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REVIEW OF RECRUITMENT AND

SELECTION

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REVIEW OF RECRUITMENT AND SELECTION

Most employers recognise the fact that their staff are their greatest asset,
and the right

recruitment and induction processes are vital in ensuring that the new
employee becomes

effective in the shortest time. The success of an organisation depends on


having the right number of staff, with the right skills and abilities.
Organisations may have a dedicated personnel/human resource function
overseeing this process, or they may devolve these responsibilities to line
managers and supervisors. Many people may be involved, and all should
be aware of the principles of good practice. Even it is essential to involve
others in the task of recruitment and induction.

MANPOWER PLANNING-

Manpower planning means different things to different organizations. To


some company's manpower planning means management development to
others. It means estimating manpower needs, while some other may define
manpower planning as organization planning. Although the term,
"manpower planning" can be defined, 'as the process by which an
organization ensures that it has the right number of people and the right
kind of people at the right places, at the time doing things for which they
are economically most useful.'

Manpower Planning Involves: -

Manpower planning is a continuous process. In operational terms it


involves the analysis of the current and future manpower resources terms

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and requirement to ensure that such needs and resources are always kept in
proper balance, both in terms of quantity.

Need for Manpower Planning:-

All said and done, it cannot be define that the quality of manpower can be
responsible for significant difference in the short and long run performance
among companies. As Ralph Besse once said, "There is nothing we can do
about performance of past management or the qualification of today's
management but tomorrow's management can be as good as today's
manager care to make it."

Herber H Mayer has emphasized the importance of human assets and


their utilization as under:

"The efficient utilization of human resources may very well be the most
important determiner of success in the business world in the coming
decade. I think that the companies that prosper in the future will be those
that do the best job in fully utilizing their human resources."

All organizations are basically human organizations. They need people to


carry out the organizational mission, goals and objectives. Every
organization needs to recruit people .The recruitment policy should,
therefore, address itself to the key question; what are the personnel/human
resource requirement of the organization in terms of number, skills, levels
etc to meet present and future needs of production and technical and other
changes planned or anticipated in the next years.

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MEANING

Higher education is a human resource intensive enterprise. It is not


surprising, then, that recruitment and selection of staff should be a very
high priority in most if not all units and divisions of student affairs.
Recruitment and selection should include procedures directed to analyze
the need and purpose of a position, the culture of the institution, and
ultimately to select and hire the person that best fits the position.
Recruitment and selection policy should, then, be directed toward the
following objectives:

Hire the right person.


Conduct a wide and extensive search of the potential position
candidates.
Recruit staff members who are compatible with the college or
university
environment and culture.
Hire individuals by using a model that focuses on student learning
and education of the whole person.

Place individuals in positions with responsibilities that will enhance their


personal development.

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Issues in Recruitment and Selection

Do not discard applicants who "stopped out" to provide care for a


child, or for maternity leave.
Consider the dynamics of the interview - is the candidate being
interviewed in an environment that is representative of the office
environment.
Understand questions that cannot be asked regarding family,
children, pregnancy, etc.
Provide medical insurance that covers the full range of medical
needs of women employees, including reproductive health care.
Provide paid sick-leave policies for employees' illness and illness
of spouses, lifetime partners, dependent children, and elderly
parents.
Provide life insurance, disability and pension programs that are
nondiscriminatory on the basis of gender .

Have clear and vigorously enforced sex, race and sexual


orientation discrimination and sexual harassment policies and
include a statement about these policies in the advertisement of
the position.

Before attempting to diversify a staff and make it more gender


equitable, you must tackle issues such as, "gender
stereotyping; discrimination in hiring, pay, and promotions;
family issues; and sexual orientation discrimination.
There are five areas critical to this process:

1. Open communication.
2. A commitment to creating an inclusive Environment.

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3. Clear preconceived expectations based on gender
4. A neutral supervisor who can observe different
5. styles and facilitate communication when a conflict arises.
6. Training - sexual harassment as well as gender issues training
(It is thought that 75-80% of sexual harassment complaints
could be prevented by understanding gender differences"

Recruitment

- Recruiters need to keep abreast of changes in the labour market to ensure


that their recruitment efforts are not wasted or directed at too small a pool
of labour. Skill shortages may occur unexpectedly and recruitment and
training processes need to be kept flexible. It is a good idea for any
organisation to plan its labour force requirements, matching available
supply against forecast demand. A skills audit of existing staff will
increase knowledge of the skills the organisation has available and those
which are lacking, and thus help pinpoint areas for future development.

A human resource plan need not be highly complicated. A straightforward


plan will help organisations to:

assess future recruitment needs

formulate training programmes

develop promotion and career development policies

anticipate and, where possible, avoid redundancies

develop a flexible workforce to meet changing requirements

control staff costs whilst ensuring salaries remain competitive

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assess future requirements for capital equipment, technology and
premises.

Management is responsible for producing the human resource plan, senior


management for

supporting it. Implementation is likely to be most effective if it carries the


support of the

workforce, normally achieved through consultation with trade union or


other employee representatives.

Producing a human resource plan involves:

forecasting staffing requirements against business objectives


assessing the available supply of people to meet those requirements

matching available supply against forecast demand

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Factors Affecting Recruitment: -

In recruiting new employees management must consider the nature of


labor market, what sort of potential labor are available and how do look for
works. The factor affecting can be summed up under the following heads:

Labor Market Boundaries:- The knowledge of the boundaries help


management in estimating the available supply of qualified personnel
form, which it might recruit. A labor market consists of a geographical
area in which the forces of demand and supply interact and thus affect the
price of labor.

