Axis Bank Recruitment Process

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Summer Training report
On
“RECRUITMENT OF INSURANCE ADVISOR”
AT AXIS BANK, KARNAL
SUBMITTED IN THE PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE AWARD OF DEGREE OF
MASTER OF BUSINESS ADMINISTRATION
(Session 2012-14)
Submitted By
Shiva Kamboj
MBA 2nd Year
Roll No- 121
SUBMITTED TO:
UNIVERSITY SCHOOL OF MANAGEMENT
KURUKSHETRA UNIVERSITY, KURUKSHETRA

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DECLARATION
I Shiva Kamboj do hereby declare that the training report entitled
“RECRUITMENT OF INSURANCE ADVISOR” Karnal submitted by me for the partial
of fulfillment of degree of Master of Business Administration from Kurukshetra
University, Kurukshetra, is having original work conducted by me. The data and facts
provided in the report are authentic to the best of my knowledge.
I solemnly declare that the work done by me is original and no copy of it has
been submitted to any other university for award of any other degree, diploma, and
fellowship on similar topic.
SHIVA KAMBOJ

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ACKNOWLEDGEMENT
A undertaken of study like this is never the out some of effort of a single person so I
would be failing in duty if I don’t say a word of thanks to all those who have been the
source of guidance, advice, co-operation and having taken pain in acquainting me
required information and data for the fulfillment of my project report successfully. I
am earnestly grateful to Mr. Harpinder Singh(Branch Manager)and Mr. Varun for
providing me an opportunity to undertake project work in their esteemed organization
and practical training, which will go long term in shaping my career.
I am deeply indebted to our Director Dr. B.S.Bodla and all my faculty members of the
institute for their valuable contribution during the academic session and guidance in
preparation of this project report. I especially want to thank my guide Dr.R.C.Dalal
(Faculty of Finance) and Ms.Pallavi (Assistant Professor) for guiding, supporting,
also for giving a very patient hearing whenever I needed.
Finally, it is efforts of my parents and esteemed friends and the Almighty God who
have been a source of strength and confidence for me in this endeavor.
SHIVA KAMBOJ
MBA 2ND
YEAR

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PREFACE
This training is a part of MBA 2 Years program .This is basically designed to expose the students of
MBA 2 Years course to real life situation of an organization. This helps the students in developing the
decision-making abilities. To develop healthy managerial and administrative skills potential
managers, it is necessary that theoretical knowledge must be supplemented with exposure of real
life environment. Actually, it is very vital for management and is in practical training.
I did my training at AXIS BANK, KARNAL. I prepared a report of Recruitment in Axis Bank. I gained
knowledge of about the recruitment in the bank.
SHIVA KAMBOJ
MBA 2nd
year
USM KUK

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EXECUTIVE SUMMARY
The project deals with the in depth study of “RECRUITMENT IN AXIS bank”. Bank plays
a very important role in the economic life of the nation. The health of the economy is closely
related to the soundness of its banking system. Although banks create no new wealth but their
borrowing, lending and related activities facilitate the process of production, distribution,
exchange and consumption of wealth. In this way they become very effective partners in the
process of economic development. India has a well developed banking system. Most of the
banks in India were founded by Indian entrepreneurs and visionaries in the pre-independence
era to provide financial assistance to traders, agriculturists and budding Indian industrialists.
Axis Bank was the first of the new private banks to have begun operations in 1994, after the
Government of India allowed new private banks to be established. I did my summer
internship from Axis Bank, Karnal Branch. My objective behind this project is to know the
customer preference towards agriculture loans of Axis bank.
Through my project I got to know that Agricultural loans are available for a multiple farming
purposes. There are also special loans to finance the purchase of agricultural machinery such as
tractors, harvesters and trucks. Construction of biogas plants and irrigation systems as well as the
purchase of agricultural land may also be financed through special types of agricultural finance. There
are certain schemes like kishan power etc. are available for the framers
In my report i have used Descriptive study to know the customer preference level towards
agricultural loans. For the study i have used primary method of data collection an attempt has been
made to present the data in pie charts, bar graphs, line graphs.
The Analysis revealed that the farmers are satisfied with the agriculture loans given by AXIS
bank. I can say that the project gave me ample opportunities to understand the nitty-gritty’s of
corporate world.

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CONTENTS
Chapter
No.
Title of the Chapter Page No
1. INTRODUCTION 8-33
2. INTRODUCTION OF COMPANY PROFILE 34-43
3. RESEARCH METHODOLOGY
 OBJECTIVES OF STUDY
 RESEARCH & SAMPLE DESIGN
 SIGNIFICANCE OF STUDY
 SCOPE OF STUDY
 LIMITATIONS OF STUDY 44-48
4. ANALYSIS AND INTERPRETATION 49-55
5. SWOT ANALYSIS 56-57
6. FINDINGS AND CONCLUSIONS 58-59
7. RECOMENDATIONS AND SUGGESTIONS 60-61
BIBLIOGRAPHY 62

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CHAPTER NO-1
INTRODUCTION
INTRODUCTION OF THE COMPANY
The project deals with the in depth study of “RECRUITMENT IN AXIS bank”. Bank plays
a very important role in the economic life of the nation. The health of the economy is closely
related to the soundness of its banking system. Although banks create no new wealth but their
borrowing, lending and related activities facilitate the process of production, distribution,
exchange and consumption of wealth. In this way they become very effective partners in the
process of economic development. India has a well developed banking system. Most of the
banks in India were founded by Indian entrepreneurs and visionaries in the pre-independence
era to provide financial assistance to traders, agriculturists and budding Indian industrialists.
Axis Bank was the first of the new private banks to have begun operations in 1994,
after the Government of India allowed new private banks to be established. I did my summer
internship from Axis Bank, Karnal Branch. My objective behind this project is to know the
recruitment process of Axis bank.
Through my project I got to know that how recruitment is done in Axis Bank. In my
report i have used Exploratory study to know the recruitment process of Axis Bank. For the
study i have used primary method of data collection an attempt has been made to present the
data in pie charts.

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INDUSTRY PROFILE
BANKING INDUSTRY AT GLANCE
Bank plays a very important role in the economic life of the nation. The health of the
economy is closely related to the soundness of its banking system. Although banks create no
new wealth but their borrowing, lending and related activities facilitate the process of
production, distribution, exchange and consumption of wealth. In this way they become very
effective partners in the process of economic development. Today modern banks are very
useful for the utilization of the resources of the country. The banks are mobilizing the savings
of the people for the investment purposes. If there would be no banks then a great portion of a
capital of the country would remain idle.
Modern banks are playing lots of new roles and making life of common consumer as
well as businessmen easy. As Loan facility provided by banks work as an incentive to the
producer to increase the production, if the finance is not provided to Agricultural sector or
industrial sector, it will be destroyed. Many difficulties in the international payments have
been overcome and volume of transactions has been increased. Cheques, drafts, bills of
exchange and letters of credit are very important instruments of the banks. The banks collect
these instruments drawn on banks in other cities or countries and proceeds according to the
accounts of the customer's concerns.
Be it developed economies or underdeveloped, banks play vital role. In India, the
definition of the business of banking has been given in the Banking Regulation Act, (BR
Act), 1949. According to Section 5(c) of the BR Act, 'a banking company is a company
which transacts the business of banking in India.' Further, Section 5(b) of the BR Act defines
banking as, 'accepting, for the purpose of lending or investment, of deposits of money from
the public, repayable on demand or otherwise, and withdraw able by cheque, draft, order or

