Recruitment and Selection Process of Hdfc Bank(1)

RECRUITMENT AND SELECTION PROCESS OF HDFC BANK PROJECT REPORT SUBMITTED TOWARDS PARTIAL FULFILLMENT OF POST GRADUATE DIPLOMA IN MANAGEMENT

(Approved by AICTE, Govt. of India) (Equivalent to MBA) ACADEMIC SESSION 2009-11

Submitted By:

Under the Guidance of:

Prof. S.K. Dash

Deepanshu Kushik (BM- 09062)

Associate Professor( HRM)

Jyoti Verma (BM- 090)

IMS, Ghaziabad

Madhubala Sharma (BM-09099 Manisha Agarwal(BM-09100) Mohsin Ali (BM-09111) Nabonita Paul (BM-09112) Nikhil singh (BM-09124) Noopur Verma (BM-09131) Nupur Sharma (BM-09132) Prateek Dheer(BM- 09) Nishi Shukla (BM-09245)

INSTITUTE OF MANAGEMENT STUDIES C-238, BULANDSHAHR ROAD, LAL QUAN, PB NO: - 57,GHAZIABAD -201009.

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DECLARATION We hereby declare that all the information that has been collected, analyzed and documented for the project is authentic possession of us.

We would like to categorically mention that the work here has neither been purchased nor acquired by any other unfair means. However, for the purpose of the project, information already compiled in many sources has been utilized.

(DEEPANSHU KAUSHIK) (JYOTI VERMA) (MANISHA AGARWAL) (MADHUBALA SHARMA) (MOHSIN ALI) (NABONITA PAUL) (NIKHIL SINGH) (NOOPUR VERMA) (NUPUR SHARMA) (PRATEEK DHEER) (NISHI SHUKLA)

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CERTIFICATE This is to certify that this is a report on “RECRUITMENT AND SELECTION PROCESS OF HDFC BANK” submitted by Deepanshu Kaushik, Jyoti Verma, Manisha Agarwal, Madhubala Sharma, Mohsin Ali, Nabonita Paul,Nikhil Singh,Noopur Verma,Nupur Sharma,Nishi Shukla as a part of the PGDM curriculum for the third trimester. The work has been undertaken and completed under the guidance of Prof. S.K.DASH and is satisfactory.

Project Coordinator: PROF S.K.DASH Date: 27-03-10

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INSTITUTE OF MANAGEMENT STUDIES GHAZIABAD CERTIFICATE We hereby certify that content presented in the project entitled “RECRUITMENT AND SELECTION PROCESS OF HDFC BANK” in the partial fulfillment of the requirement for the award of the degree of POST GRADUATE DIPLOMA IN MANGEMENT from IMS GHAZIABAD is an authentic record of our own work, carried out under the guidance of our project guide, Dr. S.K.DASH The matter embodied in the project has not been copied by us from any sources.

PLACE- GHAZIABAD DATE

Deepanshu Kaushik(BM-09062)

Jyoti Verma(BMManisha Agarwal(BM-09100) Madhubala Sharma(BM-09099) Mohsin Ali(BM-09111) Nabonita Paul(BM-0112) Nikhil singh(BM-09124) Noopur Verma(BM-09131) Nupur Sharma(BM-09132) Prateek Dheer(BM-09) Nishi shukla(BM-09245)

This is to certify that above statements made by the students are true to the best of my knowledge.

PROF. S.K.DASH

(project coordinator)

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ACKNOWLEDGEMENT Perseverance, inspiration and motivation have always played a key role in the success of any venture. A successful and satisfactory completion of any project is the outcome of the invaluable aggregate contribution of different persons fully in radical direction, explicitly or implicitly.

Whereas vast, varied and valuable reading efforts leads to substantial acquisition of knowledge via books and allied information sources. True expertise excludes from collateral practical works and experiences.

Words have never seemed as inadequate as now, when we are endeavoring to express our heartfelt gratitude at the culmination of the project, to all those made it possible. Even the best effort is waste without proper guidance and advice. We highly solicit to PROF. S.K.DASH for launching us into this foray and for giving time-to-time suggestion and their valuable guidance, co-operation, inspiration and keen supervision to our project.

Last but not the least; we are grateful to God, our Parents, Elders and Friends for encouraging us to take up this challenging task.

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PREFACE The primary objective of this report is to provide the insight into the core of RECRUITMENT AND SELECTION PROCESS OF HDFC BANK and an understanding Banking Policy & its importance in relation to Indian Banking Industry.

We hope that the report has made the text interesting and lucid. In writing this report, we have benefited immensely by referring to many publications and articles. We express my gratitude to all such authors and publishers.

Any suggestions to improve this report in contents or in style are always welcome and will be appreciated and acknowledged.

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ABSTRACT HDFC Bank's mission is to be a World-Class Indian Bank. The objective is to build sound customer franchises across distinct businesses so as to be the preferred provider of banking services for target retail and wholesale customer segments, and to achieve healthy growth in profitability, consistent with the bank's risk appetite. The bank is committed to maintain the highest level of ethical standards, professional integrity, corporate governance and regulatory compliance. HDFC Bank's business philosophy is based on four core values Operational Excellence, Customer Focus, Product Leadership and People. 
 HDFC Bank deals with three key business segments – Wholesale Banking Services, Retail Banking Services, Treasury. It has entered the banking consortia of over 50 corporates for providing working capital finance, trade services, corporate finance and merchant banking. It is also providing sophisticated product structures in areas of foreign exchange and derivatives, money markets and debt trading and equity research. HDFC’s “Human Resource Management function that helps managers recruit, select, train and develop members for an organization. Obviously, HRM is concerned with the people’s dimension in organizations.

