Abstract:HRD in banking sector is a continuous process to ensure the development of employee competencies, dynamism, motivation and effectiveness in systematic and planned manner. HRD is helpful in development of employee’s physical capacities, relationships attitudes, values, knowledge and skills. The study is aimed at assessing the extent of HRD Policies in ICICI Bank and Punjab National Bank and also comparative Analysis. For the purpose of the study, primary data is collected from 200 officer cadre employees of ICICI Bank and Punjab National Bank through a structured questionnaire. The study revealed that the Performance appraisal, Training and Development and Organizational development are better in ICICI Bank compared to Punjab National Bank.
HUMAN RESOURCES DEVELOPMENT POLICIES: A COMPARATIVE STUDY OF ICICI BANK AND P...paperpublications3
Abstract:HRD in banking sector is a continuous process to ensure the development of employee competencies, dynamism, motivation and effectiveness in systematic and planned manner. HRD is helpful in development of employee’s physical capacities, relationships attitudes, values, knowledge and skills. The study is aimed at assessing the extent of HRD Policies in ICICI Bank and Punjab National Bank and also comparative Analysis. For the purpose of the study, primary data is collected from 200 officer cadre employees of ICICI Bank and Punjab National Bank through a structured questionnaire. The study revealed that the Performance appraisal, Training and Development and Organizational development are better in ICICI Bank compared to Punjab National Bank.
Keywords:Human Resource Development Policies.
Many organizations and institutions are struggling to survive in a business and market environment
which is volatile and fierce, and thus they are doing everything within their means in their quest to keep the
motivation levels of their staff high and to ensure an increase in their competitiveness and an improvement in
performance. Several studies indicate that improved employee performance gives organizations an age over and
above the others in the same business
The document discusses a study on job satisfaction of employees at Barath Building Construction (I) Pvt Ltd. It includes an introduction, objectives of the study, research methodology and limitations. The theoretical outlook discusses factors determining job satisfaction like nature of work, pay, relationships and growth opportunities. It also outlines consequences of job dissatisfaction like increased turnover and conflicts.
Job Satisfaction of Private Banking Sector Employees in BangladeshDr. Amarjeet Singh
The intention of this study is to explore the job satisfaction level in Private Banking Sector officers of Bangladesh. This study highlights the factors of job satisfaction of bank employees in our country also try to evaluate the influences of these factors on the ultimate job satisfaction. So, Private Banks employees are the target population of this research paper. This paper reveled some institutional factors like working environment, work condition, pay, fair treatment of employees, provision of loan, promotion policy and acknowledgement for good performance meaningfully effect on job satisfaction of private Bank employees. On the other hand, employee’s individual factors such as age and gender, marital status minorly effect job satisfaction of Bank employees. The study conveys the message to Bank management that they should give more attention to stimulate and uphold the human resources in banking sector in Bangladesh. For attaining decisive mission of the banking division, the Bank Administration should satisfy the bank officers and utilize their maximum effort by confirming comprehensive superiority of their institutions. We think the results and academic consultation of this research may assist the relevant people for additional research and formulation of plan.
A study on level of employee job satisfaction conducted at bharathi associate...Projects Kart
The document summarizes a study on employee job satisfaction at Bharathi Associates Ltd. It discusses the introduction, problem statement, objectives, scope, research methodology, and industry profile related to the food processing industry in India. The key objectives of the study are to measure and understand job satisfaction levels among employees and identify factors that motivate them. It aims to provide suggestions to improve company growth and perspectives.
This document summarizes a study on job satisfaction among employees. The main findings were that employees were not completely satisfied with their job despite adequate salaries. Employees felt they were not valued in their work and were not on their actual career path. Many felt the organization did not fulfill promises around promotion. Suggestions to improve job satisfaction included focusing on incentive and reward structures over motivational sessions. Limitations of the study included a short time period, lack of resources, small number of respondents, and unwillingness of some respondents to participate.
HUMAN RESOURCES DEVELOPMENT POLICIES: A COMPARATIVE STUDY OF ICICI BANK AND P...paperpublications3
Abstract:HRD in banking sector is a continuous process to ensure the development of employee competencies, dynamism, motivation and effectiveness in systematic and planned manner. HRD is helpful in development of employee’s physical capacities, relationships attitudes, values, knowledge and skills. The study is aimed at assessing the extent of HRD Policies in ICICI Bank and Punjab National Bank and also comparative Analysis. For the purpose of the study, primary data is collected from 200 officer cadre employees of ICICI Bank and Punjab National Bank through a structured questionnaire. The study revealed that the Performance appraisal, Training and Development and Organizational development are better in ICICI Bank compared to Punjab National Bank.
Keywords:Human Resource Development Policies.
Many organizations and institutions are struggling to survive in a business and market environment
which is volatile and fierce, and thus they are doing everything within their means in their quest to keep the
motivation levels of their staff high and to ensure an increase in their competitiveness and an improvement in
performance. Several studies indicate that improved employee performance gives organizations an age over and
above the others in the same business
The document discusses a study on job satisfaction of employees at Barath Building Construction (I) Pvt Ltd. It includes an introduction, objectives of the study, research methodology and limitations. The theoretical outlook discusses factors determining job satisfaction like nature of work, pay, relationships and growth opportunities. It also outlines consequences of job dissatisfaction like increased turnover and conflicts.
Job Satisfaction of Private Banking Sector Employees in BangladeshDr. Amarjeet Singh
The intention of this study is to explore the job satisfaction level in Private Banking Sector officers of Bangladesh. This study highlights the factors of job satisfaction of bank employees in our country also try to evaluate the influences of these factors on the ultimate job satisfaction. So, Private Banks employees are the target population of this research paper. This paper reveled some institutional factors like working environment, work condition, pay, fair treatment of employees, provision of loan, promotion policy and acknowledgement for good performance meaningfully effect on job satisfaction of private Bank employees. On the other hand, employee’s individual factors such as age and gender, marital status minorly effect job satisfaction of Bank employees. The study conveys the message to Bank management that they should give more attention to stimulate and uphold the human resources in banking sector in Bangladesh. For attaining decisive mission of the banking division, the Bank Administration should satisfy the bank officers and utilize their maximum effort by confirming comprehensive superiority of their institutions. We think the results and academic consultation of this research may assist the relevant people for additional research and formulation of plan.
A study on level of employee job satisfaction conducted at bharathi associate...Projects Kart
The document summarizes a study on employee job satisfaction at Bharathi Associates Ltd. It discusses the introduction, problem statement, objectives, scope, research methodology, and industry profile related to the food processing industry in India. The key objectives of the study are to measure and understand job satisfaction levels among employees and identify factors that motivate them. It aims to provide suggestions to improve company growth and perspectives.
This document summarizes a study on job satisfaction among employees. The main findings were that employees were not completely satisfied with their job despite adequate salaries. Employees felt they were not valued in their work and were not on their actual career path. Many felt the organization did not fulfill promises around promotion. Suggestions to improve job satisfaction included focusing on incentive and reward structures over motivational sessions. Limitations of the study included a short time period, lack of resources, small number of respondents, and unwillingness of some respondents to participate.
