growth bank
Post on 13-Jul-2015
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Growth Bank
Ankur BanerjeeNitesh ShahR. HarishRushikesh Malaviya
Sumit RajSuraj SinghYash Soni
Presenter
Step 1• Problem identified by Mr. Gonsalves
Step 2• Inferences from Case
Step 3• Problem Identification Diagram
Step 4• Solutions to the identified problem
Agenda
Problem idenfied by Mr. Gonsalves
• How to check unfavorable trends in the performance of the bank ?Que.1
• How to check the growing unrest among officers, borne out of the career anxieties?
Que.2
Inferences from Case
Fixed deposit ( From Others) , Saving bank deposits
, Current Accounts (From Others) are continuously decreasing
percentagewise from 1978 to 1982.
% Growth of total deposits.
In P&L a/c, “ Interest rate & Discount”, “
Commission, Excng, Brokerage” are decreasing.
Legal charges have increased by 62 % in 1982.
Decline of growth because of Behavior of bank employee
towards the customers & operational inefficiencies.
Year 1978-79 1979-80 1980-81 1981-82
% growth 24 % 22 % 15 % 22 %
Inferences for Question-1
Employees are not feeling that their efforts lead to their personal growth (exhibit ‘B’- rank 1.8 ).
Factors ‘Role Erosion’ & ‘Role Isolation’ cause towards Role stress of employee.
Inferences for Question-2
Problem Identification Diagram
Less motivation
Unfriendly behavior of employee
Poor service to customer
% decrease in growth of Deposits
Poor financial position of Business
Less vacancies for Promotion
Solution of the problem diagram
Design of performance
Appraisal System
Motivate to employee
Friendly behavior to customer
Increase in Deposit & Business
Creation in Vacancies for
Promotion
Solution -1
According top Victor Vroom’s Expectancy theory :
Expectancy Instrumentalist Valance
So, design of performance appraisal will influence to believe that their efforts will lead remove confusion regarding promotion system.
Solution -2
Performance appraisal System
Graphical Scaling Scale system will be developed.
Standardization on Job time at all branches
i.e. Clearing the cheque , Making DD, Deposit in a/c at al..
Transparency of performance appraisal and
assessment after one year.
Training to the employee according performance
appraisal expectation.
Feedback from customers.
Operationalizing Appraisal System
Opportunity for employee who does not wish to be
transferred on promotion, will be given other
incentives.
i.e. LTC, Paid Leave, Recognized
Employee will be promoted after satisfying eligibility
years of promotion and appraisal.
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