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UNIVERSITYOFMUMBAI
PROJECT REPORT ON
ADMINISTRATION IN HUMAN RESOURCE
IN PARTIAL FULFILLMENT FOR
MASTER OF MANAGEMENT STUDIES (M.M.S)
UNDER THE GUIDANCE OFPROF. (MRS.) DEEPA NAIR
SUBMITTED BY
SWATI JADHAV
F.Y.M.M.S
2012-2013
Dr. G.D. Pol Foundation
YMT COLLEGE OF MANAGEMENT
Institutional Area, Sector-4, Kharghar, Navi Mumbai 410210
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CERTIFICATE
This is to certify that
Mr. /Ms. SWATI JADHAV of DR.G.D.POL FOUNDATION, YMT COLLEGE OF
MANAGEMENT of FYMMS has undertaken and completed the project work titled
ADMINISTRATION IN HUMAN RESOURCE During the academic year2012-2013under
the guidance of Mr. /Mrs. DEEPA NIAR submitted on ____________ to this college in
fulfillment of the curriculum of Master of Management Studies, University of Mumbai.
Project Guide MMS HOD DEAN External Examiner
Date:
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COMPANY CERTIFICATE
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DECLARATION
I, SWATI JADHAV student of FYMMS, DR.G.D.POL FOUNDATION, YMT COLLEGE
OF MANAGEMENT hereby declare that I have completed the project report on
ADMINISTRATION IN HUMAN RESOURCE in the academic year 2012-2013. The
information submitted by me is true & original to the best of my knowledge.
Signature
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ACKNOWLEDGEMENT
It gives immense pleasure in presenting the project on administration in human resource.
I would like to thank my project guide Prof (Mrs.) Deepa Nair for her great help, valuable
opinions, advice and suggestion in fulfillment of this project.
I am also grateful to Mr. Maxim Pinto (branch head, fort, Mumbai) for providing me huge
huge knowledge to make this project success. I am also thankful to Miss. Deepika Patankar
(Administration department). I convey my deep appreciation to them for sparing their
valuable time and efforts, so as to make me capable of presenting this project.
I am thankful to our college for all the possible assistance and support, by making available
the required books and computer lab which have proved useful to me in successfully
completing my project.
I also wish to thank my family members whose efforts and creativity helped me in giving the
final structure to the project.
I hope that I have succeeded in presenting this project to the best of my abilities
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Sr. No. TABLE OF CONTENT Page No.
1
2
EXECUTIVE SUMMARY
SCOPE OF THE PROJECT STUDY
OBJECTIVE OF THE STUDY
RESEARCH METHODOLOGY
Part I
INTRODUCTION TO ADMINISTRATION
THE ROLE OF THE DEPARTMENT OF
ADMINISTRATION AND HUMAN RESOURCE
HR FUNCTIONS AND ADMINISTRATION
INTRODUCTION TO HUMAN RESOURCE
RESEARCH METHODOLOGY
LIMITATION OF THE PROJECT
PART II
COMPANY PROFILE
HISTORY OF AXIS BANK
ORGANISATION CHART
BENEFITS
8
9
10
11
12-14
15-18
19-24
25-28
28
29
30-35
36-42
43-44
45-49
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3 H.R. DUTIES
PART III
THEORITCAL BACKGROUND OF THE BANK
DATA ANALYSIS AND INTERPRETATIONS
FINDINGS
RECOMMENDATIONS AND SUGGESTIONS
BIBLIOGRAPHY
ANNEXURE (QUESTIONNAIR)
50-53
54-60
61
62
63
64
65-66
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EXECUTIVE SUMMARY
In todays rapidly changing business environment, organizations have to respond quickly to
requirements of people. The market has been witnessing growth which is manifold for lastfew years. Many players have entered the economy thereby increasing the level of
competition. In the competitive scenario it has become a challenge for each company to
adopt practices that would help the organization standout in the market. The
competitiveness of the company of an organization is measured through the quality of
products and services offered to customers that are unique from others.
Administration is one of the major departments in every organization. It has a various
functions. It plays an important role in human resource.
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SCOPE OF THE PROJECT STUDY
The success of any study can be measured by the usefulness of its outcomes to the
business concern or an organization and the society at large. Any organization would love to
have an extremely motivated force since it is the key to a successful business.
The study is an effort towards analyzing the different factor prevailing in the organization,
which have for reaching effects on the overall performance of the organization.
The survey being an exercise, the employees without revealing their identities can
comfortably express their opinion. It acts as an indicator of the overall atmosphere in the
organization useful for the management to implement any changes, if fells necessary.
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RESEARCH METHODOLOGY
I had done 10 peoples survey regarding their work:-
Incentives :
Bank provides good incentives to their employees. Employees are satisfied with their
incentives.
Promotions :
They give promotions to their employees on the basis of their performance.
Induction :Good induction programmed will be held for the new employees.
Target :
In administration employees dont want any selling or target job. They want to focus
only on administration activities.
Working hours :
Working hours are more than other branches of the axis so they want less working
hours.
OBSERVATION:
I observed that in administration department work is more than other department of thebank. In administration people have to maintain each and every record or transaction in theirdepartment.
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Part I
INTRODUCTION
Introduction to Administration
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The Administrative Functionsupports the human capital budgeting activities; ensure
compliance with federal, state and local laws; conduct workforce planning programs; support
and enhance County diversity efforts; administer alternate staffing programs; and research,
interpret, maintain, and develop County/employee agreements, ordinances, and Countywide
human resource policies.
Working as an administrationmanager is an important role that is essential for the
successful operation of a business. These individuals can work in a variety of settings both
small and large. While the job duties of an administration manager can vary depending on
the business, the essential responsibilities are basically the same. These include hiring and
trainingpersonnel,communicating with different departments, evaluating employee
performance, scheduling staff meetings and monitoring business finances.
One of the most fundamental responsibilities of an administration manager is hiring and
training personnel. In order to maintain optimal business functioning, it's vital to have
knowledgeable and hard working employees. As a result, it's up to the administrationmanager to keep the business staffed and ensure that everyone is properly trained. It's his
duty to review potential employee applications and conduct interviews when positions
become available. Once a new employee has been hired, the manager typically aids in the
training process as well.
Another important part of the job is effectively communicating with different departments
within a business. While this duty may be relatively easy in asmallbusiness,it can be quite
demanding in a large business. Effective communication is essential for keeping
departments on the same page and making everything run smoothly. Consequently, this
position also requires considerable interpersonal skills.
Evaluating employee performance is another key component of being an administration
manager. In order to optimize business earnings and remain competitive, it's crucial for all
employees to perform their work effectively. The manager ensures effective performance by
staying up to date on information such as each employee's attendance, assignment
completion, and sales records. If an employee meets his expectations, the manager will
reward him. Employees who do not meet expectations may be offered counseling to help
them get back on track.
Another common job duty is scheduling periodic staff meetings. During this time, the
administration manager will require employees from various departments to meet up in order
to discuss important information. For example, he might talk about recently added company
policies, review overall company performance, or address and resolve conflicts. Since the
manager is responsible for running each meeting, he will need to possess significant
leadership skills.
An additional job role includes monitoring business finances. In order to stay on top of the
industry, an administration manager will need to be aware of things like the company's
budget,expenses, overhead costs and overall profits. He will also need to look at data and
make future financial projections.
http://www.wisegeek.com/what-is-a-manager.htmhttp://www.wisegeek.com/what-are-personnel.htmhttp://www.wisegeek.com/what-is-a-small-business.htmhttp://www.wisegeek.com/what-is-a-small-business.htmhttp://www.wisegeek.com/what-is-a-small-business.htmhttp://www.wisegeek.com/what-is-a-budget.htmhttp://www.wisegeek.com/what-is-a-budget.htmhttp://www.wisegeek.com/what-is-a-small-business.htmhttp://www.wisegeek.com/what-are-personnel.htmhttp://www.wisegeek.com/what-is-a-manager.htm8/12/2019 swati jadhav
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The role of the Department of Administration & Human Resource:
The role of the Department of Administration & Human Resource which is basically aservice
Department is to champion the achievement of Goal Five (5) of the Agency by creating a
strong, productive, dynamic, efficient, and robust result-oriented workforce (by enforcing
discipline, robust welfare package, attitudinal change, support training, and introducing aperformance based management system etc).
