Module 1- about HDFC

A) Organisation& Management

HDFC is a professionally managed organisation with a board of directors consisting of eminent persons, professionals who represent various fields including finance, taxation, construction and urban policy & development. The board primarily focuses on strategy formulation, policy and control, designed to deliver increasing value to stakeholders.

Board of Directors Details of the Board of Directors in terms of their directorships/memberships in committees of public companies (excluding HDFC) as on March 19, 2012 are as under: Sr. No. 1 2 No. of Committees*** Name of Director Mr. Deepak S. Parekh Mr. Keshub Mahindra Category* Chairman Vice Chairman No. of Directorship** 8 5 Member 5 1 Chairperson 2 1

3 4 5 6 7 8 9 10 11 12 13

Mr. Shirish B. Patel Mr. B. S. Mehta Mr. D. M. Sukthankar Mr. D. N. Ghosh Dr. S. A. Dave Dr. Ram S. Tarneja Mr. N. M. Munjee Dr. BimalJalan Dr. J. J. Irani
$

Independent Independent Independent Independent Independent Independent Independent Independent Independent Executive Director Managing Director Vice Chairman & Chief Executive Officer

1 14 4 5 8 10 14 0 3 13 14

0 9 2 1 6 6 9 0 1 6 5

0 5 1 1 2 1 4 0 0 0 3

Mr.V.SrinivasaRangan Ms. Renu Sud Karnad

14

Mr. Keki. M. Mistry

13

10

$ Dr. J. J. Irani was appointed as an additional director under Section 260 of the Companies Act, 1956, who shall hold office as such until the conclusion of the ensuing annual general meeting of the Shareholders of the Corporation.

* All Independent directors have confirmed having met the criteria laid under Clause 49 (I) (A) (iii) of the listing agreements relating to Corporate Governance.

** Directorships do not include alternate directorships, directorships of private limited companies (except private limited companies that are subsidiaries of a public limited company) and of companies incorporated outside India.

*** In terms of Clause 49 (I) (C) (ii) of the Listing Agreements, a director cannot become a member in more than 10 committees or act as Chairman of more than 5 committees across all public companies in which he is a director. For this purpose, only Audit Committee and Investors' Grievance Committee are required to be considered.

Excluding the directorships mentioned above, Mr. Deepak S. Parekh is an alternate director in 2 companies. HDFC has a staff strength of 1,719 (as on 31st March, 2012), which includes professionals from the fields of finance, law, accountancy, engineering and marketing. The Composition of the Board of Directors of the Bank is governed by the Companies Act, 1956, the Banking Regulation Act, 1949 and the listing requirements of the Indian Stock Exchanges where securities issued by the Bank are listed. The Board has strength of 12 Directors as on March 31, 2008. All Directors other than Mr. AdityaPuri, Mr. Harish Engineer and Mr. PareshSukthankar are non-executive directors. The Bank has five independent directors and seven non-independent directors. The Board consists of eminent persons with considerable professional expertise and

experience in banking, finance, agriculture, small scale industries and other related fields. None of the Directors on the Board is a member of more than 10 Committees and Chairman of more than 5 Committees across all the companies in which he/she is a Director. All the Directors have made necessary disclosures regarding Committee positions occupied by them in other companies. Mr. JagdishCapoor, Mr. Keki Mistry, Mrs. Renu Karnad, Mr. Vineet Jain, Mr. AdityaPuri, Mr. Harish Engineer and Mr. PareshSukthankar are non-independent Directors on the Board. Mr. ArvindPande, Mr. AshimSamanta, Mr. Gautam Divan, Mr. C. M. Vasudev and Dr. PanditPalande are independent directors on the Board. Mr. Keki Mistry and Mrs. Renu Karnad represent HDFC Limited on the Board of the Bank. Mr. Vineet Jain represents Bennett, Coleman Group on the Board of the Bank. The Bank has not entered into any materially significant transactions during the year, which could have a potential conflict of interest between the Bank and its promoters, directors, management and/or their relatives, etc. other than the transactions entered into in the normal course of business. The Senior Management have made disclosures to the Board confirming that there are no material, financial and/or commercial transactions between them and the Bank which could have potential conflict of interest with the Bank at large.

B) HDFC Mission and Visions

Our Vision & Mission
Home About Us Our Vision & Mission

Vision
To be customer driven best managed enterprise that enjoys market leadership in providing housing related finance. The Vision section contains a free online catalogue illustrating the use of organizational vision statements in practice by organizations from around the world. Registered users can explore, bookmark and comment on hundreds of referenced online

resources that contain examples of vision statements, used as management tools in actual business context.

Keep your dreams alive. Understand that to achieve anything requires faith and belief in yourself, vision, hard work, determination, and dedication. Remember all things are possible for those who believe. This is what we at MySpace projects and properties believe and follow. Our dream is to become the no.1 company in real estate services and we are working with a lot of enthusiasm and zeal towards achieving our goal.

Mission
To provide a package of attractive financial services for housing purposes through a competent and motivated team of employees using the state of the art technology to maintain financial stability and growth of the organization whilst contributing to the national goal of providing decent housing to all. The Mission section contains a free online catalogue illustrating the use of organizational mission statements in practice by organizations from around the world. Registered users can explore, bookmark and comment on hundreds of referenced online resources that contain examples of mission statements, used as management tools in actual business context.

We see our customers as invited guests to a party, and we are the hosts. It's our job every day to make every important aspect of the customer experience a little bit better. Our customers are our top priority. As our motto says, Exceeding your expectations. This is the force that keeps us going. We are continuously striving not only to meet the expectations of our customers, but to exceed them in every possible way we can!!!

Our Objectives
Customers To provide a caring customer service anticipating solutions required by our customers and innovatively satisfying them beyond expectations. Shareholders To optimize return on shareholders' funds.

Organisation To commit ourselves to the highest standards in corporate and business ethics whilst maintaining financial stability and growth. Employees To motivate, Community To be strongly develop, committed to recognize contribute to the and national reward goal of our providing employees. shelter for all.

Industry Setting industry benchmarks of international standard in delivering customer value through out comprehensive product range, customer service and all our activities Ethics Maintaining the highest ethical standards worth of a leading corporate citizen.

C) HDFC STRATEGIES AND SERVICES

Our business strategy emphasizes the following : Increase our market share in Indias expanding banking and financial services industry by following a disciplined growth strategy focusing on quality and not on quantity and delivering high quality customer service. Leverage our technology platform and open scaleable systems to deliver more products to more customers and to control operating costs. Maintain our current high standards for asset quality through disciplined credit risk management. Develop innovative products and services that attract our targeted customers and address inefficiencies in the Indian financial sector. Continue to develop products and services that reduce our cost of funds. Focus on high earnings growth with low volatility. HDFCS Strategic Foray into the Indian Education Sector
Mumbai, Maharashtra, India, Wednesday, November 09, 2011 -- (Business Wire India)

Housing Development Finance Corporation Limited (HDFC) has announced strategic plans to enter the Education Sector. Over the last 34 years, HDFC has played a pioneering role in enabling Indias middle income households to own affordable homes. The Corporation believes that the education sector will provide HDFC another opportunity to play a transformational role by enabling middle income households across the country to access quality yet affordable education spread across nearly every segment over the student learning life cycle. Mr. Deepak Parekh, Chairman, HDFC said, Our education initiative has been conceived as an answer to the question Why cant equal opportunities be provided to middle income households to secure affordable and quality education for their children leading to better careers and better lives?. To support such an initiative, we will start with some baby steps and envisage building an education organization on the principles of efficiency, effectiveness, integrity and transparency which have been so successfully applied and institutionalized within HDFC. Mr. Keki Mistry, Vice Chairman and CEO, HDFC said, There is an opportunity to treat education as a long-term investment theme providing yet another opportunity like housing to fulfill social objective at the same time to create value for all stakeholders. HDFCs strategy is to enter Indias vast education sector by way of participating in the segment of Schools. The long term objective is to create a visible impact on school systems across the country by providing school management and other allied services, apart from setting up initial flagship schools. HDFC also plans to enter the segment of Vocational Education and Training by undertaking career enhancement programs, initially offered to graduates across the country. The objective is to address the twin challenges of employability and deplorability being increasingly experienced across several industry sectors including the financial sector. Mrs. Renu Sud Karnad, Managing Director, HDFC, who is overseeing this initiative said, HDFC plans to add value in the students entire life cycle from the first mile of a school to the last mile of a career. HDFCs foray into the education sector will be undertaken through a wholly owned subsidiary which will serve as a platform to provide a portfolio of education and allied services. HDFC is a trusted brand name and will aim to attract the best of talent from the education sector as well as collaborate with groups of talented people and institutions who share similar values with a strong commitment to make a difference.

