A MARKET SURVEY REPORT ON

A COMPARATIVE STUDY OF RECRUITMENT PROCESS BETWEEN HDFC BANK AND SBI BANK AT MORADABAD REGION
Submitted To:

COLLEGE OF MANAGEMENT AND COMPUTER APPLICATION, MORADABAD In Partial Fulfillment of the Requirement of the Degree of Bachelor of Business Administration (BBA) SESSION: 2009-2012 Department of Management TEERTHANKER MAHAVEER UNIVERSITY DELHI ROAD, MORADABAD
Project Guide:

Ms. Roma Khanna

Project In charge:

Mr. Abhinav Srivastava &

Mr. Avinash Raj Kumar (Course Co-ordinator, B.B.A.)
Submitted By:

Akansha Sharma
B.B.A. V Semester Roll No. R0912011021

CERTIFICATE

This is to certify that Ms./Mr................................................................. is pursuing three year full time Bachelor of Business Administration (BBA) Course from Teerthanker Mahaveer University, Moradabad as regular student, in session (2009-2012). In compliance with the provision/guidelines of Teerthanker Mahaveer University, Moradabad, He/she has been assigner a market survey project. The project work has been genuinely carried out by the student for the during specified by the university. He/she has made sincere efforts in the completion of the project work.

MS. ROMA KHANNA Project Guide

STUDENT DECLARATION

I Akansha Sharma hereby declare that the research work presented in this project report entitled A COMPARATIVE STUDY OF RECRUITMENT SYSTEM BETWEEN HDFC & SBI BANK AT MORADABAD REGION. for the fulfillment of the award of Bachelor of Business Administration from Teerthanker Mahaveer University; Moradabad. The project embodies the result of original work and studies carried out by me and the contents of the project do not form the basis for the award of any other degree to me or to anybody else.

Akansha Sharma BBA 5th Sem

ACKNOWLEDGEMENT
It gives me immense pleasure and privilege to acknowledge my deepest sense of gratitude towards all those who helped me in the successful execution of this project.

I would like to thanks Chancellor Sir, Shri Suresh Jain, Group Vice Chairman Mr. Manish Jain, for their able guidance. I also extend my gratitude towards the Additional Director Mr. Vipin Jain and H.O.D. Dr. M.P. Singh and my course co-ordinate Mr. Abhinav Srivastava & Mr. Avinash Raj Kumar who entrusted me for the completion of this project. I am highly indebted to my project guide, Ms. Roma Khanna whose constructive counseling and able guidance helped me immensely in bringing out this project in the present form. And lastly the entire faculty member and Mr. Sanjeev Singh (Librarian) & the entire Lab staff for providing me this opportunity and expose me to industrial culture. The acknowledgement would be incomplete without thanking my family and friend who were a big support throughout.

Akansha Sharma BBA 5th SEM

EXECUTIVE SUMMARY

Employees are the back bone of any organization. The Human Resources (HR) department processes all the activities concerned to employees right from the beginning to exit. The main and the most critical activity of HR is Recruitment. Every business activity will incur some cost directly or indirectly, recruitment also includes some costs. Whenever the cost variable is present, automatically the Finance department involves directly or indirectly. The main objective of the study is to compare the recruitment process of HDFC bank and SBI bank.
The recruitment process is about employers identifying suitable employees for the future and about candidates gaining an insight into the organization. With an upsurge in interest in the idea of employer branding, more employers are giving thought to ensuring a positive candidate experience and favorable company material and communications received by individuals as part of the recruitment process. The present study aims at understanding the positioning of a HDFC

bank and SBI bank. As it is perceived by candidates. The objective of the study is to identify the
factors that could contribute to effective/ineffective recruitment process and a comparison to the process prevalent in competitive organizations.

CONTENTS

1. INTRODUCTION 2. COMPANY PROFILE 3. SCOPE OF THE STUDY 4. OBJECTIVES OF THE STUDY 5. ASSUMPTION 6. RESEARCH METHODOLOGY 7. DATA ANALYSIS AND INTERPRETATION 8. FINDINGS 9. SUGGESTIONS 10. LIMITATIONS 11. CONCLUSION BIBLIOGRAPHY ANNEXTURE

INTRODUTION

Recruitment refers to the process of finding possible candidates for a job or function, undertaken by recruiters. It may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur through several means: through newspapers, using newspaper dedicated to job advertisement, through professional publication, using advertisements placed in windows, through a job center, through campus interviews, etc. Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individual's "off-hand" knowledge of software packages or typing skills. At a more basic level written tests may be given to assess numeracy and literacy. A candidate may also be assessed on the basis of an interview. Sometimes candidates will be requested to provide a rsum (also known as a CV) or to complete an application form to provide this evidence.

PURPOSE & IMPORTANCE OF RECRUITMENT The Purpose and Importance of Recruitment are given below: Attract and encourage more and more candidates to apply in the organisation.

 Create a talent pool of candidates to enable the selection of best candidates for the organisation. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities Increase the pool of job candidates at minimum cost. Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. Meet the organizations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants RECRUITMENT PROCESS The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the recruitment strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows: 1. Identify vacancy

2. Prepare job description and person specification 3. Advertising the vacancy 4. Managing the response 5. Short-listing 6. Arrange interviews 7. Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities

SOURCES OF RECRUITMENT Every organisation has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organisation itself (like transfer of employees from one department to other, promotions) to

fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of The recruitment.

SOURCES OF RECRUITMENT

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organisations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organisation. And the external factors are those factors which cannot be controlled by the organisation. The internal and external forces affecting recruitment function of an organisation are:

FACTORS AFFECTING RECRUITMENT

RECRUITMENT POLICY OF A COMPANY

In todays rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient

hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process. It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people. COMPONENTS OF THE RECRUITMENT POLICY

The general recruitment policies and terms of the organisation Recruitment services of consultants Recruitment of temporary employees Unique recruitment situations The selection process The job descriptions The terms and conditions of the employment

A recruitment policy of an organisation should be such that:

It should focus on recruiting the best potential people. To ensure that every applicant and employee is treated equally with dignity and respect.

Unbiased policy. To aid and encourage employees in realizing their full potential. Transparent, task oriented and merit based selection. Weightage during selection given to factors that suit organization needs. Optimization of manpower at the time of selection process.

Defining the competent authority to approve each selection. Abides by relevant public policy and legislation on hiring and employment relationship.

Integrates employee needs with the organisational needs.

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives Personnel policies of the organization and its competitors. Government policies on reservations. Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications.

