DECLARATION

I SANDEEP BHADANA hereby declare that the project titled “RECRUITMENT

AND SELECTION PROCESS IN HDFC BANK” is my own work and efforts which

is completed under the supervision of Ms. SANA IFTEKHAR.

The Research report has been submitted to GALGOTIA INSTITUTE OF

MANEGMENT AND TECNOLOGY GREATER NOIDA (U.P) for the purpose of

the compliance of any requirement of any examination or any degree earlier.

SANDEEP BHADANA

M.B.A. IV Sem

Roll No. - 1609470085

1
 ACKNOWLEDGEMENT

‘When a person is help, guide and co-operated his or her heart is bound to pay

gratitude.’

It is not a single man’s effort which is sufficient for the accomplishment of a Research.

Various factors, situations and persons integrate to provide the background for

accomplishment of a task requires the effort of so many people and the work is no

different.

I acknowledge here the names of those people who have been instrumental in

preparation of this Research.

I am sincerely indebted to Ms. SANA IFTEKHAR (Faculty, Galgotia institute of

management and technology G.Noida) for his valuable suggestion and inspiration to

undergo this study and his unstilted help which he gave for the completion of this

Research.

My grateful thanks are also due to various others technocrats, who inspire of there

multifarious pre-occupation, were kind enough to spare time to grant me personal help

and others cooperative activities. I would also like to thanks co-operation for providing

the recruitment & selection and supplemental information used in this study.

SANDEEP BHADANA

2
 TABLE OF CONTENTS

 Preface 3

 Executive summary 6

 Objective of Study 8

 Introduction 9

 Company profile 21

 Recruitment & selection process in HDFC bank 44

 Research methodology 49

 Research design

 Data collection

 Data Analysis 53

 Findings 73

 Conclusion 75

 Recommendations 77

 Limitations 80

 Bibliography 81

 Questionnaire 82

3
 PREFACE

The purpose of my research report was to learn the practical application of Recruitment

and Selection Process and its importance in HDFC bank along with the HR policies of

HDFC bank which prides itself to be the market leader.

While carrying out the study I have gained a good amount of knowledge and insights of

how HR department works but I have touched the tip of iceberg. There was more to learn

but due to constraint of time it was not possible. The HRD manager has to work with the

missionary spirit. Unlike many roles in an organization where tangible short- term

benefits can be obtained, it is difficult for HRD functionary to demonstrate any tangible

short- term accomplishment. Yet HRD managers are tempted to show to the top

management, line manager and themselves that they are making things happen through

training program, recruitment& selection.

In HDFC bank a meticulously natural team stands at the very heart of the group. 4,000

Personnel evince perfect camaraderie. A steadfast dedication to qualify an attainment of

maximum team potential is the touchstones of the company.

The company is engaged in constant learning process through intensive selection and

training program. Indeed, the aspiration is to shape a winning team of self motivated,

empowered, professionals with knowledge and confidence to take independent decision.

HDFC bank recognizes each employee’s individuality, ability and efforts and also

applauds for their contribution to the success of the group.

4
 EXECUTIVE SUMMARY

The recruitment and selection procedure of the company determines the level of achieving

organizational goals in the long run. As per definition it is stated that which is all about

selecting right person for the right job at the right time at the best possible position.

Although it sounds quite simple but it is also not an easier job to evaluate a person with

his ability and skills that may satisfy the core competency for the job so that his degree of

willingness to pursue a job becomes positive. From job seeker’s prospective it is the core

competencies, which matter much for a job. So it is the effective recruitment and selection

procedure, which determines not only the right candidature for a job but also a long-term

accomplishment of organizational goals.

I have chosen HDFC bank for studying their methods of recruitment and selection

function. In the course of study I came to know that, it has the probability of achieving

more than 50% of the people to be placed for the right job, which reflects some of the

unique ways for recruiting the candidates to fill up various vacancies.

The aim of the company is to achieve overall organizational goal not only by way of

fulfilling the targeted top-line but also employee satisfaction towards various position of

job to the maximum level. This I will see as I proceed subsequently in my Research.

Basically recruiting is the discovering of potential candidates for actual or anticipated

organizational vacancies. It also can be said in another way that bringing together those

with jobs to fill and those seeking jobs.

It is important to study Recruitment and Selection because through it I can identify

our human resource needs. I can know what kind of people must be select to fill up the

specified vacancies.

The ideal recruitment effort will attract a large number of qualified applicants who

will take the job if it is offered. It should also provide information so that unqualified

5
applicants can self select themselves out of job candidacy, that is, a good recruiting

program should attract the qualified and not attract the unqualified.

Recruiting people is done by various ways, for the study first I have to know the

recruiting sources. There are internal and external sources as well as employee

referrals/recommendation.

In this Research I am studying recruitment and selection process of HDFC bank. To

find out actual recruitment and selection process of Company is my main objective of

study.

Through this kind of surveys I will be able to achieve real recruitment program of the

company where for all kinds of operational level technical qualification is needed. I also

have the picture of Selection cost of the company. It is very interesting to study

recruitment and selection process as it will give me clearer picture of the process.

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 Objective of Study

The basic objective of this report is to “Recruitment and selection process In HDFC

bank”. Following fundamental objectives have been identified as the sub-objectives of the

study:-

1. To study the identity of the recruitment & selection process in the organization as a

whole.

2. To find out the employees as per company’s vacancies.

3. To find out the various sources of advertisement of vacancies like-media (electronic

or paper or both), schools, posters etc.

4. To study the work environment and select the pattern of interview, which can help

out to select the suitable employee for the organization.

5. To study the interpersonal relationship.

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 INTRODUCTION

Recruitment is the discovering of potential applicants for actual or anticipated organizational

vacancies. Certain influences constrain managers in determining recruiting sources such as

image of the organisation, internal policies, attractiveness of the job, union requirements,

government requirements and recruiting budgets.

Popular sources of recruiting employees include internal search, advertisements, employee

referrals, employment agencies, schools, colleges and universities; professional organizations

and casual or unsolicited applicants. In practice, recruitment methods appear to vary

according to job level and skill.

Proper selection can minimize the costs of replacement and training, reduce legal challenges,

and result in more productive workforce. The primary purpose of selection activities is to

predict which job applicant will be successful if hired. During the selection process,

candidates are also informed about the job and the organisation.

The discrete selection process would include the following: initial screening interview,

completion of the application form, employment tests, comprehensive interview, background

investigations, physical examination and final employment decision. In the discrete selection

process, an unsuccessful performance at any stage results in the rejection of the applicant.

An alternative to the discrete selection process is the comprehensive approach, where all

applicants go through every step in the selection process and the final decision is based on a

comprehensive evaluation of the results of each stage. To be an effective predictor, a selection

device should be reliable, valid and predict a relevant criterion.

8
Selection devices provide managers with information that will help them predict whether an

applicant will prove to be a successful job performer. The application blank is effective for

acquiring hard biographical data, while the weighted application can provide information for

predicting job success.

Traditional tests that assess intelligence, abilities and personality traits can predict job

proficiency but suffer from being non-job related. On the other hand, interviews

consistently achieve low marks for reliability and validity. Background investigations are

valuable when they verify hard data from the application, although they offer little practical

value as selection devices. Physical examinations are valid when certain physical

characteristics are required to be able to perform a job effectively.

