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1. Introduction:
Work-Life Balance Survey is the questions about organizations work-life balance
policies and personal experience using these policies to give an indication of how anorganization work-life balance policies support employees in balancing their work
and life responsibilities and more importantly, how these policies cold be improved.
In a very simple word work-life balance policy is the relative importance of work andpersonal life to a particular individual. It helps to meet the need of work-life and
personal life effectively. Work-life balance is the subject of widespread public
debate on how to allow employees more control over their working arrangements in
order to better accommodate other aspects of their lives, while still benefiting theirorganizations. The work-life balance debate has arisen through social and economic
changes, such as greater numbers of women in the workforce, the expectations of the
younger Generation , a growing reluctance to accept the longer hours culture, the rise
of the 24/7 society, and technological advancements. It has been supported bygovernment and by organizations which see it as a means of aiding recruitment and
employee retention. The agenda consists primarily of flexible working practices andfamily friendly policies; although good practice demonstrates that flexibility should
be open to all, including those without caring responsibilities. And for that reason it is
burning question in modern world that is the organization maintain Work-LifeBalance or not. So it is now necessary for us to judge its potentiality as a student of
B.B.A. to make everyone of us as a growing competitor in the modern world. And for
that reason I make this report with practical point of view to compete in modern
world.
1.1 Objectives of the report:
There are some reasons for what we make the report by the use of theoretical glance from
the HRM knowledge. Our first objective is the evaluation of the Work-Life Balance
policy as a latent and massive dimension of the new age business policy which is optimalfor the company in long run. There are some other objectives relating to the report
making are---
Another objective of the report is to evaluate the effectiveness of the employees
participation and Management acceptance.
To find out defective area of this policy.
To suggest how to remove those defects. Run with a high effective glance which also best serves the efficiency
effectiveness of service banking for future.
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1.2 Methodology:
Sources of data:The whole data is analyzing the Work-Life Balance policy performance for evaluating
the organization performance in management with the management acceptance in their
area with positive mode.1 . Primary Sources:I collect the information through an assigned questionnaire to evaluate the Work-Life
Balance policy performance and evaluate the result from the 3 employees including twodifferent stage of management from three different banks. I also evaluate this
questionnaire through the comparative analysis and Fishbone analysis to ease this report
and make the report more realistic and effective manner. I analyze this report in a
subjective and quality dimensioned way.
2. Secondary Sources:
I took help from the internet to know about the Work-Life Balance policy and its arena to
evaluate the questionnaire and I judge it with the analysis of my report from my ownperspective and my own point of justice.
Methods of data analysis:
I analyze the data in a qualitative and subjective way. I made two techniques for the
analysis. These are:
Fishbone theory
Graphical analysis
Sequence task of arranging the report:I arrange the report in a sequential collection basis. In whole analysis I arrange theanswer of the questionnaire firstly through the individual analysis of the report. And
secondly I justified the report in a comparable manner in a diversified mode. In here I
used theFishbone theory for the analysis and to show the effect of this questionnaire andI judge the report through the comparative mode by the analysis of three different banks
with three different people with the graphical presentation. And in whole report I try to
make this an unbiased and effective one for the proper justification. And for that reason Icollect the information from a small sample size to reduce the redundancy and make it
not only from my analysis but also using the employees (sample) consent.
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1.3 Rationale of the Study
Today the world become closer and it goes through the movement of massive dimension.The flexibility of work space is now demanded and involvement of the HRM in the
supreme management is mandated option of every updated organization. Work-Life
Balance is the scale to determine the efficient HRM policy. So now a days most of themulti-dimensioned organizations are interested about this policy to move their
organization in a lucrative and emerging pinnacle. The rationales of the study for this
report are given below:
To know about the theme which drive the organization in emerging and stable
condition?
Organize the Practical achievement of HRM
Make familiarized with the HRM environment
To meet the need of work-life and personal life effectively
To allow employees more control over their working arrangements
To evaluate Management efficiency through the policy
1.4 Scope of the Report:
I have been assigned through a questionnaire into three banks (Bangladesh Bank, Agrani
Bank, Eastern Bank Limited) to collect the answer from three different people for doingmy report and thus give me the way to myself familiarized with the HRM environment
for the first time indeed. This gives me an opportunity to gather practical experience by
working in the practical arena with my limited theoretical knowledge and expertise. Thearea of concentration of this report is about the analysis of their (employees) answer
through Fishbone theory and Comparative analysis. I have chosen this topics because a
very few analysis is done on this matters.
