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PRESENTATION
                        ON
                   HR PRACTICES




WITH RESPEST TO:        SUBMITTED BY:-
                              LAKSHMI.YADHAV
                              ANURADHA.MUKKU
                              HEMANGI.BHISE
                              REETI.SINGH
INTRODUCTION
 HRM is that it is the process of managing people in organizations in a
  structured and thorough manner.

 Human resource management in banking and insurance concentrates
  on building employee capabilities. Employee capabilities serve as the
  trigger and create growth opportunities for the organization.

 Service sectors like banks and insurance are entirely dependent on
  the knowledge, expertise, skills, attitudes and quality of human
  resources for growth and success. Hence effective management of
  human resources is extremely critical in banks and insurance
  companies.
DEFINITION
          Wendell French describes human
resources management as “the philosophy,
policies, procedures, and practices related to
the management of people within the
organization.”
HR PRACTICES
   Human Resource Planning
   Organizational and job design
   Staffing
   Training and Development
   Performance appraisal and Review
   Compensation and Reward
   Maintaining Effective Employer- Employee Relationship
   Healthy & Management
   Employee Participation
   Organization Improvement
HUMAN RESOURCE MANAGEMENT
          IN BANKS

 HRM IN CO-OPERATIVE BANKS:-
               It is said that the HR policies of cooperative
 banks are totally dominated by the Registrar of
 Cooperatives. This is, perhaps, one reason why the
 cooperatives are unable to improve themselves.

 HRM IN REGIONAL RURAL BANKS (RRBS):-
               As regards RRBs, most of them adopt the HR
 policies of sponsor banks, which are not appropriate for
 their special nature.
CONT…….
 HRM IN PUBLIC SECTOR BANKS:-

               In the recent times, the contours of HR function in public
 sector banks are slowly but definitely changing- since 70s- Public Sector
 Banks (PSBs) have adopted HRM practices similar to that of Government
 departments. Herein HRM did not have a direct role in business
 development but was more concerned with centralized recruitment to staff
 & providing them across the country.

 HRM IN PRIVATE BANKS & FOREIGN BANKS:-
                The HR function as practiced by private & foreign banks is
 effectively involved in the identification of specific skills that each job
 warrants & recruiting suitable staff by every way possible.
BANK OF BARODA

 Bank of Baroda is the highest profit-making public sector
    undertaking (PSU) bank in India and the second largest PSU
    bank in terms of number of total business in India.
    The Maharaja of Baroda, H. H. Sir Sayajirao Gaekwad III
    founded the bank on 20 July 1908.
   It was nationalized on 19 July 1969, by GOI.
   4168 branches in India
   2000 ATMs.
   A headquarter is in Vadodara
   A corporate headquarter is in Bandra-Kurla complex
    Mumbai.
HR OBJECTIVES
To initiate & institutionalize
To undertake organizational renewal
To create performance-driven culture
To create business leaders
To build sales and service culture
To create learning organization
HR PRACTICES OF BOB

Recruitment and Selection
Training and Development
Performance Appraisal
 Employee Involvement and Job Security
Employee relations:
HDFC STANDARD LIFE INSURANCE


 HDFC Life (HDFC Standard Life Insurance Company) is
  an Indian private life insurance company. It is a joint
  venture between Housing Development Finance
  Corporation Ltd (HDFC) and Standard Life provider of
  financial services in the UK. It was established after
  private companies were allowed to enter the insurance
  industry in the year 2000.
 HDFC is 33 year old while Standard life is 185 year of
  experience of insurance industry.
OBJECTIVES

 Managing    people to succeed in today‟s      highly
 competitive global environment is important.

 HDFC Standard Life is ethical and honest in the
 way it runs its business.
HR PRACTICES
Recruitment
Selection
Motivation
Training and Development
Re-Hiring policy
GOAL(Go online and Learn)
SPARSH
Mission in Genius
Fun Time
Recruitment
 Advertisements – Newspapers , Magazines
 Campus recruitment
 Job portals
 E-Recruitment
 Employee referral
SELECTION PROCESS
 Aptitude Test
 IRDA Exam
 Face to face interview
 Medical Examination
 Background
 Offer Letter
 Job Promotion
 Achieving Targets
 Holiday Tour
 Gift Voucher
 Feed back
TRAINING AND DEVELOPMENT

• Conducting Induction program regarding the Vision and
  Mission of financial Institution
• Basic level orientation programmes
• Talent identification and grooming programmes.
• Provide Training on insurance products
• HDFC Life has a policy on re-hiring candidates who
  have previously worked with HDFC Life in any role
  or Department.

• As per the policy, the concerned candidate should have
  a minimum cooling period of six months from his
  previous stint with HDFC Life before being re-hired.
GOAL
          (Go online and Learn)
 Access to GOAL is provided also to prospective
 employees before joining the organization to make them
 feel integrated. Also, a critical piece of the entire
 welcoming process is a formal employee feedback
 process that happens once in six months for all the
 new joinees.
SPARSH

 To encourage open communication,'Sparsh' is an
 employee communication program at HDFC Life
 Insurance. It is a town hall activity conducted
 annually companywide in the months of November
 and December.
MISSION IN GENIUS

 In 2006, HDFC       Life initiated a self-learning tool
  for its employees, “Mission in Genius”.

 It  is acknowledge enhancement initiative that
  engages employees through continuously learning and
  upgrades their knowledge on the life insurance
  industry
FUN TIME
 As a part of their policy of celebrating good times,
  at the beginning of every financial year, the fun
  club prepares a theme calendar. The theme of the
  month depends on the
 Festival/occasion falling in the month. For example,
  in August 2011, the theme was „Express Gratitude'.
CONCLUSION
 BANK OF BARODA – an International bank of India. As the tag line of the
  bank suggests it is the bank which has stepped in the global market and has left
  its foot prints everywhere.
 Bank of Baroda is an organization which had believed in the saving that every
  one has to change with the time.
 BOB has always provided the good services and hospitality to its customers the
  all branched have been applied with core banking services.
 The employees involve themselves in work and are ready to share
  responsibilities in the HDFC LIFE.
 Seniors guide their juniors and prepare them for the future responsibilities
  /roles they are likely to take them up.
 Officers in the HDFC LIFE believe that employee behavior can be changed and
  people can be developed at any stage of their life.
SUGGESTIONS
 BOB needs to increase its number of ATMs in the country. Especially in
    metropolitan cities. This is because today people don‟t like standing in queues
    for withdrawing money.
   Bank of Baroda did very well when Rahul Dravid was endorsed as its brand
    ambassadors. Today BOB has no ambassadors. Therefore it should endorse
    someone as their icon.
   The personnel policies regarding placement, promotion, training and development
    have to be implemented in a flexible manner.
    The management of HDFC SL should predict the future challenges and plan the
    strategy to meet them. This helps the clerical level employees to know their role
    and responsibility to meet the future challenges.
    After training programme the feedback must be given to the employee at the
    earliest possible time, so that the employee can grow in his strengths, get over his
    weaknesses, utilize the opportunities and minimize the threats that undermine
    their growth.
hrm

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hrm

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