A Repor t on

Or gani zat i onal st udy

At
I NG VYSYA FI NANCI AL SERVI CE LTD

M G Road, Bangalore
With special emphasis on employee perception in recruitment and in the
Interview process.
A project report
Submitted in partial fulfillment of the requirement of
AIMS for the award of degree of PGDM
Submitted by
SOUMYO GOSWAMI
Reg.No.-421020317
Under the guidance of Assistant Prof. R. Nagarajan

Ac har ya i nst i t ut e of management and sc i enc es
2010-2012



Dec l ar at i on

I, Soumyo Goswami, hereby declare that this industrial training report titled An organizational
study of ING Vysya Financial Ltd is based on organization study conducted by me under the
guidance of Assistant Prof. R. Nagarajan. This has not been submitted earlier for the award of
any other Degree/diploma by AIMS.


PLACE: Bangalore NAME: Soumyo Goswami
DATE: 15
th
December 2011














CERTI FACTE FROM THE GUI DE

Certified that this internship report titled, an organization study at ING Vysya Financial Services
Ltd is based on an original study conducted by Soumyo Goswami of 3rd semester PGDM under
my guidance.
This internship report has not formed the basis for the award of any other degree/diploma by
AIMS or any other university.


Place: Bangalore Assistant Prof. R. Nagarajan
Date: 15
th
December 2011










ACKNOWLEDGEMENT

A project of this nature involves the support and contribution of many people. I believe that I
would be lacking in my sincere gratitude to them.
I would like to thanks Sir Suresh Srinivasan , Bhaskar Ganguly, Syed Mouiddin for having been
a constant source of support and encouragement and for giving valuable information and
suggestion in completing this organization study.
I wish to express my sincere thanks to our principal, prof. kiron G Reddy, Dr. Byra Reddy(dean),
Acharya Institute of Management and Sciences, Assistant Prof. R. NAGARAJ AN my internal
guide & other faculty members in the department for their support & guidance in completing the
study.
Last but not the least; I express sincere thanks to my developed parents who taught me to step
ahead towards success in all respect.












LIST OF CONTENTS

CHAPTER NO NAME OF THE CHAPTER PAGE NO
1.
Introduction

1.1 History of Banking Sectors in India
1.2 Nationalization of Banks in India
1.3 Scheduled Commercial Banks In India
2.
Industry Profile

2.1 Financial Banking Service Introduction
2.2 Finance Companies Of India
2.3 Indian Financial Services Sector
3.
Company Profile

3.1 Introduction
3.2 ING In India
3.3 Mission
3.4 Vision
3.5 Milestones
3.6 Graphical Spread
3.7 Financial Data of Ing Vyasya Financial
Service(2010)

4.
Product Profile

5.
Competitive Analysis

6.
Organization Chart

7.
Function Department Details

7.1 Introduction
7.2 Operation
7.3 Credit Department
7.4 Administration
7.5 Cash
8.
SWOT Analysis

9.
Special Task

9.1 Recruitment
9.2 Background Verification
10.
Research Design

11.
Conclusion

12.
Bibliography

13.
Annexure







LIST OF THE CHARTS

CHART NO CONTENTS PAGE NO.
1. Competitive Position Of
ING Financial Services








































LIST OF TABLES










TABLE NO CONTENTS PAGE NO
1. Milestones
2. Financial Data Of ING
VYSYA Financial
Service(2010)








I NTRODUCTI ON

The banking section will navigate through all the aspects of the banking system in India , it will discuss
upon the matters with the birth of the banking concept in the country to new players adding these
namesin the industry in coming few years . the bankers of all banks , RBI , the Indian Bank Association
(IBA) and top 20 like IDBI, HSBC, ICICI, ABN , AMRO etc has been well defined under these saperate
heads with one page dedicated in each bank, however , in the introduction part of the entire banking
cosmos the past has been well explained under three different heads
History of banking in the India.
Nationalization of Banks in India.
Scheduled commercial bankers in India.
The first deals with the history part since the dawn of banking system in India. Government took
major step in the 1969 to put the banking sector into systems and it nationalised 14 private banks
in the mentioned year. This has been elaborated in Nationalisationof Banks in India. The last but
not the least explains about the scheduled and unscheduled banks in India. Section 42 (6) (a) of
RBI Act 1934 lays down the condition of scheduled commercial banks. The description along
with a list of scheduled commercial banks are given on this page.

HISTORY OF BANKING SECTORS IN THE INDIA
Banking in India originated in the last decades of the 18th century. The first banks were The General
Bank of India, which started in 1786, and Bank of Hindustan, which started in 1790; both are now
defunct. The oldest bank in existence in India is the State Bank of India, which originated in the Bank of
Calcutta in June 1806, which almost immediately became the Bank of Bengal. This was one of the three
presidency banks, the other two being the Bank of Bombay and the Bank of Madras, all three of which
were established under charters from the British East India Company. For many years the Presidency
banks acted as quasi-central banks, as did their successors. The three banks merged in 1921 to form the
Imperial Bank of India, which, upon India's independence, became the State Bank of India.
Indian merchants in Calcutta established the Union Bank in 1839, but it failed in 1848 as a consequence
of the economic crisis of 1848-49. The Allahabad Bank, established in 1865 and still functioning today, is
the oldest Joint Stock bank in India.(Joint Stock Bank: A company that issues stock and requires
shareholders to be held liable for the company's debt) It was not the first though. That honor belongs to
the Bank of Upper India, which was established in 1863, and which survived until 1913, when it failed,
with some of its assets and liabilities being transferred to the Alliance Bank of Simla.
When the American Civil War stopped the supply of cotton to Lancashire from the Confederate States,
promoters opened banks to finance trading in Indian cotton. With large exposure to speculative
ventures, most of the banks opened in India during that period failed. The depositors lost money and
lost interest in keeping deposits with banks. Subsequently, banking in India remained the exclusive
domain of Europeans for next several decades until the beginning of the 20th century.
Foreign banks too started to arrive, particularly in Calcutta, in the 1860s. The Comptoired'Escompte de
Paris opened a branch in Calcutta in 1860, and another in Bombay in 1862; branches in Madras and
Pondicherry, then a French colony, followed. HSBC established itself in Bengal in 1869. Calcutta was the
most active trading port in India, mainly due to the trade of the British Empire, and so became a banking
center.
The first entirely Indian joint stock bank was the Oudh Commercial Bank, established in 1881 in
Faizabad. It failed in 1958. The next was the Punjab National Bank, established in Lahore in 1895, which
has survived to the present and is now one of the largest banks in India.
Around the turn of the 20th Century, the Indian economy was passing through a relative period of
stability. Around five decades had elapsed since the Indian Mutiny, and the social, industrial and other
infrastructure had improved. Indians had established small banks, most of which served particular
ethnic and religious communities.
The presidency banks dominated banking in India but there were also some exchange banks and a
number of Indian joint stock banks. All these banks operated in different segments of the economy. The
exchange banks, mostly owned by Europeans, concentrated on financing foreign trade. Indian joint
stock banks were generally under capitalized and lacked the experience and maturity to compete with
the presidency and exchange banks. This segmentation let Lord Curzon to observe, "In respect of
banking it seems we are behind the times. We are like some old fashioned sailing ship, divided by solid
wooden bulkheads into separate and cumbersome compartments."
The period between 1906 and 1911, saw the establishment of banks inspired by the Swadeshi
movement. The Swadeshi movement inspired local businessmen and political figures to found banks of
and for the Indian community. A number of banks established then have survived to the present such as
Bank of India, Corporation Bank, Indian Bank, Bank of Baroda, Canara Bank and Central Bank of India.
NATIONALIZTION OF BANKS IN INDIA
Nationalisation, also spelled nationalization, is the process of taking an industry or assets into
government ownership by a national government or state.
[1]
Nationalization usually refers to
private assets, but may also mean assets owned by lower levels of government, such as
municipalities, being transferred to the public sector to be operated by or owned by the state. The
opposite of nationalization is usually privatization or de-nationalization, but may also be
municipalization.
A renationalization occurs when state-owned assets are privatized and later nationalized again,
often when a different political party or faction is in power. A renationalization process may also
be called reverse privatization. Nationalization has been used to refer to either direct state-
ownership and management of an enterprise or to a government acquiring a large controlling
share of a nominally private, publicly listed corporation.
[citation needed]

The motives for nationalization are political as well as economic. It is a central theme of certain
fascist, economic nationalist, populist and/or national liberation policies that industry should be
owned by the state on behalf of the citizenry to allow for consolidation of resources and central
planning or control for the purposes of economic development.
Nationalization was one of the major strategies advocated by socialists for transitioning to
socialism. Socialist perspectives that favor nationalization are typically called state socialism.
The goals of nationalization in this context were to dispossess large capitalists and redirect the
profits to the public purse, as a precursor to the long-term goals of the establishment of worker-
management and reorganizing production toward use.
[2]