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otherwise.' This definition points to the three primary activities of a commercial bank which
distinguish it from the other financial institutions. These are: (i) maintaining deposit accounts
including current accounts, (ii) issue and pay cheques and (iii) collect cheques for the bank's
customers.
History of banking in India
The first bank in India, through conservative was established in 1786.The journey of Indian
banking system can be segregated into three different phases.
Phases 1 (1786 to 1969)
 1786: The General bank of India.
 Next come bank of Hindustan bank and Bengal Bank.
 The East India Company established Bank of Bengal (1809),Bank of Bombay (1840)
and Bank of Madras(1843) as independent units and called it presidency Banks.
 These three Banks was amalgamated in 1920 and Imperical bank of India was
established which started as private shareholders bank.
 In 1863 Allahabad Bank was established and first time exclusively by Indians, Punjab
national Bank was set up in 1894 with headquarters at Lahore.
 Between 1906 to 1913, Bank of India, Bank of Baroda, Central Bank of India, Canara
Bank, Indian bank and Bank of Mysore were set up.
 Reserve Bank of India came into existence in 1935.
During the phase 1 growth rate was very slow
 Banks also experienced periodic failures between 1913 and 1948.
 There were approximately 1100 banks, mostly small.
 The government of India came into banking companies act,1949which was later
changed into banking Regulation act 1949 as per the amended act 1965(act no.23of
1965)

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 Reserve bank of India was vested with extensive powers for the supervision banking
in India as the Central Banking Authority.
Phase 2
 In 1955, the Imperical bank of India with extensive banking facilities on a large scale
specially in rural and semi urban areas.
 It formed state bank of India to act as the principal agent of RBI.
 7 Banks formed subsidiary of state bank of India were nationalized.
 It was the effort of the then Prime Minister of India, Mrs. Indra Gandhi.
 14 major commercial banks in the country were nationalized.
 The branch of the public sector bank India rose to approximately 800% in deposit and
advances took a huge jump by 11000%.
Phase 3
 This phase introduced many more new product and facilities in the banking sector in
its reform measure.
 In 1991 under the chairman of M. Narashima, a committee was set up by his name
which works for the liberalization of banking practices.
 The country is flooded with the foreign bank and there ATM stations
 Efforts were being put to give a satisfactory service to customers.
 Phone banking and net banking were introduced.
 The entire system became more convenient and swift.

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CHALLENGES IN THE BANKING INDUSTRY
Change is the only constant feature in this dynamic world and banking is not an exception.
The changes staring in the face of bankers relates to the fundamental way of banking-which
is going through rapid transformation in the world of today. Adjust, adapt and change should
be the key mantra. The major challenge faced by banks today is the ever rising customer
expectation as well as risk management and maintaining growth rate. Following are the
results of the biggest challenge faced by the banking industry as declared by our respondents
(on a mode scale of 1 to 7 with 1 being the biggest challenge):
They also asked their respondents to rate India on certain essential banking
parameters (Regulatory Systems, Risk Assessment Systems, Technological System and

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Credit Quality) in comparison with other countries i.e. China, Japan, Brazil, Russia, Hong
Kong, Singapore, UK and USA.
The recent financial crisis has drawn attention to under-regulation of banks (mainly
investment banks) in the US. Though, the Indian story is quite different. Regulatory systems
of Indian banks were rated better than China, Brazil, Russia, and UK; at par with Japan,
Singapore and Hong Kong where as all our respondents feel that we are above par or at par
with USA. On comparing the results with their previous survey where the respondents had
rated Indian Regulatory system below par the US and UK system, they see that post the
financial crisis Indian Banks are more confident on the Indian Regulatory Framework.
The global meltdown started as a banking crisis triggered by the credit quality. Indian
banks seem to have paced up in terms of Credit Quality. Credit quality of banks has been
rated above par than China, Brazil, Russia, UK and USA but at par with Hong Kong and
Singapore and 85.72% of the respondents feel that we are at least at par with Japan. Thus,

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they see that the resilience the Indian Banks showed at the time of financial crisis has led to
an attitudinal shift of our respondents with the past survey indicating Credit quality of Indian
banks being below par than that of US and UK.
As technology ingrains itself in all aspects of a bank’s functioning, the challenge lies in
exploiting the potential for profiting from investments made in technology. A lot needs to be
done on the technological front to keep in pace with the global economies, as is evident from
the survey results. Technology systems of Indian banks have been rated more advanced than
Brazil and Russia but below par with China, Japan, Hong Kong, Singapore, UK and USA.
They find no change on introspection of their past surveys which also highlighted the need
for Indian banks to pace up in adoption of advanced technology.
SCOPE FOR NEW ENTRANTS

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81.25% also felt that there was further scope for new entrants in the market, in spite of capital
management and human resource constraints, as there continue to remain opportunities in
unbanked areas. With only 30-35% of the population financially included, and the Indian
banking industry unsaturated with CAGR of well above 20%, participants in their survey felt
that the market definitely has scope to accommodate new players.
While there has been prior debate, they questioned banks on NBFCs and Industrial
houses being established as banking institutions and find opinion to be marginally against the
notion, with 35.71% in favor while 42.86% were against them being established as banks.
However, on further questioning, 57.14% of respondents feel that the above may be
allowed but only if it is along with specific regulatory limitations. Banks felt that limitations
regarding track record, ensuring adequate capitalization levels, a tiered license that enables
new entrants to enter into specific areas of the business only after satisfactorily achieving set
milestones for the prior stages, cap on promoter's holdings and wider public holding in
addition to a common banking regulator on a level playing field are essential before they may
set themselves up as bank
Evolution of Commercial Banks in India
India has a well developed banking system. Most of the banks in India were founded
by Indian entrepreneurs and visionaries in the pre-independence era to provide financial
assistance to traders, agriculturists and budding Indian industrialists. The origin of banking in
India can be traced back to the last decades of the 18th century. The General Bank of India
and the Bank of Hindustan, which started in 1786 were the first banks in India. Both the
banks are now defunct. The oldest bank in existence in India at the moment is the State Bank
of India. The State Bank of India came into existence in 1806. At that time it was known as
the Bank of Calcutta. SBI is presently the largest commercial bank in the country.
The role of central banking in India is looked by the Reserve Bank of India, which in
1935 formally took over these responsibilities from the then Imperial Bank of India. Reserve
Bank was nationalized in 1947 and was given broader powers. In 1969, 14 largest

