SUMMER TRAINING PROJECT REPORT ON SELECTION AND RECRUITMENTSubmitted 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 KumarH.O.D(Mgt.Dept.) Roll No.
ACKNOWLEDGEMENTAny accomplishment requires the effort of many people and this work is no different. Ithas been my proud privilege to be attached to ICICI BANK LTD.., a highlyprofessional¶s bank with modern outlook.With due respect I express my indebt ness to the management of ICICI BANK LTD. foraccommodating me as a summer trainee.I would like to express my gratitude with deep sense of reverence to Mr. K krishnaswamyRamkumar (head, PERSONNEL and HR deptt.). It would have been difficult to gothrough this project without their help. He not only helped me in collecting data but alsosupported me with their valuable knowledge and experience in the successful completionof this project.I would also thankful to almighty god for his grace and mercy to successfully completethis project. ARUN KUMAR
PREFACEIn our two years degree program of B.B.A. of there¶s provision for doing summertraining, after II semester. The essential purpose of this project is to given an exposureand detailed outlook to the student of the practical concept, which they already studiedresearch. For this purpose, I was assigned the project for the ³RECRUITMENT ANDSELECTION´ in Icici Bank Ltd. It is a matter of great privilege to get training fromICICI, one of the largest organizations of its kind.The project lasted for a period of eight weeks; it was informative, interesting andinspiring.I hope this report will provide an experiment outlook to the dynamic Functioning in theHR Department in bank.
TABLE OF CONTENTContents 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
CHAPTER 1: - INTRODUCTION OBEJECTIVE OF STUDY SCOPE OF THE STUDY RESEARCH METHODOLOGY SOURCES OF DATA COLLECTION RESEARCH DESIGN
OBJECTTIVE: -The objective of my study is to understand and critically analyze the recruitment andselection 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.
SCOPE OF STUDYTHE benefits of the study for the researcher is that it helped to gain knowledge and experienceand also provided the provided the opportunity to study and understand the prevalentrecruitment 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.
The Research Research is a ³careful investigation or inquiry specially through search for newfacts 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 inform of recommendations.Kind of ResearchThe research done byExploratory research:This kind of research has the primary objective of development of insights into theproblem. It studies the main area where the problem lies and also tries to evaluate someappropriate courses of action.Sample DesignA complete interaction and enumeration of all the employees of icici bank Ltd. was notpossible so a sample was chosen that consisted of 30 employees.
Data CollectionThe data for the survey will be conducted from both Primaries as well as Secondarysources.
Primary Data: -Using personal interview technique the survey the data will collect by usingquestionnaire. The primary data collection for his purpose is supposed to be done byjudgment sampling conversation sampling. Questionnaire has been formatted with bothopen and close structure questions.Secondary Data: - By going through various records. By going through the magazine of the bank. RESEARCH DESIGNResearch Design:-
A research design is the specification of methods and procedure for acquiring theinformation needed to structure or to solve problems. It is the overall operation pattern orframework of the project that stipulates what information is to be collected from whichsource, and be what procedures.³A research design is the arrangement of condition for collection andanalysis of data in a manner that aims to combine Relevance to theresearch 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?
