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PROJECT REPORT

On

RECRUITMENT & SELECTION PROCESS IN


HDFC BANK
Submitted For Partial Fulfillment of Award of
Master
In
Business Administration
(2015)
By
KUMNAL BHALLA
(1416370021)
Under the Guidance
Of

MR. SANJAY TONDON

DR. M.C. SAXENA INSTITUTE OF ENGINEERING AND


MANAGEMENT, LUCKNOW
Affiliated to
U.P. TECHNICAL UNIVERSITY, LUCKNOW

MANAGEMENT
MCSIEM
CERTIFICATE

Certified that the project entitled Recruitment & Selection Process In


HDFC Bank Summited By Kunal Bhalla (1416370021) in the partial
fulfillment of the requirements for the award of the degree of Master in
Business Administration of Uttar Pradesh Technical University (UPTU).
This project report embodies results of original work and studies carried out
by students and the contents do not form the basis for the award of any other
degree to the candidate or to anybody else.

Mr. Sanjay Tondon


(Department of Management)

MANAGEMENT
MCSIEM
DECLARATION
We hereby declare that the project entitled Recruitment & Selection
Process In HDFC Banksubmitted by me in the partial fulfillment of the
requirements for the award of the degree of Master in Business
Administration of Utter Pradesh Technical University (UPTU), is record of
our own work carried under the supervision and guidance of Mr. Sanjay
Tondon.
To the best of our knowledge this project has not been submitted to
Utter Pradesh Technical University (UPTU) or any other University or
Institute for the award of any degree.

Kunal Bhalla
(1416370021)

ACKNOWLEDGEMENTS
I would like to express my gratitude to all the people behind the screen who
helped me to transform an idea into a real application. I would like to
express my heart-felt gratitude to my parents without whom I would not
have been privileged to achieve and fulfill my dreams. I am grateful to our
director, who most ably run the institution and has had the major hand in
enabling me to do my project. I profoundly thank Mr. Sanjay Tondon,
Department of Management who has been an excellent guide and also a
great source of inspiration to my work.
I would like to thank my internal guide Ms. Ashwani Gupta for his
guidance, constant encouragement and support in carrying out my project at
college.
The satisfaction and euphoria that accompany the successful completion of
the task would be great but incomplete without the mention of the people
who made it possible with their constant guidance and encouragement
crowns all the efforts with success. In this context, I would like thank all the
other staff members, both teaching and non-teaching, who have extended
their timely help and eased my task.

PREFACE
People are a companys most important assets. They can make or break the
fortunes of a business. In todays highly competitive business environment
placing the right people in the right position is very critical for the success of any
organization. The recruitment and selection decision is of prime importance as it
is the vehicle for obtaining the best possible person-to-job fit that will, contribute
significantly towards the company's effectiveness. It is also becoming
increasingly important, as the company evolves and changes, that new recruits
show a willingness to learn, adaptability and ability to work as part of a team. The
recruitment & selection procedure ensures that these criteria are addressed.

In this project I have studied recruitment and selection process of HDFC BANK
and attempted to provide some ways so as to make recruitment more effective and
to reduce the cost of hiring an employee.
The efforts in this report have been aimed at articulating and systematizing the
definite conceptual core of recruitment and selection for developing human
resources planning. The report illustrates a collection of different deliberate steps
and criteria for selecting the employee in a particular organization. Research
based on several distinct approaches to identify and develop best way to select the
right people at the right place. During the training period i have studied deeply
the process of hiring in HDFC BANK and did a swot analysis of HDFC BANK to
find out the existing shortcomings and potential threats and thereby recommended
suggestions. The text for the report is the result of the process of research and
effort in the HDFC recruitment phenomena.

Kunal Bhalla
(1416370021)
5

CONTENT:
Chapter 1. INTRODUCTION

linkage of recruitment and selection to the human resource acquisition

Objective

Scope and limitation in report

Methodology

Chapter 2. HDFC BANK

Mission and vision

Banking and Insurance

Company profile in HDFC

SWOT Analysis of HDFC

Chapter 3. Recruitment and selection

Survey for job profile (sales department)

Data analysis

Fact and findings

Chapter 4. Suggestion and recommendation


Chapter 5. Conclusion
Bibliography
Appendix

EXECUTIVE SUMMARY

Organizations are always on the look out for good candidates who have the
requisite skills to perform varied jobs. Shortage of skilled manpower, today
threatens the very competitive positioning of many corporations and the situation
is not getting any better. Thus to sort out the talented is a multi step procedure
which is performed through the following steps.

Screening

Aptitude test

Interviews

Verification of documents

Whole criteria used to take approximately 2 to 3 days maximum and usually


can be thoroughly finished within in one day. After the selection of right
candidates at right place at right time, organization provided offer letter and
appointment letter.

Report based on the findings and facts of duration of the recruitment and
Selection, stability and retaintion of the employee. To evaluate data related to
these facts, questionnaire are prepared and filled with the sample size 30.

Some other key issues being faced by organizations are

Majority of the people hired turn out to be under performers.

Cost of replacing manpower is anything between 2 to 3 times his or her


salary.

The cost of consistently failing to attract and retain good talent including
declining productivity, morale, culture and reputation - is inestimable.

Each vacant position in any organization costs a huge amount to it.

Getting the best talent, and keeping the talent you have is becoming
increasingly and intensely competitive Most corporate officers say that the
biggest constraint to pursuing growth opportunities is talent

TRAINING POLICY:
Optimum utilization of existing resources and enhancing productivity.
Bridge the skill gap function & managerial arising from career growth &
technological advancements.

Develop multi skilled work force for over all business perspective process
orientation & flexibility in there development.

Nature talent to develop leadership across all levels of the organization.

provide multiple learning opportunities to employees & help them realize


their full potential

Prepare the organization to anticipate &lead change.

Promote the work ethos, which emphasize performance orientation,


participation, & innovation. Management is committed to provide
opportunities to all employees, time &resources to develop their full
potential.

CHAPTER 1.
INTRODUCTION
Human Resource is a basic need of any work to be done. According to ARTHUR
LEWIS:
There are great differences in development between countries which seem to have
roughly equal resources, so it is necessary to enquire into the difference in human
behaviors
The project report is all about recruitment and selection process thats an important part
of any organization. Recruitment highlights each applicants skills, talents and
experience. Their selection involves developing a list of qualified candidates, defining a
selection strategy, identifying qualified candidates, thoroughly evaluating qualified
candidates and selecting the most qualified candidate. It is said if right person is
appointed at right place the half work has been done. In this project I have tried to cover
all the important point that should be kept in mind while recruitment and selection
process and have conducted a research study through a questionnaire that I got it filled
with all the sales departments employees of the HDFC BANK and tried to find out
which methods and various other information related to recruitment and selection and
tries to come to a conclusion at what time mostly the manpower planning is dont , what
the various method used for recruiting the candidates and on what basic the selections is
done.
HDFC has a well-articulated equal opportunity policy, which lays strong emphasis on
hiring of individuals irrespective of age, race, caste or gender. As a best practice in
recruitment.

LINKAGE OF RECRUITMENT AND SELECTION TO THE HUMAN


RESOURCE ACQUISITION:

Recruitment process is concerned to search and identify the human manpower and
perfect human resources. Selection can be conceptualized in terms of either
choosing the fit candidates or rejecting the unfit candidates, or a combination of
both.

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10

CONCEPT OF RECRUITMENT SELECTION:

After the identification of need for the number and types of the personnel as
indicated by manpower planning and job analysis, the step is to acquire these
personnel this involve location of such personnel, motivating them to offer
themselves for consideration for selection, and selecting the personnel who fit
with organizational and job requirements. The whole process is known as
recruitment and selection.