HDFC had earlier entered the education finance sector through its subsidiary, Credila Financial Services Private Limited. Credila is Indias first and only fully dedicated education loan company.

Marketing strategy It is a process that can allow an organization to concentrate its l i mi t e d r e s o u r c e s o n t h e greatest opportunities to increase salesand achieve a sustainable competitive advantage. Amarketing strategy should be cantered around the key concept that customer satisfaction isthe main goal.Marketing strategy is a method of focusing an organization's energies and resourceson a course of action which can lead to increased sales and dominance of a targeted marketniche. A marketing strategy combines product development, promotion, distribution, pricing,r e l a t i o n s h ip ma n a g e me n t a nd o t h e r e l e me n t s ; i d e n t i f i e s t h e f i r m' s ma r k e t i n g g o a l s , a n d explains how they will be achieved, ideally within a stated timeframe. Marketing strategydetermines the choice of target market segments, positioning, marketing mix, and allocationof resources. It is most effective when it is an integral component of overall firm strategy,defining how the organization will successfully engage customers, prospects, and competitorsin the market arena. Corporate strategies, corporate missions, and corporate goals. As thecustomer constitutes the source of a company's revenue, marketing strategy is closely linkedwith sales. A key component of marketing strategy is often to keep marketing in line with acompany's overarching mission statement Types of strategies Marketing strategies may differ depending on the unique situation of the individual business.Ho we v e r t h e r e a r e a n u mb e r o f wa ys o f c a t e g o r i z i n g s o me g e n e r i c s t r a t e g i e s . A b r i e f description of the most common categorizing schemes is presented below: Strategies based on market dominance - In this scheme, firms are classified based ontheir market share or dominance of an industry. Typically there are four types of market dominance strategies: Leader Challenger Follower Niches Po r t e r g e n e r i c s t r a t e g i e s - s t r a t e g y o n t h e d i m e n s i o n s o f s t r a t e g i c s c o p e a n d strategic strength. Strategic scope refers to the market penetration while strategicstrength refers to the firms sustainable competitive advantage. The

generic strategyframework (porter 1984) comprises two alternatives each with two alternative scopes. These are Differentiation and low-cost leadership each with a dimension of Focus- broad or narrow. Product differentiation (broad) Cost leadership (broad) Market segmentation (narrow) Innovation strategies - This deals with the firm's rate of the new productdevelopment and business model innovation. It asks whether the company is on thecutting edge of technology and business innovation. There are three types: Pioneers Close followers Late followers Growth strategies - In this scheme we ask the question, How should the firmgrow?. There are a number of different ways of answering that question, but themost common gives four answers: Horizontal integration Vertical integration Diversification Intensification

HOW HDFC BANK USES STRATEGY TO SUE SAVING ACCOUNT CUSTOMERS

Long back i was in search of a good private bank that provides reliable services and good customer relation. So after several reviews and suggestions from experts i decided to go with HDFC due to its reasonable Quarterly Average Balance which isINR5000. HDFC provides almost all the features of a good end bank with many benefits and security but today everything changed up down when i was checking my online statement and found something like AQB SER CHGS INC ST & CESS APR-JUN2010 with a Debit of INR827.25. A simple Google search explained me that it is nothing but a fee for not maintaining an Average Quarterly Minimum balance. I am very concerned about maintaining the records and managing the finance. I always stick to use and get addicted

using my online bank accounts but then i am still not able to get an idea of why HDFC would charge me INR827.25 even though i take care to maintain my minimum balance always. But then some consumer and complaint forums had the answer. HDFC has changed their AQB from INR5000 to INR10,000. So by this way a bank customer gets to know about the change in BankingPolicy and that too very critical important information like change in AQB. HDFC Bank does a the following:

Calls a Customer every occasion to inform about new offers, car loans, free credit card, insurance Sends ATM pin no via First class Indian Courier Company Asks to Fill a form for Third Party Fund Transfer Even sends a Representative to customers house for opening a new current account But things like change in the AQB is not a critical matter of information right ? Why should we inform our customers, let us post a small snippet of information in the very corner of website in between promotional offers so customers might not be aware of it and we can charge them because they are weak in math. Finally i had to call HDFC Phone banking service. It is a big puzzle game to play, you have to find the right option to connect a phone banker, if you click any other option then you end up with a single choice PRESS ZERO to QUIT. Seriously i do not know how i won this game, the phone banker is on line and i told him the whole situation. The kind hearted person at the other end tells me that my AQB is INR10,000 not INR5000. So i asked him all the questions you would ask if you were in my shoes, She told me that they had mentioned about the change in the footer of the January Bank Statement and even sent a private letter informing it. I dont get statements becoz i opted for EStatements nor did i got one private letter. As you very well know E-Statements are attached PDFs with password protection. I used to check my E-Statements but there is no mention of it except the covering letter of some two months Email statement which has a four line information of change in AQB without any highlighting. The Email they send you is a big one with a lot of commercial offers listed in the first place and important information in the middle. Would someone care to read an email with 1500 words or just check the attached statement ? I have a saving account and a current account with HDFC. Now my final decision would be to close it, never mind if they waive me of the fine. Your comments and critics are really appreciated !

MODULE 2- HDFC HRM FUNCTIONS

A) What are HRM functions in relation to HDFC?
The main functions of Human resource Management are; Job Design (JD) Job Analysis

Human Resource Planning (HRP) Recruitment Selection Hiring Induction Performance Evaluation Compensation Management Training and Development Employee Movements Welfare Administration Health and safety Administration Discipline Administration Grievance Handling Labour Relations

Job Design (JD) JD can be defined as the function of arranging tasks duties and responsibilities in to an organizational unit of work for the purpose of accomplishing a certain objective. Techniques of JD Scientific Techniques: This is done by observing past performances. Job Enlargement: Adding more duties to a job that is related to the current duties of involved (Horizontal Loading) Job Rotation: Shifting an employee from one job to another periodically. Job enrichment: Increasing the depth of a job by increasing authority and responsibility for planning Group Technique: The job ids designed so that a group of individuals can perform it, the job being a collective job. Job Analysis This includes the systematic analysis of the job and the characteristics of the desired job holders. The information collected through a Job Analysis is of two forms; Job Description: Describes the job, its tasks, responsibilities and service conditions of a job. Job Specification: Describes the requirements of the person for the job, including abilities, educational qualifications, special physical and mental skills, training, experience etc. Human Resource Planning (HRP)

HRP can be identifies as the strategy forecasting the organizations future requirements for different types of workers, their acquisitions, utilization, improvement, employee cost control, retention and supply to meet these needs. The HR Planning Process

HRM Planing Process Factors considered when forecasting future HR requirements.

