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A project report submitted in the partial fulfilment of the requirement of Master in Personnel Management

Degree Course of Pune University By: PRADEEP KUMAR PARAS (MPM B) Under the guidance of MR. VINOD MENON (HR.MANAGER,NSE.IT)



I, undersigned, hereby declare that the Project Report entitled A project report on Process Improvement in Recruitment written and submitted by me to NSE.IT LTD in partial fulfilment for the recruitment for the recruitment for the award of degree of Master of Personal Management under the guidance of Mr. Vinod Menon, is my original work and conclusion drawn therein are based on the data collected by myself.

Place: Mumbai

Pradeep Kumar Paras (MPM)


The sole efforts of any Individual are not sufficient enough to complete the Project. The completion of a project involves the effort and interest of many people. Same is the case with our project. There are many people whom we have to thank who directly or indirectly helped me in completion of our research. The goal was fixed and we began with a determined resolved and put in ceaseless sustained hard work. There are times when the goal looked beyond reach but all difficulties were accepted as challenges. Greater the challenge, greater was the effort to overcome it. We would like to acknowledge sincere thanks to our college for giving an opportunity to work on this project and also to heartiest thanks to THE NSE.IT LTD for giving me such a great opportunity to do my project in their company and providing me the necessary information`s.

Finally thanks to my parents and friends, It was due to their support, motivation and encouragement.



Contents 1. Introduction 2. Executive Summary 3. Problem Statement 4. Scope and objectives of the project 5. Limitation 6. Literature Review 7. Profile of the Organization 7.1.Recruitment and Selection 8. Research Methdology 9.Data analysis, conclusion interpretation and 12 5 6 9 10 11



35 46 49 51

10. Finding and Suggestion 11. Bibliography 12. Annexure: Questionnaire




In todays rapidly changing business environment, organizations have to respond quickly to requirements for people. In the competitive scenario it has become challenge for each company to adopt practices that would help the organization stand out in the market. The competitiveness of a company of an organization is measured through the quality of products and services offered to customers that are unique from others. Thus the best services offered to the consumers are result of the genius brains working behind them. Human Resource Management in this regard has become an important function in any organization. All practices of marketing ,finances, ITsector can be easily emulated but the capability, the skills and talent of a person cannot be emulated. Hence, it is important to have a well-defined recruitment policy in place, which can be executed effectively to get the best fits for the vacant positions. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization. Therefore a recruitment practice in an organization must be effective and efficient in attracting the best manpower. The main objective of the project was to find out the various measures for Effective candidate Management system through recruitment drives and to understand the recruitment process. Also with the questionnaire it was understood that what expectation of candidate from the organization.

The primary data for this purpose was collected with the help of questionnaire, which were filled by candidates for recruitment drives of the company in systematic manner. The survey was done on the basis of questionnaries filled by candidates. From analysis it was found that most of the candidates are satisfied with the hospitability given to them. This can contribute to individual`s success and help in growth and development of the organization.

HUMAN RESOURCE MANAGEMENT According to Edward Flippo Human resource management is the Planning, Organising, Directing and Controlling of the Procurement, Development, Compensation, Integration, Maintenance and Separation of human resources to the end that individual, organizational and societal objectives are accomplished. From above definition human resource management refers to set of programs functions and activities designed and carried out in order to maximise both employee as well as organizational effectiveness. Human Resource Management is the responsibility of all those who manage people as well as being a description of the work of personnel who are employed as specialists. It is that part of management which is concerned with people at work and their relationships within an enterprise. It applies not only to industries and commerce but to all fields of employment. An organisation is a human grouping in which work is done for the accomplishment of specific goals or mission. People have to make things happen to aid in the achievement of the organizational objective, to coordinate the resources of the organization viz., money, material, machinery and men. It is an effective combination and dovetailing of these factors that the success or failure of the organization depends. Without human effects organization cannot accomplish their objectives.

Importance of managing human resources:A business of industrial concern makes use of money ,material, machines and more for carrying out its activities and realization of its objectives. Management of concern has to make an arrangement for obtaining the right type of these resources and for making effective use of them. Success of the concern depends on how efficiently and effectively the management of the concern uses resources.

