Axis bank recruitment

7,996
-1

Published on

0 Comments
2 Likes
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
7,996
On Slideshare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
239
Comments
0
Likes
2
Embeds 0
No embeds

No notes for slide

Axis bank recruitment

  1. 1. 1 Summer Training report On “RECRUITMENT OF INSURANCE ADVISOR” AT AXIS BANK, KARNAL SUBMITTED IN THE PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE AWARD OF DEGREE OF MASTER OF BUSINESS ADMINISTRATION (Session 2012-14) Submitted By Shiva Kamboj MBA 2nd Year Roll No- 121 SUBMITTED TO: UNIVERSITY SCHOOL OF MANAGEMENT KURUKSHETRA UNIVERSITY, KURUKSHETRA
  2. 2. 2 DECLARATION I Shiva Kamboj do hereby declare that the training report entitled “RECRUITMENT OF INSURANCE ADVISOR” Karnal submitted by me for the partial of fulfillment of degree of Master of Business Administration from Kurukshetra University, Kurukshetra, is having original work conducted by me. The data and facts provided in the report are authentic to the best of my knowledge. I solemnly declare that the work done by me is original and no copy of it has been submitted to any other university for award of any other degree, diploma, and fellowship on similar topic. SHIVA KAMBOJ
  3. 3. 3 ORGANIZATION CERTIFICATE
  4. 4. 4 ACKNOWLEDGEMENT A undertaken of study like this is never the out some of effort of a single person so I would be failing in duty if I don’t say a word of thanks to all those who have been the source of guidance, advice, co-operation and having taken pain in acquainting me required information and data for the fulfillment of my project report successfully. I am earnestly grateful to Mr. Harpinder Singh(Branch Manager)and Mr. Varun for providing me an opportunity to undertake project work in their esteemed organization and practical training, which will go long term in shaping my career. I am deeply indebted to our Director Dr. B.S.Bodla and all my faculty members of the institute for their valuable contribution during the academic session and guidance in preparation of this project report. I especially want to thank my guide Dr.R.C.Dalal (Faculty of Finance) and Ms.Pallavi (Assistant Professor) for guiding, supporting, also for giving a very patient hearing whenever I needed. Finally, it is efforts of my parents and esteemed friends and the Almighty God who have been a source of strength and confidence for me in this endeavor. SHIVA KAMBOJ MBA 2ND YEAR
  5. 5. 5 PREFACE This training is a part of MBA 2 Years program .This is basically designed to expose the students of MBA 2 Years course to real life situation of an organization. This helps the students in developing the decision-making abilities. To develop healthy managerial and administrative skills potential managers, it is necessary that theoretical knowledge must be supplemented with exposure of real life environment. Actually, it is very vital for management and is in practical training. I did my training at AXIS BANK, KARNAL. I prepared a report of Recruitment in Axis Bank. I gained knowledge of about the recruitment in the bank. SHIVA KAMBOJ MBA 2nd year USM KUK
  6. 6. 6 EXECUTIVE SUMMARY The project deals with the in depth study of “RECRUITMENT IN AXIS bank”. Bank plays a very important role in the economic life of the nation. The health of the economy is closely related to the soundness of its banking system. Although banks create no new wealth but their borrowing, lending and related activities facilitate the process of production, distribution, exchange and consumption of wealth. In this way they become very effective partners in the process of economic development. India has a well developed banking system. Most of the banks in India were founded by Indian entrepreneurs and visionaries in the pre-independence era to provide financial assistance to traders, agriculturists and budding Indian industrialists. Axis Bank was the first of the new private banks to have begun operations in 1994, after the Government of India allowed new private banks to be established. I did my summer internship from Axis Bank, Karnal Branch. My objective behind this project is to know the customer preference towards agriculture loans of Axis bank. Through my project I got to know that Agricultural loans are available for a multiple farming purposes. There are also special loans to finance the purchase of agricultural machinery such as tractors, harvesters and trucks. Construction of biogas plants and irrigation systems as well as the purchase of agricultural land may also be financed through special types of agricultural finance. There are certain schemes like kishan power etc. are available for the framers In my report i have used Descriptive study to know the customer preference level towards agricultural loans. For the study i have used primary method of data collection an attempt has been made to present the data in pie charts, bar graphs, line graphs. The Analysis revealed that the farmers are satisfied with the agriculture loans given by AXIS bank. I can say that the project gave me ample opportunities to understand the nitty-gritty’s of corporate world.
  7. 7. 7 CONTENTS Chapter No. Title of the Chapter Page No 1. INTRODUCTION 8-33 2. INTRODUCTION OF COMPANY PROFILE 34-43 3. RESEARCH METHODOLOGY  OBJECTIVES OF STUDY  RESEARCH & SAMPLE DESIGN  SIGNIFICANCE OF STUDY  SCOPE OF STUDY  LIMITATIONS OF STUDY 44-48 4. ANALYSIS AND INTERPRETATION 49-55 5. SWOT ANALYSIS 56-57 6. FINDINGS AND CONCLUSIONS 58-59 7. RECOMENDATIONS AND SUGGESTIONS 60-61 BIBLIOGRAPHY 62
  8. 8. 8 CHAPTER NO-1 INTRODUCTION INTRODUCTION OF THE COMPANY The project deals with the in depth study of “RECRUITMENT IN AXIS bank”. Bank plays a very important role in the economic life of the nation. The health of the economy is closely related to the soundness of its banking system. Although banks create no new wealth but their borrowing, lending and related activities facilitate the process of production, distribution, exchange and consumption of wealth. In this way they become very effective partners in the process of economic development. India has a well developed banking system. Most of the banks in India were founded by Indian entrepreneurs and visionaries in the pre-independence era to provide financial assistance to traders, agriculturists and budding Indian industrialists. Axis Bank was the first of the new private banks to have begun operations in 1994, after the Government of India allowed new private banks to be established. I did my summer internship from Axis Bank, Karnal Branch. My objective behind this project is to know the recruitment process of Axis bank. Through my project I got to know that how recruitment is done in Axis Bank. In my report i have used Exploratory study to know the recruitment process of Axis Bank. For the study i have used primary method of data collection an attempt has been made to present the data in pie charts.
