Synopsis

Select option for project work in previous semesters

1> Area and title of project work in 1st semester: i. Title :Bank ii. Area :Public Sector 2> Area and title of project work in IIst semester: i. Title :Post of Branch Manager in Syndicate Bank ii. Area : Public Sector 3> Area and option selected out of survey conducted in Ist and IInd semester: i. Name of project: Branch Manager Syndicate Bank ii. Area: Public Sector A) In relation to selected option: i. Minimum age:21 YEARS ii. Minimum educational qualification: Graduation with (at least 60% marks) Preference to MBA iii. Minimum technical qualification: Computer Knowledge is Necessary iv. Experience: Minimum 3 years

v.

Additional qualification: Certified Associate Indian institute of Bankers (CAIIBC) vi. Minimum daily working hours: 8 - 9 hours. vii. Expected financial receipt: Minimums Rupees 30000 per month. viii. Analytical financial receipt: up to rupees 1 Lakh ix. Detailed working procedure: A bank's branch manager is ultimately responsible for the success of their branch. They hire, council and sometimes terminate staff members. Branch managers also drum up business via outside sales meetings and create a friendly environment in their branch that keeps customers and employees happy, and keeps the business and deposit base growing Bank branch managers oversee the sales and operations on a daily basis, and are also responsible for business development with small- and medium-size businesses. They are ultimately responsible for the profitability and productivity of the branch

B) In relation to selected option: i. Availability of human resources/demand in market/availability of raw material: a) At national level: To co-ordinate development of annual staff budget and implement the approved budget.

Develop and co-ordinate implementation of recruitment plans/ bank wide in line with approved staff budget, and recruitment standards. Co-ordinate and implement the placement, deployment and transfer of staff in line with approved budget. Coordinate periodic skills audit and generate analytical reports for all Bank staff in line with HR policy, HR Business plan, corporate strategy and objectives. To manage performance and development of staff in line with identified needs and HR policy. Develop, implement and maintain HR Records and Information System that enhances total integrity and security of the bank staff Records/Information in line with best practice standards, and HR work plan, Co-ordinate and monitor the implementation of Human Resource Information system in line with, records management procedures. Coordinate the process of carrying out workload assessments and productivity ratio reviews in line with the staffing plan. b) At state level: To manage performance and development of staff in line with identified needs and HR policy. Develop, implement and maintain HR Records and Information System that enhances total integrity and security of the bank staff Records/Information in line with best practice standards, and HR work plan, Co-ordinate and monitor the implementation of Human Resource Information system in line with, records management procedures. Coordinate the process of carrying out workload

assessments and productivity ratio reviews in line with the staffing plan. Bachelors Degree plus a post graduate qualifications in the field of; HRM, Organisational psychology. A Masters Degree in the relevant fieldAt least 4 years of practical and progressive experience in an HR/People development role in a busy HR department with a thorough understanding of delivery of HR systems in a big corporate institution. Strong interpersonal and communication skills and the ability to work effectively with a wide range of constituencies in a diverse community. Ability to plan, schedule, organize and engage line managers on key HR priorities Performance management, guidance and employee counselling skills. Organisational development knowledge and skills.. c) At local level: This paper sets out to explore the development of Human Resource Management (HRM) in the Co-operative Bank. It briefly discusses the literature on management strategy and employee relations and the rise of Human Resource Management. An overview of employee relations in banking is given to set the scene for the developments in the Co-operative Bank. The case of the Co-operative Bank shows how the combination of product market change, and increasing recognition of the inadequacy of the old style approach to the management of labour led to the embracing of a more pro-active role to managing human resources. But

