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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
MANPOWER PLANNING-
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and requirement to ensure that such needs and resources are always kept in
proper balance, both in terms of quantity.
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."
"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."
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MEANING
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Issues in Recruitment and Selection
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
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assess future requirements for capital equipment, technology and
premises.
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Factors Affecting Recruitment: -
Available Skills:- Companies must locate the areas where they can find
employees who fit thejobs according to their skills.
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:
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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
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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
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
a) Direct method
b) Indirect method
c) Third-party method
a) Direct Method:
b)Indirect Method:
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:
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Trade Unions:
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.
14
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.
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:
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.
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SELECTION PROCEDURE
Preliminary Screening
Application Blank
Employment Tests
Selection Interview
Medical or Physical Examination
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Checking Reference
Final Approval
Preliminary Screening:
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:
Selection Interview:
> 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.
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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.
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.
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
Checking Reference:
21
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.
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COMPANY PROFILE
23
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).
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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.
26
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-
Cash
BUSINESS Corporate Trade
Manageme Online taxes SME services
BANKING net banking services
nt
28
Workplace Responsibilities
Fair Competition:
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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.
30
Awards & Recognitions
ICICI Bank
2008
ICICI Bank wins Finance Asia Country Awards for Achievement 2008
for
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
The award is designed to recognise the institution that has been most
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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
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BOARD OF DIRECTORS
33
OBJECTTIVE
34
OBJECTTIVE
procedures.
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
procedures.
recruitment procedures.
37
RESEARCH METHODOLOGY
38
RESEARCH METHODOLOGY
The Research
Kind of Research
Exploratory research:
Sample Design
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: -
41
RESEARCH DESIGN
Research Design:-
42
DATA ANALYSIS
&
INTERPRETATION
43
DATA INTERPRETATION
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.
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2. Does your organization plan the recruitment policy?
1. Yes 30 100%
2. No 0 0%
120%
100%
100%
80%
60%
40%
20%
0%
0%
Yes No
Interpretation :
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3. What do you suggest should be the basis of forecasting?
10%
20%
30%
Past experience
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?
60%
50%
50%
40%
30%
30%
\
20%
20%
10%
0%
Yes No To some extent
Interpretation :
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?
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?
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?
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?
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?
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?
20%
Yes
No
80%
Interpretation :
20% people are not in favor of recruiting the employee through Internet.
54
11. Is there any provision for recruitment of summer trainees?
120%
100%
100%
80%
60%
40%
20%
0%
0%
Yes No
Interpretation :
55
12. Does the procedure adopted for recruitment and selection of employees
enables to give right person at the right job?
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?
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?
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?
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
61
RECOMMENDATION
62
RECOMMENDATION
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.
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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
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
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
Madras, 1992.
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?
RECRUITMENT POLICY:
72
SOURCES OF RECRUITMENT:
6. Which of the following external sources you choose for the recruitment
of the employees?
(d). Advertisements
8. If yes then the company use own web site or this purpose.
73
RECRUITMENT OF SUMMER TRAINEES
12. Is there any facility for absorbing the trainees in your organization?
SELECTION POLICY
14.Is there any provision for evaluation and control of recruitment and
selection process?
74