A Report on

Organizational study

At

ING VYSYA FINANCIAL SERVICE LTD

M G Road, Bangalore

With special emphasis on employee perception in recruitment and in the Interview process.

A project report

Submitted in partial fulfillment of the requirement of

AIMS for the award of degree of PGDM

Submitted by

SOUMYO GOSWAMI

Reg.No.-421020317

Under the guidance of Assistant Prof. R. Nagarajan

Acharya institute of management and sciences

2010-2012

Declaration

I, Soumyo Goswami, hereby declare that this industrial training report titled An organizational study of ING Vysya Financial Ltd is based on organization study conducted by me under the guidance of Assistant Prof. R. Nagarajan. This has not been submitted earlier for the award of any other Degree/diploma by AIMS.

PLACE: Bangalore NAME: Soumyo Goswami

DATE: 15th December 2011

CERTIFACTE FROM THE GUIDE

Certified that this internship report titled, an organization study at ING Vysya Financial Services Ltd is based on an original study conducted by Soumyo Goswami of 3rd semester PGDM under my guidance.

This internship report has not formed the basis for the award of any other degree/diploma by AIMS or any other university.

Place: Bangalore Assistant Prof. R. Nagarajan

Date: 15th December 2011

ACKNOWLEDGEMENT

A project of this nature involves the support and contribution of many people. I believe that I would be lacking in my sincere gratitude to them.

I would like to thanks Sir Suresh Srinivasan , Bhaskar Ganguly, Syed Mouiddin for having been a constant source of support and encouragement and for giving valuable information and suggestion in completing this organization study.

I wish to express my sincere thanks to our principal, prof. kiron G Reddy, Dr. Byra Reddy(dean), Acharya Institute of Management and Sciences, Assistant Prof. R. NAGARAJAN my internal guide & other faculty members in the department for their support & guidance in completing the study.

Last but not the least; I express sincere thanks to my developed parents who taught me to step ahead towards success in all respect.

LIST OF CONTENTS

CHAPTER NO NAME OF THE CHAPTER PAGE NO

1. Introduction 1.1 History of Banking Sectors in India 1.2 Nationalization of Banks in India 1.3 Scheduled Commercial Banks In India 2. Industry Profile

2.1 Financial Banking Service Introduction 2.2 Finance Companies Of India 2.3 Indian Financial Services Sector 3. Company Profile

3.1 Introduction 3.2 ING In India 3.3 Mission 3.4 Vision 3.5 Milestones 3.6 Graphical Spread 3.7 Financial Data of Ing Vyasya Financial

Service(2010)

4. Product Profile 5. Competitive Analysis 6. Organization Chart 7. Function Department Details

7.1 Introduction 7.2 Operation 7.3 Credit Department 7.4 Administration 7.5 Cash 8. SWOT Analysis 9. Special Task

9.1 Recruitment 9.2 Background Verification 10. Research Design 11. Conclusion 12. Bibliography 13. Annexure

LIST OF THE CHARTS

CHART NO CONTENTS PAGE NO.

1. Competitive Position Of ING Financial Services

LIST OF TABLES

TABLE NO CONTENTS PAGE NO 1. Milestones 2. Financial Data Of ING

VYSYA Financial Service(2010)

INTRODUCTION

The banking section will navigate through all the aspects of the banking system in India , it will discuss upon the matters with the birth of the banking concept in the country to new players adding these namesin the industry in coming few years . the bankers of all banks , RBI , the Indian Bank Association (IBA) and top 20 like IDBI, HSBC, ICICI, ABN , AMRO etc has been well defined under these saperate heads with one page dedicated in each bank, however , in the introduction part of the entire banking cosmos the past has been well explained under three different heads

History of banking in the India.

Nationalization of Banks in India.

Scheduled commercial bankers in India.

The first deals with the history part since the dawn of banking system in India. Government took major step in the 1969 to put the banking sector into systems and it nationalised 14 private banks in the mentioned year. This has been elaborated in Nationalisationof Banks in India. The last but not the least explains about the scheduled and unscheduled banks in India. Section 42 (6) (a) of RBI Act 1934 lays down the condition of scheduled commercial banks. The description along with a list of scheduled commercial banks are given on this page.

HISTORY OF BANKING SECTORS IN THE INDIA

Banking in India originated in the last decades of the 18th century. The first banks were The General Bank of India, which started in 1786, and Bank of Hindustan, which started in 1790; both are now defunct. The oldest bank in existence in India is the State Bank of India, which originated in the Bank of Calcutta in June 1806, which almost immediately became the Bank of Bengal. This was one of the three presidency banks, the other two being the Bank of Bombay and the Bank of Madras, all three of which were established under charters from the British East India Company. For many years the Presidency banks acted as quasi-central banks, as did their successors. The three banks merged in 1921 to form the Imperial Bank of India, which, upon India's independence, became the State Bank of India.

Indian merchants in Calcutta established the Union Bank in 1839, but it failed in 1848 as a consequence of the economic crisis of 1848-49. The Allahabad Bank, established in 1865 and still functioning today, is the oldest Joint Stock bank in India.(Joint Stock Bank: A company that issues stock and requires shareholders to be held liable for the company's debt) It was not the first though. That honor belongs to the Bank of Upper India, which was established in 1863, and which survived until 1913, when it failed, with some of its assets and liabilities being transferred to the Alliance Bank of Simla.

When the American Civil War stopped the supply of cotton to Lancashire from the Confederate States, promoters opened banks to finance trading in Indian cotton. With large exposure to speculative

ventures, most of the banks opened in India during that period failed. The depositors lost money and lost interest in keeping deposits with banks. Subsequently, banking in India remained the exclusive domain of Europeans for next several decades until the beginning of the 20th century.

Foreign banks too started to arrive, particularly in Calcutta, in the 1860s. The Comptoired'Escompte de Paris opened a branch in Calcutta in 1860, and another in Bombay in 1862; branches in Madras and Pondicherry, then a French colony, followed. HSBC established itself in Bengal in 1869. Calcutta was the most active trading port in India, mainly due to the trade of the British Empire, and so became a banking center.

The first entirely Indian joint stock bank was the Oudh Commercial Bank, established in 1881 in Faizabad. It failed in 1958. The next was the Punjab National Bank, established in Lahore in 1895, which has survived to the present and is now one of the largest banks in India.

Around the turn of the 20th Century, the Indian economy was passing through a relative period of stability. Around five decades had elapsed since the Indian Mutiny, and the social, industrial and other infrastructure had improved. Indians had established small banks, most of which served particular ethnic and religious communities.

The presidency banks dominated banking in India but there were also some exchange banks and a number of Indian joint stock banks. All these banks operated in different segments of the economy. The exchange banks, mostly owned by Europeans, concentrated on financing foreign trade. Indian joint stock banks were generally under capitalized and lacked the experience and maturity to compete with the presidency and exchange banks. This segmentation let Lord Curzon to observe, "In respect of banking it seems we are behind the times. We are like some old fashioned sailing ship, divided by solid wooden bulkheads into separate and cumbersome compartments."

The period between 1906 and 1911, saw the establishment of banks inspired by the Swadeshi movement. The Swadeshi movement inspired local businessmen and political figures to found banks of and for the Indian community. A number of banks established then have survived to the present such as Bank of India, Corporation Bank, Indian Bank, Bank of Baroda, Canara Bank and Central Bank of India.

NATIONALIZTION OF BANKS IN INDIA

Nationalisation, also spelled nationalization, is the process of taking an industry or assets into government ownership by a national government or state.[1] Nationalization usually refers to private assets, but may also mean assets owned by lower levels of government, such as municipalities, being transferred to the public sector to be operated by or owned by the state. The opposite of nationalization is usually privatization or de-nationalization, but may also be municipalization.

A renationalization occurs when state-owned assets are privatized and later nationalized again, often when a different political party or faction is in power. A renationalization process may also be called reverse privatization. Nationalization has been used to refer to either direct state-ownership and management of an enterprise or to a government acquiring a large controlling share of a nominally private, publicly listed corporation.[citation needed]

The motives for nationalization are political as well as economic. It is a central theme of certain fascist, economic nationalist, populist and/or national liberation policies that industry should be owned by the state on behalf of the citizenry to allow for consolidation of resources and central planning or control for the purposes of economic development.

