Student’s Name : Amit S Rizwani

Campus : Nasik
Stream : HR
Level : PCL – II
Semester : Fourth
Module Name : OCPA
Assignment Type : Weekly

Q.1 The recruitment in HDFC has been done in accordance with the demands of the
housing industry. How will you exemplify this statement from the facts mentioned in this
case?
Ans.1. Yes, the recruitment in HDFC is been done in accordance with the demands of the
housing industry and this statement can be exemplified by the following facts:
“Perhaps the company’s greatest achievement of all lies in the enormous contribution
it has made to Indian society. It has pioneered the housing finance market and has, in essence,
created the opportunity for middle-class Indians to own a home. At the same time, it has
demonstrated that a wholesome business, meeting an important social need, can also be
extremely profitable.”
The above facts mentioned in the case study prove that HDFC was booming in the
market as it was meeting the social needs with a growing business.
Thus as and when business grows the need for the human resources grows i.e. as
HDFC business grew they required more and more man power to carry on day to day
operations which included back office, front office, managers and so on.

Q.2 How have the employees contributed to the image of the company that HDFC has
been able to create in the minds of the people.
Ans.2. The employees have contributed to the image of the company that HDFC has been
able to create in the minds of the people in the following ways:
When there was a major fire at the Head Office i.e. in Mumbai many people
sacrificed their personal time to regroup and re – equip the office and while others took the
office to pavement outside the building and handled customer enquires on the road side. Also
the management had created the kind of behavioral context which was uniform to all whether
a person walks in a small branch located at rural areas or it simple head office in Mumbai.
Due to such behavior which was deep commitment to customers has been proved by
such acts of the employees and thus it has created an example or we can say unbelievable
remark in the minds of the customers.

Q.3 How has the internal environment of the company helped in retaining people and
checking the employee turnover.
Ans.3. The internal environment which has helped in retaining people and checking the
employee turnover of the company can be stated as under:
Informal atmosphere: Normally the senior management of any organisation are seen in 3
piece suits but the senior management of HDFC at the initial stage used to be in shirts and
used to walk frequently through the offices and even answered the phones in empty offices
which used proves that they were really helpful to the employees by creating such informal
atmosphere.
CONCERN FOR PEOPLE: The employees of the HDFC at the initial stage were very few
and they knew each other and were allowed to move into the office of MD, Executive
Director or General Manager (even the chairman if he was in) to lift their worries and they
were even addressed by the senior management. Habitation was given a lot of respect in the
company.
LARGE RESPONSIBILITIES: HDFC being a merit based organisation and having an
increase of 2.5 percent per annum; the organisation had an appraisal process in which the
employees were fully informed of their performance. IN this way appraisal process was
carried on which created more attachment of the employees with the organisation.
EQUITY: There were regular communication programmes in which information was freely
shared with the employees. The senior management pays was not according to the industrial
standards which stated that there is no we & they kind of feeling among the senior and other
employees of the organisation.
OWNERSHIP: The people who worked at HDFC never saw themselves as employees or
they never considered the company as the employer and this can be proved as there was no
union at any location of the company.
PERSONAL DEVELOPMENT: The management of the company had set-up a specialized
housing finance training centre at Lonavala. All employees were rotated through the training
centre on a regular basis and had sufficient opportunities for personal development. In
addition, the company reimbursed each employee for the cost of two professional
qualifications. This process of training and development along with a commitment to merit
and disinclination to hire laterals had created some unique opportunities which can be well
seen through the following example i.e. The Manager (Deposits) in the head office had joined
the company as a Stenographer (Typist) in 1981 In India and this can be seen in very few
other companies that can offer this possibility.
NO POLITICS: As the company did not hire candidates from reputed business school and
many of them were hired from ordinary business school and also many at the senior
management were through promotions and appraisals, due to which there was no politics in
the company. As every one in the organisation as an ordinary person there were no issues of
any kind of politics which can again be proved by that there where no unions at any location
of the company.
CONCLUSION: Thus it can be concluded that all the above points clearly state that the
internal environment of the company helped in retaining the employees and also checking
that the employee turnover remains low.