Human Resource Management

FM Warns Against Outside Influence For Transfer

2015-03-19T06:57:00.003-07:00

Finmin warns bankers against using influence for transfer.
19 Mar, 2015, 1615 hrs IST, PTI

Last week, Finance Minister Arun Jaitley had advised heads of public sector lenders to take commercial decisions without fear or favour.
...

NEW DELHI: Warning disciplinary action, the Finance Ministry has asked bank employees to desist from using political influence for appointment or transfer.
It has been decided to advise banks to sensitise their employees to refrain from using political pressure or bringing outside influence in matters of appointments so as to avoid disciplinary action as per rules, Department of Financial Services said in an advisory to heads of all public sector banks.

"Some employees of PSBs have been using political pressure or bringing outside influence in matters of appointments etc to Department of Financial Services," it said.
In this context, banks are advised to frame a fair and transparent system of transfers or postings as already conveyed and also build mechanism to address the grievances of their employees at their level, it said.

However, for genuine reasons, any exception to the rule is made, it should be done by CMD by giving proper reasons, it added.

Last week, Finance Minister Arun Jaitley had advised heads of public sector lenders to take commercial decisions without fear or favour.

"CEOs of the banks and financial institutions (should) take commercial decisions without fear or favour as the government is committed to providing them financial autonomy both in letter and spirit," Jaitley said.

He insisted that the banks should have strong public grievances redressal mechanism in place so that their clients do not have to approach the government to redress their grievance

Unions reject Boston Consulting’s script for staff appraisal in State Bank of India -Hindu Business Line-1.03.2015

Employee unions in the State Bank of India have called for outright rejection of the new career development system proposed by the Boston Consulting Group (BCG).

Called ‘Saksham’ and scheduled for launch on April 1, it is a draft under discussion and subject to changes based on feedback from employees.

The consultants have listed ‘key result areas’ or criteria on which a person will be evaluated for the year.

The new system proposes five types of grades (instead of marks on 100) divided into AAA, AA, A, B and C in the order of excellence.

D Thomas Franco, prominent union leader, said computer data cannot measure performance in the bank as is the case being made out by BCG.

Franco is Joint General Secretary, All India Bank Officers’ Confederation, and Vice-President, All India State Bank Officers Federation.

Being part of a service industry, the bank is expected to deliver public service, including implementation of government programmes and policies.

‘No easy task’

“Managing the performance of an individual is not an easy task and requires many skills. Narrowing it down to CBS (core banking solution) data will not work,” Franco said.

Use of available CBS data to measure performance could even encourage stray elements to manipulate the data, which will affect institutional interest.

The alternative is to continue the present appraisal system (Annual Appraisal Report Format) with better transparency and a half-yearly review.

It is a sound system and takes into account the self-appraisal based on budgetary achievements and other non-measurable but verifiable achievements.

It has evolved scientifically over a period of time and covers business performance, house keeping, inspection, audit reports and other areas.

Many of the works executed by officers are simply not measurable, Franco said. He took exception to the fact that the unions were not consulted before assigning the work to BCG.

Cross-selling

Inclusion of cross-selling income as a key result area will make the employees divert bank deposits and lead to mis-selling of products to achieve targets at the cost of the bank’s image.

Incentives for cross-selling are already generating undesirable results, he pointed out.

E-learning as a key result area will make staff divert their time on self promotion at the cost of institutional interest.

The BCG proposal says that ‘request for transfers will be not be entertained for staff with a grading of B or below’.

This is unacceptable since transfer is governed by a transparent policy bilaterally discussed and agreed upon, Franco stated.

Ratan Tata to head Indian Railways' Kaya Kalp council -Economic Times-19.03.2015

NEW DELHI: Ratan Tata, former chairman of Tata Sons was on Thursday appointed as the head of 'Kayakulp' Council, an innovation council of the Indian Railways.

Minister of Railways Suresh Prabhakar Prabhu constituted the 'Kayakulp' Council and appointed Tata to head it. The purpose of the Council is to recommend innovative methods and processes for the improvement, betterment and transformation of the Indian Railways.

According the Ministry of Railways press release, "This co ..

Human Resource Deelopment or Human Record Keeper HRD or HRK

2014-09-13T20:20:00.004-07:00

In Public Sector Banks , Human Resource Department is not at all working the way they are supposed to work. HRD is functioning as if they are Human Record Keeper. You may name them HRK. RBI and Ministry of Finance work on certificates submitted by Banks that they (banks ) are healthy. Auditors and inspectors are selling their signatures. Very few are true vigilance officers , mostly it is VO who provide umbrellas to corrupt officers. And so on....Corrupt officers are exonerated by corrupt team of inquiry and investigative officials.

Otherwise there is no paucity of talented persons. Staff who join bank should be properly groomed, trained and motivated .The freshers should be treated in such a way that they start feeling proud of bank they joined. Good work of each staff should be praised before all and bad works of any staff should be dealt with in closed door room and such bad work should be taken as an opportunity to upgrade the quality of staff and not as an opportunity to abuse and rebuke .

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There should be time bound promotions to motivate working in public sector banks . Flattery and bribery based recruitment, promotion and posting of staff should be stopped. Promotions based on recommendations of VIPs should be stopped by hook or by crook. Posting of officers should be made transparent and should not be solely dependent of whims of any boss or any interviewer but should be made dependent on decisions of a committee of at least five persons.

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Wage of bank employees at all levels should be increased to retain talented workforce and stop people resigning from bank. Exodus of talented workforce are enough to give warning signals. Incentives should be given from time to time and these incentive should also be based on well thought indiscriminately rationales. Nothing should be left on whims and mercy of higher officials because majority of them do not deserve trust or are incapable to take a judicious decision .

It is the weakness of HRD and also that of our management system which are unable to keep good guys in banks. After all young guys join bank to earn bread and butter and also for getting respect in the society. In seventies and eighties ,unemployed youth used to feel elevated the moment they get joining order in banks service. Youth used to feel proud of bank service and their status used to be much higher in the society. On the contrary , now bank job is only the last resort to survive for an unemployed youth. Bank staff use to work late till night and they are unable to take care of their family .Erosion in status of bank employees started from 1991 and have reached to bottom during last decade.

The key reason is that there is corruption at all level. Reign of terror and culture of flattery has caused irrepairable loss to bank's health. No respect for those who work hard and devotedly. There is no proper place for sitting in many branches. Higher bosses do not give due recognition to good work done by juniors. Bosses search persons who are perfect Yes-man and who can earn bribe and share with them. Staffs who are expert in sycophancy moves faster in career. Even in recruitments, youth who are kith and kin of top officials are recruited in higher scale and paid higher salary . This dirty culture has created frustration among good workers as also in freshers.

Old guys are also not so much enthusiastic to serve and save banks , they are also passing days and waiting retirement. This is one of main reasons why assets in banks are moving from good to bad and from bad to worse and finally to losses. Volume of bad assets and stressed asses will continue to rise until Bank management learn and act to give weightage to experienced and talented workers.

I sometimes feel that as per PCR recommendations of 1978 , retirement age should be 55 years of age or 30 years of service so that at least weak and average workers leave the bank and in that place talented youth join bank . This will improve overall quality of service as also reduce wage load. HRD should be manned by experienced officers and/ or highly talented professions recruited from IIMs. and so on . Promotions should be based on strictly seniority. Merit oriented promotion policy has a lot of loopholes which is used by corrupt officials at top to turn it flattery oriented policy.

In India it is hard to imagine that a boss of public sector bank of and PSU will be absolutely and perfectly honest in recognition of good workers. Marks in Annual Appraisal Reports and in Interview is totally dependent on whims and fancies of who writes AAPR or who are member of Interview Panel. There are many factors like caste , community ,relation, liasoning with higher bosses , recommendation of VIPs, religion, region, yesmanism, bribery etc which affect and pollute the mind of top bosses who are entrusted the duty of picking up good staff for promotion to higher scales. Marks are not given on the basis of real performance in many cases. It is either whimsical or stereo type making or based on flattery or caste or recommendations of some other VIPS. Marks are therefore not at all indicative of level of goodness in any staff.

In many cases , Bosses are not at all capable to assess the performance of their juniors. Many bosses do not understand how to give marks in AAPR. Top Officials who are supposed to write APAR or review APAR do not give much value to its importance. Some officers give 90 to 95 marks to all juniors and some give 70 to 80 and some other 60 to 90 and so on. Marks given in APAR has got little relevance to reality at ground level.

Promotion processes use to take place generally at all India and these marks become irrelevant and killer of justice because marks in Interview is given higher when one is to be selected and given minimum marks when one officer has to be rejected. Members of Interview panel enter into Interview room keeping some chits of recommendation in pocket or some telephonic recommendations in mind. This is why even charge sheet served or failed or suspended officers or inefficient , unskilled or non-performers are promoted whereas many good workers are rejected in promotion processes who in turn feel suffocated in working in banks. Old guys continue in service only due to the fact that opportunity of better job for simple graduates and that too at the age of 35 or 40 is rare and few. Old guys though continue in service , they do not have love and affection for their organisation. This is why the sense of pulling on is found at all levels.

Ministry of Finance has to ponder over it seriously , otherwise health of banks will move from bad to worse. They cannot control and stop rise in stressed assets. Bank officers under pressure recover Rs.100 from bad borrowers, but hide Rs.1000 which is bad but treated as good and add fresh Rs.1000 new bad accounts every year. Situation has gone beyond their control. They set a committee or many committees for reformation on different issues , get report , read them till they retire or throw the same. Indifferent officials in RBI or in MOF or in GOI or in CBI think it better to refer the matter of corruption of top officials related to bad lending or bribe led lending or bribe led recruitment or promotions to some committee or the other and put carpet on the issue for ever. Even court cases are managed in favour of corrupt team so that reign of injustice is perpetuated for ever.

Marks On Annual Appraisal Report

2014-06-11T20:06:00.001-07:00

AIUBOSA CIR GS: 185 / 2013-14 dated 06.06.2014

ALL INDIA UNION BANK OFFICER STAFF ASSOCIATION

(Affiliated to AIBOA) Phone: 9381036405 / 9791027140

Email: dsganeshanaiboa@gmail.com : dsganesanubi@gmail.com

Address: Don Flats, I Floor, No.19, SRP Colony 7th Street, Peravallur,

Chennai 600082

Cir.No.GS:185 / 2013 - 14

06.06.2014

All Officers

Dear comrades ,

OUR STAND POINTS ON APAR AND BATCH CONCEPT UPHELD BY HON’BLE MADRAS HIGH COURT

The issues confronting the officers in our Bank are:

1. APAR Marks: It is our organisation in our Bank, through judicial intervention in 2012, brought substantial relief to officers in the matter of APAR marks which is considered an importantingredient in the promotion process. Not only that, we have brought in, in the process, anappeal provision against the APAR marks awarded by the higher authorities, as an element ofbias prevails in awarding marks to officers. In the last process of promotion (2013-14),management had implemented sincerely the procedure established by our organisation inthe bank.

But this time (2014-15), the bank has altered the “applicability of APAR marks” only for thepromotion process from Scale 1 to 2 and Scale 2 to 3, i.e., instead of average of 75% marks

for the preceding three years, prescribed in the Government Guidelines, every year theabove mentioned officers are to secure 75% marks. Our organisational contention is that in

the same promotion process (2014-15), there cannot be two different yardsticks for selectionpertaining to APAR marks. Our sincere appeals have not evoked the reasonable response

from the management to correct the unscientific application of rules.

UNIFORM APPLICATION OF BATCH CONCEPT FOR PROMOTION:

Bank while recruiting the Scale 1 officers in the year 2011 permitted the new recruits to join on or before 04.07.2011. There were officers who had reported for duty in July 2011.

As the number of eligible officers is falling short, the bank has considered a relaxationof 3 months and 1 day. The government guidelines provide inclusion of batch for the

purpose of promotion. We have requested the Bank to include the entire batchof officers so as to enable them to participate in the process of selection.

Bank has failed to see the reasoning behind our arguments.

CONVERSION OF RDOS – A REPEAT EXERCISE DEMANDED:

The promotion policy for officers provides conversion of specialized category to main stream on completion of five years. Accordingly, we have taken up the issue of conversion of Specialized Category of Officers to

Main Stream. The paradox of conversion exercise is that a RDO having 5 years of service to his credit to head the branch as Branch Manager is declared ineligible to join main stream based on 3 to 5 minutes personal interview. In our Bank, a directly recruited officer on mere completion of 2 years is eligible to move to Scale 2, whereas even after completion of 5 years of service and handling the branch as a Branch Head is denied of conversion in the same scale.

The so called officers’ federation has already enjoying the comfort of hibernation. As advised by the AIBOA leadership, our organisation having committed to the welfare of officers’

community in our Bank has sought relief through Judicial Intervention.

“We are happy to report that the Hon’ble High Court of Madras has passed an order directing the Bank to allow the members of our organisation who were affected by APAR as well as Batch Concept to participate in the examination”.

Please await for further communication.

With Greetings,

Yours Comradely,

(D. S. GANESAN)

General Secretary

PLEASE CIRCULATE AMONG ALL OFFICERS

Crisis Of Human Capital Is More Alarming Than Money Capital

2014-06-06T16:02:00.002-07:00

Human capital is the most critical issue for banks -LiveMint

Bankers say the issue of scarcity of human capital is more critical than the requirement of capital and rising bad assets

BY Mihir Dalal

Bangalore: Three chief executive officers (CEOs) of public sector banks (PSBs) and one from a private sector one took part in Mint’s first annual South India banking conclave to discuss Are Indian Banks Prepared to Play the Next Growth Cycle? in Bangalore on 30 April.

More than requirement of capital and rising bad assets, all participants said scarcity of human capital is critical. The PSB chiefs strongly felt there is no level playing field and the role of government, governance and culture needs to be changed to prop up their valuation in the market.

R.K. Dubey, chairman and managing director (CMD) of Canara Bank; C.V.R. Rajendran, CMD of Andhra Bank; V. Kannan, CMD of Vijaya Bank; and Shyam Srinivasan, managing director and CEO of Federal Bank Ltd, participated in the discussion, moderated by Tamal Bandyopadhyay, deputy managing editor of Mint. Edited excerpts:

Tamal Bandyopadhyay: By the Reserve Bank of India’s (RBI’s) estimate, the banks need about Rs. 8 trillion in the next five years between now and 2019, when the new Basel norms kick in, if bank credit grows at the rate of 20% every year. Economic growth in Asia’s third largest economy has been slow in the past many quarters, but things have started looking better and the country is expected to come back to a higher growth path. One of the reasons why banks need more capital is that they have been setting aside a huge amount of money to take care of their ballooning bad assets. Against this backdrop, I’ll ask each of you to share your views on the challenges before banks if India comes back to a relatively higher growth path and companies start asking for credit.