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commercial banks were nationalized. This was an important milestone in the history of Indian
banking. This was followed by the nationalization of another six private banks in 1980. With
the nationalization of these banks, the major segment of the banking sector came under the
control of the Government. The nationalization of banks imparted major impetus to branch
expansion in un-banked rural and semi-urban areas, which in turn resulted in huge deposit
mobilization, thereby giving boost to the overall savings rate of the economy. It also resulted
in scaling up of lending to agriculture and its allied sectors. However, this arrangement also
saw some weaknesses like reduced bank profitability, weak capital bases, and banks getting
burdened with large non-performing assets.
To create a strong and competitive banking system, a number of reform measures
were initiated in early 1990s. The thrust of the reforms was on increasing operational
efficiency, strengthening supervision over banks, creating competitive conditions and
developing technological and institutional infrastructure. These measures led to the
improvement in the financial health, soundness and efficiency of the banking system.
One important feature of the reforms of the 1990s was that the entry of new private
sector banks was permitted. Following this decision, new banks such as ICICI Bank, HDFC
Bank, IDBI Bank and UTI Bank were set up.
Commercial banks in India have traditionally focused on meeting the short-term
financial needs of industry, trade and agriculture. However, given the increasing
sophistication and diversification of the Indian economy, the range of services extended by
commercial banks has increased significantly, leading to an overlap with the functions
performed by other financial institutions. Further, the share of long-term financing (in total
bank financing) to meet capital goods and project-financing needs of industry has also
increased over the years

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Banking Structure in India
Banking Regulator
The Reserve Bank of India (RBI) is the central banking and monetary authority of India, and
also acts as the regulator and supervisor of commercial banks.
Scheduled Banks in India
Scheduled Banks in India constitute those banks which have been included in the Second
Schedule of Reserve Bank of India (RBI) Act, 1934. RBI in turn includes only those banks in
this schedule which satisfy the criteria laid down vide section 42 (6) (a) of the Act.

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RECRUITMENT
 Recruitment is a process of searching for prospective candidates for the given job in
the industry. As we know it is very important for an industrial concerns to have
efficient and effective personnel with right quality and at right time and at right place
available whenever they are needed. Every organization needs employee time by time
because of promotion or retirement of an employee. For this purpose an organization

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need to search for the right candidate. And so it needs to encourage this type of right
candidates whenever they require.
Sources of Recruitment
 Personal data of candidates and data bank maintain by the HR. department.
 Campus Recruitment.
 Company own website.
 Placement consultants.
 Advertisement in the news papers like Times of India, Gujarat Samachar.
 Employee reference.
Recruitment Process Selection
 Selection is the process of taking individuals out of the pool of job applicants with
requisite qualifications and competence to fill jobs in the organization. It is define as
the process of differentiating between applicants in order to identify and hire those
with a greater likelihood of success in a job.
 Selection is based on probation base, they are taking experienced person for 6
months probation and for fresher the probation period is 1 year.
 While the selection of the senior level post, is taken by head office at Mumbai.

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RECRUITMENT AND SELECTION PROCESS
Meaning:
 Recruitment and Selection system refers to sourcing and building efficient Human
Resource to the organization to attain its objectives.
Functions:
1. Retail assets, Credit cards, Retail assets, Retail credit.
2. Retail liabilities, Direct banking, Direct sales liabilities, Foreign exchange services,
Liabilities product group, Marketing, Retail branch banking.
3. Support function Custody and depository services, Finance, Human resources,
Operations.
4. Wholesale banking, Corporate banking, Credit and market risk, Customer service
Desk, Emerging corporate group, Emerging enterprise group, Equities and private ban
king.
This policy complies with, and supports, the Company Equal Opportunities
Policy by:
 Ensuring that every stage of the recruitment and selection process is carried out in a
systematic way, based on pre-agreed criteria, to eliminate the potential for personal
bias affecting the decision making process.
 Ensuring that all decision points are fully documented to assist with subsequent.

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 Making the whole procedure as open as possible, to ensure that all candidates
understand why decisions have been taken and, where they wish, to obtain meaningful
feedback.
 Enabling demonstration of robust, transparent processes and thereby providing a basis
for defence in the event of challenge.
There are seven main stages to the procedure:
 Pre-advertisement.
 Placing advertisements and dealing with enquiries and applicants.
 Short-listing.
 Interviewing and selection.
 Post-selection procedures.
 Induction.
 Monitoring.
Analyzing Your Workplace:
 To assist you analyze your workplace to identify recruitment or selection issues for
women, we suggest you.
 Revisit your workforce profile to find where your female employees.
 Consult with your employees.
 Examine your existing recruitment and selection policies and practices.

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PRINCIPLES:
Following are the guiding principles for recruitment and on-boarding process.
Attracting and recruiting the right people is one of the most important activities of the
organization and is the responsibility to be owned by each and every employee of the
organization. Merit will be the single most important factor in selection process. They
will ensure a diversity, both gender and ethnicity by targeted candidate sourcing with
the help of recruitment vendors and the referral program. While skills and profile
matching play an important role, they will hire people who are team players and have
the right attitude most relevant to the culture of the organization. Attitude is as
important as aptitude. They believe in becoming a company of giants and emphasis is
in hiring people who can grow bigger and better than they presently are. They believe
in providing their employee with fulfilling career paths. Towards this, they will post
vacancies internally as a preferred option while evaluating external candidates. They
believe that each candidate interviewed irrespective of whether she/he is selected
should become a friend of the organization. They treat all the candidates with the
utmost respect. They will be open and fair in communication with them; this way they
also enhance the brand image of the organization. They will continuously assess,
identify and cultivate strategic talent pools including those at the universities,
management schools, and community forums to address their long term needs.
HIRING APPROVAL
 All recruitment activities shall be undertaken based on the hiring plan as approved by
the Business Head, HR Head & the CEO. For each approved position, a hiring
requisition will be required prior to initiation of any recruitment activity. If the hiring
was not included in the planned budget, it will also require approval from the CEO
based on a recommendation from the Head HR and the CFO. Recruitment expense
will be allocated to the concerned business unit, and expenditure should be budgeted
and pre-approved by the business unit head and the HR Head.

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CANDIDATE SOURCING:
 The hiring manager along with the Human Resource Department would decide the
channel / source to use based on the nature of the recruitment. The following sources
of recruitment may be considered: Internal Sources:
 Whenever any vacancy arises, the possibility of fulfilling the requirement internally
via reassignment and relocation, re-allocation of the responsibilities or internal
promotion will be explored by the hiring function along with the HR Department.-
Internal job postings to explore internal candidates. Employee Referrals ± Axis will
encourage employees to refer suitable candidates for open positions. Other external
sources include:- Recruitment agencies- External job postings- College / campus
requirement
 Requirement advertisements
APPLICATION PROCESSING:
 Axis will process all applications promptly and inform the applicant or source
regarding the status of the application. Axis will respond to all solicited applications
within 5 working days of receiving the application.
INTERVIEW PROCESS:
 All candidates are required to undergo a face to face interview with the interview
panel before selection. Interviews may be conducted at a place at mutually convenient
locations and time in an effort to maintain confidentiality of the hiring effort. One on
one meeting shall be preferred as the interview format, however depending on the
constraints panel interviews / telephone / video conference screening could be used.
For recruitment at junior levels, job fairs, universities etc, where large volume of
candidates, Axis will use recruitment tests for purpose of short listing. The candidate
may be tested on the basic aptitude, analytical skills or other skills required for the