Functions/responsibilities:
Provision of support services to other departments to ensure their smooth
operations towards the attainment of organizational goals
Manages appointments, promotion and discipline
Implements staff welfare programmes
Drafts and manages policies and procedures on training and human capitaldevelopment
Advises the Agency on Pension matters and manages the Pension funds
Manage Establishment matters/Records (Post structure)
Maintenance (Capital Assets, Routine)
Transport and Supplies/Stores
Servicing of the Board and its committees
Design skills development strategy
Prepares personnel reports for the Management and the Governing Board Assist the zonal offices with Personnel Appraisal
Implements employment guidelines and procedures including Performance
management
Any other duty that may be assigned by the Executive Director
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Administration activities
Scheduling HR Interview
New Joiners Formalities
Collect the required documents
Arrange Meeting with Seniors
Providing allowances to the employees
Leave Maintenance
Daily Attendance Sheet
Leave Records Maintenance
Monthly Attendance and leave Updates, send mail to employees (if leaves any)
Monthly Attendance and leave Updates (Send to Senior HR by 4th of every month)
Review the monthly leave status and send report to Accounts for Salary Release by
6th of every month
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HR/Admin includes:
Recruitment & selection
Training & development
Performance appraisal
Employee retention Employee welfare
Statutory compliance
Liaison with Government officials etc.
Administration activities like housekeeping
Estate maintenance
Security
Travel & ticketing
Pantry etc.
Looking after day to day office activities
Record attendance and checking attendance register Recruitment process
Salary increment
Counseling employees
Preparing offer/appointment and various other letters and issue them to
employees
Studying performance of the employees and motivate them
Taking in-house training sessions
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Functions:
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HR Functions and Administration
Recruitment
Recruitment Get the Job Description finalized by Person requesting the position
Recruitment Get the position approved from Resource Manager/MD
Recruitment Job Posting on Naukri
Recruitment
Prepare Process (First Round Interviewers, Interview Time, Second Round
Interviewers)
Recruitment Screening Profiles
Recruitment Get profiles Shortlisted from Interviewers (if needed)
Recruitment Scheduling Telephonic Interview, update recruitment sheet
Recruitment Taking feedback from Interviewers, update recruitment sheet
Recruitment Rescheduling / Scheduling Personal Interview, update recruitment sheet
Recruitment Get Employee Information form filled by Candidate
Recruitment Taking feedback from Interviewers, update recruitment sheet
Recruitment If Shortlisted, Inform Seniors, update recruitment sheet
Selection
Selection Scheduling HR Interview - Telephonic / Personal, update recruitment sheet
Selection Taking HR Interview - Personal / Telephonic
Selection Offer Negotiation
Selection Offer Letter
Selection Follow-up on Joining - Every 15 days
Selection Inform IT Department to arrange System 15 days before joining
New Joinees Formalities
New Joinees
Formalities Call and confirm 2 day prior joining, whether joiner is coming on time
New Joinees
Formalities Collect the required documents (all documents mandatory)
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New Joinees
Formalities Document Submission
New Joinees
Formalities Latest Updated Resume
New Joinees
Formalities Certificates
New Joinees
Formalities Previous Experience Letter
New Joinees
Formalities Last Month Salary Slip
New Joinees
Formalities 5 Passport size Photographs
New Joinees
Formalities OthersSpecify
New Joinees
Formalities Filled Forms
New Joinees
Formalities Employee Joining Form
New Joinees
Formalities Provident Form
New Joinees
Formalities Salary Account Opening Form
New Joinees
Formalities OthersSpecify
New Joinees
Formalities Induction Presentation
New Joinees
Formalities Introduction to Organization
New Joinees
Formalities Conditions of Employment Entrances & Exits
New Joinees
Formalities Policies of Companies
New Joinees
Formalities Provide Staff ID Cards
New Joinees
Formalities Work place, equipments etc
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New Joinees
Formalities Introduction to colleagues
New Joinees
Formalities New Entrants New Job - Introduction to Superior
New Joinees
Formalities Arrange Meeting with Seniors
New Joinees
Formalities
Send New Joinees Introduction Mail to all Employees (To - employee, CC -
New Joinees)
New Joinees
Formalities
Send Welcome Note along with Policies link to New Joinees on Mastiff Email
ID
New Joinees
Formalities Complete the Induction Checklist
New Joinees
Formalities Complete the New joinees file and hand-over to HR Associate
New Joinees
Formalities Input New joinees Data in Payroll
New Joinees
Formalities
Inform Senior HR about new joinees formalities completion and get the file
reviewed
New JoineesFormalities Meeting with New Joiner
New Joinees
Formalities Appointment Letter
New Joinees
Formalities Send mail to Accounts Department about New joiner Salary details
Employee Confirmation
Employee
Confirmation Meeting with New joinee and Superior after one month
Employee
Confirmation Mail for Employee Performance Status after 45 days for Confirmation
Employee
Confirmation
Mail to Admin for New Joinee Permanent I-Card (after taking confirmation
from Senior)
Training
Training Co-ordinate with seniors about training schedule
Training Inform Trainers about the training schedule
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Training Get the trainers feedback form filled from Trainees
Training Get the trainees feedback form filled from Trainers
Training Co-ordination with Trainers for feedback of Trainees
Training Communicate the trainees about performance feedback
Training Employment Letter (if any)
Training Complete the trainee employment formalities
Leave Maintenance
Leave Maintenance Daily Attendance Sheet Updation
Leave Maintenance Leave Records Maintenance
Leave Maintenance
Monthly Attendance and leave Updates, send mail to employees (if leaves
any)
Leave Maintenance
Monthly Attendance and leave Updates (Send to Senior HR by 4th of every
month)
Leave Maintenance
Review the monthly leave status and send report to Accounts for Salary
Release by 6th of every month
Budgeting
Budgeting Prepare HR Budget
Budgeting Maintaining expenses list
Budgeting Co-ordination with accounts & Admin team
Budgeting Get the Budget approved from CEO
Policy
Policy Policy reviewing
Policy Reviewing Salary Band (annually)
Recreational
Recreational Sending Birthday Mails
Recreational Monthly B'day party organizing, co-ordinate with Mauj Masti Team & Admin
Recreational Approving Budget for the party and suggestions
Recreational Preparing Write-up about the event to be posted on Mastiff Blog
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Others
Others Sending salary slips to employees
New
New Campus Recruitment
New Quarterly Performance Evaluation
New Standardize Training Process
New Organization Structure
New Salary Band
New Prepare Competitor Companies List
Employee Communication
Employee
Communication Communicating with employees on daily basis (if any issues inform Seniors)
Employee
Communication Communicating with employees on daily basis (if any issues inform Seniors)
Employee
Communication
Communicating with employees on daily basis (if any issues inform the
respective Manager and Management)
Exit formalities
Exit formalities Talk to Employee about Resignation
Exit formalities Talk to his Senior/Manager about his issue
Exit formalities
If relieving is confirmed, finalize his last date, notice period, mail the employee
about his last date and other formalities
Exit formalities On relieving day, conduct exit interview, get the exit form filled
Exit formalities
Issue necessary documents - Relieving Letter/Experience Letter/Salary Slips
(if required)
Exit formalities
Collect company assets which are with him/her -library books, I-Card, others
etc.
