RECRUITMENT

Recruitment is a process of searching for prospective candidates for the given job in the industry. As

we know it is very important for an industrial concerns to have efficient and effective personnel

with right quality and at right time and at right place available whenever they are needed. Every

organization needs employee time by time because of promotion or retirement of an employee. For

this purpose an organization need to search for the right candidate. And so it needs to encourage this

type of right candidates whenever they require.

Sources of Recruitment Personal data of candidates and data bank maintain by the HR. department.

Campus Recruitment.

Company’s own website.

Placement consultants.

Advertisement in the news papers like Times of India, Gujarat

Samachar.

Employee reference.

Recruitment Process

Applicamt pool

Profile Check

Shortlist Screening Interview

Selection Selection is the process of taking individuals out of the pool of job applicants with

requisite qualifications and competence to fill jobs in the organization. It is define as the

process of differentiating between applicants in order to identify and hire those with a

greater likelihood of success in a job.

Selection is based on probation base, they are taking experienced person for 6 month’s

probation and for fresher the probation period is 1 year.

While the selection of the senior level post, is taken by head office at Mumbai.

Training and Development Training aDBA at increasing the aptitudes, skills and abilities of workers to perform

specific job. It makes employees more effective and skillful. In present dynamic world

of business training is more important there is an ever present need for training men. So

that new and changed techniques may be adopted. A new and changed technique may be

taken as an advantages and improvement affected in the old methods.

Training is learning experience that seeks relatively permanent change in an individual

that will improve his/her ability to perform on the job.

They provide “on the job” training to their employees in the branch as they select these

employees for selling various products of bank by direct marketing. Whenever they

select new candidates for any post, they use to give them on the job work.

In case of sales persons to distribute their various products, in the beginning the person

has to work under the observation of his senior then the have to go in market to have

their own experience.

The time for training program for the candidate is depends up on the relevant position of

his work area. They also provide training related to customer care and communication.

RECRUITMENT AND SELECTION PROCESS

Meaning:Recruitment and Selection system refers to sourcing and building efficient Human Resource to the

organization to attain its objectives.

Functions:1. • Retail assets • Credit cards • Retail assets • Retail credit2. • Retail liabilities • Direct banking • Direct sales liabilities • Foreign exchange services • Liabilities product group • Marketing • Retail branch banking3. • Support function • Custody and depository services • Finance • Human resources • Operations4. • Wholesale banking • Corporate banking • Credit and market risk • Customer service desk • Emerging corporate group • Emerging enterprise group • Equities and private banking • FIG • Health care finance • Investment banking • NRI businesses • Stock exchange and correspondent banking

This policy complies with, and supports, the Company’s Equal Opportunities Policy by:

Ensuring that every stage of the recruitment and selection process is carried out in a

systematic way, based on pre-agreed criteria, to eliminate the potential for personal bias

affecting the decision making process.

Ensuring that all decision points are fully documented to assist with subsequent monitoring.

Making the whole procedure as open as possible, to ensure that all candidates understand

why decisions have been taken and, where they wish, to obtain meaningful feedback.

Enabling demonstration of robust, transparent processes and thereby providing a basis for

defense in the event of challenge.

There are seven main stages to the procedure: Pre-advertisement

Placing advertisements and dealing with enquiries and applicants

Short-listing

Interviewing and selection

Post-selection procedures

Induction

Monitoring

Analyzing Your Workplace:To assist you analyze your workplace to identify recruitment or selection issues for women, we

suggest you:

Revisit your workforce profile to find where your female employees are.

Consult with your employees.

Examine your existing recruitment and selection policies and practices.

Developing Policy and Procedures Put in place a policy requiring recruitment and selection processes to select the best person

for the job.

Develop a quality, consistent process for recruitment that delivers diverse recruits.

Have a recruitment strategy that links to your business plan, and to a strategy to retain

employees.

Reviewing Recruitment and Selection Opportunities Monitor each stage of the recruitment process to identify any practice that may disadvantage

some candidates.

Investigate whether women have equal opportunity in the recruitment and selection process

by collecting information on the numbers of men and women:

Applying for positions

Being short-listed

Being interviewed

Being appointed, and

Survey staff about their perception of equity in recruitment procedures.

Consider collecting diversity information as part of the process. There could be a pool of

diverse candidates you’re not reaching or unnecessarily excluding.

Reviewing Job Descriptions:

Ensure all job profiles/descriptions reflect the real requirements of the job, rather than

describing the person who filled that job previously.