Out of these resources human resources is the most important as well as most difficult resource to manage. Human resource implies the persons employed in a concern for performing various jobs and the abilities,intelligence, skills and competence possessed by these persons. Human resource is thus a living resource. Persons employed by an organization have thinking capacity and they also have feelings. The management of human resources required to be done very carefully. According to the nature and volume of work to be performed in an organization right number and right type of persons are required to be obtained at the right time and according to their ability, intelligence and experience proper jobs must be allotted to them so as to use their capacity to the full extent. If this is done it will result in wastage of human resource.

List below are the importance of managing human resourse:y y y y y y y Determine the present and future requirements in conjunction with personnel planning and job analysis activities. Increase the pool of job candidates at minimum cost. Help increase the success rate of selection process by reducing number of under-qualified or over-qualified applications. Reduce the probability that job applicants once selected would leave shortly. Meet legal and social obligations. Identify and prepare potential job applicants. Evaluate effectiveness of various recruitment techniques and sources for job applicants.

Problem Statement
NSE.IT Ltd is a reputed multinational company dealing with customer range enterprise global 1000 companies to emerging Internet companies the world over. NSE.IT Ltd has given a chance to me to see the recruitment process closely and has helped me to understand the difficulties in effective and efficient recruitments to find out solution for them. Doing this project in NSE.IT Ltd I was not only a learning process but also a matter of pride and satisfaction, this has empowered me with self-confidence that has raised my capability levels. This project is helpful for recruitment drives. The number of candidates may vary around 10-20 per day in a recruitment drive, managing interviews of these candidates in a single day becomes a tough task. But however difficult it may appear it has to be done with Time Management so that the candidates go back with final result of the interview and there is no backlog of the recruitment work.

Scope and objective of the project

Primary objectives

To study the current scenario recruitment process of NSE.IT Ltd Time management for effective recruitment process. Conforming the management satisfaction

Secondary Objectives
To identify the candidate talents skills and suggesting recruitments accordingly. Feedback of candidates regarding the recruitment process. To find whether any implementation is required or not as per given by candidate.


The sample choosen doesn`t represent fully the total population. There are naturally many misunderstanding and anaccuracies between the respondents and . interviews,editing errors,etc


Literature Review


Recruitment is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selected. Recruitment is understood as the process of searching for and obtaining applicants for jobs, so that from among them the right people can be selected. Though theoretically, the recruitment process is said to end with the receipt of applications, in practice, the activity extends to the screening of applications so as to eliminate those who are not qualified for the job The important issue in recruitment is whether to recruit just for filling up the vacancies for longterm carrers. Whether to look for skills and capabilities for the represents job only or look for potential for the future recruitments as well. Here the organization may take a short-term view and look for present job and the required skills or it may take a long term and look for talented people for future as well A still another view in recruitment may be level of commitment is seeking employees from a diverse range of employees. The recruitment policy has to be such that all should be able to participate in the process. Another issue in recruitment is whether the organization looks upon the process of purchasing commodity or looks at the potential employees as customer? If the organization looks at recruitment process from marketing point then it would design the entire process to suit the expectations of the employees and follow such practices, which can give message to the various segment of the market . Recruitment philosophy also has the ethical dimension, which reflects fairness and honesty in recruitment.


Sources of Recruitment
The first task in recruitment is deciding whether the positions will be filled up internally or externally. At the entry level the job must be filled up externally. For other positions, recruitment may be done internally depending on the company policy and agreement with union. Generally almost all organizations use both internal and external sources of recruitment. Both the types of sources have their own advantages and disadvantages.

Internal Recruitment
When the positions vacant are filled by promo employees from within the organization, it is termed as internal recruiting. The advantage is the employer has observed the employee in one position and hence the abilities of the employee are well known and there is little guesswork. There is little likelihood of loyal and ambitious employees quitting the job. The internal promotion policy also motivates the employees. The cost of training is also less. Recruiting is faster and less expensive by this method.

External Recruitment
Recruiting from external sources brings in new ideas and viewpoints. It also helps the organization to cope with the growing demand of the organization. If experienced people are recruited from outside it saves the training cost. Sometimes, an organization may recuire bringing in drastic changes, even ruthlessly, which outside may be able to do as no commitments are with present employees. However , external recruiting may be a costly affair. The external market is larger and it is difficult to reach the right segment, it cost more. Also too much emphasis on external recruiting discourages the recent employees.


