executive summary

Today, in every organization personnel planning as an

activity is necessary. It is an important part of an
organization. Human resource planning is vital ingredient
for the success of the organization in the long run. There
are certain ways that are to be followed by every
organization, which ensures that it has right number &
kind of people ,at the right place and right time so the
organization can achieve its planned objectives.
The objectives of human resource development and
human resource planning. recruitment and selection,
training & development, casreer planning . Transfer &
promotion , Risk management , Performance appraisal
and so on. Each objective needs special attention and
proper planning and implementation.
For every organization it is important to have right person
on right job. Recruitment and selection plays a vital role
in this situation. Shortage of skills and use of new
technology and putting considerable pressure on
employers go about recruiting and select9ing staff . It is
recommended to carry out a strategic analysis of
recruitment and selection procedure.
With reference to this context, this project is been
prepared to put a light on recruitment and selection

process. This project includes meaning and definition of

recruitment and selection , need & purpose of
Recruitment , Evaluation of Recruitment process ,
Recruitment tips. Sources of recruitment through which
an organization gets suitable

application. Scientific recruitment and selection , which

an organization should follow for , right man power , job
analysis which gives an idea about the requirement of the
job. Next is selection process which includes steps of
selection , type of test , types of interview , common
interview problems and their solution. Approaches to
selection, scientific selection policy. Selection in India and
problems.
Recruitment and selection are simultaneous process and
are incomplete without each other . They are important
components of the organization and are different from
each other since all the aspects need practical example
and explanation this project includes recruitment and
selection process of HSBC and a practical analysis
through questionnaire study of different with respect of
HSBC pans.

INTRODUCTION

PROJECT TITLE
My project title is STUDY OF RECRUITMENT AND
SELECTION PROCESS AT
HONGKONG AND SANGHAI BANKING CORPORATION
LTDPUNE (INDIA)
.
PURPOSE
The purpose of the study was to get comprehensive
knowledge and insight in various aspects of recruitment
process which is one of the necessary tools to evaluate
people working in an organization.

OBJECTIVE OF THE STUDY

THE PROJECT WAS CARRIED IN HSBC (PUNE).AS THE

COMPANY IS EXPANDING AND DUE TO HIGH
COMPETITION WITH LOCAL AND NATIONALIZED
banks like sbi icici hdfc etc it requires efficient
workforce for its working so the company can
perform well In all fields and improving its balance
sheet and providing international services to its
clients and placed itself as a reputed and reliable
amoungst its customers so the topic recruitment and
selection was given to me by the companyfor my
project the period was 60 days.

So the objective of the study is:

1. to study the recruitment and selection process
prevailing in the company
2. To know the employees view on the recruitment
and selection procedure of the company.
3. To evaluate the effectiveness of various recruiting
technique and sources thereby to increase the
effectiveness of the company.
SCOPE OF THE STUDY
The scope of my study was limited to recruitment and
selection process of executive level of employees for the
hsbc India, location pune..

LIMITATION OF THE PROJECT

the limitation that I faced in the organization is

SHORT TIMESPAN
THE stipulated time for the project is insufficient to
undergo an exhaustive study about the topic assigned
and moreover the scope of the topic is wide enough ,so it
is difficult to cover the entire topic in given time but still
whatever I could do tpwards this effect ,I have done that.

COMPANY PROFILE

What is HSBC?
HSBC is the worlds local bank.
Headquartered in London, HSBC is one of the largest
banking an financial services organization in the
world.
Its international network comprises some 8000
offices in 87 countries and territories in Europe; Hong
Kong; Rest of Asia Pacific; The Middle East; North
America and Latin America.
HSBC provides a comprehensive range of financial
services to around 100 million customers through
four customer groups and global businesses:
personal financial services (including consumer
finance); commercial banking.

Group History
The HSBC group has an international pedigree which is
unique. Many of its principal companies opened for
business over a century ago and they have a history
which is rich in variety and achievement. The HSBC
group is named after its founding member, The Hong
Kong and Shanghai Banking Corporation Limited, which
was establish in 1865 to finance the growing trade
between China and Europe.

