IIM ROHTAK HUMANE-R CLUB Presents
HR BULLETIN VOLUME 7
humane.r@iimrohtak.ac.in
HUMANE-R
VOLUME 7
HR Bulletin
1.Tech, HR integration remain key challenges for PSU bank mergers Integration of technology platforms will remain the key challenge for the merger of Punjab National Bank, Oriental Bank of Commerce, and United Bank of India, senior executives at these banks said, even as the government has selected the merger partners on the basis of their IT compatibilities instead of geographic reach. Harmonising
human resource issues will be another key aspect of these mergers, as was seen in the past. “Asymmetrical entities are coming together, so there is bound to be some challenges,� Ashok Kumar Pradhan, chief executive of UBI, said in Kolkata on Saturday at an interactive meeting involving the three banks and customers. 1
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PNB, OBC and UBI use Infosys’ Financle software for their core banking solutions, while Allahabad Bank and Indian Bank are on TCS’ BaNCS software, prompting the government to stitch these alliances for a smoother transition.
merger, such as IT, HR, and product offerings, to ensure success of the exercise. Chief executives of all the 10 public sector banks, which are selected as merger candidates, had a meeting at the Bank of Baroda headquarters in Mumbai on September 4 to get a lowdown on the merger experience.
Similarly, Canara BankNSE -0.28 % and Syndicate Bank are on the same iFlex platform. Union Bank of India, Andhra Bank and Corporation Bank are again on the Finance platform. UBI and OBC use Finance-7 while PNB uses Financle-10. So, UBI and OBC need to upgrade their software solutions to have a seamless integration.
“Bank of Baroda has given us a template on the merger and the likely challenges in this exercise. It was a great learning,” UBI’s Pradhan said. PNB board has already approved the merger while the UBI and OBC will consider it at their respective board meetings – both scheduled for September 18.
On the HR issues, Pradhan said that the best available benefits from the three banks will be passed on to employees. “There will not be any retrenchment or voluntary retirement scheme,” he said. These banks have formed 23 committees covering every aspect of the
The merger is expected to take shape from April 1, 2020. The merged entity will become the convenor of state level bankers’ committee in the states of Haryana, Punjab, Tripura and West Bengal, and union territories of Delhi and Chandigarh.
Read more at: https://economictimes.indiatimes.com/industry/banking/finance/banking/tech-hr-integration-remainkey-challenges-for-psu-bank-mergers/articleshow/71142846.cms? utm_source=contentofinterest&utm_medium=text&utm_campaign=cppst
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2. How the year 2019 fared for Delhi-based startups and
As the decade closed, it is worth looking back to see how much the Indian startup ecosystem has grown over the years. From starting out as a fledgling ecosystem, the combined indefatigable efforts of both public and private stakeholders have led India to become the third-largest entrepreneurial hotspot in the world. Despite witnessing both highs and lows throughout, India’s start-up ecosystem regained its growth momentum near the end of the decade, especially during 2019. It was also the year that saw a rise in the number of startups committed to
produced 11 unicorns – the highest among all Indian startup hubs – with at least one new unicorn emerging each year since 2013. On account of tech-led, progress-driven ecosystem-wide support, the average time for a unicorn to pop in Delhi-NCR is now 5-6 years. In addition, Delhi-NCR currently holds the cumulative private market valuation for start-ups at $50 billion – the highest in the country.
