Beruflich Dokumente
Kultur Dokumente
BY
SHANTANU DUBEY
(BBA/4533/07)
Department of Management
Birla Institute of Technology
Noida Campus
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DECLARATION CERTIFICATE
This is to certify that the work presented in the project entitled “Study on process
improvements of Transfer process In HDFC Bank” in partial fulfillment of the
requirement for the award of degree of ‘Bachelor of Business Administration’ Birla
Institute of Technology, Mesra- Ranchi,, is an authentic work carried out under my
supervision and guidance.
To the best of my knowledge, the content of this project does not form a basis for the award
of any previous degree to anyone else.
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CERTIFICATE OF APPROVAL
It is understood that by its approval, the undersigned do not necessarily endorse any
conclusion drawn or opinion expressed therein, but approve the project for the purpose for
which it is submitted.
Director
BIT- Noida
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ACKNOWLEDGEMENT
A task undertaken without offering prayers to almighty and talking blessings from the
elders is not a good beginning. Likewise the work completed without acknowledging the
assistance to those who were always by my sides to make my efforts fruitful in the task
left incomplete.
Special gratitude and appreciation goes to Mrs. Preety Bajaj Faculty Guide, for her
continuous support, guidance and motivation during the entire project.
Shantanu Dubey
BBA 4533/07
BBA Class of 2007-2010.
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INTRODUCTION
The Housing Development Finance Corporation Limited (HDFC) was amongst the
first to receive an 'in principle' approval from the Reserve Bank of India (RBI) to set
up a bank in the private sector, as part of the RBI's liberalisation of the Indian
Banking Industry in 1994. The bank was incorporated in August 1994 in the name of
'HDFC Bank Limited', with its registered office in Mumbai, India. HDFC Bank
commenced operations as a Scheduled Commercial Bank in January 1995.
• PROMOTER
HDFC is India's premier housing finance company and enjoys an impeccable track
record in India as well as in international markets. Since its inception in 1977, the
Corporation has maintained a consistent and healthy growth in its operations to
remain the market leader in mortgages. Its outstanding loan portfolio covers well
over a million dwelling units. HDFC has developed significant expertise in retail
mortgage loans to different market segments and also has a large corporate client
base for its housing related credit facilities. With its experience in the financial
markets, a strong market reputation, large shareholder base and unique consumer
franchise, HDFC was ideally positioned to promote a bank in the Indian environment.
• BUSINESS FOCUS
• CAPITAL STRUCTURE
The authorized capital of HDFC Bank is Rs550 crore (Rs5.5 billion). The paid-up
capital is Rs424.6 crore (Rs.4.2 billion). The HDFC Group holds 19.4% of the bank's
equity and about 17.6% of the equity is held by the ADS Depository (in respect of the
bank's American Depository Shares (ADS) Issue). Roughly 28% of the equity is held
by Foreign Institutional Investors (FIIs) and the bank has about 570,000
shareholders. The shares are listed on the Stock Exchange, Mumbai and the
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National Stock Exchange. The bank's American Depository Shares are listed on the
New York Stock Exchange (NYSE) under the symbol 'HDB'.
• DISTRIBUTION NETWORK
• MANAGEMENT
Mr. Jagdish Capoor took over as the bank's Chairman in July 2001. Prior to this, Mr.
Capoor was a Deputy Governor of the Reserve Bank of India.
The Managing Director, Mr. Aditya Puri, has been a professional banker for over 25
years and before joining HDFC Bank in 1994 was heading Citibank's operations in
Malaysia.
The Bank's Board of Directors is composed of eminent individuals with a wealth of
experience in public policy, administration, industry and commercial banking. Senior
executives representing HDFC are also on the Board.
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Senior banking professionals with substantial experience in India and abroad head
various businesses and functions and report to the Managing Director. Given the
professional expertise of the management team and the overall focus on recruiting
and retaining the best talent in the industry, the bank believes that its people are a
significant competitive strength.