Nationalized industries, charged with operating in the public interest, may be under strong
political and social pressures to give much more attention to externalities. They may be obliged
to operate some loss making activities where social benefits are clearly greater than social costs
for example, rural postal and transport services. As an instance, the United States Postal
Service is guaranteed its nationalised status by the Constitution. The government has recognized
these social obligations and, in some cases, provides subsidies for such non-commercial
operations.
Since the nationalised industries are state owned, the government is responsible for meeting any
debts incurred by these industries. The nationalized industries do not normally borrow from the
domestic market other than for short-term borrowing. However, if they are profitable, the profit
is often used as a means to finance other state services, such as social programs and government
research which can help lower the tax burden.
Nationalization may occur with or without compensation to the former owners. If it takes place
without compensation it is a case of expropriation. Nationalization is distinguished from property
redistribution in that the government retains control of nationalized property. Some
nationalizations take place when a government seizes property acquired illegally. For example,
the French government seized the car-makers Renault because its owners had collaborated with
the Nazi occupiers of France.
SCHEDULED COMMERCIAL 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.
As on 30th June, 1999, there were 300 scheduled banks in India having a total network of 64,918
branches.The scheduled commercial banks in India comprise of State bank of India and its
associates (8), nationalised banks (19), foreign banks (45), private sector banks (32), co-
operative banks and regional rural banks.
Scheduled banks in India means the State Bank of India constituted under the State Bank of
India Act, 1955 (23 of 1955), a subsidiary bank as defined in the State Bank of India (Subsidiary
Banks) Act, 1959 (38 of 1959), a corresponding new bank constituted under section 3 of the
Banking Companies (Acquisition and Transfer of Undertakings) Act, 1970 (5 of 1970), or under
section 3 of the Banking Companies (Acquisition and Transfer of Undertakings) Act, 1980 (40
of 1980), or any other bank being a bank included in the Second Schedule to the Reserve Bank
of India Act, 1934 (2 of 1934), but does not include a co-operative bank.
Non-scheduled bank in India means a banking company as defined in clause (c) of section 5 of
the Banking Regulation Act, 1949 (10 of 1949), which is not a scheduled bank.
The following are the Scheduled Banks in India (Public Sector):
State Bank of India
State Bank of Bikaner and J aipur
State Bank of Hyderabad
State Bank of Indore
State Bank of Mysore
State Bank of Saurashtra
State Bank of Travancore
Andhra Bank
Allahabad Bank
Bank of Baroda
Bank of India
Bank of Maharashtra
Canara Bank
Central Bank of India
Corporation Bank
Dena Bank
Indian Overseas Bank
Indian Bank
Oriental Bank of Commerce
Punjab National Bank
Punjab and Sind Bank
Syndicate Bank
Union Bank of India
United Bank of India
UCO Bank
Vijaya Bank
The following are the Scheduled Banks in India (Private Sector):
ING Vysya Bank Ltd
Axis Bank Ltd
Indusind Bank Ltd
ICICI Bank Ltd
South Indian Bank
HDFC Bank Ltd
Centurion Bank Ltd
Bank of Punjab Ltd
IDBI Bank Ltd
The following are the Scheduled Foreign Banks in India:
American Express Bank Ltd.
ANZ Gridlays Bank Plc.
Bank of America NT & SA
Bank of Tokyo Ltd.
BanqucNationale de Paris
Barclays Bank Plc
Citi Bank N.C.
Deutsche Bank A.G.
Hongkong and Shanghai Banking Corporation
Standard Chartered Bank.
The Chase Manhattan Bank Ltd.
Dresdner Bank AG.


















I NDUSTRY PROFI LE


FINANCIAL BANKING SERVICE INTRODUCTION
Financial banking is the science of managing money and other assets pertaining to a specific
business. We all know that banks offer basic loans, deposits and financial advice, but they also
facilitate transactions on sophisticated financial instruments such as private equity, bonds and
mutual funds. Most top performing candidates typically view careers in Banking as the pinnacle
of achievement, and sectors such as treasury, equity trading, investment banking and private
banking are viewed as the most lucrative jobs for new graduates.
In addition to traditional banks, other financial institutions such as credit unions, trust companies,
mortgage loan companies, insurance companies, brokerage firms and asset management firms
also offer a host of financial advice. Hence, when viewing the opportunities in the sector, one
must also carefully consider these other specialized financial institutions.
PERFORMANCE
The financial crisis of 2007-2008 was triggered by an insolvent United States banking system
(catalysts of which were sub-prime lending, over leveraging and poor regulation) resulting in the
collapse of large financial institutions, the bailout of banks by national governments and
downturns in stock markets around the world.
The destabilization of the banking sector in the U.S. had a domino effect on the global financial
industry, with effects felt in Europe, the Middle East and the Asia Pacific. 24 months later, the
global financial industry still hasnt regained its lost glory, and even countries with deep pockets
such as the U.A.E. and Singapore have exhibited limited sectoral growth.
The Indian financial industry underwent rapid transformation post liberalization in the early 90s,
resulting in greater inflow of investments from FII's into the capital market. Despite the foray of
foreign banks in the country, nationalized banks continue to be the biggest lenders in the country,
primarily due to their size and penetration of networks. In fact, Industry estimates indicate that
over 80% of commercial banks in India are in the public sector and of the 50-odd private banks,
less than half are foreign banks. The Reserve Bank of India is the Indian equivalent of the Fed.
The opportunities in this industry remain extremely promising due to its relatively low
penetration of both basic as well as advanced financial products.
Though the Indian finance and banking industry did suffer significantly during the past 2 years, it
was relatively sheltered from the triggers of the global melt-down, suffering instead due to
monies from FIIs drying up, falling interest rates, rapidly rising inflation and poor investor
confidence. Annual reports suggest that most of the larger Banks have begun to pick up from
where they left off, albeit with more caution, and most industry pundits are optimistic about the
current fiscal year.
GROWTH POTENTIAL
There are a range of retail jobs to suit most skill sets, including banking officer, probationary
officer, loan agent, assessor, mortgage loan underwriter, loan processing officer, accountant,
product marketing and sales executive, and customer service executive among others. However,
job security is not very high in retail banking as many players suffer from shrinking margins and
poor customer retention due to increasing competition and limited market differentiation, leading
to lay-offs. Meanwhile, there are also more skilled jobs available such as actuarist, equity
researcher, forex trader, securities linked products developer and portfolio manager for those
with the relevant knowledge and ambition. The biggest opportunity in this sector remains in
improving information flow to customers. Hence, there is a growing emphasis on in-house
research and market intelligence.
FUTURE PROSPECTS
In the upcoming 12 months, hiring is likely to remain robust. Many banks are investing in
training programs to upgrade worker skills to enhance their competitive edge in anticipation of
the segment once more regaining its rightful place as the harbinger of development and progress.
Fi nanc e Compani es of I ndi a
The top finance companies are playing a key role in the huge growth of the economy of India.
The sector of finance is passing through a rapid phase of alteration. The sustenance of the
growth of economy is the primary factor for the development of the India's financial sector.
List of Top Finance Companies of India
SBI Capital Markets Limited :
It is one among the oldest organizations in the capital markets sector of India. It was established
in the year 1986 as an ancillary of SBI.It ranks second in Asia's Project Advisory services. The
company is a traiblazer in privatization and securitisation. The companies subsidiaries are
SBICAPs Ventures Ltd., SBICAP Trustee Co.Ltd. And many others.
Bajaj Capital Limited:
The company offers best investment advisory and financial planning. It provides institutional
investors, NRIs, corporate houses, individual investors , high network clients with investment
advisory and financial planning services. It is also the largest provider of finance products
offered by public and private organizations,several government bodies,investment products like
bonds,mutualfunds,general insurance etc.





IDBI Bank:
The Managing Director and Chairman of the bank is Shri R. M. Malla.It offers the services like
personal banking,corporatebanking,MSMEfinance,NRI services and much more.Browse the site
to know more.
UTI Mutual Fund:
The company offers best investment advisory and financial planning. It is recognised as India's
most trusted financial advisor.
DSP Meriyll Lynch Limited :
It is the key player of equity and debt securities in India. It renders financial advises to many
corporations and institutions. It also offers a wide array of wealth management and investor
services along with customized advices related to financial matters. This company is the pioneer
to form research facility to research in financial products and services,improvements and
innovations. The company also has its hand in the Government securities and holds an eminent
position in the market of equity and debt in India.
Birla Global Finance Limited :
It is a subsidiary of Aditya Birla Nuvo Ltd. Their motto is to be the first choice of the
customers as a major provider of financial services through technology and value creation. The
primary activities of the company are Corporate Finance and Capital Market. Aditya Birla Nuvo
has also formed alliane with Sun Life Financial of Canada which has given rise to the following
financial services companies like Birla Sun Life Insurance Co Ltd., Birla Sun Life Distribution
Co. and many others.
Housing Development Finance Corporation :
This company offers the best financial solutions and guidance for home loans,property related
services,loans for NRIs etc. in India. The one stop destination for comprehensive information on
personal finance is HDFC. The company has a wide network in India and abroad. HDFC
overseas offices are in Singapore,Kuwait,Qatar,Saudi Arabia and many others.
PNB Housing Finance Limited :
This is completely owned by PNB and offers premium solutions to relieve the borrowers. This
subsidiary of the PNB has recorded a growth a 73% and is a leading finance company of India.
The Home Loan Life Insurance Plan of this company in association with TATA AIG offers the
lowest premium in compare to others. The chart for loans of 5 lacs and tenure of 15 years is just
premium. It renders other services like Deposit schemes,Loan schemes and many others.



