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Project Report On Human Resource Management in Banking Sector

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research journal for resurrection in intellectual disciplines.

SUPRIYA B A L A S A H E B GAIKWAD

In current era of highly volatile business environment organizations are facing emerging challenges in form of acquisition and optimization of human resource. Being valuable and scarce capabilities, human resources are considered as a source of sustainable competitive advantage. The success of an organization depends upon several factors but the most crucial factor that affects the organization performance is its employee. HR plays an integral role in achieving an innovative and high-quality product/ service. If the employees of an organization are satisfied with their jobs, the organization can achieve its goals very straightforwardly. This research explores the human resource management practices in public and private sector banks in kankavli city, as well as the multi various functions of human resource management (HRM) And study motivational factors influencing the employees, and employee satisfaction level of public and private sector banks in Kankavli city. The literature study was conducted to explore the extent of human resource management (HRM) practices usually practiced by five prominent commercial Banks of india. The research is conducted in order to examine the issues involved in employee selection and recruitment, Training & Development programs, performance appraisal and promotion, rewards and compensation, occupational health safety security,and employee relationship indicators to measure employee level of satisfaction levels of job satisfactions.

project on hrm pdf

DR MUHAMMAD ABRAR

With nationalization, banks ceased to be funding agencies only for industrial sector and became a vivacious instrument of social change more statistical data are available in support of the preposition that there is a phenomenal. Being human resources are considered as a source of sustainable competitive advantage. The success of an organization depends upon several factors but the most crucial factor that affects the organization performance is its employee. Keywords: HRM Practices, Public Sector Banks and Private Sector Banks.

Abubakar Umar

ABSTRACT This study was conducted to determine the association between Human Resource Management Practices and employees’ performance in selected banks within Kano metropolitan city. A survey research design was adopted and Random sampling technique was used to collect data for the research. A questionnaire with the total of 28 items was distributed among employees of banks for data collection. To investigate the relationship between the independents variables and dependents variables, Pearson correlation coefficients were used. The result indicated that HRM practices (compensation, Performance Appraisal and training) have positive impact on employees’ performance.

muntaser almaamari

This article enlightened the banking activity which thrives on the strength of people power. People are the direct factors of productivity of its services and people are its sole consumers. The literature study was conducted to explore the extent of human resource management (HRM) practices usually practiced by five prominent commercial Banks of India. The literature review were done in order to examine the issues involved in employee selection and recruitment, Training & Development, salaries and wages, job analysis methods, performance appraisal, employee participation, indicators to measure their levels of job satisfactions. With nationalization, banks ceased to be funding agencies only for industrial sector and became a vivacious instrument of social change more statistical data are available in support of the preposition that there is a phenomenal. Being human resources are considered as a source of sustainable competitive advantage. The success of an organization depends upon several factors but the most crucial factor that affects the organization performance is its employee.

INTERNATIONAL JOURNAL OF ENGINEERING TECHNOLOGIES AND MANAGEMENT RESEARCH I J E T M R JOURNAL

Employee satisfaction plays a key role on both the individual and organisation. Employee satisfaction will result in improving organisation productivity. The present study is carried out to comprehend the effect of HRM Practices in banking sector. This study is based on both primary and secondary data, reviewing the literatures related to HRM Practices, employee satisfaction, in banks of chittoor district. The objective of the study focuses on understanding Effect of HRM practices on Employee satisfaction banking organizations on employee satisfaction towards organization. The study results revealed that there is significant impact of HRM practices on employee satisfaction.

TJPRC Publication

Human resources are considered to be a critical organizational resource that facilitates an organization to sustain its effectiveness and value. Banking sector in Saudi Arabia is facing furious competition, economic crisis and Saudization as far as human resources are concerned. In such a competitive business environment getting and retaining productive employees is complicated tasks when competitors are struggling for attract human resources from other organizations by providing attractive compensation and promotional plans. In order to retain productive employees it should be ensured that they are satisfied from the human resource practices prevailing in the concerned organization. The purpose of present study is to analyze and achieve a better understanding of the impact of human resource practices on job satisfaction among the employees of private sector banking in Saudi Arabia. The present study was conducted on 146 employees of private banking sector and the multiple linear regression models is applied to assess the influence of HRM practice such as training, performance appraisal, team work, employee participation and compensation on job satisfaction of the employees. The analytical results of the study revealed that training has no significant influence on job satisfaction whereas, other HRM practices like performance appraisal, team work, employee participation and compensation have positive and significant influence on the job satisfaction.

