FINAL PROJECT REPORT

ON

A study of Recruitment and selection process on

private banking sector

Submitted to Punjab Technical University Jalandhar In Partial fulfillment of the requirement for the award of the degree of Bachelor of Business Administration

Submitted by: guide:

RAVI BHUSHAN MISS.ZEENIA (94752452297) BBA6TH

Project

DECLARATION
Hereby declare that the project report entitled STUDY

OFRECRUITMENT AND SELECTION PROCESS ON PRIVATE BANKING SECTOR submitted for the degree of bachelor of Business Administration, is my original work and the project report has not formed the basis for the award of any, degree, associate ship, fellowship or similar other titles. It has not been submitted to any other university or institution for the award of any degree.

Place: Date: PREETI

ACKNOWLEDGEMENT
Survey is an excellent tool for learning and exploration. No classroom routine can substitute which is possible while working in real situations. Application of theoretical knowledge to practical situations is the bonanzas of this survey. Without a proper combination of inspection and perspiration, its not easy to achieve anything. There is always a sense of gratitude, which we express to others for the help and the needy services they render during the different phases of our lives. I too would like to do it as I really wish to express my gratitude toward all those who have been helpful to me directly or indirectly during the development of this project. I would like to thank my project guide Miss Zeenia who was always there to help and guide me when I needed help. His perceptive criticism kept me working to make this project more full proof. I am thankful to him for his encouraging and valuable support. Working under him was an extremely knowledgeable and enriching experience for me. I am very thankful to him for all the value addition and enhancement done to me. No words can adequately express my overriding debt of gratitude to my parents whose support helps me in all the way. Above all I shall thank my friends who constantly encouraged and blessed me so as to enable me to do this work successfully.

PREETI BBA

SCOPE OF THE STUDY

As learning is a human activity and is as natural, as breathing. Despite of the fact that learning is all pervasive in our lives, psychologists do not agree on how learning takes place. How individuals learn is a matter of interest to marketers. They want to teach consumers in their roles as their roles as consumers. They want consumers to learn about their products, product attributes, potential consumers benefit, how to use, maintain or even dispose of the product and new ways of behaving that will satisfy not only the consumers needs, but the marketers objectives. The scope of my study restricts itself to the analysis of students preferences, perception of different recruitment and selection process on private banking sector providers. The scope of my study is also restricts itself only

TABLE OF CONTENT

CHEPTER-1

CHEPTER-2

INDUSTRY INTRODUCTION: Introduction of private banking sector INTRODUCTION OF STUDY:RECRUIT MENT AND SELECTION Recruitment meaning and definition Importance of recruitment Factors affecting recruitment Recruitment process Forms of recruitment Sources of recruitment Recruitment management system Recruitment strategies Selection: meaning and definition Selection as a source of competitive advantage Organization for selection Selection process Recruitment-a challenging task Benefits Limitations of recruitment and selection process REVIEW OF LETRATURE

8-11

12 13 14 15-19 20-21 22-23 24 25-26 27 28 29 30 31-32 33 34-35 36-38

CHEPTER-3

Objective of the study Scope of the study Research methodology Data analysis and

39 40 41-42
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CHEPTER-

43-54

CONCLUSION 58 BIBLIOGRAPHI AND QUESTIONNERE.59-62

CHEPTER-1 INTRODUCTION OF PRIVATE BANKING SECTOR:

Human resources management is the management of human resources in an organization and it is concerned with the creation of harmonious working relationship among its participants and bringing about their utmost individual development such management is concerned with leadership in both groups and employees relationship and personnel management. It effectively describes the process of planning and directing, development and utilization of human resources in management. In todays rapidly business environment, organization have to respond quickly to requirement for people, hence it is important to have a well defined requirement policy in place, which can be execute effectively to get the best fits for the vacant positions selecting the right candidate on right place. Recruiting is the process of discovering potential candidates 7

for actual or anticipated organizational vacancies. So we know the importance of this process like meet the organization social and legal obligation regarding the composition of workforce. The project includes the recruitment process followed by the international forgings Ltd. From the project company can identify the difference between recruitment strategies followed by them in comparison to standard recruitment process and other companies which can further help them to improve the performance of recruitment process. The main objective of the study is various aspect of recruitment and selection project. The project helps to study the various challenges faced by the recruiters in todays world and to find the various ways to overcome those challenges and increase the success rate of recruitment process. This project also covers the various recent trends in industries regarding recruitment and selection project. In review of literature there are many articles in which we examines that human resource management theories mainly focus on methods of recruitment and selection and highlight the advantages of interviews. So this is fact that every company has different criteria of recruitment and selection process which define the best way to select the employee in the organization that the organization can achieve its goals in best way as soon as possible. Every organization want to make profit and want to make reputation in the market so for that purpose they need effective and cooperative staff who help the organization in many ways like increase the profit and make the stability in the company. So this is very important process in every organization. So in private banking sector they focus on the Manpower Requirement, HR department will search the suitable candidates (on the basis of qualification, Training, Experience and job Profile, skills given in

