...BANKWISE & CATEGORYWISE VACANCIES (PROVISIONAL) SR. NAME OF CATEGORIES HORIZONTAL RESERVATION NO. ASSOCIATE PWD XS BANK SC ST OBC GEN TOTAL HI VI OH DXS EXS 1 SBBJ 238 182 280 700 1400 34 18 14 63 140 2 SBH 288 158 510 924 1880 18 18 18 81 180 3 SBM 125 52 216 407 800 7 9 8 35 81 4 SBP 295 11 260 594 1160 21 14 12 52 116 5 SBT 295 63 660 1482 2500 25 25 25 109 253 TOTAL 1241 466 1926 4107 7740 105 84 77 340 770 STATE-WISE VACANCIES IN STATE BANK OF BIKANER & JAIPUR (PROVISIONAL) States/UTs SC ST OBC Gen Total HI VI OH Total DXS EXS Total PWD XS Rajasthan 238 182 280 700 1400 34 18 14 66 63 140 203 TOTAL 238 182 280 700 1400 34 18 14 66 63 140 203 STATE-WISE VACANCIES IN STATE BANK OF HYDERABAD (PROVISIONAL) States/UTs SC ST OBC Gen Total HI VI OH Total DXS EXS Total PWD XS Andhra Pradesh 161 71 281 489 1002 10 10 10 30 44 98 142 Gujarat 0 0 2 4 6 0 0 0 0 0 1 1 H.P. 1 0 0 1 2 0 0 0 0 0 0 0 J & K 0 0 1 1 2 0 0 0 0 0 0 0 Karnataka 76 49 103 187 415 4 4 4 12 17 37 54 Kerala 0 0 2 2 4 0 0 0 0 0 0 0 M.P. 1 0 1 0 2 0 0 0 0 0 0 0 Maharashtra 39 38 106 212 395 4 4 4 12 18 39 57 Rajasthan 0 0 0 2 2 0 0 0 0 0 0 0 Tamil Nadu 10 0 14 26 50 0 0 0 0 2 5 7 TOTAL 288 158 510 924 1880 18 18 18 54 81 180 261 STATE-WISE VACANCIES IN STATE BANK OF MYSORE (PROVISIONAL) States/UTs SC ST OBC Gen Total HI VI OH Total DXS EXS Total PWD XS Karnataka 104 45 175 325 649 6 7 7 20 29 65 94 Kerala 1 0 2 4 7 0 0 0 0 0 1 1 Maharashtra 5 6 18 37 66 0 1 1 2 3 7 10 Tamilnadu 15...
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...because it does not take into account the experience the candidate may have. The plan starts out around the industry level and that is why most of the better-qualified candidates go to the competition. The better candidates like to know they are getting what they are worth. The riskier the plan the more experience the person should have. The plan that is the most attractive depends on the experience level of the person accepting the offer. The bonus level is attractive for people that are well established but for those that are breaking into the field the pressure to perform may be too much. So keeping it simple to start is the safest way to ensure long-term success. If you were going to be an offer receiver, which of the three plans would you choose, and why? I would choose the standard plan to start with and as I learned the job, I would make a more informed choice. A plan that does not force me to perform as soon as I walk in the door but does offer some incentive to improve is the perfect plan for me. All things take time and hard work to master especially something you want to be successful doing. The fact that I could still earn a bonus while learning would provide enough motivation for me to start meeting expectations as soon as applicable. Predict and justify if the HVP program will likely increase the job offer acceptance rate. The new plans allow flexibility and this should be attractive to new candidates. The standard plan seems to be the one that is the fairest...
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...RAILTEL CORPORATION OF INDIA LIMITED (A Government of India Undertaking under Ministry of Railways) 10th Floor, Bank of Baroda Building, 16, Sansad Marg, New Delhi-110001 website: www.railtelindia.com Advertisement No. RCIL/2007/P&A/44/6 RECRUITMENTS AS DEPUTY MANAGER (TECH), MANAGER (MARKETING), DEPUTY MANAGER (P&A) & MANAGER (P&A) RAILTEL CORPORATION OF INDIA LIMITED, a premier Public Sector Undertaking under Ministry of Railways has been incorporated in September 2000. RailTel is a telecom infrastructure provider and has been set up primarily to modernize and augment the existing infrastructure for providing communication facilities for Railways and other commercial users. RailTel offers career opportunities to bright, young and dynamic professionals and invites applications from Indian citizens for recruitment in Technical, Marketing and Personnel & Administration departments . The details of the vacancy position are as given below in this vacancy notice. 1. IMPORATANT DATES:04-06-2012 (08:00 Hrs) 21-06-2012 (23:59 Hrs) 23-06-2012 25-06-2012 (23.59 Hrs.) Opening date for on-line registration of application Last date for completion of Step-I of on-line registration Last date for depositing examination fee at State Bank of India Last date for completion of Step-II of on-line registration and closing of registration 2. Post code Number of vacancies : Designations & Departments Total Number of vacancies 100 31 5 Level Break-up of total number of vacancies UR SC ST OBC* (Only...
