A Comparative Study of HR Policies of RBI with five ...

ZENITH International Journal of Business Economics & Management Research_______ISSN 2249- 8826

ZIJBEMR, Vol.10 (11), November (2020), Impact Factor: 7.07

Online available at www.zenithresearch.org Email: [email protected]

A Monthly Double-Blind Peer Reviewed Refereed Open Access International Journal - Included in the International Serial Directories.

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A Comparative Study of HR Policies of RBI with five Commercial Banks

From

Pakiza Samad: Associate Professor, Zakir Husain Delhi Evening College, University of Delhi

Sana Samad: HR Executive at Oil and Natural Gas Corporation Ltd.

Abstract

People are the backbone of any organization. Only a skilled and talented workforce can make

or break a company. As a result it is important for a company to invest in its employees by

providing them congenial working environment, by giving perquisites and other benefits in

order to retain existing employees and for attracting young and talented people and regularly

train their employees. For the purpose of this study employees of RBI and various

commercial banks were being consulted. After interacting with RBI employees it is found

that 90% of the employees are satisfied with their job because of work life balance, job

security and various benefits which the bank provides them. Most of them felt that the bank

should amend its training policy. On the other hand reaction of employees of various

commercial banks were mix. People who are working in private sector banks are satisfied

with their job profile and training policy. But due to stress some of the employees may switch

their job if they get better opportunity. Whereas the employees of public sector banks are

quite satisfied with their job. Their main concern is that the banks should regularly train them

and give them challenging tasks. For the purpose of this research paper two questionnaires

were sent: one for RBI employees and another for employees of various commercial banks.

The questions are based on various parameters such as selection procedure, training policy,

appraisal policy, benefits provided to employees, etc. After analysing the responses received

from employees of various commercial banks and employees of RBI, suggestions were given

to RBI on how they can make their HR policy more robust and effective.

The objective of the study is:

1. To study and analyse the HR policies followed at RBI.

2. To study the HR activities of five commercial banks: IDBI, PNB, SBI, ICICI and Kotak

Mahindra.





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3. Compared the HR policies of RBI with commercial banks.

4. Based on the study gave suggestions to RBI in order to make their HR policies more robust

and effective.

Literature Review

In the past various people have studied how HR policies of banks have impacted the

employees at professional and personal level. Many studies have also showed that good HR

practices have resulted in better productivity and profit of the bank. Some of them are:

1. Gupta and Goswami (1986): The authors have examined and found that profitability and

planning in banks establishment cost and staff strength have induced some radicalchanges in

measuring profitability of commercial banks.

2. Ojha (1987): He had compared productivity and profitability of public sector banks in India

on the basis of per employee indicators. Taking the example of State Bank Group and Punjab

National Bank, the author noted that Indian public sector banks are the largest and best

performers on all accounts. The research analysis also indicated unsatisfactory position in the

case of Regional Rural Banks (RRBs) and relatively lower productivity in the private sector

banks.

3. Purohit (1992): His study is based on various banks of Rajasthan such as State Bank of

Bikaner and Jaipur (SBBJ) and Bank of Rajasthan (BOR). The sample consisted of 130 bank

officers from the managerial personnel of both Banks. It was found that commercial banks

adopted good HRD climate. The mix of leadership style of managerial personnel is perfectly

in congruence with HRD needs. Training and Performance evaluation are vital instruments

for HRD. The support of management and government is very helpful to implement HRd.

4. Jammu (1994): He has studied the origin and organisation structure of Punjab and Sind Bank.

The study covered various personnel management aspects such as recruitment, selection,

placement, promotion, training, pay allowance and fringe benefits, code and discipline and

employee employer relationship. The study concluded that employees were satisfied with the

recruitment policy.The staff was imparted special training courses and was satisfied.

Promotion policy did not satisfy the employees due to political influence, training facilities

were not adequate and training centres were not well-equipped. Employees were satisfied

with regard to salary structure, code and discipline.

5. Sidhu (2000): He focused on various issues related to development of personnel in public

sector commercial banks and deeply examined the human resource development (HRD)





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system of these banks. He has studied the 30 human resource information system (HRIS) of

the bank. The researcher concluded that trade unions became a hindrance in the

implementation of new technology as represented by computers. He suggested that need of

technical skilled personnel would be felt as introduction of technology in these banks which

would create a better career path and give better training to the employees for development.

