Submitted in partial fulfillment of the requirement for

the award of the degree

Bachelors Of Business Administration Program

Batch(2021-2024)

A MINOR PROJECT REPORT

ON

RECRUITMENT AND SELECTION PROCESS

OF

CSA MANAGEMENT CONSULTANT PVT. LTD.

Submitted to: Submitted by:

Dr. Bhawna Mukaria Sakshi katoch

Associate professor Enrollment no.-00528101721

KAMAL INSTITUTE OF HIGHER EDUCATION AND ADVANCE TECHNOLOGY

(Affiliated to Guru Gobind Singh Indraprastha University)

( K-1 EXTENSION, MOHAN GARDEN,New Delhi)

 ACKNOWLEDGEMENT
There is always a sense of gratitude which everyone expresses to others for the helpful and needful
services they render during difficult phases of life and help to achieve the goals already set.The
submission of this project report gives us an opportunity to convey our gratitude to all those who
have helped us to reach a stage where we have impress confidence to launch our career in the
competitive word of information technology.I too, want to express my deep gratitude to each and
every who has been helpful to us in getting this task of project handling to be successful.I would like
to express our profound gratitude to Dr.BHAWNA MUKARIA as us project guide.She was ever
willing to give all kind of support and encouragement.Her assistance and encouragement although
my project work has left a lasting impression in my life.Under her guidance this project was never a
problem for me.I am also thankful to all my friends who help me in making this project a real
success and our respected parents and family who have given me all the support whatsover.

SAKSHI KATOCH
.

DECLARATION

I do hereby declare that this project work entitled “Recruitment and Selection Process of CSA
MANAGEMENT CONSULTANT PRIVATE LIMITED” submitted by me for the partial fulfillment of the
requirement for the award of Bachelors in Business Administration (BBA) is a record of my own research work.

The report embodies the finding based on my study and observation and has not been submitted earlier for the
award of any degree or diploma of any institute or university.

Place: New Delhi Name: Sakshi

Date: 16/06/2022 EnrollmentNo.-

00528101721

Countersigned

Name: Dr. Bhawna Mukaria Name: Dr. Anudeep Arora

(Associate Professor) (Director)
 CHAPTER- 1 INTRODUCTION

Introduction
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
welltrained, 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 on the performance of
its managers of tomorrow." The human resource should be nurtured and used for the benefit of the organisation.

Objective of HR

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

2. 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.

3. 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.

4. 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

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

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.

Human Resource Management is the organizational function that deals with issues related to people such as
compensation, hiring, performance management, organization development, safety, wellness, benefits, employee
motivation, communication, administration, and training.

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,
 RECRUITMENT AND SELECTION

Recruitment and Selection is an important operation in HRM, designed to maximize employee strength in
order to meet the employer's strategic goals and objectives. In short, Recruitment and Selection is the
process of sourcing, screening, shortlisting and selecting the right candidates for the filling the required
vacant positions. Recruitment

In this tutorial, we will discuss the various aspects of Recruitment and Selection such as the recruitment process,
the factors affecting recruitment, recruitment planning, methods of recruitment, recruitment interviews, selection
process and making an offer.

The Scope of Recruitment and Selection

The scope of Recruitment and Selection is very wide and it consists of a variety of operations. Resources are
considered as most important asset to any organization. Hence, hiring right resources is the most important aspect
of Recruitment. Every company has its own pattern of recruitment as per their recruitment policies and
procedures.
The scope of Recruitment and Selection includes the following operations −

• Dealing with the excess or shortage of resources

• Preparing the Recruitment policy for different categories of employees
• Analyzing the recruitment policies, processes, and procedures of the organization
• Identifying the areas, where there could be a scope of improvement
• Streamlining the hiring process with suitable recommendations
• Choosing the best suitable process of recruitment for effective hiring of resources
Any organization wants it future to be in good and safe hands. Hence, hiring the right resource is a very important
task for any organization.

RECRUITMENT

Recruitment is defined as, “a process to discover the sources of manpower to meet The
requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of an efficient workforce. Edwin B.Flippo defined recruitment as “the
process of searching for prospective employees and stimulating them to apply for jobs in the organization.” In
simple words recruitment can Be defined as a ‘linking function’joining together those with jobs to fill and those
seeking jobs.

Purpose and Importance:

The basic purpose of recruitment is to provide a pool of potentially qualified job candidates.

Specifically, the purposes and needs are:

1.To fulfill the present and determine the future requirements of the organization in
conjunction with its personnelplanning and jobanalysis activities.
2.To increase the success rate of the selection process by reducing the number of visibly, under qualified or
overqualified job applicants.

