Human Resource Management in Banks (HRM)

HUMAN RESOURCE MANAGEMENT IN BANKS
A Project Submitted to
University of Mumbai for partial completion of the degree of
Bachelor of Management Studies
Under the Faculty of Commerce
By
VICKY JIVNANI
Under the Guidance of
PROF. NEETU GIDWANI
VEDANTA COLLEGE
Station Road Near Railway station
Vithalwadi
MARCH 2020
A Project Submitted to
University of Mumbai for partial completion of the degree of
Bachelor of Management Studies
Under the Faculty of Commerce
By
VICKY JIVNANI
Under the Guidance of
PROF. NEETU GIDWANI
VEDANTA COLLEGE
Station Road Near Railway station
Vithalwadi
MARCH 2020
CERTIFICATE
This is to certify that MR. VICKY JIVNANI has worked and duly completed his Project Work
for the degree of Bachelor of Management Studies under the Faculty of Commerce in the subject
of “PROJECT WORK IN MANAGEMENT STUDIES” and his project is entitled,
“HUMAN RESOURCE MANAGEMENT IN BANKS” under my supervision.
I further certify that the entire work has been done by the learner under my guidance and that no
part of it has been submitted previously for any Degree or Diploma of any University.
It is his own work and facts reported by his personal findings and investigations.
---------------------------------------
PROF. NEETU GIDWANI
Date of Submission:
Declaration by Learner
I the undersigned MR.VICKY JIVNANI here by, declare that the work embodied in this project
work titled ''HUMAN RESOURCE MANAGEMENT IN BANKS'' forms my own
contribution to the research work carried out under the guidance of PROF. NEETU GIDWANI is
a result of my own research work and has not been previously submitted to any other University
for any other Degree/ Diploma to this or any other University.
Wherever reference has been made to previous works of others, it has been clearly indicated as
such and included in the bibliography.
I, here by further declare that all information of this document has been obtained and presented
in accordance with academic rules and ethical conduct.
----------------------------
VICKY JIVNANI
CERTIFIED BY
PROF. NEETU GIDWANI

ACKNOWLEDGEMENT
To list who all have helped me is difficult because they are so numerous and the depth his so
enormous.
I would like to acknowledge the following as being idealistic channels and fresh dimensions in
the completion of this project.
I take this opportunity to Thanks the University of Mumbai for giving me chance to do this
project.
I would like to Thanks My Principal, DR. Sangeeta kohli for providing the necessary facilities
required for completion of this project.
I take this opportunity to Thanks our Coordinator PROF. LAKHYANI SONIYA for her moral
support and guidance.
I would also like to express my sincere gratitude towards my project guide PROF. NEETU
GIDWANI whose guidance and care made the project successful.
I would like to Thank my College Library, for having provided various reference books and
magazines related to my project.
Lastly, I would like to Thanks each and every person who directly and indirectly helped me in
the completion of the project especially “My Parents and Peers” who supported me throughout
my project.
INDEX
CHAPTER NO. PARTICULARS PAGE NO.
1 HUMAN RESOURCE
01
1.1 Introduction of HR
01
1.2 Definition of HR
02
1.3 What is Management
02
1.4 Definition of Management
02
1.5 Characteristics of Management
03
1.6 Functions of Management
05
1.7 Importance of Management
HUMAN RESOURCE MANAGEMENT
1.8 Introduction to HRM 06
1.9 Definition of HRM 06
1.10 Scope of HRM 07
1.11 Functions of HRM 08
1.12 Characteristic of HRM 10
1.13 Objectives of HRM 11
1.14 Advantages of HRM 12
1.15 Process of HRM 13
1.16 System of HRM 15

1.17 Functions of HRM system 15
1.18 What is Bank 17
1.19 Definition of Bank 17
1.20 Functions of Banks 18
20
1.21 Types of Banks
21
1.22 HRM in Banks
 HRM in Co-operative banks

 HRM in Public Sector Banks
 HRM in Private Banks
 HRM in Regional Rural Banks
 HRM in Public Sector Unit Banks
1.23 Why HRM is important in banks 24
24
1.24 Roles of HRM in Banks
25
1.25 Responsibilities of HRM Department in Banks
26
1.26 HR Planning
26
1.27 Human Resource Planning Process
28
1.28 Human Relations
28
1.29 Challenges faced by Banking Industry
29
1.30 Current challenges faced by Banks in HRM
31
HR Policy of HDFC Bank
2 RESEARCH METHODOLOGY
2.1 Data Collection 35
35
2.2 Objectives of Project
36
2.3 Scope
36
2.4 Limitations
3 REVIEW OF LITERATURE 37 to 38
4 DATA ANALYSIS AND 39 to 49
INTERPRETATION
5 CONCLUSION 50 to 54
GRAPH INDEX
GRAPH NO. PAGE.NO
4.1 39
4.2 40
4.3 41
4.4 42
4.5 43
4.6 44
4.7 45
4.8 46
4.9 47
4.10 48
CHAPTER 1
HUMAN RESOURCE
1.1 INTRODUCTION
The Human Resources field evolved first in 18th century in Europe. It built on a simple idea
by Robert Owen (1771-1858) and Charles Babbage (1791-1871) during the industrial revolution.
These men concluded that people were crucial to the success of an organization. They expressed the
thought that the well-being of employees led to perfect work; without healthy workers, the
organization would not survive.
Human Resource is used to describe both the people who work for a company or
organization. The term Human Resources was first coined in the 1960s when the value of labor
relations began to gather attention and when a general understanding such as motivation,
organizational behavior, and selection assessments began to take shape.
Human Resource is considered by many business strategists to be the most important of all
company resources. That’s because employees can gain new skills, thereby increasing the size of a
company’s competitive advantage over time. Other resources simply don’t have that capacity.
'' PEOPLE ARE OUR MOST VALUABLE ASSET '' is a saying which is no member of any
management team would disagree with.
1.2 DEFINITION OF HUMAN RESOURCE
1 Human resource is the least mobile of the four factors of production, and it improves with
age and experience, which no other resource can do. It is therefore regarded as the scarcest
and most crucial productive resources that creates largest and long lasting advantage of an
organization.
 A department within an organization that deals with the people who work for that
organization.
 A group of people who are able to do work.
 People, when considered as an asset that is or can be employed and that is useful to a
company, organization, etc.
 The personnel of a business or organization, regarded as a significant asset

1.3 WHAT IS MANAGEMENT
Management is an individual or a group of individuals that accepts responsibilities to run an

organization. Individuals plan, direct, control and organize all the essential activities of the
organization. Management does not do the work themselves. Management bring all the
individual and group of individual together and motivates them to do work for achieving the
objectives of the organization.
Management brings together all the SIX M's i.e. Men, Money, Material, Machines,
Methods, and Markets. Management uses these resources for achieving the basic objective
of an organization and i.e. to earn maximum profit and also for high sales, business
expansion, etc.
The purpose of management is to serve customers. Yet, if one looks through most
management books for a definition of management, 99.9 percent of the time the word
customer will not be mentioned. This is surprisingly because serving customers in order to
obtain a profit is the difficult of every business organization.
1.4 DEFINITION OF MANAGEMENT
 The organization and co-ordination of the activities of a business in order to achieve

defined objectives.
 Management is the art of getting things done through and with people in formally
organized groups.
1.5 CHARACTERISTICS OF MANAGEMENT