Write job profiles in language that encourages both men and women to apply – including

women of and Differing backgrounds. For example, avoid use of jargon and acronyms that

tend to be exclusive.

Recruiting and selecting the right people is paramount to the success of the HDFC BANK LTD. and

its ability to retain a workforce of the highest quality. This recruitment and selection policy sets out

the procedure to ensure that the best people are recruited on merit and that are the recruitment

process is free from bias and discrimination.

PRINCIPLES:Following are the guiding principles for recruitment and on-boarding process.

• Attracting and recruiting the right people is one of the most important activities of the organization

and is the responsibility to be owned by each and every employee of the organization.

• Merit will be the single most important factor in selection process.

• They will ensure a diversity, both gender and ethnicity by targeted candidate sourcing with the

help of recruitment vendors and the referral program.

• While skills and profile matching play an important role, they will hire people who are team

players and have the right attitude most relevant to the culture of the organization. Attitude is as

important as aptitude.

• They believe in becoming a company of giants and emphasis is in hiring people who can grow

bigger and better than they presently are.

• They believe in providing their employee with fulfilling career paths. Towards this, they will post

vacancies internally as a preferred option while evaluating external candidates.

• They believe that each candidate interviewed irrespective of whether she/he is selected should

become a friend of the organization. They treat all the candidates with the utmost respect. They

will be open and fair in communication with them; this way they also enhance the brand image of

the organization.

• They will continuously assess, identify and cultivate strategic talent pools including those at the

universities, management schools, and community forums to address their long term needs.

HIRING APPROVAL• All recruitment activities shall be undertaken based on the hiring plan as approved by the Business

Head, HR Head & the CEO. For each approved position, a hiring requisition will be required prior

to initiation of any recruitment activity. If the hiring was not included in the planned budget, it will

also require approval from the CEO based on a recommendation from the Head HR and the CFO.

• Recruitment expense will be allocated to the concerned business unit, and expenditure should be

budgeted and pre-approved by the business unit head and the HR Head.

CANDIDATE SOURCING:The hiring manager along with the Human Resource Department would decide the channel / source

to use based on the nature of the recruitment. The following sources of recruitment may be

considered:

• Internal Sources:

- Whenever any vacancy arises, the possibility of fulfilling the requirement internally via

reassignment and relocation, re-allocation of the responsibilities or internal promotion will be

explored by the hiring function along with the HR Department.

- Internal job postings to explore internal candidates.

• Employee Referrals – HDFC will encourage employees to refer suitable candidates for open

positions.

• Other external sources include:

- Recruitment agencies

- External job postings

- College / campus requirement

Requirement advertisements

APPLICATION PROCESSING:HDFC will process all applications promptly and inform the applicant or source regarding the status

of the application. HDFC will respond to all solicited applications within 5 working days of

receiving the application.

INTERVIEW PROCESS:

• All candidates are required to undergo a face to face interview with the interview panel before

selection.

• Interviews may be conducted at a place at mutually convenient locations and time in an effort to

maintain confidentiality of the hiring effort.

• One on one meeting shall be preferred as the interview format, however depending on the

constraints panel interviews / telephone / video conference screening could be used.

• For recruitment at junior levels, job fairs, universities etc, where large volume of candidates,

HDFC will use recruitment tests for purpose of short listing. The candidate may be tested on the

basic aptitude, analytical skills or other skills required for the job of the candidates.

• The interview process will focus on the evaluating the candidates suitability in terms of the job

description and fit within the organization.

• Each interviewer will complete the interview feedback form and submit it to HR. HR will compile

the results from a various interviews and provide these to the line manager for the final decision.

The following are the guidelines wit respect to the interview levels. The line manager will own the

overall interview process:

Position, Level Equipment Hiring Decision by Interview by Salary Fitment Offer Letter Signed by Direct Report CEO Head CEO/ HR Head, Management Team (for relevant functions) Approval

- CEO Proposal – HR Head CEO State Head/ Regional Function Heads, Cluster Heads Regional Branch Heads, National

functional Heads Regional Branch Head / National Functional Head, Regional HR Approval – CEO

Proposal – HR Head HR Head Branch Manager / National Functional Managers Regional Branch Heads, National functional

Heads Regional Branch Head / National Functional Head, Regional HR, Cluster / State Head Approval – HR Head

Proposal – C & B Manager HR Head Senior Relationship Manager Regional Branch Head/ Branch Manager Regional Branch Head/

Branch Manager, Regional HR Approval – HR Head Proposal – C & B Manager Staffing Leader Junior Relationship Manager Branch Manager Branch Manager, Cluster Head Approval – C&B

Manager Proposal – Regional HR Mgr. Regional HR Manager

For campus / bulk hiring process, each panel will be specifically authorized with respect to hiring decision, pay by the HR Head & CEO prior to the process.

