Contents

• Introduction to Punjab and Sind bank

• Introduction to Human Resource

• Introduction to HR policies

• HR business model of Bank

• HR objectives of Bank

• Probationary officers Recruitment

Procedure(Punjab and Sind Bank)
• Selection Procedure For Probationary
Officers
• Clerical Recruitment Procedure ( Punjab
and Sind Bank)
• Selection Procedure for Clerks

• Comparison Between HR Policies of

Clerks and Probationary Officers
• Reference
Introduction to Punjab and Sind
Bank
History

It was in the year 1908, when a humble idea to uplift the poorest of poor of the land
culminated in the birth of Punjab & Sind Bank with the far-sighted vision of luminaries like
Bhai Vir Singh, Sir Sunder Singh Majitha and Sardar Tarlochan Singh. They enjoyed the
highest respect with the people of Punjab.
The bank was founded on the principle of social commitment to help the weaker section of
the society in their economic endeavors to raise their standard of life.
Decades have gone by; even today Punjab & Sind Bank stands committed to honor the social
commitments of the founding fathers.

Vision and mission

Corporate Vision

We envision emerging as a strong vibrant Bank through synchronization of the

human, financial and technological resources.

Corporate Mission

• To put in place the effective Risk Management and Internal Control Systems.
 • To adopt and operationalise high-level technology standards.
To strive to achieve excellence in Customer Service.

• To achieve the highest standards of transparency and accountability in the conduct of

banking business.

• To adopt professional approach in effectively managing financial as well as non-

financial risks.

• To maximize profitability and profits of the Bank with due compliance of prudential
guidelines.

• To maximize competitive risk adjusted return on capital, through planned reduction in

the average cost of funds, increased yield on advances and investments besides
reduction in cost of operations

Objective
The bank was founded by luminaries like Bhai Vir Singh, Sir Sunder Singh Majitha and
Sardar Tarlochan Singh in the holy city of Amritsar on the principle of social commitment to
help the weaker section of the society in their economic endeavours to raise their standard of
life.

Achievements and Activities

Punjab & Sind Bank is the first bank in Northern India to obtain ISO 9002 certification for its
selected branches. Its Housing Finance Branch caters to the credit need of the house
aspirants.

The bank has entered into agreements for Non Life insurance business with M/s Bajaj Allianz
General Insurance Company and Life Insurance business arrangements with M/s Aviva Life
Insurance Company India Pvt. Ltd. Its customers can now avail insurance related services
under one roof

Nationalization
Punjab & Sind Bank was nationalized in 1980 along with six other banks by the Government
of India

Products & Services

Deposits Savings Account

Recurring Deposit
Fixed Deposits
 Current Accounts

Loans Priority Sector Loans

Housing Loan
Home Enhancement Loans
Personal Loan
Education Loan
Car Loans
Business Loans

Other Services NRI Services

Punjab & Sind Bank-ICICI Bank Credit Card
Gold Card Schemes
RBI Citizens' Charter including cash and deposits
Locker Facilities
RTGS
NEFT
PSB e-funds Transfer
Tax Payment
E-bill Payments
PSB- Aviva Allianz Insurance

Introduction to Human Resource

Human resources is a term used to describe the individuals who comprise the workforce of
an organization, although it is also applied in labor economics to, for example, business
sectors or even whole nations. Human resources is also the name of the function within an
organization charged with the overall responsibility for implementing strategies and policies
relating to the management of individuals (i.e. the human resources). This function title is
often abbreviated to the initials 'HR’

Human resources is a relatively modern management term, coined in the 1960s The origins of
the function arose in organizations that introduced 'welfare management' practices and also in
those that adopted the principles of 'scientific management'. From these terms emerged a
largely administrative management activity, coordinating a range of worker related processes
and becoming known, in time as the 'personnel function'. Human resources progressively
became the more usual name for this function, in the first instance in the United States as well
as multinational corporations, reflecting the adoption of a more quantitative as well as
strategic approach to workforce management, demanded by corporate management and the
greater competitiveness for limited and highly skilled workers
Introduction to HR Policies
Human resource policies are systems of codified decisions, established by an organization, to
support administrative personnel functions, performance management, employee relations
and resource planning

Each company has a different set of circumstances, and so develops an individual set of
human resource policies.