Nationalization was one of the major strategies advocated by socialists for transitioning to socialism. Socialist perspectives that favor nationalization are typically called state socialism. The goals of nationalization in this context were to dispossess large capitalists and redirect the profits to the public purse, as a precursor to the long-term goals of the establishment of worker-management and reorganizing production toward use.[2]

Nationalized industries, charged with operating in the public interest, may be under strong political and social pressures to give much more attention to externalities. They may be obliged to operate some loss making activities where social benefits are clearly greater than social costs for example, rural postal and transport services. As an instance, the United States Postal Service is guaranteed its nationalised status by the Constitution. The government has recognized these social obligations and, in some cases, provides subsidies for such non-commercial operations.

Since the nationalised industries are state owned, the government is responsible for meeting any debts incurred by these industries. The nationalized industries do not normally borrow from the domestic market other than for short-term borrowing. However, if they are profitable, the profit is often used as a means to finance other state services, such as social programs and government research which can help lower the tax burden.

Nationalization may occur with or without compensation to the former owners. If it takes place without compensation it is a case of expropriation. Nationalization is distinguished from property redistribution in that the government retains control of nationalized property. Some nationalizations take place when a government seizes property acquired illegally. For example, the French government seized the car-makers Renault because its owners had collaborated with the Nazi occupiers of France.

SCHEDULED COMMERCIAL BANKS IN INDIA

Scheduled Banks in India constitute those banks which have been included in the Second Schedule of Reserve Bank of India(RBI) Act, 1934. RBI in turn includes only those banks in this schedule which satisfy the criteria laid down vide section 42 (6) (a) of the Act.

As on 30th June, 1999, there were 300 scheduled banks in India having a total network of 64,918 branches.The scheduled commercial banks in India comprise of State bank of India and its associates (8), nationalised banks (19), foreign banks (45), private sector banks (32), co-operative banks and regional rural banks.

Scheduled banks in India means the State Bank of India constituted under the State Bank of India Act, 1955 (23 of 1955), a subsidiary bank as defined in the State Bank of India (Subsidiary Banks) Act, 1959 (38 of 1959), a corresponding new bank constituted under section 3 of the Banking Companies (Acquisition and Transfer of Undertakings) Act, 1970 (5 of 1970), or under section 3 of the Banking Companies (Acquisition and Transfer of Undertakings) Act, 1980 (40

of 1980), or any other bank being a bank included in the Second Schedule to the Reserve Bank of India Act, 1934 (2 of 1934), but does not include a co-operative bank.

Non-scheduled bank in India means a banking company as defined in clause (c) of section 5 of the Banking Regulation Act, 1949 (10 of 1949), which is not a scheduled bank.

The following are the Scheduled Banks in India (Public Sector):

State Bank of India State Bank of Bikaner and Jaipur State Bank of Hyderabad State Bank of Indore State Bank of Mysore State Bank of Saurashtra State Bank of Travancore Andhra Bank Allahabad Bank Bank of Baroda Bank of India Bank of Maharashtra Canara Bank Central Bank of India Corporation Bank Dena Bank Indian Overseas Bank Indian Bank Oriental Bank of Commerce Punjab National Bank Punjab and Sind Bank Syndicate Bank Union Bank of India United Bank of India UCO Bank Vijaya Bank

The following are the Scheduled Banks in India (Private Sector):

ING Vysya Bank Ltd Axis Bank Ltd Indusind Bank Ltd ICICI Bank Ltd South Indian Bank HDFC Bank Ltd Centurion Bank Ltd Bank of Punjab Ltd IDBI Bank Ltd

The following are the Scheduled Foreign Banks in India:

American Express Bank Ltd. ANZ Gridlays Bank Plc. Bank of America NT & SA Bank of Tokyo Ltd. BanqucNationale de Paris Barclays Bank Plc Citi Bank N.C. Deutsche Bank A.G. Hongkong and Shanghai Banking Corporation Standard Chartered Bank. The Chase Manhattan Bank Ltd. Dresdner Bank AG.

INDUSTRY PROFILE

FINANCIAL BANKING SERVICE INTRODUCTION

Financial banking is the science of managing money and other assets pertaining to a specific business. We all know that banks offer basic loans, deposits and financial advice, but they also facilitate transactions on sophisticated financial instruments such as private equity, bonds and mutual funds. Most top performing candidates typically view careers in Banking as the pinnacle of achievement, and sectors such as treasury, equity trading, investment banking and private banking are viewed as the most lucrative jobs for new graduates.

In addition to traditional banks, other financial institutions such as credit unions, trust companies, mortgage loan companies, insurance companies, brokerage firms and asset management firms also offer a host of financial advice. Hence, when viewing the opportunities in the sector, one must also carefully consider these other specialized financial institutions.

PERFORMANCE

The financial crisis of 2007-2008 was triggered by an insolvent United States banking system (catalysts of which were sub-prime lending, over leveraging and poor regulation) resulting in the collapse of large financial institutions, the bailout of banks by national governments and downturns in stock markets around the world.

The destabilization of the banking sector in the U.S. had a domino effect on the global financial industry, with effects felt in Europe, the Middle East and the Asia Pacific. 24 months later, the global financial industry still hasnt regained its lost glory, and even countries with deep pockets such as the U.A.E. and Singapore have exhibited limited sectoral growth.

The Indian financial industry underwent rapid transformation post liberalization in the early 90s, resulting in greater inflow of investments from FII's into the capital market. Despite the foray of foreign banks in the country, nationalized banks continue to be the biggest lenders in the country, primarily due to their size and penetration of networks. In fact, Industry estimates indicate that over 80% of commercial banks in India are in the public sector and of the 50-odd private banks, less than half are foreign banks. The Reserve Bank of India is the Indian equivalent of the Fed. The opportunities in this industry remain extremely promising due to its relatively low penetration of both basic as well as advanced financial products.

Though the Indian finance and banking industry did suffer significantly during the past 2 years, it was relatively sheltered from the triggers of the global melt-down, suffering instead due to monies from FIIs drying up, falling interest rates, rapidly rising inflation and poor investor confidence. Annual reports suggest that most of the larger Banks have begun to pick up from where they left off, albeit with more caution, and most industry pundits are optimistic about the current fiscal year.

GROWTH POTENTIAL

There are a range of retail jobs to suit most skill sets, including banking officer, probationary officer, loan agent, assessor, mortgage loan underwriter, loan processing officer, accountant, product marketing and sales executive, and customer service executive among others. However, job security is not very high in retail banking as many players suffer from shrinking margins and poor customer retention due to increasing competition and limited market differentiation, leading to lay-offs. Meanwhile, there are also more skilled jobs available such as actuarist, equity researcher, forex trader, securities linked products developer and portfolio manager for those with the relevant knowledge and ambition. The biggest opportunity in this sector remains in improving information flow to customers. Hence, there is a growing emphasis on in-house research and market intelligence.

FUTURE PROSPECTS

In the upcoming 12 months, hiring is likely to remain robust. Many banks are investing in training programs to upgrade worker skills to enhance their competitive edge in anticipation of the segment once more regaining its rightful place as the harbinger of development and progress.

Finance Companies of India The top finance companies are playing a key role in the huge growth of the economy of India. The sector of finance is passing through a rapid phase of alteration. The sustenance of the growth of economy is the primary factor for the development of the India's financial sector.

List of Top Finance Companies of India

SBI Capital Markets Limited :

It is one among the oldest organizations in the capital markets sector of India. It was established in the year 1986 as an ancillary of SBI.It ranks second in Asia's Project Advisory services. The company is a traiblazer in privatization and securitisation. The companies subsidiaries are SBICAPs Ventures Ltd., SBICAP Trustee Co.Ltd. And many others.

Bajaj Capital Limited:

The company offers best investment advisory and financial planning. It provides institutional investors, NRIs, corporate houses, individual investors , high network clients with investment advisory and financial planning services. It is also the largest provider of finance products offered by public and private organizations,several government bodies,investment products like bonds,mutualfunds,general insurance etc.

IDBI Bank:

The Managing Director and Chairman of the bank is Shri R. M. Malla.It offers the services like personal banking,corporatebanking,MSMEfinance,NRI services and much more.Browse the site to know more.

UTI Mutual Fund:

The company offers best investment advisory and financial planning. It is recognised as India's most trusted financial advisor.

DSP Meriyll Lynch Limited :

It is the key player of equity and debt securities in India. It renders financial advises to many corporations and institutions. It also offers a wide array of wealth management and investor services along with customized advices related to financial matters. This company is the pioneer to form research facility to research in financial products and services,improvements and innovations. The company also has its hand in the Government securities and holds an eminent position in the market of equity and debt in India.

