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Home >> Careers >> Work Culture
 
Work Culture
 

HRD INITIATIVES

Human Resources Development envisages the growth of the individual in tandem with the organization and aims to achieve synchronization in a bid to attain the goals set out. It also, inter-alia, aims at the upliftment of the individual by ensuring an enabling environment to develop capabilities and to optimize performance. The organization, on its part, would endeavour to tap individual talents and through various initiatives, ingrain in its human resources, a sense of job satisfaction that would, with time, percolates down the line.

Our Bank has, over the years, taken a series of initiatives in ensuring the development of our human resources and a number of time – tested systems have been put in place to hone employee talent and equip them to take the vigours of office and take the measure of the competition. That we have been largely successful in our endeavour is a testimony to the efficacy of our well crafted systems:

  • Entry Interview
  • Training System
  • Incentives for Self Development
  • Employee Suggestion Scheme
  • Staff Meeting
  • Study Circle
  • Brainstorming Sessions
  • Quality Circle
  • Exit Interview

  • Entry Interview
  • Entry Interview assumes great significance as it is the first step in the process of enfolding the new entrant in the warmth embrace of "Canbank Family Culture". The pride of being a part of our institution goes a long way in moulding our best asset the human resource. The system of "Entry Interview" paves way for this. Objectives of the system is

    • To introduce the new entrant to the history, ethos, culture, tradition and work ethics of the Bank.
    • To show concern for proper settlement of the new entrant at the work place and to ensure full devotion to work.
    • Proper introduction of the new entrant to all the employees and to create a feeling of oneness and a sense of belonging so that the process of emotional integration is fast and smooth.
    • To lay a firm foundation for enriching partnership between the new entrant and the organization.

  • Training System
  • The Visionaries of our Bank had, long back, foreseen the importance of imparting professional training to our employees for efficient working. As a result, 'Bangalore School of Training', the in house training centre of the Bank, was born on 12.04.1954. Today, our Training system has an Apex College, viz., The Staff Training College (STC) at Bangalore with 13 Regional Staff Training Colleges (RSTCs) spread across the country for effective in-house and cost beneficial training. The Apex College at Bangalore is the epicenter of training, involving itself in designing, conducting and evaluating the in-house training programmes and getting feedback on post training utilization. It has Core Group of faculty dealing in these aspects. HR&OD Section, Personnel Wing, HO, co-ordinates with the functions of STC and also takes care of external, in-company and foreign training of employees and executives.

  • Incentives for Self Development
  • Knowledge Management of Human Resource is crucial for any business organisation to face the challenges of competition and to march ahead in the field. As knowledge is power, constant updation of knowledge is essential. Besides, the well established and constantly reviewed training system, we have certain incentive schemes as HR initiatives for self development of our employees.

  • Employee Suggestion Scheme
  • Employees are the 'Back Bone' of any organisation. Systems & procedures are implemented and new & innovative products are delivered through them. They are the ones who are in constant touch with clients and customers. Hence, they can pinpoint as to where exactly the shoe pinches and are capable of giving their suggestions and ideas for improving the systems, procedures, services, products, etc. To facilitate this, we have a HRD system of 'Employee Suggestion Scheme' in place. This aims at kindling innovative spirit of the employees and recognizing their valuable contributions by way of feasible suggestions.

  • Staff Meeting
  • Staff Meeting is one of the oldest format HRD systems of the Bank. It is the most useful participative forum at branch/unit level enlisting involvement of all the employees at all cadres in the effective functioning of the branch/office. It is a free forum for two way communication facilitating both individual development and organizational effectiveness. The concept basically aims at Group Synergy, Team Building, Open Culture, Family Feeling and Talent Recognition which individually and cumulatively benefits the organisation.

  • Study Circle
  • The concept of Study Circle aims at self development of employees by instilling a desire to acquire/update knowledge, information and experience. It also kindles and triggers thinking and learning process, thus facilitating personality development. This is an innovative HRD practice of the Bank, envisaging enrichment of general knowledge, enabling multifaceted development of employees, giving an opportunity to employees to discover their talent, come out of their cocoon and exhibit the same. Added advantage is that the same is arranged at the doorstep of the employees for their benefit.

  • Brainstorming Sessions
  • This is an old and useful technique for generating ideas and suggestions on a topic of relevance so as to generate different possible solutions to a problem by stimulating thinking and imaginative power of employees. This common technique is well utilized by our Bank, involving employees at all levels and cadres. Having faith in collective wisdom of employees, we have adopted the Brainstorming technique to generate ideas from a cross section of employees on corporate topics of relevance.

  • Quality Circle
  • The roots of genesis of Quality Circle could be traced to post 2nd world war scenario when mass industrial production resulted in low quality, high competition, loss of communication and closeness between Management and workers. Japan, which lost everything, could thrive only on its survival instinct and Dr Kaoru, Ishikawa an Engineering Professor at Tokyo University conceived the idea of Quality Circle under his leadership which was registered with Union of Japanese Scientists and Engineers.

    Quality Circle is a voluntary group of employees in the same work area, coming together, working as a team, solving work related problems resulting in self development and organizational benefit. The concept has been built on the basic foundation of "Participative work culture" with motivation and involvement of employees at grass roots level exploring their potentials, creativity and capabilities.

    With a view to provide greater exposure and wide experience, Quality Circles which have successfully completed their projects are nominated –

    • To participate in Bank’s Apex Quality Circe Contest.
    • For presentations at external forums like – Local Chapter Conventions and Annual National Convention on Quality Circles(NCQC) organized by Quality Circle Forum of India (QCFI).

    Apart from the above, QC Teams are being nominated to International Conventions on Quality Control Circles(ICQCC) organized by member countries. Several of our QCs have won prizes and accolades at these conventions.

  • Exit Interview
  • The concept enables to bid a 'Warm Farewell' to exiting employees, remembering their long association, respecting their vast experience and considering their valuable suggestions for organizational benefit. It is an old and well conceived HRD system of the Bank which needs focussed attention to build better employer – employee relationship and to ensure post retirement association with the Bank by way of business and propagation of goodwill.



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