...Human Resource Management Practices in Janata Bank Limited: A Study on Dhaka University Campus Corporate Branch Salma BBA Program 2014 (17th Batch) Roll No: 109 Supervisor: Dr. Mohammad Thoufiqul Islam Associate Professor Department of Management Faculty of Business Studies University of Dhaka Date of Submission: 28th February, 2015 1.1 Introduction The concept of HRM became popular in the early 1980s; since then there has been increasing interest in the academic concept as well as in the research area. Early models of HRM were largely conceptual and not based on substantial empirical evidence for their validity (Beer, Spector, Lawrence, Miles & Walton, 1984; For burn, Tichy & Devanna,1984; Guest,1989). Human Resources (HR) are considered as the most important assets of an organization, but very few organizations are able to fully harness its potential (Ahmed & schroeder, 2002). Human resources system is a distinct but interrelated activities, functions and processes that are directed at attracting, developing and maintaining or disposing firms’ human resources (Lado & Wilson, 1994). Human resources in other words, well informed capable citizenry can improve the total ability of an organization, a society, a government agency and virtually of a country, of a nation (khan, 2003). Human resources are the most important assets of an organizations because without them the business functions such as managing cash flow, making business...
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...RECRUITMENT AND SELECTION The AB Bank recruitment process is a strict and rigid multi-step process based upon certain core principles used by the bank and its Human Resource (HR) division. When recruiting among the number of factors taken into consideration, Core Competence is given the highest amount of weight. Core Competence is the basic knowledge of the job and potential to maximize that knowledge. Other factors taken into consideration are adaptability, learning potential, ethics and integrity, and extra-curricular activities. The first thing the firm observes is the CGPA of the candidates and applies a discounting factor on the CGPA of the candidates based on their universities. From there it is a two-step process, consisting of a written exam and a viva, which is conducted by a third party to ensure transparency. Furthermore, the firm does not allow any of its Board of Directors to take part in the selection process to keep away influence or unwanted manipulation. The HRD also takes in Parallel Recruitment in cases where it’s policy of “Promotion from Within” cannot be applied effectively. TRAINING AND DEVELOPMENT AB Bank provides job specific training designed to make employees more effective in their current job. The Bank believes that appropriate forms of training and enabling opportunities contribute to Human Resources Development (HRD) by way of upgrading the job skills, existing potentials and growth which benefit the employee and the organization. In every...
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...land, labor, capital, enterprise form a proper adjustment to do business. So the HR practice in an organization becomes a major fact to the modern world. The world is tremendously competitive now. In every sphere of life and business, competition has become more and more furious. Every firm tries to obtain and retain efficient employees to meet the new challenges. So, attracting, obtaining, retaining and maintaining the best employees have become much more important, rather than other factors in order to meet the corporate goal with the fulfillment of the current challenges. The course under BBA program designed with an excellent combination of theoretical and practical aspects, while studying the BBA program, consisting of theoretical exposure, the students are required to obtain different types of experiences gathered from different organizations, field work, and the presentation based on them. We have tried our best to use this opportunity to enrich my knowledge on banking system and also incorporate my knowledge, which I have learned from my classes. 1.2 Background of the study Practical Knowledge has no alternative especially for BBA student. We worked as an Intern in The BRAC Bank Ltd, HR Division. After doing the study, we have to make a Report. The report covers “HR practice of BRAC Bank Limited”. This report gives a narrative overview of the overall HR practice of BRAC Bank Limited. This report explains the nature and objective of the Human Resource Division...
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...In order to achieve development of both the Bank and the individual members of staff who contribute to its success, the HR Strategy encompasses organizational development activities, which aim to improve the Bank’s capacity to achieve greater effectiveness, including improved quality of service. There are number of HR practices that could be tested in connection with employee performance. We have studied eleven HR practices and their relationship with organizational success which are personnel selection, performance appraisal, incentive compensation, job design, grievance procedures, information sharing, attitude assessment, labor-management participation, recruitment efforts, employee training and promotion criteria. These eleven HR practice in very important to achieve organizational success and these practices have positive relationship with organizational success. Methodology: The questionnaire was based on questionnaire for measuring impact of various HR practices on employee performance and as well as organizational success. The reason for selecting this questionnaire is that it was used to study the impact of same variables as in present study and was well tested on reliability and validity scales this questionnaire was also correction by our teacher. Questionnaire that was administered consisted of 16 questions and these questions are included Compensation Practices, Promotion Practices Performance Evaluation Practices and Perceived Employee Performance and so on...
