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In this project report every possible effort has been made to highlight the major aspects related to the topic “A
STUDY ON HR POLICIES OF ICICI BANK” The deals with the introductory part related to the
The based on the research carried out for the project. This tells the details of data, how is it collected, what are
the methods have been used over here, and finally also tell the limitations of the company that were found
during the research work besides the limitation found in undertaking the survey.

The analysis and interpretation of all the data which has presented first two chapters. This is the most
important part of the project as it involves the actual working and findings of the project.



Acknowledgement is not merely a formality but a deep expression of gratitude. I have tried my
best to present this information as clearly as possible using basic terms that I hope will be
comprehended by the widest spectrum of researchers, analysts and students for further studies. I
am highly indebted to my institute SVNIT COLLEGE SAGAR M.P. For providing me apt
facilities and support without which this project would no have accomplished.

I would like to extend a sincere gratitude to Dr. Pramesh Goutam (H.O.D).I completed this
study under the able guidance and supervision of Dr. Pramesh Goutam (H.O.D).. I will be
failed in my duty if I do not acknowledge her esteemed scholarly guidance, assistance and
knowledge. I have received from her towards fruitful and timely completion of this work.

Mere acknowledgement may not redeemed the debt I owe to my parents for their direct/indirect
support during the entire course of this project. I also thankful to my friend who helped me a lot
in the completion of this project




I declare that the project report titled:
Is my own work conducted under the supervision of Dr. Pramesh Goutam (H.O.D).at Department of
Business Studies, SVNIT COLLEGE, Sagar (M.P.). To the best of my knowledge the report does not contain
any work, which has been, submitted for the award of any degree anywhere.


Name of the Student
Shivani Garg


S.No Topic or Chapter Page No.
1. Chapter -1
1. Industry Introduction
2. Indian Bank Industry Analysis
3. Banking Industry
4. Company profile of ICICI Bank
5. Vision and Mission of ICICI Bank
6. Awards of ICICI Bank
7. History of Ranbaxy
8. Board of Directors
9. Products of ICICI Bank

2. Chapter -2
1. Objectives of Ranbaxy

3. Chapter -3
1. Research Methodology

4. Chapter- 4
1. HR Policies of ICICI Bank
a. Introduction of ICICI Bank
b. Activities of ICICI Bank
c. Life at ICICI Bank
d. Some newly adopted policies of ICICI Bank

5. Findings

6. Conclusion
7. Bibliography


What is Banking?
The Banking Regulation Act 1949 defines banking as “Accepting, for the purpose of lending or
investment, of deposits of money from the public repayable on demand or otherwise and
withdrawal by cheque draft, order or otherwise”. In addition, banks also offer financial services,
which include:
 Issuing demand draft & traveler’s cheque.
 Credit cards
 Collection of cheques, bill of exchange.
 Safe deposit lockers
 Custodian services.
 Investment and Insurance Services.
The business of banking is highly regulated since banks deal with money offered to them by the
public and ensuring the safety of this public money is one of the prime responsibilities of any
bank. That is why banks are expected to be prudent in their leading and investment activities.
Every bank has a compliance department, which is responsible to ensure that all the services
offered by the bank, and the processes followed are in compliance with the local regulations and
the Bank’s corporate police
The major regulations and act governing the banking business are:-
 Banking Regulation Act, 1949
 Foreign Exchange Management Act,1999
 Indian Contract Act
 Negotiable Instruments Act, 1881
Bank lend money either for productive purposes to individual, firms, Corporate etc. of for buying
house property, cars and other consumer durables and for investment purposes to individuals and
the others. However, banks do mot finance any speculative activity. Lending is risk taking. The
Depositor of banks is also assured of safety of their money by deploying some percentage of
deposit in statutory reserves like SLR & CLR.

The banking scenario in India has been changing at fast pace from being just the borrowers and
lenders traditionally, the focus has shifted to more differentiated and customized product/service
provider from regulation to liberalization in the year 1991, from planned economy to market.
Economy, from licensing to integration with Global Economics, the changes have been swift. All
most all the sector operating in the economy was affected and banking sector is no exception to
this. Thus the whole of the banking system in the country has undergone a radical change. Let us
see how banking has evolved in the past 57 years of independence.
After independence in 1947 and proclamation in 1950 the country set about drawing its road map
for the future public ownership of banks was seen inevitable and SBI was created in 1955 to
spearhead the expansion of banking into rural India and speed up the process of magnetization.
Political compulsion’s brought about nationalization of bank in 1969 and lobbying by bank
employees and their unions added to the list of nationalized banks a few years later.
Slowly the unions grew in strength, while bank management stagnated. The casualty was to the
customer service declined, complaints increased and bank management was unable to item the
In the meantime, technology was becoming a global phenomenon lacking a vision of the future
and the banks erred badly in opposing the technology up gradation of banks. They mistakenly
believed the technology would lead to retrenchment and eventually the marginalization of
The problem faced by the banking industry soon surfaced in their balance sheets. But the
prevailing accounting practices unable banks to dodge the issue.
The rules of the game under which banks operated changed in 1993. Norms or income
Recognition, Assets classification and loan loss provisioning were put in place and capital
adequacy ratio become mandatory.