RECENT TRENDS IN RECRUITMENT

The following trends are being seen in recruitment: OUTSOURCING In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organisation by the initial screening of the candidates according to the needs of the organisation and creating a suitable pool of talent for the final selection by the organisation. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organisations for their services. Advantages of outsourcing outsourcing:

1. Company need not plan for human resources much in advance. 2. Value creation, operational flexibility and competitive advantage 3. turning the management's focus to strategic level processes of HRM 4. Company is free from salary negotiations, weeding the unsuitable resumes/candidates. 5. Company can save a lot of its resources and time POACHING/RAIDING Buying talent (rather than developing it) is the latest mantra being followed by the organisations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organisation might be a competitor in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm. E-RECRUITMENT Many big organizations use Internet as a source of recruitment. E-recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employees depending upon their requirements. Advantages of E-Recruitment:

o o o o o

Low cost. No intermediaries Reduction in time for recruitment. Recruitment of right type of people. Efficiency of recruitment process.

In their review of the research literature and consideration of cultural audit results of organisations, Thomas et al. (1994) found that the majority of organisations favour the use of informal recruitment and selection processes, such as small social networks and employee referrals. Many organisations rely on informal, rather than merit-based, processes in order to be able to select the best candidates and to screen out large numbers of unsuitable applicants. Such processes also minimize the cost of the recruitment process. Informal recruitment processes can also lead to bias because recruiters tend to determine job requirements according to the current job-holder's gender (Powell 1988:92). If the current job-holder is male (or female) and displays certain characteristics and abilities, then these characteristics and abilities are determined as being necessary to the job. Applicants are then assessed according to these requirements and, where these are perceived as being held more often by one particular sex than the other; applicants of that sex are preferred. This sort of process tends to limit the number of women applicants for 'men's' jobs and men applicants for 'women's' jobs. It reinforces occupational segregation and contributes to building stereotypical views of men and women's roles and abilities.

COMPANY PROFILE

COMPANY PROFILE

FORMATION OF THE COMPANY The Housing Development Finance Corporation Limited (HDFC) was amongst the first to receive an 'in principle' approval from the Reserve Bank of India (RBI) to set up a bank in the private sector, as part of the RBI's liberalization of the Indian Banking Industry in 1994. The bank was incorporated in August 1994 in the name of 'HDFC Bank Limited', with its registered office in Mumbai, India. HDFC Bank commenced operations as a Scheduled Commercial Bank in January 1995.

PROMOTER

HDFC is India's premier housing finance company and enjoys an impeccable track record in India as well as in international markets. Since its inception in 1977, the Corporation has maintained a consistent and healthy growth in its operations to remain the market leader in mortgages. Its outstanding loan portfolio covers well over a million dwelling units. HDFC has developed significant expertise in retail mortgage loans to different market segments and also has a large corporate client base for its housing related credit facilities. With its experience in the financial markets, a strong market reputation, large shareholder base and

unique consumer franchise, HDFC was ideally positioned to promote a bank in the Indian environment.

BUSINESS FOCUS

HDFC Bank's mission is to be a World-Class Indian Bank. The objective is to build sound customer franchises across distinct businesses so as to be the preferred provider of banking services for target retail and wholesale customer segments, and to achieve healthy growth in profitability, consistent with the bank's risk appetite. The bank is committed to maintain the highest level of ethical standards, professional integrity, corporate governance and regulatory compliance. HDFC Bank's business philosophy is based on four core values - Operational Excellence, Customer Focus, Product Leadership and People.

CAPITAL STRUCTURE

The authorized capital of HDFC Bank is Rs550 crore (Rs5.5 billion). The paid-up capital is Rs424.6 crore (Rs.4.2 billion). The HDFC Group holds 19.4% of the bank's equity and about 17.6% of the equity is held by the ADS Depository (in respect of the bank's American Depository Shares (ADS) Issue). Roughly 28% of the equity is held by Foreign Institutional Investors (FIIs) and the bank has about 570,000 shareholders. The shares are listed on the Stock Exchange, Mumbai and the National Stock Exchange. The bank's American Depository Shares are listed on the New York Stock Exchange (NYSE) under the symbol 'HDB'.

TIMES BANK AMALGAMATION

In a milestone transaction in the Indian banking industry, Times Bank Limited (another new private sector bank promoted by Bennett, Coleman & Co./Times Group) was merged with HDFC Bank Ltd., effective February 26, 2000. As per the scheme of amalgamation approved by the shareholders of both banks and the Reserve Bank of India, shareholders of Times Bank received 1 share of HDFC Bank for every 5.75 shares of Times Bank. The acquisition added significant value to HDFC Bank in terms of increased branch network, expanded geographic reach, enhanced customer base, skilled manpower and the opportunity to cross-sell and leverage alternative delivery channels.

DISTRIBUTION NETWORK

HDFC Bank is headquartered in Mumbai. The Bank at present has an enviable network of over 1229 branches spread over 444 cities across India. All branches are linked on an online real-time basis. Customers in over 120 locations are also serviced through Telephone Banking. The Bank's expansion plans take into account the need to have a presence in all major industrial and commercial centers where its corporate customers are located as well as the need to build a strong retail customer base for both deposits and loan products. Being a clearing/settlement bank to various leading stock exchanges, the Bank has branches in the centers where the NSE/BSE has a strong and active member base. The Bank also has a network of about over 2526 networked ATMs across these cities. Moreover, HDFC Bank's ATM network can be accessed by all domestic and international Visa/MasterCard, Visa Electron/Maestro, Plus/Cirrus and American Express Credit/Charge cardholders.

MANAGEMENT

Mr. Jagdish Capoor took over as the bank's Chairman in July 2001. Prior to this, Mr. Capoor was a Deputy Governor of the Reserve Bank of India. The Managing Director, Mr. Aditya Puri, has been a professional banker for over 25 years and before joining HDFC Bank in 1994 was heading Citibank's operations in Malaysia. The Bank's Board of Directors is composed of eminent individuals with a wealth of experience in public policy, administration, industry and commercial banking. Senior executives representing HDFC are also on the Board. Senior banking professionals with substantial experience in India and abroad head various businesses and functions and report to the Managing Director. Given the professional expertise of the management team and the overall focus on recruiting and retaining the best talent in the industry, the bank believes that its people are a significant competitive strength.

TECHNOLOGY

HDFC Bank operates in a highly automated environment in terms of information technology and communication systems. All the bank's branches have online connectivity, which enables the bank to offer speedy funds transfer facilities to its customers. Multi-branch access is also provided to retail customers through the branch network and Automated Teller Machines (ATMs). The Bank has made substantial efforts and investments in acquiring the best technology available internationally, to build the infrastructure for a world class bank. The Bank's business is supported by scalable and robust systems which ensure that our clients always get the finest services we offer.