A study on level of job satisfaction in quality dept employeesProjects Kart
The document provides information about a study on job satisfaction among quality department employees at GO GO International Pvt. Ltd. in Hassan, India. The objectives are to understand factors influencing job satisfaction and suggest improvements. A questionnaire will be used to assess satisfaction with compensation, leadership, policies, and working conditions. The results may help the company enhance job satisfaction and employee performance.
A Study on Level of employee Job satisfaction in Bharathi AssociatesProjects Kart
A job satisfaction is one of the key factors affecting the employees performance in each and every organization. This research is focused on understanding the problem statement with the help of questionnaires. Job satisfaction describes how content an individual is with his or her job. It is a relatively recent term since in previous centuries the jobs available to a particular person were often predetermined by the occupation of the person’s parent. There are a variety of factors that can influence a person’s level of job satisfaction. Some of these factors include the level of pay and benefits, the perceived fairness of the promotion system within a company, the quality of the working conditions, leadership and social relationships, the job itself( the variety of tasks involved, the interest and challenge the job generates, and clarity of the job description/ requirements)
Promoting employee loyalty through organisational learning A study of selecte...iosrjce
This document summarizes a study that examined the influence of organizational learning on employee loyalty in selected hospitality firms in Port Harcourt, Nigeria. The study collected data from 122 employees across 50 hotels. Statistical analysis found that workers' loyalty, including emotional, continued, and moral loyalty, is strongly associated with organizational learning processes like awareness, intellectual cultivation, and communication. The study concluded that organizational learning improves employee loyalty. It recommended that organizations improve learning capacity through knowledge sharing to ensure effective loyalty.
This document summarizes a research study on the antecedents and consequences of job satisfaction and organizational commitment among internal auditors in the telecommunications industry in Indonesia. Specifically, it analyzes how the work environment influences job satisfaction and organizational commitment, and how job satisfaction and organizational commitment then impact organizational citizenship behavior. The study aims to answer four research questions regarding the relationships between these variables. It distributed 162 survey questionnaires to internal auditors and used path analysis to analyze the data. The results showed that a conducive work environment leads to greater job satisfaction and organizational commitment, which then encourage employees to exhibit organizational citizenship behavior to help achieve organizational goals.
The Rayon Office On Of Sub District, So The Head Of Rayon Office Receipt Part Of Authority Delegated From Sub District, And The Sub District Receipt Part Of Authority Delegated From The Local Government.
Factors Affecting Satisfaction and Turnover of Information Technology Workers...IJBBR
The current study examined the key factors that influenced the management of knowledge workers in Indian Information Technology sector. This article also ascertained the various practices employed by the employer’s and explored the practices which were highly appreciated by the employees and their impact on the knowledge workers management. The collection of data done through a self-administered questionnaire with the help of convenience sampling. The sample size was 500 knowledge workers from 10 IT
organizations in Delhi/NCR region. The reliability of the questionnaire was determined by the Cronbach’s alpha method and the value for all the variable was greater than 0.7 that acceptable. The analysis of collected data was done through descriptive tests in SPSS and structure equation modelling conducted in AMOS. The results of the study stated that awareness of employer, reward, recognition & growth, work
policies & arrangement and employer’s concern & care were highly correlated with the knowledge workers management in Indian IT sector.
This document summarizes a research study conducted at Politeknik LP3I Bandung examining the influence of organization structure, work environment, and motivation on employee performance. The study used a quantitative approach, surveying 55 employees. The results found that organization structure, work environment, and motivation all positively influence employee performance. An appropriate organization structure and positive work environment are important for improving employee welfare and motivation, which enhances performance and allows the organization to achieve its goals.
IJRET : International Journal of Research in Engineering and Technology is an international peer reviewed, online journal published by eSAT Publishing House for the enhancement of research in various disciplines of Engineering and Technology. The aim and scope of the journal is to provide an academic medium and an important reference for the advancement and dissemination of research results that support high-level learning, teaching and research in the fields of Engineering and Technology. We bring together Scientists, Academician, Field Engineers, Scholars and Students of related fields of Engineering and Technology.
The document discusses a study that examines the influence of work culture and career development on employee performance at PT PLN (Persero) UIKSBU in Indonesia. It analyzes how work culture and career development can affect employee self-efficacy and performance. The study uses a sample of 109 employees, measuring the variables through a survey. The results found that work culture has a positive and significant influence on employee performance directly and indirectly through self-efficacy. Career development was found to positively but not significantly influence employee performance directly or indirectly through self-efficacy.
The focus of this research paper is to analyze the impact of employer branding and
organization attractiveness factors on organization citizenship behavior of faculties in
Odisha universities covering technical and higher education context. Data were
collected from 350 faculties working in different universities of Odisha. Structured
questionnaire were used to gather the data for the study. Results of regression
analysis have revealed employer branding factors like brand knowledge, brand
internalization, brand equity, institutional culture and recognition of effort found to be
strong and positive predictor of citizenship behavior .organization attractiveness in
the form of respectful work environment and attractive place of employment, work
place fun and informality, healthy association between employer and faculties had
shown positive influence on OCB. Organization citizenship behavior is the
increasingly desirable form of employees behavior where motivation for employer
branding and attractiveness of institution must play a significant role .These concepts
should be treated as an effective technological tool in the hand of management and
must be adopted strongly in Technical educational institutions as well as in other
sectors to attract and retain potential employees
This document is a research project report submitted by Himanshu Shukla to Babu Banarasi Das University in partial fulfillment of an MBA degree. The research project examines work-life balance in the private banking sector in Lucknow, India under the guidance of Dr. Bhawana Pande. The report includes an introduction, industry profile, literature review, objectives, research methodology, data analysis, findings, recommendations, and conclusion. The report also includes certificates of completion, declarations, acknowledgements, prefaces, tables of contents, and a bibliography. The research aims to conduct a comprehensive study of work-life balance practices and challenges in the private banking sector in Lucknow.
Attitudes of Business Students Towards Career In Central Bank, Private Commer...ijmvsc
The banking industry is always a major job provider in Bangladesh. Particularly, the expansion of private
banking business, along with nationalized commercial ones, has created huge number of job opportunities.
Different types of banks have different types of jobs. The job in the central bank (Bangladesh bank-BB) is
different from any other commercial banks. It includes the strategic decision making for private banks and
non bank financial institutions, monitoring and supervising them etc and thus it seems to be a prestigious
job to the employees, though the salary structure is not very attractive. On the other hand two types of
commercial banks are there, NCBs (nationalized commercial banks) and PCBs (private commercial
banks). The NCBs and PCBs are doing the same commercial banking though the organizational structure
and the job they provide are little different in character. But their attitude towards the entire banking
career is off course not the same. Branding the job is another issue. “Employer branding” is relatively new
and interesting topic. Here the human resources and the employment itself are branded. The Bangladeshi
banks, except very private banks, are not practicing this concept. The study finds that the overall
performances of PCBs are best followed by BB & NCBs. That means to be branded as a good employer the
government sector banks has to go through a major reformation process. According to the study
‘Performance based promotion system’ is found to be the most important attribute, followed by
‘Remuneration’, ‘Growth opportunity’, ‘Social status’, ‘Job security’ & ‘Brand image’ and so forth. So
based on those factors, to be considered as the best employer, all those banks have scopes for development
The document discusses employee empowerment practices and organizational effectiveness in the banking sector in India. It aims to study the impact of autonomy, communication, training, rewards and organizational culture on effectiveness in State Bank of India and ICICI Bank. The study uses a survey questionnaire to collect primary data from non-executive employees of the banks. Statistical tools like correlation analysis and t-tests will be used to analyze the data and test hypotheses about differences in empowerment practices between the banks and their influence on organizational effectiveness. Limitations include the focus only on two banks in one region of India.
