A Project Report On Comparative study between Union bank and other banks An HR Perspective

Degree of Master of Management Studies under the University of Mumbai By Rashmi Kaimal [Roll No:22]
Under the Guidance of Mrs Padma Neelakanthan (Manager HR, Union Bank of India) Prof Dr. Shamira Malekar (Internal Guide)

For Human Resource Management

Aruna Manharlal Shah Institute of Management and Research Ghatkopar [W], Mumbai-86
1

DECLARATION

I here by declare that the project work entitled A Comparative study Between Union bank and other banks An Human Resource Perspective for the academic year 2010- 2012 submitted to Mumbai University ,in partial fulfillment of the requirement for the award of the Master of Management Studies is a bonafide work carried out by me under the guidance of Dr Shamira Malekar faculty guide, Aruna Manharlal Shah Institute of Management and Research and does not from similar work submitted to the Mumbai university or any other institution.

Place: Candidate signature:

Date:

ACKNOWLEDGEMENT
Many people have helped me on this project and each of their contribution is valuable. The timely completion of the project is mainly due to the interest and persuasion of Prof Dr Shamira Malekar who was not only my internal guide but also a colleague and a good friend. I are very thankful for his contribution. I would like to thank Padma Neelakanthan ( Chief Manager HR), my external guide for giving me an opportunity to work in their esteemed organization as a part of my Summer Internship Programme (SIP). I would like to thank our Director, Dr. Sheela Purohit, for providing us with all the facilities that have made working on my project much easier than what it would have been otherwise. I want to thank our library staff, for helping me in looking for information and getting all the relevant material for my project report. My friends have been very enthusiastic in helping me get information, which has added value to my report. I thank them for their help and support. I would like to thank my family for bearing with my erratic schedules, for their constant encouragement and for providing me with all that we needed.

Date:

Rashmi B Kaimal

EXECUTIVE SUMMARY

Recruitment one of the most critical aspects of operating the companys program and the most integral part of the organisation .. Recruitment should be conducted in a strategic manner and process that connects candidates who need what you have to offer and who possess the skills and aptitude to accomplish your goal and objectives. In simple words it can be said that the right candidate at right time and right job . The recruitment and selection unit is dedicated to recruiting and selecting qualified candidates for appointment. This process includes administering all testing phases from the written examination up until applicants are appointed. The recruitment and selection process should ensure fairness and consistency throughout the entire process. It should be administered in such a way that only those applicants who meet various job related standards are offered positions of appointment. The recruitment and selection units should actively recruit and participate in event that will foster a diverse applicant pool. Recruiting from a pool of targeted leads can decrease member attrition. The objective of my study was to understand the recruitment and selection practices. My study also involves comparison of recruitment and selection in Union bank with 2 foreign banks and 2 indian private banks . A comparison regarding recruitment and selection process and methods . In this report, I have tried to include all the issues related to recruitment and selection process which I could gather after reading various articles on Human Resource.

Sr No
1

Index
INTRODUCTION

Page No

Overview of banking Industry Objective of the study Scope of Study Company Profile

Research Methodology

6-8 8-9 8-9 8-9 10-13 14 15

2
Literature Review

3 4

Recruitment and Selection Recruitment Definition Objectives of Recruitment Recruitment Process Methods of Recruitment

16-21

Selection

5 6

Selection Process

22-25 26 26-32 33 33-44 45-47 48 49 -56 57-60 61

Recruitment and Selection in Government bank Union Bank Of India

Recruitment and Selection in Indian Private Banks HDFC Bank Axis Bank

Recruitment and Selection in Foreign Banks Standard Chartered HSBC Bank

9 10

Comparison between union banks and other banks Recommendations

62
Conclusion Annexure

11 12 13
Bibiliography

63 64 65

1. Introduction
The world of banking has assumed a new dimension at dawn of the 21st century with the advent of tech banking, thereby lending the industry a stamp of universality. In general, banking may be classified as retail and corporate banking. Retail banking, which is designed to meet the requirement of individual customers and encourage their savings, includes payment of utility bills, consumer loans, credit cards, checking account and the like. Corporate banking, on the other hand, caters to the need of corporate customers like bills discounting, opening letters of credit, managing cash, etc. Metamorphic changes took place in the Indian financial system during the eighties and nineties consequent upon deregulation and liberalization of economic policies of the government. India began shaping up its economy and earmarked ambitious plan for economic growth. Consequently, a sea change in money and capital markets took place. Application of marketing concept in the banking sector was introduced to enhance the customer satisfaction the policy of privatization of banking services aims at encouraging the competition in banking sector and introduction of financial services. Consequently, services such as Demat, Internet banking, Portfolio Management, Venture capital, etc, came into existence to cater to the needs of public. An important agenda for every banker today is greater operational efficiency and customer satisfaction. The mew watchword for the bank is pretty ambitious: customer delight. The introduction to the marketing concept to banking sectors can be traced back to American Banking Association Conference of 1958. Banks marketing can be defined as the part of management activity, which seems to direct the flow of banking services profitability to the customers. The marketing concept basically requires that there should be thorough understanding of customer need and to learn about market it operates in. Further the market is segmented so as to understand the requirement of the customer at a profit to the banks DEFINATION OF BANK:

According to Whitehead
A Bank is defined as an institution which collects surplus funds from the public, safeguards them, and makes them available to the true owner when required and also lends sums be their true owners to those who are in need of funds and can provide security.

Banking Company in India has been defined in the Banking Companies act 1949,
6

One which transacts the business of banking which means the accepting, for the purpose of lending or investment of the deposits of money from the public, repayable on demand, or otherwise and withdraw able be cheque, draft, order or otherwise.

The Oxford dictionary defines the Bank as,

An establishment for the custody of money, which it pays out, on a customers order.

Banks :
The banking system is an integral subsystem of the financial system. It represents an important channel of collecting small savings form the households and lending it to the corporate sector. The Indian banking system has Reserve Bank of India (RBI) as the apex body for all matters relating to the banking system. It is the central Bank of India. It is also known as the Banker To All Other Banks.

EVOLUTION OF INDIAN BANKING

Ancient banking system of India constituted of indigenous bankers. They have been carrying on their age-old banking operations in different parts of the country under different names. The modern age of banking constitutes the fundamental basis of economic growth. The term Bank is being used since long time but there is no clear conception regarding its beginning. According to the viewpoint, in good old days. Italian money leaders were known asBanchi because they kept a special type of table to transact their business.

IMPORTANCE OF BANKS

Today banks have become a part of Union Bank's life. There was a time when dwellers of the city alone could enjoy their services. Now banks offer access to even a common man and their activities extend to areas hitherto untouched. Banks cater to the needs of agriculturalists, industrialists, traders and to all the other sections of the society. In modern age, the banking constitutes the fundamental basis of economic growth. Thus, they accelerate the economic growth of a country and steer the wheels of the economy towards its goals of self reliance in all fields. It naturally arouses

Union Bank's interest in knowing more about the Bank and the various men and the activities connected with it .

Objective of the study

To understand , critically analyse and compare the recruitment process between Union banks and other banks To know the prospect of recruitment and selection in banking Industry To Critically analyse the recruitment functioning and procedure in the form of these banks To Make Manangerial Satisfaction at Recruitment Levels To get the knowledge and insights of Recruitment and Selection in all the banks To Understand the Recruitment Process that the banks Undertake in their organisation To understand the Recruitment of right candidate at right place and right time in the organisation

Scope of the Study :

1. To structure the Recruitment process of company for different categories of employees. 2. To analyse the recruitment process of the organization. 3. To compare the Recruitment process of Union Bank with other Banks 4. To provide a systematic recruitment process. 5. It extends to the whole Organization. It covers corporate office, sites and works appointments all over India. 6. It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and Senior Management cadres.

VISION:

CORPORATE MISSION

A logical extension of the Vision Statement is the Mission of the Bank,which is to gain market recognition in the chosen areas. To build a sizeable market share in each of the chosen areas of business through effective strategies in terms of pricing, product packaging and promoting the product in the market. To facilitate a process of restructuring of branches to support a greater efficiency in the retail banking field. To sustain the mission objective through harnessing technology driven banking and delivery channels. To promote confidence and commitment among the staff members, to address the expectations of the customers efficiently and handle technology banking with ease 9

