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The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the recruitment strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. The objective of the study is to analyze the actual recruitment practices followed at State Bank Of India and to evaluate how far this process confirm to the purposes underlying the operational aspects of the industry. The study on recruitment highlights on the need of recruitment in the bank. Human resource is most valuable asset in the organization. Profitability of the organization depends on its utilization. Proper utilization leads to profit maximization. So, right man should be procured at right place and in right time, otherwise their proper utilization may not be done. And for this job description and person specification is very essential. SBI procures manpower in a very specific manner with the use of documents like job analysis, job description and specification. It has got two steps of selectionaptitude test and final interview. The centralized form of recruitment is being followed here.
Objective of Study
• To identify the recruitment process at SBI Sitapur. • To understand different field in banking sector. • To understand banking sector in India • To understand need of recruitment process for different posts and eligibility required. • To understand the need and importance to recruitment process. • To find merits and demerits of Recruitment process done at SBI, Sitapur. • To study the recruitment steps followed for hiring. • To understand the theory underpinning recruitment methods. • To ascertain whether the practices are ideal enough or need any change for betterment in this changing scenario.
SCOPE OF THE STUDY • It provides a complete knowledge of various fundamental concept related to recruitment practices. • It extends to the whole of the organization and gives a way to improvement if any required for better talent acquisition. LIMITATIONS • Data collected is based on a short interview taken • The research exercise was conducted within a limited duration. • So a detailed study could not be made.
The findings and conclusions are based on knowledge and of the respondent.
• Lack of support from the management side while data collection due to their policy of maintaining secrecy.
For this research exploratory designhas been chosen. and methods of assignment.work together to tryto address the central research questions. METHODOLOGY Methodology is the procedure employed by researchers in conducting research operations. Research type. As far as primary data is concerned.RESEARCH METHODOLOGY RESEARCH “Research is an organized inquiry designed and carried out to provide information for solving a problem. Sitapur branch Sample location.primary and secondary data Sample collection.State bank of India.it is the “glue” that holds all of the elements in a research project. measures.” --Fred Kerlinger RESEARCH DESIGN Research design can be thought of as the structure of research.Interview method .the samples or groups. a detailed questionnaire has been formulated and filled up by the employees. treatments or programs.Exploratory Data type: .30 employees of SBI. the careful analysis of the data is done to arrive at conclusions. Sitapur(Main Branch) Instrument.
books and the websites. . Hence. for this study.SOURCES OF DATA The data has been collected in two ways: PRIMARY DATA Primary data is the type of data that is collected for the first time and is original in character. primary data has been collected directly from the deputy manager and a few employees through an interview. The secondary source of information has been collected from company’s internal sources like brochures. SECONDARY DATA Thedata that has been collected by others is called secondary data.
and services. Banks accept deposits and make loans or make an investment to derive a profit from the difference in the interest rates paid and charged. with a number of major sectors including manufacturing industries. India’s economy has been one of the stars of global economics in recent years. Each group has their own benefits and limitations in operating in India.INTRODUCTION TO BANKING SECTOR IN INDIA A bank is an institution that deals in money and its substitutes and provides other financial services. agriculture. Many even are only catering in cities. respectively. Some are of Indian origin and some are foreign players. The economy of India is as diverse as it is large. Few of them only work in rural sector while others in both rural as well as urban. as over 66% of the Indian population earns its livelihood from this area. Banking sector is considered as a booming sector in Indian economy recently. Each has their own dedicated target market. It has grown by more than 9% for three years running. textiles and handicrafts. In India the banks are being segregated in different groups. . Agriculture is a major component of the Indian economy.
Today. Indian banking system has reached even to the remote corners of the country. The most striking is its extensive reach. Gone are days when the most efficient bank . The banking system of India should not only be hassle free but it should be able to meet new challenges posed by the technology and any other external and internal factors. In fact. The government's regular policy for Indian bank since 1969 has paid rich dividends with the nationalization of 14 major private banks of India. For the past three decades India's banking system has several outstanding achievements to its credit. he has a choice. It is no longer confined to only metropolitans or cosmopolitans in India. This is one of the main reasons of India's growth process. Not long ago.Banking is a vital system for developing economy for the nation. an account holder had to wait for hours at the bank counters for getting a draft or for withdrawing his own money. However. INDIAN BANKING SYSTEM Without a sound and effective banking system in India it cannot have a healthy economy. Indian banking system and economy has been facing various challenges and problems which have discussed in other parts of project.
Efforts are being put to give a satisfactory service to customers. The first bank in India. They are as mentioned below: • Early phase from 1786 to 1969 of Indian Banks • Nationalization of Indian Banks and up to 1991 prior to Indian banking sector Reforms. Time is given more importance than money. under the chairmanship of M Narasimham. This resulted that Indian banking is growing at an astonishing rate. The entire system became more convenient and swift. . the journey of Indian Banking System can be segregated into three distinct phases. Now it is simple as instant messaging or dial a pizza. though conservative. was established in 1786. a committee was set up by his name which worked for the liberalization of banking practices.transferred money from one branch to other in two days. Money has become the order of the day. with Assets expected to reach US$1 trillion by 2010. After 1991. Phone banking and net banking is introduced. The country is flooded with foreign banks and their ATM stations. From 1786 till today. • New phase of Indian Banking System with the advent of Indian Financial & Banking Sector Reforms after 1991.
Shri S. MD & CC&RO Shri R. Dr. Smt. Shri Arun Ramanathan 13. Shri Dileep C. Sridharan 3.(Mrs. Bhattacharyya 2. Sundaram 8.) Vasantha Bharucha 11. Rajiv Kumar 12.K. No. Salahuddin Ansari 10. Dr. Prof. Mohd. Shri. Choksi 6. BOARD OF DIRECTORS (As on 13th January 2010) Sr. Bhatt 1. Shyamala Gopinath TRANSFORMATION JOURNEY IN STATE BANK OF INDIA . Our business is more than banking because we touch the lives of people anywhere in many ways. Chairman Shri S.Company Profile ABOUT SBI The Bank is actively involved since 1973 in non-profit activity called Community Services Banking. Deva Nand Balodhi 9. MD & GE(A&S) 4. D.P. All our branches and administrative offices throughout the country sponsor and participate in large number of welfare activities and social causes. Dr. Dr. Ashok Jhunjhunwala 5. Name of Director Shri O. Venkatachalam 7.
