PROJECT REPORTOn

RECRUITMENT & SELECTION PROCESS IN HDFC BANK

Submitted For Partial Fulfillment of Award ofMaster

InBusiness Administration

(2015)

By

KUMNAL BHALLA

(1416370021)

Under the GuidanceOf

MR. SANJAY TONDON

DR. M.C. SAXENA INSTITUTE OF ENGINEERING AND MANAGEMENT, LUCKNOW

Affiliated to

U.P. TECHNICAL UNIVERSITY, LUCKNOW

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MANAGEMENTMCSIEM

CERTIFICATE

Certified that the project entitled “Recruitment & Selection Process In

HDFC Bank” Summited By Kunal Bhalla (1416370021) in the partial

fulfillment of the requirements for the award of the degree of Master in

Business Administration of Uttar Pradesh Technical University (UPTU).

This project report embodies results of original work and studies carried out

by students and the contents do not form the basis for the award of any other

degree to the candidate or to anybody else.

Mr. Sanjay Tondon

(Department of Management)

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MANAGEMENTMCSIEM

DECLARATION

We hereby declare that the project entitled “Recruitment & Selection

Process In HDFC Bank”submitted by me in the partial fulfillment of the

requirements for the award of the degree of Master in Business

Administration of Utter Pradesh Technical University (UPTU), is record of

our own work carried under the supervision and guidance of Mr. Sanjay

Tondon.

To the best of our knowledge this project has not been submitted to

Utter Pradesh Technical University (UPTU) or any other University or

Institute for the award of any degree.

Kunal Bhalla

(1416370021)

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ACKNOWLEDGEMENTS

I would like to express my gratitude to all the people behind the screen who

helped me to transform an idea into a real application. I would like to

express my heart-felt gratitude to my parents without whom I would not

have been privileged to achieve and fulfill my dreams. I am grateful to our

director, who most ably run the institution and has had the major hand in

enabling me to do my project. I profoundly thank Mr. Sanjay Tondon,

Department of Management who has been an excellent guide and also a

great source of inspiration to my work.

I would like to thank my internal guide Ms. Ashwani Gupta for his

guidance, constant encouragement and support in carrying out my project at

college.

The satisfaction and euphoria that accompany the successful completion of

the task would be great but incomplete without the mention of the people

who made it possible with their constant guidance and encouragement

crowns all the efforts with success. In this context, I would like thank all the

other staff members, both teaching and non-teaching, who have extended

their timely help and eased my task.

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PREFACE

People are a company’s most important assets. They can make or break the

fortunes of a business. In today’s highly competitive business environment

placing the right people in the right position is very critical for the success of any

organization. The recruitment and selection decision is of prime importance as it

is the vehicle for obtaining the best possible person-to-job fit that will, contribute

significantly towards the company's effectiveness. It is also becoming

increasingly important, as the company evolves and changes, that new recruits

show a willingness to learn, adaptability and ability to work as part of a team. The

recruitment & selection procedure ensures that these criteria are addressed.

In this project I have studied recruitment and selection process of HDFC BANK

and attempted to provide some ways so as to make recruitment more effective and

to reduce the cost of hiring an employee.

The efforts in this report have been aimed at articulating and systematizing the

definite conceptual core of recruitment and selection for developing human

resources planning. The report illustrates a collection of different deliberate steps

and criteria for selecting the employee in a particular organization. Research

based on several distinct approaches to identify and develop best way to select the

right people at the right place. During the training period i have studied deeply

the process of hiring in HDFC BANK and did a swot analysis of HDFC BANK to

find out the existing shortcomings and potential threats and thereby recommended

suggestions. The text for the report is the result of the process of research and

effort in the HDFC recruitment phenomena.

Kunal Bhalla

(1416370021)

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CONTENT:

Chapter 1. INTRODUCTION

linkage of recruitment and selection to the human resource acquisition

Objective

Scope and limitation in report

Methodology

Chapter 2. HDFC BANK

Mission and vision

Banking and Insurance

Company profile in HDFC

SWOT Analysis of HDFC

Chapter 3. Recruitment and selection

Survey for job profile (sales department)

Data analysis

Fact and findings

Chapter 4. Suggestion and recommendation

Chapter 5. Conclusion

Bibliography

Appendix

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EXECUTIVE SUMMARY

Organizations are always on the look out for good candidates who have the

requisite skills to perform varied jobs. Shortage of skilled manpower, today

threatens the very competitive positioning of many corporations and the situation

is not getting any better. Thus to sort out the talented is a multi step procedure

which is performed through the following steps.

Screening

Aptitude test

Interviews

Verification of documents

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

can be thoroughly finished within in one day. After the selection of right

candidates at right place at right time, organization provided offer letter and

appointment letter.

Report based on the findings and facts of duration of the recruitment and

Selection, stability and retaintion of the employee. To evaluate data related to

these facts, questionnaire are prepared and filled with the sample size 30.

Some other key issues being faced by organizations are –

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

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

salary.

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The cost of consistently failing to attract and retain good talent – including

declining productivity, morale, culture and reputation - is inestimable.

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

Getting the best talent, and keeping the talent you have is becoming

increasingly and intensely competitive Most corporate officers say that the

biggest constraint to pursuing growth opportunities is talent

TRAINING POLICY:

Optimum utilization of existing resources and enhancing productivity.

Bridge the skill gap –function & managerial arising from career growth &

technological advancements.

Develop multi skilled work force for over all business perspective process

orientation & flexibility in there development.

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

provide multiple learning opportunities to employees & help them realize

their full potential

Prepare the organization to anticipate &lead change.

Promote the work ethos, which emphasize performance orientation,

participation, & innovation. Management is committed to provide

opportunities to all employees, time &resources to develop their full

potential.

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CHAPTER 1.

INTRODUCTION

Human Resource is a basic need of any work to be done. According to ARTHUR

LEWIS:

“There are great differences in development between countries which seem to have

roughly equal resources, so it is necessary to enquire into the difference in human

behaviors”

The project report is all about recruitment and selection process that’s an important part

of any organization. Recruitment highlights each applicant’s skills, talents and

experience. Their selection involves developing a list of qualified candidates, defining a

selection strategy, identifying qualified candidates, thoroughly evaluating qualified

candidates and selecting the most qualified candidate. It is said if right person is

appointed at right place the half work has been done. In this project I have tried to cover

all the important point that should be kept in mind while recruitment and selection

process and have conducted a research study through a questionnaire that I got it filled

with all the sales departments’ employees of the HDFC BANK and tried to find out

which methods and various other information related to recruitment and selection and

tries to come to a conclusion at what time mostly the manpower planning is don’t , what

the various method used for recruiting the candidates and on what basic the selections is

done.

HDFC has a well-articulated equal opportunity policy, which lays strong emphasis on

hiring of individuals irrespective of age, race, caste or gender. As a best practice in

recruitment.

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LINKAGE OF RECRUITMENT AND SELECTION TO THE HUMAN

RESOURCE ACQUISITION:

Recruitment process is concerned to search and identify the human manpower and

perfect human resources. Selection can be conceptualized in terms of either

choosing the fit candidates or rejecting the unfit candidates, or a combination of

both.

