History of HR

The fist personnel management department:

It's believed that the first personnel management department began at the National Cash Register Co. (NCR). NCR faced a major strike at the turn of the century but eventually defeated the union after a lockout in 1901. After this difficult union battle, company President John H. Patterson decided to improve worker relations by organizing a personnel department to handle grievances, discharges, safety and other employee issues. Union organizations grew in power after passage of the National Labor Relations Act (NLRA) in 1935, also known as the Wagner Act. As employers began to understand the need for professionals who could play a middle role between employees and employers, the personnel manager's role emerged. It was during this first movement that employers began to truly understand that employees were more than machines with interchangeable faces In an effort to increase productivity, personnel programs expanded to include medical aid and sick benefits, vaccinations, holidays, housing allowances and other new benefits. New personnel roles emerged as unions began challenging the fairness and validity of Taylor's scientific management theories. Contribution of Elton Mayo and the Hawthorne Studies:

The human relations movement provided new insights derived from studies that linked improved productivity to management philosophies emphasizing employee communications, cooperation and involvement. This new thinking about employee cooperation grew from the works of Elton Mayo -- known as the Father of Human Relations -- and from the Hawthorne Studies, an important series of illumination experiments conducted between 1924 and 1932.Conducted at the Hawthorne Works of AT&T's Western Electric Plant near Chicago, the Hawthorne Studies were the first to question Taylorism's behavioral assumptions. Mayo, who conducted the studies to explore how changes in working environments affected productivity, was surprised by the results. Although the study began as an effort to quantify the levels of lighting and other physical conditions that would maximize employee productivity, Mayo and his researchers soon found a much greater link between employee productivity and the level of attention managers paid to employees and their behavior. The studies concluded that, in motivating workers, human factors were often more important than physical conditions. For the first time, productivity research put forth the controversial proposition that workers' feelings were important. Mayo's work propelled further developments in HR management. The concept of employee motivation increased in importance in the 1940s. When World War II ended the nation's economic drought and brought full production and full employment to the industrial giants, labor was again in short supply strong anti-union sentiment emerged and against this backdrop Congress overrode President Truman's veto of the 1947 Labor-Management Relations Act, better known as the Taft-Hartley Act.

HR in general
What is human resources? The workforce of an organization, the manpower is what is termed as human resource and the people who manage them are called human resource Professionals. A separate department is dedicated in every organization for carrying out such activities. The HR department has a huge responsibility on its shoulders as it is the one which gives strength to the organization. Strength is provided by hiring the best manpower who match the management standards and who will take the organization to new heights with their zeal and hard work. Hiring, recruitment or staffing is not the only work performed by HR managers. Their scope of work may range from staffing to organizational design and development to maintaining a liaison between the employees and the management to rewards and benefit management to learning management (Training and development). Functions of HR

Functions of HR Manpower Planning Recruitment and Selection of Employees Employee Motivation Employee Evaluation Industrial Relations Provision of Employee Services Employee Training and Development

Manpower planning The penalties for not being correctly staffed are costly.

Understaffing loses the business economies of scale and specialization, orders, customers and profits. Overstaffing is wasteful and expensive, if sustained, and it is costly to eliminate because of modern legislation in respect of redundancy payments, consultation, minimum periods of notice, etc. Very importantly, overstaffing reduces the competitive efficiency of the business.

Future staffing needs will derive from:

Sales and production forecasts The effects of technological change on task needs Variations in the efficiency, productivity, flexibility of labor as a result of training, work study, organizational change, new motivations, etc. Changes in employment practices (e.g. use of subcontractors or agency staffs, hiving-off tasks, buying in, substitution, etc.) Variations, which respond to new legislation, e.g. payroll taxes or their abolition, new health and safety requirements Changes in Government policies (investment incentives, regional or trade grants, etc

Recruitment and selection of employees Recruitment of staff should be preceded by: An analysis of the job to be done (i.e. an analytical study of the tasks to be performed to determine their essential factors) written into a job description so that the selectors know what physical and mental characteristics applicants must possess, what qualities and attitudes are desirable and what characteristics are a decided disadvantage;

In the case of replacement staff a critical questioning of the need to recruit at all (replacement should rarely be an automatic process). Effectively, selection is 'buying' an employee (the price being the wage or salary multiplied by probable years of service) hence bad buys can be very expensive. For that reason some firms (and some firms for particular jobs) use external expert consultants for recruitment and selection. Equally some small organizations exist to 'head hunt', i.e. to attract staff with high reputations from existing employers to the recruiting employer. However, the 'cost' of poor selection is such that, even for the mundane day-to-day jobs, those who recruit and select should be well trained to judge the suitability of applicants.