Purposes

HR policies allow an organization to be clear with employees on:

• The nature of the organization

• What they should expect from the organization
• What the organization expects of them
• How policies and procedures work
• What is acceptable and unacceptable behavior
• The consequences of unacceptable behavior

The establishment of policies can help an organization demonstrate, both internally and
externally, that it meets requirements for diversity, ethics and training as well as its
commitments in relation to regulation and corporate governance. For example, in order to
dismiss an employee in accordance with employment law requirements, amongst other
considerations, it will normally be necessary to meet provisions within employment contracts
and collective bargaining agreements. The establishment of an HR Policy which sets out
obligations, standards of behavior and document displinary procedures, is now the standard
approach to meeting these obligations.
Developing the HR Policies

HR policies provide an organization with a mechanism to manage risk by staying up to date

with current trends in employment standards and legislation. The policies must be framed in a
manner that the companies vision & the human resource helping the company to archive it or
work towards it are at all levels benefited and at the same time not deviated from their main
objective.

HR Business Model of Bank

The Strategic HR Business Model adopted by Bank of Baroda incorporates its HR Mission
and Philosophy and is focused towards attainment of long-term organizational goals.

A very strong Organizational Leadership at different levels forms the key link in the Model.
These are;

• Strategic Leadership - Corporate level

• Business Leadership - Zonal & Regional level

• Operational Leadership - Business unit level i.e. branch

The two vital Human Resource sub-systems i.e. HR Planning & Management Sub-System &
Competency Based HRD Sub-System shape the very crucial Performance Environment
within the Bank which facilitates development of enabling capabilities of people.

Through proper developmental inputs, Positive Attitude & Right Mindset is created among
people.

Through proper Communication Medium and an Organizational Culture of sharing,

openness, collaboration & confrontation, autonomy etc., people in the organization are
facilitated to give their best output (performance).

The Model is adequately supported by a suitable Learning Platform, which imparts proper
Knowledge and enhances Learning among people (functional, behavioural etc) so that their
Competence increases and their potential could be properly leveraged for greater Individual
and Organizational Effectiveness.

These create proper Employee Motivation, which ultimately facilitates Goal Achievement.

HR Objectives of Bank
To initiate & institutionalise globally competitive HR practices in the Bank in our
pursuit to become a Bank of international standards and to become an employer of
preferred choice;

To put in place relevant HRD strategies and use modern methodologies to undertake
organizational renewal; identify and nurture talent, bring about marked changes in
the mindset of employees at all levels so as to enhance HR Quality;

To create a performance-driven culture and an exciting workplace for the employees

To create a pool of entrepreneurial managers and business leaders for future;

To inculcate a strong and effective sales and service culture across levels in the
organization in order to generate strong stakeholder affiliation;

To create a learning organization for employees’ intellectual growth and creativity;

and to re-skill the workforce to operate in digitally enabled modern core banking
environment.

Probationary officers Recruitment

Procedure (Punjab and Sind Bank)
Eligibility criteria
Nationality / Citizenship:
A candidate must be either
(i) A citizen of India,

(ii) A subject of Nepal,

(iii) A subject of Bhutan,

(iv) A Tibetan refugee who came over to India before 1st January, 1962with the
intention of permanently settling in India,

(v) A person of Indian origin who has migrated from Pakistan, Burma, Sri Lanka, East
African countries of Kenya, Uganda, the United Republic of Tanzania (formerly Tanganyika
and Zanzibar), Zambia, Malawi, Zaire, Ethiopia and Vietnam with the Intention of
permanently settling in India.

