Archives July 2024

Bengaluru, July 31st, 2024 — A recent survey conducted by Ascent HR Technologies Private Limited (formerly Ascent Consulting Services Pvt. Ltd.) unveiled critical insights into competency frameworks, talent management processes, and technology adoption across organizations. The survey, encompassing responses from professionals across various sectors, highlights significant trends shaping the future of Talent Management. The study conducted through AscentHR’s “SurveyBerry”, gathered insights across various industries and organizational sizes, focusing on key dimensions.

Key findings include:

Competency Framework Development: The survey reveals that organizations predominantly base their competency frameworks on internal job analysis (45.95%), supplemented by industry standards (21.62%), or a combination of both (37.84%). This dual approach underscores a balanced method in defining essential skills and qualifications.

Integration with Talent Management: Competencies are extensively integrated into various talent management processes, notably in talent acquisition and performance management (79.07%) and succession planning (76.74%). This integration enhances alignment between organizational goals and workforce capabilities.

Challenges Faced: The adoption of competency-based talent management faces challenges such as unclear competency definitions (37.21%), employee resistance (20.93%), and insufficient technology support (13.95%). These obstacles highlight the importance of clear frameworks and robust technological infrastructure.

Technology Utilization: Organizations vary in their use of technology in talent management, with 40.48% describing their technology as moderately advanced, 35.71% at a basic level, and 14.29% as highly advanced. However, 9.52% either do not use technology or use it minimally, indicating a need for greater technological integration.

Learning Needs Identification: Learning needs are primarily identified through performance reviews (36.59%), competency gap assessments (24.39%), and training needs analysis (17.07%), emphasizing the role of data-driven insights in shaping development
strategies.

Desired Technological Improvements: Respondents expressed a need for improved integration with other HR systems (35.00%), comprehensive competency profiling tools (27.50%), and enhanced reporting and analytics capabilities (17.50%) to optimize talent management processes.

Career Development: Employees explore career opportunities through internal job postings (46.34%), career development discussions (34.15%), and assessments against role competencies (14.63%), highlighting internal mobility as a critical aspect of talent development.

Sector-Specific Insights: The survey also identifies sector-specific practices in industries like IT and finance, where competency data plays a pivotal role in decision-making processes, showcasing best practices for other sectors.

Subramanyam, Founder & CEO of AscentHR, highlighted, “Organizations are increasingly recognizing the importance of integrating talent management with organizational goals, and robust competency frameworks and standardized taxonomies drive strategic workforce planning.”

The findings underscore the critical role of standardized skills definitions and technology-enabled tools in enhancing talent management practices. Addressing challenges such as unclear competency definitions and leveraging comprehensive technology solutions are crucial steps for organizations aiming to optimize their workforce effectiveness and strategic alignment.

The findings highlight the strategic role of technology in enhancing competency management processes and aligning workforce skills with organizational objectives. Based on comprehensive survey responses, several critical findings have emerged:

Technology Adoption for Competency Management

•  Current Usage: Most organizations (54.76%) utilize basic technology-based assessments to capture and assess competencies.
•   Comprehensive Platforms: 26.19% of the surveyed organizations employ comprehensive technology platforms for detailed competency assessments, indicating a strategic focus on enhancing competency management capabilities.
•   Future Developments: 14.29% of organizations plan to develop technology solutions for competency matrix creation, demonstrating a proactive approach to advancing competency management practices.
•   Minimal Adoption: Only 4.76% reported no current use of technology for competency matrix development, suggesting potential opportunities for adopting digital solutions.

Implementation Status

•  Varied Readiness: Organizations exhibit varying readiness levels in implementing technology solutions for competency management, ranging from basic to comprehensive assessments.
•  Future Development: 14.29% of organizations express interest in future technology development, highlighting ongoing efforts to enhance competency management practices.
•  Untapped Potential: A small percentage (4.76%) has yet to adopt any technology for competency matrix creation, indicating potential areas for growth and enhancement.

Strategic Importance

The survey underscores the strategic significance of leveraging technology to enhance competency management processes. By aligning workforce skills with organizational goals and supporting talent development initiatives, organizations can optimize their Talent Management practices amidst evolving market demands.