RECRUITMENT;

Recruitment is the process concerned with the identification of sources from


where the personnel can be employed and motivating them to offer themselves for
employment. Werther and Davis have defined this as follows:
Recruitment is the process of finding and attracting capable applicants for
employment. The process begins when new recruits are sought and ends when
their applications are submitted. The result is pool of applicants from which new
employees are selected.

SELECTION:

Selection can be conceptualized in terms of selecting the appropriate candidates,


or deny the inappropriate candidates. Selection involves both because it picks up

11

the fits and rejects the unfits. In facts, in Indian context, there are ore candidates
who are rejected than those who are selected in most of the selection processes.

Therefore, sometimes, it is called a negative process in contrast to positive


programme of recruitment. A formal definition of selection has been provided by
Stone as follows:
selection is the process of differentiating between applicants in order to identify
(and heir) those with a great likelihood of success in job.

Selection process assumes and rightly so, that there are more number of
candidates available than the number of candidates actually selected. These
candidates are available through recruitment process.

To ensure that our recruitment process is fair and consistent, all candidates who
are successful at the exams are invited for a capability based interview. Interviews
are based against capabilities, required for each position for which the candidate
is interviewed for. A capability or competency is an ability described in terms of
skills & behaviors that are essential to effectively perform within a job.

Apart from the educational and academic capability, the chief attributes HDFC
SLI looks out for in a candidate are as follows:

We look out for a candidate who values Integrity

Has a zeal for Excellence

Is focused on Results

Is Self driven and Enthusiastic


12

Is a good Learner and Team Player

Is dedicated to Customer Satisfaction

RECRUITMENT PROCEDURE

Normally, an organization can fill up its vacancies either through promotion of


people available in the organization or through the selection of people from
outside. Thus, there can be two sources of supply of manpower-external and
internal. For all recruitment, a preliminary question of policy considers the extent
to which it wills emphasis external and internal sources. The question is not of
either or but is one of relative importance of both sources because every
organization has to fill up some through promotion and, in the some way, every
organization has to fill up some vacancies through outsiders. Selection of
particular source of manpower supply depends on several factors numerated
below:
The policy of taking candidates from outside and inside affects the attitude and
action of the people in the organization. Filling up the position through internal
promotion has a favorable reaction among employees. They are likely to associate
themselves with the organization as they see their future secured in the
organization through promotion. However, this may result into mediocre
performance as a guarantee of promotion itself will bring complacency.
The level of socialization required and time taken for that determines the inside
or outside source of recruitment. If the socialization process for an organization
13

operating in a particular industry takes substantial time, it can prefer internal


source of recruitment.
People selected from outside take time to socialize themselves with an
organization. For certain jobs, this process may take considerably longer time. For
example, marketing executive of a consumer product company will take less time
in socialization in another consumer product company but more time in capital
goods industry. Same is the case with production people but finance people may
take same time in spite of the differences and similarities of organization. The
need for originality and new ideas also affect new policy. The organizations which
place high importance on these factors go for outsides sources. Similarly, the
organizations which grow through diversification give more importance to outside
sources as existing people may not be fully equipped to handle new business.
These factors are considered while determining the sources of recruitment.
While vacancies through internal sources can be filled up either through
promotion or transfer, recruiters tend to focus their attention on outside sources.
Normally following outside sources are utilized for different position;
Advertisement: Advertisement is most effective means to search potential
employees from outside the organization. Employment advertisement in journals,
newspaper, bulletins, etc, is quite common in our country. By means of
advertisement, the organization able to communicate its requirement of people
some of whom may be its prospective employees. An advertisement contains brief
statement of the nature of the jobs, the type of people required, and procedure for
applying for these jobs.
On campus recruitment: many organization conduct preliminary search of
prospective employees by conducting interviews at the campuses of various
institutes, universities and colleges. This source is quite useful for selecting
people to the post pf management trainees, technical super supervisor, scientist
and technicians. The organizations hold preliminary interviews on the campus on
the predetermined date and candidates found suitable are called for further
interviews at specified place.
14

Labour union: in many organizations, lobour unions are used as source of


manpower supply, though at the lower levels. The idea behind employee
recommendations as a source of potential applicants is that present employees
may have specific knowledge of the individuals who may be their friends,
relatives, or acquaintances. If the present employees are reasonably satisfied with
their jobs, they communicate their feelings to many people in their communities.
Employment agencies: many organizations get the I formation about the
prospective candidates through employment agencies. In our country two types of
employment agencies are operating:

Public employment agencies


Private employment agencies
Though both of these perform activities regarding
employment suggestions to their clients, often they differ
considerably:

Public employments agencies- there are employment exchange run by the


government all most in all district. The employment seekers get
themselves registered with these exchanges. Normally such exchanges
provide candidates for lower positions like semi skilled and skilled
workers, and lower level operatives like clerks, juniors supervisors, etc.

Private employment agencies-

there are consultancy and employment

agencies like ABC consultants, personnel and productivity services etc.,


which provide employment services particularly for selecting higher level
and middle level executives. These agencies also take total function of
recruiting and selecting personnel on behalf of various organizations. They
charge fee for this purpose.

15

Deputation: Many organizations take people on deputation from other


organization. Such people are given choice either to return to their original
organization after a certain time or to opt for present organization. At the initial
development of public sector organizations, this source is quite common for
filling managerial vacancies in these organizations. People from civil and defense
services were put on deputation in these organizations. Organizations promoted
by various industrial groups also us this source to fill higher managerial positions.
People working in one organization are deputed in another belonging to same
industrial house.

Employee recommendations: employee recommendations can be considered to


employee personnel particularly at the lower levels. The idea behind employee
recommendation as a source of potential applicants is that the present employees
may have specific knowledge of the individuals who may be their friends,
relatives and acquaintances. If the present employees are reasonably satisfied with
their jobs, they communicate their feeling to many person in their communities.

Gate hiring: the concept of gate hiring is to select people who approach on their
own for reemployment in the organization. This happens mostly in the case of
unskilled and semi skilled workers. Gate hiring is quite useful and convenient at
the initial stage of the organization when large number of people may be required
in the organization. It can be made effective by the prompt disposal of
applications, by providing information about organization policy and procedure
regarding such hiring and providing facilities to such gate callers.
It is not that particular organization will utilize all sources of employ people of all
types. Some of sources are more useful for particular category of employees. For
example, advertisement and deputation are more useful for employing managerial
personnel. Similarly labour union and gate hiring are more suitable to employ
labour and unskilled person. Utilization of various sources of recruitment should
16

be evaluated in terms of the degree of success in obtaining competent people. Post


record in this context may be useful indicators. Since there are different category
of employee to be selected, different sources of recruitment are used. For
example, according to the study by Rudravasavaraj, a public sector undertaking in
heavy engineering recruited its non-supervisory staff through:

employment exchange

external advertisement

internal advertisement

central training institute

introduction by liaison officer of the undertaking

deputation of personnel

transfer from other public sector undertaking

According to this study, the major sources of recruitment in public sector


undertaking are in the following order:

casual caller or employment seeker

newspaper advertisement

schedule cast and schedule tribes

employment exchanges

other public undertaking

internal advertisement

displaced persons

relatives and friends of present employees

employee recommendation

colleges and universities

The major sources of recruitment for private sector of organizations are:

advertisement
17

employment exchanges

relatives and friends

casual caller

employee recommendation

SELECTION PROCEDURE:

A selection process involves a number of steps. The basic idea is to solicit


maximum possible information about the candidates to ascertain their suitability
for employment. Since the type of information required for various positions may
vary, it is possible that the selection process may have different steps for various
positions. For example, more information is required for the selection of the
managerial personnel as compared to workers. Similarly, various steps of
selection process may be different for various organizations because their
selection practices may differ. For example, some organization conduct selection
tests of various types while others may not use these. However standard selection
processes have following steps:

1. Screening of application: Prospective employees have to fill up some sort of


application form. These forms have variety of information about applicants like
their personal bio-data, achievement and experience etc. such information is used
to screen the applicants who are found to be qualified for the consideration of the
employments. The information may also be used to keep permanent records of
those persons who are selected. Based on the screening of application, only those
candidates are called for further process of selection who are found to be meeting
to the job standards of the organization. When the numbers of applicant meeting
the job standards far exceed the actual requirement, the organizations decide a
suitable number of candidates who will be called for further selection process.