Exit formalities
Calculate his leaves, any deductions, any amount due towards the employee,
and inform the accounts to settle the employees accounts (if relieving
formalities are duly completed)
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Exit formalities Inform IT Department to deactivate his Company Email Account
Exit formalities Document his exit documents in his employment file
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INTRODUCTION TO HUMAN RESOURCE:
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HUMAN RESOURCE
Human resource is a term with which many organizations describe the combination of traditionally
administrative personnel functions with performance, Employee Relations and resource planning. The
field draws upon concepts developed in Industrial/Organizational Psychology. Human resources has at
least two related interpretations depending on context. The original usage derives from politicaleconomy and economics, where it was traditionally called labor, one of four factors of production (labor,
land, capital: the overall state of technology and entrepreneurship). The more common usage within
corporations and businesses refers to the individuals within the firm, and to the portion of the firm's
organization that deals with hiring, firing, training, and other personnel issues.
The objective of Human Resources is to maximize the return on investment from the organization's
human capital and minimize financial risk. It is the responsibility of human resource managers to
conduct these activities in an effective, legal, fair, and consistent manner.
Human resource management serves these key functions:
Selection
Training and Development
Performance Evaluation and Management
Promotions
Redundancy
Industrial and Employee Relations
Record keeping of all personal data.
Compensation, pensions, bonuses etc in liaison with Payroll
Confidential advice to internal 'customers' in relation to problems at work
Career development
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.
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RESEARCH METHODOLOGY
I had done 10 peoples survey regarding their work:-
Incentives :
Bank provides good incentives to their employees. Employees are satisfied with their
incentives.
Promotions :
They give promotions to their employees on the basis of their performance.
Induction :
Good induction programmed will be held for the new employees.
Target :
In administration employees dont want to any selling or target job. They want to
focus only on administration activities.
Working hours :
Working hours are more than other branches of the axis so they want less working
hours.
OBSERVATION:
I observed that in administration department work is more than other department of thebank. In administration people have to maintain each and every record or transaction in theirdepartment.
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LIMITATION OF THE PROJECT
Due to employees busy schedules some of the participants might not had sufficient
time to entertain the research questionnaire.
They do not disclose their secret information regarding company.
Most of the senior employees do not entertain the summer trainees.
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Part II
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COMPANY PROFILE
Axis Bank Limitedis an Indianfinancial services firm headquartered inMumbai,
Maharashtra.It had begun operations in 1994, after theGovernment of India allowed new
private banks to be established. The Bank was promoted jointly by the Administrator of the
Specified Undertaking of theUnit Trust of India (UTI-I),Life Insurance Corporation of India
(LIC), General Insurance Corporation Ltd., National Insurance Company Ltd.,The New
India Assurance Company,The Oriental Insurance Corporation andUnited India Insurance
Company UTI-I holds a special position in the Indian capital markets and has promoted many
leading financial institutions in the country. As on the year ended 31 March 2012, Axis Bank
had an operating revenue of 134.37 billion and a net profit of 42.42 billion.[1] Axis Bank
(erstwhile UTI Bank) opened its registered office in Ahmadabad and corporate office in
Mumbai in December 1993. The first branch was inaugurated in April 1994 in Ahmadabad
by Dr. Manmohan Singh, then the Honorable Finance Minister. The Bank, as on 31 March
2012, is capitalized to the extent of Rest. 4.132 billion with the public holding (other thanpromoters and GDRs) at 54.08%.[2].New Zealand born Richard Chandler owns about 9.5%
share through Orient Global.
Axis Bank is the third largest private sector bank in India. Axis Bank offers the entire spectrum
of financial services to customer segments covering Large and Mid-Corporate, SME,
Agriculture and Retail Businesses.
The Bank has a large footprint of 1787 domestic branches (including extension counters) and
10,363 ATMs spread across 1,139 centers in the country as on 31st December 2012. The Bank
also has 7 overseas branches / offices in Singapore, Hong Kong, Shanghai, Colombo, Dubai,DIFC - Dubai and Abu Dhabi.
Axis Bank is one of the first new generation private sector banks to have begun operations in
1994. The Bank was promoted in 1993, jointly by Specified Undertaking of Unit Trust of India
(SUUTI) (then known as Unit Trust of India),Life Insurance Corporation of India (LIC), General
Insurance Corporation of India (GIC), National Insurance Company Ltd., The New India
Assurance Company Ltd., The Oriental Insurance Company Ltd. and United India Insurance
Company Ltd. The shareholding of Unit Trust of India was subsequently transferred to SUUTI,
an entity established in 2003.
With a balance sheet size of Rs.2,85,628 crores as on 31st March 2012, Axis Bank is ranked
9th amongst all Indian scheduled banks. Axis Bank has achieved consistent growth and stable
asset quality with a 5 year CAGR (2007-12) of 31% in Total Assets, 30% in Total Deposits,
36% in Total Advances and 45% in Net Profit.
Ax is Bank was the fir st new genera tion pri va te sec tor bank to be es tab lished in
India under the overall reform programmed initiated by the Government of India in1991, under
which nine new banking licenses were granted. The Bank was promoted by Unit Trust of
India, the largest mutual fund in India, holding 87% of the equity. Life Insurance
Corporation of India (LIC), General Insurance Corporation Ltd and its f our
subsid iar ies who were the co-promoters held the balance 13%. The Bank started its
http://en.wikipedia.org/wiki/Financial_servicehttp://en.wikipedia.org/wiki/Mumbai,_Maharashtrahttp://en.wikipedia.org/wiki/Mumbai,_Maharashtrahttp://en.wikipedia.org/wiki/Government_of_Indiahttp://en.wikipedia.org/wiki/Unit_Trust_of_Indiahttp://en.wikipedia.org/wiki/Life_Insurance_Corporation_of_Indiahttp://en.wikipedia.org/wiki/New_India_Assurancehttp://en.wikipedia.org/wiki/New_India_Assurancehttp://en.wikipedia.org/wiki/Oriental_Insurancehttp://en.wikipedia.org/wiki/United_India_Insurance_Companyhttp://en.wikipedia.org/wiki/United_India_Insurance_Companyhttp://www.axisbank.com/download/press-release/PR-Q4-FY12.pdfhttp://www.axisbank.com/about-us/about-axis-bank.aspxhttp://www.axisbank.com/about-us/about-axis-bank.aspxhttp://www.axisbank.com/download/press-release/PR-Q4-FY12.pdfhttp://en.wikipedia.org/wiki/United_India_Insurance_Companyhttp://en.wikipedia.org/wiki/United_India_Insurance_Companyhttp://en.wikipedia.org/wiki/Oriental_Insurancehttp://en.wikipedia.org/wiki/New_India_Assurancehttp://en.wikipedia.org/wiki/New_India_Assurancehttp://en.wikipedia.org/wiki/Life_Insurance_Corporation_of_Indiahttp://en.wikipedia.org/wiki/Unit_Trust_of_Indiahttp://en.wikipedia.org/wiki/Government_of_Indiahttp://en.wikipedia.org/wiki/Mumbai,_Maharashtrahttp://en.wikipedia.org/wiki/Mumbai,_Maharashtrahttp://en.wikipedia.org/wiki/Financial_service8/12/2019 swati jadhav
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operations in 1994.Ax i s Bank s f i r s t cap i t a l ra i s i ng po s t i nc ep t ion was i n 1998
th ro ug h a p ub li c offering of primary shares and in subsequent years through
equity allotment to a fe w ot he r in ve st or s. The Bank today is capital ized to the
extent of Rs. 358 .56 crores with the publ ic holding (other than promoters) at 57.60%.The
Bank's Registered Office is at Ahmadabad and its Central Office is located at Mumba i.