Employee motivation To retain good staff and to encourage them to give of their best while at work requires attention to the financial and psychological and even physiological rewards offered by the organization as a continuous exercise. Basic financial rewards and conditions of service (e.g. working hours per week) are determined externally (by national bargaining or government minimum wage legislation) in many occupations but as much as 50 per cent of the gross pay of manual workers is often the result of local negotiations and details (e.g. which particular hours shall be worked) of conditions of service are often more important than the basics. Hence there is scope for financial and other motivations to be used at local levels. As staffing needs will vary with the productivity of the workforce (and the industrial peace achieved) so good personnel policies are desirable. The latter can depend upon other factors (like environment, welfare, employee benefits, etc.) but unless the wage packet is accepted as 'fair and just' there will be no motivation. Employee evaluation: An organization needs constantly to take stock of its workforce and to assess its performance in existing jobs for three reasons:

To improve organizational performance via improving the performance of individual contributors (should be an automatic process in the case of good managers, but (about annually) two key questions should be posed: ** what has been done to improve the performance of a person last year? o and what can be done to improve his or her performance in the year to come?). To identify potential, i.e. to recognize existing talent and to use that to fill vacancies higher in the organization or to transfer individuals into jobs where better use can be made of their abilities or developing skills. To provide an equitable method of linking payment to performance where there are no numerical criteria (often this salary performance review takes place about three months later and is kept quite separate from 1. and 2. but is based on the same assessment).

Industrial relations Good industrial relations, while a recognizable and legitimate objective for an organization, are difficult to define since a good system of industrial relations involves complex relationships between: (a) Workers (and their informal and formal groups, i. e. trade union, organizations and their representatives); (b) Employers (and their managers and formal organizations like trade and professional associations);(c) The government and legislation and government agencies l and 'independent' agencies like the Advisory Conciliation and Arbitration Service. Provision of employee services Attention to the mental and physical well-being of employees is normal in many organizations as a means of keeping good staff and attracting others. The forms this welfare can take are many and varied, from loans to the needy to counseling in respect of personal problems. Among the activities regarded as normal are:

Schemes for occupational sick pay, extended sick leave and access to the firm's medical adviser; Schemes for bereavement or other special leave; The rehabilitation of injured/unfit/ disabled employees and temporary or permanent move to lighter work; The maintenance of disablement statistics and registers (there are complicated legal requirements in respect of quotas of disabled workers and a need for 'certificates' where quota are not fulfilled and recruitment must take place); Provision of financial and other support for sports, social, hobbies, activities of many kinds which are work related; Provision of canteens and other catering facilities; Possibly assistance with financial and other aid to employees in difficulty (supervision, maybe, of an employee managed benevolent fund or scheme); Provision of information handbooks, Running of pre-retirement courses and similar fringe activities; Care for the welfare aspects of health and safety legislation and provision of firstaid training.

The location of the health and safety function within the organization varies. Commonly a split of responsibilities exists under which 'production' or 'engineering' management cares for the provision of safe systems of work and safe places and machines etc., but HRM is responsible for administration, training and education in awareness and understanding of the law, and for the alerting of all levels to new requirements.

Employee education, training and development In general, education is 'mind preparation' and is carried out remote from the actual work area, training is the systematic development of the attitude, knowledge, skill pattern required by a person to perform a given task or job adequately and development is 'the growth of the individual in terms of ability, understanding and awareness'. Within an organization all three are necessary in order to:

Develop workers to undertake higher-grade tasks; Provide the conventional training of new and young workers (e.g. as apprentices, clerks, etc.); Raise efficiency and standards of performance; Meet legislative requirements (e.g. health and safety); Inform people (induction training, pre-retirement courses, etc.);

From time to time meet special needs arising from technical, legislative, and knowledge need changes. Meeting these needs is achieved via the 'training loop'

Overview of the Financial Services Industry

1. Banking Commercial Banks Savings Institutions Credit Unions Investment Banks (e.g.: Reserve Bank of India, Canara Bank, City Bank, ICICI Bank, IDBI Bank, SBI, etc) 2. Insurance Life / Health Insurance Property / Causality Insurance (e.g. :LIC of India, Tata AIG, Bajaj Allianz Life Insurance, HDFC Standard Life, ICICI Prudential, etc) 3. Securities Capital Markets Asset Backed| Securities Derivatives Exchanges Mutual Funds Hedge Funds Separately Managed A/cs (e.g. Anand Rathi, Karvy Stock Broking co, Motilal Oswal, Indiabulls Securities, Angel Boking, Anagram Capital, etc) 4. Others Finance Co.s Mortgage Co.s Real Estate Investment Trust Funding Co.s (e.g. Anand Rathi Financial Group, SBI Capital Markets Limited, ICICI Group, Bajaj Capital Limited, Birla Global Finance Limited, Housing Development Finance Corporation, L & T Finance Limited:, Karvy Group, LIC Finance Limited, PNB Housing Finance Limited)

About Anand Rathi

AnandRathi (AR) is a leading full service securities firm providing the entire gamut of financial services. The firm, founded in 1994 by Mr. AnandRathi, today has a pan India presence as well as an international presence through offices in Dubai and Bangkok Products & services:

Equities I Bonds I MF I Derivatives Managed Investment Services / PMS Commodities FX Trading Life Insurance General Insurance Alternative Assets o Private Equity Funds o Structured Products o Real Estate Operation Fund Special Situation Opportunities Offshore Structures & Global Investments

Services: Creation of a customized financial strategy Diversification of assets based on formal process of asset allocation Active tracking, monitoring and reviewing of portfolios Creation of private trusts Tax planning Estate planning Structuring of family wealth

Milestone: In 2007 Citigroup Venture Capital International picks up 19.9% equity stake Retail customer base crosses 100 thousand Establishes presence in over 350 locations

Management at Anand Rathi

Senior Management comprises a diverse talent pool that brings together rich experience from across industry as well as financial services.

