2. The Industrial Credit and Investment
Corporation of India Limited.
• In 1995, it was incorporated as the initiative of
World Bank.
• Objective: Creating a development financial
institution for providing medium term and
long term projects financing to Indian
Business.
• In 1994, ICICI established Banking
Corporation as a Banking Subsidiary which
was later renamed as “ICICI Bank Limited”.

3. In the 1990s, ICICI
transformed its business from In October 2001, the BoD of
a development financial In 1999, ICICI become ICICI and ICICI Bank
institution offering only the first Indian company approved the merger of
project finance to a ICICI and two of its wholly-
and the first bank or
diversified financial services owned retail finance
group offering a wide variety financial institution subsidiaries, ICICI Personal
of products and from non-Japan Asia to Financial Services Limited
services, both directly and be listed on the NYSE. and ICICI Capital Services
through a number of Limited, with ICICI Bank.
subsidiaries.

4. • The merger was approved :
by shareholders of ICICI and ICICI Bank in
January 2002.
By the High Court of Gujarat at Ahmedabad in
March 2002.
By the High Court of Judicature at Mumbai
and the Reserve Bank of India in April 2002.

5. ‘s Subsidiaries

6. • ICICI Bank is India's second-largest bank
• The Bank has a network of 2,888 branches and
10,021 ATMsin India, and has a presence in 19
countries, including India.
• Equity Shares listed in BSE, NSE
• Its American Depositary Receipts (ADRs) are
listedinNYSE

7. Global presence
UK Belgium Russia
Canada
USA Germany China
Hong Kong
Bahrain Bangladesh
Qatar Malaysia
UAE Thailand
Mumbai
Singapore
Sri Lanka
Indonesia
South Africa
Subsidiary Representative Office Overseas Branch
Largest international balance
sheet among Indian banks 7

8. Organisational Structure
Retail Banking
Wholesale Banking
Project Finance and Special Assets
Management
International Business
Corporate Centre

9. Vision
Tobe the leading provider of
Financial Services in India and a
major Global Bank

10. Mission
Wewill leverage our people, technology, speed and financial
capital
Bethe banker of first choice for our customers by delivering high
quality, world-class products and services
Expandthe frontiers of our business globally
Playa proactive role in the full realisation of India's potential
Maintaina healthy financial profile and diversify our earnings
across businessman and geographies
Maintainhigh standards of governance and ethics
Contributepositively to the various countries and markets in
which we operate
Createvalue for our stakeholders

11. Awards
•ICICI Bank won the Best Bank - India Award by The
Banker.
•ICICI Bank in the Private Sector Bank category won the
Best Technology Bank Of The Year
•Best Financial Inclusion Initiative and
•Best Use Of Technology In Training and e-Learning by
Indian Bank's Association (IBA) Technology Awards.
•The Bank also received the first runner up for Best Online
Bank,
•Best Customer Relationship Initiative and
•Best Use Of Mobility Technology in Banking by IBA
Technology Awards.
•For the fifth year in a row, ICICI Bank was awarded the
"Best Foreign Exchange Bank (India)" by Finance Asia
Country Awards.

12. Top B.O.D,Chairman,CEO,CFO,MD
Zonal
Middle Heads
SGM’s
Branch
Lower managers

13. HIERARCHY LEVELS
BRANCH MANAGER
APEX LEVEL
, BANK MANAGER
TECHANICAL EXPERT
FUNCTIONAL
LEVEL , DATA ANALYSTS
OPERATIONAL CASHIER , DATA ENTRY
LEVEL
OPERATOR

14. 1.Career Development Opportunities
2.Supervisor Support
3.Work environment
4.Rewards
5.Work-life Policies

15. 1. Career Development Opportunities
• More than 10 CEO and board level positions filled only by
internal staff.
• Horizontal Growth

16. 2.SupervisorSupport
• Internal platforms for the employees
to engage with senior management.
• This year, more than 400 such
sessions were held.
• Resolving concerns
• Cordial industrial/Employee
relation environment

17. 3.Work Environment
• Tech-Savy
• Non-Hierarchial
• Extension of Authority along with
accountability

18. 4.Rewards
• ESOP’s
• Annual Promotions & Bonuses

19. 5.Work-Life Policies & Some Benefits
• Employee Salary A/c Benefits.
• Family Health Insurance
• Flexibility to innovate
• Exhibits rigidity in terms of well laid systems, processes and infrastructure
-Staff Retirement Benefits:
1. Gratuity
2. Superannuation Fund
3. Pension
4. Provident Fund
5. Leave Encashment