HRM is not a once and for all matter of selecting an appropriate fit from a menu of HR strategies. It is more a continual process of shifting priorities and policies as the organisation adjusts to the stormy waves of the market environment. Like a ship setting a course, but adapting to the weather, organisations have to continually adjust to changing conditions. ii. Availability of Corporation/Financial Resources/Loan Facility: a) At national level: The Reserve Bank of India has set up a commission (Khan Commission) in 2004 to look into financial inclusion and the recommendations of the commission were incorporated into the mid-term review of the policy (200506). In the report RBI exhorted the banks with a view of achieving greater financial inclusion to make available a basic "no-frills" banking account. In India, Financial Inclusion first featured in 2005, when it was introduced, that, too, from a pilot project in UT of Pondicherry, by K C Chakraborthy, the chairman of Indian Bank. Mangalam Village became the first village in India where all households were provided banking facilities. In addition to this KYC (Know your Customer) norms were relaxed for people intending to open accounts with annual deposits of less than Rs. 50,000. General Credit Cards (GCC) were issued to the poor and the disadvantaged with a view to help them access easy credit. In January 2006, the Reserve Bank permitted commercial banks to make use of the services of non-governmental organizations (NGOs/SHGs),

micro-finance institutions and other civil society organizations as intermediaries for providing financial and banking services. These intermediaries could be used as business facilitators (BF) or business correspondents (BC) by commercial banks. The bank asked the commercial banks in different regions to start a 100% financial inclusion campaign on a pilot basis. b) At state level: At state customers' accounts and service them through a variety of channels by leveraging on IT. However, illiteracy and the low income savings and lack of bank branches in rural areas continue to be a road block to financial inclusion in many states. Apart from this there are certain in Current model which is followed. There is inadequate legal and financial structure. India, being a mostly agrarian economy, hardly has schemes which lend for agriculture. Along with microfinance we need to focus on Microinsurance too.

c) At local level: Nearly forty years after nationalization of banks, 60% of the country's population does not have bank accounts and nearly 90% do not get loans," he pointed out . Despite heightened focus on financial inclusion, Indian banks still somewhat failed to bring the underand un-banked into the mainstream banking fold. India has currently the second-highest number of financially excluded households in the world. Approximately, 40% of India s population have bank accounts, and only about 10% have any kind of life insurance cover, while a meager 0.6% have non-life insurance cover.

iii. Selected process/targeted production: There is no target to be produce but if any work is assigned so it has do be done with in given time iv. Selected process/suggestions for increase in production:It does not need any suggestion to increase in production because now days people are became aware about the bankers C) What is difference you find during project work between theory & practical classes? ANS. = We are having very gud teachers with us to teach in BSSS but when we learn anything in theory classes it will remain in complete until we had the practical of that thing because sometime theory is forgotten by students but pratical help them to recall all the theory they have studied about that. Sometimes students get(feel) the difficulties which have to can in future when they have to do their work but while doing practicals they became familier with the difficulties they have to face in future which help them to solve them in easy manner. D) Suggestion for reducing the difference you find in point (c):BU should give us more these types of projects to make us familier with the outside world. E) Proficiency promotion: i. Role of direct skills for achieving success:

Persuade and Convince: How do con artists separate people from their money? How do preachers inspire people to live right and do good deeds? How do salespeople convince customers to buy their product? By being mastering the skills of direct persuasion. To convince others, you must be willing to speak up and demonstrate confidence in your idea, product, or opinion. You also have to know your audience. Consider their goals, background, experiences, needs, and fears, then shape your communication accordingly. To hold their interest, get them actively involved in the discussion. And remember that persuasion occurs not only through words, but also through tone, posture, and expression. So generate some excitement about your proposal! Paint a mental picture. Tell a story. Be upbeat and positive! But never forget that effective persuaders also know when to shut up and listen.

Order and Act: Sometimes you only get results by telling people exactly what needs to be done. This means being firm and clear, but never rude or offensive. Order and act can be an appropriate strategy whenever the situation calls for strong leadership. Some examples: working with people who

lack experience, leading a group that has difficulty making decisions, dealing with an employee performance problem. On the home front, use firm and direct communication to set clear limits for children or assertively deal with annoying relatives. But keep in mind that too much strong direction will provoke resistance and defensiveness when people feel they are being inappropriately ordered around. If the term control freak has ever been applied to you, then you may be over-using this strategy. To maximize your ability to influence, you need to equip your communication toolbox with both direct and indirect skills. You must be able to make conscious choices about your behavior and not be blindly driven by your natural habits. So look for role models and practice the skills that are less comfortable for you. Developing any ability takes time and practice, so be patient with yourself and dont give up. After all, you couldnt drive a car the first time you got behind the wheel, but now youre probably pretty good at it!

ii.