Mr. Anand Rathi - Group Chairman

Chartered Accountant Past President, BSE Held several Senior Management positions with one of India's largest industrial groups

Mr. Pradeep Gupta - Vice Chairman

Plus 15 years of experience in Financial Services

Mr. Amit Rathi - Managing Director

Chartered Accountant & MBA Plus 11 years of experience in Financial Services

Anand Rathi Groups HR

HR (Director NEO)

Corporate HR Team

Regional HR Team

Vice President

Vice President
Associate Vice President

Associate Vice President

Assistant Manager

Senior Manager

Senior Officer

Assistant Manager

Associate

Senior Officer

Associate

Associate

Recruitment in General It is the process of finding & attracting capable applicants for employment. In simple terms recruitment is understood as the process of searching for & obtaining applicants for the jobs, from among who right people can be selected. What is the purpose of recruitment?

Increase the pool of job candidates at minimum cost. Help increase the success rate of the selection process by reducing the number of under qualified or over qualified job applicants. Meet the organizations legal and social obligations regarding the composition of its workforce. Increase organizational and individual effectiveness in the short and long run. Evaluate the effectiveness of various recruiting techniques and sources. Recruitment at the Anand Rathi Group

1. Identification of vacancy The recruitment process is initiated in any organization when a vacancy is identified in any particular unit or vertical of the company. The identification of vacancy is done by: a. Business requirement: the head of the department, generally the VP of the team floats a mail to the recruitment team of the HR specifying the profiles for which the candidates are required. All the necessary details relating to that profile such as the ctc that can be offered, total amount of experience and qualifications required are specified along with the deadline in terms of whether it is urgent to fill that post or there is some stipulated time that can be taken. This is done when the VP feels that there is a need for creating some new post in the team in order to achieve higher targets. b. Replacement: This is undertaken when an employee in any vertical leaves the organization. Here again a mail is floated by the VP to the recruitment team specifying the details of the employee who is going to leave the organization and the need for that employees replacement. c. Backup: this step is undertaken by the recruitment team itself if at any point of time they feel that the work pressure is going to increase in the near future in any particular vertical. On the basis of the forecast they start the process of recruitment for some important positions and keep them as backup options.

2. Understand the basic requirements needed in the candidate to fill the identified vacancy: When the vacancy is identified, a detailed study on the job description & specification is done by the recruiter. Generally, the person who sends the notice about the vacancy sends the job description along..As I have worked on several profiles I have stated a detailed job description in a prescribed format for those positions I handled.

Sample Job Descriptions Format used in Anand Rathi Group

UNIQUE ROLE DESCRIPTION UNIQUE ROLE CODE UNIQUE ROLE NAME LINE OF BUSINESS FUNCTION NUMBER OF INCUMBENTS IN SCOPE GEOGRAPHY / BUSINESS

Middle Level Wealth Management Wealth Management 1 Mumbai

PROFILE OF RESPONSIBILITIES PRIMARY Wealth Management services are offered to HNI with investment surplus of INR 5 Crores +. Investment Advisory Services: Assisting a senior RM in managing investment portfolio of High Net worth customers. Advising HNI clients about all major asset classes i.e. Equities, Structured products, PMS, MF, Insurance, commodities with a view to protect and transfer their wealth by solving complex needs about investment planning, financial planning, and allocating assets. Portfolio Management: Monitoring clients' portfolio performance, conducting profitability analysis, rendering advisory services for securing high ROI and increasing retention levels. Generating incremental business from the existing client base. Generating profitability through investment business as well as

PROFILE OF RESPONSIBILITIES planning activities so as to achieve the targets. Client Relationship Management: Managing customer centric banking operations and ensuring customer satisfaction by achieving delivery & service norms. Providing resolution to customer queries and complaints.

CONCURRENT REPORTING RELATIONSHIPS FUNCTIONAL ADMINISTRATIVE ROLE COD E TOTAL INCUMBENTS

UNIQUE ROLE NAME

INTERNAL EXTERNAL

INTERFACING ENTITIES Financial Planning team / Wealth Management Product team Clients, Fund Houses

SELECTION NORMS QUALIFICA TIONS FULL TIME COURSES SSC HSC GRADUATI ON POST GRADUATI ON MBA MINIMUM SCORE ACA SELECTION DEMI TEST (if CS any) EXPERIENCE POST QUALI. TOTAL YEARS INDUSTRY TYPE CTC BAND RS (LACS PA) MIN . MAX. TEAM MGMN T YES/ NO

Yes

Min 2 years

Banks, Brokerage House

SELECTION NORMS QUALIFICA TIONS FULL TIME COURSES CS/ LLB/ LLM PART TIME/ DISTANCE LEARNING MINIMUM SCORE ACA SELECTION DEMI TEST (if CS any) EXPERIENCE POST QUALI. TOTAL YEARS INDUSTRY TYPE CTC BAND RS (LACS PA) MIN . MAX. TEAM MGMN T YES/ NO

