A
SUMMER INTERNSHIP PROJECT
ON
RECRUITMENT AND SELECTION
AT
KOTAK MAHINDRA BANK LIMITED
Submitted to
S.R. LUTHRA INSTITUTE...
INDUSTRY PROFILE
GLOBAL
NATIONAL
MAJOR PLAYERS
MAJOR OFFERINGS
PESTELANALYSIS
COMPANY PROFILE
VISION
The global Indian Financial Services Brand
The Most Preferred Employer in Financial Services
The Mo...
MANAGEMENT STRUCTURE
Kotak
Mahindra Bank
Ltd
Branch
Manager
Retail Liability-
Branch
Banking
Branch
Operations
Manager
Ser...
SWOTANALYSIS
S
W
O
T
RECRUITMENTAND SELECTION
AT
KOTAK MAHINDRA BANK
LIMITED
POSITION
LISTING
Recruitment
targets
Job
description
Interview
scheduling
Tracking
candidates
Obtaining
CV
Short listing
C...
Continued…
Reference
check
Approval
of
manpower
planning
Selection
decision
Salary
fitment
DOJ
Receive
offer letter
Issue ...
Work by Korsten (2003)
Human Resource Management
theories emphasize on techniques of
recruitment and selection and
outline...
Work by Alan Price (2007)
The existing competition among
business enterprises for recruiting
the most potential workers on...
RESEARCH METHODOLOGY
Problem Statement:
In Kotak Mahindra Bank Limited, gaps in employee
requirement are filled with the h...
RESEARCH METHODOLOGY
(continued)
Research Objective
1. To study the Recruitment and Selection procedure
followed at KMBL.
...
Research Hypothesis
Test:
 Objective: To check whether sources of recruitment
and better results are independent
Where,
...
Test Value = 33
T df
Sig. (2-
tailed)
Mean
Difference
95%
Confidence
Interval of
the
Difference
Lower Upper
Sources of
rec...
RESEARCH METHODOLOGY
(continued)
Research Design: descriptive research design
Universe of the study: All the above M3 leve...
RESEARCH METHODOLOGY
(continued)
Data Collection Method: Survey Method
Data Collection Tools: Questionnaire with close end...
DATAANALYSIS
AND
INTERPRETATION
Do you think the organizations recruitment and
selection is timely?
12.12
69.69
15.15
3.03
0
0
10
20
30
40
50
60
70
80
Str...
Does HR provides quality pool of applicants?
18.18
60.6
18.18
3.03
0
0
10
20
30
40
50
60
70
Strongly Agree Agree Neutral D...
Is recruitment and selection effective for the
organization?
27.27
57.57
15.15
0 0
0
10
20
30
40
50
60
70
Strongly Agree A...
Does the organization clearly define the
position, objective, requirements and candidates
specifications in the recruitmen...
Which sources of recruitment are used by
KMBLto hire new employees?
3.03 3.03
93.93
0
10
20
30
40
50
60
70
80
90
100
Inter...
Internal Sources External Sources
63.63
36.36
81.81
3.03
0
10
20
30
40
50
60
70
80
90
Promotion Transfer Employee
Referral...
Better results of recruitment and selection can
be increased by selecting the best recruitment
sources
48.48
51.51
0 0 0
0...
Does selection depend upon interview?
42.42 42.42
9.09
3.03 3.03
0
5
10
15
20
25
30
35
40
45
Strongly Agree Agree Neutral ...
Are interviews the basic filters of selection?
24.24
69.69
3.03 3.03
0
10
20
30
40
50
60
70
80
Strongly Agree Agree Neutra...
How many rounds of personal interview are
conducted?
90.9
87.87
60.6
72.72
69.69
60.6
81.81
90.9
0
10
20
30
40
50
60
70
80...
Rate the following parameters of interview
on the scale of 1 to 5. (1=low, 5=high).
0
9.09 9.09
6.06
3.03
21.21
6.06
3.03
...
Does KMBLuse selection tests?