Based on the study, insights reveal:

•  Large organizations benefit from established competency frameworks but require regular updates to remain relevant. MNCs and the IT sector showcase advanced competency frameworks, which could serve as models for other industries.
•   Smaller companies and younger organizations often lack mature competency frameworks, hindering career progression. Industries like IT and Financial sectors excel in mapping clear career paths through competency frameworks.
•   MNCs and companies with multiple locations integrate competencies more effectively into recruitment processes. Sectors such as manufacturing and retail lag in integrating competencies, leading to recruitment inefficiencies.
•  Older organizations and the financial sector demonstrate better alignment between competencies and strategic goals. Large organizations and the IT sector employ diverse and effective assessment tools to identify skill gaps.
•  Companies with advanced technology systems show superior talent management practices compared to those with basic systems.
•  IT and Financial sectors lead in leveraging technology for personalized learning pathways.

Challenges Identified:
The report captured the several challenges faced by the organizations in competency-based Talent Management, including:
 Lack of clarity in competency frameworks, leading to decreased motivation and engagement among employees.
 Limited career pathways, where employees struggle to identify growth opportunities.
 Recruitment inefficiencies due to difficulty in matching candidates to job openings.
 Misalignment of competencies with organizational goals, impacting workforce planning.
 Difficulty in assessing and quantifying specific skill gaps hindering effective training planning.
 Challenges in talent management, particularly in matching employees to new opportunities based on skills.
 Barrier to creating personalized learning pathways without standardized competency frameworks.
 Role alignment issues, causing misunderstandings in skill needs between operational units.
The Recommendation:
To address these challenges and leverage the insights gained:
 Standardize competency frameworks across all organization to provide clarity and alignment.
 Implement standardized skills frameworks to map out transparent career progression paths, especially in smaller companies and younger organizations.
 Integrate standardized competencies into recruitment practices to streamline candidate selection and improve hiring outcomes.
 Regularly update competency frameworks to align with evolving business goals and ensure organizational cohesion, prioritizing integration efforts in younger companies and lagging sectors.
 Adopt standardized assessment tools across all organizational sizes to accurately pinpoint and address skill gaps, with smaller and medium companies adopting comprehensive practices.
 Standardize competency data to facilitate more effective employee-role matching, encouraging organizations with basic systems to invest in advanced technology solutions.
 Develop standardized competency frameworks to enable personalized and effective learning and development plans.
 Standardize role definitions and skill requirements to ensure clarity and alignment across all operational units, promoting adoption of best practices from tools and repository available in the market.

Mumbai: 31 July 2024: One 97 Communications Limited (OCL), which owns the brand Paytm, India’s leading payments and financial services distribution company and the pioneer of QR and mobile payments, has announced the launch of India’s first ‘Paytm NFC Card Soundbox.’ This next-generation payment device combines NFC technology with mobile QR payments, offering an affordable device for card payments to millions of offline merchants.

Paytm’s new NFC Card Soundbox marks the next chapter in mobile payments with NFC card payment technology. It democratizes access to secure NFC card-reading technology for small shops, empowering them with affordable devices for comprehensive payment acceptance, including credit or debit cards and UPI. Customers can simply tap a card or scan a QR code to make payments.

With an improved and longer-lasting battery life of up to 10 days, merchants can benefit from the Paytm NFC Card Soundbox without frequent charging. In addition to its core features of instant audio confirmation and a display screen for transaction amounts, this innovation helps merchants streamline their day-to-day transactions, making their business operations more efficient and cost-effective.

Paytm spokesperson said, “We are committed to helping India’s small merchants by providing them with the latest technology to accept all types of payments at an affordable price. Today’s launch of the ‘NFC Card Soundbox marks the next chapter in the innovation of Paytm Soundbox, India’s most loved and successful payment device. With the Paytm NFC Card Soundbox, merchants can seamlessly receive mobile payments from any UPI app and accept NFC-based debit and credit cards, all through a single device. This makes the Paytm NFC Card Soundbox the ultimate offering for offline merchants across the country.”

Paytm pioneered the Soundbox, an innovative first-of-its-kind product, which has gained widespread popularity among offline stores, offering unparalleled convenience for merchant partners. Supporting notifications in 11 languages—English, Hindi, Gujarati, Bangla, Odia, Marathi, Punjabi, Telugu, Malayalam, Tamil, and Kannada—and featuring a range of device models, the Paytm Soundbox is designed to meet the diverse needs of offline merchants across the country.

Baghpat youth used ICT to spark global conversation on World Nature Conservation Day, engaging 3,000+ participants. “Dear Mother Nature” postcard campaign spanned 55 countries, combining global outreach with local classroom activities.