REVIEW OF RECRUITMENT AND SELECTIONMost employers recognise the fact that their staff are their greatest asset, and the right
recruitment and induction processes are vital in ensuring that the new employee becomeseffective in the shortest time. The success of an organisation depends on having the rightnumber of staff, with the right skills and abilities. Organisations may have a dedicatedpersonnel/human resource function overseeing this process, or they may devolve theseresponsibilities to line managers and supervisors. Many people may be involved, and allshould be aware of the principles of good practice. Even it is essential to involve others inthe task of recruitment and induction.MANPOWER PLANNING-Manpower planning means different things to different organizations. To somecompany¶s manpower planning means management development to others. It meansestimating manpower needs, while some other may define manpower planning asorganization planning. Although the term, ³manpower planning´ can be defined, µas theprocess by which an organization ensures that it has the right number of people and theright kind of people at the right places, at the time doing things for which they areeconomically most useful.¶Manpower Planning Involves: -Manpower planning is a continuous process. In operational terms it involves the analysisof the current and future manpower resources terms and requirement to ensure that suchneeds 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 forsignificant difference in the short and long run performance among companies. As RalphBesse once said, ³There is nothing we can do about performance of past management orthe qualification of today¶s management but tomorrow¶s management can be as good astoday¶s manager care to make it.´
Herber H Mayer has emphasized the importance of human assets and theirutilization as under:³The efficient utilization of human resources may very well be the most importantdeterminer of success in the business world in the coming decade. I think that thecompanies that prosper in the future will be those that do the best job in fully utilizingtheir human resources.´All organizations are basically human organizations. They need people to carry out theorganizational mission, goals and objectives. Every organization needs to recruit people.The recruitment policy should, therefore, address itself to the key question; what are thepersonnel/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 changesplanned or anticipated in the next years.MEANINGHigher education is a human resource intensive enterprise. It is not surprising, then, thatrecruitment and selection of staff should be a very high priority in most if not all unitsand divisions of student affairs. Recruitment and selection should include proceduresdirected to analyze the need and purpose of a position, the culture of the institution, andultimately to select and hire the person that best fits the position. Recruitment andselection 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.
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
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 theirrecruitment efforts are not wasted or directed at too small a pool of labour. Skill shortagesmay occur unexpectedly and recruitment and training processes need to be kept flexible. It isa good idea for any organisation to plan its labour force requirements, matching availablesupply against forecast demand. A skills audit of existing staff will increase knowledge of theskills the organisation has available and those which are lacking, and thus help pinpoint areasfor future development.A human resource plan need not be highly complicated. A straightforward plan will helporganisations 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
supporting it. Implementation is likely to be most effective if it carries the support of theworkforce, normally achieved through consultation with trade union or other employeerepresentatives.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, whatsort 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
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
Recruiting people who are wrong for the organisation can lead to increased labourturnover, increased costs for the organisation, and lowering of morale in the existingworkforce. Such people are likely to be discontented, unlikely to give of their best, andend 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 befilled, and the type of skills and Most recruitment systems will be simple, with stages thatcan be followed as a routine whenever there is a vacancy to be filled, and which can bemonitored 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
Recruitment ProcessA vacancy presents an opportunity to consider restructuring, or to reassess therequirements of the job. This assessment is valid whether it is to fill an existing job oranew one. Ask questions such as:
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 joband how it fits into the rest of the organisation or department. Exit interviews, orconsultation with the current job-holder and colleagues may well produce good ideasabout useful changes.Recruitment begins by specifying the human resource recruitment, initiating activitiesand action to identify the possible sources form where they can be met,communicating the information about the jobs, terms and conditions and prospectsthey offer, and enthuse the people who meet the recruitment to respond to theinvitation by applying for jobs. Thereafter the selection process begins. The process isas follows:Decide on how many people you really need:-If everything is being done to improve performance and still there is a gap betweenwhat the current performance is and the goals set, then the best way is to recruit morepeople.Analyzing the job:-Analyzing the job is the process of assembling and studying information relating toall 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.
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 todo the job.Job description must be drafted around these heading: Job title Responsible to Responsible for Purpose of job Duties Responsibility Signature and dateEvaluation future needs
For Evaluation future needs manpower is drafting. A manpower plan evolvesstudying the make-up of present work force, assessing forthcoming changes andcalculating future workforce, which is required. Manpower planning helps in devisinglong-term recruitment plans.Finding sources of recruitment:The human resource requirement can be met from internal or external source:Internal SourcesThese refer to persons already employed in the organization. Promoting persons fromlower levels may fill up vacancies at higher levels. Shortage of manpower in onebranch 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 employeewith salary, status and responsibility. Some time ex-employee of the organizationmay 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.
