UNIVERSITY OF MUMBAI

PROJECT REPORT ON ADMINISTRATION IN HUMAN RESOURCE

IN PARTIAL FULFILLMENT FOR MASTER OF MANAGEMENT STUDIES (M.M.S)

UNDER THE GUIDANCE OF PROF. (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

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:

COMPANY CERTIFICATE

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

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

Sr. No.

TABLE OF CONTENT

Page No.

EXECUTIVE SUMMARY SCOPE OF THE PROJECT STUDY OBJECTIVE OF THE STUDY RESEARCH METHODOLOGY

8 9 10 11

Part I 2 INTRODUCTION TO ADMINISTRATION THE ROLE OF THE DEPARTMENT OF ADMINISTRATION AND HUMAN RESOURCE HR FUNCTIONS AND ADMINISTRATION 12-14 15-18

19-24

INTRODUCTION TO HUMAN RESOURCE RESEARCH METHODOLOGY LIMITATION OF THE PROJECT PART II

25-28 28 29

30-35 COMPANY PROFILE HISTORY OF AXIS BANK ORGANISATION CHART BENEFITS 36-42 43-44 45-49

H.R. DUTIES

50-53

PART III

THEORITCAL BACKGROUND OF THE BANK

54-60

DATA ANALYSIS AND INTERPRETATIONS FINDINGS RECOMMENDATIONS AND SUGGESTIONS BIBLIOGRAPHY ANNEXURE (QUESTIONNAIR)

61 62 63 64 65-66

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 last few 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.

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.

OBJECTIVE OF THE STUDY

This unit describes the performance outcomes, skills and knowledge required to plan, oversee and deliver human resources services. It is not specific to any given human resources function and deals with the coordination of services and approaches.

To learn about corporate world and specially human resource

Identify the major functions of HRM (including workforce planning, HR MIS, performance and review) Determine HR services and delivery strategies Manage the delivery of HR services Evaluate HR service delivery

RESEARCH METHODOLOGY I had done 10 peoples survey regarding their work: Incentives : Bank provides good incentives to their employees. Employees are satisfied with their incentives.

Promotions : They give promotions to their employees on the basis of their performance.

Induction : Good induction programmed will be held for the new employees.

Target : In administration employees dont want any selling or target job. They want to focus only on administration activities. Working hours : Working hours are more than other branches of the axis so they want less working hours.

OBSERVATION:
I observed that in administration department work is more than other department of the bank. In administration people have to maintain each and every record or transaction in their department.

Part I

INTRODUCTION

Introduction to Administration

The Administrative Function supports 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 administration manager 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 training personnel, 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 administration manager 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 a small business, 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.

Human resource administration refers to the managing of human capital within an organization or industry. Once called personnel management, human resources is leading the way for improving the overall employment experience for billions of hard-working professionals around the world. In addition, human resource administration provides the business strategy by which organizations can meet the demands of the future. In many organizations, human resource administration is handled by a team of human resources professionals headed by a senior human resources director. The duties of the members of the team can range from recruiting and employee relations to payroll and benefits administration. The entire team works together to achieve the human resources goals of the organization under the direction of the human resources manager. For the best results, human resource administration should be closely linked with the executive management of an organization. Each department must communicate the personnel needs and goals of the company on a regular basis so that the human resources division can best support the objectives of the organization. Without continual communication and resources, any organization can face shortages of skilled staff to handle the many responsibilities in departments, resulting in low performance. A growing majority of organizations rely on human resources outsourcing to manage the human resource administration. This practice can often be a more cost-effective way to ensure that all personnel matters are handled responsively and professionally by a team of human resources specialists that have the training and expertise needed to get the job done, In addition, outsourcing of human resources processes can save companies significantly because there is no need for an in-house team. Outsourcing human resources administration is a practice that many small to medium sized businesses use to save time, money and get a larger range of services that will adapt to a growing organizational structure. For many companies, contracting a portion of services to an independent human resources consulting firm makes good business sense. Human resources consultants can handle some or all of the human resource administration such as payroll, recruiting, or training needs of the company so that leaders can focus on running the business. In this case, the consulting firm creates custom solutions that will best support the needs of the company, without trying to take over any of the operational aspects. Human resource administration of today requires trained individuals who have the personality traits and the commitment to providing expert support. When planning a human resources strategy, it's best for organizations to look for human resources professionals who have the education and experience to manage the complex issues that human resources departments often face. In addition, human resources divisions must stay on top of employment and legal trends in order to best protect the companies they serve

The role of the Department of Administration & Human Resource:

The role of the Department of Administration & Human Resource which is basically a service 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 a performance 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 capital development 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

