90th Annual General Meeting of our . The Chairman, MD&CEO, Board of Directors, Executive Vice Presidents and other Executives are seen.

Objectives:

To instil in the bank staff a sense of belonging and involvement in the bank’s affairs Corporate Family Magazine of To appreciate and applaud the individual achievements of our members of staff South To act as a communication medium between management and the staff To increase the professional competence of our bank staff Advisory Board: Mr. Sivakumar G., Inside Executive Vice President (Credit) Mr. John Thomas, Message Country Head, Business Development Mr. Paul V.L., Articles SGM (Admin) HR Initiatives in Paul V.L. Human Capital: Exploring new dimensions M.T. Jose Editorial Board: Training & Development – Focused to Banking Industry Nanda Kumar C. Mr. Ajit C. Jacob, HR Manager Yesterday, Today and Tomorrow Baboo Anto Dy. GM (CRD) Importance of Best HR Practices and Policies in C. J. Davis Mr. Peter A. D., Emotional Intelligence – Managing Emotions Arun Chandran Dy. GM & Principal, SIBSTC, Strategic HRM- Linking HR Policy with Business Strategy Sandeep Singh Mr. M. T. Jose, HR : A Dynamic Organ of the Banking System & Its Initiatives Animita Chakrabarty Dy. GM (Personnel) ISO 9001:2015- The Dawn of a New Era Grace Rebeca Verghese Mr. Biju E. Punnachalil, First Token Linto Abraham Dy. GM (IRMD) Mr. Francy Jos E., Regular Features AGM (CCO) Mr. Nanda Kumar C., Manager, STC Publisher: Editor Layout, Typeset & Printing Mrs. Sherin Thomas, Mr. Thomas Joseph K. Mrs. Beena Davis, Lumiere Printing Works Clerk, HO Inspection & Vigilance Executive Vice President (Operations) CM, Staff Training College Thrissur 680 020 2 MD & CEO Message ....

Dear SIBians,

Human Resources constitute the priceless asset of any organization. Banks lay substantial emphasis on HR processes since these have a major role to play in building the right skills and developing the right manpower. It is highly important that Human Capital is nurtured and supported by appropriate Human Resource initiatives. The HRM Team in Banks must focus on adding value to the strategic utilization of employees and ensure a conducive work environment. Successful HR Management requires clear and transparent objectives and strategy. To develop and groom the required manpower, an effective and efficient Human Resource Policy is needed covering every aspect of Recruitment, Training, Promotion, Incentives, Transfers and Retirement.

Our Bank has a robust HR policy which ensures that opportunity is provided for career growth of the employees. Potential is recognized and performance is rewarded. We also place strong emphasis on the importance of ethics in the organization. The Bank owes its continued success to the dedication, commitment and performance of more than 8000 Sibians who remain its biggest asset. Our Bank’s approach to HRM has been recognized for excellence and we have been conferred with the ISO 9001:2015 certification for the Personnel Department.

I am happy to note that the latest issue of Siblink proposes to cover various aspects of HR Initiatives in Banks. The topic is most relevant for a very young and vibrant work force like ours with average age of 34 years and gender diversity of 40.30%.

With best wishes

V G Mathew

Managing Director & CEO Our Bank has a robust HR policy which ensures that opportunity is provided“ for career growth of the employees. Potential is recognized“ and performance is rewarded. We also place strong emphasis on the importance of ethics in the organization.

3 CSR assistance for promoting Value Based Education to M/s Satsang, Thrissur

Handing over of CSR assistance for promoting Value Based Education to M/s Satsang, Thrissur in association with Malayala Manorama by Mr. Thomas Joseph K., Executive Vice President (Operations) in presence of Prof. C. Raveendranath, Hon’ble Education Minister of .

South Indian Bank Bags National Payments Excellence Award

Shri. Reghunathan K N, EVP (Treasury) receiving National Payments Excellence Award for RuPay instituted by NPCI from Shri. B. P. Kanungo, Deputy Governor, RBI, in the presence of Biswamohan Mahapatra, Chairman, NPCI, Mr. V.G. Kannan, Chief Executive, IBA and Dr. A.S. Ramasastri, Director, IDRBT. 4 The ‘Merchant in a Box’ Concept Launch at

The Chairman Mr. Salim Gangadharan, MD & CEO Mr. V.G. Mathew, Country Head, , Mr. Sanchay Kumar Sinha and other Executives are seen Awards and Accolades

The award for Best MSME Bank-Runner Up, instituted by Chamber of Indian Mr. Raphael T.J. Senior General Manager & CIO receiving CSR Award Micro, Small & Medium Enterprises being received by Mr. John Thomas, for Banks & NBFCs under Education Sector instituted by Kerala Country Head (Business Development) from Shri. Giriraj Singh, Minister of Management Association from Mr. Kochouseph Chittilappilly (Chairman State in charge, Micro, Small & Medium Enterprises in presence of Mr. & CEO, V-Guard Industries Ltd.) in the presence of Dr. George Sleeba Mukesh Mohan Gupta, President, Chamber of Indian Micro Small & Medium (E.D., K. Chittilappilly Foundation), Mr. Jose Dominic (MD & CEO, CGH Enterprises (CIMSME) and Mr. Satheesh Kumar K S, JGM & Regional Head, Earth Group), Mr. V. George Antony (Non Executive Vice Chairman, UAE Delhi. Exchange & Ltd.) and Mr. Vivek Krishna Govind (President, KMA) 5 The following breakup of the Bank’s present man power profile would vouch for it. EDUCATIONAL NUMBER HR Initiatives STREAM OF STAFF MANAGEMENT 1407 in South Indian Bank POST GRADUATE 1226 CA 64 CS 5 ENGINEERING 1392 PhD 1 It is said that “Change” is the only LEGAL 72 constant factor in this dynamic world ICWA/CMA 43 and banking is not an exception. Paul V.L. When it is said about SIB, even the SGM(Admin.) TOTAL 4210 44 orginators of SIB who had TOTAL STAFF AS ON contributed Rs.500/- each for 31.03.2018 7947 collecting the seed capital of Rs.22000/- to shape this institution to go looking for them; They are not One important turnaround which in 1929, would never have dreamt of just lying around on the surface”. The happened due to these recruitments, the change that the bank has HR practices in our Bank has changed added with the technology initiatives undergone. along with the changing times. was that there was a tremendous Motivating the employees of this 90 change in the age profile of the staff SIB has been growing slowly but year old Bank spread across the length which gave rise to the caption “ A steadily and during the last two and breadth of the country has been traditional Bank with a modern flavor”. decades, SIB has been performing the most important agenda in the reasonably well. The total business of minds of the top management of our The table -1 gives a picture of the the Bank was less than Rs.14000 Bank which has definitely yielded declining age profile which started a crore in the year 2003 and in the last results. few years back. 15 years it has crossed the 1 lakh crore mark. We have been growing by It is rightly said – “To win the Another important reason for the sustaining the growth momentum marketplace, you must first win the decline in the average age profile was and there is no doubt that we will be workplace.” One of the most important the SWS (Staff Welfare Scheme) for crossing the Rs. 2.00 lakh crore decision taken by the Bank for the HR staff introduced in our Bank - An business mark by 2020. With its turnaround was to put an end to the innovative talent acquisition method current pan-Indian presence, policy of posting award staff (clerks which offered a job opportunity to the committed and skilled personnel and and sub staff) outside their home eligible children of staff members with a robust technology platform, the state. Along with this our Bank started 20 years or more of service who Bank is well equipped to address the encouraging local /campus recruit- wished to leave the service of the challenges in the future also. ments which transformed SIB into a Bank. truly National Bank with a pan-Indian The most important asset of an presence and pan-Indian staff. The next feather in the cap of HR of organization is its people. “Great SIB was the development of HRMS an vision without great people is Our Bank went in for an extensive internally developed software solution irrelevant” according to Mr. Jim Collins recruitment drive during the last few which covers almost all the HR an American author and lecturer on years and as a result could rope in functions of Personnel department. the subject of Company Sustainability talents of various hues. There is a Our Bank was also awarded with the and Growth. famous saying in People Management “Best HR Technology” award instituted “You can have the best strategy and by “Banking Frontiers”. Education and Creativity expert Sir the best building in the world, but if Ken Robinson said - “Human you don’t have the hearts and minds Introduction of the “Staff Welfare Resources are like natural resources; of the people who work with you, none Leave Scheme” was another path they are often buried deep. You have of it comes to life.” breaker which gave a fillip to the HR

6 Manpower planning, its constant review by the Board, followed by the HR initiatives discussed above has given the bank a team of dedicated, young and skilled workforce which no doubt will lead the bank to become a ‘Retail Power House’, a term often used by our beloved MD & CEO Sri. V.G. Mathew. The table below gives a picture of our staff strength and the total business during the last ten years from March 2009 to March 2018.