RECRUITMENT EXPENSES:• All recruitment expenses including recruitment fees, advertisement expenses and interview related

expenses will be allocated to the concerned business unit.

• The candidate will be informed about the nature of the expenses that are reimbursable and the

supporting documents required (in original). HR will ensure that candidate fills the necessary

reimbursement forms and that he/she receives the reimbursement at the earliest.

• Outstation/International Candidates - HDFC will pay for appropriate air fare and expenses

incurred for the stay for candidates who they decide to fly from other locations. Prior approval from

the Regional HR Leader / HR Head is required to invite candidates. For candidates from

International Locations, prior approval from the HR Head needs to be taken.

PRE-EMPLOYEMENT CHECK:This will include both a professional reference check as well as the background check.

• Professional reference check will be completed by the hiring manager. HDFC will request contact

information for 2 references from the candidate, and check the quality of previous work experience

and key personal characteristics/conduct/ previous record etc.

• For key positions in areas, HDFC will also perform a background check to assess the integrity

conduct of the candidate.

• The following information regarding the candidate will be verified:

Proof of educational qualifications

Any professional certificate that is essential to the job

Address details

Passport details

Date of birth

Proof of previous employment (service certificate)

Any negative feedback and comment in the reference check will be investigated by HR and if found

genuine shall be a cause for disqualification of the candidate or dismissal from employment.

OFFER PROCESS:• Once the hiring decision is finalized, HR will prepare an offer / fitment as per the compensation

structure and grade and keeping in mind the internal equity.

• The offer would be communicated to the selected candidates by the hiring manager along with

HR. The candidate will sign the contract letter to formally accept employment from the

organization.

PRE-EMPLOYMENT PROCESS:As an organization, HDFC will make all necessary arrangements to ensure a smooth joining process

for the employees. HR will provide the candidate a check list prior to joining to ease joining

formalities.

RELOCATION FOR EMPLOYMENT:Where the employee has to relocate and has been pre-approved by the HR Head and the staffing

leader, the relocating candidate shall be eligible for the following relocation assistance:

The joining employ has the option to avail temporary accommodation (which includes

laundry) for the first two weeks arranged by organization. The stay in company provided

accommodation can be extended by two weeks further based on specific approval from the

Head HR. Where the stay extends beyond 4 weeks, the respective will not be paid housing

allowance foe the corresponding period.

Local travel assistance up to positions of RO/RM/equivalent and below will be reimbursed

for one week and for SRM/equivalent and above will be reimbursed up to two weeks.

Food expenses during the period will be reimbursed as per actual up to Rs 500/-per day per

person.

Approved reasonable expenses incurred in transporting the personal goods including the

transportation /registration of one automobile to the city of work. Employees are advised to

use the designated moving agencies as per rates negotiated by Administration. Where

negotiated rates are not available, the employee is required to submit 3 quotations and

secure approval from Administration before assigning the contract to a moving firm.

EMPLOYEMENT OF RELATIVES:The organization employs, purely on merit, the relatives of our employees as long as it does not

create a potential conflict of interest. To avoid a potential conflict of interest and to reduce the

possibilities of favoritism – the following guidelines must be followed:

Relatives are not assigned to a position where he/she has the opportunity to check, process,

and review, approve, audit or otherwise affect the work of the persons cited and above.

NO one is assigned to a position where she/he influences the professional progress or

promotion of the persons cited above.

If one is aware of a situation that appears to be an opportunity for people to display

favoritism to relatives, one should contact the Department Head or Human Resources

Department.

Employees will not be part of the hiring process of their relatives

INTRODUCTION

HDFC is India's premier housing finance company and enjoys an impeccable track record in

India as well as in international markets. Since its inception in 1977, the Corporation has

maintained a consistent and healthy growth in its operations to remain the market leader in

mortgages. Its outstanding loan portfolio covers well over a million dwelling units. HDFC has

developed significant expertise in retail mortgage loans to different market segments and also has

a large corporate client base for its housing related credit facilities. With its experience in the

financial markets, a strong market reputation, large shareholder base and unique consumer

franchise, HDFC was ideally positioned to promote a bank in the Indian environment.