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...EMPLOYEE OF THE MONTH PROGRAM MONTHLY WINNER CRITERIA PURPOSE The Employee of the Month Award is to recognize an individual employee who has demonstrated on an on-going basis a positive attitude and Teamwork in their department, and have shown responsibility for themselves and others. CRITERIA The Employee of the Month must posses the following for the month of the nomination: * No unexcused absences * No V-1 Quality Calls * No Safety Violations (including accidents) * Corrective Action not to exceed a written * Positive attitude and have demonstrated Teamwork * WWL employee PROCEDURES * Supervisors and employees can nominate other employees. * Supervisors should submit the name of the qualified nominee(s) to the HR department. * The monthly winner, who will be chosen by the Supervisors during the Supervisor’s meeting. The winner will be announced no later than the second week of the month following the nomination. * The name of the Employee of the Month will be placed on the list of nominees for the Employee of the Year, providing they have maintained their status for the remainder of the year with no safety violations, have not exceeded a written corrective action, have maintained a positive attitude and continued to demonstrate Teamwork. * The Employee of the Year will be selected by the Supervisors and Management. The Employee of the Year will receive $500.00 and picture posted on the employee bulletin...
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...government organization. Knowledge of Tally software, Computer Operation, Marathi and English typing & MS-CIT course. 30 years. Age limit Contractual Hiring Procedure & Terms and Conditions 1. Accountant with Computer Knowledge post will be hired purely on contractual basis, co-terminus with the project. 2. The selection of candidates will be done by inviting applications from eligible candidates through newspaper advertisement. 3. Qualifications and experience will carry 30 marks. 4. Ranking of candidates will be done based on academic qualifications and experience 5. The order of merit of the candidates will be prepared based on their score. 6. The candidates will then be called for personal interview which will carry 20 marks. 7. The merit list of candidates will be prepared based on the score of qualification, experience and interview all together. 8. The selected candidate will be informed by the Project Implementation Unit (PIU) Agriculture, specifying the terms of contractual appointment. 9. The continuation of contractual appointment will be subject to satisfactory annual performance with appraisal of the incumbents. 10. Selected candidate will perform duties under guidance of respective Project Director (ATMA) of the Districts....
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...from eligible Indian Nationals for the Common Preliminary Examination for following posts of Non Technical Popular Category(Graduate), Assistant Station Master and Traffic Assistant. Applications complete in all respects along with required enclosures should be sent by ORDINARY POST NORMALLY to the concerned Railway Recruitment Board as mentioned in para 15 of this notification, so as to reach on or before 11.06.2012 up to 17.30 Hrs. The applications can also be dropped in the box kept at the premises of concerned RRB offices, till the closing date. For candidates residing in Assam, Meghalaya, Manipur, Arunachal Pradesh, Mizoram, Nagaland, Tripura, Sikkim, Jammu & Kashmir, Lahaul & Spiti districts and Pangi sub-division of Chamba district of Himachal Pradesh, Andaman, Nicobar and Lakshwadeep islands and for candidates residing abroad, the closing date for receipt of applications by posts will be 26.06.2012 up to 17.30 Hrs. Candidates Please Note: 1) Stages of Exam. :a) Common Preliminary Examination (i.e. stage I) for all the notified categories. b) Main (Second stage) Exam for Cat No. 1&2 - followed by Verification of documents. c) Main (Second stage) Exam for Cat No. 3&4 – followed by verification of documents. d) Main (Second stage) Exam for Cat. No. 5&6, qualifying typing test followed by Verification of documents. e) Main (Second stage) Exam for Cat No.7&8, aptitude test followed by Verification of documents. 2) Preliminary Examination (i.e. stage I) will be...
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...Clerk of the Court Civil/Criminal/Family Employee of the Quarter Nomination Form JANUARY – MARCH 2013 NOMINEE’S NAME: DIVISION/OFFICE NOMINEE WORKS IN: Family Division IS NOMINEE A SUPERVISOR? No Clerk of the Court recognizes employees who go above and beyond their specific duties and make our department a better place to work. To nominate a Clerk employee, check the areas below that you feel are applicable to describe how the nominee goes above and beyond their regular duties and merits the award of the Employee of the Quarter. All information will be kept confidential. JUSTIFICATION FOR NOMINATION x Role model for advancing the goals and mission of the court. x Enriches and encourages exemplary work standards and ethics around his/her work unit and assumes responsibility greater than his/her normal job functions. Contributed to a safe, orderly, and supportive climate. Displayed a customer-first positive attitude (if applicable). x Provides service that reflects a positive image of the Courts. x Displayed a high degree of honesty, loyalty, initiative and integrity. x Promoted effectiveness and/or efficiency, high productivity, and commitment to quality. x Exhibits creative problem solving resulting in substantial cost or time savings. Maintained positive work relationships with others to meet organizational goals and objectives through developing teamwork, momentum, enthusiasm, and pride. x Inspires confidence and...
