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The objectives of this study are to identify general practices that Banks in Pakistan use to
recruit the employees. This study also aims to determine which recruitment policies and
practices are most effective. Determine how the recruitment policies and practices affect
organizational outcomes.
Organizations with the most effective selection systems were more likely to use the
practices such as, behavior-based interviews, training and experience evaluations, ability
tests, and biographical data. Organizations with highly effective selection systems
experienced higher business outcomes (i.e., financial performance, quality of products
and services, productivity, and customer satisfaction) and employee outcomes (i.e.,
employee satisfaction and retention of quality employees) than those with ineffective
selection systems.
1.1 Background:
In the Banking sector the success or the failure mainly results on the performance
of employees. The better the performance of the employee the better will be the output.
The HR department of the banks keeps on looking for the person who they think is
suitable for their job.
Recruitment is a part of Human Resource Management and no organization can
progress without proper Human Resource Practices. Recruitment refers to the process of
finding right people for the right job or function. Recruitment polices and practices refer
that how that person should be hired and are followed and carried out by the recruiters or
the HR managers. Procedures refers that through which channel the policies and practices
are implement, how the policies are implement and what ways should be adopted to carry
out the human resources practices.
Recruitment is the process of identifying and attracting potential candidates from within
and outside an organization to begin evaluating them for future employment. Once
candidates are identified, an organization can begin the selection process.
This includes collecting, measuring, and evaluating information about candidates’
qualifications for specified positions. Organizations use these processes to increase the
likelihood of hiring individuals who possess the right skills and abilities to be successful
at their jobs.
Today’s tight labor market is making it more difficult for organizations to find, recruit,
and select talented people. The competition for talent is intensifying, as there are fewer
qualified applicants available. This shortage of applicants makes it all the more important
for organizations to be able to effectively attract, select, and retain quality candidates.
The study of this proposal highlights the effects of recruitment, how it affects the
final output of Standard Chartered, CITI Bank and United Bank Limited and whether
better recruitment policies would lead the organization to achieve the maximum benefits.
1.3 SCOPE:
This work will cover the recruitment policies, procedures and practices in Standard
Chartered , CITI Bank and United Bank Limited, the implementation and the factors that
effects the recruitment polices and procedures.
The scope of this work is to analyze the HR recruitment policies in order to know their
implementation with in Standard Charted, CITI Bank and United Bank Limited. Also to
explore the factors that effect the recruitment polices.
This research work will be conducted in a way to get the maximum knowledge about the
main recruitment procedures that are being followed by the banks i.e. Standard charted,
CITI bank and United bank limited. The human resource department of these banks will
be examined and studied for the analysis; surveys will be conducted from the resource
department personals as well from the employees through questioners or interviews to get
the required data.
To conduct this study questionnaires need to be filled and a field research needs to be
conducted in order to find out what different policies organizations pursue in hiring their
employees.
After this, we will do hypothesis testing where our dependent variable is selection of
candidates and the independent variables are age, gender, race, work experience,
educational level, educational institution, previous on-job training, leadership qualities,
attitude, commitment, and job application.
The problems which can be faced
• Do the recruitment policies procedures and practices play an important function
with in Standard Chartered, CITI Bank and United Bank Limited?
• Are these Policies properly implemented with in these Banks?
• Do the procedures that has been followed by these banks are in accordance with
the policies?
• Is there any role of gender discrimination?
• Is there a role of biasness of managers in the recruitment?
• Does the recruitment Policy give equal opportunity to every person?
1. What are the effects of the recruitment of a particular candidate for a proposed
job?
2. Does effective recruitment affect sales and the final output of the organization?
3. Whether better recruitment policies would lead the organization to achieve
economies of scale.
4. Does effective recruitment mean equal opportunities for all applicants?
5. How can managers ensure effective recruitment procedures?
Gender:
Gender states the recruitment of male and female
Biasness:
The hiring of any candidate on personal favor and carrying out any policy according to
own interest.
Managers:
Those people who carry out the recruitment policies, procedures and practices.
Hiring Cost:
The cost that arises in hiring the employees
Advertisement:
The source through which the organization informs the people about its job and
requirement.
Out Sourcing:
The recruitment of employees through recruiting agents or companies outside the
organization.
Reactively Hiring:
Hiring of employees according to the situation.