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TOPIC: SELECTION AND RECRUITMENT PROCESS OF HDFC BANK

TABLE OF CONTENTS S.NO 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20.

TOPIC

PAGE NO.

LOGO History of Banking Banking Structure in india Indian Banking system Indian banking Industry Analysis Objective of the study Introduction History Mission and Buisness Strategy Management of HDFC bank Awards to HDFC bank Product of HDFC bank About HR Department of HDFC bank Recruitment Recruitment and Selection process Findings Recommendations Suggestions Conclusion Refrences

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9 10 11 12 13 15 16 18 19 21 22 25 34 36 37 48 49 50 51 52

LOGO

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HISTORY OF BANKING Banking is nearly as old as civilization. The history of banking could be said to have started with the appearance of money. The first record of minted metal coins was in Mesopotamia in about 2500B.C. the first European banknotes, which was handwritten appeared in1661, in Sweden. cheque and printed paper money appeared in the 1700’s and 1800’s, with many banks created to deal with increasing trade.

The history of banking in each country runs in lines with the development of trade and industry, and with the level of political confidence and stability. The ancient Romans developed an advanced banking system to serve their vast trade network, which extended throughout Europe, Asia and Africa. Modern banking began in Venice. The word bank comes from the Italian word “ban co”, meaning bench, because moneylenders worked on benches in market places. The bank of Venice was established in 1171 to help the government raise finance for a war.

At the same time, in England merchant started to ask goldsmiths to hold gold and silver in their safes in return for a fee. Receipts given to the Merchant were sometimes used to buy or sell, with the metal itself staying under lock and key. The goldsmith realized that they could lend out some of the gold and silver that they had and charge interest, as not all of the merchants would ask for the gold and silver back at the same time. Eventually, instead of charging the merchants, the goldsmiths paid them to deposit their gold and silver.

The bank of England was formed in 1694 to borrow money from the public for the government to finance the war of Augsburg against France. By 1709, goldsmith were using bank of England notes of their own receipts. New technology transformed the banking industry in the 1900’s round the world, banks merged into larger and fewer groups and expanded into other country.

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BANKING STRUCTURE IN INDIA: In today’s dynamic world banks are inevitable for the development of a country. Banks play a pivotal role in enhancing each and every sector. They have helped bring a draw of development on the world’s horizon and developing country like India is no exception.

Banks fulfills the role of a financial intermediary. This means that it acts as a vehicle for moving finance from those who have surplus money to (however temporarily) those who have deficit. In everyday branch terms the banks channel funds from depositors whose accounts are in credit to borrowers who are in debit.

Without the intermediary of the banks both their depositors and their borrowers would have to contact each other directly. This can and does happen of course. This is what has lead to the very foundation of financial institution like banks.

Before few decades there existed some influential people who used to land money. But a substantially high rate of interest was charged which made borrowing of money out of the reach of the majority of the people so there arose a need for a financial intermediate.

The Bank have developed their roles to such an extent that a direct contact between the depositors and borrowers in now known as disintermediation. Banking industry has always revolved around the traditional function of taking deposits, money transfer and making advances. Those three are closely related to each other, the objective being to lend money, which is the profitable activity of the three. Taking deposits generates funds for lending and money transfer services are necessary for the attention of deposits. The Bank have introduced progressively more sophisticated versions of these services and have diversified introduction in numerable areas of activity not directly relating to this traditional trinity

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INDIAN BANKING SYSTEM

Reserve Bank of India

Non-Schedule Banks

Schedule Banks

State co-op Banks

Central co-op Banks and Primary Cr. Societies

Commercial Banks

Indian

Public Sector Banks

State Bank of India and its Subsidiaries

Commercial Banks

Foreign

Private Sector Banks

Other Nationalized Banks

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HDFC, ICICI etc.

Regional Rural Banks

INDIAN BANKING INDUSTRY ANALYSIS: The banking scenario in India has been changing at fast pace from being just the borrowers and lenders traditionally, the focus has shifted to more differentiated and customized product/service provider from regulation to liberalization in the year 1991, from planned economy to market.

Economy, from licensing to integration with Global Economics, the changes have been swift. All most all the sector operating in the economy was affected and banking sector is no exception to this. Thus the whole of the banking system in the country has undergone a radical change. Let us see how banking has evolved in the past 57 years of independence.

After independence in 1947 and proclamation in 1950 the country set about drawing its road map for the future public ownership of banks was seen inevitable and SBI was created in 1955 to spearhead the expansion of banking into rural India and speed up the process of magnetization. Political compulsion’s brought about nationalization of bank in 1969 and lobbying by bank employees and their unions added to the list of nationalized banks a few years later.

Slowly the unions grew in strength, while bank management stagnated. The casualty was to the customer service declined, complaints increased and bank management was unable to item the rot.

In the meantime, technology was becoming a global phenomenon lacking a vision of the future and the banks erred badly in opposing the technology up gradation of banks. They mistakenly believed the technology would lead to retrenchment and eventually the marginalization of unions.

The problem faced by the banking industry soon surfaced in their balance sheets. But the prevailing accounting practices unable banks to dodge the issue.

The rules of the game under which banks operated changed in 1993. Norms or income Recognition, Assets classification and loan loss provisioning were put in place and capital adequacy ratio become mandatory. The cumulative impact of all these changes has been on the concept of state ownership in banks. It is increasingly becoming clear that the state ownership in bank is no longer sustainable.

