1

DECLARATION
I (Saurabh kumar singh) hereby declare that all the information furnished in this report is my
work containing authenticated facts. This piece work is only being submitted to .















Signature
...
Name
. ...
2

ACKNOWLEDGEMENT
This report is an outstanding prospect to convey my gratefulness to those many people whose
timely help and guidance went a long way in finishing this project work from commencement to
achievement.
I would like to express my sincere thanks to Prof. Jaspreet Kaur (Head of Department) for giving
me an opportunity to explore the practical knowledge practiced by the Bank.
This project could not been completed without the able guidance and support of Mr. Rajkumar
(Manager) and Mr. Jitendra (Manager).
I am very glad to work with the Bank as a trainee. I am grateful to legal section and HR
Department of The Punjab State Cooperative Bank for helping me to get the information and an
invaluable experience.
Last but not the least i would like to thank my faculty members, my friends, family members and
all those people who helped me for the completion of this training.








Name

3

PREFACE

We cannot achieve anything worthwhile in any field of knowledge solely on the basis of
theoretical knowledge from books to order to achieve practical, positive and concrete results, the
classroom learning needs to be effectively wedded to the reality of situation outside the
classroom.
Human resource management is concerned with people element in management. Since every
organization is made up of people, acquiring their services, developing their skills/ motivating to
high level of performances and ensuring that they continue to maintain their commitments to the
organization which are essential to achieve organizational objectives as well as employee
individual goals.
This project is meant to know the Human Resource Policies in The Punjab State Cooperative
Bank. The HR Policies are a tool to achieve employee satisfaction and thus highly motivated
employees. The main objective of various HR Policies is to increase efficiency by increasing
motivation and thus fulfill organizational goals and objectives.
The objective is to provide the reader with a framework of the HR Policy Manual and the various
objectives that the different policies aim to achieve.








4

TABLE OF CONTENTS




S. No.

TOPIC

Page no.

1.

Declaration

2.

2.

Acknowledgement


3.

3.

Preface

4.

4.

Executive summary

6.

5.

Introduction to Topic

7.

6.

Introduction to Industry

8.

7.

Company Profile

9-18.

8.

SWOT Analysis

19.

9.

Introduction to HR policies

20-22.

10.

Research Methodology

23.

11.

Analysis and Interpretations

41-51.

12.

Findings

52.

13.

Limitations of study

53.

14.

Suggestion and Recommendation

54.

15.

Bibliography

55.
5

EXECUTIVE SUMMARY
My training at The Punjab State Cooperative Bank Limited, Chandigarh was a great exposure to
the industry. After going through my summer training, I had a firsthand experience of how an
industry as well as HR department functions.
INTRODUCTION OF PROJECT
This project is about the HR Policies in The Punjab State Cooperative Bank. The HR Policies in
an organization helps every individual to raise his/her potential in all facets by helping him to be
satisfied and secured about his present and future.
PROJECT TITLE
The title of the project is HR Policies and Its Implementation in The Punjab State Cooperative
Bank. As the name indicates it is the study of the HR Policies prevalent in the organization.
ORGANISATION
The Punjab State cooperative Bank, Chandigarh is major financial institute in the state providing
short term credit for agriculture purpose. It has 802 branches in the state of Punjab, apart from
doing traditional banking business it has also started doing commercial banking business
provides various kinds of loans like vehicle, house & education loans and also an individual can
get good return on deposit what they made.
It has three tier level of operation: first one is Apex Bank, second is District central cooperative
Bank and last one is primary agriculture cooperative society working on village level and their
members are the farmers. This Bank has been awarded with Best Performance Award by
NABARD and National federation state cooperative Bank, Mumbai.




6

INTRODUCTION TO HR POLICIES
The human resources are the most important assets of an organization. The success or failure of
an organization is largely dependent on the caliber of the people working therein. Without
positive and creative contributions from people, organizations cannot progress and prosper. In
order to achieve the goals or the activities of an organization, therefore, they need to recruit
people with requisite skills, qualifications and experience. While doing so, they have to keep in
mind the present as well as the future requirements of manpower of in the organization.
HR Policies cover the following:
1. Policy of hiring people with due respect to factors like reservations, sex, marital
status, and the like.
2. Policy on terms and conditions of employment-compensation policy and methods,
hours of work, overtime, promotion, transfer, lay-off and the like.
3. Policy with regard medical assistance-sickness benefits, ESI and company
medical benefits.
4. Policy regarding housing, transport, uniform and allowances.
5. Policy regarding training and development-need for, methods of, and frequency of
training and development.
6. Policy regarding industrial relations, trade-union recognition, collective
bargaining, grievance procedure, participative management and communication
with workers.







7

INTRODUCTION TO INDUSTRY
The origins of cooperative banking movement in india can be traced to close 19
th
century when,
inspired by the success of the experiments related to the cooperative movement in Britain and the
cooperative credit movement in Germany, such societies were set up in India. Cooperative banks
are an important constituent of the Indian financial system. They are the primary financiers of
agricultural activities, some small-scale industries and self-employed workers. Cooperative
banking structure has unique position in the rural credit delivery system in India. The
cooperative Bank sector which is a century old now has a significant role in the field of credit to
the rural through short and long term from many years the cooperative banks are the prime
institutional agencies with vast network, wide coverage and reach up to remote areas.
Cooperative banks are being financed by NABARD (National Bank For Agriculture And Rural
Development) for performing its business activity and it has service motive rather than profit
motive those who voluntarily associate together.
A cooperative can be defined as autonomous association of people who voluntarily cooperate for
their mutual social, economic and cultural benefit. Cooperatives includes non profit community
organization and business that are owned and managed by people who uses its service (consumer
cooperative) or by the people who work there (worker cooperative) or by the people who live
there (housing cooperative).
Characteristics of cooperatives:
Open membership.
Longer life span.
Limited liability.
Democratic member control.
Cooperation among the cooperatives.
Education, training and information.
Concern for the community.
Autonomy and independence.