SCOPE OF STUDY

The scope of study is to observe the degree of satisfaction levels of the employer as well as

the employees towards the process of recruitment and selection techniques adopted by the

company. It will also show the deviations if any, towards this affect that will be experienced

in research. Apart from getting an idea of the techniques and methods in the recruitment

procedures it will also give a close look at the insight of corporate culture prevailing out there

in the organization. This would not only help to aquanaut with the corporate environment but

it would also enable to get a close look at the various levels authority responsibility

relationship prevailing in the organization. Also the stipulated time for the research is

insufficient to undergo an exhaustive study about the topic assigned and moreover the scope

of the topic (recruitment and selection) is wide enough, so it is difficult to cover all the topic

within the stipulated time.

9
 BANKING STRUCTURE

The Indian banking industry, which has Reserve Bank of India as its regulatory authority,

is a mix of the public sector, private sector, and foreign banks. The private sector banks

are again split into old banks and new banks.

SCHEDULED BANKS

Scheduled commercial banks are those that come under the purview of the Second

Schedule of Reserve Bank of India (RBI) Act, 1934. The banks that are included under this

schedule are those that satisfy the criteria laid down vide section 42 (60 of the Act). Some co-

operative banks come under the category of scheduled commercial banks though not all co-

operative banks.

PUBLIC SECTOR BANKS

Public sector banks are those in which the Government of India or the RBI is a

majority shareholder. These banks include the State Bank of India (SBI), and its subsidiaries,

other nationalized banks, and Regional Rural Banks (RRBs). Over 70% of the aggregate

branches in India are those of the public sector banks. Some of the leading banks in this

segment include HDFC bank, Allahabad Bank, Canara Bank, Bank of Maharashtra, Central

Bank of India,Indian Overseas Bank, State Bank of India, State Bank of Patiala, State Bank

of Bikaner and Jaipur, State Bank of Travancore, Bank of Baroda, Bank of India, Oriental

Bank of Commerce, UCO Bank, Union Bank of India, Dena Bank and Corporation Bank.

PRIVATE SECTOR BANKS

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 Private banks are essentially comprised of two types: the old and the new. The old

private sector banks comprise those, which were operating before Banking Nationalization

Act was passed in 1969. On account of their small size, and regional operations, these banks

were not nationalized. These banks face intense rivalry from the new private banks and the

foreign banks. The banks that are included in this segment include: Bank of Madura Ltd.

(now a part of ICICI Bank), Bharat Overseas Bank Ltd., Bank of Rajasthan, Karnataka Bank

Ltd., Lord Krishna Bank Ltd., The Catholic Syrian Bank Ltd., The Dhanalakshmi Bank Ltd.,

The Federal Bank Ltd., The Jammu & Kashmir Bank Ltd., The Karur Vysya Bank Ltd., The

Lakshmi Vilas Bank Ltd., The Nedungadi Bank Ltd. and Vysya Bank. The new private sector

banks were established when the Banking Regulation Act was amended in 1993. Financial

institutions promoted several of these banks. After the initial licenses, the RBI has granted no

more licenses. These banks are gearing up to face the foreign banks by focusing on service

and technology. Currently, these banks are on an expansion spree, spreading into semi-urban

areas and satellite towns. The leading banks that are included in this segment include Bank of

Punjab Ltd., Centurion Bank Ltd., Global Trust Bank Ltd., HDFC Bank Ltd., HDFC Banking

Corporation Ltd., IDBI Bank Ltd., IndusInd Bank Ltd. and UTI Bank Ltd.

FOREIGN BANKS

The operations of foreign banks, though similar to that of other commercial Indian

banks, are mainly confined to metropolitan areas. Foray of foreign banks depends on

reciprocity, economic and political bilateral relations. An inter-departmental committee has

been set up to endorse applications for entry and expansion. Foreign banks, in the wake of the

liberalization era, are looking to expand and diversify. Some of the leading foreign banks that

operate in India are Citibank, Standard Chartered Grindlays Bank, Hong Kong Shanghai

Banking Corporation, Bank of America, Deutsche Bank, Development Bank of Singapore

and Banque National De Paris.

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PUBLIC SECTOR BANKING – AT A DISADVANTAGE

Functioning of Public Sector Banks (PSBs), which are yet to achieve computerization

across the board, is at a relative disadvantage when compared to the private sector, which is

offering state-of-the-art facilities such as ATMs, doorstep banking, banking on phone, and net

banking. PSBs also suffer from huge costs of labor and low levels of automation. At this rate,

it may not be long before new channels devised by private banks effectively surpass the

number of branch networks offered by the PSBs.

This apart, the problems which have assumed enormous proportion today as far as

Public Sector banks are concerned are ballooning NPA levels, declining margins, poor credit

off-take, high overheads, and lack of good quality assets. Banks are sticking to reliable

borrowers for fear of bad debts. In fact, banks largely invest in government securities, which

have zero risk. With GOI being the single largest borrower, the yields on these securities

determine the interest rates.

The government aims to decrease its shareholding in PSBs to 33%, however, at the

same time it also wants to retain the controlling stake. This, it is feared, is not going to solve

the problems which PSBs are coping with now.

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 PRIVATE SECTOR BLOOMS:

Corporate governance and self-regulation are the ground rules for the private sector.

Government interference is not preferred. While some private banks such as HDFC Bank,

UTI Bank and IDBI Bank have financial institutions backing them, others are opting for

foreign partnerships for technology and monetary resources.

Private banks have emerged relatively strong, with about 60% growth reported in net

profits in the year ended March 2000. With a net profit of Rs.120 crores (+46%), HDFC was

the clear leader. IDBI Bank, however took the cake by doubling its net profit, which reached

Rs.60.99 crores in March 2000.The jump in profits can mainly be attributed to non-traditional

sectors such as commission, exchange, brokerage, and profit on sale of investments.

13
14
 RBI POLICIES

The RBI does not interfere in determining the prime lending rates for commercial

banks. The onus is on banks to do so. RBI regulates interest rates on savings accounts, export

credit, and credit for small and tiny sectors. The rates fixed by RBI are quite low at 7%, 5%,

and 4% respectively for Bank Rate, Repo Rate, and savings account rate. Fixing rates on

bank credit is the discretion of the banks. Though banks are allowed to offer variable interest

rates on longer-term deposit rates, they continue to offer fixed deposit rates.

Current account transaction norms eased

Norms on current account transactions were eased, in line with the Foreign Exchange

Management Act (FEMA). The Basic Travel Quota (BTQ) has been raised from US$3,000 to

US$5,000, without the need for central bank’s approval. Capital account restrictions related

to dealing in assets with residents and non-residents have also been relaxed.

RBI to launch liquidity adjustment facility

The Reserve Bank of India (RBI) is launching its new liquidity adjustment facility

(LAF), effective June 5. The first phase would see the withdrawal of additional collateralised

lending facilities, and Tier-II refinance to banks. The 5% fixed rate Repo will also be

withdrawn. The facilities of collateralised lending and Tier-I refinance facilities will continue.

The Central government has granted approval to banks during the current financial year to

make a foray into forward trading in gold by including gold on the list of commodities

eligible for hedging under the Forward Contract (Regulation) Act, 1952.

