Case Study Of Recruitment, Selection And Recruitment At Hdfc Bank

Recruitment is the process of attracting, screening and hiring people or a person for a job. The attracting process of recruitment is where the business advertises the available job vacancies for a period of time. Once the deadline of the advertisement has arrived, the business collects up all the CV’s from the applicants and they are all checked off against the person specification. This is where the applications are selected by the business, the selected applications are then invite by the business for an interview and from there they are able to decide whether they are suited for the job.

The recruitment and selection process can affect the efficiency and effectiveness of any organisation so it is crucial that the right person is employed for the job. The selection process also involves the image as an employer and its ability to attract quality staff. When an individual is applying for a job, he/she will need to undergo some steps.

Employment agency is another option for external recruitments. Companies can simply provide job description to agencies where vacancies will be introduced to people who are looking for jobs.

The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.

The recruitment and hiring processes at the two institutions are complex and they revolve around a series of elements, such as the identification of the minimum qualifications, the selection processes, the written examination, the oral boards, the investigation of the character and background, the polygraph examination or the psychological assessment. The table below summarizes the recruitment and hiring methods at the two institutions in a comparative manner.

According to Wright et al (2011) recruitment and selection are part of the human resource practices common within organizations in an effort to develop human capital, which is necessary for better production. Numerous scholars have discussed the issue in different contexts. Pramila (2010) discussed the issue of recruitment and selection in an Indian- based company. The article presents effective recruitment practices, which are valuable for organizations. Among the identified practices include internal recruitment, interviews, personality tests, employer references, succession planning, and newspaper recruitment. According to Najafi (2011) the most important aim is to achieve an improvement in their recruitment and selection. With information provided in this article, the researcher is able to advance a thorough understanding of the different issues on improving recruitment and selection processes within organizations.

Decentralization – Zomato follows a highly decentralised and flat structure, with very few layers between the employee and the CEO. The layers are very few and working of the top, middle and lower level employee are highly integrated together.

Superior technology allows Zomato to better meet the needs of their customers in ways that competitors can’t imitate.

SLIDE 3- Recruitment firms in India play great roles in helping you find the right candidates for critical business tasks or roles without placing undue stress on your in-house HR team.

Zomato entered into cloud based services after acquiring MapleGraph, a Delhi based startup and renamed it to “Zomato Base”. At the same time, Zomato also acquired a US- based restaurant and reservation management platform called “NexTable”.

To ensure a fit with Group values, senior level potential recruits meet with the Chairman before an offer of employment is made to him/ her. Also, all openings are offered to existing employees of the Aditya Birla Group through the Group intranet. All employees compete with external candidates for suitability in terms of qualifications and also competency. HR department partners with immediate supervisors, peers and departmental heads to make the transition smooth and help new employees become productive as soon as possible as they join the Group. At the unit level, families of the employees are also included in the onboarding process to ensure easy assimilation into the Aditya Birla Group

HSBC is known as the world’s local bank. It also has reached to Bangladesh. To compete the global challenges HSBC has developed a skilled and efficient workforce. This large employee force is managed totally by the HR department of HSBC. This HR department meets all the requirements of the employees from salary to rewards, hiring to firing employees and other important developing trainings. Additionally, we have discussed about the HSBC, its background, history, kind of services they provide, along with the. We have especially tried to know the overall activities of HRM department of HSBC.

the applicants. With the help of this method organizations can find best people to achieve their

In most organizations, selection is an on-going process. Selection is the process of choosing individuals who have the indeed qualifications to fill jobs in an organization. Without qualified employees, an organization is less likely to succeed (Robert L. Mathis and John H. Jackson, 2006). However, selection is defined 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 a long process, commencing from the preliminary interview of the applicants and ending with the contract of employment.

However, CMC recruitment and selection process is strongly criticized by the job seekers, employees and management. The main issue is on discrimination based on tribalism and nepotism. The aim of this paper is to explore the human resource management (HRM) practices at CMC.