CHAPTER-5 5.

A FINDINGS & RESULTS

5. A.1 OVERVIEW
Finding is basically a conclusion reached after examination or investigation. After analyzing the data in the previous section in this chapter major findings of the study are listed.

5. A.2 MAJOR FINDINGS

Based on data analysis and graphical description of the findings along with comments and suggestions compiled during the survey, it was revealed that the manpower planning policies of the bank at the time of network expansion have made the system more effective and efficient. a) I found that Union Bank is clear enough in its objectives and goals that they are attained within the fixed time frame. b) The policies of the organization are very well defined and the employees work efficiently while following those policies. c) Motivational activities are carried out in the organization so that the employees feel motivated enough to work with the organization. d) Union Bank keeps its benchmark even on the candidates who get rejected, and provide them with further training which is a positive point of the organization. e) Sometimes there exists a delay in the hiring process which leads to negative response of the candidates.

Most liked features: a) UNION BANK has in house recruitment cell having competent group of officers arranging job oriented Manpower in the whole setup for new branches/ expansions to the super innovation.

b) UNION BANK has been contingent plans of employment based upon the past data to fill the gap due to leaving of junior executives after a short employment for better opportunities. c) UNION BANK has its own infrastructure for imparting its employees training in new technology and periodical refreshment forces to the officers & orientation forces for the executives granted promotion from lower grade to upper grade which is a very vital for keeping its executives aware with the changing business environment in service sector. d) UNION BANK has policy to motivate its executives by generating their interest by various performance linked incentives.

5. A.3 SUMMING UP After analyzing data and major findings, UNION Bank considered Manpower Planning
Process effective and smooth. At UNION BANK, every employee imbibed the work culture of being helpful at all times and yet never giving up on professionalism. In spite of being a PSU (Public sector Undertaking), there were no instances of process delays due to bureaucracy, which was very unlike our typical notion of a government managed institution. UNION BANK gives the chance to young candidate, which is the foremost positive aspect for this bank. Perfect coordination between verticals of bank and Banks mission & vision is very clear to its employees. UNION BANK uses innovative methods to motivate employees. Clear cut policies on recruitment, training, transfers, promotions & job rotation is involve with perfect mix of private and public representations.

5. B LESSONS LEARNT
Learning Experience: a) In the initial days of training, I gained some theoretical knowledge about the people working in the organization and their roles and responsibilities in the company as per there designation. The members of the organization were highly qualified and knowledgeable.

b) The leading mentor over there was very helpful and supportive to me and helped me with my project work. c) Employees of the organization share transparent and open communication system. Strong team spirit prevails among the employees. d) I was considered as a part of the organization and my queries and doubts were welcomed and answered by employees of the organization. e) The overall training was successful, as learnt a lot of valuable things as an HR trainee in the organization. Practical knowledge gained during the training: The summer training duration was 45 days in Human Resource Department of Union Bank. The work learned and practical knowledge gained throughout the training period is as follows: a) Calling the candidates for the interview as directed by the HR head in the organization. b) Maintaining the walk-in sheets of the candidates who came for the interview in the organization. c) Maintaining the documentary of all the employees working in the organization. d) Giving inductions to the selected candidates in the organization as per the guidelines given by the HR head. e) Experienced interviewing employees for the agent level and selecting or rejecting them as per the norms scheduled by the HR head.

5. C RECOMMENDATIONS & SUGGESTIONS This chapter deals with the conclusion of the study and the recommendations to the company in order to make the Manpower planning process more smooth and effective.

5. C.1 OVERVIEW Conclusion is basically the result or outcome of an act or process. After analyzing the data and the major findings of the study was drawn and recommendations were suggested in order to further strengthen the Manpower Planning process 5. C.2 RECOMMENDATIONS & SUGGESTIONS i) UNION BANK Ltd. was commercialized as a fully fledged public sector bank in 2004, so on the basis of their past data of opening new branches and centers, they should speed up their ABEP plan to cater the highest position among other banks in context of network expansion. ii) UNION BANK should give more and more chance to young candidate through campus placements, which can strengthen their workforce efficiency. iii) There should be a little more perfect coordination between verticals of bank. iv) Banks mission & vision should be very clear to its employees. v) UNION BANK can use innovative methods to motivate employees. vi) Clear cut policies on recruitment, training, transfers, promotions & job rotation. vii) They should update themselves by using latest key trends in manpower planning process. viii) They should focus maximum on rural areas to reach the common people and they can also utilize local area talent by imparting training programmes. 5. C.3 CONCLUSION After knowing the HR initiatives of UNION BANK, the study concluded that they are very good enough not only in terms of manpower but also they are going towards a wide branch expansion growth. Branch expansion into rural unbanked locations in India significantly reduced rural poverty. UNION BANK is very particular about manpower planning process, as they believe to have fresh talent in order to update the knowledge and skills of each department. At UNION BANK, every employee imbibed the work culture of being helpful at all times and yet never giving up on

professionalism. In spite of being a PSU, there were no instances of process delays due to bureaucracy, which was very unlike our typical notion of a government managed institution. Manpower planning and forecasting, thus, are of great practical application in the field of personnel management. It allows the managers of UNION BANK to take day-to-day decisions consistent with the banks long run goals seen in an integrated fashion. It is based on present day managerial thinking that manpower resources have to be controlled and allocated in way that serves the banks objectives in all spheres. In fact, proper manpower planning helps in getting the right skills and persons into the right position at the right time. It would also avoid many grievances and management relations problems arising from layoffs, retrenchments, transfer, promotions etc. It would allow for sufficient time to meet the repercussions of such changes in a planned way. Such planning can also ensure smooth careers for the employees of UNION BANK and thereby enhance their sense of security and motivation to work for the organization.

5. C.4SUMMING UP
The manpower planning process in UNION BANK Ltd. has made the working of the bank more smooth and effective. They are having huge branch network which facilitate effectively not only in urban areas or metro political cities but also unbanked rural areas by utilizing local talents to fulfill the manpower requirement of the bank. Further certain recommendations were made to further strengthen the manpower process in context of network expansion.