swati jadhav

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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


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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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.htm


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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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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_service


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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_manual


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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_interest


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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_programs


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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).
http://www.wisegeek.com/what-is-severance-pay.htmhttp://www.wisegeek.com/what-is-a-work-environment.htmhttp://www.wisegeek.com/what-is-a-work-environment.htmhttp://www.wisegeek.com/what-is-severance-pay.htm


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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=1


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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/


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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

Date post:	03-Jun-2018
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