Human Resource
Practices Of
Biasness Managers
Industry
Gender
Outsourcing
HR manuals
Reactively Hiring
In sourcing
Dr. Ishrat Husain the former Governor of SBP states in his article that structural
reforms in the banking industry have brought about some unintended consequences that
are creating serious pressures on the future growth of the industry. What can be done to
smoothen this transition and enhance the requisite supply of skills? The starting stage is
the quality and quantity of student intake into our universities, professional colleges and
institutes, along with strong accreditation bodies.
The recruitment practices initiated by SBP several years ago have been adapted by almost
all the banks and are becoming industry-wide standard practices. Post-entry training is
also catching on rapidly but the efforts of individual banks should be supplanted by a
collective effort of Pakistan Banks Association (PBA) and the Institute of Bankers,
Pakistan (IBP) to develop standardized curriculum, approved list of trainers, pedagogical
tools, testing methodology, and minimum acceptable grading system. There is overall
shortage of trainers in these areas, the PBA and IBP should enter into strategic alliances
or joint ventures with foreign and international banks or training institutions
He says that I have mostly relied upon the examples of banking industry as I am more
familiar with the developments there. If it is not happening, then I will urge the
The article “The importance of recruitment and selection process for sustainability of
total quality management” by Sohel ahmed and Roger G. Schroeder. In this article
management literature discusses that the behavioral traits of employees can play an
important role in the success of total quality management (TQM). However, little
empirical research exists in this regard. Using an international dataset, the present study
investigates: the impact of quality management practices on plant competitiveness; and
the moderating effect of an employee selection process on the relationship between
quality management practices and plant competitiveness. Results show that quality
management practices positively impact plant competitiveness. Furthermore, the
behavioral traits of employees seem to have a significant impact on the effectiveness of
quality management practices. This implies that managers should pay close attention to
prospective employees’ behavioral traits and their fit with the TQM philosophy.
Managers should not limit their attention to potential employees’ technical skills.
The article “Selecting your team: how to find the right people” by Alison Jago. This
article emphasizes that the success of the library/information service is largely dependent
on the ability of the manager to select the right people to make up the team. Stresses that
recruitment and selection of staff is a professional skill, essential to the portfolio of
management skills required by the library/information specialist at senior level.
Recommends practical training in interviewing and selection. Suggests that when a
vacancy occurs allow time to think before taking action and consider all the options
available. A job description is essential and forms the basis of the recruitment process.
With the increased competition and international demands of a changing market, business
executives face formidable challenges in the 1990s. Today's executive must be capable of
responding to the greater requirements for increased productivity, innovation, leadership,
and managerial adaptability. Companies, to remain competitive, must be able to attract
This article explores the dimensions of recruiting from an organizational and conceptual
perspective to highlight the tremendous impact executive recruitment has on an
organization's success or failure. Examples are provided to illustrate the importance of
key factors in the recruitment decision-making process.
Contrasts the behavior of Sir Alan Sugar, on the television program The Apprentice, with
how interviewers should behave in more “normal” circumstances. Highlights the value of
training to help to ensure that this happens.
Reveals that online training can help to keep employees up to date with the latest changes
in the law. People can access just-in-time learning in their own way, and concentrate on
the topics of most interest or value to them. They can find out answers discreetly, without
losing face in front of their peers in a classroom.
Underlines that legal provisions often reinforce what organizations should be doing
anyway, in the interests of good HR practice. Provides clarity on an often-misunderstood
area of the law.
This article “Better than Brand X, Brand image plays an important role in the recruitment
and retention of staff” Reviews the latest management developments across the globe and
pinpoints practical implications from cutting-edge research and case studies.
This briefing is prepared by an independent writer who adds their own impartial
comments and places the articles in context.
Attracting customers is not the only way in which brand images can benefit corporations.
In a competitive job market, firms need to devise strategies for recruiting the best
potential employees. It makes sense. Without excellent staff, companies can't create
excellence in any other area. One way of doing this is to develop a strong employer
brand. An employer brand provides job applicants with a realistic image of what it would
be like to work in a particular company. It encompasses all the factors that make the
company a good place to work. These might include: bright and cheerful office space, an
ethos of collaboration and team work, flexible working hours, crèche facilities, or even an
Provides strategic insights and practical thinking that have influenced some of the world's
leading organizations.
The briefing saves busy executives and researchers hours of reading time by selecting
only the very best, most pertinent information and presenting it in a condensed and easy-
to-digest format.
Deals with a topic that will become increasingly important in countries where the average
age of the workforce is increasing.
Highlights the fact that age diversity is not something that can be introduced to a
company overnight. It involves a complete change in culture, with a real understanding
from across the organization that it is an individual's skills and abilities that count, not his
or her age.