Demand for the organizations good/services Plans goals and objectives Method of productions Retirement, transfers, resignations Death Retrenchments

Recruitment This is the initial attraction and screening of the supply of prospective Human Resources available to fill a given position/s. In other words, it is the process of involving the attraction of suitable candidates to vacant positions from both internal and external sources of the organization. Eg:

INTERNAL Job posting Intranet Succession plans

EXTERNAL Advertising Job Placement Agencies Internet

Referrals

Placement through Colleges and Universities

Selection This is a systematic process of selecting the most appropriate and suitable person to a particular job. In other words, Selection is choosing an individual to hire from all those who have been recruited/ attracted. Methods of Selection Application Evaluation: This involves choosing the most appropriate person through evaluating the applications sent by the candidates Interviews: this is to face a meeting with a member/s of the management. One of te most commonly used methods of selection but it requires careful planning. Eg: One on one interviews, Panel interviews, Sequence interviews

Tests: this is meaning the candidates for qualities relevant to performing available jobs. Eg: Knowledge Tests, Aptitude Tests, Practical Tests, IQ Tests. Background Investigations: this is assessing the appropriateness of an applicant by investigating into his/her family, financial positions, Residential Background, criminal background etc. Medical Tests: this involves assessing the applicants physical fitness for particular jobs. Hiring This is the process of appointing the person selected for a particular job. In this process, letters of appointments will be prepared, employment contracts will be signed and the new employee will be sent in for a probationary period. (Probationary period: the time period where the newly appointed employee will have to work till he/she is made permanent) Induction This is concerned with introducing an employee to the company, job and staff in a systematic way. There are two components of induction,

Introducing the employee to the organization and the organizations culture. Introducing the employee to his/her job

Performance Evaluation This is a regular systematic assessment of an employees performance in order to review whether his/her performance matches the expected performance levels. Performance evaluations are an analysis of an employees recent successes and failures, personal strengths and weaknesses, and suitability for promotion or further training. It is also the judgment of an employees performance in a job based on considerations other than productivity alone. Compensation Management The main objective of the function is to develop and maintain a good salaried and wages system which is reasonable both internally and externally. Factors affecting Salaries and Wages

Cost of living Supply and demand of labor Government requirements (minimum wage rates) Competitor wage scales Trade Union influences Labor productivity

Training and Development Training is the process by which the employees are taught skills and given the necessary knowledge to carry out their responsibilities to the required standard. In other words, it is the improvement of the performance to carry out the current job. Development is concerned with the giving the individual necessary knowledge, skills, attitude and experience to enable an employee to undertake greater and more demanding roles and responsibilities in the future. Development is concerned with the long term prospects of a career succession plan. Methods of training and development

Apprenticing

On the job training Off the job training Simulations Role playing Case studies

Employee Movements The movements of employees take place in three methods,

Promotions: this is the re-assignment of an employee to a higher ranked job in terms of responsibility, respect and salaries. Promotions are usually based on seniority, competency and merit. Transfers: this is the movement of an employee from one job to another on the same occupational level and at the same level of wage or salary. Lay off: This is the temporary stoppage or suspension of the service of the employee to various reasons.

Welfare Administration This refers to all the facilities and comforts given to the employee by the employer apart from wages, salaries and incentives.

Medical facilities Canteen facilities Housing facilities Transport facilities Recreation facilities Loan facilities Educational facilities

Health and safety Administration This is concerned with maintaining required and reasonable levels of professional Health and safety in the job and its environment. The organization should ensure the employees physical and mental health. The work place should be free of hazards. Discipline Administration It is important to control the performance and behavior of the employees according to the rules and regulations of the organization. For this very reason it is important to develop, implement and maintain an appropriate disciplinary system. Importance of a discipline administration:

To reduce conflicts and confusions To control the employees in an orderly manner To ensure employees behavior in accordance with performance standards, rules and regulations of the organization.

Grievance Handling A grievance can be identified as a situation where the employee is in metal distress, dissatisfies or has a bad attitude, due to a work related unreasonable or unjust situation. A grievance could take place for various reasons;

Job related reasons Work services related reasons Employee management related reasons Service conditions related reasons

Employee behavior related reasons

Labour Relations The continues relationship between the labour force and the management. Since labour forces are organized as Trade Unions, it is actually a relationship between Trade union representative and the management. However the Government is also an involved as a third party in order to regulate this relationship by ways of laws. This relationship is also more commonly known as a tri-partite relationship. If in case there is a dispute between the employees and the management, the most common way of dispute resolution is through negotiations or Collective Bargaining and when the two parties reach to an agreement its known as Collective Agreement. Collective Bargaining: this can be identified as the negotiation that takes place between the management and the Trade unions during a particular time period regarding labour/Industrial issues. Collective Agreement: The agreements which the management and the Trade unions get into after a collective Bargain.

b) Training :-

Introducation
Training is the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. Training has specific goals of improving one's capability, capacity, and performance. It forms the core of apprenticeships and provides the backbone of content at institutes of technology (also known as technical colleges or polytechnics). In addition to the basic training required for a trade, occupation or profession, observers of the labor-marketrecognize as of 2008 the need to continue training beyond

initial qualifications: to maintain, upgrade and update skills throughout working life. People within many professions and occupations may refer to this sort of training as professional development.

Defination
It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees.

Meaning
Training and is vital part of the human resource development. It is assuming ever important role in wake of the advancement of technology which has resulted in ever increasing competition, rise in customers expectation of quality and service and a subsequent need to lower costs. It is also become more important globally in order to prepare workers for new jobs. In the current write up, we will focus more on the emerging need of training and development, its implications upon individuals and the employers. Noted management author Peter Drucker said that the fastest growing industry would be training and development as a result of replacement of industrial workers with knowledge workers. In United States, for example, according to one estimate technology is de-skilling 75 % of the population. This is true for the developing nations and for those who are on the threshold of development. In Japan for example, with increasing number of women joining traditionally male jobs, training is required not only to impart necessary job skills but also for preparing them for the physically demanding jobs. They are trained in everything from sexual harassment policies to the necessary job skills.

Needs of traning
Before we say that technology is responsible for increased need of training inputs to employees, it is important to understand that there are other factors too that contribute to the latter. Training is also necessary for the individual development and progress of the employee, which motivates him to work for a certain organisation apart from just money. We also require training update employees of the market trends, the change in the employment policies and other things. The following are the two biggest factors that contribute to the increased need to training and development in organisations: 1. Change: The word change encapsulates almost everything. It is one of the biggest factors that contribute to the need of training and development. There is in fact a direct relationship between the two. Change leads to the need for training and development and training and development leads to individual and organisational change, and the cycle goes on and on. More specifically it is the technology that is driving the need; changing the way how businesses function, compete and deliver. 2. Development: It is again one the strong reasons for training and development becoming all the more important. Money is not the sole motivator at work and this is especially very true for the 21st century. People who work with organisations seek more than just employment out of their work; they look at holistic development of self. Spirituality and self awareness for example are gaining momentum world over. People seek happiness at jobs which may not be possible unless an individual is aware of the self. At ford, for example, an individual can enrol himself / herself in a course on self awareness, which apparently seems inconsequential to ones performance at work but contributes to the spiritual well being of an individual which is all the more important.

