Page 57 - TSB ebook

From LDFP Mgz.

An issue in Debate-LDP

“Stop it!”, “Let’s not allow the management to create a separate cadre of
officers!”, “Mere waste!”. Thus a lot of hue and cry has been raised against the
LDP for Probationary officers. It will not be out of place, I feel, if we dedicate
some pages of our magazine to this topic.

Let us discuss the need for such a long duration, institutional training programme
of 6-8 months for Pos.

A look at various batch of Probationary Officers will bring out the fact that their
academic backgrounds are highly varied covering the full spectrum of courses
offered by our Universities. It’s quite common to find a post-graduate in
Engineering as also a Micro-biologist amongst us. They need an intensive
training to equip themselves with Banking techniques. This, coupled with their
special skill may come in handy for the Bank during diversification and
specialization in various operations, as the traditional definition of Banking is fast
changing.

When compared to a Trainee officer or a JMG promotee officer who has acquired
his knowledge over a period of five to ten years of clerical service, a PO has to
learn the nuances of banking in less than two years of probation.

Wide and detailed coverage of various subjects helps in expanding the horizons
of knowledge which can find ‘on the job’ utility. Such an exhaustive coverage is
not possible in short duration training programme.

The LDP does not in anyway come in conflict with the branch training, as about
14 months of the two years of probation, say two-thirds, will be spent in various
branches. Thus the criticism that Pos will be cut-off from the branches becomes
invalid.

Most of the critics who advocate that Branch training is better than institutional
coaching conveniently eschew the fact that many POs are forced to spend their
probation in balancing books and clearing the dispatch arrears in a number of
branches.

Since the Pos are new to banking they tend to learn the prevalent practices in the
branches. As some cut-short methods are followed in many branches, resulting
in procedural lapses, the learning process gets corrupted defeating the raison
d’etre behind the recruitment of POs.
The ‘Why?’ aspect of banking plays a crucial role in the career of an officer rather
than ‘How?’ aspect. These points are better taken care of only in institutional
banking.