HSBC in India
HSBCs origin in India date back to 1853, when the
mercantile bank of India was established in Mumbai. The
bank has since, steadily grown in reach and service
offerings, keeping pace with the evolving banking and
financial needs of its customers.
In India, the bank offers a comprehensive suite of world
class product and service to its corporate and commercial
banking clients as also to a fast growing personal banking
customer base.
HSBC Group Entities in India
Commercial Banking

a) The Hong Kong and Shanghai Banking

Corporation Limited (HSBC)
Personal Banking
HSBC offers a wide range of retail banking and
wealth management services, including personal
lending and deposit products, through its branch
network in Ahmedabad, Bangalore, Chennai,
Chandigarh, Coimbatore, Gurgaon, Hyderabad,
Jaipur, Kochi, Kolkata, Ludhiana, Mumbai, New Delhi,
Noida, Pune, Thane, Trivandrum and Visakhapatnam.
Also offered branch-wide are international Gold and
Classic credit cards from VISA and MasterCard and
debit cards from Visa. Customers have access to 24hour banking services through an extensive network
of automated teller machines (ATMs), an integrated
Call Centre, and internet banking - online@hsbc .
Non Resident Indian Banking
HSBC's Non Resident Indian Banking (NRI) centres
located in Asia-Pacific, the Middle East, Europe and
North America, together with HSBC's offices
worldwide, provide the international Indian Diaspora
access to a range of products and services. These
include NRI related investment (both international
and domestic), transactional and deposit products,
together with a full range of personal and private
banking products in India and overseas. Internet
banking also provides easy access to HSBC's
services.
Financial Planning Services
Services include investment and custodian

management and access to stock broking and

insurance services, which are offered to resident as
well as non-resident Indians.
Corporate Banking
HSBC has well-established, long-term corporate
banking relationships with large domestic Indian
corporations and foreign multinationals operating in
India. Services include term and working capital
finance, trade facilities, corporate deposits,
syndications, payments and cash management
services and factoring.
Business Banking
HSBC's Extra Mile Business Banking offers two types
of account to small and medium-sized businesses The Business Account and the BusinessVantage
Account. Services include Business Phone Banking,
Business Doorstep Banking and Multi Branch
Business Banking.

Payments and Cash Management

HSBC provides integrated domestic and regional
transaction support to corporate clients through a
sophisticated range of cash management solutions,
including collection and payment services and
integration with customer back-end systems.
Operations and client services are ISO 9001 certified.
Hexagon, the HSBC Group's dedicated electronic
banking service allows users to perform financial
transactions, obtain international financial markets
information, and review details of their domestic and

international accounts, from anywhere in the world,

24 hours a day.
Institutional Banking
Working closely with Group offices in India and
overseas, trade services, payments and cash
management, treasury and capital markets, custody
and clearing, and correspondent and electronic
banking activities are offered to banks, financial
institutions, securities houses, insurance companies,
asset management companies and other nonbanking companies, non-government and
development organisations operating in India.

.
Custody and Clearing
The leading custodian in Asia, HSBC's custody and
clearing services are available in 28 markets in AsiaPacific and the Middle East. With experienced staff
and the latest technology, HSBC is the premier
provider of sub-custodian and clearing services to
foreign institutional investors (FIIs) in India. HSBC
clients include the domestic fund management
sector in both the retail and institutional segments.
Institutional Fund Services launched by the bank

offers a comprehensive suite of products to domestic

mutual funds and insurance companies ranging from
custody, fund administration services, unit
distribution and Cash Management Services.
Technology
The HSBC Group develops and applies advanced
technology to the efficient and convenient delivery of
banking and related financial services. In India, the Group
provides:

Self-Service Banking with over 150 in-branch and offbranch ATMs and 24-hour Phone Banking.