This study was about competency in leadership Selection at the Ministry of Public Service Uganda
with an Expert Perspective. The main objectives were to identify the competencies that practitioner experts
recommend in the selection of leaders in the ministry of public service by the year 2040 and beyond and to
identify recommendations of what practitioner experts’ rate as the most important and feasible in the
recruitment of leaders in the ministry of public service by the year 2040 and beyond
The document summarizes research on the evolving roles of human resource professionals. It discusses how factors like globalization, technology, and organizational changes have transformed the HR role from traditional administrative tasks to more strategic responsibilities. The literature review examines research on emerging HR roles like strategic partner, change agent, employee advocate, and driving diversity and equal opportunity. It is suggested that HR professionals must develop new competencies to address changing business needs and effectively manage increasingly knowledge-based workforces.
This document discusses a qualitative research study on the role of talent management in human resources management within the aviation industry. The study was conducted through semi-structured interviews with 10 human resources managers over a 6 month period. The results revealed relationships between talent management and concepts like performance, potential, efficiency, effectiveness, qualification, suitability, and quality. It was observed that businesses need to identify and retain talented employees to adapt to technological, sociological, and scientific changes. Talent management aims to ensure talented individuals, the most valuable asset, participate in business processes and stay with the company long-term.
A Study of Performance Appraisal and Dimensions of Organizational climate in ...paperpublications3
Abstract: The business organizations are attaching great importance to human resource because human resources are the biggest source of competitive advantage and have the capability of converting all the other resources in to product / service. The effective performance of this human resource depends on the type of HRD climate that prevails in the organization, if it is good the employee’s performance will be high but if it is average or poor than the performance will be low. The study of performance appraisal and HRD climate is very important for all the organization and the banking sector is not an exception, especially in the present situation of financial recession. The present study is an attempt to find out the importance of performance appraisal and the types of HRD climate that is prevailing in ICICI Bank and Punjab National Bank. The Researcher has also tried to find out the difference in the perception of the employees regarding performance appraisal and HRD climate on the basis of age, qualification and work experience. The researcher collected the data from the employees of the officer cadre of ICICI Bank and Punjab National Bank through a structured questionnaire. The data were analyzed using several statistical tools such as Chi-square test, Z test, Percentage, T test. The result shown that the HRD climate in ICICI Bank is better than the Punjab National Bank. The perception of the employees regarding appraisal system helps in identifying training needs do not differs significantly on the basis of work experience but it differs significantly on the basis of age and qualifications .The perception of the employees regarding kinds of appraisal preferred do not differs significantly on the basis of age and work experience but it differs significantly on the basis of qualifications.
A Study of Performance Appraisal and Dimensions of Organizational climate in ...paperpublications3
- The document discusses a study comparing performance appraisal and organizational climate dimensions between ICICI Bank and Punjab National Bank in India.
- The study found that employees at ICICI Bank perceived the organizational climate to be better than at Punjab National Bank.
- Perceptions of whether the appraisal system helped identify training needs differed significantly based on age and qualifications but not work experience.
- Perceptions of the preferred type of appraisal (trait-based vs. performance-based) differed significantly based on qualifications but not age or work experience.
A study on level of job satisfaction in quality dept employeesProjects Kart
The document provides information about a study on job satisfaction among quality department employees at GO GO International Pvt. Ltd. in Hassan, India. The objectives are to understand factors influencing job satisfaction and suggest improvements. A questionnaire will be used to assess satisfaction with compensation, leadership, policies, and working conditions. The results may help the company enhance job satisfaction and employee performance.
A Study on Level of employee Job satisfaction in Bharathi AssociatesProjects Kart
A job satisfaction is one of the key factors affecting the employees performance in each and every organization. This research is focused on understanding the problem statement with the help of questionnaires. Job satisfaction describes how content an individual is with his or her job. It is a relatively recent term since in previous centuries the jobs available to a particular person were often predetermined by the occupation of the person’s parent. There are a variety of factors that can influence a person’s level of job satisfaction. Some of these factors include the level of pay and benefits, the perceived fairness of the promotion system within a company, the quality of the working conditions, leadership and social relationships, the job itself( the variety of tasks involved, the interest and challenge the job generates, and clarity of the job description/ requirements)
Promoting employee loyalty through organisational learning A study of selecte...iosrjce
This document summarizes a study that examined the influence of organizational learning on employee loyalty in selected hospitality firms in Port Harcourt, Nigeria. The study collected data from 122 employees across 50 hotels. Statistical analysis found that workers' loyalty, including emotional, continued, and moral loyalty, is strongly associated with organizational learning processes like awareness, intellectual cultivation, and communication. The study concluded that organizational learning improves employee loyalty. It recommended that organizations improve learning capacity through knowledge sharing to ensure effective loyalty.
This document summarizes a research study on the antecedents and consequences of job satisfaction and organizational commitment among internal auditors in the telecommunications industry in Indonesia. Specifically, it analyzes how the work environment influences job satisfaction and organizational commitment, and how job satisfaction and organizational commitment then impact organizational citizenship behavior. The study aims to answer four research questions regarding the relationships between these variables. It distributed 162 survey questionnaires to internal auditors and used path analysis to analyze the data. The results showed that a conducive work environment leads to greater job satisfaction and organizational commitment, which then encourage employees to exhibit organizational citizenship behavior to help achieve organizational goals.
The Rayon Office On Of Sub District, So The Head Of Rayon Office Receipt Part Of Authority Delegated From Sub District, And The Sub District Receipt Part Of Authority Delegated From The Local Government.
Factors Affecting Satisfaction and Turnover of Information Technology Workers...IJBBR
The current study examined the key factors that influenced the management of knowledge workers in Indian Information Technology sector. This article also ascertained the various practices employed by the employer’s and explored the practices which were highly appreciated by the employees and their impact on the knowledge workers management. The collection of data done through a self-administered questionnaire with the help of convenience sampling. The sample size was 500 knowledge workers from 10 IT
organizations in Delhi/NCR region. The reliability of the questionnaire was determined by the Cronbach’s alpha method and the value for all the variable was greater than 0.7 that acceptable. The analysis of collected data was done through descriptive tests in SPSS and structure equation modelling conducted in AMOS. The results of the study stated that awareness of employer, reward, recognition & growth, work
policies & arrangement and employer’s concern & care were highly correlated with the knowledge workers management in Indian IT sector.
This document summarizes a research study conducted at Politeknik LP3I Bandung examining the influence of organization structure, work environment, and motivation on employee performance. The study used a quantitative approach, surveying 55 employees. The results found that organization structure, work environment, and motivation all positively influence employee performance. An appropriate organization structure and positive work environment are important for improving employee welfare and motivation, which enhances performance and allows the organization to achieve its goals.
