corporation bank birla internship 17.8.14

8/11/2019 Corporation Bank Birla Internship 17.8.14

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INDUSTRY PROFILE

BANKING

Without a sound and effective banking system in India it cannot have a healthy

economy. The banking system of India should not only be hassle free but it should

be able to meet new challenges posed by the technology and any other external and

internal factors. Banking in India has its origin as early as Vedic Period. It is

believed that the transition from money lending to banking must have occurred

even before Manu, the great Hindu Jurist who has devoted a section of his work to

deposits and advances and laid down the rules relating to rates of interest. During

the days of East India Company it was the turn of the agency houses to carry on the

banking .

History

The banking system of India should not only be hassle free but it should be able to

meet new challenges posed by the technology and any other external and internal

factors. For the past three decades India's banking system has several outstanding

achievements to its credit. The most striking is its extensive reach. It is no longer

confined to only metropolitans or cosmopolitans in India. In fact, Indian banking

system has reached even to the remote corners of the country. The first bank in

India, though conservative, was established in 1786. From 1786 till today, the

journey of Indian Banking System can be segregated into two distinct phases. They

are as mentioned below:

Early phase from 1786 to 1969 of Indian Banks

Nationalisation of Indian Banks and up to 1991 prior to Indian banking

sector Reforms.

Phase I


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The General Bank of India was set up in the year 1786. Next came Bank of

Hindustan and Bengal Bank. The East India Company established Bank of Bengal

(1809), Bank of Bombay (1840) and Bank of Madras (1843) as independent units

and called it Presidency Banks. These three banks were amalgamated in 1920 and

Imperial Bank of India was established which started as private shareholders

banks, mostly Europeans shareholders. In 1865 Allahabad Bank was established

and first time exclusively by Indians, Punjab National Bank Ltd. was set up in

1894 with headquarters at Lahore. Between 1906 and 1913, Bank of India, Central

Bank of India, Bank of Baroda, Canara Bank, Indian Bank, and Bank of Mysore

were set up. Reserve Bank of India came in 1935. During the first phase the growth

was very slow and banks also experienced periodic failures between 1913 and

1948. There were approximately 1100 banks, mostly small. To streamline the

functioning and activities of commercial banks, the Government of India came up

with The Banking Companies Act, 1949 which was later changed to Banking

Regulation Act 1949 as per amending Act of 1965.

Phase II

Government took major steps in this Indian Banking Sector Reform after

independence. In 1955, it nationalised Imperial Bank of India with extensive

banking facilities on a large scale specially in rural and semi-urban areas.

It formed State Bank of india to act as the principal agent of RBI and to handle

banking transactions of the Union and State Governments all over the country. By

the 1960s, the Indian banking industry has become an important tool to facilitate

the development of the Indian economy. At the same time, it has emerged as a

large employer, and a debate has ensued about the possibility to nationalise the

banking industry. Indira Gandhi, the then Prime Minister of India expressed the


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intention of the GOI in the annual conference of the All India Congress Meeting.

Seven banks forming subsidiary of State Bank of India was nationalised in 1960 on

19th July, 1969, major process of nationalisation was carried out.

A second dose of nationalization of 6 more commercial banks followed in 1980.

The stated reason for the nationalization was to give the government more control

of credit delivery. With the second dose of nationalization, the GOI controlled

around 91% of the banking business of India. Later on, in the year 1993, the

government merged New Bank of India with Punjab National Bank. It was the

only merger between nationalized banks and resulted in the reduction of the

number of nationalised banks from 20 to 19.

Phase III

This phase has introduced many more products and facilities in the banking sector

in its reforms measure. In 1991, under the chairmanship of M Narasimham, a

committee was set up by his name which worked for the liberalisation of banking

practices.

