HaRmony For You, With You
HR Newsletter | July 2019 | Issue - I
“To win the marketplace, you must first win the workplace” - Doug Conant
For Internal circulation only Issue I | HaRmony | HR Vision | Mission | Values HR VISION ‘Be a trend-setter in providing the best employment experience, to become the Bank of 1st choice’
‘SASHAKTikaran of the Workforce’ M S Service - Prompt, Consistent and Uncompromising I A Attract & Accept Diversity S Strengthen Performance Orientation S Strive to improve Quality of Life of Employees & their S Families Human Capital Development & Engagement – Both H I Professional & Personal
O A Adapt by being Innovative and Digitally Relevant
N K Keeping Work Fun, Inspiring and Challenging T Teamwork and Collaborative Thinking V A
Prudence Integrity Inclusion L U
Fairness & Open Professionalism E Communications Transparency S Issue I | HaRmony | July, 2019
Message from MD & CEO
Dear Unionites, It is wonderful to be addressing you through this maiden HR Newsletter of our Bank. At the onset, I would like to congratulate you on your hard work and efforts, which mirrored in our recently concluded promotions exercise. As the saying goes, ‘no sweat, no sweet’, I am confident you will all continue to work with the same zeal to take our Bank from one milestone to another, for we have a long way to go. As bankers we are familiar with ‘contingent liabilities’, those that do not show on the balance sheet but for which we may very well become liable in the future. In the same way, there are assets which are neither shown in the balance sheet, nor do they conform to depreciation norms- these are Human Assets, consisting of you all. Human Capital is a resource which appreciates in value with investments in learning and development of employees. Our HR department is focussed on that job. I am very happy to say that during the past year or so, many initiatives have been undertaken by the Central HR Team, in keeping with the needs of the Bank as well as those of the employees. We have defined our Vision for HR and decided on the steps we need to take to get there. We have now entered the centenary year of the Bank. It is the right time for us to show our love, respect & more importantly our ownership for our beloved Bank, as we have set tall goals for ourselves for the near future. I wish you all the very best in the initiatives you take, and wish you success in realizing our collective dream!
Rajkiran Rai G. Issue I | HaRmony | July, 2019
ED Speaks…
My Dear Colleagues, It is my pleasure to reach you through this inaugural issue of the HR Newsletter in our Bank’s Centenary year. Banking industry is witnessing a transformation externally as well as internally with the changing dynamics of the market. Being in HR, it’s our utmost priority to not only align with this transformation but also set an example as a leader for the changes ahead. We have strengthened our workforce through many initiatives taken by the Bank, but much more work needs to be done, which is in process. As part of the EASE Agenda, HR department is committed to bring in methodologies for emphasising the continuous learning, job specialisation and rewarding top performers. Change must be progressive and in line with the Bank’s objectives. Each person in an leadership role must exhibit good HR practices to achieve organisation’s vision and goal. In today’s disruptive digital world, staying technologically competent is very important for any organization for its survival and success. It is thus required of every vertical to be proactive in adapting to the latest technological breakthroughs. This newsletter is another initiative towards bringing HR to all Unionites. I hope you will enjoy and look forward to it in the days to come.
Let us together Dream Big for the Bank and make it the Bank of 1st choice!
Gopal Singh Gusain Issue I | HaRmony | July, 2019
Foreword
Greetings!
I hope this Newsletter finds you at the peak of enthusiasm and fervour.
I congratulate you on the successful completion of the promotions activity.
I take this opportunity to impress upon you the importance of customer service and compassion in the conduct of your day-to-day business, for you are serving in a department which predominantly exists for creating and keeping HaRmony in the organization.
The Bank’s HR Team comprises of a vibrant bunch of new talent, most of whom possessing formal education in the field, as well as experienced old timers with functional expertise.
This newsletter is going to be a platform where you can showcase your creativity and initiative in introducing best practices and innovations in your department/region/zone.
It gives me immense pleasure to introduce to you the HR Vision, Mission & Values through this newsletter, with the hope that each one of you shall imbibe the same. 21st July has been ear-marked to be celebrated as HR day in the Bank starting this year, and I encourage you to do something memorable at work wherever you are, for us to see in the next issue of HaRmony!
I hope that you enjoy this newsletter. Your feedback and comments are awaited.
Wish you all success.
Brajeshwar Sharma General Manager (HR) Issue I | HaRmony | July, 2019
HaRmony brings to you
Content Page No.
. Mentors’ Words of Wisdom 1-2
. Interaction With MD & CEO 3-6
. EASE Reforms – Reengineering Banking 7-8
. Disciplinary Actions - Rules & Regulations 9-10
. Awards & Accolades 11
. HR Milestones 12-14
. A Safe Workplace Is Every Woman’s Right 15-17
. Your Dreams Are Not Yours Alone 18
. Why So Serious?? 19-21
. Did You Know? 21
Conceptualized by: Team HR Analytics, HRD, Central Office IP No. 116294/95/78 Issue I | HaRmony | July, 2019
Mentors’ Words of Wisdom– HR Dept., Central Office
It gives me immense pleasure to welcome all of you to the first issue of the HR Newsletter. While we have witnessed numerous changes in the last few years in terms of embracing new HR and ER challenges, the newsletter will enable us to stay abreast of the various developments that we aim to bring in, as well as give us an insight into what can be done to improvise in future.
We look forward to bonding with all of you through the newsletter. Let this be a platform of sharing our views, raising awareness about the HR activities and creating a Rakesh Chopra, DGM work environment conducive for all.
