Work done Report (Annexure-A)
I am very much thankful for sanctioning me the minor research project entitled-“Comparative Study of Human Resources Development (HRD) Practices in Cooperative
Banks and Public Sector Banks in Satara District” vide letter no File No.:23-094/12 (WRO)
dated 5th Feb 2013.
Significance of the study
In the Welfare State of India, the Banks have come to be regarded as an instrument of social
change. Banks themselves also have realized the importance of the role their human resources
are expected to fulfill bring about the expected and desirable social changes. HRD, as a formal
organizational effort of the Banks, is receiving substantial attention both from the academic and
in-house researchers. A review of the literature, however, revealed that only a scant research
attention has been paid to the rural area-based cooperative banks. The proposed work would
attempt to fill this void.
Objectives of the Study
In view of the introductory remarks, foregoing discussions about the research topic and the
study organization, the following have been set out as the objectives of the proposed study:
1. To evaluate the effectiveness of HRD practice of training in cooperative banks and public
sector banks in the study area;
2. To evaluate the effectiveness of HRD practice of performance appraisal in cooperative banks
and public sector banks in the study area;
3. To evaluate the effectiveness of HRD practice of career planning assistance in cooperative
banks and public sector banks in the study area;
4. To evaluate the effectiveness of HRD practice of employee welfare in cooperative banks and
public sector banks in the study area;
5. To evaluate the role of the employee associations in the organization’s HRD effort in the
cooperative banks and public sector banks in the study area.
6. To critically evaluate the Human Resource Development (HRD) climate in
Cooperative
banks and Public sector banks in Satara District. (The study area.)
Methodology Proposed to be adopted
For accomplishing the above objectives and testing of the hypotheses, primary and
secondary data has been collected. For collecting primary data, survey method has been used, by
administering separate interview schedules to three sets of respondents – officer staff, clerical
and the subordinate staff. The sample- respondents have been selected by used Purposive Quota
Accidental Sampling Method. Also, the Non- Participatory Observation Method has used for
recording the researcher’s impressions about the various HRD practices in the Bank. The
necessary secondary data has been collected through the Library Research Method and Internet
Searches.
Primary Sources
There distinct sets of respondents- officer, clerical and subordinate staff- in the Bank have
render the primary data through two per tested interview schedules.
Additional information of primary significance have been collected from the archives of the
Bank, Banks association and the personal interviews with the Bank’s officers. Observation
method has used for gaining first-hand insights into the HRD practices in the Bank.
Secondary Sources
The secondary data necessary for completing the investigation have been collected mainly
from the published sources in academic and public libraries and archives of the Bank. Further
verbatim secondary data has collected to obtain the background material from the persons
knowledgeable in the different aspects of the research topic was also the academicians.
Year- wise Plan of work and targets to be achieved
Plan of Work
-Introduction and Research Design
Year I
- A Review of Relevant Literature
-Conceptual and Theoretical Framework
Year II
-Profile of Satara District and profile of Co-operative and public sector Banks
-An Evaluation of Human Resource Development (HRD)
Climate in
Cooperative and public sector Banks
- Conclusions and Suggestions
Data Analysis and Interpretation
The Primary data collected from the three sets of respondents have to process on a computer
by developing application- specific software and under expert supervision. The statistical
findings derived from this exercise, juxtaposed against the theoretical background have been
interpreted through an intellectual exercise for the purpose of drawing conclusions. The analysis
and interpretation of data have been made on the basis of three types of staffs namely officers,
clerical staff, and sub-ordinate staffs of co-operative and public sector banks. For the present
research analysis is based on the five point scale of opinion about various variables of HRD
practices done in the co-operative and public sector banks. The Z-statistics test has been used to
test the hypotheses. Along with this the average mean value and standard deviation have been
calculated for more specification of results.
The present study started with the discussion on HRD climate plays a vital role in the
success of any organization because it directly or indirectly effect on the performance of officers,
clerical staff and sub-ordinate staff of co-operative and public sector banks. Human Resource
Development Climate (HRDC) is a component of the wider organizational climate. Climate at
the individual level is a summary of HRD climate of the organization's work even that is
descriptive rather than evaluative in nature. The effective performances of the human resource
depends on the type of HRD climate that prevails in the organization, if it is good then the
employee’s performance will be high but if it is average or poor then the performances will be
low. In the recent years many banks are introduced the HRD practices like training, performance
appraisal, career planning and development, employee welfare, employee association etc. which
is helpful for overall performance of organization. The present study of HRD climate is a
purposeful attempt to find out the type of HRD climate prevailing in Co-operative Bank a Public
Sector Bank in Satara district.
The study covers all the important aspects of human resource development in both the
banks. These aspects include conceptual clarification about human resource and human resource
development in banks, essentials of HRD, the sub-system of human resource development like
performance appraisal, training, career planning and development, employee association, welfare
etc. In this study, it is presumed that there is no difference in the effectiveness of HRD climate
being followed by public sector banks and cooperative sector. The management should improve
the HRD climate by introducing various changes in HR Policies & Practices.
The study has found that the public sector banks and cooperative banks have arranged
continuously tanning programme in regular employees. It is observed that the two sectors of
banks have solved the problems of the employee’s family i. e. healthcare, educational assistance
and domestic problems etc. It is found that the some of the bank officers have not satisfied about
providing sports and physical facilities. The maximum of the officers have dissatisfied because
these banks have not providing housing facilities. It is found that those workers have worked on
these sectors banks they taken respect from the society. Hence all workers have pride to work on
this type of bank. It is observed that maximum of the staff have doing cultivation of land. It
means after completion officer work they have worked on land.
The study covers all the public sector and cooperative banks have well structured training
programme and it has given proper guidance to the officers. Therefore they also have given
training course for the purpose of good customer relation. The public sector and cooperative
banks have been developed leadership qualities of the trainees. It is found that all the public
sector banks and cooperative banks have evaluate the performance of the banks officer, clerical
staffs and subordinates and it also make SWOT analysis in this work performance. It is observed
that the public sector banks and cooperative banks have prepared the promotional opportunities
to the banking employees. The employees have doing this job it create more change of perfection
in work performance and encourage for self development.
.
The study has useful for the public sector banks and cooperative banks have make provision of
those officers, clerical staff and subordinate after retirement. The selected two banks have been
arranged expert counseling for handling on the job- stress tension, frustration and conflict and
expert counseling for addiction free lifestyle. The selected two banks have taking maximum
efforts for maintain salaries and allowances and they have satisfied employees work then give
the promotions. The banks have been arranging the welfare schemes to the all employees for the
purpose of taking future benefits in his life. The public sector bank and cooperative banks have
used management principles for his own improvement and employees development. The banks
have taken critical condition or any important decision making that time these banks have getting
suggestions from all type of employees it means these employees have been participated in the
management.
SIGNATURE OF
THE PRINCIPAL INVESTIGATOR
(Mr. Pawar S.S.)
(PRINCIPAL)
(Seal)