Upload
tejaswaghulde
View
222
Download
0
Embed Size (px)
Citation preview
8/18/2019 Hr Practices and Policies on Bank
1/110
EXECUTIVE SUMMARY
HDFC was incorporated in 1977 with the primary objective of meeting a
social need that of promoting home ownership by providing long-term finance
to households for their housing needs HDFC was promoted with an initial
share capital of !s1"" million
#gainst the milieu of rapid urbani$ation and a changing socio-economic scenario% the
demand for housing has grown e&plosively 'he importance of the housing sector in the
economy can be illustrated by a few (ey statistics #ccording to the )ational *uilding
+rgani$ation ,)*+% the total demand for housing is estimated at . million units
per year and the total housing shortfall is estimated to be19/ million units% of which1.70
million units is from rural areas and 00/ million units from urban areas 'he housing
industry is the second largest employment generator in the country t is estimated that the
budgeted . million units would lead to the creation of an additional1" million man-years of
direct employment and another 12 million year of indirect employment
HDFC BANK at Connaught Circus, H Boc!, Connaught "ac#, N#$
D#hi, is one of the most famous% trustworthy and successful ban(s in ndia t
is a private ban( and came into e&istence in #ugust 199/
HDFC *an( is head3uartered in 4umbai 'he *an( at present has an enviable
networ( of over 1/1. branches spread over 2.5 cities across ndia #ll
1
8/18/2019 Hr Practices and Policies on Bank
2/110
branches are lin(ed on an online real-time basis Customers in over 2""
locations are also serviced through 'elephone *an(ing 'he *an(6s e&pansion
plans ta(e into account the need to have a presence in all major industrial and
commercial centres where its corporate customers are located as well as the
need to build a strong retail customer base for both deposits and loan products
*eing a clearingsettlement ban( to various leading stoc( e&changes% the *an(
has branches in the centres
'he *an( also has a networ( of about over 8.92 networ(ed #'4s across
these cities 4oreover% HDFC *an(6s #'4 networ( can be accessed by all
domestic and international isa4asterCard% isa :lectron4aestro%
;lusCirrus and #merican :&press CreditCharge cardholders
2
8/18/2019 Hr Practices and Policies on Bank
3/110
CHA"TER N%& '
INTR%DUCTI%N
• D?
•
8/18/2019 Hr Practices and Policies on Bank
4/110
'he topic selected for the study is # study on H! ;ractices of HDFC
*#)E 'he main theme of the project is the analysis and interpretation of
practices of the employees using H! practices as a tool
t is prepared to (now whether the company is preparing well or not
performance of the company and about its competitiveness by the analysis and
interpretation of the H! practices
# critical study of the effectiveness of H! practices system and suggest ways
for improvement
'he problem lies in identifying relationship% mutual understanding between
the management and the employees
'he H! practices system provides detailed information about person so that
the management can ta(e appropriate steps to improve and achieve the
organi$ation goals and help to maintain the smooth relationship between them
NEED %F THE STUDY
• ;rovides information about the performance ran(s% basis on which
decision regarding salary fi&ation% confirmation% promotion% transfer
and demotion are ta(en
•
;rovide feedbac( information about the level of achievement and
behavior of subordinate this information helps to review the
performance of the subordinate% rectifying performance deficiencies
and to set new standards of wor(% if necessary
• ;rovide information to diagnose deficiency in employee regarding
s(ill% (nowledge% determine training and developmental needs and to
prescribe the means for employee growth provides information for
correcting placement
SC%"E %F THE STUDY
'he scope of the research is very vast however the total time period availablewas very limited for the purpose of the study observation% analysis and
4
8/18/2019 Hr Practices and Policies on Bank
5/110
conclusion
8/18/2019 Hr Practices and Policies on Bank
6/110
'he current research will be aimed at determining the H! ;ractices at HDFC
*#) 'he research will be focused on the following major issues
a 'o study the significance of H! policies
b 'o study the system development at HDFC *#)
c 'o measure the factors related to H! ;ractices and ;olicies
d 'o study the employee relation and e&ecutive response for
;ractices and ;olicies in HDFC *#)
RESEARCH METH%D%(%-Y
n order to cope up with the emerging challenges due to tough global
competitions% the way out for this is to produce 3uality products at reasonable
prices 'his is possible only through an organi$ation culture of 3uality
consciousness and enhanced productivity +ptimal utili$ation of resources
especially the human resources are one sure way of meeting this objective
'hats why proper induction of an employee is very important
(IMITATI%N
a 'he time limit to complete the project was less
b 'he information provided by the company is not very specified and
clear in order to analy$e the statement
c 'he basic nature of these statements is historical and past can never be
precise
d #nalysis of primary data is done on the assumption that the answers
given by the respondents are true and correct
SCHEME %F RESEARCH
'he following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Iuestionnaire study
#nalysis of the primary data
#nalysis of the secondary data
6
8/18/2019 Hr Practices and Policies on Bank
7/110
RESEARCH DESI-N
!esearch design means a specified framewor( for controlling the data
collection 'he research is of descriptive in nature% which could provide an
accurate picture of induction procedure conducted in the organi$ation
Descriptive research includes surveys and fact-finding in3uiries of different
(inds 'he research is of :& post facto nature in which researcher no control
over the variables has
8/18/2019 Hr Practices and Policies on Bank
8/110
CHA"TER N%& .
8
8/18/2019 Hr Practices and Policies on Bank
9/110
8/18/2019 Hr Practices and Policies on Bank
10/110
managers is to (eep up to date with the latest H! innovationsKtechnological%
legal% and otherwise
'his special report will discuss the best practices in H! management for ."1"
Kin other words% how H! managers can anticipate and address some of the
most challenging H! issues this year 'his report will give you the
information you need to (now about these current H! challenges and how to
most effectively manage them in your wor(place
Hu/an r#sourc#s is an increasingly broadening term with which an
organi$ation% or other human system describes the combination of traditionally
administrative personnel functions with ac3uisition and application of s(ills%
(nowledge and e&perience% :mployee !elations and resource planning at
various levels 'he field draws upon concepts developed in
ndustrial+rgani$ational ;sychology and
8/18/2019 Hr Practices and Policies on Bank
11/110
8/18/2019 Hr Practices and Policies on Bank
12/110
e&perience in various ways% and move from one enterprise to another with
little controversy or difficulty in adapting #nother view is that governments
should become more aware of their national role in facilitating human
resources development across all sectors
#n important controversy regarding labor mobility illustrates the broader
philosophical issue with usage of the phrase Mhuman resourcesMG governments
of developing nations often regard developed nations that encourage
immigration or Mguest wor(ersM as appropriating human capital that is
rightfully part of the developing nation and re3uired to further its growth as a
civili$ation 'hey argue that this appropriation is similar to colonial
commodity fiat wherein a coloni$ing :uropean power would define an
arbitrary price for natural resources% e&tracting which diminished national
natural capital
'he debate regarding Mhuman resourcesM versus human capital thus in many
ways echoes the debate regarding natural resources versus natural capital
+ver time the >nited )ations have come to more generally support the
developing nations6 point of view% and have re3uested significant offsetting
Mforeign aidM contributions so that a developing nation losing human capital
does not lose the capacity to continue to train new people in trades%
professions% and the arts
#n e&treme version of this view is that historical ine3uities such as #frican
slavery must be compensated by current developed nations% which benefited
from stolen Mhuman resourcesM as they were developing 'his is an e&tremely
controversial view% but it echoes the general theme of converting human
capital to Mhuman resourcesM and thus greatly diminishing its value to the host
society% ie M#fricaM% as it is put to narrow imitative use as MlaborM in the using
society
n a series of reports of the >)
8/18/2019 Hr Practices and Policies on Bank
13/110
e&le in education% health% and employment sectors that promote
occupational s(ills% (nowledge and performance enhancement ,=awrence%
@:
8/18/2019 Hr Practices and Policies on Bank
14/110
is important to consider both the internal and e&ternal factors that can have an
effect on the recruitment of employees 'he e&ternal factors are those out-with
the powers of the organi$ation and include issues such as current and future
trends of the labor mar(et eg s(ills% education level% government investment
into industries etc +n the other hand internal influences are easier to control%
predict and monitor% for e&le management styles or even the
organi$ational culture