The country is flooded with foreign banks and their ATM stations. Efforts are

being put to give a satisfactory service to customers. Phone banking and net

banking is introduced. The entire system became more convenient and swift. Time

is given more importance than money. The financial system of India has shown a

great deal of resilience. It is sheltered from any crisis triggered by any external

macroeconomics shock as other East Asian Countries suffered. This is all due to a

flexible exchange rate regime, the foreign reserves are high, the capital account is

not yet fully convertible, and banks and their customers have limited foreign

exchange exposure.


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Liberalisation

In the early 1990s, the then Narsimha Rao government embarked on a policy of

liberalisation, licensing a small number of private banks. These came to be known

as New Generation tech-savvy banks and included Global Trust Bank. This move,

along with the rapid growth in the economy of India, revitalized the banking sector

in India, which has seen rapid growth with strong contribution from all the three

sectors of banks, namely, government banks, private banks and foreign banks.

The next stage for the Indian banking has been setup with the proposed relaxation

in the norms for Foreign Direct Investment, where all Foreign Investors in banks

may be given voting rights which could exceed the present cap of 10%,at present it

has gone up to 49% with some restrictions.

Currently, banking in India is generally fairly mature in terms of supply, product

range and reach-even though reach in rural India still remains a challenge for the

private sector and foreign banks. In terms of quality of assets and capital adequacy,

Indian banks are considered to have clean, strong and transparent balance sheets

relative to other banks in comparable economies in its region. With the growth in

the Indian economy expected to be strong for quite some time-especially in its

services sector-the demand for banking services, especially retail banking,

mortgages and investment services are expected to be strong. One may also expect

M&A, takeovers, and asset sales. In March 2006, the Reserve Bank of India

allowed Warburg Pincus to increase its stake in Kotak Mahindra Bank (a private

sector bank) to 10%. This is the first time an investor has been allowed to hold

more than 5% in a private sector bank since the RBI announced norms in 2005 that

any stake exceeding 5% in the private sector banks would need to be vetted by

them.


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Indian Banking system

The Indian Banking Industry can be categorized into non-scheduled banks and

scheduled banks. Scheduled banks constitute of commercial banks and co-

operative banks. There are about 67,000 branches of Scheduled banks spread

across India. As far as the present scenario is concerned the banking industry in

India is in a transition phase. The Public Sector Banks (Pubs), which are the

foundation of the Indian Banking system account for more than 78 per cent of total

banking industry assets.

Unfortunately they are burdened with excessive Non Performing assets (NPAs),

massive manpower and lack of modern technology.

On the other hand the Private Sector Banks are witnessing immense progress. They

are leaders in Internet banking, mobile banking, phone banking, ATMs. On the

other hand the Public Sector Banks are still facing the problem of unhappy

employees. There has been a decrease of 20 percent in the employee strength of the

private sector in the wake of the Voluntary Retirement Schemes (VRS).

Indusland Bank was the first private bank to be set up in India. IDBI, ING Vyasa

Bank, SBI Commercial and International Bank Ltd, Dhanalakshmi Bank Ltd,

Karur Vysya Bank Ltd, Bank of Rajasthan Ltd etc are some Private Sector Banks.

Banks from the Public Sector include Punjab National bank, Vijaya Bank, UCO

Bank, Oriental Bank, Allahabad Bank, Andhra Bank etc.

ANZ Grindlays Bank, ABN-AMRO Bank, American Express Bank Ltd; Citibank

etc are some foreign banks operating in India.

Commercial banks


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Commercial banks have been in existence for many decades. Commercial Banks

mobilize savings in urban areas and make them available to large and small

individual and trading units mainly for Working Capital requirements. After1969,

Commercial Banks are broadly classified into nationalized public sector banks and

private sector banks.

The State Bank of India and its associate Banks along with another 20 banks are

the public sector banks. The private sector banks include a small number of Indian

Scheduled banks which have not been nationalized.

Public Sector Banks

Public sector banks are those which are owned by the Central Government either

directly or through the Reserve Bank of India. They are also known as

Nationalised Banks. Eg: State Bank of India and its subsidiaries, Allahabad Bank,

Corporation Bank, Vijaya Bank, Canara Bank, Bank of Baroda, Punjab National

Bank, Syndicate Bank, the Oriental Bank of Commerce.

