PROJECT ON REPORT

“A Study on Recruitment and Selection at HDFC

Bank,for the region Nagpur for the year 2022-23 ’’

Submitted to
Rashtrasant Tukadoji Maharaj
Nagpur University, Nagpur
In Partial Fulfilment of the requirement of the
“Bachelor of Business Administration”

Submitted by
Sakshi Rajan Kale

Guidance by
Prof. Gaurangi Munje

Dr. Ambedkar Institute of Management Studies and

Research, Deeksha Bhoomi, Nagpur-440012
2022-2023

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 CERTIFICATE

This is to certify that Sakshi Rajan Kale has satisfactorily completed the project
work entitled “A Study on Recruitment and Selection at HDFC Bank,
Nagpur” in not less than one academic session.

This also certify that this project work is the result of the candidate’s own work
and is of sufficiently high standard to warrant its presentation for the BBA
program.

To the best of my knowledge this project or its part has not been submitted to this
university or any other university for any Degree/Diploma.

Guide Name

Internal Examiner External Examiner

Place: Nagpur

Date: Director

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 ACKNOWLEDGEMENT

“Words have never expressed human sentiments. This is only an attempt to

express my deep gratitude which comes from my heart.”

It is a great pleasure for me to express my deep feeling of gratitude to my

respected guide Prof. Gaurangi Munje (Assistant Professor, DAIMSR) for her
great encouragement and constant support which provided desired moral and
confidence to carry on my work.

I am grateful to the Dr. Sudhir Fulzele, Director, Dr. Ambedkar Institute of

Management Studies & Research, Nagpur for making all facilities available for
my work.

I am grateful to the Dr. Nirzar Kulkarni, Associate Director, Dr. Ambedkar

Institute of Management Studies & Research, Nagpur for making all facilities
available for my work.

I am grateful to my parents for their lovable support. Last but not least I am
thankful to my friends and other faculty members for their direct and indirect help
for completion of this work.

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 DECLARATION

I, Sakshi Rajan Kale hereby declare that the project entitled “A

Study on Recruitment and Selection at HDFC Bank, Nagpur ” is the
outcome of my own research work based on personal study during
academic session 2022-2023 and has not been submitted previously for
award of any degree or diploma to this university or any other
university.

Sakshi Rajan Kale

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 CHAPTERAISATION

Chapter Particulars Page

no. Number

1. Executive Summary 6-7

2. Introduction 8-26

3. Company profile 27-33

4. Research Methodology and data collection 34-46

5. Data Analysis and Interpretation 47-62

6. Findings and conclusion 63-65

7. Limitations and suggestions 66-68

8. Bibliography 69-70

9. Annexure 71-75

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 CHAPTER 1
EXECUTIVE SUMMARY

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 EXECUTIVE SUMMARY

Today, in every organization personnel planning activity is necessary as it plays a vital role in
survival of an Organization. A good human resource planning (HRP) is a vital ingredient for the
success of organization in long run. There are certain ways that are followed by every
organization , which ensures that it has right number and right kind of people, at the right place
and at right time , so that organization can achieve its planned goals and objectives. The
objectives of Human Resource Department are Human Resource Planning, Recruitment and
Selection, Training and Development, Career Planning, Transfer and Promotion, Risk
management, Performance Appraisal and so on. Every objective needs to be given a special
attention for the proper growth of Organization. For every organization it is important to have
a right person at a right job. Recruitment and selection plays a vital role in this situation,
shortage of skills and the use of new technology are putting considerable pressure on how
employers go about recruiting and selecting staff, it is recommended to carry out a strategic
analysis of Recruitment and Selection procedure. With reference to this context, this project has
been prepared to put a light on detailed recruitment and selection process in HDFC Bank,
Nagpur. This project includes meaning, definition, different steps, Advantage and
Disadvantage, types of recruitment and selection process. Recruitment and selection are
simultaneous process and they are incomplete without each other as recruitment is the first step
in manpower planning followed by selection process.

The following are the activities conducted in HDFC Bank are as follows:

• Attracting Maximum Candidates for Recruiting in a pool and selecting the potential
candidates amongst them.
• Studying the internal and external sources of recruitment process of an organization in
depth.
• Lining up Interviews for Job Opening.
• Job posting and Advertisement posting on job Portals and on other sites.
• Observing Interview process conducted by HR manager in organization.

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 CHAPTER 2
INTRODUCTION

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 HUMAN RESOURCE MANAGEMENT

Human resource management (HRM or HR) is the strategic and coherent approach to the
effective and efficient management of people in a company or organization such that they
help their business gain a competitive advantage. The overall purpose of human resources
(HR) is to ensure that the organization is able to achieve success through people. HR
professionals manage the human capital of an organization and focus on implementing
policies and processes. They can specialize in finding, recruiting, selecting, training, and
developing employees, as well as maintaining employee relations or benefits. Training and
development professionals ensure that employees are trained and have continuous
development. This is done through training programs, performance evaluations, and reward
programs. Employee relations deals with the concerns of employees when policies are
broken, such as cases involving harassment or discrimination. Managing employee benefits
includes developing compensation structures, parental leave programs, discounts, and other
benefits for employees.

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MEANINGS AND DEFINITION OF HRM

Human Resource Management deals with how to manage people or employees in the
organization. Human resource management means management of all employees from top level
to lower level and all employers the managing director, board of directors and all people who
contribute their services towards attainment of organizational goals.

According to Dacono and Robbins,“HRM is concerned with the people dimension” in

management. Since every organization is made up of people, acquiring their services,
developing their skills, motivating them to higher levels of performance and ensuring that they
continue to maintain their commitment to the organization is essential to achieve
organizational objectives. This is true, regardless of the type of organization – government,
business, education, health or social action.

OBJECTIVES OF HUMAN RESOURCE MANAGEMENT

Human resource management’s main purpose is to ensure that both the employee and the
employer are happy. The goals of Human Resource Management include assuring
compliance, convenient on-time payroll, access to data, and the accessibility of resources.
Human Resource Management aims to provide a stable workplace with centralized data and
effective operations. Operational goals and verticals generally impact Human Resource
Management objectives.
The objectives of human resource management can be roughly divided into four categories:
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• Societal Objectives

While limiting the negative effects of such requirements upon the organization to utilize its
resources for society’s advantages in ethical ways can lead to limitation, it is important to be
socially and morally accountable for the demands and difficulties of society.

• Functional Objectives

Organizations should meet requirements in order to keep department contributions at a

suitable level. When human resource management seems to be either more or less competent to
meet the expectations of the company, resources are squandered.

• Organizational Objectives

Human Resource Management should be understood as a tool to help the business achieve its
main goals rather than as an end in and of itself, which is the function of an HR manager in
fostering organizational performance.

• Personal Objectives

Helping employees achieve their own objectives, at least to the extent that doing so will
improve their contribution to the company, is another role of human resource management.
Employees need to be inspired, retained and nurtured in their own goals.

SCOPE OF HUMAN RESOURCE MANAGEMENT

• Human resources planning

Human Resource Planning refers to a process by which the company tries to find the number of
jobs vacancy in which a particular department and the number of staff required with the
necessary qualification and experience.

 Job analysis design

Another important area of Human Resource Management is job analysis. Job analysis gives
detailed information about the job description and employee specifications in the company.

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  Recruitment and selection

Based on information collected from job analysis the company prepares advertisements and
publishes them in the newspapers, Employment sites, etc. this is called recruitment. A
number of applications are gathered after the advertisement which helps appraise future
promotions, incentives, increments in salary, etc.is published, interviews are conducted and the
right employee is selected for the right post and right time thus recruitment and selection are yet
another important areas of Human Resource Management.

