A MINI PROJECT REPORT ON

“STATE BANK OF INDIA”

MADE BY:
MONAL RAJ TANDON
MBA HR

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TABLE OF CONTENT
Content

s
TABLE OF CONTENT.....................................................................................................................................2
BFSI SECTOR................................................................................................................................................4
Opportunities and Challenges:................................................................................................................4
STATE BANK OF INDIA..........................................................................................................................6
AWARDS..................................................................................................................................................7
PRODUCTS AND SERVICES OF SBI................................................................................................................9
Payments/Transfer..................................................................................................................................9
E – Deposits.............................................................................................................................................9
Smart Cards.............................................................................................................................................9
BUSINESS MODEL OF SBI...........................................................................................................................11
HR FUNCTIONS..........................................................................................................................................12
MANAGERIAL FUNCTIONS.....................................................................................................................12
Planning.................................................................................................................................................12
Organizing..............................................................................................................................................12
Directing................................................................................................................................................13
Coordinating..........................................................................................................................................13
Controlling............................................................................................................................................13
OPERATIONAL FUNCTIONS.........................................................................................................13
Recruitment and selection.....................................................................................................................14
Training and Development....................................................................................................................14
Performance Management System.......................................................................................................14
Compensation and benefits...................................................................................................................14
Employee Engagement..........................................................................................................................14
JOB DESCRIPTION & SPECIFICATION OF THE BRANCH MANAGER OF SBI..................................................15
RECRUITMENT AND SELECTION PROCESS OF BRANCH MANAGER............................................................20
PROCESS................................................................................................................................................20
TRAINING METHODS FOR BRANCH MANAGER.........................................................................................21

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TRAINING CALENDER.................................................................................................................................22
CAREER GRAPH OF A BRANCH MANAGER.................................................................................................23
KRA & KPI OF BRANCH MANAGER.............................................................................................................24
GOAL SHEET FOR THE POST OF BRANCH MANAGER.................................................................................26
CTC STRUCTURE OF BRANCH MANAGER...................................................................................................27
[STATE BANK OF INDIA]..................................................................................................................27
[ADDRESS]..........................................................................................................................................27
[PHONES].............................................................................................................................................27
[EMAIL ID]..........................................................................................................................................27
PERFORMANCE MANAGEMENT SYSTEM OF A BRANCH MANAGER..........................................................28
ADVANTAGES........................................................................................................................................28
DISADVANTAGES...................................................................................................................................28

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BFSI SECTOR
Banking, Financial Services and Insurance (BFSI) is set to grow exponentially in India due to the
rising per capita income, introduction of new products, innovation in technology, expanding
distribution, networking and increasing customer awareness of financial products. BFSI Industry
has seen bold reforms in the last 15 years and will continue to be a top priority focus industry for
India’s economic development based on inclusive growth.

Opportunities and Challenges:

 BFSI industry is set to grow significantly in the coming years due to India’s economic
expansion and growing awareness among the population of these financial products /
services
 New and wider products will provide immense opportunities to develop niche areas
 The industry has adopted IT as an integral part of business strategy, where RSM is well
positioned to provide various services on such IT platforms
 High supervision by regulators will require constant vigilance and need to adopt
measures to mitigate risks based on various control measures including ‘Risk Based
Audits’ (RBA) as provided by:
o The Reserve Bank of India in its RBA guidelines to banks
o The Insurance Regulatory authority of India (IRDA) to the insurance industry
o Securities Exchange Board of India (SEBI) for the mutual fund industry
o
 It also plays a substantial role in promoting the long term growth of the Indian economy,
led by the major segments of this industry, viz. banking, insurance and mutual funds.
Moreover, the report also stated that the banking and insurance sector contributes more
than 6 per cent towards India's GDP during the year ended 2008.

 Being an important sector that can further accelerate the growth of the country, the
manpower requirement in the BFSI industry has risen to fuel that progress, with over 8.4

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million individuals projected to be employed in the next couple of years. The NSDC
also reported that the projected human resource requirement
between 2008 and 2022 is estimated to reach over 4.2 million

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STATE BANK OF INDIA

The Bank is actively involved since 1973 in non-profit activity called Community Services
Banking. All our branches and administrative offices throughout the country sponsor and
participate in large number of welfare activities and social causes.