• TECHNOLOGY
BUSINESSES
HDFC Bank offers a wide range of commercial and transactional banking services
and treasury products to wholesale and retail customers. The bank has three key
business segments:
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class service and delivered to customers through the growing branch network,
as well as through alternative delivery channels like ATMs, Phone Banking,
NetBanking and Mobile Banking.
The HDFC Bank Preferred program for high net worth individuals, the HDFC
Bank Plus and the Investment Advisory Services programs have been designed
keeping in mind needs of customers who seek distinct financial solutions,
information and advice on various investment avenues. The Bank also has a
wide array of retail loan products including Auto Loans, Loans against
marketable securities, Personal Loans and Loans for Two-wheelers. It is also a
leading provider of Depository Participant (DP) services for retail customers,
providing customers the facility to hold their investments in electronic form.
HDFC Bank was the first bank in India to launch an International Debit Card in
association with VISA (VISA Electron) and issues the Mastercard Maestro debit
card as well. The Bank launched its credit card business in late 2001. By March
2009, the bank had a total card base (debit and credit cards) of over 13 million.
The Bank is also one of the leading players in the “merchant acquiring” business
with over 70,000 Point-of-sale (POS) terminals for debit / credit cards
acceptance at merchant establishments. The Bank is well positioned as a leader
in various net based B2C opportunities including a wide range of internet
banking services for Fixed Deposits, Loans, Bill Payments, etc.
Treasury
Within this business, the bank has three main product areas - Foreign Exchange
and Derivatives, Local Currency Money Market & Debt Securities, and Equities.
With the liberalisation of the financial markets in India, corporates need more
sophisticated risk management information, advice and product structures.
These and fine pricing on various treasury products are provided through the
bank's Treasury team. To comply with statutory reserve requirements, the bank
is required to hold 25% of its deposits in government securities. The Treasury
business is responsible for managing the returns and market risk on this
investment portfolio.
Awards
• 2007
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Dun & Bradstreet – American ‘Corporate Best Bank’-Award.
Express Corporate Best Bank
Award 2007
Outlook Money & NDTV Profit Best Bank Award in the Private
sector category.
• 2006
• 2005
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Asiamoney Awards Best Domestic Commercial
Bank
• 2004
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Business World One of India's Most Respected
Companies - 2004
JOB ROTATION
Job rotation is also practiced to allow qualified employees to gain more insights into
the processes of a company, and to reduce boredom and increase job satisfaction
through job variation.
Job rotation is the surest way of keeping the employee away from complacency
and boredom of routine. It is difficult for an employee to sustain his interest in a
given job for any substantial length of time as humans have the tendency of
outgrowing their jobs through the learning and experience that they gain over a
period of time. Stimulating human mind through diversity of challenges is a sure
way to bring to forefront its creative instincts and in taking the individual and
organizational performance to a higher plane. This is where job rotation can prove
to be a handy tool.
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people. Few of the outcomes of job rotation with respect to the individual are:
• Job enrichment
• Overall development
• Intrinsic motivation to perform caused by newer challenges
• Career development
Where as for an organization, the benefits could include some or all of the following:
• Leadership development
• Aligning competencies with organizational requirements
• Lower attrition rates
• Performance improvement driven by unique view points of new people
In Hdfc bnk all employees are involved in the job rotation schedule. In HDFC Bank th
staff gets rotated in every 6 months and the officers get rotated in every 3 years.
The flexibility consideration is given to those employees who have physical difficulty,
for such employee there is no job rotation eg: Deaf & dumb, or physically
handicapped.
In IOB all the employees involved in the job rotation schedule, the staff, clerks &
officers. The staff and clerks have internal rotation and officers get rotation to other
branches.
As per the Bank staff rule the staff gets rotated in every 6 months and the officers get
rotated in every three years. The flexibility consideration is given to those employees
who have physical difficulty, for such employee there is no job rotation eg: Deaf &
dumb, or physically handicapped.
The employees involved in the rotation schedule for other individual to their talent
and to avoid malpractices and frauds. Meetings are held to know the employee which
firther position he will take place to determine interest and gain involvement.
According to the employee performance & response towards his job on that basis the
jobs are rotated.