ICICI Group :
ICICI offers a wide spectrum of financial products and services in India. The company provides
solutions for all needs like Instant Banking,OnlineTrading,InstaInsure,ICICI Bank imobile etc.
The company keeps up the financial profile healthy and diversify earnings across geographies
and businesses. The company's philosophy is to deliver high class financial services for all the
cross sections of the society. Their products are Mutual Fund,Private Equity
Practice,Securities,Life Insurance etc.
LIC Finance Limited :
It is the leading player in the finance sector of India being the biggest Housing Finance Company
of India. The function of the company is to provide finance to individuals for repair or
construction or renovation of the old or new apartment or house. It also offers finance on the
existing property for personal or business matters. The company has 14 back offices,6 regional
offices and 126 units of marketing in India.
L & T Finance Limited:
This company was established in the year 1994 by the Larsen and Turbo group and now it is a
significant name in the financial sector. The company offers schemes like funds for automobiles,
funds for Agricultural Instruments,securedloans,funds for automobiles and many others. It offers
loans for a long tenure and the loans are given in exchange of valuable items.
Indian Financial Services Sector
This industry profile helps to gain an insight into the evolution of the industry and competitive
dynamics prevalent in the market. It discusses the significant developments in the industry and
analyzes the key trends and issues. The profile provides inputs in strategic business planning of
industry professionals.
This profile is of immense help to management consultants, analysts, market research
organizations and corporate advisors.
The objective and scope of various sections of our industry profile has been discussed below.
Industry Snapshot
This section gives a holistic overview of the industry. It starts with defining the market and goes
on to give historical and current market size figures. It also clearly illustrates the major segments
of the market which would be discussed later on in the report.



Industry Analysis
It involves a comprehensive analysis of the industry and its market segments. This section
discusses the key developments that have taken place in the industry. It also identifies and
analyzes the driving factors and challenges of the industry. A description of the regulatory
structure tells us about the major regulatory bodies, laws and government policies.
Country Analysis
This section presents the key facts & figures of the country. It also discusses the political
environment and the macroeconomic indicators. It analyzes government stability and economic
growth of the country.
Competitor Assessment
This section compares the major competitors in the industry. The Competitors At-a-Glance is
aimed at giving an overview of the competitive landscape in the industry.
Company Profiles
The major companies are profiled in this section. For each company, business description is
given followed by financial highlights and recent developments.
Industry Outlook
This section presents the outlook of the industry. The analyst opinion and projections help us in
evaluating the future of the industry. It gives an insight into the investment opportunities present
in the sector.



















COMPANY PROFILE













I NTRODUCTI ON
ING Vysya Bank Ltd., is an entity formed with the coming together of erstwhile, Vysya Bank
Ltd, a premier bank in the Indian Private Sector and a global financial powerhouse, ING of
Dutch origin, during Oct 2002. The origin of the erstwhile Vysya Bank was pretty humble. It
was in the year 1930 that a team of visionaries came together to found a bank that would extend
a helping hand to those who weren't privileged enough to enjoy banking services.
It's been a long journey since then and the Bank has grown in size and stature to encompass
every area of present-day banking activity and has carved a distinct identity of being India's
Premier Private Sector Bank.
In 1980, the Bank completed fifty years of service to the nation and post 1985; the Bank made
rapid strides to reach the coveted position of being the number one private sector bank. In 1990,
the bank completed its Diamond J ubilee year. At the Diamond J ubilee Celebrations, the then
Finance Minister Prof. MadhuDandavate, had termed the performance of the bank Stupendous.
The 75th anniversary, the Platinum Jubilee of the bank was celebrated during 2005.
ING In India


In India, ING is present in all three fields of banking, insurance and asset management in the
form of ING, ING Vysya Life Insurance and ING Investment Management respectively. The
presence in all three fields signifies the importance that the group attaches to the Indian
markets and the group's operations here, as well as its bullish future outlook on the country.
ING and ING Vysya Life Insurance are headquartered at Bangalore, while the corporate
office of ING Investment Management is situated at Mumbai. The synergies arising out of the
three distinct but complimentary businesses are bound to be an asset to the group in the
changing market dynamics of the future. The first such signs are already visible on the
horizon with combined products being successfully launched by the different entities of the
group in conjunction with each other.

ING has gained recognition for its integrated approach of banking, insurance and asset
management. Furthermore, the company differentiates itself from other financial service
providers by successfully establishing life insurance companies in countries with emerging
economies, such as Korea, Taiwan, Hungary, Poland, Mexico and Chile. Another
specialisation is ING Direct, an Internet and direct marketing concept with which ING is
rapidly winning retail market share in mature markets. Finally, ING distinguishes itself
internationally as a provider of employee benefits, i.e. arrangements of nonwage benefits,
such as pension plans for companies and their employees.
ING group originated in 1990 from the merger between Nationale Nederlanden NV the
largest Dutch Insurance Company and NMB Post Bank Groep NV. Combining roots and
ambitions, the newly formed company called InternationaleNederlanden Group. Market
circles soon abbreviated the name to I-N-G. The company followed suit by changing the
statutory name to ING Group N.V..
> ING has presence in over 40 countries
> Employee strength of more than 1,10,000
> Client base is more than 85 million
> Ranked 12
th
on Fortune Global 500 List
> Market Capitalisation 14.8 billion Euros

Mi ssi on

ING`s mission is to be a leading, global, client-focused, innovative and low-cost provider of
financial services through the distribution channels of the clients preference in markets
where ING can create value.


Vi si on
Is to excel as a leader in Human Resource Outsourced Services by providing services with
quality and reliability to the utmost satisfaction to our clients by delivering the right talent
and consistently exceeding the expectations.










MI LESTONES:

1930 Set up in Bangalore
1948 Scheduled Bank
1985 Largest Private Sector Bank
1987 The Vysya Bank Leasing Ltd. Commenced
1988 Pioneered the concept of Co branding of Credit Cards
1990 Promoted Vysya Bank Housing Finance Ltd.
1992 Deposits cross Rs.1000 crores
1993 Number of Branches crossed 300
1996 Signs Strategic Alliance with BBL., Belgium. Two National Awards by Gem &Jewellery Export
Promotion Council for excellent performance in Export Promotion
1998 Cash Management Services, & commissioning of VSAT. Golden Peacock Award - for the best HR
Practices by Institute of Directors. Rated as Best Domestic Bank in India by Global Finance
(International Financial Journal - June 1998)
2000 State -of - the -art Date Centre at ITPL, Bangalore.
RBI clears setting up of ING Vysya Life Insurance Company
2001 ING-Vysya commenced life insurance business.
2002 The Bank launched a range of products & services like the VysVyapar Plus, the range of loan
schemes for traders, ATM services, Smartserv, personal assistant service, Save & Secure, an
account that provides accident hospitalization and insurance cover, Sambandh, the International
Debit Card and the mi-b@nk net banking service. 2002
2002 ING takes over the Management of the Bank from October 7th , 2002
2002 RBI clears the new name of the Bank as ING Vysya Bank Ltd, vide their letter of 10.12.02
2003 Introduced customer friendly products like Orange Savings, Orange Current and Protected Home
Loans
2004 Introduced Protected Home Loans - a housing loan product
2005 Introduced Solo - My Own Account for youth and Customer Service Line Phone Banking Service
2006
Bank has networked all the branches to facilitate AAA transactions i.e. Anywhere,
Anytime & Anyhow Banking.