Research Methodology

This research is based mostly on primary data. In order to gather information questionnaire

were being floated to eight commercial banks but only employees of five banks find time to

response. Seventy five feedback forms from officers of and Class three employees of RBI are

also being analysed for the purpose of this study For both the questionnaires convenient

sampling technique was for selecting sample size.

Introduction

In common parlance, human resource means people. From the national point of view human

resources are knowledge, skills, creative abilities, talents, and attitudes obtained from

population. Whereas from the view-point of the individual enterprise, they represent total

inherent abilities, acquired knowledge and skills as exemplified in the talents and aptitude of

its employees. HRM is a process of making the efficient and effective use of human resources

so that the set goals are achieved. In other words it is the process of hiring and developing

employees so that they become more valuable to the organization. It includes job analyses,

planning personnel needs, recruiting right people for the job, orienting and training,

managing wages and salaries, providing benefits and incentives, evaluating performance,

resolving disputes and communicating with all employees at all levels. Primary objective of

HRM is to ensure the availability of right people for right job so that organizational goals are

achieved effectively. It includes all activities starting from manpower planning till employee

leaves the organization. It consists of acquisition, development, maintenance/retention and

control of human resources in the organization.





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RBI at a Glance

RBI is public policy institution owned by government of India. It came into being on 1st

April

1935. It came into picture because there was Reserve Bank of India act 1934. At that time

India was ruled by Britishers. Britishers felt that India needs a central bank which is similar

to central banks across the world particularly in UK. RBI started as a private company.

Anybody could become an owner by buying shares. It was nationalized in 1949. Now it is

government owned public policy institution. RBI act says that it is necessary to constitute a

bank by name Reserve Bank of India whose aim is to:

1. To regulate the issue of bank notes: Bank notes means notes issued by Reserve Bank

of India. Notes which are issued by government are known as currency notes.

2. To maintain the reserves with a view of securing monitory stability: Monitory

stability includes every sort of stability which financial system requires such as strength of a

rupee, stability of financial markets and prices.

3. To manage currency and credit of the country in such a way that it is in the interest of

public.

RBI performs various functions such as framing monitory policy of India, manages currency,

banker to government, banker to bank, issue license to various banks, promotes financial

inclusion, manages foreign exchange, manages payment and settlement system, support

Cooperative banks, etc.

RBI consists of 21 directors, CGM, GM, AGM, Manager, Assistant Manager and Assistant.

Analysis of HR Policy

The paper is based on Existing HR Policy of RBI and what else should be included so as to

make it more effective. In order to provide valuable suggestions responses provided by

employees are analysed and compared the policy with other commercial banks. For analysis

purpose The form contains questions on whether employees are satisfied with HR activities

and what are their expectations? Sample consist of employees from HRMD, FED, DSIM,

DEPR, Legal Cell and DNBS.





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Chart1: Recruitment Process

55% of respondents feel that recruitment procedure of officers and assistants is quite

difficult. Whereas 15% of the employees think that recruitment process is very tough.

Rest of the employees find the process quite easy.

Chart 2: Selection Procedure of Assistants

Earlier assistants were selected based on their performance in preliminary exam,

regional language exam and interview. But now they are selected only on the basis of

their performance in preliminary exam and regional language exam. 36% of the

employees are satisfied with existing procedure. But 31% of the respondents say that

personality test and emotional intelligence test should also form part of selection

procedure.

31%

54%

15%

1. Recruitment Process

Easy

Somewhat Difficult

Very Difficult

2%

31%

31%

36%

2. Selection Procedure of Assistants

Yes Emotional Intelligence Test

Yes personality Test

Both emotional Test and Personality Test

No Test





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Chart 3: Quality of Training

As per 53% of respondents, training is quite informative and enriches knowledge.

Whereas 25% of the employees say that training provided to them is of high quality.

19% of the employees are satisfied with training program to some extent.

Chart 4: Duration of Training

It has been found that 49% of the employees are send on training depending on

workload. Whereas 40% of the employees are send for training once in a year. Grade C

and above officers are sometimes send for training ones in a quarter. As such number

and duration of training programs is not fixed.