8

THE PUNJAB STATE COOPERATIVE BANK LIMITED
PROFILE
The Punjab state cooperative Bank is the apex society of state registered under the act 1961. The
registered office of the bank shall be at Ropar with head quarter at Chandigarh. The Punjab State
Cooperative Bank limited, Chandigarh was established on 31
st
august in 1949 at Shimla under
vide registration No.720 as principal financing institution of the cooperative movement in the
state.
It has 18 branches and 1 extension counter in the city of Chandigarh, 20 central cooperative and
802 branches in the state of Punjab are affiliated with this bank. In the cooperative banking the
position of Punjab state cooperative bank is extremely important as whole short term credit
system revolves around it.
The area of operation of the bank shall extend over the state of Punjab, and it has 3 tier level of
operation, first apex bank situated at Chandigarh and second one is central cooperative banks
situated at district level and third is primary agriculture cooperative society at the village level.
The members of PACS are the farmers while the members of CCB (central cooperative banks)
are the PACS and members of Apex bank are the CCBs.
The Green & White revolution in state of Punjab is some of the major achievement in which this
institution has played a vital role. It has been assisting the farmers of state for agricultural
initially but it has started doing the commercial banking recently and apart from agricultural loan
it is also providing loan for other purposes construction of houses, purchase of vehicles and good
return on deposit can be achieved. Cooperative banks not only provides loan in cash but it also
provides seeds and fertilizers to the farmers those who need it during the agriculture season.
This bank has been awarded with Best Performance Award by NABARD and National
Federation of state cooperative banks, Mumbai.
Keeping pace with the fast changing banking scenario, The Punjab State Cooperative Bank and
The District Central Cooperative Banks in the of Punjab are implementing Core Banking
Solution (CBS ), which is a major achievement for these banks. Cooperative banks are now
stepping into league of Nationalized and Private Bank, which is further helping to establish
9

customer friendly service to the public. Pursuant to implementation of core banking solution the
cooperative banks will be in strong position to provide latest banking service to both rural as well
as urban customer in the state.
There were 437 employees on the rolls of the bank in the year of 2013. Employees are basically
of two type i.e, common cadre and non-common cadre. Common cadre are above the level of the
manager and non-common cadre includes below the level of manger. Total number of employee
working on apex bank as well as Central cooperative banks up to common cadre level are given
below,
Staff Strength: as on30.11.2001
S.N. CATEGORY APEX
BANK
CCBs TOTAL
1. M.D 1 1
2. A.M.D(A) 1 1
3. A.M.D(B) 1 1
4. G.M 4 4
5. D.G.M. 3 1 4
6. A.G.M/Distt.
Manager
12 18 30
7. Senior manager 26 132 158
8. Manager 70 400 470

LOANS
The funds of the bank shall primarily be utilized for the purpose of granting loans and
cash credit to central cooperative banks and cooperative societies which are the members
of the bank.
Loan may also be granted to depositors against the security of their deposit in the bank.
Loan shall be granted only for a period for which reimbursement is available which
stands approved by registrar.



10

PROFITS
The net profits as per audited in balance sheet shall be appropriated in the following
manner;
At least 25 % of the net profits shall be carried to reserve funds.
At least 15 % of the profits shall be carried towards agriculture credit stabilization fund.
Cooperative education and training funds in accordance with the instruction of the
registrar from time to time.
The balance may be utilized for one or more of the following purposes,
i. Bad and doubtful funds.
ii. Investment depreciation funds.
iii. Building funds.
iv. Dividend equalization funds.
v. Common good fund.
vi. Share transfer funds.
vii. Central cooperative banks and PACS development funds.
viii. Employee development funds.

RESERVE FUNDS
The reserve funds shall be invisible and shall belong to the bank as a whole. No members can
claims share in it. It shall be invested in the manner laid down in the act / rules or as directed by
the registrar and shall not be drawn upon except with prior approval of the registrar.

MISCELLANEOUS
No amendment in the Bye-Laws shall be made so in accordance with the act and rules
framed there under.
The Bank shall have a common seal. The documents on which common seal is
affixed shall be signed by the Managing Director or any other officers authorized by
the competent authority on this behalf.
The Bank shall pay such audit fee as may be assessed from time to time by the
authority competent to do so.
Copies of the bye-laws and balance sheet shall be supplied free of cost to all the
members on demands.
11

FUTURE PLANNING
Cooperatives are not affected by structural adjustment and globalization of commodity market.
As a result cooperative banks are required to redesign their strategies for sustainability and
growth. The economic reform started initiated by the government of India in 1991have affected
financial institution including the cooperative financial institutions. This reform aims at
liberalization and deregulation of Indian economy.
The cooperative Bank of Punjab has accepted the economic reform in Indian economy especially
the financial reform with right spirit. Since this Banks is only providing credit agriculture sector,
change in agriculture economy affect them very closely. The bank envisage following scenario
as a result of liberalized agricultural policy,.
1) Liberalization of agriculture would professionalize and modernize agriculture,
thereby earning a status of industry attracting high skilled professional in agriculture
sector.
2) The liberalized agriculture policy would result in greater thrust on value addition in
agriculture. Therefore, a great deal on thrust would be on agro-processing units.
3) The liberalized agriculture policy would bring greater thrust on export on raw and
value added agro-products.
4) The liberalized agriculture economy would lead to sowing/planting of new crops
leading to deal of crop diversification.
5) Liberalized agriculture policy would reserve the process of land fragmentation and
would result in exodus of employment opportunities in agriculture sector to the other
sector economy such as small business enterprises, service and industrial sectors.

