Fresh recruitment slows down
3 bankers - Mahabaleshwara MS, MD & CEO, Karnataka Bank, Papia Sengupta, ED, Bank of Baroda, and V. Ramesh, CFO, City Union Bank, share recruitment related information:
Mehul Dani: How many new employees joined during 2016-17? What is the number of employees in each category?
Mahabaleshwara MS: Total number of employees of our bank as of 31 March 2017 was 7982. There are 5584 male employees and 2398 female employees and thus female employees constitute 30% of the entire work force. 420 new employees have joined during 2016-17. The yoy growth in the number of employees is 190 (2.44%). There are 4 categories of employees in the bank. The highest number of employees are clerical (3223, 40.38%), followed by officers (scale 1-3) (2875, 36.02%), subordinates (1696, 21.25%) and executives (scale 4 & above) (188, 2.35%). The targets of fresh recruitment and promotions for the year 2017-18 are yet to be assessed in accordance with man power budget exercise.
Papia Sengupta: The total number of employees as on 31 March 2017 is 51,632, of which 3366 employees joined during 2016-17. The recruitment of employees has come down by 44% during 2016-17. Female employees comprise around 23% of the total workforce. Employees are under 3 categories - viz. officers’ cadre, clerical cadre and subordinate cadre.
We are in the process of finalizing the manpower plan for the current financial year, which is based on various parameters including retirements, initiation of new projects, organization re-structuring, etc.
V. Ramesh: The total number of employees of the bank as of 31 March 2017 is 4689, out of which 3445 (73.5%) are male and 1244 (26.5%) are female. The number of new employees joined in our bank is 613 in the last FY, 561 in 2015-16 and 529 in 2014-15. There are 4 categories of employees in the bank: 54 executives, 1799 officers, 2526 clerks and 310 sub staff.
When was the last recruitment drive conducted? How many applications were received against the required posts?
Mahabaleshwara MS: Recently we conducted a recruitment process for clerical posts for which we received 39,149 applications. About 25,958 candidates appeared for written test and 5156 successful candidates were interviewed.
Papia Sengupta: One of the channels being used for the our recruitment is Baroda Manipal School of Banking (BMSB). This is a unique ‘Train-Hire-Deploy’ model where bank selects the candidates meeting the eligibility criteria and puts them through a focused 9 months on campus program and on the job training program in the branches. These candidates are absorbed in the officers’ cadre on successful completion of the course, which ensures that by the time they join the bank, they are ‘first-day, first hour’ productive. BoB receives a huge response from prospective candidates every year for the selection process. For 2016-17, we received around 2 lakh applications pan-India for 1200 positions.
BoB also participates in the common written process being conducted by IBPS for recruitment of specialist officers in various disciplines and for recruitment of clerks at entry level. Lateral recruitment in higher scales of experienced people in various specialization areas is also undertaken.
At present, we are recruiting people in various grades/scales as generalist and specialist officers directly from outside in specialized areas such as credit analysis, finance, treasury, risk management, HR, planning, law, etc.
V. Ramesh: The last recruitment drive was conducted in November 2016. 1008 applications were received for various categories of employees. The recruitment through campus is going on then and there.
What are the bank’s policies & practices for promotions?
Mahabaleshwara MS: The promotion of clerical and subordinate staff and officers up to scale 3 is governed by the internal settlements/MOU between the bank and recognized unions. The promotion of executives (scale 4 and above) is governed by the board mandated policies. We recruit people directly to clerical and subordinate cadre. We also recruit specialized category officers.
Papia Sengupta: The promotion policy of the bank is amended from time to time to bring about a performance driven culture and also to motivate the staff to take up challenging positions and higher responsibilities. The promotion policy addresses the career aspirations of performing and talented staff for faster career progression and strikes a fine balance between performance and potential in assessing suitability for promotions.
V. Ramesh: Career progression plays a major role as a motivating factor for performance levels of employees. Our bank strives to offer as many opportunities as possible at the earliest time. Promotions for workmen and scales of officers are based on various bi-partite settlements with CUBSU and CUBOA respectively. However, the management decides on the minimum stipulation on length of service in the existing cadre and qualification and other exposure norms based on manpower planning. We have periodical settlements with union and association to take care of all benefits and welfare measures of the employees. We recruit directly from outside for clerical cadre to executive cadre.