Shyam Srinivasan: For a bank like us, which is relatively small in the pecking order, the opportunity is boundless. Even if India grows at 5-6%, we are well capitalized. So for us, it’s about gaining market share and not be constrained by capital. But for all banks, the challenge is how do you underwrite risk? You also spoke about bad assets, which constrain the lending capability.

The core of what we see that has worked in multiple environments in our country and abroad is that underwriting has largely been about “I know him and so I can lend to him”, from “I know the business, so I can lend to that business”. So, there is a core competency that needs to be materially lifted. With many influences that come on banking institutions both in the form of client pressure and regulatory pressure, there are often compromises that lead to this NPA (non-performing asset) challenge.

So those banks that have capital constraints need to figure out efficiency measures. The structural issue of how do you underwrite, how do you create independence in the risk origination, risk underwriting and risk collection is a material challenge, which more and more banks are becoming acutely aware of. The way ahead is to scale that capability because we are diversified. Federal Bank is not constrained by capital, but is constrained by the ability to gain share.

Bandyopadhyay: Essentially what you’re saying is that capital is not an issue; rather it’s risk management.

C.V.R. Rajendran: Yes, capital is not a major issue. My bank requires Rs.11,000 crore over the next five years if we’re growing at 20%. For this year and the next year, capital is not a challenge. Whatever government support is coming that should be sufficient. If at all growth comes and I’m able to recover the NPAs, it goes straight to the bottom line and that will increase profitability. The major challenge is to bring back enthusiasm in credit officers. They are wounded soldiers today. Bringing back the enthusiasm among them will take time. They are affected by the CVC (Central Vigilance Commission) inquiries, by internal action taken against them by banks. Today, the model is: originate the loan and keep it on your balance sheet. Going forward, the model will be: originate the loan and sell. If I’m not interested in growing a portfolio, I can sell it and still retain profitability.

Bandyopadhyay: You’re talking about securitization.

Rajendran: Securitization and various other options.

Bandyopadhyay: So, you’re saying much more than capital, the problem is the culture—CVC harassing your credit officers and destroying their morale.

Rajendran: Yes, people will take some time to come out of it.

V. Kannan: I look at this problem in a slightly different manner. You talk of 20% growth rate. What is more important is the growth rate of the risk-weighted assets. It doesn’t need to be at the same rate as the growth of advances. So, what is important is capital conservation—proper capital allocation for each type of business activity. We need to get into the issue whether the returns are commensurate to the capital deployed for that activity rather than yield on advances, return on capital employed.

The second is the ability of internal capital generation. As of now, for most of the banks because of the stress, this particular segment is restricted. So, for growth, we necessarily need to look at capital- raising—25% can be expected in core equity and 75% in other instruments.

It’s not been the right time for any PSB to go to the market to raise capital. The sentiment has to change. It can change with good results and from other non-financial matters. And if the market is not helping you, go back to the principal owner, the government. But no bank will get the entire amount and so we need to explore other instruments. It has to be tested and there are regulatory issues there. As of now, there is only one major player who can invest there. For the current year, capital is not a problem for Vijaya Bank, but if we’re talking about five years, it will be a challenge.

R.K. Dubey: We need to be optimistic. We need not be worried about the next growth cycle; banks are prepared for that. Yes, there will be differences between one bank and another, but banks are geared up for the growth cycle. We’re only looking for changes outside and inside that will make us function smoothly. I’m very optimistic about improvement in the economy in the coming years.

Our bank has been growing at over 20% and our asset quality also has been good. In March 2013, our gross NPAs were 2.57% (of total loans). We’re hopeful that the bank’s asset quality may not deteriorate. It may be around 2% in the coming year and by that time the economy is likely to improve. So, for Canara Bank, asset quality and growth won’t be problems and up to 2015, capital also is no problem. But there are other issues— infrastructure financing, human resources… Those guys who joined in the 1970s are retiring now. Suddenly, we’re recruiting thousands of people. Training so many people and integrating them with old employees is a challenge. The last point would be strengthening risk management and use of technology for financial inclusion and mobile banking.

Bandyopadhyay: All of you are claiming that everything is fine with your banks, but the RBI is concerned about rising bad assets and capital requirement. The investors are not bullish on PSBs. You will find it very difficult to raise money from the market as it is not ready to appreciate your value. Besides, the government stake cannot come down below 51% under current norms. Finally, the government cannot pump in taxpayers’ money to recapitalize banks year after year because of the high fiscal deficit.

Rajendran: I agree with you that there are a lot of challenges in raising capital. As you rightly put it, there’s not much interest in PSBs because of profitability issues. Dubey rightly said that the PSBs have not been able to leverage technology the way private sector banks have done. As far as skill sets are concerned, PSBs are not below private sector banks. It is only that the necessary freedom isn’t given to the former. That is a major challenge.

Bandyopadhyay: So the government comes in the way?

Rajendran: The government comes in the way. For quite a long time, profit itself was considered to be a sin. If a private sector bank has an NIM (net interest margin) of 4.3%, the market appreciates, but if a PSB has a similar NIM, the government and the RBI say you’re not supposed to have such high profit margins. Talk about directed lending—it’s not insisted on private sector banks to the extent it happens to PSBs. Interference in the private sector is much, much less.

Bandyopadhyay: Are you under pressure to lend to certain sectors?

Rajendran: To a certain extent, yes.

Bandyopadhyay: Essentially what you’re saying is that you don’t lack skill sets or expertise, but the problem is government rules and regulations.

Rajendran: We’re not on an equal footing with private banks.

Kannan: I agree with most of the points made by Rajendran. Why are public shares not favoured by the market? For historical reasons, PSBs have more exposure to infrastructure

Bandyopahyay: Because of pressure from the government?

Kannan: I don’t think there’s any pressure. It (exposure to infrastructure) is there in the books and it is not that easy to come out of it. Why would an investor look at a PSB when he has an alternative? He will only look for returns on the money he is investing. Along with the infrastructure exposure, there is stress and the long time it takes for resolution (of bad assets). PSBs also have a heavy ALM (asset-liability mismatch). Investors, particularly foreign and professional investors, take all these factors into consideration.

Then, there are issues of management and corporate governance. What is the quality of the CEOs, and the tenure and the composition of the board? The contribution of board members? How much freedom is there to make decisions? We may be delivering profits, but the market looks at consistency. I have the view that the share price is an indication of the discount of the future, not of the past performance. So if they have the confidence, the share price will go up.

Dubey: I see no pressures. The environment for PSBs and private sector banks are different, and they need not be compared. There are corporate governance issues, but they are there in private sector banks too. Every organization has a different set of issues, but those banks that are able to address them have lesser problems.

A few years ago our stocks were the darling of the stock market. Why is everyone so critical of the PSBs now? Nothing has gone wrong. Our fundamentals remain as they were then. As far as Canara Bank is concerned, the asset quality hasn’t gone weak, growth hasn’t gone down and nothing has gone wrong. The stock, which was at Rs.600 and rising to Rs.700, is now at Rs.300. It is the market sentiment that is down. Everyone is critical— the RBI, the analysts, and your column Banker’s Trust. Maybe in another two-three years, you’ll again see the stock going up and capital will not be that big an issue as it is being made out to be.

Bandyopadhyay: Shyam, you’re from the private sector. Why do you think the market gives a thumbs down to PSBs?

Srinivasan: As Kannan pointed out, the stock price is the discount of the future earnings. The crucial part is that ownership is one thing, but it is about the culture that is built because of the ownership. If you’re living in a country where more than 50% of the population is young and aspirational, then your staff need not necessarily be young, but should be youthful to reflect the requirement that is there in the market. How do you move from a culture of entitlement—which the system has long engendered—towards a culture of performance? And then the rewards follow.

Whether it is financial capital or human capital, it is driven by the kind of institution that you have and are you able to show continued, sustained progress. You’re hiring youngsters—they have a lot of energy, but very little experience. The middle-aged workforce is highly experienced. There’s a cultural mismatch, an ethnic mismatch and an experience mismatch. How do you foster that together, and bring a culture that requires leadership and a drill that needs to be deep into the organization? That’s the biggest challenge for the next three-five years… This is the time to talk less financial capital and talk more human capital.

Bandyopadhyay: So, capital is not a big problem, but there are other issues, and you are aware of your shortcomings and deficiencies. One critical aspect is the human capital, not the financial capital and you’re finding ways to tackle it. Thank you all

Link The Mint

Comments On Union Letter

2014-02-24T15:39:00.004-08:00

Mr. Pannavalan's COMMENTS ON HARVINDER SINGH’S PRESS RELEASE

( copy of Union Letter is given below )

I am really amused by the AIBOC general secretary’s action now. Should this not have been done 2 years ago?

Moreover, this press release is conspicuously silent with regard to -

Unregulated working hours of bank officers (as against fixed working hours for all in the government/other public sector organizations)
Working 6 days a week (as against 5 days a week for Govt/PSUs/I.T. Sector)
Full day working on Saturdays (even though Saturday is supposed to be only a half day working for bankers)
Working on Sundays and other holidays (this has become so regular, affecting one’s family life and severely impacting one’s responsibilities to others outside the bank)
Very frequent transfers that also to far off places outside one’s linguistic region (Stability of tenure is not guaranteed; this kind of frequent transfers results in heavy drain in financial resources and quick exhaust of all one’s leave, besides causing great mental disturbance)
Risks encountered - Financial risk, reputation risk, career risk, threats to physical safety, health deterioration, show cause notices, suspensions and charge sheets
Doing the jobs of all others in the society, thus deviating from core banking

Probably, if all these are explained in detail, it will amount to open admission of failures, on the part of Trade Unions in banks. Precisely because of this, they were (cleverly) omitted in the said press release issued by Mr Harvinder Singh, General Secretary of AIBOC.

Other important aspects not touched were:

Non-availability of Grade Pay for Bankers
Wide disparity in HRA paid (only a pittance is paid as HRA to bank staff)
Absence of Transport Allowance with variable D.A. (Transport Allowance paid to Central government staff every month attracts full D.A.)
Denial of Children's Educational Allowance to Bank staff
Unlike their counterparts in the central government, bank staff are not eligible for Paternity leave
Bank staff can accumulate only up to 240 days of P.L. at any time. In contrast, central government employees can accumulate their P.L. up to 300 days. Another tragedy here is, on one hand, bank officers are denied leave on genuine grounds and on the other, they are unable to accumulate P.L. beyond 300 days, leading to lapse of precious leave. This is a great source of savings to the bank managements at the cost of their officers.
Most importantly, bank staff do not get their pension revised automatically with each wage revision, unlike the government employees.

Yesmen And Flatterers Are Always First Choice

2014-02-10T16:32:00.004-08:00

Yesman Can Be Promoted First superceding other eligible and more competent persons, Yesman Can Get Job Even After Retirement And Yesman Can Be Exonerated Of All Charges- This is the culture mostly in all administrative departments, all political processes and all social bodies.

CMD of Banks and public sector undertakings who are number one Yesman of Ministers are given lucrative jobs even after their retirement even if they are corrupt and there are several adverse reports on his conduct.

CVC rakes up row over appointment of Ramasundaram as CBI Additional Director -Economic times 11.02.2014
NEW DELHI: BJP and the Congress-led UPA government are again on collision course over the affairs of the Central Bureau of Investigation (CBI), this time over the appointment of a senior CBI officer.

The latest round has been set off over the last week's appointment of Tamil Nadu batch IPS officer Archana Ramasundaram as Additional Director in CBI. The Central Vigilance Commission has complained that the Appointments Committee of Cabinet headed by the prime minister ignored a seletion. committee recommendation to appoint West Bengal cadre officer RK Pachnanda for the same post.

According to a CVC source, Ramasundaram's name was not recommended by the selection committee at all. BJP reacted to the development by saying, "the government is imposing its officers on CBI. Inadvertent mistakes don't happen in such high-level appointments. There is a clear violation of rules in this appointment," BJP spokesperson Nirmala Sitharaman said
http://economictimes.indiatimes.com/news/politics-and-nation/cvc-rakes-up-row-over-appointment-of-ramasundaram-as-cbi-additional-director/articleshow/30188632.cms

Do away with CVC clearance for post-retirement jobs for secys,-Business Standard

Government should do away with the need for vigilance clearance for secretaries who are appointed to statutory and constitutional posts within six months of their retirement, the Prime Minister's Office had been told by a former incumbent in the post of the Chief Information Commissioner.

Satyananda Mishra, who is presently chairman of the Multi Commodity Exchange, had made the recommendation before his retirement as Chief Information Commissioner.

Mishra had argued that appointments to crucial posts had been held back over the requirement for vigilance clearance.

"In recent years, one keeps hearing of numerous cases in which appointment of an existing director of a PSU or a bank as CMD has been held up for long periods ... Only because the vigilance clearance is not received in time and because numerous complaints, often engineered by rivals, keep pouring in as soon as the proposal is mooted for such appointments," Mishra had written to Pulok Chatterjee, the Principal Secretary to the Prime Minister.

In the letter, the contents of which have been made public under the RTI Act by Commodore (retd) Lokesh Batra, Mishra has said that the problem had assumed serious proportions and was impacting the filling up of vacancies in key positions.

Until a few years back, no such clearance was required for filling up statutory positions, especially if the person concerned was serving as a secretary to the Government of India at the time of appointment or a few months prior to that, the letter says.

"The assumption was that if somebody was fit to be secretary to the Government of India, he would not need any further clearance from CVC for appointment to a Statutory/ Constitutional office," the letter adds.

Mishra had suggested that the government may go back to the old practice of appointing serving senior officers like secretaries or those who had just retired from service to the various statutory and constitutional positions without seeking any prior vigilance clearance from the CVC.

http://www.business-standard.com/article/pti-stories/do-away-with-cvc-clearance-for-post-retirement-jobs-for-secys-114012901255_1.html

CVC recovers Rs 200 crore from government departments-Jagaran Post--11.02.2014

New Delhi: The Central Vigilance Commission (CVC) recovered Rs 200 crore after conducting technical examination of public procurement and other works being carried out by various government departments last year.

The anti-corruption watchdog is mandated to conduct technical examination of any public works done by Central government departments or public sector enterprises under its jurisdiction.

As many as 53 reports were submitted to the Commission by its Chief Technical Examination wing which resulted in recovery of about Rs 198.97 crore, according to CVC's monthly performance reports for the year.

