INDEX

Sr.No CHAPTER Page No

1 CHAPTER - I 2-22
INTRODUCTION
2 CHAPTER - II 23-26
REVIEW OF LITERATURE
3 CHAPTER – III 27-41
INDUSTRY PROFILE
COMPANY PROFILE
4 CHAPTER - IV 48-53
DATA ANALYSIS &INTERPRATATION
5 CHAPTER - V 54-57
FINDINGS

SUGGESTIONS
CONCLUSION

1
ABSTRACT

The banking industry plays an important role in the economic development of a

country. It supplies the lifeblood of the economy, i.e. finance, that supports and fosters
growth in all the industries and thereby ensures economic development. The Indian
banking industry is one of the fastest growing industries in India. In this context, a
study has been undertaken to evaluate the financial performance of ICICI bank, that is
India’s largest private sector bank. It is the most precious financial institution in India
in terms of market capitalization and is ranked third among all the companies listed on
the Indian Stock exchanges (Sharma, 2012). The main purpose of this analysis is to
know the capability of payment of interest and earning capacity or profitability.
CAMEL analysis has been done in the study to measure the financial performance. It
will helpful in providing useful information to management such as efficiency of
business.
The sector plays an important role in economic development of a country. It is a pillar
for any strong nation economy. An efficient banking system is recognized as the prime
requirement for the overall progress of any nation. The banking system of India is
featured by the large network of bank branches, providing more services not only
customers but to the nation also. Banks are most important institutions for our financial
and non-financial requirements. Actually bank provides more facilities for our life. In
India networking of bank branches are very large. According to Narsimham committee
“Private sector bank should be allowed to be established in India these new private
sector banks will complement the overall financial sector reforms”. ICICI bank is
most popular and second largest bank in private sector. ICICI Bank services provided
and cooperated with peoples for his necessity or needs. It is a private bank, so this
study based on the various types of services provided by ICICI Bank with private
sector comparatively government sectors banks and in this time private banks are very
powerful and they give strongly highly facilities and services with competition for
government banks.

2
 CHAPTER – I
INTRODUCTION

3
 What Is Human Resource Planning (HRP)?

About ICICI Bank

ICICI Bank is a leading private sector bank with a total consolidated assets of US$
168.8 billion (as on December 31, 2018). We pride ourselves in continuing to support
India growth story with our extensive distribution network, diversified portfolio and
leadership in technology.
ICICI Bank has a DYNAMIC work culture which encapsulates a Digital, Young,
Nurturing, Agile, Mindful, Inclusive and Connected workforce.

ICICI Bank is an organization which has a start-up mindset, with a continuous

willingness to adapt and innovate. Our appetite for new ideas is insatiable, and we
constantly encourage employees to think out-of-the-box and find solutions.About
Human Resource Department
ICICI Banks Human Resource department works in tandem with all other groups to
serve organizational goals and objectives. The team plays a crucial role in the
employee lifecycle and deals with varied facets from manpower planning to nurturing
talent and grooming the future leaders of the nation. It is pivotal in building an agile
organization in line with the business requirements.
As a human resource manager in ICICI Bank, you will have an opportunity to work
across the following

HR functions

• Talent Acquisition
• Learning & Development
• Compensation & Benefits
• Employee Relations

• HR Technology (Service Delivery Architecture)

4
 Essential Duties & Responsibilities may include

• Develop and implement HR initiatives aligned with the overall business strategy of
delivering outstanding employee experience
• Hire the best talent and ensure effective staffing is done within defined timelines and
budget
• Liaison with business in manpower planning and lead the people process to enable
business growth
• Design learning interventions and deliver top-notch training sessions, aligned to business
requirements
• Manage employee relations including, but not limited to, employee engagement,
implementation of HR policies, handling employee grievances, understanding trends in
attrition, creating an understanding of the Banks culture and value proposition

Eligibility Criterion

• MBA/PGDM 2017/2018/ 2019 batch with specialization in Human Resource

Management from premier management institutes are eligible
• Applicants who have attended the recruitment process of the Bank in their respective
campuses are not eligible

5
 HUMAN RESOURCE PLANNING

Human resource planning (HRP) is the continuous process of systematic planning

to achieve optimum use of an organization's most valuable asset—quality
employees. Human resources planning ensures the best fit between employees and
jobs while avoiding manpower shortages or surpluses.

There are four key steps to the HRP process. They include analyzing present labor
supply, forecasting labor demand, balancing projected labor demand with supply,
and supporting organizational goals. HRP is an important investment for any
business as it allows companies to remain both productive and profitable.
Human resource planning allows companies to plan ahead so they can maintain a steady
supply of skilled employees. The process is used to help companies evaluate their needs
and to plan ahead to meet those needs.
Human resource planning needs to be flexible enough to meet short-term staffing
challenges while adapting to changing conditions in the business environment over
the longer term. HRP starts by assessing and auditing the current capacity of human
resources.
Here, identifying a company's skill set and targeting the skills a company needs
enables it to strategically reach business goals and be equipped for future challenges.
To remain competitive, businesses may need advanced skills or to upskill their
employees as the market environment evolves and changes.
To retain employees and remain competitive, HRP often looks at organizational
design, employee motivation, succession planning, and increasing return on
investment overall.

6
 Challenges of Human Resource Planning (HRP)

The challenges to HRP include forces that are always changing. These include
employees getting sick, getting promoted, going on vacation, or leaving for another
job. HRP ensures there is the best fit between workers and jobs, avoiding shortages
and surpluses in the employee pool.
To help prevent future roadblocks and satisfy their objectives, HR managers have to
make plans to do the following
• Find and attract skilled employees.
• Select, train, and reward the best candidates.
• Cope with absences and deal with conflicts.
• Promote employees or let some of them go.

INVESTING
Investing in HRP is one of the most important decisions a company can make.
After all, a company is only as good as its employees, and a high level of employee
engagement can be essential for a company's success. If a company has the best
employees and the best practices in place, it can mean the difference between
sluggishness and productivity, helping to lead a company to profitability.

7
Features of Human Resource Planning

1. Well Defined Objectives

Enterprise’s objectives and goals in its strategic planning and operating planning may
form the objectives of human resource planning. Human resource needs are planned on
the basis of company’s goals. Besides, human resource planning has its own objectives
like developing human resources, updating technical expertise, career planning of
individual executives and people, ensuring better commitment of people and so on.

2. Determining Human Resource Reeds

Human resource plan must incorporate the human resource needs of the enterprise. The
thinking will have to be done in advance so that the persons are available at a time
when they are required. For this purpose, an enterprise will have to undertake
recruiting, selecting and training process also.3. Keeping Manpower Inventory
It includes the inventory of present manpower in the organisation. The executive
should know the persons who will be available to him for undertaking higher
responsibilities in the near future.