Birla Global Finance Limited :

It is a subsidiary of Aditya Birla Nuvo Ltd. Their motto is to be the first choice of the customers as a major provider of financial services through technology and value creation. The primary activities of the company are Corporate Finance and Capital Market. Aditya Birla Nuvo has also formed alliane with Sun Life Financial of Canada which has given rise to the following financial services companies like Birla Sun Life Insurance Co Ltd., Birla Sun Life Distribution Co. and many others.

Housing Development Finance Corporation :

This company offers the best financial solutions and guidance for home loans,property related services,loans for NRIs etc. in India. The one stop destination for comprehensive information on personal finance is HDFC. The company has a wide network in India and abroad. HDFC overseas offices are in Singapore,Kuwait,Qatar,Saudi Arabia and many others.

PNB Housing Finance Limited :

This is completely owned by PNB and offers premium solutions to relieve the borrowers. This subsidiary of the PNB has recorded a growth a 73% and is a leading finance company of India. The Home Loan Life Insurance Plan of this company in association with TATA AIG offers the lowest premium in compare to others. The chart for loans of 5 lacs and tenure of 15 years is just premium. It renders other services like Deposit schemes,Loan schemes and many others.

ICICI Group :

ICICI offers a wide spectrum of financial products and services in India. The company provides solutions for all needs like Instant Banking,OnlineTrading,InstaInsure,ICICI Bank imobile etc. The company keeps up the financial profile healthy and diversify earnings across geographies and businesses. The company's philosophy is to deliver high class financial services for all the cross sections of the society. Their products are Mutual Fund,Private Equity Practice,Securities,Life Insurance etc.

LIC Finance Limited :

It is the leading player in the finance sector of India being the biggest Housing Finance Company of India. The function of the company is to provide finance to individuals for repair or construction or renovation of the old or new apartment or house. It also offers finance on the existing property for personal or business matters. The company has 14 back offices,6 regional offices and 126 units of marketing in India.

L & T Finance Limited:

This company was established in the year 1994 by the Larsen and Turbo group and now it is a significant name in the financial sector. The company offers schemes like funds for automobiles, funds for Agricultural Instruments,securedloans,funds for automobiles and many others. It offers loans for a long tenure and the loans are given in exchange of valuable items.

Indian Financial Services Sector This industry profile helps to gain an insight into the evolution of the industry and competitive dynamics prevalent in the market. It discusses the significant developments in the industry and analyzes the key trends and issues. The profile provides inputs in strategic business planning of industry professionals.

This profile is of immense help to management consultants, analysts, market research organizations and corporate advisors.

The objective and scope of various sections of our industry profile has been discussed below.

Industry Snapshot

This section gives a holistic overview of the industry. It starts with defining the market and goes on to give historical and current market size figures. It also clearly illustrates the major segments of the market which would be discussed later on in the report.

Industry Analysis

It involves a comprehensive analysis of the industry and its market segments. This section discusses the key developments that have taken place in the industry. It also identifies and analyzes the driving factors and challenges of the industry. A description of the regulatory structure tells us about the major regulatory bodies, laws and government policies.

Country Analysis

This section presents the key facts & figures of the country. It also discusses the political environment and the macroeconomic indicators. It analyzes government stability and economic growth of the country.

Competitor Assessment

This section compares the major competitors in the industry. The Competitors At-a-Glance is aimed at giving an overview of the competitive landscape in the industry.

Company Profiles

The major companies are profiled in this section. For each company, business description is given followed by financial highlights and recent developments.

Industry Outlook

This section presents the outlook of the industry. The analyst opinion and projections help us in evaluating the future of the industry. It gives an insight into the investment opportunities present in the sector.

COMPANY PROFILE

INTRODUCTION

ING Vysya Bank Ltd., is an entity formed with the coming together of erstwhile, Vysya Bank Ltd, a premier bank in the Indian Private Sector and a global financial powerhouse, ING of Dutch origin, during Oct 2002. The origin of the erstwhile Vysya Bank was pretty humble. It was in the year 1930 that a team of visionaries came together to found a bank that would extend a helping hand to those who weren't privileged enough to enjoy banking services.

It's been a long journey since then and the Bank has grown in size and stature to encompass every area of present-day banking activity and has carved a distinct identity of being India's Premier Private Sector Bank.

In 1980, the Bank completed fifty years of service to the nation and post 1985; the Bank made rapid strides to reach the coveted position of being the number one private sector bank. In 1990, the bank completed its Diamond Jubilee year. At the Diamond Jubilee Celebrations, the then Finance Minister Prof. MadhuDandavate, had termed the performance of the bank Stupendous. The 75th anniversary, the Platinum Jubilee of the bank was celebrated during 2005.

ING In India

In India, ING is present in all three fields of banking, insurance and asset management in the form of ING, ING Vysya Life Insurance and ING Investment Management respectively. The presence in all three fields signifies the importance that the group attaches to the Indian markets and the group's operations here, as well as its bullish future outlook on the country.

ING and ING Vysya Life Insurance are headquartered at Bangalore, while the corporate office of ING Investment Management is situated at Mumbai. The synergies arising out of the three distinct but complimentary businesses are bound to be an asset to the group in the changing market dynamics of the future. The first such signs are already visible on the horizon with combined products being successfully launched by the different entities of the group in conjunction with each other. ING has gained recognition for its integrated approach of banking, insurance and asset management. Furthermore, the company differentiates itself from other financial service providers by successfully establishing life insurance companies in countries with emerging economies, such as Korea, Taiwan, Hungary, Poland, Mexico and Chile. Another specialisation is ING Direct, an Internet and direct marketing concept with which ING is rapidly winning retail market share in mature markets. Finally, ING distinguishes itself internationally as a provider of employee benefits, i.e. arrangements of nonwage benefits, such as pension plans for companies and their employees.

ING group originated in 1990 from the merger between Nationale Nederlanden NV the largest Dutch Insurance Company and NMB Post Bank Groep NV. Combining roots and ambitions, the newly formed company called InternationaleNederlanden Group. Market circles soon abbreviated the name to I-N-G. The company followed suit by changing the

statutory name to ING Group N.V..

> ING has presence in over 40 countries > Employee strength of more than 1,10,000 > Client base is more than 85 million > Ranked 12th on Fortune Global 500 List > Market Capitalisation 14.8 billion Euros

Mission ING`s mission is to be a leading, global, client-focused, innovative and low-cost provider of financial services through the distribution channels of the clients preference in markets where ING can create value.

Vision

Is to excel as a leader in Human Resource Outsourced Services by providing services with quality and reliability to the utmost satisfaction to our clients by delivering the right talent and consistently exceeding the expectations.

MILESTONES:

1930 Set up in Bangalore

1948 Scheduled Bank

1985 Largest Private Sector Bank

1987 The Vysya Bank Leasing Ltd. Commenced

1988 Pioneered the concept of Co branding of Credit Cards

1990 Promoted Vysya Bank Housing Finance Ltd.

1992 Deposits cross Rs.1000 crores

1993 Number of Branches crossed 300

1996 Signs Strategic Alliance with BBL., Belgium. Two National Awards by Gem &Jewellery Export Promotion Council for excellent performance in Export Promotion

1998 Cash Management Services, & commissioning of VSAT. Golden Peacock Award - for the best HR Practices by Institute of Directors. Rated as Best Domestic Bank in India by Global Finance (International Financial Journal - June 1998)

2000 State -of - the -art Date Centre at ITPL, Bangalore. RBI clears setting up of ING Vysya Life Insurance Company

2001 ING-Vysya commenced life insurance business.

2002 The Bank launched a range of products & services like the VysVyapar Plus, the range of loan schemes for traders, ATM services, Smartserv, personal assistant service, Save & Secure, an account that provides accident hospitalization and insurance cover, Sambandh, the International Debit Card and the mi-b@nk net banking service. 2002

2002 ING takes over the Management of the Bank from October 7th , 2002

2002 RBI clears the new name of the Bank as ING Vysya Bank Ltd, vide their letter of 10.12.02

2003 Introduced customer friendly products like Orange Savings, Orange Current and Protected Home Loans

2004 Introduced Protected Home Loans - a housing loan product

2005 Introduced Solo - My Own Account for youth and Customer Service Line Phone Banking Service

2006 Bank has networked all the branches to facilitate AAA transactions i.e. Anywhere, Anytime & Anyhow Banking.

GEOGRAPHICAL SPREAD

4 zones

9 regions

470 branches

13 extension counter

28 satellite offices

363 ATMs

6400 Employees

FINANCIAL DATA OF ING VYASYA FINANCIAL SERVICE(2010)

