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CITI aman

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TOPIC

“CITI BANK”
SUBMITTED BY AMAN BABEL M.COM (I SEMESTER) PROJECT GUIDE

PROF.SONAL BAPNA
SUBMITTED TO

UNIVERSITY OF MUMBAI
RAJASTHANI SAMMELAN’S
Ghanshyamdas Saraf College Affiliated to University of Mumbai

ACCREDITED BY NAAC WITH ‘A’ GRADE
& Durgadevi Saraf Junior College (ARTS & COMMERCE) S.V.Road, Malad (W) Mumbai: 400 064 Year: 2013-2014

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RAJASTHANI SAMMELAN’S
Ghanshyamdas Saraf College Affiliated to University of Mumbai

ACCREDITED BY NAAC WITH ‘A’ GRADE
& Durgadevi Saraf Junior College (ARTS & COMMERCE) S.V.Road, Malad (W) Mumbai: 400 064

CERTIFICATE
I Prof. SONAL BAPNA. I here by certify that Mr. AMAN BABEL a student of Ghanshyamdas Saraf College of M.COM(Semester I) has completed Project on “CITI BANK” in the Academic year 20132014. This information submitted is true and Original to the best of my Knowledge.

External Examiner: Date:

Principal:

Project Co-ordinator: Date:

College Seal:

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ACKNOWLEDGEMENT
I take this opportunity to thank the UNIVERSITY OF MUMBAI for giving me a chance to do this Project.

I express my sincere gratitude to the Principal, course co-ordinator Mrs.Dipti Soni Madam, Guide Prof. SONAL BAPNA and our librarian and other teachers for their constant support and helping for completing the project.

I am also grateful to my friends for giving support in my project. Lastly, I would like to thank each and every person who helped me in completing the project especially MY PARENTS

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DECLARATION I Mr. Malad (W) M. Date: Signature of Student 4|Page .COM (Semester I) hereby declare that I have completed project on “CITI BANK” in the academic Year 2013-2014. This information submitted is true and original to best of my Knowledge. AMAN BABEL student of Ghanshyamdas Saraf College of Arts and Commerce.

3. 6. History Of Bank Process Of Recruitment Functions of HRM Planning of HR Methods of planning and development Importance of a discipline administration Conclusion Biblography 5|Page . 9.Index Sr. 7. Topic Introduction   Page No. 8. Bank Profile Overview 2. 4. 1. No. 5.

CITI Bank commenced operations as a Scheduled Commercial Bank in January 1995. with its registered office in Mumbai. India. as part of the RBI's liberalisation of the Indian Banking Industry in 1994. Promoter 6|Page .INTRODUCTION Citi Bank 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. The bank was incorporated in August 1994 in the name of 'CITI Bank Limited'.

29 % of the equity is held by the ADS / GDR Depositories (in respect of the bank's American Depository Shares (ADS) and Global Depository Receipts (GDR) Issues). Its outstanding loan portfolio covers well over a million dwelling units.88. a strong market reputation. Product Leadership and People. Since its inception in 1977.15% of the Bank's equity and about 17. Business Focus CITI Bank's mission is to be a World-Class Indian Bank.924 shareholders. corporate governance and regulatory compliance. CITI was ideally positioned to promote a bank in the Indian environment. 469. The CITI Group holds 23. The objective is to build sound customer franchises across distinct businesses so as to be the preferred provider of banking services for target retail and wholesale customer segments. With its experience in the financial markets.47.270 equity shares of Rs. and to achieve healthy growth in profitability. The bank is committed to maintain the highest level of ethical standards. 7|Page .76. 550 corer.each). consistent with the bank's risk appetite.Operational Excellence. CITI Bank's business philosophy is based on four core values . The paid-up capital as on the said date is Rs. 30. professional integrity. 2012 the authorized share capital of the Bank is Rs.66. CITI has developed significant expertise in retail mortgage loans to different market segments and also has a large corporate client base for its housing related credit facilities.CITI is India's premier housing finance company and enjoys an impeccable track record in India as well as in international markets. the Corporation has maintained a consistent and healthy growth in its operations to remain the market leader in mortgages. large shareholder base and unique consumer franchise. Capital Structure As on 31st March. Customer Focus.68 % of the equity is held by Foreign Institutional Investors (FIIs) and the Bank has 4. 2/.33.540 (234.

