final project report

TRAININIG REPORT
ON
“RECRUITMENT AND SELECTION AT ANGEL
BROKING”
SUBMITTED IN PARTIAL FULFILLMENT FOR THE
AWARD OF THE
DEGREE OF BACHELOR OF BUSINESS
ADMINISTRATION
UNDER THE GUIDANCE OF
NAME OF FACULTY SUBMITTED
Dr.vijaykhurana CHINTAHARAN SINGH
( professor maims) ROL.- 01161101711
BBA 5th Sem A

STUDENT DECLARATION
This is to certify that I have completed the summer Intrenship training project on “ Recruitment and
selection at Angel Broking ” under the guidance of Dr.vijaykhurana , Professor (MAIMS) in
partial fulfillment of the requirement for the award of Degree of Bachelor of Business Administration at
Maharaja Agrasen Institute of Management Studies, Delhi. This is an original piece of work & I have not
submitted it earlier elsewhere.
Name: chintaharansingh
University Enrollment No.: 01161101711

CERTIFICATE FROM INSTITUTE GUIDE
This is to certify that Mr chintaharansingh, a student of the Maharaja Agrasen Institute of
Management Studies, Delhi,, has prepared his Training Report entitled “RECRIUTMENT AND
SELECTION PROCESS AT ANGEL BROKING ” at Angel Broking Ltd, under my
guidance. He has fulfilled all requirements leading to award of the degree of BBA . This report is
the record of bona fide training undertaken by him and no part of it has been submitted to any
other University or Educational Institution for award of any other degree/diploma/fellowship or
similar titles or prizes.
I wish him all success in life.
Name of faculty guide: vijaykhurana
Designation: Assistant Professor
Signature

ACKNOWLEDGEMENT
Success is an effort-bounded activity that involves co-operation of all.
I hereby take the opportunity to express my profound sense of gratitude and reverence to all
those who have helped and encouraged me towards successful completion of the Project Report.
I express my sincere gratitude towards Dr. C.S SHARMA the director of our institute, for being
a continuous source of inspiration and motivation.
I would like to thank my Project Guide Dr.vijaykhurana&Mrs.Ektadargan for their immense
guidance, valuable help and the opportunity provided to me to complete the project under her
guidance.
Also, I would like to thank all faculty members of Maharaja Agarsen Institute of Management
Studies for guiding and supporting me in the completion of project from time to time.
Student Name -chintaharansingh
Enrollment No. - 0116110171

Table of CONTENTS
Student declaration
Cerificate from training company
Certificate from Institute Guide
Acknowledgement
CHAPTER INTRODUCTION
I INTRODUCTION
1.1 OVERVIEW OF INDUSTRY
1.2 PROFILE OF THE ORGANISATION
1.3 COMPETITORS INFORMATION
1.4 S.W.O.T. ANALYSIS
II RESEARCH METHODOLOGY
2.1 OBJECTIVE AND SCOPE OF STUDY
2.2 RESEARCH METHODOLOGY
III DISCUSSION ON TRAINING
3.1 RECRUITMENT
3.2 SELECTION
IV FINDINGS AND RECOMMENDATIONS
ANNEXURE
QUESTIONNAIRE
BIBLIOGRAPHY

1.1 OVERVIEW OF INDUSTRY AS A WHOLE
NSE launched internet trading in early February 2000. It is the first stock exchange in the
country to provide a web-based access to investors to trade directly on the exchange. The process
: Log on to the brokers site of your choice where you get real time quotes, place a buy or sell
order on the spot, and direct the site to debit the requisite amount. In some time you get
confirmation and after the trade settlement your bank and depository account will reflect the
changes which you can view anywhere, anytime. Online trading has become seamless. All that
you need is a PC, a modem, subscription to an Internet Service Provider (ISP), a saving and a
depository account with any bank providing online trading facility. Along with stocks one can
trade in mutual funds and investment instruments. The advantage with online trading that you
can operate in both BSE and NSE depending on the broking firm.
NSE introduced for the first time in India a fully automated screen based trading. It uses a
modern fully computerized trading system designed to offer investor across the length and
breadth of country a safe and easy way to invest. The NSE trading system called “National
Exchange for Automated Trading” (NEAT) is a fully automated screen-based trading system
which adopts the principle of an order driven market.
With over 20 million shareholders, India has the third largest investor base in the world after the
USA and Japan. Over 9000 companies are listed on stock exchanges, which are serviced by
approximately 7500 stockbrokers. The Indian capital market is significant in terms of the degree
of development, volume of trading and its tremendous growth potential.

National Stock Exchange
The national stock exchange of India limited (NSE) is a Mumbai-based stock exchange. It is the
largest stock exchange in India and the third largest in the world in terms of volume of
transaction. NSE is mutually-owned by a set of leading financial institutions, banks, insurance
companies and other financial intermediaries in India but its ownership and management operate
as separate entities. In March 2006, the NSE had a total market capitalization of 4,380,774 crores
INR making it the second-largest stock market in south Asia in terms of market-capitalization.
Bombay Stock Exchange
The Bombay stock exchange (or BSE) is there oldest stock exchange in Asia. It is located at
Dalalstreet, Mumbai, India.
The Bombay stock exchange was established in 1875. there are around 4800 Indian companies
listed with the stock exchange, and has a significant trading volume. As of may 2007, the equity

market capitalization of the companies listed on the BSE was about Rs.40.7 trillion
(US$999billion).
This topic includes the practical experience company products that are followed by studying the
consumer preference or interest towards share market. This is a market; which is uncertain
sometimes it gives huge profit and also vice-versa; it depends upon the investment customer
made. This is a better option to have better returns on the investments then investing in banks,
mutual fund or bond et. But risk is high in this case.
This products offers customer two type of investment option INTRADAY and DELIVERY both
has The topic is to study the consumer preferences towards investment in stock market.
1.2 PROFILE OF THE ORGANIZATION
Angel Broking's tryst with excellence in customer relations began in 1987. Today, Angel has
emerged as one of the most respected Stock-Broking and Wealth Management Companies in
India. With its unique retail-focused stock trading business model, Angel is committed to
providing „Real Value for Money‟ to all its clients.
The Angel Group is a member of the Bombay Stock Exchange (BSE), National Stock Exchange
(NSE) and the two leading Commodity Exchanges in the country: NCDEX & MCX. Angel is
also registered as a Depository Participant with CDSL.
Company‟s Business
Equity Trading
Commodities
Portfolio Management Services
Mutual Funds
Life Insurance
Personal Loans
IPO
Depository Services
Investment Advisory
Angel Group

Angel Broking Ltd.
Angel Commodities Broking Ltd.
Angel Securities Ltd.
Company‟s Vision
To provide best value for money to investors through innovative products,
trading/investments strategies, state of the art technology and personalized service.
ORGANISATION CHART
Motto of the Company
To have complete harmony between quality-in-process and continuous improvement to
deliver exceptional service that will delight our Customers and Clients.
Chairman
ManagingDirector
Zonal Manager
Regional Manager
Retail Marketing
Territory Manager
Branch Manager
Asstt. Br. Manager
Business Dev. Mgr.
Sales Dev. Mgr.
Operation Channel
Team Manager
Operation Manager
Human Resource
HR ExecutiveTerritory Manager
Alternative Channel
Branch Manager
Channel Executive

