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CHAPTER 1

1.1 INTRODUCTION

Axis Bank is the third largest private sector bank in India. The Bank offers the entire
spectrum of financial services to customer segments covering Large and Mid-
Corporates, MSME, Agriculture and Retail Businesses.
The Bank has a large footprint of 4,050 domestic branches (including extension
counters) with 11,801 ATMs & 4,917 cash recyclers spread across the country as on
31st March, 2019. The overseas operations of the Bank are spread over nine
international offices with branches at Singapore, Hong Kong, Dubai (at the DIFC),
Colombo and Shanghai; representative offices at Dhaka, Dubai, Abu Dhabi and an
overseas subsidiary at London, UK. The international offices focus on corporate
lending, trade finance, syndication, investment banking and liability businesses.
Axis Bank is one of the first new generation private sector banks to have begun
operations in 1994. The Bank was promoted in 1993, jointly by Specified Undertaking
of Unit Trust of India (SUUTI) (then known as Unit Trust of India), Life Insurance
Corporation of India (LIC), General Insurance Corporation of India (GIC), National
Insurance Company Ltd., The New India Assurance Company Ltd., The Oriental
Insurance Company Ltd. and United India Insurance Company Ltd. The shareholding
of Unit Trust of India was subsequently transferred to SUUTI, an entity established in
2003.
With a balance sheet size of Rs. 8,00,997 crores as on 31st March 2019, Axis Bank has
achieved consistent growth and with a 5 year CAGR (2013-14 to 2018-19) of 16% in
Total Assets, 14% in Total Deposits, 17% in Total Advances.

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1.2 MARKET SHARE

The Bank has authorized share capital of Rs. 850 crores comprising 4,250,000,000
equity shares of Rs.2/- each. As on 31st March 2018, the Bank has issued, subscribed
and paid-up equity capital of Rs. 513.31 crores, constituting 2,56,65,38,936 equity
shares of Rs.2/- each. The Bank’s shares are listed on the National Stock Exchange of
India Limited and the BSE Limited. The GDRs issued by the Bank are listed on the
London Stock Exchange (LSE). The Bonds issued by the Bank under the MTN
programmed are listed on the Singapore Stock Exchange.

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1.3 COMPETATORS

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1.4 MANAGEMENT HIERARCHY

Managing Director

Executive Director

Group Executive

President

Executive Vice President

Senior Vice President

Deputy Vice President

Assistant Vice President

Senior Manager

Deputy Manager

Assistant Manager

Senior Officer

Business Development Executive

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1.5 HIRING PROCESS IN AXIS BANK

1. Identifying the need of hiring.

2. Identify the vacancies available.
3. Search candidates through References, Naukri.com, Walk-in drives, Mass
recruitments through campus.
4. Conduct their online aptitude test.
5. If the test is cleared, then interview the candidate through HR and Marketing
or Operations head.
6. If the candidate is selected, then offer letter is sent to the candidate which is to
be accepted within seven days. The candidate has option to reject the offer
letter but than that candidate is blacklisted for lifetime.

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7. If the candidate accepts offer letter than document verification is done through
Hirecraft and then manual verification.
8. Employee ID is created and the candidate is allotted the branch.

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1.6 PRODUCT MIX

• Saving
• Current
Accounts • Salary

• Fixed
• Recurring
Deposits

• Home
• Car
• Educational
Loans • Personal

• Debit
• Credit
Cards

• Genaral
• Medical
• Home
Insurance • Vehicle

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CHAPTER 2

2.1 TITLE

RECRUITING & HR OPERATIONS IN AXIS BANK

2.2 OBJECTIVE
1. To study the recruitment process of various profiles in Axis Bank.
2. To study the flows in recruitment process.
3. To study the need of recruitment.
4. To study different sources of recruitment.
5. To study daily operations of HR.

2.3 SCOPE

The scope of the project is limited to recruitment of CSO for cities like Pune, Kolhapur,
Solapur, Beed, Goa, Satara, Ahmednagar, Tuljapur. This research is limited to HR
functions of Axis bank- Pune.

2.4 RESEARCH METHODOLOGY

A preliminary plan has to been drawn before conducting any research. There are various
types of research such as conceptual, empirical, quantitative, qualitative etc.
Quantitative method has been used in this research.

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2.5 PRIMARY DATA

In this research the data has been collected through interview, questioner and
observation method. Around 100 interviews were conducted within two months. The
sample size used for the research work is 40.

