PROJECT ON HUMAN RESOURCES MANAGEMENTIN PRIVATE SECTOR BANK SUBMITTED BY PRIYANKA SURYANATH SHARMA CLASS M.COM I SEAT NO.

ROLL NO. 74 UNDER THE GUIDENCE PROF. MEGHA JUVEKAR SUBMITTED TO UNIVERSITY OF MUMBAI NIRMALA MEMORIAL FOUNDATION COLLEGE OF COMM. & SCI.

CERTIFICATE
THIS IS TO CERTIFY THAT PRIYANKA S. SHARMA STUDYING IN M.COM I AT NIRMALA FOUNDATION COLLEGE OF COMMERCE AND SCIENCE, KANDIVALI (EAST), HAS COMPLETED A PROJECT ON HUMAN RESOURCES MANAGEMENT IN PRIVATE SECTOR BANKS IN THE YEAR OF 2012 2013. THIS INFORMATION WHICH IS SUMBITTED IS TRUE AND ORIGINAL TO THE BEST OF MY KNOWLEDGE

____________________________ SIGNATURE OF PRINICIPAL (Dr. T. P. MADHU NAIR)

_________________________________ SIGNATURE OF CO-ORDINATOR

________________________ SIGNATURE OF PROJECT GUIDENCE

______________________________ SIGNATURE OF EXTERNAL EXAMINAR

DECLARATION
I PRIYANKA S. SHARMA OF NIRMALA FOUNDATION COLLEGE OF COMMERECE AND SCIENCE, STUDYING IN M.COM I, HEREBY DECLARE THAT I HAVE COMPLETED.THE PROJECT ON THE HUMAN RESOURCES MANAGEMENT IN PRIVATE SECTOR BANK IN THE ACADEMIC YEAR 2012-2013. THE INFORMATION SUBMITTED IS TRUE AND ORIGINAL TO THE BEST OF MY KNOWLEDGE.

DATE OF SUBMISSION _____________________

_______________________ STUDENT SIGNATURE

ACKNOWLEDGEMENT
I gratefully acknowledge and express deep appreciation to many people who have made this project possible and visible. More thanks to our guide Prof. Megha Juvekar seem

pretty small compared to the month of tremendous support and indulgence began. His review, comments, correction and suggestion have enormously enriched my project. Without cheerful support and motivation of our professional course of Co-ordinator Prof. Dr. Neha Goel, this project would not have seen the light of the day. I am also grateful to our principal Dr. T. P. Madhu Nair. It gives me immeasurable pleasure to present this project in the course of M..COM I, and also I would like to share the credit with our

CHAPTER 1 HUMAN RESOURCES MANAGEMENT

Inroduction Meaning

Characteristics Need & Importance Scope Research methodology

INTRODUCTION TO HUMAN RESOURCES:

Human Resource Management is essential in all sectors and this project deals with human resources in general and in the banking sector. Before discussing Human Resources in the banking sector it is essential to understand the basic concept of human resources as well as that of management. The term human resources is variously defined in political economy and economics, where it was traditionally called labor, one of three factors of production. Its use within corporations continues to define common conceptions of the term. Modern analysis emphasizes that human beings are not predictable commodity "resources" with definitions totally controlled by contract, but are creative and social beings that make contributions beyond "labor" to a society and to civilization. The broad term human capital has evolved to contain the complexity of this term, and in macroeconomics the term "firm-specific human capital" has evolved to represent the original meaning of term "human resources".

HUMAN RESOURCE MANAGEMENT :

Human Resource Management or Personnel management is the activity of managing personnel, usually employees. In any organization, managing personnel is the process of making sure the employees (not the customers) are as productive as they can be. This can include hiring, firing, or transferring people to/from jobs they can do most productively. This subject is a major at many universities, or a minor in the business school. It is also known as personnel administration, which is functionally an equivalent term.

MEANING OF HUMAN RESOURCE MANAGEMENT:

A business unit needs employees to look after different activities. This is called manpower or human resource. Such human resource needs to be developed fully so that it will make positive contribution for the progress and prosperity of a business unit. For this systematic development and management of human resources is necessary. Human Resource Management (HRM) deals with: (a) Training (b) Self-development (c) Promotions (d) Performance appraisal of manpower recruited in an organization. HRM is an organized learning experience aimed at matching the organizational need for career growth and development. It is a process involving series of learning activities designed to acquire desired level of competence among employees. HRM is a continuous process and it needs money. Such investment creates a team of efficient, skilled and trained manpower which brings success and stability to a business unit. HRM programmes offer long term benefits to an organization.

CHARACTERISTICS OF HUMAN RESOURCE MANAGEMENT:

(1) Upgrading Manpower:

HRM is basically concerned with the upgrading of manpower working in an organization. This leads to improvement in the individual performance of an employee and also corresponding improvement in the organizational performance.

