The document provides a summary of the recruitment and selection process at ICICI Bank. It begins with an introduction and objectives of the study. It then discusses the scope of the study and research methodology used. The document reviews relevant literature on topics like the recruitment process, factors affecting recruitment, and the importance of recruitment. It also discusses issues to consider in recruitment and selection like diversity and inclusion. Finally, it provides an overview of the typical steps involved in the recruitment process such as job analysis, drafting job descriptions, and deciding the hiring needs.

1. SUMMER TRAINING PROJECT REPORT
ON
SELECTION AND RECRUITMENT
Submitted in partial fulfillment of the requirement of the award of
degree in Bachelor of Business Administration
(Session: 2009-2010)
Co-Guidance of:- Submitted by:-
Mrs. Shilpa Goel Arun Kumar
H.O.D(Mgt.Dept.) Roll No.

2. ACKNOWLEDGEMENT
Any accomplishment requires the effort of many people and this work is no different. It
has been my proud privilege to be attached to ICICI BANK LTD.., a highly
professional¶s bank with modern outlook.
With due respect I express my indebt ness to the management of ICICI BANK LTD. for
accommodating me as a summer trainee.
I would like to express my gratitude with deep sense of reverence to Mr. K krishnaswamy
Ramkumar (head, PERSONNEL and HR deptt.). It would have been difficult to go
through this project without their help. He not only helped me in collecting data but also
supported me with their valuable knowledge and experience in the successful completion
of this project.
I would also thankful to almighty god for his grace and mercy to successfully complete
this project.
ARUN KUMAR

3. PREFACE
In our two years degree program of B.B.A. of there¶s provision for doing summer
training, after II semester. The essential purpose of this project is to given an exposure
and detailed outlook to the student of the practical concept, which they already studied
research. For this purpose, I was assigned the project for the ³RECRUITMENT AND
SELECTION´ in Icici Bank Ltd. It is a matter of great privilege to get training from
ICICI, one of the largest organizations of its kind.
The project lasted for a period of eight weeks; it was informative, interesting and
inspiring.
I hope this report will provide an experiment outlook to the dynamic Functioning in the
HR Department in bank.

4. TABLE OF CONTENT
Contents pageno.
LIST OF TABLES (i)
LIST OF FIGURES (ii)
CHAPTER 1: INTRODUCTION
OBEJECTIVE OF STUDY
SCOPE OF THE STUDY
SOURCES OF DATA COLLECTION
RESEARCH METHODOLOGY
RESEARCH DESIGN
CHAPTER 2: REVIEW OF LITERATURE
CHAPTER 3: COMPANY PROFILE
CHAPTER 4: DATA ANALYSIS INTERPRETATION
DATA ANALYSIS WITH QUESTIONNAIRES
INTERPRETATION
CHAPTER5: CONCLUSION RECOMMENDATIONS
y LIMITATIONOF THE STUDY
y CONCLUSION
y RECOMMENDATIONS
y BIBLIOGRAPHY

5. CHAPTER 1: -
INTRODUCTION
OBEJECTIVE OF STUDY
SCOPE OF THE STUDY
RESEARCH METHODOLOGY
SOURCES OF DATA COLLECTION
RESEARCH DESIGN

6. OBJECTTIVE: -
The objective of my study is to understand and critically analyze the recruitment and
selection procedure at Icici bank ltd.
1. To know the prospect or recruitment and selection procedure.
2. To critically analyze the functioning of recruitment and selection procedures.
3. To identify the probable area of improvement to make recruitment and selection
procedures and more effective.
4. To know the managerial satisfaction level about recruitment and selection
procedure.

7. SCOPE OF STUDY
THE benefits of the study for the researcher is that it helped to gain knowledge and experience
and also provided the provided the opportunity to study and understand the prevalent
recruitment and selection procedures.
The key points of my research study are:-
1. To study the facts about the icici bank ltd As a group.
2. To understand and analyze various H.R. factors including recruitment and
selection procedure at icici bank ltd.
3. To suggest any measures / recommendations for the improvement of the
recruitment procedures.

8. RESEARCH METHODOLOGY

9. The Research
Research is a ³careful investigation or inquiry specially through search for new
facts in any branch of knowledge.´
The project is a systematic presentation consisting of the enunciated problem,
formulated hypothesis, collected facts or data, analyzed facts and proposed conclusions in
form of recommendations.
Kind of Research
The research done by
Exploratory research:
This kind of research has the primary objective of development of insights into the
problem. It studies the main area where the problem lies and also tries to evaluate some
appropriate courses of action.
Sample Design
A complete interaction and enumeration of all the employees of icici bank Ltd. was not
possible so a sample was chosen that consisted of 30 employees.

10. Data Collection
The data for the survey will be conducted from both Primaries as well as Secondary
sources.

11. Primary Data: -
Using personal interview technique the survey the data will collect by using
questionnaire. The primary data collection for his purpose is supposed to be done by
judgment sampling conversation sampling. Questionnaire has been formatted with both
open and close structure questions.
Secondary Data: -
By going through various records.
By going through the magazine of the bank.
RESEARCH DESIGN
Research Design:-

12. A research design is the specification of methods and procedure for acquiring the
information needed to structure or to solve problems. It is the overall operation pattern or
framework of the project that stipulates what information is to be collected from which
source, and be what procedures.
³A research design is the arrangement of condition for collection and
analysis of data in a manner that aims to combine Relevance to the
research purpose with economy in procedure´.
Design decision happens.
1. What is study about?
2. What is study being made?
3. Where will the study be carried out?
4. What type of data is required?
5. Where can the required data be found?
6. What will be the sample design?
7. Technique of data collection.
8. How will data be analyzed?
9. How can the customer can be persuaded for opening current with ICICI?
10. How to increase the market share of ICICI?
11. Who is the competitor of ICICI?