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...HUMAN RESOURCE MANAGEMENT AND EMPLOYEE PERFORMANCE: A CASE STUDY ON BANGLADESH BANK PRESENTED BY: MD. RAYHANUL ISLAM EXAMINATION COMMITTEE: Dr. SUNUNTA SIENGTHAI (CHAIRPERSON) Dr. SUNDAR VENKATESH Dr. YUOSRE BADIR Agenda: Introduction of the study Snapshot of BB and its current situation on human resource management. Findings and discussion. Conclusion of the study and recommendations. Introduction Bangladesh Bank (BB), the central bank of Bangladesh, is the key player for the financial sector of Bangladesh as well as for the economy. An urgent need for supply of adequate professional manpower to cope with the emerging challenges. Objectives of the study: 1. To describe the existing HRM of BB. 2. To assess the strengths and weaknesses of the current BB’s HRM. 3. To examine the relationship between BB’s HRM practices and HR Department’s employees performance. Research methodology ◦ ◦ ◦ ◦ ◦ Sampling Method Primary Data Secondary Data Data Gathering Instrument Data Analysis Flow chart of the research framework Bangladesh Bank and its situation on Human Resource Management • The • • establishment of BB Functions of BB Human Resources Department (HRD) of BB: HR Dept. has 3 division & each division has 2 wings. These arePlanning and Resourcing Division -Planning, Promotion & Transfer wing -Recruitment & Outsourcing wing Development and Benefit Division -Benefits & Administration wing -Training & Development wing Performance and Reward Division...
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...documented. What is less clear is whether the move towards managerialism that has taken place within the banking sector in Bangladesh, more preciously on Khulna. The research begins with a review of the literature. In particular the conceptual thinking surrounding the connection between HRM and performance within private banks is explored. HRM plays a part in influencing the direction and shape of the devolving strategy. With business strategy, it might be that strategic HRM is seen as contributing to strategic choice within the organization by either maintaining feasibility or producing a sustained advantage. So, strategic HRM emphasizes the need for Human Resource (HR) plans and strategies to be formulated within the context of overall organizational strategies and objectives, and to be responsive to the changing nature of the organization’s external environment. Introduction In today’s world, bank is one of most essential organization for the society. Any financial agreement or involvement cannot take place without the participation of banks. So without any argument, it can be acknowledged that banks are playing a very important role in the social economy. As the banks are playing such important role, they should maintain a strong or very good Human Resource. To ensure the optimal performance, organizations should follow or maintain some rules. The combinations of all these rules or techniques are more preferably known as strategies. These strategies are used for increasing and...
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...1. Introduction This seminar paper deals with the Learning and Development Strategy of Dashen bank vis-à-vis the best practices and best fits recommended by scholars in the field. Our assessment covers the literature review analysis on the best practices and best fits as provided by the tool kits. We have also reviewed the Dashen bank’s business as well as Human Resources Management Strategies, HR Training Policies and Procedures and the Bank’s Profiles. The paper presents the literature review in the first part and analysis of the Bank’s strategy in general and learning and development strategy in particular based on the tool kit as advised by the instructor in the second part. The final part presents conclusions and recommendations. 2. Objective The purpose of this term paper is to evaluate the human resources learning and development strategy at Dashen Bank SC against the contemporary theories and recommendations and best practices prescribed by scholars and practitioners. The evaluation mainly applied the strategic human resource management tool kits as recommended by the course instructor. 3. Limitations Since the paper deals with the strategic issues of the Bank which is a confidential document to the Organization we were constrained freely examine and discuss the paper as we wish. 4. Literature Review STRATEGIC HUMAN RESOURCE DEVELOPMENT (SHRD) involves introducing, eliminating, modifying, directing, and guiding processes in such a way that all individuals...
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...Pvt. Ltd., PRACTICE OF HUMAN RESOURCE ACCOUNTING IN BANKING SECTOR OF BANGLADESH SYED MOUDUD-UL-HUQ1 & PANUEL ROZARIO PRINCE 2 1 Lecturer Department Of Business Administration, Mawlana Bhashani Science And Technology University, Santosh, Tangail. 2 Lecturer, Department Of Business Administration, Victoria University Of Bangladesh, 15/11/APanthapath,Dhaka. ABSTRACT Success and failure of corporate undertakings purely depends upon the human resources. Now-adays human resource is a prime concern for all the institutions especially for financial institutions as they have required investing a huge amount of capital. In this context, it is worth while to examine human resource accounting practices in corporate sector i.e. banking sector in Bangladesh. For the convenience of completing the research paper successfully it has been prepared based on a sample of 25 commercial banks and practice of human resource accounting has been measured on five broad indicators which incorporates several sub indicators. In the survey it has found only few banks had mechanism to practice of human resource accounting in 2010 and now in 2011 almost the same number of banks has such mechanism and score improved by .09 due to the some enhancement program in this regard and it has been found that banking sectors in Bangladesh are often alleged as too vague in the issues of practicing human resource accounting. KEY WORDS: Human Resource Accounting (HRA), Practice, Commercial Bank, Indicators, Weighted...