Capital & Reserves : Rs. 2,401 Crores Total Assets : Rs. 33,317 Crores Deposits : Rs. 25,865 Crores Savings Bank : Rs. 4,468 Crores Current Account : Rs. 3,761 Crores Other deposits : Rs. 15,976 Crores Advances : Rs. 18,976 Crores Net Profit : Rs. 242 Crores (Q1 2010-11) : Rs. 69 Crores

PRODUCT PROFILE

RETAIL LIBILITIES

Savings Account

Current Account

Term Deposits

NRI products

COSUMER ASSESTS

Housing Loans

Personal Loans

Education Loans

Commercial vehicle Loan

BUSINESS BANKING

SSI Loans

Rice mill loan

Education institute loans

Loan for trading

AGRI & RURAL BANKING

Produce loans

Kisan credit loans

Loan for farm equipment

Loans for godowns

OTHER SERVICES

Mutual fund

Insurance

Lockers

Internet banking

Demat services

Credit services

Debit services

In ING vyasyaFinancial services we Handled the following products for The recruitment, We have Conducted the interview on these products

o Gold loans

o Personal loans o Current Account o Saving Account o Premium Account

COMPITITIVE ANALYSIS

INTRODUCTION

Competitor analysis in marketing and strategic management is an assessment of the strengths and weaknesses of current and potential competitors. This analysis provides both an offensive and defensive strategic context to identify opportunities and threats. Profiling coalesces all of the relevant sources of competitor analysis into one framework in the support of efficient and effective strategy formulation, implementation, monitoring and adjustment.

Competitor analysis is an essential component of corporate strategy. It is argued that most firms do not conduct this type of analysis systematically enough. Instead, many enterprises operate on what is called informal impressions, conjectures, and intuition gained through the tidbits of information about competitors every manager continually receives. As a result, traditional environmental scanning places many firms at risk of dangerous competitive blindspots due to a lack of robust competitor analysis.

Poters models

Porter's five forces analysis is a framework for industry analysis and business strategy development formed by Michael E. Porter of Harvard Business School in 1979. It draws upon industrial organization (IO) economics to derive five forces that determine the competitive intensity and therefore attractiveness of a market.

INDUSTRY

COMPITITORS

NEW ENTRANTS

SUPPLIER BUYERS

SUBSTITUTES

THESE FIVE FORCES ARE AS FOLLOWS

The threat of entry of new competitors The threat of substitutes The bargaining power of buyers The bargaining power of suppliers The degree of rivalry between existing competitors

Threat of New Entrants

New entrants to an industry can raise the level of competition, thereby reducing its attractiveness. The threat of new entrants largely depends on the barriers to entry. High entry barriers exist in some industries (e.g. shipbuilding) whereas other industries are very easy to enter (e.g. estate agency, restaurants). Key barriers to entry include

Economies of scale - Capital / investment requirements - Customer switching costs - Access to industry distribution channels - The likelihood of retaliation from existing industry players.

Threat of Substitutes

The presence of substitute products can lower industry attractiveness and profitability because they limit price levels. The threat of substitute products depends on:

- Buyers' willingness to substitute - The relative price and performance of substitutes - The costs of switching to substitutes

Bargaining Power of Suppliers

Suppliers are the businesses that supply materials & other products into the industry.

The cost of items bought from suppliers (e.g. raw materials, components) can have a significant impact on a company's profitability. If suppliers have high bargaining power over a company, then in theory the company's industry is less attractive. The bargaining power of suppliers will be high when:

- There are many buyers and few dominant suppliers - There are undifferentiated, highly valued products - Suppliers threaten to integrate forward into the industry (e.g. brand manufacturers threatening to set up their own retail outlets) - Buyers do not threaten to integrate backwards into supply - The industry is not a key customer group to the suppliers

Bargaining Power of Buyers

Buyers are the people / organisations who create demand in an industry. These five "competitive forces" are

- The threat of entry of new competitors (new entrants) - The threat of substitutes - The bargaining power of buyers - The bargaining power of suppliers - The degree of rivalry between existing competitors

Threat of New Entrants

New entrants to an industry can raise the level of competition, thereby reducing its attractiveness. The threat of new entrants largely depends on the barriers to entry. High entry barriers exist in some industries (e.g. shipbuilding) whereas other industries are very easy to enter (e.g. estate agency, restaurants). Key barriers to entry include

- Economies of scale - Capital / investment requirements - Customer switching costs - Access to industry distribution channels - The likelihood of retaliation from existing industry players.

Threat of Substitutes

The presence of substitute products can lower industry attractiveness and profitability because they limit price levels. The threat of substitute products depends on:

- Buyers' willingness to substitute - The relative price and performance of substitutes - The costs of switching to substitutes

Bargaining Power of Suppliers

Suppliers are the businesses that supply materials & other products into the industry.

The cost of items bought from suppliers (e.g. raw materials, components) can have a significant impact on a company's profitability. If suppliers have high bargaining power over a company, then in theory the company's industry is less attractive. The bargaining power of suppliers will be high when:

- There are many buyers and few dominant suppliers - There are undifferentiated, highly valued products - Suppliers threaten to integrate forward into the industry (e.g. brand manufacturers threatening to set up their own retail outlets)

- Buyers do not threaten to integrate backwards into supply - The industry is not a key customer group to the suppliers

Bargaining Power of Buyers

Buyers are the people / organisations who create demand in an industry

The bargaining power of buyers is greater when

- There are few dominant buyers and many sellers in the industry - Products are standardised - Buyers threaten to integrate backward into the industry - Suppliers do not threaten to integrate forward into the buyer's industry - The industry is not a key supplying group for buyers

Intensity of Rivalry

The intensity of rivalry between competitors in an industry will depend on:

- The structure of competition - for example, rivalry is more intense where there are many small or equally sized competitors; rivalry is less when an industry has a clear market leader

- The structure of industry costs - for example, industries with high fixed costs encourage competitors to fill unused capacity by price cutting

- Degree of differentiation - industries where products are commodities (e.g. steel, coal) have greater rivalry; industries where competitors can differentiate their products have less rivalry

- Switching costs - rivalry is reduced where buyers have high switching costs - i.e. there is a significant cost associated with the decision to buy a product from an alternative supplier

- Strategic objectives - when competitors are pursuing aggressive growth strategies, rivalry is more intense. Where competitors are "milking" profits in a mature industry, the degree of rivalry is less

- Exit barriers - when barriers to leaving an industry are high (e.g. the cost of closing down factories) - then competitors tend to exhibit greater rivalry.

The bargaining power of buyers is greater when

1. There are few dominant buyers and many sellers in the industry 2. - Products are standardize 3. - Buyers threaten to integrate backward into the industry 4. - Suppliers do not threaten to integrate forward into the buyer's industry 5. - The industry is not a key supplying group for buyers

Intensity of Rivalry

The intensity of rivalry between competitors in an industry will depend on:

1. The structure of competition - for example, rivalry is more intense where there are many small or equally sized competitors; rivalry is less when an industry has a clear market leader

2. The structure of industry costs - for example, industries with high fixed costs encourage competitors to fill unused capacity by price cutting

3. Degree of differentiation - industries where products are commodities (e.g. steel, coal) have greater rivalry; industries where competitors can differentiate their products have less rivalry

4. Switching costs - rivalry is reduced where buyers have high switching costs - i.e. there is a significant cost associated with the decision to buy a product from an alternative supplier

5. Strategic objectives - when competitors are pursuing aggressive growth strategies, rivalry is more intense. Where competitors are "milking" profits in a mature industry, the degree of rivalry is less

6. Exit barriers - when barriers to leaving an industry are high (e.g. the cost of closing down factories) - then competitors tend to exhibit greater rivalry.

FOLLOWING ARE THE COMPITITORS OF ING VYASYA FINANCIAL SERVICES

o HDFC

o ICICI

o YES BANK

o KOTAK MAHINDRAS

o FEDERAL BANKS

o AXIS BANKS , Many other banks

Competitive position of ING financial Services

ORGANIZATION CHART

INTRODUCTION

Organization structure refers to the formal configuration between individual and group with the allocation of the tasks , responsibility and authority within organization .It depicts the authority and responsibility relationship between the various positions in the organization by showing who reports to whom, since these position are held by various persons , the structure is the relationship among people in the organization . The framework of an organization is the structure , where the job of each and every person is defined , described & co-ordinated to achieves the goals .Under organization structure we consider control and command and the division of the work.

