SUBJECT: Human Resource Management

MINI PROJECT
COMPANY NAME: Andhra Bank

NAME: Kanishk Sharma

ROLL NO.: DM21B26
SECTION: PGDM-2
 Topics
1. SCPS –

 Sector Information

 Types of Banks in India

 Company Information – Products and Services

 Business Model

2. HR Functions

3. HR Policies and Best Practices

4. Organizational Structure

5. Job Description and Job Specification

6. Recruitment and Selection Process

7. Training calendar

8. Employee Career Graph

9. KRA and KPI

10.Goal Sheet

11.Performance Appraisal Methods

 Traditional

 Modern

12.CTC Structure

13.Employee Benefits Based on Covid-19

14.New Technology and Analytics used by the companies

 SCPS
Sector information:

BFSI

BFSI stands for the Banking, Financial Services, and Insurance sector. Fundamentally, it
represents a major portion of the multi-billion-dollar Indian economy comprising all Banking,
Insurance, and Non-Banking Financial Institutions. The Indian banking industry plays an important
role in the economic development of the country and is the most dominant segment of the financial
sector. Banks help channel savings to investments and encourage economic growth by allocating
savings to investments that have potential to yield higher returns.

The banking system of India consists of the central bank (Reserve Bank of India - RBI),
commercial banks, cooperative banks, and development banks (development finance institutions).
These institutions, which provide a meeting ground for the savers and the investors, form the core of
India's financial sector.
The Indian banking system consists of 12 public sector banks, 22 private sector banks, 46 foreign
banks, 56 regional rural banks, 1485 urban cooperative banks and 96,000 rural cooperative
banks in addition to cooperative credit institutions As of November 2020, the total number of ATMs
in India increased to 209,282.

Asset of public sector banks stood at Rs.107.83 lakh crore (US$ 1.52 trillion) in FY20.During FY16-
FY20, bank credit grew at a CAGR of 3.57%. As of FY20, total credit extended surged to US$
1,698.97 billion. During FY16-FY20, deposits grew at a CAGR of 13.93% and reached US$ 1.93
trillion by FY20. In FY21, bank credit grew 5.56% and deposits by 11.4%. According to the RBI,
bank credit stood at 108.79 trillion (US$ 1.46 trillion) and bank deposits stood at Rs. 155.14 trillion
(US$ 2.08 trillion), as of July 16, 2021.Credit to non-food industries stood at Rs. 107.93 trillion (US$
1.45 trillion), as of July 16, 2021.

CAGR Growth 0.29% US Billion $

2000
1800
1600
1400
1200
1000
800
600
400
200
0
2018 2019 2020 2021 2022
 Types of Banks in India:

Reserve Bank of India

Financial
Banks
Institutions

Scheduled Commercial Cooperative Credit All-India Financial

Banks Institutions Institutions

State-Level
Public Sector Banks (12) Institutions

Private Sector Banks (22) Other Institutions

Foreign Banks (44)

Regional Rural Banks

(43)

Urban Cooperative Banks

(1,484)
Rural Cooperative Banks
(96,000)
2. Company Information:

Name: Andhra Bank

Industry: Banking and financial services
Founded: 28 November 1923
Founder: B. P. Sitaramayya
Successor: Union Bank of India
Headquarters: Hyderabad, Telangana, India
Number of employees: 77000+
Holding: 83.50% by Government of India
Branches: 9300+ Domestic Branches
ATM’s: 11800+
BC Points: 8216 Points
Customer Base: 120 billion
Tagline:  Good people to bank with
                 अच्छे लोग अच्छा बैं क
Countries Served: India, Dubai, Malaysia, United States

Union Bank of India was established on 11th November 1919 with its headquarters in
Mumbai. It was promoted by Seth Sitaram Poddar. The Head Office building of the
Bank in Mumbai was inaugurated by Mahatma Gandhi, the Father of the nation in
the year 1921.

