1. PRESENTATION
ON
HR PRACTICES
WITH RESPEST TO: SUBMITTED BY:-
LAKSHMI.YADHAV
ANURADHA.MUKKU
HEMANGI.BHISE
REETI.SINGH
2. INTRODUCTION
HRM is that it is the process of managing people in organizations in a
structured and thorough manner.
Human resource management in banking and insurance concentrates
on building employee capabilities. Employee capabilities serve as the
trigger and create growth opportunities for the organization.
Service sectors like banks and insurance are entirely dependent on
the knowledge, expertise, skills, attitudes and quality of human
resources for growth and success. Hence effective management of
human resources is extremely critical in banks and insurance
companies.
3. DEFINITION
Wendell French describes human
resources management as “the philosophy,
policies, procedures, and practices related to
the management of people within the
organization.”
4. HR PRACTICES
Human Resource Planning
Organizational and job design
Staffing
Training and Development
Performance appraisal and Review
Compensation and Reward
Maintaining Effective Employer- Employee Relationship
Healthy & Management
Employee Participation
Organization Improvement
5. HUMAN RESOURCE MANAGEMENT
IN BANKS
HRM IN CO-OPERATIVE BANKS:-
It is said that the HR policies of cooperative banks are totally
dominated by the Registrar of Cooperatives. This is, perhaps, one reason why
the cooperatives are unable to improve themselves.
HRM IN REGIONAL RURAL BANKS (RRBS):-
As regards RRBs, most of them adopt the HR policies of sponsor
banks, which are not appropriate for their special nature.
HRM IN PUBLIC SECTOR BANKS:-
In the recent times, the contours of HR function in public sector
banks are slowly but definitely changing- since 70s- Public Sector Banks (PSBs)
have adopted HRM practices similar to that of Government departments.
Herein HRM did not have a direct role in business development but was more
concerned with centralized recruitment to staff & providing them across the
country.
6. CONT…….
HRM IN PRIVATE BANKS & FOREIGN BANKS
The HR function as practiced by private &
foreign banks is effectively involved in the identification of
specific skills that each job warrants & recruiting suitable
staff by every way possible.
HRM IN PUBLIC SECTOR UNIT BANKS (PSU BANKS)
In the case4 of PSU Banks the recruitment
process is annual & large scale. People are recruited at the
lowest grade & promoted I due course. This makes the career
path of each employee the responsibility of the organization.
This also underlies a belief that anyone can occupy any desk.
7. BANK OF BARODA
Bank of Baroda is the highest profit-making public sector
undertaking (PSU) bank in India and the second largest PSU
bank in terms of number of total business in India.
The Maharaja of Baroda, H. H. Sir Sayajirao Gaekwad III
founded the bank on 20 July 1908.
It was nationalized on 19 July 1969, by GOI.
4168 branches in India
2000 ATMs.
A headquarter is in Vadodara
A corporate headquarter is in Bandra-Kurla complex
Mumbai.
8. HR OBJECTIVES
To initiate & institutionalize
To undertake organizational renewal
To create performance-driven culture
To create business leaders
To build sales and service culture
To create learning organization
9. HR PRACTICES OF BOB
Recruitment and Selection
Training and Development
Performance Appraisal
Employee Involvement and Job Security
Employee relations:
10. HDFC STANDARD LIFE INSURANCE
HDFC Life (HDFC Standard Life Insurance Company) is
an Indian private life insurance company. It is a joint
venture between Housing Development Finance
Corporation Ltd (HDFC) and Standard Life provider of
financial services in the UK. It was established after
private companies were allowed to enter the insurance
industry in the year 2000.
HDFC is 33 year old while Standard life is 185 year of
experience of insurance industry.
11. OBJECTIVES
Managing people to succeed in today‟s highly
competitive global environment is important.
HDFC Standard Life is ethical and honest in the
way it runs its business.
14. SELECTION PROCESS
Aptitude Test
IRDA Exam
Face to face interview
Medical Examination
Background
Offer Letter
15. Job Promotion
Achieving Targets
Holiday Tour
Gift Voucher
Feed back
16. TRAINING AND DEVELOPMENT
• Conducting Induction program regarding the Vision and
Mission of financial Institution
• Basic level orientation programmes
• Talent identification and grooming programmes.
• Provide Training on insurance products
17. • HDFC Life has a policy on re-hiring candidates who
have previously worked with HDFC Life in any role
or Department.
• As per the policy, the concerned candidate should have
a minimum cooling period of six months from his
previous stint with HDFC Life before being re-hired.
18. GOAL
(Go online and Learn)
Access to GOAL is provided also to prospective
employees before joining the organization to make them
feel integrated. Also, a critical piece of the entire
welcoming process is a formal employee feedback
process that happens once in six months for all the
new joinees.
19. SPARSH
To encourage open communication,'Sparsh' is an
employee communication program at HDFC Life
Insurance. It is a town hall activity conducted
annually companywide in the months of November
and December.
20. MISSION IN GENIUS
In 2006, HDFC Life initiated a self-learning tool
for its employees, “Mission in Genius”.
It is acknowledge enhancement initiative that
engages employees through continuously learning and
upgrades their knowledge on the life insurance
industry
21. FUN TIME
As a part of their policy of celebrating good
times, at the beginning of every financial year, the
fun club prepares a theme calendar. The theme of
the month depends on the
Festival/occasion falling in the month. For
example, in August 2011, the theme was „Express
Gratitude'.
22. CONCLUSION
BANK OF BARODA – an International bank of India. As the tag line of the
bank suggests it is the bank which has stepped in the global market and has left
its foot prints everywhere.
Bank of Baroda is an organization which had believed in the saving that every
one has to change with the time.
BOB has always provided the good services and hospitality to its customers the
all branched have been applied with core banking services.
The employees involve themselves in work and are ready to share
responsibilities in the HDFC LIFE.
Seniors guide their juniors and prepare them for the future responsibilities
/roles they are likely to take them up.
Officers in the HDFC LIFE believe that employee behavior can be changed and
people can be developed at any stage of their life.
23. SUGGESTIONS
BOB needs to increase its number of ATMs in the country. Especially in
metropolitan cities. This is because today people don‟t like standing in queues
for withdrawing money.
Bank of Baroda did very well when Rahul Dravid was endorsed as its brand
ambassadors. Today BOB has no ambassadors. Therefore it should endorse
someone as their icon.
The personnel policies regarding placement, promotion, training and development
have to be implemented in a flexible manner.
The management of HDFC SL should predict the future challenges and plan the
strategy to meet them. This helps the clerical level employees to know their role
and responsibility to meet the future challenges.
After training programme the feedback must be given to the employee at the
earliest possible time, so that the employee can grow in his strengths, get over his
weaknesses, utilize the opportunities and minimize the threats that undermine
their growth.
