DECLARATION

I KALLU hereby declare that the project titled RECRUITMENT AND

SELECTION PROCESS IN HDFC BANK is my own work and efforts which is
completed under the supervision of Ms. MAMTA CHAUDHARY.

The Research report has been submitted to Subharti University, Meerut for the
purpose of the compliance of any requirement of any examination or any degree earlier.

KALLU
M.B.A. IV Sem
Roll No. - 0810253008

ACKNOWLEDGEMENT
When a person is help, guide and co-operated his or her heart is bound to
pay gratitude.
It is not a single mans effort which is sufficient for the accomplishment of
a Research. Various factors, situations and persons integrate to provide the
background for accomplishment of a task requires the effort of so many
people and the work is no different.
I acknowledge here the names of those people who have been instrumental
in preparation of this Research.
I am sincerely indebted to Ms. Mamta Chaudhary (Faculty, Management,
SITE, Meerut) for his valuable suggestion and inspiration to undergo this
study and his unstilted help which he gave for the completion of this
Research.
My grateful thanks are also due to various others technocrats, who inspire
of there multifarious pre-occupation, were kind enough to spare time to
grant me personal help and others cooperative activities. I would also like
to thanks co-operation for providing the recruitment & selection and
supplemental information used in this study.
KALLU
2

PREFACE

The purpose of my research report was to learn the practical application

of Recruitment and Selection Process and its importance in HDFC bank
along with the HR policies of HDFC bank which prides itself to be the
market leader.
While carrying out the study I have gained a good amount of knowledge
and insights of how HR department works but I have touched the tip of
iceberg. There was more to learn but due to constraint of time it was not
possible. The HRD manager has to work with the missionary spirit.
Unlike many roles in an organization where tangible short- term
benefits can be obtained, it is difficult for HRD functionary to
demonstrate any tangible short- term accomplishment. Yet HRD
managers are tempted to show to the top management, line manager
and themselves that they are making things happen through training
program, recruitment& selection.
In HDFC bank a meticulously natural team stands at the very heart of
the group. 4,000 Personnel evince perfect camaraderie. A steadfast
dedication to qualify an attainment of maximum team potential is the
touchstones of the company.
The company is engaged in constant learning process through intensive
selection and training program. Indeed, the aspiration is to shape a
3

winning team of self motivated, empowered, professionals with

knowledge and confidence to take independent decision. HDFC bank
recognizes each employees individuality, ability and efforts and also
applauds for their contribution to the success of the group.

TABLE OF CONTENTS
Preface

Executive summary

Objective of Study

Introduction

Company profile

21

Recruitment & selection process in HDFC bank

44
Research methodology

49

o Research design
o Data collection
Data Analysis

53

Findings

73

Conclusion

75

Recommendations

77

Limitations

80

Bibliography

81

Questionnaire

82

EXECUTIVE SUMMARY
The recruitment and selection procedure of the company determines the level
of achieving organizational goals in the long run. As per definition it is stated
that which is all about selecting right person for the right job at the right time
at the best possible position. Although it sounds quite simple but it is also not
an easier job to evaluate a person with his ability and skills that may satisfy
the core competency for the job so that his degree of willingness to pursue a
job becomes positive. From job seekers prospective it is the core
competencies, which matter much for a job. So it is the effective recruitment
and selection procedure, which determines not only the right candidature for
a job but also a long-term accomplishment of organizational goals.
I have chosen HDFC bank for studying their methods of recruitment
and selection function. In the course of study I came to know that, it has the
probability of achieving more than 50% of the people to be placed for the
right job, which reflects some of the unique ways for recruiting the
candidates to fill up various vacancies.
The aim of the company is to achieve overall organizational goal not only
by way of fulfilling the targeted top-line but also employee satisfaction
towards various position of job to the maximum level. This I will see as I
proceed subsequently in my Research.

Basically recruiting is the discovering of potential candidates for actual or

anticipated organizational vacancies. It also can be said in another way that
bringing together those with jobs to fill and those seeking jobs.
It is important to study Recruitment and Selection because through it I
can identify our human resource needs. I can know what kind of people must
be select to fill up the specified vacancies.
The ideal recruitment effort will attract a large number of qualified
applicants who will take the job if it is offered. It should also provide
information so that unqualified applicants can self select themselves out of
job candidacy, that is, a good recruiting program should attract the qualified
and not attract the unqualified.
Recruiting people is done by various ways, for the study first I have to
know the recruiting sources. There are internal and external sources as well
as employee referrals/recommendation.
In this Research I am studying recruitment and selection process of
HDFC bank. To find out actual recruitment and selection process of
Company is my main objective of study.
Through this kind of surveys I will be able to achieve real recruitment
program of the company where for all kinds of operational level technical
qualification is needed. I also have the picture of Selection cost of the
company. It is very interesting to study recruitment and selection process as
it will give me clearer picture of the process.
7

Objective of Study

The basic objective of this report is to Recruitment and selection process In

HDFC bank. Following fundamental objectives have been identified as the
sub-objectives of the study:-

1. To study the identity of the recruitment & selection process in the

organization as a whole.

2. To find out the employees as per companys vacancies.

3. To find out the various sources of advertisement of vacancies likemedia (electronic or paper or both), schools, posters etc.

4. To study the work environment and select the pattern of interview,

which can help out to select the suitable employee for the organization.

5. To study the interpersonal relationship.

INTRODUCTION
8

Recruitment is the discovering of potential applicants for actual or anticipated

organizational vacancies. Certain influences constrain managers in determining
recruiting sources such as image of the organisation, internal policies,
attractiveness of the job, union requirements, government requirements and
recruiting budgets.

Popular

sources

of

recruiting

employees

include

internal

search,

advertisements, employee referrals, employment agencies, schools, colleges and

universities; professional organizations and casual or unsolicited applicants. In
practice, recruitment methods appear to vary according to job level and skill.

Proper selection can minimize the costs of replacement and training, reduce
legal challenges, and result in more productive workforce. The primary purpose
of selection activities is to predict which job applicant will be successful if
hired. During the selection process, candidates are also informed about the job
and the organisation.

The discrete selection process would include the following: initial screening
interview,

completion

of

the

application

form,

employment

tests,

comprehensive interview, background investigations, physical examination and

final employment decision. In the discrete selection process, an unsuccessful

performance at any stage results in the rejection of the applicant.

An alternative to the discrete selection process is the comprehensive approach,

where all applicants go through every step in the selection process and the final
decision is based on a comprehensive evaluation of the results of each stage. To
be an effective predictor, a selection device should be reliable, valid and predict
a relevant criterion.

Selection devices provide managers with information that will help them predict
whether an applicant will prove to be a successful job performer. The
application blank is effective for acquiring hard biographical data, while the
weighted application can provide information for predicting job success.

Traditional tests that assess intelligence, abilities and personality traits can
predict job proficiency but suffer from being non-job related. On the other
hand, interviews consistently achieve low marks for reliability and validity.
Background investigations are valuable when they verify hard data from the
application, although they offer little practical value as selection devices.
Physical examinations are valid when certain physical characteristics are
required to be able to perform a job effectively.