Study Notes: People Management

On-the-job training With on the job training, employees receive training whilst remaining in the workplace. The main methods of one-the-job training include:

Demonstration / instruction - showing the trainee how to do the job Coaching - a more intensive method of training that involves a close working relationship between an experienced employee and the trainee Job rotation - where the trainee is given several jobs in succession, to gain experience of a wide range of activities (e.g. a graduate management trainee might spend periods in several different departments)

Projects - employees join a project team - which gives them exposure to other parts of the business and allow them to take part in new activities. Most successful project teams are "multi-disciplinary"

The advantages and disadvantages of this form of training can be summarised as follows:

Introduction of on the job

Introduction
In 1964, Gary Becker noted the important role of on-the-job training inHuman Capital: A Theoretical and Empirical Analysis, with Special Reference to Education by observing that:
Theories of firm behavior, no matter how they differ in other respects, almost invariably ignore the effect of the productive pro cess itself on worker productivity. This is not to say that no one recognizes that productivity is affected by the job itself; but the recognition has not been formalized, incorporated into economic analysis, and its implications worked out.... Many workers increase their productivity by learning new skills and perfecting old ones while on the job. Presumably, future productivity can be improved only at a cost, for otherwise there would be an unlimited demand for training

on the job training (OJT)

Definition
Employee training at the place of work while he or she is doing the actual job. Usually a professional trainer (or sometimes an experienced employee) serves as the course instructor usinghands-ontraining often supported by formal classroom training. See also off the job training.

Traning and Development Home Methods Of Training On the Job Training The most frequently used method in smaller organizations that is on the job training. This method of training uses more knowledgeable, experienced and skilled employees, such as mangers, supervisors to give training to less knowledgeable, skilled, and experienced employees. OJT can be delivered in classrooms as well. This type of training often takes place at the work place in informal manner. Some key points on on the job Training on the job Training is characterized by following points It is done on ad-hoc manner with no formal procedure, or content At the start of training, or during the training, no specific goals or objectives are developed Trainers usually have no formal qualification or training experience for training Training is not carefully planned or prepared The trainers are selected on the basis of technical expertise or area knowledge Formal OJT programs are quite different from informal OJT. These programs are carried out by identifying the employees who are having superior technical knowledge and can effectively use one-to-one interaction technique. The procedure of formal on the job training program is: 1. The participant observes a more experienced, knowledgeable, and skilled trainer (employee)

2. The method, process, and techniques are well discussed before, during and after trainer has explained about performing the tasks

3. When the trainee is prepared, the trainee starts performing on the work place

4. The trainer provides continuing direction of work and feedback

5. The trainee is given more and more work so that he accomplishes the job flawlessly The four techniques for on the job development are: Advantages Generally most cost-effective Employees are actually productive Opportunity to learn whilst doing Training alongside real colleagues Disadvantages Quality depends on ability of trainer and time available Bad habits might be passed on Learning environment may not be conducive Potential disruption to production

Introduction of off the job

Off-the-job training is conducted in a location specifically designated for training. It may be near the workplace or away from work, at a special training center or a resort Conducting the training away from the workplace rninirnizes distractions and allows trainees to devote their full attention to the material being taught- However, off-the-job training programs may not provide as much transfer of training to the actual job as do on-the-job programs. Many people equate off-the-job training with the lecture method, but in fact a very wide variety of methods can be used. Definitions: Employee training at a site away from the actual work environment. It often utilizes lectures, case studies, role playing, simulation, etc. See also on the job training.

Off the Job Training Methods

1. Classroom Lectures: Advantage It can be used for large groups. Cost per trainee is low. Disadvantages Low interest of employees. It is not learning by practice. It is One-way communication. No authentic feedback mechanism. Likely to lead to boredom for employees. 2. Audio-Visual: It can be done using Films, Televisions, Video, and Presentations etc. Advantages Wide range of realistic examples, quality control possible. Disadvantages One-way communication, No feedback mechanism. No flexibility for different audience. 3. Simulation: Creating a real life situation for decision-making and understanding the actual job conditions give it. Ensures active participation of all trainees. Can be very effective but needs good conductors.

4. Vestibule Training: - Employees learn their jobs on the equipment they will be using, but the training is conducted away from the actual work floor. While expensive, Vestibule training allows employees to get a full feel for doing task without real world pressures. Additionally, it minimizes the problem of transferring learning to the job.

5. Case Studies: It is a written description of an actual situation in the past in same organisation or somewhere else and trainees are supposed to analyze and give their conclusions in writing. This is another excellent method to ensure full and whole hearted participation of employees and generates good interest among them. Case is later discussed by instructor with all the pros and cons of each option. It is an ideal method to promote decision-making abilities within the constraints of limited data.

6. Role Playing: During a role play, the trainees assume roles and act out situations connected to the

learning concepts. It is good for customer service and training. This method is also called role-reversal, socio-drama or psycho-drama. Here trainees act out a given role as they would in a stage play. Two or more trainees are assigned roles in a given situation, which is explained to the group. There are no written lines to be said and, naturally, no rehearsals. The role players have to quickly respond to the situation that is ever changing and to react to it as they would in the real one. It is a method of human interaction which involves realistic behaviour in an imaginary or hypothetical situation. Role playing primarily involves employee-employer relationships, hiring, firing, discussing a grievance problem, conducting a post appraisal interview, disciplining a subordinate, or a salesman making presentation to a customer. 7. Programmed Instructions:This involves two essential elements: (a) a step-by-step series of bits of knowledge, each building upon what has gone before, and (b) a mechanism for presenting the series and checking on the trainees knowledge. Questions are asked in proper sequence and indication given promptly whether the answers are correct. This programme may be carried out with a book, a manual or a teaching machine. It is primarily used for teaching factual knowledge such as Mathematics, Physics, etc. 8. Management Games With computerized management games, trainees divide into five- or six-person groups, each of which competes with the others in a simulated marketplace. Each group typically must decide, for example. 1. 2. 3. 4. how much to spend on advertising. how much to produce, how much inventory to maintain, and how many of which product to produce.

Usually, the game itself compresses a two- or three-year period into days, weeks, or months. As in the real world, each company team usually can't see what decisions (such as to boost advertising) the other firms have made, although these decisions do affect their own sales. Management games can be effective. People learn best by being involved, and the games can gain such involvement. They help trainees develop their problem-solving skills, as well as to focus attention on planning rather than just putting out fires. The groups also usually elect their own officers and organize themselves. This can develop leadership skills and foster cooperation and teamwork.

Advantages of Off-the-Job Training

Trainers are usually experienced enough to train It is systematically organized Efficiently created programs may add lot of value

Disadvantages of Off-the-Job Training:

It is not directly in the context of job It is often formal It may not be based on experience. It is expensive. Trainees may not be much motivated It is artificial in nature.

off the job training

Essential requirements of a good training programme

(i) Training programme should be designed so as to achieve the predetermined objectives, goals and needs of the organisation. It should be less expensive. (ii) Training programme should be leopardess for all, in the organisation and not for a particular group. (iii) Training programme should pre-planed and well organised taking in view, the objectives of training programme. For this purpose the whole task should be divided in various sub-activities an such sub-activities should be arranged in a systematic order. (iv) Trainingprogramme should be designed according to size, nature and financial position of the concern. A small scale enterprise cannot afford much to the training programme. (v) Training programme must be flexible enough. (vi) Theprogramme must be conducted by senior and experienced officer of the concern. In large scale enterprises, training is conducted by the training director who is incharge of the training section under personnel department. Such training director is well trained and experienced in the art training. (vii) Theoretical and practical aspects of training must be given due considerations while preparing a training programme. (viii) It should be designed in such a fashion as to incorporate the recent trends developed in the industrial field. Psychological researches may guide the conducting of a programme. The main purpose of the training programme should be to enable the employee to pick-up the work as soon as he completes the training. (ix) Training programme should be designed taking in view the interests of both employer and the employees. Their group interests should not be suffered. (x) It is not essential to follow a single method of training for all employees. The purpose of training is to develop the men and not the methods, therefore, more than one method maybe followed side by side for different groups. (xi) The main purpose of the training programme should be to motivate the workers to learn something to improve is job performance and therefore, a reward must be to expected at the concussions of the learning process such as promotion or a better job. The above characteristics musbe developed in designing a sound training programme.