The highest recovery of Rs 109.68 crore was made in January, Rs 6.48 cr in February, Rs 5.67 cr in March, Rs 1.07 cr in April, Rs 5.15 cr in May, Rs 35.33 cr in June, Rs 21.26 cr in July, Rs 10.30 cr in August, Rs 1.64 cr in September, Rs 1.36 cr in October, Rs 57.68 lakh in November and Rs 38.93 lakh in December 2013.

The probity watchdog had effected a recovery of Rs 151.19 crore during 2012.

According to CVC's performance report for December 2013, as many as 1,251 corruption complaints, including 22 from whistle blowers, were processed during the month. It sought investigation or factual report in 54 complaints from the concerned ministries or departments.

The CVC advised initiation of major penalty proceedings against 71 officials of various central government departments which include a Joint Director of the Indian Council of Agricultural Research, four General Managers from Industrial Development Bank of India, an Executive Director of Dena Bank and an IFS officer of Andhra Pradesh cadre.

Besides, the then Chairman and Managing Director of National Project Construction Corporation Ltd and a General Manager from Bharat Heavy Electricals Ltd were also advised the penalty by the Commission during the month.

On the advice of the Commission, competent authorities imposed major penalties on 92 officials of various ministries or departments which include a General Manager from Air India, a General Manager from Punjab National Bank, a Chief Engineer and Superintending Engineer from Delhi Development Authority, it said.

http://post.jagran.com/cvc-recovers-rs-200-crore-from-government-departments-1391007364

Security OF ATM And Branches Of Banks

2014-01-30T07:08:00.003-08:00

After the incident of a lady drawing cash from ATM attacked by miscreant in Bangalore, police has given instruction to bankers either to provide security guard, alarm bell and CCTV at each ATM or they will close the ATM shutters. It is true that providing Armed Guard at ATM or keeping CCTV facility or alarm bell in ATM may provide safety to some extent.

But the root causes of such type of incidents lie in not only absence of security guard at ATM but also in several other factors.

One of the key factors is total lawlessness in the country. People do not want to lodge even FIR at police station on any criminal act committed by criminals. Rather people of India hate police and abuse police for providing protections to criminals and torturing innocent. On the contrary criminals do not fear police and do not fear judiciary because they know the art of managing the police or court cases in their favour. They know how to motivate police force and how to motivate judges through their advocates or any other middleman in courts.

This is why Criminals can attack not only in ATM, they can loot any branch anywhere in India irrespective of the fact it is manned or unmanned by security guard. There are hundreds of instances where branches or cash van secured by number of security guards have been looted in broad daylight and police fails to even catch them in many cases of dacoity and loot. Not only banks or ATM, even any house situated in any corner of the country are subject to risk of attack from criminals and terrorist and naxals. In such position, it will be better on the part of Bangalore police to demand provision of security guard, CCTV and alarm bell in every home, every office and every nook and corner of the country.

In our country, quality of majority of security guards provided at bank’s branches or in ATM is also questionable. Such guards are neither physically fit, nor adequately trained and nor bold and competent enough to cope with criminal attacks. They simply sit idly outside ATM and any street boy can push him away to do what he or she likes to do.

Thirdly it is pity that bank management do not think it necessary to provide security guards even in all Branches dealing in cash , not to speak of ATM where cash is secured to a great extent in comparison to open cash at branches. It is primarily due to the fact that bank management do not have enough capacity to spend on security. They do not have enough manpower to provide for operation in branches. They open the branches without adequate manpower and adequate infrastructure. This is because they do not have any vision how to secure their bank and their workforce who are prone to risk of criminal attacks at many branches. They do not bother even if such bank officials indulge in bad lending to get rid of local musclemen or powerful politicians.

Banks which cannot afford for respectable wage hike to own staff cannot dream of providing security at ATM or at branches or to its customers.Profit making motto has become dominant over social security and social welfare in the era of liberalization , globalisation and privatization.

Bank managements are simply opening branches after branches and ATM after ATM and such mad rush for opening of new branches and new ATM is simply to please ministers .They never think it wise to recruit enough strong guards and enough manpower to man the branches they open. Further even if they decide to recruit manpower for any post, they have to oblige various Netas, castes, communities, government officials and other VIPs in the matter of all types of recruitment sacrificing the quality.

Lastly even rulers of this country do not want to build pressure on bank management to properly plan their manpower and other related infrastructure before branch expansion and enlargement of ATM network in the country.

Government of India should formulate branch and ATM expansion plan to stop mad rush and reckless expansion undertaken by different banks to compete with each other but at the cost of public money and jeopardizing the interest of customers and investors.

Finance Minister has to stop advising banks to open thousands of branches and ATM in short span of time without giving them enough time to manage the affairs in right and effective way. They have to stop allotting unachievable and sky touching targets to bankers and they have to stop corruption in all recruitment, promotions and transfers and so on.

Security at ATM cannot and should not be considered in isolation. Broad outlook with long term vision has to be in place to secure all persons and all banks and all ATMs and all houses. Otherwise I have no doubt that these politicians who are making only voted bank oriented plans for banks will force bank’s complete failure and collapse sooner than later

As a matter of fact if police forces are active all the 24 hours in a day there is no possibility or rare possibility of criminals attacking innocent people in ATM or elsewhere.Even now instances of criminal attacking common men at common places , shops, residences and offices are more than that at ATM

Netas have to stop their habit of interfering in police matters and stop using all incidents for vote bank. Politicians have to stop putting wrong and baseless allegations against police. Politicians have to stop accusing police of false encounters for political gain. Politicians have to stop speak openly against police force to stop demoralization of police forces. If there is any case of real injustice by police with any person, they should learn the habit of lodging their grievance in writing with some other forum or grievance redressal organization. This culture has to be inculcated in all offices and in all departments.

If security is made available for all citizens at all places , I think banks will not need providing security guards or will not demand charges for withdrawal of money from own ATM or other bank’s ATM from own customers or other bank’s customers.

The style of functioning of Aam Admi Party in Delhi will very soon open the eyes of traditional politicians and create an atmosphere where corrupt officials , corrupt police personnel and corrupt politicians will be forced to stop their corrupt practice and start thinking in the interest of common men willingly or unwillingly. If police become vigilant 24 hours and do their duty sincerely , no security guard will be needed either in banks or in ATMs.

Ridiculous for banks to charge for withdrawals at own

ATMs: KC Chakrabarty, RBI DG-

Times of India -ET10.01.2013 ( My views given below)

Lashing out at the proposal from the Indian Banks' Association to start charging customers for ATM withdrawals, Reserve Bank of India Deputy Governor KC Chakrabarty has said that such a move on the part of banks would be 'ridiculous' and 'illogical'.

Speaking exclusively to ET NOW, Mr Chakrabarty says "it is very, very ridiculous that banks are charging the customers for withdrawing money, and that too from their own ATMs -- it never happens anywhere." He goes on to add that this is something that only further competition in the industry can rectify. "If the cost of withdrawing money is so high so that they charging you, then they may just start charging you even if you go to a bank branch. That is why I feel we require more banks, there is not enough competition and banks are becoming illogical," quips Mr Chakrabarty.

Of late banks have started complaining of rising costs, after several state governments have made it compulsory for banks to install round-the-clock security guards at their ATMs. According to the Indian Banks' Association (IBA), the cost of providing physical security to these ATMs is upwards of Rs 4,000 crore for the system. "We have no choice but to raise the charges, we have proposed that free transactions at ATMs be capped at five per month," said MV Tanksale, CEO, IBA in an interaction with journalists earlier this week. Interestingly, the move comes at a time when the RBI and banks are trying to push customers to use ATMs more, in an attempt to bring down transaction costs at branches.

But Mr Chakrabarty concedes that banks may end up with no choice but to raise charges if the costs are unviable. "If the banks are not able to do a particular business because the pricing is adverse I don't think there is any other way but to rectify the pricing," he says.

However, the RBI is yet to receive any formal intimation from banks on the subject. If and when the banks raise the issue with the regulator, the RBI is expected to set up a committee that will look into all the costs and arrive at a fair amount for the charges. At present, the RBI has not prescribed any charges for cash withdrawals at ATMs if the customer is using a card of the same bank, though the fee for withdrawals at other ATMs has been capped at Rs 20, after five free cash transactions.

http://articles.economictimes.indiatimes.com/2014-01-08/news/45991494_1_indian-banks-own-atms-more-banks

Banking sector needs 1.5L more guards for ATMs-

Times of India---(Read my views below)

BANGALORE: The countdown has begun, and banks operating ATM kiosks in Bangalore have just two days to appoint security guards or shut shop, as directed by the government. But industry body Assocham claims there's a shortfall of 1.5 lakh security guards for ATM operations across the country.

Of about 1.25 lakh ATMs in India, Assocham said only 50,000 have security guards, leaving 75,000 kiosks unguarded, which means a demand for 1.5 lakh guards, one on day and a second on night shift. With only 1.15 lakh of the 1.25 lakh ATMs equipped with CCTVs, the industry body said the security scenario needs to be addressed seriously.

India's largest security group, Topsgrup, agreed with Assocham: "The (Bangalore) incident is not the first such attack due to the lack of security personnel. Physical attacks at ATMs are not confined to particular regions in the country. ATM manufacturers, banks and financial institutions, and the security industry need to look at a comprehensive approach and multi-layered security programme to prevent such breaches and attacks."

Ramesh Iyer, vice-president and CEO, Topsgrup India, said the company is looking at alternative emergency systems for clients in India.

"The attack underscores the need for guards to ensure all ATMs are properly guarded and equipped with security gadgets, other than CCTVs," DS Rawat, secretary general, Assocham said.

Internationally too, guidelines on ATM security do not prescribe a guard. The New York state banking department's ATM Safety Act, for example, has a series of guidelines for customer safety but there's no mention of a security guard for every kiosk. But the reaction time of police in New York, and their monitoring systems are way more efficient than in India, which probably makes up for the lack of guards at every ATM.

Argues Assocham: "While recruitment of guards to man all ATMs 24X7 may be time-consuming and a costly affair, the answers lie in using hi-tech gadgets like automatic alarms, improving camera footage and setting up monitoring rooms which require coordination between banks and police authorities."

Fresh Guidelines On Promotion Process 2013-14

2013-12-04T06:50:00.003-08:00

Promotion process 2013-14 –Relaxations regarding Rural/Semi-urban

F.No.4/11/3/2013-IR
Government of India
Ministry of Finance
Department of Financial Services
Jeevan Deep, IIIrd Floor,
Parliament Street, New Delhi

Dated the June 3, 2013

To
CEOs of all PSBs

Subject: Promotion process 2013-14 –
Relaxations regarding Rural/Semi-urban experience and field
experience for Specialist Officers
=======================================
Sir,
I am directed to refer to this Department’s letter of even number dated
4.4.2013 and 22.5.2013 on the above subject and to say that references received from PSBs seeking relaxations in the guidelines for promotion process 2013-14 have been examined in this Department.

2. It has been decided that if required the Banks may, with the approval of their Boards, provide relaxations, in the guidelines on promotion on the following points:-

i) In case officers being considered for promotion for the year 2013-14 do not
have sufficient rural/semi-urban experience they may be posted to such areas, post promotion, in order to fulfil the mandatory requirement.

ii) In case officers of specialized cadre being considered for promotion for the year 2013-14 do not have sufficient experience of field operations , they may be posted to such positions post promotion, in order to fulfil the mandatory requirement.

3. The Banks may extend such relaxation/ deviation only if required and must properly record the reasons in the minutes of the Board meeting.

4. This issues with the approval of Secretary (FS).

Yours faithfully,
Sd/-
(Manish Kumar)
Under Secretary to the Government of India
Copy to all Government Nominee Directors

FM Guidelines On Promotions

2013-12-01T18:42:00.001-08:00

Supreme Court Verdict On Quota In Promotion

Given Below Is the link containing Clarification issued by Ministry of finance on the issue in September 2013

http://financialservices.gov.in/ncapp/Circulars.aspx?ct=B

http://financialservices.gov.in/ncapp/Document.aspx

Given Below is About Supreme Court Order of 2012

Sunday, May 6, 2012

Supreme Court Verdict on Promotion Quota

The Supreme Court has upheld the Allahabad high court’s verdict to quash provision of reservation for Scheduled Caste and Scheduled Tribe (SC/ST) officers and employees in promotions. During last one decade and more , almost all government departments , public sector banks and public sector undertaking in general have given benefits of promotion based on quota to SC/ST and OBC category to please their vote bank , to please a few castiest politicians denying the opportunity to those who possess better record of performance .

I would like to suggest government to continue quota on recruitment if it is unavoidable and warranted to fulfill their social welfare agenda but completely stop quota system in promotion to SC/ST/OBC because this dirty game adversely affects the morale of those employees who perform better , honestly and devotedly but rejected only because they belong to general caste category.

In an organization if a person is promoted only because he or she belongs to Dalit category even if he or she is non performer, dishonest and corrupt in his action vitiate the atmosphere, adversely affects the work culture and demotivate those who use to work sincerely and think for the nation as a patriot .It will not be an exaggeration to say that such type of dirty politics has only given rise to cancer of corruption all over the country and resulted in mass disloyalty to nation and the organization the employee serves. Undoubtedly this dirty politics has tarnished the image of the country in international community too.

The only solution to deal with this grave problem arising out of Supreme Court verdict and consequent denial of quota in promotion is to give promotion strictly based on seniority. This system will have dual advantage. Firstly there will not any thrust from SC/ST/OBC section on implementation of quota system in promotion or on issue of ordinance to nullify the impact of Supreme Court verdict .Secondly corrupt top ranked officers will not get opportunity to sell promotion and to whimsically reject any employee in promotion process only because he or she is not flatterer.

Hitherto even corrupt officers used to be elevated to higher post if he or she has a backing of minister, or key politicians or powerful top officers.

Officers who had the blessings of Godfather used to get chance in interview and others used to be whimsically rejected by greedy members of Interview panel constituted for carrying out promotion processes in various offices and departments.

And the most disheartening part of this story is that if officers who were unjustifiably rejected in promotion process by selecting committee used to approach courts for justice but unfortunately in our country such cases remain undecided for decades. In such case, one can say without any doubt that all government offices use courts to perpetuate their reign of injustice. An individual can spend a few thousand rupees to contest his case in High Court or Supreme Court but the defendant being an government office can spend crores of rupees to postpone judgment for an indefinite period. This is why thousands of staff related cases have been languishing in various courts for decades and as a result , an employee has to bear with injustice till his death or retirement.

Lastly but not the least if seniority based promotion is put into action , quantum of flattery and blind support to bosses will stop and people will make efforts to say yes only when the proposal is justified and without any bias and prejudice. People will dare raise their voice against injustice of their bosses. Whistle blower will be able to puncture the possible mischievous plan of corrupt officers and ministers without any fear of repercussion on his career.