20. Attrition Rate at
• High
• Nearly 20% in all segments.
• 59,033Employees September >57,033 Employees in December
• ICICI BANK Ltd. typically pays its employees 9% below market.
Similar employers pay their employees: 8%above market Similar
companies include: State Bank of India, Andhra Bank, Essar Steel Ltd
GOLDEN WORDS BY Mr.KAMATH(ICICI) ABOUT
ATTRITION & JOB HOPPING ON NDTV
YESTERDAY-"IT'S LIKE A COIN-THE FLIPSIDE OF
TALENT IS OPPURTUNITY"

21. Some HR Practices
• Whistle Blower Policy

22. 2 new internal Academies:
1. The Rural & Inclusive Banking Academy
2. The Privilege Banking Academy
-------------------------------------------------------------------------------------------------------
Skill through Drill
• An innovative video based program to equip the branch staff with
requisite service skills to deliver the better service to our customers.
• All employees in customer service and sales roles were assessed and
certified on threshold functional knowledge.

24. •Create an efficient applicant pool to fill vacancies.
•ICICI (the No. 1 private life insurer in the country) –Service based
organization- employees are the biggest ASSETS.
•At ICICI recruitment: high during May-June & October-November
•Attrition Rate high among sales managers, unit managers mostly
in sales profile.

25. • 1st: Realize the job vacancies and understand the job
profiles for the same.
• 2nd: Come up with the job design and specification for the
job portals
• EVERY POSITION AT ICICI HAS A VERY SPECIFIC JOB DESIGN
• E.g.For audit, they seek technical knowledge and analytical
skills + an ability to sift through humongous data and bring
a context to it.

26. Recruitment Head (ICICI Bank)
Date of Posting:26-Mar-2012
• Company Name: ICICI Bank Ltd
• Industry: Commercial Banking
• Job Description:
Position Title : Recruitment Head
Grade : Chief Manager
Business Group : Human Resource Management Group
• Key Responsibilities:
Define Resourcing Strategy and deliver key priorities for the business e.g. Quality
of Hiring, Employer Branding, Sourcing Strategy.
Translating the headcount plan into clear job requirements and definition
• Function:
Human Resources
• Location: Kolkata
• Level: Senior level Position
• Reference: Cool Avenues/260312-Recruitment Head
• Contact Information: Ms Korn

27. INTERNAL EXTERNAL
RECRUITMENT ICICI RECRUITMENT

28. INTERNAL RECRUITMENT:
ICICI - referral forum in company’s web-page -
‘ATLAS’ Managerial roles - trace out the
performances of the existing employees and
conduct a review of selection process.

29. ‘EXTERNAL RECRUITMENT
• ICICI -souring from Manpower suppliers, conducting
interviews at university campuses.
• ICICI Prudential often conducts walk-in interview-a
time and cost saving method.
• It had also tied-up with few online portals where
they can post the job requirements at a regular basis.
• Apart from these ICICI prudential also pull out
candidates from various sources like Media &
communication, advertisements etc.

30. 2%
7%
8% 28% CAMPUS RECRUITMENT
13% ONLINE APPLICANTS
RECRUITER
EMPLOYEE REFERRAL
17% 26% OTHER
IN-PERSON
STAFF AGENCY

31. STRENGTHS WEAKNESS
• Rigorous Pre-Hiring assessmenttests to •Pre assessment tests are costly.
understand aptitude and personality of • Lengthy pre-offer formalities.
candidates. • Huge employee turnover.
•Proper reference checks to ensure that
only bonafide candidates are appointed.
OPPORTUNITIES THREATS
• Campus recruitments have huge •Increasing number of private players in
potential for fulfilling manpower insurance sector creates ample
requirements cost effectively choices, easy mobility for employees.
• Develop exclusive contract with • Same channel partners are handling all
channel partners to meet the insurance companies leading to same
manpower requirements. pool of candidates being circulated to all
partners.

