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.
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.
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
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.
FEW HRD FACTORS INFLUENCING JOB SATISFACTION – A STUDY WITH REFERENCE TO BSNL...IAEME Publication
The aim of this paper is to study investigates that the few Human Resource Development (HRD) factors influencing Job Satisfaction with special reference to BSNL, three different Secondary Switching Areas (SSA), the names of the SSAs are Trichy, Thanjavur and Madurai SSA. The Appraisal and Reward, Managing People, Industrial Relations and Performance Management are the few HRD factors influencing Job Satisfaction, which are mainly concerned with people at work and with their relationship within the organization. Job Satisfaction using by Job Descriptive Index (JDI) Scale among BSNL employees. The JDI scale included Work, Supervision, Pay, Promotions, and Co-worker.
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.
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
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.
FEW HRD FACTORS INFLUENCING JOB SATISFACTION – A STUDY WITH REFERENCE TO BSNL...IAEME Publication
The aim of this paper is to study investigates that the few Human Resource Development (HRD) factors influencing Job Satisfaction with special reference to BSNL, three different Secondary Switching Areas (SSA), the names of the SSAs are Trichy, Thanjavur and Madurai SSA. The Appraisal and Reward, Managing People, Industrial Relations and Performance Management are the few HRD factors influencing Job Satisfaction, which are mainly concerned with people at work and with their relationship within the organization. Job Satisfaction using by Job Descriptive Index (JDI) Scale among BSNL employees. The JDI scale included Work, Supervision, Pay, Promotions, and Co-worker.
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 job satisfaction in quality dept employeesProjects Kart
A study on level of job satisfaction in quality department employees conducted at Go Go International Pvt. Ltd. This study has collected an extensive information on level of job satisfaction in the internal quality department. 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). Visit http://www.projectskart.com/p/contact-us.html for more information.
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)
Impact of motivational tools to increase organizational citizenship behavior ...Md Anas Mahmud
We work as a group to prepare our report. Our research title “impact of different organizational factors to increase organizational citizenship behavior activities among the employees on RMG sector in Bangladesh”
When started our research, many people interested to help. But later time, cost and other document face some problem. Like total employees, area wise factory etc. We analyzed what are the affect employees’ motivation. We see what the opportunities for improve employees’ motivation level and also follow factory controlling system. We also discuss how to clearly survey and improve employees’ happiness. At last we included some questions that the garments’ employees are asked this paper also include Research properly finish and submits time.
The Effect of Human Resources Practice on the Job Satisfaction of Employees a...inventionjournals
HRM practices are factors that need attention in the organization, and fundamental to be able to create work and achievement of organizational goals. Policies and practices that were able to overshadow every member of the organization will bring members of the organization or employee satisfaction. Otherwise, with the satisfaction of members of the organization to the policies and practices that can reduce absenteeism, lower turnover rate of employees, and can increase the productivity of the organization as a result of increasing individual productivity. The demand for the development of human resources are getting more quality driven by advances in technology, trade and so are likely to require professionalism and quality of human resources of the organization. For the Human Resources management presence is needed by organizations both governmental organizations and private organizations. This research is use a primary research are including data collected by the researchers, research instruments were questionnaires. This research was conducted during October 2012 to January 2013, where the object of this study is LPMP in North Maluku Province was located in the city of Tidore Islands and the subjects of this study were employees. The population in this study is amounted on 57 people. The results also show that the compensation has a dominant influence on employee satisfaction. HRM practices in LPMP North Maluku province, such as placement, remuneration, career opportunities, training and development, then performance assessment are good enough and simultaneously significant effect on employee satisfaction LPMP in North Maluku provinces
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.