If at all it is found that employees do not perform only because he or she is sure of seniority based promotion, government and every department may frame a suitable policy to punish suitably to non performers and remove them if their non performance persist for a longer period. Such punitive action of course should take place based on written record and adjudged by a team of at least five good officers. Of course there are some disadvantages in seniority based promotions but these disadvantages become insignificant when we ascertain the impact of practice of whimsical and arbitrary promotion of bad officers at the cost of good officers and when we assess the impact of system of flattery and bribery on work culture.

Normally whenever a new Chief Minister joins as Head of any state Government , his first and foremost task is transfer IAS and IPS officers as also other workers from one place to other and pick up officers of his choice who work is say always "Yes sir " "sir" on all proposals of the government blindly.Person selected even for the post of Governor of any state or for President of India is decided on his ability to work as rubber stamp of the government.Similarly officers who are doubtless rubber stamp of bosses are only picked up for promotion in any Public sector undertaking . All these whimsical decisions will be reduced to minimum when government decides to award seniority based promotion and frame a fool proof policy for transfer and posting as also for punishing a non performer.

UP governor clears ordinance quashing promotion quota

TNN | May 7, 2012, 03.51AM IST

http://timesofindia.indiatimes.com/india/UP-governor-clears-ordinance-quashing-promotion-quota/articleshow/13028091.cms

LUCKNOW: Uttar Pradesh governor BL Joshion Sunday gave his nod to a draft ordinance quashing dalit quota in promotions of government employees. The ordinance overturns Mayawati's five-year-old reservation policy and comes 10 days after the Supreme Court upheld the Allahabad high court order. The UP cabinet was quick to implement the court order through an ordinance to woo to its core OBC constituency before the urban bodies poll.

The ordinance will affect promotions of over 16 lakh state employees in general and OBC categories. The SP government is confident about getting the ordinance passed when the assembly convenes as it enjoys absolute majority. The ordinance seeks to do away with Section 3(7) and Section 8(A) of the UP government employee seniority rules that brought the controversial caste-based quotas in promotions.

Ordinance to scrap Maya promotion quota gets Governor’s nod

http://www.indianexpress.com/news/ordinance-to-scrap-maya-promotion-quota-gets-governors-nod/946306/

Governor B L Joshi on Sunday gave his assent to an ordinance which amends the Uttar Pradesh Public Servants (Reservation for Scheduled Castes, Scheduled Tribes and Other Backward Castes) Act, 1994, abolishing reservation in promotions for government employees.

The state cabinet had approved the ordinance last Friday. It had also deleted rule 8 (a) of the Uttar Pradesh Government Servants Seniority Rules, which conferred the benefit of “consequential seniority” on SC/ST employees, giving them an advantage over other employees.

On April 27, the Supreme Court had upheld the Allahabad High Court decision, holding that the UP government's policy of reservation in promotions, which was introduced by the previous Mayawati government, was ultra vires of the Constitution. The Mayawati government had challenged the high court judgment in the Supreme Court.

The state government's decision to amend the 1994 act and the rules is meant to comply with the Supreme Court judgment.

Last week, former chief minister and BSP president Mayawati had asked the Centre to enact a constitutional amendment to undo the Supreme Court judgment. Her party had staged a walkout in the Rajya Sabha.

However, the Sarvajan Hitaya Sanrakshan Samiti, an organisation of employees fighting against reservation in promotions, had demanded that the government implement the SC judgment without delay. It pointed out that, in its election manifesto, the Samajwadi Party had promised that it would deal with the issue of "reservation in promotion according to the directions of the Supreme Court".

See How Interview Is Simply BAKWAS AND NONSENSE

2013-11-03T04:26:00.001-08:00

Ashok, a fresh computer graduate from a world-class University, goes for an interview in a software company.

The interviewer is Sunder, a grubby old man. And the first question he asks Ashok is, `Are you good at logic?’

`Of course,’ replies Ashok.

`Let me test you,’ replies Sunder. `Two men come down a chimney. One comes with a clean face and the other comes out with a dirty face.

Which one would wash his face?’

Ashok stares at Sunder. `Is that a test in Logic?’ Sunder nods.

`The one with the dirty face washes his face’, Ashok answers wearily.

`Wrong. The one with the clean face washes his face. Examine the simple logic. The one with the dirty face looks at the one with the
clean face and thinks his face is clean. The one with the clean face looks at the one with the dirty face and thinks his face is dirty. So,
the one with the clean face washes his face.’

`Hmm. I never thought of that,” says Ashok. `Give me another test.’

Sunder holds up two fingers, `Two men come down a chimney. One comes out with a clean face and the other comes out with a dirty face.

Which one washes his face?’

`We have already established that. The one with the clean face washes his face.’
`Wrong. Each one washes one’s face. Examine the simple logic. The one with the dirty face looks at the one with the clean face and
thinks his face is clean. The one with the clean face looks at the one with the dirty face and thinks his face is dirty. So, the one with the
clean face washes his face. When the one with the dirty face sees the one with the clean face washing his face, he also washes his face. So
each one washes one’s face.’

`I didn’t think of that!’ says Ashok. `It’s shocking to me that I could make an error in logic. Test me again!’

Sunder holds up two fingers, `Two men come down a chimney. One comes out with a clean face and the other comes out with a dirty face.

Which one washes his face?’

`Each one washes his face.’

`Wrong. Neither one washes his face. Examine the simple logic. The one with the dirty face looks at the one with the clean face and
thinks his face is clean. The one with the clean face looks at the one with the dirty face and thinks his face is dirty. But when the one
with clean face sees that the one with the dirty face doesn’t wash his face, he also doesn’t wash his face. So neither one washes his face.’

_Ashok is desperate. `I am qualified for this job. Please give me one more test!’
He groans when Sunder lifts his two fingers, `Two men come down a chimney. One comes out with a clean face and the other comes out with
a dirty face. Which one washes his face?’

`Neither one washes his face’, Ashok replies, `I have learnt this logic.’

`Wrong, again. Do you now see, Ashok, why programming knowledge is insufficient for this job? Tell me, how is it possible for two men to
come down the same chimney, and for one to come out with a clean face and the other with a dirty face? Don’t you see the flaw in the
premise?’”

Power of Transfer Is Misused By Top Bankers To Award or To Punish Juniors

2013-10-31T02:25:00.003-07:00

Following are Few Links to Clear how bank management use to misuse Powers of Transfer and Powers on Giving Marks in Interview to award or to Punish an officer strictly as per whims and caprices of top officials

In public sector banks, transfers take place purely on the whims and fancies of top officials. Flattery and bribery play the key role and predominant role in transfer and not only transfers but also in all promotion processes. I have been harping on this blatant issue since long but none at top echelon gave value to my views. Performance and caliber of an officer is of no significance and it was never in the minds of top officials.Today's Historic Supreme Court historic judgement is enough to substantiate my views expressed in these blogs.

I hope at least now bank management will take the lesson and modify their Human Resource Policy and try to be perfectly honest in its execution in real sense and in true spirit.

It is astonishing that despite clear cut instruction by Ministry of Finance in Jun 2012 that banks should not transfer officers after June month and if transfer after June month is unavoidable , the same should be approved by the board. But Banks are still issuing transfer orders violating the guidelines without keeping in mind even the torture meted out to officer due to frequent arbitrary and whimsical transfers.

It is therefore desirable that Ministry of Finance should verify whether guidelines issued by them are followed in true spirit on ground level. If there is one or two violations, the same may be condoned. But if there are hundreds of violations in each bank every year, MOF should either punish top officials or withdraw their guidelines and give them free hand as they are using free hand to transfer IAS and IPS officers in the country to take revenge from their opponents.

It is however undeniably true that if the verdict of Supreme Court is not put into action in true sense in all government departments, there is no power on earth which can stop corruption and which can ensure safety of bank and health of banks health.

So far as oral instructions from top bosses are concerned , it is open secret that majority of high value proposals originates from branches only when there is huge pressure , oral orders from top bosses to sanction loans to a person or businessman. Majority of promotions take place on the verbal recommendation of some powerful persons only and when any officer recommends anyone's name for promotion, marks are accordingly given in Interview by members of Interview panel.

Even Supreme Court cannot stop such oral instruction. None of junior officers has courage to write down the oral instruction as advised Today by Supreme Court.

Only God can express the true story of banks and government departments.

http://dkjain4970901092007.blogspot.in/2012/05/fresh-guideline-to-banks-on-promotion.html

http://dkjain4970901092007.blogspot.in/2012/05/fresh-guideline-to-banks-on-promotion.html

http://dkjain4970901092007.blogspot.in/2013/06/misuse-of-human-resource-in-bank.html

http://dkjain4970901092007.blogspot.in/2012/06/rbi-now-questions-hr-policies-of-public.html

Thursday, October 31, 2013

http://importantbankingnews.blogspot.in/2013/10/do-not-take-oral-instruction-from-your.html

Do Not Take Oral Instruction From Your Boss , Your Netas

SC to bureaucrats: Don't take oral instructions from netas-Times of India

Dhananjay Mahapatra, TNN | Oct 31, 2013, 12.52 PM IST

NEW DELHI: The Supreme Court on Thursday drastically reduced political pressure on top bureaucrats by ruling that they must get an assured minimum tenure in posting.

"Fixed tenure of bureaucrats will promote professionalism, efficiency and good governance," the SC bench observed. "Much of the deterioration in the functioning of bureaucracy is due to political interference," the SC said.

The SC also directed the Centre and state governments to pass an order within three months on giving fixed tenure to civil servants.

The apex court also empowered top bureaucrats to record in writing the oral instruction of political bosses on files so as not to be hounded later on for a particular decision.

The SC said that such recording of political instructions by bureaucrats will also help in promoting transparency and will allow general public to access correct information.

The verdict, which is on the line of apex court's earlier order on police reforms for giving fixed tenure to senior police officers in Prakash Singh case, will go a long way in giving freedom and independence to the functioning of bureaucracy.

The judgement comes close on the heels of controversies surrounding Ashok Khemka, IAS officerof Haryana cadre over DLF-Robert Vadra land deal, and Durga Sakhti Nagpal, UP cadre IAS officer, who was targeted by the state government for alleged misconduct.

The apex court passed the verdict on a PIL filed by 83 retired bureaucrats including former cabinet secretary T S R Subramanian seeking its directions for insulating bureaucracy from political interference.

The petitioners also include former Indian ambassador to the US Abid Hussain, former chief election commissioner N Gopalaswami, former election commissioner T S Krishna Murthy, former IPS officer Ved Prakash Marwah, and former CBI directors Joginder Singh and D R Kaarthikeyan.

"This is a landmark judgement. Public servants are not private servants," Subramanian said.

"Today faith in our Constitution has been reaffirmed...our faith in the strength of democracy has been reaffirmed because the highest court of the land has recognised the problems," he said, adding "malgovernance affected people and quality of administration".

Krishna Murthy lauded the verdict, saying "Good governance is critical to good quality democracy.

"Most of us have seen in our career how most of the transfers, promotions, postings and foreign assignments, all of them are decided on whimsical basis very often," he said.

The PIL had alleged that at present, the system of transfers, postings, promotions, disciplinary action and other personnel matters pertaining to the members of civil services are ad-hoc and non-transparent.

"There is an urgent need to make the civil servants accountable, sensitive and responsive. If this is achieved, there will be across-the-spectrum benefits...

"Transfers are often used as instruments of reward and punishment, with officials being frequently transferred on the whims and caprices as well as the personal needs of local politicians and other vested interests. Officers, especially those in the All India Services serving in state governments, have no stability or security of tenure," it had said.

The PIL had also said the civil servants at all levels should be given a minimum three-year fixed tenure on each post to foster functional freedom and independence.

Any premature transfer should specifically be authorised by the 'civil service board/commission' on specific circumstances to be brought out in writing, it had said.

At least four high-powered panels made recommendations for freeing the bureaucracy from political interference but the government had not taken any concrete step for implementation of the reforms suggested by them, it had said.

"Change of government invariably leads to new rounds of transfers as the incoming group of political leaders seeks to reward supporters and put its "own" staff in key positions.

"Moreover, the 'transfer industry' is backed by entrenched and powerful vested interests as frequent transfers generate huge amounts of black money for corrupt officials and politicians...," it had said.
The PIL had said that there should be an independent, high-powered and statutory 'civil services board' in each state which should process proposals of postings and transfers.

http://timesofindia.indiatimes.com/india/SC-to-bureaucrats-Dont-take-oral-instructions-from-netas/articleshow/24978551.cms?

Once Again Arbitrary Change OF Promotion Conditions

2013-10-28T07:22:00.005-07:00

FinMin relaxes norms for top jobs in govt banks

As per new guidelines, candidate needs to complete one year as executive director to become eligible for chairman and managing direct--------Business Standard

The finance ministry has relaxed the norms for selection of chairman and managing director in public sector banks which will now allow executive directors who were appointed merely couple of months back to appear in the interviews.

Interestingly, the government has decided to interview the candidates as early as this week for vacancies that will arise not before August 2014 – after the general elections.

According to norms, candidate needs to complete one year as executive director to become eligible for chairman and managing director. However, the criteria for residual service of two years of a candidate have not been tweaked.

The finance ministry has also seems to have kept the communication made by the department of personnel and training (DoPT) conveying the observations and directions of the Appointment Committee of the Cabinet regarding appointment of top jobs in government banks and financial institutions – in abeyance and proceeded with the selection process.

Among others things, suggestion was made to revisit the requirement of residual service and introduction of fixed tenure in public sector banks.

The concept of fixed tenure has been introduced in State Bank of India (SBI) by giving the new chairperson fixed tenure. Arundhati Bhattacharya, who was appointment as SBI’s chairperson earlier this month, was given a fixed tenure of three year.

The department of financial services were asked to examine if the same system could be extended to all public sector banks.

The finance ministry’s decision to relax the norms and conduct interviews early is also snowballing into a political controversy with a Shiv Sena Member of Parliament and a member of the standing committee of finance Chandrakant Khaire, writing to the finance ministry highlighting hastily selection process of CMDs in public sector banks before the finalization of the ACC guidelines.

While the government has decided to interview the candidates now, but clearance from the central vigilance commission (CVC) could not be received at this stage as such clearances are only received couple of months prior to the appointment.

A selection committee will interview 19 executive directors of various public sector banks for six positions that will fall vacant in the next financial year 2014-15. In the present financial year, chairman of four public sector banks will retire.

The government is yet to fill up vacancies in two public sector banks – Andhra Bank and Bank of Maharashtra where the chairman had retired in the last couple of months.