ONLINE TRADING
ANGEL INVESTORS
Highlights
User-friendly browser for investors
Easy online trading platform
Works in proxy and firewall system set up
Integrated Back office to access account information – anytime, anywhere
Streaming quotes
Refresh static rates when required
Multiple exchanges on single screen
Online fund transfer facility
System Requirements
You'll need access to a computer which has at least the following configuration:
Pentium 3 PC, Minimum 128 MB RAM
Windows 2000/XP
Internet Connection
Internet Explorer 6.0
Java enabled in IE
Browser Settings
Angle trades
Highlights
User-friendly browser-based online trading platform
Streaming quotes
Can be used in proxy and firewall environments
Convenience of accessing your account from anywhere

System Requirements
Windows 2000/XP
Internet Connection
Java enabled in IE
VM java(Download)
Angel diets
Highlights
Application-based platform for day traders
Hi-speed trading terminal on your desktop
Streaming quotes for real time rate updates
Multiple exchanges on single screen
Online fund transfer facility
Integrated Back office to access account information – anytime, anywhere
System Requirements
Windows 2000/XP
Internet Connection
Java enabled in IE
SERVICES
EQUITY
Investing in shares or stock market is inarguably the best route to long-term wealth
accumulation. However, it can also be a very risky proposition due to high risk-return trade-off
prevalent in the stock market. Hence, it is more appropriate to take help of an experienced and
trustworthy expert who will guide you as to when, where and how to invest.

Angel provides guidance in the exciting world of stock market with suitable trading solutions
and value-added tools and services to enhance your trading experience.
Online Trading
Three different online products tailored for traders & investors
Customized single screen Market Watch for multiple exchanges
Real-time rates
Flash news & intra-day calls
Intra-day & historical charts with technical tools
Online research
E-broking & back-office software training
Quality Research
Wide range of daily, weekly and special Research reports
Expert Sector Analysts with professional industry experience
Advisory
Real-time market information with News updates
Investment Advisory services
Dedicated Relationship Managers
Portfolio Management Services
Support
24x7 Web-enabled Back Office
Centralized Help Desk
Live Chat support system
Commodities
Commodities Derivative market has emerged as a new avenue for investors to create wealth.
Today, Commodities have evolved as the next best option after stocks and bonds for diversifying
the portfolio. Based on the fundamentals of demand and supply, Commodities form a separate
asset class offering investors, arbitrageurs and speculators immense potential to earn returns.
Angel aims to harness the immense potential of the Commodities market by providing you a
simple yet effective interface, research and knowledge.

The Angel Advantage
Angel provides user-friendly online platforms for commodity trading in the leading commodity
exchanges.
Online Trading
Three different online products tailored for traders & investors
Single screen customized Market-Watch for MCX & NCDEX with BSE & NSE
Streaming quotes
Top quality Research
In house research on more than 25 commodities
Highly skilled Analysts with professional industry experience
Daily, Weekly and Monthly Research Reports
Pro-active Relationship Management
Active advisory desk
Efficient & nationwide network
Seminars, workshops and investment camps for investors
Life insurance
Ensure your family‟s well-being by securing their future with a life insurance policy. No
financial planning is complete without life insurance. Angel offers an array of life insurance
products like Term Plans, Endowment Plans, Money back Plans, Children Life Insurance Plans
and ULIP Plans to meet your individual insurance requirements.
The Angel Advantage
Low and affordable Premium with maximum life cover
Assistance at your doorstep
Tailor made plans to suit your financial needs
Help desk for all your queries
Hassle free and transparent dealings
Mutual fund

Investing in a Mutual fund is an excellent way of diversifying risk as well as portfolio. Angel
presents its Mutual fund services that strive to meet all your mutual fund investment needs. We
have a wide spectrum of investment schemes from all top mutual fund houses.
Angel also provides recommendations based on in-depth research, mutual fund performance and
mutual fund ratings to help meet your investment goals.
The Angel Advantage
Pan India presence
Online and offline transaction facility
Schemes from all major fund houses
Latest MF News and Fund Manager views
Latest New Fund Offers (NFO)
Information and tools to help you select the right scheme
Dedicated Customer Help desk
24x7 Web-enabled Client Back Office
Depository Services
Enjoy the dual benefits of trading and depository services under one roof and experience
efficient, risk-free and prompt depository service. Angel is registered as a Depository Participant
with CDSL. We are also a member of the Bombay Stock Exchange (BSE), National Stock
Exchange (NSE) and the two leading Commodity Exchanges in the country–NCDEX & MCX.
Angel Advantage
Automated pay-in facility
Access information – Anytime, Anywhere
Quarterly demat statements with valuation
Statements on demand
View Demat A/C statement online
Competitive transaction charges
Enjoy exclusive benefits by registering with us:
No risk of loss, wrong transfer, mutilation or theft of share certificates
Hassle free automated pay-in of your sell obligation with no need for physical instruction

Reduced paper work
Speedy settlement process resulting in increased liquidity of your securities
Instant disbursement of non-cash benefits like Bonus and Rights
Efficient pledge mechanism
Wide branch coverage
Personalized services of trained Help desk
No charges for extra Transaction statement and Holding statement
Combined monthly 'Bill-cum-Transaction-cum-Holding-cum-Ledger' statement of your
investments

1.3 COMPETITORS INFORMATION
Kotakstreet
Company Background
Kotakstreet is the retail arm of kotak securities. Kotak Securities limited is a joint venture
between Kotak Mahindra Bank and Goldman Sach.
Online Account Types
•Twin Advantage / Green Channel: 2 DP‟s, Limit against shares
•Free Way: Flat Rs 999 Cover Charge p.m, 0.03% per transaction
•High Trader: 6 Times Exposure Cash & Derivatives, Auto sq off 2:55
PRICING OF KOTAK
•Account Opening:Rs 500
•Demat:Rs 22.5 p.m
•Initial Margin:Rs 5000(Compulsory)
•Min Margin Retainable:Rs 1000
•Brokerage Slab wise: Higher the volume, lower the brokerage. Even older customers (on 0.25%
& 0.40%) have been moved to the slab wise structure.

INDIABULLS
Company Background
India Bulls is a retail financial services company present in 70 locations covering 62 cities. It
offers a full range of financial services and products ranging from Equities to Insurance. 450 +
Relationship Managers who act as personal financial advisors
Online Account Type
•Signature Account: Plain Vanilla Account with focus on Equity Analysis. The equity analysis
is a paid service even for A/c holders
•Power India bulls: Account with sophisticated trading tools, low commissions and priority
access to R.M
Pricing of IB Accounts :-
Signature Account
•Demat:Rs 200 if POA is signed, No AMC for this DP
•Initial Margin: NIL
•Brokerage: Negotiable

Power India Bulls
•Demat:Rs 200 if POA is signed, No AMC for this DP
•Initial Margin: NIL
•Brokerage: Negotiable

ICICIDirect
Company Background
ICICI Web Trade Limited (IWTL) maintains ICICIdirect.com. IWTL is an affiliate of ICICI
Bank Limited and the Website is owned by ICICI Bank Limited
Account Types
•ICICI Direct e-invest Account: Plain Vanilla Account with focus on 3 in 1 advantage.
Differentiated in services within the account
1. Cash on spot
2. Margin Plus
Premium trading interface of ICICIDirect Link is given to DBC partners and HNI‟s
•Schemes: For short periods Rs 750 is refundable against brokerage generated in a qtr. These
schemes are introduced 3-4 times a year.
•Demat: NIL, 1st year charges included in Account Opening Plus a facility to open additional 4
DP‟s without 1styr AMC
•Initial Margin: Nil
•Brokerage: All brokerage is inclusive of stamp duty and exclusive of other taxes.Slab wise
brokerage ranges from 0.75% to 0.25% depending on volume.