(2) Stress on Training:

HRM includes various schemes arranged for providing education, guidance, training and opportunities to learn and develop employees of all categories and working in different departments. There is an integrated use of sub-systems (training, career developments, organizational development) in the HRM programme.

(3) Attention to learning and career development:

Learning, self-development, career development and possible through HRM programme.These are the core areas of HRM. Career development is possible through joining training courses, reading books and periodicals. Learning and career development raise the capacity of employees to work at highest levels. They are given higher positions with monetary benefits.

(4) Organizational Development:

HRM includes organizational development, which includes effective communication within the organization, coordination of different activities, elimination of conflicts of different types and creation of orderly atmosphere in the whole organization.

(5) Team Spirit :

HRM is basically for developing team spirit in the whole organization. For this, departments and levels of management are properly integrated. Team spirit facilitates orderly growth of the organization in the right direction.

(6) Huge spending by Management:

All companies invest huge money on HRM activities but such expenditure is absolutely essential for survival in the present competitive business world. HRM programmes create matured, skilled and efficient manpower, which is a valuable asset of a business unit.

(7) Termination of Employment:

Termination is an unpleasant part of any managers job. Employees occasionally must be terminated for breaking rules of failing to perform adequately.

(8) Continuous Activity:

HRM is rightly treated as a continuous activity due to new developments taking place regularly in the business world. For this, on the job and off the job training programmes are introduced from time-to-time.

(9) Wide Scope:

The scope of HRM programmes is very vast. It is multi-disciplinary in character. Training and guidance are given on different aspects of business management to enable managers to deal with complex managerial problems and challenges.

NEED AND IMPORTANCE OF HUMAN RESOURCE MANAGEMENT:

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(1) To create stable labour force:

HRM programme are needed in order to create stable, efficient, skilled and matured manpower required by an enterprise for the present and future period. (2) To update the quality of manpower: HRM activities are needed for updating the quality of manpower as per the growing and changing needs of an enterprise. This avoids managerial obsolescence. Even the vacancies at higher levels can be filled in internally due to HRM programme as they provide training and opportunities of self-development to employees working at lower levels. (3) To develop strength for survival: HRM programme are necessary for survival in the present competitive marketing environment. An enterprise can face market competition only by improving quality, reducing costs and avoiding wastages. All this is possible through HRM. (4) To face challenges of technological changes: Technological changes are taking place rapidly in every area of business. HRM programme are needed in order to absorb technological changes taking place with speed. In fact, introduction of new technology, computers, automation, etc. will not be possible unless training is provided to the manpower. (5) To satisfy the demand of self-development of employees: HRM is needed to meet the needs of employees in regard to self-development and career development aspirations. Employees demand, training facilities, refresher courses, promotions and transfers, career guidance, etc. for their self-development. HRM programme are needed to fulfill self-development and career development of employees. (6) To meet future manpower needs:

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HRM is needed to meet the future manpower needs of the organization. Executives, managers, supervisors leave the job or retire due to age factor. Competent juniors must take their positions. HRM is needed in order to keep ready a team of competent managers as a second line of defence.

(7) To facilitate expansion and diversification: HRM activities are needed to meet the manpower requirements resulting from expansion and diversification programme undertaken at the enterprise level. Attention should be given to HRM much before the introduction of expansion programme.

(8) To utilize production capacity fully: HRM is needed in order to use the available production capacity to the optimum level. It provides skilled manpower for this purpose.

HUMAN RESOURCES DEVELOPMENT

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Human Resource Development (HRD) is the framework for helping employees develops their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, succession planning, key employee identification, tuition assistance, and organization development. The focus of all aspects of Human Resource Development is on developing the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers. Human Resource Development can be formal such as in classroom training, a college course, or an organizational planned change effort. Or, Human Resource Development can be informal as in employee coaching by a manager. Healthy organizations believe in Human Resource Development and cover all of these bases. Human resources is a term used to refer to how people are managed by organizations. The field has moved from a traditionally administrative function to a strategic one that recognizes the link between talented and engaged people and organizational success. The field draws upon concepts developed in Industrial/Organizational Psychology and System Theory. Human resources has at least two related interpretations depending on context. The original usage derives from political economy and economics, where it was traditionally all belabors one of four factors of production although this perspective is changing as a function of new and ongoing research into more strategic approaches at national levels. This first usage is used more in terms of 'human resources development', and can go beyond just organizations to the level of nations . The more traditional usage within corporations and businesses refers to the individuals within a firm or agency, and to the portion of the organization that deals with hiring, firing, training, and other personnel issues, typically referred to as 'human resources management'. This article addresses both definitions.

