Dear member,
The bank you are referring to, the largest private lender in the country, reported a standalone net profit of ₹11,951.7 crore for the quarter ended June 2023, registering a growth of 30% from ₹9,196 crore in the same quarter last year. Therefore, the financial situation of the bank cannot be the reason for not taking you on board.
Frankly speaking, it speaks poorly of the largest bank issuing an offer letter without a joining date. This is a clear case of poor manpower planning. Once the vacancy is declared and when the recruitment process is completed, the vacancy has to be filled. The decision cannot be left at the discretion of the Branch Manager (BM). If the BMs enjoy that kind of discretionary power, then why the bank needs HR Department at all?
It is unfortunate to know that you have shifted to a new location but rather than taking you on board, the bank is forcing you to cool your heels. Let us think of the opposite for a while. While the BMs have the power to restrain a selected candidate to take on board, does the bank provide similar powers to the candidate on when to join? Is discretion not supposed to be a two-way street? Had there been a delay in joining, the bank would have cancelled the candidature of the candidate.
If read between the lines, your post reveals the weak organisation culture of the bank. It goes without saying that the bank does not care about the culture of commitment. Possibly, when they take you on board, in the induction training, this very bank could speak loud about how they care about employee wellbeing and so on.
As other members have commented, you have no option other than showing a good-natured tolerance for the delay or incompetence.
Lesson to the HR Professionals: - The post reveals how HR department is incapacitated. If the selected candidate is left in the lurch by the BM, fairness demands intervention by the HR department. But it appears that HR Department is as helpless as the candidate. Ordinary employees do not trust HR because of their inability to assert themselves when the situation demands.
A new trend has emerged wherein a few HR professionals while giving comments on the posts raised on the public forum, provide solutions that are generated by Artificial Intelligence (AI). Such AI-assisted replies are dumb, lack originality, are theoretical and do not view the case of the originator of the post empathetically. Not necessarily do they understand that rather than raising their stature, this over-reliance on AI could undermine it still further!
Thanks,
Dinesh Divekar