3.To reduce the probability that job applicants, once recruited and selected, will leave the organization only after a
short period of time.

4.Begin identifying and preparing potential job applicants who will be appropriate candidates.

5.Induce external hires with a new perspective to lead the company.

6.Develop an organizational culture and Employee Branding that attracts competent people to the company.

7.Search for talent globally and not just within the company.

RECRUTIMENT PROCESS

Recruitment Planning
Recruitment planning is the first step of the recruitment process, where the vacant positions are analyzed and
described. It includes job specifications and its nature, experience, qualifications and skills required for the job, etc.
A structured recruitment plan is mandatory to attract potential candidates from a pool of candidates. The potential
candidates should be qualified, experienced with a capability to take the responsibilities required to achieve the
objectives of the organization.

Identifying Vacancy

The first and foremost process of recruitment plan is identifying the vacancy. This process begins with receiving
the requisition for recruitment from different department of the organization to the HR Department, which
contains −

• Number of posts to be filled

• Number of positions
• Duties and responsibilities to be performed
• Qualification and experience required
When a vacancy is identified, it the responsibility of the sourcing manager to ascertain whether the position is
required or not, permanent or temporary, full-time or part-time, etc. These parameters should be evaluated before
commencing recruitment. Proper identifying, planning and evaluating leads to hiring of the right resource for the
team and the organization.
JOB ANALYSIS
Job analysis is a process of identifying, analyzing, and determining the duties, responsibilities, skills,
abilities, and work environment of a specific job. These factors help in identifying what a job demands
and what an employee must possess in performing a job productively.
Job analysis helps in understanding what tasks are important and how to perform them. Its purpose is to establish
and document the job relatedness of employment procedures such as selection, training, compensation, and
performance appraisal.
The following steps are important in analyzing a job −

• Recording and collecting job information

• Accuracy in checking the job information
• Generating job description based on the information
• Determining the skills, knowledge and skills, which are required for the job

The immediate products of job analysis are job descriptions and job specifications.

Job Description

Job description is an important document, which is descriptive in nature and contains the final statement of the job
analysis. This description is very important for a successful recruitment process.
Job description provides information about the scope of job roles, responsibilities and the positioning of the job in
the organization. And this data gives the employer and the organization a clear idea of what an employee must do
to meet the requirement of his job responsibilities.
Job description is generated for fulfilling the following processes −

• Classification and ranking of jobs

• Placing and orientation of new resources
• Promotions and transfers
• Describing the career path
• Future development of work standards
A job description provides information on the following elements −

• Job Title / Job Identification / Organization Position

• Job Location
• Summary of Job
• Job Duties
• Machines, Materials and Equipment
• Process of Supervision
• Working Conditions  Health Hazards
Job Specification

Job specification focuses on the specifications of the candidate, whom the HR team is going to hire. The first step
in job specification is preparing the list of all jobs in the organization and its locations. The second step is to
generate the information of each job.
This information about each job in an organization is as follows −

• Physical specifications
• Mental specifications
• Physical features
• Emotional specifications
• Behavioral specifications
A job specification document provides information on the following elements −

• Qualification
• Experiences
• Training and development
• Skills requirements

• Work responsibilities
• Emotional characteristics
• Planning of career

Job Evaluation

Job evaluation is a comparative process of analyzing, assessing, and determining the relative value/worth of a job
in relation to the other jobs in an organization.
The main objective of job evaluation is to analyze and determine which job commands how much pay. There are
several methods such as job grading, job classifications, job ranking, etc., which are involved in job evaluation.
Job evaluation forms the basis for salary and wage negotiations.

Recruitment Strategy
Recruitment strategy is the second step of the recruitment process, where a strategy is prepared for hiring the
resources. After completing the preparation of job descriptions and job specifications, the next step is to decide
which strategy to adopt for recruiting the potential candidates for the organization. While preparing a recruitment
strategy, the HR team considers the following points −

• Make or buy employees

• Types of recruitment
• Geographical area
• Recruitment sources
The development of a recruitment strategy is a long process, but having a right strategy is mandatory to attract the
right candidates. The steps involved in developing a recruitment strategy include −

• Setting up a board team

• Analyzing HR strategy
• Collection of available data
• Analyzing the collected data
• Setting the recruitment strategy

Evaluation and Control

Evaluation and control is the last stage in the process of recruitment. In this process, the effectiveness and the
validity of the process and methods are assessed. Recruitment is a costly process, hence it is important that the
performance of the recruitment process is thoroughly evaluated.
The costs incurred in the recruitment process are to be evaluated and controlled effectively. These include the
following −
1. Salaries to the Recruiter
2. Advertisements cost and other costs incurred in recruitment methods, i.e., agency fees.
3. Administrative expenses and Recruitment overheads
4. Overtime and Outstanding costs, while the vacancies remain unfilled
5. Cost incurred in recruiting suitable candidates for the final selection process

6. Time spent by the Management and the Professionals in preparing job description, job specifications, and
conducting interviews.