  9. 9. 9 INDUSTRY PROFILE BANKING INDUSTRY AT GLANCE Bank plays a very important role in the economic life of the nation. The health of the economy is closely related to the soundness of its banking system. Although banks create no new wealth but their borrowing, lending and related activities facilitate the process of production, distribution, exchange and consumption of wealth. In this way they become very effective partners in the process of economic development. Today modern banks are very useful for the utilization of the resources of the country. The banks are mobilizing the savings of the people for the investment purposes. If there would be no banks then a great portion of a capital of the country would remain idle. Modern banks are playing lots of new roles and making life of common consumer as well as businessmen easy. As Loan facility provided by banks work as an incentive to the producer to increase the production, if the finance is not provided to Agricultural sector or industrial sector, it will be destroyed. Many difficulties in the international payments have been overcome and volume of transactions has been increased. Cheques, drafts, bills of exchange and letters of credit are very important instruments of the banks. The banks collect these instruments drawn on banks in other cities or countries and proceeds according to the accounts of the customer's concerns. Be it developed economies or underdeveloped, banks play vital role. In India, the definition of the business of banking has been given in the Banking Regulation Act, (BR Act), 1949. According to Section 5(c) of the BR Act, 'a banking company is a company which transacts the business of banking in India.' Further, Section 5(b) of the BR Act defines banking as, 'accepting, for the purpose of lending or investment, of deposits of money from the public, repayable on demand or otherwise, and withdraw able by cheque, draft, order or
  10. 10. 10 otherwise.' This definition points to the three primary activities of a commercial bank which distinguish it from the other financial institutions. These are: (i) maintaining deposit accounts including current accounts, (ii) issue and pay cheques and (iii) collect cheques for the bank's customers. History of banking in India The first bank in India, through conservative was established in 1786.The journey of Indian banking system can be segregated into three different phases. Phases 1 (1786 to 1969)  1786: The General bank of India.  Next come bank of Hindustan bank and Bengal Bank.  The East India Company established Bank of Bengal (1809),Bank of Bombay (1840) and Bank of Madras(1843) as independent units and called it presidency Banks.  These three Banks was amalgamated in 1920 and Imperical bank of India was established which started as private shareholders bank.  In 1863 Allahabad Bank was established and first time exclusively by Indians, Punjab national Bank was set up in 1894 with headquarters at Lahore.  Between 1906 to 1913, Bank of India, Bank of Baroda, Central Bank of India, Canara Bank, Indian bank and Bank of Mysore were set up.  Reserve Bank of India came into existence in 1935. During the phase 1 growth rate was very slow  Banks also experienced periodic failures between 1913 and 1948.  There were approximately 1100 banks, mostly small.  The government of India came into banking companies act,1949which was later changed into banking Regulation act 1949 as per the amended act 1965(act no.23of 1965)
  11. 11. 11  Reserve bank of India was vested with extensive powers for the supervision banking in India as the Central Banking Authority. Phase 2  In 1955, the Imperical bank of India with extensive banking facilities on a large scale specially in rural and semi urban areas.  It formed state bank of India to act as the principal agent of RBI.  7 Banks formed subsidiary of state bank of India were nationalized.  It was the effort of the then Prime Minister of India, Mrs. Indra Gandhi.  14 major commercial banks in the country were nationalized.  The branch of the public sector bank India rose to approximately 800% in deposit and advances took a huge jump by 11000%. Phase 3  This phase introduced many more new product and facilities in the banking sector in its reform measure.  In 1991 under the chairman of M. Narashima, a committee was set up by his name which works for the liberalization of banking practices.  The country is flooded with the foreign bank and there ATM stations  Efforts were being put to give a satisfactory service to customers.  Phone banking and net banking were introduced.  The entire system became more convenient and swift.
  12. 12. 12 CHALLENGES IN THE BANKING INDUSTRY Change is the only constant feature in this dynamic world and banking is not an exception. The changes staring in the face of bankers relates to the fundamental way of banking-which is going through rapid transformation in the world of today. Adjust, adapt and change should be the key mantra. The major challenge faced by banks today is the ever rising customer expectation as well as risk management and maintaining growth rate. Following are the results of the biggest challenge faced by the banking industry as declared by our respondents (on a mode scale of 1 to 7 with 1 being the biggest challenge): They also asked their respondents to rate India on certain essential banking parameters (Regulatory Systems, Risk Assessment Systems, Technological System and
  13. 13. 13 Credit Quality) in comparison with other countries i.e. China, Japan, Brazil, Russia, Hong Kong, Singapore, UK and USA. The recent financial crisis has drawn attention to under-regulation of banks (mainly investment banks) in the US. Though, the Indian story is quite different. Regulatory systems of Indian banks were rated better than China, Brazil, Russia, and UK; at par with Japan, Singapore and Hong Kong where as all our respondents feel that we are above par or at par with USA. On comparing the results with their previous survey where the respondents had rated Indian Regulatory system below par the US and UK system, they see that post the financial crisis Indian Banks are more confident on the Indian Regulatory Framework. The global meltdown started as a banking crisis triggered by the credit quality. Indian banks seem to have paced up in terms of Credit Quality. Credit quality of banks has been rated above par than China, Brazil, Russia, UK and USA but at par with Hong Kong and Singapore and 85.72% of the respondents feel that we are at least at par with Japan. Thus,
  14. 14. 14 they see that the resilience the Indian Banks showed at the time of financial crisis has led to an attitudinal shift of our respondents with the past survey indicating Credit quality of Indian banks being below par than that of US and UK. As technology ingrains itself in all aspects of a bank’s functioning, the challenge lies in exploiting the potential for profiting from investments made in technology. A lot needs to be done on the technological front to keep in pace with the global economies, as is evident from the survey results. Technology systems of Indian banks have been rated more advanced than Brazil and Russia but below par with China, Japan, Hong Kong, Singapore, UK and USA. They find no change on introspection of their past surveys which also highlighted the need for Indian banks to pace up in adoption of advanced technology. SCOPE FOR NEW ENTRANTS
  15. 15. 15 81.25% also felt that there was further scope for new entrants in the market, in spite of capital management and human resource constraints, as there continue to remain opportunities in unbanked areas. With only 30-35% of the population financially included, and the Indian banking industry unsaturated with CAGR of well above 20%, participants in their survey felt that the market definitely has scope to accommodate new players. While there has been prior debate, they questioned banks on NBFCs and Industrial houses being established as banking institutions and find opinion to be marginally against the notion, with 35.71% in favor while 42.86% were against them being established as banks. However, on further questioning, 57.14% of respondents feel that the above may be allowed but only if it is along with specific regulatory limitations. Banks felt that limitations regarding track record, ensuring adequate capitalization levels, a tiered license that enables new entrants to enter into specific areas of the business only after satisfactorily achieving set milestones for the prior stages, cap on promoter's holdings and wider public holding in addition to a common banking regulator on a level playing field are essential before they may set themselves up as bank Evolution of Commercial Banks in India India has a well developed banking system. Most of the banks in India were founded by Indian entrepreneurs and visionaries in the pre-independence era to provide financial assistance to traders, agriculturists and budding Indian industrialists. The origin of banking in India can be traced back to the last decades of the 18th century. The General Bank of India and the Bank of Hindustan, which started in 1786 were the first banks in India. Both the banks are now defunct. The oldest bank in existence in India at the moment is the State Bank of India. The State Bank of India came into existence in 1806. At that time it was known as the Bank of Calcutta. SBI is presently the largest commercial bank in the country. The role of central banking in India is looked by the Reserve Bank of India, which in 1935 formally took over these responsibilities from the then Imperial Bank of India. Reserve Bank was nationalized in 1947 and was given broader powers. In 1969, 14 largest
  16. 16. 16 commercial banks were nationalized. This was an important milestone in the history of Indian banking. This was followed by the nationalization of another six private banks in 1980. With the nationalization of these banks, the major segment of the banking sector came under the control of the Government. The nationalization of banks imparted major impetus to branch expansion in un-banked rural and semi-urban areas, which in turn resulted in huge deposit mobilization, thereby giving boost to the overall savings rate of the economy. It also resulted in scaling up of lending to agriculture and its allied sectors. However, this arrangement also saw some weaknesses like reduced bank profitability, weak capital bases, and banks getting burdened with large non-performing assets. To create a strong and competitive banking system, a number of reform measures were initiated in early 1990s. The thrust of the reforms was on increasing operational efficiency, strengthening supervision over banks, creating competitive conditions and developing technological and institutional infrastructure. These measures led to the improvement in the financial health, soundness and efficiency of the banking system. One important feature of the reforms of the 1990s was that the entry of new private sector banks was permitted. Following this decision, new banks such as ICICI Bank, HDFC Bank, IDBI Bank and UTI Bank were set up. Commercial banks in India have traditionally focused on meeting the short-term financial needs of industry, trade and agriculture. However, given the increasing sophistication and diversification of the Indian economy, the range of services extended by commercial banks has increased significantly, leading to an overlap with the functions performed by other financial institutions. Further, the share of long-term financing (in total bank financing) to meet capital goods and project-financing needs of industry has also increased over the years
  17. 17. 17 Banking Structure in India Banking Regulator The Reserve Bank of India (RBI) is the central banking and monetary authority of India, and also acts as the regulator and supervisor of commercial banks. Scheduled Banks in India Scheduled Banks in India constitute those banks which have been included in the Second Schedule of Reserve Bank of India (RBI) Act, 1934. RBI in turn includes only those banks in this schedule which satisfy the criteria laid down vide section 42 (6) (a) of the Act.