n order to (now the business environment in which any organi$ation operates%
three major trends should be consideredG
• Demographics N the characteristics of a populationwor(force% for
e&le% age% gender or social class 'his type of trend may have an
effect in relation to pension offerings% insurance pac(ages etc
• Diversity N the variation within the populationwor(place Changes in
society now mean that a larger proportion of organi$ations are made up
of Mbaby-boomersM or older employees in comparison to thirty years
ago 'raditional advocates of Mwor(place diversityM simply advocate an
employee base that is a mirror reflection of the ma(e-up of society
insofar as race% gender% se&ual orientation% etc
•
8/18/2019 Hr Practices and Policies on Bank
15/110
• +ccupational structure N the norms and values of the different careers
within an organi$ation 4ahoney 1959 developed 8 different types of
occupational structure namely craft ,loyalty to the profession%
organi$ation career ,promotion through the firm and unstructured,loweruns(illed wor(ers who wor( when needed
• Aenerational difference Ndifferent age categories of employees have
certain characteristics% for e&le their behavior and their
e&pectations of the organi$ation
Phile recruitment methods are wide and varied% it is important that the job is
described correctly and that any personal specifications are stated @ob
recruitment methods can be through job centres% employment
agenciesconsultants% headhunting% and localnational newspapers t is
important that the correct media is chosen to ensure an appropriate response to
the advertised post
Human !esources Development is a framewor( for the e&pansion of human
capital within an organi$ation or ,in new approaches a municipalty% region% or
nation Human !esources Development is a combination of 'raining and
:ducation% in a broad conte&t of ade3uate health and employment policies%
that ensures the continual improvement and growth of both the individual% the
organisation% and the national human resourcefulness #dam
8/18/2019 Hr Practices and Policies on Bank
16/110
employees% as an asset to the enterprise whose value will be enhanced by
development% ts primary focus is on growth and employee developmentQit
emphasises developing individual potential and s(illsE ,:lwood% +lton and
'rott 1990 Human !esources Development in this treatment can be in-room
group training% tertiary or vocational courses or mentoring and coaching by
senior employees with the aim for a desired outcome that will develop the
individuals performance #t the level of a national strategy% it can be a broad
intersectoral approach to fostering creative contributions to national
productivity
#t the organi$ational level% a successful Human !esources Development
program will prepare the individual to underta(e a higher level of wor(%
organi$ed learning over a given period of time% to provide the possibility of
performance changeE ,)adler 195/ n these settings% Human !esources
Development is the framewor( that focuses on the organi$ations competencies
at the first stage% training% and then developing the employee% through
education% to satisfy the organi$ations long-term needs and the individuals
career goals and employee value to their present and future employers Human
!esources Development can be defined simply as developing the most
important section of any business its human resource by% attaining or
upgrading the s(ills and attitudes of employees at all levels in order to
ma&imi$e the effectiveness of the enterpriseE ,elly .""1 'he people within
an organi$ation are its human resource Human !esources Development from
a business perspective is not entirely focused on the individuals growth and
development% development occurs to enhance the organi$ation6s value% not
solely for individual improvement ndividual education and development is atool and a means to an end% not the end goal itselfE ,:lwood F Holton %
@ames P 'rott @r 'he broader concept of national and more strategic
attention to the development of human resources is beginning to emerge as
newly independent countries face strong competition for their s(illed
professionals and the accompanying brain-drain they e&perience
16
8/18/2019 Hr Practices and Policies on Bank
17/110
.&. M%DERN C%NCE"T %F HUMAN RES%URCES
'hough human resources have been part of business and organi$ations since
the first days of agriculture% the modern concept of human resources began in
reaction to the efficiency focus of 'aylorism in the early 19""s *y 19."% psychologists and employment e&perts in the >nited
8/18/2019 Hr Practices and Policies on Bank
18/110
'he establishment of policies can help an organi$ation demonstrate% both
internally and e&ternally% that it meets re3uirements for diversity% ethics and
training as well as its commitments in relation to regulation and corporate
governance For e&le% in order to dismiss an employee in accordance with
employment law re3uirements% amongst other considerations% it will normally
be necessary to meet provisions within employment contracts and collective
bargaining agreements 'he establishment of an H! ;olicy which sets out
obligations% standards of behaviour and document displinary procedures% is
now the standard approach to meeting these obligations
D##o3ing th# HR "oici#s
H! policies provide an organi$ation with a mechanism to manage ris( by
staying up to date with current trends in employment standards and legislation
.&4 HR "%(ICIES AND "R%CEDURES
'his factsheet gives introductory guidance tG
• Highlights the main policies and procedures that organi$ations need to
consider
• =oo(s at formatting a policy and sources of information
ntroducing H! policies and procedures gives organi$ations the opportunity to
offer a fair and consistent approach to managing their staff For more on why
H! policies are introduced% see our factsheet HR policies and procedures: why
introduce them?
11 ;olicy or practice areas those are crucial to effective people management
and developmentG
• !ecruitment and selection
• 'raining and learningdevelopment
• Career opportunities
18
8/18/2019 Hr Practices and Policies on Bank
19/110
• Communication
• :mployee involvement
• 'eam wor(ing
• ;erformance appraisal
• ;ay satisfaction
• @ob security
• job challengejob autonomy
• Por(-life balance
)ot all policies and procedures will be relevant to all organi$ations% and some
policies are re3uired by law while others are to promote good practice
'he following paragraphs indicate the range of possible policies which apply
during the employment life cycle - more detailed information and the legal
re3uirements on each of these areas is included
B#ginning #/3o0/#nt
R#cruit/#nt an5 s##ction
8/18/2019 Hr Practices and Policies on Bank
20/110
• dealing with job applications - whether to use hard copy andor online
forms confidentiality
• recruitment advertising - discrimination pitfalls
• selection techni3ues - training and validation
• interviews
• references
• medical e&aminations
• asylum and immigration
• documentation
• job analysis
• e3ual opportunities monitoring
• return on investment ,!+cost
'here6s more information on the website via our !ecruitment and talent
management subject pages
In5uction
Designing an appropriate and cost-effective induction programme is a
comple& tas( 'he programme has to find a balance between providing all the
information new employees need without overwhelming or diverting them
from integrating into the team
'he length and nature of the induction process will depend on the comple&ity
of the job and the bac(ground of the new employee
:lements of an induction policyG
20
8/18/2019 Hr Practices and Policies on Bank
21/110
• organi$ation information - bac(ground and structure departments
products and services physical layout
• terms and conditions - hours of wor( holidays% travel policy
• financial - pay bonuses overtime pensions
• culture and values - communication
• rules and procedures - data protection email and nternet usage e3ual
opportunities use of mobile phones
• health and safety - first aid smo(ing environmental aspects
• training
• trade unions
• welfare% benefits and facilities - alcohol and drugs employee
assistance programmes
+rgani$ations may find it useful to have chec(lists that cover the pre-
employment period% the first day% the first wee(% the first month and the end of
the probationary period ,if applicable to ma(e sure everything has been
e&plained
'here6s more information on the website via our nduction subject page
During #/3o0/#nt
:mployee relations loo( at the partnership between employee and employer%
covering areas such as communication% grievances and discipline t is e3ually
important in both union and non-union situations Phile employment law is
closely lin(ed with managing employee relations% a successful organi$ation
won6t just base its actions on compliance with the law - e&ploring the concept
of the psychological contract% based on trust between employee and employer%
may also be useful
21
8/18/2019 Hr Practices and Policies on Bank
22/110
;olicies and procedures that organi$ations may introduce includeG
• health and safety
• disciplinary and grievance
• maternity and paternity leave and pay
• redundancy
• absence
• whistle blowing
• performance management
• recognition agreements ,union and other
• time off and leave for trade union activities% holidays% secondment%
volunteering% eldercare% childcare% bereavement
• communication and involvement% including employee voice
• harassment and bullying
'here6s more information on many of these issues on the website via our H!
