...AN ANALYSIS OF THE RECRUITMENT METHODOLOGY OF SALES OFFICERS IN A PRIVATE BANK (A CASE STUDY OF A PVT LTD YESBANK) BY KINSHUK DE CONTENTS Chapter 1. INTRODUCTION 1.1 AIM 1.2 BACKGROUND 1.3 INDIA’S BANKING SCENE 1.6 EMERGENCE OF PRIVATE SECTOR BANKS 1.7 NATURE OF PROBLEM 1.8 JUSTIFICATION 1.9 ATTRITION 2. RESEARCH METHODOLOGY 2.1 AIM 2.2 OBJECTIVE OF STUDY 2.2 RESEARCH TECHNIQUES 2.5 RECRUITMENT METHODOLOGIES 2.6 INTERNAL RECRUITMENT 2.7 EXTERNAL RECRUITMENT 3. CASE STUDY AT YESBANK 3.1 INTRODUCTION AND GROWTH IN BANKING SECTOR 3.2 YES BANK: AN OVERVIEW 3.3 YES BANK GROWTH 3.5 STRUCTURE OF YES BANK 3.6 HUMAN RESOURCES DEPARTMENT AT YES BANK 3.7 NATURE OF RECRUITMENT PROBLEM FACED AT YES BANK 3.8 RECRUITMENT PROCESS IN YES BANK 3.12 JOB DESCRIPTION 3.13 ANALYSIS OF METHODOLOGIES FOR RECRUITMENT OF SALES OFFICERS 3.14 JOB CONSULTANTS 3.19 ONLINE APPLICATIONS 3.22 REFERRALS 3.25 CAMPUS PLACEMENTS 3.27 DIRECT ADVERTISEMENT 3.28 INTERNAL RECRUITMENT 3.29 CURRENT SCENARIO AND TREND AT DELHI/ NCR REGION 3.30 ANALYSIS FROM INTERVIEWS 3.31 SURVEY OF EMPLOYEES 3.32 EFFECTIVENESS ...
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...Hiring, Selection, and Recruitment of the Human Resource Department in Universidad de Zamboanga Zamboanga City Submitted by: Maelyn P. Marquez Submitted to: Ms. Socorro Rebecca B. Pelonia, Ed.D TABLE OF CONTENTS I. INTRODUCTION a. Overview b. Agency Background b.1. Objective b.2. Mission and Vision b.3. Programs and Services II. SCOPE AND LIMITATION III. CONTENTS IV. COMMENTS AND RECOMMENDATION V. REFERENCES INTRODUCTION Selection is defined as the process of choosing from a large group in order to make a choice out of it. It is a method of sourcing and screening applicants for recruitment. Recruitment on the other hand is defined as looking for someone as for service or employment. The basis of the recruitment is the selection process made after a thorough scrutiny and screening of all applicants who has the potential to make the job as needed by the company. In public office, the selection and recruitment is based on the qualifications set by the Civil Service Commission (CSC). It grants the aspirants the hope to make a job in public offices for public service but with the set standards of the commission. Public office in the same manner has the department or agency handling selection and recruitment for government service. But in private companies regardless of its nature has also set standards for qualified employees with the competent experience, education, capacity and the maturity to do the job. Private companies...
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...NEW DELHI SUMMER PROJECT REPORT On THE STUDY OF SELECTION & RECRUITMENT PROCESS IN DLF PROJECTS LTD. & ITS EFFECTIVENESS FOR THE PARTIAL FULFILLMENT OF THE REQUIREMENT OF MASTER OF BUSINESS ADMINISTRATION SUBMITED BY SATYAPRAVA MANTRI M.B.A II SEMESTER 2010-2012 CERTIFICATE Certified that this project report “The study of selection & recruitment process in DLF Projects Ltd. & its effectiveness” is the bonafide work of “Satyaprava Mantri” who carried out the project work under the supervision of Mr.Sanjay Bharatwaj. SIGNATURE Mr.Sanjay Bharatwaj DECLARATION We hereby declare that the following project titled ‘Study of selection & recruitment process in DLF Projects Ltd. & its effectiveness’ is an authentic work done by me. This is to declare that all of the work indulged in the completion of this Project Report such as research, competitor analysis, and data collection is profound and honest. This report is submitted in partial fulfillment of the requirement for the degree of Masters of Business Administration (MBA) in IILM Business School, New Delhi. We have not submitted the project report for any academic purpose elsewhere. Satyaprava Mantri ACKNOWLEDGEMENT I owe a great thanks to many people who helped and...
