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HRM PROJECT

Submitted by:
KUNAL SINGH JL13PGDM145
Jalkukri KAAZAMI JL13PGDM161


ACKNOWLEDGEMENT
While doing this project in the atmosphere of encouragement and advice we have
enhanced our knowledge and learned a lot of things. Its our proud privilege to single
out, for special mention of a few individuals who contributed to the enrichment of my
knowledge.
Its our prerogative to express our profound sense of respect and indebtedness to our
teacher and guide Prof. Anurag Shankar, for her valuable guidance, encouragement
and continuous support.
We would like to place on record our sincere gratefulness to all those who helped us out
to complete this project.
Thank you.










INTRODUCTION ABOUT THE COMPANY
Kotak Mahindra Bank Ltd is one of the fastest growing bank and among the most
admired financial institutions in India. The Bank offers transaction banking, operates
lending verticals, manages IPOs and provides working capital loans. They have one of
the largest and most respected Wealth Management teams in India, providing the
widest range of solutions to high net worth individuals, entrepreneurs, business families
and employed professionals. The Bank has over 245 branches, a customer base of
over 8 lakh and has spread all over India. The Bank offers complete financial solutions
for infinite needs of all individual & non-individual customers depending on the
customer's need - delivered through a state of the art technology platform. They also
offer investment products like Mutual Funds, Life Insurance, retailing of gold coins and
bars etc. Apart from Phone banking and Internet banking, they offer convenient banking
facility through Mobile banking, SMS services, Netcard, Home banking and BillPay
facility among others. The Depository services offered by the Bank allows the
customers to hold equity shares, government securities, bonds and other securities in
electronic or Demat forms. Their Salary 2 Wealth offering provides comprehensive
administrative solutions for Corporates with features such as easy and automated web
based salary upload process thereby eliminating the paper work involved in the
process, a dedicated relationship manager to service the corporate account, customized
promotions and tie - ups and many such unique features. The Bank offers
comprehensive business solutions for the business community that includes the Current
Account, Trade Services, Cash Management Service and Credit Facilities. Their
Wholesale banking products offer business banking solutions for long-term investments
and working capital needs, advice on mergers and acquisitions and equipment
financing. The Bank addresses the entire spectrum of financial needs of Non-Resident
Indians. Their tie-up with the Overseas Indian Facilitation Centre (OIFC) as a strategic
partner gives them a platform to share their comprehensive range of banking &
investment products and services for Non Resident Indians (NRIs) and Persons of
Indian Origin (PIOs). The bank has overseas subsidiaries with offices in Mauritius,
London, Dubai, Singapore, New York & San Francisco.
HISTORY
Established in 1985, the Kotak Mahindra group has been one of India's most reputed
financial conglomerates. In February 2003, Kotak Mahindra Finance Ltd, the group's
flagship company was given the license to carry on banking business by the Reserve
Bank of India (RBI). This approval created banking history since Kotak Mahindra
Finance Ltd. is the first non-banking finance company in India to convert itself in to a
bank as Kotak Mahindra Bank Ltd. Today, the bank is one of the fastest growing bank
and among the most admired financial institutions in India.
The bank has over 323 branches and a customer account base of over 2.7 million.
Spread all over India, not just in the metros but in Tier II cities and rural India as well, it
is redefining the reach and power of banking. Presently it is engaged in commercial
banking, stock broking, mutual funds, life insurance and investment banking. It caters to
the financial needs of individuals and corporates. The bank has an international
presence through its subsidiaries with offices in London, New York, Dubai, Mauritius,
San Francisco and Singapore that specialize in providing services to overseas investors
seeking to invest into India.

PRODUCT AND SERVICES
Non bank institutions frequently
Acts as a supplier of loan and credit facility
Supporting investment in property
Trade money market institution
Fund private education
Providing wealth management such as managing portfolios of stocks and shares
Underwrite stocks and shares, TFCs and other obligation
Provide retirement planning
Advice companies in mergers and actuations
Provide feasibility, market or industry studies for companies
Providing discounting services e.g. , discounting of instruments

AWARDS
ICAI Award - Excellence in Financial Reporting under Category 1 - Banking Sector for
the year ending 31st March, 2010.
Asia money - Best Local Cash Management Bank 2010.
IDG India - Kotak won the CIO 100 'The Agile 100' award 2010.
IR Global Rankings - Best Corporate Governance Practices - Ranked among the top 5
companies in Asia Pacific, 2009.
Finance Asia - Best Private Bank in India, for Wealth Management business, 2009.
Kotak Royal Signature Credit Card - Was chosen 'Product of the Year' in a survey
conducted by Nielsen in 2009.

IBA Banking Technology Awards
Best Customer Relationship Achievement - Winner 2008 & 2009.
Best overall winner, 2007.
Best IT Team of the Year, 4 years in a row from 2006 to 2009.
Best IT Security Policies & Practices, 2007.
Emerson Uptime Champion Awards - Technology Senate Emerson Uptime
Championship Award in the BFSI category, 2008.