Distribution Network CITI Bank is headquartered in Mumbai. Multi-branch access is also provided to retail customers through the branch network and Automated Teller Machines (ATMs). the Bank has branches in the centres where the NSE/BSE have a strong and active member base. The Bank's expansion plans take into account the need to have a presence in all major industrial and commercial centres where its corporate customers are located as well as the need to build a strong retail customer base for both deposits and loan products.544 branches spread in 1. All the bank's branches have online connectivity. In each of its businesses. The Bank at present has an enviable network of 2. All branches are linked on an online real-time basis. to build the infrastructure for a world class bank. the Bank has succeeded in leveraging its 8|Page . The Bank's American Depository Shares (ADS) are listed on the New York Stock Exchange (NYSE) under the symbol 'HDB' and the Bank's Global Depository Receipts (GDRs) are listed on Luxembourg Stock Exchange under ISIN No US40415F2002. The Bank's business is supported by scalable and robust systems which ensure that our clients always get the finest services we offer. Customers in over 500 locations are also serviced through Telephone Banking. Being a clearing/settlement bank to various leading stock exchanges. which enables the bank to offer speedy funds transfer facilities to its customers. The Bank has made substantial efforts and investments in acquiring the best technology available internationally.399 CITIes across India. The Bank has prioritised its engagement in technology and the internet as one of its key goals and has already made significant progress in web-enabling its core businesses. Technology CITI Bank operates in a highly automated environment in terms of information technology and communication systems.The shares are listed on the Bombay Stock Exchange Limited and The National Stock Exchange of India Limited.

The Bank's Fixed Deposit programme has been rated 'CARE AAA (FD)' [Triple A] by CARE. Ltd. 9|Page . Credit Rating The Bank has its deposit programs rated by two rating agencies . with the outlook on the rating as "stable". expertise and technology to create a competitive advantage and build market share. Ltd. the ratings awarded were the highest assigned by the rating agency for those instruments The bank was one of the first four companies. The rating provides an independent assessment of an entity's current performance and an expectation on its "balanced value creation and corporate governance practices" in future. CRISIL has assigned the rating "AAA / Stable" for the Bank's Perpetual Debt programme and Upper Tier II Bond issue. CARE has also assigned "CARE AAA [Triple A]" for the Banks Perpetual bond and Upper Tier II bond issues. carrying negligible investment risk". which subjected itself to a Corporate Governance and Value Creation (GVC) rating by the rating agency.market position. In each of the cases referred to above.) has assigned the "AAA ( ind )" rating to the Bank's deposit programme. This rating indicates "highest credit quality" where "protection factors are very high" The Bank also has its long term unsecured. CARE has also rated the bank's Certificate of Deposit (CD) programme "PR 1+" which represents "superior capacity for repayment of short term promissory obligations". The Credit Rating Information Services of India Limited (CRISIL). has assigned the rating "AAA (ind)" with the outlook on the rating as "stable".Credit Analysis & Research Limited (CARE) and Fitch Ratings India Private Limited. subordinated (Tier II) Bonds rated by CARE and Fitch Ratings India Private Limited and its Tier I perpetual Bonds and Upper Tier II Bonds rated by CARE and CRISIL Ltd. CARE has assigned the rating of "CARE AAA" for the subordinated Tier II Bonds while Fitch Ratings India Pvt. Fitch Ratings India Pvt. which represents instruments considered to be "of the best quality. (100% subsidiary of Fitch Inc.

8%. . 1994. of equity shares issued to subscribers to the Memorandum & Articles of Association on 30th August 1994. (CITI). flagship companies of local business houses and strong public sector companies. 1996 .000 shares were allotted to CITI Employees Welfare Trust and CITI Bank Employees Welfare Trust on 22nd December. The bank is the first of its kind to receive an in-principle approval from the RBI for establishment of a bank in the private sector. 509. Its credit deposits ratio was 53. On the same date 500. a premier housing finance company. 1997 .CITI Bank has set up a state-of-the-art dealing room to handle all transactions possible in Indian financial markets.CITI Bank has entered the banking consortia of over 50 corporates. A new private sector Bank promoted by housing Development Corporation Ltd. 1995 .History of CITI Bank 1994 .The Bank opened its first branch in Ramon House at Churchgate. Mumbai on January 16th. Certificate of Commencement of Business was received on 10th October 1994 from RBI.The bank is one of the largest mobilises of retail deposits through its network of 20 branches.20. 10 | P a g e .000 equity shares were allotted to CITI promoters. including some leading multinational companies.70 No.The Bank was Incorporated on 30th August. .00.