VISION

We will force the future challenge with grit and take every possible step for the
development of our institution.
More steps will be taken to provide efficient services.
Present customers are retained and more customers are attracted to increase the
market share.
Bank will attract maximum deposit (especially on low cost deposit) to
strengthen its financial resources.
12

Bank while diversifying its loan portfolio will provide medium and long term
loan loans.
Every effort will be made to open an account to more and more farmers of the
state. Bank will receive deposit from the farmer to meet their all credit needs.
Bank will prepare its business plan every year and shall implement it.
Bank will professionalize and modernize the business.
Bank, for the sake of development of state, will strive hard to provide the best
possible service to customer especially farmers and, every effort will made to
amend the scheme whenever required.
OBJECTIVE
To promote and propagate the creation of a cooperative common wealth through socio-economic
transformation of the community by peaceful and democratic means, elimination of scope of
individual profits.
OBJECTS
i. To serve as balancing centre for cooperative societies in the state of Punjab registered
under the Punjab cooperative societies act 1961 for the time being in force.
ii. To carry on banking and credit business.
iii. To provides long term loan for the maximum period of 15 years to the individuals,
cooperative houses and institutions.

MANAGEMENT

1. EXECUTIVE COMMITTEE

There shall be an executive committee consisting of nine members including Chairman, Vice
Chairman, the Registrar of his nominee not below the rank of additional Registrar , the
Managing director and five Directors elected by the Board from amongst themselves.


13

BOARD DIRECTORS

The Management of the Bank was constituted on 30 December, 2010. Now the management of
the bank is being looked after by the Board of Directors (BOD). The Board of directors lays
down the broad policies regarding the working of the Bank. Besides the professionals, as given
below in the organizational chart, officers & others are working for implementation of these
policies.
The board of Directors is (BOD) constituted for a period of 5 years. The board is constituted as
follows:-


One director from each central cooperative bank.
Two directors to be elected out representative of affiliated cooperative societies other
than central cooperative banks one from the apex cooperative societies and one from
other member cooperative societies.
Three nominee from the government because government contribution to share capital
of the bank
Registrar or his nominee not below the rank of additional registrar
Managing director of the bank
Representative of NABARD.

14












G.M. (O&A) G.M. Div. Offices
DR (vig.)
Estt.Officer AGMs
L.O
DGM (system) AGM Sr. Manager

Sr. Manager Manager

Manager




MANAGING DIRECTOR
AMD (A) AMD (B)
DGM (O)
DGM (I&F)
DGM (D)

BOARD OF DIRECTOR
15

BANKING BUSINESS
To accept for the purpose of lending or investments deposits of money from the
public, cooperative societies, government institutes, repayable on demand or otherwise
and withdraw by cheque, drafts, order etc.
Contacting for public and private loans and negotiating and issuing the same.
To borrow, to raise or to take up the money, the lending or advancing of money either
upon or without security, the drawing, making, accepting, discounting, buying, selling,
collecting, and dealing in bills of exchange, hundies, coupon, drafts, bills of landing,
railway receipt/ warrant, debenture, certificate and securities whether transferable or
negotiable or not, the granting and issuing of letter of credit, the buying and selling of
foreign exchange including foreign bank notes, the acquiring, holding, issuing on
commission underwriting and dealing in stocks, funds, shares, debenture stock, bonds,
obligation, securities and investment in all kinds, the purchasing and selling of bonds,
and doing any other thing in connection with the fulfillment of the above.
To acquire, construct, maintain, alter a building or work necessary for the purpose of
the bank and to sell, improve, manage, develop, exchange, lease, mortgage or dispose
off or otherwise deal with any part of property and right of the bank.
Managing, selling, and realizing any property which may come into possession of the
bank in satisfaction or part satisfaction of any of the claims.
Carrying on and transacting every kind of guarantee and indemnity business on behalf
of the member depositors of the bank.
Effecting, Insuring, Guaranteeing, Underwriting, Participating, in managing and
carrying out of any issue, municipal or other loans or debenture of any cooperative
society.

SOURCES OF FUNDS
1. SHARE CAPITAL:
It is the one of the major component of banks owned funds. At the end of year
2012-2013 the paid up share capital of the bank was Rs.83.39 crore.
2. RESERVES AND OTHER FUNDS:
Reserve and other funds are major component of owned funds which have
registered a sizeable increase during the year 2012-2013 was Rs.390.23 crore.
16

3. DEPOSITS:
Deposits form the largest single sources of funds of the bank and it plays a pivotal
role as an indispensable component of the working capital of the bank.
Considerable increase in the deposit of the bank being noticed on account of
customer oriented efforts put by the staffs.
Individuals, Cooperative banks, Cooperative institution and other organization to
whom the banking facilities are provided have helped the bank in increasing its
deposit base. Introduction of different type of deposit scheme to suit different
segment of society, cultivate saving habits in individuals in addition to subsidiary
services of providing lockers, carrying out standing instruction, collection of
cheque and bills, remittance of funds through demand draft and emphasis on
personalized service have been the backbone of banks deposit mobilization
efforts. Deposit of the bank during the year 2012-2013 was Rs. 2813.02 crore.
4. BORROWING:
To meet out credit gap and to fulfill the banks financial obligation under different
types of lending programs, the bank acts as facilitators for the financial assistance
received from NABARD, Government and other financial institution to CCBs.
Borrowing during the year 2012-2013 was Rs. 5539.68 crores. The borrowing
formed 61.86 % of the working capital during the year 2012-13.

DEPLOYEMENTS OF FUNDS
1. INVESTMENT IN GOVERNMENT & TRUSTEE SECURITIES:
In order to maintain liquid asset as required under section 24 of the banking
regulation act, investment in government and other trustee securities is essential.
Investment in securities is also essential against the agricultural credit stabilization
fund.

2. INVESTMENT IN CALL DEPOSIT WITH COMMERCIAL BANKS:
NABARD permitted the state cooperative banks to keep their surplus resources in
call and short term deposits with commercial banks.



