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Shiwani Project Report G

Shiwani Project Report G

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SUMMER TRAINING PROJECT REPORT ON EMPLOYEES WELFARE SCHEMES OF PANJAB NATIONAL BANK

SUBMITTED TO MAHAMAYA TECHNICAL UNIVERSITY, NOIDA FOR THE PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE AWARD OF THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION

UNDER THE GUIDANCE OF: MR.ABHAY SAXENA MR.VIPIN KUMAR SHARMA MS. TRUPTI JAIN MR. J.C. BATRA

SUBMITTED BYSHIWANI SAGAR ROLL NO. 1127870032 MBA 3RD SEM

ARYAN INSTITUTE OF MANAGEMENT & COMPUTER STUDIES(278) AGRA

CONTENT
 CHAPTER-1 AN OVERVIEW OF BANKING INDUSTRY  EVOLUTION OF INDIAN BANKING  BANKING STRUCTURE IN INDIA  CHALLENGES FACING BY BANKING INDUSTRIES  THE GROWTH DRIVERS OF THE INDIAN BANKING INDUSTRY  CHAPTER-2 ABOUT THE PNB  INTRODUCTION  HISTORY  KEY EXECUTIVE  AWARDS  UNITS

 CHAPTER-3
INTRODUCTION OF EMPLOYEE WELFARE SCHEME EMPLOYEE WELFARE SCHEMES OF PANJAB NATIONAL BANK  CHAPTER-4 OBJECTIVE OF THE STUDY RESEACH METHOLOGY  RESEARCH DESIGN  SAMPLING SIZE  DATA COLLECTION  SIGNIFICANCE  LIMITATION  ANALYTICAL TOOL & TECHNIQU  CHAPTER-5  DATA ANALYSIS & INTERPRETATION  CHAPTER-6  RECOMMEDATION  CONCLUSIONS

 APPENDICES 1. QUESTIONNARE 2. BIBLIOGRAPHY

ACKNOWLEDGEMENT

I would like to express my profound sense of gratitude to MR. (SHIWANI SAGAR) DECLERATION . C. I feel a deep sense of satisfaction in submitting this report and the project done here. J. VIPIN KUMAR SHARMA AND MS. TRUPTI JAIN and also thanks to MR. GUPTA) and all management faculty for providing me much needed co-operation to get in depth knowledge. BATRA for his co-operation and guidance rendered during the course of the project. NOIDA” NOIDA has been a unique learning experience. My cordial thanks to the entire our Director sir (MR. The vast knowledge and practical exposure gained are invaluable to me. affiliated to MAHAMAYA Technical University. C. R.Studying in Aryan institute of management and computer studies. ABHAY SAXENA and MR.

clerks. employees. NOIDA” hereby declare NOIDA that the project report titled “EMPLOYEE WELFARE SCHEMES OF THE BANK ( PNB) for officers . (SHIWANI SAGAR) .is my original work and ” has not been submitted for the award of any other degree. affiliated to “Mahamaya Technical University.I student of the Aryan institute of management and computer studies.

CHAPTER – 1 AN OVERVIEW OF BANKING INDUSTRY EVOLUTION OF THE INDIAN BANKING .

the other two being the Bank of Bombay and the Bank of Madras.Introduction of Indian financed & banking sector reforms and partial liberalization (1990-2004) Phase IV. and Bank of Hindustan. which started in 1786. which almost immediately became the Bank of Bengal. The three banks merged in 1921 to form the Imperial Bank of India.Structure of the organized banking sector in India. all three of which were established under charters from the British East India Company. Number of banks are in brackets.Nationalization Phase (prior to 1955) Phase II. The first banks were The General Bank of India.Pre. as did their successors. Phase I. which. which started in 1770. both are now defunct. became the State Bank of India in 1955. which originated in the Bank of Calcutta in June 1806.Era of Nationalization and consolidation (1955-1990) Phase III. The oldest bank in existence in India is the State Bank of India. This was one of the three presidency banks. upon India's independence.Prepare of increased liberalization (2004 onwards) History . Banking in India originated in the last decades of the 18th century. For many years the Presidency banks acted as quasi-central banks.

Around the turn of the 20th Century. The Comptoire d'Escompte de Paris opened a branch in Calcutta in 1860. Foreign banks too started to app. concentrated on financing foreign trade. branches in Madras and Pondicherry. which was established in 1863. and another in Bombay in 1862. Around five decades had elapsed since the Indian Mutiny. mostly owned by Europeans. then a French colony. mainly due to the trade of the British Empire. All these banks operated in different segments of the economy. established in Lahore in 1895. the Indian economy was passing through a relative period of stability. Indians had established small banks. which has survived to the present and is now one of the largest banks in India. The Allahabad Bank. It failed in 1958. with some of its assets and liabilities being transferred to the Alliance Bank of Simla. in the 1860s. followed. HSBC established itself in Bengal in 1869. and which survived until 1913. The next was the Punjab National Bank. industrial and other infrastructure had improved. The exchange banks. and the social. The first entirely Indian joint stock bank was the Oudh Commercial Bank. and so became a banking center. Indian joint stock banks were generally . established in 1865 and still functioning today. The presidency banks dominated banking in India but there were also some exchange banks and a number of Indian joint stock banks. is the oldest Joint Stock bank in India. when it failed.(Joint Stock Bank: A company that issues stock and requires shareholders to be held liable for the company's debt) It was not the first though.Merchants in Calcutta established the Union Bank in 1839. most of which served particular ethnic and religious communities. but it failed in 1848 as a consequence of the economic crisis of 1848-49. established in 1881 in Faizabad. Calcutta was the most active trading port in India. That honor belongs to the Bank of Upper India. particularly in Calcutta.

in Capital (Rs. Hence undivided Dakshina Kannada district is known as "Cradle of Indian Banking". of Authorized Paid-Up Banks That Capital (Rs. and it took its toll with banks simply collapsing despite the Indian economy gaining indirect boost due to war-related economic activities. The years of the First World War were turbulent. A number of banks established then have survived to the present such as Bank of India. This segmentation let Lord Curzon to observe. At least 94 banks in India failed between 1913 and 1918 as indicated in the following table: Years No. We are like some old fashioned sailing ship." The period between 1906 and 1911. and two years thereafter until the independence of India were challenging for Indian banking. Canara Bank and Central Bank of India. Four nationalised banks started in this district and also a leading private sector bank. Corporation Bank.under capitalized and lacked the experience and maturity to compete with the presidency and exchange banks. divided by solid wooden bulkheads into separate and cumbersome compartments. saw the establishment of banks inspired by the Swadeshi movement. The fervour of Swadeshi movement lead to establishing of many private banks in Dakshina Kannada and Udupi district which were unified earlier and known by the name South Canara ( South Kanara ) district. During the First World War (1914–1918) through the end of the Second World War (1939–1945). Indian Bank. Bank of Baroda. failed Lacks) in Lacks) . The Swadeshi movement inspired local businessmen and political figures to found banks of and for the Indian community. "In respect of banking it seems we are behind the times.

1913 1914 1915 1916 1917 1918 12 42 11 13 9 7 274 710 56 231 76 200 35 109 5 4 25 1 .

223 banks are in the public sector and 51 are in the private sector. The nationalized banks (i. government. . Under the ambit of the nationalized banks come the specialized banking institutions. rural development etc. rural banks focus on areas.owned banks) continue to dominate the Indian banking arena. There co-operatives. It is the foremost body in the Indian financed sector. The private sector bank grid also includes 24 foreign banks that have started their operation here.BANKING STRUCTURE IN INDIA The reserve bank of India act as a centralized body monitoring any discrepancies and short coming in the system. Industry estimate indicate that out of 274 commercial banks operating in India.e.