Banking System
Banking system is an integral sub-system of the financial system. It represent an important
channel of collecting small saving from the households and ending it to the corporate sector.
The Indian Banking system has the Reserve Bank of India (RBI) as the apex body for all matters
relating to the banking system. It is the comucopia of Banks of India and bankers to all others
banks as well.
Bank of India was founded on September 7, 1906 by a group of eminent businessmen from
Mumbai. In July 1969 Bank of India was nationalized along with 13 other banks.

Beginning with a paid-up capital of Rs.50 lakh and 50 employees, the Bank has made a rapid
growth over the years. It has evolved into a mighty institution with a strong national presence
and sizable international operations. In business volume, Bank of India occupies a premier
position among the nationalized banks.

Presently, Bank of India has 2609 branches in India spread over all states/ union territories
including 93 specialized branches. These branches are controlled through 48 Zonal Offices.

Bank of India has several firsts to its credit. The Bank has been the first among the nationalised
banks to establish a fully computerised branch and ATM facility at the Mahalaxmi Branch at
Mumbai way back in 1989. It pioneered the introduction of the Health Code System in 1982, for
evaluating/ rating its credit portfolio. Bank of India was the first Indian Bank to open a branch
outside the country, at London, in 1946, and also the first to open a branch in Europe, Paris in
1974. The Bank has sizable presence abroad, with a network of 23 branches (including three
representative office ) at key banking and financial centres viz. London, New York, Paris,
Tokyo, Hong-Kong, and Singapore.


Classification of Banks
1. Non-Schedule Banks
These are banks, which are not included in the second schedule of the Banking
Regulations Act, 1965. It means they do not satisfy the conditions laid down by that
schedule. They are further classified as back:
 Central co-operative banks and primary credit societies
 Commercial Banks

2. Schedule Banks
Must have paid-up capital and reserve of mot less than Rs. 50,00,000. The must satisfy
the RBI than its affairs are mot conducted in a manner detrimental to the interests of its
depositors. These are further classified as follow:
 State co-operative Banks
 Commercial Banks



Company Profile
ICICI BANK is India's second-largest bank with total assets of Rs. 3,997.95 billion (US$ 100
billion) at March 31, 2008 and profit after tax of Rs. 41.58 billion for the year ended on March
31, 2008. ICICI BANK is the second amongst all the companies listed on the Indian stock
exchanges in terms of free float market capitalisation. The Bank has a network of about 1,308
branches and 3,950 ATMs in India and a presence in 18 countries. ICICI BANK offers a wide
range of banking products and financial services to corporate and retail customers through a
variety of delivery channels and through its specialised subsidiaries and affiliates in the areas of
investment banking, life and non-life insurance, venture capital and asset management or wealth
management. The Bank currently has its subsidiaries in the United Kingdom, Russia and Canada,
branches in Unites States, Singapore, Bahrain, Hong Kong, Sri Lanka, Qatar and Dubai
International Finance Centre and representative offices in United Arab Emirates, China, South
Africa, Bangladesh, Thailand, Malaysia and Indonesia. The bank’s UK subsidiary has
established branches in Belgium and Germany.
ICICI BANK 's equity shares are listed in India on Bombay Stock Exchange (BSE) and the
National Stock Exchange of India Limited and its American Depositary Receipts (ADRs) are
listed on the New York Stock Exchange (NYSE).





ICICI Prudential Life Insurance has won the first
runner up award for the Best Defect Elimination in
Service & Transaction category at Asian Six Sigma
Excellence Summit 2009.

ICICI Prudential Life won the UK Trade &
Investment India Business Awards 2008 in the
Business Partnership Award-Large Company


ICICI Prudential Life Insurance was awarded with
the coveted 'ICAI Award for Excellence in Financial
Reporting' by the Institute of Chartered Accountants
of India (ICAI) for the financial year ended March
31, 2008.

Over the last few years, the ICICI BANK has taken rapid strides in developing new businesses
in line with its proposition to offer complete financial services to both corporate and retail
With the recent addition of insurance, the proposition of ICICI BANK is now fulfilled. Going
forward, the challenge for ICICI will be to continue innovating to improve market shares and
maintain its competitive edge. In this endeavour, ICICI will continue to benchmark with global
best practices to ensure optimum utilization of its resources and the finest exposure to its work
force. The speed with which it has been able to transform the organization and successfully start
so many new businesses is almost singularly owing to the skills, enterprise and the depth of its
human resources.
ICICI BANK is committed to enriching this valuable resource which in turn, will allow it to
bring innovative practices to the world of financial services in India. With technology playing
the key role mainly.
The vision is to develop ICICI BANK into an organization that is empowered by bright and
talented individuals, working in teams and riding on the backbone of world class technology.