 Universal:-All the organizations, whether it is profit-making or not, they require

management, for managing their activities. Hence it is universal in nature.
 Goal Oriented:-Every organization is set up with a pre-determined objective and

management helps in reaching those goals timely and smoothly.
 Continuous Process:-Management is an ongoing process which tends to continue
as long as the organization exists. It is required in every activity of the organization
whether it is production, human resource, finance or marketing.
 Group activity:-An organization consists of various members who have different

needs, expectations and beliefs. Every person joins the organization with a
different motive, but after becoming a part of the organization they work for
achieving the same goal. Thus, management helps them to supervise and co-
ordinate and work efficiently.
 Intangible force:-Management can neither be seen nor touched but one can feel
its existence, in the way the organization functions.
1.6 FUNCTIONS OF MANAGEMENT
3
The five important functions of management are as follows:-
Planning:-It is the basic function of management. Planning deals with a future

course of actions and deciding in advance the most appropriate course of action for
achievement of pre-determined goals. Planning is necessary to ensure proper
utilization of human & non-human resources.
▽ Organizing:-Organizing is the process of bringing together physical, financial and
human resources and developing productive relationship amongst them for
achievement of organizational goals. Organizing is a process that involves the
identification of activities, classification or grouping of activities, assignment of
activities.
▽ Staffing:-Staffing has assumed greater importance in the recent years due to
advancement of technology, increase in size of business, complexity of human
behavior etc. The main purpose of staffing is to put right man on right job. Staffing
involves managing the organization structure through proper and effective selection,
appraisal & development of personnel to fill the roles designed for the structure.
▽ Directing:-Direction is that inter-personnel aspect of management which deals

directly with influencing, guiding, supervising, motivating sub-ordinate for the
achievement of organizational goals. Direction has following elements:
i. Supervision
ii. Motivation
iii. Leadership
iv. Communication
▽ Controlling:-Controlling is measuring, comparing, finding deviation and correcting
the organizational activities which are performed for achieving the goals or
objectives. Control activities generally relate to the measurement of achievement or
results of actions which were taken to attain the goal.
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1.7 IMPORTANCE OF MANAGEMENT
 Accomplishment of Organization Goals:-Every business organization has some

goals and objectives. Management helps them to achieve those goals through proper
planning, organizing, directing, staffing and controlling the activities and affairs of
the organization.
 Motivates Employees:-Management motivates employees by providing monetary

and non-monetary incentives. These incentives increases the willingness and
efficiency of the employees which help to improve the productivity and profitability
of the organization.
 Optimum Use of Resources:-Management brings together the available resources. It

makes the best use of available resources which in turn brings best results to the
organization.
 Reduces Wastages:-Wastages is reduced by proper planning and control which

management does. Management reduces the wastage of raw materials, human and
financial resources which in turn reduces the productivity.
 Improves Relation:-Management improves the relations between Individuals,

Groups and Departments. Better relations leads to better team work and better team
work brings success to an organization.
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HUMAN RESOURCE MANAGEMENT
1.8 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT
A Business Unit needs employees to look after different activities. This is called Human
Resource. Such Human Resource needs to be developed fully so that it will make positive
contribution for the progress and prosperity of a Business Unit.
Human Resource Management is the most important function of every organization. Human
Resource Management is the process of managing people in the organization with a human
approach. It is the approach through which organization can utilize the manpower not only
for the benefits of the organization but for the growth, development and self-satisfaction of
the concerned people.
Thus, HRM is a system that focuses on human resources development on one hand and
effective management of people on the other hand so that people will enjoy human dignity in
their employment.HR is primarily concerned with how people are managed within
organizations, focusing on policies and systems. HR departments and units in organizations
are typically responsible for a number of activities, including employee recruitment, training
and development, performance appraisal and rewarding.
Since mid-1980’s Human Resource Management (HRM) has gained acceptance in both
academic and commercial circle. Any organization has three basic components i.e. People,
Purpose and Structure. There is no best way to manage people and no manager has
formulated how people can be managed effectively, because people are complex beings with
complex needs. Effective HRM depends very much on the causes and conditions that an
organizational setting would provide
1.9 DEFINITION OF HUMAN RESOURCE MANAGEMENT
 HRM is the effective use of Human resource and organization through the
management of people related activities. Mathis
and Jackson.
 Human Resource Management is made of four activities:- Staffing, Training and

development, Motivation and Maintenance. David and Stephen
Robbins.
6
1.10 SCOPE OF HUMAN RESOURCE MANAGEMENT
☆ Human Resource Management in Personnel Management:-This is typically direct

manpower management that involves manpower planning, hiring (recruitment and
selection), training and development, transfer, promotion, compensation. It also
includes performance appraisal, developing new skills, incentives, allowance’s,
traveling policies and procedures and other related courses of actions. The overall
objective here is to ascertain individual growth, development and effectiveness which
indirectly contribute to organizational development.
☆ Human Resource Management in Employee Welfare:-Employee welfare is about

determining employee’s real needs and fulfilling them with active participation of
both management and employees. In addition to this, it also takes care of canteen
facilities, rest and lunch rooms, housing, transport, medical assistance, education,
health and safety, recreation facilities, etc.
Human Resource Management in Industrial Relations:-Since it is a highly sensitive

area, it needs careful interactions with labor or employee unions, addressing their
grievances and settling the disputes effectively in order to maintain peace and
harmony in the organization. The main aim is to safeguarding the interest of
employees by securing the highest level of understanding to the extent that does not
leave a negative impact on organization.
7
1.11 FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
MANAGERIAL FUNCTIONS
 Planning:-This function is very vital to set goals and objectives of an organization.

The policies and procedures are laid down to achieve these goals. When it comes to
planning the first thing is to foresee vacancies, set the job requirements and decide the
recruitment sources. Shortage versus the excess of employees for that given job
category is determined for a given period. In the end, a plan is ascertained to eliminate
this shortage of employees.
 Organizing:-The next major managerial function is to develop and design the

structure of the organization. It fundamentally includes the following:-
1. Employees are grouped into positions or activities they will be performing.

2. Allocate different functions to different persons.
3. Delegate authority as per the tasks and responsibilities that are assigned.
 Directing:-This function is decided to inspire and direct the employees to achieve the
goals. This can be attained by having in place a proper planning of career of
employees, various motivational methods and having friendly relations with the
manpower. This is a great challenge to any HR manager of an organization; he/she
should have the capability of finding employee needs and ways to satisfy them.
Motivation will be a continuous process here as new needs may come forward as the
old ones get fulfilled.
8
 Controlling:-The controlling function ends the cycle and again prompts for planning.
Here the HR Manager makes an examination of outcome achieved with the standards
that were set in the planning stage to see if there are any deviations from the set
standards. Hence any deviation can be corrected on the next cycle.
OPERATIVE FUNCTIONS
 Recruitment:-This is the most challenging task for any HR manager. A lot of

attention and resources are required to draw, employ and hold the prospective
employees. A lot of elements go into this function of recruitment, like developing
a job description, publishing the job posting, sourcing the prospective candidates,
interviewing, and salary negotiations and making the job offer.
 Training and Development:- Training is the responsibility of the HR department.