Private Sector Banks

Private Sector banks are those which are owned and controlled by private

entrepreneurs. Private sector banks are classified as Private sector Indian Banks

and Private Sector Foreign banks. Private Sector India Banks are those which are

owned and controlled by Indian Entrepreneurs. Indusland Bank was the first

private bank to be set up in India. IDBI, ING Vyasa Bank, HDFC Bank, ICICI

Bank, UTI Bank (Now Axis Bank), Centurion Bank. Private sector Forign Banks

are those which are owned and controlled by foreign entrepreneurs. ANZ

Grindlays Bank, ABN-AMRO Bank, American Express Bank Ltd; Citibank etc are

some foreign banks operating in India


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Regional Rural Banks

The Regional Rural Banks (RRB) came into existence since the middle of 1970s

with the specific objective of providing credit and deposit facilities particularly to

the small and marginal farmers, agricultural laborers and artisans and small

entrepreneurs.

Co-operative banks

In India, co-operative Banks has assigned an important role in the development of

vital areas such as agriculture, rural and small-scale industry, retail distribution;

housing etc. the cooperative banking sector has been developed in the country to

replace the village moneylenders. They also promote savings of the farmers and

meet their credit needs for cultivation. The cooperative banking sectors are not

only in rural areas but now they have spread to urban areas also.

Scheduled banks and non-scheduled banks

Under the RBI Act, 1934, banks were classified as Scheduled banks and non-

scheduled banks. the scheduled banks are those which have are included in the

schedule(second)of RBI Act,1934.these banks have a paid up capital and reserves

of an aggregate value of not less than Rs.5 lakhs and which satisfy RBI that their

affairs are carried out in the interest of their depositors. Scheduled Banks comprise

commercial banks and the cooperative banks, In terms of ownership, Commercial

banks can be further grouped into nationalized banks, the State Bank of India and

its group banks, Regional Rural Banks and Private sector Banks (old, new,

domestic and foreign).These banks have over 67,000 branches spread across the

country. Non-scheduled banks are those which have not been included in the


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second schedule of RBI Act, 1934.at present, there are three non-scheduled banks

in India.

COMPANY PROFILE

BACKGROUND AND INCEPTION OF THE COMPANY

Corporation Bank is one of the oldest Banking Institutions in the Dakshina

Kannada district of Karnataka and one of the oldest banks in India. As the saying

goes on A thousand mile journey starts with small step. A step was taken by Shri


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which has been silently creating waves among the domestic banks in India. It is

one of the Nationalised Banks in India. The bank withstood the challenges of the

financial sector reforms and has emerged as the one of the financially and

fundamentally strong, well capitalised, technological sophisticated, efficient,

effective and one of the most profitable bank in India.

In the year 1952, Corporation Bank became the third bank in the country to receive

license from the Reserve Bank of India as Scheduled Bank. In the year 1961, the

bank of citizens was merged with the Corporation Bank. It was nationalised in

April 1980, which triggered the growth of the bank in terms of geographical reach

and business volumes.

The name of the bank was changed from Canara Banking Corporation of Udupi

Limited to Corporation Bank in the year 1973 and the corporate office of the bank

was shifted to Mangalore.

Vision, mission and Core values

CORPORATE VISION

To emerge as the most preferred Bank with global standards in financials,

efficiency, technology, products and services. Our Vision is to be an industry

leader in creating value for our customers, employees, shareholders and the

communities we serve. We will accomplish this through our teams passion for

providing an exceptional customer experience with a workforce that is encouraged,

recognized and rewarded for delivering on this Vision.

