Recruitment & Selection process in Indian Banking Industry

Faculty: Prof. Thapasya Vijayan (Department of HR)

Submitted by

Oishik Ray FK-2256 Srikanth Katragadda FK-2231 Shuvadeep Dutta FK-2261 Abhishek Dutta FK-2257 Shishir Banerjee FK-2254

Contents
Acknowledgement Chapter 1- Introduction
1.1 1.2 1.3 Introduction Objectives of the study Research Methodology

Chapter 2- Review of Literature

2.1 Recruitment 2.2 Recruitment process 2.3 Sources of recruitment 2.4 Recent trends in recruitment 2.5 Selection 2.6 Process of selection

Chapter 3- Recruitment and Selection process in Banking sector in India (Public and Private)
3.1 Union Bank of India 3.2 3.3 3.4 State Bank of India ICICI Bank Axis Bank

Chapter 4 Conclusion Reference

Acknowledgement
First and foremost we thank the Lord Almighty for the eternal love and bestowing his wonderful blessings which imparted the capability in us to complete the project in the most successful manner. We also express our sincere and heartfelt thanks to the College and the Management for giving us the opportunity to do the project. We would like to express our deepest gratitude and grateful thanks to Prof. Thapasya Vijayan (Dept. of Human Resource) for guiding and supporting us in completing the project. Without her support it was not possible for us to complete the project. Her dedication towards the work really inspired us to complete the project in the most efficient manner. And her teaching regarding the topic in the class helped us to complete the research effectively. We would like to thank our Director Dr. Raman Nair and Department of HR who gave us permission to undertake the project. We are very thankful to Mr. Mainak Guha, for facilitating us to conduct the interview and providing us with valuable information about the private banking sector in India. We would like to take the privilege to express our profound gratitude to all those who have been instrumental in the preparation of the project report.

Chapter 1 Introduction

Indian Banking Industry:

Indian Banking Industry, over the years has gone through various phases after establishment of Reserve Bank of India in 1935 under British rule. The Rs 64 trillion (US$ 1.22 trillion) Indian banking industry has made exceptional progress in last few years, even during the times when the rest of the world was struggling with financial meltdown. Even today, financial institutions across the world are facing the repercussions of the turmoil but the Indian ones are standing stiff under the regulator's watchful eye and hence, have emerged stronger. Ratings agency Moody's believe that strong deposit base of Indian lenders and Government's persistent support to public sector and private banks would act as positive factors for the entire system amidst the negative global scenario. The sector has undergone significant developments and investments in the recent past. Some of them are discussed hereafter along with the key statistics and Government initiatives pertaining to the same

Different banks in India:

Some Public sector banks:

Some Private sector Banks:

Why to choose Banking Industry for jobs?

Rs 64 trillion (US$ 1.22 trillion) Indian banking industry Job in banking industry in India is now opened in historical number. Banks are going to recruit 5,00000 bank employees in 2011 and 2012 India's foreign exchange reserves stood at US$ 297 billion as on December 30, 2011 There was an inflow Rs 14,763 crore (US$ 2.83 billion) under NRI deposits in 2010-11 India's gross domestic product (GDP) growth will make the Indian banking industry third largest in the world by 2025 A wage increase of Rs 4,816 crore in 2007, again it is going to increase in December 2012. In 2011, India's large service industry accounts for 57.2% of the country's GDP

Chapter 2 Review of Literature

Recruitment and Selection

Recruitment
According to Edwin B. Flippo, Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are: A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective Measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.

Recruitment needs are of three types:

1. PLANNED I.e. the needs arising from changes in organization and retirement policy. 2. ANTICIPATED Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment. 3. UNEXPECTED Resignation, deaths, accidents, illness give rise to unexpected needs.

Recruitment Process
The recruitment is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows:

Identify vacancy Prepare job description and person specification Advertising the vacancy Managing the response Short-listing Arrange interviews Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities.

Sources Of Recruitment

Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organization itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment.

SOURCES OF RECRUITMENT

Internal Sources Of Recruitment

1. TRANSFERS The employees are transferred from one department to another according to their efficiency and experience.

2. PROMOTIONS The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. 3. Others are Upgrading and Demotion of present employees according to their performance. 4. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment such people save time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures.

5. The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others.

External Sources Of Recruitment

1. PRESS ADVERTISEMENTS Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach. 2. EDUCATIONAL INSTITUTES Various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment. 3. PLACEMENT AGENCIES Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing) 4. EMPLOYMENT EXCHANGES

Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates.

5. LABOUR CONTRACTORS Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used to recruit labor for construction jobs.

6. UNSOLICITED APPLICANTS Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organization.

7. EMPLOYEE REFERRALS / RECOMMENDATIONS Many organizations have structured system where the current employees of the organization can refer their friends and relatives for some position in their organization. Also, the office bearers of trade unions are often aware of the suitability of candidates. Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union.

8. RECRUITMENT AT FACTORY GATE Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. More efficient among these may be recruited to fill permanent vacancies.

Recent Trends in Recruitment

The following trends are being seen in recruitment:

1. Outsourcing
In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organizations for their services.

Advantages of outsourcing are:

Company need not plan for human resources much in advance. Value creation, operational flexibility and competitive advantage Turning the management's focus to strategic level processes of HRM Company is free from salary negotiations, weeding the unsuitable resumes/candidates. Company can save a lot of its resources and time

2. POACHING/RAIDING
Buying talent (rather than developing it) is the latest mantra being followed by the organisations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organization might be a competitor in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm.