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job of the candidates. The interview process will focus on the evaluating the
candidates suitability in terms of the job description and fit within the organization.
Each interviewer will complete the interview feedback form and submit it to HR. HR
will compile the results from a various interviews and provide these to the line
manager for the final decision. The following are the guidelines with respect to the
interview levels. The line manager will own the overall interview process:
RECRUITMENT EXPENSES:
All recruitment expenses including recruitment fees, advertisement expenses and
interview related expenses will be allocated to the concerned business unit. The
candidate will be informed about the nature of the expenses that are reimbursable and
the supporting documents required (in original). HR will ensure that candidate fills
the necessary reimbursement forms and that he/she receives the reimbursement at the
earliest. Outstation/International Candidates - Axis will pay for appropriate air fare
and expenses incurred for the stay for candidates who they decide to fly from other
locations. Prior approval from the Regional HR Leader / HR Head is required to
invite candidates. For candidates from International Locations, prior approval from
the HR Head needs to be taken.
PRE-EMPLOYEMENT CHECK:
This will include both a professional reference check as well as the background check.
Professional reference check will be completed by the hiring manager. Axis will
request contact information for 2 references from the candidate, and check the quality
of previous work experience and key personal characteristics/conduct/ previous
record etc. For key positions in areas, Axis will also perform a background check to
assess the integrity conduct of the candidate. The following information regarding the
candidate will be verified:
 Proof of educational qualifications
 Any professional certificate that is essential to the job

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 Address details
 Passport details
 Date of birth
 Proof of previous employment (service certificate)any negative feedback and
comment in the reference check will be investigated by HR and if found genuine shall
be a cause for disqualification of the candidate or dismissal from employment.
OFFER PROCESS:
 Once the hiring decision is finalized, HR will prepare an offer / fitment as per the
compensation structure and grade and keeping in mind the internal equity. The offer
would be communicated to the selected candidates by the hiring manager
along with HR. The candidate will sign the contract letter to formally accept
employment from the organization.
PRE-EMPLOYMENT PROCESS:
As an organization, HDFC will make all necessary arrangements to ensure a smooth
joining process for the employees. HR will provide the candidate a check list prior to
joining to ease joining formalities.
RELOCATION FOR EMPLOYMENT:
 Where the employee has to relocate and has been pre-approved by the HR Head and
the staffing leader, the relocating candidate shall be eligible for the following
relocation assistance:
 The joining employ has the option to avail temporary accommodation (which includes
laundry) for the first two weeks arranged by organization. The stay in company
provided accommodation can be extended by two weeks further based on specific
approval from the Head HR. Where the stay extends beyond 4 weeks, the respective
will not be paid housing allowance for the corresponding period.

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 Local travel assistance up to positions of RO/RM/equivalent and below will be
reimbursed for one week and for SRM/equivalent and above will be reimbursed up to
two weeks.
 Food expenses during the period will be reimbursed as per actual up to Rs 500/-per
day per person.
 Approved reasonable expenses incurred in transporting the personal goods including
the transportation /registration of one automobile to the city of work. Employees are
advised to use the designated moving agencies as per rates negotiated by
Administration. Where negotiated rates are not available, the employee is required to
submit 3 quotations and
EMPLOYMENT OF RELATIVES:
 The organization employs, purely on merit, the relatives of our employees as long as
it does not create a potential conflict of interest.
The following guidelines must be followed:
 Relatives are not assigned to a position where he/she has the opportunity to check,
process, and review, approve, audit or otherwise affect the work of the persons cited
and above.
 NO one is assigned to a position where she/he influences the professional progress
or promotion of the persons cited above.
 If one is aware of a situation that appears to be an opportunity for people to display
favouritism to relatives, one should contact the Department Head or Human
Resources Department.
 Employees will not be part of the hiring process of their relatives

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PRE EMPLOYMENT INDUCTION:
 Axis is employee induction process shall begin as per the employee accepts the job
offer. The process includes:
Welcome pack
 As soon as the candidate accepts the offer, a welcome pack will be sent to the
employee.
 A congratulatory note regarding the decision to join the organization.
 Contact details of a HR representative and the hiring manager.
 A brief company overview document.
Pre-joining checklist
Include details of the documents required from the employee. In case the employee is
relocating from a different location, details of the relocation process and the visa requirement
will be outlined in this checklist.
 Expectations on the first day of the joining.
Office resources
 HR shall intimate the immediate supervisor the joining date and immediate supervisor
shall work with the IT and administration team to set up the following5 days prior to
employee joining, the following elements and are in working order: Email ID, phone,
computing resources, work space/office, access cards, joining kit including
bank account opening form, initial reading material.
POST JOINING ORIENTATION AND INDUCTION:
Joining kit
 The employee upon joining would be welcomed by the HR representative and would
be given a joining kit that will include: Access card, information on employee is email

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and phone number, Bank account opening form, corporate insurance application
form(if applicable),HR & Admin policy manual, other relevant reading material ( to
be prepared by hiring manager)
Classroom Induction
 The employee integration process will also include classroom training and induction
where the employee will receive presentations and trainings on various topics that
would further ingrain the into the organization
RECRUITMENT AT AXIS BANK
 Axis Bank prides itself as a young and vibrant organization and recognizes its
employees as its greatest assets. Consequently, the employee satisfaction level in the
Bank is, possibly, amongst the highest in the industry, and does not stem from the
compensation package alone.
 Comprising of people drawn from different specialization and divergent backgrounds,
the employees merge into a highly homogeneous working group, catalyzed by the
informal and transparent HRD policies pursued by the Bank. In addition to an
attractive compensation structure, we also offer leased housing facilities, medical and
health insurance and loan options.
The ideal address for achievers as well as those who love challenges, we offer
opportunities in the following fields:
 General and Branch Banking
 Specialized Financial Services (Treasury, Credit, Merchant Banking, etc.)
 Retail and Institutional Marketing
 Information Technology
 Candidates who wish to apply for recruitment to Axis Bank or any of its subsidiaries
are cautioned and warned that if any agency or individual approaches them as an
agent or recruiting agency appointed by Axis Bank for recruitment purpose in Axis

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Bank or its subsidiaries, they should immediately get in touch with Axis Bank HR
Department.
 We are constrained to bring to the notice of all such candidates because we
understand that certain individuals and agencies are misleading the candidates by
projecting themselves as the authorized agents of Axis Bank and are demanding huge
amount of money or sums to be paid into their account with various banks including
in some cases with Axis bank to provide such employment. These charges are
demanded by way of registration fees and other fees etc.
 We would like to make it very clear that Axis Bank has not appointed any agent for
this purpose and Axis Bank is an equal opportunity employer and Axis Bank directly
conducts its recruitment.
 Any candidates or any person dealing with such agency or employment portal of such
agents or individuals who represents themselves as the agents of Axis Bank for
recruitment shall be doing the same at their own risk and peril. Axis Bank shall not be
held responsible or liable for such losses or damages which the candidates may suffer
on account of them falling prey to such agencies and touts.
 Besides, Axis Bank, when it needs people, shall advertise in all the national dailies.
 Once again we would request candidates not to fall prey to such fraudsters and bring
it to our notice.
 Head Start, our induction model is aimed at providing a warm welcome and pleasant
experience to all the new hires in the bank. It integrates the new employees into Axis
work environment and is a stepping stone towards collaborating the new hires into our
"One Axis” platform.
 It has been designed with a view that the entire module should introduce the new
employees with the Bank's Vision, Values and its journey of growth. It also provides
them with key information on the bank's structure, levels, facilities, financial
highlights and key connect points.
 It is personally driven by our HR partners spread all across the bank. The program
ensures involvement of the Manager/ Guide/ Business Head for their on-going
support in the process of acclimatizing the new members of the Axis Family.

