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BANK
PROJECT BY:
HURSH MAHESHWARI
M. COM PART 1
A9017
PROJECT GUIDE:
PROF.PRAVEEN NAGPAL
SUBMITTED TO
UNIVERSITY OF MUMBAI
ACADEMIC YEAR 2015-2016
Signature of M.Com
Co-ordinator
Signature of Principal
Signature of External
Examiner
DECLARATION
I, HURSH MAHESHWARI, of
declare that I have completed the research project on the topic of The
Selection process and tools used by ICICI Bank in the academic year
2015-16. The information submitted herein is true & original, to the best
of my knowledge.
DATE:
PLACE: MUMBAI
SIGNATURE OF
STUDENT
HURSH MAHESHWARI
M.COM PART 1
ACKNOWLEDGEMENT
First of all I would like to thank God for blessing me with strength & patience to complete my
project. I also thank Prof. Praveen Nagpal for guiding me throughout.
I would also like to express my gratitude towards my guide for her valuable time & effort to help
me in this project.
I thank the University of Mumbai for giving me a platform to explore my mind through this
project.
And most importantly a big thank you to my parents, sisters & brothers & my friends for all the
help extended by them.
-HURSH MAHESHWARI
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Table of Contents
EXECUTIVE SUMMARY ............................................................................................................ 7
1.
INTRODUCTION ................................................................................................................... 8
2.2
2.3
2.4
2.5
2.6
EXECUTIVE SUMMARY
The art of choosing men is not nearly as difficult as the art of enabling those one has chosen to
attain their full worth.
Many employers recognize the fact that their staff is their greatest asset, and the right recruitment
and selection processes are viable in ensuring that new employees become effective in the
shortest time. The success of an organization depends on having the right number of staff, with
the right skill and the right abilities.
This first part of the project focuses on the theoretical part of selection processes and the tools of
selection which can later be compared to the actual processes and tools used at ICICI for
selection. It covers the definition of selection which helps us understand where the recruitment
process stops and selection process begins as it a very fine line between them. It also consists of
the difference in recruitment and selection, the various external factors affecting recruitment.
The second part of this project is about the selection process and tools used at ICICI to find the
best fit candidate for a certain position or job. It outlines the various steps in their recruitment
process and also states the different types of tests and interviews conducted by them to analyses a
candidates actual potential.
1. INTRODUCTION
People are integral part of any organization today. No organization can run without its human
resources. In todays highly complex and competitive situation, choice of right person at the right
place has far reaching implications for an organizations functioning. Employee well selected
and well placed would not only contribute to the efficient running of the organization but offer
significant potential for future replacement. This hiring is an important function. The process of
hiring begins with human resource planning (HRP) which helps to determine the number and
type of people on organization needs. Job analysis and job design enables to specify the task and
duties of hobs and qualification expected from prospective job HRP, job analysis, hob design
helps to identify the kind of people required in an organization and hence hiring. It should be
noted that hiring is an ongoing process and not confined to formative stages of an organization.
Employees leave the organization in search of greener pastures, some retire and some die in the
saddle. More importantly an enterprises grows, diversifies, take over the other units all
necessitating hiring of new men and women. In fact the hiring function stops only when the
organization ceases to exist.
Hiring involves two board activities:i)
Recruitment
ii)
Selection
of applicants.
Recruitment is the process of searching for prospective candidates and motivating them to
apply for job in the organization. Whereas, selection is a process of choosing most suitable
candidates out of those, who are interested and also qualified for job.
In the recruitment process, vacancies available are finalized, publicity is given to them and
applications are collected from interested candidates.
applications are scrutinized. Tests, interview and medical examination are conducted in
order to select most suitable candidates.
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Recruitment is prior to selection. It creates proper base for actual selection. Selection is next
to recruitment. It is out of candidates available/interested.
Recruitment is the positive function in which interested candidates are encouraged to submit
application. Selection is a negative function in which unsuitable candidates are eliminated
and the best one is selected.
Recruitment is not costly. Expenditure is required mainly for advertising the posts. Selection
is a costly activity, as expenditure is needed for testing candidates and conduct of interviews.
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4). Geocentric Staffing: In this case, business strategy is integrated thoroughly on global basis. Staff development
and promotion are based on ability, not nationality. The broad and other parts of the top
management structure are thoroughly international in composition. Needless to say, such
organizations are uncommon.
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Reliability: -A reliable method is one, which will produce consistent results when
repeated in similar situations. Like validated test, a reliable test may fail to predict job
performance with precision.
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3.2 OBJECTIVES
To ensure all recruitment and selection procedures comply with the Equal Opportunity
Policy.
To develop and maintain procedures which will assist in ensuring the appointment of the
most suitable candidate
To ensure that recruitment procedures are clear, valid and consistently applied by those
involved in recruitment and that they provide for fair and equitable treatment for those
who apply for employment.
