A

Summer Internship Report

On
“A study on HR manager’s practices in employee
Enrollment”

At
“Moneyplus Financial Services Pvt. Ltd.”
(2018-20)

Submitted To: Submitted By:

Maharishi Dayanand University Jyoti
(Rohtak) KAIM Ch.Dadri
MBA 3rd Semester
University R.N.…

(Affiliated to M.D.U. Rohtak)

ACKNOWLEDGEMENTS
Preservation, inspiration and motivation have always played a key role in
the success of any venture. In the present world of competition and success,
training is like a bridge between Theoretical and Practical working.

I would like to express my acknowledgement to those people, without whose

contribution, support and guidance this report would not have seen the light of
the day.

I wish to acknowledge the support, assistance and co-operation given to me by

the personnel at KAIM, Ch.Dadri. Words are not sufficient to express my
gratitude towards my project guides Dr. (Mrs.) Supriya Dhillion (Director,
KAIM)), Mr. Rakesh Vasistha(Training and Placement Officer) and Laxmi
Sharma (Assistant Professor) without whose help & constant scholarly guidance
this project could have not been successful.

I am also thankful to Ms Vinkeet Kaur (HR Manager) of Moneyplus Pvt. Ltd.

who was our project guide and who helped us in our research work in good way.

Specially, I am thankful to my parents and God for their blessings and showing

me the right way at all moments.

(Jyoti)

PREFACE

The successful completion of this project was a unique experience for me because
by interacting with various persons, I achieved a better knowledge about
recruitment. The experience which I gained by doing this project was essential at
this turning point of my career this project is being submitted which content
detailed analysis of the research under taken by me.
The training provides an opportunity to the student to devote his/her skills,
knowledge and competencies required during the session.
The project is on the topic “A study on HR manager’s practices in employee
enrollment”

TABLE OF CONTENT

• Significance of the study

• Review of existing literature

• Conceptualization

✓ Industry profile

✓ Company profile

✓ Introduction of Topic

• Focus of the problem

• Objectives of the study

• Research Methodology

✓ Research Design

✓ Universe and Survey Population

✓ Sample

✓ Collection of Data

✓ Analysis Pattern

• Findings

• Suggestion

• Limitation of the Study

• Conclusion

• Annexure

✓ Questionnaire

✓ Bibliography
 SIGNIFICANCE OF THE STUDY

The Human Resources are the most important assets of an organization. The success or failure of
an organization is largely dependent on the caliber of the people working therein. Without positive
and creative contributions from people, organizations cannot progress and prosper. In order to
achieve the goals or the activities of an organization, therefore, they need to recruit people with
requisite skills, qualifications and experience. While doing so, they have to keep the present as
well as the future requirements of the organization in mind.

Recruiters will work from resumes or by actively soliciting individuals qualified for positions. A
recruiter's job includes reviewing candidate's job experiences, negotiating salaries, and placing
candidates in agreeable employment positions. Recruiters typically receive a fee from the hiring
employers.
 REVIEWOF
EXISTING
LITERATURE
Barber (1998) defines Employee recruitment as “practices and activities carried on by an
organization for the purpose of identifying and attracting potential employees”.
Many large corporations have employee recruitment plans that are designed to attract potential
employees that are not only capable of filling vacant positions but also add to the organization’s
culture.

According to Costello (2006) recruitment is described as the set of activities and processes used
to legally obtain a sufficient number of qualified people at the right place and time so that the
people and the organization can select each other in their own best short and long term interests.

According to Montgomery (1996) is on matching the capabilities and inclinations of prospective

candidates against the demands and rewards inherent in a given job.

Jovanovic (2004) said recruitment is a process of attracting a pool of high quality applicants so as
to select the best among them. For this reason, top performing companies devoted considerable
resources and energy to creating high quality selection systems. Due to the fact that organizations
are always fortified by information technology to be more competitive, it is natural to also consider
utilizing this technology to re-organize the traditional recruitment and selection process through
proper decision techniques, with that both the effectiveness and the efficiency of the processes can
be increased and the quality of the recruitment and selection decision
improved.

Dessler, (2000) found in his study that the Recruitment and selection forms a core partof the central
activities underlying human resource management: namely, the acquisition, development and
reward of the workers. It frequently forms an important part of the work of human resource
managers – or designated specialists within work organizations. However, and importantly,
recruitment and selection decisions are often for good reason taken by non-specialists, by the line
managers. Recruitment and selection also have an important role to play in ensuring worker
performance and positive organizational outcomes. Recruitment and selection had the capacity to
form a key part of the process of managing and leading people as a routine part of organizational
life, it is suggested here that recruitment and selection has become evermore important as
organizations increasingly regard their workforce as a source of competitive advantage.

Of course, not all employers engage with this proposition even at the rhetorical level. However,
there is evidence of increased interest in the utilization of employee selection methods which are
valid, reliable and fair. Dessler listing th essence of these in the following; build a pool of
candidates for the job, have the applicants fill out application forms, utilize various selection
techniques to identify viable job candidates, send one or more viable job candidates to their
supervisor, have b the candidate(s) go through selection interviews, and determine to which
candidate(s)an offer should be made.

Mullins (1999) indicated that to be a high performing organization, human resource management
must be able to assist the organization to place the right person in the right job. The human resource
management practices include recruitment, selection, placement, evaluation, training and
development, compensation and benefits, and retention of the employees of an organization.
Businesses have developed human resource information systems that support:
 (i) recruitment, selection, and hiring, (ii) job placement, (iii) performance appraisals, (iv)
employee benefits analysis, (v) training and development, and (vi) health, safety, and security.

Odiorne (1984) indicated that the quality of new recruits depends upon an organization's
recruitment practice, and that the relative effectiveness of the selection phase is inherently
dependent upon the caliber of candidates attracted.

Smith et al. (1989) argue that the more effectively the recruitment stage is carried out, the less
important the actual selection process becomes. When an organization makes the decision to fill
an existing vacancy through recruitment, the first stage in theprocess involves conducting a
comprehensive job analysis. This may already have been conducted through the human resource
planning process, particularly where recruitment is a relatively frequent occurrence. Once a job
analysis has been conducted ,the organization has a clear indication of the particular requirements
of the job, where that job fits into the overall organization structure, and can then begin the process
of recruitment to attract suitable candidates for the particular vacancy.