Instantaneous inter-city transactions through online

connections between all branches

A sophisticated card system supporting debit and

credit cards, domestic and international VISA,
MasterCard, and co-branded cards

A dedicated acquiring system for both MasterCard

and Visa transactions

online@hsbc, HSBC's internet banking service,

provides customers with an integrated and secure
platform to access their accounts.

Asset Management
HSBC Asset Management (India) Private
Limited provides a comprehensive range of investment
management solutions to a diverse client base and is
committed for aiming to deliver consistent investment
performance, world-class service and a broad range of

solutions for all types of investors. Our range of offerings

in India comes under two broad categories Mutual
Fund and Portfolio Management Services.
Visit www.assetmanagement.hsbc.com/infor more info
Insurance
HSBC Insurance Brokers (India) Private Limited is
licensed by the Insurance Regulatory Development
Authority (IRDA) to operate as a composite insurance
broking company, which will function as a direct and a
reinsurance broker.
Private Equity
HSBC Private Equity Management (Mauritius)
Limited a subsidiary of HSBC Private Equity (Asia)
Limited in Hong Kong, has a Liaison Office in Mumbai. The
company specialises in the provision of equity capital to
unlisted growth companies in India and Sri Lanka.

Investment Banking

HSBC Securities and Capital Markets (India) Private

Limited has two main business lines. Its Institutional and
proprietary broking business is based in Mumbai and, has
seats on two of India's premier stock exchanges, the
Bombay Stock Exchange and the National Stock
Exchange. It deals in Indian securities for both Indian and
international institutions and for select retail clients and is
backed by an extensive research team. The Corporate
Finance and Advisory business, with offices in Mumbai
and New Delhi, offers a full range of integrated
investment banking services in India and internationally.

LITERATURE REVIEW

RECRUITMENT

According to Edwin B. Flippo, Recruitment is the process

of searching the candidates for employment and
stimulating them to apply for jobs in the organisation.
Recruitment is the activity that links the employers and
the job seekers. A few definitions of recruitment are:
A process of finding and attracting capable applicants
for employment. The process begins when new recruits
are sought and ends when their applications are
submitted. The result is a pool of applications from which
new employees are selected.
It is the process to discover sources of manpower to
meet the requirement of staffing schedule and to employ
effective
measures for attracting that manpower in adequate
numbers to facilitate effective selection of an efficient
working force.
Purpose and importance of recruitment
Attract and encourage more and more
candidates to apply in the organization.
Create a talent pool of candidates to enable the
selection
of
best
candidates
for
the
organization.
Determine present and future requirements of
the organization in conjunction with its
personnel planning and job analysis activities.
Recruitment is the process which links the
employers with the employees.
Increase the pool of job candidates at minimum
cost.

sources of recruitment

PRINCIPALS OF THE RECRUITMENT PROCESS IN

HSBC
It is important that recruiters, internal human resources
personnel, and external contractors, understand the key
principals behind the recruitment process.
While most companies have their own very specific
recruitment agenda, generally their policies are quite
similar to the following:
Applicants will always be recruited by process of
selection on merit.
Applicant information will always remain confidential
and their privacy will be respected.
The process must remain objective and focused on
filling the vacancy.
Selection panel member will declare any conflicts of
interest prior to participating in the process.

SELECTION
Once the potential applicants are identified, the next
step is to evaluate their qualification, qualities,
experiences, capabilities, etc..&make the selection.
It is the process of offering jobs to the desired applicants.
Selection means choosing a few from those who apply, It
is picking up of applicants or candidates with requisite
qualifications and qualities to fill jobs in the organization.
Selection is selecting the right candidate from the pool of
applicants.
Stone has given a formal definition; selection is the
process of differentiating between applicants in order to
identify (and hire) those with a greater likelihood of
success in a job.

SELECTION PROCESS

A selection process involves s a number of steps. The

idea is to solicit maximum possible information about the
candidates to ascertain their suitability for employment.

