PROJECT ON

ICICI BANK INTERNAL & EXTERNAL RECRUITMENT

OUR HR TEAM
ADNAN KAZI JEEVAN ASKANI KEVIN SHAH BHADRIK BHATT KASHYAP PANCHAL

MEANING:
y According to Edwin B. Flippo, ´Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization.µ

which also enables the registered candidates to apply for the jobs directly. y As & when requirements occur. opportunities are listed on the website. . y The Bank has 1467 branches & 4721 ATMs across various cities/towns of India. y ICICI Bank has its own career portal .for interested candidates to register their profile.Coverage of ICICI: y ICICI Bank is one of the largest private bank in India.

at their website as below : y Visit ICICI career site @ www. . using which you can Update your profile/Search/Apply for jobs in ICICI bank.com y Click on the link Career Opportunity y Fill-in the profile form by clicking on the link Talent Database y Remember the Login ID and Password .How to register with ICICI Bank for future Job Offers? y Candidates looking for jobs in ICICI bank can register their profile.icicicareers.. educational details etc.

y To search or head hunt people whose skills fit the company·s values. . y To anticipate and find people for positions that do not exist yet.OBJECTIVES: y To attract people with multi-dimensional skills and experiences that suit the present and future organizational strategies. y To seek out non-conventional development grounds of talent. y To infuse fresh blood at all levels of the organization. y To search fro talent globally and not just within the company. y To devise methodologies for assessing psychological traits. y To induct outsiders with a new perspective to lead the company. y To develop an organizational culture that attracts competent people to the company.

Arranging the interviews with the selected candidates. These contain: ‡ Posts to be filled ‡ Number of persons ‡ Duties to be performed ‡ Qualifications required Preparing the job description and person specification. Short-listing and identifying the prospective employee with required characteristics.RECRUITMENT PROCESS: y A general recruitment process is as follows: y Identifying the vacancy: y The recruitment process begins with the human resource department receiving y y y y y y requisitions for recruitment from any department of the company. Conducting the interview and decision making . Locating and developing the sources of required number and type of employees (Advertising etc).

SOURCES OF RECRUITMENT: .

INTERNAL SOURCES OF RECRUITMENT: y y y y y y y Advantages: Motivated employees and Higher morale Employees familiar with the organization Higher probability of success Industrial Peace Relatively inexpensive Training and skill enhancement Overcoming surpluses and shortages .

y Employees may become lethargic if they are sure of time bound promotions y Spirit of competition may be hampered y Frequent transfers of employees may reduce the overall productivity of the organization.INTERNAL SOURCES OF RECRUITMENT: y Disadvantages: y Reduced scope for fresh talent. y Political infighting for promotion .

EXTERNAL SOURCES OF RECRUITMENT: y y y y Advantages: Qualified Personnel Wider Choice Fresh Talent Competitive Spirit .

EXTERNAL SOURCES OF RECRUITMENT: Disadvantages: y Dissatisfaction amongst existing staff y Lengthy process (Increased adjustment period) y Costly Process y Uncertain Process .

And the external factors are those factors which cannot be controlled by the organization.FACTORS AFFECTING RECRUITMENT: y The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. . The internal forces or factors are the factors that can be controlled by the organization.

GROWTH AND EXPANSION: . RECRUITMENT POLICY: y 2. HUMAN RESOURCE PLANNING: y 3. SIZE OF THE FIRM: y 4.THE INTERNAL FORCES y 1. COST: y 5.

POLITICAL-SOCIAL.LEGAL ENVIRONMENT: y 5. UNEMPLOYMENT RATE: y 6. COMPETITORS: . SUPPLY AND DEMAND: y 2. LABOUR MARKET y 3.THE EXTERNAL FORCES y 1. IMAGE / GOODWILL: y 4.

HEAD HUNTING y Headhunting refers to the approach of finding and attracting the best experienced person with the required skill set. Headhunting involves convincing the person to join your organization. .

Headhunting Process .