The Bank has prioritized its engagement in technology and the internet as one of its key goals and has already made significant progress in web-enabling its core businesses. In each of its businesses, the Bank has succeeded in leveraging its market position, expertise and technology to create a competitive advantage and build market share.

BUSINESS FOCUS

HDFC Bank's mission is to be a World-Class Indian Bank. The objective is to build sound customer franchises across distinct businesses so as to be the preferred provider of banking services for target retail and wholesale customer segments, and to achieve healthy growth in profitability, consistent with the bank's risk appetite. The bank is committed to maintain the highest level of ethical standards, professional integrity, corporate governance and regulatory compliance. HDFC Bank's business philosophy is based on four core values - Operational Excellence, Customer Focus, Product Leadership and People.

RATING I. Credit Rating

The Bank has its deposit programs rated by two rating agencies - Credit Analysis & Research Limited (CARE) and Fitch Ratings India Private Limited. The Bank's Fixed Deposit programme has been rated 'CARE AAA (FD)' [Triple A] by CARE, which represents instruments considered to be "of the best quality, carrying negligible investment risk". CARE has also rated the bank's Certificate of Deposit (CD) programme "PR 1+" which represents "superior capacity for repayment of short term promissory obligations". Fitch Ratings India Pvt. Ltd. (100% subsidiary of Fitch Inc.) has assigned the "tAAA ( ind )" rating to the Bank's

deposit programme, with the outlook on the rating as "stable". This rating indicates "highest credit quality" where "protection factors are very high". The Bank also has its long term unsecured, subordinated (Tier II) Bonds rated by CARE and Fitch Ratings India Private Limited and its Tier I perpetual Bonds and Upper Tier II Bonds rated by CARE and CRISIL Ltd. CARE has assigned the rating of "CARE AAA" for the subordinated Tier II Bonds while Fitch Ratings India Pvt. Ltd. has assigned the rating "AAA (ind)" with the outlook on the rating as "stable". CARE has also assigned "CARE AAA [Triple A]" for the Banks Perpetual bond and Upper Tier II bond issues. CRISIL has assigned the rating "AAA / Stable" for the Bank's Perpetual Debt programme and Upper Tier II Bond issue. In each of the cases referred to above, the ratings awarded were the highest assigned by the rating agency for those instruments. II. Corporate Governance Rating

The bank was one of the first four companies, which subjected itself to a Corporate Governance and Value Creation (GVC) rating by the rating agency, The Credit Rating Information Services of India Limited (CRISIL). The rating provides an independent assessment of an entity's current performance and an expectation on its "balanced value creation and corporate governance practices" in future. The bank has been assigned a 'CRISIL GVC Level 1' rating which indicates that the bank's capability with respect to wealth creation for all its stakeholders while adopting sound corporate governance practices is the highest.

PRODUCT SCOPE: HDFC Bank offers a bunch of products and services to meet the every need of the people. The company cares for both, individuals as well as corporate and small and medium enterprises. For individuals, the company has a range accounts, investment, and pension scheme, different types of loans and cards that assist the customers. The customers can choose the suitable one from a range of products which will suit their life-stage and needs. For organizations the company has a host of customized solutions that range from Funded services, Non-funded services, Value addition services, Mutual fund etc. These affordable plans apart from providing long term value to the employees help in enhancing goodwill of the company. The products of the company are categorized into various sections which are as follows: Accounts and deposits. Loans. Investments and Insurance. Forex and payment services. Cards.

PRODUCTS AND SERVICES AT A GLANCE 1. PERSONAL BANKING A. Accounts & Deposits - Regular Savings Account - Savings Plus Account - SavingsMax Account - Senior Citizens Account - No Frills Account - Institutional Savings Account - Payroll Salary Account - Classic Salary Account - Regular Salary Account - Premium Salary Account - Defence Salary Account - Kid's Advantage Account - Pension Saving Bank Account - Family Savings Account - Kisan No Frills Savings Account - Kisan Club Savings Account - Plus Current Account - Trade Current Account - Premium Current Account - Regular Current Account - Apex Current Account

- Max Current Account Reimbursement Current Account - RFC - Domestic Account - Regular Fixed Deposit - Super Saver Account - Sweep-in Account - HDFC Bank Preferred - Private Banking

B. Loans - Personal Loans - Home Loans - Two Wheeler Loans - New Car Loans - Used Car Loans - Overdraft against Car - Express Loans - Loan against Securities - Loan against Property - Commercial Vehicle Finance - Working Capital Finance - Construction Equipment Finance - Offers & Deals - Customer Center

C. Investments & Insurance - Mutual Funds - Insurance - Bonds - Financial Planning - Knowledge Centre - Equities & Derivatives - Mudra Gold Bar

D. Forex Services - Trade Finance - Travelers Cheques - Foreign Currency Cash - Foreign Currency Drafts - Foreign Currency Cheque Deposits - Foreign Currency Remittances - Cash To Master - ForexPlus Card

E. Payment Services - Net Safe - Prepaid Refill - Bill Pay - Direct Pay - Visa Money Transfer

- E-Monies Electronic Funds Transfer - Excise & Service Tax Payment

F. Access Your Bank - One View - Insta Alerts - Mobile Banking - ATM - Phone Banking - Branch Network

G. Cards - Silver Credit Card - Gold Credit Card - Woman's Gold Credit Card - Platinum plus Credit Card - Titanium Credit Card - Value plus Credit Card - Health plus Credit Card - HDFC Bank Idea Silver Card - HDFC Bank Idea Gold Card - Compare Cards - Transfer & Safe - Track your Credit Card

H. Get More from Your Card - Offers & Savings - My Rewards - Insta Wonderz - Add-On Cards - Credit Card Usage Guide - Easy EMI - Net safe - Smart Pay - Secure Plus - My City Benefit Card - Debit Cards - Easy Shop International Debit - Easy Shop Gold Debit Card - Easy Shop International Business - Easy Shop Woman's Advantage - Prepaid Cards - Forex Plus Card - Kisan Card Debit Card Debit Card Card

I. Customer Centre - Offers & Deals - Winners of Contests & Promotions

2. Wholesale Banking A. Corporate Funded Services Non Funded Services Value Added Services Internet Banking

B. Small & Medium Enterprises Funded Services Non-Funded Services Specialized Services Internet Banking

C. Financial Institutions & Trusts Banks Financial Institutions Mutual Funds Stock Brokers

MILESTONES IN THE HISTORY HDFC Bank began its operations in 1995 with a simple mission: to be a "World-class Indian Bank". They realized that only a single-minded focus on product quality and service excellence would help us get there. Today, they are proud to say that they are well on our way towards that goal. It is extremely gratifying that their efforts towards providing customer convenience have been appreciated both nationally and internationally. 2007 One of India's "Most Innovative Companies". Best Bank Award in the Private Sector category. Employer Brand of the Year 2007-2008Award- First Runner-up. Best Bank Award. Corporate Best Bank-Award. Best Corporate Social Responsibility Practice Award. Best Bank Award in the Private sector category. Best Retail Bank in India. Managing Director Aditya Puri won the Leadership achievement Award for India. 2006 Best Bank in India.

