a comprehensive assessment on – the activities of human resource department
TRANSCRIPT
A Comprehensive Assessment on – The Activities of Human Resource Department
Human Resource Management ( HRM301)
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Title: The Activities of Human Resource Department (HRD)
Submitted To:
Mohammad Sajjad HossainLecturer
Department of Business Administration East West University
Submitted By:
1. Rizvan Noor (2011-1-10-354)2. Rafid Hassan (2011-1-10-357)3. Mohd. Asifur Rahman (2011-2-10-370)
Date of Submission: 5th November, 2012
East West UniversityJahurul Islam City, Aftabnagar, Dhaka-1212
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5th November, 2012
Mohammad Sajjad Hossain,Lecturer,Depertment of Business Admistration,East West University,
Subject: Formal Submission of the Term Paper
Sir,
With due respect, we want to inform you that we feel honored and pleased to be able to get the opportunity to submit you the term paper on The Activites of Human Resource Department. The experience, we have gathered while preparing the term paper, will, for sure, help us in future.
While preparing the term paper, we have tried our best to privide all the necessary information that will give a vivid scenario of our work on the topic mentioned above. We have gathered all the information from the company itself and by ourselves. We have tried to present the paper in a way that will describe how The HR Departments of Dutch Bangla Bank Ltd.; United Commercial Bank Ltd. and Unilever Bangladesh Ltd perform their HR Activites.
We, therefore, aspire that you will be kind enough to consider reviwing our work and give us the opprtuinty to present it in front of you. Thank you.
Sincerely yours,
Rizvan Noor (2011-1-10-354)Rafid Hassan (2011-1-10-357)Mohd. Asifur Rahman (2011-2-10-370)
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Acknowledgement: Special Thanks to the Almaighty Allah. We are very grateful to the Respective HR Proffesionals of Dutch Bangla Bank
Ltd.; United Commercial Bank Ltd. and Unilever Bangladesh Ltd. for helping us by providing releative information that made finishing the report possible.
Thanks to the group members for working so hard and successfully accomplishing the task and putting their best effort into the work.
Thanks to all our friends inside and outside of the class for extending their helping hands and being beside us when we needed them.
Mostly, we sincerely thank you Mohammad Sajjad Hossain sir for giving us the opprtunity to work on this paper and providing the proper guidence that helped us in finishing the term paper.
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Introduction
Background of the study: We are studying “Human Resource Management” where we are getting to know how HR activities are done. But to attain clear and practical idea about them our course instructor recommended us to acquire knowledge and prepare a report based on the activities of HR Department. For this paper, we have selected “Dutch Bangla Bank Ltd. (DBBL), United Commercial Bank Ltd. (UCBL) & Unilever Bangladesh Ltd. (UBL)” to learn how their HR Dept. do the HR activities.
Objectives of the study: The objective of this study is to learn how HR activities are accomplished in the real world. We have learnt many things during the preparation of this report. We have learnt about the structure of HR Dept. in different companies, who and how they recruit and select personnel to meet their human resource needs, how they orient, train and develop them, how they manage their compensation and what types of benefits are provided, how job analysis is done, how they evaluate each employee’s performance, what services they provide to the employees and how they comply with legal issues related to employees. Our real-world based knowledge and practical experience will help us in future to prepare ourselves and will help to understand the process of performing the HR activities of similar organization.
Methodology:To collect the data and information on “The HR Dept” of DBBL, UCBL & UBL, we visited the companies and talked to respective HR professionals.
We also took help of Company Websites and to prepare Company Profile.
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Table of Contents:Serial Content Page No.