Once demand forecasting is done, naturally the next step is to hire right number of people for the right type to fill the jobs. Hiring involves two broad groups of activities i.e. Recruitment and selection. Hiring is continuous process and stops only when the organization ceases to exist. Recruitment is process of finding and attracting capable applicant for employment. The Process begin when new recruits are sought and end when their applications are submitted. The result is pool of applications from which new employees are selected Recruitment represents the first contacts that a company makes with potential employees. It is through recruitment that many individual will come to know a company and eventually decide whether they wish to work for it or not. High quality employees cannot be selected when better candidates do not know of job openings, are not interested in working for the company and not apply . If recruitment process should inform qualified individuals about employment opportunities, create a positive image for the company provide enough information about the jobs so that applicants can make comparisons with their qualifications and interest and generate enthusiasm among the best candidates so that they will apply for the vacant positions.

Factors Governing Recruitment

External factors: y Demands and supply:- If the demand for particular skill is high relative to an extra ordinary recruiting effort may needed. Unemployment Rate:- If unemployment rate is high- simpler recruitment process is enough and vice-versa. Political and legal Environment:Company Image

y y


Internal Factors: y y Recruitment Policy:- Internal recruitment or external recruitment. Human Resource Planning:- Its takes time to examine the alternatives regarding sources of recruits and the most productive methods for obtaining them. Size of the Organisation:- Large recruitment less problematic and vice versa. Cost Growth and Expansion Plans.

y y y

Recruiting Job Candidates

Once you have been authorized to fill a position, the next step is to develop an applicant pool. Recruiting important because the more applicants you have the more selective you can be in your hiring.

Advertising as a source of candidates

The local News paper is usually the best source or blue-collar help, clerical employees and lower level administrative employees. For specialized employees, you can advertise in trade and professional journals one drawback to such trade paper advertisement is the long lead-time that often required, there may be a month or more between insertion of the advertisement and publication of the journal or specialized paper of instance. Paper such as Times of India can be a good source of middle or senior management personnel. It has several regional editions so that the entire country or the appropriate geography area can targeted for coverage.

Employment Agencies as a source of candidate

There are three types of employment agencies:1.Those operated by fedral, state, local government 2.Those associated with non-profit organisations and 3. Privately owned agencies.


Public state employment service agencies exist in every state. They are aid and coordinated by the U.S department of labour, which also maintains a nationwide computerized job bank to all state employment offices are connected. Other employment agencies are associated with non-profit organization. Private employment agencies are important sources of clerical white collar and managerial personnel. Such agencies charge a fee for each applicant they place. Whether the employer or the candidate pay the fee for each applicant they place. However the trend has been toward fee paid job in which the employer pays the fees. Some specific reason you might want to turn to an agency include the following:1.Your firm has found it difficult in the past to generate a pool of qualified applicant. 2. A particular opening must be filled quickly. 3. There is perceived need to attract a greater number of minor or female applicant. 4. If the recruitment effort is aimed at reaching individuals who are currently employed and who might feel more comfortable dealing with agencies than with competing companies.

Temporary workers
Contingent staffing owes is going to several things. Todays desires for ever higher productivity also contributes to temporary workers growing popularity.

Referrals walk in as a source of candidate

Employee`s referrals campaigns are another portion: Announcement of openings and request for referrals are made in the organization`s bulletien,

Recruiting on the internet


A large growing proportion of employees use the internet as a recruiting tool. In 1997 survey 32 percent of the survey 203 respondents said they were using the internet as a primary recruitment source, up from 20 percent in 1996. Not surprisingly, computer relates positions were the jobs most commonly filled through internet position.

Recruitment Process
Recruitment process is used by organization to locate and attract job applicants in order to fill a job position. To maximize competitive advantage, a company must choose the recruitment method that produces the best pool of candidates quickly and cost efficiently.

Recruitment program has five goals: 1. 2. 3. 4. 5. Achieve cost efficiency Attract highly qualified candidates Holding people in the organization To help people in complying with anti-discrimination laws. Create more culturally diverse work force.

Though the line manager ply an important role in the recruitment process, most of the work is actually done by the HR professionals. There are three phase of recruitment process:-




Recruitment is called as a process because there are different steps followed while recruiting the candidates in the organization.