The ICICI BANK was originally promoted in 1994 by ICICI Limited, an Indian financial
institution, and was its wholly owned subsidiary. ICICI's shareholding in ICICI BANK was
reduced to 46% through a public offering of shares in India in fiscal year 1998, an equity
offering in the form of ADRs listed on the NYSE in fiscal year 2000, ICICI BANK 's acquisition
of Bank of Madura Limited in an all-stock amalgamation in fiscal year 2001, and secondary
market sales by ICICI to institutional investors in fiscal year 2001 and fiscal year 2002. ICICI
was formed in year 1955 at the initiative of the World Bank, the Government of India and
representatives of Indian industry. The principal objective was to create a development financial
institution for providing the medium-term and long-term project financing to Indian businesses.
In the 1990s, the ICICI transformed its business from a development financial institution offering
only single project finance to a diversified financial services group offering a wide variety of
products and services, both directly and through a number of subsidiaries and affiliates like
ICICI BANK . In 1999, the ICICI become the first Indian company and the first bank or
financial institution from non-Japan Asia to be listed on the New York Stock Exchange (NYSE).
After consideration of various corporate structuring alternatives in the context of the emerging
competitive scenario in the Indian banking industry, and the move towards universal banking
scenario, the managements of the ICICI and ICICI BANK formed the view that the merger of
ICICI with ICICI BANK would be the optimal strategic alternative for both of the entities, and
would create the optimal legal structure for the ICICI group's universal banking strategy. The
merger would enhance value for the ICICI shareholders through the merged entity's access to
low-cost deposits, much greater opportunities for earning fee-based income and the ability to
participate in the payments system and provide transaction-banking services. The merger would
enhance value for the ICICI BANK shareholders through a large capital base and scale of
operations, seamless access to ICICI's strong corporate relationships built up over five decades,
entry into new business segments, higher market share in various business segments, particularly
fee-based services, and access to the vast talent pool of the ICICI and its number of subsidiaries.
In October 2001, the Boards of Directors of the ICICI and ICICI BANK approved the merger of
ICICI and two of its wholly owned retail finance subsidiaries, the ICICI Personal Financial
Services Limited and the ICICI Capital Services Limited, with the ICICI BANK .

1. Mr. K. V. Kamath, Chairman
2. Ms. Chanda Kochhar,
Managing Director & CEO
3. Mr. N. S. Kannan,
Executive Director
4. Mr. K. Ramkumar,
Executive Director
5. Mr. Rajiv Sabharwal,
Executive Director


 To find the Recruitment and Selection System in the organization.
 To study the process of intake of employees with relation to Experience.
 Communication skills and Qualification in the organization.


In this we have used both of the primary and secondary data . In primary data we had conducted
Personal Interview with the Branch Manager of ICICI BANK, Katra Branch regarding HR
Sources of Data collection
There are two sources of data collection. They are:
The project study started with collection of Primary and Secondary Data. The sources for the
secondary data are as follows:
Data Sources
 News Papers
 Magazines
 Internet
 Press articles on Adidas.
Sampling Technique Used:
Since the information required was not of a very technical nature and also looking at the
scope of the project and the extent of the target segment, the sampling technique
employed was Convenience Sampling. I administered the questionnaires.
Stage Two
I visited the ICICI BANK of India., which is located In Sagar M.P . I Also Met Some Of
The Marketing Executives Who Helped Me Getting The Required Information.
I Also Got Some Of The Information From The Other Resources Of The Corporate
Office Like :
 Company Journals
 Company Catalogs

 And Other Related Sources.

The secondary data are those, which have already been collected by someone else thorough
Books, Internet, Television, journals, Magazines, etc. On the other hand primary data does not
exist here. The researcher has to gather primary data afresh for the specific study undertaken by
him.. Secondary sources such as Booklets, Monthly journal, Magazines, Official files etc.
Scope of the Study
Each and every project study along with its certain objectives also have scope for future. And
this scope in future gives to new researches a new need to research a new project with a new
scope. Scope of the study not only consist one or two future business plan but sometime it also
gives idea about a new business which becomes much more profitable for the researches then the
older one.
Scope of the study could give the projected scenario for a new successful strategy with a
proper implementation plan. Whatever scope I observed in my project are not exactly having all
the features of the scope which I described above but also not lacking all the features.


