Aarti Saxena

A
SUMMER TRANING
PROJECT REPORT
ON
RECRUITMENT AND SELECTION
AT
RUDARPUR
Submitted towards partial fulfillment for award of degree
BACHELOR OF BUSINESS ADMINISTRATION

Batch-- (2019-2022)
Submitted to:- Submitted by:-

DR. PRIYANKA GROVER AARTI SAXENA
Faculty of Management BBA 5th Sem.
Roll no.190805250001
DEPARTMENT OF MANAGEMENT STUDIES
SURAJMAL AGARWAL PRIVATE KANYA MAHAVIDYALAYA KICHHA
KISHANPUR HALDWANI BYEPASS ROAD KICHHA 263148
AFFILIATED TO KUMAUN UNIVERSITY, NAINITAL
DECLARATION
I, AARTI SAXENA student of BBA 5th semester (session- 2016-19) hereby declare
that the project report entitled, “RECRUITMENT AND SELECTION” with
special reference to ICICI BANK” submitted to “SURAJMAL AGARWAL
PRIVATE KANYA MAHAVIDYALAYA KICHHA” in partial fulfillment

of the requirement for the award of degree of Bachelors of Business Administration
under the guidance of DR. PRIYANKA GROVER is my original work and the
conclusions drawn therein are based on the material collected by myself.
The Report submitted is my own work and has not been duplicated from
any other source. I shall be responsible for any unpleasure
moment/situation.
AARTI SAXENA
ACKNOWLEDGEMENT
Any accomplishment requires the effort of many people and this word is npo
different. It has been my proud privilege to be attached ICICI BANK
LTD...a highly professional’s bank with modern outlook.
With due repect I express my indebt mess to the management of ICICI

BANK LTD. For accommodating me a summer trainee.
I would to express my gratitude with deep sense of reverence to Mr.

krishnaswamy Ram Kumar (HEAD PERSONNEL AND HR DEPTT.). It
would have been difficult to go through this project without their help. He not
only helped me in collecting data but also supported me with their valuable
knowledge and experience in the successful completion of this project.
I would also thankful to almighty god for his grace and mercy to successfully
complete this project.
I am thankful to faculty guide DR. PRIYANKA GROVER, for helping me in many

ways. Finally I would express my gratitude towards management department
faculty and those who helped me directly or indirectly in many ways and
made my path more interceding and easier.
EXECUTIVE SUMMARY
ICICI Bank was established in 1994 by the Industrial credit and Investment
Corporation of India. The bank was initially known as the industrial credit
and Investment Corporation of India bank, before it changed its name o the
abbreviated ICICI Bank. The Recruitment & Selection. I have done my
research survey at ICICI bank which is conducted at Rudrapur branch. The
methodology adopted for my research work is descriptive type of research &
in which the structured questionnaire is prepared to survey the employee of
bank. I have taken sampling size of 30 employee of company because the
total number of employee is 35. The research is based on primary as well as
secondary data & percentage is taken as the analysis tool to collect
information about the project. I have tried to describe the recruitment &
selection procedure of the bank. I have taken the following 5 objectives to
study my project. These are:
 To study the recruitment and selection procedure of have bank.

 To analyze the different sources of the recruitment.
 To analyses whether the company is using latest techniques or
recruitment or not.
 To study the selection process of the company
 To analyses the effectiveness of recruitment and selection procedure of
the company.
OBJECTIVE
 To investigate whether human resource development parties enhance

employee performance.
 To analyze how much human resource development practices are
followed in taxation industry.
 To analyze effectiveness of training programme on performance of
employee.
 To study the effect to performance appraisal on performance of
employee.
 To study the impact of personal characteristics on employees
performance.
 To study the effect of job autonomy on performance of employee.
 To study the impact of OCTAPACE on employee performance.
 To study the impact of organizational development of employee
performance
 To study the effect of quality of work life on performance of employee
INTRODUCTION TO THE TOPIC
Human resource development refers to the development of human resource

in an organization. Development means improving the existing capabilities to
the Human resource in an organization and helping them to acquire new
capabilities required for the achievement of corporate as well as individual
goals. Human resource development is concerned with development of
Human resource in an organization According to M.Y. Khan-“Human
resource development is the process of increasing knowledge, skills,
capabilities, and positive work attitude and values of all the people
working at all levels in business undertaking”
Human resource development is a process in which employee of an

organization are continuously helped in a planned way to acquire and sharpen
their capabilities and required to perform various tasks and function and to
develop a organization culture, where superior and superior and subordinate
relationship contribute to organization wealth Human resource development
practices are the practices that define how the Human resource would be
utilized through the use of an integrated array of training, organization
development, and career development efforts to achieve individual and
organization objective.
Objective of Human Resource Development
1. To prepare the employee to meet present and changing future job

requirements.
2. To develop creative ability and talent
3. To prepare employee for higher level jobs
4. To prepare comprehensive framework of Human resource
development.
5. To create an climate that enables every employee to discover, develop
and use his or her capabilities in order to achieve individual and
organization goals.
6. To maximize the utilization of hr for the achievement of goals
7. To develop the sense of team spirit and team work among
Need for HRD
1. Success of an organization:- the success of organization depends on

large extend upon capability, efficiency and effectiveness of its human
resource. The HRD system is an essential tools of management in
order to develop a strong sense of capability among the employees for
the success if an organization and for fulfillment of goals.
2. Fulfillment of goals:- HRD is helpful in the fulfillment of committed

goal of an organization. It increases the capabilities a efficiency of an
individual which leads to the better goals achievements in future.
3. Development of men:- HRD develops the capabilities and

effectiveness in the organization. It improves untapped energy,
performance and creativity of human resource. it is a scientific method
for the development of men.
4. Higher productivity:- HRD motivates the employer in order to use

their hidden talent for higher productivity. The result is that the skills
and trained manpower and manager can handle various functions
easily which leads to higher productivity.
5. Strong superior subordinate relationship:- by creating ‘we’ feeling
instead of ‘I’ in the mind of employees.HRD develops strong Superior
Subordinate relationship.
6. To cope up with change:- HRD is essential to meet the requirement of

the changing environment of the industrial sector due to educational,
social and technological advancements
7. Changing jod requirements:- organization dynamics bring changes

in the organization design change in the organizational design bring
changes in job description and job specification.
MAJOR HRD PRACTICES
 Training and Development