93.93
6.06
Yes No
What are the findings of psychometric test that is
conducted? (Multiple Choice)
57.57
60.6
51.51
42.42
60.6
42.42
30.3
0
1...
Are you satisfied with the LTO Training provided
to the new employee?
87.87
12.12
Yes No
How would you rate HR department’s
performance in recruitment and selection?
9.09
63.63
27.27
0 0
0
10
20
30
40
50
60
70
H...
Are you satisfied with the present recruitment and
selection practices?
90.9
9.09
Yes No
FINDINGS
A particular job’s duties and responsibilities are not defined in
detail during the selection process.
Interview,...
FINDINGS (continued)
Since the HR department’s performance is rated good, it
can be said that they are satisfied with the ...
CONCLUSION
Recruitment and selection is done timely and the
vacancies are filled soon.
HR provides quality pool of candida...
CONCLUSION (continued)
For different designations, different numbers of rounds
of interviews are conducted.
LTO training w...
BIBLIOGRAPHY
 http://articles.economictimes.indiatimes.com/2007-02-02/news/28486052_1_overseas-operations-
uday-kotak-cre...
Recruitment and selection at kotak mahindra bank limited
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Recruitment and selection at kotak mahindra bank limited

  1. 1. A SUMMER INTERNSHIP PROJECT ON RECRUITMENT AND SELECTION AT KOTAK MAHINDRA BANK LIMITED Submitted to S.R. LUTHRA INSTITUTE OF MANAGEMENT Faculty Guide: Company Guide: Mr. Mehul Mehta Mr. Rana Pal Asst. Professor Chief HR Manager (Kotak Mahindra Bank Limited) Submitted by Miss. Shivali Mori Enrollment No. 137500592098
  2. 2. INDUSTRY PROFILE GLOBAL NATIONAL MAJOR PLAYERS MAJOR OFFERINGS
  3. 3. PESTELANALYSIS
  4. 4. COMPANY PROFILE VISION The global Indian Financial Services Brand The Most Preferred Employer in Financial Services The Most Trusted Financial Services Company Value Creation
  5. 5. MANAGEMENT STRUCTURE Kotak Mahindra Bank Ltd Branch Manager Retail Liability- Branch Banking Branch Operations Manager Service Officer Self-Desk Officer Retail Liability- Sales Branch Sales Manager Account Aquisition Manager Deputy Branch Manager Relationship Officer Relationship Manager
  6. 6. SWOTANALYSIS S W O T
  7. 7. RECRUITMENTAND SELECTION AT KOTAK MAHINDRA BANK LIMITED
  8. 8. POSITION LISTING Recruitment targets Job description Interview scheduling Tracking candidates Obtaining CV Short listing CV Line interview HR interview PI test and CIBIL check
  9. 9. Continued… Reference check Approval of manpower planning Selection decision Salary fitment DOJ Receive offer letter Issue of letter Job offer Joining process Induction training
  10. 10. Work by Korsten (2003) Human Resource Management theories emphasize on techniques of recruitment and selection and outline the benefits of interviews, assessment and psychometric examinations as employee selection process. Work by Jones et al. (2006) Successful recruitment techniques involve an incisive analysis of the job, the labour market scenario/ conditions and interviews, and psychometric tests in order to find out the potentialities of job seekers. approaches to selection include several types of interviews, role play, group discussions and group tasks, and so on. LITERATURE REVIEW
  11. 11. Work by Alan Price (2007) The existing competition among business enterprises for recruiting the most potential workers on the pathway towards creating innovations, with management decision making and employers attempting to hire only the best applicants who would be the best fit for the corporate culture and ethics specific to the company. Work by Hiltrop (1996) Selectively hiring has a positive impact on organizational performance. With recruitment and selection techniques for efficient hiring decisions, high performing companies are most likely to spend more time in giving training particularly on communication and team-work skills
  12. 12. RESEARCH METHODOLOGY Problem Statement: In Kotak Mahindra Bank Limited, gaps in employee requirement are filled with the help of recruitment and selection. For this various sources of recruitment and explored. Finally the CV’s are solicited and the selection procedure is followed.
