlying foreign currency exposure. It would enhance overall efficiency of
the currency market via transparency in pricing, increase investor based and
categories, enhancing opportunities to invest and eliminate counter-party risk.

Currency Derivatives is a emerging segment in India & to tap this emerging

segment we have acquired the membership of Currency Derivatives under
lucrative investment options.

We offer our broking services in Currency Derivatives segment which

provides access to a new asset class for trading to all Resident Indians

Currency derivatives is a product with benefits, such as:

• Access to a new asset class for trading to all Resident Indians

• Hedging current exposure:

A. Importers and exporters can hedge future payables and receivables

B. Borrowers can hedge Foreign Currency loans for interest or principal
payments

C. Hedge for offshore investment for Resident Indians

• Arbitrage opportunity for entities who can access onshore and non
deliverable forward markets

• Volatility and multiplier make it a significant trading option for traders

 CHAPTER- 5

THEORETICAL FRAME WORK

Effectiveness of Recruitment forms the first stage in the process which continues with selection
and ceases with the placement of the candidate. It is the next step in the procurement function,
the first being the manpower planning. Effectiveness of Recruitment makes it possible to
acquire the number and types of people necessary to ensure the continued operation of the
organization. Recruiting is the discovering of potential applicants for actual or anticipated
organizational vacancies.

In the other words, it is a “linking activity “bringing together those with jobs and those
seeking jobs. Effectiveness of Recruitment has been regarded as the most important function of
personnel administration, because unless the right type of people are hired, even the best plans of
the organization would fail to achieve the objectives.

DEFINITION:

Effectiveness of Recruitment is the process of locating and encouraging potential

applicants to apply for existing or anticipated job openings. It is actually a linking function,
joining together those with jobs to fill and those seeking jobs. Effectiveness of Recruitment,
logically, aims at

 Attracting a large number of qualified applicants who are ready to take up the job if it’s
offered and

 Offering enough information for unqualified persons to self- select themselves out (for
example, the Effectiveness of Recruitment ad of a foreign bank may invite applications
from chartered accountants who have cleared the CA examination in the first attempt
only).

- V.S.P. RAO

 “Effectiveness of Recruitment is the process of searching for prospective employees and

stimulating and encouraging them to apply for jobs in an organization.”
-EDWIN B FLIPPO

 “Effectiveness of Recruitment is a process to discover the sources of manpower to meet

the Effectiveness of Recruitments of the staffing schedule and to employ effective
measures for attracting that manpower in adequate number to facilitate effective selection
of an efficient workforce”.
 - MERVIN C. YODER

Other definitions of Effectiveness of Recruitment are:

Effectiveness of Recruitment of candidates is the function preceding the selection, which

helps create a pool of prospective employees for the organization so that the management can
select the right candidate for the right job from this pool. The main objective of the Effectiveness
of Recruitment process is to expedite the selection process.

Effectiveness of Recruitment is a continuous process whereby the firm attempts to develop

a pool of qualified applicants for the future human resources needs even though specific
vacancies do not exist. Usually, the Effectiveness of Recruitment process starts when a manger
initiates an employee requisition for a specific vacancy or an anticipated vacancy.

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCEDURE

AT JRG SECURITIES LTD

Effectiveness of Recruitment and selection are two of the most important functions of personnel
management. Effectiveness of Recruitment precedes selection and helps in selecting a right
candidate.

Effectiveness of Recruitment is a process to discover the sources of manpower to meet the

requirement of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of efficient personnel.

Staffing is one basic function of management. All managers have responsibility of staffing
function by selecting the chief executive and even the foremen and supervisors have a staffing
responsibility when they select the rank and file workers. However, the personnel manager and
his personnel department is mainly concerned with the staffing function.

‘Right person for the right job’ is the basic principle in Effectiveness of Recruitment
and selection. Ever organisation should give attention to the selection of its manpower,
especially its managers. The operative manpower is equally important and essential for the
orderly working of an enterprise. Every business organisation/unit needs manpower for carrying
different business activities smoothly and efficiently and for this Effectiveness of Recruitment
and selection of suitable candidates are essential.

PURPOSE AND IMPORTANCE:

 Attract and encourage more and more candidates to apply in the organization.

 Create a talent pool of candidates to enable the selection of best candidates for the
organization.

 Determine present and future requirements of the organization in conjunction with its
personnel planning and job analysis activities.

 Effectiveness of Recruitment is the process which links the employers with the
employees.

 Increase the pool of job candidates at minimum cost.

 Help increase the success rate of selection process by decreasing number of visibly under
qualified or overqualified job applicants.

 Help reduce the probability that job applicants once recruited and selected will leave the
organization only after a short period of time.