The State Bank of India. number of branches. The Bank is changing outdated front and back end processes to modern customer friendly processes to help improve the total customer experience. The bank is entering into many new businesses with strategic tie ups – Pension Funds. Custodial Services.000 villages in the next two years. Advisory Services. Mobile Banking. Point of Sale Merchant Acquisition. It is also focusing at the top end of the market. on whole sale banking capabilities to provide India’s growing mid / large Corporate with a complete array of products and services. Today. It is the only Indian bank to feature in the Fortune 500 list. today it offers the largest banking network to the Indian customer. It is consolidating its global treasury operations and entering into structured products and derivative instruments. looking at the vast untapped potential in the hinterland and proposes to cover 100. market capitalization and profits is today going through a momentous phase of Change and Transformation – the two hundred year old Public sector behemoth is today stirring out of its Public Sector legacy and moving with an agility to give the Private and Foreign Banks a run for their money. The Bank is forging ahead with cutting edge technology and innovative new banking models. Private Equity. The Bank is also in the process of providing . the Bank is the largest provider of infrastructure debt and the largest arranger of external commercial borrowings in the country. the country’s oldest Bank and a premier in terms of balance sheet size. With about 8500 of its own 10000 branches and another 5100 branches of its Associate Banks already networked. structured products etc – each one of these initiatives having a huge potential for growth. to expand its Rural Banking base. General Insurance.
SBICAP Securities. to drive home the message of Change and inclusiveness. Some of the training programes are attended by bankers from banks in other countries. In a recently concluded mass internal communication programme termed ‘Parivartan’ the Bank rolled out over 3300 two day workshops across the country and covered over 130. and other electronic channels such as Internet banking. attitudes and take all employees together on this exciting road to Transformation.complete payment solution to its clientele with its over 8500 ATMs. The bank is also looking at opportunities to grow in size in India as well as Internationally. With four national level Apex Training Colleges and 54 learning Centres spread all over the country the Bank is continuously engaged in skill enhancement of its employees. mobile banking.000 employees in a period of 100 days using about 400 Trainers. SBI DFHI. . the Bank is also attempting to change old mindsets. Throughout all this change. SBI Factors. It has also 7 Subsidiaries in India – SBI Capital Markets. debit cards. etc. The workshops fired the imagination of the employees with some other banks in India as well as other Public Sector Organizations seeking to emulate the programme.forming a formidable group in the Indian Banking scenario. SBI Life and SBI Cards . It presently has 82 foreign offices in 32 countries across the globe. It is in the process of raising capital for its growth and also consolidating its various holdings.
The Bank of Bombay (15 April 1840) and the Bank of Madras (1 July 1843) followed the Bank of Bengal. and was influenced by changes occurring in the structure of both the local trading environment and those in the relations of the Indian economy to the economy of Europe and the global economic framework. Primarily Anglo-Indian creations. it was the first joint-stock bank of British India sponsored by the Government of Bengal. A unique institution. Their evolution was. Three years later the bank received its charter and was redesigned as the Bank of Bengal (2 January 1809).EVOLUTION OF SBI The origin of the State Bank of India goes back to the first decade of the nineteenth century with the establishment of the Bank of Calcutta in Calcutta on 2 June 1806.O. . shaped by ideas culled from similar developments in Europe and England. however. Bank of Bengal H. the three presidency banks came into existence either as a result of the compulsions of imperial finance or by the felt needs of local European commerce and were not imposed from outside in an arbitrary manner to modernise India's economy. These three banks remained at the apex of modern banking in India till their amalgamation as the Imperial Bank of India on 27 January 1921.
But. The three banks were governed by royal charters. The concept of deposit banking was also an innovation because the practice of accepting money for safekeeping (and in some cases. viz. So was the associated innovation in banking. Each charter provided for a share capital. bank notes and government balances made up the bulk of the investible resources of the banks. a capital on which the proprietors did not have to pay any interest. This right of note issue was very valuable not only for the Bank of Bengal but also its two siblings. Group Photogaph of Central Board (1921) . which would be accepted for payment of public revenues within a restricted geographical area. joint-stock banking in India. and especially upto the time that the three presidency banks had a right of note issue. the decision to allow the Bank of Bengal to issue notes. which were revised from time to time. the Banks of Bombay and Madras. It meant an accretion to the capital of the banks. four-fifth of which were privately subscribed and the rest owned by the provincial government. even investment on behalf of the clients) by the indigenous bankers had not spread as a general habit in most parts of India.Establishment The establishment of the Bank of Bengal marked the advent of limited liability. for a long time.
treasure. Demand promissory notes were signed by the borrower in favour of the guarantor. as far as the government was concerned. The security for such loans was public securities. mule twist and silk goods were also granted but such finance by way of cash credits gained momentum only from the third decade of the nineteenth century. All commodities. sugar and jute. salt woollens. cotton piece goods.Business The business of the banks was initially confined to discounting of bills of exchange or other negotiable private securities. Lending against shares of the banks or on the mortgage of houses. keeping cash accounts and receiving deposits and issuing and circulating cash notes. commonly called Company's Paper. Old Bank of Bengal . bullion. Indians were the principal borrowers against deposit of Company's paper. jewels. including tea. Loans against goods like opium. which was in turn endorsed to the bank. land or other real property was.one lakh and the period of accommodation confined to three months only. was to help the latter raise loans from time to time and also provide a degree of stability to the prices of government securities. forbidden. indigo. however. were either pledged or hypothecated to the bank. while the business of discounts on private as well as salary bills was almost the exclusive monopoly of individuals Europeans and their partnership firms. Loans were restricted to Rs. plate. cotton. But the main function of the three banks. or goods 'not of a perishable nature' and no interest could be charged beyond a rate of twelve per cent. which began to be financed later.
While the Bank of Bengal had eighteen branches including its head office. The task of management and circulation of the new currency notes was conferred on the presidency banks and the Government undertook to transfer the Treasury balances to the banks at places where the banks would open branches. the Banks of Bombay and Madras had fifteen each. seasonal branches and sub agencies.Major change in the conditions A major change in the conditions of operation of the Banks of Bengal. they embarked on branch expansion at a rapid pace. the branches. Bombay and Madras occurred after 1860.10 . None of the three banks had till then any branches (except the sole attempt and that too a short-lived one by the Bank of Bengal at Mirzapore in 1839) although the charters had given them such authority. Bank of Madras Note Dated 1861 for Rs. By 1876. With the passing of the Paper Currency Act of 1861. agencies and sub agencies of the three presidency banks covered most of the major parts and many of the inland trade centres in India. the right of note issue of the presidency banks was abolished and the Government of India assumed from 1 March 1862 the sole power of issuing paper currency within British India. But as soon as the three presidency bands were assured of the free use of government Treasury balances at places where they would open branches.
