Report-on-HRM-Practices-of-City-Bank-Limited
The City Bank Limited is a full
service scheduled commercial bank. It has both local and International
Institutional shareholder. The bank is primarily driven with a view of creating
opportunities and pursuing market niches not traditionally meet by conventional
banks. The City Bank has been motivated to provide “best-in-the-class” services
to its diverse assortment of customers spread across the country under an
on-line banking.
Today, The City Bank is one of the
fastest growing banks in the country. In order to support the planned growth of
its distribution, network and its various business segments, The City Bank is
currently looking for impressive goal oriented, enthusiastic, individuals for
various business operations.
The bank wants to build a profitable
and socially responsible financial institution. It carefully listen to the
market and business potentials, It is also assisting The City Bank and
stakeholders to build a progressive, healthy, democratic and poverty free
Bangladesh.
The internship program of MBA is a
partial requirement to take a taste of real life challenge conducted by the
intern. It is an important part of MBA program. This report presents the
outcomes of the study during the internship of The City Bank Limited.
1.1 Origin
of the Study:
I have conducted this report on “an evaluation of Human Resource
Management Practices
of the City Bank Limited”. My hoarier supervising Professor Dr. Sirajul Islam assigned this topic, Dean, Faculty of
Business Administration, Eastern University
1.2
Objectives of the Study:
The broad objective of the report is
to provide overall Human Resource Management Practices of the City Bank
Limited.
General
Objective –
Ø To
fulfill the requirements of MBA degree.
Specific objectives --
Ø To describe the Human Resource
Management Practices of the City Bank Limited.
Ø To find-out the selection, training,
promotion and development process in HRM division of the City Bank Limited.
Ø To recommend necessary steps to overcome
the Problems and make possible improvement in the future.
1.3
Methodology:
The type of method used in this
report is mainly of a descriptive nature. To
meet the objectives of the study, I realized that a single method would not be
effective. Formal & oral discussion, direct observation, and printed papers
of the Bank were found useful. Both primary and secondary sources were used
here.
1.4 Nature of
Study:
This is exploratory type of research. Information has
collected and finish the report in both Primary and Secondary sources.
1.5
Sources of Data Collection:
The data are
collected from two sources --
I. Primary sources:
Ø Practical
banking work.
Ø Discussion
with the employees of the City Bank limited.
Ø Personal
Observation.
II.
Secondary sources:
Ø Annual
report, publications, training materials
Ø Periodical
statements of the bank, brochures, booklets etc.
Ø Official
Website of the City Bank Ltd.
Ø Documentary
file of the City Bank Ltd.
1.6 Data Process and Analysis:
Ø Collected
information based on my own experience.
Ø Detailed
analysis, working variable future projection and working definitions
are incorporated in the report.
1.7 Limitation of the Study:
Human Resource Department is the most
confidential department for any organization in the City Bank Limited. Here as
an intern I am allowed to get limited information for my study. I am not
allowed to get the information which is too much confidential for the Bank. So
in my report all the information I have learnt from my Work.
CHAPTER - 02
Overview
Of
The City Bank Limited
2.0 Historical
Background:
The City Bank Limited., one of the
latest generations of commercial banks, which started its journey on the 4th
of July 2001 with a vision to be the absolute market leader. The City Bank ltd.
is a commercial bank scheduled bank extending full range of banking facilities
as per the directives of Bangladesh bank. It intends to set standards as the
absolute market leader by providing efficient, friendly and modern fully
automated on-line service on a profitable basis. The City Bank in surviving in
the large arena through its unique and competitive products and it is the only
local bank providing 100% integrated on-line banking.
The bank is mainly owned by privatize
bank in Bangladesh-The City Bank ltd. has positioned itself as a new generation
Bank with a focus to meet diverse financial need a growing and developing
economy.
2.1 Organizational Overview:
The City Bank Limited, with
institutional shareholdings by
International Finance Corporation (IFC) and Shore cap International, has
been the fastest growing Bank in 2005and 2006. At the year end of 2006, The
City Bank ltd .had recorded a 103 percent growth in assets, and a 65 percent
growth in liabilities, with an operating profit of 84 percent over the previous
year 2005.