 Performance appraisal and Feedback
 Organization climate
 Potential appraisal and Promotion
 Career Development and Planning
 Compensation
 Organizational Development and technique
 Quality of work life
 Participative Devices
 Role analysis and Role Development
 Communication
 Selection
 Employee empowerment
 Employee Participation
1. Training and development:-
It is a learning process that involves the acquisition of knowledge,
sharpening of skills, concepts, rules or changing of attitudes and
behaviors to enhance the performance of employees: Training and
Development includes:-
 Improvement of worker behavior
 Increase interest in suggestion
 Increase awareness of family needs.
Training can influence performance by improving skills and abilities relevant

to employee’s task and development which positively influence the level of
performance of managers. It further allows employees to acquire greater
competencies that are needed to perform their jobs efficiently and effectively.
2. Performance appraisal and feedback

Performance appraisal is a mechanism or tools which are used by
organization for several purposes. Performance appraisal is a process of
evaluating the performance of an employee and communicating the result of
evaluation to the employee for the purpose of evaluating him. As the
performance appraisal is made in an organization the performance of
employee also increases. It helps in determining:-
 Training and development need of an employee
 Determine basis of promotion
 Serve as a feedback to employees
 Evaluate effectiveness of devices used in selection
Performance appraisal determine all these factors which help in improving
the performance of employees
3. Potential Appraisal and performance

It is a process of identifying the potential of a given employee to occupy
higher positions in the organizational hierarchy and undertake higher
responsibilities. It assesses an individual in terms of highest level of work
the individual will able to handle comfortably and successfully. The
potential appraisal helps an employee to improve his or her performance.
4. Career Development and planning

Career development is essential for implementing career plan. While career
plan sets career path for an employee. Career development ensures that the
employee is well developed before he moves up the next higher stage it
refers to the set of programmers assigned to match an individual need
abilities and career goals with current and future opportunities in the
organization. Career goals with current and future opportunities in the
organization. Career development is related to the performance of an
employee if an employee. If an employee is clear about his career path he
will improve his work performance to achieve his path.
5. Compensation
Compensation refers to the wide range of financial and nonfinancial rewards
to employees for their services rendered to the organization. It helps in
motivating employees, attracting best brains and retaining major players of
compensation of an employee is efficiently designed then it helps in the
satisfaction of employees. Which will enhance the productivity of an
organization.
6. Organizational development and technique

Organization development is the attempt to influence the member of an
organization to expand their in it, and to take greater responsibility for their
views of the organization and their experience in it, and to take greater
responsibility for their own actions as organization members. The
assumption behind OD is that when people pursue both of these objective
simultaneously, they are likely to discover new ways of working together
that they experience as more effective as more effective for achieving their
own and their shared (organizational) goals. And that when this does not
happen, such activity helps them to understand why and to make
meaningful choices about what to do in light of this understanding. It
involves:-
Team building
 Management by objectives
 Sensitivity training
All the techniques help employees to communicate with each other to know
strengths and weakness of each other which help increasing the performance
of employees.
7. Quality of work life

Quality of work life refers to the extent to which employees can enhance
their personal life through their work and their environment. It includes two
things they are
 Good working environment
 Motivation
If these two things are followed in an organization then the employees of that
organization remains highly satisfied which increases their performance
8. Participative devices
Participate devices refers to the device which helps employees to increases
their performance it includes following:
 Joint surveys
 Task forces
 Quality circles
Joint surveys refer to the surveys where superior and subordinates join to
solve grievance. When the grievance of employees is solved promptly and
accurately then the performance of employees automatically increases.
Task forces refers to a situation where both superior and subordinates join
for accomplishment of any task. As both superior and subordinates join for
know each other this leads to the proper working environment which
increases employee performance.
9. Employee participation
Employee participation refers to the insolvents of employees in decision
making. Employee participation can take either a representational or direct
form. Representation takes place through bodies such as consultative
committees. Direct participation can be achieved through communication
methods such as letters, employee attitude surveys, and team briefing, or
through initiatives such as self-managed teams and suggestion programs .this
leads in improving the performance of employees.
HRD Parties at ICICI Taxtation
Various human resources development strategies followed of ICICI follows:
1. Training and development
ICICI Taxation provides various kinds of training of their employees to

enhance their skills and capabilities. The training is imparted to employees
throughout the year they provide various employee requirements. ICICI
provide induction training i.e. the basic of banking are through and then on
the job training is imparted to all the employees during the probation period
in the different fields of finance. ICICI has its various training centers at
different cities.
2. Performance appraisal and feedback

Performance of every employee is being evaluated on quarterly basis by the
management. The based appraisal with quarterly performance is reviewed
and discussion is made after HR audit. ICICI uses various appraising
methods i.e. checklist and 360 degree methods etc.
3. Potential Appraisal and performance

There is no proper procedure for potential appraisal of an employee in
ICICI. Promotion to an employee is given in the basis of this performance.
IT is mentioned in performance appraisal through recommendation for
potential development.
4. Career development and planning

ICICI not only plans the career path of an employee but also provides
training to employees to development their career and accomplish their goals.
5. Compensation
Compensation of each employee is fixed as per norms laid down by the
Indian Taxation Association. A governing body. It is a fixed on the basis of
cadre of each employee. The basis, DA, HRA and CCA is payable to all
employees as per norms and the perks are payable to each employee cadre
wise and some of the perks are linked to performance of the employee.
6. Organization development and technique
Training are provided through training centers and employee are employee
are motivated to work as teams in meeting, conferences also during the visits
of executives in the branches and the main objective of customer service,
target achievement are reminded time to time by regular follow up and
inspections.
7. communication
ICICI has defined a hierarchy to communication with the higher authorities.