The amendment of banking regulation act in 1993 saw the entry of new private sector banks and foreign banks. Page 13 of 52

MAJOR PLAYER IN INDIA 1. HDFC BANK LTD 2. ICICI BANK LTD 3. STATE BANK OF INDIA LTD 4. PUNJAB NATOINAL BANK LTD 5. BANK OF BARODA LTD 6. FEDERAL BANK LTD 7. AXIS BANK LTD 8. ING VYSYA BANK LTD 9. IDBI BANK LTD 10. INDUSIND BANK LTD 11. YES BANK LTD

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OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE:  To find the Recruitment and Selection System in the organization.  To study the process of intake of employees with relation to Experience, Communication skills and Qualification in the organization

METHODOLOGY: In this we have used both of the primary and secondary data . In primary data we had conducted Personal Interview with the Branch Manager of HDFC Bank, Rajouri Garden Branch regarding SELECTION AND RECRUITMENT PROCESS OF HDFC BANK.

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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. Page 16 of 52

Chart Title ATMs (Nos.), 2008, 1977

ATMs (Nos.), 2007, 1605

C R E D I T

CREDIT CARDS (Nos. in Lacs), 2007, 29.1

C A R Company Background Industry D Business Group S Incorporation Date Public Issue Date Face Value

( Company/Business Registration No N Officials CEO Key o s . i n

ATMs (Nos.), 2009, 3295

CREDIT CARDS (Nos. in Lacs), 2009, 43.9

CREDIT CARDS (Nos. in Lacs), 2008, 38.2

Snapshot Finance - Banks - Private Sector. HDFC Group 31/12/1994 31/12/1995 10.0000 INE040A01018 Aditya puri

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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. 


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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. Page 19 of 52

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.

BOARD OF DIRECTORS PERSON

DESIGNATION

Mr. Jagdish Capoor

Vice President

Mr. Aditya Puri

Managing Director

Mr. Paresh Sukthankar

Executive Director

Mr. Harish Engineer

Executive Director

Mr. Keki M. Mistry

Director

Mr. Ashim Samanta

Director

Mr. Arvind Pande

Director

Mrs. Renu Karnad

Director

Mr. C M Vasudev

Director

Mr. Gautam Divan

Director

Dr. Pandit Palande

Directo

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TOP MANAGEMENT Abhay Aima

Equities & Private Banking and NRI Business

Anil Jaggia

Information Technology and Legal

Ashish Parthasarth

Treasury

Bharat Shah

Merchant SeRvices

G Subramanian

Audit & Compliance

Kaizad Maneck

Credit & Market Risk

Mandeep Maitra

H.R, Admin & Infrastructure

Navin Puri

Branch Banking

Pralay Mondal

Assets & CREDIT CARDS

Rahul N Bhagat

Retail Liabilities, Marketing & Direct Banking Channels

Ananthanarayan

Operations

Sashi Jagdishan

Finance

BUSINESS HEADS

Sudhir Joshi A Asokan

Treasury Emerging Enterprise Group

Amit Kumar

Retail Branch Banking-West 1

Anil Nath

Business Banking - Working Capital & Retail Agri

Arup Rakshit

Treasury

Ashima Khanna Bhat

Emerging Corporate Group

Ashok Khanna

Retail Assets – TW

Bhavesh Chandulal

Wholesale Operations

Biju Pillai

Retail Assets - EL,PL,LAS & GOLD

Birendra Sahu

retail Operations

Deepak Maheshwari

Credit and Market Risk

Gsv Surya Prasad

Information Technology

Harpreet Singh

NRI Business

Jimmy M Tata

Corporate Banking

Munish Mittal

Information Technology

Nandkishor Laxman

Financial Institution Group

Nitin Subramanya

Equities and Private Banking

Parag Rao

Credit Cards

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Rajender Sehgal

Financial Institution Group

Rohit Gaurav

Marketing

Sanjay B Dongre

Legal

Sanjeev Patel

Direct Banking Channel

Tarini Vaidya

Treasury

AWARDS AWARDS:2010 Euromoney Private Banking and Wealth Management Poll 2010

Best Local Bank in India (second year in a row)



Best Private Banking Service overall (moved up from no.2 last year)

Financial Insights Innovation Awards 2010

Innovation in Branch Operations - Server Consolidation Project

Global Finance Award

Best Trade Finance Provider in India for 2010

Banking Technology Awards 2009

Best risk management initiative and



Best use of Business Intelligence.

SPJIMR Marketing Impact Awards (SMIA) 2010

2nd Prize

Business Today Best Employer Survey

Listed in top 10 best Employers in the country.

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YEAR-2009 EUROMONEY AWARDS 2009 Economic Times Brand Equity & Nielsen Research annual survey 2009 Asia Money 2009 Awards IBA Banking Technology Awards 2009 Global Finance Award IDRBT Banking Technology Excellence Award 2008 Asian Banker Excellence in Retail Financial Services

'BEST BANK IN INDIA'

Most Trusted Brand - Runner Up

'Best Domestic Bank in India' 'Best IT Governance Award - Runner up' 'Best Trade Finance Bank in India for 2009

'Best IT Governance and Value Delivery'

'Asian Banker Best Retail Bank in India Award 2009 '

YEAR-2008 FINANCE ASIA COUNTRY AWARDS FOR ACHIEVEMENT 2008 CNN-IBN Nasscom IT User Award 2008 Business India Forbes Asia Asian Banker Excellence in Retail Financial Services Asiamoney Microsoft & Indian Express Group World Trade Center Award of honour Business Today Financial ExpressErnst & Young Award Global HR Excellence Awards

'BEST BANK AND BEST CASH MANAGEMENT BANK'

'Indian of the Year (Business)' 'Best IT Adoption in the Banking Sector' 'Best Bank 2008' Fab 50 companies in Asia Pacific Best Retail Bank 2008

Best local Cash Management Bank Award voted by Corporates Security Strategist Award 2008 For outstanding contribution to international trade services.

