This document discusses activities to maximize employee satisfaction at CitiFinancial. It includes an executive summary that provides an overview of CitiFinancial as one of the oldest surviving private financial institutions in India. It then discusses the banking industry in India and provides context on CitiFinancial's role as a non-banking financial company (NBFC). The document outlines a research project called "Project Tripthi" that was conducted to introduce activities like yoga, meditation and outbound training to improve employee satisfaction at CitiFinancial. It reports that overall satisfaction is good but some areas could be improved.
This document provides an overview of HDFC Bank and discusses various products and services offered. It details the company history, network expansion, management, technology used, and quality policies. It then provides an in-depth look at the various personal and wholesale banking services offered, including accounts, deposits, loans, investments, insurance, payment services, cards, and more. The goal is to understand the different areas of focus for HDFC Bank in terms of marketing and operations across its wide range of financial products and services.
A comperative study of organizational culture of sbi, icici, hdfc bankshweta mukherjee
This document is a mentoring report on the organizational culture of State Bank of India (SBI), ICICI Bank, and HDFC Bank. It includes an introduction to organizational culture, objectives of the study which are to study the current culture of the three banks and compare them to determine the best culture. The report will analyze data collected on the banks' cultures to draw inferences. It aims to generate information on the current work cultures and employees' perspectives within the banks.
The document provides a summary of the recruitment and selection process at ICICI Bank. It begins with an introduction and objectives of the study. It then discusses the scope of the study and research methodology used. The document reviews relevant literature on topics like the recruitment process, factors affecting recruitment, and the importance of recruitment. It also discusses issues to consider in recruitment and selection like diversity and inclusion. Finally, it provides an overview of the typical steps involved in the recruitment process such as job analysis, drafting job descriptions, and deciding the hiring needs.
The document discusses performance management systems and their importance in the banking industry. It specifically focuses on analyzing the performance management system at HDFC Bank.
The key points are:
1. Performance management systems help evaluate employee performance against goals and peers, and reward excellence to improve organizational efficiency.
2. HDFC Bank uses management by objectives, graphic rating scales, monthly and annual reviews, and 360 degree feedback as part of its performance management process.
3. Interviews with HR executives and employees at HDFC Bank found that the performance management system helps align individual goals with organizational strategy and informs training to improve performance.
The document discusses performance management systems used in HDFC Bank. It provides details on various PMS tools like management by objectives, 360 degree appraisals, and graphic rating scales. The PMS helps align individual goals with organizational goals. At HDFC Bank, the PMS process involves ongoing monthly reviews as well as annual appraisals using multiple rating sources. Key performance areas are designed for each job and evaluated to aid retention, recruitment, culture, and employee development. While easy to design and use, graphic rating scales can be influenced by rater errors and biases.
ICICI Bank is one of the largest banks in India with over 3,800 branches across the country. It offers a wide range of banking and financial services to both corporate and retail customers. ICICI Bank has a three-tier management structure - top level management sets strategy and policies, middle level management executes plans and communicates between top and lower levels, and lower level provides supervision of employees. The bank emphasizes diversity and has a 70% male to 30% female employee ratio, with programs to support work-life balance.
Commercial Bank of Ceylon PLC(HR Planning and Strategies Report)Md. Tanzirul Amin
Throughout the whole report, functions of Human Resource Management Dept. of Commercial Bank of Ceylon PLC have been discussed such as Organizational Culture, Recruitment, Selection Process, Training & Development, Performance evaluations and Benefits offered. How the HR Dept. helps the bank to achieve its strategic goals has also been discussed. In today’s world, to achieve a sustainable development, the bank should come out of its traditional HR Practices and undertake more flexible and beneficial steps to retain employees in the long-run; and also use SMART tools to define the standards, goals and positive growth of the whole organization and its stakeholders.
The Human Resource Department of Commercial Bank of Ceylon Ltd. is responsible for developing a competent workforce for the organization’s activities. To do so, it has a strong and organized structure divided into different units, which are individually responsible for recruitment, selection, and appointment, formulation of policies, publication of reports, conducting orientation, training, and appraisal, compensation of employees, eradication of injustice or violation of rights in the workplace etc
Through findings, it is recommended that the salary structure should be more competitive, gratuity for every performing year should be increased in order to motivate employees in long-term, retirement age should be increased from 57 to 59 like the other banks in the same industry, efficient manpower should be recruited to reduce work pressure.
Kundapur Vaman Kamath (K.V. Kamath) is an Indian banker who served as the Chairman of ICICI Bank. He had a long career in banking and financial services, working for ICICI for over 20 years in various leadership roles. In 2011, he was appointed as the non-executive Chairman of Infosys, a major Indian IT company. Kamath has received several prestigious awards and honors for his contributions and leadership in the banking and financial sectors.
This document provides an overview of HDFC Bank and discusses various products and services offered. It details the company history, network expansion, management, technology used, and quality policies. It then provides an in-depth look at the various personal and wholesale banking services offered, including accounts, deposits, loans, investments, insurance, payment services, cards, and more. The goal is to understand the different areas of focus for HDFC Bank in terms of marketing and operations across its wide range of financial products and services.
A comperative study of organizational culture of sbi, icici, hdfc bankshweta mukherjee
This document is a mentoring report on the organizational culture of State Bank of India (SBI), ICICI Bank, and HDFC Bank. It includes an introduction to organizational culture, objectives of the study which are to study the current culture of the three banks and compare them to determine the best culture. The report will analyze data collected on the banks' cultures to draw inferences. It aims to generate information on the current work cultures and employees' perspectives within the banks.
The document provides a summary of the recruitment and selection process at ICICI Bank. It begins with an introduction and objectives of the study. It then discusses the scope of the study and research methodology used. The document reviews relevant literature on topics like the recruitment process, factors affecting recruitment, and the importance of recruitment. It also discusses issues to consider in recruitment and selection like diversity and inclusion. Finally, it provides an overview of the typical steps involved in the recruitment process such as job analysis, drafting job descriptions, and deciding the hiring needs.
The document discusses performance management systems and their importance in the banking industry. It specifically focuses on analyzing the performance management system at HDFC Bank.
The key points are:
1. Performance management systems help evaluate employee performance against goals and peers, and reward excellence to improve organizational efficiency.
2. HDFC Bank uses management by objectives, graphic rating scales, monthly and annual reviews, and 360 degree feedback as part of its performance management process.
3. Interviews with HR executives and employees at HDFC Bank found that the performance management system helps align individual goals with organizational strategy and informs training to improve performance.
The document discusses performance management systems used in HDFC Bank. It provides details on various PMS tools like management by objectives, 360 degree appraisals, and graphic rating scales. The PMS helps align individual goals with organizational goals. At HDFC Bank, the PMS process involves ongoing monthly reviews as well as annual appraisals using multiple rating sources. Key performance areas are designed for each job and evaluated to aid retention, recruitment, culture, and employee development. While easy to design and use, graphic rating scales can be influenced by rater errors and biases.
ICICI Bank is one of the largest banks in India with over 3,800 branches across the country. It offers a wide range of banking and financial services to both corporate and retail customers. ICICI Bank has a three-tier management structure - top level management sets strategy and policies, middle level management executes plans and communicates between top and lower levels, and lower level provides supervision of employees. The bank emphasizes diversity and has a 70% male to 30% female employee ratio, with programs to support work-life balance.
Commercial Bank of Ceylon PLC(HR Planning and Strategies Report)Md. Tanzirul Amin
Throughout the whole report, functions of Human Resource Management Dept. of Commercial Bank of Ceylon PLC have been discussed such as Organizational Culture, Recruitment, Selection Process, Training & Development, Performance evaluations and Benefits offered. How the HR Dept. helps the bank to achieve its strategic goals has also been discussed. In today’s world, to achieve a sustainable development, the bank should come out of its traditional HR Practices and undertake more flexible and beneficial steps to retain employees in the long-run; and also use SMART tools to define the standards, goals and positive growth of the whole organization and its stakeholders.
The Human Resource Department of Commercial Bank of Ceylon Ltd. is responsible for developing a competent workforce for the organization’s activities. To do so, it has a strong and organized structure divided into different units, which are individually responsible for recruitment, selection, and appointment, formulation of policies, publication of reports, conducting orientation, training, and appraisal, compensation of employees, eradication of injustice or violation of rights in the workplace etc
Through findings, it is recommended that the salary structure should be more competitive, gratuity for every performing year should be increased in order to motivate employees in long-term, retirement age should be increased from 57 to 59 like the other banks in the same industry, efficient manpower should be recruited to reduce work pressure.
Kundapur Vaman Kamath (K.V. Kamath) is an Indian banker who served as the Chairman of ICICI Bank. He had a long career in banking and financial services, working for ICICI for over 20 years in various leadership roles. In 2011, he was appointed as the non-executive Chairman of Infosys, a major Indian IT company. Kamath has received several prestigious awards and honors for his contributions and leadership in the banking and financial sectors.
This document provides an overview of the recruitment and selection procedures of Sampath Bank in Sri Lanka. It discusses the background of Sampath Bank, describing its founding in 1987 and history of innovations. It outlines the bank's vision, services offered including ATM/debit cards, internet banking, student loans, and subsidiary companies involved in areas like property rental, securities, and software development. The document serves as a project report for a course on human resource management, focusing on analyzing Sampath Bank's recruitment and selection processes.
The document discusses the need for engineers to develop products that fulfill human needs in India. It provides examples of common products used in daily life and their brands, noting that many are foreign-made rather than Indian. For engineers to provide successful solutions, they must be sensitive to problems, observe well, acquire necessary knowledge through persistence and passion, and ensure their solutions are made known. Organizations provide jobs to support teams working towards objectives of serving society by developing and manufacturing solutions to identified problems.
Bain & Company's India office has produced many successful startup founders and entrepreneurs. Over a dozen founders of prominent Indian startups such as Zomato, Delhivery, and others were previously executives at Bain in India. While Bain did not intend to create entrepreneurs, their hiring of multi-faceted individuals and collaborative culture provided learning experiences that prepared people for entrepreneurship. The strong alumni network and culture of helping one another has supported many founders after they left Bain to start their own companies.
