PREFACE

This project as the name Study on Effectiveness of Recruitment and Selection of Oriental Bank of Commerce is made after studying the policies of recruitment and selection process of the bank and getting a questionnaire filled from people take as sample on based on different aspects. They had been asked questions regarding the recruitment sources of their organization and the selection process thus followed.. Afterwards a conclusion is formulated according to the findings as had regarding the above mentioned. At the end some recommendations are made as found suitable

ACKNOWLEDGEMENT
I am delighted to express my sincere thanks to our Principal Dr. B.K. Sharma who had been a great moral support to us. I am also grateful to him for providing excellent environment at our college. I wish to express my gratitude and thanks to Ms. SUMEET KAUR, my project guide for her valuable suggestion and encouragement during the period of this work. I like to take the opportunity to thank all the staff members who constantly encouraged me throughout the course to complete successfully. My sincere thanks to staff of ORIENTAL BANK OF COMMERCE Bank, who enabled and enlightened me for the successful completion of this project. Last but not the least, I am very grateful to my parents for their constant support and well paid attitude throughout this project. I whole heartedly thank to my friends, who helped me to complete my project work with success.

DECLARATION
I, Falak Dhawan, do here by declare that this project work entitled, A Study on Effectiveness of Recruitment and Selection in Oriental Bank of Commerce is a record of project work carried by me under the supervision of Ms.Sumeet Kaur, (Lecturer, GGDSD college Chandigarh) at Oriental Bank of Commerce Chandigarh branch in the partial fulfillment of the requirement of BBA program of the GGDSD COLLEGE, CHANDIGARH (Punjab). Guide: Ms. Sumeet Kaur

INDEX
CHAPTER 1.1 INTRODUCTION General Introduction on Oriental bank of Commerce Industry Profile a. Origin and Development of the industry b. Growth and Present Status of the industry Profile of the Organization Introduction to the topic 1.2 NEED , OBJECTIVE AND LIMITATIONS OF THE STUDY RESEARCH METHODOLOGY

CHAPTER

CHAPTER 1.3

Sources of Data Collection Sample Size Methods of Data Collection Research Instrument used Tools and Techniques of analysis SURVEYS, FEEDBACK AND DATA ANALYSIS FINDINGS AND RECOMMENDATIONS CONCLUSION BIBLIOGRAPHY ANNEXURE

CHAPTER 1.4 CHAPTER 1.5 CHAPTER 1.6 CHAPTER 1.7 CHAPTER 1.8

EXECUTIVE SUMMARY
Success of every business enterprise depends on its human resource. Finding the right man for the job and developing him into a valuable resource is an indispensable requirement of every organization. Proper recruitment helps the line managers to work most effectively in accomplishing the primary objective of the enterprise. In order to harness the human energies in the service or organizational goals, every HR manager attention to recruitment and selection activities in an organization. Thus personnel functions, recruitment and selection, when carried out properly ,would enable the organization to hire and retain the services of the best brains in the market. The world's best companies have established their strength with their people. The employees identify themselves with the company they are working for. This also helps in building up their spirit ,morale and espirit-de-cops which becomes strength of the company .There are certain ways that are to be followed by every organization, which ensures that it has right number and kind of people, at the right place and right time, so that organization can achieve its planned objective. The project covers introduction of Recruitment and Selection, Purpose and Importance of Recruitment, Sources of Recruitment, Steps in the Recruitment & Selection Process, and Suggestions to make the Recruitment Process more effective. It also includes the challenges faced by HR in recruitment process and the recent trends in recruitment process. is expected to pay proper

CHAPTER 1.1 INTRODUCTION

GENERAL INTRODUCTION ON ORIENTAL BANK OF COMMERCE

Oriental Bank of Commerce (BSE: 500315, NSE: ORIENTBANK) is an India-based bank established in Lahore (then a city of British India, and currently in Pakistan), is one of the public sector banks in India. Oriental Bank of Commerce made a beginning under its Founding Father, Late Rai Bahadur Lala Sohan Lal, the first Chairman of the Bank. Within four years of coming into existence, the Bank had to face partition. Branches in the newly formed Pakistan had to be closed down and the Registered Office had to be shifted from Lahore to Amritsar. Late lala Karam Chand Thapar, the then Chairman of the Bank, in a unique gesture honored the commitments made to the depositors from Pakistan and paid every rupee to its departing customers. The Bank has witnessed many ups and downs since its establishment. The bank was nationalized on 15 April 1980. At that time total working of the bank was Rs.483 crores having 19th position among the 20 nationalized banks. Within a decade the bank turned into one of the most efficient and best performing banks of India. The bank has progressed on several fronts crossing the Business Mix mark of Rs 2 lacs crores as on 31 March 2010 making it the seventh largest Public Sector Bank in India, achievement of 100% CBS, reorienting of lending strategy through Large & Mid Corporates and establishment of new wings viz., Rural Development and Retail & Priority Sector. The Bank has to its utmost credit lowest staff cost with highest productivity in the Indian banking industry.

