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    HRM Practice on Jamuna Bank

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    Bibliography:  Jamuna Bank Annual Report 2010  Jamuna Bank Annual Report 2011  Human Resource Management by DESSLER (Eleventh Edition)‚  http://HYPERLINK "http://www.abbank.com.bd" www.jamunabank.com  http://banglapedia.search.com.bd/HT/A_0281.htm  http://en.wikipedia.org/wiki/SWOT_analysis

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    JAIPURIA INSTITUTE OF MANAGEMENT LUCKNOW [pic] HUMAN RESOURSE MANAGEMENT TOPIC: ANALYSIS OF HR PRACTICES IN BANKING SECTOR Submitted to: Submitted by: Dr. Manisha Seth Romal Talwar(JIML-10-116) Ravi Bajpai (JIML-10-112)

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    1.1. PROPOSITON OF THE STUDY For over a decade‚ information technology has significantly affected the banking industry. Banks and other financial institutions have improved their functions as a financial intermediary through adopting various information technologies. Generally when the information technologies combine with functions of banks and financial institutions‚ it is called electronic banking. Among various electronic banking technologies internet banking is the latest

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    Private Banks

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    Historically‚ private banking has been viewed as a very exclusive niche that only caters to High-net-worth individuals (HNWIs) with liquidity over $2 million‚ though it is now possible to open private banking accounts with as little as $250‚000 for private investors.[1] An institution’s private banking division provides services such as wealth management‚ savings‚ inheritance‚ and tax planning for their clients. A high-level form of private banking (for the especially affluent) is often referred

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    Practice of Hrm

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    Human Resource Management Practices in Bangladeshi Organizations: A Case Study on Bangladesh Centre for Communication Program Author: Khan Atiqur Rahman (atik.pstu.bd@gmail.com) Masters in Bank Management (MBM) Bangladesh Institute of Bank Management (BIBM) Website: www.bibm-bd

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    Hrm Practices

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    Human Resource Practices Elizabeth Marcus‚ Puja Agrawal‚ Revathi R MBA‚ 2nd Semester Puja.agrawal@hotmail.com Fig. 1. Hypothesis model Abstract- A look at the trends in managing people‚ in this dynamic business environment reflects that attracting‚ managing‚ nurturing talent and retaining people has emerged as single most critical issue with enormous opportunities spun off by the market. In the Knowledge economy‚ corporate houses have to address the core issues of the HRM like as listed

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    Hrm Practices

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    4th July‚ 2009 Assessment Brief 1. Unit and Assessment Details Course Title: HND Business Unit Name: Human Resource Management Assessor: Ms Naila Akbar Internal Verifier: Ms Sadaf Ijaz Assessment Title: Analysis of HRM practices‚ procedures for obtaining suitable employees‚ principles and procedures for monitoring employees‚ employee exit from the organization. Assessing in: Group of 3 Number of Words: 3000 words (Total 30 Pages Maximum) Outcomes Covered: 2

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    Hrm Practice

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    organizations (public‚ parastatal and private) in the planning of human resources at organization level. Organizations/Companies in Seychelles‚ just like others operating in different countries‚ must now operate in a rapidly changing business environment. These changes have important implications for HRM practices. To ensure that management practices support business needs‚ organizations must continually monitor changing environmental conditions and devise HRM strategies for dealing with them. The

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    Hrm Practice

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    Pfeffer (1998) defined best practice theory is on the basis of an assumption that a high performance enterprise’s successful human resource practices also can be the example used in other enterprises and get the same results. As a result of the different understanding of people‚ there is also having other definitions. For example‚ Johnson (2000) also giving an definition that best practice is considered as a type of human resource method or system which have some qualities like additive additively

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    Hrm Practices

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    Summary The definition of HRM is the process of managing person in organizations. Recently‚ the purpose of HRM is to make profit for companies‚ increase employee’s creativity and innovation. According to Patteron (2006)‚ HRM could stimulate organizational development through facilitating the exploration of problems and promoting employees to expand their horizon and knowledge. In other words‚ HRM could develop organizational innovation through increasing employee creativity. In this situation

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