1.4 S.W.O.T. ANALYSIS
STRENGTHS
o A strong backup by two giant organizations, Angel Broking is India‟s premier financial
institution. And Prudential Life Insurance, which is UK‟s largest and world‟s second
largest Life Insurance organization
o Angel Broking offers a wide range of insurance policies covering all types of income
groups.
o The organization offers maximum number of riders / Add On benefits along with the
insurance policies
o Angel Broking offers triple cover in case of accidental death in mass surface public
transport.
o Only Angel Broking Life offers major surgical benefit rider.
o Under savings plan or money back, Angel Broking Life is the only company to offer 120
% as surgical benefit.
o In case of money back or savings plan, liquidity is maximized at Angel Broking at an
interval of 3 years for 15 years term.
o Angel Broking offers accidental death, disability benefit and waiver of premium into one
rider.
o Most competitive premium rates of base plan and riders are that of Angel Broking.
o Under Term Assurance, Angel Broking has no maximum limit on Sum Assured which is
not offered by any other existing insurer.
o Under single premium policies, in case of death, Angel Broking offers a death benefit of
25 % addition to the face amount.

WEAKNESSES OF ANGEL BROKING LIFE
o Angel Broking does not offer a critical illness rider, i.e. the policy continues even after
claim to the full face amount. This rider is only offered by Indiabulls.
o Angel Broking does not offer competitive group online trading.
o Angel Broking does not offer minimum S.A. of Rs. 50,000 as offered by Indiabulls in
case of Term Assurance.
OPPORTUNITIES
o Change in business cycles contributes as an opportunity for the company because it offers
various skim suitable in different economic scenarios.
o Large size of untapped population is also an opportunity for Angel Broking.
o Change in life style and perception in favor of Life insurance is another opportunity for
Angel Broking.
o Increased awareness among people regarding benefits of life insurance also contributes to
the opportunities of the company.
o Continuous improvement in technology is an opportunity for the organization.
o Lower inflation rate is also an opportunity for Angel Broking.
THREATS TO ANGEL BROKING LIFE
o Reducing interest rates for government securities also poses a threat to the organization.
o Competition posed by the existing life insurers and new entrants is also a threat to the
company.
o A fast technological obsolescence is another threat posed by the organization.

CHAPTER – 2
RESEARCH
METHODOLOGY

2.1 OBJECTIVES
The Broad objective of the project is to make clients and to know about how recruitment
and selection process are carried in Angel Broking. Also to convince them about how
Angel Broking services out score their rivals. And how in future they will be benfited
from the services offered by Angel Broking.
This project will accomplish to understand the problem faced by the existing client and
find ways to solve there queries at your level otherwise let the above level know about
there problem.
We have to be in regular contacts with our clients so that we come to know about the
problem they are facing. This also helps us to multiply our clients by getting the further
references. By this we are able to make a chain of the customers, which expands as we
satisfy there needs.
The other objective of this project to predict the future of online trading in India, which is
possible due to dematerialisation of shares and it also includes the advantages and
disadvantages of online trading.
SCOPE OF THE STUDY
To study the present recruitment and selection process in the organization at various
levels, company which can prefer this new process to recruit and select with full security
and reliability and with great speed.
2.2 RESEARCH METHODOLOGY
Research comprise defining and redefining problems, formulating hypothesis or
suggested solutions; collecting, organizing and evaluating data; making deductions and
reaching conclusions; and at last carefully testing the conclusions to determine whether
they fit the formulating Hypothesis.
In short, the search for Knowledge through Objective and Systematic method of finding
solutions to a problem is Research.
Research Design: -

Type of Research: - Descriptive research Descriptive research includes Surveys and
fact-finding enquiries of different kinds. The major purpose of descriptive research is
description of the state of affairs, as it exists as the present. The main characteristic of this
method is that the researcher has no control over the variables; he can only report what
has happened or what is happening.
Marketing Research Process
1. Define the Problem
and Research Objectives
3. Collect the Information
2. Develop the Research Plan
5. Present the Findings
4. Analyze the Information

1. Define the Research Problem & Objective
Objective
“To AnalyseThe Future Prospects Of recruitment and selection”
Hence the sub objective is:
To understand perception & awareness of recruitment.
To understand perception & awareness of selection.
2. Develop the Research Plan
The Second stage of Research calls for developing the most efficient plan for gathering
information.
Designing a research plan calls for decision on the data sources, research approaches,
research instruments, sampling plan & contact methods.
Data Sources
There are two types of data:
Primary data: The data that is collected first hand by someone specifically for the
purpose of facilitating the study is known as primary data. So in this research the data is
collected from respondents through questionnaire.
Secondary data: For the company information I had used secondary data like brochures,
web site of the company etc.
Research Instruments
Selected instrument for Data Collection for Survey is Questionnaire.
Questionnaires: - A questionnaire consists of a set of questions presented to respondent
for their answers. It can be Closed Ended of Open Ended
Open Ended: - Allows respondents to answer in their own words & are difficult to
Interpret and Tabulate.
Close Ended: - Pre-specify all the possible answers & are easy to Interpret and Tabulate.

Sampling Plan
After deciding on the research approach and Instrument, the marketing researcher must
design a Sampling Plan.this includes:.
Sampling Unit: - Who is to be surveyed? The marketing researcher must define the
target population that will be sampled.
The sample Unit taken by me;
General individual customer those who trade in share market.
Sample Size/ Population Size: - How many people should be surveyed?
I have cover entire Delhi city for the survey.
My sample size is 200.
Sampling Procedure: - How should the respondent be chosen?
In the Project sampling done is on basis of Probability sampling for the Bharuch city.
Among the probability sampling design the sampling design chosen is stratified random
sampling.
Because in this survey I had stratified the sample in business class and salaried class. So I
can differentiate their different needs and preferences.
Contact Methods
Once the sampling plan had been determine, the marketing researcher must device how
the subject should be contacted: Mail, Telephone, Personal or On-line Interviews.
In my project I went for Personal Interviewing, as it‟s necessary to go meet the individual
respondents at their place so I can collect the right information.
3. Collect The Information
The Data collection phase of marketing research is generally the most expensive and the
most prone to error.
I had visited all the respondents individually in the Delhi city and collected information
via questionnaire.
I used to talk with them and in that talk I asked them the relevant question of the
questionnaire so I could get correct information from them for the objective purpose. For
some questions I have to also explain them about company like different plan of the
company etc.