KEY SKILL AREAS Strong conceptual skills in the area of wealth management & asset allocation Excellent communication & relationship skills Must create confidence in High Net Worth Individuals and Ultra High Net Worth Individuals

Telesales Officer/ Sr. Telesales Officer/ Team leader Experience: 0 - 2 Years Location: Mumbai Compensation: for TSO Rs 5 to 10 KPM/ For Team Leader Rs 2 LPa Education: Any Graduate Desired Candidate Profile Should have good communication skills either in Hindi or English Confident / Aggressive Fresh graduates can also apply. Candidate should have relevant experience of team handling for Insurance tele sales for Team leader / Sales Co-coordinator profile only Job Description Telesales Officer/ Sr. Telesales Officer: Selling Life Insurance products through cold calling. Data will be provided by the company Calling to prospective Clients to generate business sales Team leader Candidate would be handling the team of TSO/Sr TSO for tele salesinsurance process. 1-3 yrs of Experience in tele sales Good Selling skills (Candidates from the sales Background will be preferred)

UNIQUE ROLE DESCRIPTION UNIQUE ROLE CODE UNIQUE ROLE NAME LINE OF BUSINESS Life Insurance Insurance Advisory

FUNCTION NUMBER OF INCUMBENTS IN SCOPE GEOGRAPHY/ BUSINESS

Insurance Advisory

Anand Rathi Insurance Broker Ltd Times Tower, Mumbai

PROFILE OF RESPONSIBILITIES PRIMARY CONCURRENT Financial planning. Duties include assessing clients' assets, liabilities, cash flow, insurance coverage, tax status, and financial objectives to advise them on our life insurance products. Reviewing the clients existing policies and recommending change required if any Advising the clients for the best suitable plan. Recommending the clients for our life insurance products according to their needs. Marketing of Insurance products to our existing PWM clients. Insurance Audit for clients, depends on clients objective

SELECTION NORMS QUALIFICATIONS MINIMUM SCORE EXPERIENCE CTC BAND RS. ( LACS. PA ) TEAM MGMNT

PROFILE OF RESPONSIBILITIES PRIMARY CONCURRENT Financial planning. Duties include assessing clients' assets, liabilities, cash flow, insurance coverage, tax status, and financial objectives to advise them on our life insurance products. Reviewing the clients existing policies and recommending change required if any Advising the clients for the best suitable plan. Recommending the clients for our life insurance products according to their needs. Marketing of Insurance products to our existing PWM clients. Insurance Audit for clients, depends on clients objective

FULL TIME COURSES SSC HSC GRADUATION

ACADEMICS

SELECTION NORMS SELECTION POST INDUSTRY TEST (if QUALI. TYPE any) TOTAL YEARS 3 to 5 years

MIN. 4L

MAX. 5L

YES/ NO

UNIQUE ROLE DESCRIPTION UNIQUE ROLE CODE UNIQUE ROLE NAME LINE OF BUSINESS Life Insurance Insurance Advisory

FUNCTION NUMBER OF INCUMBENTS IN SCOPE GEOGRAPHY/ BUSINESS

Insurance Advisory

Anand Rathi Insurance Broker Ltd Times Tower, Mumbai

PROFILE OF RESPONSIBILITIES PRIMARY Advising the clients for the best suitable plan. Recommending the clients for our life insurance products according to their needs. Marketing of Insurance products to our existing PWM clients. Insurance Audit for clients, depends on clients objective

CONCURRENT Financial planning. Duties include assessing clients' assets, liabilities, cash flow, insurance coverage, tax status, and financial objectives to advise them on our life insurance products. Reviewing the clients existing policies and recommending change required if any

SELECTION NORMS QUALIFICATIONS FULL TIME COURSES SSC HSC GRADUATION POST GRADUATION MBA CS/ LLB/ LLM MINIMUM SCORE ACADEMICS SELECTION TEST (if any) EXPERIENCE POST INDUSTRY QUALI. TYPE TOTAL YEARS 3 to 5 years CTC BAND RS. ( LACS. PA ) MIN. 4L MAX. 5L TEAM MGMNT YES/ NO

Job Description format

Position title: Manager Claims Designation: AVP Department: Insurance Location: Mumbai Full/Part-time: Full

Organizational relationships Reports to: Head Risk Assessment and Claims Supervises: Jr. Executive - Claims Coordinates with: Non Life team Functional relationship with: Operations and marketing

Academic qualification

Essential: Graduate in any stream Desired: Professional Exam - Associate

Experience

Relevant: 7 years in any insurance company / Broking outfit Total: up to 12 years in any industry (optional)

Soft Skills Should be computer literate

Primary Responsibilities To liaison with the insured (clients) regarding claim queries and help resolve them To arrange appointment of surveyors in coordination with the insurance companies To follow up with both the insurer and the insured on claims To study and analyze various claims To Build-up case studies on claim and share with the team

Target companies IFFCO Tokyo New India

Tata AIG Bajaj PSU Firms

Following are the basic job descriptions of the profiles I have worked on:
1. Relationship Manager: Designation: RM Department: Private Wealth Management Reports to: AVP/VP Primary Duties:

Acquisition of HNI clients Cross selling of wealth management products such as mutual funds, structured products. Managing existing relationships with HNI clients. Achieving revenue targets.