Milestones
1986 - Kotak Mahindra Finance Ltd started the activity of Bill Discounting.
1987 - Kotak Mahindra Finance Ltd entered the Lease and Hire Purchase market.
2003 - Kotak Mahindra Finance Ltd. converted into a commercial bank - the first
Indian company to do so.
2009 - Kotak Mahindra Bank Ltd. opened a representative office in Dubai. Entered
Ahmedabad Commodity Exchange as anchor investor.
2011 - Kotak Mahindra Bank Ltd entered into a Business Cooperation arrangement
with CIMB Group Sdn Bhd, Malaysia.
LITERATURE REVIEW
Recruitment and Selection
The process of finding and hiring the best-qualified candidate (from within or outside of
an organization) for a job opening, in a timely and cost effective manner. Recruitment is
the process of identifying that the organization needs to employ someone up to the
point at which application forms for the post have arrived at the organization. It is crucial
to organizational performance. Recruitment is a critical activity, not just for the HR team
but also for line managers who are increasingly involved in the selection process. All
those involved in recruitment activities should be aware of relevant legislation.
Recruitment is almost central to any management process and failure in recruitment can
create difficulties for any company including an adverse effect on its profitability and
inappropriate levels of staffing or skills. Inadequate recruitment can lead to labour
shortages, or problems in management decision making and the recruitment process
could itself be improved by following management theories.

Importance of Recruitment
Attracts and encourages more and more candidates to apply in the organization.
It helps creates a talent pool of candidates to enable the selection of best
candidates for the organization.
It helps in determining present and future requirements of the organization in
conjunction with its personnel planning and job analysis activities.
Recruitment is the process which links the employers with the employees.
Increase the pool of job candidates at minimum cost.
Help increase the success rate of selection process by decreasing number of
visibly under qualified or overqualified job applicants.
Help reduce the probability that job applicants once recruited and selected will
leave the organization only after a short period of time.
Process of Recruitment
STEP 1: Planning and Forecasting: Employment planning is the process of
deciding what positions the firm will have to fill, and how to fill them. It embraces all
future positions, from maintenance clerk to CEO. It also helps in determining the sorts of
skills and competencies will the organization need to execute the plan. However most
firms call the process of deciding how to full executive jobs succession planning.
Like all good plans, personnel plans require some forecasts or estimates, in this case,
of 3 things: Personnel needs, Supply of inside candidates, and likely supply of outside
candidates.

Forecasting:
Forecasting personnel needs: It helps us in determining how many people we need.
The basic process of deciding personnel needs is to forecast revenues first. Then
estimate the size of the staff required to support the sales volume. However, managers
obviously need to consider other factors too. These include projected turnovers,
decision to upgrade product and services, productivity changes, and financial
resources. There are several simple tools for projecting personnel need, as follows: (1)
Trend analysis (2) Ratio analysis (3) The scatter plot.

Forecasting the supply of Inside candidates: The main task here is determining which
current employees might be qualified for the projected openings. For this one need to
know current employees skills sets their current qualifications. Sometimes who to
choose is not so obvious. Here, managers turn to qualifications ( or skills) inventories.
These contain data on employees performance records, educational background and
promotabilitiy. Weather manual or computerized, these help managers determine which
employees are available for promotion or transfer.

Forecasting the supply of Outside candidates: If there wont be enough inside
candidates to fill the anticipated openings, you will turn to outside candidates.
If you are drawing up a personnel plan, you may want to estimate how difficult it will be
to find good outside candidates. Your planning may require that you forecast specific
occupations such as computer programmer, etc.
STEP 2: Recruiting Internal or External candidate:
Internal Recruitment: Internal Recruitment refers to the process of a candidate being
recruited within their current workplace, from another team or division of the same
organization. An advantage of this is the organization's familiarity with the employee,
their competencies (insofar as they are revealed in their current job) and their
trustworthiness. It can also be quicker and lower cost-to-hire someone from another part
of the same organization. Hiring from within ideally relies on job posting and the firms
skills inventories. Job posting meanings publicizing the open job to employees.
External Recruitment: External recruitment refers to the practice of recruiting a
candidate from the talent pool outside the recruiting organization. E.g. when you apply
for a job in another company (outside your own company if already employed), no
matter what means you use (placement agencies, websites, jobsites, friend's referral
etc.) it shall be termed as "EXTERNAL RECRUITMENT" for the company you are
joining. Simply because they are hiring an individual from outside their own pool of
employee.
STEP 3: CV Screening:
Screening resumes is the process of sorting resumes to disqualify candidates using
successively more detailed examinations of the resumes. The objective is to locate the
most qualified candidates for an open job. While some of this can be done with the aid
of automation and computers, there are still skills and techniques that help quickly
eliminate unqualified candidates.