MEASURES ADOPTED BY RBI

Measures to increase liquidity and decrease the cost of funds to banks

 Bank rate cut by 1% from 8% to 7%

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  CRR cut by 0.5%, from 8% to 7.5%

 Repo rate cut by 1%, from 6% to 5%

Savings deposit rate for scheduled commercial banks cut from 4.5% to 4.0%

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17
 MAJOR COMPETITORS

STATE BANK OF INDIA

It is India's largest bank with assets worth Rs.2, 615 billion. SBI also has the distinction of

having the world’s largest branch network of 9,000 branches. The bank has a share of about

22% of India's loans and deposits, and is a top player in trade finance and forex. Through its

subsidiaries, SBI is also a leading provider of other financial products like mutual funds,

investment banking, housing finance and factoring. SBI has a market share of one-fifth of the

banking sector in India. Nationalized banks and SBI and its subsidiaries form the heart of the

Indian banking system. These two entities operate 70% of the total branches spread across the

length and breadth of India.

BANK OF INDIA

As one of the leading public sector Indian banks, Bank of India has the distinction of being

the first bank to open a branch outside India. The bank, which currently has overseas

operations in about 10 countries, is one of the leaders in financing foreign trade. It is one of

the few Indian banks that provide tele-banking facilities, Remote Access Terminals for

corporate clients, and Signature Retrieval System. Some of the recent forays made by the

bank in terms of its business operations include bullion business and demat services.

HDFC BANK

It is a pioneer in terms of the introduction and adoption of a model banking policy that suits

India and other developing countries. The bank, which is synonymous with progressive

banking in India, has a strong presence in rural India. The bank was nationalized in 1969.

18
HDFC Bank has correspondent relations with 400 banks from all over the globe. The bank is

also one of the leading players in the foreign exchange market.

Citibank, idbi, hdfc,hsbc

19
 CHALLENGE FOR THE INDIAN BANKING SECTOR

Indian banks have a long way to go before they reach the size of their international

counterparts. Even the biggest Indian bank, State Bank of India, is nowhere on the

international scale, with assets in the range of $50billion. Absence of significant scale

benefits and higher implicit costs of several services are perpetuating the poor ranking of

Indian banks in the international league tables.

Shareholding structure, government regulations and sheer size of the country ensure that the

existence of Indian banks is not at stake at this stage. What is at stake is the banking support

that is available for Indian economic activity, and thereby the international competitiveness of

various sectors. What is also at stake is the scope for the banking industry to earn superior

returns through differentiated wider services.

Further, it is quite conceivable that with passage of time, as government holding in banks is

progressively divested, regulatory authorities will be unable to hold back the international

giants from buying out Indian banks. Even economies with a "domestic mindset", such as

France and Germany, have been forced to bow before the international capital market forces.

It would be a shame if painstakingly built retail strength is offered on a platter to some

predator. The challenge can be met through some concerted action -

Government

The Government needs to do away with artificial fragmentation of the

financial sector. A case in point is the segregation of banks and financial institutions

induced by policy. If this is changed, we may well see mergers between the two

sectors to create organizations of size. Why not a merger of Industrial Development

Bank of India with Bank of Baroda, or even better with State Bank of India? This

20
would definitely lead to a merger between HDFC and HDFC Bank and for that matter

between HDFC and HDFC Bank. The possibilities are interesting and numerous.

Domestic Banks

Domestic Banks - private as well as public - need to continuously explore options to

acquire or merge with other institutions to enhance their size, service or skill-set. This

could also mean looking beyond the national boundaries as truly global corporations do.

New Initiatives

The recent crisis in the Far East has demonstrated the need for a robust

banking sector. Therefore the whole structure of Regional Rural Banks (RRBs) and

Urban Co-operative Banks (UCBs) needs to be strengthened. The focus that FMCG

companies such as Hindustan Lever have given to the rural sector proves that private

sector interest is not limited to the cities and major towns. Technological changes

(such as wireless communication, net etc.) have drastically changed the

communications scenario. This may be the time to come out with interesting

initiatives with regard to structure of RRBs and UCBs so that private sector

organizations - banks as well as non-banks - play a greater role in meeting the needs

and aspirations of hitherto neglected parts of the country.

SOCIAL CONSIDERATIONS

The full benefit of mergers can only be realized if they are followed up with some

hard measures such as re-location / closure of branches, rationalization of employee strength

etc. It would be a welcome change if the management and unions collaborate in seeking

appropriate social security from the Government - financed out of the divestment of stake in

these banks.

21
Indian banking has to operate with a global mindset even while fulfilling local banking

requirements. By joining in the effort to make this happen, we will get the banking service we

need. Else, we will deserve the banking service we get.

RECRUITMENT

Recruitment and selection are the most important functions in an organization because

with the help of these functions the management selects the best available candidate from a

batch of them. The organizations, in this growing competitive world, need to have the best of

the manpower so as to have an edge over its competitive.

According to Flippo, "Recruitment is the process of searching for prospective employees

and stimulating and encouraging them to apply for jobs in an organization."

In the words of Yoder,"Recrutiment is a process to discover the sources of manpower to

meet the requirements of the staffing schedule and to employ effective measured for attracting

that manpower in adequate numbers to facilitate effective selection of an efficient working

force."

The recruitment needs can be classified into-

 Planned.

 Anticipated.

 Unexpected.

Planned need arise from changes in the organization and retirement policy. These occur due

the expected changes in the organization so the management can make a proper policy for it.

22
 Anticipated need refer to the movements in personnel which an organisation can predict by

studying the trends in the internal and external environments.

Resignations, deaths, accidents and illness result in to the unexpected needs.

FEATURES:

 Recruitment is a process or a series of activities rather than a single event.

 It is a linking activity as it brings together the employers and employees.

 It is positive process because in this activity the employers want to have the maximum

number of job seekers so as to have a wider scope for choice ultimately leading in

spotting right persons for job.

 It is an important function as it makes it possible to acquire the number and type of

persons required for the effective functioning of the organization.

 It is an on going function in all the organizations, but the volume and nature of

recruitment varies with the size, nature and environment of the organization.

 It is a complex process because a number of factors affect it --the nature of the job

offered, image of the organization, organizational policies, working conditions etc.

SOURCES OF RECRUITMENT:

The various sources of recruitment are -

 Internal Sources: Include-

 Present Employees who can be transferred or given promotions.

 The retired and retrenched employees who want to return to the company.

 Dependents and relatives of the deceased and disabled employees.

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 External Sources: Consist of-

 Press advertisements.

 Campus Interviews.

 Placement Agencies.

 Recommendations.

 Recruitment at factory gate.

 Employment Exchanges.

During my short stint at DIL, it was observed that the recruitment need of DIL is

diversified. It needs persons who have knowledge of use, processing of natural

ingredients of number of varied products, technical know-how of latest industrial

technical knowledge, and computer applications to pharmaceutical industry to manual

workers. The importance of the process could be understood that the present work force

of DIL is 2,500 employees. Hence, the recruitment and selection procedure should match

the complexities of the need and at the same should commensurate with the complex need

of the organization.

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 SELECTION

Selection is the process of choosing the best candidate out of the all the applicants. In this

process, relevant information about the applicants is collected through a

series of steps so as to evaluate their suitability for the job to be filled.

It is the process of matching the qualifications with those required for the job so that the

candidate can be entrusted with the task that matches with his credibility.

It is a process of weeding out unsuitable candidates and finally identifying the most suitable

candidates.

This process divides the candidates into two categories-the suitable ones and the unsuitable

ones. The suitable people prove to be the asset for the organization. Selection is a negative

process because in this process the management tries to minimize the number of people at

each step so that the final decision can be in the light of all the factors and at the end of it best

candidate is selected. Selected candidate the has to pass through the following stages-

 Preliminary Interview.

 Application Form.