17

PERFORMANCES OF DCCB
S


PARTICULARS 2008-09 2009-10 2010-11 2011-12 2012-13
1 2 3 4 5 6
Share capital 11323.82 12629.26 14488.94 16060.00 17820.11
Owned funds 100704.13 107159.35 114697.92 125825 139692.72
Deposits 673339.85 752510 824244.27 898821 1001272.37
Borrowings 406667.14 397561.59 515562.20 482271 647786.24
Loan issued 98681280 1127844.80 1263529.07 1390374 1601896.63
Working capital 1095765.45 1197555.65 1333966.73 1490904.4 1679498.4
Net profits 3268.37 2211.70 2487.46 1863.50 3683.60
Per Branch
Business
1797.8 411.92 471.92 541.78 556.44
Per Employee
Business
356.21 411.92 471.92 541.78 556.44






Amount stated above are in lacs.
18

SWOT ANALYSIS (Strength, Weakness, Opportunities and Threat)
SWOT analysis consist analysis of both internal and external environment. External environment
includes customer, competitors, distributors, supplier, demographic, economical, technical, legal
and political factors that affect its ability to earn profit. Internal environment includes man,
material, machine and money.
STRENGTH
This bank provides easiest way to open an new account into any of its branches.
This bank has the wide coverage in remote areas compared to other banks.
Adherence with cooperative values and principles.
WEAKNESS
Cooperative bank staffs lack the professionalism.
No internet and mobile banking.
ATM network is not available.

OPPORTUNITIES
Providing ATM facilities may take bank long way.
Existence of bank in remote areas.
Being cooperative bank it has opportunities to finance the government project.

THREATS
Facilities like ZERO BALANCE ACCOUNT by some other public sector banks.
Less documentation of the public banks for different types of loans.
Easy policies of the public banks.

CURRENT NEWS
Computerization of cooperative bank in Punjab.
It has introduces new loan scheme to cover all segment of the population.
19

HUMAN RESOURCE POLICIES

Human resource policies are formal rules and guidelines that business put in place to
hire, train, assess and reward the members of their workforce. These policies are when
organized and disseminated in easily used form, can serve to preempt many
misunderstanding between employees and employers about their right and obligation in
business place. Having policies written is important so that it is clear to all what the
policies are and that they are applied consistently and fairly across the organization.
Moreover when issue concerning employee right and company policies come before
state courts, it is standard practice to assume that company human resource policies,
whether written or verbal are part of an employment contract between employee and
the company.
A broad spectrum of issue can be addressed in human resources policies, depending
upon the nature of question. Example of such issue includes promotion policies;
medical benefit provided to employees; use of company resources; profit sharing;
retirement plans; reimbursement of employee expenses; grievance settlement; sexual
harassment.

PRINCIPLES OF HR POLICY

1. Principal of individual development: to offer full and equal opportunities to
every employee to realize his/her full potential.
2. Principle of scientific selection: to select right person with right quality for
right job.
3. Principle of team spirit: to promote team co-operation and team spirit among
the employees.
4. Principle of dignity of labour: to treat every job and every job holder with
dignity and respect.
5. Principle of participation: to associate employee representative at every level
of decision making.


20

OBJECTIVES OF STUDY

To study HR policies of the bank.
To study the amendments made in the HR Policies of The Punjab State
Cooperative Bank Ltd. since the time of incorporation.





























21

SCOPE OF STUDY

In any organization human resources is the most important asset.
The core of the project lies in analyzing and assessing the organization and to
design an HR POLICY manual for the organization.
So the project has wide scope to help the company to perform well in todays
global competition.
As most of the companys overall performance depends on its employee
performance which depends largely on the HR policies of the organization.

ADVANTAGE OF FORMAL HUMAN RESOURCE POLICIES:

1. Communication with employee
A well written and thoughtfully presented human resource policy manual can
establish the tone that a new business person wishes to maintain within his / her
business. Such a policy also serve disseminating information about the
employees may expect from the company as well as what employer expects
from the employees regarding work performance and behavior while on job.

2. Communication with manager and supervisor
Formal policies can be helpful to manager and supervisor faced with hiring,
promotion, and reward decision concerning people who work under them.

3. Time savings
Prudent and comprehensive human resources management can save companies
significant amounts of management time that can be spent on other business
activities, such a product development, competitive analysis and marketing
campaigns etc.

4. Curbing litigation
Members of the legal and business communities agree that organization can do
a lot to cut off legal disgruntled from current and ex- employees simply by
creating and applying a fair and comprehensive set of personnel policies.
22

RESEARCH METHODOLOGY
1. METHOD OF DATA COLLECTION
The researcher has chosen the questionnaire methods of data collection due to
limited time in hand. While designing data-collection procedure, adequate safeguards against
bias and unreliability must be ensured. Researcher has examined the collected data for
completeness, comprehensibility, consistently and reliability.
Researcher has also gathered secondary data which have already been collected and analyzed by
someone else. He got various information from journals, historical documents and reports
prepared by the other researchers. For the present piece of research the investigator has used the
following methods:
Questionnaire
SAMPLE SIZE
Here, researcher has taken 20 as the sample size.
2. HYPOTHESIS OF PROJECT

Human Resource Policies provided by the organization of employees works as an agent
for the growth of employees and also motivates the employees to perform well i.e.
employee performance and satisfaction is the valuable outcome of sound of HR Policies
of the organization.
The various HR Policies in The Punjab State Cooperative Bank ltd. makes the employees
enthusiastic towards work.
3. ABOUT THE QUESTIONNAIRE

In this method a questionnaire is sent to the HR Manager concerned with a request to answer the
questions and return the questionnaire. The questionnaire consisted of a number of questions
printed or typed in a definite order. The HR Manager has to answer the questions on their own.
The researcher has chosen this method of data collection due to low cost incurred, it is free from
bias of the interviewer and respondent have adequate time.

23


The various elements that form the HR policy of the organization are as
follows:
1. Recruitment and selection of Manpower.