SBI Loan For Pensioners Loan Against Mortgage Of Property Loan Against Shares & Debentures Rent Plus Scheme Medi-Plus Scheme Rates Of Interest PERSONAL FINANCE . to meet your occasional temporary funds requirements. Alternately. Place funds in Multi Option Deposit Scheme. keep that deposit intact by availing an overdraft facility. a term deposit which is not fixed at all and comes with a unique break-up facility which provides you full liquidity as well as benefits of higher rates of returns.SBI's Retail Banking State Bank of India offers a wide range of services in the Personal Banking Segment which are indexed here. and realise the advantage of our vast network. through your savings bank account. are fully computerised. SBI Term Deposits SBI Recurring Deposits SBI Housing Loan SBI Car Loan SBI Educational Loan SBI Personal Loan DEPOSIT SCHEMES All branches.
State Bank of India has a variety of schemes under Personal Finance to satisfy varying needs of the banking public. The Bank offers the following schemes with attractive rates of interest: • Loan For ESOPS * Housing Loan * Easy Travel Loan * Car Loan * Educational Loan * Personal Loan * Property Loan * Loan to Pensioners * Loan Against Shares/Debentures * Festival Loans * Medi-Plus Scheme * Teachers-Plus Scheme * Sainik-Plus Scheme * Tribal-Plus Scheme * EMI Calculator * Credit Khazana SERVICES .
Click on each of them to access the details. • • • • • • • • eZ-trade@sbi SBI VISHWA YATRA FOREIGN TRAVEL CARD ATM SERVICES GIFT CARDS GIFT CHEQUES INTERNET BANKING FOREIGN INWARD REMITTANCE LOCKER .State Bank of India offers a wide range of services in the Personal Banking Segment which are indexed here.
These contain: • Posts to be filled • Number of persons • Duties to be performed • Qualifications required • • Preparing the job description and person specification. Locating and developing the sources of required number and type of employees (Advertising etc).Conceptual Review The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the recruitment strategic advantage for the organisations. Conducting the interview and decision making • • • . Arranging the interviews with the selected candidates. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. Short-listing and identifying the prospective employee with required characteristics. A general recruitment process is as follows: Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company.
they need to recruit people with requisite skills. While doing so. Without positive and creative contributions from people. Advertising the vacancy 4. qualifications and experience.1. Identify vacancy 2. Managing the response 5. conveying the decision and the appointment formalities. . Arrange interviews 7. Short-listing 6.e. the final interviews and the decision making. therefore. Prepare job description and person specification 3. In order to achieve the goals or the activities of an organization. Conducting interview and decision making The recruitment process is immediately followed by the selection process i. organizations cannot progress and prosper. The human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein.
recruited). These are not the same either. These two are not one and the same. Some people use the term “Recruitment” for employment. the function of recruitment precedes the selection function and it includes only finding.. Recruitment is only one of the steps in the entire employment process.e. Some others use the term recruitment for selection.they have to keep the present as well as the future requirements of the organization in mind. the management has to find the places where the required human resources are/will be available and also find the means of attracting them towards the organization before selecting suitable candidates for jobs. All this process is generally known as recruitment. developing the sources of prospective employees and attracting them to apply for jobs in an organization. . Technically speaking. Once the required number and kind of human resources are determined. whereas the selection is the process of finding out the most suitable candidate to the job out of the candidates attracted (i.Formal definition of recruitment would give clear cut idea about the function of recruitment. Recruitment is distinct from Employment and Selection.
Recruitment is defined as, “a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce.” Edwin B. Flippo defined recruitment as “the process of searching for prospective employees and stimulating them to apply for jobs in the organization.” Recruitment is a ‘linking function’-joining together those with jobs to fill and those seeking jobs. It is a ‘joining process’ in that it tries to bring together job seekers and employer with a view to encourage the former to apply for a job with the latter.
In order to attract people for the jobs, the organization must communicate the position in such a way that job seekers respond. To be cost effective, the recruitment process should attract qualified applicants and provide enough information for unqualified persons to self-select themselves out. Thus, the recruitment process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected.
PURPOSES AND IMPORTANCE
The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purposes are to: • Determine the present and future requirements of the organization in conjunction with its personnel-planning and job-analysis activities. • Increase the pool of job candidates at minimum cost. • Help increase the success rate of the selection process by reducing the number of visibly, under qualified or overqualified job applicants. • Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time. • Begin identifying and preparing potential job applicants who will be appropriate candidates. • Induct outsiders with a new perspective to lead the company. • Infuse fresh blood at all levels of the organization. • Develop an organizational culture that attracts competent people to the company. • Search or head hunt/head pouch people whose skills fit the company’s values. • Devise methodologies for assessing psychological traits. • Search for talent globally and not just within the company. • Design entry pay that competes on quality but not on quantum. • Anticipate and find people for positions that do not exist yet. • Increase organizational and individual effectiveness in the short term and long term.
• Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decide whether they wish to work for it. A well-planned and well-managed recruiting effort will result in highquality applicants, whereas, a haphazard and piecemeal effort will result in mediocre ones. High-quality employees cannot be selected when better candidates do not know of job openings, are not interested in working for the company and do not apply. The recruitment process should inform qualified individuals about employment opportunities, create a positive image of the company, provide enough information about the jobs so that applicants can make comparisons with their qualifications and interests, and generate enthusiasm among the best candidates so that they will apply for the vacant positions. The negative consequences of a poor recruitment process speak volumes about its role in an organization. The failure to generate an adequate number of reasonably qualified applicants can prove costly in several ways. It can greatly complicate the selection process and may result in lowering of selection standards. The poor quality of selection means extra cost on training and supervision. Furthermore, when recruitment fails to meet the organizational needs for talent, a typical response is to raise entry-level pay scales. This can distort traditional wage and salary relationships in the organization, resulting in avoidable consequences.
the function of recruitment seems to be easy. • Stimulating as many candidates as possible and asking them to apply for jobs irrespective of the number of candidates required. a number of factors make performance of recruitment a complex one. Though. . the unsuitable candidates are automatically eliminated. Management has to attract more candidates in order to increase the selection ratio so that the most suitable candidate can be selected out of the total candidates available. Recruitment is positive as it aims at increasing the number of applicants and selection is somewhat negative as it selects the suitable candidates in which process.SUB-SYSTEMS OF RECRUITMENT The recruitment process consists of the following four sub-functions:- • Finding out and developing the sources where the required number and kind of employees will be available. • Employing the techniques to attract candidates. • Developing suitable techniques to attract the desirable candidates.