INDUSTRY PROFILE
a.) Origin and development of the industry:
Banking in India originated in the first decade of 18th century. The first banks were The General Bank of India, which started in 1786, and Bank of Hindustan, both of which are now defunct. The oldest bank in existence in India is the State Bank of India, which originated in the "The Bank of Bengal" in Calcutta in June 1806. This was one of the three presidency banks, the other two being the Bank of Bombay and the Bank of Madras. The presidency banks were established under charters from the British East India Company. They merged in 1925 to form the Imperial Bank of India, which, upon India's independence, became the State Bank of India. For many years the Presidency banks acted as quasi-central banks, as did their successors. The Reserve Bank of India formally took on the responsibility of regulating the Indian banking sector from 1935. After India's independence in 1947, the Reserve Bank was nationalized and given broader powers.

LIBERALIZATION IN THE 1990S:

In the early 1990s, the then Narasimha Rao government embarked on a policy of liberalization, licensing a small number of private banks. These came to be known as New Generation techsavvy banks, and included Global Trust Bank (the first of such new generation banks to be set up), which later amalgamated with Oriental Bank of Commerce,UTI Bank (since renamed Axis Bank), ICICI Bank and HDFC Bank. This move, along with the rapid growth in the economy of India, revitalized the banking sector in India, which has seen rapid growth with strong contribution from all the three sectors of banks, namely, government banks, private banks and foreign banks. The next stage for the Indian banking has been set up with the proposed relaxation in the norms for Foreign Direct Investment, where all Foreign Investors in banks may be given voting rights which could exceed the present cap of 10%,at present it has gone up to 4% with some restrictions. The new policy shook the Banking sector in India completely. Bankers, till this time, were used to the 4-6-4 method (Borrow at 4%; Lend at 6%;Go home at 4) of functioning. The new wave
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ushered in a modern outlook and tech-savvy methods of working for traditional banks. All this led to the retail boom in India. People not just demanded more from their banks but also received more.

ADOPTION OF BANKING TECHNOLOGY:

The IT revolution had a great impact in the Indian banking system. The use of computers had led to introduction of online banking in India. The use of the modern innovation and computerization of the banking sector of India has increased many fold after the economic liberalization of 1991 as the country's banking sector has been exposed to the world's market. The Indian banks were finding it difficult to compete with the international banks in terms of the customer service without the use of the information technology and computers. The RBI set up a number of committees to define and coordinate banking technology. These have included: Committee on Mechanization in the Banking Industry (1984): The major recommendations of this committee was introducing MICR technology in all the banks in the metropolis in India. This provided use of standardized cheque forms and encoders. Committee on Computerization in Banks (1988): This emphasized that settlement operation must be computerized in the clearing houses of RBI in Bhubaneshwar, Guwahati, Jaipur, Patna and Thiruvananthapuram. It further stated that there should be National Clearing of inter-city cheques at Kolkata, Mumbai, Delhi, Chennai and MICR should be made Operational. It also focused on computerisation of branches and increasing connectivity among branches through computers. It also suggested modalities for implementing on-line banking. Committee on Technology Issues relating to Payment systems, Cheque Clearing and Securities Settlement in the Banking Industry (1994)

b. Growth and present status of the industry:

Currently (2012), banking in India is generally fairly mature in terms of supply, product range and reach-even though reach in rural India still remains a challenge for the private sector and foreign banks. In terms of quality of assets and capital adequacy, Indian banks are considered to
9

have clean, strong and transparent balance sheets relative to other banks in comparable economies in its region. The Reserve Bank of India is an autonomous body, with minimal pressure from the government. The stated policy of the Bank on the Indian Rupee is to manage volatility but without any fixed exchange rate-and this has mostly been true. The country is flooded with foreign banks and their ATM stations. Efforts are being put to give a satisfactory service to customers. Phone banking and net banking is introduced. The entire system became more convenient and swift. Time is given more importance than money. Indian banks, the dominant financial intermediaries in India, have made high-quality progress over the last five years, as is evident from several factors, including annual credit growth, profitability, and trend in gross non-performing assets (NPAs). While annual rate of credit growth clocked 23% during the last five years, profitability (average Return on Net Worth) was maintained at around 15% during the same period, while gross NPAs fell from 3.3% as on March 31, 2006 to 2.3% as on March 31, 2011. Currently, India has 88 scheduled commercial banks (SCBs) - 27 public sector banks (that is with the Government of India holding a stake)after merger of New Bank of India in Punjab National Bank in 1993, 29 private banks (these do not have government stake; they may be publicly listed and traded on stock exchanges) and 31 foreign banks. They have a combined network of 2,544 branches and 8,913ATMs. According to a report by ICRA Limited, a rating agency, the public sector banks hold over 75 percent of total assets of the banking industry, with the private and foreign banks holding 18.2% and 6.5% respectively.