 COMPANY PROFILE :
Union Bank of India (UBI) (BSE: 532477) is one of India's largest state-owned banks (the government owns 55.43% of its share capital), is listed on the Forbes 2000. It has assets of USD 13.45 billion and all the bank's branches have been networked with its 1135 ATMs. Its online Telebanking facility is available to all its Core Banking Customers - individual as well as corporate. It has representative offices in Abu Dhabi, United Arab Emirates, and Shanghai, Peoples Republic of China, and a branch in Hong Kong. Since its inauguration by Mahatma Gandhi in 1919, the Union Bank of India has grown to become one of the countrys largest public sector financial institutions. With annual revenue of more than INR 6,000 crore (approximately US$1.3 billion), the bank is more than fulfilling Gandhis directive that India should have the ability To carry on a big bank, to manage efficiently crores of rupees in the course of our National activities. The Union Bank of India now operates more than 2,000 branches across India, administered by approximately 80 offices, including 43 regional offices. To be the first choice for customers by building beneficial and lasting relationships with customers through continuous improvement, and in recent years the pursuit of this vision has seen it embrace state-of-the-art banking technology, including online banking and payment gateway solutions. As a result, the bank has earned a reputation for being technology-savvy and customer service-focused The dawn of twentieth century witnesses the birth of a banking enterprise par excellence- UNION BANK OF INDIA- that was flagged off by none other than the Father of the Nation, Mahatama Gandhi. Since that the golden moment, Union Bank of India has this far unflinchingly traveled the arduous road to sucessful banking........ a journey that spans 88 years. We at Union Bank of India, reiterate the objectiv of our inception to the profound thoughts of the great Mahatama... "We should have the ability to carry on a big bank, to manage efficiently crores of rupees in the course of our national activities. Though we have not many banks amongs us, it does not follow that we are not capable of efficiently managing crores and tens of crores of rupees." Union Bank of India is firmly committed to consolidating and maintaining its identity as a leading, innovative commercial Bank, with a proactive approach to the changing needs of the society. This has resulted in a wide gamut of products and services, made available to its valuable clientele in catering to the smallest of their needs. Today, with its efficient, value-added services, sustained growth, consistent profitability and development of new technologies, Union Bank has ensured complete customer delight, living up to its image of, GOOD PEOPLE TO BANK WITH. Anticipative banking- the ability to gauge the customer's needs well ahead of real10

time - forms the vital ingredient in value-based services to effectively reduce the gap between expectations and deliverables. The key to the success of any organisation lie with its people. No wonder, Union Bank's unique family of about 26,000 qualified / skilled employees is and ever will be dedicated and delighted to serve the discerning customer with professionalism and wholeheartedness. Union Bank is a Public Sector Unit with 55.43% Share Capital held by the Government of India. The Bank came out with its Initial Public Offer (IPO) in August 20, 2002 and Follow on Public Offer in February 2006. Presently 44.57 % of Share Capital is presently held by Institutions, Individuals and Others. Over the years, the Bank has earned the reputation of being a techno-savvy and is a front runner among public sector banks in modern-day banking trends. It is one of the pioneer public sector banks, which launched Core Banking Solution in 2002. Under this solution umbrella, All Branches of the Bank have been 1135 networked ATMs, with online Tele-banking facility made available to all its Core Banking Customers individual as well as corporate. In addition to this, the versatile Internet Banking provides extensive information pertaining to accounts and facets of banking. Regular banking services apart, the customer can also avail of a variety of other value-added services like Cash Management Service, Insurance, Mutual Funds and De-mat. The Bank will ever strive in its endeavour to provide services to its customer and enhance its businesses thereby fulfilling its vision of becoming THE BANK OF FIRST CHOICE IN OUR CHOSEN AREA BY BUILDING BENEFICIAL AND LASTING RELATIONSHIP WITH CUSTOMERS THROUGH A PROCESS OF CONTINUOUS IMPROVEMENT. The success of any organization depends upon the structure of business control and capacity to take best suited frame to develop a motivation to achieve the goals. We can see that it is a listed company and have well managed human planning. Now we can focus over the flow of control within the organization. It has a lean three-tier structure. The delegated powers have been enhanced. The decentralised power structure has accelerated decision making process and there by Bank quickly responds to changing needs of the customers and has also been able to adjust with the changing environment. Bank has five General Manager Offices at Ahmedabad, Lucknow, Delhi, Mumbai, Calcutta and Chennai which function as an extended arm of corporate office. It also has two Zonal Offices at Bhopal and Pune. Tier 3 comprises of 43 Regional Offices at various geographical centre of the country. Chairman & MD Executive Director Joint Executive Director General Manager

11

CA Directore Divisional GM Workman Director Assistant GM Shareholder Director Chief Manager Branch Manager Officers Clerk Sub Staffs

ORGANISATIONAL STRUCTURE
List Of Regional OfficesBank has a lean three-tier structure. The delegated powers have been enhanced. The decentralised power structure has accelerated decision making process and thereby Bank quickly responds to changing needs of the customers and has also been able to adjust with the changing environment. Bank has nine General Manager Offices at Ahmedabad, Pune, Lucknow, Delhi, Banglore, Bhopal, Mumbai, Calcutta and Chennai which function as an extended arm of corporate office. It also has two Zonal Offices at Bhopal and Pune. Tier 3 comprises of 54 Regional Offices at various geographical center of the country

12

2. RESEARCH METHODOLOGY
The Research Methodology used in this project are as under .

Exploratory Research: Under this project apart from direct observation and
personal interviewing most of them are relied on secondary research ..Thus this is a type of research conducted in Union Bank ..Under this project a qualitative approach is taken into consideration instead of Quantitative Approach Since in this project there is no relation to cause and effect relationship as well as description or statistical analysis of data so these 2 methods can be ruled out. In exploratory Research carried in Union bank was regarding the recruitment process carried with effect to the comparison with other Indian private and foreign banks in India

The Method used in collection of Data was been estimated in the form of

Direct Observation :
In Union bank the research was being carried out by Direct Observation Method by observing the employees regarding the process and the work required to be carried out in Recruitment process in this bank

Personal Interviewing

In Union Bank in order to be aware of the recruitment process in Union Bank , personal interviewing took place . Employees were interviewed in order to know the recruitment process carried out for recruiting probationary officers , clerks and substaffs .

13

3. LITERATURE REVIEW

14

4.

RECRUITMENT AND SELECTION

A. Recruitment

According to Edwin B. Flippo, Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are: A 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 a pool of applications from which new employees are It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. RECRUITMENT NEEDS ARE OF THREE TYPES PLANNED i.e. the needs arising from changes in organization and retirement policy. ANTICIPATED Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment. UNEXPECTED Resignation, deaths, accidents, illness give rise to unexpected needs.

15

Objectives of recruitment:
To attract people with multi-dimensional skills and experiences that suit the present and future organizational strategies To induct outsiders with a new perspective to lead the company To infuse fresh blood at all level of the organization To develop an organizational culture that attract competent people to the company To search or head hunt/head pouch people whose skill fit the companies values To devise methodologies for assessing psychological trait To seek out non-conventional development ground of talent To search for talent globally and not just with the company To design entry pay that competes on quality but not on quantum To anticipate and find people for position that do not exist yet

Companies Pay package Quality of work-life OrganizationeRecruitment

Process :

Manpower planning:
Manpower Planning which is also called as Human Resource Planning consists of putting right number of people, right kind of people at the right place, right time, doing the right things for which they are suited for the achievement of goals of the organization. Human Resource Planning has got an important place in the arena of industrialization. Human Resource Planning has to be a systems approach and is carried out in a set procedure. The procedure is as follows: _ Analyzing the current manpower inventory _ Making future manpower forecasts _ Developing employment programs

16

_ Design training programs

Analyzing the current manpower inventory:

Before a manager makes forecast of future manpower, the current manpower status has to be analyzed. For this the following things have to be noted1. Type of organization 2. Number of departments 3. Number and quantity of such departments 4. Employees in these work units Once these factors are registered by a manager, he goes for the future forecasting.

Making future manpower forecasts:

Once the factors affecting the future manpower forecasts are known, planning can be done for the future manpower requirements in several work units. The Manpower forecasting techniques commonly employed by the organizations are as follows: i. Expert Forecasts: This includes informal decisions, formal expert surveys and Delphi technique. ii. Trend Analysis: Manpower needs can be projected through extrapolation (projecting past trends), indexation (using base year as basis), and statistical analysis (central tendency measure). iii. Work Load Analysis: It is dependent upon the nature of work load in a department, in a branch or in a division. iv. Work Force Analysis: Whenever production and time period has to be analyzed, due allowances have to be made for getting net manpower requirements. v. Other methods: Several Mathematical models, with the aid of computers are used to forecast manpower needs, like budget and planning analysis, regression, and new venture analysis.

Developing employment programsOnce the current inventory is compared with future forecasts, the employment programs can be framed and developed accordingly, which will include recruitment, selection procedures and placement plans.

17

 Design training programsThese will be based upon extent of diversification, expansion plans, development programs, etc. Training programs depend upon the extent of improvement intechnology and advancement to take place. It is also done to improve upon the skills,capabilities, knowledge of the workers.

Recruitment methods:
The two methods of recruitment are as follows:

Internal Recruitment :
It is a recruitment which takes place within the concern or organization. Internal sources of recruitment are readily available to an organization. Internal sources are primarily three Transfers, promotions and Re-employment of ex-employees. Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also. Internal recruitment may lead to increase in employees productivity as their motivation level increases. It also saves time, money and efforts. But a drawback of internal recruitment is that it refrains the organization from new blood. Also, not all the manpower requirements can be met through internal recruitment. Hiring from outside has to be done. Internal sources are primarily three types a. Transfers b. Promotions (through Internal Job Postings) and c. Re-employment of ex-employees - Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also.

