INDEXSr. No.TITLEPage No.

1COMPANY PROFILE ICICI BANK2

2HISTORY OF ICICI BANK3-9

3INTRODUCTION TO HR POLICIES OF ICICI BANK9-17

4RESPONSIBILITIES OF HUMAN RESOURCE DEPARTMENT18-22

5SWOT ANALAYSIS OF ICICI BANK23-24

6QUESTIONNAIRE25-26

7RESULTS, DATA ANALYSIS & DISCUSSIONS27-34

8FINDINGS & RECOMMENDATIONS35

9CONCLUSION36

10BIBLIOGRAPHY38

COMPANY PROFILE ICICI BANK

ICICI Bank was established by theIndustrial Credit and Investment Corporation of India (ICICI), an Indian financial institution, as a wholly owned subsidiary in 1994. The parent company was formed in 1955 as a joint-venture of theWorld Bank, India's public-sector banks and public-sector insurance companies to provide project financing to Indian industry.The bank was initially known as theIndustrial Credit and Investment Corporation of India Bank, before it changed its name to the abbreviatedICICI Bank. The parent company was later merged with the bank.ICICI Bank launched internet banking operations in 1998..ICICI's shareholding in ICICI Bank was reduced to 46percent, through a public offering of shares in India in 1998, followed by an equity offering in the form ofAmerican Depositary Receiptson theNYSEin 2000. ICICI Bank acquired theBank of MaduraLimitedin an all-stock deal in 2001 and sold additional stakes to institutional investors during 2001-02.In the 1990s, ICICI transformed its business from a development financial institution offering only project finance to a diversified financial services group, offering a wide variety of products and services, both directly and through a number of subsidiaries and affiliates like ICICI Bank. In 1999, ICICI become the first Indian company and the first bank or financial institution from non-Japan Asia to be listed on the NYSE..In 2000, ICICI Bank became the first Indian bank to list on the New York Stock Exchange with its five million American depository shares issue generating a demand book 13 times the offer size.In October 2001, the Boards of Directors of ICICI and ICICI Bank approved the merger of ICICI and two of its wholly owned retail finance subsidiaries, ICICI Personal Financial Services Limited and ICICI Capital Services Limited, with ICICI Bank. The merger was approved by shareholders of ICICI and ICICI Bank in January 2002, by theHigh Court of Gujaratat Ahmedabad in March 2002 and by the High Court of Judicature at Mumbai and the Reserve Bank of India in April 2002..In 2008, following the2008 financial crisis, customers rushed to ICICI ATMs and branches in some locations due to rumours of adverse financial position of ICICI Bank. The Reserve Bank of India issued a clarification on the financial strength of ICICI Bank to dispel the rumours..

HISTORY OF ICICI BANK

1996: SCICI Ltd. A diversified financial institution with headquarters in Mumbai1997: ITC Classic Finance. Incorporated in 1986, ITC Classic was a non-bank financial firm that engaged in hire, purchase, and leasing operations. At the time of being acquired, ITC Classic had eight offices, 26 outlets, and 700 brokers.1998: Anagram Finance. Anagram had built up a network of some 50 branches in Gujarat, Rajasthan, and Maharashtra that were primarily engaged in retail financing of cars and trucks. It also had some 250,000 depositors.2001:Bank of Madurai2002: TheDarjeelingandShimlabranches ofGrindlays Bank2005: Investitsionno-Kreditny Bank (IKB), a Russian bank2007: Sangli Bank. Sangli Bank was a private sector unlisted bank, founded in 1916, and 30% owned by the Bahte family. Its headquarters were in Sangli inMaharashtra, and it had 198 branches. It had 158 in Maharashtra and 31 inKarnataka, and others in Gujarat, Andhra Pradesh, Tamil Nadu, Goa, and Delhi. Its branches were relatively evenly split between metropolitan areas and rural or semi-urban areas.2010: TheBank of Rajasthan(BOR) was acquired by the ICICI Bank in 2010 for30billion. RBI was critical of BOR's promoters not reducing their holdings in the company. BOR has since been merged with ICICI Bank.