practice% Health% safety and wellbeing and :mployment law subject pages
Managing 5i#rsit0
Diversity runs through all aspects of an organi$ations policies 4anaging and
valuing diversity is central to good people management and ma(es good
business sense% so it also ma(es sense for diversity to be integral within all
policies # diversity policy sets out the organisation6s vision and values in
relation to diversity t will often include the remit of polices% the processes for
ta(ing action% who is responsible and the training available
22
8/18/2019 Hr Practices and Policies on Bank
23/110
'he basic premise is that people should be valued as individuals and for
reasons related to business interests% as well as for moral and social reasons #
more diverse wor(force is li(ely to offer a wider range of s(ills and
e&periences and greater fle&ibility to meet business challenges
:lements of a diversity policyG
• genderse& e3uality
• race e3uality
• se&ual orientation
• religion
• age
• appearanceaccent
• formats and accessibility of policies and procedures
(#arning, training an5 5##o3/#nt
!oles and responsibilities are constantly changing% so employees will need to
continually renew and refresh their s(ills and competences through training
'his can happen in the course of normal wor(ing ,on-the-job training or away
from the wor(place ,off-the-job training
8/18/2019 Hr Practices and Policies on Bank
24/110
• who to as( to get authori$ation for training
• support given for learning opportunities
• development reviews and personal development plans
• payment of professional fees
• training available for 6peripheral6 wor(ers ie contractors% temporary
staff
• record-(eeping and administration
• continuing professional development and personal development
allowances ,if these are not part of the employee benefits statement
• follow-up actions and transfer of learning to wor(
R#$ar5
:ffective reward practices and procedures can underpin activities in
recruitment% retention% turnover and engagement :ffective implementation
and communication are essential for initiatives to succeed
!eward policies should be clear and simple so that employees (now what6s
e&pected of them and what they can e&pect to receive in return
:lements of a reward policyG
• the organi$ations vision for reward% including mar(et rates% e&tra
responsibility allowances
• how jobs are graded or evaluated
• pensionsadditional voluntary contributions
•
permanent health insurancecritical illness cover
24
8/18/2019 Hr Practices and Policies on Bank
25/110
• bonuses and incentive pay
• benefits and non-cash recognition
• company cars
• sic( pay
• pay reviews
• :3ual pay
Co/3#/#ntar0 3oici#s
+ther policies that organi$ations may want to consider in relation to
employment includeG
• a mission or values statement
• parental leave
• wor(-life balancefamily-friendly wor( practices
• disability
• well-being and 6wellness6
• greensustainable development
• the employment of relativesfriends
• conflict of interest% including personal relationships
• second jobs
• confidentiality
• bad weatherclimate conditions
25
8/18/2019 Hr Practices and Policies on Bank
26/110
• relocation
•
8/18/2019 Hr Practices and Policies on Bank
27/110
• all policies available on an intranet
• ey policies on notice boards
;olicies should also indicate who to go to with 3ueries about the content and
who is responsible for updating and reviewing them
27
8/18/2019 Hr Practices and Policies on Bank
28/110
CHA"TER N%& 4
BANKIN- SECT%R
"R%FI(E %F HDFC BANK
• 4#)#A:4:)' +F HDFC *#)
• *>
8/18/2019 Hr Practices and Policies on Bank
29/110
Ban!ing in In5ia originated in the last decades first ban(s were 'he Aeneral
*an( of ndia% which started in 1750% and *an( of Hindustan% which started in
177" both are now defunct 'he oldest ban( in e&istence in ndia is the pper ndia% which was established
in 1508% and which survived until 1918% when it failed% with some of its assets
and liabilities being transferred to the #lliance *an( of
8/18/2019 Hr Practices and Policies on Bank
30/110
Foreign ban(s too started to app% particularly in Calcutta% in the 150"s 'he
Comptoir d6:scompte de ;aris opened a branch in Calcutta in 150"% and
another in *ombay in 150. branches in 4adras and ;ondicherry% then a
French colony% followed H
8/18/2019 Hr Practices and Policies on Bank
31/110
'he fervour of dupi district which were unified earlier and (nown
by the name South Canara ,
8/18/2019 Hr Practices and Policies on Bank
32/110
• 'he !eserve *an( of ndia% ndia6s central ban(ing authority% was
established in #pril 1982% but was nationali$ed on @anuary 1% 19/9
under the terms of the !eserve *an( of ndia ,'ransfer to ;ublic
+wnership #ct% 19/5 ,!*% .""2b
• n 19/9% the *an(ing !egulation #ct was enacted which empowered
the !eserve *an( of ndia ,!* Mto regulate% control% and inspect the
ban(s in ndiaM
• 'he *an(ing !egulation #ct also provided that no new ban( or branch
of an e&isting ban( could be opened without a license from the !*%
and no two ban(s could have common directors
Nationaisation
*an(s )ationalisation in ndiaG )ewspaper Clipping% 'imes of ndia% @uly ."%
1909
Despite the provisions% control and regulations of !eserve *an( of ndia%
ban(s in ndia e&cept the
8/18/2019 Hr Practices and Policies on Bank
33/110
entitled "!tray thoughts on ank #ationalisation." 'he meeting received the
paper with enthusiasm
'hereafter% her move was swift and sudden 'he Aovernment of ndia issued
an ordinance ,6*an(ing Companies ,#c3uisition and 'ransfer of
>nderta(ings +rdinance% 19096 and nationalised the 1/ largest commercial
ban(s with effect from the midnight of @uly 19% 1909 'hese ban(s contained
52 percent of ban( deposits in the country @ayapra(ash )arayan% a national
leader of ndia% described the step as a "masterstroke of political sagacity."
Pithin two wee(s of the issue of the ordinance% the ;arliament passed the
*an(ing Companies ,#c3uisition and 'ransfer of >nderta(ing *ill% and it
received the presidential approval on 9 #ugust 1909
# second dose of nationali$ation of 0 more commercial ban(s followed in
195" 'he stated reason for the nationali$ation was to give the government
more control of credit delivery Pith the second dose of nationali$ation% the
Aovernment of ndia controlled around 91R of the ban(ing business of ndia
=ater on% in the year 1998% the government merged )ew *an( of ndia with
;unjab )ational *an( t was the only merger between nationali$ed ban(s and
resulted in the reduction of the number of nationalised ban(s from ." to 19
#fter this% until the 199"s% the nationalised ban(s grew at a pace of around /R%
closer to the average growth rate of the ndian economy
(i*#raisation
n the early 199"s% the then )arasimha !ao government embar(ed on a policy
of liberali$ation% licensing a small number of private ban(s 'hese came to be
(nown as )ew Aeneration tech-savvy ban(s% and included Alobal 'rust *an(
,the first of such new generation ban(s to be set up% which later amalgamated
with +riental *an( of Commerce% >' *an( ,since renamed #&is *an(%
CC *an( and HDFC *an( 'his move% along with the rapid growth in the
economy of ndia% revitali$ed the ban(ing sector in ndia% which has seen rapid
growth with strong contribution from all the three sectors of ban(s% namely%
government ban(s% private ban(s and foreign ban(s
33
8/18/2019 Hr Practices and Policies on Bank
34/110
'he ne&t stage for the ndian ban(ing has been set up with the proposed
rela&ation in the norms for Foreign Direct nvestment% where all Foreign
nvestors in ban(s may be given voting rights which could e&ceed the present
cap of 1"R%at present it has gone up to 7/R with some restrictions
'he new policy shoo( the *an(ing sector in ndia completely *an(ers% till
this time% were used to the /-0-/ method ,*orrow at /R=end at 0RAo home
at / of functioning 'he new wave ushered in a modern outloo( and tech-
savvy methods of wor(ing for traditional ban(s#ll this led to the retail boom
in ndia ;eople not just demanded more from their ban(s but also received
more
