Human Resource Management

Phase 1
Integrated HR Process in BFSI Industry

Submitted to : Dr. Manjari Srivastava

Submitted by: GROUP 3, DIVISION H

Rohit Zende- H066

Sakshi Waigaonkar- H065
Aishwarya Deshmukh- H013
Anurag Samanta- H052
Nisarg Maheshwary- H034
Vijayshankar Raman- H048

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 INDEX
Sr. No. Title Page No.
1 Industry Overview 3
2 Job description : Entry Level 4
3 Job description : Sales Manager 6
4. References 8

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 Sector analysis - BFSI industry

Banking has become a complex activity within the financial market linked directly and
indirectly with an over-all national growth and its impact as an integral part of smaller part of
a universal banking environment. Almost every bank and financial institution is involved in
various functions in a day's job and thus requires a highly effective team and appropriate
manpower to run the show. Thus even the high automation would require proper man behind
the machine to make things happen. This idea has been realized by top management in
progressive banks. Banking requires multi-layer manpower for its various requirements of
professionals and support staff. With liberalization of activities within the banking sector, for
example, more emphasis on consumer and house finance and personal loans, etc. banking
has turned itself into a more market-based business where banks have expanded their reach
more to customers' door steps in a big way making banking more practical.

Personnel departments are primarily engaged in approval of leaves, handling of staff loans,
issuance of show cause, conducting disciplinary enquiries and termination from service.
Recruitment was a routine function and was done in a mechanical way to hire people with
specific educational background irrespective of their real value to the institution. On the one
hand it is the assigned duty and task they are to perform and for which they are paid by their
employer, on the other they think of their long run goals and objectives. Managing an
educated, skilled, talented and trustworthy staff is not an easy job.

The primary strength of the industry is the human resource that is why the efforts to develop
the skills and management are the main subject placed before the human resource
management team. A major challenge for many banks will be to develop the special
competencies and skills for credit appraisal and risk management which are the major tasks
performed by the management trainee and the Sales managers. Putting the information
technology is a key contributed in human resource development. Therefore, the HR model of
the future will require professionals to be both driving and anticipating change,
understanding the complexities of the new business environment and forces shaping it.

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 Job Description

Entry Level Employee

Job Identification: Management Trainee at Yes Bank

Job Summary: Our Management Trainee in the Sales department of the company should be
able to understand the requirements of the customer and provide them with a customised
solution associated with the insurance and financial solutions provided by us. The trainee
should be able to evaluate the available alternative insurance/mutual funds and propose a
solution which yields the maximum benefit to the specific customer giving it a personalised
touch.

Job Duties and Responsibilities:

1. Understanding the product portfolio of our bank to analyse the benefits of each
financial service that the bank offers individually and together in a group.
2. Preparation of customised solution portfolios for the customers on the basis of
comprehensive assessment of the alternatives and test cases that the customer has.
3. Identification of likely problems in our financial services offered and that may require
correction.
4. Knowledge of lending, financial analysis, customer service, as well as business
development and sales to increase bank growth and profitability.

Authority of incumbent: The Management trainee has authority to delegate work to his
juniors as well as get work done from his colleagues. In the line of command, the management
trainee would be directly reporting to the Sales manager of the corresponding branch of Yes
Bank.

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Standards of Performance:

1. The employees are expected to work cohesively and follow the performance norms
and the bank’s culture and treasure its values.
2. The management trainee is expected to be cordial and respectful towards his
colleagues and senior managers in the bank.

Working Conditions: The Bank makes sure that it provides a healthy working environment to
the employees for better efficiency and maximum results.

Working hours for the management trainee at the entry level are 8 hours, but this can be
extended on the requirement of the project.

Job Specifications:

Educational requirements: B.E./B.Tech with MBA (Sales Specialization)

Technical Competencies:

1. Basic knowledge of the insurances, mutual funds and all the rest financial solutions
offered by the company
2. Knowledge of the industry to understand the consumer demands and trends
3. Knowledge of tools like Microsoft Office to present and manage data effectively

Behavioural Competencies:

1. Skills to work cohesively with various teams within and outside the organisation to
deliver complex solutions to the customers efficiently
2. Ability to speak the technical as well as the business language
3. Ability of communicate and deliver their message to everyone from the CFO to the
entry level manager

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 Job Description

Sales Manager

Job Identification: Sales Manager

Department: Sales and Marketing

Job Summary: A Manager in the Sales department should be able to manage the sales in the
2-3 regions allocated to him through his team of 4-5 trainees and an assistant manager from
each region. Along with, he should be able to comprehend the sales data of our bank and our
competitors from his region to predict trend and manage resources accordingly.

Job Duties and Responsibilities:

1. Managing his teams to achieve sales target of the region and maximise profits
2. Formulating strategies to maintain current clients through exceptional services and
thorough consumer experience
3. Analysing the sales data to predict future trends and factors influencing the trend for
the entire banking industry
4. Formulation of new and effective business development models to grow the bank’s
deposits and investments and market share in his region and overall as well.

Authority of incumbent: The sales manager has 2-3 regions under him and each region has
an assistant manager. The assistant manager has to report to the sales manager who in turn
has to report to the Senior manager, Sales. In this line of command the sales manager needs
to make sure that the overall targets are achieved and the bank’s final missions and goals are
getting accomplished.

Standards of performance:

1. The Sales manager is expected to act as a bridge between the entry level manager and
the Senior Sales manager.
2. He/ She should take the responsibility for his teams assignments

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 3. He/ She should be able to effectively communicate information to their supervisors as
well as co-workers.

Working Conditions: The Bank makes sure that they are providing a healthy workspace for
their employees for their maximum optimisation.

Educational Qualification: B.E./B.Tech with MBA (Sales Specialization)

Work Experience: 12-36 months in the banking or similar Industry

Technical Competencies:

1. In-depth knowledge of the insurances, mutual funds and overall financial solutions
offered by the bank as well as the competitors
2. Knowledge of the customer industries to understand their future consumer demands
and thus predict trends
Behavioural Competencies:

1. Skills to work cohesively with various teams within and outside the bank to deliver
complex solutions to the customers efficiently
2. Skills to adopt to the changes that happen in the overall industry
3. Ability to take decisions which are in the best interest of the bank and those that are
more beneficial for their region
4. Ability to motivate his teams to drive maximum result and employee satisfaction

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References

1. https://www.eduers.com/business/management_trainee/

2.https://uhr.rutgers.edu/uhr-units-offices/consulting-staffing-compensation/sample-
performance-standards/sample-performance-4

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