A fully operational commercial bank,
The City Bank ltd. focuses on pursuing unexplored market niches in the Small
and Medium Enterprise Business, which hitherto has remained largely untapped
within the country. In the last four years of operation, the Bank has disbursed
over BDT 1200 crore in loans to nearly 32,000 small and medium entrepreneurs.
The management of the Bank believes that this sector of the economy can
contribute the most to the rapid generation of employment in Bangladesh.
2.2 Company Profile:
2.3 Vision of the
Bank:
To be the leading Bank in the country with best practices and
highest social commitment.
2.4 Mission of the
Bank:
Ø To
become the second largest bank in Bangladesh.
Ø Recruit
the best from the applicants who can be a good resource to the bank.
Ø Motivate
the employees by ensuring attractive salary and wages payments.
Ø Controlling
the employees by using both X & Y motivation theories.
Ø Constant
growth in ‘Small & Medium Enterprise’ sector.
Ø Manage
and control the organizational relationships and responsibilities
2.5 Organizational
Structure:
The board of directors is the top
management and policy making comity of The City Bank Limited. Presently the
board consists of a chairman and four directors. It is to be noted that the
managing director, is also a member of the board.
The directors are appointed from
amongst those who have had experiences and shown capacity in the field of
finance and banking, trade, commerce, industry etc.
The chief operations officer executes
all the activities under the directions of the board.
The officer and the other line and
staff personnel are appointed by the bank’s own recruitment committee of Human
resource Division.
Organizational Hierarchy of the City Bank Ltd.
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Figure 1: Organizational structure of
The City Bank ltd.
2.6 Departments of
the City Bank Limited:
The City Bank Limited has 26 departments in three different
criteria.
The Departments are-
Ø Business:
Ø Support:
Ø Operations:
2.6.1 Employee of
the City Bank Limited:
The City Bank Limited has in
different employee’s criteria. There are different types of employees working
in different places inside The City Bank ltd. The types of employees are-
Regular employee:
The permanent stuffs are known as
regular employees. The regular employees are allowed to get the bonus,
incentives and other allowances with their basic salaries. And these types of
employees also have the benefit of gating extra facilities the The City Bank
Limited is providing for their employees.
HR Staff:
HR temporary contract are for those
categories whose Job description is such, where he/she needs to be under the
direct supervision of Bank’s authority, whose performance is monitored by the
Bank Management.
Outsource Stuff:
Other contractual employees are not
entitled for any service agreement. They will be recruited through outsource
agencies. The requirement of any support staff through outsource agency must
come through HR signed by the Division Head. HR will send the requirement to
provide staff by the Outsource Agency.
Intern:
To encourage and help human resource
development in the financial industry the Bank may decide to offer internship
programs to individuals or educational institutions. The decision to enter such
an engagement will be decided by the MD& CEO on the recommendation of the
Department Head.
Management Trainee
Officer (MTO):
Management Trainee Officers highly
qualified students of The City Bank Limited. The MTO’s are regular employee but
they have to learn as a student inside BRAB Bank for the period of one year.
After one year if they can complete their learning period successfully they
will become a senior officer directly from the MTO.
2.6.2 Management
Team:
Management team of THE CITY Bank
includes the following positions and each position contains one member.
Managing
Director & CEO
Deputy
Managing Director
Chief
Information Officer
Head
of Credit
Company
Secretary & Head of Regulatory & Internal Control
Head
of Probashi Banking
Head
of Human Resource Management
Head
of Treasury & Financial Institution
Head
of Marketing & Corporate Affairs
Head
of Corporate Banking
Head
of Impaired Asset Management
Head
of Enterprise Risk Management
Chief
Financial Officer
Head
of Technology
Head
of Retail Banking
Figure: management team of The City Bank Ltd.
2.7 Products &
Services of The City Bank ltd.
The City Bank ltd. provides its
customers 3main types of services including different types of products, these
are:
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Figure 2: Products & services of The City Bank ltd.
CHAPTER - 03
Theoretical analysis of The city bank limited
3.0 Definition of
Human Resource Management (HRM):
According to Garry Dessler, HRM is
the policies and practices that one needs to carry out the “people” or human
resource aspects of a management position, including recruiting, screening,
training, rewarding and appraising.