33. • Employees are
an asset
• Source of
Competitive
Advantage

34. Combination of:
•Aptitude Test
•Case Study based GD
•Psychometric assessment
•Personal Interview

35. For Fresher's from B-
Schools
• Psychometric Test
• 3 rounds of personal
Interviews
1. General
2. Team head (DGM)
3. HR Head
Hired as Managers

36. A Professional(with 3yrs or more
experience)
Two Rounds of
Personal Interview
1. Immediate boss
or team head
2. HR head

37. Probationary
Officers (junior level)
1. Online Aptitude Test
2. Online Psychometric
Assessment
Once the above two are cleared:
• Group Discussion (Case
Study Based)
• Personal Interview

38. Probationary officers undergo a one year intensive residential
classroom training at ICICI Manipal Academy and internship.
On successful completion, they get absorbed as Manager or
Assistant Managers(999 students in 2012)

39. For B-School Hires:
• First 3 weeks:
induction, business
etiquette
• Allowed to work for 3-4
months
• Intensive 9 to 9
technical training for
one week
• Yearly one week training
programs (common for all
employees)

40. ICICI Business Leadership Programme
• ICICI Bank has partnered with National Institute of
Securities Markets (NISM) to launch Post Graduate
Certificate in Securities Markets (PGCSM)
On successful completion of the course participants get absorbed at ICICI Bank (or
any other group company) as a Manager.

41. Participants will be shortlisted on merit and will
be invited for the selection process.
• Entrance Test
• Group Discussion
Applicants who clear the above two stages:
• Psychometric Profiling / Personal Interview

42. • Behaviour Training Programme To
Middle, Senior Professionals
• Involve To Evolve
• Mastering Effective Communication
• Training sessions at IIGJ
• NIIT with ICICI Bank enters financial services
training

44. What is performance appraisal?
• It is a systematic evaluation of the performance of employees
to understand the abilities of a person for further growth and
development.
• Manages and aligns organizations resources
• It measures the pay of employees
• Analyses factors
• Guides employees

45. IMPORTANCE OF PERFORMANCE APPRAISAL
• PROMOTION
• COMPENSATION
• EMPLOYEE DEVELOPMENT
• SELECTION VALIDATION
• COMMUNICATION
• MOTIVATION

46. PERFORMANCE APPRAISAL
TECHNIQUES OF ICICI BANK

47. COMPONENTS
• Performance Planning (includes employee goal setting /
objective setting)
• Ongoing Performance Communication
• Data Gathering, Observation and Documentation
• “Performance Appraisal” Meetings
• Performance Diagnosis and Coaching

48. The “Performance Appraisal” system in ICICI bank emphasizes
individual objectives, Bank objectives and also mutual
objectives.
• INDIVIDUAL OBJECTIVE VIEWPOINT
a) What task the individual is expected to do?
b) How well the individual has done the task?
c) How can his performance be further improved?
d) His reward for doing well.

49. • BANK OBJECTIVE VIEWPOINT
a) Manpower information
b) improve efficiency and effectiveness
c) serve as a mechanism of control and provide a rational compensation
structure.
• MUTUAL OBJECTIVE VIEWPOINT
a) The emphasis is on growth and development, harmony, effectiveness and
profitability of the bank

50. PA MODEL 1
RANK AND YANK STRATEGY
• Best-to-worst ranking methods are used to identify poor performers.
• The identified poor performers are then given a time period to show an
improvement in their performance.
• If the employee fails, he is asked to leave the organization and a severance
package is offered to him.
• If the employee refuses to leave, his service is terminated without any
compensation.
• Advantage : it continually motivates employees to better their
performance since nobody would like to be included in the poor
performance band.
• Disadvantage : employees become too competitive and team spirit is not
nurtured.

51. PA MODEL 2
MANAGEMENT BY OBJECTIVE (MBO)
• In this method the subordinate in consultation with the supervisor
chalks out short term objectives followed by specific actions.
• The goals are action
oriented, specific, measurable, achievable, review able and time
bound, aligned with the goal of the organization.
• The activities are jointly reviewed by both the subordinate and his
supervisor.
• Depending on the performance of the subordinate, the goals are
modified or redesigned for the next period of time.

52. Advantages of MBO :
• Self evaluation
• Promotes communication and information sharing
• Motivates employees
• Facilitates guidance

53. MODEL 3
1. Performance Appraisal Form :
A self assessment form employees and managers have to fill.
2. 360 degree feedback process :
Input is taken from peers.
3. Performance Appraisal Interview :
Managers and employees take part in a formal interview.