About Us Central Madhya Pradesh Gramin Bank was constituted on 08-10-2012 under Regional Rural Banks Act, 1976,

by amalgamating erstwhile Satpura Narmada Kshetriya Gramin Bank, Vidhisha Bhopal Kshetriya Gramin Bank and Mahakaushal Kshetriya Gramin Bank.The Head Office of the Bank is situated in Chhindwara.Central Madhya Pradesh Gramin Bank, the biggest Regional Rural Bank of Madhya Pradesh, serve the people of the State through the strong network of 423 Branches spread over in 25 districts of MP viz. Hosangabad, Mandla, Umaria, Ratlam, Bhind, Gwalior, Raisen, Balaghat, Seoni, Anuppur, Mandsaur, Morena, Datia, Harda, Dindori, Shahdol, Betul, Neemuch, Sheopur, Chhindwara, Vidisha, Bhopal, Katni, Jabalpur and Narsinghpur.Our bank is sponsored by Central Bank of India. 50% of its shares are held by Government of India, 35% by Central Bank of India and 15% by Government of Madhya Pradesh. Besides lending to agriculture / allied sectors and MSME, our bank offers a bouquet of Retail Loan schemes to suit the needs of various target clientele and the general public. All the branches in 25 districts are monitored for efficient customer services by 8 Regional/Special Offices situated at Chhindwara, Hoshangabad, Gwalior, Mandsaur, Mandla, Shahdol, Vidhisha and Jabalpur. The business affairs of the Bank are managed by the Board of Directors consisting of Chairman and 8 directors. ORGANIZATIONAL STRUCTURE Chairman & Managing Director Executive Director General Manager Deputy General Manager Assistant General Manager Chief Manager Senior Manager Manager Officer Assistants

CENTRAL MADHYA PRADESH GRAMIN BANK HEAD OFFICE, 800/19, South Civil Lines Chhindwara, HEAD OFFICE: 800/19, SOUTH CIVIL LINE, Chhindwara BALANCE SHEET AS ON 10/8/2012 AMT IN Rs.

Capital and liabilities CAPITAL & LIABILITIES Boodle CAPITAL Arkshitia and surplus RESERVE & SURPLUS Deposit DEPOSIT Borrowing BORROWING Other liabilities and provisions OTHER LIABILITIES & PROVISIONS Yoga Property ASSETS Hathangdi CASH Cash and the balance in the Reserve Bank of India BALANCE WITH RESERVE BANK OF INDIA Bank balance and dues on demand and at short notice BALANCE WITH BANKS & MONEY AT CALL & SHORT NOTICE Allocation INVESTMENT

Schedule SCHEDULE 1

AS ON 08.10.2012

1,49,47,26,950.00

51,89,70,458.69

43,66,55,97,328.48

3,82,95,72,041.80

3,21,02,99,102.50

TOTAL

52,71,91,65,881.47

23,94,69,106.90

1,96,27,78,606.29

11,25,61,60,165.55

14,70,46,60,955.00

Advance ADVANCE Still Astia FIXED ASSETS Other Astia OTHER ASSETS TOTAL

22,91,65,22,345.63

10

19,05,20,553.96

11

1,44,90,54,148.14

52,71,91,65,881.47 2,26,07,296.00

Smashrit liability bank guarantee 12 CONTINGENT LIABILITIES (BANK GUARANTEEE) Bills for collection BILLS FOR COLLECTION

78157407.37

RECRUITMENT PROCESS
The Government of India has given the Institute of Banking and Personnel Selection (IBPS) a go ahead to conduct the Common Written Exam (CWE) for recruitment in the Regional Rural Banks (RRB). IBPS is presently working out details for conducting exams for the post of Officer and Clerks for the RRBs. The recruitment process in 19 public sector banks through the IBPS CWE is already being followed since last year.

The IBPS conducts the Common Written Exam for the post of Probationary Officer/Management Trainee (PO/MT), Clerks and Specialist Officers. Candidates who qualify in the Common Written Exam are issued a score card by IBPS. As and when the participating banks call out for recruitment, candidates having a valid score card can apply. Each bank will then select their desired candidates as per their own selection procedure. Similarly, a valid score card will be the basis on which the RRBs will recruit their desired candidates depending on their vacancies. Knowledge of the local language will be an important eligibility criterion in case of recruitment in an RRB considering the nature of their operation. The whole selection process will be supervised by the National Bank for Agriculture and Rural Development (NABARD). The common examination is aimed at reducing the time, multiplicity of selection process and bringing uniformity in the selection process.

STRENGTHS OF THE ORGANIZATION

High skilled personnel in middle and low level in the bank Aggression towards the development of the existing standings Presence of intellectual capital to face the change in implementation with good quality

WEALNESS OF THE ORGANIZATION

Poor technology infrastructure Presence of more number of smaller banks Poor compensation system Poor talent management