Available Skills:- Companies must locate the areas where they can find
employees who fit thejobs according to their skills.

Economic Condition:- Economic conditions also affect recruitment.


Unemployment worker may swamp a new plan located in a depressed
labor market whereas a firm trying to establish it or to expand in an area
where a few qualified workers are out of wok has quite a different
recruitment problem.

Attractiveness of the Company: -The attractiveness of the company in


terms of higher wages, clean work, better fringe benefits and rapid
promotions serves as influencing factor in recruitment.

Importance of Recruitment

Recruiting people who are wrong for the organisation can lead to
increased labour turnover, increased costs for the organisation, and
lowering of morale in the existing workforce. Such people are likely to be
discontented, unlikely to give of their best, and end up leaving voluntarily
or involuntarily when their unsuitability becomes evident. They will not

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offer the flexibility and commitment that many organisations seek.
Managers and supervisors will have to spend extra time on further
recruitment exercises, when what is needed in the first place is a systematic
process to assess the role to be filled, and the type of skills and Most
recruitment systems will be simple, with stages that can be followed as a
routine whenever there is a vacancy to be filled, and which can be
monitored and adapted in the light of experience.

This booklet describes the main features of such systems, and other related
issues. Systems should be:

efficient - cost effective in methods and sources


effective - producing enough suitable candidates without excess and
ensuring the
identification of the best fitted for the job and the organisation
fair - ensuring that right through the process decisions are made on
merit alone.

Monitoring effectiveness of recruitment

As with any work activity it is recommended that the recruitment and


induction process be reviewed for its effectiveness. If any stage of the
recruitment process failed to produce the expected result, eg if the
advertising method has produced too many candidates, you may want
to examine what happened and why in order to make it more efficient
in the future. Future recruitment exercises may require modifications to
the methods used - a successful recruitment for one job does not
automatically mean the same method will be as successful again. This
is particularly true if the labour market changes, with, for instance,
fewer school leavers but more mature workers being

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available.Recruitment and induction may be a continuous process in
your organisation, necessitating more or less constant
monitoring.Monitoring regularly will also ensure equal opportunity
policies are being actively pursued, and that internal candidates are
receiving the same consideration as external candidates.

Application forms

Application forms can help the recruitment process by providing necessary


and relevant information about the applicant and their skills . The design of
the form needs to be realistic and straightforward, appropriate to the level
of the job. Using application forms has the following advantages:

comparing like with like is easier. CVs can be time-


consuming and may not provide the information required
they provide the basis for an initial sift(filter), and then for
the interview
the standard of completion can be a guide to the candidate's
suitability, if writing and presentation skills are essential to
the job; however, be aware of the possibility of disability
discrimination they provide a record of qualifications, abilities
and experience as stated by the applicant.
Care also needs to be taken over some less positive aspects of
application forms: there is a temptation to use application
forms to try to extract too much information, eg motives,
values and personality characteristics. The form should
concentrate on the experience, knowledge and competencies
needed for the job some people may dislike filling in forms
and so be put off applying for the job. Some very experienced
people may find the form inadequate, whilst those with little

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in the way of qualifications or experience may be intimidated
by large empty spaces on the form.
application forms add another stage, and therefore more time,
to the recruitment process. Some candidates may be lost if
they can obtain work elsewhere more quickly

Application forms may inadvertently be discriminatory. For instance, to

require a form to be filled out 'in your own handwriting', where written
English is not relevant to the job, may discriminate against those for whom
English is not their first language, or who may not have well-developed
literacy skills.

Any information such as title (marital status), ethnic origin or date of birth
requested for monitoring purposes (eg for compliance with the legal
requirements and codes of practice on race, sex, disability and age
discrimination) should be clearly shown to be for this purpose only, and
should be on a separate sheet or tear-off section. Such information need
only be provided on a voluntary basis. Medical information should

also be obtained separately and kept separate from the application form.

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METHODS OF RECRUITMENT

All methods of recruitment can be put into three categories:

a) Direct method
b) Indirect method
c) Third-party method

a) Direct Method:

These include the campus interview and keeping a live register of


job seekers. Usually under this method, information about jobs and profile
of persons available for jobs is exchanged and preliminary screening is
done. The short listed candidates are then subjected to the remainder of the
selection process. Some organization maintains live registers or record of
applicants and refers to them as and when the need arises.

b)Indirect Method:

They cover advertising in newspapers, on the radio, in trade and


professional journals, technical journals and brochures.

When qualified and experienced persons are not available through other
sources, advertising in newspapers and professional and technical journals
in made. Whereas all types of advertisements can be made in newspapers
and magazines, only particular types of posts should be advertised in the
professional and technical journals. A well thought-out and planned
advertisement for appointments reduces the possibility of unqualified
people applying. If the advertisement is clear and to the point, candidates
can assess their abilities and suitability for the position and only those who
possess the requisite qualifications will apply

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c) Third Party Method:

Various agencies are used for recruitment under these methods. These
include commercial and private employment agencies, state agencies, and
placement offices of schools, colleges and professional associations,
recruiting firms, management consulting firms, indoctrination seminars for
college professors, friends and relatives.

Employment Agencies:

They are specializing in specific occupation like general office help,


salesman, technical workers, accountants, computer staff, engineers and
executives and suitable

persons available for a job. Because of their specialization, they can


interpret the needs of their clients and seek out particular types of persons.