In RBI the job rotation is mainly concerned with the officers. The officers in RBI get
their job rotated in every year. For such job rotation the employees who are going to
get rotated meetings are hed so that the officers get to know their future roles.
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Job transfer
In business organizations employees are shifted from one post to another, from one
department to another etc. This is called as job transfer of employees. Such transfers
are quite common in case banks, govt, department, manufacturing units etc.
Company management must frame a policy on transfers and apply it to all transfer
instead of treating each transfer on its own merits. Such a policy must be based on
the following principles of transfers:
1. Necessary Transfer: Transfer should be only done when required. The basis of
transfer should be decided properly and should be cleared to all the
employees.
2. Responsibility of transfers: Responsibility of initiating and approving transfer
should be clearly defined and properly located. The authority to handle
transfer should be decided clearly. The best course is to centralize the
authority handling transfers and make the personnel/HR department
responsible for all transfers
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3. Fair transfer: Transfer should not be made as a punishment or as a revenge
on an employee or simply to trouble an employee and his family members.
4. Consideration of employees: Transfer should be done after taking concerned
employee into confidence and also after explaining how transfer is in the best
interest of the organization and employee.
5. Interest of the Organization: Alll transfers should be made in the best interest
of the organization. In addition, there should be sound justification in the case
of all transfers made. The management shoul be able to prove its objectivity
and impartiality as regards transfer made
6. Sound Transfer Policy: Management should prepare a sound transfer policy
for a long period. It should be given wide publicity for the information of the
employees. The interest of organization should not be forgotten while framing
the policy of transfers.
7. Employees View: n employee should be given an opportunity to appeal to an
appropriate authority with full opportunity to an employee to express his views.
8. Request Transfer: Request transfer on the basis of illness or family problem
should be considered sympathetically and granted promptly.
Types of transfer.
PROBLEM DEFINATION:
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To know the effects of transfers in the employees & also on the performance and
effectiveness and efficiency in the work field and also the effect on the organization.
And also on process improvement.
PRIMARY OBJECTIVES:
• To study the transfer process.
All the findings and conclusions obtained are based on the survey done in the
working area within the time limit. I tried to select the sample representative of the
whole group during my job training. I have collected data from people linked with
different profession at Delhi.
RESEARCH PLAN:
Preliminary Investigation: In which data on the situation surrounding the problems
shall be gathered to arrive at
• The correct definition of the problem.
• An understanding of its environment.
Exploratory Study: To determine the approximate area where the problem lies.
RESEARCH DESIGN:
Research was initiated by examining the secondary data to gain insight into the
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problem. By analyzing the secondary data, the study aim is to explore the short
comings of the present system and primary data will help to validate the analysis of
secondary data besides on unrevealing the areas which calls for improvement.
COLLECTION OF DATA:
1. Secondary Data: It was collected from internal sources. The secondary data
was collected on the basis of organizational file, official records, news papers,
magazines, management books, preserved information in the company’s
database and website of the company.
2. Primary data: All the people from different profession were personally visited
and interviewed. They were the main source of Primary data. The method of
collection of primary data was direct personal interview
2) The Supervisor gets the transfer request form duly filled by the employee and
forward it to the HR dept.
3) The HR dept seeks conformation from the HR head of the different department
or the location where the employee needs to be transferred.
4) After Both the HR of the dept agrees and the vacancy is there the the HR head
sends the transfer request form to the functional head for the approval of the
transfer.
5) After getting the transfer approval from the functional head the transfer orders
are being issued and a tracker is initiated for the concerned employee.
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Interpretation & Analysis
Most Of the respondents were from the age group 20- 35 years
Education Qualification.
• Graduate 34%
• Post graduate 66%
Marital Status.
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• Married 65%
• Single 35%
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Number Of years you are working with HDFC Bank.
• Less than five year’s 22%
• More than five year’s 78%
More Than %
years
Majority of the employees have been associated with HDFC bank for more than
5 years, this means that atleast once they have gone through the transfe
process, and as per the personal interviews they didn’t face any problem in
regard of there transfers.
