...PAPER ON HRM PRACTICES IN EASTERN BANK LIMITED Submitted To Imran Jasmine Associate Professor Department of Marketing University of Dhaka Submitted By SL.NO. | NAME | ROLL | 01. | MD. SAHADAT HOSSAIN | 255 | 02. | MD.ASADUL ISLAM | 01 | 03. | MD.ALAUDDIN TAREK | 127 | 04. | SAYELA NAZNEEN | 23 | INTRODUCTION: This report is prepared as a requirement of the course “Human Resource Management.” We selected Eastern Bank Limited. After Visiting and talking with the HR manager of this organization we came to know various Kind of HRM practice which are used here. In this report we have followed the guidelines provided by the teacher. Here we have discussed not only the HRM practice of the Company but also the HRM related laws practices in Bangladesh. Interview with HR Manager Salina Raman Senior Manager Human Resources Division * What are the key responsibilities of HRM in EBL? Recruiting, training, Development, Transitions, financial Benefits. * Why she is in HRM? Though she was a student of Marketing, she is in HRM management only. Because she enjoys it very much. * What are the differences between HRM department with Others department? HRM works with the total Personnel or employees of organizations and the other departments deal with their respective people besides their key responsibilities. * What are the qualities to be a successful HR manager? Only two words, ‘‘patience and empathy’’, you have to be a good listener...
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...LEARNING OBJECTIVES After studying this chapter, you should be able to: 1 2 3 Describe the three key elements of motivation. Identify early theories of motivation and evaluate their applicability today. Apply the predictions of selfdetermination theory to intrinsic and extrinsic rewards. 4 5 6 Compare and contrast goalsetting theory and management by objectives. Contrast reinforcement theory and goal-setting theory. Demonstrate how organizational justice is a refinement of equity theory. 7 8 9 Apply the key tenets of expectancy theory to motivating employees. Compare contemporary theories of motivation. Show how motivation theories are culture bound. ISBN 0-558-97987-4 202 Organizational Behavior, Fourteenth Edition, by Stephen P. Robbins and Timothy A. Judge. Published by Prentice Hall. Copyright © 2011 by Pearson Education, Inc. Motivation Concepts Luke: “I don’t believe it.” Yoda: “That is why you fail.” —The Empire Strikes Back 7 THE BIG BROKER EXODUS T ISBN 0-558-97987-4 he global recession has upended the status quo in many areas of business, and nowhere is that more evident than in the financial sector. Former Wall Street icons—Lehman Brothers, Merrill Lynch, Bear Stearns—have been absorbed by other companies or vanished altogether. Other stalwart companies, such as Citigroup, JPMorgan Chase, American International Group (AIG), and Morgan Stanley, were forced to become wards of the state. Said one business writer, “It’s been...
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...Diversity and creativity in leading team performance towards organizational success Assignment -2- Work Groups and Teams - By Diaeddine Elturk Executive Summary: This paper cites the work of numerous notable authorities in the business world and their work on the importance, power and effectiveness of teams in leading the organizations and people towards the targeted success. The growing understanding of the business world of the interdependencies between functions that create performance in organizations and the indispensability of collaborative efforts continue to gain recognition and lead the precipitation of this understanding in the heart of organizational cultures. Advocates of team work argue that the organization needs to be built as a team to succeed. Drucker, Katzenbach, Buchanan, Andrews, Payne and Visart are only few of the notable writers on the validity of team work that are referenced to in this paper. Hot group, Task Force, or self-managing team, regardless of the naming or formation, any group who establishes common vision and orchestrate the respective roles and actions of its members stands a better chance to achieve the targeted outcomes. The paper touches upon the five main characteristics of a team, and the three major categories they may fall under. The paper also highlights the strengths and benefits of team while warning on some weaknesses that should be observed and avoided. Diversity of cultures, knowledge, personalities within a proper team dynamics...