10

SCOPE OF STUDY

The scope of study is to observe the degree of satisfaction levels of the

employer as well as the employees towards the process of recruitment and
selection techniques adopted by the company. It will also show the deviations if
any, towards this affect that will be experienced in research. Apart from getting
an idea of the techniques and methods in the recruitment procedures it will also
give a close look at the insight of corporate culture prevailing out there in the
organization. This would not only help to aquanaut with the corporate
environment but it would also enable to get a close look at the various levels
authority responsibility relationship prevailing in the organization. Also the
stipulated time for the research is insufficient to undergo an exhaustive study
about the topic assigned and moreover the scope of the topic (recruitment and
selection) is wide enough, so it is difficult to cover all the topic within the
stipulated time.

11

BANKING STRUCTURE
The Indian banking industry, which has Reserve Bank of India as its
regulatory authority, is a mix of the public sector, private sector, and foreign
banks. The private sector banks are again split into old banks and new banks.

SCHEDULED BANKS
Scheduled commercial banks are those that come under the purview of
the Second Schedule of Reserve Bank of India (RBI) Act, 1934. The banks that
are included under this schedule are those that satisfy the criteria laid down vide
section 42 (60 of the Act). Some co-operative banks come under the category of
scheduled commercial banks though not all co-operative banks.

PUBLIC SECTOR BANKS

Public sector banks are those in which the Government of India or the
RBI is a majority shareholder. These banks include the State Bank of India
(SBI), and its subsidiaries, other nationalized banks, and Regional Rural Banks
(RRBs). Over 70% of the aggregate branches in India are those of the public
sector banks. Some of the leading banks in this segment include HDFC bank,
Allahabad Bank, Canara Bank, Bank of Maharashtra, Central Bank of India,
Indian Overseas Bank, State Bank of India, State Bank of Patiala, State Bank of
Bikaner and Jaipur, State Bank of Travancore, Bank of Baroda, Bank of India,
12

Oriental Bank of Commerce, UCO Bank, Union Bank of India, Dena Bank and
Corporation Bank.
PRIVATE SECTOR BANKS
Private banks are essentially comprised of two types: the old and the new.
The old private sector banks comprise those, which were operating before
Banking Nationalization Act was passed in 1969. On account of their small size,
and regional operations, these banks were not nationalized. These banks face
intense rivalry from the new private banks and the foreign banks. The banks that
are included in this segment include: Bank of Madura Ltd. (now a part of ICICI
Bank), Bharat Overseas Bank Ltd., Bank of Rajasthan, Karnataka Bank Ltd.,
Lord Krishna Bank Ltd., The Catholic Syrian Bank Ltd., The Dhanalakshmi
Bank Ltd., The Federal Bank Ltd., The Jammu & Kashmir Bank Ltd., The
Karur Vysya Bank Ltd., The Lakshmi Vilas Bank Ltd., The Nedungadi Bank
Ltd. and Vysya Bank. The new private sector banks were established when the
Banking Regulation Act was amended in 1993. Financial institutions promoted
several of these banks. After the initial licenses, the RBI has granted no more
licenses. These banks are gearing up to face the foreign banks by focusing on
service and technology. Currently, these banks are on an expansion spree,
spreading into semi-urban areas and satellite towns. The leading banks that are
included in this segment include Bank of Punjab Ltd., Centurion Bank Ltd.,

13

Global Trust Bank Ltd., HDFC Bank Ltd., HDFC Banking Corporation Ltd.,
IDBI Bank Ltd., IndusInd Bank Ltd. and UTI Bank Ltd.

14

FOREIGN BANKS
The operations of foreign banks, though similar to that of other
commercial Indian banks, are mainly confined to metropolitan areas. Foray of
foreign banks depends on reciprocity, economic and political bilateral relations.
An inter-departmental committee has been set up to endorse applications for
entry and expansion. Foreign banks, in the wake of the liberalization era, are
looking to expand and diversify. Some of the leading foreign banks that operate
in India are Citibank, Standard Chartered Grindlays Bank, Hong Kong Shanghai
Banking Corporation, Bank of America, Deutsche Bank, Development Bank of
Singapore and Banque National De Paris.

PUBLIC SECTOR BANKING AT A DISADVANTAGE

Functioning of Public Sector Banks (PSBs), which are yet to achieve
computerization across the board, is at a relative disadvantage when compared
to the private sector, which is offering state-of-the-art facilities such as ATMs,
doorstep banking, banking on phone, and net banking. PSBs also suffer from
huge costs of labor and low levels of automation. At this rate, it may not be long
before new channels devised by private banks effectively surpass the number of
branch networks offered by the PSBs.
This apart, the problems which have assumed enormous proportion today
as far as Public Sector banks are concerned are ballooning NPA levels, declining
15

margins, poor credit off-take, high overheads, and lack of good quality assets.
Banks are sticking to reliable borrowers for fear of bad debts. In fact, banks
largely invest in government securities, which have zero risk. With GOI being
the single largest borrower, the yields on these securities determine the interest
rates.
The government aims to decrease its shareholding in PSBs to 33%,
however, at the same time it also wants to retain the controlling stake. This, it is
feared, is not going to solve the problems which PSBs are coping with now.

16

PRIVATE SECTOR BLOOMS:

Corporate governance and self-regulation are the ground rules for the
private sector. Government interference is not preferred. While some private
banks such as HDFC Bank, UTI Bank and IDBI Bank have financial
institutions backing them, others are opting for foreign partnerships for
technology and monetary resources.
Private banks have emerged relatively strong, with about 60% growth
reported in net profits in the year ended March 2000. With a net profit of Rs.120
crores (+46%), HDFC was the clear leader. IDBI Bank, however took the cake
by doubling its net profit, which reached Rs.60.99 crores in March 2000.The
jump in profits can mainly be attributed to non-traditional sectors such as
commission, exchange, brokerage, and profit on sale of investments.

17

18

RBI POLICIES
The RBI does not interfere in determining the prime lending rates for
commercial banks. The onus is on banks to do so. RBI regulates interest rates
on savings accounts, export credit, and credit for small and tiny sectors. The
rates fixed by RBI are quite low at 7%, 5%, and 4% respectively for Bank Rate,
Repo Rate, and savings account rate. Fixing rates on bank credit is the
discretion of the banks. Though banks are allowed to offer variable interest rates
on longer-term deposit rates, they continue to offer fixed deposit rates.
Current account transaction norms eased
Norms on current account transactions were eased, in line with the
Foreign Exchange Management Act (FEMA). The Basic Travel Quota (BTQ)
has been raised from US$3,000 to US$5,000, without the need for central
banks approval. Capital account restrictions related to dealing in assets with
residents and non-residents have also been relaxed.
RBI to launch liquidity adjustment facility
The Reserve Bank of India (RBI) is launching its new liquidity
adjustment facility (LAF), effective June 5. The first phase would see the
withdrawal of additional collateralised lending facilities, and Tier-II refinance to
banks. The 5% fixed rate Repo will also be withdrawn. The facilities of
collateralised lending and Tier-I refinance facilities will continue.

