
Punjab National Bank – one of the largest public sector banks in India is actively planning to use digital technology for transfer and posting of officers. Recently, PNB has launched ‘UDAAN’ portal to assess the performance of employees and as per the reports, transfers and postings would be determined and implemented through UDAAN portal and Circle Heads can only change 10% of such postings.
All India Punjab National Bank Officers’ Association has taken up this matter with the MD and CEO. AIPNBOA has requested the top management to address the shortcomings and issues that may arise due to use of technology in transfer and posting.
AIPNBOA has listed various issues that may arise if transfer and postings are done on the basis of UDAAN portal. Some of the issues are listed below:
- Performance Assessment Based on Tenure: Officer A was posted in a branch for eight months, during which the year-over-year performance declined. Officer B was then posted in the same branch for four months and managed to bring remarkable improvements. However, the digital system might unfairly penalize Officer B for the overall decline, failing to recognize the efforts and context of the shorter tenure. A more human-centric approach would consider the qualitative improvements and efforts made by Officer B during their tenure.
- In cases where a branch manager has brought in significant business but faces a setback due to the withdrawal of a big-ticket deposit, the system would consider it as a performance issue. However, the Circle Head is aware of the manager’s capabilities.
- Quarterly Performance Reviews for Marketing Officers: Marketing officers often face issues when their performance is assessed quarter on quarter. A single bad quarter can skew their overall evaluation, disregarding external factors and cumulative progress made over a more extended period. A digital assessment system may not accurately capture the complexity of their work and the incremental improvements vital for long-term success.
- Currently, officers are divided into two categories: those working in the field and those in administrative offices. If transfer and posting decisions are solely based on officers’ preferences, it would perpetuate a permanent divide. In the past, there was a practice of rotating officers between administrative offices and the field, allowing everyone to experience both aspects of the job. However, this practice has been abandoned, leading to one segment feeling dominant over the other.
These examples highlight the limitations of a digital approach in evaluating and managing human resources. What you think of this approach, let us know in the comment section.


Should not implement this. As it has flaws stated above. Transfer and posting should be on realistic basis. As already so many partiality, discrimination there in the process it will further allow the management to take personal view and decision over the officer.
Suggestion to Bank employees is to totally avoid Taking loans especially Housing loan and clean OD. It is going to Keep make them Bonded Labors permanently. The torture from HO is increasing day by day. Suicide rates amongst Bank employees is at Peak and on top of that Mindless implementation of Digital modes and poor network issues and staff shortage and now this Transfer policy drama. PNB was once pro employees now becoming a nightmare for all Dedicated work staff. Stop paying union fees as the Union members are busy saving their Posts. Let the actions of Union be seen. The circle Heads are behaving like Roll callers doing Hafta Vasuli.