CORPORATE MISSION


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o

To be a technology savvy, customer centric progressive bank with a

national presence, driven by the highest standards of corporate

governance and guided by sound ethical values.

o

To become a provider of World - Class Financial Services

o To meet Customer expectations through Innovation and

Technological Initiatives

o

To emerge as a Role Model with distinct culture identity, ethical

values and Good Corporate Governance

o To enhance Shareholder's Wealth by sustained, profitable and

financially sound growth with prudent risk management systems

o To fulfill national and social obligations as a responsible Corporate

citizen

o To create an environment, intellectually satisfying and professionally

rewarding to the employees

Core values

o Innovativeness

o

Team work

o

Integrity

o Spirit of Learning

o Customer Focus

o

Commitment to Quality

o

Care and Concern

Strengths of the Bank


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The Bank has well experienced and qualified staff in the Top Position as well

as functional level. It has a sound asset quality with provisional coverage of 75%

which is best amongst its peers. Its net NPA in the second quarter of 2009-10 was

only 0.29%, while restructured loans constitute 3% of the loan book as compared

to 10% plus level for a for other bank. The Bank has also lowest operational cost

among its peers. Cost to income ratio fell from 44.6% to 32.2% over a three year

period. The total vehicle loan portfolio of the bank stands for at Rs 960 crores and

home loan 4400 crores. The total retail portfolio of the bank is only 18% of the

total advances.

Corporation bank has altogether progress in its business parameters, registering

29.47% growth over the previous year; profit growth registered an increase of

21.47%.Bank is having full computerized environment in all its branches with

interconnectivity through core banking.

A good number 1054 branches and 1032 ATM across the country and two

representative offices in HONG KONG and DUBAI gives a strong presence

across the globe.

ACHIEVEMENT/ AWARD

National Award for Assistance to Exporters from the President of India (1976-77).

Gem & Jewellery Export Promotion Council Award for 5 years from 1981- 85.

Shiromani Award 1992 for Banking from Union Minister for Commerce.

Best Bank Award for Excellence in Banking Technology from Institute for

Development and Research in Banking Technology (IDRBT), Hyderabad (2001) .

Best Bank Award for Innovative Usage and Application on INFINET (Indian

Financial Network) from Institute for Development and Research in Banking

Technology (IDRBT), Hyderabad (2002)


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Best Bank Award for Delivery Channels from Institute for Development and

Research in Banking Technology (IDRBT), Hyderabad (2003)

Runner-up Awards in the Best Online and Multi-channel Banking Team and

Outstanding achiever of the year-corporate categories in recognition of

outstanding achievement in Banking Technology for 2004, instituted under the

aegis of Indian Banks Association and Trade Fairs & Conferences International.[5]

During 2008-09 the bank received the Gold Trophy of the scope Meritorious

Award for the best managed bank/financial institution /insurance company.

The bank was also awarded the SKOCH challenger Award 2008 for the consumer

relationship management.

Bank has also won the use of technology for Financial Inclusion awarded from

the institute for Development and Research in Banking Technology (IDRBT)

Major recognitions

o

Indias Best Public Sector Bank - Business Today - KPMG Survey

dated 7 December, 2003

o Indias Strongest and Asias Second Strongest - The Asian Banker,

Singapore dated 15 December 2003

o

Indias Best Public Sector Bank - OutlookMoney , 15 March 2004

o One among Indias Best Public Sector Banks - Business Today, 26

February 2006

o

Among the mid size Banks, Corporation Bank is ranked Number 1

bank and Number 3 as fastest growing bank Businessworld,

December 2009

ASSET QUALITY
http://en.wikipedia.org/wiki/Corporation_Bank#cite_note-4http://en.wikipedia.org/wiki/Corporation_Bank#cite_note-4http://en.wikipedia.org/wiki/Corporation_Bank#cite_note-4http://en.wikipedia.org/wiki/Corporation_Bank#cite_note-4


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The NPA provision coverage ratio stood at 80.78% as at 31.03.2010 compared to

75.27% as at 31.03.2009

Total Cash Recovery is Rs 320.08 Crore as against Rs 278.45 Crore.

Corporation Bank has diversified into new areas such as credit card, merchant

banking, hire purchase and releasing and electronic remittance services.

