...DEFINITION: Grievance - a resentment strong enough to justify retaliation; "holding a grudge"; "settling a score" a feeling of deep and bitter anger and ill-will Grievance - an allegation that something imposes an illegal obligation or denies some legal right or causes injustice Grievance - a complaint about a (real or imaginary) wrong that causes resentment and is grounds for action Grievance A complaint by an employee, alleging that he or she has been, or is being, adversely affected Notwithstanding, the company Management is sincerely concerned to the genuine grievances of the Employees as it believes that employees grievances are manifestation of their dissatisfaction against their working conditions, managerial decisions etc; if not promptly attended to, may cause frustration amongst the employees. Keeping this in view a formal grievance Machinery is introduced as under:- 2.0 OBJECTIVE:- The objectives of the grievances procedure will be: 2.1 to settle grievances of the employees in shortest possible time; 2.2 at lowest possible level of authority; and 2.3 to provide for various stages so that the aggrieved employees derive satisfaction of seeking redressal, if required, even from the highest level of the authority. 3.0 SCOPE AND COVERAGE: The procedure will cover all executives of the company upto the level of DGMs. Executives in higher levels may take up their grievances, if any, with their reporting officer. Grievance for the purpose of this...
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...HRM of Brac Bank Planning for Staffing Needs BRAC's human resource division works to enforce procedural justice, intensify transparency and equity and promote innovation and quality. BRAC ensures a working environment where their staff are nurtured and treated with dignity and respect. The Human Resource Development is composed of sections:- 1. Policy. 2. Progress and Communication. 3. Performance management. 4. Human resource field operation. 5. Staff separation and Compensation management. 6. Recruitment and Placement. 7. Human Resource Information System. 8. Sexual Harassment Elimination (Share) and staff Relation. Under the Human resource field operations, HR officers working at the head office co-ordinate and provide to 15 decentralized HR field officers to accelerate HR services to BRAC field staff. In 2007, the division processed 9356 applications and recruited 889 staff. Recruitment and Selection Process In recruiting and selecting employees in BRAC Bank, human resource managers strive to match the needs of the organization and individual aspirations and encourage personal fulfillment. Therefore, success is recognized in ways which are relevant to the individual. Steps in recruitment and selection process are following- Identify Job Requirement: In BRAC Bank, recruitment can be done in any division. Applicants must have to pass through a personal interview, case study followed by a practical task. Unlike most organizations...
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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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...Chapter 1: Introduction to Human Resource Management Multiple Choice 1. The basic functions of management include all of the following except ___________. a. planning b. organizing c. motivating d. leading e. staffing (c; moderate; p. 2) 2. The management process is made up of ___________ basic functions. a. three b. four c. five d. eight e. ten (c; moderate; p. 2) 3. Which basic function of management includes establishing goals and standards, developing rules and procedures, and forecasting? a. planning b. organizing c. motivating d. leading e. staffing (a; easy; p. 2) 4. What specific activities listed below are part of the planning function? a. giving each subordinate a specific task b. recruiting prospective employees c. training and developing employees d. developing rules and procedures e. all of the above (d; moderate; p. 2) 5. Celeste spends most of her time at work setting goals and standards and developing rules and procedures. Which function of management does Celeste specialize in? a. planning b. organizing c. motivating d. leading e. staffing (a; easy; p. 2) 6. Which basic function of management includes delegating authority to subordinates and establishing channels of communication? a. planning b. organizing c. motivating ...
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...Conformity of Human Resource Management Practices of Mercantile Bank Limited with Legal Environment of Bangladesh. AN OVERVIEW OF MERCANTILE BANK LIMITED 1. Brief History. Mercantile Bank Limited was incorporated in Bangladesh on May 20, 1999 as a scheduled bank in the private sector. The bank went into commercial banking operation since June 02, 1999. The first branch was opened at Dilkusha Commercial area in Dhaka on the same day. 2. Nature of Company and Ownership Structure. Mercantile Bank is a public limited company incorporated under the Bank Companies Act 1991 and the Companies Act 1994. 3. Organizational Structure. The organizational structure and corporate governance of Mercantile Bank Limited strongly reflect its determination to establish, uphold and gain a stronger footing as an organization, which is customer-oriented and transparent in its management. [pic] HRM PRACTICES AT MERCANTILE BANK LIMITED A. HRM PHILOSOPHY OF MERCANTILE BANK LIMITED The Mercantile Bank management is well aware of the need for human resource training and development. This can be understood from its corporate manual: “Function of the management of the bank is not only to cope with the situation prevailing but also to ensure best of services to the clientele and society at large as well as profitable returns to the owners and shareholders. These objectives may be fulfilled only when enlightened management coexists with skilled and motivated...
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...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 _____________________________________25 _____________________________________25 _____________________________________26...