ICICI BANK offers wide variety of Deposit Products to suit your requirements. Coupled with
convenience of networked branches/ ATMs and facility of E-channels like Internet and Mobile
Banking, ICICI BANK brings banking at your doorstep. Select any of our deposit products and
provide your details online and our representative will contact you for Account Opening.
ICICI BANK offers you a power packed Savings Account with a host of
convenient features and banking channels to transact through. So now you can
bank at your convenience, without the stress of waiting in queues

We understand that as you reach the age to retire, you do have certain concerns
… whether your hard earned money is safe and secure … whether your
investments give you the kind of returns that you need. That's why we have an
ideal Banking Service for those who are 60 years and above. The Senior
Citizen Services from ICICI BANK has several advantages that are tailored to bring more
convenience and enjoyment in your life.
It's really important to help children learn the value of finances and money
management at an early age. Banking is a serious business, but we make
banking a pleasure and at the same time children learn how to manage their
personal finances.
Safety, Flexibility, Liquidity and Returns!!!! A combination of unbeatable
features of the Fixed Deposit from ICICI BANK .


When expenses are high, you may not have adequate funds to make big investments.
But simply going ahead without saving for the future is not an option for you. Through
ICICI BANK Recurring Deposit you can invest small amounts of money every month
that ends up with a large saving on maturity. So you enjoy twin advantages-
affordability and higher earnings

The No. 1 Home Loans Provider in the country, ICICI BANK Home Loans
offers some unbeatable benefits to its customers - Doorstep Service, Simplified
Documentation and Guidance throughout the Process. It's really easy!

If you're looking for a personal loan that's easy to get, your search ends here.
ICICI BANK Personal Loans are easy to get and absolutely hassle free. With
minimum documentation you can now secure a loan for an amount up to Rs. 15

The NO 1 financier for car loans in the country. Network of more than 1500
channel partners in over 780 locations. Tie-ups with all leading automobile
manufacturers to ensure the best deals. Flexible schemes & quick processing.
Hassle-free application process on the click of a mouse.
Range of services on existing loans & extended products like funding of new
vehicles, refinance on used vehicles, balance transfer on high cost loans, top up
on existing loans, Extend product, working capital loans & other banking.

Avail attractive schemes at competitive interest rates from the No 1 Financier
for Two Wheeler Loans in the country. Finance facility up to 90% of the On
Road Cost of the vehicle, repayable in convenient repayment options and
comfortable tenors from 6 months to 36 months. Ride home on your Dream
Two Wheeler with our hassle free finance.
Preferred financier for almost all leading tractor manufacturers in the country.
Flexible repayment options in tandem with the farmer's seasonal liquidity.
Monthly, Quarterly and Half-yearly repayment patterns to choose from.
Comfortable repayment tenures from 1 year to 9 year
ICICI BANK Credit Cards give you the facility of cash, convenience and a
range of benefits, anywhere in the world. These benefits range from life time
free cards, Insurance benefits, global emergency assistance service, discounts,
utility payments, travel discounts and much more.
The ICICI BANK Debit Card is a revolutionary form of cash that allows
customers to access their bank account around the clock, around the world. The
ICICI BANK Debit Card can be used for shopping at more than 100,000
merchants in India and 13 million merchants worldwide.
Presenting ICICI BANK Travel Card. The Hassle Free way to Travel the
world. Traveling with US Dollar, Euro, Pound Sterling or Swiss Francs;
Looking for security and convenience; take ICICI BANK Travel Card. Issued

in duplicate. Offers the Pin based security. Has the convenience of usage of Credit or Debit card.
ICICI BANK brings to you a complete bouquet of pre-paid cards providing
payment solutions at your fingertips. ICICI BANK pre-paid cards are a safe &
convenient way for associate payments, disbursements, gifting & small ticket
transactions. Pre-paid cards are available on a VISA platform thus providing
accessibility to over one lakh merchant establishments & cash withdrawal from all VISA ATMs
in India.

At ICICI BANK , we care about all your needs. Along with Deposit products and Loan
offerings, ICICI BANK assists you to manage your finances by providing various investment
options ranging from ICICI BANK Tax Saving Bonds to Equity Investments through Initial
Public Offers and Investment in Pure Gold. ICICI BANK facilitates following investment
ICICI BANK Tax Saving Bonds
Government of India Bonds
Investment in Mutual Funds
Initial Public Offers by Corporate
Investment in "Pure Gold"
Foreign Exchange Services
Senior Citizens Savings Scheme, 2004
You can invest in above products through any of our branches. For select products ICICI BANK
also provides the ease of investing through electronic channels like ATMs and Internet


“Human Resource Management function that helps managers recruit, select, train and develop
members for an organization. Obviously, HRM is concerned with the people’s dimension in
Work force of an Organization is one of the most important inputs of components. It is said that
people are our single most important assets. Because of the unique importance of HUMAN
RESOURCE and its complexity due to ever changing psychology, behaviour and attitudes of
men and women at work, in all business concerns, there is one common element. I.e. Human
personnel function, i.e., manpower management function is becoming increasingly specialized.
The personnel function or system can be broadly defined as the management of people at work-
management of managers and management of workers. Personnel function is particularly
interested in personnel relationship and interaction of employees-human relations.
In a sense, management is personnel administration. Management is the development of people,
and not mere direction of material resources. Human capital is the greatest asset of a business
enterprise. The essential ingredient of management is the leadership and direction of people.
Each manager of people has to be his own personnel man. Personnel management is not
something you really turn over to personnel department staff.
Responsibilities of Human Resource Department.
 HRD maintain daily attendance record through branch manager via E-mail.
 Take decisions for approval regarding leave notes.
 He takes the decision related to the recruitment, selection and training of the
candidates. He talks to the consultant related to the recruitment of the qualified
candidates. He also does screening of the candidates, shortlist the candidate and takes
the first round of the interview.
 He maintains the database of the candidates to come for an interview. He also
maintains personal file of each employee. He also completes the joining formalities
of each new employee.

