...An insight view of an organization (HSBC Bank) Table http://search.yahoo.comof Contents Serial Number | Name | Pages | 01 | Acknowledgment | 01-01 | 02 | Introduction | 01-01 | 03 | Scope and limitation of the project | 02-03 | 04 (a) | Company information | 03-03 | 04 (b) | Company mission, vision | 03-04 | 04 (c) | Organizational Structure | 04-05 | 05 | Legal Barriers | 05-07 | 06 (a) | Major source of job candidates in Bangladesh | 08-08 | 06 (b) | Decruitment option | 08-09 | 07 (a) | Types of selection devices used by the organization | 09-09 | 07 (b) | Strengths and weakness of the devices | 09-09 | 07 | Employee placement | 10-11 | 08 (a) | Employee orientation program | 11-11 | 08 (b) | Types of training and methods | 11-12 | 09 (a) | Performance appraisal methods | 12-12 | 09 (b) | Pros and cons of appraisal tools | 13-14 | 09 (c) | Types of compensation | 14-15 | 10 | Conclusion | 15-15 | 1. Acknowledgement We would love to thank the following individuals who provided information and insightful suggestions for this project: 1. Md. Salahuddin Bhuiyan Finance Operation Manager, Hong Kong Shanghai Banking Corporation. 2. Noor-E-Hasnin Lecturer, School of Business North South University We owe a debt to our faculty Noor-E-Hasnin who gave us the opportunity to...
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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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...There are aims and objectives of the study. This includes: 1. To determine how HSBC selects their employees. 2. To determine how HSBC maintain Training and development process 3. To determine how HSBC Recruitment their employee Scope The study intends to determine the effects of employee motivation and job satisfaction to HSBC's business success. The study limits itself on gathering information from employees of HSBC. They will be helpful in knowing how are they motivated and satisfied by the company. Methodology Research Strategy For this research data will be gathered through collating published studies from different books, articles from different related journals and studies, and other literary instruments. The next thing that will be done is to make a content analysis of the collected documentary and verbal material. The study will then summarize all the necessary information. By summarizing it additional knowledge of the study will be imparted to the researcher. The study will then make a conclusion based on the said information. Data Collection and Analysis The analysis shall use interviews of selected HSBC Bangladesh Personnel. Moreover, the study shall also use previous studies and compare it to its existing data in order to provide conclusions and competent recommendations. Primary Data The primary source of data will come from an interview with an HSBC Bangladesh Personnel.. The primary source of data will give actual responses from...
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...l UNIT:3 ORGANISATIONS AND BEHAVIOUR LEARNER NAME: SYED MUSTAEEN SIDDIQUE COLLEGE REG ID: GCPK-HND1099 EDEXCEL REG ID: DJ86477 Contents Introduction 3 Tesco plc 3 LO 1 Understand the Relationship between the Organizational Structure and culture 4 Task 1.1 Similarities and differences between organizational structures and culture 4 Task 1.2 Ways the relationship between an organisation’s structure and culture can impact on the performance of the business. 5 Task 1.3 The Major Factors which influence individual behavior at work 7 LO 2: Understand different approaches to Management and Leadership 8 2.1 Leadership styles and the effectiveness of these styles in different organisations 8 Task 2.2 Advantages and disadvantages of theories in practice of Management 9 Task 2.3 Different theories and approaches to Management 11 LO 3 Understand ways of using Motivational Theories in Organizations 12 Task 3.1 The impact that different leadership styles may have on motivation in organisations in periods of change 12 3.2 Motivational theories and situations where they are used 13 3.3 Advantages of Motivation Theories for Managers 14 LO 4 Understand mechanisms for developing effective teamwork in organization 15 4.The nature and Behaviour of groups and teams 15 4.2 Factors required for the development of effective teamwork 16 Task 4.3 the impact of technology on team functioning within...
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...Personnel | Industrial Hand Protection Ltd | 01813133103 | | | 7 | Wasan Khatib | Managing Partner | Accentuasion Event & Advertising | 01670407205 | | | 8 | Khaled Hasan | Secretary, C.W.C.I | | | | | 9 | Md. Mahmud Hossain Mamun | Business Development Executive | CRISL | 01670369069 | | | 10 | Abdullah-Al-Raihan | Associate Officer | HSBC | 01195000945 | | | 11 | Rajib Chakraborty | Sr. Executive Sales & Marketing | Link3 Technologies Ltd | 01716883259 | | | 12 | Mohammedan Nazrul islam | Senior Personnel Officer | Jamuna Oil Com. Ltd | 01911018726 | | | 13 | Kawsar Ahamed | Analyst | BSRM | 01755520548 | | | 14 | MD. ABDULLAH AL MAMUN | PA to M.D. (Admin) | Kabir Group of Industries | 01717419175 | ab.mamun06@yahoo.com | | 15 | A.F.M. Abdullah | Officer – Compliance | Regency Garments Limited | | razib.online@gmail.com | | 16 | Md. Aminul Islam Khan | IR Manager | Coats Bangladesh Ltd | 01755534693 | aminul.islam@coats.com | | 17 | Ziauddin Chy | Student | | 01814900878 | zchowdhury1987@gmail.com | | 18 | Dr. Mir Mohammed Nurul Absar | Associate Professor of HRM |...