This document provides background information on an internship report submitted by Lekha Koirala to Lincoln University College in partial fulfillment of an MBA degree. The report discusses human resource strategies of Rastriya Banijya Bank based on an 8-week internship in the bank's HR department. The introduction discusses the objectives of the internship, limitations of the study, research design, data collection methods, and an overview of factors affecting HR in Nepalese and other organizations such as political, economic, social and technological forces.
The document provides information about HCL Infosystems Ltd., including:
1) It describes HCL as treating employees like family by providing freedom and empowerment.
2) It outlines HCL's philosophy of creating an "HCL Family" with a DNA of pride, passion, performance and people.
3) It states that HCL looks for quality people who work hard, innovate, and never give up to help the company succeed.
The document provides details about Dainik Bhaskar, a leading newspaper group in India. It discusses the founding of Dainik Bhaskar in 1958 and its expansion across various states. It highlights the leadership and principles of the Bhaskar family that owns the group. It also summarizes the group's diversification into various businesses like textiles, oil extraction, FMCG, cable TV, education, real estate, and more. The group aims to provide quality journalism and entertainment to readers while playing a positive role in society. It is now a multi-billion dollar media conglomerate with over 10,000 employees across various companies.
K V Kamath is a renowned Indian banker who served as the CEO of ICICI Bank from 1996 to 2009. During his tenure, he transformed ICICI from a development financial institution into a retail banking giant through strategic acquisitions and a focus on consumer banking. Some of his major achievements include leading ICICI's initial public offering in India, expanding its branch network across the country, and making it the second largest bank. He is currently the non-executive chairman of Infosys.
Performance Management system of State Bank of India sudarsan prasad
The document discusses the performance management system of State Bank of India. It begins by providing context on the meaning and importance of performance management systems. It then discusses some characteristics that effective performance management systems should have. Next, it provides examples of performance management systems used by other major banks in India. Finally, it focuses on describing the key aspects of SBI's new performance management system, including individualized targets and feedback, flexibility for employee development, and use of social media for networking. The overall goal of SBI's new system is to improve individual accountability and build a merit-based culture.
The document outlines details of the Etailing India expo taking place from January 10-12, 2013 at the ITC Maratha in Mumbai. Over 500 industry professionals and 75 speakers will attend the three-day event focused on the internet retail and ecommerce industry, including sessions, panels, workshops and an awards ceremony. The advisory board consists of leaders from companies like eBay India and the Smile Group. The venue features a grand ballroom and facilities suitable for exhibitions.
Taqwa credit cooperative society ltd inrernship projectSyed Ibrahim SM
A detail organizational study conducted on Taqwa Credit Cooperative Society Ltd Bhatkal branch it's a first-ever Islamic credit cooperative society opened in Bhatkal to provide financial aid to sociey
A project report on recruitment and channel developmentat icici prudentialBabasab Patil
[1] The document discusses recruitment and channel development at ICICI Prudential Life Insurance.
[2] It includes a survey with questions about demographics, recruitment, satisfaction, income, growth opportunities, and opinions about the company.
[3] The findings suggest that most advisors joined due to money and career opportunities and are satisfied with the recruitment process, work environment, and growth prospects at ICICI Prudential.
This document is a project report submitted by Pratthamesh Songirkaar to Savitribai Phule Pune University for his MBA degree. The report analyzes a proposed greenfield dairy project by Terkar Capital in India. It includes an introduction to the dairy industry in India, an organizational profile of Terkar Capital, research methodology, analysis of the proposed project including infrastructure, costs, financial projections, and conclusions. The report provides an overview of the greenfield project and assesses the feasibility and potential financial performance.
This document provides an introduction and overview for the publication "HR Best Practices 2017". It was published in India by Dun & Bradstreet Information Services India Pvt Ltd. and Sodexo SVC India Pvt. Ltd. The publication features case studies on best practices in key HR areas from recruiting to rewarding employees. It aims to help organizations transform their approach to human resource management practices to improve employee engagement and business outcomes. Sharing successful HR strategies can help all companies learn from each other's experiences and better manage their workforces.
This document is a project report submitted for a Master's degree in Business
Administration. It examines the human resources practices and policies of ICICI Prudential
Life Insurance company. The report includes an introduction, chapters on the insurance
industry, ICICI Prudential's company profile, implementing HR practices, research
objectives and methodology, data analysis, suggestions, and conclusions. It was submitted
to fulfill degree requirements, under the supervision of a research advisor.
This document provides a business growth plan for Be Healthy, a website that aims to provide a single platform for weight loss solutions. The plan outlines the company's vision, leadership, customers, operations, financing needs, and tactical action steps. Key points include organizing existing weight loss information and solutions in one place to save customers' time, initially targeting the local market before expanding internationally, and financing growth through self-funding, friends/family, and investors. The overall goal is for the business to become a popular weight loss resource and sustain long-term in a competitive market by adapting to new technologies and marketing trends.
The document discusses performance support and its importance in enabling employees to perform at their best. It defines performance support as an orchestrated set of services providing on-demand access to integrated resources enabling high-level job performance with minimal support. It outlines key principles for designing performance support, including making resources available within 2 clicks and 10 seconds of needing them and tailoring support to specific job roles and contexts. Examples are given of companies effectively implementing performance support. The document argues for an integrated approach combining performance support, training and other resources.
This document provides guidance and exercises to help enhance interview skills. It includes sections on pre-interview preparation such as developing career goals and a 30-second resume. During the interview, it offers tips on body language and how to answer common questions. Sample questions are provided for behavioral interviews. Case studies and articles give additional advice on topics like acing behavioral interviews and boosting interview skills. Overall, the document aims to equip job seekers with best practices for all stages of the interview process.
The document discusses the Banking, Financial Services and Insurance (BFSI) sector in India. It provides information on major companies operating in the sector like J.P. Morgan, HSBC, ICICI Bank, Bajaj Finance Ltd and HDFC. It describes their introduction, job roles, skills required, career growth opportunities and recent updates. The BFSI sector is set to grow exponentially in India due to rising income, new products, technology innovations and increasing customer awareness of financial products.
San Jose 2017 Q2 Startup Bootcamp (Young Coders) session3Lochan Narvekar
This document summarizes an 8-session entrepreneurship program that covers topics around turning a passion into a business opportunity. Session 3 focuses specifically on how to take a passion and turn it into a business opportunity. The document provides examples of entrepreneurs like Mark Zuckerberg and Brennan Agranoff who successfully started businesses based on their passions. It also discusses important business plan components and concludes with assigning homework to start drafting a business plan.
How to Get Found By Recruiters on LinkedIn - Part 2Marcia LaReau
We all know there are hidden jobs that never get posted. Every day recruiters comb through candidates on the LinkedIn platform to fill those positions. Are they finding you? These two videos will show you how to attract recruiters to your LinkedIn Profile so you can be considered for jobs in the "hidden job market!"
This document provides an executive summary of a study on the financial services of Kumbhi Kasari Co-operative Bank Ltd. in Kale, India. The study was conducted as a partial requirement for an MBA degree. It examines customer satisfaction, perceptions, and attitudes towards the bank's services. Primary and secondary data were collected through surveys and documents. The analysis found that most respondents were farmers who had long relationships with the bank and were satisfied with the staff and services. Suggestions included providing online banking, credit/debit cards, and simplifying loan procedures. The conclusion was that examining customer satisfaction can help the bank continually improve.
This document provides an overview of the recruitment and selection procedures of Sampath Bank in Sri Lanka. It discusses the background of Sampath Bank, describing its founding in 1987 and history of innovations. It outlines the bank's vision, services offered including ATM/debit cards, internet banking, student loans, and subsidiary companies involved in areas like property rental, securities, and software development. The document serves as a project report for a course on human resource management, focusing on analyzing Sampath Bank's recruitment and selection processes.
The document discusses the need for engineers to develop products that fulfill human needs in India. It provides examples of common products used in daily life and their brands, noting that many are foreign-made rather than Indian. For engineers to provide successful solutions, they must be sensitive to problems, observe well, acquire necessary knowledge through persistence and passion, and ensure their solutions are made known. Organizations provide jobs to support teams working towards objectives of serving society by developing and manufacturing solutions to identified problems.
Bain & Company's India office has produced many successful startup founders and entrepreneurs. Over a dozen founders of prominent Indian startups such as Zomato, Delhivery, and others were previously executives at Bain in India. While Bain did not intend to create entrepreneurs, their hiring of multi-faceted individuals and collaborative culture provided learning experiences that prepared people for entrepreneurship. The strong alumni network and culture of helping one another has supported many founders after they left Bain to start their own companies.
This document provides background information on an internship report submitted by Lekha Koirala to Lincoln University College in partial fulfillment of an MBA degree. The report discusses human resource strategies of Rastriya Banijya Bank based on an 8-week internship in the bank's HR department. The introduction discusses the objectives of the internship, limitations of the study, research design, data collection methods, and an overview of factors affecting HR in Nepalese and other organizations such as political, economic, social and technological forces.
The document provides information about HCL Infosystems Ltd., including:
1) It describes HCL as treating employees like family by providing freedom and empowerment.
2) It outlines HCL's philosophy of creating an "HCL Family" with a DNA of pride, passion, performance and people.
3) It states that HCL looks for quality people who work hard, innovate, and never give up to help the company succeed.
The document provides details about Dainik Bhaskar, a leading newspaper group in India. It discusses the founding of Dainik Bhaskar in 1958 and its expansion across various states. It highlights the leadership and principles of the Bhaskar family that owns the group. It also summarizes the group's diversification into various businesses like textiles, oil extraction, FMCG, cable TV, education, real estate, and more. The group aims to provide quality journalism and entertainment to readers while playing a positive role in society. It is now a multi-billion dollar media conglomerate with over 10,000 employees across various companies.
K V Kamath is a renowned Indian banker who served as the CEO of ICICI Bank from 1996 to 2009. During his tenure, he transformed ICICI from a development financial institution into a retail banking giant through strategic acquisitions and a focus on consumer banking. Some of his major achievements include leading ICICI's initial public offering in India, expanding its branch network across the country, and making it the second largest bank. He is currently the non-executive chairman of Infosys.