Development

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The objective of human resources development is to foster human resourcefulness throughenlightened and cohesive policies in education, training, health and employment at alllevels, from corporate to national. basically human resource deals with the human qualities as a resources and using them inthe organization to overcome the problem with the effective solution at the right time bythe right person at the right place. Management Human resource management's objective, on the other hand, is to maximize the return on investment from the organization's human capital and minimize financial risk. It is the responsibility of human resource managers in a corporate context to conduct these activities in an effective, legal, fair, and consistent manner. Key functions Human Resource Management serves these key functions: 1. Recruitment & Selection 2. Training and Development (People or Organization) 3. Performance Evaluation and Management 4. Promotions/Transfer

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SCOPE OF HUMAN RESOURCE MANAGEMENT: (1) Training:

Training is an essential element of HRM. This develops skills and capacity to work at higher levels and positions. Training is possible by different methods. It is useful for self-development and career development.

(2) Performance Appraisal:

Performance appraisal is an important area of HRM. The purpose of performance appraisal is to study critically the performance of an employee and to guide him to improve his performance. An employee is told about his strengths and weaknesses and assistance is given to remove weaknesses and make the plus points more strong. This technique is useful for building a team of capable employees and is also used for their self-development. (3) Potential Appraisal: It relates to the study of capabilities of employees. It is useful for proper placement and career development of employees. Potential appraisal of employees is useful for developing their special qualities, which can be used fruitfully along with the expansion and diversification of activities of the company. Potential appraisal is possible by the superior with the help of different methods. (4) Career planning and development: Under HRM employees should be given guidance for their self-development and career development. The opportunities likely to develop in the organization should be brought to their notice. They should be motivated for self-development, which is useful to the organization in the long run. Superiors are supposed to provide information and guidance to their juniors in this regard. Career development is an integral part of HRM.

(5) Employees welfare:

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Employees welfare is within the scope of HRM. Welfare facilities are useful for creating efficient and satisfied labour force. Such facilities raise the morale of employees. Employees welfare include the provision of medical and recreation facilities, subsidized canteen, free transport and medical insurance. Such facilities support training and other measures introduced for HRM. (6) Rewards and incentives: HRM includes provision of rewards and incentives to employees to encourage them to learn, to grow and to develop new qualities, skills and experiences which will be useful in the near future. Reward is an appreciation of good work. It may be in the form of promotion, higher salary or higher status. Rewards and incentives motivate employees and raise their morale. (7) Organizational development: HRM aims at providing conflict-free operations throughout the organization. It also keeps plans ready to deal with problems like absenteeism, turnover, low productivity or industrial disputes. (8) Quality of work life: Quality of work life depends on sound relations between employers and employees. A forward looking policy on employee benefits like job security, attractive pay, participative management and monetary and non-monetary rewards will go a long way in improving the quality of work life helps employees to strike an identity with the organization. (9) Human resource information system: Such system acts as an information bank and facilities human resource planning and development in a proper manner. It facilitates quick decision making in regard to HRM. Every organization has to introduce such system for ready reference to HRM matters. Updating of such information is also essential.

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HUMAN RESOURCE MANAGEMENT SYSTEMS:

Human Resource Management Systems (HRMS, EHRMS), Human Resource Information Systems (HRIS), HR Technology or also called HR modules, shape an intersection in between human resource management and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the planning and programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin on software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible. The HR function's reality : All in all, the HR function is still to a large degree administrative and common to all organizations. To varying degrees, most organizations have formalized selection, evaluation, and payroll processes. Efficient and effective management of the "Human Capital" Pool (HCP) has become an increasingly imperative and complex activity to all HR professionals. The HR function consists of tracking innumerable data points on each employee, from personal histories, data, skills, capabilities, experiences to payroll records. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing innovative HRMS/HCM technology. Due to complexity in programming, capabilities and limited technical resources, HR executives rely on internal or external IT professionals to develop and maintain their Human Resource Management Systems (HRMS). Before the "client-server" architecture evolved in the late 1980s, every single HR automation process came largely in form of mainframe computers that could handle large amounts of data transactions. In consequence of the high capital investment necessary to purchase or program proprietary software, these internally developed HRMS were limited to medium to large organizations being able

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to afford internal IT capabilities. The advent of client-server HRMS authorized HR executives for the first time to take responsibility and ownership of their systems. These client-server HRMS are characteristically developed around four principal areas of HR functionalities: 1) "payroll", 2) time and labour management 3) benefits administration and 4) HR management. The payroll model: automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. Data is generally fed from the human resources and time keeping modules to calculate automatic deposit and manual cheque writing capabilities. Sophisticated HCM systems can set up accounts payable transactions from employee deduction or produce garnishment cheques. The payroll module sends accounting information to the general ledger for posting subsequent to a pay cycle. The time and labour management module: applies new technology and methods (time collection devices) to cost effectively gather and evaluate employee time/work information. The most advanced modules provide broad flexibility in data collection methods, as well as labour distribution capabilities and data analysis features. This module is a key ingredient to establish organizational cost accounting capabilities. The benefit administration model: permits HR professionals to easily administer and track employee participation in benefits programs ranging from healthcare provider, insurance policy, and pension plan to profit sharing or stock option plans. The HR management module: is a component covering all other HR aspects from application to retirement. The system records basic demographic and address data, selection, training and development, capabilities and skills management, compensation planning records and other related activities. Leading edge systems provide the ability to "read" applications and enter relevant data to applicable database fields, notify employers and provide position management and position control. Typically, HRMS/HCM technology replaces the four core HR activities by streamlining them electronically; 1) payroll, 2) time and labour management, 3) benefit administration and 4) HR management. While using the internet or corporate