Human Resource Management includes following aspects:
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Figure 3: aspects of HRM
3.1 Definition of
Selection:
The selection process is a series of
specific steps used to decide which recruits should be hired. The process
begins when recruits apply for employment and ends with the hiring decision.
According to Dale Yoder, “selection is the process by which candidates for
employment are divided into two classes those who will be offered for
employment and those who will not.”
The selection process typically consists of eight (8) steps:
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Figure 4: Selection process
3.2 Definition of
Training:
Training consists of planned programs designed to improve
performance at the individual, group and organizational or organizational
levels. Improved performance in turn implies that there have been measurable
changes in knowledge, skills, attitude and social behavior.
According to Griffen, “training usually refers to the
teaching operational or technical employees how to do the job for which they
are hired.”
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Figure 5: Training approach
3.3 Definition of Development:
Employee development, by design, is
more future oriented and more concerned with education than employee job
specific training. According to Griffen, “development refers to teaching
managers and professionals the skill needed for both present and future jobs.”
Employee developments methods are:
Ø Job
rotation
Ø Assistant-
to positions
Ø Committee
assignment
Ø Lecture
courses & seminars
3.4. Training and Development program of The City Bank Limited:
Human Resource
development is an essential pre-requisite to achieving organizational goals.
Continuous training of the employees and executives is aimed at capacity and
professional skill building throughout the year .The City Bank Limited has an
established resourceful training institute .Experienced banker’s work as faculty
members under the direct guidance of a director
Training is a learning experience in that it seeks a relatively permanent change
in an individual that will improve his /her ability to perform on the job. We
typically say training can involve the changing of skill, knowledge, attitudes
or social behavior. It is application of knowledge.
Development is a related process. It covers not only those activities which improve
job performance but also those which bring growth of the personality; help individuals
to the progress toward maturity and actualization of their potential capacities
so that they become not only good employees but better men and women. The most
popular training methods used by The City Bank Limited can be classified as
either on the job or off the job training.
On - the -
Job Training:
The most widely used
methods of training take place on the job. This can be attributed to the
simplicity of such methods and the impressions that try are less costly to
operate. On -the -job training places the employees in an actual work situation
and makes them appear to be immediately productive. It is learning by doing.
One of the drawbacks
to on the job training can be low productivity while the employees develop
their skills.
Off- the
-Job -Training:
Off-the -job training cover a number of techniques classroom lectures,
films demonstrations, case studies and other simulation exercises, and
programmed instruction. The facilities needs for each of these techniques vary
for small makeshift classroom to an elaborate development center with large
lecture halls, supplemented by small conference rooms with sophisticated
audiovisual equipment, two many mirrors, and all the frills.
3.5 Training Needs and Priorities of The City
Bank Limited:
Now that we
have an understanding of what should include we can look at how we assess
whether there is a need for training. We propose that management can determine
this by answering four questions:
(1) What are
the organization's goals?
(2) What
tasks must be completed to achieve these goals?
(3) What
behaviors are necessary for each job incumbent to complete his/her assigned
tasks?
(4) What
deficiencies, if any, do incumbent have in the skills, knowledge or attitudes
required to perform the necessary behaviors?
Training will
be its judged by its contribution to performance where performance is a
functional of skills, abilities, motivation, and the opportunity to perform.
Manager must compare the value received from the increase in performance. That
can be attributed to training with the costs incurred in that training. The
desire for improved worker productivity cannot e approached in a vacuum. The
benefits that accrue from training must exceed the costs incurred.
3.6 Steps in the Evaluation of training and
Development:
Ø Evaluation
criteria
Ø pretest
trained or developed-
Ø Workers posttest
Ø Transfer
to the job
Ø Follow-up-studies
3.7
Rewards & Control Systems:
Rewards &
Control Systems are meticulously refined to reinforce behavior that is deemed
pivotal to succession the market place. The employees who don't adhere to the
cultural and behavioral norms of the organization, due to dissonance between
the values of the individual and the values of the organization; are given a
clear warning to either shape up or ship out.