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

 Begin identifying and preparing potential job applicants who will be appropriate
candidates.
 Increase organization and individual effectiveness of various recruiting techniques and
sources for all types of job applicants

SOURCES OF EFFECTIVENESS OF RECRUITMENT

Every organisation has the option of choosing the candidates for its Effectiveness of Recruitment
processes from two kinds of sources: internal and external sources. The sources within the
organisation itself (like transfer of employees from one department to other, promotions) to fill a
position are known as the internal sources of Effectiveness of Recruitment. Effectiveness of
Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as
the external sources of Effectiveness of Recruitment
INTERNAL EFFECTIVENESS OF RECRUITMENT: Internal Effectiveness of Recruitment
seeks applicants for positions from within the company. The various internal sources include:

Present Employees

Promotions and transfers among the present employees can be a good source of Effectiveness of
Recruitment. Promotion implies upgrading of an employee to a higher position carrying higher
status, pay and responsibilities. Promotion from among the present employees is advantageous
because the employees promoted are well acquainted with the organizational culture, they get
motivated. Promotion from among present employees also reduces the requirement for job
training.

Transfer refers to shifting an employee from one job to another without any change in the post,
status and responsibilities. The need for transfer is felt to provide employees a broader and varied
base which considered necessary for promotions.

Former Employees

Former employees are another source of applicants for vacancies to be filled up in the
organization. Retried or retrenched employees may be interested to come back to the company to
work on a part- time basis. Similarly, some former employees who left the organization for any
reason may again be interested to come back to work.

Employee Referrals
This is yet another internal source of Effectiveness of Recruitment. The Existing employees refer
their family members, friends and relatives to the company as potential candidates for the
vacancies to be filled up in the organization.

Retirements

At times, management may not find suitable candidates in place of the one who had retired, after
meritorious service. Under the circumstances, management may decide to call retired managers
with new extension.

Internal notification

Sometimes, management issues an internal notification for the benefit of existing employees.
Most employees know from their own experience about the requirement of the job and what sort
of person the company is looking for. Often employees have friends or acquaintances who meet
these requirements. Suitable persons are appointed at the vacant posts.

EXTERNAL E FFE CTIVENESS O F RECRUIT MENT

External Effectiveness of Recruitment makes it possible to draw upon a wider range of talent,
and provides the opportunity to bring new experience and ideas in to the business. Disadvantages
are that it is more costly and the company may end up with someone who proves to be less
effective in practice than they did on paper and in the interview situation. The various external
sources include:

Advertisement

It is an external source which has got an important place in Effectiveness of

Recruitment procedure. The biggest advantage of advertisement is that it covers a
wide area of market and scattered applicants can get information from
advertisements. Medium used is Newspapers and Television. Advertisements must
contain proper information like the job content, working conditions, location of job,
compensation including fringe benefits, job specifications, growth aspects, etc. The
advertisement has to sell the idea that the company and job are perfect for the candidate.

Educational Institutions
There are certain professional Institutions which serve as an external source for recruiting fresh
graduates from these institutes. This kind of Effectiveness of Recruitment done through such
educational institutions is called as Campus Effectiveness of Recruitment. They have special
Effectiveness of Recruitment cells which help in providing jobs to fresh candidates.

Walk-ins and Wri te -ins

The most common and least expensive approach for candidates is direct applications, in which
job seekers submit unsolicited application letters or resumes. Direct applications can also provide
a pool of potential employees to meet future needs. While direct applications are particularly
effective in filling entry-level and unskilled vacancies, some organizations compile pools of
potential employees from direct applications for skilled positions. Write-ins are those who
send written enquiries. These jobseekers are asked to complete application forms for further
processing.

Recommendations
There are certain people who have experience in a particular area. They enjoy goodwill and a
stand in the company. There are certain vacancies which are filled by recommendations of such
people. The biggest drawback of this source is that the company has to rely totally on such
people which can later on prove to be inefficient.

MERITS AND DEMERITS OF EFFECTIVENESS OF RECRUITMENT

MERITS
  Economical: The cost of recruiting internal candidates is minimal. No expenses are
incurred on advertising.
 Suitable: The organization can pick the right candidates having the requisite skills.
The candidates can choose a right vacancy where their talents can be fully utilized.
 Reliable: The organization has knowledge about the suitability of a candidate for a
position.
 Satisfying: A policy of preferring people from within offers regular promotional
avenues for employees. It motivates them to work hard and earn promotions. They
will work with loyalty, commitment and enthusiasm.