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...Financial Institution in Bangladesh known as Islami Bank Bangladesh Limited (IBBL). The aim of the study was to see how Islamic banking activities differ from a conventional bank and also to see how Islamic banks may contribute to render financial services towards small and rural sector. By discussing various aspects of the IBBL, it is shown in detail how interest-free bank functions besides many established conventional banks in the country. Although conventional banks are rendering financial services in Bangladesh for a long period still, the innovation of interest-free banking systems, proved its worth in the country’s money market, since IBBL started rendering banking services without any interest in the nation’s financial market in recent years. The article mainly consists of two sections. In the first section, an introduction of Islamic banking systems and various financing modes or techniques used by Islamic banks, are discussed. The second section includes a short history of the Islami Bank Bangladesh Limited (IBBL) along with an empirical based detailed accounts of its financial activities in the country since the introduction of this financial institution in the financial system of Bangladesh. Introduction The introduction of interest-free and equity-based financing by the Islamic banking system is based on the principles of Islamic economics. The aim of Islamic economics, as observed by Molla et.al. (1988), is not only the elimination of interest based...
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...measures manager’s performance in 6 areas: * Financial measures * Strategy implementation * Customer satisfaction * Control measures * People * Standards The primary purpose of the balanced scorecard is to set goals and allow managers to complete well-rounded performance reviews using both quantitative and qualitative measures. While financial measures are important in analyzing performance of the bank, they do not provide any insight into non-quantifiable measures that can be equally important in performance assessment. In addition, the balanced scorecard forces employees to adopt a broader view of the business and concentrate not only on financial measures, but on measures that are truly important to the success of the company. In the service industry, customer satisfaction is a particularly important measure in determining how the company is doing. A high level of customer service is a significant component of Citibank’s strategy in California. Frit Seegers sees it as a leading indicator of future financial performance of the bank. From the past experiences, it was determined that customer satisfaction ratings do not follow the same...
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...The American Red Cross (ARC) 1 The American Red Cross (ARC) Charlene Craig Strayer University HRM 522 Dr. Jack Huddleston October 25, 2013 The American Red Cross (ARC) 2 This assignment will cover the ARC and the impact that the events of 9-11 and Hurricanes Katrina and Rita had on ARC’s benefits of business ethics; the role that ARC’s stakeholders played in these scenarios; ways in which ARC’s corporate governance failed to provide formalized responsibility to their stakeholders; and steps that ARC could follow to improve their stakeholder perspective. Organizations have a responsibility to behave ethically and meet the economic, legal, ethical and philanthropic duties that stakeholders expect them to. Those responsibilities are included in, and are part of an organization’s commitment to being a corporate citizen. Not only does the organization have to prioritize stakeholders, please and cater to the interest of stakeholders, the corporation must also protect its own reputation, image and branding. Identifying and working through ethical issues that are meaningful to stakeholders should be at the top of an organization's to do list as these issues will impact shareholder value and organizational performance and branding. (Ferrell, 2012),(Ireland, 2011). ARC’s mission is to “provide relief to victims of disasters and help people prevent, prepare for and respond to emergencies” (Ferrell, 2012, p. 327). The ARC was guilty of straying from its vision and mission...
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...Practices of the Bangladesh Shilpa Bank (BSB) INTRODUCTION HRM is the strategic and coherent approach to the management of an organization’s most valued assets. The people working there who individually and collectively contribute to the achievement of the objective of the business. HRM and HR have largely replaced the term “Personnel management” as a descriptive of the process involved in managing people in an organization. HRM is evolving rapidly. HRM is both an academic theory and a business practice that address the theoretical and practical techniques of managing a workforce. Employees play a dual role in an organization first as a factor of production and second as a motive force for other factors of production. It makes other factors operative and productive. People are the most valuable asset of an organization. Yet human assets are virtually never shown on the balance sheet OBJECTIVES OF THE STUDY This report will mainly focus on Human Resource Management9 HRM) practices of BSB. The proposed study will cover all HRM functions of BSB. The main objective of the study is to get an overall idea about HRM practices of BSB. The specific objective are as follows: v To understand about activities of various department and their key responsibilities. v To know the overall function of BSB for the contribution of industrialization of the country. v To show a concrete overview of HRM practices of the BSB. v To develop a theoretical framework on HRM practices. v To determine...
