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•Ankit Naik •Ayushi Mittal •Yash Gupta •Ashriya D’Souza •Kanak Thacker •Siddarth Magotra •Chandan Potdar Guided By
•Ankit Naik
•Ayushi Mittal
•Yash Gupta
•Ashriya D’Souza
•Kanak Thacker
•Siddarth Magotra
•Chandan Potdar
Guided By
Prof. Silpy Gupta

INTRODUCTION

  

An organization’s Human Resources are the force behind innovation, business process re – engineering.

A committed and highly motivated work force makes the difference in winning and retaining the business and its customers.

The Best HR Practices and initiatives play a vital role in the development of any organization.

HISTORICAL BACKGROUND OF SVC

 1906.    
1906.

It was started on 7 th December

It has 198 branches spread over 10 states.

HISTORICAL BACKGROUND OF SVC  1906.     It was started on 7 December

It is the 3 rd largest co-operative bank in the country.

It undertakes all the banking business including Forex under the guidance of RBI.

It is a Multi-State and Scheduled Co-operative bank.

VISION  To be a leading co-op bank furnishing premium and comprehensive banking experience. MISSION 

VISION

To be a leading co-op bank furnishing premium and comprehensive banking experience.

VISION  To be a leading co-op bank furnishing premium and comprehensive banking experience. MISSION 

MISSION

To deliver operational excellence through Innovation, Quality and Commitment

VISION  To be a leading co-op bank furnishing premium and comprehensive banking experience. MISSION 
Organizational Structure  Operations Department  Credit Department  Finance Department  Audit Department  Forex

Organizational Structure

Operations Department

Credit Department

Finance Department

Audit Department

Forex Department

IT Department

HR Department

Organizational Structure  Operations Department  Credit Department  Finance Department  Audit Department  Forex

Organizational

Hierarchy

It is managed by the Board of Directors consisting of 15 Directors elected by the shareholders of the bank and 1 Director who is a Managing Director of the bank.

 

SVC has about 2561 staff consisting of the M.D, Executives (Chief General Managers, GM’s, DGM’s, AGM’s, Divisional Managers), Sr. Managers, Managers, Asst. Managers, Officers (Officer Grade), Clerks and Sub-staff (Workmen Staff). The bank has developed its own software called Genius and it has full fledged IT department.

ROLE OF HR EXECUTIVES

ROLE OF HR EXECUTIVES  To provide workforce required by the various departments or sections in

To provide workforce required by the various departments or sections in the organization.

To establish industrial harmony and peace in the workforce.

To create a healthy atmosphere and employees satisfaction measures in the organization.

HR CHALLENGES

   

To build the leadership in the organization.

To retain the Top Talent. To reduce the attrition rate.

Succession Plan- creation of middle and senior management level.

Strategic recruitment. Coaching.

Right Appraisal System.

Training & Development

HR PRACTICES IN SVC

HR PRACTICES IN SVC  Manpower planning and budget  Recruitment  Training  Placement and

Manpower planning and budget Recruitment Training Placement and performance Appraisal system Employee welfare schemes Compensation and incentives Staff grievances Job rotation Staff leave Knowledge enhancement Staff accountability policy HR audit

MANPOWER PLANNING AND BUDGETING  Annual manpower planning and budgeting is before the Board of Directors

MANPOWER PLANNING AND BUDGETING

Annual manpower planning and budgeting is before the Board of Directors for approval.

Based on this, the HR requirement plan is worked out and cost incurred for the same. The road map for next financial year is taken into account.

Thus manpower planning and requirement in SVC takes into

consideration the anticipated growth in business, the expansion plans and the technological

RECRUITMENT

RECRUITMENT RECRUITMENT PROCESS SOURCES OF RECRUITMENT  Written Tests  Group Discussions  Personal Interviews 

RECRUITMENT

PROCESS

SOURCES OF RECRUITMENT

Written Tests Group Discussions Personal Interviews Background Check Medical Check-up

Job Offer

Internal sources Advertisement College recruitment External agency Walk-in interviews Head hunters

RECRUITMENT RECRUITMENT PROCESS SOURCES OF RECRUITMENT  Written Tests  Group Discussions  Personal Interviews 
TRAINING  Training, orientation and  induction courses before final placements. Training Centres-”EPIC”  Computer training

TRAINING

Training, orientation and

induction courses before final placements. Training Centres-”EPIC”

Computer training

classrooms for software training. Various training methods.