The next stage for the Indian banking has been set up with the proposed relaxation in the norms for Foreign Direct Investment. The Reserve Bank of India is an autonomous body.Lend at 6%. private banks and foreign banks. All this led to the retail boom in India. licensing a small number of private banks. The new wave ushered in a modern outlook and tech-savvy methods of working for traditional banks. product range and reach-even though reach in rural India still remains a challenge for the private sector and foreign banks.Go home at 4) of functioning. UTI Bank (since renamed Axis Bank). This move. were used to the 4-6-4 method (Borrow at 4%. . strong and transparent balance sheets relative to other banks in comparable economies in its region. The new policy shook the Banking sector in India completely. which has seen rapid growth with strong contribution from all the three sectors of banks. These came to be known as New Generation tech-savvy banks. Bankers. along with the rapid growth in the economy of India. Indian banks are considered to have clean. The stated policy of the Bank on the Indian Rupee is to manage volatility but without any fixed exchange rate-and this has mostly been true. banking in India is generally fairly mature in terms of supply. and included Global Trust Bank (the first of such new generation banks to be set up). till this time. with minimal pressure from the government.Liberalization In the early 1990s. the then Narasimha Rao government embarked on a policy of liberalization. government banks.at present it has gone up to 74% with some restrictions. revitalized the banking sector in India. where all Foreign Investors in banks may be given voting rights which could exceed the present cap of 10%. which later amalgamated with Oriental Bank of Commerce. Currently (2010). namely. In terms of quality of assets and capital adequacy. ICICI Bank and HDFC Bank. People not just demanded more from their banks but also received more.

. In March 2006. the Reserve Bank of India allowed Warburg Pincus to increase its stake in Kotak Mahindra Bank (a private sector bank) to 10%. There are press reports that the banks' loan recovery efforts have driven defaulting borrowers to suicide.With the growth in the Indian economy expected to be strong for quite some time-especially in its services sector-the demand for banking services. mortgages and investment services are expected to be strong. This is the first time an investor has been allowed to hold more than 5% in a private sector bank since the RBI announced norms in 2005 that any stake exceeding 5% in the private sector banks would need to be vetted by them. vehicle and personal loans. especially retail banking. In recent years critics have charged that the non-government owned banks are too aggressive in their loan recovery efforts in connection with housing.

The use of computers had led to introduction of online banking in India. In 1988. Reserve Bank of India. This provided use of standardized cheque forms and encoders. . Deputy Governor. Technology in all the banks in the metropolis in India.ADOPTION OF BANKING TECHNOLOGY The IT revolution had a great impact in the Indian banking system. The use of the modern innovation and computerization of the banking sector of India has increased many fold after the economic liberalization of 1991 as the country's banking sector has been exposed to the world's market. The major recommendations of this committee were introducing MICR. the RBI set up Committee on Computerization in Banks (1988). Number of branches of scheduled banks of India as of March 2005 The RBI in 1984 formed Committee on Mechanization in the Banking Industry (1984)[6] whose chairman was Dr C Rangarajan. The Indian banks were finding it difficult to compete with the international banks in terms of the customer service without the use of the information technology and computers.

It further stated that there should be National Clearing of inter-city cheques at Kolkata.headed by Dr. It also suggested modalities for implementing on-line banking. The committee submitted its reports in 1989 and computerization began form 1993 with the settlement between IBA and bank employees' association. It also focused on computerization of branches and increasing connectivity among branches through computers. C. Patna and Thiruvananthapuram. Guwahati. It also said that MICR clearing should be set up in all branches of all banks with more than 100 branches.EFT so as to increase efficiency. Number of ATMs of different Scheduled Commercial Banks Of India as on end March 2005. Committee on Technology Issues relating to Payments System.[ In 1994. . productivity and transparency in the transaction. internet and networking. Electronic banking refers to DOING BANKING by using technologies like computers. Reserve Bank of India. quick service.MICR. Rangarajan which emphasized that settlement operation must be computerized in the clearing houses of RBI in Bhubaneswar. Delhi. Chennai and MICR should be made Operational. Jaipur. Committee for proposing Legislation On Electronic Funds Transfer and other Electronic Payments (1995) emphasized on EFT system.R. Mumbai. Executive Director. It emphasized on Electronic Funds Transfer (EFT) system. with the BANKNET communications network as its carrier. Cheque Clearing and Securities Settlement in the Banking Industry (1994) was set up with chairman Shri WS Saraf.

BANK GROUP NATIONALISED BANKS STATE BANK OF INDIA OLD PRIVATE SECTOR BANKS NEW PRIVATE SECTOR BANKS FOREIGN BANKS NUMBER OF BRANCHES 33627 13661 4511 1685 242 ON SITE ATM 3205 1548 800 1883 218 OFF SITE ATM 1567 3672 441 3729 579 TOTAL ATM 4772 5220 1241 5612 797 USERS OF BANKING SERVICES . The New Private Sector Banks in India is having the largest numbers of ATMs which is fol off site ATM is highest for the SBI and its subsidiaries and then it is followed by New Private Banks. insurances to its clients. Nationalized banks and Foreign banks. While on site is highest for the Nationalized banks of India.642.Apart from the above mentioned innovations the banks have been selling the third party products like Mutual Funds. Total numbers of ATMs installed in India by various banks as on end March 2005 is 17.

Industrial Users: The industrialists. There are two types of customers using the services of banks. acquisitions etc. of their businesses are known as industrial users. mergers. they are found a few but large sized customers. entrepreneurs having an account in the bank and using credit facilities and other services for their numerous operations like establishments and expansion. Innovative efforts become essential the moment it finds a change in the level of expectations.The emerging trends in the level of expectation affect the formulation of marketing mix. Generally. . Generally. they are the users having small sized and less frequent transactions or availing very limited services of banks. such as general customers and the industrial customers General Users: Persons having an account in the bank and using the banking facilities at the terms and conditions fixed by a bank are known as general users of the banking services.

Indians have a conservative outlook towards credit except for housing and other necessities. During the last decade. However. services and agriculture. industry. India is one of the fastest growing economies in the world and is set to remain on that path for many years to come. This is expected to boost the corporate credit growth in the economy and provide opportunities to banks to lend to fulfill these requirements in the future. young customers . which is still in the growth phase. consumers have shown a higher willingness to take credit. particularly. New channel – Mobile banking is expected to become the second largest channel for banking after ATMs: New channels used to offer banking services will drive the growth of banking industry exponentially in the future by increasing productivity and acquiring new customers. This will be backed by the stellar growth in infrastructure. . banking through ATMs and internet has shown a tremendous growth. with an increase in disposable income and increased exposure to a range of products.THE GROWTH DRIVERS OF THE INDIAN BANKING INDUSTRY High growth of Indian Economy: The growth of the banking industry is closely linked with the growth of the overall economy. Rising per capital income: The rising per capita income will drive the growth of retail credit. Private Banks also have a much higher share of the more profitable mass affluent segment.

41% of the adult population doesn’t have bank accounts.After ATMs. All these initiatives of promoting rural banking are taken with the help of mobile banking. microfinance institutions. helps corporate in fulfilling their social responsibilities and on the other side it is fueling growth in other industries and so as a whole economy. using Information and Communication Technology (ICT) to spread general banking concepts to people in the under-banked areas. which indicates a large untapped market for banking players. Under the Financial Inclusion Program. on the one side. . Financial Inclusion Program: Currently. etc. mainly who live in rural areas. with the help of new 3G and smart phone technology (mobile usage has grown tremendously over the years). The IBA-FICCI-BCG report predicts that mobile banking would become the second largest channel of banking after ATMs. self help groups. Financial Inclusion. mobile banking is expected to give another push to this industry growth in a big way. This will help in acquiring new customers. in India.

The significant properties of the holistic concept of management and marketing has made bank marketing a device to establish a balance between the commercial and social considerations. The changing perception of bank marketing has made it a social process. . * It is a professionally tested skill to excel competition.CHALLENGES FACING BY BANKING INDUSTRY The bank marketing is than an approach to market the services profitability. * It is a fair way of making profits * It is an art to make possible performance-orientation. A collaboration of two words banks and marketing thus focuses our attention on the following: * Bank marketing is a managerial approach to survive in highly competitive market as well as reliable service delivery to target customers. It is a device to maintain commercial viability. often considered to the be opposite of each other.

CHAPTER – 2 ABOUT PANJAB NATIONAL BANK .

Among the inspired founders were Sardar Dayal Singh Majithia. Lala Lajpat Rai. Shri E. With a common missionary zeal they set about establishing a national bank. The Bank made steady progress right from its inception. Bakshi JaishiRam. The Lion of Punjab. was actively associated with Lala Lajpat Rai the management of the Bank in its formative years.LalaDholanDass.C. Shri Prabhu Dayal. Shri Kali Prosanna Roy. the first one with Indian capital — owned. It has shown resilience to tide over many a crisis. It withstood the crisis in banking industry of 1913 and the severe depression of the thirties. Jessawala. managed and operated by the Indians for the benefit of the Indians.INTRODUCTION OF THE PANJAB NATIONAL BANK PNB was founded in the year 1895 at Lahore (presently in Pakistan) as an off-shoot of the Swadeshi Movement. . Lala Lalchand. It survived the most critical period in its history — the Partition of 1947 — when it was uprooted from its major area of operations. It was the farsightedness of the management that the registered office of the Bank was shifted from Lahore to Delhi in June 1947 — even before the announcement of the Partition. Lala HarKishen Lal.