Our Bank is taking various transformational initiatives. The success of these initiatives will depend upon our human resources. Being into the business of service industry, one needs to be a person of high HR Centricity as it’s rightly said that 1 happy employee can make 100 customers happy.
Inspirational leadership, employee engagement, great team work, and high employee morale make the organization stronger and successful. D Chiranjeevi , DGM
As we all know, customer is king. This is also true of our internal customers. Being in HR, we must serve our internal customers to the best of their satisfaction and I am pretty sure, HaRmony shall help us along the way.
I wish you happy reading!
Rakesh Kumar Gupta, DGM
Page|1 Issue I | HaRmony | July, 2019
Mentors’ Words of Wisdom– HR Dept., Central Office
The HR newsletter is a wonderful way to ensure that we stay connected and learn about the latest happenings in the field of HR in our Bank. It aims to strengthen the bond that we share as a team and a family, which is the basis of any successful HR activity.
We hope that you enjoy reading it and give us your feedback intermittently, to enable us to build on the same for a happier workplace.
Veronica Tixeira, AGM
Banking has been and will always be a ‘People Business’; thus Human Capital is the greatest differentiator for gaining competitive advantage. Efficient and effective management of Human Resources is vital for the growth and success of any organization.
I wish and trust this Newsletter will serve as a tool for sharing achievements/developments in the HR domain amongst Unionites. G V S A Sastry, AGM
This inaugural issue of the HR Newsletter brings insights into the Bank’s HR vision that shall serve as the foundation for our thoughts, decisions and actions in the HR domain. This is an initiative taken to strengthen the bond of the employees with the HR vertical leading towards developmental and transformational human resources management.
HaRmony will bring you the latest developments and initiatives, and address key challenges. I trust that we shall stay connected through it, and I look forward to Niraj Singh, AGM hearing from you.
Page|2 Issue I | HaRmony | July, 2019 Interaction with MD & CEO
“...we need to prove to ourselves and our stakeholders, that we have great potential...I've already marked this year as a growth year and we need to deliver good numbers...let us celebrate the century in a befitting manner.”
- Rajkiran Rai G. MD & CEO Q: Good evening Sir, thank you so much for taking out time for this interaction. I have seen and felt that you garner a lot of affection when you talk to people, and we love hearing you speak. You are always speaking from your own experiences, which is very inspiring, so my first question to you is - having worn so many hats and aced so many roles, which part have you loved playing the most?
MD & CEO: (Smiles) It is very difficult to pick just one, as each role was very was as a senior executive thereafter. Both fulfilling. Still, if I have to choose among these stints brought immense learning them all, working in a rural branch in the and satisfaction. initial years of my career was a very satisfying experience. I learnt the ropes However, I have to say that heading as a budding banker and was able to do Union Bank of India has been the best work that had a lot of positive impact. part of my career. It is so much more This experience was valuable at an than contributing to a particular function individual level, as it provided me a of an organization as a professional. strong foothold in my career and Being responsible for an organization instilled pride in my profession. like ours has brought the highest level of gratification. Perhaps, because I took As a professional and as a leader, two over at a time when the whole banking assignments were very rewarding. One industry was in turmoil and our Bank was heading the Human Resources also had a lot of challenges ahead. There Department at Central Bank of India. It were balance sheet related challenges, was an experience full of learning and challenges on the HR front as well as on widening of horizons; we experimented the capital front. Technology too, was by with a lot of new initiatives. The other far a major challenge.
Page|3 Issue I | HaRmony | July, 2019 Interaction with MD & CEO
When I look back now - and it’s been 2 On the HR side, training people is still a years since I came in, I feel good. The challenge. We need special skills to move changes that we envisaged to bring in are ahead but we are not at liberty to hire mostly implemented and now the time certain specialists or recruit from has come to reap the benefits. Today, I’m campuses. In such a situation, training confident that Union Bank of India and re-skilling becomes most important. would stand out victorious, as the Biggest weakness I feel is that we lack strategies that have been implemented skills in marketing. Somehow, PSBs being will hold strong in the coming times in viewed as government organizations, all the areas, whether it is technology or most of our youngsters are yet to sharpen products or processes. So yes, the best their marketing skills. The future of time has been, being here at Union Bank banking is going to be based on of India. technology and marketing, so these two areas need the most focus. Q: Thank you Sir, we are privileged indeed to have you lead us. If you were to O - As for opportunities, sky is the limit. do a SWOT analysis of the Bank, what If you look at the economy, it is slated to would it look like? grow to five trillion by 2024-25. That is, more than double the current size. So, MD & CEO: S - To begin with our when GDP is expected to double, the strengths, the very first thing is that our Bank’s balance sheet is also likely to grow Brand is very strong. We also have the anywhere between 15-20%. best technology in the PSB space. Our young workforce is one of our biggest When this is the size of the opportunity, strengths today. We have been able to we can garner a large chunk of the pie as manage our difficult time, especially in the service industry is the biggest terms of making provisions, and raising contributor today. We are strong in capital in a balanced way, without getting corporate credit and other areas, at the into any regulatory prescription. This has same time, we need to increase our boosted stakeholder’s confidence in our portfolio on the retail side – personal Bank. Our strength comes from the loans, housing, CASA, etc., as there confidence and faith people have in us. remains plenty of scope in this segment. The structures we have created today Keeping this in mind, we have created and the resultant capacity to deliver is the structures in the form of substantial including scaling of centralization and verticalization, so that opportunities. More initiatives in the we can leverage the same to achieve the technology sphere can be leveraged to a desired goals. Since the last two years, a level where we can be the best PSB both lot of consolidation has happened and in terms of quality and size. thus, we have declared this year as the growth year. These are the opportunities W - Talking of weaknesses, technology which we cannot afford to lose. may also be seen as a weak area. If you look at other PSBs, you may look strong T - The greatest threat shall be the but when you consider the whole space, inability to re-skill. If we do not upgrade we have a lot more to develop. ourselves with the right knowledge and