State or Public Employment Agencies:

They also knew as Employment or Labor Exchanges, are the main


agencies for public employment. They also provide a wide range of
services, like counseling, assistance in gettingjobs, information about the
labor market, labor and wage rates, etc.

Executive Research Agencies:

They maintain a complete information records about employed executives


and recommend persons of high caliber for managerial, marketing and
production engineers' posts. These agencies are looked upon as 'head
hunters', 'raiders', and 'pirates'.

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Trade Unions:

The employers to supply whatever additional employees may be needed


often call on Trade Unions. Unions may be asked for recommendations
largely as a matter of courtesy and an evidence of goodwill and
cooperation

Professional Societies:

They may provide leads and clues in providing promising candidates for
engineering, technical and management positions. Some of these maintain
mail order placement services.

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SELECTION

Whatever form the applications take, there may be a need to sift them
before moving on to the interview stage. Such a sift serves to match the
applicants as closely as possible to the job and person specification and
to produce a shortlist of people to interview.

To avoid any possibility of bias, such sifting should be undertaken by two


or more people, and it should involve the direct line manager/supervisor as
well as personnel. The sifting stage can also help the organisation by
providing feedback on the advertising process and the suitability of the
application form. It can also identify people who might be useful
elsewhere in the organisation. If references or medicals are to be taken up
before the invitation to interview stage, it should be made clear on the
application form/information pack sent to the applicant.

If your organisation believes that pre-employment health screening is


necessary, you must make sure it is carried out in a non-
discriminatory way: for instance, do not single out disabled people for
medical assessment. If a report from any individual's

doctor is sought, then permission must be given by the individual, and they
have the right to see the report (Access to Medical Reports Act 1988). The
candidates who best match the specifications may then be invited for
interview. The invitation letter should tell candidates that they should
advise the organisation in advance if any particular arrangements need to
be made to accommodate them on arrival or during the interview; for
instance, ramp access or lighting levels. The invitation letter should also
clearly state whether the organisation will pay the candidate's reasonable
travel expenses for the interview.

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A formal definition of selection is as following:

"It is the process of differentiating between applicants in order to


identify (and hire) those with a greater likelihood of success in ajob."

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

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BARRIERS TO EFFECTIVE SELECTION

The main objectives of selection are to hire people having competence and
commitment. This objective is often defeated because of certain barriers.
The impediments, which check effectiveness of selection, are perception,
fairness, validity, reliability and pressure.

Fairness: Fairness is selection requires that no individual should be


discriminated against on the basis of religion, region, race or gender. But
the low numbers of women and other less-privileged sections of the society
in middle and senior management positions and open discrimination on the
basis of age in job advertisements and in the selection process would
suggest that all the efforts to minimize inequity have not been very
effective.

Reliability: A reliable method is one that will produce consistent results


when repeated in similar situations. Like a validated test, a reliable test
may fail to predict job performance with precision.

Pressure: Pressure is brought on the selectors by politicians, bureaucrats,


relatives, friends and peers to select particular candidates. Candidates
selected because of compulsions are obviously not the rights ones.
Appointments to public sector undertakings generally take place under
such pressures.

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SELECTION PROCEDURE

The selection procedure is concerned with securing relevant information


about an applicant. This information is secured in a number of steps and
stages. The objective of selection process is to determine whether an
applicant needs the qualification for a specific job and to choose the
applicant who is most likely to perform in that job. The hiring procedures
not a single acts but it is essentially a series of methods or steps or stages
by which additional information is secured about the applicant. At each
stage, facts may come to light, which lead to the rejection of the applicant.
A procedure may be considered to a series of successive hurdles or
barriers, which an applicant must cross.

These are indented as screens and they are designed to eliminate an


unqualified applicant at any point in this process. That technique is known
as the successive hurdle technique. Not all selection process includes all
these hurdles. The complexity of process usually increases with the level
and responsibility of the position to be fulfilled.

A well-organized selection procedure should be designed to select


sustainable candidates for various jobs. Each step in the selection process
should help in getting more and more information about the candidate.
There is no idle selection procedure appropriate for all cases.

Steps in the selection process:

Preliminary Screening
Application Blank
Employment Tests
Selection Interview
Medical or Physical Examination

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Checking Reference
Final Approval

Preliminary Screening:

This is essentially to check whether the candidate fulfills the minimum


qualification. The preliminary interview is generally quite brief. Its aim is
to eliminate the unsuitable candidate. The job seekers are received at the
reception counter of the company. The receptionists or other official
interviews the candidates to determine whether he is worthwhile or the
candidate to fill up the application blank. Candidates processing the
minimum qualification and having some chances of being selected are
given the prescribed application form known as application blank.

Application Blank:

The candidates are required to give full information about their age,
qualification, experience, family background, aptitude and interests act in
the application blank. The application blank provides a written record
about the candidate. The application form should be designed to obtain all
relevant information about the candidates. All applications received from
the candidates are carefully scrutinized. After the scrutiny more suitable
candidates among the applicants are short-listed for written tests and others
are rejected.

Employment Tests:

Candidates are asked to appear for written or other tests. Tests have
become popular screening devices. These tests are based on the assumption
that human traits and work behaviors can be predicted by sampling,
however tests are not fully reliable and they also involve time and money.