Performance Management system of State Bank of India sudarsan prasad
The document discusses the performance management system of State Bank of India. It begins by providing context on the meaning and importance of performance management systems. It then discusses some characteristics that effective performance management systems should have. Next, it provides examples of performance management systems used by other major banks in India. Finally, it focuses on describing the key aspects of SBI's new performance management system, including individualized targets and feedback, flexibility for employee development, and use of social media for networking. The overall goal of SBI's new system is to improve individual accountability and build a merit-based culture.
The document outlines details of the Etailing India expo taking place from January 10-12, 2013 at the ITC Maratha in Mumbai. Over 500 industry professionals and 75 speakers will attend the three-day event focused on the internet retail and ecommerce industry, including sessions, panels, workshops and an awards ceremony. The advisory board consists of leaders from companies like eBay India and the Smile Group. The venue features a grand ballroom and facilities suitable for exhibitions.
Taqwa credit cooperative society ltd inrernship projectSyed Ibrahim SM
A detail organizational study conducted on Taqwa Credit Cooperative Society Ltd Bhatkal branch it's a first-ever Islamic credit cooperative society opened in Bhatkal to provide financial aid to sociey
A project report on recruitment and channel developmentat icici prudentialBabasab Patil
[1] The document discusses recruitment and channel development at ICICI Prudential Life Insurance.
[2] It includes a survey with questions about demographics, recruitment, satisfaction, income, growth opportunities, and opinions about the company.
[3] The findings suggest that most advisors joined due to money and career opportunities and are satisfied with the recruitment process, work environment, and growth prospects at ICICI Prudential.
This document is a project report submitted by Pratthamesh Songirkaar to Savitribai Phule Pune University for his MBA degree. The report analyzes a proposed greenfield dairy project by Terkar Capital in India. It includes an introduction to the dairy industry in India, an organizational profile of Terkar Capital, research methodology, analysis of the proposed project including infrastructure, costs, financial projections, and conclusions. The report provides an overview of the greenfield project and assesses the feasibility and potential financial performance.
This document provides an introduction and overview for the publication "HR Best Practices 2017". It was published in India by Dun & Bradstreet Information Services India Pvt Ltd. and Sodexo SVC India Pvt. Ltd. The publication features case studies on best practices in key HR areas from recruiting to rewarding employees. It aims to help organizations transform their approach to human resource management practices to improve employee engagement and business outcomes. Sharing successful HR strategies can help all companies learn from each other's experiences and better manage their workforces.
This document is a project report submitted for a Master's degree in Business
Administration. It examines the human resources practices and policies of ICICI Prudential
Life Insurance company. The report includes an introduction, chapters on the insurance
industry, ICICI Prudential's company profile, implementing HR practices, research
objectives and methodology, data analysis, suggestions, and conclusions. It was submitted
to fulfill degree requirements, under the supervision of a research advisor.
This document provides a business growth plan for Be Healthy, a website that aims to provide a single platform for weight loss solutions. The plan outlines the company's vision, leadership, customers, operations, financing needs, and tactical action steps. Key points include organizing existing weight loss information and solutions in one place to save customers' time, initially targeting the local market before expanding internationally, and financing growth through self-funding, friends/family, and investors. The overall goal is for the business to become a popular weight loss resource and sustain long-term in a competitive market by adapting to new technologies and marketing trends.
The document discusses performance support and its importance in enabling employees to perform at their best. It defines performance support as an orchestrated set of services providing on-demand access to integrated resources enabling high-level job performance with minimal support. It outlines key principles for designing performance support, including making resources available within 2 clicks and 10 seconds of needing them and tailoring support to specific job roles and contexts. Examples are given of companies effectively implementing performance support. The document argues for an integrated approach combining performance support, training and other resources.
This document provides guidance and exercises to help enhance interview skills. It includes sections on pre-interview preparation such as developing career goals and a 30-second resume. During the interview, it offers tips on body language and how to answer common questions. Sample questions are provided for behavioral interviews. Case studies and articles give additional advice on topics like acing behavioral interviews and boosting interview skills. Overall, the document aims to equip job seekers with best practices for all stages of the interview process.
The document discusses the Banking, Financial Services and Insurance (BFSI) sector in India. It provides information on major companies operating in the sector like J.P. Morgan, HSBC, ICICI Bank, Bajaj Finance Ltd and HDFC. It describes their introduction, job roles, skills required, career growth opportunities and recent updates. The BFSI sector is set to grow exponentially in India due to rising income, new products, technology innovations and increasing customer awareness of financial products.
San Jose 2017 Q2 Startup Bootcamp (Young Coders) session3Lochan Narvekar
This document summarizes an 8-session entrepreneurship program that covers topics around turning a passion into a business opportunity. Session 3 focuses specifically on how to take a passion and turn it into a business opportunity. The document provides examples of entrepreneurs like Mark Zuckerberg and Brennan Agranoff who successfully started businesses based on their passions. It also discusses important business plan components and concludes with assigning homework to start drafting a business plan.
How to Get Found By Recruiters on LinkedIn - Part 2Marcia LaReau
We all know there are hidden jobs that never get posted. Every day recruiters comb through candidates on the LinkedIn platform to fill those positions. Are they finding you? These two videos will show you how to attract recruiters to your LinkedIn Profile so you can be considered for jobs in the "hidden job market!"
This document provides an executive summary of a study on the financial services of Kumbhi Kasari Co-operative Bank Ltd. in Kale, India. The study was conducted as a partial requirement for an MBA degree. It examines customer satisfaction, perceptions, and attitudes towards the bank's services. Primary and secondary data were collected through surveys and documents. The analysis found that most respondents were farmers who had long relationships with the bank and were satisfied with the staff and services. Suggestions included providing online banking, credit/debit cards, and simplifying loan procedures. The conclusion was that examining customer satisfaction can help the bank continually improve.
ICICI Bank is an Indian multinational banking and financial services company headquartered in Mumbai. It offers a wide range of banking products and services for corporate and retail customers. ICICI Bank has a network of over 4,450 branches and 14,404 ATMs in India and has a presence in 19 other countries. The bank was originally established in 1955 as the Industrial Credit and Investment Corporation of India to provide project financing and transformed into a diversified financial services group by the 1990s.
Greeting from Inspace Technologies!
We take pleasure sending the next edition of our Newsletter - Connect, which focuses exclusively on the accomplishments, events, happenings, awards / recognitions of Inspace community of Customers and Vendors. As always this magazine would serve as a forum for sharing organizational good news amongst our client/vendor network. We foresee much benefits in such networking and believe in continued success on this newsletter. We would continue to work towards improving the content regularly.
Human Resource Practices in Software CompanyFakrul Hassan
This document is a report on HR practices at vQsolution Ltd submitted by Fakrul Hassan as part of his MBA coursework. It includes an introduction outlining the background and purpose of the report, as well as sections on literature review, the organization, findings and suggestions, and a conclusion. The report aims to analyze vQsolution's HR processes and identify areas for improvement, such as compensation packages, performance appraisals, and employee engagement, in order to enhance organizational performance.
A Report On The Content Analysis Of Vision And Mission Statements & Environme...Navitha Pereira
Content analysis is done of the vision and mission statements of the Indian IT companies as it is a very effective tool; here certain set of themes or keywords are identified in the vision and mission statements and then their occurrence is taken into account and is recorded in terms of simple frequency.
Environmental analysis technique is where factors such as the international factors, demography, political/legal factors, technological factors and socio-cultural factors are firstly recorded and stated separately for internal environment & for the external environment and then they are totally integrated and put up into the SWOT table which is a summarizing conclusion of the analysis performed.
This document provides a summary of the human resources policies and practices of Pantaloon Retail (India) Limited, a large Indian retailer. It outlines the company's mission to serve customers and stakeholders by creating future consumption scenarios leading to economic development. The recruitment process sources candidates through databases and references, with minimum education and experience requirements varying by role. New employees undergo training programs. Performance is evaluated annually using rating scales or balanced scorecards to determine increments, promotions, and other compensation. Benefits include insurance, education assistance, and employee discounts. Absenteeism and high turnover, especially among salespeople, present ongoing challenges.
The document discusses the key differences between vision statements, mission statements, and value statements for businesses. It provides examples of vision statements from Disney ("To make people happy"), IKEA, BBC, and Sony. A vision statement describes an organization's aspirations or goals for the future, while a mission statement explains why the organization exists and what it aims to achieve in the short-term. The value statement outlines what an organization prioritizes and believes in to guide its actions.
This document provides an overview of a project study report submitted by Mittali Jain for their Master of Business Administration degree. The report details a study conducted at HDFC Bank to analyze their service quality. It includes a declaration, preface, acknowledgements, table of contents, and sections on the general information of banking, HDFC Bank's company profile, introduction to their finance department and organization of financial activities, research methodology, findings, suggestions and conclusions.
Learning Live | Onboarding: The Key Steps to Getting it RightKineo
We only get one chance to make a great first impression with onboarding. But what does great look like? And how close is your organisation to great?
Organisations need to be savvy when it comes to onboarding and are increasingly looking to technology to exceed new hire expectations, whilst preventing common onboarding challenges. The first 90 days are key - and when 50% of new hires end up leaving their job within this time frame, L&D Departments need to act to ensure onboarding is a great experience.
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The document discusses market segmentation and positioning. It defines market segmentation as dividing a large market into smaller, more homogeneous subgroups based on characteristics like needs, behaviors, or demographics. Effective segmentation requires groups that are measurable, substantial, accessible, differentiable, and actionable. Companies can segment based on geographic, demographic, psychographic, or behavioral factors. Once segmented, companies must select target markets and determine a positioning strategy that focuses on important, distinctive, and superior benefits compared to competitors.
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This document provides summaries of core marketing concepts:
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2. It discusses relationship marketing and marketing networks. It also defines markets, marketers, and provides definitions of marketing from AMA and the marketing process.