1.5 Limitations of the Report:
In preparing the report I have faced some limitations which create the impediment in theway of report analysis. Some of these limitations have overcome and some of them
create some predicament. I tried my best to prepare a qualified report even in that
situation. These limitations are:
Make appointment of employees where sometimes they feel annoyed and express
it in badly mode.
Most of the time the participant cant understand the question in the questionnaireand then they feel embarrassed and at last make a mistake
Some times their opinion and their answer of these question contradict with eachother
Most of the time the participant was confused and make me the trouble
Participant take more than that of necessary time
Participants express some of their decision in a pendulous movement.
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Ensure about confidentiality make more hazard
Analysis of the report:
In View Of Fishbone Theory:
It is a practical field analysis and for that reason it is crucial for me to analyze the report
as a neutral point of view whereas most of the time it has the probability to bias. For thatreason I made my decision to prepare this report from the view point of managerial
expertness and mutual coordination. To analyze this report I follow the Fishbone
structure with the segregation of 6 parts. And I justify each of this part through the
practical efficiency and the effect with the help of 3 samples. From those samples Icollect answer and judge it with the adjustment of practical condition. I determine the
appropriate status from the sample with the segregation movement. For that reason I
analyze this report into 6 point of view:
1. Leave Arrangement
2. Parenting & pregnancy policies3. Flexible work arrangement
4
Leave
Arrange
ment
Parenting
&pregnancy
policies
Flexible
Work
condition
Addition
al work
Provision
Formalityof
Policies
Experiences
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4. Additional work provision
5. Formality of policies
6. Experiences in the organization
From the questionnaire I got 3 employees in 3 different organizations. I analyze their
mind and their organization working environment as well as the different facilitiesrelated to my report. In the following everything is noted on details through the
perspective of preceded 6 matters through the representative of Bangladesh Bank,
Agrani Bank and EBL (Eastern Bank Limited) respectively.
1. Leave Arrangement: Leave arrangement is allocated with the 8 leave program.
In the questionnaire it is arranged with the 2 part. One part contains the
information about the existence of the leave and another part carries theimportance of these leaves from the perspective of the employee from very
important to very unimportant with dont know option. It is marked by the
number 1 to 5 by its importance. The present condition related with this are given
below from the perspective of 3 banks:
Bangladesh Bank: I collect the information from the bottom management of thebank. From the total scorecard that individual got 20 out of 24. That means
Bangladesh Bank has most of the leave arrangement. From this point of view we
can say that Bangladesh bank is conscious about their employees leavearrangement. In case of importance judgment that employee scored 36 out of 40
which means that most of the leave that he is getting is supported by him. Or he is
pleasant about the leave arrangement.
Agrani Bank: In case of Agrani bank the selected individual scored 21out of 24who is in the middle management of that bank. From the scorecard it is easily can
say that the Agrani bank also cautious about their employees leave arrangement.Most of the leave arrangements are also provided to the employees from the bank.In case of importance the selected individual scored 34 out of 40 which mean
positive attraction about the leave arrangement. The individual consent most of
the leave arrangement.
EBL: the individual who answered the questionnaire is a middle management
employee. In the leave arrangement scorecard he scored 19 out of 24.This means
EBL has comparatively low leave arrangement than that of other banks. But theindividual think that the bank should provide more leave arrangement than that of
present position. He thinks most of the leave arrangement has the more
importance and there is only one unimportant leave (pooling of leave
arrangement) from the perspective of the individual.
2. Parenting and Pregnancy policies: this policy is much more crucial policy in
every organization. Now it is a great demand for everyone (especially for female)to continue the job with the proper security. Female are genetically separated
from male and pregnancy is their one of the physical condition. In that condition
they need support because of their physical need. Every organization shouldprovide the necessary support to reduce the discrimination.