Therefore. y It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme.RECRUITMENT POLICY OF ICICI y In today·s rapidly changing business environment. Creating a suitable recruitment policy is the first step in the efficient hiring process. a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people. A clear and concise recruitment policy helps ensure a sound recruitment process. which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. . it is important to have a clear and concise recruitment policy in place.

Components of the ecr itment olicy y The general recruitment policies and terms of the organization y Recruitment services of consultants y Recruitment of temporary employees y Unique recruitment situations y The selection process y The job descriptions y The terms and conditions of the employment .

y To ensure that every applicant and employee is treated equally with dignity y y y y y y y y and respect. Abides by relevant public policy and legislation on hiring and employment relationship. To aid and encourage employees in realizing their full potential. Transparent. Optimization of manpower at the time of selection process. Unbiased policy. Weightage during selection given to factors that suit organization needs. Defining the competent authority to approve each selection. task oriented and merit based selection. .A recruitment policy of an organization should be such that: y It should focus on recruiting the best potential people. Integrates employee needs with the organizational needs.

y Preferred sources of recruitment. y Recruitment costs and financial implications. . y Need of the organization.Factors Affecting Recruitment Policy: y Organizational objectives y Personnel policies of the organization and its competitors. y Government policies on reservations.

OUTSOURCING: .

How to Select a Recruitment Consultant: y The reputation of the consulting firm in the job market (based on expertise and experience). y Who are the consultant·s or firm·s past and present clients? y Consultant·s expertise and experience (from how long has the firm been in the business) y Does the recruitment consultant have the requisite resources to complete the targets on time? y Get the idea of the effectiveness and the services of the recruitment consultant from its current and past clients .

Qualities of an independent recruitment consultant: y Marketing skills y Flexibility and adaptability y Wisdom y Exuberance y Ability to prioritize y Ambition y Resourcefulness y Diplomacy/ delicacy .

Value creation. highly productive employees. Turning the management's focus to strategic level processes of HRM. Optimal resource utilization. hence. Structured and fair performance management. y 7. y 2. Accessibility to the expertise of the service providers. y 6. y 3. y 4. . A satisfied and. y 5. operational flexibility and competitive advantage.The advantages accruing to the corporate are: y 1. Freedom from red tape and adhering to strict rules and regulations.

FORMS OF RECRUITMENT y Centralized Recruitment: y Decentralized Recruitment: .

The major challenges faced by the HR in recruitment are: y Adaptability to globalization y Lack of motivation y Process analysis y Strategic prioritization .

TYPES OF JOB SEEKERS: y Quid Pro Que: y I will be with you: y I will do you what you want: y Where do you want me to come: .

RECRUITMENT STRATEGIES: y Identifying and prioritizing jobs: y Candidates to target: y Sources of recruitment: y How to evaluate the candidates: .

: Eligibility Criteria for Test What is the selection procedure? Who can apply? .g. y y y y 2. : Business Analyst Key Deliverables Key Skills Project Management experience Qualifications E.g.How practically recruitment process is applied by ICICI 1. y y y E.

because it·s related to human resources. so every organization have to take care about their recruitment processes.Conclusion: y Recruitment is a very important process in any organization. . who have to perform according to their ability and skills. y Any financial organization like ICICI should take care about internal or external sources. which related to recruitment process or the selection process. of the company.

Recommendations: y As par the study. It·s required to be more flexible. more effective. which isn·t a good sign so they have to take cake all or the above segments. I come to know about the recruitment system of this bank. and they can also add more policies like online testing. They have to follow some more effective steps for that they can get more suitable employees . or more faster because some time it takes lots of time to be complete. online result. online exam preparations etc.

.indianbanksguide.in y www.bankexamsindia.. y www.com/icici-bank-recruitment-2010-managersassistant-managers-sales-officers-required-in-icici-bank.com/icici-bank-recruitment-po-may-2010recruitment y www.oyindia.iupsc./icici-bank-porecruitment-2010 .Bibliography: y freshersdaily.com y www.com/bank.

Master your semester with Scribd & The New York Times

Special offer for students: Only $4.99/month.

Master your semester with Scribd & The New York Times

Cancel anytime.