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...workplace climate has been linked to higher customer satisfaction and financial performance as well.19 (Robbins 516) organizational climate The shared perceptions organizational members have about their organization and work environment. (Robbins 516-517) Dozens of dimensions of climate have been studied, including safety, justice, diversity, and customer service.20 A person who encounters a positive climate for performance will think about doing a good job more often and will believe others support his or her success. Someone who encounters a positive climate for diversity will feel more comfortable collaborating with co-workers regardless of their demographic background. Climates can interact with one another to produce behavior. For example, a positive climate for worker empowerment can lead to higher levels of performance in organizations that also have a climate for personal accountability.21 Climate also influences the habits people adopt. If the climate for safety is positive, everyone wears safety gear and follows safety procedures even if individually they wouldn’t normally think very often about being safe—indeed, many studies have shown that a positive safety climate decreases the number of documented injuries on the job.22 (Robbins 517) Culture is valuable to employees too, because it spells out how things are done and what’s important. (Robbins 517) Two studies using different methods for operation-alizing organizational treatment have shown that when...
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...According to Robbins and DeCenzo (2001) human resource management is the management function that is concerned with getting, training, motivating, and keeping competent employees. . It can also be defined as all the practices, systems and procedures implemented to attract, acquire, develop and manage human resources to achieve the goals of an organization. Robert N. Lussier (2011) asserts that the human resources management process involves strategic human resources planning, recruitment and down-sizing, selection, orientation, training and development, performance appraisals, compensations and benefits. Strategic human resources planning is the process of analyzing staffing needs and identifying actions to satisfy these needs over time. For example a company may realise the need to recruit more employees in six months time as they will be opening another branch so there will be the need to plan for the staffing needs for the new branch and also budget for their salaries. It must support the implementation of strategies and advance the accomplishment of key objectives. It is having the right people available to do the required work essential to the success of any strategy, and it is the responsibility of all managers to ensure that all jobs in their work units are filled with people who can best perform the required tasks. Human resources planning involve the following steps: reviewing organizational strategies and objectives; establish and refine objectives and policies to...
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...number and title | BTEC HND in BUSINESS | Unit 7 : Business Strategy | Student name Student ID | Assessor name | | | Date issued | Completion date | Submitted on | 12th May, 2014 | | | | | Assignment title | Business Strategy | Assignment Brief Study of business strategy is vital for managers. Different strategic & audit tools help the managers to make appropriate strategic decisions for their respective businesses. Here, in this assignment, different strategic & audit tools along with various analysis methods have been covered. Theoretical framework of aspects of business strategy has been developed with appropriate examples in order to achieve all the assessment criteria. Task 1: Understanding the Process of Strategic Planning 1.1. Explaining Strategic Contexts & Terminology Organizations come to businesses with certain targets. They want to see themselves in certain expected positions in a certain period in future. They have certain goals & reasons behind their existence in the market & they identify definite means to accomplish them. These things can be expressed using different terminology - Mission: Companies have definite mission statements. The mission statement clarifies the purpose of the company for which it has entered into the market. In a nutshell, mission justifies the firm’s existence. (OREGAN, N and Ghobadian, A, 2002) According to Christopher Bart, there should be three...
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...Concepts and Applications The expectancy theory of motivation is used to understand why employees only do the minimum requirements on the job. It is a theory used to understand the mindset of the employee, and find a solution to bridge the gap from a bare minimum employee, to one that surpasses expectations. Robbins states that expectancy theory is, "a theory that say that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual" (p. 224). The expectancy theory is broken down into the following three parts; effort-performance relationship, performance-reward relationship, and rewards-personal goals relationship. By Robbins, the effort-performance relationship is, "The probability perceived by the individual that exerting a given amount of effort will lead to performance" (p.225). This is the ideal that an individuals' effort equates to performance. In a corporations performance evaluation system, performance could also include loyalty, drive, initiative and so forth. Those traits and many others are only perceived by the management that is writing on the employee. This in return, is that perceived performance is not the same as actual performance. This may keep the employee from maximizing their performance potential. The performance-reward...
