A Study on Human Resource Management in State Bank Of India with Special Reference to Thoothukudi Distirct

IMIRJ, II (1) ISSN: 2456 - 4613

International Multidisciplinary Innovative Research Journal

An International refereed e-journal - Arts Issue
ISSN: 2456 - 4613
Volume - II (1)
September 2017

A STUDY ON HUMAN RESOURCE MANAGEMENT IN STATE BANK OF INDIA

WITH SPECIAL REFERENCE TO THOOTHUKUDI DISTIRCT

SELVAMANI.P1 AND MUTHUKUMAR.B2

1
Head and Assistant Professor of Commerce
2
Assistant Professor of Commerce
Kamaraj College, Thoothukudi, Tamil Nadu, India.

ABSTRACT
Human Resource Management is a modern term for what has traditionally been
referred to as personal administration or personal management.. The customer service that is
provided by bank to its customer’s banks sell services through their employees and therefore
the dealing of the bank employees with their customer is of capital importance. Today Banks
are existing in a stiff competition and the banks are facing problems in the areas of
technological advancement, shortage of resources power, energy etc. In addition to that, the
employees are safe guarded by providing welfare, safety, training and performance appraisal
measures to improve their efficiency and productivity. So an attempt is made in this study to
what extent human resource management is contributing for the satisfaction of the employees
in the SBI. A sample of 65 employees has been selected using convenient sampling method.
The study says human resource management is contributing for the satisfaction of the
employees in the SBI. The following statistical tools have been used for analyzing the
collected data: Tables, Percentage, Ranking techniques and, Chi-square test. Finally the
researcher provides the suitable suggestions to improve Human Resource Management
practices in the SBI and it will go a long way to get success.

1. INTRODUCTION

Human Resource Management is a management’s function is to assist the

modern term for what has traditionally general manager or the top management in
been referred to as personal administration keeping the employees satisfied with their
or personal management. Human resource jobs.

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IMIRJ, II (1) ISSN: 2456 - 4613

Human Resource Management Bank of India will enter the league of top
practices refers to organisation activities 50 global banks with 2,78,000 employees,
directed at managing the pool of human 420 million customers, and more than
resource and ensuring that the resources 24,000 branches and 59,000 ATM’s.
are employed towards the fulfillment of SBI’s market share will increase to 22
organizational goals. Human Resource percent from 17 percent it has 198 offices
Management practices the activities, in 37 countries, 301 correspondents in 72
policies and practices involved in countries. The Bank is ranked 232nd on
planning, obtaining, developing, utilizing, the fortune Global 500 list of the world’s
evaluating, maintaining, and retaining the biggest corporation as of 2016.. In addition
appropriate numbers and skill mix of to that, the largest bank in India having
employees to achieve the organization’s presence across the country even in remote
objectives. Presently banking sector are areas. More than two-third of the Bank’s
competing through implementing the total branches is in rural and semi-urban
unique HRM practices and due to the areas, demonstrating the Bank’s intent of
globalizations organizations adopt the serving all strata of the society. According
most up-to-date HRM practices in order to to this, the study focused to analyze the
achieve the organizational goals. Best Human Resource Management Practices in
HRM practices are valuable for both State Bank of India of the study area of
employee and employer; it plays an Tuticorin District.
important role in supportive growth and
competency of the Banking Sector. 3. OBJECTIVES OF THE STUDY

2. SIGNIFICANCE OF THE STUDY  To study the demographic

State Bank of India is an Indian character of the employees
in SBI.
multinational, public sector banking and
 To analyze the existing
financial services company. It is a human resource
government owned corporation with its management practices in
SBI.
headquarters in Mumbai, Maharastra. On
 To suggest appropriate
1st April 2017, State Bank of India, which measures to enhance the
is India’s largest bank, merged with five of HRD in SBI.
its Associates Banks. This is the first ever
4. HYPOTHESIS
large scale consolidation in the Indian The following hypothesis is used
Banking Industry. With the merger, State in the present study

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IMIRJ, II (1) ISSN: 2456 - 4613

 “There is no significant  Collection of data

association between Income of the 1. Primary data
respondents and Working 2. Secondary data
conditions  Primary data
The present study is a descriptive
5. METHODOLOGY and analytical one. Primary data were
collected from the employees of SBI in
The study has based on both
Thoothukudi distirct with the help of
primary and secondary data. Both the data
questionnaire.
were collected and presented in this
research report.