19

The Central government has granted approval to banks during the current
financial year to make a foray into forward trading in gold by including gold on
the list of commodities eligible for hedging under the Forward Contract
(Regulation) Act, 1952.
MEASURES ADOPTED BY RBI
Measures to increase liquidity and decrease the cost of funds to banks
Bank rate cut by 1% from 8% to 7%
CRR cut by 0.5%, from 8% to 7.5%
Repo rate cut by 1%, from 6% to 5%
Savings deposit rate for scheduled commercial banks cut from 4.5% to 4.0%

20

21

MAJOR COMPETITORS
STATE BANK OF INDIA
It is India's largest bank with assets worth Rs.2, 615 billion. SBI also has the
distinction of having the worlds largest branch network of 9,000 branches. The
bank has a share of about 22% of India's loans and deposits, and is a top player
in trade finance and forex. Through its subsidiaries, SBI is also a leading
provider of other financial products like mutual funds, investment banking,
housing finance and factoring. SBI has a market share of one-fifth of the
banking sector in India. Nationalized banks and SBI and its subsidiaries form
the heart of the Indian banking system. These two entities operate 70% of the
total branches spread across the length and breadth of India.

BANK OF INDIA
As one of the leading public sector Indian banks, Bank of India has the
distinction of being the first bank to open a branch outside India. The bank,
which currently has overseas operations in about 10 countries, is one of the
leaders in financing foreign trade. It is one of the few Indian banks that provide
tele-banking facilities, Remote Access Terminals for corporate clients, and
Signature Retrieval System. Some of the recent forays made by the bank in
terms of its business operations include bullion business and demat services.

22

HDFC BANK
It is a pioneer in terms of the introduction and adoption of a model banking
policy that suits India and other developing countries. The bank, which is
synonymous with progressive banking in India, has a strong presence in rural
India. The bank was nationalized in 1969. HDFC Bank has correspondent
relations with 400 banks from all over the globe. The bank is also one of the
leading players in the foreign exchange market.
Citibank, idbi, hdfc,hsbc

23

CHALLENGE FOR THE INDIAN BANKING SECTOR

Indian banks have a long way to go before they reach the size of their
international counterparts. Even the biggest Indian bank, State Bank of India, is
nowhere on the international scale, with assets in the range of $50billion.
Absence of significant scale benefits and higher implicit costs of several
services are perpetuating the poor ranking of Indian banks in the international
league tables.

Shareholding structure, government regulations and sheer size of the country

ensure that the existence of Indian banks is not at stake at this stage. What is at
stake is the banking support that is available for Indian economic activity, and
thereby the international competitiveness of various sectors. What is also at
stake is the scope for the banking industry to earn superior returns through
differentiated wider services.

Further, it is quite conceivable that with passage of time, as government holding

in banks is progressively divested, regulatory authorities will be unable to hold
back the international giants from buying out Indian banks. Even economies
with a "domestic mindset", such as France and Germany, have been forced to
bow before the international capital market forces.

24

It would be a shame if painstakingly built retail strength is offered on a platter to

some predator. The challenge can be met through some concerted action -

25

Government
The Government needs to do away with artificial fragmentation of
the financial sector. A case in point is the segregation of banks and
financial institutions induced by policy. If this is changed, we may well
see mergers between the two sectors to create organizations of size. Why
not a merger of Industrial Development Bank of India with Bank of
Baroda, or even better with State Bank of India? This would definitely
lead to a merger between HDFC and HDFC Bank and for that matter
between HDFC and HDFC Bank. The possibilities are interesting and
numerous.
Domestic Banks
Domestic Banks - private as well as public - need to continuously explore
options to acquire or merge with other institutions to enhance their size,
service or skill-set. This could also mean looking beyond the national
boundaries as truly global corporations do.
New Initiatives
The recent crisis in the Far East has demonstrated the need for a
robust banking sector. Therefore the whole structure of Regional Rural
Banks (RRBs) and Urban Co-operative Banks (UCBs) needs to be
strengthened. The focus that FMCG companies such as Hindustan Lever
have given to the rural sector proves that private sector interest is not
26

limited to the cities and major towns. Technological changes (such as

wireless communication, net etc.) have drastically changed the
communications scenario. This may be the time to come out with
interesting initiatives with regard to structure of RRBs and UCBs so that
private sector organizations - banks as well as non-banks - play a greater
role in meeting the needs and aspirations of hitherto neglected parts of the
country.
Social considerations
The full benefit of mergers can only be realized if they are followed up
with some hard measures such as re-location / closure of branches,
rationalization of employee strength etc. It would be a welcome change if the
management and unions collaborate in seeking appropriate social security from
the Government - financed out of the divestment of stake in these banks.
Indian banking has to operate with a global mindset even while fulfilling local
banking requirements. By joining in the effort to make this happen, we will get
the banking service we need. Else, we will deserve the banking service we get.

27

RECRUITMENT
Recruitment and selection are the most important functions in an
organization because with the help of these functions the management selects
the best available candidate from a batch of them. The organizations, in this
growing competitive world, need to have the best of the manpower so as to have
an edge over its competitive.

According to Flippo, "Recruitment is the process of searching for

prospective employees and stimulating and encouraging them to apply for jobs
in an organization."

In the words of Yoder,"Recrutiment is a process to discover the sources of

manpower to meet the requirements of the staffing schedule and to employ
effective measured for attracting that manpower in adequate numbers to
facilitate effective selection of an efficient working force."

The recruitment needs can be classified into

Planned.

Anticipated.

Unexpected.

28

Planned need arise from changes in the organization and retirement policy.
These occur due the expected changes in the organization so the management
can make a proper policy for it.

Anticipated need refer to the movements in personnel which an organisation

can predict by studying the trends in the internal and external environments.

Resignations, deaths, accidents and illness result in to the unexpected needs.

FEATURES:

Recruitment is a process or a series of activities rather than a single event.

It is a linking activity as it brings together the employers and employees.

It is positive process because in this activity the employers want to have

the maximum number of job seekers so as to have a wider scope for
choice ultimately leading in spotting right persons for job.

It is an important function as it makes it possible to acquire the number

and type of persons required for the effective functioning of the
organization.

It is an on going function in all the organizations, but the volume and

nature of recruitment varies with the size, nature and environment of the
organization.
29

It is a complex process because a number of factors affect it --the nature

of the job offered, image of the organization, organizational policies,
working conditions etc.

SOURCES OF RECRUITMENT:
The various sources of recruitment are -

Internal Sources: Include-

Present Employees who can be transferred or given promotions.

The retired and retrenched employees who want to return to the company.

Dependents and relatives of the deceased and disabled employees.

External Sources: Consist of

Press advertisements.

Campus Interviews.

Placement Agencies.

Recommendations.

Recruitment at factory gate.

Employment Exchanges.

During my short stint at DIL, it was observed that the recruitment need of
DIL is diversified. It needs persons who have knowledge of use, processing
30

of natural ingredients of number of varied products, technical know-how of

latest industrial technical knowledge, and computer applications to
pharmaceutical industry to manual workers. The importance of the process
could be understood that the present work force of DIL is 2,500 employees.
Hence, the recruitment and selection procedure should match the
complexities of the need and at the same should commensurate with the
complex need of the organization.

31

SELECTION
Selection is the process of choosing the best candidate out of the all the
applicants. In this process, relevant information about the
applicants is collected through a series of steps so as to evaluate
their suitability for the job to be filled.

It is the process of matching the qualifications with those required for the job
so that the candidate can be entrusted with the task that matches with his
credibility.
It is a process of weeding out unsuitable candidates and finally identifying the
most suitable candidates.
This process divides the candidates into two categories-the suitable ones and
the unsuitable ones. The suitable people prove to be the asset for the
organization. Selection is a negative process because in this process the
management tries to minimize the number of people at each step so that the
final decision can be in the light of all the factors and at the end of it best
candidate is selected. Selected candidate the has to pass through the following
stages

Preliminary Interview.