Currently ,."1"% ban(ing in ndia is generally fairly mature in terms of
supply% product range and reach-even though reach in rural ndia still remains
a challenge for the private sector and foreign ban(s n terms of 3uality of
assets and capital ade3uacy% ndian ban(s are considered to have clean% strong
and transparent balance sheets relative to other ban(s in comparable
economies in its region 'he !eserve *an( of ndia is an autonomous body%
with minimal pressure from the government 'he stated policy of the *an( on
the ndian !upee is to manage volatility but without any fi&ed e&change rate-
and this has mostly been true
Pith the growth in the ndian economy e&pected to be strong for 3uite some
time-especially in its services sector-the demand for ban(ing services%
especially retail ban(ing% mortgages and investment services are e&pected to
be strong +ne may also e&pect 4J#s% ta(eovers% and asset sales
n 4arch .""0% the !eserve *an( of ndia allowed Parburg ;incus to increase
its sta(e in ota( 4ahindra *an( ,a private sector ban( to 1"R 'his is the
first time an investor has been allowed to hold more than 2R in a private
sector ban( since the !* announced norms in .""2 that any sta(e e&ceeding
2R in the private sector ban(s would need to be vetted by them
n recent years critics have charged that the non-government owned ban(s are
too aggressive in their loan recovery efforts in connection with housing%
34
8/18/2019 Hr Practices and Policies on Bank
35/110
vehicle and personal loans 'here are press reports that the ban(s6 loan
recovery efforts have driven defaulting borrowers to suicide
A5o3tion o1 *an!ing t#chnoog0
'he ' revolution had a great impact in the ndian ban(ing system 'he use of
computers had led to introduction of online ban(ing in ndia 'he use of the
modern innovation and computerisation of the ban(ing sector of ndia has
increased many fold after the economic liberalisation of 1991 as the country6s
ban(ing sector has been e&posed to the world6s mar(et 'he ndian ban(s were
finding it difficult to compete with the international ban(s in terms of the
customer service without the use of the information technology and
computers
)umber of branches of scheduled ban(s of ndia as of 4arch .""2
'he !* in 195/ formed Committee on 4echanisation in the *an(ing
ndustry ,195/whose chairman was Dr C !angarajan% Deputy Aovernor%
!eserve *an( of ndia 'he major recommendations of this committee was
introducing 4C! 'echnology in all the ban(s in the metropolis in ndia'his
provided use of standardi$ed che3ue forms and encoders
n 1955% the !* set up Committee on Computerisation in *an(s ,1955
headed by Dr C! !angarajan which emphasi$ed that settlement operation
must be computeri$ed in the clearing houses of !* in *hubaneshwar%Auwahati% @aipur% ;atna and 'hiruvananthapuramt further stated that there
35
8/18/2019 Hr Practices and Policies on Bank
36/110
should be )ational Clearing of inter-city che3ues at
ol(ata%4umbai%Delhi%Chennai and 4C! should be made +perationalt also
focused on computerisation of branches and increasing connectivity among
branches through computerst also suggested modalities for implementing on-
line ban(ing'he committee submitted its reports in 1959 and computerisation
began form 1998 with the settlement between *# and ban( employees6
association
n 199/% Committee on 'echnology ssues relating to ;ayments
8/18/2019 Hr Practices and Policies on Bank
37/110
'he HDFC *an( has merged with 'imes *an( =td in .""" 'hat was the first
merger of two private ban(s in ndia n .""5% the ban( has handed over onCenturion *an( of ;unjab ta(ing its total of more than 1""" branches 'he
total profit of ban( is !s 8%"8.9. crores as year of ."1" and also the total
e3uity is !s .1%12512 crores as ."1" HDFC *an( deals with three type
business section as Pholesale *an(ing
8/18/2019 Hr Practices and Policies on Bank
38/110
Founded in 19"7% this uni3ue financial institution rests on the pillars of thrift%
fellowship% character% accommodation and the selfless service of all
individuals and organi$ations who wish to help themselves progress Pe see
ourselves as a family of honest% loyal and committed professionals%
harmoniously employing technology% innovation and the human touch to
achieve customer satisfaction and goodwill are the cornerstones of our success
and the focus of all our efforts
'he prosperity of our customer is the engine of our success and they will find
in us a fast% timely% fle&ible% co-operative and competitive partner in their
progress Pe are committed to approachability% simplicity and transparency in
our dealings with all our sta(eholders and shall be a temple of their trust
LPe shall use our employee involvement and sense of togetherness to generate
high levels of teamwor(% efficiency% e&cellence and profits Pe shall mobili$e
aggressively% invest wisely% disburse prudently% recover assiduously% reduce
costs and create a learning organi$ation that offers products and services in
tune with and ahead of the time
BUSINESSES
HDFC *an( caters to a wide range of ban(ing services covering commercial
and investment ban(ing on the wholesale side and transactional branch
ban(ing on the retail side 'he ban( has three (ey business segmentsG
8/18/2019 Hr Practices and Policies on Bank
39/110
from the domestic business houses and prime public sector companies t is
recogni$ed as a leading provider of cash management and transactional
ban(ing solutions to corporate customers% mutual funds% stoc( e&change
members and ban(s
R#tai Ban!ing
'he objective of the !etail *an( is to provide its target mar(et customers a
full range of financial products and ban(ing services% giving the customer a
one-stop window for all hisher ban(ing re3uirements 'he products are
bac(ed by world-class service and delivered to customers through the growing
branch networ(% as well as through alternative delivery channels li(e #'4s%;hone *an(ing% )et*an(ing and 4obile *an(ing
'he HDFC *an( ;referred program for high net worth individuals% the HDFC
*an( ;lus and the nvestment #dvisory
8/18/2019 Hr Practices and Policies on Bank
40/110
Pithin this business% the ban( has three main product areas - Foreign
:&change and Derivatives% =ocal Currency 4oney 4ar(et J Debt pper 'ier *onds rated by C#!: and C!pper 'ier bond issues
C!
8/18/2019 Hr Practices and Policies on Bank
41/110
above% the ratings awarded were the highest assigned by the rating agency for
those instruments
Cor3orat# -o#rnanc# Rating
'he ban( was one of the first four companies% which subjected itself to aCorporate Aovernance and alue Creation ,AC rating by the rating agency%
'he Credit !ating nformation
8/18/2019 Hr Practices and Policies on Bank
42/110
MR& C&M& VASUDEV 6CHAIRMAN %F HDFC BANK7
4r C4 asudev has been appointed as the Chairman of the *an( with effect
from 0th @uly ."1" 4r asudev has been a Director of the *an( since
+ctober .""0 # retired #< officer% 4r asudev has had an illustrious career
in the civil services and has held several (ey positions in ndia and overseas%
including Finance
8/18/2019 Hr Practices and Policies on Bank
43/110
'he *an(6s *oard of Directors is composed of eminent individuals with a
wealth of e&perience in public policy% administration% industry and commercial
ban(ing
8/18/2019 Hr Practices and Policies on Bank
44/110
portfolio covers well over a million dwelling units HDFC has developed
significant e&pertise in retail mortgage loans to different mar(et segments and
also has a large corporate client base for its housing related credit facilities
Pith its e&perience in the financial mar(ets% a strong mar(et reputation% large
shareholder base and uni3ue consumer franchise% HDFC was ideally
positioned to promote a ban( in the ndian environment
BUSINESS F%CUS
HDFC *an(6s mission is to be a Porld-Class ndian *an( 'he objective is to
build sound customer franchises across distinct businesses so as to be the
preferred provider of ban(ing services for target retail and wholesale customer
segments% and to achieve healthy growth in profitability% consistent with the
