New Promotion Policy In Bank

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New Promotion Policy In Bank

Suggestion On Promotion Policy In Bank


Sub:-New Promotion Policy
– Amendments Proposed By Some Of Officer's Association.
Suggestions are:
1. Normal Track (65-55%) & Fast Track (35-45%) 


2. Changes in percentage of weightage. 

3. Increase in Educational Qualification marks. 

4. Increase in Job Responsibility Marks with addition of marks for Deputy Branch Manager/Accountant/Deputy Regional Head.  

5. Career Path restriction liberalized for specialist officers. 

6. To reduce debar period in case of Refusal to accept promotion. 

7. 75% average marks in appraisal for last 5 years. 8. Federation has also requested the Top management to decide cut-off date in such a manner that maximum aspirants can apply for promotion. 

I request you all to submit your valued suggestion on above point or suggest best ways to make promotion policy more appropriate and justified . Please Give your valued suggestion on how  to stop misuse of power by higher bosses. Please give suggestion on how to stop culture of flattery and bribery. 

In my opinion, there is no need of having two tracks namely normal and fast track. Both of them have provision for interview . Any officer can be rejected in interview even if he or she  has all talent and on the other hand a bad officer who is yesman and flatterer of higher bosses can be selected for promotion. There is no check point to stop such misuse of power by higher bosses. 

It is not uncommon in India that a powerful person misuse his power to give favour to kith and kin of his caste or his community or his region or his religion. Selection of an officer depends largely on perception and conception of  higher bosses who carry out and who plays lead role  in promotion processes.

Similarly change in marks for various parameters such as educational qualification and  job responsibility become insignificant and ineffective when an appraiser with biased mind or corrupt mind give less marks to a talented and good performing  officer in AAPR or gives less marks in Interview. 

Role of 5 to 10 marks in educational qualification or 10 to 15 marks in job responsibility are negligible as compared to marks in AAPR and Interview. After lapse of  ten to twenty years , an officer with job  responsibility or with no job responsibility earn almost equal marks and hence become ineffective.



Interview Be Abolished for Promotion in Bank



System of Annual Appraisal System is such in bank
which neither appraise understand,
nor assessing authority or reviewing authority understand.
As such AAPR has also become useless exercise in practice.


Suggestion On Promotion Policy In Bank


Sub:-New Promotion Policy
– Amendments Proposed By Some Of Officer's Association.
Suggestions are:
1. Normal Track (65-55%) & Fast Track (35-45%) 


2. Changes in percentage of weightage. 

3. Increase in Educational Qualification marks. 

4. Increase in Job Responsibility Marks with addition of marks for Deputy Branch Manager/Accountant/Deputy Regional Head.  

5. Career Path restriction liberalized for specialist officers. 

6. To reduce debar period in case of Refusal to accept promotion. 

7. 75% average marks in appraisal for last 5 years. 8. Federation has also requested the Top management to decide cut-off date in such a manner that maximum aspirants can apply for promotion. 

I request you all to submit your valued suggestion on above point or suggest best ways to make promotion policy more appropriate and justified . Please Give your valued suggestion on how  to stop misuse of power by higher bosses. Please give suggestion on how to stop culture of flattery and bribery. 

In my opinion, there is no need of having two tracks namely normal and fast track. Both of them have provision for interview . Any officer can be rejected in interview even if he or she  has all talent and on the other hand a bad officer who is yesman and flatterer of higher bosses can be selected for promotion. There is no check point to stop such misuse of power by higher bosses. 

It is not uncommon in India that a powerful person misuse his power to give favour to kith and kin of his caste or his community or his region or his religion. Selection of an officer depends largely on perception and conception of  higher bosses who carry out and who plays lead role  in promotion processes.

Similarly change in marks for various parameters such as educational qualification and  job responsibility become insignificant and ineffective when an appraiser with biased mind or corrupt mind give less marks to a talented and good performing  officer in AAPR or gives less marks in Interview. 

Role of 5 to 10 marks in educational qualification or 10 to 15 marks in job responsibility are negligible as compared to marks in AAPR and Interview. After lapse of  ten to twenty years , an officer with job  responsibility or with no job responsibility earn almost equal marks and hence become ineffective.



Interview Be Abolished for Promotion in Bank



System of Annual Appraisal System is such in bank
which neither appraise understand,
nor assessing authority or reviewing authority understand.
As such AAPR has also become useless exercise in practice.




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