1. Human Resource Management 062. Dutch Bangla Bank Ltd. (DBBL) (07-14)
2.1 Company Profile 072.2 HRD of DBBL 082.3 Recruiting & Selection of DBBL 08-112.4 Orientation, Probation & Training of DBBL 112.5 Compensation Management 122.6 Job Analysis 12-132.7 Performance Appraisal 13-142.8 Labor Relations/Legal Compliance 142.9 Service Delivery 14
3. United Commercial Bank Ltd. (UCBL) (15-24)3.1 Company Profile 153.2 HRD of UCBL 163.3 Recruiting & Selection of UCBL 16-203.4 Orientation, Probation & Training of UCBL 203.5 Compensation Management 213.6 Job Analysis 223.7 Performance Appraisal 22-233.8 Labor Relations/Legal Compliance 23-24
4. Reference
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Human Resource Management (HRM)HRM is the process that involves managing an organization’s personnel’s by selecting the
potential candidates among the recruits and employing them, training them to sharpen their skills, praising and rewarding them for their performance and guiding them towards achieving the organizational goals in a controlled environment.
“The policies and practices involved in carrying out the people or human resource aspects of a management position, including recruiting, screening, training, rewarding and appraising”
- Gary Dessler
The Activities of HR Department:
Recruiting,Selection
Training
Compensation
Performance AppraisalJob Analysis
Labor Relations
Service Delivery
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Dutch Bangla Bank Ltd. (DBBL)
Company Profile:
Dutch-Bangla Bank Limited (DBBL) is a scheduled joint venturecommercial bank between local Bangladeshi parties spearheaded by M Sahabuddin Ahmed (Founder & Chairman) and the Dutch company FMO (Netherlands Development Finance Company). DBBL was established under the Bank Companies Act 1991 and incorporated as a public limited company under the Companies Act 1994 in Bangladesh with the primary objective to carry on all kinds of banking business in Bangladesh. DBBL commenced formal operation from June 3, 1996. The Bank is listed with the Dhaka Stock Exchange Limited and Chittagong Stock Exchange Limited.
Type: Public
Industry: Banking
Products:Banking services, ATM services, Consumer BankingCorporate BankingInvestment Banking
Employees: 1600
Mission: Dutch-Bangla Bank engineers enterprise and creativity in business and industry with a commitment to social responsibility. "Profits alone" do not hold a central focus in the Bank's operation; because "man does not live by bread and butter alone".
Vision: Dutch-Bangla Bank dreams of better Bangladesh, where arts and letters, sports and athletics, music and entertainment, science and education, health and hygiene, clean and pollution free environment and above all a society based on morality and ethics make all our lives worth living.
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Human Resource Dept. of DBBL:
The HR Department of Dutch Bangla Bank Ltd. consists of 15 HR Professionals. The department is structured by 1 Divisional/Department Head and 14 HR Employees.
The HR Department of DBBL does not have any specific sub-division rather the different tasks of HRM are assigned to different workers within the HR Dept. and the Dept. Head ensures that the HR Employees are performing their assigned tasks.
For “Promotion and Increment” evaluation, HR employees are divided into small teams and the evaluated materials, paper works and results are cross-checked before final submission or decision making.
The HR Dept. of DBBL uses a software for accomplishing different HR activities and data management purpose, this software is called – “HR MIS”
Recruiting & Selection (R&S):
The HR Dept. of DBBL is responsible for recruiting three types of employees:1. Regular Employees2. Contractual Employees3. Auxiliary Staff
Recruiting and Selecting Regular Employees:
The regular employee list consists of – Trainee Officer, Ast. Officer, Officer, Senior Officer, Executive, Senior Executive, Ast. Vice President, Fast Ast. Vice President, Senior Ast. Vice President, Vice President, Fast Vice President, Senior Vice President, Executive Vice President, Senior Executive Vice President, Deputy Managing Director
The regular employee can be a fresher or experienced person. The R&S process for fresher is a little different than the R&S process of experienced person. The experienced persons do not sit for written test.
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1. Application:First of all, the bank provides circular for fresh employees with specific requisites. The applicant (both the fresher and experienced) has to apply online by filling up the application form and has to upload the recent picture and images of certificates.
2. CV Screening: After getting the recruits, the HR Professionals assigned to R&S process reject applicants by following screening process –
1. If the applicant provided the Grad Certificate (in case, a candidate applies before finishing his/her graduation)
2. If the applicant posted his/her pictures duly3. If the applicant’s certificate name matches the application name (in case, a candidate
provides certificates those belong to another person)
3. Written Test: The written test for choosing the potential candidates are conducted by IBA, BIBM and DU. The Bank only funds the cost of the written test and hands the rest of the responsibilities to the authorized institution. The institution is approved by the management and a group of invigilators from DBBL is provided in order to handle any kind of problems during the test. The respective institution provides the test result after a specific time period.The Written Test is conducted only for the fresher.