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Test is more useful in identifying and eliminating unsuitable candidates
therefore should be used only as supplements rather than an independent
technique of selection. The main types of tests are:

> Intelligence tests


> Aptitude Test
> Interest Test
> Personality Test

Selection Interview:

It involves a face-to-face conversation between the employer and the


candidate; the selector asks a job related and general questions. The way in
which a candidate responds to the question is evaluated. The objectives of
the interview are as following:

> To find out the candidate's overall suitability for the job.
> To cross-check the information obtained through application blank
and tests, and
> To give an accurate picture of the job and the company.

Interview is the most widely used step in employee selection.


However, interview suffers from several drawbacks:

Firstly, it is a time consuming and expensive device. Secondly, it can test


only the personality of the candidate and not his skill for the job. Thirdly,
the interviewer may not be an expert and may fill to extract all relevant
information from the candidate. Fourthly, the personal judgment or bias of
the interviewer may make the result of the interviews inaccurate.

Interview should be properly conducted in a proper physical environment.


The interview room should be free from noise and interruptions. The

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environment should be confident and quite. People generally talk freely
and frankly when there is privacy and comfort. Therefore, candidates
should be put at ease. The interviewer should pay full attention to what the
candidates have to say.

Medical or Physical Examination:

Candidates who are found suitable after interview are called for physical
examination. A Panel of doctors to insure that they are healthy and
physically fit for the job does a medical check-up of such candidates. A
proper medical examination will also ensure that the candidates selected do
not suffer from any serious desirous which may create problems in future.

Medical or Physical Examination:

Candidates who are found suitable after interview are called for physical
examination. A Panel of doctors to insure that they are healthy and
physically fit for the job does a

medical check-up of such candidates. A proper medical examination


will also ensure that the candidates selected do not suffer from any serious
desirous which may create problems in future.

Checking Reference:

Generally, every candidate if required to state in the application form, the


name and address of at least two responsible persons who know him. The
reference may not give their Frank opinion unless promises made that in
all information will be kept strictly confidential. Moreover the information
given by them may be biased in the form of candidate.

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Final Approval:

The candidates who are found suitable after the medical check-up and
background investigation are formally appointed by issuing appointment
letter to them. They are asked to join duty by the specified date. No
selection procedure is foolproof and the best way judge a person is by
observing him working on the job. Candidate who gives satisfactory
during the probationary period are made permanent.

SUCCESSIVE HURDLES IN THE SELECTION PROCESS

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COMPANY PROFILE

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OVERVIEW

ICICI Bank is India's second-largest bank with total assets of Rs. 3,997.95
billion (US$ 100 billion) at March 31, 2008 and profit after tax of Rs.
41.58 billion for the year ended March 31, 2008. ICICI Bank is second
amongst all the companies listed on the Indian stock exchanges in terms of
free float market capitalisation*. The Bank has a network of about 1,308
branches and 3,950 ATMs in India and presence in 18 countries. ICICI
Bank offers a wide range of banking products and financial services to
corporate and retail customers through a variety of delivery channels and
through its specialised subsidiaries and affiliates in the areas of investment
banking, life and non-life insurance, venture capital and asset management.
The Bank currently has subsidiaries in the United Kingdom, Russia and
Canada, branches in Unites States, Singapore, Bahrain, Hong Kong, Sri
Lanka, Qatar and Dubai International Finance Centre and representative
offices in United Arab Emirates, China, South Africa, Bangladesh,
Thailand, Malaysia and Indonesia. Our UK subsidiary has established
branches in Belgium and Germany. ICICI Bank's equity shares are listed in
India on Bombay Stock Exchange and the National Stock Exchange of
India Limited and its American Depositary Receipts (ADRs) are listed on
the New York Stock Exchange (NYSE).

HISTORY OF THE BANK

ICICI Bank was originally promoted in 1994 by ICICI Limited, an Indian


financial institution, and was its wholly-owned subsidiary. ICICI's
shareholding in ICICI Bank was reduced to 46% through a public offering
of shares in India in fiscal 1998, an equity offering in the form of ADRs
listed on the NYSE in fiscal 2000, ICICI Bank's acquisition of Bank of
Madura Limited in an all-stock amalgamation in fiscal 2001, and

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secondary market sales by ICICI to institutional investors in fiscal 2001
and fiscal 2002. ICICI was formed in 1955 at the initiative of the World
Bank, the Government of India and representatives of Indian industry. The
principal objective was to create a development financial institution for
providing medium-term and long-term project financing to Indian
businesses. In the 1990s, ICICI transformed its business from a
development financial institution offering only project finance to a
diversified financial services group offering a wide variety of products and
services, both directly and through a number of subsidiaries and affiliates
like ICICI Bank. In 1999, ICICI become the first Indian company and the
first bank or financial institution from non-Japan Asia to be listed on the
NYSE. After consideration of various corporate structuring alternatives in
the context of the emerging competitive scenario in the Indian banking
industry, and the move towards universal banking, the managements of
ICICI and ICICI Bank formed the view that the merger of ICICI with
ICICI Bank would be the optimal strategic alternative for both entities, and
would create the optimal legal structure for the ICICI group's universal
banking strategy. The merger would enhance value for ICICI shareholders
through the merged entity's access to low-cost deposits, greater
opportunities for earning fee-based income and the ability to participate in
the payments system and provide transaction-banking services. The merger
would enhance value for ICICI Bank shareholders through a large capital
base and scale of operations, seamless access to ICICI's strong corporate
relationships built up over five decades, entry into new business segments,
higher market share in various business segments, particularly fee-based
services, and access to the vast talent pool of ICICI and its subsidiaries. In
October 2001, the Boards of Directors of

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ICICI and ICICI Bank approved the merger of ICICI and two of its
wholly-owned retail finance subsidiaries, ICICI Personal Financial
Services Limited and ICICI Capital Services Limited, with ICICI Bank.
The merger was approved by shareholders of ICICI and ICICI Bank in
January 2002, by the High Court of Gujarat at Ahmedabad in March 2002,
and by the High Court of Judicature at Mumbai and the Reserve Bank of
India in April 2002. Consequent to the merger, the ICICI group's financing
and banking operations, both wholesale and retail, have been integrated in
a single entity.