Table -1. Declining age profile Business to Manpower comparison It is said that our logo set in ‘cardinal initiatives of the Bank. Under this wherein one or more staff members red’ and ‘white’ colour represents scheme a female staff member can can join and avail rented energy, creativity and warmth. With proceed for a minimum 1 year child accommodation in major centres the most updated technology in the care leave in continuance to the which is a relief to our officers against banking operations, centralized maternity leave, which can be availed the rising living costs. processing capabilities, consistent for a maximum period of 2 years in improvement in operating profit the lifetime service. This has helped A year end transfer/promotion process supported by innovative HR initiatives, a lot of our female staff members in wherein the promotion and transfer SIB is at par with any corporate setting up their family also. lists are prepared and released banking giants (Table-2). invariably on March 31st every year is Study support scheme for the wards a practice not prevalent in many of the The HR turnaround will further get of staff members was yet another peer level banks in the country. This stabilized in the coming years with the initiative which aimed to motivate the enables staff members to take care of latest in cloud computing, mobile children of staff members to attain the admission of their children at the apps, Artificial Intelligence (AI) and their academic dreams. new places, shifting of residence etc. Machine Learning (ML). The age old, so that they can settle down in the new time consuming human resource As mentioned in the beginning places of posting well before April end. functions can now be managed by ‘Change’ was a constant process and ‘Spouse Joining facility’ is one major these smart technologies. HR will be to augment the transformation area in the transfer process wherein able to make use of real-time data to process to an organisation of due consideration to the extent measure employee engagement, find International Standards, the HR possible is given to the request of staff out solutions for the problem areas department went ahead and got ISO members for joining their spouse in identified and understand workforce 9001-2008 certification after a different parts of the country. stringent audit process. Very recently this certification got upgraded to ISO 9001-2015. This certification is an acknowledgement of the good practices and techniques, meeting the standards adopted by the department.

After introducing the annual performance appraisal online (APA), the department is moving ahead to implement the 360 degree appraisal system in the area of Performance Appraisal.

Our Bank was the first bank to introduce the ‘combined HRA’ concept Table-2. Business to Manpower comparison

7 trends making use of AI and ML. Artificial Intelligence and Machine Learning will be able to assist in managing a multi-generational Mr. Paul V.L., Senior General Manager (Administration) is a successful workforce by adopting modern-day Executive who has played a distinguished role in training methodologies. Similarly the HR Management of our Bank. During his stint these technologies will also assist in of more than 15 years in various capacities with carrying out regular and unprejudiced the HR portfolio, spread over different periods, he performance appraisals of employees, has won the hearts and minds of the people while identifying correct career path and executing the HR strategies of the Bank. career advancement. Recruitment is another area where these tools can He has held various important positions in the Bank be used for picking out the best talent and has also been a Faculty of the Staff Training for the sustained growth of our Bank. College. Presently a member of the Advisory Board There is no doubt that SIB is poised of Siblink, he has been associating with our Family to grow further with an effective magazine for the last several years and has played people management in place and a a major role in shaping the contours of the magazine.

well developed HR structure in force. st Mr. Henry Ford rightly said “If He will be retiring from the service of the Bank on July 31 2018. everyone is moving forward together, The Siblink Team wishes him a Happy Retired Life. then success takes care of itself.”

Inauguration of Senior Citizen and CASA counters of branch Thrissur Inauguration of Jabalpur br. by Most Rev. Bishop Gerald Almeida DD Bazar by Smt. Ajitha Jayarajan (Mayor, Thrissur Corporation). Sri. Thomas (Catholic Diocese of Jabalpur). Dr. Swati Godbole (Mayor Jabalpur) Mr. Joseph K., EVP (Operations), Sri. Job P.M. (DGM and Regional Head, Kamlesh Agarwal (MIC Member, Jabalpur Nagar Nigam), Mr. Madhu M, Thrissur) and Sri. Jestin K.J (SM, Br. Thrissur Bazar) are seen. DGM & Regional Head, Mr. Abhilash P., CM, Ahmedabad R.O Mr. Satyarth Prakash Singh (Br. Manager) are seen. Inauguration of Bank’s first Mini ATM at Sri Vallivilas Jewellery attached Inauguration of new premises of branch Keekan by Sri. K. Kunhiraman to Branch Cuddalore by Sri. Balu (Partner, Vallivilas group). Sri. Sreenivasan, (MLA, Uduma Constituency). Sri. Abdul Latheef (Vice President, Pallikere Sri. Ramesh (Partners of Vallivilas group), Smt. Biji S. S. (DGM & Regional Grama Panchayath), Sri. Francis P.J. (AGM & Regional Head, ), Sri. Head, Chennai), Mr. Saji P (SM, Br. Cuddalore) are seen. Sajeesh M.T. (Br. Manager) are seen.

8 quantum leap from conventional Human Capital: thought. We have won ‘Inspiring Work Places’ award instituted by Banking Exploring new dimensions Frontiers twice and are also the recipient of best ‘HR Technology’ Capital is very important in any award for the year 2015. Last year we business, so is human capital. Human were honoured by the Kerala Capital is nothing but the collective Management association for innovat- ive HR practices. skills and knowledge of the total M.T. Jose workforce of an organisation. It DGM, Personnel Dept. enhances the productivity and This outlook is instrumental in profitability of the organisation. In inculcating a conducive work culture order to ensure that human capital for knowledge sharing and develop- generates more wealth as well as Testing the waters of next generation ment. We have been exposing our work leads to value creation, it is important HR management is our young and force to a plethora of specialised that human capital is utilised and vibrant team of dedicated personnel training programmes in all facets of managed efficiently and effectively. with an average age of 32 years. Under banking like Management, Leadership, When value of the people is enhanced, the eminent leadership of our beloved Credit, Risk, Forex, Treasury, Techno- it enhances the value of the MD & CEO, the Bank is aiming high, logy, Marketing, Sales and so on and organisation. relying on our strongholds and so forth both internally and externally. potentials with the sky being its limit. These training programmes help our Hence HR management has a The awards and accolades our bank staff members equip themselves with significant role in the successful has received in the area of HR the latest armour to face any new functioning of any organisation.Just as management stand testimony to the business challenges that may come capital and human capital are inter- employee-friendly and innovative HR their way. We have a provision for staff related, proper integration of business practices adopted in recent years. members to register their areas of strategies and HRM strategies is interest and expertise through the necessary for attaining the objectives We believe in moving beyond merely talent pool in HRMSS. These factors of the organisation.We, at Personnel facilitating administrative processes shall be taken into consideration to a Department, reckon human capital as to leading transformation and possible extent while issuing transfers the most valuable resource for focusing on providing a congenial and postings, thereby aligning achieving our business goals. Our environment for our employees to individual growth with that of the bank’s goal, as envisaged by our perform. organization. beloved MD & CEO, is to transform our Bank to a Retail Power House by the With the implementation of ISO It is a matter of pride that we are self- year 2020. With this objective in mind, 9001:2015 Standards and reliant in the area of software used in Personnel Department has introduced Certification, Personnel Department HR viz., HRMSS, CPRAS since these are various HR friendly initiatives. has undergone a phenomenal facelift developed and maintained by our in- by leaps and bounds from an old house team which is an appreciable At a time where the individual defines fashioned department to a Centre of feat when compared to our peer banks the business rather than the other way Excellence at par with international who spend huge corpus as purchase round, the right strategy should be a standards. price and AMCs. HRMSS which is paradigm shift from a conservative developed in tune with the internal low profile affair limited within the At the forefront bridging the gap bank policies and IBA settlement sphere of recruitment and transfers to between the institution and the public makes use of a multilevel entry and a more innovative approach exploring are the staff members, a vital asset to verification user concept for all entries. the groundbreaking realms of 360 the smooth functioning of the Functions pertaining to various degree appraisal and outreach organisation. This point of conver- sections of HO-Personnel Department programmes. Presently, we are in the gence shapes the image of the bank. such as Attendance, Service Record, middle of implementing a 360 degree In our quest to achieve this, we have HRA, Leave & LFC, TA, Staff Pension & appraisal system which is expected to adopted a series of employee friendly PF, Training, Recruitment, Disciplinary be a game changer in the arena of HR practices that highlight a action etc have been incorporated as performance appraisal. philosophy of proactive change and modules in HRMSS. In addition to this, 9 Biometric fingerprint attendance The Staff Welfare Leave Scheme which highest percentage of qualified solution has been integrated with is an employee friendly initiative also participants in such examinations will HRMSS and now works as a module comes under the purview of the be honoured withthe “Real Mentor within. We are in the constant pursuit Department. Study support scheme for Award.” of refurbishing and transforming wards of staff members is another well these software periodically in order received scheme, which aims at Another notable achievement is to keep up with the latest techno- recognizing academic achievements of within the horizon of industrial logical developments. the children of our staff and relations. We strive to maintain a encouraging them to reach the heights cordial relationship with our staff We have also adopted a handful of they dream of. We have also entered associations and are always open to practices and techniques to maintain into a tie up with SBI Life Insurance hearing their grievances and a dynamic and effective admini- for providing a group term Life accommodating their demands as far stration. One such practice is that of Insurance Scheme for the added as possible. In this aspect, we have maintaining an inward disposal benefit of the employees. dedicated employee grievance management and tracking system to redressal mechanisms in place and ensure timely resolution of staff With an aim to motivate staff members facilitated a point of contact to requests and applications. and bring out the best in them, the exclusively deal with needs and issues PLIS is a one-of-a-kind initiative at our pertaining to the same. We have a committed team of Bank. The campaign (01.07.18 to professionals in our Staff Welfare 31.12.18) “Motivate and become a Real Every year we keep expanding our Department to attend to the needs of Mentor” initiated by the HR workforce, adding fresh talents the veterans who have retired from Department seeks to enhance the through a very transparent the service of the Bank. Settlement knowledge level of our staff members recruitment process involving three of accounts, GSLI, Management of PF, on the one hand and encourages RO tier filtering by way of online aptitude Pension and Gratuity fund are looked Heads to become true mentors to their test, group discussion and personal after here. In addition, as a token of workforce on the other. This is interview. This is done after our appreciation to the years of their encouraged by introducing an scientifically assessing the man power devoted service, we are contributing Honorarium Scheme in addition to requirement in tune with our business a portion towards the premium of reimbursement of examination fee to goals. During 2018-19, the intake has medical insurance made available to our staff members for selected courses been so massive that we are able to them. For retirees, the entire benefits offered by IIBF, NIBM, NISM, IRDA etc. provide job opportunities to more are settled within 15 days from the Moreover, the Regional Head with than 1000 youngsters in our country. date of retirement. Needless to say, our attrition level of 2.75% which is well below the industrial average speaks volumes for our bank’s employee retention measures.