Generally most of the respondents had filled questionnaire themselves but some avoid
filling up so at time myself filled according to their answer.
The sample of Questionnaires I used is in Annexure.
4. Analysis of the Information or Data Collected
After the data have been collected, the researcher turns to the task of analysis them. The
analysis of data requires a number of closely related operations such as establishment of
categories, than application of these categories to raw data though coding, tabulation and
then drawing statistical inferences. The unwieldy data should necessarily be condensed
into a few manageable groups and tables for further analysis.
The researcher can analyze the collected data with the help of various statistical
measures. After collecting the data I used hand tabulation method for analysis.
5. Findings and interpretation of survey:
Based on collected information researcher have to give findings at the end of the project.
Findings are written after data analysis.

CHAPTER – 3
DISCUSSION ON
RECRUITMENT
&
SELECTION

1. INTRODUCTION
Recruitment and selection are two of the most important functions of personnel management.
Recruitment precedes selection and helps in selecting a right candidate.
Recruitment is a process to discover the sources of manpower to meet the requirement of the
staffing schedule and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of efficient personnel.
Staffing is one basic function of management. All managers have responsibility of staffing
function by selecting the chief executive and even the foremen and supervisors have a staffing
responsibility when they select the rank and file workers. However, the personnel manager and
his personnel department is mainly concerned with the staffing function.
Every organisation needs to look after recruitment and selection in the initial period and
thereafter as and when additional manpower is required due to expansion and development of
business activities.
“Right person for the right job” is the basic principle in recruitment and selection. Ever
organisation should give attention to the selection of its manpower, especially its managers. The
operative manpower is equally important and essential for the orderly working of an enterprise.
Every business organisation/unit needs manpower for carrying different business activities
smoothly and efficiently and for this recruitment and selection of suitable candidates are
essential. Human resource management in an organisation will not be possible if unsuitable
persons are selected and employment in a business unit.

RECRUITMENT
3.1 MEANING
Recruitment means to estimate the available vacancies and to make suitable arrangements for
their selection and appointment. Recruitment is understood as the process of searching for and
obtaining applicants for the jobs, from among whom the right people can be selected.
A formal definition states, “It is the process of finding and attracting capable applicants for the
employment. The process begins when new recruits are sought and ends when their applicants
are submitted. The result is a pool of applicants from which new employees are selected”. In this,
the available vacancies are given wide publicity and suitable candidates are encouraged to
submit applications so as to have a pool of eligible candidates for scientific selection.
In recruitment, information is collected from interested candidates. For this different source such
as newspaper advertisement, employment exchanges, internal promotion, etc.are used.
In the recruitment, a pool of eligible and interested candidates is created for selection of most
suitable candidates. Recruitment represents the first contact that a company makes with potential
employees
DEFINITION
According to EDWIN FLIPPO, “Recruitment is the process of searching for prospective
employees and stimulating them to apply for jobs in the organization.”

3.2 NEED FOR RECRUITMENT
The need for recruitment may be due to the following reasons / situation:
Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and
labour turnover.
Creation of new vacancies due to the growth, expansion and diversification of business activities
of an enterprise. In addition, new vacancies are possible due to job specification.
PURPOSE AND IMPORTANCE OF RECRUITMENT:
1. Determine the present and future requirements of the organization on conjunction with its
personnel-planning and job analysis activities.
2. Increase the pool of job candidates at minimum cost.
3. Meet the organization‟ s legal and social obligations regarding the composition of its
work force.
4. Help reduce the probability that job applicants, once recruited and selected, will leave
the organization only after a short period of time.
5. Help increase the success rate of the selection process by reducing the number of visibly
under qualified or overqualified job applicants.
6. Increase organizational and individual effectiveness in the short term and long term.
7. Evaluate the effectiveness of various recruiting techniques and sources for all types of job
applicants.
8. Recruitment is a positive function in which publicity is given to the jobs available in the
organization and interested candidates are encouraged to submit applications for the
purpose of selection.
Recruitment represents the first contact that a company makes with potential employees. It is
through recruitment that many individuals will come to know a company, and eventually decided
whether they wish to work for it. A well-planned and well-managed recruiting effort will result

in high quality applicants, whereas, a haphazard and piecemeal efforts will result in mediocre
ones.
3.3 RECRUITMENT PROCESS
Recruitment refers to the process of identifying and attracting job seekers so as to build a
pool of qualified job applicants. The process comprises five interrelated stages, viz,
1. PLANNING
2. STRATEGY DEVELOPMENT
3. SEARCHING
4. SCREENING
5. EVALUATION AND CONTROL.
The ideal recruitment programme is the one that attracts a relatively larger number of qualified
applicants who will survive the screening process and accept positions with the organisation,
when offered. Recruitment programmes can miss the ideal in many ways i.e. by failing to attract
an adequate applicant pool, by under/over selling the organisation or by inadequate screening
applicants before they enter the selection process. Thus, to approach the ideal, individuals
responsible for the recruitment process must know how many and what types of employees are
needed, where and how to look for the individuals with the appropriate qualifications and
interests, what inducement to use for various types of applicants groups, how to distinguish
applicants who are qualified from those who have a reasonable chance of success and how to
evaluate their work.
STAGE 1: RECRUITMENT PLANNING
The first stage in the recruitment process is planning. Planning involves the translation of likely
job vacancies and information about the nature of these jobs into set of objectives or targets that
specify the (1) Numbers and (2) Types of applicants to be contacted.
NUMBERS OF CONTACTS
Organization, nearly always, plan to attract more applicants than they will hire. Some of those
contacted will be uninterested, unqualified or both. Each time a recruitment Programme is
contemplated, one task is to estimate the number of applicants necessary to fill all vacancies with
the qualified people.

TYPES OF CONTACTS
It is basically concerned with the types of people to be informed about job openings. The type of
people depends on the tasks and responsibilities involved and the qualifications and experience
expected. These details are available through job description and job specification.
STAGE 2: STRATEGY DEVELOPMENT
When it is estimated that what types of recruitment and how many are required then one has
concentrate in (1). Make or Buy employees. (2). Technological sophistication of recruitment and
selection devices. (3). Geographical distribution of labour markets comprising job seekers. (4).
Sources of recruitment. (5). Sequencing the activities in the recruitment process.
“MAKE” OR “BUY”
Organisation must decide whether to hire le skilled employees and invest on training and
education programmes, or they can hire skilled labour and professional. Essentially, this is the
“make” or “buy” decision. Organizations, which hire skilled and professionals shall have to pay
more for these employees.
TECHNOLOGICAL SOPHISTICATION
The second decision in strategy development relates to the methods used in recruitment and
selection. This decision is mainly influenced by the available technology. The advent of
computers has made it possible for employers to scan national and international applicant
qualification. Although impersonal, computers have given employers and ob seekers a wider
scope of options in the initial screening stage.
WHERE TO LOOK
In order to reduce the costs, organisations look in to labour markets most likely to offer the
required job seekers. Generally, companies look in to the national market for managerial and
professional employees, regional or local markets for technical employees and local markets for
the clerical and blue-collar employees.
WHEN TO LOOK
An effective recruiting strategy must determine when to look-decide on the timings of events
besides knowing where and how to look for job applicants.