Sample size- 40
Method- Random sampling.

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CHAPTER 3
LITERATURE REVIEW
Recruitment is an important function in human resource management, in order to meet
the employer strategic goals and objectives it is designed to maximize the strength. In
other words, recruitment and selection is the process of sourcing, screening, short
listing, and selecting the right candidates for the right position.

Recruitment is the method of attracting the most suitable person for the position,
selection is the method of picking out the best person for the position, and introducing
the person to the position is known as induction.

Efficient and skilled manpower can manage the financial risks that the banks need to
take on regular basis. The Human Resource department is responsible for finding such
talented manpower and placing them in right positions in the banks.
For any organization dealing with people requires a good human resource management
efficient working of the organization. Banking has been and will always be a "People
Business". Efficient and effective management of the human resource in the
organization turns it a successful one. For banking, the importance of human resource
management has grown manifold because the nature of banking industry, which is
mainly service based. The management of people in the organization along
with handling the financial and economic risks at the wider level is the most potent
challenges in front of the banking industry in any given time frame. Efficient and skilled
manpower in the sector can only manage the financial risks that the banks need to take
on regular basis. The Human Resource department is responsible for finding such
talented manpower and placing them in right jobs in the banks.
Apart from the risks in the banking sector, the people handling the day to day affairs in
the banks need to keep the customer satisfaction in mind. The people working at the
front office become the face of the bank and thus it is the responsibility of the HR to
make sure there are eligible people working up front. They need to make sure that the
candidates selected in the banks go through necessary training before they begin their
work, so that they are aware of the nuances of the core banking industry and customer
relationship, better. The HR management needs to think both about the quantity and
quality requirement in the banking sector and deal with the shortage in the skilled
manpower supply in the sector efficiently.

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Importance of Human Resource Management in Banking Sector
1. Planning for recruitment-The ever-changing banking industry, with a steady
growth in the past decade, has resulted in many vacancies and overall growth in
the sector. The number of branches of Public sector has risen significantly and
accordingly the requirement for skilled manpower has grown as well. The HR
management team is responsible in any banks to analyze future requirements of
their organization and steadily calibrate recruitment process.

2. Maintaining a balance of experience and youth in the workforce-The

changing scenario of the banking sector with emergence of online banking and
core banking services, there is a need to incorporate youth energy and
exuberance in work. But, there should be a fine balance between the youth
energy and experienced professional, to make it a successful and fruitful
combination, just like in any other sector. Hence, the HR management is
responsible for maintaining this balance and undergo some cultural and
management adjustments to fit in the people working.
3. Training of the manpower- The technology along with the method of working
in banking sector is changing rapidly. Not only the machines, but approaches to
various schemes, policies and banking facilities are changing with time. The
recruit and the older ones as well, need to undergo necessary training to grasp
the same from time to time. The human resource management makes sure that
the people working in the banking organization are not suffering from any such
discrepancy. Empowering the employees with training and measuring their
performance afterwards, is what the human resource department needs to look
after.
4. Performance management and talent spotting- The HR management
remains responsible for measuring the overall performances of the employees
working in different departments. They focus more on the people who are
lacking the spirit of working in the organization and try to help them improve
their performance for the betterment of the bank. To give importance to the
hard-work and dedication of employees, the HR department provides the
adequate praise and promotion to them.
5. Keeping a tab on the personal requirements of the employee- The employee
in any organization seeks for his/her value in the company. They tend to work
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even harder once they feel they are an important source for the company and
the company thinks for them in return. Providing pay perks for good works,
keeping some personal information and wishing them at occasions, allowing
leave and keeping a tab on the promotional and transfer requirements are some
of the things that the HR department needs to look into.
6. Keeping a tab on retirements and resignations-Talent retention is also the
responsibility of HR department. The HR team is also responsible to plan to
stop the resignations that the employees are giving to a organization. They need
to assess and analyze the reasons behind the decision of leaving the organization
by the employees and work upon it to better the situation. The HR team also
needs to have a record of the retirements planned in few years and make sure
that they have recruitment notifications ready to fill the vacant shoes.

RECRUITMENT

TRAINING &
SELECTION
DEVELOPMENT

HUMAN RESOURCE
PLANNING

COMPENSATION
SAFETY & &
HEALTH
BENEFITS

PERFORMAN
CEAPPRAISAL

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CHAPTER 4
DATA ANALYSIS

Out of the interviews conducted by the bank, 55% female candidates were female and
the remaining 45% were male. In rate of female employees is more in banking sector
because of white color job. Many men are comfortable to work in manufacturing
industry but females are interested to work in service based industry.