CHAPTER- 04
Human Resource
Management Practice
Of
The City Bank Limited
4.0 The City Bank
Ltd. Human Resource Department:
Human resource department in The City
Bank ltd. exist to help people and organization reach their goals. Along the
way, they face many challenges arising from the demands of the employees, the
organization, the society. The domestic and international environments are the
particularly turbulent because of the growing challenges also result from ever
changing laws, especially laws that address the need for equal employment
opportunity. Within these constraints, the human resource department of The
City Bank ltd. must contribute to the organization’s “bottom line” in ways that
are both ethical and socially responsible.
4.1 Functions of Human Resource Division:
The City Bank Ltd has a fully
functional Human Resources Division (HRD) supported by manpower. The HRD of the
City Bank Limited performs the following functions:
Ø Selection
and Recruitment.
Ø Training
and Development of Employees.
Ø Compensation
and Benefits Planning.
Ø Promotion
Planning.
Ø Making
Reward and Recognition Policies.
Ø Policy
Formulation for Staff Loans (Car/Housing).
Ø Policies
for Resignation or Termination from Services.
Ø Employee
Gratuity Fund Policy Formulation.
Ø Employee
Provident Fund Policy Formulation.
Ø Employee
Welfare Fund Policy Formulation.
4.2 Human Resource Division’s Wings:
Human Resource Division of the City
Bank Limited has work with six wings. The wings are-
Ø Recruitment.
Ø Administration.
Ø Training.
Ø Pay
Benefits. &
Ø Performance
Appraisal
Ø MIS
& Strategic Planning.
4.3 Selection and Recruitment:
Selection and Recruitment is an
integral part of any organization that heavily depends on their workforce to
successfully perform their mission and achieve their vision in the long run.
Thus appropriate selection of candidates to join in the workforce is a
necessary part of Human Resource Management, which is ensured by the Human
Resource Division in The City Bank Limited.
4.4 Recruitment Process:
For the recruitment The City Bank
Limited use the following process
q Direct Recruitment:
The the City Bank Limited has a CV
Bank in HRD. In direct recruitment the HRD short list the CVs from the CV Bank
or collect the CVs that referred by the employees of The City Bank Limited for
direct interview for the specific selected post.
q Through Advertisement:
Sometimes the HRD of the City Bank
Limited can’t able to short list CVs for specific post from their CV Bank. In
this situation the HRD advertise of recruitment in specific post mentioning the
job description with the minimum requirement that the applicant should have for
the post. And collect CVs which are being specified according to the
requirement that has been published in the advertisement. After that the CVs
will be short listed and the recruitment procedure will go according to the
direct recruitment process.
q Internal Job Posting:
For any kind of internal job search
it will operate through a circular as lotus notes or board notice. Any existing
staff other than permanent also HR Temporary (minimum one year with The City
Bank Limited) & outsource staff (minimum three years with The City Bank
Limited). Only the Managing Director & Chief Executive Officer can allow
exceptions. Job specification will be clarified in that circular and interested
candidates will have full liberty to apply subsequent to the clearance from
respective line manager.
q Promotion:
Promotion can be used as an effective
tool for recruitment as it can serve the internal purpose for recruitment
within the organization. Promotion may also take place if the job size
increased and the MD/ Management Committee decide(s) to upgrade the job upon
recommendation of the respective Department Head or Line Manager. The process
of upgrading a job will have to be undertaken through a process of reviewing
the Job Content, Responsibilities, Dimensions, Changes in the Organization
Structure, etc. Full justification of the necessity of the change must be
presented.
q Transfer on deputation:
Based on requirements and needs bank
can adopt that policy after taking the approval from MD’s Offices.
q Contract as specialist/consultant/counsel
It is not a post of regular employee.
It is a contractual job and these persons are directly appointed by MD with the
reference of the Chairman/ Board of Directors or Management Committee.
4.4.1 Recruitment Budget:
Ø Managing
Director & CEO will determine and analyze the necessity of manpower based
on recruitment required by the Departments and projected budget based on the
year after discussing with different department heads. Therefore, it is the
responsibility of the management to examine the work load and carry out the job
analysis and as well as looking into the real requirement of employees under
various categories, to see whether an additional hand is really necessary
Ø Board
of directors holds the authority to finally decide any matter regarding any
sort of recruitment. Besides they are the supreme authority to create any kind
of new position.