Business Today-Monitor Group survey Financial Express-Ernst & Young Award Global HR Excellence Awards - Asia Pacific HRM Congress: Business Today Dun & Bradstreet American Express Corporate Best Bank Award 2007 The Bombay Stock Exchange and Nasscom Foundation's Business for Social Responsibility Awards 2007 Outlook Money & NDTV Profit The Asian Banker Excellence in Retail Financial Services Awards Asian Banker

Business Today

Forbes Magazine Business world The Asset Magazine's Triple A Country Awards Asiamoney Awards Euromoney Awards 2005

One of Asia Pacific's Best 50 companies. Best listed Bank of India. Best Domestic Bank. Best Local Cash Management Bank in Large and Medium segments. "Best Bank" in India.

Asiamoney Awards Asiamoney Awards The Asian Banker Excellence Hong Kong-based Finance Asia magazine Economic Times Awards The Asset Triple A Country Awards The Business Today-KPMG Survey The Business Today-KPMG Survey Economic Times - Avaya Global Connect Customer Responsiveness Awards 2004

Best Domestic Commercial Bank Best Cash Management Bank - India . Retail Banking Risk Management Award in India. Best Bank in India "Company of the Year" Award for Corporate Excellence. Best Domestic Bank in India Region - 2005 Best Local Cash Management Bank in India US$11-100m - 2005 "Best Bank in India" for the third consecutive year in 2005. "Most Customer Responsive Company Banking and Financial Services - 2005

Asiamoney Awards Asiamoney Awards Asiamoney Awards Asiamoney Awards

Best Local Cash Management Bank in India US$11-100m Best Local Cash Management Bank in India >US$501m Best Local Cash Management Bank in India 1989-2004 (poll of polls) Best Overall Domestic Trade Finance

Asiamoney Awards Business World Forbes Global

Services in India - 2004 Most Improved company for Best Management Practices in India - 2004 One of India's Most Respected Companies - 2004 Best Under a Billion, 100 Best Smaller Size Enterprises in Asia/Pacific and Europe -

Asian Banker Awards The Asset Triple A Country Awards 2003

2004 Operational Excellence in Retail Financial Services - 2004 Best Domestic Bank in India - 2004

Forbes Global The Asset Triple A Country Awards BusinessWorld - The Business World Most Respected Company Awards The Asset magazine The Asset magazine FE-Ernst & Young Best Banks Survey Outlook Money Business Today NASSCOM & economictimes.com - IT Users Awards 2002

Best Under a Billion, 200 Best Small Companies - 2003 Best Domestic Bank in India -2003 One of India's Most Respected Companies Best Cash Management Bank Best Trade Finance Bank Best New Private Sector Bank - 2003 Best Bank in the Private Sector 2003 Best Bank in India -2003 Best IT User in Banking -2003

Hong Kong-based Finance Asia magazine Hong Kong-based Finance Asia magazine Euromoney magazine Asiamoney magazine 2001

Best Local Bank - India "Best Local Bank - India" "Best Bank in India Commercial Bank in India 2002

Hong Kong-based Finance Asia magazine Hong Kong-based Finance Asia magazine Euromoney magazine Forbes Global

Best Domestic Commercial Bank - India "Best Domestic Commercial Bank - India "Best Bank in India Named in The 300 Best Small Companies one of the "20 for 2001" best FE-E&Y

The Economic Times

Best Banks small companies Awards for Corporate Excellence as the Emerging Company of the Year

2000 Best Domestic Commercial Bank - India "Best Domestic Commercial Bank - India Best Domestic Bank " India 's Best Bank" Named in The 300 Best Small Companies one of the "20 for 2001" best FE-E&Y Best Banks small companies

Hong Kong-based Finance Asia magazine Hong Kong-based Finance Asia magazine Euromoney magazine Business India Forbes Global

QUALITY POLICY SECURITY: The bank provides long term financial security to their policy. The bank does this by offering life insurance and pension products. TRUST: The bank appreciates the trust placed by their policy holders in the bank. Hence, it will aim to manage their investments very carefully and live up to this trust. INNOVATION: Recognizing the different needs of our customers, the bank offers a range of innovative products to meet these needs.

RECRUITMENT PROCESS IN HDFC BANK

Recruiting and selecting the right people is paramount to the success of the HDFC BANK LTD. and its ability to retain a workforce of the highest quality. This recruitment and selection policy sets out the procedure to ensure that the best people are recruited on merit and that are the recruitment process is free from bias and discrimination

.PRINCIPLES: Following are the guiding principles for recruitment and on-boarding process. Attracting and recruiting the right people is one of the most important activities of the organization and is the responsibility to be owned by each and every employee of the organization. Merit will be the single most important factor in selection process They will ensure a diversity, both gender and ethnicity by targeted candidate sourcing with the help of recruitment vendors and the referral program. While skills and profile matching play an important role, they will hire people who are team players and have the right attitude most relevant to the culture of the organization. Attitude is as important as aptitude They believe in becoming a company of giants and emphasis is in hiring people who can grow bigger and better than they presently are. They believe in providing their employee with fulfilling career paths. Towards this, they will post vacancies internally as a preferred option while evaluating external candidates. They believe that each candidate interviewed irrespective of whether she/he is selected should become a friend of the organization. They treat all the candidates with the utmost

respect. They will be open and fair in communication with them; this way they also enhance the brand image of the organization. They will continuously assess, identify and cultivate strategic talent pools including those at the universities, management schools, and community forums to address their long term needs.

HIRING APPROVAL All recruitment activities shall be undertaken based on the hiring plan as approved by the Business Head, HR Head & the CEO. For each approved position, a hiring requisition will be required prior to initiation of any recruitment activity. If the hiring was not included in the planned budget, it will also require approval from the CEO based on a recommendation from the Head HR and the CFO. Recruitment expense will be allocated to the concerned business unit, and expenditure should be budgeted and pre-approved by the business unit head and the HR Head.