ORGANIZATION STRUCTURE OF ING VYASYA FINANCIAL LIMITED

The organization structure of ING Vyasya Financial Ltd. Is consist of a board which is broadly divided in Board Credit Committee and Audit committee of board and it comprises of Managing director and CEO and again two subdivision of corporate secretory and chief audit executive . The Managing Director and CEO handled the Following division of country Head

RETAIL BANKING

WHOLESALE BANKING

PRIVATE BANKING

OPERATION

HUMAN RESOURSES

CHIEF FINANCIAL OFFICER

CHIEF RISK OFFICER

FUNCTION DEPARTMENT DETAILS

INTRODUCTION

Its very essential for any organization to have different department to handle its activities to accomplish its objectives .Majority of the organization today have distributed activities into various department to function smoothly . The various department which most of the organization are marketing, finance, human resources. Operation, credit sales, debit etc .These different department is allotted with different function as per there nature. All the department of organization work together to achieve their goals as well as organizational goals.

This chapter gives the in function regarding the functionary of various department of the ING. The different departments are

Operation

Credits

Administration

Cash

OPERATION

The major Function of the operation department is to carry out the operation of the bank. The different operation which bank causes out are opening saving account , current account , fixed Deposits , Counter transaction & selling other products of the bank

SAVINGS ACCOUNTS

Savings accounts are accounts maintained by retail financial institutions that pay interest but cannot be used directly as money (for example, by writing a check). These accounts let customers set aside a portion of their liquid assets while earning a monetary return. For the bank, money in a savings account may not be callable immediately and therefore often does not incur a reserve requirement freeing up cash from the bank's vault to be lent out with interest.

THINGS TO CONSIDER WHILE OPENING A SAVING ACCOUNT

Everyone has different financial goals, both long and short term. These will determine whether you can put money aside, influence the type of account you choose and how much you want to save. We offer a wide range of different savings accounts and can help find the best one for you.

As part of our commitment to helping you make an informed decision, here are some things to consider when you choose a savings account.

Does a savings account work for me? What commitment do I need to make? What else should I think about before I commit?

CURRENT ACCOUNT

In economics, the current account is one of the two primary components of the balance of payments, the other being the capital account. The current account is the sum of the balance of trade (exports minus imports of goods and services), net factor income (such as interest and dividends) and net transfer payments (such as foreign aid).

The current account balance is one of two major measures of the nature of a country's foreign trade (the other being the net capital outflow). A current account surplus increases a country's net foreign assets by the corresponding amount, and a current account deficit does the reverse. Both government and private payments are included in the calculation. It is called the current account because goods and services are generally consumed in the current period.[

Fixed Deposit

Flexibility of tenure - 7 days to 10 years Liquidity

o Premature / Partial withdrawal permitted (subject to applicable charges) o Loan / Overdraft upto 90% of FD amount o Option of monthly / quarterly payout available

Competitive interest rate - Know interest rates for various tenures Convenient ways to open a FD

o Internet Banking o Phone banking o ING Bank Branch

TAX IMPLICATION

The amount invested in fixed deposit with a maturity periods with a maturity period of 5 years in a scheduled bank eligible for tax deduction under sec80c.however the interest earned on the deposit is taxable.

Ta x will be deducted at the sources if the interest income on a fixed deposit per annum exceeds Rs 10000.

CREDIT DEPARTMENT

This department deals with issuing credit or lending money to customer. The bank lends money to the customer at some interest rate and recovers the same from the customer after a fixed duration of the time and managing NPA(non performing assets)

Loan is that amount of money which a person owns from others to fulfill his/her needs and repays it on a future date with some extra amount which is called interest .the ING bank ltd has categories

Home loan

Home equity loan

Personal loan

Loan against securities

NRI home loan

HOME LOAN

Is it an apartment you are looking for or a penthouse? Your search for a Ideal Home ends at ING , you can avail Home Loans from ING for constructing a home, purchasing a ready built house/flat, or even for refinancing existing loans. We offer you a bundle of benefits on Home loans to ensure that you realise your long cherished dream of owning a Home.

1. Attractive Interest Rates. 2. Funding upto 80% of the cost of Property*. 3. Floating Rate loans linked to HPLR i.e. Home Loan Prime Lending Rate. 4. EMI on a monthly reducing balance method. 5. Flexible Repayment Options, Maximum Loan Tenor upto 20 years. 6. Nil penalty on partial pre-payments.** * Allotted by Government. * Approved by Government (initially developed and sold by Registered House Building Cooperative Society or Private Developer of repute). Government Bodies include Urban Development Authority / Corporation / DTPA (District Town Planning Authority)

HOME EQUITY LOAN

A home is more than just a house. It is the sum total of your dreams, aspirations and the love that binds your family. Sometimes, there are situations that demand finance on a large scale like when your children get married, go abroad for higher studies, when you need to provide medical care to your aged parents, fulfill any business need or any other exigency. At these times, you decide to leverage your house as equity for raising a loan. We understand your need to support your family and look towards their well-being. Keeping in mind, your needs, your concerns and worries, we have come up with a Home Equity Loan which is a hassle-free and low cost solution that makes finance available to you against your free, unencumbered residential property. Home Equity Loan can be utilized to close down your high cost borrowings and safeguard your dignity.

PERSONAL LOAN

There are various needs in our life which cannot be postponed, whether its your home renovation, wedding in your family, education expenses, business expansion, holiday plans and so on. Whatever be the occasion, INGs Personal Loan can help. The loan procedure is simple, minimal documentation and loan processing time is really fast!

1. Loan up to 15 Lac* 2. Attractive Interest Rate & Processing charges 3. Easy documentation 4. Speedy loan processing 5. Hassle free loans - No security/collateral required. 6. Flexible repayment options 7. Personalized and professional service 8. Special Schemes for salary account holders with ING Vysya Bank.

LOAN AGAINST SECURITIES

ING presents Loan Against Securities so that you can enjoy the benefit of your securities without compromising on liquidity. Whats more, pay interest only on the loan you use, for the time you use it! Get loan against an exhaustive list of shares and mutual funds , with easy documentation and attractive interest rates. With ING LAS, Jiyo Easy!

NRI HOME LOAN

ING's NRI Home Loans are offered to all NRI's/PIO's for the purchase, construction, repair /renovation /alteration of a house or a composite loan. Loan Amount - Minimum amount of the loan is Rs. 5 Lacs and Maximum amount is Rs. 300 Lacs in all the metros, Bangalore, Pune and Chandigarh. Customers located in all other cities where the bank provides Home Loans can avail uptoRs. 1 crore. ADMINISTRATION This department look after the general administration of the branch .This includes HRD , leaves of employees , salary, infrastructure etc.The branch manager is in charge of the department .The general administration take care of the whether the branch of functioning as per the bank policies or not .the HRD includes the working hours of the branch, assigning jobs to the employees , looking after the needs of the employees and their satisfaction .The administrative department also take care of employees leaves and job rotation and also for the substitution of the employees if any employees is on long leaves .the administrative department also look after the infrastructure of all branch include the spacious premises ,proper and comfortable setting arrangement for both staff and customer , proper ventilation and sanitation facilities for the staff on bank should be provided . CASH This department as the name suggest deals with the cash .The cashier is responsible for their department .This department handles the incoming and outgoing cash .Incoming cash is cash which the customer deposits or banks get some kind of payment or income .The outgoing withdraw or if the bank has to make some payments .The cash department also takecare of exchange of soiled notes .Customers come to bank for the exchange of soiled notes .The cash department gives the customers good note sin returns of soiled notes .

SWOT ANALYSIS

ING vyasya Is a finance company and they have some internal and external Swot analysis of company .SWOT analysis is a strategic planning method used to evaluate the Strengths, Weaknesses/Limitations, Opportunities, and Threats involved in a project or in a business venture. It involves specifying the objective of the business venture or project and identifying the internal and external factors that are favorable and unfavorable to achieve that objective.Setting the objective should be done after the SWOT analysis has been performed. This would allow achievable goals or objectives to be set for the organization.

Strength :characteristics of the business, or project team that give it an advantage over others

Weaknesses (or Limitations): are characteristics that place the team at a disadvantage relative to others

Opportunities: external chances to improve performance (e.g. make greater profits) in the environment

Threats: external elements in the environment that could cause trouble for the business

SWOT ANALYSIS OF ING VYASYA

INTERNAL EXTERNAL

STRENGTH WEAKNESS OPPURTUNITY THREAT

The aim of any SWOT analysis is to identify the key internal and external factors that are important to achieving the objective. These come from within the company's unique value chain. SWOT analysis groups key pieces of information into two main categories:

Internal factors The strengths and weaknesses internal to the organization.