PNB was one amongst these. The Indo-Commercial Bank Limited. The Bharat Bank Limited. Shri Jawaharlal Lal Nehru. meet their needs. As a result. Removal of poverty and regional imbalances were accorded a high priority. It has been earnestly engaged in the task of national development. . PNB has always responded enthusiastically to the nation's needs. PNB has the privilege of maintaining accounts of the illustrious national leaders like Mahatma Gandhi. 1969 was a major step for the banking industry. banking was given a new direction and thrust. Shri Lal Bahadur Spastic. and work for their economic enlistment. Nationalization of the fourteen major banks on 19th July. Universal Bank of India. The Hindustan Commercial Bank Limited and The Nedungadi Bank were brought within its fold. the bank has emerged as a major nationalized bank.With the passage of time the Bank grew to strength spreading its wings from one corner of the country to another. and Shrimati Indira Gandhi besides the account of the famous Jalianwala Bagh Committee. In the process. The banks were expected to reach people in every nook and corner. The Bhagwan Dass Bank Limited. Some smaller banks like.

Lahore .HISTORY OF THE BANK PUNJAB NATIONAL BANK: FIRST OFFICE The first office of pnb at Ganpatrai Road.

1939 PNB acquired Bhagwan Dass Bank Limited. including PNB's head office. . 1904 PNB established branches in Karachi and Peshawar. 1988 PNB acquired Hindustan Commercial Bank Limited in a rescue. It was incorporated in 1913 and in 1965 had acquired selected assets and deposits of the Coimbatore National Bank. but continued to operate in Pakistan. with the result that its shareholders received no payment for their shares. the oldest private sector bank in Kerala. PNB also had branches in East Pakistan (Bangladesh). 2003PNB took over Nedungadi Bank (established the bank in 1899). 1993 PNB acquired New Bank of India. Kazakhstan.1895 PNB established in Lahore. 1960 PNB amalgamated Indo-Commercial Bank Limited (established in 1933) in a rescue. 1986 The Reserve Bank of India required PNB to transfer its London branch to State Bank of India after the branch was involved in a fraud scandal. 1965 After the Indo-Pak war the government of Pakistan seized all the offices in Pakistan of Indian banks. 1978 PNB opened a branch in London. which the Government of India had nationalized in 1980. 1963 The Government of Burma nationalized PNB's branch in Rangoon (Yangon). 1998PNB set up a representative office in Amity. At the time of the merger with PNB. 1969 The Government of India nationalized PNB and 13 other major banks on 19th July. which may have moved to Karachi. 1947 Partition of India and Pakistan at Independence. 1969. 1961 PNB acquired Universal Bank of India. PNB lost its premises in Lahore. Nedungadi Bank's shares had zero value.

Sardar Dayal Majithia Lala HarKishen Lal E.C.KAMATH MOHINDER PAUL PRADEEP KUMAR JASIR SINGH . Jessawala Bahadur Lala Rai Lalchand Kali Prosanna Roy Lala Prabhu Dayal Bakshi Jaishi Ram Lala Dholan Dass KEY EXECUTIVE : DESIGNATION CHAIRMAN & MANAGING DIRECTOR DIRECTOR(WORKMAN EMPLOYEE) SINGH DIRECTOR(OFFICER EMPLOYEE) NOMINEE NAME K.R.

Major among them are:  Ranked 21st amongst top 500 companies by the leading Ranked as 323rd biggest bank in the world by Bankers Earned 9th place among India's Most Trusted top 50 service Ranked 368 amongst the top 1000 banks in the world Golden Peacock Award for Excellence in Corporate FICCI's Rural Development Award for Excellence in Rural financial daily.2005 by Institute of Directors.  Governance .  brands in Economic Times. Economic Times. London.Awards Punjab National Bank has achieved many awards and distinctions. .C Nielson Survey.  Development .A.  Almanac (January 2006).2005.  according to "The Banker" London.

UNITS Punjab National Bank Branches Find the detailed list of all the major PNB Bank branches in India. Business. • • • • • • • • • • • PNB Bank Branches in Assam PNB Bank Branches in Andhra Pradesh PNB Bank Branches in Bihar PNB Bank Branches in Chandigarh PNB Bank Branches in Chhattisgarh PNB Bank Branches in Delhi PNB Bank Branches in Goa PNB Bank Branches in Gujarat PNB Bank Branches in Haryana PNB Bank Branches in Himachal Pradesh PNB Bank Branches in Jammu Kashmir . and contact information of all the well-renowned banks in Delhi and other cities of India.mapsofindia provides names.

• • • • • • • • • • • • • • • • PNB Bank Branches in Jharkhand PNB Bank Branches in Karnataka PNB Bank Branches in Kerala PNB Bank Branches in Madhya Pradesh PNB Bank Branches in Maharashtra PNB Bank Branches in Meghalaya PNB Bank Branches in Orissa PNB Bank Branches in Pondicherry PNB Bank Branches in Punjab PNB Bank Branches in Rajasthan PNB Bank Branches in Sikkim PNB Bank Branches in Tamilnadu PNB Bank Branches in Tripura PNB Bank Branches in Uttar Pradesh PNB Bank Branches in Uttaranchal PNB Bank Branches in West Bengal .

3 INTRODUCTION OF EMPLOYEE WELFARE FACILITY .CHAPTER .

accident and unemployment fortheworkersandtheirfamilies.DEFINATION: “Employee welfare is a comprehensive term including various services. The welfare measures need not be in monetary terms only but in any kind/forms. In short all the fringe benefits provided to the employees by an organization are called as employee benefits. Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. Employee welfare entails all those activities of employer which are directed towards providing the employees with certain facilities and services in additiontowagesorsalaries. . benefits and facilities offered to employees & by the employers. creation of industrial harmony through infrastructure for health. The very logic behind providing welfare schemes is to create efficient. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration. Employee welfare includes monitoring of working conditions. The purpose of providing such facilities is to make their work life better and also to raise their standard of living. Through such generous fringe benefits the employer makes life worth living for employees. industrial relations and insurance against disease. healthy.” All the benefits which are monetary or non monetary but not the part of direct salary are called as employee benefits. loyal and satisfied labor force for the organization.

library scheme. manage the various staff benefits – home leave. dependency allowance.INTRODUCTION The principal activities for the welfare. The Division is also responsible for job classifications and management of merit-based pay system in line with Bank’s policy of reinforcing pay for better performance. pension benefits. Benefits and Compliance Division are the development. The Bank's comprehensive benefits program includes health and life insurance coverage. These activities are detailed as follows:    Provide prompt. award facility and canteen facility etc. and benefits for employee education and retirement facility. rules and procedures for the benefit of employees of the Bank. administer the Bank’s policy for granting financial assistance to staff members through payroll advances – vehicle loan. recruit. installation and household equipment advance. motivate and retain highly qualified people. motivate and retain high performing quality staff. The division takes a lead in developing compensation packages and reward systems that enable the Bank to attract. income protection in the event of short and long-term disabilities. efficient and effective welfare and pay administration in accordance with applicable laws. home leave allowance. maternity leave. The Division takes leadership in identification and recommendation of competitive pay and rewards systems in line with the current trends in similar organizations. normal advance and special advance. implementation and maintenance of a competitive and benefits scheme and programs that will enable the Bank to attract. and .

teamwork.  develop and recommend rewards that recognizes.  staff benefits managed in the payroll such as pension contributions. official visitors. competencies and specifications. developing classification standards. etc.education facility. client orientation.in accordance with Bank policies. reinforce organizational values such as excellence. procedures and practices.  administer the Bank’s claim settlements for Group Life and Group Personal Accident for permanent staff.  develop and recommend other performance based reward and recognition systems geared at enhancing productivity and reinforcement of good organizational . . staff on consultants and short-term staff. evaluating jobs. recoveries.  prepare reports on all accidents and deaths to insurance the broker and follow up cases until beneficiaries are paid. and also motivate staff to achieve higher productivity. This involves classifying positions.  Undertake job evaluation and grading that ensures equity in the grading. etc. . rewards and enhances performance.

long live plan. MISSION To accomplish the government vision. VISION AND MISSION MOTTO Innovating for healthy facilities. Be an employee of choice. VISION Provide best value to the customer.MOTTO . safety. pnb has outlined a mission to be a world class all employees for welfare facility with focus on five keys areas namely – • Customer • Innovation • Employee satisfaction • Business • Social sector initiatives. . Promote the cause of family security.