ICICIs role in Indian financial infrastructure.The bank has contributed to the set up of a number of Indian institutions to establish financial infrastructure in the country over the years;National Stock Exchange - TheNational Stock Exchangewas promoted by India's leading financial institutions (including ICICI Ltd.) in 1992 on behalf of the Government of India with the objective of establishing a nationwide trading facility for equities, debt instruments and hybrids, by ensuring equal access to investors all over the country through an appropriate communication network.Credit Rating Information Services of India Limited (CRISIL) - In 1987, ICICI Ltd along withUTIset upCRISILas India's first professionalcredit rating agency. CRISIL offers a comprehensive range of integrated products and service offerings which include credit ratings, capital market information, industry analysis and detailed reports.[19]National Commodities and Derivatives Exchange Limited -NCDEXis an online multi-commodity exchange, set up in 2003, by ICICI Bank Ltd, LIC,NABARD, NSE,Canara Bank, CRISIL, Goldman Sachs,Indian Farmers Fertiliser Cooperative Limited(IFFCO) andPunjab National Bank..Financial Innovation Network and Operations Pvt Ltd. - ICICI Bank has facilitated setting up of "FINO Cross Link to Case Link Study" in 2006, as a company that would provide technology solutions and services to reach the underserved andunderbankedpopulation of the country. Using cutting edge technologies likesmart cards,biometricsand a basket of support services, FINO enables financial institutions to conceptualise, develop and operationalise projects to support sector initiatives inmicrofinanceand livelihoods..Entrepreneurship Development Institute of India -Entrepreneurship Development Institute of India(EDII), an autonomous body and not-for-profit society, was set up in 1983, by the erstwhile apex financial institutions like IDBI, ICICI, IFCI and SBI with the support of theGovernment of Gujaratas a national resource organisation committed to entrepreneurship development, education, training and research..Asset Reconstruction Company India Limited - Following the enactment of the Securitisation Act in 2002, ICICI Bank together with other institutions, set up Asset Reconstruction Company India Limited (ARCIL) in 2003, to create a facilitative environment for the resolution of distressed debt in India. ARCIL was established to acquire non-performing assets (NPAs) from financial institutions and banks with a view to enhance the management of these assets and help in the maximisation of recovery. This would relieve institutions and banks from the burden of pursuing NPAs, and allow them to focus on core banking activities..Credit Information Bureau of India Limited - ICICI Bank has also helped in setting upCredit Information Bureau of India Limited(CIBIL), India's first national credit bureau in 2000. CIBIL provides a repository of information (which contains the credit history of commercial and consumer borrowers) to its members in the form of credit information reports. The members of CIBIL include banks, financial institutions, state financial corporations, non-banking financial companies, housing finance companies and credit card companies.Institutional Investor Advisory Services India Limited (IiAS) - ICICI Bank has indirectly invested inInstitutional Investor Advisory Services, through ICICI Prudential Life Insurance Company, in IiAS. IiAS is a voting advisory firm akaproxy firm, dedicated to providing participants in the Indian market with data, research and commentary. It provides recommendations on resolutions placed before shareholders of over 300 companies.

INTRODUCTION TO HR POLICIES OF ICICI BANK

The human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein. Without positive and creative contributions from people, organizations cannot progress andprosper. In order to achieve the goals or the activities of an organization, therefore, they need to recruit people with requisite skills, qualifications and experience. While doing so, they have to keep the present as well asthe future requirements of the organization in mind. DEFINITIONSRecruitment is defined as, a process to discover the sources ofmanpower to meet the requirements of the staffing schedule and toemploy effective measures for attracting that manpower in adequatenumbers to facilitate effective selection of an efficient workforce. EdwinB. Flippo defined recruitment as the process of searching for prospectiveemployees and stimulating them to apply for jobs in the organization.Recruitment is a linking function-joining together those with jobs to filland those seeking jobs. It is a joining process in that it tries to bringtogether job seekers and employer with a view to encourage the former toapply for a job with the latter.Once the required number and kind of human resources are determined, the management has to find the places where the required human resources are/will be available and also find the means of attracting them towards the organization before selecting suitable candidates for jobs. All thisprocess is generally known as recruitment. Some people use the term Recruitment for employment. These two are not one and the same. Recruitment is only one of the steps in the entire employment process. Some others use the term recruitment for selection. These are not the same either. Technically speaking, the function of recruitment precedes the selection function and it includes only finding, developing the sources of prospective employees and attracting them to apply for jobs in an organization, whereas the selection is the process of finding out the most suitable candidate to the job out of the candidates attracted (i.e., recruited).Formal definition of recruitment would give clear cut idea about the function of recruitment.

