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Human Resource Management in Banking Sector – State Bank Of India (Final Project Report)
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Page Length : 85
Human Resource Management or Personnel management is the activity of managing personnel, usually employees.
In any organization, managing personnel is the process of making sure the employees (not the customers) are as productive as they can be. This can include hiring, firing, or transferring people to/from jobs they can do most productively.
This subject is a major at many universities, or a minor in the business school. It is also known as personnel administration, which is functionally an equivalent term.
Meaning of Human Resource Management
A business unit needs employees to look after different activities. This is called manpower or 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. For this systematic development and management of human resources is necessary. Human Resource Management (HRM) deals with:
- Performance appraisal of manpower recruited in an organization.
HRM is an organized learning experience aimed at matching the organizational need for career growth and development. It is a process involving series of learning activities designed to acquire desired level of competence among employees. HRM is a continuous process and it needs money. Such investment creates a team of efficient, skilled and trained manpower which brings success and stability to a business unit. HRM programmed offer long term benefits to an organization.
TABLE OF CONTENTS
|Chapter No||Particulars||Page No.|
|1||1.0 Human Resource management||1|
|1.1 Meaning of Human Resource Management||1|
|1.2 Characteristics of Human Resource Management||2|
|1.3 Need and Development of Human resource management||3|
|2||2.0 Human Resource Management in Banking||5|
|2.1 What is a Bank||5|
|2.2 HRM Background and Practices||6|
|2.3 HR Practices and Methods||8|
|3||3.0 Job analysis, Job design, and Job evolution||9|
|3.1 Job analysis||9|
|3.2 Job design||13|
|4||4.0 Human Resource Planning||20|
|4.4 Induction & Orientation||21|
|5||5.0 Human Resource Development||23|
|5.1 Management Development||23|
|5.2 Career Planning & Development||23|
|5.3 Organizational Development||24|
|6.0 Compensations Management||25|
|6.2 Compensations and Benefits||26|
|7||7.0 Human Relations||27|
|8||8.0 Human Resource Management in Bank||28|
|8.1 HRM in Cooperative Banks||28|
|8.2 HRM in Regional Rural Banks (RRBs)||28|
|8.3 HRM in Public Sector Banks||28|
|8.4 HRM in Private Banks & Foreign Banks||29|
|8.5 HRM in Public Sector Unit Banks (PSU Banks)||29|
|9||9.0 Responsibilities of the Human Resource Management Department in Banks||31|
|10||10.0 Employee Relation in Banks||32|
|11||Current Challenges Faced by banks in HRM||33|
|12||12.0 Development in Banks||35|
|12.1 Training and Development||35|
|13||13.0 HRM Issues in Public Sector Banks||45|
|14||14.0 Organizational Profile of State Bank of India||46|
|15||15.0 Data Analysis and Interpretation||50|
|16||16.0 Key Findings.||67|
|16.1 Suggestions and Recommendations||68|
|16.2 Limitation of the study||69|
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