According to Odiorne, (1984) one result of effective recruitment and selection is reduced labour
turnover and good employee morale. Recruiting ineffectively is costly ,since poor recruits may
perform badly and/or leave their employment, thus requiring further recruitment. In a cross
national study of recruitment practices, suggests that, in 48reality, recruitment practices involve
little or no attempt to validate practices. Personnel managers tend to rely on feedback from line
managers and probationary periods and disciplinary procedures to weed out mistakes. Firms with
high quit rates live with them and tend to build them into their recruitment practices and they do
not analyze the constitution of their labor turnover. A number of recent studies have suggested that
some recruitment methods are more effective than others in terms of the value of the employees
recruited.

Miyake, (2002) indicated that while advertising is usual for job vacancies, applicants were
sometimes recruited by word of mouth, through existing employees. Besides being cheaper, the
“grapevine” finds employees who stay longer (low voluntary turnover) and who are less likely to
be dismissed (low involuntary turnover). People recruited by word of mouth stay longer because
they have a clearer idea of what the job really involves. The study reviewed five studies in which
average labor turnover of those recruited by advertising was 51 percent. The labor turnover for
spontaneous applicants was 37 per cent and turnover for applicants recommended by existing
employees was 30 percent. One hypothesis proposed to account for this was the “best information”
hypothesis. It was argued that people who were suggested by other employees were better and
more realistically informed about the job than those who applied through newspapers and agencies.
Thus, they were in a better position to assess their own suitability. Better informed candidates are
likely to have a more realistic view of the job, culture of the organization and job prospects.
• Industry profile

• Company profile

• Introduction of Topic
 Industry profile
Introduction to NBFC
A non-banking financial institution (NBFI) or non-bank financial company (NBFC) is
a financial institution that does not have a full banking license or is not supervised by a national
or international banking regulatory agency. NBFI facilitate bank-related financial services, such
as investment, risk pooling, contractual savings, and market brokering. Examples of these
include insurance firms, pawn shops, cashier's check issuers, check cashing locations, payday
lending, currency exchanges, and microloan organizations. Alan Greenspan has identified the role
of NBFIs in strengthening an economy, as they provide "multiple alternatives to transform an
economy's savings into capital investment which act as backup facilities should the primary form
of intermediation fail."
Operations of non-bank financial institutions are often still covered under a country's banking
regulations

Role in financial system

NBFIs supplement banks by providing the infrastructure to allocate surplus resources to
individuals and companies with deficits. Additionally, NBFIs also introduces competition in the
provision of financial services. While banks may offer a set of financial services as a packaged
deal, NBFIs unbundle and tailor these service to meet the needs of specific clients. Additionally,
individual NBFIs may specialize in one particular sector and develop an informational advantage.
Through the process of unbundling, targeting, and specializing, NBFIs enhances competition
within the financial services industry.
Non-bank financial companies (NBFCs) offer most sorts of banking services, such as loans and
credit facilities, private education funding, retirement planning, trading in money
markets, underwriting stocks and shares, TFCs(Term Finance Certificate) and other obligations.
These institutions also provide wealth management such as managing portfolios of stocks and
shares, discounting services e.g. discounting of instruments and advice on merger and
acquisition activities. The number of non-banking financial companies has expanded greatly in the
last several years as venture capital companies, retail and industrial companies have entered the
lending business. Non-bank institutions also frequently support investments in property and
prepare feasibility, market or industry studies for companies. However they are typically not
allowed to take deposits from the general public and have to find other means of funding their
operations such as issuing debt instruments.
NBFCs are not providing the cheque book nor saving account and current account. It only takes
fixed deposit or time deposits.
Growth
Some research suggests a high correlation between a financial development and economic growth.
Generally, a market-based financial system has better-developed NBFIs than a bank-based system,
which is conducive for economic growth linkages between bankers and brokers.

Stability
A multi-faceted financial system that includes non-bank financial institutions can protect
economies from financial shocks and enable speedy recovery when these shocks happen. NBFIs
provide “multiple alternatives to transform an economy's savings into capital investment, [which]
serve as backup facilities should the primary form of intermediation fail.”
However, in the absence of effective financial regulations, non-bank financial institutions can
actually exacerbate the fragility of the financial system.
Since not all NBFIs are heavily regulated, the shadow banking system constituted by these
institutions could wreak potential instability. In particular, CIVs, hedge funds, and structured
investment vehicles, up until the financial crisis of 2007–2008, were entities that focused NBFI
supervision on pension funds and insurance companies, but were largely overlooked by regulators.
Because these NBFIs operate without a banking license, in some countries their activities are
largely unsupervised, both by government regulators and credit reporting agencies. Thus, a large
NBFI market share of total financial assets can easily destabilize the entire financial system. A
prime example would be the 1997 Asian financial crisis, where a lack of NBFI regulation fueled a
credit bubble and asset overheating. When the asset prices collapsed and loan defaults skyrocketed,
the resulting credit crunch led to the 1997 Asian financial crisis that left most of Southeast Asia
and Japan with devalued currencies and a rise in private debt.[10]
Due to increased competition, established lenders are often reluctant to include NBFIs into existing
credit-information sharing arrangements. Additionally, NBFIs often lack the technological
capabilities necessary to participate in information sharing networks. In general, NBFIs also
contribute less information to credit-reporting agencies than do banks.
For continual growth and sustenance of NBFCs, it is important to have a regulation around them
while maintaining their innovativeness. An introduction of regulatory sandbox in different
ecosystem will help them achieve the desired results. Many countries have adopted Regulatory
Sandbox and soon more will adopt.

NBFCs companies
Non-Banking Financial Companies (NBFC) are establishments that provide financial services and
banking facilities without meeting the legal definition of a Bank. They are covered under the
Banking regulations laid down by the Reserve Bank of India and provide banking services like
loans, credit facilities, TFCs, retirement planning, investing and stocking in money market.
However they are restricted from taking any form of deposits from the general public. These
organizations play a crucial role in the economy, offering their services in urban as well as rural
areas, mostly granting loans allowing for growth of new ventures.

NBFCs also provide a wide range of monetary advices like chit-reserves and advances. Hence
it has become a very important part of our nation’s Gross Domestic Product and NBFCs alone
count for 12.5% raise in Gross Domestic Product of our country. Most people prefer NBFCs over
banks as they find them safe, efficient and quick in assisting with financial requirements.
Moreover, there are various loan products available and there is flexibility and transparency in
their services.

