INTRODUCTION An organization either Business or Industrial Enterprises needs many factors for its growth, further development and for its very survival. The most important factors are Capital, Materials, Machineries and Human Resources as the success or failure of any organization depends on the effective combination of these factors. Managing all other factors are comparatively easier than managing Human Resources. The Human Resources are most important and need to be handled carefully. Since all the others factors are handled by the human resources, they have to be trained in a effective manner to utilize the resources at optimal level to get the desired output and thereby to reach the organization goals. The effective combination of all these factors results to way for success. Training is defined as learning that is provided in order to improve performance on the present job. A person's performance is improved by showing her how to master a new or established technology. The technology may be a piece of heavy machinery, a computer, a procedure for creating a product, or a method of providing a service.
Transcript
INTRODUCTION
An organization either Business or Industrial Enterprises needs many factors for its
growth, further development and for its very survival. The most important factors
are Capital, Materials, Machineries and Human Resources as the success or failure
of any organization depends on the effective combination of these factors.
Managing all other factors are comparatively easier than managing Human
Resources. The Human Resources are most important and need to be handled
carefully. Since all the others factors are handled by the human resources, they
have to be trained in a effective manner to utilize the resources at optimal level to
get the desired output and thereby to reach the organization goals. The effective
combination of all these factors results to way for success.
Training is defined as learning that is provided in order to improve performance on
the present job. A person's performance is improved by showing her how to master
a new or established technology. The technology may be a piece of heavy
machinery, a computer, a procedure for creating a product, or a method of
providing a service.
In recent years, the scope of Training and Development has broadened from simply
providing training programs to facilitating learning throughout the organization in
a wide variety of ways. There is increasing recognition that employees can and
should learn continuously, and that they can learn from experience and from each
other as well as from formally structured training programs. Nevertheless, formal
training is still essential for most organizations or teach them how to perform in
their initial assignment, to improve the current performance of employees who
may not be working as effectively as desired, to prepare employees for future
promotions and increased responsibilities. The Computer Application Training and
New Employee Training are most popular training topics. Various Management
and supervisory skills such as leadership, performance appraisal, interviewing, and
problem solving were also commonly taught. Many organization provide ‘Train-
the trainer’ courses for superiors or peers who will in turn provide on-the-job
training to others. Besides being one of the most important HRM functions,
Training and Development is also one of the most expensive.
Training & Development (T & D) deals with the design and delivery of learning to
improve performance, skills, or knowledge within organizations. In some
organizations the term Learning & Development is used instead of Training and
Development in order to emphasize the importance of learning for the individual
and the organization.It is a learning process that involves the acquisition of
knowledge, sharpening of skills, concepts, rules, or changing of attitudes and
behaviors to enhance the performance of employees.
Development is a related process. It covers not only those activities, which
improve job performance, but also those, which bring about growth in personality.
Training and Development referred to as:
Acquisition and sharpening of employees capabilities that is required to
perform various obligations, tasks and functions
Developing the employees capabilities so that they may be able to
discover their potential and exploit them to full their own and
organizational development purpose
Developing an organizational culture where superior-subordinate
relationship, team work, and collaboration among different sub units are
strong and contribute to organizational wealth, dynamism and pride to
the employees.
Training methods and Techniques for employees
Because of the objective of Human Resource Development is to contribute to the
organization’s overall goals, training programs should be developed systematically
and with the organization’s true needs in mind. Successful training begins with a
thorough needs 18 assessment to determine which employees need to be trained
and what they need to be trained to do.Allison Rossett and Joseph W. Arwady
states” The question is not whether you will solicit this kind of information through
needs assessment. It is how much of it you will do and using which tools. The
culmination for the assessment phase is a set of objectives specifying the purpose
of the training and the competencies required in trainees after they complete the
program. This section considers the choice of methods for employees training.