SELECTION PROCESS

DIFFERENCE BETWEEN RECRUITMENT &

SELECTION

Both recruitment and selection are the two phases

of the employment process. The differences
between the two are:
1. Recruitment is the process of searching the
candidates for employment and stimulating them to
apply for jobs in the organization WHEREAS
selection involves the series of steps by which the
candidates are screened for choosing the most
suitable persons for vacant posts.
2. The basic purpose of recruitments is to create a
talent pool of candidates to enable the selection of
best candidates for the organisation, WHEREAS the
basic purpose of selection process is to choose the
right candidate to
fill the various positions in the organisation.
3. Recruitment is a positive process i.e. encouraging
more and more employees to apply WHEREAS
selection is a negative process as it involves rejection
of the unsuitable candidates.
4. Recruitment is concerned with tapping the sources
of human resources WHEREAS selection is concerned
with selecting the most suitable candidate through
various interviews and tests.
5. There is no contract of recruitment established in
recruitment WHEREAS selection results in a contract
of service between the employer and the selected
employee.

RESEARCH METHODOLOGY

RESEARCH

SAMPLE UNIT
HSBC Bank
DATA COLLECTION
Population 110
SAMPLE SIZE 50

sources of data collection

Primary data
secondary data

PRIMARY DATA
QUESTIONAIRE
OBSERVATION MATHOD

SECONDARY DATA
INDIVIDUAL FILE
COMPANY MANUALS
COMPANY INTEREST

METHOD OF DATA COLLECTION

Convenient method.

DATA ANALYSIS AND

INTERPRETATION

QUESTIONNAIRE
1)Are you experienced?

RESPONCE
Yes
No
Total

NO. OF
RESPONDENTS
46
4
50

% OF
RESPONDENTS
92
8
100

Sales
8%
YES
NO

92%

As the chart shown above 92% of respondents are

experienced employees of HSBC Bank while other 8%
are not

2)If yes how much?

Years of
experience

No of
respondents

%of respondents

0-1
1-2
More than 2
Total

3
11
36
50

6
22
72
100

Sales
6%

0-1
22%

1--2
more than 2
4th Qtr

72%

As the chart shows above 6% of employees having

experience of less than 1 year , 22% of employees
having 1-2 years of experience whereas 72% of
employees having experience of more than 2 years.

3)which sources used for recruitment or selection?

Sources of

NO. OF

% RESPONDENT

recruitment

RESPONDENT

Job sites
Employees
referels
Internal transfer
Campus
Agencies
Walk-ins
TOTAL

6
8

12
16

9
4
21
2
50

18
8
42
4
100

Sales
JOB
EMPLOYEE

4% 12%

INTERNAL
CAMPUS

16%

42%

AGENCIES
8%

WALK-IN

18%

AS THE CHART SHOWN ABOVE 5% RECRUITMENTS

ARE DONE THROUGH WALKINS, 15% THROUGH
EMPLOYEE REFERALS ,7% THROUGH CAMPUS,43%
THROUGH AGENCIES , 12% ARE THROUGH JOB SITES.

4)DUE TO WHICH REASON VACANCIES ARISE?

REASON OF

NO. OF

% OF

RECRUITMENT
TRANSFER
PROMOTION
RESIGNATION
TOTAL

RESPONDENT
5
18
27
50

RESPONDENT
10
37
53
100

Sales
10%

TRANSFER
PROMOTION

54%

RESIGNATION
36%

ACCORDING TO OBSERVATION IT WAS FOUND THAT

53% OF VACANCIES ARISE BY RESIGNATION 37%
ARISES THROUGH PROMOTION AND 10% ONLY
THROUGH TRANSFER. FROM THE ABOVE INFERENCE
IT CAN BE ANALYSED THAT 53% OF THE EMPLOYEES
VACANCIES ARISES BY RESIGNATION.

5 ) DID YOU GET ENOUGH TIME TO REPLY TO THE

QUESTION DURING THE INTERVIEW?