FACTORS AFFECTING RECRUITMENT The following are the 2 important factors affecting Recruitment:1) INTERNAL FACTORS • Recruiting policy • Temporary and part-time employees • Recruitment of local citizens • Engagement of the company in HRP • Company’s size • Cost of recruitment • Company’s growth and expansion 2) EXTERNAL FACTORS • Supply and Demand factors • Unemployment Rate • Labour-market conditions • Political and legal considerations • Social factors • Economic factors • Technological factors .
policy regarding sons of soil. They are:• Government policies • Personnel policies of other competing organizations • Organisation’s personnel policies • Recruitment sources • Recruitment needs • Recruitment cost • Selection criteria and preference . personnel policies of other organizations regarding merit. In other words the former is a part of the latter. women.RECRUITMENT POLICY Recruitment policy of any organization is derived from the personnel policy of the same organization. etc.. The following factors should be taken into consideration in formulating recruitment policy. However. Recruitment policy should commit itself to the organisation’s personnel policy like enriching the organisation’s human resources or servicing the community by absorbing the retrenched or laid-off employees or casual/temporary employees or dependents of present/former employees. internal sources. recruitment policy by itself should take into consideration the government’s reservation policy. etc. social responsibility in absorbing minority sections. etc.
. the management has to decide whether to centralize or decentralize the recruitment function.RECRUITMENT. After formulation of the recruitment policies.Matching the of the organization & applicants IMPACT OF PERSONNEL POLICIES ON RECRUITMENT POLICIES Recruitment policies are mostly drawn from personnel policies of the organization. general personnel policies provide a wide variety of guidelines to be spelt out in recruitment policy. Standohar. According to Dale Yodar and Paul D.
• It would have more expertise available to it. • It would generally be above malpractices. Some organizations like commercial banks resort to centralized recruitment while some organizations like the Indian Railway resort to decentralized recruitment practices. etc. . Personnel department at the central office performs all the functions of recruitment in case of centralised recruitment and personnel departments at unit level/zonal level perform all the functions of recruitment concerning to the jobs of the respective unit or zone. favouritism. etc. knowledge. talent. bias. • It would facilitate interchangeability of staff among various units/zones. abuse of powers.CENTRALISED V/s DECENTRALISED RECRUITMENT Recruitment practices vary from one organization to another. skill. • It can ensure broad uniformity among human resources of various units/zones in respect of education. MERITS OF CENTRALISED RECRUITMENT • Average cost of recruitment per candidate/unit should be relatively less due to economies of scale.
• The unit gets most suitable candidates as it is well aware of the requirements of the job regarding culture. • It ensures the most effective and suitable placement to candidates. local factors. control and feedback and various functions/processes of recruitment. • The units would enjoy freedom in finding out. social factors. etc. • It enables the organization to have centralised selection procedure. MERITS OF DECENTRALISED RECRUITMENT • The unit concerned concentrates only on those sources/places wherein normally gets the suitable candidates. • The unit would relatively enjoy advantage about the availability of information. traditional. developing the sources. As such the cost of recruitment would be relatively less. • It enables centralised training programmes which further brings uniformity and minimizes average cost of staff. .• It enables the line managers of various units and zones to concentrate on their operational activities by relieving them from the recruiting functions. in selecting and employing the techniques to stimulate the candidates. family background aspects. • Units can recruit candidates as and when they are required without any delay. etc. promotional and transfer procedure.
Both have their own merits and demerits. Alternatively management may decentralize the recruitment of certain categories of employees preferably middle and top level managerial personnel and centralize the recruitment of other categories of employee’s preferably lower level positions in view of the nature of the jobs and suitability of those systems for those categories of positions. Hence. the management has to weigh both the merits and demerits of each system before making a final decision about centralizing or decentralizing the recruitment. Both the systems of recruitment would suffer from their own demerits. SOURCES OF RECRUITMENT The sources of recruitment may be broadly divided into two categories: internal sources and external sources. . Let’s examine these. The management has to find out and develop the sources of recruitment after deciding upon centralizing or decentralizing the recruitment function.• The unit would enjoy better familiarity and control over the employees it recruits rather than on employees selected by the central recruitment agency.
(d) Candidates referred by unions. Merits and Demerits of ‘Recruiting people from ‘Within’ Merits 1) Economical: The cost of recruiting internal candidates is minimal. transferred. 3) Reliable: The organization has the knowledge about suitability of a candidate for a position. External Sources External sources lie outside an organization. No expenses are incurred on advertising.Internal Sources:Persons who are already working in an organization constitute the ‘internal sources’. and (g) Unsolicited applications/ walk-ins. (f) Candidates responding to the advertisements. dependents of deceased employees may also constitute the internal sources. Here the organization can have the services of : (a) Employees working in other organizations. someone from within the organization is upgraded. Retrenched employees. available outside an organization. retired employees. friends. Whenever any vacancy arises. promoted or even demoted. relatives and existing employees. (e) Candidates forwarded by search firms and contractors. 2) Suitable: The organization can pick the right candidates having the requisite skills. (c) Students from reputed educational institutions. The candidate can choose a right vacancy where their talents can be fully utilized. Existing employees may fail to behave in innovative ways and inject necessary dynamism to enterprise 2) . 1) Demerits Limited Choice: The organization is forced to select candidates from a limited pool. (b) Jobs aspirants registered with employment exchanges. issued by the organization. Inbreeding: It discourages entry for talented people. It may have to sacrifice quality and settle down for less qualified candidates.
3) Inefficiency: Promotions based on length of service rather than merit. may prove to be a blessing for inefficient candidate. activities. As years roll by. They will work with loyalty commitment and enthusiasm. Bone of contention: Recruitment from within may lead to infighting among employees aspiring for limited.‘Known devils are better than unknown angels!’ 4) Satisfying: A policy of preferring people from within offers regular promotional avenues for employees. higher level positions in an organization. It motivates them to work hard and earn promotions. 4) The merits and demerits of recruiting candidates from outside an organization may be stated thus: . the race for premium positions may end up in a bitter race. They do not work hard and prove their worth.
forces then to work with less enthusiasm and motivation. It may end up hiring someone who does not fit and who may not be able to adjust in the new setup. Infection of fresh blood: People with special skills and knowledge could be hired to stir up the existing employees and pave the way for innovative ways of working. Tapping multifarious sources of recruitment is not an easy task either. Where suitable ones are not available. De-motivating: Existing employees who have put in considerable service may resist the process of filling up vacancies from outside. the process has to be repeated. a competitive atmosphere would compel people to give out their best and earn rewards. Long term benefits: Talented people could join the ranks.Merits and Demerits of External sources of Recruitment Merits Wide Choice: The organization has the freedom to select candidates from a large pool. The feeling that their services have not been recognized by the organization. . screen. etc. ultimately will be able to hire the services of suitable candidates. Uncertainty: There is no guarantee that the organization. Time consuming: It takes time to advertise. new ideas could find meaningful expression. Persons with requisite qualifications could be picked up. Demerits Expenses: Hiring costs could go up substantially. to test and test and to select suitable employees. Motivational force: It helps in motivating internal employees to work hard and compete with external candidates while seeking career growth. Such a competitive atmosphere would help an employee to work to the best of his abilities.
