HUMAN RESOURCE

MANAGEMENT

PREPARED BY STUDENTS OF FY A
Arya Pingle 1019
Janxy Lia Ekka 1037
DATE OF SUBMISSION:
Nivedita Shukla 1051
Reshabh Deka 1059
31st March, 2023
Zarna Shrimali 1089
Project Title: Job Analysis and Current Trends of HRM
Objective: To understand Job Analysis and Current Trends of HRM through Experiential
Learning Pedagogy: Experiential Learning
What is Job Analysis?
Job analysis refers to a systematic process of collecting all information about a specific job,
including skill requirements, roles, responsibilities and processes in order to create a valid job
description. Job analysis also gives an overview of the physical, emotional & related human
qualities required to execute the job successfully.

Job analysis is an important step in ensuring that the right candidate is selected. Job analysis
helps the employer in recruitment and selection, performance management, choosing
compensation and benefits, etc. It helps the employees to have a clear picture of what is
actually required of them.

The Questionnaire used during Interview

● What are some essential attributes you look for while interviewing a potential candidate
for the position of Branch Receivables Manager?
● How is the Competency-Based HRM followed by your firm benefiting the growth and
improvement of the firm?
● How effective is the use of social media platforms in your field of expertise?
● How is AI impacting Bank of Baroda's digital strategy? What role will it play in its digital
journey?
● What are some of the most used software and technology adopted by your firm?
● Does the Bank you work at follow any globally recognized HR practices and how helpful
are they?
ANNEXURE – A

Job Title – Branch Receivables Manager

It is a junior level managerial position within the finance or accounting department of a
company. A person holding such a position is responsible for overseeing the receivables
function of a specific branch of the company, which involves managing the collection of
outstanding payments from customers and clients.