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2. Selection test: many organization s hold different kinds of selection tests to


know more about the candidates or to reject the candidates who can not be called
for interview, etc. selection tests normally supplement the information provided in
the application forms. Such form may contain factual information about
candidates. Selection test may give information about their aptitude, interest,
personality, etc., which can not be known by the application forms.

3. Interview: Selection test are normally followed by personal interview of


candidates. The basic idea is to find out overall suitability of candidates for the
jobs. Its also provide opportunity to give relevant information about organization
to the candidates. In many cases, interview of preliminary nature can be
conducted

before

the

selection

process.

For example, in the case of campus selection, preliminary interview is held for
short listing the candidates for further process of selection.

4. Checking of references: Many organizations ask the candidates to provide that


names of referees from whom more information about the candidates can be
solicited. Such information related to character, working, etc. the usual referees
may be previous employers, person associated with the educational institutions
from where the candidates received the education, or other person of prominence
who may be aware of the candidates behavior and ability. In our country,
references are not given adequate importance because of their biasness but these
can give very useful information which may not be available otherwise.

19

5. Physical examination: Physical examination carried out to ascertain physical


standards and fitness of prospective employees. The practice of physical
examination varies a great deal both in terms of coverage and timing. While many
organizations do not carry physical examination at all, other carries on a very
comprehensive basis. Some organizations only have general check up the
applicant to find the major physical problem which may come in the way of
effective discharge of the duties. In the on test of timing also, some organization
locate the physical examination near the end of the selection process, others place
it relatively early in the process.

6. Approval by appropriate authority: on the basis of the steps, suitable candidate


are recommended for selection by the selection committee or personnel
department. Though such a committee or personnel department may have
authority to select the candidates finally, often it is staff authority to recommend
the candidates for selection to the appropriate authority. Organization may
designate the various authorities for approval of final selection of candidates for
different categories of candidates. Thus for top level of managers board of
director may be approving authority; for lower level, even functional heads
concerned may be approving authority. In university, it may be syndicate
executive communities. When the approval is received, the candidates are
informed about their selection and asked to report for duty to specified persons.

20

7. Placement: after all the formalities are completed, the candidates are placed on
their jobs are based in the probation basis. The probation period may range from
three months to two years. During this period, they are observed keenly, and when
they complete this period successfully, they become the permanent employees of
the organization.

OBJECTIVE

To study the various sources of recruitment which is followed in HDFC BANK

To analyze the average time taken in recruitment and selection by different


department in HDFC BANK.

To study the procedure involve in HDFC BANK to recruit and select people.

To analyze the turnover percentage of HDFC BANK.

21

SCOPE AND LIMITATION

The project work that needs to be accomplished to deliver a product,


service, or result with the specified features and functions. This report includes
quantitative and qualitative data relating on recruitment and selection. Project
report used to focus on the recruitment and selection of the Right people at right
place at right time.

The main scope of project report is HR Planning, which is applied properly in


the field of HR Management, it would assist to address the following
questions

It helps to decide the number of staff which is required in the


organization.

It helps to decide the skills and abilities of the candidates i.e. required
in the Company.

It recommended the best utilization of the available human resources.

It also provides the idea to organization to retain the employee.

LIMITATIONS

(Problems Faced During the Project)

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Life is full of complexities, diversities and adventures.


The more you live, the more your find yourself grasped in these complexities of
life. To be a successful person, one has to cross the hurdles of these complexities
and believe that they are adventures which are to be explored. Similarly,
following were the set of hurdle or limitations which were faced by me before I
could arrive at the successful completion of this.
1. Time consuming activity:-

HRP collects information from all departments, regarding demand and supply of
personnel. This information is collected in detail and each and every job is
considered. Therefore the activity takes up a lot of time.

2. Expensive process:-

The solution provided by process of Recruitment and Selection incurs expense.


E.g. convinces, overtime, paper work etc. trainee has to spend money in carrying
out the activity. Hence we can say the process is expensive.

3. Attitude of top management:-

Much top management adopts a conservative attitude and is not ready to make
support. Due to shortage of time and busy schedule they usually unable to give
proper support.

4. As most of the employee were busy in their work, it was difficult to meet them
individually for an interview.

23

METHODOLOGY
The way in which research is conducted to adopt different research strategy
employed and the research instruments utilised (and perhaps developed) in
the pursuit of a goal the research objective(s) - and the quest for the solution
of a problem - the research question. The purpose of this is to:

expand the research strategy, including the research methodologies which are
adopted;

introduce the research instruments that we have developed and utilised in the
pursuit of our goals.

24

SOURCES OF DATA
Data constitute the foundation for statistical analysis. When statistical data are
collected and analyzed it is usually in a context of population and their characteristics.
It should be noted that a population is the totality of the units understudy and a
population characteristics is an attribute of a population unit.

Data are of mainly two types based on collection method:

1. Primary data; primary data are obtained by study specifically designed to full fill
the problem at hand. Such data are original in character and are generated in large
number of survey conducted mostly by researcher himself or institutional researcher
bodies.

Direct personal interviews: under this method of collecting data there is a face to face
contact with the person from whom the information is to be obtained (known as
respondents or informants). The interviewer asked them questions pertaining to the
survey and collects the desired information.

Indirect oral interview: under this method of collecting data investigator contacts
third parties called witness. Those are capable of supplying the necessary information.
The method is generally adopted in those cases where the information to be obtained
is of the complex nature and the informants/ respondents are not inclined respond is
approach directly.

Information from correspondents: under this method the investigator appoints local
agent or correspondents in different places to collect information. The corresponded
collects and transmits the information to the central officer where the data are
processed.

Mail questionnaire method: under this method a list of questions pertaining to the
survey (known as questionnaire) is prepared and sent to the various informants by
post. The questionnaires contain questions and provide space for answer. Request is
made to informants through a public through a public letter to fill up the questionnaire
and sent it back within specified time.

Schedules sent through enumerates: another method pf collecting information is that


of sending schedule through the enumerate rod interviewer. The enumerator contact
the informants get replies to the questions contained in the schedule and fill then in
their own handwriting in the questionnaire form.

2. Secondary data: data which are not originally collected but rather obtained from
some sources are known as secondary data. In the most of the studies the investigator
finds it imperceptible to collect first hand information to the related issues and as such
he makes the use of data collected by other. There is vast amount published
information from which statistical studies and fresh statistics are constantly in state of
production.

SAMPLE SIZE

This is the number of elements that is contained in the sample of the analyzed data
set. Percentages and projections in the analysis are calculated based on this case
weight. Sample sizes are used to identify the data tolerance range that has to be
considered when evaluating the results. Both outweighed and weighted cases should
be displayed next to each other. The sample size of a statistical sample is the number
of observations that constitute it. The number of participants in the trial. The intended
sample size is the number of participants planned to be included in the trial, usually
determined by using a statistical power calculation. The percentage of the individuals
(or groups) originally randomized for whom outcome data could not be obtained.