At the micro level, our ultimate objective is to craft a healthy and industrious workforce capable of supporting our goal towards becoming a Retail Powerhouse by 2020 as we strongly believe our staff members to be our most priceless asset.

(Valuable inputs in this article by courtesy of my colleagues)

Mr. V. G. Mathew, MD & CEO inaugurating the First Training Programme for the FY2018-19. Mr. Peter A.D., Dy.GM & Principal, Staff Training College is also seen.

10 What are the training activities of an Training & Development – organization? a. Defining the objectives of training. Focused to Banking Industry b. Alignment of training with operations & the modalities. c. Establishing the training set-up & Employees are the vital stake holders the structure. of any organization. The growth of an d. Expanding the role of training organization lies in the management through research/consultancy & of the work force and their skilling & Nanda Kumar C. activities. reskilling to get the desired output. Manager, STC e. Criteria for selection of the trainers Competent employees do not remain and their development. competent forever. Skills deteriorate f. Norms for sourcing of training and can become obsolete. Yet many i. Vision and Mission Statement - The resources. organizations are reluctant to invest vision and the mission statement of a g. Planning/regulating training of the in training the employees to make training system should demonstrate employees. them more efficient. There is a the organization’s commitment to a h. Coordinating & monitoring of the famous quote which says that continuous process of upgrading its training activities. “Training is expensive. Without operational efficiency and i. Conducting training need analysis. training it is more expensive”. productivity by effective learning. j. Identifying the thrust areas with skill/ knowledge gaps and devising An untrained workforce is the people THE MISSION: To provide professional suitable programmes to fill these risk for the organization which will be support to the staff to cultivate the gaps. reflected in the type of service offered right attitude acquire the right skill k. Analysis of the scope of converting to customers. An untrained employee and enhance the competency level to training into business. who is not aware about the products present themselves as Total Quality l. Evaluation of training programmes and services of the organization will Persons. & assessment of trainers. tend to missell to the customer which m. Use of Information Technology/E- will impact the quality of service THE VISION: Investment in learning learning in training programmes. provided to the customer and it may and development which is the also lead to operational risk. For hallmark of high performance culture, To achieve the above parameters, a example, a bank employee not aware to keep the employees updated in training strategy and Annual Training of the Interest rates offered on the tune with the realities. Plan is required to be prepared and different kinds of advances or deposits the same is to be approved by the may pose the risk of losing the ii. The Training Structure- Just as competent authority. customer. each organization has its own structure based on its need, the Let us discuss the various factors Human capital is the key resource of training system too has its own which impact the Training effective- any organization particularly in the hierarchy for carrying out its functions. ness service oriented industry like banking, In our bank the training system where specific focus need to be functions under the guidance of an Mode and Methods of Training accorded on the training practices. Academic Council headed by EVP The most widely used training Continuous and unabated training on (Operations) and comprises of EVP methods are based on classroom operational, functional and (Credit), the Heads of various sessions, case studies and e-learning. specialized areas would help in Departments along with the Principal To enhance the effectiveness of updating and building capacities and Faculty members of Staff Training training in adult learning context, among the bank employees. College. The Training activity of our hands-on training in the form of bank is implemented through an Apex simulations and special projects is Training System Training College i.e., Staff Training required. Training loses its value once Every organization has its own College and seven Regional Training it is not applied or transmitted. The training policy and vision document Centres attached to Regional Offices best form of transfer of knowledge and which are the guiding tools for located outside Kerala for meeting the impact evaluation is considered framing the training plan. training requirement of their region. through exposure to different roles by

11 job rotations. shift in the thought process of the top trained in the skills set of trans- management. Now they are interested formation management, change The banking network is spread across in measuring the Return on Learning. management, business management, the geography, branches are located The popular model for training crisis management, skills in handling in Rural, Semi-Urban and Urban evaluation is the Kirkpatrick Model. print and electronic media, decision centres. Considering that the reach of The 4 levels of evaluation in the model making and strategic planning. War training benefits should encompass are Reaction, Learning, Behaviour and game exercises are to be organised for employees in various places, new Results. The global organizations have the senior management channels like mobile based learning, struggled to meaningfully go beyond webcasting, video conferencing, the second level viz. Learning. A very Conclusion virtual classroom services may be miniscule number have experimented The significance of Training is growing utilized which will help organizations with Behaviour level. There is not day to day as more number of man- to reach a wider gamut of people at much credible evidence on power is joining the banking industry minimum cost and within shortest measurement of results. The every year. The retirement at various possible time. Gopalakrishna committee set up by levels on one side and on the other RBI suggested that a research project side the attrition rate is also The training environment has actively be commissioned by Banking research contributing to the lateral entry in the embraced technology and success- institutes in to define the organizations. The duration of Induct- fully converted the conventional parameters and methodology to ion training in many banks is not suffi- class-room mode to an interactive, measure the Return on Learning. cient enough since the new joinees more communicative, one-to-one and entering in to the world of banking one-to-many personalized training Regulatory perspective on Training should have a comprehensive idea of methods involving technology. Banking sector plays a very important the various functions of the bank. role in the economic growth of the Faculty to Employee Ratio country. In order to improve producti- The growing emphasis on fair treat- As per the FIBAC survey the number vity and efficiency, banks require not ment to customers calls for moving of trainers per 1000 employees varied just the right technology, systems and over from “Caveat Emptor” (Let the across the bank - Private New-Big (14), processes, but also the manpower with Buyer beware) to the principle “Caveat Private New-Small (10.8), Private-Old the right skills and attitude, demon- Venditor” (Let the seller beware) and (2.3), PSU-Large (0.8) and PSU- strating the necessary capacity to keep on the other side the heightened Medium (1.9). It is always good to pace with the changing times. regulatory requirements in respect of have a group of trainers present in KYC / AML practices to prevent banks organizations as it is not possible to In the Dynamic environment, know- from being misused, for money laund- impart all kinds of training in external ledge is becoming obsolete very ering or terrorist financing activities institutions. Banks should try to quickly, hence the banks should create demands for adequate training in groom a vertical of faculty within a culture of learning in the organiza- these areas to the staff members of their organization by selecting the tions. RBI has suggested to create a the bank. people with such capabilities. The Position of Chief Learning Officer faculty members should have Conti- (CLO) in all Commercial Banks. The Training & Development is a conti- nuing Professional development in CLO is responsible for Leadership nuous process and an integral part of order to keep themselves abreast with Development, Collaborative Learning any growing organization. Let me the latest developments. They should across the organization, developing conclude stating that knowledge gaps be allowed to have access to various learning pedagogies tailored to the can be removed & performance levels data and information from the various organization, measuring the quantum can be raised by training the emp- departments which will be useful for and quality of learning across the loyees. Hence employee training and them to prepare a case study. organization through various indi- development is the core activity of any cators, developing a Learnability Index organization to stay ahead in the Return on Learning (ROL) for all personnel (i.e. a measure of the journey of achieving excellence. Today the organizations are more ability to learn of an individual). Reference: focused on increasing the bottom line. 1. RBI.Org.in, The Management of any organization Training requirement for Top 2. Training Policy of South Indian Bank perceives training as an expense Management rather than investment, but there is a Senior management is required to be 12 organisation and relativity with HR Manager the industry level average maintained. Resources should be Yesterday, Today and Tomorrow available in the required number without hampering smooth functioning/growth of the Human Resources or HR is a organisation. It is observed that a terminology referring to both surplus or deficit in resources employees and the management equally impacts the productivity of Baboo Anto team of an organisation. The the employee and the organisation AGM terminology HR was coined during negatively, thereby affecting the the 1960’s against the offset of social Personnel Dept bottom-line of the organisation. unrest in the industrial sector as an outcome of the trade union 2. Recruitment, selection and movement demanding a better tandem with growth projections of promotion compensation package and improved the organisation. This phase Recruitment of resources from the working conditions. In order to curb includes estimating expected market in right numbers and the unrest and have a smooth and productivity of the employees selection of suitable personnel is congenial working atmosphere in the inducted into the organisation and the prime focus of an HR manager. industry, a new branch of manage- training the resource to ensure Another crucial task is deciding the ment came into existence called capability in handling the kind of right channel of recruitment as per Human Resource Management (HRM). work for which the resource is requirement by focusing on the Human Resource Management is a proposed to be utilised. Planning merits and demerits. Campus and contemporary, umbrella term should also be done in consult- general recruitment channels aim describing effective management of ation with the team to to extract raw resources and human resources to ensure optimum identify compensation packages mould them from scratch by utilisation for the betterment of the that can be offered as a whole so imparting adequate training organisation. that expenses for human resources whereas lateral recruitment are within paying capacity of the channels yield groomed personnel The role of HR managers was previously limited to handling labour Distribution of Raincoats to City Traffic Police problems by playing middleman between management and the labour unions. This has gradually shifted into a more involved role, motivating and equipping employees for better productivity and overseeing welfare measures for employees of the organisation. HRM has grown to be an indispensable wing in any well managed organisation. Employees are the most valuable asset of any organisation and the driving force propelling the HRM team. A competent HRM team is identified by its capability in handling and utilising existing resources at the right time and the right place.