Manpower requirement form) through various channels like placement agencies, advertisements, web portals, references, employment exchange. The selection process of private banking sector mainly consists of three steps first one is group discussion, then technical interview by HR manager. So we know very well that manpower is the essential aspect of every business. So using and following the right recruitment process can facilitate the selection of the best candidates for the organization. Selection is the one area where the interference of the external factor is minimal. Hence the HR department can use its directing in framing its selection policy and using various selection tools for the best result. So all the factors or recruitment and selection are very important in the management. As an employer its a legal responsibility to ensure that no unlawful discrimination occurs in the recruitment and selection process on the bases of race, sex, religious or belief, disability and sexual orientation. Therefore, the choices that are made during the recruitment and selection process need to be transparent and objective. The project undertaken by me covers the full recruitment and selection path. It also includes the various human resources related acts which are consideration at the time of fixing compensation packages for various pasts I had formulated my project report under the supervision of Miss.Zeenia. As we already talked of changing scenario so it is the responsibility of recruiter to keep track of all the upcoming methods, sources of recruitment. As technological sophistication playing important role in cutting the cost. So it should involve in the recruitment process. Recruiter is not only responsible for recruitment as directly concerned with retention strategies and training and development need so those must also be 9

considered while developing the recruitment strategies. The recruiters are going to play an important role in the success of organizations. As the organizations are based on the human excellence the major challenge is to acquire them and retain them. That is going to be succeeds with the help of recruiter has to make such a strategy for acquiring talent that is only in the framework of organizational policies but also according to changing scenario of external environment. The concerned report is of descriptive as well as exploratory in nature as I had used both primary and secondary data in my studies. Primary data is used for knowing the perception of the employees regarding the recruitment and selection process of the unit and secondary data is collect some supportive data for my project report and also collecting some useful articles. In the end, this project endeavors to present a comprehensive picture of recruitment and selection and hopes to enable to readers to appropriate the various intricacies involved.

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CHEPTER-2 INTRODUCTION OF THE STUDY: Recruitment and selection 1. RECRUITMENT: Meaning: Recruitment is the process of
discovering potential candidates for actual or anticipated organizational vacancies.

DEFINITIONS:
According to Yoder, a process to discover the sources of manpower to meet the requirements of the staffing schedule and employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient work force. According to Edwin B. Flippo, the process of searching for prospective employees and stimulating them to apply for jobs in the organization.

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2.

IMPORTANCE OF RECRUITMENT:
Determine the present and future of the firm in conjunction with its personnel planning and job analysis activities. Increase the pool of candidates at minimum cost. Help to increase the success rate of the selection process by

reducing the number of visibly under qualified or overqualified job applicants.

Help to reduce the probability that job applicants once selected

leave the organization after a short period of time. Meet the organization social and legal obligation regarding the

composition of workforce. Being identifying and preparing potential job applicants who

will be appropriate candidates. Increase organizational and individual effectiveness in short

term and long term.

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Evaluate the effectiveness of various techniques and sources

for all types of job applicants.

2.3. FACTORS AFFECTING RECRUITMENT: Internal factor External factor

THE INTERNAL FACTORS ARE:

1. 2. 3. 4. Recruiting policy of the organization; Human Resources planning strategy of the company; Size of the organization and the number of employed; Cost involved in recruiting employees and finally.

THE EXTERNAL FACTORS ARE:

1. Supply and demand of specific skills in the labor market; 2. unemployment rate; 3. Political and legal considerations such as reservation of jobs for SCs, STs and so on. 4. Companys image-perception of the job seekers about the company.

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2.4. RECRUITMENT PROCESS: 1. RECRUITMENT PLANNING:

First step is translation of job in terms of Number of employees. Type of employees

This may very according to requirement of the concern. Organizations plan to attract more applicants than they will hire. Some of those contacted will be uninterested, unqualified or both. Each time recruitment programmed is contemplated, on task is to estimate the number of applicants necessary to fill all vacancies with qualified people. Type of applicants means the qualification and experience expected. These details are available through job description and job specification.