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A project report on activities to maximize employee satisfaction of citi financial employees
1. “Activities to maximize employee satisfaction of CitiFinancial Employees”
CONTENTS
1. EXECUTIVE SUMMARY
2. INDUSTRY OVERVIEW
3. COMPANY OVERVIEW
4. COMPANY PROFILE
5. DEPARTMENTAL STUDY
a) Structure
b) Functions
6. ADDITIONAL LEARNING
7. PROJECT TRIPTHI
a) Theory
b) Design
c) Research Objectives
d) Uniqueness Of The Study
8. ANALYSIS AND INTERPRETATION
9. FINDINGS AND SUGGESTIONS
10. SWOT ANALYSIS
11. CONTACT DETAILS
12. INITIAL DATA REGARDING EXTRA ACTIVITIES FROM THE
COMPETITORS AND SOFTWARE COMPANIES
13. LIMITATIONS
14. COMNCLUSION
15. BIBLIOGRAPHY
16. ANNEUXURES
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2. “Activities to maximize employee satisfaction of CitiFinancial Employees”
Questions for Personal Interview
1. According to you what are the factors influencing employee satisfaction?
2. What is your experience about Training & Development with your job?
3. What is your opinion about the Supervision?
4. What is your opinion about the cleanliness and setup of your work station?
5. What’s your opinion about the support from other departments to you?
6. What are the extra curricular activities are you looking at from the organization?
7. How often will you suggest conducting the extra curricular activities?
8. What is your opinion about Targets?
9. Do you feel can yoga and meditation reduce stress and will you attend for it if
provided by the organization?
10. What recreation facilities are you looking from the organization and what’s the time
gap you suggest for them in conducting?
11. What are your future prospects?
12. What do you like Best about working for CitiFinancial?
13. What areas of CitiFinancial do you feel need improvement?
14. Overall any suggestions to the HR team for maximizing your job satisfaction?
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3. “Activities to maximize employee satisfaction of CitiFinancial Employees”
Dear Sir/Madam,
I am doing a project on “Activities to maximize employee
satisfaction of CitiFinancial Employees” your inputs would be helpful in improving the
employee activities further.
Name :
Department :
Experience :
Previous organization :
Questionnaire
1. What is your present job responsibility?
•
2. How do you view your present job?
•
3. To what extent you do different things in your job using different skills &
talents?
4. What additional training do you require to do your present job better?
•
•
•
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4. “Activities to maximize employee satisfaction of CitiFinancial Employees”
What other roles are you interested in doing, if there is a vacancy in
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5. “Activities to maximize employee satisfaction of CitiFinancial Employees”
5. What other roles are you interested in doing, if there is a vacancy in
CitiFinancial?
•
•
•
6. What are your career aspirations?
•
•
•
7. What additional activities do you require for employee satisfaction? & how
often?
• Out bound Programs ( )______________________
• Workshops ( )______________________
• Sports ( )______________________
• Others___________ ( )______________________
8. Which of the following do you think makes work environment better?
• Bigger Pantry ( )
• Clean and hygiene Work station ( )
• Job rotation ( )
• Standardized working hours ( )
9. How important are the following to reduce stress in work environment
(Rate according to your preference, 1 as high Importance and 4 as low importance)
• Yoga and Meditation ( )
• Playing computer Games ( )
• Having Tea & Coffee ( )
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6. “Activities to maximize employee satisfaction of CitiFinancial Employees”
• Social Welfare activities ( )
What d
10. What do you like best about working for CitiFinancial & what areas might
need improvement?
1. 1.
2. 2.
3. 3.
11. Any further suggestions…
11. What do you like best about working for CitiFinancial & what areas might
need improvement?
4. 1.
5. 2.
6. 3.
11. Any further suggestions…
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7. “Activities to maximize employee satisfaction of CitiFinancial Employees”
------------------------Thanks for your valuable time------------------------
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8. “Activities to maximize employee satisfaction of CitiFinancial Employees”
Executive Summary
EXECUTIVE SUMMARY
Introduction.
According to Albert Einstein “Everything should be as simpler as possible but not the
simplest”. The Citifinancial functions precisely maxim. Citifinancial is already has the
broadest distribution in India, their main aim is to become the largest NBFC in the world.
CitiFinancial consumer finance India ltd is one of the few surviving private financial
institutions since 1912, have the existence in more than 100 countries with 300000
employees worldwide. It offers varies types of loans to the customers namely, personal
loans, vehicle loans, Consumer durable loans and home loans etc. Most global presence,
best brand, superior products and broadest distribution etc are the competitive advantages
of CitiFinancial. CitiFinancial working with the vision of providing excellent customer
service, superior products, the right technology, support the community and integrity.
Coming to Human Resource the career path in CitiFinancial for employees starts from
the officer level and moves upwards as assistant manager, manager, assistant vice
president and vice president. The scope for the career path is in personal loans, credit &
risk, collections, insurance, mortgages, and sales finance etc. CitiFinancial come a long
way from small NBFC to a major National finance company.
Project Tripthi is a research conducted to maximize the employee satisfaction by
introducing some of the modern techniques of Human Resource like Yoga & Meditation,
Outbound Trainings etc. the research is conducted at all managerial levels and in all the
departments. The overall employee satisfaction is good, however, some suggestions for
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9. “Activities to maximize employee satisfaction of CitiFinancial Employees”
improvement have been provided and some of the extra activities are to be incorporated
in order to keep employees motivated.
Industry Overview.
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10. “Activities to maximize employee satisfaction of CitiFinancial Employees”
Banking Overview
Banking dates back to 1786, the first bank established in India, then the nationalization of
banks in 1969 and recently the liberalization of the same since 1991. Without a sound
and effective banking system in India it cannot have a healthy economy. The banking
system of India should not only be hassle free but it should be able to meet new
challenges posed by the technology and any other external and internal factors.
The major participants of the Indian financial system are the commercial banks, the
financial institutions (FIs), encompassing term-lending institutions, investment
institutions, specialized financial institutions and the state-level development banks, Non-
Bank Financial Companies (NBFCs) and other market intermediaries such as the stock
brokers and money-lenders. The commercial banks and certain variants of NBFCs are
among the oldest of the market participants. The FIs, on the other hand, are relatively
new entities in the financial market place.
Banking Segment in India functions under the umbrella of Reserve Bank of India - the
regulatory, central bank. In India the banking sector is segregated as public or private
sector banks, cooperative banks and regional rural banks. Bouquet of services is at
customers demand in today’s banking system. Different types of accounts and loans,
facilitating with plastic money and money transfer across the globe. The last decade
experienced a complete reform in the financial and banking sector. The capital and
financial market, banking & non-banking organization and financial instruments was
redressed towards development.
The Indian banking has come from a long way from being a sleepy business institution to
a highly proactive and dynamic entity. This transformation has been largely brought
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11. “Activities to maximize employee satisfaction of CitiFinancial Employees”
about by the large dose of liberalization and economic reforms that allowed banks to
explore new business opportunities rather than generating revenues from conventional
streams (i.e. borrowing and lending). The banking in India is highly fragmented with 30
banking units contributing to almost 50% of deposits and 60% of advances. Indian
nationalized banks (banks owned by the government) continue to be the major lenders in
the economy due to their sheer size and penetrative networks which assures them high
deposit mobilization. The Indian banking can be broadly categorized into nationalized,
private banks and specialized banking institutions.
The Reserve Bank of India acts as a centralized body monitoring any discrepancies and
shortcoming in the system. It is the foremost monitoring body in the Indian financial
sector. The nationalized banks (i.e. government-owned banks) continue to dominate the
Indian banking arena. Industry estimates indicate that out of 274 commercial banks
operating in India, 223 banks are in the public sector and 51 are in the private sector. The
private sector bank grid also includes 24 foreign banks that have started their operations
here.
Types of Banks
BANKS NO OF BANKS
State Bank of India and Associates 08
Nationalized Banks 19
Domestic Private Sector Banks 25
New Domestic Private Sector Banks 09
Foreign Banks 29
Complement
ing the roles of the nationalized and private banks are the specialized financial
institutions or Non Banking Financial Institutions (NBFCs). With their focused portfolio
of products and services, these Non Banking Financial Institutions act as an important
catalyst in contributing to the overall growth of the financial services sector. NBFCs
offer loans for working capital requirements; facilitate mergers and acquisitions, IPO
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12. “Activities to maximize employee satisfaction of CitiFinancial Employees”
finance, etc. apart from financial consultancy services. Trends are now changing as
banks (both public and private) has now started focusing on NBFC domains like long and
medium-term finance, working cap requirements. IPO financing etc. to meet the
multifarious needs of the business community.
Banking products
Banks in India have traditionally offered mass banking products. Most of the
common deposit products being Savings Bank, Current Account, Term deposit Account
and lending products being Cash Credit and Term Loans. Due to Reserve Bank of India
guidelines, Banks have had little to do besides accepting deposits at rates fixed by
Reserve Bank of India and lend amount arrived by the formula stipulated by Reserve
Bank of India at rates prescribed by the latter. PLR (Prime lending rate) was the
benchmark for interest on the lending products. But RBI more often than not, dictated
PLR itself. Further, remittance products were limited to issuance of Drafts, Telegraphic
Transfers, Bankers Cheque and Internal Transfer of funds.
In view of several developments in the 1990s, the entire banking products
structure has undergone a major change. As part of the economic reforms, banking
industry has been deregulated and made competitive. New players have added to the
competition. IT revolution has made it possible to provide ease and flexibility in
operations to customers. Rapid strides in information technology have, in fact, redefined
the role and structure of banking in India. Further, due to exposure to global trends after
Information explosion led by Internet, customers - both Individuals and Corporates - are
now demanding better services with more products from their banks. Financial market
has turned into a buyer's market. Banks are also changing with time and are trying to
become one-stop financial supermarkets. Market focus is shifting from mass banking
products to class banking with introduction value added and customized products.