The duties of HRM team can be Mr. Shelly Joseph, GM & Regional Head, Ernakulam handing over raincoats branded with South broadly summarised as follows: Indian Bank’s reflector Logo to Mr. Abdul Salam K. A., Assistant Commissioner of Police, Ernakulam 1. Planning City Traffic as part of the branding initiatives in and around . Planning should be carried out in

13 who can directly be put to use and promotion, training, disciplinary effective team of people with offer us opportunities to imbibe proceedings and exit policy. Any considerable knowledge on the the good culture of other dearth in the policy norms may regulations and its impact. While organisations. However, moulding lead to chances of employees dealing with the conflicts between the resources absorbed by way of dragging the organisation to court employee unions and manage- lateral recruitment to be in tune or management resorting to unfair ment, he should be able to fully with the current organisational practices, which in turn, adversely understand the gravity of the culture will take time due to affect the morale of employees situation and reason with both resistance factor in human and the goodwill of the organi- parties involved. A good HR behaviour. Promotion at the right sation in the public eye. Once manager should be on favourable time to the right cadre is a key policies are laid down, it is the duty terms with the union and the motivating factor in HRM. A good of the HR management team to management and should always HR manager knows to effectively ensure that these rules are abided leave room for further negotiations utilise promotion and transfer by all employees, maintaining even in the event of a disagree- policies to retain good talents in discipline within the organisation. ment. He should be a conduit for the organisation and thereby both sides and be bold and fearless enhance productivity. 5. Development and overseeing of to appraise both sides of their existing employee benefits, respective weaknesses. He should 3. Training and job orientation wellness programmes see that all commitments made to programmes A coherent HR management team the unions are met within the time Trainings and job orientation will always look into overseeing frame agreed upon so that both programmes are of paramount and developing the existing union and employees retain their importance to equip human employee benefits/wellness faith in the organisation. resources with the latest techno- programmes. This is crucial in logy , techniques prevalent in the maintaining the unity and loyalty 7. Improving morale of employees industry and to constantly upgrade of employees. Improvements in Effective HR mangers encourage their toolkit. The training wellness programmes should be employees of the organisation to programmes will improve the prioritised, even at a small cost to do their best, which contribute to capacity of human resources and the profit, as it will definitely the overall success and facilitate them to face challenges benefit the organisation in the achievement of goals of the that may come up in the industry. long run. As proven in multiple organisation. Their work often If properly conducted and instances at various organisations, involve not only rewarding analysed, it is possible to unearth loyal employees have been known employees for their superior hidden talents in the employees to stand with the organisation in performance with promotions, which can then be utilised by difficult times and even walk the good postings or trainings but also placing the resource in the right extra mile to help overcome the punishing erring employees within place and in effect, improve adversities. the laid out rules and regulations. productivity of the organisation. In times of distress, it is the duty For this purpose, an efficient team 6. Serving as a primary contact of the HR team to arrange of trainers and personnel who can between employees, their emplo- motivational programmes to boost analyse the resources are yee unions and management. the morale of staff members. necessary. An effective training An ideal HR manager should programme is capable of changing always be the defusing point for 8. Remunerations and packages. the entire course of the conflicts arising within the It is the duty of an HR manager to organisation and uplift its organisation, be it between formulate remunerations and other standing. employees or between employee benefits to the employees, taking unions and the management. An into consideration industry level 4. Framing of HR policies for HR Manager should be a good wages, financial position of the recruitment, promotion, training, negotiator without being party to organisation and prevailing rules disciplinary proceedings the conflict, offering impartial and regulations applicable to superannuation, exit etc. judgments by strictly considering employees. The remuneration A good HRM team should put in the rules laid out. Aiding him in packages should also include place policies for recruitment, this pursuit, there should be an packages for employees who exit 14 by resignation or on attaining In the past two decades,remuneration traditional personnel and superannuation. The payment packages offered have undergone a administrative tasks. The HR should be effected within the plethora of changes. Earlier, management team should understand shortest period possible after associations were formed for that the most important asset of an consultation with the Finance bargaining better compensation for organisation is its human resources manager and be in accordance employees. Nowadays, employees seek and proactively foster a positive work with the rules and regulations set customised remuneration packages, environment through effective by the organisation and the tailored to their individual needs.This employee employer relationship. Government. Welfare measures has led to introduction of the cost to after superannuation will enhance company (CTC) concept. Some In a nutshell, HR managers are loyalty of existing as well as organisations have completely shifted business partners of the organisation retired employees towards the to this new concept, while others who can understand the language of organisation utilise a mix of the old and new business and effectively convert this concepts. knowledge to achieve organisational Human Resource Management - goals by proper utilisation of human Changing scenario Another major transformation in the resources. Rather than serving as the Changes in the socio economic market is the introduction of contract policing arm of the management, HR scenario has also affected HR workers and outsourcing of work. managers have to be good marketers Management. Nuclear families, Many organisations nowadays have a and salesmen of the organisation for improvement in economic conditions leaner permanent workforce with a acquiring the best talents in the and improvement of Information major chunk of work either outsourced market.So a successful HR manager Technology have created job or undertaken by employees under should be a good negotiator, opportunities in various contract to effectively reduce the cost motivator and mentor with a good contemporary frontiers. This has of production. knowledge of business and a good impacts in HR Management also. The counsellor with a positive business earlier practice of staying at the same Conclusion attitude. organisation till retirement is no Human resource management longer in play.Nowadays shifting from requires strategic and comprehensive The day of artificial intelligence one job to another is the order of the approach for managing people, taking over HR is the scenario of day. This may be due to the variety of workplace culture and environment. tomorrow. The next major change in opportunities available in the market, In today’s world, Human Resource the near future will be people seeking competition within the industry, Management is a Herculean task, advice and instructions from robotic better remuneration, better working which demands much more than HR managers…….. conditions and job satisfaction. Further, due to improvement in economic conditions people have Team Thodupuzha Town Br. at Kumarakom become fussier. Children are fondled by parents, satisfying all their wants without saying no to their demands and without teaching/learning social obligations. Once they enter the working environment, they cannot cope up with the pressure and find it difficult to adjust with others. These are major contributors to the rapidly growing attrition rates. Retaining the best talent and maintaining a conducive working environment is the primary obligation of an HR manager. He should strive to be a good motivator, a good counsellor and a good role model.

15 have put in a service of <10 years and they fit into the tech savvy younger Importance of Best HR Practices generation .Average age of the staff is 32 years which is very low compared and Policies in Banks to industry level. This young profile is ideal for innovation, leadership development and growth and transformation of the bank. The uniqueness of banking sector service compared to other service Need to have HR excellence model sector is evident from the fact that C. J. Davis HR excellence model will enable the employees of a bank handle Chief Manager bank to ensure high level of leadership confidential transactions and inform- Staff Welfare Dept. development, HR strategy, learning ation having financial implication. and development of staff. HR Banking service deals with financial excellence model will ensure the best transactions which have influence on Good HR practices will result in HR process and practice, targeting the client income and wealth building a great work place which will wellbeing of people and employee management. Bank customers consist ensure freedom of work, good work engagement. The model will define of corporates, institutions and culture, leadership opportunity, tools for staff perception measure- individuals of heterogenic nature recognition for good work. ment and performance measurement. which require personal customization. Opportunity for learning, career Hence , banking being a service sector growth, challenges and responsibility, HR practices of (Carburundum needs to have robust HR practices and job security, better work atmosphere Universal, 2018) was recognized for policies for its staff members so that and social life balance are few other best national HR excellence. Few of they will work towards ensuring outcomes of good work place their innovative HR practices are given customer satisfaction, customer environment. below. delight and customer retention . Brief Profile of Our Banks Staff Knowledge transfer Best HR practices refer to a system While assessing importance of HR Knowledge transfer involves recording and framework that have great impact practices it is advisable to have a at the time of transfer/exit, the audio/ on the staff and organization. These look at our banks’ staff profile. video of the lessons learned by the HR practices will ensure employee staff, his key contacts, problems faced, engagement, capacity building, sense troubleshooting skills etc. are stored of ownership, leadership develop- for future company use. ment. HR practices include staff talent management, compensation, training, Talent identification motivational programmes, dignified Talent identification process identifies work culture (way of office life). HR core talents of the employee and practices ensure alignment of staff company will take special effort to with the vision, mission and values of position the staff accordingly on the the organization. ladder to the top.

