Human Resource Development-Policies and Practices in Urban Co-operative Credit Banks in Belagavi District


Affiliations

  • Bhaurao Kakatkar College, Department of Commerce, Belagavi, Karnataka, India
  • Rani Channamma University, Faculty of Commerce, Belagavi, Karnataka, India

Abstract

The efficiency of the employees in urban co-operative banks is influenced by the HRD policies adopted in these banks. These policies may be favourable or unfavorable to employees. The favorable HRD policies help the urban co-operative banks to increase the profitability and employee satisfaction. Due to politicization and lack of professionalization in managerial leadership in co-operatives, the employees have been neglected. There is hidden grievance in the minds of employees in these banks. Since, employees in urban co-operative banks are not organized, they cannot raise the voice collectively against the management. This paper aims at studying HRD policies followed by management of different urban co-operative banks in Belagavi district. It also includes the analysis of perceptions of employees in respect of HRD policies pursued by these banks. For this purpose, all 36 urban co-operative banks in Belagavi district have been selected. They have in total 109 branches. 61 branches have been selected as sample on convenient random sampling basis. For selection of sample of employees, census method has been adopted. Sample of employees include 370 respondents consisting of 116 officers and 254 clerks. The close ended questionnaires regarding the HRD policies and practices were prepared by using Likert Type Five Point Summated Scale. These questionnaires were canvassed and personally administered. The questionnaires relating to HRD policies were obtained from management of all urban co-operative banks in the district. The questionnaires relating to HRD practices were served to all employees of selected branches in all the urban co-operative banks. Statistical techniques like tabulation, graphical representation, pie chart, mean, standard deviation, chi-square test, etc. have been used. The analysis is presented in two sections namely the extent of usage of HRD policies and the effectiveness of HRD practices as perceived by the officers and clerks. The collected data was organized, coded and analysed using the SPSS. To measure the level of satisfaction about HRD policies, percentage and mean score have been used. Mean and standard deviation are calculated for the group of officers, group of clerks and total employees for different HRD policies. To study the relation between the level of satisfaction of employees about HRD policies, chi-square test has been used. Chi-square test is conducted for biveriate table to test the independence of the level of employment (officers and clerks) and the levels of response for each HRD policy. Since data is qualitative in nature and sample size is more than 30, Karl Pearson’s chi square test is used for analysis. The p-value is calculated on the basis of chi square test. The inferences have been drawn to test the independence of perceptions on HRD policies and the level of employment.


Keywords

HRD policies, Perceptions, Officers, Clerks

Subject Discipline

Human Resource Management

Full Text:

References

Krishnaveni, R., & Deepa, R. (2011). Human Resource Management Practices in Coimbatore-with Special Reference to the Manufacturing Sector. Management Dynamics, 11.

Kumar, N. (2003). Motivation and Morale in Banking Administration. [Thesis], New Delhi: Indian Institute of Public Administration, Mittal Publications.

Omondi, G. O., Magutu, P. O., Onsongo, C. O., & Abong, L. A. (2011). The Adoption of Strategic Human Resource Management Practices in Commercial Banks: The Process and Challenges in Kenya. Journal of Human Resource Management Research.

Parikshit, J., & Anuj, S. (2012). Examining the HRD Practices in Indian PSUs (with special reference to IOC Mathura Refinefry). Management Insight, 8(2).

Purohit, S. (2013). A Study of the Changes in Human Resource Management Practices in LIC due to the Impact of Private Insurance Players. Prabandhan: Indian Journal of Management.

Shetty, S. G. (2011). Role of HRM in Value Creation with specific Reference to Co-operative Banks in Udupi District of Karnataka State. Journal on Banking Financial Services and Insurance Research, 1(8).

Singh, A. K. (2005). HRD Practices and Philosophy of Management in Indian Organizations. Vikalpa, 30(2).

Sivaprakasam, P. (1993). Personnel Management in Central Co-operative Banks in India- Policies and Practices. [Ph.D. Thesis], New Delhi: Gandhigram Rural Institute (Deemed University) Gandhigram, Kanishka Publishers.

Sonali, G. (2012). Reengineering HR to Retain Women in Workforce: An Empirical Study. Journal of Commerce and Management Thought, 4(2). ISSN 0975-623X(print)0976-478X(online)


Refbacks

  • There are currently no refbacks.