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Manpower planning and Job analysis

Recruitment

Selection

Placement

CONCEPT OF RECRUITMENT SELECTION:

After the identification of need for the number and types of the personnel as

indicated by manpower planning and job analysis, the step is to acquire these

personnel this involve location of such personnel, motivating them to offer

themselves for consideration for selection, and selecting the personnel who fit

with organizational and job requirements. The whole process is known as

recruitment and selection.

RECRUITMENT;

Recruitment is the process concerned with the identification of sources from

where the personnel can be employed and motivating them to offer themselves for

employment. Werther and Davis have defined this as follows:

“Recruitment is the process of finding and attracting capable applicants for

employment. The process begins when new recruits are sought and ends when

their applications are submitted. The result is pool of applicants from which new

employees are selected.”

SELECTION:

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

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

the fits and rejects the unfits. In facts, in Indian context, there are ore candidates

who are rejected than those who are selected in most of the selection processes.

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

programme of recruitment. A formal definition of selection has been provided by

Stone as follows:

‘selection is the process of differentiating between applicants in order to identify

(and heir) those with a great likelihood of success in job.”

Selection process assumes and rightly so, that there are more number of

candidates available than the number of candidates actually selected. These

candidates are available through recruitment process.

To ensure that our recruitment process is fair and consistent, all candidates who

are successful at the exams are invited for a capability based interview. Interviews

are based against capabilities, required for each position for which the candidate

is interviewed for. A capability or competency is an ability described in terms of

skills & behaviors that are essential to effectively perform within a job.

Apart from the educational and academic capability, the chief attributes HDFC

SLI looks out for in a candidate are as follows:

We look out for a candidate who values Integrity

Has a zeal for Excellence

Is focused on Results

Is Self driven and Enthusiastic

Is a good Learner and Team Player

Is dedicated to Customer Satisfaction

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RECRUITMENT PROCEDURE

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

people available in the organization or through the selection of people from

outside. Thus, there can be two sources of supply of manpower-external and

internal. For all recruitment, a preliminary question of policy considers the extent

to which it wills emphasis external and internal sources. The question is not of

‘either or’ but is one of relative importance of both sources because every

organization has to fill up some through promotion and, in the some way, every

organization has to fill up some vacancies through outsiders. Selection of

particular source of manpower supply depends on several factors numerated

below:

The policy of taking candidates from outside and inside affects the attitude and

action of the people in the organization. Filling up the position through internal

promotion has a favorable reaction among employees. They are likely to associate

themselves with the organization as they see their future secured in the

organization through promotion. However, this may result into mediocre

performance as a guarantee of promotion itself will bring complacency.

The level of socialization required and time taken for that determines the inside

or outside source of recruitment. If the socialization process for an organization

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

source of recruitment.

People selected from outside take time to socialize themselves with an

organization. For certain jobs, this process may take considerably longer time. For

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example, marketing executive of a consumer product company will take less time

in socialization in another consumer product company but more time in capital

goods industry. Same is the case with production people but finance people may

take same time in spite of the differences and similarities of organization. The

need for originality and new ideas also affect new policy. The organizations

which place high importance on these factors go for outsides sources. Similarly,

the organizations which grow through diversification give more importance to

outside sources as existing people may not be fully equipped to handle new

business.

These factors are considered while determining the sources of recruitment.

While vacancies through internal sources can be filled up either through

promotion or transfer, recruiters tend to focus their attention on outside sources.

Normally following outside sources are utilized for different position;

Advertisement: Advertisement is most effective means to search potential

employees from outside the organization. Employment advertisement in journals,

newspaper, bulletins, etc, is quite common in our country. By means of

advertisement, the organization able to communicate its requirement of people

some of whom may be its prospective employees. An advertisement contains brief

statement of the nature of the jobs, the type of people required, and procedure for

applying for these jobs.

On campus recruitment: many organization conduct preliminary search of

prospective employees by conducting interviews at the campuses of various

institutes, universities and colleges. This source is quite useful for selecting

people to the post pf management trainees, technical super supervisor, scientist

and technicians. The organizations hold preliminary interviews on the campus on

the predetermined date and candidates found suitable are called for further

interviews at specified place.

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

manpower supply, though at the lower levels. The idea behind employee

recommendations as a source of potential applicants is that present employees

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may have specific knowledge of the individuals who may be their friends,

relatives, or acquaintances. If the present employees are reasonably satisfied with

their jobs, they communicate their feelings to many people in their communities.

Employment agencies: many organizations get the I formation about the

prospective candidates through employment agencies. In our country two types of

employment agencies are operating:

Public employment agencies

Private employment agencies

Though both of these perform activities regarding

employment suggestions to their clients, often they differ

considerably:

Public employments agencies- there are employment exchange run by the

government all most in all district. The employment seekers get

themselves registered with these exchanges. Normally such exchanges

provide candidates for lower positions like semi skilled and skilled

workers, and lower level operatives like clerks, juniors’ supervisors, etc.

Private employment agencies- there are consultancy and employment

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

which provide employment services particularly for selecting higher level

and middle level executives. These agencies also take total function of

recruiting and selecting personnel on behalf of various organizations. They

charge fee for this purpose.

Deputation: Many organizations take people on deputation from other

organization. Such people are given choice either to return to their original

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organization after a certain time or to opt for present organization. At the initial

development of public sector organizations, this source is quite common for

filling managerial vacancies in these organizations. People from civil and defense

services were put on deputation in these organizations. Organizations promoted

by various industrial groups also us this source to fill higher managerial positions.

People working in one organization are deputed in another belonging to same

industrial house.

Employee recommendations: employee recommendations can be considered to

employee personnel particularly at the lower levels. The idea behind employee

recommendation as a source of potential applicants is that the present employees

may have specific knowledge of the individuals who may be their friends,

relatives and acquaintances. If the present employees are reasonably satisfied with

their jobs, they communicate their feeling to many person in their communities.

Gate hiring: the concept of gate hiring is to select people who approach on their

own for reemployment in the organization. This happens mostly in the case of

unskilled and semi skilled workers. Gate hiring is quite useful and convenient at

the initial stage of the organization when large number of people may be required

in the organization. It can be made effective by the prompt disposal of

applications, by providing information about organization policy and procedure

regarding such hiring and providing facilities to such gate callers.

It is not that particular organization will utilize all sources of employ people of

all types. Some of sources are more useful for particular category of employees.