GEOGRAPHI CAL SPREAD
4 zones
9 regions
470 branches
13 extension counter
28 satellite offices
363 ATMs
6400 Employees

FI NANCI AL DATA OF I NG VYASYA FI NANCI AL
SERVI CE(2010)
Capital & Reserves : Rs. 2,401 Crores
Total Assets : Rs. 33,317 Crores
Deposits : Rs. 25,865 Crores
Savings Bank : Rs. 4,468 Crores
Current Account : Rs. 3,761 Crores
Other deposits : Rs. 15,976 Crores
Advances : Rs. 18,976 Crores
Net Profit : Rs. 242 Crores
(Q1 2010-11) : Rs. 69 Crores





PRODUCT PROFI LE

RETAIL LIBILITIES
Savings Account
Current Account
Term Deposits
NRI products
COSUMER ASSESTS
Housing Loans
Personal Loans
Education Loans
Commercial vehicle Loan
BUSINESS BANKING
SSI Loans
Rice mill loan
Education institute loans
Loan for trading
AGRI & RURAL BANKING
Produce loans
Kisan credit loans
Loan for farm equipment
Loans for godowns

OTHER SERVICES
Mutual fund
Insurance
Lockers
Internet banking
Demat services
Credit services
Debit services
In ING vyasyaFinancial services we Handled the following products for The
recruitment, We have Conducted the interview on these products
o Gold loans
o Personal loans
o Current Account
o Saving Account
o Premium Account








COMPI TI TI VE ANALYSI S

INTRODUCTION
Competitor analysis in marketing and strategic management is an assessment of the strengths
and weaknesses of current and potential competitors. This analysis provides both an offensive
and defensive strategic context to identify opportunities and threats. Profiling coalesces all of the
relevant sources of competitor analysis into one framework in the support of efficient and
effective strategy formulation, implementation, monitoring and adjustment.
Competitor analysis is an essential component of corporate strategy. It is argued that most firms
do not conduct this type of analysis systematically enough. Instead, many enterprises operate on
what is called informal impressions, conjectures, and intuition gained through the tidbits of
information about competitors every manager continually receives. As a result, traditional
environmental scanning places many firms at risk of dangerous competitive blindspots due to a
lack of robust competitor analysis.
Poters models
Porter's five forces analysis is a framework for industry analysis and business strategy
development formed by Michael E. Porter of Harvard Business School in 1979. It draws upon
industrial organization (IO) economics to derive five forces that determine the competitive
intensity and therefore attractiveness of a market.











INDUSTRY
COMPITITORS
NEW ENTRANTS
SUPPLIER
BUYERS
SUBSTITUTES
THESE FIVE FORCES ARE AS FOLLOWS
The threat of entry of new competitors
The threat of substitutes
The bargaining power of buyers
The bargaining power of suppliers
The degree of rivalry between existing competitors
Threat of New Entrants
New entrants to an industry can raise the level of competition, thereby reducing its
attractiveness. The threat of new entrants largely depends on the barriers to entry. High entry
barriers exist in some industries (e.g. shipbuilding) whereas other industries are very easy to
enter (e.g. estate agency, restaurants). Key barriers to entry include
Economies of scale
- Capital / investment requirements
- Customer switching costs
- Access to industry distribution channels
- The likelihood of retaliation from existing industry players.
Threat of Substitutes
The presence of substitute products can lower industry attractiveness and profitability because
they limit price levels. The threat of substitute products depends on:
- Buyers' willingness to substitute
- The relative price and performance of substitutes
- The costs of switching to substitutes
Bargaining Power of Suppliers
Suppliers are the businesses that supply materials & other products into the industry.
The cost of items bought from suppliers (e.g. raw materials, components) can have a significant
impact on a company's profitability. If suppliers have high bargaining power over a company,
then in theory the company's industry is less attractive. The bargaining power of suppliers will be
high when:
- There are many buyers and few dominant suppliers
- There are undifferentiated, highly valued products
- Suppliers threaten to integrate forward into the industry (e.g. brand manufacturers threatening
to set up their own retail outlets)
- Buyers do not threaten to integrate backwards into supply
- The industry is not a key customer group to the suppliers

Bargaining Power of Buyers
Buyers are the people / organisations who create demand in an industry. These five "competitive
forces" are
- The threat of entry of new competitors (new entrants)
- The threat of substitutes
- The bargaining power of buyers
- The bargaining power of suppliers
- The degree of rivalry between existing competitors
Threat of New Entrants
New entrants to an industry can raise the level of competition, thereby reducing its attractiveness.
The threat of new entrants largely depends on the barriers to entry. High entry barriers exist in
some industries (e.g. shipbuilding) whereas other industries are very easy to enter (e.g. estate
agency, restaurants). Key barriers to entry include
- Economies of scale
- Capital / investment requirements
- Customer switching costs
- Access to industry distribution channels
- The likelihood of retaliation from existing industry players.
Threat of Substitutes
The presence of substitute products can lower industry attractiveness and profitability because
they limit price levels. The threat of substitute products depends on:
- Buyers' willingness to substitute
- The relative price and performance of substitutes
- The costs of switching to substitutes
Bargaining Power of Suppliers
Suppliers are the businesses that supply materials & other products into the industry.
The cost of items bought from suppliers (e.g. raw materials, components) can have a significant
impact on a company's profitability. If suppliers have high bargaining power over a company,
then in theory the company's industry is less attractive. The bargaining power of suppliers will be
high when:
- There are many buyers and few dominant suppliers
- There are undifferentiated, highly valued products
- Suppliers threaten to integrate forward into the industry (e.g. brand manufacturers threatening
to set up their own retail outlets)
- Buyers do not threaten to integrate backwards into supply
- The industry is not a key customer group to the suppliers
Bargaining Power of Buyers
Buyers are the people / organisations who create demand in an industry
The bargaining power of buyers is greater when
- There are few dominant buyers and many sellers in the industry
- Products are standardised
- Buyers threaten to integrate backward into the industry
- Suppliers do not threaten to integrate forward into the buyer's industry
- The industry is not a key supplying group for buyers
Intensity of Rivalry
The intensity of rivalry between competitors in an industry will depend on:
- The structure of competition - for example, rivalry is more intense where there are many
small or equally sized competitors; rivalry is less when an industry has a clear market leader
- The structure of industry costs - for example, industries with high fixed costs
encourage competitors to fill unused capacity by price cutting
- Degree of differentiation - industries where products are commodities (e.g. steel, coal)
have greater rivalry; industries where competitors can differentiate their products have less
rivalry
- Switching costs - rivalry is reduced where buyers have high switching costs - i.e. there is a
significant cost associated with the decision to buy a product from an alternative supplier
- Strategic objectives - when competitors are pursuing aggressive growth strategies, rivalry
is more intense. Where competitors are "milking" profits in a mature industry, the degree of
rivalry is less
- Exit barriers - when barriers to leaving an industry are high (e.g. the cost of closing down
factories) - then competitors tend to exhibit greater rivalry.
The bargaining power of buyers is greater when
1. There are few dominant buyers and many sellers in the industry
2. - Products are standardize
3. - Buyers threaten to integrate backward into the industry
4. - Suppliers do not threaten to integrate forward into the buyer's industry
5. - The industry is not a key supplying group for buyers
Intensity of Rivalry
The intensity of rivalry between competitors in an industry will depend on:
1. The structure of competition - for example, rivalry is more intense where there are
many small or equally sized competitors; rivalry is less when an industry has a clear
market leader
2. The structure of industry costs - for example, industries with high fixed costs
encourage competitors to fill unused capacity by price cutting
3. Degree of differentiation - industries where products are commodities (e.g. steel,
coal) have greater rivalry; industries where competitors can differentiate their products
have less rivalry
4. Switching costs - rivalry is reduced where buyers have high switching costs - i.e. there
is a significant cost associated with the decision to buy a product from an alternative
supplier
5. Strategic objectives - when competitors are pursuing aggressive growth strategies,
rivalry is more intense. Where competitors are "milking" profits in a mature industry, the
degree of rivalry is less
6. Exit barriers - when barriers to leaving an industry are high (e.g. the cost of closing
down factories) - then competitors tend to exhibit greater rivalry.
FOLLOWING ARE THE COMPITITORS OF ING VYASYA FINANCIAL SERVICES
o HDFC
o ICICI
o YES BANK
o KOTAK MAHINDRAS
o FEDERAL BANKS
o AXIS BANKS , Many other banks






Compet i t i ve posi t i on of I NG f i nanc i al Ser vi c es







ORGANI ZATI ON CHART
INTRODUCTION
Organization structure refers to the formal configuration between individual and
group with the allocation of the tasks , responsibility and authority within organization .It
depicts the authority and responsibility relationship between the various positions in the
organization by showing who reports to whom, since these position are held by various persons ,
the structure is the relationship among people in the organization . The framework of an
organization is the structure , where the job of each and every person is defined , described & co-
ordinated to achieves the goals .Under organization structure we consider control and
command and the division of the work.
ORGANIZATION STRUCTURE OF ING VYASYA FINANCIAL LIMITED
The organization structure of ING Vyasya Financial Ltd. Is consist of a board which is broadly
divided in Board Credit Committee and Audit committee of board and it comprises of
Managing director and CEO and again two subdivision of corporate secretory and chief audit
executive . The Managing Director and CEO handled the Following division of country Head
RETAIL BANKING
WHOLESALE BANKING
PRIVATE BANKING
OPERATION
HUMAN RESOURSES
CHIEF FINANCIAL OFFICER
CHIEF RISK OFFICER






FUNCTI ON DEPARTMENT DETAI LS
INTRODUCTION
Its very essential for any organization to have different department to handle its activities to
accomplish its objectives .Majority of the organization today have distributed activities into
various department to function smoothly . The various department which most of the
organization are marketing, finance, human resources. Operation, credit sales, debit etc .These
different department is allotted with different function as per there nature. All the department
of organization work together to achieve their goals as well as organizational goals.
This chapter gives the in function regarding the functionary of various department of the ING.
The different departments are
Operation
Credits
Administration
Cash
OPERATION
The major Function of the operation department is to carry out the operation of the bank. The
different operation which bank causes out are opening saving account , current account , fixed
Deposits , Counter transaction & selling other products of the bank
SAVINGS ACCOUNTS
Savings accounts are accounts maintained by retail financial institutions that pay interest but
cannot be used directly as money (for example, by writing a check). These accounts let
customers set aside a portion of their liquid assets while earning a monetary return. For the
bank, money in a savings account may not be callable immediately and therefore often does
not incur a reserve requirement freeing up cash from the bank's vault to be lent out with
interest.