19%

53%

25%

3%

3. Quality of Training

Somewhat Informative

Quite Informative and Enriches Knowledge

Very Informative and of High Quality

not at all informative and useful

1%

9%

40%

50%

4. Duration of Training

Once in a Quarter

Once in 6 months

Once in a Year

Depending on Workload





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Chart 5: Use of Training Programs

45% of employees are able to use whatever they have learned during training. Whereas

41% of employees are able to use it to some extent. Only 13% of respondents feel that

training is of no use.

Chart 6: Methods for Evaluating Training Programs

After training is over employees only have to fill feedback form. Their performance is

not evaluated. But 50% of the employees say that their performance should be

evaluated through group discussion so that they get to know how much they have learn

during training and help trainers to prepare better training programs in future. 16% of

46%

13%

41%

5. Use of Training Programs

Yes

no

To some extent

16%

5%

15%

50%

14%

6. Methods for Evaluating Training Programs

Through Power Point Presentation

Through Written Test

Through Quiz

Through Group Discussion

No need for Evaluating





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the employees are in favor of power point presentation. 15% of the respondents feel that

a quiz should be conducted for evaluating their performance during training program.

Chart 7: Inclusion of new Training Methods

RBI uses classroom lectures for training its employees. But 54% of the employees say

that the bank should impart skills and knowledge among employees through case study.

Whereas 25% of respondents are in favor of online courses because they are feasible

and more employees can attend training regularly. 17% of the employees are in favor of

role play.

Chart 8: Duration of Performance Appraisal

Performance appraisal is done annually. 76% are satisfied with this policy. But 21% of

the employees feel that their performance should be evaluated half yearly so that they

are able to correct deviations at initial stage.

17%

25%54%

4%

7. Inclusion of new Training Methods

Role Play

Through Various Online Courses and Programs

Through Case Study

3%

21%

76%

8. Duration of Performance Appraisal

After 3 Months

After 6 Months

Once in a Year





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Chart 9: Inclusion of Peers in Performance Evaluation

Performance is appraised by various people in order to minimize biasness. Performance

is evaluated by self, superior, GM of department and committee. But 53% of

respondents say that peers should also be involved in evaluating their performance

because they are the ones who know them best.

Chart 10: Platform for Sharing Ideas

Employees are free to give their suggestions and ideas by placing chit in suggestion box.

Apart from suggestion box 45% of the employees are interested in sharing their views

53%

47%

9. Inclusion of Peers in Performance Evaluation

Yes

No

13%

15%

27%

45%

10. Platform for Sharing Ideas

A Blog

An App

On EKP only

Blog, App and EKP





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on EKP, blog and app. Whereas 27% of the employees want to share their views on

EKP only. For rest of the employees app is sufficient.

Chart 11: Inclusion of more Benefits to Retired Employees

RBI gives medical facility, gratuity, provident fund and various benefits to retired

employees. Apart from these benefits 77% of respondents want that a club should be

built for retired staff where they can interact and relax.

Chart 12: Quality of Developmental Activities

RBI conducts competitions, knowledge sharing sessions and health talks for overall

growth of employees. 90% of respondents are in favor of these activities and say that

they are quite beneficial and informative.

77%

23%

11. Inclusion of more Benefits to Retired Employees

Yes

No

91%

9%

12 Quality of Developmental Activities

Yes

No





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Chart 13: List of Rejuvenating Activities

RBI conducts cultural competitions and sports competitions annually for its employees.

Apart from these activities 33% of respondents are in favor of celebrating New year and

other festivals. But 31% of the employees want that bank should also organize musical

concert. Whereas 17% of the employees are in favor of talent hunt competition.

Chart 14: Duration of Rejuvenating Activities

Although rejuvenating activities are conducted annually but 44% of respondents say

that these activities should be conducted half yearly so that they are able to relax

themselves and work more efficiently. Whereas 32% of employees are in favor of

17%

19%

31%

33%

13. List of Rejuvenating Activities

Talent Hunt Competition

Sports Competition

Musical Concert

Celebrate New Year and Other Festivals

32%

16%

44%

8%

14. Duration of Rejuvenating Activities

Once in 2 Months

Once in 4 months

Half Yearly

Once in a Year





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organizing these activities once in 2 months. Rest of the employees are satisfied with

existing policy.