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...SUCCESS QUOTES Your Ultimate Inspirational Guide By Patric Chan “Enrich Your Mind, Unleash Your Potential. Success Begins Within You.” http://www.esuccessmastery.com * Anthony Robbins * Dale Carnegie * Dr. Stephen Covey * Brian Tracy * Jim Rohn * * Napoleon Hill * Mark Victor Hansen * Robert Kiyosaki * Brought to you by : Noel Hynes http://ebookdirectory.com Congratulations on taking the first step toward achieving success!! Why I wrote and compiled this ebook ... Because I know how you feel. The burning desire for success and the determination you have to achieve it. The rich knowledge and resources provided in this ebook had been read personally by me, and I had benefited from it. I guess, all the featured successful men in the ebook don’t have to be introduced anymore as I’ll assume that you would have heard of them. If you do not know about them yet, just type their name in the search engine and you will find them. I will only recommend authors and coaches whom I know from my personal experience who are successful and inspirational. If you sell the product in which you believe in or you have benefited from personally, you will be a very successful person. I’ll always prefer to promote the products/services that I had used, reviewed, joined or read before. We live in abundance of wealth today. There is no limit to our earnings; we have the capacity to earn extraordinary income if we are determined to achieve it. What is most important is how we deliver our...
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...db Beverly Thomas Business Management and Leadership DB 2 American InterContinental University May 4, 2012 Part 1 Your goals should be challenging so that you will achieve them. They should also motivate other people on the team to want to do so also. The goals shouldn’t be so hard that they are intimidating the other people involved with them. If the goals are set to high then the other people, will give thinking that they can’t be accomplished. Your goals should be specific and easy to follow. The goals need to be something that isn’t too broad or vague that causes discouragement and confusion. It also tends to make it less easy to Achieve them, Also, delete superlative words (like most, least, best, worst, etc.), and replace them with specific quantities concerning the goals, (skillstoolbox.com, 2012). Make a timeline with your goals. A good timeline will determine and establish a simpler and good plan with good motivation to achieve the goals set. Always establish a deadline this will insure that you will accomplish this. It will also ensure that the others will help to be efficient managers. Part 2 Proper planning, as described by Mary Coulter & Stephen Robbins (2012) involving defining the organizations goals, and developing strategies to achieve the goal. Establishing planned to integrate and coordinate work activities also is relevant to the planning stage (pg. 204) Since I am not working at this time I chose Head Start in my area. This...
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...Case Study 3: Building a Coalition Keller Graduate School of Management MGMT 591: Leadership and Organizational Behavior March 22, 2015 Part 1: Group Development The five-stage group-development model consists of: forming, storming, norming, performing, and adjourning. (Robbins 275) Forming stage. In this first stage, the team is getting to know each other, their backgrounds, work experience, and learning about their strengths and weaknesses. Informal leaders may start to emerge during this stage, and it’s important for management to recognize them. They are getting oriented with their surroundings as well as details about the task at hand. Management should be setting the stage for success by setting roles and responsibilities, providing instruction, guidance, expectations and structure. (Gervais 2014) Storming stage. At this stage, personalities start to come out (good and bad), group norms and/or cliques begin to form, and conflict between one or more of the members occurs. Management must address deviant behavior(s), misunderstandings, gossip/backtalk, etc and encourage communication, trust, and respect for each other. Norming stage. At this point, team members are conforming, getting along, supporting each other, and behaving in line with accepted and established group norms (such as showing up on time, contributing to the group effort, not speaking over each other, etc). Performing stage. At this stage, the team members’ efforts should be synchronized...
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...Human Resource Management (HR- 101) Course Objectives: It is increasingly understood by both practitioners and academicians that one critical source of sustainable competitive advantage lies in their human resources and its effective management. Human resource management practices of an organization play a pivotal role in acquiring, developing and deploying employees to create and sustain the human resource-based competitive advantage. The course aims to help students develop this perspective as well as expose them to various functional and strategic human resource policies and practices. Course Duration and Pedagogy: It is a 1.5 credit course and will be conducted during the pre- midterm period (5 weeks; 13-12-10 to 14-1-11). The course would involve a mix of lectures, exercises, and live case discussions. Instructors and Course Coordinator: The course is divided into two parts, A and B. While Part A will be a Strategic Human Resource Management approach to basic HRM issues, Part B will be an Economics of Human Resources approach to those very issues. Course Reading Materials: Reference books: 1. Human Resource Management- Mirza Saiyadain, Tata McGrawhill education pvt ltd., New Delhi-2004. 2. Personnel/ Human Resource Management- David A. DeCenzo & Stephen P Robbins- Prentice Hall of India, Private Ltd. New Delhi, 3rd edition, 2007 In addition, a bound reading materials package will also be handed out as will be the class lecture slides. Evaluation:...