2. Induction and placement.

3. Job rotation.

4. Training and Development.

5. Performance appraisal.

6. Leave policies.

7. Resignation.

8. Retirement planning.

9. Pay Allowances and Other concession.

10. Exit interview.














24

1. Recruitment and Selection

Recruitment and Selection of personnel begins with requisition from various other
departments in the organization and it is based on the criteria of their knowledge,
skills they possess to match with existing job.
Equal employment opportunities is provided to all those who wants to be part of this
bank without any discrepancy.
Further detailed selection procedure as decided from time to time are adhered to
without any comprise.
All procedure adopted for Recruitment and Selection shall be altered and modified
through the evaluation and feedback.
A candidate should possess following qualification while applying for the various
post;
i. Qualification required while applying for the post of Senior Manager

Post graduate with 50 % Marks from any recognized university.
Or
MFC, MBA 50 % Marks from any recognized university.
Or
Charted accountant
Or
Graduate with 55 % marks from any recognized university.
Or
Graduate with 50% marks and CAIIB (Both parts) from recognized
university.

Essential experiences, etc
Candidate must have recruited directly as a scale-1 officer i.e,
probationary officer / Management trainee or equivalent and should
possess minimum 5 years experience of working as scale-1 or
higher scale officer in any public sector bank.
25

Or
Minimum 5 years experience as Assistant Manager / Manager in
Punjab state cooperative Bank or any central cooperative bank in
the of Punjab.
Or
Minimum 5 years experience as Grade A officer in NABARD.
Candidate must have passed Punjabi language of Matric standard.
Candidate who has not passed Punjabi language of matric standard
shall have to pass the same within two years from date of appointed.

ii. Qualification required while applying for the post of Manager

Post Graduate with 50 % Marks from any recognized university.
Or
MFC, MBA 50% Marks from any recognized university.
Or
Charted accountant.
Or
Graduate with 55% Marks from any recognized university.
Or
Graduate with 50% marks and CAIIB (Both parts ).
Candidates should have passed Punjabi language of Matric
standard.

iii. Qualification required while applying for the post of information technology
officer
50% Marks/ equivalent grade in MCA/ M.sc. information
technology from a recognized university.
Or
55 % Marks/ equivalent grade in B.E/B.tech/B.sc. engineering
degree from a recognized university in computer science/
26

information technology /electronics and communication
engineering.
Must have passed Punjabi examination of matriculation standard.
iv. Qualification for Clerk cum data entry operator
Graduation (2
nd
division) in any stream/ post graduation pass (any
stream)
Or
Diploma / certificate (minimum 6 months) in computer from an
institute having an ISO certification.
Or
Should have passed Punjabi language examination of matriculation
standard.
Note: During selection process weightage will be given to higher
qualification.

1) General Condition relating to appointments

The following general condition shall apply to all appointment to the service.
Only Indian national, displaced persons from Pakistan who have
permanently migrated to India or subject of Nepal, Sikkim or Bhutan
shall be eligible for appointment to the service.
No person shall be appointed to the service by direct recruitment if
he is less than 18 years of age or more than 37 years of age.
Provided further that upper age limit shall be 42 years in case a
candidate is a member of scheduled caste or already employed in the
service of another cooperative institution.
No person shall be appointed unless he has been certified by an
officer not below the rank of Assistant Surgeon to be of sound
constitution and medically fit to discharge his duties.
No person shall be appointed to the service if he has previously been
dismissed from the service of any government department or any
other institution or has been convicted by a court of law, as a result
of some act of dishonesty or moral turpitude.

27

2. Induction and Placement

Induction helps to new employee feels welcome and is ready to start work safely and
competently.
Various other information regarding the organization structure, departments,
branches and services are provided in detailed.
Induction program is conducted to suit the position for the candidate and other
necessary requirement is to be provided.

3. Job Rotation

Due to the need of multitasking and multiskilling workforce facilities are provided
for all around growth of individual through internal mobility.
This systematic Job Rotation from time to time shall have revitalizing effect on
individuals as well as organization.

4. Training and development

Training and Development activities strive to ensure continuous growth organization
by nurturing the strengths of employee and providing opportunities for every
individual to realize his/ her potential.
Any employee appointed against a substantive vacancy shall undergo such training,
as registrar may direct.
During the period of training, the employee shall be entitled to full pay plus the usual
allowances in addition to any stipend which may be paid to him in training centre.
Before an employee is sent for training as provided in the clause, (1). He /she shall
be required to sign a bond agreeing to serve the Bank concerned for atleast 5 years
after the completion of training failing which he shall pay the full charges(pay and
allowance) incurred on him by the cooperative Bank during the period of training.
This policy aims at broadening the outlook of individual and bridging the gap
between actual performance and performance necessary to deliver results.
28

An employee who fails to successfully complete the training or to pass the
examination prescribed for the category shall be liable to be debarred for further
promotion, reverted or denied one or more further increments as may be decided by
the Managing Director.
5. Performance Appraisal

Performance Appraisal helps grooms every individual to realize his full potential in
all facets by helping to identify and achieve his personal goals within the framework
of organizational objective.
The main aim of this policy is to integrate the individual and organizational goals.
Performance appraisal should be ethical and impartial so as to recognize the worthy
contribution appropriately in time in order to maintain a high level employee
motivation and morale.
It is not only considered as annual report this is the continuous process that took
place throughout the year.
A Performa is prepared named as Annual Performance Appraisal Report to evaluate
the efficacy of each employee in terms of their job.
A model of Performa is given below which is being used by the bank for the purpose
of performance appraisal;









29

THE PUNJAB STATE COOPERATIVE BANK LIMITED, CHANDIGARH
SELF APPRAISAL FORM
The annual performance appraisal report of group A, B &C officers of The Punjab State
Cooperative Bank limited for the report of 31-3-2014 period/ year.
PART-1
Personal Data
1. OFFICER / EMPLOYEE NAME :
2. DATE OF BIRTH :
3. POST AT WHICH WORKING :
4. DOES THE OFFICER / EMPLOYEE BELONGS TO SCHEDULE CASTE /
SCHEDULED TRIBE :
5. DATE OF REGULAR APPOINTMENT IN THE
PRESENT DATE AND GRADE:
6. PERIOD OF ABSENCE FROM DUTY DURING THE YEAR
(Specify the period of training etc. as well):