.Com Pvt Ltd.000 square feet of space. . .CITI Bank has tied up with the Ahmedabad Stock Exchange (ASE) to act as its clearing bank.The bank will also provide phone-banking facility in Bangalore.The bank has set up a ultra-modern hub at Powai in Mumbai where the bank's central computer is housed. . . . .CITI Bank proposes to strengthen its branch network in Calcutta with the addition of two new branches in the first quarter of the next fiscal. 1998 ..CITI Bank has launched an account in all its 28 branches across India that seeks to free depositors from minimum balance requirement. CITI has tied up with Visa International to offer its Debit Card. With this connectivity. houses data of all the branches and facilitates the introduction of new products and services. CITI Bank has become the first bank in the Asia-pacific region to connect to the Amex Interchange.CITI Bank is all set to launch its debit card by April 1998.CITI Bank also signed a memorandum of understanding with Singapore Telecom's e-commerce arm Sesami.com (India) has been formed by a 11 | P a g e . the e-commerce unit of Singtel. .A new company called SESAMi. . for the first time in the country.The Bank latter also entered into a partnership agreement with National Computer Systems. .CITI Bank on October 14 introduced ATMs that converse in a regional language.CITI Bank was the first to sign up with AMEX in December of 1998. This hub housed in 35. USA.

. .CITI launched 'One View' service to customers . 2003 12 | P a g e .CITI opens its branch in Mangalore. . to offer e-commerce solutions for the Indian market. . . RT Nagar.Medi-claim facilities to CITI Bank gold cardholders.CITI Bank opens first overseas representative office.CITI Bank unveils gold card .CITI Bank unveils Silver card in Hyderabad. .CITI Bank unveiled a new online account aggregation service `OneView'. . Rajaji Nagar and Jaya Nagar on March 26.com. . 2001 .The Bank has opened its first branch in Aurangabad.CITI Bank launched its 9th branch in Karnataka.CITI Standard Life Insurance has entered into a memorandum of understanding with the Chennai-based Indian Bank. 2002 .The Bank has opened four ATMs outlets in Bangalore at Coles Road.strategic alliance between CITI Bank and Singapore Telecom's e-commerce company SESAMi.

The Board of Directors of CITI Bank Ltd at their meeting held on January 15. . .CITI Bank inks pact with ANB for remittance service .Escotel ties up with CITI Bank for Global Debit Card. The tie-up offers the latter's collateral borrowing and lending obligation (CBLO) product to cooperative banks that are not direct members of the negotiated dealing system (NDS).CITI Bank has entered into an alliance with Clearing Corporation of India Ltd (CCIL). . IRCTC in tie up for online railway booking. .CITI Bank unveils resident foreign currency account. 1956. Arvind Pande as an Additional Director pursuant to section 260 of the Companies Act.. .CITI enters into agreement with CITI Bank to source housing loans.CITI Bank introduces 'CITI Bank Health Plus Credit Card'. 13 | P a g e .EPFO JV with CITI Bank for its pension distribution.Uma Krishnan resigns CITI Bank as country head.CITI Bank launches India's first mobile payment solution.CITI Bank's debt programme of Rs 400-crore has received triple A (ind) rating from CREDIT rating agency FITCH. . . . 2004 -Mr Ranjan Kapur & Mr Bobby Parikh appointed as Additional Directors -NMCE inks pact with CITI Bank for warehouse receipts . .CITI Bank unveils co-branded credit card with e-Seva.CITI Bank. 2003 approved the appointment of Mr. .

2008 .CITI Bank inaugurates VbV facility for online shopping .CITI sets up two more branches in AP 2007 -CITI Bank has signed an agreement with Tata Pipes to offer credit facilities to farmers across the country. Extends Rural Reach .Osim to join hands with CITI Bank for consumer loans . on 24th April 2007.e. Pandit Palande as an additional Director of the Bank at the Board Meeting held today i.CITI Bank Wins ‘Nasscom IT User Award The Year' .-CITI Bank repurchases CITI loans worth Rs 208 cr .IKF Finance Ltd has entered in to a Joint Lending Arrangement with CITI Bank Ltd 2005 -TMB forges alliance with CITI Bank -CITI Bank inaugurates first ATM in Hotel -CITI Bank unveils credit card for farmers 2006 -CITI sets up two more branches in AP . -CITI Bank Ltd has appointed Mr.CITI Bank Ties Up With Postal Department.CITI Bank Opens Its First Overseas Branch In Bahrain 14 | P a g e .