The selection committee is headed by Reserve Bank of India (RBI) governor Raghuram Rajan and includes officials from finance ministry and academic world. According to banking industry sources, the new RBI governor is likely to break the tradition of sending his nominee (which is a deputy governor) and would be himself present during the interviews and conduct them.

The interviews will be conducted at State Bank of India head office in Mumbai, and not in New Delhi as earlier practiced.

Highlights

Fin Min to interview EDs this week for CMD vacancies arising only after August 2014

CMDs of six public sector banks to retire in 2014-15

This may be the first time RBI governor to conduct the interviews

Unlike SBI, no fixed tenure for chairman in public sector banks

Appointment process in govt banks may turn into a political slugfest

http://www.business-standard.com/article/finance/finmin-relaxes-norms-for-top-jobs-in-govt-banks-113102800736_1.html

Also Read Following Blogs which relates to similar arbitrary change in rules to accommodate persons of their choice

http://dkjain4970901092007.blogspot.in/2012/10/selection-of-ed-and-cmd-of-public.html

http://dkjain4970901092007.blogspot.in/2013/09/see-how-top-executives-get-promotion-in.html

http://dkjain4970901092007.blogspot.in/2013/06/misuse-of-human-resource-in-bank.html

Finmin rushes with bank appointments-ET-28.10.2013

NEW DELHI: The finance ministry is showing unprecedented speed in selecting new bank chiefs for the next financial year, although the first vacancy does not arise until August 2014.

While it is unclear what has prompted the rush to conduct interviews, sources suggested that the ministry is keen to finalize the appointments before the next general elections. Bankers, however, fear that the exercise may go waste if the next government decides to review the decisions of UPA-II. The interviews are technically irrelevant as the Central Vigilance Commission has in the past frowned upon the idea of giving a blanket clearance several months in advance. But, that is not the only reason for controversy.

What has raised eyebrows in banking circles is the unusual cut-off date — August 6. Typically, the date is either the last or the first day of a month. Of those in the fray, only eight would have been in contention if the government had not decided to rework the appointment criteria.

Under the existing policy only those with at least two years to go for retirement are eligible to be interviewed.

If that wasn't enough there is the additional complication of P Pradeep Kumar being the sole candidate to be interviewed for the post of State Bank of India managing director, a post that is vacant after Arundhati Bhattacharya was appointed chairman. In case of the other public sector banks, 19 executive directors have been called for interview by the selection committee headed by RBI governor Raghuram Rajan for over half-a-dozen bank appointments.

On top of the list is PNB executive director Usha Ananthasubramaniam, who is widely tipped to take over as the first chairman of Bharatiya Mahila Bank, that will start operations next month. Among the jobs that are up for grabs as those of chairman and managing director of Canara Bank and Bank of Baroda, Indian Overseas Bank, Oriental Bank of Commerce, Vijaya Bank and UBI. PNB CMD K R Kamath's term is also due to end in October 2014 but he can get one more year. The first two vacancies, at BoB and IOB, arise the chairmen retire on July 31.

http://timesofindia.indiatimes.com/business/india-business/Finmin-rushes-with-bank-appointments/articleshow/24791614.cms

See How Top Executives Get Promotion In Banks

2013-09-21T19:01:00.001-07:00

Window Dressing, fraud & forgery To
Shri Shiv Kumar Gupta CVO cum GM, Punjab National Bank, HO: New Delhi Senior bank officials working as Branch Head or Regional Head or Circle Head or Zonal Head or Central Head, all have barring some exceptions resorted to window dressing in the past and it is their mastery in art of window dressing that they continued to be blessed with one after other promotions superseding honest performers. Shri Joginder Kumar Gupta Previously Circle Head (AGM) Punjab National Bank, Muzaffarpur Circle, Presently Circle Head (DGM) Patna Circle and Shri K.L.Bareja Previously Circle Head, Arrah Circle are renowned personality in the field of financial irregularity, fraud & forgery. One such example was episode of Muzaffarpur : - A front page highlighted news published in Dainik Jagran against Shri Joginder Kumar Gupta Previously Circle Head (AGM) Muzaffarpur Circle & Shri K.L.Bareja Previously Circle Head, Arrah Circle for hatching criminal conspiracy, fraud & forgery in illegal transaction of Government fund (DDC Muzaffarpur) amounting Rs. 40 Crores on 6.12.2010, which gives bad name to Punjab National Bank. - Again highlighted front page news published in Dainik Jagran against Shri J.K.Gupta the then Circle Head, Punjab National Bank, Muzaffarpur Circle for his ill doings violating all norms of PNB & RBI on 7.12.2010. - The DDC Muzaffarpur has instructed Senior SP vide his letter dated 6.12.2010 to investigate the fraud made on the instruction of Shri J.K.Gupta to Branch Manager BO: Khabra Road by opening a fictitious account no. 1357000105909053 in the name of DDC Muzaffarpur. - The DDC Muzaffarpur has also constituted 3 member committee to investigate the whole affairs. - The matter was to some extent suppressed by issuing a press note on 6.12.2012 by Circle Head Muzaffarpur by apoliging and assuring for rectification of the financial irregularity criminally conspired by the previous Circle Head. Further to somehow patch up the tarnished image of Punjab National Bank the then FGM (Shri Srinivasan) alongwith Shri J.K.Gupta and current CH met the DDC & DM Muzaffarpur on 7.12.2010 apoliging and begging pardon from the state authorities for the financial crime made at the behest of Shri J.K.Gupta. It is shame on the face of PNB that after this episode Shri J.K.Gupta was promoted from AGM to DGM and Shri K L Bareja transferred to HO, place of his choice. They not only resorted to window dressing for deposits but also for advances.RBI never took notice of it or one may say that they indirectly supported this unhealthy and unethical practice prevalent in public sector banks in the name of achievement of targets. Bank officers paid abnormal rates of interest for short term deposits and achieved the target of deposits. Bankers then motivated high value borrowers to withdraw their unavailed portion of sanctioned limit on closing days and park the same in their deposit account. In this way they made artificial jump in deposits and advances in last few days of closing year or closing quarter. This fraudulent method of achieving target jeopardized the career of hundreds of senior officers who did not resort to window dressing and these officers were sidelined, posted at critical places and finally rejected in all promotion processes. There have been hundreds of senior officers who are expert in window dressing of advances too. They arrange short target valued clients to avail short term loan even if the corporate do not need and finally compensate them in different ways. These corrupt bankers have caused huge loss to banks by paying abnormal interest for short period and by providing sub-PLR rate on advances to big clients who obliged them during closing period. All this caused huge loss to tax payers, investors and those who kept their hard money in saving deposits. Not only this these officers played big role in creation of bad assets in banks and finally writing off of big values loans .Volume of NPA was always concealed by these clever bankers and now on CBS they are getting exposed . Gross NPA of banks has made a new top and gone beyond control. Finally when bank incurred loss or earned less profit, even wage revision of staff was treated by Ministry in casual manner and ultimately all staff had to bear with nominal or negligible rise in their wages. Who will after all punish these corrupt officers who have been using their flattery and bribery powers to buy the good wishes of ministers and RBI officials and who have been buying even vigilance officials to close their files related to corrupt activities? After all why RBI officials and Ministry of Finance maintained silence for decades together is a mystery? Most of senior banks have got blessing of some ministers or some officers in MOF or RBI and this is why they not only get before-time promotion but also get safe exit at the time of retirement even if they committed hundreds of irregularities in their posting at various offices. It is earnestly requested that the working of Muzaffarpur and Patna Circle of Punjab National Bank may please be investigated to bring the corrupt practices in lime light going on there. Yours’ Sincerely (Smt. Rekha Devi Gupta) Aghoria Bazar, Muzaffarpur – 842001 Email: rekhadevi355@yahoo.com Date: 17.3.2013 http://www.complaintsboard.com/complaints/punjab-national-bank-window-dressing-fraud-amp-forgery-c662989.html

CBI Books Union Bank DGM AGM AND CM On Charges OF Fraud

2013-08-31T07:54:00.003-07:00

CBI books UBI Deputy General Manager, 5 others in fraud case--The Hindu 31.08.2013

CBI has booked three former senior officials of Union Bank of India (UBI) and as many directors of a Nagpur-based private company for allegedly causing a loss of over Rs four crore to the bank, the agency officials said on Friday.

The agency has filed a charge sheet in the special court in Nagpur against the then Deputy General Manager, Assistant General Manager at that time, the then Chief Manager of UBI and three directors of a Nagpur-based private firm under charges of criminal conspiracy to cheat and provisions of Prevention of Corruption Act, an CBI spokesperson said.

“It was alleged that officials of UBI had sanctioned and released credit facility to the company and committed criminal breach of trust in respect of the funds of the bank over which they had dominion and cheated the bank,” the spokesperson said in a statement.

During CBI investigation, it came to light that the UBI officials and directors of the company were in criminal conspiracy and had allegedly sanctioned credit limit of Rs three crore to the company which was enhanced subsequently.

“The loan amount sanctioned was diverted/siphoned-off for other than business activity from the account of the said private firm and transferred to the accounts of its sister concern, which resulted in a non performing asset with an outstanding amount of Rs 4.58 crore,” the statement said.

http://www.thehindu.com/news/national/cbi-books-ubi-deputy-general-manager-5-others-in-fraud-case/article5075324.ece

CMD Indian Bank And Ex ED Caught BY CVC

2013-08-31T02:07:00.002-07:00

CVC seeks action against Indian bank CMD, ex-ED--Times of India 31.08.2013

NEW DELHI: The Central Vigilance Commission (CVC) has sought action against Indian Bank CMD T M Bhasin and former ED V Ramgopal for "high-handedness, arbitrariness and manipulation" of appraisal reports of Malay Mukherjee, a general manager in the bank, with a view to deny him a promotion.

While the finance ministry has not initiated action against the two executives, the CVC has also sought action against Shreya Guha, a director in the ministry, for lapses in conducting enquiry against Bhasin and Ramgopal. For the finance ministry, this the second embarrassment in less than a month as the watchdog was critical of the role performed by the Appointments Board in recommending M O Rego for the post of IDBI Bank deputy MD.

Once again seeking regular departmental action (RDA) against the two top-raking Indian Bank executives, CVC had told the finance ministry that Mukherjee's performance for 2009 had been reviewed by the then ED A S Bhattacharya and M S Sundarrajan, who was then the CMD of the Chennai-headquartered bank. Bhasin and Ramgopal were not required to appraise Mukherjee for 2009-10 as he had not worked with the two executives.

http://timesofindia.indiatimes.com/business/india-business/CVC-seeks-action-against-Indian-bank-CMD-ex-ED/articleshow/22177194.cms

One-year rigorous imprisonment for former CMD of Indian Bank Business Line 23.05.2013

A Principal Special Judge for CBI cases here on Wednesday sentenced the former Chairman and Managing Director of the nationalised Indian Bank, M. Gopalakrishnan (77), to one year’s rigorous imprisonment (RI) and slapped a fine of Rs.1.50 lakh on him in a case relating to causing loss to the bank to the tune of Rs.3.26 crore.

The Judge, S.Malathi, also awarded one year RI to the then Zonal Manager of the bank, A.V.Shanmugasundaram, and two years RI to the Managing Director of a private construction company, S.Dhanasingh, in the case. A total fine of Rs. three lakh was imposed on the two.

The Judge suspended the jail terms for a month to enable the convicted persons to file appeals.

This is the third case in which Gopalakrishnan, against whom 20 cases were registered by the CBI in the mid-1990s, is being convicted in a corruption case. In April 2009, he was sentenced to undergo 14 years’ rigorous imprisonment by a special CBI court in Chennai. The judge awarded two seven-year terms to run one after another.

He is out on bail pending appeal.

While four cases were investigated by Anti-Corruption Branch, the others are with the Economic Offences Wing (EOW) and the Bank Security and Fraud Cell (BSFC). All the cases are charge-sheeted and pending trial, agency sources said.

Gopalakrishnan was considered close to influential political leaders during his high-profile tenure. He was prominently covered by Doordarshan almost on a daily basis in news bulletins, giving an impression to viewers that he was highly popular. However, his arrest and subsequent investigation by the CBI led to closer scrutiny of the unusually large number of high-value loans he generously sanctioned to prominent personalities.

In the latest case to end in conviction, the offence was committed between 1993 and 1995. The prosecution case was that Akilam Constructions Pvt. Ltd., Chennai, represented by its Managing Director Dhanasingh, applied to the bank’s Alwarpet branch here for a secured overdraft facility to the tune of Rs. five crore for purchasing 200 acres at Mamallapuram for developing them as farm lands and selling them. Pursuant to a conspiracy to cheat the bank, the bank branch’s Chief Manager, K. Sundaramurthy (died during course of trial), by abusing his official position forwarded the proposal to the regional office recommending sanction.

Shanmugasundaram abused his official position and sent a letter to Gopalakrishnan directly recommending the proposal the same day, August 28, 1995. The Chairman conveyed his approval for sanction without verification. Based on the sanction letter, Sundaramurthy released a temporary OD facility of Rs.3.26 crore to the construction company by accepting inadequate collateral security and disregarding the terms and conditions of sanction.

Dhanasingh, who availed himself of the credit facility of Rs.3.26 crore, diverted Rs.2.86 crore to the account of one M/s Allengar Foundation, represented by K.Anandan Pillai (who also died during the course of trial) without using the loan amount for which it was sanctioned. Pillai, in turn, used the sum to settle his dues in his account in IndBank Housing Limited.

Thus, the bank sustained a loss of Rs.3.26 crore and Dhanasingh and Anandan Pillai obtained pecuniary advantage.

The Judge held that the prosecution had established its case by adducing reliable and satisfactory evidence. As Sundaramuthy and Anandan Pillai had died, the charges against them abated.

http://www.thehindu.com/news/national/tamil-nadu/oneyear-rigorous-imprisonment-for-former-cmd-of-indian-bank/article4740200.ece

Flattery Is the Best Qualification For Promotion

If CBI or CVC conduct investigation into entire promotion process of any bank for last ten years , it will be clear how in each process top executives commits fraud with APAR marks and how numbers are given in interview to pass or to reject an officer . Such manipulation continues and reckless and checkless fraud goes on committed with merit of officers and it is is not new in banks .