STAGE 3: SEARCHING
Once a recruitment plan and strategy are worked out, the search process can begin. Search
involves two steps
A) Source activation and
B) Selling
SOURCE ACTIVATION
Typically, sources and search methods are activated by the issuance of an employee requisition.
This means that no actual recruiting takes place until lone managers have verified that vacancy
does exist or will exist.
If the organisation has planned well and done a good job of developing its sources and search
methods, activation soon results in a flood of applications and/or resumes.
The application received must be screened. Those who pass have to be contacted and invited for
interview. Unsuccessful applicants must be sent letter of regret.
SELLING
A second issue to be addressed in the searching process concerns communications. Here,
organisation walks tightrope. On one hand, they want to do whatever they can to attract desirable
applicants. On the other hand, they must resist the temptation of overselling their virtues.
In selling the organisation, both the message and the media deserve attention. Message refers to
the employment advertisement. With regards to media, it may be stated that effectiveness of any
recruiting message depends on the media. Media are several-some have low credibility, while
others enjoy high credibility. Selection of medium or media needs to be done with a lot of care.
STAGE 4: SCREENING
Screening of applicants can be regarded as an integral part of the recruiting process, though
many view it as the first step in the selection process. Even the definition on recruitment, we
quoted in the beginning of this chapter, excludes screening from its scope. However, we have
included screening in recruitment for valid reasons. The selection process will begin after the
applications have been scrutinized and short-listed. Hiring of professors in a university is a
typical situation. Application received in response to advertisements is screened and only eligible
applicants are called for an interview. A selection committee comprising the Vice chancellor,

Registrar and subject experts conducts interview. Here, the recruitment process extends up to
screening the applications. The selection process commences only later.
PURPOSE OF SCREENING
The purpose of screening is to remove from the recruitment process, at an early stage, those
applicants who are visibly unqualified for the job. Effective screening can save a great deal of
time and money. Care must be exercised, however, to assure that potentially good employees are
not rejected without justification.
In screening, clear job specifications are invaluable. It is both good practice and a legal necessity
that applicant‟s qualification is judged on the basis of their knowledge, skills, abilities and
interest required to do the job.
The techniques used to screen applicants vary depending on the candidate sources and recruiting
methods used. Interview and application blanks may be used to screen walk-ins. Campus
recruiters and agency representatives use interviews and resumes. Reference checks are also
useful in screening.
STAGE 5: EVALUATION AND CONTROL
Evaluation and control is necessary as considerable costs are incurred in the recruitment process.
The costs generally incurred are: -
a) Salaries for recruiters.
b) Recruitment overheads and administrative expenses.
c) Cost of recruiting unsuitable candidates for the selection process.
d) The cost of advertisements or other recruitment methods, that is, agency fees.
e) Management and professional time spent on preparing job description, job
specifications, advertisements, agency liaison and so forth.
3.4 EVALUATION OF RECRUITMENT PROCESS
The recruitment has the objective of searching for and obtaining applications for job seekers in
sufficient number and quality. Keeping this objective in the mind, the evaluation might include:

A) Return rate of application sent out.
B) Number of suitable candidates for selection.
C) Retention and performance of the candidates selected.
D) Cost of the recruitment process
E) Time lapsed data
F) Comments on image projected.
3.5 SOURCES OF RECRUITMENT
SOURCES OF MANAGERIAL RECRUITMENT
INTERNAL SOURCES EXTERNAL SOURCES
1) PROMOTION 1) CAMPUS RECRUITMENT
2) TRANSFER 2) PRESS ADVERTISEMENT
3) INTERNAL NOTIFICATION 3)WALKS INS, TALKS INS.
4) RETIREMENT 4)TRAINING SCHEMES
5) RECALL
6) FORMER EMPLOYEES
7) MISCELLANEOUS EXTERNAL SOURCES
The sources of recruitment can be broadly categorized into internal and external sources-
INTERNAL RECRUITMENT
Internal Recruitment – Internal recruitment seeks applicants for positions from within the company. The
various internal sources include
PROMOTION AND TRANSFERS –
Promotion is an effective means using job posting and personnel records. Job posting requires
notifying vacant positions by posting notices, circulating publications or announcing at staff
meetings and inviting employees to apply. Personnel records help discover employees who are
doing jobs below their educational qualifications or skill levels. Promotions has many
advantages like it is good public relations, builds morale, encourages competent individuals who
are ambitious, improves the probability of good selection since information on the individual‟ s
performance is readily available, is cheaper than going outside to recruit, thosechosen internally

are familiar with the organization thus reducing the orientation time and energy and also acts as a
training device for developing middle-level and top-level managers. However, promotions
restrict the field of selection preventing fresh blood & ideas from entering the organization. It
also leads to inbreeding in the organization. Transfers are also important in providing employees
with a broad-based view of the organization, necessary for future promotions.
EMPLOYEE REFERRALS
Employees can develop good prospects for their families and friends by acquainting them with
the advantages of a job with the company, furnishing them with introduction and encouraging
them to apply. This is a very effective means as many qualified people can be reached at a very
low cost to the company. The other advantages are that the employees would bring only those
referrals that they feel would be able to fit in the organization based on their own experience.
The organization can be assured of the reliability and the character of the referrals. In this way,
the organization can also fulfill social obligations and create goodwill.
FORMER EMPLOYEES
These include retired employees who are willing to work on a part-time basis, individuals who
left work and are willing to come back for higher compensations. Even retrenched employees are
taken up once again. The advantage here is that the people are already known to the organization
and there is no need to find out their past performance and character. Also, there is no need of an
orientation programme for them, since they are familiar with the organization.
DEPENDANTS OF DECEASED EMPLOYEES
Usually, banks follow this policy. If an employee dies, his / her spouse or son or daughter is
recruited in their place. This is usually an effective way to fulfill social obligation and create
goodwill.
RECALLS
When management faces a problem, which can be solved only by a manager who has proceeded
on long leave, it may de decided to recall that persons after the problem is solved, his leave may
be extended.
RETIREMENTS
At times, management may not find suitable candidates in place of the one who had retired, after
meritorious service. Under the circumstances, management may decide to call retired managers
with new extension.

INTERNAL NOTIFICATION
Sometimes, management issues an internal notification for the benefit of existing employees.
Most employees know from their own experience about the requirement of the job and what sort
of person the company is looking for. Often employees have friends or acquaintances who meet
these requirements. Suitable persons are appointed at the vacant posts.
EXTERNAL RECRUITMENT
External recruitment seeks applicants for positions from sources outside the company. They have
outnumbered the internal methods. The various external sources include:
PROFESSIONAL AND TRADE ASSOCIATION
Many associations provide placement service to its members. It consists of compiling job
seeker‟s lists and providing access to members during regional or national conventions. Also, the
publications of these associations carry classified advertisements from employers interested in
recruiting their members. These are particularly useful for attracting highly educated,
experienced or skilled personnel. Also, the recruiters can zero on in specific job seekers,
especially for hard-to-fill technical posts.
ADVERTISEMENTS
It is a popular method of seeking recruits, as many recruiters prefer advertisements because of
their wide reach. Want ads describe the job benefits, identify the employer and tell those
interested how to apply. Newspaper is the most common medium but for highly specialized
recruits, advertisements may be placed in professional or business journals.
Advertisements must contain proper information like the job content, working conditions,
location of job, compensation including fringe benefits, job specifications, growth aspects, etc.
The advertisement has to sell the idea that the company and job are perfect for the candidate.
Recruitment advertisements can also serve as corporate advertisements to build company‟
image. It also cost effective.
EMPLOYMENT EXCHANGE
Employment Exchanges have been set up all over the country in deference to the provision of the
Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959. The Act applies to
all industrial establishments having 25 workers or more each. The Act requires all the industrial
establishments to notify the vacancies before they are filled. The major functions of the
exchanges are to increase the pool of possible applicants and to do the preliminary screening.
Thus, employment exchanges act as a link between the employers and the prospective
employees. These offices are particularly useful to in recruiting blue-collar, white collar and
technical workers.