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intranet as a communication and workflow vehicle, the HRMS/HCM technology can convert these into web-based HRMS components of the ERP system and permit to reduce transaction costs, leading to greater HR and organizational efficiency. Through employee or manager self-service (ESS or MSS), HR activities shift away from paper based processes to using self-service functionalities that benefit employees, managers and HR professionals alike. Costly and time consuming HR administrative tasks, such as travel reimbursement, personnel data change, benefits enrolment, enrolment in training classes (employee side) and to instruct a personnel action, authorize access to information for employees (manager's side) are being individually handled and permit to reduce HR transaction time, leading to HR and organizational effectiveness. Consequently, HR professionals can spend fewer resources in managing administrative HR activities and can apply freed time and resources to concentrate on strategic HR issues, which lead to business innovation.

RESEARCH METHODOLOGY
The view and opinions were collected from the above-mentioned bank. Secondary data collection:the secondary data has been collected from the following sources. HRM books Websites Magazine

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CHAPTER - 2 REVIEW OF LITERAURE

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CHAPTER 3 COMPANY PROFILE OF ICICI BANK

Introduction Overview History Business Objectives Products Awards & recognition s for HRM

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Introduction of ICICI bank

ICICI Bank (BSE: ICICI) (formerly Industrial Credit and Investment Corporation of India) is Indias largest private sector bank by market capitalization and second largest overall in terms of assets. Bank has total assets of about USD 77 billion (at the end of December 2008). The Bank also has a network of 1,449 branches and about 4,721 ATMs in India and presence in 18 countries, as well as some 24 million customers (at the end of July 2007). ICICI Bank offers a wide range of banking products and financial services to corporate and retail customers through a variety of delivery channels and specialized subsidiaries and affiliates in the areas of investment banking, life and non-life insurance, venture capital and asset management. (These data are dynamic.) ICICI Bank is also the largest issuer of credit cards in India. ICICI Bank has got its equity shares listed on the stock exchanges at Kolkata andVadodara, Mumbaiand the National Stock Exchange of India Limited, and itsADRson the New York Stock Exchange (NYSE). The Bank is expanding in overseas markets and has the largest international balance sheet among Indian banks. ICICI Bank now has wholly-owned subsidiaries, branches and representatives offices in 18countries, including an offshore unit in Mumbai. This includes wholly owned subsidiaries in Canada, Russia and the UK (the subsidiary through which the his savings brand is operated), offshore banking units in Bahrain and Singapore, an advisory branch in Dubai, branches in Belgium, Hong Kong and Sri Lanka, and representative offices in Bangladesh, China, Malaysia, Indonesia, South Africa, Thailand, the United Arab Emirates and USA. Overseas, the Bank is targeting the NRI (Non-Resident Indian) population in particular. ICICI reported a 1.15% rise in net profit to Rs. 1,014.21 crore on a 1.29%increase in total income to Rs. 9,712.31 crore in Q2 September 2008 over Q2 September 2007. The bank's current and savings account (CASA) ratio increased to 30% in 2008 from 25% in 2007. 22

OVERVIEW
ICICI Bank (formerly Industrial Credit and Investment Corporation of India). ICICI Limited was established in 1955 by the World Bank, the Government of India and the Indian Industry, for the promotion of industrial development in India by giving project and corporate finance to the industries in India. ICICI Bank has grown from a development bank to a financial conglomerate and has become one of the largest public financial institutions in India. ICICI Bank has financed all the major sectors of the economy, covering 6,848 companies and 16,851 projects. As of March 31, 2000, ICICI had disbursed a total of Rs.1,13,070 crores, since inception. ICICI Bank Fact Files: Total assets: Rs.146, 214 crore (December 31, 2004) Network: 530 branches ATMs: Over 1,880 Abroad Subsidiaries: United Kingdom and Canada Abroad branches: Singapore and Bahrain Representative offices: United States, China, United Arab Emirates, and Bangladesh and South Africa. ICICI Bank is India's second-largest bank with total assets of about Rs. 2,513.89 bn (US$ 56.3 bn) at March 31, 2006 and profit after tax of Rs. 25.40 bn (US$ 569 mn) for the year ended March 31, 2006 (Rs. 20.05 bn (US$ 449 mn) for the year ended March 31, 2005). ICICI Bank has a network of about 614 branches and extension counters and over 2,200 ATMs. ICICI Bank offers a wide range of banking products and financial services to corporate and retail customers through a variety of delivery channels and through its specialized subsidiaries and affiliates in the areas of investment banking, life and non-life insurance, venture capital and asset management. ICICI Bank set up its international

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banking group in fiscal 2002 to cater to the cross border needs of clients and leverage on its domestic banking strengths to offer products internationally.