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In order, therefore, to serve the economy in general and the rural sector in particular, the All
India Rural Credit Survey Committee recommended the creation of a state-partnered and state-
sponsored bank by taking over the Imperial Bank of India, and integrating with it, the former
state-owned or state-associate banks. An act was accordingly passed in Parliament in May 1955
and the State Bank of India was constituted on 1 July 1955

 Later, the State Bank of India (Subsidiary Banks) Act was passed in 1959, enabling the State
Bank of India to take over eight former State-associated banks as its subsidiaries (later named
Associates).

The State Bank of India was thus born with a new sense of social purpose aided by the 480
offices comprising branches, sub offices and three Local Head Offices inherited from the
Imperial Bank. The concept of banking as mere repositories of the community's savings and
lenders to creditworthy parties was soon to give way to the concept of purposeful banking
subserving the growing and diversified financial needs of planned economic development. The
State Bank of India was destined to act as the pacesetter in this respect and lead the Indian
banking system into the exciting field of national development.

AWARDS

 SBI wins Asian Banker’s “Best Transaction Bank & Best Payment Bank in India” Award
for 2019
 Best Transaction Bank in India by “The Asian Banker” for the second time in a row.
 The Best Trade Finance Bank (India)-2019” for the eighth consecutive year by Global
Finance Magazine.
 Green Bond Pioneer Award” for being the largest new emerging markets Certified
Climate Bond issuer of 2018 by Climate Bond Initiative.
 Best MSME Bank Award-Large bank’ by CIMSME.

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 YONO, our digital initiative, won the “Mobile Banking Initiative of the Year - India” at
the Asian Banking and Finance Retail Banking Awards, Singapore and ET BFSI
Innovation Awards.
 At the Asian Banker Financial Technology Innovation Awards 2018 SBI received awards
in a number of categories including The Risk Data and Analytics Technology
Implementation of the Year for OFSAA.

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 PRODUCTS AND SERVICES OF SBI

Payments/Transfer

o Funds Transfer
o Intra-Bank Transfer
o RTGS/NEFT
o Credit Card (VISA)
o IMPS Payments
o NRI eZ Trade Funds Transfer

E – Deposits

o E-TDR/e-STDR
o E-TDR/e-STDR under Income Tax Savings Scheme
o SBI Flexi Deposit
o E-Annuity Deposit Scheme
o E- Recurring Deposits

Smart Cards

o Gift Card
o Smart Pay-out Card
o State Bank eZ Pay Card
o State Bank Achiever Card
o State Bank Virtual Card
o VISA Foreign Travel Card
o MasterCard Foreign Travel Card

 State Bank Collect

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 Bill Payments
 NPS Contribution
 Power Jyoti Fee Collection (PUL)
 Loan against Shares
 Apply SBI Credit Card

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BUSINESS MODEL OF SBI
KEY ACTIVITIES
Risk Assessment
Financial Intermediation
Loans
KEY
KEY PARTNERS Banking Services
RESOURCES
SBI Branches Asset Management
Employees
Government Wealth Management
Government
Regulators support

NBFCs

CHANNELS
VALUE CUSTOMER SBI Branches
PROPOSITIONS RELATIONSHIP
Internet Banking
Loan products Online SBI
Phone Banking
Micro Credit Trust

Advisory Internet Banking

REVENUE
Cost Structure STREAM
CUSTOMER Taxes
IT Service maintenance
SEGMENTS
Fees
Staff Compensation
Individuals
Insurance
Taxes
Corporates Premium
Legal Fees
Government sector
Foreign Trade Dealers

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HR FUNCTIONS

The HR functions can be classified into two components –

 Managerial Functions
 Operational Functions

MANAGERIAL FUNCTIONS

Planning
Organizing Directing

coordinating controlling

Planning – In the process of HR, the planning is not a one-time job. It is a continuous process.
The planning involves not only of present but also for the future. Planning is to decide how much
resources should be needed and talking about HR, planning involves determination of the
manpower, budgeting etc. It is the link between the current scenario and the vision of the
organization