ban(6s ris( appetite 'he ban( is committed to maintain the highest level of
ethical standards% professional integrity% corporate governance and regulatory
compliance HDFC *an(6s business philosophy is based on four core values -
+perational :&cellence% Customer Focus% ;roduct =eadership and ;eople
CA"ITA( STRUCTURE
#s on 81st 4arch% ."1. the authori$ed share capital of the *an( is !s 22"
crore 'he paid-up capital as on the said date is !s /09%88%70%2/"
,.8/%00%55%.7" e3uity shares of !s .- each 'he HDFC Aroup holds .812R
of the *an(6s e3uity and about 17.9 R of the e3uity is held by the #D<
AD! Depositories ,in respect of the ban(6s #merican Depository
8/18/2019 Hr Practices and Policies on Bank
45/110
CBo" > TIME BANK AMA(-AMATI%N
+n 4ay .8% .""5% the amalgamation of Centurion *an( of ;unjab with HDFC
*an( was formally approved by !eserve *an( of ndia to complete the
statutory and regulatory approval process #s per the scheme of amalgamation%
shareholders of C*o; received 1 share of HDFC *an( for every .9 shares of
C*o;
'he merged entity will have a strong deposit base of around !s 1%..%""" crore
and net advances of around !s 59%""" crore 'he balance sheet si$e of the
combined entity would be over !s 1%08%""" crore 'he amalgamation added
significant value to HDFC *an( in terms of increased branch networ(%
geographic reach% and customer base% and a bigger pool of s(illed manpower
n a milestone transaction in the ndian ban(ing industry% 'imes *an( =imited
,another new private sector ban( promoted by *ennett% Coleman J Co
'imes Aroup was merged with HDFC *an( =td% effective February .0%
.""" 'his was the first merger of two private ban(s in the )ew Aeneration
;rivate
8/18/2019 Hr Practices and Policies on Bank
46/110
'he *an( also has 1"%810 networ(ed #'4s across these cities 4oreover%
HDFC *an(6s #'4 networ( can be accessed by all domestic and international
isa4asterCard% isa :lectron4aestro% ;lusCirrus and #merican :&press
CreditCharge cardholders
TECHN%(%-Y
HDFC *an( operates in a highly automated environment in terms of
information technology and communication systems #ll the ban(6s branches
have online connectivity% which enables the ban( to offer speedy funds
transfer facilities to its customers 4ulti-branch access is also provided to
retail customers through the branch networ( and #utomated 'eller 4achines
,#'4s
'he *an( has made substantial efforts and investments in ac3uiring the best
technology available internationally% to build the infrastructure for a world
class ban( 'he *an(6s business is supported by scalable and robust systems
which ensure that our clients always get the finest services we offer
'he *an( has prioritised its engagement in technology and the internet as one
of its (ey goals and has already made significant progress in web-enabling its
core businesses n each of its businesses% the *an( has succeeded in
leveraging its mar(et position% e&pertise and technology to create a
competitive advantage and build mar(et share
BUSINESSES
HDFC *an( caters to a wide range of ban(ing services covering commercial
and investment ban(ing on the wholesale side and transactional branch
ban(ing on the retail side 'he ban( has three (ey business segmentsG
8/18/2019 Hr Practices and Policies on Bank
47/110
including wor(ing capital finance% trade services% transactional services% cash
management% etc 'he ban( is also a leading provider of structured solutions%
which combine cash management services with vendor and distributor finance
for facilitating superior supply chain management for its corporate customers
*ased on its superior product delivery service levels and strong customer
orientation% the *an( has made significant inroads into the ban(ing consortia
of a number of leading ndian corporates including multinationals% companies
from the domestic business houses and prime public sector companies t is
recognised as a leading provider of cash management and transactional
ban(ing solutions to corporate customers% mutual funds% stoc( e&change
members and ban(s
R#tai Ban!ing
'he objective of the !etail *an( is to provide its target mar(et customers a
full range of financial products and ban(ing services% giving the customer a
one-stop window for all hisher ban(ing re3uirements 'he products are
bac(ed by world-class service and delivered to customers through the growing
branch networ(% as well as through alternative delivery channels li(e #'4s%
;hone *an(ing% )et*an(ing and 4obile *an(ing
'he HDFC *an( ;referred program for high net worth individuals% the HDFC
*an( ;lus and the nvestment #dvisory
8/18/2019 Hr Practices and Policies on Bank
48/110
ac3uiringM business with over 15"%""" ;oint-of-sale ,;+
8/18/2019 Hr Practices and Policies on Bank
49/110
*onds and >pper 'ier *onds rated by C#!: and C!pper 'ier bond issues
C!
8/18/2019 Hr Practices and Policies on Bank
50/110
A
8/18/2019 Hr Practices and Policies on Bank
51/110
Finance #sia 8 B#st Manag#5 Co/3an0
8 B#st CE% 8 Mr& A5it0a "uri
>' 4utual Fund
C)*C ' 15
Financial #dvisor
#wards ."11
8 B#st "#r1or/ing Ban! 8 "riat#
#sian *an(er
nternational
:&cellence in !etail
Financial
8/18/2019 Hr Practices and Policies on Bank
52/110
*est *an(
8/18/2019 Hr Practices and Policies on Bank
53/110
."11
*# *an(ing
'echnology #wards
."1"
Pinner -
1 'echnology *an( of the ?ear
. *est +nline *an(
8 *est Customer nitiative
/ *est >se of *usiness ntelligence
2 *est !is( 4anagement p -
*est Financial nclusion
DC F# #wards
."11
Ec##nc# in Custo/#r E3#ri#nc#
53
http://www.hdfcbank.com/aboutus/awards/default.htmhttp://www.hdfcbank.com/aboutus/awards/default.htmhttp://www.hdfcbank.com/aboutus/awards/default.htmhttp://www.hdfcbank.com/aboutus/awards/default.htmhttp://www.hdfcbank.com/aboutus/awards/default.htmhttp://www.hdfcbank.com/aboutus/awards/default.htmhttp://www.hdfcbank.com/aboutus/awards/default.htmhttp://www.hdfcbank.com/aboutus/awards/default.htmhttp://www.hdfcbank.com/aboutus/awards/default.htmhttp://www.hdfcbank.com/aboutus/awards/default.htmhttp://www.hdfcbank.com/aboutus/awards/default.htmhttp://www.hdfcbank.com/aboutus/awards/default.htmhttp://www.hdfcbank.com/aboutus/awards/default.htm
8/18/2019 Hr Practices and Policies on Bank
54/110
.?'?
+utloo( 4oney
."1" #wards
B#st Ban!
*usinessworld *est
*an( #wards ."1"
B#st Ban! 6(arg#7
'eacher6s
#chievement
#wards ."1"
,*usiness
Mr& A5it0a "uri
'he *an(er and
;P4 ."1" Alobal
;rivate *an(ing
#wards
B#st "riat# Ban! in In5ia
:conomic 'imes
#wards for
Corporate
:&cellence ."1"
Busin#ss (#a5#r o1 th# Y#ar 8 Mr& A5it0a "uri
Forbes #sia Fa* @? Co/3ani#s 8 @th 0#ar in a ro$
)D' *usiness
=eadership #wards
."1"
B#st "riat# S#ctor Ban!
$he anker
4aga$ine
8/18/2019 Hr Practices and Policies on Bank
55/110
*an(ing #wards
."1"
%#ra B#st Ban!
B#st "riat# S#ctor Ban!
B#st "riat# S#ctor Ban! in SME Financing
nstitutional
nvestor 4aga$ine
;oll
HDFC Ban! MD, Mr& A5it0a "uri a/ong Asian Ca3tains o1
Financ# .?'?
D!*' 'echnology
.""9 #wards
8/18/2019 Hr Practices and Policies on Bank
56/110
#sian *an(er
:&cellence #wards
."1" B#st R#tai Ban! in In5ia
Ec##nc# in Auto/o*i# (#n5ing
B#st M>A Int#gration
T#chnoog0 I/3#/#ntation
'he #sset 'riple #
#wards
B#st Cash Manag#/#nt Ban! in In5ia
:uromoney ;rivate
*an(ing and Pealth
4anagement ;oll
."1"
'7 B#st (oca Ban! in In5ia 6s#con5 0#ar in a ro$7
"riat# Ban!ing S#ric#s o#ra 6/o#5 u3 1ro/ No& . ast
0#ar7
Financial nsights
nnovation #wards
."1"
Innoation in Branch %3#rations 8 S#r#r Consoi5ation
"ro+#ct
Alobal Finance
#ward
B#st Tra5# Financ# "roi5#r in In5ia 1or .?'?
. *an(ing
'echnology #wards
.""9
'7 B#st Ris! Manag#/#nt Initiati# an5 .7 B#st Us# o1 Busin#ss
Int#ig#nc#&
8/18/2019 Hr Practices and Policies on Bank
57/110
Pe are aware that all these awards are mere milestones in the continuing%
never-ending journey of providing e&cellent service to our customers Pe are
confident% however% that with your feedbac( and support% we will be able to
maintain and improve our services
TERMS AND C%NDITI%NS %F HDFC BANK2
1 Aeneral - applicable to all services
.