1. Power Finance Corporation Limited

Finance Corporation Limited was founded in 1986 and is a Navratna

Status company. Mukesh Kumar Goel is the Chairman & Managing Director of the company.
Power Finance Corporation Limited is known to provide financial assistance to different power
projects in the country. It supports organizations involved in Power generation, transmission
and distribution. The company is also listed in National Stock Exchange (NSE) and Bombay Stock
Exchange (BSE).

2. Shriram Transport Finance Company Limited

Transport Finance Company Limited focuses on funding

commercial and business vehicles, besides others. The company was founded in 1979 and has been
offering funding services for Light Duty Trucks, Heavy Duty Trucks, Mini Trucks, Passenger
Vehicles, Construction Vehicles and Farm Equipments. The company’s specialisation is in general
insurance, mutual funds, common assets, stock broking and general protection.

3. Bajaj Finance Limited

 was founded in 2007 and is a unit of Bajaj Holdings and
Investments. It offers loans to doctors for career enhancement, home loans, gold loans, individual
Loans, business and entrepreneur loans and is an extremely popular finance company. Apart from
these, Bajaj Finserv also provides services like wealth advisory, lending money and general
insurance. It has over 1400 branches across the country with more than 20000 employees.

4. Moneyplus

Moneyplus Financial Services Pvt. Ltd. is a Category

2 NBFC registered with the RBI. The company is dedicated to serving financially underserved
Clientele in the SME segment with a customer-centric model offering fast, flexible and friendly
loans to people.

5. Mahindra & Mahindra Financial Services Limited

& Mahindra Financial Services Limited (MMFSL) was established

in 1991 and has over 1000 branches, and a customer base of over 3 million, all over the country.
MMFSL is one of the most renowned organizations and has two affiliates offering Insurance
services and rural housing financial services. It also specialises in offering gold advances,
vehicle advances, corporate advances, home credits, working capital advances and much more.

6. Muthoot Finance Ltd

 Muthoot Finance Ltd is India’s first NBFC tracing its history back
to 1888, when it began as a small lender from a village in Kerala. Muthoot Finance Ltd sanctions
loans only against pledge of gold ornaments. It is a leader in India’s gold loan and finance
market. Besides financing gold transactions, Muthoot Finance Ltd offers foreign exchange
services, money transfers, wealth management services, travel and tourism services. Gold
coins are also sold at Muthoot Finance Branches. The company has its headquarters in Kerala,
India, and operates over 4,400 branches throughout the country. It is also the parent company
of Muthoot Housing Finance (India) Ltd, which offers home loans.

7. HDB Finance Services

HDB Financial Services is operated by India’s largest private sector

HDFC Bank. It offers a variety of secured and non-secured financial loans through a network
of more than 1,000 branches in 22 Indian states and 3 Union Territories. It provides secured and
unsecured loans, including personal and business loans, doctor's loans, auto loans, gold loans, new
to credit loans, enterprise business loans, consumer durables loans, construction equipment loans,
new and used car loans, equipment loans, and tractor loans. The company operates through
Lending Business and BPO Services segments. It is considered the fastest growing NBFC in India
today.

8. Cholamandalam

Cholamandalam Investment and Finance Company Limited

(Chola), was incorporated in 1978 as the financial services arm of the Murugappa Group. Chola
started as an equipment financing company and has surged ahead as a complete financial services
provider offering all kinds of services like - vehicle finance, home loans, home equity loans, SME
loans, investment advisory services, stock broking and a host of other financial services to
customers. Chola has 725 branches across India with assets under management above INR
35,000 Crores.

9. Tata Capital Financial Services Ltd

 Tata Capital Financial Services Limited is top of India’s leading
NBFCs. Established in 2007, it is a subsidiary of Tata Sons Limited. TCFS describes itseld
as a one-stop financial service provider that caters to the diverse needs of retail, corporate and
institutional customers across businesses. It is registered with RBI as ‘Systemically Important
Non-Deposit Accepting Non-Banking Financial Company (NBFC)’. Among the various products
offered by TCFS to individuals, families and businesses, are commercial finance, infrastructure
finance, wealth management, consumer loans and distribution and marketing of Tata Cards.

10. L & T Finance Limited

L & T Finance Limited is a strong player in the non banking

financial sector and was established in 1994. Headquartered in Mumbai, L & T offers funding
services to different sectors like trade, industry, agriculture, Commercial Vehicle loans, Individual
Vehicle loans, and corporate and rural loans. The company caters to more than 10 lakh people. In
2010, L & T was awarded the “Company of the year” in the Economic Times awards.

11. Aditya Birla Finance Ltd.

Aditya Birla Finance Limited, a part of the Aditya Birla Financial

Services, was incorporated in 1991 and is an ISO 9001:2008 certified NBFC. ABFL is registered
with RBI as a ‘systemically important non-deposit accepting NBFC’ and it ranks among the top
five largest private diversified NBFCs in India. It offers precise and customised solutions across a
wide range, from corporate finance to commercial mortgage, and from capital markets to
structured finance.

All you want to know about the NBFC crisis

That the non-banking financial companies (NBFC) sector has been facing troubled times for
several months is well-known. Now, a top-ranking government official has proclaimed that the
sector is facing an “imminent crisis.”

“There is a credit squeeze, over-leveraging, excessive concentration, massive mismatch between

assets and liabilities, coupled with some misadventures by some very large entities, which is a
perfect recipe for disaster,” Corporate Affairs Secretary Injeti Srinivas told the Press Trust of India
in an interview.

In case you were wondering what the crisis was about and why it is important, here’s a quick FAQ.

What’s the NBFC ?

NBFCs are facing a liquidity crunch. In other words, they don’t have money to lend or are facing
enormous difficulties in raising funds. NBFCs typically borrow money from banks or sell
commercial papers to mutual funds to raise money. They on-lend these money to small and
medium enterprises, retail customers and so on. When NBFCs don’t have money to lend, that
reduces the credit flow to the economy, hits economic growth and causes many borrowers to
default on loans.

What led to this?

There are a couple of things to consider here. One, the NBFC business model itself is flawed, to
begin with. It relied on raising short-term funds which were then lent out as long-term loans. This
leads to a situation called an asset-liability mismatch. For example, an NBFC raises money by
selling 6-month debt papers and on-lends this as a car loan with a tenure of 5 years. This leads to
a situation where the NBFC has to roll over (or renew) the 6-month debt paper or raise fresh loans
to repay the debt paper. In good times, this happens as a matter of course. But when times are
tough, this cycle is broken.