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...paper, I will analyze some exercises that are related to the organizational profile. A). Organizational Profile P. 1 Organizational Description My organization is a privately owned corporation. I am the chief executive officer though I am assisted by other functional managers and shop floor staff in running this organization. A).ORGANIZATIONAL ENVIRONMENT 1. Product/ Service Offerings. My organization will be a soft drinks manufacturing company. Therefore, the main products I will offer will be soft drinks and purified water. The importance of these products is that I will be able to penetrate the market as they are fast moving goods. Again I will highly differentiate my products with strong branding to ensure they stand out from competing products. 2. Mission, Vision and Values. The mission of my organization is to provide efficient and perfect products that meet the industry’s standards and that meet customers’ expectations. The vision for my company is to be the leading organization in the world in producing high-quality soft drinks at affordable rates. The values for my organization are respect, professionalism, integrity, open-minded, efficient, and committed to sustainability and reliability. The core competencies of my group are highly trained staff, perfect knowledge of the market, leading resources, teamwork, effective communication and change management. These competencies will enable me achieve my long term goals and set the pace for me as I work to achieve my...
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...times this because complicated because some employee’s do not have the incentive or commitment to get the job done properly. Motivation practices and theories are difficult subjects, as they are associates with many different philosophies. Motivation is not clearly understood and more often than not poorly practiced. To understand motivation one must understand human nature itself. Human nature can be very simple, yet very intricate too. An understanding and appreciation of this is a prerequisite to effective employee motivation in the workplace and effective administration and management. Motivation in the workplace is one of the main concerns that managers face when trying to boost their employees to work harder and do what is expected of them on a day-to-day basis. According to Langton and Robbins each theory can be divided into two categories; needs theories and process theories (Langton & Robbins, 2007). Each theories shows the differences that people have and how they can be applied to motivate the individual. Process theories include a broader portrayal which describes the procedures involved in motivating others. Employee incentive programs go a long way towards guaranteeing employees feel appreciated and valuable. This single-handedly can help with employee motivation across the board. The great thing about this type o program is they are tailored to each employee as an individual. This approach focuses on the individual program that suits the needs and wants of the...
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...Table of Contents 1. 2. 2.1 Executive Summary.................................................................................................... 2 The Theory Underlying Groups and Teams................................................................ 3 Gibson, Ivancevich, Donnelly, Konopaske.......................................................3 Groups............................................................................................................... 3 Teams................................................................................................................ 4 2.1.1 2.1.2 2.2 Stephen P. Robbins.........................................................................................4 Groups............................................................................................................... 4 Teams................................................................................................................ 5 2.2.1 2.2.2 2.3 Jones, George, Hill ..........................................................................................7 Groups, Teams and Organisational Effectiveness............................................. 7 Groups and Teams as Performance Enhancers................................................ 7 2.3.1 2.3.2 3. 3.1 3.2 3.3 4. 4.1 4.2 Is this a Mature Work Group or Team?....................................................................... 8 Stages of Group Development ........................................
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...“Developing Your Empowering People (Delegating) Skill” Elam A. Ramos MGT/521 January 15, 2014 Elsie Jimenez-Galarza Abstract Presents the analysis and give a team solution to the delegation scenario from Chapter 10 of the MGT/521 Management text book. Scenario Ricky Lee is the manager of the contracts group of a large regional office supply distributor. His boss, Anne Zumwalt, has asked him to prepare by the end of the month the department’s new procedures manual that will outline the steps followed in negotiating contracts with office products manufacturers who supply the organization’s products. Because Ricky has another major project he’s working on, he went to Anne and asked her if it would be possible to assign the rewriting of the procedures manual to Bill Harmon, one of his employees who’s worked in the contracts group for about three years. Anne said she had no problems with Ricky reassigning the project as long as Bill knew the parameters and the expectations for the completion of the project. Ricky is preparing for his meeting in the morning with Bill regarding this assignment. (Robbins, 2012) Assignment. Prepare a 350- to 1,050-word paper detailing how your team would handle the situation described in the scenario The Facts. Presented here are what I consider to be the facts on this scenario. * Rick Lee is the regional manager for the contract group of a large office supply * Rick Lee Reports to Anne Zumwalt * Anne requested Rick to prepare...
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