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[PDF] APPEL A PROJETS. «Installation d unités de dessale
[PDF] Points forts LES LOGEMENTS E N P OLYNÉ SI E F RANÇ
[PDF] Visio as a Service Une solution simple et évolutiv
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[PDF] O RGANISMES DONT LES FORMATIONS ONT ETE HOMOLOGUEE
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[PDF] REGLEMENT INTERIEUR. ARTICLE 1er: FONCTIONNEMENT
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[PDF] Outils numériques personnels
[PDF] 9 septembre 2012. 3 ème Slalom de la Principauté d
Page 1
OPER ATINGMANUAL
FORHUMAN RESOURCE DEPTT
NATIONAL HOUSING BANK
Core 5-A, INDIA HABITAT CENTRE
LODHI ROAD, NEW DELHI-110003
Page 2
Page 3
PREFACE
Operating Manual for Human Reso
urce Deptt has been prepared by us in-house. The Manual has been written in simple language, and it covers the Recruitment and Selection of officers, Mentor Scheme, Confirmation, Training, Promotion, PayRoll and
Reimbursement, Terminal benefits, Post Retirement benefits, Entitlements on Resignation, Exit Interview, Annual appraisal of officers, Summer placement of students in the Bank, etc. Major existing policies, various formats currently in use in theHuman Resource
Deptt have been placed in the Manual as annexure at the end of each Chapter to facilitate processing of papers by the officers posted in the Department. The Manual is expected to be ready source of guidance to the HR Officers.It will be our
endeavor to revise the Manual as and when HR policies are revised by the Bank from time to time.Page 4
Page 5
Table of Contents
Chapter Work area Page no.
1.Recruitment & Selection
7 2.Mentor Scheme
573.
Absorption and PF Membership
654.
Confirmation
815.
Training
856.
Annual Appraisal
1117.
Promotion and fixation of pay on Promotion
1298.
Pay Fixation on Wage Revision
1499.
Payroll & Reimbursement
15310.
Terminal Benefits
19311.
Post Retirement benefits
22112.
Entitlements on Resignation
24113
Exit Interview
24914.
Summer placement of students
25315.
Index for Annexure
261Page 6
Page 7
Chapter 1
Recruitment and
Selection
Page 8
Page 9
Recruitment and Selection
Purpose:-
To enable sourcing & selection of the right fit of talent into the intended positions in the National Housing Bank to meet the current & future human resource needs.Philosophy:-
To hire adequately qualified and competent employees suitable for the requirements of National Housing Bank so that NHB can maintain pace with its targeted growth rate in time with its charter. NHB is taking on new roles and activities and looking for new business segments. Such efforts need fresh human resources and proper utilization of existing resources.Vacancy Identification:-
Vacancies for the various positions in NHB may be identified using following information which include: (1) Sanctioned vs. Actual staff strength (2) Exit of the existing employees/ replacement. (3) New positions on account of business expansion. (4) Contract (temp or fixed term) appointment to fill identified talent gaps. New Vacancy review and sanction by the competent authority:- After new Vacancy identification, the same may be notified to the competent authority for its review and approval. The competent authorities are as indicated in the table below:Sl. Posts
Sanctioning Authority of
PostsAppointing Authority
1. Officers in SMG Scale IV and
aboveBoard of Directors
Chairman and
Managing Director
2. Officers in MT Scale II and
MMG Scale III
Board of Directors
Executive Director
3. Officers in MT Scale I Chairman and Managing
Director
Executive Director
Source
: - NHB's Recruitment & Selection Policy. Once the existing/newly sanctioned vacancies to be filled have been finalized, the proposal for filling vacancies may be taken up by HR Department for further action.Page 10
Recruitment Proposal /Approval:-
HRD may initiate the process of recruitment and seek approval from competent authority for further action. Once the recruitment proposal is approved by competent authority, position may be floated for filling the vacancies in accordance with the approval. Flow of Recruitment Process would be broadly as under:-New Vacancy Review and
sanction by competent authority.Recruitment
Proposal/ approval
Position Floated
Public Advt.