Fresher training may also be provided by some companies for both new hires and
existing employees. This Fresher training is mainly done to make the employees
up to date in their respective areas as required by the company. This function
makes the employees understand the process and makes it easy for them to get on
their jobs with much ease. During the process of the training and development, the
results are monitored and measured to find out if the employees require any new
skills in addition to what he/she has.
 Compensation and Benefit:-A company can attain its goals and objectives if it can
adopt to new ways of providing benefits to the employees. Some of the benefits
given by companies are:-
1. Working hour flexibility

2. Extended vacation
3. Dental/Medical Insurance
4. Maternal/Paternal Leave.
9
1.12 CHARACTERISTICS OF HUMAN RESOURCE MANAGEMENT
◇ HRM is a service function:-HRM is not a profit center. It serves all other functional
departments. But the basic responsibility always lies with the line managers. HRM is
a staff function – a facilitator. The HR Manager has line authority only within his own
department, but has staff authority as far as other departments are concerned.
◇ It is a continuous process:-First, it is a process as there are number of functions to be
performed in a series, beginning with human resource planning to recruitment to
selection, to training to performance appraisal.
◇ People-centered:-HRM is about people at work both as individuals and a group. It
tries to help employees to develop their potential fully. It comprises people-related
functions like hiring, training and development, performance appraisal, working
environment, etc. HRM has the responsibility of building human capital. People are
vital for achieving organizational goals. Organizational performance depends on the
quality of people and employees.
◇ Human relations philosophy:-HRM is a philosophy and the basic assumption is that
employees are human beings and not a factor of production like land, labor or capital.
HRM recognizes individuality and individual differences. Every manager to be
successful must possess social skills to manage people with differing needs
1.13 OBJECTIVES OF HUMAN RESOURCE MANAGEMENT
10
There are four main objectives of Human Resource Management. They are:
◊ Organizational Objectives:-Acquiring right man for the right job at right time in
right quantity, developing through right kind of training, utilizing the selected
workforce, and maintaining the workforce are the organizational objectives of HRM.
HRM is a means to achieve efficiency and effectiveness. It serves other functional
areas, so as to help them to attain efficiency in their operations and attainment of
goals to attain efficiency. Succession planning is an important issue to be taken up as
a current organizational objective.
◊ Personal Objectives:-In today’s world there is shortage of required talent. Employees

are encouraged by competitive firms to change the jobs. HRM has the responsibility
to acquire, develop, utilize, and maintain employees. This would be possible only
when the HRM helps employees to achieve their personal goals to get their
commitment. Creating work-life balance for the employees is a personal objective.
◊ Societal Objectives:-HRM must see that the legal, and social environmental issues
are properly attended to. Equal opportunity and equal pay for equal work are the legal
issues not to be violated. To help the society through generating employment
opportunity, creating schools and dispensaries, helping women empowerment are the
social responsibility issues.
11
◊ Functional Objectives:-HRM performs so many functions for other departments.

However, it must see that the facilitation should not cost more than the benefit
rendered.
1.14 ADVANTAGES OF HUMAN RESOURCE MANAGEMENT:
1. Improvement of Labor Productivity:

Manpower or human resource as a factor of production differs from other factors of
production. As it is subject to its free will, the productivity of labor can be improved if the
workers are kept satisfied.
In other words, just as satisfied workers can be productive, dissatisfied workers can be
destructive. Therefore, through proper human resource planning we can improve the morale
of the labor and improve labor productivity.
2. Recruitment of Qualified Human Resource:

Talented and skilled labor has become a scarce resource especially in developing countries.
Therefore, for the long run survival of the firm, it is essential to recruit the best labor force
through proper manpower planning.
3. Adjusting with the Rapid Technological Change:

With the change in technology, the job and job requirements are also changing. Therefore, it
is necessary to forecast and meet the changing manpower, which can withstand the
challenges of the technological revolution. This can be done only through effective
manpower planning.
4. Reducing Labor Turnover:

The labor turnover refers to the mobility of labor out of the organization due to various
factors such as dissatisfaction, retirement, death etc. Due to labor turnover, a firm will be
losing experienced and skilled labor force. This loss can be minimized only through efficient
manpower planning.
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1.15 HUMAN RESOURCE MANAGEMENT PROCESS
 HUMAN RESOURE PLANNING:

Human resource planning is a process that identifies current and future human
resources needs for an organization to achieve its goals. Human resource planning
should serve as a link between human resource management and the overall strategic
plan of an organization. A process in which an organization attempts to estimate the
demand for labor and evaluate the size, nature and sources of supply which will be
required to meet the demand.
 RECRUITMENT:
This function covers the range of activities from a manager identifying a potential
vacancy in their team to a formal offer of employment being made to the successful
candidate. Human Resource will usually support the line manager to scope out the job
description, including duties, salary, etc., and then advertise the vacancy per the
recruitment strategy. This may involve direct advertising online or in other media
outlets, or working with a recruitment or headhunting agency. Generally, HR and the
line manager work together to shortlist candidates against the job specification and
then carry out interviews before making an offer of employment.
 SELECTION:
13
Once a candidate has been made an offer, a number of processes need to be carried
out by the HR function. First, a contract of employment and other offer documents are
generated and sent to the new employee. Next, the HR team works in conjunction
with the new employee’s line manager to arrange their induction and training
program, as well as setting up essential things such as IT access, security passes, desk
space, etc.
 STAFFING:
Staffing involves managing the organization structure through proper and effective
selection, appraisal and development of the personnel to fill the roles assigned to the
employers/workforce. Staffing function is the most important managerial act along
with planning, organizing, directing and controlling.
Staffing is performed by all managers depending upon the nature of business, size of the
company, qualifications and skills of managers, etc. In small companies, the top
management generally performs this function. In medium and small scale enterprise, it is
performed especially by the personnel department of that concern.
 TRAINING AND DEVELOPMENT:

The training and development function of a business is sometimes separated from the
main HR function, particularly in larger organizations, but is often integrated with the
wider HR team. Its work includes sourcing or designing training courses to meet
learning needs, organizing coaching and mentoring programs and other initiatives to
improve job performance and corporate behaviors across employees and teams.
 PERFORMANCE APPRAISAL:
Performance Appraisal is the systematic evaluation of the performance of employees
and to understand the abilities of a person for further growth and development.
Performance Appraisal is a method by which the job performance of an employee is
documented and evaluated. Performance appraisals are a part of career
development and consist of regular reviews of employee performance
within organizations.
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1.16 HUMAN RESOURCE MANAGEMENT SYSTEM
HRM systems provide a single, centralized view of a company’s workforce by integrating a