13. CHAPTER 2:
REVIEW OF LITERATURE

14. REVIEW OF RECRUITMENT AND SELECTION
Most employers recognise the fact that their staff are their greatest asset, and the right

15. recruitment and induction processes are vital in ensuring that the new employee
becomes
effective in the shortest time. The success of an organisation depends on having the right
number of staff, with the right skills and abilities. Organisations may have a dedicated
personnel/human resource function overseeing this process, or they may devolve these
responsibilities to line managers and supervisors. Many people may be involved, and all
should be aware of the principles of good practice. Even it is essential to involve others in
the task of recruitment and induction.
MANPOWER PLANNING-
Manpower planning means different things to different organizations. To some
company¶s manpower planning means management development to others. It means
estimating manpower needs, while some other may define manpower planning as
organization planning. Although the term, ³manpower planning´ can be defined, µas the
process by which an organization ensures that it has the right number of people and the
right kind of people at the right places, at the time doing things for which they are
economically most useful.¶
Manpower Planning Involves: -
Manpower planning is a continuous process. In operational terms it involves the analysis
of the current and future manpower resources terms and requirement to ensure that such
needs and resources are always kept in proper balance, both in terms of quantity.
Need for Manpower Planning:-
All said and done, it cannot be define that the quality of manpower can be responsible for
significant difference in the short and long run performance among companies. As Ralph
Besse once said, ³There is nothing we can do about performance of past management or
the qualification of today¶s management but tomorrow¶s management can be as good as
today¶s manager care to make it.´

16. Herber H Mayer has emphasized the importance of human assets and their
utilization as under:
³The efficient utilization of human resources may very well be the most important
determiner of success in the business world in the coming decade. I think that the
companies that prosper in the future will be those that do the best job in fully utilizing
their human resources.´
All organizations are basically human organizations. They need people to carry out the
organizational mission, goals and objectives. Every organization needs to recruit people
.The recruitment policy should, therefore, address itself to the key question; what are the
personnel/human resource requirement of the organization in terms of number, skills,
levels etc to meet present and future needs of production and technical and other changes
planned or anticipated in the next years.
MEANING
Higher education is a human resource intensive enterprise. It is not surprising, then, that
recruitment and selection of staff should be a very high priority in most if not all units
and divisions of student affairs. Recruitment and selection should include procedures
directed to analyze the need and purpose of a position, the culture of the institution, and
ultimately to select and hire the person that best fits the position. Recruitment and
selection policy should, then, be directed toward the following objectives:
y Hire the right person.
y Conduct a wide and extensive search of the potential position candidates.
y Recruit staff members who are compatible with the college or university
y environment and culture.
y Hire individuals by using a model that focuses on student learning and education
of the whole person.
y Place individuals in positions with responsibilities that will enhance their personal
development.

17. Issues in Recruitment and Selection
y Do not discard applicants who ³stopped out´ to provide care for a
child,or for maternity leave.
y Consider the dynamics of the interview ± is the candidate being
interviewed in an environment that is representative of the office
environment.
y Understand questions that cannot be asked regarding family,
children, pregnancy, etc.
y Provide medical insurance that covers the full range of medical
needs of women employees, including reproductive health care.
y Provide paid sick-leave policies for employees¶ illness and illness
of spouses, lifetime partners, dependent children, and elderly
parents.
y Provide life insurance, disability and pension programs that are
nondiscriminatory on the basis of gender .
y Have clear and vigorously enforced sex, race and sexual
orientation discrimination and sexual harassment policies and
include a statement about these policies in the advertisement of the
position.
Before attempting to diversify a staff and make it more gender equitable, you
must tackle issues such as, ³gender stereotyping; discrimination in hiring, pay,
and promotions; family issues; and sexual orientation discrimination.
There are five areas critical to this process:
1. Open communication.
2. A commitment to creating an inclusive
Environment.
3. Clear preconceived expectations based on gender

18. 4. A neutral supervisor who can observe different
styles and facilitate communication when a
conflict arises.
5. Training ± sexual harassment as well as gender
issues training (It is thought that 75-80% of
sexual harassment complaints could be prevented
by understanding gender differences´
Recruitment
- Recruiters need to keep abreast of changes in the labour market to ensure that their
recruitment efforts are not wasted or directed at too small a pool of labour. Skill shortages
may occur unexpectedly and recruitment and training processes need to be kept flexible. It is
a good idea for any organisation to plan its labour force requirements, matching available
supply against forecast demand. A skills audit of existing staff will increase knowledge of the
skills the organisation has available and those which are lacking, and thus help pinpoint areas
for future development.
A human resource plan need not be highly complicated. A straightforward plan will help
organisations to:
y assess future recruitment needs
y formulate training programmes
y develop promotion and career development policies
y anticipate and, where possible, avoid redundancies
y develop a flexible workforce to meet changing requirements
y control staff costs whilst ensuring salaries remain competitive
y assess future requirements for capital equipment, technology and premises.
Management is responsible for producing the human resource plan, senior management for

19. supporting it. Implementation is likely to be most effective if it carries the support of
the
workforce, normally achieved through consultation with trade union or other employee
representatives.
Producing a human resource plan involves:
y forecasting staffing requirements against business objectives
y assessing the available supply of people to meet those requirements
y matching available supply against forecast demand
Factors Affecting Recruitment: -
In recruiting new employees management must consider the nature of labor market, what
sort of potential labor are available and how do look for works.
The factor affecting can be summed up under the following heads:
Labor Market Boundaries:- The knowledge of the boundaries help management
in estimating the available supply of qualified personnel form, which it might
recruit. A labor market consists of a geographical area in which the forces of
demand and supply interact and thus affect the price of labor.
Available Skills:- Companies must locate the areas where they can find
employees who fit the jobs according to their skills.
Economic Condition:± Economic conditions also affect recruitment.
Unemployment worker may swamp a new plan located in a depressed labor

20. market whereas a firm trying to establish it or to expand in an area where a few
qualified workers are out of wok has quite a different recruitment problem.
Attractiveness of the Company: ±The attractiveness of the company in terms of
higher wages, clean work, better fringe benefits and rapid promotions serves as
influencing factor in recruitment.
Importance of Recruitment

21. Recruiting people who are wrong for the organisation can lead to increased labour
turnover, increased costs for the organisation, and lowering of morale in the existing
workforce. Such people are likely to be discontented, unlikely to give of their best, and
end up leaving voluntarily or involuntarily when their unsuitability becomes evident.
They will not offer the flexibility and commitment that many organisations seek.
Managers and supervisors will have to spend extra time on further recruitment exercises,
when what is needed in the first place is a systematic process to assess the role to be
filled, and the type of skills and Most recruitment systems will be simple, with stages that
can be followed as a routine whenever there is a vacancy to be filled, and which can be
monitored and adapted in the light of experience.
This booklet describes the main features of such systems, and other related issues.
Systems should be:
y efficient - cost effective in methods and sources
y effective - producing enough suitable candidates without excess and ensuring the
y identification of the best fitted for the job and the organisation
y fair - ensuring that right through the process decisions are made on merit alone.
PROCESS OF RECRUITMENT

