HR ROLE IN BANK OF BARODA

BY

GOPALACRISHNAN.R

About bank

Bank of Baroda founded in year 1908

It is the third largest bank in India  State Bank of India  Punjab National Bank  ICICIBank,  BoB has total assets in excess of

Rs.2.27 lakh crores,a network of over 3,000 branches and offices, and about 1,100 ATMs. IT plans to open 400 new branches in the coming year.

HRM

Bank of Baroda has the tradition of continuous

enrichment of its human asset so that they deliver value

to the business.In the on going Business Transformation Programme,

EMPLOYEE play a vital role and are one of the key

business enablers

HR Objectives HR practices in the Bank pursuit to

become a Bank of international standards and to become an employer of preferred choice

Identify and nurture talent, bring about marked changes in the mindset of employees at all levels so as to enhance HR Quality

To create a learning organization for employee intellectual growth and creativity and to re-skill the workforce.

Strategic HR Business Model 

Organizational Leadership 

Strategic Leadership - Corporate level

Business Leadership - Zonal & Regional level 

Operational Leadership - Business unit level i.e. branch

Promotion and selection policies

Promotion and selection policies oriented towards identifying the best talent and providing opportunities for fast-track growth and development.

HR Resourcing policy Promotion policy for officers Transfer policy for officers Promotion policies for clerical and

subordinate cadre Overseas selection policy

HR Network for Employee Services

Oracle Core HR Module - covering all current HR processes in the Bank

Oracle Learning Management Module - which includes training administration & e-learning are gradually being put on the system for employees to avail of and undergo these courses.

Payroll Module - centralised payroll, payments of various benefits, welfare schemes, terminal benefits, etc.

Employee performance management system

A new Performance Management system has been formulated and implemented for all officers 2009 onwards.

The new system enables approach to the issue of managing performance and does not limit to only an appraisal. It starts from performance planning and Goal-setting and takes it forward into performance review discussions, feedback and development.

TRAINING To keep up fast changing business

scenario, customer preferences, numerous technology applications and compliance & regulatory requirements, training has become a centre-stage activity.

The bank conducted 342 training programs in the area of CBS covering 6234 employees during the year. To provide appropriate thrust in the area of credit and risk management, 193 programmes were conducted in other functional areas covering 4595 employees during the year

RECRUITMENT PLAN

Bank of baroda plan to recruit 4000 employees in the of month of september both the clerical and office level staff in equal number.

M.D. Mallya “the new recruit would support the bank growth.”