Ø THE
CITY Bank must recognize the importance of manpower estimation and accordingly
an Organ gram should be prepared for the Bank and for each Division &
Branch. The Organ gram shall however, not be rigid, it may be reviewed and
revised when necessary from time to time. Subject to review from time to time,
the competent authority as per power delegated by the Board will make the
appointments.
4.4.2 Recruitment Policy:
Ø All
regular employees will appointed by the Managing Director.
Ø All
HR contract and outsource contract employees will be appointed by The Head of
Human Resource Division.
Ø The
schedule of recruitment will be created according to the Service Level
Agreement (SLA).
Ø The
interview board will with The Head of Department of that post, The Supporting
Department Head and The Head of HRD.
4.5 Administration:
The Administration is the wing that
maintains and controls the employees of The City Bank Limited. The
administration has to go with the following work.
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Figure 6: Administration wings of the city Bank ltd.
4.5.1 Promotion:
Promotion is a continuous process by
which the employee motivates for batter work; get the price for employee’s
better work. In The City Bank there are two types of promotions-
Regular Promotion: Regular promotion is given according to the employee’s regular
performance. When the supervisor or department head of the employee evaluate
that his employee is become an asset for the bank and deserve promotion then
the supervisor or the department head take a promotion appraisal form from HRD
and recommended the employee for promotion.
PM Promotion: Performance Matter (PM) is the annual
performance report of individual employee of The City Bank Limited. According
to Performance Matter ranking scale the employee can get promotion in the job
grade of their own.
4.6 Training:
After recruiting a potential
candidate the next important function of HRD is to orient the new entrant to
the organization and providing the employees with all the necessary knowledge
about their duties and responsibilities. This is done to ensure effective input
from the employees into the organization thus, their most efficient level of
performance. The training program used in the organization also ensures
employee retention to The City Bank Limited spending in training programs for
employees is not an expense, but an investment.
The training program
includes:
Ø Orientation
Training
Ø In-house
training
Ø Job
specific training
Ø Need
based local/foreign training
Ø Peer
or Supervisor’s coaching
4.7 Performance Management:
Performance
appraisal is the process of assessing employee's past performance, primarily
for reward, promotion and staff development purposes. Performance appraisal is
a process that identifies, evaluates and develops employee performance to meet
organizational goals.
4.7.1 Purposes of Performance appraisal in The City Bank Limited:
Ø To
review past performance
Ø To
assess training needs
Ø To
help develop individuals
Ø To
audit the skills within an organization
Ø To set targets for future performance
Ø To
identify potential for promotion
Ø To
provide legal & formal justification for employment decision
Ø
To diagnose the hidden problems of an
organization
4.7.2
Performance Appraisal Process:
Ø Supervisors
Ø Subordinates
Ø Peers
Ø Clients
/ Customers
Ø Self
appraisal
Ø 180/360
degree approach
4.7.3 Approaches to measuring employee performance in The City Bank
Limited:
There is various kind of method for measuring
performance appraisal. Only two type of Performance method are at bellow:
360-degree
feedback: One currently popular methods of Performance
appraisal is called 360-degree feedback. With this method managers peers,
suppliers are ask to complete questionnaire. The questionnaire is generally
lengthy.
Experience
based: The City Bank
Limited measures the performance of employee by experience. For example MR. X
has been working in the organization for three years and MR, Y has been working
in The City Bank Limited for two years. So The City Bank favors MR. X for his
more experience.
4.8 Job
Evaluation:
Meaning of
Job evaluation: Job evaluation is an--
Orderly and
systematic techniques of determining the relative worth of various jobs within
the organization, So as to develop an equitable wage and salary structure
The two most common methods of job evaluation
that have been used are first, whole job ranking, where jobs are taken as a
whole and ranked against each other. The second method is one of the awarding
points for various aspects of the job. In the points system various aspects or
parts of the job such as education and experience required to perform the job
are assessed and a points value awarded- the higher the educational
requirements of the job the higher the points scored.
4.8.1 Objectives of Job Evaluation:
Ø To
determine equitable wages differential between different jobs in the
organizations.
Ø To
minimize wage discrimination on the basis of age, sex, caste, region, religion
etc.
Ø To
enable management to gauge and control the payroll costs.