  18. 18. 18 RECRUITMENT  Recruitment is a process of searching for prospective candidates for the given job in the industry. As we know it is very important for an industrial concerns to have efficient and effective personnel with right quality and at right time and at right place available whenever they are needed. Every organization needs employee time by time because of promotion or retirement of an employee. For this purpose an organization
  19. 19. 19 need to search for the right candidate. And so it needs to encourage this type of right candidates whenever they require. Sources of Recruitment  Personal data of candidates and data bank maintain by the HR. department.  Campus Recruitment.  Company own website.  Placement consultants.  Advertisement in the news papers like Times of India, Gujarat Samachar.  Employee reference. Recruitment Process Selection  Selection is the process of taking individuals out of the pool of job applicants with requisite qualifications and competence to fill jobs in the organization. It is define 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 based on probation base, they are taking experienced person for 6 months probation and for fresher the probation period is 1 year.  While the selection of the senior level post, is taken by head office at Mumbai.
  20. 20. 20 RECRUITMENT AND SELECTION PROCESS Meaning:  Recruitment and Selection system refers to sourcing and building efficient Human Resource to the organization to attain its objectives. Functions: 1. Retail assets, Credit cards, Retail assets, Retail credit. 2. Retail liabilities, Direct banking, Direct sales liabilities, Foreign exchange services, Liabilities product group, Marketing, Retail branch banking. 3. Support function Custody and depository services, Finance, Human resources, Operations. 4. Wholesale banking, Corporate banking, Credit and market risk, Customer service Desk, Emerging corporate group, Emerging enterprise group, Equities and private ban king. This policy complies with, and supports, the Company Equal Opportunities Policy by:  Ensuring that every stage of the recruitment and selection process is carried out in a systematic way, based on pre-agreed criteria, to eliminate the potential for personal bias affecting the decision making process.  Ensuring that all decision points are fully documented to assist with subsequent.
  21. 21. 21  Making the whole procedure as open as possible, to ensure that all candidates understand why decisions have been taken and, where they wish, to obtain meaningful feedback.  Enabling demonstration of robust, transparent processes and thereby providing a basis for defence in the event of challenge. There are seven main stages to the procedure:  Pre-advertisement.  Placing advertisements and dealing with enquiries and applicants.  Short-listing.  Interviewing and selection.  Post-selection procedures.  Induction.  Monitoring. Analyzing Your Workplace:  To assist you analyze your workplace to identify recruitment or selection issues for women, we suggest you.  Revisit your workforce profile to find where your female employees.  Consult with your employees.  Examine your existing recruitment and selection policies and practices.
  22. 22. 22 PRINCIPLES: Following are the guiding principles for recruitment and on-boarding process. Attracting and recruiting the right people is one of the most important activities of the organization and is the responsibility to be owned by each and every employee of the organization. Merit will be the single most important factor in selection process. They will ensure a diversity, both gender and ethnicity by targeted candidate sourcing with the help of recruitment vendors and the referral program. While skills and profile matching play an important role, they will hire people who are team players and have the right attitude most relevant to the culture of the organization. Attitude is as important as aptitude. They believe in becoming a company of giants and emphasis is in hiring people who can grow bigger and better than they presently are. They believe in providing their employee with fulfilling career paths. Towards this, they will post vacancies internally as a preferred option while evaluating external candidates. They believe that each candidate interviewed irrespective of whether she/he is selected should become a friend of the organization. They treat all the candidates with the utmost respect. They will be open and fair in communication with them; this way they also enhance the brand image of the organization. They will continuously assess, identify and cultivate strategic talent pools including those at the universities, management schools, and community forums to address their long term needs. HIRING APPROVAL  All recruitment activities shall be undertaken based on the hiring plan as approved by the Business Head, HR Head & the CEO. For each approved position, a hiring requisition will be required prior to initiation of any recruitment activity. If the hiring was not included in the planned budget, it will also require approval from the CEO based on a recommendation from the Head HR and the CFO. Recruitment expense will be allocated to the concerned business unit, and expenditure should be budgeted and pre-approved by the business unit head and the HR Head.