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

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

Functions:

HR Functions and Administration

Recruitment
Recruitment Recruitment Recruitment Get the Job Description finalized by Person requesting the position Get the position approved from Resource Manager/MD Job Posting on Naukri Prepare Process (First Round Interviewers, Interview Time, Second Round Interviewers) Screening Profiles Get profiles Shortlisted from Interviewers (if needed) Scheduling Telephonic Interview, update recruitment sheet Taking feedback from Interviewers, update recruitment sheet Rescheduling / Scheduling Personal Interview, update recruitment sheet Get Employee Information form filled by Candidate Taking feedback from Interviewers, update recruitment sheet If Shortlisted, Inform Seniors, update recruitment sheet

Recruitment Recruitment Recruitment Recruitment Recruitment Recruitment Recruitment Recruitment Recruitment

Selection
Selection Selection Selection Selection Selection Selection Scheduling HR Interview - Telephonic / Personal, update recruitment sheet Taking HR Interview - Personal / Telephonic Offer Negotiation Offer Letter Follow-up on Joining - Every 15 days Inform IT Department to arrange System 15 days before joining

New Joinees Formalities

New Joinees Formalities New Joinees Formalities

Call and confirm 2 day prior joining, whether joiner is coming on time

Collect the required documents (all documents mandatory)

New Joinees Formalities New Joinees Formalities New Joinees Formalities New Joinees Formalities New Joinees Formalities New Joinees Formalities New Joinees Formalities New Joinees Formalities New Joinees Formalities New Joinees Formalities New Joinees Formalities New Joinees Formalities New Joinees Formalities New Joinees Formalities New Joinees Formalities New Joinees Formalities New Joinees Formalities New Joinees Formalities

Document Submission

Latest Updated Resume

Certificates

Previous Experience Letter

Last Month Salary Slip

5 Passport size Photographs

Others Specify

Filled Forms

Employee Joining Form

Provident Form

Salary Account Opening Form

Others Specify

Induction Presentation

Introduction to Organization

Conditions of Employment Entrances & Exits

Policies of Companies

Provide Staff ID Cards

Work place, equipments etc

New Joinees Formalities New Joinees Formalities New Joinees Formalities

Introduction to colleagues

New Entrants New Job - Introduction to Superior

Arrange Meeting with Seniors

New Joinees Formalities New Joinees Formalities New Joinees Formalities New Joinees Formalities New Joinees Formalities New Joinees Formalities New Joinees Formalities New Joinees Formalities New Joinees Formalities

Send New Joinees Introduction Mail to all Employees (To - employee, CC New Joinees) Send Welcome Note along with Policies link to New Joinees on Mastiff Email ID

Complete the Induction Checklist

Complete the New joinees file and hand-over to HR Associate

Input New joinees Data in Payroll Inform Senior HR about new joinees formalities completion and get the file reviewed

Meeting with New Joiner

Appointment Letter

Send mail to Accounts Department about New joiner Salary details

Employee Confirmation
Employee Confirmation Employee Confirmation Employee Confirmation

Meeting with New joinee and Superior after one month

Mail for Employee Performance Status after 45 days for Confirmation Mail to Admin for New Joinee Permanent I-Card (after taking confirmation from Senior)

Training
Training Training Co-ordinate with seniors about training schedule Inform Trainers about the training schedule

Training Training Training Training Training Training

Get the trainers feedback form filled from Trainees Get the trainees feedback form filled from Trainers Co-ordination with Trainers for feedback of Trainees Communicate the trainees about performance feedback Employment Letter (if any) Complete the trainee employment formalities

Leave Maintenance
Leave Maintenance Leave Maintenance Daily Attendance Sheet Updation 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

Leave Maintenance

Leave Maintenance

Leave Maintenance

Budgeting
Budgeting Budgeting Budgeting Budgeting Prepare HR Budget Maintaining expenses list Co-ordination with accounts & Admin team Get the Budget approved from CEO

Policy
Policy Policy Policy reviewing Reviewing Salary Band (annually)

Recreational
Recreational Recreational Recreational Recreational Sending Birthday Mails Monthly B'day party organizing, co-ordinate with Mauj Masti Team & Admin Approving Budget for the party and suggestions Preparing Write-up about the event to be posted on Mastiff Blog

Others

Others

Sending salary slips to employees

New
New New New New New New Campus Recruitment Quarterly Performance Evaluation Standardize Training Process Organization Structure Salary Band Prepare Competitor Companies List

Employee Communication
Employee Communication Employee Communication Employee Communication

Communicating with employees on daily basis (if any issues inform Seniors)