CITI Bank Bags Asia money Award for the Best Domestic Bank . PROCESS OF RECURITMENT 15 | P a g e . .CITI Bank Launches India’s First Online Market Linkage Programme For Self Help Groups 2009 .CITI Bank offers electronic payment collection facility to Guruvayoor Devaswom. CITI.The Asian Banker declares CITI Bank the Best Retail Bank 2010 . has decided to pay variable interest rate on recurring deposits. .CITI Bank Launches India’s First Rural Banking BPO At Tirupathi . a move that follows the Cash Reserve Ratio hike of 75 basis points by the Reserve Bank of India last month.CITI Bank on Feb 19 increased the fixed deposit rates by up to 150 basis points across maturities.CITI Bank and Centurion Bank of Punjab merger at share swap ratio of 1:29 . the housing finance major. .With a view to attract long term deposits and prevent premature With-drawal when the interest rates peak..CITI Bank launches ‘Meritus’ Scholarship Programme.

It may involve internal and/or external advertising. also called name generation. 1) Sourcing Sourcing is the use of one or more strategies to attract or identify candidates to fill job vacancies. Where already drawn up. using appropriate media.The starting point to a recruitment effort is to perform a job analysis and/or in some cases a task analysis. or in a variety of ways via the internet. to document the actual or intended requirements of the job. such as local or national newspapers. professional publications. This initial research for so-called passive candidates. From these the relevant information is captured in such documents as job descriptions and job specifications. specialist recruitment media. Prior to initiating the recruitment stages a person specification should be finalised to provide the recruiters commissioned with the requirements and objectives of the project. results in a contact information of potential candidates who can then be contacted discreetly to be screened and approached 2) Screening and selection 16 | P a g e . job centres. window advertisements. employers may use recruitment consultancies to find otherwise scarce candidates who may be content in their current positions and are not actively looking to move companies may be proactively identified. Alternatively. Often a company will already have job descriptions that represent a historical collection of tasks performed. these documents need to be reviewed or updated to reflect present day requirements.

Many recruiters and agencies use applicant tracking systems to perform the filtering process. numeracy and literacy testing.Suitability for a job is typically assessed by looking for relevant skills. such as interpersonal or team leadership and have the ability to reinforce the company brand through their behaviour in front of customers and suppliers. These can be determined via: screening resumes (also known as CVs). employers are legally mandated to ensure their screening and selection processes meet equal opportunity and ethical standards. In many countries. interviews. In addition to the above selection assessment criteria. Multinational organisations and those that recruit from a range of nationalities are also concerned candidates will fit into the prevailing company 'culture' 3) Lateral hiring 17 | P a g e . qualifications and educational or job related experience. employers are likely to recognise the value of candidates who also have the so-called 'soft skills'. along with software tools for psychometric testing. More proactive identification methods include psychological. aptitude. job applications. aptitude. the testimony of references. knowledge.

18 | P a g e . almost opposite meanings. the term is used with two different. campaigns may last anywhere from 1 week to 6 months."Lateral hiring" refers to a form of recruiting. In some professional branches such lateral hiring was traditionally frowned upon. In another meaning. A well-planned introduction helps new employees become fully operational quickly and is often integrated with a new company and environment. and for whom this job move is a radical change of career. In one meaning. similar organization. An example is the recruiting of a university professor to become chairman of the board of a company . the hiring organization targets employees of another. but the practice has become increasingly more common. possibly luring them with a better salary and the promise of better career opportunities. On boarding is included in the recruitment process for retention purposes. The new lateral hire then has specific applicable expertise and can make a running start in the new job. a lateral hire is a newly hired employee who has no prior specific applicable expertise for the new job. Many companies have on boarding campaigns in hopes to retain top talent that is new to the company. An example is the recruiting of a partner of a law firm by another law firm. 4) On boarding "On boarding" is a term which describes the process of helping new employees become productive members of an organization. An employee's contract may have a non-compete clause preventing such lateral hiring.