External factors The opportunities and threats presented by the external environment to the organization.

The internal factors may be viewed as strengths or weaknesses depending upon their impact on the organization's objectives. What may represent strengths with respect to one objective may be weaknesses for another objective. The factors may include all of the 4P's; as well as personnel, finance, manufacturing capabilities, and so on. The external factors may include macroeconomic matters, technological change, legislation, and socio-cultural changes, as well as changes in the marketplace or competitive position. The results are often presented in the form of a matrix.

STRENGTH,WEAKNESS, OPPORTUNITY, THREAT OF ING VYASYA FINANCIAL LTD

STRENGTH

This is a brand equity in India.

ING Vysya Financial ltd is a largest private sector in India.

Highly competent and dedicated employes .

High rate of job securities.

Huge client base.

Excellent infrastructure.

WEAKNESS

Straight rules

Union interventions

Employees legislation and acts

Insufficient advertisement policy

The company is not known in rural areas by general people

OPPORTUNITY

Global market expanding

Industrial growth upwards

Large employee youth

Bench marking and best implementation

THREAT

Fast changing market condition

High competition by capital-rich finance sector

High interest rate in view ofoverheads

Age Factors of employees.

SPECIAL TASK

RECRUITMENT

BACKGROUND VERIFICATION

RECRUITMENT

INTRODUCTION

The recruitment industry is based on the goal of providing a candidate to a client for a price. On one end of the spectrum there are agencies that are paid only if they deliver a candidate that successfully stays with the client beyond the agreed probationary period. On the other end of the spectrum there are agencies that are paid a retainer to focus on a client's needs and achieve milestones in the search for the right candidate, and then again are paid a percentage of the candidate's salary when a candidate is placed and stays with the organization beyond the probationary period. Today's (March 2011) recruitment industry is fairly competitive, therefore agencies have sought out ways to differentiate themselves and add value by focusing on some area of the recruitment life cycle. Here are five types of typical agencies.

Recruitment refers to the process of attracting, screening, and selecting qualified people for a job. For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies.

The recruitment industry has four main types of agencies: employment agencies, recruitment websites and job search engines, "headhunters" for executive and professional recruitment, and niche agencies which specialize in a particular area of staffing. Some organizations use employer branding strategy and in-house recruitment instead of agencies. Recruitment-related functions are generally carried out by an organization's human resources staff.

The stages in recruitment include sourcing candidates by advertising or other methods, screening potential candidates using tests and/or interviews, selecting candidates based on the results of the tests and/or interviews, and on-boarding to ensure the candidate is able to fulfill their new role effectively.

The organization have to recruit people with requisites skills , qualification and experience ,if they have to survive and flourish in a highly competitive environment , they have to be sensitive to economic , social , political , and legal factors within a country.to be effective , they need to tap all available sources of supply , both internal and external . internal promotion and transfer boost the morale of people who have served loyally for a number of years .External sources need to be explored regularly to bring qualified people with lots of ideas into the firm.

METHOD OF RECRUITMENT

Internal methods

Promotions and transfer Job postings Employee referrals Campus recruitment Advertisements

External method

Private employee search firm Employement exchange Gate hiring and contractors Unsolicited application Internet recruiting

OBJECTIVES OF RECRUITMENT

1. Support the organization ability to acquire, retain and develop the best talent and skills. 2. Determine present and future manpower requirements of the organization in coordination

with planning and job analysis activities. 3. Obtain the number and quality of employees that can be selected in order to help the

organization to achieve its goals and objectives. 4. Create a pool of candidates so that the management can select the right candidate for the

right job from this pool 5. Attract and encourage more and more candidates to apply in the organization 6. Increase the pool of candidates at minimum cost. 7. Acts as a link between the employers and the job seekers 8. Infuse fresh blood at all levels of the organization 9. Meet the organization's legal and social obligations regarding the composition of its

workforce. 10. Increase the effectiveness of various recruiting techniques

BACKGROUND VERIFICATION

Introduction

A background check or background investigation is the process of looking up and compiling criminal records, commercial records and financial records (in certain instances such as employment screening) of an individual.

Background checks are often requested by employers on job candidates, especially on candidates seeking a position that requires high security or a position of trust, such as in a school, hospital, financial institution, airport, and government. These checks are traditionally administered by a government agency for a nominal fee, but can also be administered by private companies. Results of a background check typically include past employment verification, credit score, and criminal history.

Background Verification Process At IVBL

1. Introduction Background Verification Process (BGV) is one of the corner stones of the anti-fraud programme. A robust BGV approach creates the opportunity for an integrity check prior to employing staff and therefore reduces security and reputation risks. The mandatory elements of BGV process comprise of the check of identity, qualification, reliability and criminal background of individuals who ING Vysya Bank Limited (IVBL) intends to employ or engage. 2. Objective In order to minimize the risk of fraud, theft and other security risks, BGV must take place. The objective of the process is to:

Strengthen the pre employment screening process and lay down clear guidelines to be followed during hiring.

Adopt the best practices in ING Group for compliance with respect to BGV Process. 3. Coverage This process applies to all individuals whom IVBL intends to employ or engage, including those contracted by, hired by or posted to IVBL as a temporary worker, management adviser, software developer, consultant, cleaning and facility staff, and in any other category of employment or engagement. This process does not apply to the engagement of professional services organizations (such as accounting firms, actuarial firms, investment banking firms, law firms and similar organizations) that generally adhere to their own regulations. 4. Scope 4.1 IDENTITY CHECK AND ADDRESS VERIFICATION IDENTITY CHECK The identity of the applicant shall be verified based on official, valid and original documents like

PAN card Valid Driving License provided period of validity has not expired Indian Passport provided period of validity has not expired Voters Identity Card Ration card Social Security Number (SSN)

A copy of an original document shall be made and kept in the applicants personal file. ADDRESS VERIFICATION The address of the applicant can be verified with the Valid Driving License provided period of validity has not expired, Indian Passport provided period of validity has not expired.

4.2 QUALIFICATION CHECK The goal of the qualification check is to assess the authenticity of the represented certificates and other documents confirming the applicants educational background. The basis for the qualification check is the applicants curriculum vitae in connection with the applicable job requirements. Verification can be done by providing of original documentation, confirmation by educational institutions or other means providing reasonable verification. Copies of the original document/s and/or a report that describes the method by which the authenticity was verified shall be kept in the employee file. 4.3 RELIABILITY (REFERENCE) CHECK It is essential that sufficient weight is assigned to the trustworthiness of the person concerned. The reliability check focuses on, but is not limited to, fraud, corruption, unlawful withdrawals for personal benefit and deceit. There are several ways of assessing someones reliability. Some actions are mandatory, some are optional. Mandatory actions Previous employers for the last five years have to be queried to validate the applicants dates of

employment and his/her trustworthiness. If the person concerned has an employment history shorter than five years, this condition will apply to this shorter period.

During the application procedure the applicant must be asked to mention any incidents that might count in the assessment of his or her trustworthiness.

The results of the mandatory actions must be kept in the employee file. The failure of a previous employer to respond to an inquiry should not, in itself, be deemed sufficient to deny employment, since the policy is risk based. Optional actions: References and/or previous employers may be contacted with regard to the applicants

competency, gaps in employment, doubtful statements in the applicants curriculum vitae, the reasons previous employment was terminated, or other information deemed relevant to the hiring of the applicant.

Inquiries in open sources (like internet) or sector warning systems (if available) may lead to useful information about the applicant.

4.4 CRIMINAL CHECK A criminal check to determine if the applicant has a record of a criminal conviction shall be performed. A conviction will not automatically disqualify an applicant from employment, except where required by local law or regulatory regulation or to satisfy other business requirements (e.g. bonding, licensing). There should be a relevant relationship between the offence the applicant was convicted for and the risks of sound operational management in case of recidivism. A criminal check should include but not be limited to police verification. The results of the criminal background check have to be filed in the employee file. In order to avoid employment of individuals suspected of terrorism or terrorist financing the name, date of birth and/or other relevant data of applicants have to be checked against the Freeze lists prior to employing.

4.5 NATURE AND EXTENT OF BACKGROUND VERIFICATION PROCESS The nature and extent of BGV process depends on the following factors:

1. Risk profiling of the process to be employed in, in terms of extent of customer interaction, access to IVBL assets including information.