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13. “Activities to maximize employee satisfaction of CitiFinancial Employees”
A few foreign & private sector banks have already introduced customized banking
products like Investment Advisory Services, SGL II accounts, Photo-credit cards, Cash
Management services, Investment products and Tax Advisory services. A few banks have
gone in to market mutual fund schemes. Eventually, the Banks plan to market bonds and
debentures, when allowed. Insurance peddling by Banks will be a reality soon. The recent
Credit Policy of RBI announced on 27.4.2000 has further facilitated the entry of banks in
this sector. Banks also offer advisory services termed as 'private banking' - to "high
relationship - value" clients.
The bank of the future has to be essentially a marketing organization that also
sells banking products. New distribution channels are being used; more & more banks are
outsourcing services like disbursement and servicing of consumer loans, Credit card
business. Direct Selling Agents (DSAs) of various Banks go out and sell their products.
They make house calls to get the application form filled in properly and also take your
passport-sized photo. Home banking has already become common, where you can order a
draft or cash over phone/internet and have it delivered home. ICICI bank was the first
among the new private banks to launch its net banking service, called Infinity. It allows
the user to access account information over a secure line, request Chequebooks and stop
payment, and even transfer funds between ICICI Bank accounts. Citibank has been
offering net banking to its Suvidha program to customers. Products like debit cards, flexi
deposits, ATM cards, personal loans including consumer loans, housing loans and vehicle
loans have been introduced by a number of banks.
Corporates are also deriving benefit from the increased variety of products and
competition among the banks. Certificates of deposit, Commercial papers, Non-
convertible Debentures (NCDs) that can be traded in the secondary market are gaining
popularity. Recently, market has also seen major developments in treasury advisory
services. With the introduction of Rupee floating rates for deposits as well as advances,
products like interest rate swaps and forward rate agreements for foreign exchange, risk
management products like forward contract, option contract, and currency swap are
offered by almost every authorized dealer bank in the market.
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14. “Activities to maximize employee satisfaction of CitiFinancial Employees”
Company Overview
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15. “Activities to maximize employee satisfaction of CitiFinancial Employees”
ABOUT CITIGROUP
Citigroup Inc. is today’s pre-eminent financial services company, with more than
some 200 million-customer accounts in more than 100 countries, the history dates back to
1812 and the lineage continues as below till today.
• Started as City Bank in the year of 1812 in New York, US.
• City bank of New York became the largest bank in the US in the year of 1894.
• In 1914 City Bank became a first open an overseas branch.
• Became the first US Bank with $ 1 billion in assets in 1919
• In the year of 1945-45 over 1800 city bank men and women served in Second
World War, 55 lost their lives.
• City Bank changed its name as Citibank in the year of 1976.
• In 1998, all Citicorp and travelers divisions merge to Citigroup.
• In the year of 1999 Citigroup launched CitiDirect Online Banking, the first multi-
product, multi Internet banking system. Commercial Credit re named as
citifinancial.
• Associates of North American consumer financial corporations incorporated into
citifinancial and Citigroup earned $ 13 billion, became one of the most profitable
companies in the globe in 2000.
• In 2002, Citibank celebrated its centenary anniversary in India, Europe and other
Asian countries.
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16. “Activities to maximize employee satisfaction of CitiFinancial Employees”
Major brand names under Citigroup’s trademark red umbrella include CitiCards,
CitiFinancial, CitiMortgage, CitiInsurance, Promerica, Diners Club and
CitiCapital.
CITIFINANCIAL: LINEAGE
“From a small NBFC to a major National Finance Company’
• Founded in 1912, by Alexander Duncan as Commercial credit.
• In 1916, Commercial credit became the first financial company to offer
installment purchase plans Automobile, a new invention.
• Developed installment loans for funding purchase of Consumer Durables in
1940s.
• In 1968, Commercial credit became a subsidiary of Control Data Corporation.
• Sandy Weill took over the control of Commercial credit in 1986.
• In 1992, company became a part of Travelers Group.
• Company became part of Citigroup in 1998.
• Commercial Credit re branded as Citifinancial in the year of 1999.
• In 2000 citifinancial became the first associated capital corporation, the largest
publicly traded finance company in the US acquired by Citigroup.
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17. “Activities to maximize employee satisfaction of CitiFinancial Employees”
Company Profile
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18. “Activities to maximize employee satisfaction of CitiFinancial Employees”
COMPANY PROFILE
Name: Citifinancial Consumer Finance India Limited.
Address: 01, Raheja Chancery
133, Brigade Road
Bangalore-560025
Constitution: Public ltd.
Registered office: 3, LSC
Pushp Vihar
New Delhi-110062
Regional Head office: No 117, Radhakrishan Salai
Mylapore
Chennai-600004
Phone numbers: 91-080-22124810/12/14/16 Extn 105
Fax: 91-080-22240427
Web site: www.citifinancial.com, www.Citigroup.com
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VISION AND STRENGTHS
VISION
• Excellent customer service
• Superior products
• The Right technology
• Supporting the community
• Integrity
STRENGTHS
• People
• Distribution
• Innovative products
• Technology
• Service standards
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COMPETITIVE ADVANTAGES
• Most global presence
• Broadest distribution
• Best Brand
• Unmatched scale and efficiency
• Superior products
• Expanding distribution
• Transferring expertise
• Investing in people and technology
• Allocating capital to highest growth opportunities
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REGIONAL OFFICES
Central:
New Delhi
It covers Delhi, Madhya Pradesh, Uttaranchal, and Uttar Pradesh States.
North:
New Delhi
It covers Punjab, Rajasthan, Chandigarh, Himachal Pradesh and Haryana States.
East:
Kolkotta
It covers West Bengal, Chattisgarh and Jharkhand States.
West:
Mumbai
It covers Maharastra, Goa, Gujarat and Andhra Pradesh States
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22. “Activities to maximize employee satisfaction of CitiFinancial Employees”
South:
Chennai
It covers Tamil Nadu, Kerla and Karnataka States.
PRODUCTS
1. Personal Loans: Loan for all types of consumer needs.
2. Housing Loans: Loan to procure a dream house.
3. Two Wheeler Loans: Loan to buy two wheelers.
4. Consumer Durable Loans: Loan to purchase all types consumer
durables.
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23. “Activities to maximize employee satisfaction of CitiFinancial Employees”
CAREER PATH
DESIGNATION LEVEL JOB SPECIFICATION
Graduate with an average of
3 years of experience, or Post
Officer Entry. Graduation in Business
Administration (M.B.A).
Average 3-4 years of total
experience.
Management Associate:
Hired from premier institutes,
Assistant Manager First level Supervisor.
absorbed as Asst. Manager
after 6 months of probation.
Average 5-7 years of
Manager Middle lever Manager. experience
Average 7-9 years of
Asst Vice President District/Regional Head experience
Average 10-12 years of
Vice President Functional Head experience
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24. “Activities to maximize employee satisfaction of CitiFinancial Employees”
Departmental Study
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25. “Activities to maximize employee satisfaction of CitiFinancial Employees”
CREDIT AND RISK DEPARTMENT
This department includes two types of job profiles namely Credit and Collections. The
department is liable to for end-to-end credit and collection functions.
Credit Underwriting:
This department is responsible for check the creditability of the customer and to
decide about approval or rejection of the loan application, the department vets the
applications forwarded by the sales departments and does the same.
Functions:
• To verify the repayment capacity of the customer.
• To approve the right kinds customer loan applications.
• Inter departmental interaction especially with the sales and collections
departments.
Collections:
This department is responsible to recollect the unpaid money from the customers
through collection agencies. The employees in this department will be on field to perform
their task.
Functions:
• System based collections and generating reports.
• Relationship Management with collection agencies and customer.
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26. “Activities to maximize employee satisfaction of CitiFinancial Employees”
• Managing performance of the collection agencies.
PERSONAL LOANS DEPARTMENT
This department is the backbone of the organization, which is concerned with sales of the
products of Citifinancial i.e., Loans and Advances. The department is concerned with
approaching and convincing the customers so that they can come to citifinancial.
Department is also concerned with getting the applications filled with all the necessary
document and forward it to Credit and Risk department for final approval.
Functions:
• Disbursing loan amounting to through direct and indirect channels.
• Approaching and convincing the customers.
• Getting applications filled with all the necessary documents and
forwarding to Credit & Risk for approval.
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27. “Activities to maximize employee satisfaction of CitiFinancial Employees”
SUPROTING DEPARTMENTS
I. HUMAN RESOURSES DEPARTMENT
This department is responsible for end-to-end activities of related to human
resources management.
Functions:
• Human Resource planning.
• Recruitment and Selection
• Training and development.
• Payment of salary and incentives
• Performance appraisal etc.
II. ADMINISTRATION
This department is responsible for administration in the office and to provide all
support in the office for all the departments.
Functions:
• Maintaining cleanliness.
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28. “Activities to maximize employee satisfaction of CitiFinancial Employees”
• Providing all the official requirements.
• House keeping.
III. PROCESSING
This department is responsible for smooth running of all the operations of the
organization. The operations include receiving the debt and releasing the debt etc.
Functions:
• Releasing loan amount.
• Collecting the cash from the customers as well as collection agencies
• Recording all the documents of loans and keeping the concerned
department informed.
• Supporting other departments for smooth running of business.
IV. MARKETING
This department is concerned with marketing all the products of the company, also
responsible for innovation of new products and services and to develop marketing
strategies for the same
Functions:
• Advertising of the Citi products.
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29. “Activities to maximize employee satisfaction of CitiFinancial Employees”
• Marketing of the products and services.
• Developing innovative products and developing the tools to market them
• Supporting the sales team in order to achieve the targets.
V. CUSTOMER SERVICE
This department is responsible to attend the customers who are visiting the branch,
concerned with giving the necessary information to the customers according to their
needs.
Functions:
• Meeting customers and providing the necessary information.
• Maintaining good customer relations.
• Attending to calls of the customers.
VI. INFORMATION TECHNOLOGY
This department is concerned with all the technical related aspects of the company,
responsible to help all the departments to work on their computers and other technical
tools without any disturbance
Functions:
• Keeping all the technology in working conditions
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30. “Activities to maximize employee satisfaction of CitiFinancial Employees”
• Arranging for the required technology at the time of video conferencing
etc.
• Helping all the departments with the technical aspects as and when
required.
