Best-Practice Human Resource Management in the Banking Sector

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1. A STUDY OF EFFECTIVE HRM PRACTICES IN BANKS FOR BETTER ADMINISTRATION. 2. A comparative Study on Human Resource Management in the Banking Sector

Title : Best-Practice Human Development Management in the Banking Sector. Three case studies of different types of banking institutions in the Lao PDR: (1) a village-level savings & credit co-operative in Vientiane Capital that received facilitation support from FIAM/LWU; (2) EMI Ltd, the first registered deposit-taking MFI;

(3) ACLEDA Lao Bank.

Name : …………………………………………………………… Student ID : …………………………………………………………… Date : …………………………………………………………… Term : …………………………………………………

PROPOSAL OF THESIS

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5. Objective : To demonstrate the importance of HRM as critical management success factor in the banking sector 5.1 A ´best-practice´ HRM system only functions, if it is transparent and clearly understandable for all staff. 5.2 HRM is very important for industries, such as the banking industry, where a skilled labour force is required and constitutes the main assets of a bank. 5.3 The complexity of the HRM system depends on the complexity of the banking institution.

6. Expected Outcome :
6.1 A ´best-practice´ HRM system ensures that:
* the most capable staff with the right profile is recruited for any position. * All staff are motivated by adequate financial and non-financial performance incentives to carry out their functions in a most optimal manner. * All staff are offered adequate career development opportunities to retain and develop good and loyal talents. 6.2 The importance of the skilled labour force is indicated by a high salary cost share (above 65%) out of total operating costs. 6.3 The HRM system for a village bank is quite simple. It is already more sophisticated for a microfinance institution and quite...
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