Provided that a candidate belonging to categories (ii), (iii),(iv) & (v) above shall be a person
in whose favour a certificate of eligibility has been issued by the Government of India. A
candidate in whose case a certificate of eligibility is necessary may be admitted to the
examination/ interview conducted by the Bank but on final selection the offer of appointment
maybe given only after the production of necessary eligibility certificate issued by the
Government of India.

Relaxation in Upper age Limit

Educational qualifications and Post Qualifications Work

Experience
(A) All Educational Qualifications should be from a recognized Board/ University/ Institute.
The Educational Qualifications prescribed for the posts are the minimum requirements for
eligibility. Candidates must possess above qualifications / work experience as on
01.01.2010(except fresh CAs who is likely to complete their qualification up to 30/04/2010)
and must submit Marks Sheet and Degree issued by the University if called for interview.

(B) Candidates should ensure that he/she fulfils the eligibility criteria & other norms
including being in possession of documents specified in this notification before applying for
any posts.

Pre examination Training

It is proposed to impart free Pre- Examination Training to a limited number of Candidates
belonging to Scheduled Castes/ Scheduled Tribes/ Minority Communities on “First come first
served basis” at Chandigarh/New Delhi/Mumbai/Chennai/Kolkata. Training Centres may
also be reduced /increased or changed at the discretion of the Bank. An eligible candidate
who wishes to avail Pre-Examination Training should fill in the relevant column in the
application format. Expenses regarding travelling, boarding, lodging etc will be borne by the
candidate for attending the Pre- Examination Training Programme at the concerned Training
Centre.

Selection Procedure for

Probationer Officers
All eligible candidates must submit their applications on or before the last date of receipt of
applications. Final selection will be made on the basis of performance in the written test
and/or interview taken together. Merely satisfying the eligibility norms does not entitle a
candidate to be called for written test or interview and Bank reserves the right to reject any
application without assigning any reason whatsoever.

1. The written test (Objective Tests + Descriptive Paper) will be as

under:

I) For Post Code 1

Objective Tests consisting of
(i) Test of Reasoning Ability,
(ii) Quantitative Aptitude,
(iii) General Awareness,
(iv) Computer Knowledge &
(v) English Language and Descriptive
Paper of English Composition.

(II) For Post Code 02 to 07

Objective Tests consisting of
(i) Test of Reasoning Ability,
(ii) Quantitative Aptitude,
(iii) General Awareness &
(iv) English Language and Descriptive Paper of Professional
Knowledge.

2. Interview:

Depending upon the number of vacancies only a certain number of candidates from amongst
Those who qualify by ranking sufficiently high in merit on the basis of aggregate marks in
the Written test will be called for the interview. The candidate has to secure minimum
passing marks in the interview to become eligible for final selection. Final selection will be
made on the basis of aggregate marks obtained by the candidates in the written test &
Interview taken together and will be strictly according to the merit.

Clerical Recruitment Procedure

(Punjab and Sind Bank)
No. of Vacancies

Pay Scale

(Likely to be revised) Rs. 4,410/- - Rs. 13,210/-

(DA, HRA, CCA, Medical, LFC, Pension, PF, Gratuity etc. will be admissible as per Bank’s
Rules.) Pension (if applicable) will be payable as per rules / policy prevalent at the time of
appointment as per Govt of India guidelines as applicable to the Bank and as adopted by the
Bank.
Eligibility criteria
Nationality / Citizenship:
A candidate must be either

(i) A citizen of India,

(ii) A subject of Nepal,

(iii) A subject of Bhutan,

(iv) A Tibetan refugee who came over to India before 1st January, 1962with the
intention of permanently settling in India,

(v) A person of Indian origin who has migrated from Pakistan, Burma, Sri Lanka, East
African countries of Kenya, Uganda, the United Republic of Tanzania (formerly Tanganyika
and Zanzibar), Zambia, Malawi, Zaire, Ethiopia and Vietnam with the Intention of
permanently settling in India.

