Shetty, Santhosha G (2011) ROLE OF HRM IN VALUE CREATION WITH SPECIFIC REFERENCE TO COOPERATIVE BANKS IN UDUPI DISTRICT OF KARNATAKA STATE. Journal on Banking Financial Services and Insurance Research (JBFSIR), 1 (8). pp. 140-150. ISSN 2231-4288

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Abstract

The main purpose of this paper is to analyze as to how to create value through proper Human Resource Management. This paper studies the factors responsible for value creation in banks, based on sample survey of employees of cooperative banks of Udupi district of Karnataka state. It establishes a link between value creation, employees’ satisfaction and development, quality of service and satisfaction of customers. It deals in detail the significance of value creation, reasons for lower value, techniques of creating value through proper HRD and Human resource management. This paper makes an attempt to explain the reasons responsible for lower value in some cooperative banks. The paper touches upon the significance of human resource management for creating value in providing quality service to external customers and by developing internal customers i.e. employees. The objective of study was to know the role played by HRM of cooperative banks in value creation with reference to quality of service and employee management, to find out the weak points and to suggest alternative or better role for value creation. Both primary and secondary data were used for collecting data. HR managers, executives and 100 employees were interviewed for collecting the data. Established office records were also verified regarding HR policies. Findings of the study were the employees were satisfied on a large number of issues such as pride, team work, working facilities and benefits provided by the organization. For creating the value employee satisfaction is very important. But they are not happy with the performance appraisal system because it is in paper only but not in actual practice from the point of view of its implementation. Employees will be satisfied only when performance is identified and employees are treated according to the established rules of organization. But as per the opinion of most of the employees, HR Department is not following the rule of the organization in identifying and recognizing the performance. HR Department is subject to influence and immoral ways while considering candidate for promotion which ultimately affected quality of employees, quality of service and value of bank.

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