Application Form.

Selection Test.

32

Selection Interview.

Physical Examination.

Reference Check.

Final Approval.

Employment.

Preliminary Interview is the initial screening done to weed out the

undesirable candidates. This is mainly a sorting process in which the
prospective candidates are given the necessary information about the nature
of the job and the organization. Necessary information about the candidate is
also taken. If the candidate is found suitable then he is selected for further
screening else he is dropped. This stage saves the time and effort of both the
company and the candidate. It avoids unnecessary waiting for the candidate
and waste of money for further processing of an unsuitable candidate.

Application Form is a traditional and widely used device for collecting

information from candidates. This form asks the candidates to fill up the
necessary information regarding their basic information like name, address,
references, date of birth, marital status, educational qualifications,
experience, salary structure in previous organization and other such
information. This form is of great help because the scrutiny of this form

33

helps to weed out candidate who are lacking in education, experience or any
other criterion provided by the organization. It also helps in formulation of
questions, which will be asked in the interview. These forms can also be
stored for future references thus maintaining a databank of the applicants.
Selection Tests are being increasingly used in employee selection. Tests are
sample of some aspect of an individual's attitudes, behavior and
performance. It also provides a systematic basis for comparing two or more
persons. The tests help to reduce bias in selection by serving as a
supplementary screening device. These are also helpful in better matching of
candidate and the job. These reveal the qualifications, which remain covered
in application form and interview.

Selection Interview involves the interaction of the employer and the

employee.

Selection involves a personal, observational and face-to-face

appraisal of candidates for employment. It is an essential element of the

selection procedure. The information obtained through application form and
test can be crosschecked in the interview.

The applicants who have crossed the above stages have to go through
Physical Examination either by the company's physician or the medical
officer approved for the purpose. The main aim is to ensure that the
34

candidate is physically fit to perform the job. Those who are found
physically unfit are rejected.

The next stage marks of checking the references. The applicant is asked to
mention in his application form the names and addresses of two or three
person who know him well. The organization contacts them by mail or
telephone. They are requested to provide their frank opinion about the
candidate without incurring a liability. The opinion of the references can be
useful in judging the future behaviour and performance of a candidate.

The executives of the concerned departments then finally approve the

candidates short-listed by the human resource department. Employment is
offered in the form of an appointment letter mentioning the post, the rank,
the salary grade, the date by which the candidate should join and other terms
and conditions in brief. Appointment is generally made on probation of one
or two years. After satisfactory performance during this period the candidate
is finally confirmed in the job on permanent basis or regularized.

Selection is an important function as no organization can achieve its goals

without selecting right persons for the required job. Faulty selection leads to
wastage of time and money and spoils the environment of an organisation.
35

Scientific selection and placement of personnel can go a long way in

building up a stable workforce. It helps to reduce absenteeism and labour
turnover. Proper selection is helpful in increasing the efficiency and
productivity of the enterprise.

36

COMPANY PROFILE
HDFC BANK
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 liberalisation 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.
Overview
Year 2004 & 2003
Year 2002 & 2001
Year 2000 & 1999
Credit Rating
Corporate Governance Rating
Awards and Achievements - Banking Services
HDFC Bank began operations in 1995 with a simple mission: to be a "Worldclass Indian Bank". We realised that only a single-minded focus on product
quality and service excellence would help us get there. Today, we are proud to
say that we are well on our way towards that goal.

37

It is extremely gratifying that our efforts towards providing customer

convenience have been appreciated both nationally and internationally.
2007
Global HR Excellence Awards - Asia Pacific HRM Congress: 'Employer
Brand of the Year 2007 -2008' Award - First Runner up, & many more
Business Today
'Best Bank' Award
Dun & Bradstreet American Express Corporate Best Bank Award 2007
'Corporate Best Bank' Award
The Bombay Stock Exchange and Nasscom Foundation's Business for Social
Responsibility Awards 2007
'Best Corporate Social Responsibility Practice' award
Outlook Money & NDTV Profit
Best Bank Award in the Private sector category.
The Asian Banker Excellence in Retail Financial Services Awards
Best Retail Bank in India
Asian Banker
Our Managing Director Aditya Puri wins the Leadership Achievement
Award for India
2006

38

Business Today
Best Bank in India.
Forbes Magazine
One of Asia Pacific's Best 50 companies.
Businessworld
Best listed Bank of India.
The Asset Magazine's Triple A Country Awards
Best Domestic Bank.
Asiamoney Awards
Best Local Cash Management Bank in Large and Medium segments.
Euromoney Awards
"Best Bank" in India.
2005
Asiamoney Awards
Best Domestic Commercial Bank
Asiamoney Awards
Best Cash Management Bank - India .
The Asian Banker Excellence
Retail Banking Risk Management Award in India.
Hong Kong-based Finance Asia magazine

39

Best Bank India

Economic Times Awards
"Company of the Year" Award for Corporate Excellence.
The Asset Triple A Country Awards
Best Domestic Bank in India Region - 2005
The Business Today-KPMG Survey
Best Local Cash Management Bank in India US$11-100m - 2005
The Business Today-KPMG Survey
"Best Bank in India" for the third consecutive year in 2005.
Economic Times - Avaya Global Connect Customer Responsiveness Awards
"Most Customer Responsive Company - Banking and Financial Services 2005
2004
Asiamoney Awards
Best Local Cash Management Bank in India US$11-100m
Asiamoney Awards
Best Local Cash Management Bank in India >US$501m
Asiamoney Awards
Best Local Cash Management Bank in India 1989-2004 (poll of polls)
Asiamoney Awards
Best Overall Domestic Trade Finance Services in India - 2004

40

Asiamoney Awards
Most Improved company for Best Management Practices in India - 2004
Business World
One of India's Most Respected Companies - 2004
Forbes Global
Best Under a Billion, 100 Best Smaller Size Enterprises in Asia/Pacific and
Europe - 2004
Asian Banker Awards
Operational Excellence in Retail Financial Services - 2004
The Asset Triple A Country Awards
Best Domestic Bank in India - 2004

2003
Forbes Global
Best Under a Billion, 200 Best Small Companies - 2003
The Asset Triple A Country Awards
Best Domestic Bank in India -2003
BusinessWorld - The Business World Most Respected Company Awards
One of India's Most Respected Companies
The Asset magazine

41

Best Cash Management Bank

The Asset magazine
Best Trade Finance Bank
FE-Ernst & Young Best Banks Survey
Best New Private Sector Bank - 2003
Outlook Money
Best Bank in the Private Sector 2003
Business Today
Best Bank in India -2003
NASSCOM & economictimes.com - IT Users Awards
Best IT User in Banking -2003
There have been some other proud moments as well:
London-based Euromoney magazine gave us the award for "Best Bank - India"
in 1999, "Best Domestic Bank" in India in 2000, and "Best Bank in India" in
2001 and 2002
Asiamoney magazine has named us "Best Commercial Bank in India 2002".
For our use of information technology we have been recognized as a
"Computerworld Honors Laureate" and awarded the 21st Century Achievement
Award in 2002 for Finance, Insurance & Real Estate category by
Computerworld, Inc., USA.
Our technology initiative has been included as a case study in their online
global archives.The Economic Times has conferred on us The Economic Times
42

Awards for Corporate Excellence as the Emerging Company of the Year 200001.
Leading Indian business magazine Business India named us "India's Best Bank"
in 2000.
In the year 2000, leading financial magazine Forbes Global named us in its list
of "The 300 Best Small Companies" in the world and as one of the "20 for
2001" best small companies in the world.