  13. 13. RESEARCH METHODOLOGY (continued) Research Objective 1. To study the Recruitment and Selection procedure followed at KMBL. 2. To know the sources of recruitment and selection explored by KMBL. 3. To study whether present recruitment and selection procedure used is effective. 4. To study the awareness and satisfaction about the recruitment and selection procedure followed among the managerial level.
  14. 14. Research Hypothesis Test:  Objective: To check whether sources of recruitment and better results are independent Where,  Ho: There is no association between sources of recruitment and better results of recruitment and selection.  H1: There is association between sources of recruitment and better results of recruitment and selection.
  15. 15. Test Value = 33 T df Sig. (2- tailed) Mean Difference 95% Confidence Interval of the Difference Lower Upper Sources of recruitment increase results of recruitment and selection -356.374 32 0 -31.485 -31.66 -31.30 Table value = 1.310 Calculated T < Table value Therefore, Ho is failing to accept and H1 is accepted.
  16. 16. RESEARCH METHODOLOGY (continued) Research Design: descriptive research design Universe of the study: All the above M3 level employees at Kotak Mahindra Bank Limited Sample Study Sampling Method: Convenience Sampling Method Sample Size: 33 employees above M3 of all the branches in Surat.
  17. 17. RESEARCH METHODOLOGY (continued) Data Collection Method: Survey Method Data Collection Tools: Questionnaire with close ended questions LIMITATIONS: Since KMBL is spread across the country, it was not possible to cover all the branches. Since the questionnaire was to be filled only by the managerial level, it was difficult to approach them. Lack of time limits the scope of the project. Lack of experience of the researcher. Cost involved in conducting the research was high.
  18. 18. DATAANALYSIS AND INTERPRETATION
  19. 19. Do you think the organizations recruitment and selection is timely? 12.12 69.69 15.15 3.03 0 0 10 20 30 40 50 60 70 80 Strongly Agree Agree Neutral Disagree Strongly Disagree
  20. 20. Does HR provides quality pool of applicants? 18.18 60.6 18.18 3.03 0 0 10 20 30 40 50 60 70 Strongly Agree Agree Neutral Disagree Strongly disagree
  21. 21. Is recruitment and selection effective for the organization? 27.27 57.57 15.15 0 0 0 10 20 30 40 50 60 70 Strongly Agree Agree Neutral Disagree Strongly Disagree
  22. 22. Does the organization clearly define the position, objective, requirements and candidates specifications in the recruitment process? 33.33 54.54 6.06 6.06 0 0 10 20 30 40 50 60 Strongly Agree Agree Neutral Disagree Strongly Disagree
  23. 23. Which sources of recruitment are used by KMBLto hire new employees? 3.03 3.03 93.93 0 10 20 30 40 50 60 70 80 90 100 Internal External Both
  24. 24. Internal Sources External Sources 63.63 36.36 81.81 3.03 0 10 20 30 40 50 60 70 80 90 Promotion Transfer Employee Referrals Retired Employees 54.54 75.75 60.6 45.45 18.18 0 10 20 30 40 50 60 70 80
  25. 25. Better results of recruitment and selection can be increased by selecting the best recruitment sources 48.48 51.51 0 0 0 0 10 20 30 40 50 60 Strongly Agree Agree Neutral Disagree Strongly Disagree
  26. 26. Does selection depend upon interview? 42.42 42.42 9.09 3.03 3.03 0 5 10 15 20 25 30 35 40 45 Strongly Agree Agree Neutral Disagree Strongly Disagree
  27. 27. Are interviews the basic filters of selection? 24.24 69.69 3.03 3.03 0 10 20 30 40 50 60 70 80 Strongly Agree Agree Neutral Disagree
  28. 28. How many rounds of personal interview are conducted? 90.9 87.87 60.6 72.72 69.69 60.6 81.81 90.9 0 10 20 30 40 50 60 70 80 90 100 AAM SO RO BSM BBRM BM ASM AM
  29. 29. Rate the following parameters of interview on the scale of 1 to 5. (1=low, 5=high). 0 9.09 9.09 6.06 3.03 21.21 6.06 3.03 6.06 18.18 24.24 9.09 33.33 18.18 21.21 27.27 9.09 9.09 36.36 51.51 42.42 36.36 42.42 36.36 24.24 18.18 21.21 12.12 21.21 24.24 0 10 20 30 40 50 60 Personality Check Intellectual Ability Qualification Technical Proficiency Knowledge Experience Very Low Low Average High Very High