Following news can confirm this because when a General Manager can be promoted on getting one 1 out of 30 marks , one can imagine what he will do with his juniors.And fraudulently promoted officers later become number one Chamcha of bosses and become union leader too so that IR problems is not possible.In this way there is mutual understanding between union leaders and top officers of the bank and finally with ministers and top officers of Government of India

Click on following link to know about another fraud which occured in last week

http://dkjain4970901092007.blogspot.in/2013/08/flattery-is-best-qualification-for.html

Flattery Is the Best Qualification For Promotion

2013-08-27T08:49:00.001-07:00

If CBI or CVC conduct investigation into entire promotion process of any bank for last ten years or at least five years , it will be clear how in each process, top executives commits fraud with APAR marks and how numbers are given in interview to pass or to reject an officer overlooking annual report of the officer . Such manipulation continues and reckless and check-less fraud goes on committed with merit of officers and it is is not new in banks .

http://dkjain4970901092007.blogspot.in/2013/09/see-how-top-executives-get-promotion-in.html

If CBI is entrusted to verify the past records of at least executives ( say from scale IV to scale VII ) to begin with , if their appraisal markings are verified , if their market report is collected, it will be proved beyond doubt that large scale manipulation in APAR marks in public sector bank is common feature and unrealistic favour in Interview by Interview panel members and fraudulent rejection of good officers have only resulted in elevation of corrupt officers to top post and which promote culture of flattery and bribery only .

Otherwise CBI can verify the past record of those officers who have at their own left taking part in promotion process in disgust or who have been repeatedly rejected in promotion process for years and decades to find out how they were the best performer but could not get success only because they were not backed by any Godfather at central office.

In India when 186 cumbersome and bulky files pertaining to coal scam are lost , it will not be surprising to hear if files pertaining to APAR are reported lost by bank management.When files pertaining to bank fraud or that of Bad borrowers (NPA borrowers ) can be reported lost , loss of HR related files is very much possible to save the culprits who manipulated in APAR and Interview markings to promote some and to reject others strictly as per whims and fancies of top officials.

This is possible in banks only that staff accountability in high value bad loans is never fixed, at least until the real culprit gets retired.If a bad loan accounts involves ten or twenty crore or more , the reason for account going bad is more often than not attributed to global recession or natural calamities and real corrupt officials are absolutely shielded by punishing a few juniors as easy scapegoat.

Following news can confirm this because when a General Manager can be promoted on getting one 1 out of 30 marks , one can imagine what he will do with his juniors.And fraudulently promoted officers later become number one Chamcha of bosses and become union leader too so that IR problems is not possible.In this way there is mutual understanding between union leaders and top officers of the bank and finally with ministers and top officers of Government of India.

As long as Field functionaries are unhappy, one cannot dream of any reduction in bad assets. Rather volume of bad assets will go on rise because inefficient and frustrated officers sitting at key post such as Branch head or Regional Head of a bank or zonal or central head of the bank. This is why bank reports recovery of Rs.100 from bad assets and simultaneously report slippage of Rs.200 to bad assets category.Quality of Credit processing is moving from bad to worse despite the fact that bank management always claim that they have dynamic training system and merit oriented promotion policies .

CMD Indian Bank And Ex ED Caught BY CVC

One-year rigorous imprisonment for former CMD of Indian Bank Business Line 23.05.2013

The Judge, S.Malathi, also awarded one year RI to the then Zonal Manager of the bank,A.V.Shanmugasundaram, and two years RI to the Managing Director of a private construction company, S.Dhanasingh, in the case. A total fine of Rs. three lakh was imposed on the two.

The Judge suspended the jail terms for a month to enable the convicted persons to file appeals.

He is out on bail pending appeal.

Thus, the bank sustained a loss of Rs.3.26 crore and Dhanasingh and Anandan Pillai obtained pecuniary advantage.

The Judge held that the prosecution had established its case by adducing reliable and satisfactory evidence. As Sundaramuthy and Anandan Pillai had died, the charges against them abated.

http://www.thehindu.com/news/national/tamil-nadu/oneyear-rigorous-imprisonment-for-former-cmd-of-indian-bank/article4740200.ece

Flattery Is the Best Qualification For Promotion

Despite 1/30 marks, 4 bankers set to be EDs-

Times of India 27th August 2013

NEW DELHI: Can you get a job after securing one mark out of 30 in an interview? Yes, if you are an aspirant for the job of an executive director (ED) in a public sector bank.

The finance ministry has recommended appointing four general managers of state-run banks as executive directors, on promotion, despite the candidates managing to barely open their accounts during an interview conducted by a panel headed by financial services secretary Rajiv Takru.
An ED is part of the top management of a bank and a level below the bank chairman and managing director.

4 bankers recommended for post of executive director in PSU banks despite scoring just 1 out of 30 marks An ED is part of a bank's top management, just a level below the bank chairman and managing director All 4 bankers had earlier scored full marks in their annual confidential reports

Panel foxed by low scores of 4 general managers

After interviews by a committee in June and July, the finance ministry sent a list of bankers for appointment as executive directors, including four who had secured one mark.

This included B S Rama Rao, general manager in Andhra Bank who is to be appointed as executive director of Vijaya Bank, Atul Agarwal (Central Bank of India GM to Indian Overseas Bank ED), Mahesh Jain (Syndicate Bank GM to Indian Bank ED) and RK Takkar (from Oriental Bank of Commerce general manager to Dena Bank ED).

The Reserve Bank of India governor heads the appointment board, which interviews candidates for top jobs in public sector banks including those for posts of CMD and executive director. Often, if the governor can't attend the meeting, a sub-committee headed by the financial services secretary shortlists the candidates. The other members of the panels include one of the four RBI deputy governors and two external experts, which includes a professor from an Indian Institute of Management.

How the four general managers managed to score so low in the interview is something that has even foxed the appointments committee of cabinet, given their track record. Four bankers had scored full marks based on their annual confidential reports or appraisal done by their bosses.

IDBI top job under CVC lens

The Central Vigilance Commission has pulled up the Appointments Board headed by RBI governor and its sub-committee chaired by the financial services secretary for recommending that IDBI Bank executive director MO Rego be appointed the bank's deputy managing director.

The observations came after it emerged that the Rego was given 10 marks each for his annual appraisals for 2007-08 and 2008-09 based on ratings of 4.1 for each of the years.

As reported by TOI on December 4, the finance ministry was pushing Rego's case after the Appointments Board marked him as the top choice for the DMD's job at IDBI Bank. The personnel department, however, wrote to the finance ministry pointing out certain shortcomings. It said that during 2007-08 and 2008-09, Rego's work had been praised, but the rating had not been changed.

The financial services department, however, upgraded the ratings from "very good" to "outstanding" and gave him a score of 70 instead of 66, which had also been given to another candidate who was a contender for the job. The personnel department said that the selection panel may have been influenced by the finance ministry's rating.

http://timesofindia.indiatimes.com/business/india-business/Despite-1/30-marks-4-bankers-set-to-be-EDs/articleshow/22084750.cms

Shortage of Proper Manpower In Public Sector Banks

2013-08-25T20:03:00.002-07:00

Public sector banks faces shortage of 56,000 employees-Financial Express 25.08.2013

Public sector banks face a shortage of 56,022 personnel across various cadres and the lenders are at different stages of filling these posts, official sources said.

In the officer category, 25 public sector banks have 23,794 vacancies as of March, 2013. Of this, 5,815 officer level posts are in Bank of Baroda (BoB) only, sources said.

Syndicate Bank has 1,500 vacancies of officer level posts. Andhra Bank is facing a shortage of 1,484 officers. The number for the same in Bank of India is 1,473. Allahabad Bank needs to hire 1,450 officers, Punjab & Sind Bank 1,454 and Punjab National Bank 1,119.

With regard to vacancies in the clerical cadre, sources said that as many as 22,347 posts are vacant in various banks including five associate banks of State Bank of India (SBI).

Bank of Baroda tops the list with as many as 3,615 vacancies. It is followed by Allahabad Bank with 2,627 vacancies, while State Bank of Tranvancore has 2,500 vacant positions at the end of 2012-13.

Vacant of post of clerks in Punjab National Bank is about 2,200 while in case of Bank of India it is 1,468.

At sub-staff level, sources said there are 9,881 vacant posts.

In the current fiscal, public sector banks are going to hire 50,000 employees.

"This year, public sector banks are expected to add 10,000 branches of which 2,000 are to be by Regional Rural Banks. Correspondingly, there will be recruitment. In fact, all the banks put together are expected to recruit some 50,000 persons in the current year," Finance

Minister P Chidambaram had said after meeting heads of PSU banks in June.

In 2012-13, public sector banks hired around 63,000 persons. India's largest bank State Bank of India (SBI) alone recruited 20,000 clerical staff and 1,200 officer-level employees. Other PSU banks hired 22,000 officers and 20,000 clerical staff.

Seeking to improve manpower management in the public sector banks, the Finance Ministry had recently said that 19 nationalised banks should have a total number of 442 GMs to oversee banking operations.

http://www.financialexpress.com/news/public-sector-banks-faces-shortage-of-56000-employees/1159887/2

Supreme Court Also Holds Campus Recruitment As Illegal AND Unconstitutional

2013-08-25T16:24:00.000-07:00

SC trashes Central Bank plea against HC ruling- Times of India 26th August 2013

Prafulla Marpakwar, TNN | Aug 25, 2013, 05.46 AM IST

MUMBAI: The Supreme Court has dismissed a special leave petition filed by the Central Bank of India against the Bombay high court's landmark order against recruitment on the basis of campus interviews. "We see no reason to interfere. The special leave petition is dismissed," observed Justice H L Gokhale and J Chelameswar in their one-page order on August 19.

On April 1, a division bench of the Bombay HC, comprising justices A M Khanvilkar and Mrudula Bhatkar, had held as illegal the Central Bank of India's practice of offering jobs on the basis of campus interviews. The HC had observed that bank's recruitment policy, which allows campus recruitment\interview method for appointment of officers against permanent vacancies on regular basis, was illegal and unconstitutional. It had directed the bank to forbear from making any appointments against permanent vacancies on regular basis through campus recruitment\interview mechanism in the future. Further, the HC had made it clear that all such appointments against permanent vacancies would be non-binding and bad in law.

"We hold that in the matter of public employment, as per constitutional scheme, the mandate is to invite applications from all eligible persons by giving wide publicity, without exception. The fact that other state instrumentalities have resorted to campus interview mode of appointment in the past can be no basis to legitimize that process which inevitably tramples the fundamental rights of otherwise qualified and eligible citizens to be considered for the public posts along with similarly placed persons," Justice Khanvilkar had remarked.

The HC had pointed out that the argument of liberalization, autonomy or competition with private sector, tapping of candidates from specialized field or better qualified candidates through campus recruitment could be no basis to uphold the impugned action of the bank. In fact, in several cases, the SC had held that in matter of public employment, it should be done only by inviting applications from the public at large by giving wide publicity and issuing public advertisements. The HC had refused to accept the bank's contention that candidates selected through campus interviews were class apart and utilizing their expertise could help compete and match the performance of private and foreign banks.

The original petition before the HC was filed by a section of post-graduate management students, challenging the bank's recruitment policy.

http://timesofindia.indiatimes.com/city/mumbai/SC-trashes-Central-Bank-plea-against-HC-ruling/articleshow/22040240.cms

VIP Culture In India -----You Must Read AND Share With Others

2013-08-12T18:16:00.003-07:00

Even on visit of a top bank official , crores of rupees are spent and hundreds of man hours are wasted in managing visit of a top bank official at a place by subordinates but unfortunately after wasting their valuable energy in flattery and late sitting ,majority of the juniors do not have adequate time left and do not have enough energy left so that he or she can use available knowledge to serve their organisation in profitable manner .

It is all because top officials want only flattery and bribery from their juniors and not the real performance at field level.

Similarly VIPs in all government offices aspire to receive grand welcome by their subordinates when they visit their locations, not the real output for which juniors are meant for.

India is sick only because of this flattery culture.Workers are least bothered of their performance because they know it will not bear any fruit even if they work hard. But if they become number one Yes Man of boss , he may get even what is normally impossible. If the boss is happy , promotion and posting may be as per choice otherwise one has to face music as Mr. Khemka or Ms Durga Nagpal like IAS officers face.

Here in below is an excellent write up contributed by one of viewers of my blog.

See True Democracy in Action.

JOGISHWAR SINGH

As a Swiss citizen born in India, I am many times brought to think about my experiences of the democratic systems prevalent in the two countries.

Before Indian ‘patriots’ start screaming murder at what I am going to say, I should point out that I am fully aware that I am talking about two different historical realities.

Switzerland has been independent for over 800 years while India is a newly created entity, now a mere 66 years old.

Switzerland has a population of only 8 million while India has the second highest population of any country in the world at over 1.2 billion (give or take a few million). And expected, in the near future, to even outstrip China, and become the world’s most populous.

The trigger for this set of reflections was what I saw on the 7.30 pm evening news on Swiss TV a couple of weeks ago.

The Swiss President, Mr Ueli Maurer, was leaving on a five day state visit to China. The news showed him arriving at Zürich airport in an ordinary private vehicle. The President got out of the car by opening the car door himself. He walked to the nearby baggage trolley stand outside the airport entrance. He took a baggage trolley out, rolled it towards the car, lifted his suitcase and travel bag himself, put these on the trolley which he then rolled towards the entrance like any passenger lambda like you or me. He walked up to the check in counter with just two other persons walking behind him. He checked his luggage in for a commercial flight without any special treatment being meted out to him.

For any Indians (or others) who might find it difficult to believe what I have described above, you can CLICK on the link provided hereunder, at the end of this article, to view a TV news clip from the evening prime time news for July 16, 2013..

You’ll get visual proof of the Swiss President’s arrival at the airport, his check in for his state visit to China and a short interview with a TV journalist. This clip is really worth watching.

Conditioned by my personal experiences of dealing with politicians and government ministers in India while serving as an IAS (Indian Administrative Service) officer, I was so struck by the contrast between what I had experienced in India and what I was seeing on the TV screen that I told my wife that this represented one of the finest examples of democracy for me, certainly of the Swiss variety. It made me proud to be the citizen of a country where the serving President behaves like an ordinary citizen and does not feel the need to consider special privileged treatment as his divine birthright.

I remembered the countless times when I had seen the fury of Indian politicians, much below the level of the President of a country, at what they considered as a slight because they had not been treated as demi-gods.

I am not a psychologist. I do not know whether centuries of slavery have generated this distorted VIP culture in India but I remember that we all did curse the politicians there for causing so much inconvenience to the general public by expecting, demanding and getting privileged treatment.

Who in India, except maybe some politicians or bureaucrats, has not been inconvenienced by VIP visits for which miles of roads and highways, even entire neighbourhoods, are blocked off to traffic, and flights are delayed, awaiting the arrival of some VIP or even his/her flunkies/family members?

Any such inconvenience would cause an uproar in Switzerland.

In India, it does not generate even a whimper.

In this context, an incident from the not very distant past strongly lingers in my memory. A few years ago, a former IAS batch-mate of mine (1976 batch) had visited Switzerland.