All the employees have to communicate for all the official matters through
his next designation authority whereas in case of grievances with the seniors
or the next authority one cans directly complaint to the competent authority.
8. Employee empowerment
Every employee as per his designation is empowered to take decisions. The

decision taking powers in all the fields are specified to the extent of an
employee designation by the management. The higher the designation the
more are the powers. Even full power is given to some employees in some
cases.
9. Quality of work life
ICICI provides the best working conditions to all his employees. Appropriate
work environment is being provided to employees. The new branches are
being opened and a standardized look is given to all beaches. Employee is
provided with the best furniture and all the branches including in rural and
remote areas are fully air conditioned.
THEORETICAL FRAMEWORK
CONSTRUCT:
Human recourse development practices and employee performance.
INDEPENDENT VARIABLES
 Job Autonomy
 Organizational development
 Training and Development
 Performance Appraisal
 Career development
 Compensation and reward
 Employee empowerment
DEPENDENT VARIABLE
 Employee Performance
HISTORY OF THE BANK
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 1998, an equity offering in the form of ADRs listed
on the NYSE in fiscal 2000, ICICI Bank’s acquisition of bank of Madura
limited in an all-stock amalgamation in fiscal 2001, and secondary market
sales by ICICI o institutional investors in fiscal; 2001 and fiscal 2002. ICICI
was formed in 1955 at the initiative of the World Bank, the government of
the India and representatives of India industry. The principal objective was to
create a development financial institution for providing medium-term and
long-term project financing to Indian business. In the 1990s, ICICI
transformed its business from a development financial institution offering a
wide variety of products and services , both directly and through a number of
subsidiaries and affiliates like ICICI Bank. In 1999, ICICI become the first
Indian company and the first bank of financial institution from non-Japan
Asia to be listed on the 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, the
managements of ICICI and ICICI Bank formed the view that the merger of
ICICI and ICICI Bank would be the optimal strategic alternative for both
entities, would create the optimal legal structure for the ICICI Group’s
universal banking strategy. The merger would enhance value for ICICI
shareholders through merged entity’s access to low-cost deposits, greater
opportunities for earning fee-based income and the ability to participate in
the payments system and provide transaction banking service. The merger
would enhance value for 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 two of its wholly-owned retail finance subsidiaries, ICICI
Personal Financial services limited and ICICI Capital Service Limited. With
ICICI Bank. the merger was approved by shareholders of ICICI and ICICI
Bank in January 2002, by the high court of Gujarart at Ahmadabad in March
20025, by the High Court of Judicature at Mumbai and the reserve Bank of
India in april 2002. Consequent to the merger, the ICICI group’s financing
and banking operations, both wholesale and retail, have been integrated in a
single entity.
OBJECTIVE OF THE STUDY
The objective of my study is to understand and critically analyses the

recruitment and the selection produce at ICICI BANK ltd. Rudrapur.
 To study the recruitment and the selection produce of the company

 To analyses the different sources of the recruitment.
 To analyses whether the company is using lates techniques recruitment
or not.
 To study the selection process of the company
 To analyses the effectiveness of recruitment and selection procedure of
the company.
FEATURES:
 ICICI Group expects all its employees, officers and directors to act in
accordance with high professional and ethical standard. You must be,
and be seen to be committed to integrity in all aspects of your actives
and comply with all applicable laws, regulation and internal policies.
 In accepting a position with ICICI group or any of its subsidiaries,

each of you become accountable for compliance with law, with the
ICICI Group code of conduct (uthe Code), and with policies of your
respective business units.
 The standards of the code are not necessarily prescribed by the

regulators-they are something, which a well respected institution must
have in place and adhere to on an ongoing basis. We therefore expect a
high level of ethical conduct.
 You must conduct your duties according to the language and spirit of
this code and seek to avoid even the appearance of improper behavior.
you should be aware that even well intentioned actions that violate the
law or this code may result in negative consequences for ICICI Group
and for the individuals involves
 While covering a wide range of business practices and procedures,

these standards cannot and do not cover every issue that may arise, or
every situation where ethical decisions must be made, but rather set
forth key guiding principles that represent ICICI Group’s policy.
ICICI GROUP
SERVICES PROVIDED BY ICICI BANK
A B C D E
PERSONAL Deposits Loans Cards Investment/ Demant Service/

BANKING Insurance Online Service
NRI BANKING Money Bank Investment Property Insurance/ Loan

Transfer Accounts Solutions
BUSINESS Corporate
BANKING Net Cash Trade Online Taxes Sms Service
Banking Management Service
The client relationship is driven on following fundamental values:
 Professionals, experienced, motivated and qualified staff.

 Timely prompt and responsive service.
 Confidentiality.
 Transparency.
 Honesty and dedication.
 Quality of work
 Reasonable free rates.
 Strong emphasis on professional ethics, which are never compromised.
 Hassle free
SERVICE
PAYROLL
 Preparation of monthly Salary Sheet

 Deduction as per applicable laws like income tax, provident fund,
professional tax etc
 Computation and deposit of TDS, ESI, PF etc.
 Disbursement/online payment salary.
 Pay slip by password protected e-mail.
 Issue of from 16 to employee
 Periodic reconciliation of payment/statutory deduction etc. with books
of accounts.
 Administration of gratuity, superannuation, pension schemes,
LEGAL & ADVISORY SERVICES
They render a wide range of service to our clients with association of legal experts.
1. Assessing how the law applies in your particular case.

