Expression of Interest (EOI)

Transcription

1 NATIONAL BANK FOR AGRICULTURE AND RURAL DEVELOPMENT (NABARD) HUMAN RESOURCES MANAGEMENT DEPARTMENT HEAD OFFICE, MUMBAI Expression of Interest (EOI) For UNDERTAKING A HUMAN RESOURCE DEVELOPMENT STUDY IN NABARD National Bank for Agriculture and Rural Development (NABARD) invites sealed Expression of Interest (EOI) from Indian consulting agencies for undertaking a Human Resource Development study in NABARD. Interested Consulting agencies may visit our web-site for details and apply as stated therein. 1

2 1. BACKGROUND 1.1. National Bank for Agriculture and Rural Development (NABARD) is a development Bank established under the provisions of the National Bank for Agriculture and Rural Development Act, 1981 (Act of Parliament) for the purpose of providing and regulating credit and other facilities for the promotion and development of agriculture, small scale industries, cottage and village industry, handicrafts and other rural crafts and other allied economic activities in rural areas with a view to promote integrated rural development and securing prosperity of rural area, and for matters connected therewith or incidental thereto. NABARD is India s Apex Development Financial Institution and is owned by the Government of India NABARD s initiatives are aimed at building an empowered and financially inclusive rural India through specific goal oriented interventions which can be categorised broadly into three heads: Financial, Developmental and Supervision, touching almost every aspect of rural economy. From providing refinance support to building rural infrastructure, from preparing district level credit plans to guiding and motivating the banking industry in achieving these targets, from supervising Cooperative Banks and Regional Rural Banks (RRBs) to helping them develop sound banking practices and onboarding them to the Core Banking Solutions platform, from designing new development schemes to the implementation of Government of India s (GoI) development schemes, from training handicraft artisans to providing them a marketing platform for selling these articles, it touches millions of rural lives across the country NABARD s Head Office is located in Mumbai and has a pan-india presence with 31 Regional Offices, a district-level presence in more than 400 districts and Training Establishments situated at Bolpur, Lucknow and Mangalore, serving the capacity building requirements of partners / rural financial institutions across the country and Asia Pacific countries, besides our own staff. 2. Need for HR Study 2.1. NABARD has a staff strength of nearly Of this, the strength of Officers is around 2600 and the remaining are Development Assistants and Office Attendants. The Bank has recruited officers and other staff at different points of time based on organisational requirements. Organisation has different levels of hierarchy in officers - starting from Grade A to F supported by Development Assistants and Office Attendants Partners of NABARD include State Governments, Cooperative Banks, Regional Rural Banks, Scheduled Commercial Banks, Federations, Corporations, Government bodies, Voluntary Agencies, Non-Government Organisations, etc. 2

3 2.3. NABARD has multi-faceted roles and functions. These include: Business functions which require capability for appraisal of various agriculture and rural development projects including infrastructure development in rural areas, appraisal of credit limits and refinance proposals, etc Development functions which require capability in handling watershed projects, tribal development projects, micro credit innovations, climate change, farmers producers organisations, various agriculture and rural development pilot projects, etc Support services to business and development which require capability in accounting, funds handling, corporate planning, handling international donor projects, institutional development viz. health and corporate governance issues of Regional Rural Banks and Cooperative Banks, Information technology related hardware and software including various applications, etc Supervision which requires capability to carry out statutory inspections of Rural Finance Institutions (RFIs), handling offsite supervision, etc. In addition to the above, all the roles and functions also require capability in handling, analysis, interpretations of varied data Administrative support services which require capability in handling HR matters; General Administration; Premises; Internal Inspection; Board related matters; Top management functionaries, etc Keeping in view the varied nature of operations of the Bank, there is a felt need to undertake a scientific exercise of mapping of specialized skill sets required for discharging various roles and functions in Bank. The same will help in designing Bank s recruitment and placement plan so that Bank has optimum manpower with requisite qualifications and skill sets for discharging its functions. Designing and putting in place interventions in training including identification of the process and delivery of training inputs is also of paramount importance to the Bank keeping in view the existing functions and new areas being ventured by the Bank. In the light of employee profile at various levels of the bank, it is also necessary to equip the future leaders with skills required to lead multi-functional teams and also to groom them with an in-depth understanding of the roles and functions of the Bank An efficient Performance Assessment System plays an important role in clearly distinguishing between an optimal and sub-optimal performance and also to commensurate the performance of individuals with the actual output delivered which in turn will help the Bank in various HR related decisions including placement, promotions, succession planning etc. Also, there is a need to scientifically understand the views and perceptions across various staff levels and age group segments. 3