One of India's "Most Innovative Companies" Best Bank Award in the Private Sector category

'Employer Brand of the Year 2007 -2008' Award - First Runner up, & many more Page 23 of 52

- Asia Pacific HRM Business Today

'Best Bank' Award

YEAR-2007 DUN & BRADSTREET – AMERICAN EXPRESS CORPORATE BEST BANK AWARD 2007 The Bombay Stock Exchange and Nasscom Foundation's Business for Social Responsibility Awards NDTV Profit The Asian Banker Excellence in Retail Financial Services Asian Banker

'Corporate Best Bank' Award

'Best Corporate Social Responsibility Practice' Award

Best Bank Award in the Private sector category. Best Retail Bank in India

Our Managing Director Aditya Puri wins the Leadership Achievement Award for India

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PRODUCT OF HDFC BANK ACCOUNT & DEPOSITS SERVICE Banking should be effortless. With HDFC Bank, the efforts are rewarding. No matter what a customer's need and occupational status, we have a range of solutions that are second to none. Whether you're employed in a company and need a simple Savings account or run your own business and require a robust banking partner, HDFC Bank not only has the perfect solution for you, but also can recommend products that can augment your planning for the future. It includes these services: Saving accounts. Current accounts. Fix deposits. Demate account. Safe deposits lockers.

SAVINGS ACCOUNTS These accounts are primarily meant to inculcate a sense of saving for the future, accumulating funds over a period of time. Whatever person’s occupation, bank have confident that person will find the perfect banking solution. There some saving accounts like: Regular Saving Account: An easy-to-operate savings account that allows you to issue cheques, draw Demand Drafts and withdraw cash. Check up on your balances from the comfort of your home or office through Net Banking, Phone Banking and Mobile Banking. If you need money urgently then you can take money from the ATM machine. There are 1977 ATM centers across the country.

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SAVING PLUS ACCOUNT Introducing the best banking option for you with HDFC Bank Savings plus Account. Now you can get access to some of the finest banking facilities with HDFC Bank's Savings plus Account. All you have to do is maintain an Average Quarterly Balance of Rs. 10,000/-.

SAVING MAX ACCOUNT Welcome to a world of convenience. Presenting Savings Max account, loaded with maximum benefits to make your banking experience a pleasure. By maintaining an average quarterly balance of just Rs. 25,000/- you get a host of premium services from HDFC Bank absolutely free.

SENIOR CITIZEN ACCOUNT HDFC Bank appreciates your needs and endeavors, which is why, they present an account especially dedicated to customer, which like a dutiful child will help you fulfill your needs in the best manner possible.

NO FRILLS ACCOUNT In an effort to make banking simpler and more accessible for customers, bank has introduced the 'No Frills' Savings Account, which offers customer all the basic banking facilities. Customer can even avail of services like Net Banking, Mobile banking free of cost. In this customer can put Zero Initial Pay-in and a Zero Balance account

INSTITUTIONAL SAVING ACCOUNTS A specially designed account that offers twin benefits of a savings as well as a current account. Customer’s funds continue to earn you interest while he enjoys hassle-free banking & a host of other features. All this and more in a Zero Balance account.

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SALARY ACCOUNTS In this account customer can get salary from where he/she doing such job and organization or company at where the customer of the bank in doing job deposit their salary in to the salary account a person can get salary. There are various kinds of saving accounts in the HDFC Bank like: Pay roll account. Classic salary account. Regular salary account. Premium salary account. Defense salary account. No frills salary account. Reimbursement salary account.

KID’S ADVANTAGE ACCOUNT Start saving for your child today and secure his/her future a sentence tells by the Hdfc bank. Open a Savings Account and transfer money every month into customer’s Kids Advantage Account and watch the savings grow as customer’s child grows. The accumulated savings in the Kids Advantage Account can over the years help in meeting customer child's needs. Main features and benefits of this account are as follow:-

CURRENT ACCOUNTS HDFC Bank Current Account gives the power of inter-city banking with a single account and access to more than cities. From special cheques that get treated at par with local ones in any city where branch, faster collection of outstation cheques (payable at branch locations), free account to account funds transfer between HDFC Bank accounts to Free inter-city clearing of up to 100 lakhs per month, bank’s priority services have become the benchmark for banking efficiency. Now, with an HDFC Bank Current Account, experience the freedom of multi-city banking. Person can have the power of multi-location access to his account from any of our 761 branches in 327 cities. Not only that, he can do most of his banking transactions from the comfort of his office or home without stepping out. There are various kinds of current account in this bank like: Page 27 of 52

Plus current account

HDFC Bank plus Current Account gives the power of inter-city banking with a single account and access to more than cities. Plus Current Account requires maintaining an average quarterly balance of Rs. 100,000.

TRADE CURRENT ACCOUNT In today's changing business requirements, you need to transfer funds across cities, and time is of the essence. HDFC Bank Trade Current Account gives power of inter-city banking with a single account. From special cheques that get treated at par with local ones in any city where bank have a branch, to free account to account funds transfer between HDFC Bank accounts, to free inter-city clearing of up to 50 lakhs per month, bank’s priority services have become the benchmark for banking efficiency. Trade Current Account requires maintaining an average quarterly balance of Rs. 40,000.