wide arrangement of applications such as talent acquisition, benefits administration,
compensation management, performance management, succession planning, and career
development.
HRM is often used interchangeably with HCM, human capital management. The latter term
refers to the administrative management of an organization’s people. Human Resource
Management System software acts as a bridge between HR department and Development
department in software companies. HRM’s looks after overall technical and non-technical
work details that are carried out in organizations.
The main objective of the HRM’s is to reduce the effort of Administrator to keep the daily
events such as attendance, projects, works, appointments, etc. The HRM’s deals with the
process of identifying the employees, recording their attendance hourly and calculating their
effective payable hours or days. The HRM’s should maintain the records of each and every
employee and their time spend in to company, which can be used for performance appraisal.
Based on that transfer, removal, promotion can be done.
1.17 FUNCTIONS OF HUMAN REAOURCE MANAGEMENT SYSTEM
All in all, the HR function is still to a large degree administrative and common to all
organizations. To varying degrees, most organization shave formalized selection, evaluation,
and payroll processes. Efficient and effective management of the "Human Capital Pool”
(HCP) has become an increasingly imperative and complex activity to all HR professionals.
15
The HR function consists of tracking innumerable data points on each employee, from
personal histories, data, skills, capabilities, experiences to payroll records. To reduce the
manual workload of these administrative activities, organizations began to electronically
automate many of these processes by introducing innovative HRMS/HCM technology. Due
to complexity in programming, capabilities and limited technical resources, HR executives
rely on internal and external IT professionals to develop and maintain their Human Resource
Management Systems (HRMS).
Before the "client-server" architecture evolved in the late 1980s, every single HR automation
process came largely in form of mainframe computers that could handle large amounts of
data transactions. In consequence of the high capital investment necessary to purchase or
program proprietary software, these internally developed HRMS were limited to medium to
large organizations being able to afford internal IT capabilities. The arrival of client-server
HRMS authorized HR executives for the first time to take responsibility and ownership of
their systems. Currently, Human Resource Management System covers:
1. Payroll Module.
2. Time and Attendance Module.
3. Benefits Administration Module.
PAYROLL MODULE: The payroll module automates the pay process by

gathering data on employee time and attendance, calculating various deductions and
taxes, and generating periodic pay cheque and employee tax reports. Data is
generally fed from the human resource and timekeeping modules to calculate
automatic deposit and manual cheque writing capabilities. This module can
encompass all employee-related transactions as well as integrate with existing
financial management systems.
TIME AND ATTENDANCE MODULE: The time and attendance module gathers

standardized time and work related efforts. The most advanced modules provide
broad flexibility in data collection methods, labor distribution capabilities and data
analysis features. Cost analysis and efficiency metrics are the primary functions.
TRAINING MODULE: The training module provides a system for organizations

to administer and track employee training and development efforts. The system,
16
normally called a "learning management system" (LMS) if a standalone product,

allows HR to track education, qualifications, and skills of the employees, as well as
outlining what training courses, books, CDs, web-based learning or materials are
available to develop skills.

1.18 WHAT IS A BANK?
The term bank is derived from the Old Italian word “Banca” which means a bench or money
exchange table. In olden days, European Money lenders or money changers used to display
coins of different countries in huge quantity on benches and tables for the purpose of lending
or exchanging. The history of banking began with the first original banks which were the
merchants of the world, who made grain loans to farmers and traders who carried goods
between cities.
Currently, the term bank is generally understood as an institution that holds a banking
license. Banking Licenses are granted by financial supervision authorities and right to
conduct the most fundamental banking services such as accepting deposits and
making loans. There are also financial institutions that provide certain banking
services without meeting the legal definition of bank, so called non-banks.
1.19 DEFINITION OF BANK
 An organization where people and businesses can invest or borrow money,change it
to foreign money, etc.
 A corporation authorized to deal with cash, domestic and foreign, and to receive the
deposits of money and to loan those monies to third-parties.
1.20 FUNCTIONS OF BANKS
17
There are Primary and Secondary Functions of Banks:
PRIMARY FUNCTIONS OF BANKS
1. ACCEPTING DEPOSITS:-The bank collects deposits from public. These deposits

can be of different types, such as:-
a. Saving Deposits
b. Current Deposits
A. Saving Deposits:- This type of deposits encourages saving habits of people. The rate
of Interest is Low. This account is suitable to salary and wage earners. This account is
opened in single names or in joint names.
B. Current Deposits:- This type of account is opened by Businessmen. Withdrawals are

freely allowed but (up to a certain limit). No interest is paid. In fact, there are service
charges. Over draft facility is also provided to Current Account holders.
18
2. GRANTING OF LOANS AND ADVANCES:-The bank advances loans to business

community and other members of the public. The rate charged is higher than what is
paid on deposits. Types of Bank loan and advances are:
a. Overdrafts
b. Loans
A. Overdraft: This type of deposits are given to current account holders. No separate
account is maintained. All entries are made in current account. A certain amount is
sanctioned as an overdraft which can be withdrawn within a certain period of time
say three months or so. It is sanctioned to businessmen and firms.
B. Loans: It is normally for short term say one year or for medium term say a period of
five years. Now-a-days banks do lends money for long term. Repayment of money
can be in form of installments spread over a period of time or in lump sum amount.
Interest is charged on actual amount sanctioned. The rate of interest maybe be
slightly lower than what is charged on overdraft or cash credits. Loans are normally
secured with the financial assets.
SECONDARY FUNCTIONS OF BANKS
1. AGENCY FUNCTIONS:-The banks acts as an agent of the customers. The bank

perform number of agency functions which includes:
a. Transfer of funds.
b. Collection of Cheque’s
c. Periodic payments.
A. Transfer of funds: The bank transfer funds from one place to another or from one
account to another.
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B. Collection of cheques: The banks collects money through cheques and transfer to
another accounts.
C. Periodic Payments: On the standing instruction of the client, the banks makes
periodic payments in respect of electricity bills, rents etc.
2. GENERAL UTILITY FUNCTIONS: The banks also performs general utility such
as:
a. Issue of drafts, letter of credits.

b. Locker Facility.
c. Underwriting of shares.
A. Issue of Drafts and Letter of Credit: Banks issues drafts for transferring
money from one place to another. It also issues letter of credit, especially,
in case of import trade. It also issues traveler’s cheque.
B. Locker Facility: The bank provide locker facility for safe custody of
valuable assets, gold ornaments, and other valuables.
C. Underwriting of Shares: The banks underwrites shares, debentures
through its merchant banking division.
1.21 TYPES OF BANKS
 CENTRAL BANK: Every Country of the world has a central bank. Reserve Bank of
India, Federal Bank in U.S.A, and Bank of England in U.K. A Central Banks are non-
profit making institutions. It does not deal with public but it deals with other banks.
The principal responsibility of Central Bank is thorough control on currency of the
country. These Central Banks are the bankers of other banks. They provide
specialized functions like Issue of Currency, working as a banker of government,
supervising and controlling of foreign exchange.
 COMMERCIAL BANKS: In India commercial banks are established under

Companies Act 1956. In 1969, 14 commercial banks were nationalized by
government of India. The policies regarding deposits, rate of interest, loans, etc. of
these banks are controlled by Central Bank. Commercial banks are established with
an objective to help the businessmen. These banks collect money from general public
20
and give short-term loans to businessmen in the form of cash credits, overdrafts, etc.
Commercial banks provide various services like collecting cheques, bills of exchange,
remittance of money from one place to another.
 INDUSTRIAL BANKS: Industrial/ Development banks collects cash by issuing

shares, debentures and providing long-term loans to Industries. The main objective of
these banks is to provide long-term loans for expansion and modernization of the
Industries.
In India such banks are established on large scale after Independence.