 They are taking surprising visit in every branch and collect information about
 He is responsible for the monthly salary of the employees as per their attendants and
passing to the Branch Manager.
Human Resource planning
This is handled by doing the planning at the beginning of every year. At the end of the year, the
Human Resource department from each Branch receives the requirement for the person for
whole year. Then the planning of recruitment and training is done by training manager and
recruiting manager which is approved from Head of HR Department.
Recruitment is a process of searching for prospective candidates for the given job in the industry.
As we know it is very important for an industrial concerns to have efficient and effective
personnel with right quality and at right time and at right place available whenever they are
needed. Every organization needs employee time by time because of promotion or retirement of
an employee. For this purpose an organization need to search for the right candidate. And so it
needs to encourage this type of right candidates whenever they require.
Sources of Recruitment
 Personal data of candidates and data bank maintain by the HR. department.
 Campus Recruitment.
 Company’s own website.
 Placement consultants.
 Advertisement in the news papers like Times of India
 Employee reference.



 Selection is the process of taking individuals out of the pool of job applicants with
requisite qualifications and competence to fill jobs in the organization. It is define as
the process of differentiating between applicants in order to identify and hire those
with a greater likelihood of success in a job.
 Selection is based on probation base, they are taking experienced person for 6
month’s probation and for fresher the probation period is 1 year.
 While the selection of the senior level post, is taken by head office at Mumbai.
Training and Development
 Training aims at increasing the aptitudes, skills and abilities of workers to perform
specific job. It makes employees more effective and skilful. In present dynamic
world of business training is more important there is an ever present need for training
men. So that new and changed techniques may be adopted. A new and changed
technique may be taken as an advantages and improvement affected in the old
 Training is learning experience that seeks relatively permanent change in an
individual that will improve his/her ability to perform on the job.
 They provide “on the job” training to their employees in the branch as they select
these employees for selling various products of bank by direct marketing. Whenever
they select new candidates for any post, they use to give them on the job work.
 In case of sales persons to distribute their various products, in the beginning the
person has to work under the observation of his senior then the have to go in market
to have their own experience.
Shortlist Screening Interview

Recruitment and Selection system refers to sourcing and building efficient Human Resource to
the organization to attain its objectives.
1. Retail assets
Credit cards
Retail assets
Retail credit
2. Retail liabilities
Direct banking
Direct sales liabilities
Foreign exchange services
Liabilities product group
Retail branch banking
3. Support function
Custody and depository services

Human resources
4. Wholesale banking
Corporate banking
Credit and market risk
Customer service desk
Emerging corporate group
Emerging enterprise group
Equities and private banking
Health care finance
Investment banking
NRI businesses
Stock exchange and correspondent banking
This policy complies with, and supports, the Company’s Equal Opportunities Policy by:
 Ensuring that every stage of the recruitment and selection process is carried out in a
systematic way, based on pre-agreed criteria, to eliminate the potential for personal bias
affecting the decision making process.
 Ensuring that all decision points are fully documented to assist with subsequent
 Making the whole procedure as open as possible, to ensure that all candidates understand

why decisions have been taken and, where they wish, to obtain meaningful feedback.
 Enabling demonstration of robust, transparent processes and thereby providing a basis for
defense in the event of challenge.
There are seven main stages to the procedure:
 Pre-advertisement
 Placing advertisements and dealing with enquiries and applicants
 Short-listing
 Interviewing and selection
 Post-selection procedures
 Induction
 Monitoring
Analyzing Your Workplace:
To assist you analyse your workplace to identify recruitment or selection issues for women, we
suggest you:
 Revisit your workforce profile to find where your female employees are.
 Consult with your employees.
 Examine your existing recruitment and selection policies and practices.
Developing Policy and Procedures
 Put in place a policy requiring recruitment and selection processes to select the best
person for the job.
 Develop a quality, consistent process for recruitment that delivers diverse recruits.
 Have a recruitment strategy that links to your business plan, and to a strategy to retain
Reviewing Recruitment and Selection Opportunities
 Monitor each stage of the recruitment process to identify any practice that may