PART-2: PERSONAL EVALUATION TO BE FILLED BY THE OFFICER /
EMPLOYEE WHOSE REPORT HAS BEEN WRITTEN,
1. BRIEF SUMMARY OF DUTIES:





2. DATE.TO..SUMMARY OF THE WORK DONE( Should not exceed
more than 100 words) :




PLACE: SIGNATURE
DATE: (Whose report is to be written)

30

OFFICER / EMPLOYEE NAME:
DESIGNATION:
PART-3 EVALUATION BY THE OFFICER WRITING THE REPORT
1. NUMERICAL GRADING AND ENTRY FOR EVERY POINT SHOULD MADE BY
THE REPORTING / REVIEWING OFFICER.
A.) EVALUATION OF WORKDONE (40% WEIGHTAGE GIVEN TOTHIS PART)
Numeral
Grading
Numeral
grading by
the
Reviewing
officer
Signature of
the
Reviewing
officer
Grading by
the
Reviewing
officer if he
disagree
refer to
column 3
Signature of
the
Reviewing
officer
1 2 3 4 5 6
1.Work done
with respect
to allotted
subject
0-8
2.Does the
Officer
works in
Punjabi
0-8
3.Quality of
work
0-8
4.Proficiency
in Typing /
computer (
Speed and
Accuracy)
0-8
5.Work
efficiency
upkeep of
register and
charts etc.
0-8


Over all
grading for
the above 1
to 5
40

31

OFFICER / EMPLOYEE NAME:
DESIGNATION:
B.) EVALUATION OF PERSONAL QUALITIES / SPECIALITIES ( 30% Weightage
will be given to this part )
Numeral
Grading
Numeral
grading by
the
Reviewing
officer
Signature of
the
Reviewing
officer
Grading by
the
reviewing
officer if he
disagree
refer to
column 3
Signature of
the
Reviewing
officer
1 2 3 4 5 6
1.Behaviour
towards work
0-4
2.Feeling of
responsibility
0-4
3.Ability to
complete work in
time

0-4
4.Ability to
Express
0-4
5.Ability to
Analyse
0-4
6.Ability to work
as team
0-4
7.keeping
discipline
0-3
8.Internal
personal relation
0-3
Over all grading
for the above 1
to 8
30

32

OFFICER / EMPLOYEE NAME:
DESIGANTION:
C.) ABILITY TO WORK FOR THE EMPLOYEE / OFFICER ( 30% Weightage will be
given to this part )
Numeral
Grading
Numeral
grading by
the
Reviewing
officer
Signature
of the
Reviewing
officer
Grading by
the
Reviewing
officer if he
disagree
refers to
column 3
Signature
of the
Reviewing
officer
1 2 3 4 5 6
1.Information
about rules,
procedure in
the work area
and knowledge
about their
right uses
0-8
2.Ability to
coordinate
0-8
3.Initiativeness 0-7
4.Efficiency in
working on
Computer
0-7
5.Overall
grading for the
above 1to 4
30
Total % of
Marks
obtained in
A,B&C of Part
3
100



NOTE: OVERALL GRADING SHALL BE BASED ON INTEGRATED
PROPORTION AGAINST THE PRESCRIBED PROPORTION.
33

OFFICER / EMPLOYEE NAME:
DESIGNATION:
PART-4 (GENERAL)
1. CONTACT WITH GENERAL PUBLIC (if applicable) (Please comment on
accessibility of the general public with respect to office and accountability towards
their needs)



2. TRAINING( Recommendation regarding training to bring improvement in work
capability of the officer keeping in view his future work )



3. HEALTH CONDITION



4. COMMENT ABOUT INTEGRITY OF THE OFFICER / EMPLOYEE.


5. BRIEF SUMMARY IN 100 WORDS BY REPORTING OFFICER ABOUT
CAPABILITIES AND NON CAPABILITIES, EXTRAORDINARY
ACHEIVEMENT, BEHAVIOUR TOWARDS THE WEAKER SECTION OF THE
EMPLOYEE / OFFICERS

34

NAME OF EMPLOYEE / OFFICER:
DESIGNATION:


6. OVERALL NUMERICAL GRADING AND GRADING BASED ON WEIGHTAGE
GIVEN IN PART A, B & C OF THE PART-3 OF THE REPORT.


GRADING TO BE GIVEN



SIGNATURE OF THE REPORTING OFFICER

PLACE: NAME: ..
DATE: DESIGNATION DURING THE REPORTING PERIOD









35

EMPLOYEE / OFFICER NAME:
DESIGNATION:
PART-5
STATEMENT OF REVIEWING OFFICER
1. DURATION OF WORKDONE UNDER REVIEWING OFFICER


2. DO YOU AGREE WITH THE GRADATION GIVEN BY THE REPORTING
OFFICER ABOUT WORKDONE AND QUALITIES IN PART-3 & PART-4. ( if
not then enter your evaluation in available box in the related part and sign it ).
3. IF DISAGREE THEN GIVE REASON DO YOU WANT SOME CORRECTION
OR SOME ADDITION.



4. BEHAVIOUR OF THE REPORTING OFFICER TOWARDS EVALUATION OF
WORKDONE BY THE OFFICER OF SCHEDULED CASTE / SCHEDULED
TRIBE.