4. Adjusting Demand and Supply

Manpower needs have to be planned well in advance as suitable persons are available
in future. If sufficient persons will not be available in future then efforts should be
.made to start recruitment process well in advance. The demand and supply of
personnel should be planned in advance.

8
5. Creating Proper Work Environment

Besides estimating and employing personnel, human resource planning also ensures
that working conditions are created. Employees should like to work in the organisation
and they should get proper job satisfaction.

9
 ICICI

Most of you have heard about the ICICI bank as it has thousands of branches across
the country. But do you know the full form of ICICI in the term ICICI Bank? There are
many people in India who aren’t aware of the ICICI Full Form. So the full form of
ICICI is Industrial Credit and Investment Corporation of India. The ICICI bank
offers various services to its customers. There are millions of savings accounts
currently active with the ICICI Bank. On the other hand, you can make use of various
services that are offered by the same bank. Let’s move on to the history of the ICICI
Bank and know the objective and mission of the same bank.

History of the ICICI Bank

The World Bank took the initiative to form ICICI bank in 1955. The main objective of
this bank was to create a development financial institution for giving mid-term and
long-term financing to the Indian Businesses. ICICI focussed on financing projects
until late 1980. The registered office of the ICICI bank is in Vadodara, Gujrat and its
corporate office is in Mumbai, Maharashtra.
This bank provides various services and banking products to its customer and it is
present in more than 17 countries. On the other hand, there are 5275 ICICI branches in
India and more than 15000 ATMs across the nation.

10
 Indian Subsidies of ICICI

There are twelve ICICI subsidies in India carrying different types of

services for their customers. They are as follows
-
• ICICI Prudential Life Insurance Company Limited
• ICICI Lombard General Insurance Company Limited
• ICICI Prudential Asset Management Company Limited
• ICICI Prudential Trust Limited
• ICICI Prudential Pension Funds Management Company Limited
• ICICI Direct

• ICICI Securities Limited

• ICICI Venture Funds Management Company Limited
• ICICI Securities Primary Dealership Limited
• ICICI Home Finance Company Limited
• ICICI Investment Management Company Limited
• ICICI Trusteeship Services Limited

11
 Services Offered by the Industrial Credit and Investment Corporation of
India

There are various services offered by the ICICI Bank that includes ICICI Bank
Credit Cards, ICICI Bank Debit Cards, and many others. You can explore the other
services below.
-

Personal Loans
• Auto Loans
• 2-Wheeler Loans
• Investment for Tax Strategies
• Mutual Funds
• PPF Account

• Health Insurance
• General Insurance
• Life Insurance
• Deposit Schemes like Fixed Deposits and Recurring Deposits
• Current Account and Savings Account Services
• Internet Banking and Mobile Banking

12
 VISION AND MISSION OF ICICI BANK

VISION

• To ensure most cost effective power for sustained growth of India.

• To provide clean and green power for secured future of countrymen
• Constituent associates & stakeholders.
• To continuously upgrade & update knowledge & skill set of its human resources.
• To achieve excellence in every activity we undertake

MISSION

We will leverage our people, technology, speed and financial capital to

• Expand the frontiers of our business globally.

• Play a proactive role in the full realization of India’s potential.
• Maintain high standards of governance and ethics.
• Create value for our stakeholders.
• To ensure most cost effective power for sustained growth of India.
• To provide clean and green power for secured future of countrymen.
• To achieve excellence in every activity we undertake

13
 SWOT Analysis of ICICI bank

➢ STRENGTHS
1. BRAND NAME

ICICI Bank has earned a reputation in the market for extending

quality services to the market vis-Ã -vis its competitors. It has earned a strong Brand

name in banking in a very short span of time.

2. MARKET SHARE

ICICI Bank has the largest market share of 34% in the IT &ITES industry in
Hyderabad according to our survey (within the limitation of the sample size.

3. HUGE NETWORK
ICICI Bank has the highest number of linked branches in the country. The bank
operates through a network of 4367 BRANCHES AND over 1800ATMs across
India, thus enabling them to serve customer in better way.

14
4. DIVERSIFIED PORTFOLIO

ICICI Bank has all the products under its belt, which help it to extend the relationship
with existing customer. ICICI Bank has umbrella of products to offer their customers,
if once customer has relationship with the bank. Some Products, which ICICI Bank is
offering are

• Retail Banking

• Business Banking.

• Merchant Establishment Services (EDC Machine)

• Personal loans & Car loans.

• De-mat Services with E-Broking.

• Mutual Fund (ICICI Bank is the Distributor of all Mutual Fund)

• Insurance.

• Housing Loans.

4. SALARY ACCOUNT
One very interesting thing that we have observed in our survey is that ICICI is
having an edge over other banks in case of Salary Account. Most of the
companies are having their Salary Account with ICICI even if their Current
Account is with any other Bank. This is mainly because of the huge network of
ATMs and branches of ICICI.

5. WORKING HOURS

ICICI is the only bank which is having its working hours from 8 to 8 which is one of
the major strength of ICICI Bank with respect to IT& ITES Industry. As most of the
IT & ITES companies are global players and their Parent company is in US, so they

15
have to work according to their office time. Thus some have their Office time in the
morning and some have it in the evening so if the working hour of the bank is 8 to 8
it is very convenient for them.

6. TREASURY DEPARTMENT

ICICI is the only bank which is having its treasury department especially for
Hyderabad Customers. So customers can get the best rates for foreign exchange.

7. AGGRESSIVE MARKETING

ICICI Bank is known for its aggressive marketing of its products. Recent
Endorsement of its product by AMITABH BAHCHAN proves thesame. This gives
ICICI an edge over other banks.

8. TECHNOLOGY

From its inception, ICICI Bank has adopted a policy of selecting internationally
proven and specialized Packaged Systems for its technology. ICICI banks technology
platform has been acknowledged globally as one of the best in terms of robustness,
flexibility and cost efficiency. ICICI Bank is in a position to leverage this platform to
further build cost and service advantage.