Now, Union Bank of India is one of the leading public sector banks of the country.
Union Bank of India is the first large public sector bank in the country to have
implemented 100% core banking solution. The Bank has received several awards and
recognition for its prowess in technology, digital banking, financial inclusion, MSME
and development of human resources.
Products and Services:
1. Personal:
 Salary Account
 Demat Account
 Saving Account
 Fixed Deposit
 Loans (Retail, MSME, Agro Business)
 Wealth Management
 Government Schemes
 Prepaid Instruments

2. Loans:
 Personal Loan
 Education Loan
 Home Loan
 Vehicle Loan

3. International:
 Schemes / Products / Services
 NRI Services
 Treasury & Other Products
 Remittances

4. Digital Banking:
 Internet Banking
 Mobile Banking
 Self-Banking
 ATM Banking
 SMS Banking
 Doorstep Banking Etc.

UBI or Andhra Bank has several products and services working under them and some
of them are listed in the four headings given above.
Services provided by Andhra Bank are very new age and excellent because they have
optimized the use of technology and digital means.
Business Model:

KEY PARTNERS:
 Investment Partners
 Technology Vendors
 Regulatory Authorities

KEY ACTIVITIES:
 Branch Operations
 Call Centre Operations
 IT Operations

KEY RESOURCES
 Physical and IT Structure
 Loan Assets

VALUE PROPOSITIONS:
 Deposit Products (Lower Interest
Rates)
 Loan Products (Higher Interest
products)
CUSTOMER RELATIONSHIPS:
 Personal Assistance
 Automation where possible

CUSTOMER SEGMENTS:
CHANNELS:
1. Retail and Corporate Customers
(Depositors) 1. Bank Branches, ATM’s, Call
2. Retail and Corporate Customers Centres, Internet, Mobile Devices.
(Borrowers)
HR Functions:

In traditional terms HR function meant planning, directing, organizing, and controlling

the human resources of the organization, but the modern definition is HR Functions are
the division of following activities such as Finding, Screening, Recruiting, Training,
Evaluating their performance and administering employee benefit programs for the
employees.
 HR Policies:

 Highly Skilled, educated, dynamic & smart employees create positive image for the
organization
 Applying appropriate training & development system for the human resource
development
 It also facilitates in formulating competitive compensation package for the
organization
 It can design fair & appropriate performance appraisal & promotion system which can
be motivating factors for the employees
 Rigid recruitment procedure is required to get qualified employees
 Retirement policies can also be helpful to increase the efficiency & effectiveness of the
service firms.
Human Resources Best Practices:

Providing Security to
Employees

Hiring the Right People

Self-managed and Effective

Teams
Human
Resources Fair and Performance-Based
compensation
Best
Practices
Training in Relevant Skills

Creating a Flat and Egalitarian

Organization

Making Information Easily

Accessible to Those Who Need
It
Organizational Structure:
JD and JS:

JD is Job description and Job specification are the detailed explanation and
pointers about the profile or the job and it clearly states the objectives, roles
and responsibilities of the job and also says about the details like
qualification, experience, skills required, purpose and ctc and other details
about the profile.
Recruitment and Selection:

Recruitment is the process of finding the best candidate for the vacant
position and Selection is choosing the best candidate from the candidates
that are recruited from the recruitment process and offering them the job.

Andhra Bank recruitment process

You can apply through BANK PO exam

Or

There is a 3-round process in recruitment process and the candidate need to pass all the
eligibility rounds

1. Written Test Rounds

a. Pre round
b. Main’s round
2. Interview Round

Selection process for Andhra bank

The Selection process of Andhra bank and Union Bank of India has 5 steps in their
selection process that are given below

CV Written Group Technical HR

Shortlisting Test Discussion Interview Interview
Training Calendar:

Training calendar is used for pre planning of training that will be provided or arranged
or managed by the employer to the employee and this calendar defines the training
course, timings and type of training that will be provided to the employee and this
calendar differs from profile to profile and company to company.
 Career Graph:

Career Graph is the graph that shows the future possibilities and opportunities that the
person can achieve, and this can be done by Promotion or Demotion. The aspect of
Promotion or Demotion is accessed by the Employee evaluation methods and appraisal
systems.

