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Recruitment and Selection Practices and Learning and Development Endeavors in Indian Banking Sector

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Recruitment and Selection Practices and Learning and Development Endeavors in Indian Banking Sector

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Bibin Kunnakkattu Sebastian

ID: s5123792


Human resource is a vital factor of an organization. Effective organizational and employee performance depend on effective recruitment and selection policies and learning and development opportunities offered to the employees of an organization. One of the evolving economic giants of the modern global economy is India and its overall growth depends highly on its effective banking.  The banking sector in India creates and controls money market and promotes  formation of capital. Hence, the recruitment and selection of apt and competent employees to its banking sector and the establishment of significant learning and development policies for its employees are highly significant in order to avoid financial instability. The banking industry in India in its modern sense began in the 18th century. The Reserve Bank of India (RBI)  is the supreme banking authority in India and all the banking sector follow the rules and regualations of RBI.  According to RBI the indian banking industry consists of commercial banks and co-operative banks. private sector banks, public sector banks and foreign banks are the three catagories of commercial banks and the co-operative banks are divided into regional rural banks, urban co-operative banks and rural co-operative banks. the objective of this study is to look at the recruitment and selection policies of indian public and private sector banks and the learning and development opportunities that are provided to its employees.

Recruitment and Selection and learning and development opportunities of Employees in Indian Banking Sector

Recruitment methods: internal and external

Learning and development opportunities

Literature review

According to Opatha (2010) the term ‘recruitment’ is the method of attracting a wide pool of prospective candidates  from within and outside, who have the quality, knowledge and skills to perform the duties and tasks of a particular job position. Breaugh (2008) says that after preparing the job analysis and job description the organization should decide upon the ways to reach the target individuals. Searching for candidates and announcing them about the vacancies is an important aspect of recruitment. A proper and rational use of the available recruitment sources will create wide pool of skilled candidate to a job position. Internal and external are the two different forms of recruitment. While the internal form of recruitment will facilitate in choosing high calibre candidates who know the culture and functioning of an organization cost efficiently, the external form creates an opening for the new talent to an organization. Adeola and Adebiyi (2016) say that the .the internal recruitment sources consists of posting a job vacancy on the notice bard of the institution, announcing it to the different employee associations of the same organization and reviewing the records of the current employees to identify suitable and competent candidate for the  job position. According to Sinha and Thaly (2013) employee recommendation, campus recruitment, recruitment agencies and placing advertisements on job sites, company website, radio, television and social media, are a few among the various external sources of recruitment.

Kumar and Lalitha () state that both internal and external forms of recruitment are used by both public and private sector banks in india for the recruitment of employees. Chanderjeet (2017) states that external recruitment source such as campus recruitment, advertisement on various print and electronic media, bank websites, recruitment agencies  are commonly used for clerical and officer posts in Indian banks and  internal form of recruitment such as promotions and transfers are followed for the managerial and executive positions.

Kujur (2016) says that employee referrals, direct recruitment, advertisement on modern print and electronic media, are common with proper job description and eligibility criteria are widely used to create a wide pool of skilled candidates to the job positions in the Indian banking sector.  

Selection criteria

Eva (2018) reflecting on the work of Gamage (2014) states that ‘selection’ “is the procedure of collecting and evaluating qualified candidates’ information and picking suitable candidates from the candidates’ pool whose qualification meet the job requirement to place in the vacant position” (pg. 29). Stoilkovska, Ilieva, and Gjakovski  (2015) state that “the selection process consists of the following elements: the interest of the candidates for the job, review of the job, application forms, testing and interview, checking the accuracy of the information, deployment and implementation at the workplace” (pg. 285). 

Muralidharan and Venkatram (2013) state that after the recruitment process, banking tests are conducted in India to check the candidates’ knowledge and ability. Following this, the designated candidates will go for personal interview with the concerned bank where the panel of interviewers will assess the capability of each candidate based on their requirements.

Recruitment and selection of right candidates alone would not facilitate high performance of an organization. Proper training and development opportunities must be provided to the employees to improve individual and organizational performance.  Ishrat (2013) says that “after an employee is selected, placed and introduced he or she must be provided with learning facilities” (pg.32). He also states that learning and development is  a short-term educational process to  increase the knowledge and skills of an employee doing a particular job.   Learning and development programmes have positive effects both for the organization and the individual employees. Learning and development programmes improves the morale of the workforce of an organization, helps in improving the job knowledge and skills of at all level of the organization  and it also aids in creating a better corporate image and for the individual employees it creates and develops self-confidence and problem solving skills, improves the skills and attitudes towards the job and also helps in managing tension and frustration that they face in the performance of their job.



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