Dr. Pushkar Dubey

In today's competitive and rapidly changing business world, organizations especially in the service industry need to ensure maximum utilization of their resources to their own advantage; a necessity for organizational survival. This has increased the need for organizations to not only improve the way they deliver services but also to examine their practices, organization mission and goals, performance objectives and performance measures. Human resource management practices has the ability to create organizations that are more intelligent, flexible and competent than their rivals through the application of policies and practices that concentrate on recruiting, selecting, training skilled employees and directing their best efforts to cooperate within the resource bundle of the organization. The paper examines previous literature through secondary sources in different organizations.

Abdijabbar Ismail Nor

This paper focused on reviewing the findings of previous studies conducted by various researchers with the aim to analyze the impact of HRM practices such as recruitment and selection, career planning and development opportunities, training and developments, compensation, reward and recognition, Work-Life Balance and Participation in Decision Making, on Employee Performance. The study applied descriptive research design and only secondary sources have been used to collect the data from the research articles and found a positive relationship between HRM practices and employee performance. Therefore, the study concluded that HRM practices can be applied as a tool to enhance the performance of employees.

HRM has evolved since last two decades from a reactive function with an administrative focus to a proactive approach with a strategic orientation. This is because most firms now accept human resource as their competitive advantage and HRM as a means of acquiring, building and sustaining the human capital. In Pakistan, despite having an initial intention of improving employee involvement and commitment towards the organizational performance, no conscious attempt is seen to be made and the HR function is often found failing the test of construct validity. Banking sector has however come up with a greater effort to meet the international standards in HRM practices. Critically analysing Allied Bank Limited with reference to the best practices in HRM we found that HRM is well positioned there and all the standard activities of HRM such as strategic HRM, HR planning, recruitment and selection, training and development. performance management and employee relations are carried out using contemporary methods. However, the bank lacks in involving all stake holders in appraisal activities, employee involvement and empowerment and the compensation practices for the upper management seem to be obsolete.

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80+ HRM Project Topics For Your Next Assignment

HRM project topics

Human Resource Management, often abbreviated as HRM, is like the heart of a company. It takes care of the people who work there. Whether you’re in school or working, doing a project about HRM can help you learn a lot. That’s why we have great 80+ project topics for you. These ideas cover many things about HRM, like hiring the right people, training them, and even using cool technology like AI and blockchain. You can also explore how HRM can keep everyone safe and healthy at work.

HRM is not just about rules; it’s also about treating people fairly and kindly. So, in this blog, we’ll use simple language to introduce you to these project topics. Whether you’re new to HRM or a pro, there’s something here in this blog for everyone. Let’s get started on your HRM project topics journey!

What is HRM (Human Resource Management)?

Table of Contents

Human Resource Management (HRM) is like the people side of a business. It’s all about taking care of the employees who work there. Imagine HRM as the team that helps find the right people for jobs, trains them, makes sure they are happy and motivated, and keeps them safe at work. HRM also deals with things like pay, benefits, and making sure everyone follows the rules. In simple words, HRM is like the glue that holds a company together, making sure everyone works well and feels valued, so the company can be successful.

80+ HRM Project Topics

Traditional hr functions:.

  • Recruitment and Selection Process Optimization.
  • Employee Onboarding: Best Practices.
  • Employee Training and Development Strategies.
  • Performance Appraisal Systems and Their Impact.
  • Motivation Techniques in the Workplace.
  • Employee Engagement: Measuring and Enhancing.
  • Effective Compensation and Benefits Strategies.
  • Managing Employee Turnover: Causes and Solutions.
  • HR Policies and Compliance.
  • Employee Relations: Conflict Resolution Techniques.

Talent Management:

  • Succession Planning: Nurturing Future Leaders.
  • High-Potential Employee Identification and Development.
  • Talent Acquisition in the Gig Economy.
  • Building a Diverse and Inclusive Workforce.
  • Employee Retention Strategies for Millennials.
  • Managing a Remote Workforce.
  • Cross-Cultural HR Challenges in Global Companies.
  • Building a Learning Organization.
  • Employee Well-being Initiatives.
  • HR Analytics for Talent Management.