30
 All new joinees undergo a structured induction training program which is tailor-made
to the specific function or level in the Bank. A buddy helps the new joinee to get
acclimatized.
Induction for young bankers: A 6-12 day training program will help you understand
basics of the Banking; introduce you to the products being offered by the Bank;
focuses on the 'Know Your Customer' process. The programs are designed to also
provide insights into the laws, regulations and practices that are central and specific to
banking.
Induction for Management Trainees: Axis ahead is also an induction program for
management trainee recruits.
 Campus Recruitment is one of the major recruitment channels for the Bank. It allows
the Bank an opportunity to identify talent at an early stage and nurture the same. We
visit various college campuses and the identified students are placed at appropriate
levels in the Bank. Our association with India's premier business schools, CA
institutes, engineering colleges has been long and rewarding for both sides.
 The diverse portfolios and the dynamic landscape provides for a challenging
environment to support on-going learning and enriched professional development for
fresh entrants.
Axis Ahead
 Axis Bank associates itself with Premier B-schools in India to get a talent pool of the
brightest minds in the country. Axis Ahead Program has been designed to provide a
flavour of learning across departments and locations for a holistic learning experience
to the young managers who join us every year from elite B-schools of India.
 The learning is "experiential" in nature- an endeavour not related to job related skills
and competencies alone. Focus is on building leadership capabilities early; by creating
self-awareness through personal growth & outbound/ experiential learning programs.

31
 Power Talk is a 5-day interactive session with our business leaders to help
understand the professional journey of our leaders.
 Beyond the Edge is a 2-day outbound program that enhances latent potential,
strengths and improvement areas of an individual for high performance.
 Cross-Departmental Rotation is an 8-week program to offer in-depth exposure to
critical functions in the various departments at the Bank.
 Building Blocks is the 2-week program in branch banking to help understand the
basics of banking and first-hand experience of interacting with the customer.
 Lens to rural India is a 2-week program to give a flavour of rural India including
stay in a village and interaction with villagers to understand their hardships and advise
solutions to improve community life.
Axis Internship
 We visit select few premier B-schools and identify young talent to undergo their first
on-the-job experience with us. We offer an excellent work environment and
opportunities to build a sound foundation for one's career ahead. The summer
internship program is a nine-week learning program that focuses on assisting new
talent in identifying a career which complements their interest and abilities in the
banking industry. The program is designed such that it gives them ample opportunity
to explore the various facets of a Bank and acquire a comprehensive understanding of
the business. The internship gives a hands-on enriching experience as well as an
opportunity to network with the best in the industry.
 Connect with senior leaders@Axis
Highly interactive and enriching sessions with our leaders helps in gaining an insight
in their experience and opportunities that Bank provides to young people.

32
 What Happens at the grass-root?
The program involves a 2-day exposure to the branch giving a first-hand experience
of interacting with the customers, to feel the excitement and understand pulse of the
business.
 Network, Network, Network…
Along with tremendous learning opportunities, you get to meet new inters, connect
with senior alums and network with the best minds in the industry.
Training and Education
 The aim of the Bank's learning process is to add value to the organization through
individual capability building & knowledge and aid performance enhancement. The
Learning & Development Team @ Axis Bank is geared towards facilitating the
learning process across all levels through a combination of classroom programmes,
external programmes, both domestic and international, gurukul programmes,
certification programmes as well as e-learning modules.
 A special platform called 'Listening Tree', which provides an opportunity for
employees to bring up their concerns, apprehensions for a discussion with their
"Listening Guide" that are stationed across the country. These Listening Guides are
experienced facilitators, part of the learning & development team and are physically
present in the specified locations for easy access as well as faster response to the
queries.
Job Rotation
 Our internal Job rotation program is branded as "Career Next". Through internal job
announcements, it is ensured that all our employees are made aware of and have the
opportunity to apply for open positions before consideration of external candidates for
employment for specific openings.

33
 The principal objective is to create developmental career opportunities for all
employees by providing a platform to gain cross-functional experience and expertise.
Career Next attempts to accelerate and structure the mobility of managerial talent
across various functions.
Personal development
 Passion, energy and service orientation are traits that you'll already have when you
join. But equally important is the ability to understand who one is as an individual and
what one wants to achieve from her / his career.
Career development
 Our learning and development team partners with business leaders and managers to
focus on developing employees and carving leaders out of our own people. Specific
programmes ensure one builds expertise in her/his chosen career. The courses often
use e-learning that enables learning at one's own pace.
Leadership development
 The bank aims at developing a culture that enables employees to develop their
leadership capabilities. Leadership can take many different forms. It could be line
managing teams in a Branch or during an assignment at any of our international
offices. It could mean using one's expertise in key areas of the Bank. It could involve
thought leadership. Either way, it's about getting things done – individually or through
people – in a way that others will admire and follow.
 In 2013, Axis Bank also announced its 4th Young Bankers Program(ABYB) a yearly
event much similar to PO recruitment. While public sector banks conduct common
exams through IBPS for their vacancies, ICICI Bank & Axis Bank have joined with
Manipal global education to train candidates and provide appointment.

34
CHAPTER NO-2
INTRODUCTION OF COMPANY PROFILE
AXIS BANK LTD.
AN OVERVIEW
Axis Bank was the first of the new private banks to have begun operations in 1994, after the
Government of India allowed new private banks to be established. The Bank was promoted
jointly by the Administrator of the specified undertaking of the Unit Trust of India (UTI - I),
Life Insurance Corporation of India (LIC) and General Insurance Corporation of India (GIC)
and other four PSU insurance companies, i.e. National Insurance Company Ltd., The New
India Assurance Company Ltd., The Oriental Insurance Company Ltd. and United India
Insurance Company Ltd.
Before UTI but now AXIS BANK, as UTI brand was given in 1994 by its promoters
and UTI Bank could use the brand only till January 2008 as per Govt directives. Many
unrelated shareholder entities like UTI Technological Services, UTI Investor Services and
UTI Securities were carrying the UTI brand. The board feels that the need for the change of
name has arisen from the brand confusion that the UTI brand generates.
The Bank as on 31st March, 2011 is capitalized to the extent of Rs. 410.54 crores with
the public holding (other than promoters and GDRs) at 53.60%.
The Bank's Registered Office is at Ahmadabad and its Central Office is located at
Mumbai. The Bank has a very wide network of more than 1281 branches (including 169
Service Branches/CPCs as on 31st March, 2011). The Bank has a network of over 6270
ATMs (as on 31st March, 2011) providing 24 hrs a day banking convenience to its
customers. This is one of the largest ATM networks in the country.