19. 2000/.e.2000.per employee. A farewell party may be organized at the branch/office and bank may contribute @ Rs.2000 and in his honors a farewell is also organized at the office of his posting to which bank contributes Rs. The article og gift may be purchased to meet expenditure for arranging farewell party.DIFFERENT WELFARE SCHEMES OF THE BANK 1. A token gift of value of Rs..4. MEMENTO TO EMPLOYEES ON RETIREMENT : All the employees who retire upon attaining the age of superannuation after putting in 15 years of service are given a token gift of Rs. 1719 dated 26. 20/.4.f. . 5/. 2000/w.per employee to meet expenditure for arranging farewell party.is given to the retiring employee. The extant scheme for providing memento to the employees on retirement have been circulated vide PD Circular No.

The benefit of the Scholarship Scheme is available to all employees of the bank irrespective of the cadre. SCHOLARSHIP SCHEME : The Scheme provides that financial assistance to one talented child of subordinate staff for graduation/one talented child of award/officer staff by way of reimbursement for Graduation or Post Graduation in Medicine. Agriculture. The detailed guidelines in this regard have been circulated vide PD Circular No.a. and in respect of technical education. for one child of an employee.a. subject to the terms and conditions prescribed in the Scheme. Architecture.p. Engineering.2000. the amount has been restricted to Rs.p. The Scheme has been introduced from the academic session 1999-2000. Computer and Post Graduation in Management and Post Graduation Diploma of two years in the Management from any recognized University and/or from an Institution recognized by All India Council for Technical Education including Chartered Accountancy. 3500/. The financial assistance in respect of Graduation is subject to maximum limit of Rs.6. 2000/. 1731 dated 6.2. .

1.3.4. SCHEME FOR PAYMENT OF EX-GRATIA: In order to provide immediate financial assistance to the family of the employee who dies while in the service.000/Rs.000/Rs.e. 1. 1634 dated 22. The guidelines in this regard have been circulated vide PD Circular No.f. the Bank provides the following ex-gratia amounts w. 3.98:- S. 45. 24.8. 5000/.98 & 1635 dated 28. 2.8. .000/- There is also provision to make lump sum payment of Rs.to the family of the employee who dies while in the service of the Bank to meet the immediate expenses relating to funeral and other religious rituals.No. 15. Cadre Subordinate Cadre Clerical Cadre Officer Cadre Amount of Ex-gratia payable Rs.98.

per employee at the said office. 5/. The Scheme also provides that the honor is to be bestowed upon an employee in a simple function at the branch/office during which light refreshment is also to be served towards which the bank contributes Rs.12. 2000/-. the Bank has a Scheme to honor the employees on completion of 25 years of unblemished service by giving a memento in the form of an article like Wristwatches.95.2000. .94 and PD Circular No. 1763 dated 8. 1432 dated 28. Silver Salver or any other article of the employee’s choice of the value no exceeding Rs. 1512 dated 21.8. The extant guidelines in respect of the aforesaid Scheme have been circulated vide PD Circular No.6.4 SILVER JUBILE AWARD : In order to recognize the long service put in by the employees.

f. k. 50/per day per room. e. Agra Dalhousie Darjeeling Delhi Goa Jaipur Kanyakumari Mahabaleshwar Manali Mount Abu Mussoorie Nainital Ooty Panchmari . i. Presently the bank has holiday’s homes at the following centers: a. m. l. h. c. b.5 HOLIDAY HOMES : The Bank has holiday homes at various stations throughout the country to provide accommodation to the employee including retired employees and their family at reasonable charges of Rs. n. d. j. g.

3.96 and PD Circular No 1707 dated 9. 786 dated 2. PD Circular No. p. q.4.o. Rajgir Shimla Udaipur In terms of the Scheme an employee including a retired employee can request for allotment of a room at any of the3 aforesaid holiday homes for the period not less than 3 days and not more than 2 weeks. .84.2000. 1538 dated 8.8. restricting to one week during the months of April to July. The detailed guidelines have been circulated vide PD Circular No.

60/Rs. 125/Rs. 625/Rs. . The limits for purchase of books and economic and banking journals have been as under: Class of Branch Value of books per Calendar year Exceptionally/very large Large Medium Small Rs. 938 dated 15.6 LIBRARY FACILITIES AT THE BRANCHES/OFFICE: The Scheme provides for the library facilities at the branches/offices to enrich the functional knowledge and skill of the employees and also to enable the employees to prepare for examinations of CAIIB and internal promo motions. 90/Rs. 350/- Value of Journals per Half year i.51986. The guidelines of the Scheme have been circulated vide PD Circular No. 1250/Rs. to 30th June and 1st July to 31st December Rs.e. 1st Jan. 30/- The above limits of expenditure are in addition to the dailies and light journals as permitted by the Regional Manager. 950/Rs.

7 CANTEEN FACILITIES FOR THE STAFF :

Bank is providing the canteen facilities to the employees at all the offices of the Bank. In terms of the Scheme the Bank provides:-

Cash subsidy at the rate of Rs. 60/- per employee per month at the branches/offices situated at Metropolitan and Urban centers and Rs. 50/- per employee per month at the Offices/Branches situated at Semi-urban and Rural areas w.e.f. 1.8.1998.

Free electricity/kerosene oil/fuel expenses for running the canteen.

The guidelines pertaining to the scheme for providing canteen facilities at the Branches/Offices have been Circulated vide PDCL No. 1798 dated 28.8.98.

8

FACILITY OF PART TIME MEDICAL CONSULTANTS AT REGIONAL/ZONAL OFFICES:

Bank started the facility of part-time medical consultant at staff training college, Delhi in the year 1982 and with the passage of time its coverage has been extended to all Regional/Zonal Offices and some other administrative offices of the bank. The part-time medical consultants are also provided some medical equipment like ecg machine etc. and medicines for distribution to staff members and their families at bank’s clinics. At present the facilities of part-time medical consultants are available at the following stations/offices.
1. Head office building at Bhikhaiji Cama Place, Parliament Street and

Rajendra place, New Delhi.
2. Central staff college, Delhi. 3. RSC, Belapur. 4. All Zonal Headquarters (including Delhi). 5. At all Regional Headquarters (except at stations where Zonal

Headquarter are also situated).

9. SCHEME FOR ADJUSTMENT OF OUTSTANDING OF HOUSE BUILDING LOAN IN THE EVENT OF DEATH OF AN EMPLOYEE WHILE IN SERVICE :

The Scheme provides of adjustment of outstanding of house building loan taken by an employee in the event of his death while in the service of the bank to the extent of 50 per cent of the outstanding housing loan as on the date of death of the employee OR Rs. 2 Lacs whichever is less.

The above Scheme has been introduced on experimental basis to cover the death of the employee’s form 1.4.2000 to 31.3.2001.

10. in the shape of financial assistance to the family in the unfortunate event of the untimely death of a member. OBJECTIVES OF THE FUND: The objectives of the Fund are: a) To pay lump sum amount to the family in case of the unfortunate event of the premature death of any member officer during employment. 1. FUND: The Fund shall be known as “PUNJAB NATIONAL BANK OFFICERS’ CONTRIBUTORY BENEFIT FUND” (Hereinafter for brevity called “The Fund”). 2. To provide help and succor to the member officers who need financial assistance for medical treatment of Self/ Spouse/ Minor Children. or as reimbursement to the Member for expenses incurred for medical treatment of his/her self and family. b) . PNB OFFICERS’ CONTRIBUTORY BENEFIT FUND RULES & REGULATIONS The PNB Officers’ Contributory Benefit Fund has been created with contribution from member officers to provide help and succor to the Members and their family.

e. i. “Bank” means Punjab National Bank “Officers” mean all the Officers including specialist officers in service of the Bank. as follows. ‘Member” means an officer who agrees to become a member of the Fund. the wife/ husband and minor children less than 18 years of age. “Contribution” means payments made by the member officers to the Fund. . the following words and expressions shall have the meaning assigned to them.3. payable in January. ii. unless there is something repugnant in the subject of context: i. iv. v. “Year” shall mean a calendar year. as applicable as on the date of cause of action. DEFINITIONS: In these Rules and Regulations. viii. vi. National Bank Officers’ iii. vii. by paying the annual contribution for that year. Age of such children would be calculated. “Family” for which reimbursement may be allowed from the Fund would consist of the spouse. “Governing Body” means the body designated to formulate the norms to administer the Fund. “Fund” means Punjab Contributory Benefit Fund.

