Submitted in Partial Fulfillment of the Requirements of

Bangalore University for the Award of the Degree of

MASTER OF BUSINESS ADMINISTRATION

MBA – Synopsis of the Dissertation

“A Study of Recruitment and Selection Process at ICICI Bank,

Yelahanka Branch, BANGALORE-560064”

Name: Manu S Abraham

Reg No.

CMR CENTER FOR BUSINESS STUDIES

#2, 3rd ‘C’ Cross, 6th ‘A’ Main, 2nd Block, HRBR Layout Kalyana Nagar,
Bangalore - 560 043
Karnataka, India
1) Introduction:

People are integral part of any organization today. No organization can run without its human
resources. In today‘s highly complex and competitive situation, choice of right person at the
right place has far reaching implications for an organization‘s functioning. Employee well
selected and well placed would not only contribute to the efficient running of the organization
but offer significant potential for future replacement. This hiring is an important function. The
process of hiring begins with human resource planning (HRP) which helps to determine the
number and type of people on organization needs. Job analysis and job design enables to
specify the task and duties of hobs and qualification expected from prospective job HRP, job
analysis, job design helps to identify the kind of people required in an organization and hence
hiring. It should be noted that hiring is an ongoing process and not confined to formative stages
of an organization. Employees leave the organization in search of greener pastures, some retire
and some die in the saddle. More importantly an enterprises grows, diversifies, take over the
other units all necessitating hiring of new men and women. In fact the hiring function stops
only when the organization ceases to exist.

Recruitment is the process of searching the candidates for employment and stimulating them
to apply for jobs in the organization. Recruitment is the activity that links the employers and
the job seekers. A few definitions of recruitment are:

Recruitment is a process of finding and attracting capable applicants for employment. The
process begins when new recruits are sought and ends when their applications are submitted.
The result is a pool of applications from which new employees are selected.

Recruitment is the process to discover sources of manpower to meet the requirement of staffing
schedule and to employ effective

Recruitment measures for attracting that manpower in adequate numbers to facilitate effective
selection of an efficient working force. Recruitment of candidates is the function preceding the
selection, which helps create a pool of prospective employees for the organization so that the
management can select the right candidate for the right job from this pool. The main objective
of the recruitment process is to expedite the selection process. Recruitment is a continuous
process whereby the firm attempts to develop a pool of qualified applicants for the future
human resources needs even though specific vacancies do not exist. Usually, the recruitment
process starts when a manger initiates an employee requisition for a specific vacancy or an
anticipated vacancy. Recruitment needs are of three types

Planned needs are those needs arising from changes in organization and retirement policy.
Anticipated needs are those movements in personnel, which an organization can predict by
studying trends in internal and external environment. Unexpected Resignation, deaths,
accidents, illness give rise to unexpected needs.

Selection is a process by decreasing number of visibly under qualified or overqualified job

applicants. It also helps to reduce the probability that job applicants once recruited and selected
will leave the organization only after a short period of time. It meets the organizations legal
and social obligations regarding the composition of its workforce. It begins identifying and
preparing potential job applicants who will be appropriate candidates. It increases organization
and individual effectiveness of various recruiting techniques and sources for all types of job
applicants.

2) Need for the Study:

i. To analyze the Recruitment and selection process Systems

ii. To assess whether the purpose of the Recruitment and Selection Process System
is fulfilled
iii. To examine the Management’s Perception towards the Functioning R&S
iv. To identify deviations and gaps in the system

3) Objectives of the Study:

1) To assess whether the purpose of the Recruitment and Selection Process System is
fulfilled
2) To identify deviations and gaps in the system

3) Suggest Measures and techniques to address the gaps and make a robust system.
4) Statement of the Problem

The study has been undertaken to understand the Recruitment and Selection Process Systems
adopted by ICICI BANK, Yelahanka Branch, Bangalore-64, is functioning as per the policies
and procedures laid down by the Head Office. Whether the objective of organization towards
onboarding the right candidates to the job vacancies. If there are flaws, to identify the same
and ensure corrective measures and actions to ensure a robust process system in place.

5) Methodology of Research

The research design for the proposed study is “Descriptive research”. Descriptive kind
research includes surveys and fact finding enquiries of different kinds. In this research the
researcher has no control on the variables. The researcher can only report what has
happened or what is happening. The methods of research utilized in descriptive research
are survey methods of all kinds, including comparative and correlation methods. The study
includes fact finding enquiries of different kinds by administration of questionnaires and
personal interaction with the employees working in the organization.

6) Sampling

Sampling is the process of obtaining information about an entire population by examining

only a part of it. In this study the sampling technique used was “Convenience Sampling”.
In Convenience sampling the population elements are selected for inclusion in the sample
based on the ease of access. The researcher has the freedom to choose whomever he finds.

7) Data Collection :-
Sources of Data

Primary Data collected by the researcher. It is often undertaken after the researcher has
gained some insight into the issue by reviewing secondary research or by analyzing
previously collected primary data. It can be accomplished through various methods,
including questionnaires and telephone interviews in market research, or experiments and
direct observations in the physical sciences, amongst others.

Secondary data is data collected by someone other than the user. Common sources of
secondary data for social science include censuses, organizational records and data
collected through qualitative methodologies or qualitative research. Primary data, by
contrast, are collected by the investigator conducting the research.

The various data collection sources will be as follows

 Primary Source: Respondents

 Secondary Source: Internet, Research Papers, News Papers, Journals, Articles,
Manuals

Tools of Data Collection

The tools, which were used for primary data collection, are Questionnaire, Personal
Interview and Observations.

TOOLS OF ANALYSIS - SWOT ANALYSIS