DEMERITS

 Limited choice: The organization is forced to select candidates from a limited pool.
It may have to sacrifice quality and settle for less qualified candidates.
 Inbreeding: IT discourages entry of talented people. Available outside an
organization. Existing employees may fail to behave in innovative ways and inject
necessary dynamism to enterprise activities.
 Inefficiency: Promotions based on length of service rather than merit, may prove to
be a blessing for inefficient candidates. They do not work hard to prove their worth
 Bone of contention: Effectiveness of Recruitment from within may lead to infighting
among employees aspiring for limited. Higher-level positions in an organization. As
years roll by the race for premium positions may end up on a bitter note.

RECENT TRENDS IN EFFECTIVENESS OF RECRUITMENT

The following trends are being seen in Effectiveness of Recruitment

OUTSOURCING
In India, the HR processes are being outsourced from more than a decade now. A
company may draw required personnel from outsourcing firms. The outsourcing firms help the
organization by the initial screening of the candidates according to the needs of the organization
and creating a suitable pool of talent for the final selection by the organization. Outsourcing
firms develop their human resource pool by employing people for them and make available
personnel to various companies as per their needs. In turn, the outsourcing firms or the
intermediaries charge the organizations for their services.

Advantages:

 Company need not plan for human resources much in advance.

 Value creation, operational flexibility and competitive advantage
 turning the management's focus to strategic level processes of HRM
 Company is free from salary negotiations, weeding the unsuitable resumes/candidates.
 Company can save a lot of its resources and time.

POACHING/RAIDING
“Buying talent” (rather than developing it) is the latest mantra being followed by the
organizations today. Poaching means employing a competent and experienced person already
working with another reputed company in the same or different industry; the organization might
be a competitor in the industry.
A company can attract talent from another firm by offering attractive pay packages and
other terms and conditions, better than the current employer of the candidate. But it is seen as an
unethical practice and not openly talked about. Indian software and the retail sector are the
sectors facing the most severe brunt of poaching today. It has become a challenge for human
resource managers to face and tackle poaching, as it weakens the competitive strength of the
firm.
E-EFFECTIVENESS OF RECRUITMENT
The buzzword and the latest trends in Effectiveness of Recruitment is the “E-Effectiveness
of Recruitment” Also known as “Online Effectiveness of Recruitment”, it is the use of
technology or the web based tools to assist the Effectiveness of Recruitment process. The tool
can be either a job website like naukri.com, the organization’s corporate web site or its own
intranet. Many big organizations use Internet as a source of Effectiveness of Recruitment. E-
Effectiveness of Recruitment is the use of technology to assist the Effectiveness of Recruitment
process. They advertise job vacancies through worldwide web. The job seekers send their
applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job
seekers place their CV’s in worldwide web, which can be drawn by prospective employees
depending upon their requirements.

OVERALL VIEW OF EFFECTIVENESS OF RECRUITMENT PROCESS

JOB ANALYSIS

The proper start to a Effectiveness of Recruitment effort is to perform a job

analysis, to document the actual or intended requirement of the job to be performed. This
information is captured in a job description and provides the Effectiveness of Recruitment effort
with the boundaries and objectives of the search. These job descriptions need to be reviewed or
updated prior to a Effectiveness of Recruitment effort to reflect present day requirements.
Starting a Effectiveness of Recruitment with an accurate job analysis and job description insures
the Effectiveness of Recruitment effort starts off on a proper track for success.

SOURCING

 ADVERTISING:
A common part of the recruiting process, often encompassing multiple media, such
as the Internet, general newspapers, job ad newspapers, professional publications,
 window advertisements, job centers, and campus graduate Effectiveness of Recruitment
programs.

 RECRUITING RESEARCH:
Which is the proactive identification of relevant talent who may not respond to job
postings and other Effectiveness of Recruitment advertising methods. This initial
research for so-called passive prospects, also called name-generation, results in a list of
prospects who can then be contacted to solicit interest, obtain a resume/CV, and be
screened.

SCREENING AND SELECTION

Suitability for a job is typically assessed by looking for skills, e.g. communication,
typing, and computer skills. Qualifications may be shown through resumes, job applications,
interviews, educational or professional experience, the testimony of references, or in-house
testing, such as for software knowledge, typing skills, numeracy, and literacy, through
psychological tests or employment testing.

Other resume screening criteria may include length of service, job titles and length of
time at a job. In some countries, employers are legally mandated to provide equal opportunity in
hiring. Business management software is used by many Effectiveness of Recruitment agencies to
automate the testing process. Many recruiters and agencies are using an applicant tracking
system to perform many of the filtering tasks, along with software tools for psychometric testing.

ONBOARDING

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

Such sites have two main features: job boards and a resume/curriculum vitae (CV)
database. Job boards allow member companies to post job vacancies. Alternatively, candidates
can upload a résumé to be included in searches by member companies. Fees are charged for job
postings and access to search resumes.

