IBA HR Con­fer­ence...................................

In­dian Banks As­so­ci­a­tion or­ga­nized a HR con­clave to un­der­stand the trans­for­ma­tions in the HR role in dig­i­tal age. Ex­cerpts from the dis­cus­sions:

Banking Frontiers - - Contents - [email protected]­cal­in­fo­mart.com

Dr Fareed Ahmed, Ex­ec­u­tive Di­rec­tor, Pun­jab & Sind Bank:

The emer­gence of the tech­nol­ogy has changed over­all HR process. The in­te­gra­tion of tech­nol­ogy has brought pos­i­tive im­pact on em­ployee trans­parency and pro­duc­tiv­ity. New fi­nan­cial prod­ucts have in­tro­duced new risks. There is need for skill trans­for­ma­tion and per­for­mance man­age­ment to match with the lat­est tech­nol­ogy. The em­ployee un­der­stand­ing of the lat­est tech­nol­ogy is a chal­lenge and banks needs to find out so­lu­tions for it. The av­er­age age of our em­ployee is 37 years. Com­mu­ni­ca­tion plays a very im­por­tant role in un­der­stand­ing the needs of the mil­len­nial em­ploy­ees.

Alok Choud­hary, DMD, State Bank of In­dia:

SBI started ‘ Pari­var­tan’ in 2006, a 100-day pro­gram to in­crease com­mu­ni­ca­tion skills of its man­agers. It sees the pro­ject as an ex­ten­sion of the pre­vi­ous one. We are fo­cus­ing on cre­at­ing trans­parency among the em­ploy­ees. We have in­tro­duced, ‘Nayi Disha’, an em­ployee en­gage­ment pro­gram which aims to en­sure that its 260,000 em­ploy­ees re­main highly mo­ti­vated and ready to take on fu­ture chal­lenges. With its fo­cus on work– life bal­ance, the pro­gram en­sures the in­volve­ment of im­me­di­ate fam­ily mem­bers of the em­ploy­ees, al­low­ing them to in­form the bank if an em­ployee is un­able to leave home for work on time. The pro­gram was in­tro­duced when it came to the no­tice of the bank that the em­ploy­ees ap­peared to be low on mo­ti­va­tion and morale and per­formed their du­ties rather me­chan­i­cally. Fear­ing that this will af­fect cus­tomer ser­vice, the bank has come up with var­i­ous em­ploy­eefriendly mea­sures.

Re­cently the bank had be­gun to al­low its em­ploy­ees to se­lect the lo­ca­tion be­fore trans­fer­ring a cou­ple - hus­band and wife who are em­ploy­ees of the bank. The prac­tice of ex­tend­ing sick leave in case of health­care needs of in-laws has also been in­tro­duced. The bank has also started al­low­ing leave to par­ents to help their chil­dren dur­ing ex­ams. We have reached 93% of our em­ploy­ees through, Nayi Disha pro­gram.

Vi­nay Raz­dan, CHRO, HDFC Bank:

There is an in­crease in the dig­i­tal foot­print in new star­tups like Ama­zon and Flip­kart. But, there is still lot of pa­per­work in­volved in many other en­ter­prises, as they still fol­low pa­per-driven pro­cesses. HDFC Bank op­er­a­tions are on a big scale and it has pres­ence in deep ge­ogra­phies. There is need for con­tin­u­ous im­prove­ment in HR pro­cesses, be­cause the pro­cesses we im­ple­ment may not be reg­u­lated by the fi­nan­cial bod­ies. The level of cre­ativ­ity tends to be high, level of evo­lu­tion on the ma­tu­rity curve takes time, it takes time to start some­thing new on the dig­i­tal note. Ten years ago, banks were do­ing one em­ployee sur­vey in a year, but now such sur­veys and more fre­quent and cov­er­ing dif­fer­ent as­pects.

At HDFC Bank, we have de­cen­tralised our tal­ent ac­qui­si­tion and we use AI and ML based so­lu­tions. Ev­ery­thing which was done man­u­ally is now com­pleted with high de­grees of soft­ware sup­port.

We have re­ceived 89-90% re­sponse from can­di­dates who at­tended out our auto call­ing in­ter­view process, and 60% of the in­ter­viewed can­di­dates have an­swered the in­ter­view ques­tions in the le­nient way. We have cre­ated a dig­i­tal land­scape, where op­por­tu­ni­ties are there to reach the next level. The in­for­ma­tion and guid­ance to reach the next level is avail­able in our em­ployee app. It has all the de­tails like what skills cer­tifi­cates are re­quired to reach the next level. Banks must have com­pre­hen­sive dig­i­tal land­scape that cov­ers ev­ery­thing. What­ever trans­for­ma­tion you are try­ing to bring should be sus­tain­able as you go for­ward.

Ra­jka­mal Vem­pati, Ex­ec­u­tive VP & Head HR, Axis Bank:

At Axis Bank, we be­lieve in ‘How fu­ture HR look like?’ Cur­rently it is a bound­ary based. When an em­ployee joins our bank, he or she has a choice of learn­ing skills and ca­reer op­por­tu­ni­ties. Some of the public sec­tor banks have done won­ders in adopt­ing the lat­est tech­nol­ogy.