43

RECRUITMENT AND SELECTION PROCEDURE IN

HDFC BANK
HDFC bank Ltd. selects the future employees keeping everything in mind right
from the qualification of the employees to the future prospects-both of the
organisation and the employees.

The first step involves the filling up of Manpower Indent Form. This form is
filled up by the department, which is having the vacancy. The form consists of
various questions which are to be answered like if the current vacancy is a
replacement vacancy, its reason is to be specified -the factors which resulted it
like death, retirement etc.

The department is required to give the qualifications that the future candidate
should possess.

In the next step, this form is given to the Human Resource (HR) department;
this department sees if the position can be filled through internal sources. The
internal sources can be transfers, promotion etc. In the case of internal sources,
the recommendations of the employees are not taken into consideration. If the
HR department does not find suitable candidate within the organisation then this

44

department has to give reasons for it. The form then goes to the Corporate HR
for its approval.

When the suitable candidate is not available within the organisation, the
organisation then moves to the outside world for filling up the vacancies.

If the number of employees required is large then the company has in its
consideration three ways

The Data bank of the organisation.

Advertisements.

Contacting large consultants.

The company maintains a databank of the candidates, which is used when the
number of vacancies to be filled up is large. The sources of databank can be the
qualified candidates who had applied in the organisation earlier but due to some
reasons could not join the organisation.

Advertisements are the second big source to attract the candidates. These are
having much larger scope and reach to a number of people. The qualifications
required by the organisation and the criteria could be described in detail.

45

Large number of consultants also constitutes a big source. Many people register
themselves with these consultants and they act as a bridge between the
organisation and the candidates. The consultants provide the company required
details about all criteria. These consultants are fixed for the organisation, which
are chosen on the basis of their performance. In case of overseas recruitment it
is checked whether their Indian counterparts can perform the job efficiently or
not. If need arises then they are also taken through consultants.

But if the number of vacancies is very small then the organisation takes the help
of the local consultants.

The candidates are then required to fill up the Application Form. This form
requires the candidate to fill the details regarding the previous employment, if
any and his personal data. The form is having details regarding like the marital
status, organisation structure, the position held by the candidate, his salary
structure, the top three deliveries to the organisation that proved to be beneficial
to the organisation, career goals, his strengths and weaknesses etc.

After the application form has been duly filled and submitted, the selection
process starts wherein the candidate has to pass through various stages and
interview. The interview panel consists of the persons from Corporate (HR), and

46

other persons including the executives from the department for which the
vacancy is to be filled.

The selected candidates are then short-listed. The short listed candidates are
then given priority numbers; this is due to the reason that sometimes the
candidate who is having first priority is unable to join the organisation due to
some reasons then in that case the candidate next in the priority list is given
preference. The candidate has to under go medical examination and his
credentials are verified.

After qualifying these stages, the candidate is then absorbed in the organisation
and explained his/her duties. This phase marks the end of the selection
procedure.

HDFC bank Ltd.also performs Campus interviews as and when the need arises.
The esteemed organisation also provides apprentice training-wherein the
organisation trains the people in the working of the organisation and gives then
stipend. If these trainees are found useful to the organisation then they are
absorbed in the organisation else they are given certificate so that they can show
this as an experience and get a job elsewhere.

47

RECRUITMENT AND SELECTION IN HDFC BANK

HIERARCHY OF HDFC BANK

Mrs. Vandana Bhargava Deputy

dDirector
Mr. U.K. Bose CEO
Mr. Samir Bhargave Controller

Mr. Kapil Kaul C.G.M.

(M&S)

Mr. Manchanda
G.M (North)

Capt. S.P.S. Sandhu

C.G.M. (Operations)

Mr. Roshan Nowroj

G.M. (South)

Manager Personal

Mr. Sanjay Kumar

Commercial Mrg.

R.S.M. Delhi
Manager
FFP Department

Manager International
MRTG.

Manager
CSC & Automation

Manager
Sales
Deputy
Manager Sales

Product
Manater

Asst.
Manager Sales

A.S.M.
Delhi

A.S.M.
Delhi

Senior Officer
Sales

Senior
Officer

Senior
Officer

Officer

Officer

Officer Sales

48

Brand
Manater

HRM in the food Industry

When we talk of human resource management, we have in our mind a variety of
things. These include:
Training
Skill development and up-gradation of knowledge and skills of the
employees.
Motivating the employees,
Effective utilization of the employees skills and capabilities
Attracting the personnel and their retention
Wages, salaries and rewards and
Monitoring and controlling the employees performance
These aspects of human resource management and development are essential
for every sector but in the case of tourism, they have a special significance.
This is because tourism is a service industry and here the customer is not only
buying a service or a product but he is also experiencing and consuming the
quality of service which is reflected in the performance of the person involved
in the production and delivery of the service. Since what is marketed here is a
relationship between the customer and the producer of services, the importance
of human resources becomes vital for the success of the business. Generally, in
49

such service operations the emphasis has been on courtesy and efficiency and it
is assumed that the service in tourism is all smiles and effective communication.
However, with the changing nature of tourism and growing special sation only
smiles, communications skills and courtesy will not serve the purpose. For
example, a guide may be very good in communication but unless he or she is
equipped with knowledge and information related to the monument or the city,
he or she will not be able to perform quality service. Similarly, a driver may be
very good at driving but unless he knows the roads and addresses of the city,
only his driving capabilities will be of no help in providing quality service. And
we must remember here that tourists, whether foreign or domestic, are
increasingly becoming more demanding as regards quality of service.
Generally, human resource management, planning and development in tourism
have to be taken at both macro as well as micro levels. At the macro level, one
takes into account the educational and training infrastructure available in a
country and the efforts initiated by the ICAO. This also includes the efforts
initiated by the private sector. At the micro level, one takes into account how
best individual organizations plan and manage their human resources V S
Mahesh, formerly Vice President (Human Resources) with the Taj Group of
Hotels, is of the opinion that two central features common to all sectors of the
tourism industry must be considered in this regard:

50

1) The concept of Moments of Truth (MOT), and

2) MOTs relationship to the attainment of service excellence in an
organization.
Jan Carlzon has defined MOT as an intention between a customer and an
organization, which leads to a judgement by the customer about the quality of
service received by her or him. In tourism industry, 95% of the MOTs take
place between customers and the front line staff and most of the time they are
not visible to the management.