Basic Things:

ICICI Group expects all its employees, officers and directors to act in
accordance with high professional and ethical standards. You must be,
and be seen to be, committed to integrity in all aspects of your activities
and comply with all applicable laws, regulations and internal polices.
In accepting a position with ICICI Group or any of its subsidiaries, each
of you become accountable for compliance with the law, with the ICICI
Group code of conduct('the Code'), and with policies of your respective
business units.
The standards of the Code are not necessarily prescribed by the
regulators - they aresomething, which a well respected institution must
have in place and adhere to on an ongoing basis. We therefore expect a
high level of ethical conduct.
You must conduct your duties according to the language and spirit of
this Code and seek to avoid even the appearance of improper behaviour.
You should be aware that even well intentioned actions that violate the
law or this Code may result in negative consequences for ICICI Group
and for the individuals involved.

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While covering a wide range of business practices and procedures,
these standards cannot and do not cover every issue that may arise, or
every situation where ethical decisions must be made, but rather set
forth key guiding principles that represent ICICI Group's policy.

ICICI GROUP

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SERVICES PROVIDED BY BANK

A B C D E
Demat
PERSONAL Investment/Ins
Deposits Loans Cards service/Onl-ine
BANKING urance
service
NRI
Money Bank Investm- Property Insura-

BANKING transfer Accounts ent Solutions nce/Loan

Cash
BUSINESS Corporate Trade
Manageme Online taxes SME services
BANKING net banking services
nt

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Workplace Responsibilities

Fair Employment Practices and Diversity:

ICICI Group is committed to adoption of fair employment practices. It


ensures diversity of workplace through efforts to recruit, develop and
retain the most talented people from a diverse candidate pool. It
upholds the principle that advancement is based on talent and
performance and there is a commitment to equal opportunity.
As a fair employment practice, we expect that you shall not (during the
course of your service or upon cessation of your service for a period of
six months from the date of cessation) directly or indirectly on your
own accord or on behalf or in conjunction with any other person,
convey or solicit or attempt to induce any employeeor business
associate to leave their current employment with the ICICI Group
andjointhe service of the new employer or any competitor.

Fair Competition:

Although it is common to gather information about the general


marketplace, including competitors' products and services, the
Company wants to compete fairly Drug Free Workplace.
You should ensure that your workplace is healthy and productive
and free from drugs Discrimination and Harassment and
Intimidation.
ICICI Group is committed to prohibition of harassment and
intimidation of employeesin the workplace. The ICICI Group
discourages conduct that implies granting or withholding favours or
opportunities as a basis for decisions affecting an individual, in
return for that individual's compliance. Such harassment is the easier

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form of harassment to identify because it takes the form of either a
threat or a promise, whether explicitor implied.
ICICI Group has a Gender Neutral Policy that prohibits unwelcome
advances, requests for sexual favours, or other verbal or physical
conduct where such conduct has the purpose or effect of
unreasonably interfering with an individual's work performance or
creating an intimidating, hostile or offensive working environment.
Safety in the Workplace.
ICICI Group considers safety of employees as the primary concern.
The ICICI Group is committed to safety of employees and expects
its businesses and employees to comply fully with appropriate laws
and internal regulations.
ICICI Group encourages responsible behaviour of its employees and
colleagues that result in the best possible accident prevention
measures. This applies both to the technical planning of workplaces,
equipment, and processes and to safety management and personal
behavior in everyday workplace.

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Awards & Recognitions

ICICI Bank

2008

ICICI Bank wins Finance Asia Country Awards for Achievement 2008
for

Best Trade Finance Bank


Best Foreign Exchange Bank
Best Private Bank

ICICI Bank wins the 'Excellence in Remittance Business 2007' award by


The Asian Banker

Ms. Madhabi Puri Buch, ED, ICICI Bank wins FICCI's "Young Women
Achievers" Award

Mr. K. V. Kamath, MD & CEO, ICICI Bank wins "The Asian Banker
Leadership Achievement Award" for the Asia Pacific and Gulf Region
2007

EuroWeek award for "Most Improved Market Profile"

The award is designed to recognise the institution that has been most

successful in building its own niche in Asia's competitive syndicated


loan market

The Asset Triple A Transaction Banking Awards, 2008

Best Trade Finance Bank in India


Best Transaction Bank in India

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Best Cash Management Bank in India
Best Domestic Custodian in India
Global Finance Award for:
Best "Trade Finance Bank and Provider" in India
ICICI Bank wins the Gold Shield for" Excellence in Financial
Reporting" by Institute of Chartered Accountant of India (ICAI) for the
Year ended March 31, 2007

Mr. K. V. Kamath, MD & CEO, ICICI Bank awarded the "Padma


Bhushan"

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BOARD OF DIRECTORS

Mr. N. Vaghul, Chairman


Mr. Sridar Iyengar
Mr. Lakshmi N. Mittal
Mr. Narendra Murkumbi
Mr. Anupam Puri
Mr. Arun Ramanathan
Mr. M.K. Sharma
Mr. P.M. Sinha
Prof. Marti G. Subrahmanyam
Mr. T.S. Vijayan
Mr. V. Prem Watsa
Mr. K.V. Kamath, Managing Director & CEO
Ms. Chanda Kochhar, Joint Managing Director & Chief
Financial Officer
Mr. V. Vaidyanathan, Executive Director
Ms. Madhabi Puri-Buch, Executive Director
Mr. Sonjoy Chatterjee, Executive Director

33
OBJECTTIVE

34
OBJECTTIVE

The objective of my study is to understand and critically analyze the

recruitment and selection procedure at Icici bank ltd.