temporary. These firms operate across a range of models such as contingency or retained approaches and also hybrid models where advertising is also used to ensure a flow of candidates alongside relying on networking as their main source of candidates. In addition social network sourced recruitment has emerged as a major method of sourcing candidates. Services may support permanent.    Executive search firms for executive and professional positions. In the smallest organisations recruitment may be left to individual managers. Internet recruitment services including recruitment websites and job search engines used to gather as many candidates as possible by advertising a position over a wide geographic area. They may be generic agencies that deal with providing unskilled workers through to highly-skilled managerial or technical staff or so-called niche agencies that specialize in a particular industrial sector or professional group. More frequently whilst managing the overall recruitment exercise and the decision-making at the final stages of the selection process external service providers may undertake the more specialised aspects of the recruitment process. In summary five basic models more commonly found are: An in-house personnel or human resources function may in some case still conduct all stages of the recruitment process. or casual worker recruitment.5) Recruitment approach There are a variety of recruitment approaches and most organisations will utilise a combination of two or more of these as part of a recruitment exercise or to deliver their overall recruitment strategy. Outsourcing of recruitment to an external provider may be the solution for some small businesses and at the other extreme very large organisations Employment agencies are established as both publicly-funded services and as commercial private sector operations.  19 | P a g e .

using their human resources department. undertaking reference and background checks. administering contracts. 8) Employee referral An employee referral program is a system where existing employees recommend prospective candidates for the job offered. on boarding new recruits and conducting exit interviews with employees leaving the organisation. conducting aptitude or psychological testing. Activities vary from firm to firm but may include. The responsibility is to filter candidates as per the requirements of each client. In some cases the organization provides the employee referral bonus only if the referred employee stays with the organization for stipulated time duration (most 20 | P a g e . screening CVs or resumes. work with external associations. In addition to coordinating with the agencies mentioned above. Contract recruiters tend to move around between multiple companies. interviewing. working at each one for a short stint as needed for specific hiring purposes. advising candidates on benefits.6) In-house recruitment Many employers undertake at least some if not most of their own in-house recruitment. coordinate internal employee referrals. Some large employers choose to outsource all or some of their recruitment process (recruitment process outsourcing) however a much more common approach is for employers to introduce referral schemes where employees are encouraged to source new staff from within their own network. in-house recruiters may advertise job vacancies on their own websites. the employee who referred receives a cash bonus. They can be permanent employees or hired as contractors for this purpose. 7) Internal recruiters An internal recruiter (alternatively in-house recruiter or corporate recruiter) is member of a company or organization and typically works in the human resources (HR) department. front-line hiring managers and recruitment personnel who handle targeted functions and populations. hiring. and if the suggested candidate is hired. serving in an HR generalist role or in a specific role focusing all their time on recruiting. trade groups and/or focus on campus graduate recruitment. Internal recruiters may be multi-functional.

cases 3 . On the other end of the spectrum there are agencies that are paid a retainer to focus on a client's needs and achieve milestones in the search for the right candidate. therefore agencies have sought out ways to differentiate themselves and add value by focusing on some area of the recruitment life cycle. such as those which form part of the New Deal program in the US. 9) Outsourcing An external recruitment provider may suit small organisations without the facilities to recruit. The agency recruitment industry is highly competitive.6 months). At one end of the spectrum there are agencies that are paid only if they deliver a candidate that successfully stays with the client beyond the agreed probationary period. often having been introduced to mitigate the impact on unemployment of economic downturns. These are known in the industry as Recruitment Process Outsourcing. and then again are paid a percentage of the candidate's salary when a candidate is placed and stays with the organization beyond the probationary period. Though most agencies provide a broader range of 21 | P a g e . Publiclyfunded services have a long history. The commercial recruitment industry is based on the goal of providing a candidate to a client for a price. In typically the largest organisations a formal contract for services has been negotiated with a specialist recruitment consultancy. 10) Employment agencies Employment agencies operate in both the public and private sectors. and the Job Centre Plus service in the UK. higher the grade higher the bonus however the method is not used for senior level hiring. Referral bonus depends on the grade of the referred employee.