HDFC Bank began operations in 1995 with a simple mission : to be a “ World Class Indian

Bank.” They realized that only a single minded focus on product quality and service excellence

would help us get there. Today, we are proud to say that we are well on our way towards that

goal.

HDFC Ltd has the objective to enhance residential housing stock and promote home ownership.

Their offerings range from hassle-free home loans and deposit products, to property related services

and a training facility. They also offer specialized financial services to the customer base through

partnerships with some of the best financial institutions worldwide.

HDFC Bank is a young and dynamic bank, with a youthful and enthusiastic team determined to

accomplish the vision of becoming a world-class Indian bank.

Our business philosophy is based on four core values - Customer Focus, Operational Excellence,

Product Leadership and People. We believe that the ultimate identity and success of our bank will

reside in the exceptional quality of our people and their extraordinary efforts. For this reason, we

are committed to hiring, developing, motivating and retaining the best people in the industry.

HDFC Bank specializes in the provision of banking and other financial services to corporate and

institutional clients. The companys services include commercial, transactional and electronic

banking products. It also provides treasury services, retail banking and capital markets

infrastructure. The company primarily operates in India. HDFC Bank is headquartered in Mumbai,

India and employs about 14,900 people. The company recorded revenues of INR124,928 million

(approximately $3,131.9 million) during the fiscal year ended March 2008, an increase of 51.9%

over 2007. The net profit was INR15901.8 million (approximately $398.7 million) in fiscal year

2008, an increase of 39.3% over 2007.

SnapshotCompany BackgroundIndustry Finance - Banks - Private Sector.Business Group HDFC GroupIncorporation Date 31/12/1994Public Issue Date 31/12/1995Face Value 10.0000

Company/Business Registration No INE040A01018Key Officials CEO Aditya puri

HISTORY

HDFC Bank was incorporated in the year of 1994 by Housing Development Finance Corporation

Limited (HDFC), India's premier housing finance company. It was among the first companies to

receive an 'in principle' approval from the Reserve Bank of India (RBI) to set up a bank in the

private sector. The Bank commenced its operations as a Scheduled Commercial Bank in January

1995 with the help of RBI's liberalization policies.

In a milestone transaction in the Indian banking industry, Times Bank Limited (promoted by

Bennett, Coleman & Co. / Times Group) was merged with HDFC Bank Ltd., in 2000. This was the

first merger of two private banks in India. As per the scheme of amalgamation approved by the

shareholders of both banks and the Reserve Bank of India, shareholders of Times Bank received 1

share of HDFC Bank for every 5.75 shares of Times Bank.

In 2008 HDFC Bank acquired Centurian bank of Punjab taking its total branches to more than

1,000. The amalgamated bank emerged with a strong deposit base of around Rs. 1,22,000 crore and

net advances of around Rs. 89,000 crore. The balance sheet size of the combined entity is over Rs.

1,63,000 crore. The amalgamation added significant value to HDFC Bank in terms of increased

branch network, geographic reach, and customer base, and a bigger pool of skilled manpower.

HDFC is India's premier housing finance company and enjoys an impeccable track record in India

as well as in international markets. Since its inception in 1977, the Corporation has maintained a

consistent and healthy growth in its operations to remain the market leader in mortgages. Its

outstanding loan portfolio covers well over a million dwelling units. HDFC has developed

significant expertise in retail mortgage loans to different market segments and also has a large

corporate client base for its housing related credit facilities. With its experience in the financial

markets, a strong market reputation, large shareholder base and unique consumer franchise, HDFC

was ideally positioned to promote a bank in the Indian environment.

ABOUT THE BANK

HDFC Bank is a young and dynamic bank, with a youthful and enthusiastic team determined

to accomplish the vision of becoming a world-class Indian bank.

HDFC’s business philosophy is based on four core values - Customer Focus, Operational

Excellence, Product Leadership and People. They believe that the ultimate identity and

success of bank will reside in the exceptional quality of people and their extraordinary efforts.

For this reason, they are committed to hiring, developing, motivating and retaining the best

people in the industry.

Why HDFC is better …?

1. Investment returns: investment returns and business growth provided by HDFC is

validated by bajaj Capital report. HDFC pacify the need of invertors up to healthy level and

make the strong relationship with them.

2. Financial Background and Experience: HDFC existing in the market since 1977. It has a

very handsome experience in the field of finance because it completely involved in finance

Sector only where as the others are running in many other field also like Reliance

(Petroleum, Textile, Telecom etc.)