 Orientation and induction

Once the employees have been selected an induction or orientation program is conducted. The
employees are informed about companies’ backgrounds, products, different subsidiaries’
organizational culture and values, and work ethics and introduced to the new employee to other
employees.

• Performance appraisal

Once the employee has put on the job performance appraisal is conducted that is the Human
Resources department checks the performance of the employee.

IMPORTANCES OF HUMAN RESOURCE MANAGEMENT

• QUALITY OF WORK-LIFE
Quality of work life is the total quality of an employee's work environment in an organization. It
tells about the employee's impression about its physical and psychological wellbeing at an
organization. The HR Management needs to make conscious efforts to maintain the quality of
work-life as undoubtedly it is directly proportional to the employees' productivity. This can be
done by managing and reducing workplace stress, providing financial reimbursements,
recognition, freedom, and belongingness.
 MEETING DEMAND-SUPPLY GAP FOR HUMAN RESOURCE

Apart from managing the Resources in an organization, HR is also responsible for ensuring the
availability of sufficient human resources. They are responsible for finding competent personnel
for the job to ensure high performance by putting the right person at the right place. This can be
done by conducting recruitment drives whenever needed. Also, they perform the function of
laying-off unproductive employees.

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 • BUILDING A HEALTHY WORK CULTURE

Healthy work culture is important for the employee as well as the organization. It should be the
place when the employees must feel valued, safe and comfortable. It is needed to bring the best
out of the employees.HR makes sure that there is clean and transparent work culture, leading to
employees achieving individual goals in particular and the organization's goals at large. The
more the employees are happy and motivated, the more productive they are.

• MAXIMIZING PROFIT AND PRODUCTIVITY

Human Resources management is responsible for ensuring the right quality and quantity of
personnel in the workplace. Also, to ensure that there are enough opportunities for the
existing employees to grow and prosper in their careers. Such employees who work to
achieve their personal growth directly impact the growth of the organization. Thereby
minimizing cost and maximizing productivity.

• STRATEGY MANAGEMENT

Human Resource is an essential aspect of any organization. HR Managers work upon and
manage the strategies laid by top-level management to help organizations achieve their goals
and objectives. It also takes part in corporate decision and strategy making for current
employees and predictions for the future based on business demands.

RECRUITMENT AND SELECTION PROCESS:

RECRUITMENT

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Recruitment is the process of having the right person, at the right place, at the right time and it
is crucial to organizational performance. Recruitment enables finding, screening, hiring and
eventually onboarding qualified job candidates. Recruitment is a continuous process whereby
the firm attempts to develop a pool of qualified applicants for the future human resources needs
even though specific vacancies do not exist. Usually, the recruitment process starts when a
manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.

MEANING AND DEFINATION OF RECRUITMENT

Recruitment is a positive process of searching for prospective employees and stimulating them
to apply for the jobs in the organization. When more persons apply for jobs then there will be a
scope for recruiting better persons. Recruitment is the overall process of identifying, sourcing,
screening, shortlisting, and interviewing candidates for jobs (either permanent or temporary)
within an organization. Recruitment also is the process involved in choosing people or
unpaid roles.

According to Duecento and Robbins: Recruitment is the process of discovering potential

candidates for actual or anticipated organizational vacancies. Or from another perspective, it is a
linking activity—bringing together those with jobs to fill and those seeking jobs.”

DIFFERENT METHODS OF RECRUITMENT:

1. Direct Method

2. Indirect Method

3. Third Party Method

1. Direct Method:

In this method, the representatives of the organization are sent to the potential candidates in the
educational and training institutes. They establish contacts with the candidates seeking jobs.
These representatives work in cooperation with placement cells in the institutions Persons
pursuing management; engineering, medical etc. programmes are mostly picked up in this
manner.

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2. Indirect Methods:

Indirect methods include advertisements in newspapers, on the radio and television, in

professional journals, technical magazines etc.

This method is useful when:

(i) Organization does not find suitable candidates to be promoted to fill up the higher posts

(ii) When the organization wants to reach out to a vast territory, and

(iii) When organization wants to fill up scientific, professional and technical posts.

3. Third Party Methods:

These include the use of private employment agencies, management consultants, professional
bodies/associations, employee referral/recommendations, voluntary organizations, trade
unions, data banks, and labor contractors etc., to establish contact with the job- seekers.

STEPS IN RECRUITMENT PROCESS:

• Identify Skills Gaps and Hiring Needs

Consult with the various departments in your organization and identify any missing
skills in the company’s workforce.
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Take note of any employees who will be leaving the company, thereby vacating their
positions. New staff will have to be equipped to take up these positions. Use all of this
information to determine the recruitment needs of your company. This is the starting point of
your workflow chart.
 Formulate Job Descriptions for New Job Openings

Discuss these openings with hiring managers to understand the skills and
qualifications needed. Formulate comprehensive job descriptions for each position.
Remember that those descriptions give potential employees the first impression of the
company.

• Important details to include in a job description are:

o Job title
o Summary of position and responsibilities
o Company mission
o Qualifications and experience required.
o Type of position (part/full time)
o Start date of the job being offered.
o Salary and other benefits

• Advertise Job Openings to Attract Ideal Applicants

Thorough job descriptions and well-executed marketing of the company culture will go a
long way in attracting talent. Newspapers, career websites, and social media job boards
are all suitable methods of advertising. You may decide to use all of these to attract a
diverse pool of applicants.

• Review Job Applications

The next step is to review and assess each job application. Compare the information
received on the applications to the criteria set out for the position. Some of these
applicants will be more qualified than others, while others may have more
experience.
• Make a Shortlist

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 Analyze each applicant and decide whether they are suitable for the job they are
applying for. And whether they are the right fit for your team/company.

• Interview Potential Candidates

Contact the successful applicants on your shortlist and set up an interview with each one.
Whether you conduct an in-person or virtual interview, the interview process should be
standardized. Face-to-face interaction helps you to decide if their personality
and communication skills are a good fit for the job and the company.

• Select the Most Suitable Candidates

Assess each potential employee based on the interview as well as the candidate’s
references from their previous company.

• Make a Job Offer

Once you have settled on the best fit for the job, you will negotiate a job offer with the
employer and communicate this to the successful candidate. If the candidate
accepts the offer, the onboarding process of your new employee can begin.

TYPES OF RECRUITMENT:

Internal Recruitment

It is a recruitment which takes place within the concern or organization. Internal sources of
recruitment are readily available to an organization. Internal sources are primarily three -
Transfers, promotions, and Re-employment of ex-employees.
Internal sources of Recruitment are:

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 a. Transfers – It refers to a change in job assignment which may involve promotion,
demotion or no change in terms of responsibility and status. Transfer may be of a
temporary or permanent nature depending upon the necessity of filling jobs. Transfer
generally involves no significant change in pay, status, and responsibility of
employees.

b. Promotions (through Internal Job Postings) – It means shifting an employee to a

higher-level position carrying greater pay, status and responsibilities. Various
positions in an organization are usually filled up by promotion of existing employees on
the basis of merit or seniority or combination of both. This source of recruitment is
generally adopted to fill vacancies at the top and middle levels.

c. Re-employment of ex-employees - Re-employment of ex-employees is one of the

internal sources of recruitment in which employees can be invited and appointed to fill
vacancies in the concern. There are situations when ex-employees provide
unsolicited applications also.