disadvantage some candidates.
 Investigate whether women have equal opportunity in the recruitment and selection
process by collecting information on the numbers of men and women:
 Applying for positions
 Being short-listed
 Being interviewed
 Being appointed, and
 Survey staff about their perception of equity in recruitment procedures.
 Consider collecting diversity information as part of the process. There could be a pool of
diverse candidates you’re not reaching or unnecessarily excluding.
Reviewing Job Descriptions:
 Ensure all job profiles/descriptions reflect the real requirements of the job, rather than
describing the person who filled that job previously.
 Write job profiles in language that encourages both men and women to apply – including
women of and Differing backgrounds. For example, avoid use of jargon and acronyms
that tend to be exclusive.
Recruiting and selecting the right people is paramount to the success of the ICICI BANK LTD.
and its ability to retain a workforce of the highest quality. This recruitment and selection policy
sets out the procedure to ensure that the best people are recruited on merit and that are the
recruitment process is free from bias and discrimination.
Following are the guiding principles for recruitment and on-boarding process.
• Attracting and recruiting the right people is one of the most important activities of the
organization and is the responsibility to be owned by each and every employee of the

• Merit will be the single most important factor in selection process.
• They will ensure a diversity, both gender and ethnicity by targeted candidate sourcing with the
help of recruitment vendors and the referral program.
• While skills and profile matching play an important role, they will hire people who are team
players and have the right attitude most relevant to the culture of the organization. Attitude is as
important as aptitude.
• They believe in becoming a company of giants and emphasis is in hiring people who can grow
bigger and better than they presently are.
• They believe in providing their employee with fulfilling career paths. Towards this, they will
post vacancies internally as a preferred option while evaluating external candidates.
• They believe that each candidate interviewed irrespective of whether she/he is selected should
become a friend of the organization. They treat all the candidates with the utmost respect. They
will be open and fair in communication with them; this way they also enhance the brand image
of the organization.
• They will continuously assess, identify and cultivate strategic talent pools including those at the
universities, management schools, and community forums to address their long term needs.
• All recruitment activities shall be undertaken based on the hiring plan as approved by the
Business Head, HR Head & the CEO. For each approved position, a hiring requisition will be
required prior to initiation of any recruitment activity. If the hiring was not included in the
planned budget, it will also require approval from the CEO based on a recommendation from the
Head HR and the CFO.
• Recruitment expense will be allocated to the concerned business unit, and expenditure should
be budgeted and pre-approved by the business unit head and the HR Head.

The hiring manager along with the Human Resource Department would decide the channel /
source to use based on the nature of the recruitment. The following sources of recruitment may
be considered:
• Internal Sources:
 Whenever any vacancy arises, the possibility of fulfilling the requirement internally via
reassignment and relocation, re-allocation of the responsibilities or internal promotion
will be explored by the hiring function along with the HR Department.
 Internal job postings to explore internal candidates.
• Employee Referrals – ICICI BANK will encourage employees to refer suitable candidates for
open positions.
• Other external sources include:
 Recruitment agencies
 External job postings
 College / campus requirement
 Requirement advertisements
ICICI BANK will process all applications promptly and inform the applicant or source regarding
the status of the application. ICICI BANK will respond to all solicited applications within 5
working days of receiving the application.
• All candidates are required to undergo a face to face interview with the interview panel before
• Interviews may be conducted at a place at mutually convenient locations and time in an effort

to maintain confidentiality of the hiring effort.
• One on one meeting shall be preferred as the interview format, however depending on the
constraints panel interviews / telephone / video conference screening could be used.
• For recruitment at junior levels, job fairs, universities etc, where large volume of candidates,
ICICI BANK will use recruitment tests for purpose of short listing. The candidate may be tested
on the basic aptitude, analytical skills or other skills required for the job of the candidates.
• The interview process will focus on the evaluating the candidates suitability in terms of the job
description and fit within the organization.
• Each interviewer will complete the interview feedback form and submit it to HR. HR will
compile the results from a various interviews and provide these to the line manager for the final
The following are the guidelines with respect to the interview levels. The line manager will own
the overall interview process:
 Position,
 Level Equipment Hiring Decision by Interview by Salary Fitment Offer Letter Signed by
 Direct Report CEO Head CEO/ HR Head, Management Team (for relevant functions)
Approval - CEO
 Proposal – HR Head CEO
 State Head/ Regional Function Heads, Cluster Heads Regional Branch Heads, National
functional Heads Regional Branch Head / National Functional Head, Regional HR Approval
 Proposal – HR Head HR Head
 Branch Manager / National Functional Managers Regional Branch Heads, National
functional Heads Regional Branch Head / National Functional Head, Regional HR, Cluster /
State Head Approval – HR Head
 Proposal – C & B Manager HR Head
 Senior Relationship Manager Regional Branch Head/ Branch Manager Regional Branch