CAMPUS RECRUITMENT
Colleges, universities, research laboratories, sports fields and institutes are fertile ground for
recruiters, particularly the institutes. Campus Recruitment is going global with companies like
HLL, Citibank, HCL-HP, ANZ Grindlays, L&T, Motorola and Reliance looking for global
markets. Some companies recruit a given number of candidates from these institutes every year.
Campus recruitment is so much sought after that each college; university department or institute
will have a placement officer to handle recruitment functions. However, it is often an expensive
process, even if recruiting process produces job offers and acceptances eventually. A majority
leave the organization within the first five years of their employment. Yet, it is a major source of
recruitment for prestigious companies.
3.6 60 SECONDS GUIDE TO HIRING THE RIGHT PEOPLE
0:60 DEFINE DUTIES
To find promising employees, you must first determine what you want them to do. Carefully
consider all direct and associated responsibilities and incorporate them into a written job
description. Be careful with general titles such as typist or sales clerk, as they have different
meanings to different people.
0:49 …AND WHAT IT TAKES TO DO THEM
Fulfilling these responsibilities will require some level of skill and experience, even if it is an
entry-level position. Be reasonable about your expectations. Setting the bar too high may limit
your available talent pool; setting it too low risks a flood of applications from those unqualified
for the job.
0:37 MAKE IT WORTH THEIR WHILE
Likewise, you don‟ t want to be overly generous or restrictive about compensation. State and
local chambers of commerce, employment bureaus and professional associations can help you
determine appropriate wages and benefits. Scanning descriptions of comparable jobs in the
classified ads and other employment publications will also provide clues about prevailing wage
rates.
0:38 SPREAD THE WORD
How you advertise your job opening depends on who you want to attract. Some positions are as
easy to promote as posting a “help wanted” sign in your store window or placing an ad in your
local newspaper. For jobs requiring more specialized skills, consider targeted channels such as
trade magazines, on-line job banks and employment agencies (though these may require a fee).
And don‟ t overlook sources such as friends, neighbors, suppliers customers and present
employees.

0:25 TALK IT OVER
Because you have clearly defined the role and requirements, you should have little difficulty
identifying candidates for interviews. Make sure you schedule them when you have ample time
to review the resume, prepare your questions and give the candidate your undivided attention.
After the interview, jot down any impressions or key points while they‟ re still fresh in your
mind. This will be a valuable reference when it‟ s time to make a decision.
0:12 FOLLOW-UP ON INTERVIEWS
You want to believe your candidates are being honest, but never assume. Contact references to
make sure you‟ re getting the facts or to clear up any uncertainties. Professional background
checks are a wise investment for highly sensitive positions, or those that involve handling
substantial amounts of money and valuables.
0:3 YOU HAVE FOUND THEM; NOW KEEP THEM:
Now that you‟ ve hired ideal employees, make sure they stay with you by providing training and
professional development opportunities. The small business experts at SCORE can help you craft
human resource policies and incentive plans that will ensure your company remains the small
business employer of choice.

SELECTION
Selection is defined as the process of differentiating between applicants in order to identify (and
hire) those with a greater likelihood of success in a job.
Selection is basically picking an applicant from (a pool of applicants) who has the appropriate
qualification and competency to do the job.
THE DIFFERENCE BETWEEN RECRUITMENT AND SELECTION
Recruitment is identifying n encouraging prospective employees to apply for a job and
Selection is selecting the right candidate from the pool of applicants.
3.7 SELECTION PROCESS
Selection is along process, commencing from the preliminary interview of the applicants and
ending with the contract of employment.
The following chart gives an idea about selection process: -

ENVIRONMENT FACTOR AFEECTING SELECTION
Selection is influenced by several factors. More prominent among them are supply and demand
of specific skills in the labour market, unemployment rate, labour- market conditions, legal and
political considerations, company‟ s image, company‟ s policy, human resources planning and
cost of hiring. The last three constitute the internal environment and the remaining form the
external environment of selection process.
STEP 1:- PRELIMINARY INTERVIEW
The applicants received from job seekers would be subject to scrutiny so as to eliminate
unqualified applicants. This is usually followed by a preliminary interview the purpose of which
is more or less the same as scrutiny of application, that is, eliminate of unqualified applicants.
Scrutiny enables the HR specialists to eliminate unqualified jobseekers based on the information
supplied in their application forms. Preliminary interview, on the other hand, helps reject misfits
for reason, which did not appear in the application forms. Besides, preliminary interview, often
called „courtesy interview‟ , is a good public relation exercise.
STEP 2:-
Job seekers who pass the screening and the preliminary interview are called for tests. Different
types of tests may be administered, depending on the job and the company. Generally, tests are
used to determine the applicant‟ s ability, aptitude and personality.
The following are the type of tests taken
1). Ability tests:
Assist in determining how well an individual can perform tasks related to the job. An excellent
illustration of this is the typing tests given to a prospective employer for secretarial job. Also
called as „ACHEIVEMENT TESTS‟ . It is concerned with what one has accomplished. When
applicant claims to know something, an achievement test is taken to measure how well they
know it. Trade tests are the most common type of achievement test given. Questions have been
prepared and tested for such trades as asbestos worker, punch-press operators, electricians and
machinists. There are, of course, many unstandardised achievement tests given in industries,
such as typing or dictation tests for an applicant for a stenographic position.
2). Aptitude test: -
Aptitude tests measure whether an individuals has the capacity or latent ability to learn a given
job if given adequate training. The use of aptitude test is advisable when an applicant has

hadlittle or no experience along the line of the job opening. Aptitudes tests help determine a
person‟ s potential to learn in a given area. An example of such test is the general management
aptitude tests (GMAT), which many business students take prior to gaining admission to a
graduate business school programme.
Aptitude test indicates the ability or fitness of an individual to engage successfully in any
number of specialized activities. They cover such areas clerical aptitude, numerical aptitude,
mechanical aptitude, motor co-ordination, finger dexterity and manual dexterity. These tests help
to detect positive negative points in a person‟ s sensory or intellectual ability. They focus
attention on a particular type of talent such as learning or reasoning in respect of a particular
field of work.
STEP 3:- INTERVIEW
The next step in the selection process is an interview. Interview is formal, in-depth conversation
conducted to evaluate the applicant‟ s acceptability. It is considered to be excellent selection
device. It is face-to-face exchange of view, ideas and opinion between the candidates and
interviewers. Basically, interview is nothing but an oral examination of candidates. Interview can
be adapted to unskilled, skilled, managerial and profession employees.
Types of interview: -
Informal Interview:
An informal interview is an oral interview and may take place anywhere. The employee or the
manager or the personnel manager may ask a few almost inconsequential questions like name,
place of birth, names of relatives etc. either in their respective offices or anywhere outside the
plant of company. It id not planned and nobody prepares for it. This is used widely when the
labour market is tight and when you need workers badly.
Formal Interview:
Formal interviews may be held in the employment office by he employment office in a more
formal atmosphere, with the help of well structured questions, the time and place of the interview
will be stipulated by the employment office.
Non-directive Interview:
Non-directive interview or unstructured interview is designed to let the interviewee speak his
mind freely. The interviewer has no formal or directive questions, but his all attention is to the
candidate. He encourages the candidate to talk by a little prodding whenever he is silent e.g. “Mr.
Ray, please tell us about yourself after your graduated from high school”.