22. Recruitment Process
A vacancy presents an opportunity to consider restructuring, or to reassess the
requirements of the job. This assessment is valid whether it is to fill an existing job or
a
new one. Ask questions such as:

23. y has the function changed?
y have work patterns, new technology or new products altered the job?
y are there any changes anticipated which will require different, more flexible skills
from the jobholder?
Answers to these questions should help to clarify the actual requirements of the job
and how it fits into the rest of the organisation or department. Exit interviews, or
consultation with the current job-holder and colleagues may well produce good ideas
about useful changes.
Recruitment begins by specifying the human resource recruitment, initiating activities
and action to identify the possible sources form where they can be met,
communicating the information about the jobs, terms and conditions and prospects
they offer, and enthuse the people who meet the recruitment to respond to the
invitation by applying for jobs. Thereafter the selection process begins. The process is
as follows:
Decide on how many people you really need:-
If everything is being done to improve performance and still there is a gap between
what the current performance is and the goals set, then the best way is to recruit more
people.
Analyzing the job:-
Analyzing the job is the process of assembling and studying information relating to
all aspects of a particular post. Analysis is done to find possible details about:
Purpose: Identify the aims and objectives of job and what the employee is
expected to achieve within department and company.

24. Position: The job title, its position in the hierarchy and for whom it is
responsible ought to be recorded. A sample organization chart may be useful for
this purpose.
Main Duties: A list of key tasks may be written out; standards that need to be
reached and maintained must also be maintained. Methods of recording, assessing
and recording the key tasks must be determined.
The work Environment: Study the physical and social environment in which the
work is out because the work environment influences the quantity and quality of
work.
Drafting a job description:-
After job analysis is done, job description is made. Job description describes the job.
The job description decides upon the exact knowledge, skill and experience needed to
do the job.
Job description must be drafted around these heading:
Job title
Responsible to
Responsible for
Purpose of job
Duties
Responsibility
Signature and date
Evaluation future needs

25. For Evaluation future needs manpower is drafting. A manpower plan evolves
studying the make-up of present work force, assessing forthcoming changes and
calculating future workforce, which is required. Manpower planning helps in devising
long-term recruitment plans.
Finding sources of recruitment:
The human resource requirement can be met from internal or external source:
Internal Sources
These refer to persons already employed in the organization. Promoting persons from
lower levels may fill up vacancies at higher levels. Shortage of manpower in one
branch factory may be met by transferring surplus staff from another branch
factory. Promotion means shifting of an employee to higher post caring greater salary,
status and responsibility. On the other hand transfer refer to the shifting an employee
with salary, status and responsibility. Some time ex-employee of the organization
may be re-employed.
Advantages of Internal Sources:
1. Filling vacancies for higher job by promoting employees from with in the
organization helps to motivate and improved the morale of the employees. This
induces loyalty among them.
2. Internal requirement has to minimize labor turnover and absenteeism. People wait
for promotion and the work force is more satisfied.

26. 3. Candidates working in organization do not require induction training. They
are already familiar with organization and with the people working in it.
Disadvantages of Internal Sources:
1. There may be inbreeding, as fresh talent from outside is not obtained. Internal
candidates may not be given a new outlook and fresh ideas to business.
2. Unsuitable candidates may not be promoted to positions of higher responsibility
because the choice is limited.
3. The employees may become lethargic if they are sure of time bound promotion.
There may be infighting among those who aspires for promotion with in the
organization.
4. Internal recruitment cannot be complete method in itself. The enterprise has to
resort to external recruitment at some stage because all vacancies cannot be filled
from with in organization.
External Sources
It refers to recruitment of employees from outside the organization. External sources
provide wide choice of the required number of the employees having the desired
qualification. It also provides the people with new ideas and specialized skills
required to cope with new challenge and to ensure growth of the organization.

27. Internal competitors have to compete with the outsiders. However, existing
employees resent the policy of filling higher-level vacancies from outsiders.
Moreover it is time consuming and expensive to recruit peoples from outside.
Recruitment from the outside may create frustration among the existing employees
that aspires for promotions. There is no guarantee that the organizations will attract
sufficient number of suitable candidates.
Advantages of External Sources:
1. The entry of fresh talent in to the organization is encouraged. New employees
bring new ideas to the organization.
2. External sources provide wider sources of personnel to choose from.
3. Requisite type of personnel having the required qualifications, training and skill
are available from the external sources.
Disadvantages of External Sources:
1. The enterprise can make the best selection since selection is made from among a
large number of applicants.
2. There is a greater decoration in employer- employee relationship, resulting in
industrial strikes, unrest, and lockouts.
3. The personnel¶s selected from outside may suffer from the danger of adjustment
to the new work environment.

28. Monitoring effectiveness of recruitment
As with any work activity it is recommended that the recruitment and induction
process be reviewed for its effectiveness. If any stage of the recruitment process
failed to produce the expected result, eg if the advertising method has produced too
many candidates, you may want to examine what happened and why in order to make
it more efficient in the future. Future recruitment exercises may require modifications
to the methods used - a successful recruitment for one job does not automatically
mean the same method will be as successful again. This is particularly true if the
labour market changes, with, for instance, fewer school leavers but more mature
workers being available.Recruitment and induction may be a continuous process in
your organisation, necessitating more or less constant monitoring.Monitoring
regularly will also ensure equal opportunity policies are being actively pursued, and
that internal candidates are receiving the same consideration as external candidates.
Application forms
Application forms can help the recruitment process by providing necessary and relevant
information about the applicant and their skills . The design of the form needs to be
realistic and straightforward, appropriate to the level of the job. Using application
forms has the following advantages:
comparing like with like is easier. CVs can be time-consuming and may not
provide the information required