In order to attract people for the jobs, the organization must communicate the position in such a way that job seekers respond. To be cost effective, the recruitment process should attract qualified applicants and provide enough information for unqualified persons to self-select themselves out. Thus, the recruitment process begins when new recruits are sought and ends when their applications are submitted. The result is a pool ofapplicants from which new employees are selected.

PURPOSES AND IMPORTANCEThe general purpose of recruitment is to provide a pool of potentiallyqualified job candidates. Specifically, the purposes are to:Determine the present and future requirements of the organizationin conjunction with its personnel-planning and job-analysisactivities.Increase the pool of job candidates at minimum cost.Help increase the success rate of the selection process by reducingthe number of visibly, under qualified or overqualified jobapplicants.Help reduce the probability that job applicants, once recruited andselected, will leave the organization only after a short period oftime.Begin identifying and preparing potential job applicants who willbe appropriate candidates.Induct outsiders with a new perspective to lead the company.Infuse fresh blood at all levels of the organization.Develop an organizational culture that attracts competent people tothe company.Search or head hunt/head pouch people whose skills fit thecompanys values.Devise methodologies for assessing psychological traits.Search for talent globally and not just within the company.Design entry pay that competes on quality but not on quantum.Anticipate and find people for positions that do not exist yet.Increase organizational and individual effectiveness in the shortterm and long term.Evaluate the effectiveness of various recruiting techniques andsources for all types of job applicants. Recruitment represents the first contact that a company makes withpotential employees. It is through recruitment that many individuals will come to know a company, and eventually decide whether they wish to work for it. A well-planned and well-managed recruiting effort will result in high-quality applicants, whereas, a haphazard and piecemeal effort will result in mediocre ones. High-quality employees cannot be selected whenbetter candidates do not know of job openings, are not interested in working for the company and do not apply. The recruitment process should inform qualified individuals about employment opportunities, create a positive image of the company, provide enough information about the jobs so that applicants can make comparisons with theirqualifications and interests, and generate enthusiasm among the best candidates so that they will apply for the vacant positions. The negative consequences of a poor recruitment process speakvolumes about its role in an organization. The failure to generate an adequate number of reasonably qualified applicants can prove costly in several ways. It can greatly complicate the selection process and may result in lowering of selection standards. The poor quality of selection means extra cost on training and supervision. Furthermore, when recruitment fails to meet the organizational needs for talent, a typical response is to raise entry-level pay scales. This can distort traditional wage and salary relationships in the organization, resulting in avoidable consequences. Thus, the effectiveness of a recruitment process can play a major role in determining the resources that must be expended on otherHR activities and their ultimate success.

SUB-SYSTEMS OF RECRUITMENTThe recruitment process consists of the following four sub-functions:-Finding out and developing the sources where the required numberand kind of employees will be available.Developing suitable techniques to attract the desirable candidates.Employing the techniques to attract candidates.Stimulating as many candidates as possible and asking them to apply for jobs irrespective of the number of candidates required.