16
 WEAKNESS

1. TRANSACTION COST
ICICI Bank charges high cost for its transactions. Through our data analysis we
have find out that most of the small companies prefer nationalized banks only
because of this cost factor. Also the group has found out that there are companies
which are going for multi bank system i.e. They are using only those facilities of
ICICI Bank which are provided at cheaper rates (read Salary Account) and for
other services they are going to nationalize banks and MNCs (read Forex). So there
exists a huge potential for ICICI Bank if they are ready to make their transaction
cost flexible.
2. FOCUS ONLY ON HIGH END CUSTOMERS
The bank targets only the top bracket of clients and does not cater to the needs of
small customers. Due to this reason the bank may sometimes loose good clients.
3. DEFENSIVE APPROACH IN LENDING
ICICI Bank has a defensive approach in lending. Mainly to IT & ITES companies
Bank do not provide loan as these companies are not having collaterals so bank
hesitate in giving loans to them. Because of this policy companies prefer
nationalized banks and ICICI Bank in turn sometimes loose potential customers.
4. LITTLE PRESENCE OUTSIDE INDIA
ICICI Bank is having little presence Outside India, because of which companies
are preferring MNC Bank, mainly Citibank. So if ICICI Bank tries to emerge
outside India then it has a huge potential of customers.
1. POOR CUSTOMER CARE/SERVICE
With its aggressive marketing ICICI Bank is rapidly increasing its customer base.
They are not however, increasing the number of employees accordingly. This is
leading to deterioration of the standardof customer service.

17
 OPPORTUNITIES

1. NEW IT & ITES COMPANIES

IT & ITES sector is on a boom in the Indian market context, with new companies
mushrooming in the market; it opens the door for ICICI bank to capture the huge
untapped market.
2. Dissatisfied Customers of Other Banks
The group from its survey and analysis of IT companies have found out that there
are many companies which are not satisfied with its current bank, so ICICI with its
superior service quality and long working hours can capture those customers.
3. Remittances
From the analysis group has also found out that ICICI bank has very little presence
as far as the EEFC account is concerned. Companies prefer tobank with MNCs
(which have greater presence in the foreign countries) and nationalized banks
(which according to the companies provide lower transactionrates) to get their
inward remittances in spite of ICICI being Providing one of the most competitive
rates. So the bank can promote its EEFC account better and get the key to the door
of huge potential market.
4. Business advising for smaller Players
The analysis has also indicated that the concept of business advising though very
popular with the higher end players is virtually no existent in the lower end of the
market. ICICI should take this opportunity to provide business advising to the
smaller companies at competitive rates and try to take the first mover advantage.

18
 THREATS

1) Advent of MNC banks

Large numbers of MNC banks are mushrooming in the Indian market due to the
friendly policies adopted by the government. This can increase the level of
competition and prove a potential threat for the marketshare of ICICI bank.
2) Dissatisfied Customers
The analysis indicated that though most of the companies are satisfied with the
products offered by ICICI bank but the poor customer support/ service is creating
a lot of dissatisfaction among the customers, this can prove to be a serious problem
as far as the market reputation of the bank is concerned and cane be a major threat
in future business acquisition.
3) Ever improving nationalized banks
With PSU banks like SBI going all out to compete with the private banks and
government giving them a free hand to do so, it can prove to be serious threat for
banks like ICICI ICICI Bank Competition Competitors .

Below are the 7 main ICICI Bank competitors

1. State Bank of India (SBI)

2. HDFC

3. Kotak Mahindra

4. Bank of Baroda

5. IDBI Bank

6. Punjab National Bank

7.Axis bank

19
 Awards

• ICICI Bank has bagged the numero one position in two categories at a poll which
was organised by AsiaMoney, a London-based financial publication from the
stable of the Daily Mail. The poll - Asia's Outstanding Companies Poll 2022- is
designed to acknowledge the companies that have excelled in financial
performance, management team excellence, investor relations and CSR initiatives.
The Bank has emerged at the top of two lists - 'Outstanding Companies in India'
and 'Outstanding Company in Banking in India'.
• ICICI Bank has won a total of six awards by Asian Banking and Finance, a
Singapore-based magazine in 2022. The Bank has won awards for its retail banking
initiatives in ‘Digital Transformation of the Year – India’ and ‘Service Innovation
of the Year – India’ categories. The Bank was awarded for its wholesale banking
initiatives in the 'India Domestic Trade Finance Bank of the Year’, ‘India Domestic
Initiative of the Year’ and ‘India Domestic COVID Management Initiative of the
Year’ categories. The Bank also won in the ‘Innovation Deal of the Year-India’
category for its corporate and investment banking initiatives.
• ICICI Bank has been awarded in ‘Best Digital Employee Engagement’ and ‘Best
Lending Implementation’ categories by The Asian Banker, a Singapore-based
publication in 2022.
• ICICI Bank has won three awards by Asian Banking and Finance, a Singapore-
based magazine. The Bank has won awards in 2022 for its wholesale banking
initiatives in the following categories - 'India Domestic Trade Finance Bank of the
Year’, ‘India Domestic Initiative of the Year’ and ‘India Domestic COVID
Management Initiative of the Year’.
• ICICI Bank has been recognised as India's 'Best Domestic Bank' by Asiamoney, a
London-based financial publication from the stable of the Daily Mail. The Bank

20
 has received the award for its financial performance, extensive branch network and
its digital initiatives.
• ICICI Bank has won four awards from Retail Banker International, a UK-based
finance portal. The Bank has emerged as a winner in three categories - 'Best Retail
Bank India', 'Asia Trailblazer of the Year' and 'Advances in the use of Blockchain'
category. Additionally,the Bank was highly commended for its submission in the
'Excellence in SME Banking' category.
• ICICI Bank has been declared as the 'Best Retail Bank in India' for the 9th year in
a row at The Asian Banker Excellence in Retail Financial Services International
Awards 2022. This year the Bank has also ranked 4th among banks in Asia Pacific,
Middle East and Africa. ICICI Bank is the only Indian bank in the list of top 10
banks in this region.
• ICICI Bank has been awarded the 'Best Banking and Finance Legal Team of the
Year' at the 11th edition of the Indian Legal Awards. The awards are organised by
Legal Era, a legal news portal. The award programme recognises legal finesse,
innovation and accomplishments of in-house legal teams and law firms.
• ICICI Bank has bagged the numero one position in two categories at a poll which
was organised by AsiaMoney, a London-based financial publication from the
stable of the Daily Mail. The poll - Asia's Outstanding Companies Poll 2022- is
designed to acknowledge the companies that have excelled in financial
performance, management team excellence, investor relations and CSR initiatives.
The Bank has emerged at the top of two lists - 'Outstanding Companies in India'
and 'Outstanding Company in Banking in India'.
• ICICI Bank has won the 'Award for Consistent Excellence' organised by Global
Custodian -- a magazine covering the international securities services business. The
Bank won the award based on its performance across parameters like asset
management, asset safety, risk management, relationship management and use of
technology.