SOURCES OF RECRUITMENT:

Internal Sources:

1. Promotions

This is a method of filling vacancies from internal resources of the company to achieve optimum utilization of a
staff member's skills and talents. Transfer is the permanent lateral movement of an employee from one position to
another position in the same or another job class assigned to usually same salary range. Promotion, on the other
hand is the permanent movement of a staff member from a position in one job class to a position in another job
class of increased responsibility or complexity of duties and in a higher salary range.

2. Internal Job Posting

Job Posting is an arrangement in which a firm internally posts a list of open positions (with their descriptions and
requirements) so that the existing employees who wish to move to different functional areas may
apply. It helpsthe qualified employees working in the organization to scale new heights,
instead of looking for better perspectives outside. It also helps organization to retain its experienced and promising
employees.
3. Employee Referrals

It is a recruitment method in which the current employees are encouraged and rewarded for introducing suitable
recruits from among the people they know. The logic behind employee referral is that “it takes one to know
one”.External Sources: External methods of recruitment are again divided into two categories Direct External
Direct External Recruitment Methods

1. Campus Recruitment

In Campus Recruitment, Companies / Corporate visit some of the most important Technical and Professional
Institutes in an attempt to hire young intelligent and smart students at source. It is common practice for Institutes
today to hire a Placement Officer who coordinates with small, medium and large sized Companies and helps in
streamlining the entire Campus Recruitment procedure.

Indirect External Recruitment Methods

Advertisements:

Advertisements are the most common form of external recruitment. They can be found in many places (local and
national newspapers, notice boards, recruitment fairs) and should include some important information relating to
the job (job title, pay package, location, job description, how to applyeither by CV or application form, etc).

Job Portals:

Job Portals are the most popular and widely used tool by companies and recruitment teams to facilitate the smooth
flow of recruitment process in the competitive world. Job Portals provide a platform for the employers to meet the
prospective employees. The job aspirants can register in job Portals by creating a user ID. Job Portals allow users
to submit and edit their resumes and apply for specific jobs at companies of their choice. Once registered, job
aspirants get email job alerts and can respond to job related questions from the employer companies. The
companies have the choice to search for their ideal candidate from the resume database using various options and
parameters available in the job Portals.

E-Recruiting: There are many methods used for erecruitment, some of the Important
methods are as follows:

a. Job boards: These are the places where the employers post jobs and search for candidates. One of the
disadvantages is, it is generic in nature.

b. Employer web sites: These sites can be of the company owned sites, or a site developed by various employers.

c. Professional websites: These are for specific professions, skills and not general in nature.

SELECTION

The size of the labour market, the image of the company, the place of posting, the nature of job, the compensation
package and a host of other factors influence the manner of aspirants are likely to respond to the recruiting efforts
of the company. Through the process of recruitment the company tries to locate prospective employees and
encourages them to apply for vacancies at various levels. Recruiting, thus, provides a pool of applicants for
selection. To select means to choose. Selection is the process of picking individuals who have relevant
qualifications to fill jobs in an organisation. The basic purpose is to choose the individual who can most
successfully perform the job from the pool of qualified candidates.

Importance of Selection
Selection is an important process because hiring good resources can help increase the overall performance of the
organization. In contrast, if there is bad hire with a bad selection process, then the work will be affected and the
cost incurred for replacing that bad resource will be high.
The purpose of selection is to choose the most suitable candidate, who can meet the requirements of the jobs in an
organization, who will be a successful applicant. For meeting the goals of the organization, it is important to
evaluate various attributes of each candidate such as their qualifications, skills, experiences, overall attitude, etc.
In this process, the most suitable candidate is picked after the elimination of the candidates, who are not suitable
for the vacant job.
The organization has to follow a proper selection process or procedure, as a huge amount of money is spent for
hiring a right candidate for a position. If a selection is wrong, then the cost incurred in induction and training the
wrong candidate will be a huge loss to the employer in terms of money, effort, and also time. Hence, selection is
very important and the process should be perfect for the betterment of the organization.

Purpose:

The purpose of selection is to pick up the most suitable candidate who would meet the
requirements of the job in an organisation best, to find out which job applicant will be successful, if hired. To meet
this goal, the company obtains and assesses information about the applicants in terms of age, qualifications, skills,
experience, etc. the needs of the job are matched with the profile of candidates. The most suitable person is then
picked up after eliminating the unsuitable applicants through successive stages of selection process.