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 SourcesIt refers to recruitment of employees from outside the organization. External sourcesprovide wide choice of the required number of the employees having the desiredqualification. It also provides the people with new ideas and specialized skillsrequired to cope with new challenge and to ensure growth of the organization.
Internal competitors have to compete with the outsiders. However, existingemployees 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 employeesthat aspires for promotions. There is no guarantee that the organizations will attractsufficient 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.
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 formsApplication forms can help the recruitment process by providing necessary and relevantinformation about the applicant and their skills . The design of the form needs to berealistic and straightforward, appropriate to the level of the job. Using applicationforms has the following advantages: comparing like with like is easier. CVs can be time-consuming and may not provide the information required
they provide the basis for an initial sift(filter), and then for the interview the standard of completion can be a guide to the candidates 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 quicklyy 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
also be obtained separately and kept separate from the application form. METHODS OF RECRUITMENTAll 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
exchanged and preliminary screening is done. The short listed candidates are thensubjected to the remainder of the selection process. Some organization maintains liveregisters 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 professionaljournals, 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. Whereasall types of advertisements can be made in newspapers and magazines, only particulartypes of posts should be advertised in the professional and technical journals.A well thought-out and planned advertisement for appointments reduces thepossibility of unqualified people applying. If the advertisement is clear and to thepoint, candidates can assess their abilities and suitability for the position and onlythose who possess the requisite qualifications will applyc) Third Party Method:Various agencies are used for recruitment under these methods. These include commercialand 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
persons available for a job. Because of their specialization, they can interpret theneeds 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 publicemployment. They also provide a wide range of services, like counseling, assistancein getting jobs, information about the labor market, labor and wage rates, etc.Executive Research Agencies:They maintain a complete information records about employed executives andrecommend persons of high caliber for managerial, marketing and productionengineers¶ posts. These agencies are looked upon as µhead hunters¶, µraiders¶, andµpirates¶.Trade Unions:The employers to supply whatever additional employees may be needed often call onTrade Unions. Unions may be asked for recommendations largely as a matter ofcourtesy and an evidence of goodwill and cooperationProfessional Societies:
They may provide leads and clues in providing promising candidates for engineering, technical and management positions. Some of these maintain mail order placement services. SELECTIONWhatever form the applications take, there may be a need to sift them before moving onto the interview stage. Such a sift serves to match the applicants as closely as possibleto 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 morepeople, and it should involve the direct line manager/supervisor as well as personnel. Thesifting stage can also help the organisation by providing feedback on the advertisingprocess and the suitability of the application form. It can also identify people who mightbe useful elsewhere in the organisation. If references or medicals are to be taken upbefore the invitation to interview stage, it should be made clear on the applicationform/information pack sent to the applicant.If your organisation believes that pre-employment health screening is necessary, youmust make sure it is carried out in a non-discriminatory way: for instance, do notsingle out disabled people for medical assessment. If a report from any individuals 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 candidates 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.´
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 whenrepeated in similar situations. Like a validated test, a reliable test may fail to predictjob 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
compulsions are obviously not the rights ones. Appointments to public sector undertakings generally take place under such pressures. SELECTION PROCEDUREThe selection procedure is concerned with securing relevant information about anapplicant. This information is secured in a number of steps and stages. The objective ofselection process is to determine whether an applicant needs the qualification for aspecific 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 orstages by which additional information is secured about the applicant. At each stage, factsmay come to light, which lead to the rejection of the applicant. A procedure may beconsidered 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 applicantat 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 usuallyincreases with the level and responsibility of the position to be fulfilled. A well-organized selection procedure should be designed to select sustainablecandidates for various jobs. Each step in the selection process should help in getting moreand more information about the candidate. There is no idle selection procedureappropriate for all cases.
