Canara Bank, a leading Public Sector Bank, invites Online applications from Indian Citizens for appointment of following Probationary Officers only from the candidates who have valid CWE score card :
Probationary Officer (PO) : 2000 posts in JMG-I scale Rs.14500-25700/-
How to Apply : Apply Online, submission of Online application through Canal Bank
1. Human Resources Development envisages the growth of the individual in tandem with the organization and aims to achieve synchronization in a bid to attain the goals set out. It also, inter-alia, aims at the upliftment of the individual by ensuring an enabling environment to develop capabilities and to optimize performance. The organization, on its part, would endeavour to tap individual talents and through various initiatives, ingrain in its human resources, a sense of job satisfaction that would, with time, percolates down the line.
2. Our Bank has, over the years, taken a series of initiatives in ensuring the development of our human resources and a number of time – tested systems have been put in place to hone employee talent and equip them to take the vigours of office and take the measure of the competition. That we have been largely successful in our endeavour is a testimony to the efficacy of our well crafted systems:
3. Entry Interview assumes great significance as it is the first step in the process of enfolding the new entrant in the warmth embrace of “Canbank Family Culture”. The pride of being a part of our institution goes a long way in moulding our best asset the human resource. The system of “Entry Interview” paves way for this. Objectives of the system is To introduce the new entrant to the history, ethos, culture, tradition and work ethics of the Bank.
4. The Visionaries of our Bank had, long back, foreseen the importance of imparting professional training to our employees for efficient working. As a result, ‘Bangalore School of Training’, the in house training centre of the Bank, was born on 12.04.1954. Today, our Training system has an Apex College, viz., The Staff Training College (STC) at Bangalore with 13 Regional Staff Training Colleges (RSTCs) spread across the country for effective in-house and cost beneficial training. The Apex College at Bangalore is the epicenter of training, involving itself in designing, conducting and evaluating the in-house training programmes and getting feedback on post training utilization. It has Core Group of faculty dealing in these aspects. HR&OD Section, Personnel Wing, HO, co-ordinates with the functions of STC and also takes care of external, in-company and foreign training of employees and executives.
5. Knowledge Management of Human Resource is crucial for any business organisation to face the challenges of competition and to march ahead in the field. As knowledge is power, constant updation of knowledge is essential. Besides, the well established and constantly reviewed training system, we have certain incentive schemes as HR initiatives for self development of our employees.
6. Employees are the ‘Back Bone’ of any organisation. Systems & procedures are implemented and new & innovative products are delivered through them. They are the ones who are in constant touch with clients and customers. Hence, they can pinpoint as to where exactly the shoe pinches and are capable of giving their suggestions and ideas for improving the systems, procedures, services, products, etc. To facilitate this, we have a HRD system of ‘Employee Suggestion Scheme’ in place. This aims at kindling innovative spirit of the employees and recognizing their valuable contributions by way of feasible suggestions.
7. Staff Meeting is one of the oldest format HRD systems of the Bank. It is the most useful participative forum at branch/unit level enlisting involvement of all the employees at all cadres in the effective functioning of the branch/office. It is a free forum for two way communication facilitating both individual development and organizational effectiveness. The concept basically aims at Group Synergy, Team Building, Open Culture, Family Feeling and Talent Recognition which individually and cumulatively benefits the organisation.
8. The concept of Study Circle aims at self development of employees by instilling a desire to acquire/update knowledge, information and experience. It also kindles and triggers thinking and learning process, thus facilitating personality development. This is an innovative HRD practice of the Bank, envisaging enrichment of general knowledge, enabling multifaceted development of employees, giving an opportunity to employees to discover their talent, come out of their cocoon and exhibit the same. Added advantage is that the same is arranged at the doorstep of the employees for their benefit.
9. This is an old and useful technique for generating ideas and suggestions on a topic of relevance so as to generate different possible solutions to a problem by stimulating thinking and imaginative power of employees. This common technique is well utilized by our Bank, involving employees at all levels and cadres. Having faith in collective wisdom of employees, we have adopted the Brainstorming technique to generate ideas from a cross section of employees on corporate topics of relevance.
10. The roots of genesis of Quality Circle could be traced to post 2nd world war scenario when mass industrial production resulted in low quality, high competition, loss of communication and closeness between Management and workers. Japan, which lost everything, could thrive only on its survival instinct and Dr Kaoru, Ishikawa an Engineering Professor at Tokyo University conceived the idea of Quality Circle under his leadership which was registered with Union of Japanese Scientists and Engineers.
11. Quality Circle is a voluntary group of employees in the same work area, coming together, working as a team, solving work related problems resulting in self development and organizational benefit. The concept has been built on the basic foundation of “Participative work culture” with motivation and involvement of employees at grass roots level exploring their potentials, creativity and capabilities.