Coca-Cola Enterprises, the world's largest soft-drink bottler, has taken steps to ensure it
takes an anti-ageism standpoint and complies with laws banning age discrimination at
work that came into force in the UK earlier this year.
5.1 Population
The research conducted is a qualitative research to find out the recruitment policies
procedures and practices of the three banks i.e. Citibank, standard chartered and united
bank towards increasing job satisfaction of their employees. People who belong to these
banks are considered as highly paid people. The employees of these three banks were
selected as the population to carry out the research that are the fully satisfied with the
recruitment policies of their banks and is there bank is following the policies in a proper
manner.
The sampling frame will be people from Lahore belonging to the upper, middle and
upper lower class and are currently working for the three banks i.e. citibank, standard
chartered and united bank. The major part of the sampling frame will be from the upper
and middle class because this is the major chunk of population who are banking
professionals.
The sampling procedure used is convenient sampling and according to this sampling
technique all the people that roughly fit into my sampling frame and which belong to
these three banks under research were used to find out the most important variables that
effect the recruitment policies of the bank employees. The sample size was a total of 100
people who were currently working for the banking sector in Lahore. Total 400
questionnaires were distributed out of which I only received 100 filled questioners.
The data collected is through Primary and secondary sources and through the
responses to the questionnaires conducted. Also, through the internet, published articles
and interviews. Hypothesis testing was applied on the data and summary of the testing is
the thesis. The sampling procedure used was convenient sampling and sample size was
six. The questionnaire’s were coded in SPSS and test were applied from SPSS .The thesis
summaries. The qualitative research was basically a review from the internet sources,
• Ho: Banks are not following the proper procedure for policy implementation
Ho: β1 = 0
• H1: Banks are following the proper procedure for policy implementation.
H1: β1 ≠ 0
The data that was collected is first analyzed and summarized in a readable and
interpretable form by using SPSS.
The structured and unstructured data was collected through questionnaires and personal
survey .I also used the data from internet, newspapers, and secondary data available in
different research papers that have been written before. The data was thoroughly
analyzed and quantified on the bases of the responses. The data is analyzed through
different statistical techniques such as cross tabulation, regression and frequency
distribution. The regression automatically included the chi-square and other related tests.
In regression satisfaction from the recruitment policies is taken as dependent and all the
other variables were taken as independent. By this we have got an idea about the impact
of these variables on job Recruitment policies.
Chi- square is used because most of the data that we are using is qualitative while some
of the data is qualitative.
Frequency distribution gave us the percentages of the employees who responded to the
questionnaires. This will help us in analyzing the data accurately.
Cumulative
Frequency Percent Valid Percent Percent
Valid 18-25 30 30.0 30.0 30.0
25-35 29 29.0 29.0 59.0
35-45 21 21.0 21.0 80.0
45 or above 20 20.0 20.0 100.0
Total 100 100.0 100.0
The above question has been asked to know about the age of the candidate to find out in
what age he has started his job. The age also reflects the experience of a person and his
attitude towards the practical life. The result showed that 30 % of the people who were
employed are between the ages of 18-25 which shows that Banks are recruiting those
people which are in this age bracket as it is normally anticipated that young blood is more
passionate towards the achievement of the goals. Similarly the results showed that 29%
people were employed who are between the age of 25-30 and usually People between the
age brackets 45 or above are those people who have experience and are on the higher
posts.
Cumulative
Frequency Percent Valid Percent Percent
Valid Male 56 56.0 56.0 56.0
Female 44 44.0 44.0 100.0
Total 100 100.0 100.0
This question is asked just to know about the ratio of male and female and according to
the results the ratio is 56 % to 44%. Showing that the past trends are changed in which
What describes your situation best before you took on the current job?
Cumulative
Frequency Percent Valid Percent Percent
Valid Non-Graduate without
relevant experience 9 9.0 9.0 9.0
Non-Graduate with
relevant experience 12 12.0 12.0 21.0
Fresh Graduate 13 13.0 13.0 34.0
Graduate with relevant
experience 35 35.0 35.0 69.0
Postgraduate with
relevant experience 24 24.0 24.0 93.0
Postgraduate without
relevant experience 7 7.0 7.0 100.0
Total 100 100.0 100.0
For charts, please refer to the Appendix table 1.3
Results showed that 35 % people were those who were graduated and they have the
relevant experience in there particular field Where as 24% people were those who were
post graduate with relevant experience. Banks are in search of those people who are
highly qualified with relevant experience.