Communicating with employees on daily basis (if any issues inform Seniors) Communicating with employees on daily basis (if any issues inform the respective Manager and Management)

Exit formalities
Exit formalities Exit formalities Talk to Employee about Resignation Talk to his Senior/Manager about his issue If relieving is confirmed, finalize his last date, notice period, mail the employee about his last date and other formalities On relieving day, conduct exit interview, get the exit form filled Issue necessary documents - Relieving Letter/Experience Letter/Salary Slips (if required) Collect company assets which are with him/her -library books, I-Card, others etc. 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)

Exit formalities Exit formalities

Exit formalities

Exit formalities

Exit formalities

Exit formalities Exit formalities

Inform IT Department to deactivate his Company Email Account Document his exit documents in his employment file

INTRODUCTION TO HUMAN RESOURCE:

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 political economy 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

Human Resource Management Focus in Equal Employment Opportunity (EEO) Equal Employment Opportunity is continually in the spotlight of human resource (HR) management even after over 40 years of progress. The number of EEO complaints and lawsuits remains significant, indicating that ongoing progress is needed to decrease employment discrimination. EEO issues in HR Management are so prevalent that it has become one of the biggest concerns for HR professionals. While HR professionals agree that equal employment opportunities are a legitimate focus, there is considerable controversy over best way to achieve equality. One way is to use the "blind to differences" approach, which argues that differences among people should be ignored and everyone should be treated equally. The second common approach is affirmative action, through which employers are urged to employ people based on their race, age, gender, or national origin. The idea is to make up for historical discrimination by giving groups who have been affected enhanced opportunities for employment The former approach emphasizes equal treatment regardless of individual differences; the latter emphasizes fairness based on individual circumstances. Thus, it is important for HR professionals to understand Equal Employment Opportunity (EEO) discrimination process because of the significant complaints and lawsuits that will undoubtedly be encountered throughout HR Management. "This discussion is to enhance the reader's understanding of the EEO process; the parts in each section of this discussion track the EEO process as chronologically as possible. However, the goal of this discussion is not to provide an exhaustive study of complex legal subjects. Digest summaries and articles themselves do not have the force of law and the reader is advised to look to the actual decisions and other sources discussed for a more precise understanding of applicable EEO law.

RESEARCH METHODOLOGY I had done 10 peoples survey regarding their work: Incentives : Bank provides good incentives to their employees. Employees are satisfied with their incentives.

Promotions : They give promotions to their employees on the basis of their performance.

Induction : Good induction programmed will be held for the new employees.

Target : In administration employees dont want to any selling or target job. They want to focus only on administration activities. Working hours : Working hours are more than other branches of the axis so they want less working hours.

OBSERVATION:
I observed that in administration department work is more than other department of the bank. In administration people have to maintain each and every record or transaction in their department.

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.

Part II

COMPANY PROFILE Axis Bank Limited is an Indian financial services firm headquartered in Mumbai, Maharashtra. It had begun operations in 1994, after the Government of India allowed new private banks to be established. The Bank was promoted jointly by the Administrator of the Specified Undertaking of the Unit 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 and United 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 than promoters 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. Axis Bank was the first new generation private sector bank to be established 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 four subsidiaries who were the co-promoters held the balance 13%. The Bank started its

operations in 1994.A x i s B a n k s f i r s t c a p i t a l r a i s i n g p o s t i n c e p t i o n w a s i n 1 9 9 8 t h r o u g h a p u b l i c offering of primary shares and in subsequent years through equity allotment to a f e w o t h e r i n v e s t o r s . The Bank today is capitalized to the extent of Rs. 358.56 crores with the public holding (other than promoters) at 57.60%.The Bank's Registered Office is at Ahmadabad and its Central Office is located at Mumbai. Presently, the Bank has a very wide network of more than 701 branch o f f i c e s a n d E x t e n s i o n C o u n t e r s . T h e B a n k h a s a n e t w o r k o f o v e r 2 8 5 4 A T M s providing 24 hrs a day banking convenience to its customers. This is one of the largest ATM networks in the country. The Bank has strengths in both retail and corporate banking and is committed to adopting the best industry practices internationally in order to achieve excellence.

Mission
customer Service and Product Innovation tuned to diverse needs of individual and corporate clientele. 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

Vision

To be the preferred financial solutions provider excelling in customer delivery through insight, empowered employees and smart use of technology

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.