Advantages of Selection
A good selection process offers the following advantages− 1.It
is cost-effective and reduces a lot of time and effort.
2.It helps avoid any biasing while recruiting the right candidate.
3.It helps eliminate the candidates who are lacking in knowledge, ability, and proficiency.

4.It provides a guideline to evaluate the candidates further through strict verification and
referencechecking.
5.It helps in comparing the different candidates in terms of their capabilities, knowledge, skills, experience,
work attitude, etc.
A good selection process helps in selecting the best candidate for the requirement of a vacant position in an
organization.
 SELECTION PROCESS
1. Preliminary Interview

Once a requirement is posted, a company may receive hundreds of thousands of applications. A granular
preprocess, the preliminary interview is conducted to weed out all candidates who do not meet the essential
eligibility criteria – educational qualifications, required skill sets, proven certifications, experience. Candidates
may also be assessed based on their background and level of interest.

Some companies employ innovative techniques to bring the right candidates to the table right from the get-go. For
example, Uber deployed “Code on the road,” an in-app coding game that took candidates straight to the next stage
of the selection process if they passed the challenge! Gamifying recruitment selection is among the latest trends in
HRM.

2. Receiving Applications

Once candidates pass the preliminary interview, organizations must aim to standardize the application process.
Here, candidates must fill out a standard application form that collects bio-data, qualification, experience,
background, and educational information. The application could gather a broader understanding of the candidate,
such as hobbies and interests. A comprehensive application form will come in handy during the final selection
process when decisions are to be made between similar candidates.

3. Screening Applications

This stage includes shortlisting potential candidates from the pool of applicants who applied. The screening
committee constitutes various team leads, department members, inter-department associates, and coordinators who
would be working closely with the selected candidates. Screening can include multiple criteria, including
educational prowess, relevancy in terms of experience, etc. The interview details and requirements are shared with
potential candidates via a call or an email.

4. Preliminary Tests

Preliminary tests are an essential part of the job selection process. They assess the aptitude, IQ, emotional
intelligence, proficiency, and personality of candidates. While some organizations hold these tests remotely, many
prefer to arrange a test-venue generally within organizational premises. Should they be held at the premises, the
candidates are informed of the itinerary.

5. Employment Interview

The selection interview is the crux of the entire process. It could be defined as an in-person conversation that puts
candidates on their feet. This step signals how well he/she fits into the company ethos. During this stage,
companies provide a detailed brief of the job profile, including the roles and responsibilities that the candidate is
expected to shoulder. Likewise, the candidate is encouraged to share his/her concerns or queries with the
employer.

6.Medical Examination

The medical exam is also a very important step in the selection process. Medical exams help the employers know if
any of the potential candidates are physically and mentally fit to perform their duties in their jobs. A good system
of medical checkups ensures that the employee standards of health are higher and there are fewer cases of
absenteeism, accidents and employee turnover.

7.Final Selection

This is the final step in the selection process. After the candidate has successfully passed all written tests,
interviews and medical examination, the employee is sent or emailed an appointment letter, confirming his
selection to the job. The appointment letter contains all the details of the job like working hours, salary, leave
allowance etc. Often, employees are hired on a conditional basis where they are hired permanently after the
employees are satisfied with their performance.

OBJECTIVES OF THE STUDY

• The main objectives of the study are as follows:

• To understand the process of recruitment

• To know the sources of recruitment at various levels and various jobs

• To critically analyze the functioning of recruitment procedures

• To identify the probable area of improvement to make recruitment procedure more effective

• To know the managerial satisfaction level as well as to know the yield ratio  To search or headhunt people

whose, skill fits into the company’s values .

REVIEW OF LITERATURE

Recruitment and selection are the two phases of the employment process but there is a difference between them.The
first is the process of searching the candidates to fill identifies vacant and stimulating them to apply for for jobs in
the organization while the later involves the series of steps by which the candidates are screened in order to choose
the most suitable persons for vacant positions.The basic aim of recruitment is to create collection talent candidates
to enhance selection of best candidates for the organization, by attracting more and more prospective employees to
apply in the organization while the basic purpose of selection process is to choose the right candidate to fill the
different positions in the organization.

Edwin B. Flippo,(1979) “Recruitment is the process of searching the candidates for employment and stimulating
them to apply for jobs in the organization.”

Bharat(1992) said that indian women continue to bear the burden of household responsibilities regardless of their
employment status.Desai foundthat indian women tend to impose restrictions on their career aspirations or personal
acheivements for family reasons.

