SWOT ANALYSIS OF AXIS BANK Ltd.

STRENGTH
Axis bank has been given the rating as one of the 3rd position in term of fast growth in private sector banks. Financial express has given no.2 position and BT-KPMG has rated axis bank as the best bank which some 26 parameters The bank has a network of 1,493 domestic branches and 8,324 ATMs The bank has its presence in 971 cities and towns. The banks financial position grows at a rate of 20% every year which is a major positive sign of any bank. The companys net profit is Q3FY12 is 1,102.27 which has a increase of 25.19% growth compared to 2011.

WEAKNESSES
Gaps-Majorly they concentrated in corporate whole sale, banking treasury, service, retail banking. Foreign branches constitute only 8% total assets. Very recently the bank started focusing its attention toward personal banking and rural areas. The share a rate of AXIS bank is constantly fluctuating in margins which make s investors in and uncomfortable position most if the time. There are lots of financial products gaps in terms of performance as well as reaching out to the customers.

 There are many fraudulent activities involved in credit cards as the banks process credit card approval even without verification of original documents. Their are financial consultants are not wise enough to guide the customers towards right investments. Customers service has to improve a lot in order to be in rest with other major players.

OPPORTUNITY
Acquisitions to fill gap. In 2009, alliance with Motilal oswal for online trading for 10 million customers In 2010, acquire Enam security Pvt Ltd- broking and investment banking. In sep 2009, SEBI approved Axis Assets Management co. for mutual fund business. No. of e-transaction increased from 0.7 million to around 2 million 46% use informal lending channels 24% unregulated money lenders Now number of branches increased to 1493 from 339. Last quarter there were 48 new branches opened across the nation Since its a new age banking there are lots of opportunities to have the advance technicalities in banking solution compared to existing major players The assets in their international operations are growing at a very faster pace with of 9% The concept of ETM (everywhere teller machine) by AXIS Bank had a good response in

terms of attracting new customers in personal banking segment.

THREAT
Since 2009, RBI has increased CRR by 100 basis points. Increased repo rate reverse repo rate by 50 points- 11times of late Increasing popularity of QIPs due to ease is fund raising RBI allowed foreign banks to invest up to 74% in INDIA Govt. schemes are most often service only by govern banks like SBI, Indian bank, Punjab national bank etc. ICICI and HDFC are imposing strong threats in terms of their expansion in customers base by their aggressive marketing strategies.

RECRUITMENT PROCEDURE
Axis bank conceit itself as a young and vibrant organization started in the year 1994 and it is popularly known as financial service firm axis bank directly conducts its recruitment. Any eligible person in axis bank. The candidate will be selected through personal interview that must involve more than one round of interview, depending on the role apply for and experience of the candidate. The overall selection process exercise would about 3-4 weeks time for fresher and 4-10 weeks for experienced candidates depending upon the notice period criteria. Overall axis bank is the best bank and it also reserves the right to place you anywhere based on business

need.

CHAPTER. 2 OBJECTIVE OF THE STUDY

OBJECTIVES OF THE STUDY

To study current status of the recruitment and selection procedure of the axis bank. To analyze the relationship between the employees and the employers. To assess whether the recruitment and selection procedure of the Axis bank is making their employees effective or not. The impact of this study is whether the Axis Bank of all over the branches is giving good feedback to their employees during the recruitment and selection procedure.

RESESRCH METHODOLOGY
Keeping in view that the Axis Bank which is also known as financial service firm and one of the fast growing banks in India. Though it is the private bank. running throughout the whole nations of the states of the India and there is a lots n lot of competitor like e.g. Bank of Rajasthan Ltd., Centurion Bank of Punjab Ltd., and Federal Bank Ltd. Etc.

DATA COLLLECTION
Following techniques were collected for the data collection:

PRIMARY DATA

Primary data were collected through face to face interviews while filing up questionnaires

SECONDARY DATA
Relevant information was gathered from magazines, newspapers, and project reports that formed the secondary data.

COMMUNICATION
Communication was held face to face this is the easiest way to collect relevant information regarding recruitment and selection procedure of Axis Bank Ltd.

SCOPE
Scope of the study of the Axis Bank covers all the relevant information regarding the selection and recruitment procedure. Even though the different branches are situated at different states of the India the procedure remains the same throughout the India (AXIS BANK).