A Study on Employee Motivation at Tanfac Industries Limited Cuddaloreijtsrd
Employee Motivation is an integral part of Human Resource Management and it plays a crucial role in the long term growth of an organization. Motivation can be defined as the inherent enthusiasm and driving force to accomplish a task. It can be used in directing employees' behaviour and actions for a constructive vision or goal. Employee motivation is defined as the commitment, the energy levels, and the creativity that the employees bring to their job. A study on employee motivation is intended to evaluate the motivation of employees in the organization and to find the significant relationship between age and employee motivation at TANFAC Industries Limited. The total population for the study is 100 and the sample size is 50. The type of sample design used for the study is simple random sampling. Primary and secondary data was used for the study primary data was collected by using questionnaire and secondary data was collected from books, journals and company records. The gathered information is critically analysed by using various statistical tools to arrive at a meaningful conclusion. From the study by using Karl Pearson Coefficient of Correlation. It was found that there is a relationship between age and employee motivation. Pavithra. J | Keerthana. R | Ilanchezion. V "A Study on Employee Motivation at Tanfac Industries Limited Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29188.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29188/a-study-on-employee-motivation-at-tanfac-industries-limited-cuddalore/pavithra-j
Promoting employee loyalty through organisational learning A study of selecte...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications
The effects of human development, motivation and excellence in emerging compa...imperial Inc
Human resource development is very important to every business; hence enhancing organisation performance and employees' productivity in an organisation.
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
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.
Keyword:Appraisal system and HRD climate in ICICI Bank and PNB and employee’s satisfaction.
For optimized reading: http://www.uadn.net/files/ua_hightech.pdf
A comprehensive 250-page review of software R&D and IT outsourcing activities in Ukraine, the country with the largest number of software engineers in CEE. http://www.uadn.net/files/ua_hightech.pdf
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 job satisfaction in quality dept employeesProjects Kart
A study on level of job satisfaction in quality department employees conducted at Go Go International Pvt. Ltd. This study has collected an extensive information on level of job satisfaction in the internal quality department. 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). Visit http://www.projectskart.com/p/contact-us.html for more information.
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)
Impact of motivational tools to increase organizational citizenship behavior ...Md Anas Mahmud
We work as a group to prepare our report. Our research title “impact of different organizational factors to increase organizational citizenship behavior activities among the employees on RMG sector in Bangladesh”
When started our research, many people interested to help. But later time, cost and other document face some problem. Like total employees, area wise factory etc. We analyzed what are the affect employees’ motivation. We see what the opportunities for improve employees’ motivation level and also follow factory controlling system. We also discuss how to clearly survey and improve employees’ happiness. At last we included some questions that the garments’ employees are asked this paper also include Research properly finish and submits time.
The Effect of Human Resources Practice on the Job Satisfaction of Employees a...inventionjournals
HRM practices are factors that need attention in the organization, and fundamental to be able to create work and achievement of organizational goals. Policies and practices that were able to overshadow every member of the organization will bring members of the organization or employee satisfaction. Otherwise, with the satisfaction of members of the organization to the policies and practices that can reduce absenteeism, lower turnover rate of employees, and can increase the productivity of the organization as a result of increasing individual productivity. The demand for the development of human resources are getting more quality driven by advances in technology, trade and so are likely to require professionalism and quality of human resources of the organization. For the Human Resources management presence is needed by organizations both governmental organizations and private organizations. This research is use a primary research are including data collected by the researchers, research instruments were questionnaires. This research was conducted during October 2012 to January 2013, where the object of this study is LPMP in North Maluku Province was located in the city of Tidore Islands and the subjects of this study were employees. The population in this study is amounted on 57 people. The results also show that the compensation has a dominant influence on employee satisfaction. HRM practices in LPMP North Maluku province, such as placement, remuneration, career opportunities, training and development, then performance assessment are good enough and simultaneously significant effect on employee satisfaction LPMP in North Maluku provinces
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.