Chart 15: Perquisites

RBI gives lump sum perquisites to its employees which help them in securing future of

their family members and releases employees tension to some extent. 89% of

respondents are satisfied with the benefits provided to them.

Chart 16: Satisfaction Level of Employees

56% of the employees say that their job is somewhat challenging. Whereas 32% of

respondents feel that their job is quite challenging. Rest of the employees are not

satisfied with their job.

89%

11%

15. Perquisites

Yes

No

12%

56%

32%

16. Satisfaction Level of Employees

Boring

Somewhat Challenging

Quite Challenging





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Chart 17: Rate of Attrition

Attrition rate is less than 1% because of congenial and healthy working conditions

provided by bank. 81% of employees does not want to leave their job. Whereas 16% of

respondents may leave their job if they get better opportunity.

Comparison of HR Policies with various Banks

To identify similarities and differences between HR policies of RBI and other five banks,

questionnaire sent to other banks include questions related to the recruitment procedure,

training and development policy, performance appraisal and satisfaction level of employees

of other commercial banks.

Similarities

Based on the responses by employees of these Commercial banks, the following similarities

can be drawn:

1. Recruitment Procedure: Our recruitment procedure is similar to PNB, SBI and IDBI. They

also select employees based on their performance in preliminary exam, mains and interview.

Like ours, recruitment procedure of all 5 banks is quite difficult.

2. Training: IDBI and Kotak Mahindra bank also sends its employees for 6 weeks of

trainingafter they are appointed. SBI, ICICI and Kotak Mahindra provide training to its

employees through classroom lecture and case study. After training is over ICICI and Kotak

Mahindra Bank does not evaluate performance of employees during training program. After

81%

16%

3%

17. Rate of Attrition

No not at all

Can Think about it

Yes definitely





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training is over employees of all commercial banks have to fill feedback form except ICICI.

ICICI doesn’t take feedback of its employees. SBI also send its employees for training

depending on workload.

3. Performance Appraisal: All commercial banks evaluate performance of its employees

annually except IDBI. IDBI does performance appraisal quarterly.

4. Perquisites and other benefits: PNB, IDBI and SBI give perks to its employees.

Accommodation, medical facility, LTC, amount for petty expenses and reimbursement of

mobile and internet bill is included in perks. PNB and SBI also provide facilities similar to

RBI to its retired staff. After retirement employees get medical facility and receive pension,

gratuity and provident fund.

5. Developmental activities: All banks conduct various developmental activities for its

employees. Like RBI PNB and SBI also conducts lectures, workshops, panel discussion and

quiz competitionfor its employees. PNB, SBI and Kotak Mahindra bank also organizes health

talksfor its employees. All 5 banks provide study leave to its employees. SBI and Kotak

Mahindra Bank also conducts sports and cultural competitionsin order to release stress.

6. Satisfaction level of employees: Employees of SBI and Kotak Mahindra bank are very

satisfied with their job. They enjoy working and always stay happy. As compared to other

commercial banks attrition rate of SBI is quite low i.e it is less than 5%.

Points of distinction are:

1. Recruitment procedure: Recruitment process of ICICI and Kotak Mahindra is different from

RBI. ICICI select candidates based on their performance in preliminary exam, mains,

personality test and interview. Whereas candidates only have toclear interview for securing

position in Kotak Mahindra.

2. Training: PNB send freshers for 8 weeks of training. Whereas freshers are send for 2 weeks

of training in ICICI and SBI. IDBI and PNB send its employees for training once in a year,

ICICI ones in 6 months and Kotak Mahindra ones in 3 months. PNB and IDBI not only

depends on class room lecture and case study but also runs various online courses and

programsin order to provide training to its employees. After training is over PNB, IDBI and

SBI evaluate performance of its employees through test.

3. Performance Appraisal: IDBI does appraisal quarterly. Performance of IDBI, SBI and ICICI

employees is evaluated by superiors. In PNB performance of employees is evaluated by





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superiors and subordinates. Kotak Mahindra bank follows 360 degree feedback for appraising

employees. Performance is evaluated by self, peers, subordinate and superior.