Presently, the Bank has a very wide network of more than 701 branch o ff ic es a ndEx tens ion Coun te rs . The Bank h as a ne twork o f o ver 2854 ATMs p rovid ing
24 hrs a day banking convenience to its customers. Th is is one of the largest ATM
networks in the country. The Bank has strengths in both re tail and corporate banking
and is committed to adopting the best industry practices internationally in order to achieve
excellence.
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Mission
customer Service and Product Innovation tuned to diverse needs of individual andcorporateclientele.
Continuous technology up gradation while maintaining human values
.
Progressive globalization and achieving international standards.
Efficiency and effectiveness built on ethical practices.
Core Values
Customer Satisfaction
Providing quality service effectively and efficiently
"Smile, it enhances your face value" is a service quality stressed on
Periodic Customer Service Audits
Maximization of Stakeholder value
Success through Teamwork, Integrity and People
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Vision
To be the preferred financial solutions provider excelling in customer delivery through
insight, empowered employees and smart use of technology
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HISTORY OF AXIS BANK:
Company History - Axis Bank Ltd.1993
The Bank was incorporated on 3rd December and Certificate of business on 14th December.
The Bank transacts banking business of all description. UTI Bank Ltd. was promoted by Unit
Trust of India, Life Insurance Corporation of India, General Insurance Corporation of India
and its four subsidiaries.
The bank was the first private sector bank to get a license under the new guidelines issued
by the RBI.
1997
The Bank obtained license to act as Depository Participant with NSDL and applied for
registration with SEBI to act as `Trustee to Debenture Holders'.
Rupees 100 crores was contributed by UTI, the rest from LIC Rs 7.5 crores, GIC and its four
subsidiaries Rs 1.5 crores each.
1998
The Bank has 28 branches in urban and semi urban areas as on 31st July. All the branches
are fully computerized and networked through VSAT. ATM services are available in 27
branches.
The Bank came out with a public issue of 1,50,00,000 No. of equity shares of Rs 10 each at
a premium of Rs 11 per share aggregating to Rs 31.50 crores and Offer for sale of
2,00,00,000 No. of equity shares for cash at a price of Rs 21 per share. Out of the public
issue 2,20,000 shares were reserved for allotment on preferential basis to employees of UTI
Bank. Balance of 3,47,80,000 shares were offered to the public.
The company offers ATM cards, using which account-holders can withdraw money from any
of the bank's ATMs across the country which are inter-connected by VSAT.
UTI Bank has launched a new retail product with operational flexibility for its customers.
UTI Bank will sign a co-brand agreement with the market, leader, Citibank NA for entering
into the highly promising credit card business.
UTI Bank promoted by India's pioneer mutual fund Unit Trust of India along with LIC, GIC
and its four subsidiaries.
1999
UTI Bank and Citibank have launched an international co-branded credit card.
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UTI Bank and Citibank have come together to launch an international co-branded credit card
under the MasterCard umbrella.
UTI Bank Ltd has inaugurated an off site ATM at Ashok Nagar here, taking the total number
of its offsite ATMs to 13.m
2000
The Bank has announced the launch of Tele-Depository Services for its depository clients.
UTI Bank has launch of `I Connect', its Internet banking Product.
UTI Bank has signed a memorandum of understanding with equitymaster.com for e-broking
activities of the site.
Infinity.com financial Securities Ltd., an e-broking outfit is typing up with UTI Bank for abanking interface.
Geojit Securities Ltd, the first company to start online trading services, has signed a MoU
with UTI Bank to enable investors to buy\sell demat stocks through the company's website.
India bulls have signed a memorandum of understanding with UTI Bank.
UTI Bank has entered into an agreement with Stock Holding Corporation of India for
providing loans against shares to SCHCIL's customers and funding investors in public and
rights issues.
ICRA has upgraded the rating of UTI Bank's Rs 500-crore certificate of deposit programme
to A1+.
UTI Bank has tied up with L&T Trade.com for providing customized online trading solution
for brokers.
2001
UTI Bank launched a private placement of non-convertible debentures to raise up to Rs
75crore. UTI Bank has opened two offsite ATMs and one extension counter with an ATM in
Mangalore, taking its total number of ATMs across the country to 355.
UTI Bank has recorded a 62 per cent rise in net profit for the quarter ended September 30,
2001, at Rs 30.95 crore. For the second quarter ended September 30, 2000, the net profit
was Rs 19.08 crore. The total income of the bank during the quarter was up 53 per cent at
Rs 366.25 crore.
2002
UTI Bank Ltd has informed BSE that Shri B R Barwale has resigned as a Director of the
Bank w.e.f. January 02, 2002. A C Shah, former chairman of Bank of Baroda, also retired
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from the banks board in the third quarter of last year. His place continues to be vacant. M
Damodaran took over as the director of the board after taking in the reins of UTI. B S Pandit
has also joined the banks board subsequent to the retirement of K G Vassal.
UTI Bank Ltd has informed that Shri Paul Fletcher has been appointed as an Additional
Director Nominee of CDC Financial Service (Mauritius) Ltd of the Bank. And Shri DonaldPeck has been appointed as an Additional Director (nominee of South Asia Regional Fund)
of the Bank.
UTI Bank Ltd has informed that on laying down the office of Chairman of LIC on being
appointed as Chairman of SEBI, Shri G N Bajpai, Nominee Director of LIC has resigned as a
Director of the Bank.
2002
B Paranjpe & Abid Hussain cease to be the Directors of UTI Bank.
UTI Bank Ltd has informed that in the meeting of the Board of Directors following decisions
were taken: Mr. Yash Mahajan, Vice Chairman and Managing Director of Punjab Tractors
Ltd was appointed as an Additional Director with immediate effect. Mr N C Singhal former
Vice Chairman and Managing Director of SCICI was appointed as an Additional Director with
immediate effect.
ABN Amro, UTI Bank in pact to share ATMs.
UTI Bank Ltd has informed BSE that a meeting of the Board of Directors of the Bank isscheduled to be held on October 24, 2002 to consider and take on record the unaudited half
yearly/quarterly financial results of the Bank for the half year/Quarter ended September 30,
2002.
UTI Bank Ltd has informed that Shri J M Trivedi has been appointed as an alternate director
to Shri Donald Peck with effect from November 2, 2002.
2003
UTI Bank Ltd has informed BSE that at the meeting of the Board of Directors of the companyheld on January 16, 2003, Shri R N Bharadwaj, Managing Director of LIC has been
appointed as an Additional Director of the Bank with immediate effect.
UTI Bank, the private sector bank has opened a branch at Nellore. The bank's Chairman
and Managing Director, Dr P.J. Nayak, inaugurating the bank branch at GT Road on May 26.
Speaking on the occasion, Dr Nayak said, "This marks another step towards the extensive
customer banking focus that we are providing across the country and reinforces our
commitment to bring superior banking services, marked by convenience and closeness to
customers.
UTI Bank Ltd. has informed the Exchange that at its meeting held on June 25, 2003 the BOD
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have decided the following: 1) To appoint Mr. A T Pannir Selvam, former CMD of Union
Bank of India and Prof. Jayanth Varma of the Indian Institute of Management, Ahmadabad
as additional directors of the Bank with immediate effect. Further, Mr. Pannir Selvam will be
the nominee director of the Administrator of the specified undertaking of the Unit Trust of
India (UTI-I) and Mr. Jayanth Varma will be an Independent Director. 2) To issue Non-
Convertible Unsecured Redeemable Debentures upto Rs.100 crs, in one or more tranchesas the Bank's Tier - II capital.
UTI has been authorised to launch 16 ATMs on the Western Railway Stations of Mumbai
Division.
UTI filed suit against financial institutions IFCI Ltd in the debt recovery tribunal at Mumbai to
recover Rs.85cr in dues.