THINGS TO CONSIDER WHILE OPENING A SAVING ACCOUNT
Everyone has different financial goals, both long and short term. These will determine whether
you can put money aside, influence the type of account you choose and how much you want to
save. We offer a wide range of different savings accounts and can help find the best one for you.
As part of our commitment to helping you make an informed decision, here are some things to
consider when you choose a savings account.
Does a savings account work for me?
What commitment do I need to make?
What else should I think about before I commit?
CURRENT ACCOUNT
In economics, the current account is one of the two primary components of the balance of
payments, the other being the capital account. The current account is the sum of the balance of
trade (exports minus imports of goods and services), net factor income (such as interest and
dividends) and net transfer payments (such as foreign aid).
The current account balance is one of two major measures of the nature of a country's foreign
trade (the other being the net capital outflow). A current account surplus increases a country's net
foreign assets by the corresponding amount, and a current account deficit does the reverse. Both
government and private payments are included in the calculation. It is called the current account
because goods and services are generally consumed in the current period.
[
Fixed Deposit
Flexibility of tenure - 7 days to 10 years
Liquidity
o Premature / Partial withdrawal permitted (subject to applicable charges)
o Loan / Overdraft upto 90% of FD amount
o Option of monthly / quarterly payout available
Competitive interest rate - Know interest rates for various tenures
Convenient ways to open a FD
o Internet Banking
o Phone banking
o ING Bank Branch
TAX IMPLICATION
The amount invested in fixed deposit with a maturity periods with a maturity period of 5
years in a scheduled bank eligible for tax deduction under sec80c.however the interest
earned on the deposit is taxable.
Ta x will be deducted at the sources if the interest income on a fixed deposit per annum
exceeds Rs 10000.

CREDIT DEPARTMENT
This department deals with issuing credit or lending money to customer. The bank lends money
to the customer at some interest rate and recovers the same from the customer after a fixed
duration of the time and managing NPA(non performing assets)
Loan is that amount of money which a person owns from others to fulfill his/her needs and repays it on
a future date with some extra amount which is called interest .the ING bank ltd has categories
Home loan
Home equity loan
Personal loan
Loan against securities
NRI home loan
HOME LOAN
Is it an apartment you are looking for or a penthouse? Your search for a Ideal Home ends at ING
, you can avail Home Loans from ING for constructing a home, purchasing a ready built
house/flat, or even for refinancing existing loans. We offer you a bundle of benefits on Home
loans to ensure that you realise your long cherished dream of owning a Home.
1. Attractive Interest Rates.
2. Funding upto 80% of the cost of Property*.
3. Floating Rate loans linked to HPLR i.e. Home Loan Prime Lending Rate.
4. EMI on a monthly reducing balance method.
5. Flexible Repayment Options, Maximum Loan Tenor upto 20 years.
6. Nil penalty on partial pre-payments.**

* Allotted by Government.

* Approved by Government (initially developed and sold by Registered House Building
Cooperative Society or Private Developer of repute). Government Bodies include Urban
Development Authority / Corporation / DTPA (District Town Planning Authority)





HOME EQUITY LOAN
A home is more than just a house. It is the sum total of your dreams, aspirations and the love that
binds your family. Sometimes, there are situations that demand finance on a large scale like
when your children get married, go abroad for higher studies, when you need to provide medical
care to your aged parents, fulfill any business need or any other exigency.

At these times, you decide to leverage your house as equity for raising a loan. We understand
your need to support your family and look towards their well-being.

Keeping in mind, your needs, your concerns and worries, we have come up with a Home Equity
Loan which is a hassle-free and low cost solution that makes finance available to you against
your free, unencumbered residential property.

Home Equity Loan can be utilized to close down your high cost borrowings and safeguard your
dignity.



PERSONAL LOAN
There are various needs in our life which cannot be postponed, whether its your home
renovation, wedding in your family, education expenses, business expansion, holiday plans
and so on. Whatever be the occasion, INGs Personal Loan can help. The loan procedure is
simple, minimal documentation and loan processing time is really fast!
1. Loan up to 15 Lac*
2. Attractive Interest Rate & Processing charges
3. Easy documentation
4. Speedy loan processing
5. Hassle free loans - No security/collateral required.
6. Flexible repayment options
7. Personalized and professional service
8. Special Schemes for salary account holders with ING Vysya Bank.
LOAN AGAINST SECURITIES
ING presents Loan Against Securities so that you can enjoy the benefit of your securities without
compromising on liquidity.

Whats more, pay interest only on the loan you use, for the time you use it! Get loan against an
exhaustive list of shares and mutual funds , with easy documentation and attractive interest rates.
With ING LAS, Jiyo Easy!

NRI HOME LOAN
ING's NRI Home Loans are offered to all NRI's/PIO's for the purchase, construction, repair
/renovation /alteration of a house or a composite loan.

Loan Amount - Minimum amount of the loan is Rs. 5 Lacs and Maximum amount is Rs. 300
Lacs in all the metros, Bangalore, Pune and Chandigarh. Customers located in all other cities
where the bank provides Home Loans can avail uptoRs. 1 crore.


ADMINISTRATION

This department look after the general administration of the branch .This includes HRD ,
leaves of employees , salary, infrastructure etc.The branch manager is in charge of the
department .The general administration take care of the whether the branch of functioning as
per the bank policies or not .the HRD includes the working hours of the branch, assigning jobs
to the employees , looking after the needs of the employees and their satisfaction .The
administrative department also take care of employees leaves and job rotation and also for the
substitution of the employees if any employees is on long leaves .the administrative
department also look after the infrastructure of all branch include the spacious premises
,proper and comfortable setting arrangement for both staff and customer , proper ventilation
and sanitation facilities for the staff on bank should be provided .

CASH

This department as the name suggest deals with the cash .The cashier is responsible for their
department .This department handles the incoming and outgoing cash .Incoming cash is cash
which the customer deposits or banks get some kind of payment or income .The outgoing
withdraw or if the bank has to make some payments .The cash department also takecare of
exchange of soiled notes .Customers come to bank for the exchange of soiled notes .The cash
department gives the customers good note sin returns of soiled notes .









SWOT ANALYSI S
ING vyasya Is a finance company and they have some internal and external Swot analysis of
company .SWOT analysis is a strategic planning method used to evaluate the Strengths,
Weaknesses/Limitations, Opportunities, and Threats involved in a project or in a business
venture. It involves specifying the objective of the business venture or project and identifying
the internal and external factors that are favorable and unfavorable to achieve that
objective.Setting the objective should be done after the SWOT analysis has been performed.
This would allow achievable goals or objectives to be set for the organization.
Strength :characteristics of the business, or project team that give it an advantage over
others
Weaknesses (or Limitations): are characteristics that place the team at a disadvantage
relative to others
Opportunities: external chances to improve performance (e.g. make greater profits) in
the environment
Threats: external elements in the environment that could cause trouble for the business
SWOT ANALYSIS OF ING VYASYA









INTERNAL EXTERNAL
STRENGTH WEAKNESS OPPURTUNITY THREAT
The aim of any SWOT analysis is to identify the key internal and external factors that are
important to achieving the objective. These come from within the company's unique value
chain. SWOT analysis groups key pieces of information into two main categories:

Internal factors The strengths and weaknesses internal to the organization.
External factors The opportunities and threats presented by the external
environment to the organization.