Delery and Doty (1996) argued that providing students with a greater awareness of employment
opportunities,and equipping them with the ability to be proactive in approaching potential employers will lead to
more effective career self-management and selection processes.

Schmidt (1998) Chris Piotrowski and terry armstrong say that in their article that around all the organizations are
using traditional recuitment sources and 30% of organization are screening candidates honestly.According to
SHRM(Society for human resource management) sas that 15% joined in the organizations are placing false resume .

Ayode (2000) opined that subjecting recruitment ,appointment and promotion to the federal character usually
discriminates against merit. This results in the recruitment of incompetent people in the workforce which will
eventually lead to poor performance.

Tansely and Watson (2000) observed that the organizations environments have become increasingly complex.
Manager in these organizations face growing difficulties in coping up with workforces as they are spread across a
variety of countries, cultures and political systems.

Burton (2001) notes has been central to the management of people as long as managers have been present in
organizations.The latter is also common across all organizations,but is a particular academic and policy concern for
smaller or growing organizations.

Fletcher (2001) mentions that contextual performance deals with attributes that go beyond task competence and
that foster behaviors which enhance the climate and effectiveness of the organization.

Ahmad and Schroeder (2002) opined that the first step to ensuring the success of organizations.is to make sure
that employees possess the right qualities thus,effective recruitment practice reduces labour turnover and enhances
employee morale.

Michael D. White and Glipsy Escobar (2008) in the world and this paper shows the importance of seven issues
relating to recruitment,selection and training practices in the organizations.

Ongori,Henry and Temtime (2009) stated in their paper that the recruitment and selection practices of small and
medium enterprise enable them to improve their human resources practices and organizational efficiency.

Silzer et.al., (2010) However the process of recruitment does not cease with application of candidature and
selection of the appropriate candidates,but involves sustaining and retaining the employees that are selected.
Dhamija (2012) research paperentitled “E-recruitment:A roadmap towards E-human resource management”
identified the overall concept of e-recruitment and its aimsat collecting information regarding method
emails,corporate websites and commerical job boards etc of e-recruitment.Further it includes general advantages
and disadvantages of e-recruitment.

Adeyemi et.al, (2015) also opined that employees should all be treated fairly in the recruitment and selection
process and be appraised constantly to ensure that they improve upon their performance.

Decker and Cornelius say that compared to the traditional recruiting sources the modern sources like referrals,
casual applicants and direct approaches will benefit at large.

“Literature Review on Primary Organizational Recruitment Sources.”This work propounds that existence of
too much manual intervention in traditional campus recruitment process is a possible error zone for the hiring
process.Therefore a software is devised for ensuring a smooth supply of talents to much hi-tech industry
requirements.

“Literature Review on Primary Organizational Recruitment Sources.”This paper affirms that more and higher
educational institutions in india are focusing towards a development of a robust online placement platform to
match the industry requirement of E-HRM processess.

Brandao,et.al (2017) research stated that a growing number of organizations use new technologies in Human
Resource processes.
 Research Methodology
A research design is defined as the specific methods and procedures for acquiring the information needed.
It is a plant or organizing framework for doing the study and collecting the data. Designing a research plan
requires decisions all the data sources, research approaches, research instruments, sampling plan and
contact methods

The major purposes of exploratory studies are the identification of problems, the more precise formulation
of problems and the formulations of new alternative courses of action. The design of exploratory studies is
characterized by a great amount of flexibility and ad-hoc veracity. Descriptive Studies 21 Descriptive
research in contrast to exploratory research is marked by the prior formulation of specific research
questions. The investigator already knows a substantial amount about the research problem. Perhaps as a
result of an exploratory study, before the project is initiated. Descriptive research is also characterized by a
preplanned and structured design. Casual or Experimental Design A casual design investigates the cause
and effect relationships between two or more variables.

DATA COLLECTION:

Primary Data: Primary data was collected through survey method by distributing questionnaires to employees.
The questionnaires were carefully designed by taking into account the parameters of my study.

Secondary Data: Data was collected from web sites, going through the records of the organisation, etc. It is the
data which has been collected by individual or someone else for the purpose of other than those of our particular
research study. Or in other words we can say that secondary data is the data used previously for the analysis and the
results are undertaken for the next process.

Sample Design:A complete interaction and enumeration of all the employees was not possible so a sample was
chosen that consisted of 30 employees. The research was taken by necessary steps to avoid any biased while
collecting the data.