Provide training and information

Everyone who works for you needs to know how to work safely and without risks to health. You must provide clear instructions, information and adequate training for your employees. Don't forget contractors and self-employed people who may be working for you and make sure everyone has information on:

hazards and risks they may face measures in place to deal with those hazards and risks how to follow any emergency procedures

Ask your employees what they think about training to make sure it's relevant and effective. Keeping training records will help you to identify when refresher training might be needed. The information and training you provide should be in a form that is easy to understand. Everyone working for you should know what they are expected to do. Health and safety training should take place during working hours and it must not be paid for by employees. There are many external trainers who will be able to help you with your training needs but effective training can often be done 'in house'. Remember some of your staff may have particular training needs, for example:

new recruits people changing jobs or taking on extra responsibilities young employees, who are particularly vulnerable to accidents - read about the key risks and health and safety factors you need to consider for young people at work on the Health and Safety Executive (HSE) website - Opens in a new window health and safety representatives - read about training for health and safety representatives on the HSE website - Opens in a new window

Remember that staff will need extra training if you get new equipment or working practices change. this leaflet provides further help for readers including how to undertake training and choosing appropriate methods and organisations to help deliver the training

WHAT IS DEVELOPMENT? Development is a concept which is contested both theoretically and politically, and is inherently both complex and ambiguous Recently [it] has taken on the limited meaning of the practice of development agencies, especially in aiming at reducing poverty and the Millennium Development Goals. (Thomas, 2004: 1, 2) The vision of the liberation of people and peoples, which animated development practice in the 1950s and 1960s has thus been replaced by a vision of the liberalization of economies. The goal of structural transformation has been replaced with the goal of spatial integration. The dynamics of long-term transformations of economies and societies [has] slipped from view and attention was placed on short-term growth and re-establishing nancial balances. The shift to ahistorical performance assessment can be interpreted as a form of the post-modernization of development policy analysis. (Gore, 2000: 7945) Post-modern approaches see [poverty and development] as socially constructed and embedded within certain economic epistemes which value some assets over others. By revealing the situatedness of such interpretations of economy and poverty, postmodern approaches look for alternative value systems so that the poor are not stigmatized and their spiritual and cultural assets are recognized. (Hickey and Mohan, 2003: 38) One of the confusions, common through development literature is between development as immanent and unintentional process and development as an intentional activity. (Cowen and Shenton, 1998: 50) If development means good change, questions arise about what is good and what sort of change matters Any development agenda is value-laden not to consider good things to do is a tacit surrender to fatalism. Perhaps the right course is for each of us to reect, articulate and share our own ideas accepting them as

provisional and fallible. Since [development] depend[s] on values and on alternative conceptions of the good life, there is no uniform or unique answer.

Definition of Development
Development
The act of developing or disclosing that which is unknown; a gradual unfolding process by which anything is developed, as a plan or method, or an image upon a photographic plate; gradual advancement or growth through a series of progressive changes; also, the result of developing, or a developed state. The series of changes which animal and vegetable organisms undergo in their passage from the embryonic state to maturity, from a lower to a higher state of organization. The act or process of changing or expanding an expression into another of equivalent value or meaning. The equivalent expression into which another has been developed. The elaboration of a theme or subject; the unfolding of a musical idea; the evolution of a whole piece or movement from a leading theme or motive.

Development

Definition: The act of developing or disclosing that which is unknown; a gradual unfolding process by which anythingis developed, as a plan or method, or an image upon a photographic plate; gradual adv ancement or growth througha series of progressive changes; also, the result of developing, or a devel oped state.

MEANING:
Development - means a progression from a simpler or lower to a more advanced, mature, or complex form or stage. It is also defined as the gradual advancement or growth through a series of progressive changes. Development is a process, not a level. It is a path to achieve certain goals.

Definition of Development Banks

Development banks are those financial institutions engaged in the promotion and development of industry, agriculture and other key sectors. In the words of A.G. Kheradjou A development bank is like a living organism that reacts to the socialeconomic environment and its success depends on reacting most aptly to that environment. Kheradjou assigns an important task to the development banks. He feels that these banks should react to the socioeconomic needs. They should satisfy the developmental needs of the economy and their success is linked to the satisfactory growth of the economy. In the views of William Diamond A development bank has the opportunity to promote enterprises i.e. to conceive investment proposals and to stimulate others to pursue them or itself to carry them through, from conception to realization. In principle, a development bank is well suited to assume this kind of role. Yet, enterprise creation is fraught with costs and risks which development bank cannot neglect. Development banks can prudently undertake them only when they have the requisite financial strength, technical expertise and the managerial skill to bank. In his views, a development bank is an institution which takes up the job of developing industrial enterprises from its inception to completion. This process involves costs as well as risks. The bank should have sufficient financial sources and expertise to promote a new unit. D.M. Mithani states that. A development bank may be defined as a financial institution concerned with providing all types of financial assistance (medium as well as long-term) to business units in the form of loans, underwriting, investment and guarantee operations and development in general and industrial. The role of a development bank has been emphasized in this definition. In this view a development bank aims to provide financial and promotional facilities for the overall development of a country.

Features of a development bank.

1. A development bank has the following features or characteristics: 2. A development bank does not accept deposits from the public like commercial banks and other financial institutions who entirely depend upon saving mobilization. 3. It is a specialized financial institution which provides medium term and long-term lending facilities. 4. It is a multipurpose financial institution. Besides providing financial help it undertakes promotional activities also. It helps an enterprises from planning to operational level. 5. It provides financial assistance to both private as well as public sector institutions. 6. The role of a development bank is of gap filler. When assistance from other sources is not sufficient then this channel helps. It does not compete with normal channels of finance. 7. Development banks primarily aim to accelerate the rate of growth. It helps industrialization specific and economic development in general 8. The objective of these banks is to serve public interest rather than earning profits. 9. Development banks react to the socio-economic needs of development.

Important functions of Development Banks

Development banks have been started with the motive of increasing the pace of industrialization. The traditional financial institutions could not take up this challenge because of their limitations. In order to help all round industrialization development banks were made multipurpose institutions. Besides financing they were assigned promotional work also. Some important functions of these institutions are discussed as follows: 1. Financial Gap Fillers Development banks do not provide medium-term and long-term loans only but they help industrial enterprises in many other ways too. These banks subscribe to the bonds and debentures of the companies, underwrite to their shares and debentures and, guarantee the loans raised from foreign and domestic sources. They also help undertakings to acquire machinery from with in and outside the country. 2. Undertake Entrepreneurial Role Developing countries lack entrepreneurs who can take up the job of setting up new projects. It may be due to lack of expertise and managerial ability. Development banks were assigned the job of entrepreneurial gap filling. They undertake the task of discovering investment projects, promotion of industrial enterprises, provide technical and managerial assistance, undertaking economic and technical research, conducting surveys, feasibility studies etc. The promotional role of development bank is very significant for increasing the pace of industrialization. 3. Commercial Banking Business Development banks normally provide medium and long-term funds to industrial enterprises. The working capital needs of the units are met by commercial banks. In developing countries, commercial banks have not been able to take up this job properly. Their traditional approach in dealing with lending proposals and assistance on securities has not helped the industry. Development banks extend financial assistance for