8/18/2019 Hr Practices and Policies on Bank
58/110
S
8/18/2019 Hr Practices and Policies on Bank
59/110
'otal Deposits 297%0.%1"%882.9 -
'otal
8/18/2019 Hr Practices and Policies on Bank
60/110
CHA"TER8G
•
C%NCE"TUA( FRAME 4#) !:!C: 4#)#A:4:)' +F HDFC *#)G-
'& M%DE %F A""%INTMENTG
'he appointment to various points shall be made in the following mannerG-
BY DIRECT RECRUITMENT28
60
8/18/2019 Hr Practices and Policies on Bank
61/110
a 'he 3ualifications for direct recruitment shall be such as specified in
the staffing pattern
b 'he appointment shall be made according to the merit list drawn at the
time of selection
c #ll appointments e&cept to class- services shall be made on the
recommendations of the selection Committee consisting of the
followingG-
BY "R%M%TI%N
a& #ppointment by promotion to the ne&t higher post in the respectivediscipline in any category shall be made on the basis of V
8/18/2019 Hr Practices and Policies on Bank
62/110
4& ATTENDANCE AND (ATE C%MIN-28
)o employee shall enter or leave the premises of the :stablishment accept by
the gate or gates meant for this purpose
#n employee who is off his duty or has resigned or has been discharged or
declared by the competent 4edical #uthority to be suffering from any
contagious or infectious disease% shall immediately leave the premises of the
:stablished and shall not enter any part of it% e&cept with the e&press
permission of the competent authority
#ll employees shall be liable to be searched both at the time of entry and e&it
at the main entrance of the :stablishment by an authori$ed person of the same
se& with due dignity
f more than one shift is wor(ing% the employee shall be liable to be
transferred from one shift to another
G& SENI%RITYG
a 'he seniority of an employee under these rules shall be determined in a
particular category of post on the basis of the length of service on that
post provided that in the case of employees appointment by the direct
recruitment which join within the period specified in the order of
appointment or within such period specified by direct recruitment who
join with in the period specified in the order of appointment or within
such period as may from time to time be e&tended by the appointing
authority% subject to a ma&imum of one month from the data of order
of appointment% the order of merit determined% shall not be disturbed
;rovided further that in the case a candidate is permitted to join the
service after the e&piry of the said period of one month% his seniority
shall be determined from the data he joins the service
b
8/18/2019 Hr Practices and Policies on Bank
63/110
employees of HDFC *#)% shall be determined in the following
mannerG-
1 #n employee who was wor(ing in the higher pay scale at the
time of permanent transfer shall ran( senior to the employee
wor(ing in the lower pay scale on that date
@& "%STIN- AND TRANSFERES2
4anaging Director shall be competent to post transfer any employee within
the establishment He shall also be competent to transfer an employee against
any e3uivalent post or along with post
#s and when considered necessary in the internet of wor( and upon re3uest
from HDFC *#) the services of an employee of *#))A )D>
8/18/2019 Hr Practices and Policies on Bank
64/110
& B%NUS2
:mployees of the HDFC *#) shall b entitled to payment of the *onus
under the payment of *onus #ct% 1902 as amended or re-enacted from time to
time
J& MEDICA( BENEFITS2
#n employee% as and when covered under the ;
8/18/2019 Hr Practices and Policies on Bank
65/110
4anaging Director may wit the concurrence of HDFC *#) to attend a
seminar wor(shoptraining within the country or abroad in accordance with
the instructions of the !egistrar% as may be issued from time to time
'4& (EAVE2
#ll the employees of HDFC *#) shall be entitled to the following (inds of
leaveG-
;!=:A: =:#: ,=:#: P'H P#A:
8/18/2019 Hr Practices and Policies on Bank
66/110
'he resignation tendered by the employee may be accepted by the appointing
authority
'@& SU"ERANNUATI%N RETIREMENT
:very employee of HDFC *#) shall be superannuated on the afternoon of
the last day of the month in which he attains the age of 25 years
)ot with standing anything contained in !ule 171 above% an employee may be
permitted at his own re3uest to retire room the service of the HDFC *#) on
attaining the age of 2" years or after ." years of service at any time by the
appointing authority provided three months notice
# thing contained in rule 171 and 17. above% the appointing authority shall%
if it is of the opinion after reviewing the entire service record of an employee
that he is not fit to be retained in the service and that it is in the interest of the
=ife nsurance
'& Ma+or /iscon5ucts2
Pithout prejudice to the generality of the term% misconductE% the followingacts of communion or omission shall% interlaid% constitute specific acts of
4ajor 4isconduct on the part of the employeeG
1 *reach or habitual breach of any standing instructions or rules
regulations% conditions of the appointment letter or orders issued by
the establishment from time to time
. #cting in any manner prejudicial to the inertest or reputation of theestablishment% disregard of any operation J maintenance
8 )egligence or habitual negligence of duty or la$iness or in
efficiency or incompetence or malingering or neglect of wor( or
carelessness in wor(% poor or unsatisfactory performance
intentionally bring narcotic% li3uor or other into&icating things in
premises or reporting
66
8/18/2019 Hr Practices and Policies on Bank
67/110
/ Doing private or personal wor( during wor(ing hours% engaging in
any other trade% business profession% service of the :stablishment
without while in the competent authority
'& "UNISHMENTS F%R MA)%R MISC%NDUCTS2
+ne or more of the following punishments may be imposed on an employee
who is found guilty of a major misconduct% namelyG-
1
8/18/2019 Hr Practices and Policies on Bank
68/110
'J& "R%CEDURE F%R A
8/18/2019 Hr Practices and Policies on Bank
69/110
'he en3uiry officer shall on the conclusion of the en3uiry% submit his report in
writing giving his findings with the reasons therefore to the authority
A""EA( A-AINST "UNISHMENT2
♣ #n appeal against the orders of the competent authority imposing
punishment% under rules .9 and 8" of these riles shall lie to the board
of directors of the HDFC *#) 'he board shall constitute a
committee consisting of chairman% nominee of HDFC *#)% nominee
of !Cs and nominee of )DD* to e&amine the appeal on the basis of
records
♣ #n appeal shall be filled within a period of 8" days from the data on
which the appellant receives a copy of the order appealed against or is
deemed to have received
♣ 'he appellate authority may after consideration of the case and on
recording sufficient reasons yet aside% reduce% confirm or enhance the
punishment and its decides to enhance the punishment% the accused
employee shall be given an opportunity to show cause against such
enhancement
.'& SUS"ENSI%N2
n a case where it is considered that the employee be suspended pending
en3uiry% the competent authority may suspend the employee pending issues of
a charge sheet or subse3uent domestic en3uiry or till the final orders are
passed on the en3uiry case Phere criminal proceeding against an employee in
respect of any offence involving moral turpitude is pending and the competent
authority is satisfied that it is necessarydesirable to place the employee under
suspension% the competent
SUBSISTENCE A((%
8/18/2019 Hr Practices and Policies on Bank
70/110
o #n employee shall be paid during the period of suspension subsistence
#llowance X 2" R of the wages to which the employee was entitled
to immediately preceding the date of such suspension for the first 9"
days of suspension and 72R of such wages for the remaining period of suspension
o 'he payment of subsistence #llowance to the suspended employee
shall be subject to his processing a certificate every month about his
having not ta(en up any other employment and his having remained at
the head 3uarters
..& SERVICE REC%RDS2
'he following service reords shall be maintained in respect of an employee of
HDFC *#)
i personal File
ii service boo(
iii #C! file
RESIDENTIA( ADDRESS %F EM"(%YE
#n employee shall notify to the HDFC *#) immediately on engagement%
li(e details of his residential addresses and thereafter promptly communicate
to the HDFC *#) any change in his residential address
ANNUA( C%NFIDENTIA( RE"%RTS2
#C!< of employees shall be written on yearly basis ,#pril to march in the
prescribed format 'he entries in the #C! of an employee sall be ta(en into
account while deciding the case of promotion% ;roficiency step up% pre-mature
increment,s etc 'he adverse remar(s in the #C! of an employee% if any %hall
be communicated to him in writing 'he employee to whom adverse remar(s
are conveyed may ma(e a representation for review of the adverse remar(s n
this regards the following time schedule shall be followedG-
70
8/18/2019 Hr Practices and Policies on Bank
71/110
1 ;eriod of communication of adverse
remar(s to the official concerned
Pithin 8" days of the receipt from
the final accepting authority
. ;eriod for receipt of representation
against adverse remar(
Pithin thirty days from the date of
receipt of adverse remar(s
8 Final decision on the representation
on receipt of comments of
reporting reviewing accepting
authority
Pithin 8" days of the receipt of
comments on the representation from
the reporting reviewing accepting
authority
)+': N )o further representation shall lie against the final decision
)+':- 'he representation against adverse remar(s received after the e&piry
of the stipulated period shall be rejected straight way
.4& -RIEVANCE REDRESSA( "R%CEDURE2
#ny employee having a cause for complaint about his wor( or wor(ing
conditions shall have a right to present a cause for investigation and
consideration within two days of rising of the cause 'he procedure for theredress shall be as followsG-
Stag# I
'he employee having a cause for complaint shall in the first place% discuss it
with his immediate supervisor
Stag# II
f a satisfactory solution of his problem is not bound with si& days his
discussion of the complaint% he shall approach his sectional head departmental
head through his immediate supervisor
Stag#8III
f the problem is not yet resolved% the aggrieved employee may re3uest for the
consideration of his cause by the Arievance community constituted as under
with an intimation to the =abor-cum conciliation officers of the areas
71
8/18/2019 Hr Practices and Policies on Bank
72/110
72
8/18/2019 Hr Practices and Policies on Bank
73/110
CHA"TER N%& @
SURVEY
• D#'# C+==:C'+)
• F+C>< A!+>;
•
8/18/2019 Hr Practices and Policies on Bank
74/110
e&tended to +rgani$ations with varying employee strength% turnover and
industry sectors ;age / VH!s )e&t #genda :rnst J ?oung - )H!D H!