Organisations generally prepare badli lists or a central pool of persons from which vacancies can be filled for manual jobs. INTERNAL METHODS: 1. .METHODS OF RECRUITMENT The following are the most commonly used methods of recruiting people. working conditions. from one job to another. Such persons are usually passed on to various departments. status and value. gratuity. If a person remains on such rolls for 240 days or more. he gets the status of a permanent employee as per the Industrial Disputes Act and is therefore entitled to all relevant benefits. Promotion. involves movement of employee from a lower level position to a higher level position accompanied by (usually) changes in duties. retrenchment compensation. Promotions and Transfers This is a method of filling vacancies from within through transfers and promotions. including provident fund. It may lead to changes in duties and responsibilities. A transfer is a lateral movement within the same grade. on the other hand. etc. depending on internal requirements. but not necessarily salary. responsibilities..
Employee Referrals Employee referral means using personal contacts to locate job opportunities. In this method. in this case. this has become a popular way of recruiting people in the highly competitive Information Technology industry nowadays. The logic behind employee referral is that “it takes one to know one”. electronic method and similar outlets. In fact. 3. It is a recommendation from a current employee regarding a job applicant. companies also consider the names recommended by unions from time to time. .2. working in other organizations for a possible vacancy in the near future. Companies offer rich rewards also to employees whose recommendations are accepted – after the routine screening and examining process is over – and job offers extended to the suggested candidates. are encouraged to recommend the names of their friends. Job Posting Job posting is another way of hiring people from within. the organisation publicises job opening on bulletin boards. As a goodwill gestures. One of the important advantages of this method is that it offers a chance to highly qualified applicants working within the company to look for growth opportunities within the company to look for growth opportunities within the company without looking for greener pastures outside. Employees working in the organization.
Tata and Birla group companies) visit IIMs and IITs regularly and even sponsor certain popular campus activities with a view to earn goodwill in the job market. The organizations will have to offer some kind of training to the applicants. Proctor & Cable. campus recruiting means hiring people with little or no work . State Bank of India. applicants can be prescreened. IIMs. Citibank.External (direct) Methods Campus Recruitment It is a method of recruiting by visiting and participating in college campuses and their placement centres. Advantages of this method include: the placement centre helps locate applicants and provides resumes to organizations. looking into the placement weeks of various institutions in On the negative front. It demands careful advance planning. colleges and universities with a view to pick up job aspirants having requisite technical or professional skills. In view of the growing demand for young managers. A preliminary screening is done within the campus and the short listed students are then subjected to the remainder of the selection process. experience. in turn. applicants will not have to be lured away from a current job and lower salary expectations. almost immediately after hiring. most reputed organizations (such as Hindustan Lever Ltd. Job seekers are provided information about the jobs and the recruiters.. get a snapshot of job seekers through constant interchange of information with respective institutions. Here the recruiters visit reputed educational institutions such as IITs.
Further. campus recruiting can be costly for organizations situated in another city (airfare. If campus recruitment is used. The company must provide detailed information about the characteristics of entry – level positions.different parts of the country. consulting opportunities to faculty members. boarding and lodging expenses of recruiters. steps should be taken by human resource department to ensure that recruiters are knowledgeable concerning the jobs that are to be filled and the organizations and understand and employ effective interviewing skills. funding university infrastructural requirements.). the more likely the organization will be in a position to attract them. Guidelines for campus recruiting: companies using college campuses as recruitment source should consider the following guidelines: • Identify the potential candidates early: The earlier that candidate with top potential can be identified. • Use effective recruitment material: Attractive brochures. etc. • Employ various means to attract candidates: These may include providing research grants. . followed by enthusiastic and effective presentations by company officials. correspondence with placement offices in respective campus in a friendly way – will help in booting the company image in the eyes of the applicants. in the long run these will enhance the prestige of the company in the eyes of potential job seekers. site visit of applicants if allowed. films. internships to students. computer diskettes. especially those that have had a major positive impact on prior applicants’ decisions to join the company. etc.
long term income potential. • Come out with a competitive offer: Keep the key job attributes that influence the decisions of applicants such as promotional avenues.as far as ads are concerned: • Newspaper Ads: Here it is easy to place job ads without much of a lead time. On the negative side. while some of . radio and television. lively and imaginative as consumer advertising. trade. professional and technical journals. The ads generally give a brief outline of the job responsibilities. in recent times. challenging assignments. Indirect methods:Advertisements:These include advertisements in newspapers. newspaper ads tend to attract only those who are actively seeking employment at that point of time. this method is appropriate when (a) the organization intends to reach a large target group and (b) the organizations wants a fairly good number of talented people – who are geographically spread out.• Offer training to campus interviews: Its better to devote more time and resources to train on campus interviewers to answer specific job – related questions of applicants. while talking to candidates. etc. this medium has become just as colourful. To apply for advertised vacancies let’s briefly examine the wide variety of alternatives available to a company . It has flexibility in terms of information and can conveniently target a specific geographic location. etc.. prospects in organizations. etc. compensation package.
potential candidates may have a tough time remembering the details. the company may be bombarded with applications from a large number of candidates who are marginally qualified for the job – adding to its administrative burden.the best candidates who are well paid and challenged by their current jobs may not be aware of such openings. making application difficult. As a result. because the television or radio is simply seen or heard. However. . especially for filling lower level positions. In a blind-box ad there is no identification of the advertising organization. various reasons (avoiding To maintain secrecy for sending signals to the rush. competitors. large companies with a national reputation may also go in for blind-box ads in newspapers. • Television and radio ads: These ads are more likely to each individual who are not actively seeking employment. cutting down expenses involved in responding to any individual who applies. Also. they help the organization to target the audience more selectively and they offer considerable scope for designing ads creatively. they are more likely to stand out distinctly.). these ads are expensive. etc. Job aspirants are asked to respond to a post office box number or to an employment firm that is acting as an agent between the job seekers and the organization.
a number of search firms operate – providing multifarious services to both recruiters and the recruitees. etc. displaced persons. applies) their vacancies through the respective Employment Exchanges. The Act covers all establishments in public sector and nonagricultural establishments employing 25 or more workers in the private However. KPMG. • Employment Exchanges:AS a statutory requirement. AT the lower end. physically handicapped. 1959. AS per the Act all employers are supposed to notify the vacancies arising in their establishments form time to time – with certain exemptions – to the prescribed employment exchanges before they are filled. sector. ABC consultants.Third Party Methods • Private Employment Search Firms:As search firm is a private employment agency that maintains computerized lists of qualified applicants and supplies these to employers willing to hire people from the list for a fee. SB Billimoria. Firms like Arthur Anderson. Boble and Hewitt. Ferguson Associates offers specialized employment-related services to corporate houses for a fee. created all over India for helping unemployed youth. ex-military personnel. especially for top and middle level executive vacancies. in view of the practical difficulties involved in implementing the provisions of the Act (such as filing a quarterly return in . companies are also expected to notify (wherever the Employment Exchanges Act.