29. they provide the basis for an initial sift(filter), and then for the interview
the standard of completion can be a guide to the candidate's suitability, if
writing and presentation skills are essential to the job; however, be aware of
the possibility of disability discrimination
they provide a record of qualifications, abilities and experience as stated by
the applicant.
Care also needs to be taken over some less positive aspects of application forms:
y there is a temptation to use application forms to try to extract too much
information, eg motives, values and personality characteristics. The form should
concentrate on the experience, knowledge and competencies needed for the job
y some people may dislike filling in forms and so be put off applying for the job.
Some very experienced people may find the form inadequate, whilst those with
little in the way of qualifications or experience may be intimidated by large empty
spaces on the form.
y application forms add another stage, and therefore more time, to the recruitment
process. Some candidates may be lost if they can obtain work elsewhere more
quickly
y Application forms may inadvertently be discriminatory. For instance, to
require a form to be filled out 'in your own handwriting', where written English is
not relevant to the job, may discriminate against those for whom English is not their
first language, or who may not have well-developed literacy skills.
Any information such as title (marital status), ethnic origin or date of birth requested
for monitoring purposes (eg for compliance with the legal requirements and codes of
practice on race, sex, disability and age discrimination) should be clearly shown to be
for this purpose only, and should be on a separate sheet or tear-off section. Such
information need only be provided on a voluntary basis. Medical information should

30. also be obtained separately and kept separate from the application form.
METHODS OF RECRUITMENT
All methods of recruitment can be put into three categories:
a) Direct method
b) Indirect method
c) Third-party method
a) Direct Method:
These include the campus interview and keeping a live register of job seekers. Usually
under this method, information about jobs and profile of persons available for jobs is

31. exchanged and preliminary screening is done. The short listed candidates are then
subjected to the remainder of the selection process. Some organization maintains live
registers or record of applicants and refers to them as and when the need arises.
b) Indirect Method:
They cover advertising in newspapers, on the radio, in trade and professional
journals, technical journals and brochures.
When qualified and experienced persons are not available through other sources,
advertising in newspapers and professional and technical journals in made. Whereas
all types of advertisements can be made in newspapers and magazines, only particular
types of posts should be advertised in the professional and technical journals.
A well thought-out and planned advertisement for appointments reduces the
possibility of unqualified people applying. If the advertisement is clear and to the
point, candidates can assess their abilities and suitability for the position and only
those who possess the requisite qualifications will apply
c) Third Party Method:
Various agencies are used for recruitment under these methods. These include commercial
and private employment agencies, state agencies, and placement offices of schools,
colleges and professional associations, recruiting firms, management consulting firms,
indoctrination seminars for college professors, friends and relatives.
Employment Agencies:
They are specializing in specific occupation like general office help, salesman,
technical workers, accountants, computer staff, engineers and executives and suitable

32. persons available for a job. Because of their specialization, they can interpret the
needs of their clients and seek out particular types of persons.
State or Public Employment Agencies:
They also knew as Employment or Labor Exchanges, are the main agencies for public
employment. They also provide a wide range of services, like counseling, assistance
in getting jobs, information about the labor market, labor and wage rates, etc.
Executive Research Agencies:
They maintain a complete information records about employed executives and
recommend persons of high caliber for managerial, marketing and production
engineers¶ posts. These agencies are looked upon as µhead hunters¶, µraiders¶, and
µpirates¶.
Trade Unions:
The employers to supply whatever additional employees may be needed often call on
Trade Unions. Unions may be asked for recommendations largely as a matter of
courtesy and an evidence of goodwill and cooperation
Professional Societies:

33. They may provide leads and clues in providing promising candidates for
engineering, technical and management positions. Some of these maintain mail order
placement services.
SELECTION
Whatever form the applications take, there may be a need to sift them before moving on
to the interview stage. Such a sift serves to match the applicants as closely as possible
to the job and person specification and to produce a shortlist of people to interview.
To avoid any possibility of bias, such sifting should be undertaken by two or more
people, and it should involve the direct line manager/supervisor as well as personnel. The
sifting stage can also help the organisation by providing feedback on the advertising
process and the suitability of the application form. It can also identify people who might
be useful elsewhere in the organisation. If references or medicals are to be taken up
before the invitation to interview stage, it should be made clear on the application
form/information pack sent to the applicant.
If your organisation believes that pre-employment health screening is necessary, you
must make sure it is carried out in a non-discriminatory way: for instance, do not
single out disabled people for medical assessment. If a report from any individual's
doctor is sought, then permission must be given by the individual, and they have the
right to see the report (Access to Medical Reports Act 1988).
The candidates who best match the specifications may then be invited for interview.
The invitation letter should tell candidates that they should advise the organisation in
advance if any particular arrangements need to be made to accommodate them on
arrival or during the interview; for instance, ramp access or lighting levels. The
invitation letter should also clearly state whether the organisation will pay the
candidate's reasonable travel expenses for the interview.
A formal definition of selection is as following:
³It is the process of differentiating between applicants in order to identify (and hire)
those with a greater likelihood of success in a job.´

34. Selection process assumes and rightly so, that there are more number of
candidate actually selected candidates are made available through recruitment
process.
BARRIERS TO EFFECTIVE SELECTION
The main objectives of selection are to hire people having competence and
commitment. This objective is often defeated because of certain barriers. The
impediments, which check effectiveness of selection, are perception, fairness,
validity, reliability and pressure.
Fairness: Fairness is selection requires that no individual should be discriminated
against on the basis of religion, region, race or gender. But the low numbers of
women and other less-privileged sections of the society in middle and senior
management positions and open discrimination on the basis of age in job
advertisements and in the selection process would suggest that all the efforts to
minimize inequity have not been very effective.
Reliability: A reliable method is one that will produce consistent results when
repeated in similar situations. Like a validated test, a reliable test may fail to predict
job performance with precision.
Pressure: Pressure is brought on the selectors by politicians, bureaucrats, relatives,
friends and peers to select particular candidates. Candidates selected because of

35. compulsions are obviously not the rights ones. Appointments to public sector
undertakings generally take place under such pressures.
SELECTION PROCEDURE
The selection procedure is concerned with securing relevant information about an
applicant. This information is secured in a number of steps and stages. The objective of
selection process is to determine whether an applicant needs the qualification for a
specific job and to choose the applicant who is most likely to perform in that job.
The hiring procedures not a single acts but it is essentially a series of methods or steps or
stages by which additional information is secured about the applicant. At each stage, facts
may come to light, which lead to the rejection of the applicant. A procedure may be
considered to a series of successive hurdles or barriers, which an applicant must cross.
These are indented as screens and they are designed to eliminate an unqualified applicant
at any point in this process. That technique is known as the successive hurdle technique.
Not all selection process includes all these hurdles. The complexity of process usually
increases with the level and responsibility of the position to be fulfilled.
A well-organized selection procedure should be designed to select sustainable
candidates for various jobs. Each step in the selection process should help in getting more
and more information about the candidate. There is no idle selection procedure
appropriate for all cases.