Page|4 Issue I | HaRmony | July, 2019 Interaction with MD & CEO
marketing skills, we may lose the best of the brand and its products. the opportunities that are available. Again, if we are not pro-active and not With the combined strengths of our able to leverage the available technology, human capital, we witnessed smooth up somebody else will take over the gradation of Fin10, which was a tough business. We have seen many PSBs feat for our peer banks. By this we fading out because of their inability to proved that we are technologically sound adopt and adapt and that is a big threat. and possess the right attitude and spirit We need to bear in mind that the next to adapt to changes. Also, we have generation customer is in the digital pushed a lot of structural change, and space. If we do not reach there, perhaps within a year we have seamlessly moved we won’t be able to survive. Even when to the new model. All this gives me the you look at our long-standing clients, confidence that this generation of with traditional methods of doing bankers can do just about anything, if business, we face the threat of losing they put their mind to it. them, as they are also shifting their business models to the digital platform. Q: Sir, with this context in mind, what Therefore, in order to survive, we have to can we do to become a strong ‘Employer build robust digital platforms, leverage Brand’, so that people want to be technology and upgrade our skills. associated with us, and we can attract the best talent? Q: In the face of the changed employee demographic, with Gen Y taking over, MD & CEO: For that you need to have what challenges do you see for the Bank? satisfied employees. A satisfied employee is someone who identifies himself with MD & CEO: Youngsters who are the Bank, one who works with coming into the banking industry today ownership, takes calculated risks, will are very different from the erstwhile take personal interest to implement plans bankers and hence need to be managed and in turn achieve her/his own differently. At the moment, we have on ambitions. the one side, people with two to three decades of rich banking experience and For achieving this level of satisfaction on the other side we have youngsters with the organization, we need to who are tech-savvy, eager, ambitious and provide people with the right kind of quick to learn. It is an HR challenge to challenges and create an enabling balance the aspirations of both these environment to achieve these challenges. sections of the workforce and develop We need to provide opportunities to suitable policies. learn, skill and re-skill, as well as give an impetus for career growth. Because a At the same time, re-skilling them is satisfied employee is the best brand another challenge, since many come from ambassador, and if we are able to create non-banking or non-commerce that, we are successful in creating a backgrounds. We need to focus on their brand where people love to come and socialization as bankers, as each and work. everyone today has to be able to market
Page|5 Issue I | HaRmony | July, 2019 Interaction with MD & CEO
There is no match for the intrinsic always remember that our Bank is a very satisfaction that comes from learning, good bank. We are in the centenary year working and growing in a nurturing and going strong. We are presently at a environment. That is what we are trying cusp period, where there is massive to build. For example, the Performance change in the banking industry including Management System that we have consolidation. I think we need to prove to foreseen is all about giving feedback to ourselves and also to our stakeholders employees in real time – on how they are that we have great potential. And for that performing and how peers are we need to deliver good numbers, and performing - so as to make them clear thus I’ve already marked this year as a about where they stand within the group. growth year. Further, it shall also be used to enable people to give their best at the work My message to you all is this - 2019-20 is place. For example, if someone’s the centenary year. Let us grow performance is not up to the expected qualitatively, let us grow substantially, level, we need to find out why - whether and let us generate the kind of operating there are gaps in knowledge or skills or if profit that I’m dreaming of – that is at the person is better suited for another least ten thousand crores during the role? centenary year. If we are able to do that, then not only will the Bank make a great We have now introduced job families, so turnaround, it will also survive another if someone is not doing very well in their 100 years, with the same pride and present role, perhaps another role could respect which it has earned since its be found to be more suitable. The new inception. PMS shall help to develop such a system where the right employee can be placed Friends, it is all in our hands. If each one in the right job, given their individual of us contributes in whatever capacity we strengths and with appropriate training. I can, we can achieve this goal. This being firmly believe that god has gifted a crucial year in the Bank’s history, I wish everyone with some kind of talent or everyone all the best in their efforts in another. Therefore, we need to create an achieving the biggest agenda of all times, environment and put in systems that and I wish that we are all able to help to identify potential in each celebrate the century in a befitting employee, so that each and every person manner. feels like an asset when they contribute to their full potential. This will make people happy, help the Bank prosper, and going back to your previous question, definitely create a great brand.