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Normally cutoff is decided like say 70% on an average. If the candidates do not meet the
requirement they are rejected. And for higher posts applications and applicants both play a major
role in the screening process.
The Candidates would be screened by the HR Manager/Branch Manager for the respective
locations. Screening would be on the basis of the profile of the candidate and the departmental
requirements.
Motives of the person to join the company and whether focus is in the short term or is a
long term player,
Basic skill level on our set of requirements, say numerically ability, networking ability,
etc
Establish the annual guaranteed cash compensation of the individual and check whether
the person would fit into the system.
Explain the role of Sales manager to the applicant and check the acceptance of the
candidate for the same.
In case of need, the Regional HR may take a Tele interview of the candidate for further
assessment process
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2). Predictive Validity: - it involves using a selection test during the selection process and then
identifying the successful candidates. The characteristics of both successful and less successful
candidates are then identified.
3). Synthetic Validity: - it involves taking parts of several similar jobs rather than one complete
job to validate the selection test.
3. Objectivity: When two or more people can interpret the result of the same test and derive the same
conclusion(s), the test is said to be objective. Otherwise, the test evaluators subjective opinions
may render the test useless.
4. Standardization:
A test that is standardized is administered under standard condition to a large group of person
who are representatives of the individuals for whom it is intended. The purpose of
standardization is to obtain norms or standard, so that a specific test score can be meaningful
when compared to other score in the group.
If the first assessment is positive, the candidates will give the aptitude test, once such test is
selected approved by the company. The scoring, interpretation and the generation of interview
probes from that test will also be done at this time. People who qualify the minimum criteria on
this test will be put up on to the Functional Head (VPs in case of HO) for functional assessment
and suitability into the role.
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Employment tests:
o logical test
o English test
o Vocabulary
o Reasoning
o Essay writing
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VARIOUS TESTS:
Mental or intelligence tests:
They measure the overall intellectual ability of a person and enable to know whether the person
has the mental ability to deal with certain problems.
Intelligence test:
This test helps to evaluate traits of intelligence. Mental ability, presence of mind (alertness),
numerical ability, memory and such other aspects can be measured. It is taken to judge
numerical, skills, reasoning, memory and such other abilities.
Personality Test:
It is conducted to judge maturity, social or interpersonal skills, behavior under stress and strain,
etc. this test is very much essential on case of selection of sales force, public relation staff, etc.
where personality plays an important role.
Graphology Test:
It is designed to analyse the handwriting of individual. It has been said that an individuals
handwriting can suggest the degree of energy, inhibition and spontaneity, as well as disclose the
idiosyncrasies and elements of balance and control. For example, big letters and emphasis on
capital letters indicate a tendency towards domination and competitiveness. A slant to the right,
moderate pressure and good legibility show leadership potential.
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Medical Test:
It reveals physical fitness of a candidate. Medical servicing helps measure and monitor a
candidates physical resilience upon exposure business hazards.
Group Discussion:
Based on case studies, the group discussions are mainly conducted to judge applicants on their
analytical thinking, approach to hypothetical building around business situations and the ability
to break down complex problems to arrive at simple solutions.
STEP 5: Psychometric Profiling:
A questionnaire - based psychometric tool that assesses the typical or preferred behaviour of
individuals in work settings. Applicants are required to complete the questionnaire before they
appear for the interview. This tool gives us a better understanding of the applicant and is not used
for elimination of applicants.
Step 6: Second Interviews:
Middle or senior management generally conducts the second interview, together or separately.
More in-depth questions are asked to the candidate and the employer expects a greater level of
preparation on the part of the candidates.
Informal Interview: An informal interview is an oral interview and may take place
anywhere. The employee or the manager or the personnel manager may ask a few almost
inconsequential questions like name, place of birth, names of relatives etc. either in their
respective offices or anywhere outside the plant of company. It is not planned and
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nobody prepares for it. This is used widely when the labor market is tight and when they
need workers badly.
Formal Interview: Interviews are held in the employment office in a more formal
atmosphere, with the help of well structured questions.
Patterned Interview: A patterned interview is also a planned interview, but it is more
carefully pre-planned to a high degree of accuracy, precision and exactitude. With the
help of job and man specifications, a list of questions and areas are carefully prepared
which will act as the interviewers guide.
Non-directive Interview: Here the interviewee is allowed to speak his mind freely. The
interviewer has no formal or directive questions, but his all attention is to the candidate.
He encourages the candidate to talk by a little prodding whenever he is silent e.g. Mr.
Ray, please tell us about yourself after youre graduated from high school. Non-directive
interview or unstructured interview is designed to let the interviewee speak his mind
freely. The interviewer has no formal or directive questions, but his all attention is to the
candidate. He encourages the candidate to talk by a little prodding whenever he is silent
e.g. Mr. Ray, please tell us about yourself after your graduated from high school.