For example, advertisement and deputation are more useful for employing

managerial personnel. Similarly labour union and gate hiring are more suitable to

employ labour and unskilled person. Utilization of various sources of recruitment

should be evaluated in terms of the degree of success in obtaining competent

people. Post record in this context may be useful indicators. Since there are

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different category of employee to be selected, different sources of recruitment are

used. For example, according to the study by Rudravasavaraj, a public sector

undertaking in heavy engineering recruited its non-supervisory staff through:

employment exchange

external advertisement

internal advertisement

central training institute

introduction by liaison officer of the undertaking

deputation of personnel

transfer from other public sector undertaking

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

undertaking are in the following order:

casual caller or employment seeker

newspaper advertisement

schedule cast and schedule tribes

employment exchanges

other public undertaking

internal advertisement

displaced persons

relatives and friends of present employees

employee recommendation

colleges and universities

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

advertisement

employment exchanges

relatives and friends

casual caller

employee recommendation

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SELECTION PROCEDURE:

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

maximum possible information about the candidates to ascertain their suitability

for employment. Since the type of information required for various positions may

vary, it is possible that the selection process may have different steps for various

positions. For example, more information is required for the selection of the

managerial personnel as compared to workers. Similarly, various steps of

selection process may be different for various organizations because their

selection practices may differ. For example, some organization conduct selection

tests of various types while others may not use these. However standard selection

processes have following steps:

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

application form. These forms have variety of information about applicants like

their personal bio-data, achievement and experience etc. such information is used

to screen the applicants who are found to be qualified for the consideration of the

employments. The information may also be used to keep permanent records of

those persons who are selected. Based on the screening of application, only those

candidates are called for further process of selection who are found to be meeting

to the job standards of the organization. When the numbers of applicant meeting

the job standards far exceed the actual requirement, the organizations decide a

suitable number of candidates who will be called for further selection process.

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

know more about the candidates or to reject the candidates who can not be called

for interview, etc. selection tests normally supplement the information provided in

the application forms. Such form may contain factual information about

candidates. Selection test may give information about their aptitude, interest,

personality, etc., which can not be known by the application forms.

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

candidates. The basic idea is to find out overall suitability of candidates for the

jobs. Its also provide opportunity to give relevant information about organization

to the candidates. In many cases, interview of preliminary nature can be

conducted before the selection process.

For example, in the case of campus selection, preliminary interview is held for

short listing the candidates for further process of selection.

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

names of referees from whom more information about the candidates can be

solicited. Such information related to character, working, etc. the usual referees

may be previous employers, person associated with the educational institutions

from where the candidates received the education, or other person of prominence

who may be aware of the candidates’’ behavior and ability. In our country,

references are not given adequate importance because of their biasness but these

can give very useful information which may not be available otherwise.

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

standards and fitness of prospective employees. The practice of physical

examination varies a great deal both in terms of coverage and timing. While many

organizations do not carry physical examination at all, other carries on a very

comprehensive basis. Some organizations only have general check up the

applicant to find the major physical problem which may come in the way of

effective discharge of the duties. In the on test of timing also, some organization

locate the physical examination near the end of the selection process, others place

it relatively early in the process.

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

are recommended for selection by the selection committee or personnel

department. Though such a committee or personnel department may have

authority to select the candidates finally, often it is staff authority to recommend

the candidates for selection to the appropriate authority. Organization may

designate the various authorities for approval of final selection of candidates for

different categories of candidates. Thus for top level of managers board of

director may be approving authority; for lower level, even functional heads

concerned may be approving authority. In university, it may be syndicate

executive communities. When the approval is received, the candidates are

informed about their selection and asked to report for duty to specified persons.

7. Placement: after all the formalities are completed, the candidates are placed on

their jobs are based in the probation basis. The probation period may range from

three months to two years. During this period, they are observed keenly, and when

they complete this period successfully, they become the permanent employees of

the organization.

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OBJECTIVE

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

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

department in HDFC BANK.

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

To analyze the turnover percentage of HDFC BANK.

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SCOPE AND LIMITATION

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

service, or result with the specified features and functions. This report includes

quantitative and qualitative data relating on recruitment and selection. Project

report used to focus on the recruitment and selection of the “Right people at right

place at right time”.

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

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

questions

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

organization.

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

in the Company.

It recommended the best utilization of the available human resources.

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

LIMITATIONS

(Problems Faced During the Project)

“Life is full of complexities, diversities and adventures”.

The more you live, the more your find yourself grasped in these complexities of

life. To be a successful person, one has to cross the hurdles of these complexities

and believe that they are adventures which are to be explored. Similarly,

following were the set of hurdle or limitations which were faced by me before I

could arrive at the successful completion of this.

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1. Time consuming activity:-

HRP collects information from all departments, regarding demand and supply of

personnel. This information is collected in detail and each and every job is

considered. Therefore the activity takes up a lot of time.

2. Expensive process:-

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

E.g. convinces, overtime, paper work etc. trainee has to spend money in carrying

out the activity. Hence we can say the process is expensive.

3. Attitude of top management:-

Much top management adopts a conservative attitude and is not ready to make

support. Due to shortage of time and busy schedule they usually unable to give

proper support.

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

individually for an interview.

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METHODOLOGY

The way in which research is conducted to adopt different research strategy

employed and the research instruments utilised (and perhaps developed) in

the pursuit of a goal – the research objective(s) - and the quest for the solution

of a problem - the research question. The purpose of this is to:

expand the research strategy, including the research methodologies which are

adopted;

introduce the research instruments that we have developed and utilised in the

pursuit of our goals.

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SOURCES OF DATA

Data constitute the foundation for statistical analysis. When statistical data are

collected and analyzed it is usually in a context of population and their characteristics.

It should be noted that a population is the totality of the units understudy and a

population characteristics is an attribute of a population unit.

Data are of mainly two types based on collection method:

1. Primary data; primary data are obtained by study specifically designed to full fill

the problem at hand. Such data are original in character and are generated in large

number of survey conducted mostly by researcher himself or institutional researcher

bodies.

Direct personal interviews: under this method of collecting data there is a face to face

contact with the person from whom the information is to be obtained (known as

respondents or informants). The interviewer asked them questions pertaining to the

survey and collects the desired information.

Indirect oral interview: under this method of collecting data investigator contacts

third parties called witness. Those are capable of supplying the necessary information.

The method is generally adopted in those cases where the information to be obtained

is of the complex nature and the informants/ respondents are not inclined respond is

approach directly.

Information from correspondents: under this method the investigator appoints local

agent or correspondents in different places to collect information. The corresponded

collects and transmits the information to the central officer where the data are

processed.

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Mail questionnaire method: under this method a list of questions pertaining to the

survey (known as questionnaire) is prepared and sent to the various informants by

post. The questionnaires contain questions and provide space for answer. Request is

made to informants through a public through a public letter to fill up the questionnaire

and sent it back within specified time.

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

of sending schedule through the enumerate rod interviewer. The enumerator contact

the informants get replies to the questions contained in the schedule and fill then in

their own handwriting in the questionnaire form.

2. Secondary data: data which are not originally collected but rather obtained from

some sources are known as secondary data. In the most of the studies the investigator

finds it imperceptible to collect first hand information to the related issues and as such

he makes the use of data collected by other. There is vast amount published

information from which statistical studies and fresh statistics are constantly in state of

production.

SAMPLE SIZE

This is the number of elements that is contained in the sample of the analyzed data

set. Percentages and projections in the analysis are calculated based on this case

weight. Sample sizes are used to identify the data tolerance range that has to be

considered when evaluating the results. Both outweighed and weighted cases should

be displayed next to each other. The sample size of a statistical sample is the number

of observations that constitute it. The number of participants in the trial. The intended

sample size is the number of participants planned to be included in the trial, usually

determined by using a statistical power calculation. The percentage of the individuals

(or groups) originally randomized for whom outcome data could not be obtained.