10

PROFILE OF ORIENTAL BANK OF COMMERCE

OBC Bank Fact Files: Total assets: Rs1781.30 bn (2012) Network: 1772 ATMs: Over 1270 Abroad branches: Dubai OBC Bank is one of the India's largest banks with total assets of about Rs1781.30 bn at March 31, 2012(Rs. 1613.43 bn for the year ended March 31,2011 ) and profit after tax of Rs. 11.42 bn for the year ended March 31, 2012. OBC Bank has a network of about 1772 branches and extension counters and over 1,270 ATMs. OBC Bank offers a wide range of banking products and financial services to corporate and retail customers through a variety of delivery channels and through its specialized subsidiaries and affiliates in the areas of investment banking, life and non-life insurance, venture capital and asset management. OBC Bank set up its international banking group in fiscal 2002 to cater to the cross border needs of clients and leverage on its domestic banking strengths to offer products internationally. The Bank has launched yet another people's participation in the planning process at grass root level essentially to tackle the maladies of poverty. The Grameen Projects venture aims to alleviate poverty plus identify the reasons responsible for the failure or success. OBC is already implementing a GRAMEEN PROJECT in Dehradun District (UP) and Hanumangarh District (Rajasthan). Formulated on the pattern of the Bangladesh Grameen Bank, the Scheme has a unique feature of disbursing small loans ranging from Rs. 75 (~US $1.5) onwards. The beneficiaries of the Grameen Project are mostly women.The Bank is engaged in providing training to rural folk in using locally available raw material to produce pickles, jams etc. This has provided self-employment and augmented income levels thus reforming lives of rural folk and encouraging cottage industries in rural areas OBC launched yet another unique scheme christened 'The Comprehensive Village Development Programme' on the auspicious day of Baisakhi, the 13th of April 1997 at three villages in Punjab namely Rurki Kalan (Distt. Sangrur), Raje Majra (Distt. Ropar) and Khaira Majha (Distt. Jaladhar) and two villages in Haryana, namely Khunga (Distt. Jind) and Narwal (Distt. Kaithal). The pilot launch was a great success. Emboldened by the success, Bank extended the programme to more villages. At present, it covers 15 villages; 10 in Punjab, 4 in Haryana and 1 in Rajasthan.
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The programme focuses on providing a comprehensive and integrated package providing rural finance to the villagers with Village Development as its focus, thus contributing towards infrastructural development and augmentation of income for each farmer of the village. The Bank has implemented 14 point action plan for strengthening of credit delivery to women and has designated 5 branches as specialized branches for women entrepreneurs. On 14 August 2004, Global Trust Bank Limited (GTB) was amalgamated into OBC. GTB was a leading private sector bank in India that was associated with various financial discrepancies leading to a moratorium being imposed by RBI shortly before being merged into OBC. In the union budget for FY 2012-2013 , a sum of Rs.158.80 billion capital has been allotted to the public sector banks and financial institutions.

Business Objectives of The Bank

VISION: To be the leading provider of financial services in India and a major global bank. MISSION: We will leverage our people, technology, speed and financial capital to: be the banker of first choice for our customers by delivering high quality, worldclass service. Expand the frontiers of our business globally. Play a proactive role in the full realization of Indias potential. maintain a healthy financial profile and diversify our earnings across businesses and geographies. Maintain high standards of governance and ethics. Contribute positively to the various countries and markets in which we operate. Create value for our stakeholders.

12

PRODUCT AND SERVICES:

Service and banking of OBC bank categorized in to personal banking, business banking and NRI banking services. Personal banking- Deposit in form of saving, recurring, term deposit, senior citizen deposit and children depository account are there for individual customer can also avail of their housing, automobile, farm equipment, business or personal loan scheme. Personal client can also invest in mutual funds and participate in stock trading through OBC bank. Business banking Business banking services of OBC Bank are exhaustive. Project financing, deal assessment, and land evaluation are investment banking services offered to corporate clients. Global trade and cash management transaction services facilitate remittances and receipts across important cities. Capital market and custodial services enable business houses to participate in equity trading and transfer across major stock markets of world.