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 a banking 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

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 Donald Peck 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 is scheduled 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 company held 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

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 NonConvertible Unsecured Redeemable Debentures upto Rs.100 crs, in one or more tranches as 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-operative banks. 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

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 moneytransfer 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

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 on June 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 NonExecutive 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

Additional Independent Director with immediate effect. Axis bank acquires 4 percent stake in Max New York Life

Axis Bank has bought a property in central Mumbai from Bombay Dyeing where it will shift its corporate headquarters. Its worth Rs.782 crore. Axis Bank is acquiring investment banking and securities unit of Enam Securities Pvt Ltd in an all stock deal for Rs.2,067 Cr (around $456 Mn) in order to expand its broking and investment banking business. 2011 Axis Bank launches online trading platform Axis Direct Axis Bank has launches pre-paid VISA card i.e. MY MONEY CARD. Axis Bank opens new representative office in Abu Dhabi

2012 Axis Bank partners with NIIT IFBI to introduce PG Diploma in Retail Banking. Axis Bank inducts Schroders as a 25% partner in Axis AMC.

Axis Bank, Axis Capital, joined hands with Baird, an international, employee-owned financial services firm, to offer investment banking services.

ORGANISATION CHART

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 contract specifically 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.

Human Resources Administrative Practice Manual

Introduction
About the Administrative Practice Manual

Classification, Compensation, and Payroll

Determination of Status Employee 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

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

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

 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.

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

Flexible Spending Account (FSA) Administration

FSAs are a fast-growing employee benefit encouraged by our current tax code. FSAs reduce the aftertax 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.

Human Resource Consulting

AXIS can provide full Human Resource services to assist clients in managing this important yet timeconsuming area of their operations. Human Resource services are tailored to client needs and may include:

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 are able to craft fully compliant guidelines for your firm. Full employee communications services are also available.

Part III

THEORITCAL BACKGROUND OF THE BANK

HUMAN RESOURCE IS THE MAJOR PLAYER IN THE BANKING INDUSTRY:

"Human resources" (HR) is a term that is used in business to refer to the people who work for a company or organization. It also is used to refer to the department of a company that is responsible for managing those resources, such as hiring and training new employees and overseeing the benefits and compensation packages provided to all of the company's employees. This term was coined in the United States during the 1960s, when labor relations became a greater concern for U.S. businesses, and has since spread around the world. Managing People The people who make up a company's workforce its human resources are considered to be an asset to the company, just like its financial resources and material resources, such as buildings, machinery and other equipment. A company is more likely to be successful if it manages all of its resources well, including its people. This is why many companies have human resources departments, even though those departments do not directly contribute to the company's production, services, sales or profits. Rather, effective HR departments allow and encourage the companies' employees to do their best, which in turn contributes to the success of those companies.

Current Employees
One of the main roles of an HR department is managing current employees. Unlike managers who directly oversee the employees' day-to-day work, the HR department deals with concerns such as benefits, pay, company policies and training. Among the benefits that might be handled by the HR department are insurance plans, paid vacations, paid leave for illnesses and other health matters, pension plans and employee investments. The HR department also might settle conflicts between employees or between employees and their managers as well as grievances filed against the company by employees.

Prospective and New Employees

Human resources also involves the acquisition of new employees. HR workers might be involved in recruiting potential employees through advertisements or at job fairs. In some cases, the HR department will try to hire certain types of people or at least ensure that certain types of people to improve the diversity of the company's workforce. For example, a company might look for candidates who belong to a certain minority demographic. The HR department often collects and reviews job applications before forwarding those of the best applicants to the appropriate managers in the organization. The hiring process

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 gettogethers for employees or otherwise rewarding employees for good performance. The HR department often is concerned with creating a positive, enjoyable work 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).

 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 capable candidates. 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.

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 with companies, 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.

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 agreement is 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.

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 the International Personnel Management Association of Canada (IPMA-Canada).

HR structure
Federal Level: The Federal classification system is not a pay plan, but is vital to the 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 determine the 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 to be 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: Professional Requires 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. Administrative Requires 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.

 Technical Requires extensive practical knowledge, gained through experience and 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.

Clerical Involves 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. Other There are some occupations in the General Schedule which do not clearly fit into one of the groups. Some firefighter and various law enforcement agencies have specialized positions that manage HR duties within the organization.

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. Lets see the below description for more detail.

1st SA 2nd A 3rd NA 4th D 5th SD

DESCRIPTION STRONGLY AGREE (SA) AGREE (A) NOT APPLICABLE/ NO COMMENTS (NA) DISAGREE (D) STRONGLY DISAGREE (SD)

RATING (%) 42 30 11 18 21

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.

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.

BIBLIOGRAPHY

Book Name
Human Resource Management

Author Name
K.Aswathappa

WEBLIOGRAPHY

www.google.com www.wikipedia.com www.businessworlindia.com www.axisbank.com

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

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