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Bangladesh Bank: The individual is not properly aware about this policy. Forthat reason in most of the cases he was silent. As a result he scored 17 out of 30
which mean the individual is totally incautious about this important matter. Even
the individual cant identify the importance of this policy. As a result in here most
of the cases are out of his/her knowledge and the individual scored 35 only out of50. So we can say that the management of the Bangladesh bank is not aware about
this policy and for that reason employees are not cautious. It is a grate mistake of
this organization to avoid such important issue.
Agrani Bank: The individual of Agrani bank is more cautious than that of
Bangladesh bank. The individual scored 23 out of 30 in this case of policies. 5
policies are followed in the bank out of 10 policies. Individual dont know about 2
policies. Even in case of importance he/she scored 35 out of 50 which are muchmore than that of Bangladesh bank. He/she thinks 2 policies as an unimportant
(paid paternity, paid adoption). And dont know 3 policies out of 10 policies. But
overall it is better position.
EBL: EBL is more strong position than that of other 2 banks. EBL has 50%parenting and pregnancy policies. And the individual is correctly known about
their policies. As a result I can make a comment that EBL management is moreefficient because the middle management officer clearly know about their policies
which is very good sign to develop. In case of importance judgement I noticed
this bank scored 42 out of 50 which are impressively brilliant compared to others.The individual think most of the policies are much more important even though it
is not present ion the EBL policies (staggered return, carers room). So I make the
comment that EBL individual is more cautious and the management is moreefficient. Because an efficient management can grow the employees rights and
observation providing them the proper information with the courage of justice.
3. Flexible Work Arrangement: Flexibility in work arrangement is more crucialfor the job holder to determine their job performance with confidence. So every
organization is cautious about this point. If the job holders find themselves in the
distressing environment they wont keep their attention in the proper way. As aresult performance will go down. From the questionnaire I analyze the present
condition of 3 banks in their own point of view.
Bangladesh Bank: Bangladesh bank is the central bank in our country. Though it
has some limitation most of the time other banks totally dependent on this bank in
most of the sector. It may operational activities or any managerial activities. The
selected individual from Bangladesh bank was the employee of bottommanagement. This individual scored 12 out of 21. This individual agrees only one
point that his/her bank kept on their policies (cap on overtime). In most of the
cases Bangladesh Bank is absent (job sharing, self-rostering, gradual retirement).And he/she doesnt know about telecommuting, part time opportunity, and time
off. This is a great shock that our central bank is not aware about the flexible
working condition. Management is not aware about it. They dont inspire theiremployee about their working flexibility. In case of importance judgement the
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same things happen where the individual scored 20 out of 35 means he/she even
cant realize their rights about their working policies. So we can say that
management is not care about their employees and the employees are alsounconscious about their rights in this policy.
Agrani Bank: Agrani Bank is one of the public banks in our country. The
selected individual of this bank is in the middle management position. Thequestionnaire information that is collected from the individual contains about the
message of the policies which help me o draw a conclusion about the policies kept
in the bank. The selected individual gets 15 out of 21 points in the questionnaire.3 policies exist in their organization and 2 policies absent in his/her bank. He/she
doesnt know about 2 policies. Now if I move into the importance about this
policy it is noticed that this individual scored 26 out of 35. That means theindividual has the perfect understanding with the bank. In only one case he
realized that the bank should run this policy in case of its importance (time off).
And most of the cases bank policies are matched with his demand. So it is clearly
noted that the individual importance are properly judged by the HRM.
EBL: The selected individual of EBL scored 14 out of 21 and every arrangementhas negative response. That shows the worse condition about HRM of this bank.
This bank doesnt apply any policy of Flexible Working Condition which showsthe poor flexibility in working environment. But the individual realizes the
importance about this policy. This individual scored 26 out of 35 where he thinks
2 policies dont need in this case (self-rostering, time off). He focused more onthe 2 policies (job sharing, cap on overtime). But his bank doesnt realize the
importance about this arrangement. So it is totally HRM inefficiency to determine
the policy and the unobserving power.