driving large-scale social impact across newage sectors such as cleantech, healthtech, biotech, agritech, and HR tech, among others. During this time, various startup ecosystems emerged and scaled across the country, including Bangalore, Mumbai, Chennai,
Several factors have been responsible for the remarkable proliferation of startups in DelhiNCR and they continue to drive ecosystemwide growth across the country. Among them are the digital revolution, pro-business political will, significant investor support, the presence of top startup accelerators, incubators, and enablers, etc. But, it would be wrong to assume that this is the best that Delhi-NCR, given the resources at its disposal, can do. In fact, the region is yet to achieve its full potential and a range of
Kolkata, etc. Of the powerhouse entrepreneurial hotspots in India, Delhi-NCR has established itself as one of the biggest startup ecosystem and one of the most active global startup hubs. According to TiE DelhiNCR’s recent ‘Turbocharging Delhi-NCR Start-up Ecosystem’ report powered by Zinnov, Delhi-NCR is currently home to more than 7,000 startups. The region has also 3
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Industry experts believe that the first step towards countering this abatement is to boost funding across all stages. A major focus also needs to be driven on infusing capital in seed- and early-stage funding to enable budding ventures to gain a firm footing in the highly competitive market. This requires more and more HINIs and angel investors to enter the entrepreneurial fray in support of Indian innovators along with the formation of angel networks dedicated to empowering the startup ecosystems not only in the DelhiNCR region but also across the country. Furthermore, a focused effort is required to increase structured programs and corporate participation in driving large-scale development of the ecosystem. The same report reveals that Delhi-NCR houses 23% of the total startup volume in the country. On the other hand, one-tenth of all incubators, 8.5% of all accelerators, and 9% of all corporate innovation programs in India are based in the national capital region. Hence, there is headroom for more incubators, accelerators, and high-quality programs to come up and support entrepreneurs at key lifecycle stages.
infrastructural as well as strategic changes are required to unlock this possibility. The challenges and solutions India becoming one of the world’s biggest economies is no longer a question of if, but when. In order to realize this vision, however, ecosystem stakeholders need to drive strategic transformations in several core areas. This is all the more necessary considering the ongoing economic slowdown and the fact that the rate of proliferation of new startups has suffered over the past two years both in Delhi-NCR and across India.
Read more at: https://economictimes.indiatimes.com/small-biz/startups/newsbuzz/how-the-year-2019-fared-fordelhi-based-startups-and-expectations-for-2020/articleshow/73044564.cms? utm_source=contentofinterest&utm_medium=text&utm_campaign=cppst
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3. ‘Anti-IQ’ slurs: Why HR should be mindful of intelligence-related bullying
Terms like “nerd” and “geek” may not seem as harmful as racial or homophobic slurs, but a senior academic last month warned they can cause deep psychological damage. Beth Hale and Pooja Dasgupta look at how HR should tackle so-called “anti-IQ slurs”. research into discrimination against individuals with very high IQ and its psychological impact, calling for people of high intelligence to benefit from the same protection as other minorities. In an employment context, the type of protection sought by Dr Falck falls outside of the current scope of the Equality Act 2010 as intelligence is not one of the nine protected characteristics it defines. The protected characteristics would have been very carefully considered at the time the legislation was drafted, with the aim of protecting interests that are shared by many individuals and have historically triggered widespread discrimination, such as race and gender. There have been notable attempts to widen the scope of the Act; particularly in relation to the definition of “philosophical belief”, which falls within the “religion and belief” protected characteristic. In situations where the definition of a protected characteristic is not so clear cut (as it might be for race or gender, for example), it becomes a matter of interpretation by the courts. A recent employment tribunal ruled that “ethical veganism” constitutes a philosophical belief for these purposes. By way of contrast, intelligence does not neatly fit within the definition of any of the existing protected characteristics. However, if a person is treated differently because of a protected characteristic, such as a disability, it is possible that derogatory comments regarding their intelligence might form part of the factual matrix in respect of proving less favourable treatment. 5
While there does not appear to be immediate protection for those with high IQ, individuals who are mistreated in the workplace due to their intelligence may have alternative legal recourse. For example, they may have claims for breach of contract arising from a break down in trust and confidence and/or personal injury claims. If the conduct is serious enough – particularly, if it is “oppressive and unacceptable” and happens on at least two occasions – the individual might also have a claim under the Protection from Harassment Act 1997 (“PHA”). The PHA renders harassment a criminal offence and also entitles victims to sue the perpetrator in the civil courts for an injunction and/or damages Read more: https://www.personneltoday.com/hr/anti-iq-slurs-why-hr-should-be-mindful-ofintelligence-related-bullying/
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