3. E-RECRUITMENT
Many big organizations use Internet as a source of recruitment. E- recruitment is the

use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employees depending upon their requirements.

Advantages of recruitment are:

Low cost. No intermediaries Reduction in time for recruitment. Recruitment of right type of people. Efficiency of recruitment process.

Difference Between Recruitment And Selection

Both recruitment and selection are the two phases of the employment process. The differences between the two are: 1. Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. 2. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organization, by attracting more and more employees to apply in the organization WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various positions in the organization. 3. Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates.

4. Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests.

5. There is no contract of recruitment established in recruitment WHEREAS selection results in a contract of service between the employer and the selected employee.

Selection
Selection can be conceptualized in terms of either choosing the fit candidates, or rejecting the unfit candidates, or a combination of both. So, selection process assumes rightly that, there is more number of candidates than the number of candidates actually selected, where the candidates are made available through recruitment process. Selection is a process of choosing the most suitable persons out of all the participants. In this process, relevant information about applicant is collected through series of steps so as to evaluate their suitability for the job to be filled. On other hand, selection is the process of assessing the candidates by various means and making a choice followed by an offer of employment.

What is the process of selection?

The selection process is based on the following parameters in the organization. When there is opening in an organization, organization look for people, as per the process, as per the department and they schedule their interview accordingly which makes them know about the job vacancy, job opening and help the candidates in performing so the HR basically deals with this process and completes all the necessary details of the process of selection of the candidates as per the process and methods. They apply certain principles for selection of the candidates and give the position to the candidates as per their requirement, qualification; eligibility, experience and necessary positions and they specify the specific job to specific employee so they can perform better. Selection process is not that easier to perform because this task requires lot of skills as per the level of screening the students. This is a very challenging and a difficult task or a job to select and reject the candidates in the interview process because it requires no heart in the field and only requires the interviewer to think from their mind and apply the tools and necessary strategies for making this concept clear.

What are the tools applied in the selection process?

The selection process has various tools applied: 1. Announcement of the job position 2. Acceptance of the application forms 3. Screening tests of the candidates 4. Screening of the application 5. Written tests / Process of examination 6. HR rounds / Employment face to face interview 7.Medical process 8. Letter of appointment These are the basic eight steps a company basically applies or follows to go through the process of selection. This process requires very hard core knowledge, abilities and skills so that the right candidate who deserves the job can get the job offer and not the one who does not deserve this offer.

1. Announcement of the job position:

when there is a position vacant in the organization, company announce or declares the position by the help of newspapers, by the help of internet, by the help of job sites, by the help of various consulting sources and also they disclose the position by the help of

television and radio channels if there is an urgent requirement in the company. 2. Acceptance of the application forms: The application forms which the number of candidates have applied when they sent to the company in the following given address in this major sources for being in touch then they accept few of the forms they feel is suitable as per the job experience of the candidate, as per the residents / address of the candidate and so on. The application forms get selected if the person matches all the criteria of the company and fulfills all the requirements.

3. Screening tests of the candidates:

When company accepts the application forms of few candidates, he wants to meet with the people he have selected or talk with the people through phone for their screening tests so they start making them a call for further process and define about the company and brief the candidates with all the necessary details and also about the position.

4. Screening of the application:

When the company feels that some of the resume is not matching the minimum requirements of the position in the company, they screen those resumes as per the minimum qualification, minimum experience or minimum knowledge and so on.

5. Written tests / Process of examination:

When the company calls the candidates and select few of them for the written tests as per their process, as per their knowledge and also as per the number of position available in the company, they call up candidates for giving the written interview so they can judge more about the candidates suitability and candidates stability in the organization.

6. HR rounds / Employment face to face interview:

After they select few of the candidates in the fifth round they focus on the HR rounds which is basically known as the final round in the company where one thinks and feel that they will now got selected but it is exactly not like that because company has now also lot of tests left and exams left where they can reject you if you lose your level of confidence and patience so they focus on HR round basically to know about the expectation level of the employees, to understand the employee and also to know about its joining period or notice period.

7. Medical process:
The company then arranges the medical process which is important for the work place.

8. Letter of appointment:
After clearance of all the tests, the candidate who passes successfully with all the tests, with all the criteria gets an offer letter and known as the employee now rather than candidate. Thus the selection process includes basically these of the above steps and procedures.

Union Bank of India

Union Bank of India (UBI) is one of India's largest state-owned banks (the government owns 55.43% of its share capital), is listed on the Forbes 2000. It has assets of USD 13.45 billion and all the bank's branches have been networked with its 3025 ATMs. Its online Telebanking facility are available to all its Core Banking Customers - individual as well as corporate. It has representative offices in Abu Dhabi, United Arab Emirates, and Shanghai, Peoples Republic of China, and a branch in Hong Kong.

State Bank of India

State Bank of India (SBI) is the largest banking and financial services company in India by revenue, assets and market capitalization. Its a state-owned corporation with its headquarters in Mumbai, Maharashtra. As of March 2011, it had assets of US$ 370 billion with over 13,000 outlets including 150 overseas branches and agents globally. SBI provides a range of banking products through its vast network of branches in India and overseas, including products aimed at non-resident Indians (NRIs). The State Bank Group, with over 16,000 branches, has the largest banking branch network in India. SBI has 14 Local Head Offices situated at Chandigarh, Delhi, Lucknow, Patna, Kolkata, Guwahati (North East Circle), Bhuwaneshwar, Hyderabad, Chennai, Trivandram, Banglore, Mumbai, Bhopal & Ahmedabad and 57 Zonal Offices that are located at important cities throughout the country. It also has around 130 branches overseas.

