GROUP – 2

NAME ROLL NO.

ShamimaNasrin 209

Nittanando Paul 207

Mohsin Ahmed 211

Abu Musabber Sumon 220

Md. Ali Haydar 223

Md. Ariful Islam 290

Abu Musabber Sumon

HUMAN RESOURCE MANAGEMENT PRACTICES (BANGLADESH)

IN

LANKABANGLA FINANCE LIMITED (LBFL)

LANKABANGLA FINANCE LIMITED (LBFL)

LankaBangla Finance Limited (LBFL) a joint venture financial institution established with multinational collaboration is in operation since 1997 having license from Bangladesh Bank under Financial Institutions Act, 1993

LankaBangla is the lone Non-Banking Financial Institution who operates MasterCard & VISA card including third party processing business with other banks.

The company is also involved in dealing with Securities as Broker in Capital Market at both DSE & CSE through its Subsidiary named “LankaBangla Securities Limited” who is the business leader in this arena.

LANKABANGLA FINANCE LIMITED (LBFL)

Vision To be the nation's most preferred financial services provider

MissionTo lead by example through a commitment that empowers the organization at every level to strive for the highest levels of quality, customer care and stakeholder value.

Goals

To be the most sought after facilitator in creating wealth.

To maximize the value of being our Customer, Shareholder or Employee.

To establish strong regional presence.

To optimize contribution to the society.

 

 

LANKABANGLA FINANCE LIMITED (LBFL)Services and Products

Lankabangla Mastercard/VISA Card

Home Loan

Real Estate Development Finance

Term Deposit

Double Money Term Deposit

Money Builders Term Deposit

AUTO Loan

Lease Finance

Term Finance

Work Order Financing

Factoring

LANKABANGLA FINANCE LIMITED (LBFL)Strategic objectives

Enrichment & expansion of financial offerings by introducing new product and service Continuous improvement in operational processes through technological advancement, employee capacity building and improvement through human resources development programsStrengthening building blocks to consolidate the product & service frameworkBuilding synergy among resources and activities to ensure maximum outputs from resource inputs.Contribute to the society to share the achievements of the company with the nation.

ShamimaNasrin

Human Resource Management Roles By LBFL

Human Resource Planning

HR Planning Responsibilities

HR planning is done by an HR committee developed for planning which includes members Human Resource Professionals Operation Managements

HR planning process

Asking by HR department to all department to give employment

Requisition from other department

Analysis of external environment and labor

market

Analysis of internal need

Assessment of viability off requisition from other

department

Determination of actual HR need

Determination of HR sources

Department of HR strategies and plan

JOB ANALYSIS

The process of job analysis strategic choices

gather information

process information

Uses of Job Description and Job Specification

Personnel planning Hiring Performance Appraisal Training and DevelopmentJob evaluation CompensationHealth and Safety Employee Discipline Work Scheduling Carriers Planning

job description

job specification

Nittanondo Paul

RECRUITMENTStrategic Recruiting Decisions

Organizational based vs. Outsourcing• LBFL does not outsource its recruitment process, its HR department

accomplishment the recruitment process.

Regular vs. Flexible staffing • Almost all the people are recruited permanently, only some employees are recruited

as temporally on contract basis who work for commission. 

Recruiting source choice • In LB, 80% employees are recruited from outside and 20% are recruited from inside

that is from inside that is from internal sources. 

Quota System in recruitment and EEO• No Quota System for women, tribe or freedom fighter sector is used in the

recruitment process.

RECRUITMENTStrategic Recruiting Decisions

Organizational based vs. Outsourcing• LBFL does not outsource its recruitment process, its HR department

accomplishment the recruitment process.

Regular vs. Flexible staffing • Almost all the people are recruited permanently, only some employees are recruited

as temporally on contract basis who work for commission. 

Recruiting source choice • In LB, 80% employees are recruited from outside and 20% are recruited from inside

that is from inside that is from internal sources. 

Quota System in recruitment and EEO• No Quota System for women, tribe or freedom fighter sector is used in the

recruitment process.

RECRUITMENTStrategic Recruiting Decisions

Advertisement of recruitment Recruitment advertisement is given in two sources:

BD Jobs Daily Newspaper

Recruitment Preference In recruiting employees Lanka Bangla prefers the students of the following

institutions: Dhaka University North South University East West University

RECRUITMENTSources of recruitment

Internal RecruitmentTransfers Promotions (through Internal Job Postings) Re-employment of ex-employees Retired employeesRelatives of decreased employees

External RecruitmentAdvertisement Employment Exchanges Employment Agencies Educational Institutions Recommendations Employee Referrals Schools, Colleges and Professional InstitutionsIndoctrination seminars for colleges professors

Mohsin Ahmed

RECRUITMENTRecruitment process

Human Resource PlanningJob analysisFilling the JobsRecruitment SourcesPool of Qualified ApplianceShort listing

SELECTIONSelection responsibility HR department is responsible for new employee selection in the

organization.