UTI bank made an entry to the Food Credit Programme, it has made an entry into the 59
cluster which includes private sector, public sector, old private sector and co-operativebanks.
Shri Ajeet Prasad, Nminee of UTI has resigned as the director of the bank.
Banks Chairman and MD Dr.P.J.Nayak inaugurated a new branch at Nellore.
UTI bank allots shares under Employee Stock Option Scheme to its employees.
Unveils pre-paid travel card 'Visa Electron Travel Currency Card'
Allotment of 58923 equity shares of Rs 10 each under ESOP.
UTI Bank ties up with UK govt fund for contract farming
Shri B S Pandit, nominee of the Administrator of the Specified Undertaking of the Unit Trust
of India (UTI-I) has resigned as a director from the Bank wef November 12, 2003.
UTI Bank unveils new ATM in Sikkim
2004
Comes out with Rs. 500 mn Unsecured Redeemable Non-Convertible Debenture Issue,
issue fully subscribed
UTI Bank Ltd has informed that Shri Ajeet Prasad, Nominee of the Administrator of the
Specified Undertaking of the Unit Trust of India (UTI - I) has been appointed as an Additional
Director of the Bank w.e.f. January 20, 2004.
UTI Bank opens new branch in Udupi
UTI Bank, Geojit in pact for trading platform in Qatar
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UTI Bank ties up with Shriram Group Cos
Unveils premium payment facility through ATMs applicable to LIC & UTI Bank customers
Metal junction (MJ)- the online trading and procurement joint venture of Tata Steel and Steel
Authority of India (SAIL)- has roped in UTI Bank to start off own equipment for Tata Steel.
DIEBOLD Systems Private Ltd, a wholly owned subsidiary of Diebold Incorporated, has
secured a major contract for the supply of ATMs and services to UTI Bank
HSBC completes acquisition of 14.6% stake in UTI Bank for $67.6 m
-UTI Bank installs ATM in Thiruvananthapuram
-Launches `Remittance Card' in association with Remit2India, a Web site offering money-
transfer services
2005
UTI Bank enters into a bancassurance partnership with Bajaj Allianz General for selling
general insurance products through its branch network.
UTI Bank launches its first Satellite Retail Assets Centre (SRAC) in Karnataka at Mangalore.
2006
UTI Bank unveils priority banking lounge
-UTI Bank launches operations of UBL Sales, its Sales Subsidiary - Inaugurates its first
office in Bangalore
UTI Bank announces the launch of its Credit Card Business
UTI Bank becomes the first Indian Bank to successfully issue Foreign Currency Hybrid
Capital in the International Market
UTI Bank Business Gold Debit Card MasterCard Launched - Designed for business related
spending by SMEs and self employed professionals
2007
AXIS Bank Ltd has informed that consequent upon handing over charge as Administrator of
the Specified Undertaking of the Unit Trust of India (SUUTI), Shri. S B Mathur, the Nominee
Director of SUUTI has resigned as a Director of the Bank w.e.f. December 06, 2007.
AXIS Bank Ltd has informed that Fitch Ratings on December 14, 2007, has upgraded the
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Bank's National Long-term rating to 'AAA (ind)' from 'AA+ (ind)'.
AXIS Bank Ltd has appointed Shri K N Prithviraj as an Additional Director on the Board at
Directors of the Bank.
Company name has been changed from UTI Bank Ltd to Axis Bank Ltd.
2008
Axis Bank launches Platinum Credit Card, India's first EMV chip based card
Axis Bank set up its branch at Ilanji at Meenakshi Nagar on the Coutralam-Madurai road on
April 16.
2009
Axis Bank today said its board has recommended the appointment of Shikha Sharma,currently chief of ICICI group's life insurance business, as its next managing director and
CEO.
Axis Bank has set up a new branch at Perumbavoor. The bank has a network of 832
branches along with 8 extension counters and 3622 ATMs across the country.
Axis Bank, on Wednesday entered into a strategic alliance with Motilal Oswal, the financial
services firm, in order to facilitate the online trading for the bank's customers.
AXIS Bank Ltd has informed that the Board of Directors of the Bank at its meeting held onJune 01, 2009, inducted Smt. Shikha Sharma as an Additional Director of the Bank.
Axis bank has received final clearance from the Securities and Exchange Board of India
(SEBI) to begin its mutual fund operations and will launch debt and equity schemes soon
whereas IDBI Bank is awaiting the regulator's permit for an entry.
Axis Bank opened the new branch at Irinjalakuda while it has a network of 892 branches, 8
extension counters and 3,806 ATMs across the country.
2010
Axis Bank Limited has informed that at the meeting of the Board of Directors held on
January 15, 2010, the following decisions were taken: (1) To appoint Dr. Adarsh Kishore,
former Finance Secretary, Government of India and former Executive Director, International
Monetary Fund representing Bangladesh, Bhutan, India and Sri Lanka, as the Non-
Executive Chairman of the Bank, subject to RBI approval; (2) To appoint Shri S.B. Mathur,
former Chairman, LIC and the National Stock Exchange of India, as an Additional
Independent Director, with immediate effect.
AXIS Bank Ltd has appointed Shri M. S. Sundara Rajan, former CMD, Indian Bank as an
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ORGANISATION CHART
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BENIFITS
Broker Services
Employee benefit plans are a major cost for your company. They are also important
elements of compensation that help you attract and retain key personnel. We help our clients
balance these needs by researching, analyzing, and recommending the employee benefit
plan that is most appropriate for your firm. Benefit plans available through AXIS on a broker
basis include:
Group Health
Long Term Care
Executive Benefits
Dental
Life
AXIS has clients nationwide and internationally because of our comprehensive after-sales
service. This includes continual support for your own administrators.
Benefits Administration Services
Your firm has the option of completely outsourcing the administration of your employee
benefits plans to AXIS. We are staffed with Human Resource professionals who are
equipped to handle all of your plan's communication, processing and compliance
requirements. We remove this administrative burden and its attendant costs from you so
your firm can focus on what it does best. We will tailor a benefits administration contractspecifically for your firm that is both appropriate and effective, including:
New hire and open enrollment services
Employee communications
Monthly premium statement auditing
Claims payment reporting
Claims intervention and advocacy
Disability claims and waiver of premium filings
Documentation and recording of:
Employee plan elections
Employee deduction authorizations (both pre-tax and after tax plans)
Employee status changes
Division classification and date of hire
Employee claims inquiries
As your benefits plan administrator, AXIS will make sure your plan processing is done
smoothly.