DEPARTMENTAL STRUCTURES
Departmental structure for all the departments in Citifinancial is the same.
Vice President
Asst VicePresident
Manager
Asst Manager
Officer
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31. “Activities to maximize employee satisfaction of CitiFinancial Employees”
Project Tripthi
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32. “Activities to maximize employee satisfaction of CitiFinancial Employees”
TRIPTHI is a Sanskrit word which means satisfaction, it is the requirement of all the
human being in this word. In order to keep employees motivated towards work it is
necessary to all the organizations to keep thief employees satisfied.
Employee Satisfaction: “ a general behavior of an employee towards his or her job”
If the general behavior of an employee is positive towards the job we may say he or is
satisfied, in case if it is negative we may say dissatisfied.
Employee satisfaction differs from job satisfaction, job satisfaction is only the attitude of
the employee towards his or her job but employee satisfaction is the end behavior of the
employee towards his or her job.
Factors influencing Employee satisfaction:
• Salary and incentives.
Salary and incentives are the basic things which influence employee satisfaction;
money is the main thing that can help the person to give satisfaction in this
competitive and costly world. But only money cant alone satisfies the person.
• Reward and Recognition.
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33. “Activities to maximize employee satisfaction of CitiFinancial Employees”
Employees must be rewarded for his achievements and new thoughts. This creates
a sense of own ness and motivates him to work better, so the employee ideas have
to be taken into consideration and employee should re recognized for his
achievements.
• Training and Development.
No one is perfect in this world so the training and development programs are very
important to an employee to get experienced with his or job, if proper training is
not given it creates a sense of rigidity in the workers and they might feel less
confident
• Supervision.
Supervision is the basic thing that includes the motivating factor, it is the
responsibility of the supervisor or superior to keep their subordinates motivated,
thus supervision plays a vital role in employee satisfaction.
• Standardized working hours.
In to day’s phenomenon standardized working hours is the fundamental factor for
employee satisfaction. Employees wants to spend more time with their family so
standardizing the working hours is the basic requirement to keep employees
satisfied.
• Work environment.
Work environment is the factor, which makes employees fresh and healthy to
work; if the corking conditions are not proper employees will be dissatisfied with
their job.
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34. “Activities to maximize employee satisfaction of CitiFinancial Employees”
• Opportunity to growth
Personal career is a very important factor that every employee wants to build with
his job, so working conditions must give all the employees enough opportunities
for growth and it keeps the employees motivated and satisfied
• Additional activities
In today world all the above factors are necessary but not sufficient, some
additional activities are very important to keep employees motivated. Thus some
of the companies are conducting some additional activities for their employees’
satisfaction like Fun trips, Picnics, outbound trainings, sports activities and yoga
classes.
“If the foundation is solid then pillars will be strong”
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35. “Activities to maximize employee satisfaction of CitiFinancial Employees”
Project Design
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36. “Activities to maximize employee satisfaction of CitiFinancial Employees”
RESEARCH OBJECTIVES
1. To find the level of satisfaction in CitiFinancial employees.
2. To find are Yoga & Meditation are the effective tools to reduce stress.
3. To develop strategies to maximize employee satisfaction in CitiFinancial.
4. Comparative study of employee satisfaction with the competitors.
UNIQUENESS OF THE PROJECT
i. Including Yoga & Meditation factors.
ii. First HR project in CitiFinancial India.
iii. Organization is in very much need of finding the strategies to maximize the
employee satisfaction.
iv. Collecting the suggestions form employees about their requirements to
maximize the satisfaction.
v. Comparing and considering the activities of the competitors towards the same.
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37. “Activities to maximize employee satisfaction of CitiFinancial Employees”
vi. Name of the project is Itself Unique.
SAMPLE DESIGN:
• Sampling method: Random Sampling.
• Sample Size: 45
o Existing Employees-36
o Fresher-9
o Male employees-34
o Female employees-11
• Data collection method.
o Primary Data:
Questionnaire method-30
• Existing employees-24
• Fresher-6
Personal interview method-15
• Existing employees-12
• Fresher-3
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38. “Activities to maximize employee satisfaction of CitiFinancial Employees”
Observation method
o Secondary data:
Company websites,
Yoga meditation, Work shops and Outbound training centers
MBA Text books
Competitors ICICI, HSBC, KotakLife etc.
Software companies AXA, Honey well etc.
Analysis
&
Interpretation
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39. “Activities to maximize employee satisfaction of CitiFinancial Employees”
Department: Credit & Risk
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40. “Activities to maximize employee satisfaction of CitiFinancial Employees”
1. What is your present job responsibility?
Particulars Number of respondents
Officer 9
Management associate 1
Asst Manager 7
Manager 3
3
Officer
Management Associate
9
Asst, Manager
7
Manager
1
Interpretation.
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41. “Activities to maximize employee satisfaction of CitiFinancial Employees”
Out of 20 employees 9 are Officers, 1 is Management Associate, 7 are Assistant
Managers and remaining 3 employees are Managers.
2. How do you view your present job?
Particulars Number of respondents
Very good, Great. 2
Challenging 3
Good, Satisfactory 12
Ok 3
2
3
Very Good, Great
3
Challenging
Good, Satisfactory
Ok
12
Interpretation.
Out of 20 employees 2 view their job as Very Good, 3 as challenging, 12 as Good
and Satisfactory and remaining 3 view job as ok.
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42. “Activities to maximize employee satisfaction of CitiFinancial Employees”
3. What additional training do you require to do your present job better?
Particulars Number of respondents
Product Training 1
Departmental training 4
Other departmental Training 2
None 2
4
4
3.5
3
2.5
2 2
2
1.5
1
1
0.5
0
Product Training Department Other Department None
Training Training
Interpretation.
Out of 20 employees 1 employee demanded for Product Training, 4 demanded for
Departmental Training, 2 for other departmental Training and 2 are satisfied from their
present knowledge. Remaining 11 have not replied for the question.
4. What additional activities do you require for employee satisfaction? & how
often?
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43. “Activities to maximize employee satisfaction of CitiFinancial Employees”
Needed Once in Once in two Once in Twice in a
Particulars month months quarter year
Outbound 4 3 3 0 3
Workshops 4 0 1 2 0
Sports 6 6 3 2 0
6
5
4
3
2
1
0
Need once in a once in two once in Twice in a
month months quarter year
Outbound Trainings Work Shops Sports
Interpretation.
For Outbound Training, 4 just need the Outbound Training, 3 needs once in
a month, 3 needs once in two month and 3 have asked for Twice in a year.
For Workshops, 4 employees needs the Workshops, 1 demanded for once in
two months and 2 have demanded once in a Quarter.
For Sports, 6 employees needs sports activities, 6 needs once in a month, 3
needs once in two month and 2 have asked for once in a quarter.
5. Which of the following do you think makes work environment better?
Particulars Number of respondents
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44. “Activities to maximize employee satisfaction of CitiFinancial Employees”
Bigger Pantry 6
Clean and hygiene Work station 12
Job rotation 8
Standardized working hours 14
14
14
12
12
10
8
8
6
6
4
2
0
Bigger Pantry Clean & Hygine Job Rotation Std Working Hours
Workstation
Interpretation.
For improvement of Work environment 6 employees asked for the Bigger Pantry,
12 for Clean & Hygiene Work Station, 8 for Job rotation and 14 for Standardization of
working hours.
6. How important are the following to reduce stress in work environment?
Very Important Necessary Not
Particulars Important Necessary.
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45. “Activities to maximize employee satisfaction of CitiFinancial Employees”
Yoga and Meditation 8 1 2 1
Playing computer Games 2 1 1 4
Having Tea & Coffee 2 6 2 0
Social Welfare activities 2 6 0 1
8
7
6
5
4
3
2
1
0
Very Imp Important Necessary Not Necessary
Yoga&Meditation Playing Computer Games
Having Tea, Coffee Social Welfare Activities
Interpretation.
For Yoga & Meditation 8 employees rated Very important, 1 rated as
important, 2 rated as necessary 1 rated as not necessary to reduce the stress.
For playing computer Games 2 employees rated Very important, 1 rated as
important, 1 rated as Necessary and 4 rated as not necessary to reduce the stress.
For Having Tea & Coffee 2 employees rated Very important, 6 rated as
Important and 2 rated as necessary reduce the stress.
For Social Welfare activities 2 employees rated Very important, 6rated as
Important and 1 rates as not necessary to reduce the stress.
7. What do you like best about working for CitiFinancial?
Particulars Number of respondents
Colleagues 3
Brand 3
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46. “Activities to maximize employee satisfaction of CitiFinancial Employees”
System and process 7
Professionalism 4
Package 3
7
7
6
5
4
4
3 3 3
3
2
1
0
Colleagues Brand System&Process Prefessionalism Package
Interpretation.
3 employees are proud of their Colleagues, 3 proud of Citi brand, 7 of system and
Process, 4 of Professionalism and 3 proud of Pay Package.
8. What areas of citifinancial might need improvement?
Particulars Number of respondents
Space constraint 3
Package 1
HR 3
Employee Relations 2
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47. “Activities to maximize employee satisfaction of CitiFinancial Employees”
3
3 3
2.5
2
2
1.5
1
1
0.5
0
Space Constraint Package HR Dept Employee
Relations
Interpretation.
3 employees are unsatisfied with Space Constraint at the work Station, 1 with Pay
Package, 3 with Human Resource department, and 2 are with low level of employee
relations.
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48. “Activities to maximize employee satisfaction of CitiFinancial Employees”
Department: Personal
Loans
1. What is your present job responsibility?
Particulars Number of respondents
Officer 7
Management associate 0
Asst Manager 2
Manager 1
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49. “Activities to maximize employee satisfaction of CitiFinancial Employees”
1
Officer
2
Asst, Manager
Manager
7
Interpretation.
Out of 10 employees 7 are Officers, 2are Assistant Managers and 1 employee is
Manager.
2. How do you view your present job?
Particulars Number of respondents
Very good, Great. 3
Challenging 3
Good, Satisfactory 4
Ok 0
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50. “Activities to maximize employee satisfaction of CitiFinancial Employees”
3
Very Good, Great
4
Challenging
Good, Satisfactory
3
Interpretation.