For the proper evaluation of methodology of recruitment and selection the sample
size considered is 30 with the format of questionnaire of 20 questions. Thus number
of participant accumulated through the sales department of HDFC BANK and also
from the Religare.

METHOD OF DATA COLLECTION


In data collection, collection of the data self using methods such as interviews
and questionnaires. And other might be used, such as

Survey method

Personal interview with candidates

In depth conversation with the placement agency

Secondary data:

Study of recruitment policy

Websites

Published articles

Research methodology used

Study of recruitment and selection at ICICI Prudential Life Insurance by the


manual provided by the HR department

Web sites

Journals

Magazines

Books

Here

mainly

questionnaire

has

prepared

with

20

question

framed.

A questionnaire is a research instrument consisting of a series of questions and


other

prompts

for

the

purpose

of

gathering

information

from

respondents. Questionnaires have advantages over some other types of surveys in

that they are cheap, do not require as much effort from the questioner as verbal or
telephone surveys, and often have standardized answers that make it simple to
compile data.

INSTRUMENT USED

Instrument is defined as a tool to identify the data based result for successful
process of recruitment and selection. These instruments are helpful to accumulate
data and information about the selection of the candidates and the view of the
participants. Thus during the training period that instruments are manual as well
as electronic. These instruments are ;
Telephone
Paper record
Computer aided, software etc.

CHAPTER 2.

HOUSING DEVELOPMENT FINANCE CORPORATION


(HDFC BANK)

INTRODUCTION
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 RBI liberalization of Indian banking industry in
1994. The bank was in corporate in Aug. 1994 in the name of HDFC Bank Ltd. With
its registered office in Mumbai, India, HDFC Bank commenced operations as
scheduled commercial bank in January 1995.

PROMOTOR
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 1997, the
corporation has maintained a consistent and healthy growth in its operations to remain
a market leader in mortgage. 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
franchise, HDFC was ideally positioned to promote a bank in the Indian environment.
HISTORY:

HDFC BANK Co. Ltd was incorporated on 14th august 2000. It is a joint venture
between Housing Development Finance Corporation Limited (HDFC Ltd.) India and
UK based Standard Life Company. Both the joint venture partners being one of the

leaders in their respective areas came together in this 81.4:18.6 joint Venture to form
HDFC BANK company limited.

The MD and CEO of HDFC Standard Life Mr. Deepak Satwalekar, has given the
company new directions and has helped the company achieve the status it currently
enjoys. HDFC Standard Life brings to you a whole range of insurance solutions be it
group or individual or NAV services for corporations; they can be easily customized
as per specific needs.

HDFC BANK India boasts of covering around 8.7 lakh lives by March'2007. The
gross incomes standing at a whopping Rs. 2, 856 crores, HDFC BANK Corporation is
sure to become one of the leaders and the first preference for any life insurance
customer.

The Bank assurance partners of HDFC BANK Co Ltd are HDFC, HDFC Bank India
Limited, Union Bank of India, Indian Bank, Bank of Baroda, Sarawat Bank and Bajaj
Capital.

The premium payment options available to the customers vary from online payment
to direct desk payments at the HDFC Standard Life Branches, by courier services or
in drop boxes provided. You can also pay by ECS or Automatic Debit System or
credit cards or standing instruction mandate. HDFC BANK Company is a customer
oriented

corporation

and

aim

at

complete

customer

satisfaction.

The lapsation and renewal policy of HDFC Standard Life are clearly defined on the
official website. Online renewal forms are also available. For any change in personal
details like the contact details or the nominee of the policy or policy benefits, online
servicing is also available. Even the claim procedure has been simplified since affect
of the loss life is irreparable and is thus fully understandable at HDFC Standard Life.
A completely hassle-free process has been formulated to provide maximum
convenience.

HDFC Standard Life first came together for a possible joint venture, to enter the Life
Insurance market, in January 1995. It was clear from the outset that both companies
shared similar values and beliefs and a strong relationship quickly formed. In October
1995 the companies signed a 3 year joint venture agreement.

Around this time Standard Life purchased a 5% stake in HDFC, further strengthening
the relationship.

The next three years were filled with uncertainty, due to changes in government and
ongoing delays in getting the IRDA (Insurance Regulatory and Development
authority) Act passed in parliament. Despite this both companies remained firmly
committed to the venture.

In October 1998, the joint venture agreement was renewed and additional resource
made available. Around this time Standard Life purchased 2% of Infrastructure
Development Finance Company Ltd. (IDFC). Standard Life also started to use the
services of the HDFC Treasury department to advise them upon their investments in
India.

Towards the end of 1999, the opening of the market looked very promising and both
companies agreed the time was right to move the operation to the next level.
Therefore, in January 2000 an expert team from the UK joined a hand picked team
from HDFC to form the core project team, based in Mumbai.

Around this time Standard Life purchased a further 5% stake in HDFC and a 5% stake
in HDFC Bank.

In a further development Standard Life agreed to participate in the Asset Management


Company promoted by HDFC to enter the mutual fund market. The Mutual Fund was
Launched on 20th July 2000.

Incorporation of HDFC BANK Company Limited:


The company was incorporated on 14th August 2000 under the name of HDFC
BANK Company limited.

Their ambition from the beginning was to be the first private company to re-enter the
life insurance market in India. On the 23rd of October 2000, this ambition was
realized when HDFC Standard Life was the first life company to be granted a
certificate of registration.

BUSINESS FOCUS
HDFC bank's mission is to be a world class Indian bank. The bank has aim to build
sound customer franchises across district business so as to be the prefer provider of
banking services in the segment that the bank operates in 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 and regulatory
compliance. HDFC bank's business philosophy is based on four core values:
1.

Operational Excellence

2.

Customer Focus

3.

Product Leadership

4.

People.

CAPITAL STRUCTURE
The authorized capital of HDFC bank is Rs. 45000 lacks. The issued, subscribed and
paid-up capital is divided into 836,46 lacks equity shares @ Rs.10/- each.

The Shares are listed to the stock exchange Mumbai and National Stock Exchange.
The banks American Depositary shares are listed on New York Stock Exchange
(NYSE) under the symbol "HDB"

SHAREHOLDERS HOLDING MORE THAN 1% OF THE


SHARE CAPITAL OF THE BANK AS AT MARCH 31, 2015
Sr.

Name of the Shareholders

No.

No.

of

Shares %

of

Holder

Capital

1.

ADS Depository (J P Morgan Chase Bank)

6,03,38,247

19.27

2.

Housing Development finance Corporation 3,88,60,000

12.41

Share

Limited
3.

HDFC Investments Limited

3,00,00,000

9.58

4.

Crown Capital Limited

1,54,89,634

4.95

5.

DBS Bank Limited

1,16,20,886

3.71

6.

Life Insurance Corporation of India

95,18,096

3.04

7.

Bennett Coleman & Company Limited

88,49,929

2.83

8.

FID Funds (Mauritius) Limited

61,88,781

1.98

TIMES BANKS AMALGAMATION


In a mile stone transaction in 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, 2015. As per the scheme of
amalgamation approved by the share holders of both banks and Reserve bank of India.