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Human Resources Administrative Practice Manual
Introduction
About the Administrative Practice Manual
Classification, Compensation, and Payroll
Determination of StatusEmployee vs. Independent Contractor
Emergency Call Back Pay and Variant Pay
Employee Categories
Entrance Salary Garnishment of Pay
Interim and Acting Assignments
Position Classification
Promotions
Salary Increase Administration Process
Transfers
Wage and Salary Administration Policy
Withholding of Pay
Workweek and Overtime
Employment
Age Criteria
Americans with Disabilities Act
Background Investigation
Conformity with Federal Grant Standards
Dismissal, Demotions, or Suspensions
Employee Orientation
Employee Personnel Records Employment Applications
Employment of Foreign Nationals
Employment of Relatives
Equal Employment Opportunity
Exit Questionnaires
General Criteria for Employment
Motor Vehicle Use
Provisional Appointments
Reduction in Force
Relocation Expenses Resignations
http://www.usg.edu/hr/manual/about_hrap_manualhttp://www.usg.edu/hr/manual/about_hrap_manualhttp://www.usg.edu/hr/manual/determination_of_status_employee_vs._independent_contractorhttp://www.usg.edu/hr/manual/determination_of_status_employee_vs._independent_contractorhttp://www.usg.edu/hr/manual/determination_of_status_employee_vs._independent_contractorhttp://www.usg.edu/hr/manual/variant_payhttp://www.usg.edu/hr/manual/employee_categorieshttp://www.usg.edu/hr/manual/entrance_salaryhttp://www.usg.edu/hr/manual/garnishment_of_payhttp://www.usg.edu/hr/manual/interim_and_acting_assignmentshttp://www.usg.edu/hr/manual/position_classificationhttp://www.usg.edu/hr/manual/promotionshttp://www.usg.edu/hr/manual/salary_increase_administration_processhttp://www.usg.edu/hr/manual/transfershttp://www.usg.edu/hr/manual/wage_and_salary_administration_policyhttp://www.usg.edu/hr/manual/withholding_of_payhttp://www.usg.edu/hr/manual/workweek_and_overtimehttp://www.usg.edu/hr/manual/age_criteriahttp://www.usg.edu/hr/manual/americans_with_disabilities_acthttp://www.usg.edu/hr/manual/background_investigationhttp://www.usg.edu/hr/manual/conformity_with_federal_grant_standardshttp://www.usg.edu/hr/manual/dismissal_demotions_or_suspensionshttp://www.usg.edu/hr/manual/employee_orientationhttp://www.usg.edu/hr/manual/employee_personnel_recordshttp://www.usg.edu/hr/manual/employment_applicationshttp://www.usg.edu/hr/manual/employment_of_foreign_nationalshttp://www.usg.edu/hr/manual/employment_of_relativeshttp://www.usg.edu/hr/manual/equal_employment_opportunityhttp://www.usg.edu/hr/manual/exit_questionnaireshttp://www.usg.edu/hr/manual/general_criteria_for_employmenthttp://www.usg.edu/hr/manual/motor_vehicle_usehttp://www.usg.edu/hr/manual/provisional_appointmentshttp://www.usg.edu/hr/manual/reduction_in_forcehttp://www.usg.edu/hr/manual/relocation_expenseshttp://www.usg.edu/hr/manual/resignationshttp://www.usg.edu/hr/manual/resignationshttp://www.usg.edu/hr/manual/relocation_expenseshttp://www.usg.edu/hr/manual/reduction_in_forcehttp://www.usg.edu/hr/manual/provisional_appointmentshttp://www.usg.edu/hr/manual/motor_vehicle_usehttp://www.usg.edu/hr/manual/general_criteria_for_employmenthttp://www.usg.edu/hr/manual/exit_questionnaireshttp://www.usg.edu/hr/manual/equal_employment_opportunityhttp://www.usg.edu/hr/manual/employment_of_relativeshttp://www.usg.edu/hr/manual/employment_of_foreign_nationalshttp://www.usg.edu/hr/manual/employment_applicationshttp://www.usg.edu/hr/manual/employee_personnel_recordshttp://www.usg.edu/hr/manual/employee_orientationhttp://www.usg.edu/hr/manual/dismissal_demotions_or_suspensionshttp://www.usg.edu/hr/manual/conformity_with_federal_grant_standardshttp://www.usg.edu/hr/manual/background_investigationhttp://www.usg.edu/hr/manual/americans_with_disabilities_acthttp://www.usg.edu/hr/manual/age_criteriahttp://www.usg.edu/hr/manual/workweek_and_overtimehttp://www.usg.edu/hr/manual/withholding_of_payhttp://www.usg.edu/hr/manual/wage_and_salary_administration_policyhttp://www.usg.edu/hr/manual/transfershttp://www.usg.edu/hr/manual/salary_increase_administration_processhttp://www.usg.edu/hr/manual/promotionshttp://www.usg.edu/hr/manual/position_classificationhttp://www.usg.edu/hr/manual/interim_and_acting_assignmentshttp://www.usg.edu/hr/manual/garnishment_of_payhttp://www.usg.edu/hr/manual/entrance_salaryhttp://www.usg.edu/hr/manual/employee_categorieshttp://www.usg.edu/hr/manual/variant_payhttp://www.usg.edu/hr/manual/determination_of_status_employee_vs._independent_contractorhttp://www.usg.edu/hr/manual/about_hrap_manual8/12/2019 swati jadhav
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Employee Relations
Conflict of Interest
Cooperation in Internal Investigation
Dispute Resolution
Disruptive Behavior
Gratuity
Grievance Policy
Performance Evaluation
Prohibit Discrimination & Harassment
Safety & Security
Drug Testing Smoking
Workplace Violence
Time Away from Work
Annual Leave
Fair Labor Standards Act Leave
Family and Medical Leave Act
Holidays Inclement Weather or Other Emergencies
Military Leave
Organ and Marrow Donation
Personal Leave
Policy on Education Leave without Pay
Selective Service/Physical Examinations
Shared Sick Leave Program
Sick Leave with Pay
Sick Leave without Pay
Voting Leave and Other Miscellaneous Leave
http://www.usg.edu/hr/manual/conflict_of_interesthttp://www.usg.edu/hr/manual/cooperation_in_internal_investigationhttp://www.usg.edu/hr/manual/dispute_resolutionhttp://www.usg.edu/hr/manual/disruptive_behaviorhttp://www.usg.edu/hr/manual/gratuityhttp://www.usg.edu/hr/manual/grievance_policyhttp://www.usg.edu/hr/manual/performance_evaluationhttp://www.usg.edu/hr/manual/prohibit_discrimination_harassmenthttp://www.usg.edu/hr/manual/drug_testinghttp://www.usg.edu/hr/manual/smokinghttp://www.usg.edu/hr/manual/workplace_violencehttp://www.usg.edu/hr/manual/annual_leavehttp://www.usg.edu/hr/manual/fair_labor_standards_act_leavehttp://www.usg.edu/hr/manual/family_and_medical_leave_acthttp://www.usg.edu/hr/manual/holidayshttp://www.usg.edu/hr/manual/inclement_weather_or_other_emergencieshttp://www.usg.edu/hr/manual/military_leavehttp://www.usg.edu/hr/manual/organ_and_marrow_donationhttp://www.usg.edu/hr/manual/personal_leavehttp://www.usg.edu/hr/manual/policy_on_education_leave_without_payhttp://www.usg.edu/hr/manual/selective_service_physical_examinationshttp://www.usg.edu/hr/manual/shared_sick_leave_programhttp://www.usg.edu/hr/manual/sick_leave_with_payhttp://www.usg.edu/hr/manual/sick_leave_without_payhttp://www.usg.edu/hr/manual/voting_leavehttp://www.usg.edu/hr/manual/voting_leavehttp://www.usg.edu/hr/manual/voting_leavehttp://www.usg.edu/hr/manual/sick_leave_without_payhttp://www.usg.edu/hr/manual/sick_leave_with_payhttp://www.usg.edu/hr/manual/shared_sick_leave_programhttp://www.usg.edu/hr/manual/selective_service_physical_examinationshttp://www.usg.edu/hr/manual/policy_on_education_leave_without_payhttp://www.usg.edu/hr/manual/personal_leavehttp://www.usg.edu/hr/manual/organ_and_marrow_donationhttp://www.usg.edu/hr/manual/military_leavehttp://www.usg.edu/hr/manual/inclement_weather_or_other_emergencieshttp://www.usg.edu/hr/manual/holidayshttp://www.usg.edu/hr/manual/family_and_medical_leave_acthttp://www.usg.edu/hr/manual/fair_labor_standards_act_leavehttp://www.usg.edu/hr/manual/annual_leavehttp://www.usg.edu/hr/manual/workplace_violencehttp://www.usg.edu/hr/manual/smokinghttp://www.usg.edu/hr/manual/drug_testinghttp://www.usg.edu/hr/manual/prohibit_discrimination_harassmenthttp://www.usg.edu/hr/manual/performance_evaluationhttp://www.usg.edu/hr/manual/grievance_policyhttp://www.usg.edu/hr/manual/gratuityhttp://www.usg.edu/hr/manual/disruptive_behaviorhttp://www.usg.edu/hr/manual/dispute_resolutionhttp://www.usg.edu/hr/manual/cooperation_in_internal_investigationhttp://www.usg.edu/hr/manual/conflict_of_interest8/12/2019 swati jadhav
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Employee Benefits & Services
Annuity Programs
Benefits Continuation into Retirement
Dependents of Deceased Employees, Disabled Employees or Retirees
Disabled Employee Insurance
Employee Continuing Education Employee Recognition Programs
Employment Beyond Retirement
Group Health Insurance
Group Health Insurance for Dependents
Group Life Insurance
Other Insurance
Retirement Plan Participation
Social Security Benefits