2.

STRATEGY DEVELOPMENT:
It includes the decision regarding the following things.

Make or buy: it means whether to hire the less skilled persons and to invest on training and education programmed or they can hire the skilled labor and professionals.

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 Technology to be used: it means which method of recruitment and selection to be used. The decision is influenced by available technology. Geographical distribution (where to look): it refers to whether to hire people locally, from national market or internationally. Sources of recruitment: As there are two types of sources internal or external. This depends on the need of the organization. Sequences of activities (when to look): This refers to when to look candidate. This is basically depended on the required to hire the competent employees for organization.

3. SEARCHING:
It includes the two steps Source activation. Selling source activation means the issuance of requisitions by three head of department to HR department about the requirement of personnel in that very department. Selling is a seconds issue to be addressed in the searching process concerns communications. Employment advertisement is given to candidates through different media.

4. SCREENING:
The purpose of screening is to remove from the recruitment process those applicants who are visibly unqualified for the job. Effective screening can save a great deal of time and money.

5. EVALUTION AND CONTROL:

It is necessary considerable costs are incurred on the recruitment process. It helps to know whether the recruitment methods used are valid and whether the recruitment process itself is effective. Evaluation is considered to be important as the following costs are involved in the recruitment process: Salaries for recruiter Management and professional time spent on preparing job description, job specifications, advertisement, agency liaisons and so forth Cost of producing supporting literature Recruitment overheads and administrative expenses Costs of overtime and outsourcing while the vacancies remail unfilled.

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2.5 EVALUTION OF RECRUITMENT PROCESS:The recruitment process has the objective of searching for and obtaining applications from job seekers in sufficient numbers and quality. Keeping this objective in mind, the evaluation might include: Return rate of applications sent out. Number of suitable candidates for selection Retention and performance of candidates selected Cost of recruitment process Time lapsed data Comments on image projected.

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2.6. EVALUTION OF RECRUITMENT METHODS:The evaluation of recruitment methods might include: Number of initial enquiries received which resulted in completed Number of candidates at various stages of recruitment and selection Number of candidates recruited. Number of candidates retained in organization after six month.

application forms. process, especially those short listed.

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2.7. FORMS OF RECRUITMENT:The organizations differ in terms of their size, business, processes and practices. A few decisions by the recruitment professionals can affect the productivity and efficiency of the organization. Organizations adopt different forms of recruitment practices according to the specific needs of the organizations can choose from the centralized and decentralized forms of recruitment, explained below: CENTRALISED RECRUITMENT: The recruitment practices of an organization are centralized when the HR/ recruitment department at the head office performs all functions of recruitment. Recruitment decisions for all the business verticals and departments of an organization are carried out by the one central HR (or recruitment) department. Centralized from of recruitment is commonly seen in government organizations.

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Benefits of the centralized form of recruitment are:1. 2. 3. 4. 5. 6. office. reduces administration costs better utilization of specialists uniformity in recruitment interchangeability of staff reduces favoritism Every department sends requisitions for recruitment to their central

DECENTRALISED RECRUITMENT: Decentralized recruitment practices are most commonly seen in the case of conglomerates operating in different and diverse business areas. With diverse and geographically spread business areas and offices, it becomes important to understand the needs of each department and frame the recruitment policies and procedures accordingly. Each department carries out its own recruitment. In some cases combination of both is used. Lower level staffs as well as top level executives are recruited.

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2.8. SOURCES OF RECRUITMENT:A). internal sources:1.

Transfers: the employees are transferred from one

department to another according to their efficiency and experience to fill the vacant position the organization. 2.

Promotions: the employees promoted from one department

to another with more benefits and greater responsibility based on efficiency and experience.

B). external sources:1.

Press advertisements: advertisements of the vacancy in Educational institutes: various management institutes,

newspapers and journals are a widely used source of recruitment. 2.

engineering colleges, medical staff etc. they provide facilities for campus interviews and placements. This source is known s campus recruitment.

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3.

Placement agencies: several private consultancy firm

recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists. 4. candidates. 5.

Employment exchange: These exchanges provide job

information to job seeker and help employers in identifying suitable

Labor contractor: this source is used to recruit labor for Unsolicited applicants: many job seekers visit the office

construction jobs. 6.

of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organization. 7.