4 2.6. In the above backdrop, it has been decided to have an in-depth HR study in the bank which would serve as an input for putting in various HR development initiatives. The terms of reference for the study are as under: 3. TERMS OF REFERENCE 3.1. To understand the core areas of functioning of NABARD and defining model roles & responsibilities at base, middle and senior level positions in various verticals of the Bank To undertake a scientific study of: Profiling of available human resources Skill mapping for identifying the specific skills required to operate effectively in a job position Preparing a skill matrix to identify the skill gaps and plan to minimise the same Preparing models for placement of staff at appropriate jobs 3.3. To categorise/group Departments at functional level and accordingly develop a few competency models covering three levels of management (hierarchy based) highlighting characteristics of a successful employee or leader Design Leadership Development Plan covering middle & senior level functionaries by defining required skill sets for leading multi-functional teams To suggest training strategies and interventions covering (a) Design (b) Approach (c) Process and (d) Delivery System, with reference to varied roles and functions of the Bank covering all areas of functioning as outlined in Para To understand the present Performance Assessment System in the Bank and suggest a model best suited for NABARD after taking into account the system prevailing in similarly placed organisations To undertake an Organizational Climate survey in the Bank covering the organisational structure and style of functioning as also perception regarding impediments and facilitators in the broad areas of functioning of the Bank. The objective is to establish an understanding of the organizational climate and satisfaction of employees and clearly define the areas of improvement To come up with Support Strategies for the Bank to achieve excellence and be future ready. 4

5 4. Indicative Timeline for the Assignment: To be completed tentatively in Three months from the date of commencement of study 5. Eligibility Criteria: Sl. No. Parameters 5.1. The Consulting Agency (Public, Private, Government owned / Trust / Other agencies) should have prior experience in providing consultancy in the last 3 years in undertaking HR DEVELOPMENT STUDIES as outlined in the TOR to Development Finance Institutions (DFI)/ Public Sector Banks (PSBs) / Public Sector Units (PSUs) The Consulting Agency should have more than 10 experienced and qualified professionals on its rolls, in addition to support staffs. Documents to be submitted Documentary evidence and details to be provided. Details to be provided along with certificate of experience Indicative qualifications are PG Degree or equivalent in Human Resource Management (HRM) and Organisational Behaviour (OB) The Consultancy agency would place at least a four member team (including the team leader) in NABARD during the assignment and the members of the team (including the team leader) will remain unchanged during the assignment. All the four members should have a minimum of Five years prior experience in undertaking HR Development studies as outlined in the TOR to DFI/PSB/PSUs. However, in case of any eventuality leading to change in key personnel prior concurrence of NABARD may be obtained in this regard. 5

6 6. Evaluation Matrix (for shortlisting consulting agencies for issuing RFP) Sl. No. Criteria Weightage (%) Max. Marks (100) 6.1. Past experience of the Agency/organisation in conduct of HR Development studies as outlined in the TOR in the past 5 years 6.2. Experience of Key Personnel and number of HR DEVELOPMENT STUDIES, as outlined in the TOR, carried out for DFI/PSB/PSU in the last 05 years Methodology and plan for implementation Financial strength of the agency/institution Note: For criteria at Sl. No above, the Evaluation Committee will evaluate the capabilities and award the marks, based on the EOI document. 7. Evaluation Process: 7.1. The Consulting agencies shall have to fulfil the eligibility criteria as indicated in point 5 above in full, failing which their proposals would be rejected outright NABARD will constitute an Evaluation Committee for evaluation of the proposals and to decide on short listing of the agencies. The decision of this Evaluation Committee and NABARD shall be final and the Consulting Agencies shall have no right to challenge the decision of NABARD The evaluation of consulting agencies (fulfilling the eligibility criteria) shall be based on the parameters spelt out in the Evaluation Matrix indicated above. The Evaluation committee would thereafter shortlist such of the consulting agencies who have obtained 60% and more scores and those scoring high (at least Three and not more than Five) in the descending order would be issued a Request for Proposal document Evaluation Committee may, if required, call for presentation at EOI stage also. 6

7 8. Exit Clause: Once the objectives, scope and deliverables spelt out above are realized within the timeframe indicated, the assignment shall be treated as complete and the contract will cease to exist. 9. Other Instructions to Consulting Agencies: 9.1. The Bank reserves the right to shortlist the consulting agencies, based on the requirement of the Bank and consider them for the next stage of evaluation Interested consulting agencies are required to submit their EOI as per the prescribed format given in Annexure A. Documentary proof must be submitted for all claims made by the consulting agencies The EOI, in the prescribed format on company/institution letter-head, must be sent/submitted by SPEED POST/HAND DELIVERED in a sealed cover superscribed EOI Document for Undertaking an HR Study in NABARD so as to reach NABARD Head Office at Mumbai on any working day (Monday to Friday 10:00 AM to 4:00 PM) up to and including 23 August 2018 at the following address : The Chief General Manager, Human Resource Management Department, NABARD Head Office, 6 th Floor, A-Wing, C-24, G Block, Bandra Kurla Complex Bandra East, Mumbai All clarifications relating to the assignment shall be available only by way of to hrmd@nabard.org 9.4. The last date/time for submission of EOI response is 4:00 PM on 23 August EOI responses received after this time and date will NOT be entertained under any circumstances. In case of the designated last day being declared a public holiday, the same will be extended to the next working day. 7