Organizing- The organizing is the result of the planning process. The term organizing
involves the syncing of all the resources in the organization. This function is undertaken so that
all the resources can be arranged in the form so that there is no ambiguity

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Directing- In Hr, the directing function consists of motivating the employees so that they can
achieve the organizational goal. The directing function in the layman language is that function of
the management wherein the managers tend to guide, supervise the performance of the
employees to achieve the organizational goal

Coordinating - Coordination is the function of management which ensures that different

departments and groups work in sync. Therefore, there is unity of action among the employees,
groups, and departments. It also brings harmony in carrying out the different tasks and activities
to achieve the organization's objectives efficiently

Controlling- The function of controlling refers to the process of identifying the deviation in the
actual performance and take the corrective measures so that the actual performance can meet up
the expectations and there must not be any gap in the performance

OPERATIONAL FUNCTIONS

Recruitment Training and

Performance
and selection development
management
system

Employee
Compensation and
Engagement
benefits

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Recruitment and selection – Recruitment refers to inviting the pool of the applications
for the vacant job position in an organization. Selection refers to the choosing of the best
candidate from the pool of the applications that can perfectly fit into the role of the vacant job
position

Training and Development – Training and development is one of the key function of
HR in an organization. The training and development are understaken in order to improve the
efficiency and the effectiveness of the employees. The training is for dealing with the immediate
changes in the organization whereas development is for the long period of time

Performance Management System- The performance Management System or the

PMS is the appraisal process used in the company to determine the performance and arrange the
rewards in respect of the performance. The pms helps to retain the employees and also helps in
effective performance through continous feedback

Compensation and benefits – compensation and benefits are the monetary and non
monetary incentives given to an employee according to his/ her performance. The compensation
is tangible whereas the component of benefits is non monetary in nature. This compensation and
benefits is helpful in framing various policies

Employee Engagement – Employee engagement is the component that helps to

determine the relationship between the employees and the organization. It helps to determine
how much employees are committed towards the organization and how much they are passionate
about their work. A good employee engagement helps to lower the attrition rate and improve the
employee productivity

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JOB DESCRIPTION & SPECIFICATION OF THE BRANCH
MANAGER OF SBI

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 JOB ANALYSIS OUTPUT: JOB DESCRIPTION

               
Business Units / Function:   Banking            
Job Title: Branch Manager
 
Incumbent Name: XYZ
Main Purpose of Job:                
To provide financial information to management
To foresee financial reporting
To provide excellent customer experience
Supervision Received: To focus on employee training and development
  Regional operations Manager
Supervision Exercised:                
  Managers
Key Responsibilities /                
Accountabilities:
Key Activities End Results
1.preparation of financial statements analysis of financial
statements
2. Oversee banking process and sound knowledge of
procedure banking process
3. Recruitment, training and achieving the knowledge
development of new employees of HR component
4. Summarizing of financial financial planning for the
transactions fiscal year
proper accounting
5. To maintain accounting controls
systems
6. Maintaining budget monitoring planning of expenditures
  systems for the fiscal year
Major Challenges:                
  maintenance of accounting controls
  analyzing and summarizing financial statements
  Minimization of expenditures
  Securing the financial information of the company
                 
Key Decisions:  
  decision on expenditure
  decision on financial statements
  decision on sources of funds
Working Relationship within                
Business Units:

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   HOD-Finance
Dimensions:                
total staff
Asset controlled-nil
  Annual budget controlled - nil
Experience & Qualification:                
Educational Qualification:
Graduation in accounting, business or related fields
Experience Required:          
  0-2 years
Competency Profile:                
  Reporting Skills
  Confidentiality
  team management skills
  Analytical skills
  Decision making skills
  Time management skills
  Budgeting skills
  Negotiation skills
  communication skills
Main Purpose of Job:                
To provide financial information to management
To foresee financial reporting
To provide excellent customer experience
Supervision Received: To focus on employee training and development
  Regional operations Manager
Supervision Exercised:                