ADVANTAGES OF INTERNAL RECRUITMENT

1. Reduced Time to Hire

With internal recruiting, you save all the time you otherwise spend on identifying, attracting and
engaging candidates. You have instant access to your candidates and their track records, they
are already a culture fit and also pre-screened for the position, and the department is already
acquainted with the candidate.

2. Shortens the Induction Process

Every new hire takes some time to get acquainted with new people and processes, but an
internal hire is already familiar with the company’s policies, practices and people. All they need
to know about is their new role and its responsibilities.

3. Cost-effective

Internal recruitment is cost-effective because unlike external recruitment it does not involve job
postings, resume screening, filtering relevant resumes, communicating with shortlisted
candidates, and conducting interviews. You simply need to narrow down the most suitable
candidates and hire the right fit to fill the open role.

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Disadvantages of Internal Recruitment

1. May Stagnate the Company’s Culture

While internal recruitment does save a lot of your time, energy and resources, it is not
without drawbacks. It can rust the company’s culture because when employees get too
comfortable with the processes and procedures, they are unable to spot operational
inefficiencies and struggle to innovate.

2. Increased Training Costs

Just because a current employee seems like a perfect fit for a new role and has all the desired
qualities, does not mean he/she won’t need training. With external recruitment, you get a
candidate with all the required skills, experience and attributes that allow him to be
productive immediately. But an in-house recruit is not likely to take on all the responsibilities
and perform a role efficiently from day.

3. Limited Choices

Your organization may be having several qualified employees for certain positions, but they
may not be a perfect match for an open position. For instance, if a recently created role is
innovative and new for your business, then your current employees may not be able to fulfill the
responsibilities of this role. For this role, you would need someone with new ideas and skills.

External Recruitment:

External sources of recruitment have to be solicited from outside the organization. External
sources are external to a concern. But it involves lot of time and money. The external sources of
recruitment include - Employment at factory gate, advertisements, employment exchanges,
employment agencies, educational institutes, labor contractors, recommendations etc.

External sources of recruitment are:

1. Employment at Factory Level

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This a source of external recruitment in which the applications for vacancies are presented on
bulletin boards outside the Factory or at the Gate. This kind of recruitment is applicable
generally where factory workers are to be appointed. There are people who keep on soliciting
jobs from one place to another. These applicants are called as unsolicited applicants.

2. Advertisement

It is an external source which has got an important place in recruitment procedure. The biggest
advantage of advertisement is that it covers a wide area of market and scattered applicants can
get information from advertisements. Medium used is Newspapers and Television.

3. Employment Exchanges

There are certain Employment exchanges which are run by government. Most of the
government undertakings and concerns employ people through such exchanges. Now-a-days
recruitment in government agencies has become compulsory through employment exchange.

4. Employment Agencies

There are certain professional organizations which look towards recruitment and employment of
people, i.e., these private agencies run by private individuals supply required manpower to
needy concerns.

5. Educational Institutions

There are certain professional Institutions which serves as an external source for recruiting fresh
graduates from these institutes. This kind of recruitment done through such educational
institutions, is called as Campus Recruitment. They have special recruitment cells which helps
in providing jobs to fresh candidates.

6. Recommendations

There are certain people who have experience in a particular area. They enjoy goodwill and a
stand in the company. There are certain vacancies which are filled by recommendations of such
people. The biggest drawback of this source is that the company must rely totally on such
people which can later prove to be inefficient.

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7. Labor Contractors

These are the specialist people who supply manpower to the Factory or Manufacturing plants.
Through these contractors, workers are appointed on contract basis, i.e., for a particular time
period. Under conditions when these contractors leave the organization, such people who are
appointed have to also leave the concern.

Advantages of External Recruitment

1. Increased Conversion Rate

External recruitment attracts a variety of candidates with different capabilities and skill sets,
thereby increasing your chances of landing maximum suitable candidates.

2. Better Quality Candidates

A creative external recruitment campaign enables the recruiter to top choice candidates.
When automated with an applicant tracking system, the external recruitment process expands
your reach, attracts the right candidates, keeps them engaged and makes it much easier to bring
them onboard.

3. Attracts New Skills and Inputs

External recruitment greatly increases the possibility of identifying and attracting fresh talent.
This talent comes onboard with new skills and business ideas that can take your business to the
next level.

Disadvantages of External Recruitment

1. Higher Risk

The external recruitment process can attract candidates who are not relevant or worthy of the
open position. Since maximum candidates are total strangers to the recruiter, the risk of bringing
a misfit onboard cannot be ruled out completely.

2. Greater Cost

The external recruitment process involves posting jobs on different platforms, coming up with
compelling JDs, communicating with candidates, screening resumes, conducting interviews

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and coming up with an irresistible offer. All these aspects of the recruitment process are time-
consuming, tedious, complicated, and costly.

3. Time Consuming

The biggest downside of an external recruitment drive is the time taken to fill open positions.
Recruiters receive hundreds of resumes for every open position and screening them takes up a
lot of time. However, using an applicant tracking system can take this entire screening time
from hours to minutes and narrow down your talent tool to include only qualified candidates in
a jiffy.

SELECTION PROCESS

Selection is the process of picking or choosing the right candidate, who is most suitable for a
vacant job position in an organization. In other words, selection can also be explained as the
process of interviewing the candidates and evaluating their qualities, which are required for a
specific job and then choosing the suitable candidate for the position.

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MEANING AND DEFINATION OF SELECTION
Selection means choosing a few from those who apply. It is picking up applicants or
candidates with requisite qualifications and qualities to fill jobs in the organization. The
selection process involves making a judgment – not about the applicant but about the fit
between the applicant and the job by considering knowledge, skills, abilities, and other
characteristics required to perform the job selection procedures are not carried out through
standard patterns and steps in this.

According to Dale Yoder said, “Selection is the process by which candidates for employment
are divided into classes those who will be offered employment and those who will not.”

STEPS IN SELECTION PROCESS:

1. Preliminary Interview

This is a very general and basic interview conducted so as to eliminate the candidates who are
completely unfit to work in the organization. This leaves the organization with a pool of
potentially fit employees to fill their vacancies.
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2. Receiving Applications

Potential employees apply for a job by sending applications to the organization. The
application gives the interviewers information about the candidates like their bio-data, work
experience, hobbies and interests.

3. Screening Applications

Once the applications are received, they are screened by a special screening committee who
choose candidates from the applications to call for an interview. Applicants may be selected on
special criteria like qualifications, work experience etc.

4. Employment Tests

Before an organization decides a suitable job for any individual, they must gauge their talents
and skills. This is done through various employment tests like intelligence tests, aptitude tests,
personality tests etc.

• Intelligence Test: It refers to the measurement of one’s intelligence based on

memory, reasoning, etc. It is an indicator of one’s ability to make decisions and
judgments.

• Aptitude Test: This test is taken to check if the candidate has the talent to learn new
skills or the capability to grasp those skills that are needed to perform the specified job.

• Personality Test: This test of the employee is conducted to understand the personal
characteristics of the candidates, such as their values, mindset, patience, beliefs, etc.

5. Employment Interview

The next step in the selection process is the employee interview. Employment interviews are
done to identify a candidate’s skill set and ability to work in an organization in detail.
Purpose of an employment interview is to find out the suitability of the candidate and to give
him an idea about the work profile and what is expected of the potential employee. An
employment interview is critical for the selection of the right people for the right jobs.

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6. Checking References

The person who gives the reference of a potential employee is also a very important source of
information. The referee can provide info about the person’s capabilities, experience in the
previous companies and leadership and managerial skills. The information provided by the
referee is meant to keep confidential with the HR department.