Steps in the selection process: Preliminary Screening Application Blank Employment Tests Selection Interview Medical or Physical Examination Checking Reference Final ApprovalPreliminary Screening:This is essentially to check whether the candidate fulfills the minimum qualification. Thepreliminary interview is generally quite brief. Its aim is to eliminate the unsuitablecandidate. The job seekers are received at the reception counter of the company. Thereceptionists or other official interviews the candidates to determine whether he isworthwhile or the candidate to fill up the application blank. Candidates processing theminimum qualification and having some chances of being selected are given theprescribed 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. Theapplication blank provides a written record about the candidate. The application formshould be designed to obtain all relevant information about the candidates. All
applications received from the candidates are carefully scrutinized. After thescrutiny more suitable candidates among the applicants are short-listed for written testsand others are rejected.Employment Tests:Candidates are asked to appear for written or other tests. Tests have become popularscreening devices. These tests are based on the assumption that human traits and workbehaviors can be predicted by sampling, however tests are not fully reliable and they alsoinvolve time and money. Test is more useful in identifying and eliminating unsuitablecandidates therefore should be used only as supplements rather than an independenttechnique of selection. The main types of tests are: Intelligence tests Aptitude Test Interest Test Personality TestSelection Interview:It involves a face-to-face conversation between the employer and the candidate; theselector asks a job related and general questions. The way in which a candidate respondsto 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.
Interview is the most widely used step in employee selection. However, interviewsuffers from several drawbacks:Firstly, it is a time consuming and expensive device. Secondly, it can test only thepersonality of the candidate and not his skill for the job. Thirdly, the interviewer may notbe 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 interviewsinaccurate.Interview should be properly conducted in a proper physical environment. The interviewroom should be free from noise and interruptions. The environment should be confidentand 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 towhat the candidates have to say.Medical or Physical Examination:Candidates who are found suitable after interview are called for physical examination. APanel of doctors to insure that they are healthy and physically fit for the job does amedical check-up of such candidates. A proper medical examination will also ensure thatthe candidates selected do not suffer from any serious desirous which may createproblems in future.Medical or Physical Examination:Candidates who are found suitable after interview are called for physical examination. APanel 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 ensurethat the candidates selected do not suffer from any serious desirous which may createproblems in future.Checking Reference:Generally, every candidate if required to state in the application form, the name andaddress of at least two responsible persons who know him. The reference may not givetheir Frank opinion unless promises made that in all information will be kept strictlyconfidential. Moreover the information given by them may be biased in the form ofcandidate.Final Approval:The candidates who are found suitable after the medical check-up and backgroundinvestigation are formally appointed by issuing appointment letter to them. They areasked to join duty by the specified date. No selection procedure is foolproof and the bestway judge a person is by observing him working on the job. Candidate who givessatisfactory during the probationary period are made permanent.SUCCESSIVE HURDLES IN THE SELECTION PROCESS
OVERVIEWICICI Bank is Indias 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 endedMarch 31, 2008. ICICI Bank is second amongst all the companies listed on the Indianstock exchanges in terms of free float market capitalisation*. The Bank has a network ofabout 1,308 branches and 3,950 ATMs in India and presence in 18 countries. ICICI Bankoffers a wide range of banking products and financial services to corporate and retailcustomers through a variety of delivery channels and through its specialised subsidiariesand affiliates in the areas of investment banking, life and non-life insurance, venturecapital and asset management. The Bank currently has subsidiaries in the UnitedKingdom, Russia and Canada, branches in Unites States, Singapore, Bahrain, HongKong, Sri Lanka, Qatar and Dubai International Finance Centre and representative officesin United Arab Emirates, China, South Africa, Bangladesh, Thailand, Malaysia andIndonesia. Our UK subsidiary has established branches in Belgium and Germany.ICICI Banks equity shares are listed in India on Bombay Stock Exchange and theNational Stock Exchange of India Limited and its American Depositary Receipts(ADRs) are listed on the New York Stock Exchange (NYSE).