26

For the proper evaluation of methodology of recruitment and selection the sample

size considered is 30 with the format of questionnaire of 20 questions. Thus number

of participant accumulated through the sales department of HDFC BANK and also

from the Religare.

METHOD OF DATA COLLECTION

In data collection, collection of the data self using methods such as interviews

and questionnaires. And other might be used, such as

 Survey method

Personal interview with candidates

In depth conversation with the placement agency

Secondary data:

Study of recruitment policy

Websites

Published articles

Research methodology used

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

manual provided by the HR department

Web sites

Journals

Magazines

Books

Here mainly questionnaire has prepared with 20 question framed.

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

other prompts for the purpose of gathering information from

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

that they are cheap, do not require as much effort from the questioner as verbal or

27

telephone surveys, and often have standardized answers that make it simple to

compile data.

INSTRUMENT USED

Instrument is defined as a tool to identify the data based result for successful

process of recruitment and selection. These instruments are helpful to accumulate

data and information about the selection of the candidates and the view of the

participants. Thus during the training period that instruments are manual as well

as electronic. These instruments are ;

Telephone

Paper record

Computer aided, software etc.

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CHAPTER 2.

HOUSING DEVELOPMENT FINANCE CORPORATION

(HDFC BANK)

INTRODUCTION

The housing development finance corporation limited (HDFC) was amongst the first

to receive an"in-principle" approval from the reserve bank of India (RBI) to set up a

bank in the private sector, as part of RBI liberalization of Indian banking industry in

1994. The bank was in corporate in Aug. 1994 in the name of HDFC Bank Ltd. With

its registered office in Mumbai, India, HDFC Bank commenced operations as

scheduled commercial bank in January 1995.

PROMOTOR

HDFC is India's premier housing finance company and enjoys an impeccable track

record in India as well as in international markets. Since its inception in 1997, the

corporation has maintained a consistent and healthy growth in its operations to remain

a market leader in mortgage. Its outstanding loan portfolio covers well over a million

dwelling units. HDFC has developed significant expertise in retail mortgage loans to

different market segments and also has a large corporate client base for its housing

related credit facilities. With its experience in the financial markets, a strong

franchise, HDFC was ideally positioned to promote a bank in the Indian environment.

HISTORY:

HDFC BANK Co. Ltd was incorporated on 14th august 2000. It is a joint venture

between Housing Development Finance Corporation Limited (HDFC Ltd.) India and

UK based Standard Life Company. Both the joint venture partners being one of the

leaders in their respective areas came together in this 81.4:18.6 joint Venture to form

HDFC BANK company limited.

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The MD and CEO of HDFC Standard Life Mr. Deepak Satwalekar, has given the

company new directions and has helped the company achieve the status it currently

enjoys. HDFC Standard Life brings to you a whole range of insurance solutions be it

group or individual or NAV services for corporations; they can be easily customized

as per specific needs.

HDFC BANK India boasts of covering around 8.7 lakh lives by March'2007. The

gross incomes standing at a whopping Rs. 2, 856 crores, HDFC BANK Corporation is

sure to become one of the leaders and the first preference for any life insurance

customer.

The Bank assurance partners of HDFC BANK Co Ltd are HDFC, HDFC Bank India

Limited, Union Bank of India, Indian Bank, Bank of Baroda, Sarawat Bank and Bajaj

Capital.

The premium payment options available to the customers vary from online payment

to direct desk payments at the HDFC Standard Life Branches, by courier services or

in drop boxes provided. You can also pay by ECS or Automatic Debit System or

credit cards or standing instruction mandate. HDFC BANK Company is a customer

oriented corporation and aim at complete customer satisfaction.

The lapsation and renewal policy of HDFC Standard Life are clearly defined on the

official website. Online renewal forms are also available. For any change in personal

details like the contact details or the nominee of the policy or policy benefits, online

servicing is also available. Even the claim procedure has been simplified since affect

of the loss life is irreparable and is thus fully understandable at HDFC Standard Life.

A completely hassle-free process has been formulated to provide maximum

convenience.

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HDFC Standard Life first came together for a possible joint venture, to enter the Life

Insurance market, in January 1995. It was clear from the outset that both companies

shared similar values and beliefs and a strong relationship quickly formed. In October

1995 the companies signed a 3 year joint venture agreement.

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

the relationship.

The next three years were filled with uncertainty, due to changes in government and

ongoing delays in getting the IRDA (Insurance Regulatory and Development

authority) Act passed in parliament. Despite this both companies remained firmly

committed to the venture.

In October 1998, the joint venture agreement was renewed and additional resource

made available. Around this time Standard Life purchased 2% of Infrastructure

Development Finance Company Ltd. (IDFC). Standard Life also started to use the

services of the HDFC Treasury department to advise them upon their investments in

India.

Towards the end of 1999, the opening of the market looked very promising and both

companies agreed the time was right to move the operation to the next level.

Therefore, in January 2000 an expert team from the UK joined a hand picked team

from HDFC to form the core project team, based in Mumbai. 

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

in HDFC Bank.

31

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

Company promoted by HDFC to enter the mutual fund market. The Mutual Fund was

Launched on 20th July 2000.

Incorporation of HDFC BANK Company Limited:

The company was incorporated on 14th August 2000 under the name of HDFC

BANK Company limited.

Their ambition from the beginning was to be the first private company to re-enter the

life insurance market in India. On the 23rd of October 2000, this ambition was

realized when HDFC Standard Life was the first life company to be granted a

certificate of registration.

BUSINESS FOCUS

HDFC bank's mission is to be a world class Indian bank. The bank has aim to build

sound customer franchises across district business so as to be the prefer provider of

banking services in the segment that the bank operates in and to achieve healthy

growth in profitability, consistent with the bank's risk appetite. The bank is committed

to maintain the highest level of ethical standards, professional integrity and regulatory

compliance. HDFC bank's business philosophy is based on four core values:

1. Operational Excellence

2. Customer Focus

3. Product Leadership

4. People.

CAPITAL STRUCTURE

The authorized capital of HDFC bank is Rs. 45000 lacks. The issued, subscribed and

paid-up capital is divided into 836,46 lacks equity shares @ Rs.10/- each.

32

The Shares are listed to the stock exchange Mumbai and National Stock Exchange.

The banks American Depositary shares are listed on New York Stock Exchange

(NYSE) under the symbol "HDB"

SHAREHOLDERS HOLDING MORE THAN 1% OF THE

SHARE CAPITAL OF THE BANK AS AT MARCH 31, 2015

Sr.

No.