2. Evaluation of your rights and Liabilities.
3. Guidance of Related Procedures.
4. Review of related documents
5. Execution and registration of legal documents
BANK OFFICE SERVICE
Accounting and financial information is crucial for companies eager to

maintain the competitive edge in the market. Outsourcing bank-office
accounting and finance facilities the clients to focus on core business and also
reduce costs accounting and finance outsourcing typically involves managing
procedure- driven functional such as:
 Accounts payable
 Accounts receivable
 Book writing
AUDIT SERVICES
Broadly, audit involves the following:

 In-depth study of existing systems, procedures and controls for proper
understanding. Suggestions for improvement and strengthening.
 Ensuring compliance with policies, procedures and statutes.
 Comprehensive review to ensure that the accounts are prepared in
accordance with generally accepted accounting policies and applicable
accounting standards/IFRS.
 Checking the genuineness of the expenses booked in accounts.
 Reporting inefficiencies at any operational level.
 Detection and presentation of leakages of income and suggesting
corrective measures to prevent recurrence.
 Certification of the books of accounting being in agreement with the
balance sheet and profit and loss account.
 Issue of audit report under various laws.
FEMA & RBI RELATED SERVICE
 Making application to reserve bank of India for purchase/sale of

shares, debentures & securities and directly to and from residents in
India and outside India.
 Making application to reserve bank of India for purchase/sale of
residential and commercial property including renting out of property.
 Any specific advice required in relation to FEMA/RBI matters.
 Permission for opening liaison office.
 Permission for opening Branch office.
 Setting up partnership/ partnership by NRI’S or person of india origin.
 Other Advisory Service on FEMA etc.
TAXATION (INDIAN & NRIS) & TAX PLANNING
 Making the most of tax-free opportunities

 Keeping tax rates as low as possible across the family
 Developing a plan for tax-efficient profit extraction.
 Keeping business taxes to a minimum.
 Minimizing the tax on the sale/merger/de-merger/acquisition of your
business.
 A tax-efficient remuneration package
 Tax planning on purchase of fixed assets.
 Identifying tax-efficient saving Schemes.
 Reducing tax on your estate
 Minimizing tax on gifts.
 Tax planning to reduce capital gains tax.
 Tax planning to minimize VAT liabilities.
 Planning to minimize FBT liabilities.
INCRPORATION OF COMPANIES
Companies act, 1956, governs Companies with limited and unlimited

liability, in India. Every company is required to register themselves with
competent authority i.e. Registrar of companies (ROC) and file necessary
documents for various statutory requirements from time to time.
 Incorporation of private/public limited company.

 Compliance and representative before registration of companies and
company law board.
 Conversation of a private company into a public company and
public ltd. into a private ltd.
 Changing name of company
 Change of registered office from one place to another place.
 Change in authorize capital of company.
 Alteration of main objects of the company
 Obtain DIN and Digital Signature of the Directors of the Company
 Inclusion of new business in the memorandum of the company
 Statutory meeting, statutory report, Preparation of resolution and
minutes.
 Appointment of directors and their remuneration.
FINANCIAL AND ACCOUNTING SOLUTION
They provide financial and accounting solutions to organization, interested in

increasing their operating efficiency and effectiveness. Accounting is the
procedure by which finical information about a business is summarized,
interpreted, noted, classified and financial analysis. They are familiar with
the accounting needs and desires of high growth, fast paced companies. They
apply a significant amount of time to learn clients business.
 Setting up accounting system according to structure of organization.

 Accounting analysis
 Proper documentation
 Reconciliation of banks
 Reconciliation of debtors & creditors
 Payroll reporting: to maintain salary & wages reports, PF, ESI
 Preparation of MIS
 Preparation of returns
 Accounts payable
 Accounts receivable
RESEARCH METHOLOGY
RESEARCH DESIGH
A research designs is the arrangement of conditions for collection and
analysis data in a manner that aims to combine relevance to the
research with economy in procedure. Research design is the conceptual
structure with in which research in conducted. Research design
includes an outline of what the researcher will do from writing the
hypothesis and it operational implication to the final analysis of data. A
research design is a framework for the study and is used as guide in
collection and analyzing data.
Types of RESEARCH DESIGN

RESEARCH DESIGN
Research design chosen for this study is exploratory cum descriptive

Research design. Exploratory study is based on exploring the new
things and collecting the necessary data for further study of the topic.
Research has got a very specific objective and clear cut data
requirements and it is descriptive because data is collected from
secondary sources.
RESEARCH OBJECTIVIES
n
m
v
iti
c
s
e
D
y
t
a
r
lo
p
x
E
PURPOSE OF THE STUDY Exploratory cum descriptive
TYPE OF INVESTIGATION Causal
STUDY SETTING Non contrived
TIME HORIZON Cross sectional
HYPOTHESIS DEVELOPMENT AND TESTING
Hypothesis 1:-
NULL HYPOTHESIS (HO):
There is no significant impact of Human resource development
practices on performance of employee
ALTERNATE HYPOTHESIS (HI)

There is no significant impact of Human resource development
Hypothesis 2:-
There are no significant impact demographic characteristics on
performance of employee

There is no significant impact of demographic characteristics practices
on performance of employee
Hypothesis 3:-
There is no significant impact of OCTAPACE on performance of
employee
There is no significant impact of OCTAPACE on performance of
employee
Hypothesis 1:-
HO: There is no significant impact of Human resource development
HI: There is no significant impact of Human resource development