• Gate Hiring and Contractors:Gate hiring (where job seekers.respect of their staff strength. the company would intimate the candidates to apply through a formal channel. Such applications are generally kept in a data bank and whenever a suitable vacancy arises. the image of the company and the job seeker’s perception of the types of jobs that might be available etc. vacancies and shortages. etc. returns showing occupational distribution of their employees. • Alternatives to Recruitment:- . either they are already employed in other organizations or are not simply interested in the position. One important problem with this method is that job seekers generally apply to number of organizations and when they are actually required by the organizations. the number of such applications depends on economic conditions. recruiting through word-of-mouth publicity are still in use – despite the many possibilities for their misuse – in the small scale sector in India.) many organizations have successfully fought court battles when they were asked to pick up candidates from among those sponsored by the employment exchanges. present themselves at the factory gate and offer their services on a daily basis). generally blue collar employees. hiring through contractors. • Unsolicited Applicants / Walk-ins:Companies generally receive unsolicited applications from job seekers at various points of time.
) firms these days are trying to look at alternatives to recruitment especially when market demand for firm’s products and services is sluggish. companies rely on the following: Time lapse data: They show the time lag between the dates of requisition for manpower supply from a department to the actual date of filling the vacancies in that department. Therefore. interviewing agency fee. the length of .Since recruitment and selection costs are high (search process. They cannot afford to fill all their vacancies through a particular source. from offer to acceptance is 10 and from acceptance to report for work is 15. flexibility. a company’s past experience may indicate that the average number of days from application to interview is 10. Moreover. time. it may be extremely difficult to remove them if their performance is marginal. For example. Some of the options in this regard may be listed thus: • Evaluation of Alternative Sources Companies have to evaluate the sources of recruiting carefully – looking at cost. quality and other criteria – before earmarking funds for the recruitment process. To facilitate the decision making process in this regard. if the company starts the recruitment and selection process now it would require 42 days before the new employee joins its ranks. from interview to offer is 7. Armed with this information. once employees are placed on the payroll. etc.
Yield ratios: These ratios indicate the number of leads / contacts needed to generate a given number of hires at a point at time. to continue the same example. then 200 contacts are made. Lastly. it has to monitor past yield ratios in order to find out the number of candidates to be contacted for this purpose. . If the interview-tooffer is 3:2. Before finally identifying the sources of recruitment. it has to extend 20 offers. If the invitees to interview ratios are 4:3 then.the time needed for alternative sources of recruitment can be ascertained – before pinning hopes on a particular source that meets the recruitment objectives of the company. Surveys and studies: Surveys may also be conducted to find out the suitability of a particular source for certain positions. For example. as many as 40 candidates must be invited. as pointed out previously. On the basis of past experience. employee referral has emerged as popular way of hiring people in the Information Technology industry in recent times in India. the human resource managers must also look into the cost or hiring a candidate. Correlation studies could also be carried out to find out the relationship between different organizational positions. then 30 interviews must be conducted. The cost per hire can be found out by dividing the recruitment cost by the number of candidates hired. the company finds that to hire 10 trainees. if contacts or leads needed to identify suitable trainees to invite are in 5:1 ratio. if a company needs 10 management trainees in the next six months. For example.
Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organisation. Recruiting. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates. to find out which job applicant will be successful. Purpose The purpose of selection is to pick up the most suitable candidate who would meet the requirements of the job in an organisation best. qualifications. The most suitable person is then picked up after eliminating the unsuitable applicants through successive stages of .SELECTION Introduction The size of the labour market. the company obtains and assesses information about the applicants in terms of age. Through the process of recruitment the company tries to locate prospective employees and encourages them to apply for vacancies at various levels. the compensation package and a host of other factors influence the manner of aspirants are likely to respond to the recruiting efforts of the company. provides a pool of applicants for selection. To meet this goal. if hired. thus. the nature of job. etc. skills. experience. Definition To select mean to choose. the place of posting. the image of the company. the needs of the job are matched with the profile of candidates.
. causing incalculable harm to the company in the long run.selection process. Similarly a single brief selection interview might be enough for applicants for lower level positions. How well an employee is matched to a job is very important because it is directly affects the amount and quality of employee’s work. demands constant monitoring of the ‘fit’ between people the job. the employee may find the job distasteful and leave in frustration. Any mismatched in this regard can cost an organisation a great deal of money. time and trouble. He may even circulate ‘hot news’ and juicy bits of negative information about the company. from job to job within the same organisation. The time and emphasis place on each step will definitely vary from one organisation to another and indeed. especially. For example some organisations may give more importance to testing while others give more emphasis to interviews and reference checks. The sequence of steps may also vary from job to job and organisation to organisation. while applicants for managerial jobs might be interviewed by a number of people. In course of time. in terms of training and operating costs. Each one must be successfully cleared before the applicant proceeds to the next one. The Process Selection is usually a series of hurdles or steps. Effective election. therefore.
Steps in Selecting Process Reception A company is known by the people it employs. Employment possibilities must be presented honestly and clearly. the applicant may be asked to call back the personnel department after some time. Whoever meets the applicant initially should be tactful and able to extend help in a friendly and courteous way. . skills and experience a company has to create a favourable impression on the applicants’ right from the stage of reception. If no jobs are available at that point of time. In order to attract people with talents.
choice etc. work related background and references. experience. It is a brief history sheet of employee’s background. location. usually containing the following things: • Personal data (address. this ‘courtesy interview’ as it is often called helps the department screen out obvious misfits. If the department finds the candidate suitable. Application Blank Application blank or form is one of the most common methods used to collect information on the various aspects of the applicants’ academic.Screening Interview A preliminary interview is generally planned by large organisations to cut the cost of selection by allowing only eligible candidates to go through the further stages in selection. a prescribed application form is given to the applicants to fill and submit. demographic. sex. telephone number) • Marital data • Educational data • Employment Experience • Extra-curricular activities • References and Recommendations . pay expectations. education. A junior executive from the Personnel Department may elicit responses from the applicants on important items determining the suitability of an applicant for a job such as age. aptitude. social.