;ractices
8/18/2019 Hr Practices and Policies on Bank
75/110
Ta#nt AcLuisition > E/3o0#r Bran5ing2 8 nternal recruitment preferred
to e&ternal recruitment ;ositive corporate reputation biggest draw for hiring
suitable talent ,1""R Pell defined :mployee alue ;roposition highly co-
related with organi$ation si$e ,especially for those with employee strength
e&ceeding 1""
Ta#nt AcLuisition > E/3o0#r Bran5ing G- 'he real challenge is how to
attract speciali$ed talent% together with building solid employee engagement
"#r1or/anc# Manag#/#nt an5 M#asur#/#ntG- ndividual goals not well
aligned to business goals ,7"R Communication of performance feedbac( and
ratings to employees are areas of improvement ,7"R )ormali$ation of
!atings N important practice for rationali$ing ratings and maintaining costs
,5"R ;4< =in(ages to bonus highest in Financial
8/18/2019 Hr Practices and Policies on Bank
76/110
communication and feedbac( mechanisms nvolvement of employees in
decision ma(ing low ,72R Confidence and trust in subordinates is an issue
,0"R
76
8/18/2019 Hr Practices and Policies on Bank
77/110
C%((ECTI%N %F DATA28
'he tas( of data collection begins after a research problem has been defined
and research designplan chal(ed out 'he collection of data is done to
support tour findings and interest the result whether the result you have
found in according to your hypothesis or not 'he data can be collected by
various methods 'hese are broadly classified into two ways% as followsG
• "RIMARY DATA
• SEC%NDARY DATA
"RIMARY DATA28
'he primary data are those which are collected a fresh and for the first time
and thus happen to be original in character Pe collect primary data during the
course of doing e&periments in an e&perimental research t is the first hand
data and nobody else has collected this before 'here are various ways of
collecting primary data% these are as followsG
1 +bservation method
. nterview method
8 Iuestionnaires
/ +ther methods
SEC%NDARY DATA2
1 From nternet
. 4aga$ines and )ews ;apers
8& Aovernment ;ublications
77
8/18/2019 Hr Practices and Policies on Bank
78/110
F%CUS -R%U"
'he following H! ;ractices are highlighted in this project
1 'he main focus in this project is given on the recruitment and selection
process of the company f the company is select the right candidate for
the right person then the company has not to spend the money on the
recruitment process% if the company can select the right candidate% the
candidate can easily spend latest 2-7 years with the organisation
.
8/18/2019 Hr Practices and Policies on Bank
79/110
"o3uation Si;# 2 E/3o0## o1 HDFC BANK on DE(HI Branch#s&
Sa/3# Si;# 2 1"" :mployees of HDFC BANK on DE(HI
Branch#s&
Sa/3ing M#tho52
8/18/2019 Hr Practices and Policies on Bank
80/110
'he organi$ation may adopt welfare policies such as
o 'ransportation facility
o Canteen facility with brea(fast% lunch and dinner facility along
with refreshments
o Canteen could be free% subsidi$ed %paid *ut the most preferred
one is through subsidi$ed mode
o 'he organi$ation must also possess first aid facilities for its
staff # well-versed rehabilitation of injured staff and an on
duty doctor or an ambulance should be always provided
o 'he organi$ation must also possess a grievance handling
committee despite a union to ta(e an action for their problems
t could be a three tier of four-tier grievance committee
80
8/18/2019 Hr Practices and Policies on Bank
81/110
DATA ANA(YSIS AND INTER"RETATI%N
Data #nalysis and interpretation is conducted on 1"" employees of HDFC
*#)
1 How long you are wor(ing in the organi$ationO
YEARS
8/18/2019 Hr Practices and Policies on Bank
82/110
.& Ar# 0ou co/1orta*# $ith th# $or!ing #niron/#nt
8/18/2019 Hr Practices and Policies on Bank
83/110
4&
8/18/2019 Hr Practices and Policies on Bank
84/110
G&
8/18/2019 Hr Practices and Policies on Bank
85/110
%"TI%N N% %F RES"%NDENT "ERCENTA-E
YES @ @
N% 4@ 4@
T%TA( '?? '??
65%
35%
No.of respondent
yes
no
Fin5ing
#bout 02R of employee are satisfied with recruitment process in the company
because as per their vacancy in the organi$ation the manager chec( the C of
that candidate whatever they want from the candidate is to be there or not and
then personal and technical interview and 82R are satisfied recruitment process as the candidate may have competence but it is not mention in the C
and may not have preferred well were rejected
& Ar# 0ou satis1i#5 $ith 0our organi;ation saar0 incr#/#nt 3oic0
85
8/18/2019 Hr Practices and Policies on Bank
86/110
H 0G 'he organi$ation salary increment policy is not effective
H 1G 'he organi$ation salary increment policy is effective
%"TI%N N%&%F RES"%NDENT "ERCENTA-E
YES G G
N% .4 .4
CANT SAY 4? 4?
T%TA( '?? '??
47%
23%
30%
no.of respondent
yes
no
#an$t say
Fin5ing
#bout /7R of employee are satisfied the organi$ation salary increment policy
because most of the employee in the organi$ation consider that the salary
increment policy is good% .8R of employee are not satisfied the organi$ation
salary increment policy because most of the employee is not agree what
increment they had given is not up to the mar( as per their profession and 8"R
of employee cant say anything because they want to do the wor( what salary
organi$ation provide to the employee they are happy
8/18/2019 Hr Practices and Policies on Bank
87/110
H 0G 'H: '!#))A ;!+C:D>!: < )+' :FF:C':
H 1G 'H: '!#))A ;!+C:D>!: < :FF:C':
%"TI%N N%&%F RES"%NDENT "ERCENTA-E
YES
N% 4. 4.
T%TA( '?? '??
yes no
0
10
20
30
40
50
60
70
no.of respondent
noo respondent
Fin5ing
#bout 05R of employee are satisfied training procedure given in the
organi$ation because the trainee should understand each and every thing what
trainer should teach in the organi$ation is about the internal training as well as
e&ternal training and 8.R of employee are not satisfied training procedure
given in the organi$ation because the training provided to the trainees which is
not as per the aptitude and attitude% proficiency level of an employee
8/18/2019 Hr Practices and Policies on Bank
88/110
H 0G 'H: !:A>=#! '!#))A < )+' :FF:C':
H 1G 'H: !:A>=#! '!#))A < :FF:C':
%"TI%N N%& %F RES"%NDENT "ERCENTA-E
YES . .
N% 4 4
T%TA( '?? '??
62%
38%
no.of respondent
yes
no
Fin5ing2
#bout 0.R of employee says Vyes should get the regular training in the
organi$ation because on these training trainee should understand each and
every thing what trainer should teach in the organi$ation and 85R of employee
says Vno shouldnt get the regular training in the organi$ation because training
is provided once in the career and if they dont perform they are terminated
from a job
8/18/2019 Hr Practices and Policies on Bank
89/110
J& Do#s th# 3r#s#nt 3#r1or/anc# a33raisa /##t 0our car##r
a5anc#/#nt
H 0G 'he present performance of an employee is not being appraised
through career advancement H 1G 'he present performance of an employee is being appraised
through career advancement
%"TI%N N%&%F RES"%NDENT "ERCENTA-E
YES
N%
CANT SAY . .
T%TA( '?? '??
67%6%
27%
no.of respondent
yes
no
#an$t say
Fin5ing
#bout 07R of employee says Vyes% 0R of employee says Vno and .7R of
employee says cant say
8/18/2019 Hr Practices and Policies on Bank
90/110
H 0G 'he promotion activities are not satisfied in the organi$ation
H 1G 'he promotion activities are satisfied in the organi$ation
77%
23%
no.of respondent
yes
no
Fin5ing2
#bout 700/R of employees are satisfied with the promotion activities in the
organi$ation because the ran(ing method is used in the organi$ation for the
promotion activities and .880R of employees are not satisfied with the
promotion activities in the organi$ation #ccording to that ran(ing method is
90
%"TI%N N%&%F RES"%NDENT "ERCENTA-E
YES &G &G
N% .4&4 .4&4
T%TA( '?? '??