George W Bohlander, 2015 explains You made a difference major employee concerns like job Those staff members who have made security, healthcare issue, generation (figure 1) remarkable contribution or value gap, work issues and gender issues. addition to the organization will be Educational level, employee right and The staff demographic profile (figure recognized and awarded in the privacy issues, work attitude and 1) of our bank (South Indian Bank, quarterly meetings. family matters are other concerns. HR 2018) investor presentation shows practices addressing above employee that there is no significant generation let us talk concerns will impact the employee gap as compared to industry level. Out A two way communication programme productivity to a great extent. of the current total staff strength, in which the employee and one top 75 % of them belong to the group who executive will have a one to one 16 discussion on the aspirations and have a look at our banks’ prevalent service delivery to various stake future plans of the employee. unique HR practices. holders of the bank. Good HR practices will make the workplace more On Boarding Staff Welfare Leave Scheme in our motivating to the staff. Considering the A Trainee who has joined will be bank has helped so far more than 500 changes in work environment, HR placed under a dedicated mentor, a staff members to take care of their practices may be modified and seasoned staff for grooming and the children. Through the new study redefined to inspire the staff to deliver mentor’s contribution is later on support scheme more than 400 in line with the objectives of the bank. evaluated by the trainee. children have benefitted. References Digital environment The Group insurance cover facility, Carburundum Universal. (2018). HR Digital environment conducive to the ESOP, robust HRMS for staff data and Excellence model. In C. U. HR dpt (Ed.), National Institute of personal management, younger generation is ensured for information management, deputation Annual conference 22 May 2018. Thrissur. their better talent development. to Hadi Exchange , Training & capacity George W Bohlander, S. A. (2015). Principles building, Performance linked incentive of human resources management. Part (Infosys, 2017) HR practices in Infosys scheme are some of the other staff 1. Chapter1. page 6 : few of them are as follows: benefits. On time finalization of Infosys. (2017). Human resources management. transfer and promotion process by Infosys. bengaluru: Infosys Annual st financial Report 2016-17. “Pulse” April 1 every year is one of the unique South Indian Bank. (2018). Inverstor Employee engagement review HR practices of our bank. presentation 2017-18. Thrissur. mechanism with continuous www.southindianbank.com customized feed back to ensure clear Conclusion Xavier, J. J. (2014). In I. I.Banking& Finance ownership and real time analytics Best HR practices hence enhance staff (Ed.), Human Resources Management. dashboards to take swift action based engagement and commitment thus Mumbae: Macmillan Pu b lishers on feedback. creating value addition at the time of India limited.

“Influencer group” Identifying influencer group within OEM (Original Equipment Manufacturer) tie up with Mahindra & Mahindra the organization whose net work is South Indian Bank signs MOU with Original Equipment Manufacturer (OEM) leveraged to spread ideas of Mahindra & Mahindra Ltd. as a preferred Financier for vehicle finance from innovation and collaboration. any of the branches of the Bank.

“Internal Process Simplification” To ensure employees are at their productive best and ensure that high performing employees are driven towards higher purpose and goal.

HR mission of Infosys To help staff to realize their potential-to develop, grow and achieve their purpose. To build the right culture and capabilities in the staff to enable them to delight their clients. To make the company the best place to work for passionate, innovative people who want to make a difference. Mr. Naveen Bathla, General Manager, Channel Finance and DBD, Automotive Division, Mahindra and Mahindra Ltd. exchanging MoU with Mr. Sanchay Kumar Sinha, Country Head, RBD in the South Indian Bank Best HR practices presence of Mr.Shelly Joseph, GM, Ernakulam Region, Mr, Nandakumar JGM, RBD Liabilities and While assessing HR practices of Marketing, Mr. John C.A. DGM Sales, Mr. Sreekumar Chengath, DGM, TBD and Suresh Kumar ES, reputed companies, it is imperative to DGM, Mahindra and Mahindra Limited.

17 to at work place and the anxiety about the results of his performance. B. Physical Reasons : Overloading of work, long hours of travelling - to and fro between workplaces, health issues, competition with counter parts etc. can be the reasons for emotional breakdown C. Other Reasons : Various family/ personal issues, fear of termination from the job, non co-operation of colleagues.

EMOTIONAL INTELLIGENCE – Managing Emotions

Are you emotionally intelligent working in your branch/office ? We often speak about our Intelligence Arun Chandran level in our work place and it is mostly Social Intelligence : It is a concept Asst. Manager which can be related with Emotional related to our ability to do a particular Credit Monitoring work in a specified time which Intelligence and this is the ability of requires our various analytical, an individual to get along with other technological and other knowledge people/employees in the office. High how to sail from bad to good, knowing Social intelligence skills results in skills to perform the task. But do we your emotions and recognising the actually consider the various overall happiness of the employee’s emotions of others and it refers to self being. Emotional skills an employee/ emotional management skills which individual should possess while provide competency to balance “EQ is the strongest predictor of performing a particular task at the emotions and reason so as to work place? performance and 20% of the companies maximise long term happiness”. are now measuring EQ in the hiring or promotion process” Emotional Intelligence is a widely Modern HR gurus state Emotional accepted concept in European and Intelligence as the ability to execute American countries but was not very accurate reasoning with emotions and Components of Emotional Intelligence popular in India. Of late various the ability to use emotions and studies in HR policies in many of the emotional knowledge to enhance EMOTIONAL INTELLIGENCE reputed organisations including thought process. banks do show that Emotional Motivation Intelligence is gaining importance in Reasons for Emotional Breakdown India nowadays. A. Psychological Reasons : Emotional Self Awareness breakdown can be the result of What really is Emotional Intelligence? serious stress the employee/ Empathy We can simply script an EQ individual is undergoing, the strain (Emotional Quotient) as “Knowing and pressure he is being subjected Social Skills what feels good, what feels bad, and 18 How to identify your low EI ? not only impact his performance, but refreshments or break in between Different individuals possess different also affect the performance of those the work schedule, getting yourself EQ levels and some of the points of a around him. engaged in things you like to do low Emotionally Intelligent person best during leisure time (Hearing can be listed as below : How to enhance Emotional Music, Watching Movies, Sports - Does not take responsibility for his Intelligence ? Activities etc) , Being more socially feelings, but blames others intelligent (getting along with - Over sensitive to the feelings of 1. Emotional Literacy : It refers to your counterparts), physical self converting the feeling of fear, exercises (Going to the Gym, - Has no empathy, no compassion aggression and anger into Hope, Ground exercises, Running/ - Is insecure and defensive and finds Courage and Willing Cooperation. Jogging daily for a few minutes it hard to admit mistakes, express Thinking positively will help have all been proved to be good remorse, or apologize sincerely reduce the emotional anxiety of to increase your Emotional - Is a poor listener. interrupts, the individual. Every problem Intelligence along with your invalidates, misses the emotions should have a positive outcome physical well being), attending being communicated. Focuses on whether it is personal or official motivational classes and training, facts rather than feelings. and that outcome will definitely engaging in charitable activities - Does not consider your feelings benefit you sooner or later. (this proved fruitful in some before acting selected cases only). 2. Effective Conflict Resolution : Why EQ matters more than IQ ? Choosing the words carefully 4. The Artificial Wall Theory : This is In the current scenario in most of the during official communications, a tip which will help an individual organisations, there exists various keeping the conversation centred to keep his emotions stable in highly increased complexities of the on the present issue, being ready unfavourable situations. One can work the employee is doing. Now to forgive or otherwise end the imagine that there is an Artificial customer is treated as the King and conflict peacefully etc can be done Wall built in front of him/her his emotions and needs should be as part of Effective Conflict which will block all negative given prior importance. In such a Resolution at work place and this thoughts or actions from getting phase, along with IQ, the employee will help enhance the Emotional inside. This can be practiced by should have a good EQ level. Intelligence of an individual/ individuals in their day to day life Emotionally imbalanced employees employee. to avoid emotional distress or find it hard to achieve targets. The break down.. way a person feels affects the way he 3. EQ Boosters : There exists some EQ behaves and the way he behaves will boosters like indulging in light Every organisation aims at optimum productivity and skilful HR is the most IQ v/s EQ important source that helps organisations to achieve their goals. “Researches shows you that IQ can help Emotionally Intelligent individuals are you to be successful to the extent of 20 more equipped to cope up with life percent only in Life. The rest of 80 situations and they are tuned to percent success depends on your EQ” productive thinking.