CUSTOMER:
The bank shares with its customers a long and enduring relationship that is built over the years on trust and an abiding hope that the Bank will always partner for the fulfillment of their dreams in a professional manner. The are committed for bringing to our esteemed customers the best of banking services, products and a tradition of excellence. The bank has been rewarding the loyalty of customers by offering attractive Retail loan pricing for its products. OBC bank undertakes not to disclose the information provided by the customers to any person, unless such action is necessary to: Conform to legal requirements or comply with legal process; Protect and defend OBC bank's or its affiliates rights, interests or property; Enforce the terms and conditions of the products or services; or Act to protect the interests of OBC bank, its affiliates, or its members, constituents or of other persons.

13

INTRODUCTION TO TOPIC
Recruitment
Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME

DEFINITION:
Recruitment is defined as, the process of discovering potential candidates for actual and anticipated organizational vacancies - Yodel.

FACTORS INFLUENCING RECRUITMENT:

Strategic plans: o o o o o o o Setting the strategic direction Designing the Human Resource Management System Planning the total workforce Generating the required human resources Investing in human resource development and performance Assessing and sustaining organizational competence and performance. Basic Overviews of Human Resource Management Getting the Best Employees Paying Employees (and Providing Benefits) Training Employees Ensuring Compliance to Regulations Ensuring Safe Work Environments Sustaining High-Performing Employees. The steps most commonly used in developing an HR strategy:

Organizational policies:

14

 o o o

Recruitment Criteria: Technical criteria, i.e. know-how, professional skills, and experience in your field. The candidates personality and charisma are the most influential criteria in the process of recruitment in France. Communication skills and the knowledge of foreign languages are also very important, to ensure the smooth flow of communication between the company and its subsidiary.

Sources Of Recruitment
INTERNAL SOURCES:
Promotions: The process of elevating a person to higher level job is what is known as promotion. Transfers:

Transfer of an employee may be either from one section to another or from one department to another. Job rotation:

Moving an employee to get specialized in various posts of the organization. Re-employment of ex-employees:

Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also.

EXTERNAL SOURCES:
External sources of recruitment have to be solicited from outside the organization. External sources are external to a concern. But it involves lot of time and money. The external sources of

15

recruitment include Employment at factory gate, advertisements, employment exchanges, employment agencies, educational institutes, labor contractors, recommendations etc. Employment at Factory Level

This is a source of external recruitment in which the applications for vacancies are presented on bulletin boards outside the Factory or at the Gate. This kind of recruitment is applicable generally where factory workers are to be appointed. Advertisement

It is an external source which has got an important place in recruitment procedure. The biggest advantage of advertisement is that it covers a wide area of market and scattered applicants can get information from advertisements. Medium used is Newspapers and Television. Employment Exchanges

There are certain Employment exchanges which are run by government. Most of the government undertakings and concerns employ people through such exchanges. Now-a-days recruitment in government agencies has become compulsory through employment exchange. Employment Agencies

There are certain professional organizations which look towards recruitment and employment of people, i.e. these private agencies run by private individuals supply required manpower to needy concerns.

Selection
DEFINITION:
According to Dale, selection may be defined as the process by which the organization chooses from among the applicants, those people whom they feel would best meet the job requirement, considering current environmental condition.

FACTORS INFLUENCING SELECTION PROCESS:

1. 2. 3. 4. Nature of the organization Nature of the labor market Union requirements Government requirements
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5. 6.

Composition of the labor force Location of the organization.

SELECTION PROCESS:
paper. Preliminary interview The object of this interview is to see the candidate personally to ensure whether he is physically and mentally suitable for job. Application blank Receiving application The candidates mar be asked to submit their applications together with their bio data on a plain

The printed applications contain the details desired by the employer from the candidate with sufficient space for the candidate to furnish the particulars. Tests

A test is a sample measurement of a candidates ability and interest for the job. Final interview

An interview is a face to face oral examination of a candidate by an employer. Back ground verification

The background verification is done to check the honesty and integrity of the candidate. Final selection

If the employer is satisfied with the candidate, then the selection will be made. Physical examination

It is important that a person selected for the job must also be medically fit to perform it. Placement

If the employer is satisfied with the medical report of the candidate, he may place in the concern.
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CHAPTER 1.2 NEED , OBJECTIVES AND LIMITATIONS OF STUDY

18

NEED FOR THE STUDY

To Increase the effectiveness of different recruiting techniques and sources for all types of job applicants in the organization. To identify the various sources of recruitment. To obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives

SCOPE OF THE STUDY

To understand the various sources of recruitment provided in the organization. It helps to analyze the recruitment policy of the organization. It enables us to evaluate the effectiveness of different recruiting techniques and sources for all types of job applicants in the organization.

19

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE:
To study the effectiveness of recruitment and selection process in ORIENTAL BANK OF COMMERCE .