4. Officers joining the service of the Bank subsequently shall also be eligible to become members of the Fund provided the annual contribution to the Fund is deducted from their salary in January. d) The payment of the annual contribution to the Fund in January makes an officer a member of the Fund for that calendar year. would be Rs. e) An officer shall cease to be member of the Fund if he ceases to be in employment for any reason whatsoever or he does not make two successive contributions to the Fund. that is the date when this scheme comes into effect. and not to deduct the annual contribution to the Fund from his/her salary. MEMBERSHIP & CONTRIBUTION: a) All Officers of the Bank as on 01. their annual contribution to the Fund shall be deducted from their salary of January each year. However. would be deemed to be members of the Fund. f) . and beginning January 2006.01. c) The amount of membership to the Fund is to be credited by the Zones and Head Office Divisions. unless the officer furnishes a written request to exempt him/her from the membership of the Fund. he may renew his membership of the Fund. to be paid through the salary of January every year. This amount may be reviewed/revised by the Governing Body from time to time. b) The Annual Membership Contribution to the Fund.500/. within February 15th each year. directly into the designated CBS Account of the Fund. An officer who proceeds on sabbatical leave shall not be eligible to receive assistance under the Scheme during the period of his leave.(Rupees Five Hundred only) per member.2006. on resumption of duties.

For the ailments / diseases.000* ( Rupees One lakh only)would be extended to the family. In case of the spouse of the officer. Accidents interference. Head Office. ii) Financial Reimbursement from the Fund shall be available to the member officers towards reimbursement of expenses incurred for medical treatment of self. which are covered under hospitalization scheme provided in service rules applicable to the member officers. within a week of receipt of such request. c. a written request be submitted by the legal heir to the controlling office of the deceased officer. Such proposals may also be moved to HRD Division. spouse or minor children for the following diseases: a. involving surgical operations/ procedures/ b.00. by the controlling authority of the concerned Member. i) BENEFITS: In the unfortunate event of the death of a member officer. and proposal for reimbursement be moved to HRD Division Head Office. . to the debit of the suspense account. subject to the annual contribution to the Fund having been deducted from the salary of January of the concerned Officer. through the Zonal Office. through the Zonal Office. financial assistance for Rs. For assistance to be provided to member of family other than spouse. within a week.1. Any other surgical procedure required for replacement or removal of a vital/essential organ of the patient to save the patient’s life. this assistance would be immediately made available.5.

d.10. However. as applicable to the member officer. The quantum of relief from the Fund would be admissible as per the lowest out of the following stipulated conditions: 1.000* ( Rupees seventy five thousands only) per . Quantum of reimbursement from the Fund not to exceed the amount of reimbursement allowed under the Service Regulations and the Contributory Hospitalization Scheme. in cases involving Super Specialized Medical Assistance. only in cases where the amount not reimbursed owing to sub-ceilings in the Officers’ Service Regulation and the PNB Officers’ Hospitalization Contributory Scheme.The request for relief in aforesaid cases would be considered. The maximum quantum of assistance allowable to a member towards medical reimbursements for self and family members during a calendar year.50. as in the following cases of:      By Pass Heart Surgery Operations of Brain / Lung Cancer Operations Kidney / Liver / Bone Marrow Transplants Multiple Fractures ( where time taken for surgical operation is more than three hours) 2. is more than Rs. 4.75. 3. Financial assistance can be extended for up to 75% of the admissible amount left uncovered owing to subceilings after reimbursement received under the Officers Service Regulation and the Contributory Hospitalization Scheme.000 (Rupees Ten Thousands). would be Rs.000* per member. the maximum quantum of reimbursement shall be for up to Rs.

which would be reviewed by the Governing Body from time to time. d 4) as above.Employee. keeping in view the quantum of claims lodged and position of the Fund. depending upon the position of the Fund. during a calendar year. SETTLEMENT OF CLAIM: The eligibility for receiving assistance and quantum of the financial assistance to be extended by the Fund will be determined by the Governing Body after taking into account the eligibility under the norms for that particular purpose and the availability of funds. in cases other than death of members also. These amounts may be revised upwards / downwards. the Governing Body may consider extending an advance of up to 50% of the amount otherwise eligible for reimbursement from the Fund. ELIGIBILITY FOR RECEIVING ASSISTANCE FROM THE FUND: iii) . where the quantum of reimbursement sought is Rupees Seventy Five Thousands or more. For diseases covered under ‘Super Specialized’ medical treatment as defined at point no. This advance would be subject to the final settlement of the claim of the member from the Fund. through the controlling authority of the member. in deserving cases. may take a view regarding the settlement of claims of members. as specified under Point No. for self and family of a member. even within the calendar year in which cause of action has arisen for which claim is preferred. Application for receiving advance may be sent directly to the Governing Body. 5 ii. 7. ## The amounts mentioned with an (*) are tentative amounts. The Governing Body. 6 as under. 6.

while for reimbursement of hospitalization expenses it would be the date of last sanction of claim for reimbursement of Hospitalization Expenses preferred by the officer. Such sanctioning authority for officers in a Zone is the Zonal Office. under the signature of DGM/AGM of Zonal Office/ Chief of the Head Office Division. in the case of death of members. payment of only the current contribution to the Fund would be sufficient. within the time frame stipulated as under: . either under OSR / Hospitalization Contributory Scheme. It is clarified that ‘cause of action’ in the case of death would be the date of expiry of the officer.To receive assistance under the Fund. Head Office. and sent to the HRD Division. the employee should be an existing member of the Fund and should have made at least two contributions continuously preceding the cause of action. in a hard copy as well as a soft copy. However. and the concerned Division for officers working in Head Office Divisions. 8. Eligibility to receive assistance from the fund would depend upon the date of cause of action and not as per the date of application. GENERATION OF CLAIM WITH TIME FRAME IN CASE OF REIMBURSEMENT OF HOSPITALIZATION EXPENSES: Proposals seeking reimbursement from the Fund on behalf of the eligible member officers are to be directly sent by the office sanctioning the Hospitalization Claim of the concerned member officer. by the concerned Zonal Office / Head Office Division. Such claims are to be preferred in the designated format as per Annexure A as enclosed. as the case may be.

within the time frame specified as above. Exceptions may be made only in the case of death of a member. owing to the Funds pertaining to that particular year being depleted. HO Within 31st January of the succeeding year. .For ‘cause of action’ as arisen in a particular calendar year : List seeking reimbursement to be sent to HRD Divn. where subject to the fulfillment of the eligibility criterion. proposals for reimbursement from the scheme in such cases be sent as soon as the same has been settled under the provisions of OSR/Hospitalization Contributory Benefit Scheme for officers. even where ‘cause of action’ pertains to a previous year. Additionally. as cases reported later may have to be turned down. financial assistance may be extended to the family from the Fund. as per his/her eligibility under the scheme. Between 1st January and 31st December Manager Staff at the ZO / HO Division would be responsible for ensuring that all eligible claims are submitted to HRD Division Head Office. the hospitalization expenses incurred before the death of the officer. PROCEDURE FOR AVAILING BENEFIT: For officers who are members of the Fund and are eligible to receive benefits under the rules. would be considered in terms of the scheme. As such. without waiting for the proposal to be submitted after the end of the year. 7 and 8 above by the concerned Zonal Office/ Head Office Division. in case of officers who expire while in harness. proposals may be moved with regard to the ‘cause of action’ and time frame as specified above at point no. 9. to the HRD Division Head Office in the enclosed Performa at Annexure A.

