THE BUSINESS

SCHOOL
UNIVERSITY OF
JAMMU

PROJECT REPORT
ON

TALENT MANAGEMENT IN ICICI

BANK

SUBMITTED BY:

AAYUSHI MAHAJAN (MBA-02-2015)

ADARSH JAMWAL (MBA-04-2015)
AKSHIMA BALGOTRA (MBA-06-2015)
 SUBMITTED TO:
Prof.Vinay Chauhan
ACKNOWLEDGEMENT

We would like to take the opportunity to thank and express

our deep sense of gratitude to our mentor Prof.Vinay
Chauhan. We are greatly indebted to Prof.Vinay Chauhan
for providing their valuable guidance at all stages of the
study, their advice, constructive suggestions, positive and
supportive attitude and continuous encouragement, without
which it would have not been possible to complete the
project.

Thank you

AAYUSHI MAHAJAN (MBA-02-2015)

ADARSH JAMWAL (MBA-04-2015)
AKSHIMA BALGOTRA (MBA-06-2015)
 PREFACE

As a part of the MBA Curriculum and in order to gain practical

Knowledge in the field of management, we are required to make a
report on TALENT MANAGEMENT IN ICICI BANK. The
Basic Objective behind doing this project report is to understand the
talent management initiatives taken by the HR Professionals and to
find out the effectiveness of such initiatives as well as the satisfaction
level of employees.

Doing this Project report helped us to enhance our knowledge

regarding the work done by the HR professionals in Banks in
maintaining the talent. Through this report we come to know about
importance of team management and responsibility towards work and
team.
 EXECUTIVE SUMMARY

This report outlines key insights of talent management in ICICI

bank. It is based on research by questionnaire designed to know the
initiatives taken by the HR professionals. This enables us to analyze
how banks are innovating their policies to manage the talent and
how employees are giving their best to the management. Talent
management is one of the primary management tool for 21th
century human asset management.

The Primary data of the study collected is to discover the strategies

and policies of talent management as well as the satisfaction level of
employees.

The secondary data we got from various online and offline sources.
 TABLE OF CONTENTS

Chapter No. Topic Page No.

Chapter 1 Introduction 6 - 10
7
8
9
10
Chapter 2 Research and methodology 11 - 13
Hypothesis 12
Research Objectives 12
Scope 12
Limitations 12
Sample Size 12
Sampling Method 12
Data Collection Tool Used 13
Chapter 3 Questionnaire 14 - 16
Chapter 4 Data Analysis 17 - 27
Observations 27
Chapter 5 Conclusion 28 - 29
Chapter 6 Biography 30 -31
CHAPTER 1
Introduction
 INTRODUCTION

Todays markets have become global and highly competitive. It has therefore,
become essential for the survival of the firms that they become adaptive and
responsive to change. An organization needs to strategize in order for them to
deliver excellence in their services and products that can attain a competitive edge
with their customers.

The fundamental feature of today's competitive climate in business concerning

people issues is to find a method of attracting, developing, retaining, and
motivating competent people. To employ the appropriate people in the company,
the team of candidates to select from must be up to prescribed standard. This
means that HR should source and seek out such talented staff and must not expect
that an advertisement in the media will yield desired results.

Talent management refers to the anticipation of required human capital for an

organization and the planning to meet those needs.

It is the science of using strategic human resource planning to improve business

plan and to make it possible for companies and organization to meet their goals.

Everything done to recruit, retain, develop, reward and make people perform forms
a part of talent management as well as strategic workforce planning.

Retention of talent employees is critical to preserving skills of such employees.

Employees who work together for a long time will enjoy a healthy working
atmosphere, good relations with managers, effective succession planning and
deeply embedded organizational knowledge and learning. Failing to retain key
employees especially new graduates is costly for any business. Mendez and
Stander (2011) further emphasizes that a company needs to invest in employee
retention in order to be successful.

Research done on the value of talent management uncovers benefits in these

critical areas:

Revenue

Customer satisfaction

Quality

Productivity

Cost

Cycle time

Market Capitalization.

The mindset of this more personal human resource approach seeks not only to hire
the most qualified and valuable employees but also to put a strong emphasis on
retention.
 EVALUATION

From a talent management standpoint, employee evaluations concern two major

areas of measurement: performance and potential.