Baghpat, Uttar Pradesh, India – In an impressive voluntary effort, rural youth in India utilized technology for social good to promote the importance of nature conservation. The Udaan Youth Club, affiliated with Nehru Yuva Kendra Bagpat, developed global campaigns using ICT tools and collaborated with various institutions to reach thousands of people online. This initiative, held in celebration of World Nature Conservation Day on July 28, engaged around 3,000 participants, emphasizing the significance of environmental conservation and sustainable practices.

The club organized the “Dear Mother Nature Global Postcard Writing Competition,” which saw participants from 55 countries, spanning various age groups, expressing their gratitude to Mother Nature through postcards. This event highlighted the creativity and commitment of rural youth in India. Out of 590 entries, 345 postcards were selected and shared on social media, sparking global discussions on environmental conservation.

In Malaysia, the Keningau Vocational College conducted a local version of the postcard competition, where students created and presented their postcards in classrooms. Similarly, U.P.S. Composite School Jinai in Bulandshahr, Uttar Pradesh, held a related activity under the guidance of teacher Sweety Singh. These local chapters allowed students to deepen their understanding of environmental issues and demonstrated the role of creative expression in environmental education.

The Udaan Youth Club also hosted a national awareness quiz, attracting 2,261 participants. Of these, 1,500 individuals achieved perfect scores and received certificates of accomplishment. Additionally, 352 people participated in an online pledge program, committing to environmental conservation. Their pledges were shared on social media to show their dedication.

To recognize the outstanding contributions of participants, Udaan Youth Club posted photo posters and video messages of top performers on social media. The success of the activities was supported by platforms such as Mera Yuva Bharat, Contest 360, and nearly 30 other organizations. A comprehensive report of the campaign will be shared with the Ministry of Environment, Forest, and Climate Change.

The campaign effectively used ICT tools to amplify local voices globally, encouraging people worldwide to support environmental conservation. This strategic use of technology facilitated widespread engagement and highlighted the collective responsibility towards environmental stewardship.

Unique aspects of the program included the use of ICT by rural youth, the global thinking of local youth, and the self-organized nature of the initiative. The campaign was popularized with the help of impact partners and included both global online activities and local classroom engagements. The choice of postcard writing reconnected people with nature in a personal way.

Aman Kumar, President of Udaan Youth Club, shared his vision for united actions and voices in support of nature conservation. He said, “When it comes to working for nature, the environment, or planet, we come together. Our shared sense of responsibility towards our only home, Earth, unites us. Thank you for engaging with Udaan’s World Nature Conservation Day 2024 activities and showing your commitment to Mother Nature. Udaan will continue to use tech for social impact. Together, we inspire a more eco-conscious and green world.”

Pune, 31 July 2024: Gera Developments Private Limited (GDPL), pioneers of the real estate business and award-winning creators of premium commercial and residential projects in Pune, Goa, and California, including the innovative ChildCentric® Homes, has been ranked amongst India’s Top 50 Great Mid-Size WorkplacesTM 2024 for the 7th consecutive year, certified by the Great Place To Work® Institute. This year, GDPL has also been honoured with two other titles – Best WorkplacesTM in the Real Estate Industry, and Best WorkplacesTM in Building a Culture of Innovation for All.

This recognition is based on confidential survey data assessing over 250 employee experiences at GDPL across metrics of trust, innovation, company values, and leadership.

Mr. Rohit Gera, Managing Director, Gera Developments Private Limited, stated, “We are honoured to be recognised by the Great Place to Work® Institute. This acknowledgement attests to the collective purpose of our team to create a work environment that fosters trust, innovation, and excellence towards raising the standards of real estate in the country. At Gera Developments, our motto is “Let’s outdo”, and we are committed to building a high-trust, high-performance culture with a promising future for talent.”

He further added, “At GDPL, we strive to create a diverse and inclusive workplace that values individual employee characteristics, beliefs, experiences, and backgrounds. This approach has been fundamental to our success, and is reflected in the positive feedback from our team in the survey.”

GDPL practises an open and transparent culture, encouraging employees to share their ideas, knowledge, perspectives, and styles. This inclusive approach not only empowers employees to excel but also provides the company with a competitive edge. Guided by the “Let’s outdo” philosophy, and reinforced by core values and initiatives such as the Leadership Framework and Collaborate to Outdo, the company continues to nurture a thriving and dynamic workplace culture.

The Great Place to Work Institute® is the global authority on employee experience, workplace culture, and leadership behaviour required for a market-leading position, employee retention, and innovation.