Planning Recruitment Process

The task of HR professional begins when they receive a requisition from the line managers. After discussing with the manager to identify their specific needs, HR professional must plan the

recruitment process, HR professional determine where applicant where to find the applicant and how to attract them. The recruitment planning process divided into five steps: 1. Identify Vacancies The HRM department should plan for future openings in both the short and long term.Generally, it is a practice that when someone resigns or retires, there is a vacancy. But if the vacancies are identified through this approach, it may take quite long-time for the organizations to fill the vacancy. So ideally organizations should attempt to identify vacancieswell in advance of an announced resignation or retirement.

2. Decide how to fill the vacancies In this step the first question which is to be answered is Do we need to find a new person to fill the vacant position? Many alternatives are available to the organizations such as they need not hire new employees. The alternatives can be providing overtime to the present employees, redesigning the jobs or taking efforts to reduce turnover of employees. In this step, decision as to whether to go for contingency personnel or core personnel is taken . contingency personnel consist of workers who are employed by a supplier agency and they work on temporary basis for fixed fees. Whether core personnel consist of employees who are hired in the traditional manner i.e. they are included in the muster roll of the organization and are considered permanent Employees. In case of personnel, the organization has to decide whether to fill the vacancies with current employees or with applicants from outside the organization.

3. Identify The target population In this step two important issues are considered: (a) Specifying worker recruitment:- An organization must identify specific recruitments of the job like the duties and responsibilities, salary range and the competencies needed experience, education, skills, etc.


(b) Specific segment in application population: It is to be decided that whether to target all qualified applicants or to focus on certain segments of the qualified applicant population. If it is internal recruitment, whether to all qualified employees should be considered or certain high potential employees should be considered. In case of external recruitment whether to inform all potential applicants or target certain types is to be decided.

4. Notify Target population Once an applicant population has been targeted, the company must determine how to notify these individuals. A variety of recruitment methods can be used for communicating vacancies like notice boards, newspaper, advertisements, employment agencies, etc. A good way to discourage qualified applicants is to clearly state the job qualifications in vacancy notification. 5. Screening Finally the most qualified candidates are bought in for interviews and other assessment procedures.

Implementing the Recruiting Process

After completing the planning the HR professional must then implement the recruitment process. Generally it involves scheduling candidate interviews, informing candidate, conduct recruitment drive etc.

Evaluating the Recruitment Process:

The final role played by HR professional is that of evaluation. Evaluation involves mainly following activities: 1. Calculating the number of applicants generated from each recruitment method, the number hired and job success of each hires. 2. Determine the cost effectiveness of each recruitment method 3. If necessary redesigning the process.

Recruitment and selection are two crucial steps in the HR process are often used interchangeably. While recruitment refers to the process of identifying and encouraging prospective employees to apply for jobs, selection is concerned with picking the right candidate from the pool of applicants. Recruitment is said to be positive. Selection on the other hand is negative in its application as it seek to eliminate as many unqualified applicants as possible in order to identify the right candidate . Selection is the process of picking individuals with requisite qualification and competence to fill jobs in the organization.. Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job. Performance of the organization depends on individuals. The best way to improve performance is to hire people who have complete knowledge and the willingness to work, cost benefit analysis also should be done.

Selection Process
Selection is a long process, commencing from the preliminary interview of the applicants and ending with the contract of employment. In practice the process differs among organizations between two different jobs within the same organization.

1. Environmental factors affecting selection Selection is influence by several factors. Some of the important of those are demanded and supply of specific skills in labour market. Unemployment rate, legal and political considerations, company`s image, company`s policy, HRP and cost of hiring. The last three constitute internal environment and the remaining from external environment of the process. 2. Preliminary interview Security enables the HR specialists to eliminate unqualified job seekers based on the information supplied in their application forms. Preliminary interview helps to rejects misfits for reasons, which did not appear in the application form. 3. Selection Test Job seekers who pass the screening and the preliminary interview are called for test. Different types of test may be administered, depending on the job and the company. Generally, test are used to determine the applicant`s ability, aptitude and personality. (a) Ability test in determining how well an individual can perform task related to the jobs. E.g. Typing test (b) An aptitude test helps to know persons potential to learn in a given area.

