“Promotion Policy of Employees in

SKS Microfinance Pvt. Ltd.”

SUBMITTED BY:-
Piyush Hedau
BBA Final

GUIDED BY:-
Prof. Vaibhavi Khot

Lokmanya Tilak Institute Of Management Studies And Research, Nagpur.

INTRODUCTION TO
SKS MICROFINANCE
PVT. LTD.
 INTRODUCTION
 SKS Microfinance Launched in 1998, The founder & CEO of SKS
Microfinance is MR. Vikram Akula. SKS Microfinance is one of the
fastest growing microfinance organizations in the world, having provided
over $550 million (Rs 2200 crores) and has maintained loans outstanding
of $223 million (891 crores) in loans to 1,721,155 women members in poor
regions of India.

 Borrowers take loans for a range of income-generating activities,

including livestock, agriculture, trade (such as vegetable vending),
production (from basket weaving to pottery) and new age businesses
(Beauty Parlor to photography).

 SKS currently has 700 microfinance branches in 15 states across India.

SKS aims to reach 4,000,000 members by 2009. In the last year alone,
SKS Microfinance has achieved nearly 170 % growth, with 99% on-time
repayment rate.
 MISSION OF SKS

To empowers the poor to become economically self

reliant by providing financial services in a sustainable
manner
 
 OBJECTIVES
 To know about the promotion policy adopted by the private
Sector Company.

 To know the strength weakness of promotion policy adopted by

company.

 To know the distinctive features of promotion policy in a

private sector company.

 To gain knowledge.

 To study the impact of promotion policy on the employees

working in a company.
 PURPOSE OF PROMOTION
• To motivate employees to higher
productivity.
• To build loyalty, moral, sense of
belongingness in the employees.
• To boost the moral.
• To reward committed employees.
 TYPES OF PROMOTION
1 HORIZANTAL PROMOTION:-
This promotion involves an increase in
responsibilities and pay and change in designation.

2 VERTICAL PROMOTION:-
This promotion results in greater
responsibilities, prestige and pay together with a change in
nature of work.

3 DRY PROMOTION:-
Dry promotion is sometimes given in live of
increase in remuneration. Designation is different but no
change in responsibilities.
 ANALYSIS & INTERPRETATION
OF DATA

Analysis and interpretation is done on the basis of the

methodology of primary data collection by questionnaire.

The researcher interviewed the questionnaire to the

personals in the department and their views are analyzed.
 
 SATISFACTION LEVEL OF
RESPONDENT
SR. RATING RESPONDENTS PERCENTAGE OF
NO. (N-20) RESPONDENTS

1 HIGHLY 4 20%
SATISFACTORY

2 SATISFACTORY 12 60%

3 MODERATE 4 20%

4 NEEDS 0 0
IMPROVEMENT

5 NOT SATISFIED 0 0
CONCLUSION:
 
The satisfactory level of respondent shows that most of the employees
are satisfied with the promotion of employees.
 EXTENT OF MOTIVATION BY
PROMOTION POLICY

CONCLUSION:
 
In promotion policy the employees of company are satisfied to large
extent i.e.; (60%), and some employees are satisfied to small extent (40%). It
shows that promotion policy motivate employees to work more and give a
better performance to his organization.
 CONCLUSION
 The promotion policy is a good parameter for
both, the organization as well as employees of the
company.

 This promotion policy is beneficial to both

employees as well as the management. In overall
the promotion policy prevalent is SKS is very
recommendable.

 Promotion policy acts as a tool for motivating

employees.
 SUGGESTION
i. There should not be any partiality in promoting employees from lower
grade to higher grade.

ii. The periodical review of the performance of the employees should be

arranged.

iii. Proper training should be imported to the employees in time.

iv. The excellent performance of employees should be appreciated in time.

v. For extra ordinary performance awards should be given.

 
 BIBLIOGRAPHY
PERSONAL MANAGEMENT:- DR.C.B.MAMORIA

PERSONAL MANAGEMENT AND HUMAN RESOURCE

MANAGEMENT:- DR.P.SUBBARAO

QUESTIONARY- SKS SENIOR EMPLOYEES

WEBSITE www.sksindia.com
THANK YOU