Any officer who voluntarily ceases to be a member of the Fund shall not be eligible to rejoin the fund except with the prior written permission of the Governing Body. Head Office. MEMBER OFFICERS TO BE BOUND BY THE RULES: Every member officer eligible to participate in the Fund and to receive benefits from the Fund. under the signature of the DGM/AGM at Zonal Office / Chief Manager of the Head Office Division. Contribution to the Fund once received from an officer shall not be refunded under any circumstances. shall be final. by the rules and regulations related to the Fund. 10. shall be bound in all matters relating thereto. in force from time to time. in a meeting held for the purpose or by circulation amongst the members and take a view on the benefits claimed by the member employee. . Head Office. need not be sent. shall process and put up the claims of the members before the Governing Body of the Fund for consideration. on an annual basis. The Performa may be sent to the HRD Division.Reimbursement claims may only be sent in the prescribed Performa. Copies or originals of hospitalization claim document/sanction letter of the authority/bills of medicines etc. Decision of the Governing Body in respect of all the applications received from the member employees seeking financial assistance/ relief regarding eligibility and quantum of assistance from the Fund. The Governing Body may consider the applications received. The Convener at HRD Division.

who shall be the Convener of the Governing Body. in case the annual contribution to the fund is not paid for the succeeding three years of receiving such reimbursement from the fund. excepting in case of death/superannuation. For meetings where Policy Matters relating to the Fund are to be discussed / formulated. MANAGEMENT & DISSOLUTION OF THE FUND: a. including the Association Representative. c. 11. . This clause is applicable for each reimbursement received from the fund. Quorum for the meeting shall be formed by any two designated member at point no. The Governing Body may authorize some other member to act as convener in absence of CHIEF-HRD. it would be mandatory to co-opt General Manager b. 12 a) as above. apart from the members mentioned at point 12 a) above. irrespective of amount & purpose.In case of a member who has received reimbursement from the fund. The Fund shall be operated jointly by any two authorized signatories. 12. The administrative business of the Fund shall be carried out by a Governing Body consisting of an officer representative as nominated by the General Secretary of the Majority Officers Association. DGM / AGM of HRD Divn and CHIEF-HRD at Head Office. These Authorized Signatories may be decided by the Governing Body of the Fund. the amount reimbursed from the fund would be recovered from the member. New Delhi or with any other branch of Punjab National Bank or any subsidiary of Punjab National Bank operating in the State of Delhi. BANK ACCOUNT OF THE FUND The contribution received from the members shall be kept in a Designated CBS sweep account with BO: Bhikaji Cama Place.

e. which it feels. is suitable and appropriate. The Governing Body may at any time dissolve the Fund and dispose of the accumulated Funds in any manner. The Governing Body shall have the authority to make or amend the existing rules for proper administration of the Fund and for allowing the benefits to the member employees in terms of the objects of the Fund.HRD at Head Office and the General Secretary of the majority Officers’ Association for such a meeting. d. .

1.f.50 per annum per employee.2. The scope of coverage and the sum insured in terms of the said policy is as under: The scheme has been circulated vide HRD Circular No. Death due to accident Rs. S. Scope of cover Sum Insured 1.11.1.2.11.000/2.1. Self Financed Group Insurance Scheme for Award Staff: The Bank has taken group personal accident insurance policy on behalf of the member employee from National Insurance Company Ltd.2001 to cover the death due to an accident or permanent total disablement due to accident etc. against the premium of Rs.1 dated 5. For the period of one year w.000/accident .2001.No.10. Permanent total disablement due to Rs.e.

000/. 01. 3.000/.50 per annum. 4.e. 1.000/50% limb Loss of two limbs or Rs.45. . SELF INANCED INSURANCE SCHEME FOR OFFICE The Bank has taken group personal accidence insurance policy on behalf of the member Officer employees from M/S National Insurance Co.07.f. Scope of Cover Sum Insured Percentage(%) benefits Death due to accident Rs.100% one eye and one limb or two eyes For carriage of dead Rs.1000/2% body of the insured person to the place of residence The detailed scheme has been circulated vide HRD Division Circular No. The premium to be deducted from the salary of the Officer is Rs.40. 2.000/.11.1. The scope of coverage and the sum insured in terms of the said policy is as under: S.No.1.1.100% disablement due to accident Loss of one eye or one Rs.2001 which also includes payment of compensation in some of the cases in partial disability.70.100% Permanent total Rs.07.1735 dated 09. Limited for the period of one year w.2001 to cover the death due to an accident or permanent total disablement due to accident etc. 5.45.

06. • All members off staff expect those working in the system review section scheme.10000/. .10. 21/98 dt.8.98.depending upon the value of the suggestion to the bank. the employee would be suitably awarded the amount of award ranging from Rs.2003. • The cash prize under the scheme has been revised vide I &C Division circular no. 18/2003 dt. of i&c Division may give suggestion on the improvement/simplification of system and procedure under the • If the suggestion of the employee is accepted for implement in the bank. 11. Ho for examination.12. EMPLOYEE SUGGESTION SCHEME The employee’ suggestion scheme was formulated with a view to encourage member of staff to offer suggestion for improving the system and procedure of the bank or services to the clientele and its salient feature were reiterated though inspection & control division circular no. • The employee may send their suggestion to Inspection & Control Division.

4/2003 dt. MCBs.01. 2. 2nd. LCBs. All permanent employees who remained posted at the winning branches for more than 6 months and incumbents in charge who have worked for more than 3 months and also at the close of half year are eligible for the prize. Internal auditors who have been posted at such branches for at least 6 months are also eligible for the prize. only those branches which have achieved the annual targets of retail lending and reducing in the level of NPAs Will be eligible. 1.00 crore) as at the close of preceding year can participate for the award except those opened during the current year or the preceding year. BEST BRANCH AWARD SCHEME : This scheme was introduced in 1975 and the has been circulated through Retail modified scheme Banking Division .00 crore) and urban/metro branches (having total working of not less than Rs. The scheme provides for the award of prizes in kind to all member of staff of those branches which rank 1st. All profit making rural/semi-urban branches (having total working of not less than Rs. are excluded from the scheme. Signature branches etc.& 3rd in their respected .. Specialized branches like international banking branches.13.2003. The scheme is divided in to two parts . 29.Ruler/Metro categories at Regional and All India level.Deposit No.

Selection of 1st. 2nd and 3rd branches at Regional/zonal/HO level under rural/semi urban and urban/metro categories will be done as per laid down procedures by the committees NPAs has been introduced and circulated through Protested Advances Division Circular no.Regional or at all India level. . The reducing in existing NPAs as should be the net reducing at the end of the year and it should be minimum 25% during the year of the evaluation without considering the NPAs account/amount transferring to the branches. BEST PERFORMANCE AWARD IN MANAGEMENT OF NPAs: The scheme to motivate the entire work force for recovery of 10.2001. 14. 6/2001 dt. Branches which are minimum 4 year old and have minimum credit portfolio of Rs 1. Further.5 crore (average on weekly basis) in Rural/semi urban areas and Rs. Chairman's Silver Shield will be branches standing first on all India bases in both the categories. 4.0 crore (average on weekly basis) in urban/metro areas can participate for consideration of award under this scheme.5.

adjudged at all India level and list of all winning branches will be published in the staff journal with adequate coverage. Two branches each for 1st. during the evaluation period for receiving the prize. conveyance (general) and stationary locally purchased. A staff member should have a minimum of 6 months stay in the winning branch. The 1st and 2nd prize will be given in kind to all employee of the branches selected at each level by the comities constituted for this purpose in terms of specified value of prize detail of which are given in the circular. The group photographs oh the winning branches (including consolation prize). . 2nd. There are other additional incentives for the branches adjusted as 1st and 2nd at Regional level like enhanced power of sumptuary of the incumbent in charge.constituted for this purpose at each level. In the same manner 3rd best branches will be selected for consolation prize in the form of commendation certificate at regional and zonal/level. out of RULAR/SEMI URBAN branches and urban/metro branches will be selected for the award at Regional/zonal/HO level respectably by the committees.

there are two tiers namely Chairman’s Club and Zonal Manager's Club.2003.11. Amendment in the scheme have been circulated vide HRD Division no 145 dt 13.2003 & 170 dt. & 3rd position under best signature branch award scheme at All India level will be given membership of chairman's club. EI.Bs/VLBs will be inducted to chairman club. The performance of each of the selected officers will be appreciated through . & 3rd at all India level under special category of EI. 15 dt. 3.Bs adjudged 1st. 2nd. the modified scheme for the two year 2002-2003 and 2003-2004 has been circulated vide HRD Division cir No. Under the modified scheme. Incumbents in charge of branches which secure 1st.15. Bs/VI.5.76 dated 9. Scheme for membership of chairman club : This scheme has been introduced from the new beginning from 1st April 2001 through HRD Division circular no.2001.5.05. also incumbents in charge of signature branches securing 1st. 2nd 3rd position under best branches award scheme. 2nd.2002. 01.