The internal factors may be viewed as strengths or weaknesses depending upon their impact on
the organization's objectives. What may represent strengths with respect to one objective may
be weaknesses for another objective. The factors may include all of the 4P's; as well as
personnel, finance, manufacturing capabilities, and so on. The external factors may include
macroeconomic matters, technological change, legislation, and socio-cultural changes, as well
as changes in the marketplace or competitive position. The results are often presented in the
form of a matrix.
STRENGTH,WEAKNESS, OPPORTUNITY, THREAT OF ING VYASYA FINANCIAL LTD

STRENGTH
This is a brand equity in India.
ING Vysya Financial ltd is a largest private sector in India.
Highly competent and dedicated employes .
High rate of job securities.
Huge client base.
Excellent infrastructure.



WEAKNESS
Straight rules
Union interventions
Employees legislation and acts
Insufficient advertisement policy
The company is not known in rural areas by general people
OPPORTUNITY
Global market expanding
Industrial growth upwards
Large employee youth
Bench marking and best implementation

THREAT
Fast changing market condition
High competition by capital-rich finance sector
High interest rate in view ofoverheads
Age Factors of employees.





SPECI AL TASK

RECRUITMENT
BACKGROUND VERIFICATION
RECRUI TMENT
INTRODUCTION
The recruitment industry is based on the goal of providing a candidate to a client for a price. On
one end of the spectrum there are agencies that are paid only if they deliver a candidate that
successfully stays with the client beyond the agreed probationary period. On the other end of
the spectrum there are agencies that are paid a retainer to focus on a client's needs and
achieve milestones in the search for the right candidate, and then again are paid a percentage
of the candidate's salary when a candidate is placed and stays with the organization beyond the
probationary period. Today's (March 2011) recruitment industry is fairly competitive, therefore
agencies have sought out ways to differentiate themselves and add value by focusing on some
area of the recruitment life cycle. Here are five types of typical agencies.
Recruitment refers to the process of attracting, screening, and selecting qualified people for a
job. For some components of the recruitment process, mid- and large-size organizations often
retain professional recruiters or outsource some of the process to recruitment agencies.
The recruitment industry has four main types of agencies: employment agencies, recruitment
websites and job search engines, "headhunters" for executive and professional recruitment, and
niche agencies which specialize in a particular area of staffing. Some organizations use employer
branding strategy and in-house recruitment instead of agencies. Recruitment-related functions
are generally carried out by an organization's human resources staff.
The stages in recruitment include sourcing candidates by advertising or other methods, screening
potential candidates using tests and/or interviews, selecting candidates based on the results of the
tests and/or interviews, and on-boarding to ensure the candidate is able to fulfill their new role
effectively.
The organization have to recruit people with requisites skills , qualification and experience ,if
they have to survive and flourish in a highly competitive environment , they have to be sensitive
to economic , social , political , and legal factors within a country.to be effective , they need to
tap all available sources of supply , both internal and external . internal promotion and transfer
boost the morale of people who have served loyally for a number of years .External sources
need to be explored regularly to bring qualified people with lots of ideas into the firm.

METHOD OF RECRUI TMENT
Internal methods
Promotions and transfer
J ob postings
Employee referrals
Campus recruitment
Advertisements
External method
Private employee search firm
Employement exchange
Gate hiring and contractors
Unsolicited application
Internet recruiting

OBJ ECTI VES OF RECRUI TMENT
1. Support the organization ability to acquire, retain and develop the best talent and skills.
2. Determine present and future manpower requirements of the organization in coordination
with planning and job analysis activities.
3. Obtain the number and quality of employees that can be selected in order to help the
organization to achieve its goals and objectives.
4. Create a pool of candidates so that the management can select the right candidate for the
right job from this pool
5. Attract and encourage more and more candidates to apply in the organization
6. Increase the pool of candidates at minimum cost.
7. Acts as a link between the employers and the job seekers
8. Infuse fresh blood at all levels of the organization
9. Meet the organization's legal and social obligations regarding the composition of its
workforce.
10. Increase the effectiveness of various recruiting techniques





BACKGROUND VERI FI CATI ON


Introduction
A background check or background investigation is the process of looking up and compiling
criminal records, commercial records and financial records (in certain instances such as
employment screening) of an individual.
Background checks are often requested by employers on job candidates, especially on candidates
seeking a position that requires high security or a position of trust, such as in a school, hospital,
financial institution, airport, and government. These checks are traditionally administered by a
government agency for a nominal fee, but can also be administered by private companies.
Results of a background check typically include past employment verification, credit score, and
criminal history.















Bac k gr ound Ver i f i c at i on Pr oc ess At I VBL

1. Introduction
Background Verification Process (BGV) is one of the corner stones of the anti-fraud programme.
A robust BGV approach creates the opportunity for an integrity check prior to employing staff
and therefore reduces security and reputation risks.
The mandatory elements of BGV process comprise of the check of identity, qualification,
reliability and criminal background of individuals who ING Vysya Bank Limited (IVBL) intends
to employ or engage.

2. Objective
In order to minimize the risk of fraud, theft and other security risks, BGV must take place.
The objective of the process is to:
Strengthen the pre employment screening process and lay down clear guidelines to be
followed during hiring.
Adopt the best practices in ING Group for compliance with respect to BGV Process.

3. Coverage
This process applies to all individuals whom IVBL intends to employ or engage, including those
contracted by, hired by or posted to IVBL as a temporary worker, management adviser, software
developer, consultant, cleaning and facility staff, and in any other category of employment or
engagement.
This process does not apply to the engagement of professional services organizations (such as
accounting firms, actuarial firms, investment banking firms, law firms and similar organizations)
that generally adhere to their own regulations.

4. Scope
4.1 IDENTITY CHECK AND ADDRESS VERIFICATION
IDENTITY CHECK
The identity of the applicant shall be verified based on official, valid and original documents like
PAN card
Valid Driving License provided period of validity has not expired
Indian Passport provided period of validity has not expired
Voters Identity Card
Ration card
Social Security Number (SSN)
A copy of an original document shall be made and kept in the applicants personal file.
ADDRESS VERIFICATION
The address of the applicant can be verified with the Valid Driving License provided period of
validity has not expired, Indian Passport provided period of validity has not expired.


4.2 QUALIFICATION CHECK
The goal of the qualification check is to assess the authenticity of the represented certificates and
other documents confirming the applicants educational background. The basis for the
qualification check is the applicants curriculum vitae in connection with the applicable job
requirements. Verification can be done by providing of original documentation, confirmation by
educational institutions or other means providing reasonable verification. Copies of the original
document/s and/or a report that describes the method by which the authenticity was verified shall
be kept in the employee file.

4.3 RELIABILITY (REFERENCE) CHECK
It is essential that sufficient weight is assigned to the trustworthiness of the person concerned.
The reliability check focuses on, but is not limited to, fraud, corruption, unlawful withdrawals for
personal benefit and deceit. There are several ways of assessing someones reliability. Some
actions are mandatory, some are optional.
Mandatory actions
Previous employers for the last five years have to be queried to validate the applicants dates of
employment and his/her trustworthiness. If the person concerned has an employment history
shorter than five years, this condition will apply to this shorter period.
During the application procedure the applicant must be asked to mention any incidents that
might count in the assessment of his or her trustworthiness.

The results of the mandatory actions must be kept in the employee file. The failure of a previous
employer to respond to an inquiry should not, in itself, be deemed sufficient to deny
employment, since the policy is risk based.
Optional actions:
References and/or previous employers may be contacted with regard to the applicants
competency, gaps in employment, doubtful statements in the applicants curriculum vitae, the
reasons previous employment was terminated, or other information deemed relevant to the
hiring of the applicant.
Inquiries in open sources (like internet) or sector warning systems (if available) may lead to
useful information about the applicant.

4.4 CRIMINAL CHECK
A criminal check to determine if the applicant has a record of a criminal conviction shall be
performed. A conviction will not automatically disqualify an applicant from employment, except
where required by local law or regulatory regulation or to satisfy other business requirements
(e.g. bonding, licensing). There should be a relevant relationship between the offence the
applicant was convicted for and the risks of sound operational management in case of recidivism.
A criminal check should include but not be limited to police verification. The results of the
criminal background check have to be filed in the employee file.
In order to avoid employment of individuals suspected of terrorism or terrorist financing the
name, date of birth and/or other relevant data of applicants have to be checked against the Freeze
lists prior to employing.


4.5 NATURE AND EXTENT OF BACKGROUND VERIFICATION PROCESS
The nature and extent of BGV process depends on the following factors:
1. Risk profiling of the process to be employed in, in terms of extent of customer interaction,
access to IVBL assets including information.
2. Position/ level in IVBL

The risk profiling of the
process shall be reviewed
periodically and at least
annually. Nature of pre-
employment screening
Applicability Responsibility
Identity Check All categories HR Business Partner /
Staffing Team (Talent
Acquisition Team)
Address Verification All categories External agency
Qualification Check All categories External agency
Reference check from former
employers
All categories External agency
Police Verification All categories External agency
Criminal Check All categories External agency

I NG VYSYA BACKGROUND VERI FI CATI ON COMPANY
MATRIX COMPANY.