Since the late 1990s, the Effectiveness of Recruitment website has evolved to encompass end-to-
end Effectiveness of Recruitment. Websites capture candidate details and then pool them in
client accessed candidate management interfaces (also online).

Key players in this sector provide e-Effectiveness of Recruitment software and services
to organizations of all sizes and within numerous industry sectors, who want to e-enable entirely
or partly their Effectiveness of Recruitment process in order to improve business performance.

The online software provided by those who specialize in online Effectiveness of

Recruitment helps organizations attract, test, recruit, employ and retain quality staff with a
minimal amount of administration. Online Effectiveness of Recruitment websites can be very
helpful to find candidates that are very actively looking for work and post their resumes online.

Also, some candidates who are actively looking to change jobs are hesitant to put
their resumes on the job boards, for fear that their current companies, co-workers, customers or
others might see their resumes.

JOB SEARCH ENGINES

The emergence of meta-search engines, allow job-seekers to search across multiple
websites. Some of these new search engines index and list the advertisements of traditional job
boards. These sites tend to aim for providing a "one-stop shop" for job-seekers.
 However, there are many other job search engines which index pages solely from
employers' websites, choosing to bypass traditional job boards entirely. These vertical search
engines allow job-seekers to find new positions that may not be advertised on traditional job
boards, and online Effectiveness of Recruitment websites.

MEANING OF SELECTION

Once the potential applicants are identified, the next step is to evaluate their qualification,
qualities, experiences, capabilities, etc. and make the selection. It is the process of offering jobs
to the desired applicants.
The size of the labour market, the image of the company, the place of posting ,the nature of job
the compensation package and a host of other factors influence the manner of aspirants are likely
to respond to the recruiting efforts of the company. Through the process of Effectiveness of
Recruitment the company tries to locate prospective employees and encourages them to apply for
vacancies at various levels. Recruiting thus, provides a pool of applicants for selection.

DEFINITION

Selection means choosing a few from those who apply, it is picking up of applicants or
candidates with requisite qualifications and qualities to fill jobs in the organization.
The entire process of selection begins with an initial screening interview and concludes
with a final employment decision. When a selection policy is formulated, organizational
requirement like technical and professional dimensions are kept in mind.

EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS:

1. Receiving Applications
2. Screening Applications
3. Testing-Achievement Trade, Intelligence, Aptitude Personality
4. Interviewing
5. Checking References –Selection
6. Physical & Medical examination
 7. Placement –Job introduction, on the job training.

The selection practices and procedures differ from one organization to another
depending on the situation and needs of the organization. The procedure adopted for selection
involves a series of methods or steps or stages by which the overall information regarding the
candidates is known. Selection procedure depends upon the nature adopted by a company thinks
to derive from the candidate on selection.

Reception

A company is known by the people it employs. In order to attract people with talents, skills and
experience a company has to create a favourable impression on the applicants’ right from the
stage of reception. Whoever meets the applicant initially should be tactful and able to extend
help in a friendly and courteous way. Employment possibilities must be presented honestly and
clearly. If no jobs are available at that point of time, the applicant may be asked to call back the
personnel department after some time.

Preliminary interview

Initial screening is done to weed out totally undesirable/unqualified candidates at the outset. It is
essentially a sorting process in which prospective candidates are given necessary information
about the nature of the job and the organization.

Application Blank

Application blank or form is one of the most common methods used to collect information on the
various aspects of the applicant’s academic, social, demographic, work related background and
references. It is a brief history sheet of employee’s background.

Selection test
Psychological are being increasingly used in employee selection. A test is sample of some
aspects of an individual’s attitude, behavior and performance. It also provides systematic basis
for comparing the behavior, performance and attitudes of two persons.

Selection is the process of gathering information about applicants who can best do the
job. There are various tests involved for selection, which shall provide a candidate for a job.
These tests are classified as:

1)Personality Test
This is a test to measures the different kinds of job-related personality the applicants possess.
2)Assessment Centers
A place for applicants to undergo performance simulation tests that evaluate the
applicant’s capability for managerial position.
3)Specific Ability Test
This is a test to measures the specific kinds of ability applicants have in order to perform
a job well.
4)Cognitive Ability Test
This is a test to measures the applicants ability in perceptual speed, numerical aptitude
general reasoning, verbal comprehension and spatial aptitude.
5) Biographical Data
This is a survey that reviews applicants’ personal background and life experience.
6)Work Sample Test
This is a test that requires applicant to perform the tasks that are actually done on the
job.

7)Written Test

Various written test conducted during selection procedure are aptitude test,intelligence
test,reasoning test,personality test,etc.These test are used to objectively assess the potential
candidate

Employment interview
It is one to one interaction between the interviewer and the potential candidate.It is used to find
whether the candidate is best suited for the for the required job or not.