 Selection Test.

 Selection Interview.

 Physical Examination.

 Reference Check.

 Final Approval.

 Employment.

Preliminary Interview is the initial screening done to weed out the undesirable

candidates. This is mainly a sorting process in which the prospective candidates are given

25
the necessary information about the nature of the job and the organization. Necessary

information about the candidate is also taken. If the candidate is found suitable then he is

selected for further screening else he is dropped. This stage saves the time and effort of

both the company and the candidate. It avoids unnecessary waiting for the candidate and

waste of money for further processing of an unsuitable candidate.

Application Form is a traditional and widely used device for collecting information from

candidates. This form asks the candidates to fill up the necessary information regarding

their basic information like name, address, references, date of birth, marital status,

educational qualifications, experience, salary structure in previous organization and other

such information. This form is of great help because the scrutiny of this form helps to

weed out candidate who are lacking in education, experience or any other criterion

provided by the organization. It also helps in formulation of questions, which will be

asked in the interview. These forms can also be stored for future references thus

maintaining a databank of the applicants.

Selection Tests are being increasingly used in employee selection. Tests are sample of

some aspect of an individual's attitudes, behavior and performance. It also provides a

systematic basis for comparing two or more persons. The tests help to reduce bias in

selection by serving as a supplementary screening device. These are also helpful in better

matching of candidate and the job. These reveal the qualifications, which remain covered

in application form and interview.

Selection Interview involves the interaction of the employer and the employee. Selection

involves a personal, observational and face-to-face appraisal of candidates for

26
employment. It is an essential element of the selection procedure. The information

obtained through application form and test can be crosschecked in the interview.

The applicants who have crossed the above stages have to go through Physical

Examination either by the company's physician or the medical officer approved for the

purpose. The main aim is to ensure that the candidate is physically fit to perform the job.

Those who are found physically unfit are rejected.

The next stage marks of checking the references. The applicant is asked to mention in his

application form the names and addresses of two or three person who know him well. The

organization contacts them by mail or telephone. They are requested to provide their

frank opinion about the candidate without incurring a liability. The opinion of the

references can be useful in judging the future behaviour and performance of a candidate.

The executives of the concerned departments then finally approve the candidates short-

listed by the human resource department. Employment is offered in the form of an

appointment letter mentioning the post, the rank, the salary grade, the date by which the

candidate should join and other terms and conditions in brief. Appointment is generally

made on probation of one or two years. After satisfactory performance during this period

the candidate is finally confirmed in the job on permanent basis or regularized.

Selection is an important function as no organization can achieve its goals without

selecting right persons for the required job. Faulty selection leads to wastage of time and

money and spoils the environment of an organisation. Scientific selection and placement

27
of personnel can go a long way in building up a stable workforce. It helps to reduce

absenteeism and labour turnover. Proper selection is helpful in increasing the efficiency

and productivity of the enterprise.

28
 COMPANY PROFILE

HDFC BANK

The Housing Development Finance Corporation Limited (HDFC) was amongst the first to

receive an 'in principle' approval from the Reserve Bank of India (RBI) to set up a bank in the

private sector, as part of the RBI's liberalisation of the Indian Banking Industry in 1994. The

bank was incorporated in August 1994 in the name of 'HDFC Bank Limited', with its

registered office in Mumbai, India. HDFC Bank commenced operations as a Scheduled

Commercial Bank in January 1995.

Overview

Year 2004 & 2003

Year 2002 & 2001

Year 2000 & 1999

Credit Rating

Corporate Governance Rating

Awards and Achievements - Banking Services

HDFC Bank began operations in 1995 with a simple mission: to be a "World-class Indian

Bank". We realised that only a single-minded focus on product quality and service

excellence would help us get there. Today, we are proud to say that we are well on our way

towards that goal.

It is extremely gratifying that our efforts towards providing customer convenience have been

appreciated both nationally and internationally.

2007

29
Global HR Excellence Awards - Asia Pacific HRM Congress: 'Employer Brand of the

Year 2007 -2008' Award - First Runner up, & many more

Business Today

'Best Bank' Award

Dun & Bradstreet – American Express Corporate Best Bank Award 2007

'Corporate Best Bank' Award

The Bombay Stock Exchange and Nasscom Foundation's Business for Social Responsibility

Awards 2007

'Best Corporate Social Responsibility Practice' award

Outlook Money & NDTV Profit

Best Bank Award in the Private sector category.

The Asian Banker Excellence in Retail Financial Services Awards

Best Retail Bank in India

Asian Banker

Our Managing Director Aditya Puri wins the Leadership Achievement Award for India

2006

30
Business Today

Best Bank in India.

Forbes Magazine

One of Asia Pacific's Best 50 companies.

Businessworld

Best listed Bank of India.

The Asset Magazine's Triple A Country Awards

Best Domestic Bank.

Asiamoney Awards

Best Local Cash Management Bank in Large and Medium segments.

Euromoney Awards

"Best Bank" in India.

2005

Asiamoney Awards

Best Domestic Commercial Bank

Asiamoney Awards

Best Cash Management Bank - India .

The Asian Banker Excellence

Retail Banking Risk Management Award in India.

Hong Kong-based Finance Asia magazine

31
Best Bank India

Economic Times Awards

"Company of the Year" Award for Corporate Excellence.

The Asset Triple A Country Awards

Best Domestic Bank in India Region - 2005

The Business Today-KPMG Survey

Best Local Cash Management Bank in India US$11-100m - 2005

The Business Today-KPMG Survey

"Best Bank in India" for the third consecutive year in 2005.

Economic Times - Avaya Global Connect Customer Responsiveness Awards

"Most Customer Responsive Company - Banking and Financial Services - 2005

2004

Asiamoney Awards

Best Local Cash Management Bank in India US$11-100m

Asiamoney Awards

Best Local Cash Management Bank in India >US$501m

Asiamoney Awards

Best Local Cash Management Bank in India 1989-2004 (poll of polls)

Asiamoney Awards

Best Overall Domestic Trade Finance Services in India - 2004

Asiamoney Awards

Most Improved company for Best Management Practices in India - 2004

Business World

One of India's Most Respected Companies - 2004

Forbes Global

32
Best Under a Billion, 100 Best Smaller Size Enterprises in Asia/Pacific and Europe -

2004

Asian Banker Awards

Operational Excellence in Retail Financial Services - 2004

The Asset Triple A Country Awards

Best Domestic Bank in India - 2004

2003

Forbes Global

Best Under a Billion, 200 Best Small Companies - 2003

The Asset Triple A Country Awards

Best Domestic Bank in India -2003

BusinessWorld - The Business World Most Respected Company Awards

One of India's Most Respected Companies

The Asset magazine

33
Best Cash Management Bank

The Asset magazine

Best Trade Finance Bank

FE-Ernst & Young Best Banks Survey

Best New Private Sector Bank - 2003

Outlook Money

Best Bank in the Private Sector – 2003

Business Today

Best Bank in India -2003

NASSCOM & economictimes.com - IT Users Awards

Best IT User in Banking -2003

There have been some other proud moments as well:

London-based Euromoney magazine gave us the award for "Best Bank - India" in 1999,

"Best Domestic Bank" in India in 2000, and "Best Bank in India" in 2001 and 2002

Asiamoney magazine has named us "Best Commercial Bank in India 2002".

For our use of information technology we have been recognized as a "Computerworld Honors

Laureate" and awarded the 21st Century Achievement Award in 2002 for Finance, Insurance

& Real Estate category by Computerworld, Inc., USA.