For example, how a hotel receptionist is

handling the customers or how an escort is conducting the tour is not visible to
the management. Yet, the tourists experience of the holiday is dependent on
how the staff manning such services has treated him or her. Mahesh has pointed
out that in case of negative experiences, only less than five percent cases get
reported to the management by the customers and hence according to him the
crucial questions is are human beings capable of doing their job correctly,
willingly and with a smile, when they know that their management is most
unlikely to be able to see or hear them, let alone bear of their failure to do so?
This puts additional on the human resources management factor in the tourism
industry. Certain organizations, companies and even destinations are known for
their hospitality and are even termed as service leaders in their areas of
operations. Researches conducted by various scholars in this area show that they
51

have achieved this, status, through effective human resource management in

their organizations. According to Gail Cook Johnson these companies have
applied the principal of empowerment to all employees. This empowerment is
manifested in the way that companies:
Are highly focused and consistent in everything they do and say in relation
to employees,
Have manager who communicate with employees
Facilitate, rather that regulate, their employees response to customers
Solicit employee feedback about how they can do things better
Stress the importance of team work at each level of the organization and
Plan carefully the organizations recruitment and training needs.
These companies give less emphasis on hierarchy and formal relationship
rather; they adopt flat organizational structure in terms of span of control.
Johnson further states that these service leaders can be recognised for:
Their unfailing commitment to service principles,
Their investments in people to ensure staffing competence,
A management philosophy which stresses communication a proactive
orientation and employee feedback and

52

 A dedication to teamwork
In fact, human resource management and customers care/expectations
management are inter related area in the area of tourism. Sarah Mansfield has
identified four key principles in the development of customer care within
companies. These according to her are
1)

Customer care starts at the top was meaning that commitment to the
principle of customer care must emanate from senior management levels
within an organization. Successful management is not only about the
right management style but also an attitude, ethos or culture of the
organization which overrides the management techniques used, such that
in the absence of other instructions these values will dictate how an
employee will behave.

2)

Customer care involves everyone within the organization. It is not just

about front-line staff. The contrary view only services to reinforce the
electricians or administrators, opinion that the standard of service they
give in support of the front-line staff is not important. How can cleaners
do the right job unless they fully appreciate their customer needs and the
importance of their role? High standards of customer care cannot be
achieved by ignoring seasonal, part time or voluntary staff that represents
the face of the business to many customers.

53

3)

Care for your staff and they will care for your customers. Too often
organizations look first to the customer, whereas the emphasis should be
placed on the staff. Improving the experience of the staff encourages a
better service and a better experience for customers. More customers are
obtained thereby improving the climate in which management and staff
work. Investment and greater professionalism follow success and the
cycle of achievement is reinforced.

4)

Its a continuous, meaning that customer care is not a quick fix

Research but it long term plan.

According to V S Mahesh The nature, determinates and problem areas of

service quality within tourism points clearly to the central role of personnel, at
all levels, in attaining levels, of excellence in this respect. Development the
service culture, within a company, and within tourism industry, cans he seen as
crucial to the success of tourism. Hence, the activities of an HRD manager in
tourism can be categorised as:
Human resource planing and
Human resource development
Aspect like forecasting, recruiting and induction in the human resource area are
taken care of through human resource planning. The identification of specific
developmental needs for the manpower aimed at developing and exploiting the

54

competencies of the human resources are taken care of through human resource
development.
HUMAN RESOURCE PLANNING
In this Section, we will deal with certain aspects which are relevant for
managers or entrepreneurs at an organizations level in the area of human
resource planning. Human resource planing can be termed as a process for
preparing a plan for the future personnel needs of an organization. It takes into
account the internal activities of the organization and the external environmental
factors. In a service industry like tourism, such planning also aims at improving
the quality of manpower resources. Human resource planning involves:

Analysis of existing manpower resources,

Planning for future needs taking into account how many people with what
skills and at what levels the organization will need, and
Planning for the development of the employees by adopting in-house
training and continuing education methods to upgrade the knowledge and
skills of the employees.

55

56

RECRUITMENT AND SELECTION PROCEDURES IN HR

Recruitment and selection procedure is a vital factor of an organization. If it is
not done properly the production procedure will be hampered. Hence
productivity will fall down. So the organization will be in trouble and it will
affect the employer- employee relationship. So recruitment and selection
procedure should be done in proper and correct manner. The new candidates
should replace the vacant post so that the production of the company does not
hamper. By this the productivity will increase and the organization will gain
profit. So the employer will be happy and will not hesitate to distribute bonus
and increments to the workers. The workers will also be more motivated to
work. Hence there will be harmonious relationship in the organization. It will
also stabilize the organization in the long run.

57

HUMAN RESOURCE MANAGEMENT IN HDFC

BANK
Organisation structure:
The whole organisation behaves as a Parivar, with one legal guardian. All
directors and shareholders are from among workers and the entire have
taken an oath through affidavit. In the court of law that neither their
family members shall have claim or share in the assets or profits of the
company. All workers of company are the proud owners of the
organisation. The workers believe in the concept that manpower is
superior to money power.
Recruitment and selection
Recruitment is the process of seeking out and attempting to attract individuals in
external labour markets, who are capable of and interested in filling
available vacancies. Recruitment is an intermediate activity whose
primary function is to server as a linked between Human Resource
Planning on the one hand and selection on the other. Sources of
recruitment are through internal and external channels. HDFC bank
recruits its employees both externally as well as internally.
Recruitment for the airline is done through interviews of selected
58

applicants and people who pass the interviews of selected applicants

and people who pass the

interview are required to undergo a medical test before he/she is finally placed
in the HDFC bank.
Employees are also recruited through internal mobility. This is done on the basis
of merit and seniority. After passing the examination the candidates are
called for an interview along with the employees who have become
eligible for promotion on the basis of seniority.

59

HUMAN RESOURCE FUNCTIONS

Recruitment and selection.

Performance Appraisal.

Training and Development.

Promotion, Transfer, Separation.

General administration & Welfare.

Security.

Public Relations.

Industrial Relations.

60

HUMAN RESOURCE PROCESS IN ORGANISATION

Human
Resource

Recruitment

Training &
Development

Socialization

Performan
ce
Appraisal

Promotions,
Transfers,
Demotions

61

&

HUMAN RESOURCE DEPARTMENT

Unit
Head

Additional General
Manager-Corporate HR &
IR

Deputy
Manager-HR

Senior
E
x

Assistant HR
Officer

SupervisorAdministratio
n

Executive
Assistant-HR

Housekeep
ing
General
Administration

62

RESEARCH METHODOLOGY
The purpose of the methodology is to describe the research procedure. This
includes overall research design, the sampling procedure, the data collection
method, and analysis procedure.
Out of total universe 15 respondents from HDFC bank have been taken for
convenience. The sample procedure chosen for this are statistical sampling
method. Here randomly employees are selected and interviewed. Information,
which I collected, was based on the questionnaires filled up by the sample
employees.
Under secondary method I took the help of various reference books which I
have mentioned in bibliography and also by way of surfing through the
company website.
Primary Data

Questionnaire: Corresponding to the nature of the study direct, structured

questionnaires with a mixture of close and open-ended questions will be
administered to the relevant respondents within the Personnel and other
Departments of the organisation.

Secondary Data
Organizational literature: Any relevant literature available from the
organisation on the Company profile, recruitment & selection procedures,

63

Job specifications (HDFC bank), department-wise break up of manpower

strength and the organisational structure.
Other Sources: Appropriate journals, magazines such as Human Capital,
relevant newspaper articles, company brochures and articles on www sites
will also be used to substantiate the identified objectives.

Sampling Plan and Design

A questionnaire will be used for the purpose of research:

Questionnaire: To test the validity and effectiveness of the recruitment and

selection procedures within the organisation and to test the validity and
effectiveness of the policies and procedures within the organisation.