Name of the Shareholders No. of Shares

Holder

% of Share

Capital

1. ADS Depository (J P Morgan Chase Bank) 6,03,38,247 19.27

2. Housing Development finance Corporation

Limited

3,88,60,000 12.41

3. HDFC Investments Limited 3,00,00,000 9.58

4. Crown Capital Limited 1,54,89,634 4.95

5. DBS Bank Limited 1,16,20,886 3.71

6. Life Insurance Corporation of India 95,18,096 3.04

7. Bennett Coleman & Company Limited 88,49,929 2.83

8. FID Funds (Mauritius) Limited 61,88,781 1.98

TIMES BANKS AMALGAMATION

In a mile stone transaction in Indian banking industry, Times bank limited (another

new private sector bank promoted by Bennett, Coleman & Co. times group) was

merged with HDFC bank ltd., effective February 26, 2015. As per the scheme of

amalgamation approved by the share holders of both banks and Reserve bank of India.

33

DISTRIBUTION NETWORK

HDFC bank has its Headqarters in Mumbai. The bank at present has an enviable

network of 535branches spread over 312 cities across the country. All branches are

linked on an online real time basis. Customer in 189 locations are also serviced

through phone banking. The banks expansion plans take into account the need to have

a presence in all major industrial and commercial centers where its corporate

customers are located as well as the need to build a strong retail customer base for

both deposits and loans products. Being a clearing settlement bank to various leading

stock exchanges, the bank has branches in centers where the NSE/BSE have a strong

and active member base.

The bank also have a network of 1323ATM's across there cities.

TECHNOLOGY

HDFC bank operates in a highly automated environment in terms of information

technology and communication systems. All the bank's branches have connectivity which

enables the bank to offer speedy funds transfer facility to its customers. Multi branch

access is also provided to retail customers through the branch network and automated

teller machines (ATMs)

The bank has made substantial efforts and investments in acquiring the best

technology available internationally to build the infrastructure for a world class bank

has prioritized its engagement in technology and the internet as one of its key goals

and has already made significant progress in web enabling its core business. In each

office its business, the Bank has succeeded in leveraging its market position, expertise

and technology to create a competitive advantage and build market share.

BUSINESS PROFILE

HDFC Bank caters to wide range of banking services covering both commercial and

investment banking on the wholesale side and transactional branch banking on the

retail side. The bank three key business areas

34

1. WHOLESALE BANKING SERVICES

The Bank's target is primary large blue-chip manufacturing companies in the Indian

corporate sector and to a lesser extent, emerging mid sized corporate. For these

corporate the Bank provides a wide range of commercial and transactional Banking

services including working capital finance trade services, transactional services, cash

management etc. The Bank is also a leading provider of structure solution which

combine cash management services with vendors and distributor finance for

facilitating superior supply chain management for its corporate customers. Based on

its superior product delivery service levels and strong customer orientation, the Bank

has made significant in roads into the Banking consortia of a number of leading India

corporate including Multinationals, Companies from the domestic business house and

prime public sector companies. It is recognized as a leading provider of cash

management and transactional Banking solutions to corporate customers, Mutual

Funds, Stock Exchange Members and Bank.

2. RETAIL BANKING SERVICES:

The objective of retail bank is to provide its target market customer a full range of

financial products and banking service, giving the customer a one-stop window for all

his/her banking requirements. The products are backed by world-class services and

delivered to the customers through the growing branch network as well as though

alternative delivery channels like ATMs, phone banking, net banking and mobile

banking. The HDFC bank preferred programs for high net worth individuals, the

HDFC bank plus and the investment advisory services program have been designed

keeping in mind heads of customers who seek distinct financial solutions information

and advice on various investment avenues. The also had a wide array of retail ban

products including auto loans, loans against marketable securities, personal loans and

loans for two wheelers. It is also a leading provider of depository service to retail

customers offering customers the facility to hold their investments in electronic form.

HDFC Bank was the first bank in India to launch an international debit card in

association with VISA ( Visa election) and issue the master card Maestro debit card as

well. The debit card allows the use to directly debit his account at the point of

purchase at a merchant establishment, in India and overseas. The bank launch its

35

credit card in association with VISA in November 2002. The bank is also one of the

leading players in the "merchant acquiring" business with 26,400 point of sale (pos)

terminals for debit/credit cards acceptance at merchant establishments. The bank is

well positioned as a leader in various net based B2C opportunities including a wide

range of interest banking services for fixed deposit, loans, bill payments etc.

(C) TREASURY OPERATIONS

Within this business the bank has three main product areas foreign exchange and

derivative, local currency, money market & debt securities and equities. With the

liberalization of the financial market in India, corporate need more sophisticated risk

management information advice and product structure. These and find pricing on

various treasury product are provided through the bank treasury team.

36

BOARD OF DIRECTOR

Mr. Jagdish Capoor, (Chairman)

Mr. Aditya Puri, (Managing Director)

Mr. Keki Mistry

Dr. Venkat Rao Gadwal

Dr. Vineet Jain

Mrs. Renu Karnad

Mr. Arvind Pande

Mr. Ranjan Kapoor (Resigned w.e.f. 29th March, 2006)

Mr. Bobby Parikh (w.e.f. Jan. 9, 2004)

Mr. Ashim Samanta

VICE PRESIDENT AND COMPANY SECRETARY

Mr. Sanjany Dongre

AUDITOR

M/s P.C Hansotia & Co.

Chartered Accountant

REGISTERED OFFICE

HDFC BANK HOUSE

Senapati Bapat Mart,

Lower Parel,

Mumbai 40013

37

Tel. No. 66521000

Fax No. 24960737

Website : www. hdfcbank.com

AWARDS AND ACHIEVEMENTS - BANKING SERVICES-2014-15

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

"Best Domestic commercial Bank' & "Best Cash Management Bank" India -

Asiamoney Awards for Corporate Excellence 2004-05.

"Best Bank" - India- Finance Asia

"Company of the Year"- The Economic Times Awards for Corporate Excellence

2004-05.

"Best Domestic Bank in India"- The Asset Triple a Country Awards 2005.

Most Customer Responsive company - Banking and Financial Services" - The

Economic Times - Avaya Global connect customer responsiveness Awards 2005.

38

HIGHLIGHTS

(FINANCIAL YEAR 2013-14)

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

2. Earnings per share increases from Rs.22.92 to Rs.27.92.

3. Dividend per share increases from Rs. 4.50 to Rs. 5.50 (proposed)

4. Branch network up from 231 to 535 outlets.

5. ATM network up from 732 to 1323.

6. Phone banking coverage in 189 cities.

7. Point of sale (pos) teminals at merchant outlet up from 21800 to 26400.

8. Balance sheet size up from Rs.73, 506, 39 crores to Rs. 51, 42,9,00 crores.

39

2013 2014 20150

100

200

300

400

500

600

700

800

900

510

666

871

Profit After Tax (Rs. Crore)

East

West

North

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

2013 2014 20150

100

200

300

400

500

600

350

450

550

Dividend Per Share (Rs.)

East

West

North

Findings: DPS is increase by 100% per year

40

2013 2014 20150

100

200

300

400

500

600

350

450

550

Dividend Per Share (Rs.)

