Every year lakhs of candidates apply for this job.
Opinion The resurgence of global financial risk The Banks Board Bureau has recommended five executive directors of public sector banks for top posts in state-run banks which will fall vacant in coming months.
Sankara Narayanan of Bank of India and R.
Subramaniakumar of Indian Overseas Bank. Within hours of selection, the Bureau put up the names on its website—probably to bring in transparency and ward off any pressure from any quarter to change the names later.
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The selection process of these five gentlemen also marks a departure from the past. Assessment centre is a catch-all term which refers to a standardized evaluation of behaviour, based on multiple evaluations, including job-related simulations, interviews, and psychological tests.
Such a test helps identify the hidden aspects of candidates that are difficult to extract from a face-to-face interview. The Bureau sought the assistance of Egon Zehnder, a global executive search, talent strategy and leadership development firm, to conduct such tests.
Do these five candidates have great leadership qualities? Unlike in the past, when the government invited applications from the private sector for the top jobs in state-run banks, this time around the selection was done from among the talent available within the industry.
Intwo large public sector banks got CEOs from the private sector—P. Unlike Jayakumar who had worked in the private sector throughout his career, Sharma had spent three decades with the State Bank of India SBI before his month stint in the old private bank.
The government is still watching the experiment of managing a state-run bank with a private sector executive before opening the doors for more.
Indeed, the selection process of the five CEOs is innovative, but no less interesting is the act of swapping the top jobs of two banks last month. Why has this been done? There have been various theories doing the rounds.
This is probably not correct. I understand that the banking regulator expressed concerns about the health of IDBI Bank and wanted the government to strengthen its management bandwidth but did not recommend shifting its CEO to another bank. It is better capitalised Bad loans of IDBI Bank have doubled since September when the RBI put in place the so-called asset quality review and its overall stressed assets are more than one-fourth of the loan book.
Of course, Jain can take up his new assignment as the biggest challenge in his career and if he turns around the bank, that will be an achievement. Most importantly, if one is not found suitable to manage one particular bank, should the person be given another bank to run—or should she be asked to hang up her boots?
Clearly, there is something else behind this development which we do not know. The government had appointed global management consulting firm Hay Group which was acquired by Korn Ferry in endto identify the candidates for the top jobs in these five banks.
Ironically, Jain who has now been called to steer IDBI Bank out of the mess, had applied for the top job at one of these banks at that time but could not make it.The main aim of this research would be to target on the importance of recruitment and selection in one of the leading public and private sector banks in India, State bank of India and I.
C. I.C.I and how does it differ from a private limited bank. The Institute of Banking Personnel Selection also known as IBPS, is a recruitment body that was started with an aim to encourage the recruitment and placement of young graduates in public sector banks in India (except SBI).
It also provides standardized systems for assessment and result processing services to organizations. KOLKATA: Getting employed in a public sector bank will become more rigourous from this year, with the nodal selection body introducing a third layer to the hiring process to eliminate not-so-serious candidates and prevent impersonation.
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Getting employed in a public sector bank will become more rigorous from this year as the nodal selection body has introduced a third layer to the hiring process.
selection process applied in the sample public sector and the private sector banks as indicated by their responses which have been measured on five-point Likert Scale.
To test whether there.