Selection Process Initial screening The comprehensive interview Employment tests Completion of the Application form Physical or Medical Ex Conditional job offer Background Investigation Job Offer

SELECTIONSelection Criteria

Experience Past Performance Physical skillsEducation Interests Personality Measures Work Reference Tenure on previous job Risk acceptance capability Flexibility

SELECTIONSelection tests

Written Tests Achievement Tests Intelligent Tests Work Samples Aptitude Tests Psychological Tests Physical Tests Personality Tests Trainability Tests Performance Tests

TRAININGTraining needs assessment by LBFL

Lanka Bangla’s need assessment Task needs assessment Employee needs assessment

Training Design LB has not got any training institute; they train their employees by

outsiders. For example they use the following institutions for training its employees

BIBM BD jobs training Intimate Training Institute Bangladesh Bank Training institute Overseas training

So the training designed by the respective institutions providing training

Arifur Rahman

TRAININGTypes of training provided

On-the-job Training Orientations Job rotation Programmed learning Internships and assistantships Apprenticeships

Off – the – job training Programmed Instruction (PI) Job-Instruction Technique Conference and Seminars Simulations Training simulations Observation Assignment Assignment of special Projects Computer-Assisted Instructions (CAI)

TRAININGTraining method

Case Study Incident Method Role playing Audiovisual methods Serving on Committee Programmed learning Discussion Method Induction training

TRAINING Evaluation of Training

After coming from training the employees have to provide a written report on his/her training. And this report is justified and evaluated by the HR committee. Other evaluation methods are:

Questionnaires (feedback forms) are a common way of eliciting trine responses to course and programs.

Tests or examinations are common on formal courses, especially those that result in certification, e.g.; a diploma in word processing skills.

Projects are initially seen as learning methods but they can also provide valuable information to instructors about the participants\ understanding of subject matter.

Structured exercises and case studies provide opportunities to apply learned skills and techniques under the observation of tutors and evaluators.

Tutor reports gather the opinions o those who deliver the training. This gives a valuable assessment from a different perspective.

Ali Hayder

PERFORMANCE APPRAISALPerformance appraisal process

Observation of performance by

department headPreparation of evaluation

report on performance appraisal of employees

Assessment of reliability and

validity of report by HR department

Employee performance

assessment by HR department

Submission of report to HR department

Informing the department and

employees.

Decision on performance

PERFORMANCE APPRAISAL Performance appraisal methods

Critical Identity Method Behaviorally Anchored Rating Scale Management by Objectives (MBO): Forced-Choice Scale

Strategic issues in Performance appraisal

Criteria for PA: Quality of output. Quantity of output. Timeliness of output. Presence at work. Cooperativeness

Feedback: Feedback to employee at the end the decision on performance of employee is informed to employees.

Responsibility of performance appraisal: HR committee is Responsibility of performance appraisal.

COMPENSATION

Strategic issues in Compensation

Salary range: Minimum salary TK. 15000 and maximum TK. 240000

Basis of salary determination: Salary is determined based on the position mot based on the employee skill.

Annual total Salary TK. 225, 477, 135.00

Comparison of salary structure: Salary structure is compared with other competitive non banking financial institutions to keep the highly qualified employees in the LB. the salary structure is compared with the following organizations-

G3 BAN IDLC

Leave Policy: Leave and holiday policy-BD Bank (2003) is used as leave policy by LBFL.

EMPLOYEE DISCIPLINECode of conduct guiding Principles

Personal Responsibilities Being an ethical role model by maintaining integrity and devotion to work Protecting and enhance company’s interest, dignity and reputation Acting in accordance with highest standards, adequate professionalism and excellence in quality

output Adherence to the company’s policies, laws and regulations that obviously apply to the job Always acting and behaving like an ambassador of the company.

 

Workplace Responsibilities Treating colleagues with respect and dignity Supporting the company’s commitment to diversity and equal employment opportunity Providing a positive work environment free from intimidation and harassment Not to hold any outside positions with, or accept business opportunities from anyone who does

business or competes with the company Ensuring that financial records are accurate and complete Maintaining an effective system of internal controls over financial reporting Protecting company’s assets and properties  

EMPLOYEE DISCIPLINECode of conduct guiding Principles

Marketplace Responsibilities Acting responsibly in all sort of communications with customers, suppliers, vendors,

partners and regulatory authorities Safeguarding the privacy, confidentiality and security of customer data Making only factual and truthful statement about the company’s products Gathering business intelligence properly and ethically Preventing the use of company’s services against money laundering purposes Corporate Citizenship Supporting all communities and optimize contributions to the society Protecting the general safety and the environment Responding to public and cooperate with the government.

EMPLOYEE DISCIPLINECode of conduct guiding Principles

Procedure to violation of discipline codeThe procedure to handle employee violation of discipline is first the employee is asked to show cause orally for the discipline violation. If the employee commit the violation again, then the employee is given a written notice to stop the violation. Even then if the employee violates the discipline again then the employee is terminated.

 

Turnover & Absenteeism

Turnover: The turnover is 2 to 3 percent in LBFL.

Absenteeism: Absenteeism is very less in LBFL. But if employee stays absent, up to three days are considered, and then a warning letter is given to the employee. If he or she does not respond within 15 days, then the employee is terminated.

HEALTH AND SAFETY AND EMPLOYEE RELATIONHealth and safety

LBFL follows the health and safety rules and regulations of Bangladesh Government. The working environment is satisfactory to employees because of the following reasons-All the rooms are air-conditionedThe workplace is clean and clear Food is free for all employees during the working time etc.There is no hazardous department in LBFL. All the departments are well organized.

 

Employee relationThe relation between employer and employee is satisfactorily good.But if any employee have complaint against another employee, the employee having complaint will complaint verbally to HR committee. And then HR committee will call the employee to show cause against the complaint.There is no labor union / Trade union / employer union in the Langka Bangla.

RECOMMENDATION

Recommendation All the HR practices in the Langka Bangla are satisfactory except the

following which should be solved- HR is not involved in strategic issues other than HR issues. So HR

should be involved in strategic business issues for the long term success.

Other further training is given except orientation after employee selection. So a comprehensive training program should be introduced after employee selection.

There is no separate training institution in Langka Bagla of its own. So a separate new training institution should be developed.

The turnover issue is not observed carefully. So employee turnover should be observed and solved.

Self evaluation of performance is not facilitated. It should be allowed to employees.

ANY QUESTUIN

THANK YOU ALL