With training objectives defined and learning principles in mind, the trainer must
be choose appropriate training methods and design the sequence of events in the
training program. Perhaps the first decision to be made is whether to conduct the
training on the job or away from the job. In many cases, the decision is to do some
of both.
I. ON THE JOB TRAINING:
On the job training is conducted at the work site and in the context of the actual
job. The vast majority of all industrial training is conducted on the job, often by the
trainee’s immediate superior or a nominated peer trainer. On-the job training has
several advantages :
• Because of training setting is also the performance setting, the transfer of
training to the job is maximized
• The cost of a separate training facility and a full-time trainer are avoided or
reduced.
• Trainee motivation remains high because it is obvious to trainees that what they
are learning is relevant to the job
• Trainees generally find on-the-job training more valuable than classroom
training.
1. Apprenticeship Training: This training is combination of on and off the job
training. The department of Labor regulates apprenticeship programs, and often
management and a union jointly sponsor apprenticeship training. This training is
normally given to artisans, electricians, plumbers, bricklayers etc., the duration is
normally vary from 2 to 6 years. Apprenticeship training is carried out under the
guidance and intimate supervision of master craftsman or expert
worker/supervisor. During apprenticeship training period, the trainees are paid less
than that of a qualified worker.
Advantages:
• Workmanship is good
• Immediate returns from training
• Economical, better loyalty
• Feed back is given quickly about the correctives of performance
Disadvantages:
• It takes times to learn the skill
• Required job knowledge is too complex
2. Job Rotation: In the job rotation, management trainee/employee is made to
move fromone function to another at planned intervals. Job rotation is widely used
as a management executive development program which makes the employee or
management trainee, a multi-tasking individual. It can be done either vertical or
horizontal.
3. Coaching and Understanding method: Training under experienced worker
they are coached and instructed by skilled co-worker by supervisor by special
trainee instructor.
Advantages:
• Excellent for supervisor
• Quick and economical
• Sequences in logical and simple
• Instructions are clear and concise.
4. Outbound Training: The outbound training is conducted in a location
specifically designated for training. It may be near the workplace or away from
work, at a customized training center or a resort. The purpose of conducting this
kind of training away from the work place is to minimized or avoids distractions of
the employee from their daily work routine and allows them to devote their full
attention the specific subject. Some of the outbound training methods and activities
are:
a) Action planning: Often a closing activity asking participants to specify or set
goals about exactly what they will do differently back on the job
b) Behavior-modeling training: use a videotape to demonstrate the steps in a
supervisory activity such as conducting a disciplinary interview, followed by
role played skill practice and feedback
c) Behavioral Simulation: Large-scale multi person role-lay, no computerized
business game.
d) Brainstorming: Creative idea-generation exercise in which no criticism is
allowed.
e) Business Game: Computerised business simulation that requires participants to
make decisions about strategy and investments and then provides financial
results based on the decisions.
f) Buzz Group: Small-group discussion of several minutes, duration on an
assigned topic
g) Case Study: From a one-paragraph vignette to a fifty-page Harvard-style case.
h) Guided teaching : Drawing from the group the points the lecturer otherwise
would makehim or herself
i) Information search : asking trainees to locate the answers to question in the
training materials or manuals provided
j) Intergroup exchange: small groups share their ideas of findings with another
group
k) Mental imagery: asking participants to close their eyes and visualize or recall
something or engage in mental rehearsal of physical or interpersonal skills.
l) Outdoor leadership training: Team activities that may include hiking, rope
courses, or other physical challenges along with problem.-solving activities.
m)Self-assessment instrument or quiz. An example is a conflict resolution – style
inventory.
II. OFF THE JOB TRAINING.
1. Classroom lectures: this is the simplest and from the off the job training. This is
a best form of instruction when the instruction is to convey information on rules,
regulation, policies and procedures.
Advantages:
• Simple and efficient
• Minimum cost
• Minimum time
Disadvantages:
• Monologues and one way communication
• Large trainees are participants
• Efficiency depends on ability of trainers in the use of correct expression better
participation
• Concentration and intent of majority of trainees fade off after short time or so
• No individual attitude is possible with result there is no feed back of assimilation
of knowledge.