Secondary duties: Product & process knowledge of wealth business. Requirements: Polished English i.e very good communication skills Good convincing power Hands on experience in the same industry with the same profile Willing to do sales Ctc offered: Negotiable 2. Telecaller: Designation: Telecaller Department: Private wealth management Reports to: Relationship Manager Primary Role: Phone banking Telesales Assisting RM

3. Client Servicing Manager (Mumbai and Pune Branch) Designation: Service Relation Manager Department: Wealth Management Reports to: VP/ Senior VP CTC: negotiable Requirements: Willing to do calling to HNIs Willing to do field sales Well verse with Pune / Mumbai (preferably born and brought up in the city) Hands on experience in the same industry with the same profile 4. Public Relations officer Designation: Assistant Manager Department: PR Reports to: Manager Profile: ~Public Relation/ Media relations specialist Requirements: ~ English- structure and content of the language/ understanding ~ Communications& Media- Good media contacts/ ways and methods to reach the media and share information ~ Persuasive & coordination skills ~ sound understanding of online/ Web PR Responsibilities: ~ Prepare/organize content for internal and external communication ~ Respond to media requests/coordinate with spokesperson ~ Study companies needs and develop PR strategy or plan ~ Tracking Experience: ~ 6 months 1 year CTC: As per industry standard List of PR Agencies to look from: ~ Adfactors

~ Sampark ~ Hanmer & Partners ~ Pressman ~ Concept ~ Vaishnavi 5. Receptionist Requirements: Good communication skills Proficient with English Basic Computer skills like data entry 6. General Insurance relationship manager Requirements: Graduate Good communication skills Good proficiency with English Good knowledge about General Insurance products Hands on experience in the same industry with the same products 7. Life Insurance relationship Manager Requirements: Graduate Good communication skills Good proficiency with English Good knowledge about Life Insurance products Hands on experience in the same industry with the same products 1. Insurance advisory (General Insurance) Requirements: Graduate Very polished English communication skills Hands on experience in selling the products of general insurance(3-4 yrs min.) Good analytical skills Good problem Identification skills 2. HR Executive(Recruitment and Selection) Requirements Experience in recruitment Good communication skills Ability to handle stress

Ability to meet targets Technical skills (Proficient with Excel)

3) Applying the effective source of recruitment: There are several sources of recruitment which are being used at Anand Rathi. They are: 1. Job portals 2. Employee referrals 3. Consultancy 4. Campus hiring 5. Head hunting 6. Social networking sites A detailed analysis of the above sources: 1. Job portals: Anand Rathi has subscribed with 2 portals Naukri. Com & Times Job.com. Between them Naukri. Com is excessively used and relied upon. There is a 1 year subscription fees of Rs 350000 paid for these portals. 2. Employee referrals: The Second best important source of recruitment is employee referrals which are as internal source of recruitment. Anand Rathi has a very structured employee referral policy in place which encourages the employees to refer their friends and relatives for a particular position. There is a probation period of 3 months. When an employee refers a candidate, then that candidate is put under a probation period of 3 months. On the basis of completion of probation period of 3 months the employee who referred this candidate will get some monetary incentive depending upon the grade for which the referral is done. 3. Consultancy: The use of consultancy is made for those positions whose recruitment is challenging and cannot be done by portal surfing. However the cost increases as the consultant needs to be paid around 8.33% of the package offered to the candidate. 4. Campus hiring: This source of recruitment is generally used when freshers are required for certain profiles like CA/CS etc or when there is a need of hiring interns. 5. Head hunting: In order to map the best talent across the industry, the use of head hunting is made. Generally this method is used to hire AVP/ VP and above positions.

4) Screening the resumes: After the resumes are short listed from any of the above sources, preliminary screening is done. 5) Calling up the candidate: After the rsums are short listed, calling is done to the candidates where their basic communication skills, their interest level for the position, their work experience, salary expectation, etc are evaluated. This is like a telephonic interview. The job requirements, job location, etc are also mentioned to the candidate at this point of time. The purpose of pre screening is to remove from the pool of candidates, at an early stage those applicants who are clearly unqualified for the job. 6) Preparing the database: The details of the candidates whom the recruiter has spoken to are filled in the database. The database is maintained in the form of an excel sheet where following details are filled: a. Sr. no b. Name of the candidate c. Mobile nos. d. Company name e. Designation f. Department g. Current ctc h. Total exp i. Remark (Interested/Not Interested) j. Status k. Profile Even if the candidate is not suitable for the current position opening in the company, his details are properly mentioned in the status column so that he may be reconsidered when there is another opening. 7) Scheduling the interviews of interested candidates . The candidate who is interested in the profile we offer and gets cleared in the telephonic round from our side is then called for a personal round of interview. Head of the

department of the concerned vertical and a member of the HR team takes the interview. The parameters at this round differ as per the profile and the requirements of the job. Sometimes there is also a second round of interview held by senior management like the Senior VP.

