It has a separate hr and client servicing & operations group headed by Mr. K Ramkumarofficedat BKC
The employees of ICICI are bank in maximum stress because of the aggressive policies of the management to win ahead in the race. This may result in less productivity in future yearsSkills reinforced by live projectsE-tests
So how does ICICI Bank retain its employees? "ESOPs make great sense," says Ramkumar. His explanation: "Compared to salaries, the benefits in retention bonuses are higher. If an employee purchases a share for Rs 10, in five years it is sure to be worth more than Rs 25. So employees don't leave."Since 1999, ICICI Bank has given the ESOP incentive to over 700 of its 1,200 middle- and senior-level managers. "We extend the offer to all employees whom we see as a future leaders," Ramkumar adds.
GOLDEN WORDS BY Mr.KAMATH(ICICI) ABOUT ATTRITION & JOB HOPPING ON NDTV YESTERDAY-"IT'S LIKE A COIN-THE FLIPSIDE OF TALENT IS OPPURTUNITY".SO ALL GREAT HR EXECUTIVES TAKE SOME LEARNING FROM THE GREAT MAN & DO NOT TAKE JOB HOPPING AS BAD.
During the year, we launched two new internal training academies – The Rural & Inclusive BankingAcademy and The Privilege Banking Academy – to support and strengthen the execution of Bank’srural and retail banking strategies. The academies focused on equipping new employees with requisitefunctional knowledge (covering product features, processes and regulations) and essential customerservice and selling skills before placing them in their respective roles. To facilitate the rural strategy,we focused on hiring sales professionals familiar with the local language and market. Similarly, theprivilege banking strategy was supported through infusion of trained resources in key markets todeepen relationship with our customers.
The programme aims to create professionals such as Treasury dealers, Fund Managers, Analysts, Institutional Sales Professionals, and Investment Advisors in the securities markets.
ICICI-An HR perspective
The Industrial Credit and Investment Corporation of India Limited.• In 1995, it was incorporated as the initiative of World Bank.• Objective: Creating a development financial institution for providing medium term and long term projects financing to Indian Business.• In 1994, ICICI established Banking Corporation as a Banking Subsidiary which was later renamed as “ICICI Bank Limited”.
In the 1990s, ICICItransformed its business from In October 2001, the BoD of a development financial In 1999, ICICI become ICICI and ICICI Bank institution offering only the first Indian company approved the merger of project finance to a ICICI and two of its wholly- and the first bank or diversified financial services owned retail finance group offering a wide variety financial institution subsidiaries, ICICI Personal of products and from non-Japan Asia to Financial Services Limited services, both directly and be listed on the NYSE. and ICICI Capital Services through a number of Limited, with ICICI Bank. subsidiaries.
• The merger was approved :by shareholders of ICICI and ICICI Bank in January 2002.By the High Court of Gujarat at Ahmedabad in March 2002.By the High Court of Judicature at Mumbai and the Reserve Bank of India in April 2002.
• ICICI Bank is Indias second-largest bank• The Bank has a network of 2,888 branches and 10,021 ATMsin India, and has a presence in 19 countries, including India.• Equity Shares listed in BSE, NSE• Its American Depositary Receipts (ADRs) are listedinNYSE
Global presence UK Belgium RussiaCanada USA Germany China Hong Kong Bahrain Bangladesh Qatar Malaysia UAE Thailand Mumbai Singapore Sri Lanka Indonesia South AfricaSubsidiary Representative Office Overseas BranchLargest international balancesheet among Indian banks 7
Organisational StructureRetail BankingWholesale BankingProject Finance and Special Assets ManagementInternational BusinessCorporate Centre
VisionTobe the leading provider ofFinancial Services in India and a major Global Bank
MissionWewill leverage our people, technology, speed and financial capitalBethe banker of first choice for our customers by delivering high quality, world-class products and services Expandthe frontiers of our business globally Playa proactive role in the full realisation of Indias potential Maintaina healthy financial profile and diversify our earnings across businessman and geographies Maintainhigh standards of governance and ethics Contributepositively to the various countries and markets in which we operate Createvalue for our stakeholders
Awards •ICICI Bank won the Best Bank - India Award by The Banker. •ICICI Bank in the Private Sector Bank category won the Best Technology Bank Of The Year •Best Financial Inclusion Initiative and •Best Use Of Technology In Training and e-Learning by Indian Banks Association (IBA) Technology Awards.•The Bank also received the first runner up for Best Online Bank, •Best Customer Relationship Initiative and •Best Use Of Mobility Technology in Banking by IBA Technology Awards. •For the fifth year in a row, ICICI Bank was awarded the "Best Foreign Exchange Bank (India)" by Finance Asia Country Awards.
