Study of Recruitment and

Selection Process in Cooperative Bank

Co-operative bank (Sri Muktsar Sahib)

Industry
Profile

Industry Profile

Bank is an institution which deals with money and credit.

It accepts the deposits from the public and gives the funds
to those who need them, helps in the remittance of the
money from one place to another.

The government of India started the cooperative

movement of India in 1904.
At present there are several cooperative banks which
are performing multipurpose functions of financial,
administrative, supervisory and development in nature
of expansion and development of cooperative credit
system.

Industry Profile

The banks has adopted the latest technology of the

banking like ATMs, internet / online banking, credit
cards etc

56 of Indias domestic banks account for 95% of assets.

In terms of net profit, in 2005, the State Bank of India
was the main bank followed by ICICI bank, Punjab
National bank and Canara Bank

There are 10 major players in banking

eg.Sbi,Hdfc,Citibbank,ICICI,PNB,Axis bank,Kotak
mahindra,Sundaram bank,Obc bank

Company
Profile

Company Profile

An Overview

The Muktsar Central Coop Bank ltd Muktsar was

registered on 29.03.1996 and it has started
functioning as a separate bank w.e.f. 01.04.1997
after bifurcation from The Faridkot Central Coop
Bank ltd faridkot were transferred to this bank.
The bank has opened 5 branches & 2 extenuation
counter in a short span & now the business of the
bank is carried on with 20 branches & 2
Extension Counter beside Head office is situated
at own bulbing at kotkapura road Muktsar.

Company Profile

The bank was formed in 1872 as the Loan and

Deposit Department of the
Co-operative Wholesale Society, becoming the CWS
Bank four years later.

In 1974 the Co-operative Bank offered free

banking for personal customers who remained
in credit. It was also the first clearing bank to
offer an interest-bearing cheque account, in
1982.
On 24 April 2013 the Co-operative bank
announced that it had decided against
proceeding with the deal

Company Profile

Mission

mission establishes a clear long-term goal for a company for

all employees to aspire.
In contrast, a "corporate vision" concretely describes how a
company sees itself in the future. In the current age of rapid
change, a corporate vision is of a more medium-term nature.
Values

Customer Centricity

Ethics

Transparency

Teamwork.

Company Profile

Products

Deposits
Loans & Advances
Forex & Trade
TeleBanking
Internet Banking
Money Transfer service
ATM facility
Mobile Banking
NEFT

Research
Methodology

Objectives

Research Methodology

To study the identification of the recruitment &

selection process in the organization as a whole.
To find out the employees as per companys
vacancies.
To find out the various sources of advertisement of
vacancies like-media (electronic or paper or both),
schools, posters etc.
To study the work environment and select the pattern
of interview, which can help out to select the suitable
employee for the organization.
To study the interpersonal relationship.

Research Methodology

RESEARCH DESIGN

Analytical Research Design

Research Methodology

Sample Size
The sample size for the study was 100.

Sampling technique
A judgement sampling is used

Sample Unit
region of the study is muktsar considered as the sample unit

Research Methodology

DATA COLLECTION
Primary Data - Questionnaire

STATISTICAL TECHNIQUE

Mathematical tools like mean score, percentage, chi square

test etc were used.

LIMITATIONS OF THE STUDY

Research Methodology

The scope of the study in terms of coverage is limited

to the muktsar operations of the co-operative bank
In line with the purpose of conducting employee
interviews, the study would be confined to personnel
holding typical designations within the organisation at
different levels of management.
Secondly, the limitation that I have is the scope of
collection of sample size which was confined to only
one department, which would have other wise made
my study and observations in an effective manner.

Results
And
Discussion

Results and Discussion

DOES THE RECRUITMENT AND SELECTION PROCEDURE AFFECTS THE

PERFORMANCE OF THE EMPLOYEES?

INTERPRETATION:
Yes, it does because if in appropriate candidates are selected it would lead to loss
of productivity, labor turnover.
90 out of 100 employees said that recruitment and selection procedure affects the
performance of the employees while 10 out of 100 employees said that it does

Results and Discussion

DOES THE COMPANY RECRUIT EMPLOYEES

INTERNALLY?