Online resources have developed to help find niche recruitersNiche firms also develop knowledge on specific employment trends within their industry of 22 | P a g e . at the extremes are the two extremes are the traditional providers and the niche operators. 12) Niche recruiters 'Specialized recruiters' exist to seek staff with a very narrow specialty. Suitable candidates are short-listed and put forward for an interview with potential employers on a contract or direct basis. recruitment agencies have historically had a physical location. This specialization in staffing allows them to offer more jobs for their specific demographic which in turn attracts more specialized candidates from that specific demographic over time building large proprietary databases. A candidate visits a local branch for a short interview and an assessment before being taken onto the agency’s books. Recruitment consultants then work to match their pool of candidates to their clients' open positions. these firms can very often produce superior results due to their ability to channel all of their resources into networking for a very specific skill set. 11) Traditional agency Also known as employment agencies. Because of their focus.service offering. These niche firms tend to be more focused on building ongoing relationships with their candidates as is very common the same candidates are placed many times throughout their careers.

g. They may also purchase expensive lists of names and job titles but more often will generate their own lists. This type of recruitment usually has a rebate guarantee should the candidate fail to perform or leave within a set period of time (often up to a 3 month period and as much as a 100% rebate).focus (e. Head-hunters will often attend trade shows and other meetings nationally or even internationally that may be attended by potential candidates and hiring managers. Financial arrangements operated by agencies take several forms. 30% in 90 days and the remainder once a search is completed). A pre-negotiated hourly fee. nonrefundable paid in full depending on outcome and success (e. 40% up front. This form of compensation is generally reserved for high level executive search/head-hunters Hourly charge for temporary workers and projects. also paid by the company. 23 | P a g e . Typical fees range from 15% to 25% based on the candidates first-year base salary (fees as low as 12.g. help negotiate the salary and conduct closure to the search. the energy industry) and are able to identify demographic shifts such as aging and its impact on the industry.5% can be found online). They may use advanced sales techniques. They are frequently members in good standing of industry trade groups and associations. in which the agency is paid and pays the applicant as a consultant for services as a third party. Many contracts allow a consultant to transition to a full-time status upon completion of a certain number of hours with or without a conversion fee. Head-hunters are generally considered more aggressive than in-house recruiters or may have pre-existing industry experience and contacts. the most popular are:    A contingency fee paid by the company when an agency introduced candidate accepts a job with the client company. An advance payment that serves as a retainer. 13) Executive search firms ("Head-hunters") An executive search firm or "head-hunter" are industry terms for a third-party recruiters who seeks out candidates often when normal recruitment efforts have failed. They may arrange a meeting or a formal interview between their client and the candidate and will usually prepare the candidate for the interview.

head-hunters will attract both candidates and actively seek them out as well. Normally they will generate varying degrees of candidate information from those people currently engaged in the position a company is looking to fill. in some fields. purchase company directories or candidate lists and cold call prospective recruits. Due to their higher costs. rather than advertise internationally for candidates. These firms provide competitive passive candidate intelligence to support companies' recruiting efforts. Head-hunters are increasingly using social media to find and research candidates. it makes more sense to directly recruit them one-by-one. While in-house recruiters tend to attract candidates for specific jobs. Executive research firms and passive candidate sourcing firms These firms are the new hybrid operators in the recruitment world able to combine the research aspects (discovering passive candidates) of recruiting and combine them with the ability to make hires for their clients. since there are so few qualified candidates. head-hunters are usually employed to fill senior management and executive level roles. for example. This approach is often called social recruiting. cultivate relationships with various companies. there may only be a handful of top-level professionals who are active in the field. In this case. maintain large databases. These firms usually charge a daily rate or fixed fee. 24 | P a g e . such as emerging scientific research areas. Executive research can help companies uncover names that cannot be found through traditional recruitment methods and will allow human resource managers and internal recruiters more time to deal with face to face interviews. Head-hunters are also used to recruit very specialized individuals. they may network. To do so.Head-hunters are typically small operations that make high margins on candidate placements (sometimes more than 30% of the candidate’s annual compensation).

some candidates who are actively looking to change jobs are hesitant to put their resumes on the job boards. recruit. 25 | P a g e . the recruitment website has evolved to encompass end-to-end recruitment. for fear that their companies. Key players in this sector provide erecruitment software and services to organizations of all sizes and within numerous industry sectors. Since the late 1990s. customers or others might see their resumes. The online software provided by those who specialize in online recruitment helps organizations attract.14) Recruitment websites Such sites have two main features: job boards and a résumé/curriculum vitae (CV) database. Fees are charged for job postings and access to search resumes. but they will not attract the "passive" candidates who might respond favourably to an opportunity that is presented to them through other means. co-workers. Alternatively. employ and retain quality staff with a minimal amount of administration. who want to e-enable entirely or partly their recruitment process in order to improve business performance. test. Also. Online recruitment websites can be very helpful to find candidates that are very actively looking for work and post their resumes online. Websites capture candidate details and then pool them in client accessed candidate management interfaces (also online). Job boards allow member companies to post job vacancies. candidates can upload a résumé to be included in searches by member companies.