ICICI Bank (BSE: ICICI) ( Industrial Credit and Investment Corporation of India) is India's largest private sector bank in market capitalization and second largest overall in terms of assets. Bank has total assets of about USD 100 billion (at the end of March 2008), a network of over 1,491 branches, 22 regional offices and 49 regional processing centers, about 4,485 ATMs (at the end of September 2008), and 24 million customers (at the end of July 2007). ICICI Bank offers a wide range of banking products and financial services to corporate and retail customers through a variety of delivery channels and specialized subsidiaries and affiliates in the areas of investment banking, life and non-life insurance, venture capital and asset management. (These data are dynamic.) ICICI Bank is also the largest issuer of credit cards in India. ICICI Bank has got its equity shares listed on the stock exchanges at Kolkata and Vadodara, Mumbai and the National Stock Exchange of India Limited, and its ADRs on the New York Stock Exchange (NYSE). The Bank is expanding in overseas markets and has the largest international balance sheet among Indian banks. ICICI Bank now has wholly-owned subsidiaries, branches and representatives offices in 18 countries, including an offshore unit in Mumbai. This includes wholly owned subsidiaries in Canada, Russia and the UK (the subsidiary through which the hisave savings brand is operated), offshore banking units in Bahrain and Singapore, an advisory branch in Dubai, branches in Belgium, Hong Kong and Sri Lanka, and representative offices in Bangladesh, China, Malaysia, Indonesia, South Africa, Thailand, the United Arab Emirates and USA. Overseas, the Bank is targeting the NRI (Non-Resident Indian) population in particular. ICICI reported a 1.15% rise in net profit to Rs. 1,014.21 crore on a 1.29% increase in total income to Rs. 9,712.31 crore in Q2 September 2008 over Q2 September 2007. The bank's current and savings account (CASA) ratio increased to 30% in 2008 from 25% in 2007.

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http://en.wikipedia.org/wiki/File:Ic ici-bandra_kurla_complex.jpg

ICICI Bank currently has subsidiaries in the United Kingdom, Russia and Canada, branches in Singapore, Bahrain, Hong Kong, Sri Lanka and Dubai International Finance Center and representative offices in the United States, United Arab Emirates, China, South Africa and Bangladesh. Our UK subsidiary has established a branch in Belgium. ICICI Bank is the most valuable bank in India in terms of market capitalization.

ICICI Bank's equity shares are listed in India on the Bombay Stock Exchange and the National Stock Exchange of India Limited and its American Depositary Receipts (ADRs) are listed on the New York Stock Exchange (NYSE).

ICICI Bank has formulated a Code of Business Conduct and Ethics for its Directors and employees. At June 5, 2006, ICICI Bank, with free float market capitalization of

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about Rs. 480.00 billion (US$ 10.8 billion) ranked third amongst all the companies listed on the Indian stock exchanges. ICICI Bank was originally promoted in 1994 by ICICI Limited, an Indian financial Institution, and was its wholly owned subsidiary. ICICI's shareholding in ICICI Bank was reduced to 46% through a public offering of shares in India in fiscal 1998, an equity offering in the form of ADRs listed on the NYSE in fiscal 2000, ICICI Bank's acquisition of Bank of Madura Limited in an all-stock amalgamation in fiscal 2001, and secondary market sales by ICICI to institutional investors in fiscal 2001 and fiscal 2002. ICICI was formed in 1955 at the initiative of The World Bank, the Government of India and representatives of Indian industry.

The principal objective was to create a development financial institution for Providing medium-term and long-term project financing to Indian businesses. In the 1990s, ICICI transformed its business from a development financial institution offering only project finance to a diversified financial service group offering a wide variety of products and services, both directly and through a number of subsidiaries and affiliates like ICICI Bank. In 1999, ICICI become the first Indian company and the first bank or financial institution from non-Japan Asia to be listed on the NYSE.

In October 2001, the Boards of Directors of ICICI and ICICI Bank approved the merger of ICICI and two of its wholly owned retail finance subsidiaries, ICICI Personal Financial Services Limited and ICICI Capital Services Limited, with ICICI Bank. The merger was approved by shareholders of ICICI and ICICI Bank in January 2002, by the High Court of Gujarat at Ahmadabad in March 2002, and by the High Court of Judicature at Mumbai and the Reserve Bank of India in April 2002. Consequent to the merger, the ICICI group's financing and banking Operations, both wholesale and retail, have been integrated in a single entity. Free float holding excludes all promoter holdings, strategic investments and Cross holdings among public sector entities.