36. Steps in the selection process:
Preliminary Screening
Application Blank
Employment Tests
Selection Interview
Medical or Physical Examination
Checking Reference
Final Approval
Preliminary Screening:
This is essentially to check whether the candidate fulfills the minimum qualification. The
preliminary interview is generally quite brief. Its aim is to eliminate the unsuitable
candidate. The job seekers are received at the reception counter of the company. The
receptionists or other official interviews the candidates to determine whether he is
worthwhile or the candidate to fill up the application blank. Candidates processing the
minimum qualification and having some chances of being selected are given the
prescribed application form known as application blank.
Application Blank:
The candidates are required to give full information about their age, qualification,
experience, family background, aptitude and interests act in the application blank. The
application blank provides a written record about the candidate. The application form
should be designed to obtain all relevant information about the candidates. All

37. applications received from the candidates are carefully scrutinized. After the
scrutiny more suitable candidates among the applicants are short-listed for written tests
and others are rejected.
Employment Tests:
Candidates are asked to appear for written or other tests. Tests have become popular
screening devices. These tests are based on the assumption that human traits and work
behaviors can be predicted by sampling, however tests are not fully reliable and they also
involve time and money. Test is more useful in identifying and eliminating unsuitable
candidates therefore should be used only as supplements rather than an independent
technique of selection. The main types of tests are:
Intelligence tests
Aptitude Test
Interest Test
Personality Test
Selection Interview:
It involves a face-to-face conversation between the employer and the candidate; the
selector asks a job related and general questions. The way in which a candidate responds
to the question is evaluated. The objectives of the interview are as following:
To find out the candidate¶s overall suitability for the job.
To cross-check the information obtained through application blank and tests, and
To give an accurate picture of the job and the company.

38. Interview is the most widely used step in employee selection. However, interview
suffers from several drawbacks:
Firstly, it is a time consuming and expensive device. Secondly, it can test only the
personality of the candidate and not his skill for the job. Thirdly, the interviewer may not
be an expert and may fill to extract all relevant information from the candidate. Fourthly,
the personal judgment or bias of the interviewer may make the result of the interviews
inaccurate.
Interview should be properly conducted in a proper physical environment. The interview
room should be free from noise and interruptions. The environment should be confident
and quite. People generally talk freely and frankly when there is privacy and comfort.
Therefore, candidates should be put at ease. The interviewer should pay full attention to
what the candidates have to say.
Medical or Physical Examination:
Candidates who are found suitable after interview are called for physical examination. A
Panel of doctors to insure that they are healthy and physically fit for the job does a
medical check-up of such candidates. A proper medical examination will also ensure that
the candidates selected do not suffer from any serious desirous which may create
problems in future.
Medical or Physical Examination:
Candidates who are found suitable after interview are called for physical examination. A
Panel of doctors to insure that they are healthy and physically fit for the job does a

39. medical check-up of such candidates. A proper medical examination will also ensure
that the candidates selected do not suffer from any serious desirous which may create
problems in future.
Checking Reference:
Generally, every candidate if required to state in the application form, the name and
address of at least two responsible persons who know him. The reference may not give
their Frank opinion unless promises made that in all information will be kept strictly
confidential. Moreover the information given by them may be biased in the form of
candidate.
Final Approval:
The candidates who are found suitable after the medical check-up and background
investigation are formally appointed by issuing appointment letter to them. They are
asked to join duty by the specified date. No selection procedure is foolproof and the best
way judge a person is by observing him working on the job. Candidate who gives
satisfactory during the probationary period are made permanent.
SUCCESSIVE HURDLES IN THE SELECTION PROCESS

41. CHAPTER 3:
COMPANY PROFILE

42. BANK PROFILE

43. OVERVIEW
ICICI Bank is India's second-largest bank with total assets of Rs. 3,997.95 billion (US$
100 billion) at March 31, 2008 and profit after tax of Rs. 41.58 billion for the year ended
March 31, 2008. ICICI Bank is second amongst all the companies listed on the Indian
stock exchanges in terms of free float market capitalisation*. The Bank has a network of
about 1,308 branches and 3,950 ATMs in India and presence in 18 countries. ICICI Bank
offers a wide range of banking products and financial services to corporate and retail
customers through a variety of delivery channels and through its specialised subsidiaries
and affiliates in the areas of investment banking, life and non-life insurance, venture
capital and asset management. The Bank currently has subsidiaries in the United
Kingdom, Russia and Canada, branches in Unites States, Singapore, Bahrain, Hong
Kong, Sri Lanka, Qatar and Dubai International Finance Centre and representative offices
in United Arab Emirates, China, South Africa, Bangladesh, Thailand, Malaysia and
Indonesia. Our UK subsidiary has established branches in Belgium and Germany.
ICICI Bank's equity shares are listed in India on Bombay Stock Exchange and the
National Stock Exchange of India Limited and its American Depositary Receipts
(ADRs) are listed on the New York Stock Exchange (NYSE).

44. HISTORY OF THE BANK
ICICI Bank was originally promoted in 1994 by ICICI Limited, an Indian financial
institution, and was its wholly-owned subsidiary. ICICI's shareholding in ICICI Bank was
reduced to 46% through a public offering of shares in India in fiscal 1998, an equity
offering in the form of ADRs listed on the NYSE in fiscal 2000, ICICI Bank's acquisition
of Bank of Madura Limited in an all-stock amalgamation in fiscal 2001, and secondary
market sales by ICICI to institutional investors in fiscal 2001 and fiscal 2002. ICICI
was formed in 1955 at the initiative of the World Bank, the Government of India and
representatives of Indian industry. The principal objective was to create a development
financial institution for providing medium-term and long-term project financing to Indian
businesses. In the 1990s, ICICI transformed its business from a development financial
institution offering only project finance to a diversified financial services group offering a
wide variety of products and services, both directly and through a number of subsidiaries
and affiliates like ICICI Bank. In 1999, ICICI become the first Indian company and the
first bank or financial institution from non-Japan Asia to be listed on the NYSE.
After consideration of various corporate structuring alternatives in the context of the
emerging competitive scenario in the Indian banking industry, and the move towards
universal banking, the managements of ICICI and ICICI Bank formed the view that the
merger of ICICI with ICICI Bank would be the optimal strategic alternative for both
entities, and would create the optimal legal structure for the ICICI group's universal
banking strategy. The merger would enhance value for ICICI shareholders through the
merged entity's access to low-cost deposits, greater opportunities for earning fee-based
income and the ability to participate in the payments system and provide transaction-
banking services. The merger would enhance value for ICICI Bank shareholders through
a large capital base and scale of operations, seamless access to ICICI's strong corporate
relationships built up over five decades, entry into new business segments, higher market
share in various business segments, particularly fee-based services, and access to the vast
talent pool of ICICI and its subsidiaries. In October 2001, the Boards of Directors of
ICICI and ICICI Bank approved the merger of ICICI and two of its wholly-owned retail
finance subsidiaries, ICICI Personal Financial Services Limited and ICICI Capital
Services Limited, with ICICI Bank. 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, and by the High Court of Judicature at Mumbai and the Reserve Bank of India in