  30. 30. Does KMBLuse selection tests? 93.93 6.06 Yes No
  31. 31. What are the findings of psychometric test that is conducted? (Multiple Choice) 57.57 60.6 51.51 42.42 60.6 42.42 30.3 0 10 20 30 40 50 60 70 Personality Aggression Customer orientation Detail orientation Leadership Business orientation Selling skills
  32. 32. Are you satisfied with the LTO Training provided to the new employee? 87.87 12.12 Yes No
  33. 33. How would you rate HR department’s performance in recruitment and selection? 9.09 63.63 27.27 0 0 0 10 20 30 40 50 60 70 Highly Satisfied Satisfied Neutral Dissatisfied Strongly Dissatisfied
  34. 34. Are you satisfied with the present recruitment and selection practices? 90.9 9.09 Yes No
  35. 35. FINDINGS A particular job’s duties and responsibilities are not defined in detail during the selection process. Interview, PI Test, CIBIL check and reference check are considered to be one of the most important parts of selection process at KMBL. At KMBL, personality check, knowledge and experience are most important parameters of an interview. Since both the sources of recruitment are used, HR is able to provide quality pool of candidates on time and is effective for KMBL. Among the internal sources, promotions and employee referrals are most commonly used. While among the external sources, consultant and walk-ins are most commonly used.
  36. 36. FINDINGS (continued) Since the HR department’s performance is rated good, it can be said that they are satisfied with the present recruitment and selection practices. The actual parameters of PI test are:  Aggression  Business orientation  Customer orientation  Detail orientation However, it was found that some of the respondents were not aware about the same.
  37. 37. CONCLUSION Recruitment and selection is done timely and the vacancies are filled soon. HR provides quality pool of candidates and the recruitment and selection process is considered to be effective. As far as recruitment is concerned, KMBL uses both the sources i.e. internal as well as external sources. Better results can be produced by selecting the best sources of recruitment.
  38. 38. CONCLUSION (continued) For different designations, different numbers of rounds of interviews are conducted. LTO training which is provided is satisfactory for all the employees. HR department’s performance is rated to be overall good.
  39. 39. BIBLIOGRAPHY  http://articles.economictimes.indiatimes.com/2007-02-02/news/28486052_1_overseas-operations- uday-kotak-credit-card-business.  http://kalyan-city.blogspot.com/2011/07/internal-and-external-sources-of.html.  http://profit.ndtv.com/stock/kotak-mahindra-bank-ltd_kotakbank/reports.  http://smallbusiness.chron.com/meaning-recruitment-selection-2520.html.  http://swot.advisorgate.com/swot-k/22033-swot-analysis-kotak-mahindra-bank.html.  http://www.abhinavjournal.com/images/Commerce_&_Management/Mar13/8.pdf.  http://www.bai.org/bankingstrategies/Operations-and-Technology/Technology-and-Information/Top- Ten-Banking-Trends-for-2014.  http://www.bms.co.in/what-are-the-different-internal-and-external-sources-of-recruitment-explain- the-merits-and-demerits-of-each/.  http://www.caaa.in/Image/An%20Overview%20of%20Banking%20Sector%20in%20India.pdf.  http://www.kotak.com/our-story.html.  http://www.mbaskool.com/brandguide/banking-and-financial-services/977-kotak-mahindra.html.  http://www.naukrihub.com/recruitment/importance-of-recruitment.html.  http://www.scribd.com/doc/105920870/Pestle-Analysis-of-Banking-Industry.  http://www.scribd.com/doc/19100965/Kotak-Mahindra-Project.  http://www.slideshare.net/Gstheproud007/pestel-analysis-banking-sector.
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