HISTORY OF THE BANKICICI Bank was originally promoted in 1994 by ICICI Limited, an Indian financialinstitution, and was its wholly-owned subsidiary. ICICIs shareholding in ICICI Bank wasreduced to 46% through a public offering of shares in India in fiscal 1998, an equityoffering in the form of ADRs listed on the NYSE in fiscal 2000, ICICI Banks acquisitionof Bank of Madura Limited in an all-stock amalgamation in fiscal 2001, and secondarymarket sales by ICICI to institutional investors in fiscal 2001 and fiscal 2002. ICICIwas formed in 1955 at the initiative of the World Bank, the Government of India andrepresentatives of Indian industry. The principal objective was to create a developmentfinancial institution for providing medium-term and long-term project financing to Indianbusinesses. In the 1990s, ICICI transformed its business from a development financialinstitution offering only project finance to a diversified financial services group offering awide variety of products and services, both directly and through a number of subsidiariesand affiliates like ICICI Bank. In 1999, ICICI become the first Indian company and thefirst 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 theemerging competitive scenario in the Indian banking industry, and the move towardsuniversal banking, the managements of ICICI and ICICI Bank formed the view that themerger of ICICI with ICICI Bank would be the optimal strategic alternative for bothentities, and would create the optimal legal structure for the ICICI groups universalbanking strategy. The merger would enhance value for ICICI shareholders through themerged entitys access to low-cost deposits, greater opportunities for earning fee-basedincome and the ability to participate in the payments system and provide transaction-banking services. The merger would enhance value for ICICI Bank shareholders througha large capital base and scale of operations, seamless access to ICICIs strong corporaterelationships built up over five decades, entry into new business segments, higher marketshare in various business segments, particularly fee-based services, and access to the vasttalent pool of ICICI and its subsidiaries. In October 2001, the Boards of Directors ofICICI and ICICI Bank approved the merger of ICICI and two of its wholly-owned retailfinance subsidiaries, ICICI Personal Financial Services Limited and ICICI CapitalServices Limited, with ICICI Bank. The merger was approved by shareholders of ICICIand ICICI Bank in January 2002, by the High Court of Gujarat at Ahmedabad in March2002, and by the High Court of Judicature at Mumbai and the Reserve Bank of India in
April 2002. Consequent to the merger, the ICICI groups financing and bankingoperations, 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.
SERVICES PROVIDED BY BANK A B C D E PERSONAL Deposits Loans Cards Investment/Ins Demat BANKING urance service/Onl-ine serviceNRI Money Bank Investm-ent Property Insura-BANKING transfer Accounts Solutions nce/LoanBUSINESS Corporate net Cash Trade Online taxes SME services BANKING banking Managemen services t
Workplace ResponsibilitiesFair 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
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.
Awards Recognitions ICICI Bank2008y 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 FICCIs 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 Asias 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
BOARD OF DIRECTORSMr. N. Vaghul, ChairmanMr. Sridar IyengarMr. Lakshmi N. MittalMr. Narendra MurkumbiMr. Anupam PuriMr. Arun RamanathanMr. M.K. SharmaMr. P.M. SinhaProf. Marti G. SubrahmanyamMr. T.S. VijayanMr. V. Prem WatsaMr. K.V. Kamath, Managing Director CEOMs. Chanda Kochhar, Joint Managing Director ChiefFinancial OfficerMr. V. Vaidyanathan, Executive DirectorMs. Madhabi Puri-Buch, Executive DirectorMr. Sonjoy Chatterjee, Executive Director
DATA INTERPRETATION A questionnaire was prepared for the purpose of getting feedback from the employees andmanager regarding ³Recruitment Selection Procedure´ of their company. 30 employees areselected from different department and were distributed the questionnaire from the purpose ofthe study.
