Name: Kaushal Kumar Singh (2006 – 2008)
Title: An In-Depth Analysis of HDFC Bank
Summary
Objective
Title: An In-Depth Analysis of HDFC Bank
Objective
- To Study the Nature and Flow of Processes in a Financial Service Firm.
- To Analyse the Fianancial Performance of HDFC Bank
Conclusion
The leadership process involves in influencing the individual and group behavior toward achievement of HDFC bank goals. It is concerned with traits, philosophy and behavior of the leaders the leader, the characteristics of subordinates and the superior.
Internal sources are the most obvious sources. These include personnel already on the pay-roll of HDFC Bank i.e. its present working force whenever any vacancy occurs. Somebody from within the organization is upgraded, transferred promoted or sometimes demoted. This source also include personnel who were once on the pay-roll of the company but who plan to change in the quality of production, fluctuations in work requirements, and changes in the organizational structure, the introduction of new lines or reduction in the workforce due to a shortage or a surplus in same section so that lay offs may be avoided, fillings in off the vacancies which may occur because of separations or because of the need for suitable adjustments in business operations such transfers are known as production transfers, flexibility transfers or organizational transfers. The purpose of such transfers is the stabilize employment in an organizations. They are generally controlled centrally through and by the personnel department.
It was found out during the study that the following causes hampered the growth of the banking sector. These causes need to be addressed properly as that the remedial measures adopted prone effective and actually succeed in improving the functioning of these banks. Unrealistic assumptions have been behind plans and projections made in respect of critical aspects of the bank’s operations such as seduction of NPAs, recovery, creation of fresh NPAs, generation of non-interest income, etc. under most of these heads the performance of the banks has been wide off the projections made.
Inspite of their weak bank image, these banks are able to garner deposits obviously because of government ownership, deposit insurance and the public perception that government support would always be available. Investments are replacing advances, particularly remunerative advances and income from non-fund based business is not growing or is growing very marginally. The capability of these banks to do full range banking already been happenings.
Recommendation
The leadership process involves in influencing the individual and group behavior toward achievement of HDFC bank goals. It is concerned with traits, philosophy and behavior of the leaders the leader, the characteristics of subordinates and the superior.
Internal sources are the most obvious sources. These include personnel already on the pay-roll of HDFC Bank i.e. its present working force whenever any vacancy occurs. Somebody from within the organization is upgraded, transferred promoted or sometimes demoted. This source also include personnel who were once on the pay-roll of the company but who plan to change in the quality of production, fluctuations in work requirements, and changes in the organizational structure, the introduction of new lines or reduction in the workforce due to a shortage or a surplus in same section so that lay offs may be avoided, fillings in off the vacancies which may occur because of separations or because of the need for suitable adjustments in business operations such transfers are known as production transfers, flexibility transfers or organizational transfers. The purpose of such transfers is the stabilize employment in an organizations. They are generally controlled centrally through and by the personnel department.
It was found out during the study that the following causes hampered the growth of the banking sector. These causes need to be addressed properly as that the remedial measures adopted prone effective and actually succeed in improving the functioning of these banks. Unrealistic assumptions have been behind plans and projections made in respect of critical aspects of the bank’s operations such as seduction of NPAs, recovery, creation of fresh NPAs, generation of non-interest income, etc. under most of these heads the performance of the banks has been wide off the projections made.
Inspite of their weak bank image, these banks are able to garner deposits obviously because of government ownership, deposit insurance and the public perception that government support would always be available. Investments are replacing advances, particularly remunerative advances and income from non-fund based business is not growing or is growing very marginally. The capability of these banks to do full range banking already been happenings.
Recommendation
- Managers should recognize that a certain amount of conflict will almost always exist between professional and hierarchical authority and control systems. The key is to transform this conflict into motivation by structurally insulating these workers from organization pressure, while simultaneously making them aware of the importance that their work holds for the firms well being and its continued competitive advantages.
- They should recognize that managing high-technology and professional employees is significantly different from managing non-professionals have a different set of values and characteristics, which have been gained through their socialization in the technical specialty. Managers need to be cognizant of those values and characteristics if they are not anticipate tension points and enhance the fit between the individual and the job. .
- They should study the change process and learn from their experiences from change owing to internal and external factors, including departures from tradition, new leaders with new visions, crisis or other starting events, key decisions on the part of senior management, or tests, of their infrastructure ability to accommodate change. Firm also change because of change. But professionals and other high-tech workers must clearly see the need for change, otherwise, they may not support the change, or they may even sabotage it, therefore communication must be reemphasized.
- They should design jobs and work relationship to take advantage of technical specialties. For example, rotating professionals through multiple role and job responsibilities can sensitize them to new ides and opportunities.
- They should establish career sensitive tracking systems so that career development becomes an integrated part of their firm practices.
- They should utilize a menu of salient relevant that are relevant for high tech and professional workers. These reminders ideally should be linked to performance, but in some culture they might be liked so effort, risk taking, or other relevant behaviors.
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