IJRET : International Journal of Research in Engineering and Technology is an international peer reviewed, online journal published by eSAT Publishing House for the enhancement of research in various disciplines of Engineering and Technology. The aim and scope of the journal is to provide an academic medium and an important reference for the advancement and dissemination of research results that support high-level learning, teaching and research in the fields of Engineering and Technology. We bring together Scientists, Academician, Field Engineers, Scholars and Students of related fields of Engineering and Technology.
The document discusses a study that examines the influence of work culture and career development on employee performance at PT PLN (Persero) UIKSBU in Indonesia. It analyzes how work culture and career development can affect employee self-efficacy and performance. The study uses a sample of 109 employees, measuring the variables through a survey. The results found that work culture has a positive and significant influence on employee performance directly and indirectly through self-efficacy. Career development was found to positively but not significantly influence employee performance directly or indirectly through self-efficacy.
The focus of this research paper is to analyze the impact of employer branding and
organization attractiveness factors on organization citizenship behavior of faculties in
Odisha universities covering technical and higher education context. Data were
collected from 350 faculties working in different universities of Odisha. Structured
questionnaire were used to gather the data for the study. Results of regression
analysis have revealed employer branding factors like brand knowledge, brand
internalization, brand equity, institutional culture and recognition of effort found to be
strong and positive predictor of citizenship behavior .organization attractiveness in
the form of respectful work environment and attractive place of employment, work
place fun and informality, healthy association between employer and faculties had
shown positive influence on OCB. Organization citizenship behavior is the
increasingly desirable form of employees behavior where motivation for employer
branding and attractiveness of institution must play a significant role .These concepts
should be treated as an effective technological tool in the hand of management and
must be adopted strongly in Technical educational institutions as well as in other
sectors to attract and retain potential employees
This document is a research project report submitted by Himanshu Shukla to Babu Banarasi Das University in partial fulfillment of an MBA degree. The research project examines work-life balance in the private banking sector in Lucknow, India under the guidance of Dr. Bhawana Pande. The report includes an introduction, industry profile, literature review, objectives, research methodology, data analysis, findings, recommendations, and conclusion. The report also includes certificates of completion, declarations, acknowledgements, prefaces, tables of contents, and a bibliography. The research aims to conduct a comprehensive study of work-life balance practices and challenges in the private banking sector in Lucknow.
Attitudes of Business Students Towards Career In Central Bank, Private Commer...ijmvsc
The banking industry is always a major job provider in Bangladesh. Particularly, the expansion of private
banking business, along with nationalized commercial ones, has created huge number of job opportunities.
Different types of banks have different types of jobs. The job in the central bank (Bangladesh bank-BB) is
different from any other commercial banks. It includes the strategic decision making for private banks and
non bank financial institutions, monitoring and supervising them etc and thus it seems to be a prestigious
job to the employees, though the salary structure is not very attractive. On the other hand two types of
commercial banks are there, NCBs (nationalized commercial banks) and PCBs (private commercial
banks). The NCBs and PCBs are doing the same commercial banking though the organizational structure
and the job they provide are little different in character. But their attitude towards the entire banking
career is off course not the same. Branding the job is another issue. “Employer branding” is relatively new
and interesting topic. Here the human resources and the employment itself are branded. The Bangladeshi
banks, except very private banks, are not practicing this concept. The study finds that the overall
performances of PCBs are best followed by BB & NCBs. That means to be branded as a good employer the
government sector banks has to go through a major reformation process. According to the study
‘Performance based promotion system’ is found to be the most important attribute, followed by
‘Remuneration’, ‘Growth opportunity’, ‘Social status’, ‘Job security’ & ‘Brand image’ and so forth. So
based on those factors, to be considered as the best employer, all those banks have scopes for development
The document discusses employee empowerment practices and organizational effectiveness in the banking sector in India. It aims to study the impact of autonomy, communication, training, rewards and organizational culture on effectiveness in State Bank of India and ICICI Bank. The study uses a survey questionnaire to collect primary data from non-executive employees of the banks. Statistical tools like correlation analysis and t-tests will be used to analyze the data and test hypotheses about differences in empowerment practices between the banks and their influence on organizational effectiveness. Limitations include the focus only on two banks in one region of India.
This study was about competency in leadership Selection at the Ministry of Public Service Uganda
with an Expert Perspective. The main objectives were to identify the competencies that practitioner experts
recommend in the selection of leaders in the ministry of public service by the year 2040 and beyond and to
identify recommendations of what practitioner experts’ rate as the most important and feasible in the
recruitment of leaders in the ministry of public service by the year 2040 and beyond
The document summarizes research on the evolving roles of human resource professionals. It discusses how factors like globalization, technology, and organizational changes have transformed the HR role from traditional administrative tasks to more strategic responsibilities. The literature review examines research on emerging HR roles like strategic partner, change agent, employee advocate, and driving diversity and equal opportunity. It is suggested that HR professionals must develop new competencies to address changing business needs and effectively manage increasingly knowledge-based workforces.
This document discusses a qualitative research study on the role of talent management in human resources management within the aviation industry. The study was conducted through semi-structured interviews with 10 human resources managers over a 6 month period. The results revealed relationships between talent management and concepts like performance, potential, efficiency, effectiveness, qualification, suitability, and quality. It was observed that businesses need to identify and retain talented employees to adapt to technological, sociological, and scientific changes. Talent management aims to ensure talented individuals, the most valuable asset, participate in business processes and stay with the company long-term.
A Study of Performance Appraisal and Dimensions of Organizational climate in ...paperpublications3
Abstract: The business organizations are attaching great importance to human resource because human resources are the biggest source of competitive advantage and have the capability of converting all the other resources in to product / service. The effective performance of this human resource depends on the type of HRD climate that prevails in the organization, if it is good the employee’s performance will be high but if it is average or poor than the performance will be low. The study of performance appraisal and HRD climate is very important for all the organization and the banking sector is not an exception, especially in the present situation of financial recession. The present study is an attempt to find out the importance of performance appraisal and the types of HRD climate that is prevailing in ICICI Bank and Punjab National Bank. The Researcher has also tried to find out the difference in the perception of the employees regarding performance appraisal and HRD climate on the basis of age, qualification and work experience. The researcher collected the data from the employees of the officer cadre of ICICI Bank and Punjab National Bank through a structured questionnaire. The data were analyzed using several statistical tools such as Chi-square test, Z test, Percentage, T test. The result shown that the HRD climate in ICICI Bank is better than the Punjab National Bank. The perception of the employees regarding appraisal system helps in identifying training needs do not differs significantly on the basis of work experience but it differs significantly on the basis of age and qualifications .The perception of the employees regarding kinds of appraisal preferred do not differs significantly on the basis of age and work experience but it differs significantly on the basis of qualifications.
A Study of Performance Appraisal and Dimensions of Organizational climate in ...paperpublications3
- The document discusses a study comparing performance appraisal and organizational climate dimensions between ICICI Bank and Punjab National Bank in India.
- The study found that employees at ICICI Bank perceived the organizational climate to be better than at Punjab National Bank.
- Perceptions of whether the appraisal system helped identify training needs differed significantly based on age and qualifications but not work experience.
- Perceptions of the preferred type of appraisal (trait-based vs. performance-based) differed significantly based on qualifications but not age or work experience.