A COMPARISON IQ EQ Ability to Think Ability to Feel Measures Cognitive Intelligence Measures Emotional Intelligence Convince by Facts alone Convince by reasons and Emotions Less to do with Success &Happiness More to do with Success & Happiness Refers to knowing What Refers to know How and Why Not possible to raise IQ level Possible to raise EQ level IQ is brain related EQ is heart related 19 and mitigation thereof. With the above backdrop on HR Strategic HRM- Linking HR Policy management, some of the HR related issues which have great with Business Strategy significance and which need to be addressed as part of the strategy to achieve optimum utilization of The landscape of the banking industry manpower are discussed. underwent considerable changes during the last decade. The industry Sandeep Singh Although banks have designated divisions as HRD divisions, they witnessed: Manager continue to perform personnel • Deregulation of lending and Kolkata RO deposit rates. administration. On the basis of current trends, it is difficult to envisage any • Entry of new private sector banks paradigm shift in HR policy in banks • Extensive use of technology for The HR management has assumed in the next five years. Ideally, banks product innovation and delivery. strategic proportions on account of should adopt the framework of • Emergence of retail banking and the following: Strategic Human Resource new derivative products. • Changing business environment. Management (SHRM) which aims at • Stricter provisioning and asset aligning HR strategy with business • Consumer demands and the need classification norms strategy. Notwithstanding this, it can for flexibility be envisaged that due to pressures of • Raising capital adequacy • Impact of technology. business, banks would focus on requirements. • Changing organizational developing skills in areas like risk • Requirements for better risk structures. The ultimate aim is to management, technology, marketing, management practices and capital develop a well trained work force, etc. They could outsource training allocation of various risks flexible and responsive to functions totally thereby saving on • Increased disclosure requirements. customer as well as organizational costs. Training could also be delivered • Introduction of risk-based demands. HRM, therefore, should on-line instead of the current supervision. focus on developing skills, values, emphasis on lecture-based inputs. The and behaviour consistent with a emphasis will be on developing cross- In any industry, among the various high level of personal functional knowledge. The banker as resources available, human resources effectiveness in the following five known till now will have to transform are the most valuable. It is more so in broad areas into a versatile, marketing-savvy the case of service industry like 1. Technical skills which are specific professional with sufficient banking where the human factor is to a job. knowledge about the products and vitally important to render the services (e.g., mutual funds, insurance 2. Behavioural skills which cover expected customer service. products, pension funds, smart cards, traits like motivation, judgement, Competitive advantage can be loans, , etc) competitor resilience, and initiative as well as achieved through harnessing the charges, customer preferences, and generic skills like communication, potential available in the employees modes of delivery. The regulatory team working, and self by creating a positive work culture and regime has undergone significant management. enlisting the support of all the changes in the recent period. employees to the organizational 3. Business awareness which Prudential regulation has given place goals. To this end, the HR policy or includes wider knowledge relating to structural regulation and the HRM model should be so devised as to the organization, its key emphasis has shifted from micro- to promote mutuality – mutual goals, products, competitors, etc. management of banks to risk-based mutual influence, mutual respect, 4. IT skills which include supervision. The emphasis on self- mutual rewards, mutual responsibility, understanding and exploitation of regulation by banks will continue. Risk- etc. Mutuality will elicit commitment IT systems to enhance business based supervision provides for such which, in turn, will yield both better performance. advantages as it is based on the economic performance and greater 5. Risk management skills which mapping of the risk profile of each human development. relate to the identification of risk bank and the required supervisory 20 Human Resource commonly called as HR is a quintessential organ for the HR : A Dynamic Organ of the survival of any industry. It is not just being an engine for growth but it is about being a steady custodian. It Banking System & Its Initiatives envisages an individual to work with facilitates a two way communication the organization in perfect synergy up and down the hierarchy. with his/her goals and the Animita Chakrabarty organisational goals. • Recruitment & Staffing – It is the Clerk first step towards building a talent Br. Kolkata Brabourne Rd. The banking industry is going through pool for the organization. It a tumultuous era with NPAs (Non involves the acquisition of the right Performing Assets) growing by leaps talent which can seamlessly pair and bounds that is taking the up with the corporate DNA. It is a set in them so that they can domestic economy way too far from Herculean task which involves achieve individual as well as the being developed. The industry being forecasting of the quantum of organizational goals running an epitome of perfect competitive people required and reducing the parallelly. market needs a HR system which can chances of hiring incompetent and steer it through and give it an edge unmotivated people thereby • Compensation & Benefits – over the other players. The old school managing the budget of the Compensation is the adhesive that definition of the HR department has organization. binds the employee and the seen a radical change. It is no more employer together. It is a tool that about the traditional personnel • Placement & Orientation – Once helps an organization maximize management or administrative tasks. the recruitment is done it is the returns on the available talent. It is about the strategic utilization of important to provide a proper Compensation may be monetary or the human capital and ensuring that orientation so that the employee non monetary. the policies rolled out are impacting can understand the workplace the business in a positive and goals and its culture. The employee • Superannuation – It is referred to quantifiable way. should be able to find a link as the retirement benefit extended between his goals and to employees for their unstinted Human Capital: It is well defined as organizational goals. The HR team dedication , time and commitment an asset as it acts as a pool of mental then understands the set of towards the benefit of the acuity and intelligence which results qualities and the strengths of an organization. in efficient and effective outcome. individual and places them where they befit the most. HR Initiatives in Bank: As we are Role of HR (An Overview) : It is one of dwelling in an open market which is the dynamic organs of the banking • Training & Development – After susceptible to rapid changes in the system which reinvigorates the entire the successful acquisition it is socio, economic and political scenario organization. It is responsible for the important to train the people in it is the job of the HR executives to holistic welfare of its people. It order to develop and hone the skill maintain harmony between the responses. Progressive tightening of alone motivate the workforce to keep cared for and their emotions prudential norms will occur and performing at the highest levels of respected. adoption of the International efficiency over a long period. To Standards and Codes will automa- achieve the employee loyalty to the Attitude is a vital emotional trait that tically bring the prudential norms at organization, the mutuality of triggers self-development and par with the international best objectives described earlier should be performance. The success of the top practices. developed. This can be successfully management depends on its ability to achieved only if a proper commu- get the people with the right attitude The future of any organization hinges nication channel exists among the or bringing in attitudinal changes in on the efficiency and effectiveness of various tiers of the organization. the existing team to form a cohesive its man management policies. A People should be encouraged to share team that ceaselessly works for the transparent management with a high their views, problems, fears, dreams, goals of the organization. degree of corporate governance can etc. so that they feel that they are being

21 employee and the employer, so that know their demands. It is • Sustainable Retirement Benefit – the organization’s ultimate goal does appreciable to take suggestions Apart from statutory benefits given not suffer. from employees while innovating to employees the employer should products. This aims at kindling also design some insurance • Hiring & Selection – The primary innovative spirit in them and scheme for the retirees and their and the most crucial step in imparts a sense of belongingness family. building a strong team that can in them. hold true the mission and vision • Staff Meeting – It is a participative • Transparency – It erodes the of the organization. Outsourcing forum which facilitates bilateral occasions of favouritism and this process results in a cost communication. These meets, nepotism and affirms the trust in effective outcome. result in individual development the system. and organizational effectiveness. • Management Development • Forbearance allowances Programs – These are designed to • Brainstorming Session – This is a equip the staff, especially in the time tested technique which • Delegation of power management level with the brings along people from all evolving management practices, cadres to generate the maximum • Employee Stock Option Plan – policies, approaches and possible solution to a problem. These plans are a contract between perspectives. It is a future oriented This stimulates thinking and the the company and the employee HR tool that aims to build a strong imaginative power of employees. that gives an employee the right talent pool and makes way for a to buy company’s shares at a hassle free succession plan. • Building the capabilities of predetermined price. This helps to managers and staff – retain and attract the talent. • Incentives for self development – Strengthening the capability of Knowledge management is key to managers and holding them • Exit Interviews – It is a survey face any challenges of accountable to enable employees conducted with an individual who competition and keep ahead of thrive and meet their potential is is separating from the others. As knowledge is power, of paramount importance. Proper organization. The feedback constant updation is essential. So training session should be received from these employees employees must be motivated and arranged for honing the leadership help the HR team to re-evaluate incentivized for their self qualities and styles within a and redesign their policies and development. manager. methods. This safeguards the organization from reputational • Performance Appraisal – The 360 • Balanced Talent Acquisition – risks. degree platform of appraisal gives Diversity is a key enabler to long a better picture of an employee. term success. It relies both on Human Resource department is not a leveraging the skill and experience cost to the company but an investment • Employee Suggestion Scheme – already available within the which scales up the mercury of As the employees are in constant organization and bringing in profitability. touch with the customers they necessary talents from outside.

“Human Resources to Human Recreation”- A day out by Personnel Department at Eco Gardens, Cheruthuruthy

22 thinking and mitigation in ISO 9001:2015- comparison with the 2008 version. The Dawn of a New Era We have a robust target based request management and disposal An organization is defined at the process implemented in HRMSS in structural level by its core persona i.e. which performances are reviewed at human capital. The ISO 9001 set of Grace Rebeca Verghese regular intervals vis-a-vis targets standards have time and again Prob. Officer allotted. In addition, control and proven to be the industry benchmark Personnel Department indexing of records have been in quality recognition. Following the streamlined to align with ISO quality “Plan, Do, Check, Act(PDCA) standards. Continued improvement philosophy” in its implementation, the offers a competitive advantage in and conformity to norms are ISO 9001:2015 certification has terms of ensuring process continuity envisaged by way of quality audits established international standards in the event of a transfer or section and abundant redressal mechanisms. and practices for an effective quality change. Detailed work instructions management system. have been defined and implemented Our intrepid approach to total quality in view of guaranteeing a smooth management has made certain that Human resource management is an transition with minimal downtime. we are setting benchmarks of a integral facet of quality planning at Another key area of focus is the superior standard and indeed staying the organizational level. It is nothing increased prominence on risk based well ahead of the curve. short of a remarkable feat for our Bank in achieving the ISO 9001:2015 certification for services rendered and practices followed in the Personnel Department. We have been upgraded from the existing ISO 9001:2008 certification to the newest standard. With yet another feather in our cap, we have demonstrated that with the adoption of superior practices and processes at par with international standards, our Bank has elevated its overall standing in terms of quality of processes and services undertaken, thereby reinforcing its position as a force to reckon with. Mr. V.L. Paul, SGM(Admin) receiveing ISO Certfication from Mr. Sureshnathan, Business Head of IRQS(Indian Register Quality Systems). Mr. Baboo Anto, AGM is also seen. In the industry, HR departments being Achievements recipients of coveted ISO certification is an achievement in itself due to the Associate Member - Doctorate from Christ University rarity of its occurrence. The Personnel Indian Institute of Banking & Finance Dr. Davis C.J. , Department of South Indian Bank, Chief Manager- with its latest accomplishment, HO Staff Wel- stands only second to HDFC Bank in fare Dept. se- the country for its achievement. This cured Ph.D. from triumph validates our continued Christ Univer- efforts towards conforming to sity, Banglore international standards in tune with for the study in the unified vision of the Bank. "Determinants of profitability One of the primary areas of focus is a of private sector paradigm shift from a person oriented M.T. Jose Banks in India" and qualified IBC-IBBI lim- approach to a system centric one. This DGM, Personnel Dept. ited insolvency examination.