35
The Bank has strengths in both retail and corporate banking and is committed to
adopting the best industry practices internationally in order to achieve excellence.
The Bank has a very wide network of more than 1281 branches and Extension Counters (as
on 31st December, 2010). The Bank has a network of over 6270 ATMs (as on 31st March,
2011). The Bank has loans now (as of June 2007) account for as much as 70 per cent of the
bank’s total loan book of Rs 2,00,000 crore.
HISTORY
1993- The Bank was incorporated on 3rd December and Certificate of business on 14th
December. The Bank transacts banking business of all description. UTI Bank Ltd. was
promoted by Unit Trust of India, Life Insurance Corporation of India, General Insurance
Corporation of India and its four subsidiaries.
- The bank was the first private sector bank to get a license under the new guidelines issued
by the RBI.
1997- The Bank obtained license to act as Depository Participant with NSDL and applied for
registration with SEBI to act as `Trustee to Debenture Holders'.
- Rupees 100 crores was contributed by UTI, the rest from LIC Rs 7.5 crores, GIC and its
four subsidiaries Rs 1.5 crores each.
1998- The Bank has 28 branches in urban and semi urban areas as on 31st July. All the
branches are fully computerized and networked through VSAT. ATM services are available
in 27 branches.
- The Bank came out with a public issue of 1,50,00,000 No. of equity shares of Rs 10 each at
a premium of Rs 11 per share aggregating to Rs 31.50 crores and Offer for sale of
2,00,00,000 No. of equity shares for cash at a price of Rs 21 per share. Out of the public issue
2,20,000 shares were reserved for allotment on preferential basis to employees of UTI Bank.
Balance of 3,47,80,000 shares were offered to the public.

36
- The company offers ATM cards, using which account-holders can withdraw money from
any of the bank's ATMs across the country which are inter-connected by VSAT.
- UTI Bank has launched a new retail product with operational flexibility for its customers.
- UTI Bank will sign a co-brand agreement with the market, leader, Citibank NA for entering
into the highly promising credit card business.
- UTI Bank promoted by India's pioneer mutual fund Unit Trust of India along with LIC, GIC
and its four subsidiaries.
1999- - UTI Bank and Citibank have come together to launch an international co-branded
credit card under the MasterCard umbrella.
2000- UTI Bank has launch of `i'Connect', its Internet banking Product.
- UTI Bank has signed a memorandum of understanding with equitymaster.com for e-broking
activities of the site.
- Geojit Securities Ltd, the first company to start online trading services, has signed a MoU
with UTI Bank to enable investors to buysell demat stocks through the company's website
- India bulls has signed a memorandum of understanding with UTI Bank.
- UTI Bank has entered into an agreement with Stock Holding Corporation of India for
providing loans against shares to SCHCIL's customers and funding investors in public and
rights issues.
2001- UTI Bank launched a private placement of non-convertible debentures to raise up to Rs
75 crore - UTI Bank has opened two offsite ATMs and one extension counter with an ATM
in Mangalore, taking its total number of ATMs across the country to 355.
2002- UTI Bank Ltd has informed BSE that Shri B R Barwale has resigned as a Director of
the Bank w.e.f. January 02, 2002. A C Shah, former chairman of Bank of Baroda, also retired
from the bank’s board in the third quarter of last year. His place continues to be vacant. M

37
Damodaran took over as the director of the board after taking in the reins of UTI. B S Pandit
has also joined the bank’s board subsequent to the retirement of K G Vassal.
2002 - B Paranjpe & Abid Hussaincease to be the Directors of UTI Bank.
- UTI Bank Ltd has informed that in the meeting of the Board of Directors following
decisions were taken: Mr Yash Mahajan, Vice Chairman and Managing Director of Punjab
Tractors Ltd was appointed as an Additional Director with immediate effect. Mr N C Singhal
former Vice Chairman and Managing Director of SCICI was appointed as an Additional
Director with immediate effect.
2003-UTI Bank Ltd has informed BSE that at the meeting of the Board of Directors of the
company held on January 16, 2003, Shri R N Bharadwaj, Managing Director of LIC has been
appointed as an Additional Director of the Bank with immediate effect.
-UTI filed suit against financial institutions IFCI Ltd in the debt recovery tribunal at Mumbai
to recover Rs.85cr in dues.
-UTI bank made an entry to the Food Credit Programme, it has made an entry into the 59
cluster which includes private sector, public sector, old private sector and co-operative banks.
-Banks Chairman and MD Dr. P. J. Nayak inaugurated a new branch at Nellore.
-UTI bank allots shares under Employee Stock Option Scheme to its employees.
-UTI Bank ties up with UK govt. fund for contract farming
-Shri B. S. Pandit, nominee of the Administrator of the Specified Undertaking of the Unit
Trust of India (UTI-I) has resigned as a director from the Bank wef November 12, 2003.
2004-Comes out with Rs. 500 mn Unsecured Redeemable Non-Convertible Debenture Issue,
issue fully subscribed
-UTI Bank Ltd has informed that Shri Ajeet Prasad, Nominee of the Administrator of the
Specified Undertaking of the Unit Trust of India (UTI - I) has been appointed as an
Additional Director of the Bank w.e.f. January 20, 2004.

38
- UTI Bank ties up with Shriram Group Cos.
-Unveils premium payment facility through ATMs applicable to LIC & UTI Bank customers
-Metal junction (MJ)- the online trading and procurement joint venture of Tata Steel and
Steel Authority of India (SAIL)- has roped in UTI Bank to start off own equipment for Tata
Steel.
-HSBC completes acquisition of 14.6% stake in UTI Bank for $67.6 m
2005-UTI Bank launches its first Satellite Retail Assets Centre (SRAC) in Karnataka at
Mangalore.
2006-UTI Bank unveils priority banking lounge
-UTI Bank announces the launch of its Credit Card Business
- UTI Bank becomes the first Indian Bank to successfully issue Foreign Currency Hybrid
Capital in the International Market
- UTI Bank Business Gold Debit Card MasterCard Launched - Designed for business related
spending by SMEs and self employed professionals
2007-AXIS Bank Ltd has informed that consequent upon handing over charge as
Administrator of the Specified Undertaking of the Unit Trust of India (SUUTI), Shri. S B
Mathur, the Nominee Director of SUUTI has resigned as a Director of the Bank w.e.f.
December 06, 2007.
-AXIS Bank Ltd has informed that Fitch Ratings on December 14, 2007, has upgraded the
Bank's National Long-term rating to 'AAA(ind)' from 'AA+(ind)'.
-AXIS Bank Ltd has appointed Shri K N Prithviraj as an Additional Director on the Board at
Directors of the Bank.
- Company name has been changed from UTI Bank Ltd to Axis Bank Ltd.
2008- Axis Bank launches Platinum Credit Card, India's first EMV chip based card