Workforce Development:

  • Assessing Training Needs for Employees.
  • Implementing a Mentoring Program.
  • Employee Career Development Paths.
  • Measuring the Impact of Training Programs.
  • Managing a Multigenerational Workforce.
  • Work-Life Balance Programs.
  • Flexible Work Arrangements: Benefits and Challenges.
  • Employee Skills Gap Analysis.
  • The Role of HR in Knowledge Management.
  • Change Management Strategies.

Employee Relations:

  • Investigating Workplace Bullying and Harassment.
  • Conflict Resolution Strategies.
  • Employee Feedback and Communication Channels.
  • Managing Workplace Diversity.
  • Employee Wellness Programs.
  • Promoting Work-Life Integration.
  • Ethical Issues in HRM.
  • The Impact of Organizational Culture on Employee Relations.
  • Employee Assistance Programs (EAPs).
  • Employee Discipline and Grievance Handling.

Emerging Trends:

  • Artificial Intelligence in HRM.
  • Predictive Analytics for HR.
  • Blockchain in HR: Applications and Challenges.
  • Remote Work Technology Tools.
  • Gamification in Employee Engagement.
  • HR Chatbots and Virtual Assistants.
  • Cybersecurity in HR.
  • Agile HR: Adapting to Rapid Changes.
  • Sustainable HR Practices.
  • Diversity and Inclusion Metrics.

Workplace Health and Safety:

  • Creating a Safe Work Environment.
  • Occupational Health and Safety Regulations.
  • Emergency Response Planning.
  • Promoting Mental Health at Work.
  • Workplace Ergonomics.
  • Reducing Workplace Stress.
  • Managing Workplace Accidents and Injuries.
  • Safety Training Programs.
  • Wellness Initiatives for Employees.
  • Pandemic Response and Business Continuity Planning.

HR Technology:

  • Evaluating HR Software Solutions.
  • HRIS Implementation and Best Practices.
  • The Future of HR Tech: Trends and Predictions.
  • Data Privacy and HR Data Management.
  • Cloud-Based HR Systems.
  • Mobile HR Applications.
  • HR Metrics Dashboards.
  • HR Technology ROI Analysis.
  • Integration of HR Tech with other Business Systems.
  • HR Tech for Small Businesses.

Legal and Ethical Issues:

  • Employment Law Compliance.
  • Discrimination and Equal Opportunity.
  • Handling Employee Privacy.
  • Intellectual Property and Non-Disclosure Agreements.
  • Whistleblowing Policies.
  • HR’s Role in Preventing Unethical Behavior.
  • Fair Labor Standards Act (FLSA) Compliance.
  • Global HR Ethics and Standards.
  • Social Responsibility and HR Practices.
  • Ethical Dilemmas in HR Decision-Making.

How To Choose Right HRM Topic?

Choosing the right HRM (Human Resource Management) topic for your project can be easier when you follow these simple points:

  • Interest : Pick a topic that genuinely interests you. It’s easier to work on something you care about.
  • Relevance : Choose a topic that relates to HR issues you’ve observed or heard about in real-life workplaces.
  • Research : Check if there’s enough information available on the topic. You need resources to support your project.
  • Scope : Make sure the topic is not too broad or too narrow. It should be manageable within your project’s timeframe.
  • Current Trends : Consider focusing on current HR trends or emerging challenges to keep your project up-to-date.
  • Skills Enhancement : Select a topic that helps you develop skills you want to improve, whether it’s data analysis, communication, or problem-solving.
  • Practicality : Think about how your project might be useful in the real world. Practical projects often have more impact.
  • Feedback : Ask your teacher or supervisor for their input. They can help you choose a topic that aligns with your goals and their expectations.
  • Passion : If a topic genuinely excites you, it will show in your work. Passion can make your project stand out.
  • Discuss : Talk to peers or colleagues about your potential topics. They might offer valuable insights or suggestions.

Choosing the right HRM project topic can be the key to a successful and fulfilling project experience. These 85 HRM project topics cover a wide range of areas within human resource management, from traditional functions to emerging trends and ethical considerations. Depending on your interests and the specific requirements of your project, you can select a topic that not only challenges you but also allows you to make a meaningful contribution to the field of HRM. So, go ahead, pick a topic, and embark on your HRM project journey with enthusiasm and confidence!

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