The basic rationale of Questionnaire is to ascertain the perception of the nonHR departments in terms of the validity and effectiveness of the policies and
procedures used by the organisation. It is also in line with the assessment of
any suggestions/recommendations that the respondents from these
Departments might have in terms of the use of an alternative source/device
of recruitment and selection, than what already forms the current practice of
the HR Department.

Questionnaire would be administered to 15 respondents, holding a senior

designation within the Personnel Department of the organisation. It will also
be administered to at least 15 respondents belonging to typical Departments
64

within the organisation and holding senior designations within their

respective Departments.
Sampling Element
For the purpose of administering the Questionnaire, the respondents would
comprise of personnel holding senior designations within the Personnel
Department of the organisation. The respondents for the Questionnaire will
also be preferably being panel members of the Recruitment & Selection
Board of the organisation.
The respondents would comprise of personnel holding senior designations
within certain typical Departments identified

within the organisation,

namely:
- Stores
- Finance
- Operations
- Electronics
- Engineering
Sample Extent: The extent of the sample is confined to the Sahibabad
operations of the HDFC bank, specifically to the Administration.
Sampling Technique
Judgement Sampling would be used for the purpose of choosing the sample
for the purpose of administering Questionnaire. The identified expert would

65

have a thorough knowledge about all the respondents within the Personnel
Department of the organisation. Thus his/her expertise would be
incorporated in locating, identifying and contacting the required respondents.
Again Judgement sampling would be effectively used in identifying the
typical non - HR Departments within the organisation and subsequently for
the location and identification of suitable respondents for Questionnaire.

66

DATA ANALYSIS
The analysis of the various sources of recruitment and selection devices is
presented on the following pages.
The response entailed from the HR Department (as analysed from
Questionnaire) represents current practice within the organisation in terms
of the sources of recruitment and selection devices used.
The analysis of the response entailed from all the other departments (as
analysed from Questionnaire) forming the sample, represents the perception
of the respondents from these Departments in terms of the validity and
effectiveness of the various sources/devices of recruitment/selection
(specific to these Departments)
The analysis further entails any suggestions/recommendations given by these
non-HR

Departments

(forming

the

sample

for

administering

Questionnaire), in terms of any recruitment source and/or selection device

that should be deployed by the organisation apart from what already
constitutes current practice (specific to these Departments)

67

DOES THE RECRUITMENT AND SELECTION PROCEDURE AFFECTS THE

PERFORMANCE OF THE EMPLOYEES?

INTERPRETATION:
Yes, it does because if in appropriate candidates are selected it would lead to loss of
productivity, labor turnover.

90 out of 100 employees said that recruitment and selection procedure affects the
performance of the employees while 10 out of 100 employees said that it does not.

68

DOES THE COMPANY RECRUIT EMPLOYEES INTERNALLY?

INTERPRETATION:
100 out of 100 employees said HDFC bank recruit employees internally.

69

IS THE RECRUITMENT AND SELECTION PROCEDURE FOLLOWED BY THE

COMPANY APPROPRIATE?

INTERPRETATION:
75 out of 100 employees believe that the recruitment and selection procedure followed by the
company is appropriate while 25 out 100 employees believe its inappropriate.

70

DOES YOUR COMPANY DISCLOSE THE JOB SATISFACTION AT THE TIME OF

SELECTION OF A CANDIDATE ?

INTERPRETATION:
Disclosing of job specification basically depends on the job profile of the candidate.
65 out of 100 employees say that the economy discloses the job specifications at the time of
selection of a candidate while 35 out of 100 employees said the company doesnt disclose job
specifications at the time of selection.

71

DOES YOUR COMPANY ASK FOR REFERENCES AT THE TIME OF SELECTION?

INTERPRETATION:
100 out of 100 employees said that the company ask for references at the time of selection.

72

WHAT PERCENT OF THE SELECTION PROCEDURE DOES THE WRITTEN TEST

CONTRIBUTE?

INTERPRETATION:
70 out of 100 employees say that the written test contribute the main factor of recruitment but
30% employees say that written test not take a main part of recruitment.

73

WHICH TYPE OF INTERVIEW METHODS DOES YOUR COMPANY USUALLY

FOLLOW?

INTERPRETATION:
70 out of 100 employees say that company follows direct interview method, and 30 out of
100 says company follow the GD interview.

74

HDFC BANK GO FOR A CAMPUS RECRUITMENT FOR FRESHERS

INTERPRETATION:
In the survey I find that HDFC BANK prefer the fresher only 55% in campus and 45% Not
prefer for fresher in campus.

75

DOES YOUR COMPANY RECRUITMENT FOR THE OTHER STATE

INTERPRETATION:
In the survey I find that HDFC BANK recruit the people in other state.

76

YOU ARE SATISFIED WITH THE QUESTION AND WHICH ARE ASKED FROM THE
CANDIDATES AT THE TIME OF INTERVIEW

INTERPRETATION:
In the survey I find that maximum 45% persons are agree with HDFC BANK and some 30%
persons are disagree.

77

MANPOWER IS BASED ON PREVIOUS PRODUCTION DATA

INTERPRETATION:
In the survey I find that 100% manpower is based on previous production data.

78

MANPOWER IS LINKED OF VISION OF THE COMPANY

INTERPRETATION:
In the survey I find that maximum 80% is linked of vision of the company.

79

MEDICAL TEST IS DONE AT THE TIME IN HDFC BANK

INTERPRETATION:
In the survey I find that maximum cases 80% medical test is done at the time in HDFC
BANK but in some cases medical test is not required.

80

INTERVIEW CONDUCTED BY HDFC BANK IS FREE FROM BIAS

INTERPRETATION:
In the survey I find that maximum HDFC BANK conducted the interviews is free from bais.

81

HDFC BANK CHECK ALL INFORMATION WHICH IS GIVEN BY THE APPLICANT

BEFORE SELECTION

INTERPRETATION:
In the survey I find that HDFC BANK check all the information before interview.

82

HDFC BANK CONDUCT THE PHYSICAL EXAMINATION BEFORE SELECTION

INTERPRETATION:
In the survey I find that maximum cases HDFC BANK not conduct the physical examination
before selection but in some cases HDFC BANK conduct the physical examination.

83

YOU ARE SATISFIED WITH RECRUITMENT PROCESS IN HDFC BANK

INTERPRETATION:
In the survey I find that maximum 75% persons are satisfied with recruitment process in
HDFC BANK but 25% persons are not satisfied with recruitment process in HDFC BANK.

84

HDFC BANK ALSO RECRUITMENTS THE PEOPLE FOR FUTURE NEEDS

INTERPRETATION:
In the survey I find that maximum HDFC BANK recruitment process for the people for
future needs.

85

FAVORITISM IS DONE HDFC BANK AT THE TIMED OF RECRUITMENT PROCESS

INTERPRETATION:
In the survey I find that maximum 55% favoritism is not done at the recruitment process but
in some cases 45% can done.

86

FINDINGS

90% employees said that recruitment and selection procedure affects the performance
of the employees while 10% employees said that it does not.

100% employees said HDFC bank recruit employees internally.

75% employees believe that the recruitment and selection procedure followed by the
company is appropriate while 25% employees believe its inappropriate.

65% employees say that the economy discloses the job specifications at the time of
selection of a candidate while 35% employees said the company doesnt disclose job
specifications at the time of selection.