http://www.usg.edu/hr/manual/annuity_programshttp://www.usg.edu/hr/manual/benefits_continuation_into_retirementhttp://www.usg.edu/hr/manual/dependents_of_deceased_employees_disabled_employees_or_retireeshttp://www.usg.edu/hr/manual/disabled_employee_insurancehttp://www.usg.edu/hr/manual/employee_continuing_educationhttp://www.usg.edu/hr/manual/employee_recognition_programshttp://www.usg.edu/hr/manual/employment_beyond_retirementhttp://www.usg.edu/hr/manual/group_health_insurancehttp://www.usg.edu/hr/manual/group_health_insurance_for_dependentshttp://www.usg.edu/hr/manual/group_life_insurancehttp://www.usg.edu/hr/manual/other_insurancehttp://www.usg.edu/hr/manual/retirement_plan_participationhttp://www.usg.edu/hr/manual/social_security_benefitshttp://www.usg.edu/hr/manual/social_security_benefitshttp://www.usg.edu/hr/manual/retirement_plan_participationhttp://www.usg.edu/hr/manual/other_insurancehttp://www.usg.edu/hr/manual/group_life_insurancehttp://www.usg.edu/hr/manual/group_health_insurance_for_dependentshttp://www.usg.edu/hr/manual/group_health_insurancehttp://www.usg.edu/hr/manual/employment_beyond_retirementhttp://www.usg.edu/hr/manual/employee_recognition_programshttp://www.usg.edu/hr/manual/employee_continuing_educationhttp://www.usg.edu/hr/manual/disabled_employee_insurancehttp://www.usg.edu/hr/manual/dependents_of_deceased_employees_disabled_employees_or_retireeshttp://www.usg.edu/hr/manual/benefits_continuation_into_retirementhttp://www.usg.edu/hr/manual/annuity_programs8/12/2019 swati jadhav
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H.R. Duties:
1 Recruitment
2 Pre recruitment Getting requirement from dept
Sourcing the resumes by Advertisement, reference, Job Portal
Interview card etc.
3 Post Recruitment
Reference Check
Issue the Appointment Letter,
Joint formalities
Personnel File Creation etc
4 Inductions
Training,
Work Allocation,
Time Office Management
Payroll, Benefit and Compensation management,
Facility management,
Safety Policy implementation,
Labor welfare activities
Statutory Activities
Liaison with Govt.
Full and final settlement,
Performance appraisal
Admin Manager duties:
Canteen Management,
Housekeeping management,
Security Gate management,
Ticket Booking, Stationary Control,
Cab arrangement.
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Keeping a day to day check of all the matters related to
Attendance
Leaves
Absenteeism
Welfare Administration -
Introducing & Maintaining Record Keeping
Personal files
Leave files
Policy Framing and Implementation
Working conditions
Leaves
Holidays
Other matters as they may come up
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Flexible Spending Account (FSA) Administration
FSAs are a fast-growing employee benefit encouraged by our current tax code. FSAs reduce the after-
tax burden of employee and dependent contributions to health expenditures in many areas, including:
Health Plan Deductibles
Dental Plan Deductibles
Prescription Drugs
Day Care
Elder Care
Vision Care
Dental Care
Economical to implement, FSAs have a high real and perceived value with savvy employers and
employees. AXIS can make offering this benefit even easier through our ability to design, install and
administrate FSAs for our clients.
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Human Resource Consulting
AXIS can provide full Human Resource services to assist clients in managing this important yet time-consuming area of their operations. Human Resource services are tailored to client needs and mayinclude:
Personnel Recruitment Personnel Management Policy & Procedure Reviews Policy Handbook Creation
In addition, we can review and recommend on any policy such as vacation, medical leave of absence,discrimination, sexual harassment, or any policy that may be unique to your firm. In all cases, we areable to craft fully compliant guidelines for your firm. Full employee communications services are alsoavailable.
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might also include background checks, credit checks and drug testing. After a new employee
is hired, the HR department typically provides orientation, including instruction in company
policies, and ensures that the employee is properly trained for his or her job.
Outgoing Employees
A company's HR department also plays a role when an employee leaves the company for
any reason. If an employee is fired or otherwise let go against his or her wishes, certain
tasks must be performed by the HR department to ensure that the process was done legally.
In some cases,severance pay must be offered or negotiated, and outstanding balances of
paid vacation time and other benefits must be settled. The HR department might also need
to collect all keys or other equipment from the employee and make sure that he or she no
longer has access to the company's resources, including computer networks.
Improving Morale
Employee morale is another concern for many human resources departments. An HR department
might be responsible for choosing an employee of the month, arranging holiday parties and other get-
togethers for employees or otherwise rewarding employees for good performance. The HR
department often is concerned with creating a positive, enjoyablework environment.This can
improve employees' production and contribute to a lower rate of turnover among the company's
workforce.
he Office of Human Resources and Administration provides a broad range of human
resource and administrative management activities in support of the Office of Health,
Safety and Security (HSS).
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Functions
Integrates, synchronizes, and concentrates human resource management
activities in support of HSS, Departmental leadership, and other customers.
Assists HSS managers in recruiting and hiring qualified, talented and capablecandidates. Advises and informs HSS managers on hiring requirements,
capabilities, and limitations. Assists managers, candidates, and new employees
through the employment process. Manages special hiring programs such as
interns, disadvantaged and minorities.
Coordinates employee performance management processes. Ensures
performance plans support HSS priorities and that scheduled reviews,
appraisals, awards, and other related actions are performed in a timely manner.
Counsels, advises, and represents HSS managers in labor-management issues
such as employer-employee relationships, grievances, performance issues,
misconduct, attendance problems, appeals, and adverse actions.
Develops internal management programs and assists HSS comply with human
resource statutes, regulations, and policies. Applies and enforces necessary
administrative controls such as staffing ceilings, FTE allocations, and
supervisory ratios.
Manages organizational change and advises HSS managers of the potential
impact on operational efficiency, resource utilization, and relationships to other
major organizational components.
Manages and establishes HSS human resource and administration policies and
procedures.
Maintains the HSS Human Capital Strategic Plan and coordinates with the DOE
Resource Management Office to ensure effective implementation of the
Department's Human Capital Strategic Plan.
Serves as the HSS liaison and focal point for a wide range of Department,
government, and public programs such as:
Inspector General/Government Accountability Office (IG/GAO) audits and
reports;
Freedom of Information Act (FOIA);
Privacy Act;
Federal Managers Financial Management Integrity Act (FMFIA);
records, forms, and information collection management; Conference management activities.
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Modern concept of human resources
Though human resources have been part of business and organizations since the first days of
agriculture, the modern concept of human resources began in reaction to the efficiency focus of
Taylorism in the early 1900s. By 1920, psychologists and employment experts in the United States
started the human relations movement, which viewed workers in terms of their psychology and fit withcompanies, rather than as interchangeable parts. This movement grew throughout the middle of the
20th century, placing emphasis on how leadership, cohesion, and loyalty played important roles in
organizational success. Although this view was increasingly challenged by more quantitatively rigorous
and less "soft" management techniques in the 1960s and beyond, human resources had gained a
permanent role within an organization.
