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 transactions, communicating through all forms of media, and dealing with customers could not be completed (Haslinda, 2009).
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers. HR practices are