and online recruitment websites. These vertical search engines allow job-seekers to find new positions that may not be advertised on traditional job boards. choosing to bypass traditional job boards entirely. there are many other job search engines which index solely from employers' websites. However. 26 | P a g e . These sites tend to aim for providing a "one-stop shop" for job-seekers. Some of these new search engines index and list the advertisements of traditional job boards.15) Job search engines The emergence of meta-search engines allows job-seekers to search across multiple websites.

Techniques of JD Scientific Techniques: This is done by observing past performances. 27 | P a g e .                  Job Design (JD) Job Analysis Human Resource Planning (HRP) Recruitment Selection Hiring Induction Performance Evaluation Compensation Management Training and Development Employee Movements Welfare Administration Health and safety Administration Discipline Administration Grievance Handling Labour Relations Job Design (JD) JD can be defined as the function of arranging tasks duties and responsibilities in to an organizational unit of work for the purpose of accomplishing a certain objective. Job Enlargement: Adding more duties to a job that is related to the current duties of involved (Horizontal Loading) Job Rotation: Shifting an employee from one job to another periodically.Functions of human resource management The main functions of Human resource Management are.

its tasks. Human Resource Planning (HRP) HRP can be identifies as the strategy forecasting the organizations future requirements for different types of workers. Group Technique: The job ids designed so that a group of individuals can perform it. utilization. employee cost control. improvement. special physical and mental skills. training. Job Analysis: This includes the systematic analysis of the job and the characteristics of the desired job holders. retention and supply to meet these needs . the job being a collective job. including abilities. Job Description: Describes the job. educational qualifications. responsibilities and service conditions of a job. experience etc. their acquisitions.Job enrichment: Increasing the depth of a job by increasing authority and responsibility for planning. 28 | P a g e . Job Specification: Describes the requirements of the person for the job. The information collected through a Job Analysis is of two forms.

In other words. 29 | P a g e .The HR Planning Process Factors considered when forecasting future HR requirements.       Demand for the organization’s good/services Plans goals and objectives Method of productions Retirement. resignations Death Retrenchments 1) Recruitment This is the initial attraction and screening of the supply of prospective Human Resources available to fill a given position/s. Eg: INTERNAL Job posting Intranet Succession plans Referrals EXTERNAL Advertising Job Placement Agencies Internet Placement through Colleges and Universities 2) Selection This is a systematic process of selecting the most appropriate and suitable person to a particular job. In other words. transfers. Selection is choosing an individual to hire from all those who have been recruited/ attracted. it is the process of involving the attraction of suitable candidates to vacant positions from both internal and external sources of the organization.

Sequence interviews 5) Tests: This is meaning the candidates for qualities relevant to performing available jobs. Practical Tests. Aptitude Tests.Methods of Selection 3) Application Evaluation: This involves choosing the most appropriate person through evaluating the applications sent by the candidates 4) Interviews: this is to face a meeting with a member/s of the management. Eg: Knowledge Tests. criminal background etc. One of te most commonly used methods of selection but it requires careful planning. (Probationary period: the time period where the newly appointed employee will have to work till he/she is made permanent) 30 | P a g e . Residential Background. Panel interviews. Eg: One on one interviews. IQ Tests. 7) Medical Tests: This involves assessing the applicant’s physical fitness for particular jobs. employment contracts will be signed and the new employee will be sent in for a probationary period. 6) Background Investigations: This is assessing the appropriateness of an applicant by investigating into his/her family. letters of appointments will be prepared. 8) Hiring: This is the process of appointing the person selected for a particular job. In this process. financial positions.

9) Induction: This is concerned with introducing an employee to the company. job and staff in a systematic way. and suitability for promotion or further training. Introducing the employee to his/her job 10) Performance Evaluation: This is a regular systematic assessment of an employee’s performance in order to review whether his/her performance matches the expected performance levels. There are two components of induction. Performance evaluations are an analysis of an employee””s recent successes and failures. personal strengths and weaknesses. Factors affecting Salaries and Wages   Cost of living Supply and demand of labour 31 | P a g e . It is also the judgment of an employee performance in a job based on considerations other than productivity alone.   Introducing the employee to the organization and the organization’s culture. 11) Compensation Management The main objective of the function is to develop and maintain a good salaried and wages system which is reasonable both internally and externally.