2. Conference and Seminars and Workshops: This is a formal method of
arranging meeting in which individuals confer to discuss points of common interest
for enriching their knowledge and skill. This is group activity. It encourages
group’s discussion and participation of individuals for seeking clarification and
offering explanation and own experience. It is a planned activity with a leader or
moderator to guide the proceedings, which is focused on agreed agendas points
prefixed during planning stage of such conference.
There are three variables:
• Directed conference
• Training conference
• Seminars and workshops
3. Group discussions and study analysis: case study method was initially
introduced by Christopher Lang Dell at Harvard Law School in 1880’s. The
principle used is ‘experiences is the best teacher’. Here several empirical structure
are examined in detail to find out commonalities to derive general discussion.
Based on such studies and group discussion are initiated to derive common lesson.
This method has, however limited use of worker but both use for supervisors. In
case of workers, areas of importance in this method are that the quality control.
4. Audio-visuals and Film Shows: In order to improve understanding very usual
and sometimes is escapable to ‘Demonstrate’ operation of a machine or explain or
process. Audio-visual film shows can supplement the efforts lecturing and improve
its effectiveness.
5. Simulation Computer Modeling: A training activity in which actual working
environment is artificially created as near and realistic and possible is called
simulation training. Case study, analysis, experiment exercise game playing
computer model and vestibule training etc come under this category. When the
work environment is artificially created by using computer-programming method
well call it ‘computer method’
6. Vestibule Training: In this training, employees are trained of the equipment
they are employed, but the training is conducted away from the place of work. In
which all necessary equipment and machines required as actual machined ship are
duplicated
7. Programme Instruction: Programmed instruction is a stu5rctured method of
instruction aided through texts, handouts, book and computer aided instruction. In
this case the instruction materials and information is broken down in meaning full
unit and arranged in a proper sequenced from logical method of learning packages,
the learning ability is tested and evaluated in real time basis
Advantages:
• Materials of learning are broken down into meaning full modules
• Instruction are not key players
• Trainees learn at his/her own pace of learning. Individual difference are taken
care of
• No fear of evaluation and criticism
• Active interaction between the learner and the machine
• Immediate feedback is available
• Training can be undertaken at any time and any place
• It is highly flexible and motivated
Disadvantages:
• Costly method
• Advance topics are untouched
8. T. group Training: ‘T’ stand for training or laboratory training. T group
training was originated on 1940’s but only 1960’s it has opened to the industries.
This Training has both supporters and opponents. Unlike any other programmers
discussed. T group training is concerned with really problem existing within the
other group itself.
9. Retraining: technology is advancing at rapid pace. Here obsolesce is a major
problem faced by the worker are the introduction of automation for such retraining
programme to update their knowledge, which will further make them productivity
useful of the organization and restore this confidence.
PRINCIPLE OF TRAINING:
1. Training Plan: This must be well planned, prescribed and ably executed
effective implementation depends to great extend on planning.
2. Organizational objectives: T & D program must meet objectives of the
organization
3. Equity and fairness: T and D program must enjoy equal opportunity to drive
benefit out of such training and must have equal chance to undergo such training.
4. Application specification: Training content is balanced between theory and
practical. It must be ‘Application specification’
5. Upgrading information: T and D program is continuous reviewed at periodic
interval as order to make them updated in terms of knowledge and skill.
6. Top Management support: Top management support is essential to make
Training and Development effective.
7. Centralization: For economy of effective uniformity and efficiency,
centralization of training department is found more common and useful.
8. Motivation – Training and Development have motivation aspects like better
career opportunity, individuals & skill development etc.
How is training & development related to Human Resource Management?