21
• ICICI Bank has been adjudged as the 'Best Domestic Private Bank in India 2022'
by Asiamoney, a Singapore based financial magazine that is part of the Euromoney
publication group. ICICI Bank's success in the Private Banking business, including
Family Office, can be attributed to its 'Fair to Bank, Fair to Customer' philosophy,
coupled with a partnership approach followed with its clients.
• ICICI Bank has been adjudged ‘Company of the Year’ by Forbes India, a leading
business magazine. The Bank has been chosen as the best company in 2021-22
based on its all round performance.
• ICICI Bank has received awards in two categories at the Celent Model Bank
Awards, 2022. These coveted awards are organised by Celent, a global research
and advisory firm. The Bank was adjudged as the ‘Model Bank’ in the ‘Small
Business Digital Banking’ category for InstaBIZ and InstaOD offerings. ICICI
Bank was also adjudged as the ‘Model Risk Manager’ in the ‘Data, Analytics and
AI’ category for use of automated customer communication and AI-driven models
for strategic management of retail debt, and to minimise credit default risks due to
the COVID-19 pandemic.
• ICICI Bank has emerged as the ‘Best Bank of the Year’ in a survey that was
conducted by Business Today, for the second year in a row. Business Today
undertook the survey with KPMG as its Knowledge Partner. In addition to
quantitative parameters, such as growth, size and strength, the jury of the survey
chose ICICI Bank for its stellar performance in other qualitative aspects, such as
effectiveness of digital initiatives, risk management, good governance and
leadership stability
• ICICI Bank has bagged the numero one position in two categories at a poll which
was organised by AsiaMoney, a London-based financial publication from the
stable of the Daily Mail. The poll - Asia's Outstanding Companies Poll 2022- is
designed to acknowledge the companies that have excelled in financial
performance, management team excellence, investor relations and CSR initiatives.

22
 The Bank has emerged at the top of two lists - 'Outstanding Companies in India'
and 'Outstanding Company in Banking in India'.
• ICICI Bank has won six awards at the Indian Banks' Association (IBA) Banking
Technology Awards, 2022. The Bank has bagged the most number of awards
among all banks. ICICI Bank was declared the winner in three categories, namely -
'Best Payments Initiatives', 'Best Fintech Adoption' and 'Best Use of AI, ML and
Data Analytics'. The Bank was adjudged as a runner-up in the three categories
namely, 'Best Technology Bank of the Year', 'Best Digital Financial Inclusion
Initiatives' and 'Best IT Risk and Cyber Security Initiatives'

TYPES OF FINANCIAL ASSISTANCE OF THE ICICI

The Corporation provides finance-in the following forms

• Underwriting of public issues and offer or sale of industrial securities.

• Direct subscription to such securities.

• Securing loans in rupees payable over periods up to 15 years.

• Providing similar loans in foreign currencies for payment of imported capital

equipment and technical service.

• Guaranteeing payments for credit made by others.

• Providing credit facilities to manufacturers for promoting sale of industrial

equipment on deferred payment terms.

• Providing financial services like leasing, installment sale and asset credit.

23
 CHAPTER - II
REVIEW OF THE
LITERATURE

24
Govindarajalu (1996)
in his article “Satisfaction and dissatisfaction with
bank services” views that the Indian banks have lost the quality of customer service.
The dissatisfaction of customers with bank services is an important issue to be
considered by banks and policy makers for the development of banking sector.

Sarkar and Das (1997)

make a comparison of the performance of the three bank sectors - public, private and
foreign - for the year 1995-1996. These banks are compared in terms of
profitability, productivity and financial management. They find that the public
sector banks are very poor in performance on the basis of these variables than
the other two sectors.

D Mishra (1997)
makes a study on the performance of commercial banks in
India choosing relevant parameters like quality of service, risk management,
profitability etc. His conclusion is that the banks should try to increase quality,
balance risk management, and optimise profitability in order to survive and
succeed. He identifies four challenges for the bank namely competition, credit,
customer and control.

R Jayakumar (1993)
in his study of “Performance of private sector banks in
Kerala” makes a comparative examination of performance of public sector banks
and private sector banks in Kerala. He finds that in Kerala private sector banks
perform better than their public sector counterparts.

25
Delvin James (1995)
makes a case study of the retail banking services in UK using First Direct, a subsidiary
of Midland Bank. He concludes that banks can increase their market share
through proper communication and prompt delivery of their products.

Ali Ataullah (2004)

Concluded that there is still room for improvement in the efficiency of banks in both
the countries. A step forward for the liberalization programmer , therefore, is
not only to deregulate interest rates and enhance the level of competition but
also to strengthen the instutional structure to support good practices in the
banking industry .

Gupta Sumeet&VermaRenu (2008)

concluded that management of non-performing assets and risk emanating from adverse
event is the key to higher profitability of the Indian banking. Transparency and
good governance would work as principal guiding force in present scenario.

GhoshSaibal (2009)

concluded that with international standards, Indian banks would need to improve their
technological orientation and expand the possibilities for augmenting their
inancial activities inorder to improve their profit efficiency in the near future.

Dr. Ibrahim Syed M (2011)

concluded that this is diagnostic and exploratory in nature and makes use secondary
data. The study finds and concludes that the scheduled commercial banks in
India havesignificantly improved their operational performance.

26
 CHAPTER-III
INDUSTRY PROFILE
&
COMPANY PROFILE

27
COMPANY PROFILE OF ICICI BANK -

ORGANIZATION STRUCTURE OF ICICI BANK

.

• Retail banking.
• Wholesale banking
• Project finance and special assets management
• International business
• Corporate bank

1. Retail banking is banking in which banking institutions execute transactions

directly with consumers, rather than corporations or other banks. Services
offered include savings and transactional accounts, mortgages, personal loans,
debit cards, and credit cards.
2. Wholesale banking is the provision of services by banks to the likes of
Mortgage Brokers, large corporate clients, mid-sized companies, real estate
developers and investors, international trade finance businesses, institutional
customers (such as pension funds and government entities/agencies), and
services offered to other banks or other financial institutions.
3. Project finance is the medium- to long-term financing of infrastructure and
industrial projects based upon the projected cash flows of the project rather
than the balance sheets of the project sponsors.

28
 OBJECTIVE OF ICICI BANK

• To provide finance for rehabilitation of industrial units.

• The major objective of the ICICI was to meet the needs of the industry for permanent
and long term funds in the private sector. In general, the major objectives of the
Corporation are
• To assist in creation, growth and modernization of business enterprises in the
• non-public sector.
• To encourage and promote the involvement of internal and external capital
• sources, in such enterprises
• To motivate pvt ownership of industrial investment and to promote and assist
• in the expansion of markets.
• To provide equipment finance.

FUNCTIONS OF THE ICICI -

In order to accomplish the above objectives, the Corporation performs the following

functions

1. Providing finance in the form of long-term or medium term loans or equity

participation.