4. Additional Work Provision: Additional working support is more crucial in
present condition. Now HRM is more diverted and dimensional tools of anyorganization. Additional working condition is one of the strong wings todetermine the proper condition of HRM. To analyze the proper guidelines in our
country 3 individual was selected by me from 3 different banks. Now it is time to
consider about this policy to make strong the HRM. In the following it is noted:
Bangladesh Bank: From the bottom management this individual is selected. In
this bank 3 policies (counseling, health program, relocation ) is allowed out of 8policies from the questionnaire, 4 policies are absent (telephone, referral service,
exercise facilities, equal access to promotion, training, and development) and he
doesnt know about parenting policy. He scored 18 out of 24. In another case in
view of importance 5 program are allocated as more important from the view ofthe individual (telephone, counseling, health program, exercise facilities, and
placement facilities) where 2 of them are absent in the bank policy (telephone,
exercise facilities).2 policy determined as important (parenting, equal access)where one of them doesnt exist in the bank (equal access). In one case he thinks
it is very unimportant (referral service). By through this he scored 34 out of 40.
From the preceded analysis it is clearly noted that Bangladesh bank has better
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position in the case of additional working provision the employee judgement is
justified most of the time (in view if importance analysis).
Agrani Bank: In case of Agrani bank the individual is selected from the middle
management. The bank has 3 policies out of 8 (telephone, referral service, equal
access to promotion, training and development). 4 policy are absent (healthprogram, parenting, exercise facilities, placement) and he doesnt know about
counseling. He scored 18 out of 24. In case of importance he judged 4 policies as
very important (telephone, health program, relocation, equal access) where 2policies are absent in the bank (health, placement assistance). He think 3 policies
as important (referral service, parenting, exercise) where 2 policies (parenting,
exercise) are absent in the bank and he dont know the importance of counselingwhich is also absent in the bank. He scored 35 out of 40. 50% program he demand
very importantly and importantly are absent in the bank. So it can easily identify
that the HRM department is cautious but not as much as the employees need. So
HRM should turn their movement in the enhancing mode.
EBL: EBL employee also selected from the middle management rank. In this
bank there are 4 policies exist out of 8 policies (telephone, health program, andplacement assistance, equal access to promotion, training, and development). 4
policies also dont exist in there (counseling, referral service, parenting, exercise).
So in the bank there are 50-50 policies exist out of 8 policies. By through thisindividual scored 20 out of 24. This individual thinks one policy as very important
(health program) which is exist in the bank and 5 as a important (telephone,
parenting, exercise, placement, equal access) where 2 policies are not exist in
there (parenting, exercise). He judged 2 policies are unimportant (counseling,referral service) where both of these policies are absent in the bank. By through
this he scored 29 out of 40. And HRM department is perfectly matching withemployees attention. As a result employees importance is properly justifiedthrough HRM.
5. Formality of Policies: In this questionnaire part Work-life Balance justified.That means here I judge organization attention about HRM, application of
policies, match work life and personal life effectively etc. If any company keep
any copy of this work-life balance this indicate that the firm is cautious about
employees work environment, their work balance etc. In the following it is clearlydenoted through 3 banks
Bangladesh Bank: The individual of the Bangladesh bank positioned at bottomlevel management in the bank. He scored 5 out of 9 in this part where none of the
policies are accepted by the bank. That means the bank is totally unaware about
the work-life balance policy as well as employee and the bank weaker (mostprobably) HRM.
Agrani Bank: In this bank the selected individual is from middle managementand he scored 7 out of 9. Bank has no any written copy of the work-life balance
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policy and he didnt see or given any copy of this policy. But his answer was
positive in case of understandability of this work-life balance policy. It indicates
he is aware and cautious about the work-life balance. And if bank support it, itwill more effective.
EBL: The middle management employee who is selected as a sample of myanalysis also scored 7 out of 9. His bank also has no copy in the bank and he
didnt get it before but he estimates it as understandable object. So it can be
assumed that in our country until it is not practiced but employees feel thepositive mode in it.