4. Perks and other benefits: UnfortunatelyICICI and Kotak Mahindra does not give perks to its

employees. They only get lump sum salary.ICICI, IDBI and Kotak Mahindra only provide

pension and provident fund to retired staff.

5. 5. Developmental Activities: All banks organize knowledge sharing sessions and

competitions for its employees but their duration is different. PNB and SBI organize such

activities once in a quarter. IDBI conduct these activities once in a year. Whereas ICICI

organizes these activities half yearly and Kotak Mahindra once in 2 months. ICICI, IDBI and

Kotak Mahindra only organize lectures and workshops for employees. They don’t organize

any competition. IDBI and ICICI don’t organize health talks. Festivals are celebratedwith

pomp and show in IDBI and PNB. But ICICI doesn’t conduct any rejuvenating activityfor

employees.

6. Ideas and Views: Banks have provided some space to employees for sharing their ideas and

views. Employees of all banks can give their suggestions on EKP. Apart from EKP IDBI

employees can post their views on blog. Whereas PNB, ICICI and Kotak Mahindra has an

appdedicated for this purpose.

7. Satisfaction level of employees: Employees of PNB and IDBI are satisfied with their job to

some extent. Whereas employees of ICICI are always stressed and frustrated. Attrition rate of

IDBI, ICICI and Kotak Mahindra is approximately 15%. Whereas attrition rate of PNB is

approximately 7%.

Conclusion and Suggestions

After thorough analysis I was able to pen down various suggestions which will make RBI’s

HR policy more affective. These are:

1. Recruitment process of officers and assistants is quite difficult. But selecting assistants on

the basis of preliminary exam and regional exam is not sufficient. Interview should also form

part of selection procedure. Instead of using preliminary exam as a basis for screening

applications of grade B DR, bank should conduct Psychometric test, mains exam and

interview. Psychometric tests are used for measuring individuals mental capabilities and

behavioural style. They are designed to measure candidates suitability for a role based on

required personality characteristics and aptitude. Employers use the information collected





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from psychometric test to identify hidden aspects of candidates that are difficult to extract

from face-to-face interview.

2. Although training provided to employees is quite informative and enhances their

knowledge. But they are not send regularly. Bank should send all employees for training at

least once in a year. Employees can only perform their best if they are groomed and polished

regularly. Apart from classroom lecture RBI should focus more on case study, role play and

online courses for imparting knowledge. Employees can be divided into various groups and

asked to solve a case. Case study helps in polishing analytical skills. Role play helps in

building team spirit and leadership qualities among employees. RBI can collaborate with

various universities and institutes who offer online certificate and diploma courses in the field

of banking and finance. Employees should be encouraged to do such courses and these

courses should form part of training program. Video of classroom lectures should be

uploaded on EKP. Videos are beneficial for those who weren’t able to attend training because

of various reasons. After training is over most of the respondents feels that their performance

during training should be evaluated through group discussion and quiz so that they get to

know how much they have learned during training and also help trainers in designing better

training modules in future.

3. 90% of the employees are satisfied with knowledge sharing sessions, health talks and

competitions organized by HR cell. Such competitions should be organized regularly so as to

stay updated. RBI also does mentoring of employees but on voluntary basis. Mentoring

scheme should be made mandatory on all freshers until they have completed 5 years of

service. Mentoring is very important for overall growth and development of employees. RBI

conducts sports and cultural competition once in a year. According to the survey these

activities should be conducted once in 6 months so that employees are able to relax

themselves and work more efficiently. RBI should also organize musical concert and

celebrate New Year and other festivals. Rejuvenating activities is the best way of charging

energy.

4. Performance appraisal is done at multiple levels and annually in order to minimize

biasness. Apart from involving superiors, employee himself and GM as stake holder, 53% of

employees say that peers should also be allowed to evaluate their performance because they





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are the once who know them best and can influence them easily. Appraisal should be done

half yearly so that deviations can be corrected at initial stage.

5. Almost all employees are satisfied with perks and other facilities provided to them. But

bank should build a club for retired staff where they can relax and interact. Annually it can

take membership fees from employees. Competitions and cultural activities can be organized

for retired employees regularly in club.