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...Atique B.sc (Hons), Business Administration Gift University Gujranwala IMPACT OF HUMAN RESOURCE PRACTICES ONORGANIZATIONAL PERFORMANCE: A STUDY OF BANKING SECTOR OF GUJRANWALA Keywords: Organizational Performance, Employee Satisfaction, Recruitment &Selection, Training & Development, Performance Appraisal and Compensation Abstract: The purpose of this study is to evaluate HRM practices and their impact on organizational performance in banking sector. People believe that HR is not important it’s just a sunk cost and have no significant positive effect on org. performance. The aim of this study was to check the impact between Human resource management and organizational performance. The research was conducted in banking sector of Gujranwala .We have evaluated the impact of functions of HR like Selection, Training, Appraisal and Compensation (as Independent Variables) on Organizational Performance (Dependent Variables). We have done research with the help of questionnaires. The conclusion and results are presented at the end of this paper. The analysis showed the positive relation between the dependent and independent variables. Introduction: Our financial sector evolved very differently from banks in the developed world. For nearly a year after partition, Pakistan had no central bank. Habib Bank – established in 1941 – filled this gap initially, until the State Bank of Pakistan (SBP) was set up in 1948 under quasi-government ownership. Commercial banking grew favorably...
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...Contents Introduction to the company Bank of Ceylon……………………………………….4 Human Resource role and responsibility Service center………………………………………………………………..5 Corporate HR………………………………………………………………..6 Embedded HR……………………………………………………………….7 Center of Expertise…………………………………………………………..7 Operational Executors……………………………………………………….8 Conclusion…………………………………………………………………………...9 Reference…………………………………………………………………………….9 Introduction to the Company Bank of Ceylon Bank of Ceylon (BOC) was founded in 1939, with Sir Ernest de Silva as its first Chairman. At the time, Ceylon was a British colony and the then governor Sir Andrew Caldecott ceremoniously opened the bank on 1 August. The English government introduced the banking arm for its government oriented businesses. Two years later, in 1941, BOC started to expand beyond the city of Colombo. It opened its first branch in Kandy. Subsequently BOC added branches in major cities such as Galle, Jaffna, Kurunegala, Batticaloa, Trincomalee, Badulla and Panadura Today having completed more than seven decades of glorious existence, the Bank is firmly entrenched as Sri Lanka’s premier financial services organization offering a broad range of services consists of commercial banking, trade finance, development financing, mortgage financing, lease financing, investment banking, corporate financing, dealing in Government securities, pawn brokering, credit card facilities, off-shore banking, foreign currency operations and other financial services. BOC holds...
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...Hrm Practices in Dhaka Bank Limited In: Business and Management Hrm Practices in Dhaka Bank Limited TABLE OF CONTENTS Executive Summary Prefatory Origin of Bank Definition of Bank History of Banking in Bangladesh History of Private Banks in Bangladesh Current Structure of Banks in Bangladesh Introduction Origin of the Report Objectives Scope Rationale of the study Methodology Limitations Literature Review Organization Overview DBL Background Nature of Business Shariah Council of the bank Vision Mission Core Values Objective of EXIM Bank as a shariah basedIslamic Bank Strategic objectives of DBL Customer charter _____________________________________26 _____________________________________26 _____________________________________27 _____________________________________05 _____________________________________07 _____________________________________08 _____________________________________08 _____________________________________09 _____________________________________11 _____________________________________13 _____________________________________17 _____________________________________18 _____________________________________19 _____________________________________19 _____________________________________20 _____________________________________20 _____________________________________21 _____________________________________21 _____________________________________23 _____________________________________24 _____________________________________25 _____________________________________25...