That leads us to the second factor. The cycle was broken by a default of some firms of the IL&FS
group. There were fears that this would turn out to be a contagion. Simply put, banks, mutual funds
and their investors were afraid that more such entities wouldn’t default. As this fear took hold,
many institutions refused to give money to NBFCs. The cost of funds rose by as much as 150 basis
points for NBFCs.

Were the fears of contagion real?

In the last few years, especially after demonetisation, there was excess money sloshing around in
the system. That is because a lot of cash was deposited with banks and investors parked more
money with mutual funds. As fund managers of debt schemes deployed the funds in money
markets, NBFCs were able to access cheap funds easily. They were able to grow their loan
portfolios at double the pace of banks.

But on the flip side, note that mutual fund managers were chasing high returns for their investors
and so too were NBFCs and banks. This led them to take risks and put pressure on the quality of
their underwriting standards. Note that this excess money was given not only to NBFCs but also
to other companies such as infrastructure players -- as loan against shares -- which have come back
to bite now.

Why is the crisis a big deal?

As explained earlier, NBFCs are playing an increasingly important part in the economy. Their
share of credit has increased because they were lending in sectors where banks refused to go or
did not want to go. The used commercial market is a good example here.

Now that NBFCs are finding it difficult to raise money or having to pay a huge cost for doing so,
this will choke the flow of credit to the economy. It will hit the MSME sector which is already
suffering from the twin blows of demonetisation and the goods and services tax.

More importantly, it will hit consumption demand in the economy. With investment demand yet
to pick up and exports flagging, consumption was the primary engine driving the economy. A
reduction in credit further adds to economic slowdown pressures, which are already visible.

Besides, a slowdown in credit could lead to another pile of non-performing assets in sectors such
as commercial real estate and infrastructure, which could have economy-wide knockdown effects.

Consider this example, an infra project needs working capital funds for completion so that it can
start earning. When funds aren’t available or come at a higher cost, this undermines the feasibility
of the project and puts the money already sunk in at risk. This adds to the stressed assets; mutual
funds lending to such projects will have to mark down their net asset values; this leads to investors
taking money out of mutual funds and in turn mutual funds won’t be able to give money to NBFCs/
other projects, setting off a vicious cycle.

The spate of recent downgrades in NBFCs, housing finance companies and infrastructure projects
highlight the problems caused by the crisis.

What now?
In the last financial year, the Reserve Bank of India bought government debt paper worth Rs 3
lakh crore from the market. Basically, this meant that so much money was given to the banking
system to on-lend. This is the only way for RBI to help NBFCs since the central bank can’t lend
directly to the latter as they don’t hold government paper for use as collateral.
But the cost of borrowing for NBFCs is still high as banks are risk averse or have reached exposure
limits.

This will prompt NBFCs to tap alternative sources such as external commercial borrowings, public
bond issuances, or sales of assets. But even then, analysts point out that most of their
borrowings will be used to repair balance sheets and refinance liabilities. Even if a full-blown
crisis won’t happen, it will take at least 12 months for NBFCs

COMPANY PROFILE
Moneyplus is a non-deposit taking NBFC registered with the Reserve Bank of India.At,
Moneyplus, we passionately work each day to solve the biggest problem being faced by Indian
MSME, “Access to Finance”. Financial inclusion of these MSME’s is very important in achieving
India’s sustainable development goals, promoting innovation, creativity, and sustainable work for
all. There are approximately 63 million MSME’s in India & Moneyplus wants to make its services
available to as many MSME’s as possible.

A major constraint in the growth of the Small Enterprises has been non-availability of easy finance.
Not all micro, small and medium enterprises find favour with traditional banks when it comes to
lending courtesy because of lack of experience, absence of collaterals and infrastructure, poor
financials, and small ticket size.

Our mission at Moneyplus is to primarily support the growth of the MSMEs in India with debt
capital through technology enabled platforms and processes at a reasonable cost in a transparent
manner.

MISSION

To primarily support the growth of MSMEs in India with debt capital through technology enabled
platforms and processes.

VISION

To be a leading financial services provider- admired and respected for High corporate
governance, ethics and values.
1. Moneyplus Mortgage Loan

Moneyplus Mrtgage Loan is to help small businesses with capital for their expansion plans be it
purchase of new equipment or diversification for business, or buying an under construction or
ready commercial/industrial property.

Who can avail :

Moneyplus Mortagae Loan is for Small retailers, traders, manufacturers & service providers

Loan Amount :
Rs. 5,00,000 to Rs 25,00,000

Repayment Period
24 months to 84 months.

Purpose of the Loan

To help small businesses with their expansion plans or any constructive and economically viable
purpose

Security Required:
To be secured against property, plot, land or any other form of real estate collateral.
Interest rates
22% – 26% per annum
Prerequisites and Process

• Client’s Property should not be in our negative area list.

• Purpose of loan should be constructive and economically productive.
• Client’s property should not be mortgaged already and client should be in the possession
of property.
• Property should be in client’s name. If the property to be mortgaged is a parental property,
client must obtain NOC from all the possible beneficiaries of the property.
• In case of GPA property, it has to be self occupied.
• The fixed obligation to income ratio of the client should not be more than 50% after
disbursal of current loan.

Documents Required

• Application form.
• 1 Photograph each of Applicant and Co-Applicant.
• Income Details: IT returns, Balance sheet & P/L account statement for the last 2 years with
Annexure, Form 16 A/Cash Flow report from the onsite team.
• Bank account statements for the last 6 months.
• KYC documents of applicant as well as co-applicant.
• Business vintage for 2 years.
• Business Proof: Certificate of practice.