STEP 4: Candidate Testing: A test is, basically, a sample of a persons behavior.
Using the test assumes that tool is both reliable and valid.
Types of testing

1. Test of Cognitive abilities: Cognitive tests include tests of general reasoning ability
(intelligence) and test of specific mental ability like memory and inductive reasoning.
2. Test of Job Knowledge: Job knowledge tests measure knowledge regarding a
particular job.
3. Test of Work Sample: Work sample tests allow candidates to demonstrate how they
would work on the job.
4. Test of Psychomotor Abilities: Psychomotor abilities tests assess the skill level of
tasks required on the job.
5. Test of Personality: Personality tests assess traits and personal characteristics. They
are used to determine if the applicant is the right fit for the organization.
6. Test of Vocational Abilities: Vocational interests tests identify occupations in which
the candidate is most interested.
7. Test of Honesty and Integrity: Honesty and integrity tests try to measure a
candidates truthfulness.

STEP 5: Preliminary Interview:
A preliminary interview is an interview done to shortlist potential candidates, in order to
cut selection costs, by allowing only eligible candidates to go through to the further
stages in the selection process. Questions asked include ones age, level of education,
training, experience and pay expectations.
Background Verification: A background check or background investigation is the
process of looking up and compiling criminal records, commercial records and financial
records of an individual or an organization. Background checks are often requested by
employers on job candidates for employment screening, 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.

STEP 6: Final Decision:



STEP 7: Job Offer:








CHANNELS OF RECRUITMENT
Campus Recruitment: Campus recruitment or campus interview is the
program conducted within educational institutes or in a common place to provide
jobs to students pursuing or in the stage of completing the programme. In this
programme, industries visit the colleges to select students depending on their
ability to work, capability, focus and Aim.
Internship/Apprenticeship: An internship consists of an exchange of
services for experience between the student and an organization. Students can
also use an internship to determine if they have an interest in a particular career,
create a network of contacts. Some interns find permanent, paid employment
with the organizations with which they interned. This can be a significant benefit
to the employer as experienced interns often need little or no training when they
begin regular employment. Unlike a trainee program, however, employment at
the completion of an internship is not guaranteed.
Contingency Recruitment Consultants: The term contingent' describes all
forms of non-permanent employment including temporary, casual and contract
staff. Increasingly, the contingent workforce plays an important strategic role in
Human Resource Management. These people provide services in the manner of
commission-only sales people. They receive payment only if a placement is
made and cannot afford to invest a great deal of time on any one assignment.
Theirs is a high volume business and they often serve direct competitors for the
same positions. They collect as many resumes as possible from sources like
databases, job postings and the like, and then send them as quickly as possible
to multiple clients before their competitors do. Interviews are often cursory or
conducted by junior staff. Detailed assessments to compare candidates to
others in the industry are not possible.
Retained Executive Search Firms: Retained Executive Search, a
specialized form of management consulting by executive search consultants
(also known as executive recruiters, or executive headhunters), provides a
proactive and research-based recruiting service to organizations seeking the very
best executive talent to lead their companies.
Job Fairs/Mela: A job fair is also referred commonly as a career fair or career
expo. It is a fair or exposition for employers, recruiters, and schools to meet with
prospective job seekers. Expos usually include company or organization tables
or booths where resumes can be collected and business cards can be
exchanged. In the college setting, job fairs are commonly used for entry level job
recruiting. Often sponsored by career centers, job fairs provide a convenient
location for students to meet employers and perform first interviews. Many
companies that attend these job fairs also recruit through the online platforms
that the colleges offer.
Employee Referral Programs: Employee referral is an
internal recruitment method employed by organizations to identify potential
candidates from their existing employees' social networks. An employee referral
scheme encourages a company's existing employees to select and recruit the
suitable candidates from their social networks. As a reward, the employer
typically pays the referring employee a referral bonus. Recruiting candidates
using employee referral is widely acknowledged as being the most cost effective
and efficient recruitment method to recruit candidates and as such, employers of
all sizes, across all industries are trying to increase the volume of recruits
through this channel.
Job Portals: An employment website is a web site that deals specifically with
employment or careers. Many employment websites are designed to allow
employers to post job requirements for a position to be filled and are commonly
known as job boards. Other employment sites offer employer reviews, career and
job-search advice, and describe different job descriptions or employers. Through
a job website a prospective employee can locate and fill out a job application or
submit resumes over the Internet for the advertised position. E.g.: Naukri.com,
monster.com etc
Career Section on Companies Website: A careers section where
applicants can peruse opportunities, maybe even apply online.
Walk-In Interview: A walk-in interview is a job screening that happens
without an appointment or scheduled meeting. They are common at career fairs
and informal meet-and-greet sessions, and they tend to be relatively short and
often consist of only a few questions. Employers may offer candidates a job at
the end, but more often than not, the meetings are used as a way to quickly
narrow down the applicant pool. Top candidates are often invited for a more
formal interview at a later date.
Employment Exchange: The term 'employment exchange' means "any office
or place established and maintained by the Government for the collection and
furnishing of information, either by keeping of registers or otherwise, respecting:-
(i) persons who seek to engage employees; (ii) persons who seek employment;
and (iii) vacancies to which persons seeking employment may be appointed".
Thus, the main activities of the employment exchanges are registration,
placement of job seekers, career counseling, and vocational guidance and
collection of employment market information.

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