Top B.O.D,Chairman,CEO,CFO,MD ZonalMiddle Heads SGM’s BranchLower managers
HIERARCHY LEVELS BRANCH MANAGER APEX LEVEL , BANK MANAGER TECHANICAL EXPERT FUNCTIONAL LEVEL , DATA ANALYSTS OPERATIONAL CASHIER , DATA ENTRY LEVEL OPERATOR
1.Career Development Opportunities2.Supervisor Support3.Work environment4.Rewards5.Work-life Policies
1. Career Development Opportunities• More than 10 CEO and board level positions filled only by internal staff.• Horizontal Growth
2.SupervisorSupport• Internal platforms for the employees to engage with senior management.• This year, more than 400 such sessions were held.• Resolving concerns• Cordial industrial/Employee relation environment
3.Work Environment• Tech-Savy• Non-Hierarchial• Extension of Authority along with accountability
5.Work-Life Policies & Some Benefits• Employee Salary A/c Benefits.• Family Health Insurance• Flexibility to innovate• Exhibits rigidity in terms of well laid systems, processes and infrastructure -Staff Retirement Benefits:1. Gratuity2. Superannuation Fund3. Pension4. Provident Fund5. Leave Encashment
Attrition Rate at • High • Nearly 20% in all segments. • 59,033Employees September >57,033 Employees in December • ICICI BANK Ltd. typically pays its employees 9% below market. Similar employers pay their employees: 8%above market Similar companies include: State Bank of India, Andhra Bank, Essar Steel LtdGOLDEN WORDS BY Mr.KAMATH(ICICI) ABOUTATTRITION & JOB HOPPING ON NDTVYESTERDAY-"ITS LIKE A COIN-THE FLIPSIDE OFTALENT IS OPPURTUNITY"
2 new internal Academies:1. The Rural & Inclusive Banking Academy2. The Privilege Banking Academy------------------------------------------------------------------------------------------------------- Skill through Drill• An innovative video based program to equip the branch staff with requisite service skills to deliver the better service to our customers.• All employees in customer service and sales roles were assessed and certified on threshold functional knowledge.
•Create an efficient applicant pool to fill vacancies.•ICICI (the No. 1 private life insurer in the country) –Service basedorganization- employees are the biggest ASSETS.•At ICICI recruitment: high during May-June & October-November•Attrition Rate high among sales managers, unit managers mostlyin sales profile.
• 1st: Realize the job vacancies and understand the job profiles for the same.• 2nd: Come up with the job design and specification for the job portals• EVERY POSITION AT ICICI HAS A VERY SPECIFIC JOB DESIGN• E.g.For audit, they seek technical knowledge and analytical skills + an ability to sift through humongous data and bring a context to it.
Recruitment Head (ICICI Bank)Date of Posting:26-Mar-2012• Company Name: ICICI Bank Ltd• Industry: Commercial Banking• Job Description: Position Title : Recruitment Head Grade : Chief Manager Business Group : Human Resource Management Group• Key Responsibilities: Define Resourcing Strategy and deliver key priorities for the business e.g. Quality of Hiring, Employer Branding, Sourcing Strategy. Translating the headcount plan into clear job requirements and definition• Function: Human Resources• Location: Kolkata• Level: Senior level Position• Reference: Cool Avenues/260312-Recruitment Head• Contact Information: Ms Korn
INTERNAL RECRUITMENT:ICICI - referral forum in company’s web-page - ‘ATLAS’ Managerial roles - trace out the performances of the existing employees and conduct a review of selection process.
‘EXTERNAL RECRUITMENT• ICICI -souring from Manpower suppliers, conducting interviews at university campuses. • ICICI Prudential often conducts walk-in interview-a time and cost saving method. • It had also tied-up with few online portals where they can post the job requirements at a regular basis. • Apart from these ICICI prudential also pull out candidates from various sources like Media & communication, advertisements etc.