They are Industrial Finance Corporation of India (IFCI), Industrial Credit And
Investment Corporation of India (ICICI) and Industrial Development Bank of
India (IDBI).
1.22 HUMAN RESOURCE MANAGEMENT IN BANKS
In the current scenario HRM (Human Resource Management), HRD (Human Resource
development),
OD (Organizational Development) &OB (Organizational Behavior) together distinctly
plays a very
Important role in the smooth working of any organization. The initial goal of the bank is to
bring in
Proper integration of HRM strategies with the business strategies. It must create team work
and commitment among the employees to improve the efficiency of its human capital.
Apart from the operational skills, today, the bank calls for the ‘soft skills' to attend the needs
and requirement of the customers at the counter as Customer is considered as ‘King’ today.
Banks have to understand that the investment and technology are important pillars, but
human capital, is the most valuable resource for the achievements of the goals set by the
organization.
OD (Organizational Development) &OB (Organizational Behaviour) together distinctly

plays a very important role in the smooth working of any organization. The initial goal of
the bank is to bring in proper integration of HRM strategies with the business strategies. It
must create team work and commitment among the employees to improve the efficiency
21
of its human capital. Apart from the operational skills, today, the bank calls for the ‘soft
skills' to attend the needs and requirement of the customers at the counter as Customer is
considered as ‘King’ today. Banks have to understand that the investment and technology are
important pillars, but human capital, is the most valuable resource for the achievements of the
goals set by the organization.
OD (Organizational Development) &OB (Organizational Behaviour) together distinctly

plays a very important role in the smooth working of any organization. The initial goal of
the bank is to bring in proper integration of HRM strategies with the business strategies. It
must create team work and commitment among the employees to improve the efficiency
of its human capital. Apart from the operational skills, today, the bank calls for the ‘soft
skills' to attend the needs and requirement of the customers at the counter as Customer is
considered as ‘King’ today. Banks have to understand that the investment and technology are
important pillars, but human capital, is the most valuable resource for the achievements of the
goals set by the organization.
So the long term goal of any organization is to transform them from the domestic to the
Global one and thus it requires the combination of new technologies, better processes,
treasury management, product diversification, internal control, external regulations and
human resources at the most. The main challenges faced by the Indian Banks are to set a
benchmark against the international standards and to make new norms at the different
phases of business cycle. There is a need for introduction of new technology, skills
and intellectual capital
development), OD (Organizational Development) &OB (Organizational Behaviour)
together distinctly plays a very important role in the smooth working of any organization.
The initial goal of the bank is to bring in proper integration of HRM strategies with the
business strategies. It must create team work and commitment among the employees to
improve the efficiency of its human capital.
Apart from the operational skills, today, the bank calls for the ‘soft skills' to attend the needs
and requirement of the customers at the counter as Customer is considered as ‘King’ today.
Banks have to understand that the investment and technology are important pillars, but
human capital, is the most valuable resource for the achievements of the goals set by the
22
organization. So the long term goal of any organization is to transform them from the
domestic to the Global one and thus it requires the combination of new technologies,
better processes, treasury management, product diversification, internal control, external
regulations and human resources at the most. The main challenges faced by the Indian Banks
are to set a benchmark against the international standards and to make new norms at the
different phases of business cycle. There is a need for introduction of new technology,
skills and intellectual capital
development), OD (Organizational Development) & OB (Organizational Behavior) together
distinct
Almost every bank and financial institution is involved in various functions in a day's job and
thus requires a highly effective team and appropriate manpower to run the show. Corporate
goals are translated into viable realities and profits only with human element who play their
due role in achieving the desired results.
 HRM IN CO-OPERATIVE BANKS:
It is said that HR policies of co-operative banks are totally dominated by the Registrar
of co-operatives. This is perhaps one of the reason why co-operatives banks are
unable to improve themselves.
 HRM IN REGIONAL RURAL BANKS:
As regards, regional rural banks, most of them adopt the HR policies of sponsor
banks, which are not appropriate for their special nature.
 HRM IN PUBLIC SECTOR BANKS:
In recent times, the contours of HR functions in public sector banks are slowly but
definitely changing. One could say that these banks are discovering HR functions and
it is hoped that these banks will fast catch up with the others. Here in HRM did not
have a direct role in the business development but was more concerned with
centralized to staff and providing them across the country.
1.23 WHY HUMAN RESOURCE MANAGEMENT IS IMPORTANT FOR BANKS
Human Resource Management is important for banks because banking is a service

industry. Management of people and management of risk are two key challenges
facing banks. How you manage the people and how you manage the risks determines
23
your success in the banking business. Efficient risk management may not be possible
without efficient and skilled manpower. Banking has been and will always be a
"People Business". Though pricing is important, there may be other valid reasons why
people select and stay with a particular bank. Banks must try to distinguish
themselves by creating their own niches or
images, especially in transparent situations with a high level of competitiveness. In
coming times, the very survival of the banks would depend on customer satisfaction.
Those who do not meet the customer expectations will find survival difficult. Banks
must express and emphasize the core values to attract and retain certain customer
segments. Values such as "sound", "reliable", "innovative", "international", "close",
"socially responsible", "Indian", etc. need to be emphasized through existing actions
on the ground and it would be the bank’s human resource that would deliver this.
It is a common complaint among bank executives that skilled manpower is in short
supply. No two arguments on this, HR resources are becoming scarce – both in
quality and quantity. And, it is quite elementary that any resource that is in short
supply needs to be properly managed for the benefit of society and, therefore, you
need to pay attention to the entire Human Resource Management process. What do I
mean when I say this? You need to manage the people – and for this you need to
differentiate between the people, I mean positive differentiate. The entire spectrum of
HR practice requires revolutionary changes if the banks have to survive. Managing
the people is the key challenge. And, in my opinion, discrimination is the key word
when dealing with people.
1.24 ROLE OF HUMAN RESOURCE MANAGEMENT IN BANKS
Human Resources (HR) can include a broad range of specialties within organizations.
Some examples of specialties include recruiting, payroll, policy, safety, training and
development, and performance management. In smaller organizations, the HR
professional may handle all of those specialties and in larger organizations, each
specialty is most likely its own department.
Many banks in India were trying to hire the professionals with higher packages even
when the GDP of country was quite high as they were not able to find the ready
available talent. Few banks have taken steps to build the talent and one among them is
24
ICICI Bank. They have tried to build the available resources on supply side to billable
resources on demand side.
The roles within HR can vary greatly as well as with many departments from the
purely administrative to the executive. Another related and perhaps more important
question that is often discussed is, “what should HR be doing?” For me, HR‟s
primary purpose is to ensure that the right people are working in the right places to
accomplish the organization's goal.
1.25 RESPONSIBILITIES OF HUMAN RESOURCE MANAGEMENT

DEPARTMENT IN BANKS
RESPONSIBILITIES:
1. To put forward and obtain agreement on changes to these policies from
time to time and to ensure that policies which have been agreed are
being implemented by the Banks.
2. To contribute fully to the task of meeting the business challenges
which the bank has to face by supporting Branch Manager in
continuously developing the potential of the employees and in creating
the conditions in which all the employees are motivated to meet the
objectives of the Bank.
3. To continuously monitor the Bank's strategies and to ensure that HR