RESEARCH DESI GN
INTRODUCTION
Research design is simply a plan for a study .This is used as a guide in collecting and analyzing a
data.It can be called a blue print to carryout the study.it is a plan made by an architech to build
the house , if a research is conducted without a blue print ,the result is likely to be different
from what is expected at the start.
Features of research design
It is a plan that specifies and types of information relevant to the research problems .
It is a strategy specifies which approach will be used for gathering and analyzing the
data.
It also include the time and cost budgets since most studies are done under these two
constraints.

TYPES OF RESEARCH DESIGN













RESEARCH DESIGN
EXPLORATORY
DESCRIPTIVE CASUAL
RESARCH DESIGN IN RECRUITMENT AND EMPLOYEE VERIFICATION

FINDING /SUGGESTION /CONCLUSION

FINDINGS ORGANIZATIONAL STUDY
The organization maintain the strict code of discipline.
The coordination between the department is very good.
Employees of the bank are friendly with there customer.
Bank managers is close to the customer and give suggestion to them.
Each employees has a clear idea of his work responsibility.
The policy of the bank is strictly followed.
FINDINGS OF THE SPECIAL TASK
I have done the specials task in Recruitment and employee verification. Following
are the findings of the special tasks.
Once employees get joined in ING vyasya. The company goes for the
employee verification to get the loyal employees.
The employees verification process is completed by the Matrix company
with in 15 days and company pays based on the cases to the Matrix.
In the recruitment process the company follows the naukri job portals ,
campus recruitment , walk-in and advertisement.
Recruitment process is done based on the requirement.
Recruitment process is done by the HR team, Regional manager, Business
manager
Pan India Hr team is responsible to fulfill the requirement in all over the
country branches.
We have conducted the initial round of the interview of the candidates and
found that some candidates have knowledge but dont have ability to
express, some candidates expects more than the degree and knowledge,
few candidates are really capable for work.


SUGGESTIONS
Bank need the development of the infrastructure.
Bank should open more ATM machine.
They should use the latest software.
Should open more branch in India for the growth of the bank.
Should provide proper dining facilities to the employees.
Should increase the salary of employees.









CONCLUSI ON
In this 45 days of internship in ING Vysya Financial Services Limited , I have learnt
a lot of Corporate ethics and got confidence that I can work in the corporate
world .INGs member supported us in enhancing our skills, knowledge and ability
and to do better work. Clearly understand the banking industry and Hr work. In
the process of Recruiting, Background Verification.
I am really thankful to those who gave the opportunity to do an internship on ING
Vysya Financial Services Limited.
I am also thankful to my project guide Assistant Prof. R. Nagaranjan who have
guided me to complete this project properly and sincerely, a heart full thanks to
our Head of the Department, Prof. Sreekiran.
A special thanks to all the members of ING VYSYA FINANCIAL SEVRICES LTD.













BI BLI OGRAPHY

WWW.GOOGLE.COM
www.ingvyasyabank.com
Human Recourses management(AIMA)

















ANNEXURE
I nternal J ob Posting - Applicant Form


Position Applying for




CURRENT DETAILS



POSTING DETAI LS in ING Vysya Bank:

Duration
(Day/ Month/ Year)

Department

Location Mega Region

Role / Designation

From To







EDUCATION:

Highest Level Academic:

Year of Completion
Professional Qualifications:

Year of Completion


CAREER HISTORY (Start with the Experience at ING Vysya Bank and then previous employers)


Duration
(Date/ Month/ Year)
Job Title/ Designation Company/ Location Major Responsibilities Handled
From To









Position Title
Location
Date of Application
Name Employee Number
Designation Current Location
Current J ob Band
/ Scale

Department
Start date in Current
Location

Date Of J oining Mega Region /CO
Reporting
Managers Name

Applicants Contact
Number

Date Of Birth Email ID
MAJOR TRAINING / DEVELOPMENT PROGRAMMES ATTENDED:

(a) In ING Vysya Bank:
(b) Externally (If any)


MOBILITY:

Please indicate extent of mobility:
Geographic (willingness to work in other states than your home
base):


Functional (willingness to work in other functions or other
businesses:




Briefly describe the skills acquired through work experience, training and or education that qualify you for this
position



















Required Signature (If sending it through Fax)

Employee (Signature)





Date

General Guidelines

o Upon the completion of the form Please route to the Staffing Section (CO) via email/fax

o A copy of the mail has to be marked / forwarded to the current Reporting Manager/ Regional Head.

The Staffing section (CO) will get in touch with all the applicants upon the receipt of the completed form within one week from
the date of closure of the IJ P.





Have You Applied for any
other IJ P (Yes or No)
If Yes:
IJ P (Position) Applied for


Date of Application

For HR Use Only (Comments) Received On:



Frequently Asked Questions Role Based Leveling
Applicable for CTC employee effective October 1, 2008
What is the new role based framework?

All standard roles have been sized using the Hay
methodology and based on the size of various roles, an
appropriate role based framework has been developed that
will reflect the different levels of roles across the
organization.

What are the various levels of roles in the organization?

All roles based on the Hay methodology have been aligned
to the following bands and levels.

Band A- EMC
Band B- B20 and B21
Band C- C18 and C19
Band D- D16 and D17
Band E- E14 and E15
Band F- F12 and F13
Band G- G10 and G11
Who was involved in the Sizing of roles? The Executive Management committee has been
collectively involved in this exercise. The Hay Group
facilitated the exercise.
Why are we moving to a new role based framework?

This will provide us with a framework that will help us match
individual strengths to role requirements and will also be the
rationale for managing key HR processes like promotions,
transfers, recruitments, talent management, succession
planning etc.

Who is this applicable for? And what is the effective date?


All CTC employees will be aligned to the new role based
framework. This will be effective October 1, 2008

What does this imply for a CTC employee?


All CTC employees will be mapped to the new job band and
level as described above.
There will be no reference to the old scales going forward.
Benefit entitlements will be aligned to the new job band
/level


How has an individual been mapped to a particular band and
level?
An individual has been mapped to a particular band and
level based on the role being currently performed by the
individual. The sizing exercise has been carried out purely
from a role perspective. Only roles have been sized; not
individuals performing the role and therefore the mapping
has no linkage to individual competencies.

If I have a disconnect with the sizing of my role, how can I
address it?
A review process has been set up to address individual
concerns on the sizing of the role. An employee can send a
mail to reviewcom@ingvysyabank.com. Please refer to the
HR intranet for details.
Is there no weightage given to seniority and experience? The Hay model has experience and seniority built in as one
of the parameters for sizing.
What are the benefits/ terms and conditions that will get
aligned to the new band and level?

The following benefits will be aligned to the new band and
level:
Hospitalization
Life Insurance
Personal Accident
Credit Card (Wherever applicable)
Travel Policy
Telephone Reimbursement (Wherever applicable)
Relocation reimbursement on transfer
CTC compensation related entitlements (Company Car,
Employee owned car and Leased Accomodation and
applicable basic)
Notice Period Clause
The detailed policies will be hosted on the HR intranet.
What are the benefits/ terms and conditions that will get
aligned to the new band and level?

The following benefits will be aligned to the new band and
level:
Hospitalization
Life Insurance
Personal Accident
Credit Card (Wherever applicable)
Travel Policy
Telephone Reimbursement (Wherever applicable)
Relocation reimbursement on transfer
CTC compensation related entitlements (Company Car,
Employee owned car and Leased Accomodation and
applicable basic)
Notice Period Clause
The detailed policies will be hosted on the HR intranet.



What is the implication of the alignment of benefits to the new
Bands and levels?

Consequent to the role based leveling if the entitlements
have moved up from the current level, then the revised
benefits as applicable for the band to which the employee
has been mapped to will apply.

However as a consequence of the re alignment, if the
entitlements drop from the current level, then the current
level of entitlements will be protected.
Will there be a compensation revision as a consequence of
this exercise?

No.
Will this mean that all employees in the same role / level will
receive the same compensation?
No.
Compensation will continue to vary based on the Market
/line of business / Role / individual.
Role based framework will provide a more data based and
structured framework for benchmarking.

Is there a co- relation between the old scales and the new job
bands
There is no co- relation.
Can an employee share his/her band and level? The individual band and level communicated is between an
employee and his/her supervisor.
Will employees know what are the various roles across
functions and what is the level for the various roles?
Yes. We will shortly display the role framework, which will
have the listing of standard roles (across functions) and the
appropriate level /band for the roles.
What happens to my current scale based designation?

All CTC employees will now have a role title that will be
used on visiting card (if applicable) and e-mail ID.

How will promotions happen? Promotions going forward will be based on vacancy and role
based progression. I.e. movement from the current level to a
higher level based on role change.

The revised Promotion process will be shortly announced.