Pre-programme and Post- programme tests.

Training by external agencies.

TRAINING  Training, orientation and  induction courses before final placements. Training Centres-”EPIC”  Computer training
PLACEMENT AND PERFORMANCE  On the Job Training for the period of probation.  Monthly performance

PLACEMENT AND PERFORMANCE

On the Job Training for the period of probation.

Monthly performance and confidential report are collected for performance measurement.

Ratings

If the measures are not meant then the intimation is sent to the employees.

Successful completion of

probationary period leads to confirmation.

APPRAISAL SYSTEM

APPRAISAL SYSTEM  E-Appraisal System is online and done annually.  KPAs, KPIs, KRAs are explained

E-Appraisal System is online and done annually.

KPAs, KPIs, KRAs are explained to the employees.

4 components of Appraisal System:

  • 1. Appraise (employee concern)

  • 2. Appraiser (immediate reporting authority)

  • 3. Reviewer (superior of reporting authority)

  • 4. Approver (the next hierarchy)

APPRAISAL SYSTEM  E-Appraisal System is online and done annually.  KPAs, KPIs, KRAs are explained

The employees are rated according to KSAAB+.

In most cases, SVC achieves its KRA

COMPENSATION AND INCENTIVES

COMPENSATION AND INCENTIVES Employees are given regular increments, incentives, bonuses as per their grade. They are

Employees are given regular increments, incentives, bonuses as per their grade. They are also given promotions after meeting the requirements. SVC also follow the provisions of workmen compensation act.

COMPENSATION AND INCENTIVES Employees are given regular increments, incentives, bonuses as per their grade. They are

EMPLOYEE WELFARE

SCHEMES Employees benevelant trust Banks medical schemes

EMPLOYEE WELFARE • Employees benevelant trust • Banks medical schemes • Employee Death Link Insurance (EDLI)-

Employee Death Link Insurance

(EDLI)-

Education Aid Recreation club Employee engagement Employment to next of kin Medical and LTA

Staff loan at concessional rate of interest

In house magazine

STAFF GREVIANCES GENERAL  SVC has internal union for workmen staff and associations for officer staff

STAFF GREVIANCES

GENERAL

SVC has internal union for workmen staff and associations for officer staff upto Sr. Manager. So, staff grievances ,if any, are settled between the management and the representative of the union or association as applicable.

WOMEN’S DEVELOPMENT COMMITTEE (WDC)

SVC has WDC consisting of representative of the employees to address the grievances of women employees relating to sexual and other harassments.

JOB ROTATION

In order to give equal opportunity to all employees to rise in the career by attaining the knowledge and experience, Bank made the policy of job rotation. Employees are transferred between branches and departments periodically.

JOB ROTATION In order to give equal opportunity to all employees to rise in the career

STAFF LEAVE

 

Women employees are entitled for 6 months maternity leave (max 2 times) Male employees are entitled for paternity leave as per the rules.

12 casual leaves 15 sick leaves

Average 30 days Privileged leaves

STAFF LEAVE   • Women employees are entitled for 6 months maternity leave (max 2
KNOWLEDGE ENHANCEMENT •Svc sends circulars and guidelines time to time. •Case studies on frauds across the
KNOWLEDGE
ENHANCEMENT
•Svc sends circulars and guidelines time to time.
•Case studies on frauds across the bank industry.
•Bank also sends Do’s and Don'ts on all areas of operations.
Staff Accountability Policy SVC bank has its own staff accountability policy approved by the Board in
Staff Accountability Policy
SVC bank has its own staff accountability policy approved by the Board in line with the RBI guidelines. This policy is reviewed from time to time.
HR AUDIT
The auditing of HR is done by internal audit department as well as external agencies. Their observation is put before the Board and the HR for follow up.
Following are the awards received by the SVC Bank on account of successful HR practices: •
Following are the awards received by
the SVC Bank on account of successful
HR practices:
• The Best Urban Co-op Bank award.
• The Best Chief Information Officer (CIO) award.
• Best IT award.
• The Best IT Implementations Solutions and Security award.
• The Best Chief Technical Officer (CTO) award.
• The Best In House magazine award.
• Best Information Technology bank award by Maharashtra
Urban Co-
op Bank Federation.
• Technology Bank of the year by IBA.
• Best Data Security Award and Best Alternative Income Growth Award.
• National Payments Excellence Award.
• Excellent Customer Relationship Manangement Practices award.
CONCLUSION

CONCLUSION