1. The Industrial Credit and Investment Corporation of India Limited. In 1995, it was incorporated as the initiative of World Bank. Objective: Creating a development financial institution for providing medium term and long term projects financing to Indian Business. In 1994, ICICI established Banking Corporation as a Banking Subsidiary which was later renamed as ICICI Bank Limited.2.In the 1990s, ICICItransformed its business from In October 2001, the BOD of a development financial In 1999, ICICI become ICICI and ICICI Bank institution offering only the first Indian company approved the merger of project finance to a ICICI and two of its wholly- and the first bank or diversified financial services owned retail finance group offering a wide variety financial institution subsidiaries, ICICI Personal of products and from non-Japan Asia to Financial Services Limited services, both directly and be listed on the NYSE. and ICICI Capital Services through a number of Limited, with ICICI Bank. subsidiaries.3. The merger was approved :by shareholders of ICICI and ICICI Bank in January 2002.By the High Court of Gujarat at Ahmedabad in March 2002.By the High Court of Judicature at Mumbai and the Reserve Bank of India in April 2002.4.s Subsidiaries5. ICICI Bank is Indias second-largest bank The Bank has a network of 2,888 branches and 10,021 ATMsin India, and has a presence in 19 countries, including India. Equity Shares listed in BSE, NSE Its American Depositary Receipts (ADRs) are listedinNYSE6. Global presence UK Belgium RussiaCanada USA Germany China Hong Kong Bahrain Bangladesh Qatar Malaysia UAE Thailand Mumbai Singapore Sri Lanka Indonesia South AfricaSubsidiary Representative Office Overseas BranchLargest international balancesheet among Indian banks 77. OrganisationalStructureRetail BankingWholesale BankingProject Finance and Special Assets ManagementInternational BusinessCorporate Centre8. VisionTobe the leading provider ofFinancial Services in India and a major Global Bank9. MissionWewill leverage our people, technology, speed and financial capitalBethe banker of first choice for our customers by delivering high quality, world-class products and services Expandthe frontiers of our business globally PlayaPROACTIVErole in the full realisation of Indias potential Maintaina healthy financial profile and diversify our earnings across businessman and geographies Maintainhigh standards of governance and ethics Contributepositively to the various countries and markets in which we operate Createvalue for our stakeholders10. Awards ICICI Bank won the Best Bank - India Award by The Banker. ICICI Bank in the Private Sector Bank category won the Best Technology Bank Of The Year Best Financial Inclusion Initiative and Best Use Of Technology In Training and e-Learning by Indian Banks Association (IBA) Technology Awards.The Bank also received the first runner up for Best Online Bank, Best Customer Relationship Initiative and Best Use Of Mobility Technology in Banking by IBA Technology Awards. For the fifth year in a row, ICICI Bank was awarded the "Best Foreign Exchange Bank (India)" by Finance Asia Country Awards.11. Top B.O.D,Chairman,CEO,CFO,MD ZonalMiddle Heads SGMs BranchLower managers12. HIERARCHY LEVELS BRANCH MANAGER APEX LEVEL , BANK MANAGER TECHANICAL EXPERT FUNCTIONAL LEVEL , DATA ANALYSTS OPERATIONAL CASHIER , DATA ENTRY LEVEL OPERATOR13. 13. 1.Career Development Opportunities2.Supervisor Support3.Work environment4.Rewards5.Work-life Policies14. 1. Career Development Opportunities More than 10 CEO and board level positions filled only by internal staff. Horizontal Growth15. 2.SupervisorSupport Internal platforms for the employees to engage with senior management. This year, more than 400 such sessions were held. Resolving concerns Cordial industrial/Employee relation environment16. 3.Work Environment Tech- Savvy Non- Hierarchical Extension of Authority along with accountability17. 4.Rewards ESOPs Annual Promotions & Bonuses18. 5.Work-Life Policies & Some Benefits Employee Salary A/c Benefits. Family Health Insurance Flexibility to innovate Exhibits rigidity in terms of well laid systems, processes and infrastructure -Staff Retirement Benefits:1. Gratuity2. Superannuation Fund3. Pension4. Provident Fund5. Leave Encashment19. Attrition Rate at High Nearly 20% in all segments. 