Cumulative
Frequency Percent Valid Percent Percent
Valid Newspaper
Advertisement 42 42.0 42.0 42.0
Web Advertisement 14 14.0 14.0 56.0
University Career Fair 12 12.0 12.0 68.0
Employment Agencies 32 32.0 32.0 100.0
Total 100 100.0 100.0
For charts, please refer to the Appendix table 1.4
Newspaper and employment agencies are the most active medium of providing
information to people. The results showed that 42 % people came to know about the jobs
through the newspaper and 32 % through the employment agencies. Employment
agencies also do head hunting to find out the right personal for their client organizations.
Cumulative
Frequency Percent Valid Percent Percent
Valid Yes 37 37.0 37.0 37.0
no 63 63.0 63.0 100.0
Total 100 100.0 100.0
For charts, please refer to the Appendix table 1.5
Polices are need to be followed in order to achieve the goals of the organizations.
Qualifying exams shows the analytical abilities of a candidate. According to the results
only 33% of the employees went through the qualifying exams. In banking sector
qualifying exam is usually only for those people who are freshly graduates or entering
into the banking industry. So 63% people said they did not had any qualifying exam
while going through the recruitment process of this organization as they were already into
the banking industry and most of them had the experience of certain years.
Cumulative
Frequency Percent Valid Percent Percent
Valid three Weeks 28 28.0 28.0 28.0
Four Weeks or above 72 72.0 72.0 100.0
Total 100 100.0 100.0
Normally the recruitment process of any firms requires 4 or more weeks and the results of
the survey confirmed that 72% people said that it took them 4 or more weeks.
Cumulative
Frequency Percent Valid Percent Percent
Valid Once 63 63.0 63.0 63.0
twice 32 32.0 32.0 95.0
thrice 5 5.0 5.0 100.0
Total 100 100.0 100.0
For charts, please refer to the Appendix table 1.7
Most of the employees said that they went trough the interview once. Infect every one
agreed that they had gone through the interview process. Interviews are conducted to find
out the personality of the candidate. This question was asked to know about how the
banks are implementing the policies and what kind of procedures they are adopting to go
though the proper recruitment procedures.
Cumulative
Frequency Percent Valid Percent Percent
Valid one 77 77.0 77.0 77.0
Two 13 13.0 13.0 90.0
Three 1 1.0 1.0 91.0
none 9 9.0 9.0 100.0
Total 100 100.0 100.0
Most of the people said they only went through the interview once and this interview was
conducted by a panel. The percentage of this category was 77 %there were 9 people who
said that they never went through any panel interview. There was only one person who
said that he went trough the paneled interview three times as for the job he was applying
was of a very higher scale and for that organizations carry out interview to find out each
and every aspect of a person.
Cumulative
Frequency Percent Valid Percent Percent
Valid Yes 20 20.0 20.0 20.0
No 80 80.0 80.0 100.0
Total 100 100.0 100.0
For charts, please refer to the Appendix table 1.9
The recruitment polices do not involve the gender discrimination. They want the right
person who ever he is. 80 percent of the people said that they did not feel any gender
discrimination and those who said that they felt the gender discrimination were mostly
those people who applied for the jobs of personal secretaries or receptionists.
Have you been provided with any on-job training on the current job?
Cumulative
Frequency Percent Valid Percent Percent
Valid Yes 84 84.0 84.0 84.0
No 16 16.0 16.0 100.0
Total 100 100.0 100.0
Every organization has its own setup and its methods of doing work. This is not possible
for the new employee to start working efficiently after joining the firm. Training is
required to know about the system. Most of the employees said that they were provided
on job training which actually helped them out to work efficiently.
Do you think that the bank is following the policies in a proper way?
Cumulative
Frequency Percent Valid Percent Percent
Valid Somewhat Disagree 8 8.0 8.0 8.0
disagree 1 1.0 1.0 9.0
agree 56 56.0 56.0 65.0
Somewhat agree 15 15.0 15.0 80.0
Strongly Agree 20 20.0 20.0 100.0
Total 100 100.0 100.0
Around 56% employees agreed that the organization is following the policies in a proper
manner as they went through certain stages which depicts the policies. There were only 8
persons who were somewhat disagree with it but they were the low level employees who
were not satisfied with their jobs.
