Human Resource Management“A Study on Acquisition, Development &

Motivation practices in various organizations.”

ICICI BANK

HUMAN RESOURCES:

ICICI Bank views its human capital as a key source of competitive advantage. Consequently the development and management of human capital is an essential element of our strategy and a key management activity.

SELECTION PROCEDURE:

The ICICI Bank DNA anchors : Customer first Passion Dynamism Compliance with conscience

The selection will be through a multi stage selection process comprising of: Aptitude Test Group Discussion Profiling Interview Occupational Personality Questionnaire.

ICICI Bank Job - Key Skills:

Team Management. Client Management. Operations Management. General administration. Analytical skills. Interpersonal skills. Problem Solving Skills.

Improvement for Selection Process:

To improve the selection process for recruitment at all levels in ICICI Bank, they have carried out an in-depth study of the competencies required to succeed in ICICI Bank. As per ICICI research, the competencies which indicated success at the entry level in ICICI Bank are:

1. Drive for results 2. Process Orientation 3. Interpersonal Effectiveness 4. Analytical Thinking 5. Innovation & 6. Team Effectiveness

HDFC BANK

SELECTION – INDUCTION PROCEDURE

HDFC BANK

PRINCIPLES FOR RECRUITMENT:

Attracting and recruiting the right people. Merit will be the single most important factor in selection process

They 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 post vacancies internally as a preferred option while evaluating external candidates.

INTERVIEW PROCESS

• Face to face interview with the interview panel before selection.

• Interviews may be conducted at a place at mutually convenient locations and time.

• One on one meeting shall be preferred as the interview format.• For recruitment at junior levels, job fairs, universities etc, where large volume of candidates are available to them.

HDFC uses recruitment tests for purpose of short listing. The candidate are 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.

PRE-EMPLOYEMENT CHECKS

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.

PRE EMPLOYMENT INDUCTION

Welcome pack: As soon as the candidate accepts the offer, a welcome pack will be sent to the employee.

A congratulatory note regarding the decision to join the organization:

• Contact details of a HR representative and the hiring manager.• A brief company overview document• 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

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

INTERNSHIP PROGRAM

As part of university hire program, HDFC provides internship opportunities to students. • HR coordinates 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 hireBased on the demonstrated capability, the intern will be provided with the opportunity to work in multiple departments to gain a wider business understanding.

HP - Performance appraisal “At HP, we are driven to ‘Invent’, and as a

company that values ‘the big idea’, we are just as driven about the people who produce it.”

Get Rewarded. Get Recognised.HP recognises the fire in employees and believes that extraordinary efforts deserve their rewards. That’s why we have special Rewards & Recognition Programmes, including Cash Awards to recognise exceptional contributors.

Partner in growthEmployees get to own a part of the company they work with. Our Share Ownership Plan enables them to buy HP shares at discounted prices.

Health and Wellness• Fitness Centres • Executive Health Check-ups • Online Counselling Services 

HR practices represent the HP way of doing business :

Beyond the Call of DutyHP is the perfect platform if you wish to serve the community and the society that you are part of. We have special Employee Volunteering Programmes where you can do your bit for the community through various causes and organisations. 

Fun@Work All work and no play makes Jack a dull boy. No one understands this better than HP. We have a host of Activity Clubs that you can be part of – depending on your choice of activities and hobbies.

eStore @ HPHP makes a wide range of products that go on to make life simpler. Our Product Purchase Plan enables employees to buy HP products at special prices.

Needless to say, this is all part of HP’s ‘Total Compensation’ approach – which apart from being highly competitive with the market, addresses your health, work-life balance and welfare needs. Because at HP, work isn’t just what you do. It’s part of who you are.

Time off Special Time off for Wedding, Paternity, Child Adoption and Anniversaries

TCS –Recruitment Strategy

"We felt that when we hire people across the world, we should bring them to India and have them experience projects here" S Padmanabhan, Executive Director, Human Resources, TCS

Tata Consultancy Services the country's largest IT company, has changed its hiring strategy and will focus on just-in-time hiring or real-time talent management.

TCS has decided to adopt the policy of real-time management whereby they will hire in the last three months of the final year of graduation rather than a year before

TCS asked itself a question: to be truly global, isn't it essential to produce globally?

Its sizeable global pool posed another challenge, that of managing diverse talent seamlessly:

First, independent business units had to be set up, each of which would go on stream at different points in time.

Second, for access to the best local talent, it would need to nurture ties with academic institutions and head-hunting firms in new regions.

Finally, binding together such a global talent pool is essential because IT companies are involved in offshore development across multiple regions and teams from different countries work on projects simultaneously.

TCS managed these challenges over the past three years by applying certain thumb rules. It put in place a middle management team that was 10% of its overall staff strength at all global delivery centres. "If we hire about 1,000 people with one or two years' experience, we must have 70-100 project leaders,"

Typically, these are people trained at TCS who have climbed the ladder on the back of at least three projects.

The local push was not easy. It started slowly by allying with foreign universities in specific areas

of specialisation. For instance, TCS tied up with University of Wisconsin (US) in the area of software reuse, and with the University of Aalborg in Denmark for embedded systems.

The university networks helped TCS access local talent, even as head-hunting firms were used for lateral hires. Further, in-house career development programmes such as ACE were designed to bring overseas students to India before they qualified for stints at their respective regional centres.

Global Manager"We have reached a stage where nationality is no

longer critical," Padmanabhan says. "It is 'the right person for the right job'."

TCS has integrated its enterprise resources planning system into its HR management and employee self-service, globally. The overriding theme has been to engage with employees, and create an environment where they are used to working in any part of the globe. There have already been instances where employees who had started off at the project level in China have climbed up the ladder, to become delivery managers in India.

THANK YOU….