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.
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 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
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.
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.
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
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.
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.
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.
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
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.
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.