A STUDY ON TALENT ACQUISISTION TOWARDS

KOTAK MAHINDRA AT DIGITISITIZATION

• Self Introduction
• Company profile
• Learning Experience (What, When, Where & How)
• SWOT Analysis – Company
• Literature review ( minimum 03 latest & relevant reviews)
• Title of the dissertation/ Business Problem
• Need for the study
• Objectives
• Methodology
a. Research Method – Type
b. Method of data collection
c. Universe- sampling frame- size – sampling technique
d. Limitations
e. Data analysis technique / (Ratios & formulas for Finance Students)
f. Hypothesis- statements-variables- results
• Findings/Summary
• Recommendation, Suggestion and Conclusion
SELF INTRODUCTION
 COMPANY PROFILE

• Kotak Mahindra Bank is an Indian private segment bank headquartered in Mumbai, Maharashtra, India. In February 2003, Reserve Bank
of India (RBI) gave the permit to Kotak Mahindra Finance Ltd., the gathering's leader organization, to bear on banking business. It offers
an extensive variety of saving money items and budgetary administrations for corporate and retail client’s talent Acquisition in
digitalization an assortment of conveyance diverts and concentrated backups in the zones of individual fund, speculation keeping money,
life coverage, and riches administration. Kotak Mahindra Bank has a system of 1,369 branches crosswise over 689 areas and 2,163 ATMs
in the nation (starting at 31 March, 2017).

• Kotak Mahindra Capital Company Limited (KMCC) is India's head Investment Bank. KMCC's center business territories incorporate
Equity Issuances, Mergers and Acquisitions, Structured Finance and Advisory Services.

• Kotak Mahindra Old Mutual Life Insurance Limited is a joint wander between Kotak Mahindra Bank Ltd. furthermore, Old Mutual plc.
Kotak Life Insurance encourages clients to take essential budgetary choices at each phase in life by offering them an extensive variety of
creative disaster protection items, to make them fiscally autonomous.
 LEARNING EXPERIENCE (WHAT, WHEN,
WHERE & HOW)
What: Learning for kotak Mahindra bank TALENT ACQUISISTION TOWARDS DIGITISITIZATION.

When: 10 week internship for May-2018 to July-2018.

Where: Kotak Mahindra Bank At Bangalore.

How: Kotak Mahindra Bank Offer Internship with stipend with real time experiences with real time customers(Analysis well entire Bank

working Flows).
SWOT ANALYSIS
 LITERATURE REVIEW
• Roy (Talent Acquisition Department of American University frame USA) in his investigation considered a few qualities of customers -, for example,
Functional recruitment inspiration, bargain inclination, recreational recruitment inspiration, Age, pay and family estimate, to be a noteworthy impact
on staffing center digitalization Frequency.

• Copies and Warren (Promotional systems division of conventional showcasing office from Germany) opined that since the store blend and item
contributions of numerous territorial TA centers are fundamentally the same as, regularly the essential discriminator between a large numbers of these
focuses is just area. Settling on the decision to TA at a territorial recruitment center other than the one closest to one's place of living arrangement,
along these lines, does not give off an impression of being a sensible decision in numerous examples. Such conduct, be that as it may, seems, by all
accounts, to be moderately normal. No doubt; thusly, that local TA center decision may not generally be construct exclusively with respect to the
contributions and area of the accessible company choices.

• Prakash Chandra Dash (Promoter R&D Scope Division from USA) considered and detonates the openings, difficulties and systems of Indian
TALENT ACQUISITION IN DIGITALIZATION parts. The paper talks about the difficulties like promoting blend, TA separation, production
network administration and furthermore rivalry from provider's image in the Indian viewpoint.
TITLE OF THE DISSERTATION/ BUSINESS
PROBLEM
• Talent management is a highly evolving discipline within business and management with positive implications for organizations. Current
talent management dissertation topics focus on organizational futuristic anticipations of human resources based on organizational growth.
Talent Acquisition towards digitalization based on online social media to get more information for recruitment for high level of company
and talent acquisition. Major focused on this topics digitalization recruitment.

• We are going to discuss about business problem for talent acquisition towards digitalization following keys:

1). Breaking from the noise

2). Closing candidates with multiple offers

3). Relationship with hiring manager

 NEED FOR THE STUDY

• The universe of enrollment is presently a completely computerized involvement. With a bewildering cluster of new enlistment arrangements now readily
available, it's imperative that you demonstration now to abstain from being abandoned! Pushing out occupation posts will never again work – you have to pull
contender to you by advancing your association, regardless of whether you are in the general population or private part. Change your ability securing to win the
best applicants previously it's past the point of no return. Utilize new Digitalization to:

1. Digitize work marking

2. Harness AI and machine-learning

3. Utilize individual’s investigation

4. Improve ability sourcing

5. Leverage versatile first

6. Undertake social tuning in

7. Amplify gratification systems

 OBJECTIVES
• To comprehend the whole method of Talent Acquisition for industry foundation

• To comprehend the need of Talent Acquisition for HRM

• To learn about ability securing towards digitization for online media and online commercials.