ASSESSING HRM EFFECTIVENESS AND PERFORMANCE ENHANCEMENT MEASURES IN THE BANKI...indexPub
This study employs an exploratory and quantitative research approach to systematically investigate the impact of Human Resource Management (HRM) practices on Organizational Performance within the Indian Banking sector. The research approach combines exploratory research, aimed at gaining insights into HRM practices, with a quantitative approach using a purposive sampling technique. Data is collected through a questionnaire from employees in both public (SBI) and private banks (HDFC Bank) who work in HR departments or are involved in HR activities. The Likert scale is utilized in the questionnaire to measure participant perceptions of HRM practices. The study utilizes two statistical tools: Neural Network and Exploratory Factor Analysis (EFA). The findings of the study highlight the significance of promotion and transfer policies, considered paramount in influencing organizational performance in both public and private banks. Additionally, the study underscores the importance of training and development initiatives in enhancing employee skills and competencies. Clear and effective communication within HR policies is identified as pivotal in improving organizational performance. Lastly, aligning HRM practices with sector-specific goals is recognized as a significant contributor to improved employee satisfaction and overall performance in the banking sector. The findings offer guidance for HR practitioners and policymakers in optimizing HRM practices to achieve better organizational performance.
This document summarizes research on HRM practices in public sector and private sector banks in India. It begins with an introduction on the importance of HRM for organizational performance in the banking industry. It then describes the key differences between public sector banks, which are government-owned, and private sector banks, which are privately owned. The literature review summarizes several past studies that have examined the relationship between HRM practices like compensation, training, performance evaluation and job satisfaction in banks. Overall, the research suggests that effective HRM practices can help improve employee performance and satisfaction, which is critical for banks given their people-centric nature.
This document provides an overview of a study on human resource development (HRD) practices at NLC Limited, a public sector company in India. The study was conducted by R. Suresh for his PhD thesis under the guidance of Dr. S.M. Chockalingam of Annamalai University. The study aims to examine HRD practices, climate, competencies and training effectiveness at NLC Limited. It reviews previous literature on related topics and outlines 19 hypotheses. The rationale provided is that effective HRD has many benefits for organizations, managers and employees by increasing productivity and capacity.
Presenting, Analysis and Interpretation of Findings Regarding Training and De...paperpublications3
Abstract: No organization has a choice of whether to train its employees or not, the only choice is that of methods. The primary concern of an organization is its viability, and hence its efficiency. There is a continuous environmental pressure for efficiency, and if the organization does not respond to this pressure, it may find itself rapidly losing whatever market share it has. Training imparts skills and knowledge to the employees in orders that they contribute to the organization’s efficiency and be able to cope with the contract pressures of changing environment. The viability of an organization depends, to a considerable extent on the skills of different employees, especially that of its managerial cadre, to align the organization successfully within its environment. Three factors have been identified which necessitate continuous training in the organization. These factors are technological advancements, organizational complexity, and Human Relations. All these factors are related to each other Example Technological advancements tend to increase the size of the organization, which increases its complexity, similarly ,increasing organizational complexity and technological advancements also a creates human Relations.
Presenting, Analysis and Interpretation of Findings Regarding Training and De...paperpublications3
Abstract: No organization has a choice of whether to train its employees or not, the only choice is that of methods. The primary concern of an organization is its viability, and hence its efficiency. There is a continuous environmental pressure for efficiency, and if the organization does not respond to this pressure, it may find itself rapidly losing whatever market share it has. Training imparts skills and knowledge to the employees in orders that they contribute to the organization’s efficiency and be able to cope with the contract pressures of changing environment. The viability of an organization depends, to a considerable extent on the skills of different employees, especially that of its managerial cadre, to align the organization successfully within its environment. Three factors have been identified which necessitate continuous training in the organization. These factors are technological advancements, organizational complexity, and Human Relations. All these factors are related to each other Example Technological advancements tend to increase the size of the organization, which increases its complexity, similarly ,increasing organizational complexity and technological advancements also a creates human Relations.
Innovative Human Resource Practices in Indian Banks: A Study from HR Manager’...Dr. Amarjeet Singh
Banking sector is one of the vital financial pillars of
Indian economy is one of the indispensable money related
mainstays of Indian economy. The progression approach has
influenced the intensity of banks because of the worldwide
weights coming about into mix of Human Resource The
board with business approaches. The review by Boston
Consulting Group (BCG) and Indian Bank's Affiliation
(IBA) report that the Indian keeping money industry will
confront two up and coming difficulties that is an monetarily
feasible answer for monetary consideration and HR structure
in next multi decade. While the main test requests bizarre
advancement and experimentation, the second undermines to
injure the capacity of the biggest fragment of the saving
money industry from having the capacity to advance and
remain aggressive. The special complexities of people in
general division make traditional HR arrangements
ineffectual. The activities like "Pradhan Mantri Jan-Dhan
Yojana" by the Honorable Prime Minister of India, banks
commitment in the budgetary incorporation has helped up,
however the representative's desires from the business have
additionally emerged. This requires a need to advance the
prior HR practices of the banks with the goal that the
representative profitability can be improved. This paper
intends to give an understanding to such advancements,
identified with Human Resource Management with the
assistance of a essential investigation dependent on the
perspectives of HR chiefs of six diverse Indian banks both
from open and private segment. These creative HRM
rehearses have been recorded under seven distinct heads of
HRM to be specific enlistment and determination, preparing
and advancement, execution the executives, pay the
executives, profession improvement, worker inspiration and
representative security. A couple of the prior examinations
have likewise been eluded for the last ends. The dimension of
usage of these advancements may not be tasteful, yet the
usage has been begun and the positive outcomes in the
profitability will make these banks feel how essential these
are for their development. It has been discovered that
intermingling of practices of new and imaginative HR regions
will profit the banks to wind up progressively aggressive.
Causes and Identification of Employees’ Politics and its Impact on Performanc...Avinash Advani
This is International Publication which is presented on causes and identification of employees’ politics and its impact on performance of Banking Industry in Pakistan. Here researcher emphasizes on language and caste, experience and position, cultural animosity, religious lobbies, gender discrimination and referral employment. As employees’ politics plays an essential role for an organization and it exists in almost every organization so its impact on the whole workforce can be identified in this research particularly in the UBL, Askari Bank Limited, ABL and generally in Pakistan banking industry. Authoritative power is a major factor that cannot be rejected in any organization and it is key force of any industry. This research is based on the quantitative research. The primary data has been gathered through survey method. Descriptive statistics is used and seven hypotheses are tested. Sample is gathered through simple random sampling method out of target population of 160. The findings entails that there should be focused on Standardize Human Resource Management (right person should be posted to the job, bracing courses, conducting orientation on emerging banking and problem solving). Further administration should conduct the meetings with employees and resolve their problems and also there should be transparency and merit system observed in all matters.
This document provides an overview of human resource performance at automobile industries in India. It discusses how major automobile manufacturers recruit and train workers to improve performance. The study uses questionnaires and statistical analysis to examine perspectives of both employers and employees. It also reviews literature on the relationship between strategic human resource management and firm performance, and the role of HR functions in developing employee skills and aligning with business objectives. Key factors influencing worker performance are identified as social life, community, family, values, and work environment.