Business Sector Name – Banking

Raw Inputs taken from LinkedIn

https://in.linkedin.com/in/yajuvendra-singh-7a3bb529
Raw Inputs taken from the Internet
Competency-Based HRM
https://www.economicsdiscussion.net/human-resource-management/job-analysis-in-
hrm/31863
https://hr.unl.edu/compensation/nuvalues/corecompetencies.shtml
https://www.mindk.com/blog/current-trends-in-human-resource-management/
Use of Social Media in the Work Place
https://blog.vantagecircle.com/social-media-in-the-workplace/
https://www.hrcloud.com/blog/4-ways-hr-professionals-can-use-social-media-to-their-
advantage
https://www.jobcast.net/the-importance-of-social-media-for-hr/
https://www.peoplematters.in/article/strategic-hr/decoding-the-importance-of-social-
media-in-hr-functions-31538
Best Global HR Practices
https://www.peoplematters.in/article/leadership/head-hr-of-bank-of-baroda-on-
upcoming-trends-post-covid-19-26006
https://www.researchgate.net/publication/353228292_The_Impact_of_Human_Resourc
e_Information_System_on_Human_Resource_Management_A_Case_Study_of_Bank_o
f_Baroda_Dharwad_City
https://www.bankofbaroda.in/banking-mantra/fintalk/articles/hr-tech
Technology and Software used by the Bank
https://www.bankofbaroda.in/media/news-coverage/how-bank-of-baroda-is-using-
technology-extensively-for-it-s-operations
Inputs taken from HR Manager during Interview:
Through the help of a questionnaire, we came to know that the HR Manager who we
interviewed has been working in the Banking sector for over 10 years in upper management at
the position of Chief Manager as a full-time employee. Her role and responsibilities in the
department include working in the domestic and international network management. She
reports directly to the General Manager. The Bank she works at has developed and
implemented well-documented and thorough deployment, promotion, and selection policies
aimed at identifying the finest individuals and facilitating rapid growth and development of
employees. For new recruitment, they evaluate candidates on the basis of their domain
knowledge and expertise which they judge with the help of written exams and personal
interviews. For the purpose of promotion, they look for holistic development in their domain
as well as in their character. Employees who regularly achieve their targets are incentivized to
perform even better. They also have sports and employee engagement policies to keep people
in their organisation motivated. This also helps in reducing monotony at the .s
JOB DESCRIPTION
Job Sector: Banking
Job Title: Branch Receivables Manager
Job Location: Pune
Reports to & Reported by: Branch Manager or Regional Manager
Job Summary: Branch Receivables Manager is a junior level managerial position within the
finance or accounting department of a company. A person holding such a position is
responsible for overseeing the receivables function of a specific branch of the company, which
involves managing the collection of outstanding payments from customers and clients.
Job Contribution to Company’s Objective: The role of a Branch Receivables Manager is
critical to maintaining the financial health of the company, as he/she is responsible for ensuring
that the branch’s accounts receivables are collected in a timely and efficient manner. He/she
may also be involved in developing and implementing policies and procedures related to
receivables management, as well as training and supervising staff members who work in this
area.
Key Tasks to be performed:
1. Overseeing the Receivables Function: The primary responsibility of a Branch
Receivables Manager is to oversee the accounts receivable function of the branch. This
involves ensuring that customer payments are collected in a timely and efficient manner
and that all accounts are up-to-date and accurate.
2. Developing and Implementing Receivables Policies and Procedures: This invovlves
developing and implementing best practices for collections, establishing credit terms for
customers, and setting policies for handling delinquent accounts.
3. Supervising Staff: The Branch Receivables Manager is responsible for supervising and
training staff members who work in the receivables function. This includes managing
workloads, providing guidance and support, and ensuring that all staff members are
adhering to established policies and procedures.
4. Monitoring Collections: This includes reviewing customer accounts, identifying and
resolving issues that may be impacting collections, and developing strategies for improving
the collection process.
5. Reporting on Receivables Performance: This includes providing regular reports to senior
management on the status of collections, analysing data to identify trends and issues, and
making recommendations for improvement.
6. Managing Customer Relationships: This includes communicating with customers about
their accounts, working with them to resolve any issues that may be impacting collections,
and ensuring that all customer interactions are professional and respectful.
7. Ensuring Compliance: This includes maintaining accurate records, ensuring that all
collection activities are ethical and legal, and managing any audits or regulatory inspections
that may be required.
Critical Roles and Responsibilities:
Risk and Portfolio ● To monitor and adhere risk target and benchmark.
Management ● Ensure roll back of all cases in delinquencies of products being
managed.
People Management ● Develop good leadership skill and propel the collection team.
● Train and impart functional training skill.
● Focus on performance deliverables and give periodic
performance feedback.
● Handling a Team of Field Executives and Telesales.
Process Management, ● Agency/client visits to be done as required and whenever
RIC and Audit necessary and documented.
● Ensure strict implementation of laid down assigned processes.
● To ensure 100% compliances on all processes.
● Maintain MIS reports.
● Ensuring payments deposition on timely basis of all customers.
● To ensure proper verification on new vendor/agency/DRA
onboarding as per the standard guidelines set by RBI/Bank to
avoid any further Audit/Compliance issues.
● To make sure all executives are DRA certified, if not then need
to check proper approval is in place for the same.
● To check whether issuance of ID cards to certified executives
is in place or not.
● To ensure clients queries/expectations to be met as per
requirements.
● To have review meetings with empanelled
agencies/vendors/DRA's to achieve and deliver the expected
target/numbers.
● To make sure all banking existing software/applications used
by staff members/clients are working fine and used by
authorized person.
● To coordinate with central team for all pending activities if any
or any other disconnect related to processes.
Recruitment, Training ● Ensure capacity plans, keeping team motivated.
and Development of
team (On rolls, off rolls
and outsourced)
Cross Functional ● Interact with branch staff of all aspects of customer
Relationship relationship, leverage on branch relationship during collection
work.

Time Required to complete one unit of work/service: 3 weeks (excluding bank holidays)
Duration of Work: 9:30 a.m. to 5:30 p.m. (8 hours)
Working Conditions: Cubicle with computer, desktop & chair, pantry, AC operated building,
and free transportation to the office from home and vice versa.
Remuneration: Remuneration will be offered based on candidate’s qualifications, experience,
overall suitability, last drawn salary of the candidate and market benchmark, and shall not be a
limiting factor for suitable candidates.
Nature of employment: Fixed Term Engagement for a period of 5 years in the Bank,
renewable at the end of five years, depending on the performance / choice of the Bank.