Axis Bank
Axis Bank Limited, formerly UTI Bank, is an Indian financial services firm that had begun operations in 1994, after the Government of India allowed new private banks to be established. The Bank was promoted jointly by the Administrator of the Specified Undertaking of the Unit Trust of India (UTI-I), Life Insurance Corporation of India (LIC), General Insurance Corporation Ltd., National Insurance Company Ltd., The New India Assurance Company, The Oriental Insurance Corporation and United India Insurance Company UTI-I holds a special position in the Indian capital markets and has promoted many leading financial institutions in the country. The bank changed its name to Axis Bank in April 2007 to avoid confusion with other unrelated entities with similar name.After the Retirement of Mr. P. J. Nayak, Shikha Sharma was named as the bank's managing director and CEO on 20 April 2009. As on the year ended 31 March 2009 the Bank had a total income of 13,745.04 crore (US$3.02 billion) and a net profit of 1,812.93 crore (US$398.84 million).Axis Bank is the first bank in the country to provide a secure debit card-based payment service over IVR.

ICICI Bank
ICICI (INDUSTRIAL CREDIT AND INVESTMENT CORPORATION OF INDIA) Bank Ltd. is an Indian diversified financial services company headquartered in Mumbai, Maharashtra. It is the second largest bank in India by assets and third largest by market capitalization. It offers a wide range of banking products and financial services to corporate and retail customers through a variety of delivery channels and through its specialized subsidiaries in the areas of investment banking, life and non-life insurance, venture capital and asset management. The Bank has a network of 2,575 branches and 8,003 ATM's in India, and has a presence in 19 countries, including India. The bank has subsidiaries in the United Kingdom, Russia, and Canada; branches in United States, Singapore, Bahrain, Hong Kong, Sri Lanka, Qatar and Dubai International Finance Centre; and representative offices in United Arab Emirates, China, South Africa, Bangladesh, Thailand, Malaysia and Indonesia. The company's UK subsidiary has established branches in Belgium and Germany.ICICI Bank is one of the Big Four banks of India, along with State Bank of India, Punjab National Bank and HDFC Bankits main competitors.

Chapter 3 Recruitment and Selection process in Banking sector in India (Public and Private)
ICICI Bank:

Recruitment of probationary officer:

Probationary Officer Recruitment is an initiative of ICICI Bank to attract bright graduate to pursue a career in banking. It is designed to develop specialists with banking knowledge and skills to partially fulfill the future need of trained bankers. For the recruitment of probationary officer ICICI Bank asks for the following criteria

Completed graduation with 55% (Aggregate) in any discipline A post graduate degree of MBA in Banking and Finance is preferable * Age should be up to 25 years

*For those who dont have a MBA degree ICICI Bank will offer a one year full time residential training programme, conducted at ICICI Manipal Academy campus, Bangalore. Applicants joining the probationary officer training will be enrolled for MBA in Banking and Finance with Manipal University.

Selection of probationary officer

The selection process of Probationary Officer in ICICI Bank consist of Online aptitude test The qualifying candidates are called for group discussion The shortlisted candidates are called for personal interview Ultimately the selected candidates are given the joining letter

Salary
The salary is Rs 14,500 basic pay per month.

Recruitment of Junior sales officer

Junior Sales Officer is an entry level grade at the Bank. Freshers looking to immediately pursue a career with ICICI Bank can join its Sales Team as Junior Sales Officer in their branch. The criteria for the post of Junior Sales Officer are
Graduate in any discipline Experience less than 3 years Age less than 28 years

Key Deliverables:
The incumbent would be responsible for achieving the monthly sales targets, assigned to him/her, for various products and services offered by ICICI Bank. Proactively identify sales prospects and do business development activities in the geography assigned. Follow up on new leads and referrals resulting from field activity. Coordinate with internal teams to accomplish the task assigned. Work within the compliance boundaries set by the regulatory bodies and the Bank. Work for satisfying the customer needs by right selling the products and services offered by the Bank. Proactively resolve customer queries/issues in order to achieve highest customer satisfaction. Maintain periodic status reports, including daily activity matrix and calls/follow-ups made.

Key Skills:
Good communication. Ability to build and maintain relationships with new and existing customers. Ability to engage with people in a convincing manner. Ability to generate ideas which can help him/her and the team to achieve the targets assigned. Drive and passion for results.

Selection of Junior Sales Officer

The selection procedure of Junior Sales Officer consist of
Walk-in analytical test Personal interview

Finally the selected candidates are called up for the training period of 3 months under the supervisor of the sales team of a specified branch.

Salary
The salary is Rs 7,200 basic pay per month.

AXIS Bank:
Recruitment of relationship manager

Job Responsibilities:
Acquire new corporate clients. Develop and maintain a relationship with new/existing corporate and govt. bodies (large/medium/small). Achieve premium targets through Direct Sales in Corporate, Government & SME Segment. Service the corporate in terms of quote presentations, policy deliverance, and post policy issuance services within the agreed TAT. Update the office manager on market competition and business figures on a daily basis. Adherence to internal policies and external regulations.