Role of indirect skills for achieving success:

Observe and Wait: The power of

watchful waiting is often overlooked. Postponing action may feel like torture to people who are natural do-ers, but

sometimes doing nothing is the wisest course. Careful observation can provide information about emotional reactions, interpersonal conflicts, political alliances, and power shifts. In a meeting, monitoring topic changes and interpersonal undercurrents may reveal the perfect moment to make your point. Accurate and timely observations are essential to the influence process, since they enable you to select the most effective communication strategy for each situation. However, any strength carried to an extreme becomes a weakness. Too much waiting and observing will only convince others that you have nothing to say.

Ask and Listen: Successful consultants, counselors, and salespeople are masters of asking and listening. They understand that the more you know about another person, the more influential and helpful you can be. Artful questioning can help you fully understand others concerns, problems, values, or opinions. Of course, asking questions is a pointless exercise unless you plan to listen to the answer. Think about your own conversations. When someone is speaking, do you really listen or are you mentally rehearsing your reply? Effective

listening means being fully focused on the other person not fidgeting, multi-tasking, or impatiently waiting for your turn to talk. But asking and listening can also be overdone. Too many questions can feel like an interrogation. And if you only listen, without ever sharing your own opinions, people may suspect that you have something to hide.

F) Detailed assessment of yourself on the basis of direct and indirect skill in relation to selected option:
In your communication toolbox, direct and indirect skills are like a hammer and screwdriver: both are helpful, but you need to use the right tool at the right time. Trying to hang a picture with a screwdriver is frustrating. And not very effective. Direct Communicators say exactly what they think and attempt to convince others that they are right. Indirect Communicators are more likely to observe, ask questions, and present possibilities. Here are some clues to the style a person prefers: People who are DIRECT. . . Use clear, definitive Participate actively in People who are INDIRECT. . . Ask a lot of questions. Quietly observe in

statements.

meetings.

meetings. Make their points with Are comfortable telling Use words like should, Tell others why their conviction. others what to do. have to. ideas should be adopted.

Offer suggestions for Like to get others Use words like maybe, Ask others to consider

consideration. involved in discussions. possibly. their ideas.

Most of us are naturally inclined to be either more direct or indirect, so we tend to overuse one set of skills and neglect the other. Consider the four influence strategies described below. Determine which ones you use most often and which you tend to avoid.

G) Expectation & suggestions in relation to selected option considering the present scenario: i. At syllabus level: a) Expectations: They can help us in with the banking. b) Suggestions: Their should be more examples to make us familiar with the concepts. ii. At university level:

a) Expectations: It will take to higher level to have a good job packages. b) Suggestions: They should take us for market visits to understand the real value of money. iii. At examination level: a) Expectations: They make us to study our syllabus deeply which is good for us. b) Suggestions: On suggestions it is already perfect. iv. At administration level: a) Expectations: They can take this banking more effective. b) Suggestions: Their should be student intellectual room in centers. v. At self level: a) Expectations: This course will take students at higher level. b) Suggestions: Their should be more center for banking studies to make students aware about the course.

H) To what extent the selection opted by you helps in your future: In the banking sector there are many opportunities there are various post in the banks like clerk, manager, cashier etc. And the pay scale is higher their in comparison of other fields.now days even clerks have the salary of 11000-12000 in the government banks.