Management
NIRDOSH GAUR

CEO AND MANAGING DIRECTOR

Moneypalm is a brainchild of Nirdosh. A Post Graduate in Management and Finance, Nirdosh is one of the
most reputed and respected names in the Indian Stock Market.
Nirdosh has an experience of nearly 2 decades in the industry, of which he has served as the North India
Head of Indiabulls Securities Limited for 12 years. Having seen all the ups and downs, positives and
negatives of the industry, Nirdosh realised a common man parts with a substantial amount of his trading
profits because of lack of proper services and little or no support. This inspired Nirdosh to incorporate
Moneypalm, which not only provides the traders and investors with advanced, technology driven and highly
economical tailor made broking services but also a platform which eliminates all the current negatives of
the Indian Broking Industry.
SHEKHAR JALAN

DIRECTOR - SALES

Shekhar is a Management Graduate with over 12 Years of Experience in Wealth Management and Stock
Broking Services. Shekhar was a Senior Vice President in Indiabulls Securities Limited before joining
hands with Nirdosh in his endeavour to provide better Broking Services to Traders.
Shekhar heads the Real Estate Division of Moneypalm along with the Sales Operations of the company and
is the main force behind the astounding sales figures of Moneypalm.
Shekhar is instrumental in developing sales strategies of the Moneypalm Group and is driving the Sales of
the Moneypalm Group.
SANJEEV KATYAL

CHIEF OPERATING OFFICER

Sanjeev is a Chartered Accountant by profession and has nearly 2 decades of experience in Wealth
Management. He served as a Senior Vice President in the Indiabulls Group before joining
Moneypalm.
He heads the Research and overall Operations of the company. He is specialised in fundamental
and technical research and is a Finance Guru.
KANCHAN GAUR

DIRECTOR – HR, CLIENT RELATIONS AND QUALITY

Kanchan is a Post Graduate in English Literature and has a rich experience of nearly a decade in
The Stock Broking Industry.

We take pride in providing the highest quality services and support to our clients. With her
immense knowledge and zeal for Customer Service, Kanchan makes sure all our clients are treated
as our family and not just customers.

We can proudly say that we have the most knowledgeable and professional team in the Industry
and some of the best HR and employee friendly policies are followed by us. The credit does to
Kanchan who makes sure that we do not compromise on quality in everything we do.
 PROMINENT EMPLOYEE

NITIN
SR. MANAGER –HUMAN RESOURCE, ADMIN.

MOHIT GUPTA
COMPLIANCE OFFICER &SR. MANAGER – RMS
KRISHAN MOHAN SINGH
SR. MANAGER – DP

RAJEEV KUMAR SHARMA

SR. MANAGER- OPERATIONS

VIJAY PANDEY
SR. MANAGER – TRADING
 Introduction of Topic

Human Resource Management

Definition:

HRM is the process of managing people in organizations in a structured and thorough

manner. This covers the fields of staffing (hiring people), retention of people, pay and perks setting
and management, performance management, change management and taking care of exits from
the company to round off the activities. This is the traditional definition of HRM which leads some
experts to define it as a modern version of the Personnel Management function that was used
earlier.

We have chosen the term “art and science” as HRM is both the art of managing people by
recourse to creative and innovative approaches; it is a science as well because of the precision and
rigorous application of theory that is required.

Human Resource Development (HRD) means to develop available manpower through suitable
methods such as training, promotions, transfers and opportunities for career development. HRD
programs create a team of well-trained, efficient and capable managers and subordinates. Such
team constitutes an important asset of an enterprise. One organisation is different from another
mainly because of the people (employees) working there in. According to Peter F. Drucker, "The
prosperity, if not the survival of any business depends onthe performance of its managers of
tomorrow." The human resource should benurtured and used for the benefit of the organisation.

Uses of Human Resource Management in an organization:

 Human Resource Management (HRM) is the function within an organization that focuses
on recruitment of, management of, and providing direction for the people who work in the
organization. It can also be performed by line managers.

HRM is also a strategic and comprehensive approach to managing people and the
workplace culture and environment. Effective HRM enables employees to contribute effectively
and productively to the overall company direction and the accomplishment of the organization's
goals and objectives.
Human Resource Management is moving away from traditional personnel, administration,
and transactional roles, which are increasingly outsourced. HRM is now expected to add value to
the strategic utilization of employees and that employee programs impact the business in
measurable ways. The new role of HRM involves strategic direction and HRM metrics and
measurements to demonstrate value.
The Human Resource Management (HRM) function includes a variety of activities, and
key among them is responsibility for human resources -- for deciding what staffing needs you have
and whether to use independent contractors or hire employees to fill these needs, recruiting and
training the best employees, ensuring they are high performers, dealing with performance issues,
and ensuring your personnel and management practices conform to various regulations. Activities
also include managing your approach to employee benefits and compensation, employee records
and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these
activities themselves because they can't yet afford part- or full-time help. However, they should
always ensure that employees have -- and are aware of -- personnel policies which conform to
current regulations. These policies are often in the form of employee manuals, which all employees
have.
HRM is widening with every passing day. It covers but is not limited to HR planning,
hiring (recruitment and selection), training and development, payroll management,
rewards and recognitions, Industrial relations, grievance handling, legal procedures etc.

In other words, we can say that it’s about developing and managing harmonious
relationships at workplace and striking a balance between organizational goals and
individual goals.

Advantages / Importance of HR:

Meeting manpower needs: Every Organisation needs adequate and properly qualified staff
for the conduct of regular business activities. Imaginative HRP is needed in order to meet
the growing and changing human resource needs of an organisation.

Replacement of manpower: The existing manpower in an Organisation is affected

due to various reasons such as retirement and removal of employees and labour
turnover. HRP is needed to estimate the shortfall in the manpower requirement
and also for making suitable arrangements for the recruitment and appointment of
new staff.

Meeting growing manpower needs: The expansion or modernisation programme

may be undertaken by the enterprise. Manpower planning is needed in order to
forecast and meet additional manpower requirement due to expansion and growth
needs through recruitment and suitable training programs.

Meeting challenges of technological environment: HRP is helpful in effective use

of technological progress. To meet the challenge of new technology existing
employees need to be retrained and new employees may be recruited.

Coping with change: HRP enables an enterprise to cope with changes in

competitive forces, markets, products, and technology and government
regulations. Such changes generate changes in job content, skill, number and type
of personals.

Increasing investment in HR: An employee who picks up skills and abilities

becomes a valuable resource because an organisation makes investments in its
manpower either through direct training or job assignments.

Adjusting manpower requirements: A situation may develop in; an organisation

when there will be surplus staff in one department and shortage of staff in some
other department. Transfers and promotions are made for meeting such situations.

Recruitment and selection of employees: HRP suggests the type of manpower

required in an organisation with necessary details. This facilitates recruitment and
selection of
 suitable personnel for jobs in the Organisation. Introduction of appropriate selection tests
and procedures is also possible as per the manpower requirements.

