NEW DELHI INSTITUTE OF MANAGEMENT

 NAME Rahul Kishor  ROLL.NO. 237  SECTION D Question no. No. of Parts Done ASSIGNMENT PROBLEMS EX-1 EX-2 EX-3 EX-4 EX-5 EX-6 1 2 3 4 5 6 7 8 9 10 GAME THEORY 1 2 3 4 5 6 7 8
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A high level of performance is rewarded by a system of performance bonus. Theratio of variable bonus to fixed salary is fairly high to attract and retain the besttalent in the Bank. In the private and foreign banks there are larger paydifferentials, fewer rewards for tenure, and individual incentives are high. Further,to ensure that the Bank does not lose high performers and to increase themotivation levels and instill a feeling of ownership, the Bank has introduced anEmployee Stock Option Scheme (the Scheme). The first grant of stock options under the Schemewas made during the year.The total number of staff of the Bank increased from 891 as on March 31, 1999 to1,344 as on March 31, 2000. On an average, an employee received 37 hours of training during the year. The Bank conducted 34 internal and 67 external trainingprograms involving 658 and 198 employees respectively. Further, 22 employeeswere a part of overseas training programs. HUMAN RESOURCES DEVELOPMENT SBI State Bank of India is the nation's largest and oldest bank. Tracing its roots back some 200 years to the British East India Company (and initially established as theBank of Calcutta in 1806), the bank operates more than 15,000 branches withinIndia, where it also owns majority stakes in six associate banks. State Bank of India (SBI) has more than 80 offices in nearly 35 other countries, includingmultiple locations in the US, Canada, and Nigeria. The bank has other unitsdevoted to capital markets, fund management, factoring and commercial services,credit cards, and brokerage services. The Reserve Bank of India owns about 60%of State Bank of IndiaHuman Resources Development Department HRDD Vision The Vision of the Human Resources Development Department (HRDD) isessentially to facilitate the Bank to carry out central banking activities, i.e.(i) To create an enabling environment to enhance the efficiency of the organization(ii) To draw out from our staff the very best by a system of proper placements,incentives, &(iii) To create an atmosphere of trust, a certain security of expectations and afeeling that the organization cares about the well being and personal aspirations of the staff. This would help align personal aspirations with professional goals andhelp enhance efficiency HRDD Mission The Mission of HRDD is to create a facilitating environment to enhance theefficiency of the Bank; to empower the staff so as to draw out the latent potential;and to catalyze conditions for a more wholesome quality of life on the work as wellas personal front.Functions of HRDDa) To evolve HR policies on
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y Recruitment: For the decade as a whole, for the SBI group, 25.4% of thestaff were officers, 51.0% were clerks, and 23.6% were subordinate staff.The composition of staff was the same for the nationalized banks with27.9% of staff being officers, 50.7% being clerks, and 21.4% beingsubordinate staff. y Performance and Potential Appraisal : The promotion to a higher management level is best thought of through the lens of a tournament model(Lazear and Rosen, 1981) where the prize in terms of compensation for aposition in the hierarchy is fixed in advance and is independent of absoluteperformance. In effect, an employee is promoted to the next higher level/grade not because he is good, but because he is better than everybodyelse at the current level/grade. y Placement : y Promotion and Career Progression : y Out of Turn Promotion/ Increment to Sports Person y Industrial Relations y Deputation / Secondment y Retirement and Voluntary Vacation y Motivation y Training Establishments y
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Mobility (Transfer/Rotation) y Remuneration and Reward Mechanism y Staff Welfare y Communication y Organisational Development y Training and Skills Upgradation (Policy and Implementation, both) y Medicalb) Other than policy aspects y Interface with other institutions, government, central banks, etc. on HRDissues y To maintain up to date database on human resources in the Bank and undertake analytical studies and ongoing research on different manpower related issues y To make ongoing review of the appraisal system in order to make it aneffective tool for HRD policy management y To install and implement an effective counseling system y To design career and succession plans y
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To review and revitali e t e training functions y Summer Placement y Formulate and administer t e Staff Suggestion Scheme y Publication of House Journal Without Reserve Comparative Analysis ICICI is private global bank its HR practices are totally different SBI no.1 publicsector bank of India. Package given by ICICI is more enough than salariesprovided by SBI. Incentives and benefit policies of ICICI and SBI is totallydifferent. Selection process of ICICI is very lengthy and cost consuming. Selectionprocess of SBI is two levels 1). PO level and, 2). Administrative Officers. Thetraining and development policies of ICICI is much better than SBI. There is notmuch emphasis on training and development at SBI. R COMM ATIONS Recommendations for ICICI: 1. Simplify its recruitment and selection process. 2. Reduce salaries of employee and increase the incentives and benefits part intheir compensation. Recommendations for SBI: -1. Competition in banking sector increases due to private banks. Private sector banks giving higher salaries to attract the talent. Thus it is necessary for SBIto increase its salaries.2. Give more emphasis on training and development of employees.3. Increase motivation by giving extra benefits. R FFERENCES

http://www.scribd.com/doc/27812177/Hr-Recruitment-Practices-of-State-BankOf http://www.icmrindia.org/casestudies/catalogue/Human%20Resource%20an d%20Organi ation%20Behavior/HROB007.htm http://www.citehr.com/research. php?q=HR-practices-at-state-bank-ofindia http://www.hindu.com/edu/2007/02/05/stories/2007020500410400.htm http ://www.citehr.com/87855-icici-human-resourcepractices.html http://www.citehr.com/research.php?q=hr-practices-of-icicibank http://www.icicibank.com/aboutus/pdf/a_r2k2(4568).pdf http://www.m2iconsulting.com/ ocuments/HR%20Issues.pdf http://ww w.managementparadise.com/forums/human-resources-management/ 415-icicihr-project-help.html