JOB SPECIFICATION
Age (in no. of years): Minimum – 23, Maximum – 35
Education/Qualification:
● Mandatory – A Degree (Graduation) in Finance, Accounting, Business Administration, or
a related field from a University / Institution recognized by Govt. of India / UGC/AICTE
● Desirable – Post Graduate Degree / Diploma in any progressive discipline.
Work Experience: Minimum 2 Years of overall work experience out of which 1 year of
experience should be in Collection Profile with Banks / NBFCs / Financial Institutions and
related industries in India.
Knowledge – General & Technical:
● Strong understanding of accounting principles and financial analysis.
● Experience developing and implementing policies and procedures related to receivables
management.
● Knowledge of industry best practices for collections and credit management.
● Strong attention to detail and ability to analyse data and identify trends.
Skills Required:
● Excellent communication and interpersonal skills.
● Strong leadership skills
● Ability to work independently and make decisions
● Strong problem-solving skills
● Ability to work effectively in a fast paced environment
● Strong customer service skills
● Ability to maintain a high level of confidentiality
● Proven ability to manage staff and develop team members.
● Proficiency in Microsoft Excel, Microsoft Access and accounting software.
Personal Attributes: A Branch Receivables Manager must have the following personality
attributes –
● Strong work ethic and commitment to excellence
● Professionalism and integrity
● Positive attitude and willingness to learn new ways of working
● Optimistic outlook towards challenging tasks and situations
● Attention to detail and accuracy inculcated in work
● Flexibility and adaptability to changing work environments and priorities
● Ability to work well with a diverse group of individuals and stakeholders
● Most importantly, empathetic, compassionate, and amiable
Physical Requirements: A Branch Receivables Manager must be able to perform the
following physical requirements:
● Sitting for extended periods of time in one place
● Using a computer for extended periods of time
● Ability to lift up to 11 kgs of weight occasionally

Description of competency Based HRM followed by the Bank and its Benefits
Competency-Based HRM (CBHRM) is an approach to human capital management that focuses
on identifying and developing the specific competencies, skills, knowledge, and behaviors
employees need to be successful in their roles. approach. It is about aligning HR processes such
as recruitment, performance management, and training with the competencies needed to be
successful in specific jobs and roles.
The Bank we have collected knowledge about is one of India's leading public sector banks to
implement its HRM on a competency basis. This Bank uses a competency framework that
defines the knowledge, skills, and behaviors required for each job used in hiring, performance
management, and career development.

Benefits of competency-based HRM for the Bank include:

1. Recruitment improvements:
By using a competency framework for recruitment, the Bank can select candidates with the
necessary skills and competencies for the job, thereby improving the suitability of employees
for the job.
2. Improved performance:
Competency-based performance management helps employees understand what is expected of
them and how their performance is measured. This improves performance and productivity.
3. Employee development:
A competency framework provides a roadmap for enabling employees to acquire the new skills
and competencies they need to grow their careers.
4. Effective succession planning:
CBHRM enables the Bank to identify high-potential employees, develop them for leadership
roles, and ensure a smooth transition and continuation of the company's leadership.
5. Improved employee engagement:
CBHRM fosters a culture of continuous learning and development that increases employee
engagement and satisfaction. In summary, competency-based HRM is helping the Bank align
its HR processes with the competencies required for success, improving employee
performance, development and engagement, and driving organizational success.

