What is HR practice?
The activities done by the human resources department is directly correlated with the HR
practice. Human resources practice are strategic. It represents a main guidance that coordinate
with your executive system. For example HR practice include method of measuring a effect of
the workers reward program. It also includes forming program which reduce work related injury,
and building a framework to ensure employment law are adhere to. HR practice are human
resources management process and action that work Good for the business. Example such as
providing security to the workers, hiring a right people, self managed teams and creating learning
organization.
We can divide Scope of Human resource practice in three part.
1 personal aspect
this aspect deal with manpower planning, recruitment, selection, placement, promotion, T&D,
layoffs and incentives etc.
2 welfare aspect
This is concerned with working conditions and amenities such as canteens, rest and lunch rooms,
housing, transport, medical assistance, education, health and safety, recreation facilities, etc.
3. Industrial relations aspect
This covers union management relations, joint consultation, collective bargaining, grievance and
disciplinary procedures, settlement of disputes, etc.
Scope of HR practice in private sector
HR practice in the private sector is very important. If we see scope of HR practice in private sector
they are selecting good employee they’re taking interview and required test for the selection of
the employees. They are also following welfare aspects as mentioned above. In private sector
there is less welfare aspects. They are concentrating more on profit. They are also following third
aspects strongly because we can see that private sector organization are making union to get
advantage of the market and higher price of goods and services.
Scope of HR practice in the public sector
In public sector the first aspects Is not working properly because the selection is based on exam
of general knowledge and other things so that it’s not good thing or there not conducting
interviews. There are selecting employee from the reserve quota of backwards classes even if
they are having enough qualifications. If we see second aspects public sector are giving good
wages and benefits to the employees than private sector. .
Training & development and performance appraisal at ICICI Bank
The Bank have built strong training and development to build competencies across various
sectors of the bank. Training is conducted through internet based training modules on products
and operations. In training Special programmers are selected for functional training and
leadership development are conducted to build knowledge as well as management ability at
training facility. ICICI Bank is also select from the best available training programmers and faculty,
both international and domestic, to meet its training and development needs.
Its Human Resource has following features: Human Resource (HR) practices high leveraging on
technology. HR Development is using critical activity for healthy culture building. It has
recruitment process that identifies among other things an individual's degree of customer
orientation. Training and Development in ICICI Bank is referred to the team of employees in the
Human Resource department who are responsible for such activities.
Performance appraisal at ICICI Bank
In ICICI Limited, performance appraisal system was done in two ways. For executives grading
system done and for workers they implement merit rating system. These systems are done on at
different time intervals. For executives grading system is carried out once in a year and for
workers if his done ever six months.
Appraisal traits
The appraisal consists of the following traits
● Job knowledge
● Mental ability
● Attitude
● General disposition Efficiency
● Leadership
Training and development at SBI bank
Many types training programs is offered by SBI to their employees. We divide training
programs into five parts- on-the-job training without technology, off-the-job training without
technology, on-the-job with technology and off-the-job with technology and both training
methods using technology. Majority of the employee 41.3% selected for training on-the-job
and off-the-job with technology. Based on on the basis of above results, we can say that SBI
provides both types of training i.e. on-the-job and off-the-job with technology.
Performances appraisal at SBI bank
For this purpose of performances appraisal four methods are identified. rating scale, ranking
method, paired comparison, performance test and observation. Out of total, 79.8% employee
agreed for rating scale method, 4.6% are in favor of ranking method, 4.6% again by paired
comparison and remaining 11% agreed for performance test and observation method. We
can say in State Bank of India, mostly rating scale are used for measuring the performance of
employees in the organization.