STRENGTHS WEAKNESS• Rigorous Pre-Hiring assessmenttests to •Pre assessment tests are costly.understand aptitude and personality of • Lengthy pre-offer formalities.candidates. • Huge employee turnover.•Proper reference checks to ensure thatonly bonafide candidates are appointed. OPPORTUNITIES THREATS • Campus recruitments have huge •Increasing number of private players in potential for fulfilling manpower insurance sector creates ample requirements cost effectively choices, easy mobility for employees. • Develop exclusive contract with • Same channel partners are handling all channel partners to meet the insurance companies leading to same manpower requirements. pool of candidates being circulated to all partners.
• Employees are an asset• Source of Competitive Advantage
Combination of:•Aptitude Test•Case Study based GD•Psychometric assessment•Personal Interview
For Freshers from B- Schools• Psychometric Test• 3 rounds of personal Interviews1. General2. Team head (DGM)3. HR Head Hired as Managers
A Professional(with 3yrs or more experience)Two Rounds of Personal Interview1. Immediate boss or team head2. HR head
Probationary Officers (junior level)1. Online Aptitude Test2. Online Psychometric AssessmentOnce the above two are cleared:• Group Discussion (Case Study Based)• Personal Interview
Probationary officers undergo a one year intensive residential classroom training at ICICI Manipal Academy and internship. On successful completion, they get absorbed as Manager or Assistant Managers(999 students in 2012)
For B-School Hires:• First 3 weeks: induction, business etiquette• Allowed to work for 3-4 months• Intensive 9 to 9 technical training for one week• Yearly one week training programs (common for all employees)
ICICI Business Leadership Programme • ICICI Bank has partnered with National Institute of Securities Markets (NISM) to launch Post Graduate Certificate in Securities Markets (PGCSM)On successful completion of the course participants get absorbed at ICICI Bank (or any other group company) as a Manager.
Participants will be shortlisted on merit and will be invited for the selection process.• Entrance Test• Group DiscussionApplicants who clear the above two stages:• Psychometric Profiling / Personal Interview
• Behaviour Training Programme To Middle, Senior Professionals• Involve To Evolve• Mastering Effective Communication• Training sessions at IIGJ• NIIT with ICICI Bank enters financial services training
What is performance appraisal?• It is a systematic evaluation of the performance of employees to understand the abilities of a person for further growth and development.• Manages and aligns organizations resources• It measures the pay of employees• Analyses factors• Guides employees
COMPONENTS• Performance Planning (includes employee goal setting / objective setting)• Ongoing Performance Communication• Data Gathering, Observation and Documentation• “Performance Appraisal” Meetings• Performance Diagnosis and Coaching
The “Performance Appraisal” system in ICICI bank emphasizes individual objectives, Bank objectives and also mutual objectives.• INDIVIDUAL OBJECTIVE VIEWPOINTa) What task the individual is expected to do?b) How well the individual has done the task?c) How can his performance be further improved?d) His reward for doing well.
• BANK OBJECTIVE VIEWPOINTa) Manpower informationb) improve efficiency and effectivenessc) serve as a mechanism of control and provide a rational compensation structure.• MUTUAL OBJECTIVE VIEWPOINTa) The emphasis is on growth and development, harmony, effectiveness and profitability of the bank
PA MODEL 1RANK AND YANK STRATEGY• Best-to-worst ranking methods are used to identify poor performers.• The identified poor performers are then given a time period to show an improvement in their performance.• If the employee fails, he is asked to leave the organization and a severance package is offered to him.• If the employee refuses to leave, his service is terminated without any compensation.• Advantage : it continually motivates employees to better their performance since nobody would like to be included in the poor performance band.• Disadvantage : employees become too competitive and team spirit is not nurtured.
PA MODEL 2MANAGEMENT BY OBJECTIVE (MBO)• In this method the subordinate in consultation with the supervisor chalks out short term objectives followed by specific actions.• The goals are action oriented, specific, measurable, achievable, review able and time bound, aligned with the goal of the organization.• The activities are jointly reviewed by both the subordinate and his supervisor.• Depending on the performance of the subordinate, the goals are modified or redesigned for the next period of time.
Advantages of MBO :• Self evaluation• Promotes communication and information sharing• Motivates employees• Facilitates guidance
MODEL 31. Performance Appraisal Form :A self assessment form employees and managers have to fill.2. 360 degree feedback process :Input is taken from peers.3. Performance Appraisal Interview :Managers and employees take part in a formal interview.