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...Muhammed Mughni Atique B.sc (Hons), Business Administration Gift University Gujranwala IMPACT OF HUMAN RESOURCE PRACTICES ONORGANIZATIONAL PERFORMANCE: A STUDY OF BANKING SECTOR OF GUJRANWALA Keywords: Organizational Performance, Employee Satisfaction, Recruitment &Selection, Training & Development, Performance Appraisal and Compensation Abstract: The purpose of this study is to evaluate HRM practices and their impact on organizational performance in banking sector. People believe that HR is not important it’s just a sunk cost and have no significant positive effect on org. performance. The aim of this study was to check the impact between Human resource management and organizational performance. The research was conducted in banking sector of Gujranwala .We have evaluated the impact of functions of HR like Selection, Training, Appraisal and Compensation (as Independent Variables) on Organizational Performance (Dependent Variables). We have done research with the help of questionnaires. The conclusion and results are presented at the end of this paper. The analysis showed the positive relation between the dependent and independent variables. Introduction: Our financial sector evolved very differently from banks in the developed world. For nearly a year after partition, Pakistan had no central bank. Habib Bank – established in 1941 – filled this gap initially, until the State Bank of Pakistan (SBP) was set up in 1948 under quasi-government ownership. Commercial...
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...number of job vacancies The use of agency workers Attracting candidates The use of social media Improving the employer brand Recruitment difficulties Selecting candidates Candidates’ integrity and behaviour Recruitment costs Employing younger workers Changes in the employment of young people Efforts to attract younger candidates Graduate recruitment Initiatives to develop skills The role of education institutions in equipping young people for work Diversity Resourcing and talent management in turbulent times The impact of the economic climate on resourcing Talent management budgets Changes in resourcing and talent practices Views on the employment market Managing labour turnover Retaining employees Looking forward Background to the survey Sample profile Calculation of labour turnover Note on abbreviations, statistics and figures used Acknowledgements 2 3 4 7 7 9 10 12 14 16 19 20 20 22 22 23 24 25 26 29 31 31 32 32 35 39 40 44 46 46 48 48 51 RESOURCING AND TALENT PLANNING 2013 1 RESOURCING AND TALENT PLANNING FOREWORD For 17 years our annual Resourcing and Talent Planning survey has provided HR professionals and their organisations with benchmarking data on recruitment costs, resourcing and talent management practice, employee turnover rates and recruitment practices. This edition includes topical sections on the use of social media in recruitment and trends in employment of young people (16–24 years old). For the first time we have also asked employers about the integrity...
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...BANKING SECTOR 1.1 Banking Sector of Pakistan The banking sector in Pakistan consists of Commercial Banks and Specialized Banking Institutions. During the quarter-1 of financial year 2004 as per SBP Quarterly report there has been robust growth in deposit mobilization and credit off take with a rise of PKR 23.1 billion in net credit to the private sector[1]. The banking/financial sector in Pakistan comprises of Commercial Banks, Development Finance Institutions (DFIs), Microfinance Banks (MFBs), Non-banking Finance Companies (NBFCs) (leasing companies, Investment Banks, Discount Houses, Housing Finance Companies, Venture Capital Companies, Mutual Funds), Modarabas, Stock Exchange and Insurance Companies. Under the prevalent legislative structure the supervisory responsibilities in case of Banks, Development Finance Institutions (DFIs), and Microfinance Banks (MFBs) falls within legal ambit of State Bank of Pakistan while the rest of the financial institutions are monitored by other authorities such as Securities and Exchange Commission and Controller of Insurance[2]. At present there are 41 scheduled banks, 6 DFIs, and 2 MFBs operating in Pakistan whose activities are regulated and supervised by State Bank of Pakistan. The commercial banks comprise of 3 nationalized banks, 3 privatized banks, 15 private sector banks, 14 foreign banks, 2 provincial scheduled banks, and 4 specialized banks2. 1.2 State bank of Pakistan The State Bank of Pakistan regulates the banking sector in...
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...IBPS clerk interview best successful tips: all questions answered. Tweet Submitted by BeingHuman March 13, 2012 - 40 weeks 8 hours ago IBPS has been one of the most successful organizations in the recent months in giving the Indian job seekers a ray of hope to enter the banks. The public sector banks will be calling up nearly 1 lakh candidates for interview from the list of IBPS clerk passed candidates. The query for IBPS clerk interview pattern and techniques to crack them has been the major concern among the candidates in the recent reports. So, the most effective and best IBPS clerk interview success tips have been bunched up together in this article and presented before the candidates to get most out of the public sector and private sector bank clerical interviews in the coming months. This report has been made up by some of the successful candidates in PO and clerical interviews from the major banks. Lets get into the questions and their definite answers. Query on how should I present myself in front of the judging panel? Ans: You should be correct on time and keep an eye on your documents that they are properly stacked according to preference or not. It shows a disciplined character of the candidate towards the panel. Dress up in formals and keep hairs and nails neat and clean. When you are to enter the room, ask for permission in a calm yet confident tone. And ask if you can seat when you go in front of them, sit when they ask you to sit. Calmly be firm and straight...