7. Medical Examination

The medical exam is also a very important step in the selection process. Medical exams help the
employers know if any of the potential candidates are physically and mentally fit to perform
their duties in their jobs. A good system of medical checkups ensures that the employee
standards of health are higher and there are fewer cases of absenteeism, accidents and employee
turnover.

8. Final Selection and Appointment Letter

This is the final step in the selection process. After the candidate has successfully passed all
written tests, interviews and medical examination, the employee is sent or emailed an
appointment letter, confirming his selection to the job. The appointment letter contains all the
details of the job like working hours, salary, leave allowance etc. Often, employees are hired on
a conditional basis where they are hired permanently after the employees are satisfied with their
performance.

BARRIERS TO EFFECTIVE SELECTION:

Validity
Validity, as explained earlier, is a test that helps predict job performance of an incumbent. A test
that has been validated can differentiate between the employees who perform well and those
who will not. However, a validated test does not predict job success accurately. It can only
increase possibility of success.

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Reliability

A reliable method is one, which will produce consistent results when repeated in similar
situations. Like validated test, a reliable test may fail to predict job performance with
precision.

Pressure

Pressure is brought on the selectors by politicians, bureaucrats, relatives, friends, and peers to
select particular candidates. Candidates selected because of compulsions are obviously not the
right ones. Appointments to public sectors undertakings generally take place under such
pressures.

Fairness

Fairness in selection requires that no individual should be discriminated against based on

religion, region, race, or gender. But the low numbers of women and other less privileged
sections of the society in middle and senior management positions and open discrimination
based on age in job advertisements and in the selection, process would suggest that all the
efforts to minimize inequity have not been effective.

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 CHAPTER 3
COMPANY PROFILE

27
HDFC Bank Limited (also known as HDB) is an Indian banking and financial services
company headquartered in Mumbai. It is India's largest private sector bank by assets and world's
10th largest bank by market capitalization as of April 2021. It is the third largest company by
market capitalization of $127.16 billion on the Indian stock exchanges. It is also the fifteenth
largest employer in India with nearly 150,000 employees.

HDFC Bank was incorporated in 1994 as a subsidiary of the Housing Development Finance
Corporation, with its registered office in Mumbai, Maharashtra, India. Its first corporate
office and a full-service branch at Sandoz House, World were inaugurated by the then Union
Finance Minister, Man Mohan Singh. As of 30 June 2022, the bank's distribution network was
at 6,378 branches across 3,203 cities. It has installed 430,000 POS terminals and issued
23,570,000 debit cards and 12 million credit cards in FY 2017. It has a base of 1, 52,511
permanent employees as of 30 June 2022.

The Housing Development Finance Corporation Limited or HDFC was among the first
financial institutions in India to receive an “in principle” approval from the Reserve Bank of
India (RBI) to set up a bank in the private sector. This was done as part of RBI’s policy for
liberalization of the Indian banking industry in 1994.

History

HDFC Bank was incorporated in August 1994 in the name of HDFC Bank Limited, with its registered o
Mumbai, India. The bank commenced operations as a Scheduled Commercial Bank in January 1995.
As of June 30, 2022, the Bank had a nationwide distribution network of 6,499 branches and
18,868 ATMs in 3,226 cities/towns.
28
Products and services

HDFC Bank provides a number of products and services including wholesale banking, retail
banking, treasury, auto loans, two-wheeler loans, personal loans, loans against property,
consumer durable loan, lifestyle loan and credit cards. Along with this various digital product
are Payzapp and Smart BUY.

Mergers and acquisitions

HDFC Bank merged with Times Bank in February 2000. This was the first merger of two
private banks in the New Generation private sector banks category. Times Bank was
established by Bennett, Coleman and Co. Ltd., commonly known as The Times Group,
India's largest media conglomerate. In 2008, Centurion Bank of Punjab (CBOP) was acquired
by HDFC Bank. HDFC Bank's board approved the acquisition of CBOP for ₹95.1 billion in one
of the largest mergers in the financial sector in India.

In 2021, the bank acquired a 9.99% stake in FERBINE, an entity promoted by Tata Group, to
operate a Pan-India umbrella entity for retail payment systems, similar to National Payments
Corporation of India.

In September 2021, the bank partnered with pay tam to launch a range of credit cards
powered by the global card network Visa.

On April 4, 2022, HDFC Bank announced merger with HDFC Limited.

CSR (Corporate Social Responsibility)

HDFC Bank Parivartan. A Step towards Progress.

Parivartan, HDFC Bank’s social initiative has been a catalyst in transforming the lives of
millions of people in India. It aims to contribute towards the economic and social
development of the country by sustainably empowering its communities. Its wide range of
interventions spanning across different social causes, has brought about the desired change in
the remotest parts of the country. Parivartan has uplifted rural lives, brought water to the desert,
revolutionized education, supported social start-ups, opened pathways towards financial
independence through sustainable livelihood initiatives. With a lot already done, the bank
continues to bring about the change keeping with its philosophy of Sustainability and
Innovation.
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Under Parivartan, we work in the following focus areas:
1. Holistic Rural Development Program (HRDP)
2. Promotion of Education
3. Skill Training & Livelihood Enhancement
4. Healthcare and Hygiene
5. Financial Literacy and Inclusion

Vision

The bank is committed to maintaining the highest level of ethical standards, professional
integrity, corporate governance and regulatory compliance. HDFC Bank’s business
philosophy is based on five core values: Operational Excellence, Customer Focus, Product
Leadership, People and Sustainability.

Mission and Values

HDFC Bank’s mission is to be a world class Indian bank. We have a two-fold objective: first, to
be the preferred provider of banking services for target retail and wholesale customer segments.
The second objective is to achieve healthy growth in profitability, consistent with the bank’s
risk appetite.

Promoter

HDFC is India's premier housing finance company and enjoys an impeccable track record in
India as well as in international markets. Since its inception in 1977, the Corporation has
maintained a consistent and healthy growth in its operations to remain the market leader in
mortgages. Its outstanding loan portfolio covers well over a million dwelling units. HDFC has
developed significant expertise in retail mortgage loans to different market segments and also
has a large corporate client base for its housing related credit facilities. With its
experience in the financial markets, strong market reputation, large shareholder base and unique
consumer franchise, HDFC was ideally positioned to promote a bank in the Indian environment.

30
Business Focus

As on September 30, 2016 the authorized share capital of the Bank is Rs. 650 cores. The paid-
up share capital of the Bank is Rs. 509, 12, 67,434 (2545633717 equity shares of Rs. 2 each).
The HDFC Group holds 21.34 % of the bank’s equity and about 18.58 % of the equity is held
by the ADS / GDR Depositories (in respect of the bank’s American Depository Shares (ADS)
and Global Depository Receipts (GDR) Issues). Also, 32.04 % of the equity is held by Foreign
Institutional Investors (FIIs) and the bank has 4, 74,443 shareholders.

HDFC Bank shares are listed on the BSE Limited and The National Stock Exchange of India
Limited (NSE). The bank’s American Depository Shares (ADS) are listed on the New York
Stock Exchange (NYSE) under the symbol ‘HDB’ and Global Depository Receipts (GDRs) are
listed on Luxembourg Stock Exchange under ISIN No US40415F2002.