Q: Thank you Sir. As we’ve come to the end of this rendezvous, what message would you like to convey to the Interviewed by Unionites? Anu Dhir HR Analytics, CO MD & CEO: I would want you to
Page|6 Issue I | HaRmony | July, 2019
EASE Reforms – Reengineering Banking
“Changes are inevitable and not always controllable. What can be controlled is how you manage, react to and work through the change process.” - Kelly A. Morgan
In the past few years, profitability of the access banking services. As an extension of banking industry has been impacted due to this agenda for FY 2019-20, EASE 2.0 is degrading asset quality of business and comprised of 31 action points. market dynamics. Some banks have ceased to Progress of PSBs in the prescribed action exist either due to mergers or closures. Indian points under EASE is monitored through the Banks are not an exception to such trends. EASE Reforms Index and ranking of PSBs Most of the Public Sector Banks (PSBs) are under each theme is published quarterly by struggling with capital requirement for Government of India. This Index measures regulatory compliance as well as for business the PSBs’ performance on metrics based on growth. their respective benchmarks under prescribed In order to strengthen them, Government of action points and offers a mechanism for India decided to infuse capital in PSBs to continuous improvement through address their regulatory capital requirement transparent reporting on forward-looking & provided significant amount towards PSB reform priorities. A survey by an growth capital for increase in lending. independent agency in respect of EASE would be conducted to measure public The capital infusion program has been perception about improvement in access and packaged with reforms consisting of six service quality. themes incorporating 30 action points summed up in 140 metrics. This reforms EASE Agenda under Theme 6: Developing agenda is aimed at Enhanced Access and Personnel for brand PSB Service Excellence (EASE), focusing on the six themes of Customer Responsiveness, Under the first phase of the EASE Agenda, significant attention has been paid to the Responsible Banking, Credit Off-take, PSBs prescribed action points. It is significant to as Udyami Mitra, Deepening Financial note here that our Bank was a frontrunner in Inclusion & Digitalisation and Developing these initiatives, even before the reforms were Personnel for brand PSB. The overarching mandated from Government of India. framework for the reforms agenda is “Responsive and Responsible PSBs”. Capital Rewarding Select Top Performers identified infusion by the Government is contingent on through a Performance Management System performance of PSBs on the reforms. Taken together, the re-capitalisation & reform Performance Management is one of the most agenda is sharply focused on strengthening crucial activities in an organization, more so PSBs, increasing lending to Micro, Small & in financial institutions like a bank. A robust Medium Enterprises (MSMEs) and making it Performance Management System is a report easier for MSMEs and retail customers to card that shows how the organization is
Page|7 Issue I | HaRmony | July, 2019
faring in terms of the strategy and goals it has All officers from scale I to IV shall be mapped set for itself. to job families in the Bank, the process for PMS measures the effectiveness of the which has already been initiated last year. corporate strategy to not merely E-Learning communicate the corporate goal to all stakeholders but also to equip them to realize The Training vertical constantly develops the collective vision. training modules to incorporate new developments in different areas of banking PMS can be an effective tool for driving and banking technology. The Bank has not performance culture in the Bank. It is thus only infused innovative learning and necessary to measure employee performance teaching techniques, it has also increased the objectively, so that course correction reach of training by introducing the E- measures can be taken on time, training Learning platform for anytime and anywhere needs can be analyzed and deployment learning. Bank has also incorporated decisions can be based on the calibre and mandatory courses for each job role through potential of employees. its E-Learning initiative, for continuous Concrete steps are being taken to automate knowledge enrichment and learning. performance scores so that monthly/ Under the EASE Agenda, emphasis has been quarterly performance of an individual and a made on ‘Expansion of annual role-based e- team can be seen in real time so that suitable learning programme for all officers’. feedback and course correction measures can Accordingly, starting from FY 2018-19, be undertaken. weightage for marks in PMS have been introduced in the annual appraisals for Implementation of Job Family Scheme completing E-Learning modules. Bank has introduced the Job Family scheme to strengthen the foundation of workplace specialization and enhance productivity. Collective Ownership A Job Family is a group of jobs that require To top the EASE reform index under each similar knowledge, skills and expertise. It is a theme shows the Bank’s commitment general way to organize job functions into towards the framework of “Responsive and bigger groups for easy competence-wise Responsible PSBs”. This will help the Bank to deployment of employees. Employees have gain confidence of Government of India, been given the opportunity to work in their investors, customers and all stake holders. It areas of interest based on their qualifications, is our collective responsibility towards the aptitude and experience, so that they can Bank and a bounden duty to contribute in contribute better for the organization in the attaining a leadership position in the EASE chosen area. Reforms Index. Bank has introduced 7 broad job families to have a pool of employees in important job functions with sound domain knowledge. Specialization through the job family framework seeks to enhance the overall efficiency and output of the organization, - Sandeep Kumar through focussed training / learning and HR Analytics, CO building expertise.
Page|8 Issue I | HaRmony | July, 2019
Disciplinary Actions - Rules & Regulations
From Employee Relations’ Desk
“No discipline seems pleasant at the time, but painful. Later on, however, it produces a harvest of righteousness and peace for those who have been trained by it.”