6. Although attrition rate is negligible i.e it is less than 1% because of congenial working

environment. But bank should regularly give challenging task to employees in order to save

16% employees who may leave if they get better opportunity. Job rotation and transfer from

one department to another should be done once in 2 years so that employees don’t get bored

with routine task.

7. Employees are free to share their ideas and views by placing chit in suggestion box. RBI

should also allow employees to share their views on EKP. Apart from EKP bank should

create a blog and an app for this purpose, but should not compromise on security and

confidentiality. App, blog and EKP are more convenient and feasible as compared to

suggestion box.

It is difficult to rank HR policy of various commercial banks. Each policy has its merits and

demerits. But HR policy of IDBI, ICICI and Kotak Mahindra are quite similar. Whereas RBI

policy is quite similar with PNB and SBI. We can set an example for public sector banks by

incorporating these suggestions.

Bibliography

Mostly my study is based on primary data. I have referred few websites as well:

1. https://shodhganga.inflibnet.ac.in/bitstream/10603/28131/9/09_chapter%202.pdf

2. https://www.researchgate.net/publication/305079178_Literature_Review_on_HR_Practi

ce_in_Banking_Sector

3. https://sloap.org/journals/index.php/irjeis/article/view/506

Appendix

1. Feedback Form

https://shodhganga.inflibnet.ac.in/bitstream/10603/28131/9/09_chapter%202.pdf

https://www.researchgate.net/publication/305079178_Literature_Review_on_HR_Practice_in_Banking_Sector

https://www.researchgate.net/publication/305079178_Literature_Review_on_HR_Practice_in_Banking_Sector





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Objective

We are conducting research on HR Activities undertaken by RBI and Recommendations.

In order to analyze and compare HR policy of RBI with various commercial banks, we

require your valuable inputs. Your responses will also help us in giving better suggestions.

Please spare few minutes and fill this survey form. Your responses will be kept strictly

confidential and will be used only for academic purposes.

Designation:

Q1. According to you, recruitment process of officers and class 3 employees is:

(A) Easy

(B) Somewhat difficult

(C) Very difficult

Q2 Apart from preliminary and main examination which is conducted for recruiting

assistants. Should bank conduct any other examination or test?

(a) Yes, emotional intelligence test

(b) Yes, personality test

(c) Both emotional intelligence test and personality test

(d) No test

Q3 Training provided to you is

(a) Somewhat informative

(b) Quite informative and enriches knowledge

(c) Very informative and of high quality

(d) Not at all informative and useful

Q4 How often you are send for training?

(a) Once in quarter

(b) Once in 6 months

(c) Once in a year

(d) Depending on work load

Q5 Are you able to use whatever you have learned in training while doing your work

(a) Yes (b) No

(c) To some extant





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Q6 According to you what you have learnt during training should be evaluated by using which

method

(a) Through power point presentation

(b) Through written test

(c) Through quiz

(d) Through group discussion

(e) No need for evaluating

Q7 Apart from the methods which are used to train you, do you think any of the method

mentioned below can be used. (You can choose more than one option)

(a) Role play

(b) Through various online programs and courses

(c) Through case study

(d) No need for adopting any other method. Methods which are used are sufficient.

Q8 Your performance should be evaluated

(a) After 3 months

(b) After 6 months

(c) Once in a year

Q9 Would you like if your peers evaluate your performance

(a) Yes (b) No

Q10 What platform bank should provide you for sharing your ideas, suggestions and views on

any issue

(a) A blog (b) An app

(c) On EKP only: (d) Blog, app and EKP

Q11 According to you a club should be built for retired employees where they can meet, interact

and relax

(a) Yes (b) No

Q12 HR cell organizes health talks, knowledge sharing session and quiz competition. Are

these activities beneficial and informative?

(a) Yes (b) No

Q13 Which rejuvenating / stress bursting activity RBI should conduct. (You can choose more

than one option also)

(a) Talent hunt competition





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(b) Sports competition

(c) Musical concert

(d) Celebrate new year and other festivals

Q14 Rejuvenating activities should be conducted

(a) Once in 2 months


(c) Half yearly

(d) Once in an year

Q15 Are you satisfied with perks and benefits which you get

(a) Yes (b) No

Q16 How do you find your job

(a) Boring

(b) Somewhat challenging

(c) Quite challenging

Q17 If given an option would you join any MNC?