1. To know the prospect or recruitment and selection procedure.

2. To critically analyze the functioning of recruitment and selection

procedures.

3. To identify the probable area of improvement to make recruitment

and selection procedures and more effective.

To know the managerial satisfaction level about recruitment and selection

procedure.

35
SCOPE OF STUDY

36
SCOPE OF STUDY

The benefits of the study for the researcher is that it helped to gain

knowledge and experience and also provided the provided the opportunity

to study and understand the prevalent recruitment and selection

procedures.

The key points of my research study are:-

1. To study the facts about the icici bank ltd As a group.

2. To understand and analyze various H.R. factors including

recruitment and selection procedure at icici bank ltd.

To suggest any measures / recommendations for the improvement of the

recruitment procedures.

37
RESEARCH METHODOLOGY

38
RESEARCH METHODOLOGY

The Research

Research is a "careful investigation or inquiry specially through


search for new facts in any branch of knowledge."

The project is a systematic presentation consisting of the enunciated


problem, formulated hypothesis, collected facts or data, analyzed facts and
proposed conclusions in form of recommendations.

Kind of Research

The research done by

Exploratory research:

This kind of research has the primary objective of development of insights


into the problem. It studies the main area where the problem lies and also
tries to evaluate some appropriate courses of action.

Sample Design

A complete interaction and enumeration of all the employees of icici bank


Ltd. was not possible so a sample was chosen that consisted of 30
employees.

39
DATA COLLECTION

40
Data Collection

The data for the survey will be conducted from both Primaries as well as
Secondary

sources.

Primary Data: -

Using personal interview technique the survey the data will collect by
using questionnaire. The primary data collection for his purpose is
supposed to be done by judgment sampling conversation sampling.
Questionnaire has been formatted with both open and close structure
questions.

Secondary Data: -

> By going through various records.

By going through the magazine of the bank.

41
RESEARCH DESIGN

Research Design:-

A research design is the specification of methods and procedure for


acquiring the information needed to structure or to solve problems. It is the
overall operation pattern or framework of the project that stipulates what
information is to be collected from which source, and be what procedures.

"A research design is the arrangement of condition for collection and


analysis of data in a manner that aims to combine Relevance to the
research purpose with economy in procedure".

Design decision happens.

1. What is study about?


2. What is study being made?
3. Where will the study be carried out?
4. What type of data is required?
5. Where can the required data be found?
6. What will be the sample design?
7. Technique of data collection.
8. How will data be analyzed?
9. How can the customer can be persuaded for opening current with ICICI?
10.How to increase the market share of ICICI?

Who is the competitor of ICICI?

42
DATA ANALYSIS

&

INTERPRETATION

43
DATA INTERPRETATION

A questionnaire was prepared for the purpose of getting feedback from


the employees and manager regarding "Recruitment & Selection
Procedure" of their company. 30 employees are selected from different
department and were distributed the questionnaire from the purpose of the
study.

Analysis of the data

The analysis of the data is done as per the survey finding. The data is
represented graphically in percentage.

The percentage of the people opinion were analyzed and expressed in the
form of charts and have been placed in the next few pages.

44
Manpower Planning

1. Specify the time period(s) for which the estimates are made?

NO. OF
S.NO. OPINION PERCENTAGE
RESPONDENT
1. 0-2years 9 30%
2. 2-3years 6 20%
3. 3-4years 9 30%
4. 4&above years 6 20%

35%

30% 30%
30%

25%

20% 20%
20%

15%

10%

5%

0%
0-2years 2-3years 3-4years 4&above years

Interpretation :

20% people said that the company specifies 0-2 year for making estimation
of forecasting.
30% people said that the company specifies 2-3 years for making
estimation.
30% people said that the company specifies 3-4 years for making the
estimation of
forecasting.
20% people said that the company specifies 4 & above time period for
making forecasting.

45
2. Does your organization plan the recruitment policy?

S.no. Opinion No. Of respondent Percentage

1. Yes 30 100%

2. No 0 0%

120%

100%
100%

80%

60%

40%

20%

0%
0%
Yes No

Interpretation :

100% people said that the plan the requirement policy

46
3. What do you suggest should be the basis of forecasting?

S.no. Opinion No. Of respondent Percentage


1. Total cost of the project 6 20%
2. Past experience 12 40%
3. Different phases of the project 9 30%
4. All of the above 3 10%

10%

20%

Total cost of the project

30%
Past experience

Different phases of the


project
All of the above

40%

Interpretation :

20% people said that their company forecast on the bases of Total cost of
the project.

40% people said that the company forecast on the bases of past
experiences.

30% people said that the company forecast on the bases of the Different
phases of the project.

10% people said that the company forecast on the bases on of the above

47
4. Do you think the present recruitment policy is helpful in
achieving the goals of the company?