meeting working capital needs to their loan if they fail to arrange such funds from other sources. So far as taking up of other functions of banks such as accepting of deposits, opening letters of credit, discounting of bills, etc. there is no uniform practice in development banks. 4. Joint Finance Another feature of development banks operations is to take up joint financing along with other financial institutions. There may be constraints of financial resources and legal problems (prescribing maximum limits of lending) which may force banks to associate with other institutions for taking up the financing of some projects jointly. It may also not be possible to meet all the requirements of a concern by one institution, So more than one institution may join hands. Not only in large projects but also in medium-size projects it may be desirable for a concern to have, for instance, the requirements of a foreign loan in a particular currency, met by one institution and under writing of securities met by another. 5. Refinance Facility Development banks also extend refinance facility to the lending institutions. In this scheme there is no direct lending to the enterprise. The lending institutions are provided funds by development banks against loans extended to industrial concerns. In this way the institutions which provide funds to units are refinanced by development banks. In India, Industrial Development Bank of India(IDBI) provides reliance against term loans granted to industrial concerns by state financial corporations. commercial banks and state co-operative banks. 6. Credit Guarantee The small scale sector is not getting proper financial facilities due to the clement of risk since these units do not have sufficient securities to offer for loans, lending institutions are hesitant to extend them loans. To overcome this difficulty many countries including India and Japan have devised credit guarantee scheme and credit insurance scheme. In India, credit guarantee scheme was introduced in 1960 with the object of enlarging the supply of institutional credit to small industrial units by granting a degree of protection to lending institutions against possible losses in respect of such advances. In Japan besides credit guarantee, insurance is also provided. These schemes help small scale concerns to avail loan facilities without hesitation. 7. Underwriting of Securities Development banks acquire securities of industrial units through either direct subscribing or underwriting or both. The securities may also be acquired through promotion work or by converting loans into equity shares or preference shares. So development banks may build portfolios of industrial stocks and bonds. These banks do not hold these securities on a permanent basis. They try to disinvest in these securities in a systematic way which should not influence market prices of these securities and also should not lose managerial control of the units. Development banks have become world wide phenomena. Their functions depend upon the requirements of the economy and the state of development of the country. They have become well recognized segments of financial market. They are playing an important role in the promotion of industries in developing and underdeveloped countries.

Module-3 Traing and Development of HDFC bank

a) Traing and Development of HDFC bank Research results For hdfc bank tranning and development programme
Today is Internaional Anti-corruption Day Dear All Today the 9th December is International AntiCorruption Day. Really it is CALL OF THE Practically no one wants a Corrupted World but to be frank no one is above it. There is a saying : those people are the honest who did not get a chance for corruption. Under these circumstances what is the meaning of the Your NO Count campaign initiated jointly by the United Nations Development Programme and the United Nations Office on Drugs and Crime. Please share your views on Corruption fre...
Discussion in CiteHR.com - 1 Replies - Dated: 09-12-2010

BFSI consultants in Bangalore Dear All My name is Maria Shah.I am based out of Bangalore.I have 2 years of experience in banking.I have worked for HDFC Bank and bank as an Assistant Manager.I am looking for a job in Banking preferably operations.I am looking out for BFSI consultants for vacancies in Bangalore. Need valuable inputs from you. Thanks Maria
Discussion in CiteHR.com - 2 Replies - Dated: 10-01-2011

Challenges in Training & Development Hi all I am a research scholar and would like a help from HR professional who has exposure in Training and Development for the employees. I want to know how the organizations find the need for training in their organizations and the benefits of Training programme for employees and organization. And also the challenges they face in training and development programme. I would really appreciate if you could give little inputs for me on these. Thanks in advance Regards Pavithra Training for successful trasition from campus to corporate culture. We are a premium HR consultancy and provide trainings for educational sector for their easy and successful transition from campus to corporate.Wespecialise in motivating the human technology and train students to be a smarter individual with a more poised and well groomed personality. We also conduct faculty development programmes. Regards Anita Mahindru mindskillsrediffmail.com"mindskillsrediffmail.com 9997720000
Discussion in CiteHR.com - 1 Replies - Dated: 31-03-2011

Autonomous Maintenance [1-Day Training Program] 1Day Certificate Program on Autonomous Maintenance ByTechnosolutions India Ltd. Your organization can experience soaring productivity when your operators are positively and energetically involved in the maintenance of their own equipment. What is Autonomous

Maintenance ? An operator Skill development ProgrammeAn approach to identify & solve problems quickly An approach to minimize deterioration of plant and equipment An approach to reduce deterioration related failures An approach to stabilize...
Discussion in CiteHR.com - 1 Replies - Dated: 24-03-2011

Autonomous Maintenance [1-Day Training Program] 1Day Certificate Program on Autonomous Maintenance ByTechnosolutions India Ltd. Your organization can experience soaring productivity when your operators are positively and energetically involved in the maintenance of their own equipment. What is Autonomous Maintenance ? An operator Skill development ProgrammeAn approach to identify & solve problems quickly An approach to minimize deterioration of plant and equipment An approach to reduce deterioration related failures An approach to stabilize...
Discussion in CiteHR.com - 3 Replies - Dated: 24-03-2011

Querry regarding salaries and pf of hdfc bank contractual employees Dear all i ajeetkumarpradhanhasbeen working for hdfc bank jeyporekoraputorissa as contractual sales executive for rupees 4500 four thousand five hundered as basic salary with my employee code CA19324 since December 2008 do you think that my salary is ok as per Goverment norms and till date i am not aware of my PF number nor the balance status of my PF kindly help me out of this.

b) Difference between Training and Development

DIFFERENCE BETWEEN TRAINING & DEVELOPMENT

TRAINING & DEVELOPMENT Training is a process of learning a sequence of programmed behaviour. It improves the employee's performance on the current job and prepares them for an intended job. Development not only improves job performance but also brings about the growth of the personality. Individuals not only mature regarding their potential capacities but also become better individuals. DIFFERENCE: Training: 1.It's a short term process. 2.Refers to instruction in technical and mechanical problems 3.Targeted in most cases for non-managerial personnel

4.Specific job related purpose Development: 1.It is a long term educational process. 2.Refers to philosophical and theoretical educational concepts 3.Managerial personnel 4.General knowledge purpose PURPOSE OF TRAINING: 1.To improve Productivity: Training leads to increased operational productivity and increased company profit. 2.To improve Quality: Better trained workers are less likely to make operational mistakes. 3.To improve Organizational Climate: Training leads to improved production and product quality which enhances financial incentives. This in turn increases the overall morale of the organization. 4.To increase Health and Safety: Proper training prevents industrial accidents. 5.Personal Growth: Training gives employees a wider awareness, an enlarged skill base and that leads to enhanced personal growth. PURPOSE OF DEVELOPMENT: Management development attempts to improve managerial performance by imparting 1.Knowledge 2.Changing attitudes 3.Increasing skills The major objective of development is managerial effectiveness through a planned and a deliberate process of learning. This provides for a planned growth of managers to meet the future organizational needs.

c)Trainingvs Development
Training and development are closely interrelated terms that aim to help in achieving the objectives of the company while at the tame time increasing the efficiency and productivity of the employees. Though similar in a broader sense, there are many differences between training and development that will be highlighted in this article. Training of a new employee is an integral part of his induction and orientation. Training is imparted so that he understands his roles and responsibilities and learns to perform the tasks entrusted to him with ease and with efficiency. It is only after a brief training period that a new employee is able to perform his job at

a satisfactory level. Training makes an employee more productive for the organization and is thus concerned with his immediate improvement. Development of an employee is an ongoing process which continues well beyond training. The focus of development process is the person himself where the focus of training is the organization. Development concerns with making the employee efficient enough to handle critical situations in future. So while training concentrates on short term needs of the organization, development looks after long term goals of the organization. Training often takes place in groups, and is an event that is variously called as workshops and seminars. However, training can also be one on one when a supervisor instructs a new employee on a machine. Sometimes a manager deliberately pairs up a new employee with an experienced one. This is done to make the new employee learn to do things correctly. This can be termed as employee development. Sometimes, a manager may entrust an employee the job that may not be a part of his duty but plays a part in his development. Sometimes, development refers to techniques such as stress management, breathing exercises through Yoga and meditation that are not directly related with the production process of a company but play an important part in the development of the employee. It is clear then that it is easy to see the tangible effects of a training program but difficult to quantify the benefits accruing to the company through employee development though it really helps employees to grow on a personal level. In brief: Training vs Development While training is an event, development is a process Training focuses on short term goals of the company while development focuses on the employee as a person While training results can be measured in terms of benefits to the organization, the advantages of development are much more subtle