4.8.2
Process of Job Evaluation:
Ø Gaining
Acceptance
Ø Constituting
Job evaluation Committee
Ø Selecting
Jobs to be evaluated
Ø Describing
the jobs
Ø Selecting
the method of job evaluation
Ø Weighting
job factors
Ø Assigning
money values
Ø
Periodic review
4.9 Employee
relation:
Employers and employees
each have their own sets of needs and values, and successful relationship
between these two sides requires that some sort of balance be struck. This
balance often takes the form of a psychological contract, an understood
agreement between employer and employees that defines the work relationship.
The City Bank Limited is maintaining three channel categories employee
relationship those are:
Ø Employee
safety
Ø Employee
health
Ø
Employee working condition
4.9.1
Employee safety:
The City Bank Limited provides the employee
safety. It ensure the all kinds of job safety such as insurance of each
employee not this provide insurance to the labor.
4.9.2
Employee health:
Free medical checkup; provide health care and
necessary medical facilities for each employee.
4.9.3
Employee working condition:
The working condition of employee is very
hygienic because it always based on "Right work for the Right
person."
4.10 Incentives
of The City Bank Limited:
Incentives add to base pay: It
controls costs because the employee is being paid for his/her extra effort and
for the benefits brought to the organization.
Motivates
employees;
Ø Individual
Ø Group
Ø
Company-wide
4.10.1
Individual incentive plans:
Ø Awards
bases on individual Employee Performance
vs. company standards
Ø Awards
bases on individual Performance standards using Objective & subjective
criteria
Ø Quantity
and / or quality goals
Ø Quantity
of work output How many units produced
Ø Quality
of work output what the quality of the product or service being produced.
Ø Monthly
sales How much sales was generated
Ø Work
safety record How many hazard or errors are being reduced
Ø
Work attendance If the absent is reduced
or attendance is good.
4.10.2
Group incentives:
Ø Group
incentive plans
Ø Customer
satisfaction
Ø Official
cost savings
Ø Material
cost savings
Ø Reduction
in accidents
Ø Services
cost savings
4.10.3
Company-Wide Incentives:
Ø Wide
Performance Measures Company
Ø Wide
incentives plans
Ø Company
profits
Ø Cost
containment/prevention
Ø Market
share Sales revenue
4.11
MIS and Strategic Planning:
The Management Information System
(MIS) & Strategic planning section does not follow any procedure of work,
as most of the functions are project or assignment based. The City Bank ltd.
different departments and divisions use different Management Information System
{MIS}, there is no centralized system formed yet. Thus Management Information
System (MIS)& Strategic Planning does not go by any specific work
procedure. The Manager, of Management Information System (MIS) & Strategic
Planning is in charge of the Projects/Assignments and currently the Management
Information System (MIS)& Strategic Planning section is maintaining the
“E-Learning” system which is an Employee Development program based on Online
Training & Evaluation. Employees can sit for online exams within the
workplace and it is the duty of the Management Information System (MIS)&
Strategic Planning Manager to evaluate the electronic scripts and distribute
the results after evaluation.
The current projects of Management
Information System (MIS) & Strategic Planning are development of two
computerized systems named “E-Attendance” and “E-PM”, one for employee
attendance management and the other is for employees’ performance measurement
matter respectively.
4.12
SWOT Analysis of the City Bank Limited:
SWOT analysis
indicates the way to find the real position of any organization. SWOT means
Strength, Weakness, Opportunity and Threat. So, when any company or
organization conduct the SWOT analysis, it is very easy for the company to learn
the strength, weakness, opportunity and threat of that particular organization.
By this analysis try to identify the real picture of The City Bank Limited.
SWAT is Classified
into two broad categories –
Internal-
Ø Strength
Ø Weakness
External-
Ø Opportunity
Ø Threats
S (Strength):
Ø Capable
management.
Ø Adequate
capitalization.
Ø Good
profitability.
Ø Extremely
rapid growth.
Ø Keep
records in appropriate methods.
Ø Well
performed employees.
Ø Employees
are satisfied with their job.
Ø Well-decorated
office.
W (Weakness):
Ø Lack
of experienced employees in junior level management.
Ø Insufficient
workforce and team work.
Ø Centralized
power.
Ø Lack
of negotiation.
Ø Lack
of administrative performance.