Current employee performance within a specific job has always been a standard
evaluation measurement tool of the profitability of an employee. Talent
management also seeks to focus on an employees potential, meaning an
employees future performance, if given the proper development of skills and
increased responsibility.

ELEMENTS OF TALENT MANAGEMENT

Talent management starts with the business strategy. Its aim is to develop and
maintain a talent pool consisting of a skilled, engaged and committed workforce.
The elements are described below:

1. The Resourcing Strategy

Identifying talent within the organization and developing and promoting it.

2. Attraction and Retention Policies and Programmes

The policies and programs describe the approach to ensure that the organization
both gets and keeps the talent it needs. The outcome of these policies is a talent
flow that create and maintain the talent pool.

3. Talent Audit
A talent audit identifies those with potential and provides the basis for career
planning and development, ensuring that talented people have the experience that
will fit them to carry out more demanding roles in the future.

4. Role Development

Talent management is concerned with the roles people carry out. It ensures that
roles provide the responsibility, people have the opportunity and are given the
encouragement to learn and develop in their roles.

5. Talent Relationship Management

It is the process of building effective relationships with people in their roles. It is

concerned with creating a great place to work and providing opportunities for
growth.

6. Performance Management

It provide a means of building relationships with people , identifying talent and

potential, planning, learning and development activities and making the most of the
talent possessed by the organization.

BACKGROUND
ICICI Bank is an Indian multinational banking and financial services
headquartered in Vadodara, Gujarat , India. It is the second largest bank in India in
terms of assets and market capitalization. It was founded in 1994. Chairman of the
company is Mr. M K Sharma and MD & CEO of the company is Chanda Kochhar

In the changing environment, ICICI transformed itself from a traditional

development finance institution to a customer centric private sector bank.

Over the years, ICICI Bank adopted smart initiatives in the rapidly growing
financial sector of India and created a state-of-the art banking infrastructure in its
branches across India

The main strength of ICICI Bank are its talent pool, complete product suite, large
capital base, extensive customer relationship, technology-enabled distribution

VISION
Vision: To be the leading provider of financial services in India and a measure
global bank.

MISSION
The mission of ICICI Bank is to be the banker of first choice for customers by
delivering high quality, world class products and services. They aim to expand the
frontier of their business globally and play a proactive role in the full realization.
CHAPTER 2
Research Methodology

HYPOTHESIS
1. There is no significant relationship between the age of the employees and their
satisfaction with the practices of talent management.
2. There is no significant relationship between the experience of the employees and
their satisfaction with the practices of talent management.

OBJECTIVES OF THE STUDY

a. To understand the need of talent management.

b. To study the challenges of talent management.

c. To study the ways to retain the best talent.

d. To study the employee satisfaction with that of the practices of talent management.

SCOPE OF THE STUDY

In the recent days, the HR Department of an organisation is vested with the

responsibility of managing the Talent in addition to its conventional function of

providing good human capital to an organization. In order to perform this function,

they use the following methods viz.,
1. Identifying the Talent which is required

2. Right Selection of the Talent

3. Implementing competitive compensation plans

4.Training and continual development of Competencies

5.Practicing state-of-theart performance appraisal systems

6. Aligning the acquired Talent

7. Developing and nurturing the Talent, and

8. Retaining the Talent

The scope of TalentManagement is quite wide and adopts an integrative approach

to the functions mentioned above.

LIMITATIONS OF THE STUDY

1. Sample size too small only 3o repondents used

2. The employees of the irganisation are abide by the policy to not to reveal
any short comings to the public or any one known.So there will be variation
in the data.
SAMPLE SIZE

30 respondents.

SAMPLING METHOD

In this research project, we are using Random sampling method.