State bank Of India basically recruits through external resources. It searches for clerical cadre. retirement. The selection criteria for each are different. The form of recruitment here is a centralized one. • Selection test conducted as per scheduled date. this may arise out of promotion.Recruitment at SBI Bank RECRUITMENT STEPS IN STATE BANK OF INDIA Vacancies identified. • Available vacancies are advertised. management executives.the candidates are requested to apply online through the bank’s website. • The new joiners further attend in-house training Whenever vacancies are identified. • The successful candidates are being informed through a written offer. probationary officers. marketing and recovery officers. Educational qualification Required- . For clerical cadre . The Central recruitment and promotion department conducts the recruitment steps further for manpower acquisition. VRS or for new openings. • Short listed candidates are called for final interview. • Job description and person specification designed.
for SC/ST/PWD/XS Selection procedure Selection is made on the basis of performance in the written test and interview taken together. Minimum 12th standard (10+2) pass or equivalent qualification there of with a minimum of 60% marks (55% for SC/ST/PWD/XS).sbi. 250/. Reasoning ability 5. General Awareness 2. Marketing Aptitude/Computer knowledge. The written test consists of objective type questions1. Age Minimum age 18 years and maximum 28 years.Candidates are required to go to any CBS Branch of State Bank of India and pay the amount of fees and get receipt from the branch. Knowledge of other Indian language will be added qualification. Quantitative Aptitude 4. Or A degree from a recognized University (graduation level) with a minimum of 40% marks (35%marks for SC/ST/PWD/XS) 2.in/. Application fee charged : Rs.statebankofindia. The candidates are required to apply online through website www.co. 50 /.for General and Rs.1. No other means/mode of application are accepted. .com and http://www. General English 3. Way to apply: . Should be able to write and speak English fluently 3.
the United Republic of Tanzania (formerly Tanganyika and Zanzibar). Ethiopia and Vietnam with the intention of permanently settling in India. Uganda. Emoluments : The total starting emolument of a Clerical Cadre employee payable at Metro like Mumbai will be around Rs. provided that a candidate belonging to categories (ii). (iv) and (v) above shall be a person in whose favour a certificate of eligibility has been issued by the Government of India. 8000/. Malawi. inside and outside Bank premises. Scale of Pay : 4410-215/3-5055-335/3-6060-470/4-7940-500/3-9440560/4-11680-970/1-12650-560/1-13210 2.per month for Graduates inclusive of D. Zambia. Sri Lanka. East African countries of Kenya. A candidate in whose case a certificate of eligibility is . Nationality / Citizenship : A candidate must be either i) a Citizen of India or ii) a subject of Nepal or ii i) 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.A. Allowances may vary depending upon the place of posting. and other allowances at the current rate. Depending upon requirement. The new recruits must have flair for marketing and will be required to make customer calls and provide banking services. (iii). 3. there will be flexible working hours and working in shifts. Zaire. advisory services and cross sell products etc.Salient features mentioned in the advertisements are as follows: 1. The duties involve e extensive outdoor travelling. Burma.
Mizoram. Ministry of Home Affairs. the offer of appointment may be given only after the necessary eligibility certificate has been issued to him by the Government of India. Definitions : Ex-Serviceman : Only those candidates shall be treated as Ex-Servicemen who fulfil the revised definition as laid down in Government of India. Department of Personnel and Administrative Reforms Notification No. Dependents of Servicemen killed in Action : Servicemen killed in the following operations would be deemed to have been killed in action attributable to Military Service (a) war (b) warlike operations or border skirmishes either with Pakistan on cease fire line or any other country (c) Fighting against armed hostilities in a counter insurgency environment viz. 1986 as amended from time to time. (d) Serving with peacekeeping mission abroad (e) Laying or clearance of mines including enemy mines as also mine sweeping operation between one month before and three months after conclusion of an operation (f) Frost-bite during actual operations or during the period specified by the Government (g) Dealing with agitating Para-Military forces personnel (h) IPKF personnel killed during the operations in Sri Lanka.necessary. Nagaland.Servicemen.36034/5/85/ Estt(SCT) dated 27th October. may be admitted to the examination/ interview conducted by the Bank but on final selection. etc. 4. Disabled Ex-Servicemen : Ex-Servicemen who while serving in Armed Forces of the Union were disabled in operation against the enemy or in disturbed areas shall be treated as Disabled Ex. .
1986. Candidates with following disabilities are eligible to apply as per the definitions given in the above act : a) Blindness b) Low Vision c) Hearing Impairment d) Locomotor Disability or Cerebral Palsy . 5. 3) The Territorial Army Personnel will however be treated as Ex-Servicemen w.08. 2) Ex-Servicemen candidates who have already secured employment under the Central Government in Group C & D will be permitted the benefit of age relaxation as prescribed for Ex-Servicemen for securing another employment in a higher grade or cadre in Group ‘C’/ ‘D’ under the Central Government. 11. However.2010.NOTE : 1) Candidates still serving in Defence and desirous of applying under Ex-Servicemen category should submit a certificate from the competent authority to the effect that they would be released /retired on or before 31.e. Reservation for Persons with Disability (PWD) : Vacancies are reserved for Disabled (Physically Challenged) Persons under Section 33 of the Persons with Disabilities (Equal Opportunities.Serviceman status for the purpose of re-employment in job ceases. his Ex. such candidate s will not be eligible for the benefits of reservation for Ex.Servicemen.1995 (1 of 1996) as per government guidelines.f. Protection of Rights and Full Participation) Act. 4) An Ex-Serviceman who has once joined a Government job on the civil side after availing of the benefits given to him as an ExServiceman for his re -employment. 15.
(b) Certificates and mark sheets of qualification you possess as mentioned in your application including certificate(s) in support of your having computer knowledge/proficiency. Detached port ion of call letter issued for written examination 2. the certificate should have “Non Creamy Layer” clause for financial year 20072008 issued on or after 01.04. (c) Candidate belonging to reserved category will produce Caste/Community certificate in the format prescribed by the Government of India. from the competent authority. In case of candidate belonging to Other Backward Class (OBC).Only such persons would be eligible for reservation in services/posts who suffer from not less than 40% of relevant disability. Candidates falling in the following categories of the disabled may apply for the post : Documents needed to produce during the interviews are: 1. (a) School leaving Certificate or any other acceptable documentary proof regarding date of birth. if any.2008 on the lines of format given in the BioData cum Attestation Form (d) Candidate belonging to Physically Handicapped category will produce a medical certificate as specified in the Disabilities Act of 1995 in support of his/her disability for our verification. (e) Ex-servicemen – Candidates who were serving in Defence and had applied under Exservicemen category should submit a certificate from the . A person who wants to avail the benefit of reservation will have to submit a Disability Certificate issued by Medical Board duly constituted by Central or State Government.