Capital Structure

As on 31 - December-2020 the authorized share capital of the Bank is Rs. 650 cores. The paid-
up share capital of the Bank as on the said date is Rs 550,76,56,932 comprising of
550,76,56,932 equity shares of the face value of Re 1/- each. The HDFC Group holds
21.15 % of the Bank's equity and about 18.67 % of the equity is held by the ADS Depositories
(in respect of the Bank's American Depository Shares (ADS). 32.01 % of the equity is held by
Foreign Institutional Investors (FIIs) and the Bank has 13,49,591 shareholders. The shares
are listed on the BSE Limited and the National Stock Exchange of India Limited. The Bank's
American Depository Shares (ADS) are listed on the New York Stock Exchange (NYSE) with
symbol ‘HDB’.

CBOP & Times Bank Amalgamation

On May 23, 2008, the amalgamation of Centurion Bank of Punjab (CBOP) with HDFC Bank
was formally approved by Reserve Bank of India to complete the statutory and regulatory
approval process. As per the scheme of amalgamation, shareholders of CBOP received one
share of HDFC Bank for every 29 shares of CBOP. The amalgamation added significant value
to HDFC Bank with an increased branch network, geographic reach, customer base, and a
larger pool of skilled manpower. In a milestone transaction in the Indian banking
industry, Times Bank Limited (a new private sector bank promoted by Bennett, Coleman & Co.,
or Times Group) was merged with HDFC Bank Ltd., effective February 26, 2000. This was the
first merger of two private banks in the new generation private sector banks. As per the scheme

31
of amalgamation approved by the shareholders of both banks and the Reserve Bank of India,
shareholders of Times Bank received one share of HDFC Bank for every 5.75 shares of Times
Bank.

Distribution Network

HDFC Bank is headquartered in Mumbai. As of September 30, 2022, the Bank's distribution
network was at 6,499 branches across 3,226 cities. Customers across India are serviced
through multiple delivery channels such as Phone Banking, Net Banking, Mobile Banking, and
SMS based banking. The Bank's expansion plans consider the need to have a presence in all
major industrial and commercial centers, where its corporate customers are located, as well as
the need to build a strong retail customer base for both deposits and loan products. Being a
clearing / settlement bank to various leading stock exchanges, the Bank has branches in centers
where the NSE / BSE have a strong and active member base. The Bank also has a network of
18,620 ATMs across India. HDFC Bank's ATM network can be accessed by all domestic and
international Visa / MasterCard, Visa Electron / Maestro, Plus / Cirrus and American Express
Credit / Charge cardholders.

Technology

HDFC Bank operates in a highly automated environment powered by information technology

and communication systems. All branches have online connectivity which enables speedy funds
transfer for customers. Multi-branch access is also provided to retail customers through the
branch network and Automated Teller Machines (ATMs). We have made substantial efforts and
investments in acquiring the best technology available internationally to build the infrastructure
for a world class bank.

For our core banking software needs, the corporate banking business is supported by Flex cube,
and the retail banking business by Fin ware, both from i-Flex Solutions Ltd. The
systems are open, saleable and web enabled.

HDFC Bank has prioritized its engagement in technology and the internet as one of its key goals
and has already made significant progress in web-enabling its core businesses. In each of its
businesses, the bank has succeeded in leveraging its market position, expertise, and technology
to create a competitive advantage and build market share.

32
Housing Development Finance Corporation Limited

Type Private Development Finance Institution

BSE: 500010
NSE: HDFC
Traded as
BSE SENSEX Constituent NSE NIFTY 50 Constituent

INE001A01036
ISIN Industry Founded
Financial services
Headquarters Area served
1977; 46 years ago

Mumbai, Maharashtra, India India

Key people • Deepak Parekh (Chairman)

• Kaki Misty
(Vice Chairman & CEO)
• Reno Sod Kerned
(Managing Director)
Products Revenue

Operating income Net income Mortgage Loans

AUM Total assets Total ₹135,968 core (US$17 billion)(2022)

equity ₹46,512 core (US$5.8 billion) (2022)

₹15,072 core (US$1.9 billion) (2022)

₹432,084.97 core (US$54 billion)

₹966,349 core (US$120 billion)(2022)

₹179,183 core (US$22 billion) (2022)

Number of employees 3,226 (2021)

HDFC Bank
HDFC ERGO
Subsidiaries HDFC Life
HDFC Mutual Fund
HDFC Cedilla Website
www.hdfc.com

33
 CHAPTER 4
RESEARCH METHODOLOGY AND DATA
COLLECTION

34
 RESEARCH METHODOLOGY

Research is an academic activity and as such the term should be used in a technical sense.
Research in common parlance refers to research for knowledge. One can also define research as
a specific and systematic search for pertinent information on a specific topic. In fact, research is
an art of scientific investigation. “Research is a search for knowledge through an objective and
systematic method of finding a solution to a problem.”

MEANING AND DEFINATION OF RESEARCH

Research methodology is the specific procedures or techniques used to identify, select,
process, and analyze information about a topic. In a research paper, the methodology section
allows the reader to critically evaluate a study's overall validity and reliability.

Research methodology simply refers to the practical “how” of any given piece of research. More
specifically, it’s about how a researcher systematically designs a study to ensure valid and
reliable results that address the research aims and objectives.

Definition of research given by Creswell who states that – “Research is a process of steps used
to collect and analyze information to increase our understanding of a topic or issue. It consists of
three steps: Pose a question, collect data to answer the question, and present an answer to the
question.

35
Characteristics of Research Process:
• Research is a systematic (step by step) process. An appropriate process must be
followed to conduct a study.
• Research is usually conducted to study a problem.
• Research is based on observation or direct experience by the researchers.
• Research is objective, unbiased, and logical.

Objectives of Research:

• To gain familiarity with a phenomenon or to achieve new insights into it.

• To portray accurately the characteristics of a particular individual, situation, or a
group.
• To determine the frequency with which something occurs or with which it is
associated with something else.
• To test a hypothesis of a causal relationship between variables.
• Research aids planning and thus contributes to national development.

Types of Research:

1. Descriptive Research: Descriptive research includes surveys and fact-finding inquiries of

different kinds. The major purpose of descriptive research is a description of the state of
affairs as it exists at present. The main characteristic of this method is that the

36
 research has no control over the variables, he can only report what has happened or what is
happening.

2. Analytical Research: In analytical research, the research has used to facts or

information already available and analyze these to make a critical evaluation of the
material.

3. Applied Research: Applied research aims at finding a solution for an immediate

problem facing a society or an industrial/business organization. The research aimed at
certain conclusions facing a concreate social or business problem is an example of
applied research. Research to identify social, economic, or political trends that may
affect a particular institution or copy research or marketing research or evaluation
research are examples of applied research.

4. Fundamental Research: Fundamental research is mainly concerned with

generalizations and with the formulation of a theory. Research concerning some natural
phenomenon or relating to pure mathematics are examples of fundamental research.
Similarity research studies concerning human behavior carried on with a view to making
generalizations about human behavior are also examples of fundamental research.

5. Quantitative Research: Quantitative research is based on the measurement of quantity or

amount. It is applicable to phenomena that can be expressed in terms of quantity.

6. Qualitative Research: Qualitative research is concerned with qualitative phenomenon i.e.,

phenomena relating to or involving quality or kind. This type of research aimed at
discovering the underlying motives and desires, using a depth interview for the purpose.
Qualitative research is especially important in behavioral science where the aim is to
discover the underlying motives of human behavior.