Tools of Analysis: The data collected from both the sources is analyzed and interpreted in the systematic manner
with the help of statistical tool like percentages and SPSS tool.
CHAPTER- II PROFILE OF THE ORGANISATION

CSA Management Consultant Pvt Ltd also known as CSA Advisor is a financial advisory firmbased in
Gurugram, Haryana, India. It was founded in 2015, by Chiranshu Arora. It is one of the best
organizations in our country that deals in financial services. They have a history of providing perfect
financial guidance to their clients. The company is also a leading player in the broking industry. CSA
Advisor works closely with Banks, AMCs, and other financial institutions.

Official Website - http://csa-advisor.com/

(1.2) Corporate PoliciesAnd Strategies :

● CSA Advisor plays a crucial role in both retail and institutional segments.
● Its clients are provided with advice related to financial services like equity and mutualfunds.
● They ensure a fruitful outcome of the investments made by clients, through regressivemarket analysis
and market predictions.
● They also work in investment planning and broking.
● Their vision is to spread their financial services Globally.

(1.3) Organizational structure :

CSA Advisor has a functional structure consisting of different departments such as Human
Resources, Marketing, Sales, Business Development, and Finance. The Management structure of
the organization consists of top-level management [Chiranshu Arora - founder]and middle-level
management. Middle-level managers are responsible for overseeing the activities and the progress
of their concerned departments.

Various Departments and their role in the organization

HR - Recruits candidates for paid job positions or internships. Oversees their progress and
development. Gives Offer Letters and Job Description to candidates of varied departments.

Finance - Keeps record of all the info and performs Data analysis for their clients. Deals withTax
processes and other financial tasks, For the company.

Marketing and Sales - Ensures that the company gets enough clients to work with in order toachieve
sustainable development. They are responsible for making an impactful presence on social media,
through Social Media Marketing.

Business Development - they pursue new clients for the corporate, they manage high net with
customers. They make sure that the corporate reach its revenue target. Overseeing Demat accounts,
mutual funds, equity research, and insurances.

(1.4) Products and Services offered :

CSA Advisor offers advisory services to clients so as to assist meet challenges and understand the
opportunities that arise within the global and Indian financial markets. Thiscompany is engaged in
selling investment products in the market and its major clients arebanks and other financial
institutions. The company provides execution, advisory, and research service across products like
equity,F and O,Commodity and currency and mutual funds,AIF and PMS.

Key service that CSA provides :

● Term Insurance

● Mutual Funds

● Home Finance

● Life Insurance

● Stock & Securities

● Personal Finance
 ● Health Insurance

● Portfolio Management Services

● SME / Business Finance

● Motor Insurance

● Pension Funds

● Loan Against Securities

● Travel Insurance

● Real Estate Investments

● Real Estate Finance

● Fixed Deposit / Fixed Maturity Plan

● Loan Against Property

● Cancer Insurance

● Unlisted / Free IPO Stocks

● Car Finance

# All the services and products are related to finance and investment.

(1.5) Clients [Buyers & Sellers] :

This organization is primarily focused on providing services related to financing, investing and
consultation.

Its primary clients are:

● Banking Institutions like HDFC and ICICI

● Insurance Agencies like ICICI Prudential
● Financing Companies like Bajaj Finserv
● AMC

And secondary clients are:

Salaried Individuals

● Investors

● Holders

● Traders
 (1.6) Competitors :

Its main competitors are :

● Aditya Birla General Insurance

a subsidiary of Aditya Birla Capital Ltd (ABCL), is a joint venture between Aditya Birla Group
and MMIHoldings of South Africa.

 Policy Bazaar. com

Policybazaar.com is now India's foremost insurance aggregator and a number one fintech player
globally

 Policy Bazaar.com

Paytm Money is a SEBI registered stockbroker and an Investment Advisor.

● Jeet life Financial Services

They offer LIC of India, Life Insurance, Mutual Fund Investment, Health Insurance,
GeneralInsurance, etc…

● Kotak Cherry (division of kotak mahindra)

KotaCherry lets you manage & plan all your investments - Mutual funds, Stocks, Gold, Deposits, NPS
& more.

(1.7) Capital Structure :

Capital structure is the mix of debt and equity that permits a business to run smoothly.A
company's ideal capital structure will depend upon its specific situation, including factors just
like the cost of capital, the trade cycle, and any existing debt or equity.

The capital structure of CSA Management Pvt ltd:

Total Assets that the company have = 1,11,56,895 RsTotal

Liabilities = 25,00,000 Rs

Hence, the equity of this company is 86,56,895 Rs

So on every 25 rs debt, the corporate makes 111 rs of equity.

Therefore CSA Management Pvt Ltd is a low-leverage, or low-risk, equity capital-

structured co
Business EnvironmentAnalysis

(2.1) External Environmental Analysis

There are 4 components of external environmental analysis.