 Sampling design  The finding of the study is not

The primary data collected by the extended to other areas.
researcher from the various categories of
State Bank of India employees in 8. ANALYSIS AND
Thoothukudi. The researcher has to adopt INTERPRETATION OF DATA
sample study to collect data. A sample of
65 employees has been selected using There is a difference employee in
convenient sampling method. male and female. The researcher has
gathered the details about it.
 Secondary data Table1
The secondary data were extracted Gender Wise Classification
from various standard text books, articles, No. of Percentage
Gender
reports, leading magazines, journals, and Respondents to total
websites and so on. Male 39 60.00
Female 26 40.00
6. TOOLS AND TECHNIQUES Total 65 100.00

The following statistical tools have Source: Primary Data

been used for analyzing the collected data: Table 1 show that out of 65
 Tables respondents, 39 respondents (60%) are
 Diagrams male and the remaining 26 (40%)
 Percentage respondents are female.
 Chi-square test
 Weighted Average Mean It is understood from the study
has disclosed that a majority of 60% of the
7. LIMITATIONS OF THE STUDY respondents are male.
The study has associated with
the following limitations
 Due to insufficient of time the
study is limited to Thoothukudi
area only.
 The study is limited to cover the
HRM in SBI employee only.

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IMIRJ, II (1) ISSN: 2456 - 4613

Table 2
Age Wise Classification
No. of
Percentage
Respondents Total Percentage
Age
to Total
Male Female
Male Female
21 to 30 yrs 11 9 20 16.92 13.85 30.77
31 to 40 yrs 16 11 27 24.62 16.92 41.54
41 to 50 yrs 10 2 12 15.38 3.08 18.46
Above 50 yrs 2 4 6 3.08 6.15 9.23
Total 65 100
Source: Primary Data

It is observed from the Table 2, that out of 65 respondents, 41.54 per cent
respondents are 31 to 40 years, 30.77 per cent of the respondents are in the age 21 to
30 years, 18.46 per cent respondents are in the age group of 41 to 50 years, 9.23 per
cent of the respondents are under age group of above 50years.

It is found that most of the respondents (41.54%) are in the age group of 31 to 40
years

Table 3
Work Experience
No. of
Percentage
Work Respondents Total Percentage to
experience Total
Male Female
Male Female
Below 5yrs 17 8 25 26.15 12.31 38.46
6 - 10yrs 10 9 19 15.38 13.85 29.23
11- 15yrs 3 4 7 4.62 6.15 10.77
16 -20 yrs 4 3 7 6.15 4.62 10.77
Above 10.77
5 2 7 7.69 3.08
20yrs
Total 65 100.00
Source: Primary Data

The Table 3 reveals that out of 65 respondents, 38.46 per cent of the
respondents have completed work experience below 5 years, 29.23 per cent of the
respondents have completed work experience 6 to 10 years and 10.77 per cent
respondents have completed work experience in 11 to 15 years, 16 to 20 years and
above 20 years.

The most of the respondents (38.46%) are having the work experience below 5
years.

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IMIRJ, II (1) ISSN: 2456 - 4613

Table 4
Designation
No. of
Percentage
Work Respondents Total Percentage to
experience Total
Male Female
Male Female
Clerk 25 15 40 38.46 23.08 61.54
Cashier 15 8 13 7.69 12.31 20.00
Manager 4 2 6 6.15 3.08 9.23
Assistant 9.23
5 1 6 7.69 1.54
Manager
Total 65 100

Source: Primary Data

The above Table 4, it shows that out of respondents taken from the study 61.54 per
cent of the respondents, (38.46 per cent male and 23.08 per cent female respondents)
belonging to clerk category 20 per cent respondents (7.69 per cent male and 12.31 per cent
female respondents) belong to manager and the remaining 9.23 per cent (7.69 per cent male
and 1.54 per cent female respondents) belonging to assistant manager category.