DISTRIBUTION NETWORK
HDFC bank has its Headqarters in Mumbai. The bank at present has an enviable
network of 535branches spread over 312 cities across the country. All branches are
linked on an online real time basis. Customer in 189 locations are also serviced

through phone banking. The banks 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 loans products. Being a clearing settlement bank to various leading
stock exchanges, the bank has branches in centers where the NSE/BSE have a strong
and active member base.
The bank also have a network of 1323ATM's across there cities.

TECHNOLOGY
HDFC bank operates in a highly automated environment in terms of information
technology and communication systems. All the bank's branches have connectivity which
enables the bank to offer speedy funds transfer facility 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
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 business. In each
office its business, the Bank has succeeded in leveraging its market position, expertise
and technology to create a competitive advantage and build market share.

BUSINESS PROFILE
HDFC Bank caters to wide range of banking services covering both commercial and
investment banking on the wholesale side and transactional branch banking on the
retail side. The bank three key business areas
1.

WHOLESALE BANKING SERVICES


The Bank's target is primary large blue-chip manufacturing companies in the Indian
corporate sector and to a lesser extent, emerging mid sized corporate. For these
corporate the Bank provides a wide range of commercial and transactional Banking

services including working capital finance trade services, transactional services, cash
management etc. The Bank is also a leading provider of structure solution which
combine cash management services with vendors and distributor finance for
facilitating superior supply chain management for its corporate customers. Based on
its superior product delivery service levels and strong customer orientation, the Bank
has made significant in roads into the Banking consortia of a number of leading India
corporate including Multinationals, Companies from the domestic business house and
prime public sector companies. It is recognized as a leading provider of cash
management and transactional Banking solutions to corporate customers, Mutual
Funds, Stock Exchange Members and Bank.

2.

RETAIL BANKING SERVICES:


The objective of retail bank is to provide its target market customer a full range of
financial products and banking service, giving the customer a one-stop window for all
his/her banking requirements. The products are backed by world-class services and
delivered to the customers through the growing branch network as well as though
alternative delivery channels like ATMs, phone banking, net banking and mobile
banking. The HDFC bank preferred programs for high net worth individuals, the
HDFC bank plus and the investment advisory services program have been designed
keeping in mind heads of customers who seek distinct financial solutions information
and advice on various investment avenues. The also had a wide array of retail ban
products including auto loans, loans against marketable securities, personal loans and
loans for two wheelers. It is also a leading provider of depository service to retail
customers offering customers the facility to hold their investments in electronic form.
HDFC Bank was the first bank in India to launch an international debit card in
association with VISA ( Visa election) and issue the master card Maestro debit card as
well. The debit card allows the use to directly debit his account at the point of
purchase at a merchant establishment, in India and overseas. The bank launch its
credit card in association with VISA in November 2002. The bank is also one of the
leading players in the "merchant acquiring" business with 26,400 point of sale (pos)
terminals for debit/credit cards acceptance at merchant establishments. The bank is

well positioned as a leader in various net based B2C opportunities including a wide
range of interest banking services for fixed deposit, loans, bill payments etc.

(C)

TREASURY OPERATIONS
Within this business the bank has three main product areas foreign exchange and
derivative, local currency, money market & debt securities and equities. With the
liberalization of the financial market in India, corporate need more sophisticated risk
management information advice and product structure. These and find pricing on
various treasury product are provided through the bank treasury team.

BOARD OF DIRECTOR

Mr. Jagdish Capoor, (Chairman)


Mr. Aditya Puri, (Managing Director)
Mr. Keki Mistry
Dr. Venkat Rao Gadwal
Dr. Vineet Jain
Mrs. Renu Karnad
Mr. Arvind Pande
Mr. Ranjan Kapoor (Resigned w.e.f. 29th March, 2006)
Mr. Bobby Parikh (w.e.f. Jan. 9, 2004)
Mr. Ashim Samanta

VICE PRESIDENT AND COMPANY SECRETARY


Mr. Sanjany Dongre

AUDITOR
M/s P.C Hansotia & Co.
Chartered Accountant

REGISTERED OFFICE
HDFC BANK HOUSE
Senapati Bapat Mart,
Lower Parel,
Mumbai

40013

Tel. No.

66521000

Fax No.

24960737

Website : www. hdfcbank.com


AWARDS AND ACHIEVEMENTS - BANKING SERVICES-2014-15

"Best Bank in India' - 2005 Business Today- KPMG Survey.


"Best Domestic commercial Bank' & "Best Cash Management Bank" India Asiamoney Awards for Corporate Excellence 2004-05.
"Best Bank" - India- Finance Asia
"Company of the Year"- The Economic Times Awards for Corporate Excellence 200405.
"Best Domestic Bank in India"- The Asset Triple a Country Awards 2005.
Most Customer Responsive company - Banking and Financial Services" - The
Economic Times - Avaya Global connect customer responsiveness Awards 2005.

HIGHLIGHTS
(FINANCIAL YEAR 2013-14)

1. Profit after tax up by 665, 56 to Rs. 870,78 lacks.


2. Earnings per share increases from Rs.22.92 to Rs.27.92.
3. Dividend per share increases from Rs. 4.50 to Rs. 5.50 (proposed)
4. Branch network up from 231 to 535 outlets.
5. ATM network up from 732 to 1323.
6. Phone banking coverage in 189 cities.
7. Point of sale (pos) teminals at merchant outlet up from 21800 to 26400.
8. Balance sheet size up from Rs.73, 506, 39 crores to Rs. 51, 42,9,00 crores.

Profit After Tax (Rs. Crore)


871

1000
800
600

666
510

North

400
200
0
2013

2014

2015

Findings: Average annual growth rate is increased by 180.5% per year

Dividend Per Share (Rs.)


550
600
500

450
350

400

North

300
200
100
0
2013

2014

Findings: DPS is increase by 100% per year

2015

Dividend Per Share (Rs.)


550
600

450

500

350

North

400
300
200
100
0
2013

2014

2015

Saving Deposit (Rs. Crore)


16186

20000
11418

15000
10000

North

7804

5000
0
2013

2014

2015

ATM's
1323
1400
1200
1000
800
600
400
200
0

1147
910
North

2013

2014

2015

BALANCE SHEET AT 31ST MARCH, 2015


(Rs. Lacs)

ATM's
Capital & Liabilities

As at 31-3-15

Schedule

As at 31-03-14

1323

1400
Capital

Reserve
1200 & Surplus

31314

30988

498639

420997

43

5579682

3635425

285848

479001

Subordinated
debt
600

170200

50000

Other liabilities & provisions 5


400
Total

784949

526446

7350639

5142900

330661

265013

Balances
0 with Bank & money
2013
at call & short notice

361239
2015

182387

Investments

2839396

1934981

Advances

3506126

2556630

Fixed Assets

10

85508

70832

Other Assets

11

227709

133057

7350639

5142900

21478234

14077715

282889

254968

1147

Employees stock options


1000 outstanding 910
(grants)
Deposits
800
Borrowings

North

Assets:
200
Cash & balance with RBI

2014

Total
Contingent liabilities

12

Bills for collection

SOURCE: Annual Report of HDFC BANK (2014-15)

SWOT ANALYSIS OF HDFC;

Strengths

HDFC Bank is second largest private bank in India, having 1412 Branches and over
3275 ATMs across 528 cities at March end 2009.

Net profit grows on YOY basis by 41% from Rs. 1,590 crore as on 2007-08 to Rs.2,
245 crore as on 2008-09

Total no. of employs closed to 80,000 people. That is less than SBI but more than
ICICI bank(in the private sector, only larger group such as the Tata, Birlas, or
reliance employee. more )

Cost to income ratio at 53.6% was one of the highest amongst private Bank in
FY09(It was 45% AXIS& ICICI Banks)

At March end 2009 Total Bank deposit is 44% of the bank deposit based (better than
SBIs 42%, and ICICI Banks 25% only)

The CBoP merger has led to ante worth accretion of about Rs.1,34 crore v/s CBoPs
Net assets of approximately Rs. 2,090 crore.