Types of interviews:

Several types of interviews are commonly used depending on the nature and
importance of the position to be filled within an organization.
In a NON-DIRECTIVE INTERVIEW the recruiter asks questions as they come to mind. There
is no specific format to be followed.

In a PATTERNED INTERVIEW, the employer follows a pre-determined sequence of questions.

Here the interviewee is given a special form containing questions regarding his technical
competence, personality traits, attitudes, motivation, etc.

In a STRUCTURED OR SITUATIONAL INTERVIEW, there are fixed job related questions

that are presented to each applicant.

In a PANEL INTERVIEW several interviewers question and seek answers from one applicant.
The panel members can ask new and incisive questions based on their expertise and experience
and elicit deeper and more meaningful expertise from candidates.

Interviews can also be designed to create a difficult environment where the applicant’s
confidence level and the ability to stand erect in difficult situations are put to test. These are
referred to as the STRESS INTERVIEW. This is basically an interview in which the applicant is
made uncomfortable
by a series of, often, rude, annoying or embarrassing questions.

In the final category, there is the APPRAISAL INTERVIEW, where a superior and subordinate
sit together after the performance appraisal to discuss the subordinate’s rating and possible
remedial actions.

Reference Checks

Once the interview and medical examination of the candidate is over, the personnel department
will engage in checking references. Candidates are required to give the names of 2 or 3
references in their application forms. These references may be from the individuals who are
familiar with the candidate’s academic achievements or from the applicant’s previous employer,
who is well versed with the applicant’s job performance and sometimes from the co-workers. In
case the reference check is from the previous employer, information in the following areas may
be obtained.

They are job title, job description, period of employment, pay and allowances, gross
emoluments, benefits provided, rate of absence, willingness of previous employer to employ the
candidate again, etc. Further, information regarding candidate’s regularity at work, character,
progress, etc. can be obtained. Often a telephone call is much quicker. The method of mail query
provides detailed information about the candidate’s performance, character and behavior.
However, a personal visit is superior to the mail or telephone methods and is used where it is
highly essential to get a detailed, first hand information which can also be secured by
observation. Reference checks are taken as a matter of routine and treated casually or omitted
entirely in many organizations. But a good reference check, when used sincerely, will fetch
useful and reliable information to the organizatition.

Final Approval

The shortlisted candidates by the department are finally approved by the executives of the
concerned department. Employment is offered in the form of appointment letter mentioning the
post, the rank, the grade, the date by which the candidate should join and other terms and
conditions in brief.

OVERALL VIEW OF EFFECTIVENESS OF RECRUITMENT AND

SELECTION PROCESS
EXPLAINATION:
The actual steps involved in Effectiveness of Recruitment follow a well defined path :

1. Application Shortlist : In this step, we shortlist the CVs received from various sources
based on the suitability for the requirement.
2.Preliminary Assessment : The short listed candidates go through a preliminary round of
interviews. This interview lays more emphasis on functional competencies. To have more
data on the functional skills, the candidates may be given a business case for analysis and
presentation (This is done for certain positions only).

3.Final Interview : Here the candidates who successfully clear the first round of interview
go through another round of interview with one or more of the functional heads.

4.Medical Evaluation: Candidates who are selected by Colgate are asked to undergo a
medical test.

5.Advice Center:
Sourcing Talent, Training Development
Grooming Talent

Rewarding Talent
 CHAPTER- 6

DATA ANALYSIS

&

INTERPRETATION
1. Are you happy with the JRG Securities Ltd Effectiveness of Recruitment
process?
No. of Respondents Percentage

Yes 68 90.7

No 7 9.3

Total 75 100

120
100
80 No. of
Respondents
60
Percentage
40
20
0
Yes No Total

from above shown that 90.7 employer is happy and satisfied with Effectiveness of

Recruitment process

and only 9.3% people is Not Satisfied With Effectiveness of Recruitment process of JRG

Securities Ltd
2. How do you feel about interview panel?
No. of Respondents Percentage

Excellent 30 40

Good 33 44

Satisfactory 10 13.3

Poor 2 2.7

Total 75 100

120
100 No. of
80 Respondents
60
40 Percentage
20
0
or l
nt d ry ta
l le oo cto P o
T o
ce G
fa
Ex atis
S

Feed Back: in Effectiveness of Recruitment process interview is broad process for

testing the candidates in my survey 40% Told interview method is Excellent ,33%
people Is good on interview panel 10% Satisfied and only 2% people Poor Interview

method
3. Did the Internal meet your expectations?
No. of Respondents Percentage

Yes 70 93.3

No -- --

Cant Tell 5 6.7

Total 75 100

120
100
No. of
80
Respondents
60
Percentage
40
20
0
Yes No Cant Total
Tell

Feed Back: 93.3% of people Telling Internal meet Is expectations only 6%

people telling cannot say
4. Are you happy with the salary what you offered from the company?
No. of Respondents Percentage