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...Recruitment and selection of Insurance Companies PREFACE People are a company’s most important assets. They can make or break the fortunes of a business. In today’s highly competitive business environment placing the right people in the right position is very critical for the success of any organization. The recruitment and selection decision is of prime importance as it is the vehicle for obtaining the best possible person-to-job fit that will, contribute significantly towards the Company's effectiveness. It is also becoming increasingly important, as the Company evolves and changes, that new recruits show a willingness to learn, adaptability and ability to work as part of a team. The Recruitment & Selection procedure ensures that these criteria are addressed In this project I have studied Recruitment and Selection process of ICICI Prudential Life Insurance and attempted to provide some ways so as to make recruitment more effective and to reduce the cost of hiring an employee. I am privileged to be one of the students who got an opportunity to do my training with ICICI Prudential Life Insurance. My involvement in the project has been very challenging and has provided me a platform to leverage my potential in the most constructive way. ICICI Prudential Life insurance is one of India's leading financial institutions offering complete financial solutions that encompass every sphere of life. In a short span of time,ICICI has set an example by having a steady and confident...
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...Term Paper Report on “Recruitment Process of IFIC Bank Ltd.” Supervised By senior Lecturer ZIAUR RAHMAN , MANAGEMENT DEPARTMENT of Business Administration MOULVIBAZER COLLEGE (NATIONAL UNIVERSITY) Submitted By MD.RAJU MIAH NO. BBA1537251 Major in Management Date of Submission: Student’s Declaration I am MD.RAJU MIAH, bearing ID1537251 BBA student of BBA program of National University of Bangladesh, Major in Management; do hereby declare that the internship report titled ‘ RECRUITMENT PROCESS OF IFIC BANK LTD.’ . The assigned work is done by me for partial fulfillment of my BBA degree, as a part of academic curriculum. It has not been submitted by me before for any other degree The process of finding and hiring the best-qualifiedcandidate (from within or outside of an organization) for ajob opening, in a timely and cost effective manner. The recruitment process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the newemployee to the organization. . At the strategic level it may involve the development of an employer brand which includes an 'employee offering'. The stages of the recruitment process include: job analysis and developing a person specification; the sourcing of candidates by networking, advertising, or other search methods; matching candidates to job requirements and...
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...osemeke2k2002@yahoo.com Abstract The focus of this paper is on the impact of HRM practices on private sector organisations performance in Nigeria. Guinness Nigeria Plc is a private sector driving entity. Its human resource practices can be crucial to its performance. The purpose of this study therefore was to assess whether Guinness‟s human resource management practices, particularly recruitment and selection, Staff performance appraisal, compensation, and training and development practices influence its performance. Simple random sampling was used to select eighty employees from Guinness Nig. Plc. T-tests were carried out to examine the relationship between the selected Human Resources practices and organization performance. The results revealed 79 Copyright © IAARR 2012: www.afrrevjo.net/afrrevijah Indexed African Researches Reviews Online: www.arronet.info AFRREV IJAH, Vol.1 (1) February, 2012 that, from the perceptions of the respondents, there exists a positive relationship between effective recruitment and selection practices, effective performance appraisal practices and Guinness‟s performance. The research did not gather sufficient evidence to conclude on how compensation, training and development practices influence organization‟s performance. The study recommends that the management of Guinness Nig. Plc continues to ensure that the company‟s Human Resources policy, effective recruitment and selection...
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...Table of contents Capture | Content | Page | 1 | Introduction | | 1.1 | Bank's Mission | | 1.2 | Bank's Vision | | 2 | BODY PART (Basic HRM practices) | | 2.1 | Selection & recruiting process | | 2.2 | Training & Development | | 2.3 | Performance appraisal method | | 2.4 | Compensation & benefits provided | | 3 | Concluding part | | 3.1 | Problem found | | 3.2 | Your suggestions | | 3.3 | Conclusion | | 1 INTRODUCTION IFIC Profile International Finance Investment and Commerce Bank Limited (IFIC Bank) is banking company incorporated in the People’s Republic of Bangladesh with limited liability. It was set up at the instance of the Government in 1976 as a joint venture between the Government of Bangladesh and sponsors in the private sector with the objective of working as a finance company within the country and setting up joint venture banks/financial institutions aboard. In 1983 when the Government allowed banks in the private sector, IFIC was converted into a full fledged commercial bank. The Government of the People’s Republic of Bangladesh now holds 32.75% of the share capital of the Bank. Directors and Sponsors having vast experience in the field of trade and commerce own 11.31% of the share capital and the rest is held by the general public. 1.1 Bank's Mission Our Mission is to provide service to our clients with the help of a skilled and dedicated workforce whose creative talents, innovative actions and competitive...