CANDIDATE SOURCING: The hiring manager along with the Human Resource Department would decide the channel / source to use based on the nature of the recruitment. The following sources of recruitment may be considered:

Internal Sources: Whenever any vacancy arises, the possibility of fulfilling the requirement internally via reassignment and relocation, re-allocation of the responsibilities or internal promotion will be explored by the hiring function along with the HR Department. Internal job postings to explore internal candidates

 Employee Referrals HDFC will encourage employees to refer suitable candidates for open positions. Other external sources include: - Recruitment agencies - External job postings - College / campus requirement - Requirement advertisements

APPLICATION PROCESSING HDFC will process all applications promptly and inform the applicant or source regarding the status of the application. HDFC will respond to all solicited applications within 5 working days of receiving the application.

INTERVIEW PROCESS All candidates are required to undergo a face to face interview with the interview panel before selection. Interviews may be conducted at a place at mutually convenient locations and time in an effort to maintain confidentiality of the hiring effort. One on one meeting shall be preferred as the interview format, however depending on the constraints panel interviews / telephone / video conference screening could be used. For recruitment at junior levels, job fairs, universities etc, where large volume of candidates, HDFC will use recruitment tests for purpose of short listing. The candidate may be tested on the basic aptitude, analytical skills or other skills required for the job of the candidates.

 The interview process will focus on the evaluating the candidates suitability in terms of the job description and fit within the organization. Each interviewer will complete the interview feedback form and submit it to HR. HR will compile the results from a various interviews and provide these to the line manager for the final decision. The following are the guidelines wit respect to the interview levels. The line manager will own the overall interview process: Position, Level Equipment Hiring Decision by Interview by Salary Fitment Offer Letter Signed by Direct Report CEO Head CEO/ HR Head, Management Team (for relevant functions) Approval - CEO Proposal HR Head CEO State Head/ Regional Function Heads, Cluster Heads Regional Branch Heads, National functional Heads Regional Branch Head / National Functional Head, Regional HR Approval CEO Proposal HR Head HR Head Branch Manager / National Functional Managers Regional Branch Heads, National functional Heads Regional Branch Head / National Functional Head, Regional HR, Cluster / State Head Approval HR Head Proposal C & B Manager HR Head Senior Relationship Manager Regional Branch Head/ Branch Manager Regional Branch Head/ Branch Manager, Regional HR Approval HR Head Proposal C & B Manager Staffing Leader Junior Relationship Manager Branch Manager Branch Manager, Cluster Head Approval C&B Manager

Proposal Regional HR Mgr. Regional HR Manager For campus / bulk hiring process, each panel will be specifically authorized with respect to hiring decision, pay by the HR Head & CEO prior to the process.

STATE BANK OF INDIA

COMPANY PROFILE

The Bank is actively involved since 1973 in non-profit activity called Community Services Banking. All our branches and administrative offices throughout the country sponsor and participate in large number of welfare activities and social causes. Our business is more than banking because we touch the lives of people anywhere in many ways. Our commitment to nation-building is complete & comprehensive. The origin of the State Bank of India goes back to the first decade of the nineteenth century with the establishment of the Bank of Calcutta in Calcutta on 2 June 1806. Three years later the bank received its charter and was re-designed as the Bank of Bengal (2 January 1809). A unique institution, it was the first joint-stock bank of British India sponsored by the Government of Bengal. The Bank of Bombay (15 April 1840) and the Bank of Madras (1 July 1843) followed the Bank of Bengal. These three banks remained at the apex of modern banking in India till their amalgamation as the Imperial Bank of India on 27 January 1921. Primarily Anglo-Indian creations, the three presidency banks came into existence either as a result of the compulsions of imperial finance or by the felt needs of local European commerce and were not imposed from outside in an arbitrary manner to modernize India's economy. Their evolution was, however, shaped by ideas culled from similar developments in Europe and England, and was influenced by changes occurring in the structure of both the

local trading environment and those in the relations of the Indian economy to the economy of Europe and the global economic framework. Business The business of the banks was initially confined to discounting of bills of exchange or other negotiable private securities, keeping cash accounts and receiving deposits and issuing and circulating cash notes. Loans were restricted to Rs. one lakh and the period of accommodation confined to three months only. The security for such loans was public securities, commonly called Company's Paper, bullion, treasure, plate, jewels, or goods 'not of a perishable nature' and no interest could be charged beyond a rate of twelve per cent. Loans against goods like opium, indigo, salt woolens, cotton, cotton piece goods, mule twist and silk goods were also granted but such finance by way of cash credits gained momentum only from the third decade of the nineteenth century. All commodities, including tea, sugar and jute, which began to be financed later, were either pledged or hypothecated to the bank. Demand promissory notes were signed by the borrower in favour of the guarantor, which was in turn endorsed to the bank. Lending against shares of the banks or on the mortgage of houses, land or other real property was, however, forbidden. Indians were the principal borrowers against deposit of Company's paper, while the business of discounts on private as well as salary bills was almost the exclusive monopoly of individuals Europeans and their partnership firms. But the main function of the three banks, as far as the government was concerned, was to help the latter raise loans from time to time and also provide a degree of stability to the prices of government securities.

TECHNOLOGY AWARD 2005 BY THE BANKER, LONDON State Bank of India, is proud to announce it having received the "TECHNOLOGY AWARD 2005" by The Banker, London.

Directors on the Bank's Central Board as on 1st July 2006 Sl.No 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. Name of Director Shri.O. P. Chairman Shri.T.S.Bhattacharya Managing Director Prof. M.S. Swaminathan Shri.Ajay G.Piramal Shri.Suman Kumar Bery Dr. Ashok Junjhunwala Shri.A.C.Kalita Shri. Amar Pal Shri.Arun Singh Shri.Rajiv Pandey Section SBI Act under

Bhatt Section19(a) Section19(b) Section19(c) Section19(c) Section19(c) Section19(c) Section19(ca) Section19(cb) Section19(d) Section19(d)

STATE BANK OF INDIA PRODUCT RANGE

TERM DEPOSITS Now you can earn a higher income on your surplus funds by investing those with us. We provide security, trust and competitive rate of interest. Flexibility in period of term deposit from 7 days to 10 years. Affordable Low Minimum Deposit Amount: You can open a term deposit with SBI for a nominal amount of Rs.1000/- only. Please check our Interest Rates online or simply email through our Helpline. Flexibility in choosing the amount you wish to invest and the maturity period Safety - We understand the value of your hard earned money and continue to deliver on our promise of safety and security over 200 years. Liquidity Loan /overdraft facility: You can avail a loan/overdraft against your deposit. SBI provides you loan / overdraft up to 90% of your deposit amount at nominal cost. So you continue to earn interest in your deposit and still can meet your urgent financial requirements.