Delhi, India, July 31, 2024: In the wake of the COVID-19 pandemic, there has been a significant shift in the public’s approach to health and well-being, moving from a curative to a preventive mindset. To address this evolving landscape, The Times of India is proud to announce the launch of TOI Health+, a new initiative designed to provide reliable, relevant, and customized health and wellness information to Indian audiences.

Addressing the Information Gap With the increased interest in health information, many people struggle to find trustworthy sources amidst the sea of unverified data. TOI Health+ aims to fill this gap by offering a comprehensive, credible platform that caters to the unique health needs of Indians. Available in both print and digital formats every Wednesday, TOI Health+ features the latest in health, nutrition, wellness, and prevention with a special focus on health tech.

Unique Features of TOI Health+

Customized Content: Sections on nutrition, prevention, wellness, body, and health technology. Interactive columns like “Ask Your Doctor.”

Latest Solutions: Up-to-date, credible health and health tech information every week.

Comprehensive Coverage: Articles on nutrition, diet, fitness, and lifestyle diseases.

Health Trackers: Quizzes, trackers, and self-assessment tests to help readers monitor their health.

Engaged Community: Building an active community of health enthusiasts on social media and through offline events like the TOI Health+ Summit.

Consumer Engagement: Access to renowned doctors, health experts, and researchers through webinars, videos, and podcasts.

Curating the Content TOI Health+ leverages The Times of India’s extensive expertise and trusted sources to curate the most credible, well-researched health content. With a long history of initiatives such as “Times Organ Donation Drive,” “Beat Heart Failure,” and “Let’s Fight Diabetes,” TOI has built a strong legacy of championing health causes in India. Every day, more than a dozen health reporters from TOI across the country reach out to leading doctors, hospitals, researchers, and dieticians to obtain the very best and latest in healthcare. TOI Health+ taps into this expertise to bring you the best in health and wellness information, offering a weekly distillation of the most credible and actionable health information, all in one place.

Kaustuv Chatterjee, Director (TOI Brand), BCCL (Bennett, Coleman & Company Limited), says, “TOI Health+ is our commitment to providing the Indian audience with trustworthy and relevant health and wellness information. In an era where misinformation is rampant, we aim to be the definitive source for credible and well-researched content which contributes to their well-being. Our goal is to empower individuals to take proactive steps towards better health.”

Partha P. Sinha, President and Chief Brand Officer, BCCL, states “TOI Health+ is an incredible opportunity for brands to connect with highly engaged health and wellness enthusiasts. This product will also provide a platform for established players, emerging nutraceutical and health tech brands to showcase their work and innovations, helping them reach a broader audience. We are excited about the potential this initiative holds for our readers and advertisers alike.”

As monsoon arrives in the city, Comorin, an all-day restaurant and bar in Gurugram owned and operated by EHV International, introduces its exquisite new monsoon menu. This curated à la carte selection aims to bring nostalgic flavours to the table, inspired by the street food of India.

The menu presents an array of comforting Indian classics like Moong Bean Pesarattu, Chicken Vepudu, and Allam Pachadi from Andhra Pradesh, each prepared with a harmonious blend of traditional spices and flavours. The Bacon Bread Pakora, paired with Chili Tamarind Chutney, offers an unexpected twist on the classic. This selection of dishes is an ode to Indian street food traditions, brought to life with Comorin’s refined culinary flair.

“Our philosophy of inspiration from the streets of India is our guiding principle for this monsoon menu as well. This menu pays homage to our local food scene across India.,” says Chef Dhiraj Dargan, the Brand Chef, Comorin Restaurants, who has meticulously crafted each dish to honour beloved local flavours.

This monsoon season, experience Comorin’s new menu and indulge in dishes crafted to comfort, showcasing the restaurant’s deep appreciation for India’s eclectic local fare.

Dates: 26th July to 15th August

For reservations: 0124 4984224

Address: 101, First Floor, Two Horizon Center, DLF Phase 5, Sector 43, Gurugram, Haryana 122002

Fans of Shemaroo Umang’s popular drama ‘Chaahenge Tumhe Itnaa’ are in for a thrilling drama! Recently the show welcomed the character of Aniruddh Singhania, brought to life by the talented Akash Jagga. Aniruddh is a powerful business tycoon with a complex personal life, who is set to add a whole new level of drama and intrigue to the show.

