RECRUITMENT &

SELECTION

GuidebyMs.Sabeeha
Mr.

Submitted
Fatma

K Krishnaswamy

Ramkumar(Industrial)

Sana A.A Khan

BBA III
2010-13

AMITY BUSINESS SCHOOL

AMITY UNIVERSITY LUCKNOW CAMPUS

OBJECTIVES
The objective of my study is to understand
and critically analyze the recruitment and
selection procedure at ICICI Bank Ltd.
To know the prospect of recruitment and
selection procedure.
To critically analyze the functioning of
recruitment and selection procedures.
To identify the probable area of improvement
to make recruitment and selection
procedures and more effective.
To know the managerial satisfaction level
about recruitment and selection procedure.

RESEARCH METHODOLOGY
The key points of my research study are: To study the facts about the ICICI Bank Ltd.as
a group.
To understand and analyze various H.R.
factors including recruitment and selection
procedure at ICICI Bank Ltd.
To suggest any measures /
recommendations for the improvement of
the recruitment procedures.

FINDINGS

(AS A RESULT OF

QUESTIONNAIRE BASED SURVEY)

30% people said that the company

specifies 3-4 years for making the
estimation of forecasting.
100% people said that the plan the
requirement policy.
40% people said that the company forecast on
the basis of past experiences.
50% people said that the companys
recruitment policy is helpful in achieving the
goals.
60% people said that the company recruits the
employee from the external sources.
40% people said that the company uses the

100% people said that the company uses the

latest method of recruitment.
90% people said that the company uses his
own web site for recruitment.
80% people said that the company trains 10-15
employees in a year.
70% people said that the procedure adopted for
recruitment and selection of employees enable
to place the right person for the right job.
100% people said that the company has the
facility for absorbing the trainees.

LIMITATIONS
The project has inherent limitations due to its
potential scope.
Eight weeks is too short to give shape to a
new idea in an old set up like escorts.
Less importance to long term operational
benefits.
Expenses for HR Departments are not viewed
as investments.
The sample size of 30 was selected for this
study.

CONCLUSIONS
Based on the analysis through the questionnaire
responses the following is the conclusion of the study.
The organization follows the rules and regulation
involved in their Recruitment and Selection Procedure
of the organization. However, there is some scope for
improvement with regard to following:
The managers are fully satisfied with the existing
Recruitment and Selection procedure.
The recruitment and Selection procedure should not be
lengthy.
To some extent a clear picture of required
candidates should be made in order to search for
appropriate candidates.
The Recruitment and Selection procedure should be
impartial.

RECOMMENDATIONS
During the selection process not only the
experienced candidates but also the fresh
candidate should be selected so as to
avail the innovation and enthusiasm of
new candidates.
In the organization where summer training
facility prevails, such kind of practice must
be adopted so that the student can learn and
again from their practical views.
Candidates should be kept on the job for
some time period; if suitable they should be
recruited.

Selection process should be less time consuming.

The interview should not be boring, monotonous.
It should be made interesting. There must be
proper communication between the Interviewer
and the Interviewee any the time of interview.
Evaluation and control of recruitment and
selection should be done fair judgment.
The attainment of goals and objective of any
organization depend on the type and quality of
its manpower. To have right type of men at right
job and at right time, the recruitment and
selection procedure should be fair and impartial.