Premature Withdrawal Interest to be charged on premature withdrawal of term deposits at 0.5% below the rate applicable for the period deposit has remained with the Bank.

CURRENT ACCOUNT Benefits Card Convenience Get your Free ATM cum Debit Card and have access to the widest network of over 5400 ATMs across the country to withdraw cash, enquire about your balance, etc. Moreover, your card enables you to shop at more than 23,000 Merchant Establishments in India.You can also avail yourself of our International ATM-cum-Debit Card which can be used within as well as outside India, at a nominal fee.

Easy and Wide Accessibility Transact at your convenience, saving time and cost through SBI Internet Banking. You can also withdraw cash from Maestro endorsed ATMs and from ATMs of HDFC Bank, UTI Bank, Andhra Bank, Punjab National Bank, Corporation Bank, etc., at a nominal fee.

Monitoring Your Account

Monitor and control your funds through SBI Internet Banking or/ and through Passbook/ statement of account facility.

Alternatively, access your account by downloading InstantSBI on your computer.

Transaction Ease

Unlimited number of payments Make payments by giving us standing instructions Remit funds from any part of the country to your account. Upcountry Cheque Collection facility.

Other Benefits

Overdraft facility. Transfer of accounts between our wide network of branches without any charge. Nomination Facility - Available. Low minimum balance requirements.

SAVINGS BANK ACCOUNT Our Savings Bank Account helps you to plan and save for your future financial requirements. Your savings remain liquid, safe and earn moderate interest. Benefits Card Convenience Get your Free ATM cum Debit Card and have access to the widest network of over 5500 ATMs across the country to withdraw cash, enquire about your balance, etc. Moreover, your card enables you to shop at more than 23,000 Merchant Establishments in India. You can also avail yourself of our International ATM-cum-Debit Card, which can be used within as well as outside India, at a nominal fee.

Easy and Wide Accessibility Transact at your convenience, saving time and cost through SBI Internet Banking. You can also withdraw cash from Maestro endorsed ATMs and from ATMs of HDFC Bank, UTI Bank, Andhra Bank, Punjab National Bank, Corporation Bank, etc., at a nominal fee. Monitoring Your Account

Monitor and control your funds through SBI Internet Banking or/ and through Passbook/ statement of account facility.

Alternatively, access your account by downloading Instant SBI on your computer.

Moderate Earning Our Savings Bank Account earns you an interest at the rate of 3.5% p.a., compounded half yearly. Money Multipliers

Earn Interest at Term Deposit rates through Savings Plus Account. Link your Savings Bank Account to your Multi Option Deposit (MOD) Account to earn additional interest on your surplus money and get the facility of automatic unitised break up of MOD in case there is a shortfall in your SB account to honour the cheque drawn by you.

Value Added Features

Transfer of accounts between our wide network of branches without any charge. Nomination facility - Available Low minimum balance requirements 50 cheque leaves free, in a year.

SAVINGS PLUS ACCOUNT Our Savings Plus Account brings to you the best of both Savings Bank and Term Deposit Accounts. This provides you the convenience of a Savings Bank Account along with higher return of Term Deposit. How is SBI Savings Plus Account Doubly Profitable?

Open a Savings Plus Account and set a threshold limit. Any surplus funds in the account exceeding the threshold limit, for a minimum amount of Rs.10,000/- and in multiple of Rs.1000/- in any one instance, are transferred as Term Deposit and earns interest as applicable to Term Deposits.

Flexibility to choose the period of deposit from 1 year to 5 years. Flexibility to set any threshold limit of Rs.5,000/- or above.

Other Benefits of SBI Savings Plus Account Get your Free ATM cum Debit Card and have access to the widest network of over 5400 ATMs across the country to withdraw cash, enquire about your balance, etc. Moreover, your card enables you to shop at more than 23,000 Merchant Establishments in India. You can also avail yourself of our International ATM-cum-Debit Card that can be used within as well as outside India, at a nominal fee. Easy and Wide Accessibility Transact at your convenience, saving time and cost through SBI Internet Banking You can also withdraw cash from Maestro endorsed ATMs and from ATMs of HDFC Bank, UTI Bank, Andhra Bank, Punjab National Bank, Corporation Bank, etc., at a nominal fee. Monitoring Your Account

Monitor and control your funds through SBI Internet Banking and / or through Passbook/ advice of Term Deposits/ Special Term Deposits.

Alternatively, access your account by downloading Instant SBI on your computer.

Value Added Features

Transfer of accounts between our wide network of branches without any charge. Nomination Facility - Available.

RECRUITMENT IN SBI BANK

Internal recruitment The permutation based recruitment is done by the internal management for fulfillment of vacancy due to retirement and new branches. The promotional exams are taken for all levels in management and subordinates. The performance in working and application based knowledge is asked in interviews while the written exam is also taken for minimum qualification. The term performance appraisal is taken for this. One more feature is that the promotion is also given on the basis of seniority. While the candidates are sending other zonal according staff needs. External recruitment When the required nos. are not fulfilled by internal recruitment bank makes process for external recruitment. The bank belongs to PSU so that it has to follow the guideline of Govt. For the purpose. The bank has to make a public advertisement and disclose all facts, term & conditions. The selection is made on the basis of the candidates performance Candidates passing in both the Written Test and the Personal Interview be finally ranked in a descending order on the basis of the aggregate marks obtained in the Written Test & Personal Interview under the respective GEN / SC / ST / OBC Category. For the purpose they does not take any service of management consultant, management institute, recommendation, deputation personal. The selection process like (a) Job Analysis (b) Initial screaming (c) Application Bank (d) Test (e) Interview (f) Refrence Check (g) Medical Final (h) Job Offers all are done by bank alone. The lower end staffs can be directly taken by nodal office. I

RECENT RECRUITMENT PROCEDURE FOLLOWED IN SBI SBI Has come up with Recruitment of Clerks for posting in North-Eastern region and a special recruitment of clerks in SC/ST/OBC Categories. State Bank of India is well known and among the leading public sector banks in India with Headquarters in Mumbai. SBI now has vast network of over 16000 branches across india. State Bank of India has recently announced recruitment of Clerks in North east Region and another Special recruitment of Clerks for SC/ST/OBC Categories. Vacancies and Payscale

Recruitment of Clerks in North East

o o

Clerks Posts :- 600 Vacancies, States included are Assam, Arunachal Pradesh, Manipur, Meghalaya, Mizoram, Nagaland and Tripura

Special Recruitment of Clerks in SC/ST/OBC Categories

o

Clerks Posts :- 2500 Vacancies for SC/ST/OBC Categories

Payscale :- Rs. 7200 - 19300 (Approx Rs. 14,177/Month)

Important Dates Online Registration :- Dec 28, 2011 to Jan 20, 2012, Payment of fees :- Dec 30, 2011 to Jan 25, 2012 Written Test Date :- March 18, 2012, Eligibility Criteria

Age should be between 18-28 yrs as on 01.12.2011,

Should have at least 60% marks in Intermediate (XII) or Diploma (After 10th) (55% For SC/ST/OBC/PWD)

OR, Completed Graduation form a recognized university (No percentage Criteria).