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Your annual Income.
• <than 2 lack 5%
• Between 2 to 5 lack 25%
• Between 5 to 8 lack 50%
• >than 8 lack 20%
HDFC Bank is Having different pay scale levels and majority of the employees
are working in the payscale of 5-8 lacs per annum.
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Are you a Satisfied With the prevailing transfer process in the bank?
• Yes 76%
• No 24%
As 76% of the people working with HDFC bank are satisfied with the prevailing
transfer process, but on the other hand 24% of the respondents are not
satisfied, which means there are some problems that the employees face
regarding transfer
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What is your perception about the inter department job transfers?
• Lucrative 45%
• Not lucrative 40%
• No idea 15%
This survey had a mixed opinion regarding the attractiveness of the proposal
of working in different department as 45% of the respondents find the inter
department job transfer lucrative, where as nearing number i.e 40% of the
people found it Non Lucrative or unattractive. And 15% of the respondents
preferred not to say anything about it.
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Are you Comfortable working in any department due to transfer?
• Yes 60%
• No 20%
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Do You Consider Job Rotation Good For an Organisation?
• Yes 78%
• No 22%
Majority of the respondents i.e. 78% Find and support the fact that Job rotation
is good for the organisation. This means that the employees working with
HDFC Bank are willing to accept transfers.
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Are you satisfied with the transfer request format of HDFC bank?
• Yes 62%
• No 48%
HDFC Bank transfer request form is a form that iis used by the employees to
request transfer fom the HR department, it has many questions out of which
many are irrelevant, but still 62% of the respondents find it satisfactory, but
still there are 42% of the respondents are not satisfied, which shows there is a
great scope of improvement in the transfer process of the bank.
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During the transfer process have you experienced any trouble or any kind of
drawback?
YES 22%
NO 88%
After the transfer takes place the employees are given a joining time and some
benefits like if they are being transferred to some another city then they can
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get travelling and transportation allowances. In here majority of the employees
are satisfied and claim that they didn’t faced any trouble in the complete
process, on the other hand a few suffered some problems which unfortunately
they didn’t mentioned due to the Organisation guidelines. So again there is a
scope of improvements in the prevailing transfer process of the organisation.
Through this project this can be concluded that the employees in the organization
are in favour of transfers and thinking of continuing ther services with the bank for a
longer period The employees of he organization and management are happy with
the working of the organization and also for the welfare and care provided to them by
the management
The employees have a mixed opinion about the transfer process that is
prevailing in the organization, but out of which the complete analysis shows
that 65% of the employees are satisfied with the process, but still there are a
good 35% of the employees who have queries and concerns regarding the
transfer process, Hence there is a scope of improvemet in the transfer process
of the Bank.
SUGGESTIONS
1. The organisation should remove some of the irrelevant questions from its
format.
2. The organization should try to find out the excat reason from the employee for
the request of their transfer.
3. There should be periodic transfers of the employees to give them more
exposure in the bank and its operations.
4. The Transfers should be taken as a healthy policy by the employees in the
organisation and not as a mode of punishment.
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LIMITATIONS
Every work has its own limitation. Limitations are extent to which the process should
not exceed. Limitations of this project are:-
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QUESTIONNAIRE
Dear Sir/Madam,
.
Name: ………………………………………………………………………..
Address: ……………………………………………………………………..
Contact No :®………………( O)……………… (M)………………………
City: ………...............Pin: ………………….State: ……………………….
2. Education Qualification.
• Graduate □
• Post graduate □
3. Marital Status.
• Married □
• Single □
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No. of Children: __________
5. Designation:………………………………………..
7. Are you a Satisfied With the prevailing transfer process in the bank?
• Yes □
• No □
• No
• Cant Say
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10. Do You Consider Job Rotation Good For an Organisation?
• Yes □
• No □
11. Are you satisfied with the transfer request format of HDFC bank?
• Yes □
• No □
During the transfer process have you experienced any trouble or any kind of
drawback?
YES
NO
Date:
Place: Signature
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Bibliography
www,hdfc.com
www.banksindia.com
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