Provided that a candidate belonging to categories (ii), (iii),(iv) & (v) above shall be a person
in whose favour a certificate of eligibility has been issued by the Government of India. A
candidate in whose case a certificate of eligibility is necessary may be admitted to the
examination/ interview conducted by the Bank but on final selection the offer of appointment
maybe given only after the production of necessary eligibility certificate issued by the
Government of India.

Age limit

Relaxation in Upper age Limit

Minimum Educational Qualification

Pre examination Training

It is proposed to impart free Pre- Examination Training to a limited number of Candidates

belonging to Scheduled Castes/ Scheduled Tribes/ Minority Communities/ Ex Servicemen on
“First come first served basis” at Chandigarh, New Delhi, Mumbai, Kolkata, and Chennai.
Training Centres may also be changed or
even be cancelled at the discretion of the Bank. An eligible candidate who wishes to avail
Pre-Examination Training should fill in the relevant column in the Application format. All
expenses regarding traveling, boarding, lodging etc will be borne by the candidate for
attending the Pre- Examination Training Programme at the concerned Training Centre.

Selection Procedure for Clerks

Selection will be made on the basis of performance in the written test and interview taken
together. Merely satisfying the eligibility norm does not entitle a candidate to be called for
written test or interview.

(a) The Written Test (Objective Tests +

Descriptive Paper) will be as under:
I. Objective Tests consisting of

(1) Test of Reasoning Ability,

(2) Test of Numerical Ability,
(3) Test of English Language,
(4) Test of Clerical Aptitude,
(5) Test of Computer knowledge.

Note: The questions in Objective tests except for the Test of English will be printed in
bilingual i.e. English & Hindi.
There will be negative marks for the wrong answers in the Objective Tests.

II. Descriptive Paper on English Comprehension (Qualifying Test)Note :The questions in

Descriptive Paper will be printed in English & is for the purpose to evaluate the
understanding power of candidates in English comprehension only The candidates will
have to answer the Descriptive Paper in English only.

(b) Interview
i) Depending upon the number of vacancies, candidates who pass in each objective test and
rank sufficiently high on the basis of the aggregate marks in the written examination would
only be called for Interview. The candidate has to secure minimum passing marks in the
interview.

ii) Final selection will be made on the basis of the aggregate marks obtained by the
candidates in the written test & interview taken together and will be strictly according to
merit depending upon the number of vacancies.

(c) Probation:

The candidate will remain initially on probation for a period of six months from the date of
joining in the Bank’s service which may be extended at the Bank’s discretion. The
confirmation to the permanent establishment of the bank will be considered in the terms of
the provisions of Bipartite Settlement governing the service conditions of clerical staff,
provided the work, conduct and overall ability are found to be of the standard required by the
Bank.

Comparison between HR policies

of officers and clerks
 Probationary Officers Clerks

No. of Vacancies 500 250

National Citizenship Indian Indian

Age Limit General: 21-30 General: 18-28

SC/Others: 5 Years Relaxation SC/Others: 5 Years
Other Backward: 3 years Relaxation
Other Backward: 3 years
Scale of Pay 10000-18240 4410-13210
(in Rs.) (in Rs.)

Qualification General: 60% in XII th Std. General: 60% in XII th Std.

55% in Graduation
SC/others: 50% in Graduation
Computer qualification is
essential
No. of Chances General- 4
SC/ Others: no restrictions
SC/others: 55% in XII th Std
Computer qualification is
essential
General- 4
SC/ Others: no restrictions

Training Before Yes Yes

Examination
For Candidates

Perquisites Concession For Housing and Concession For Housing and

Personal Loans Personal Loans
Provident Fund Provident Fund
Medical Aid Medical Aid
Selection Procedure Written Tests + Descriptive Written Tests + Descriptive
Paper Paper
Interview Interview
Final selection

Reference

www.psbindia.com
www.vfreshers.com
www.scribd.com
www.wikipedia.org
www.absolutehrsolutions.com
www.citehr.com