MODULE-4 TRAINING AND DEVELOPMENT PROGRAMMES IN HDFC

A) It is the process of imparting of specific skills for doing a particular job. It is also planned programdesign to improve peformance& bring about measurable changes in knowledge, skills, attitudes, social, behavior of the employees.1.Organizational objectives and strategies-the first step in the training process in the organizationis the assessment of its objectives and strategies at what level of quality do we wish to provideservices& where do we want to be in

the future.2.Assessment of training need-need assessment identifying present problem & future challengesto be complete through training , organization spend vast sum of money on training , beforecommitment such use resources organization would do well to assess the training need of their employees.3.Establishment of training goal-without clear set goal it is not possible to design a training program. Goal must be tangible , verifiable, & measurable.4.Designing training program-every training must address certain issue-who participate in the training program. who are the trainers-what method & techniques are to be used for training-what learning principles are needed5.Implementation of training programonce the training program has been designed it needs to beimplemented , by using following tips deciding thelocation and organizing training and other facilities scheduling the training program -conducting the program-monitors the program of trainees6.Evaluation of result-the last stage in the training process is evaluation of result . Since use sumsof money are spent on training , how far the program has been useful must be determine.

B) Training Process:
1.optimum utilization of existing resources and enhancing productivity. 2.Bridge the skill gap function & managerial arising from career growth& technological advancements. 3.Develop multi skilled work force for over all business perspective processorientation& flexibility in there development.4.Nature talent to develop leadership across all levels of the organization.5.provide multiple learning opportunities to employees & help them realize their full potential 6. Prepare the organization to anticipate &lead change.

7.Promotethe work ethos, which emphasize performance orientation, participation,& innovation. Management is committed to provide opportunities to all employees, time&resources to the develop their full potential
HDFC Training Centre - Centre For Housing Finance (CHF)

CHF, HDFCs Training Centre, was established in the year 1989. The centre presents a unique focal point to hold your training programmes/ workshops /conferences /strategy meetings etc. It is a synonym for convenient and hassle-free service. We at CHF believe that the final word is always that of the customer. CHF offers you service when you need it the most. Ergonomically designed chairs, with seating arrangements which are flexible to suit your requirements and refreshment services at preferred timings make the experience complete and fulfilling in every respect. Moreover, flexible and extendable timings come at no extra cost. A well-equipped library, and above all, a caring and experienced staff who understand your needs are what make CHF truly one of a kind. When you come to CHF, rest assured that the only thing you would need to think about is your training. We'll take care of the rest. Once you've decided on making your learning and sharing experience a memory to cherish forever, just speak to us. And then, sit back and relax. What's more, as soon as you reach Lonavla, your transport to and from the Centre and your sightseeing trip in and around Lonavla can be managed by us. You have the complex to yourself for the entire period of your training. And coming from HDFC, India's premier housing finance institution, you couldn't expect anything short of the best. For us at CHF you matter.

C) HDFC MF plans training programme

MUMBAI: HDFC MF has undertaken a nation-wide distributors/agents training programme covering 21 cities and 3,000 distributors/agents in partnership with IndiaInvest Foundation. "The programme covering 63 cities involves us working out the course content jointly and supplying attendees with a copy of the Amfi MF certification test workbook.

The mass training programme is in keeping with our aim to professionalise the small agency workforce," said HDFC AMC Managing Director MilindBarve. Since AMFI has made it compulsory for every MF distributor to be certified by March 2003, MFs are working with the distribution chain to migrate to a 'certified level'. Some, like HDFC MF are also sponsoring their AMFI exam fees. HDFC MF also aims to train between 2,500-3,000 agents and distributors on investment planning and personal counselling skills. The objective is to add value to the retail investor by upgrading the skill sets of the distribution chain since the agents are the primary contact points between the investor and the MF. Distributors and agents who participate in the training programme will be provided with extensive course material to prepare for the AMFI certification test. The agents and distributors will also be provided with a 'Investment Planning and Personal Counselling Kit' along with a planner. HDFC MF has planned an outlay of Rs 45-50 lakhs for this initiative, according to Barve.

D) Career development programmers in HDFC

Research results For career development initiatives by hdfc bank
Career development programme -hr Dear All IVY HR The Hub Of HR conducts the Career Development Programme on following activities CDP Pl go through the attachment 1. 7th November 2010/ Sunday 2.14th Novemebr 2010/ Sunday 3.LAWS 21st November 2010/ Sunday 4. PMS& 28th November 2010/ sunday 5. & 5th December 2010/ Sunday 6.FULL & EXIT 12th December 2010/ Sunday 7.19th December 2010/ Sunday 8. 26TH December 2010/ Sunday Note: Pl go through the attachment for Program Details FEE: Rs 15000/ pe...

Innovative hr practices in hdfc bank sir for my research i need information about innovative hr practices in hdfc bank kindly give employee engagement methods in bhartiairtel kindly give employee engagement practices in bhartiairtel Hi i need some innovative new HR initiaves to start in my organization with resepcet to Employee Enggagement Team Buildign and keeping the employees stay positive.

Excerpt: The Unwritten Rules What do we need to have to be promoted for the clevelroles ?Here s an excerpt from the book : Make sure that the executives you approach understand clearly why you are seeking their input: to gain additional insight into your career development priorities. Look hard for the patterns and commonalities that emerge from your conversations especially if they relate to the core selection factors described in The Unwritten Rules: Demonstrating strategic skills and the ability to set direction for ...

Career development in factories Can anyone recommend good articles or share experiences is implementing career development programs in companies where most of the workforce are blue collar workers? Basically where rotation taskenrichment and horizontal movements are more realistic then vertical promotions? Thanks Helena
Discussion in CiteHR.com - 1 Replies - Dated: 18-11-2010

Help Dear All I am AnshumanDhawan working in HDFC BANK since last 4 years and now I have resigned. Our Bank s policy is that we have to serve 90 days notice period and Privelege Leave if any can be adjusted towards the notice period only on supervisor discretion. But Now when I have served 65 days notice and have 73 Priveledge Leaves my supervisor is not adjusting the same and my bank s HR is not supporting. I also have to join new organisation now otherwise my offer can be cancelled. Plz can anyone...
Discussion in CiteHR.com - 1 Replies - Dated: 04-12-2010

Seeking freelancing assignments in delhi - life skills/soft skills/personality dev. Dear All I am a Delhi based professional having Nine years of experience in building business and nurturing people for a winwin situation through various employee development initiatives automation of HR creation and proper implementation of policies & processes. Since last six months I am working in the area of training to use my experience & knowledge to inspire people enabling them to face the situation and challenges with confidence and contribute towards the greater goal. Below mentioned ar...
Discussion in CiteHR.com - 2 Replies - Dated: 13-12-2010

BFSI consultants in Bangalore Dear All My name is Maria Shah.I am based out of Bangalore.I have 2 years of experience in banking.I have worked for HDFC Bank and bank as an Assistant Manager.I am looking for a job in Banking preferably operations.I am looking out for BFSI consultants for vacancies in Bangalore. Need valuable inputs from you. Thanks Maria
Discussion in CiteHR.com - 2 Replies - Dated: 10-01-2011