policies are appropriate and the employee’s number and skills are fully
supportive of such strategies. .
1.26 HUMAN RESOURCE PLANNING
Human resource planning is a process that identifies current and future human resources
needs for an organization to achieve its goals. Human resource planning should serve as a
link between human resource management and the overall strategic plan of an organization.
Ageing workers population in most western countries and growing demands for qualified
workers in developing economies have underscored the importance of effective human
resource planning.
25
A process in which an organization attempts to estimate the demand for labor and evaluate
the size, nature and sources of supply which will be required to meet the demand. Human
resource planing includes creating an employer brand, retention strategy, absence
management strategy, flexibility strategy, (talent management) strategy, (recruitment) and
selection strategy.
1.27 HUMAN RESOURCE PLANNING PROCESS:
1. Determining the Objectives of Human Resource Planning:
The foremost step in every process is the determination of the objectives for which the
process is to be carried on. The objective for which the manpower planning is to be done
should be defined precisely, so as to ensure that a right number of people for the right kind of
job are selected.
26
The objectives can vary across the several departments in the organization such as the
personnel demand may differ in marketing, finance, production, HR department, based on
their roles or functions.
2. Analyzing Current Manpower Inventory:
The next step is to analyze the current manpower supply in the organization through the
stored information about the employees in terms of their experience, proficiency, skills, etc.
required to perform a particular job.
Also, the future vacancies can be estimated, so as to plan for the manpower from both the
internal (within the current employees) and the external (hiring candidates from outside)
sources. Thus, it is to be ensured that reservoir of talent is maintained to meet any vacancy
arising in the near future.
3. Forecasting Demand and Supply of Human Resources:
Once the inventory of talented manpower is maintained; the next step is to match the demand
for the manpower arising in the future with the supply or available resources with the
organization.
Here, the required skills of personnel for a particular job are matched with the job description
and specification.
4. Analyzing the Manpower Gaps:
After forecasting the demand and supply, the manpower gaps can be easily evaluated. In case
the demand is more than the supply of human resources that means there is a deficit, and
thus, new candidates are to be hired.
Whereas, if the Demand is less than supply, there arises a surplus in the human resources, and
hence, the employees have to be removed either in the form of termination, retirement, layoff,
transfer, etc.
1.28 HUMAN RELATIONS
Administering various human resources policies like employment development &

compensation & interactions among the employees on one hand & employees & the
management on the other, create a sense of working relationships between workers &
27
management & trade unions. Basically they are all interactions between human beings.
Human relations, is therefore, is an important area in management which integrates people
into work situations in a way that motivates people to work together with economic,
psychological & social satisfaction thereby increasing their productivity. Hence Human
Resources Management functions will center on:
 Understanding perception, personality, learning, intra & inter personal

relations, inter & intra group relations.
 Motivating all employees.
 Promoting Employee's Morale.
 Developing communication skills.
 Developing leadership skills.
1.29 CHALLENGES FACED BY THE BANKING INDUSTRIES
Here are the Ten Challenges that the HR Function in India Faces:-
1 The First and Foremost Challenge that HR Function in India faces is to convert the
abundant population into useful Human Resources.
2 Training and Development of Human Resource to match ever changing demands
requires HR to develop new and innovative ideas that suit Individual as well as
Industry Criteria.
3 Employee motivation and satisfaction is another area of concern in HR today. In order
to reduce attrition, HR needs to realize that monitory needs are not only the drive for
an individual and that sense of belongingness must be imbibed in employees.
4 With an increase in number of Job Options available now-a- days, the HR Function of
an organization must take care that they hire those people who believe in long-term
commitment to the organization. The HR then must take up the challenge of retaining
them by developing retention techniques like holidays plan full- at- work, etc.
1.30 CURRENT CHALLENGES FACED BY BANKS IN HUMAN

RESOURCE MANAGEMENT
28
Human Resource Management is the management of organization's workforce or human

resources. It is responsible for attraction, selection, training, assessment and rewarding of
employees, while also overseeing organizations leadership and culture, and ensuring
compliance with employment and labor laws. Some current challenges faced by the banks
are:
* Effective Work Force:

A time consuming and hectic job is to hunt the right talent. Higher the professional
value of the vacancy, tougher is the search. Banks are keenly interested to fill up two
types of professionals. One who are outstanding professionals with high job hopping
attitude -- These are those who come in-work for some tome and then leave for better
prospects. Others are those who are keenly picked-up, trained and are somehow
retained to be developed as a future management within the bank.
Management trainees are a growing popular phenomena where freshly qualified

business graduates are engaged by banks and a certain percentage of these well-
equipped professionals stay back within the organization to grow into the footsteps of
senior manager.
Banking jobs being apparently profit-making for many attract a large number of
candidates against advertised agencies in media creating a large number of database
management problem.
This has been helped by specialized hiring agencies who may take up the job of hiring
in case of large number of vacancies.
* Right People:
The most important agenda of HRM across the Banking sector is to retain the right
people. Sudden growth of retail banking and other services has put pressure on HR
Manager in banks to engage more professionals within shorter span of time and
thereby attracting manpower in other banks on attractive packages has made the job
market more competing. A Bank in normal a normal time course invest time and
money to hire and train the appropriate workforce for its own operations. This
29
readymade force is often identified and subsequently picked-up on better terms by

others.
HUMAN RESOURCE POLICY OF HDFC BANK
1. POLICY STATEMENT :
We believe that our employees are our most valuable asset. We make an effort to
develop the abilities and productivity of our staff. We encourage a work culture,
foster relationship with them at every level in the organization and make them to
30
express their views and share their ideas to bring about improvements in the
organization towards the achievement of the common goal described in our vision and
mission statements.
Our employees take pride in their work as they are given due respect, and by being
empathetic and sensitive to each other needs. We could make every endeavor to
encourage a productive culture throughout the Bank.
The Bank is a team –focused organization that is characterized by:
a. Collaborative relationships.
b. Approachable and open communications.
c. Well behaved, efficient and effective services and
d. Flexibility and fairness.
2. PUROSE:
The purpose of this policy is to ensure that the human resources values framework
incorporates four key principles, which are:
 Communication:
Bank’s management and staff will promote an environment where the principles of
open communication will be upheld. For the purpose of this policy open
communication express the idea of:
a. Mutual recognition an respect at all levels;
b. Freedom to express one’s views and a commitment to resolving any
interpersonal conflict;
c. Promotion and development of two way communication incorporating
constructive feedback;
d. Appropriate distribution of information.
Opportunity:
Bank’s management and staff will promote a work environment that provides
opportunity for:
a. Improved work practices;
31
b. Support of individuals in pursuit of personal and career growth and

c. Encouragement of self- development by recognizing and using individual
strengths.
Innovation:
Bank’s management and staff will promote an environment to encourage initiative
leading to flexibility and growth. This philosophy will facilitate improved work
practices, which meet organizational needs through the challenging of predetermined
ideas.
Individual:
Bank’s management and staff acknowledge the importance of each individual’s
contribution to the work of the Bank by recognizing their qualities, strengths and
abilities and sharing these across the Bank.
3. ROLES AND RESPONSIBILITIES:
1. BOARD OF DIRECTORS:
Board will try hard to provide;
☆ Direction and support to management and staff to attract ,retain ,motivate and
develop quality staff in order to achieve the Bank’s goals;
☆ Assistance to management and staff to focus on the performance and
productivity of individuals , teams and workgroups whilst meeting the
Bank’s objectives;
☆ Remuneration under the current contract of employment and other
employment conditions consistent with legislative requirements.
2. HR DEPARTMENT:
HR Department is responsible for;
32
o Regular review and development of human resource management practices;
o Periodic review of the work priorities to determine skill requirements needed

to meet the Bank’s strategic plan;
o Determination of an organizational structure that will facilitate and improve
teamwork; and
o Appointment and promotion of staff on merit and to ensure that treatment of
all employees is fair and equitable.
3. MANAGERS:
Managers are responsible for;
 Providing development opportunities for staff that relate to performance in order to

achieve organizational and individual needs;
 Agreed performance standards for staff and assistance with the achievement of
identified goals;
 Regular review and improve where necessary human resource structures and
processes in line with Board directions. This will facilitate best practice, work
flexibility and the ability to adapt quickly to changing needs;
 Constructive feedback with an aim to improve work practices and relationships; and
 Establishment and encouragement of team development.
4. CORPORATE MANAGEMENT:
Corporate Management is responsible for:
 Counseling for career path development to the respective employees.