PREMIUM CURRENT ACCOUNT Business needs a partner who can manage finances while concentrate on growing business. Form this account customer can avail benefits of inter-city banking account that requires an average quarterly balance of only Rs. 25,000, offers Payable-At-Par cheque book facility & FREE inter-city clearing transactions across our network up to Rs.25 Lacs per month. A Current Account with the benefits of accessing account from a large network of branches, and through direct access channels - the phone, mobile, Internet and through the ATM.

REGULAR CURRENT ACCOUNT A Current account is ideal for carrying out day-to-day business transactions. With the HDFC Bank Regular Current Account, customer can access account anytime, anywhere, pay using payable at par cheques or deposit cheque at any HDFC bank branch. It also facilitates FREE NEFT transactions & FREE RTGS collections for faster collections in account. Regular Current Account requires to maintain an average quarterly balance of only Rs. 10,000. With a vast network of branches in cities all over the country, and access to a multitude of ATM's, customer can keep track of all transactions anytime. Page 28 of 52

REIMBURSEMENT CURRENT ACCOUNT No more paperwork, no more receipts to keep track of - a hassle-free account that allows deposit the reimbursements receive from company/organization on a monthly basis. To open this account a person has to follow these processes: Procure an Account Opening Document (AOD) from HDFC Bank. (If person has just joined, first request to company to open up a Salary Account for particular person). Mention Salary Account number and Debit Card number on the AOD so that Debit card can be linked to both, Salary Account as well as new Reimbursement Account. Request company to directly credit cash payments to the Reimbursement Account.

RFC – DOMESTIC ACCOUNT Full name of this account is Resident foreign currency account. Have you accumulated foreign currency from travelling abroad frequently? Received gifts from relatives in foreign currency? Or earned it by any other means as approved by the Reserve Bank of India? If so, open Resident Foreign Currency Domestic Account and manage foreign currency efficiently. Person can choose to set up your account either in US Dollar, Great Britain Pound or Euro. To open this accounts a person as to follow this process: Choose the currency in which person wish to operate. Open account with an initial amount as per the following-US Dollar = 250 Great Britain Pound = 200 Euro = 250 and maintain an Average Quarterly Balance of the same amount.

FLEXI CURRENT ACCOUNT Tired of static transaction limits during peak seasons? HDFC Bank Flexi Current Account is the answer to changing banking needs during peak seasons. With HDFC Bank Flexi Current Account Cash Deposit and Anywhere Transaction limits are a multiple of the balance you maintain in Current Account. So, during peak seasons, customer get the benefit of higher transaction limits due to the higher average balances maintained in account. What’s more, during lean seasons, person need not worry about maintaining huge balances to enjoy high transaction limits, which person anyway may not need. Flexi Current Account requires to maintain a minimum Average Monthly Balance (AMB) of just Rs. 75,000. Page 29 of 52

APEX CURRENT ACCOUNT The top position is always the desirable position. With the Apex current account, take business to a new high. On maintaining an average quarterly balance of Rs. 10 lakhs, this account makes sure person make the most of every business opportunities coming his way. Unlimited, free, anywhere Banking experience at the APEX is reserved for person who joints this. .

MAX CURRENT ACCOUNT Maximum benefits and minimum hassles for customer with Max Current Account with a Rs. 5 lakhs average quarterly balance requirement, bank present to world of privileges that helps business expand and grow. Features like maximum free transaction limits including other beneficial features on this current account truly enhances business potential to the Maximum.

FIX DEPOSITS SERVICE Long-term investments form the chunk of everybody's future plans. An alternative to simply applying for loans, fixed deposits allow to borrow from own funds for a limited period, thus fulfilling needs as well as keeping savings secure. People can invest his/her money into either in security market or gold or mutual fund or into a fix deposits. People always go to that way where he/she can get more benefits and minimum risks. So, for this purpose he has a better chance to deposits money in to the fix deposit. If people believe in long-term investments and wish to earn higher interests on his/her savings, now is the time to invest money in HDFC bank Fixed Deposit. Get up to 9.75% on HDFC Bank Fixed Deposit with an additional 0.50% for Senior Citizens. What's more NO PENALTY if withdraw part of the FD in times of need. Flexibility, Security and High Returns all bundled into one offering.

REGULAR FIX DEPOSIT As per the rules and regulation of the bank a person can deposit their money in to a fix deposit in the bank and can get the benefits of these facilities. .

FIVE YEAR TAX SAVING FIX DEPOSIT In 2006, it was announced for the first time that Bank fixed deposits booked by an Individual/HUF for 5 years & up to Rs. 1,00,000/- will be allowed exemption under Sec 80C of the Income Tax Act,1961 subject to necessary declarations taken from the Customer. Page 30 of 52

SUPPER SAVER FACILITY Customer can enjoy a high rate of interest along with the liquidity of a Savings Account by opting for a Super Saver Facility on his or her savings account. Avail of an overdraft facility of up to 75% of the value of his or her Fixed Deposit.

SWEEP-IN FACILITY Do you wish to avoid taking overdrafts, and still take advantage of your Fixed Deposits? Then what you need is a Sweep-In Facility on savings account. Link Fixed Deposit to Savings or Current Account and use it to fall back on in case of emergencies. A deficit in Savings or Current Account is taken care of by using up an exact value from Fixed Deposit. Since deposits are broken down in units of Re 1/-, customer will lose interest only for the actual amount that has been withdrawn. .

DEMAT ACCOUNT SERVICE Nowadays share market is becoming is the main occupation of the person. So to avoid faulty processes demat account is really most important for the share market and for the safety of shares it is most important. HDFC BANK is one of the leading Depository Participant (DP) in the country with over 8 Lac demat accounts. HDFC Bank Demat services offers a secure and convenient way to keep track of securities and investments, over a period of time, without the hassle of handling physical documents that get mutilated or lost in transit. HDFC BANK is Depository participant both with -National Securities Depositories Limited (NSDL) and Central Depository Services Limited (CDSL).