2. Sponsoring and underwriting new issues of shares and other securities,

3. Guaranteeing loans from other private investment sources.

4. Making funds available for reinvestment by revolving investment as rapidly as

possible. Providing project advisory services i.e. offering advice

5. To private sector companies in the pre-investment stages on Government policies

and procedures, feasibility studies and joint venture search, and

29
Special assets management
-
1. The management of a client's investments by a financial services company,
usually an investment bank. The company will invest on behalf of its clients
and give them access
2. to a wide range of traditional and alternative product offerings that would not
be to the average investors.
3. An account at a financial institution that includes checking services, credit
cards, debit cards, margin loans, the automatic sweep of cash balances into a
money market fund, as well as brokerage services.

International Banking Facility

International Banking Facility (IBF) is a separate account established by a U.S.
bank, or a US branch/subsidiary of a foreign bank, or an Edge Act Corporation
in the United States to offer services to only non-US residents and institutions.
The services offered include deposit and loan services. (Note, an IBF is not
necessarily a separate legal entity.)

One Corporate Centre is an office skyscraper in Pasig City, Metro Manila,

Philippines. It is the 13th-tallest building in the country and Metro Manila as
[3]
well with a height of 202 meters (662.73 feet) from ground to tip of
architectural antenna. The building has 45 floors above ground including 7
floors for commercial purposes, and 9 basement levels for parking.

30
 The Concept of Human Resource Planning
Determining the organization's present and future manpower needs that will enable it to
achieve its goals is its responsibility. Human resource planning, according to Bulla and Scott
(1994), is a procedure for ensuring that the organization's human resource needs are identified
and plans are established for meeting those needs. Those human resources were identified by
Milkovich and Boudreau in 1993. Planning is the process of gathering and utilizing data, from
which it is possible to discuss the amount of resources used. Human resource planning,
according to Mondy and Noe (2006), is the first step in human resource management and deals
with determining the needs for human resources, job analysis, recruiting, selection, and
socialization. Workforce planning, according to Reilly (2003), is the process through which an
organization tries to estimate the demand for labor and assesses the quantity, type, and source
of supply that will be needed to meet that demand. The first and most fundamental action of
the human resource management function is planning. Human resource planning needs to be
connected to the organization's overarching strategy, according to Khadka (2009). According
to Koubek (2007), personnel planning help a company reach its goals by predicting future
development, establishing goals, and putting plans into action that will guarantee that business
duties will be carried out with enough staff in the present and the future. All future positions
are included in personnel planning, according to Dessler and Varkkey (2009), and planning
originates from the company's strategic strategy. Human resource planning, as defined by
Mullins (2003), is the process of planning for an organization's workforce requirements in
order to guarantee that the personnel demands are consistently met. Demand and supply
analysis is used to accomplish this. Human resource planning, according to Dwevedi (2012), is
a procedure that aids in carrying out crucial human resource tasks, such as providing accurate
and timely information regarding when to conduct staff recruiting. Human resource planning,
according to Cascio (1992), is an endeavor to foresee future economic and environmental
demands on an organization and to provide the staff necessary to meet those expectations.
Human resource planning, according to Walker (2002), is the process of identifying and
addressing the issue of workers as well as laying out new policies, procedures, and programs
that will guarantee effective human resource management in light of shifting circumstances.
According to Mursi's (2003) theory, human resources management operations are guided by a
process called planning. Human resource planning is a process that places an organization in

31
the best possible position by ensuring that it has the right amount and type of human resources
to fulfill its objectives (Jahanian, 2009). Forecasting manpower demand entails determining
the quantity and kind of human resources needed at various levels and in various
organizational divisions (Pradeesh, 2011). According to Randal (2000), human resource
planning is the process of creating and putting into action strategies and initiatives to guarantee
that the appropriate quantity and kind of people are accessible at the appropriate time and
location to meet organizational needs.Major Objectives of Human Resource Planning
According to Reilly (1999), there are a number of reasons why businesses decide to implement
human resource planning. According to Michael (2006), the goals of human resource planning
in any organization will be greatly influenced by its context. Identifying the gap between what
is needed and what is available is the goal of human resource planning, which forecasts
organizational needs for employees while taking into account both internal and external labor
supply to meet staffing requirements (Santos, Zhang, Gonzalez &Byde, 2009). Noe (2012)
noted that in addition to budgetary constraints, other factors that affect forecasting demand for
personnel include turnover brought on by resignations, contract terminations, transfers, and
retirement, as well as new technology in the industry, decisions to improve the quality of
services offered, and hiring goals for minorities. A mathematical formula is used in the context
of human resource planning to project future demands for human resources based on a known
relationship between the employment level of an organization and some quantifiable output
factors, such as revenue, sales, or production level. Walker (1980) established that human
resource planning plays a crucial role in forecasting future demands of the organization's
business and environmental factors. It also assists in generating and managing the demand for
human resources as necessary and as conditions depict. Imison, Buchan, and Xavier (2009)
argued that the most typical goal of human resource planning is striking the right balance
between supply and demand for labor. According to Ulrich (1987), human resource planning
should be acknowledged as a source for the development of organizational functions based on
the goals and missions of the company. The effectiveness of human resource planning depends
on the context in which it is used, like most organizational practices (Walker, 1990).
Process of Human Resource Planning and execution In order to guarantee that the appropriate
caliber and quantity of human resources are available when and where they are needed, human
resource planning captures all actions involving continuous environmental scanning and

32
reviewing of organizational strategies, objectives, and policies (Randhawa, 2007). According
to Dessler (2001), human resource planning is a dynamic, ongoing process that involves
numerous interconnected activities that must be updated and modified as circumstances
change. According to Randall (2000), human resource planning entails creating an inventory of
the current workforce in order to assess the status of the workforce, including its size, type, and
work scope. The inventory entails looking at the available workforce's skills, number of
employees, experience, and age structure span of control. According to Harbison (1973),
human resource planning entails a number of tasks, such as forecasting human resource
requirements, taking stock of the current workforce and evaluating its level of productivity,
anticipating problems with the use of the workforce by looking ahead and assessing the
sufficiency of the current workforce, and planning the necessary programs of requirement.
Accordingly, John (2008) argued that a five-step process should be used to link departmental
planning with human resource or workforce planning in order to control the present and future
needs and demands of the human resource. This process should include setting business goals,
scanning the environment, performing gap analyses, deciding on human resource priorities,
and measuring, monitoring, and reporting progress. The prediction of future demand for
human resources, the prediction of future supply of human resources, and the closing of the
gap between the first and second pillars and the development of policies for that were the three
pillars of manpower planning discussed by Edwards (1983). Izueke (2009) made the point that
human resource planning necessitates a thorough examination of both the present and the
future to guarantee that the organization has the appropriate number of people on hand who are
skilled enough to carry out the tasks required of them when needed. The quality of human
resource planning is dependent on personal records, according to Butter (2002). Ghazala &
Habib (2012) argued that the human resource planning process should make sure that
employees of an organization have the necessary skills and competencies for the enterprise's
success.
Importance of Human Resource Planning to the Organization in present context
According to Armstrong (1992), one of the most important objectives in business is to increase
productivity, and human resource planning is crucial to achieving this productivity. Parker and
Caine (1996) noted that having the appropriate manpower levels is crucial for organizations to
avoid unfavorable situations like the issue of excess and shortage of manpower. Planning is