Placement of manpower: HRP is needed as it facilitates placement of newly selected

persons in different departments as per the qualifications and also as per the need of different
departments. Surplus or shortage of manpower is avoided and this ensures optimum utilization of
available manpower
management theories. The recruitment process could be improved in sophistication with Rodgers
seven point plan, Munro-Frasers five-fold grading system, psychological tests, personal
interviews, etc. Recommendations for specific and differentiated selection systems for different
professions and specializations have been given. A new national selection system for psychiatrists,
anesthetists and dental surgeons has been proposed within the UK health sector

Need for Recruitment

The need for recruitment may be due to the following reasons / situations

Vacancies: due to promotions, transfers, retirement, termination, permanent disability,

death and labour turnover.

Creation of new vacancies: due to growth, expansion and diversification of business

activities of an enterprise.

In addition, new vacancies are possible due to job respecification.

The recruitment and selection is the major function of the human resource department and
recruitment process is the first step towards creating the competitive strength and the strategic
advantage for the organisations. Recruitment process involves a systematic procedure from
sourcing the candidates to arranging and conducting the interviews and requires many resources
and time. A general recruitment process is as follows:

Identifying the vacancy:

The recruitment process begins with the human resource department receiving requisitions for
recruitment from any department of the company. These contain:

• Posts to be filled

• Number of persons

• Duties to be performed

• Qualifications required
 Preparing the job description and person specification.

Locating and developing the sources of required number and type of employees
(Advertising etc).
Short-listing and identifying the prospective employee with required characteristics.

Arranging the interviews with the selected candidates.

Conducting the interview and decision making

The HR Role in Recruitment changed and HRM:

o Decides about the design of the recruitment processes and to decide about the split of
roles and responsibilities between Human Resources and Hiring Manager

o Decides about the right profile of the candidate

o Decides about the sources of candidates

o Decides about the measures to be monitored to measure the success of the process

A traditional role of HR in Recruitment was an administrative part of the whole process. The HRM
was responsible for maintaining the vacancies advertised and monitored, but the real impact of
HRM to the performance of the whole recruitment process was minimal.

But as the role of Human Resources in the business was increasing, the HR Strategy was changed.
From making the process working to the real management of HR Processes and the Recruitment
Process was the first to manage.

The role of HR in Recruitment is very important as HRM is the function to work on the
development of the recruitment process and to make the process very competitive on the market.
As the job market gets more and more competitive, the clearly defined HR Role in Recruitment
will be growing quickly. HRM is not a function to conduct all the interviews today, the main role
of Human Resources is to make the recruitment process more attractive and competitive on the job
marke

Scope of HR Recruitment:
HR jobs are one of most important tasks in any company or organization.
 To structure the Recruitment policy of company for different categories of employees.

To analyses the recruitment policy of the organization.

To compare the Recruitment policy with general policy.

To provide a systematic recruitment process.

It extends to the whole Organization. It covers corporate office, sites and works
appointments all over India.

It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and
Senior Management cadres.

A recruitment agency provides you with career counseling which renders a crystal clear
picture of what are the possible career options out there for you and which job option suits
you the best.

Objective of HR
To obtain the number and quality of employees that can be selected in order to help the
organization to achieve its goals and objectives.

Recruitment helps to create a pool of prospective employees for the organization so that
the management can select the right candidate for the right job from this pool.

Recruitment acts as a link between the employers and the job seekers and ensures the
placement of right candidate at the right place at the right time.

Recruitment serves as the first step in fulfilling the needs of organizations for a competitive,
motivated and flexible human resource that can help achieve its objectives.

The recruitment process exists as the organization hire new people, who are aligned with
the expectations and they can fit into the organization quickly.

Advantage of Outsourcing Recruitment/Hiring of Consultancy

Traditionally, recruitment is seen as the cost incurring process in an organization. HR outsourcing

helps the HR professionals of the organisations to concentrate on the strategic functions and
processes of human resource management rather than wasting their efforts, time and money on the
routine work.

Outsourcing the recruitment process helps to cut the recruitment costs to 20 % and also provide
economies of scale to the large sized organizations.
The major advantages of outsourcing performance management are:

Outsourcing is beneficial for both the corporate organisations that use the outsourcing services
as well as the consultancies that provide the service to the corporate. Apart from increasing
their revenues, outsourcing provides business opportunities to the service providers, enhancing
the skill set of the service providers and exposure to the different corporate experiences thereby
increasing their expertise.

The advantages accruing to the corporate are:

• Turning the management's focus to strategic level processes of HRM

• Accessibility to the expertise of the service providers

• Freedom from red tape and adhering to strict rules and regulations

• Optimal resource utilization.

• Structured and fair performance management.

• A satisfied and, hence, highly productive employees

• Value creation, operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow and perform
better.

Changing Role of Recruitment Intermediaries

Recruitment consultancies, agencies or intermediaries are witnessing a boom in the demand of

their services, both by the employers and the job seekers. With an already saturated job market,
the recruitment intermediaries have gained a vital position acting as a link between the job seekers
and the employers.

But at the same time, one of the major threats faced by this industry is the growing popularity of
e-recruitment. With the changing demand, technologies and the penetration and increasing use of
internet, the recruitment consultancies or the intermediaries are facing tough competition. To retain
and maintain their position in the recruitment market, the recruitment intermediaries or consultants
(as they are commonly known) are witnessing and incorporating various changes in terms of their
role, functions and the services.
According to a survey amongst top employers, most of them agree with the growing influence of
technology and the Internet on the recruitment processes. 70 per cent of employers reported the
use of application portal on their company‟s official website. Apart from that, the emerging
popularity of the job portals is also growing.

But the fact that the intermediaries or the consultants are able to provide their expert services,
economies of scale, up to 40 percent savings in the recruitment costs, knowledge of the market,
the candidates, understanding of the requirements, and most importantly, the assess to the suitable
and talented candidates and the structured recruitment processes. The recruitment intermediaries
save the organisations from the tedious of weeding out unsuitable resumes, co-coordinating
interviews, posting vacancies etc. give them an edge over the other sources of recruitment.

To retain their position as the service providers in the recruitment market, the recruitment
intermediaries are providing vale added services to the organisations. They are incorporating the
use of internet and job portals, making their services more efficient.

Despite of the growing use of the internet, the recruitment intermediaries are predicted to continue
dominating the recruitment market in the anticipated future.