T-test
One –sample statistics
N Mean Std.Deviation Std.Error Mean

HRD 100 4.6000 .58603 .58860
Emp. performance 100 4.5800 .55377 .5538
One sample test
Test
value:0
T Df Sig.(2- Mean 95%confidence
interval of the
tailed) difference
difference
Lower upper
HRD 78.494 99 .000 4.60000 4.4837 4.7163
EMP. performance
82.705 99 .000 4.58000 4.4701 4.6899
Interpretation:-
The calculate value of t is 78.494 which greater than table value at

significance value .000 so alternate hypothesises accepted that is there is
significant impact of HRD strategies on performance of employee.
Hypothesis 2:-
HO:There is no significant impact of demographic characteristics on
HI: There is no significant impact of demographic characteristics on

T-test

demographic 100 4.3900 .77714 .7771
Emp. performance 100 4.5800 .55377 .5538
One sample test
Test
value:0
interval of the
tailed) difference
difference
Lower upper
demographic 56.490 99 .000 4.39000 4.2358 4.5442

EMP. performance 82.705 99 .000 4.58000 4.4701 4.6899
Interpretation:-

significant impact of demographic characteristics strategies on performance
of employee.
Hypothesis 3:-
HO: There is no significant impact of OCTAPACE on performance of
employee
HI: There is no significant impact of OCTAPACE on performance of

employee
T-test

OCTAPACE 100 4.3800 .81377 .8138
Emp. performance 100 4.5800 .55377 .5538
One sample test
Test
value:0
interval of the
tailed) difference
difference
Lower upper
OCTAPACE 53.824 99 .000 4.38000 4.2185 4.5415

EMP. performance 82.705 99 .000 4.58000 4.4701 4.6899
Interpretation:-

significant impact of OCTAPACE strategies on performance of employee.
SAMPLE AND SAMPLING DESIGN
UNIVERSE Employee of banking industry
POPULATION Employee of ICICI taxation
SAMPLING METHOD Non- probabilistic
SAMPLING METHOD Random sampling

SAMPLING SIZE 100
SAMPLE Middle level employees
DATA COLLECTION
STATISTICAL TOOLS
Factory Analysis
KMO and Bartlett’s Test
Kaiser- Meyer- Olkin Measure of Sampling adequacy .711

Bartklett’s test of approx. chi- square 787.755
sphericity DF 36
sig. .000
FACTOR MATRIX
Factor
1 2 3
Training .836 .482
OD .847 .497
Performance .687 .530
QWL -.571 .768
Potential -.583 .746
Compensation -.598 .631
Career
Communication
.511
autonomy .389
Extraction method: principal axis factoring

a. 3 factors extracted. 22 iteration required.
Rotated factors matrix
Factor
1 2 3
QWL .956
Potential .946
Compensation .860
Career
.981
OD
.937
Training
.679 .606
Performance
.654
autonomy
Communication

Rotation method: varimax with Kaiser Normalization
a. 3 factors extracted. 22 iteration required.
Factor 1 2 3
1 -.573 .758 .313
2 .819 .510 .265
3 -.041 -.408 .912
Factor transformation matrix
Rotation method: varimax with Kaiser Normalization
2. Correlation
1. Autonomy and Employee Performance
Correlations
Autonomy Emp.performance
Pearson correlation 1 .320
autonomy Sig.(1-tailed) .0001
N 100 100
Pearson correlation .320 1
Emp.performance Sig.(1-tailed) .001
N 100 100
** Correlation is significant at the 0.01 level (1-tailed).
Interpretation:- after applying correlation tool, the value of Pearson

correlation has come out to be .320 which means is low degree of positive
correlation between Autonomy and Employee Performance.
2. QWL and Employee Performance
Correlations
QWL Emp.performance
Pearson correlation 1 -.185
QWL Sig.(1-tailed) .032
N 100 100
Pearson correlation -.185 1
Emp. performance Sig.(1-tailed) .032
N 100 100
Interpretation:- after applying correlation tool, the value of Pearson

correlation has come out to be -.185 which means is low degree of positive
correlation between QWL and Employee Performance.
3. Organization development and Employee Performance

Correlations
OD Emp.performance
Pearson correlation 1 .804
OD Sig.(1-tailed) .000
N 100 100
Pearson correlation -.804 1
Emp.performance Sig.(1-tailed) .000
N 100 100
Interpretation: - after applying correlation tool, the value of Pearson

correlation has come out to be .804 which means is low degree of positive
correlation between organization development and Employee Performance.
3. Reliability analysis
Reliability statistics
Cronbach’s alpha Cronbach’s alpha based on N of items

standardized items
.768 .793 3
Interpretation:- By Appling reliability statistics, the value of cronbach’s

Alpha has been found to be .768 which is greater than .5. it means that data
collected under study is reliable and is truly representative of the whole
population.
4. Multiple Regressions
Model summary
Model R R square Adjusted r square Std. Error of the

Estimate
1 .909 a
.826 .809 .28820
a. Predictors: (constant), communication, OD, Potential, Career,

Autonomy, QWL, Compensation, performance, training.
b. Dependent variable: Emp. Performance
Interpretation: After applying regression analysis, the value of R square has

come out to be .826 which means that there is high impact i.e 82.6% of more
responsibility than usual on confidence in superior ability.
DATA ANALYSIS
1. I am aware of HRD strategies being followed in an organization
Table 1
Level No. Of respondents Percentage

Strongly agree 70 70%
Agree 20 20%
Neutral 5 5%
Disagree 3 3%
Strongly Disagree 2 2%
Total 100 100%
3% 2%
5%
20%
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
70%
INTERPRETATION : This pie chart shows the large no of respondents i.e.