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...Strategic HRM for banking The environments in which organizations operate today are divergent. Myanmar banking sector has been facing unprecedented challenges with the wave of privatization and globalization of myanmar economy. Banks are under intense pressure to perform in today’s volatile market place. Steep competition, globalization, growing customer demand and exposure to higher credit risks are forcing the banks to find new ways of providing better customer service so as to improve profitability. The strategic management of human resources is one of the ways companies may use to increase their competitiveness in the new organizational landscapes, since managing in a global marketplace, introducing new technology, developing organizational knowledge, improving customer service or product quality, requires considering the “human equation” (Pfeffer, 1998). The management of organization human resources is an integral part of how an organization is going to achieve its mission goals. Without people, there is no one to do the work. Therefore, integrating HRM into the organization strategic plan is important step in Establishing an HR Strategy. The function of building human resources management strategy requires analyzing the current strategies of the organization and its goals which means Because of the globalization, the competition is very intense to get competitive advantage. Globalization represents the structural making of the world that is characterized by the free flow...
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...Annual survey report 2010 Resourcing and talent planning Contents Summary of key findings Resourcing strategies and objectives Recruitment difficulties Graduate recruitment Attracting and selecting candidates Resourcing in turbulent times Diversity Workforce planning Labour turnover Employee retention Recruiting employees Resourcing strategies and objectives Recruitment difficulties Graduate recruitment Attracting candidates Selecting candidates Recruitment costs Resourcing in turbulent times The impact of the economic climate on resourcing Views on the employment market Implications for talent management Diversity Workforce planning Managing labour turnover Cost of labour turnover Retaining employees Looking forward Recommendations Background to the survey Demographics Labour turnover Note on statistics and figures used Further sources of information Acknowledgements Endnotes 2 2 2 2 2 3 3 3 3 3 4 4 4 7 8 10 10 14 14 16 16 22 24 26 28 28 30 31 32 32 32 33 34 35 36 Resourcing and talent planning 2010 1 Summary of key findings The 2010 Resourcing and Talent Planning survey (formerly the Recruitment, Retention and Turnover survey) contains valuable information on current and emerging trends in people resourcing practice. This annual benchmarking survey is based on 480 respondent organisations from the UK and relates to the period 1 January to 31 December 2009. The year was a challenging one for many organisations as the UK experienced its worst recession since...
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...ORGANIZATION PROFILE COMPANY HISTORY INTRODUCTION OF THE COMPANY The Housing Development Finance Corporation Limited (HDFC) was amongst the first to receive an 'in principle' approval from the Reserve Bank of India (RBI) to set up a bank in the private sector, as part of the RBI's liberalization of the Indian Banking Industry in 1994. The bank was incorporated in August 1994 in the name of 'HDFC Bank Limited', with its registered office in Mumbai, India. HDFC Bank commenced operations as a Scheduled Commercial Bank in January 1995. • PROMOTER HDFC is India's premier housing finance company and enjoys an impeccable track record in India as well as in international markets. Since its inception in 1977, the Corporation has maintained a consistent and healthy growth in its operations to remain the market leader in mortgages. Its outstanding loan portfolio covers well over a million dwelling units. HDFC has developed significant expertise in retail mortgage loans to different market segments and also has a large corporate client base for its housing related credit facilities. With its experience in the financial markets, a strong market reputation, large shareholder base and unique consumer franchise, HDFC was ideally positioned to promote a bank in the Indian environment. • BUSINESS FOCUS HDFC Bank's mission is to be a World-Class Indian Bank. The objective is to build sound customer franchises across distinct businesses so as to be the preferred provider of banking services...
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...International Review of Management and Marketing Vol. 2, No. 1, 2012, pp.52-58 ISSN: 2146-4405 www.econjournals.com Human Resource Management Practices and Employees’ Satisfaction Towards Private Banking Sector in Bangladesh Md. Tofael Hossain Majumder Department of Accounting and Information Systems, Comilla University, Comilla, Bangladesh. Phone: +8801816436176. Email: tofael_cou@yahoo.com ABSTRACT: Dramatic advances of Information and Communication Technology (ICT), changing mix and personal values of the workforce, emergence of the knowledge economy and increasing global competition have created enormous challenges on organizations. To cope with the challenges efficiently, human resource has been considered as one of the most important factors in today’s hypercompetitive market place. The focus of this study is to gain an insight into the current HRM practices and its impact on employee’s satisfaction on the private banking sector in Bangladesh. For conducting this research, 100 bank employees are selected from the chosen banks and out of this 88 employees responses properly, the response rate is 88 percent. The questionnaire consists of different questions on nine HRM dimensions such as recruitment and selection systems, compensation package, job security, career growth, training and development, management style, job design and responsibilities, reward and motivation and working environment. The questionnaire was developed by using a five point Likert scale. In this study...
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