7. Conceptual Research: Conceptual research is related to some abstract ideas or theories. It

is generally used by philosophers and thinkers to develop new concepts or to
reinterpret existing ones.
8. Empirical Research: Empirical research realizes on experience or observation alone, often
without due regard for system and theory. It is data-based research, coming up with

37
 conclusions that are capable of being verified by observation or experiment. In such
research, the researcher must first provide himself with a working hypothesis or guess as to
the probable results.

RESEARCH PROCESS

There are a variety of approaches to research in any field of investigation, irrespective of

whether it is applied research or basic research. Each research study will be unique in some
ways because of the time, setting, environment, and place it is being undertaken.

Step 1: Identifying the Research Problem

The first and foremost task in the entire process of scientific research is to identify a research
problem. A well-identified problem will lead the researcher to accomplish all-important
phases of the research process, from setting objectives to selecting the research methodology.
But the core question is whether all problems require research.

38
Step 2: Reviewing of Literature

A review of relevant literature is an integral part of the research process. It enables the
researcher to formulate his problem in terms of the specific aspects of the general area of his
interest that has not been researched so far. Such a review provides exposure to a larger body of
knowledge and equips him with enhanced knowledge to efficiently follow the research process.
Through a proper review of the literature, the researcher may develop the coherence between the
results of his study and those of the other.

Step 3: Setting Research Questions, Objectives, and Hypothesis

After discovering and defining the research problem, researchers should make a formal
statement of the problem leading to research objectives. An objective will precisely say what
should be researched, delineate the type of information that should be collected, and provide a
framework for the scope of the study. A well-formulated, testable research hypothesis is the best
expression of a research objective. A hypothesis is an unproven statement or proposition that
can be refuted or supported by empirical data. Hypothetical statements assert a possible answer
to a research question.

Step 4: Choosing the Study Design

The research design is the blueprint or framework for fulfilling objectives and answering
research questions. It is a master plan specifying the methods and procedures for collecting,
processing, and analyzing the collected data. There are four basic research designs that a
researcher can use to conduct their study are:

1. survey,
2. experiment,
3. secondary data study, and
4. observational study

Step 5: Deciding on the Sample Design

Sampling is an important and separate step in the research process. The basic idea of
sampling is that it involves any procedure that uses a relatively small number of items or
portions (called a sample) of a universe (called population) to conclude the whole population. A
sample is a part of the population, carefully selected to represent that population. If certain

39
statistical procedures are followed in selecting the sample, it should have the same
characteristics as the population. These procedures are embedded in the sample design.
Sample design refers to the methods followed in selecting a sample from the population and the
estimating technique vies-a-vies the formula for computing the sample statistics.

Step 6: Collecting Data from the research sample

Data gathering may range from simple observation to a large-scale survey in any defined
population. There are many ways to collect data. The approach selected depends on the
objectives of the study, the research design, and the availability of time, money, and
personnel. The most common means for collecting quantitative data is the structured
interview.

Step 7: Process and Analyze the Collected Research Data

Data processing generally begins with the editing and coding of data. Data are edited to ensure
consistency across respondents and to locate omissions if any. Data analysis usually involves
reducing accumulated data to a manageable size, developing summaries, searching for patterns,
and applying statistical techniques for understanding and interpreting the findings
considering the research questions. Further, based on his analysis, the researcher determines if
his findings are consistent with the formulated hypotheses.

Step 8: Writing Research Report

The entire task of a research study is accumulated in a document called a proposal or research
proposal. A research proposal is a work plan, prospectus, outline, offer, and a statement of intent
or commitment from an individual researcher or an organization to produce a product or render
a service to a potential client or sponsor. The proposal will be prepared to keep the sequence
presented in the research process. The proposal tells us what, how, where, and to whom it will
be done.

RESEARCH DESIGN

Research design is the framework of research methods and techniques chosen by a researcher to
conduct a study. The design allows researchers to sharpen the research methods suitable for the
subject matter and set up their studies for success.

40
TYPES OF RESEARCH DESIGN:

Experimental

An experimental design is used when the researcher wants to examine how variables interact
with each other. The researcher manipulates one variable (the independent variable) and
observes the effect on another variable (the dependent variable).

Correlational

A correlational design examines the relationship between two or more variables without
intervening in the process. Correlational design allows the analyst to observe natural
relationships between variables. This results in data being more reflective of real-world
situations.

Descriptive

Descriptive research refers to a systematic process of observing and describing what a subject
does without influencing them. Methods include surveys, interviews, case studies, and
observations. Descriptive research aims to gather an in-depth understanding of a phenomenon
and answers when/what/where.

Diagnostic

Diagnostic research determines the root cause of a problem and finds the most effective
solution. It’s often used in marketing to identify areas of improvement or potential
opportunities for growth.

The diagnostic research design consists of three steps:

• Inception, which includes data collection and problem definition.

• Diagnostics, which comprises data analysis, hypothesis testing, and setting objectives.
• Solutions, which define the best possible solution.

DATA COLLECTION

Data is a collection of facts, figures, objects, symbols, and events gathered from different
sources. Organizations collect data with various data collection methods to make better
decisions. Without data, it would be difficult for organizations to make appropriate decisions, so
data is collected from different audiences at various points in time.
41
Types of Data Collection:

PRIMARY DATA

Primary data is the data that is collected for the first time through personal experiences or
evidence, particularly for research. It is also described as raw data or first-hand information. The
data is mostly collected through observations, physical testing, questionnaires, surveys, personal
interviews, telephonic interviews, etc.

METHODS OF PRIMARY DATA COLLECTION:

1. Interviews

Interviews are a direct method of data collection. It is simply a process in which the
interviewer asks questions, and the interviewee responds to them. It provides a high degree of
flexibility because questions can be adjusted and changed anytime according to the situation.

2. Observations

In this method, researchers observe a situation around them and record the findings. It can be
used to evaluate the behavior of different people in controlled (everyone knows they are being
observed) and uncontrolled (no one knows they are being observed) situations. This method is
highly effective because it is straightforward and not directly dependent on other participants.

42
3. Surveys and Questionnaires

Surveys and questionnaires provide a broad perspective from large groups of people. They can
be conducted face-to-face, mailed, or even posted on the Internet to get respondents from
anywhere in the world. The answers can be yes or no, true, or false, multiple choice, and even
open-ended questions. However, a drawback of surveys and questionnaires is delayed
response and the possibility of ambiguous answers.

4. Experimental method

An experimental study is a standard method of data collection that involves the manipulation of
the samples by applying some form of treatment prior to data collection. It refers to
manipulating one variable to determine its changes on another variable.

SECONDARY DATA

Secondary data is data collected by someone other than the actual user. It means that the
information is already available, and someone analyses it. The secondary data includes
magazines, newspapers, books, journals, etc. It may be either published data or unpublished
data.

METHODS OF SECONDARY DATA COLLECTION:

Secondary data refers to data that has already been collected by someone else. It is much more
inexpensive and easier to collect than primary data. While primary data collection provides
more authentic and original data, there are numerous instances where secondary data collection
provides great value to organizations.

1. Internet

The use of the Internet has become one of the most popular secondary data collection
methods in recent times. There is a large pool of free and paid research resources that can be
easily accessed on the Internet. While this method is a fast and easy way of data collection, you
should only source from authentic sites while collecting information.

2. Libraries

Most researchers donate several copies of their academic research to libraries. You can
collect important and authentic information based on different research contexts. Libraries also

43
serve as a storehouse for business directories, annual reports and other similar documents that
help businesses in their research.

3. Educational Institutions

Importance of collecting data from educational institutions for secondary research is often
overlooked. However, more research is conducted in colleges and universities than any other
business sector. The data that is collected by universities is mainly for primary research.
However, businesses or organizations can approach educational institutions and request for data
from them.