It is clear that the majority 61.54% of the respondents are working as Clerk category.

Table 5
Monthly Incomes
No. of
Percentage
Respondents Total Percentage to
Income
Total
Male Female
Male Female
Below
3 2 5 4.62 3.08 7.70
Rs.20,000
Rs.20,000-
18 14 32 27.69 21.54 49.23
Rs40,000
Rs.40,000-
7 3 10 10.77 4.62 15.39
Rs 60,000
Rs.60,000- 9.23
4 2 6 3.08 6.15
Rs.80,000
Above 18.46
7 5 12 10.77 7.65
Rs.80,000
Total 65 100

Source: Primary Data

Table 5 reveals that out of 65 respondents, 49.23% of the respondents are earning
monthly Rs.20,000 to Rs.40,000, 18.46% of the respondents are earning monthly above

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IMIRJ, II (1) ISSN: 2456 - 4613

80,000, 15.39% of the respondents are earning monthly Rs.40,000 to Rs.60,000, 9.23% of the
respondents are earning monthly Rs.60,000 to Rs.80,000 and 7.70% of the respondents are
earning monthly less than Rs.20,000.

It is revealed from the Table 5 that majority 49.23% of the respondents are earning the
income level Rs.20.000 to Rs.40,000.

Training and Development

The researcher made an attempt to rank the opinion of the respondents

Table 6
Opinion about Training and Development
(Using Weighted Average Method)
Opinion HS S NO NS HNS Total WAM Rank
Arrangement 165 104 12 2 - 283 4.35 I
of training
programmes
Facilities 125 120 30 - - 275 4.23 II
available to
the employees
Treatment of 105 72 48 14 3 242 3.72 III
high potential
employees

Source: Primary Data

From the above Table 6, it is found that the Arrangement of training programmes
ranks first, Facilities available to the employees has got second rank; Treatment of high
potential employees has got third rank.

From the above analysis, it is clearly indicated that most of the employees got enough
training programmes

Wages and salary administration

The researcher made an attempt to rank the opinion of the respondents

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IMIRJ, II (1) ISSN: 2456 - 4613

Table 7
Opinion about Wages and salary administration
(Using Weighted Average Method)
N
Factors HS S NS HNS Total WAM Rank
O
Wages and 185 92 15 - - 292 4.49 I
salary
structure
Adequacy of 50 124 42 2 9 217 3.49 II
various
allowances
Wages 210 56 21 4 - 291 4.47 III
settlement
period

Source: Primary Data

From the above Table 7, it is found that the Wages and salary structure ranks first,
Adequacy of various allowances to the employees has got second rank; Wages settlement
period employees has got third rank

From the above analysis, it is clearly indicated that most of the employees satisfied
with their Wages and salary structure.

Working conditions

Table 8
Opinion about Working Condition (Using Weighted Average Method)
N
Factors HS S NS HNS Total WAM Rank
O
Psychological 145 108 12 10 - 275 4.23 II
climate to acquire
new knowledge and
skills
Organizational 55 136 33 18 - 242 3.72 III
climate
Adequacy of safety 190 52 42 - - 284 4.36 I
arrangement

Source: Primary Data

From the above Table 8, it is found that the Adequacy of safety arrangement ranks
first, Psychological climate to acquire new knowledge and skills to the employees has got
second rank, and Organizational climate of employees has got third rank
From the above analysis, it is clearly indicated that most of the employees are
satisfied with the safety arrangement made by the banks.