INTERPRETATION:
100 out of 100 employees said Co Operative bank recruit employees
internally.

Results and Discussion

DOES YOUR COMPANY DISCLOSE THE JOB SPECIFICATION AT THE
TIME OF SELECTION OF A CANDIDATE ?

INTERPRETATION:
Disclosing of job specification basically depends on the job profile of the
candidate.
65 out of 100 employees say that the economy discloses the job specifications at
the time of selection of a candidate while 35 out of 100 employees said the
company doesnt disclose job specifications at the time of selection.

Results and Discussion

TEST OF SIGNIFICANCE
Now we have the actual no. of selected employees depending on the 10
factors we had selected and by applying Chi Square test we will find out
the variance between the expected(i.e. 10 per dependent or 100%) and
actual values. The larger the divergence, the larger is the Chi Square
value.
The formula by which the Chi Square test is calculated by
Chi Square = ki=1 * (Oi Ei)2/Ei
Now calculating the Chi Square values department wise:
HR & Admin Department
Chi Square = (7-10)2/10 = 0.9
Total value of Chi Square = 0.1 + 0.1 + 0 + 2.1 + 0.9
= 3.2
Degree of freedom (D.f.) = (4-1)*(10-1) = 3*9 =27
Critical test value is 40.11 for =0.05

Conclusion

Conclusion

REQUIREMENT: Necessity is the mother of Invention this is true

everywhere. In the study first of all I tried to find out
the cause of the process of Recruitment and selection.
I got the answer from Co- Operative Bank that here in
Co- Operative Bank major cause for the process is its
Expansion program as Co- Operative Bank is growing
vastly. Few other reasons are Replacement vacancy
Retirement hardly takes place here.
SOURCES: An organizations excellence depends upon its
employees performance, which has not only to be
maintained on a consistent level, but also must be
improved constantly. All this can be achieved if
suitable employees are selected, through proper
Recruitment and Selection procedure.

conclusion
METHODS:For the recruitment and selection various test include for e.g. aptitude test
,personality test and group discussion. As we all know that, in todays highly
competitive age the biggest problem is of retention of its highly skilled employees
in the organization. Recruitment plays a vital role in this regard. But it should be
seen that no system is without any flaws. Every system has its strong and weak
points and is open for change at any time.
IMPROVEMENT:Co- Operative Bank a well-developed Selection System for its employees
development. Thus, the company provides scope for employees on future growth,
career planning, training and development.

Recommendations

Recommendations
Employees should know clearly what is
expected of themContinually changing expectations minimize employees sense of
internal security and create unnecessary stress. It is beneficial
therefore to provide a specific framework, in which people can
work.
Employees should be provided with quality management and
leadershipIt is well documented that people leave their managers more often
than they leave the company or the job. Turnover issues that cause
an employee to feel unvalued by their manager include lack of
feedback about performance, lack of clarity regarding earning
potential, failure to hold scheduled meetings, and the failure to
provide a framework for the employee to succeed. Ensure that the
right people are in place to lead your teams, departments, business
units and the organization as a whole towards success.
The company should compensate candidates applying for any
position in the organization in case of external recruitment; this will
give candidates a positive impression about the company.

Findings
90% employees said that recruitment and selection procedure affects the
performance of the employees while 10% employees said that it does not.
100% employees said Co- Operative Bank recruit employees internally.
75% employees believe that the recruitment and selection procedure followed by
the company is appropriate while 25% employees believe its inappropriate.
65% employees say that the economy discloses the job specifications at the time
of selection of a candidate while 35% employees said the company doesnt disclose
job specifications at the time of selection.
100% employees said that the company ask for references at the time of selection.
70% employees say that the written test contribute the main factor of recruitment
but 30% employees say that written test not take a main part of recruitment.
70% employees say that company follows direct interview method, and 30% says
company follow the GD interview.