Stock of NPAs shot up by 119 % to Rs.1, 988 crore during the further quarter ended.

Interest from investments income 20.42 % and interest from advances make up for
over 61.85 % income in 2008-09.

Profit after tax for financial year 2009 was Rs. 2,245 crore

Total advances was Rs.63,427 crore as on 2007-08 increase to Rs,9,8883 as on


2008- 09.

Total deposits was Rs, 1, 00,769 crore as on 2007-08, increase to Rs, 1, 42,813 crore
as on 2008-09
Capital Adequacy Ratio (CAR) grows on YOY Basis by 13.60 % as on 2007-08 to
15.10 % as on2008-09

There are 40 branches posted anent profit of Rs, 2,100 crore for 2008-09 by
comparison

Younger generation of customers targeted through IT enabled product and


service;

Online trading of shares

Online fund transfer,

online payments of taxes

phone banking

internet banking

E-shopping

WEAKNESS:

In this booming market where we need to capture the mind of customer by providing
them with new global facility and service should be available everywhere .if we talk
about SBI it have 36 ATMs UBI 18 ATMs where as HDFC Bank has only 4 ATMs
and 3 Branch.

Some customer are not satisfied about banking service and facilities
It have not goods channels in rural and semi- urban area it was totally cover to city
and multi-city area. But nationalized bank cover total area.

It have only 1,412 branches across only 528 cities in India compare to other
competitors bank it is very few and does not cover to over all India.

HDFC Bank has ICICI,IDBI,AXIS,SBI,PNB,BOB,UBI, Ing-Vesya,Standard Charter ,


ABN-AMRO,and CITY BANK,as competitors which are more powerful in terms of
secured market.

OPPORTUNITY:

Where all banks re facing problems Lehman brothers, Bank of America , Merrill
lynch was insolvency all over world economic condition is very bad .market was be

decrease day-by-day. HDFC is a bank which is strong enough to run properly in this
competitive market.

As being a private sector bank it is fresh from all kinds of rumors o it has got a new
channel

to

makes

its

reputation

before

customer.

For example many international banks have faced a tragedy of being defame in the
view of customers.

HDFC Bank can service is very goods compare the other private sector and
nationalized bank. It can provide the easy loan facility to the customer and a make a
proper goodwill.

It has nice chance to spread its branches over small city and sub-urban over of India.

Domestic consumption continues to drive growth. India is expected to be least


impacted due to the global slowdown due to its diverse economic base and favorable
demographics. The Company has focused on direct to consumer lending, innovative
structuring of credit solutions, strong processes and prudent risk management. The
company follows a micro market approach to geographic segmentation of markets.
The company plans to expand its product portfolio by adding General Insurance
services and Investment! Savings Products such as sale of Mutual funds to its
portfolio.

Threat:

Irrational pricing, lenient credit norms in the past have led to increase in Nonperforming assets across the retail lending space.

The markets will continue to mature leading to rising expectation from consumers and
your Companys growth will depend on its ability to differentiate its products!
Services to compete effectively.

Growth of the companys asset book, quality of assets and ability to raise funds
depends significantly on the economy. Unfavorable events in the Indian economy can
affect consumer sentiment. Changes in Government policy, regulatory framework
could impact the companys operations.

Recently many private banks have faced a great losses and some international banks
was insolvency due to bad economic condition .and now they will be in the market
with different strategy so now to look for the innovation and try to find out the
weakness of these banks.

Still HDFC Have not got a very good service channels so it, needs to improve its
service and increase the no. of its channels HDFC Bank staff is very few according to
customer service compare to other banks so it need to increase our staff and open new
branch recently.

CHAPTER 3.

RECRUITMENT AND

SELECTION

CONCEPT

There is difference between recruitment and selection so far as technique involved is


concerned. Recruitment techniques are not very intensive, requiring high skills. As
against this, in selection process, highly specialized techniques are required.
Therefore, in the selection process, only personnel specific skills like expertise in
using selection test, conducting interviews, etc, are involved.

Since recruitment and selection are two interrelated steps in the process of manpower
acquisition, they differ in terms of their outcome. In outcome of recruitment is
application pool which becomes input for selection process. The outcome of selection
process is in the form of finalizing candidates who will be offered jobs.

SURVEY FOR JOB PROFILE (SALES DEPARTMENT)

The use of tests in selection is so wide spread that these may be classified in
various steps they may have different objectives and different attributes.

Searching criteria:
Searching criteria means to collect a mass of appropriate candidates through the
following reference:

-Consultancy:
consultancy is an organization which used to provide the number of candidates.
Those candidates, who are eligible for respective post, previously collect their CVs to
the consultancy to job reference. Consultancies used to bind contact to the
organization for sending candidates for respective vacant post required in the
organization. Consultancies job is to give line-up (condition of number of candidates
applicable for job). Line-up should be updated everyday through proper calling and
contacts during the process of recruitment.

-Advertisement:
Advertisement is as usually is to provide route to organization for candidates.
Advertisement is a perfect mode to disseminate the knowledge of job profile.

-Employee reference:
Employees of organization refer candidates for available required posts.

-Campus selection:
Organizations select candidates from educational and professional institute to full the
requirement of recruitment. Those candidates are selected through the process of
screening and interview.

HDFC PROFILE FOR THE POST OF SALES DEVELOPMENT MANAGER;

Company profile: The Company started in 2001 as a joint venture between the HDFC
Bank and the Standard Life Insurance Company. The HDFC Bank has a 74 % stake in
the company where as the Standard Life Insurance Company has only 26 % stake in
the company.
The companys net income for the ending 2008 -09 was over Rs. 5,500 crores and the
company has more than 27 lakh policy holders. It provides both Life as well as
General Insurance services. The companys advertisement Sar Utha Ke Jiyo has
been ranked among Indias 60 Glorious Advertising Moments.
Job profile: The candidate would be required to meet the monthly sales target as set
by the company from time to time. He would also be required to recruit new
Insurance agents in accordance with the business plan. Develop training programs,
training process for the new recruits and set business targets among the Agents,
review these targets & consistently raise them so than the said target is achieved.
Qualifications: The candidate must be a graduate in any course with a minimum of 50
% marks. He must be a quality leader, an excellent communicator in English as well
as local regional Languages.
Experience: 1 to 5 years of experience of sales in a financial services industry.
Candidates with consistent good record in sales or sales management role would be
preferred.

Pay Scale: Rupees 2, 00,000 to 2, 25,000


Person to be contacted: Mr. Dimpy Dudeja
Email Address: dimpyd@hdfcinsurance.com
Contact Number: 09872992554
Location of Work: Panipat, Jammu, Jalandhar, Ludhiana, Pathankot, Kurukshetra,
Ambala, Amritsar, Chandigarh, Hisar, Karnal, Rajkot, Ahmedabad, Warangal,
Kurnool, Anantapur, Hyderabad / Secunderabad, Mysore, Bengaluru/Bangalore,

Guntur, Rajahmundry, Vijayawada, Visakhapatnam, Moradabad, Madurai, Trichy,


Mumbai, Mumbai Suburbs, Navi Mumbai, Belgaum
No. of positions: 32 position in total one each at every location
How to apply: Send your update Resume to the above mentioned Email Address,
shortlisted candidates would be called for a personal interview.
Website: http://www.hdfcinsurance.com

-CV screening:
CV screening is the process to short out the candidates on their academic profile etc.
The goal of the resume screening process is to select the top candidates that the
recruiter will contact for the first round of interviews. Screening resumes will help
you determine which candidates to move forward in the interview and selection
process by comparing their qualifications to the minimum position requirements.
Narrowing the list of candidates that apply for your position can be challenging,
especially if there are many qualified applicants. The first step with selecting
appropriate candidates is to screen the cover letter (if applicable) and resume of each
applicant. The resume will tell you what the candidate has done, but not how well
he/she did it.