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...given more training and development opportunities Main objective is to increase production and satisfy employees Focuses on effectiveness, culture, productivity and employee’s participation Concerned with personal manager Concerned with all levels of manager from top to bottom Routine Function Strategic Function Task 1 Question 1.1 Personnel Management is a managerial function for an organisation that exists to provide the work force needed for organisational activities and ensure that there is a decent relationship between the manager and the worker. Human Resource Management is the management of various activities designed to improve the success of an organisation’s work force in achieving organisation goals. In fact the HRM is the modern technique of managing an organization, whereas the personnel management is the conventional way. Table: Differences between personnel management and human resource management Question 1.2 "Human Resource can be described as the organizational function accountable for obtaining and maintaining qualified employees. In today's complex environment, fulfilling that mission is a major...
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...Human Capital Management Trends in Global Economy Challenge for Human Capital Management? In recent years there has been significant change in the way labor is pooled across the globe. The influences of technology and growth have effectively caused industry leaders to have to change their focus from the brute force of labor (factor of production of traditional Economics) to the actual quality of the workers available globally (Global Outsourcing). This has produced a shift in tactics for those who manage Human Resources. It is now pertinent to devise strategies to develop the working population by educating them and developing their technological skills so that they can contribute to the organization requirements adequately. High mobility of workers globally (The knowledge or technical workers), wage differentials across countries, borderless business models and cultural fusion problems are some issues involved in HCM. Transforming employee into productive asset It is important today that organizations understand the value of increasing a laborer's output capability by investing in, and adding worth to, his or her abilities, rather than finding a mass of laborers who are willing to work yet who are unqualified to excel in today's highly technological business environment. Simply put, the idea is that, contrary to the old HR theory that emphasized people as the most fundamental asset to a company, Human Capital Management, or HCM is focused on the right kind of people to get...
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...set of structured questionnaire will be distributed among 200 respondents. Regression analysis will be conducted for the purpose of data analysis. -1- Internship Report: HRMP in Standard Chartered Bank Origin of the Report The BBA internship program is a mandatory requirement for the students who are graduating from the BBA program under the School of Business of North South University, Bangladesh. In the internship program, I was attached to a host organization named µStandard Chartered Bank¶ for 12 weeks. During this period I learned how the host organization works with the help of the internal supervisor. As a result I have decided to write a report on ³A universalistic perspective for explaining the relationship between HRM practices and organizational performance ± in context of Standard Chartered Bank in Bangladesh´. During the three months of work experience with Standard Chartered Bank on this internship st program, I was placed in the Human Resource division of the bank. I joined on...
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...Int. J. of Human Resource Management 16:4 April 2005 584– 598 The challenge of international human resource management: balancing the duality of strategy and practice Helen De Cieri, Marilyn Fenwick and Kate Hutchings Abstract Over the last two decades there has been an unprecedented increase in the number of organizations that have internationalized their operations. The international movement of labour that has been concomitant with such expansion of international business has meant that issues associated with the management of human resources across international borders are increasingly important to international human resource managers and academics. The research presented in this paper examines international human resource management (IHRM) pedagogy and practice in Australia. It reports IHRM academicians’ and practitioners’ understanding of the major issues for teaching and practice in IHRM and elucidates current developments and directions for this field. Keywords International human resource management; pedagogy; Australia. Introduction During the last two decades academicians and practitioners of international management have paid increasing attention to the impact of globalization on the management of human resources across national boundaries. International businesses have increasingly turned their attention to issues such as expatriate management (employees being transferred by organizations to work outside their country of origin/permanent residence), managing...
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...The flip bull record says boards ought to adopt an opportunity based mostly entirely technique to establishing a sound appliance of inner manage Associate in Nursingd conduct an current summary of its effectiveness. Turnbull did not show what's danger based technique and in addition inner manipulate not the only duty of the management or board but anyone. FD OF HSBC The overpowering read became an outline of the suitable framework for risk management and inner management. Its relative lack of prescription is taken into thought to possess been a significant component contributive to the success manner it has been disbursed OBJECTIVES OF THE STUDY 1. To learn the various control procedures within the organization that can enhance the behavior of the employees towards exploring the best results. 2. To make a detailed study on the policies, procedures incorporated in the internal control of the organization to assess its sufficiency and identify any further measures, if required 3. To study how the internal control procedures is significant for the organizational, personal, and professional success. SCOPE...