Recruitment Management System

Recruitment management system is the comprehensive tool to manage the entire recruitment
processes of an organisation. It is one of the technological tools facilitated by the information
management systems to the HR of organisations. Just like performance management, payroll and
other systems, Recruitment management system helps to contour the recruitment processes and
effectively managing the ROI on recruitment.

The features, functions and major benefits of the recruitment management system are 4explained
below:

Structure and systematically organize the entire recruitment processes.

Recruitment management system facilitates faster, unbiased, accurate and reliable

processing of applications from various applications.
Helps to reduce the time-per-hire and cost-per-hire.
 Recruitment management system helps to incorporate and integrate the various links like
the application system on the official website of the company, the unsolicited applications,
outsourcing recruitment, the final decision making to the main recruitment process.

Recruitment management system maintains an automated active database of the applicants

facilitating the talent management and increasing the efficiency of the recruitment
processes.

Recruitment management system provides and a flexible, automated and interactive

interface between the online application system, the recruitment department of the
company and the job seeker.

Offers tolls and support to enhance productivity, solutions and optimizing the recruitment
processes to ensure improved ROI.

Recruitment management system helps to communicate and create healthy relationships

with the candidates through the entire recruitment process.

The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment proces
1. Client need assessment

o Define objectives and specifications

o Understand client's business and culture

o Understand the job/position specifications

o Understand roles and responsibilities of the prospective candidate

o Develop a search plan and review with the client

2. Candidate Identification

o Identify target sources

o Extensive organization mapping, research & database search of the profile

o Provide status report to client about the available talent pool

3. Candidate assessment and Presentation

o Screen and evaluate candidates

o Personal Interviews with Candidates wherever possible - assess skills, interest

level and cultural fit
o Discuss the shortlist with the client and send resumes

4. Candidate interview, selection & Presentation of Offer

o Facilitate interviews with the client

o Obtain feedback

o Participate in decision making process

o Provide inputs on candidate's desired compensation

5. Closure & Follow up

o Negotiate offer acceptance

o Execute Reference check, Compensation & Job Level Discussions

o Coordinate Joining Formalities and on boarding as per predefined date

o Closing review to understand client's level of satisfaction.

HR Telephonic Interview Questions:
o Tell me about yourself?
o Tell me about your job profile?
o How much current CTC, you‟re getting in current organization?
o How much you‟re expecting form new organization?
o How the notice period you required if you are selected?
o Why did you want to resign from your previous job?
HR Challenges in Recruitment

Recruitment is a function that requires business perspective, expertise, ability to find and match
the best potential candidate for the organisation, diplomacy, marketing skills (as to sell the
position to the candidate) and wisdom to align the recruitment processes for the benefit of the
organisation. The HR professionals – handling the recruitment function of the organisation- are
constantly facing new challenges. The biggest challenge for such professionals is to source or
recruit the best people or potential candidate for the organisation.

In the last few years, the job market has undergone some fundamental changes in terms of
technologies, sources of recruitment, competition in the market etc. In an already saturated job
market, where the practices like poaching and raiding are gaining momentum, HR
professionals are constantly facing new challenges in one of their most important function-
recruitment. They have to face and conquer various challenges to find the best candidates for
their organisations.

The major challenges faced by the HR in recruitment are:

Adaptability to globalization – The HR professionals are expected and required to keep

in tune with the changing times, i.e. the changes taking place across the globe. HR
should maintain the timeliness of the process

Lack of motivation – Recruitment is considered to be a thankless job. Even if the

organisation is achieving results, HR department or professionals are not thanked for
recruiting the right employees and performers.

Process analysis – The immediacy and speed of the recruitment process are the main
concerns of the HR in recruitment. The process should be flexible, adaptive and
responsive to the immediate requirements. The recruitment process should also be cost
effective.

Strategic prioritization – The emerging new systems are both an opportunity as well as
a challenge for the HR professionals. Therefore, reviewing staffing needs and
prioritizing the tasks to meet the changes in the market has become a challenge for the
recruitment professionals.
 OBJECTIVES OF THE STUDY
The main objectives of the study are as follows:

i. To understand the process of recruitment

ii. To know the sources of recruitment at various levels and various jobs
iii. To identify the probable area of improvement to make recruitment procedure more
effective
iv. To know the preferences of managers while hiring employees
COLLECTION OF DATA
Collection of data is one of the most important parts of the research methodology because the total
research is based on it so a very careful effort is required for collection of data for research study.
There are two types of data:

a) Primary

b) Secondary

In this project primary as well as secondary data has been used.

Method of collecting PRIMARY DATA

✓ Questionnaire

Method of collecting SECONDARY DATA

i. Collection of data from magazines, journals and other available documents.

ii. Internet data

iii. Guidance from my mentor

Data Analysis and Interpretation

Question 1: What form of interview did you prefer?
 Forms Percentage
Personal Interviews 40%
Telephonic Interviews 35%
Video Conferencing 20%
Other 15%

Percentage

15%

40%
Personal Interviews
20% Telephonic Interviews
Video Conferencing
Other

35%

Interpretation:-

Most of the manager Prefer Personal interviews, 35% prefer to take telephonic interviews where
as only 20% goes for video conferencing and rest 15% adopt some other means of interviews.

Question 2: What source you adopt to source candidates?

 Sources Percentage
Candidate Referral 10%
Advertising 5%
Job Portal 85%

Percentage

10% 5%

Candidate Referral
Advertising
Job Portal

85%

Interpretation:-

This analysis indicates that most of the respondent i.e. 85% responded for Job Portal, 10%
responded for Candidate referral and 5% responded for Advertising.

Question 3: How many stages are involved in selecting the candidate?

 Stages Percentage
One 5%
Two 45%
Three 40%
Four 10%

Percentage

45%
40%
35%
30%
25%
Percentage
20%
15%
10%
5%
0%
One Two Three Four

Interpretation:-
Most of the Executives Prefer two stages of interview, 40% prefer to take three stages interviews
where as only 10% goes for four rounds and rest 5% sometimes opt for one round of interviews.

Question 4: How do you track the source of candidate?

 Stages Percentage
Software 25%
Online 60%
Data 15%

Percentage

15%
25%

Software
Online
Data
60%

Interpretation:-
Most of the Executives 60% prefer online, 15% prefer Data where as only 25% goes for software
to source a candidate.
Question 5: Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process?