An effective use of materials, money, machines and human resource is essential for
achieving a high level of productivity in the industry. Whereas other resource have
limitation, the human resource has unlimited potential. Moreover this is the only
activity resource, other being passive. Its quality of human resource through
training input is of vital importance.
• Improves communication between group and individual
• Aids in orientation for new employees and taking new jobs throu8gh transfer or
promotion
• Provides information on equal opportunity and affirmation action
• Improves interpersonal skill
• Builders cohesiveness in groups
• Provides a good environment for learning, growth and co-ordination.
• Improves labor management relation
• Helps to create better corporate image
• Provides information for further needs in all areas of organization
• Moves a person towards personal goals while improve Human Resource and
Organization goals.
Objectives and Goals of Training:
Training and Development can help an organization in a number of ways.
Ultimately, it is employee knowledge and skill that produce the organization’s
product or service. Training facilitates the implementation of strategy by providing
employees with the capability to perform their jobs in the manner dictated by the
strategy. Training also assists in solving immediate business problems, such as
when a team of Manager in an action learning program studies a real problem and
recommends a solution. Finally to keep ahead in a highly competitive the turbulent
environment, it has been suggested that the training function must foster a
continuous learning culture and stimulate managers to reinvent their corporation.
Training enables employees to develop and train within the organization and
increase the market value, earning power and job security. It moulds the
employee’s attitude and also helps them to achieve better co-operation with the
company and greater loyalty to it. The management is benefited in the sense that
higher standard of quality are achieved, a satisfactory organization structure is built
up, authority can be delegated and stimulus for progress applied to employees.
• To increase productivity of employees or workers
• To improve quality of work and product
• To enhance and update knowledge and skill level of employee in the organization
• To promote better opportunity for the growth and promotion chances of
employees and thereby the employability
• To secure better health and safety standard
• To improve quality of life of employees
• To sustain competitive advantage
• To impart new entrants of knowledge and skill
• To build up a sound line of competent efficiency and prepare them as a part of
their career progress to occupy more responsible positions
• To impart customer education, help grading skills and knowledge and employees
estimate career planning of the company.
Need for training:
Training must be tailored to fit the organization’s strategy and structure. It is seen
as pivotal in implementing organization-wide culture-change efforts, such as
developing a commitment to customer service, adopting total quality management,
or making a transition to self-directed work teams. Pace-setting Human Resource
Development departments have moved from simply providing training on demand
to solving organizational problems. Trainers see themselves as internal consultants
or performance improvement specialists rather than just instructional designers or
classroom presenters. Training is only one of the remedies that may be applied by
the new breed of Human Resource Development practitioners. In an age of
network organizations, alliances, and long-term relationships with just-in-time
suppliers, leading companies are finding that they need to train people other than
their own employees. Some organization offer quality training to their suppliers to
ensure the quality of critical inputs. Organisations with a strong focus on customer
service may provide training for purchasers to their product.
1. Shortage of skill: Skilled and knowledge people are always on short supply,
alternatively they are too expensive to hire from outside. The best way is to
improve the skill and knowledge of the existing employees through Training and
Development.
2. Technological Obsolesce: Growth of technology takes place very fast. This will
render current technological obsolesces in the near future.
3. Personal Obsolesce: At the time of recruitment employees posses a certain
amount of knowledge and skill. As the time passes their knowledge becomes
obsolesce unless it is uploaded by proper training. This happens because of
changes take place in product methods procurement of better machines.
4. Organization Obsolesce: Modern management has introduced a number of
innovative steps in functioning of management like play organizing, controlling to
such change are bound to fail and become obsolete, to prevent obsolesce in
organization. Employees must be exposed to modern Technology through T & D
5. Increased Productivity: Instruction can help employees increase their level of
performance. Increase human performance often directly leads to operational
productivity and increase company profits.
6. Coercive Training by Government: In order to provide better employability
changes of unemployed youth, certain governments have taken initiatives to
mobilize resource available at public/government and private to provide training to
outside candidates. One such arrangement is called at “Apprenticeship Training’
conducted by Government of India. A part of expenditure incurred for this by the
private sectors is reimbursed by government.