The document discusses employee empowerment practices and organizational effectiveness in the banking sector in India. It aims to study the impact of autonomy, communication, training, rewards and organizational culture on effectiveness in State Bank of India and ICICI Bank. The study uses a survey questionnaire to collect primary data from non-executive employees of the banks. Statistical tools like correlation analysis and t-tests will be used to analyze the data and test hypotheses about differences in empowerment practices between the banks. The results could help the organizations formulate better HR strategies for improved effectiveness.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Innovative Human Resource Practices In Indian Banks: A Study From Hr Manager’...IJERA Editor
Banking sector is one of the vital financial pillars of Indian economy. The liberalization policy has affected the
competitiveness of banks due to the global pressures resulting into combination of Human Resource
Management with business policies. The survey by Boston Consulting Group (BCG) and Indian Bank’s
Association (IBA) report that the Indian banking industry will face two upcoming challenges that is an
economically viable solution for financial inclusion and human resources framework in next one decade. While
the first challenge demands unusual innovation and experimentation, the second threatens to cripple the ability
of the largest segment of the banking industry from being able to innovate and stay competitive. The unique
complexities of the public sector make conventional HR solutions ineffective. The initiatives like “Pradhan
Mantri Jan-Dhan Yojana” by the Honourable Prime Minister of India, banks contribution in the financial
inclusion has boosted up, but the employee’s expectations from the industry have also arisen. This calls for a
need to innovate the earlier HR practices of the banks so that the employee productivity can be enhanced. This
paper aims to provide an insight to such innovations, related to Human Resource Management with the help of a
primary study based on the viewpoints of HR managers of six different Indian banks both from public and
private sector. These innovative HRM practices have been listed under seven different heads of HRM namely
recruitment & selection, training and development, performance management, compensation management,
career development, employee motivation and employee security. A few of the earlier studies have also been
referred for the final conclusions. The level of implementation of these innovations may not be satisfactory, yet
the implementation has been started and the favourable results in the productivity will make these banks feel
how important these are for their growth. It has been found that convergence of practices of new and innovative
HR areas will benefit the banks to become more competitive.
This document discusses innovative human resource practices in Indian banks from the perspective of HR managers. It begins with an abstract that outlines the challenges facing the Indian banking industry and the need for innovation in HR practices to enhance employee productivity. The document then reviews literature on different frameworks for categorizing HR practices. It describes the objectives and methodology of the study. The results and discussion section identifies innovative HR practices adopted in Indian banks under seven categories: recruitment and selection, training and development, performance management, compensation management, career development, employee motivation, and employee security. Some of the innovative practices discussed include customized training programs, use of social media in recruitment, and performance metrics. The study aims to provide insights into these innovations and develop a questionnaire to assess
The document analyzes the influence of work discipline and work motivation on employee performance at PT Bank Victoria Fatmawati Branch. It describes the research methodology used, which was a quantitative causal associative study of 40 bank employee respondents. Validity and reliability tests were conducted on survey instruments. Results of the analysis found that work discipline did not significantly influence employee performance, but work motivation did significantly influence performance. Work discipline and motivation together were also found to significantly influence employee performance.
The Role of Organizational Commitment as Mediator for Individual Characterist...inventionjournals
This study has the objectives to test and analyze the effect of individual characteristic and organizational culture toward organization commitment of employees at PT. Bank Bukopi n Tbk. Makassar Branch Office, also to analyze the direct and indirect effect toward employee’s performance. PT. Bank Bukopin Tbk. Makassar Branch Office is very attentive toward its employee’s individual characteristic with indicator locus of control and authoritarianism in several activities. The same goes for organizational culture variable with dominant indicator of individual initiative, by developing 5 (five) basic values which become the core of firm cultural development, that are 1) Profesionalism, 2) Respect Others, 3) Integrity, 4) Dedicated to Customer, and 5) Excellence which abbreviated as PRIDE which means being proud or having pride. Study unit of this paper is employees in PT Bank Bukopin Tbk Makassar Branch Office with population 280 employees. Respondent as sample in this study is 74 employees. Sample determination was using purposive sampling technique. Analysis method used to test hypotheses was variance -based Structural Equation Model (SEM) with Partial Least Square (PLS3) program. Result of this study revealed that there is effect of individual characteristic, organizational culture toward organization commitment. This study’s result also showed that there is direct and indirect effect of individual characteristic and organizational culture toward employee’s performance enhancement, which is mediated by organization commitment
This document provides an introduction and literature review for a study on employee performance appraisal in selected IT companies in Bangalore, India. The study aims to understand performance appraisal concepts and impacts, examine self-appraisals, identify training needs, and suggest best practices. A literature review found no prior research on this topic. The study will survey 100 employees using random sampling to assess performance appraisal strategies and opportunities in human resource management. Data will be collected through interviews, surveys, and secondary sources, then analyzed using percentages. Limitations include its academic scope and applicable scenario.
The document discusses a study on the quality of work life of employees working in the Business Process Outsourcing (BPO) sector in Coimbatore, India. It analyzes factors like training and development opportunities, compensation levels, and gender that influence job satisfaction levels. The study found that training and development programs as well as fair compensation practices had a significant positive relationship with job satisfaction, and that female BPO employees in Coimbatore reported higher levels of job satisfaction than male employees.
This document summarizes several studies on human resource management (HRM) and employee performance in the banking sector in India. It discusses the main challenges faced by banks, including adapting to changing economic conditions and regulations. Several literature reviews are also summarized that examine topics like HRM best practices, leadership styles, job descriptions, quality of worklife, and organizational effectiveness in banks. Case studies are presented on innovative HRM practices at State Bank of India, including performance appraisal, training programs, and organization development initiatives.
Quality of Work Life of Indian Bank Employees: A Study in Warangal District, ...INFOGAIN PUBLICATION
Quality of Work Life has assumed increasing interest and importance in both industrialized and developing countries of the world. In India, its scope seems to be broader than all labour legislations enacted to protect the workers. It focuses on job security and economic growth of employees. The issue of Quality of Work Life within banking services has drawn considerable attention over the past few years. The movement towards the better service has increased the development of the banking industry. Employees of the banks are providing lots of services in order to remain competitive in a rapidly changing market. On the other hand banks are rewarding those employees by providing many benefits. However, which increased working hours, stress and responsibilities many bankers are unable to balance their personal and professional lives. And, it is resulting in delivering of poor service to the customers. In this context it is felt necessary to conduct a detailed investigation on how bank employees manage their work and personal life.
Similar to HUMAN RESOURCES DEVELOPMENT POLICIES: A COMPARATIVE STUDY OF ICICI BANK AND PUNJAB NATIONAL BANK (20)
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
-------------------------------------------------------------------------------
Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
-------------------------------------------------------------------------------
For more information about PECB:
Website: https://pecb.com/
LinkedIn: https://www.linkedin.com/company/pecb/
Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
Communicating effectively and consistently with students can help them feel at ease during their learning experience and provide the instructor with a communication trail to track the course's progress. This workshop will take you through constructing an engaging course container to facilitate effective communication.