It should be further noted that in case you are selected. have to submit a “No Objection Certificate” from their present employer. which are in vernacular language.in respect of your present/previous employment. (i) Attested English version of those certificates. you should produce proper relieving letter from your employer at the time of taking up your appointment. Member of Parliament / State Legislature. Persons in the service of Government/Public Sector Banks/Undertakings.07. Block Development Officeror Post Master. SubDiv. if any. .CRPD/CR/2008-09/1. Principal / Head Master of recognized Institutions. 3. c. the State/Central Government Gazetted Officer. (h) ‘IDENTITY CERTIFICATE’ on Page 4 of the Bio-Data-cum-Attestation form should be signed by any one of the following – Gazetted Officers of Central / State Government. Your candidature is liable to be cancelled. Magistrate / Officer. b. Tahasildar authorized to exercise magisterial powers. if it is not produced. the previous/present employer in case you were/are employed. Tahasildar or Naib / Dy. (f) Two Character Certificates issued in the recent past from :a. School/College last attended. (g) Testimonials from your present/previous employers & Service Certificate(s).competent authority stating that they have been released/retired on or before 31.2008 as stated in para 7 of the advertisement no.
Clerical Staff during 2009-10: 11000 Posts in AHMEDABAD: 500 Posts BANGLORE: 800 Posts BHOPAL: 800 Posts BHUBANESWA: R 500 Posts CHANDIGARH: 900 Posts CHENNAI: 900 Posts GUWAHATI: 500 Posts HYDERABAD: 900 Posts KOLKATA: 900 Posts LUCKNOW: 900 Posts MUMBAI: 1100 Posts NEW DELHI: 1000 Posts PATNA: 900 Posts THIRUVANANTHAPURAM: 400 Posts .
Marketing and recovery officers are recruited on contractual basis and later mad e permanent based on performance. physically challenged people too get an opportunity to work for SBI. Applications are filled online through company website. Expenses are incurred for advertisements but application fees balance it in the other way. Two stages involves in selection process. Restructuring of hiring process can be done. The ads contain a well designed job description with clear definition for few fa cts The application fee too varies by the caste factor. Centralized form of recruitment. . Many feel training should be conducted based on individual needs. Aptitude test and personal interview mainly used for selection. Reservation of seats according to the caste factor plays an important role. Age concession varies according to class and caste factor.MAJOR FINDINGS ARE: Sources used for recruitment is basically advertisement. Ads generate a wide range of pool of applicants. Reference check is done. Dependants of serviceman killed in action. ex-serviceman. Criteria for educational qualification vary according to the posts.
The advertisements are designed in such a way that there remains no iota of confusi on with the job description.Quota reservation isn’t appreciated by many while some find it as an equal emplo yment opportunity. eligibility criteria and few terms with proper defi . The promotions can be done on performance basis.e . CONCLUSION The topic of the study was “ Recruitment practices in State Bank Of India”. by the way of advertisements people are being made aware of the vacancies. The selection levels can be elaborated to select the very best competent employe e in today’s competitive age. RECOMMENDATION Based on the detailed study carried out the following are few suggestions:Govt. And the external source i. policies on reservation of seats can be revised. The study has helped in understanding the theoretical and practical aspects of r ecruitment in reality.Recruitment is in centralized form. Setting of goals on monthly basis will enhance performance. Training can be conducted based on the need of an employee rather than making it mandatory for a certain cadre of staffs all together. It has given a way to in depth understanding of the hirin g process of SBI.
. The performance of the company can be considered as considered as satisfact ory in time of recession As per my opinion STATE BANK OF INDIA has a wide scope to develop in future. Advertisements are highly informative in nature. At last I would conclude that STATE BANK OF INDIA has achieved its entire goal w ith its idea and unique idea. it is a standard process being f ollowed but with changing time and expansion or innovations in banking technolog y this process can be modified a bit seeing the pros and con of the situation. The majority of company’s profitability ratios shows upward tr end. As far as the recruitment process is concerned. It has good manpower and provides good facilities to its employees. Application forms are being filled online. The large pool of talents then sit fo r a written aptitude test and the selected ones further move on with personal in terview.nition and explanation. The successful ones are being informed and then the induction program i s being conducted for them.
Employee referral b. Other. Manual b.Online d. What source you adopt to source candidates? a. 4 e. How do you track the source of candidate? a. Xls . 1 b. 2 c. Recruitment agencies e. pls specify – 2. Group Discussion d. Do you use any of the following tests during the process of recruitment? a. Written b. Campus recruitment c. How many stages are involved in selecting the candidate? a. Psychometric test f.QUESTIONNAIRE “BANK OFFICIALS” Name – Company’s name – Designation – DateNote – Please tick the appropriate option. 3 d. pls specify – 4. Personal Interview e. Job portals f. 1. Advertising d. Aptitude c. Software c. More 3. Other.Windows.
What is the back out percentage of candidates after being offered? a. Yes 10. More 7. b. b. c. What is the average time spent by sales dept.5-10 c. What is the average time spent by Admin dept. What is the average time spent by HR dept. who all from the other departments are required to get involved in interviewing process? a. 10 to 20mins. Do you follow different recruitment process for different grades of employees? a. 15-20 . d. 10 to 20mins. Sales b. 10 to 20mins. More 9. Administration c.1-5 b.5. 20 to 30mins. No b. during recruitment (each candidate)? a. pls specify – 6. 10mins. during recruitment (each candidate)? a.10-15 d. b. d. Apart from the HR Manager. More 8. c. Other. 10mins. d. 20 to 30mins. 20 to 30mins. 10mins. HR Executives d. c. during recruitment (each candidate)? a.
10-15 d.6 month? a.3 month? a.5-10 c.11.10-15 d. 15-20 13.5-10 c.1-5 b. 15-20 12.1-5 b. 15-20 Suggestions if any…………………………………………………………… . What percentage of candidates leave within the period of less than 6-12 month? a.10-15 d.1-5 b.5-10 c. What percentage of candidates leave within the period of less than3. What percentage of candidates leave within the period of less than1.
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