Out of 10 employees 3 view their job as Very Good, 3 as challenging, and
remaining 4 views their job as Good and Satisfactory.
3. What additional training do you require to do your present job better?
Particulars Number of respondents
Problem solving 2
Stress Management 3
Other departmental Training 1
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51. “Activities to maximize employee satisfaction of CitiFinancial Employees”
3 3
3
2.5
2
1.5
1
1
0.5
0
Problem Sloving Stress Management Other Dept Training
Interpretation.
Out of 10 employees 3 employees asked for training on problem solving skills, 3
employees asked for training to reduce stress and 1 for other department training.
Remaining 3 have not replied for the question.
4. What additional activities do you require for employee satisfaction? & How
often?
Needed Once in Once in two Once in Twice in a
Particulars month months quarter year.
Outbound 1 2 1 3 2
Workshops 1 1 0 2 1
Sports 2 6 1 0 0
Other 0 3 0 0 0
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52. “Activities to maximize employee satisfaction of CitiFinancial Employees”
6
5
4
3
2
1
0
Need once in a once in two once in Twice in a
month months quarter year
Outbound Trainings Work Shops Sports Other
Interpretation.
For Outbound Training, 1 need the Outbound Training, 2 needs once in a
month, 1 needs once in two month, 3 have asked for once in a quarter and 2
have asked for Twice in a year.
For Workshops, 1 employee need the Workshop, 1 demanded for once a
month, 2 have demanded once in a Quarter, and 1 asked for once in six months.
For Sports, 2 employees need sports activities, 6 needs once in a month and
1 need once in two months.
5. Which of the following do you think makes work environment better?
Particulars Number of respondents
Bigger Pantry 5
Clean and hygiene Work station 8
Job rotation 4
Standardized working hours 9
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53. “Activities to maximize employee satisfaction of CitiFinancial Employees”
9
9
8
8
7
7
6
5
5
4
3
2
1
0
Bigger Pantry Clean & Hygine Job Rotation Std Working Hours
Workstation
Interpretation.
For improvement of Work environment 5 employees asked for the Bigger Pantry,
8 for Clean & Hygiene Work Station, 7 for Job rotation and 9 for Standardization of
working hours.
6. How important are the following to reduce stress in work environment?
Very Important Necessary Not
Particulars Important Necessary.
Yoga and Meditation 8 1 0 0
Playing computer Games 0 0 2 2
Having Tea & Coffee 0 1 2 1
Social Welfare activities 1 1 0 0
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54. “Activities to maximize employee satisfaction of CitiFinancial Employees”
8
7
6
5
4
3
2
1
0
Very Imp Important Necessary Not Necessary
Yoga&Meditation Playing Computer Games
Having Tea, Coffee Social Welfare Activities
Interpretation.
For Yoga & Meditation 8 employees rated Very important and 1 rated as
important.
For playing computer Games 2 has rated as necessary and 2 have rated as
not necessary to reduce the stress.
For Having Tea & Coffee 1 employee has rated as important, 2 rated as
necessary and 1 has rated as not necessary reduce the stress.
For Social Welfare activities 1 employee has rated as Very important and
1 rated as important to reduce the stress.
7. What do you like best about working for CitiFinancial?
Particulars Number of respondents
Colleagues 2
Brand 1
System and process 3
Professionalism 2
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55. “Activities to maximize employee satisfaction of CitiFinancial Employees”
3 3
3
2.5
2 2
2
1.5
1
1
0.5
0
Colleagues Brand System&Process Prefessionalism Package
Interpretation.
3 employees are proud of their Colleagues, 2 are proud of Citi brand, 1 is of
system and Process, and 3 are of Professionalism and 2 proud of Pay Package.
8. What areas of citifinancial might need improvement?
Particulars Number of respondents
Space constraint 1
Package 3
HR 1
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56. “Activities to maximize employee satisfaction of CitiFinancial Employees”
3
3
2.5
2
1.5
1 1
1
0.5
0
Space Constraint Package HR Dept
Interpretation.
1 employee is unsatisfied with Space Constraint at the work Station, 3 with Pay
Package and1 with Human Resource department.
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57. “Activities to maximize employee satisfaction of CitiFinancial Employees”
Department: Support.
1. What is your present job responsibility?
Particulars Number of respondents
Officer 8
Management associate 0
Asst Manager 7
Manager 0
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58. “Activities to maximize employee satisfaction of CitiFinancial Employees”
Officer
7
8
Asst, Manager
Interpretation.
Out of 15 employees 8 are employees are Officers, and remaining 7 employees
are Managers.
2. How do you view your present job?
Particulars Number of respondents
Very good, Great. 3
Challenging 1
Good, Satisfactory 9
Ok 2
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59. “Activities to maximize employee satisfaction of CitiFinancial Employees”
2
3
Very Good, Great
Challenging
1
Good, Satisfactory
Ok
9
Interpretation.
Out of 15 employees 3 view their job as Very Good, 1 as challenging, 9 as Good
and Satisfactory and remaining 2 views their job as OK...
3. What additional training do you require to do your present job better?
Particulars Number of respondents
Product Training 2
Departmental training 2
Other departmental Training 3
None 1
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60. “Activities to maximize employee satisfaction of CitiFinancial Employees”
3
3
2.5
2 2
2
1.5
1
1
0.5
0
Product Training Department Other Department None
Training Training
Interpretation.
Out of 15 employees 2 employees have demanded for Product Training, 2 have
demanded for Departmental Training, 3 for other departmental Training and 1 employee
is satisfied from their present knowledge. Remaining 7 have not replied for the question.
4. What additional activities do you require for employee satisfaction? & How
often?
Needed Once in Once in two Once in Twice in a
Particulars month months quarter year
Outbound 5 2 0 2 1
Workshops 3 1 0 1 0
Sports 2 2 4 1 0
Others 0 2 2 1 0
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61. “Activities to maximize employee satisfaction of CitiFinancial Employees”
5
4.5
4
3.5
3
2.5
2
1.5
1
0.5
0
Need once in a once in two once in Twice in a
month months quarter year
Outbound Trainings Work Shops Sports Other
Interpretation.
For Outbound Training, 5 need the Outbound Training, 2 needs once in a
month, 2 have asked for once in a quarter and 1 has asked for Twice in a year.
For Workshops, 3 employees need the Workshop, 1 demanded for once a
month, and 1 asked for once in six months.
For Sports, 2 employees need sports activities, 2 needs once in a month and
4 needs once in two months and 1 has asked for once in six months.
5. Which of the following do you think makes work environment better?
Particulars Number of respondents
Bigger Pantry 7
Clean and hygiene Work station 8
Job rotation 6
Standardized working hours. 10
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62. “Activities to maximize employee satisfaction of CitiFinancial Employees”
10
10
9
8
8
7
7
6
6
5
4
3
2
1
0
Bigger Pantry Clean & Hygine Job Rotation Std Working Hours
Workstation
Interpretation.
For improvement of Work environment 7 employees asked for the Bigger Pantry,
8 for Clean & Hygiene Work Station, 6 for Job rotation and 10 for Standardization of
working hours.
6. How important are the following to reduce stress in work environment?
Very Important Necessary Not
Particulars Important Necessary.
Yoga and Meditation 12 3 0 2
Playing computer Games 0 1 2 5
Having Tea & Coffee 1 1 5 1
Social Welfare activities 3 6 0 0
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63. “Activities to maximize employee satisfaction of CitiFinancial Employees”
12
10
8
6
4
2
0
Very Imp Important Necessary Not Necessary
Yoga&Meditation Playing Computer Games
Having Tea, Coffee Social Welfare Activities
Interpretation.
For Yoga & Meditation 12 employees rated as Very important, 3 rated as
important and 2 have rated as not necessary to reduce the stress.
For playing computer Games 1 employee rated as important, 2 has rated as
Necessary and 5 have rated as not necessary to reduce the stress.
For Having Tea & Coffee 1 employee has rated as very important, 1 as
important, 5 as necessary and 1 has rated as not necessary reduce the stress.
For Social Welfare activities 1 employee has rated as Very important and
1 rated as important to reduce the stress.
7. What do you like best about working for CitiFinancial?
Particulars Number of respondents
Colleagues 4
Brand 5
System and process 1
Professionalism 2
Package
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64. “Activities to maximize employee satisfaction of CitiFinancial Employees”
5
5
4.5
4
4 4
3.5
3
2.5
2
2
1.5
1
1
0.5
0
Colleagues Brand System&Process Prefessionalism Package
Interpretation.
4 employees are proud of their Colleagues, 4 proud of Citi brand, 5 of system and
Process, 1 of Professionalism and 2 proud of Pay Package.
8. What areas of citifinancial might need improvement?
Particulars Number of respondents
Space constraint 6
Package 1
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65. “Activities to maximize employee satisfaction of CitiFinancial Employees”
6
6
5
4
3
2
1
1
0
Space Constraint Package
Interpretation.
6 employees are unsatisfied with Space Constraint at the work Station and 1 with
Pay Package.
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66. “Activities to maximize employee satisfaction of CitiFinancial Employees”
Findings
DEPARTMENT: CREDIT AND RISK
Ob the basis of Questionnaire method
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67. “Activities to maximize employee satisfaction of CitiFinancial Employees”
1. Colleagues are good.
2. Professionalism in the organization.
3. Yoga and meditation can reduce stress and will be added advantage.
4. Company brand name is good.
Ob the basis of Personal Interview method
5. Targets are unrealistic.
6. Training was not effective.
7. Pay package of existing employees is lesser compared to fresher.
8. Over involvement of other departments is more.
9. Supervision is good.
DEPARTMENT: PERSONAL LOANS
On the basis of Questionnaire method
1. Professionalism is best in the organization.
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68. “Activities to maximize employee satisfaction of CitiFinancial Employees”
2. Colleagues are good and supportive.
3. Good brand image of the company
4. Yoga and meditation will be helpful in stress management and to do work
better.