(A) Customer Analysis :

(i) Segmentation :

● Buyers - Banking Institutions, insurance agencies, Financing Companies, andAMC,

and self-employed individuals
● Largest Buyers - Banks and insurance agencies.
● Potential Future Buyers - Private investors

How is the market segmented - The market is unevenly segmented both

demographically and geographically.

(ii) Easterner Motivation:

factors that direct or motivate the customers to make buying decisions:

● the buying motives - to obtain Financial Advice, to secure and invest theirassets, to
utilize financial tools.
● objectives that the customers seek - to secure and grow their funds and tosecure
their assets.
● changes in customer motivation that are occurring or likely to occur - withthe
arrival of autonomous investing platforms which are eliminating the use of
middlemen, like Groww and Paytm money. The general public is getting more
inclined towards that sector.
 Needs Identification:

The identification of customer needs provides a basis for product development or fora policy
to have an edge over competitors.

● Their need for financial securities

● Their need for good investments that will increase their portfolio ● They need to
finance certain commodities like cars or real estate.

(B) Competitor Analysis :

(1) Competitors-Existing and Potential:

● The intensity of competition - The competition is very fierce in this sector,
withbig players such as Aditya Birla and Paytm in the market. It's becoming harder
to acquire new clients.
● Customer choice between own/competitive products - The customers are more
lenient towards more streamlined service providers like Kotak and AdityaBirla. ●
Existing and/or substitute products - general insurance (motor & health),

IPO, stocks, loans, mutual funds, and PF

(2) Competition :

● Size, growth, profitability -

Aditya Birla insurance group, Kotak, and others like Paytm and upstox are having a
larger portion of the market cap. The competition will surely increasein the future as
new contenders are entering the market every year. With all this, the prospect of
acquiring larger profit margins is getting slim with each passing year.

● Strength and weakness of competitors

The competitors are offering a stable user interface to their users, more
responsive customer support, and more security to the funds they invest. (C)
Industrial Analysis :

(i) Actual & potential Industry size :

As of June 2021, AUM managed by the mutual funds industry stood at Rs. 33.67
trillion. In June 2021, the total number of accounts stood at
102.6 million. In May 2021, the mutual fund industry crossed over 10 crore folios.
Inflows in India's mutual fund schemes via systematic investment plan (SIP) were Rs.
96,080 crore in FY21. Equity mutual funds registered a net inflow of Rs. 8.04 trillion
by end of December 2019.
 Another crucial component of India’s financial industry is the insurance industry. The
insurance industry has been expanding at a fast pace. The total first-year premium of
life insurance companies reached Rs. 2.59 lakh crore in FY20.

India is expected to be the fourth largest private wealth market globally by 2028.

According to the above analysis, there is an immense potential toharvest profits from this
growing sector.

(ii) Industry Structure :

● The number of existing competitors - there are approximately 20 to 35 main competitors

on a national scale.
● Product differentiation - there is not much difference in the products they offer, however,
the policies and benefits included with them can vary.
● Substitute products - these include various SIP investments, Cryptocurrency SIP,and
FDs.
● Capital investment - It is a Multi-Billion Dollar Industry.

(D) Economy Analysis :

(i) Technology:

The old Framework and network structure are prone to get outdated inthis decade. With the
advent of Artificial Intelligence, it will offer more reliable marketanalysis and a faster user
interface, which will provide an upper edge to its competitors in the future.

(ii) Government :

● The government has approved 100% FDI for insurance intermediaries and increased the FDI
limit in the insurance sector to 74% from 49% under the UnionBudget 2021-22.
● In January 2021, the Central Board of Direct Taxes launched an automated e-portalon the

efiling website of the department to process and receive complaints of tax evasion, foreign
undisclosed assets, and register complaints against ‘Benami’ properties.
● In December 2020, the Reserve Bank of India issued a draft circular on a declarationof
dividends by NBFCs, wherein it proposed that NBFCs should have at least 15% Capital to
Risk-Weighted Assets Ratio (CRAR) for the last 3 years, including the accounting year for
which it proposes to declare a dividend.