WHOLESALE BANKING SERVICES:The Bank's target market ranges from large, blue chip manufacturing companies in the Indian corporate to small & mid-sized corporate and agri-based businesses. For these customers, the Bank provides a wide range of commercial and transactional banking services, including working capital finance, trade services, transactional services, cash management, etc. The bank is also a leading provider of structured solutions, which combine cash management services with vendor and distributor finance for facilitating superior supply chain management for its corporate customers. HDFC Bank has made significant inroads into the banking consortia of a number of leading Indian corporates including multinationals, companies from the domestic business houses and prime public sector companies. It is recognized as a leading provider of cash management and transactional Page 31 of 52

banking solutions to corporate customers, mutual funds, stock exchange members and banks.

RETAIL BANKING SERVICES:The objective of the Retail Bank is to provide its target market customers a full range of financial products and banking services, giving the customer a one-stop window for all his/her banking requirements. The products are backed by world-class service and delivered to customers through the growing branch network, as well as through alternative delivery channels like ATMs, Phone Banking, Net Banking and Mobile Banking. HDFC Bank was the first bank in India to launch an International Debit Card in association with VISA (VISA Electron) and issues the MasterCard Maestro debit card as well. The Bank launched its credit card business in late 2001. By March 2009, the bank had a total card base (debit and credit cards) of over 13 million. The Bank is also one of the leading players in the “merchant acquiring” business with over 70,000 Point-of-sale (POS) terminals for debit / credit cards acceptance at merchant establishments. The Bank is well positioned as a leader in various net based B2C opportunities including a wide range of internet banking services for Fixed Deposits, Loans, Bill Payments, etc.

TREASURY:Within this business, the bank has three main product areas - Foreign Exchange and Derivatives, Local Currency Money Market & Debt Securities, and Equities. These services are provided through the bank's Treasury team. To comply with statutory reserve requirements, the bank is required to hold 25% of its deposits in government securities. The Treasury business is responsible for managing the returns and market risk on this investment portfolio.

INTERNET BANKING SYSTEM SECURITY: LOGIN SECURITY: Access to customer's Net Banking account is granted using a Customer ID and IPIN (internet banking password) that is privy to the customer. Without a valid IPIN corresponding to the customer ID, access to customer account cannot be gained by anyone. The customer's Net Banking service is revoked if not in use by customer for more than 180 days for security. IPIN SECURITY: IPIN is randomly generated by the system and directly printed on tamper proof media such that it is not accessible by anyone other than the customer. Customer is forced to change his IPIN such upon first login such that customer is assured that IPIN is not compromised before delivery. Page 32 of 52

IPIN is stored by the Bank by use of encryption technology such that it is not accessible to anyone including the system administrator. SESSION SECURITY: Access to the customers are provided through a secure webpage that encrypts the session between the customer's computer and the webpage using 128-bit encryption so that the communication between the customer's computers and the webpage cannot be intercepted by anyone over the internet.HDFC Bank systems time out the customer's login sessions to his Net Banking account upon prolonged inactivity for protection against misuse. DIGITAL CERTIFICATE: The webpage of the HDFC Bank's internet banking server is identified by means of a digital certificate provided by Verisign to ensure its customer that they are on the correct site and protect themselves from revealing their confidential account information on some fake website. VIRTUAL KEYBOARD: Customer can use the feature of Virtual Keyboard while logging into his Net Banking account. This protects the users IPIN from being compromised by key logger software installed on untrusted/shared computers e.g. cyber cafes. INSTA ALERT: The Bank has Insta Alert service to send SMS/ Email alert to the customer upon registration for defined transaction denominations and while adding beneficiary/ies for carrying out Third Party Transfer transactions. SECURITY SOLUTIONS: All banking systems are secured using state-of-the-art security solutions acknowledged world wide viz, firewalls, intrusion detection systems, intrusion prevention systems, anti-malware systems to extend secure banking services to our customers. SECURITY TEAMS: The Bank has robust processes, skilled people and competent service providers who monitor the security of our systems round the clock.

FINANCIAL INSTITUTIONS & TRUSTS 

Banks.

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Financial Institutions.

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Mutual Funds.

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Stock Brokers.

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Insurance Companies.

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Commodity Businesses.

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Trusts.

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GOVERNMENT SECTOR HDFC Bank acts as an active medium between the government and the customers by means of various services. These services include: 

Tax Collection wherein customers can directly pay their taxes like Direct taxes, Indirect taxes and Sales Tax collections at their local HDFC Bank.

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E-Ticketing - Helps the customer by providing him a direct access to book a Railway Ticket online and get it home delivered.

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Opening of L/C's is done by the bank on behalf of Government of India, Mints and Presses, thus facilitating imports for the Government.

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Collection of levies and taxes on behalf of Municipal Corporations i.e. Kalyan -Dombivli Municipal Corporation, is undertaken by the Bank.

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Collection of stamp duty is done via franking mode in the state's of Maharashtra & Gujarat.

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The Stamp Duty Franking Facility is available at following branches in Maharashtra Fort, Chembur, Lower Parel, Mira Road, Thane (Talao Pali), Panvel, Ratnagiri, Pune(FC Road), Kolhapur, Nagpur, Pimpri.

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The Stamp Duty Franking Facility is available at following branches in Gujarat

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Disbursement of Pension to retired Employees of Central Govt and Defence is directly done by HDFC Bank along with the disbursement of pension to the members of EPFO (Employees Provident Fund Organisation).