  23. 23. 23 CANDIDATE SOURCING:  The hiring manager along with the Human Resource Department would decide the channel / source to use based on the nature of the recruitment. The following sources of recruitment may be considered: Internal Sources:  Whenever any vacancy arises, the possibility of fulfilling the requirement internally via reassignment and relocation, re-allocation of the responsibilities or internal promotion will be explored by the hiring function along with the HR Department.- Internal job postings to explore internal candidates. Employee Referrals ± Axis will encourage employees to refer suitable candidates for open positions. Other external sources include:- Recruitment agencies- External job postings- College / campus requirement  Requirement advertisements APPLICATION PROCESSING:  Axis will process all applications promptly and inform the applicant or source regarding the status of the application. Axis will respond to all solicited applications within 5 working days of receiving the application. INTERVIEW PROCESS:  All candidates are required to undergo a face to face interview with the interview panel before selection. Interviews may be conducted at a place at mutually convenient locations and time in an effort to maintain confidentiality of the hiring effort. One on one meeting shall be preferred as the interview format, however depending on the constraints panel interviews / telephone / video conference screening could be used. For recruitment at junior levels, job fairs, universities etc, where large volume of candidates, Axis will use recruitment tests for purpose of short listing. The candidate may be tested on the basic aptitude, analytical skills or other skills required for the
  24. 24. 24 job of the candidates. The interview process will focus on the evaluating the candidates suitability in terms of the job description and fit within the organization. Each interviewer will complete the interview feedback form and submit it to HR. HR will compile the results from a various interviews and provide these to the line manager for the final decision. The following are the guidelines with respect to the interview levels. The line manager will own the overall interview process: RECRUITMENT EXPENSES: All recruitment expenses including recruitment fees, advertisement expenses and interview related expenses will be allocated to the concerned business unit. The candidate will be informed about the nature of the expenses that are reimbursable and the supporting documents required (in original). HR will ensure that candidate fills the necessary reimbursement forms and that he/she receives the reimbursement at the earliest. Outstation/International Candidates - Axis will pay for appropriate air fare and expenses incurred for the stay for candidates who they decide to fly from other locations. Prior approval from the Regional HR Leader / HR Head is required to invite candidates. For candidates from International Locations, prior approval from the HR Head needs to be taken. PRE-EMPLOYEMENT CHECK: This will include both a professional reference check as well as the background check. Professional reference check will be completed by the hiring manager. Axis will request contact information for 2 references from the candidate, and check the quality of previous work experience and key personal characteristics/conduct/ previous record etc. For key positions in areas, Axis will also perform a background check to assess the integrity conduct of the candidate. The following information regarding the candidate will be verified:  Proof of educational qualifications  Any professional certificate that is essential to the job
  25. 25. 25  Address details  Passport details  Date of birth  Proof of previous employment (service certificate)any negative feedback and comment in the reference check will be investigated by HR and if found genuine shall be a cause for disqualification of the candidate or dismissal from employment. OFFER PROCESS:  Once the hiring decision is finalized, HR will prepare an offer / fitment as per the compensation structure and grade and keeping in mind the internal equity. The offer would be communicated to the selected candidates by the hiring manager along with HR. The candidate will sign the contract letter to formally accept employment from the organization. PRE-EMPLOYMENT PROCESS: As an organization, HDFC will make all necessary arrangements to ensure a smooth joining process for the employees. HR will provide the candidate a check list prior to joining to ease joining formalities. RELOCATION FOR EMPLOYMENT:  Where the employee has to relocate and has been pre-approved by the HR Head and the staffing leader, the relocating candidate shall be eligible for the following relocation assistance:  The joining employ has the option to avail temporary accommodation (which includes laundry) for the first two weeks arranged by organization. The stay in company provided accommodation can be extended by two weeks further based on specific approval from the Head HR. Where the stay extends beyond 4 weeks, the respective will not be paid housing allowance for the corresponding period.
  26. 26. 26  Local travel assistance up to positions of RO/RM/equivalent and below will be reimbursed for one week and for SRM/equivalent and above will be reimbursed up to two weeks.  Food expenses during the period will be reimbursed as per actual up to Rs 500/-per day per person.  Approved reasonable expenses incurred in transporting the personal goods including the transportation /registration of one automobile to the city of work. Employees are advised to use the designated moving agencies as per rates negotiated by Administration. Where negotiated rates are not available, the employee is required to submit 3 quotations and EMPLOYMENT OF RELATIVES:  The organization employs, purely on merit, the relatives of our employees as long as it does not create a potential conflict of interest. The following guidelines must be followed:  Relatives are not assigned to a position where he/she has the opportunity to check, process, and review, approve, audit or otherwise affect the work of the persons cited and above.  NO one is assigned to a position where she/he influences the professional progress or promotion of the persons cited above.  If one is aware of a situation that appears to be an opportunity for people to display favouritism to relatives, one should contact the Department Head or Human Resources Department.  Employees will not be part of the hiring process of their relatives
  27. 27. 27 PRE EMPLOYMENT INDUCTION:  Axis is employee induction process shall begin as per the employee accepts the job offer. The process includes: Welcome pack  As soon as the candidate accepts the offer, a welcome pack will be sent to the employee.  A congratulatory note regarding the decision to join the organization.  Contact details of a HR representative and the hiring manager.  A brief company overview document. Pre-joining checklist Include details of the documents required from the employee. In case the employee is relocating from a different location, details of the relocation process and the visa requirement will be outlined in this checklist.  Expectations on the first day of the joining. Office resources  HR shall intimate the immediate supervisor the joining date and immediate supervisor shall work with the IT and administration team to set up the following5 days prior to employee joining, the following elements and are in working order: Email ID, phone, computing resources, work space/office, access cards, joining kit including bank account opening form, initial reading material. POST JOINING ORIENTATION AND INDUCTION: Joining kit  The employee upon joining would be welcomed by the HR representative and would be given a joining kit that will include: Access card, information on employee is email
  28. 28. 28 and phone number, Bank account opening form, corporate insurance application form(if applicable),HR & Admin policy manual, other relevant reading material ( to be prepared by hiring manager) Classroom Induction  The employee integration process will also include classroom training and induction where the employee will receive presentations and trainings on various topics that would further ingrain the into the organization RECRUITMENT AT AXIS BANK  Axis Bank prides itself as a young and vibrant organization and recognizes its employees as its greatest assets. Consequently, the employee satisfaction level in the Bank is, possibly, amongst the highest in the industry, and does not stem from the compensation package alone.  Comprising of people drawn from different specialization and divergent backgrounds, the employees merge into a highly homogeneous working group, catalyzed by the informal and transparent HRD policies pursued by the Bank. In addition to an attractive compensation structure, we also offer leased housing facilities, medical and health insurance and loan options. The ideal address for achievers as well as those who love challenges, we offer opportunities in the following fields:  General and Branch Banking  Specialized Financial Services (Treasury, Credit, Merchant Banking, etc.)  Retail and Institutional Marketing  Information Technology  Candidates who wish to apply for recruitment to Axis Bank or any of its subsidiaries are cautioned and warned that if any agency or individual approaches them as an agent or recruiting agency appointed by Axis Bank for recruitment purpose in Axis
  29. 29. 29 Bank or its subsidiaries, they should immediately get in touch with Axis Bank HR Department.  We are constrained to bring to the notice of all such candidates because we understand that certain individuals and agencies are misleading the candidates by projecting themselves as the authorized agents of Axis Bank and are demanding huge amount of money or sums to be paid into their account with various banks including in some cases with Axis bank to provide such employment. These charges are demanded by way of registration fees and other fees etc.  We would like to make it very clear that Axis Bank has not appointed any agent for this purpose and Axis Bank is an equal opportunity employer and Axis Bank directly conducts its recruitment.  Any candidates or any person dealing with such agency or employment portal of such agents or individuals who represents themselves as the agents of Axis Bank for recruitment shall be doing the same at their own risk and peril. Axis Bank shall not be held responsible or liable for such losses or damages which the candidates may suffer on account of them falling prey to such agencies and touts.  Besides, Axis Bank, when it needs people, shall advertise in all the national dailies.  Once again we would request candidates not to fall prey to such fraudsters and bring it to our notice.  Head Start, our induction model is aimed at providing a warm welcome and pleasant experience to all the new hires in the bank. It integrates the new employees into Axis work environment and is a stepping stone towards collaborating the new hires into our "One Axis” platform.  It has been designed with a view that the entire module should introduce the new employees with the Bank's Vision, Values and its journey of growth. It also provides them with key information on the bank's structure, levels, facilities, financial highlights and key connect points.  It is personally driven by our HR partners spread all across the bank. The program ensures involvement of the Manager/ Guide/ Business Head for their on-going support in the process of acclimatizing the new members of the Axis Family.