39
2009- Axis Bank today said its board has recommended the appointment of Shikha Sharma,
currently chief of ICICI group's life insurance business, as its next managing director and
CEO.
- Axis Bank has set up a new branch at Perumbavoor. The bank has a network of 832
branches along with 8 extension counters and 3622 ATMs across the country.
- Axis Bank, on Wednesday entered into a strategic alliance with Motilal Oswal, the financial
services firm, in order to facilitate the online trading for the bank's customers.
- Axis bank has received final clearance from the Securities and Exchange Board of India
(SEBI) to begin its mutual fund operations and will launch debt and equity schemes soon
whereas IDBI Bank is awaiting the regulator's permit for an entry.
2010- Axis Bank Limited has informed that at the meeting of the Board of Directors held on
January 15, 2010, the following decisions were taken:
(1) To appoint Dr. Adarsh Kishore, former Finance Secretary, Government of India and
former Executive Director, International Monetary Fund representing Bangladesh, Bhutan,
India and Sri Lanka, as the Non-Executive Chairman of the Bank, subject to RBI approval;
(2) To appoint Shri S.B. Mathur, former Chairman, LIC and the National Stock Exchange of
India, as an Additional Independent Director, with immediate effect.

40
2015 AND CORE VALUES
VISION 2015
To be the preferred financial solutions provider excelling in customer delivery through
insight, empowered employees and smart use of technology.
CORE VALUES
 Customer Centricity
 Ethics
 Transparency
 Teamwork
 Ownership
 PRODUCT AND SERVICE
The products and services of the company are categorized into various sections which are as
follows:
 Accounts
 Deposits
 Loans
 Cards
 Forex
 Investments
 Insurance
 Payments
 Other Services
o Locker
o Online shopping
o E-statement
o Mutual Funds

41
ORGANISATIONAL STRUCTURE OF AXIS BANK

42
GLOBAL PRESENCE
 Abu Dhabi (Dubai)
 Singapore
 Hongkong
 Shanghai
 UAE
 UK
 London
 Malaysia
 Bangkok
 Bhutan
 Nepal
 Mauritius
 Ghana
 South Africa
 Belgium
 Australia
 Thailand
In India, 1390 branches 6270 ATMs, In 921 cities and towns.



43
THREE MAIN REASONS FOR CHANGING THE NAME OF “UTI TO AXIS”
1. They had to give up the “UTI” name after using it for 13 years as we were not
prepare to accept terms and conditions(including royalty) from UTI AMC.
The decision to rebrand itself was taken by the bank as it was allowed to use the
“UTI” brand name free till january31, 2008 beyond which it had to pay royalty for
using the name.
2. The recommendation for name change to Axis bank has arisen from the existence of
several shareholder unrelated entities using the UTI brand, and the consequent
brand confusion that this generates.
3. The name UTI bank was changed to Axis bank as UTI gave a look of government
sector bank. They had to change our name have to over own brand and identity.

44
CHAPTER NO-3
RESEARCH METHODOLOGY
Research Methodology is a way to systematically solve the research problem. It may be
understood as a science of studying how research is to be done scientifically. In research
methodology, we not only talk about the research methods but also consider the logic behind
that are objectives of the study.
OBJECTIVES OF STUDY:
The Objective of the study is to find out:
 To identify the recruitment process of Axis Bank
 To identify various sources of recruitment of employees in Axis Bank.
 To identify the preferences of manager regarding the most useful source of
recruitment
RESEARCH DESIGN:
Research design is the arrangement of condition and analysis of the data in a manner that
aims to combined relevance to research purpose with economy in procedure.
The type of research is “Exploratory”.
SAMPLE DESIGN:
A sampling design is that in which decision need to be taken about population, sampling unit,
sampling size and sampling procedures.
UNIVERSE OF THE STUDY:
Universe of the study is limited to company profile.

45
 Sampling Unit
The sampling unit refers to the particular person or that is to be observed. A sampling
unit of this study is the officials of organization.
 Sampling size
This refers to the number of persons, institutions to be surveyed. Total size of this
study is almost shortlisted 50 candidates.
 Sampling Procedure
This study is conducted on the basis of observation.
SOURCES OF DATA:
The study is based on Primary data.
PERIOD OF STUDY:
 The time period of the study is almost eight weeks i.e. from 17th
June, 2013 to 31st
July, 2013.
STATISTICAL TECHNIQUE TO BE USED:
The data for this study is collected through observation (Secondary Data)
The methodology which has been used to analyze the data with the help of Microsoft Word
sheet and give interpretation with the help of Microsoft word and Pie-charts in Microsoft
Excel.

46
SIGNIFICANCE OF THE STUDY
The project helps in understanding the clear meaning of Recruitment in Axis Bank. It
explains about the recruitment operation scoring of the Bank. And also the Study of its
various processes which helps in understanding the fair specific section of the Bank and its
recruitment management.
We also came to know through the report that the significance is in the main source of an
organization income which come from its staff expertise and skills, acquiring professional
with high skills is comparatively expensive than recruiting and training employees to acquire
those skills. It also makes us understand that training is also a key requirement for new
recruits; proper training helps them to understand the job, its requirements and
responsibilities. And whole process in recruitment also increases understanding of the
organizational culture of bank like Axis Bank.
Some programs increases communication between different levels of an organization. Any
deficiency in processes and jobs are eliminated and those close to production processes
become involve in the management. Staff empowerment is a recent trend in management;
such empowerment will only be successful when proper training is provided to those
empowered.

47
SCOPE OF THE STUDY
- To identify the satisfaction level of customer towards different types of service
attributes, by identifying their critical factors.
- To study about the bank about their customized products and services,
according to the consumer'sneeded.
- To studytheexperienceandexpectationoftheexistingcustomers.
- Tostudytoimprovethecurrentstandardsofservices.
- Tostudythescopeofintroducingnewtypesofservices.
- To study about the business tactics followed to stand against the competitors.
This study is also limited to the customers with in India. The study will be able to reveal
the preferences, needs, satisfaction of the customers regarding the banking services, It also
help banks to know whether the existing products or services they are offering are really
satisfying the customer’s needs.

48
LIMITATIONS OF THE STUDY
As a research is based on a sample, therefore, the findings may not reveal the
factual information about the research problem, though an utmost care will be taken to
select a truly representative sample.
1. Problem in framing questionnaire as the information needed to be collected from the
bank officials who were busy with their schedules.
2. Time provided for training was eight weeks which is a very short period to be well
verse with all aspects of the process.
3. Study has been conducted in Karnal only. Thus the findings of it cannot be
generalised.