SAMPLE TYPE

The area of sampling is Jammu

DATA COLLECTION METHOD

Primary Data: - Primary data means data that are collected by different
techniques like questionnaire, Depth interview, Survey, Schedules etc. In this
project, primary data has been collected by the means of questionnaire.
Secondary Data: - Secondary data means data that are already available i.e.: they
refer to the data which have already been collected and analyzed by someone else.
Usually published data are available in: Various publications of the central,
state/local governments or foreign governments, technical and trade journals etc.
The secondary data involved in this project has been gathered from the journals,
literatures and internet.
CHAPTER 3
QUESTIONNAIRE

QUESTIONNAIRE ON

TALENT MANAGEMENT STRATEGIES IN

ICICI BANK
 1) Name: :
2) Gender: MALE

FEMALE

3) Age : 18-24 YEARS

25-30 YEARS
30-45 YEARS
45-60 YEARS
4) Designation:
5) How long have you been working In this organization 1- 2
YEARS

2- 5 YEARS

5- 10 YEARS

> 10 YEARS
6) How long have you been in your current position

0-5 YEARS 6-10 YEARS MORE THAN 10

YEARS.

(AGREE = 1 , STRONGLY AGREE = 2 , DISAGREE =3 , STRONGLY DISAGREE

=4 ,UNCERTAIN=5)

CHALLENGES AGRE STRONG DISAGR STRONG UNCERTA

E LY EE LY IN
AGREE DISAGR
EE
Q Your organization has
7 clear talent
management stratrgy.
Q Challenge for your
8 organization to retain
and develop key
people
Q Developing strategies
9 and policies which help
in employee
engagement and
satisfaction
7) Compensation and reward provided by your organization for retaining
the employees.
 Q10 Compensation and reward provided by your organization for
AGRE STRON DISAGR STRING UNCERT
E GLY EE LY AIN
AGREE DISAGR
EE
Q1 Salary package
0
Q1 Job security
1
Q1 Reward the bank
2 gives motivates
for better
performance
Q1 Retirement
3 benefits
retaining the employees

14) Culture provided your organization that helps in talent retention

and success of organization

Rank the following from 1 to 5 (1= highest and 5 = lowest)

Q1 Culture that value employees work

4
Q1 Policies that encourage career growth
5
Q1 Environment where employees are excited to come
6 to work every day.
Q1 Environment where employees ideas are listened to
7 and valued
Q1 Environment of Proper guidance and feedback
8

Q19)Are you satisfied with your organizations culture and policy

practices.

YES NO
CHAPTER 4
DATA ANALYSIS
INITIAL SCREENING QUESTIONS

Q2 Gender (1=male, 2=female)

VALUE FREQUENCY PERCENT

1 M 14 47
2 F 12 40
TOTAL 30

47% males and 40% females filled the survey

20
18
16
14
12
10
8
6
4
2
0
1 2
Q3) AGE( 1= 18-24 years, 2= 25-30 years, 3= 31- 45 years, 4 = 46-60 years)

CODE VALUE FREQUENCY PERCENT

1 18-24 years 16 53
2 25 -30 years 14 40
3 31- 45 years 0
4 46 60 years
TOTAL

53% were in the age group of 18-24 years . 40% were in the age group of 25-30 years

20
18
16
14
12
10
8
6
4
2
0
1 2
Q4 Designation (1 =sales manager, 2 = area manager ,3 = asst manager, 4 = employee)

CODE VALUE FREQUENCY PERCENT

1 Senior officers 15 50
2 Area manager 3 20
3 Asst manager 12 40
4 Employee
TOTAL

50% who filled the questionnaire were senior officers (PO, BM,REGIONAL HEAD,D.
MANAGER). 20% were Area manager and 40% were assistant manager

35

30

25

20

15

10

0
1 2 3
Q5 How long have you been working in this organization(1 = 1-2 years, 2 =3-5 years,3 =6-10
years)

CODE VALUE FREQUENCY PERCENT

1 1 -2 years 23 76
2 3 - 5years 5 16.6
3 6 -10years 2 6.60
TOTAL

76% belong to 1-2 year category. 16% belong to 3-5 year category. 6% belong to 6-10 year
category
OBJECTIVE NO. 1

a. To study the challenges of talent management.