A Study on Employee Motivation at Tanfac Industries Limited Cuddaloreijtsrd
Employee Motivation is an integral part of Human Resource Management and it plays a crucial role in the long term growth of an organization. Motivation can be defined as the inherent enthusiasm and driving force to accomplish a task. It can be used in directing employees' behaviour and actions for a constructive vision or goal. Employee motivation is defined as the commitment, the energy levels, and the creativity that the employees bring to their job. A study on employee motivation is intended to evaluate the motivation of employees in the organization and to find the significant relationship between age and employee motivation at TANFAC Industries Limited. The total population for the study is 100 and the sample size is 50. The type of sample design used for the study is simple random sampling. Primary and secondary data was used for the study primary data was collected by using questionnaire and secondary data was collected from books, journals and company records. The gathered information is critically analysed by using various statistical tools to arrive at a meaningful conclusion. From the study by using Karl Pearson Coefficient of Correlation. It was found that there is a relationship between age and employee motivation. Pavithra. J | Keerthana. R | Ilanchezion. V "A Study on Employee Motivation at Tanfac Industries Limited Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29188.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29188/a-study-on-employee-motivation-at-tanfac-industries-limited-cuddalore/pavithra-j
Promoting employee loyalty through organisational learning A study of selecte...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications
The effects of human development, motivation and excellence in emerging compa...imperial Inc
Human resource development is very important to every business; hence enhancing organisation performance and employees' productivity in an organisation.
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
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.
Keyword:Appraisal system and HRD climate in ICICI Bank and PNB and employee’s satisfaction.
For optimized reading: http://www.uadn.net/files/ua_hightech.pdf
A comprehensive 250-page review of software R&D and IT outsourcing activities in Ukraine, the country with the largest number of software engineers in CEE. http://www.uadn.net/files/ua_hightech.pdf
Paired comparison method of performance appraisalkianramirez765
In this file, you can ref useful information about paired comparison method of performance appraisal such as paired comparison method of performance appraisal methods, paired comparison method of performance appraisal tips, paired comparison method of performance appraisal forms, paired comparison method of performance appraisal phrases … If you need more assistant for paired comparison method of performance appraisal, please leave your comment at the end of file.
The roles and responsibilities of human resource in the current scenario has undergone with massive amount of change and its main focus is now on evolving such functional strategies that enable effective enforcement of major corporate strategies. Human resource management today work towards enhancing and facilitating the performance of workforce by designing a favorable work environment and offering maximum opportunities to employees to participate in organizational planning and decision making process (Chadwick, 2008). In the present era, all the major activities of human resource are directed towards development of efficient leaders and encourage employee motivation.
The purpose of this webinar is to help understand how Oracle Talent Management can help organizations in identifying, developing, evaluating & retaining its employees, ensure the standard maintenance procedures, define performance measurement systems and how to use cascading of objectives
Performance appraisal of 5 companies done by shweta-bebartaShweta Bebarta
It is a PPT which describes briefly about Performance appraisal process of 5 companies. they are - TCS, GENERAL ELECTRIC, SAP, BIG BAZAAR and TITAN. These 5 companies, which process they have adopted for appraisal and why it is good for the company?
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.
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.
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.
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.
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
Factors Affecting Work Motivation of Official Credit Staff in Ham Thuan Bac D...ijtsrd
This study inherits and develops the Kovach model 1987 , also references researches related to employee motivation to find out factors affecting the work motivation of staff working at official credit institutions in Ham Thuan Bac district, Binh Thuan province. Research data are collected from 176 employees working at official credit institutions by convenient sampling. Applying exploratory factor analysis and multivariate linear regression, the study has demonstrated impacting factors to employee motivation. They include learning and promotion opportunities, income and benefit, care and recognition, working environment, leadership style, nature of work, workplace relationship, empowerment, and job stability. Especially, the factor of learning and promotion opportunities has the most influence on the working motivation of official credit employees in Ham Thuan Bac district, Binh Thuan province. Nguyen Truong Thuan | Nguyen Quoc Nghi | Dinh Hoang Anh Tuan "Factors Affecting Work Motivation of Official Credit Staff in Ham Thuan Bac District, Binh Thuan Province" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-6 , October 2021, URL: https://www.ijtsrd.com/papers/ijtsrd47529.pdf Paper URL : https://www.ijtsrd.com/management/organizational-behaviour/47529/factors-affecting-work-motivation-of-official-credit-staff-in-ham-thuan-bac-district-binh-thuan-province/nguyen-truong-thuan
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
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.
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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
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[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,
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