-Application Evaluation:
The Human Resources department evaluates all incoming applications, against
prerequisite abilities and skills set for all current openings. All applications are kept
based on strengths and specialization, for future reference.

-Selection test:
As such type of test held in HDFC standard life is said as HAT (HDFC aptitude test).
HATs content is numerical and assumption based questions, which is divided in three

part of test paper. HAT must be solved with in the half an hour. In such procedure
qualified candidates are preceded for further steps i.e., interview.

-Capability based Interview:


An interview is a conversation between two or more people (the interviewer and the
interviewee) where questions are asked by the interviewer to obtain information from
the interviewee.

-Checking of references and documents:


As such in selection and checking procedure for the post SDM in the HDFC standard
life all required documents are collected in the brochure which said to be Joining Kit.
Joining kit contain all authentic information and some application form about the
candidates for joining the post after passing the interview, such information and forms
are as follows:

Documents related to qualification

Age proof

Experience letter

Salary slip

Address proof

Application forms

-Placement;

After all formalities are completed, the candidates are placed on their job initially on
probation basis. The probation period may range from three months to two years.
During this period they are observer keenly, and when they complete this period
successfully, they become the permanent employee of the organization.

-Reply Letters:
At all stages of the process candidates are kept informed of the status of their
application with an email reply letter.

-Job Offer:
If a candidate successfully reaches the final stage, a position offering is made in
conjunction with a competitive reward package.

Issuing of appointment letter and offer letter:


The procedure to issue offer letter and appointment letter is done by HR manager of
that institute. HR managers job is to maintain MIS and providing these letters. Now a
day all the functions are properly maintained by the use of software packages such as
SAP.

Questionnaire: Analysis based on the data of questionnaire to the recruitment and


selection in HDFC BANK AND.(SAMPLE SIZE IS 30)

1. What source your organizations adopt to select candidates?

%
rta
l5

0%

po
jo
b

nc
ie
s
ge
ta

ru
itm
en
re
c

ad
v

er
tis
e

m
en
t

10

1%

%
t1
ru
itm
en
re
c
s

ca
m
pu

Em
pl
oy

ee
re
fe
ra
l

20

100
90
80
70
60
50
40
30
20
10
0

Above graph shows that recruitment agency is most active organization for the better
compensation of recruitment and selection. Further it is followed by the employee
referral recruitment which is comparatively low in recruitment agency.

2.

How

many

stages

1 stage 20%

are

involved

2 stage 73.4%

in

selecting

3 stage 6.6%

the

candidate?

4 stage 0%

Pie chart related to the query of days which used to spend on recruitment and
selection for a particular number of employees. Chart specifies that mainly financial
corporation in the field pf sales take mostly 2 days. Increment in the days of selection
depends on the condition.

3. Do your organization use any of the following tests during the process of
recruitment?

100
90
80
70
60
50
40
30
20
10
0

Test is an appropriate criterion to draw out eligibility among mass of the candidates. It
depends on the post which criteria is appropriate to select and recruit. Thus for the
post of the sales mostly personal interview is preferred after written or aptitudes test.

4. How does your organization track the source of candidate?

0.
00
%
xl
s

3%
33
.
on
lin
e

.5
%
tw
ar
e
so
f

m
an
ua
l

93
.3
3%

100
90
80
70
60
50
40
30
20
10
0

Finding source of candidates is usually manual. Manual source refer an easy and
convincing way to find and sort out the candidates.

5. Apart from the HR Manager, who all from the other departments are required to get
involved in interviewing process?

100
90
80
70
60
50
40
30
20
10
0

6%
.6
HR

ex

ec

iti
v

sa

le
s

66

10

0%

perecent

For the post of sales like SDM, BDM etc usually the experience person belong to the
department of sales and sales development involve in the process of recruitment and
selection of sales employee. Further it is followed by the HR department or HR
manager of the corporation to examine and utilize the resources for sales
development.

6. What is the average time spent by sales dept. during recruitment (each candidate)?

10min 23.33%

10 to 20min 13.33%

20 to 30min 53.33%

more 3.33%

The value of time in business must be evaluated for the profit maximizations and
proper utilization of human resources. Thus a department should have to take
appropriate time for recruitment and selection. Above chart shows 20 to 30 min
usually spends on the selection of each candidate.

7. What is the average time spent by HR dept. during recruitment (each candidate)?

10min 30%

10 to 20min 23.33%

20 to 30min 46.675

HR department plays a most important role during the recruitment and selection.
This is because it is useful to evaluate the capacity and human range of mental and
physical work in regard the position like sales. But company used to spend maximum
45 to 50 percent time of HR department during the whole process of selection.

8. What is the average time spent by Admin dept. during recruitment (each candidate)?

10min63.33%

10 to 20min 20%

20 to 30min 16.67%

Chart shows it is the maximum time which is spent on sales recruitments by the
admin department.

9. Do your organization follow different recruitments process for different


grades of employee?

yes 90.33%

no 6.675%

Chart specifies that organization apply same criterion and common techniques for
recruitment and development.

10.

What

is

the

back

out

percentage

of

candidates

after

being

offered?

1to 5 30.6%

5to 10 40%

10to 15 3.35

15to 20 6.75

Back out percentage reflect any fault in the procedure of recruitment and selection.
Thats why candidates could not be stayed. Chart shows maximum is 1-5 and
minimum is 10-15.

11. What percentage of candidates leave within the period of less than1- 3 month?

1to5-53.33%

5to 10-43.33%

10to 15-3.33%

15to 20-0.0%

This is depend on the environment in the organization, it used to evaluate the time
duration of employees settle in the organization. Thus chart shows that the working
environment of the organization is moderately sufficient to satisfy the employee
i.e.upto 5% at maximum within 1 to 3 months.

12. What percentage of candidates leave within the period of less than3- 6 month?

1to 5-50%

5to 10-46.67%

10to 15-3.33%

15to 20-0.0%

Maximum capacity of the existing organization to sustain the employees within 1 to 5 months
is upto 5%.

13. What percentage of candidates leave within the period of less than 6-12 month?

1to 5-50%

5to 10-26.67%

10to 15-23.33%

15to 20-0.0%

Maximum capacity of the existing organization to hold the employees within 6 to 12


month is up to 5%.

14. Does the company reimburse the traveling cost incurred by the candidate for appearing in
the interview?

yes-60%

no-33.33%

depends-6.67%

Chart shows maximum to time organization reimburse the traveling cost incurred by
the candidates for appearing in the interview i.e. maximum to 60%.

15. Do you take any technological support for the process of recruiting?

-1
3
lin
e

r-1
%

on

ot
he

.3
3%

%
.3
3
o13
vi
de

te
le
ph

on

e93
.3
3

100
90
80
70
60
50
40
30
20
10
0

due to the support of high tech equipment the process of recruitment and selection
become faster. These are the telephone, video conferencing; online support etc.
although any equipment other than the telephone used to take high cost thus
maximum support is taken through the telephone i.e. 93.33%.