100% employees said that the company ask for references at the time of selection.

70% employees say that the written test contribute the main factor of recruitment but
30% employees say that written test not take a main part of recruitment.

70% employees say that company follows direct interview method, and 30% says
company follow the GD interview.

HDFC BANK prefer the fresher only 55% in campus and 45% Not prefer
for fresher in campus.

HDFC BANK recruit the people in other state.

Maximum 45% persons are agree with HDFC BANK and some 30%
persons are disagree.

100% manpower is based on previous production data.

87

Maximum 80% is linked of vision of the company.

Maximum cases 80% medical test is done at the time in HDFC BANK
but in some cases medical test is not required.

Maximum HDFC BANK conducted the interviews is free from bais.

HDFC BANK check all the information before interview.

Maximum cases HDFC BANK not conduct the physical examination

before selection but in some cases HDFC BANK conduct the physical
examination.

Maximum 75% persons are satisfied with recruitment process in HDFC

BANK but 25% persons are not satisfied with recruitment process in
HDFC BANK. In the survey

Maximum HDFC BANK recruitment process for the people for future
needs.

Maximum 55% favoritism is not done at the recruitment process but in

some cases 45% can done.

88

CONCLUSION

REQUIREMENT:Necessity is the mother of Invention this is true everywhere. In the

study first of all I tried to find out the cause of the process of
Recruitment and selection.
I got the answer from HDFC bank that here in HDFC bank major cause
for the process is its Expansion program as HDFC bank is growing
vastly. Few other reasons are Replacement vacancy Retirement hardly
takes place here.

SOURCES:An organizations excellence depends upon its employees performance,

which has not only to be maintained on a consistent level, but also must
be improved constantly. All this can be achieved if suitable employees
are selected, through proper Recruitment and Selection procedure.

METHODS:For the recruitment and selection various test include for e.g. aptitude
test ,personality test and group discussion. As we all know that, in
todays highly competitive age the biggest problem is of retention of its
highly skilled employees in the organization. Recruitment plays a vital
89

role in this regard. But it should be seen that no system is without any
flaws. Every system has its strong and weak points and is open for
change at any time.

IMPROVEMENT:HDFC BANK a well-developed Selection System for its employees

development. Thus, the company provides scope for employees on future
growth, career planning, training and development.

90

RECOMMENDATIONS

The research in HDFC bank has helped me in broadening my view. It has

helped me to know that HR is the heart of every organization. It made me
aware about how policies play an important role in the smooth functioning
of any organization. But I have found that there is something that lacks in
the company and which is possible to overcome.

HDFC bank is engaged in making maximum sales, providing satisfaction to

its customers, as well as maintaining good relations with the corporate
world. But it has not thought about marinating a health relation with its
employees. This is the reason that there was an increase in the labor
turnover. Also, it has never given consideration to find the reason lying
behind the same.

Employee retention is crucial to the long-term success of your business and

therefore the ability to retain employees is a primary measure of the health
of your organization. Of significant concern is the fact that unplanned
employee turnover directly impacts the bottom line of a business.

91

The company can undertake the following steps to maintain long and
existing relationship with its employees as well as a steady increase in
sales:-

1. Employees should know clearly what is expected of themContinually changing expectations minimize employees sense of
internal security and create unnecessary stress. It is beneficial
therefore to provide a specific framework, in which people can work.

2. Employees should be provided with quality management and

leadership-

It is well documented that people leave their managers more often

than they leave the company or the job. Turnover issues that cause an
employee to feel unvalued by their manager include lack of feedback
about performance, lack of clarity regarding earning potential,
failure to hold scheduled meetings, and the failure to provide a
framework for the employee to succeed. Ensure that the right people
are in place to lead your teams, departments, business units and the
organization as a whole towards success.

92

3. The company should compensate candidates applying for any

position in the organization in case of external recruitment; this will
give candidates a positive impression about the company.
4. The references given by the candidates at the time of selection should
be brought into use and should be verified in order to avoid
undesired candidates.
5. Job specifications should be disclosed at the time of recruitment and
selection so that employees are well aware of the tasks to be
performed by them and the expectations their seniors have from
them.
6. Company should undergo personality test in order to judge the
personality of the person applying for the job.
7. Company should have a round of panel interview so that decision of
selecting a candidate is not based on personal biasness of the
interviewer, interviews should therefore be followed by group
discussion.

93

LIMITATIONS
The scope of the study in terms of coverage is limited to the Delhi
operations of the HDFC bank
Within the organisation the study is limited to the top-level management of
the Personnel Department of the organisation (out of which samples of the
respondents are also members of the Recruitment & Selection committee).
This is for the purpose of administering the questionnaire.
In line with the purpose of conducting employee interviews, the study would
be confined to personnel holding typical designations within the organisation
at different levels of management.
Although the limitations that I faced in the organizations is the absence of
Trade Unions co-operation, otherwise which could have help me in
understanding the industrial relations in a comprehensive manner.
Secondly, the limitation that I have is the scope of collection of sample size
which was confined to only one department, which would have other wise
made my study and observations in an effective manner.

94

BIBLIOGRAPHY

1. BOOKS
Robbins P. Stephens, Organizational Behavior, Prentice Hall, 7th Edition,
Chapter 16, pages 636-641.
Koontz Harold & Weihrich Heinz, Essentials of Management, Mc Graw
Hill, 5th Edition, Chapter 11, pages 217-245.

Decenzo A. David & Robbins P. Stephen, Personnel/HR Management,

Prentice Hall, 3rd Edition, Chapters 6,7 & 8, pages 117-209.
2. Magazines

India Today

Todays traveller

Business Today
3.

News Paper

Times of India

Hindustan Times

Economic Times
4. Web sites

www.HDFC bankindia.com

www.indiatimes.com

95

QUESTIONNAIRE
QUESTIONNAIRE ON RECRUITMENT & SELECTION FOR THE
EMPLOYEES
1.

HDFC BANK go for a campus recruitment for freshers?

Yes

2.

Partially agree

disagree [

No

No

No

No

HDFC BANK check all information which is given by the applicant before selection?
Yes

9.

No

Interview conducted by HDFC BANK is free from bias?

Yes

8.

Medical test is done at the time in HDFC BANK?

Yes

7.

Manpower is linked of vision of the company?

Yes

6.

Manpower is based on previous production data?

Yes

5.

You are satisfied with the question and which are asked from the candidates at the time of interview?
Agree

4.

No

Does your company recruitment for the other state?

Yes

3.

No

HDFC BANK conduct the physical examination before selection?

Yes

No

10. You are satisfied with recruitment process in HDFC BANK?

96

Yes

No

11. HDFC BANK also recruitment the people for future needs?
Yes

No

12. Favoritism is done HDFC BANK at the time of recruitment process?

Yes

No

13. Does the recruitment and selection procedure affects the performance of the employees?
Yes

No

14. Does the company recruit employees internally?

Yes

No

15. Is the recruitment and selection procedure followed by the company appropriate?
Yes

No

16. Does your company disclose the job specifications at the time of selection of a candidate?
Yes

No

17. Does your company ask for references at the time of selection?
Yes

No

18. What percent of the selection procedure does the written test contribute?
Yes

No

19. Which type of interview methods does your company usually follow?
Direct

GD

97

Other