5. STATEMENT OF THE REVIEWING AUTHORITY ( Should not exceed more than
100 words )


OVERALL NUMERICAL GRADING BASED ON WEIGHTAGE GIVEN IN PART A, B & C
OF THE PART-3 OF THE REPORT.
GRADING TO BE GIVEN

SIGNATURE OF THE REVIEWING OFFICER
PLACE: NAME
DATE: DESIGNATION DURING THE PERIOD OF REVIEW
..
36

EMPLOYEE / OFFICER NAME:
DESIGNATION:
PART-6
OVERALL NUMERICAL GRADING AND GRADING BY THE APPROVING OFFICER ON
THE BASIS OF NUMERICAL GRADING AND GRADING GIVEN BY REPORTING /
REVIEWING OFFICER IN PART A, B & C OF PART-3 OF THE REPORT

GRADING TO BE GIVEN



SIGNATURE OF THE APPROVING OFFICER
PLACE: NAME
DATE: DESIGNATION DURING THE PERIOD OF REPORT

NOTE
1. If Approving officer wants to record this statement of any kind he can do so at above
indicated space.
2. The gradation should be entered in the A.P.A.R. Performa on the basis of percentage as
follows;

Numerical grading Grading
81-100% Excellent
61-80% Very Good
51-60% Good
31-50% Average
30%- Below Below average
37

6. Leave policies

Leave cannot be claimed as a matter of right, willful absence without previous
sanction whether in continuation of leave or otherwise shall render an
employee liable for disciplinary action.
Twenty days casual leave may be granted to an employee in a calendar year
subject to the condition that not more than seven days casual leave shall be
granted at a time.
Casual leave to the Distt. Manager and Manager shall be sanctioned by the
Honorary Secretary / Managing director and in case of the other employee by
the district manager of the cooperative Bank concerned.
An employee shall earn leave at rate of one eleventh of the period spent on the
duty. The period spent on duty shall include all kinds of leave except without
pay leave for the purpose of calculation of earned leave. Accumulation of
earned leave shall be as per instruction of an employee of Punjab Government
issued from time to time.
Subject to the balance of leave at his credit, an employee may be sanctioned
earned leave.

7. Resignation

The appointment of temporary employee may be terminated by the appointing
authority by giving notice or by paying salary for the period by which the
notice falls short.
If any employee intends to resign from his post he shall give one months
notice or deposit an amount equal notice was short of one month.
Resignation may be accepted by the appointing authority with immediate
effect or at any time before the expiry period of notice in which case an
employee shall be paid salary in respect of actual
Period spent on duty in the service.
If an employee leaves service without giving the due notice, he shall be liable
to pay an amount equal to salary including allowances for the period of notice
38

falls short and any other dues recoverable from him and the bank concerned
shall be authorized to deduct those amount from his unpaid dues including
salary, allowances, and gratuity.


8. Retirement policies

All Persons in the service shall retire on the attainment of the age of 58 years.
The age of retirement may subject to the approval of the registrar, be raised by
the Board in any particulars case giving reason for doing so up to the
maximum of 60 years.
Provided that the employee concerned is physically fit to carry on work
efficiently. Such extension shall be from year to year and do not for a number
of years in one stretch.
Registrar approval shall be necessary every time the extension is granted to an
employee.
Provided further than class 4 servants Jamdar, Peon & Guards etc. shall retire
on the attainment of the age of 60 years.

9. Pay Allowances and other concession

Unless anything is otherwise contained in these rules, an employee appointed
to any category shall draw the basic salary in the scale fixed for the category.
Pay scale for different posts;
a) For Senior Manger:
Rs. 10300-34800+4400(Grade Pay)
b) For Manager:
Rs. 10300-34800+4200(Grade pay)
c) For Information technology officer:
Rs. 10300-34800+3600(Grade pay)
d) For Clerk cum data entry operators:
Rs.10300-34800+3200(Grade pay)
39

An Employee finally taken on the common cadre shall have the right to retain
his present service benefit such as pay scale, medical and other allowances,
leave rules etc.
If an employee is promoted from a post of a lower category to a post of a
lower category to a post of higher category his initial salary in the post shall
be fixed according to the provision of the Punjab civil service rules.
Annual increment on first appointment or on direct recruitment or on
promotion shall be allowed after the concerned employee complete the
training successfully whichever is prescribed by the administrative committee
for the category in which he is appointed.
Bonus is provided to a member of service on completion of 12 months
satisfactory service, may be allowed a bonus upto one month salary out of the
yearly profits in accordance with the bye-laws of the cooperative financing
institution concerned.
The Traveling allowances shall be admissible to the employee in the common
cadre as provided below;
a. Gradation of employee for the purpose of daily allowances and
Traveling allowances shall be as per Punjab government institution.
b. Where the officials have to stay in hotel and tourist Bungalow run on
commercial lines they shall be reimbursed the actual hotel expenses
as per their entitlement / or upto one and a half time the limits fixed by
the Punjab government.

10. EXIT POLICY

The organization has a regular turnover of employees due to various reasons
such as Retirement, voluntary retirement and resignation etc from time to
time.
Feedback is obtained from employees on the occasion of separation from the
organization; such feedback on matter that effect well being of people is
useful in improving the organization HR policies and practices.

40

ANALYSIS AND INTERPRETATION


A. RECRUITMENT AND SELECTION

1. Are you satisfied with the external recruitment sources performed in your organization?

Employee response In %
Agree 82
Disagree 18





INTERPRETATION: Regarding external recruitment sources 82% employees
are satisfied or agree whereas 18% are not satisfied which is performed in the
organization. Therefore, the employees are satisfied by recruitment process.

82%
18%
External recruitment sources
agree
disagree
41

2. Are you satisfied with the monetary reward given on bringing a candidate on board?

Employee response In %
Agree 74
Disagree 26





INTERPRETATION: Regarding monetary reward given on bringing on board 74% of
employees are satisfied and 26% are not satisfied.


74%
26%
Monetary reward
agree
disagree
42

3. Are you satisfied with the background checks conduct for employees?

Employee response In %
Agree 78
Disagree 22








INTERPRETATION: Regarding background check which is conduct for employees 78%
employees are satisfied whereas 22% employees are not satisfied.


78%
22%
Backgroud checks
Agree
Disagree
43

B. INDUCTION

1. The induction programme of your organization is informal type.


Employee response In %
Agree
82
Disagree
18








INTERPRETATION: Regarding induction programme which is conducted in the
organization, 82% of the employees are satisfied whereas 18% of the employees are not
satisfied.