External Recruitment:
External sources of recruitment have to be solicited from outside the organization. External sources are external to a concern. But it involves lot of time and money .The external sources of recruitment include 18

 Employment at factory gate, advertisements, employment exchanges, employment agencies,educational institutes, labour contractors, recommendations etc.

a) Employment at Factory Level:

This a source of external recruitment in which the applications for vacancies are presented on bulletin boards outside the Factory or at the Gate. This kind of recruitment is applicable generally, where factory workers are to be appointed. There are people who keep on soliciting jobs from one place to another. These applicants are called as unsolicited applicants. These types of workers apply on their own for their Job. For this kind of recruitment workers have a tendency to shift from one factory to another and therefore they are called as badli workers.

b) Advertisement:
It is an external source which has got an important place in recruitment procedure. The biggest advantage of advertisement is that it covers a wide area of market and scattered applicants can get information from advertisements. Medium used is Newspapers and Television.

c) Employment Exchanges:
There are certain Employment exchanges which are run by government. Most of the government undertakings and concerns employ people through such exchanges. Nowa-days recruitment in government agencies has become compulsory through employment exchange.

d) Employment Agencies:
There are certain professional organizations which look towards recruitment and employment of people, i.e. these private agencies run by private individuals supply required manpower to needy concerns.

e) Educational Institutions:
There are certain professional Institutions which serve as an external source for recruiting fresh graduates from these institutes. This kind of recruitment done through such educational institutions is called as Campus Recruitment. They have special recruitment cells which help in providing jobs to fresh candidates.

f) Recommendations:
There are certain people who have experience in a particular area. They enjoy goodwill and a stand in the company. There are certain vacancies which are filled by recommendations of such people. The biggest drawback of this source is that the company has to rely totally on such people which can later on prove to be inefficient. 19

g) Labour Contractors:
These are the specialist people who supply manpower to the Factory or Manufacturing plants. Through these contractors, workers are appointed on contract basis, i.e. for a particular time period. Under conditions when these contractors leave the organization, such people who are appointed have to also leave the concern.

20

Selection:
Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested. But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job.

The Employee selection Process takes place in following order1) Preliminary Interviews It is used to eliminate those candidates who do not meet the minimum eligiblity criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are less formalized and planned than the final interviews. The candidates are given a brief up about the company and the job profile; and it is also examined how much the candidate knows about the company. Preliminary interviews are also called screening interviews. 2) Application blanks The candidates who clear the preliminary interview are required to fill application blank. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc. 3) Written Tests Various written tests conducted during selection procedure are aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. They should not be biased. 4) Employment Interviews It is a one to one interaction between the interviewer and the potential candidate. It is 21

used to find whether the candidate is best suited for the required job or not. But such interviews consume time and money both. Moreover the competencies of the candidate cannot be judged. Such interviews may be biased at times. Such interviews should be conducted properly. No distractions should be there in room. There should be an honest communication between candidate and interviewer. 5) Medical examination Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee absenteeism.

Psychometric test:

Choosing a psychometric tool among the above, and the above tools are explained below MBTI An internationally recognized psychometric tool specifically helpful for individuals and teams needing to adapt quickly to new and changing environments, It gives knowledge on individual personality preferences, which when applied to a team context shows diversity and performance potential for teams. Ideal for individuals and teams in transition, new teams in a tough climate, building trust, self-awareness and cultural awareness TMSDI

The Team Management Profile is based on a 60-item questionnaire and provides you with information about your work preferences. It is a starting point for consideration and discussion of how you approach your work and your interactions with others in the work place. SDI

The Strength Deployment Inventory (SDI) helps identify personal strengths in relating to others and under two conditions: 1. When everything is going well. 2. When individuals are faced with conflict. It also suggests ways that one can deploy personal strengths to greatest effect and improve relationships with others. SDI will also indicate changes in motivation and related behaviours when faced with conflict and opposition, giving conflict sequences. This information is ideal for conflict awareness, prevention and management. FIRO B

A powerful psychometric tool specifically helpful for teams focusing on their interpersonal behavior, it builds trust and openness in a team and supports a team 22

through different stages of growth. Ideal for communication, trust, self-awareness, conflict and change 6)

Reference check:

After compensation of the final interview and medical examination, the human resource department will engage in checking reference. Candidates are required to give the name of reference in their application form. That reference may be from the individual who are familiar with the candidates academic achievement or from the applicants previous employer, who is well versed with the applicants job performance, and something from co-workers. Referral checks are taken as a matter of routine and treated casually or omitted entirely in many organizations. But good referral check will fetch useful and reliable information to the organizations. 7)

Placement:

When once the candidate reports for duty, the organization has to place him initially in that job for which he is selected. Immediately the candidate will be trained in various aspects related to job, Placement is a process of assigning a specific job to each of the selected candidates. It involves assigning a specific rank and responsibility to an individual. It implies matching the requirements of a job with the qualifications of the candidate. The significances of placement are as follows: * It improves employee morale. * It helps in reducing employee turnover. * It helps in reducing absenteeism. * It helps in reducing accident rates. * It avoids misfit between the candidate and the job. * It helps the candidate to work as per the predetermined objectives of the organization.

8) Induction:
Introducing the new employee who is designated in a job, job location, surrounding, organization, organizational surrounding, introducing him to his relevant group is the final process in recruitment. Induction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work. The significances of Induction are as follows: -.

23

* To give new comer necessary information such as location of a caf, rest period etc. * To build new employee confidence in the organization. * It helps in reducing labor turnover and absenteeism. * It reduces confusion and develops healthy relations in the organization. * To develop among the new comer a sense of belonging and loyalty to the organization. A formal induction programme should provide following information: * Brief history and operations of the company. * The companys organization structure. * Policies and procedure of the company. * Products and services of the company. * Location of department and employee facilities . * Safety measures. * Grievances procedures. * Benefits and services of employee. * Standing orders and disciplinary procedures. * Opportunities for training, promotions, transfer etc. * Suggestion schemes. * Rules and regulations.

24

Recruitment and Selection

Government Banks
Banking in India originated in the last decades of the 18th century. The first banks were The General Bank of India, which started in 1786, and Bank of Hindustan, which started in 1790; both are now defunct. The oldest bank in existence in India is the State Bank of India, which originated in the Bank of Calcutta in June 1806, which almost immediately became the Bank of Bengal. This was one of the three presidency banks, the other two being the Bank of Bombay and the Bank of Madras, all three of which were established under charters from the British East India Company. For many years the Presidency banks acted as quasi-central banks, as did their successors. The three banks merged in 1921 to form the Imperial Bank of India, which, upon India's independence, became the State Bank of India.

Union Bank of India

Selection and Recruitment

With so many employees, staff administration from the central office posed numerous challenges, said Laxman Rao Koka, deputy general manager, Human Resource Management Department, Union Bank of India. Whenever we needed to manage any large-scale processes such as shifting of staff or promotions, The recruitment is done on the basis of forecasting of HR department. the need is decided on the basis of planning of expansion of branches and value added services introduced by the banks. The whole process is done by HR department by own and higher authority controls the official & Clark but the low end staff are recruited by regional level in part time or full time basis.

Internal recruitment

25

The permutation based recruitment is done by the internal management for fulfillment of vacancy due to retirement and new branches. The promotional exams are taken for all levels in management and subordinates. The performance in working and application based knowledge is asked in interviews while the written exam is also taken for minimum qualification. The term performance appraisal is taken for this. One more feature is that the promotion is also given on the basis of seniority. While the candidates are sending other zonal according staff needs.

External recruitment
When the required nos. are not fulfilled by internal recruitment bank makes process for external recruitment. The bank belongs to PSU so that it has to follow the guideline of Govt. For the purpose. The bank has to make a public advertisement and disclose all facts, term & conditions. The selection is made on the basis of the candidates performance Candidates passing in both the Written Test and the Personal Interview be finally ranked in a descending order on the basis of the aggregate marks obtained in the Written Test & Personal Interview under the respective GEN / SC / ST / OBC Category. For the purpose they does not take any service of management consultant, management institute, recommendation, deputation personal. The selection process like (a) Job Analysis (b) Initial screaming (c) Application Bank (d) Test (e) Interview (f) Refrence Check (g) Medical Final (h) Job Offers all are done by bank alone. The lower end staffs can be directly taken by nodal office. I

Wages and salary

The money motivation is the biggest factor that comes under the basic for job. The wages & salary are decided by banking authority generally. We find that wages are given to daily based staffs. It is given to lower end staffs. The salary is decided by authority, but the value added is the main features of the organization. The French benefit and added services as maintenance as well as allowance are also given. To find the salary & extras Office wear allowance Medical:- 75% of total expense to family ,100% to employee Yearly Rs, 1000 check-up allowance Fuel: 2 wheeler- 15 liter of petrol

4 wheeler 25 litre of petrol HRA allowance: - 50% of basic pay max . Depends upon class of town

26

Children education: - as per income tax limit up to 2 children DR allowance: - accordance to real expense The organization also offers its employees a trip within India in every 4 year. While Executives have options for world tour also. The salary depends upon these factors. Rank within organization Scale in management level Nature of job Working condition Years of working Retirement option chosen

RECRUITMENT AND SELECTION IN UNION BANK

The bank recruits its employees according to govt rules and regulations since it is a nationalised bank. There is a standard procedure where an individual is subjected to written tests, personal interviews for clerks and officers and just personal interviews for sub-staffs