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History of ICICI
1955 The Industrial Credit and Investment Corporation of India Limited (ICICI) was incorporated at the initiative of World Bank, the Government of India and representatives of Indian industry,with the objective of creating a development financial institutionfor providing medium-term and long-term project financing to Indian businesses. 1994 ICICI established Banking Corporation as a bankingsubsidiary. Formerly Industrial Credit and Investment Corporationof India. Later, ICICI Banking Corporation was renamed as 'ICICIBank Limited'. ICICI founded a separate legal entity, ICICI Bank,to undertake normal banking operations - taking deposits, creditcards, car loans etc. 2001 ICICI acquiredBank of Madura(est. 1943). Bank of Madurawas aChettiar bank, and had acquired Chettinad Mercantile Bank (est. 1933) and Illanji Bank (established 1904) in the 1960s. 2002 The Boards of Directors of ICICI and ICICI Bank approvedthe reverse merger of ICICI, ICICI Personal Financial ServicesLimited and ICICI Capital Services Limited, into ICICI Bank. After receiving all necessary regulatory approvals, CICI integrated the group's financing and banking operations, bothwholesale and retail, into a single entity.

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Also in 2002, ICICI Bank bought theShimlaandDarjeeling branches thatStandard Chartered Bank had inherited when itacquiredGrindlays Bank .ICICI started its international expansion by opening representativeoffices in New York andLondon.

2003 ICICI opened subsidiaries in Canada and the UnitedKingdom (UK), and in the UK it established an alliance withLloyds TSB.It also opened an Offshore Banking Unit (OBU) in Singapore andrepresentative offices in Dubai and Shanghai.

2004 ICICI opens a rep office in Bangladesh to tap the extensivetrade between that country, India and South Africa..

2005 ICICI acquired Investitsionno-Kreditny Bank (IKB), a Russia bank with about US$4mn in assets, head office inBalabanovointheKalugaregion, and with a branch inMoscow. ICICI renamedthe bank ICICI Bank Eurasia.Also, ICICI established a branch inDubaiInternational FinancialCentre and inHong Kong..

2006 ICICI Bank UK opened a branch inAntwerp, inBelgium.ICICI opened representative offices inBangkok ,Jakarta, andKuala Lumpur .

2007 ICICI amalgamated Sangli Bank, Which was headquartered in Sangli, in Maharashtra State, and which had 158 branches in Maharashtra and another 31 in Karnataka State. Sangli Bank had been founded in 1916 and was particularly strong in rural areas .

ICICI also received permission from the government of Qatar toopen a branch inDoha.

.ICICI Bank Eurasia opened a second branch, this time in St. Petersburg..

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2008 The US Federal Reserve permitted ICICI to convert its representative office in New York into a branch.

BUSINESS OBJECTIVES:
Vision To be the leading provider of financial services in India and a major global bank. Mission We will leverage our people, technology, speed and financial capital to: be the banker of first choice for our customers by delivering high quality, world-class service. expand the frontiers of our business globally. play a proactive role in the full realization of Indias potential. maintain a healthy financial profile and diversify our earnings across businesses and geographies. maintain high standards of governance and ethics. contribute positively to the various countries and markets in which we operate. create value for our stakeholders.

Product and Services Service and banking of ICICI bank categorized in to personal banking, business banking and NRI banking services. Personal banking- Deposit in form of saving, recurring, term deposit, senior citizen deposit and children depository account are there for individual customer can also avail

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of their housing, automobile, farm equipment, business or personal loan scheme. Personal client can also invest in mutual funds and participate in stock trading through ICICI bank. Business banking Business banking services of ICICI Bank are exhaustive. Project financing, deal assessment, and land evaluation are investment banking services offered to corporate clients. Global trade and cash management transaction services facilitate remittances and receipts across important cities. Capital market and custodial services enable business houses to participate in equity trading and transfer across major stock markets of world. CUSTOMER ICICI bank targets all segment of customer with various types of products and services. I interacted with a a lot of customers and collect their feedback on the given services of company, and feedback are positive response from all point of view. Customers are beneficiary from both sides monetary as well as non monetary. The bank targets to add nearly 500,000 customers under the new scheme in the next one year and plans to offer auto loans through the new online channel in the future, ICICI Bank's Executive Director, V Vaidyanathan, said here. "As of now, nearly 24 per cent of our customer transactions are happening through internet. We are primarily targeting our urban customers, who constitute nearly 70 per cent of our total customer-base," Vaidyanathan said. Customers, opting for the service can also benefit from the quantum optima facility, wherein if the balance exceeds Rs 5,000, the money will automatically be transferred to a fixed deposit scheme, he said. The facility, which also enable customers to transact between an ICICI Bank account and accounts in other banks, is being offered free of cost, he said ICICI bank, presently, has above 2 crore customers. The lender opened nearly 470 branches in the last fiscal. The lender has also plans to launch 'SMS n Cash' scheme later this week under which ICICI account holders can transfer funds to those who do not have a bank account. ICICI bank is strongly committed to protecting the privacy of its customers and has taken all necessary and reasonable measures to protect the confidentiality of the customer information and its transmission through the world wide