16. Are you aware of the concept of Video Resume?

no-96.67%

yes-3.33%

On the account of the financial capacity still organizations and employees do not
aware about the video resume i.e. 96.67%. That may be costly for both organization
and candidates.

17. If the recruitment type is Employee Referral then how much special privilege
has to be paid to the one who has referred is sufficient?

max-53.33%

min-13.33%

moderate-33.31%

It leads surety for the candidates capability for the organization, if any selection
exists through the employee referral. Thus priority to such type of candidates
maximum i.e. 53.33%

18. In how much time does the whole process generates results?

1-2days-76.67%

2-4day-16.675s

depends-6.66%

Screening, aptitude test, calling, recruiting etc take maximum 1 to 2 days for selection
of the candidates in the sales department.

19. Do you do the Employment Eligibility Verification? Yes/No


If yes, then, what method you take up to perform it?

100
90
80
70
60
50
40
30
20
10
0
internally-100%

agency-6.67

This shows the employees tendency and awareness towards the knowledge of job
description and job profile. Maximum numbers of employee do employments
eligibility verification through internally.

20. What kind of verifications you do?

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100
90
80
70
60
50
40
30
20
10
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Educational verification mostly preferred by the maximum employees for


employment verification of the post.

FACTS AND FINDINGS


OUTCOMES OF RECRUITMENT AND SELECTION
PROCESS

The ultimate objectives of both recruitment and selection are to acquire suitable
candidates but their immediate objectives differ. The basic objective of recruitment is
to attract maximum number of candidates so that more options are available the basic
objective of selection is choose the best of the available candidates.

Recruitment differs from selection in terms of process. Recruitment adopts the


process of creating application pool as large as possible and, therefore, it is known as
positive process. Selection adopts the process through which more and more
candidates are rejected and fewer candidates are selected or sometimes not a single
candidate is selected. Therefore, it is known as negative process or rejection process.

HDFC SLIs recruitment policy is well structured and provides the company with a
competitive edge due to the following reasons:

The recruitment policy focuses on recruiting the best potential people.

It ensures that every applicant and employee is treated equally with dignity
and respect.

It is an unbiased policy.

It aids and encourages employees in realizing their full potential.

It allows transparent, task oriented and merit based selection.

It abides by relevant public policy and legislation on hiring and employment


relationship.

It Integrates employee needs with the organizational needs.

CHAPTER 4.

SUGGESTION
AND
RECOMENDATION

SUGGESTION

The human resources are the most important assets of an organization. The success or
failure of an organization is largely dependent on the caliber of the people working
therein. THE RECRUITMENT POLICY of an organization should be well planned
and thus should be such so that it:

Reduces administration costs

Provides employees with job security

Encourage responsible trade unions

Provide suitable employment to handicapped, women and minority group

Be flexible enough to meet the changing needs of the organization

Works towards the growth and prosperity of the organizatsion.

After the study of RECUITMENT AND SELECTION I find that the effective
procedure of recruitment is most importance is every organizational Management has
to do more effective effort for continuous success in the field of Service and financial
sector.

There is need to introduce online recruitment, maintain software for sources of


candidates to avoid postal and couriers

delays through which time of processing

becomes increase. There is need to increase in our human resources.

Generally evaluation of employees on the job and off the job is necessary on daily,
weekly, & quarterly basis but still people are not much aware about software involve
in recruitment and selection procedure in our Management in India. So there is need
to improve the awareness and use to save the time and save the budget, so that it
matches the requirement and settlements in the all types organizations.

Other than futures and options, other instruments like video conferencing, online
recruitment, and psychometric test options have to be introduced so that area of
human resource is broadened.

There is need to provide facility and training to the employee and candidates in favors
of technology.
In today's market, companies no longer compete just on price, product and
packaging. The real competition is for talent. And the companies with best
talent win. we work to enable our clients to gain a recruiting advantage in the
market through the application of sales and marketing techniques, tools and
methodologies.

CHAPTER 5.

CONCLUSION

The project report involves the detailed profile of HDFC BANK and what is the process of
agency recruitment in HDFC BANK. This project report deals with recruitment and selection
process, which are basics should be known to everybody in the insurance industry best
considered approach especially though not ethical but practical enough is pirating best
employees of their competitors. Project under the HDFC BANK deal with the recruitment
and selection as well as focus on the capacity of the retention of the employee in the
organization.

HDFC BANK follows the proper and appropriate steps and rules to select e candidates for the
post of SDM. It involves more than one department during the procedure of recruitment and
selection in sales department. Its another focus on the budget of the procedure which should
be maintained and under the limit.

BIBILIOGRAPHY

RECRUITMENT AND SELECTION-

ADDITION BY L. M PRASAD

ADDITION BYASWATHAPPA K

WEBSITE VISITED-

www.google.com

www.hdfc.com

www.yahoo.com

APPENDIX

Questionnaire

\
Questionnaire on Recruitment Process Outsourcing
QUESTIONNAIRE
Name
Companys name
Designation
DateNote Please tick the appropriate option.
1. What source your organisation adopt to source candidates?
a. Employee referral
b. Campus recruitment
c. Advertising
d. Recruitment agencies
e. Job portals
f. Other, pls specify

2. How many stages are involved in selecting the candidate?

a. 1
b. 2
c. 3
d. 4
e. More

3. Do your organisatuon use any of the following tests during the process of recruitment?
a. Written
b. Aptitude
c. Group Discussion
d. Personal Interview
e. Psychometric test
f. Other, pls specify
4. How does your organization track the source of candidate?
a. Manual
b. Software
c.Online
d.Windows. Xls

5. Apart from the HR Manager, who all from the other departments are required to get
involved in interviewing process?
a. Sales
b. Administration
c. HR Executives
d. Other, pls specify

6. What is the average time spent by sales dept. during recruitment (each candidate)?
a. 10mins.
b. 10 to 20mins.

c. 20 to 30mins.
d. More

7. What is the average time spent by HR dept. during recruitment (each candidate)?
a. 10mins.
b. 10 to 20mins.
c. 20 to 30mins.
d. More

8. What is the average time spent by Admin dept. during recruitment (each candidate)?
a. 10mins.
b. 10 to 20mins.
c. 20 to 30mins.
d. More

9. Do your organisation follow different recruitment process for different grades of


employees?
a. No
b. Yes

10. What is the back out percentage of candidates after being offered?
a.1-5
b.5-10
c.10-15
d. 15-20

11. What percentage of candidates leave within the period of less than1- 3 month?
a.1-5
b.5-10
c.10-15
d. 15-20

12. What percentage of candidates leave within the period of less than3- 6 month?
a.1-5
b.5-10
c.10-15
d. 15-20
13. What percentage of candidates leave within the period of less than 6-12 month?
a.1-5
b.5-10
c.10-15
d. 15-20

14. Does the company reimburse the traveling cost incurred by the candidate for appearing in
the interview?
a. Yes
b. No
c. Depends, how
15. Do you take any technological support for the process of recruiting?
a. Telephone
b. Video conferencing
c. Online support
d. Other, pls specify

16. Are you aware of the concept of Video Resume?


a. No
b. Yes, then do you use it Yes/No

17. If the recruitment type is Employee Referral then how much special privilege has to be
paid to the one who has referred are sufficient?
a. maximum
b. minimum

c. moderate
18. In how much time does the whole process generates results?
a. 1-2 days
b. 2-4 days
c. Depends on condition
19. Do you do the Employment Eligibility Verification? Yes/No
If yes, then, what method you take up to perform it?
a. Internally
b. Through agencies
20. What kind of verifications you do?
a. Educational qualifications
b. Legal background check
c. Professional background check d. Reference check
e. Family background check