  Managers
Key Responsibilities /                
Accountabilities:
Key Activities End Results
1.preparation of financial statements analysis of financial
statements
2. Oversee banking process and sound knowledge of
procedure banking process
3. Recruitment, training and achieving the knowledge
development of new employees of HR component
4. Summarizing of financial financial planning for the
transactions fiscal year
proper accounting
5. To maintain accounting controls
systems
6. Maintaining budget monitoring planning of expenditures
  systems for the fiscal year

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Major Challenges:                
  maintenance of accounting controls
  analyzing and summarizing financial statements
  Minimization of expenditures
  Securing the financial information of the company
                 
Key Decisions:  
  decision on expenditure
  decision on financial statements
  decision on sources of funds
Working Relationship within                
Business Units:
HOD-Finance

 
Dimensions:                
total staff
Asset controlled-nil
  Annual budget controlled - nil
Experience & Qualification:                
Educational Qualification:
Graduation in accounting, business or related fields
Experience Required:          
  0-2 years
Competency Profile:                
  Reporting Skills
  Confidentiality
  team management skills
  Analytical skills
  Decision making skills
  Time management skills
  Budgeting skills
  Negotiation skills
  communication skills
  Data Entry Skills
                 
Position Holder                
      Line Manager     Date 03-06-20
Name:                
  ABC   Name: XYZ        
Signature:                
      Signature:        
                 

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RECRUITMENT AND SELECTION PROCESS OF BRANCH
MANAGER

Recruitment refers to the process of inviting the applications in order to fill up the vacant job
positions in an organization. The vacancy in the organization like SBI tends to exist when an
employee is about to get retire in the organization. The selection is the process of choosing a
candidate from the pool of the candidates who is both culture fit and organization fit and the skill
set tends to match with the skills required to perform the job.

PROCESS

 Firstly, the vacancy in the organization should be communicated through the online or the
print media
 Secondly, there must be a written examination acting as a preliminary process that
consists of areas like domain knowledge, aptitude, written communication and general
knowledge in order to check the intelligence level of the candidate
 Thirdly, those who will qualify the written round, should be called upon to attend the GD
process. This process shall be done based on the merit list of the written round
 Those who shall qualify the GD round and their scores shall be considered for the final
interview. The final interview round shall be taken by the HR and the top management of
the company
 Those who shall qualify the interview, shall get their names in the list which will be
displayed on the official website of SBI

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TRAINING METHODS FOR BRANCH MANAGER

Lecture Method – in this type of method, all the trainees are made to sit in a classroom like
setting and given the training just like a classroom teaching. They are being given training just in
the form of the classroom session and the training is being conducted in the form of the session
which afre being conducted at the regular intervals. The trainer is appointed through the external
party and is responsible to train the employees on the certain aspects of the job

Case Study Method – In this method of training, the decision-making ability of the candidates is
being assessed. In this method, the trainees are being different scenarios wherein the decision-
making ability and the skill set are being checked by giving the trainees the real case scenarios
according to the job roles. The branch managers can be trained using this method by providing
number of cases and can be assessed pertaining to the cases

Understudy training Method- In this type of training, a lower level employee is given the training
by making him work under the superior through the method of the observation. He is given the
opportunity to learn about the duties and responsibilities by working under the superior. This
type of training can be provided by the prospect candidate by making him work under the branch
manager who is about to retire so that he can learn the duties by observing him

In Basket Training – In this type of training, the employees are given a number of tasks to be
performed and is judged on the basis of the fact that how he/she deals with the problems that
arise during the job and is done basically to check the how the employee deals with the
complexity that arises while performing the job roles. Through this type of training, the
prospecting branch manager can be assessed on his ability to prioritize the task

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TRAINING CALENDER

Week Month Type of Training

Week 1 April Banking Training

Week 2 April Products and services training

Week 3 April Evaluation of week 1 and 2

Week 4 April Branch Leadership

Week 5 April Customer service training

Week 1 May Evaluation of week 3 &4

Week 2 May Branch Performance

Management Training
Week 3 May Determining security and risk
assessment
Week 4 May Evaluation of week 2&3