7. Human Capital: The latest thinking is to treat employees as ‘Human Capital’.
The expenditure involved in training and development are now being considered as
an investment. This is cause in globalization it is the knowledge and skill of
employees which determine complete advantages of firm.
Importance of training in recent years:
Recent changes in the environment of business have made the Training and
Development function even more important in helping organization maintain
competitiveness and prepare for the future. Technological innovations and the
pressure of global competition have changed the ways organizations operate and
the skills that their employee need. The tight labor market has increased the
importance of training in several ways. First higher employee turnover means that
more new employees need training. Second, it has been suggested that frequent
and relevant development experiences are an effective way to gain employee
loyalty and enhance retention of top-quality staff.
Chapter 2Profile of SBMDate of Establishment 1913Revenue 1098.91 ( USD in Millions )Market Cap 18684.422393 ( Rs. in Millions )Chairperson - Arundhati Bhattacharya MD - Sharad SharmaFinancialsTotal Income - Rs. 65610.7 Million ( year ending Mar 2013) Net Profit - Rs. 4161 Million ( year ending Mar 2013)State Bank of Mysore was established in the year 1913 as Bank of Mysore Ltd. under the patronage of the erstwhile Govt. of Mysore, at the instance of the banking committee headed by the great Engineer-Statesman, Dr. Sir M.Visvesvaraya. Subsequently, in March 1960, the Bank became an Associate of State Bank of India. State Bank of India holds 90% of shares. The Bank's shares are listed in Bangalore, Chennai and Mumbai stock exchanges.Branch NetworkThe Bank has widespread network of 902 Branches (as on 05.10.2013) and 14 Extension Counters spread all over India including 6 Small and Medium Enterprise Branches, 4 Industrial Finance Branches, 3 Corporate Accounts Branches, 7 Specialized Personal & Services Banking Branches, 9 Agricultural Development Branches, 3 Government Business Branches, 1 Asset Recovery Branch besides 5 Service Branches, offering wide range of services to the customers.Human ResourcesThe Bank has a dedicated workforce of 10,479 employees consisting of 3,738 supervisory staff and 6,741 non-supervisory staff (as on 30.06.2013). The skill and competence of the employees have been kept updated to meet the requirement of our customers keeping in view the changes in the business environment.Organisational SetupWhile the Chairman of State Bank of India is also the Chairman of the Bank, The Managing Director is assisted by two Chief General Manager and 13 General Managers.Financial ProfileThe Paidup Capital of the Bank as on 30.06.2013 is Rs 48.01 crores of which State Bank of India holds 90% share. The Networth of the Bank as on 30.06.2013 is Rs 3,937.91 crores and the Bank has achieved a Capital Adequacy Ratio of 11.80% under Basel II guidelines The Bank has an enviable track record of continuously earning profits and payment of uninterrupted dividend since its inception in 1913. The Bank earned a net profit of Rs 52.22 crores for the quarter ended June 2013 and earning per share is at Rs 43.50.Business ProfileTotal Deposits of the Bank as at the end of June 2013 stood at Rs 55,893.38 crores and the total Advances stood at Rs 44,078.95 crores including an export credit of Rs 1,515.51 crores . The Bank is a major player in Foreign Exchange dealings also and has recorded a merchant turnover of over Rs 5,966 crores and a trading turnover of over Rs 69,063 crores for the quater ended June 2013.
Internet Banking (INB) Real Time Gross Settlement (RTGS) List of RTGS enabled Banks and Branches (with their IFSC codes) List of RTGS enabled Branches of SBM (with their IFSC codes) National Electronic Fund Transfer (NEFT) ATMs Cash Deposit Machine Mobile Banking IMPS
Core Banking Solution: State Bank of Mysore is the first karnataka-based Bank with fully networked branches. The Bank is fully on"CORE BANKING SOLUTION" From 31.12.2005. In record time of one calendar year, the Bank completed the exercise of converting all the branches to Core Banking to provide the convenience of anytime, anywhere banking to all our valued customers.State Bank of Mysore embarked upon the latest Banking Technology platform by implementing the Core Banking Solutions (CBS) across all its branches, with an objective of providing banking convenience to the customers. Follwing are some of the features of CBS.