3. Ethics and Values: HDFC is an ethical and cultural organization which prevents the false

selling and prohibit the false commitment to the customer.

4. Sales Force: Properly trend licensed and Educated People are the strength of the company.

So that they could give the best customer service.

5. Huge branch network HDFC is having 450 branches in all over the country.

6. Online accessibility : It makes the process faster and make the customer delighted.

MISSION AND BUSINESS STRATEGY:-

Mission of HDFC is to be "a World Class Indian Bank", benchmarking themselves against

international standards and best practices in terms of product offerings, technology, service levels,

risk management and audit & compliance. The objective is to build sound customer franchises

across distinct businesses so as to be a preferred provider of banking services for target retail and

wholesale customer segments, and to achieve a healthy growth in profitability, consistent with the

Bank's risk appetite. They are committed to do this while ensuring the highest levels of ethical

standards, professional integrity, corporate governance and regulatory compliance.

BUSINESS STRATEGY OF HDFC EMPHASIZES THE FOLLOWING:

Increase market share in India’s expanding banking and financial services industry by

following a disciplined growth strategy focusing on quality and not on quantity and

delivering high quality customer service.

Leverage technology platform and open scalable systems to deliver more products to more

customers and to control operating costs.

Maintain the current high standards for asset quality through disciplined credit risk

management.

Develop innovative products and services that attract targeted customers and address

inefficiencies in the Indian financial sector.

Continue to develop products and services that reduce cost of funds

Focus on high earnings growth with low volatility.

OBJECTIVES OF THE STUDY

. > To study the recruitment and selection procedure followed in HDFC BANK

> To study the various external sources of recruitment in HDFC BANK.

> To identify the internal sources of recruitment in HDFC BANK

> To know the qualities that are preferred basically for the selection of a candidate.

RESEARCH METHODOLOGY

Definitions of Research

It is a systematic replicable process which identifies and defines problems within specifies boundaries .It employees well designed method to collect the data and analyse the result.

Sample Size –sample size for this study is 50 respondents who are approached through structured questionnaire.

Sample Area –The research will be conducted in HDFC bank In Rewa City.

Sample plan For getting wider response convenient sampling will be used.

Collection of data

Primary sources Primary data was collectced with help of questionnaire . to collect data from employees and interview method.

Secondary sources Secondary data was collected by advertisement, newspaper etc.

DATA ANALYSIS AND INTERPRETATION

1. How did you come to know about HDFC Bank?

BASISNO. OF

RESPONDENTSPERCENTAGE

EMPLOYEE REFERENCE 15 23WALK IN INTERVIEW 30 46

WEBSITE 15 23NEWSPAPER 3 5

CONSULTANCY 2 3Total 50 100

INTERPRETATION

50% of Candidates are coming through consultancies.30% are coming through employee reference.10% are through walk-in interview.5% through website5% through news paper

2. Do you have a clearly started recruitment and section procedure?

Basis No. Of respondents Percentageyes 37 74no 10 20

cant say 3 6Total 50 100

Interpretation

74% of the people were said they were clearly started recruitment and selection procedure

3. Which form of interviews are mostly preferred?

Basis No. Of respondents Percentagepersonal interview 27 67telefonic interview 10 25video conferencing 3 8

Total 50 100

Interpretation

Most of the employee agree that personal interview with 67%.

4 . How much time is taken for the interview procedure ?

Basis No. Of respondents PercentageLess than 2 hours 0 0

2-6 hours 5 106-8 hours 10 20

more than a day 35 70Total 50 100

0% 10%

20%

70%

1

2

3

4

INTERPRETATION

HDFC Bank takes more than a day to complete the whole interview process for a candidate.

5. How much time is given to you to join the organization?

basis no.of respondents Percentageimmediate spot interviews 12 25

1-2 week 25 502-4 week 5 10

more than a month 7 15Total 50 100

25%

15%

10%

50%

1

2

3

4

INTERPRETATION

50% of the Candidates are asked to join organization within 2 weeks

6 . What is the motive behind choosing the job at HDFC Bank?