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...Running head: MANAGED DIVERSITY MANAGED DIVERSITY AND ITS IMPACT IN A MULTI-CULTURAL WORKFORCE WITHIN THE UNITED STATES A MASTER’S CAPSTONE RESEARCH PAPER Presented to Professor Robert B. Donaldson Division of Public Administration Problems in Applied Public Management In Partial Fulfillment of the Requirements for the Degree of Master of Public Administration College of Business and Public Administration Governors State University By Shari Denise Holloway Winter 2007 Approved: ____________________________________________ Dr. Robert B. Donaldson Date: TABLE OF CONTENTS PAGE ABSTRACT………………………………………………………………………….....4 INTRODUCTION…………………………………………………………………...….5 WHAT IS DIVERSITY ……………………………………..........................................6 WHAT IS WORKPLACE DIVERSITY ………………….………………….….…….7 Corporate Culture and Diversity ………………………………….……………9 DIVERSITY POLICIES AND PRACTICES IN THE WORKPLACE………………14 Workplace Discrimination ……………………………………………………14 Glass Ceiling ………………………………………………………………….15 Affirmative Action…………………………………………………………….16 Equal Employment ……………………………………………………………17 FROM VALUING DIVERSITY TO MANAGING DIVERSITY …………………...18 MANGING A DIVERSE WORKFORCE: A Multicultural Approach ………………18 DIVERSITY FACTOR (THE ISSUES)………………………………………………21 Cultural Collision ……………………………………………………………...
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..._____________________________________19 _____________________________________19 _____________________________________20 _____________________________________20 _____________________________________21 _____________________________________21 _____________________________________23 _____________________________________24 _____________________________________25 _____________________________________25 _____________________________________25 _____________________________________25 _____________________________________26 Products and Service offerings About Other Service Corporate Social Responsibility Achievements Organizational Hierarchy of Dhaka Bank Ltd Corporate Information of EXIM Bank Ltd Income & Revenue Future Plan HRM PRACTICES OF DHAKA BANK LIMITED Function of HRM Recruitment Definition Recruitment Needs Recruiting Sources Selection Process Human Resources HR Vision Recruitment...
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...Introduction to Commercial Bank We are known as, the benchmark private sector bank in Sri Lanka. Over the years, we have with clear vision, set standards, created an identity and forged a unique trend in banking that has brought us recognition year after year. We have maintained our cultural identity, reached to the grass roots and created a style that has set the trend. Today, our superlative range of products and services, powered by state-of-the-art technological superiority and peopled by a dynamic, highly motivated team have made us what we are, the most progressive bank in Sri Lanka. THE FUTURE The immediate outlook for the local economic environment appears to be encouraging. The Bank is well positioned to capitalise on the opportunities emerging in the market due to the positive macroeconomic enviro nment in the country. The Banking industry operates basically on public confidence. The industry is governed by a set of regulations which necessitates changes or amendments due to the sophistication of the financial products and services it offers. The following regulatory changes which will come into effect in the ensuing year will have a significant impact to the operations of the banking industry. Our Vision "To be the most technologically advanced, innovative and customer friendly financial services organisation in Sri Lanka, poised for further expansion in South Asia" Our Mission "Providing reliable, innovative, customer friendly financial services,...
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...Introduction In the current phase of ‘Age of Discontinuity” and “Continuous Change” human resource recruitment play an important role in the pursuit of capable and potential employees. We were given the chance to choose an organization and conduct and interview of a HR manager so that we can learn a lot about the HR activities. We choose BRAC Bank as our company because BRAC Bank has one of the strongest Human Resource Departments in the banking industry. And all the credit of their current performance in the banking sector goes to the “People” of the organization which are selected and retained by the HR department. In this report we will be discussing mainly about the Human Resource activities such as recruitment, selection, orientation, training and compensation procedures of BRAC Bank. Since the bank deals with different type of employees in different level of the organization it is almost impossible to discuss everything. That’s why we have decided to focus mainly on HR activities regarding the entry level positions of BRAC Bank. But we will also try to discuss some of the other positions as well but very vaguely. Page 1 of 36 BRAC BANK- Company Background Brac Bank is one of renowned private commercial bank in Bangladesh. It established in Bangladesh under the Banking Companies Act, 1991 and incorporated as private limited company on 20 May 1999 under the Companies Act, 1994. And it started its banking journey on July 04, 2001. BRAC Bank Limited is an affiliate...
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...Saylor URL: http://www.saylor.org/books Saylor.org 1 Preface Competing books are focused on the academic part of HRM, which is necessary in a university or college setting. However, the goal with this book is not only to provide the necessary academic background information but also to present the material with a practitioner’s focus on both large and small businesses. While the writing style is clear and focused, we don’t feel jargon and ten-dollar words are necessary to making a good textbook. Clear and concise language makes the book interesting and understandable (not to mention more fun to read) to the future HRM professional and manager alike. It is highly likely that anyone in business will have to take on an HRM role at some point in their careers. For example, should you decide to start your own business, many of the topics discussed will apply to your business. This is the goal of this book; it is useful enough for the HRM professional, but the information presented is also applicable to managers, supervisors, and entrepreneurs. Besides these differences, other key differences include the following: This book utilizes a technology focus and shows how HRM activities can be leveraged using technology. We have also included a chapter on communication and information about motivational theories. Since communication is a key component of HRM, it makes sense to include it as a full chapter in this book. Human motivation is one of the cornerstones of HR, which is...
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