  30. 30. 30  All new joinees undergo a structured induction training program which is tailor-made to the specific function or level in the Bank. A buddy helps the new joinee to get acclimatized. Induction for young bankers: A 6-12 day training program will help you understand basics of the Banking; introduce you to the products being offered by the Bank; focuses on the 'Know Your Customer' process. The programs are designed to also provide insights into the laws, regulations and practices that are central and specific to banking. Induction for Management Trainees: Axis ahead is also an induction program for management trainee recruits.  Campus Recruitment is one of the major recruitment channels for the Bank. It allows the Bank an opportunity to identify talent at an early stage and nurture the same. We visit various college campuses and the identified students are placed at appropriate levels in the Bank. Our association with India's premier business schools, CA institutes, engineering colleges has been long and rewarding for both sides.  The diverse portfolios and the dynamic landscape provides for a challenging environment to support on-going learning and enriched professional development for fresh entrants. Axis Ahead  Axis Bank associates itself with Premier B-schools in India to get a talent pool of the brightest minds in the country. Axis Ahead Program has been designed to provide a flavour of learning across departments and locations for a holistic learning experience to the young managers who join us every year from elite B-schools of India.  The learning is "experiential" in nature- an endeavour not related to job related skills and competencies alone. Focus is on building leadership capabilities early; by creating self-awareness through personal growth & outbound/ experiential learning programs.
  31. 31. 31  Power Talk is a 5-day interactive session with our business leaders to help understand the professional journey of our leaders.  Beyond the Edge is a 2-day outbound program that enhances latent potential, strengths and improvement areas of an individual for high performance.  Cross-Departmental Rotation is an 8-week program to offer in-depth exposure to critical functions in the various departments at the Bank.  Building Blocks is the 2-week program in branch banking to help understand the basics of banking and first-hand experience of interacting with the customer.  Lens to rural India is a 2-week program to give a flavour of rural India including stay in a village and interaction with villagers to understand their hardships and advise solutions to improve community life. Axis Internship  We visit select few premier B-schools and identify young talent to undergo their first on-the-job experience with us. We offer an excellent work environment and opportunities to build a sound foundation for one's career ahead. The summer internship program is a nine-week learning program that focuses on assisting new talent in identifying a career which complements their interest and abilities in the banking industry. The program is designed such that it gives them ample opportunity to explore the various facets of a Bank and acquire a comprehensive understanding of the business. The internship gives a hands-on enriching experience as well as an opportunity to network with the best in the industry.  Connect with senior leaders@Axis Highly interactive and enriching sessions with our leaders helps in gaining an insight in their experience and opportunities that Bank provides to young people.
  32. 32. 32  What Happens at the grass-root? The program involves a 2-day exposure to the branch giving a first-hand experience of interacting with the customers, to feel the excitement and understand pulse of the business.  Network, Network, Network… Along with tremendous learning opportunities, you get to meet new inters, connect with senior alums and network with the best minds in the industry. Training and Education  The aim of the Bank's learning process is to add value to the organization through individual capability building & knowledge and aid performance enhancement. The Learning & Development Team @ Axis Bank is geared towards facilitating the learning process across all levels through a combination of classroom programmes, external programmes, both domestic and international, gurukul programmes, certification programmes as well as e-learning modules.  A special platform called 'Listening Tree', which provides an opportunity for employees to bring up their concerns, apprehensions for a discussion with their "Listening Guide" that are stationed across the country. These Listening Guides are experienced facilitators, part of the learning & development team and are physically present in the specified locations for easy access as well as faster response to the queries. Job Rotation  Our internal Job rotation program is branded as "Career Next". Through internal job announcements, it is ensured that all our employees are made aware of and have the opportunity to apply for open positions before consideration of external candidates for employment for specific openings.
  33. 33. 33  The principal objective is to create developmental career opportunities for all employees by providing a platform to gain cross-functional experience and expertise. Career Next attempts to accelerate and structure the mobility of managerial talent across various functions. Personal development  Passion, energy and service orientation are traits that you'll already have when you join. But equally important is the ability to understand who one is as an individual and what one wants to achieve from her / his career. Career development  Our learning and development team partners with business leaders and managers to focus on developing employees and carving leaders out of our own people. Specific programmes ensure one builds expertise in her/his chosen career. The courses often use e-learning that enables learning at one's own pace. Leadership development  The bank aims at developing a culture that enables employees to develop their leadership capabilities. Leadership can take many different forms. It could be line managing teams in a Branch or during an assignment at any of our international offices. It could mean using one's expertise in key areas of the Bank. It could involve thought leadership. Either way, it's about getting things done – individually or through people – in a way that others will admire and follow.  In 2013, Axis Bank also announced its 4th Young Bankers Program(ABYB) a yearly event much similar to PO recruitment. While public sector banks conduct common exams through IBPS for their vacancies, ICICI Bank & Axis Bank have joined with Manipal global education to train candidates and provide appointment.
  34. 34. 34 CHAPTER NO-2 INTRODUCTION OF COMPANY PROFILE AXIS BANK LTD. AN OVERVIEW Axis Bank was the first of the new private banks to have begun operations in 1994, after the Government of India allowed new private banks to be established. The Bank was promoted jointly by the Administrator of the specified undertaking of the Unit Trust of India (UTI - I), Life Insurance Corporation of India (LIC) and General Insurance Corporation of India (GIC) and other four PSU insurance companies, i.e. National Insurance Company Ltd., The New India Assurance Company Ltd., The Oriental Insurance Company Ltd. and United India Insurance Company Ltd. Before UTI but now AXIS BANK, as UTI brand was given in 1994 by its promoters and UTI Bank could use the brand only till January 2008 as per Govt directives. Many unrelated shareholder entities like UTI Technological Services, UTI Investor Services and UTI Securities were carrying the UTI brand. The board feels that the need for the change of name has arisen from the brand confusion that the UTI brand generates. The Bank as on 31st March, 2011 is capitalized to the extent of Rs. 410.54 crores with the public holding (other than promoters and GDRs) at 53.60%. The Bank's Registered Office is at Ahmadabad and its Central Office is located at Mumbai. The Bank has a very wide network of more than 1281 branches (including 169 Service Branches/CPCs as on 31st March, 2011). The Bank has a network of over 6270 ATMs (as on 31st March, 2011) providing 24 hrs a day banking convenience to its customers. This is one of the largest ATM networks in the country.
