TAMILNAD MERCANTILE BANK LTD.

STAFF TRAINING COLLEGE, NAGERCOIL.

ROLES AND RESPONSIBILITIES OF OUR BANK’S HRD DEPARTMENT…!

Human Resource Development (HRD) Department is the frame work of an

Organization or an Institution that facilitates the most effective use of people to
achieve Organizational and Individual Goals”. The focus of all aspects of Human
Resource Development is on developing the most superior workforce so that the
organization and individual employees can accomplish their work goals in service to
customers.

Organizations have many opportunities for human resources or employee development,

both within and outside of the workplace.

1. Employee Training.
2. Employee Career Development.
3. Performance Management.
4. Development.
5. Coaching.
6. Mentoring.
7. Succession Planning.
8. Key Employee Identification.
9. Training Assistance;
10. Organization Development.

Human Resource Development can be formal such as in classroom training, a college

course, or an organizational planned change effort.

These are the options that you have for developing your employees. Formal training can
add value in your work place.

Or, Human Resource Development can be informal as in employee coaching by a

manager or internal training and development classes taught by internal staff or a
consultant. Mentoring by more experienced employees is also recommended for
employee development.
 It is especially useful as employees become more senior within your organization.
Traditionally, executive leaders and senior managers are resistant to training classes
and conference educational sessions.

Healthy organizations believe in Human Resource Development and cover all of these
bases. One option that is recommended, in preference to many other ways in which
organizations develop employees, is to provide internal training either with internal staff
or a paid facilitator or consultant. There are advantages to internal employee
development.

Objectives and Functions of Human Resource Management:

“HRM is the function performed in an Organization that facilitates the most effective
use of people to achieve Organizational and Individual Goals”.

for helping the Employees to develop their Personal and Organizational Skills, Knowledge and
Abilities. HRM is the function performed in an Organization

Job Description of an HR / Personnel Officer in Banks:

1. Recruitment.
2. Selection.
3. Training and Development.
4. Evaluation.
5. Database Maintenance.

The Human Resource department is responsible for finding such talented manpower
and placing them in right jobs in the banks. The HR management needs to think both
about the quantity and quality requirement in the banking sector and deal with the
shortage in the skilled manpower supply in the Sector efficiently.

Identifying Seven Major Functions of Human Resources:

 Strategic Management.
 Workforce Planning and Employment (Recruitment and Selection) ...
 Human Resource Development (Training & Development) ...
 Total Rewards (Compensation & Benefits).
 Policy Formulation.
 Employee and Labor Relations.
 Risk Management.

Why Human Resource Management is important for banks?

Efficient and skilled manpower can manage the financial risks that the banks need to
take on regular basis. The Human Resource department is responsible for finding such
talented manpower and placing them in right positions in the banks.

For banking, the importance of human resource management has grown manifold
because the nature of banking industry, which is mainly service based.
The management of people in the organization along with handling the financial and
economic risks at the wider level is the most potent challenges in front of the banking
industry in any given time frame. Efficient and skilled manpower in the sector can only
manage the financial risks that the banks need to take on regular basis. The Human
Resource department is responsible for finding such talented manpower and placing
them in right jobs in the banks.

Apart from the risks in the banking sector, the people handling the day to day affairs in
the banks need to keep the customer satisfaction in mind. The people working at the
front office become the face of the bank and thus it is the responsibility of the HR to
make sure there are eligible people working up front. They need to make sure that the
candidates selected in the banks go through necessary training before they begin their
work, so that they are aware of the nuances of the core banking industry and customer
relationship, better. The HR management needs to think both about the quantity and
quality requirement in the banking sector and deal with the shortage in the skilled
manpower supply in the sector efficiently.

 An ahead for recruitment:

The ever changing banking industry, with a steady growth in the past decade, has
resulted in many vacancies and overall growth in the sector. The number of branches of
Public sector has risen significantly and accordingly the requirement for skilled
manpower has grown as well. The HR management team is responsible in any
particular banks to analyze future requirements of their organization and steadily
calibrate recruitment process.

 Maintaining a balance of experience and youth in the workforce:

The changing scenario of the banking sector with emergence of online banking and
core banking services, there is a need to incorporate youth energy and exuberance in
work. But, there should be a fine balance between the youth energy and experienced
 professional, to make it a successful and fruitful combination, just like in any other
sector. Hence, the HR management is responsible for maintaining this balance and
undergo some cultural and management adjustments to fit in the people working.

 Training of the manpower:

The technology along with the method of working in banking sector is changing rapidly.
Not only the machines, but approaches to various schemes, policies and banking
facilities are changing with time. The new recruit and the older ones as well, need to
undergo necessary training to grasp the same from time to time. The human resource
management makes sure that the people working in the banking organization are not
suffering from any such discrepancy. Empowering the employees with training and
measuring their performance afterwards, is what the human resource department needs
to look after.
 Performance management and talent spotting: The HR management remains
responsible for measuring the overall performances of the employees working in
different departments. They focus more on the people who are lacking the spirit of
working in the organization and try to help them improve their performance for the
betterment of the bank. To give importance to the hard-work and dedication of
employees, the HR department provides the adequate praise and promotion to them.
 Keeping a tab on the personal requirements of the employee: The employee in any
organization seeks for his/her value in the company. They tend to work even harder
once they feel they are an important source for the company and the company thinks for
them in return. Providing pay perks for good works, keeping some personal information
and wishing them at occasions, allowing leave and keeping a tab on the promotional
and transfer requirements are some of the things that the HR department needs to look
into.
 Keeping a tab on retirements and resignations: Talent retention is also the responsibility
of HR department. The HR team is also responsible to make arrangements to stop the
resignations that the employees are giving to a particular organization. They need to
assess and analyze the reasons behind the decision of leaving the organization by the
employees and work upon it to better the situation. The HR team also needs to have a
record of the retirements planned in few years and make sure that they have
recruitment notifications ready to fill the vacant shoes.