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Electronic Collection of fees on behalf of DGFT is done by the bank too.

HUMAN RESOURCE DEPARTMENT “Human Resource Management function that helps managers recruit, select, train and develop members for an organization. Obviously, HRM is concerned with the people’s dimension in organizations.

Work force of an Organization is one of the most important inputs of components. It is said that people are our single most important assets. Because of the unique importance of HUMAN RESOURCE and its complexity due to ever changing psychology, behavior and attitudes of men and women at work, in all business concerns, there is one common element. I.e. Human personnel function, i.e., manpower management function is becoming increasingly specialized. The personnel function or system can be broadly defined as the management of people at work- management of managers and management of workers. Personnel function is particularly interested in personnel Page 34 of 52

relationship and interaction of employees-human relations.

In a sense, management is personnel administration. Management is the development of people, and not mere direction of material resources. Human capital is the greatest asset of a business enterprise. The essential ingredient of management is the leadership and direction of people. Each manager of people has to be his own personnel man. Personnel management is not something you really turn over to personnel department staff.

Responsibilities of Human Resource Department. 

HRD maintain daily attendance record through branch manager via E-mail.

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Take decisions for approval regarding leave notes.

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He takes the decision related to the recruitment, selection and training of the candidates. He talks to the consultant related to the recruitment of the qualified candidates. He also does screening of the candidates, shortlist the candidate and takes the first round of the interview.

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He maintains the database of the candidates to come for an interview. He also maintains personal file of each employee. He also completes the joining formalities of each new employee.

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They are taking surprising visit in every branch and collect information about employees.

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He is responsible for the monthly salary of the employees as per their attendants and passing to the Branch Manager.

Human Resource planning This is handled by doing the planning at the beginning of every year. At the end of the year, the Human Resource department from each Branch receives the requirement for the person for whole year. Then the planning of recruitment and training is done by training manager and recruiting manager which is approved from Head of HR Department.

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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.

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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.

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

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Training and Development 

Training aims 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.

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Training is learning experience that seeks relatively permanent change in an individual that will improve his/her ability to perform on the job.

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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.

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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.

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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 credit 2. • Retail liabilities • Direct banking • Direct sales liabilities • Foreign exchange services • Liabilities product group • Marketing • Retail branch banking 3. • Support function Page 37 of 52

• • • • 4. • • • • • • • • • • • •

Custody and depository services Finance Human resources Operations 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.

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

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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.

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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. Page 38 of 52

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Consult with your employees.

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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.

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

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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.

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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.

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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.

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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. Page 39 of 52

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: Page 40 of 52

- 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 Page 41 of 52



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 Page 42 of 52

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Any professional certificate that is essential to the job

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Address details

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Passport details

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Date of birth

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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.

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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.

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

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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 Page 43 of 52

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.

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NO one is assigned to a position where she/he influences the professional progress or promotion of the persons cited above.

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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.

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

DEFINITION OF RELATIVES: Relatives would include husband, wife, children, parents, sisters, brothers, first cousins, brothers-inlaw, sisters-in-law, mother –in-law, and father-in-law. Employees who are aware of candidature of their relatives for the organization must immediately report to the HR function in writing for information and records. Failure to immediately report such cases will be considered as a serious violation of the recruitment policy and may entail a disciplinary action.

INTERNSHIP PROGRAM: As part of university hire program, HDFC will provide internship opportunities to students. Such internships will provide opportunities to students to learn while making real contributions to the company. HDFC will follow the following process: • HR will coordinate with business groups to identify potential opportunities for intern hires. • Internship requests could be received either from the students directly or as nominations from the educational institute. • HR and hiring manager to tele-interview the candidates with subsequent personal interviews in the office • HR to coordinate with the hiring manager to develop the project plan for the hire Based on the demonstrated capability, the intern will be provided with the opportunity to work in multiple departments to gain a wider business understanding

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INTERNSHIP CRITERIA: 

Typically, the intern will be a pre-final year student of the Bachelor or Master degree programs specializing in Financial Services/IT and any other business stream as required.

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Interns will be expected to manage their won accommodation and it will not be provided by the company.

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Intern will be required to sign the confidentiality and code of conducts documents of the company.

EMPLOYEE ON-BOARDING – PROCESS: The overall purpose of the new hire integration process is to ensure that the new employee is able settle in smoothly and is able to contributing at the earliest.

PRE EMPLOYMENT INDUCTION: HDFC’s employee induction process shall begin as per the employee accepts the job offer. The process includes: 

Welcome pack: As soon as the candidate accepts the offer, a welcome pack will be sent to the employee. o A congratulatory note regarding the decision to join the organization. o Contact details of a HR representative and the hiring manager. o A brief company overview document.

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Pre-joining checklist: Include details of the documents required from the employee. In case the employee is relocating from a different location, details of the relocation process and the visa requirement will be outlined in this checklist. 

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Expectations on the first day of the joining.

Office resources: HR shall intimate the immediate supervisor the joining date and immediate supervisor shall work with the IT and administration team to set up the following 5 days prior to employee joining, the following elements and are in working order: Email ID, phone, computing resources, work space/office, access cards, joining kit including bank account opening form, initial reading material.

POST JOINING ORIENTATION AND INDUCTION: 

Joining kit: The employee upon joining would be welcomed by the HR representative and would be given a joining kit that will include: Access card, information on employee’s email Page 45 of 52

and phone number, Bank account opening form, corporate insurance application form(if applicable),HR & Admin policy manual, other relevant reading material ( to be prepared by hiring manager) 

Classroom Induction: The employee integration process will also include classroom training and induction where the employee will receive presentations and trainings on various topics that would further ingrain the into the organization

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On the job training: Besides formal training sessions, the employee will undergo on-thejob function specific trainings that are facilitated by the respective functions to help the new employee acquaint himself/herself with work in progress.