  35. 35. 35 The Bank has strengths in both retail and corporate banking and is committed to adopting the best industry practices internationally in order to achieve excellence. The Bank has a very wide network of more than 1281 branches and Extension Counters (as on 31st December, 2010). The Bank has a network of over 6270 ATMs (as on 31st March, 2011). The Bank has loans now (as of June 2007) account for as much as 70 per cent of the bank’s total loan book of Rs 2,00,000 crore. HISTORY 1993- The Bank was incorporated on 3rd December and Certificate of business on 14th December. The Bank transacts banking business of all description. UTI Bank Ltd. was promoted by Unit Trust of India, Life Insurance Corporation of India, General Insurance Corporation of India and its four subsidiaries. - The bank was the first private sector bank to get a license under the new guidelines issued by the RBI. 1997- The Bank obtained license to act as Depository Participant with NSDL and applied for registration with SEBI to act as `Trustee to Debenture Holders'. - Rupees 100 crores was contributed by UTI, the rest from LIC Rs 7.5 crores, GIC and its four subsidiaries Rs 1.5 crores each. 1998- The Bank has 28 branches in urban and semi urban areas as on 31st July. All the branches are fully computerized and networked through VSAT. ATM services are available in 27 branches. - The Bank came out with a public issue of 1,50,00,000 No. of equity shares of Rs 10 each at a premium of Rs 11 per share aggregating to Rs 31.50 crores and Offer for sale of 2,00,00,000 No. of equity shares for cash at a price of Rs 21 per share. Out of the public issue 2,20,000 shares were reserved for allotment on preferential basis to employees of UTI Bank. Balance of 3,47,80,000 shares were offered to the public.
  36. 36. 36 - The company offers ATM cards, using which account-holders can withdraw money from any of the bank's ATMs across the country which are inter-connected by VSAT. - UTI Bank has launched a new retail product with operational flexibility for its customers. - UTI Bank will sign a co-brand agreement with the market, leader, Citibank NA for entering into the highly promising credit card business. - UTI Bank promoted by India's pioneer mutual fund Unit Trust of India along with LIC, GIC and its four subsidiaries. 1999- - UTI Bank and Citibank have come together to launch an international co-branded credit card under the MasterCard umbrella. 2000- UTI Bank has launch of `i'Connect', its Internet banking Product. - UTI Bank has signed a memorandum of understanding with equitymaster.com for e-broking activities of the site. - Geojit Securities Ltd, the first company to start online trading services, has signed a MoU with UTI Bank to enable investors to buysell demat stocks through the company's website - India bulls has signed a memorandum of understanding with UTI Bank. - UTI Bank has entered into an agreement with Stock Holding Corporation of India for providing loans against shares to SCHCIL's customers and funding investors in public and rights issues. 2001- UTI Bank launched a private placement of non-convertible debentures to raise up to Rs 75 crore - UTI Bank has opened two offsite ATMs and one extension counter with an ATM in Mangalore, taking its total number of ATMs across the country to 355. 2002- UTI Bank Ltd has informed BSE that Shri B R Barwale has resigned as a Director of the Bank w.e.f. January 02, 2002. A C Shah, former chairman of Bank of Baroda, also retired from the bank’s board in the third quarter of last year. His place continues to be vacant. M
  37. 37. 37 Damodaran took over as the director of the board after taking in the reins of UTI. B S Pandit has also joined the bank’s board subsequent to the retirement of K G Vassal. 2002 - B Paranjpe & Abid Hussaincease to be the Directors of UTI Bank. - UTI Bank Ltd has informed that in the meeting of the Board of Directors following decisions were taken: Mr Yash Mahajan, Vice Chairman and Managing Director of Punjab Tractors Ltd was appointed as an Additional Director with immediate effect. Mr N C Singhal former Vice Chairman and Managing Director of SCICI was appointed as an Additional Director with immediate effect. 2003-UTI Bank Ltd has informed BSE that at the meeting of the Board of Directors of the company held on January 16, 2003, Shri R N Bharadwaj, Managing Director of LIC has been appointed as an Additional Director of the Bank with immediate effect. -UTI filed suit against financial institutions IFCI Ltd in the debt recovery tribunal at Mumbai to recover Rs.85cr in dues. -UTI bank made an entry to the Food Credit Programme, it has made an entry into the 59 cluster which includes private sector, public sector, old private sector and co-operative banks. -Banks Chairman and MD Dr. P. J. Nayak inaugurated a new branch at Nellore. -UTI bank allots shares under Employee Stock Option Scheme to its employees. -UTI Bank ties up with UK govt. fund for contract farming -Shri B. S. Pandit, nominee of the Administrator of the Specified Undertaking of the Unit Trust of India (UTI-I) has resigned as a director from the Bank wef November 12, 2003. 2004-Comes out with Rs. 500 mn Unsecured Redeemable Non-Convertible Debenture Issue, issue fully subscribed -UTI Bank Ltd has informed that Shri Ajeet Prasad, Nominee of the Administrator of the Specified Undertaking of the Unit Trust of India (UTI - I) has been appointed as an Additional Director of the Bank w.e.f. January 20, 2004.
  38. 38. 38 - UTI Bank ties up with Shriram Group Cos. -Unveils premium payment facility through ATMs applicable to LIC & UTI Bank customers -Metal junction (MJ)- the online trading and procurement joint venture of Tata Steel and Steel Authority of India (SAIL)- has roped in UTI Bank to start off own equipment for Tata Steel. -HSBC completes acquisition of 14.6% stake in UTI Bank for $67.6 m 2005-UTI Bank launches its first Satellite Retail Assets Centre (SRAC) in Karnataka at Mangalore. 2006-UTI Bank unveils priority banking lounge -UTI Bank announces the launch of its Credit Card Business - UTI Bank becomes the first Indian Bank to successfully issue Foreign Currency Hybrid Capital in the International Market - UTI Bank Business Gold Debit Card MasterCard Launched - Designed for business related spending by SMEs and self employed professionals 2007-AXIS Bank Ltd has informed that consequent upon handing over charge as Administrator of the Specified Undertaking of the Unit Trust of India (SUUTI), Shri. S B Mathur, the Nominee Director of SUUTI has resigned as a Director of the Bank w.e.f. December 06, 2007. -AXIS Bank Ltd has informed that Fitch Ratings on December 14, 2007, has upgraded the Bank's National Long-term rating to 'AAA(ind)' from 'AA+(ind)'. -AXIS Bank Ltd has appointed Shri K N Prithviraj as an Additional Director on the Board at Directors of the Bank. - Company name has been changed from UTI Bank Ltd to Axis Bank Ltd. 2008- Axis Bank launches Platinum Credit Card, India's first EMV chip based card
  39. 39. 39 2009- Axis Bank today said its board has recommended the appointment of Shikha Sharma, currently chief of ICICI group's life insurance business, as its next managing director and CEO. - Axis Bank has set up a new branch at Perumbavoor. The bank has a network of 832 branches along with 8 extension counters and 3622 ATMs across the country. - Axis Bank, on Wednesday entered into a strategic alliance with Motilal Oswal, the financial services firm, in order to facilitate the online trading for the bank's customers. - Axis bank has received final clearance from the Securities and Exchange Board of India (SEBI) to begin its mutual fund operations and will launch debt and equity schemes soon whereas IDBI Bank is awaiting the regulator's permit for an entry. 2010- Axis Bank Limited has informed that at the meeting of the Board of Directors held on January 15, 2010, the following decisions were taken: (1) To appoint Dr. Adarsh Kishore, former Finance Secretary, Government of India and former Executive Director, International Monetary Fund representing Bangladesh, Bhutan, India and Sri Lanka, as the Non-Executive Chairman of the Bank, subject to RBI approval; (2) To appoint Shri S.B. Mathur, former Chairman, LIC and the National Stock Exchange of India, as an Additional Independent Director, with immediate effect.