The Employee Relations Department deals hand, the persons who are affected by such with disciplinary action and ensures its enforcement usually look to it as a rigid logical conclusion within reasonable time. observance of rules/ regulations and The department also strives to maintain deviations which might attract some penal cordial and harmonious industrial relations action. by holding regular meetings with However the purpose of disciplinary action is Associations and Unions for the welfare of not to simply punish/ penalize employees, staff members. but to ensure that corrective action is taken Why disciplinary action? and bring the employees concerned back to the mainstream with renewed sense of Every organization, is supposed to have a vigilance. framework of policies/ rules/regulations/ procedures in order to ensure smooth Disciplinary action against officers is functioning of the organization. This orderly governed by certain Rules/ Regulations and conduct of things in accordance with prescribed procedure is to be necessarily standards and guidelines of the organization followed. In its first issue of the HR is called discipline. Discipline prevails in the Newsletter, it would be appropriate for all to organization, if members willingly do what understand and know the Rules/ Regulations they are required to do under governing disciplinary action against officers. rules/procedures and cautiously avoid such actions which interfere with the rights/ Regulations privileges/ duties of their colleagues or the The service conditions of officer employees in public. In a broader sense, it indicates the the Bank are governed by the Union Bank of spirit and confidence with which members of India Officers Service Regulations, 1979. the organization perform their tasks. Disciplinary cases against Officer Staff in the Bank are governed by the Union Bank of Unfortunately, due to various reasons mainly India Officer Employees’ (Conduct) ignorance of rules/ procedures, negligence or Regulations, 1976 and Union Bank of India in certain cases due to malafide intentions of Officer Employees’ (Discipline & Appeal) certain persons, the rules/ regulations of the Regulations, 1976 wherein Conduct Bank are violated which calls for disciplinary Regulations enumerate code of conduct action. expected from the Officer employees in The word ‘discipline’ gives a negative various parameters and any deviation impression in the minds of many persons therefrom is termed as misconduct for which responsible for its maintenance/ the Officer concerned is liable for disciplinary enforcement. It is also considered as an action. Discipline and Appeal Regulations on unpleasant and undesirable task which may the other hand sets out the procedures as to lead to animosity and hostility. On the other how disciplinary action is to be proceeded
Page|9 Issue I | HaRmony | July, 2019
against delinquent officials. Every officer of the delinquent officer. It is accompanied employee is required to be aware of the with list of documents and witnesses with provisions of these Regulations. which the allegations / charges leveled are proposed to be substantiated. Types of proceedings . Evaluation of Statement of defense, if any, On receipt of information about violation of received from the officer concerned. any rule/ regulations, explanation of the concerned Officer and Comments of the . Appointment of Inquiring Authority and Regional Head thereon are called for. Presenting Officer and subsequent Thereafter the matter is referred to a conduct of a departmental inquiry. Committee at Central Office and the Chief During the departmental inquiry, the Vigilance Officer for determination of officer concerned is given reasonable vigilance angle. opportunity to represent his case. He may be permitted to be defended by Defense The Regulations classify penalties in two Representative as per the rules of the groups i.e. Minor penalty and Major Bank. He is given all reasonable penalties. To be specific, minor penalties can opportunities to cross-examine the be imposed without holding a departmental management witnesses and any other inquiry and no major penalty can be imposed evidence brought on record by the without holding a departmental enquiry. The prosecution. Evidences are recorded in Regulations also cull out the procedure to be presence of the delinquent official / adopted while imposing these penalties. employee and copies of all evidences The type of proceedings adopted for further (oral/documentary) are made available to action against the employee depends on the employee. various factors more particularly the nature On conclusion of the inquiry, the Inquiring of allegations leveled against him. Authority records its findings based on oral Departmental inquiry involving major as well as documentary evidence brought on penalty proceedings are generally initiated in inquiry record by both Management side serious matters viz. cases of frauds, and defense side. After going through the misappropriation, cheating, bribery, gross report of the Inquiry Authority and violation of rules / regulations and mostly in evaluating the evidence, the Disciplinary cases where malafide intentions are prima Authority passes appropriate order in the facie apparent. matter. Procedure for departmental inquiry The Regulations also contain provisions for making appeal against the Order of the - Regulation 6 of the Discipline and Appeal Disciplinary Authority and also review of Regulations describes the procedure for major the said order. penalty proceedings involving conduct of departmental inquiry. The steps involved in brief are as under: . Issuance of Articles of Charge along with Statement of Allegations culling out details of the charges and acts of omissions and commissions reported against the Official - Navneet Kaur calling for written statement of the defense ER Department, CO
Page|10 Together we earned these! “Overall award for Best Result Based Training (TIMES Ascent)” “Most Innovative use of Training & Development as an HR Initiative for OD” (TIMES Ascent) “Asia Pacific HRM Congress Awards 2018” for Innovative “Best Leadership Practices in HR Development Program for Middle Management” “Best Leadership awarded at ‘Asian Development Program Training & Leadership for Top Management” Awards awarded at ‘Asian Training & Leadership Awards’ Issue I | HaRmony | July, 2019 HR
Highlights It has been a happening time for HR. The Department made conscious efforts and took initiatives to cater to the aspirations of the employees as also to improve the efficiency and effectiveness of HR processes.
Some of the initiatives taken in this direction are enumerated here. 1) Induction Program for POs was revised to create a sound succession pipeline, incorporating best practices from the industry – A 12 month mix of classroom sessions and on-the-job training has been introduced for building a stronger foundation at the entry level itself. The program shall help new recruits gain exposure to all facets of banking and explore their areas of interest in general, and specifically to opt for a job family of their choice at a later date.
2) Union Bhavishya: A unique training program on ‘Capability Building & Leadership Development’ was initiated in August 2017. It was rolled out to a total of 1026 executives / officers, in the first wave. The first wave was concluded with a grand Graduation Ceremony - New initiatives held at Mumbai in November 2018.
implemented The second wave, which started in May 2018, trained around 300 executives / officers by November 2018, including a special, “Human women only batch of 33 participants. - Modifications Resources to existing Participants of Union Bhavishya isn’t a thing are reported to have become better we do. It’s the modules/policies at day-to-day exchanges with their thing that teams, superiors and customers. runs our Significant numbers of participants business” have also achieved stretch goals which - Studies they set for themselves, along with conducted introducing innovations in their work, as part of the Bhavishya journey.