45. April 2002. Consequent to the merger, the ICICI group's financing and banking
operations, both wholesale and retail, have been integrated in a single entity.
Basic Things:
y ICICI Group expects all its employees, officers and directors to act in accordance
with high professional and ethical standards. You must be, and be seen to be,
committed to integrity in all aspects of your activities and comply with all
applicable laws, regulations and internal polices.
y In accepting a position with ICICI Group or any of its subsidiaries, each of you
become accountable for compliance with the law, with the ICICI Group code of
conduct(µthe Code¶), and with policies of your respective business units.
y ҏThe standards of the Code are not necessarily prescribed by the regulators - they
aresomething, which a well respected institution must have in place and adhere to
on an ongoing basis. We therefore expect a high level of ethical conduct.
y ҏYou must conduct your duties according to the language and spirit of this Code
and seek to avoid even the appearance of improper behaviour. You should be
aware that even well intentioned actions that violate the law or this Code may
result in negative consequences for ICICI Group and for the individuals involved.
y While covering a wide range of business practices and procedures, these standards
cannot and do not cover every issue that may arise, or every situation where
ethical decisions must be made, but rather set forth key guiding principles that
represent ICICI Group¶s policy.

46. ICICI Group

47. SERVICES PROVIDED BY BANK
A B C D E
PERSONAL Deposits Loans Cards Investment/Ins Demat
BANKING urance service/Onl-ine
service
NRI Money Bank Investm-ent Property Insura-
BANKING transfer Accounts Solutions nce/Loan
BUSINESS Corporate net Cash Trade Online taxes SME services
BANKING banking Managemen services
t

48. Workplace Responsibilities
Fair Employment Practices and Diversity:
y ICICI Group is committed to adoption of fair employment practices. It ensures
diversity of workplace through efforts to recruit, develop and retain the most talented
people from a diverse candidate pool. It upholds the principle that advancement is
based on talent and performance and there is a commitment to equal opportunity.
y As a fair employment practice, we expect that you shall not (during the course of
your service or upon cessation of your service for a period of six months from the
date of cessation) directly or indirectly on your own accord or on behalf or in
conjunction with any other person, convey or solicit or attempt to induce any
employeeor business associate to leave their current employment with the ICICI
Group and jointhe service of the new employer or any competitor.
Fair Competition:
y ҏAlthough it is common to gather information about the general marketplace,
including competitors' products and services, the Company wants to compete fairly
Drug Free Workplace.
y ҏYou should ensure that your workplace is healthy and productive and free from drugs
Discrimination and Harassment and Intimidation.
y ICICI Group is committed to prohibition of harassment and intimidation of
employeesin the workplace. The ICICI Group discourages conduct that implies
granting or withholding favours or opportunities as a basis for decisions affecting an
individual, in return for that individual¶s compliance. Such harassment is the easier

49. form of harassment to identify because it takes the form of either a threat or a
promise, whether explicitor implied.
y ҏICICI Group has a Gender Neutral Policy that prohibits unwelcome advances,
requests for sexual favours, or other verbal or physical conduct where such conduct
has the purpose or effect of unreasonably interfering with an individual¶s work
performance or creating an intimidating, hostile or offensive working environment.
Safety in the Workplace.
y ICICI Group considers safety of employees as the primary concern. The ICICI Group
is committed to safety of employees and expects its businesses and employees to
comply fully with appropriate laws and internal regulations.
y ҏICICI Group encourages responsible behaviour of its employees and colleagues that
result in the best possible accident prevention measures. This applies both to the
technical planning of workplaces, equipment, and processes and to safety
management and personal behaviour in everyday workplace.

50. Awards Recognitions
ICICI Bank
2008
y ICICI Bank wins Finance Asia Country Awards for Achievement 2008 for
‡ Best Trade Finance Bank
‡ Best Foreign Exchange Bank
‡ Best Private Bank
ICICI Bank wins the 'Excellence in Remittance Business 2007' award by The
Asian Banker
Ms. Madhabi Puri Buch, ED, ICICI Bank wins FICCI's Young Women
Achievers Award
Mr. K. V. Kamath, MD CEO, ICICI Bank wins The Asian Banker Leadership
Achievement Award for the Asia Pacific and Gulf Region 2007
EuroWeek award for ³Most Improved Market Profile´
The award is designed to recognise the institution that has been most
successful in building its own niche in Asia's competitive syndicated loan
market
The Asset Triple A Transaction Banking Awards, 2008
‡ Best Trade Finance Bank in India
‡ Best Transaction Bank in India
‡ Best Cash Management Bank in India
‡ Best Domestic Custodian in India
Global Finance Award for:
‡ Best Trade Finance Bank and Provider in India
ICICI Bank wins the Gold Shield for Excellence in Financial Reporting by
Institute of Chartered Accountant of India (ICAI) for the Year ended March 31,
2007
Mr. K. V. Kamath, MD CEO, ICICI Bank awarded the Padma Bhushan

51. BOARD OF DIRECTORS
Mr. N. Vaghul, Chairman
Mr. Sridar Iyengar
Mr. Lakshmi N. Mittal
Mr. Narendra Murkumbi
Mr. Anupam Puri
Mr. Arun Ramanathan
Mr. M.K. Sharma
Mr. P.M. Sinha
Prof. Marti G. Subrahmanyam
Mr. T.S. Vijayan
Mr. V. Prem Watsa
Mr. K.V. Kamath, Managing Director CEO
Ms. Chanda Kochhar, Joint Managing Director Chief
Financial Officer
Mr. V. Vaidyanathan, Executive Director
Ms. Madhabi Puri-Buch, Executive Director
Mr. Sonjoy Chatterjee, Executive Director

52. CHAPTER 4 :-
DATA ANALYSIS AND INTERPRITATION

53. DATA INTERPRETATION
A questionnaire was prepared for the purpose of getting feedback from the employees and
manager regarding ³Recruitment Selection Procedure´ of their company. 30 employees are
selected from different department and were distributed the questionnaire from the purpose of
the study.

