project on recruitment and selection at kotak mahindra bank limited

1. A
SUMMER INTERNSHIP PROJECT
ON
RECRUITMENT AND SELECTION
AT
KOTAK MAHINDRA BANK LIMITED
Submitted to
S.R. LUTHRA INSTITUTE OF MANAGEMENT
Faculty Guide: Company Guide:
Mr. Mehul Mehta Mr. Rana Pal
Asst. Professor Chief HR Manager
(Kotak Mahindra
Bank Limited)
Submitted by
Miss. Shivali Mori
Enrollment No. 137500592098

2. INDUSTRY PROFILE
GLOBAL
NATIONAL
MAJOR PLAYERS
MAJOR OFFERINGS

3. PESTELANALYSIS

4. COMPANY PROFILE
VISION
The global Indian Financial Services Brand
The Most Preferred Employer in Financial Services
The Most Trusted Financial Services Company
Value Creation

5. MANAGEMENT STRUCTURE
Kotak
Mahindra Bank
Ltd
Branch
Manager
Retail Liability-
Branch
Banking
Branch
Operations
Manager
Service Officer
Self-Desk
Officer
Retail Liability-
Sales
Branch Sales
Manager
Account
Aquisition
Manager
Deputy Branch
Manager
Relationship
Officer
Relationship
Manager

6. SWOTANALYSIS
S
W
O
T

7. RECRUITMENTAND SELECTION
AT
KOTAK MAHINDRA BANK
LIMITED

8. POSITION
LISTING
Recruitment
targets
Job
description
Interview
scheduling
Tracking
candidates
Obtaining
CV
Short listing
CV
Line
interview
HR
interview
PI test and
CIBIL
check

9. Continued…
Reference
check
Approval
of
manpower
planning
Selection
decision
Salary
fitment
DOJ
Receive
offer letter
Issue of
letter
Job offer
Joining
process
Induction
training

10. Work by Korsten (2003)
Human Resource Management
theories emphasize on techniques of
recruitment and selection and
outline the benefits of interviews,
assessment and psychometric
examinations as employee selection
process.
Work by Jones et al. (2006)
Successful recruitment techniques
involve an incisive analysis of the job,
the labour market scenario/ conditions
and interviews, and psychometric tests
in order to find out the potentialities of
job seekers. approaches to selection
include several types of interviews,
role play, group discussions and group
tasks, and so on.
LITERATURE REVIEW

11. Work by Alan Price (2007)
The existing competition among
business enterprises for recruiting
the most potential workers on the
pathway towards creating
innovations, with management
decision making and employers
attempting to hire only the best
applicants who would be the best fit
for the corporate culture and ethics
specific to the company.
Work by Hiltrop (1996)
Selectively hiring has a positive impact
on organizational performance. With
recruitment and selection techniques
for efficient hiring decisions, high
performing companies are most likely
to spend more time in giving training
particularly on communication and
team-work skills

12. RESEARCH METHODOLOGY
Problem Statement:
In Kotak Mahindra Bank Limited, gaps in employee
requirement are filled with the help of recruitment and
selection. For this various sources of recruitment and
explored. Finally the CV’s are solicited and the
selection procedure is followed.

13. RESEARCH METHODOLOGY
(continued)
Research Objective
1. To study the Recruitment and Selection procedure
followed at KMBL.
2. To know the sources of recruitment and selection
explored by KMBL.
3. To study whether present recruitment and selection
procedure used is effective.
4. To study the awareness and satisfaction about the
recruitment and selection procedure followed among
the managerial level.

14. Research Hypothesis
Test:
 Objective: To check whether sources of recruitment
and better results are independent
Where,
 Ho: There is no association between sources of
recruitment and better results of recruitment and
selection.
 H1: There is association between sources of
recruitment and better results of recruitment and
selection.

15. Test Value = 33
T df
Sig. (2-
tailed)
Mean
Difference
95%
Confidence
Interval of
the
Difference
Lower Upper
Sources of
recruitment increase
results of recruitment
and selection
-356.374 32 0 -31.485 -31.66 -31.30
Table value = 1.310
Calculated T < Table value
Therefore, Ho is failing to accept and H1 is accepted.

16. RESEARCH METHODOLOGY
(continued)
Research Design: descriptive research design
Universe of the study: All the above M3 level employees
at Kotak Mahindra Bank Limited
Sample Study
Sampling Method: Convenience Sampling Method
Sample Size: 33 employees above M3 of all the branches
in Surat.

17. RESEARCH METHODOLOGY
(continued)
Data Collection Method: Survey Method
Data Collection Tools: Questionnaire with close ended questions
LIMITATIONS:
Since KMBL is spread across the country, it was not possible to
cover all the branches.
Since the questionnaire was to be filled only by the managerial
level, it was difficult to approach them.
Lack of time limits the scope of the project.
Lack of experience of the researcher.
Cost involved in conducting the research was high.