Page|12 Issue I | HaRmony | July, 2019
“A big part of our people-first culture is treating people with respect & transparency”
3) Learning & Development Initiatives including mails/circulars are accessible to employees’ with special needs. Last i. Data base of Executives and Officers year, we have signed an MOU with the was prepared for training needs SBI Foundation to establish a long term analysis and shared with FGMOs/ROs partnership for creating an enabling to nominate for suitable trainings, with ecosystem for empowerment of Persons special focus on officers who have not with Disabilities. The objective is to help received training in a long time. create work spaces and mindsets which enable PWDs to perform to the best of ii. Job role for officers incorporated in their potential at work. Union Parivar as ‘assignment’ to identify job profiles of officers for suitable 6) Setting up of the HR Analytics deployment and training needs Unit: It is a matter of pride that ours is analysis. the only bank to have constituted an HR Analytics Unit to change the face of HR iii. Self Nomination facility for training, in the Bank. Since its incubation the introduced for employees to nominate Analytics Unit, has taken up various themselves for knowledge/skill initiatives by introducing a culture of updation for performing better on the employee feedback, and providing job. valuable insights for process improvements and decision making. 4) Trends in PMS rating were studied for assessing consistency in performance 7) Service Improvement & and provide inputs for improving the Automation: It has been our rating mechanism. endeavour to improve quality of service and turn-around-time of administrative 5) Major causes of stagnation in the functions. Our HRMS package- Union Bank were looked into and changes Parivar, has been upgraded to a newer made in the promotion and transfer version, which provides more policies. This encouraged 15.5% of the customization options. We have stagnating employees to opt for successfully automated / developed promotions in the last year. modules for conducting higher assignment process for award staff, 6) Equal Opportunity Employment: managing leave for overseas employees, Bank has always been an equal transfer diary and transfer request opportunity employer, and we have maintenance for award staff and officers further strengthened our stance by respectively. TAT has improved for codifying a policy on ‘equal opportunity issuance of clearances for various employment’. It shall thus be the onus of objectives, and the soon-to-be launched all business unit heads and HR heads to HRMS mobile app shall bring Union ensure that all work infrastructure – Parivar at your fingertips! Page|13 Issue I | HaRmony | July, 2019
“Talent wins games, but teamwork wins championships.” - Michael Jordan.
Welfare Measures Pursued
1) A scheme has been put in place to extend 7) Implementation of Job Families: Job legal & financial support to the Family concept is introduced with the employees and their families, against objective of creating a pool of officers cases arising out of execution of Bank’s in important banking functions with work during their service period. specialized knowledge & skill. This shall allow officers to opt for the job 2) Quantum of amount to purchase families of their choice thereby furniture items has been increased. working in a field in which they are most competent. Once established this 3) There has been an upward revision of shall aide and simplify training needs reimbursement in course fees analysis and overall learning and /honorarium given to employees to development initiatives. encourage participation in ultra-work activities and knowledge assimilation. Initiatives Underway
4) E-Learning Policy has been introduced Simplifying PMS: Bringing in for different job roles, for professional modifications and enhancements in the development throughout the year, by existing PMS structure to minimize enriching domain knowledge and subjectivity, devise measurable KRAs for introducing best practices. budgetary as well as non-budgetary roles, wherever possible and near real-time access 5) Mock promotion tests were introduced to performance of the employee. These for aspiring employees to practice in objectives are proposed to be achieved by preparation for promotions. making use of the latest technology in making PMS system-driven and user- 6) HR Portal introduced for one-stop friendly. information about HR functions and availability of frequently needed forms such as those for terminal / medical benefits etc.
- G. P. Machado HR Analytics, CO
Page|14 Issue I | HaRmony | July, 2019
“A SAFE WORKPLACE IS EVERY WOMAN’S RIGHT”
PREVENTION & REDRESSAL OF SEXUAL HARASSMENT
Ensuring that the place of work is free from discrimination and harassment is a basic premise for creating a comfortable work environment. The principles of non- discrimination and equality are central to the values upheld by the Bank. To deal with such situations, the Bank has put in place a Policy on Prevention, Prohibition and Redressal of Sexual Harassment at the Workplace in terms of Staff Circular No. 6138 dated 14.11.2014. The primary objective of the above Policy is to create a safe work environment that enables all women employees of the Bank to work without fear of prejudice, gender bias iii) Making sexually colored remarks; or and sexual harassment. iv) Showing pornography; or Let us understand what sexual harassment at v) Any other unwelcome physical, verbal or the workplace is and the steps that can be non-verbal conduct of sexual nature. taken by an aggrieved woman through some frequently asked questions and examples:- Apart from the definition above, the following circumstances, if they occur or are What is sexual harassment? present in relation to or in connection with Sexual harassment refers to unwelcome any act or behavior of sexual harassment may sexual advances, verbal or physical conduct also amount to sexual harassment :- of sexual nature which has the effect of i. Implied or explicit promise or unreasonably interfering with the preferential treatment in her individual’s work performance or creating an employment; or intimidating, hostile, abusive or offensive working environment. It can range from ii. Implied or explicit threat of detrimental misbehavior of an irritating nature to the treatment in her employment; or most serious forms such as sexual abuse and iii. Implied or explicit threat about her assault including rape. present or future employment status; or It includes any one or more of the following iv. Humiliating treatment likely to affect her unwelcome acts or behavior whether directly health or safety. or by implication, namely; Sexual harassment can occur in different i) Physical contact or advances; or forms such as verbal, non-verbal, and ii) Demand or request for sexual favours; or physical.