82%
18%
Induction programme
Agree
Disagree
44

C. TRAINING AND DEVELPOMENT

a. For Employee performance is the training need analyzed in your organization

Employee response In %
Agree 76
Disagree 24









INTERPRETATION: Regarding employee performance, 76% of employees are satisfied
whereas 24% of employees are not satisfied. It means that most of the employees get affected
from this evaluation.


76%
24%
Employee performance
Agree
Disagree
45

b. Are you satisfied with the Classroom method adopted by your organization to train
the employees?

Employee response
In %
Agree 73
Disagree 27







INTERPRETATION: Regarding Classroom method, 73% of the employees are satisfied
whereas 27% of the employees are not satisfied. It means most of the employees get affected but
some of the employees want training and development programmes to train employees.






73%
27%
Classroom method
Agree
Disagree
46

D.PERFORMANCE APPRAISAL

1. Are you satisfied with the Balanced Scorecard method?
Employee response in %
Agree
92
Disagree 8






INTERPRETATION: Regarding Balance scorecard method, 92% of the employees
are satisfied whereas only 8% of the employees are not satisfied. It means that most of
the employees are benefited from this evaluation method




92%
8%
Balance scorecard method
Agree
Disagree
47

2. Are you satisfied with the feedback given to you by organization?

Employee response In %
Agree 72
Disagree 28







INTERPRETATION: Regarding feedback 72% of the employees are satisfied whereas
28% of the employees are not satisfied. It means that some of the employees get benefited but
some are not.

72%
28%
Feedback
Agree
Disagree
48

E. CAREER PROGRESSION

1. Are you satisfied with the mentor system followed for career progression?

Employee response In %
Agree 84
Disagree 16







INTERPRETATION: Regarding mentor system followed for career progression, 84% of
the employees get benefited and only 16% of the employees are exempted.

84%
16%
Mentor system
Agree
Disagree
49

F. REWARDS AND RECOGNITION

1. Are you satisfied with the monetary rewards?

Employee response In %
Agree 67
Disagree 33








INTERPRETATION: Regarding monetary rewards, 67% of the employees are satisfied
whereas 33% of the employees are not satisfied. It means that some of the employees want to
implement non-monetary rewards in the organization.

67%
33%
Monetary Rewards
Agree
Disagree
50

G. LEAVE POLICY

1. Are you satisfied with the privilege leave provided to you?

Employee response In %
Agree 83
Disagree 17






INTERPRETATION: Regarding privilege leave provided to employees, 83% of the
employees are satisfied whereas 17% of the employees are not satisfied.








83%
17%
Privilege leave
Agree
Disagree
51

FINDINGS

The policy of the Banks provides facilities to all around growth of individuals by
training in house and outside the organization, reorientation, lateral mobility and
self-development through self-motivation.
The HR policy helps individuals to realize his potential in all facet while
contributing to attain higher organizational and individuals goals.
This policy helps to build a team and team work as primary instruments in all
business activities.
This policy helps to implement equitable, scientific and objective of reward,
incentives and control.
The Policy recognizes worth contributions in time and appropriately, so as to
maintain a high level of employee motivation and morale.
This helps employees to understand how their work goals relate to Bank goals.
Banks inspires the employees to do their best work every day in order to provide
excellence in its service.


52

LIMITATIONS OF STUDY

The sample size taken for study is quite small and it does not represents the whole
population.
Time and other factors, which are beyond the human limitation, have also a bearing
on study.
Scope of survey is large enough but the time is limited.
Since only limited number of respondents have been selected which do not represents
the whole pattern followed by different other banks.





















53

SUGGESTION AND RECOMMENDATION

To keep pace with the changing Banking activities a regular training should be
needed to the employees of all level to bring advancement in their attitude,
motivation and in their performance.
Group activity should be encouraged to bring constructive attitude towards each
other.
The Bank should give the appropriate recognition for the contributions and
accomplishments made by employees. A flexible reward system should be adopted
by organization to improve employee motivation.
A more transparent communication system should be developed in the organization,
where data and other Bank related information should be made available easily to its
members at any time when it is required.
To compete with other commercials banks this has to develop more customer
oriented services in order to retain the existing and to attract new customers;
The various facilities like ATM services, electronic fund transfer and
incase of disabilities home services for the customer should attract as well
as helps in retain the customers.









54

BIBLIOGRAPHY

1. Book:
Human resource Management by Ashwathapa.
Bye-Laws of The Punjab State Cooperative Bank Limited.

2. Journal and articles:
Human resource manual of DASRA international.
61
st
Annual report of The Punjab State Cooperative Bank limited.

3. Websites:
www.citehr.com
www.wikipedia.com
www.pscb.in
www.scribd.com


















55

ANNEXURES

Name of Employee: -----------------------------------------------------------------------
Designation: ----------------------------------------------------------------------

QUESTIONNAIRES
A.) Recruitment and Selection
1. Are you satisfied with the external recruitment sources performed in your organization?
1. Agree 2. Disagree
2. Are you satisfied with the monetary reward given on bringing a candidate on board?
1. Agree 2. Disagree
3. Are you satisfied with the background checks conduct for employees?
1. Agree 2. Disagree

B.) Induction

1. The induction programme of your organization is informal type.
1. Agree 2. Disagree


C.) Training and Development

1. For Employee performance is the training need analyzed in your organization.
1. Agree 2. Disagree

2. Are you satisfied with the Classroom method adopted by tour organization to train
the employees?
1. Agree 2. Disagree

D.) Performance Appraisal

1. Are you satisfied with the Balanced Scorecard method?
1. Agree 2. Disagree

56

2. Are you satisfied with the feedback given to you by organization?
1. Agree 2. Disagree

E.) Career Progression

1. Are you satisfied with the mentor system followed for career progression?
1. Agree 2. Disagree
F.) Rewards and recognition
1. Are you satisfied with the monetary rewards?
1. Agree 2. Disagree


G.)Leave policy
1. Are you satisfied with the privilege leave provided to you?
1. Agree 2. Disagree