Recruitment
Screening Profiles
If written
test requiredArrange & Conduct
GD/PIIf Qualified/
Shortlisted
If Qualified/
Shortlisted
REJECTION
Yes Yes Yes No No NoConduct written test
Eligible applicants
listedPage 11
Types of Recruitment:-
A)Regular recruitment :Recruitment of Regular employees on permanent ba sis who will be gove rned by service Regulations is done against sanctioned vacancies through open recruitment or recruitment as approved by the competent authority. B)C ontractual recruitment : C ontractual recruitment is done for identified specialised positions as per policy approved by the Board. Contractual employees may be selected directly by the Bank or employed through an agency on fixed compensation for the specified period. Recruitment of ex-servicemen through Directorate General of Resettlement or those who hav e registered under the directorate may also be considered on need basis.Final Selection
Provisional Offer
Letter to Candidates
Candidate Joins &
Office order is
issuedAcceptance
Fit as per
Medical Test
KYE Checks
commencedBack to Review
No No Yes YesNegative
Page 12
Following channels of recruitment may be adopted to fill the identified vacancies as per approval of the Competent Authority: Public advertisement is used to recruit officers on both regular & contractual basis.Public Advertisement:-
i)Recruitment through Newspapers/Website
Brief advertisement inviting applications for vacancies at different levels may be advertised in atleast one English and one vernacular newspaper through the Corporate Advertising wing of BP & PD, so as to give wide coverage. A specimen of the Brief Advertisement is placed atAnnexure 1.1
Detailed advertisement giving information about the posts, qualifications, experience, competencies required along with other details may be placed on theBank's Website
www.nhb.org.in. IT Department may be specifically advised the date from which the Advertisement shall be placed on the Website and the date from which it shall be removed and shifted to the 'Archives' menu. A specimen of Detailed advertisement is given atAnnexure 1.2
ii) Bank may, if required, use the services of recruitment agencies for recruitment, including web-based agency. HRD may identify such specialized recruitment agencies for availing their services with the approval of CMD. The recruitment may be for permanent positions as also for contractual and /or temporary positions required for specific projects/competency gaps.Using Specialized Agencies
Recruitment through
newspapers.Internet (web-based)
recruitment.Recruitment using
specialized agencies.Regular Recruitment
Contractual Recruitment
Page 13
Screening Profiles:-
Once the position has been floated and applications received in the Bank/Agency, the next step is to generate a list of applications received and filter the applications received from candidates in accordance with the eligibility criteria.Eligibility Criteria
The minimum qualification and experience required for recruitment of officers at various levels will be stipulated by the Bank with the approval of CMD depending upon the requirement of skills and expertise for specific posts. Qualification and experience required in general will be as under: (A)Educational Qualification/s (Minimum):-
i Management Trainee - Scale I Candidates with a Bachelor's Degree from a recognized University and further qualifications as may be required by the bank may be recruited asManagement Trainees
- Scale I.. iiManagement Trainee
- Scale II A Bachelor's Degree from a recognized University and professional qualification such as CA, ICWA, CFA, MBA or post-graduate degree inEngineering, Architecture' etc.
iii MMG Scale III (Manager) to TEG Scale VII (General Manager) The qualifications shall be decided as required for the position/s. (B)Work Experience:-
i Management Trainee - Scale I Fresh graduates may be considered for recruitment. Preference may be given for postgraduate/ experienced candidates. ii Management Trainee - Scale II Post Graduates with two to three years experience in relevant fields may be considered for recruitment. Preference may be given for more qualified/experienced candidates. iii MMG Scale III (Manager) to TEG Scale VII (General Manager) Relevant experience shall be required depending on the post to be recruited for, as may be approved by the CMD.Page 14
(C)Age Limit
The minimum age limit for recruitment of officers in Management Trainee Scale I shall be 21 years of age and maximum 28 years. Age limit for recruitment of officers in other scales shall be fixed by the Bank as per banking industry practice with the approval of CMD. Relaxations in upper age limit shall be allowed as per Government guidelines. Presently, candidates from following categories are eligible for upper age limit relaxation as shown there against. Relaxation in upper age limit would be available as under :- (for all posts)Sr. Category of Candidates Relaxation
(a) Scheduled Caste (SC) andScheduled Tribe (ST)
5 years
(b) Other Backward Classes (OBCs) below Creamy Layer 3 years (c) Persons with Disabilities (PWD) 5 years (unreserved),10 years (SC/ST) and
8 years (OBC)
(d) Internal Candidates up to DGMLevel 5 years
(e) Internal Candidates at GM level 3 years (f)Internal reserve category
Candidates up to DGM Level Additional 5 years
to the relaxation set by Govt (g) Internal reserve categoryCandidates at GM Level
Additional 3 years
to the relaxation set by Govt Once the screening is done, the candidates found in sync with the eligibility criteria may be listed for written test/GD/PI, as has been approved in accordance with the nature of the position floated.Eligible applicants listed:-
The Listed candidates will go through the following selection criteria on the basis of positions floated:Page 15
SELECTION PROCEDURE:-
i)Written Test
Written Test may be arranged for open recruitment for the posts of Management Trainee Scale I & Scale II through IBPS or other agency approved by CMD. The written test should be objective in nature and should comprise of tests in Reasoning ability, Numerical/Quantitative Ability, Language proficiency /comprehension, Computer Literacy and General Awareness. ii)After written test, selected candidates may be called for Group Discussion, if required. In the past, Bank had called short-listed candidates for GD and interview
in 1:5 ratio. The Group Discussion shall assess the candidates of their Communication, Team Orientation, Initiative and Leadership, Reasoning and Interpersonal/Social skills etc. The Committee to oversee conduct of group discussion is constituted by the competent authority as is the case for Interviews is given below.