Our bank’s fo­cus is on ‘ vya­par’ and ‘vyava­har’ for HR pro­cesses. All the man­age­rial jobs are first put up in­ter­nally for 5 days, so the in­ter­nal bank em­ploy­ees can ap­ply for the job. Dig­i­ti­za­tion pro­cesses help the re­cruiter and job screen­ing manger to get in­for­ma­tion about the per­son they are plan­ning to re­cruit. The skill in­ven­tory

also plays im­por­tant role in se­lect­ing the re­quired can­di­date for the job. The space of the branch will be the same, but we must evoke dig­i­tal as­pect to it. We are fo­cus­ing on how to get dig­i­tal in the phys­i­cal world. We pro­vide BYOD fa­cil­ity and our app has all the fea­tures that are re­quired by the em­ploy­ees.

Sukhjit Pas­richa, CHRO, Ko­tak Mahin­dra Bank:

It is not about what is your dig­i­tal strat­egy to­day, it is mainly about what is your strat­egy in the dig­i­tal world. It is not about what your HR plan is. It is about your plans in the dig­i­tal world. Banks are re­cruit­ing gig work­ers us­ing apps, so the dig­i­tal trans­for­ma­tion has made sim­pli­fi­ca­tion of gig econ­omy jobs re­cruit­ment process for the banks.

Joy­deep Dutta, Head - Strate­gic HR, Bank of Bar­oda:

Dig­i­tal is here to stay. Public sec­tor banks are big banks, have many em­ploy­ees, ad­here to com­pli­ances and reg­u­la­tions. Bank of Bar­oda has in­tro­duced ‘ Gems’ pro­gram, a per­for­mance man­age­ment pro­gram, em­pow­er­ing em­ploy­ees in their ca­reer g r o wth. We s c hedul e pe r f o r mance man­age­ment meet­ings at the end of ev­ery year. We al­low em­ploy­ees to take charge of their per­for­mance man­age­ment and we are suc­cess­ful in it. When we work dig­i­tal, it re­quires the role of dig­i­tal evan­ge­list to bridge be­tween HR and IT teams. There is a need to push for the adop­tion of the lat­est tech­nol­ogy. Our HR app pro­vides real time in­for­ma­tion to the em­ploy­ees and the em­ploy­ees can get the rel­e­vant data form it.

Atanu Kumar Das, Ex­ec­u­tive Di­rec­tor, Bank of In­dia:

We are try­ing to change our­selves from the con­ven­tional model to a new age model. We have 5090 branches spread across the coun­try and we are mov­ing from the con­ven­tional ways in our HR pro­cesses. Bank em­ploy­ees face the chal­lenge of knowl­edge gap, and we are giv­ing em­pha­sis on ‘know your bank’ as­pect. If you are not do­ing em­ployee en­gage­ment, then it will ad­versely af­fect the bank’s per­for­mance. We re­quire hy­per­ac­tive and ro­bust back of­fice. The bank has started lo­cal train­ing in each of its zonal head­quar­ters and in­tro­duced ‘Eklavya’ pro­gram where we on-board new­com­ers who are put un­der the care of se­lected re­tired se­nior of­fi­cials of our bank.

Vikram Tan­don, Head - HR, HSBC:

Our em­ploy­ees’ ex­pec­ta­tions are chang­ing fast. We are try­ing to de­liver quick so­lu­tions and try­ing to rein­vent our ways. HSBC has em­pow­ered teams and they have pro­duced out­stand­ing re­sults quickly. We are work­ing on de­vel­op­ing fu­ture skills. For ex­am­ple, we are iden­ti­fy­ing the top 5 skills re­quired in or­der to be suc­cess­ful in the pro­fes­sional life. We are try­ing to col­lab­o­rate with oth­ers. While jobs will come and go, but what we are try­ing to do is how we can make our em­ploy­ees suc­cess­ful.

Ab­hi­jit Bhat­tacharya, Head HR - TDG, Tal­ent Ac­qui­si­tion, Busi­ness HR Head – RBG, ICICI Bank:

The fo­cus will be on cre­at­ing op­por­tu­ni­ties, and op­por­tu­ni­ties are the core of our HR process. There should be free flow of com­mu­ni­ca­tion in the or­ga­ni­za­tion, and the flow should not only from top to bot­tom but from bot­tom to top. There should be free slow of com­mu­ni­ca­tion with the MD and CEO and the chair­man as well.

Deo­dutta Ku­rane, Group Pres­i­dent - Hu­man Cap­i­tal Man­age­ment, Yes Bank:

We are a young bank and we don’t have legacy is­sues. This is an ad­van­tage for us. Yes Bank is fo­cused on cre­at­ing pro­fes­sional en­trepreneur­ship, the em­ploy­ees need to have the urge to achieve dreams. We are us­ing AI in which HR can see the CVs us­ing ma­chine learn­ing al­go­rithms. We have also de­ployed chat­bots - tal­ent buddy - so em­ploy­ees can in­ter­act with the sys­tem. The mil­len­ni­als want us to cre­ate a plat­form like Ama­zon and Swiggy. Our team is also work­ing with the an­a­lyt­ics team for the smooth func­tion­ing of the HR pro­cesses.

Fareed Ahmed

Alok Choud­hary

Vi­nay Raz­dan

Ra­jka­mal Vem­pati

Sukhjit Pas­richa

Vikram Tan­don

Deo­dutta Ku­rane

Atanu Kumar Das

Newspapers in English

Newspapers from India

© PressReader. All rights reserved.