ENOUGH TIME
YES
NO
CANT SAY
TOTAL

NO. OF
RESPONDENTS
33
10
7
50

% OF
RESPONDENTS
66
20
14
100

graph 5
YES

14%

NO
CANT SAY

20%
66%

ACCORDING TO OBSERVATION IT WAS FOUND THAT

66% OF EMPLOYEES GET ENOUGH TIME TO REPLY
THE QUESTIONS 20% SAY NO AND 14% SAY NO IDEA.

6) DO YOU THINK QUES ASKED DURING INTERVIEW

WERE RELEVANT?
RELEVANCY

NO.OF
RESPONDENTS

% OF
RESPONDENTS

YES
NO
CANT SAT
TOTAL

37
8
5
50

74
16
10
100

graph 6
YES

10%

NO

16%

CANT SAY
74%

ACCORDING TO OBSERVATION IT WAS FOUND OUT

THAT 74% EMPLOYEES SAID THAT QUESTION ASKED
DURING INTERVIEW ARE RELEVANT,16% SAID NO
AND 10% SAID THAT THEY CANT SAY.

7) WHAT IS THE LEVEL OF PACKAGE OFFERED TO

YOU?

SALARY
OFFERED

NO.OF
RESPONDENTS

% OF
RESPONDENTS

HIGH
AVERAGE
BASIC
TOTAL

7
28
15
50

14
56
30
100

Sales
14%
30%

HIGH
AVERAGE
BASIC

56%

ACCORDING TO OBSERVATION IT WAS FOUND OUT

THAT 56% ACCEPTED THAT PACKAGES OFFERED TO
THEM ARE AVERAGE 30% SAID THAT ITS BASIC AND
14% SAID THAT THEY ARE OFFERED HIGH PACKAGES.

8) DID YOU NEGOTIATED FOR PACKAGE OFFERED TO

YOU FROM HR?
NEGOTIATION
YES

NO OF
RESPONDENTS
16

% OF
RESPONDENTS
32

NO
TOTAL

34
50

68
100

Sales

YES

32%

NO

68%

ACCORDING TO STUDY IT WAS OBSERVED THAT 32%

USUALLY NEGOTIATED THE PACKAGE OFFERED TO
THEM BY THEIR HR , WHEREAS 68% SAID NO.

9) SALARIES OFFERED TO YOU ARE ACCORDING TO

THE NATURE OF WORK?
SALARY
ACCORDING TO
WORK
YES
NO

NO. OF
RESPONDENTS

% OF
RESPONDENTS

45
5

90
10

TOTAL

50

100

GRAPH 9
NO; 10%

YES; 90%

According to the study it was found out 90% feel that

salaries offered to them is according to work where as
10% felt that its not.

10) Is your selection procedure :

Selection
procedure
Simple
Complex
Total

No of
respondents
41
9
50

% of respondents
82
18
100

50
40
30

41

20
9

10
0

simple

complex
Series 1

According to observation it was found that 82% feels

selection procedure is complex whereas 18% feels that is
complex.

11) What is the level of career development?

Level of career
development
High
Medium
Low

No. of
respondent
24
18
8

% of respondent
48
36
16

total

50

100

Series 1
25
20

Series 1

15
10
5
0
high

medium

low

According to study it was observed that 48% feels that

level of career development is high 36% feels that its
medium whereas 16% feels that its low.

12) What kind of hr policies your bank follow for career

progression?
HR policies
followed by bank
On job tranning

No. of
respondent
5

% of respondent
10

Job rotation
Job enlargement
All of them
total

2
3
40
50

4
6
80
100

Sales
on job tranning; 10%

job rotation; 4%
job enlargement; 6%

all of them; 80%

According to study its observed that 105 feels that hr

policies followed by bank for career progression are by on
job tranning, 6% feels that by job enlargement, 4% feels
that by job rotation, whereas 80% feels that all activities
are included.

13) What is the level of employment turnover in your

firm?
Employee

No. of

% of respondent

turnover
High
Medium
Low
total

respondent
19
14
17
50

38
28
34
100

Series 1
20
18
16
14
12
Axis Title

10
8
6
4
2
0

high

medium

low

According to study its found that 38% feels that level of

employment turnover is high, 34% said that its medium,
whereas 28% feels that its low.

