PRESENTATION ON HR PRACTICESWITH RESPEST TO: SUBMITTED BY:- LAKSHMI.YADHAV ANURADHA.MUKKU HEMANGI.BHISE REETI.SINGH

INTRODUCTION HRM is that it is the process of managing people in organizations in a structured and thorough manner. Human resource management in banking and insurance concentrates on building employee capabilities. Employee capabilities serve as the trigger and create growth opportunities for the organization. Service sectors like banks and insurance are entirely dependent on the knowledge, expertise, skills, attitudes and quality of human resources for growth and success. Hence effective management of human resources is extremely critical in banks and insurance companies.

DEFINITION Wendell French describes humanresources management as the philosophy,policies, procedures, and practices related tothe management of people within theorganization.

HR PRACTICES Human Resource Planning Organizational and job design Staffing Training and Development Performance appraisal and Review Compensation and Reward Maintaining Effective Employer- Employee Relationship Healthy & Management Employee Participation Organization Improvement

HUMAN RESOURCE MANAGEMENT IN BANKS HRM IN CO-OPERATIVE BANKS:- It is said that the HR policies of cooperative banks are totally dominated by the Registrar of Cooperatives. This is, perhaps, one reason why the cooperatives are unable to improve themselves. HRM IN REGIONAL RURAL BANKS (RRBS):- As regards RRBs, most of them adopt the HR policies of sponsor banks, which are not appropriate for their special nature. HRM IN PUBLIC SECTOR BANKS:- In the recent times, the contours of HR function in public sector banks are slowly but definitely changing- since 70s- Public Sector Banks (PSBs) have adopted HRM practices similar to that of Government departments. Herein HRM did not have a direct role in business development but was more concerned with centralized recruitment to staff & providing them across the country.

CONT. HRM IN PRIVATE BANKS & FOREIGN BANKS The HR function as practiced by private & foreign banks is effectively involved in the identification of specific skills that each job warrants & recruiting suitable staff by every way possible. HRM IN PUBLIC SECTOR UNIT BANKS (PSU BANKS) In the case4 of PSU Banks the recruitment process is annual & large scale. People are recruited at the lowest grade & promoted I due course. This makes the career path of each employee the responsibility of the organization. This also underlies a belief that anyone can occupy any desk.

BANK OF BARODA Bank of Baroda is the highest profit-making public sector undertaking (PSU) bank in India and the second largest PSU bank in terms of number of total business in India. The Maharaja of Baroda, H. H. Sir Sayajirao Gaekwad III founded the bank on 20 July 1908. It was nationalized on 19 July 1969, by GOI. 4168 branches in India 2000 ATMs. A headquarter is in Vadodara A corporate headquarter is in Bandra-Kurla complex Mumbai.

HR OBJECTIVESTo initiate & institutionalizeTo undertake organizational renewalTo create performance-driven cultureTo create business leadersTo build sales and service cultureTo create learning organization

HR PRACTICES OF BOBRecruitment and SelectionTraining and DevelopmentPerformance Appraisal Employee Involvement and Job SecurityEmployee relations:

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

OBJECTIVES Managing people to succeed in todays highly competitive global environment is important. HDFC Standard Life is ethical and honest in the way it runs its business.

HR PRACTICESRecruitmentSelectionMotivationTraining and DevelopmentRe-Hiring policyGOAL(Go online and Learn)SPARSHMission in GeniusFun Time

Recruitment Advertisements Newspapers , Magazines Campus recruitment Job portals E-Recruitment Employee referral

SELECTION PROCESS Aptitude Test IRDA Exam Face to face interview Medical Examination Background Offer Letter

Job Promotion Achieving Targets Holiday Tour Gift Voucher Feed back

TRAINING AND DEVELOPMENT Conducting Induction program regarding the Vision and Mission of financial Institution Basic level orientation programmes Talent identification and grooming programmes. Provide Training on insurance products

HDFC Life has a policy on re-hiring candidates who have previously worked with HDFC Life in any role or Department. As per the policy, the concerned candidate should have a minimum cooling period of six months from his previous stint with HDFC Life before being re-hired.

GOAL (Go online and Learn) Access to GOAL is provided also to prospective employees before joining the organization to make them feel integrated. Also, a critical piece of the entire welcoming process is a formal employee feedback process that happens once in six months for all the new joinees.

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

MISSION IN GENIUS In 2006, HDFC Life initiated a self-learning tool for its employees, Mission in Genius. It is acknowledge enhancement initiative that engages employees through continuously learning and upgrades their knowledge on the life insurance industry

FUN TIME As a part of their policy of celebrating good times, at the beginning of every financial year, the fun club prepares a theme calendar. The theme of the month depends on the Festival/occasion falling in the month. For example, in August 2011, the theme was Express Gratitude.

CONCLUSION BANK OF BARODA an International bank of India. As the tag line of the bank suggests it is the bank which has stepped in the global market and has left its foot prints everywhere. Bank of Baroda is an organization which had believed in the saving that every one has to change with the time. BOB has always provided the good services and hospitality to its customers the all branched have been applied with core banking services. The employees involve themselves in work and are ready to share responsibilities in the HDFC LIFE. Seniors guide their juniors and prepare them for the future responsibilities /roles they are likely to take them up. Officers in the HDFC LIFE believe that employee behavior can be changed and people can be developed at any stage of their life.

SUGGESTIONS BOB needs to increase its number of ATMs in the country. Especially in metropolitan cities. This is because today people dont like standing in queues for withdrawing money. Bank of Baroda did very well when Rahul Dravid was endorsed as its brand ambassadors. Today BOB has no ambassadors. Therefore it should endorse someone as their icon. The personnel policies regarding placement, promotion, training and development have to be implemented in a flexible manner. The management of HDFC SL should predict the future challenges and plan the strategy to meet them. This helps the clerical level employees to know their role and responsibility to meet the future challenges. After training programme the feedback must be given to the employee at the earliest possible time, so that the employee can grow in his strengths, get over his weaknesses, utilize the opportunities and minimize the threats that undermine their growth.