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Labour welfare measure

Table 9
Opinion about Labour welfare measure
(Using Weighted Average Method)
Factors HS S NO NS HNS Total WAM Rank
Medical facilities 160 80 6 12 5 263 4.04 II
Drinking water 140 128 9 4 - 281 4.32 I
Canteen 45 32 48 40 12 177 2.72 XII
Rest and launch room 90 96 27 22 3 238 3.66 V
Recreational facilities 35 116 22 22 4 200 3.08 XI
Facilities for children’s 135 64 36 20 - 255 3.92 III
education
Library 80 60 48 4 11 203 3.12 VIII
Parking facilities 110 92 33 10 4 249 3.83 IV
Festival advance - 44 57 44 13 158 2.43 XIII
Community hall 60 100 53 12 3 228 3.50 VI
Supply of uniform and shoe’s 35 64 54 36 6 195 3 X
Facilities for sanitation 70 84 6 24 6 190 2.92 XI
Housing facilities 95 60 42 16 9 222 3.42 VII

Source: Primary Data

From the above Table 9, it is found that Drinking water facility has ranks first,
Medical facilities employees has got second rank, Facilities for children’s education has got
third rank.

From the above analysis, it is clearly indicated that most of the employees are
satisfied with the availability of drinking water facility, But less satisfied with festival
advance provided by the banks.

9. TESTING OF HYPOTHESIS

An attempt has been made by the researcher to test the following hypothesis:
“There is no significant association between Income of the respondents and Working
conditions.”
To test the above hypotheses Pearson’s Chi – Square test is applied and the results are
presented in the following Table 10.

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Table 10
Observed and expected value of income and Working conditions

Working conditions

Value Psychological Organization Adequacy of

climate to climate safety Total
Income acquire new arrangement
knowledge
and skills
Observed 15 9 9 33

Below Rs.10,000 Expected 15.3 9.1 8.7 33.0

count
Observed 7 2 3 12

Rs.10,000 – Expected 5.6 3.3 3.2 12.0

Rs.20,000 count
Observed 5 2 1 8

Rs.20,000- Expected 3.7 2.2 2.1 8.0

Rs.30,000 count

Observed 4 5 3 12
Rs.30,000-
Rs.40,000 Expected 5.6 3.3 3.2 12.0
count
Observed 6 4 5 15

Above –Rs.40,000 Expected 6.9 4.1 3.9 15.0

count
Observed 13 31 21 65
Total Expected 13.0 31.0 21.0 65.0
count

Table 11
Chi – square result of income and Working conditions
Asymp. Sig.
Value Df
(2-sided)
Pearson Chi – 3.700a 8 .883
Square
Likelihood Ratio 3.761 8 .878

Linear-by-Linear 7.243 1 .622

Association
No. of Valid Cases 65
Source: Primary data

From the Table 11, it is revealed that the significant value of the chi-square value of
0.883for the 8 degrees of freedom is 0.644 which is more than the acceptable level of 0.05.
Hence the null hypothesis is accepted and it is concluded that “There is no significant
Income of the respondents and Working conditions”.

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10. FINDINGS OF THE STUDY

 The study has disclosed that a majority of 60% of the respondents are male.
 Clearly exhibits that out of 65 respondents (41.54%) the respondents are between the
age group of 31 to 40 years
 The most of the respondents (38.46%) are having the work experience below 5 years.
 It is clear that the majority 61.54% of the respondents are working as clerk category.
 It is revealed that majority 49.23% of the respondents are on the income of (Rs.
20.000 to Rs.40,000).
 Most of the employees are satisfied with the arrangement of training program.
 Majority of the respondent are satisfied with their Income.
 Majority of the employees are satisfied with the safety measures provided by the
banks.

11. SUGGESTIONS

 The organization must make it essential that the employee of the concern must know
about the company goals and objectives and strive to the achievement of the goals.
 Providing better working condition with latest technologies and up gradations satisfy
with all people in the organizations.
 There’s no other better motivator than rewards. Employees must be motivated from
time to time by way of giving incentives.
 The organization must provide positive working climate to employees which will
brings their potential and help them to grow individually.

12. CONCLUSION

The success of banks basically depends on the development of the bank employees.
Along with coherent development of the worker, technical infrastructures of the bank must be
ensured to develop the effectiveness of the employee. Considering the present dynamic
global business environment, the present paper mainly focused on the HRM system in SBI in
Thoothukudi distirct and overall HRM practices which is an appreciable factor in public
sector.

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