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web and it shall not be held liable for disclosure of the confidential information when in accordance with this privacy commitment or in terms of the agreements, if any, with the customers. ICICI bank Endeavours to safeguard and ensure the security of the information provided by the customer. ICICI bank uses 128-bit encryption, for the transmission of the information, which is currently the permitted level of encryption in India. When the information provided by the customers is not transmitted through this encryption, the customer's system (if configured accordingly) will display an appropriate message ensuring the best level of secrecy for the customer's information. The customer would be required to cooperate with ICICI bank in order to ensure the security of the information, and it is recommended that the customers necessarily choose their passwords carefully such that no unauthorized access is made by a third party. To make the password complex and difficult for others to guess, the customers should use combination of alphabets, numbers and special characters (like! @, #, $ etc.). The customers should undertake not to disclose their password to anyone or keep any written or other record of the password such that a third party could access it. ICICI bank undertakes not to disclose the information provided by the customers to any person, unless such action is necessary to: Conform to legal requirements or comply with legal process; Protect and defend ICICI bank's or its affiliates rights, interests or property; Enforce the terms and conditions of the products or services; or Act to protect the interests of ICICI bank, its affiliates, or its members, constituents or of other persons.

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PRODUCT

ICICI Bank offers wide variety of Deposit Products to suit your requirements. Coupled with convenience of networked branches/ ATMs and facility of E-channels like Internet and Mobile Banking, ICICI Bank brings banking at your doorstep. Select any of our deposit products and provide your details online and our representative will contact you for Account Opening. SAVING ACCOUNTS ICICI Bank offers you a power packed Savings Account with a host of convenient features and banking channels to transact through. So now you can bank at your convenience, without the stress of waiting in queues

SENIOR CITIZEN SERVICES We understand that as you reach the age to retire, you do have certain concerns whether your hard earned money is safe and secure whether your investments give you the kind of returns that you need. That's why we have an ideal

Banking Service for those who are 60 years and above. The Senior Citizen Services from ICICI Bank has several advantages that are tailored to bring more convenience and enjoyment in your life.

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YOUNG STARS It's really important to help children learn the value of finances and money management at an early age. Banking is a serious business, but we make banking a pleasure and at the same time children learn how to manage their

personal finances. FIXED DEPOSITS Safety, Flexibility, Liquidity and Returns!!!! A

combination of unbeatable features of the Fixed Deposit from ICICI Bank.

RECURRING DEPOSITS When expenses are high, you may not have adequate funds to make big investments. But simply going ahead without saving for the future is not an option for you. Through ICICI Bank Recurring Deposit you can invest

small amounts of money every month that ends up with a large saving on maturity. So you enjoy twin advantages- affordability and higher earnings HOME LOAN The No. 1 Home Loans Provider in the country, ICICI Bank Home Loans offers some unbeatable benefits to its customers - Doorstep Service, Simplified Documentation and Guidance

throughout the Process. It's really easy! PERSONAL LOANS

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If you're looking for a personal loan that's easy to get, your search ends here. ICICI Bank Personal Loans are easy to get and absolutely hassle free. With minimum documentation you can now secure a loan for an amount up to Rs. 15 lakhs CAR LOAN The NO 1 financier for car loans in the country. Network of more than 1500 channel partners in over 780 locations. Tie-ups with all leading automobile manufacturers to ensure the best deals. Flexible schemes & quick

processing. Hassle-free application process on the click of a mouse. COMMERCIAL VEHICLE LOANS Range of services on existing loans & extended products like funding of new vehicles, refinance on used vehicles, balance transfer on high cost loans, top up on existing loans, Extend product, working capital loans & other banking products. TWO WHEELER LOANS Avail attractive schemes at competitive interest rates from the No 1 Financier for Two Wheeler Loans in the country. Finance facility up to 90% of the On Road Cost of the vehicle, repayable in convenient repayment options and comfortable tenors from 6 months to 36 months. Ride home on your Dream Two Wheeler with our hassle free finance. FARM EQUIPMENT LOANS Preferred financier for almost all leading tractor manufacturers in the country. Flexible repayment options 34

in tandem with the farmer's seasonal liquidity. Monthly, Quarterly and Halfyearly repayment patterns to choose from. Comfortable repayment tenures from 1 year to 9 year. CREDIT CARDS CICI Bank Credit Cards give you the facility of cash, convenience and a range of benefits, anywhere in the world. These benefits range from life time free cards, Insurance benefits, global emergency assistance service, discounts, utility payments, travel discounts and much more. DEBIT CARDS The ICICI Bank Debit Card is a revolutionary form of cash that allows customers to access their bank account around the clock, around the world. The ICICI Bank Debit Card can be used for shopping at more than 100,000 merchants in India and 13 million merchants worldwide. TRAVEL CARD Presenting ICICI Bank Travel Card. The Hassle Free way to Travel the world. Traveling with US Dollar, Euro, Pound Sterling or Swiss Francs; Looking for security and convenience; take ICICI Bank Travel Card. Issued in duplicate. Offers the Pin based security. Has the convenience of usage of Credit or Debit card. PRE PAID CARDS