12. With a view to provide greater exposure and wide experience, Quality Circles which have successfully completed their projects are nominated – To participate in Bank’s Apex Quality Circe Contest. For presentations at external forums like – Local Chapter Conventions and Annual National Convention on Quality Circles(NCQC) organized by Quality Circle Forum of India (QCFI).
13. Apart from the above, QC Teams are being nominated to International Conventions on Quality Control Circles(ICQCC) organized by member countries. Several of our QCs have won prizes and accolades at these conventions.
14. The concept enables to bid a ‘Warm Farewell’ to exiting employees, remembering their long association, respecting their vast experience and considering their valuable suggestions for organizational benefit. It is an old and well conceived HRD system of the Bank which needs focussed attention to build better employer – employee relationship and to ensure post retirement association with the Bank by way of business and propagation of goodwill.
Tentative Last Date :15-02-2012
About the organization:
Widely known for customer centricity, Canara Bank was founded by Shri Ammembal Subba Rao Pai, a great visionary and philanthropist, in July 1906, at Mangalore, then a small port in Karnataka. The Bank has gone through the various phases of its growth trajectory over hundred years of its existence. Growth of Canara Bank was phenomenal, especially after nationalization in the year 1969, attaining the status of a national level player in terms of geographical reach and clientele segments. Eighties was characterized by business diversification for the Bank. In June 2006, the Bank completed a century of operation in the Indian banking industry. The eventful journey of the Bank has been characterized by several memorable milestones. Today, Canara Bank occupies a premier position in the comity of Indian banks. With an unbroken record of profits since its inception, Canara Bank has several firsts to its credit. These include: Over the years, the Bank has been scaling up its market position to emerge as a major ‘Financial Conglomerate’ with as many as nine subsidiaries/sponsored institutions/joint ventures in India and abroad. As at June 2010, the Bank has further expanded its domestic presence, with 3057 branches spread across all geographical segments. Keeping customer convenience at the forefront, the Bank provides a wide array of alternative delivery channels that include over 2000 ATMs- one of the highest among nationalized banks- covering 732 centres, 2681 branches providing Internet and Mobile Banking (IMB) services and 2091 branches offering ‘Anywhere Banking’ services. Under advanced payment and settlement system, all branches of the Bank have been enabled to offer Real Time Gross Settlement (RTGS) and National Electronic Funds Transfer (NEFT) facilities. Not just in commercial banking, the Bank has also carved a distinctive mark, in various corporate social responsibilities, namely, serving national priorities, promoting rural development, enhancing rural self-employment through several training institutes and spearheading financial inclusion objective. Promoting an inclusive growth strategy, which has been formed as the basic plank of national policy agenda today, is in fact deeply rooted in the Bank’s founding principles. “A good bank is not only the financial heart of the community, but also one with an obligation of helping in every possible manner to improve the economic conditions of the common people”. These insightful words of our founder continue to resonate even today in serving the society with a purpose. The growth story of Canara Bank in its first century was due, among others, to the continued patronage of its valued customers, stakeholders, committed staff and uncanny leadership ability demonstrated by its leaders at the helm of affairs. We strongly believe that the next century is going to be equally rewarding and eventful not only in service of the nation but also in helping the Bank emerge as a “Global Bank with Best Practices”. This justifiable belief is founded on strong fundamentals, customer centricity, enlightened leadership and a family like work culture. Interms of SEBI guidelines, the Registrar and Transfer agent of the Bank is extending the facility of simultaneous transfer -cum dematerialisation of shares to the investors. On transfer of shares in the name of the transferee , they are being apprised to submit letters to their depository participants for dematerialisation of shares. On receipt of Demat request forms, the shares are dematerialised and confirmation through electronic mode is sent. If the demat request number is not received within a period of 30 days, the duly transfered share certificate is despatched to the transferee. PAN requirement for transfer of shares in Physical Form : As per the guidelines of the Securities and Exchange Board of India (SEBI), for securities market transactions and off-market / private transactions involving transfer of shares in physical form, it shall be mandatory for the transferee/s to furnish copy of PAN Card to the Registrars and Transfer Agents (RTA) for registration of such transfer of shares. Deletion of name of the deceased shareholder(s), where the shares are held in the name of two or more shareholders. Transmission of shares to the legal heir(s), where deceased shareholder was the sole holder of shares. Transposition of shares – when there is a change in the order of names in which physical shares are held jointly in the names of two or more shareholders. Names of Depositories for Dematerialisation: National Securities Depository Ltd (NSDL) Central Depository Services (India) Ltd (CDSL) The Bank has entered into an agreement with National Securities Depository Ltd and Central Depository Services (India)Ltd as an issuer company for Dematerialisation of Bank shares. In accordance with the directions of the Securities and Exchange Board of India, trading in Canara Bank Shares by all categories of Investors will only be permitted in dematerialised form.
(A Government of India Undertaking)
Recruitment Cell, Personnel Wing
Head Office (Annexe), 14, Naveen Complex, M G Road, Bangalore – 560001