4. Interview: After the written test, the bank publishes the result and calls potential candidates for interview. The interview committee consists of HR Head, MD and four DMDs (Deputy Man. Director). During the interview, three of these four DMDs have to be present.
In case of selecting experienced personnel, IT Specialist (Head of IT Dept.) may be included.
After the interview, the selected candidate is mailed/called to join the company.
Job Circulation
Online Application
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Recruiting and Selection of Contractual Employees:
The Contractual Employee list consists of Managing Director, Ast. Relationship Officer, Customer Service Executive and Junior Relationship Officer.
MD:Selected by Bangladesh Bank.
Ast. Relationship Officer (ARO):The Applicant must be / have –
Masters Graduate
Needs 2 years or more experience
Minimum 37 years of age or more
Can be permanent employee
The ARO is selected by the management.
Customer Service Executive: The CSE of the bank is selected by the management. The CSE can be a permanent employee.
Rejected
Candidates
CV Screening
Rejected
Candidates
(If Passed)
Written Test (Fresher)
(If Passed)
Interview
Appointment
Rejected
Candidates
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Junior Relationship Office (JRO):Selected by the management but works based on the contract time period (impermanent).
R&S of Auxiliary Staff:
The recruiting and selection of Auxiliary Staff is done by a 3 rd party company called Elite Logistics and Securities. The bank hires its service and is provided with workers according to their needs.
The Auxiliary Staff includes – drivers, messengers and cleaners.
Orientation, Probation & Training:After the appointment, the fresher areorientedin the bank and guided by a specific employee
within the department for observing and learning. The fresher have to attend “Foundation Training” for learning practical and software works.
While working, if they face any problem, they reach out to immediate line manager/branch manager/divisional head for help. The fresher have to face 1 year “Probation Period” before being appointed as permanent workers.
Training Facilities of DBBL:
Short Term Training – 3-4 days of training arranged by Bangladesh Bank; Overseas Training by different banking organizations.
Long Term Training – Core Team Training (Software Launch Team), Special Training in abroad (software training, new technology in banking sector, new banking system etc)
Training Locations:
The training for fresher is held at the training wing of DBBL. Other training facilities are held at different locations depending on the organizers’ (Bangladesh Bank, in abroad etc)
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Compensation Management:The compensation management is one of the toughest jobs of the HR Dept. The HR
Professionals of DBBL follow a “Salary Structure” prepared by Bangladesh Bank. This salary structure contains 55 slabs/stages. Each slab contains a specific amount of wage. The next slab is higher than the previous slab and as the employee gets promoted so increases the number of his/her salary slab.
The designation of the employee also determines the salary slab. For example, a trainee officer is offer 5th slab of the salary structure which is 15000 tk where the Ast. Officer is offered 7th slab which is 20000 tk. This is how the salary structure works. The HR Dept. of DBBL does not conduct salary survey.
Basic Incentives:There are a lot of basic incentives that the employees enjoy at different level of the company. Most common incentives are –
1. Performance Bonus (once a year)2. Festival Bonus (twice a year)3. Leave4. Leave Fair Assistance (once a year) etc.
Special Incentives:Some special incentives are provided only to the upper level employees starting from AVP to the top-most level. They are –
1. Car Loan (once)2. House Loan (once)
Job Analysis:Job Analysis contains job description which is a list of responsibilities associated with the job
and job specification, a list of requisite skills.
The HR Dept. of DBBL does not conduct job analysis; instead the information of job analysis is collected from or by other sources. The information collected is: work activities of a job, human behavior, human requirements, job context, tools and equipment requirement and performance standards.
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The sources of collecting the information are – Bank Manager/Divisional Head, The Annual Credential Report (ACR).
Bank Manger/Divisional head provides information regarding work activities of a job. A monthly report is provided by the department each month to keep track of how employees are doing. On the other hand, the ACR provides information about human behavior, job context, performance standards and tools/equipment requirement.