6. Experiences in the Organisation: This portion completely depends upon
employees own justification and arrangement. Here the answer is organized
strongly agree to strongly disagree from 5 points to 1 points respectively. so the
employees are free from any prior judgement because I is only lies in their own
experiences. They make their consent through some question and make theanswer comfortably. Here it is fully denoted below:
Bangladesh Bank: This individual is strongly agree with 4 points (encourage to
use work-life balance policy, combine career and family, put their jobs before
their personal life, organization serious about equal opportunity and antidiscrimination). Agree with 4 points (it is frowned upon by management to take
leave for family related matters, management put their job ahead of their family
and personal life, management accommodating family related needs, promotion
or transfer for family related reasons is like the kiss of death). Uncertain about 2 points (encourages involvement of employees family member in work
celebration, many people here resent people who take time off for familyreasons). Disagree about 1 point (it is easier to work among colleagues than tomanagement involved in case balance work and family). Strongly disagree with10
cases (all level of management apply work-life balance policies in same way, all
employees are treated same way in using work-life balance policies, male andfemale employees same level access to work-life balance policies, part time and
full time employees treat similarly, social function suitable for families,
acceptable to talk about one family or personal life at work, employees must
constantly put work ahead of their family, employees take work home at night orweekend, employees work more than 50 hours a week, made difficult to use
work-life balance policies)
Agrani Bank: Agrani Bank individual is strongly agree with 3 points (all
employees are treated same way in using work-life balance policies, employeesmust constantly put work ahead of their family, it is easier to work among
colleagues than to management involved in case balance work and family). Agree
with 7 points (all level of management apply work-life balance policies in sameway, male and female employees same level access to work-life balance
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policies, it is frowned upon by management to take leave for family related
matters, encourage to use work-life balance policy, encourages involvement of
employees family member in work celebration, many people here resent peoplewho take time off for family reasons, made difficult to use work-life balance
policies). Uncertain about 2 points (combine career and family, put their jobs
before their personal life). Disagree about 6 points (management put their jobahead of their family and personal life, social function suitable for families,
management accommodating family related needs, promotion or transfer for
family related reasons is like the kiss of death, employees work more than 50hours a week, organization serious about equal opportunity and anti
discrimination). Strongly disagree with 3 cases (part time and full time employees
treat similarly, acceptable to talk about one family or personal life at work,
employees take work home at night or weekend).
EBL: This individual is strongly agree with 2 points (male and female employees
same level access to work-life balance policies, it is easier to work amongcolleagues than to management involved in case balance work and family). Agree
with 9 points (all level of management apply work-life balance policies in sameway, it is frowned upon by management to take leave for family related matters,
encourages involvement of employees family member in work celebration, social
function suitable for families, management accommodating family related needs,many people here resent people who take time off for family reasons, employees
must constantly put work ahead of their family, employees work more than 50
hours a week, made difficult to use work-life balance policies). Uncertain about5 points (management put their job ahead of their family and personal life,
combine career and family, acceptable to talk about one family or personal life at
work, put their jobs before their personal life, organization serious about equalopportunity and anti discrimination). Disagree about 5 points (all employees aretreated same way in using work-life balance policies, part time and full time
employees treat similarly, encourage to use work-life balance policy, promotion
or transfer for family related reasons is like the kiss of death, employees takework home at night or weekend).
Effect in experience: The common and highest score [4-4-4 (Bangladesh
bank, Agrani Bank, EBL respectively)] go to the point no. 41(it is frownedupon by management to take leave for family related matters) by scored at
12. Question no 56 (it is easier to work among colleagues than to
management involved in case balance work and family) also scored 12(2-5-5). But in this question Bangladesh Bank employee judge it as a
disagree point. So it is not the common opinion. In question no. 40 (part
time and full time employees treat similarly) all of the samples mark it as astrongly disagree (Bangladesh Bank, Agrani Bank) and disagree point
(EBL). And also question no. 52 (employees take work home at night or
weekend) everyone judge it as a strongly disagree (Bangladesh Bank,Agrani Bank) and disagree point (EBL). In question no. 48 (acceptable to
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20
36
21
34
19
33
0
510
15
20
25
30
35
40
Acceptance
& Importance
BB Agrani EBLBank
Leave Arrangement
Series1
Series2
talk about one family or personal life at work) two samples marked it as a
strongly disagree (Bangladesh Bank, Agrani Bank) point and one sample
make uncertain (EBL). In some cases two samples score as a stronglyagree (question no. 56) and another one disagree, two samples score it as a
agree (question no. 44, 47, 50, 56) and another sample score it as strong
disagree (question no.56) or uncertain point (question no. 44, 50) ordisagree point (question no. 47). Sometimes (question no. 43) one sample
score it as strongly agree (Bangladesh bank), another sample score as
agree (Agrani Bank) and another one score it as disagree point (EBL). Soit is tough to say that which experience drive the organization as a
efficient one or which experience drive them as inefficient. In total
Bangladesh Bank employee score 54, Agrani Bank score 64 and EBL
score 71 out of 105. So in total EBL has comparatively better position thanthat of other two banks. Because in most of the cases agreed by EBL
employee (9 times agree). So it can easily determined that EBL employee
is in the better position in Work-life Balance policy and the HRM of EBL
is more observatory than that of others.
Comparative Analysis:
I compare the banks (sample) through the justification of the number the got from the
point. I analyzed the whole report individual judgement in first, and after that I compare
the sample decision with others in a comparison mode with the graphical presentationand analytical judgement in the following these are described through the 6 point of view.
Leave Arrangement:
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17
35
23
35
25
42
05
1015202530354045
Acceptance &
Importance
BB Agrani EBL
Bank
Parenting & Pregnancy Policies
Policy acceptance
Importance
From the graphical presentation here I found that Bangladesh Bank (BB) employee
realizes the maximum importance of leave arrangement and Agrani Bank exists with themaximum Leave facilities. But Agrani Bank Employee doesnt think that it is so
necessary to get more leave facilities. In case of EBL the employee gets small leave
facilities compare to others but he realize that a standard leave arrangement should gothrough the organization to move it in a very sound and proper way in a year. From the
judgement of this analysis it is clearly noted that it is very important in a company to
provide the appropriate leave arrangement policy. In this case Agrani Bank is in thebetter position than that of others.
Parenting and Pregnancy policies:
In the case of Parenting & Pregnancy policy the Bangladesh Bank provides the lowerParenting & Pregnancy facilities than that of other two banks. In here EBL provide the
maximum facilities than that of others but the employee of EBL demand more than they
occurred. In case of Agrani Bank the employee demand more than they get but it is not
very far away than that of they achieved. So in this case Agrani Bank has the relativelybetter position compared to others where the HRM realize the importance of this policy
as well as the employee realize it with their own point of view.
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12
20
15
26
14
26
0
5
10
15
20
25
30
Acceptance
& Importance
BB Agrani EBL
Bank
Flexible Work Arrangement
Series1
Series2
Flexible Work Arrangement:
From the preceded graphics I can denote that in case of flexible work arrangement Agrani
Bank is in the better than that of others in case of facilities of flexible work arrangement.
They achieved more flexibility (15) than that of others but the employee realize that it ismore important to provide flexibility in the work arrangement. As a result a gap createsbetween the acceptance and importance. But in case of Bangladesh Bank the employee
get the minimum flexibility (12) and the employee demand for flexibility is also low. So
it can be noted that the HRM maintain the appropriate balance in the bank with providingneeded flexibility what they demand. In a very short sense anyone can make a mistake
that Bangladesh Bank management cant aware their employee bout flexibility. But it is
real true that if the employee feels that they have enough flexibility so it is unnecessary toprovide them much than that demand.
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Additional Work Provision:
From the graph additional work provision can clearly be noted through the comparison
with three bank employee (sample). In here EBL provide the maximum additional work
provision (20) than that of other two banks. EBL employee gets maximum additional
work provision and the importance he feels is not as more than tat of his achievement. Asa result it can be clearly noted that EBL has the appropriate matching than that other two
banks in the samples. In Case of Bangladesh Bank and Agrani Bank the employee
demands much more importance (34 & 35 respectively) than EBL. So EBL has theperfect matching. HRM of EBL is more justifiable in this case than that of other two
banks in the sample.
18
34
18
35
20
29
0
510
15
20
25
30
35
Acceptance &
Importance
BB Agrani EBL
Bank
Additional Work Provision
Policy acceptanceImportance
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Formality of Policies:
In case of formality of Work-life Balance Policy EBL and Agrani bank is the same
position and better position than that of Bangladesh Bank. In both banks (EBL and
Agrani bank) the policy (work-life balance) is not stored but the employee agrees about
the questionnaire that it is understandable. So it can simply determine that the provisionis acceptable by the employee. And it can only then possible if Organisation cautious
about them, otherwise it cant be possible only through the employee attachment. So EBL
and Agrani bank have appropriate HRM.