Our technology initiative has been included as a case study in their online global

archives.The Economic Times has conferred on us The Economic Times Awards for

Corporate Excellence as the Emerging Company of the Year 2000-01.

Leading Indian business magazine Business India named us "India's Best Bank" in 2000.

In the year 2000, leading financial magazine Forbes Global named us in its list of "The 300

Best Small Companies" in the world and as one of the "20 for 2001" best small companies in

the world.

34
 RECRUITMENT AND SELECTION PROCEDURE IN

HDFC BANK
HDFC bank Ltd. selects the future employees keeping everything in mind right from the

qualification of the employees to the future prospects-both of the organisation and the

employees.

The first step involves the filling up of Manpower Indent Form. This form is filled up by the

department, which is having the vacancy. The form consists of various questions which are to

be answered like if the current vacancy is a replacement vacancy, its reason is to be specified

-the factors which resulted it like death, retirement etc.

The department is required to give the qualifications that the future candidate should possess.

In the next step, this form is given to the Human Resource (HR) department; this department

sees if the position can be filled through internal sources. The internal sources can be

transfers, promotion etc. In the case of internal sources, the recommendations of the

employees are not taken into consideration. If the HR department does not find suitable

candidate within the organisation then this department has to give reasons for it. The form

then goes to the Corporate HR for its approval.

When the suitable candidate is not available within the organisation, the organisation then

moves to the outside world for filling up the vacancies.

35
If the number of employees required is large then the company has in its consideration three

ways-

 The Data bank of the organisation.

 Advertisements.

 Contacting large consultants.

The company maintains a databank of the candidates, which is used when the number of

vacancies to be filled up is large. The sources of databank can be the qualified candidates

who had applied in the organisation earlier but due to some reasons could not join the

organisation.

Advertisements are the second big source to attract the candidates. These are having much

larger scope and reach to a number of people. The qualifications required by the organisation

and the criteria could be described in detail.

Large number of consultants also constitutes a big source. Many people register themselves

with these consultants and they act as a bridge between the organisation and the candidates.

The consultants provide the company required details about all criteria. These consultants are

fixed for the organisation, which are chosen on the basis of their performance. In case of

overseas recruitment it is checked whether their Indian counterparts can perform the job

efficiently or not. If need arises then they are also taken through consultants.

But if the number of vacancies is very small then the organisation takes the help of the local

consultants.

36
The candidates are then required to fill up the Application Form. This form requires the

candidate to fill the details regarding the previous employment, if any and his personal data.

The form is having details regarding like the marital status, organisation structure, the

position held by the candidate, his salary structure, the top three deliveries to the organisation

that proved to be beneficial to the organisation, career goals, his strengths and weaknesses

etc.

After the application form has been duly filled and submitted, the selection process starts

wherein the candidate has to pass through various stages and interview. The interview panel

consists of the persons from Corporate (HR), and other persons including the executives from

the department for which the vacancy is to be filled.

The selected candidates are then short-listed. The short listed candidates are then given

priority numbers; this is due to the reason that sometimes the candidate who is having first

priority is unable to join the organisation due to some reasons then in that case the candidate

next in the priority list is given preference. The candidate has to under go medical

examination and his credentials are verified.

After qualifying these stages, the candidate is then absorbed in the organisation and explained

his/her duties. This phase marks the end of the selection procedure.

HDFC bank Ltd.also performs Campus interviews as and when the need arises. The esteemed

organisation also provides apprentice training-wherein the organisation trains the people in

the working of the organisation and gives then stipend. If these trainees are found useful to

37
the organisation then they are absorbed in the organisation else they are given certificate so

that they can show this as an experience and get a job elsewhere.

38
 RECRUITMENT AND SELECTION IN HDFC BANK

HIERARCHY OF HDFC BANK

Mrs. Vandana Bhargava Deputy

dDirector

Mr. U.K. Bose CEO

Mr. Samir Bhargave Controller

Mr. Kapil Kaul C.G.M. Capt. S.P.S. Sandhu Manager Personal

(M&S) C.G.M. (Operations)

Mr. Manchanda Mr. Roshan Nowroj Mr. Sanjay Kumar

G.M (North) G.M. (South) Commercial Mrg.

R.S.M. Delhi
Manager Manager International Manager
FFP Department MRTG. CSC & Automation

Manager
Sales

Deputy Product Brand

Manager Sales Manater Manater

Asst. A.S.M. A.S.M.

Manager Sales Delhi Delhi

Senior Officer Senior Senior

Sales Officer Officer

Officer Officer
Officer Sales

39
HRM in the food Industry

When we talk of human resource management, we have in our mind a variety of things.

These include:

 Training

 Skill development and up-gradation of knowledge and skills of the employees.

 Motivating the employees,

 Effective utilization of the employees skills and capabilities

 Attracting the personnel and their retention

 Wages, salaries and rewards and

 Monitoring and controlling the employees performance

These aspects of human resource management and development are essential for every sector

but in the case of tourism, they have a special significance. This is because tourism is a

service industry and here the customer is not only buying a service or a product but he is also

experiencing and consuming the quality of service which is reflected in the performance of

the person involved in the production and delivery of the service. Since what is marketed here

is a relationship between the customer and the producer of services, the importance of human

resources becomes vital for the success of the business. Generally, in such service operations

the emphasis has been on courtesy and efficiency and it is assumed that the service in tourism

is all smiles and effective communication. However, with the changing nature of tourism and

growing special sation only smiles, communications skills and courtesy will not serve the

purpose. For example, a guide may be very good in communication but unless he or she is

equipped with knowledge and information related to the monument or the city, he or she will

not be able to perform quality service. Similarly, a driver may be very good at driving but

40
unless he knows the roads and addresses of the city, only his driving capabilities will be of no

help in providing quality service. And we must remember here that tourists, whether foreign

or domestic, are increasingly becoming more demanding as regards quality of service.

Generally, human resource management, planning and development in tourism have to be

taken at both macro as well as micro levels. At the macro level, one takes into account the

educational and training infrastructure available in a country and the efforts initiated by the

ICAO. This also includes the efforts initiated by the private sector. At the micro level, one

takes into account how best individual organizations plan and manage their human resources

V S Mahesh, formerly Vice President (Human Resources) with the Taj Group of Hotels, is of

the opinion that two central features common to all sectors of the tourism industry must be

considered in this regard:

1) The concept of Moments of Truth (MOT), and

2) MOT’s relationship to the attainment of service excellence in an organization.

Jan Carlzon has defined MOT “as an intention between a customer and an organization,

which leads to a judgement by the customer about the quality of service received by her or

him”. In tourism industry, 95% of the MOTs take place between customers and the front line

staff and most of the time they are not visible to the management. For example, how a hotel

receptionist is handling the customers or how an escort is conducting the tour is not visible to

the management. Yet, the tourist’s experience of the holiday is dependent on how the staff

manning such services has treated him or her. Mahesh has pointed out that in case of

negative experiences, only less than five percent cases get reported to the management by the

customers and hence according to him the crucial questions is “are human beings capable of

41
doing their job correctly, willingly and with a smile, when they know that their management

is most unlikely to be able to see or hear them, let alone bear of their failure to do so”? This

puts additional on the human resources management factor in the tourism industry. Certain

organizations, companies and even destinations are known for their hospitality and are even

termed as service leaders in their areas of operations. Researches conducted by various

scholars in this area show that they have achieved this, status, through effective human

resource management in their organizations. According to Gail Cook Johnson these

companies have applied the principal of empowerment to all employees. This empowerment

is manifested in the way that companies:

 Are highly focused and consistent in everything they do and say in relation to employees,

 Have manager who communicate with employees

 Facilitate, rather that regulate, their employees response to customers

 Solicit employee feedback about how they can do things better

 Stress the importance of team work at each level of the organization and

 Plan carefully the organization’s recruitment and training needs.