2. Position/ level in IVBL The risk profiling of the process shall be reviewed periodically and at least annually. Nature of pre-employment screening

Applicability Responsibility

Identity Check All categories HR Business Partner / Staffing Team (Talent Acquisition Team)

Address Verification All categories External agency Qualification Check All categories External agency Reference check from former employers

All categories External agency

Police Verification All categories External agency Criminal Check All categories External agency

ING VYSYA BACKGROUND VERIFICATION COMPANY

MATRIX COMPANY.

RESEARCH DESIGN

INTRODUCTION

Research design is simply a plan for a study .This is used as a guide in collecting and analyzing a data.It can be called a blue print to carryout the study.it is a plan made by an architech to build the house , if a research is conducted without a blue print ,the result is likely to be different from what is expected at the start.

Features of research design

It is a plan that specifies and types of information relevant to the research problems .

It is a strategy specifies which approach will be used for gathering and analyzing the data.

It also include the time and cost budgets since most studies are done under these two constraints.

TYPES OF RESEARCH DESIGN

RESEARCH DESIGN

EXPLORATORY DESCRIPTIVE CASUAL

RESARCH DESIGN IN RECRUITMENT AND EMPLOYEE VERIFICATION

FINDING /SUGGESTION /CONCLUSION

FINDINGS ORGANIZATIONAL STUDY

The organization maintain the strict code of discipline.

The coordination between the department is very good.

Employees of the bank are friendly with there customer.

Bank managers is close to the customer and give suggestion to them.

Each employees has a clear idea of his work responsibility.

The policy of the bank is strictly followed.

FINDINGS OF THE SPECIAL TASK

I have done the specials task in Recruitment and employee verification. Following are the findings of the special tasks.

Once employees get joined in ING vyasya. The company goes for the employee verification to get the loyal employees.

The employees verification process is completed by the Matrix company with in 15 days and company pays based on the cases to the Matrix.

In the recruitment process the company follows the naukri job portals , campus recruitment , walk-in and advertisement.

Recruitment process is done based on the requirement.

Recruitment process is done by the HR team, Regional manager, Business manager

Pan India Hr team is responsible to fulfill the requirement in all over the country branches.

We have conducted the initial round of the interview of the candidates and found that some candidates have knowledge but dont have ability to express, some candidates expects more than the degree and knowledge, few candidates are really capable for work.

SUGGESTIONS

Bank need the development of the infrastructure.

Bank should open more ATM machine.

They should use the latest software.

Should open more branch in India for the growth of the bank.

Should provide proper dining facilities to the employees.

Should increase the salary of employees.

CONCLUSION

In this 45 days of internship in ING Vysya Financial Services Limited , I have learnt a lot of Corporate ethics and got confidence that I can work in the corporate world .INGs member supported us in enhancing our skills, knowledge and ability and to do better work. Clearly understand the banking industry and Hr work. In the process of Recruiting, Background Verification.

I am really thankful to those who gave the opportunity to do an internship on ING Vysya Financial Services Limited.

I am also thankful to my project guide Assistant Prof. R. Nagaranjan who have guided me to complete this project properly and sincerely, a heart full thanks to our Head of the Department, Prof. Sreekiran.

A special thanks to all the members of ING VYSYA FINANCIAL SEVRICES LTD.

BIBLIOGRAPHY

WWW.GOOGLE.COM

www.ingvyasyabank.com

Human Recourses management(AIMA)

ANNEXURE

Internal Job Posting - Applicant Form Position Applying for CURRENT DETAILS

POSTING DETAILS in ING Vysya Bank:

Duration (Day/Month/Year)

Department

Location Mega Region

Role / Designation

From To

EDUCATION: Highest Level Academic:

Year of Completion

Professional Qualifications:

Year of Completion

CAREER HISTORY (Start with the Experience at ING Vysya Bank and then previous employers)

Duration (Date/Month/Year) Job Title/ Designation Company/Location Major Responsibilities Handled From To

Position Title Location

Date of Application

Name Employee Number

Designation Current Location

Current Job Band / Scale

Department Start date in Current Location

Date Of Joining Mega Region /CO

Reporting Managers Name

Applicants Contact Number

Date Of Birth Email ID

MAJOR TRAINING / DEVELOPMENT PROGRAMMES ATTENDED:

(a) In ING Vysya Bank:

(b) Externally (If any)

MOBILITY:

Please indicate extent of mobility: Geographic (willingness to work in other states than your home base):

Functional (willingness to work in other functions or other businesses:

Briefly describe the skills acquired through work experience, training and or education that qualify you for this position

Required Signature (If sending it through Fax)

Employee (Signature)

Date

General Guidelines

o Upon the completion of the form Please route to the Staffing Section (CO) via email/fax o A copy of the mail has to be marked / forwarded to the current Reporting Manager/Regional Head.

The Staffing section (CO) will get in touch with all the applicants upon the receipt of the completed form within one week from the date of closure of the IJP.

Have You Applied for any other IJP (Yes or No)

If Yes: IJP (Position) Applied for

Date of Application

For HR Use Only (Comments) Received On:

Frequently Asked Questions Role Based Leveling Applicable for CTC employee effective October 1, 2008

What is the new role based framework?

All standard roles have been sized using the Hay methodology and based on the size of various roles, an appropriate role based framework has been developed that will reflect the different levels of roles across the organization.

What are the various levels of roles in the organization?

All roles based on the Hay methodology have been aligned to the following bands and levels. Band A- EMC Band B- B20 and B21 Band C- C18 and C19 Band D- D16 and D17 Band E- E14 and E15 Band F- F12 and F13 Band G- G10 and G11

Who was involved in the Sizing of roles? The Executive Management committee has been collectively involved in this exercise. The Hay Group facilitated the exercise.

Why are we moving to a new role based framework?

This will provide us with a framework that will help us match individual strengths to role requirements and will also be the rationale for managing key HR processes like promotions, transfers, recruitments, talent management, succession planning etc.

Who is this applicable for? And what is the effective date?

All CTC employees will be aligned to the new role based framework. This will be effective October 1, 2008

What does this imply for a CTC employee?

All CTC employees will be mapped to the new job band and level as described above. There will be no reference to the old scales going forward. Benefit entitlements will be aligned to the new job band /level

How has an individual been mapped to a particular band and level?

An individual has been mapped to a particular band and level based on the role being currently performed by the individual. The sizing exercise has been carried out purely from a role perspective. Only roles have been sized; not individuals performing the role and therefore the mapping has no linkage to individual competencies.

If I have a disconnect with the sizing of my role, how can I address it?

A review process has been set up to address individual concerns on the sizing of the role. An employee can send a mail to reviewcom@ingvysyabank.com. Please refer to the HR intranet for details.

Is there no weightage given to seniority and experience? The Hay model has experience and seniority built in as one of the parameters for sizing.

What are the benefits/ terms and conditions that will get aligned to the new band and level?

The following benefits will be aligned to the new band and level: Hospitalization Life Insurance Personal Accident Credit Card (Wherever applicable) Travel Policy Telephone Reimbursement (Wherever applicable) Relocation reimbursement on transfer CTC compensation related entitlements (Company Car, Employee owned car and Leased Accomodation and applicable basic) Notice Period Clause The detailed policies will be hosted on the HR intranet.

What are the benefits/ terms and conditions that will get aligned to the new band and level?

The following benefits will be aligned to the new band and level: Hospitalization Life Insurance Personal Accident Credit Card (Wherever applicable) Travel Policy Telephone Reimbursement (Wherever applicable) Relocation reimbursement on transfer CTC compensation related entitlements (Company Car, Employee owned car and Leased Accomodation and applicable basic) Notice Period Clause The detailed policies will be hosted on the HR intranet.

What is the implication of the alignment of benefits to the new Bands and levels?

Consequent to the role based leveling if the entitlements have moved up from the current level, then the revised benefits as applicable for the band to which the employee has been mapped to will apply. However as a consequence of the re alignment, if the entitlements drop from the current level, then the current level of entitlements will be protected.

Will there be a compensation revision as a consequence of this exercise?

No.

Will this mean that all employees in the same role / level will receive the same compensation?

No. Compensation will continue to vary based on the Market /line of business / Role / individual. Role based framework will provide a more data based and structured framework for benchmarking.

Is there a co- relation between the old scales and the new job bands

There is no co- relation.

Can an employee share his/her band and level? The individual band and level communicated is between an employee and his/her supervisor.

Will employees know what are the various roles across functions and what is the level for the various roles?

Yes. We will shortly display the role framework, which will have the listing of standard roles (across functions) and the appropriate level /band for the roles.

What happens to my current scale based designation?

All CTC employees will now have a role title that will be used on visiting card (if applicable) and e-mail ID.