Constructing Your Course Container for Effective Communication
HUMAN RESOURCES DEVELOPMENT POLICIES: A COMPARATIVE STUDY OF ICICI BANK AND PUNJAB NATIONAL BANK
1. ISSN: 2349-7807
International Journal of Recent Research in Commerce Economics and Management (IJRRCEM)
Vol. 1, Issue 2, pp: (29-33), Month: July 2014 - September 2014, Available at: www.paperpublications.org
Page | 29
Paper Publications
HUMAN RESOURCES DEVELOPMENT
POLICIES: A COMPARATIVE STUDY OF
ICICI BANK AND PUNJAB NATIONAL
BANK
Subhash Chander, Dr. Suresh Dhaka
Business Administration Department, Faculty of Commerce, Govt. P.G. College Neem Ka Thana (Sikar), India
Abstract: HRD in banking sector is a continuous process to ensure the development of employee competencies,
dynamism, motivation and effectiveness in systematic and planned manner. HRD is helpful in development of
employee’s physical capacities, relationships attitudes, values, knowledge and skills. The study is aimed at
assessing the extent of HRD Policies in ICICI Bank and Punjab National Bank and also comparative Analysis. For
the purpose of the study, primary data is collected from 200 officer cadre employees of ICICI Bank and Punjab
National Bank through a structured questionnaire. The study revealed that the Performance appraisal, Training
and Development and Organizational development are better in ICICI Bank compared to Punjab National Bank.
Keywords: Human Resource Development Policies.
1. INTRODUCTION
Human resource development is the frame work for employees to develop their personal and organizational skills,
knowledge and abilities. According to Mclean and Mclean(2001): “HRD is any process or activity to develop adults”
Work based knowledge, expertise, productivity and satisfaction, whether for personal or group/team gain, or for the
benefit of an organization, community, nation or ultimately, the whole of humanity. In his own definition, Rao(1986)
states that, “Human resource development in the organizational context is the process by which employees of an
organization are helped in continuous planned way to: (1) acquire or sharpen capabilities required to perform various
functions associated with their present and future expected roles. (II) Develop their general capabilities as individuals and
discover their own inner potential for own and organizational development purposes. (III) Develop an organizational
culture in which superior- subordinate relationships, teamwork and collaboration among sub units are strong and
contribute to the professional well being, motivation and pride of employees.”
So it is clear that “Human resource development aims at providing opportunities to individuals for fuel expression of their
potential and focuses on the creation of values and culture conducive to individual growth in the organizational context.”
Today, most of the larger public and private sector organizations in India are using the techniques and approaches of HRD
to develop their employees for the achievement of organizational goals with individual satisfaction and growth. HRD has
now become a national issue and the ministry of HRD is expected to mobilize the Human potential of the country. These
phenomena clearly reflect the increasing importance of HRD.
2. LITERATURE
A.Shrivastava and P.Purang (2011) studied the differences between public and private sector banks with respect to
perception of fairness of the performance appraisal system and performance appraisal satisfaction. Perception of fairness
of the performance appraisal system has been studied through nine factors. The study used independent samples t-test and
2. ISSN: 2349-7807
International Journal of Recent Research in Commerce Economics and Management (IJRRCEM)
Vol. 1, Issue 2, pp: (29-33), Month: July 2014 - September 2014, Available at: www.paperpublications.org
Page | 30
Paper Publications
qualitative analysis to study the mean differences between the two banks. Results indicated that private sector bank
employees perceive greater fairness and satisfaction with their performance appraisal system as compared to public sector
bank employees.
Ekta Bhatia (2010) The performance appraisal or review is essentially an opportunity for the individual and those
concerned with their performance in the bank , most usually their line manager-to get together to engage in a dialogue
about the individual’s performance, development and the support required from the manager. It should be a top down
process or an opportunity for one person to ask questions and the other to reply. It should be a free flowing conversation
in which a range of reviews are exchanged.
Saxena and Tiwari(2009) did an empirical study of HRDC in selected public sector banks . Their study showed that the
HRDC in the public sector bank is average. They also found no difference in the perception of the employees on the basis
of gender, qualification, designation but the perception of the employees differs on the basis of change. A survey of
HRDC in Nigerian commercial banks (Akinyemi and Iornem,2009) revealed a congenial HRDC. In another study of
HRDC with a focus on commercial banks (Rinayee,2002)found that the overall level of OCTAPAC values in the banks
was perceived to be moderate.
Banu (2007) conducted study in public sector Cement Corporation in Tamil Nadu and found that sound HRD Climate is
necessary for the success of the public sector undertakings.
Mufeed SA, (2006) examined the HRD climate in major hospitals. The result indicated the existence of poor HRD climate
in the hospitals. Based on responses from 71 junior and middle level executives from various departments of public sector
undertaking Solkhe and Chaudhary (2010) finds the existence of good HRD. According to the findings, the managers in
general showed a favourable attitude towards HRD Policies and practices of the organization. They were satisfied with
the developmental policies of the top management. Solkhe and Chaudhary(2011) conducted another empirical
investigation examining the three components of HRDC. The result from their study shows a reasonable level of
development orientation, trust and freedom of expression, healthy interpersonal relationship and openness. However,
employees are not satisfied with promotions decisions within the company.
Saraswathi(2010) assessed the extent of developmental climate prevailing in manufacturing and software organizations in
India . He found that the three variables: General Climate , HRD Mechanisms and OCTAPAC culture are better in
software organizations compared to manufacturing . The findings also indicate significant difference in the developmental
climate prevailing in software and manufacturing organizations.
3. NEED FOR THE STUDY
HRD is a basic requirement of any dynamic organization. Success of any organization depends on development of its
human resources. In an ever changing environment, needs of the HRD is felt. HRD is a new and emerging area of
knowledge that has fascinated the researchers in social sciences. Various studies are conducted on HRM in public sector.
The present study shall fill this research gap and hope to contribute to the existing pool of knowledge.
Objective of the Study
The study has been carried out with the following main objectives
*To study the existing system and practices of HRD in ICICI Bank and Punjab National Bank.
*To compare the contribution of various HRD mechanisms in the development of human resources.
*To compare the various dimensions of organizational climate and role of management in building HRD climate.
*To identify the problems in the existing HRD systems in ICICI Bank and Punjab National Bank suggesting suitable
remedial measures.
*To compare extent of job satisfaction among officers to HRD system in ICICI Bank and Punjab National Bank.
4. METHODOLOGY
Officers belonging to the ICICI Bank and PNB constituted the respondents of the study. The Questionnaire was
administered to 200 respondents of each bank taking in to consideration and their interest to give responses to the
3. ISSN: 2349-7807
International Journal of Recent Research in Commerce Economics and Management (IJRRCEM)
Vol. 1, Issue 2, pp: (29-33), Month: July 2014 - September 2014, Available at: www.paperpublications.org
Page | 31
Paper Publications
questionnaires. The researcher used average, percentage, weighted rank, wilcoxon’s Test, Sandler’s. A Test and for
hypothesis testing chi square test was used at 5% level of significance.
5. COMPARATIVE ANALYSIS
The analysis is done on the responses of the sampled employees working in ICICI Bank and PNB. The data was analyzed
on the basis of age, qualification and work experience of the respondents.