> Facilitates 24 X 7 BankingAs a result of implementing Core Banking, most of the facilities being offered by the Bank are available to customers 24 hours a day, 7 days a week. The transactions are performed using multiple channels such as ATMs and Internet Banking. Further, the trasactions using these delivery channels are updated in the Central database in real time. Facilities like Phone Banking and Mobile banking would also be interfaced in CBS in due course.
> Anywhere BankingCustomers can avail of banking services across all branches and channel network irrespective of location where their accounts are maintained. Products like CORE POWER and MULTICITY CHEQUE have been introduced in this direction. Besides, CBS facilitates swifter remittance of funds across Banks through its in-built RTGS & NEFT functionalities. All branches of the Bank are RTGS enabled.
> Integration with strategic sectors Core Banking integrates all strategic sectors of banking such as domestic banking and trade finance including forex. As a result, the information related to these areas is centrally avilable for use or reference. Treasury and Asset Liability Management functions will also be integrated to CBS in due course.
> Business Process Re-engineering (BPR) enablerCore Banking enables implementation of BPR initiatives of the Bank and facilitates centralised handling of various process - for both Assets as well as Liabilities. This has helped our branches in reaching out to customers as they can now do less and less of back office work.
Transaction based Internet Banking facility that enables customers to view and operate their accounts through the internet, 24x7 hrs and 365 days, is now availabe to both retail and corporate customersRetail customers can use Internet banking to:>> Transfer funds between customers different accounts with the branch>> Transfer funds to third parties within or other branches of the Bank>> View/print statement of accounts>> Set up standing instructions>> Online request for issue of Demand Drafts and Cheque Books>> Bill payment facilityThe following bills can be paid through the internet.
ALL CUSTOMERS OF THE BANK:a. SBI Card Payments. (Pay bill)b. SBI Life Insurance (View & Pay)c. ICICI Prudential Life Insurance (View & Pay)d. Birla Sun Life Insurance (View & Pay)e. Om Kotak Mahindra. (View & Pay)Corporate CustomersSTATE BANK OF MYSORE’s "Corporate Internet Banking" enables its Corporate customers to carry out their banking activities from their desktop, aided with the power and convenience of the Internet. The service helps to remove the restrictions imposed by geography and time on the ordering of transactions, while granting full flexibility to the Corporate to manage its transactional banking, with least intervention and input from the Branch. To transact over the Internet, the Corporate should be in complete control of administration of the back-end process i.e. dynamically changing limits on banking transactions which can be carried out by executives, monitor transactions and have flexibility for granting discretionary access on banking accounts to internal users. Internet Banking Service will give the Corporate the freedom and ability to carryout all this without dependency on the Bank.Benefits of Corporate Internet Banking :>> Transfer funds between corporate’s different accounts within the Bank>> Make payments to vendors and third parties>> Schedule the transactions>> Bulk uploading of transactions>> Salary credits to corporate employees>> Permit executives to operate/monitor accounts remotely and even participate in joint authorisation remotely>> E-payment of taxes (Service tax and Excise Duty)REAL TIME GROSS SETTLEMENT (RTGS)Consequent to introduction of Core Banking Solution all our branches have been enabled to effect RTGS transactions. This facility enables seamless transfer of funds between accounts of customers of different banks / branches that have been RTGS enabled. Transfer of funds between banks is also to be done through RTGS.Inter Bank Transactions: 9.30Hrs to 18.00Hrs 9.30Hrs to 14.00HrsSalient features of the scheme:
RTGS is managed by RBI, enabling member banks to receive and send payment across bank/ branches.