14) did you get a clear picture in regards to the

companys performance?

Clear company
performance
Yes
No
Cant say
total

No. of
respondent
39
7
4
50

% of respondent
78
14
8
100

Sales
can't say; 8%
no; 14%

yes ; 78%

According to the study its found that 78% employees get

real picture about their companys performance whereas
14% say no and 8% say that they cant say.

15) Are you satisfied to be a part of your bank?

Satisfaction level

No. of

% of respondents

Yes
No
Cant say
total

respondent
41
7
2
50

82
14
4
100

Sales

4%
14%

yes
no
cant say

82%

According to study its found that 82% employees are

satisfied to be a part of their bank 14% say no whereas
4% say they dont know.

FINDINGS
It has been great pleasure and a practical experience at
the organisation which helped to gain exposure and
learning about the functioning.

1. Most of the employees are satisfied with recruitment

and selection procedure of HSBC bank
2. Most of the employees came through employees
referels only.
3. Most of the bank follows employee development
process.
4. Employees gets internal rotation chances and career
progression method.
5. The dead resumes are never being destroyed .
6. Job specification was finding excellent in the
organization.
7. Proper induction is not given to all the employees .it
resrves to only few levels.

SUGGESTIONS

1. OTHER METHODS OF SELECTION LIKE PSYCHMETRIC

TEST SHOULD BE INTRODUCED IN THE SELECTION
TEST ARE VITAL IN CHOOSING THE BEST
CANDIDATES.
2. Cost of recruitment can be reduced by the help of erecruting and by employees referrals as this practice
of recruitment is considered the least in the
company.
3. As company considers mostly experienced people for
the job ,a look on freshers should also be given
because they can be recruited at a less salary offered
to the experienced and they can also give good
results by giving proper training and guidance by the
senior in the company
4. Other sources of recruitment should be followed
5. On campus recruitment should also be considerer for
recruitment of personnel from various colleges and
business school.

CONCLUSION
1.the study of recruitment and selection process of HSBC
bank shows wide and systematic procedure .
2. overall employees are satisfied with the recruitment
process as they dont have to go through different test
and this ease their tension.
3. Employees are treated well aand they are satisfied.
4. All employees get the recreational facilities.
5. Recruitment and selection process are maintained
properly.
6. the best source of recruitment is done through
consultancies.

ANNEXTURE

Questionnaire: (For employees)

Personal details:Name:
Phone no:
Name of bank:
Age:
Designation:
Nature of work:

a. single purpose.
b. multipurpose.

1)Are you experienced?

Yes
2)If yes how much?
0-1
1-2

no
more than2

3)Which sources used for recruitment or selection?

a. Job site
b. Employee referrals
c. Internal transfer
d. Campus
e. Agencies
f. Walk-ins

4)Did you get enough time to reply to the question

during the interview?
a. Yes
b. No
c. Cant say
5)Do you think ques. Asked during interview were
relevant?
a. Yes
b. No
c. Cant say
6)What is the level of basic package offered to you?
a. High
b. Average
c. Basic
7)Are you negotiated for package offered to you from
HR?
a. Yes
b. No
8) Salaries offered to you are according to nature of
work?
a. Yes.
b. No.

9)Is your selection procedure -a. Simple.

b. Complex.

10)
What is the level of career development?
a. High.
b. Medium.
c. Low.
11)
What kind of HR policies your banks follow for
career progression?
a. On job training.
b. Job rotation.
c. Job enlargement / job enrichment.
d. All of them.
12)
What is the level of employment turnover in your
firm ?
a. High.
b. Medium.
c. Low.

13)
Did you get a clear picture in regards to the
companys performance?
a. Yes.
b. No.
c. Cant say.
14)
Are you satisfied to be a part of your bank?
a. Yes.
b. No.

c. Cant say.

15)
Are you satisfied to be a part of your bank as
compare to others?
Yes.
No
Cant say.