59,033Employees September >57,033 Employees in December ICICI BANK Ltd. typically pays its employees 9% below market. Similar employers pay their employees: 8%above market Similar companies include: State Bank of India, Andhra Bank,EssarSteel LtdGOLDEN WORDS BY Mr.KAMATH(ICICI) ABOUTATTRITION & JOB HOPPING ON NDTVYESTERDAY-"ITS LIKE A COIN-THE FLIPSIDE OFTALENT IS OPPURTUNITY"20. Some HR Practices Whistle Blower Policy21. 2 new internal Academies:1. The Rural & Inclusive Banking Academy2. The Privilege Banking Academy------------------------------------------------------------------------------------------------------- Skill through Drill An innovative video based program to equip the branch staff with requisite service skills to deliver the better service to our customers. All employees in customer service and sales roles were assessed and certified on threshold functional knowledge.22. Create an efficient applicant pool to fill vacancies.ICICI (the No. 1 private life insurer in the country) Service basedorganization- employees are the biggest ASSETS.At ICICI recruitment: high during May-June & October-NovemberAttrition Rate high among sales managers, unit managers mostlyin sales profile.23. 1st: Realize the job vacancies and understand the job profiles for the same. 2nd: Come up with the job design and specification for the job portals EVERY POSITION AT ICICI HAS A VERY SPECIFIC JOB DESIGN E.g.For audit, they seek technical knowledge and analytical skills + an ability to sift through humongous data and bring a context to it.24. Recruitment Head (ICICI Bank)Date of Posting:26-Mar-2012 Company Name: ICICI Bank Ltd Industry: Commercial Banking Job Description: Position Title : Recruitment Head Grade : Chief Manager Business Group : Human Resource Management Group Key Responsibilities: Define Resourcing Strategy and deliver key priorities for the business e.g. Quality of Hiring, Employer Branding, Sourcing Strategy. Translating the headcount plan into clear job requirements and definition Function: Human Resources Location: Kolkata Level: Senior level Position Reference: Cool Avenues/260312-Recruitment Head Contact Information: MsKorn25. INTERNAL EXTERNALRECRUITMENT ICICI RECRUITMENT26. INTERNAL RECRUITMENT:ICICI - referral forum in companys web-page - ATLAS Managerial roles - trace out the performances of the existing employees and conduct a review of selection process.27. EXTERNAL RECRUITMENT ICICI -souring from Manpower suppliers, conducting interviews at university campuses. ICICI Prudential often conducts walk-in interview-a time and cost saving method. It had also tied-up with few online portals where they can post the job requirements at a regular basis. Apart from these ICICI prudential also pull out candidates from various sources like Media & communication, advertisements etc.28. 2% 7% 8% 28% CAMPUS RECRUITMENT13% ONLINE APPLICANTS RECRUITER EMPLOYEE REFERRAL 17% 26% OTHER IN-PERSON STAFF AGENCY29. STRENGTHS WEAKNESS Rigorous Pre-Hiring assessmenttests toPre assessment tests are costly.understand aptitude and personality of Lengthy pre-offer formalities.candidates. Huge employee turnover.Proper reference checks to ensure thatonly bonafide candidates are appointed. OPPORTUNITIES THREATS Campus recruitments have huge Increasing number of private players in potential for fulfilling manpower insurance sector creates ample requirements cost effectively choices, easy mobility for employees. Develop exclusive contract with Same channel partners are handling all channel partners to meet the insurance companies leading to same manpower requirements. pool of candidates being circulated to all partners.30. Employees are an asset Source of Competitive Advantage31. Combination of:Aptitude TestCase Study based GDPsychometric assessmentPersonal Interview32. For Freshers from B- Schools Psychometric Test 3 rounds of personal Interviews1. General2. Team head (DGM)3. HR Head Hired as Managers33. A Professional(with 3yrs or more experience)Two Rounds of Personal