Selection in General
Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in job. Employee selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people by selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less absenteeism and employee turnover problems.

Selection at Anand Rathi Group

Preliminary interview round

Technical round of interview (Feedback) Background verification check Hr interview Selection decision Salary negotiations Joining date negotiations Offer letter release Acceptance of offer: Reference checks:

Appointment letter release

1. Preliminary round of interview: It is basically a telephonic round of interview conducted to judge the candidate on the basic parameters such as the communication skills etc

2. Technical round of interview: All those candidate who are shortlisted in the preliminary round are than called upon for a technical round of interview. It is the most favoured selection technique used at anand rathi. Interview is an in depth formal conversation conducted to evaluate the applicants acceptability. It is considered to be an excellent selection device. Its popularity is because of its flexibility, it can be adopted to managerial, skilled , unskilled, and professional employees. It allows two way exchange of information, the technical team learns about the applicant, and the applicant also learns about anand rathi.

2. Feedback:

2. Hr round of interview: The hr round of interview is not just a formality. Apart from salary discussions and negotiations, various non-technical abilities such as ability to work under

pressure, decision making skills, and time management are assessed in the HR interviews.

The HR round is to ensure that the candidate and anand rathi are not a mismatch in terms of work culture, aspirations etc.

2. Background verification check: (format)

2. Selection decision:

After obtaining information through these steps, selection decision- the most critical part of all steps must be made. The views of business heads will be generally considered in the final selection because he or she who is responsible for the performance of new employee. The HR team also plays a crucial role in the selection process.

Relevant salary documents are taken from the candidate to check for salary fitment.

2. Salary negotiations takes place after which selection is finalized. 3. Joining date negotiations. 4. Offer release:

The final step in selection process is job offer. This offer is made through an offer letter. The offer letter is the final confirmantion from anand rathi as to the person has cleared all selection criteria.

Following are the contents of offer letter:

Designation Date of joining Location and business unit Salalry break up Timings of office documents to be brought while joining

2. Acceptance of offer: 3. .Reference checks: Anand Rathi request the names, addresses and occupation for the purpose of verifying information and perhaps gaining additional background information on an applicant. Although listed on the application form, references are not usually checked until an applicant has successfully reached this stag in the sequential selection process. Previous employers , colleagues can act as good references. Reference checks serves two purpose: 1. to gain insight about the potential employee from people who have previous experience with him or her. 2. To assess the potential success of a prospect.

2. Appointment letter release: Joining formalities includes relevant document submission and induction of the employee into the organization:

Sample of live Hr interview taken Interview 1 -Questions asked 1.Brief me about your C.V 2. How are offer letters issued? 3. About past Companies you have worked with -No. of franchisees -Employee strength -Name of the software the co. uses -Strength of the HR Team -Location of the corporate office of the co. -Who heads the company? -Whom do you report to? -Your designation 4. Explain to me your past organization structure - Where do you fit in this organization structure? -How many people are there at you level? 5. Technical Abilities - Microsoft excel? -Pivot table? -Macros 6.Sumaarization of all the information the candidate gave 7. Tell me a day at your past work 8.How many queries you handle a day? 9. How big is your recruitment team?(Total office and department wise) 10. Current ctc - You have any number in mind? 11 Why HR? 12. Any full time course of HR? 13. What you did you do in the time gap? 14. What is you notice period in the company? 15. Do you have any questions for us? 16. Family background Interview 2 Questions asked 1. Tried to break the ice and asked her to run through the profile 2. Whether the candidate is on the cos payroll or not

3. Employee strength of the co. she is working in 4. Employee strength in the team she is working in 5. No. of employees on the payroll of third party? 6. No. of employees in her division 7. Explain Current organization structure(if possible draw it for me) 8. How does your corporate office work?How many members are there in it? -What designation each one has? 9. Can you handle targets? -How many closures have you done? 10. What are incentives your company gives? 11.What kind of recruitments have you handled?(designation wise) 12. If 10 sales positions are given, how do you go about it? 13. Different ways of recruitment you can do? 14. Tell me about your salary expectations 15. Which job portals have you been surfing? 16. Why did you quit the last co.? 17. Family background 18. Why anand rathi? 19. Any questions to ask me?

Some letters that I prepared

June 30, 2011 Suman Khatoo Employee Code: 923253 Location: Mumbai. Relieving letter Dear Suman, This is to confirm that you stand relieved from the services of the Company from the closure of working hours of June 30, 2011 pursuant to your resignation letter

dated May 28, 2011. This is also to confirm that you have worked with us from February 17, 2011 to June 30, 2011. At the time of leaving the organization your designation Senior Officer in Finance and Accounts department. We wish you all the very best in your future endeavors. Yours faithfully,

For Anand Rathi Share And Stock Brokers Limited

Authorized Signatory

May 31, 2011

TO WHOMSOEVER IT MAY CONCERN

This to certify that Mr. Christopher Jadhav is working in our organization since May 2, 2011 as Senior Vice President - Wealth Management. This letter is issued to him on his request for obtaining new mobile phone connection from Vodafone.