33
linked to the nature of organizations, according to Cole (2002), and it is essential to the success
of an organization's strategy. According to Reilly (2003), human resource planning procedures
allow a company to estimate the demand for labor and assess the quantity, kind, and sources of
supply that will primarily be needed to meet that demand. Craft (1980) noted that human
resource planning has an impact on the caliber and type of candidates who choose to work for
a company. Companies that use HRP are more likely to be aware of the specific qualities they
are seeking in candidates, which improves the quality of their decisions. According to research
by Katua et al. (2014), human resource planning strategies can improve a company's
performance. Businesses should develop and document their human resource planning
strategies with the goal of improving both employee and organizational performance.
According to Hassan (2003), failing to properly articulate and implement the three core
responsibilities of human resource planning—forecasting labor needs, managing employee
demand, managing market supply, and maintaining a balance between labor supply and
demand forecasts—will be a major challenge for businesses in terms of cost and expertise,
which will ultimately hurt their ability to compete. Walker (1990) claimed that, as competitive
advantage is sought through better service, quality, cost control, and organizational
effectiveness, planning for human resources is more crucial than ever. Executives now
understand that, in order to balance attention to the financial and technological side of
business, attention must be paid to planning for human resources. The process of business
planning now must include more emphasis on the need for human resource planning (Meehan
et al, 2002). According to Aslam et al. (2013), organizations that view human resource
planning as a significant and integral component of their human resource management are very
helpful in managing their human resource capital and may help them stand out from the
competition in the market. Human resource planning is crucial for emerging, rapidly growing,
and high tech businesses, according to a study by Edwards and Pearce (1988) on high
technology businesses. According to a study on the development of human resources by
Gifford (2011), human resource planning identifies the necessary skills for various levels of
employment. Human resource management and organizational performance have a significant
and favorable relationship, according to a 2003 study by Mursi. Human resource planning is
crucial to deal with the change brought on by external environmental factors, according to
Bogdan's (2012) study on coping with change in the northern province of France. When

34
Ogunrinde (2001) looked at how human resource planning was used and how it related to how
well organizations performed, he discovered that those organizations that used it outperformed
those that didn't. A Mildred (2012) study on the impact of HRM practices on the financial
performance of commercial banks in Kenya came to the conclusion that one of the key HRM
practices that has an impact on the financial performance of commercial banks is human
resource planning. Human resource management and organizational performance have a
beneficial relationship, according to a Hiti (2000) study. According to a study by Cakar (2012),
one of the key benefits of human resource planning is that it meets the organization's need for a
qualified workforce. It also significantly lowers labor costs by maintaining a balance between
supply and demand for human resources. In his investigation into the impact of manpower
planning on organizational performance, Arsad (2012) discovered a favorable correlation
between the two. Additionally, a study by Johne (2009) revealed that by supplying team
players, human resource planning plays a significant role in organizational performance.
According to a study by Chand and Katou conducted in the Indian hotel industry in 2007,
manpower planning has a significant impact on organizational performance and is strongly
correlated with productivity. According to a 2012 study by Amaratunga on how human
resource planning can guarantee adequate staff levels, one of the main purposes of human
resource planning is ensuring that different company departments have enough staff to finish
all the work necessary to achieve the organization's goals. In their study of human resource
planning and organizational performance in oil and gas companies in Port Harcourt, Nigeria,
Anya, Umoh, and Worlu (2017) discovered that HRP has a significant impact on
organizational performance in predicting future business and environmental demand, which
aids in managing the demand for human resources as necessary. Employee resourcing
strategies have a significant positive impact on the performance of the aforementioned banks,
according to a study by Ngui et al. (2014). The study also found that banks should develop and
document human resource planning strategies in order to improve employee and organizational
performance. Leng (2005) looked at the significance of human resource planning on a
construction project and discovered that it significantly improves project performance,
addresses skilled labor shortages, a transient workforce, and a lack of efficient training and
performance appraisals. Human resource planning strategies can improve a firm's
performance, according to Katua et al. (2014). The researchers' conclusions led them to advise

35
businesses to create and record HRP strategies with the goal of improving both employee and
organizational performance. According to Chan et al. (2006), accurate forecasts of the demand
for labor can help decision-makers avoid unnecessary expenditures, achieve efficient and
balanced industry growth, and advance the economy.
developed when all the requirements-influencing elements have been taken into account and
the human resource planners have identified the employees required to carry out the business
strategy.

II. Phase
The determination of the availability of qualified individuals to staff the organization of the
future is a requirement of the second phase of HRP. Currently, planners must search within the
company to find people who might be transferred to new positions or promoted. To predict the
quantity of suitable people who will be available to meet the future staffing demands, they
must also go beyond the company by analyzing demographic data and other criteria. Then,
personnel availability is compared to staff requirements. Although every stage of the HRP
process is important, the needto-availability comparison is particularly significant because it
identifies the staffing issue that the organization will face in the future and suggests steps that
will need to be taken to balance the supply and demand of human resources.

III. Phase
The formulation of precise plans of action to guarantee the institution will have the right
people in the right places at the right times to carry out the strategic business plan constitutes
the HRP's final phase.