  40. 40. 40 2015 AND CORE VALUES VISION 2015 To be the preferred financial solutions provider excelling in customer delivery through insight, empowered employees and smart use of technology. CORE VALUES  Customer Centricity  Ethics  Transparency  Teamwork  Ownership  PRODUCT AND SERVICE The products and services of the company are categorized into various sections which are as follows:  Accounts  Deposits  Loans  Cards  Forex  Investments  Insurance  Payments  Other Services o Locker o Online shopping o E-statement o Mutual Funds
  41. 41. 41 ORGANISATIONAL STRUCTURE OF AXIS BANK
  42. 42. 42 GLOBAL PRESENCE  Abu Dhabi (Dubai)  Singapore  Hongkong  Shanghai  UAE  UK  London  Malaysia  Bangkok  Bhutan  Nepal  Mauritius  Ghana  South Africa  Belgium  Australia  Thailand In India, 1390 branches 6270 ATMs, In 921 cities and towns.  
  43. 43. 43 THREE MAIN REASONS FOR CHANGING THE NAME OF “UTI TO AXIS” 1. They had to give up the “UTI” name after using it for 13 years as we were not prepare to accept terms and conditions(including royalty) from UTI AMC. The decision to rebrand itself was taken by the bank as it was allowed to use the “UTI” brand name free till january31, 2008 beyond which it had to pay royalty for using the name. 2. The recommendation for name change to Axis bank has arisen from the existence of several shareholder unrelated entities using the UTI brand, and the consequent brand confusion that this generates. 3. The name UTI bank was changed to Axis bank as UTI gave a look of government sector bank. They had to change our name have to over own brand and identity.
  44. 44. 44 CHAPTER NO-3 RESEARCH METHODOLOGY Research Methodology is a way to systematically solve the research problem. It may be understood as a science of studying how research is to be done scientifically. In research methodology, we not only talk about the research methods but also consider the logic behind that are objectives of the study. OBJECTIVES OF STUDY: The Objective of the study is to find out:  To identify the recruitment process of Axis Bank  To identify various sources of recruitment of employees in Axis Bank.  To identify the preferences of manager regarding the most useful source of recruitment RESEARCH DESIGN: Research design is the arrangement of condition and analysis of the data in a manner that aims to combined relevance to research purpose with economy in procedure. The type of research is “Exploratory”. SAMPLE DESIGN: A sampling design is that in which decision need to be taken about population, sampling unit, sampling size and sampling procedures. UNIVERSE OF THE STUDY: Universe of the study is limited to company profile.
  45. 45. 45  Sampling Unit The sampling unit refers to the particular person or that is to be observed. A sampling unit of this study is the officials of organization.  Sampling size This refers to the number of persons, institutions to be surveyed. Total size of this study is almost shortlisted 50 candidates.  Sampling Procedure This study is conducted on the basis of observation. SOURCES OF DATA: The study is based on Primary data. PERIOD OF STUDY:  The time period of the study is almost eight weeks i.e. from 17th June, 2013 to 31st July, 2013. STATISTICAL TECHNIQUE TO BE USED: The data for this study is collected through observation (Secondary Data) The methodology which has been used to analyze the data with the help of Microsoft Word sheet and give interpretation with the help of Microsoft word and Pie-charts in Microsoft Excel.
  46. 46. 46 SIGNIFICANCE OF THE STUDY The project helps in understanding the clear meaning of Recruitment in Axis Bank. It explains about the recruitment operation scoring of the Bank. And also the Study of its various processes which helps in understanding the fair specific section of the Bank and its recruitment management. We also came to know through the report that the significance is in the main source of an organization income which come from its staff expertise and skills, acquiring professional with high skills is comparatively expensive than recruiting and training employees to acquire those skills. It also makes us understand that training is also a key requirement for new recruits; proper training helps them to understand the job, its requirements and responsibilities. And whole process in recruitment also increases understanding of the organizational culture of bank like Axis Bank. Some programs increases communication between different levels of an organization. Any deficiency in processes and jobs are eliminated and those close to production processes become involve in the management. Staff empowerment is a recent trend in management; such empowerment will only be successful when proper training is provided to those empowered.
  47. 47. 47 SCOPE OF THE STUDY - To identify the satisfaction level of customer towards different types of service attributes, by identifying their critical factors. - To study about the bank about their customized products and services, according to the consumer'sneeded. - To studytheexperienceandexpectationoftheexistingcustomers. - Tostudytoimprovethecurrentstandardsofservices. - Tostudythescopeofintroducingnewtypesofservices. - To study about the business tactics followed to stand against the competitors. This study is also limited to the customers with in India. The study will be able to reveal the preferences, needs, satisfaction of the customers regarding the banking services, It also help banks to know whether the existing products or services they are offering are really satisfying the customer’s needs.
  48. 48. 48 LIMITATIONS OF THE STUDY As a research is based on a sample, therefore, the findings may not reveal the factual information about the research problem, though an utmost care will be taken to select a truly representative sample. 1. Problem in framing questionnaire as the information needed to be collected from the bank officials who were busy with their schedules. 2. Time provided for training was eight weeks which is a very short period to be well verse with all aspects of the process. 3. Study has been conducted in Karnal only. Thus the findings of it cannot be generalised.