Analysis of the dataThe analysis of the data is done as per the survey finding. The data is representedgraphically in percentage.The percentage of the people opinion were analyzed and expressedin 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%
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 offorecasting.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 offorecasting.20% people said that the company specifies 4 above time period for makingforecasting. 2. Does your organization plan the recruitment policy?
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 policy3. What do you suggest should be the basis of forecasting? S.NO. OPINION NO. OF PERCENTAGE RESPONDENT
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 above20% 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 theproject.10% people said that the company forecast on the bases on of the above4. Do you think the present recruitment policy is helpful in achieving the goals of thecompany?
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 thegoals.30% people said that the company¶s recruitment policy is helpful to some extent inachieving the goals.
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.
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 r20% 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.
7. Does your organization recruit employees through latest method of recruitmentthrough 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.?
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?
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?
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 theemployee.20% people are not in favor of recruiting the employee through Internet. 11.Is there any provision for recruitment of summer trainees?
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.
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 extent70% people said that the procedure adopted for recruitment and selection of employeesenable to place the right person for the right job.10% people said that the procedure adopted for recruitment and selection of employeesdoes not enable to place the right person for at the right job20% people said that the procedure adopted for recruitment and selection of employeesenable to some extent to place the right person for at the right job.
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.
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% No80% people said that the company has the provision for evaluation and control ofrecruitment and selection.20% people said that the company does not have the provision for evaluation and controlof recruitment and selection.
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% No100% people said that the company has the facility for absorbing the trainees.
CHAPTER5: . CONCLUSION AND RECOMMENDATIONS y LIMITATIONOF THE STUDY y BIBLIOGRAPHY
CONCLUSION AND RECOMMENDATIONSUGGESTIONS FOR THE IMPROVEMENT OF THE SYSTEM ANDPRACTICES OF RECRUITMENT AND SELECTION PROCEDUREThe following are the suggestions received from the respondents of the questionnaire.These suggestions are based on their awareness regarding the Recruitment and Selectionprocedure.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.
8. Methods used for selection of candidates should be done carefully and systematically9. 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.
CONCLUSIONSBased on the analysis through the questionnaire responses the following is the conclusionof the study.The organization follows the rules and regulation involved in their Recruitment andSelection Procedure of the organization. However, there is some scope for improvementwith 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.
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 effortsand change in organization thinking will be necessary in order HR Department.
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.
QUESTIONNAIRESURVEY ON THE MANAGERIAL SATISFACTION LEVEL FOR RECRUITMENT ANDSELECTIONDEAR Respondent, We are conducting a survey on the managerial satisfaction level for theRECRUITMENT SELECTION PROCEDURE. Your free and frank opinion would bevery 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). No3. What do you suggest should be the basis of forecasting? (a). Total cost of project
(b). Past experience (c). Different phases of project (d). All of the above4. Do you think the present recruitment policy is helpful in achieving the goals of thecompany? (a). Yes (b). No (c). To some extentSOURCES OF RECRUITMENT:5. Through which source your organizations recruit the employees? (a). Internally (b). Externally (c). Both6. 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««««««««.
LATEST TECHNIQUES OF RECRUITMENT7. Do your organization recruit employees through latest method of recruitment throughInternet: - (a). Yes (b). No8. If yes then the company use own web site or this purpose. (a). Yes (b). No9. Is Internet recruitment is effective in your opinion? (a). Yes (b). NoRECRUITMENT OF SUMMER TRAINEES10. Is there any provision for recruitment of summer trainees? (a). Yes (b). No (c). To some extent11. How much number of employees you train in a year?
(a). 5-10 (b). 10-15 (c). 15 above12. Is there any facility for absorbing the trainees in your organization? (a). Yes (b). NoSELECTION POLICY13. Which type of technique is used for interview? (a). Structured (b). Unstructured (c). BothFEEDBACK OF RECRUITMENT AND SELECTION PROCEDURE:14. Is there any provision for evaluation and control of recruitment and selection process? (a). Yes (b). No15. 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