8/18/2019 Hr Practices and Policies on Bank
91/110
used for appraising the performance and there is no individual initiated which
can focus on development
8/18/2019 Hr Practices and Policies on Bank
92/110
FINDIN-S %F STUDY2'he findings during the wor( carried out by me can be categori$ed into two
categories as it is said that every coin has two sidesG-
A7 "ositi# 1in5ings28
1 # majority of employees feel that recruitment process carried out in the
company is satisfactory 4anagement is also satisfied with the process of
recruitment to some e&tent
. n HDFC *#) most of the employees feels that the H! department is
good #bout 25R of the managers say that they prefer both internal as well as
e&ternal source for recruitment and selection
8 #lmost all the employees are satisfied with the training activities conducted
in the organisation 05R of the employees have achieved their training
objectives
/
8/18/2019 Hr Practices and Policies on Bank
93/110
.
8/18/2019 Hr Practices and Policies on Bank
94/110
SU--ESTI%NS
#s in the competitive world where the need for every organi$ation to prove
itself the best and ma(e an outstanding and remar(able progress is the need%
no fact could be left ignored :very organi$ation must (now the shortcomings
and must try to go for building up the shortcomings #n ethical practice in any
organi$ation could only be achieved if the organi$ation wor(s for the well
being of its employees :very organi$ation must possess a basic structure and
the organi$ation must be capable enough to reward its outstanding performers
and must appreciate the initiative wor(s
#ccording to the survey been conducted with various H! heads of various
organi$ations here are few suggestions from their sideG
INDUCTI%N "RACTICES
nduction is must in every organi$ation for all level of employees to ma(e
them well (nown of the industry they are wor(ing in
'he best ways to perform induction may be through
o =ectures
o ;ower point presentations prepared e&plaining companys
policies
o 'hrough
8/18/2019 Hr Practices and Policies on Bank
95/110
8/18/2019 Hr Practices and Policies on Bank
96/110
BEHAVI%RA( TRAININ-
*ehavioral training is boon for any organi$ation
'he organi$ation could provide on the job training% which is 3uite
common and most adopted 'he organi$ation may also go for outdoor
training
@ob rotation could be preferred which could ma(e the employee s(illed
in overall wor(ing of an organi$ation
'he organi$ation may provide a basic training for F!
8/18/2019 Hr Practices and Policies on Bank
97/110
REC%MMENDATI%NS
For all the programs the organi$ation must follow feedbac( method to
understand the effectiveness of any practice in a better way
Holistic views of induction should out show both positive and negative
aspects of the organi$ation 'his ultimately let the employee (now about
both the phases of the policies adopted by the organi$ation
;ractice of providing a brief presentation of the company and a boo(let for
rules and regulations of company must be maintained so that the employee
could go through it whenever re3uired
ndividual should concentrate more while training Phen an organi$ation
invest on training of an employee% the purpose of training serves the
mutual benefit of both organi$ation and the employee 'hus% the employee
should be more oriented towards drawing as much benefits as he can
:mployees are supposed to understand their role for particular training
program
Company must maintain training manuals or training charts and training
report submitted by the trainee 'his% practice not only (eeps a maintained
record of the programs been conducted but also (eep the employee (nown
of the (nowledge gained by him which could later be utili$ed
# pre- evaluation and post evaluation practice should be followed to
understand the success of training and the training could be then
effectively used to fill gaps later
Continuous training module should be conducted% personality development
training should be provided
'o motivate the employees
;erformance awards could be given every year
97
8/18/2019 Hr Practices and Policies on Bank
98/110
ncentives could be paid
8/18/2019 Hr Practices and Policies on Bank
99/110
INITIATIVE SU--ESTI%NS
:mployees familys involvement in motivating employee is the (ey
element t creates a special pressure point
o Drawing competitions of children could be organi$ed
o
8/18/2019 Hr Practices and Policies on Bank
100/110
picnics% family outings% annual days% sport days% functions% and parties 'he
organi$ation must consider its employees as its family members and must
provide some profit sharing policy such as :
8/18/2019 Hr Practices and Policies on Bank
101/110
CHA"TER N%&
BIB(I%-RA"HY
Boo!s
;:!4#) !:!C: 4#)#A:4:)'
• D:C:)Y+ J !+**)<
H>4#) !:!C: 4#)#A:4:)'
• A#!? D:
8/18/2019 Hr Practices and Policies on Bank
102/110
8/18/2019 Hr Practices and Policies on Bank
103/110
,1[[[[[[[[[[[[[[[[[
,.[[[[[[[[[[[[[[[[[,8[[[[[[[[[[[[[
INDUCTI%N "R%-RAM
'7 Does the company provide induction for new employees
,yesno
.7 Phat are ways of induction
o Diaries
o 4anuals
o *rochures
o Company cds
o
#ny other% pleasespecify[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[
47 who participates in delivering the functionO
o H!department
o !elated department
o #ll departments
o #ny% other please
specify[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[
/ Does induction is
o
8/18/2019 Hr Practices and Policies on Bank
104/110
o :mployee satisfaction surveys
o ;erformance evaluation
o #ny other% please specify[[[[[[[[[[[[[[[[[[
5 Do the organi$ation follow any induction
scheduling[[[[[[[[[[[[[[O
9 #ny other best induction practices you would li(e to share
[[[[[[[[[[
[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[
[[[[[[ BEHAVI%RA( TRAININ-
'7 How does the company recogni$e the need for trainingO
o Through Lu#stionnair#s
o ;erformance monitoring
o !eference from supervisor
o
#bsence in prideo Defective 3uality product
o >nsatisfactory promotions
o #ny others% please
specify[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[
[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[
[[[[[[
. Phat type of training is conductedO
o +n the job training
o Class room sessions
o +nline training
o #pprentice 'raining
o +utdoor training
104
8/18/2019 Hr Practices and Policies on Bank
105/110
o #ny other please specify
[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[
8 Pho gives the trainingO
o nternal trainer
o :&ternal trainer
o #ny other% please
specify[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[
G7 what is the percentage of employee involved in
training[[[[[[[[[
@7 what is the annual budget for
training[[[[[[[[[[[[[[[[[[[[[[
7 what is the module duration of
training[[[[[[[[[[[[[[[[[[[[[[[[[
7 How do you ta(e feedbac( of training
program[[[[[[[[[[[[[[[[[[
[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[
[
5 ;lease provide us any other information to help us
understand the measurement of training
effectiveness[[[[[[[[[[[[[[[[[[[[[[[[[[[[[
9 #ny best practice in training you would li(e to
share[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[
[[[[[[[
105
8/18/2019 Hr Practices and Policies on Bank
106/110
M%TIVATI%NA( T%%(S
1 Does the company provide any recreational activities, you
can mar( more than one option in case applicable
o ;icnics
o 'ours
o Family outings
o )one
o #ny other% please specify
[[[[[[[[[[[[[[[[[[[[[
. Does the company provide any profit sharing policy
o :
8/18/2019 Hr Practices and Policies on Bank
107/110
o ;arties
o Functions
o Aet together
o Community meetings
o #ny other% please specify
/ does the company provide any retirement benefits
o Aratuity
o !
8/18/2019 Hr Practices and Policies on Bank
108/110
8/18/2019 Hr Practices and Policies on Bank
109/110
5 Does the company has any special aid facility, you can mar(
more than one option if
applicable
o +n duty doctors
o #ny collaboration with hospitals
o #mbulance for emergency
o First aid (it
o )one
o #ny other please
specify[[[[[[[[[[[[[[[[[[[[[[[[[[[
[[[[[[
9 Does the company adopt any on job safety measures
o Fire safety
o :lectric shoc( safety
o !adiation safety ,if any
o #ny harm while handling the machinery
o )one
o f any other please
specify[[[[[[[[[[[[[[[[[[[[[[[[[[[
[[[[
1" Phat policy do the company has for rehabilitation of injured
staff[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[
11 Phat are the grievance handling procedures of the organi$ation [[[[[[
[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[
1. #ny other welfare related initiative you would li(e to
share[[[[[[[[[[[[[[
[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[[
[[[[
109
8/18/2019 Hr Practices and Policies on Bank
110/110