Percentage
Yes 95%
No 5%

Percentage

100%
90%
80%
70%
60% Percentage
50%
40%
30%
20%
10%
0%
Yes No

Interpretation:-
This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% responded
for No.
Question 6: What is the average time spent by executives during recruitment (each
candidate, preliminary round)?

Time Percentage
1-5 Minutes 40%
5-10 Minutes 25%
10-15 Minutes 20%
More than 15 minutes 15%

Percentage

40%
35%
30%
25%
20% Percentage
15%
10%
5%
0%
1-5 min. 5-10 min. 10-15 min More than 15
min

Interpretation:-
This analysis indicates that most of the respondent i.e. 40% responded for 1 to 5 minutes, 25%
responded for 5 to 10 mins, whereas 20% responded for 10 – 15 mins and rest 15% responded for
more than 15 mins.
Question 7: Do you follow different recruitment process for different grades of employees?

Percentage
Yes 95%
No 5%

Percentage

100%
90%
80%
70%
60% Percentage
50%
40%
30%
20%
10%
0%
Yes No

Interpretation:-
This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% responded
for No.
Question 8: What are the basic questions you ask to the candidate?

Percentage
Experience (Total / Relevent) 0%
Current / Expected CTC 0%
Current Job Profile 0%
Notice Period 0%
All of the above 100%

Percentage

Experience (Total / Relevent)

Current / Expected CTC
Current Job Profile
Notice Period
All of the above

Interpretation:-
This analysis indicates that the entire respondent i.e. 100% responded for asking all the basic
questions.
Question 9: Do you have any system to calculate cost per recruitment?

Percentage
Yes 30%
No 70%

Percentage

30%

Yes

70% No

Interpretation:-
This analysis indicates that most of the respondent i.e. 70% responded for No and 30% responded
for Yes.
Question 10: Is there any provision for evaluation and control of recruitment process?

Percentage
Yes 45%
No 55%

Percentage

Yes
No

Interpretation:-
This analysis indicates that most of the respondent i.e. 55% responded for No and 45% responded
for Yes.
Question 11: Is there any facility for absorbing the trainees in your organization?

Percentage
Yes 70%
No 30%

Percentage

80%
70%
60%
50%
Percentage
40%
30%
20%
10%
0%
Yes No

Interpretation:-
This analysis indicates that most of the respondent i.e. 70% responded for Yes and 30% responded
for No.
 FINDINGS

Following are the findings of the study:

1.
According to the Survey, Most of the manager Prefer Personal interview.
2.
According to the Survey, the company do utilize internet sites for the recruitment process
and for finding the talent candidate
3.
According to survey it is observed that the company are utilizing the job description in
order to make screening process more efficient
4. This analysis indicates that most of the respondent i.e. 95% responded that company
follows different recruitment procedure for different grades of employees
5. All the basic questions were asked from the candidates
6. According to the Survey, Most of the managers did not use any particular system for
calculating cost per recruitment
7. According to the Survey, there is facility for absorbing the trainees in organization
 SUGGESTIONS

The following suggestions are strongly recommended:

1. More time should be spend on preliminary round so that candidates can be assessd

properly.

2. There should be system to calculate to cost per recruitment for all candidates .

3. All the recruitment process must be evaluated by managers.

 Limitations of the Research

Due to the following unavoidable and uncontrollable factors the results might not be accurate.
Some of the problems might be faced while conducting the survey are as follows:

1.
The study is based on the data provided by the company statements so, the limitations of
the company’s employees remaining are equally applicable.
2.
In some cases data is collected from the companies past records.
3. Time and cost constraints were also there
4. Chances of some biasness couldn’t be eliminated.
 Conclusion

HRM is the process of managing people in organizations in a structured and thorough

manner. This covers the fields of staffing (hiring people), retention of people, pay and perks setting
and management, performance management, change management and taking care of exits from
the company to round off the activities. This is the traditional definition of HRM which leads some
experts to define it as a modern version of the Personnel Management function that was used
earlier.

Polices adopted by Money plus are transparent, legal and scientific. Recruitment is fair.The
recruitment should not be lengthy. To some extent a clear picture of the required candidate should
be made in order to search for appropriate candidates.

Most of the employees were satisfied but changes are required according to the changing scenario
as recruitment process has a great impact on the working of the company as a fresh blood, new
idea enters in the company.
 QUESTIONNAIRE

Name –
Company’s name –
Designation –

Date-

Note –Please fill the appropriate option

Question 1: What form of interview did you prefer?

a. Personal b. telephonic interviews c. video conferencing d. Other

interviews

Question 2: What source you adopt to source candidates?

a. Candidate referral b. Advertising c. Job portals

Question 3: How many stages are involved in selecting the candidate? / How many

Question you are asking during the Telephonic interview round?

a. 1 b. 2 c. 3 d. 4 e. More

Question 4: How do you track the source of candidate?

a. Software b. Online c. Data

Question 5: Does the organization clearly define the position objectives, requirements and

candidate specifications in the recruitment process?

a. Yes b. No

Question 6: What is the average time spent by executives during recruitment (each

candidate) ?

a. 1mins to 5mins. b. 5 to 10 mins.

c. 10 to 15mins. d. More
Question 7: Do you follow different recruitment process for different grades of employees?

a. No b. Yes

Question 8: What are the basic questions you ask to the candidate?

a. Experience (Total/Relevant)

b. Current CTC/Expected CTC

c. Job Profile

d. Notice period

e. All the Above

Question 9: Do you have any system to calculate cost per recruitment? Question 11:
Is there any
a. No
facility for
b. Yes, please specify
absorbing the
trainees in
Question 10: Is there any provision for evaluation and control of
your
recruitment process?
organization?
a. Yes b. No

a. Yes b.No
 Bibliography

The list of reference for the purpose of completing this marketing project is as given below:

BOOKS

C.B Mamoria and S.V. Gankar (2004), Personal Management Text and Cases. Himalaya
Publication.

Essentials of HRM and IR - P.Subba Rao.

Personal Management - C.B.Memoria.

Research Methodology -C.R.Kothari.

Personnel and Human Resource Management – P. Subba Rao, Himalaya Publication

INTERNET

http://recruitment.naukrihub.com/meaning-of-recruitment.html
http://www.fempower.co.za/01/index.php?option=com_content&task=view&id=19&I
temid=34

http://en.wikipedia.org/wiki/Recruitment
https://www.google.co.in/
http://wwwmoneyplusfin.com/