Depth Interview:
It is designed to intensely examine the candidate‟ s background and thinking and to go into
considerable detail on particular subjects of an important nature and of special interest to the
candidates. For example, if the candidate says that he is interested in tennis, a series of questions
may be asked to test the depth of understanding and interest of the candidate. These probing
questions must be asked with tact and through exhaustive analysis; it is possible to get a good
picture of the candidate.
Stress Interview:
It is designed to test the candidate and his conduct and behavior by him under conditions of
stress and strain. The interviewer may start with “Mr. Joseph, we do not think your qualifications
and experience are adequate for this position,‟ and watch the reaction of the candidates. A good
candidates will not yield, on the contrary he may substantiate why he is qualified to handle the
job.
This type of interview is borrowed from the Military organisation and this is very useful to test
behaviour of individuals when they are faced with disagreeable and trying situations.
Group Interview:
It is designed to save busy executive‟ s time and to see how the candidates may be brought
together in the employment office and they may be interviewed.
Panel Interview:
A panel or interviewing board or selection committee may interview the candidate, usually in the
case of supervisory and managerial positions. This type of interview pools the collective
judgment and wisdom of the panel in the assessment of the candidate and also in questioning the
faculties of the candidate.
STEP 4: -REFERENCE CHECK:-

Many employers request names, addresses, and telephone numbers of references 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 the fourth stage of a sequential selection process. When the
labour market is very tight, organisations sometimes hire applicants before checking references.
Previous employers, known as public figures, university professors, neighbours or friends can act
as references. Previous employers are preferable because they are already aware of the
applicant‟ s performance. But, the problem with this reference is the tendency on the part of the
previous employers to over-rate the applicant‟ s performance just to get rid of the person.
Organisations normally seek letters of reference or telephone references. The latter is
advantageous because of its accuracy and low cost. The telephone reference also has the
advantage of soliciting immediate, relatively candid comments and attitude can sometimes be
inferred from hesitations and inflections in speech.
STEP 5: SELECTION DECISION:-
After obtaining information through the preceding steps, selection decision- the most critical of
all the steps- must be made. The other stages in the selection process have been used to narrow
the number of the candidates. The final decision has to be made the pool of individuals who pas
the tests, interviews and reference checks.
The view of the line manager will be generally considered in the final selection because it is
he/she who is responsible for the performance of the new employee. The HR manager plays a
crucial role in the final selection.
STEP 6: - PHYSICAL EXAMINATION: -
After the selection decision and before the job offer is made, the candidate is required to undergo
a physical fitness test. A job offer is, often, contingent upon the candidate being declared fit after
the physical examination. The results of the medical fitness test are recorded in a statement and
are preserved in the personnel records. There are several objectives behind a physical test.
Obviously, one reason for a physical test is to detect if the individual carries any infectious
disease. Secondly, the test assists in determining whether an applicant is physically fit to perform
the work. Thirdly, the physical examination information can be used to determine if there are
certain physical capabilities, which differentiate successful and less successful employees.
Fourth, medical check-up protects applicants with health defects from undertaking work that
could be detrimental to them or might otherwise endanger the employer‟ s property. Finally,

such an examination will protect the employer from workers compensation claims that are not
valid because the injuries or illness were present when the employee was hired.
STEP 7: - JOB OFFER: -
The next step in the selection process is job offer to those applicants who have crossed all the
previous hurdles. Job offer is made through a letter of appointed. Such a letter generally contains
a date by which the appointee must report on duty. The appointee must be given reasonable time
for reporting. Thos is particularly necessary when he or she is already in employment, in which
case the appointee is required to obtain a relieving certificate from the previous employer. Again,
a new job may require movement to another city, which means considerable preparation, and
movement of property.
The company may also want the individual to delay the date of reporting on duty. If the new
employee‟ s first job upon joining the company is to go on company until perhaps a week before
such training begins. Naturally, this practice cannot be abused, especially if the individual is
unemployed and does not have sufficient finances.
Decency demands that the rejected applicants be informed about their non-selection. Their
applicants may be preserved for future use, if any. It needs no emphasis that the applications of
selected candidates must also be preserved for the future references.
STEP 8: -CONTRACT OF EMPLOYMENT: -
There is also a need for preparing a contract of employment. The basic information that should
be included in a written contract of employment will vary according to the level of the job, but
the following checklist sets out the typical headings:
Job title
1) Duties, including a parse such as “The employee will perform such duties and will be
responsible to such a person, as the company may from time to time direct”.
2) Date when continuous employment starts and the basis for calculating service. Rate of
pay, allowance, overtime and shift rates, method of payments.
3) Hours of work including lunch break and overtime and shift arrangements.
4) Holiday arrangement
5) Paid holidays per year.
6) Public holidays.
7) Length of notice due to and from employee.
8) Grievances procedure (or reference to it).

Disciplinary procedure (or any reference to it).
Work rules (or any reference to them).
Arrangements for terminating employment.
Arrangements for union membership (if applicable).
9) Special terms relating to rights to patent s and designs, confidential information and
restraints on trade after termination of employment.
10) Employer‟ s right to vary terms of the contract subject to proper notification being given.
The drawback with the contracts is that it is almost to enforce them. A determined employee is
bound to leave the organisation, contract or no contract. The employee is prepared to pay the
penalty for breaching the agreement or the new employer will provide compensations. It is the
reason that several companies have scrapped the contracts altogether.
STEP 9: -CONCLUDING THE SELECTION PROCESS: -
Contrary to popular perception, the selection process will not end with executing the
employment contract. There is another step – amore sensitive one reassuring those candidates
who have not selected, not because of any serious deficiencies in their personality, but because
their profile did not match the requirement of the organisation. They must be told that those who
were selected were done purely on relative merit.
STEP 10: -EVALUATION OF SELECTION PROGRAMME: -
The broad test of the effectiveness of the selection process is the quality of the personnel hired.
An organisation must have competent and committed personnel. The selection process, if
properly done, will ensure availability of such employees. How to evaluate the effectiveness of a
selection programme? A periodic audit is the answer.