Ob the basis of Personal Interview method
5. Targets are unrealistic.
6. Pay package of existing employees is lesser compared to fresher.
7. On the job training is very good.
8. Rewards and recognition are good.
9. Support from other departments is good and satisfactory.
DEPARTMENT: SUPPORT
On the basis of Questionnaire method
1. Yoga and meditation can reduce stress and will be added advantage.
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69. “Activities to maximize employee satisfaction of CitiFinancial Employees”
2. Company brand name and process are best
3. Supervision is good.
4. Colleagues are good.
5. Professionalism in the organization.
Ob the basis of Personal Interview method
6. Support from other departments is good.
7. On the job training is good.
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70. “Activities to maximize employee satisfaction of CitiFinancial Employees”
Suggestions
DEPARTMENT: CREDIT AND RISK
On the basis of Questionnaire method
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71. “Activities to maximize employee satisfaction of CitiFinancial Employees”
1. Working hours have to be standardized.
2. Working conditions have to be standardized.
3. Out bound trainings have to be conducted once in quarter.
4. Workshops have to be conducted once in quarter.
5. Sports have to be organized once in a month but not on holidays.
6. Picnic, party and fun trips have to be conducted regularly.
7. Yoga and meditation can reduce stress and will be added advantage and
should be conducted often.
Ob the basis of Personal Interview method
8. Human resource in the department has to be increased.
9. Uniformity in Pay package policies is necessary.
10. Employee ideas have to be taken into consideration.
11. Reward & Recognition has to be given importance.
12. Targets have to be realistic and achievable.
13. Improvement in training and development is necessary.
14. Interaction with other departments has to be given importance.
15. Employee relations need more improvement.
DEPARTMENT: PERSONAL LOANS
On the basis of Questionnaire method
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1. Work environment should be clean and hygiene.
2. Working hours, to be made standardized.
3. Pantry has to be made big.
4. Out bound trainings have to be conducted once in a quarter.
5. Workshops have to be conducted once in a quarter.
6. Sports have to be there in every month but not on holidays.
7. Picnic, party and fun trips have to be conducted every month.
8. Yoga and meditation can reduce stress and will be added advantage and
should be conducted often.
On the basis of Personal Interview method
9. Targets have to be made realistic and achievable.
10. Uniformity in pay package.
11. No work on holidays
12. Interaction with other departments has to be given importance.
DEPARTMENT: SUPPORT
On the basis of Questionnaire method
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1. Departmental and other departmental trainings have to be given.
2. Pantry has to be made big
3. Work environment should be clean and hygiene.
4. Standardized Working hours
5. Out bound trainings have to be conducted once in a quarter.
6. Workshops have to be conducted once in a quarter.
7. Sports have to be there in every month but not on holidays.
8. Picnic, party and fun trips have to be conducted every month.
9. Yoga and meditation can reduce stress and will be added advantage and
should be conducted often.
10. Job rotation should be in forced to keep the employees enthusiastic.
On the basis of Personal Interview method
11. Interaction with other departments has to be given importance.
12. No work on holidays.
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SWOT analysis
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SWOT ANALYSIS
STRENGTHS WEAKNESSES
• Good Brand name • Unrealistic targets
• Higher package • Un standardized working
• Coverage hours
• Process and Professionalism • Increasing number of branches
• People with the same targets
• Innovative products
OPPARTUNITIES THREATS
• Boom in the financial sector • Huge competition
• Increasing need for money • Higher rate of interest
• Increasing number of • Hidden costs
customers • Low level of employee
relationship
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Contact Details
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YOGA AND MEDITATION TRAINNNG CENTERS
ASHWINI YOGA CHIKITSALAYA
SHRI SHANKARA YOG KENDRA
627/98, 2nd Floor, Behind Central Library,
Dr. Rajkumar Road, Rajainagar,
Bangalore-560010
Phone: 080-23353981
Cell: 9886753981
Contact person: Mr. Shankarnarayan Hegde
The Kendra conducts following courses:
1. Basic Courses
Breathing practice, loosening-Up exercises, Suryanamaskar, Asana. Simple
Pranayama and Meditation. Mainly focuses on Physical dimensions of Yoga.
Duration: One month,
Fees: Rs.600/- (every day), Rs.300/- (Alternate days) and Rs.150/- (one week
intensive)
2. Advanced Courses
Advanced Pranayama, Meditation etc
Fees: Rs.1000/- per month.
3. Spiritual Practices
Yogic practices based on chanting, bhajans.
Fees: Rs.1000/- per month.
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SWAMI VIVEKANANDA PUBLIC TRUST
No: 106, 1st floor ‘G’ Main Street,
Jogupalya, Halasuru,
Bangalore-560008
Tel: 080-25573388
Cell: 9243100278
Contact person: Mr. Suguru Tippeswmy
Courses on
• Pranayama
• Yoga
• Nidra
• Yogasanas
• Meditation
• Kriyas
• Surya namaskar
• Kundilini
Duration: 2 Days, i.e.12 hours (6+6).
Fees: Rs.4000/-per group
(Group consists of maximum 30members)
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OM YOGA PRATISTANA
No: 3203, Behind Akshay Bakery,
6th cross, Gayatrinagar,
Bangalore: 560021
Phone: 080-23320542
Cell: 9844259436
Contact person: Mr. Prahlad
Courses conducted by the center.
• Yama
• Niyama
• Asanas
• Pranayama
• Meditation
• Samadhi
Duration: one week (Two hours a day)
Fees: Rs.50/- per participant per Day.
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WORKSHOPS TRAINING CENTRES.
PLUS POINT,
No: 19A/3, 1st cross, 1st main
Jayamahal
Bangalore: 560046
Contact no: 9448385076
Contact person: Ms. Vineeta
Workshops on...
• Personal hygiene
• Improving self confidence
• Confidence building
• Stress management
• Distress and relaxation
• Grooming
• Body posture and care
• Fitness
Duration: 2 days (8 hours a day)
Fees: Rs.750 per head, or
Rs.15000 per plot (Maximum 30 trainees)
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SWAMI VIVEKANANDA PUBLIC TRUST
No: 106, 1st floor ‘G’ Main Street,
Jogupalya, Halasuru,
Bangalore-560008
Tel: 080-25573388
Cell: 9243100278
Contact person: Mr. Suguru Tippeswmy
Workshops on
• Personality development
• Success strategies
• Goal setting and accomplishment
• Stress management
• Self confidence
• Motivating strategies
• Creativity
• Positive mental attitude
• Time management
• Human relations
• Dynamic relaxation
Duration: 2 Days, i.e.12 hours (6+6).
Fees: Rs.4000/-per group (inclusive of course materials)
(Group consists of maximum 30members)
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OUTBOUND TRAINING CENTRES
CARE (Center for Adventure and Rejuvenation of Environment)
No: 1, 3rd floor, 18th cross
Malleshwaram
Bangalore-560003
Tel: 080-51281478
Cell: 9845695350
Contact person: Mr. M. K. Sheshadri
CARE conducts…
• Trekking
• Para Monitoring
• Wilderness Camps
• Island Adventures
• Rock climbing
• Cave Exploration
• White Water Rafting
Fees: Rs.1500/- per day per participant
(Fees are inclusive of hiring of equipment fees, forest rent etc)
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SHREYAS-A journey of self-discovery
Santoshima Farm, Gollahalli Gate,
Nelamangala,
Bangalore-562123
Tel: 080-27737102, 03
Cell: 9945062888, 9945045250
Contact person: Mr. N. Balaji
SHREYAS conducts
• Yoga and meditation
• Works shops
• Trekking etc
• Out bound training.
Fees: Depends upon the courses, duration and accommodation
(Plus 10% service tax and 13% Government taxes)
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Initial data regarding extra
activities from the
competitors
And
Software companies
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DAYS CAN BE CONDUCTED IN THE OFFICE
1. Tapori Day.
2. Hawaii Day, (Special Dress of the Hawaii countries)
3. English Day, (Dressing like Englishman i.e. Suit with Tie)
4. Mismatch Day (Dressing without matching)
5. Black and White Day. (Dressing Black and White)
6. Kurta day
7. Saree Day
8. FIDO Day (Fun In D Office).
9. Chocolate Day (Distributing Chocolates to all the employees)
10. Presentation Day
o One of the employee will give Power Point Presentation about his or her
interested matter, this will improve presentation skills of employees
11. Thank god Its Friday (Day for Team building activities)
12. Team Building Activity
o Queen or King of Sheba,
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Make some group of six people and tell them to do toughest things in short
period like searching for 100 shoes of same color in the office premises only.
13. Friday Blasts (Day for cultural activities)
14. Just Do It Day
o One employee writes the name one the peculiar thing, that has to be
performed by the second person, in the last a person has to do the same
which he has written but it should not be disclosed to him before writing
15. Dinner day (Having Dinner together, may be on own expenses)
16. Fruit Day (Preparing juice with seasonal Fruit and distributing to all employees)
17. Family Day (Bring all family together of all employees)
18. Rose Day (one Employee giving rose to another)
19. Sweet Day (Distributing Sweet of the month)
20. Fish Pond day (All the employees will put their ideas on a box and on weekend
the selected idea will be implemented)
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Limitations of the study
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LIMITATIONS OF THE STUDY
1. The survey is restricted to only Head office of Karnataka
2. Due to shortage of time (60 Days) practical sessions on Yoga meditation,
workshops were not conducted
3. Findings are based on assuming that all employees have truly and honestly
answered.
4. Concentrated more on the official works.
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Conclusion
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CONCLUSION
1. Level of satisfaction of employees in the organization is good, more and more
additional activities have to be conducted to keep them motivated.
2. Yoga and Meditation are the effective tools to reduce the stress; employees will
be benefited if the training is given to them.
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Bibliography
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BIBLIOGRAPHY
1. Organizational Behavior.
- Udai Pareek.
2. Organizational Behavior
- Stephen Robins.
3. Human Resources management.
- K S Ashwatappa
4. Human Resources management.
- C B Memoria
5. www.citifinancial.com
6. www.Citigroup.com
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Annexure
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------------------------Thanks for your valuable time------------------------
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