Interview1. Immediate boss or team head2. HR head34. Probationary Officers (junior level)1. Online Aptitude Test2. Online Psychometric AssessmentOnce the above two are cleared: Group Discussion (Case Study Based) Personal Interview35. Probationary officers undergo a one year intensive residential classroom training at ICICI Manipal Academy and internship. On successful completion, they get absorbed as Manager or Assistant Managers(999 students in 2012)36. For B-School Hires: First 3 weeks: induction, business etiquette Allowed to work for 3-4 months Intensive 9 to 9 technical training for one week Yearly one week training programs (common for all employees)37. ICICI Business Leadership Programme ICICI Bank has partnered with National Institute of Securities Markets (NISM) to launch Post Graduate Certificate in Securities Markets (PGCSM)On successful completion of the course participants get absorbed at ICICI Bank (or any other group company) as a Manager.38. Participants will be shortlisted on merit and will be invited for the selection process. Entrance Test Group DiscussionApplicants who clear the above two stages: Psychometric Profiling / Personal Interview39. Behavior Training Programme To Middle, Senior Professionals Involve To Evolve Mastering Effective Communication Training sessions at IIGJ NIIT with ICICI Bank enters financial services training40. What is performance appraisal? It is a systematic evaluation of the performance of employees to understand the abilities of a person for further growth and development. Manages and aligns organizations resources It measures the pay of employees Analyses factors Guides employees41. IMPORTANCE OF PERFORMANCE APPRAISAL PROMOTION COMPENSATION EMPLOYEE DEVELOPMENT SELECTION VALIDATION COMMUNICATION MOTIVATION42. PERFORMANCE APPRAISALTECHNIQUES OF ICICI BANK43. COMPONENTS Performance Planning (includes employee goal setting / objective setting) Ongoing Performance Communication Data Gathering, Observation and Documentation Performance Appraisal Meetings Performance Diagnosis and Coaching44. The Performance Appraisal system in ICICI bank emphasizes individual objectives, Bank objectives and also mutual objectives. INDIVIDUAL OBJECTIVE VIEWPOINTa) What task the individual is expected to do?b) How well the individual has done the task?c) How can his performance be further improved?d) His reward for doing well.45. BANK OBJECTIVE VIEWPOINTa) Manpower informationb) improve efficiency and effectiveness c) serve as a mechanism of control and provide a rational compensation structure. MUTUAL OBJECTIVE VIEWPOINTa) The emphasis is on growth and development, harmony, effectiveness and profitability of the bank46. PA MODEL 1RANK AND YANK STRATEGY Best-to-worst ranking methods are used to identify poor performers. The identified poor performers are then given a time period to show an improvement in their performance. If the employee fails, he is asked to leave the organization and a severance package is offered to him. If the employee refuses to leave, his service is terminated without any compensation. Advantage : it continually motivates employees to better their performance since nobody would like to be included in the poor performance band. Disadvantage : employees become too competitive and team spirit is not nurtured.47. PA MODEL 2MANAGEMENT BY OBJECTIVE (MBO) In this method the subordinate in consultation with the supervisor chalks out short term objectives followed by specific actions. The goals are action oriented, specific, measurable, achievable, review able and time bound, aligned with the goal of the organization. The activities are jointly reviewed by both the subordinate and his supervisor. Depending on the performance of the subordinate, the goals are modified or redesigned for the next period of time.48. Advantages of MBO : Self evaluation Promotes communication and information sharing Motivates employees Facilitates guidance49. MODEL 31. Performance Appraisal Form :Aself assessment form employees and managers have to fill.2. 360 degree feedback process :Input is taken from peers.3. Performance Appraisal Interview :Managers and employees take part in a formal interview.