7, Your organization has clear talent management strategy (1=agree,2=strongly
agree,3=disagree.4=strongly disagree)

CODE VALUE FREQUENCY PERCENT

1 Agree 20 66.60
2 Strongly agree 10 20
3 Disagree
4 Strongly disagree
TOTAL 30

66% employees of ICICI Bank agree to this statement.20% strongly agree that their
organization have clear management strategy.
8, Challenge for your organization to retain and develop key people(1=agree, 2=strongly
agree,3=disagree,4=strongly disagree)

CODE VALUE FREQUENCY PERCENT

1 Agree 12 40
2 Strongly agree 15 50
3 Disagree 3 10
4 Strongly disagree
TOTAL
40% employees agree to this statement. 50% strongly agree while as 10% disagree.10% are
of opinion that it is not challenge for the organization to retain and develop key people.
Q9 Developing strategies and policies which help in employee engagement and
satisfaction. 1=agree,2=SA,3=Disagree,4=SD

CODE VALUE FREQUENCY TOTAL

1 Agree 19 63.3
2 Strongly agree 11 36.6
3 Disagree
4 Strongly disagree
Total 30
 63% employees are of opinion that it is challenge for an organization to develop
strategies and policies which help in employee engagement and satisfaction. 36%
strongly agree to this statement.

INFERENCE OF FIRST OBJECTIVE

1. 66% employees of ICICI Bank agreed that their organization has clear talent management
strategy.
2. 50% employees strongly agree that it is challenge for their organization to develop and
retain key people. 40% employees agreed to this statement. only 10% of the employees
disagree to this statement.
3. 63% employees agreed to the statement that it is a challenge for their organization to
develop strategies and policies that help in employee engagement and satisfaction.

OBJECTIVE NO. 2:

2) To study the ways to retain the best talent.

Q10) Best ways of retaining the employees by compensation and
rewards(1=A,2=SA,3=D,4=SD) Q10 SALARY PACKAGE
CODE VALUE FREQUENCY PERCENT
1 Agree 14 46.6
2 Strongly agree 16 53.3
3 Disagree
4 Strongly disagree
 TOTAL

53% employees strongly agree that salary package is one of the best ways of retaining the
best talent.46% simply agreed to this statement.

20
18
16
14
12
10
8
6
4
2
0
1 2

Q11 JOB SECURITY

CODE VALUE FREQUENCY PERCENT

1 Agree 11 36.6
2 Strongly agree 19 63.3
3 Disagree
4 Strongly Disagree
 TOTAL

63% of employees strongly agree to the statement that job security is one of the best way
to retain the talented employees.36% simply agreed to this statement.

Q12 REWARD FOR BETTER PERFORMANCE

CODE VALUE FREQUENCY PERCENT

1 Agree 11 36.6
2 Strongly agree 18 43.3
3 Disagree 1 3.30
4 Strongly disagree
TOTAL 30
43% employees strongly agreed to the statement that reward for best performance is one
of the best way to retain the talented employee36% simply agree to this statement.3% of
the employee disagreed to this statement.

Q13 RETIREMENT BENEFITS

CODE VALUE FREQUENCY PERCENT

1 Agree 3 10
2 Strongly Agree 10 33.3
3 Disagree 17 56.6
4 Strongly disagree
 TOTAL

56% employees disagree to the statement that retirement benefit is one of the best way to
retain the talented employees.33% strongly agree to this statement.10% simply agree to
this statement.

Inference from the statement that compensation and reward are the ways to retain the
talented employees.
53% of the employees agreed that Salary Package is one of the best way to retain the
talented employees.
63% employees agreed that job security is one of the best way to retain the talented
employees.
43% employees agreed that reward for best performance is one of the best way to
retain the talented employees.
56% employees disagreed that retirement benefit is one of the best way to retain the
talented employees.

CULTURE OF ORGANIZATION THAT HELP IN TALENT RETENTION

RANK FROM 1 TO 5( Highest to lowest)
Q14 Culture that value employees work

CODE VALUE FREQUENCY PERCENTAGE

1 Very high 18 60
2 High 7 23.3
3 Medium 5 16.6
4 Low
5 Very low
TOTAL 30

60% employees are of opinion that culture of the organization that value employees work
help in talent retention.16% employees ranked this statement medium

Q15 Policies that encourage career growth

CODE VALUE FREQUENCY PERCENTAGE

1 Very high
2 High
3 Medium
4 Low
5 Very low
TOTAL
8 26.60
11 36.60
6 20
4 13.3
1 3.33
Only 36% employees ranked this statement high.13% employees ranked this statement
low. It means employees are of opinion that policies that encourage career growth do not
help in talent retention.