8 9.6. NABARD reserves the right to accept/reject any or all of offers submitted in response to this advertisement without assigning any reason whatsoever The EOI responses will be opened at PM on 23 August 2018 at the above address. The representatives of the consulting agencies are welcome to be present for the opening of the EOI. No separate intimation will be given in this regard to the agencies NABARD reserves the right to issue Request for Proposal (RFP) to such of those consulting firms it deems eligible and qualified, based on the responses received, the requirements of NABARD and short listed as per the above evaluation process NABARD may terminate the EOI process at any time and without assigning any reason. NABARD makes no commitments, express or implied, that this process will result in a business transaction with anyone This EOI document is neither an offer letter nor a legal contract, but an invitation for expressing interest for engagement as a consultant to assist NABARD as mentioned above. No contractual obligation on part of NABARD whatsoever shall arise on the basis of this EOI process. The applicant s participation in this process may result subject to satisfying other criteria in short listing the institutions/organisations NABARD will not be liable for any costs incurred by the applicant in the preparation of the response to this invitation Any lobbying and approaching NABARD officers and the consultants/experts employed by NABARD will disqualify the agency in question. Please Note: This is not a Request for Proposal (RFP) and commercials (Financial proposals) should NOT be submitted with the EOI response. Any EOI response received with commercials will be rejected summarily. 8

9 ANNEXURE- A Format for submission of EOI The EOI should be submitted as per the following format along with documentary evidence and details of the consulting agency as also details of the experienced and qualified professionals on its rolls (in addition to support staff) along with their details with certificate of experience etc.: Part I: Company/Agency/Institution Information: Name Type (Partnership Firm/Company Public, Private, Govt. owned/trust/others please specify) Date of incorporation and Year of commencing operations in India Corporate Office Address (in India) Local Office Address, if any (in Mumbai) Website Principal Contact (Name, Address, Tel No.(incl. mobile no.), fax, ) Legal status of the Consulting agency(attach copies of original document defining legal status) Eligibility criteria related information The consulting agency to satisfy the parameters stipulated under eligibility criteria in full and also furnish appropriate documents satisfying the said criteria. Part II: Operational Details: (a) Experience of the firm : Subject No. of years of experience in India No. of assignments undertaken in last 3 years in undertaking HR DEVELOPMENT STUDIES as outlined in the TOR to DFIs/PSBs/PSUs in India. No. of assignments undertaken 2 years prior to in undertaking HR DEVELOPMENT STUDIES as outlined in the TOR to DFIs/PSBs/PSUs. Response (Attach separate sheet wherever required) 9

10 Detail of assignments undertaken in the last 5 years viz. client name; address; client reference, project title, project scope, estimated cost, project duration, manpower deployed (man month); project location; status of the project. (b) Experience of Key personnel : (i) Experience and qualification relevant to scope of the assignment viz. Undertaking HR Development studies/ Qualification: Post graduate in Human Resource Management (HRM) and Organisational Behaviour (OB); Experience: In undertaking HR Development studies. Qualification & experience PG Degree or equivalent in HRM and OB with experience in conducting HR DEVELOPMENT STUDIES as outlined in the TOR. No. of staff Of which No. of staff likely to be identified for working on the proposed assignment (ii) A list of the Key personnel constituting the team for the assignment along with their CVs may be included. (Attach separate sheet indicating the CVs of the key personnel to be associated with the assignment. Details of assignments undertaken in the past 3 years for HR related studies have to be included in the CVs). (iii) Financial Strength of the consultancy firm/agency/institution for ; & (iv) Balance sheet size & net profit for ; & Part III: Methodology and Plan for Implementation: The consulting firm to submit a step by step implementation methodology, which depicts the firm s approach to fulfill the objectives, scope and deliverables of the work envisaged in the assignment. This should inter alia cover the timeline for various activities, clarity in meeting the objectives and methodology, objectivity in plans, quality of resources proposed to be deployed during implementation, the deliverables envisaged at various stages and the control and evaluation mechanism suggested. ********************************************************************************* 10