FOR CLERKS
SELECTION METHODOLOGY: (1) All applicants will be administered a Written Test, without verification of their age or qualification, or category or any other eligibility criteria with relevance to documents, and will be on purely provisionally basis, on the strength of the information provided by them in the On-Line Application. The candidates must, therefore, ensure that they fulfill all the eligibility criteria, has in his / her possession the requisite documents and certificates specified by the Bank, and that the particulars furnished in the On-Line Application are true and correct in all respects. Mere admission to the Written Test and / or Passing the Test and being invited by the Bank for the Personal Interview shall not imply that the Bank has been satisfied beyond doubt about the candidates eligibility. Candidates who do not satisfy the eligibility criteria and who do not produce the photocopies as well as the originals of all the documents required to be submitted and as advised in this notification as well as the Interview Call Letter, for any reason whatsoever, will not be permitted to participate in the Personal Interview even though they may have passed the written examination and have been called for the personal interview. (2) The short-listing of the candidates for Personal Interview will be made on the basis of the candidates performance in a Written Test spelt out in Para 8 of this Notification. (3) The candidate shall be required to qualify in each Objective Test spelt out in Para 27

8(I)(A) of this Notification, as per cut-off marks determined on the basis of Performance in each test, subject to a minimum 40% marks (35% marks for Reserved Category) in the aggregate of 200 marks. They shall also be required to obtain the minimum passing marks of 50% (45% for SC / ST / OBC / PWD Category) in the Objective Test on Computer Knowledge spelt out in Para 8(I)(B). Wrong answers given in the Objective Test will attract Penalty by way of Negative Marks. Mere eligibility / pass in the Written Test shall not vest any right in a candidate for being called for Personal Interview. (4) While the status of the Test of English Language will be only for qualifying and the marks would not be included in the aggregate marks for the purpose of Merit Ranking, the candidate has to necessarily pass the Test scoring the minimum passing marks or else he / she will be deemed to have failed and not qualified for the further selection process. (5) In the case of Objective Tests on Computer Knowledge, of 30 Minutes duration carrying 50 marks each, spelt out in Para 8(I)(B), the minimum qualifying marks will be 50% (45% for Reserved Category of SC / ST / OBC / PWD). The marks obtained in the Objective Tests will be added to the Interview Marks, and any other Test or Group Discussion, if held, for Merit Ranking. (6) Depending on the number of vacancies, only those candidates who have secured the minimum qualifying marks stipulated for Written Test and rank sufficiently high in the order of merit based on the total marks scored in the Written Test shall be called for a Personal Interview in the ratio of 1:3 for General / Unreserved Candidates and 1:5 in case of candidates belonging to the Reserved Categories. The Bank, however, reserves its right to call for the Interview candidates otherwise than in the above ratio at its sole discretion. (7) Candidates passing the Written Test and the Personal Interview will be ranked in a descending order on the basis of the aggregate marks obtained in the Written Test, Group Discussion (where conducted) & Personal Interview under the respective SC / ST / OBC / GEN Category. (8) Subject to the vacancies available under the respective Category, only those candidates who pass both the Written Test as well as the Personal Interview will be short-listed for selection in the order of the Merit Rank obtained by them under the respective Category. (9) In case it is detected at any stage that the candidate does not satisfy with the conditions stipulated or does not fulfill any of the eligibility criteria, and / or he / she has furnished any incorrect information and / or has suppressed any material information / fact(s) his / her candidature will stand cancelled. If any of these shortcomings are detected even after appointment, his / her services will be summarily terminated.

28

(10) Appointment of the short-listed / selected candidate is subject to his / her being declared medically fit as per the requirement of the Bank. Such appointment and confirmation in the services of the Bank will also be subject to receiving satisfactory references from respectable referees, police verification of antecedents, caste / class verification, execution of service bond and other compliances. 8 (I). WRITTEN EXAMINATION / TEST: (A) Objective Test 200 Questions 200 Marks (Duration: Composite 95 Minutes) Sr.No. 1. 2. 3. 4. Composite 95 Minutes Duration Name of the Test Paper No. of Questions & Marks Test of Reasoning 50 questions carrying 75 marks. Test of Numerical Ability 50 questions carrying 75 marks. Test of General Awareness 50 questions carrying 50 marks. Test of English **50 questions carrying Language** 50 marks. 200 questions carrying 200 marks.

The candidate shall be required to qualify in each Objective Test as per cut-off mark determined on the basis of Performance in each test, subject to a minimum of 40% (35% for Reserved Category) in the aggregate of 200 marks of the Objective Test. Candidates failing to obtain the minimum qualifying marks will not be declared to have cleared the Objective Test. **The Test of English Language is for qualifying purpose only. Hence, though the candidate has also to pass in the Test of English Language, the marks obtained in the Test will not be reckoned in the aggregate of 200 marks of the written examination, for the purpose of Merit Ranking. (B) Objective Test on Computer Knowledge One paper 50 Marks (Duration: 30 Minutes) In addition to the Objective Test assessing aptitude, there will be one more Objective Test on Computer Knowledge comprising 50 Marks, consisting of compulsory questions to assess the computer knowledge of the candidate. The minimum passing marks will be 50% (45% for Reserved Category). The Marks scored by the candidate will rank for Merit Ranking. THERE WILL BE PENALTY FOR WRONG ANSWERS MARKED IN THE OBJECTIVE TEST WHICH WILL RESULT IN NEGATIVE MARKS FOR 29

EVERY WRONG ANSWER @ ONE-FOURTH OR 0.25 OF THE MARKS ASSIGNED TO THAT QUESTION. If the total of the penalty for a test is in fraction, the marks obtained will be rounded off to the nearest integer. (C) Use of a Scribe / Paper Writer: A SCRIBE / WRITER may be used to write the written test / examination, on behalf of PWD, i.e., Visually Impaired (VI) candidate [Blind] & Orthopaedically Challenged (OC) candidate [whose writing speed is affected by Cerebral Palsy]. A Candidate using a Scribe is required to indicate the same appropriately in the Application Form. In all such cases where a Scribe is used, the following rules will apply: 1. The candidate will have to arrange his/her own Scribe at his/her own cost. 2. The Scribe, where s/he assists in writing, should be from an academic stream different from that of the candidate, in case of Graduate Candidates any academic stream. 3. The academic qualification of the Scribe should be one grade lower than the eligibility criteria stipulated for the post, i.e., where the eligibility criteria stipulated is Graduation, the scribes qualification should not be more than HSC / XIth / PUC and should possess marks less than the candidate and not more than 60% in his own academic stream. 4. Both the candidate as well as the Scribe will have to give a suitable undertaking confirming that the Scribe fulfils all the above stipulated eligibility criteria. In case it later transpires that the scribe did not fulfill any of the laid down eligibility criteria or had suppressed material facts, the candidature of the applicant will stand cancelled, irrespective of the result of the written examination. 5. Candidates who use a Scribe will be eligible for extra time @ 20 minutes for every one hour of the examination. (II) : PERSONAL INTERVIEW. A Personal Interview of 50 marks shall be conducted to assess the candidates academic record, power of expression, clarity of thought, qualities of leadership, extra curricular activities, hobbies, general demeanour, behaviour, communication skills, etc. The minimum qualifying marks for the Personal Interview would be 50% marks (45% marks for Reserved Category Candidates).

Union Bank of India Recruitment 2011 www.unionbankofindia.co.in: Union Bank of India is one of the leading public sector bank in India. The majority of the banks operations are in India. With its wide range of products and services, the bank caters to individual, corporate and non-resident Indian (NRI) customers.

30

Union Bank of India has 26000 qualified/ skilled employees and more than 2200 branches, 1135 ATMs are providing services to customers and the bank is also a member of the Cash Tree ATM network services. With this facility, Union Bank of India customers can make transactions from ATM machines of partner banks without any processing charges. Some partnering banks include Bank of India, Dena Bank, Syndicate Bank, Indian Bank and Yes Bank.In the year 1975 Govt of India Nationalized the Union Bank of India. Generally Union Bank of India recruits eligible candidates for the recruitment of Clerk, Probationary Officers (PO) and Management Trainee vacancies, advisors, Specialist Officers, Managers IT Professionals, Sports Persons, Faculty positions consistently. In the year 2010 Union Bank of India recruits 1640 Clerks, 1165 Probationary Officers (PO) and 757 Specialist Officer Vacancies. In 2009 also the Bank recruited the Clerks. In the future several Recruitment notifications may be coming from Union Bank of India Recruitment 2011 for the recruitment of above posts. Good news from Banking sector, who preparing for bank exams. As per Central Finance department in coming next three years 85000 vacancies are going to be filled by public sector banks in India. Out Of 85000 vacancies, Officer posts 34000, and clerk vacancies 51000 are ready to advertised by Indian Government Banks. This news was prepared by Central Finance department for the Economics editors conference. Union Bank staff is been categorised into 3 parts Sub-Staff:

Sub Staff is been interviewed in different location in the head office south of Union Bank . This includes lower category people like peon , sweepers etc . They do not have to go through written exams and are appointed directly . Officers

Officers are recruited and interviewed in the head office North and they are appointed either from outside or has to wrok in Union bank as a clerk and then are graded at higher levels . In Union bank and other Govt Entities , the employees are been graded on the basis of Experience and rarely on merit.

31

PRIVATE BANKS
Private banks are banks that are not incorporated. A private bank is owned by either an individual or a general partner(s) with limited partner(s). In any such case, the creditors can look to both the "entirety of the bank's assets" as well as the entirety of the sole-proprietor's/general-partners' assets. "Private banks" and "private banking" can also refer to non-government owned banks in general, in contrast to government-owned (or nationalized) banks, which were prevalent in communist, socialist and some social democratic states in the 20th century. Private banks as a form of organization should also not be confused with "Private Banks" that offer financial services to high net worth individuals and others

HDFC BANK : RECRUITMENT PROCESS AT HDFC BANK LTD.