54. Analysis of the data
The analysis of the data is done as per the survey finding. The data is represented
graphically in percentage.
The percentage of the people opinion were analyzed and expressed
in the form of charts and have been placed in the next few pages.
Manpower Planning
1. Specify the time period(s) for which the estimates are made?
S.NO. OPINION NO. OF PERCENTAGE
RESPONDENT
1. 0-2years 9 30%

55. 2. 2-3years 6 20%
3. 3-4years 9 30%
4. 4above years 6 20%
Time Period for Estimate
20% 0-2years
30%
2-3years
3-4years
30% 4above years
20%
20% people said that the company specifies 0-2 year for making estimation of
forecasting.
30% people said that the company specifies 2-3 years for making estimation.
30% people said that the company specifies 3-4 years for making the estimation of
forecasting.
20% people said that the company specifies 4 above time period for making
forecasting.
2. Does your organization plan the recruitment policy?

56. S.NO. OPINION NO. OF PERCENTAGE
RESPONDENT
1. Yes 30 100%
2. No 0 0%
Writt ri t t P li y
0%
Yes
No
100%
100% people said that the plan the requirement policy
3. What do you suggest should be the basis of forecasting?
S.NO. OPINION NO. OF PERCENTAGE
RESPONDENT

57. 1. Total cost of the 6 20%
project
2. Past experience 12 40%
3. Different phases 9 30%
of the project
4. All of the above 3 10%
Basic Forcasting
Total cost of the
project
10% 20%
Past experience
30% Different phases of
the project
40%
All of the above
20% people said that their company forecast on the bases of Total cost of the project.
40% people said that the company forecast on the bases of past experiences.
30% people said that the company forecast on the bases of the Different phases of the
project.
10% people said that the company forecast on the bases on of the above
4. Do you think the present recruitment policy is helpful in achieving the goals of the
company?

58. S.NO. OPINION NO. OF PERCENTAGE
RESPONDENT
1. Yes 15 50%
2. No 6 20%
3. To some extent 9 30%
Recr it ent P licy
30%
Yes
No
50%
To some extent
20%
50% people said that the company¶s recruitment policy is helpful in achieving the goals.
20% people said that the company¶s recruitment policy is not helpful in achieving the
goals.
30% people said that the company¶s recruitment policy is helpful to some extent in
achieving the goals.

59. 5. Through which source your organizations recruit the employees?
S.NO. OPINION NO. OF PERCENTAGE
RESPONDENT
1. Internally 6 20%
2. Externally 18 60%
3. Both 6 20%
Sources of Recruitment
20% 20%
Internally
Externally
Both
60%
20% people said that the company recruits the employee from the internal sources.
60% people said that the company recruits the employee from the external sources.
20% people said that the company recruits the employee from the both sources.

60. 6. Which of the following external sources you choose for the recruitment of the
employees?
S.NO. OPINION NO. OF PER
RESPONDENT
1. Employee Exchange 6 20%
Consultant
2. Private Employee Agencies 6 20%
3. Advertisement 3 10%
4. Internet 12 40%
5. Any other 3 10%
E xternal rces
E m p lo ye e E xcha ng e
C o nsulta nt
¡
ri a te E m p lo ye e
10% 20%
A g e ncie s
A d ve rtise m e nt
40% 20% Inte rne t
10%
A ny o the r
20% people said that the company uses the employee exchange consultants.
20% people said that the company uses private employment agencies.
10% people said that the company uses the advertisement method.
40% people said that the company uses the Internet method.
10% people said that the company uses the any other way.

61. 7. Does your organization recruit employees through latest method of recruitment
through Internet?
S.NO. OPINION NO. OF PERCENTAGE
RESPONDENT
1. Yes 30 100%
2. No 0 0%
Latest Reqruitment Policy
0%
Yes
No
100%
100% people said that the company uses the latest method of recruitment.
8. Is company use own web site for recruitment.?

62. S.NO. OPINION NO. OF PERCENTAGE
RESPONDENT
1. Yes 27 90%
2. No 3 10%
Use Own Web Site
10%
Yes
No
90%
90% people said that the company uses his own web site for recruitment.
10% people said that the company not uses his own web site.
9. How much number of employees you train in a year?

63. S.NO. OPINION NO. OF PERCENTAGE
RESPONDENT
1. 5-10 Emp. 0 0%
2. 10-15 Emp. 6 20%
3. 15 above 24 80%
Emp.
No. of Emplo ees Trainned in a ear
0% 20%
5-10 Emp.
80% 10-15 Emp.
15 above Emp.
80% people said that the company trains 10-15 Employees in a year.
20% people said that the company trains 15above Employees in a year
10. Is Internet recruitment is effective in your opinion?

64. S.NO. OPINION NO. OF PERCENTAGE
RESPONDENT
1. Yes 24 80%
2. No 6 20%
Internel Recr it ent
20%
Yes
No
80%
80% people said that the Internet recruitment is effective sources of recruiting the
employee.
20% people are not in favor of recruiting the employee through Internet.
11.Is there any provision for recruitment of summer trainees?

65. S.NO. OPINION NO. OF PERCENTAGE
RESPONDENT
1. Yes 0 0%
2. No 100 100%
Recruitment Of Summer Trainees
0%
Yes
No
100%
100% people said that there is no provision to recruiting summer/in-plant trainees.

66. 12. Does the procedure adopted for recruitment and selection of employees enables to give
right person at the right job?
S.NO. OPINION NO. OF PERCENTAGE
RESPONDENT
1. Yes 21 70%
2. No 3 10%
3. To some extent 6 20%
Placement of Right Men to the Right Job
20%
Yes
10%
70% No
To some extent
70% people said that the procedure adopted for recruitment and selection of employees
enable to place the right person for the right job.
10% people said that the procedure adopted for recruitment and selection of employees
does not enable to place the right person for at the right job
20% people said that the procedure adopted for recruitment and selection of employees
enable to some extent to place the right person for at the right job.