Troubleshooting with:
(a) Underwriting team for policy approval. (b) Office operations team for policy issuance. (c) Claims Team for Claims settlement (d) Finance team for timely disbursement. The recruitment of relationship manager is based on the following criteria Graduate in any discipline with 55% (aggregate) An MBA degree with HR as specialization Experience of at least 2 year is preferable Age should be below 28 years

Selection of relationship manager:

The selection process consist of Group discussion Personality test Personal interview

The selected candidates are offered a joining letter and allocated a specific branch.

Salary
The salary ranges from Rs 2,20,000 - 3,70,000 per annum.

Recruitment of Operations Manager :

An operations manager of a bank is the one who analyses the various aspects of the functioning of the bank. He or she works for increasing the work efficiency of the bank and has to fulfill a comprehensive job as will have to do a vital study of the prospects to suggest plans and strategies for improvement. He or she has to research upon the operations of the bank so as can make a lot of different in the working efficiency of the bank. The recruitment criteria of operations manager are B.Tech graduate or holder of a professional degree like MBA Work experience is preferable, freshers can also apply

Selection of Operations Manager:

The selection process consists of Aptitude test Personal interview Medical test A probationary period of 3 months completion of which will result in final placement

Salary :
The salary ranges from Rs 2,50,000 4,00,0000

Union Bank of India

Recruitment and selection Clerical post CBS CHALLAN APPLICATION FOR BANKING SERVICES:-

Any individual, who aspires to join Union Bank as a Clerk or in a post in that cadre, will necessarily be required to take the CWE. Prospective candidates who wish to appear for the CWE will have to apply to IBPS and should carefully read the advertisement regarding eligibility criteria, online registration process, pattern of examination, issuance of call letters and score cards. Candidates who appear for the CWE will be able to check their status after the examination. Scorecards will be issued to candidates who secure minimum qualifying marks and above in each test of the examination. It should, however, be noted that successful candidates in the CWE who have been issued scorecards and who meet the stipulated eligibility criteria are then required to apply to the bank they wish to as and when bank call for applications, quoting their personal details and their CWE scores. The bank will then individually shortlist candidates and carry out their own selection processes such as Interviews etc. for final selection. The Bank will independently issue a separate recruitment notification, specifying their vacancies and stipulating the eligibility criteria in terms of age, educational qualification, proficiency in Official Language of the State/UT for which vacancies he wishes to apply, experience (if any), minimum required level of IBPS score in each test and on Total Score (if any) etc. Since clerical cadre recruitment would be on State-wise basis, candidates can apply for vacancies in one State/ UT only. It will therefore be necessary that candidates appear for examination in one of the centers of a particular State/UT where they would like to apply for employment i.e. they have to appear for the examination from a centre for that particular State/UT as mentioned in Annexure I. The candidate may also be required to possess proficiency in the Official Language of the State/UT for which vacancies he wishes to apply to be eligible as per the notifications of the Bank.

ELIGIBILITY CRITERIA:
I. Nationality / Citizenship: A candidate must be either (i) a Citizen of India or (ii) a subject of Nepal or (iii) a subject of Bhutan or (iv) a Tibetan Refugee who came over to India before 1st January 1962 with the intention of permanently settling in India or

(v) a person of Indian origin who has migrated from Pakistan, Burma, Sri Lanka, East African countries of Kenya, Uganda, the United Republic of Tanzania (formerly Tanganyika and Zanzibar), Zambia, Malawi, Zaire, Ethiopia and Vietnam with the intention of permanently settling in India, provided that a candidate belonging to categories (ii), (iii), (iv) & (v) above shall be a person in whose favour a certificate of eligibility has been issued by the Government ofIndia. II. Age (As on 01.08.2011): Minimum: 18 Years Maximum: 28 Years

EDUCATIONAL QUALIFICATIONS:
(as on 01.08.2011) A pass with 60% marks in the aggregate in Matriculation/SSC (old pattern)/SSLC/10th std. Examination of 10+2+3 pattern or equivalent. For SC/ST/OBC/PWD/EXSM candidates a pass in the aggregate in Matriculation/SSC (old pattern)/SSLC/10 th std. Examination of 10+2+3 pattern or equivalent OR A pass with 50% marks in HSC examination of 10+2 (10+2+3 pattern) /11th Std. of (11+1+3) pattern or Intermediate/Pre-University or any equivalent examination/Diploma in Banking recognized by Central/State Government or U.T. administration. For SC/ST/OBC/PWD/EXSM candidates a pass in HSC examination of 10+2 (10+2+3 pattern) /11th Std. of (11+1+3) pattern or Intermediate/Pre-University or any equivalent examination/Diploma in Banking recognized by Central/State Government or U.T. administration OR Degree in any discipline from a recognized University or any equivalent qualification recognized as such by the Central Government

WRITTEN EXAMINATION
Written Examination Structure:No. Of Questions Maximum Marks Total Time 50 50 150minutes

Sr. No. Name of Tests (Objective) 1 Test of Reasoning

2 3 4 5

Test of English Language Test of Numerical Ability Test of General Awareness with special reference to Banking Industry Test of Computer Knowledge Total

50 50 50 50 250

50 50 50 50 250

The above tests except the Test of English Language will be printed bilingually, i.e. English and Hindi.

SELECTION METHODOLOGY: PERSONAL INTERVIEW:

Depending upon the number of Union Bank vacancies, a certain number of candidates who pass in each test and rank sufficiently high from among those who qualify on the basis of aggregate marks in the written examination would be called for the interview. The candidate has to secure minimum passing marks in the interview. (C) Final selection (State-wise) will be made on the basis of aggregate marks obtained by the candidates in the written test & Union Bank interview taken together and will be strictly according to the descending order of merit. Merely satisfying the Union Bank Clerical Recruitment 2011 eligibility criteria does not entitle a candidate to be called for written test / Interview. The Union Bank Clerical Recruitment 2011 reserves the right to alter, modify or change any of the other terms and conditions spelt out in this advertisement, including selection criteria for passing / method and procedure for selection.