Cumulative
Frequency Percent Valid Percent Percent
Valid Highly Satisfied 29 29.0 29.0 29.0
Satisfied 54 54.0 54.0 83.0
Neutral 16 16.0 16.0 99.0
Strongly Dissatisfied 1 1.0 1.0 100.0
Total 100 100.0 100.0
Cross tab # 1
Cases
Valid Missing Total
N Percent N Percent N Percent
Do you think that the bank
is following the policies in a
proper way? * How many of
these interviews included a 100 100.0% 0 .0% 100 100.0%
panel of two or more
interviewees?
Do you think that the bank is following the policies in a proper way? * How many of these interviews
included a panel of two or more interviewees? Cross tabulation
This cross tab was run between the question “Do you think that the bank is following the policies in a
proper way and How many of these interviews included a panel of two or more
interviewees?
The result shows that out of 77 people 35 agreed that Bank is following the policies in a
proper way and they were interviewed once during their recruitment process. The
majority agreed with the fact that banks do follow their policies where as only 8 person
disagreed with it. By concentrate looking at those 8 persons I found out that they are the
low level employees, which are not satisfied with their jobs.
Cases
Valid Missing Total
N Percent N Percent N Percent
What describes your
situation best before you
took on the current job? * 100 100.0% 0 .0% 100 100.0%
What is your age?
What describes your situation best before you took on the current job? * What is your age? Cross
tabulation
This cross tab was run between the questions “What describes your situation best before
you took on the current job and What is your age?”
The result showed that out of 29 people 25 were Graduate with relevant experience and
there ages were between 25-35 were as there were 19 people with the age of 45 or above
were post graduate with relevant experience and one said post graduate with out relevant
experience.
Cases
Valid Missing Total
N Percent N Percent N Percent
What is your age? * How
long did the recruitment 100 100.0% 0 .0% 100 100.0%
process take?
What is your age? * How long did the recruitment process take? Cross tabulation
This cross tab was run between the questions “What is your age? * How long did the
recruitment process take?”
The results showed that 72 people said that it took four weeks or above and most of them
were between the age of 25-35. This showed that average recruitment process usually
take four or more week. There were 19 people who said that there recruitment process
took only three weeks and all those people were between the ages of 18-25.
Cases
Valid Missing Total
N Percent N Percent N Percent
How long did the
recruitment process
take? * What describes
your situation best 100 100.0% 0 .0% 100 100.0%
before you took on the
current job?
How long did the recruitment process take? * What describes your situation best before you took on
the current job? Cross tabulation
This cross tab was run between the questions “How long did the recruitment process take
and What describes your situation best before you took on the current job.”
The results showed that graduates with relevant experiences consisted of 35 people and
they all said that it took four or more weeks for their recruitment process and none of
them said that it took those three weeks. Afterwards considering the postgraduates with
relevant experience with has a figure of 24 they also said that recruitment process took
four or above weeks.
Cases
Valid Missing Total
N Percent N Percent N Percent
During the recruitment
process, how many times
were you interviewed? *
How many of these
100 100.0% 0 .0% 100 100.0%
interviews included a panel
of two or more
interviewees?
During the recruitment process, how many times were you interviewed? * How many of these
interviews included a panel of two or more interviewees? Cross tabulation
Count
How many of these interviews included a panel of
two or more interviewees? Total
This cross tab was run between the questions “During the recruitment process, how
many times were you interviewed and how many of these interviews included a
panel of two or more interviewees”
The results showed that 77 people gave one paneled interview out of which 46
people were interview once 31 people were interviewed twice. 13 people said a
panel twice out of which 8 gave two interviews interviewed them. 9 people said
that a single person never interviewed them neither in a panel.
Crosstab # 6
Cases
Valid Missing Total
N Percent N Percent N Percent
Have you been provided
with any on-job training
on the current job? * Are
you satisfied with your 100 100.0% 0 .0% 100 100.0%
organizations current
recruitment policies?
Have you been provided with any on-job training on the current job? * Are you satisfied with your
organizations current recruitment policies? Cross tabulation
This cross tab was run between the questions “Have you been provided with any on-job
training on the current job and Are you satisfied with your organizations current
recruitment policies”
The results showed that 54 people were satisfied with there organizations recruitment
policies out of which 40 people said yes on being asked whether they were provided with
on job training or not and 14 people said no. There were 29 people who were highly
satisfied with there organization recruitment polices and 28 got on job training where as
only one employee said that he did not get any on job training.
Crosstab # 7
Cases
Valid Missing Total
N Percent N Percent N Percent
Are you satisfied with your
organizations current
recruitment policies? * Do
you think that the bank is 100 100.0% 0 .0% 100 100.0%
following the policies in a
proper way?