Head/ Branch Manager, Regional HR Approval – HR Head
 Proposal – C & B Manager Staffing Leader
 Junior Relationship Manager Branch Manager Branch Manager, Cluster Head Approval –
C&B Manager
 Proposal – Regional HR Mgr. Regional HR Manager
For campus / bulk hiring process, each panel will be specifically authorized with respect to hiring
decision, pay by the HR Head & CEO prior to the process.
• All recruitment expenses including recruitment fees, advertisement expenses and interview
related expenses will be allocated to the concerned business unit.
• The candidate will be informed about the nature of the expenses that are reimbursable and the
supporting documents required (in original). HR will ensure that candidate fills the necessary
reimbursement forms and that he/she receives the reimbursement at the earliest.
• Outstation/International Candidates – ICICI BANK will pay for appropriate air fare and
expenses incurred for the stay for candidates who they decide to fly from other locations. Prior
approval from the Regional HR Leader / HR Head is required to invite candidates. For
candidates from International Locations, prior approval from the HR Head needs to be taken.
This will include both a professional reference check as well as the background check.
• Professional reference check will be completed by the hiring manager. ICICI BANK will
request contact information for 2 references from the candidate, and check the quality of
previous work experience and key personal characteristics/conduct/ previous record etc.
• For key positions in areas, ICICI BANK will also perform a background check to assess the
integrity conduct of the candidate.

• The following information regarding the candidate will be verified:
 Proof of educational qualifications
 Any professional certificate that is essential to the job
 Address details
 Passport details
 Date of birth
 Proof of previous employment (service certificate)
Any negative feedback and comment in the reference check will be investigated by HR and if
found genuine shall be a cause for disqualification of the candidate or dismissal from
• Once the hiring decision is finalized, HR will prepare an offer / fitment as per the compensation
structure and grade and keeping in mind the internal equity.
• The offer would be communicated to the selected candidates by the hiring manager along with
HR. The candidate will sign the contract letter to formally accept employment from the
As an organization, ICICI BANK will make all necessary arrangements to ensure a smooth
joining process for the employees. HR will provide the candidate a check list prior to joining to
ease joining formalities.
Where the employee has to relocate and has been pre-approved by the HR Head and the staffing
leader, the relocating candidate shall be eligible for the following relocation assistance:
 The joining employ has the option to avail temporary accommodation (which includes

laundry) for the first two weeks arranged by organization. The stay in company provided
accommodation can be extended by two weeks further based on specific approval from
the Head HR. Where the stay extends beyond 4 weeks, the respective will not be paid
housing allowance for the corresponding period.
 Local travel assistance up to positions of RO/RM/equivalent and below will be
reimbursed for one week and for SRM/equivalent and above will be reimbursed up to two
 Food expenses during the period will be reimbursed as per actual up to Rs 500/-per day
per person.
 Approved reasonable expenses incurred in transporting the personal goods including the
transportation /registration of one automobile to the city of work. Employees are advised
to use the designated moving agencies as per rates negotiated by Administration. Where
negotiated rates are not available, the employee is required to submit 3 quotations and
secure approval from Administration before assigning the contract to a moving firm.
The organization employs, purely on merit, the relatives of our employees as long as it does not
create a potential conflict of interest. To avoid a potential conflict of interest and to reduce the
possibilities of favouritism – the following guidelines must be followed:
 Relatives are not assigned to a position where he/she has the opportunity to check,
process, and review, approve, audit or otherwise affect the work of the persons cited and
 NO one is assigned to a position where she/he influences the professional progress or
promotion of the persons cited above.
 If one is aware of a situation that appears to be an opportunity for people to display
favouritism to relatives, one should contact the Department Head or Human Resources
 Employees will not be part of the hiring process of their relatives


Relatives would include husband, wife, children, parents, sisters, brothers, first cousins, brothers-
in-law, sisters-in-law, mother –in-law, and father-in-law.
Employees who are aware of candidature of their relatives for the organization must immediately
report to the HR function in writing for information and records. Failure to immediately report
such cases will be considered as a serious violation of the recruitment policy and may entail a
disciplinary action.
As part of university hire program, ICICI BANK will provide internship opportunities to
students. Such internships will provide opportunities to students to learn while making real
contributions to the company. UNION Bank will follow the following process:
• HR will coordinate with business groups to identify potential opportunities for intern hires.
• Internship requests could be received either from the students directly or as nominations
from the educational institute.
• HR and hiring manager to Tele-interview the candidates with subsequent personal
interviews in the office
• HR to coordinate with the hiring manager to develop the project plan for the hire
Based on the demonstrated capability, the intern will be provided with the opportunity to
work in multiple departments to gain a wider business understanding
 Typically, the intern will be a pre-final year student of the Bachelor or Master degree
programs specializing in Financial Services/IT and any other business stream as required.
 Interns will be expected to manage their won accommodation and it will not be provided
by the company.