4. Employment Interview Interview is formal, in depth conversation conducted to evaluate the applicant`s acceptability. It is considered to be an excellent selection device. Interview can be adopted skilled, unskilled, managerial and professional employees. It allows a two-way exchange of information.

The employment interview can be: a) One to One: there are only two participants the interviewer and interviewee b) Sequential: It involves a series of interviews, usually utilizing the strength and knowledge base of each interviewer so that each questions in relation of his/her subject area of each candidate as candidate moves from room to room

c) Panel: it consists of two or more interviewer and figure may go as many.

Types of interviews: a) Structured Interview: the interviewer uses present standardized questions which output to all interviewees. b) Unstructured Interview: it is largely unplanned and the interviewee does most of the talking. It leads to a friendly conversation between the interviewer and the interviewee. c) Mixed Interview: it is a combination of above two. The structured questions provide a base of information that allows comparison between candidates. But the unstructured portions help to greater insight into the unique differences between candidates. d) Behavioral interview: It focuses on a problem or a hypothetical situation that the applicant is expected to solve. e) Stress interview: It attains to learn how the applicant will respond to the pressure of work. 5) Reference and background checks: Many employers request names, address, telephone numbers of references for the purpose of verifying information and gaining additional background information of an applicant.

6) Selection decision: The other stages in the selection process have been used to narrow the number of candidates. The final decision has to be made from the pool of individuals who pass the test, interviews and reference checks. It is line mangers responsibility.

7) Physical examination: After the selection decision and before the job offer is made the candidate is required to undergo a physical fitness test. A job offer always depends upon the candidate being declared after the physical examination. a) b) c) d) To delete the individual carries infectious diseases. To determine whether the candidate is fit for performing the work or not. To know heal defects. To protect employer from workers compensation claims.


8) Job offer:
It is made through a letter of appointment such a letter generally contains a date by which appointee must report on duty.

9) Contracts of employment:
Certain documents needed to be executed by the employer attention forms, contract of employment etc.

10) Evolutions of selection program:

The broad test of the effectiveness of the selection process is quality of the personal hired. An organization must have competent and committed personnel periodic audit for evolution should be done.

Rejected candidates:
If candidates get rejected at any stage requirement division proactively communicate to the candidate that he is not shortlisted for the current requirement and also tell him area of improvement and reappear for the NSE IT selection process after six months.

Barriers of effective solution


a) Our inability to understand others accurately is probably the most fundamental

barrier for selecting the right candidate. Our views are highly personalized. We all perceive the world differently.

b) Fairness: fairness in selection required that no individual should be discriminated against on the basis of religion, region or the gender.
c) Validity: predictions of job performance. A test that has been validated can differentiate between the employee who can perform well and those who will not. It can only increase the possibility of success. d) Reliability: a reliable is one, which will produce consistent result when repeated in similar situations.


e) Pressure: pressure on selectors by politicians, relatives and friends. Compulsion of candidate is not the right one.

New methods of selection:

1) Participative selection: it means that subordinates participate in the selection of their coworkers and their supervisors. The idea of such participation will improve quality, increase support for the selected supervisor and coworkers. 2) Employee leasing: In this method the client company leases the employee from a third party, not on a temporary basis but rather are leased as a full time long term help. An interesting feature of this method is that the client company need not perform such personal as hiring, compensation or record keeping etc. employees already working elsewhere is leased. They are not directly employed by the company where they are working.

In any business organization HRP helps to determine the number and type of people an organization needs. The next logical step is to hire the right number of people of the right type to fill the jobs. Hiring involves to broad group of activities. 1) Recruitment 2) Selection: In fact the hiring function stops only when the organization ceases to exist. Recruitment and selection needs: Meaning and definition: In simple terms recruitment is understood as the process of searching for obtaining applicants for jobs from amount whom the right people can be selected.

Formal definition of recruitment is: It is a process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their application are submitted. The result is pool of applicants from which new employees are selected. Though theoretically, recruitment process is said to end with the receipt of applications, in practice the activity extends to the screening of applications so as to eliminate those who are not qualified for the job.