Those in final year of graduation should apply with their marks in Intermediate (10 + 2).

Fluency in English is Required. Basic Knowledge in computers (MS Office Etc. ) and Knowledge of Local language will be added qualification.

Relaxation in Upper age Limit :o o o o o

For SC/ST :- 5 Years Relaxation, For OBC :- 3 Years Relaxation, For PWD (GEN) :- 10 Years Relaxation, For PWD (SC/ST) :- 15 Years Relaxation, For PWD (OBC) :- 13 Years Relaxation,

Selection Procedure Selection will be made on the basis of performance in written test and Interview. Written test will be objective type having questions from General Awareness, General English, Quantitative Aptitude, Reasoning Ability, Marketing Aptitude / Computer Knowledge.

There will be negative marking of 1/4th of the total marks for any question.

Passing marks will be decided by the bank depending on the vacancies (In the ratio of 1:3) and candidates have to cross minimum marks in each subject to be considered for Interview process. For any Further details about selection Procedure, Please see State Bank of India Clerks Recruitment 2012 Advertisement Application Procedure The fee for this application is Rs. 350 (Gen/OBC) and Rs. 50 for Others. Please note that Payment is to made After Applying Online. To apply for This, you have to get your photograph and signature scanned and Apply Online via This Link and fill details carefully. Take print out of the system generated Fee payment challan and note the Registration Number and password. The payment of fees can be done using the generated payment challan from second day of application and for next three working days . For example if you apply on 5th january then you'll be able to pay the fees from 7th to 10Th January (Excluding sundays and bank holidays).The registration will be considered only after fee is paid. On successful registration, you will receive confirmation SMS/Email within 2 working days. The call Letters for Written exam will be downloaded from Mar 5, 2012 bank website.

SCOPE OF THE STUDY

SCOPE OF THE STUDY

The project concentrates upon the recruitment system of HDFC Bank and SBI Bank, Moradabad which makes the study important due to following reasons: To structure the Recruitment policy of SBI AND HDFC BANK for different categories o f employees in analyzing the recruitment policy of the banks. In comparing the Recruitment policy with general policy. In providing a systematic recruitment process. It extends to the whole Organization. It covers corporate office, sites and works appointments all over India. This study will be helpful to the new researcher who will further research on the same.

OBJECTIVES OF THE STUDY

OBJECTIVES OF THE STUDY

The objective of my research report is to compare the recruitment system in HDFC Bank and SBI Bank.

ASSUMPTION

ASSUMPTION

The assumption of my project is that recruitment system in HDFC Bank is better than SBI.

RESEARCH METHODOLOGY

RESEARCH METHODOLOGY
DEFINITION OF RESEARCH
Research is defined as human activity based on intellectual application in the investigation of matter. The primary purpose for applied research is discovering, interpreting, and the development of methods and systems for the advancement of human knowledge on a wide variety of scientific matters of our world and the universe. Research can use the scientific method, but need not do so. The term research is also used to describe an entire collection of information about a particular subject.

Sampling design:
I. Population: Section: Employees of HDFC Bank, Moradabad Extent: Moradabad II. Sampling unit: The sampling unit is Employees of HDFC Bank. III. Sample size: The sample size of the report is 20 employees. Sampling method In this report non probability convenience sampling is used to conduct a research.

Non probability sampling:

Non probability sampling is non-random and subjective i.e. each member does not have a known non zero chance of being included. Among non probability convenience sampling method is used.

Data collection method:

(I) Primary data: The primary data are those which are collected afresh and for the first time, and thus happened to be original in character. There are several methods of collecting primary data particularly in surveys. For the study: Questionnaires is used for collecting the data while conducting the research. II. Secondary data: (i) The secondary data are those which have already been collected by someone and which have already been passed through the statistical process. Secondary data may either be published data or un published data. For the study: Internet, books are used for collecting secondary data while conducting the research. TYPE OD RESEARCH Data sourcesData approachesSampling unitSample sizeSample procedure: DESCRIPTIVE : Primary, Secondary. : Questionnaire. : Employees of HDFC and SBI Bank :20 only. : Non Probability Convenience sampling.

DATA ANALYSIS AND INTERPRETATION

DATA ANALYSIS AND INTERPRETATIONS

Q1. FOR HOW LONG ARE YOU WORKING WITH THIS BANK?

OPTION 1-5 year 6-10 year

HDFC 65% 35%

SBI 38% 62%

Interpretation The above graph interpret that 65% respondents of HDFC bank said that they are working in the bank from last 1-5 years and 38% employees of SBI bank while 35% employees of HDFC bank said they are working in the bank from 6-10 years and 62% employees in SBI bank

Q2.

WHICH METHOD OF RECRUITMENT DOES YOUR ORGANIZATION USE? option Online manual HDFC 63% 37% SBI 44% 56%

Interpretation The above graph interpret that 63% of employees of HDFC bank said that their organization use online method while 44% said that they uses manual method while 37% employees of SBI bank said their organization use online method while 56% said that they uses manual method while

Q3.

HOW DOES YOUR ORGANISATION ADVERTIES THE VACANCIES? Option Newspaper Job portal Magazines Others HDFC 45% 60% 75% 50% SBI 55% 40% 25% 50%

Interpretation The above graph interprets that The HDFC bank advertises the vacancies 45% from newspaper, 60%from job portal, 75% from magazines and 50% from others SBI advertises the vacancies 55% from newspaper, 40%from job portal, 25% from magazines and 50% from others

Q4.