Director of
Performance
Head of CRM Marketing
Department
Senior CRM
Manager
CRM
Manager
Deputy CRM
Manager
CRM
Executive
KRA and KPI:
KRA is Key Result Area for the profile that the employee is going to work upon and
KPI is Key Performance Indicators that are known as quantifiable measures the
performance for a specific time.
Goal Sheet:
Goal Sheet further explains the KRA key result areas for the profile according to the
weightage and time lime for the respective responsibility or task assigned.
Performance Appraisal methods:

Performance appraisal refers to the process of evaluating the performance of an

employee over a certain time with the intention of assessing ways to improve their
success. Traditional methods of employee engagement are no longer yielding effective
results. They focus more on measuring an employee’s past performance, rather than
improving future work, which is why many organizations view the entire process as
futile the performance appraisal process can be extremely beneficial in: 

 Defining company goals clearly 

 Providing real-time and effective feedback to all team members 
 Enhancing employee performance and productivity 
 Spotting training and development needs 
 Offering insights into counter-productive and ineffective tasks 
 Improving employee engagement and employee retention 
 Aligning individual performance with organizational goals 
 Transforming the workforce into a strategic advantage

Currently used performance appraisal methods by the Indian banks are

1. Based on Past Performance = This method is a bit traditional method as it does noy
cover the whole picture of the employee and hence provides less measures of
comparison while compared to other modern methods.

2. Career Development System = Where KRA’s would be identified and employees

having same profiles would be rated against each other based on five grades i.e.,
AAA, AA, A, B and C. This was originally meant to reward the top performers but
was loosely linked to the low performers and this method is currently used in SBI.

3. Developmental Performance Analysis = Where ten different formats are used for
ten different categories of performance measurement. This method is currently
being used in PNB.
4. Self-Appraisal = In this appraisal method employee reflects his efforts towards the
organization and by addressing his achievements and mistakes and this method is
being currently used in Union Bank of India (UBI), UCO Bank, BOB etc.

Some of the Modern performance appraisal methods are =

1. Psychological Appraisals =

This method is particularly useful when determining the hidden potential of

employees because it focuses on evaluating an employee’s future performance
rather than the results of their past work. In this performance appraisal method,
qualified psychologists conduct a variety of tests on employees, including in-depth
interviews, psychological tests, and private discussions. These tests aim to
identify an employee’s emotion, intellect, and other related traits that could affect
their future performance in an organization

2. Human-Resource (Cost) Accounting Method =

The cost accounting method involves the analysis of an employee’s performance

through the monetary benefits they yield to the company. This measurement is
usually obtained by comparing the cost of retaining an employee to the monetary
benefits (contributions) the organization has ascertained from that specific
employee and performance appraisal method considers many factors, including
unit-wise average service value, quality, overhead cost, interpersonal relationships,
and so on.

3. 360-Degree Feedback =

In the 360-degree feedback method, multiple raters are involved in evaluating the
performance of an individual. The feedback of the employee is collected by all
agents within the organization who interact with him or her, including superiors,
peers, subordinates, and even customers. Usually, this feedback is collected by an
online questionnaire designed specifically for this purpose. When every employee
in an organization appraises their managers, peers, customers, suppliers, and takes
part in regular self-evaluation, it ensures effective performance analysis with
diverse levels of transparency.
CTC Structure:

The CTC for this profile is Rs. 7,50,000 and this whole amount is fixed and nothing is
variable in this amount and calculations are done according to that only and tax
deductions and calculations are also shown separately.
HR Practices in Covid:

 Vaccination camps for employees

 Without care, People can’t work
 Flexibility is the Key for the employees
 The mental health of employees and their families is essential
 Change in vacations/paid- off polices
 Remote work
 Caretaking benefits

Future of Work trends post covid-19:

 Increase in remote working

 Expanded data collection
 Contingent worker expansion
 Separation of critical skills and roles
 De-Humanization of employees
 Increase in organization complexity
Human Resources adoption of technology and analytics:

 Automated recruiting
 AI based new hire selection
 Interactive training
 Predictive reporting
 Reduce employee turnover
 Use of chatbots
 Personalizing the employee experience
 Providing a human touch
 Employee engagement
 Performance management system (PMS)
Thank You