How will promotions happen? Promotions going forward will be based on vacancy and role based progression. I.e. movement from the current level to a higher level based on role change. The revised Promotion process will be shortly announced.

What happens to the IJP process? The IJP process will continue as before and will have reference to roles.

If I apply through an IJP for a role that is at a higher level than my current role, will I get the revised level?

The movement to the next level will not be on immediate selection through an IJP. Based on readiness and performance in the new role, the employee will be considered for a level change in the immediate or the next promotion cycle.

Can I move up more than one level by taking on a higher role?

Yes. As per the IJP process the employee will be aligned to the corresponding level as per the role assumed. However this will be based on readiness and performance in the new role.

Can I apply / move to roles that are lower than my current job role level?

No.

How often will the roles and the sizing be reviewed? Who will review these roles?

It will be an annual process. A review committee comprising of EMC members and senior leadership team will review the roles.

If as a consequence of the review, a role moves up will the employee performing that role get an automatic level change?

In the next promotion cycle the employees; name will be considered for a level change.

For further details on the process and the Hay methodology please refer to the ppt on Role Based leveling on the HR intranet.

QUESTIONARE

Questioner for Candidates of Banking Sales.

For ING VYSYA BANK..

1. How was your day? 2. Introduce yourself? 3. What is your family background? 4. Why u need this job? 5. Tell me something about your previous work experience (if

experienced)? 6. What is d reason of leaving d company? 7. Where do u see yourself 5 years down d line? 8. Why have u chosen our company? 9. If youre selected what is your opinion on d job? 10. What is your salary expectation? 11. When can u join?

Version: 1.0 Compiler: HR Team Process Name Full & Final Settlement Process Process Owner CTC Helpdesk Author CTC Helpdesk Approver: Asst. VP/ Asso. VP Date of creation of this document: 20/05/2007 Process Expiry Date

Process: Full & Final Settlement Process Process Summary (High level information about this process)

Full and Final Settlement will be done for all the resigned employees to settle their salary dues or to recover the dues from the employees at All the levels

Objective (of the process) This process has been done for settling the employees due from the bank or to receive the employees due to the bank Eligibility (scope of coverage for this process)

For all resigned employees of ING Vysya Bank at all the levels

Exclusions (all exclusions for this process)

NIL

Assumptions (all necessary assumptions made for this process) NIL

Definitions (all relevant definitions elaborated for clarity) Full & Final settlement is the process done for employees those who are resigned and relieved from the services of the bank, we will be settling their final salary dues or will be recovering the due from the employees. Process Start - Business Event Trigger (What will initiate this process) Once we get the relieving status & the relevant input from the HRD Promotion & Terminal Benefit Section

Process End - What will complete this process When resigned employee received their Full & Final settlement credited to their SB a/c

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Version: 1.0 Compiler: HR Team Process Name Full & Final Settlement Process Process Owner CTC Helpdesk Author CTC Helpdesk Approver: Asst. VP/ Asso. VP Date of creation of this document: 20/05/2007 Process Expiry Date

Data Retention Period - To mention the timeline for retention of data with respect to this process 2 Years in CTC Helpdesk and 5 Years in old records Exceptions to this process - To mention all relevant scenarios which act as exceptions to this process.

NIL

Approving Authority and Relevant Matrix for approval - To mention the process of approvals for

this process. Level I (at a team member Level II (at a process owner Level III (at a process lead level)

level) level) DEO/Associate Asst. Manager Asst. VP / Asso. VP

Relevant Matrix elucidating the centralized and decentralized process/ procedures between Process Owners and Regional HR.

NIL

Point of contacts for this process at Corporate HR and Regional HR Level:

CTC Helpdesk

Process Map (detailed process flow chart capturing this process, including the roles and responsibilities of the process owners

Attached at the end of this document

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Version: 1.0 Compiler: HR Team Process Name Full & Final Settlement Process Process Owner CTC Helpdesk Author CTC Helpdesk Approver: Asst. VP/ Asso. VP Date of creation of this document: 20/05/2007 Process Expiry Date

Detailed Description of this process (Steps in the process):

CTC helpdesk will receive input from the HRD Promotion & Terminal Benefit Section every week

Saturday

The inputs will be verified and if any modifications will be done at CTC Helpdesk and it will

be forwarded to Cross Domain on every Monday

Cross Domain will send the full & final settlement calculations to CTC Helpdesk within 4 working days

CTC Helpdesk will validate the calculations and revert to Cross domain if any changes need to be done,

and get the correct calculation

The settlement vouchers will be prepared from CTC Helpdesk, get it approved and it will be sent to

Finance & Accounts Dept., after passing the entries credit advice will be sent to branch by Finance

team, branch will credit the settlement amount to employees SB a/c.

Responsibilities Matrix between the process owner and Team member(s) at the Corporate Office and Regional HR

Process Name Team Member Process Owner Regional HR Partner/ Co-ordinator

Full & Final Settlement DEO/Associate Asst. Manager Asst. VP / Asso. VP Process

Escalation Matrix Level I (at a team member Level II (at a process owner Level III (at a process lead level)

level) level)

Annexure: a) Relevant templates for this process

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Version: 1.0 Compiler: HR Team Process Name Full & Final Settlement Process Process Owner CTC Helpdesk Author CTC Helpdesk Approver: Asst. VP/ Asso. VP Date of creation of this document: 20/05/2007 Process Expiry Date

Full and Final settlements Start

Ensure receipt of the

relieved employees inputs from Terminal benefits section

Resp : CTC Helpdek Timeline : Every Friday

Validation of input file Resp : CTC Helpdek Timeline : Every Saturday

Check for clarifications if anything w.r.t. input with Terminal benefits section

Resp : CTC Helpdek Timeline : Every Saturday Incorporating additional information / details regarding F & F inputs if

any Resp : CTC Helpdek

Timeline : Every Saturday

Input file sent to Cross Domain Resp : CTC Helpdek Timeline : Monday

Send the F& F calculations to CTC Ensure Individual

Helpdesk calculations on F & F sent Resp : CTC Helpdek to employees with

Timeline : tentative date of credit * 1 to 21st - 4 days Resp : CTC Helpdesk * 22nd to 26th - 6 days Timeline : 24 hrs * 27th to 31st - 4 days)

Prepare vouchers and Ensure credit done to send it to Finance for employees SB A/c

payment through Finance Resp : CTC Helpdek Resp : CTC Helpdek

Timeline: within 24 hrs Timeline: within 24 hrs

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Leave Policy for Officers under CTC

( Effective from 01.01.2008 )

All leave must be applies through Peoplesoft HCM tool only.

Leave application must be either applied / approved before leave dates or within 3 working days of

resuming duty.

PRIVILEGE LEAVE Maximum No. of days

Pattern of utilization of leave Carry forward facility

Maximum Accumulation of Privilege leave

for CTC officers in service - Not

Encashable

SICK LEAVE Maximum

30 working days in a year to be credited in advance on 1st

January every year / pro-rata @ 2.5 days per month from the

date of joining.

Minimum: 1 day

Compulsory availment: Minimum 12 days at a stretch once in a

calendar year.

Maximum: Open

Unutilised PL from any of previous years can be carried forward

upto a max of 30 days. This is irrespective of the previous year in

which it was accrued. Any unutilised leave in excess of 30 days

will be lapsed. This means at no point can any employee have

more than 60 days PL.

60 days (30 days advance PL credited as on 1st January for the

current year+ maximum of 30 days of permissible Carry

forward from the previous years).

No Leave Encashment is done for PL.

In case of health problems resulting in hospitalization / advice of

bed-rest by the competent medical practitioner, the Head of the

Department / Zonal Head can decide sanctioning up to 30 days of

sick leave in a year on full pay over and above the privilege

leave. However the manager can approve such leave only after

the Privilege Leave balance is exhausted.

Pattern of leave

MATERNITY LEAVE

Eligibility

Maximum Pattern of leave

TRANSFER LEAVE

Eligibility Maximum

ANNUAL LEAVE

Eligibility Encashment of leave as of 31.12.2003

30 working days in a year can be availed with the proof of

doctor certificate and approval of supervisor. Special cases up to 90

days leave can be provided.

Intervening Holidays need to be considered while counting the

Leave Event Duration

Eligible to all female employees

90 days can be availed as Maternity Leave; Additional one month

can be availed on production of Doctors certificate. ML also

includes Mis-Carriage/Abortion

Intervening Holidays are considered while counting the Leave

Event Duration

Eligible to all CTC employees if transferred

Maximum of 6 days to be availed if an employee is transferred

from one location to another location. Maximum of one day in

c