Probationary officer : Recruitment Process Of PO in Union Bank of India ELIGIBILITY CRITERIA (As on 01.07.2011) : (i) Nationality / Citizenship:

A candidate must be either (i) a Citizen of India or (ii) a subject of Nepal or (iii) a subject of Bhutan or (iv) a Tibetan Refugee who came over to India before 1st Jan. 1962 with the intention of permanently settling in India (v) a person of Indian origin who has migrated from Pakistan, Burma, Sri Lanka, East African countries of Kenya, Uganda, the United Republic of Tanzania (formerly Tanganyika and Zanzibar), Zambia, Malawi, Zaire, Ethiopia and Vietnam with the intention of permanently settling in India, provided that a candidate belonging to categories (ii), (iii), (iv) & (v) above shall be a person in whose favour a certificate of eligibility has been issued by the Govt. of India. A candidate in whose case a certificate of eligibility is necessary may be admitted to the examination &/or interview but on final selection the offer of appointment may be given only after the necessary eligibility certificate has been issued to him by the Government of India.

(ii) Applications from serving employees:

Subject to their fulfilling the eligibility criteria, existing employees of Union Bank of India may apply online and then submit their applications through proper channel (HR Departments of the Nodal Regional / Field General Managers Office / Central Office under whose jurisdiction they work). Such candidates, if selected, shall resign from their present positions in the bank and re-join the Banks service afresh. For those under Indemnity Service Bond obligations, the remaining incomplete service period contained in the Indemnity Service Bond earlier executed and subsisting will be carried over and added to the new employment.

(iii) Age :
The Minimum and Maximum Age, including the Age with Relaxation, will be reckoned as of 01.07.2011.

(iv) Educational Qualifications (as on 01.07.2011 ) :

The Educational Qualifications prescribed for the post is the MINIMUM. Candidates must possess these qualifications as on 01.07.2011 (inclusive).

When called for the Personal Interview, the candidate MUST ATTACH TO THE SYSTEM GENERATED PRINTED ON-LINE APPLICATION FORM, PROOF by way of clear and legible photocopies of (a) UNIVERSITY FINAL DEGREE PASSING (CONVOCATION) CERTIFICATE.

(Provisional Degree Passing Certificate will be accepted only in case of those candidates who have passed the Degree Final Examination and the University has not conferred the Degree on the applicant) (b) YEAR-WISE / SEMESTER-WISE MARK SHEET FOR EACH YEAR / SEMESTER IN RESPECT OF EACH OF THE EXAMINATIONS PASSED from the concerned College & University, AND (c) COMPUTER COURSE PASSING CERTIFICATE in support the stipulation of having completed the Computer Awareness & Office Automation Course for duration of minimum 60 hours. The requirement of having completed the Computer Awareness & Automation Course will be waived in case of those Graduates having Computer Awareness or Knowledge as part of the curriculum at the Degree level and this fact should be indicated in the Application Form and also evidenced by an duly highlighted entry of the subject in the relevant Mark Sheet. (d) Copy of ONLINE application form submitted to IBPS for applying for the Written test.

6: ELIGIBILITY CRITERIA (As on 01.07.2011) : Educational Qualifications:

(a). A Graduate Degree with minimum 55% marks (50% for Reserved Category candidates) in the aggregate in the final year of Graduation from a UGC recognised / AICTE Accredited University / Institution PREFERABLY WITH A Diploma in Banking & Finance (DBF) from the Indian Institute of Banking & Finance (IIBF) , AND (b). Candidates should be Qualified in the Common Written Examination conducted by IBPS and should be holding a valid score card issued by IBPS . AND (c). A Certificate for having completed a Course in Computer Awareness & Office Automation for duration of minimum 60 hours from a reputed Computer Training Institute, which will be waived where 'Computers' is a part of the curriculum at the Graduation / PostGraduation Level.

Selection Procedure:
Through a Personal Interview or any other mode of selection to be decided by the competent authority.

NOTE:
---Candidates must specifically indicate the Class / Division obtained calculated to the nearest two decimals in the relevant column of the application. Where no percentage of Marks is awarded by the University, but only CGPA/ OGPA is awarded, the same should be converted into percentage , besides indicating the CGPA/ OGPA in the application. ---The result of the Qualifying examination i.e. Graduation or Equivalent to Graduation, as the case may be, should have been awarded by the University on or before 01.07.2011. ---Candidates should have obtained the specified IBPS score in each test and in aggregate in the common written Examination. candidates should be able to produce the valid score card in support of the scores mentioned in the online application from if called for further selection processes such as Psychometric test and/ or Interview. The Educational Qualifications prescribed above for the post is the MINIMUM. Candidates MUST POSSESS these qualifications as on (inclusive) and MUST ATTACH PROOF thereof, i.e., clear and legible photocopies of:

(a) SSC/HSC Passing Certificate (b)University FINAL DEGREE Passing (CONVOCATION) Certificate for Graduate Candidates. (Provisional Degree Passing Certificate will be accepted only in case of those candidates who have passed the Degree Final Examination and the University has not conferred the Degree on the applicant); (c) Year-wise / Semester-wise Mark sheet for each year / semester in respect of the Degree Examinations from the educational institution they have studied; (d) Computer Course Passing Certificate from a recognized Computer Training Institute in support of having completed the Computer Awareness & Office Automation Course. Candidates who have acquired Computer Awareness & Knowledge as part of the curriculum at the Degree level should indicate this fact in the Application Form and also highlight the Computer subject in the relevant Mark Sheet, which should be attached to the Application Form. APPLICATIONS NOT FULFILLING THIS CRITERION AND NOT SUBMITTING PROOF AS STATED ABOVE WILL BE SUMMARILY REJECTED.