I have noticed that Switzerland becomes a prize destination of choice for a lot of Indian ministers and bureaucrats during their hot summer for attending all kinds of useless conferences which are essentially talking shops organised by the United Nations, an organisation which is a hotbed of nepotism and inefficiency.

This IAS officer wanted to see Switzerland, so I acted as his local tourist guide.

While we were going around the Swiss federal capital, Bern, it was lunch time so we decided to have lunch at a restaurant very close to the Swiss parliament building.

As we took our seats at a table, a Swiss gentleman sitting at the next table, reading his newspaper while sipping his coffee, greeted us in English. While we ordered our meal and waited, he finished reading his newspaper, drank his coffee and called for his bill which he paid before leaving. While going out, he again politely wished us goodbye, even saying, “I hope you enjoy your stay in Switzerland” in English.

After he had left, I asked my visitor if he knew who the man had been. Obviously, my visitor did not know the answer. I informed him that we had just been greeted by the then serving Swiss President, Mr René Felber.

My guest thought I was making fun of him. He would not believe me so I called the restaurant manager to confirm the veracity of what I had told him. The manager duly confirmed what I had said.

My Indian visitor was flabbergasted. He said, “How can this be possible? He actually paid his bill before leaving”.

So, what struck my visitor the most had been the fact that a VIP had actually paid his bill! I wonder what he would say if he saw our current President, Mr Ueli Maurer, personally loading his bags on to a baggage trolley and wheeling it to a check-in counter just like any ordinary citizen. His disbelief could only be countered by visual evidence on the TV!

My visitor’s reaction brought back memories of when, as a serving sub-divisional or district level official, I had been called upon to organise lunches and dinners for numerous collections of freeloaders travelling with ministers or bureaucrats in India.

I seldom remember any politician or bureaucrat actually paying or even offering to pay for the bonanza laid out for them. Those who did offer to pay, did so at the ridiculously low official daily fare of eleven rupees (today, a mere 20 cents US) per person or something like that.

Nobody ever asked how it had been possible to lay out a lavish meal comprising several dishes, accompanied by expensive alcoholic beverages, for such a petty sum. I never found out myself who used to pay for all this extravaganza at the end of the line.

Like a good Indian bureaucrat, I just used to pass the buck down the line to my junior magistrates and revenue officials. To this day, I am unable to clarify which poor victim -- read, citizen! -- who got stuck with paying for all the freebies on offer.

While working as chief of staff to the President of the Swiss Commission for the Presence of Switzerland in Foreign Countries many years ago, I had the chance of accompanying him to Strasbourg for meetings of the Council of Europe. I also had the privilege of close interaction with several Swiss members of parliament over an extended period of 12 to 14 months.

The contrast to the behavioural pattern of what I had experienced in India with politicians was so stark that it has stayed seared in my mind even till today.

I am by no means suggesting that Swiss politicians are angels but the kind of behaviour that Indian politicians or bureaucrats get away with as a matter of routine in India would torpedo their careers in Switzerland in a jiffy.

Each such incident deepens my gratitude to Waheguru Almighty for having made me settle down in a country like Switzerland where the President carries his own bags to the check-in counter.

Where no roads are blocked for hours so that some VIP can, in the name of security, be whisked around in convoys of official vehicles.

Where politicians and bureaucrats pay their bills in restaurants.

Where grossly sycophantic behaviour is not the general and accepted norm.

Where no red-light beacons or screaming sirens signal the passage of VIP vehicles. Indeed, the red-light-beacon culture of officialdom in India merits a full story in itself.

I might accept India as a true democracy the day I see its President or Prime Minister behaving like the Swiss President before his departure on an official visit abroad.

I don’t think I will ever see such a sight in India during my lifetime.

You think, maybe, my grandchildren will?

To view the TV news-clip, please CLICK below.

http://www.rts.ch/video/info/journal-19h30/5071654-ueli-maurer-se-rend-en-chine-en-toute-simplicite.html

Proposed Increase In Retirement AGE

2013-08-08T17:09:00.000-07:00

In my opinion it will be the greatest blunder on the part of the government if they under financial pressure or political pressure decide to increase retirement age of central government or bank employees . Such suicidal step may please retiring employees for two years but will spoil the career and lives of those young unemployed youth who are in search of job since long.

It is a bitter and undeniable truth that government has completely failed to create job opportunities for educated youth and it is only the vacancies created after retirement of existing employees that job opportunities are created .Total number of employees in public sector banks was about 9 lac in the year 1998 and at the end of the year 2011 the same was about 8 lac. It means there was almost a fall of 15 % in staff strength in a span of 13 years whereas number of branches doubled during the same period and business grew by 30 times.

As such Extension of retiring age will further snatch away the opportunities of employment which could arise out of retirement of employee at the age of 60.

If the government is really solve the problem of unemployment in the country they should make all efforts to create new jobs and make the education purely job oriented and as long as this task is not completed they should not try to curtail job opportunities likely to be created on account of retirement.

Rather It will be a great help to unemployed youth if the retirement age of existing employees is brought down to 58 or 55 or even 50. Because employees who have worked for 15 or 30 or even 35 and 40 years , they have at least adequate money in the account on account of terminal benefits and pension benefits which accrue after retirement and hence they can manage their and their family expenses.

But unemployed youth who do not get job at right age become victim of frustration and depression and in some cases they even adopt crime and criminal activities and some even opt for suicide.As such rise in unemployment in the country will prove fatal and destructive and further boost graph of crime.

It is important to mention here that not only students of families of businessmen or professionals , even children of employees of central or state government or that of banks are not getting job even after having prominent degrees in hand.

Therefore It is the duty of employees who are on the verge of retirement to retire voluntarily at the age of 50 or 55 or 58 but do not insist for increase in retirement age from 60 to 65. On the other hand it is the duty of the government to give some motivational benefits to those employees who voluntarily decided to leave the job at age less than 60.

Even if the government offer voluntary retirement scheme to working employees , the government will gain a lot by employing fresh youth at comparatively lower pay.In this way existing employees, unemployed youth and the government as employer , all will be in win win position.Besides government will get an opportunity to get rid of unwilled, sick and unskilled staff and in return get fresh and energetic new youth.

There may be exceptionally few talented , highly skilled,experienced and intelligent employees whose existence is very much useful and whose removal may prove costly to employer , some specific scheme may be framed to reemploy them but with transparent policy only.

However ,Any delegated power or absolute power to any top boss of any company or government department or Head of any bank or to any person in India results in misuse of power and may give rise to whimsical reemployment and the same will become the unavoidable practice as has been happening in the case of recruitment and promotion and posting in almost all banks and all government offices.

Cabinet decision to increase retirement age deferred-Business Standard

The government may make the anouncement in the Prime Minister's 15 August address

A proposal to increase the retirement age of government employees from 60 to 62 years came to the Cabinet on Thursday but a decision was deferred. The government might make the announcement in the Prime Minister’s Independence Day address, his last before general elections in 2014. The ministry of personnel, public grievances and pensions has proposed an increase in retirement age of government employees from 60 to 62 years, top sources confirmed.

There are around five million central government employees in India. The previous occasion the government raised the retirement age of central government employees was in 1998, from 58 to 60 years. The move is meant to ease the financial burden on the government in terms of its pension liabilities, sources said.

The retirement age of professors in all central universities was recently raised to 65 years. D L Sachdev, national secretary of the All India Trade Union Congress, said his union was totally against the increase of the retirement age beyond 60. It would hurt the youth, especially when the government is doing nothing to create jobs for them, Sachdev said.

Congress-affiliated Indian National Trade Union Congress national president Sanjeeva Reddy said his union had been demanding increase in the retirement age to 62 years and would welcome it.

Minister for Personnel, Public Grievances and Pensions V Narayanaswami had ruled out an increase in the retirement age to a question in Parliament in the winter session this year. An official in the ministry, when asked, refused to speak about it.

http://www.business-standard.com/article/economy-policy/cabinet-decision-to-increase-retirement-age-deferred-113080201034_1.html

Honest Officer IS Punished As Usual

2013-07-29T06:34:00.000-07:00

India does not need IAS officers like Durga or Khemka, India needs perfect flatterers, perfect Yes-man and one who knows nothing more than 'YES SIR '--Height of Positivity

Amidst the daily reports of corruption , comes this news of an honest and brave lady IAS officer who dared to expose a mafia racket.

And before one could celebrate this story, the almighty netas , having had enough of the honesty circus, decided to suspend the lady in question.

How will corruption be uprooted from our country, when an act of honesty is thusly rewarded and how will other officers be motivated to take action against the guilty when such a fate awaits them, we don't have answers to such questions.

But let us take out a moment to at least acknowledge and pay respect to the IAS officer who stood her ground, perhaps being aware of the fall out that would cost her job.

India does not need good officers. India need flatterers who are always ready to say YES on all right or wrong orders of his boss. Officers has to extend red carpet welcome to his boss, he has to earn bribe and share with bosses honestly, offer precious gift on all his visit to this office, offer valuable gifts on all functions , arrange five star hotels for his boss as well as for kith and kin of his boss. Only such officer can survive and others have to keep their head low. None of court can ensure justice for honest officers and none of the courts can punish ill-motivated bosses or politicians.

As soon as Chief Minister of Haryana prevailed upon IAS officers of districts to submit report in favour of Vadra, concerned officers of districts where land was purchased by Mr. Vadra blindly prepared a favourable report as per whims of CM and gave clean chit to Mr. Vadra, the great Damad of Sonia Gandhi.

After all , it is CM who will promote IAS officers and other state government babus out of turn , who will give them cream posting and who will save them from punitive action whenever their ill-earned money is caught and whenever their corrupt practices are exposed.

None of officers barring a few exceptional like Khemka has courage to move against their bosses. This is Indian culture and prevalent in almost all offices directly or indirectly under government control.

Person like Khemka has to face the music. He had to face 43 transfers in 20 years. There are hundreds of such IAS and IPS officers who have faced frequent transfers and critical posting only because he or she tried to perform work in legal framework and not as per whims and fancies of his bosses or as per sweet will of powerful politicians.

There are hundreds of such instances in banks also when officers are transferred to remote branches when he fails to obey illegal orders of their bosses. Such non-flatterers are denied their right of promotion , they are frequently transferred and tortured in all possible manners.

India wants only YESMEN, Perfect Flatterer and not real Performers.

Voters elect their representative for Parliament and State Assemblies but after the election is over, the task of formation of the government does not depend on voters and the performance of the government is not in control of the voters.

This is why Indian government for all practical purposes is made of flatterers, for flatterers and by flatterers. As soon as government is formed, the ministers use to transfer officers and promote officers as per their whims and fancies and in most of the cases after getting huge monetary benefits. It is the top minister, politicians and corporate houses who jointly decide to remove all honest officers from their path of corruption.

It is ironical that all illegal activities undertaken by these corrupt officials, politicians and corporate houses are only in the name of reformation and in the name of poor people but in fact they all serve only their vested interest and for all practical purposes they completely ignore common men and poor people of India.

http://generalknowledgeblogs.blogspot.in/2012/10/india-does-not-need-honest-officers.html

Public Sector Banks Face Risk From Flattery And Sycophancy

Risk Management : Sycophancy and Opaque Promotion Policies Are Biggest Risk for PS Banks ( My views given below)

http://dkjain4970901092007.blogspot.in/2013/07/public-sector-banks-face-risk-from.html

Sitting Late Or Working Late

2013-07-28T19:58:00.000-07:00

NARAYAN MURTHY TO ALL EMPLOYEES AND ALL BOSSES

Mail sent by Narayan Murthy to all Infosys staff:

1-If you are working more than 9 hr then dont need to join Infosys.

2-If you are working on saturday and sunday dont join infosys (for IT).

3-Whatever time define in your task complete within time.

Fire all people who fall in criteria 1,2,3.

It’s half past 8 in the office but the lights are still on… PCs still running, coffee machines still buzzing… And who’s at work? Most of them ??? Take a closer look…

All or most specimens are ?? Something male species of the human race…

Look closer… again all or most of them are bachelors…

And why are they sitting late? Working hard? No way!!! Any guesses??? Let’s ask one of them… Here’s what he says… ‘What’s there 2 do after going home…Here we get to surf, AC, phone, food, coffee that is why I am working late…Importantly no bossssssss!!!!!!!!!!!’

This is the scene in most research centers and software companies and other off-shore offices.

Bachelors ‘Passing-Time’ during late hours in the office just bcoz they say they’ve nothing else to do… Now what r the consequences…

‘Working’ (for the record only) late hours soon becomes part of the institute or company culture.

With bosses more than eager to provide support to those ‘working’ late in the form of taxi vouchers, food vouchers and of course good feedback, (oh, he’s a hard worker….. goes home only to change..!!). They aren’t helping things too…

To hell with bosses who don’t understand the difference between ‘sitting’ late and ‘working’ late!!!

Very soon, the boss start expecting all employees to put in extra working hours.

So, My dear Bachelors let me tell you, life changes when u get married and start having a family… office is no longer a priority, family is… and That’s when the problem starts… b’coz u start having commitments at home too.

For your boss, the earlier ‘hardworking’ guy suddenly seems to become a ‘early leaver’ even if u leave an hour after regular time… after doing the same amount of work.

People leaving on time after doing their tasks for the day are labelled as work-shirkers…

Girls who thankfully always (its changing nowadays… though) leave on time are labelled as ‘not up to it’. All the while, the bachelors pat their own backs and carry on ‘working’ not realizing that they r spoiling the work culture at their own place and never realize that they would have to regret at one point of time.

So what’s the moral of the story??
* Very clear, LEAVE ON TIME!!!
* Never put in extra time ‘ unless really needed ‘
* Don’t stay back unnecessarily and spoil your company work culture which will in turn cause inconvenience to you and your colleagues.

There are hundred other things to do in the evening..

Learn music…..

Learn a foreign language…

Try a sport… TT, cricket………..

Importantly,get a girl friend or boy friend, take him/her around town…

* And for heaven’s sake, net cafe rates have dropped to an all-time low (plus, no fire-walls) and try cooking for a change.

Take a tip from the Smirnoff ad: *’Life’s calling, where are you??’*

Please pass on this message to all those colleagues and please do it before leaving time, don’t stay back till midnight to forward this!!!

IT’S A TYPICAL INDIAN MENTALITY THAT WORKING FOR LONG HOURS MEANS VERY HARD WORKING & 100% COMMITMENT ETC.

PEOPLE WHO REGULARLY SIT LATE IN THE OFFICE DON’T KNOW TO MANAGE THEIR TIME. SIMPLE !

Regards, NARAYAN MURTHY.

Following Blogs are Equally important for all serving employees

BOSS AND HIS SUBORDINATE

Employee vs Boss - Awesome Conversation..