(a) No not at all

(b) Can think about it

(c) Yes definitely

2. Questionnaire

Objective

For the purpose of doing research to know and recommend HR Development Activities at

RBI and various suggestion HR policy of RBI and various commercial banks are to be

compared. In order to conduct the research smoothly we need your support and cooperation.

Kindly fill out this questionnaire by providing your valuable inputs. Responses will be used

only for academic purposes and will be kept confidential.

Personal Details

Name:

Email ID:

Mobile Number:





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Name of the organization:

Q1 Recruitment is done through

(a) Online test in two phases and interview

(b) Online test in two phases, group discussion and interview

(c) Online test in two phases, personality test and interview

(d) Interview only

Q2 According to you recruitment process is

(a) Easy

(b) Somewhat difficult

(c) Very difficult

Q3 What is the training period of new employees

(a) 2 weeks

(b) 4 weeks

(c) 6 weeks

(d) 8 weeks

(e) No formal training is given to employees

Q4 How often employees are send for training

(a) Once in 3 months


(c) Once in an year

(d) Depending on workload

Q5 What method is used for training employees?

(a) Through classroom lecture

(b) Through classroom lecture and case study

(c) Through classroom lecture, case study and various online courses and programs

(d) By using all the methods mentioned above

Q6 After training is completed how performance is evaluated

(a) Through test

(b) Through group discussion

(c) Through power point presentation

(d) Performance is not at all evaluated





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Q7 Does your bank takes feedback after training is complete

(a) Yes

(b) No

Q8 Performance appraisal is done

(a) Quarterly

(b) Half yearly

(c) Annually

Q9 Your performance is evaluated by

(a) Superior only

(b) Superior and subordinate

(c) By yourself, superior and subordinate

(d) By yourself, peers, subordinates and superior

Q10 Do you get perks

(a) Yes

(b) No

Q11 What is included in perks.

(a) Accommodation and medical facility

(b) Accommodation, medical facility and LTC

(c) Accommodation, medical facility, LTC and lumsum amount in an year to cover petty

expenses such as expenses for purchasing books, briefcase, etc.

(d) Accommodation, medical facility, LTC, amount for petty expenses and

reimbursement of mobile and internet bill

(e) Only receive lumsum amount as salary

Q12 Does your bank conduct any activity which increases knowledge and skill of employees

(a) Yes

(b) No

Q13 Knowledge and skill enhancement activities are conducted (you can choose multiple

options)

(a) Once in a month

(b) Once in two months

(c) Once in a quarter

(d) Half yearly





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(e) Once in a year

(f) Not at all conducted

Q14 What type of activities are conducted for enhancing knowledge of employees. (you can

choose more than one option)

(a) Panel Discussions

(b) Various competitions for employees

(c) Lectures and workshops

(d) As such no activity is conducted

Q15 Does your bank conducts health talks

(a) Yes

(b) No

Q16 What platform is provided to employees for sharing their ideas, suggestions and views?

(you can choose more than one option)

(a) On intra-net

(b) On app

(c) On blog

(d) By putting chit in suggestion box

Q17 Does your bank encourages employees to study further

(a) Yes

(b) No

Q18 Which rejuvenating/ stress bursting activities are conducted by your bank. (you can

choose more than one option)

(a) Sports competition

(b) Cultural events

(c) Celebrating New-year and other festivals

(d) No rejuvenating activity is conducted

Q19 What facilities are provided to employees after retirement?

(a) Medical facility

(b) Medical facility, pension and provident fund

(c) Medical facility, pension, provident fund and lumsum amount for vacating bank’s

accommodation

(d) Pension and provident fund





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(e) As such no facility is provided

Q20 Are employees satisfied with their job?

(a) Yes, somewhat satisfied

(b) Yes very satisfied and happy

(c) No, they are always frustrated and stressed

Q21 What is the rate of attrition during a year?

(a) Less than 5%

(b) Approximately 5%

(c) 5-10%

(d) 10-20%

(e) More than 20%

A Comparative Study of HR Policies of RBI with five ...

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