Yes 24 32

No 51 68

Total 75 100

120
100
80 No. of
Respondents
60
Percentage
40
20
0
Yes No Total

Feed Back: above chart showing around 68% people showing they are not happy with salary this
is disadvantage to company. And 32% they are happy with their salary what company paying
5. Did JRG Securities Ltd Managing fulfill the commitments which are given to
you at the time of interview?
No. of Respondents Percentage

Yes 42 56

No 13 17.3

Cant Tell 20 26.7

Total 75 100

120
100
No. of
80
Respondents
60
Percentage
40
20
0
Yes No Cant Total
Tell

this question about JRG Securities Ltd managing fulfillment the commitments in
above survey 56% people told about positive and 17.3 % people told me negative
some of 26% people told to me they not understand that session
6. How do you come to know about openings in JRG Securities Ltd?
No. of Respondents Percentage

Friends 5 6.7

Internet 23 30.7

News Papers 40 53.3

Others 7 9.3

Total 75 100

120
100 No. of
80 Respondents
60
40 Percentage
20
0
ds n et er
s
er
s t al
rie
n
te
r p t h To
F In Pa O
ws
Ne

Feed Back: Times of India, Deccan chronicle,. Daily news papers are giving
special edition to people who are searching for jobs major 53.3% people came
from news ads
7. Do you want to refer more friends to JRG Securities Ltd?
No. of Respondents Percentage

Yes 58 77.3

No 8 10.7

Not Replied 9 12

Total 75 100

120
100
No. of
80
Respondents
60
Percentage
40
20
0
Yes No Not Total
Replied

Feed Back: this question about the reference or suggestion, reference is help full to Effectiveness
of Recruitment

Process more 77.% people told to reference their friends

8. Did you have the right Designations JRG Securities Ltd?
No. of Respondents Percentage

Yes 34 45.3

No 27 36

Not Replied 14 18.7

Total 75 100

120
100
No. of
80
Respondents
60
Percentage
40
20
0
Yes No Not Total
Replied

Feed Back: in Effectiveness of Recruitment process generally they Are Giving wrong
Designations to people 45.3% people satisfied about their Designations 36% are not
satisfied about their Designations
9. What should be the company’s main source of JRG Securities Ltd?
No. of Respondents Percentage

Employment Bureau 4 5.3

Direct Verification 17 22.7

Third Party Verification 39 52

Placement agency 13 17.3

Others 2 2.7

Total 75 100

120
100
80
60
40 No. of
20 Respondents
0
Percentage
Verification
Third Party
Employment

Others
Bureau

Feed Back: JRG Securities Ltd main source is by third party verification 52%
,direct verification is 17% ,17.3 % is from placement agency
10.What should be the best Effectiveness of Recruitment sources according to your
preference?
No. of Respondents Percentage

Internal Effectiveness 63 84

of Recruitment

External Effectiveness 4 5.3

of Recruitment

Both 8 10.7

Total 75 100

120
100
80
60
40 No. of
20 Respondents
0
Percentage
Total
Both
Recruitment

Recruitment
External
Internal

Feed Back: The Company main source is internal Effectiveness of Recruitment is 84% that is
good for company the internal sources get experience employment source
11.Did you fully know about the company policies before joined in this company?
Effectiveness of No. of Respondents Percentage
Recruitment

Yes 10 13.3

No 65 86.7

Total 75 100

120
100
80 No. of
Respondents
60
Percentage
40
20
0
Yes No Total

Feed Back: new employees to know about the company employees before the joining company
need to train the people about the company rules and regulation.86% people telling about the
company rules and regulations of the company
12.Did you under gone any Written Test during Effectiveness of Recruitment?
Effectiveness of No. of Respondents Percentage
Recruitment

Yes 75 100

No 0 --

Total 75 100

120
100
80 No. of
Respondents
60
Percentage
40
20
0
Yes No Total

Feed Back: written test is the important process in the Effectiveness of Recruitment process
company not taking any written test .company need to implement one or more written test in
Effectiveness of Recruitment process
13.How do you think about Effectiveness of Recruitment and selection procedure
in your company?

Effectiveness of No. of Respondents Percentage

Recruitment

Satisfactory 70 93.3

Unsatisfactory 5 6.7

Total 75 100

120
100
80
60
40 No. of
20 Respondents
0
l Percentage
ry ry ta
cto c to T o
fa isf
a
atis t
S n sa
U

Feed Back: company maintaining the Effectiveness of Recruitment and selection procedure is
satisfactory method
Around 93.3% people telling company following good method for Effectiveness of Recruitment
and selection procedure
14. Does the selection process at JRG Securities Ltd bring in the right candidate for the
right job?