Q16Environment where employees are excited to come to work every day

CODE VALUE FREQUENCY PERCENTAGE

1 Very high
2 High
3 Medium
4 Low
5 Very low
TOTAL
2 6.66
10 33.30
6 20
4 13.30
8 26.60
33% of the employees ranked this statement high26.6% employees ranked this statement
ranked this statement low.

Q17 Environment where employees ideas are listened to and valued

CODE VALUE FREQUENCY PERCENTAGE

1 Very high
2 High
3 Medium
4 Low
5 Very low
TOTAL
10 33.30
8 26.60
6 20
1 3.33
5 16.66
33% of the employees believe that it is important for the organization to create an environment
that value employees ideas and listen to them.16% ranked this statement very low.

Q18 Environment of proper guidance and feedback

CODE VALUE FREQUENCY PERCENTAGE

1 Very high
2 High
3 Medium
4 Low
5 Very low
TOTAL
8 26.66
6 20
5 16.6
9 30
2 6.66
30
 30% employees ranked this statement low. According to them environment of proper
guidance and feedback do not help in employee retention.26% ranked this statement
high.

INFERENCE FOR THE CULTURE OF THE ORGANISATION HELP IN TALENT

RETENTION.
60% of the employees ranked high the culture of the organization that value work
help in retaining talent employees.
33% ranked high the environment of the organization that help in talent retention.
36% ranked high the culture of the organization that encourage career growth help
in talent retention.

INFERENCE FOR SECOND OBJECTIVE

1. Salary package ,job security , reward for best performance are the best ways for
retaining the talented employees according to this survey.
2. Culture of the organization that value work and that encourage career growth play
an an important role in retaining the talented employees

OBJECTIVE NO 3

To study the employee satisfaction with that of the practices of talent management
Q19 Are you satisfied with ypur organizations talent management practices(1= yes ,2=no)
CODE VALUE FREQUENCY PERCENTAGE
1 Yes 28 93.3
2 No 2 6.66
Total

93% employees are satisfied with the talent management practices of their organization.

INFERENCE FOR THIRD OBJECTIVE

93% employees are satisfied with the talent management practices of their organization

HYPOTHESIS
1. There is no significant relationship between the age of the employees and their
satisfaction with the practices of talent management.
2. There is no significant relationship between the experience of the employees and their
satisfaction with the practices of talent management.

AGE AVERAGE HIGH TOTAL

18-24 7 9 16
25-30 5 9 14
total 12 18 30
Table for Observed value(O)
AGE AVERAGE HIGH
18-24 8 8
25-30 8 6
Table for Expected Value (E)

OBSERVED EXPECTED O-E (O-E)2 (O-E)2 /E

7 8 -1 1 0.125
9 8 1 1 0.125
5 8 -3 9 1.125
9 6 3 9 1.5

Degree of Significance 0.05

Degree of freedom 1
Chi calculated 2.875
Chi tabulated 5

Degree of freedom = (R-1)(C-1) = (2-1) (2-1)=1

Degree of significance= 0.05

Chi calculated= 2.875

Chi tabulated= 5

Hence Hypothesis is accepted.

1. There is no significant relationship between the age of the employees and their
satisfaction with the practices of talent management.
2. There is no significant relationship between the experience of the employees and their
satisfaction with the practices of talent management.
FINDINGS

After going through the responses given by the employees and their analysis the following is
concluded-

It is a challenge for the ICICI bank to retain and develop key people.

It is a challenge for the ICICI bank to develop strategies and policies that help in employee
engagement and satisfaction.

Compensation and reward play an important role in talent retention. In ICICI bank SALARY
PACKAGE AND JOB SECURITY are the best means of compensation and reward.

Culture of the organization also play an important role in talent retention. In ICICI bank culture
that value employee work are given major consideration for retaining the talented employees.
BIBLIOGRAPHY

THE INTERNATIONAL JOURNAL OF MANAGEMENT

Asian Journal of Multidimensional Research Vol.1 Issue 4, September 2012, ISSN 2278-
4853

http://www.academia.edu/2136336/Talent management strategies in ICICI Bank A

Review of Research.

www.icmrindia.org/casestudyonicicibank