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...MANAGEMENT PRACTICE IN CITY BANK Term Paper on HUMAN RESOURCE MANAGEMENT PRACTICE IN CITY BANK Prepared for: Associate Prof: Dr. Sumayya Begum Course Instructor: Human Resource Management Prepared by: Md. NorulBasor ID No. : M1516031 Batch : MBA-16 (A) Session : 2014-15 Faculty of Business Studies Bangladesh University of Professionals, Dhaka September 15, 2015 September 15, 2015 Dr. Sumayya Begum Associate professor (FBS) Course Instructor: Human Resource Management Bangladesh University of Professionals Dear Mam: SUBMISSION OF TERM PAPER I have the pleasure to submit the term paper on “Human Resource Management Practice in City Bank”for your kind perusal and evaluation. It is a matter of immense pleasure for me to have the opportunity to analyze the “Human Resource Management Practice in City Bank” one of the dynamic process of HRM in everysector of education. I am grateful to you for allowing me to carry out such term paper. I am also grateful to you for necessary co-operation and assistance from you during my term paper. I believe that the knowledge and experiences acquired while conducting this study will help me in many ways and the readers as well in future. I tried my best to accommodate my ideas and findings as specifically as you asked about within the time frame and resources available. I hope that the idea presented in the assignment will provide a clear picture about Human Resource Management Practice in...
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...Mountain Bank Strategic Human Resource Management – HRM530005VA016-1118-001 Professor 23 October 2011 1. Discuss the strategies that Mountain Bank should implement to achieve a competitive advantage in the marketplace. Mountain Bank already has the necessary tools to implement a variety of strategic plans. The key will be making the necessary changes and implementing them in order to gain a substantial and competitive advantage in the marketplace. The banks recent internal studies concluded that their best resources are their tellers. Based on this information I would recommend focusing on this echelon of the workforce strategically. As a part of the human resource management (HRM) team I would recommend a duel fold strategy that melded the competitive business strategy and the human resource strategy. a. Competitive business strategy: This strategy would focus on the needs of the customers and how to meet them efficiently and consistently. Every banking business that truly wants to succeed must ask “why will customers bank with us?” This question is the basis for the strategy they must adopt. For Mountain Bank I would recommend a #1 focus on customer service and satisfaction. I am not talking about simple courtesy but the type of incredible service that stands out far from our competitors. Numerous studies have shown that superior service will always beat cost of fees or price. BIGresearch.com, an Ohio-based market intelligence firm, conducted...
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...Mountain Bank Case Study Assignment One Aisha Peake HRM 530 Dr. Reeley Strayer University January 15, 2012 1. What competitive business strategy do you recommend for Mountain Bank? Retail banking is the branch of banking that includes checking and savings accounts. These are what most people associate with banking. Mountain Bank holds about 50 percent of the retail portion of the banking industry. According to recent studies conducted, Mountain Bank's tellers are an essential part of this success. This is mainly due to the fact that bank teller's are the only part of the banking system that the general public sees. For a banking customer, the experience with a teller can make or break the decision to switch banks. To ensure that they continue to hold such a large portion of the retail banking industry, Mountain Bank will need to develop a business-level competitive strategy. "Business level strategies detail actions taken to provide value to customers and gain a competitive advantage by exploiting core competencies in specific, individual product or service markets. Business-level strategy is concerned with a firm's position in an industry, relative to competitors" (Azriel, 1999). This strategy is favored over a corporate-level strategy because it will focus on how Mountain Bank will compete with other banks offering the same services. Of the two main business level strategies, the differentiation strategy is what Mountain Bank should implement....
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...Running head: MOUNTAIN BANK Mountain Bank Case I. I would recommend that Mountain Bank implement the following competitive strategy for the reasons given: a. Mountain Bank should follow the Differentiation strategy. i. Mountain Bank should follow this strategy because they can provide a different value in order to offer their current clients other products and services. This strategy focuses on offering value by presenting something better their competitors such as excellent customer service and incentives for them. ii. Another reason that Mountain Bank should follow this strategy is their client and employee relation will defiantly improve. Bank tellers are important and by training them in other products, they can offer these products to clients. Having a close relationship with clients is very crucial because they are the ones that are important to any successful business. iii. The last reason that Mountain Bank should follow this strategy because it can help them adapt rapidly to changing customer preferences. Consumers have the tendency to change their mind about their needs and wants and Mountain Bank has to be ready to make the necessary changes to cover those needs and wants. This type of strategy can help Mountain Bank achieve their goals, which are to increase their markets in real estate and corporate areas. II. Given that Mountain Bank will pursue the universalistic approach and commitment...
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