Corporation Bank is one among the few banks in the country to take up principal

membership of visa international and Master-card International .

COMMITMENT TO SOCIETY

Corporation Bank being a public sector bank also works towards the economic

development of the country. It plays an important role in the revival of weaker

sections of the society. Corporation Bank is bounded by the guidelines of the RBI

to provide credit to the priority sectors. The priority sector consists of farmers,

artisans and small-scale industries.

OPERATIONS OF THE BANK

o

Treasury Operations

o Includes investment portfolio, securities & foreign exchange.

o

Corporate/ Wholesale Banking

o

Huge amount of advances to corporate sector

o Retail Banking

o Regular activities of bank

o

Other banking Operations

o

Insurance, Mutual funds, Demat services etc.,

ORGANISATIONAL STRUCTURE OF CORPORATION BANK

Three tier structure:


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CBOO is a unitary organization with a three tier setup. At the central level there is

an Executive Committee comprising office bearers elected in the Central Board,

ex-officio members representing the Zonal Units and nominated functionaries. The

Zonal committee constitutes the second tier comprising the elected regional level

functionaries. At the lowest tier are the Branch Secretaries working as the link

between the members at the grass root and the office bearers at different levels.

Composition of the EC

The Executive Committee consists of the following functionaries

01. President

02. Vice Presidents (2)

03. General Secretary

04. Joint General Secretary (4)

05. Deputy General Secretary (3)

06. Treasurer

07. Secretary Benevolent Fund

08. Secretary Women's Wing

09. Circle Secretary (6)

10. Assistant General Secretary (5)

11. Secretary, Balasubramaniam Foundation for Education & Training

12. Secretary, SWASTI

13. Zonal Secretaries (32)

Out of these, the members in their triennial General Body Meeting elect 14 office

bearers from 1 to 8. The Executive Committee nominates 6 office bearers from 9 to

11.


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Zonal Secretaries:

The Zonal Secretaries are ex officio members. They are elected at the triennial

general body meeting of members at every Zone corresponding with the Bank's

geographical zone. For the sake of efficiency, the Bank's Head Office, Mangalore

is treated as one zone with an exclusive Zonal Committee elected in the meeting of

the members working in Head Office.

The Zonal committee comprises the following functionaries:

1. Zonal Chairman

2. Zonal Secretary

3. Deputy Zonal Secretary

4. Zonal Lady Secretary

5. Area Secretaries (minimum 5 and maximum 15, depending on the size of the

membership and spread of the Zone)

The current Zonal wise list of committees along with their contact numbers and

addresses is given in the section on the list of Zonal office bearers.

Branch Secretaries:

The branch secretaries are generally elected by the members of the branches;

where the members are very few, such secretaries are nominated by the Regional

Committee.

Meetings:


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The Executive Committee generally meets not less than 3 times a calendar year.

The meetings are held in different places. The President chairs the meeting. The

proceedings of the meetings are recorded and preserved. The Zonal committee also

meets not less than 3 times a year. The Zonal chairman presides over the meeting.

Hierarchical Structure

Functional structure

Scalar Chain in a Branch


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Reporting Structure

Division of Work

o Work is divided into various section in head office.

o

Each regional office reports to head office with respective sections.

o

Each branches across various regions report to the concerned regional office.

o Within a branch all reports to the branch manager.

Span of Control

Manager to associates: 1:20 in large branches and corporate office.

Manager to associates: 1:5 in small branches or extension counter.

FUNCTIONAL AREAS


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Human Resource Department

Goals: The mission of the Human Resources Department is to provide an

organizational framework to recruit, select, classify, compensate, develop and

reward the diverse workforce, while ensuring an environment that optimizes

productivity, efficiency and effectiveness.

Objective:

maintain good industrial relations.

Functions:

1. Manpower Planning & Budgeting

Purpose: Manpower plan would form the basis for recruitment and induction of

quality manpower in the company and would also provide inputs for redeployment

in the company.