East

West

North

41

2013 2014 20150

2000400060008000

1000012000140001600018000

7804

11418

16186

Saving Deposit (Rs. Crore)

East

West

North

2013 2014 20150

200

400

600

800

1000

1200

1400

910

1147

1323

ATM's

East

West

North

42

2013 2014 20150

200

400

600

800

1000

1200

1400

910

1147

1323

ATM's

East

West

North

BALANCE SHEET AT 31 ST MARCH, 2015

Capital & LiabilitiesSchedule

As at 31-3-15

(Rs. Lacs)

As at 31-03-14

Capital 1 31314 30988

Reserve & Surplus 2 498639 420997

Employees stock options

(grants) outstanding

7 43

Deposits 3 5579682 3635425

Borrowings 4 285848 479001

Subordinated debt 170200 50000

Other liabilities & provisions 5 784949 526446

Total 7350639 5142900

Assets:

Cash & balance with RBI 6 330661 265013

Balances with Bank & money

at call & short notice

7 361239 182387

Investments 8 2839396 1934981

Advances 9 3506126 2556630

Fixed Assets 10 85508 70832

Other Assets 11 227709 133057

Total 7350639 5142900

Contingent liabilities 12 21478234 14077715

Bills for collection 282889 254968

43

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

SWOT ANALYSIS OF HDFC;

Strengths

HDFC Bank is second largest private bank in India, having 1412 Branches and over

3275 ATMs across 528 cities at March end 2009.

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

245 crore as on 2008-09

Total no. of employs closed to 80,000 people. That is less than SBI but more than

ICICI bank(in the private sector, only larger group such as the Tata, Birla’s, or

reliance employee. more )

Cost to income ratio at 53.6% was one of the highest amongst private Bank in

FY09(It was 45% AXIS& ICICI Bank’s)

At March end 2009 Total Bank deposit is 44% of the bank deposit based (better than

SBI’s 42%, and ICICI Bank’s 25% only)

The CBoP merger has led to ante worth accretion of about Rs.1,34 crore v/s CBoP’s

Net assets of approximately Rs. 2,090 crore.

44

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

Interest from investments income 20.42 % and interest from advances make up for

over 61.85 % income in 2008-09.

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

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

2008- 09.

Total deposits was Rs, 1, 00,769 crore as on 2007-08, increase to Rs, 1, 42,813 crore

as on 2008-09

Capital Adequacy Ratio (CAR) grows on YOY Basis by 13.60 % as on 2007-08 to

15.10 % as on2008-09

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

comparison

Younger generation of customers targeted through IT enabled product and

service;

Online trading of shares

Online fund transfer,

online payments of taxes

45

phone banking

internet banking

E-shopping

WEAKNESS:

In this booming market where we need to capture the mind of customer by providing

them with new global facility and service should be available everywhere .if we talk

about SBI it have 36 ATMs UBI 18 ATMs where as HDFC Bank has only 4 ATMs

and 3 Branch.

Some customer are not satisfied about banking service and facilities

It have not goods channels in rural and semi- urban area it was totally cover to city

and multi-city area. But nationalized bank cover total area.

It have only 1,412 branches across only 528 cities in India compare to other

competitors bank it is very few and does not cover to over all India.

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

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

secured market.

46

OPPORTUNITY:

Where all banks re facing problems Lehman brothers, Bank of America , Merrill

lynch was insolvency all over world economic condition is very bad .market was be

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

competitive market.

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

channel to makes its reputation before customer.

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

view of customers.

HDFC Bank can service is very goods compare the other private sector and

nationalized bank. It can provide the easy loan facility to the customer and a make a

proper goodwill.

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

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

impacted due to the global slowdown due to its diverse economic base and favorable

demographics. The Company has focused on direct to consumer lending, innovative

structuring of credit solutions, strong processes and prudent risk management. The

company follows a micro market approach to geographic segmentation of markets.

The company plans to expand its product portfolio by adding General Insurance

services and Investment! Savings Products such as sale of Mutual funds to its

portfolio.

47

Threat:

Irrational pricing, lenient credit norms in the past have led to increase in Non-

performing assets across the retail lending space.

The markets will continue to mature leading to rising expectation from consumers and

your Company’s growth will depend on its ability to differentiate its products!

Services to compete effectively.

Growth of the company’s asset book, quality of assets and ability to raise funds

depends significantly on the economy. Unfavorable events in the Indian economy can

affect consumer sentiment. Changes in Government policy, regulatory framework

could impact the company’s operations.

Recently many private banks have faced a great losses and some international banks

was insolvency due to bad economic condition .and now they will be in the market

with different strategy so now to look for the innovation and try to find out the

weakness of these banks.

Still HDFC Have not got a very good service channels so it, needs to improve its

service and increase the no. of its channels HDFC Bank staff is very few according to

customer service compare to other banks so it need to increase our staff and open new

branch recently.

48

CHAPTER 3.

RECRUITMENT AND

SELECTION

CONCEPT

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

concerned. Recruitment techniques are not very intensive, requiring high skills. As

against this, in selection process, highly specialized techniques are required.

Therefore, in the selection process, only personnel specific skills like expertise in

using selection test, conducting interviews, etc, are involved.

Since recruitment and selection are two interrelated steps in the process of manpower

acquisition, they differ in terms of their outcome. In outcome of recruitment is

application pool which becomes input for selection process. The outcome of selection

process is in the form of finalizing candidates who will be offered jobs.

49

50

SURVEY FOR JOB PROFILE (SALES DEPARTMENT)

The use of tests in selection is so wide spread that these may be classified in

various steps they may have different objectives and different attributes.

Searching criteria:

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

following reference:

-Consultancy:

consultancy is an organization which used to provide the number of candidates.

Those candidates, who are eligible for respective post, previously collect their CVs to

the consultancy to job reference. Consultancies used to bind contact to the

organization for sending candidates for respective vacant post required in the

organization. Consultancies job is to give line-up (condition of number of candidates

applicable for job). Line-up should be updated everyday through proper calling and

contacts during the process of recruitment.

-Advertisement:

Advertisement is as usually is to provide route to organization for candidates.

Advertisement is a perfect mode to disseminate the knowledge of job profile.

-Employee reference:

Employees of organization refer candidates for available required posts.

-Campus selection:

51

Organizations select candidates from educational and professional institute to full the

requirement of recruitment. Those candidates are selected through the process of

screening and interview.

HDFC PROFILE FOR THE POST OF SALES DEVELOPMENT MANAGER;

Company profile: The Company started in 2001 as a joint venture between the HDFC

Bank and the Standard Life Insurance Company. The HDFC Bank has a 74 % stake in

the company where as the Standard Life Insurance Company has only 26 % stake in

the company.

The company’s net income for the ending 2008 -09 was over Rs. 5,500 crores and the

company has more than 27 lakh policy holders. It provides both Life as well as

General Insurance services. The company’s advertisement “Sar Utha Ke Jiyo” has

been ranked among India’s 60 Glorious Advertising Moments.

Job profile: The candidate would be required to meet the monthly sales target as set

by the company from time to time. He would also be required to recruit new

Insurance agents in accordance with the business plan. Develop training programs,

training process for the new recruits and set business targets among the Agents,

review these targets & consistently raise them so than the said target is achieved.

Qualifications: The candidate must be a graduate in any course with a minimum of 50

% marks. He must be a quality leader, an excellent communicator in English as well

as local regional Languages.