The Annual Credential Report (ACR) has 50 criterions and contains all kind of information regarding an employee’s job and his personal information.
The performance standards associated with each job are set by the management, in some case by divisional head or ACR and are monitored by the respective HR Professionals. This task is performed very seriously as it determines the success rate, effectiveness and efficiency of each employee.
The manager handles job rotation and transfer tasks. Each employee can work at a position for maximum 5 years and in case of transfer, maximum 3 years.
Performance Appraisal:The Performance appraisal shows how much of the assigned targets each employee has
successfully managed to achieve and what, where and why he/she failed to achieve.
The Performance appraisal is a serious job and often requires systematic monitoring in order to get accurate result at the time of employee evaluation.
The HR Dept. of DBBL conducts performance appraisal at the end of each year. The HR Dept. evaluates the individual performance of each employee whereas the group performance is evaluated by the Bank Manager.
The performance of each employee is measured according to the standards set by the management/divisional head or in cases according to the ACR. In evaluating the performance, the HR Dept. follows a pyramid structure. This structure contains 4 levels, such as – A (at the top), then B, C and D (at the bottom).
A contains 20% of the total employees in each department, B contains 30%, C contains 40% and D contains 10 %. The HR Dept. cannot rate more than the capacity of each of the four categories. This means that the HR Dept. can rate only 20% people at maximum as A’s and at least 10% employees as D’s. Based on their performance measuring against the pre-set standards, this pyramid rating chart is created.
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Labor Relations/Legal Compliance:The HR Dept. of DBBL also helps the company to comply with legal matters within the
company and to manage the labor relations. The HR Dept. ensures that the employees are enjoying the privileges and benefits they are to enjoy and being treated equally and justly.
The legal compliance is conducted based on the service rules assigned with the job of each employee. Generally, legal matters are monitored by the assigned HR professional and concluded by either Divisional Head or Branch Manager. The employees provide their opinions/complain through their line managers to the HR Dept. and HR Dept. oversees and discloses the matters as seen appropriate.
The most common complains that the HR Dept. receives are that of employees enjoying leave without approval and taking bribes for file processing etc. Such complains are solved according to the service rules book.
Service Delivery:In DBBL, different services are provided to employees and such duties are performed by
assigned HR Professionals. The most common services provided by the HR Dept. are –
Payroll Management: HR Dept. makes sure that employees are receiving their salary on right time and by right amount.
Personal File Management: HR Dept. manages personal files for individuals within the company. This file contains all necessary information regarding the work records, personal and work related information.
Certificate Issuance: HR Dept. of DBBL also issues different certificates on behalf of the employees, such as – training certificate, testimonials etc.
A (20%)
B (30%)
C (40%)
D (10%)
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United Commercial Bank Ltd. (UCBL)
Company Profile:
United Commercial Bank Ltd. (UCBL) is one of the first generation private sector banks in Bangladesh, commenced its commercial operations from mid-1983 and has since been able to establish one of the largest networks of 110 branches in six different districts. United Commercial Bank Ltd. (UCBL) is a Bangladesh based financial institution that provides banking services. The services include personal and business banking, loans, credit cards, online banking and money transfer services. The bank operates in Bangladesh, where it is headquartered in Dhaka. With its firm commitment to the economic development of the country, the Bank has already made a distinct mark in the area of Private Sector Banking through personalized service, innovative practices, dynamic approach and efficient Management.
Type: Public
Industry: Banking
Products: Consumer Banking, Corporate Banking, ATM Services, Fanancing
Employees: 2982
Mission: The Bank, aiming to play a leading role in the economic activities of the country, is firmly engaged in the development of trade, commerce and industry thorough a creative credit policy.
Vision: To be the bank of first choice through maximizing value for our clients, shareholders and employees and contributing to the national economy with social commitments.
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Human Resource Dept. of UCBL:
The HR Department of United Commercial Bank Ltd. consists of 15 HR Professionals. The department is structured by 1 Divisional/Department Head, 3 Sub-Department Head, 3 Line Managers and 7 HR Employees. There are three sub-departments. Each department is related to each other. They conduct frequent task. To any decision or to conduct any specific tasks like Recruiting, the sub-departments communicate between them. They share information and other resources.