.400/-PM Rs. Scale 1st 2nd & 3rd 4TH & 5TH ceiling Rs. 3000/. Each one year tenure in charge inducted to chairman's club will be given a maroon colored blazer with specially designed insignia up to the cost of Rs. magazines have been clubbed and the ceiling in respect of officers in different scale/grade would be as under.250/-PM Rs.. The amount is reimbursable on certificate basis as per specimen appended.600/-PM . The officers need not to produce the relative bills. 16. officer who become members of the chairman's club and/or zonal managers club for 3 year in succession will be given and additional prize of Rs 5000/.a certificate signed by the chairman and managing director for members of Chairman’s Club and by Zonal Manager for the Zonal Managers Club. FACILITY NEWSPAPERS TO OFFICERS AT THEIR RESIDENCE The Reimbursement ceiling in respect of newspaper.

. every employee whether of subordinate. not be given in cash. The award however.of some prominent store with a wide range of choice gift items. The choice may leave to the employee.or in the vouchers worth Rs 2500/.17. clerical or supervising cadre will be given silver jubilee award on completion of 25 years of unblemished services? The award may be in the form of a gold coin of an intrinsic value of Rs 2500/. Silver jubilee award of pnb: In lieu presenting a token gift at the time of retirement.

c) Altitude of 1000Mmetres and above But less than 1500 Meters NOTE: .m.p. b) Altitude of 1500 Meters and above but less than 3000 Meters 2.p.m.m.0% of Pay max.0% of Pay Max. 2.1150/.p. Rs. Rs.500/. 400/. Rs. HILL & FUEL FACILITY a) Altitude of 3000 Meters and above 5.5% of Pay max.18.

will be paid Hill & Fuel Allowance at the rate applicable to centers with altitude of 1000 meters and above. Manager in term of existing bank guidelines.000/42.Officers posted at places with altitude of 750 meters and above but less than 1000 meters which cannot be reached without crossing an altitude of 1000 meters or more. FURNITURE & FIXTURES The facility of residential furniture is allowed to all officers in scale-2 and above officers in scale-1 designated as dy. 19.000/- .000/25.000/54. Scale-1 Scale-2 Scale-3 Other officer 30.

Sick Leave: 15 days in a year (on full Pay) without any ceiling . There should be provision for availing the same on the basis of hours. TYPES OF LEAVE The existing system of maintaining separate leave account should be done away with.20. The entire leave available to an officer should be credited to one leave account every year on the following basis: 1. 3. full-day and longer periods as is the practice in several corporate. Privilege leave: one month in a year. LEAVE RULES The existing Leave Rules should be reviewed and comprehensively rationalized. The Officers should be free to avail the leave as per their requirement. 2. Casual Leave: 15 days in a year. half-day.

1986 and revised through HRDD Circular no. 2nd & 3rd position on all India basis are considered for each award. The intermediate holidays and weekly-off should not be counted as leave. The Officer should have the opportunity of enchasing the balance available in the consolidated leave account once in a year to the extent of 50% of the leave available in his account at the beginning of the subsequent year. The Officer should be eligible to avail the leave on the basis of his requirement. Restricted Holidays: 6 days in a year for festivals not declared as holidays under the Negotiable Instruments Act.7. 948 dt.4. Further. Likewise. Employee in clerical eider who appear in the exam for promotion to officer in JMG Scale-1 under selectivity channel and qualify securing 1st. The leave so calculated should be credited to the leave account of the Officer on a consolidated basis. 181 dt. 21. 17. 2nd and 3rd position and management trainees who take confirmation test for the time and secure 1st.11.2003. 28. . an officer should be permitted to encase the entire leave at his credit at the time of retirement and no ceiling should be imposed for accumulation of leave. CASH AWARD TO PROMOTEE OFFICERS MANAGEMENT TRAINEES AND PROMOTEE CLERKS: This scheme has been in operation from the year 1986 through PD Circular no. promotee clerk (separately under matriculate/non-matriculate categories) who secure 1st & 2nd position on all India basis will be eligible for the award under the scheme.

1000/.further. similarly. Following are the details of the awards: a) Promotee officers/management Trainees: Position First Second Third = = = Amount of award Rs. only the higher of each award shall be paid.matriculate employee) Position First = Amount of award Rs. 1000/- . promotee officers who secure first position in each zone will be given each award of Rs. selection of promotee clerk for the award will be on the basis of aggregate marks in the written test and interview. qualification and service relating to the selectivity track of promotion from clerical to officer cadre. Besides the above. the matriculate and nonmatriculate sub staff employee approved to clerical cadre and secure 1st position in each zone will also be given zone and secure 1st/2nd/3rdb (as the ease may be for employee promotee officer and clerk) on all India basis. 2000/Rs. 1500/Rs.1000/- b) Promotee clerks (separately for matriculate/non.The selection of the candidate for the award to promote officers is done on the basis of the aggregate marks obtained in written test.

guidelines and circulated through PD Circular no.6. 50000/-.2002.12. AWARD FOR APPREHENDING DACOITS/RPBBERS: The scheme was introduced in terms of govt.00 lace as specified in the as per the cadre and scale of the employee. 1. In case of death of an employee as a result of or during bank robbery and attack by terrorist during as well as after office hours in any part of the country: - the family of the deceased will be given compensation by the bank ranging from Rs. 5. customers/ members of public who actively resist robbers and terrorist attacks may also be considered for each reward. . 750/- 22. In addition to bank employee.00 lace to Rs. The modified guidelines have been circulated through HRD Division circular no. 950 dt 320.Second = Rs. All those employee who resist/apprehend dacoits/robbers and resist terrorist attaches are eligible for cash award not exceeding Rs.1986. 115 dt 13.

The retired employee can avail of the facility of holiday homes at a reasonable charge of Rs. otherwise the interest part of loan may be waived. 50/. if any. The case.4. to the family members in case compassionate employee is given. .4.per day per room for the period not less than 3 days and not exceeding one week on one occasion.Transfer of the loans for housing etc. 23. FACILITY OF HOLIDAY EMPLOYEES: HOME TO RETIRED The facility of holiday homes to retired employee has been extended w.- The bank will look after educational expenses of the children of the deceased up to and inclusive of graduation. HRDD.f.96 and circulated vides PD Circulated no. if any may be forwarded to the Chief-HR. 1538 dt. 1. all hospitalization expenses will be born by the bank and the employee may be given special leave for the treatment period.e. The entire retired employee (workman as well as officers) of the bank are entitled to the facility of holiday home. . and HO: New Delhi soon after the incident with recommendation of the Zonal Manager along with the details of the incident and relevant documents. This facility will not be available to the retired employee during the months from April to July.96. In case of injury.8. The list of bank’s holiday homes at different centers and any addition/deletion to that along with change in the address thereof are circulated from time to time.

. The list of holiday homes established at various centers is given under the facility of holiday homes.72003. 20. 1629 dt. The retired employee desirous to have identity darts should refute the branch/office from where they retired along with photograph and other relevant information which will be forwarded to the regional office. 18.1998 and HRD Division circular no. If the room is available. 1131 dt 13.Retired employee can reserve the accommodation homes by applying al least 2 months in advance along with a demand draft for the amount of their full period of proposed stay to the concerned Zonal Managers after proper verification. 24. The regional office will prepare the identity card and send the same to the branch.07. the same shall be booked with a confirmation to 6the applicant or else the demand draft shall be returned by the Zonal Office. ISSUANCE OF IDENTITY CARDS TO RETIRED EMPLOYEES: The decision to issue identity cards to retired employee of the bank was circulated through PD Circular no. At the branch the applicant will sign the identity card in presence of the Branch manager and receive the same.02. 153 dt.89 and the current guidelines have been circulated vide pd Circular no.

10/. Identity cards have to be issued to all the retired employee as and when request are made as per the procedure.4 .On loss of identity card. duplicate can be issued on a token payment of Rs. CHAPTER .and the cost of the photograph will also bee borne by the retired employee.

. • A procedure for conducting a particular study. • A research design specifies the method. (B) RESEARCH PROBLEM • It is the systematic search in effort to gain knowledge.RESEACH METHOLOGY (A) RESEARCH DESIGN It is the conceptual structure within which research should be conducted.

• • The sample consists of data collected from pnb HRD department. . • Thus a systematic procedure of investing in any field of enquiry. SAMPLING (a) SAMPLE DESIGN • The researchers adopt sampling survey technique. 2.• It is discovery of known to unknown. The sample was chosen on a simple random sampling technique. • Sample survey has been adopted.