 Intern will be required to sign the confidentiality and code of conducts documents of the
The overall purpose of the new hire integration process is to ensure that the new employee is
able settle in smoothly and is able to contributing at the earliest.
ICICI BANK employee induction process shall begin as per the employee accepts the job offer.
The process includes:
 Welcome pack: As soon as the candidate accepts the offer, a welcome pack will be sent
to the employee.
o A congratulatory note regarding the decision to join the organization.
o Contact details of a HR representative and the hiring manager.
o A brief company overview document.
 Pre-joining checklist: Include details of the documents required from the employee. In
case the employee is relocating from a different location, details of the relocation process
and the visa requirement will be outlined in this checklist.
 Expectations on the first day of the joining.
 Office resources: HR shall intimate the immediate supervisor the joining date and
immediate supervisor shall work with the IT and administration team to set up the
following 5 days prior to employee joining, the following elements and are in working
order: Email ID, phone, computing resources, work space/office, access cards, joining kit
including bank account opening form, initial reading material.
 Joining kit: The employee upon joining would be welcomed by the HR representative
and would be given a joining kit that will include: Access card, information on

employee’s email and phone number, Bank account opening form, corporate insurance
application form(if applicable),HR & Admin policy manual, other relevant reading
material ( to be prepared by hiring manager)
 Classroom Induction: The employee integration process will also include classroom
training and induction where the employee will receive presentations and trainings on
various topics that would further ingrain the into the organization
 On the job training: Besides formal training sessions, the employee will undergo on-
the-job function specific trainings that are facilitated by the respective functions to help
the new employee acquaint himself/herself with work in progress.
 Probation is a trial that is mutual opportunity for the employee and ICICI BANK to
confirm suitability for continued employment. The probation period is to establish a
stronger understanding of mutual capabilities, expectations and understanding which may
include functional training. The employee must demonstrate suitability for continued
 An assessment will be based on factors related to work performance, work habits,
productivity, attitude and compatibility, attendance and punctuality, and any other matter
that is linked to job performance and expectations.
 All new hires will be placed on probation for a period of 6 months from the date of
 HR will initiate the confirmation process by sending an appraisal form to the immediate
supervisor before the completion of probationary period. The appraisal form will need to
be approved by the supervisor’s leadership


 Recruitment at an officer and managerial level is not done effectively.
 Many people in the organization today are in the wrong jobs and as a result, they are not
utilizing their full potential.
 Hiring people based on personal connections when the person is not qualified for the job.
 Most recruitment that involves managers is done during discussions at lunch hour, at
social clubs or during the coffee break time.
 Inadequate recruitment procedures resulted in a number of staff not being sufficiently
qualified either for the positions they hold or their grades levels, especially in
management positions.
 Psychometric test is not conducted during the selection process.
 Confusion in the designation and level to the employees even after permanent status for
employment is given.
 Proper training is not given to the recruitment team and manager.
 Reaching few prospects due to internal recruitment, internet advertising most of the time.


 The organization should provide or set up a communication lab for the benefit of the
fresher and existing employees that makes a career development and new opportunity to
grow up in the organization.
 This increases the employee morale and helps to attain the target.
 Communication classes should be conducted timely to all employees should be followed
by organization.
 Refresher courses may organize intermittently for all employees in the rank and file
category to relive job fatigue and monotony of every day work life. So employees can
gain skills by Communication.
 in the corporate exhibits that communication skills are necessary for all the employees
from different channels.
 FOS (Fleet on street) Team should be made involved to pass through more
communication classes from language experts.
 The company should allot funds to create a communication laboratory for the beneficiary
of all the employees.


1. Psychometric tests have to be conducted to assessing the personality of the applicants –
will they fit in?
2. Look for different skills as well as the ideas of the candidate at the time of recruitment
and selection process.
3. Adopting adequate recruitment procedures to employ efficient and talented people.
4. Job responsibilities have to be clearly explained to the candidate before the joining
formality is done.
5. Provide orientation training to all new employees before their initial work assignments
and to all current employees who receive a different task or job.
6. Referral scheme has to be encouraged more at times when the requirement is urgent.


 Recruitment is essential to effective Human Resources Management. It is the heart of the
whole HR systems in the organization. The effectiveness of many other HR activities,
such as selection and training depends largely on the quality of new employees attracted
through the recruitment the recruitment process.
 Policies should always be reviewed as these are affected by the changing environment.
Management should get specific training on the process of recruitment to increase their
awareness on the dangers of wrong placements.
 Effective recruitment is important in achieving high organizational performance and
minimizing labour turnover. As of now ICICI Bank Ltd. has a team of effective human
resource which is efficiently managing the organization at its best. Though the
recruitment process adopted by the organization needs to be improved, challenges are
ahead for the HR Department to recruit people after the effect of recession.
 In the present competitive & dynamic environment, it has become essential for
organization to build and sustainable.


 ASWATHAPPA, K. (2010), Human Resource Management
 DESSLER, GARY (2011), Human Resource Management
 ROBBINS, STEPHEN P.,(2009) “Organizational Behaviour” of Prentice Hall of India
(New Delhi)
 CHHABRA , T. N.,(2010), Human Resource Management