APART FROM SYNOPSIS

Introduction Syndicate Bank established in 1925 in Mangalore(D.K) (now divided as Udupi) (in Karnataka, India) by Upendra Ananth Pai, Vaman Srinivas Kudva and Dr. T. M. A. Pai, is one of the oldest and major commercial banks of India. At the time of its establishment, the bank was known as Canara Industrial and Banking Syndicate Limited. The bank, along with 13 major commercial banks of India, was nationalized on 19 July 1969, by the Government of India. The business started with a capital of Rs. 8000. The first branch of the bank started its operations in the year 1928 at Brahmavar in Dakshin Kannada District. By 1937, it had secured its membership as a clearing house at Mumbai. The primary objective of the business was to extend the financial assistance to local weavers. Initially, the bank collected as low as two annas from the door steps of the depositors daily through its agents. This type of system wherein the agents of the bank come doorsteps to collect deposit is still prevailing in India and is referred to as the Pigmy Deposit Scheme. Mergers As time progressed, twenty banks merged with the Canara Industrial and Banking Syndicate Limited including the Maharastra Apex Bank Limited and Southern India Apex Bank Limited. The name of the bank was changed to Syndicate Bank Limited in the year 1964 and the head office of the bank was shifted to Manipal. The bank expanded its operations not only on the domestic front but

also overseas. It has a branch in London and the bank manages National Exchange Co. in Doha and Musandam Exchange Co. in Muscat. By 1978, it opened its 1000th branch at Hauz Khas, Delhi. Currently it has over 2650 branches and all branches are offering corebanking-ebanking services under anywhere-anytime-anyhow banking. Regional rural banks Syndicate Bank sponsored the first regional rural bank in India by name Prathama Grameena Bank. The stocks of the Syndicate Bank are listed on Bombay Stock Exchange, National Stock Exchange, Mangalore Stock Exchange and Bangalore Stock Exchange. Syndicate bank made a partnership with UNEP to initiate a successful solar loan programme. It was a four-year $75855.6 million effort, launched in April 2003 to help accelerate the market for financing solar home systems in southern India.

Andhra Pragathi Grameena Bank North Malabar Gramin Bank

In the news

Recently, Syndicate Bank has achieved a rare feat of opening one million customer accounts in a span of 3 months. Shri George Joseph (banker) took over as the CMD of the Bank on 2 August 2008. His term expired on 30 April 2009.

Public sector lender Syndicate Bank on 31,August,2009 said Basant Seth has been appointed as Chairman and Managing Director till February 29, 2012. It has also sponsored a regional rural bank in Karnataka called Karnataka Vikas Grameena Bank(formed after amalgamation of four other RRB's) which stands fourth in India.

A bank or financial institution manager supervises numerous employees and functions within the bank. He is ultimately responsible for all of the transactions that take place at his branch as well as creating the policies and procedures that are carried out. He has to be able to effectively train his employees, write reports about the bank's daily activities and interact with the community to draw business. Several years of banking experience in other positions are helpful stepping stones in order to become a bank manager Instructions
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1 Study a variety of liberal arts as well as businessrelated subjects as you earn your college degree. Good math skills, a comprehensive understanding of business, marketing and management are all desired qualities in a potential bank manager. English and writing courses will assist you in written communication and interpersonal skills.

2 Start working as a banking professional upon graduation. There are many different options available such as a teller, a credit analyst or a loan officer. Learning about your institution's products, services and policies is an important step toward moving into management.

3 Enroll in professional development programs that are available to you at your place of employment. Many larger banks have on-site management trainee programs as well as workshops on customer relations or marketing. Let your supervisor know that you are interested in becoming a manager after gaining experience in your current position.

4 Visit your community's chamber of commerce as a representative of your bank or institution. Networking with other area business leaders is a wonderful resource. They can help you learn about the needs of the community, which in turn leads to ideas about how to attract more business to the bank.

5 Write a proposal or some informal notes detailing new products you would like to see the bank offer, ideas of how to reach out to the community more easily or

ways in which the bank employees can work together as a more cohesive team. When interviewing for bank manager jobs, you may be asked how you would handle situations such as these. Having some ideas ahead of time will help you appear more confident and able.
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6 Complete the application process for manager positions after several years' experience working in a banking setting. This may be informal if you are already in a manager-in-training program