49
CHAPTER NO-4
ANALYSIS AND INTERPRETATION
Recruitment Procedure overview
Manpower Requisition Form
Recruitment Plan
Budget
Sourcing
Selection Process
Joining
Post Recruitment Data Updating

50
DATA ANALYSIS AND INTERPRETATION
Que No-1: What are the sources for recruitment and selection?
Diagram No-1
INTERPRETATION: About 75% of the manager says that they prefer both internal
(Employees) as well as external source (Campus, newspaper, websites) for recruitment and
selection where as only 7% go for internal source and 18% go for external sources.
Internal
External
Both

51
Que No-2: Which method do you mostly prefer for recruitment and selection?
Diagram No-2
INTERPRETATION: About 50% of the mangers go for direct recruitment and selection and
40% go for indirect and only 10 % go for third party recruitment way.
Newspaper
Websites
Private agencies

52
Que No-3: When do you prefer to go for manpower planning?
Diagram No-3
INTERPREATATION: Around 30% of the managers go for Quarterly manpower planning and
50 % do not follow any pattern they don’t have any fixed time where as 20% go for yearly.
Quarterly
Yearly
No Fixed Time

53
Que No-4: What are the sources for external recruitment are preferred?
Diagram No-4
INTERPREATATION: In Axis Bank, 34% of managers go for campus interviews, 33% go for
data bank, 25% from the casual application that are received and only 8% go for any placement
agencies.
Placement agencies
Casual Applicants
Data Bank
Campus Interviews

54
Que No-5: What form of interview do you prefer?
Diagram No-5
INTERPRETATION: Most of the manager Prefer Personal interviews i.e 50%, 34% prefer to
take telephonic interviews where as only 16% goes for video conferencing.
Personal Interviews
Telephonic Interviews
Video Conferencing

55
Que no-6: How do you rate the HR practices of the company?
Diagram No-6
INTERPRETATION: 50% of the managers feel that HR department is good where and 25%say
that’s its very good where as 20% says its average and only 5% manager feel it’s bad.
Very Good
Good
Average
Bad

56
CHAPTER NO-5
SWOT ANALYSIS
STRENGTH
 Extremely Competitive And Profitable Banking Franchise
 Banking Services Include Corporate Credit, Retail Banking, Business
Banking, Capital Markets, Treasury And International Banking.
 Sound Technological Platform With Centralized Database And
Operations
 Retail Banking:-Savings Bank Deposits Grew To Rs. 25,822Cr. On
31st March 2009 from Rs. 19,982 Cr. As On 31st March2008
Showing a Year on Year Growth Of 29%.
 Corporate Banking: Current Account deposits grew by 24%yoy, from
Rs. 20,045 crores as at end March’08 to Rs. 24,822crores as at end
March’09.
 Support of various Promoters
 Strong technology
 Total Deposits Rs 1,17,374crore
 Net Advances Rs 81,557crore
 Net NPA 0.35%
 Capital Adequacy Ratio 13.69%
WEAKNESS
 Not having Image UTI (fraud)

57
 Higher cost
 Customer service
 Market Capitalization Very Low
OPPORTUNITY
 Large retail and corporate market
 Wide scope in rural India
 Other Activity (Non Banking Activity)
 People are become more service oriented
THREAT
 Other better Saving, investment option available (like Insurance,
Mutual fund, Real-estate, Gold)
 Government Rules And Regulation
 Very high competition with Private sector (ICICI Bank, HDFC bank)
or public sector (BOB, PNB) Bank.
 Capital Market slow-down
 Rising Rates
 Future Market Trends

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CHAPTER NO-6
FINDINGS AND CONCLUSIONS
FINDINGS
 Recruitment at an officer and managerial level is not done effectively.
 Many people in the organization today are in the wrong jobs and as a result, they are
not utilizing their full potential.
 Hiring people based on personal connections when the person is not qualified for the
job.
 Most recruitment that involves managers is done during discussions at lunch hour, at
social clubs or during the coffee break time.
 Inadequate recruitment procedures resulted in a number of staff not being sufficiently
qualified either for the positions they hold or their grades levels, especially in
management positions.
 Psychometric test is not conducted during the selection process.
 Confusion in the designation and level to the employees even after permanent status
for employment is given.
 Proper training is not given to the recruitment team and manager.
 Reaching few prospects due to internal recruitment, internet advertising most of the
time

59
CONCLUSIONS
Recruitment is essential to effective Human Resources Management. It is the heart of the
whole HR systems in the organization. The effectiveness of many other HR activities, such as
selection and training depends largely on the quality of new employees attracted through the
recruitment the recruitment process.
Policies should always be reviewed as these are affected by the changing environment.
Management should get specific training on the process of recruitment to increase
their awareness on the dangers of wrong placements.
Effective recruitment is important in achieving high organizational performance and
minimizing labour turnover. As of now HDFC Bank Ltd. has a team of effective human
resource which is efficiently managing the organization at its best. Though the
recruitment process adopted by the organization needs to be improved, challenges are ahead
for the HR Department to recruit people after the effect of recession.
In the present competitive & dynamic environment, it has become essential for organization
to build and sustainable.
In competitive advantage, the Communication skill set has assumed more importance than
even before. Dynamic and growth-oriented organization recognizes Communication as an
important aspect of the Recruitment and Selection system for managerial function in a rapidly
changing and economic environment.

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CHAPTER NO-7
RECOMMENDATIONS AND SUGGESTIONS
RECOMMENDATIONS
1. The organization should provide or set up a communication lab for the benefit of the
fresher and existing employees that makes a career development and new opportunity to
grow up in the organization.
2. This increases the employee morale and helps to attain the target.
3. Communication classes should be conducted timely to all employees should be followed
by organization.
4. Refresher courses may organize intermittently for all employees in the rank and file
category to relive job fatigue and monotony of every day work life. So employees can
gain skills by Communication.
5. Candidates who enter into the Job Market must make sure that their efficiency in
Communication is up to the expectation of an organization which will make them to go
through the Recruitment and Selection system of Royal Sundaram Alliance Insurance
Company.
6. The respondents in the corporate exhibits that communication skills are necessary for all
the employees from different channels.
7. FOS (Fleet on street) Team should be made involved to pass through more
communication classes from language experts.
8. The company should allot funds to create a communication laboratory for the beneficiary
of all the employees.

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SUGGESTIONS
 Psychometric tests have to be conducted to assessing the personality of the applicants.
 Look for different skills as well as the ideas of the candidate at the time of recruitment
and selection process.
 Adopting adequate recruitment procedures to employ efficient and talented people.
 Job responsibilities have to be clearly explained to the candidate before the joining
formality Campus recruitments, job fairs may attract more skilled and talented
employees towards the organization.
 Provide orientation training to all new employees before their initial work
assignments and to all current employees who receive a different task.
 Referral scheme has to be encouraged more at times when the requirement is urgent.

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BIBLIOGRAPHY
Books:
1. Vikas Publication, 1999, I.M Pandey, 8th Ed. Financial Management.
2. Kalyani Publishers, New Delhi (2005), Shashi K. Gupta, Financial Management.
3. New Age Publication, 2010, C.R.Kothari, Business Research Methodology.
Websites:
 www.axisbank.com
 www.wikipedia.com

63
ANNEXURE
QUESTIONNAIRE FOR THE RESEARCH
Name:
Age:
Sex:
Designation:
1: What are the sources for recruitment and selection?
2: Which method do you mostly prefer from the following for recruitment and selection?
3: When do you prefer to go for manpower planning?
4: What are the sources for external recruitment are preferred?
encies

64
5: What form of interview did you prefer?
6: How do you rate the HR practices of the company?

Axis Bank Recruitment Process

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