Week 5 May Analytical Skills

Week 1 June Excel Training

Week 2 June Training assessment

Week 3 June Feedback of training

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CAREER GRAPH OF A BRANCH MANAGER

Find out the career

Negotiating the job
Self evaluation options and prepare
offer
according to them

Make a conscious
Figure out how things
choice about the
actually works
career change

When talking about the career planning for a branch manager, the first step to be conducted is to
do a self evaluation. In this step, the branch manager shall be given an evaluation form in order
to determine the strong areas. After the determination of the strong areas, there will be the search
for the prospect career options that suit the skills of the candidate. In the next stage, the
employee shall become committed towards the offer and then can negotiate about it. Later comes
the retention stage where the branch manager can continuously update their skills and finally can
take a call to switch their career paths

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 KRA & KPI OF BRANCH MANAGER

KPI & KRA Table for Branch Manager (Target 80%)

Key
Measures Self-
SL Performance Manager Weighted
KRA ( target/ Attained Weights ratin remarks
NO indicators rating Avg.
dead line) g
(KPI)
Achieved and
surpass the 40
Targets            
Development
of new 10
customers            
Increase in
customer
base and Sale of 5
1 insurance
financial
base of policies            
company
10
Development
of budgets            

Forsee
20
functionality
of Bank            

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 20
Product info.            

15
Forming the
budget            
Operational
2
aspects
10
Maintainenc
e of accounts            

15
Training and
Human
coaching            
3 resource
development
10
Employee
motivation            

Average Total= SUM of WA / Number of KPIs

Target score = Average Total X 80 / 100

GOAL SHEET FOR THE POST OF BRANCH MANAGER

TYPE OF GOAL DESCRIPTION GOAL SET BY CRITERIA remarks

OF GOAL THE FULFILLED (yes/no)
COMPANY
SPECIFIC What was the
goal?
Why only this
goal?
How this goal
shall be fulfilled?
MEASURABLE How much of the
quantity?
ACTIONABLE What task was
performed to
achieved that
goal?

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REALISTIC How is the goal
relevant to the
company?
TIME BASED How much time
was taken to meet
the deadline?

Was the goal

completed within
the timeframe?

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CTC STRUCTURE OF BRANCH MANAGER
CTC CALCULATION

[STATE BANK OF INDIA]

[ADDRESS]
[PHONES]
[EMAIL ID]

Employee Name: [xyz]

Designation [Branch Manager]
Salary Month [March]

COMMENTS [Any comments] Employee ID 1548067

Date 03/04/2020 Phone No. 68656565564
P.O Number 4656655 Terms [Due on receipt]

Particulars Advance Amount

Basic 30,000 /-
House Rent allowances 10,000 /-
Conveyance 5000 /-
Dearness allowances 2580 /-
Overtime 8750 /-
SUBTOTAL 56280 /-

Employee Insurance 1000 /-

Provident Fund 2800 /-

NET SALARY 55,000 /-

Employee’s Signature

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PERFORMANCE MANAGEMENT SYSTEM OF A BRANCH
MANAGER

the PMS method that is being suggested for the Branch Manager is 360-degree method. In this
method, it is ensured that the appraisal takes place in an effective manner. This process is a type
of employee performance review in which subordinates, co-workers, and managers all
anonymously rate the employee. This information is then incorporated into that
person's performance review.

This method provides a holistic view of the employee and helps him to identify his strengths and
weaknesses. The 360-performance review is mostly focused on the contribution of employee and
their skills along with the competencies. It is a balance way to view the actual performance of
employee in the area of teamwork, leadership, interaction, interpersonal communication,
contribution, management, accountability, work habits, vision, and other things based on the
employee’s job profile.

ADVANTAGES
Identifies developmental opportunities

Perform the competency Mapping

Feedback approach

DISADVANTAGES
Biasness

Lack of leadership

Time Consuming

Complex in nature

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