WHICH SOURCE OF RECRUITMENT YOUR BANK USE? OPTION INETRNAL EXTERNAL HDFC 35% 58% SBI 65% 42%

70% 60% 50% 40% 30% 20% 10% 0% HDFC SBI INETRNAL EXTERNAL

Interpretation The above graph interprets that 35% of employees of HDFC bank said that their bank uses internal source while SBI uses 65% 58% of employees of HDFC bank said that their bank uses external source while SBI uses 42%

Q5.

IN CASE OF INTERNAL SOURCE OF RECRUIT, WHICH SOURCE OF RECRUITMENT YOUR BANK USES? Option Promotion Emp ref. dependents HDFC 50% 60% 68% SBI 50% 40% 32%

Interpretation The above graph interprets that 50% of employees of HDFC and SBI their bank uses promotional source. 60% of employees of HDFC says that their bank uses dependents sources while SBI uses it 40%. 68% of employees of HDFC says that their bank uses employee reference sources while SBI uses it 32%.

Q6.

IN CASE OF EXTERNAL SOURCE OF RECRUIT, WHICH SOURCE OF RECRUITMENT YOUR BANK USE ? Option Campus recruitment Advertisement. Direct approach HDFC 55% 69% 78% SBI 45% 31% 22%

Interpretation The above graph interprets that 55% employees of HDFC says that their bank uses campus recruitment sources while SBI uses it 45%. 69% of employees of HDFC says that their bank uses Advertisement sources while SBI uses it 31%. 78% of employees of HDFC says that their bank uses Direct approach sources while SBI uses it 22%. Q7. HOW DOES YOUR BANK RATE THE RECRUITMNET PROCESS ?

Option Short term Long term

HDFC 60% 57%

SBI 40% 43%

Interpretation The above graph interprets that 1. 60% employees of HDFC bank says that their bank rate the recruitment process on short term basis. 2. 57% employees of HDFC bank says that their bank rate the recruitment process on long term basis.

Q8.

Did you face any problem in recruitment process? Option YES NO HDFC 47% 53% SBI 59% 41%

Interpretation The above graph interprets that a. 47% of employees says that there is a bit problem in the process of recruitment in HDFC bank then in SBI. b. 53% of employees says that there is no problem in the process of recruitment in HDFC bank than in SBI .

Q9.

Do you feel that recruitment system of your bank is effective? Option YES NO
80% 70% 60% 50% 40% 30% 20% 10% 0% HDFC SBI YES NO

HDFC 73% 27%

SBI 52% 48%

Interpretation The above graph interprets that a. 73% of employees says that the recruitment process is effective in HDFC Bank in comparison to SBI Bank.

FINDINGS

FINDINGS
Most of the respondents of HDFC bank said that they are working in the bank from last 1-5 years while 38% of employees of SBI bank are from last 1-5 years are working. Few of the employees of HDFC bank said they are working in the bank from 6-10 years. Maximum number of employees of HDFC bank said that their organization use online method whiles few said that they uses manual method. Maximum number of employees said from job portal in HDFC bank while less in SBI Bank.. Fewer employees of HDFC bank said that their bank uses internal source while SBI uses maximum internal sources. More than half of employees of HDFC bank said that their bank uses external source in comparison to SBI Bank. Most of employees said that the recruitment process of HDFC Bank is more effective than SBI Bank.

SUGGESTIONS

SUGGESTIONS
The recruitment process in HDFC Bank is better than SBI, SBI improve its recruitment process. Recruiting process should be brief; it should not be so lengthy. Recruitment policy should be flexible enough. Recruitment should match the qualities of employees. Recruitment should highlight the necessity of establishing job analysis.

LIMITATIONS

LIMITATION
1. Area of the study is confined to the employees in Moradabad only. 2. Time factor can be considered as a main limitation. 3. The findings of the study are solely based on the information provided by the respondents. 4. The accuracy of findings is limited by the accuracy of statistical tools used for analysis.

CONCLUSION

CONCLUSION
Thus we can conclude here by saying that there is a lot of difference between recruitment and selection both kinds of banks and each bank must do their SWOT analysis and banks must believe in hiring the right candidate at the right time and at the right job. Banks must encourage their employees and their ideas for innovation. Through this study we realized

that every bank has their own recruitment Policies and procedures. Banks mainly focuses on external sources to a certain limit by focusing on Campus Placements Banks can attract qualified personnel for vacant jobs in the organization. It can facilitate the infusion of fresh blood with new ideas in to the enterprise. This will improve the overall working of the enterprise. According to the analysis company should evaluate the candidates on all the factors (experience, qualification and family background) however greater importance should be given to the experience and then qualification should be considered. In my market report I concluded that the assumption taken in the report proved to be effective as that recruitment system in HDFC Bank is better than SBI.

BIBLIOGRAPHY

BIBLIOGRAPHY
BOOKS: Kothari C.R., Research Methodology- Methods and techniques, new age international publishers, 2007, 2nd edition, pp. 26, 95, 111. K Aswathappa, Human Resource Management, TMH Publication, New Delhi, Edition 5th ,2006

WEBLIOGRAPHY http://www.jobsqueen.com/1058-state-bank-of-india-sbi-assistant-managersystems.html http://www.hdfcbank.com http://www.sbibank.com

ANNEXURE

QUESTIONNAIRE

Dear respondent, I am the student of TMU (Moradabad) conducting a survey on A COMPARATIVE STUDY OF RECRUITMENT SYSTEM BETWEEN HDFC & SBI BANK AT MORADABAD REGION. Kindly spare few minutes to fill up this questionnaire. Any information provided by you will be used for academic purpose only. Name: Age: Gender Occupation Location Contact No. Q1. For how long are you working with this bank? Option 0-5 6-10 year Q2. Which method of recruitment does your organization use? Option Online Manual Q3. How does your organisation advertise the vacancies? Option Hdfc SBI Hdfc Sbi Hdfc Sbi

Newspaper Job portal Magazines Others

Q4.

Which source of recruitment your bank use?

Option Inetrnal External

Hdfc

SBI

Q5.

In case of internal source of recruit ,which source of Recruitment your bank use? Option Promotion Emp ref. Dependents Hdfc SBI

Q6.

In case of external source of recruit, which source of Recruitment your bank use ? Option Campus recruitment Advertisement. Direct approach Hdfc SBI

Q7.

How does your bank rate the recruitment process ? Option Short term Long term Hdfc SBI

Q8.

Did you face any problem in recruitment process? Option Yes No Hdfc SBI

Q9.

Do you feel that recruitment system of your bank is effective? Option Yes No Hdfc SBI

Any suggestion about HDFC and SBI Bank (if any) Signature Thank You

THE END