HDFC Bank is a young and dynamic bank, with a youthful and enthusiastic team determined to accomplish the vision of becoming a world-class Indian bank. Our business philosophy is based on four core values - Customer Focus, Operational Excellence, Product Leadership and People. We believe that the ultimate identity and success of our bank will reside in the exceptional quality of our people and their extraordinary efforts. For this reason, we are committed to hiring, developing, motivating and retaining the best people in the industry.

Mission and Business Strategy:

32

Our mission is to be "a World Class Indian Bank", benchmarking ourselves against international standards and best practices in terms of product offerings, technology, service levels, risk management and audit & compliance. The objective is to build sound customer franchises across distinct businesses so as to be a preferred provider of banking services for target retail and wholesale customer segments, and to achieve a healthy growth in profitability, consistent with the Bank's risk appetite. We are committed to do this while ensuring the highest levels of ethical standards, professional integrity, corporate governance and regulatory compliance. Our business strategy emphasizes the following: Increase our market share in Indias expanding banking and financial services industry by following a disciplined growth strategy focusing on quality and not on quantity and delivering high quality customer service. Leverage our technology platform and open scalable systems to deliver more products to more customers and to control operating costs. Maintain our current high standards for asset quality through disciplined credit risk management. Develop innovative products and services that attract our targeted customers and address inefficiencies in the Indian financial sector. Continue to develop products and services that reduce our cost of funds. Focus on high earnings growth with low volatility.

Functions:

1. Retail assets Credit cards Retail assets Retail credit 2. Retail liabilities Direct banking Direct sales liabilities Foreign exchange services

33

 Liabilities product group Marketing Retail branch banking 3. Support function Custody and depository services Finance Human resources Operations 4. Wholesale banking Corporate banking Credit and market risk Customer service desk Emerging corporate group Emerging enterprise group Equities and private banking FIG Health care finance Investment banking NRI businesses Stock exchange and correspondent banking

RECRUITMENT & SELECTION PROCESS

INTRODUCTION

34

Recruiting and selecting the right people is paramount to the success of the HDFC BANK LTD. and its ability to retain a workforce of the highest quality. This recruitment and selection policy sets out the procedure to ensure that the best people are recruited on merit and that are the recruitment process is free from bias and discrimination . PRINCIPLES: Following are the guiding principles for recruitment and on-boarding process. Attracting and recruiting the right people is one of the most important activities of the organization and is the responsibility to be owned by each and every employee of the organization. Merit will be the single most important factor in selection process . They will ensure a diversity, both gender and ethnicity by targeted candidate sourcing with the help of recruitment vendors and the referral program. While skills and profile matching play an important role, they will hire people who are team players and have the right attitude most relevant to the culture of the organization. Attitude is as important as aptitude . They believe in becoming a company of giants and emphasis is in hiring people who can grow bigger and better than they presently are. They believe in providing their employee with fulfilling career paths. Towards this, they will post vacancies internally as a preferred option while evaluating external candidates. They believe that each candidate interviewed irrespective of whether she/he is selected should become a friend of the organization. They treat all the candidates with the utmost respect. They will be open and fair in communication with them; this way they also enhance the brand image of the organization. They will continuously assess, identify and cultivate strategic talent pools including those at the universities, management schools, and community forums to address their long term needs.

HIRING APPROVAL
All recruitment activities shall be undertaken based on the hiring plan as approved by the Business Head, HR Head & the CEO. For each approved position, a hiring requisition will be required prior to initiation of any recruitment activity. If the hiring was not included in the planned budget, it will also require approval from the CEO based on a recommendation from the Head HR and the CFO.

35

 Recruitment expense will be allocated to the concerned business unit, and expenditure should be budgeted and pre-approved by the business unit head and the HR Head.

CANDIDATE SOURCING:
The hiring manager along with the Human Resource Department would decide the channel / source to use based on the nature of the recruitment. The following sources of recruitment may be considered: Internal Sources: - Whenever any vacancy arises, the possibility of fulfilling the requirement internally via reassignment and relocation, re-allocation of the responsibilities or internal promotion will be explored by the hiring function along with the HR Department. - Internal job postings to explore internal candidates . Employee Referrals HDFC will encourage employees to refer suitable candidates for open positions. Other external sources include: - Recruitment agencies - External job postings - College / campus requirement - Requirement advertisements

APPLICATION PROCESSING
HDFC will process all applications promptly and inform the applicant or source regarding the status of the application. HDFC will respond to all solicited applications within 5 working days of receiving the application.

INTERVIEW PROCESS
All candidates are required to undergo a face to face interview with the interview panel before selection. Interviews may be conducted at a place at mutually convenient locations and time in an effort to maintain confidentiality of the hiring effort. One on one meeting shall be preferred as the interview format, however depending on the constraints panel interviews / telephone / video conference screening could be used. For recruitment at junior levels, job fairs, universities etc, where large volume of 36

candidates, HDFC will use recruitment tests for purpose of short listing. The candidate may be tested on the basic aptitude, analytical skills or other skills required for the job of the candidates. The interview process will focus on the evaluating the candidates suitability in terms of the job description and fit within the organization. Each interviewer will complete the interview feedback form and submit it to HR. HR will compile the results from a various interviews and provide these to the line manager for the final decision. The following are the guidelines wit respect to the interview levels. The line manager will own the overall interview process: Position, Level Equipment Hiring Decision by Interview by Salary Fitment Offer Letter Signed by Direct Report CEO Head CEO/ HR Head, Management Team (for relevant functions) Approval - CEO Proposal HR Head CEO State Head/ Regional Function Heads, Cluster Heads Regional Branch Heads, National functional Heads Regional Branch Head / National Functional Head, Regional HR Approval CEO Proposal HR Head HR Head Branch Manager / National Functional Managers Regional Branch Heads, National functional Heads Regional Branch Head / National Functional Head, Regional HR, Cluster / State Head Approval HR Head Proposal C & B Manager HR Head Senior Relationship Manager Regional Branch Head/ Branch Manager Regional Branch Head/ Branch Manager, Regional HR Approval HR Head Proposal C & B Manager Staffing Leader Junior Relationship Manager Branch Manager Branch Manager, Cluster Head Approval C&B Manager Proposal Regional HR Mgr. Regional HR Manager For campus / bulk hiring process, each panel will be specifically authorized with respect to hiring decision, pay by the HR Head & CEO prior to the process.

RECRUITMENT EXPENES:
All recruitment expenses including recruitment fees, advertisement expenses and interview related expenses will be allocated to the concerned business unit. The candidate will be informed about the nature of the expenses that are reimbursable and the supporting documents required (in original). HR will ensure that candidate fills the necessary reimbursement forms and that he/she receives the reimbursement at the earliest. Outstation/International Candidates - HDFC will pay for appropriate air fare and expenses incurred for the stay for candidates who they decide to fly from other 37

locations. Prior approval from the Regional HR Leader / HR Head is required to invite candidates. For candidates from International Locations, prior approval from the HR Head needs to be taken.

PRE-EMPLOYEMENT CHECK
This will include both a professional reference check as well as the background check. Professional reference check will be completed by the hiring manager. HDFC will request contact information for 2 references from the candidate, and check the quality of previous work experience and key personal characteristics/conduct/ previous record etc. For key positions in areas, HDFC will also perform a background check to assess the integrity / conduct of the candidate. The following information regarding the candidate will be verified: Proof of educational qualifications Any professional certificate that is essential to the job Address details Passport details Date of birth Proof of previous employment (service certificate) Any negative feedback and comment in the reference check will be investigated by HR and if found genuine shall be a cause for disqualification of the candidate or dismissal from employment.

OFFER PROCESS:
Once the hiring decision is finalized, HR will prepare an offer / fitment as per the compensation structure and grade and keeping in mind the internal equity. The offer would be communicated to the selected candidates by the hiring manager along with HR. The candidate will sign the contract letter to formally accept employment from the organization.

PRE-EMPLOYMENT PROCESS
As an organization, HDFC will make all necessary arrangements to ensure a smooth joining process for the employees. HR will provide the candidate a check list prior to joining to ease joining formalities.

RELOCATION FOR EMPLOYMENT

Where the employee has to relocate and has been pre-approved by the HR Head and the staffing leader, the relocating candidate shall be eligible for the following relocation assistance: The joining employ has the option to avail temporary accommodation (which includes laundry) for the first two weeks arranged by organization. The stay in company provided accommodation can be extended by two weeks further based on specific approval from the Head HR. Where the stay extends beyond 4 weeks, the respective will not be paid housing allowance foe the corresponding period. 38

Local travel assistance up to positions of RO/RM/equivalent and below will be reimbursed for one week and for SRM/equivalent and above will be reimbursed up to two weeks. Food expenses during the period will be reimbursed as per actual up to Rs 500/-per day per person. Approved reasonable expenses incurred in transporting the personal goods including the transportation /registration of one automobile to the city of work. Employees are advised to use the designated moving agencies as per rates negotiated by Administration. Where negotiated rates are not available, the employee is required to submit 3 quotations and secure approval from Administration before assigning the contract to a moving firm.