67. 13. Which type of technique is used for interview?
S.NO. OPINION NO. OF PERCENTAGE
RESPONDENT
1. Structured 18 60%
2. Unstructured 3 10%
3. Both 9 30%
Fechnique for Selection
Structured
30%
60% Unstructured
Both
10%
60% people said that the company uses the structure technique for selection.
10% people said that the company uses the unstructured technique for selection.
30% people said that the company uses both the techniques for selection.

68. 14. Is there any provision for evaluation and control of recruitment and selection process?
S.NO. OPINION NO. OF PERCENTAGE
RESPONDENT
1. Yes 24 80%
2. No 6 20%
.
Evalvation and Control of Recruitment
Selection Process
20%
Yes
80%
No
80% people said that the company has the provision for evaluation and control of
recruitment and selection.
20% people said that the company does not have the provision for evaluation and control
of recruitment and selection.

69. 15. Is there any facility for absorbing the trainees in your organization?
S.NO. OPINION NO. OF PERCENTAGE
RESPONDENT
1. Yes 100 100%
2. No 0 0%
Facilit for Obsorvation for Trainees
0%
Yes
100%
No
100% people said that the company has the facility for absorbing the trainees.

70. CHAPTER5:
. CONCLUSION AND RECOMMENDATIONS
y LIMITATIONOF THE STUDY
y BIBLIOGRAPHY

72. CONCLUSION AND RECOMMENDATION
SUGGESTIONS FOR THE IMPROVEMENT OF THE SYSTEM AND
PRACTICES OF RECRUITMENT AND SELECTION PROCEDURE
The following are the suggestions received from the respondents of the questionnaire.
These suggestions are based on their awareness regarding the Recruitment and Selection
procedure.
1. During the selection process not only the experienced candidates but also the fresh
candidate should be selected so as to avail the innovation and enthusiasm of new
candidates.
2. In the organization where summer training facility prevailing then such kind of
practices must be adopted so that the student can learn and again from their practical
views.
3. .Candidates should be kept on the job for some time period; if suitable they should be
recruited. During the selection process, the candidates should be made relaxed and at
ease.
4. Company should follow all the steps of recruitment and selection for the selection of
the candidates.
5. Selection process should be less time consuming.
6. The interview should not be boring, monotonous. It should be made interesting. There
must be proper communication between the Interviewer and the Interviewee any the
time of interview.
7. Evaluation and control of recruitment and selection should be done fair judgment.

73. 8. Methods used for selection of candidates should be done carefully and systematically
9. The attainment of goals and objective of any organization depend on the type and
quality of its manpower. To have right type of men at right job and at right time, the
recruitment and selection procedure should be fair and impartial.
10. This is indeed an important suggestion and authorities concerned should immediately
look into it and try to implement it.

74. CONCLUSIONS
Based on the analysis through the questionnaire responses the following is the conclusion
of the study.
The organization follows the rules and regulation involved in their Recruitment and
Selection Procedure of the organization. However, 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. To some extent a clear picture of required candidates should be made in order to
search for appropriate candidates.
4. The Recruitment and Selection procedure should be impartial.

75. LIMITATIONS OF STUDY
The project has inherent limitations due to its potential scope
1) Eight weeks is too short to give shape to a new idea in an old set up like
escorts.
2) Less importance to long term operational benefits.
3) Expenses for HR Departments are not viewed as investments.
Since Bank is a large organization with its strongly set business practices, so extensive efforts
and change in organization thinking will be necessary in order HR Department.

77. BIBLIOGRAPHY
Personnel management by K.V Mishra, Aditya publishing house Madras, 1992.
CHHABRA T.N, Principles practices of management, Dhanpat Rai and co. (p)
Ltd, Delhi, 2000.
Practice of Human Resource by Danny Shield.
Manuals from the Bank.
www.icicibank.com.

79. QUESTIONNAIRE
SURVEY ON THE MANAGERIAL SATISFACTION LEVEL FOR RECRUITMENT AND
SELECTION
DEAR Respondent,
We are conducting a survey on the managerial satisfaction level for the
RECRUITMENT SELECTION PROCEDURE. Your free and frank opinion would be
very valuable in conducting the survey. Please answer the following questions with a (3)
in the appropriate boxes:
MANPOWER PLANNING:
1. If yes, then please specify the time period(s) for which the estimates are made?
(a). 0-2 years (b). 2-3 years
(c). 3-4 years (d). 4above years.
RECRUITMENT POLICY:
2. Does your organization plan the recruitment policy?
(a). Yes (b). No
3. What do you suggest should be the basis of forecasting?
(a). Total cost of project

80. (b). Past experience
(c). Different phases of project
(d). All of the above
4. Do you think the present recruitment policy is helpful in achieving the goals of the
company?
(a). Yes (b). No (c). To some extent
SOURCES OF RECRUITMENT:
5. Through which source your organizations recruit the employees?
(a). Internally (b). Externally (c). Both
6. Which of the following external sources you choose for the recruitment of the
employees?
(a). Employee Exchanges Consultants
(b). Private Employee Agencies
(c). Campus Requirements
(d). Advertisements
(f). Any other««««««««.

81. LATEST TECHNIQUES OF RECRUITMENT
7. Do your organization recruit employees through latest method of recruitment through
Internet: -
(a). Yes (b). No
8. If yes then the company use own web site or this purpose.
(a). Yes (b). No
9. Is Internet recruitment is effective in your opinion?
(a). Yes (b). No
RECRUITMENT OF SUMMER TRAINEES
10. Is there any provision for recruitment of summer trainees?
(a). Yes (b). No (c). To some extent
11. How much number of employees you train in a year?

82. (a). 5-10 (b). 10-15 (c). 15 above
12. Is there any facility for absorbing the trainees in your organization?
(a). Yes (b). No
SELECTION POLICY
13. Which type of technique is used for interview?
(a). Structured (b). Unstructured (c). Both
FEEDBACK OF RECRUITMENT AND SELECTION PROCEDURE:
14. Is there any provision for evaluation and control of recruitment and selection
process?
(a). Yes (b). No
15. Does the procedure adopted for recruitment and selection of employees enables
to give right person at the right job?
(a). Yes (b). No (c). To some extent