Ø Lack
of business communication
Ø Lack
of Promotions system
Ø Manual
Recruitment policy
O (Opportunity):
Ø Private
sector orientation.
Ø Opportunity
to contribute in national growth rate.
Ø Scope
to reduce non-worked percentage.
Ø Scope
to introduce a new sector.
Ø Well
serve in the society.
Ø Take
the opportunity to get a huge amount of money.
T (Threats):
Ø Foreign
& Private Bank are doing business in Bangladesh.
Ø Government
interrupts hi the way of development.
Ø Various
anti - corrupted groups are always threatened to fulfill their own purpose.
Ø Village
areas are being hassle by the local village politician.
CHAPTER - 05
Findings of the Report
5.1 Findings of the
study:
Ø The job analysis, human resource
planning, recruitment and selection policy of The City Bank Limited is not
standard because the manager of HRD is not capable to apply the various HRM
function.
Ø The bank does not accurately follow
the performance appraisal. There is being occurs some discrimination, nepotisms
are exercised. As a result, employees with same efficiency are given different
score by different author.
Ø The Pay Packages of the Bank is not
competitive in comparing to other Bank operating in Bangladesh.
Ø Employees training is not arranged
frequently basis.
Ø Though the organization is not in
lacking of employees, but I think there is lacking of proper employees- that
means “lack of right people in right place”.
Ø Succession Planning involves having
senior executives periodically review their top executives and those in the
next lower level to determine several backups for each senior position. This is
important because it often takes years of grooming to develop effective senior
managers. But the organization has not focus yet such a succession planning.
Ø Some employees says that extra work
load in a regular basis is a common criteria of the organization. For this
reason, the bank sometime loss employees attractiveness.
Ø Only the head office contains HR
division and all the HR activities are controlled from the head office. For
this reason, when sometimes any HR problems raised employees have to wait for a
long time to solve it. Moreover, this department is not too structured.
Ø Training evaluation systems are not
properly used or maintained.
CHAPTER – 06
Recommendations & Conclusion
6.1 Recommendations:
Recommendation
means to give suggestions about The City Bank ltd. On the basis of the findings
and analysis of the study, my recommendations are given below:
Ø The HRD manager of the company should
be analyzed the modern HRM system, and
apply all the HRM function
properly because the HRM policy serves as the corner-stone of all human
resource functions in an organization.
Ø The manager of HRD should be prepared
the standard performance appraisal because the success and failure of an
organization is highly depended on the proper human resource performance. Only
performance reward of an employee can motivate them to attain the
organizational goal.
Ø The manager of HRD should establish
the standard pay structure for the employees of the organization in order to
reduce the high turnover of employees.
Ø Training should be formulated in
consultation with the training division in the central level and mid level. On
regular basis of its human perfection.
Ø The authority of the The City Bank
Limited should prepare a uniform performance appraisal policy. Manager should
avoid the biasness so that efficient employee can get proper reward for their
performance. “ right man in right position”
Ø Make succession planning. A
careful and considered plan of action ensures that the least possible
disruption to the person’s responsibilities and therefore the organization’s
effectiveness.
Ø Reduce the extra workload of the
employee. If give them extra pay to reduced the employee unrest, and turnover.
Ø The Human Resource Division’s control
must be structured.
Ø Arrange proper training for the
employee. After training evaluation program must be considered in significance.
6.2 Conclusion:
The City Bank
Limited is a bank that confirms the best service to the customers as well as to
the employees by Human Resource Division. The City Bank Limited is the fastest
growing Bank in Bangladesh. By working in HR Division the knowledge was learnt
would be helpful enough to sustain with the real organizational environment.
Banking
business is an emerging concept from Bangladesh's point of view. Day-by-day, it
is getting popular in the middle class people. From very beginning The City
Bank Limited has successfully run their business with well reputation now they
create their own interest on capacity in banking business. The Banking business
has a great prospect in Bangladesh.
So, the
management of The City Bank Limited should give more concentration in this
potential sector with proper strategy, better marketing policy and satisfactory
customer services. As I working the Human Resource Management Department, while
I end up with some observation and based on these observation some
recommendation have been given in this report. Hopefully these recommendations
will help to The City Bank Limited continue its progress.
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