For Anand Rathi Financial Services Limited

Authorised Signatory Corporate HR

7th June, 2011

Mr. Rahul Maheshwari E-1, Laxminarayan apartment, Jesal Park, Bhayander (East), Thane 401105. Dear Mr. Maheshwari, Subject: Industrial Trainee

With reference to your application and subsequent interview with us we are pleased to offer you Industrial Trainee assignment with Anand Rathi Group. The internship period would be of 15 months from June 8, 2011 to September 8, 2012 and the stipend would be Rs.18000/-p.m. Thanking you, Yours truly, For Anand Rathi Share and Stock Brokers Limited

Authorized Signatory Corporate HR

For employee eng Engage4more is a Santa Cruz (East) based co.

ADD: 5, creative industrial estate, road no 2, sunder nagar, kalina, santacruz east, Mumbai 400 098

Contact no : 9867319977 Performs 4 main services: Engagement Advisory : -health check and interventions -engagement driven change -cultural integration audit and intervention Staff Engagement: -town halls (connect staff through technology) -fun days (workshops that help employees learn new skills) -large-scale engagement events (via sports based activities) -thematic engagement (days like retro days and traditional days) -offsite management (takes care everything from travel to theme place) -community centered engagement (encourage employee participation in community projects) Internal Engagements: -internal communication guidelines (Tries to communicate cos goals and vision to the employees) -surveys -sms broadcasts Employer Branding -creative and media services for recruitment -campus placement support

-staff collateral designing Sample of Employee Engagement tests prepared by me

Analogy
1) USA: Washington :: Canada : ? 1. Madrid 2.Athens 3. Ottawa 4. Teheran 2) India : Rupee :: Bangladesh : ? 1. Drachma 2. Kyat 3. Taka 4. Lira 3) Cow : Calf :: Deer : ? 1. Fawn 2. Foal 3. Filly 4. Cygnet 4)King : Palace :: Pig : ? 1. Hole 2. Stable 3. Pen 4. Sty

Blood Relations
5)Pointing to a photograph, a man said, I have no brother or sister but that mans father is my fathers son. Whose photograph was it? 1. His own 2. His sons 3. His fathers 4. His nephews 6) A woman introduces a man as the son of the brother of her mother. How is the man related to the woman? 1.Nephew 2. Son 3. Cousin 4. Uncle

Statement Conclusions
In each question, a statement is given followed by two conclusions numbered 1) and 2) Give answer (a) If only conclusion 1) follows (b)If only conclusion 2) follows If either 1) or 2) follows (d)If neither 1) nor 2) follows (e) both 1) and 2) follow

7) Mr. X is one of the probable candidates short listed for the post of Director of Anand Rathi Group (c) 1) Mr. X will be selected as Director of Anand Rathi Group 2) Mr. X will not be selected as Director Anand Rathi Group 8)Morning walks are good for health (d) 1)All healthy people go for morning walks 2)Evening walks are harmful

Insert the Missing Character

9) 18 12 3 72 1.2 10) 3 5 4 6 8 7 1. 6 2. 7 3. 8 4. 9 8 4 ? 2. 3 24 14 ? 112 3. 4 4. 5 32 16 4 128

Arithmetical Reasoning
11)What is the product of all the nos in the dial of a telephone? 1. 158480 2. 159450 3. 159480 4. None of those(as ans is 0)

12) At the end of a business conference ten people present all shake hands with each other once. How many handshakes will be there altogether? 1. 20 2. 45 3. 55 4. 90

13)If you write down all the nos from 1 to 100, how many times you write 3? 1.11 2. 18 3. 20 4. 21

14) Find the no. which when added to itself 13 times, gives 112 1. 7 2. 8 3. 9 4. 11

15) The total of the ages of Amar, Akhbar and Anthony is 80 yrs. What was the total of their ages three years ago? 1. 71 2. 72 3. 74 4. 77

Mathematical Operations
16) If division means *, * means +, + means and means division, find the value of 16*3+5-2 divided by 4. 1.9 2. 10 3.19 4. none of these

17) If +means division , division means -, -means * and * means +, find the value of 12 + 6 / 3 2* 8 1.-2 2.2 3. 4 4. 8

18) )How many meaningful words can be formed using the 1st, 6th, 7th, and the 9th letter of the word PROMENADE using each letter only once in each word. 1. one 2. two 3. three 4. four 5. none of these

Series Completion
19)Which term will come next? AC, FH, KM, PR 1. UW 2. VW 3. UX 4. TV 5. none of these 20)1, 9, 25, 49,?, 121 1. 64 2. 81 3. 91 4. 100

Set 2

Analogy
1) Maharashtra: Mumbai :: Assam: ? 1. Jaipur 2. Lucknow 3. Shillong 4. Dispur

2)Cattle : Herd :: Singer : ? 1. Band 2. Chorus 3. Troupe 4. Artist 3) Dog : Bitch :: Gander : ? 1. Duck 2. Heifer 3. Goose 4. Spinster 2. 4)Giant : Dwarf :: Genius : ? 1. Idiot 2. Wicked 3. Tiny 4. Gentle