PROBATION PERIOD:
The selected candidate will be on Probation for a period of 24 months (2 years) of active service from the date of his / her joining the Bank.

SERVICE BOND :

The selected candidate will be required to execute a Service Bond undertaking to serve the Bank for a period of 3 years or to pay the Bank a sum of Rs.200000.00 should he / she leave the Bank before the completion of the 3 year service period.

SELECTION METHODOLOGY: PERSONAL INTERVIEW:

A Personal Interview of 50 marks shall be conducted to assess the candidates academic record, power of expression, clarity of thought, qualities of leadership, extracurricular activities, hobbies, general demeanor, behavior, communication skills, suitability for the post, etc. The minimum qualifying marks for the Personal Interview would be 50% marks (45% marks for Reserved Category Candidates). Candidates not clearing the Personal Interview will not be considered for final selection. The short-listing of the candidates for Personal Interview will be made on the basis of the candidates performance in the Written Test conducted by IBPS and the Total Weighted Score obtained as per the valid Score Card Issued by IBPS. Depending on the number of vacancies, only those candidates who are Qualified in the Common Written Examination conducted by IBPS and possess a valid score card issued by IBPS and rank sufficiently high in the order of merit based on the total Weighted Score shall be called for a Personal Interview in the ratio of 1:3 for General / Unreserved Candidates and 1:5 in case of candidates belonging to the Reserved Categories). In other words, 3 General and 5 Reserved Category candidates against the vacancies stipulated respectively would be called for the Personal interview depending upon their ranking as per the total Weighted Score obtained by them. The Bank reserves its right to call for the Interview candidates otherwise than in the above ratio at its sole discretion. Candidates passing the Personal Interview will be ranked in a descending order on the basis of the Weighted Score obtained in the Written Test conducted by IBPS, Personal Interview under the respective SC / ST / OBC / GEN Category. Subject to the vacancies available under the respective Category, only those candidates who pass the Personal Interview will be short-listed for selection in the order of the Merit Rank obtained by them under the respective Category.

In case it is detected at any stage that the candidate does not satisfy with the conditions stipulated or does not fulfill any of the eligibility criteria, and / or he / she has furnished any incorrect information and / or has suppressed any material information / fact(s) his / her candidature will stand cancelled. If any of these shortcomings are detected even after appointment, his / her services will be summarily terminated. Appointment of the short-listed / selected candidate is subject to his / her being declared medically fit as per the requirement of the Bank. Such appointment and confirmation in the services of the Bank will also be subject to receiving satisfactory references from

respectable referees, police verification of antecedents, caste / class verification, execution of service bond and other compliances.

State Bank of India

Clerical post Recruitment and selection

1. Scale of Pay: 7200-400/3-8400-500/3-9900-600/4-12300-700/7-17200-1300/1-18500800/ 1-19300 Candidates who have not passed 12th standard Examination but have passed Diploma course after 10th standard are eligible for the captioned recruitment provided: (a) Diploma course passed after 10th standard must be a full time course (Diploma course through correspondence are not eligible) with a minimum of two years duration. (b) The Diploma course passed after 10th standard should be recognized / approved by the State Board of Technical Education of concerned State. (c) The percentage of marks in 12th/ Diploma Course shall be arrived at by dividing the marks obtained by the candidate in all subjects by aggregate maximum marks of all subjects irrespective of optional/additional optional subjects studied. Grace marks, if any, awarded by the Board/University will be excluded for the purpose of calculation of percentage. The date of passing the eligibility examination will be the date appearing on the mark sheet/provisional certificate or the date on which the result was posted on the website of the university / institution. (d) Matriculate Ex-servicemen, who have obtained the Indian Army Special Certificate of Education or corresponding certificate in the Navy or Air Force, after having completed not less than 15 years of service in Armed Forces of the Union are also eligible for the post. Such certificates should be dated on or before 01.12.2011. (e) Should be able to write and speak English fluently. (f) Knowledge of local language will be an added qualification.

Age: (As on 01.12.2011)

i. Minimum Age : 18 years ; Maximum Age : 28 years (as on 01.12.2011). Candidates born between 30.11.1983 & 01.12.1993 are only eligible to apply. ii. The upper age limit will be relaxed as under: Sr. Category Age Relaxation No. 1. SC / ST 5 years 2. Other Backward Classes (OBC) 3 years 3. PWD (Gen) 10 years 4. PWD (SC /ST) 15 years 5. PWD (OBC) 13 years 6. Persons domiciled in Kashmir Division 5 years of Jammu & Kashmir State during the period from 01.01.1980 to 31.12.1989