Description of how the Bank uses Social Media for HR functions and its Merits and
Demerits
For modern businesses, who live in the highly connected world we live in today and spend the
majority of their personal and professional lives online, social media presence makes perfect
sense. Corporate HR departments can communicate company policies and programs to
employees and connect seamlessly with them thanks to a strong social media strategy. This
improves employee engagement and promotes strong team relationships in the workplace. In
line with your business goals and vision, you can motivate your employees to work towards
expanding and growing your business.
By implementing a transparent social media framework, any organization can facilitate a
healthy two-way communication process between management and employees. Social media
promotes employee awareness and retention by providing a forum for employees to express
and modify their opinions. Helps develop a close-knit online employee group that fosters
mutual awareness and feedback within the organization.
The Bank has established an impressive online presence on sites like LinkedIn. Leveraging the
social media networking capabilities of her platform, HR professionals can easily connect with
potential candidates, view their profiles, and narrow down their candidate list for vacancies.
Implementing an effective social media recruitment strategy has make the new candidate
onboarding process less stressful, less time consuming, and more predictable.
The Bank focuses on continually upskilling and reskilling their workforce to cope with the
increasingly complex problems of a volatile business ecosystem. By providing employees with
access to online training materials and study programs, social media can be a potent instrument
for promoting self-learning among staff members. The Bank has emphasised the value of social
media in helping employees become more operationally resilient to deal with challenges in the
modern workplace, filling skill gaps to increase output and competitiveness, and boosting
employee morale and confidence.
Merits
1-LinkedIn – Heaven-sent for HR professionals
Users can apply directly to the business through the platform on LinkedIn, for instance, and
the process works without a hitch once a few straightforward details about the position in
question are made known. Since LinkedIn operates in a way that ensures the top prospects for
any given job are made aware of the position and its suitability to the person based on their
skills, experience, and ability within a chosen industry, this can be especially helpful for
positions that are difficult to fill.
2-Vetting candidates
While job seekers are monitoring company profiles on social networks in order to assist their
decision-making, HR professionals should be doing the same to prospective candidates who
they are considering for a position at their company . Thanks to social media, HR has a modern
way to screen potential candidates. Accelerate your hiring process and get a better
understanding of your candidate's personality by filtering them through their social media
profiles. This makes it easy to determine which candidates are the best fit for the job and
company culture.
In addition to using social media to successfully recruit candidates, the cost savings and
productivity gains make social media a HR tool that offers a high return on investment.
3- Improve reputation of the Bank and of work environment
The Bank’s image has been very effectively built and maintained with the help of social media.
The entire employer-employee relationship can be subtly explained in the hands of creative HR
professionals - social media followers need to see photos of their happy employees right away
so that people can see notable events happening during normal work.
Demerits
1-Increase technical risks
These days, scams, viruses, and cyberattacks are all too common, and many of them initiate on
social networking sites.
Using Facebook or Instagram at work could be very risky if you don't have the right protection
measures in place. By ensuring that your staff members use strong passwords, you can further
increase their level of online safety.
2-Brings down productivity
Too much of everything is dangerous and social media is no exception. A huge amount of time
would be lost if workers are permitted to access social media in the workplace. Spending too
much time on social media can also divert the mind from work to online attractions. It will
bring down productivity in no time
3-Breed jealousy among employees
On social networking sites, private items are shared. It might be about getting a brand-new
home, vehicle, or accessory. It might make your peers envious.
These posts can also be used to irritate and make fun of coworkers. It may negatively impact
staff morale and, as a result, the effectiveness of the organization.
Description of Technologies and Software used by the Bank to deliver HR functions and
Merits & Demerits
The Bank uses a variety of technologies and software tools to deliver its human resources
functions. Some of the notable ones are:
HRMS (Human Resource Management System) – The Bank uses an internally developed
HRMS solution to manage its human resource functions. The system includes modules for
employee record keeping, recruitment, payroll, time and attendance, and benefits management.
The system also includes a self-service portal for employees to access HR-related information.
Applicant Tracking System – The Bank uses an Applicant Tracking System to manage the
recruitment process. The system allows recruiters to post jobs, review resumes, and track
candidates throughout the hiring process.
Learning Management System – The Bank uses a learning management system to manage
staff training and development. The system allows employees to access training materials, track
progress, and earn certificates upon completion of training programs.
Chatbots are a key focus both internally and externally at the Bank. The Bank’s website
already has a chatbot called "ADI" (Assisted Digital Interaction) based on an IBM solution.
ADI is still in its infancy, but the Bank is gradually expanding it to support natural language
processing, understand different queries, and keep customers properly guided to their
destinations. For example, if a consumer changes topics, the chatbot should be able to recognize
that a particular thread of conversation has ended and direct the conversation to a new topic.

Merits:
Efficient HR Processes - The technology and software used by the Bank helps streamline HR
processes and reduce the time and effort required to complete HR-related tasks. Better data
management – HRMS helps the Bank maintain accurate and up-to-date employee data. This is
essential for effective human resource management.
Improved Decision-Making – The availability of data and analytics from HRMS enables the
Bank to make informed human resource-related decisions.

