First Differently Abled, then Women and then Others – How PNB Bank Employees get posting?
| ➡️ Get instant news updates on Whatsapp. Click here to join our Whatsapp Group. |
How PNB Bank Employees get posting: The Government Banks in India have lacs of employees working for the upliftment of Indian Economy. The largest Bank in India – SBI has over 2 lac employees. Punjab National Bank has over 1 lac employees. In this article, we will tell how these employees are posted and transferred in these Banks.
In this case, we will take the example of Punjab National Bank. PNB has always been one of the best banks in terms of HR policies. Recently, the bank was in news due to introduction of new Transfer Policy wherein an officer will be transferred from one circle to another after completion of 7 years. The protest by employees continued for several days but at last PNB modified the policy in favour of employees.
Now, let’s have a look at how the employees in PNB will be transferred from one place to another. How employees are given preference in transfers – let’s have a look.
How PNB Bank Employees get posting as per Preference given?
As per PNB, Circle wise vacancies in MMG Scale II and MMG Scale III shall be filled in the following order:–
a. Special Category candidates i.e. differently abled candidates and candidates having ‘Children with Special Needs’ – (first Normal Seniority Channel followed by Merit Fast Track Channel)
b. Inter Circle transfers/ stationary postings of Officers in ZAOs
c. Pregnant women employees as well as new mothers with child less than 02 years of age – (first Normal Seniority Channel followed by Merit Fast Track Channel)
d. Candidates retiring within 1 year as on 01.04.2025 (i.e. candidates retiring up to 31.03.2026) – (first Normal Seniority Channel followed by Merit Fast Track Channel)
e. Remaining Female candidates – Normal Seniority Channel
f. Male candidates – Normal Seniority Channel
g. All candidates (both Male & Remaining Female) – Merit Fast Track Channel
This clearly shows that big banks in India have definitely a clear cut HR policies in favour of Employees. In PNB, differently abled employees are given preference in posting and obviously they should be given preference. This preference posting is a well thought concept that works towards the welfare of employees. What you think of this – let us know in the comment section below.
Where are ex-servicemen candidates in the priority list??
Sex discrimination is shameful.
Don’t forget, every male has his wife (female) and every female has his husband (male).
There are many offices I have seen where there is equality.
Positive Aspects:
1. Welfare-Oriented Approach:
Giving preference to differently-abled employees, parents of children with special needs, pregnant women, and mothers with infants reflects a humane and compassionate policy direction.
2. Defined Process and Channels:
The division into two channels — Seniority Channel and Merit Fast Track Channel — attempts to make the process transparent and predictable.
3. Support for Employees Nearing Retirement:
Employees who are going to retire within a year are given preference to avoid disruption close to their retirement, showing a sensible and considerate approach.
Areas of Concern (Critique):
1. Gender-Based Preference:
The policy places women employees above men in the priority list, regardless of their specific circumstances. This may indicate gender-based inequality, rather than equality.
2. Focus on Gender Over Responsibility:
The policy gives preference based on gender rather than the actual caregiving responsibility. For instance, a male employee acting as a primary caregiver is not given the same consideration, which may be unfair.
3. Lack of Clarity in Merit Fast Track Channel:
The criteria and process for the Merit Fast Track Channel are not clearly explained, which may lead to ambiguity or scope for bias in implementation.
Conclusion:
The PNB Transfer Policy is a well-intentioned welfare and administrative initiative, which does recognize personal and family circumstances to a certain extent.
However, its gender-based categorization, instead of focusing on actual caregiving or special responsibilities, creates a risk of partiality and unfairness.
Replacing gender-specific terms with “primary caregiver” or “employees with special domestic responsibilities” would make the policy more balanced, inclusive, and fair.