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...Report on HRM Practices at Dhaka Bank Limited 1.1 Introduction: 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. Employees are the core resources of any organization, without them, one cannot run their organization and human resource is conducted with the growth of development of people toward higher level of competency, creativity and fulfillment. It keep employees become better more responsible person and then it tries to create a climate in which they contribute to the limits of their improved abilities. It assumes that expanded capabilities and opportunities for people with lead directly to improvement in operating effectiveness. Essentially, the human resource approach means that people better result. Dhaka Bank Limited always determine what jobs need to be done, and how many and types of workers will be required. So, establishing the structure of the bank assists in determining the skills, knowledge and abilities of job holders. To ensure appropriate personnel are available to meet the requirements set during the strategic planning process. This effort is to determine what HRM requirements exists for current and future supplies and demands for workers. Because this bank believes that the quality work comes from quality workers who are well motivated and ready to take challenge...
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...1.0 Introduction 1.0 Background of the report As the student of Bachelor of Business Administration (BBA) every student has to conduct a practical orientation (Internship) on any organization for fulfilling the requirements of the B.B.A program. In order to fulfill this requirement of the Internship program I choose Mercantile Bank Limited (MBL). The main purpose of the program is to know the real world situation. The topic of my report is “General banking &credit on Mercantile Bank Limited”. In this regard I have opportunity to make my internship in Mercantile Bank Limited from July 22 to October22, 2009. The Mercantile Bank Limited is a scheduled private commercial bank established on May 20, 1999 under Bank Company Act, 1991 and incorporated as a public limited company under companies act, 1994. The bank started commercial banking operation from June 02, 1999. During this short span of time, the bank has been successful to position itself as a progressive and dynamic financial institution in the country. Involvement of the banking sector in different financial events is increasing day by day. At the same time the banking process is becoming faster, easier and the banking arena is becoming wider. As the demand for better service increases, the banking organizations are coming with innovative ideas. In order to survive in the competitive field of the banking sector, all banking organizations are looking for better service opportunities to provide to their clients. ...
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...AN ASSIGNMENT ON “Design A Smart Appraisal System for Modern Organization” Submitted to: Khan Sarfaraj Ali Associate Management Counselor Bangladesh Institute of Management (BIM) Submitted by: Md. Mamun Hossain Personnel Management Evening Batch Roll: 15 Bangladesh Institute of Management (BIM) Date of Submission: August 02, 2009 Table of contents SL No Topic Page No. 01 Introductory Discussion 1 02 Methods of performance Appraisal 03 Traditional Methods of Performance Appraisal 04 Modern Methods of Performance Appraisal 05 Performance Appraisal Review Form 06 Conclusion 07 Bibliography Executive Summary Performance Means the degree or extent with which an employee applies his skill, knowledge, and effort to a job, assigned to him and the result of that application Functions of Performance Appraisal includes to identify and define the specific job criteria, to measure and compare the performance in terms of the definite job criteria . KSAs are set to measure job performance in quantitative or qualitative terms. To develop and justify a reward system, relating rewards to employee performance. To identify the strengths and weakness of employees and to decide on proper placement and promotion. To develop suitable training and developments programs for enriching performance of the employees. Methods of Performance...
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...values of the workforce, emergence of the knowledge economy and increasing global competition have created enormous challenges on organizations. To cope with the challenges efficiently, human resource has been considered as one of the most important factors in today’s hypercompetitive market place. The focus of this study is to gain an insight into the current HRM practices and its impact on employee’s satisfaction on the private banking sector in Bangladesh. For conducting this research, 100 bank employees are selected from the chosen banks and out of this 88 employees responses properly, the response rate is 88 percent. The questionnaire consists of different questions on nine HRM dimensions such as recruitment and selection systems, compensation package, job security, career growth, training and development, management style, job design and responsibilities, reward and motivation and working environment. The questionnaire was developed by using a five point Likert scale. In this study, some statistical measures such as Z-test, mean and proportion analysis is used to examine employee’s satisfaction. The study reveals that all HRM dimensions exercised in the private banking sector of Bangladesh does not satisfied to the employees equally. Most of the employees are dissatisfied with compensation package followed by reward and motivation, career growth, training and...
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...values of the workforce, emergence of the knowledge economy and increasing global competition have created enormous challenges on organizations. To cope with the challenges efficiently, human resource has been considered as one of the most important factors in today’s hypercompetitive market place. The focus of this study is to gain an insight into the current HRM practices and its impact on employee’s satisfaction on the private banking sector in Bangladesh. For conducting this research, 100 bank employees are selected from the chosen banks and out of this 88 employees responses properly, the response rate is 88 percent. The questionnaire consists of different questions on nine HRM dimensions such as recruitment and selection systems, compensation package, job security, career growth, training and development, management style, job design and responsibilities, reward and motivation and working environment. The questionnaire was developed by using a five point Likert scale. In this study, some statistical measures such as Z-test, mean and proportion analysis is used to examine employee’s satisfaction. The study reveals that all HRM dimensions exercised in the private banking sector of Bangladesh does not satisfied to the employees equally. Most of the employees are dissatisfied with compensation package followed by reward and motivation, career growth, training and...
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