Purpose and importance: y y y Determine the present and future requirements of the organization in conjunction with its personal planning and job analysis activities. It increases the pool of job candidates at minimum cost. Help increase the success rate of the selection process by reducing the number of visibility under qualified or over qualified job applicants who will be appropriate candidates. 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. Being identifying and preparing potential job applicants who will be appropriate candidates. Increase organizational and individual effectiveness in the short term and long term. Evaluate the effectiveness of various recruiting techniques and source for all type of job applicants.

y y y y y


Profile of the organization


Vision statement
To be the most trusted technology partner for customers worldwide and stand as a model of excellence in pioneering enterprise-wide solutions.

Mission statement

To provide innovative and high quality products and services that match international standards. Endeavour to create an organization that nurtures excellence in whatever we do. Endeavour to exceed the expectations of our customers, employees and our partners. Shall strive to bring out "first of its kind", creative solutions to enable customers to meet the challenges of changing technology. shall to do whatever is required to achieve "Customer Delight. NSE.IT was born as the IT department of National Stock Exchange way back in 199394 called as 'System & Telecom', after successfully meeting a series of major

y y y

challenges, NSE.IT was incorporated as a separate company in October 1999. NSE.IT Limited is a 100% subsidiary of the National Stock Exchange of India Limited (NSEIL) the 3rd largest exchange in the world, as well as the most innovative stock exchange (NSE).

NSE.IT strengthened its position by offering innovative products and services to the security industry as a whole and not restricting it within the Exchange domain. NSE.IT is the turnkey provider in innovating Business solutions like introducing e-learning financial portal in the country, providing Integrated (CM + F&O) Internet trading solution, spot exchange, using AlgoStudio and StrategyStudio to help brokers in algorithmic trading

NSE.IT has shown innovation by being focused on developing mission-critical technology solutions for the Financial Services industry and the facilitation of change within these markets. NSE.IT has emerged as the preferred technology partner for deploying high end solutions for the financial services sector. Our software products cater mainly to the finance vertical, insurance and online examination in India and overseas. NSE.IT Limited, a Vertical Specialist Enterprise, offers end-to-end Information Technology (IT) products, solutions and services and has expertise in a wide range of business applications. We specialize in providing complete IT solutions to Stock Exchanges, Clearing Corporations, Brokerage Firms, Insurance Firms and other organizations in the Capital Market, Banking and Insurance industry.

Products of NSE.IT

Algo trading
It is most commonly used by large institutional investors due to the large amount of shares they purchase every day. Algo Studio is an event-driven, ultra low-latency, scalable and high-frequency algorithmic trading platform that facilitates automated trading with increase in profitability and competitive advantage. Algo Studio removes the complexity of creating and deploying a market-driven strategy by bringing together the infrastructure components behind the scenes with rich Application Programming Interfaces (APIs) for strategy implementation, so that developers can devote their energies to the most important task of implementing business logic. This automated


trading platform helps brokers, fund management organizations and financial institutions to execute orders using highly customizable strategies to suit their business needs.

Brokerage Solution
Itis dedicated in providing easy administration facilities to Brokers. NSE.IT Brokerage Solution supports the Front and Back Office functions for trading on multiple exchange segments, conducting Internet trading, stock trading over the Internet, back office solution for multisegment and multi-exchange operations, compliant messaging hub and facilitating Brokerage firms, Investors, Custodians to exchange post trade transactions based messages

Exchange Simulator
It is a complete suite of trading system comprising of traders front end and matching engine. Simulator package can be used to setup a complete end to end trading environment, which provides a platform for training Trading Fundamentals to aspirant traders and students pursuing Education in the field of Finance or Capital Markets. It can also be used to setup a Gaming Environment. Matching Engine can be independently used by any Front Office System for their System Testing which makes it independent of Exchange Development Environment.

Exchange Solutions
It comprises of Xs Trade, which is a comprehensive Exchange solution enabling Exchanges to run their trading operations. NSE.IT's Exchange Solution comprises's of Xs Trade, which is comprehensive Exchange solution which enables Exchanges to run their trading operations with inbuilt risk management and collateral management features. It also comprises of the Member's front end solution with inbuilt Member's administration and Risk Management features. It also facilitates Members to extend their services to clients in the form of online trading facility

Wealth Management services

It is provided with solutions like WealthKraft and Distribution of Financial Products (DFP).