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...Austin High School Athletic Hall of Fame Nomination Form Please be very specific and accurate with your information. Include any copies of awards or articles you may have to confirm your nomination information. (It is not mandatory to include such items, just helpful.) Name of Athlete: _________________________________ Year of Graduation _____________ Address of Athlete: _____________________________________________________________ Athlete’s Home Phone #: __________________ Work/Cell Phone #: ___________________ Athlete’s E-mail Address: _______________________________________________________ Is the Athlete Deceased? __________ Nominating Person or Group: ____________________________________________________ Rationale for Nomination: Please use back side and/or additional sheets if necessary. Any documentation, supporting letters, etc. will be helpful. Please list AHS athletic honors or highlights below: Sport: _____________________ Years lettered (This means active varsity player): __________ Coaches(es): ____________________________________________________________________ Honors (includes any Big Nine, conference, community or state recognition): __________________ ________________________________________________________________________________ ________________________________________________________________________________ ________________________________________________________________________________ Sport: _____________________ Years lettered (This...
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...to have a better understanding of many levels and job tasks within the organization. By allowing the future CEO to observe and perform tasks with the current CEO will facilitate a smooth transition when the time comes for the change. On the other hand, by recruiting an external candidate for the CEO position, an accommodation period is inevitable. As much as you try to find the right candidate with the desirable traits for the position of a CEO, this candidate has not lived the culture and you run the risk of this candidate never fitting in. How can a non-technically oriented leader like Paul Otellini succeed as CEO in a technical company such as Intel? Although Mr. Otellini did not have the technical background that most of his predecessors had, he obviously possessed the business acumen, not easily taught, required to succeed as a CEO of this company. Besides, because of Intel’s philosophy of grooming its own candidates, Mr. Otellini had the chance to acquire the necessary technical knowledge for such position. Why do some firms fail to plan effectively for executive succession? Evidently not every company has the same culture as Intel of hiring from inside, but hiring external candidates, just because they seem to have the executive position experience that a CEO requires with such responsibility. Also some times, companies might get absorb and distracted by corporate headhunters and celebrity CEOs believing this is the best future for the organization. Another...
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...for Assistant Grade III in General, Depot, Technical and Account Cadres and Hindi Posts (AG-II and Typist) in the FCI, 2012 Closing Date: 25.11.2011 (Last Date : 02.12.2011 For candidates residing in Assam, Meghalaya, Arunachal Pradesh, Mizoram, Manipur, Nagaland, Tripura, Sikkim, Jammu and Kashmir, Lahaul and Spiti District and Pangi Sub Division of Chamba District of Himachal Pradesh, Andaman and Nicobar Islands, Lakshadweep and for candidates residing abroad. APPLICATIONS RECEIVED LATE WILL NOT BE ENTERTAINED.) Date of Examination : 04.2.2012 & 05.2.2012 Assistant Grade – III (AG-III) Posts (General/ Accounts/ Technical/ Depot) Date of Examination: 22.1.2012 Assistant Grade-II (AG-II) and Typist (for Hindi Posts) The Food Corporation of India (FCI), one of the largest Public Sector Undertakings, dealing with Foodgrain supply-chain management wishes to recruit young and skilled Category III personnel for manning posts in its depots and offices spread all over the country. Applications are invited from Indian Nationals who fulfill the prescribed qualifications and age etc. for the posts indicated below. Staff Selection Commission (SSC), Government of India, will make recruitment to these posts on behalf of the Food Corporation of India under special dispensation given by the Government. The candidates selected through this recruitment for posts in FCI will NOT, however, have the status of Central Government Civilian Employees. As such they will not be eligible for benefit of...
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.... FORM 'F' GRATUITY NOMINATION To I. …..…………………………………… whose particulars are given in the statement below, [Name in full here] hereby nominate the person(s) mentioned below to receive the gratuity payable after my death as also the gratuity standing to my credit in the event of my death before that amount has become payable, or having become payable has not been paid and direct that the said amount of gratuity shall be paid in proportion indicated against the name(s) of the nominee(s). 2. I hereby certify that the person(s) mentioned is a/are member(s) of my family within the meaning of clause (h) of section (2) of the Payment of Gratuity Act, 1972. 3. I hereby declare that I have no family within the meaning of clause (h) of section (2) of the said Act. 4. a) My father/mother/parents is/are not dependent on me. b) My spouse’s father/mother/parents is/are not dependent on my spouse. 5. I have excluded my husband from my family by a notice dated ………………..to the Controlling Authority in terms of the proviso to clause (h) of section 2 of the said Act. 6. Nomination made herein invalidates my previous nomination. Nominee(s) |Name in full with full address |Relationship with the employee |Age of nominee |Proportion by which the gratuity| |of nominee(s) | | |will be ...