S.no. Opinion No. Of respondent Percentage


1. Yes 15 50%
2. No 6 20%
3. To some extent 9 30%

60%

50%
50%

40%

30%
30%
\
20%
20%

10%

0%
Yes No To some extent

Interpretation :

50% people said that the company's recruitment policy is helpful in


achieving the goals. 20% people said that the company's recruitment policy
is not helpful in achieving the goals.

30% people said that the company's recruitment policy is helpful to some
extent in achieving the goals.

48
5. Through which source your organizations recruit the employees?

S.no. Opinion No. Of respondent Percentage


1. Internally 6 20%
2. Externally 18 60%
3. Both 6 20%

60%
60%

50%

40%

30%
20% 20%
20%

10%

0%
Internally Externally Both

Interpretation :

people said that the company recruits the employee from the external
sources. 20% people said that the company recruits the employee from the
both sources.

49
6. Which of the following external sources you choose for the
recruitment of the employees?

S.no. Opinion No. Of respondent Per


1. Employee Exchange Consultant 6 20%
2. Private Employee Agencies 6 20%
3. Advertisement 3 10%
4. Internet 12 40%
5. Any other 3 10%

40%
40%

35%

30%

25%
20% 20%
20%

15%
10% 10%
10%

5%

0%
Employee Private Advertisement Internet Any other
Exchange Employee
Consultant Agencies

Interpretation :

20% people said that the company uses the employee exchange
consultants.

20% people said that the company uses private employment agencies.

10% people said that the company uses the advertisement method.

40% people said that the company uses the Internet method.

50
7. Does your organization recruit employees through latest method of
recruitment through Internet?

S.no. Opinion No. Of respondent Percentage


1. Yes 30 100%
2. No 0 0%

0%

Yes
No

100%

Interpretation :

20% people said that the company uses the employee exchange
consultants. 20% people said that the company uses private employment
agencies. 10% people said that the company uses the advertisement
method. 40% people said that the company uses the Internet method. 10%
people said that the company uses the any other way.

51
8. Is company use own web site for recruitment?

S.no. Opinion No. Of respondent Percentage


1. Yes 27 90%
2. No 3 10%

100%
90%
90%

80%

70%

60%

50%

40%

30%

20%
10%
10%

0%
Yes No

Interpretation :

90% people said that the company uses his own web site for recruitment.
10% people said that the company not uses his own web site.

52
9. How much number of employees you train in a year?

S.no. Opinion No. Of respondent Percentage


1. 5-10 Emp. 0 0%
2. 10-15 Emp. 6 20%
3. 15& above Emp. 24 80%

90%
80%
80%

70%

60%

50%

40% \

30%
20%
20%

10%
0%
0%
5-10 Emp. 10-15 Emp. 15& above Emp.

Interpretation :

80% people said that the company trains 10-15 Employees in a year. 20%
people said that the company trains 15&above Employees in a year

53
10. Is Internet recruitment is effective in your opinion?

S.no. Opinion No. Of respondent Percentage


1. Yes 24 80%
2. No 6 20%

20%

Yes
No

80%

Interpretation :

80% people said that the Internet recruitment is effective sources of


recruiting the employee.

20% people are not in favor of recruiting the employee through Internet.

54
11. Is there any provision for recruitment of summer trainees?

S.no. Opinion No. Of respondent Percentage


1. Yes 0 0%
2. No 100 100%

120%

100%
100%

80%

60%

40%

20%

0%
0%
Yes No

Interpretation :

100% people said that there is no provision to recruiting summer/in-plant


trainees.

55
12. Does the procedure adopted for recruitment and selection of employees
enables to give right person at the right job?

S.no. Opinion No. Of respondent Percentage


1. Yes 21 70%
2. No 3 10%
3. To some extent 6 20%

80%

70%
70%

60%

50%

40%
\
30%

20%
20%

10%
10%

0%
Yes No To some extent

Interpretation :

70% people said that the procedure adopted for recruitment and selection
of employees enable to place the right person for the right job.

10% people said that the procedure adopted for recruitment and selection
of employees does not enable to place the right person for at the right job

20% people said that the procedure adopted for recruitment and selection
of employees enable to some extent to place the right person for at the
right job.

56
13. Which type of technique is used for interview?

S.no. Opinion No. Of respondent Percentage


1. Structured 18 60%
2. Unstructured 3 10%
3. Both 9 30%

60%
60%

50%

40%
30%
30%

20%
10%
10%

0%
Structured Unstructured Both

Interpretation :

60% people said that the company uses the structure technique for
selection. 10% people said that the company uses the unstructured
technique for selection. 30% people said that the company uses both the
techniques for selection.

57
14. Is there any provision for evaluation and control of recruitment and
selection process?

S.no. Opinion No. Of respondent Percentage


1. Yes 24 80%
2. No 6 20%

20%

Yes
No

80%

Interpretation :

80% people said that the company has the provision for evaluation and
control of recruitment and selection.

20% people said that the company does not have the provision for
evaluation and control of recruitment and selection.

58
15. Is there any facility for absorbing the trainees in your organization?

S.no. Opinion No. Of respondent Percentage


1. Yes 100 100%
2. No 0 0%

120%

100%
100%

80%

60%

40%

20%

0%
0%
Yes No

Interpretation :

100% people said that the company has the facility for absorbing the
trainees.