    Government requirements (minimum wage rates) Competitor wage scales Trade Union influences Labour productivity 12) Training and Development Training is the process by which the employees are taught skills and given the necessary knowledge to carry out their responsibilities to the required standard. Development is concerned with the long term prospects of a career succession plan. skills. In other words. Development is concerned with the giving the individual necessary knowledge. it is the improvement of the performance to carry out the current job. Methods of training and development 32 | P a g e . attitude and experience to enable an employee to undertake greater and more demanding roles and responsibilities in the future.

Transfers: this is the movement of an employee from one job to another on the same occupational level and at the same level of wage or salary. Discipline Administration 33 | P a g e .        Medical facilities Canteen facilities Housing facilities Transport facilities Recreation facilities Loan facilities Educational facilities Health and safety Administration This is concerned with maintaining required and reasonable levels of professional Health and safety in the job and its environment. The work place should be free of hazards. competency and merit. salaries and incentives. Lay off: This is the temporary stoppage or suspension of the service of the employee to various reasons.      Apprenticing On the job training Off the job training Simulations Role playing Case studies Employee Movements The movements of employees take place in three methods. The organization should ensure the employees physical and mental health. respect and salaries. Promotions are usually based on seniority.    Promotions: this is the re-assignment of an employee to a higher ranked job in terms of responsibility. Welfare Administration This refers to all the facilities and comforts given to the employee by the employer apart from wages.

It is important to control the performance and behaviour of the employees according to the rules and regulations of the organization. implement and maintain an appropriate disciplinary system. For this very reason it is important to develop. Importance of a discipline administration: 34 | P a g e .

This relationship is also more commonly known as a tri-partite relationship. A grievance could take place for various reasons. dissatisfies or has a bad attitude.      Job related reasons Work services related reasons Employee management related reasons Service conditions related reasons Employee behavior related reasons Labour Relations The continues relationship between the labour force and the management. the most common way of dispute resolution is through negotiations or Collective Bargaining and when the two parties reach to an agreement it’s known as Collective Agreement. Grievance Handling A grievance can be identified as a situation where the employee is in metal distress. due to a work related unreasonable or unjust situation. it is actually a relationship between Trade union representative and the management. Collective Bargaining: 35 | P a g e . rules and regulations of the organization.   To reduce conflicts and confusions To control the employees in an orderly manner To ensure employees behavior in accordance with performance standards. Since labour forces are organized as Trade Unions. However the Government is also an involved as a third party in order to regulate this relationship by ways of laws. If in case there is a dispute between the employees and the management.

36 | P a g e .this can be identified as the negotiation that takes place between the management and the Trade unions during a particular time period regarding labour/Industrial issues. Collective Agreement: The agreements which the management and the Trade unions get into after a collecBargain.

It is on the brim of increasing its customers through its attractive schemes and offer. So. the demand for banking sector is increasing day by day. services was considered as unsought good which require hard core selling. at last the conclusion is that there is tough competition ahead for the company from its major competitors in the banking sector. Through this project. it could be concluded that people are not much aware about the various products of the bank and many of them not interested to open an account at all.CONCLUSION CITI Bank. The bank already has good number of employees on board and is recruiting Sales Executives heavily to take the headcount to many more. but in changing trend in income and people becoming financially literate. I hope the company finds my analysis relevant. the banking arm of CITI is expected to go on stream. The project opportunities provided was market segmentation and identifying prospective customers in potential geographical location and convincing them to open an account so that new Business Opportunities of the bank can be explored. Last but not the least I would like to thank CITI Bank for giving me an opportunity to work in the field of Marketing. According to my findings Company’s promotional activities for recruiting sales executives are also very less. BIBLOGRAPHY 37 | P a g e .

C.BOOKS: Marketing Management (10thEdition). V.P. Kasande NEWS PAPERS • Times of India • Financial Express WEBSITES www. Research Methodology (2ndEdition).com 38 | P a g e .S. Kothary .CITIbank. Ramaswamy.com.google. S. Research Methodology (3rdEdition) AUTHORS: Philip Kotler .R. www. Marketing Management (3rdEdition).

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