Experience: 1 to 5 years of experience of sales in a financial services industry.

Candidates with consistent good record in sales or sales management role would be

preferred.

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

Person to be contacted: Mr. Dimpy Dudeja

Email Address: dimpyd@hdfcinsurance.com

52

Contact Number: 09872992554

Location of Work: Panipat, Jammu, Jalandhar, Ludhiana, Pathankot, Kurukshetra,

Ambala, Amritsar, Chandigarh, Hisar, Karnal, Rajkot, Ahmedabad, Warangal,

Kurnool, Anantapur, Hyderabad / Secunderabad, Mysore, Bengaluru/Bangalore,

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

Mumbai, Mumbai Suburbs, Navi Mumbai, Belgaum

No. of positions: 32 position in total one each at every location

How to apply: Send your update Resume to the above mentioned Email Address,

shortlisted candidates would be called for a personal interview.

Website: http://www.hdfcinsurance.com

-CV screening:

CV screening is the process to short out the candidates on their academic profile etc.

The goal of the resume screening process is to select the top candidates that the

recruiter will contact for the first round of interviews. Screening resumes will help

you determine which candidates to move forward in the interview and selection

process by comparing their qualifications to the minimum position requirements.

Narrowing the list of candidates that apply for your position can be challenging,

especially if there are many qualified applicants. The first step with selecting

appropriate candidates is to screen the cover letter (if applicable) and resume of each

applicant. The resume will tell you what the candidate has done, but not how well

he/she did it.

-Application Evaluation:

The Human Resources department evaluates all incoming applications, against

prerequisite abilities and skills set for all current openings. All applications are kept

based on strengths and specialization, for future reference.

53

-Selection test:

As such type of test held in ‘HDFC standard life’ is said as HAT (HDFC aptitude

test). HAT’s content is numerical and assumption based questions, which is divided in

three part of test paper. HAT must be solved with in the half an hour. In such

procedure qualified candidates are preceded for further steps i.e., interview.

-Capability based Interview:

An interview is a conversation between two or more people (the interviewer and the

interviewee) where questions are asked by the interviewer to obtain information from

the interviewee.

-Checking of references and documents:

As such in selection and checking procedure for the post SDM in the ‘HDFC standard

life’ all required documents are collected in the brochure which said to be Joining Kit.

Joining kit contain all authentic information and some application form about the

candidates for joining the post after passing the interview, such information and forms

are as follows:

Documents related to qualification

Age proof

Experience letter

Salary slip

Address proof

Application forms

54

-Placement;

After all formalities are completed, the candidates are placed on their job initially on

probation basis. The probation period may range from three months to two years.

During this period they are observer keenly, and when they complete this period

successfully, they become the permanent employee of the organization.

-Reply Letters:

At all stages of the process candidates are kept informed of the status of their

application with an email reply letter.

-Job Offer:

If a candidate successfully reaches the final stage, a position offering is made in

conjunction with a competitive reward package.

Issuing of appointment letter and offer letter:

The procedure to issue offer letter and appointment letter is done by HR manager of

that institute. HR manager‘s job is to maintain MIS and providing these letters. Now a

day all the functions are properly maintained by the use of software packages such as

SAP.

55

Questionnaire: Analysis based on the data of questionnaire to the recruitment and selection in HDFC BANK AND.(SAMPLE SIZE IS 30)

1. What source your organizations adopt to select candidates?

Above graph shows that recruitment agency is most active organization for the better

compensation of recruitment and selection. Further it is followed by the employee

referral recruitment which is comparatively low in recruitment agency.

56

Em-ploy-

eereferal 20%

cam-pus re-

cruit-ment 1%

adver-tise-ment 1%

re-cruitment agencies

100%

job portal

5%

0

10

20

30

40

50

60

70

80

90

100

Series1

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

1 stage 20%

2 stage 73.4%

3 stage 6.6%

4 stage 0%

Pie chart related to the query of days which used to spend on recruitment and

selection for a particular number of employees. Chart specifies that mainly financial

corporation in the field pf sales take mostly 2 days. Increment in the days of selection

depends on the condition.

57

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

writ-ten

86.67%

apti-tude 6.66

%

group

dis-cus-sion 13.33

%

per-sonal inte-view 100%

psychoimetric

test 3.33

%

0102030405060708090

100

Series1

Test is an appropriate criterion to draw out eligibility among mass of the candidates. It

depends on the post which criteria is appropriate to select and recruit. Thus for the

post of the sales mostly personal interview is preferred after written or aptitudes test.

58

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

manual 93.33%

soft-ware .5

%

online 33.3%

xls 0.00%

0102030405060708090

100

Series1

Finding source of candidates is usually manual. Manual source refer an easy and

convincing way to find and sort out the candidates.

59

5. Apart from the HR Manager, who all from the other departments are required to get

involved in interviewing process?

sales 100%

admin-istra-tion

0.00%

HR ex-

ecitive 66.66

%

other0

20

40

60

80

100

perecent

For the post of sales like SDM, BDM etc usually the experience person belong to the

department of sales and sales development involve in the process of recruitment and

selection of sales employee. Further it is followed by the HR department or HR

manager of the corporation to examine and utilize the resources for sales

development.

60

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

10min 23.33%

10 to 20min 13.33%

20 to 30min 53.33%

more 3.33%

The value of time in business must be evaluated for the profit maximizations and

proper utilization of human resources. Thus a department should have to take

appropriate time for recruitment and selection. Above chart shows 20 to 30 min

usually spends on the selection of each candidate.

61

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

10min 30%

10 to 20min 23.33%

20 to 30min 46.675

HR department plays a most important role during the recruitment and selection.

This is because it is useful to evaluate the capacity and human range of mental and

physical work in regard the position like sales. But company used to spend maximum

45 to 50 percent time of HR department during the whole process of selection.

62

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

10min63.33%

10 to 20min 20%

20 to 30min 16.67%

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

admin department.

63

9. Do your organization follow different recruitments process for different

grades of employee?

yes 90.33%

no 6.675%

Chart specifies that organization apply same criterion and common techniques for

recruitment and development.

64

10. What is the back out percentage of candidates after being offered?

1to 5 30.6%

5to 10 40%

10to 15 3.35

15to 20 6.75

Back out percentage reflect any fault in the procedure of recruitment and selection.

That’s why candidates could not be stayed. Chart shows maximum is 1-5 and

minimum is 10-15.

65

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

1to5-53.33%

5to 10-43.33%

10to 15-3.33%

15to 20-0.0%

This is depend on the environment in the organization, it used to evaluate the time

duration of employees settle in the organization. Thus chart shows that the working

environment of the organization is moderately sufficient to satisfy the employee

i.e.upto 5% at maximum within 1 to 3 months.

66

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

1to 5-50%

5to 10-46.67%

10to 15-3.33%

15to 20-0.0%

Maximum capacity of the existing organization to sustain the employees within 1 to 5 months

is upto 5%.

67

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

1to 5-50%

5to 10-26.67%

10to 15-23.33%

15to 20-0.0%

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

month is up to 5%.