Speaking about his character in the show Chaahenge Tumhe Itnaa Akash Jagga said, “The character of Aniruddh Singhania is a blend of intensity, charisma, and emotional depth. He is charming and successful. Working with such a talented team on a show that has already won so many hearts is truly exhilarating. I hope the audience enjoys the exciting new twists and turns Aniruddh is going to bring to the story!”

With Aniruddh Singhania’s entry in Aashi’s life, will the distance between Aashi and Siddharth increase or will their love pass the test of time?

Don’t miss out on the latest developments—tune in to ‘Chaahenge Tumhe Itnaa’ on Shemaroo Umang every Monday to Friday at 9:00 PM and stay hooked as Aniruddh Singhania makes his mark!

Krishnagiri, 31 July: Honda Motorcycle and Scooter India (HMSI) believes that Safety of every individual is a topmost priority. To ensure that awareness of road safety reaches lakhs of citizens, it frequently conducts Road Safety Awareness Campaigns across various regions of the country. One such campaign was recently held in the city of Krishnagiri which left a lasting impact on the participants. On the grounds of Government Polytechnic College and St. Joseph’s International School, HMSI achieved one of its milestones where it saw an active participation of more than 2100 students and staff members.

The road safety campaign featured interactive activities such as a safety riding theory session, danger prediction training, road safety quiz, helmet awareness, and Riding Trainer session that kept the participants engaged throughout the campaign.

HMSI strongly believes that children are the future of this society and their awareness of road safety at an early stage can contribute to making the roads accident-free. It frequently conducts road safety awareness programs that are interactive and engaging, catering to a wide range of age groups, from children to youth, and are conducted in schools, colleges, and government institutions.

HMSI extends its gratitude to the authorities of Government Polytechnic College and St. Joseph’s International School for their support in organizing this important initiative. Together, we can make a significant difference in creating safer roads and reducing accidents.

Since its inception, in the state of Tamil Nadu, HMSI has imparted education to nearly 3 lakh adults and children, focusing on promoting responsible road usage and cultivating safe riding habits. Additionally, HMSI has reached more than 60 lac individuals across the country with its road safety education initiatives.

Honda Motorcycle & Scooter India’s CSR Commitment towards Road Safety:

In 2021, Honda globally made a vision statement for the year 2050 where it will strive for zero traffic collision fatalities involving Honda motorcycles and automobiles. In India, HMSI is working in line with this vision and the Government of India’s direction of reducing fatalities to half by 2030.

One critical aspect of achieving this goal is inculcating a positive mindset towards road safety in our children by the year 2030 and continuing to educate them thereafter. Road safety education at schools and Colleges is not only to create awareness but to inculcate a safety culture in young minds and turn them to be the safety ambassador. It empowers future generations to become responsible and significantly contribute to a safer society.

HMSI wants to be a company that Society wants to exist and is strongly focusing on Road safety awareness to all sections of society with unique ideas catering to each segment from school kids to Corporations and society at large.

HMSI’s set of skilled safety instructors conducts daily programs at our 10 adopted traffic training parks (TTP) across India and 6 Safety Driving Education Centers (SDEC) to make road safety education accessible to every part of society, and the initiative has already reached over 5.7 million Indians. HMSI’s National Road Safety Awareness program made learning fun yet scientific through:

SCIENTIFICALLY DEVISED LEARNING MODULE: Honda’s skilled instructors set the foundation with theory sessions on road signs & markings, driver’s duties on the road, riding gear & posture explanation, and safe riding etiquette.

1.  PRACTICAL LEARNING: A special training activity on Honda’s virtual riding simulator was executed for all to experience over 100 possible dangers on the road before actual riding.
2.  INTERACTIVE SESSION: Participants were given danger prediction training known as Kiken Yosoku Training (KYT) which helps in enhancing rider/driver’s sensitivity to danger and ensures safe driving behavior on roads.
3.  EXISTING DRIVERS HONING RIDING SKILLS: Students & school staff members who are already existing riders tested & honed their riding skills through slow riding activities and riding on narrow planks.

Bengaluru, July 31, 2024: In its continuing endeavour towards bridging the gap between aspirations and accessibility, Tata Motors, India’s leading automobile manufacturer, today announced the launch of two special funding programs ‘Vidyadhan’ and ‘Utkarsha’, to facilitate the higher education of the children of its technicians working in manufacturing facilities across India including plants in Pune, Lucknow, Jamshedpur, Dharwad, Sanand and Pantnagar regions.

Under the ‘Vidyadhan’ program, education loans are being made available at concessional rates to support the higher education of children post successfully clearing grades 10th and 12th. With ‘Utkarsha’, girls, transgenders, and specially-abled children will additionally benefit from annual scholarships being offered.