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Gender based insults or sexist remarks Unwelcome hugging, sexual touching Sexual or gender-based jokes or teasing or kissing Innuendos and taunts that are sexual in Forcible physical touch or molestation nature Rape or attempt to rape Comments about person’s body Actual or attempt to sexual assault or Graphic description of pornography forced fondling
Visual form Non-Verbal form
Presence of sexual visual material such Staring as posters, cartoons, drawings, Sizing up a person’s body (looking up calendars, pictures, computer and down) programmes of sexual nature Derogatory gestures of sexual nature Written material that is sexual in Sexually suggestive looks nature, such as notes, SMS, e-mail Stalking containing sexual comments
Sexual harassment or not – Few examples Sexual harassment is when: Sexual harassment is not when:
A male colleague / supervisor asking a A female employee being asked to stay female to stay back late in the evening, back for completion of a project that is as his wife is away, so that he can spend overdue for submission some time getting to know her better A male supervisor issuing memo to a A male colleague / boss hugging a female employee female staff or kissing her on the cheek, A male supervisor calling a female staff pretending to show his appreciation for for work related emergency after office her good work or pretending it to be in hours good humour A male supervisor asking a female staff Male colleague displaying to go for a field visit/inspection pornographic material on their desktop Male employees talking loudly in office in full view of female staff in the unit premise A female worker has said ‘No’ to her supervisor’s advances and now he is constantly finding faults with her work Jokes / remarks laden with sexual overtures, even if not objected to by some female colleagues, can still construe sexual harassment
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Sexual harassment in the workplace is during the trial may be authenticated classified into 2 broad categories:- by a witness. Take all letters of communication, awards or anything 1. Quid Pro Quo – This type of sexual that will corroborate your positive harassment implies seeking sexual favours or job performance. making sexual advances in exchange for benefits at work. For example, if consent to or 3. Talk to someone you can trust - rejection of unwelcome sexually explicit Being quiet or stoic about sexual behavior or speech is made a condition for harassment lets it continue. Talk to employment, or refusal to comply with any other co-workers, family members or such “request” is met with retaliatory steps friends you can trust. You may not be like dismissal, demotion or difficult work the only one harassed by the person. environment. 4. Create a witness - Inform a trusted 2. Hostile work environment – It involves colleague and try to ensure that s/he uninvited and unwelcome conduct or is an eye or ear witness to a situation behavior whether it is physical, verbal, non- where you are being harassed. This verbal or visual forms which create work will be useful if you later choose to environment that makes it uncomfortable for file a formal complaint. a worker to be there. 5. Report sexual harassment - File a formal complaint if necessary. 6. Get a medical checkup - If you have been physically abused, go for a medical checkup. Obtain a medical report. This is important, should you decide to pursue a legal case. Where can you file the complaint? What should an aggrieved woman do if she • Nodal Officer for Sexual Harassment experiences sexual harassment? Redressal Committees at Central Office, If you experience sexual harassment, take FGMOs, and Regional Offices action to stop it. • Local police station, in case provisions 1. Speak up at the time - Be sure to say under the Indian Penal Code are “NO” clearly, firmly and without smiling applicable when you experience sexual harassment Epilogue: Sexual harassment is a serious as that is the best way to let the harasser form of sex based discrimination. It know that his or her behavior is offensive. should neither be perpetuated nor Objecting to the behavior when it occurs, tolerated as it undermines equality at helps if you decide to file charges later. work calling into question the integrity, 2. Keep records - Keep track of what dignity and well being of employees. happens in a journal or diary and keep letters or notes or other documents you receive. Write down dates, times (including frequency of offensive encounters) etc. Also note down the - Shruti Singh names of witnesses. Documents used POSH Nodal Officer, CO
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“Your dreams are not yours alone”
Applying Staff Loan? Know the process, to aid the progress Staff Loans, be it housing or conveyance, deductions of an employee. This happens help an employee to alleviate financial since the interest on staff loan overdraft is stress that he/she may be facing. Each one not deducted from the salary of the of us feels that his/her loan should be employee but is charged directly to the sanctioned at the earliest so that he/she can account on a monthly basis. Another error achieve his dream of having his own dream that is observed while processing the staff house/car. But, at times, it is observed that loan applications is not considering the many of us complain that the proposal is other regular obligations of an employee. lying with the sanctioning authority for a The valuation reports that are forwarded long time and that their dream takes time to to the competent authority may not be in materialise. The deficiencies in the proposal the Bank’s prescribed format. The are known only when it is submitted to the employees are therefore advised to check concerned recommending/sanctioning whether the valuation reports are as per authority, which leads to unnecessary the formats given in the relevant circular delay. In order to aid in quicker disposal of i.e. IC No. 01334-2018 dated 29.09.2018. such proposals, here are a few tips employees should adhere to: The due diligence of the house property may not be in the Bank’s prescribed format The loan applications that are sent are and may not contain all the relevant often incomplete and/or do not have the details, which leads to delay in recommendations of the Credit sanctioning the loan proposals for want of Officer/Branch Head. It is, therefore, information. advised that the loan applications are filled in all respects i.e. loan amount Often, only the hard copies of the loan requested, details of asset proposed to be applications with supporting back papers purchased, etc. with recommendations of are sent to the competent sanctioning the competent authority. authority without routing the loan applications in LAS, thus leading to delay Many a times, the employee is unable to in sanctioning the loan proposals. arrive at the correct eligible loan amount, thus, forcing the employee to either If employees follow the above tips, the entire abandon his/her plan of buying a new process can be seamlessly managed and their house/car or borrow from friends and dream house or car can be theirs much relatives for the differential amount. One sooner, because “Your dreams are not yours alone” of the common errors that is observed while processing the loan applications is not considering the notional interest on staff overdraft while arriving at the total - Yatish Shetty TMD - PMS, CO Page|18 Issue I | HaRmony | July, 2019 Article
WHY SO SERIOUS??
