Hrm in Public Banks in Bangladesh

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Abstract
HRM has been much talked about and written about in recent years. Human resource department is an essential part of Banks in Bangladesh. An organization is valueless without its manpower/human resource. Human resource is, the most powerful element/key of an organization. Purpose:This paper sets out to explore the Human Resouces Management pracites in Public banks in Bangladesh, specially in Sonali Bank Limited. It briefly discusses the literature aboutall the activities that come under the banner of HRM in Sonali Bank Limited. Finding: This Paper discuss about current and previous all kind of Human Resource activities of Sonali Bank Limited and other public banks in Bangladesh. By focusing on the HR activities this paper describes the real phenomena and functions of HRM practices of public sectors in Bangladesh and found that their recruitment and motivation strategies need to be redesigned. Originality/Value: This report is based on both primary and secondary data. Initially, the work is started with data those were available at Company’s Annual Report and company’s news letter. Moreover, it becomes helpful to gather some more information from the website of the company. Information regarding HRM practices are collected from interviewing with the HR Manager, AGM, senior officers. Research Limitation: This report focuses on Human Resource Management Practices of public banks in Bangladesh, lack of knowledge and experience, lack of communication, due to shortage of time information was not collected in details from the personnel of Public Banks. Keywords: Human resource, Sonali bank, public sectors.

Introduction
The effective performance of an organization depends not only on the available technical resources, but also on the quality and competence of its employees as required by the organization from time to time. The difference in the level of performance of two organizations depends on utilization value of employees. Moreover, the efficiency of production process and various areas of management depend to a greater extent on the level of quality employee retention and development. The term human resources refer to the knowledge, skills, creative abilities, talents, aptitude, values and beliefs of an organization’s work force. The more important aspects of human resources are aptitude, values, attitudes and beliefs. But only a few companies in Bangladesh have started putting Human Resources Management systems in place that support this philosophy. Employee satisfaction is a prerequisite for staff retention. Organizations with higher staff retention rates are naturally better at retaining knowledge, which can lead to better performance and profit for the business. Improved employee satisfaction reduces the cost of staff turnover, builds brand loyalty with staff and positions the company as an employer of choice that attracts talented people to the organization. It is very important for management to have knowledge about the ways the employees are motivated. Sometimes it may be by monetary incentives or by internal factors like recognition and challenge at work. Human resources constitute 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. In the age of knowledge economy, human resource is considered as the most important resource of the organizations and it became decisive for success of any organization (Moyeen & Huq 2001; Schuler 1990; Werther & Davis 1996). Human resource management (HRM) refers to the policies and practices including human resource planning, job analysis, recruitment, selection, orientation, compensation, performance appraisal, training and development, and labor relations (Dessler 2007). The purpose of human resource management is to improve the productive contributions of employees...
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