Demerits:
Acquisition Cost – Implementing and maintaining HR technology and software requires a
significant investment in cost, time, and effort.

Technical Issues – Technical issues with software can delay or disrupt HR processes and
impact employee productivity.

Reliance on technology – Overreliance on technology can lead to lack of relationships and a

disconnect between an employee and her HR.
Description of three global HR Best Practices followed by the Bank
The Bank we have researched on is a multinational banking and financial services company
headquartered in India. As a global company, the Bank follows multiple HR practices to
manage our diverse workforce. Three of the best global HR practices followed by the Bank
are:
Recruitment and Talent Acquisition:
The Bank has a centralized recruitment process that ensures a consistent recruitment process
across borders. Banks use a variety of methods to find talent, including job boards, social
media, employee referrals, and university recruiting. In addition, the Bank has strong talent
acquisition methods to find high potential employees, extend their knowledge and experience
and prepare them for leadership roles. Job rotations, cross-functional exposure, international
assignments and mentoring are all part of the program. The bank has secured a strong talent
pipeline to support its development strategy by identifying and developing future leaders. This
is done through screening, evaluation and selection to ensure that the best candidate for the
position is selected.

Performance management with diversity and inclusion:

The Bank has a robust performance management system that measures and evaluates employee
performance against defined parameters. Banks set goals and targets for their employees,
regularly review performance and provide feedback, and identify areas for improvement. They
also have a performance appraisal and feedback system for their employees. The bank also has
diversity and inclusion policies that ensure equal opportunities and fair treatment for all
employees regardless of gender, race, religion or nationality. The bank has a Diversity and
Inclusion Council that promotes diversity and inclusion initiatives such as training programs,
awareness campaigns and diverse employment goals. By embracing diversity and fostering an
inclusive culture, banks foster innovation, creativity and collaboration among employees.

Employee engagement:
The Bank firmly believes that providing employees with many development and growth
opportunities keeps them motivated and engaged. In addition to employee surveys, stimulus
surveys, and employee feedback sessions to understand and resolve employee concerns, the
bank offers training programs, workshops, and leadership development programs to improve
employee knowledge and skills. They do this on a regular basis. They also have programs to
reward and recognize employee contributions and achievements. The bank focuses on
employee engagement to ensure that employees are happy and motivated to work hard.
Overall, the Bank follows multiple global HR practices to manage a diverse and talented
workforce so that they feel valued, supported, empowered, and reach their full potential. The
Bank creates a culture of inclusivity and employee engagement that creates a positive work
environment that maximizes our potential.
Key Learning Points from the Project
With the oppurnity to work on this project we learnt in depth functioning of Human Resource
in a firm and the role it plays at various levels for recruitment as well as training.
Job analysis is the process of identifying the tasks, duties, and requirements of a job to
effectively perform. It needs periodic review and updating to ensure its accuracy and relevance.
It provides information for developing job descriptions, selecting candidates, and creating
training programs.
Collaboration with subject matter experts and stakeholders is important to ensure job analysis
accurately reflects the job and organizational needs.
Along with this we learnt the different methods of job analysis such as observation, interviews,
how to formulate our questions to extract important keywords for our research that are used
depending on the job and organizational requirements in a company.
Evidence of Interview

Contribution to the Project by Each Member

Collective work done by janxy, nivedita, zarna, reshabh along with arya pingle.
● Deciding the business sector
● Finalizing the junior level managerial position
● Finding the perfect HR Manager from upper-level management in the decided business
sector for the interview
● Arranging for an interview with the HR Manager
● Preparing the questionnaire to be used during the interview
● Conducting the interview
● Preparing the Job Description and Job Specification

Janxy Lia Ekka

● Description of how the Bank uses social media for HR functions and its Merits and
Demerits

Nivedita Shukla
● Description of three global HR Best Practices followed by the Bank

Reshabh Deka
● Description of Technologies and Software used by the Bank to deliver HR functions and
Merits & Demerits
● Editing other team members’ research work in the final document

Zarna Shrimali
● Description of competency Based HRM followed by the Bank and its Benefits