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ICICI Bank brings to you a complete bouquet of pre-paid cards providing payment solutions at your fingertips. ICICI Bank pre-paid cards are a safe & convenient way for associate payments, disbursements, gifting & small ticket transactions. Pre-paid cards are available on a VISA platform thus providing accessibility to over one lakh merchant establishments & cash withdrawal from all VISA ATMs in India.

S.W.O.T. analysis of ICICI BANK

Introduction to SWOT Analysis. The overall evaluation of the companys Strength, Weakness, Opportunities and Threats is called as SWOT Analysis. The Internal Environment Analysis will give you the strength and weakness of the business.

STRENGTH Right strategy for the right products. Superior customer service vs. competitors. Great Brand Image Products have required

WEAKNESSES Some gaps in range for certain sectors. Customer training. Processes and systems, etc Management cover insufficient. Sectoral growth is constrained by low unemployment levels and competition for staff service staff need

accreditations. High degree of customer

satisfaction.

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Good place to work Lower response time with

efficient and effective service. Dedicated workforce aiming at making a long-term career in the field.

Opportunities

Threats

Profit margins will be good. Could extend to overseas broadly. New specialist applications. Could seek better customer deals. Fast-track basis. career development

Legislation could impact. Great risk involved Very high competition prevailing in the industry.

Vulnerable to reactive attack by major competitors

opportunities on an industry-wide

Lack of infrastructure in rural areas could constrain investment.

An applied research centre to create opportunities for developing techniques to provide added-value services.

High volume/low cost market is intensely competitive.

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Awards and recognitions for HRM 2008

Indira group of institute, pune presented indira excellence awards for creating opportunities for youth innovatively. Mr.K.V.Kamath, MD&CEO, ICICI Bank wins the Asian banker leadership achievement awards for the Asia pacific and gulf region2007.

2007
India times mindscape presented employer branding award 2007, 13thJan, 2007: taj land ends, Mumbai awards for talent management ICICIBank Ltd.hosted by: - the savile row company, London. Bharti vidyapeeths and India times mindscape- gateway to knowledge capital presented recruiting and staffing best in class award 1st Feb, 2007.Taj land ends, Mumbai. Mr.k.ramkumar- group chief HR Officer, ICICI Bank.

2004
Best HR practices award- centre of international business amity business school. International HR summit 2004.

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2003
World HRD congress: innovative HR practices award in banking ICICI Bank Ltd Jan, 30 th,31st -feb1st,2nd,2003 India.

2002
Ranked third best employer in a campus track study amongst the student of the best business school in India conducted byORGMARG.

2000
Best CEO for innovative HR practices to Mr. Kamath by world HRD congress. National HRD award- outstanding company award 19th Aug, 2000 for innovative HR practices.

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CHAPTER 4 CONCLUSION
The core function of HRD in the banking industry is to facilitate performance improvement, measured not only in terms of financial indicators of operational efficiency but also in terms of the quality of financial services provided. Factors like skills, attitude and knowledge of the human capital play a crucial role in determine the competitiveness of the financial sector. Capital and technology are replicable but not the human capital that needs to be valued as a highly valuable resource for achieving that competitive edge. HRM strategies include managing change, creating commitment, achieving flexibility and improving teamwork. The other processes representing the over aspects of HRM. i.e. recruitment, placement, performance management are complementary.

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SUMMARY

Private banking is a concept, which is new and fast emerging in the world of banking where changes have become a necessity in order for banks to survive in this competitive environment vis--vis not only from the public and private sector banks but also from the foreign banks. The objective of the research is to explore the various products, which a private banker deals into and the systematic process involved to match client requirements with the right kind of product. Through this research one of the main objectives is to explore the reason why most of the banks are injecting private banking as business profile to their set of service offerings. Though private banking evolved in late 80s in Asia, in India its not more than 5 years old. ICICI started it in Aug 2002 and since then it has been a remarkable success. Today there are enormous solutions to cater client needs but what suits best to a client is where private banking fits in. Every client will have different needs, liking and preferences. So a customized portfolio for every client is the need of the day. This research will highlight more on the product portfolio of ICICI Private Banking, how they have changed or innovatively structured to be attractive and competitive.

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BIBLOGRAPHY

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