70 respondents out of 100 strongly agree. That they are aware of HRD
strategies being followed in an organization. While 20 respondents agree &
5were natural. Rest very few as that their not were of HRD strategies being
followed by an organization highly dissatisfied.
2. I find HRD strategies play an important role in overall

development of an organization
Table 2

Agree 20 20%
Neutral 10 10%
Disagree 10 10%
Total 100 100%
10% 10%
Strongly agree
10% 50% Agree
Neutral
Disagree
Strongly Disagree
20%
INTERPRETATION: This pie chart shows the large no of respondents i.e. 50

respondents out of 100 strongly agree. That they are aware of HRD strategies
pay an important role in overall development of an organization. While 20
respondents agree & 10 were neutral. Rest 10 respondents say that they HRD
strategies do not play an important role in overall development of an
organization.
3. I find HRD strategies to be environment friendly
Table 3

Agree 15 15%
Neutral 5 5%
Disagree 8 8%
Total 100 100%
3% 2%
5%
20%
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
70%
INTERPRETATION: This pie chart shows the large no of respondents i.e.

65 respondents out of 100 strongly agree that HRD strategies are to be
environment friendly. While 15 respondents agree & 5 were neutral. Rest 7
respondents say that they HRD strategies are not environment friendly.
4. I find HRD strategies play an important role in overall

development of an organization
Table 4

Agree 15 15%
Neutral 5 5%
Disagree 5 5%
Total 100 100%
3% 2%
5%
20%
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
70%

70 respondents out of 100 strongly agree that they are aware of HRD
strategies helped in facing problems. While 15 respondents agree & 5 were
neutral. Rest very few i.e. 5 respondents say that they HRD strategies does
not in facing HR problem.
5. I find HRD strategies server as a means of providing

opportunity to an employee to express his feeling and thoughts.
Table 5

Agree 17 17%
Neutral 8 8%
Disagree 11 11%
Total 100 100%
3% 2%
5%
20%
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
70%

strategies serve as a means of providing opportunity to an employee to
express his feelings and thought helps in facing hr problems. While 17
respondents agree & 8 were neutral. Rest very few i.e. 9 respondents strongly
disagree from the statement.
6. I find HRD strategies being followed in an organization to be

authenticated
Table 6

Agree 12 12%
Neutral 8 8%
Disagree 5 5%
Total 100 100%
3% 2%
5%
20%
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
70%
70 respondents out of 100 strongly agree that HRD strategies followed in an.
Organization is authenticated. While 12 respondents agree & 8 were neutral.
Rest very few i.e. 5 respondents strongly disagree from the statement.
7. I find HRD strategies builds job autonomy at work place
Table 7

Agree 12 12%
Neutral 5 5%
Disagree 8 8%
Total 100 100%
3% 2%
5%
20%
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
70%
strategies build job autonomy at work place . While 12 respondents agree &
5 were neutral. Rest very few i.e. 7 respondents strongly disagree from the
statement.
8. I find HRD strategies encourage employees to experiment with

new methods and creative ideas
Table 8

Agree 15 15%
Neutral 5 5%
Disagree 5 5%
Total 100 100%
3% 2%
5%
20%
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
70%
strategies encourage employees to experiment with new methods & creative
ideas . While 15 respondents agree & 5 were neutral. Rest very few i.e. 5
respondents strongly disagree from the statement.
9. I find HRD strategies helps in building harmonious relations

with co-workers
Table 9

Agree 15 15%
Neutral 5 5%
Disagree 5 5%
Total 100 100%
3% 2%
5%
20%
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
70%
strategies encourage employees to experiment with new methods & creative
ideas . While 15 respondents agree & 5 were neutral. Rest very few i.e. 5
10.I find HRD strategies builds trust of an employee for a job

Table 10

Agree 12 12%
Neutral 10 10%
Disagree 18 18%
Total 100 100%
3% 2%
5%
20%
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
70%
strategies builds trust of an employee for the job . While 12 respondents
agree & 10 were neutral. Rest 12 respondents strongly disagree from the
statement.
11.I find HRD strategies helps an organization to take proactive

measures
Table 11

Agree 12 12%
Neutral 10 10%
Disagree 18 18%
Total 100 100%
2%
3%
5%
Strongly agree
20%
Agree
Neutral
Disagree
Strongly Disagree
70%
INTERPRETATION: This pie chart shows that 48 respondents out of 100

strongly agree that they are aware of HRD strategies help an organization to
take proactive measures.. While 12 respondents agree & 10 were neutral.
Rest 12 respondents strongly disagree from the statement.
12.I find performance is effectively appraised in an organization

Table 12

Agree 7 7%
Neutral 8 8%
Disagree 3 3%
Total 100 100%
3% 2%
5%
20%
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
70%

strongly agree that their effectively and efficiently appraised in an
organisation.. While 7 respondents agree & 8 were neutral. Rest very few i.e.
2 respondents strongly disagree from the statement.
13.I find HRD strategies helps an individual to identify his role in

achieving the organisation overall objectives
Table 13

Agree 15 15%
Neutral 8 8%
Disagree 10 10%
Total 100 100%
3% 2%
5%
20%
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
70%

strongly agree that they are aware of HRD strategies help an individual to
identify his role in achieving the organisation overall objectives.. While 15
respondents agree & 8 were neutral. Rest very few i.e. 7 respondents strongly
disagree from the statement.
14.I find HRD strategies encourage employees to achieve

maximum targets
Table 14

Agree 12 12%
Neutral 8 8%
Disagree 7 7%
Total 100 100%
5% 3% 2%
20%
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
70%

strongly agree that they are aware of HRD strategies encourage employees to
achieve maximum targets.. While 12 respondents agree & 8 were neutral.
Rest very few i.e. 5 respondents strongly disagree from the statement.
15.I find HRD strategies encourage team work in company