The payments/ receipts are effected normally on real time basis. Branches need to be RTGS enabled to undertake these transactions. Currently the facility is not available on Sundays.
NATIONAL ELECTRONIC FUNDS TRANSFER (NEFT) SYSTEMReserve Bank of India has introduced a new payment product called ‘NEFT’ System. This payment system is available for all the branches of our Bank for transfer of funds to the customers of other Bank branches. In other words, the system facilitates Inter Bank transfer of funds.Method for putting through the transactions.
NEFT system is applicable for transfer of funds between Banks approved by RBI. Only authorized branches of participating Bank can receive and send messages.
A bank customer (i.e. sender or originator) willing to avail of the emittance facilities offered by a sending bank shall submit an "NEFT Application Form" authorizing the bank to debit the sender's account and transfer funds to the beneficiary specified in the NEFT Application Form.
A transaction within the NEFT system will be initiated when the sending bank accepts application form indicating the date of transfer of funds.
Currently , the clearing settlement for NEFT takes place at RBI in eleven batches between Mondays to Fridays from 9.00 AM to 7.00 PM On Saturdays there will be five hourly settlements from 9.00 AM to 1.00 PM.
CHARGES for NEFT transactions are as listed in the following table:
Facility Charge
Outward Remittances(w.e.f 15-11-2010)
1. For outwardUpto Rs 1.00 lac Rs 5/- per transaction + Cash Handling charges + Service taxes as applicable
Above Rs 1.00 lac to Rs 2.00 lacs Rs 15/- per transaction + Cash Handling charges + Service taxes as applicableAbove Rs 2.00 lac Rs 25/- per transaction + Cash Handling charges + Service taxes as applicable2) Inward -Nil-
CASH DEPOSIT MACHINE Features Cash Deposit Machine (CDM) is self-service machine which enables the ATM/Debit card holder to deposit cash without any intervention of the branch staff.You do not need to fill in deposit slips and stand in long queues at the cash counter of the branch. Deposit your cash via CDM and get instant credit in your account. To use the CDM, you need to be State Bank of Mysore account holder having an ATM Card. Benefits:Sorting and arranging of cash denomination wise not required.
Filling the deposit slips not required.Standing in long queues not required.Printed receipt as an acknowledgement.Real time credit in your account. Process flow at CDM Insert your ATM card, Select “Banking”, Select language of your choice, and enter PIN to validate.Select “Deposit” from main menu, Select “Cash Deposit”Select your account to be credited (Saving or Current).Place the money in the cash deposit slot and select “Confirm” Machine will sort the cash and will show denomination-wise amount to be deposited.If the details correct then select “Confirm”.Amount will be credited to the account.Receipt will be printed.
Mobile Banking-Our Bank has rolled out Mobile Banking Service (SBI freedom) on 31.08.2009.SBI FreedomM – Your Mobile Your BankAway from home, bills can be paid or money sent to the loved ones or balance enquiries done anytime 24x7!!! That is what SBI FreedoM offers -convenience, simple, secure, anytime and anywhere banking.The service is presently available on java enabled mobile phones over SMS/ GPRS/ WAP as also non java phones with GPRS connection. The service can be availed over the free GPRS facilities offered by various mobile service providers. The services for other non-Java mobile phones are under development and will be offered using Unstructured Supplementary Services Data (USSD).The following functionalities will be provided in the Phase I:
Funds transfer (within and outside the bank –using NEFT) Enquiry services (Balance enquiry/ Mini statement) Request services (cheque book request) Bill Payment (Utility bills, credit cards) M Commerce (Mobile Top Up, Merchant payment, SBI life insurance premium)
INTERBANK MOBILE PAYMENT SERVICE (IMPS)National Payment Corporation of India (NPCI) has offered Banks and Financial Institutions a new payment service called “Interbank Mobile Payment Service (IMPS)”. Our Bank has gone live on March 28, 2012 in IMPS through Mobile Banking Service.