Blood Relations
5) A girl introduced a boy as the son of the daughter of the father of her uncle. The boy is girls ? 1. Brother 2. Son 3. Uncle 4. Son in law 6) Arun said This girl is the wife of the grandson of my mother. Who is Arun to the girl? 1. Father 2. Grandfather 3. Husband 4. Father in law

Statement Conclusions
* In each question, a statement is given followed by two conclusions numbered 1) and 2) Give answer (a) If only conclusion 1) follows (b)If only conclusion 2) follows If either 1) or 2) follows (d)If neither 1) nor 2) follows (e) both 1) and 2) follow 7) Smoking is one of those human weaknesses which tend to test the will power of the smoker to the edge (e) 1)It is very difficult for the smoker to give up smoking even if they want to do so 2)Human beings have other weaknesses as well 8) Money plays a vital role in politics (d) 1) The poor can never become politicians 2) All the rich men take part in Politics

Insert the Missing Character

9) 6 8 12 11 6 5 25 16 ?

1. 18 2. 16 3. 12 4. 10 10) 1 4 7 27 2 5 8 38 3 6 9 ?

1. 49 2. 50 3. 51 4. 52 11)A Shepherd had 17 sheep. All but 9 died. How many was he left with? 1.0 2. 8 3.9 4. 17

12)If a clock takes 7 second to strike 7, how long will it take to strike 10? 1.7 2. 9 3. 10 4.none of these

13) A father is now three times as old as his son. Five years back he was four times as old as his son. The age of his son is? 1. 12 2. 15 3.18 4.20

14) Today is Suhanis birthday. One year from today she will be twice as old as she was 12 years ago. How old is Suhani today? 1. 20 2. 22 3. 25 4. 27

15) If + means -, - means *, / means + and * means /, then 15-3+10*5/5 = ? 1. 5 2. 22 3. 48 4. 52 16) If * means /, - means *, / means +, and + means -, then (3-15/19) *8+6 +? 1. -1 2. 2 3. 4 4.8 17)How many meaningful words can be formed using the 1st, 3rd, 5th, and the 6th letter of the word TRADEMARK using each letter only oncein each word.

1. one

2. two

3. three

4. four

5. more than four

18) )How many meaningful words can be formed using the 1st, 3rd, 7th, and the 6th letter of the word DREAMLAND using each letter only once in each word. 1. one 2. two 3. three 4. four 5. more than four

19) 4, 7, 12, 19, 28, ? 1. 30 2. 36 3. 39 4. 49

20) ABD, DGK, HMS, MTB, SBL, ? 1. XKW 2. ZAB 3. ZKU 4. ZKW

Sample of Psychometric tests prepared by me http://www.psychometricinstitute.co.uk/Psychometric-Course-Previews.asp 1 My goals are clear in life Strongly disagree Disagree Neutral Agree Strongly agree 2 If people are rude to me I just shrug off Strongly disagree Disagree Neutral Agree Strongly agree 3. I am confident in what I do Strongly disagree Disagree Neutral Agree Strongly agree 4.I can work even when things are disorganized Strongly disagree Disagree Neutral Agree Strongly agree 5 I can consistently work full time in all the efforts I do

 Strongly disagree Disagree Neutral Agree Strongly agree 6. I prefer to achieve my goals rather than making others achieve their goals Strongly disagree Disagree Neutral Agree Strongly agree 7. I would describe myself as an extremely competent person Strongly disagree Disagree Neutral Agree Strongly agree 8.I prefer working in a stable rather than a flexible environment Strongly disagree Disagree Neutral Agree Strongly agree 9.I am ambitious Strongly disagree Disagree Neutral Agree Strongly agree 10. Its better to get a job done rather than aim for perfection Strongly disagree Disagree Neutral Agree Strongly agree 11.I am better in completing tasks as well as or better than other people Strongly disagree Disagree Neutral Agree Strongly agree 12. I like to be incharge of other people Strongly disagree

 Disagree Neutral Agree Strongly agree 13. I strive to do the best I can Strongly disagree Disagree Neutral Agree Strongly agree 14. I feel uneasy if I am the center of attraction Strongly disagree Disagree Neutral Agree Strongly agree 15. I am confident in my abilities to complete difficult tasks at work Strongly disagree Disagree Neutral Agree Strongly agree 16. I am happy to make speeches in public Strongly disagree Disagree Neutral Agree Strongly agree 17.its very important for me to achieve my goals Strongly disagree Disagree Neutral Agree Strongly agree 18I like to react to things at the spur of the moment Strongly disagree Disagree Neutral Agree Strongly agree 19.I believe that I am more intelligent than most Strongly disagree Disagree

 Neutral Agree Strongly agree 20, I dont like unexpected responsibilities Strongly disagree Disagree Neutral Agree Strongly agree 21I approach life in an easy going manner Strongly disagree Disagree Neutral Agree Strongly agree 22. I tend to take on other peoples problems Strongly disagree Disagree Neutral Agree Strongly agree 23I feel like a failure compared to my friends and other co workers Strongly disagree Disagree Neutral Agree Strongly agree 24. I like to have plenty of time to myself Strongly disagree Disagree Neutral Agree Strongly agree 25. People often comment on how easy I am on giving orders Strongly disagree Disagree Neutral Agree Strongly agree