Policy: Manpower plan would form the basis for recruitment and induction ofQuality manpower in the company and would also provide inputs for redeployment

in the company.


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Procedure: Head of Department (HOD) along with the HR department shall initiate

the manpower plan for each budget year. The COO/CMD will approve the annual

manpower plan.

Manpower process flow chart

2. Recruitment & Selection

Policy: This policy sets out the Company guidelines for recruitment & selection of

suitable candidates and provides a systematic procedure for all recruitment.

Process of Requisition: On the basis of the requirements indicated by the

Individual departments of the company, the departments of the company, the

department is concerned would initiate a requisition for the position to be recruited

as and when required. The requisition form duly signed by the HOD, would be sent

to the HR department for the initiation of recruitment.

Recruitment Process Flow Chart


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Mode of Recruitment: The identified modes of recruitment are as follows:

a) Internal candidate sourcing

b) Employee & other references

c) Advertisements in National/Local print media

d) Web advertisements & search

e) Identified placement agencies/consultancies

Mode of Recruitment

a) Receipt of applications (Candidate profiles)

b) Preliminary Short listing

c) Functional Short listing

d) First interview / Screening


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- Filling of application form if shortlisted,

- Complementary assessment tools such as written test, presentation, case studies

etc

(wherever necessary)

e) Panel Interview (For senior positions)

-Proscan and Jobscan profiling

f) Final interview (For all positions)

g) Reference Check

h) Selection & Offer

3. Induction & Orientation

Purpose: To familiarize the new joinees with Products & Services, Structure &

Function, People & Procedures.

Scope: All new employees of the Company

Procedure: The HR department would formally welcome the new joinee(s) and

spend initial few days assisting them to settle down. In the process, completing the

joining formalities, briefing on standard office rules and regulations, introducing to

other employees (from the same function and other functions) to get familiar with

the company.

Flow of Induction Programme

4. Performance Management System


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BASE believes that each employees overall performance is equally determined by

the achievement of measurable hard targets as well as the demonstration of

soft and functional skills.

Performance management cycle

o

To plan and review individuals performance goals and development plans

in alignment to the organizations goals.

o A CORE business process that facilitates optimal organizational

performance and success.

Not just a set of performance appraisal form but provide broad overview of day to

day job accountabilities , recognition of Effort over Performance and evaluates

the skills of Managers in coaching and mentoring staff under them.

Performance Objectives need to be SMART


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S: Specific - what actions or tasks to be accomplished

M: Measurable - how the actions or tasks can be accomplished

A: Achievable - actions or tasks that are realistic enough to be accomplished

R: Relevant - actions or tasks have to be in line with Departments BSC

T: Time bound - actions or tasks have to be accomplished within an agreed time

frame

5. Training & Development

Purpose & Scope: corporation bank as a company encourages a learning culture

within the company. Training activities are planned throughout the year in a pro-

active and systematic manner. The HR Department plays the major role in ensuring

that all

undergo training regularly, so as to individually improve and be able to perform

optimally in their respective functions.

While the company undertakes the responsibility for the development of its staff

through training, we expect the staff to be committed to training and

developmental activities, which are aimed towards personal and organizational

growth. It is to be understood that training is an investment for the growth and

development of the people.

Policy and Procedure:

a) The need for training is to be identified at 3 levels: Corporate (to meet the

corporate requirements), Departmental (Functional requirements) and Individual

(Individual skill set gap) for personal development.

b) The Department Head will recommend the training needs of the Individuals.

HOD along with the immediate supervisor will determine the individual training

need, during the appraisal period. However, the need should not be ofemployees

own request, for his personal benefit, but should be focused towards organizational

and functional needs.


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c) The HR department shall ensure that all employees undergo the planned hours

of training as approved by the COO.

6. Leave Policy

Scope: To facilitate the staff to maintain work life balance and take care of un-

expected

exigencies.

Eligibility: All staffs of Base will be eligible.