These companies give less emphasis on hierarchy and formal relationship rather; they adopt

flat organizational structure in terms of span of control. Johnson further states that these

service leaders can be recognised for:

 Their unfailing commitment to service principles,

 Their investments in people to ensure staffing competence,

 A management philosophy which stresses communication a proactive orientation and

employee feedback and

42
 A dedication to teamwork

In fact, human resource management and customer’s care/expectations management are inter

related area in the area of tourism. Sarah Mansfield has identified four key principles in the

development of customer care within companies. These according to her are

1) Customer care ‘starts at the top’ was meaning that commitment to the principle of

customer care must emanate from senior management levels within an organization.

Successful management’ is not only about the right management style but also an

attitude, ethos or culture of the organization which overrides the management

techniques used, such that in the absence of other instructions these values will dictate

how an employee will behave.

2) ‘Customer care involves everyone’ within the organization. It is not just about front-

line staff. The contrary view ‘only services to reinforce the electricians’ or

administrators, opinion that the standard of service they give in support of the front-

line staff is not important. How can cleaners do the right job unless they fully

appreciate their customer’ needs and the importance of their role? High standards of

customer care cannot be achieved by ignoring seasonal, part time or voluntary staff

that represents the face of the business to many customers.

3) ‘Care for your staff and they will care for your customers. Too often organizations

look first to the customer, whereas the emphasis should be placed on the staff.

Improving the experience of the staff encourages a better service and a better

experience for customers. More customers are obtained thereby improving the

climate in which management and staff work. Investment and greater professionalism

follow success and the cycle of achievement is reinforced.’

43
4) ‘It’s a continuous’, meaning that ‘customer care is not a quick fix Research but it long

term plan’.

According to V S Mahesh “The nature, determinates and problem areas of service quality

within tourism points clearly to the central role of personnel, at all levels, in attaining levels,

of excellence in this respect. Development the service culture, within a company, and within

tourism industry, cans he seen as crucial to the success of tourism.” Hence, the activities of

an HRD manager in tourism can be categorised as:

 Human resource planing and

 Human resource development

Aspect like forecasting, recruiting and induction in the human resource area are taken care of

through human resource planning. The identification of specific developmental needs for the

manpower aimed at developing and exploiting the competencies of the human resources are

taken care of through human resource development.

HUMAN RESOURCE PLANNING

In this Section, we will deal with certain aspects which are relevant for managers or

entrepreneurs at an organization’s level in the area of human resource planning. Human

resource planing can be termed as a process for preparing a plan for the future personnel

needs of an organization. It takes into account the internal activities of the organization and

the external environmental factors. In a service industry like tourism, such planning also aims

at improving the quality of manpower resources. Human resource planning involves:

 Analysis of existing manpower resources,

44
 Planning for future needs taking into account how many people with what skills and at

what levels the organization will need, and

 Planning for the development of the employees by adopting in-house training and

continuing education methods to upgrade the knowledge and skills of the employees.

45
 RECRUITMENT AND SELECTION PROCEDURES IN HR

Recruitment and selection procedure is a vital factor of an organization. If it is not done

properly the production procedure will be hampered. Hence productivity will fall down. So

the organization will be in trouble and it will affect the employer- employee relationship. So

recruitment and selection procedure should be done in proper and correct manner. The new

candidates should replace the vacant post so that the production of the company does not

hamper. By this the productivity will increase and the organization will gain profit. So the

employer will be happy and will not hesitate to distribute bonus and increments to the

workers. The workers will also be more motivated to work. Hence there will be harmonious

relationship in the organization. It will also stabilize the organization in the long run.

46
 HUMAN RESOURCE MANAGEMENT IN HDFC

BANK

Organisation structure:

The whole organisation behaves as a Parivar, with one legal guardian. All directors and

shareholders are from among workers and the entire have taken an oath through

affidavit. In the court of law that neither their family members shall have claim or

share in the assets or profits of the company. All workers of company are the proud

owners of the organisation. The workers believe in the concept that “manpower is

superior to money power”.

Recruitment and selection

Recruitment is the process of seeking out and attempting to attract individuals in external

labour markets, who are capable of and interested in filling available vacancies.

Recruitment is an intermediate activity whose primary function is to server as a

linked between Human Resource Planning on the one hand and selection on the

other. Sources of recruitment are through internal and external channels. HDFC

bank recruits it’s employees both externally as well as internally. Recruitment for

the airline is done through interviews of selected applicants and people who pass

the interviews of selected applicants and people who pass the

interview are required to undergo a medical test before he/she is finally placed in the HDFC

bank.

47
Employees are also recruited through internal mobility. This is done on the basis of merit and

seniority. After passing the examination the candidates are called for an interview

along with the employees who have become eligible for promotion on the basis of

seniority.

48
HUMAN RESOURCE FUNCTIONS

 Recruitment and selection.

 Performance Appraisal.

 Training and Development.

 Promotion, Transfer, Separation.

 General administration & Welfare.

 Security.

 Public Relations.

 Industrial Relations.

49
HUMAN RESOURCE PROCESS IN ORGANISATION

Human Recruitment
Resource

Training & Socialization

Development

Performan Promotions,
ce Transfers,
Appraisal Demotions &

50
 HUMAN RESOURCE DEPARTMENT

Unit
Head Additional General
Manager-Corporate HR &
IR
Deputy
Manager-HR

Senior Assistant HR Supervisor-

E Officer Administratio
x n

Executive
Assistant-HR
Housekeep
ing

General
Administration

51
 RESEARCH METHODOLOGY

The purpose of the methodology is to describe the research procedure. This includes

overall research design, the sampling procedure, the data collection method, and analysis

procedure.

Out of total universe 15 respondents from HDFC bank have been taken for convenience. The

sample procedure chosen for this are statistical sampling method. Here randomly employees

are selected and interviewed. Information, which I collected, was based on the questionnaires

filled up by the sample employees.

Under secondary method I took the help of various reference books which I have mentioned

in bibliography and also by way of surfing through the company website.

 Primary Data

 Questionnaire: Corresponding to the nature of the study direct, structured questionnaires

with a mixture of close and open-ended questions will be administered to the relevant

respondents within the Personnel and other Departments of the organisation.

 Secondary Data

 Organizational literature: Any relevant literature available from the organisation on the

Company profile, recruitment & selection procedures, Job specifications (HDFC bank),

department-wise break up of manpower strength and the organisational structure.

 Other Sources: Appropriate journals, magazines such as Human Capital, relevant

newspaper articles, company brochures and articles on www sites will also be used to

substantiate the identified objectives.

 Sampling Plan and Design

A questionnaire will be used for the purpose of research:

52
 Questionnaire: To test the validity and effectiveness of the recruitment and selection

procedures within the organisation and to test the validity and effectiveness of the policies

and procedures within the organisation.