IV. Phase
Develop and implement a plan such that it works accordingly as per the requirements of the
HRP

V. Phase
Monitor, review and also reassess your plan to correct deviations if any Figure 1 showing
Human resource planning process Major types of Human Resource Planning (HRP)
Short-term or long-term The short-term plans address the needs that arise right away, as well
as the supply of personnel and executive training programs. These strategies are better suited
for particular projects and activities. The long-term plans show how management will be

36
thinking in three to five years or even longer. It could be determined by factors such as the
anticipated change in the company structure, the business climate, personnel policy, and the
demand and supply of qualified workers. Creating controls for potential change is the goal of
the long-term planning. Additionally, it helps CEOs avoid change resistance by preparing them
to adapt to a changing environment gradually and painlessly over time. Formal or informal
- A formal plan is one that is implemented through a plan document, management decision,
statement, charts, and graphs, among other forms. An informal plan just exists in the managers'
heads. It might manifest itself without a prior official statement in the form of thoughts,
recommendations, and occasionally even through action. The formal plans typically do not
contain the succession plans for top-level employees. Comprehensive or specific
-A thorough plan covers every facet of predicting requirements, training and development
programs, recruitment, replacement, and succession plans for the entire firm. The individual
strategies might just address a specific issue or aspect. Single choice or multiple choices
-While the multiple choice plans offer a number of decision points with options, the single
choice plans allow little to no deviance from the established methods. The multiple choice
plans give managers the ability to adapt their strategy based on the situation, as is typical, for
example, in the game of chess. International Journal of Research Publication and Reviews, Vol
3, no 11, pp 222-227, November 2022226 Barriers to HRP (Human Resource Planning)
Planners face significant barriers while formulating an HRP. The major ones are the following
People debate the significance of making HR practices future-focused and the part HR
professionals play in developing company strategies. The crux of their claim is that help is
available when required. When you find them in excess, present them with a tempting package
of advantages to get them to quit. Although business management is not their area of
expertise, HR professionals are thought of as specialists in addressing personnel issues.
When the organizational plan is integrated with the people plan developed by HR
professionals, the entire strategic plan may become flawed. Information on human resources is
frequently incompatible with data needed to develop strategies. Financial forecasting has long
dominated efforts at strategic planning, frequently to the exclusion of other sorts of data.
Long-term and short-term HR requirements could clash. For instance, there may be a
contradiction between the desire to complete work quickly and longer-term requirements,
such as training individuals for taking on more responsibility. Many managers have the

37
opinion that as long as wages and salaries are competitive, HR needs may be instantly satisfied
because skills are readily available on the market. These managers don't understand that long-
term difficulties are disregarded when hiring or promoting people based solely on immediate
needs. The quantitative and qualitative approaches to HRP are at odds with one another. Some
people think of HRP as a mathematical game that tracks how many people move across
departments. These people approach planning in a purely quantitative manner. Others adopt a
qualitative strategy and concentrate on the problems of specific employees, such as career
development and promotionability. A mix between the quantitative and qualitative techniques
would produce the best results. Operating managers must be involved for HRP to be effective.
HRP is not purely a function of the HR department. A coordinated effort between operational
management and HR staff is necessary for successful planning,

38
 Board of Directors

Board Members

Mr. Uday Chitale

Independent Director

Ms. Vibha Paul Rishi

Independent Director

Mr. Girish Chandra Chaturvedi

Non-Executive (part-time) Chairman

Mr. Hari L. Mundra

Independent Director

Mr. S. Madhavan

Independent Director

Ms. Neelam Dhawan

Independent Director

Mr. Radhakrishnan Nair

Independent Director

Mr. B. Sriram

Independent Director

39
 Company Information

Executive Director Anup Bagchi

Independent Director NEELAM DHAWAN
Independent Director Uday Chitale
Independent Director Radhakrishnan Nair
Managing Director & CEO Sandeep Bakhshi
Part Time Chairman Girish Chandra Chaturvedi
Company Sec. & Compli. Officer Ranganath Athreya
Independent Director Hari L Mundra
Independent Director B Sriram
Independent Director Subramanian Madhavan
Executive Director Sandeep Batra
Independent Director Vibha Paul Rishi
Executive Director Rakesh Jha

40
 Company Information

Audit Committee

Mr.UdayChitale,Chairman
Mr.S.Madhavan
Mr. Radhakrishnan Nair

Corporate Social Responsibility Committee

Mr. Girish Chandra Chaturvedi, Chairman

Mr. Radhakrishnan Nair
Mr. Uday Chitale
Ms. Vibha Paul Rishi
Mr. Anup Bagchi

Credit Committee

Mr. Sandeep Bakhshi, Chairman

Mr. Hari L. Mundra
Mr. B. Sriram
Mr. Anup Bagchi

Information Technology Strategy Committee

Mr. B. Sriram, Chairman

Ms. Neelam Dhawan
Mr. Anup Bagchi
Mr. Sandeep Batra

Stakeholders Relationship Committee

Mr. Hari L. Mundra, Chairman

Mr. Uday Chitale
Mr. Sandeep Batra

Board Governance, Remuneration &

Nomination Committee

Ms. Neelam Dhawan, Chairperson

Mr. Girish Chandra Chaturvedi

41
Mr. B. Sriram

Customer Service Committee

Ms. Vibha Paul Rishi, Chairperson

Mr. Hari L. Mundra
Mr. Sandeep Bakhshi
Mr. Rakesh Jha

Fraud Monitoring Committee

Mr. Radhakrishnan Nair, Chairman

Mr. S. Madhavan
Ms. Neelam Dhawan
Mr. Sandeep Bakhshi
Mr. Rakesh Jha

Risk Committee

Mr. S. Madhavan, Chairman

Mr. Girish Chandra Chaturvedi
Ms. Vibha Paul Rishi
Mr. Sandeep Batra

Review Committee for identification of willful defaulters/non co-operative borrowers.

Managing Director & CEO, Chairperson

Any Two Independent Directors

42
CHAPTER - IV DATA
ANALYSIS
& INTERPRETATION

43
Q.1Which bank you prefer for taking banking services ?
OPTIONS PERCENTAGE

HDFC BANK 7%

ICICI BANK 20%

AXIS BANK 18%

OTHER 55%

20
HDFC BANK
ICICI BANK
AXIS BANK
55
OTHER

18

INTERPRETTION
-
✓ Most of the people are refer to the other bank i.e 55%.
✓ Remaining 20% people are refer ICICI Bank and Remaining 25% people are refer
HDFC & AXIS Bank.

44
 Q.2Do you face difficulties in withdrawing the money from the ATM
?

OPTIONS PERCENTAGE

NEVER 27%
SOMETIME 60%

OFTEN 3%
ALWAYS 10%

10

3 27

NEVER
SOMETIME
OFTEN
ALWAYS

60

INTERPRETTION -

✓ 27% people says they do not face any difficulties when withdrawing money
From the ATM.
✓ 60% people says they face difficulties sometime when they withdrawing Money
from ATM.
✓ Remaining people says rarely always.

45
Q.3How would you rate the banking services of the ICICI Bank?

OPTIONS PERCENTAGE
POOR 2%
GOOD 69%
VERY GOOD 13%
EXCELLENT 13%

2
13

13 POOR
GOOD
VERY GOOD
EXCELLENT

69

INTERPRETTION -

✓ 67% of the customers are says the ICICI bank services are good.
✓ 13% says is VERY GOOD and remaining people says EXCELLENT &
POOR.