7. Staff Loan Policy

Scope: This Policy aims to define conditions pertaining to application of loans

from the company to meet financial emergencies of staff and family, the approval

process involved and finally about the mode of settling the loans availed.Eligibility: All the Base staffs who are in the regular rolls of the company.

Loan Criteria:

Medical Emergencies of Staff/ Immediate family

Higher Education of Staff/Children

House Construction

Marriage of Self / Sister / Brother

Death of family members

Loan Procedure: Loan must be applied through official staff loan form only. Staff

needs to apply for loan 1 week in advance (exceptions allowed in case of Medical


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Emergencies/death of family member). All loan application should be routed

through proper channel.

Other Policies of the organization are

8. Employment & Terms of Employment

9. Relocation & Accommodation Policy

10. Grievance and Grievance handling Travel Policy

11. Quality Policy

12. IT Security Policy

13. Occupational Health & Safety Policy

14. Whistle Blower Policy

15. Employee Welfare Scheme

16. Employee Exit

17. Rewards and incentives

18. Benefits and employee services

19. Discipline and disciplinary actions

Finance Department

In this modern era, finance is the life blood of all business organizations. It is the

master key, which provides access to all resources to be employed in

manufacturing and merchandising activities. It is rightly said that businesses need

money to make more profits, for effective and continuous running of business

activities, money plays a vital role. To carry on this, finance department came into

existence. This function should be well organized; there will be separate

department to look after the financial aspects of the firm.

To work more effectively and efficiently, the finance department in Corporation

bank is further classified into several sections such as,


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o

Books And Budget: Journal and Ledger, Management Information

Reports (monthly profit and loss account).

o Provident Fund: This section is in complete charge of all activities

concerned with the provident fund available to the employee. There

are 3 types of provident funds

a. Medical

b. Re-fundable

c. Non-refundable

3. Financial reporting

The Financial reporting section of the department workflow is aimed at generating

and providing financial reports to company's departments and outside institutions

to ensure legal compliance with state requirements. The Financial reporting section

also reconciles the accounts of the company and reports current status of all

operations and translations made during reporting period. The company owners

and The Board of Directors use financial reports to ensure that the revenue of the

company is properly receipted.

4. Auditing

Corporation bank is a public sector company and is subjected to audits during the

course of the year.

Annual Audit:

As the name suggests, this audit is carried once in a year. It is final and very

thorough.

Marketing Department

For any organization to carry out its sale activity efficiently and more effectively

what they need is a good marketing department.


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The activities carried out by the marketing department are:

Enquiry from the customer.

Acknowledge to that enquiry

Offer-quoting of tender

Negotiating

Order

Internal order allocation.

Functions of the Marketing department:

1. Development of marketing goals and strategy

2. Promotion and advertisement

3. Managing customer relations

4. Identifying customers needs

5. Specifying target audiences or market segments

6. Processing orders and payments

7. Getting feedback from target audience

8. Researching new markets

9. Managing vendors

10. Managing budget

11. Conducting advertizing campaign


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SWOT ANALYSIS OF CORPORATION BANK

CORPORATION BANK

Parent company Government of India

Category Bank

Sector Banking and finance

Tagline/Slogan Prosperity for allUSP Customised banking solutions

STP

Segment Rural and urban Banking

Target group Emerging markets

Positioning Complete Banking solutions

SWOT ANALYSIS

STRENGTH 1.Equal presence in rural and urban

areas

2.Strong financial performance.

3.Employee base of over 12000 people

4.Customised banking solutions.


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WEAKNESS 1.Lack of Pan India presence.

2.Less publicity and branding in

comparison with leading banks.

Opportunity 1.Innovative products and services.

2.Government funding.

Threats 1.Economic crisis and volatile markets

2.Changing RBI policy

3.Presence on other banks.

COMPETITION

COMPETITORS 1. S.B.I.

2.Andhra Bank

3.Allahabad bank

4.Canara bank


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corporation bank birla internship 17.8.14

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