  49. 49. 49 CHAPTER NO-4 ANALYSIS AND INTERPRETATION Recruitment Procedure overview Manpower Requisition Form Recruitment Plan Budget Sourcing Selection Process Joining Post Recruitment Data Updating
  50. 50. 50 DATA ANALYSIS AND INTERPRETATION Que No-1: What are the sources for recruitment and selection? Diagram No-1 INTERPRETATION: About 75% of the manager says that they prefer both internal (Employees) as well as external source (Campus, newspaper, websites) for recruitment and selection where as only 7% go for internal source and 18% go for external sources. Internal External Both
  51. 51. 51 Que No-2: Which method do you mostly prefer for recruitment and selection? Diagram No-2 INTERPRETATION: About 50% of the mangers go for direct recruitment and selection and 40% go for indirect and only 10 % go for third party recruitment way. Newspaper Websites Private agencies
  52. 52. 52 Que No-3: When do you prefer to go for manpower planning? Diagram No-3 INTERPREATATION: Around 30% of the managers go for Quarterly manpower planning and 50 % do not follow any pattern they don’t have any fixed time where as 20% go for yearly. Quarterly Yearly No Fixed Time
  53. 53. 53 Que No-4: What are the sources for external recruitment are preferred? Diagram No-4 INTERPREATATION: In Axis Bank, 34% of managers go for campus interviews, 33% go for data bank, 25% from the casual application that are received and only 8% go for any placement agencies. Placement agencies Casual Applicants Data Bank Campus Interviews
  54. 54. 54 Que No-5: What form of interview do you prefer? Diagram No-5 INTERPRETATION: Most of the manager Prefer Personal interviews i.e 50%, 34% prefer to take telephonic interviews where as only 16% goes for video conferencing. Personal Interviews Telephonic Interviews Video Conferencing
  55. 55. 55 Que no-6: How do you rate the HR practices of the company? Diagram No-6 INTERPRETATION: 50% of the managers feel that HR department is good where and 25%say that’s its very good where as 20% says its average and only 5% manager feel it’s bad. Very Good Good Average Bad
  56. 56. 56 CHAPTER NO-5 SWOT ANALYSIS STRENGTH  Extremely Competitive And Profitable Banking Franchise  Banking Services Include Corporate Credit, Retail Banking, Business Banking, Capital Markets, Treasury And International Banking.  Sound Technological Platform With Centralized Database And Operations  Retail Banking:-Savings Bank Deposits Grew To Rs. 25,822Cr. On 31st March 2009 from Rs. 19,982 Cr. As On 31st March2008 Showing a Year on Year Growth Of 29%.  Corporate Banking: Current Account deposits grew by 24%yoy, from Rs. 20,045 crores as at end March’08 to Rs. 24,822crores as at end March’09.  Support of various Promoters  Strong technology  Total Deposits Rs 1,17,374crore  Net Advances Rs 81,557crore  Net NPA 0.35%  Capital Adequacy Ratio 13.69% WEAKNESS  Not having Image UTI (fraud)
  57. 57. 57  Higher cost  Customer service  Market Capitalization Very Low OPPORTUNITY  Large retail and corporate market  Wide scope in rural India  Other Activity (Non Banking Activity)  People are become more service oriented THREAT  Other better Saving, investment option available (like Insurance, Mutual fund, Real-estate, Gold)  Government Rules And Regulation  Very high competition with Private sector (ICICI Bank, HDFC bank) or public sector (BOB, PNB) Bank.  Capital Market slow-down  Rising Rates  Future Market Trends
  58. 58. 58 CHAPTER NO-6 FINDINGS AND CONCLUSIONS FINDINGS  Recruitment at an officer and managerial level is not done effectively.  Many people in the organization today are in the wrong jobs and as a result, they are not utilizing their full potential.  Hiring people based on personal connections when the person is not qualified for the job.  Most recruitment that involves managers is done during discussions at lunch hour, at social clubs or during the coffee break time.  Inadequate recruitment procedures resulted in a number of staff not being sufficiently qualified either for the positions they hold or their grades levels, especially in management positions.  Psychometric test is not conducted during the selection process.  Confusion in the designation and level to the employees even after permanent status for employment is given.  Proper training is not given to the recruitment team and manager.  Reaching few prospects due to internal recruitment, internet advertising most of the time
  59. 59. 59 CONCLUSIONS Recruitment is essential to effective Human Resources Management. It is the heart of the whole HR systems in the organization. The effectiveness of many other HR activities, such as selection and training depends largely on the quality of new employees attracted through the recruitment the recruitment process. Policies should always be reviewed as these are affected by the changing environment. Management should get specific training on the process of recruitment to increase their awareness on the dangers of wrong placements. Effective recruitment is important in achieving high organizational performance and minimizing labour turnover. As of now HDFC Bank Ltd. has a team of effective human resource which is efficiently managing the organization at its best. Though the recruitment process adopted by the organization needs to be improved, challenges are ahead for the HR Department to recruit people after the effect of recession. In the present competitive & dynamic environment, it has become essential for organization to build and sustainable. In competitive advantage, the Communication skill set has assumed more importance than even before. Dynamic and growth-oriented organization recognizes Communication as an important aspect of the Recruitment and Selection system for managerial function in a rapidly changing and economic environment.
  60. 60. 60 CHAPTER NO-7 RECOMMENDATIONS AND SUGGESTIONS RECOMMENDATIONS 1. The organization should provide or set up a communication lab for the benefit of the fresher and existing employees that makes a career development and new opportunity to grow up in the organization. 2. This increases the employee morale and helps to attain the target. 3. Communication classes should be conducted timely to all employees should be followed by organization. 4. Refresher courses may organize intermittently for all employees in the rank and file category to relive job fatigue and monotony of every day work life. So employees can gain skills by Communication. 5. Candidates who enter into the Job Market must make sure that their efficiency in Communication is up to the expectation of an organization which will make them to go through the Recruitment and Selection system of Royal Sundaram Alliance Insurance Company. 6. The respondents in the corporate exhibits that communication skills are necessary for all the employees from different channels. 7. FOS (Fleet on street) Team should be made involved to pass through more communication classes from language experts. 8. The company should allot funds to create a communication laboratory for the beneficiary of all the employees.
  61. 61. 61 SUGGESTIONS  Psychometric tests have to be conducted to assessing the personality of the applicants.  Look for different skills as well as the ideas of the candidate at the time of recruitment and selection process.  Adopting adequate recruitment procedures to employ efficient and talented people.  Job responsibilities have to be clearly explained to the candidate before the joining formality Campus recruitments, job fairs may attract more skilled and talented employees towards the organization.  Provide orientation training to all new employees before their initial work assignments and to all current employees who receive a different task.  Referral scheme has to be encouraged more at times when the requirement is urgent.
  62. 62. 62 BIBLIOGRAPHY Books: 1. Vikas Publication, 1999, I.M Pandey, 8th Ed. Financial Management. 2. Kalyani Publishers, New Delhi (2005), Shashi K. Gupta, Financial Management. 3. New Age Publication, 2010, C.R.Kothari, Business Research Methodology. Websites:  www.axisbank.com  www.wikipedia.com
  63. 63. 63 ANNEXURE QUESTIONNAIRE FOR THE RESEARCH Name: Age: Sex: Designation: 1: What are the sources for recruitment and selection? 2: Which method do you mostly prefer from the following for recruitment and selection? 3: When do you prefer to go for manpower planning? 4: What are the sources for external recruitment are preferred? encies
  64. 64. 64 5: What form of interview did you prefer? 6: How do you rate the HR practices of the company?

×