Keb[ / DebkeÀ / pegueeF& - efmelebyej /

special featureEmployee Suggestion SchemeThe Bank believes in Participatory Managementwhere in the employees are also given the opportunityto come out with their ideas and suggestions aboutmodifications in the systems and procedures followedby the bank. The best suggestions, which add to thebank's initiative for Business Process Re-engineering,are rewarded.Employee Productivity and efficiencyOrganizations should always review the way they work.Innovation is the order of the day. HR can play a key rolein building an environment and culture of innovationwithin the organization. The Bank has formed a subcommittee to the Board of Directors on HR to review andimprovise the existing HR policies and come out withsuggestions to accelerate the employee engagementinitiatives.The following thought papers on HR related issues wereplaced before the Committee for their deliberations andthe suggestions evolved were implemented to addresssuch issues.HR Climate in the bank : the note dealt at lengthon the present scenario, the challenges confronted,manpower position, front office management forbest customer service, performance managementinitiative, etc.●On deliberation, the Committee recommended tolook into strategies for reduction of age profile ofthe workforce. Accordingly, we have placed a detaileddiscussion paper on the age profile of staff whereneed for succession planning, career developmentplan, competency mapping, long term recruitmentplan, etc. were discussed.●Clerical / Officer Recruitment : A thorough study wasmade to highlight the need for recruitment of Clerks /Officers, based on the business expansion plans,retirement statistics , promotion matrix etc.●Conducting an employee engagement survey forthe Bank - To know about how driven ouremployees are and their aspirations, expectationsand involvement, we have conducted an “Employee●Engagement Survey” across the cross section ofstaff. A survey questionnaire was designed and tofine tune the same, we had taken the help of IIMBangalore.The survey was floated to the employees throughour Intranet and was kept live for a period of 30days. Around 6620 employees, across the cadreshave responded to the survey. The survey analysisis being done and the HR initiatives are fine tuned,wherever it is warranted.●Succession Planning - A detailed study has beenmade on succession planning initiatives that needsto be undertaken by the bank.●Training Evaluation - A study on the effectiveness ofthe system of Post Training Evaluation.●Recruitment of Rural Officers - Financial InclusionFacilitators - A new concept to bring in focus onstrengthening the rural and semi urban branchesfor undivided attention on financial inclusion.●Promotion Policy - With a view to identify criticalskills, forecast potential vacancies and prepareemployees and the organization for future needs,we have revised the promotion policy for promotionto Scale-II, III and IV.●Redefining spheres of authorityRedefining and restructuring the roles and responsibilitiesof each key position to result in increased role clarity andeffectiveness.The other Employee Engagement initiatives of the Bankare furnished below.Staff MeetingStaff meeting is one of the oldest formal HRD systems oft h e B a n k . T h e c o n c e p t w a s i n t r o d u c e dway back in the year 1982 when Human ResourcesDevelopment was not in the lime light. It is the mostuseful participative forum at branch / unit levelenlisting involvement of all the employees from allcadres in the effective functioning of the branch /office. It is a free forum for two way communicationfacilitating both individual development andorganizational effectiveness. The concept basically aims28July - September 2011The Journal of Indian Institute of Banking & Finance