23 little bored. By and by I developed an indifference to this woman. As days passed by, this indifference got Linto Abraham transformed into a thin hatred. This Clerk limited my social customer relations Br. Main towards the woman to a mere passing of passbook and token without even making eye contact. withdrawal slip for her and handed her It was during one of my train journeys the first token. Her face reflected back home that I happened to notice happiness, gratitude and prayers for a poster pasted outside the Railway the people who helped her when she station which read “Child Seeking collected the money from the counter. Help”. A two year old boy was suffering This continued for weeks. One from blood cancer and his parents morning, to my astonishment, were seeking financial help for his somebody else came up to my counter treatment. The bank details were to collect the first token. I consoled written on the bottom of the poster myself thinking that the woman might First Token and I instantly recognised it. It was the have been busy with other work. I did same account number that I have been not see her for the next few days. On writing on the slip for my first my way back home at the end of the Today is going to be just like any other customer for over a month now. week, I found that the poster had day. That woman would be there to Throughout my journey back home, a vanished from the railway station. I greet me first thing in the morning. sense of heaviness engulfed my heart. searched for it everywhere but The freedom enjoyed by the empty My mind was continuously revolving couldn’t find it. A strange chill gripped chairs would be disrupted by her at around the image of that woman and my heart. Questions started arising in exactly 9:30 a.m. The moment I reach the child I saw on the poster. I got back my mind. What could have happened? the counter, she would come up and to work after the weekend. The woman I couldn’t find the woman next hand over the passbook as if she was walked up to my counter as soon as I Monday and gradually the transactions waiting for me. I would print and give reached. For the first time I carefully in her account also started to wane. I the passbook back. I have never seen looked at the face of the woman. All looked for the mobile number more than Rupees 500 or 1000 being along I had been judging people registered in her account and I saved credited into this account. On according to the balance they had in it onto my phone. I walked outside the collecting the printed book, her their accounts. I guess the mind-set of bank and started to dial the number. attention would shift to the most bank employees is the same. The But I couldn’t get through it. I was withdrawal slip. She wanted to only place where figures assume a uncertain of what might have withdraw all the money but did not great deal of importance is the bank. happened and unsure of what I would know how to fill up the details on the But on that particular day my eyes ask or say. I feared that something bad slip. Since she was a regular customer, went beyond the numbers and might have happened to the child and an intangible bonding had formed passbook and saw the woman. She was this fear made me change my mind. between us and she would seek my extremely thin. There was no piece of help in filling the form. I would fill jewellery on the woman except a black I made myself believe that no harm the slip and hand it back to her for beaded rosary on her neck. Her face has befallen the child and I slipped her signature. She would carefully sign was full of expectations and the phone back into my pocket. I felt it and I would collect it and hand her anticipations. that the uncertainty of the situation the first token of the day. This had was much more comforting. I sat on become a routine for me for the past I too shared the same sense of my chair at the counter with the first one month. As soon as the cashier anticipation that day. An amount of Rs token of the day searching for called for her token, she would rush 2200 was credited into the account something in the faces of the crowd to the counter and collect the cash. probably during the long weekend. I that slowly started to flow into the She would then disappear into the noticed a faint smile sprouting on her bank... crowd. Since this monotonous work face when she saw the amount printed continued for days, I started to get a on the passbook. I filled the 24 Know Your Branch

Branch Name : THANJAVUR Br. Code 0076 Date of Opening : 22.11.1965 No. of ATMs : Onsite 1 & Off-site 1 Specialty of the Location Considered as “Rice bowl of ”. Tourist spot: UNESCO World Heritage Monuments - Brihadeeshwara Temple, Gangaikonda cholapuram etc. Tanjore painting, Thanjavur doll (Thalayatti Bommai made of terracotta material) are famous. Nearest Railway Station : Thanjavur- 2 km Nearest Airport : Tiruchirapalli Airport-61 km Nearest Bus Station : Thanjavur Old Bus stand(0.5 km Location of ATMs : 1. Adjacent 2. 941, Savithiri Swagath Building, East Main Street

Branch: TATTAMANGALAM Br. Code 0077 Date of Opening: 16.09.1964 No. of ATMs: Onsite – 1, Offsite – 1 Specialty of the Location: Every alternate year Traditional Festival like Angadi Vela (Kuthira Ottam), Kongan Pada (Temple Festival) are celebrated. Nelliampathy hill staion is 49 km and garden is 30 km away Nearest Railway Station: Railway Station 15 km Nearest Airport: Coimbatore Domestic – 78 km Nearest Bus Station:) Tattamangalam Bus Stand (100 mts) Location of ATM Offsite ATM

Branch Name: TELLICHERRY Br. Code 0078 Date of Opening 02.04.1959 No. ofATM 1 Specialty of the Location: Known for food items, Tellicheny biriyani is very famous. Major tourist spots are Fort, Muzhuppilangad drive in beach, etc. All major communities are living together here harmoniously. Nearest Railway Station : Tellicherry 2 km Nearest Airport Kannur 25km ( Will be functional shortly) Nearest Bus Station Tellicherry 1 k m Location ofATM On site 1

Branch Name: THIRUVALLA Br. Code 0079 Date of Opening: 24.06.1970 No. of ATMs: Onsite 2 Offsite 1 Specialty of the Location: Land of NRIs, Thiruvalla town in Pathanamthitta dist., Kerala lies on the banks of the rivers Manimala and Pamba. Branch located near to headquarters of Malankara Marthoma Syrian Church on TK road Nearest Railway Station: Thiruvalla 1km Nearest Airport: Cochin 105 km Nearest Bus Station Thiruvalla 300meters Location of ATM Offsite at Believers Church Medical College Hospital

Branch Name: THIRUVANKULAM Br. Code 0080 Date of Opening: 13.05.1964 No. of ATM 2 Specialty of the Location: Hill Palace, Tripunithura, largest Archaeological Museum is about 1.5 km from our branch Nearest Railway Station: Tripunithura Railway station 3.5 km Nearest Airport: Cochin International Airport, Nedumbassery 34 km Nearest Bus Station: Tripunithura 3.5 km Location of ATM: Thiruvankulam Junction

25 Know Your Branch

Branch Name : THIRUVILWAMALA Br. Code 0081 Date of Opening: 09.04.1964 No. of ATM: One Onsite & One Offsite Specialty of the Location: Thiruvilwamala is a hilly village in the northern terrain of . Kuthampully Handloom Silk Sarees and Dothis are famous. Thiruvilwamala Temple and Festivals are also famous Nearest Railway Station: Railway Station 14 km Nearest Airport: Karippur International Airport 105 km Nearest Bus Station: Thiruvilwamala Location of ATM 1. Adjacent to Br. 2.Kuthampully

Branch Name : TRICHY MAIN Br. Code 0082 Date of Opening: 12.05.1955 No. of ATM: One (Offsite) Specialty of the Location: On the banks of Cauvery and Kollidam, Trichy the Temple Town is also known as Tiruchirappalli, 4th largest city in Tamil Nadu. In the vicinity of Srirangam Temple, Rock-Fort Temple, BHEL, NIT-Trichy, Colleges like St..Joseph’s, Bishop Heber, Holy Cross and schools like Montfort, Campion Anglo-Indian are worth to mention. Nearest Railway Station: Trichy Fort Railway Station 3 km Nearest Airport: Trichy International Airport 16 km Nearest Bus Station: Chathram Bus Stand Trichy 0.20 km Location of ATM Near to Raja Theatre, Madurai Road, Trichy

Branch Name: TIRUPPUR MAIN Br. Code 0083 Date of Opening: 05.02.1947 No. of ATMs: 4 Nos. (incl.CRM) Specialty of the Location: TIRUPUR –The Dollar city is the exporter’s palace. The main business is manufacturing and export of textiles garments. Exporting of knitted garments and hosiery is the major activity Nearest Railway Station: Tiruppur-0.5 km Nearest Airport: Coimbatore-60 km Nearest Bus Station : Tirupur Old Bus Stop-1.5 km Location of ATM 1. Ajacent 2. Kumaran Road 3. Anuppar palayam 4. Parapalayam