Emoluments:
The total starting emoluments of a Clerical Cadre employee payable at Metro like Mumbai will be around Rs. 14,177/- per month for Graduates inclusive of D.A. and other allowances at the current rate. Allowances may vary depending upon the place of posting. Stenographer will be eligible for special pay of Rs.800 per month (under review). 3. Educational Qualification (as on 01.12.2011) i) Minimum 12th Standard (10 + 2) pass or equivalent qualification with a minimum of aggregate 60% marks (55% for SC/ ST/ PWD/ XS). OR ii) A degree (Graduation level) from a recognized university. i) The candidate will have to arrange his/her own scribe at his/her own cost. ii) The academic qualification of the scribe should be one grade lower than the minimum stipulated eligibility criteria for the candidate. (11th Standard or below). iii) The scribe can be from any academic discipline. iv) Both the candidate as well as the scribe will have to give a suitable undertaking in the prescribed format with passport size photograph of scribe, and confirm that the scribe fulfils all the stipulated eligibility criteria for a scribe as mentioned above. Further, in case it later transpires that he/she did not fulfill any of the laid-down criteria or suppressed material facts, the candidature of the applicant will stand cancelled, irrespective of the result of the written test. v) Such candidates who use a scribe shall be eligible for extra time of 20 minutes for every hour of the examination. 4. Probation period: The newly appointed assistants/stenographers will be on probation for a Minimum period of 6 months. Before the probation period comes to an end, the performance of the newly recruited employees will be evaluated and the probation period of those employees whose performance fails to meet Banks expectation, may be extended.

Selection Procedure:
All eligible candidates should apply on-line before the last date for registration of application. a. Final selection will be made on the basis of performance in the written test and

interview taken together. Merely satisfying the eligibility norms does not entitle a candidate to be called for written test or interview. b. The written test will be of Objective type consisting of (i) General Awareness (ii) General English (iii) Quantitative Aptitude (iv) Reasoning Ability (v) Marketing (vi) Aptitude / Computer Knowledge. The questions in objective tests, except for the test of General English, will be printed bilingual i.e., English & Hindi. There will be negative marks for wrong answers in the Objective tests. 1/4th marks will be deducted for each wrong answer. Candidates will have to pass in each of the objective tests. The passing marks in each of the tests will be decided by the Bank on the basis of the performance of all the competing candidates taken together in each test to a minimum required level. Candidates are also required to score a minimum percentage marks on aggregate (For SC/ST/OBC/PWD/XS candidates, 5% relaxation available thereon). for being considered for interview. Minimum percentage marks on aggregate will be decided by the bank. c. Candidates qualified in the written test for recruitment in clerical cadre in the bank and opted for appointment as stenographer will be called for skill test in stenography. The candidate will be given one dictation for 10 minutes in English/Hindi at the speed of 100 w.p.m. The matter will have to be transcribed on computer in 40 minutes in case of English Stenography and in 55 minutes in case of Hindi Stenography. Visually impaired candidates will be required to transcribe the matter in 70 minutes for English Shorthand Test and in 95 minutes for Hindi Shorthand Test. Candidate should score minimum 50% marks to be qualified. Candidates will be required to appear for the skill test at the venue identified by the Bank. The venue for skill test will be advised to the candidates in due course.

SELECTION METHODOLOGY: PERSONAL INTERVIEW:

Depending upon the number of State Bank vacancies, a certain number of candidates who pass in each test and rank sufficiently high from among those who qualify on the basis of aggregate marks in the written examination would be called for the interview. The candidate has to secure minimum passing marks in the interview. (C) Final selection (State-wise) will be made on the basis of aggregate marks obtained by the candidates in the written test & State Bank interview taken together and will be strictly according to the descending order of merit. Merely satisfying the State Bank Clerical Recruitment 2011 eligibility criteria does not entitle a candidate to be called for written test / Interview. The State Bank Clerical Recruitment 2011 reserves the right to alter, modify or change any of the other terms and conditions spelt out in this advertisement, including selection criteria for passing / method and procedure for selection.

Recruitment Process of Probationary Officer : ELIGIBLITY CRITERIA : (AS ON 01/05/2011) (A) Essential Academic Qualifications :
Graduation in any discipline from a recognized College / University

(B) Age Limit : As on 01.05.2011

Not below 21 years and not above 30 years as on 01.05.2011 i.e. candidates must have been born not earlier than 02.05.1981 and not later than 01.05.1990 (both days inclusive) Relaxation in the Upper Age Limit to Reserved category candidates Upper age is relaxable by (i) 3 years in the case of OBC candidates. (ii) 5 years in the case of : (a) SC/ST candidates. (b) Ex-servicemen (including Emergency Commissioned Officers/Short Service Commissioned Officers) who have rendered at least five years continuous Military Service and have been released on completion of assignment (including those whose assignment is due to be completed within one year) otherwise than by way of dismissal or discharge on account of misconduct or inefficiency or /on account of physical disability or have been released on account of physical disability attributable to Military Service or on invalidment

(c) Candidates who had ordinarily been domiciled in Kashmir Division of the State of Jammu and Kashmir between 1st January, 1980 and 31st December, 1989. (iii) 10 years for VH/OH (Gen); 13 years for VH/OH (OBC) and 15 years for VH/OH(SC/ST)
candidates.

EMOLUMENTS: Pay :
Selected candidates will be on probation for a period of two years. They will draw a starting basic pay of Rs. 16,900/- in the scale of Rs.14500-600/7-18700-700/ 2 -20100-800/7-25700 applicable to Junior Management Grade Scale I. They will also be eligible for D.A., H.R.A. & C.C.A. as per rules in force from time to time. At present, initial monthly emoluments of Probationary Officers, including D.A., H.R.A. and C.C.A., are approximately Rs. 27,800/- at Metropolitan centers.