• To think about the precision and nature of work of representatives by ability Acquisition system in light of corporate industry.

• To recommend conceivable change in Talent Acquisition process.

• To concentrated on ability procurement with extraordinary reference digitalization process at kotak Mahindra.

• To comprehend about kotak Mahindra ability procurement enlistment style and search for online site to get more hopefuls has a place with
digitalization.

• To enhance kotak Mahindra ability obtaining model.

• To learn about additional over online enrollment for digitalization strategies.

 METHODOLOGY
• Sampling Techniques Method: Random technique method.

• Sampling Frame: 50-75 People.

• PRIMARY DATA

Primary data Essential information is that sort of information which is gathered specifically by the examiner himself with the end goal of the particular investigation. Essential Data is
gathered by the agent through meetings of organization workers, merchants, wholesaler and so forth. Information such gathered is unique in character. The upside of this technique
for accumulation is the valid. A survey of around 75questions was made and it was given to the merchants to top it off for our exploration. The examination was a sort of convincing
exploration as it helps in the testing of theory. The technique for testing was the Random strategy as it is impartial.

• SECONDARY DATA

At the point when an examiner utilizes the information that has been as of now gathered by others, is called optional information. The auxiliary information could be gathered from
Journals, Reports, libraries, and magazines, reasonable and meeting and different distributions. The benefits of the optional information can be – It is efficient, both as far as cash and
time spent .The analyst of the report additionally did likewise and gathered auxiliary information from different web locales like www.google.com, www.airtel.com, www.hutch.co.in
and some more. The scientist of the report additionally went by different libraries for accumulation of the presentation part.
• LIMITATIONS

• 1) All the functions are only related with the personnel department.

• 2) Limitation about the working hour of the worker in the factory. …CONTS
• 3) Limitation about the time and absenteeism.

• 4) Company not allowing to disclose confidential information

• 5) Time factor was the major limitation of this survey. Because during survey any activity of organization which is directly or indirectly
related to the production process should not disturb due to survey.

• DATA ANALYSIS

• In this paper we study so many way of process dependent on tables and graphs based on the some statistical tools like following this.

• Excel Pro

• OOAD

• UML

• STATITAL GRAPHS

• FINACIAL TOOLS

• ALL KIND OF GRAPHS

• CHI-SQUARE TEST
 …CONTS
• HYPOTHESIS

• H0-There is no huge connection between mark mindfulness and general panther mark inclination for Talent Acquisition for digitalization
mark recruitment in India and USA

• H1-There is huge connection between panther mark mindfulness and general brand inclination for TAD mark recruiter in India and USA.
 FINDING
• A particular job’s duties and responsibilities are not defined in detail during the talent acquision selection process.

• Interview, PI Test, CIBIL check and reference check are considered to be one of the most important parts of selection process at KOTAK MAHINDRA.

• At KOTAK MAHINDRA, personality check, knowledge and experience are most important parameters of an interview.

• Since both the sources of recruitment are used, HR is able to provide quality pool of candidates on time and is effective for KOTAK MAHINDRA.

• Among the internal sources, promotions and employee referrals are most commonly used. While among the external sources, consultant and walk-ins are most
commonly used.

• Since the HR department’s performance is rated good, it can be said that they are satisfied with the present recruitment and selection practices.

• The actual parameters of PI test are:

• Aggression

• Business orientation

• Customer orientation

• Detail orientation
 SUGGESTION
• To improve more live update regarding talent acquisition with digitalization at social media.

• Personalise communications between companies into candidates.

• Create a leadership projections.

• Don’t rule out job hoppers.

• Work on your culture.

• Anticipate rejection.

• Evaluate ambition

• Focus on employee references.

• Consider hiring boomerang employee.

• Review your on boarding process.

 CONCLUSION
• Recruitment and selection is done timely and the vacancies are filled soon.

• HR provides quality pool of candidates and the recruitment and selection process is considered to be effective.

• As far as recruitment is concerned, KOTAK MAHINDRA uses both the sources i.e. internal as well as external sources.

• Better results can be produced by selecting the best sources of recruitment.

• For different designations, different numbers of rounds of interviews are conducted.

• LTO training which is provided is satisfactory for all the employees.

• HR department’s performance is rated to be overall good.

TH