SUJAN BARMAN

Male

[SUJAN BARMAN @sujan2014]

@sanjaybpi

[SUJAN BARMAN @sujan2014]

@sanjaybpi

[Sanjay Das @sanjaybpi]

जो साथी आज भी यह सोचकर संगठन के साथ खुलकर खड़े नहीं होते कि "प्रबंधन क्या सोचेगा", उन्हें याद रखना चाहिए-प्रबंधन ने कभी आपकी चुप्पी को वफादारी नहींबल्कि कमजोरी समझा है।
चुप रहने वालों को अक्सर वही मिलता है जो बोलने वालों के संघर्ष के बाद बच जाता है।जो घर का नहीं, वो किसी का नहीं

[SUJAN BARMAN @sujan2014]

@BOIOAMediaUPUTT @nilesh_pawar15 @rupamsmail @GaletinageshG @ShvetangT @DFS_India @EconomicTimes @BBCBreaking @AbhishekBOIOA @ravindra0522 @Ashurules09 @sanjaybpi @AshishTekale_ @fboioa_india @boioaeib @BOIOA_DELHIUNIT @BOIOAODISHA @BOIOA2010 ✊✊✊✊✊

[SUJAN BARMAN @sujan2014]

@sanjaybpi For bankers, March is the most hectic and emotionally draining month of the year. There’s intense pressure to meet business targets. It continues into April to ensure statutory audits run smoothly and earnings calls go well with analysts.

[SUJAN BARMAN @sujan2014]

@sanjaybpi For bankers, March is the most hectic and emotionally draining month of the year. There’s intense pressure to meet business targets. It continues into April to ensure statutory audits run smoothly and earnings calls go well with analysts.

[Sambaran Palit সম্বরণ পালিত @PalitSambaran]

@sanjaybpi For public sector bankers, March is the most hectic and emotionally draining month of the year. There's intense pressure to meet business targets. It continues into April to ensure statutory audits run smoothly and earnings calls go well with analysts.

[Sambaran Palit সম্বরণ পালিত @PalitSambaran]

@sanjaybpi Vacancies arise because of routine retirements and the growing need for leadership talent as business expands. Promotions are designed to identify officers capable of shouldering higher responsibilities.

[Sambaran Palit সম্বরণ পালিত @PalitSambaran]

@sanjaybpi Officers spend the last evening of March 31 anxiously awaiting promotion results even as their families ready themselves for yet another relocation to yet another geography. The results can even be released on April 1, the first thing in the morning, on the bank's internal portal

[Sambaran Palit সম্বরণ পালিত @PalitSambaran]

@sanjaybpi There is no guarantee that the high performers will find themselves on the list of successful candidates if others, the more con-nected ones, need to be elevated.

[Sambaran Palit সম্বরণ পালিত @PalitSambaran]

@sanjaybpi Such tests are modelled on a com petitive entrance exam; they don't measure the practical competence of a practising banker and run the risk of fil-tering out genuine performers in the field. .

[Sambaran Palit সম্বরণ পালিত @PalitSambaran]

@sanjaybpi Of course, a few banks handle this process transparently, with a robust mechanism to spot genuine leaders from the crowd. Such PSBs outperform peers and com-mand greater employee loyalty.

[Sambaran Palit সম্বরণ পালিত @PalitSambaran]

@sanjaybpi Even after the merit list is drawn, candidates face another hurdle: Vigi-lance clearance. Any officer against whom disciplinary proceedings are contemplated, initiated or pending, falls under the discretionary lens of the Departmental Promotion Committee.

[Sambaran Palit সম্বরণ পালিত @PalitSambaran]

@sanjaybpi Along with putting their best efforts to meet year-end targets, prospective candi-dates spend a lot of time building con nections and "corridor capital," seeking support from those who can sway the interviewers.

[Sambaran Palit সম্বরণ পালিত @PalitSambaran]

@sanjaybpi A transparent interview process, which is recorded and available for future reference, and a tighter timeline would reduce rumours and lend credi bility to the process.

[Sambaran Palit সম্বরণ পালিত @PalitSambaran]

@sanjaybpi The time lag between the interview and the result invites speculation: if marks are allotted on the day, why can't the results be published that very even-ing?

[Sambaran Palit সম্বরণ পালিত @PalitSambaran]

@sanjaybpi positions-such as chairpersons, managing directors and executive directors of PSBs and other public sector entities in the financial space-typically publishes the results the very day the processes conclude. But the results of internal bank promotions can take as much as a month.

[Sambaran Palit সম্বরণ পালিত @PalitSambaran]

@sanjaybpi Typically, this segment accounts for 40 to 50 per cent of total promotion marks. Each year's report is meant to capture these traits, recorded by the immediate reporting officer and reviewed by the next higher authority,

[Sambaran Palit সম্বরণ পালিত @PalitSambaran]

@sanjaybpi Promotions in most PSBs relied mainly on past performance and a brief interview by senior officials until the Department of Financial Services (DFS), Ministry of Finance, convinced them to introduce objective written tests to evaluate professional knowledge across banking,