FINDINGS
In online trading, Angel Broking.com have mainly competition with kotakstreet.com,
icicidirect.com, HDFCsec.com, 5Paisa.com indiabulls. Angel Broking comes at no. 2 retail
broker. It has an advantage of being in this industry for more than 8 decades. It has launched its
website in 2000 and were among the first player in the online share trading. The Angel Broking
has decided to spend its advertisement budget through four medias i.e. Television, Print, Web
and Outlets. Mr. BomanIrani is the brand ambassador for Angel Broking on television media.
From the above analysis we can point out some points:
1. Angel Broking account opening charges are little higher than other competitors. Angel
Broking is less flexible to cut down its account opening charges on the other side; some
of the brokers are offering free account opening to High Net Worth customers.
2. The charges of demat account are reasonable at 300 p.a. but Indiabulls is offering pool
account with no Annual Maintenance charges.
3. Angel Broking provides trading in NSE, BSE and Derivatives. It is also about to launch
online Mutual Funds. Arbitrage facility is not available to customers.
4. Angel Broking is the only one that does not have any Demat transaction charges either on
buying or selling.
5. Unlimited toll free calls service is provided to customer in Angel Broking.com.
6. Angel Broking accept offline payment from other banks also but kotakstreet.com,
icicidirect.com, HDFCsec.com clients have compulsion to open an online account.
7. BTST facility is available on almost all scrips of NSE in Angel Broking, Indiabulls. But
this facilty is not providing by HDFCsec.com, Kotakstreet offers it only for 75% of share
value and icicidirect.com gives it only on 127 scrips.
8. SMS alerts facility is not available at HDFCsec.com, 5Paisa.com and Indiabulls.
9. IPO Online service is better provided in Angel Broking and Kotakstreet in comparative to
others. Indiabulls and HDFCsec.com don‟t have this facility. 5paisa.com have recently
started it.
10. Angel Broking is only broker in which no margin needs to keep.

11. Angel Broking research reports come in client e-mail at free of cost around 5-6 times in a
day. But some brokers charged for it and some provide it only at once in a day, while it is
paid in Indiabulls, icicidirect.com and 5paisa.com.
12. In brokerage, 5paisa.com have an edge on others with lowest brokerage .25% on delivery
and .05% on intraday.

RECOMMENDATIONS
To sum up, we can say that computerization and automation are not to be avoided. Technology
has been able to make the stock markets accessible to every individual. It has also led to positive
developments in terms of reduced costs and fewer errors. But, as some experiences have
indicated, IT cannot be applied as a panacea for all problems. Regulation and knowledge
dissemination are still important. The use of technology should be preceded by a detailed study
and assessment of all other alternatives. The key to successful use to technology is the
appreciation of its constraints.
Factors to keep in mind while selecting online brokers.
Brokerage cost: It is important to weigh up the subscription and trading costs charged by an
online broker against benefits offered by the site. All online brokers display their charges on their
sites. Some make sure you find the charges easily, while with others you will have to search a
bit.
Safety: We should make sure site has 128-bit encryption to ensure safety of transaction online.
ICICIDirect.com, 5paisa.com are few sites with 128-bit encryption. You normally get a secured
Login id and password. It is always advisable to frequently change trading password. Ideally
online trading site should be fully integrated. The greater the backward integration, the better it is
for the customer. Ideally broking account, demat account and bank account should be linked
electronically.
Rate refresh: Rate refresh has to be real-time with no time lag. The speed and reliability comes
with huge investment in technology. It is always advisable to check rates of online broking sites
with BSE/ NSE terminal rates.
Speed of execution: System has to be fast and reliable that does just one job- executes your
trades. The last thing you need is a site that is heavily congested with the users who are
downloading heavy jpeg graphs or pulling the latest story why market is moving. The site should

be one click wonder where squaring off all your positions or canceling all your pending orders
takes one click and a confirmation of action.
Trading limit: For trading, all sites provide 4 times buy and sell limit against margin money put
in by customer. For delivery of shares, buying limit is equal to margin money put in by customer.
Couple of sites also provides margin funding for buying of shares.
Free trial period: Site should allow users free trial period to familiarize yourself with system
before you decide to become trading member of the site.
Intraday chart/ historical chart: The site should provide Intraday chart tick-by-tick time and
price data / historical chart for technical analysis by investors of particular scrip. Lot of people
trade based on charting packages.
Before you can trade, you need to open an account and register as a trader as with online broking
site. This involves filling up trading account form, Demat account form and for faster transfer of
money- Internet enabled bank account. We should read terms and condition of each site before
commencing to deal with them. As per SEBI rule, Photo id proof and current address proof is a
must for opening trading account.
Online share dealing on the Internet is now a way of life for thousands of investors. 80% of
South Korea and 30%-40% US trade are executed online. If you want to deal in shares, there is
no easier way.
Future of online trading in India
Indian economy has been globalized and the capital market has been linked to the international
financial market. Foreign individuals and institutional investors have encouraged participating
into it. So, there is a need for raising the Indian Capital market in to the international standards in
terms of efficiency and transparency. One such measure is the passing out of the Depository Act
during the year 1996.
Dematerialization of securities and under this system is one of the major steps aimed at
improving and modernizing the capital market and enhancing the levels of investor‟s protection

measures which aims at eliminating the bad deliveries and forgery of shares and expediting the
transfer of shares.
The draw back of the old system and the pool proof measures sought to improve efficiency in
transfer and transparency standards prompted to evaluate the functioning of the dematerialization
process and to focus on the 8developments of the depository system in the Indian capital market.
The study showed that there is a growth in the shares included in the
Dematerialization process both in terms of volume of shares and value of shares.

QUESTIONNAIRE
Question 1: Since how long you have been investing in shares?
(a) Less than 3 yr. (b) 3-5 yr. (c) More than 5 yr.
Question 2: How much money have you invested in shares?
(a) Less than 25000 (b) 25000-50000 (c) More than 50000
Question 3: How frequently you trade in shares?
(a) Daily (b) Weekly (c) Monthly (d) Yearly
Question 4: Do you trade through online?
(a) Yes (b) No
Question 5: Mark the company through which you trade?
(a) Kotak (b) ICICI (c) Indiabulls
(d) Angel Broking (e) any other
Question 6: Are you satisfied with the services of your trading company?
(a) Kotak (b) ICICI (c) Indiabulls

(d) Angel Broking (e) any other
Question 7. Investment guidance:
(a) Very inefficient (b) Inefficient
(c) Efficient (d) Very efficient
Question 8. Regular market information
Question 9. Quality service
Question 10. Query handling

BIBLIOGRAPHY
Books
 Philip Kotler ,” Marketing Managemnt”Prentice Hall Of India.New Delhi,10th
edition ,2001
 Kothari C.R.”Research Methodology” WishwaPrakashan,New Delhi,2nd
edition
,2001.
 KulkarniM.V.”Marketing Research” Everest Publishing House,Mumbai, Millinium
edition,2001..
 Training Kit Provided by the Angel Broking.
 Indian financial system by M.Y KHAN
 NSDL Depository operations module :--NCFM
 The Economic Times ,Business Standard ,Business Line.
Websites:
 www.indiainfoline.com
 www.economics times.com
 http://www.investopedia.com/articles/
 www. nse-india.com
 www.bseindia.com
 www.moneycontrol.com
 www.Angel Broking .com

NEWS PAPERS
Economic Times
Financial Express
Times of India

Attendance Sheet
Name of the Student : chintaharansingh
University Enrollment No. : 01161101711
Name of the Supervisor from the Industry :
S.No. Date Time Progress
Report
Signature of
the student
Signature of
Supervisor
(Institute)
1 27-09-13 4:00 P.M Topic
Discussion
2 02-10-13 4:00 P.M Chapter -1
Introduction
3 07-10-13 5:00 P.M Completion
of Chapter-1
4
5
6
7
8

9
10
*Minimum (8out of 10) 80% attendance compulsory

final project report

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final project report