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Out of 40 candidates 28 candidates were freshers and remaining 12 candidates were

experienced.

The bank was recruiting through various colleges so the number of freshers was high
compared to experienced candidates. Many students were interested to start their carrier
in Banking industry and so they choose banking industry.

Few candidates were having experience in other industries like manufacturing, real
estate, hospitality etc. The candidates who were from switching from their previous
industries were also considered as freshers.

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Out of 40 candidates, 23 were from commerce stream and the remaining 17 were from
science stream. The main reason for large number of candidates from commerce stream
was because they were good in accounts than science candidates. They were aware
about the operations carried out in bank.

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The difficulty level of online assessment was little tough for the people who were weak
in English, logical reasoning. 100 questions were asked and the passing criteria was 40.
28 candidates found the test of moderate level.
2 candidates found the test very hard and 10 candidates found the test easy.

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As most of the candidates were from other cities, they were ready to relocate anywhere
in Maharashtra. 29 out of 40 were ready to move to the location allotted by the bank,
whereas 11 candidates were not in state of mind to relocate as they were already settled
in Pune or their hometown.

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Out of 38 responses only 16 had received offer letter and the remaining 22 were waiting
for the same. The offer letter was processed very slowly and per the vacancies available
in various locations. The candidates who were not offered any letter were just selected
and kept on hold for coming vacancies.

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As most of the candidates were freshers and had completed their MBA in Pune, they
wanted to start their carrier in Pune only. Many of the candidates who were from
Kolhapur, Sangli, Satara were willing to shift to their home town for the job.no
candidate was ready to shift to Goa.

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CHAPTER 5
OBSERVATIONS
1. Axis bank is third largest bank in India and has a very good reputation in market.
The work culture in the bank is better than other banks like AU finance bank &
DBS bank.
2. The bank is growing its business and hence bank is opening new branches across
the city because the number of customers are increasing day by day.
3. The bank is competing mainly with HDFC & ICICI. The employees of the bank
are not so much satisfied with the pay scale of the bank because other banks are
paying 30% more than Axis bank. As good salary is a tool for motivation the
bank is not focusing on it more. Hence, the attrition rate of this bank is more if
compared to HDFC or ICICI.
4. Coming to the HR department it needs lot of improvement. The HR team has
no coordination with in them and the result is the employees suffer daily.
5. Manpower in HR department is very less which must be increased. Currently
there are only 3 employees on role and 1 employee off role. Hiring of almost 6
cities is done by 2 employees and hence it creates lot of pressure on the team to
complete the targets.
6. The Bank also has lack to technology as there are very few computers available
in the corporate office and had many technical issues.

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CHAPTER 6
SUGGESTIONS
1. The bank must increase the Human Resource staff.
2. There should be proper distribution of work.
3. Proper technology should be there in office.
4. Separate Computer systems should be there for conducting online test of the
candidates.
5. All the employees working in HR department should be on roll and not off role.
6. Proper sanction should be there from higher authority while doing mass
recruitment.
7. Packages offered can be better than current one.
8. Packages offered to people working in Goa can be better.
9. Can have better software instead of HIRECRAFT.

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CHAPTER 7
LEARNING

1. Hirecraft software which is used for verifying the academic details and personal
details of a candidate.
2. The process of joining, induction & relieving a candidate.
3. The process of conducting online test and interviews for candidates.
4. The process of bulk hiring of candidates from various management colleges.
5. The process of conducting walk in interviews for CSO, BD, RM, Branch
Managers.
6. The process of handling transfer cases of employees from one state to another
or from one city to another.
7. Handling daily Deputation cases.
8. Negotiating with the candidates for salary.
9. Screening of candidates through their CV.

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CHAPTER 8
CONCLLUSION

Axis bank is one of the bank which has a good working culture but the bank can
improve more by making minor changes. Compared to other banks the pay is less but
the burden of work is also less compared to other banks. Overall Axis bank is a good
bank to start a carrier for a fresher.

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WEBLIOGRAPHY

1. https://www.axisbank.com
2. https://m.Jagranjosh.com/articles/why-human-resource-management-is-
important-for-banks-1464354319-1

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