NSE.ITpractices effective Wealth Management service, as it understands that the Capital Market is very volatile. The Capital Market has observed a shrinking IT budget, with an ever increasing pressure on technology for tighter integration of operations, products and client services, due to which Wealth Management service providers of NSE.IT focus on areas like Strategic client relationship, Innovation and open architecture, Report consolidation and aggregation and Advisory services

Insurance Solutions
It is provided by NSE.IT with its product PLANS, which is a comprehensive Process management System created for the Insurers . NSE.IT provides Insurance Solutions in the best way possible with its product PLANS, which is a comprehensive Process management System created for the Insurers, which helps manage all the Pre-Licensing activities. PLANS takes care of the entire process starting right from thecandidate-application-submission level till it generates the agent code and license handover.

Services of NSE.IT
The services of NSE.IT are of three ways: y Software Services: Under the software services it provides the customer various services like Development services, consulting services, Maintaining services, Independent services and user experience design services. Infra-structure Management services It is the services under which company provide consulting services, managed services and turnkey services to the customer. Online examination services NSE.IT provides facility for online examination and certification which include complete turnkey solution and customized solution.

Various Industry of NSE.IT NSE.IT has three basic industries


Capital Market: NSE.IT can help capital market firms achieve differentiation and operational excellence. Our knowledge and technology will grow your business by leaps and bounds. NSE.ITs Capital Market practice offers an unparallel advantage to partners in a fast-paced global environment through its deep understanding of the capital market, information management services and appreciation of the business drivers of the industry. Education: NSE.IT greatly contributes to the Educational Sector, by improving the quality of online exams and the procedure of conducting online exams. NSE.IT has bought a complete transformation in the Educational system, by contributing to the process and functioning of the Online Examination. NSE.IT's Online Examination Services is present ineach and every state of India i.e. PAN India presence (100 + locations), with the central monitoring taking place at Mumbai.

Insurance: NSE.IT provides the insurance industry solutions that address products, strategies, people, processes and operating infrastructures. Our Insurance practice has successfully delivered complex transformational projects positioning us uniquely to deliver large, complex and business critical projects across the insurance value chain.


Research methodology


Research methodology is a way to systematically solve the research problems. It can be understood as a science of studying how research is done scientifically. It takes many dimensions and research methods to constitute a part of the research methodology.

Thus we can talk of research methodology, not only talk of research methods but also considers the logic behind the method used in context of the research study in such a way that results are capable of being evaluated either by researchers himself or by others.

Under this head, the method and techniques used in preparing this method are discussed.

The various source of information are: y y y y Primary data Questionnaire and interviews Discussions with management members Interacting with different candidates

Primary data

The primary data is that which is collected of fresh and for the first time. The methods of collecting primary data are originally collected. I have obtained primary data during the course of doing this project.

I have done research of the objective. The candidates send their CVs through mail and the companys website I have to screen the suitable vacancies for absorbing their services.


Accordingly there were advice and were called for interviews if required. This data give the basic knowledge of the requirement process for this subject an ideal questionnaire was prepared in which the feedback of the interview was obtained from interviewed candidates. This helped me to get primary information about my recruitment process its loopholes and limitations and giving me a chance to improve on it. The questionnaire consisting of 10 questions regarding panel, ambience of the office and his personal experience about the interview was distributed among the candidates. For questionnaire I have taking sampling size of 100 candidates. Secondary data: Secondary data means that are already available with the organization. To get the secondary data I have used the company website. Analysis of data is the process by which data is converted into useful information. The raw data collected form the questionnaire was processed in such a way in order to make in amenable to draw conclusions. Here the analysis of data involves a number of closely related operation such as establishment of categories, the application of these categories through tabulation, charts etc. and drawing inferences.


Data presentations, analysis and interpretation

All analysis was univariate in nature and was of simple tabulation type.

Data analysis and interpretation


Data analysis and interpretation has following questionnaire a) Questions for candidates coming for recruitment drives. b) Graphical interpretations and its importance

1. Candidates given notice before the interview. Options YES NO Percentage of respondents 92 8

100 90 80 70 60 50 40 30 20 10 0 Candidate's response


Interpretation: When a candidate receives a notice of interview to be held he prepares well in advance for the interview. Thus allotting time sharpen skills will definitely help in better output leading sure shot success in any job given. 92 percent of candidate

has got notice, which indicates the proficiency in work of management of recruiting staff.