4. Commercial Information Sources

Local newspapers, journals, magazines, radio and TV stations are a great source to obtain data
for secondary research. These commercial information sources have first-hand information
on economic developments, political agenda, market research, demographic segmentation
and similar subjects.

SOURCES OF DATA COLLECTION:

Primary Data:

The primary data were collected through well-structured Questionnaire which was circulated on
social media platforms.

Secondary Data:

The secondary data was collected through internet, websites, research papers, eBooks and online
journals.

Sample Technique:

Conveniences Sampling

Sample was taken on convenience basis. Advantage of sampling is that it is easiest, quicker and
low-cost method of sampling.

44
Sample Size:

Sample size was 100 out of which researcher got 96 responses.

Research Instrument:

Structured questionnaire with both open-ended and close-ended questions in Google forms,
excel worksheet.

45
 Objectives of Study

1. To Identify how organization acquire the talented people in terms of skills, knowledge,
attitude, communication and personality.
2. To understand the forecasting need of manpower in the organization.

3. To know the managerial satisfaction level about recruitment and selection procedure.

4. To learn the levels of recruitment and selection process in HDFC Bank.

5. To critically analyze the effectiveness of recruitment and selection procedure.

6. To know more about internal and external sources of recruitment in depth.

Hypothesis of the Study:

“The effective Recruitment and Selection Techniques are preferred to select appropriate
candidates for a particular job”.

46
 CHAPTER 5
DATA ANALYSIS AND INTERPRETATION

47
 DATA ANALYSIS AND INTERPRETATION

1)Do you think present recruitment policy is helpful in achieving the goals of the
organization?

Options Yes No Total

To some
extent
Responses 54 0 42 96

Percentage 56.3% 0% 43.8% 100%

INTERPRETATION:

From the above observation, it is inferred that 70.4% of respondents say yes while remaining
29.6%% of respondents says to some extent that present recruitment policy is helpful in
achieving the goals of the organization.

48
2) Through which source of recruitment your organizations recruit the candidate?

Options Internally Externally Both Other Total

Responses 13 34 48 1 96

Percentage 13.5% 34% 50% 1% 100%

INTERPRETATION:
From the above observation, it is inferred that 63% of respondents say both that is internal
and external while 29.6% of respondents say externally and remaining 7.4% of respondents
says internally as a source of recruitment used for recruiting the candidate.

49
3) Which of the following external sources you choose for recruitment of the candidates?

Options Placement Data bank Campus Causal Total

agencies interview application
Responses 25 15 39 17 96
Percentage 26% 15.6% 40.6% 17.7% 100

INTERPRETATION:
From the above observation, it is inferred that 40.7% of respondent say campus interview,
33.3% of respondent say placement agencies, 14.8% of respondent say data bank, and
remaining 11.1% of respondent say causal application as a result of external source of
recruitment.

50
4) Which is the most important quality the organization looks for in a candidate?

Options Responses Percentage

Knowledge 13 13.5%

Personal interview 27 28.1%

Skills & abilities 35 36.5%
Leadership 10 10.4%
Critical thinking 11 11.5%
Total 96 100%

INTERPRETATION:

From the above observation, it is inferred that 40.7% of respondents say skills & abilities,
22.2% of respondent say personal interview, 18.5% of respondent say knowledge, 11.1% of
respondent say leadership, other remaining 7.4% respondent say critical thinking as
important quality organization looks for in a candidate.

51
5) Which is the best job portal according to you?

Options Responses Percentage

Monster.com 0 0%
Quick.com 2 7.4%
Naukari.com 9 33.3%
LinkedIn 14 51.9%
Fresherworld.com 2 7.4%
Total 27 100%

INTERPRETATION:
From the above observation, it is inferred that 51.9% of respondents say LinkedIn, 33.3% of
respondent say naukari.com, 7.4% of respondent say fresherworld.com, remaining 7.4% of

respondent say quick.com as best job portal according to them.

52
 6)Which is the best internal source of recruitment as per you?

Options Responses Percentage

Transfer 2 7.4%
Promotion 15 55.5%
Job enlargement 6 22.2%
Employee referral 4 14.8%
Total 27 100%

INTERPRETATION:
From the above observation, it is inferred that 55.5% of respondent say promotion, 22.2% of
respondent say job enlargement, 14.8% of respondent say employee referral and remaining
7.4% of respondents say transfer as best internal source of recruitment.

53
7) How was the approach of management during the process of recruitment and selection?

Options Responses Percentage

Positive/serious 20 74.1%
Casual 4 14.8%
Negative 1 3.7%
Other 2 7.4%
Total 27 100%

INTERPRETATION:
From the above observation, it is inferred that 74.1% of respondent say positive/serious,
14.8% of respondent say casual, while remaining 7.4% respondent say other ( friendly in
nature) as approach of management during the process of recruitment and selection.

54
8)Which of the following test generally used for recruiting a candidate?

Options Responses Percentage

Aptitude test 18 66.7%
Written test 3 11.1%
Interview 6 22.2%
Other test 0 0%
Total 27 100%

INTERPRETATION:

From the above observation, it is inferred that 66.7% of respondent say aptitude test ,22.2%
of respondent say interview, 11.1% of respondent say written test as a result of test used for
recruiting a candidate.

55
9) Which type of technique / method is used for interview in selection procedure?

Options Responses Percentage

Structured 5 18.5%
Unstructured 3 11.1%
Both 19 70.4%
Other 0 0%
Total 27 100%

INTERPRETATION:

From the above observation, it is inferred that 70.4% of respondent say both i.e. structured and
unstructured, 18.5% of respondent say structured, 11.1% of respondent say unstructured as a
result of technique / method is used for interview in selection procedure.

56
10) Identify the source from where you came to know about this job?

Options Responses Percentage

Advertisement 5 18.5%
Campus 3 11.1%
Personal reference 7 25.9%
E- recruitment 8 29.6%
Other 4 14.8%
Total 27 100%

INTERPRETATION:

From the above observation, it is inferred that 29.6% of respondents say e- recruitment, 25.9%
of respondents say personal reference, 18.5 % of respondents say advertisement, 14.8% of
respondents say other and remaining 11.1% of respondents say campus as a source from where
they came to know about this job.

57
11) When does the organization prefer to go for manpower planning i.e. recruitment and
selection process?

Options Responses Percentage

Yearly 7 25.9%
Quarterly 7 25.9%
Regularly 4 14.8%
No fixed time 9 33.3%
Total 27 100%

INTERPRETATION:
From the above observation, it is inferred that 33.3% of respondents say no fixed time, 25.9% of
respondent say quarterly, 25.9% of respondent say yearly, while remaining 14.8%
respondents say regularly as a result of manpower planning i.e. recruitment and selection
process.

58
12)Do you feel branding of the organization contribute to the effective recruitment and
selection process because of

Options Responses Percentage

Good working environment 6 22.2%

and 3 11.1%
Good compensation
bonus structure
Quality of workforce 2 7.4%
All of the above 16 59.3%
Total 27 100%

INTERPRETATION:
From the above observation, it is inferred that 59.3% of respondent says all of the above, 22.2%
of respondents say good working environment,11.1% of respondent says good
compensation and bonus structure, while remaining respondent say that quality of workforce as
a result branding of the organization contribute to the effective recruitment and selection
process.

59
13) The hiring process helps in identifying the competence both visible (like skills,
knowledge) and hidden aspects (like behavioral, social role, trait)?