Human Resource Management function that helps managers recruit, select, train and develop members for an organization. Obviously, HRM is concerned with the peoples 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 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. Take decisions for approval regarding leave notes. 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. 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. They are taking surprising visit in every branch and collect information about employees. He is responsible for the monthly salary of the employees as per their attendants and passing to the Branch Manager.

Human Resource planningThis 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.1. RecruitmentRecruitment 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. Companys own website. Placement consultants. Advertisement in the news papers like Times of India, Gujarat Samachar. Employee reference.

Recruitment Process

InterviewScreeningShortlistProfile CheckApplicant pool

Selection Selection is the process of taking individuals out of the pool of job applicants with requisite qualifications and competence to fill jobs in the organization. It is define as the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job. Selection is based on probation base, they are taking experienced person for 6 months probation and for fresher the probation period is 1 year. While the selection of the senior level post, is taken by head office at Mumbai.

Training and Development Training 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. Training is learning experience that seeks relatively permanent change in an individual that will improve his/her ability to perform on the job. They provide on the job training to their employees in the branch as they select these employees for selling various products of bank by direct marketing. Whenever they select new candidates for any post, they use to give them on the job work. In case of sales persons to distribute their various products, in the beginning the person has to work under the observation of his senior then the have to go in market to have their own experience. The time for training program for the candidate is depends up on the relevant position of his work area. They also provide training related to customer care and communication.

Performance Appraisal An organizations goals can be achieve only when people put in their best efforts. Performance appraisal may be understood as the assessment of an individuals performance in a systematic way. It is define as the systematic evaluation of the individual with respect to his/her performance on the job and his/her potential for development. To appraise the performance of the employee they have developed a credit system on the basis of the given target to the employee. After appraising the performance of the employee they put the grade of each employee in the following grade criteria.

Employee Remuneration and Incentive Payments Remuneration is the compensation an employee receives in return for his/her contribution to the organization. Remuneration occupies an important place in the life of an employee.

At ICICI, remuneration of an employee comprises wages and salary, incentives.Wages and Salary A part from various incentives and benefits, the personnel are compensated only in terms of wages and salaries. A proper compensation in terms of this is necessary for motivation employees for their continuous improved performance. For all this, it is required that wages and salaries are provided well by organization. Wages and salary refers to the establishment and implementation of sound policies and practices of employees compensation. A wage and salary is the remuneration paid for the service of labor in production periodically to an employee. The bank is in service industry so the salary is given on monthly basis. They use to hire certain salesman on commission base and they are provided their salaries on commission base. While other permanent staff are being given monthly salaries. As ICICI bank is reputed bank in market the pay scale are as per the standard. Sales executives (coax) are being given salary of 6000 to 8000 per month. While sales officers salary ranges from 15000 to 18000 per month. ICICI bank is also giving attractive incentives as per the target. The salary of branch manager is around 35000 per month. IncentiveIn ICICI, employees get incentives on the basis of the target given to each employee and their area of work. They have developed the incentive structure for the employees on the basis of point system. All the employees get the incentive in the form cash reward.

2. Employees benefitThe employees of ICICI automatically become ICICI bank salary account Holders with special benefit and privileges and receive instant salary credit. The benefit include international debit card, corporate card with individual liability (CCIL), access to phone banking and internet banking, demat accounts, and host of other services to complement their savings account. Here are some of the features of ICICI Banks salary account.3.MotivationMotivation is willingness to do something conditioned by this actions ability to satisfy some need. Motivation is given by the responsible person, like branch manager or team manager for better performance in the department.

Disputes and their resolutionDisputes are common in organization. In practice, disputes mainly relate to the target only because if any employee is not achieving target he/she will not eligible for incentive which creates frustration among them.

Every employee is free to talk to the head of the particular department if they have any problem related to the job. Firstly, the problem is solved by the head of the particular department and if the problem does not solved by the head of that department then it is addressed to the HR Manager.

SWOT ANALAYSIS OF ICICI BANK

STRENGTH

Right strategy for the right products. Superior customer service vs. competitors. Great Brand Image Products have required accreditations. High degree of customer satisfaction. Good place to work Lower response time with efficient and effective service. Dedicated workforce aiming at making a long-term career in the field.

WEAKNESSES

Some gaps in range for certain sectors. Customer service staff need training. Processes and systems, etc Management cover insufficient. Sectoral growth is constrained by low unemployment levels and competition for staffOPPORTUNITIES

Profit margins will be good. Could extend to overseas broadly. New specialist applications. Could seek better customer deals. Fast-track career development opportunities on an industry-wide basis. An applied research centre to create opportunities for developing techniques to provide added-value services.

THREATS

Legislation could impact. Great risk involved Very high competition prevailing in the industry. Vulnerable to reactive attack by major competitors Lack of infrastructure in rural areas could constrain investment. High volume/low cost market is intensely competitive.

KEY POINTSWOT Analysis is a simple but powerful framework for analyzing company's Strengths and Weaknesses, and the Opportunities and Threats you face. This helps you to focus on your strengths, minimize threats, and take the greatest possible advantage of opportunities available to you.