Branch Name : THRISSUR MAIN Br. Code 0084 Date of Opening: 29.01.1929 No. of ATM: On site 2 Offsite 1 Specialty of the Location: In the proximity of Basilica of Our Lady of Dolours, Lourdes Cathedral, Chaldean Church, Paremaekavu -Thiruvambadi -Vadakumnadhan Temples, Dist. Hospital, Municipal Bus Stand. Branch is facing Thrissur Round and the First Business Centre of the bank. Nearest Railway Station: Thrissur 1 km Nearest Airport: Cochin International Airport, Nedumbassery 53 km Nearest Bus Station : KSRTC 1 km Location of ATM 1&2 Round South, SIB RO Building 3. Behind Shrine Basilica of Our Lady of Dolours Branch Name THRISSUR BAZAR Br. Code 0085 Date of Opening 04. 11. 1964 No. of ATMs: 2 Specialty of the Location Thrissur flexes its economic muscle in India as the headquarters of three major scheduled banks, South Indian Bank, Catholic Syrian Bank, Dhanalakshmi Bank and a ESAF and KSFE. Nearest Railway Station: Thrissur 1 km Nearest Airport: Cochin International Airport, Nedumbassery 53 km Nearest Bus Station : KSRTC 1 km Location of ATM : 1. BSNL Premises 2. Hotel Palace Tower Premises 26 Know Your Branch

Branch Name : THRISSUR HIGH ROAD Br. Code 0086 Date of Opening: 20-12-1965 No. of ATMs: Onsite -1 ,Offsite -1 Specialty of the Location: Business centre adjacent to High Road. Thrissur, the Cultural Capital of Kerala contains the Kerala Sangeetha Nataka Academy, Kerala Lalithakala Akademi and Kerala Sahitya Academy. Nearest Railway Station: 1 km Nearest Airport: Cochin International Airport 53 km Nearest Bus Station: Thrissur KSRTC Bus Station 1 kM Location of ATM 1. Sun Medical Rearch Centre, ST Nagar 2. Adjacent

Branch Name: THRISSUR M G ROAD Br. Code 0087 Date of Opening: 11.05.1964 No. of ATM: 1 Specialty of the Location: is a Tourist place nearby. Internationally famous Thrissur , Pulikkali are festivals of this place. Nearest Railway Station: Thrissur, 1 km Nearest Airport: International Airport, Nedumbassery, 53 km Nearest Bus Station: KSRTC, Thrissur, 1 km Location of ATM : Near to branch

Branch Name : TRIPUNITHURA Br. Code 0088 Date of Opening 13.05.1964 No. of ATM 3 Specialty of the Location: Located about 8 km from city, was the capital of the erstwhile Kingdom of Cochin. The town is also a prominent centre of learning for Carnatic music, and besides percussion instruments like , and maddalam. Nearest Railway Station: 0.7 kms Nearest Airport (Km) 24 kms Nearest Bus Station (Km) 1 km Location of ATM Onsite : Opp. St. Mary’s Forane Church, Vaikkom Road Offsite: 1. Kerala Ayurveda College, Puthiyakavu 2. Irumpanan Junction Branch Name : TRIVANDRUM CHALAI BRANCH Br. Code 0089 Date of Opening: 01.08.1964 No. of ATMs: 1 Onsite & 2 Offsite Specialty of the Location: Chalai Bazaar is the Main Market. Sree , Pazhavangadi Ganapathi Temple is nearby. Nearest Railway Station: Trivandrum Central-Railway station 0.4 km Nearest Airport : International Airport Trivandrum 5.5 km Nearest Bus Station : Thampanoor KSRTC 0.5 km Location of ATM 1. Opposite To Big Bazaar in MG Road, 2. Near PRS Hospital, Killipalam 3. Power house road, Near Handloom House, Chalai (On Site)

Branch Name: TUTICORIN Br. Code 0090 Date of Opening: 12-09-1966 No. of ATMs: 3 Specialty of the Location: Tuticorin, port city is an emerging energy and industrial hub. temple in the centre of the town and the ‘Our Lady of Snows Basilica’ are the major religious attractions in the city. Nearest Railway Station: Tuticorin Railway station 600 mtr Nearest Airport: Tuticorin Airport 18 km Nearest Bus Station: Tuticorin old bus stand 2.4 km Location of ATM 1. Onsite 2. Palayam Kotai Road 3. Near Nila Sea foods.

27 Know Your Branch

Branch Name: VAIKOM Br. Code 0091 Date of Opening : 02.04.1976 No. of ATMs: 2 Specialty of the Location: Main attraction is Vembanadu Lake, Solar Boat, Vaikom Beach, Vaikom-Sathyagraha Memmorial Hall. Famous Vaikom Temple is very nearby. Nearest Railway Station: Vaikom Road 16 km Nearest Airport: Nedubasserry 60 km Nearest Bus Station: Vaikom 200 mts Location of ATM: West gate , Vaikom

Branch Name: VALANCHERRY Br. Code 0092 Date of Opening: 23.11.1970 No. of ATMs: 1 onsite Specialty of the Location: Valancherry is located on - route. Branch is near to historic Nila Lake and Kadampuzha Bhagavathy Temple. Famous amusement Park “Flora Fantasy” is also nearby. Nearest Railway Station: Kuttippuram 7 km Nearest Airport: Kozhikode International Terminal 48 km Nearest Bus Station: Bus Stand 100 mtr, bus depot 11 km Location of ATM: Valanchery

Branch Name : Br. Code 0093 Date of Opening : 10.03.1971 No. of ATMs: 1 onsite Specialty of the Location: A smal village in the , state of Kerala as of 2001 India census, has a population of 12,160 with 6,006 males and 6,154 female. Nearest Railway Station: Muthalamada-7 km Nearest Airport: Coimbatore-60 km Nearest Bus Station: Tattamangalam-7 km Location of ATM: Branch Premises

Branch Name: VELUR Br. Code 0094 Date of Opening: 20.04.1964 No. of ATMS: 1. onsite Specialty of the Location : Rural area. Jesuit priest from Germany Fr. Johann Ernst Hanxleden, known as Arnos Pathiri, who wrote the first - Portuguese Encyclopedia has given his energy not only to Velur but to the whole world through his literary works. Velur church was founded by Arnos Pathiri on 3 Dec. 1712 in honour of St. Francis Xavier. Nearest Railway Station: Thrissur 20 km Nearest Airport: Nedumbassery 60 km Nearest Bus Station: Kunnamkulam 13.5 km Location of ATM : Velur

Branch Name: WADAKKANCHERY Br. Code 0095 Date of Opening: 19.02.1932 No. of ATM: 1 Specialty of the Location: Wadakkanchery is the oldest branch of SIB and the famous tourist sopt Vazani Dam and Poomala are nearby. Nearest Railway Station : Wadakkanchery R S 1 km Nearest Airport : Nedumbassery 71 km Nearest Bus Station: Wadakkanchery 0.1 km Location of ATM Onsite

28 CAIIB Sibians

Krishnan K.R. Livin K. Sabu Mary Teresitta A.C. Rajan Varghese Saran Krishna R Shaik Akhila Shikha Verma Yusuf Ahmed Clerk Prob. Officer Assistant Manager Manager Manager (CA) Assistant Manager Assistant Manager Manager TBD Dimapur Chellanam Palakkad-Melamuri Credit Department Almasguda Noida Perambalur JAIIB Sibians

Anand Swaminathan Deepthi Panoli Jisna Sebastian Joel Varghese T Mithula Sreenivasan Pradeepkumar K Reshma Jose Revathy M Probationary Officer Assistant Manager Clerk Assistant Manager Clerk Probationary Clerk Probationary Officer Probationary Officer Tuticorin Delhi RO Puduppady Kechery Poonoor Trichy

Sherin Sebastian Sonia Joseph Soumya Chatterjee Soumya V. Sivaraman Steena Joseph Tisa Jacob Vidya Menon C Assistant Manager Assistant Manager Clerk Clerk Clerk Assistant Manager Clerk Thrissur M G Road CBE Big Bazar St Kolkata G.C.Avenue Palakkad - Chandra Nagar Mattannur Retail Banking Dept. Karthikapally Sudoku Email us the right answer on or before 15th Nov, 2018 and you could be the lucky one to be featured in the next issue!

Painting by Sajnu Jose Poothokaran, Br.

29 Wedding Bells

Joemon Johnson, Assistant Manager, RBD & Sreejith D Shenai, Manager, Br. Belthangady & Manuel Thomas George, Clerk, Panachipara br. Riya Jose Archana Ashokkumar Kamath & Jemy K Jacob

Sreeram, S/o Shyma M.P., Manager Kannur Nidhin B Mathew, Clerk, Br. Sakkimangalam & Jean J Neelamkavil, Clerk Kanjany br. & RO & Swetha Premraj Stephy Steephen, Clerk, Br. Kottayam Medical College Tinu Abraham, Clerk, SBI Thodupuzha

Aishwarya Chandran, Ernakulam Market Mr Krishnaraj K .,Asst. Manager, Br. Kozhikode SM Street Vishnu Harikumar S/o Geetha Devi E. Road & Akhil S. Nair & Gayathri R Krishnan. Asst. Mgr., EKM NRI & Reshma Roshan Kumar, Clerk, Br. Puttur & Lavanya

Siblink Wishes a Happy & Prosperous Married life 30 CLICKZ !!!

On the banks of Ganges in the City of Joy Kolkata

- Anshu Kejriwal Manager Inspection & Vigilance Department

Mom's ancestral house Radhanagar Beach, Andamans, Saiganesh. P Animita Chakrabarty Br. Kolkata Brabourne Road Assistant Manager, Asian Christian Academy EC-Hosur Nubra Valley, Leh Ladakh, Kashmir Nahab N, Retail Banking Dept.