SECONDARY OBJECTIVES:
To study the various sources of recruitment. To study the factors influencing the recruitment and selection procedure. To study the present and future manpower requirements of the organization.

LIMITATIONS OF THE STUDY

The duration of the study was limited and hence elaborate and comprehensive project survey was not undertaken. The personal biases of the respondents might have entered into their response.

Because of a small period of time only small sample had to be considered which doesnt actually reflect and accurate picture

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CHAPTER 1.3 RESEARCH METHODOLOGY

21

SOURCES OF DATA COLLECTION

Primary data Secondary data

Primary data
All the people from different profession were personally visited and interviewed. They were the main source of Primary data. The method of collection of primary data was direct personal interview through a structured questionnaire.

Secondary data
The secondary data used in this research are Books referred and websites

SAMPLE SIZE:
The sample size chosen by the researcher is 50 respondents. The targeted respondents are both middle level and lower level employees.

METHODS OF DATA COLLECTION

Primary data
Questionnaire

Secondary data
Internet Books Study of recruitment policy of the bank

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RESEARCH INSTRUMENT USED

The instrument used for this study by the researcher is questionnaire.

TOOLS AND TECHNIQUES OF ANALYSIS

Statistical tools used
In order to come out with the findings of the study, the following statistical tools are used by the researcher Percentage analysis method Pie charts Bar diagrams Tables

Sampling technique used

The non- probability sampling procedure has been used by the researcher because it does not give a representative sample of population.

Sampling method
Convenience sampling method has been used by the researcher.

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CHAPTER 1.4 SURVEYS, FEEDBACK AND DATA ANALYSIS

24

DATA ANALYSIS AND INTERPRETATION

Q1. ARE YOU AWARE OF THE RECRUITMENT PROCESS OF YOUR ORGANIZATION? No. Of S.No. 1 2 PARTICULARS RESPONDENTS YES 50 NO 0 TOTAL 50 Source: Primary data PERCENTAGE (%) 100 0 100

CHART SHOWING AWARENESS OF RECRUITMENT PROCESS

INTERPRETATION: From the table it is analyzed that 100 per cent of respondents are aware of recruitment and selection process of the organization.

Q2.

HOW DO YOU COME TO KNOW ABOUT THE VACCANCY OF ORGANIZATION

25

S.No. 1 2 3 4

PARTICULARS INTERNAL ANNOUNCEMENTS ADVERTISEMENTS CONSULTANTS CAMPUS INTERVIEW TOTAL Source: Primary data

No. Of RESPONDENTS 36 14 0 0 50

PERCENTAGE (%) 72 28 0 0 100

CHART SHOWING VACCANCY OF ORGANIZATION

80% 70% 60% 50% 40% 30% 20% 10% 0%

Series1

INTERPRETATION: From the table it is analyzed that 72 per cent of respondents came to know about the vacancy due to the internal announcements and 28 per cent of respondents through advertisements.

Q3. WHAT ARE THE VARIOUS SOURCES PREFFERED FOR RECRUITMENT PROCESS BY THE ORGANIZATION? S.No. PARTICULARS No. Of PERCENTAGE
26

1 2 3

INTERNAL SOURCES EXTERNALSOURCES BOTH TOTAL Source: Primary data

RESPONDENTS 5 05 40 50

(%) 10 10 80 100

CHART SHOWING THE SOURCES PREFFERRED BY THE ORGANIZATION FOR RECRUITMENT PROCESS

INTERPRETATION: From the table it is analyzed that 80 per cent of respondents are aware of the both sources of recruitments and 10 per cent of respondents are aware about the external sources of recruitment.

Q4.

WHAT ARE THE VARIOUS INTERNAL SOURCES OF RECRUITMENT PREFFERERD BY YOUR COMPANY? No. Of RESPONDENTS 10 40 0 PERCENTAGE (%) 20 80 0
27

S.No. 1 2 3

PARTICULARS TRANSFER & PROMOTION EMPLOYEE REFERENCE FORMER EMPLOYEE

PREVIOUS APPLICANTS TOTAL Source: Primary data

0 50

0 100

CHART SHOWING INTERNAL SOURCES OF RECRUITMENT

INTERPRETATION: From the table it is understood that 80 per cent of respondents preferred employee referral while 20 per cent of the respondents preferred transfer and promotion as a means of internal recruitment.

Q5.