(2.2) Internal OrganizationalAnalysis

 # for the purpose of conducting this analysis, we are using 2 Frameworks,

● Gap Analysis
● McKinsey 7S framework

(1) GAP Analysis :

A gap analysis identifies the gap between a business goal and the current state of operations.
Companies use gap analyses when they need to identify weaknesses in the business

According to the capital structure of the CSA Advisor, it is a low-leverage, or low-risk, equity
capital-structured company. So the current state of the company is stableand as the future goal is
considered, CSA management aims to be one of the leading financial consulting firms in the
country.
(2) McKinsey 7S Analysis :

Corporate Strategy - By providing financial services both in the privateand public

sectors. CSA aims to become the leading financial service consultant in India. This company
works on both B2B and B2C frameworks which give it a unique advantage over its competitors.
● Structure - CSA Advisor has a functional structure consisting of different departments
such as Human Resources, Marketing, Sales, Business Development, and Finance. The
Management structure of theorganization consists of top-level management [Chiranshu
Arora - founder] and middlelevel management. Middle-level managers are responsible
for overseeing the activities and the progress of their concerned departments.
● Skills - The company has hired various skilled individuals who are specialized in HR,
Marketing, Finance, and sales. The company is swiftin providing its services to the
clients. However, they lack key skills in managing their departments, such as time
management and coordination.

● Staff - The company has employed 148 candidates (including Interns )

(2.3) SWOT Matrix Strength

● They working well in the finance sector

● Good work culture
● They offer a wide variety of services

Weakness :

● the company lacks a lot in various key aspects

● they are very slow in processing their work
● delay in work
● They are pretty unresponsive
● employees lack proper guidance and coordination.
Opportunities :

● The skills they have while doing work can be achieved and it helps me for the future perspective.
● If they improve their technological framework, User interface and utilize some market predictability
A.i, it will provide greater opportunities to them in the future.

Threats :

● The emerging competitive environment poses a great threat to this organization.

● They will face a great deal of hardship in the future because of big corporations, whoare offering the
same services with greater benefits and efficiency.
CHAPTER-III ANALYSIS AND INTERPRETATION OF DATA
Data Analysis Concept
Data analysis is a practice in which raw data is ordered and organized so that useful
information can be extracted from it. The process of organizing and thinking about data is
key to understanding what the data does and does not contain. There are a variety of ways in
which people can approach data analysis, and it is notoriously easy to manipulate data during
the analysis phase to push certain conclusions or agendas. For this reason, it is important to
pay attention when data analysis is presented, and to think critically about the data and the
conclusions which were drawn.

Raw data can take a variety of forms, including measurements, survey responses, and
observations. In its raw form, this information can be incredibly useful, but also
overwhelming. Over the course of the data analysis process, the raw data is ordered in a way
which will be useful. For example, survey results may be tallied, so that people can see at a
glance how many people answered the survey, and how people responded to specific
questions.

In the course of organizing the data, trends often emerge; modelling the data with the use of
mathematics and other tools can sometimes exaggerate such points of interest in the data,
making them easier for the researcher to see. Charts, graphs, and textual write-ups of data are
all forms of data analysis. These methods are designed to refine and distill the data so that
readers can glean interesting information without needing to sort through all of the data on
their own.
Data Analysis process
Once the necessary data collected, the next task is to aggregate the data in a meaningful
manner. A number of tables are prepared to bring out the main characteristics of the data. The
researcher should have a well thought out framework for processing and analyzing data, and
this should be done prior to the collection.

It includes the following activities:

I. Editing

The first task in data processing is the editing. Editing is the process of examining errors and
omissions in the collected data and making necessary corrections in the same.

II. Coding

Coding is necessary to carry out the subsequent operations of tabulating and analyzing data.
If coding is not done, it will not be possible to reduce a large number of heterogeneous data
into meaningful categories with the result that the analysis of data would be weak and
ineffective, and without proper focus.

III. Tabulation

Tabulation comprises sorting of the data into different categories and counting the number of
cases that belong to each category. This is also called universal tabulation. The analysis based
on just one variable is obviously meagre. Where two or more variables are involved in After
tabulation, it is called vicariate or multivariate tabulation.
 Conclusion
His internship has provided the necessary corporate work experience that we needed to
become professional HR executives. The duration of our internship was 2 months , which
gave us ample time to learn key aspects of the HR process. This experience was a turning
point of our lives as we are getting closer to the end of our college life and we are geared
towards the professional spectrum of our lives. Our supervisors in CSA Advisor provided
guidance and information for us throughout the internship period, which has proved to be the
most assuring and beneficial part of our endeavour. The time we spent under CSA Advisor,
the knowledge we got and the skills we learned , will indeed be very fruitful for our future
career.
 Suggestions

Suggestions to the Company

They should be more vigilant towards daily activities

They should improve their PR strategy

They should improve their graphic designs

The Company should work more efficiently.

They should focus on increasing coordination between departments and

employees

Suggestions to the Department

The department should be more vigilant on day to day activities.

Supervisors should be more supportive and educative

Should make the whole HR process more effortless and efficient. Should

educate interns on other aspects of the HR process such as talent acquisition,

training & development , and employee management. Department should be

more proactive (specially on providing certificates, Roi to candidates)

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