The banking sector is a wide financial and economical industry, which depends majorly
on the workforce. Thus managing and maintaining this workforce becomes the priority
for the HR department in the banks. It is also important for the HR management team to
have a look at the present and possible future requirements of the banks and work
accordingly with the same.
 HR Executives:

The Human Resources Executive manages and directs all human resources (HR)
tasks for an organization or company. ..... Additional HR Executive responsibilities
include directing and overseeing the hiring, training, and dismissal processes and
administering and monitoring benefit programs.

Core functions of the HR:

Core functions of the HR department commonly include employee recruitment,

scheduling, payroll, benefits administration, internal relations, employee training,
compliance and safety. Core HR is sometimes used to mean these basic HR
responsibilities in human capital management (HCM).

FUNCTIONS OF HR:

The human resources department handles a range of different functions within an

organization. The department is responsible for hiring and firing employees, training
workers, maintaining interoffice relationships and interpreting employment laws.

Why HR is important?

Human Resource Management deals with issues related to compensation, performance

management, organisation development, safety, wellness, benefits, employee
motivation, training and others. HRM plays a strategic role in managing people and the
workplace, culture and environment.

Skills All HR Managers Must Have

 Communication skills. As an HR practitioner, you must be able to express yourself

clearly, both in oral and written communication. ...
 Organizational skills. ...
 Decision-making skills. ...
 Training and developmental Skills. ...
 Budgeting skills. ...
 Empathetic skills.
 The six main function of HR are recruitment, workplace safety, employee relations,
compensation planning, labor law compliance and training.

Although there are many functions of human resource management, here is a list of its
five major functions:

 Recruitment and selection. ...

 Orientation. ...
 Maintaining good working conditions. ...
 Managing employee relations. ...
 Training and development.

Here are 10 aspects of HR which have a vital role in the success of any WHS program.

 Job design. ...

 Organisational culture. ...
 Recruitment and selection. ...
 Performance management. ...
 Induction. ...
 Training and development. ...
 Absenteeism management. ...
 Health and well being.

HR Manager is one of the most important key to open a lock hanging on the door of
success in an organisation. If an HR Manager is efficient enough to handle and to take
out best from his team members any oragnisation and can achieve more from his target
goals. HR manager plays an very important role in hierarchy, and also in between the
higher management and low level employees.

Stated below are major responsibilities of HR Manager:- Responsibilities:

1. To maintain and develop HR policies, ensuring compliance and to contribute the

development of corporate HR policies.
2. To develop the HR team, to ensure the provision of a professional HR service to the
organization. Manage a team of staff. Responsible for mentoring, guiding and
developing them as a second line to the current position.
3. To ensure timely recruitment of required level / quality of Management staff, other
business lines staff, including non-billable staff with appropriate global approvals, in
order to meet business needs, focusing on Employee Retention and key Employee
Identification initiatives.
4. Provide active support in the selection of Recruitment agencies which meet the
corporate standard. Ensure Corporate Branding in recruitment webs and
advertisements.
5. Develop, refine and fine-tune effective methods or tools for selection / or provide
external consultants to ensure the right people with the desired level of competence are
brought into the organization or are promoted.
6. Prepare information and input for the salary budgets. Ensure compliance to the
approved salary budget; give focus on pay for performance and salary benchmarks
where available. Ensure adherence to corporate guideline on salary adjustments and
promotions. Coordinate increments and promotions of all staff.
7. To develop the HR business plan.
8. Ensure appropriate communication at all staff levels
9. To maintain and develop leading edge HR systems and processes to address the
effective management of people in relation to the following in order to maintain
competitive advantage for: Performance Management. Staff Induction. Reward and
Recognition Staff Retention Management Development / Career Development
Succession Planning Competency Building / Mapping Compensation / Benefit programs
10. To facilitate / support the development of the Team members
11. To facilitate development of staff with special focus on Line Management
12. To recommend and ensure implementation of Strategic directions for people
development within the organization.
13. Ensure a motivational climate in the organization, including adequate opportunities
for career growth and development.
14. Administer all employee benefit programs with conjunction with the Finance and
Administration department.
15. Provide counsel and assistance to employees at all levels in accordance with the
company's policies and procedures as well as relevant legislation.
16. Oversee the central HR Administration – employee offer letters salary letters and
employment contracts. Approve updated organizational charts on a monthly basis and
maintain complete / accurate personnel records.
17. Co-ordinate the design, implementation and administration of human resource
policies and activities to ensure the availability and effective utilization of human
resources for meeting the company's objectives.
18. Responsible for Corporate HR function.
19. Responsible for overall centralized HR admin function
20. Counseling and Guidance cell - provide support to Managers in case of disciplinary
issues.