WHAT ARE THE VARIOUS EXTERNAL SOURCES OF RECRUITMENT? No. Of PERCENTAGE (%) 0 56 8 8
28

S.No. 1 2 3 4

PARTICULARS EMPLOYMENT EXCHANGES CONSULTANTS ADVERTISEMENTS CAMPUS INTERVIEW

RESPONDENTS 0 28 4 4

5 6

RIVAL FIRMS ALL THE ABOVE TOTAL Source: Primary data

0 14 50

0 28 100

CHART SHOWING EXTERNAL SOURCES OF RECRUITMENT

INTERPRETATION: From the table it is understood that 56 percent of respondents preferred consultants , 8 per cent of respondents said campus interview, 8 per cent of the respondents preferred advertisement while 28 per cent of respondent preferred a fair mix of all the sources of external recruitment. Q6. DO YOU THINK THAT CONSULTANTS HAVE AN IMPORTANT ROLE IN RECRUITMENT PROCESS? No. Of PARTICULARS YES TO SOME EXTENT NO TOTAL Source: Primary data S.No. 1 2 3 RESPONDENTS 36 14 0 50 PERCENTAGE (%) 72 28 0 100

CHART SHOWING IMPRTANCE OF ROLE OF CONSULTANTS

29

INTERPRETATION: From the table it is vivid that 72 per cent of respondent said that role of consultants are more and 28 per cent of respondent said that role is to some extent.

Q7.

WHAT ARE THE VARIOUS FACTORS INFLUENCING RECRUITMENT ? No. Of S.No. 1 2 3 4 PARTICULARS UNSKILLED JOB APPLICANTS AVAILABILITY OF JOB SEEKERS HR PLOICIES OF THE ORGANIZATION ALL THE ABOVE TOTAL Source: Primary data RESPONDENTS 0 12 36 2 50 PERCENTAGE (%) 0 24 72 4 100
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CHART SHOWING FACTORS INFLUENCING RECRUITMENT

INTERPRETATION: From the table it is understood that 72 per cent of respondent said that HR policies influences badly and 24 per cent of respondent said that availability of job seekers and 4 per cent of respondents have mentioned all the above.

Q8.

DO YOU THINK RECRUITER KNOWLEDGE AND EXPERIENCE IS IMPORTANT FOR RECRUITMENT PROCESS? No. Of PERCENTAGE (%) 72 28 0 0 0 100

S.No. 1 2 3 4 5

PARTICULARS STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY

RESPONDENTS 36 14 0 0 0 50

DISAGREE TOTAL Source: Primary data

CHART SHOWING RECRUITER KNOWLEDGE AND EXPERIENCED PERSONNEL

31

80 60 40 20 0 strongly agree agree 72 28 0 neutral 0 disagree 0 strongly disagree

INTERPRETATION: From the table it is analyzed that 72 per cent of respondent strongly agree for the recruiter knowledge and 28 per cent of respondent agreed for the recruiter knowledge.

Q9.

ARE YOU SATISFIED WITH THE RECRUITMENT PROCESS OF YOUR COMPANY? No. Of S.No. 1 2 3 4 5 PARTICULARS HIGHLY SATISFIED SATISFIED NEUTRAL DISSATISFIED HIGHLY DISSATISFIED TOTAL RESPONDENTS 21 21 8 0 0 50 PERCENTAGE (%) 42 42 16 0 0 100

Source: Primary data CHART SHOWING SATISFACTION OF EMPLOYEES TOWARDS RECRUITMENT PROCESS

32

45 40 35 30 25 20 15 10 5 0

42

42 16 0 0 highly dissatisfied

highly satisfied

satisfied

neutral

dissatisfied

INTERPRETATION: From the table it is understood that 42 per cent of respondent are highly satisfied with the recruitment and selection process and 42 said that they are satisfied and 16 per cent of respondents are neutral about it. Q10. DO YOU THINK THAT TASK OF RECRUITER IS CHALLENGING? S.No. 1 2 3 4 5 PARTICULARS STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY No. Of RESPONDENTS 19 24 4 3 0 50 PERCENTAGE (%) 38 48 8 6 0 100

DISAGREE TOTAL Source: Primary data

CHART SHOWING CHALLENGING TASK OF RECRUITER

33

50 45 40 35 30 25 20 15 10 5 0 strongly agree agree neutral disagree 8 6 0 strongly disagree 38 48

INTERPRETATION: From the table it is vivid that 38 per cent of respondent strongly agree that recruiting is a challenging task and 48 per cent of respondents agreed that recruiting is challenging task to some extent , 8 per cent of the respondents were neutral while 6 per cent disagreed with the fact that recruitment is a challenging. Q11. WHAT IS THE CANDIDATE ELIGIBILITY VERIFICATION CRITERIA OF YOUR COMPANY? No. Of S.No. 1 2 3 4 5 PARTICULARS QUALIFICATION EXPERIENCE COMMUNICATION SKILL ATTITUDE ALL THE ABOVE TOTAL Source: Primary data RESPONDENTS 2 4 3 3 38 50 PERCENTAGE (%) 4 8 6 6 76 100

