21-03-2014, 02:34 PM
SUMMER TRAINING PROJECT REPORT ON SELECTION AND RECRUITMENT ICICI BANK LTD
RECRUITMENT ICICI.pdf (Size: 813.13 KB / Downloads: 727)
OBJECTTIVE: -
The objective of my study is to understand and critically analyze the recruitment and
selection procedure at Icici bank ltd.
1. To know the prospect or recruitment and selection procedure.
2. To critically analyze the functioning of recruitment and selection procedures.
3. To identify the probable area of improvement to make recruitment and selection
procedures and more effective.
4. To know the managerial satisfaction level about recruitment and selection
procedure.
Primary Data:
-
Using personal interview technique the survey the data will collect by using
questionnaire. The primary data collection for his purpose is supposed to be done by
judgment sampling conversation sampling. Questionnaire has been formatted with both
open and close structure questions.
REVIEW OF RECRUITMENT AND SELECTION
Most employers recognise the fact that their staff are their greatest asset, and the rightrecruitment and induction processes are vital in ensuring that the new employee
becomes
effective in the shortest time. The success of an organisation depends on having the right
number of staff, with the right skills and abilities. Organisations may have a dedicated
personnel/human resource function overseeing this process, or they may devolve these
responsibilities to line managers and supervisors. Many people may be involved, and all
should be aware of the principles of good practice. Even it is essential to involve others in
the task of recruitment and induction.
MANPOWER PLANNING-
Manpower planning means different things to different organizations. To some
company¶s manpower planning means management development to others. It means
estimating manpower needs, while some other may define manpower planning as
organization planning. Although the term, 3manpower planning ́ can be defined, μas the
process by which an organization ensures that it has the right number of people and the
right kind of people at the right places, at the time doing things for which they are
economically most useful.
Monitoring effectiveness of recruitment
As with any work activity it is recommended that the recruitment and induction
process be reviewed for its effectiveness. If any stage of the recruitment process
failed to produce the expected result, eg if the advertising method has produced too
many candidates, you may want to examine what happened and why in order to make
it more efficient in the future. Future recruitment exercises may require modifications
to the methods used - a successful recruitment for one job does not automatically
mean the same method will be as successful again. This is particularly true if the
labour market changes, with, for instance, fewer school leavers but more mature
workers being available.Recruitment and induction may be a continuous process in
your organisation, necessitating more or less constant monitoring.Monitoring
regularly will also ensure equal opportunity policies are being actively pursued, and
that internal candidates are receiving the same consideration as external candidates.