Currently majority of interbank mobile fund transfer transactions are channelised through NEFT mechanism. Under NEFT, the transactions are processed and settled in batches, hence are not real time. Also, the transactions can be done only during the working hours of the RTGS system
IMPS offer an instant, 24X7, interbank electronic fund transfer service through mobile phones. IMPS facilitate customers to use mobile instruments as a channel for accessing their bank accounts and put interbank fund transfers in a secured manner with immediate confirmation features.
The advantages of IMPS are that there is no need to register the payee / beneficiary and transfer of funds is real time. Customers can send / receive money using mobile number and an additional 7 digit Mobile Money Identifier (MMID) number.
DepositsWelcome to State Bank of Mysore's Personal bankingWe meet your needs - of an investment of your surplus funds or to park your hard-earned money, you will find a product just right for you, delivered at a branch close to you.Open an account with any of our branches and realise the advantage of our vast network. Earn high interest on fixed deposits,putting your money to work for you with confidence and security.New Deposit Schemes
Centenary Liquid Term Deposit Mybank Suraksha Savings Account Mybank Suraksha Savings Plus Account Mybank Suraksha Time Deposit Account Saral Savings Bank account (No Frills account) SBM Tax Saver Scheme Multi Option Deposit Scheme Savings Bank account Term Deposits Reinvestment Deposits Recurring Deposits Harsha Deposit
GAGAN MITRAPurposeTo finance individuals who opt for training which require skills needed to join a job/profession. Such courses are generally for durations of up to one year, and are currently not covered under Education Loan.Courses Eligible- Higher StudiesThe scheme is in the form of personal loan secured by Mortgage of Immovable property/Govt. securuties, public sector bonds, NSCs/KVPs/RBI Relief Bonds/Bank's TDR/LIC policies etc., The details of the scheme are given belowName of the scheme
GAGAN MITRA
Eligibility
Individuals who undertake a course for training / skill development. Initially this scheme will be restricted to persons joining Commercial Pilot Training courses and Airhostess Training courses in India and abroad, From institutes recognised by the Ministry of Civil aviation / DGCA.
Nature of facility
Term Loans with the applicant and Parent / Guardian / Spouse as co-borrowers.
Repayment36 months in equated monthly instalments commencing from one month after date of completion of course. No penal charges would be levied in case of early repayment of loan by borrowers. Accrued interest during the moratorium to be added to the principal.
Interest
Sl.no Type of security Rate of interest %
1 1 Land / Building0.25% above SBMPLR i.e., 14.50 P.a.
2 Bank's TDRs / STDRs
1% above the rate of interest payable on deposits.
i) Equitable Mortgage of non-encumbered residential house / flat, non-agricultural urban immovable property, commercial or inustrial property in the name and possession of the borrower/co-borrower, i.e., either self-occupied or vacant. Where equitable mortgage is not feasible and the customer is willing to execute a Registered mortgage deed, it can be accepted. ORii) Security in the form of Govt. securities / Public sector Bonds / NSCs / KVPs/RBI Relief Bonds / LIC Policy / TDRs of the Bank.
Margin
Sl. no
Type of security
Rate of interest <--Click here for details
1 Land / Building
2 Govt. securities, Public sector Bonds, NSCs, KVPs, Bank Deposits, RBI Relief Bonds
InsuranceThe property being mortgaged would be insured against the risk of fire / earthquake/lighting/floods etc., in the joint names of the borrower/co-borrower and the Bank for the full market value of the property.
QualificationThe minimum qualification required for the above course will be 10+2 and should have secured admission to the training.
Period of course
The institutes do not specify period of training. However, the minimum required flying hours should be completed within a miximum of three years. (Which differs from country to country). The License can be procured within a period of 3 years if studied in India and within a period of 2 yaers if studied abroad. In case of Air Hostess training, the period of course is one year.