CHART SHOWING SCREENING FACTORS OF CANDIDATES

34

80 70 60 50 40 30 20 10 0

76 4 8 6 6

INTERPRETATION: From the table it is understood that 4 per cent of respondent said that qualification is a major screening factor and 8 per cent of respondents says experience and 6 per cent of respondents says communication skills and 6 per cent of respondents says attitude and 76 per cent of respondents said that it is a combination of all the above attributes that contribute towards screening of the candidates. Q12. WHICH ARE THE VARIOUS SCREENING TESTS PREFFERED BY YOUR COMPANY? No. Of S.No. 1 2 3 4 5 PARTICULARS APTITUDE TEST INTELLIGENCE TEST PERSONALITY TEST ABILITY TEST ALL THE ABOVE TOTAL Source: Primary data RESPONDENTS 17 0 3 2 28 50 PERCENTAGE (%) 34 0 6 4 56 100

CHART SHOWING SCREENING TESTS

35

60 50 40 30 20 10 0

INTERPRETATION: From the table it is analyzed that 34 per cent of respondent said that the aptitude test and 6 per cent said personality test and 4 per cent preferred ability test and 56 per cent preferred all the above.

Q13. WHICH INTERVIEW METHOD IS PREFFERRED? No. Of S.No. 1 2 3 4 5 PARTICULARS STRESS INTERVIEW TECHNICAL INTERVIEW HR INTERVIEW DEPTH INTERVIEW ALL THE ABOVE TOTAL Source: Primary data RESPONDENTS 0 16 15 0 19 50 PERCENTAGE (%) 0 32 30 0 38 100

CHART SHOWING INTERVIEW PREFERRED

36

40 30 20 10 0 0 0 stress technical HR depth all of the interview interview interview interview above 32 30 38

INTERPRETATION: From the table it is understood that 32 per cent of respondents prefer technical interview and 30percent of respondents prefer HR interview and 38 percent of respondents prefer all types of interview.

Q14. WHAT ARE THE FATORS INFLUENCING SELECTION PROCESS? No. Of S.No. 1 2 3 4 PARTICULARS TECHNICAL KNOWLEDGE DISCREPANCY IN RESPONDENTS 13 2 5 30 50 PERCENTAG E (%) 26 4 10 60 100

DOCUMENTS SALARY ISSUES ALL THE ABOVE TOTAL Source: Primary data

CHART SHOWING FATORS INFLUENCING SELECTION PROCESS

37

60 40 20 0

26

10

60

INTERPRETATION: From the table it is vivid that 26 percent of respondents said that technical knowledge is a high factor and 4 percent of respondents said discrepancy and 10 said salary issues and 60 per cent said all the above.

Q15. ARE YOU SATISFIED WITH THE SELECTION PROCESS OF YOUR COMPANY? No. Of S.No. 1 2 3 4 5 PARTICULARS HIGHLY SATISFIED SATISFIED NEUTRAL DISSATISFIED HIGHLY DISSATISFIED TOTAL Source: Primary data RESPONDENTS 26 17 7 0 0 50 PERCENTAGE (%) 52 34 14 0 0 100

CHART SHOWING SATISFACTION OF RESPONDENTS

38

60 50 40 30 20 10 0 highly satisfied satisfied neutral 52 34 14 0 dissatisfied 0 highly dissatisfied

INTERPRETATION: From the table it is understood that 52 per cent of respondents are highly satisfied and 34 per cent of respondents are satisfied and 14 per cent of respondents are in neutral stage.

CHAPTER 1.5
39

FINDINGS AND RECOMMENDATIONS

FINDINGS
From the above study we have found that:1. All the employees of the organization were aware of the recruitment structure. 2. 72% of the employees came to know about the vacancies through internal announcements while 28% through advertisements. 3. The organization mostly preferred a combination of internal and external sources of recruitment . 4. The organization mostly preferred employee reference for the internal recruitment but 20% of the times transfer and promotion.

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5. Maximum number of times , the organization preferred consultants for external recruitment but sometimes also went for a fair combination of other sources like advertisement, campus interview etc. 6. Majority of the employees think that consultants have a major role in external recruitment. 7. Availability of the jobs and HR policies of the organization constitute the factors influencing the recruitment. 8. Majority of the employees strongly agree that recruiter knowledge and experience is important for recruitment process. 9. Most of the employees of the bank gave a positive response on the recruitment process of the bank. 10. Most of the employees agree that the task of recruitment is challenging. 11. The bank prefers a fair mix of attitude, experience, qualifications, communications for evaluating a persons eligibility for the job. 12. The bank prefers almost all the tests like aptitude , intelligence, personality for the selection of employee. 13. Technical and HR interview is preferred most of the times. 14. Technical knowledge is the major factor influencing the selection process. 15. 52% of the employees were highly satisfied with the selection process of the bank.