Are you satisfied with your organizations current recruitment policies? * Do you think that the bank
is following the policies in a proper way? Cross tabulation
This cross tab was run between the questions “Are you satisfied with your organizations
current recruitment policies and Do you think that the bank is following the policies in a
proper way?”
There were 56 people who agreed that the banks are following the policies in a proper
way and out of which 39 people were satisfied with there recruitment polices 8 people
were neutral and 9 people were highly satisfied with the recruitment polices. 20 people
were strongly agreed that the banks are following the policies in a proper way and out of
which 19 people were highly satisfied with the policies.
Model Summary
Model R R Square Adjusted R Std. Error
Square of the
a: Predictors: (Constant), Have you been provided with any on-job training on the
current job?, How many of these interviews included a panel of two or more
interviewees?, Have you felt any gender discrimination during the recruitment process?,
During the recruitment process, how many times were you interviewed?, How long did
the recruitment process take?
ANOVA
Model Sum of df Mean F Sig.
Squares Square
1 Regressio 23.532 5 4.706 16.583 .020
n
Residual 22.421 79 .284
Total 45.953 84
a: Predictors: (Constant), Have you been provided with any on-job training on the
current job?, How many of these interviews included a panel of two or more
interviewees?, Have you felt any gender discrimination during the recruitment process?,
During the recruitment process, how many times were you interviewed?, How long did
the recruitment process take?
b: Dependent Variable: Are you satisfied with your organizations current recruitment
policies?
Coefficients
Unstandar Standardiz t Sig.
dized ed
b: independent variables are How long did the recruitment process take? During the recruitment
process, how many times were you interviewed How many of these interviews included a panel of
two or more interviewees Have you felt any gender discrimination during the recruitment
process? Have you been provided with any on-job training on the current job.
Multiple regressions was run between the dependent and the independent variables
satisfaction from recruitment policies was taken as the dependent variable and was
independent variables are How long did the recruitment process take, interviews, paneled
7.0 Conclusion
8.0 REFERENCES
www.Jstore.com
www.emeraldinsight.com
www.personneltoday.com
www.emeraldinsight.com/Insight/viewContainer.do?containerType=Issue
&containerId=14966
www.ere.net/2006/09/25/12-best-recruiting-practices-to-copy
www.cfo.com/article.cfm/2999345/c_3036063
www.boardsource.org/Spotlight.asp?ID=35.335
www.ecology.edu/iiee/total_quality_management.htm
www.emeraldinsight.com/Insight/viewContentItem.do?
contentType=Article&hdAction=lnkhtml&con...
APPENDIX A
Table 1.0
18-25
25-35
35-45
45 or above
Table 1.2
Male
Female
Table 1.3
Non-Graduate without
relevant experience
Non-Graduate with
relevant experience
Fresh Graduate
Graduate with relevant
experience
Postgraduate without
relevant experience
Postgraduate with
relevant experience
Table 1.4
Highly Satisfied
Satisfied
Neutral
Strongly Dissatisfied
Table 1.5
Yes
no
three Weeks
Four Weeks or above
Table 1.7
Once
twice
thrice
one
Two
Three
none
Have you felt any gender discrimination during the recruitment process?
Yes
No
Have you been provided with any on-job training on the current job?
Yes
No
Do you think that the bank is following the policies in a proper way?
Somewhat Disagree
disagree
agree
Somewhat agree
Strongly Agree
Highly Satisfied
Satisfied
Neutral
Strongly Dissatisfied
Questionnaire
Name:_______________________
Organization:_____________________
Q.3: What describes your situation best before you took on the current job?
• Non-Graduate without relevant experience
• Non-Graduate with relevant experience
• Fresh Graduate
• Graduate with relevant experience
• Postgraduate without relevant experience
• Postgraduate with relevant experience
Q.5: Were you asked to sit through a qualifying exam before you were interviewed for
the current job?
• Yes
• No
Q.7: During the recruitment process, how many times were you interviewed?
• Once
• Twice
• Thrice
Q.8: How many of these interviews included a panel of two or more interviewees?
• One
• Two
• Three
Q.9:Have you felt any gender discrimination during the recruitment process?
• Yes
• No
Q.10: Have you been provided with any on-job training on the current job?
• Yes
Q.11: Do you think that the bank is following the policies in a proper way?
• Somewhat Disagree
• Disagree
• Agree
• Somewhat agree
• Strongly Agree
Q.12: Are you satisfied with your organizations current recruitment policies?
• Highly Satisfied
• Satisfied
• Neutral
• Strongly Dissatisfied