Announcing the launch of Vidyadhan and Utkarsha, Mr. Sitaram Kandi, Chief Human Resources Officer (CHRO), at Tata Motors, said, “Quality education is vital for progress and development. With these programs, we are making higher education more accessible and enabling the next generation of our hardworking technicians to fulfill their dreams as well as those of their parents. While the children can focus on studying beyond 10th and 12th grades in any field of their choice, the parents do not have to worry anymore about the financing required for it. They will have better opportunities to build a successful career and life with the right qualifications and skills.”

Vidyadhan: Building Brighter Futures

‘Vidyadhan’, an education loan program serves as the transformative bridge to higher learning for empowering the next generation to realize their potential to the fullest. Eligible technicians can access loans of up to Rs. 7.5 lakh, covering up to 95% of fees for domestic education or up to 85% for international education fees. These loans are being offered in collaboration with the State Bank of India (SBI) and Tata Motors will offer concessions over the interest rate being charged by SBI – 50% lower interest rate for boys and 70% lower for girls, transgender individuals, and specially-abled children. To qualify, the student must be enrolled in a full-time graduate or postgraduate course of a minimum 2-year duration and affiliated with recognized universities or AICTE-equivalent institutions in India or abroad.

Utkarsha Scholarship: Fostering Inclusivity with Empowerment

The ‘Utkarsha’ program will provide a scholarship of Rs. 25,000/- every year to support the higher education of girls, transgender individuals, and specially-abled children post successful completion of grade 10th or 12th. To qualify, applicants must have scored a minimum of 60% and secured admission to a recognized university or AICTE-equivalent institution in India or abroad.

Wednesday, 31 July 2024: Suryoday Small Finance Bank (SSFB), one of the leading new-age digital banks in India, announced the expansion of its presence in the Delhi-NCR region with the launch of four new branches. The four new branches are in Rajouri Garden, Preet Vihar, Janakpuri, and Gurgaon Sector 14. With these branches, SSFB now has 60 employees across six different locations in the Delhi-NCR Region.

This expansion strengthens SSFB’s footprint in the country’s capital, a region which contributes significantly to the overall banking business with the deposits and advances of this region. SSFB is well-positioned to tap into this potential market and expand its customer base.

The Bank is dedicated to being a Phygital-driven, rural, and semi-urban bank, with a strong focus on priority sectors and retail segments of micro and small enterprises. SSFB’s pan-India branch network now stands at 675+ branches, reiterating its commitment to provide accessible and convenient banking services to its customers, regardless of their location.

The Bank has been focusing on expanding its physical presence in key markets, particularly in urban areas, to reach a broader customer base and offer its products and services to a larger population segment.

Speaking on the occasion, Mr. R. Baskar Babu, MD & CEO, Suryoday Small Finance Bank, said, “The launch of our four new branches in the Delhi-NCR Region signifies our commitment to expanding our footprint and making quality banking services available to more customers. We aim to contribute to the development of these markets and establish a strong presence in the region. The Bank has steadily grown its footprint across the Delhi National Capital Region. We are confident that these new branches will cater to the growing needs of our customers. With the expansion of our branches, we are excited to offer our differentiated services to more customers in the capital of India.”

He further added, “At SSFB, our core objective is to make banking seamless. We take pride in being a customer-centric organization. Our robust financial performance, coupled with our unwavering commitment to exceptional customer service, positions SSFB for continued growth and a significant role in shaping India’s financial landscape.”

The Bank is committed to providing affordable and accessible financial services to the people of Delhi-NCR and surrounding areas. The Bank will focus on individual retail customers, retail businesses, and senior citizens, offering diversified product offerings such as savings accounts, current accounts, fixed deposits, home loans, two-wheeler loans, commercial vehicle loans, etc.

SSFB has witnessed growth in all performance parameters on a YoY basis, with retail deposits of Rs 8,137 crore in Q1FY25. The Bank also became the first in the small finance category to introduce all-exclusive women-managed branches—Suryoday Roshni. These branches are exclusively managed by Women staff to address and fulfil the financial needs of the Bank’s customers, with a special focus on women clientele. At present, the Suryoday Roshni has a presence across six locations, including Govandi (Mumbai) and K.R. Pete & Ram Mandir (Karnataka), Konisi (Ganjam district in Odisha), Vallioor, and Ganapathy (Tamil Nadu), with more than 50 highly trained staff.