RECOMMENDATIONS
The study proved that ORIENTAL BANK OF COMMERCE bank has an effective Human Resource Department which meets all the manpower requirements of the company. The company can go for campus interview in order to get talented candidates to improve the organization effectiveness. Some changes can be implemented in recruitment policies as it stands as an obstacle of recruiting talented candidates.

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Intelligence test should be implemented in selection process to test the knowledge of the candidates. The organization can minimize the candidate eligibility verification process.

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CHAPTER 1.6 CONCLUSION

CONCLUSION
The process of recruitment and selection in ORIENTAL BANK OF COMMERCE bank is awesome. The company sources of recruitment are very effective. The main source of internal recruitment is employee referral as rewards are provided to employee to encourage this kind of recruitment. Recruitment is a never ending process in the organization. Selecting the qualified and skilled candidate is the main motto of the organization. The excellent pattern of interview is followed in case of selection process. Candidate eligibility verification program is a greatest merit to the organization to avoid unfaithful candidates in the organization. The systematic procedure is followed in recruitment and selection process.
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CHAPTER 1.7 BIBILIOGRAPHY

Books:
Memoria.C.B Gankar.S.V Personnel Management-Himalaya publishing House -21 st Revised Edition. Aswathappa.K-Human Resource Personnel Management-The McGraw Hill companies6th Edition. Kothari.C.R-Reseach Methodology- Methods & Techniques- Vikas PublishingEdition. 2 nd

Websites:
www.indianmba.com
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 www.oriental bank of commerce. com

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CHAPTER 1.8 ANNEXURE

STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS OF ORIENTAL BANK OF COMMERCE BANK LTD. CHANDIGARH QUESTIONNAIRE
PERSONAL DETAILS:
Name (optional): Department: Gender: Qualification: [ ] Male [ ] Female [ ] IT/Diploma [ ] Degree [ ] Post Graduate
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Age Group: 1.

[ ] Below 20yrs [ ] 20-30yrs [ ] 30-40yrs

[ ] 40-50yrs

Are you aware of recruitment and selection process of your organization? [ ] Yes [ ] To Some Extent [ ] No

2.

How do you come to know about the Vacancies in your organization? [ ] Internal Announcements [ ] Advertisements [ ] Consultant [ ] Campus Interview

3.

Type of recruitment preferred in your organization [ ] Internal Source [ ] External Source [ ] Both

4.

If internal, what is the main source of recruitment on your organization? [ ] Transfer & Promotion [ ] Employee Reference [ ] Former Employee [ ] Previous Applicants

5.

If external, what is the main source of recruitment on your organization? [ ] Employment Exchanges [ ] Consultants [ ] Advertisements [ ] Campus Interview [ ] Rival Firms [ ] All the Above

6.

Is consultant plays a vital role in the process of recruitment and selection of the candidate in the organization?
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[ ] Yes 7.

[ ] To Some Extent [ ] No

Which factor is influencing the recruitment process of the candidate in your organization? [ ] Unskilled Job Applicants [ ] Availability of Job Seekers [ ] HR policies of the organization [ ] All the Above

8.

Does the recruiter should be a knowledgeable and experienced personnel [ ] Strongly Agree [ ] Agree [ ] Neutral [ ] Disagree [ ] Strongly disagree

9.

Are you satisfied with the recruitment and selection process of your organization? [ ] Highly Satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly Dissatisfied

10.

Does the recruitment and selection process a challenging task for the recruiter? [ ] Strongly Agree [ ] Agree [ ] Neutral [ ] Disagree [ ] Strongly Disagree

11.

What is the important factor that they consider while screening the candidate? [ ] Qualification
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[ ] Experience [ ] Communication Skill [ ] Attitude [ ] All the Above 12. Which type of test is followed in the selection process of the candidate in your organization? [ ] Aptitude Test [ ] Intelligence Test [ ] Personality Test [ ] Ability Test [ ] All the Above 13. Which type of interview is preferred in the selection process of the candidate in your organization? [ ] Stress Interview [ ] Technical Interview [ ] HR Interview [ ] Depth Interview [ ] All the Above 14. Which factor influences the selection process of the candidate in your organization? [ ] Technical Knowledge [ ] Discrepancy in the Documents [ ] Salary Issues [ ] All the Above 15. Are you satisfied with the candidate eligibility verification made in your organization? [ ] Highly Satisfied [ ] Satisfied
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[ ] Neutral [ ] Dissatisfied [ ] Highly Dissatisfied

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