EMPLOYEMENT OF RELATIVES
The organization employs, purely on merit, the relatives of our employees as long as it does not create a potential conflict of interest. To avoid a potential conflict of interest and to reduce the possibilities of favoritism the following guidelines must be followed: Relatives are not assigned to a position where he/she has the opportunity to check, process, and review, approve, audit or otherwise affect the work of the persons cited and above. NO one is assigned to a position where she/he influences the professional progress or promotion of the persons cited above. If one is aware of a situation that appears to be an opportunity for people to display favoritism to relatives, one should contact the Department Head or Human Resources Department. Employees will not be part of the hiring process of their relatives

Preference to Relatives:
Employees who are aware of candidature of their relatives for the organization must immediately report to the HR function in writing for information and records. Failure to immediately report such cases will be considered as a serious violation of the recruitment policy and may entail a disciplinary action.

INTERNSHIP PROGRAM
As part of university hire program, HDFC will provide internship opportunities to students. Such internships will provide opportunities to students to learn while making real contributions to the company. HDFC will follow the following process:

39

 HR will coordinate with business groups to identify potential opportunities for intern hires. Internship requests could be received either from the students directly or as nominations from the educational institute. HR and hiring manager to tele-interview the candidates with subsequent personal interviews in the office HR to coordinate with the hiring manager to develop the project plan for the hire Based on the demonstrated capability, the intern will be provided with the opportunity to work in multiple departments to gain a wider business understanding

INTERNSHIP CRITERIA Typically, the intern will be a pre-final year student of the Bachelor or Master degree programs specializing in Financial Services/IT and any other business stream required. Interns will be expected to manage their won accommodation and it will not be provided by the company Intern will be required to sign the confidentiality and code of conducts documents of the company

EMPLOYEE ON-BOARDING PROCESS The overall purpose of the new hire integration process is to ensure that the new employee is able settle in smoothly and is able to contributing at the earliest.

PRE EMPLOYMENT INDUCTION

HDFCs employee induction process shall begin as per the employee accepts the job offer. The process includes: Welcome pack: As soon as the candidate accepts the offer, a welcome pack will be sent to the employee ..A congratulatory note regarding the decision to join the organization Contact details of a HR representative and the hiring manager A brief company overview document Pre-joining checklist: Include details of the documents required from the employee. In case the employee is relocating from a different location, details of the relocation process and the visa requirement will be outlined in this checklist

40

Expectations on the first day of the joining Office resources: HR shall intimate the immediate supervisor the joining date and immediate supervisor shall work with the IT and administration team to set up the following 5 days prior to employee joining, the following elements and are in working order: Email ID, phone, computing resources, work space/office, access cards, joining kit including bank account opening form, initial reading material

POST JOINING ORIENTATION AND INDUCTION

Joining kit: The employee upon joining would be welcomed by the HR representative and would be given a joining kit that will include: Access card, information on employees email and phone number, Bank account opening form, corporate insurance application form(if applicable),HR & Admin policy manual, other relevant reading material ( to be prepared by hiring manager) Classroom Induction: The employee integration process will also include classroom training and induction where the employee will receive presentations and trainings on various topics that would further ingrain the into the organization On the job training: Besides formal training sessions, the employee will undergo onthe-job function specific trainings that are facilitated by the respective functions to help the new employee acquaint himself/herself with work in progress.

PROBATION POLICY
Probation is a trial that is mutual opportunity for the employee and HDFC to confirm suitability for continued employment. The probation period is to establish a stronger understanding of mutual capabilities, expectations and understanding which may include functional training. The employee must demonstrate suitability for continued employment. An assessment will be based on factors related to work performance, work habits, productivity, attitude and compatibility, attendance and punctuality, and any other matter that is linked to job performance and expectations. All new hires will be placed on probation for a period of 6 months from the date of joining. HR will initiate the confirmation process by sending an appraisal form to the immediate supervisor before the completion of probationary period. The appraisal form will need to be approved by the supervisors leadership All letters of confirmation or extension of probation will be signed by the HR head and will be stored in employee file for records. REFERRAL BONUS AMOUNT The Referral Bonus Program is operated under the authority of the Budget and Control Boards Employee Bonus Guidelines. Under these guidelines, an employee 41

may receive multiple bonuses, the total of which may not exceed $2,000 in any fiscal year. Referral bonus payments may be paid in a lump sum or in periodic payments until the new employee has completed his or her probationary period. Payments cannot be made until the referred candidate has been employed for a minimum of one month. For example, a $1,000 referral bonus can be structured as follows: - $250 referral bonus awarded after three months from the hire date, - $250 referral bonus awarded after six months from the hire date, - $500 referral bonus awarded at the end of the probationary period.

REFERRAL BONUS PROGRAM ADMINISTRATION

The Referral Program operates in accordance with the following program requirements: Referral bonuses are awarded at the discretion of management with the Agency Director or his designee having final approval authority. Funding for the program must come from existing agency resources. The Agency will provide a form for completion and submission by either the applicant or the referring employee with the applicants application indicating that the referring employee has made the referral. The Agency will designate a position as hard-to-fill before the position is posted. Employees selected for eligible positions must be employed by the agency for at least one month before a referring employee may be eligible to receive a referral bonus. Referred candidates cannot be current employees of the hiring agency in any capacity, to include temporary, temporary grant, research grant, time- limited project, or contract employees. Both the referring employee and the referred candidate must be employed by the agency when any referral bonus is paid receive the referral bonus. Any disputes arising from the application of this program will be the responsibility of the Agency Director or his designee to resolve and will not be considered a grievance under the State Employee Grievance Procedure Act. The agency HR Office will monitor the use of the Referral Bonus Program and will report annually to the Office of Human Resources information on the use of the Referral Bonus Program. The hiring process will be fair and consistent with agency policy and procedures, with no bias for or against candidates whose selection might make another employee eligible for a referral bonus. Amount paid to the employees who refer the candidates and if they get selected varies from Rs. 7000 to Rs.2000 based on the grade of the employee refereed and the refereed candidate placed 42

. This amount is paid to the employees in two ways: 1. Immediately when the candidate is joined 2. After the completion of 3 months of the candidate selected. Only middle level and senior level management employees have the opportunity of referring the candidates. This policy/scheme is not applicable to the top management employees. Also the employees who are under probation or training period are not eligible for this employee referral policy.

AXIS Bank

43

Axis Bank Limited, formerly UTI Bank, (BSE: 532215, LSE: AXBC) is a financial services firm that had begun operations in 1994, after the Government of India allowed new private banks to be established. The Bank was promoted jointly by the Administrator of the Specified Undertaking of the Unit Trust of India (UTII), Life Insurance Corporation of India(LIC), General Insurance Corporation Ltd., National Insurance Company Ltd., The New India Assurance Company, The Oriental Insurance Corporation and United India Insurance Company UTI-I holds a special position in the Indian capital markets and has promoted many leading financial institutions in the country. The bank changed its name to Axis Bank in April 2007 to avoid confusion with other unrelated entities with similar name.[4] After the Retirement of Mr. P. J. Nayak, Shikha Sharma was named as the bank's managing director and CEO on 20 April 2009.[5] As on the year ended 31 March 2009 the Bank had a total income of 13,745.04 crore (US$3.07 billion) and a net profit of 1,812.93 crore (US$404.28 million). On 24 February 2010, Axis Bank announced the launch of 'AXIS CALL & PAY on atom', a unique mobile payments solution using Axis Bank debit cards. Axis Bank is the first bank in the country to provide a secure debit card-based payment service over IVR.

Recruitment and selection Process in Axis Bank :

1. CV Submission and application Evaluation In Axis bank thousands of applicants send their CVs and then it is been screened and evaluated and based on the factors and qualification which would be necessary , the candidate would be called upon for the further round of Interview

2. Ability Tests Ability tests is conducted in Axis bank which helps in analysing the candidates numerical abilty and the candidate is assessed which helps the employers to analyse the candidates perfectly and can help judge the level of an individual and the job which he can perfectly fit into .It helps in arranging numerical sequences and critical reasoning to the employees in the form in the written exams . This is the 2nd part .

44

3. Capability Tests The employer can analyse the potential of the individual through various tests. Under This the candidate is given a situation and he has to analyse the situation and give valid answers as tp what he feels would be appropriate enough in that particular situation . This is the 3rd part of the process 4. Reply Letters If the candidate is selected he is forwarded with the reply letters from the company where he would be given the verdict whether he is selected in the company or not . This is the 4th part of recruitment policy where candidate has passed thorugh all the tests and would be waiting for the final reply form the company in the form of recruitment letters 5. Job Offer This is the final stages where the company feels that the candidate has passed everything and would be given an offer letter to formally be a part of the company . In this stage finally the candidate is inducted in the company through various tests taken . Under this he is officially the part of the company and and he is been given the joining letters.