An employee goes to his boss to discuss his appraisal. Boss starts asking questions:

http://dkjain4970901092007.blogspot.in/2013/03/boss-and-his-subordinate.html

Wednesday, March 13, 2013

Do Not Keep Your Career Above Your Personal Life Says Former CEO of Lehman Brothers

'I do not wish that for anyone': Woman, 47, who was top exec at Lehman Brothers tells of her regret at putting her career ahead of her hopes to become a mother

http://dkjain4970901092007.blogspot.in/2013/03/do-not-keep-your-career-above-your.html

Compare Your Pay AND Your Children

http://dkjain4970901092007.blogspot.in/2013/07/compare-your-pay-and-your-children.html

Bank HR Manager Sent To Hell

2013-07-21T19:31:00.002-07:00

HR Manager in Heaven!!! Interesting.
(Collected from facebook Manjeet Singh Dang)

One day while walking down the street a highly successful Human Resources Manager was tragically hit by a bus and she died. Her soul arrived up in heaven where she was greeted by God himself.

"Welcome to Heaven," said God. "Before you get settled in though, it seems we have a problem. You see, strangely enough, we've never once had a Human Resources Manager make it this far and we're not really sure what to do with you."

"No problem, just let me in," said the woman.

"Well, I'd like to, but I have higher orders. What we're going to do is let you have a day in Hell and a day in Heaven and then you can choose whichever one you want to spend an eternity in."

"Actually, I think I've made up my mind, I prefer to stay in Heaven", said the woman.

"Sorry, we have rules."

And with that God put the HR executive in an elevator and it went down-down-down to hell.

The doors opened and she found herself stepping out onto the putting green of a beautiful golf course. In the distance was a country club and standing in front of her were all her friends - fellow executives that she had worked with and they were well dressed in evening gowns and cheering for her. They ran up and kissed her on both cheeks and they talked about old times. They played an excellent round of golf and at night went to the country club where she enjoyed an excellent steak and lobster dinner.

She met the Devil who was actually a really nice guy (kind of cute) and she had a great time telling jokes and dancing. She was having such a good time that before she knew it, it was time to leave.

Everybody shook her hand and waved goodbye as she got on the elevator.

The elevator went up-up-up and opened back up at the Pearly Gates and found God waiting for her.

"Now it's time to spend a day in heaven," he said. So she spent the next 24 hours lounging around on clouds and playing the harp and singing. She had great time and before she knew it her 24 hours were up and God came and got her.

"So, you've spent a day in hell and you've spent a day in heaven. Now you must choose your eternity,"

The woman paused for a second and then replied, "Well, I never thought I'd say this, I mean, Heaven has been really great and all, but I think I had a better time in Hell."

So God escorted her to the elevator and again she went down-down-down back to Hell.

When the doors of the elevator opened she found herself standing in a desolate wasteland covered in garbage and filth. She saw her friends were dressed in rags and were picking up the garbage and putting it in sacks.

The Devil came up to her and put his arm around her.

"I don't understand," stammered the woman, "yesterday I was here and there was a golf course and a country club and we ate lobster and we danced and had a great time. Now all there is a wasteland of garbage and all my friends look miserable."

The Devil looked at her smiled and said:

"Yesterday we were recruiting you,

today you're an Employee"

Purpose of Bank Natiolisation

2013-07-20T19:57:00.001-07:00

Canara Bank Employees' Union

CIRCULAR NO. 27/24/2013/30 19TH July, 2013
TO ALL UNITS & MEMBERS
Dear Comrades,

Hail 44th Anniversary of Bank Nationalisation

Carry on the campaign and struggle

To defend and strengthen public sector banking
To resist and repulse privatisation moves
To oppose and obstruct banking reforms

While the nationalisation of major private Banks on 19th July, 1969 will remain a historic watershed decision in the post-independent politico-economic events in our country, the progress made by our nationalised banks in the last four and half decades is equally unmatched and unparalled. Many segments of the economy which remained backward and neglected could became priority sectors. Bank credit was able to flow to important sectors like agriculture, employment generation, poverty alleviation, rural development, women empowerment, health and education, infrastructure, etc. Banks could access and mobilise the hard-earned savings of the people and utilise the same for credit deployment to needy sector. Branch expansion after nationalisation is a record in the entire world. Doors of the banks which were hitherto closed for the common people were opened up for them. Class banking could become mass banking to a great extent.

But in the last two decades, the policy of the Government has changed. The attempt is to reverse the clock back. The idea to hand over the banks back to the private hands. And all these retrograde measures are sought to be carried out in the name and plea of banking sector reforms. All the gains of nationalised banking are sought to be short-circuited. Public sector banking is denigrated and private sector banks are being glorified. Deficiencies of the public sector banks are being highlighted but the gross failures of the private sector banks are being camouflaged. Social banking is decried and profit making is being made the sole objective. Government’s ownership in banks is being diluted and private sector’s influence is being increased. Public sector banks are sought to be consolidated, merged and shrunk whereas private sector banks are allowed to be expanded. Shamelessly, the corporates and business houses are sought to be given licenses to start their own Banks. Rural banking is attempted to be outsourced and permanent jobs in the banks are being contracted out. Financial inclusion is the requirement of the day. But by diluting the role of social banking, financial exclusion is being aggravated. In short, it is reversal of the objectives and goals of bank nationalisation.

That is why when we celebrate the 44th Anniversary of Bank Nationalisation, we see challenges all around. Looking to the country’s needs, AIBEA envisioned, campaign and fought for nationalisation of Banks. Everyone acknowledges the pioneering role of AIBEA in its crusading fight for nationalisation of Banks. The whole country is a witness to the gains of bank nationalisation. What is more significant is that in the recent years, in countries which trumpeted liberalisation as the solution for development and progress, faced the worst crisis and these policies drowned their economies in deep troubles. But, such financial tsunami did not affect our Indian economy because our public sector Banks stood like rocks and shield our economy and our economy remained insulated. Here again, AIBEA’s consistent struggle against liberalisation of banking regulations saved our economy and our Banks and thus our people’s savings. We deserve a pat on our back because our struggles were patriotic and in people’s interest.

But there are no signs of the Government relenting. They are seriously pursuing their agenda. There is not even a pretention and everything is so naked. Today, on this historic bank nationalisation day, neither the Government, nor the IBA nor any of the nationalised Bank have released any advertisement in newspapers highlighting the enormous contributions of our nationalised banks to our economy. This shows their mindset. Some of the former bank Executives, who during their tenure used to talk so much about employees’ commitment to the Banks, are today on the paid rolls of the corporates who are queuing up to get a bank license. These challenges will further intensify in the days to come.

Hence, the occasion warrants not only celebration and hailing but also a strong resolve to resist and repulse the retrograde banking reforms. The need of the hour is to reiterate our pledge to strengthen public sector banks.

Inside the Banks, we should improve customer services and improve our efficiency to work for the progress of our Banks. Out in the streets, we must fight back with all our strength to defeat the sinister designs of banking reforms.

The task beckons us. The struggle awaits us.

With greetings,

Yours Comradely,

C.H. VENKATACHALAM
GENERAL SECRETARY

Top of Form

Compare Your Pay AND Your Children

2013-07-20T19:45:00.001-07:00

(Read evil effects of late sitting in bank which are given below at foot note )

SON: "Daddy, may I ask you a question?"
DAD: "Yeah sure, what is it?"
SON: "Daddy, how much do you make an hour?"
DAD: "That's none of your business. Why do you ask such a thing?"
SON: "I just want to know. Please tell me, how much do you make an hour?"
DAD: "If you must know, I make $100 an hour."
SON: "Oh! (With his head down).
SON: "Daddy, may I please borrow $50?"
The father was furious.
DAD: "If the only reason you asked that is so you can borrow some money to buy a silly toy or some other nonsense, then you march yourself straight to your room and go to bed. Think about why you are being so selfish. I work hard everyday for such this childish behavior."

The little boy quietly went to his room and shut the door.
The man sat down and started to get even angrier about the little boy's questions. How dare he ask such questions only to get some money?
After about an hour or so, the man had calmed down, and started to think:
Maybe there was something he really needed to buy with that $ 50 and he really didn't ask for money very often. The man went to the door of the little boy's room and opened the door.

DAD: "Are you asleep, son?"

SON: "No daddy, I'm awake".
DAD: "I've been thinking, maybe I was too hard on you earlier. It's been a long day and I took out my aggravation on you. Here's the $50 you asked for."

The little boy sat straight up, smiling.
SON: "Oh, thank you daddy!"
Then, reaching under his pillow he pulled out some crumpled up bills. The man saw that the boy already had money, started to get angry again. The little boy slowly counted out his money, and then looked up at his father.

DAD: "Why do you want more money if you already have some?"

SON: "Because I didn't have enough, but now I do.

"Daddy, I have $100 now. Can I buy an hour of your time? Please come home early tomorrow. I would like to have dinner with you."
The father was crushed. He put his arms around his little son, and he begged for his forgiveness. It's just a short reminder to all of you working so hard in life. We should not let time slip through our fingers without having spent some time with those who really matter to us, those close to our hearts. Do remember to share that $100 worth of your time with someone you love? If we die tomorrow, the company that we are working for could easily replace us in a matter of days. But the family and friends we leave behind will feel the loss for the rest of their lives. And come to think of it, we pour ourselves more into work than to our family.

Some things are more important.

LATE SITTING IN BANKS - Evil effects of late sitting

1. First, those who work for extra hours (beyond the prescribed work

schedule) do not receive any worthwhile compensation and are blatantly

cheated by their management.

2. Second, the people will pretend to work in the late hours, but really they

will be wasting their time and precious resources of the institution.

3. The enhanced physical strain and psychological stress will reflect upon

badly on the health and ability of the personnel.

4. Sensitive people will lose their self-confidence and it will hurt their ego and pride.

5. There is also a danger of their being branded as ‘slow, lazy, inefficient and

obsolete’ by the management. It will affect their reputation and career

progression.

6. Late sitting deprives a person of sleep for minimum duration, every day.

7. Late sitting results in accidents inside the office or outside, while on travel.

8. Only during the late hours, conspiracies are hatched, rumour mills are

very active, vilification campaign is at its best, misinformation and canards

are spread and frauds and malpractices are planned and perpetrated.

9. Working overtime deprives employment opportunities for the present

generation youth.

10. Working for long, continuous hours make people very rigid and their

behavior pattern also undergoes a change – from good to bad and bad to

worse.

11. Those who work for extra hours, as proved by many empirical studies,

devise their own compensation package and they try to recover the

difference between the perceived ideal level and the actual level, through

immoral and illegal ways. They indulge in all kinds of activities to the

detriment of their parent organization.

12. At the macro level also, there is no value addition to the national

economy, by asking people to work for long, continuous hours.

Human Resource Management

FM Warns Against Outside Influence For Transfer

Human Resource Deelopment or Human Record Keeper HRD or HRK

Marks On Annual Appraisal Report

Crisis Of Human Capital Is More Alarming Than Money Capital

Human capital is the most critical issue for banks -LiveMint

Comments On Union Letter

Yesmen And Flatterers Are Always First Choice

Do away with CVC clearance for post-retirement jobs for secys,-Business Standard

CVC recovers Rs 200 crore from government departments-Jagaran Post--11.02.2014

Security OF ATM And Branches Of Banks

Ridiculous for banks to charge for withdrawals at own

ATMs: KC Chakrabarty, RBI DG-

Times of India -ET10.01.2013 ( My views given below)

Banking sector needs 1.5L more guards for ATMs-

Times of India---(Read my views below)

Fresh Guidelines On Promotion Process 2013-14

FM Guidelines On Promotions

Sunday, May 6, 2012

Supreme Court Verdict on Promotion Quota

UP governor clears ordinance quashing promotion quota

Ordinance to scrap Maya promotion quota gets Governor’s nod

See How Interview Is Simply BAKWAS AND NONSENSE

Ashok, a fresh computer graduate from a world-class University, goes for an interview in a software company.

Power of Transfer Is Misused By Top Bankers To Award or To Punish Juniors

Thursday, October 31, 2013

Do Not Take Oral Instruction From Your Boss , Your Netas

SC to bureaucrats: Don't take oral instructions from netas-Times of India

Once Again Arbitrary Change OF Promotion Conditions

FinMin relaxes norms for top jobs in govt banks

See How Top Executives Get Promotion In Banks

Window Dressing, fraud & forgery

CBI Books Union Bank DGM AGM AND CM On Charges OF Fraud

CBI books UBI Deputy General Manager, 5 others in fraud case--The Hindu 31.08.2013

CMD Indian Bank And Ex ED Caught BY CVC

One-year rigorous imprisonment for former CMD of Indian Bank Business Line 23.05.2013

Flattery Is the Best Qualification For Promotion

Flattery Is the Best Qualification For Promotion

CMD Indian Bank And Ex ED Caught BY CVC

One-year rigorous imprisonment for former CMD of Indian Bank Business Line 23.05.2013

Flattery Is the Best Qualification For Promotion

Shortage of Proper Manpower In Public Sector Banks

Public sector banks faces shortage of 56,000 employees-Financial Express 25.08.2013

Supreme Court Also Holds Campus Recruitment As Illegal AND Unconstitutional

SC trashes Central Bank plea against HC ruling- Times of India 26th August 2013

VIP Culture In India -----You Must Read AND Share With Others

It is all because top officials want only flattery and bribery from their juniors and not the real performance at field level.

Similarly VIPs in all government offices aspire to receive grand welcome by their subordinates when they visit their locations, not the real output for which juniors are meant for.

See True Democracy in Action.

JOGISHWAR SINGH

Proposed Increase In Retirement AGE

Cabinet decision to increase retirement age deferred-Business Standard

Honest Officer IS Punished As Usual

Public Sector Banks Face Risk From Flattery And Sycophancy

Sitting Late Or Working Late

NARAYAN MURTHY TO ALL EMPLOYEES AND ALL BOSSES

BOSS AND HIS SUBORDINATE

Employee vs Boss - Awesome Conversation..An employee goes to his boss to discuss his appraisal. Boss starts asking questions:

Wednesday, March 13, 2013

Do Not Keep Your Career Above Your Personal Life Says Former CEO of Lehman Brothers

'I do not wish that for anyone': Woman, 47, who was top exec at Lehman Brothers tells of her regret at putting her career ahead of her hopes to become a mother

Compare Your Pay AND Your Children

Bank HR Manager Sent To Hell

Purpose of Bank Natiolisation

Canara Bank Employees' Union

Compare Your Pay AND Your Children

Employee vs Boss - Awesome Conversation..

An employee goes to his boss to discuss his appraisal. Boss starts asking questions: