HRM Practices in BD

8/16/2019 HRM Practices in BD

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Executive Summary:Human Resource Management is an important strategic tool which adds value to the organization and is a necessary part of organizations function. So, this reportis an assigned job as a partial fulfillment of course requirement which is given by honorable Course Teacher Ms. Kamrun Naher, Senior Lecturer, Department of Business Administration, Sylhet International University. In this report the overall work of the Human Resource Department of Local Company ONE Bank Limited is focused and described. The goal of this report is to find out the Human Resource Management Practices of Bangladesh, in case of ONE Bank Limited. To know the details of the company we interviewed some HR personnel of ONE Bank Limited and other information were collected and gathered with the help of the internet. ONE Bank Limited is the organization where actually the HRM activities are applied with a huge effort, and the outcome is also very satisfying.This report is focused on the HRM activities that ONE Bank Limited practices todevelop their organization. The key factor of this Banks sustainable growth is Human Resource Management. They have always been committed to good employment practices and have set out the framework of Employment Principles on workplace practices, employee relations and employee human rights. Thats why they select the most talented and dynamic professionals from the available candidates, trusts in team work and respect each other.

The report also includes the theoretical framework of various concepts of HumanResource Management and also contains the practices of Human Resource Management in ONE Bank Limited for the purpose of relating the theoretical concepts with the relevant areas of an established organization.Objectives of the Study:As a business student we always want to reach the top level depending on our knowledge of business in this competitive world. Thats why should always have to gather experience beside our survey. If we learn our lessons with the example of our practical life, that will help us a lot to gain ours success. A clear objective of this report also helps to take the right decisions in future. We feel that identifying objectives of this report is very much important and we do it. Our purposes of preparing the report are:To enhance the knowledge about the Human Resource Management activities practice

d in ONE Bank Limited and to relate them with the concepts of the texts of the course Human Resource Management

To identify the potential contribution of HRM to the achievement of organizational objectives of ONE Bank Limited.To identify various avenues for improving the HRM policies of ONE Bank Limited.To know about the management ability of ONE Bank Limited.Suggesting strategies to improve the HRM policies of ONE Bank Limited.Methodology of the Study:This report is based on both primary and secondary data. . Initially, the primary data are collected by face to face interview by using a detailed questionnaire

, companys annual report, companys news letter and other informal ways. Then, thesecondary data are collected from web sites and group instruction manual & business instruction manual.Then we analyze the data from many angles, in different aspect and present the information in different segment according to companys category, in compact way. We highlight different important things, which we found during our survey. Afterdoing all of those we submit the report to the proper authority.Scope of the Study:This study covers the HRM policies of ONE Bank Limited along with some recommendations to improve the HRM policies of ONE Bank Limited. By preparing this case s



tudy we can compare the knowledge with theoretical knowledge which will be morehelpful for us in our practical life.Limitations of the Study:As a student of Business Faculty of Business Administration and a initiative for making a report on Human Resource Management Practice in Bangladesh. As it is the 1st step for me, I really unable to collect enough information due to ONE BankLimiteds official restrictions. Many things were so much confidential that i dontwant to access here. Beside this i have faced the following limitations during preparing this report:Due to inexperience and lack of proper planning & feedback in time it was really difficult to understand what to do, how to do & when to do Cost and time constraints did not allow for a more extensive data collection Omission of some importantinformation due to response biases and time constraints Lack of computer facilities and communication facilities Without these limitations, a lot of things are also faced by us. But these limitations help us a lot by giving the stamina and making this as a challenge. With the help of this stamina we make our report.

Introduction:Human Resource Management is the most important component of modern organizations. The accomplishment of organizational missions and objectives depends, to a large extent, on having right persons in right positions as well as the commitment

and contributions of those involved. This is why Human Resource Management hasacquired a growing significance in current organization theory and practice. Asa matter of fact, a sound and effective human resource management is seen as the most significant variable that determines the performance of an enterprise.Company profile:ONE Bank Limited was incorporated in May 1999 With the Registrar of Joint StockCompanies under the Companies Act. 1994, as a commercial bank in the private sector. The Bank is pledge-bound to serve the customers and the community with utmost dedication. The prime focus is on efficiency, transparency, precision and motivation with the spirit and conviction to excel as ONE Bank Limited in both value and image.The name ONE Bank is derived from the insight and long nourished feelings of the promoters to reach out to the people of all walks of life and progress together t

owards prosperity in a spirit of oneness.ONE Bank Limited is a private sector commercial bank dedicated in the business line of taking deposits from public through its various saving schemes and lending the fund in various sectors at a higher margin. However, due attention is given in respect of risk undertaking, risk hedging and if not appropriately hedged,reflection of the same in pricing. In the financing side, the banks major concentration is in trade finance covering about 20.88% of total financing as on YE2006 which is mainly a short-term investment. The banks financing concentrate in both, working capital finance and long-term finance. OBL has major concentration of financing in medium and large industries. Since the short-term finance carrieslow risk compared to long-term finance; the financing strategy of OBL will assist the bank to keep the risk at minimal.While financing the industrial sector, the major concentration of the bank appea

red to be in the textile and RMG sector; both the above sectors cover 30.89% ofthe total portfolio. OBL also involved in cement construction and transport sector financing. In the investment portfolio, OBL have substantial investment in quoted and non-quoted shares of different organization including some very prospective financial institutions. The bank has shown its acumen in reducing its exposure from ship scrapping sector, steel re-rolling where the bank had investment earlier. With the increase in exposure to RMG, the bank has increased its non-funded business income substantially. With an age of only 8 years, the OBL has taken initiative to launch IT based banking products like ATM facilities, E-bankingetc that are praiseworthy. At present OBL is operating 26 branches across Banglade



sh, out of which 12 branches are in Dhaka and the remaining 14 branches are operating in different areas of the country.

Human Resource Development of ONE Bank Limited:Their policy on Human Resource Management is proactive. They believe that investment in Human Resource development is the key to maintaining sound health of Bank. So, the dedication, skills and professionalism of their employees are main factors that contributed to this success of their Bank. In recognition to the employees contribution, the Board has formulated a number of policies for their welfare.As, the people who are working in their bank are their real assets, they want to attract train and retain talented people in the service of the Bank. The training centre of the bank arranged various courses, workshops and seminars on important aspects of Banking throughout the year on regular interval. They also invite experts of banking sector for imparting training to their employees to meet the above challenges and the employees of the Bank attended training program/seminar, workshop both at home and abroad.To keep the employees motivated, incentives, performance reward, promotion and accelerated promotion etc. are given on regular basis. The board has also introduced superannuation fund, gratuity, social security, house building finance, carinvestment facility and other benefits for executives/officers/staff of their Bank.Human Resource Management:The term human resource refers to the people in an organization. Human Resource

Management is concerned with people dimensions in management. Basically, Human Resource Management involves all management decisions and practices that directly affect or influence the people or human resources who work for the organization.It ensures that competent employees are identified and selected, provides employees with up-to-date knowledge, skills to their job and finally the organizationretains competent and high-performing employees who are capable of high performance.Human Resource Management Policies of ONE Bank Limited:Human Resource Management Department of ONE Bank Limited follows the following steps for managing the human resource:

1. Human Resource Planning of ONE Bank Limited:Human Resource Planning is the process of estimating human resource needs for achieving human resource and organizational goals. It is the process through which organizational goals are translated into objective. At, ONE Bank Limited, theybelieve that their Human Resources give the company a significant competitive edge in terms of knowledge and experiences.Just like every organization, ONE Bank Limited has also its employment planning. They usually forecast their personnel needs based on their mission, strategic goals & objectives & technological and other changes resulting in increased productivity. Although there are several methods to predict personnel needs, but they use managerial judgment because it gives the more real world scenario for personnel needs. They think that the other methods cannot give the accurate situation

of the personnel needs. These are basically graphical methods, which cannot measure the actual personnel needs. But managerial judgment method depends upon the change in productivity, market conditions etc.HR relationship in ONE Bank Limited is excellent and to maintain this HR has certain policies. As the inter-link of management and graded staffs happens in theplant and factory locations, the policy and strategies should be implemented inthe areas keenly.There are certain issues that should be known before handling the staff at the office. These are as follows:The effective working days of this organization is 5 days per week and each empl



oyee will work 10 a.m. 6 p.m. per day.It is required not required for overtime duties but they can involve in share business.ONE Bank Limited usually pays salaries to employees in the 25th day of the current month.Without this, they always try maintaining to continuous development of the human resource through appropriate training and motivation.2. Recruiting and Selection Policies of ONE Bank Limited:Recruiting is the process of searching the potential job candidates in order tofill up the vacant position of the organization and selection is the process ofchoosing the best candidate among the available candidates. The candidates who are successfully perform the job.Generally, they focus on e- based advertisement for more visibility and transparency along with the conventional print media. All recruitment related notices are posted on their website also. Candidates have to send their CV to the office along with the name of post. Basically, a well-structured and systematic selection procedure is followed to get the most suitable candidate.

They entertain application from recognized universities from home. Applicant must be a citizen of Bangladesh. They encourage students with good academic track record to apply. For the sound health of Bank, ONE Bank Limited doesnt consider the following factors to gauge the qualifications of a candidate: Political belief Religious belief

Race Sex / Gender Color Marital Status ImpairmentPositions will be offered to the candidate on the basis of his/her ability and the requirement of the company.Generally, the recruitment and selection process of ONE Bank Limited is done infour ways depending on the job category of the vacant position. Therefore, the recruitment process of this organization is classified into four types, which are done based on the job grade/ group. These are as follows:a) Entry Level Managementb) MT (Management Trainee)

c) Mid and Senior Level Managementd) Graded Staff / Non- Management StaffThese types are described below:a) Entry Level Management:The following procedures take place for the recruitment and selection of the entry- level managers. The stages involved in the recruitment process are as follows:

Need Assessment:The need for a new recruitment is assessed when the following occurs:Probable vacancy in an existing post in the near futureMarket expansion

Increase in production capacityLaunching of a new productIntroducing to a new system that requires new handsThe line manager of a particular function identifies the need for an additionalemployee and informs the HR Department about the recruitment. The position is defined, justified and authorized. He / She have to present a job specification for that certain position along with the range of period within which the recruitment has to be done. Before considering the recruitment probability, the line manager has to evaluate the following points:What are the consequences of not filling the position?



Is there an alternative to putting on more staff?Are these alternatives cost effective?Is the position an ongoing requirement?Will this position add value?Then the line manager has to bring all the previously discovered information together into a position description. A position description should include the following:A description of the main purpose of the roleThe reporting relationshipThe skills, knowledge, qualifications and competencies required.Level of authorityThe management then checks out whether the new recruitment conforms to the regulations regarding the human resource requirement of the company.

Defining the Position Description:Prior to checking the recruiting options, the skills, qualifications, experience and competencies the ideal candidate needs to have, should be identified. Asking the following questions can help in building a profile of the ideal candidate:Describe a typical day in the role or what the person would do on a typical day?Is the position one of other similar position?Think about the best performers. What are the attributes common to the people who succeed in those positions? What is it that they bring to the role makes themsuperior performers?Think about an average / less-than-average performer. What is it that they lack

that makes them average / less-than-average?If there is / was somebody in the role:What is / was that persons strengths in that role?What is / was that persons weaknesses?If there were something that would have made that person perform at a higher level, what would it have been?Why did the previous incumbent leave?What will be their biggest challenges?What type of people will the person deal with and on what leave? That is, what interpersonal skills are required?Does the person require any particular educational / professional standard? E.g. tertiary qualification certified practicing accountant, registered engineer, trade certificate.

What are the technical and behavioral competencies required?

Are there any special requirements for the role? Such as:LocationLicensesEquipment Hours: shift work or overtimePhysical aspectsTravelHaving reviewed the position description and the above questions being asked the

key selection criteria for the role could be identified. This will be a usefulsource of information when writing the advertisement as well as determining appropriate questions to ask in an interview. It is useful to separate the essential from the desirable skills, qualifications, experience and competencies in a structured format.Checking the Recruitment Options:The management prepares a detailed job description for the person to be recruited, mentioning criteria for the selection. The required personnel are then searched based on that description. This procedure involves five stages. They are Internal Search: There could be a person competent for the required job working w



ithin the organization. If there is, the existing manpower is then shuffled to place the selected person in the new post. If there is no such person inside thecompany, then the management goes for the second step.Consulting the CV Bank: The unsolicitedapplications stored in the data bank areconsulted. If the quality of a person matches with the requirements mentioned inthe position description, then he / she is called for interview. If not, then the third step is followed.Employment Agency: An agency finds and prescreens applicants,referring those who seem qualified to the organization for further assessment and final selection.Anagency can screeneffectively only it has a clear understanding of the position it is trying to fill. Thus it is very important that an employer be as specific and accurate as possible when describing a position and its recruitment to an employment agency.

Executive Search: This one is a unique case when people with special expertise are searched (such as work experience in a special field). In this case, candidate(s) already employed in other organization(s) is attracted to switch the organization. This has a relatively low rate of success, because the targeted candidate may not consider the change in job. If unsuccessful in this stage, too, then management decides to go for public advertisement.External Recruiting: All the above options being considered, the company goes for external recruiting if needed. Those who best meet the skills, qualifications,

experience and competencies required for the position should fill vacancies. Therefore, if there is no candidate within ONE Bank Limited who is suitable for the role, external advertisement should be placed to attract the potential candidates followed by the selection procedures.Advertisement:The Company gives advertisement in national dailies (both Bangla and English) to attract the talents from the market. ONE Bank Limited puts two types of advertisements in the newspapers. It sometimes keeps the identity concealed in the ads,mentioning a GPO BOX number only. The purpose of the concealed identity is to avoid the unwanted pressure from the stakeholders for the employment of their desired candidates. But this way the company may lose the talents out there in the market who would have applied for the same post had they known the name of the organization. This is why the company kept the identity open in their recent job a

dvertisement when the quality of the candidate was a very important factor to consider. By revealing ONE Bank Limited identify, the company attempts to attractthe best potentials among all the others.

Screening and Short-listing Applications:The responses to the advertisements are sorted and screened. The CVs as well asthe Covering letters are judged. In the covering letter, the style and languageof writing, the emphasis put on the areas asked for tin the advertisements and the quality of the letter (whether it is specifically tailored to the advertisement or just a standard response) are the aspects that are judged. Different weights are assigned to the selection criteria mentioned in the man specification depending on their relative importance (for example, educational institutions likeIBA, NSU, EWU, BRACU are given the highest weight among the local ones). Based o

n the presence of these factors to the desired extent (experience, educational degree, computer literacy, etc) the cumulative weights for all the applicants are counted and the short list of a sizable number of the top most candidates is generated. However, the HR officials also study the CVs with the respective line manager to check whether any valuable deciding parameter is missed in that are mentioned in the CVs. Then the candidates selected in the short list are called for the written test.



Written Test:Written test is not a regular part of the normal recruitment process. It is conducted as and when required. Previously no written test was taken for the management employee; the applicants had to go directly through the interview process. After the introduction of the manager trainee program, the written test before the interview process has proved to be effective and a useful tool to select the desirable candidates. The written test includes psychometric test, test on behavioral competency, and written test on communication skills. The candidates are called for the preliminary (first) interview based on their performance in the written test. Selection Interview:The interview process is a three-tier one. A preliminary interview is conductedwhich follows the elimination method. After that, the second interview takes place with a very few number of candidates. Then the finally selected person is called for the final interview. The interview time is kept convenient for the candidate especially if she/he is working elsewhere at the time of interview. In that case the chosen time is after the business hour.Interview 1The board for the first interview consists of the following people:A representative from the concerned department on behalf of the associated linemangerA subject specialist to assess the depth of knowledge of the interviewee on thespecific field

HR representative (s)The interviewers sit together before the interview and discuss, plan the strategy to be followed for the interview. The discussion includes the following factors:Maneuver the interview processExpectation (potentiality) from the candidatesAssessment sheetBehavioral competencies (10 competencies)Awareness of all the eligibility factors to be judged

Familiarity with the CVs of the candidatesDuration of the interview

All the interviewers have to bring consensus among them regarding the interview. Usually the interview process in ONE Bank Limited is semi-structured. The duration of each interview varies within 15-45 minutes and more depending on the approach of the candidates. The aim of the first interview is to further shorten the list of candidates for the second interview by eliminating the apparently ineligible candidates. The subject specialist judges the in depth knowledge of the candidate in the concerned area as well as her/his essential educational knowledge. Again weights are assigned to some deciding factors (that are desirable in the position description) by the interviewers. The objective of the interview is todo more listening than speaking, that is, allowing the interviewees do most of the talking. The questions asked are therefore open-ended. So the personality ofthe candidate will be revealed that helps to assign relevant weights. The target of the board is making the interview a discussion rather than a question and an

swer session. Cross-checking is preferable, if necessary than any argument. Theeagerness, inquisitiveness of the candidate about the job as well as the company is measured by asking questions related to the job, organization, the time s/he has applied, etc. after 5-7 minutes of informal chat, the board switches to the main interview where the nine competency factors are judged; which are:Functional Capability: The decision-making expertise and job-related skill of the candidate is measured in this category. It is seen that whether she/he has updated her/his competency with changing need of the business world.Customer Orientation: It is seen whether the candidate has the willingness to be proactive towards customer, deliver the best quality, maintaining good relation



ship with the customers. The deciding factor here is how she/he considers the customers.Change orientation: The ability of the candidate to adjust with the changing business environment is judged in this part.Performance Orientation: The eagerness of the candidate to deliver the best performance out of him is considered at this level.Strategic Capability: The candidates tendency to reflect the vision/mission of the company into practice is measured.Leadership: It is seen whether the candidate possesses the quality of being accepted and getting things done by others.Negotiation and Influencing: The candidate has to have the ability to lead the transactions smoothly and persuade others to get the better edge in the bargain.

Teamwork: The interviewers judge how skillful the candidate is in teamwork, in which the interpersonal communication skill of that person is a very important deciding factor.Organizational Commitment: The loyalty of the candidates towards the organization and sincerity to the work is necessary.After the completion of the first interview, another shortlist is prepared for the second interview. Usually, the number of candidates at this stage is kept within the approximate ratio of 1:4 to the number of people to be recruited. The assessors send a recommendation letter to the second board along with the CVs of the candidates. In this recommendation paper, the interviewees are rated in 4-point scale. The rating manner is specified below:

A rate of 4 means excellentA rate of 3 means goodA rate of 2 means averageA rate of 1 means below averageIn addition, the subject specialist gives some additional comments (individually) about the technical and education skills of the candidate. The recommendationpaper contains the assessors signature, rating, date and comments.Interview 2In the second interview, the Head of HR and the respective line manager will bepresent in the board, who again test the interviewees knowledge, skills, experience, competencies, attitude and aptitude and also about their employer organization, the range of salary they expect, the possible day of joining provided s/he is selected etc. This interview is a comprehensive one. The observation of the in

terviewer is the deciding factor for the selection.Interview 3The selected candidate (s) from the second interview has to go through the final interview that facilitates the employment decision. Here the candidate is informed about the facts regarding the responsibilities of the job, location of posting, challenges she/he has to face. In addition, her/his personal problems related to the family, locations etc. are consulted in this interview. This is a notable fact that the selected person by the second board is not selected finally. In the third interview, the emphasis is mostly given on the choice and preferenceof the selected person. If these do not match with requirement of the organization, s/he has the liberty to reject the job offer.

Reference Check:Reference checks allow obtaining information and opinions regarding the persons character, quality of the work and suitability for the position. It is an opportunity to validate the information received from the candidate via their resume and the interview. Speaking to the candidates manager or other people whom they have worked with should also check internal candidates. The opinion of a referee who has worked can for an extended period is likely to be more accurate than the assessment from one to two hours of interviewing.The candidates immediate supervisors are needed to be contacted. Permission should be obtained to contact the candidates referee especially if their current emplo



yer is contacted. It is not unusual for a candidate to be uncomfortable with the organizations speaking to a current employer. If they are uncomfortable, an alternative person other than the current employer has to be chosen by the candidate (for example, work colleague). Unless the candidate is a graduate or school leaver with no prior work experience, only contact work related referees should becontacted. At least two reference checks should be done, however the more the better.There is a sample reference-checking guide that is more or less followed. It isimportant to prepare a reference check guide that asks the referee about the key skills, competencies and experience required for the position. Reference checks need to be done by line manager or personnel of the HR department.During the interviews, the candidates would have given some examples of incidents, tasks or projects that can be asked about. The referee should be asked what the candidate did in those examples, which ascertain whether the information received from the candidate is consistent with that of the referee.Subjective questions may not always be a reliable guide; however it can be useful to get the referees opinion on areas such as quality and quantity of work, strengths and weaknesses etc.Employment Decision:If the candidate has no problem with the stated terms and conditions of the joband the organization mentioned and discussed in the final interview, she/he is offered an application blank. The application blank is a standard format of employee-information that includes all the information the organization needs regarding the personnel. The candidate has to fill this blank and submit this to the co

mpany along with a CV.

Pre-employment Medical Check-up:After submission of the application and the CV, the selected person has to go through full medical check-up that guarantees her/his physical fitness to performthe job successfully. A medical practitioner who uses a physical capability analysis that assesses the candidate against the physical capabilities documented for each role conducts the medical. A medical is also appropriate for internal candidates if they are applying for positions that require different physical capabilities.

Offer Letter:After submission of the application and the CV, the selected person has to go through full medical check-up that guarantees her/his physical fitness to performthe job successfully. A medical practitioner who uses a physical capability analysis that assesses the candidate against the physical capabilities documented for each role conducts the medical. A medical is also appropriate for internal candidates if they are applying for positions that require different physical capabilities.Once the health check-up is done, the candidate is given an offer letter specifying the salary package, job responsibilities, utilities that will be provided by the organization. Even at this stage the selected candidate has the chance to withdraw her/himself from the job offer. She/he is always free to discuss whatever difficulty may arise regarding pay-structure/facilities etc. The door of HR is

kept open for any sort of relevant discussion.The verbal offer of the role to the candidate is given once the medical and reference checks have been successfully completed. The discussion should cover the following:Tell the candidate that you would like to offer them the roleCongratulate themTell them the remuneration package that is being offered, including superannuatingAsk them if they are happy with itAsk them if they verbally accept the position



he potential to move to senior positions within the Company at an appropriate timeTo add value to the organization within each development blockThe experience the MTs gather whilst employed in development blocks directly impacts on their motivation and commitment to stay with the organizationTo bring in fair competition and challenge among the workforceTo develop creativity and maximize the return on the investment

The Recruitment of MT:The MTs are always recruited externally. The recruitment tool so far followed by ONE Bank Limited is advertisement. Advertisements in important national dailies are given seeking applications for the position of Management Trainee (MT). The ads are placed both in Bangla and English newspapers.Screening and Short-listing:The selection of the MT includes the steps almost similar to those of the entry-level managers. Weights are put on all the applications as per previously set criteria and standard following the guidelines of ONE Bank Limited (Education background, Experience, Computer Literacy, Organization of previous employment). A shortlist is prepared after analyzing the applications based on the set criteriafor the Aptitude test, screening the top applicants.Aptitude Test:The 3-hour aptitude test (written) includes the followings:

Psychometric test, with the help of a professional psychologist who is a professor of the psychology Department of Dhaka UniversityIntelligence questions testTest on mechanical aptitudeTest on skill in English as a languageAssessment Center :A number of candidates among those in the top are then selected to go through the assessment center. To set up Assessment Center, the assessors are from the outside sources with sufficient experience to run Assessment Center. The assessorsfrom within the organization are trained by the organization to lead the assessment center effectively.MTs are subject to rigorous selection process using the assessment center approach. This approach combines the competitive ability testing, interviewing and com

petency-based behavior exercises. The following procedures are followed in the Assessment Center:

Case StudyRole-PlayGroup DiscussionIndividual InteractionInterview Employment:The selected candidates from the Assessment Center are called for the final interview that is rather a discussion regarding the job and requirements between the

employer and the employee. Then the final employment decision is made and the candidate is offered the application blank. A pre-employment medical check-up isinducted to ensure the physical fitness of the candidate. Finally, the selectedcandidate is given an offer letter specifying the salary-package, job responsibilities, utilities that will be provided by the organization. Even at this stagethe selected candidate has the chance to withdraw her/himself form the job offer. She/he is always free to discuss whatever difficulty may arise regarding pay-structure /facilities etc. The door of HR is kept open for any sort of relevant discussion.



Allocation Blocks:After a 15-day standard orientation program of the company, the MTs are put into their block assignments. During their 2-year of probationary period, they haveto work in each and every business areas and enabling functions that includes,OperationsSales and marketingITHRCommercialFinanceThe blocks must have a development benefit for the MT and must not be submittedto fill ongoing resource requirement within the business function.Along with the respective line managers, each MT will be guided, advised, inspired and coached by a mentor who is one form the senior management cadre. The mentor will keep constant liaison with the MT to keep track of the progress.Administration of MT Program:The MT scheme is paid for and administered by the HR function. Salaries and movement logistics and expenses are cost to HR centrally. The MTs training team is responsible for the overall direction, management and success of the scheme.For the development of each MT, a senior executive the Bank is made available to provide general advice and career counseling based on a thorough knowledge andunbiased view of the organization. The Mentor of each MT acts as an experiencedand trusted advisor, an overseer of development who guides and advises the MT in

their professional development and understanding the Bank culture. The mentor has to be available for the manager trainee by scheduling regular sessions to assist transition from other environment into the Bank environment. They educate the MTs about the informal organizational channels; facilitate key contacts within business as a source of information and knowledge about the Bank. They are to facilitate the MTs block selection, promote the individuals strengths, counsel, advice and coach by presenting themselves as role models.

Induction of MTs Program:Normally they go through the companys standard orientation / induction program to two weeks duration covering visiting all important business function and locations. After completion of this standard orientation program of the company, the MT

s are expected to submit a report giving feedback of their experience and highlighting the learning elements. Again, all MTs moving into a new area need the standard induction into the specifics of the business units, the people and the physical environment. Communicating into the rest of the team, about the MTs role and team members relationship with the MTs is important to avoid resentments and smooth way for a successful transition into the new department / function.c) Mid and Senior Level ManagementWhen a vacancy occurs at the mid or senior level, there are some steps followedto recruit appropriate person for the vacant post. They are:

Circulars within the Group:

Ant vacancy at this level in any of the regional companies of the Bank is made known to the other entire Bank. If any person feels him / himself fit for that post, she/he may apply for that. Selection tests /interview are arranged if she/he is thought to have the potential to meet the requirements.External Recruiting:The mid level managers are recruited through head hunting, with reference of the head hunting agencies. The acquaintances of the Bank also act as the referee for some potential candidates. Recruitment and selection process at this level ismuch informal. The persons with the experience in other multinational companiesare preferred. The reputation of the candidate in her/his field is also checked.



She/he must be familiar with the ongoing corporate culture.For the selection of the candidate, she/he will be assessed through informal supper where she/he will be assessed through informal chart (semi-structured interview), though both the parties will be aware of the probable job offer. The CV of the person to be recruited is assessed. Questions regarding the working condition in the current company she/he is working in may be asked. The HR director, members of the Executive Management Committee and the concerning line manager of the company are usually present in the conversation. However, if the candidate is found suitable for the vacant post, she/he is offered the job. The expectations form both the candidate and the company are discussed and both the parties attempt to come to an agreement regarding the job offer. This could be a repetitiveselection process for different likely candidates, unless the right person is found.e) Graded Staff / Non- Management StaffPreference is given first to employees working for the company, while recruiting non-management staff. Promotion form within is usually preferred. External recruitment would therefore be made only for positions where it is deemed necessarydue to the nature of the job, and the prevalent practices and in conformity with the company requirements.The children of the existing and /or ex-employees of the company are given priority in recruiting graded staff, provided they meet the requirements for the vacant post. The contracts of the contractual workers are often renewed. The existing contractual labors are sometimes called to meet the vacancy within the organization if they have gained considerable experience and competence. The recruitmen

t notice is advertised on notice boards at all company locations as per attached format to provide an opportunity to the vacant positions if their qualifications conform to the set recruitment standards. If no suitable candidates are available from amongst the employees and their children, the recruitment will be advertised in newspapers.

The graded staffs are selected based on the minimum educational requirement andthrough a standard written test that assesses their general knowledge, IQ and some basic educational understanding. After passing the written test, the applicants are selected through viva test. The selection interview is followed by the preliminary recruitment interview to list the potential candidates.The finally selected person goes through the pre-employment medical check-up and

other essential formal procedures before she/he is given the offer letter.3. Training Policies of ONE Bank LimitedTraining is a learning process that involves the acquisition of skills, concepts, rules, and attitudes to increases the performances of the employees in the organizations. On the other hand development is more future oriented, and more concerned with education, than is employees training or assisting a person to become a better performer.ONE Bank Limited gives emphasis both for internal and external training. Any new operations or service is marketed, they gives training to the employees attached to the operations. Development helps the individuals handle future responsibilities, with little concern for current job duties.In order to excel in a competitive marketing environment there is no alternative to development knowledge and skilled level of people through training. Training

and development program of ONE Bank Limited include orientation activities that:Inform employees of policies and procedure of ONE Bank LimitedEducate them in job skillsDevelop them for future advancement4. Transfer Policies of ONE Bank LimitedPolicy on Employee Transfer is an important matter that organizations need to have sound reasons for transferring people. Organizations' leaders need to have aclear policy on staff transfer that forms part of their human resource policy.It has been found that employees commitment to their jobs, their motivation, productivity and retention rate depend on whether they are truly interested in the



jobs assigned to them.

Transfer Policy needs to address matters including the following:The right of your organization to deploy or transfer employees;The terms and conditions under which employees can apply for transfer to another job;Transfer Procedures;Transfer back to former job, andEffects on Remuneration and seniority.

Transfer Procedures:The appendix to Policies on Employee Transfer will contain the terms and conditions and stipulates the procedures required of the applicant and management.These include:To whom the employee must address the application for transfer, what the application must state, necessary documents required to support the application such as letters of reference, and procedure for any follow ups on the applicationInformation and documents required by management before considering the application such as the employee's performance record, attendance record, skills and knowledge demonstrated by the applicant, and whether the employee falls under any exception stated in the transfer policyWhen Employees can take Advantage of Transfer Policy:

You can make employees eligible to apply for transfer under Policy on Employee Transfer when certain conditions are satisfied or exist.Some cases are stated below:After the employee has served for a certain length of time, put as 'employeesmay apply for transfer after having served at least one year in the present po

sition.'Reduction in headcount is necessary as the result of economic recession or someother unavoidable events.Job elimination is necessary for certain sectors due to down-sizing or cessation of certain operations or business activities.There is a change in employment terms and conditions, such as working hours, salary, status of position.

The organization is undergoing reorganization, merger or takeover.

Reservation of the Right to Transfer Employees:

You need to reserve the right to transfer any of your employees.Your Policy on Employee Transfer may provide for most occasions. However, it isadvisable to write to employees informing them of your organization's transfer policy and that they agree to it.This needs to cover cases of transfer, secondment, job enrichment arrangement by job rotation, one-off or temporary work and the right to re-designate job grades including to a lower grade.

It can happen that the industrial law in the country where your organization carries out its business activities stipulates specific requirements on employee transfer. Get to know the laws applicable.If it is shown that your organization has not satisfied the provisions of the law, the law courts may decide that it is a case of 'constructive dismissal.'Thus, it is clear that legislation or the common law may limit management's right to transfer employees. Check and verify. Seek legal opinion.A transfer is a horizontal or lateral movement of an employee from one job, section, department, shift, plant or position to another at the same or another place where his salary, status and responsibility are the same.



Transfers are generally affected to build up a more satisfactory work team and to achieve the following purposes;01. To increase the effectiveness of the organization.02 To increase versatility and competence of key positions.03. To deal with fluctuations in work requirements.04. To correct incompatibilities in employee relations.05. To correct erroneous placement.06.To relieve monotony.07. To adjust workforce.08. To punish employees. (Generally in government organizations, employees who commit mistakes or malfeasance will be treated with transfer to other place where hecannot act according to his wish or misuse his job position.)

Reasons for employee transfers:1. To avoid favoritism and nepotism.2. To avoid gaining capacity of influencing and egocentrism.3. To avoid monotony in the work of an employee.4. Makes an employee accountable to his seat, so as not to find mistake by his successor.5. So as to avoid excess dependency on particular employee, otherwise may affect the purpose of hierarchy and lose control over subordinates.6. To create transparency among the employees and their work.7. It limits taking advantage and sole control over the seat or section.8. To avoid unnecessary influence on others for their own advantage.

7. To make conversant of different seats work.9. To maintain healthy relationship in between all the staff members to retain harmonious environment to avoid unnecessary disputes.Importance of employee transfers:

Transfer of employees is must and essential in an organization for the purpose of minimizing politics between employees, to ensure cordial relationship betweenemployees, to increase transparency in work, to obviate syndicate of employees for unethical purpose and to obviate nepotism in organization.Employee transfers are considerable, as most essential when a position of employee is a top-level in hierarchy. Especially in the governmental organizations employees holding top-level positions are affected with frequent transfers for the reason, to obviate nepotism into increase transparency in the work. Organizations ha

ving no transfers for their employees may create their own informal groups for their common interest and their own benefit. Subsequently, this may leads to secrecy in the flow of work, eventually, no transparency in work. Employee transfers less organization may definitely see organizational politics among employees, that which leads to fall in coordination in between employees, eventually may leadto drop in overall organizational performance.

Drawbacks from employee transfers:Inauguration point of view, transfer of employees will definitely benefit organi

zation and also keeps away disturbances and misunderstandings in between employees. However, there are a few drawbacks out of employee transfers that effect individuals or employees. Below listed are a few drawbacks due to employee transfers.Employees who are having attachment with the organization and their morale maybe disturbed due to transfer to some other location.Family members of employee who got transferred maybe psychologically disturbed because they have to shift their entire family to new location for which it may taketime to get accustomed to new place.Definitely, employee transfer will financially cost to him by way of shifting of



his households and furniture in transportation.In case of your employees, employee transfer may lead to resignation for the reason he may not willing to leave current location if that location is his nativeplace.Types of Transfers :Employee transfers may be classified as below

a) Production transfers: Such transfers are made to meet the company requirements. The surplus employees in one department/section who are efficient might be absorbed in other place where there is a requirement. Such transfers help to stabilize employment.b) Replacement transfers: This takes place to replace a new employee who has been in the organization for a long time and thereby giving some relief to an old employee from the heavy pressure of work.c) Veracity transfers: It is also known as rotation. It is made to develop all round employees by moving them from one job to another. It also helps to reduce boredom and monotony.d) Personnel or remedial transfers: Such a transfer is made to rectify mistakesin selection and placement. As a follow up, the wrongly placed employee is transferred to a more suitable job.e) Shift transfers: This is pretty common where there is more than one shift and when there is regularized rotation.Transfer Policy:Every organization should have a fair and impartial transfer policy which should

be known to each employee. The responsibility for effecting transfers is usually entrusted to an executive with power to prescribe the conditions under which requests for transfers are approved. Care should be taken to ensure that frequent or large-scale transfers are avoided by laying down adequate selection and placement procedures for the purpose. A good transfer policy should:Specifically clarify the types of transfers and the conditions under which these will be made;

1. Locate the authority in some officer who may initiate and implement transfers

;2. Indicate whether transfers can be made only within a sub-unit or also between departments, divisions/plants;3. Indicate the basis for transfer, i.e., whether it will be based on seniorityor on skill and competence or any other factor;4. Decide the rate of pay to be given to the transferee;5. Intimate the fact of transfer to the person concerned well in advance;6. Be in writing and duly communicated to all concerned;7. Not be made frequently and not for the sake of transfer only.

5. Job Analysis and Job Evaluation Process of ONE Bank Limited:Job Analysis:Job evaluation is the process of appraising the different positions of employees in the organization with a view to establish a well conceived for pay-structure. For job analysis ONE Bank Limited consider several common uses such as Job definitionJob re-designsOrientationSocialization, carrier counselingEmployee safety



Performance appraisal andCompensationThis Bank also follows the observational method for job analysis. In this process they observe the individual or individuals performing the job and pertinent notes describing the jobs or describing the work.This information includes such things as what was done, how it was done , how long it do, what the job environment was like, and what equipment was used. In this process information about jobs is systematically collected, evaluated, and organized. This action are usually done by human resource specialized about each job and every person in the organization.In the time of job analysis following matters are need to be considered:Identify the job to be analyzedDevelop a job analysis questionnaireCollect appropriate job analysis informationJob Evaluation:ONE Bank Limited follows the Ranking and the Classification Method for evaluating the job. In case of ranking method a committee typically compared of both management and employee to representative to arrange the job in a simple rank order, from highest to the lowest rank. In case of classification method this classification are created by identified some common denominators like SkillsKnowledgeResponsibilities with the desired goals being the creations of a number of distinct classes on grades of jobs

6. Performance Appraisal System of ONE Bank Limited:Performance appraisal information can provided needed input for determining both individual and organizational training and development needs. Another important use of performance appraisal is to encourage performance improvement. In this regard Performance appraisals are used as means of communicating to employees how they are doing and suggesting needed changes in behavior, attitude, skill or knowledge.For apprising the performance Orion Infusion Limited (OIL) consider the different criteria of the employee, such as attendance, attitude, cooperation, initiative, dependability, quality of work, overall output, honesty, personality, ready to take challenge etc.

The process of evaluating the performance of the employee of Orion Infusion Limi

ted are shown in the following chart- Employees name : _________________________________________Department : _________________________________________Raters name : _________________________________________Date : _________________________________________

Excellent Good Acceptable Fair Poor1. Attendance2. Attitude3. Cooperation4. Initiative5. Dependability6. Quality of work,

7. Ready to take challenge8. Overall output9. Honesty10. PersonalityTotalBased on the above mentioned criteria the rater provides score to the employee and according to the total score their performance is appraised. The human resource department (HRD) of OIL usually designed and administers the above performance appraisal systems. For evaluating the performance appraisal OIL mostly follows the rating scale method. But, Generally, They consider three main factors:



Performance ratingCompany performanceInflation of the countryWithout this, based on the performance of each individual, there exists three groups of employees who are listed and the list is maintained secretly by HR Department.Merit Rating:ONE Bank Limited does its merit ratings by the following way:Key Personnel: Who are the most required personnel for the business operation?Watch List: Who are doing well and have the ability to take further responsibility?

High Valued Employee: Who are doing very well at his present job but not capable to take higher responsibility?Successors List:Among the key personnel and watch list personnel there are a successors list, which describes the replacement of each key personnel if they leave the job. The successors are developed in such a way that they are able to take the responsibilities easily. The list of successors is changed due to their yearly performancefactors.7. Promotion Policies of ONE Bank Limited:The movement of personnel within an organization- their promotion, transfer, demotion, and separation is a major aspect of human resource management. The actual decision about whom to promote, and who to fire can also be among the most diff

icult, and important, a manager has to make.For every organization promotion is extremely important, when the process basedon merits and skills of the employee. Through the process, potential successorsare identified and developed to meet the requirements of the future vacancy. The candidate is groomed to fill the probable vacancy that may arise in the future.

8. Disciplinary Programs of ONE Bank Limited:ONE Bank Limited is very conscious about the disciplinary programs and actions.After verbal and written warning a staff will be liable for dismissal without notice or payment in lieu thereof for any of the following reasons:Dishonesty with companys business or propertiesConduct unbecoming of a gentlemanFinancial insolvency or being adjudged as insolvent by competent court of law

Willful disobedience to any lawful order or instruction issued by any superiorConviction for an offence involving moral turpitudeTrying to influence companys decisions through external means

9. Public Relations Systems of ONE Bank Limited:All the public relations required for the business operation of the company (with government; Non-government; public body) are maintained by HRM Department.10. Trade Marks of ONE Bank Limited:All the issues related to the trademarks, HRM Department maintains patent rulesand registrations.11. Internal Communication of ONE Bank Limited;HRM Department also performs the internal communication activities among the emp

loyees.12. Administrative Activities of ONE Bank Limited:Administration Department which is belongs to the HR Department is responsible to provide all the necessary support to all the employees. All the logistic supports are also provided from here. All the work facilities like telephone, transportation, security, furniture, and premise, etc are provided and arranged by admin wing. Managers in case of complex situation counsel with the central administration for taking the best decision. After recruitment of an employee the admin division gives him support regarding:Understanding his job



Limits of authorityTraveling facilities and supportsOther facilities and benefits that he is eligible to enjoyLimits of authority of the other related persons, etcActually HR recruits a person in company, helps him to be familiar with the work & culture of the company and then lodge him to different departments. HR does not admin the directly, line supervisor will do that, but follows up the whole system and give the employee necessary support. HR also performs the increment & other related procedures based on the appraisal system.13. New Projects / New Concepts:Through the innovation of the new concept the department takes some new projects to make the business operation most smooth and cost effective and modern.

14. Payment Policies of ONE Bank Limited:Once the job evaluation is complete, the data generated become the nuclease forthe development of the organizations pay structure. This means pay rates or range will be established that are compactable with the ranges, classifications, or point arrived at through job evaluation.Pay Scale: Generally Pay scale means salary, benefits and compensation Information Company. It was developed to help people obtain accurate real-time information on job market compensation.Provident Fund (PF): In ONE Bank Limited, 10% of the basic salary goes to the provient fund and the employee pays 10% of their basic salaryHealth, Safety and Medical Facilities: Doctors are arranged to visit each locati

on of numbers of times a week to provide necessary medical support to the employees. Moreover, the non-management staffs enjoy medical treatment at Holy FamilyHospital at company arrangement.Health Insurance Policy: Management staffs enjoy health insurance for self, spouse and two children up to 21 years for hospitalization only. ALICO Insurance provides the insurance and the company pays the premium.Benefits and Rewards Package: Benefits and rewards packages are different for management and graded staffs.Benefits and Rewards for Management Staffs: Depends on Board of directors.Benefits and Rewards for Graded Staffs: Depends on Management which approve by Board.

Present Situation of Human Resource Management in Bangladesh:HR practice in Bangladesh is better than the past. In the past, HR role was concentrated to hiring firing and letter issuance-dispatching-filing stage. Now it has started to perform more than that. Such as Employee motivation, Employee development, employee retention, facilitating organizational development initiatives etc. and thus contributes to the achievement of organizational goals. These val

ue added job has just begun in Bangladesh. For a good tomorrow, this is a starting point.Employers have started to understand that the more they invest in human resources they more output is likely which lead them to emphasize on employee capability development. As such in many organizations, employee development is viewed as part of business plan. In these organizations, training budget is calculated as a percentage of total budgets of the organization.Employer-Employee relationships are better than the past. Employers now recognize the importance of employees participation in business planning, major decisionmaking and organizational change process. Many organizations now conduct employe



e opinion surveys for collecting employee feedback and improve employer-employee relationships.Some HR actions have legal implications. But in the country context legal explanation does not seem to be adequate. There is lack of uniformity of the interpretation of law that lead to practice by organizations in different way. There is also ambiguity of existing legal policy or detailed policy framework on HR actions seems to be incomplete.In future the overall HR practice is expected to be brighter in Bangladesh because more are feeling the necessity of an established HR department in the organizational structure employer-employee relationship is expected to improve. It will be part of HR practices which will make HR actions, decision making process faster and accurate.Findings and Analysis;ONE Bank Limited beliefs their Human Resource Department are the most valuable department than the others competitive and dynamic environment at present.They consider their skilled people as assets for their organization. ONE Bank Limited committed to draw the most talented and dynamic professionals from the available candidates.ONE Bank Limited follows both the internal and external sources of recruitment.Training and development programs of ONE Bank Limited include orientations, and socializations activities to inform employees about policies and procedures.ONE Bank Limited try to develop their employee with future advancement and educate them in jobs kills.7. For job analysis ONE Bank Limited consider several common uses such as job de

ion, job re-design, orientation, socialization, carrier counseling, employee safety, performance appraisal and compensation.

ONE Bank Limited designs their job in such way, which is the right person at theright place at the right time to achieve their objectives and goals.Taking constructive steps they are trying to develop the skills of the human resource pool.Their Human Resource Management Department (HRM) trusts in team work and respect each other.Recommendations:ONE Bank Limited beliefs their human resource department are the most valuable department than the others. But still, The Company should be prepared the standard human resource planning because the success and failure of organizations is hi

ghly dependent on the proper human resource planning.The process practiced in the organization is a very effective tool to fill probable vacancy. The in house circulars within the group also act as a useful device to find the right person of the right job.The manager training program of the company is a good way to groom to be manager for the probable vacancy in the future. The organization should regularly follow this procedure to build a productive and valuable workforce. The selection tools and procedures used in this program have also provided to be very effective.To cope with the ever-changing, competitive corporate world, the organization should welcome new ideas as well as fresh starters to trigger innovative ways to nature overall workforce competence. The assessment center approach is designed to identify the essential expertise of the candidates that enable to locate and select the right person for a managerial. This method is formally followed only i

n the manager trainee selection system. But this should also be followed in selecting the entry-level managers too.The HR Department should look into the matter of consuming more time in the process of calling the applicants after their responses very seriously. The organization could control the size of applicants pool by using more clear and specific statements in the ad in terms of the minimum educational degree, preferred institutions and other necessary criteria based on which the initial screening of theapplications were conducted.ONE Bank Limited could participate in the job fairs for their recruitment. A considerable volume of applications is dropped in the organizations as a result of



the exposure created in the job fairs. The organization can promote its image as a potential recruiter through its successful participation in the job fairs.The company can also for campus recruiting that could bring a yield of highly educated fresh-starters for the entry-level the organization. They can arrange seminars in the top business schools country. Also the company should facilitate online CV-posting system that is a very popular and effective practice used by the top business organizations.The company should follow both on-the-job and off-the job method training when they are training their employees.

The HRD manager of the company should be analyzed the organizational jobs properly because job analysis serves as the cornerstone of all human resource functions in an organization. Side by side the HRD manager should evaluate the different positions of employees in the organization in order to establish the well conceived for pay-structure.Before appraising the performance of employees in the organization properly, the HRD manager should be established the standard. Here it is noticeable that theHRD manager should appraise the performance of all employees in the organization without showing any discrimination.The HRD manager should prepare the standard promotion policy for the employees of the organization. Here it is very much important that the employees should get the promotion based on the performance not the nepotism, political influence and whatsoever.

The HRD manager should established the standard pay structure for the employeesof the organization in order to reduce the high turnover of employees.Conclusion:In this report the Overall work of the human resource department will be focused and described. After analyzing the report, we can say, In present competitive and dynamic environment, human resource are now being viewed as the most valuable mean for gaining advantages over other. Competitive advantages can only be achieved by building up highly motivated and skilled employees. To fulfill the vision, mission, and core objectives of a company the management has needed to established an effective and efficient human resource department and hired the confident and most promising professionals.

Bibliography:Shaw, Schoenfeldt, Fisher; Human Resource Management, Biztantra Publications, India, 15thEdittion, p.p. 01 44.Porter, Simmonds, Bingham; Exploring Human Resource Management, Mc Graw Hill Book

Company, Boston, USA-1981, p.p. 01 39.Aurther, William, and Davis, Keith, Human Resource Management, (9th edition), McGraw-Hill Book Company, New York, 2005. p.p. 35-60.Annual Report, ONE Bank Limited, Financial year 2008-2009, p.p. All.Human Resource Management Practices in Bangladesh: http// www. hrmpb.com/ Retrieved date March 23, 2010.Human Resource Management Practices in the 21st Century: http// www.hrmp21.com/Retrieved date May10, 20010.Stoner James A.F. and Freeman R. Edward and Jr. Daniel Gilbert., Management, Prentice-Hall of India Private Limited (2003), Sixth Edition, p.p. 374 402.



Werther William B. and Davis Keith., Human Resource and Personal Management, Mc Graw Hill Book Company, Boston, USA-1981, p.p. 181- 241.

References:» www.onebank.com.bd» Very few official of Human Resource Division.» Some branches of ONE Bank Limited.

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