 Provide necessary guidelines and directions to review and improve the skills
of the employees to the respective Managers.
 Providing coaching to the Managers to enable them to understand the hidden
talents of the employees.
5. EMPLOYEES:
33
Employees are responsible for;
 Incorporation of the principles of this policy into their work practices and to
make themselves personally accountable for implementing the human resource
values framework;
 Use of initiative in relation to their own personal development;

 Utilization of their individual strengths in improvement of work practices;
 Achievement of organizational goals through participation in the development
plans, policies and procedures; adherence to all policies ,procedures, agreed
code of conduct and standards;
 Assistance in the prevention of discrimination and the promotion of equal
opportunities when interacting with other employees.
6. BOARD OF DIRECTORS:
Board of Directors is empowered to;
 Provide necessary support to the Corporate Management to train the
employees of the Bank where necessary.
 Provide necessary guidance and directions to the Corporate Management to
maintain effective industrial peace and relations with the Union and other
related institutions.
CHAPTER 2
RESEARCH METHODOLOGY
The research in the HRM in Bank’s has given the
34
2.1 Data Collection: The data for the study of HRM is collected through data that
is Primary as well as Secondary as follows:-
o Primary Data: The Primary data is collected through a “Self-Prepared

Questionnaire’s with the total of 100 Respondent’s” and “Orally” via asking to
People and by “Employees” of the Bank’s.
o Secondary Data: The Secondary data is collected through “Internet, Newspaper’s,
Articles, Etc.
2.2 OBJECTIVES OF THE RESEARCH:
1. To identify the innovative HR practices adopted in different Banks.
2. To know the importance of Human Resource Management in Banks.
3. To study the multi various functions of HRM's and their relevance in

achieving the targeted bank objectives.
4. To know the impact of these human resources practices on employee’s

productivity.
5. To study the extent to which the HR practices have been implemented in these
Indian banks.
6. To explore the challenging areas of the innovative HRM where the banks are
lacking and to give suitable suggestions
2.3 Scope of Study:
The scope of HRM in Bank’s is indeed, very vast and wide. It includes all that all
the activities starting from the start up of work of employee till the employee
leaves.
35
The study of HRM is have given the knowledge about how the HR’s of the
Bank’s helps and create there employees to do the work and how to behave with
the customer and how to maintain the relations with them. It given the overall
awareness of the training and skills of the staff regarding to there work.
The overall scope of study is to know and to make awareness among the people about the
policy of the Bank’s that HR’s follows the rules and regulations to recruit the staff and to
provides the proper and well training to the employee’s to make relations towards the people.
It shows that how the staff of the bank’s controls, manages and full-fill the needs of the
customer’s on time to time in there emergencies.
2.4LIMITATIONS OF THE RESEARCH:

1.Satisfaction level to various factors may differ from person to person.
2.Employees were not willing to cooperate sometimes in the banks.
3.The Study is based only on the primary data so lack of keen observation and
interactions were also the limiting factor in the proper conclusion of the study.
4. There were only 100 responses taken from the respondents and mainly it
depends on the survey from others too shown in the Primary and Secondary
data.
CHAPTER 3
REVIEW OF LITERATURE
36
The Human Resource Management in Bank’s is a process of Bank’s in which

they take the initiative to develop there staff by giving the proper training by the
HR’s to there employees and to make sure that there no person left without
unskilled they should take care of each and everything that they requires for the
training.
1. Dr. Anil Khandewal
 Each industry has uniqueness and HR functions should be designed to address the
Uniqueness. Bank's uniqueness is the fact that they are human organizations and they
deal with customers, which require high degree of sensitivity and interactional
process.
(Former Chairman and Managing Director of Bank of

Baroda)
2. Dhar (2001)
 Assessed recruitment and promotion policies, merits and competence, performance
appraisal and motivation, morale and commitment. He suggested the following.
1) Recruitment and promotion policies to be reviewed time to time.

2) Merits and competence should be given greater emphasis in promotion.
3) Performance appraisal system to be modified and undertaken time to time.
4) Motivation, morale and commitment and sense of belonging and involvement of
employees at all to level should be enhanced.
3. Economic Survey (1994)
 state that human development is the ultimate goal of or development programs and is
also crucial for development of social sectors, such as education and health, is crucial
for sustaining higher rates of overall economic growth in an increasingly integrated
world economy.
4. Ron Nersesian
37
 ''Developing people's talent is the whole of the company at the end of the day. Our
products all are time-perishable. The only thing that stays is the institutional learning
and the development of the skills and capabilities that we have in our people''.
(In The Talent
Masters)
 HRM covers essential aspects of central concern in organizations such as individual,
practice, educational theory, social and organizational psychology, sociology,
industrial relations, and organizational theory. (Soderlund and Bredin, 2005).
 However, recently, the literature highlights the need of studying the mechanisms
through which HRM practices influence innovation. According to some authors,
HRM practices help to increase the firm's human capital, that it to say, its employees'
knowledge and skills. (Seeck and Diehl, 2017)
5. Nadler (1979)
Made a distinction between human resource utilization and human

resource development. He state that human resource utilization covers traditional
functions of personnel administrations, whereas human resource development
includes mainly training.

 Some organization may achieve a saturation point in terms of their growth over a
period of time to maintain such a saturation level of growth and to enable the
organization to operate in the changing environment, employees are to be helped to
sharpen their existing competencies and to acquire new ones. Higher degree of quality
of performance of tasks requires higher degree of skills. Without continuous
development of competencies in people, organization is not likely to achieve its goals.
In fact, competent and motivated people are essential for the growth, survival and
excellence of the organization.
 To manage innovative workforce effectively, traditional HRM practices, such as work

systems, HR flows, rewards and employee influence, have to be rewarded to be in line
with the innovative strategy of organization. ‘HRM innovation’ seeks a model that
pays attention to the dynamic character of various types of innovations – not just cost
reduction or quality – in organizations, that is in line with an innovation oriented
organizational strategy supported by deliberately chosen (HRM) policies and
practices at all relevant levels (2005).
CHAPTER 4
38
DATA ANALYSIS AND INTERPRETATION
ANNEXURES
4.1 What is your age ?
CHOICE’S FREQUENCY PERCENTAGE %
18 TO 21 79 76%
22 TO 25 16 15.4
26 TO 30 3 3
31 TO 35 1 1
35 ABOVE 5 5
TOTAL 104 100%
Age Group
18 to 21 22 to 25 26 to 30 31 to 35 35 Above
The above pie chart shows the frequency and percentage of the ages which have
been categorized in group.
Students, elders, male, female are all included in this age group.
4.2 From which profession you belong ?
39
STUDENT 76 73%
SERVICE 17 16.3
BUSINESS 5 5%
OTHER 6 6%
TOTAL 104 103%
Profession
6%
5%
16%
73%
Student Service Business Other
The above Pie chart shows the categories of “Profession” in which the
maximum percent is of “Student’s”. It shows that now the most of the
Student’s are aware of the Bank’s.
Some people who belongs from the Profession’s like Business, Services or
Others are also included in percentage order.
40
4.3 Are HR Manager’s fully aware of business needs and strategies of an

