Human Resource

Project

Report
RECRUITMENT & SELECTION

Submitted to: Submitted by:

Ms. Rima Dasgupta Gargi Chaudhary

(Sr. HR MANAGER)
 ACKNOWLEDGMENT
The internship opportunity I had with SMC finance (Moneywise financial services private
limited) was a great chance for learning and professional development. Therefore, I consider
myself as a very lucky individual as I was provided with an opportunity to be a part of it. I am
also grateful for having a chance to meet so many wonderful people and professionals who led
me though this internship period.

Bearing in mind previous I am using this opportunity to express my deepest gratitude and
special thanks to the Sr. HR MANAGER of SMC finance (Moneywise financial services
private limited) Ms. RIMA DASGUPTA who in spite of being extraordinarily busy with
her duties, took time out to hear, guide and keep me on the correct path and allowing me
to carry out my project at their esteemed organization and extending during the training.

I express my deepest thanks to Ms. SWATI BHUNIA, and Ms. NIYATI DUA for taking part in
useful decision & giving necessary advices and guidance and arranged all facilities to make life
easier. I choose this moment to acknowledge his/her contribution gratefully.

I perceive as this opportunity as a big milestone in my career development. I will strive to use
gained skills and knowledge in the best possible way, and I will continue to work on their
improvement, in order to attain desired career objectives. Hope to continue cooperation with
all of you in the future,
Sincerely,
GARGI CHAUDHARY

NEW DELHI

11 JUNE 2019

INDEX

 INTRODUCTION (SMC)
 CORPORATE ETHOS
 ORGANIZATIONAL STRUCTURE
 HUMAN RESOURCE MANAGEMENT IN SMC
 RECRUITMENT & SELECTION
 RESIGNATION
 CONCLUSION
 INTRODUCTION
Moneywise Financial Services Pvt. Ltd (SMC Finance) is a wholly-owned subsidiary of SMC
Global Securities Ltd. It is registered with the RBI as an NBFC-ND, and is classified as a Loan
Company. It offers a spectrum of financial products and services for trade, industry and
agriculture.

We offer a variety of loan products including loan against securities, loan against commodity
for securities trading and other business purposes, IPO financing, loan against property etc. to
individual and corporate clients. SMC being one of the leading brokerage houses, the Company
has a niche market.

CORPORATE ETHOS
Mission

To help people make the investment, the right way.

Vision

We aspire to be a global organization having dominant position in financial & investment

Trustworthy : Keeping our promise. Every time

Integrity: Being ethical builds trust

Relationship : One transaction, lifetime relationship

Innovation : Being ahead. With research & technology

Passion: Helping People. Achieve financial goals

ORGANIZATIONAL STRUCTURE
SMC’s objectives of programmatic and financial sustainability required that it function
effectively as a not-for-profit private (Ltd.) company. Organizational structure is relatively flat
and informal to enable the managers to quickly react to perceived opportunities. SMC’s
organizational structure reflects the following principles;

Authority and responsibility is delegated throughout the organization

Organizational structure is organized around “Multiple” divisions-

1. Corporate

2. Human resources

3. Sales

4. Credit

5. C.P.A

6. Legal

7. Collection

8. I.P.O financing

9. Operations

10. R.C.U

11. Banking & accounts

12. Office assistant

13. Mid-office

14. Software

15. Lead management

Top Management T1 Senior Vice President 90

S1 Vice President 90

Senior
S2 Assistant Vice President 90
Management
Level S3 Senior General Manager 90

M1 General Manager 90

Middle
M2 Deputy General Manager/Area Head 60
Management
Level M3 Assistant General Manager 90

J1 Senior Manager 90

J2 Manager 90

Junior Middle 90
J3 Deputy Manager/Assistant Sales Manager
Management
Level J4 Assistant Manager 90

Executive I1 Senior Executive/Senior Software Developer 90

CORPORATE HIERARCY
 HUMAN RESOURCE MANAGEMENT
IN SMC

SMC established itself as a leading non-profit organization. It is continuing in accordance with

The recruitment, promotion, development and retention practices in SMC are based primarily
on merit, potential and performance and on diversity that reflects, across the work force to
achieve the mission. Policies and practices are stated clearly and in writing and made available
to all employees.

SMC is committed to providing HR policies in line with the change environment and need of
the organization.

In the SMC, HRM service Ruler book and their Manual, all aspects of HRM Functions are
described which includes Employment, Recruitment and selection, service and Efficiency rules,
condition of employment. Promotion policy, Leave policy, Remuneration and Benefit,
Performance management system and appraisal, Disciplinary procedures and others benefits.

Since this thesis only covers some practices of Human Resource Management of SMC, below
only the rules and procedures regarding Recruitment, Training, Promotion, Leave policy,
Remuneration and Benefit and performance appraisal are discussed in detail.
 RECRUITMENT AND SELECTION

Recruitment

Recruitment is the process of identifying that the organisation needs to employ someone up to
the point at which application forms for the post have arrived at the organisation. Selection
then consists of the processes involved in choosing from applicants a suitable candidate to fill a
post. Training consists of a range of processes involved in making sure that job holders have
the right skills, knowledge and attitudes required to help the organisation to achieve its
objectives.

Selection
Selection is the procedure of selection or choosing the correct candidate, who is maximum
appropriate for a vacant job position in an organization. In other words, selection can also be
clarified as the procedure of interviewing the candidates and assessing their potentials, which
are essential for a precise job and then selecting the suitable candidate for the position.

Recruitment process
 RESIGNATION

Resignation is the termination of employment initiated by the employee. That is, the employee
voluntarily decides to end their employment and clearly communicates that decision to the
employer.

When an employee resigns, they may have to give written notice via a letter to their employer.
The notice period:

 starts when the employee gives notice in writing via email or a letter that they want to
end their employment
 Ends on the last day of employment.

Resignation process
 CONCLUSION
From the above discussion it can conclude such a way that since human resource management
is a continuously practicing issue so it plays a significant role on organizations overall
performance. If an organization wants to gain full benefit from human resource management
it should follow all the sections of HRM.

Committed and trustworthy employees are the most significant factors to becoming an
employer of choice , it is no surprise that companies and organizations face significant
challenges in developing energized and engaged workforces. However, there is abundance of
research to demonstrate that increased employee commitment and trust in leadership can
positively impact the company’s bottom line. In fact, the true potential of an organization can
only be realized when the productivity level of all individuals and teams are fully aligned,
committed and energized to successfully accomplish the goals of the organization. Thus, the
objective of every company should be to improve the desire of employees to stay in the
relationship they have with the company.