 The basic rationale of Questionnaire is to ascertain the perception of the non-HR

departments in terms of the validity and effectiveness of the policies and procedures used

by the organisation. It is also in line with the assessment of any

suggestions/recommendations that the respondents from these Departments might have in

terms of the use of an alternative source/device of recruitment and selection, than what

already forms the current practice of the HR Department.

 Questionnaire would be administered to 15 respondents, holding a senior designation

within the Personnel Department of the organisation. It will also be administered to at

least 15 respondents belonging to typical Departments within the organisation and

holding senior designations within their respective Departments.

 Sampling Element

 For the purpose of administering the Questionnaire, the respondents would comprise of

personnel holding senior designations within the Personnel Department of the

organisation. The respondents for the Questionnaire will also be preferably being panel

members of the Recruitment & Selection Board of the organisation.

 The respondents would comprise of personnel holding senior designations within certain

typical Departments identified within the organisation, namely:

- Stores

- Finance

- Operations

- Electronics

53
 - Engineering

 Sample Extent: The extent of the sample is confined to the Sahibabad operations of the

HDFC bank, specifically to the Administration.

 Sampling Technique

 Judgement Sampling would be used for the purpose of choosing the sample for the

purpose of administering Questionnaire. The identified expert would have a thorough

knowledge about all the respondents within the Personnel Department of the organisation.

Thus his/her expertise would be incorporated in locating, identifying and contacting the

required respondents.

Again Judgement sampling would be effectively used in identifying the typical non - HR

Departments within the organisation and subsequently for the location and identification

of suitable respondents for Questionnaire.

54
 DATA ANALYSIS
The analysis of the various sources of recruitment and selection devices is presented on the

following pages.

 The response entailed from the HR Department (as analysed from Questionnaire)

represents current practice within the organisation in terms of the sources of recruitment

and selection devices used.

 The analysis of the response entailed from all the other departments (as analysed from

Questionnaire) forming the sample, represents the perception of the respondents from

these Departments in terms of the validity and effectiveness of the various

sources/devices of recruitment/selection (specific to these Departments)

 The analysis further entails any suggestions/recommendations given by these non-HR

Departments (forming the sample for administering Questionnaire), in terms of any

recruitment source and/or selection device that should be deployed by the organisation

apart from what already constitutes current practice (specific to these Departments)

55
 DOES THE RECRUITMENT AND SELECTION PROCEDURE AFFECTS THE

PERFORMANCE OF THE EMPLOYEES?

INTERPRETATION:

Yes, it does because if in appropriate candidates are selected it would lead to loss of

productivity, labor turnover.

90 out of 100 employees said that recruitment and selection procedure affects the

performance of the employees while 10 out of 100 employees said that it does not.

56
DOES THE COMPANY RECRUIT EMPLOYEES INTERNALLY?

INTERPRETATION:

100 out of 100 employees said HDFC bank recruit employees internally.

57
 IS THE RECRUITMENT AND SELECTION PROCEDURE FOLLOWED BY THE

COMPANY APPROPRIATE?

INTERPRETATION:

75 out of 100 employees believe that the recruitment and selection procedure followed by the

company is appropriate while 25 out 100 employees believe its inappropriate.

58
DOES YOUR COMPANY DISCLOSE THE JOB SATISFACTION AT THE TIME OF

SELECTION OF A CANDIDATE ?

INTERPRETATION:

Disclosing of job specification basically depends on the job profile of the candidate.

65 out of 100 employees say that the economy discloses the job specifications at the time of

selection of a candidate while 35 out of 100 employees said the company doesn’t disclose job

specifications at the time of selection.

59
DOES YOUR COMPANY ASK FOR REFERENCES AT THE TIME OF SELECTION?

INTERPRETATION:

100 out of 100 employees said that the company ask for references at the time of selection.

60
 WHAT PERCENT OF THE SELECTION PROCEDURE DOES THE WRITTEN TEST

CONTRIBUTE?

INTERPRETATION:

70 out of 100 employees say that the written test contribute the main factor of recruitment but

30% employees say that written test not take a main part of recruitment.

61
 WHICH TYPE OF INTERVIEW METHODS DOES YOUR COMPANY USUALLY

FOLLOW?

INTERPRETATION:

70 out of 100 employees say that company follows direct interview method, and 30 out of

100 says company follow the GD interview.

62
HDFC BANK GO FOR A CAMPUS RECRUITMENT FOR FRESHER’S

INTERPRETATION:

In the survey I find that HDFC BANK prefer the fresher only 55% in campus and 45% Not

prefer for fresher in campus.

63
DOES YOUR COMPANY RECRUITMENT FOR THE OTHER STATE

INTERPRETATION:

In the survey I find that HDFC BANK recruit the people in other state.

64
YOU ARE SATISFIED WITH THE QUESTION AND WHICH ARE ASKED FROM THE

CANDIDATES AT THE TIME OF INTERVIEW

INTERPRETATION:

In the survey I find that maximum 45% persons are agree with HDFC BANK and some 30%

persons are disagree.

65
MANPOWER IS BASED ON PREVIOUS PRODUCTION DATA

INTERPRETATION:

In the survey I find that 100% manpower is based on previous production data.

66
MANPOWER IS LINKED OF VISION OF THE COMPANY

INTERPRETATION:

In the survey I find that maximum 80% is linked of vision of the company.

67
MEDICAL TEST IS DONE AT THE TIME IN HDFC BANK

INTERPRETATION:

In the survey I find that maximum cases 80% medical test is done at the time in HDFC

BANK but in some cases medical test is not required.

68
INTERVIEW CONDUCTED BY HDFC BANK IS FREE FROM BIAS

INTERPRETATION:

In the survey I find that maximum HDFC BANK conducted the interviews is free from bais.

69
HDFC BANK CHECK ALL INFORMATION WHICH IS GIVEN BY THE APPLICANT

BEFORE SELECTION

INTERPRETATION:

In the survey I find that HDFC BANK check all the information before interview.

70
HDFC BANK CONDUCT THE PHYSICAL EXAMINATION BEFORE SELECTION

INTERPRETATION:

In the survey I find that maximum cases HDFC BANK not conduct the physical examination

before selection but in some cases HDFC BANK conduct the physical examination.

71
YOU ARE SATISFIED WITH RECRUITMENT PROCESS IN HDFC BANK

INTERPRETATION:

In the survey I find that maximum 75% persons are satisfied with recruitment process in

HDFC BANK but 25% persons are not satisfied with recruitment process in HDFC BANK.

72
HDFC BANK ALSO RECRUITMENTS THE PEOPLE FOR FUTURE NEEDS

INTERPRETATION:

In the survey I find that maximum HDFC BANK recruitment process for the people for

future needs.

73
FAVORITISM IS DONE HDFC BANK AT THE TIMED OF RECRUITMENT PROCESS

INTERPRETATION:

In the survey I find that maximum 55% favoritism is not done at the recruitment process but

in some cases 45% can done.

74
 FINDINGS
 90% employees said that recruitment and selection procedure affects the performance

of the employees while 10% employees said that it does not.

 100% employees said HDFC bank recruit employees internally.

 75% employees believe that the recruitment and selection procedure followed by the

company is appropriate while 25% employees believe its inappropriate.

 65% employees say that the economy discloses the job specifications at the time of

selection of a candidate while 35% employees said the company doesn’t disclose job

specifications at the time of selection.

 100% employees said that the company ask for references at the time of selection.

 70% employees say that the written test contribute the main factor of recruitment but

30% employees say that written test not take a main part of recruitment.

 70% employees say that company follows direct interview method, and 30% says

company follow the GD interview.