HRD Mechanisms
Implementation of HRD Mechanisms such as performance appraisal, Training and organizational development has been
examined in the ICICI Bank and PNB. A set of 26 questions was given to the respondents. In this questionnaire 8
questions were related to general information of the employee, 9 questions were related to performance appraisal, 4
questions were related to training and development and 5 questions were related to organizational development.
Data was analyzed on the basis of age, qualification and work experience .Chi- square test is understudy has presented in
Table-1
Table-1 (Performance Appraisal)
Item No. Age Qualification Work experience
Exact Sig.(2-sided) Exact Sig.(2-sided) Exact Sig.(2-sided)
Below
45
Above45 Graduate Post
Graduate
Less than
10years
More than
10years
9. .139 .131 .731 .654 .345 .662
10. .140 .131 .181 .336 .235 .387
11. .027 .499 .004 .000 .083 .789
12. .053 .327 .650 1.000 .096 1.000
13. .223 .696 .003 .000 .791 1.000
16. .172 .298 .000 .189 .041 .082
In comparison, it was observed that there is no significant difference in the opinion of the respondents of ICICI Bank and
PNB about performance appraisal system except in item no. 11how far appraisal system help in identifying training
needs, there is significant difference in the opinion of the respondents of ICICI Bank and PNB below the age of 45 years
and graduate and post graduate qualification. In item no. 13kind of appraisal preferred there is also a significant difference
in the opinion of the respondents of graduate and a postgraduate qualification and in item no.16about placement decision,
graduate respondents and work experience less than 10 years. In comparison it was found that performance appraisal
system of ICICI Bank is better than PNB.
Table-2 (Training and Development)
Item No. Age Qualification Work experience
Exact Sig.(2-sided) Exact Sig.(2-sided) Exact Sig.(2-sided)
Below
45
Above45 Graduate Post
Graduate
Less than
10years
More than
10years
18. .197 .222 .002 .002 .039 .027
19. .005 1.000 .234 1.000 .004 .193
20. 1.000 .003 1.000 .887 .466 .186
21. .016 .170 .066 .005 .043 .092
4. ISSN: 2349-7807
International Journal of Recent Research in Commerce Economics and Management (IJRRCEM)
Vol. 1, Issue 2, pp: (29-33), Month: July 2014 - September 2014, Available at: www.paperpublications.org
Page | 32
Paper Publications
In comparison, it was observed that there is significant different in the opinion of the respondents of ICICI Bank and PNB
of graduate and postgraduate qualification and work experience less than 10 years and more than 10 years about question
no. 18satisfaction with training activities, and below the age of 45 years and less than 10 years experience in question no.
19preference of training, and above the age of 45 years in question no. 20training helps in job enrichment, and below the
age of 45 years, postgraduate qualification and less than 10 years experience in question no.21usefulness of training
programmed. In comparison it was found that training system in ICICI Bank is better than PNB.
Table -3 (Organizational Development)
Item No. Age Qualification Work experience
Exact Sig.(2-sided) Exact Sig.(2-sided) Exact Sig.(2-sided)
Below
45
Above45 Graduate Post
Graduate
Less than
10years
More than
10years
22(1) .016 .133 .007 .000 .053 .003
22(2) .000 .000 .000 .000 .000 .000
22(3) .455 .013 .044 .000 .691 .000
22(4) .000 .122 .558 .635 .001 .002
23(2) .000 .607 .000 .000 .000 .125
23(3) .007 .013 .001 .000 .001 .000
23(4) .536 .476 .010 .000 .533 .020
23(5) .000 .367 .000 .000 .000 .075
23(6) .000 .077 .001 .000 .000 .004
23(7) .000 .001 .000 .000 .000 .000
23(8) .025 .044 .000 .000 .006 .001
24 .000 .003 .001 .000 .000 .000
In comparison, it was observed that there is significant difference in the opinion of the respondents of ICICI Bank and
PNB about question no. 22(1)Human being like work and get satisfaction out of it , below the age of 45 years,
qualification and work experience more than 10 years, Question 22(2) human being learn in proper environment and seek
responsibility, age, qualification and work experience, question 22(3) human being work for extrinsic reward ,age above
45 ,qualification and experience more than 10 years, question22(4) human being work for intrinsic reward, age and work
experience, question23(2) the management is interested to invest time and money to develop HR, age below
45,qualification and work experience ,question23(3) development of employee is consider as most important manager’s
role ,age, qualification and work experience,question23(4) management believes that employees can be developed at any
stage of their work life , age above45,qualification and experience more than 10 years, question23(5) management makes
efforts to identify and utilize the potential of employee, Employees are encouraged to take initiative, Employees are
encouraged to use creative and innovative method in work situation, to 23(8) The organization future plans are made
known to manager to help them to develop their staff, and question 24, age, qualification and work experience. The
overall organizational development of ICICI Bank is better than PNB.
6. CONCLUSION
Employees are the valuable assets of any organization. The present study is an attempt to a better understanding of HRD
Policies in ICICI Bank and PNB and to make a comparative analysis to under whether they have same degree or not. The
performance appraisal system, Training activities and organizational development are better in ICICI Bank compared to
PNB. From the comparative analysis, it is concluded that there is significant difference in the HRD Policies of ICICI
Bank and PNB. Based on the overall analysis it can be concluded that the good HRD Policies was prevalent in the
organizations surveyed. For organizations and employees performance it is important to focus on various aspects of the
HRD policies prevalent in the organization.
5. ISSN: 2349-7807
International Journal of Recent Research in Commerce Economics and Management (IJRRCEM)
Vol. 1, Issue 2, pp: (29-33), Month: July 2014 - September 2014, Available at: www.paperpublications.org
Page | 33
Paper Publications
REFERENCES
[1] Shoaf, C.Genaidy, A. , Karwowski, W., & Huang, S.H.,2004 “ Improving performance and quality of work life : A
model for ational health assessment in emerging enterprises”, Human factors and ergonomics in manufacturing,
14(1), 81-95
[2] Kuldeep Singh, "Strategic HR Orientation and Firm Performance in India", International Journal of HRM, June,
2003.
[3] S. M. Gangadhar and Madhav Keswami, "Payouts for the Team",Human Capital, February, 2003.
[4] P.Subba Rao and G.Neelima Alfred 2003 Quality of work life and organizational excellence, GITAM Journal of
managementvol.1 No.1 pp51-60
[5] Saxena, K.and P.Tiwari, 2009.” HRD Climate in selected public sector banks ; An empirical study , 9th
global
conference on business and economics. October 16-17 2009. Cambridge university , UK.
[6] Islam, MZ & Siengthai, S 2009 Quality of work life and organizational performance.
[7] Cummimg , T.G.& WORLEYSaxena, K.and P.Tiwari, 2009.” HRD Climate in selected public sector banks ; An
empirical study , 9th
global conference on business and economics. October 16-17 2009. Cambridge university , UK.
[8] Dr. Y. Venugopal Reddy, Governor, RBI, "Banking Sector in Global Perspective", Central Bank of India Economic
Bulletin,
[9] December 2003 and November 2004 Khan, Nawab Ali and Tarab, Sheema (2012) “An Empirical Presentation of
HRD Climate and Employee Development in Telecommunication Industry: A Case Study of Indian Private Sector”
Int. J. of Trade and Commerce- IIARTC, Vol. 1, No. 1, pp. 1–10