5
7 7
0
1
2
3
4
5
6
7
Policy
Acceptance
BB Agrani EBL
Bank
Formality of Policies
Policy acceptance
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Experiences in the Organisation:
In this part of questionnaire employee enjoy the perfect freedom to expose about his
experience. In here the answer provided to the employee in a 5 mode of option throughthe strongly agree to strongly disagree by marked from 5 point to 1 point. The experience
anyone gets from the bank in here is clearly denoted. In this part EBL achieved the
maximum position in total (71 out of 105) where most of the experience agree with the
EBL employee. That means in the EBL has more positive view than others like sameaccess of male and female, family member involvement on work celebration, suitable
social function, maternity leave, colleagues involvement than that of management etc.So it can be concluded as determining the EBL HRM is better position in the experience
mode.
RESULT: The whole comparative analysis goes through the marks of the
questionnaire in a graphical mode. So it has also some limitation. But accept this
limitation it is more reliable analysis as a confidential and comparative look.From this analysis I noticed that AGRANI BANK is in the better position at
Leave Arrangement and Parenting and Pregnancy Policies. And EBL is in betterposition at Additional Work Provision and Experiences. In case of Formality ofpolicies both bank are in better position. So at a glance Agrani Bank and EBL is
more comfortable HRM practiced bank compared to Bangladesh Bank. But in
case of flexibility Bangladesh Bank is in the pinnacle condition. And in case ofleave and Parenting & Pregnancy condition Agrani is in the supreme condition.
But EBL has the Additional work Environment compared to others. And in total
Agrani and EBL is in the same position on the basis of this questionnaire
54
6471
010
20
30
40
50
60
70
80
Mode ofAgree/disagree
BB Agrani EBL
Bank
Experiences
Series1
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Conclusion
Companies have begun to realize how important the work-life balance is to the
productivity and creativity of their employees. Employees who were more favorable
toward their organizations efforts to support work-life balance also indicated a muchlower intent to leave the organization, greater pride in their organization, a willingness to
recommend it as a place to work and higher overall job satisfaction. Employers can offer
a range of different programs and initiatives, such as flexible working arrangements inthe form of part time, casual and telecommuting work. More proactive employers can
provide compulsory leave, strict maximum hours and foster an environment that
encourages employees not to continue working after hours. It is generally only highlyskilled workers that can enjoy such benefits as written in their contracts, although many
professional fields would not go so far as to discourage workaholic behavior. Unskilled
workers will almost always have to rely on bare minimum legal requirements. So Work-
Life Balance policy cant get the maximum benefit from the achievement of the HRM.
As a result only skilled and professional worker enjoy the benefit of this policy whichdrive this policy movement in a weak manner. As a result the juice of this benefit is now
segregated. Now it is time to realize about this matter from the beginning and judge it asan effective control.
Recommendation
Though the benefit of the Work-Life Balance policy is now diverted but it is even now
the effective tool to analyze the movement of HRM. The follower is this policy nowchange it through their own point of view and make this policy as an efficient one. And itis now a great dilemma to think that is this policy is better or not. I really believe that
through this policy even now we can get the maximum benefit. For that reason I
recommend some point from my analysis through this report
To give the freedom to use the Work-Life Balance Policy as an effective way
To make the mark only by their acceptance
Make the questionnaire at a simple mode
Form the organizational movement
Collect information not only from their management but also from the lowestportion
Reduce the same or repeated question
Make realistic movement of this policy
It is a great problem to determine the best position only through the marking, so
neutral marking should reduce
Make a separate department for the work-life Balance policy
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Company evaluation is much more important than that of other matter. So it
should keep in mind that company evaluation cant be possible without Humanresource.
Make the lucrative Human Resource Department as appropriate movement.
Honor the all level of management
Reduce dependency of any specific management sector Broaden the specific movement of HRM policy
Diverse the HRM policy not only into the middle management but also in the
bottom management
Make the HRM policy understandable to others
Reduce the conflict between Admin Department and HRM
These preceded terms are not only the term that can make this policy free from the
repeated and unrealistic manner. But from this short analysis I just suggest some ofthe recommendation that I found in this report. This may be effective or it may be
ineffective. But it is the reality that if I reduce any one of the limitation it may diversethe limited option which create the entry of right policy. Now most of the growing
companies are now practicing it from their own respect even in our country. Thattime is not far when we will get an effective HRM policy in most of the companies.
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