The sample size consists of 42 respondents. • 3.(b) SAMPLE SIZE • The organization consists of several different departments each having its own operation. . DATA COLLECTION METHODS During survey for collection of data following methods are used: a. PRIMARY DATA: Primary data are those which are gathered specially for the project by the researcher through questionnaire & personal interaction . primary data is collected by administering the questionnaire & personal interaction. All these departments are interdependent and thus they are striving together to achieve the organizational goals and objectives.

2. .   To find motivational aspect of officers. books. profile and manuals. SECONDARY DATA It has been collected through intranet. company’s history. company files & websites. To know about the satisfaction level of officers by their welfare facility. This is the data which has been collected by someone else and was already available for study. OBJECTIVE OF THE STUDY  to make a study of welfare facility provided by PNB to their officers.

efficient and effective welfare facility and pay in accordance with applicable laws. and education facility. . dependency facilility. SIGNIFICANCE OF THE STUDY  Provide prompt.  manage the various staff benefits – home leave. To know the schemes of officer association organization. rules and procedures for the benefit of employees of the Bank. etc. maternity leave.  To suggest measure for further improvement.  administer the Bank’s policy for granting financial assistance to staff members through payroll advances . home leave allowance.

transfers. Sample size: Due to time constraints the sample size was relatively small. however due care is taken to include all the relevant information which is important. teamwork. client orientation. and also motivate staff to achieve higher productivity. 2. rewards and enhances performance. reinforce organizational values such as excellence.  coordinate the database for employees’ salaries and staff benefits managed in the payroll such as pension contributions. relevant deductions or recoveries. develop and recommend rewards that recognizes. this may be insufficient to give the exact picture of the scope of welfare scheme. leave salary payments. etc.  prepare reports on all accidents and deaths to insurance the broker and follow up cases until beneficiaries are paid. . Time constraints: The stipulated time for the project to be completed is less and thus there are chances that some information might have been left out. LIMITATIONS OF THE STUDY Following are the several limitations which handicapped the research. 1.

Public interest: People were not much interested in filling questionnaire. the tool used for collecting the data is questionnaire. On the other hand. Accuracy: The research is based on the data collected by primary and secondary data collection methods and the researcher is not liable for any wrong interpretation and conclusion due to the incorrect filing of the questionnaire by the respondents. collection of the data were very difficult. 5.3. the study had to be carried out based on the availability of respondents. 4. So it limits the study and its finding to primary and secondary data. Therefore. Confidential information: There are certain types of information which are very confidential and hence trainee in not allowed to access them. the collected data has been analyzed and the technique used for graphical representation is either pie chart or bar graph. So it was difficult to find respondents as they were busy in their schedule. . ANALITICAL TOOLS AND TECHNIQUES Tools and techniques mean the methods and ways that how the data for the research are collected and analyzed in order to fulfill the objectives of the research work. In this project work.

CHAPTER .5 .

Are you aware of the EMPLOYEE WELFARE SCHEMES OF THE BANK? .DATA ANALYSIS AND INTERPRETATION Data analysis 1.

2.RESPONDEDD EMPLOYEE = 60 (100%) = 42 = 18 (70%) (30%) Out of the whole sample surveyed for the purpose of the study was found as shown in graph to that 70% employee were aware about welfare schemes bank. What is your opinion towards the following welfare facilities? (i) Medical scheme (iii) Award scheme (v) Self finance scheme (ii) Retirement scheme (iv) Holiday home (vi) Relief fund scheme .100 90 80 70 60 50 40 30 20 10 0 Ye s No 70 30 TOTAL EMPLOEE RESPONDENT EMPLOYEE NON.

Satisfy. of Employee 40 30 20 10 0 S atisfy Ex. S atisfy Neutral Dissatisfy Ex. If yes what is the impact of these facilities on your performance ? (1) Increase productivity (2) Increased moral & motivation (3) Reduction in stress (5) Any others (4) Healthy relation with organization .70 60 50 No.4% neutral . 3. dissatisfy in the bank. 6% dissatisfy and 2% ex.dissatisfy 49 9 4 6 2 Out of the whole sample surveyed for the purpose of the study was found as shown in graph to that 49% employee were satisfy and 9% ex.

4.13% neutral .70 60 50 No.dissatisfy 27 16 13 9 5 Out of the whole sample surveyed for the purpose of the study was found as shown in graph to that 24 % employee were satisfy and 19% ex. 9% dissatisfy and 5% ex. Are you satisfied with long service award facility provided by pnb? (a) Satisfaction (c) Neutral (e)Ex. of Employee 40 30 20 10 0 S atisfy Ex. Satisfy. satisfaction (d) Dissatisfaction . S atisfy Neutral Dissatisfy Ex. dissatisfaction (b) Ex. dissatisfy in the bank.

Satisfy. Analysis of the study .70 60 50 No.8% neutral . 4% dissatisfy and 6% ex. dissatisfy in the bank. S atisfy Neutral Dissatisfy Ex. of Employee 40 30 20 10 0 S atisfy Ex.dissatisfy 33 19 8 4 6 Out of the whole sample surveyed for the purpose of the study was found as shown in graph to that 19 % employee were satisfy and 33% ex.

dissatisfy 33 19 8 4 6 Finally we get the analysis of the data:Satisfaction level Ex. of Employee 40 30 20 10 0 S atisfy Ex.70 60 50 No. Dissatisfaction level = = = = = 33% 19% 8% 4% 6% . Satisfaction level neutral level Dissatisfaction level Ex. S atisfy Neutral Dissatisfy Ex.

CHAPTER - 6 RECOMMENDATION AND CONCLUSION

RECOMMENDATION
At the end of this project I would like to give the following welfare facility:  Long services award facility should be increase for more motivate the officers.  Essential employee relief fund scheme should be increase.
 Medical, relief fund, home loan, retired facility and other should

be increase for the family.
 Increase the customer base especially for the customer who is

illiterate.  PNB should try to provide proper knowledge regarding their welfare scheme.

CONCLUSION
Human resources plays an important role in PANJAB NATIONAL BANK . employee welfare facilities are concern to this department, if the employee happy with welfare facilities then only the productivity of that organization can be increased. Based on the study of employee welfare facilities in PANJAB NATIONAL BANK. It is clear that the organization is very keen in the promoting all the welfare facilities provided by PANJAB NATIONAL BANK.

QUISTIONNAIRE AND BIBLIOGRAPHY .

satisfaction (d) Dissatisfaction . Are you aware of the EMPLOYEES WELFARE FACILITIES of PNB? (a) Yes (b) no 2. What is your opinion towards the following welfare facilities? (i) Medical scheme (ii) Retirement scheme (iii) Award scheme (iv) Holiday home (v) Self finance scheme (vi) Relief fund scheme (a) Satisfaction (c) Neutral (b) Ex. Bank’s name………………………………………….QUESTIONNAIRE Name……………………………………… Designation………………………………… Age………………………………………….. 1.

If yes what is the impact of these facilities on your performance (1) Increase productivity (2) increased moral & motivation (3) Reduction in stress (4) Healthy relation with organization (5) Any others 6.(e)Ex. If no what are the reason behind it? …………………………………………………………………… …………………………………………………………………… …………………………………………………………………… 7. Do you feel that these facilities affect your job performance? (a) Yes (b) no 5. Do you think the present facilities requires some change (a)Yes (b) no . dissatisfaction 3. Are you satisfied with the present welfare facilities provided by the bank? (a) Yes (b) no 4.

8. Have you ever claimed for any welfare facility? (a) Yes (b) no 13. Do you have to face any hurdles while availing these facilities? (a) Yes (b) no 9. (d)…………………. (a) Yes (b) no 11. Do you get opportunity to express your opinions & view within? The organization. Do you feel that organization provide these facilities as on When the need arises? (a) Yes (b) no 10. Does the plan need some changes? . Which facilities are included under EMPLOYEES WELFARE FACILITIES? (a)………………………… (b)…………………… (c)…………………. 12..

. . Suggestiomn If any? …………………………………………………………………………… …………………………………………………………………………… …………………………………………………………………………… …………………………………………………………………………… …………………………………………………………………………… ………………….a) Yes (b) no 14. satisfaction (d) Dissatisfaction 15. dissatisfaction (b) Ex. Are you satisfied with long service award facility provided by pnb? (a) Satisfaction (c) Neutral (e)Ex.

net.com .officerassociation.com  www.in  www.co.wikepedia.com  www.pnb.pnbnet.com  www.com  www.aieob.BIBLIOGRAPHY  www.bankbazar.in  www.google.

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