68

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

the interview?

yes-60%

no-33.33%

depends-6.67%

Chart shows maximum to time organization reimburse the traveling cost incurred by

the candidates for appearing in the interview i.e. maximum to 60%.

69

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

tele-phone-93.33%

video-13.33%

online-13.33%

other-1%0

102030405060708090

100

Series1

due to the support of high tech equipment the process of recruitment and selection

become faster. These are the telephone, video conferencing; online support etc.

although any equipment other than the telephone used to take high cost thus

maximum support is taken through the telephone i.e. 93.33%.

70

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

no-96.67%

yes-3.33%

On the account of the financial capacity still organizations and employees do not

aware about the video resume i.e. 96.67%. That may be costly for both organization

and candidates.

71

17. If the recruitment type is “Employee Referral” then how much special privilege

has to be paid to the one who has referred is sufficient?

max-53.33%

min-13.33%

moderate-33.31%

It leads surety for the candidates’ capability for the organization, if any selection

exists through the employee referral. Thus priority to such type of candidates’

maximum i.e. 53.33%

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

1-2days-76.67%

2-4day-16.675s

depends-6.66%

Screening, aptitude test, calling, recruiting etc take maximum 1 to 2 days for selection

of the candidates in the sales department.

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

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

internally-100% agency-6.670

10

20

30

40

50

60

70

80

90

100

Series1

This shows the employees tendency and awareness towards the knowledge of job

description and job profile. Maximum numbers of employee do employments

eligibility verification through internally.

74

20. What kind of verifications you do?

educa-tional-100%

legal back-

ground-6.67%

prof. back-

ground-20%

family back-

ground-0.01

0102030405060708090

100

Series1

Educational verification mostly preferred by the maximum employees for

employment verification of the post.

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FACTS AND FINDINGS

OUTCOMES OF RECRUITMENT AND SELECTION

PROCESS

The ultimate objectives of both recruitment and selection are to acquire suitable

candidates but their immediate objectives differ. The basic objective of recruitment is

to attract maximum number of candidates so that more options are available the basic

objective of selection is choose the best of the available candidates.

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

process of creating application pool as large as possible and, therefore, it is known as

positive process. Selection adopts the process through which more and more

candidates are rejected and fewer candidates are selected or sometimes not a single

candidate is selected. Therefore, it is known as negative process or rejection process.

HDFC SLI‘s recruitment policy is well structured and provides the company with a

competitive edge due to the following reasons:

The recruitment policy focuses on recruiting the best potential people.

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

and respect.

It is an unbiased policy.

It aids and encourages employees in realizing their full potential.

It allows transparent, task oriented and merit based selection.

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

relationship.

It Integrates employee needs with the organizational needs.

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CHAPTER 4.

SUGGESTION

AND

RECOMENDATION

SUGGESTION

The human resources are the most important assets of an organization. The success or

failure of an organization is largely dependent on the caliber of the people working

therein. THE RECRUITMENT POLICY of an organization should be well planned

and thus should be such so that it:

Reduces administration costs

Provides employees with job security

Encourage responsible trade unions

Provide suitable employment to handicapped, women and minority group

Be flexible enough to meet the changing needs of the organization

Works towards the growth and prosperity of the organizatsion.

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After the study of “RECUITMENT AND SELECTION” I find that the effective

procedure of recruitment is most importance is every organizational Management has

to do more effective effort for continuous success in the field of Service and financial

sector.

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

candidates to avoid postal and courier’s delays through which time of processing

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

Generally evaluation of employees on the job and off the job is necessary on daily,

weekly, & quarterly basis but still people are not much aware about software involve

in recruitment and selection procedure in our Management in India. So there is need

to improve the awareness and use to save the time and save the budget, so that it

matches the requirement and settlements in the all type’s organizations.

Other than futures and options, other instruments like video conferencing, online

recruitment, and psychometric test options have to be introduced so that area of

human resource is broadened.

There is need to provide facility and training to the employee and candidates in favors

of technology.

In today's market, companies no longer compete just on price, product and

packaging. The real competition is for talent. And the companies with best

talent win. we work to enable our clients to gain a recruiting advantage in the

market through the application of sales and marketing techniques, tools and

78

methodologies.

CHAPTER 5.

CONCLUSION

The project report involves the detailed profile of HDFC BANK and what is the process of

agency recruitment in HDFC BANK. This project report deals with recruitment and selection

process, which are basics should be known to everybody in the insurance industry best

considered approach especially though not ethical but practical enough is pirating best

employees of their competitors. Project under the HDFC BANK deal with the recruitment

and selection as well as focus on the capacity of the retention of the employee in the

organization.

HDFC BANK follows the proper and appropriate steps and rules to select e candidates for the

post of SDM. It involves more than one department during the procedure of recruitment and

selection in sales department. It’s another focus on the budget of the procedure which should

be maintained and under the limit.

79

BIBILIOGRAPHY

RECRUITMENT AND SELECTION-

ADDITION BY L. M PRASAD

ADDITION BYASWATHAPPA K

WEBSITE VISITED-

www.google.com

www.hdfc.com

www.yahoo.com

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APPENDIX

Questionnaire

\

Questionnaire on Recruitment Process Outsourcing

QUESTIONNAIRE

Name –

Company’s name –

Designation –

Date-

Note – Please tick the appropriate option.

1. What source your organisation adopt to source candidates?

a. Employee referral

b. Campus recruitment

c. Advertising

d. Recruitment agencies

e. Job portals

f. Other, pls specify –

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

a. 1

b. 2

c. 3

d. 4

e. More

81

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

a. Written

b. Aptitude

c. Group Discussion

d. Personal Interview

e. Psychometric test

f. Other, pls specify –

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

a. Manual

b. Software

c.Online

d.Windows. Xls

5. Apart from the HR Manager, who all from the other departments are required to get

involved in interviewing process?

a. Sales

b. Administration

c. HR Executives

d. Other, pls specify –

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

a. 10mins.

b. 10 to 20mins.

c. 20 to 30mins.

d. More

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

a. 10mins.

b. 10 to 20mins.

82

c. 20 to 30mins.

d. More

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

a. 10mins.

b. 10 to 20mins.

c. 20 to 30mins.

d. More

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

employees?

a. No

b. Yes

10. What is the back out percentage of candidates after being offered?

a.1-5

b.5-10

c.10-15

d. 15-20

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

a.1-5

b.5-10

c.10-15

d. 15-20

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

a.1-5

b.5-10

c.10-15

d. 15-20

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

a.1-5

b.5-10

c.10-15

d. 15-20

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

the interview?

a. Yes

b. No

c. Depends, how –

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

a. Telephone

b. Video conferencing

c. Online support

d. Other, pls specify –

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

a. No

b. Yes, then do you use it – Yes/No

17. If the recruitment type is “Employee Referral” then how much special privilege has to be

paid to the one who has referred are sufficient?

a. maximum

b. minimum

c. moderate

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

a. 1-2 days

b. 2-4 days

c. Depends on condition

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

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

a. Internally

b. Through agencies

20. What kind of verifications you do?

a. Educational qualifications

b. Legal background check

c. Professional background check d. Reference check

e. Family background check

85