Selection Process in Axis Bank :

Selection process in axis bank remains same as there in other banks 1. Axis Bank believes in Mixture of both Traditional and Modern Methods of recruitment 2. Axia Bank Believes in Change and are quite competitive enoght then other banks 3. Axis believes in Campus Recruitment as well. 4. Axis Bank believes in Hiring Talents from all sources 5. Axis banks also provides on the job training programmes and Internships to students

6. In Axis Bank a candidate has to go through written Tests , GD and PI 45

7. In Axis bank internal reference is alos considered and awarded by the bank in the form of 1000-1200 rs per candidate

Foreign Banks
34 Foreign Banks are operating in India. 1 Abu Dhabi Commercial Bank Limited 2 American Express Banking Corporation 3 Antwerp Diamond Bank N.V. 4 Arab Bangladesh Bank Limited. 5 Bank Internasional Indonesia 6 Bank of America NA 7 Bank of Bahrain and Kuwait B.S.C. 8 Bank of Ceylon 9 Barclays Bank PLC 10 BNP Paribas 11 Chinatrust Commercial Bank 12 Citibank N.A.. 13 Credit Agricole

46

Corporate & Investment Bank 14 Deutsche Bank AG 15 JPMorgan Chase Bank 16 JSC VTB Bank 17 Krung Thai Bank Public Company Limited 18 Mashreqbank psc 19 MIZUHO Corporate Bank Ltd. 20 Oman International Bank S.A.O.G. 21 Shinhan Bank 22 Societe Generale 23 Sonali Bank 24 Standard Chartered Bank 25 State Bank of Mauritius Ltd. 26 The Bank of Nova Scotia 27 The Bank of Tokyo-Mitsubishi UFJ Ltd. 28 The Development Bank of Singapore Ltd. 29 The Hongkong and Shanghai Banking Corporation Ltd. 30 The Royal Bank of Scotland NV 31 UBS AG 32 FirstRand Bank Ltd. 33 Commonwealth Bank of Australia 34 United Overseas Bank Ltd.

RECRUITMENT & SELECTION IN STANDARD CHARTEREDBANK

After a detailed study of the literature and the findings from the web basedsearch we have been able to dig out the following policies and proceduresthat are in practice as regards to recruitment and selection

RECRUITMENT POLICY & PROCEDURES

Objective To ensure that people with the right talent, skills, knowledge and values are recruited, using quality selection tools and procedures. 47

Scope All employees involved at any stage of the recruitment and selection of staff should be aware of and adhere to this policy. Minimum Selection Standards 1. 2. 3. 4. University degree qualification in any discipline. Ability to communicate fluently in English. Basic computer skills. Job specific selection standards will be as defined in the Job description.

GENERAL PRINCIPLES Head count approval

Prior to the start of any recruitment process,i t i s t h e r e s p o n s i b i l i t y o f t h e l i n e M a n a g e r t o s e e k t h e a p p r o p r i a t e recruitment approvals. Interviewing skills E m p l o y e e s i n v o l v e d i n t h e r e c r u i t m e n t a n d selection process should have sufficient experience in Interviewing. Confidentiality Documentation collated in the recruitment processrelating to applicants will be treated with the utmost confidentialityand in accordance to Groups Data Protection and Privacy Policy. Documentation All PEEV documentations should be compiled andfiled in the Personal files for each successful candidate. PREEMPL OYM ENT ENGAGEME NT AND VER IFICATION POLICY (PEEV) Increasing regulatory pressure to implement Know Your Employeeprocesses. The ongoing requirement to recruit and contract with individuals withthe appropriate skills, knowledge, experience. 48

Compliance with Basel II Norms and other operational risk sustenance. Objective

PEEV policy ensures that the bank is hiring candidates with the right profile. Coverage All employees on the employment rolls of the Bank and its subsidiaries.

EMPLOYEE REFERRAL POLICY

Objective The objective of the Employee Referral Scheme is to encourage employees to introduce potential candidates to fill published vacant p o s i t i o n s i n t h e Bank. Policy Incentive, normally in the form of cash, after successful recruitment. Depends on the level of the position to be filled. For critical jobs, the amount of incentive may be adjusted, dependingon the criticality of the vacancies. HUMAN RESOURCE PLANNING At Standard Chartered Bank, human resource planning involves forecastingthe numbers of people which will needed by the bank, and then working outthe best way of obtaining then as and when they are needed. FORECASTING Forecasting is the one of the major functions of the banks HR department.The forecasting activities 1. Workforce numbers in sufficient detail to be 2. 3 . Likely I m p a c t changes to o n the work of the bank

b u d g e t s

a n d

f u n d i n g .

Recruitment Procedure
The Banks Management Trainee Development Scheme take s p l a c e i n Karachi, where they recruit management trainees. Alternatively, candidates can apply to their local cities.

49

Who are they recruiting? At Standard Chartered the individuals having the following traits are givenmore consideration while recruiting; 1. Bright, young graduate or a postgraduate, who cannot wait to start his/her career in the financial services industry. 2. Consistent academic performer throughout his/her education. 3. Energetic, ambitious, innovative and business-oriented person.

Recruitment Criteria
Standard Chartered Bank recruits the most talented individuals fr o m t h e external market to supplement their internal pipeline of talent. It has a global Graduate Recruitment Program; where in the region of 150 graduates are recruited each year on a management trainee program across all businesses, functions and countries.

TYPES OF RECRUITMENT
There are two types of recruitment carried out in SCB namely; Campus Recruitment Online Recruitment CAMPUS RECRUITMENT Different officials of Standard Chartered Bank visit their listed Universities atd i f f e r e n t t i m e s o f y e a r s o n r e c r u i t m e n t e v e n t s s u c h a s j o b f a i r s oropenh o u s e e t c . T h e p u r p o s e o f s u c h a v i s i t i s t o f i n d o u t t h e t a l e n t e d a n d prosperous individuals who could pursue their career with the bank and havea very positive impact on the performance of Standard Chartered Bank. Listof the universities and educational institutes that are listed with SCB are: Columbia Business School INSEAD Hong Kong University of Science & Technology London Business School The University of Chicago Booth School of Business The Wharton School University of Pennsylvania ONLINE RECRUITMENT Standard chartered bank hires employees as management associates through its online application procedure.

50

MANAGEMENT ASSOCIATE Candidates may apply online either via their school system, if their school islisted with SCB or via SCBs website. The bank does not process applicationsreceived in any other format .

Application Process
Stage 1: Submit application The first step in this process is the submitting of CV, together with a coverl e t t e r s t a t i n g a p r e f e r r e d b u s i n e s s f u n c t i o n a n d a l o c a t ion where thecandidate prefers to work. The submission do n e i s o n l i n e a t s t a n d a r d chartered website once a year generally before 31 St of December every year. Stage 2: Application Reviewed Once the application is received, members of recruiting team will review andconsider it. If an application fulfils all the criteria and is successful, then thebank management informs the applicant at least one week before the day of interview Stage 3: Online Talent Assessment The candidates, whose applications have been shortlisted, are then invitedto participate in an online talent assessment. Stage 4: First Round Interview Upon completion of online talent assessment the successful candidates arethen invited for two 45-minute interviews with a business or HR manager.The first interview is a more general one.The second interview is more specific. Stage 5: The Final Round The next stage is known as the final round in SCB. Depending on the locationo f t h e role the candidate has been shortlisted for, the bank m a n a g e m e n t invites the successful candidates to attend either a phone or face-to-faceinterview with business hiring teams to further assess candidates strengthsand leadership potential. Stage 6: Offer & decision The last stage in the recruitment process of SCB is known as the final roundin which the candidates are told if the interview was successful or not within two weeks. PROFESSIONAL HIRE

51

The hiring of senior management and other executives is done t h o u g h employment agencies, which are specialized in providing highly competent professional candidates for key positions. PROMOTIONS & TRANSFERS Performance charts are regularly maintained and updated by relevant line managers and reviewed by the branch managers and then sent to human resource department or where ever the representatives of the department are. JOB POSTING Whenever a vacancy arises branch managers inform the human resource officials and after developing mutual consensus, they post these job openings on notice boards and bulletin boards within their branches. OTHER WAYS OF RECRUITING The bank also gives advertisements of its job openings on some of the newspapers such as Dawn News, The News and The Nation. Jobs are also posted on some of the leading job websites, and other popular blogs and online forums. Candidates coming through referrals and walk-ins are also recruited in some cases. LINKING OF MANAGEMENT INFORMATION SYSTEM WITH RECRUTMENT PROCEDURE The reason for the online application system is that Standard Chartered Bank is an international bank. So the senior management officials at Continental levels have to know about what is going around in the different branches of the bank located in different countries. So the online application system is linked with the banks management information system. All the applications from all over the world first go to the banks central place at Hong Kong. From there on the management information system is updated and then the information of the applicants is passed on to the relevant branches and then application process continues further.

SELECTION
Standard Chartered selects employee based on knowledge, skills and talent.They are committed to providing equality of opportunity to all employees ,r e g a r d l e s s o f g e n d e r , r a c e , n a t i o n a l i t y , a g e , d i s a b i l i t y , e t h n i c o r i g i n , o r marital status. 52

PSYCHOMETRIC TESTS Standard Chartered bank has designed certain psychometric tests which aimt o m e a s u r e a t t r i b u t e s l i k e i n t e l l i g e n c e , a p t i t u d e a n d p e r s o n a l i t y of thea p p l i c a n t s . T h e r e a s o n f o r u s i n g t h e s e t e s t s i s t h a t i t i s t h e s e t e s t t h a t provide the human recourse and other recruiting staff with an insight intoh o w w e l l t h e c a n d i d a t e c a n w o r k w i t h o t h e r p e o p l e , h o w w e l l h e / s h e c a n handle stress, and whether he/she will be able to cope with the intellectualdemands of the job. COLLECTION OF BACKGROUND INFORMATION OF APPLICANTS ANDREFERENCE CHECKS BEFORE HIRING BY STANDARD CHARTERED BANK Following information is collected by the bank prior to joining to make sure that thetrack record of employee is clean and he will not be source of threat to the bank inany way in the future keeping his past record in focus

Checks Identity ( Full name, DOB,Nationality)

Methodology Collection of any one of the followingdocument: 1) NIC / Passport Copy 2) Driving License 3) Education Institution issued ID card(only for freshers who have completed the degree not more than one year prior to the anticipated date of joining)

Timing Prior to joining

Address Proof Both Permanent and Current address will besought from employees.