2. Candidates were given idea on what to expect at the interview. Options Yes No Percentage of Respondents 86 14

90 80 70 60 50 40 30 20 10 0 Candidate`s Response

Yes No

Interpretation: When a person is made aware of situation he would be facing he gets acquainted with the type of questions that would be asked and thus plans


perfect answer to them. This ensures the candidate his capability and boosts his spirits when actual interviews are held. 3. Candidate who were offered a place to sit and was made comfortable upon arrival for the interview. Options Yes No Percentage of Respondents 95 5

100 90 80 70 60 50 40 30 20 10 0 Candidate`s Response

Yes No

Interpretation: 95% of the candidates said that they were made comfortable when they arrived for the interview. This will definitely contribute towards a better relationship between

candidates and working staff. It will also enhance the candidate`s confidence as he made relax before he enters the actual interview.

4.Candidates are interviewed by: Options HR Panel Technical panel Management panel others Percentage of Respondents 44 100 6 4

90 80 70 60 50 40 30 20 10 0 Percentage of respondants HR Panel Technical Panel Management Panel Others



When Various Managements interview a candidates at different levels he is made aware of the companys specifications and requirements. This help him to shoulder his responsibility more efficiently keeping in mind the performance that is expected from him.

5.Type of Interview a candidate had Options Technical Interview Situation Skill based One to One Interview Others Candidate`s Respondents 100 36 44 0

90 80 70 60 50 40 30 20 10 0 Percentage of respondents Technical Interview Situation Skill based one to one interview others


Interpretation: When a candidate is interviewed at different levels he is tested for efficiency of his job and ability to perform, a job of high profile is allotted to him keeping in mind the company`s specifications and requirements. This help company to choose the right candidate who would fit in the mound efficiently keeping in mind the performance that can be expressed from him.

6. Interview atmosphere Options Welcoming Business like Informal Relaxed Others Percentage of Respondent`s 100 73 0 38 0

90 80 70 60 50 Informal 40 30 20 10 0 Percentage of respondents Relaxed Others Welcoming Business Like


Interpretation: The ambience of company is of high value, it welcome every person with bouquets and flowers at corners which pleases and smoothens the mind, hence 100% of candidates experienced a welcoming and relaxed atmosphere. 7. Length of Interview

Options 5-10min 10-20min 20-30min >30min

Percentage of Respondents 0 22 32 46

90 80 70 60 50 40 30 20 10 0 Percentage of respondents 5-10 mins 10-20 mins 20-30 min >30 mins



The length of candidates that the candidates selected of candidates selected most capable ones. This is the result of the interview panel and the concern they have towards the organization. With such candidates the organization boasts itself as a reputed MNC.

8. The Interview room was equipped with the necessary infrastructure i.e. well lit room, telephone line etc. Options Yes No Percentage of Respondent`s 78 22

90 80 70 60 50 40 30 20 10 0 Percentage of respondents



The name of the company is held high with its infrastructure, which carries its prestige and valor speaking of its struggles and its aims at brief. It also invites in a feeling of belonging to it if given a chance, which boosts candidate`s spirit.

9.Canditates informed about NSE.IT as an employer after the interview: Options Yes No Percentage of Respondents 82 18

90 80 70 60 50 40 30 20 10 0 Percentage of respondents


Interpretation: The candidates get to know about the working environment, culture, values of the organization. With knowledge, positive attitude and persistence success is near.





y There is a healthy atmosphere in the office and relationship among staff is very harmonious.

Provision with regards to health, welfare, safety and recreation and other facilities to the staff have been effectively taken care-of by the company. 92% of candidates said that they were given prior intimation about the interview. 86% of candidates said that they were informed about what to expect at the interview. 95% of the candidates said that they were made comfortable when they arrived for the interview. The atmosphere of the interview was welcoming(100%), Business like(73%), Relaxed(38%). The length of the interview more than 30min(46%). This shows concern of the panel towards company

y y y


Photo ID of the candidate should be verified before the interview in order to get it confirmed that the same candidate has come for interview. Auto tracking system for candidates should exist in order to track the candidates who have been interviewed during last six months. Signature of candidates on the questionnaire must be mentioned for aunthentication.




Books Recommended:
K. Aswathapa. Human Resouce and Personnel Management

Website: www.NSE.IT. CO IN