4. CHALLENGES FACED BY THE BANKS:
1.The real challenge of this sector is the "Indian companies", how to transform into global
corporations without losing the positive values and culture that they have developed.
2.As most part of the jobs in this industry is monotonous/repetitive and routine, the HRD
Department has to empower, engage and energies employees to create effectiveness & efficiency
through motivation organizational structures, systems & procedures are facilitators of these, and
there is a need to focus greater attention on these aspects by the industry.
3.However, the emergence of a core and peripheral workforce in many organization has presented
new challenges for HR managers public & private sector organizations are fast becoming diverse
communities for core workers, flexibly employed casual and part-time workers, consultants,
contractors & business partners.
4.Certain rigidities have also developed in HRD within this banking system itself because this
industry is largely in the public sector.
5. HR PRACTICES IN ICICI BANK
Sources of recruitment:
•Advertisements – newspapers , magazines
•Campus Recruitment
•Head Hunters- executive search
•Job portals
•Consultancies or agencies
•Employee Referral
•Walk in
Selection process:
•Aptitude test
•Group Discussion
•Psychometric Test
•Interview
6. Savvy HR saves ICICI Bank Rs 100 crores
ICICI Group has successfully implemented Sum Total's solution as
an enterprise application for aligning the e-Learning needs of its
employees.
ICICI Group includes companies like - ICICI Bank Ltd. ICICI
Prudential Life Insurance Co., ICICI Lombard General Insurance
Company and ICICI Securities LTD.
Sum Total Systems deployed its award-winning Sum Total
Enterprise Suite(TM) in the bank's Learning Management System
called "The Learning Matrix.“
This implementation has provided ICICI an efficient and cost-
effective business learning management solution making training more
accessible to employees.
7. HR PRACTICES IN AXIS BANK
• Initiate & institutionalize globally competitive HR practices.
• Create a performance-driven culture and an exciting
workplace.
• Create a pool of entrepreneurial managers and business
leaders.
• Create a learning organization for employees.
8. FUNCTIONS OF HRD
• Ultimate aim of the human resources function is to build
and manage a motivated pool of professionals delivering
optimum value to customers.
• Major platforms on which the success of the bank's
corporate strategy rests is bringing on board the requisite
skills.
• Young bank with an average age of 29 years and a talent
pool comprising a mix of new recruits and experienced
officers.
• Training-Scheduling. Performance Management.
Compensation/Reward Administration. Grievance
Handling.
9. HR PRACTICES IN BANK OF
BARODA
• A very strong Organizational
Leadership at different levels forms
the key link in the Model
• People oriented Deployment,
Promotion and selection policies
• Talent identification and grooming
programmes
11. HR PRACTICES IN ANDHRA BANK
Skill Improvement Trainings
Basic level Orientation Programmes.
Entrepreneurial Development
Programmes ( EDPs )
12. CONCLUSION
HR functions to be linked to corporate goals.
Shift from Industrial relations manager to Business manager or
Commercial manager.
Team work is another important and essential soft skill that is
necessary in this industry.
The HR Professionals have to introduce &improve the adaptability
of their structure that will be able to absorb, draw and retain the
best.
As people are primary asset, it is essential not only to invest in
them, but also to ensure that the supporting elements for this asset
are such that it can provide the maximum value on a sustainable
basis.
HRD is to be regularly reviewed against business outcomes as part
of strategic and operational planning.
To overcome the public sector's hierarchical structure, which gives
preference to seniority over performance, is not the best
environment to attract the best talent from among the young.