RECUITMENT PROCESS IN INDIA:

India has one of the worlds most sought after job markets. With the booming economy and high economic growth, India is the place to be for prospective job seekers. The recruitment process in India is a very comprehensive one and caters to the diverse job market of the country. The objective of the recruitment process is to place the suitable candidate in the right job profile. The other important aspects, which the recruitment process includes, are identifying the vacancies, advertising the post of the candidates, short-listing, managing the response, preparing the job descriptions and person specifications, arranging interviews, conducting

interviews, decision making, convey the decision and appointment action. The recruitment process in India usually boils down to 3 important steps which are application short-listing, preliminary assessment and final interview and selection. In some cases, the recruitment process may also comprise of a written test, to judge the candidates on specific skills. However, the candidates CV place and important role in reaching out to the employers and making a favorable impression. The presentation of CV should be in an organized manner and refine manner. The CV of a person speaks a lot about an individual and persons mindsets and attitude can be judge according to the CV. The crucial phase of the recruitment process is the personal interview round. The interview plays a important part in gauging a candidates personality and all the issues must be properly addressed. The recruitment process must be just, transparent, and fair. The candidates must be informed about the selection or the rejection. In addition, the decision making process should not take very long to prevent the candidates from taking up some other job opportunity. The candidate must be explained the complete process of his appointment and all details of the documents to be submitted.

Finally, one fine recruitment agency will take care to recruitment process a hassle free one; therefore, it is imperative to in on and authentic recruitment agency.

Types of recruitment
Internal recruitment:
It is recruitment, which takes place within the concern or organization internal source of recruitment are readily available to an organization. Internal source are primarily three- transfers, promotions and reemployment of ex- employees is one of the internal source if recruitment in which employee can be invited and appointed to ,fill vacancies in the concern. There are, situations when exemployees provide unsolicited applications also. Internal recruitment may lead to increase in employees productivity as their motivation level increases. It also saves time, money and efforts. But the drawback of internal recruitment is that it refrains the organizations from new blood. Also, not all the men power requirement can be met through internal recruitment. Hiring from outside has to be done. Internal sources are primarily of three types Transfers Promotions(through internal job postings) and

 Reemployment of the Ex- employees- reemployment of the Exemployees is one of the internal sources of recruitment in which employees can be invited and appointed to fill back vacancies in the concern. There are situations when Ex- employees provide unsolicited applications also.

External recruitments- External sources of recruitments have to solicited from

outside the organization. External sources are external to a concern. But it involves lot of time and money. The external sources of recruitment include- employment at factory gate, advertisement, employment exchanges, employment agencies, educational institute, labor contractors, recommendations etc.

Employment at factory level: this is the source of external

recruitment in which application vacancies are presented on bulletin boards outside the factory or at the gate. This kind of recruitment is applicable generally where factory workers are to be appointed there are people who keep on soliciting jobs one place to another these applicants are called as unsolicited applicants. These types of workers apply on their own or their job. For these kind of recruit have tendency to shift from one factory to another and therefore they called as BADLI workers.

Advertisement- it is an external source which has got an important place

in recruitment procedure. The biggest advantage of advertisement is that it covers a wide area of market and scattered applicant can get information from advertisement. Medium news is newspapers and television

Employment exchanges- there are certain employment exchanges

which are by government. Of the government undertakings and concerns

employs people through such exchanges. Now-a-days recruitment in government agencies has become compulsory through employment exchange.

Employment agency- there are certain professional organizations

which look towards recruitment and employment of people, i.e. these private agencies run by private individuals supply required manpower to needy concerns.

Educational institutions- there are certain professional institutions

which serves as an external source for recruiting fresh graduate form these institutes. This kind of recruitment done through such educational institution is called as campus recruitment. They have special recruitment cells which have in providing jobs to fresh candidates.

Recommendations- there are certain people who have experience in a

particular area. They enjoy goodwill and a stand in a company. There certain vacancies which are fill by recommendations of such people. The biggest drawback of these sources is that the company has to rely totally on such people which can later on prove to be inefficient.

Labor contractors- these are the especially who supply manpower to the
factory or manufacturing plants through these contractors, workers are appointed on contract basis, i.e. for a particular time period. Under conditions when these contractors leave the organizations, such people who are appointed have to also leave the concerns.