Organization’s ?
Agree 83 79.8%
Disagree 5 4.80%
Neither agree nor 16 15.3%

disagree
Total 104 100%
HR's Awareness
15.30%
4.80%
79.80%
Agree Disagree Neither agree nor disagree
The above Pie Chart shows the result of today’s awareness among the HR’s of
the Organization related to there Businesses and Policies.
How much and how fast can an organization full-fill’s the need of there
customer’s is all depends upon the responsibilities of HR’s and their Staff.
41
4.4 Do you have an account in Bank ?
Yes 87 84%
No 16 16%
Total 103 100%
Account
16%
84%
Yes No
The Pie Chart shows that the percentage of an account that people have in Bank
and whom not have.
Now-a-days there is a very less population who don’t have an account in bank’s
and most of the people are now aware of the new services that have bank’s
started to provide services like Online transaction, Bill paying, Money
transferring, etc. This have improved the interest of people to open an account
in bank’s.
42
1.5 How fast your bank provides services regarding to your account ?
Fast 33 32%
Medium 55 53%
Slow 5 5%
No Account 11 10.4%
Total 104 100
Service's Speed
11%
5%
32%
53%
Fast Medium Slow No Account
How fast the Bank provides Service’s to there account holder’s is presented in
the above Pie diagram it represents the Percentages of the Speed’s.
Now-a-days most of the people are mostly attracting towards the bank’s who
provides them the faster services regarding to there any problem.
The fastest speed of services that bank’s provides is shown above.
43
4.6 Does the staff of your bank in which you have an account provides
immediate service ?
Yes 70 68%
No 33 32%
Total 103 100%
Staff Service
32%
68%
Yes No
The staff of Bank’s regarding to their customer’s emergencies how quick they
provides service regarding to their needs is shown above in the Pie Chart with
the Maximum 68% says “Yes” provides fast and 32% says “No” to the service
of the bank staff in the emergencies.
44
4.7 What strategies your bank in which you have an account follows to maintain
their reputation among the people ?
Provides time to time 59 58.4%

service
More interest rates 18 18%
Fixed deposit service 20 20%
NRI service 4 4%
Total 101 100%
Strategies of Banks
NRI service
4%
Fix deposit service
20%
Provides time to time

service
More interest rates 58%
18%
Provides time to time service More interest rates

Fix deposit service NRI service
Strategies that are followed by the Bank’s to maintain their Reputation in Public
are presented with the choices of the People are show in Pic chart with the
percentages on first Position is Time-to-time services by Bank’s.
45
4.8 Does your bank provides ESIC service (Employment Service Insurance
Corporation) ?
CHOICE’S FREQUENCY PERCENTAGE
Yes 68 66%
No 35 34%
Total 103 100%
ESIC
34%
66%
Yes No
The ESIC service (Employment Service Insurance Corporation) which is very

useful financial service for employee’s for there health issues.
It is a health insurance scheme for Indian workers to provide medical and cash
benefits to them.
46
4.9 Are the staff of banks who are there to handle their customer’s are properly
trained by their HR’s ?
Yes 80 78.4%
No 22 21.6%
Total 102 100%
Well Trained
21.60%
78.40%
Yes No
Training is a very necessary requirement in every stages of work from “Bottom

to Top” in above Chart there had shown that the trained staff of Bank’s with the
percentage of people choice.
47
4.10 Does the staff of the Banks have good communication skills, Selling skills,
Behavioral skills ?
Yes 88 85..4%
No 15 14.6
Total 103 100%
Skill's
0.854
To
14.6
Yes No
maintain the relation with anyone is the most important thing in each and every
field therefore the banking sector first always looks to the skill’s of the staff
relating to selling’s, communication, behavioral, etc.
Findings
48
 My Personal experience by visiting in Bank’s for the inquires

regarding to an account, debit card, credit card, etc.
 Information taken from the person’s who have an account in
Bank’s regarding to there services which have provided by there
Bank’s.
 Data collected from research like Internet, News, People through
Questionnaire’s related to topic’s.
 Senior Employee’s friend circle who works in different sector’s of
Bank’s like (Insurance, Loans, etc) and different Bank’s like
ICICI, HDFC YES BANK, BANK OF BARODA, etc)
 Online transaction Application’s that have provided by the Bank’s
to there account holder’s for easy transferring of money from one
place to another.
CHAPTER 5
CONCLUSION
49
The banking sector has grown from a few institutions primarily involved in the deposits
acceptance and trade finance into a complex multi-player where large number of commercial
banks, financial institutions and specialized banks are operating with various products and
services. The Banking has become a complex activity within the Financial Market linked
directly and indirectly with an over-all national growth and its impact as an integral part of
the regional segments of the Global Banking Environment.
Like many other organized sectors, banking requires multi-player manpower for its various
requirements of professional and support staff. The range may require reasonably educated
security guards on the one end and highly educated and trained professional as head of
corporate finance at the other.
HRM is of great importance in Banks. The Training and Development of the employees is
very much important in Banks. Recruitment and selection must also be done very efficiently.
The major challenge for this Industry is, '' Attracting the right talent and retaining them''.
To conclude the growth of banking sector in the future depends upon the appropriate HRM
Policies which will assist the employees in achieving their personal goals and in turn will
enhance the Individual's contribution to the Organization.
Objectives of the employees should be met if the employees are to be maintained, retained
and Motivated.
Suggestions
50
 The Management must commit itself to allocate major resources and adequate time to
training.
 Ensure that Training contribute competitive strategies of the firm. Different Strategies
needs different HR Skills for implementations. Let training help employees at all
levels acquire the needed skills.
 Ensure that the complete and systematic approach to training exists, and training and
retraining are done at all levels on a continuous and on-going basis.
 Ensure that there is a proper linkage among the organizational operational and
individual training needs.
 The Evaluation procedure must be implemented concerning Trainer, Trainee and the
subject.
BIBLIOGRAPHY
51
WEBSITES:
www.merraim-webster.com
 www.businessdictionary.com
 www.humanresourceedu
 dictionary.cambridge.org
 www.managementstudyguide.com
 www.personnel.online.com
 www.businessweak.com
 www.sbi.co.in
 www.yesbank.in
 www.hdfcbank.com
 en.wikipedia.org
 www.investopedia.com
ANNEXURE
52
Q1. What is your age ?
o 18 to 21
o 22 to 25
o 26 to 30
o 31 to 35
o 35 Above
Q2. From which profession you belong ?
o Student
o Service
o Business
o Other
Q3. Are HR Manager’s fully aware of Business needs and strategies of an

Organization ?
o Agree
o Disagree
o Neither agree nor disagree
Q4. Do you have an account in Bank ?
o Yes
o No
Q5. How fast your bank provides services regarding to your account ?
o Fast
o Medium
o Slow
o No Account
Q6. Does the staff of your bank in which you have an account provides
immediate service ?
o Yes
o No
53
Q7. What strategies you bank in which you have an account follows to
maintain their reputation among the people ?
o Provides time to time service

o More interest rates
o Fix deposit service
o NRI service
Q8. Does your Bank provides ESIC (Employment Service Insurance Corporation)
Service ?
o Yes
o No
Q9. Are the staff of banks who are there to handle their customer’s are well
trained by their HR’s ?
o Yes
o No
Q10. Does the staff of the Banks have good communication skill’s, selling skill’s,
Behavioural skill’s, etc ?
o Yes
o No
54

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