Depth Interview: It is designed to intensely examine the candidates background and
thinking and to go into considerable detail on particular subjects of an important nature
and of special interest to the candidates. For example, if the candidate says that he is
interested in tennis, a series of questions may be asked to test the depth of understanding
and interest of the candidate.
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Interview
evaluation
sheet
filled
by
the
regional
head/Branch
Photocopy of the appointment letter of the last employer or latest salary slip.
Employment details.
Language Proficiency.
Proof of Residence.
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Regional HR manager will take the signature of Head-HR on the employee requisition
form and forward the papers to the employee service team for issuance of the offer letter.
Employee services team will issue offer letter, to be signed by the National Recruitment
Manager or Chief Manager-HR, and send the same to the concerned Branch Manager/
HR Manager.
It would be the responsibility of the Branch Manager/HR Manager to ensure that the
accepted copy of the offer letter is forwarded to the employee service team within a week
of receipt of the offer letter. Till this letter is issued, the offer has not taken place in
formal sense. A copy of the offer letter shall be duly signed and returned to the candidate.
Candidate would be expected to fulfill various joining formalities, which are also
formally communicated to him/her in the form of a checklist that is attached to the letter
of offer. The Regional HR head shall have the overall responsibility and accountability to
maintain the templates of the offer letters and also for drafting of suitable non-standard
terms to any specific candidate.
The employee service team will follow up Branch Manager/Regional HR Manager for
the joining of the candidate and will collect all relevant documents from the candidate
including the joining report, before issuing the appointment letter. The employee service
team may enlist the help of the Branch Manager to ensure that all necessary documents
within ten days of the person joining. After receiving all of the necessary documents, the
employee service team will send the appointment letter to the new joiner.
Once the documentation is complete for the new joiner (including the accepted
appointment letter), people who may have joined before 20th of the month but have not
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been included in the payroll for the month because of delay in receipt of papers will be
given ad-hoc salary advance (up to maximum of 65% of the pro-rated salary). This
advance will be adjusted once the person gets included in the subsequent months payroll.
If the person does not submit the relieving letter from the previous organization, where
required to be submitted as per the table given above, within three months of joining, the
employee service manager can put their salary on hold till such time as the said
documents are received.
STEP 11: -CONCLUDING THE SELECTION PROCESS: Contrary to popular perception, the selection process will not end with executing the
employment contract. There is another step amore sensitive one reassuring those candidates
who have not selected, not because of any serious deficiencies in their personality, but
because their profile did not match the requirement of the organisation. They must be told
that those who were selected were done purely on relative merit.
STEP 12: -EVALUATION OF SELECTION PROGRAMME: The broad test of the effectiveness of the selection process is the quality of the personnel
hired. An organization must have competent and committed personnel. The selection
process, if properly done, will ensure availability of such employees. How to evaluate the
effectiveness of a selection programme? A periodic audit is the answer.
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3. CONCLUSION
The human element of organization is the most crucial asset of an organization. Taking a closer
perspective -it is the very quality of this asset that sets an organization apart from the others, the
very element that brings the organizations vision into fruition.
Thus, one can grasp the strategic implications that the manpower of an organization has in
shaping the fortunes of an organization. This is where the complementary roles of Recruitment
and Selection come in. The role of these aspects in the contemporary organization is a subject on
which the experts have pondered, deliberated and studied, considering the vital role that they
obviously play.
ICICI have a comparatively longer selection process other companies in the banking sector for
mainly security reason. The scale on which ICICI conducts business today requires a work force
which is non-hesitant in dealing with customers, technically sound and up to date with the latest
skills and knowledge. The banking industry has a very high attrition rate which makes a good
selection process a must in order to get the right person for the job.
The selection process all in all seems fairly drafted with accurately designed tests to identify a
candidates true potential and fit for the job. The interviews are designed and conducted by
senior employees of the company in order to understand whether the candidate has the aptitude
for the job or not.
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4. BIBLIOGRAPHY
1. http://www.moneycontrol.com/stocks/top-companies-in-india/market-capitalisationbse/banks-private-sector.html
2. http://www.moneycontrol.com/competition/icicibank/comparison/ICI02
3. http://www.slideshare.net/JenBarr/recruitment-selection-process-presentation
4. http://www.scribd.com/doc/33993225/Recruitment-Process-of-ICICI-Bank
5. http://cscjournals.org/csc/manuscript/Journals/IJBRM/volume3/Issue1/IJBRM-64.pdf
6. http://www.marketing91.com/swot-analysis-icici-bank/
7. http://en.wikipedia.org/wiki/ICICI_Bank
8. http://www.theofficialboard.com/org-chart/icici-bank
9. http://www.careerride.com/view.aspx?id=13549
10. https://www.icicicareers.com/icici_career/po-selection-feeprocess.hhttp://www.bankpoclerk.com/community/Info/ICICI-Bank-PO-SelectionProcess-Feestml
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