Table 15

Agree 20 20%
Neutral 5 5%
Disagree 3 3%
Total 100 100%
3% 2%
5%
20%
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
70%
INTERPRETATION: This pie chart shows that 70respondents out of 100

strongly agree that they are aware of HRD strategies encourage team work in
company. While 20 respondents agree & 5 were neutral. Rest very few i.e. 2
FINDINGS
The following are the major findings of the study
1. There has been found to be significant impact of Human Resource

Development practices. Demographic characteristics and OCTAPACE
on Employee Performance.
2. There is strong impact of 82.6% of independent variables like
Training. Performance appraisal, potential appraisal, career planning
and development, compensation and job autonomy on dependent
variables i.e. Performance of employees.
3. There are three factors which are showing major impact on Employee
performance i.e. autonomy, quality of work like and organization
development as extracted out of factor analysis.
4. There is high degree of positive correlation between employee
performance and Organization development as it is supported by
correlation where correlation coefficient is. 804
5. There is low degree of positive correlation between employee
performance and job autonomy as it is supported by correlation where
correlation coefficient is. 320
6. It is found that the data taken from the employee is reliable as it is
proved by Reliability test where value of Cranach’s alpha is 0.801
which is higher than 0.5 and thus data is reliable.
7. Most of the Financial Organizations do not follow all Human Resource
Development Practices.
8. In Taxation Employee are provide with continuous feedback about
their performance by superiors so that corrective action can be taken
timely.
9. Employees are given autonomy and authority to take decision on the
job.
10. Employees are given opportunity to develop themselves through
seminars and in house training.
11.ICICI doesn’t help much in planning and development of careers of
employees.
12.Most of the employees have confidence in leadership abilities of the
management which increase the spirit of collaboration and team work
among departments.
13.In ICICI performance based promotions are given.
14.Most of the employees agree that appraisal results are effectively used
to promote, train or reward.
RECOMMENDATIONS
 As job content, quality management and communication
system came out as important factors so management would
be well advised to look after theses aspects of HRM so that it
will further lead to increased level of commitment among the
employees.
 Management will be suggested to improve the performance
appraisal system.
 There should be a proper performance linked pay scale in the
organization.
 Appropriate level of opportunities should be provided on the
job for that use of one’s own ideas.
 Participative through meetings, committees and other forums.
 Employees should be given chance to give suggestions
regarding various aspects of the organization.
 Maximum of human resource management practices should
be followed so that employee performance can be enhanced.
 Bank should focus on career planning and development of
employees. They should be given proper career path.
 Proper training programmers should be given to employees
according to their needs to improve performance of
employees.
CONCLUSIONS
 As job autonomy, quality of work life and organization

development came out as important factors.
 Performance appraisal system is too weak to increase performance
of employee.
 There is a lack of proper performance linked pay scale which may
capable to motivate the employees and lead to increase in
performance of employees.
 Effective consideration was not given on Employee’s feedback on
performance.
 The encouragement of employee was there at the moment that if
they perform their work very well then they must be awarded it will
make the employees to perform in their best possible manner and
with full potential and this will further lead to increase in employee
performance .
 Maximum of human resource management practices had been
followed so that employee performance can be enhanced.
 The ICICI Taxation focusing on career planning and development
of employees.
They must be given proper career path.
LIMITATION OF THE STUDY
No study is without limitations, whether it is of any type & so this study may
also have certain limitations.
1. Time Constraint
Shortage of time was a very big constraint.
2. Resource constraint
Availability if data was a constraint, dissertation report is based on
detailed data also there are some data & information which was
required but not made available due to secret records.
3. Period of Analysis
Generally longer period gives us more accurate result and as there
were only 6-7 weeks available, therefore this is a big limitation.
4. Secondary Data
All the information available was from secondary sources and data was
very fast to analyze properly & accurately.
5. Secrecy of internal data

Since no company wants to give their internal information and so this
caused hurdles to the way
6. Wide area of study

Study being conducted was very wide & welfare schemes require
expertise knowledge & skills which was lacking.
SCOPE OF THE STUDY
The benefits of the study for the researcher is that it helped to gain
knowledge and experience also provide the opportunity to study and
understand the prevalent recruitment and selection procedures.
The scope of my research study include:-
 Studying the facts about the ICICI bank with the reference of the
recruitment and selection.
 Understanding and analyzing various HR concern issues related to my
topic.
 Suggesting any measures/recommendations for the improvement of the
recruitment procedures.
Questionnaire
1. Are HRD strategies being properly applied in an organization?

(a) Yes (b) No
2. Has HRD strategy build overall performance of an employee?

(a) Yes (b) No
3. HRD strategies helps in receiving feedback about job performance

of an employee?
(a) Yes (b) No
4. I find HRD strategies encourage team work in company?

(a) Yes (b) No
5. Is training properly and effectively conducted in an organization?