Options Responses Percentage

Yes 23 85.2%
No 0 0%
Maybe 4 14.8%
Total 27 100%

INTERPRETATION:

From the above observation, it is inferred that 85.2% of respondents say yes, 14.8% of
respondents say maybe as a result hiring process helps in identifying the competence both
visible (like skills, knowledge) and hidden aspects (like behavioral, social role, trait).

60
14) Do you feel that fitting/ placing Right person to Right job will help to achieve both
organization as well as applicant their desired aims and objectives?

Options Responses Percentage

Strongly agree 12 44.4%
Agree 13 48.1%
Neutral 2 7.4%
Disagree 0 0%
Strongly disagree 0 0%
Total 27 100%

INTERPRETATION:
From the above observation, it is inferred that 48.1% of respondent agrees, 44.4% of
respondents strongly agree, while remaining 7.4% of respondents says neutral as a result of
fitting/ placing Right person to Right job will help to achieve both organization as well as
applicant their desired aims and objectives.

61
15) Do you really think that placing right person to right job through effective recruitment and
selection technique can benefit an organization in many ways, as it

Options Responses Percentage

Saves training time 9 33.3%

Reduce turnover cost 3 11.1%

Maximizes productivity 10 37%

Quality of workforce 5 18.5%

Total 27 100%

INTERPRETATION:
From the above observation, it is inferred that 37% of respondents says it maximizes
productivity, 33.3% respondents say saves training cost, 18.5% of respondents say quality of
workforce remaining 11.1% of respondents say reduces turnover cost as a result of placing
right person to right job through effective recruitment and selection technique .

62
 FINDINGS

1. Recruitment materials have a more positive impact if it contain more specific

information.
2. Applicants beliefs that recruitment and selection is a good fit between their values and the
organisations influence their job choice decisions.
3. Recruitment and selection procedure are the key elements of HR planning ,which ensures to
place right person to right job.
4. Mostly external sources of recruitment are considered.
5. Most of the HR considers interview and aptitude test for selection criteria.
6. Recruitment and selection process helps an candidate to know their actual potential and the
level of competences required to perform a job.
7. Psychometric test is not conducted in organisation during the selection process.

63
 CONCLUSION

An effective recruitment and selection process reduces labour turnover in the organisation , we
also get much better results in our recruitment process if we advertise specific criteria and
prepare a proper job analysis statement that is relevant to the job. Includes all necessary skills,
and include a desired skills that are necessary but that would enhance the candidates chances for
selection. If we fail to do this, we might end up with a low – quality pool of candidates and wind
up with limited choice to fell the open position. When HR choose a candidate based upon the
qualification demonstrated in the resume, the interview, employment history and
background check , they land the best fit for the position.
The recruitment and selection process is the time when HR of the organisation not only identify
a candidate who has the experience, aptitude and skills and abilities to do the job that they are
looking to fill, but also to find someone who shares and endorses the organisation core
values.
The candidate will need to fit in well within the organisation norm and culture.
Selection function provides a vital opportunity to an HR to focus on what candidate can offer
the organisation . The interviewer must know what the job is and what will be required for a
new hire to perform well. The interview process also helps HR to further express
organisations vision, goals and needs.
The interview process also plays a vital role in elicits responses from applicants that can
measured against the expectations for the position. Policies should always be reviewed as these
are affected by the changing environment. Management should get specific training on the
process of recruitment and selection to increase their awareness on the dangers of wrong
placements. As of now HDFC Bank Ltd. has a team of effective human resource which is
efficiently managing the organisation at its best .

64
 CHAPTER 7
LIMITATIONS AND SUGGESTIONS

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 LIMITATIONS

However I have tried my best in collecting the relevant information for my research report,
yet there are always some problems faced by the researcher. The prime difficulties which I
faced while collecting the information discussed below :

1. Short time period, the time period for carrying out the research was short as a result of which
there may be certain facts left out unexpected.
2. Lack of resources, lack of time and other resources as it was not possible to conduct surveys
on a large level .
3. It was difficult to reach working employees on social media for survey research.
4. Unwillingness of respondents to answer as while collecting the data many respondents were
unwilling to fill the questionnaire .
5. Due to some reluctant behaviour it was very difficult to collect the data from the
respondents.
6. There is a chance of bias in the information given by the respondents as the questionnaire
was conducted through social media platform.

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 SUGGESTIONS

1)Recruitment should be done by analyzing the job firstly which will make it easier and will be
beneficial from the organizations point of view.

2)The recruitment and selection procedure should not be too lengthy and time consuming.

3)Organization should obtain the use of internal recruitment process first because it incurs less
cost and acts as a motivational factor to the employees.

4)Recruitment and selection procedure should be done carefully as it is concern with placing
right person to right job for achieving goals and objectives of an organization.

5)While recruiting a candidate there should be no personal bias involved.

6)Recruitment and selection are multi-step procedure where all the steps are vital and
essential to perform for selecting a right candidate.

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 CHAPTER 8
BIBLIOGRAPHY

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 BIBLIOGRAPHY

BOOKS
1. Fundamentals of Human Resource Management, Miss Sonali B Shangrapawar, Sheth
Publishers Pvt. Ltd. First Edition.
2. Research Methodology, DR. SC. Gulhane, Sheath Publishers, First Edition.
3. Human Resource Management by Gary Dressler.

WEBSITES

www.google.com

www.wikipedia.com

www.hdfcbank.com

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CHAPTER 9
ANNEXURE

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 ANNEXURE

1. Do you think present recruitment policy is helpful in achieving the goals of the
organization?

• Yes
• No
• To some extent

2. Through which source of recruitment your organizations recruit the candidate?

• Internally
• Externally
• Both
• other

3. Which of the following external sources you choose for recruitment of the candidates?

• Placement agencies
• Data bank
• Campus interview
• Causal application

4. Which is the most important quality the organization looks for in a candidate?

• Knowledge
• Past Experience
• Skills and Abilities
• Leadership
• Critical Thinking

5. Which is the best job portal according to you?

• Monster.com
• Quick.com
• Naukari.com
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 • LinkedIn
• Fresherworld.com

6. Which is the best internal source of recruitment as per you?

• Transfer
• Promotion
• Employee referral
• Job enlargement

7. How was the approach of management during the process of recruitment and selection?

• Positive / serious
• Casual
• Negative
• other

8. Which of the following test generally used for recruiting a candidate?

• Aptitude test
• Written test
• Interview
• Other

9. Which type of technique / method is used for interview in selection procedure?

• Structured
• Unstructured
• Both
• other
10. Identify the source from where you came to know about this job?

• Advertisement
• Personal references
• Campus
• E- recruitment
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 • Other

11. When does the organization prefer to go for manpower planning i.e. recruitment and
selection process?

• Quarterly
• Yearly
• Regularly
• No fixed time

12. .Do you feel branding of the organization contribute to the effective recruitment and
selection process because of

• Good working environment

• Good compensation and bonus structure
• Quality of workforce
• All of the above

13. The hiring process helps in identifying the competence both visible (like skills,
knowledge) and hidden aspects (like behavioral, social role, trait)?

• Yes
• No
• Maybe

14. Do you fell that fitting/ placing Right person to Right job will help to achieve both
organization as well as applicant their desired aims and objectives?

• Highly agree
• Agree
• Neutral
• Disagree
• Highly disagree

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15. Do you really think that placing right person to right job through effective recruitment
and selection technique can benefit an organization in many ways?

• Saves training time

• Reduce turnover cost

• Maximizes productivity
• Quality of workforce

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