Ankit Naik

Ayushi Mittal
Yash Gupta
Ashriya DSouza
Kanak Thacker
Siddarth Magotra
Chandan Potdar

Guided By
Prof. Silpy Gupta

INTRODUCTION
An organizations Human Resources are the
force behind innovation, business process re
engineering.
A committed and highly motivated work force
makes the difference in winning and retaining
the business and its customers.
The Best HR Practices and initiatives play a
vital role in the development of any
organization.

HISTORICAL
BACKGROUND OF SVC

It was started on 7th December

1906.
It has 198 branches spread
over 10 states.

It is the 3rd largest co-operative

bank in the country.
It undertakes all the banking
business including Forex under
the guidance of RBI.
It is a Multi-State and
Scheduled Co-operative bank.

VISION

To be a leading co-op
bank furnishing premium
and comprehensive
banking experience.

MISSION

To deliver operational excellence through

Innovation, Quality and Commitment

Organizational Structure

Operations Department

Credit Department

Finance Department

Audit Department

Forex Department

IT Department

HR Department

Organizational
Hierarchy
It is managed by the Board of Directors consisting of 15 Directors
elected by the shareholders of the bank and 1 Director who is a
Managing Director of the bank.

SVC has about 2561 staff consisting of the M.D, Executives (Chief
General Managers, GMs, DGMs, AGMs, Divisional Managers), Sr.
Managers, Managers, Asst. Managers, Officers (Officer Grade),
Clerks and Sub-staff (Workmen Staff). The bank has developed its
own software called Genius and it has full fledged IT department.

ROLE OF HR
EXECUTIVES

To provide workforce required by the

various departments or sections in the
organization.
To establish industrial harmony and
peace in the workforce.
To create a healthy atmosphere and
employees satisfaction measures in
the organization.

HR CHALLENGES
To build the leadership in the organization.
To retain the Top Talent.
To reduce the attrition rate.
Succession Plan- creation of middle and senior
management level.
Strategic recruitment.
Coaching.
Right Appraisal System.
Training & Development

HR PRACTICES IN SVC
Manpower planning and budget
Recruitment
Training
Placement and performance
Appraisal system
Employee welfare schemes
Compensation and incentives
Staff grievances
Job rotation
Staff leave
Knowledge enhancement
Staff accountability policy
HR audit

MANPOWER PLANNING
AND BUDGETING
Annual manpower planning and
budgeting is before the Board of
Directors for approval.
Based on this, the HR requirement
plan is worked out and cost
incurred for the same. The road
map for next financial year is
taken into account.
Thus manpower planning and
requirement in SVC takes into
consideration the anticipated
growth in business, the expansion
plans and the technological

RECRUITMENT

SOURCES OF
RECRUITMENT

Internal sources

RECRUITMENT
PROCESS
Written Tests

Advertisement

Group Discussions

College recruitment

Personal Interviews

External agency

Background Check

Walk-in interviews
Head hunters

Medical Check-up
Job Offer

TRAINING

Training, orientation and

induction courses before
final placements.

Training Centres-EPIC

Computer training
classrooms for software
training.

Various training methods.

Pre-programme and Postprogramme tests.

Training by external
agencies.

PLACEMENT AND
PERFORMANCE
On the Job Training for the
period of probation.
Monthly performance and
confidential report are
collected for performance
measurement.
Ratings
If the measures are not
meant then the intimation
is sent to the employees.
Successful completion of
probationary period leads
to confirmation.

APPRAISAL SYSTEM
E-Appraisal
System is online
and done annually.
KPAs, KPIs, KRAs
are explained to
the employees.
The employees are
rated according to
KSAAB+.

4 components of
Appraisal System:

1. Appraise (employee
concern)
2. Appraiser (immediate
reporting authority)
3. Reviewer (superior of
reporting authority)
4. Approver (the next
hierarchy)

In most cases, SVC achieves

its KRA

COMPENSATION AND INCENTIVES

Employees are given regular increments, incentives, bonuses as per their grade. They are also given promotions after
meeting the requirements.
SVC also follow the provisions of workmen compensation act.

EMPLOYEE WELFARE
SCHEMES Employees benevelant trust
Banks medical schemes
Employee Death Link Insurance
(EDLI)Education Aid
Recreation club
Employee engagement
Employment to next of kin
Medical and LTA
Staff loan at concessional rate of
interest
In house magazine

STAFF GREVIANCES
GENERAL
SVC has internal union
for workmen staff and
associations for officer
staff upto Sr. Manager.
So, staff grievances ,if
any, are settled
between the
management and the
representative of the
union or association
as applicable.

WOMENS
DEVELOPMENT
COMMITTEE (WDC)

SVC has WDC

consisting of
representative of the
employees to address
the grievances of
women employees
relating to sexual and
other harassments.

JOB ROTATION

In order to give equal opportunity to all employees to rise in the career by attaining the knowledge and experience, Bank
made the policy of job rotation. Employees are transferred between branches and departments periodically.

STAFF LEAVE
12 casual leaves
15 sick leaves
Average 30 days
Privileged leaves

Women employees
are entitled for 6
months maternity
leave (max 2 times)
Male employees are
entitled for paternity
leave as per the
rules.

KNOWLEDGE
ENHANCEMENT
Svc sends circulars and guidelines time to time.
Case studies on frauds across the bank industry.
Bank also sends Dos and Don'ts on all areas of operations.

Staff Accountability Policy

SVC bank has its own staff accountability policy approved by the Board in line with the RBI guidelines. This policy is reviewed from time to time.
HR AUDIT
The auditing of HR is done by internal audit department as well as external agencies. Their observation is put before the Board and the HR for follow up.

Following are the awards received by

the SVC Bank on account of successful
HR practices:
The Best Urban Co-op Bank award.
The Best Chief Information Officer (CIO) award.
Best IT award.
The Best IT Implementations Solutions and Security award.
The Best Chief Technical Officer (CTO) award.
The Best In House magazine award.
Best Information Technology bank award by Maharashtra Urban Coop Bank Federation.
Technology Bank of the year by IBA.
Best Data Security Award and Best Alternative Income Growth Award.
National Payments Excellence Award.
Excellent Customer Relationship Manangement Practices award.

CONCLUSION