(a) Yes (b) No
6. I find HRD strategies helps an individual to identify his role in

achieving the organization overall objectives. Is it true?
(a) Yes (b) No
7. Is performance effectively and efficiently appraised in an

organization?
(a) Yes (b) No
8. I find HRD strategies encourage employees to experiment with new

methods and creative ideas. Is it right?
(a) Yes (b) No
9. Will HRD strategies serve as a means of providing opportunity to

an employee to express his feelings and thoughts?
(a) Yes (b) No
10.HRD strategies plays an important role in overall development of
an organization?
(a) Yes (b) No
BIBILOGRAPHY
Books:
1. Tripathi P.C (sixth edition), “ Human Resource Development”,

Sultan chand and sons, New Delhi, pg (4-8)
2. Prassad L.M.(first edition), “ Human Resource Development”,
Sultan Chand and sons, New Delhi, pg (332-335)
3. Chhabra T.N. (first edition), “ Human Resource Development”,
Dhanpat Rai and company pvt. Ltd., New Delhi, pg(223-227)
4. Aswathappa K. (fifth edition) “ Human Resource Development”,
Tata MC-Graw Hill Publishing Company Limited, New Delhi, page
no. (239-245).
5. Sharma A.M. (Third edition) “ Personal and Human Resource
Development”, Himalaya Publishing House, New Delhi, page no.
(129-140).
6. Dwivedi R.S. (fifth edition0, “ Management Human Resource ”,
Galgotia Publishing Company, New Delhi, page no. (95-97).
7. Khanka S.S (first edition), “ Human Resource Planning and
Development”, Sultan chand and sons, New Delhi, pg (132-140)
8. Rao P. Subha (third edition), “ Essentials of Human Resource
Managemaent and Industrial Relations”, Himalaya Publication
House, pg no.(208).
9. Kassahun Tilaye (2007), “Management Practices as Lverages of
employee performance”, Indian Journal of Industrial Relation, vol.
42, pg(322-353)
10.Singh K. Anil(2005), “HRD Practices and philosophy of
management in Indian organization”, Vikalpa, vol.30,pg(71-78)
11.Randhawa Gurpret(2004), “ self efficacy and work performance”,
Indian Journal of Industrial Relation, vol45, pg(336-345)
12.Singh K Anil(2009), “HRD practices and organization culture in
india”, Indian Journal of Industrial Relation,vol45, pg(243-252)
Magazines:
13.Management Bonnie(2008), “High Impact career development”,
HRM review, pg (27-32) “Employee Engagement”, HRM review,
pg(49-53)
14.Prasad Vara SVVS(2008), “ Employee Empowerment”, HRM
Review, pg (32-35)
15.Reddy Sumiti (2006), “ Employee Health and Wellness”, HRM
Review, pg(42-45)
Websites
16. http://www.bankofindia.com/history.aspx
17. http://www.collegekhabar.com/job-id507.htm
18. http://www.iloveindia.com/finance/bank/nationalised-banks/punjab-national-
bank.html
19. http://www.iloveindia.com/finance/bank/nationalised-banks/state-bank-of-
india.html
20. http://biz.yahoo.com/ic/58/58548.html
21. http://www.referenceforbusiness.com/history2/22/State-Bank-of-India.html
22. http://www.bankofindia.com/history.aspx
23. http://www.researchandmarkets.com/reportinfo.asp?report_id=4020
24. http://www.authorstream.com/Presentation/richadinker-85389-human-resource-
development-strategies-hrd-strategy-design-types-business-finance-ppt-powerpoint/

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A

BACHELOR OF BUSINESS ADMINISTRATION

Submitted to:- Submitted by:-

special reference to ICICI BANK” submitted to “SURAJMAL AGARWAL

PRIVATE KANYA MAHAVIDYALAYA KICHHA” in partial fulfillment

With due repect I express my indebt mess to the management of ICICI

I would to express my gratitude with deep sense of reverence to Mr.

I am thankful to faculty guide DR. PRIYANKA GROVER, for helping me in many

 To study the recruitment and selection procedure of have bank.

 To investigate whether human resource development parties enhance

Human resource development refers to the development of human resource

Human resource development is a process in which employee of an

1. To prepare the employee to meet present and changing future job

1. Success of an organization:- the success of organization depends on

2. Fulfillment of goals:- HRD is helpful in the fulfillment of committed

3. Development of men:- HRD develops the capabilities and

4. Higher productivity:- HRD motivates the employer in order to use

6. To cope up with change:- HRD is essential to meet the requirement of

7. Changing jod requirements:- organization dynamics bring changes

MAJOR HRD PRACTICES

 Training and Development

Training can influence performance by improving skills and abilities relevant

2. Performance appraisal and feedback

3. Potential Appraisal and performance

4. Career Development and planning

6. Organizational development and technique

7. Quality of work life

HRD Parties at ICICI Taxtation

Various human resources development strategies followed of ICICI follows:

1. Training and development

ICICI Taxation provides various kinds of training of their employees to

2. Performance appraisal and feedback

3. Potential Appraisal and performance

4. Career development and planning

6. Organization development and technique

ICICI has defined a hierarchy to communication with the higher authorities.

Every employee as per his designation is empowered to take decisions. The

9. Quality of work life

Human recourse development practices and employee performance.

ICICI Bank was originally promoted in 1994 by ICICI Limited, an

The objective of my study is to understand and critically analyses the

 To study the recruitment and the selection produce of the company

 In accepting a position with ICICI group or any of its subsidiaries,

 The standards of the code are not necessarily prescribed by the

 While covering a wide range of business practices and procedures,

PERSONAL Deposits Loans Cards Investment/ Demant Service/

NRI BANKING Money Bank Investment Property Insurance/ Loan

 Professionals, experienced, motivated and qualified staff.

 Preparation of monthly Salary Sheet

LEGAL & ADVISORY SERVICES

1. Assessing how the law applies in your particular case.

BANK OFFICE SERVICE

Accounting and financial information is crucial for companies eager to

Broadly, audit involves the following:

FEMA & RBI RELATED SERVICE

 Making application to reserve bank of India for purchase/sale of

 Making the most of tax-free opportunities

Companies act, 1956, governs Companies with limited and unlimited

 Incorporation of private/public limited company.

They provide financial and accounting solutions to organization, interested in

 Setting up accounting system according to structure of organization.

Types of RESEARCH DESIGN

Research design chosen for this study is exploratory cum descriptive