Perquisites
- Bank, traditionally looks after its employees well, entitlement of perquisites are as per extant instructions applicable from time to time viz. _ HTC / LFC, Provident Fund/ Pension, Medical aid for self and dependents, leased house _ Concession for Housing / Car / Personal Loans

SELECTION PROCEDURE : Phase- I :

Written Examination -- Combined Duration 3 Hrs. (Combined Objective & Descriptive Type Tests) -- [Max marks-250 (combined)] The duration of objective type test will be 2 hours, Max. marks 200 and will consist of : i) Test of English Language (Grammar, Vocabulary, Comprehension etc.) ii) Test of General Awareness, Marketing & Computers iii)Test of Data Analysis & Interpretation iv) Test of Reasoning (High Level) The duration of Descriptive type test will be 1 hour, Max. marks-50 and the test will be of "Test of English Language (Comprehension, short precise, letter writing & essay)" Descriptive test paper of only those candidates will be evaluated who are adequately high in percentile ranking in each of all the four objective tests and have scored overall

aggregate 40% and above in case of General category and aggregate 35% and above in case SC/ST/OBC/PWD category. The qualifying marks for descriptive test will also be overall aggregate 40% for General category and overall aggregate 35% for SC/ ST/OBC/PWD. The merit list of written examination will be based on the aggregate of the marks obtained by the candidates in Objective and Descriptive tests .

Phase-II : Group Discussion & Interview :

Max Marks - 50. [GD - 20 Interview - 30] The aggregate marks of objective test and descriptive test will be arranged in descending order and the candidates who have qualified in both the written examinations will be called for group discussion and interview depending upon the vacancies in each category, subject to maximum of 3 times of the vacancies.

Final Selection
The marks of group discussion and interview will be put together and the candidates who secure minimum 40% marks (minimum 35% in case of SC/ST/OBC/PWD) in group discussion and interview will be considered for final selection. The candidate will have to pass both in Phase I & II separately. Phase I & Phase II marks will be aggregated and arranged in descending order (category wise) for candidates who have qualified in both the phases separately and depending on the vacancies, selection will be made from the top merit ranked candidates in each category. Results of the candidates who have qualified for Phase I and thereafter the list of candidates finally selected will be available on the Bank's website in addition to publication in Employment News/ Rozgar Samachar.

Number of chances :
Category Number of Chances
General 4 General (PWD) 4 OBC 7 OBC (PWD) 7 SC/ SC (PWD)/ ST/ ST (PWD) No Restriction General category candidates who have appeared on 4 occasions in the recruitment examination of POs for SBI are not eligible to apply.

SELECTION METHODOLOGY: PERSONAL INTERVIEW:

A Personal Interview of 50 marks shall be conducted to assess the candidates academic record, power of expression, clarity of thought, qualities of leadership, extra-curricular activities, hobbies, general demeanor, behavior, communication skills, suitability for the post, etc. The minimum qualifying marks for the Personal Interview would be 50% marks (45% marks for Reserved Category Candidates). Candidates not clearing the Personal Interview will not be considered for final selection. The short-listing of the candidates for Personal Interview will be made on the basis of the candidates performance in the Written Test conducted by IBPS and the Total Weighted Score obtained as per the valid Score Card Issued by IBPS. Depending on the number of vacancies, only those candidates who are Qualified in the Common Written Examination conducted by IBPS and possess a valid score card issued by IBPS and rank sufficiently high in the order of merit based on the total Weighted Score shall be called for a Personal Interview depending upon their ranking as per the total Weighted Score obtained by them. Subject to the vacancies available under the respective Category, only those candidates who pass the Personal Interview will be short-listed for selection in the order of the Merit Rank obtained by them under the respective Category. In case it is detected at any stage that the candidate does not satisfy with the conditions stipulated or does not fulfill any of the eligibility criteria, and / or he / she has furnished any incorrect information and / or has suppressed any material information / fact(s) his / her candidature will stand cancelled. If any of these shortcomings are detected even after appointment, his / her services will be summarily terminated. Appointment of the short-listed / selected candidate is subject to his / her being declared medically fit as per the requirement of the Bank. Such appointment and confirmation in the services of the Bank will also be subject to receiving satisfactory references from respectable referees, police verification of antecedents, caste / class verification, execution of service bond and other compliances

Chapter 4 Conclusion

Conclusion:
After the detailed study about the Banking Industry and the recruitment-selection process in different banks we would like to conclude saying that due to the strong Indian banking structure both the private and public banks are growing at a good pace. The prospect of employment for this reason is high. As the Indian economy emerges the activities of banks are also increasing rapidly. The requirement of managers who can take quick and firm decisions is seen. Now most of the banks are approaching management institutions to recruit such managers. The youth of our country is also finding great interest towards this industry as the scope of growth is pretty high. The jobs are not only challenging but also a source of maintaining a good standard of living. At the time of global recession, banks of different countries are downgraded where as Indian banks withstand the crisis and worked effectively. So jobs in Indian banking industry are safe & secure. As the recruitment-selection process is almost same for banking jobs in various banks, a proper knowledge about banking is needed by post graduate & graduate students to grab the jobs in banking sector.

Reference

1. www.icicicareers.com

2. www.axisbank.com/careers/Careers.asp

3. www.infinitecourses.com

4. www.freejobalert.com/union-bank-of-india-recruitment/

5. http://www.competitionmaster.com/category.aspx?ID=7ed66d 08-5953-4b47-b939-09662a3f9607