 HDFC BANK prefer the fresher only 55% in campus and 45% Not prefer for fresher

in campus.

 HDFC BANK recruit the people in other state.

 Maximum 45% persons are agree with HDFC BANK and some 30% persons are

disagree.

 100% manpower is based on previous production data.

 Maximum 80% is linked of vision of the company.

75
 Maximum cases 80% medical test is done at the time in HDFC BANK but in some

cases medical test is not required.

 Maximum HDFC BANK conducted the interviews is free from bais.

 HDFC BANK check all the information before interview.

 Maximum cases HDFC BANK not conduct the physical examination before selection

but in some cases HDFC BANK conduct the physical examination.

 Maximum 75% persons are satisfied with recruitment process in HDFC BANK but

25% persons are not satisfied with recruitment process in HDFC BANK. In the survey

 Maximum HDFC BANK recruitment process for the people for future needs.

 Maximum 55% favoritism is not done at the recruitment process but in some cases

45% can done.

76
 CONCLUSION

REQUIREMENT:-

‘Necessity is the mother of Invention’ this is true everywhere. In the study first of all I

tried to find out the cause of the process of Recruitment and selection.

I got the answer from HDFC bank that here in HDFC bank major cause for the process is

its Expansion program as HDFC bank is growing vastly. Few other reasons are

Replacement vacancy Retirement hardly takes place here.

SOURCES:-

An organization’s excellence depends upon its employee’s performance, which has not

only to be maintained on a consistent level, but also must be improved constantly. All this

can be achieved if suitable employees are selected, through proper Recruitment and

Selection procedure.

METHODS:-

For the recruitment and selection various test include for e.g. aptitude test ,personality test

and group discussion. As we all know that, in today’s highly competitive age the biggest

problem is of retention of its highly skilled employees in the organization. Recruitment

plays a vital role in this regard. But it should be seen that no system is without any flaws.

Every system has its strong and weak points and is open for change at any time.

IMPROVEMENT:-

HDFC BANK a well-developed Selection System for its employee’s development. Thus,

the company provides scope for employees on future growth, career planning, training

and development.

77
 RECOMMENDATIONS

The research in HDFC bank has helped me in broadening my view. It has helped me to know

that HR is the heart of every organization. It made me aware about how policies play an

important role in the smooth functioning of any organization. But I have found that there is

something that lacks in the company and which is possible to overcome.

HDFC bank is engaged in making maximum sales, providing satisfaction to its customers, as

well as maintaining good relations with the corporate world. But it has not thought about

marinating a health relation with its employees. This is the reason that there was an increase

in the labor turnover. Also, it has never given consideration to find the reason lying behind

the same.

Employee retention is crucial to the long-term success of your business and therefore the

ability to retain employees is a primary measure of the health of your organization. Of

significant concern is the fact that unplanned employee turnover directly impacts the bottom

line of a business.

The company can undertake the following steps to maintain long and existing relationship

with its employees as well as a steady increase in sales:-

1. Employees should know clearly what is expected of them-

Continually changing expectations minimize employee’s sense of internal security

and create unnecessary stress. It is beneficial therefore to provide a specific

framework, in which people can work.

78
2. Employees should be provided with quality management and leadership-

It is well documented that people leave their managers more often than they leave the

company or the job. Turnover issues that cause an employee to feel unvalued by their

manager include lack of feedback about performance, lack of clarity regarding

earning potential, failure to hold scheduled meetings, and the failure to provide a

framework for the employee to succeed. Ensure that the right people are in place to

lead your teams, departments, business units and the organization as a whole towards

success.

3. The company should compensate candidates applying for any position in the

organization in case of external recruitment; this will give candidates a positive

impression about the company.

4. The references given by the candidates at the time of selection should be brought into

use and should be verified in order to avoid undesired candidates.

5. Job specifications should be disclosed at the time of recruitment and selection so that

employees are well aware of the tasks to be performed by them and the expectations

their seniors have from them.

6. Company should undergo personality test in order to judge the personality of the

person applying for the job.

7. Company should have a round of panel interview so that decision of selecting a

candidate is not based on personal biasness of the interviewer, interviews should

therefore be followed by group discussion.

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 LIMITATIONS

 The scope of the study in terms of coverage is limited to the Delhi operations of the

HDFC bank

 Within the organisation the study is limited to the top-level management of the Personnel

Department of the organisation (out of which samples of the respondents are also

members of the Recruitment & Selection committee). This is for the purpose of

administering the questionnaire.

 In line with the purpose of conducting employee interviews, the study would be confined

to personnel holding typical designations within the organisation at different levels of

management.

 Although the limitations that I faced in the organizations is the absence of Trade Unions

co-operation, otherwise which could have help me in understanding the industrial

relations in a comprehensive manner.

 Secondly, the limitation that I have is the scope of collection of sample size which was

confined to only one department, which would have other wise made my study and

observations in an effective manner.

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 BIBLIOGRAPHY

1. BOOKS

 Robbins P. Stephens, Organizational Behavior, Prentice Hall, 7th Edition, Chapter 16,

pages 636-641.

 Koontz Harold & Weihrich Heinz, Essentials of Management, Mc Graw Hill, 5th Edition,

Chapter 11, pages 217-245.

 Decenzo A. David & Robbins P. Stephen, Personnel/HR Management, Prentice Hall, 3rd

Edition, Chapters 6,7 & 8, pages 117-209.

2. Magazines

 India Today

 Today’s traveller

 Business Today

3. News Paper

 Times of India

 Hindustan Times

 Economic Times

4. Web sites

 www.HDFC bankindia.com

 www.indiatimes.com

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 QUESTIONNAIRE

QUESTIONNAIRE ON RECRUITMENT & SELECTION FOR THE EMPLOYEES

1. HDFC BANK go for a campus recruitment for fresher’s?

Yes [ ] No [ ]

2. Does your company recruitment for the other state?

Yes [ ] No [ ]

3. You are satisfied with the question and which are asked from the candidates at the

time of interview?

Agree [ ] Partially agree [ ] disagree [ ]

4. Manpower is based on previous production data?

Yes [ ] No [ ]

5. Manpower is linked of vision of the company?

Yes [ ] No [ ]

6. Medical test is done at the time in HDFC BANK?

Yes [ ] No [ ]

7. Interview conducted by HDFC BANK is free from bias?

Yes [ ] No [ ]

8. HDFC BANK check all information which is given by the applicant before selection?

Yes [ ] No [ ]

9. HDFC BANK conduct the physical examination before selection?

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 Yes [ ] No [ ]

10. You are satisfied with recruitment process in HDFC BANK?

Yes [ ] No [ ]

11. HDFC BANK also recruitment the people for future needs?

Yes [ ] No [ ]

12. Favoritism is done HDFC BANK at the time of recruitment process?

Yes [ ] No [ ]

13. Does the recruitment and selection procedure affects the performance of the

employees?

Yes [ ] No [ ]

14. Does the company recruit employees internally?

Yes [ ] No [ ]

15. Is the recruitment and selection procedure followed by the company appropriate?

Yes [ ] No [ ]

16. Does your company disclose the job specifications at the time of selection of a

candidate?

Yes [ ] No [ ]

17. Does your company ask for references at the time of selection?

Yes [ ] No [ ]

18. What percent of the selection procedure does the written test contribute?

Yes [ ] No [ ]

19. Which type of interview methods does your company usually follow?

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Direct [ ] GD [ ] Other [ ]

84