Human resource management (HRM) is the strategic and coherent approach to the management of an
organisations most valued assets - the people working there who individually and collectively
contributes to the achievement of the objectives of the business. The terms "human resource
management" and "human resources" (HR) have largely replaced the term "personnel management"as a description of the processes involved in managing people in organizations.
Features
Its features include:
Organizational management
Personnel administration
Personnel management
Manpower management
Industrial management
But these traditional expressions are becoming less common for the theoretical discipline. Sometimes
even industrial relations and employee relations are confusingly listed as synonyms, although these
normally refer to the relationship between management and workers and the behavior of workers in
companies.
The theoretical discipline is based primarily on the assumption that employees are individuals with
varying goals and needs, and as such should not be thought of as basic business resources, such as
trucks and filing cabinets. The field takes a positive view of workers, assuming that virtually all wish to
contribute to the enterprise productively, and that the main obstacles to their endeavors are lack of
knowledge, insufficient training, and failures of process.
HRM is seen by practitioners in the field as a more innovative view of workplace management than the
traditional approach. Its techniques force the managers of an enterprise to express their goals with
specificity so that they can be understood and undertaken by the workforce, and to provide the
resources needed for them to successfully accomplish their assignments. As such, HRM techniques,
when properly practiced, are expressive of the goals and operating practices of the enterprise overall.
HRM is also seen by many to have a key role in risk reduction within organizations.
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Synonyms such as personnel management are often used in a more restricted sense to describe
activities that are necessary in the recruiting of a workforce, providing its members with payroll and
benefits, and administrating their work-life needs.
A series of activities which: first enable working people and their employing organizations to agree
about the objectives and nature of their working relationship and, secondly, ensures that the agreementis fulfilled"
HRM relates to those decisions and actions which concern the management of employees at all levels
in the business and which are related to the implementation of strategies directed towards creating and
sustaining competitive advantage.
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Professional organizations
Professional organizations in HRM include the Society for Human Resource Management (SHRM), the
Australian Human Resources Institute (AHRI), the Chartered Institute of Personnel and Development
(CIPD), the International Public Management Association for HR (IPMA-HR), Management Association
of Nepal MAN and theInternational Personnel Management Association of Canada (IPMA-Canada).
HR structure
Federal Level:The Federal classification system is not a pay plan, but is vital tothe structure and administrations of employee compensation. The pay system is
influenced by the grade level and by quality of performance, length of service, and
recruitment and retention considerations.The law requires the Office of Personnel
Management (OPM) to define Federal occupations, establish official position titles,
and describe the grades of various levels of work. OPM approves and issues
position classification standards that must be used by federal agencies to determinethe title, series, and grade of positions.
The classification standards help assure that the Federal personnel management
program runs soundly because agencies are now becoming more decentralized and
now have more authority to classify positions. Agencies are required to classify
positions according to the criteria and the guidance that OPM has issued. The
official titles that are published in classification standards have to be used for
personnel, budget, and fiscal purposes. The occupations in federal agencies may
change over time, but the duties, responsibilities, and qualifications remain the
same so careful application of appropriate classification of the standards needs tobe related to the kind of work for the position. When classifying a position the first
decision to be made is the pay system. There is the General Schedule (GS) and the
Federal Wage System (FWS), which covers trade, craft, or laboring experience.
General Schedule Covers positions from grades GS1 to GS15 and consists of
twenty two occupational groups and is divided into five categories:
ProfessionalRequires knowledge either acquired through training or education
equivalent to a bachelor's degree or higher. It also requires the exercise of judgment,
discretion and personal responsibility. Examples can be attorneys, medical officers,
and biologists. Usually a person who is in the field of HR, and has gone through the
education required, stays in the field for long term career goals. People of this
category are seen in the upper management of HR departments.
AdministrativeRequires the exercise of analytical ability, judgment, discretion,
and personal responsibility, and the application of a substantial body of knowledge of
principles, concepts, and practices applicable to one or more fields of administration
or management. These positions do not require specialized education, but do require
skills usually gained while attaining a college level education. Examples can be
budget analysts and general supply specialists. These positions will most likely be
filed by career employees that act in a managerial function.
http://en.wikipedia.org/w/index.php?title=International_Personnel_Management_Association_of_Canada_(IPMA-Canada)&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=International_Personnel_Management_Association_of_Canada_(IPMA-Canada)&action=edit&redlink=18/12/2019 swati jadhav
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TechnicalRequires extensive practical knowledge, gained through experienceand specific training and these occupations may involve substantial elements of the
work of the professional or administrative field. Technical employees usually carry
out tasks, methods, procedures, and computations that are laid out either in
published or oral instructions. Depending upon the level of difficulty of work, these
procedures often require a high degree of technical skill, care, and precision.Examples of the technical category would be forestry technician, accounting
technician, and pharmacy technicians.
ClericalInvolves work in support of office, business, or fiscal operations. Typically
involves general office or program support duties such as preparing, receiving,
reviewing, and verifying documents; processing transactions; maintaining office
records; locating and compiling data or information from files. Examples can be
secretaries, data transcribers, and mail clerks.
OtherThere are some occupations in the General Schedule which do not clearlyfit into one of the groups. Some firefighter and various law enforcement agencies
have specialized positions that manage HR duties within the organization.
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DATA ANALYSIS AND INTERPRETATIONS
Incentives and allowances
Axis bank provides incentives and allowances to their employees some employees are
satisfied with this some are not. Letssee the below description for more detail.
DESCRIPTION RATING (%)
STRONGLY AGREE (SA) 42
AGREE (A) 30
NOT APPLICABLE/
NO COMMENTS (NA)
11
DISAGREE (D) 18
STRONGLY DISAGREE (SD) 21
1st SA
2nd A
3rd NA
4th D
5th SD
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FINDINGS
Infrastructure and facilities are very good.
Customer satisfaction is also good
All other facilities like ventilation that is lunch area, wash rooms, air conditions,
chairs, and computers are good in condition.
Working hours are more as compare to other branches of axis.
Work load is more in both front office as well as back office.
Less absenteeism.
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RECOMMENDATIONS AND SUGGESTIONS
Administration is a major part of human resource because large no. of work and activities are done over there
which is very helpful for every organization. It is also helpful to running all the work smoothly.
My recommendation is to company is that to give little more attention on administration department .
Work load should be less.
More employees should be hire in administration department.
Work location facilities should be improved.
The compensation package has to be increased.
There should not be more delay in leave maintenance.
Working hours should be reduced.
The target should be given only for marketing employees and not for the entire department.
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BIBLIOGRAPHY
Book Name Author Name
Human Resource Management K.Aswathappa
WEBLIOGRAPHY
www.google.com
www.wikipedia.com
www.businessworlindia.com
www.axisbank.com
http://www.google.com/http://www.wikipedia.com/http://www.businessworlindia.com/http://www.axisbank.com/http://www.axisbank.com/http://www.businessworlindia.com/http://www.wikipedia.com/http://www.google.com/8/12/2019 swati jadhav
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ANNEXURE (QUESTIONNAIR)
1. Employees are satisfied or not? Highly satisfied
Satisfied
Minimal satisfaction
Dissatisfied
2. Bank management is good or not?
Excellent
Good
Average
Poor
3. How is the superior and subordinate relations?
Excellent
Good
Average
Poor
4. Proper allowances are provided or not?
Yes
No
5. What kind of benefits they are providing to the employees?
Promotion benefits
Retirement benefit
Leave benefits
Any other
6. What are their criteria to hire employees? Reference
University
Skills
relatives
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7. Do employees satisfy the need of their customers?
Highly satisfied
Satisfied
Minimal satisfaction
Dissatisfied
8. Work load is more or less?
Always
Sometimes
Never