59
FINDINGS

60
FINDINGS

Customer relationship management has become need of an hour


without which it is difficult to survive in the competitive market.
Customers in long-term relationships are more comfortable with the
services, the organization, methods and procedures. This helps reduce
operating cost and costs arising out
Educate more customers about the various banking services available
and how to use them.
Bank has to ensure the security of ATM cards and credit cards etc.
The company has the facility for absorbing the trainees.
The company has the provision for evaluation and control of
recruitment and selection.
The company does not have the provision for evaluation and control of
recruitment and selection.
The structure technique for selection. 10% people said that the
company uses the unstructured technique for selection. 30% people
said that the company uses both the techniques for selection.
Procedure adopted for recruitment and selection of employees does not
enable to place the right person for at the right job
Company's recruitment policy is helpful in achieving the goals. 20%
people said that the company's recruitment policy is not helpful in
achieving the goals.

61
RECOMMENDATION

62
RECOMMENDATION

SUGGESTIONS FOR THE IMPROVEMENT OF THE SYSTEM AND


PRACTICES OF RECRUITMENT AND SELECTION PROCEDURE

The following are the suggestions received from the respondents of the
questionnaire. These suggestions are based on their awareness regarding
the Recruitment and Selection procedure.

1. During the selection process not only the experienced candidates but
also the fresh candidate should be selected so as to avail the innovation
and enthusiasm of new candidates.
2. In the organization where summer training facility prevailing then such
kind of practices must be adopted so that the student can learn and
again from their practical views.
3. .Candidates should be kept on the job for some time period; if suitable
they should be recruited. During the selection process, the candidates
should be made relaxed and at ease.
4. Company should follow all the steps of recruitment and selection for
the selection of the candidates.

5. Selection process should be less time consuming.

6. The interview should not be boring, monotonous. It should be made


interesting. There must be proper communication between the
Interviewer and the Interviewee any the time of interview.
7. Evaluation and control of recruitment and selection should be done fair
judgment.
8. Methods used for selection of candidates should be done carefully and
systematically

63
9. The attainment of goals and objective of any organization depend on
the type and quality of its manpower. To have right type of men at right
job and at right time, the recruitment and selection procedure should be
fair and impartial.
10.This is indeed an important suggestion and authorities concerned should
immediately look into it and try to implement it.

64
65
CONCLUSIONS

Based on the analysis through the questionnaire responses the following is


the conclusion of the study.

The organization follows the rules and regulation involved in their


Recruitment and Selection Procedure of the organization. However, there
is some scope for improvement with regard to following:

1. The managers are fully satisfied with the existing Recruitment and
Selection procedure.
2. The recruitment and Selection procedure should not be lengthy.
3. To some extent a clear picture of required candidates should be made in
order to search for appropriate candidates.
4. The Recruitment and Selection procedure should be impartial.

66
LIMITATIONS

67
LIMITATIONS OF STUDY

The project has inherent limitations due to its potential scope

1) Eight weeks is too short to give shape to a new idea in an old set
up like escorts.
2) Less importance to long term operational benefits.
3) Expenses for HR Departments are not viewed as investments.

Since Bank is a large organization with its strongly set business practices,
so extensive efforts and change in organization thinking will be necessary
in order HR Department.

68
BIBLIOGRAPHY

69
BIBLIOGRAPHY

Personnel management by K.V Mishra, Aditya publishing house

Madras, 1992.

CHHABRA T.N, Principles & practices of management, Dhanpat Rai

and co. (p) Ltd, Delhi, 2000.

Practice of Human Resource by Danny Shield.

Manuals from the Bank.

www.icicibank.com.

70
ANNEXURE

71
QUESTIONNAIRE

MANPOWER PLANNING:

1. If yes, then please specify the time period(s) for which the estimates are
made?

(a). 0-2 years (b). 2-3 years

(c). 3-4 years (d). 4&above years.

RECRUITMENT POLICY:

2. Does your organization plan the recruitment policy?

(a). Yes (b). No

3. What do you suggest should be the basis of forecasting?

(a). Total cost of project (b). Past experience

(c). Different phases of project (d). All of the above

4. Do you think the present recruitment policy is helpful in achieving the


goals of the company?

(a). Yes (b). No (c). To some extent

72
SOURCES OF RECRUITMENT:

5. Through which source your organizations recruit the employees?

(a). Internally (b). Externally (c). Both

6. Which of the following external sources you choose for the recruitment
of the employees?

(a). Employee Exchanges Consultants

(b). Private Employee Agencies

(c). Campus Requirements

(d). Advertisements

(f). Any other ........................

LATEST TECHNIQUES OF RECRUITMENT

7. Do your organization recruit employees through latest method of


recruitment through Internet: -

(a). Yes (b). No

8. If yes then the company use own web site or this purpose.

(a). Yes (b). No

9. Is Internet recruitment is effective in your opinion?

(a). Yes (b). No

73
RECRUITMENT OF SUMMER TRAINEES

10. Is there any provision for recruitment of summer trainees?

(a). Yes (b). No (c). To some extent

11. How much number of employees you train in a year?

(a). 5-10 (b). 10-15 (c). 15& above

12. Is there any facility for absorbing the trainees in your organization?

(a). Yes (b). No

SELECTION POLICY

13. Which type of technique is used for interview?

(a). Structured (b). Unstructured (c). Both

FEEDBACK OF RECRUITMENT AND SELECTION


PROCEDURE:

14.Is there any provision for evaluation and control of recruitment and
selection process?

(a). Yes (b). No

15.Does the procedure adopted for recruitment and selection of employees


enables to give right person at the right job?

(a). Yes (b). No (c). To some extent

74

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