basis no.of respondents Percentagefinancial support 25 50

knowledge gaining 10 20skill enhancing 5 10career growth 10 20

Total 50 100

20%

10%

20%

50%

1

2

3

4

Interpretation

Most of the candidates choose HDFC Bank for career growth

7. Do you agree candidates with more experience should be given preference regardless to merit level?

BASIS NO.OF RESPONDENTS PERCENTAGEStrongly disagree 5 10

Disagree 9 18Neither agree nor disagree 5 10

Agree 15 30Strongly agree 26 54

Total 50 100

5% 2%10%

30%

53%

1

2

3

4

5

Interpretation

Candidates with more experience should be given preference

8. Are you satisfied by the way the vacancies are advertised by the HR department

basis no.of respondents Percentageyes 39 78no 11 22

Total 50 100

78%

22%

1

2

Interpretation:

78%of the people are satisfied with the way the vacancies were advertised

9.Potential candidates in the organization through the following recruitment process:

rank them based on the number of quality candidates generated.

basis no of respondents rankingadvertisement 26 1

job portals 2 5placement consultants 4 4

campus recruitment 12 2Employee referral 6 3

Total 50 100

Interpretation

The above graph reveals that advertisement generates high potential candidates than any other means followed by campus recruitment, employee referral, job portals and placement consultants.

10. . Does the selection process at HDFC Bank bring in the right candidate for the right job?

basis no of respondents PercentageStrongly disagree 5 10

Disagree 5 10

Neither agree nor disagree 2 4Agree 20 40

Strongly agree 18 36

Total 50 100

5%10%

10%

40%

35%12

34

5

Interpretation:

Most people feel that HDFC health bring in right candidates through recruitment process

FINDINGS

Recruitment at an officer and managerial level is not done effectively.

Many people in the organization today are in the wrong jobs and as a result, they are not

utilizing their full potential.

Hiring people based on personal connections when the person is not qualified for the job.

Most recruitment that involves managers is done during discussions at lunch hour, at social

clubs or during the coffee break time.

Inadequate recruitment procedures resulted in a number of staff not being sufficiently

qualified either for the positions they hold or their grades levels, especially in management

positions.

Psychometric test is not conducted during the selection process.

Confusion in the designation and level to the employees even after permanent status for

employment is given.

Proper training is not given to the recruitment team and manager.

Reaching few prospects due to internal recruitment, internet advertising most of the time.

RECOMMENDATIONS

1. Psychometric tests can be conducted to assessing the personality of the applicants – will

they fit in?

2. The bank may Look for different skills as well as the ideas of the candidate at the time of

recruitment and selection process.

3. Should Adopting adequate recruitment procedures to employ efficient and talented people.

4. Job responsibilities should be clearly explained to the candidate before the joining formality

is done.

5. Campus recruitments, job fairs may attract more skilled and talented employees towards the

organization.

6. Provide orientation training to all new employees before their initial work assignments and

to all current employees who receive a different task or job.

7. Referral scheme should be encouraged more at times when the requirement is urgent.

CONCLUSION

Recruitment is essential to effective Human Resources Management. It is the heart of the

whole HR systems in the organization. The effectiveness of many other HR activities, such

as selection and training depends largely on the quality of new employees attracted through

the recruitment the recruitment process.

Policies should always be reviewed as these are affected by the changing environment.

Management should get specific training on the process of recruitment to increase their

awareness on the dangers of wrong placements.

Effective recruitment is important in achieving high organizational performance and

minimizing labor turnover. As of now HDFC Bank Ltd. has a team of effective human

resource which is efficiently managing the organization at its best. Though the recruitment

process adopted by the organization needs to be improved, challenges are ahead for the HR

Department to recruit people after the effect of recession.

In the present competitive & dynamic environment, it has become essential for organization

to build and sustainable.

In competitive advantage, the Communication skill set has assumed more importance than

even before. Dynamic and growth-oriented organization recognizes Communication as an

important aspect of the Recruitment and Selection system for managerial function in a

rapidly changing and economic environment.

REFRENCESBOOKS REFFERED:

ASWATHAPPA, K. (2009), Human Resource Management

DESSLER, GARY (2008), Human Resource Management

ROBBINS, STEPHEN P.,(2008) “Organizational Behaviour” of Prentice Hall

of India (New Delhi)

CHHABRA , T. N.,(2008), Human Resource Management

WEBSITES REFFERED: http://en.wikipedia.org/wiki/HDFC_Bank

http://business.mapsofindia.com/banks/hdfc-bank-branches/

http://business.mapsofindia.com/banks-in-india/hdfc.html/

http://www.slideshare.net/vin4a/recruitment-and-selection-at-hdfc

REPORTS/ARTICLES REFFERED: Annual report of HDFC BANK 2009