What happens to the IJ P process? The IJ P process will continue as before and will have
reference to roles.

If I apply through an IJ P for a role that is at a higher level than
my current role, will I get the revised level?
The movement to the next level will not be on immediate
selection through an IJ P. Based on readiness and
performance in the new role, the employee will be
considered for a level change in the immediate or the next
promotion cycle.
Can I move up more than one level by taking on a higher
role?
Yes. As per the IJ P process the employee will be aligned to
the corresponding level as per the role assumed. However
this will be based on readiness and performance in the new
role.
Can I apply / move to roles that are lower than my current
job role level?
No.
How often will the roles and the sizing be reviewed? Who will
review these roles?
It will be an annual process. A review committee
comprising of EMC members and senior leadership team
will review the roles.
If as a consequence of the review, a role moves up will the
employee performing that role get an automatic level change?
In the next promotion cycle the employees; name will be
considered for a level change.

For further details on the process and the Hay methodology please refer to the ppt on Role Based leveling on the HR
intranet.



















QUESTI ONARE

Questioner for Candidates of Banking Sales.
For ING VYSYA BANK..
1. How was your day?
2. Introduce yourself?
3. What is your family background?
4. Why u need this job?
5. Tell me something about your previous work experience (if
experienced)?
6. What is d reason of leaving d company?
7. Where do u see yourself 5 years down d line?
8. Why have u chosen our company?
9. If youre selected what is your opinion on d job?
10. What is your salary expectation?
11. When can u join?



Version: 1.0
Compiler: HR Team
Process Name Full & Final Settlement Process Process Owner CTC Helpdesk
Author CTC Helpdesk Approver: Asst. VP/ Asso. VP
Date of creation of this document: 20/05/2007 Process Expiry Date

Process: Full & Final Settlement Process


Process Summary (High level information about this process)

Full and Final Settlement will be done for all the resigned employees to settle their salary dues or to recover the
dues from the employees at All the levels



Objective (of the process)

This process has been done for settling the employees due from the bank or to receive the employees due to the
bank



Eligibility (scope of coverage for this process)

For all resigned employees of ING Vysya Bank at all the levels



Exclusions (all exclusions for this process)
NIL


Assumptions (all necessary assumptions made for this process)
NIL



Definitions (all relevant definitions elaborated for clarity)

Full & Final settlement is the process done for employees those who are resigned and relieved from the services of the
bank, we will be settling their final salary dues or will be recovering the due from the employees.



Process Start - Business Event Trigger (What will initiate this process)

Once we get the relieving status & the relevant input from the HRD Promotion & Terminal Benefit Section



Process End - What will complete this process

When resigned employee received their Full & Final settlement credited to their SB a/c




1of 4



Version: 1.0
Compiler: HR Team
Process Name Full & Final Settlement Process Process Owner CTC Helpdesk
Author CTC Helpdesk Approver: Asst. VP/ Asso. VP
Date of creation of this document: 20/05/2007 Process Expiry Date


Data Retention Period - To mention the timeline for retention of data with respect to this process

2 Years in CTC Helpdesk and 5 Years in old records



Exceptions to this process - To mention all relevant scenarios which act as exceptions to this
process.

NIL



Approving Authority and Relevant Matrix for approval - To mention the process of approvals for
this process.
Level I (at a team member Level II (at a process owner Level III (at a process lead level)
level) level)

DEO/Associate Asst. Manager Asst. VP / Asso. VP



Relevant Matrix elucidating the centralized and decentralized process/ procedures between
Process Owners and Regional HR.

NI L



Point of contacts for this process at Corporate HR and Regional HR Level:

CTC Helpdesk



Process Map (detailed process flow chart capturing this process, including the roles and
responsibilities of the process owners

Attached at the end of this document














2of 4



Version: 1.0
Compiler: HR Team
Process Name Full & Final Settlement Process Process Owner CTC Helpdesk
Author CTC Helpdesk Approver: Asst. VP/ Asso. VP
Date of creation of this document: 20/05/2007 Process Expiry Date

Detailed Description of this process (Steps in the process):
CTC helpdesk will receive input from the HRD Promotion & Terminal Benefit Section every week
Saturday
The inputs will be verified and if any modifications will be done at CTC Helpdesk and it will
be forwarded to Cross Domain on every Monday
Cross Domain will send the full & final settlement calculations to CTC Helpdesk within 4 working days
CTC Helpdesk will validate the calculations and revert to Cross domain if any changes need to be done,
and get the correct calculation
The settlement vouchers will be prepared from CTC Helpdesk, get it approved and it will be sent to
Finance & Accounts Dept., after passing the entries credit advice will be sent to branch by Finance
team, branch will credit the settlement amount to employees SB a/c.


Responsibilities Matrix between the process owner and Team member(s) at the Corporate Office
and Regional HR
Process Name Team Member Process Owner Regional HR Partner/
Co-ordinator

Full & Final Settlement DEO/Associate Asst. Manager Asst. VP / Asso. VP
Process


Escalation Matrix
Level I (at a team member Level II (at a process owner Level III (at a process lead level)
level) level)



Annexure:
a) Relevant templates for this process


















3of 4



Version: 1.0
Compiler: HR Team
Process Name Full & Final Settlement Process Process Owner CTC Helpdesk
Author CTC Helpdesk Approver: Asst. VP/ Asso. VP
Date of creation of this document: 20/05/2007 Process Expiry Date

Full and Final settlements




Start




Ensure receipt of the
relieved employees inputs
from Terminal benefits
section
Resp : CTC Helpdek
Timeline : Every Friday




Validation of input file
Resp : CTC Helpdek
Timeline : Every Saturday





Check for clarifications if
anything w.r.t. input with
Terminal benefits section
Resp : CTC Helpdek
Timeline : Every Saturday




Incorporating additional
information / details
regarding F & F inputs if
any
Resp : CTC Helpdek
Timeline : Every Saturday




Input file sent to Cross
Domain
Resp : CTC Helpdek
Timeline : Monday




Send the F& F
calculations to CTC Ensure Individual
Helpdesk calculations on F & F sent
Resp : CTC Helpdek to employees with
Timeline : tentative date of credit
* 1 to 21st - 4 days Resp : CTC Helpdesk
* 22nd to 26th - 6 days Timeline : 24 hrs
* 27th to 31st - 4 days)
Prepare vouchers and Ensure credit done to
send it to Finance for employees SB A/c
payment through Finance
Resp : CTC Helpdek Resp : CTC Helpdek
Timeline: within 24 hrs Timeline: within 24 hrs









4of 4





Leave Policy for Officers under CTC
( Effective from 01.01.2008 )

All leave must be applies through Peoplesoft HCM tool only.

Leave application must be either applied / approved before leave dates or within 3 working days of
resuming duty.

PRIVILEGE LEAVE


Maximum No. of days






Pattern of utilization of leave











Carry forward facility






Maximum Accumulation of Privilege leave
for CTC officers in service - Not
Encashable






SICK LEAVE


Maximum


30 working days in a year to be credited in advance on 1
st
January every year / pro-rata @ 2.5 days per month from the
date of joining.



Minimum: 1 day

Compulsory availment: Minimum 12 days at a stretch once in a
calendar year.

Maximum: Open


Unutilised PL from any of previous years can be carried forward
upto a max of 30 days. This is irrespective of the previous year in
which it was accrued. Any unutilised leave in excess of 30 days
will be lapsed. This means at no point can any employee have
more than 60 days PL.


60 days (30 days advance PL credited as on 1
st
January for the
current year+ maximum of 30 days of permissible Carry
forward from the previous years).


No Leave Encashment is done for PL.




In case of health problems resulting in hospitalization / advice of
bed-rest by the competent medical practitioner, the Head of the
Department / Zonal Head can decide sanctioning up to 30 days of
sick leave in a year on full pay over and above the privilege
leave. However the manager can approve such leave only after
the Privilege Leave balance is exhausted.






Pattern of leave









MATERNITY LEAVE


Eligibility




Maximum





Pattern of leave





TRANSFER LEAVE


Eligibility



Maximum







ANNUAL LEAVE



Eligibility




Encashment of leave as of 31.12.2003





30 working days in a year can be availed with the proof of
doctor certificate and approval of supervisor. Special cases up to 90
days leave can be provided.
Intervening Holidays need to be considered while counting the
Leave Event Duration






Eligible to all female employees

90 days can be availed as Maternity Leave; Additional one month
can be availed on production of Doctors certificate. ML also
includes Mis-Carriage/Abortion


Intervening Holidays are considered while counting the Leave
Event Duration








Eligible to all CTC employees if transferred

Maximum of 6 days to be availed if an employee is transferred
from one location to another location. Maximum of one day in
case of local transfer.






Eligible only to employees joined on or before 01-10-2003. It
is the leave balance as of 31-12-2003

Annual Leave can be encashed by Employee at the Maximum of 15
days in a year