About SBIBank of Calcutta in Calcutta on 2 June 1806It was the first joint-stock bank of British India

sponsored by the Government of BengalBank of Bombay (15 April 1840) and the Bank of

Madras (1 July 1843)Amalgamation as the Imperial Bank of India on

27 January 1921. State Bank of India was constituted on 1 July

1955. 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).

480 offices comprising branches, sub offices and three Local Head Offices inherited from the Imperial Bank

TRANSFORMATION JOURNEY IN STATE BANK OF INDIAThe 200 year old Public sector behemoth is today

stirring out of its Public Sector legacy and moving with an ability to give the Private and Foreign Banks a run for their money

New businesses with strategic tie ups – Pension Funds, General Insurance, Custodial Services, Private Equity, Mobile Banking, Point of Sale Merchant Acquisition, Advisory Services, structured products etc.

Covering 100,000 villages as its rural potentialBank is the largest provider of infrastructure debt and

the largest arranger of external commercial borrowings in the country.

It is the only Indian bank to feature in the Fortune 500 list.

And the growth continues…8500 of its own 11000 branches and another 5100

branches of its Associate Banks already networked, today it offers the largest banking network to the Indian customer

With its over 8500 ATMs, and other electronic channels such as I-banking, debit cards, mobile banking, etc.

4 national level Apex Training Colleges and 54 learning Centres spread all over the country the Bank is continuously engaged in skill enhancement of its employees. Some of the training programs are attended by bankers from banks in other countries

It presently has 82 foreign offices in 32 countries across the globe

and goes on….It has also 7 Subsidiaries in India – SBI

Capital Markets, SBICAP Securities, SBI DFHI, SBI Factors, SBI Life and SBI Cards - forming a formidable group in the Indian Banking scenario.

Employee strength over 200000The CNN has offered prestigious Indian of

the Year – Business, to its Chairman, Mr. O. P. Bhatt in January 2008.

HUMAN RESOURCE DEPARTMENT AT STATE BANK OF INDIA

HRD in the State Bank is a continuous process, movement and direction to enable every individual to realize and activate his potential so as to contribute to achievement of the Banks goal and derive satisfaction from therefrom.

Corporate Centre, Mumbai looks after 1. Personnel & HRD

2. Personnel Management 3. IR Policies 4. PPG (Pension, Provident fund &

gratuity) Department

 

Organization Structure of HR Department

JOB ROTATIONEntire work of branches classified into 10

clustersClusters over a definite period of 7-8 years

through predetermined scheduleEnables staff to have an overall perspective of

the work as well as develop knowledge and skills in different branches of work

Organizational efficiency is kept highJob profile is first prepared based on which job

rotation plan is preparedHelps to avoid fraudsEmployees are trained before assigning duties

Quality Circle The quality circle meets every week on a

fixed day for one hour. The group is guided by a facilitator whose role is catalytic

Techniques such as brain storming, data collection, pareto analysis are also followed

Constructive co-operation among staff to improve the quality of work life through creative thinking

Held every year to encourage Q.C movement in the bank.

 Annual Appraisal Report

Stabilizes essential values of the organization viz. openness, mutual trust and morale courage

Salient features of AAR A single reporting system for all officesData bases & ComprehensiveMarking system follows to make it more

objective.Provision for self appraisal.

Scheme for reorganization and reward of alertness in staff for Prevention/detection/foiling of fraudsApplicable to all staff members including the part time

staff.Alertness Awards Committee set up at Corporate Centre

which meets at least ones in a quarter and recommends for the award.

There are three categories for the award.- A citation or Certificate of Merit- A citation or Certificate of merit with a memento

containing a suitable legend- In addition to above, a cash reward ranging between Rs.

500- Rs 50000 will also be given. - The award will be mentioned in the service records as also

Annual Appraisal Reports.  

  Award for excellence in business by AGM

AGM of a Regional Business with a minimum tenure

of 2 years to be eligibleBenefiting memento upto Rs. 10000 to be

presented by the Circle CGM Option to choose between a 3 months training

abroad or to avail 15 days special LFC with family member at any destination in India or Abroad.

Expenses maximum of 10 lakhs in ease of training abroad and 2-3 lakhs for special LFC to be borne by bank.

Staff Suggestion Scheme

Suggestion from staff is accepted in all areas of banking

Two screening committees , one at the Local Head Office and the other at Corporate Centre

Cash Reward : Minimum Rs.1000- Rs.5000If suggestion accepted at circle level , a reward

upto Rs. 2500 is grantedIf not accepted , a reward of Rs.150 in the form

of books may be sanctioned to encourage the participation of staff.

Employees cam submit there suggestion online also.

Training Training is a powerful weapon in the bank State Bank staff college at Hydrabad & Gurgaon

have been focal point for this purposeState Bank Institute of Rural Development

( SBIRD) Hydrabad has been conducting special program in Agriculture & Rural Development

Institute of Information & Communication Management (SBIICM) in Hydrabad gives special training to staff in the areas of Information Management, telecommunication and electronic banking

There are more then 45 learning centers in India

Training Philosophy of the Bank

Distance learning & Personnel Communication

Visiting Faculty Program In Branch training program

Career Program for workmen staff in SBI :

The opportunities for career progression. Keeping in view the above factor bank charges the policy of promotion of clerical staff to Junior Management grade as officers and subordinate staff to clerical cadre to match the changing needs of the bank and the employee profile and formulated an assured career progression schemes providing a time bound movement to higher position within the cadre

Also contains many of the positive features which has a beaming on the banks functioning and facilitate improved customer service

Fast track promotions have been introduced at all levels upto Scale VI (DGM)

Preventive Vigilance in the bank  Committee have been set up in all the Branches where

staff strength is more even 20. These comities meet at regular intervals and review

whether the system and procedures as laid down by the bank are followed

Thrust on preventive vigilance rather than on detective or punishitive vigilance

The bank has issued “Whistle Blowing” for all sections of the employee and instituted “ The Alertness Award” for self

A list of frauds prone branches is prepared in each of the circles

Functioning of the branches which scored lower ratings in Inspection Audit under ‘ Control & Supervision’

All circles are conducting suo motto investigations at different branches on random basis

Special Audit reports by Central Office Inspectors are also being pursued and appropriate corrective steps are being taken to ensure that deterrent action is taken against the fraudsters within a period of 3 months.

Staff Welfare ActivitiesCanteensHoliday/ Convalescent home : more than 50

throughout IndiaScholarship to meritorious students (children of

staffs)Mutual welfare schemesLoans & AdvancesMedical Treatment Silver Jubilee AwardMemento to staff at retirementConsumer C-operative StoresSBI Retired Officers Medical Benefits Scheme for sponsoring officers for Management /

Higher Studies abroad

Job Families : Specialization in identified functional banking areas of Supervising staff

Bank business has been classified under 10 clusters of related skills/knowledge referred as 10 job families

Corporate banking, project finance, international banking, treasury, retail/personal banking, agricultural banking, SME, Government Business, Information technology ,human resource & centralized processing centre.

System gives opportunity to officers to work in the areas of there choice. It will also enable the bank to develop talent pools with medium range perspective . it is also envisages better alignment of training and placement functions with the business/HR perspective.

Human Resource Management Projects

Recently automated its HR processes with the overall objective of gaining efficiency in the operations and aligning the HR Processes with business objectives

HRM solution is being implemented that handles all aspects of HRM including payments of wages & salaries etc, performance management, fixed assets etc

The bank has also selected SAP-ERP-HRMS solution

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