Urgently looking for bfsi recruiters/job opportunities in bangalore Dear all i am looking for ward to working in banking domain in bangalore. I have around 2 yrs of ex.p in banking sector i have worked with hdfc bank &icicibankas an assistant manager since last 2 years.i am looking for a similar kind of profilein banking operations in bangalore. Thanks maria shah Career development in insurance industry Hi This is Vinay 45 from Hyderabad. I am presently working as a Business Development Manager in Top ranking life Insurance co. My CTC is 4.95 Lakh. I am looking for level management position

in Health Insurance segment. I have 20yrs. Business Management experience of which 5 yrs. is in Insurance industry. I love my present position & company which offers me lots of challenges & excellent performance incentives. But I am exploring Career Development Opportunities as I think I have enormous mana... Querry regarding salaries and pf of hdfc bank contractual employees Dear all i ajeetkumarpradhanhasbeen working for hdfc bank jeyporekoraputorissa as contractual sales executive for rupees 4500 four thousand five hundered as basic salary with my employee code CA19324 since December 2008 do you think that my salary is ok as per Goverment norms and till date i am not aware of my PF number nor the balance status of my PF kindly help me out of his. Assignment on career development Subject assignment on career development Dear All Can any one provide me with a presentation or assignment on career development which includes career growth engagement training leadership succession plg tools used etc. Regards Tusher Urgent help plesas Please I have an urgent assignment at hand and I really need an urgent help too. THE is There can be few jobs that are inherently dead end that will have no great inspirations to move up or motivation and an employee simply tends to stay on just to help out with household expenses. Do you think management of every firm should have a talent management strategy or leave the career development plan to employees? Discuss and debate. What factors should management or employees consider in your ... Salary Survey report Dear all As part of the Grading processI would like to prepare the career development matrices for my company. For for an efficient CDM preparation i would like to refer the engineering sector salary survey report 2011 in middle east . Anyone can assist. Regards Jithin Identification of developmental needs Hi there Please use the search box and look into training needs analysis and career development plan competence mapping it should be sufficient to put you into the right track. mployees.html Above you will find reading materials to get your thinking going. All the best Regards How to identified developmental needs? Manpower requirements Dear Sir/Madam I am Ramganesh working for HDFC BANK we are looking for to promote Credit Cards for the walkin customers please let me know if you have the database matching the Executive or Senior Executive grade Appreciate your kindly response. Thanks and Regards Ramganesh Sales Manager HDFC Bank Bangalore 9945355994

MODULE-5 CASE STUDY OF HDFC BANK

Research results For hdfc bank related case studies
1 Day: Training Programme- HR for Non HR Dear All Exponential Advisory is pleased to announce a one day training programme on HR for Non HR. Purpose: To create an understanding of HR function and its relation with other functions Programme Module: Need of HR Setting Key result area KRA and linking them with goals Performance appraisal and evaluation Overview of various aspects from interviewing to terminating contacts Method Used: Case study group discussion Dates: 29th July 2009 Place Mumbai Regi... Discussion in CiteHR.com - 1 Replies - Dated: 03-07-2009

Behavioural Training & Motivation Hi All I am an established Motivational Speaker & Soft Skill Trainer. A Passionate Trainer who has excellent communication skills and is totally committed to the learning and development of participants through the use of customized modules intensive roleplayings case studies brainstorming and simulations. I am an MBA with specialisation in Marketing having an expertise of 12 years at various levels in Sales in companies like Amul Cargill India Jubilant OrganosysVenkys prudential & Bank at ...Discussion in CiteHR.com - 1 Replies - Dated: 24-07-2009

Banking Case Studies Dear All Friends I am in urgent need of good case studies in the banking sector...Pls help me...If any one has it... Thanks Surinder Discussion in CiteHR.com - 1 Replies - Dated: 24-07-2009

Kindly help me..(urgent) Dear all Can anybody give me some casestudies of minimum 5 pages with possible questions &answerany topic relating to HR.I ll be remain thankful to you Please give case studies urgently With regards Swati Discussion in CiteHR.com - 1 Replies - Dated: 14-08-2009

Training and Development Hey guys I need ur assistance in the following case studies. Case1. A MNC bank has hired u as a corporate Trainer for providing training to its Managerial Group. What objectives you will keep

in mind to ensure that transfer of leaning takes place with tune with its main objectives. Case2. Techniology has range of options for creating study materials for distance learning as a Head of Dist. learning prog. Discuss the recent trends in tech. Case3. As a HRD Manager of a Garment Export Co. how will ... Discussion in CiteHR.com - 1 Replies - Dated: 20-08-2009

Case studies Dear All Anybody has case studies relating to HRplease forward me. kindly help mewith questions thanks. Swati Discussion in CiteHR.com - 2 Replies - Dated: 03-09-2009

Impact of industrial relations on employees performance Dear all Am in Kenya and doing a case study on impact of industrial relations on employees performance HR Project Kindly help me on the questionnaires and some of the probable findings I expect to realise. joewamugayahoo.com JM Discussion in CiteHR.com - 1 Replies - Dated: 2709-2009

Case study relating to the PPM Hi:P Please share the format used to solve the case studies :confused: relating to the priciples and practices of managementPPM for MBA courseFirst semester Discussion in CiteHR.com - 1
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Case studies questions in HR Hi Can any one guide me what kind of case study questions can be asked at the time of interview in employee relations & how to answer / what kind of tact should be followed to answer on those questions. please let me knowthanks in advance. RegdDiscussion in CiteHR.com 1 Replies - Dated: 12-11-2009

Questions on case Studies in HR Hi Can any one guide me what kind of case study questions can be asked at the time of interview in employee relations & how to answer / what kind of tact should be followed to

answer on those questions. please let me knowthanks in advance. RegdDiscussion in CiteHR.com 1 Replies - Dated: 12-11-2009

Need Case Studies Hi this is my first post on citehr. can anybody help me with the following case studies??? its urgent.. 1. bank wiring observation room 2. british coal mine productivity bargaining indian situation plz help me Regards Preeti Discussion in CiteHR.com - 1 Replies - Dated: 16-01-2010

Video for leadership training Hi my team and me are going to conduct corporate leadership training for entry level as part of our learning. anybody knows any videos that can be related for leadership training for case study or discussion? our training would be relate with how a leader can blend interact and work together with followers. really appreciate your help thanks. Discussion in CiteHR.com - 1 Replies Dated: 27-01-2010

Labour laws of africa hey frnds would help me in finding a case study relating to labour laws of africa and some info about their labourlaws.pls i have to do a presentation on it.pls help me frnds. Discussion in
CiteHR.com - 3 Replies - Dated: 16-03-2010

HR for NON-HR Greetings Exponential Advisory is pleased to announce a one day training programme on HR for Non HR Purpose : To create an understanding of HR function and its relation with other functions Programme Module : Need of HR Setting Key result area KRA and linking them with goals Performance appraisal and evaluation Overview of various aspects from interviewing to terminating contacts Method Used: Case study group discussion Dates: 23rd April 2010 Place Mumbai Registration Fee Registration fee is Rs... Discussion in CiteHR.com - 1 Replies - Dated: 26-032010

Need Case Study Relating to HR Subject Dear All Myself Vikas Just completed from Symbosis University Pune. Urgently required some

case study relating to HR subject or kinldy provide some soft / some link . If you have some case study kindly post it to my mail of contact to me vikhanna2001yahoo.co.in"vikhanna2001yahoo.co.in / 9891177656 Regds. VikasKhanna Discussion in CiteHR.com - 1 Replies - Dated: 29-03-2010