No. of Respondents Percentage

Strongly disagree 5 5

Disagree 10 10

Neither agree nor disagree 10 10

Agree 40 40

Strongly agree 35 35

Total 100 100

5%
10%
1
35%
10% 2
3
4
5
40%

Interpretation:

Most people feel that JRG Securities Ltd bring in right candidates through Effectiveness of
Recruitment process
15. Do you think JRG Securities Ltd spends too much in term of time and cost for the
Effectiveness of Recruitment process ?

Effectiveness of No. of Respondents Percentage

Recruitment

Strongly disagree 20 20

Disagree 10 10

Neither agree nor disagree 10 10

Agree 25 25

Strongly agree 35 35

Total 100 100

20%
1
35%
2
10% 3
4
10% 5
25%

Interpretation:

Some companies following good levels for Effectiveness of Recruitment process 35% of the
employees feel that Netix spends too much of time and cost for Effectiveness of Recruitment
16. What do you prefer in the selection process?

No. of Respondents Percentage

Group discussion 10 10

Role play 5 5

Written examination 10 10

Face to face interview 50 50

Telephonic interview 25 25

Total 100 100

10%
25% 5%
1
10% 2
3
4
5

50%

INTERPRETATION

Most candidates prefer face-to-face interview which is the current selection process at Group
discussion, Role play Written examination, Face to face interview, Telephonic interview these
are good method JRG Securities Ltd
17. How did you come to know about JRG Securities Ltd?

Effectiveness of No. of Respondents Percentage

Recruitment

Employee reference 30 30

walk-in interview 10 10

website 5 5

newspaper 5 5

Consultancy 50 50

Total 100 100

30%
1
2
50% 3
4
5
10%

5%

5%

INTERPRETATION

50% of Candidates are coming through consultancies.

30% are coming through employee reference.
10% are through walk-in interview.
5% through website
5% through news paper
18. What is the motive behind choosing the job at JRG Securities Ltd?

Effectiveness of No. of Respondents Percentage

Recruitment

Financial support 20 20

Knowledge gaining 10 10

Skill enhancement 20 20

Career growth 50 50

Total 100 100

20%

1
2
50% 10%
3
4

20%

Interpretation
Career growth is important process to employees life.in software industry daily it will be
updated things Most of the candidates choose JRG Securities Ltd for career growth50%,
Financial support ,Knowledge gaining, option selected
19. Are you satisfied by the way the vacancies are advertised by the JRG Securities Ltd HR
department

Effectiveness of No. of Respondents Percentage

Recruitment

Yes 78 78

No 22 22

Total 100 100

22%

1
2

78%

Interpretation:

Advertising about Effectiveness of Recruitment is very important Advertisement need to creative

very effective and clear 78%of the people are satisfied with the way the vacancies were
advertised
20. How did you feel when you were facing the interview at JRG Securities Ltd?

Effectiveness of No. of Respondents Percentage

Recruitment

Confident 30 30

Tensed 20 20

Stress 10 10

Relaxed 40 40

Total 100 100

30%
1
40%
2
3
4
20%
10%

Interpretation :

Most people feel some fear about the Effectiveness of Recruitment process and also feel some
stress Most of the candidates felt relaxed during their interview
 CHAPTER- 7

FINDINGS & SUGGESTIONS

 Effectiveness of Recruitment process interview is broad process for testing the
candidates in my survey 40% Told interview method is Excellent ,33% people Is good
on interview panel 10% Satisfied and only 2% people Poor Interview method

 93.3% of people Telling Internal meet Is expectations only 6% people telling cannot
say

 above chart showing around 68% people showing they are not happy with salary this
is disadvantage to company. And 32% they are happy with their salary what company
paying

 this question about JRG Securities Ltd managing fulfillment the commitments in
above survey 56% people told about positive and 17.3 % people told me negative
some of 26% people told to me they not understand that session

 in Effectiveness of Recruitment process generally they Are Giving wrong

Designations to people 45.3% people satisfied about their Designations 36% are not
satisfied about their Designations

 JRG Securities Ltd main source is by third party verification 52% ,direct verification is
17% ,17.3 % is from placement agency

 The Company main source is internal Effectiveness of Recruitment is 84% that is good
for company the internal sources get experience employment source

 new employees to know about the company employees before the joining company
need to train the people about the company rules and regulation.86% people telling
about the company rules and regulations of the company

 written test is the important process in the Effectiveness of Recruitment process

company not taking any written test .company need to implement one or more written
test in Effectiveness of Recruitment process
 Suggestions

It would be more effective for JRG Securities Ltd choose as Employee Referral process for
Effectiveness of Recruitment rather than consultancies as it would help them to reduce the cost.