18. DATAANALYSIS
AND
INTERPRETATION

19. Do you think the organizations recruitment and
selection is timely?
12.12
69.69
15.15
3.03
0
0
10
20
30
40
50
60
70
80
Strongly Agree Agree Neutral Disagree Strongly Disagree

20. Does HR provides quality pool of applicants?
18.18
60.6
18.18
3.03
0
0
10
20
30
40
50
60
70
Strongly Agree Agree Neutral Disagree Strongly disagree

21. Is recruitment and selection effective for the
organization?
27.27
57.57
15.15
0 0
0
10
20
30
40
50
60
70
Strongly Agree Agree Neutral Disagree Strongly Disagree

22. Does the organization clearly define the
position, objective, requirements and candidates
specifications in the recruitment process?
33.33
54.54
6.06 6.06
0
0
10
20
30
40
50
60
Strongly Agree Agree Neutral Disagree Strongly Disagree

23. Which sources of recruitment are used by
KMBLto hire new employees?
3.03 3.03
93.93
0
10
20
30
40
50
60
70
80
90
100
Internal External Both

24. Internal Sources External Sources
63.63
36.36
81.81
3.03
0
10
20
30
40
50
60
70
80
90
Promotion Transfer Employee
Referrals
Retired
Employees
54.54
75.75
60.6
45.45
18.18
0
10
20
30
40
50
60
70
80

25. Better results of recruitment and selection can
be increased by selecting the best recruitment
sources
48.48
51.51
0 0 0
0
10
20
30
40
50
60
Strongly Agree Agree Neutral Disagree Strongly Disagree

26. Does selection depend upon interview?
42.42 42.42
9.09
3.03 3.03
0
5
10
15
20
25
30
35
40
45
Strongly Agree Agree Neutral Disagree Strongly Disagree

27. Are interviews the basic filters of selection?
24.24
69.69
3.03 3.03
0
10
20
30
40
50
60
70
80
Strongly Agree Agree Neutral Disagree

28. How many rounds of personal interview are
conducted?
90.9
87.87
60.6
72.72
69.69
60.6
81.81
90.9
0
10
20
30
40
50
60
70
80
90
100
AAM SO RO BSM BBRM BM ASM AM

29. Rate the following parameters of interview
on the scale of 1 to 5. (1=low, 5=high).
0
9.09 9.09
6.06
3.03
21.21
6.06
3.03
6.06
18.18
24.24
9.09
33.33
18.18
21.21
27.27
9.09 9.09
36.36
51.51
42.42
36.36
42.42
36.36
24.24
18.18
21.21
12.12
21.21
24.24
0
10
20
30
40
50
60
Personality Check Intellectual Ability Qualification Technical Proficiency Knowledge Experience
Very Low Low Average High Very High

30. Does KMBLuse selection tests?
93.93
6.06
Yes No

31. What are the findings of psychometric test that is
conducted? (Multiple Choice)
57.57
60.6
51.51
42.42
60.6
42.42
30.3
0
10
20
30
40
50
60
70
Personality Aggression Customer
orientation
Detail orientation Leadership Business
orientation
Selling skills

32. Are you satisfied with the LTO Training provided
to the new employee?
87.87
12.12
Yes No

33. How would you rate HR department’s
performance in recruitment and selection?
9.09
63.63
27.27
0 0
0
10
20
30
40
50
60
70
Highly Satisfied Satisfied Neutral Dissatisfied Strongly Dissatisfied

34. Are you satisfied with the present recruitment and
selection practices?
90.9
9.09
Yes No

35. FINDINGS
A particular job’s duties and responsibilities are not defined in
detail during the selection process.
Interview, PI Test, CIBIL check and reference check are
considered to be one of the most important parts of selection
process at KMBL.
At KMBL, personality check, knowledge and experience are
most important parameters of an interview.
Since both the sources of recruitment are used, HR is able to
provide quality pool of candidates on time and is effective for
KMBL.
Among the internal sources, promotions and employee
referrals are most commonly used. While among the external
sources, consultant and walk-ins are most commonly used.

36. FINDINGS (continued)
Since the HR department’s performance is rated good, it
can be said that they are satisfied with the present
recruitment and selection practices.
The actual parameters of PI test are:
 Aggression
 Business orientation
 Customer orientation
 Detail orientation
However, it was found that some of the respondents were
not aware about the same.

37. CONCLUSION
Recruitment and selection is done timely and the
vacancies are filled soon.
HR provides quality pool of candidates and the
recruitment and selection process is considered to be
effective.
As far as recruitment is concerned, KMBL uses both the
sources i.e. internal as well as external sources.
Better results can be produced by selecting the best
sources of recruitment.

38. CONCLUSION (continued)
For different designations, different numbers of rounds
of interviews are conducted.
LTO training which is provided is satisfactory for all the
employees.
HR department’s performance is rated to be overall
good.

39. BIBLIOGRAPHY
 http://articles.economictimes.indiatimes.com/2007-02-02/news/28486052_1_overseas-operations-
uday-kotak-credit-card-business.
 http://kalyan-city.blogspot.com/2011/07/internal-and-external-sources-of.html.
 http://profit.ndtv.com/stock/kotak-mahindra-bank-ltd_kotakbank/reports.
 http://smallbusiness.chron.com/meaning-recruitment-selection-2520.html.
 http://swot.advisorgate.com/swot-k/22033-swot-analysis-kotak-mahindra-bank.html.
 http://www.abhinavjournal.com/images/Commerce_&_Management/Mar13/8.pdf.
 http://www.bai.org/bankingstrategies/Operations-and-Technology/Technology-and-Information/Top-
Ten-Banking-Trends-for-2014.
 http://www.bms.co.in/what-are-the-different-internal-and-external-sources-of-recruitment-explain-
the-merits-and-demerits-of-each/.
 http://www.caaa.in/Image/An%20Overview%20of%20Banking%20Sector%20in%20India.pdf.
 http://www.kotak.com/our-story.html.
 http://www.mbaskool.com/brandguide/banking-and-financial-services/977-kotak-mahindra.html.
 http://www.naukrihub.com/recruitment/importance-of-recruitment.html.
 http://www.scribd.com/doc/105920870/Pestle-Analysis-of-Banking-Industry.
 http://www.scribd.com/doc/19100965/Kotak-Mahindra-Project.
 http://www.slideshare.net/Gstheproud007/pestel-analysis-banking-sector.