46
Q.4Are the bank employees co-operative when you have banking query?

OPTIONS PERCENTAGE
SOMETIME 71%
OFTEN 11%
ALWAYS 18%

18

11 SOMETIME
OFTEN
ALWAYS

71

INTERPRETTION -

✓ The maximum people says the bank employees are co-operate SOMETIMES i.e
71%.
✓ The 18% people says ALWAYS co-operative.
✓ And the remaining people says rarely co-operative.

47
Q.5Did you report any complaints against the ICICI bank relating to their
products?

OPTIONS PERCENTAGE

YES 42%

NO 58%

42
YES
NO
58

INTERPRETATION -

✓ 42% people want to report against products and services of ICICI bank.

✓ And remaining 58% people do not want to report.

48
Q.6Which services in banking industries are more technologically advanced
&more used?

OPTIONS PERCENAGE
MOBILE BANKING 49%

E-BANKING 27%

INTERNET BNKING 23%

WHOLESALE 1%
BANKING

23

MOBILE BANKING
49 E-BANKING
INTERNET BANKING
WHOLESALE BANKING

27

INTERPRETATION -

✓ 49% people are says MOBILE BANKING is more technologically advanced & more used in
banking sector.

✓ 27% people are says E-BANKING & remaining people says INTERNET BANKING &
WHOLESALE BNKING.

49
Q.7Which attribute of the bank do you value the most?

OPTIONS PERCENTAGE

QUALITY SERVICE 58%

TECHNOLOGY USED 17%

TRUST 16%

LOCATION 9%

16
QUALITY SERVICE
TECHNOLOGY USED
TRUST
58 LOCATION
17

INTERPRETATON -

✓ 58% peoples are says QUALITY OF SERVICE of bank value the most.

✓ 17% people are says TECHNOLOGY USED of bank value the most.

✓ 16% people are says TRUST of bank value the most.

✓ Remaining 9% people are says LOCATION of the bank value the most.

50
 Q.8Are you informed about the charges of the interests rate & their
terms & conditions?

OPTIONS PERCENTAGE
SOMETIME 53%
OFTEN 17%
ALWAYS 30%

30

SOMETIME
OFTEN
53 ALWAYS

17

INTERPRETATION -

✓ 53% customers are says they get information about the rates term and conditions of the
interest rate.

✓ Remaining 17% says often and 30% says sometime.

51
Q.9)Are you satisfied with the interest rate and rules by ICICI Bank ?

OPTIONS PERCENTAGE

YES 57%

NO 33%

33

YES
NO

67

INTERPRETATION -

✓ Maximum customers are says they satisfied with the interest rates and rules of the ICICI
bank i.e 67%.

✓ Rest of the customers says they not satisfied i.e 33%.

52
 Q.10Which factor promotes you to use the new techniques in banking
?

OPTIONS PERCANTAGE
REDUCED TIME OF TRANSACTIONS 45%

COST EFFECTIVENESS 13%

EASE OF USE 25%
TECHNOLOGY SAVE 17%

Sales

17
REDUCED TIME OF
TRANSACTIONS
COST EFFECTIVENESS
45

EASE OF USE
25
TECHNOLOGY SAVE

13

INTERPRETATION -

✓ 45% people says REDUCED TIME OF TRANSACTIONS is to use the new techniques
in banking.
✓ 25% people says EASE OF USE & 17% people says technology save , 13% people says
COST EFFECTIVENESS.

53
 CHAPTER-V
FINDINGS
SUGGESTIONS
CONCLUSION

54
 FINDINGS

1. Majority of bankers are of the opinion that business environment is highly

competitive.
2. Nearly half of the bankers say the competition is faced from public, private,
cooperative and foreign banks.
3. Majority of bankers find very difficult to survive, grow, stabilize and excel in
banking business.
4. For doing banking business effectively the strategies adopted are use of advance
technology, changes in working process and improving bank performance.
5. Out of resources used in banking business the manpower is most important and
money is ranked second.
6. Nearly three-fourth of banks agreed that the major advantages of higher
performance to banks are quality and quantity improvement, high productivity,
employees’ satisfaction and higher profitability.
7. More than half of bankers said that management of banks is highly interested to
manage performance of employees consistently.
8. More than half of bankers said that the major functions performed by performance
management are setting goals and performance standards, communication, coaching
feedback, performance appraisal and development planning for future.
9. Two third majority of bankers opined that the benefits of performance management
to banks are financial, nonfinancial and effective management control.
10. Majority of respondents said that managers, supervisors and reviewers or exports
all play important roles in performance management process.
11. Exactly half of bankers agreed that management is highly interested and one third
said interested to improve productivity of employees.
12. Nearly two third of respondents said that the performance is carried out regularly in
their banks

55
 SUGGESTIONS

1. Plan for staff growth.

2. Regularly assess your current workforce ability.
3. Cultivate talent to align it with your business’s vision.
4. Plan for internal management succession and transition.
5. Improve your hiring process now.
6. Be ready to set up an actual human resources department.
7. Budget for human capital issues.
8. Get your best practices in line with your actions.
9. Perform a gap analysis.
10. Embrace analytics.
11. View your human resources from the customer’s view.
12. Make the book, and then go by it.
13. Get used to relating to your employees differently.
14. Have mid-range employee goals.
15. Find a mentor.
16. When it comes to your top leaders, clean house.
17. Know when you need to subtract.

56
 Conclusion
Typically, businesses plan for their upcoming requirements for funding,
construction capacity, supplies, and equipment. Additionally, organizations need
to make plans to guarantee that their needs for human resources are met. In order
to retain a staff of the desired amount and quality to meet the organization's goals,
human resource planning entails assessing staffing needs, forecasting available
workers, and figuring out what additions or replacements are necessary. The role
of human resource planning incorporates at least three different components job
analysis, demand and supply forecasts, and regulatory constraints. HRP is crucial
to the development and success of any firm. It is a crucial component of the
company and has a direct bearing on the creation and application of business
strategy. Establishing plans to guarantee that the organization satisfies these
personnel requirements and determining the future extent and character of the
work that needs to be done in the organization are both parts of HRP. It entails
not only looking inside to identify the positions that need to be filled, the quantity
of employees needed, and their competencies, but also looking externally to the
business to ascertain whether the necessary employees are readily available on the
labor market. Poor HR planning, or the absence of it, slows down work in the
short term and has negative long-term effects on the business. Having the right
number of employees is the overarching goal of HR planning in order to
maximize productivity for the business. Human resource planning is a common
practice because the company's objectives and strategy evolve over time. As a
result, every organizational planning process should include HR planning. In
addition, given that the literature analysis placed a strong emphasis on the
effective supply and demand of labor, it is clear that human resource planning is
crucial for organizations since it forms the foundation of all other organizational
activities.

57