It was felt that there is a shortage of Effectiveness of Recruitment personnel as the candidates
had to wait for long time to finish the initial rounds.

It is advised that JRG Securities Ltd has to increase the Effectiveness of Recruitment personnel
or manage the selection process effectively.

The Effectiveness of Recruitment and selection time for a candidate can be reduced when the
internal Effectiveness of Recruitments are conducted in lieu with the client interviews.

It was found that the Management Information System of JRG Securities Ltd not effective as the
candidates themselves had to call back to confirm their status of appointment.
Data bases of passed out graduates can be considered as a source of effective Effectiveness of
Recruitment strategy for any immediate requirement.
 CHAPTER- 8

CONCLUSION

&

BIBLIOGRAPHY
 CONCLUSION

By the above analysis I came to know that the Effectiveness of Recruitment is done with

specific parameters JRG SECURITIES LTD direct.com is conveying their vacancies through

Advertisements, & Employment agencies. They are filling the vacancies on regular basis. They are

recruiting the employees through both Internal and External sources. They are scrutinizing the people

in different rounds. Most of the employees expressed that they have no enough freedom in they position

to do what is right for the customers. The employees are interested to refer their friends to work in their

company. Most of the respondents have said that JRG SECURITIES LTDdirect is considering

organization objectives, competency and job specification before selecting the employees. They are

conducting selection tests to select the right candidates. They are conducting both open ended and closed

ended tests. In interviews they are testing the skills like communication skills, interaction levels etc.
 Bibliography

Primary Source

1. Principles of Management
- By R.N.Gupta.

2. Business Management
- By Reddy and Appanaiah
3. Personal Management and Industrial Relations
-By Dr.T.N.Bhagoliwali

Secondary source

4. www.Google.com
5. www.KarnatakaHRGroup.com
6. www.HRCommunity.com
7. www.HRIndia.com
8. Mr.BV Raghunath – (HRD Professional)
ANNEXURE
Are you happy with the JRG SECURITIES LTD Effectiveness of Recruitment
process?
Yes [] No []

How do you feel about interview panel?

Excellent

Good

Satisfactory

Poor

Total

Did the Internal meet your expectations?

Yes[ ] no[ ]

Are you happy with the salary what you offered from the company?

Yes[ ] no[ ]

Did JRG SECURITIES LTD Managing fulfill the commitments which are given
to you at the time of interview?

Yes[ ] no[ ]
How do you come to know about openings in JRG SECURITIES LTD ?

Friends

Internet

News Papers

Others

Total

7. Do you want to refer more friends to JRG SECURITIES LTD

Yes[ ] no[ ] Not Replied []

8.Did you have the right Designations JRG SECURITIES LTD ?

Yes[ ] no[ ] Not Replied []

9. What should be the company’s main source of JRG SECURITIES LTD ?

Tick here

Employment Bureau

Direct Verification

Third Party Verification

Placement agency

`Others

13
10. What should be the best Effectiveness of Recruitment sources according to
your preference?
Internal Effectiveness of Recruitment [] External Effectiveness of
Recruitment [ ]

11. Did you fully know about the company policies before joined in this company?
Yes[ ] no[ ]

12. Did you under gone any Written Test during Effectiveness of Recruitment?
Yes[ ] no[ ]

13.How do you think about Effectiveness of Recruitment and selection procedure

in your company?
Satisfactory [] Unsatisfactory []

14.Does the selection process at JRG SECURITIES LTD bring in the right
candidate for the right job?
Please tick √

Strongly disagree

Disagree

Neither agree nor disagree

Agree

Strongly agree
 15.Do you think JRG SECURITIES LTD spends too much in term of time and cost for the
Effectiveness of Recruitment process?

Please tick √

Strongly disagree

Disagree

Neither agree nor disagree

Agree

Strongly agree

16.What do you prefer in the selection process?

Please tick √

Group discussion

Role play

Written examination

Face to face interview

Telephonic interview

Total
17. How did you come to know about JRG SECURITIES LTD ?
Please√ here

Employee reference 30

walk-in interview 10

website 5

newspaper 5

Consultancy 50

18.What is the motive behind choosing the job at JRG SECURITIES LTD ?

Effectiveness of
Recruitment

Financial support

Knowledge gaining

Skill enhancement

Career growth

19.Are you satisfied by the way the vacancies are advertised by the JRG SECURITIES LTD
HR department?

Yes [] no[]
20.How did you feel when you were facing the interview at JRG SECURITIES LTD ?

Confident

Tensed

Stress

Relaxed