PROBATION POLICY: 

Probation is a trial that is mutual opportunity for the employee and HDFC to confirm suitability for continued employment. The probation period is to establish a stronger understanding of mutual capabilities, expectations and understanding which may include functional training. The employee must demonstrate suitability for continued employment.

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An assessment will be based on factors related to work performance, work habits, productivity, attitude and compatibility, attendance and punctuality, and any other matter that is linked to job performance and expectations.

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All new hires will be placed on probation for a period of 6 months from the date of joining

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HR will initiate the confirmation process by sending an appraisal form to the immediate supervisor before the completion of probationary period. The appraisal form will need to be approved by the supervisor’s leadership.

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All letters of confirmation or extension of probation will be signed by the HR head and will be stored in employee file for records.

REFERRAL BONUS AMOUNT : • The Referral Bonus Program is operated under the authority of the Budget and Control Board’s Employee Bonus Guidelines. Under these guidelines, an employee may receive multiple bonuses, the total of which may not exceed $2,000 in any fiscal year. • Referral bonus payments may be paid in a lump sum or in periodic payments until the new employee has completed his or her probationary period. Payments cannot be made until the referred candidate has been employed for a minimum of one month. For example, a $1,000 referral bonus can be structured as follows: - $250 referral bonus awarded after three months from the hire date, - $250 referral bonus awarded after six months from the hire date, Page 46 of 52

- $500 referral bonus awarded at the end of the probationary period.

REFERRAL BONUS PROGRAM ADMINISTRATION : The Referral Program operates in accordance with the following program requirements: • Referral bonuses are awarded at the discretion of management with the Agency Director or his designee having final approval authority. • Funding for the program must come from existing agency resources. • The Agency will provide a form for completion and submission by either the applicant or the referring employee with the applicant’s application indicating that the referring employee has made the referral. • The Agency will designate a position as “hard-to-fill” before the position is posted. • Employees selected for eligible positions must be employed by the agency for at least one month before a referring employee may be eligible to receive a referral bonus. Referred candidates cannot be current employees of the hiring agency in any capacity, to include temporary, temporary grant, research grant, time- limited project, or contract employees. Both the referring employee and the referred candidate must be employed by the agency when any referral bonus is paid receive the referral bonus. • Any disputes arising from the application of this program will be the responsibility of the Agency Director or his designee to resolve and will not be considered a grievance under the State Employee Grievance Procedure Act. • The agency HR Office will monitor the use of the Referral Bonus Program and will report annually to the Office of Human Resources information on the use of the Referral Bonus Program. • The hiring process will be fair and consistent with agency policy and procedures, with no bias for or against candidates whose selection might make another employee eligible for a referral bonus. Amount paid to the employees who refer the candidates and if they get selected varies from Rs. 7000 to Rs.2000 based on the grade of the employee refereed and the refereed candidate placed. This amount is paid to the employees in two ways: 1. Immediately when the candidate is joined 2. After the completion of 3 months of the candidate selected. Only middle level and senior level management employees have the opportunity of referring the candidates. This policy/scheme is not applicable to the top management employees. Also the employees who are under probation or training period are not eligible for this employee referral policy.

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FINDINGS 

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

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Many people in the organization today are in the wrong jobs and as a result, they are not utilizing their full potential.

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

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Most recruitment that involves managers is done during discussions at lunch hour, at social clubs or during the coffee break time.

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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.

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Psychometric test is not conducted during the selection process.

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Confusion in the designation and level to the employees even after permanent status for employment is given.

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

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

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RECOMMENDATIONS 

The organization should provide or set up a communication lab for the benefit of the fresher and existing employees that makes a career development and new opportunity to grow up in the organization.



This increases the employee morale and helps to attain the target.

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Communication classes should be conducted timely to all employees should be followed by organization.

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Refresher courses may organize intermittently for all employees in the rank and file category to relive job fatigue and monotony of every day work life. So employees can gain skills by Communication.

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Candidates who enter into the Job Market must make sure that their efficiency in Communication is up to the expectation of an organization which will make them to go through the Recruitment and Selection system of Royal Sundaram Alliance Insurance Company.

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The respondents in the corporate exhibits that communication skills are necessary for all the employees from different channels.

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FOS (Fleet on street) Team should be made involved to pass through more communication classes from language experts.

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The company should allot funds to create a communication laboratory for the beneficiary of all the employees.

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SUGGESTIONS 1. Psychometric tests have to be conducted to assessing the personality of the applicants – will they fit in? 2. Look for different skills as well as the ideas of the candidate at the time of recruitment and selection process. 3. Adopting adequate recruitment procedures to employ efficient and talented people. 4. Job responsibilities have to 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 has to be encouraged more at times when the requirement is urgent.

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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.

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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.

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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.

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In the present competitive & dynamic environment, it has become essential for organization to build and sustainable.

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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.

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Insurance industries should possess a valuable work force with good communication skill sets to get a good deal or business from their customers. In this sector the Open Market channel is the main source of revenue for the company for which they should be able to communicate well with their clients. Then the company can reach its profitability and objectives easily.

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The company should take the suggestions and ideas from the employees and can conduct and examine the communication skill set within the employees. So that they can analyze the need and act accordingly for a better result and the growth of its own and valuable workforce.

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REFRENCES BOOKS 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

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

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

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

 REPORTS/ARTICLES REFFERED: 

Annual report of HDFC BANK 2009

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