“Our role and responsibility as leaders and associates is to create a place where people can enjoy themselves. I know our company is doing well when I walk around and hear people laughing.” - Hal Rosenbluth In today’s era of professionalism, corporate and survival of the fittest culture, people have alienated themselves from fun at work. It is no secret that the biggest assets to an organization are their employees. Work culture of many offices has already transformed into robotics, not literally but behaviorally. Today’s corporate leaders want their employees to be highly disciplined professionals, and there is nothing wrong in this, but somewhere the essence of humor is lost. If you have fun, or are found joking, laughing, or showing a "playful attitude" on the job, it is assumed that you are goofing off, not taking your work seriously, immature, unprofessional etc. This could be true in some cases but not true in most.
Studies in this regard has revealed that more and more employees who used to love their jobs have joined the ranks of frustrated, angry, overworked, burned out, anxious or depressed people. Morale remains down, and people just don‘t enjoy coming to work anymore. They feel burned out, overloaded, short of time, and unable to keep up with the information explosion. They are tired of the demand to do everything faster and they’re afraid that they haven‘t yet seen the worst. It adversely affects the potential, and work capacity of an individual. The organization conducting the survey on humor at workplace concluded that "People with a sense of humor tend to be more creative, less rigid and more willing to consider and embrace new ideas and methods”. Value of Humor - Changing Perceptions
In a study, one CEO, who insists on hiring employees with a good sense of humor, revealed that in filling any position, "what we are looking for, first and foremost, is a sense of humor. We don’t care much about education and expertise; because we can train people... we hire attitudes."
In fact, during job interviews, job candidates are specifically asked to give an example of how they have recently used their sense of humor on the job, and how they have used humor to defuse a difficult situation. It is proven time and again the importance of humor
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in employees’ professional as well as personal lives; As they say,
"Laughter is the shortest distance between two people."
First and most important, it reduces stress. Humor has always been a top notch stress buster. The highest rating of comedy shows on TV and live events are results of how, people have accepted it as a successful remedy to release stress and tensions. Comedy itself has become an industry and comedians are reaping the benefits. Making the work environment more enjoyable reduces this waste by improving morale, cutting stress-related problems and boosting job performance and quality.
“If you see someone without a smile, give them one of yours.”
There is no other more powerful tool to improve morale than making work, fun. Fun, humor and laughter make your work more enjoyable by reducing the stress your job generates—and also wipes out the negative emotions that go with it.
"Do not worry if others do not understand you. Instead worry if you do not understand others."
Humor helps strengthen team spirit/identity and connects a team emotionally. Humor provides a platform to understand other team members as it soothes anxiety, hesitation and reluctance for each other. “If you lose the power to laugh, you lose the power to think.”
Humor nurtures innovative thinking and creativity by offering practice at stretching your thinking to make sense out of something. Creative thinking in the workplace is more important now than ever before. With the rapid pace of change, it has had to face up to the fact that the old solutions don't work anymore. In fact, the problems themselves are often new. One way to boost productivity is to increase the level of innovative thinking and creativity on the job. More creative employees will more quickly find their way to workable solutions to unique problems.
"Have I reached the person to whom I am speaking?"
Humor improves communication among the team, employees, customers and management. To be effective as a manager, you must be able to communicate your mission effectively, provide employees with the skills required to reach that mission, show that you're part of the team by being approachable and accessible, create a work environment that helps employees perform at peak levels and continue to provide quality service as the bar is raised higher and higher, nurture creativity, and adopt a "communication style" that makes
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employees feel comfortable in bringing new ideas to you.
“Positive expectations are the mark of the superior personality.”
For an individual, bringing his sense of humor to his job is an easy and effective way to make work fun. It never lets him feel his job a monotonous and lethargic process in which he is forced to go through daily. It lets him feel fresh, creative, self confident, team member and recognized in his organization. It will develop his personality and its end use is always profitable to an organization. Epilogue
It is important to give some thought to your particular work culture and the kinds of fun things which would and would not work. While making the effort to bring elements of fun into your work, always remember to continue taking your work seriously while taking yourself lightly. You can remain professional and competent and still bring a sense of humor and fun to your job. Organization must find its own path in dealing with all the issues resulting from this change. Because of the many benefits that result from learning to lighten up on the job, it is increasingly being viewed as essential to have managers, having a good sense of humor themselves, and know how to sustain a lighter attitude on the job among those who work with and under them. As one of the world’s most loved villains, Heath Ledger said,
WHY SO SERIOUS??
- Sandeep Kumar HR Analytics, CO
1) There are 24.3 % Women in the Bank
2) Average age of Bank employees today is 38 years which was 47 years in 2008
3) 939 Specially Abled people work shoulder-to-shoulder in the Bank of which 48 are also Branch Managers
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Connect to HR (Central office team)
Employee Relations Division (Zone-wise)
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Reach us at: Union Bank of India HR Department, 8th Floor, Union Bank Bhavan 239, Vidhan Bhavan Marg, Nariman Point, Mumbai – 400 021
Contact For Suggestions/Queries : Team HR Analytics – IP No. 116294/95/78 Mail: [email protected]