Employee Referrals/recommendations: management

can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union. 8.

Recruitment at factory gate: Unskilled workers may be

recruited at the factory gate these may be employed whatever a permanent worker is absent. More efficient among these may be recruited to fill permanent vacancies.

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2.9.

RECRUITMENT MANAGEMENT SYSTEM:

Recruitment management system is the comprehensive tool to manage the entire recruitment processes of organization. It is one of the technological tools by the information management systems to the HR of organizations. Just like performance management, payroll and other systems, Recruitment Management system helps to contour the recruitment processes and effectively managing the ROI on recruitment. The features, functions and major benefits of the recruitment management system are explained below: Structure and systematically organize the entire recruitment processes. Recruitment management system facilities faster, unbiased, accurate and Helps to reduce the time-per-hire. Recruitment management system maintains an automated active database

reliable processing of applications from various applications.

of the applicants facilitating the talent management and increasing the efficiency of the recruitment processes.

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Recruitment management system provides and a flexible, automated and

interactive interface between the online application system, the recruitment department of the company and job seeker. Offers tolls and support to enhance productivity, solutions and optimizing Recruitment management system helps to communicate and create healthy the recruitment processes to ensure improved ROI. relationships with the candidates through the entire recruitment process.

2.10.

RECRUITMENT STRATEGIES:-

Recruitment is of the most crucial role of the human resources professionals. The level of performance of and organization depends on the effectiveness of its recruitment function. Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization. For formulating an effective and successful recruitment strategy, the strategy should cover the following elements: 1.

Identifying and prioritizing jobs:- recruitments keep arising st

various levels in every organization; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the

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quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first. 2.

Candidates to target: - the recruitment process can be effective only

if the organization completely understands the requirements of the type of candidates that are required and will be beneficial for the organization. This covers the following parameters as well: Performance level required: different strategies are required for focusing on hiring high performers and average performers. Experience level required: the candidates experience can range from being a fresher to experienced senior professionals. Category of the candidate: the strategy should clearly define the target candidate. He/She can be from the same industry, different industry, unemployed, top performers of the industry etc. 3.

Sources of recruitment:- the strategy should define various sources

(external and internal) of recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions? Employees referral is one of the most effective sources of recruitment. 4.

Trained recruiters:- the recruitment professionals conduct the

interviews and the other recruitment activities. They should also be aware of the major parameters and skills (e.g.: behavioural, technical etc.) to focus while interviewing and selecting a candidate. 5.

How to evaluate the candidates:- the various parameters and the

ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc.

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2.11.

SELECTION: Meaning:-Selection is the process of picking individual (out of pool of

job applicants) with the requisite qualifications and competence to fill jobs in the organization. Selection refers to differentiating between employees in order to identify and hire those with a greater likelihood of success in a job.

DEFINITION:
It is the process of differentiating between applicants in order to identify (and here) those with a greater likelihood of success in a job. According to dale Yoder, Selection is the process in which candidates for the employment are divided into two classes those who are to be offered employment and those who are not. Selection means a process by which qualified personnel may be chosen from the applicants offering their services to the organization for employment.

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2.12. SELECTION AS A SOURCE OF COMPETITIVE ADVANTAGE:

The role of selection in an organizations effectiveness is crucial for at least two reasons: work. Cost incurred in recruiting and hiring personnel speaks the volumes about the role of selection. Wrong selection means wastage of financial resources of the organization. Work performance depends on individuals. The best way to improved

performance is to hire people who have the competence and the willingness to

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2.13.

ORGANISATION FOR SELECTION

Selection process is carried out by the Human resource department because of following reasons:-

jobs.

It easier for applicants to send applications to centralized department. It facilitates contact with applicants because issues pertaining to It helps operating managers to concentrate on their operating It can provide better selection because specialist does hiring. The applicant is better assured of consideration for a greater variety of Hiring costs may be cut because duplication of effort is

employment can be cleared through one central location. responsibilities.

minimized.Recruitment is a function that requires business perspective, expertise, ability to find and match

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2.15. RECRUITMENT-A CHALLENGING TASK

Recruitment is a function that requires business perspective, expertise, ability to find and match the best potential candidate for the organization, diplomacy, marketing skills(as to sell the position to the candidate) and wisdom to align the recruitment for the benefit of the organization. The HR professionals- handling the recruitment function of the organization are constantly facing new challenges. The biggest challenge for such professionals is to source or recruit the best people or potential candidate for the organization. In the last few years, the job market has undergone some fundamental changes in terms of technologies, sources of recruitment, competition in the market etc. in an already saturated job market, where the practices like poaching and raiding are gaining momentum, HR professionals are constantly facing new challenges in one of their most important functionrecruitment. They have to face and conquer various challenges to find the best candidates for their organizations. The major challenges faced by the HR in recruitment are:

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Finding the best source for recruitment- this is the most important step

of recruitment process and even a challenging task for the recruiter as number of sources available he has to find the best one which can help him to find the best talent for this organization at cheapest rate. Matching job description to resumes- this is also a challenge for recruiter to shunt the resume and select only those which matches with job description. If he fails to it he is never going to obtain the best talent for the organization. Find the best one- this is the most crucial challenge for the recruiter. When number of person with same qualification and ability appears before recruiter he has to make right decision which to select or not. Right candidate selection becomes difficult due to organizational differences, cultural differences and attitude of person. He has to find the best one who can perform the job in perfect manner. Adaptability to globalization- the HR professionals are expected and required to keep in tune the changing time, i.e. the changes taking place across the globe. HR should maintain the timeliness of the process. Lack of motivation- recruitment is considered to be a thankless job. Even if the organization is achieving results, HR department or professionals are not thanked for recruiting the right employees and performers. Process analysis- the immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. The process should be flexible, adaptive and responsive to the immediate requirements. The recruitment process should also be cost effective. Strategic prioritization- the emerging new system are both an opportunity as well as a challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals. Technological sophistication- with the passage of time new technologies is coming. This is the era of technology. Technology helps the recruiter in doing their work more easily and in cost effective manner. But this is also a challenge 29

for the recruiter to keep in touch with those technologies, as it is not easier to learn about the all-new technologies.

BENEFITS:
The general purpose of recruitment is to provide a pool of potentially qualified job candidates, Specifically, the purposes are to:1. 2. 3. 4. 5. 6. 7. term. Determine the present and future requirement of the organization in Increase the job pool of job candidates at minimum cost. Help increase the success rate of the selection process by reducing the Help reduce the probability that job applicants, once recruited selected, Meet the organizations legal and social obligation regarding the Being identifying and preparing potential job applicants who will be Increase organization individual effectiveness in the short term and long

conjunction with its personnel planning and job analysis activities.

number visibly under qualified or job application. will leave the organization only after a short period of time. composition of its workforce. appropriate candidates.

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8.

Evaluate the effectiveness of various recruiting technique and sources for

all types of job applicants.

LIMITATIONS: CONSENTRAINS TO RECRUITMENT: 1. Poor image: if the image of the firm is perceived to be low (due to

factors like operation in the declining industry, poor quality products, nepotism etc), the likelihood of attracting large number of qualified applicants is reduced. 2. Unattractive jobs: if the job to be filled is not very attractive, most prospective candidates may turn indifferent and may not even apply. This is especially true of job that is boring, anxiety producing, devoid of career growth opportunities and generally not rewards performance in a proper way (e.g. jobs in post office and railways). 3. Government policy: govt. policies often come in the way of recruitment as per the rules of company or on the basis of merit seniority. Policies like reservations (scheduled castes, scheduled tribe etc.) have to be observed.

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4.

Conservative internal policies: firms which go for internal

recruitments or where labors unions are very active, face hindrances in recruitment and selection planning.

BARRIERS TO SELECTION PROCESS: 1. Perception or the halo effect: many a times the interviewer

selects a candidate according to the perception he has or he made up while taking or looking at the individual. This way he does not see through the caliber or the efficiency of the individual and many times it leads to the selection of the wrong candidates. 2. Fairness: during the selection process the interviewer does not select the individual on the basis of his knowledge and hence the right type of the candidates is not selected. 3. Pressure: the people from the HR department and also have a lot of pressure from the top management and from other top class people for selecting the candidates they want. This ways the purpose of effective selection process is defeated as they have to select that individual whether or not he is capable of the job that is being offered.

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REVIEW LETRATURE RECRUITING INTRO: trends, Opportunities, $ challenges Mr.korsten (2003) examines that recruitment is the process of inviting applications from suitable candidates for the job offer at hand. Selection is the process of obtaining and using job-related information from applicants to assess the suitability of the same for long or short-term positions. The three main steps in the recruitment and selection process are analyzing, recruiting and interviewing. Analyzing involves finding out the vacancies and jobs that need to be filled. Next comes the recruiting step wherein suitable strategies are operationalised to inform and attract eligible candidates about the job vacancy. Finally, the recruited candidates undergo tests and interviews towards final selection. The paper discusses the trends, opportunities, challenges in the recruitment and selection process. 33

RECRUITING, SELECTING AND SOCIALISING EMPLOYEES Mr. Jones (2001) examines that recruitment and selection from important components of the HR planning activity in an organization. These activities are the basis for laying the foundation of a sound HR development platform in the organization. Recruitment, selection, and socialization are the three parts of the hiring process. Recruitment is the initial identification of suitable candidates for the job at hand. Selection is the process of obtaining and using job- related information from applicants to assess the suitability of ht same for long or short-term positions.socialising is the processes of orienting the selected candidates to the organizational culture. The paper examines the processes of recruitment, selection and socialization. RECRUITMENT AND SELECTION PRACTICES Mr. John bult (2000) examines that better recruitment and selection strategies result in improved organizational outcomes. The more effectively organizations recruit and select candidates, the more likely they are to hire and retain satisfied employees. The objectives of this study were to identify general practices that organizations use to recruit and select employees, determine which recruitment and selection practices are most effective, and determine how the recruitment and selection practices affect organizational outcomes. Recruitment is the process of identifying and attracting potential candidates from within and outside an organization to begin evaluating them for future employment. Once candidates are identified, an organization can begin the selection process. This includes collecting, measuring and evaluating information about candidates qualifications for specified positions.

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THE IMPORTANCE OF RECRUITMENT AND SELECTION PROCESS FOR SUSTAINABILITY OF TOTAL QUALITY MANAGEMENT: Mr.Abhishek (2006) examines that management literature discusses that the behavioral traits of employees can play an important role in the success of total quality management. However, little empirical research exists in this regard. Using an international dataset, the present study investigates; the impact of quality management practices on plant competitiveness; and the moderating effect of an employee selection process on the relationship between quality management practices and plant competitiveness. Results show that quality management practices positively impact plant competitiveness. Furthermore, the behavioral traits of employees seem to have a significant impact on the effectiveness of quality management practices. This implies and their fit with the TQM philosophy. Managers should not limit their attention to potential employees technical skills. RECRUITMENT AND SELECTION PROCESS Mr. Ndunuju Adiele (1998) examines that the most important job of human resources person is the selection and hiring/recruitment of employees. It cannot be faulted that the success of any firm depends on the quality of human resources or talents in that firm. This is why it is very important for any human resources export to be very sure of hiring the right staff without compromising anything from the onset. The questions behind your mind while sourcing for talents should be can these staff deliver? What are their strengths? Can they fit into the corporate goal and objectives of the firm? What are their competencies? Can they be trained? Can they purse the vision the firm? what values are they bringing into the organization? are they coming to use our firm as a learning ground and move on with their career somewhere else? Can we count on them to fit

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into the secession plan of the company? Answers to these questions and more are why selection and recruitment seems to be an onerous task. It cannot be argued that most applicants fake their qualifications and experiences just to impress interviewer to look beyond the physical to determine how suitable an applicant is. A competency can then be seen as the underlying characteristics of a person which enables him to deliver or not deliver superior performances in a given job, role or situation.

CHEPTER-3 OBJECTIVE OF THE STUDY:

The main objective of the project is to study the various aspect of recruitment and selection project. And to study the recruitment process followed by the banking industry. The project helps to study the various challenges faced by the recruiters in todays world and to find the various ways to overcome those challenges and increase the success rate of recruitment process. This project also covers the various recent trends in industries regarding recruitment and selection project. To establish a fair and equitable compensation offering similar pay for To improve motivation and morale of employees and to improved union To minimize the chances of favoritism while assigning the wage rates.

similar work. management relations.

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3.2 SCOPE OF THE STUDY:

The project focuses on the recruitment strategy that can be followed by the private banking sector in order to reduce their cost and increase the success rate of recruitment. The project includes the recruitment process followed by private banking sector from the project company can identify the difference between recruitment strategies followed by them in comparison to standard recruitment process and other companies which can further help them to improve the performance of recruitment process. I have conducted online survey to collect information. The analysis is based on responses to this online survey. This analysis is based on information from private banks.

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3.3. RESEARCH METODOLOGY

There are certain steps which are to be followed for making an effective research it depends upon organization to organization and person to person to adopt a certain strategy in research which is termed as research methodology. The methodology of this project is based upon data collected through various sources such as primary sources and secondary sources etc. DATA COLLECTION PRIMARY DATA SECONDARY DATA PRIMARY DATA: In primary data collection, you collect the data yourself using methods such as interviews and questionnaires. The key point here is that the data you collect is unique to you and your research and until you publish, no one else has access to it. For this project primary data is collected through:

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Information from the staff of organization

Sample size: I have selected 100 respondents for the survey of my topic. SECONDARY DATA: Secondary data are those, which have already been collected by some one else. For this project secondary data is collected through Website Internet Books

SAMPLE SIZE TECHNIQUES USED The tools and techniques used in the process of the making the reports were the observations and interview. Observations:

The observations carried out the information from the respondent. Interviews:

Through interview the direct interaction with the respondent and to get the information in direct way from respondent. Employees questionnaires:

Through questionnaire the researcher fill up the questionnaire from the employees.

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CHEPTER-4
DATA PRESENTATION,ANALYSIS AND INTERPRETATION: Q.1 Are you aware of recruitment programmes provided by an organization? Particulars YES NO No. of respondent 50 0 Percentage (%) 100 0

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YES-50 employees 100%

INTERPRETATION: - according to this pie-chart all employees know about recruitment programmes and received maximum percentage i.e. 100%.

Q.2 Is there any need of improvement regarding recruitment and selection? Particulars YES NO No. of respondent 11 Percentage 22 78

NO. OF RESPONDENT

yes:11 at 22% 39 No: 39 at 78%

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INTERPRETATION:- According to this pie-chart, employees who said that there is no need of improvement regarding recruitment and selection programmes received maximum percentage i.e.78% and said that there is need of improvement received less percentage i.e. 22%.

Q.3 Does recruitment programmes contribute to stability of employment in your organization? Particulars YES NO NO. OF RESPONDENTS: No. of respondents 50 0 Percentage 100 0

100% YES.

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INTERPRETATION:- According to this pie- chart all employees said that recruitment programmes contribute to stability of employment in the organization and received maximum percentage i.e. 100%.

Q.4 Do you like recruitment and selection policy of your organization?

Particulars YES NO

NO. OF RESPONDENTS:-

Yes: 39at No:11at 22%

No. of respondent 39 11 78%

Percentage 78 22

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INTERPRETATION:- According to this pie-chart most of the employees said that they like recruitment policy and received maximum percentage i.e. 78% and those who dont like gained less percentagei.e.22%.

Q.5 Do you have any employees referral schemes in your organization? Particulars YES NO No. of respondents 25 25 Percentage 50 50

NO. OF RESPONDENTS:25 at50% YES:

NO:25 at 50%

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INTERPRETATION:- According to this pie-chart half of the employees said there are employees referral schemes in this organization i.e.50% and half of them i.e. 50% were not aware of this.

Q.6 Are you aware about terms and conditions of the organization? Particulars YES NO NO. OF RESPONDENTS:No. of respondents 21 29 Percentage 42 58

Yes:21at42% No.:29at 58%

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INTERPRETATION:-According to this pie-chart 42% employees said that they were aware about terms and conditions of the firm whereas58% employees said that were not aware about the terms and conditions and gained maximum percentage.

Q.7 Is organization checked your past experience records? Particulars YES NO No. of respondents 50 0 Percentage 100 0

NO. OF RESPONDENTS: 100% YES.

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INTERPRETATION: According to this pie-chart all employees said that the firm checked their past experience records and received maximum percentage i.e. 100%.

Q.8 Is the present job linked with past job? Particulars No. of respondents YES 28 NO 22 yes:28 at 56% NO. OF RESPONDENTS:No:22 at 44% Percentage 56 44

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INTERPRETATION: According to this pie-chart 56%employees said that their present job linked with past job and 44%employees said that their present job is not linked with past job.

Q.9 Are your organization punctual in conducting interviews?

Particulars YES NO

No. of respondents Yes: 39at 78% 39 11 No:11at 22%

Percentage 78 22

NO. OF RESPONDENTS:-

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INTERPRETATION:-According to this pie-chart 78%of the employees said that the organization punctual in conducting interviews and22% said that there should not punctual in conducting interviews.

Q.10 Do you think recruitment and selection are conducted on time in banking industry? particulars YES NO NO. OF RESPONDENT: No. of respondents 35 15 Percentage 70 30

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yes:35 at 70% No:15 at30%

INTERPRETATION: According to this pie-chart 70% of employees think that the recruitment and selection are conducted on time in their organization. But remaining 30% think that it is not conducted in time.

Q.11 Do you think the selection plans of the company are fair and just and cover each & every category? Particulars YES NO No. of Yes:42 at 84% respondents No:8 at 42 16% 8 Percentage 84 16

NO. OF RESPONDENTS:

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INTERPRETATION:-According to this pie-chart 84% of the employees think that the selection plans of their organization is fair and it covers each and every category, while remaining16% think that it is not fair and it needs to add some more categories.

Q.12 Are you satisfied with the job description set by the banking industry for your job? Particulars YES NO No. of respondents 37 13 Percentage 74 26

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NO. OF RESPONDENTS:

Yes:37 at 74% No:13 at 26%

INTERPRETATION:- According to this pie-chart 74%of Employees are highly satisfied with job description set by their organization and remaining 26%are not satisfied. They want some change in it.

FINDINGS OF THE STUDY

Majority of respondents are aware of recruitment programmes Majority of the respondents said that there is no need of

provided by organization improvement regarding recruitment& selection programmes

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Majority of employees said that recruitment programmes

contribute to stability of employment in the organization and received maximum percentage past job. Majority of employees said that organization punctual in Majority of employees think that the recruitment and selection Majority of the employees think that the selection plans of their Majority of employees are highly satisfied with the job conducting interviews. are conducted on time in their organization. organization is fair and it covers each and every category. description set by their organization. Majority of employees said that they like recruitment policy and Majority of employees said that half of the employees that there Majority of employees said that they are aware about terms All employees said that the firm checked their past experience Majority of employees said that their present job linked with received maximum percentage are employees referral schemes in this organization &conditions of the organization. records and received maximum percentage.

Limitation of the study

While working on the project following limitation and constraints have been found: Being a trance lake of expertise in analyzing data. Sometime not able to find the required data. 53

Sometime employees do not give response. Biased ness in data.

SUGGESTIONS OF THE STUDY

1. 2. Recruitment policies to be planned according to job requirements. Selection procedure shall be based on merit, experience related to job

requirements.

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3.

Selection shall be based not only on marks obtained, they consider

candidates communication skills, behavior etc. these are the major factors which reflects the company well being. 4. 5. 6. 7. Involve lower level people and ask if workload is there. Selection policy shall be with in the framework of organization policy. Proper training has been given to recruitment person and technical aspects. Select people with taking minimum 2 or 3 interviews. In the end, this project endeavors to present a comprehensive picture of recruitment and selection and hopes to enable the reader to appreciate the various intricacies involved.

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 assets that sets an organization apart from the other, the very element that brings the organizations vision into fruition. 55

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. management of human relations in the future will have to face new challenges in the future. As the changes takes place in the environment recruiter has to make changes in the recruitment strategies. In the changing domains of technological and legal environment the recruiter task is going to be harder than the earlier.

BIBLIOGRAPHY Electronic sites used;

www.economictimes.com www.wikepedia.com

BOOKS:

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 Aswathapaa, human resource management, tata McGraw-hill Publishing Company limited, New Delhi, fifth edition2008, pageno.143-186. Shashi K.Gupta, Human Resource Management, Kalyani Publisher, Third edition2006, page no. 5.1-5.16, 6.16.10 V.S.P.Rao Human Resource Management second edition.

QUESTIONNAIRE
Q.1 Are you aware of recruitment programmes provided by an organization? Ans: 1.YES

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2. NO

Q.2 Is there any need of improvement regarding recruitment and selection? Ans: 1. YES 2. NO Q.3 Does recruitment programmes contribute to stability of employment in your organization? Ans: 1. YES 2. NO Q.4 Do you like recruitment and selection policy of your organization? Ans: 1. YES 2. NO Q.5 do you have any employee referral schemes in your organization? Ans: 1. YES 2. NO Q.6 Are you aware about terms and conditions of the organization? Ans: 1. YES 2. NO Q.7 Is organization checked your past experience records? Ans: 1. YES 2. NO Q.8 Is the present job linked with past job? Ans: 1. YES

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2. NO Q.9. Is your organization punctual in conducting interviews? Ans: 1. YES 2. NO Q.10 Do you think the recruitment and selection are conducted on time in Banking Industry? Ans: 1. YES 2. NO Q.11 Do you think the recruitment and selection are conducted on time in banking industry? Ans: 1. YES 2. NO Q.12 Are you satisfied with the job description set by the banking industry for your job? Ans: 1. YES 2. NO

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