Human Resource Development-Policies and Practices in Urban Co-operative Credit Banks in Belagavi District

Abstract

The efficiency of the employees in urban co-operative banks is influenced by the HRD policies adopted in these banks. These policies may be favourable or unfavorable to employees. The favorable HRD policies help the urban co-operative banks to increase the profitability and employee satisfaction. Due to politicization and lack of professionalization in managerial leadership in co-operatives, the employees have been neglected. There is hidden grievance in the minds of employees in these banks. Since, employees in urban co-operative banks are not organized, they cannot raise the voice collectively against the management. This paper aims at studying HRD policies followed by management of different urban co-operative banks in Belagavi district. It also includes the analysis of perceptions of employees in respect of HRD policies pursued by these banks. For this purpose, all 36 urban co-operative banks in Belagavi district have been selected. They have in total 109 branches. 61 branches have been selected as sample on convenient random sampling basis. For selection of sample of employees, census method has been adopted. Sample of employees include 370 respondents consisting of 116 officers and 254 clerks. The close ended questionnaires regarding the HRD policies and practices were prepared by using Likert Type Five Point Summated Scale. These questionnaires were canvassed and personally administered. The questionnaires relating to HRD policies were obtained from management of all urban co-operative banks in the district. The questionnaires relating to HRD practices were served to all employees of selected branches in all the urban co-operative banks. Statistical techniques like tabulation, graphical representation, pie chart, mean, standard deviation, chi-square test, etc. have been used. The analysis is presented in two sections namely the extent of usage of HRD policies and the effectiveness of HRD practices as perceived by the officers and clerks. The collected data was organized, coded and analysed using the SPSS. To measure the level of satisfaction about HRD policies, percentage and mean score have been used. Mean and standard deviation are calculated for the group of officers, group of clerks and total employees for different HRD policies. To study the relation between the level of satisfaction of employees about HRD policies, chi-square test has been used. Chi-square test is conducted for biveriate table to test the independence of the level of employment (officers and clerks) and the levels of response for each HRD policy. Since data is qualitative in nature and sample size is more than 30, Karl Pearson’s chi square test is used for analysis. The p-value is calculated on the basis of chi square test. The inferences have been drawn to test the independence of perceptions on HRD policies and the level of employment.