Questionnaire

Name:

1. Does ICICI bank offer online access to its HR? YES NO

2. What benefit does ICICI bank offer for relocating employees? Mortgage assistance Spousal relocation assistance Down payment assistance Cost of living differential

3. What family-friendly benefit does ICICI bank offers to its employees? Telecommuting (work from home) Flextime Subsidized childcare College assistance or scholarship for family

4. What personal benefits does your company offer? Cafeteria Career guidance Parking Casual dress

5. Do you consider the added cost (if any) of including a spouse and children in health coverage to be reasonable or too high? Reasonable Too high

6. Does your company offer any special or unusual benefits? Yes No

7. Does ICICI bank offers any emergency helpline to its employees? Yes No

8. Are you satisfied with the appraisal policy of ICICI bank? Yes No

9. Do all the HR policies of your company pertain to all the employees universally? Yes No

10. Do you get any emergency leave if required? Yes No

11. Do you all get interactive session with HR time to time? Yes No

12. Are you satisfied with your Designation and compensation for the same which you are getting? Yes No

13. Why you have chosen ICICI bank as you employer? Best Bank in Banking industry Best career opportunity High Salary Any other Reason

14. Do you have any feedback policy under HR policies of your company? Yes No

15. Are you happy and satisfied with HR policies of your bank? Yes No

16. Any comment on the HR policies of your company?

RESULTS, DATA ANALYSIS & DISCUSSIONS1. Does ICICI bank offer online access to its HR?

Analysis and Interpretation:

100% said yes2. What benefit does ICICI bank offer for relocating employees?

Analysis and Interpretation: 63% of employees says the bank gives Spousal relocation assistance 24% says bank gives Down payment assistance 12% says bank gives Mortgage assistance And only 15 says that bank gives Cost of living differential3.What family-friendly benefit does ICICI bank offers to its employees?

4.What personal benefits does your company offer?

5. Do you consider the added cost (if any) of including a spouse and children in health coverage to be reasonable or too high?

6.Does your company offer any special or unusual benefits?

7.Does ICICI bank offers any emergency helpline to its employees?

8.Are you satisfied with the appraisal policy of ICICI bank?

9.Do all the HR policies of your company pertain to all the employees universally?

10.Do you get any emergency leave if required?

11.Do you all get interactive session with HR time to time?

12.Are you satisfied with your Designation and compensation for the same which you are getting?

13.Why you have chosen ICICI bank as you employer?

14.Do you have any feedback policy under HR policies of your company?

15. Are you happy and satisfied with HR policies of your bank?

FINDINGS & RECOMMENDATIONSHuman Resource Management function that helps managers recruit, select, train and develop members for an organization. Obviously, HRM is concerned with the peoples dimension in organizations. Work force of an ICICI BANK 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 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 aICICI BANK. 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.

CONCLUSIONKey points of ICICI bank HR polices is concluded as follows:PERFORMANCE APPRAISALTECHNIQUES OF ICICI BANK is one of the best techiques in banking industry at presentPROMOTIONCOMPENSATIONEMPLOYEE DEVELOPMENTSELECTION VALIDATION COMMUNICATION MOTIVATION

BANK OBJECTIVE VIEWPOINT a) Manpower information b) improve efficiency and effectiveness c) serve as a mechanism of control and provide a rational compensation structure.

MUTUAL OBJECTIVE VIEWPOINT a) The emphasis is on growth and development, harmony, effectiveness and profitability of the bank

PA MODEL 1RANK AND YANK STRATEGY Best-to-worst ranking methods are used to identify poor performers. The identified poor performers are then given a time period to show an improvement in their performance. If the employee fails, he is asked to leave the organization and a severance package is offered to him. If the employee refuses to leave, his service is terminated without any compensation.

BIBLIOGRAPHY

BOOKS REFFERED:

T.N Chhabra , Human Resource Management

WEBSITES REFFERED:

www.wikipedia.comwww.icicibank.comwww.google.co.in

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