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...Informed by the theories mentioned above, the primary goal and objective of an employee reward and recognition program is to create a positive working environment, a culture of recognition and to motivate employees to achieve high performance. In order to accomplish this, goals must essentially follow the SMART concept which means goals must be specific, measurable, attainable, relevant and timely. Having structured, set goals is what upgrades goals to becoming objectives. Specific goals have higher probability in being accomplished; therefore we would like to encourage communication by letting employees provide open feedback to each other and recognize what they are doing well in, through the E-Awards recognition program which will be explained in detail further on. By providing positive feedback, it does not mean that we should ignore weaknesses; rather we are not making weaknesses the primary focus of the feedback. Imagine everyone criticizing each other, people will only learn how to hide their mistakes or shift the blames to others. Instead, we will focus on reinforcing desired behaviours by giving out rewards and recognition to those who are nominated by their peers. The goals mentioned must also be measurable because success must be monitored and evaluated. In order to meet company’s goals, management teams must keep track on how employees are doing and monitor their work progress. After these stages, goals must be verified that it is realistic and doable. Employees...
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...Case Study of SG Cowen: New Recruits The recruiting committee of SG Cowen is facing an important decision in regards to selecting two persons from the pool of four remaining candidates after all definite “Yes” and “No” have been identified. Being the member of the Super Saturday hiring group from the company I would have to make a decision that would have a dual effect: Being an associate of the company I am vested in its success which depends in a great degree on the quality of the employees working for the firm, including the quality of the new hires. Potential mistake in identifying the right candidate who makes both functional and cultural fit for the company, especially giving approval to the candidate who turns a wrong fit later, might bear some negative impact on my credibility and reputation among the colleagues and supervisors. Based on the two premises outlined above, I believe that the most suitable of the four is the first candidate, Natalya Godlewska. Not only does she have very strong academic credentials both from her MBA and undergraduate studies, but she also has excellent references from her previous employee. Among other positive characteristics of this candidate are her determination, ambition, and readiness to work hard. She also made an impression of a go-getter with a “can-do attitude” who radiated positive energy. The reservations of the two members of the recruiting committee about her stiffness, being uncomfortable during small talk, and her...
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...To: Terry Lloyd-Executive Vice president From: John Munro-Vice president of production Subject: Recommendation for a primary and back-up candidate for the post of production manager. The Pittsburgh plant has been trying to hire a new production manager to replace the former Pittsburgh production manager. We have received a number of applications for this post both internally and externally. However after an initial screening, the list of potential candidates has been reduced to eight names. Apart from the interviewing process, the eight potential candidates were subjected to several selection devices for testing both their soft and hard skills. Of the eight potential candidates, my recommendation is to consider George martin as a primary candidate for the post and Jay Davis as a back-up candidate. Mr. Martin is a MA degree holder in industrial relations from Cornell University. He has 14 years of experience of which 6 years in the capacity of production manager. His personality and interview rating was amongst the highest and his intelligence test score was above average. Mr Martin works for one of Dynamo’s competitors and therefore it was difficult for him to provide references as he is concerned about his current employer reaction. Having said that, it is imperative to find out if there is a non-competition agreement that could prevent him from joining us. At this critical stage Pittsburgh plant is going through, I strongly believe that Mr. Martin’s qualification and experience...
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...process where the human resource managers review applications, select the right candidates to interview, testing candidates, choosing between candidates to make the hiring decision and performing various pre-employment tests and checks. The first step, HR managers will take is to review the applications. Application review means reading each application that is received to determine whether the candidate possess the skills, education, job experiences and other qualifications required for the job position. The managers will then categorised those who will be interviewed and those who will be retained on file for a period of time. Testing candidates will be the second step and generally, involves testing candidates for job skills or knowledge to determine whether the candidate is qualified for the job position. Tests might include personality tests, skills tests and physical test. Once the HR managers choose who to send for testing, they will receive the results of the testing and will then narrow down the selection to few candidates. Interviews are managed and scheduled after the tests. An interview is the meeting between the job seeker and the employer to evaluate whether the candidate has the right qualifications for the job. Testing might already gave the HR managers a good idea of whether the candidates would be right for the job, face-to-face interview will tell him more about the candidate, lie personal hygiene, timeliness and manners. Once this step is done,...
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