Punjab National Bank was founded in 1895 as a private banking company in Lahore, India. It is currently the second largest state-owned commercial bank in India with over 5000 branches. The bank's total business crossed Rs. 7 lac crores in 2013. The document discusses the bank's recruitment and selection procedures, including sources for recruitment, training programs, and manager satisfaction with the process. It identifies some areas for improvement such as making the process less lengthy and more impartial.

2.  Punjab National Bank was
registered on 19 May 1894
under the Indian Companies
Act , with its office
in Anarkali Bazaar, Lahore.
 It Was Founded IN 1895 as
a private banking company
by Lala Lajpat Rai and is
currently the second largest
state-owned commercial
bank in India ahead of Bank
of Baroda with about 5000
branches across 764 cities.
 The bank‘s total business
crosses over rs. 7 lac.
Crores in 2013…

3. Strengths : -
Right strategy for the right
products.
Great Brand Image.
High degree of customer
satisfaction.
Good place to work
Lower response time with
efficient and effective
service.
Better growth than other
companies
Weakness : –
Some gaps in range for
certain sectors.
Customer service staff need
training.
Processes and systems, etc
Management cover
insufficient.
Sectoral growth is
constrained by low
unemployment levels and
competition for staff

4. Opportunities : –
Could extend to overseas
broadly.
New specialist applications.
Could seek better customer
deals.
Fast-track career
development opportunities
on an industry-wide basis.
An applied research center
to create opportunities for
developing techniques to
provide added-value
services
Threats : -
Legislation could impact.
Great risk involved
Very high competition
prevailing in the industry.
Vulnerable to reactive
attack by major
competitors.
Lack of infrastructure in
rural areas could constrain
investment.
High volume/low cost
market is intensely
competitive.

5. PRMOTION TRANSFERES
INTERNAL
ADVERTISMENT
RETIRED
MANAGER
RECALL FROM
LONG LEAVE
I
N
T
E
R
N
A
L
S
O
U
R
C
E
S

6. MANAGEMENT
CONSULTANTS
PUBLIC
ADVERTISEMENTS
CAMPUS
RECRUITMENTS
RECOMMENDATIONS
DEPUTATION
PERSONNEL
E
X
T
E
R
N
A
L
S
O
U
R
C
E
S

7.  To know the prospect for recruitment and selection
procedures.
 To critically analyze the functioning of recruitment
and selection procedures.
 To identify the probable areas of improvement in
the existing procedures.
 To know the managerial satisfaction level about the
recruitment and selection procedure.

8. Types Of Reserch
 Descriptive research
 Exploratory research
Types Of Data Used
 Primary data
 Secondary data

9. 1.Does the procedure
adopted for recruitment
and selection of employees
enables to give right
person at the right job ?
70% said yes
10% said no
20% said yes to some extent
70%
10%
20%
20%
Right person at right job
1st Qtr
2nd Qtr
3rd Qtr

10. 80% said yes
20% said no
80%
20%
Provision for evaluation and
control
1st Qtr
2nd Qtr

11. 100% said yes
100% 0%0%
Facility for obserbing
trainees
1st Qtr
2nd Qtr

12. 1. The main source of the recruitment is through external sources i.e.
through advertisement.
2. The other source of recruitment is through references , natural
market and consultants.
3. Maximum prospects fulfils all the criteria prescribed by the IRDA.
4. Research shows that the Financial Advisors generally belong to the
age of 30-50 years
5. It is found that the company provides both types of training and
mainly prospects goes for the online training.
6. Every year company recruits as many as 50 Advisors in order to
increase the sales force of the company.

13. 1. Finding new prospects is like breathing, so Unit Manager should be in
regular touch with the market so that he will gets some good prospects.
2. Company should go for regular Market Survey for finding out the smart
worker who can stay under the Managers Sales Team, and will generate long
term business.
3. Branch Manager should take the feedback from the existing advisors so that
the can easily understand the advisors problem as well s he can recommend
new changes.
4. The company should concentrate on the rural part so that they can compete
with icici and other banks.

14. On the bases of this study…..
There is some scope for improvement with regard to following :
1. The managers are fully satisfied with the existing
recruitment and selection procedure.
2. The recruitment and selection procedure should not be
lengthy.
3. The recruitment and selection should be impartial.
4. To some extent a clear picture of required candidates
should be made in order to search for appropriate
candidates.