Collection of any two of the following documents 1) Documents 1 to 3 mentioned above 2) Electricity , telephone, gas or other utilities bill 3) Insurance policy 4) Bank a/c statement

Prior to joining

53

5) Credit Card statement

Ability to reside /work For non nationals work permit required Education

Collection of a copy of the followingdocument 1) Work Permit Collection of attested copy of all the following document (s) 1) Graduation degree 2) Professional Qualification relevant for the job for which the person is being recruited

Prior to Joining

Prior to Joining

Police / CriminalChecks

Database checks plus self-declaration. The databases covered would be 1) World check ( Factiva)

Prior to Joining

For subsidiaries it will be done within 1 month of joining Employment History Check with the previous two employerson covering the following 1) Duration of employment 2) Title 3) Lack of any adverse history

Within one month of the date of joining

54

HSBC Bank

55

INTRODUCTION
The antecedents of the HSBC Group in India can be traced back to October 1853 when the Mercantile Bank of India, London and China was founded in Bombay (now Mumbai). Starting with an authorised capital of Rs 5 million, the Mercantile Bank soon opened offices in London, Madras(Chennai), Colombo and Kandy, followed by Calcutta(Kolkata), Singapore, Hong Kong, Canton(Guangchow) and Shanghai by 1855. The following hundred years were in many ways propitious for the Mercantile Bank. In 1950 it moved into its new head office building in Mumbai.at Flora Fountain. The acquisition in 1959 by The Hongkong and Shanghai Banking Corporation Limited of the Mercantile Bank was a decisive factor in laying the foundation for today's HSBC Group. Founded in 1865 to serve the needs of the merchants of the China coast and finance the growing trade between China, Europe and the United States, HSBC has been an international bank from its earliest days. After the Mercantile Bank was acquired by The Hongkong and Shanghai Banking Corporation, the Flora Fountain building became and remains to this day, the Head Office of the HSBC Group in India. Through the 1990s, HSBC has vigorously developed its role as one of the leading banking and financial services organisations in the world. Its strategy of 'managing for value' emphasises the Group's unique balance of business and earnings between older, mature economies and faster-growing emerging markets. HSBC in India is proud to have retained the Group's pioneering streak by being an active partner in the development of the Indian banking industry - even giving India its first ATM way back in 1987. The organisation's adaptability, resilience and commitment to its customers have further enabled it to survive through turbulent times and prosper through good times over the past 150 years.

Recruitment Process can be done in 4 ways: Online Application

Under this kind of process the applicants are requires to fill in the online application form which would include a candidates personal information , educational qualification , about him which would be scrutinised by HSBC banks and then if the company feels like interviewing the candidate , then the further course of action is been done whether the candidate is eligible for the job and whether he should be further called to the interview or not .

56

Section One: Personal Information This first section of the application form asks questions relating to your personal details, qualifications, work history and activities, and positions of responsibility. The applications is been kept online keeping in mind the modern technology to be user friendly to the candidate as well as time effective and flexible to the applicants restricted all over the world . Their challenge is to choose candidate fom all over the world because they get applications from people in different locations and they have to shortlist as candidates have completed their education from different universities and there occurs a cultural difference . Thus the company specifies the candidate to mention the subjects which the applicate has studied in his masters or graduate or diploma programme .. Section two: Open questions This stage of the application form offers you the opportunity to demonstrate your interests and motivations for applying. Here are some tips: The information given by the candidate should be precise and consice with relevant answers and that becomes their base for selection and major applicants do not answer the question and leave it plain blank In the application form HSBC believes in explaining what a candidate learns from his experience and should not write his achievements . They have also mentioned to use their skills and the field of expertise the applicant is good at in various situations as the candidate are likely to be asked this in their Interview in case they are called. The candidate must state the reason behind their selection of field they are interested to work in the company.

Online Tests
Online tests is the 2nd step and it would play an important role in candidate selection The programme which the candidate applies for, strong verbal and numerical reasoning skills are important. So, if your application passes companys screening process, company would remind the candidate to complete online verbal and numerical reasoning tests. These should take about 20 minutes and, because they're online, time and place is decided according to the convenience of the candidate . The online testes are taken in foll languages
Languages

57

This year, we're offering the online tests in the following languages:

UK English US English German Simple Chinese PRC Traditional Chinese French Italian Spanish (Castilian) Swedish Dutch Norwegian Korean French Canadian

First Interview

Depending on which programme candidate applies for and their location where they stay e.g India and if there is a branch there then their interview would be telephonic or face-to-face interview

Telephone interviews Under this the company ones likes the application of the candidate would subject to telephonic interview, which means that his interview would be conducted on the phone by from 10-6 as per the convenience of the candidate . Face to Face Interview This is a kind of personal interview when candidate comes face to face with the employee who would be interviewing him if the company likes his profile .

Assesment Centre

58

This is the final stage of the HSBC Private Bank selection process. Under this kind of recruitment , candidates overall personality is been analysed to management games and various other activities which help the employers to identify the level and the candidates trait and it helps in securing jobs in HSBC bank

Recruitment Method :

Campus Recruitment :
Campus recruitment refers to placement done of students within their college vicinity. HSBC believes in hiring young talent from all over the world and hence to encourage campus placement by hiring young and fresh graduates

Experienced Hires :
HSBC hires experienced talents from various places to their company who would play an instrumental role in bringing the bank up through their knowledge and expertise .

Comparative study between Union Bank and other Banks

Sr Index No 1 Type of organisation Union Bank Government bank HDFC Banks / Axis Bank Indian Private bank Standard Chartered Bank / HSBC Bank International bank

Criteria for recruitment

Written tests , GD , PI

Advertisement Media

Newspapers and

Do not conduct any written tests its direct interview or by way of Advertisement through various channels Newspapers , online

Online recruitment and promotions and advertisement

Newspapers , online , and 59

Source of Recruitment

Advertisement Scale

Promotions and Transfers

3rd Party Recruitment

Job Poaching

Online Mostly external recruitment and less likely Internal Recruitment Union bank does not need extensive recruitment advertisement Employees are subjected to Promotion after a period of 5 years and transfers after 3 years Recruitment done through Employee exchange mostly and now a days through consultant Its is not done is Union Bank Very less

and campus Both Internal and external recruitment These banks do carry out extensive advertisement all around India Employees are subjected to both within 1 to 2 years Through consultants in India

various other media Preferance given more to both form of recruitment These banks carry extensive advertisement all around the world Employees are promoted as well as transferred within 6 months Through outsourcing

9 10 11 12 13

Job Attrition Job Stability Time taken for Recruitment Process Technology Upgradation In HR Job Timings

It is done in these banks in wide range but lesser compared to Foreign banks Done very largely

It is done in a wider range compared to all these banks Done in a lesser manner compared to Indian Private banks Temperory in nature It takes longer time compared to other 2 banks It is done faster than other banks due to Fluctuating

Permanent in nature Temperory in Nature It takes around an year It is a quick process to 6 months The process regarding this is taken in a relative slow manner Fixed The upgradation of technology is done in a relative fast manner Fluctualting

Recommendations

According to my analysis Union Bank should also Campus placements as a

source of recruitment.

60

Company mainly focuses on external sources to a certain limit By focusing on

Campus Placements Company can attract qualified personnel for vacant jobs in the organization. It can facilitate the infusion of fresh blood with new ideas in to the enterprise. This will improve the overall working of the enterprise.

According to the analysis company should evaluate the candidates on all the

factors (experience, qualification and family background) however greater importance should be given to the experience and then qualification should be considered.

Union Bank must consider psychometric tests and various other ways to asses a candidate

New source of recruitment and selection should be entertained

Union bank should use other sources of advertisement too as source of recruitment .

Conclusion
Thus we can conclude here by saying that there is a lot of difference between 61

recruitment and selection in all the 3 kinds of banks and every bank must do their SWOT analysis and banks must believe in hiring the right candidate at the right time and at the right job . Banks must encourage their employees and their ideas for innovation . Through this study we realised that every bank has their own recruitment policies and procedures .

Annexure

62

Bibiliography
Reference Books
1. Human Resource Management by Stephens and Robbins 2. Human Resource Management By S.S. Khanka 3. IUP Publication Journal Edition April , May , June 4. Financial Journal Edition April , May ,june 5. Union Bank Manuals 63

 Websites
1. www.google.com 2. www.scribd.com 3. www.managementparadise.com 4. www.unionbank.com 5. www.axisbank.com 6. www.hdfcbank.com 7. www.standardcharteredbank.com 8. www.hsbc.com 9. www.citehr.com 10. www.oppapers.com

64