Sub-Departments and their tasks:HR Operations: HR Development: Research/Learning
& Development:1. Recruitment 1. Job Description 1. Need
Assessment2. Compensation
Management2. Manpower Planning 2. Training
3. Promotion4. Employee Service
(Separation, Welfare)
For conducting different tasks, HR employees are divided into small teams and the evaluated materials, paper works and results are cross-checked before final submission or decision making. For example, before recruiting, Manpower team finds out the vacancies. Then they sit with the recruitment team and acknowledge them about this. Then recruitment team starts their recruiting process.
The HR Dept. of UCBL uses a software for accomplishing different HR activities and data management purpose, this software is called – “ERP”
Recruiting & Selection (R&S):
The HR Dept. of DBBL is responsible for recruiting three types of employees: Regular Employees Contractual Employees Auxiliary Staff
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Recruiting and Selecting Regular Employees:
The regular employee list consists of – Junior Officer, Officer, Senior Officer, Executive officer, Senior Executive officer, Assistant Vice President, First Assistant Vice President, Vice President, First Vice President, Second Vice President, Executive Vice President, Senior Executive Vice President, Deputy Managing Director, Assistant Managing Director and Managing Director.
The regular employees can be a fresher or experienced person. The R&S process for fresher is a little different than the R&S process of experienced person. The experienced persons do not sit for any kind of written test.
Internal Recruiting Process:
For Internal Recruiting, UCBL publish a circular on their web portal named “UCB I”. Only internal employees can visit this web portal. They can apply for posts from that portal. They can submit their application in that portal too.
In case of re-hiring UCBL consider hiring their ex-employees if they are doing well in their new workforce. UCBL searches for ex-employees who left their organization and joined in their competitor organization. If the ex-employees do well in the competitor organization UCBL provide them a better offering and re-hire them.
There is another kind of re-hiring that is if any employee leave the organization for any valid reason and he wants to re-join again, UCBL consider re-hire them.
External Recruiting Process:
UCBL conduct their external recruiting process on their own. They never take any service from the Third Party Agencies.
The external recruiting process consists of the following steps- UCBL never recruit any candidate from abroad.
1. Application: First of all, the bank provides circular for fresh employees with specific requisites. The applicant (both the fresher and experienced) has to apply online by filling up the application form and has to upload the recent picture and images of certificates.
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2. CV Screening: After getting the recruits, the HR Professionals assigned to R&S process reject applicants by following screening process –
If the applicant provided the Grad Certificate (in case, a candidate applies before finishing his/her graduation)
If the applicant posted his/her pictures duly If the applicant’s certificate name matches the application name (in case, a candidate
provides certificates those belong to another person)
3. Written Test: The written test for choosing the potential candidates are conducted by UCBL. They manage this process on their own. The Written Test is conducted only for the fresher.
4. Interview: After the written test, the bank publishes the result and calls potential candidates for interview. The interview committee consists of HR Head, MD and four DMDs (Deputy Man. Director). During the interview, three of these four DMDs have to be present.
5. Medical: After Interview the bank publishes the result and calls selected candidates to attend a medical test to ensure their health condition.
6. Appointment: After the medical test, the selected candidates are mailed / called to join the company.
Job Advertisement
Online Application
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Recruiting and Selection of Contractual Employees:
Contractual employees are hired to work for a specific period of time on an hourly basis or a contracted amount. Contractual employees are very useful in case of finite resources and infinite demand. The contractual employees in UCBL include Managing Director, Assistant Relationship Officer, Customer Service Executive and Junior Relationship Officer.
Managing Director: MD of UCBL is selected by the Governing Body. He is usually appointed for 1 year but it can be enhanced by the Board of Directors.
Assistant Relationship Officer (ARO): ARO is selected by the Management. He has to have 3 years work experience and have to complete MBA. He can be a permanent employee.
Customer Service Executive (CSE): CSE is selected by the Management. He has to complete BBA. He can be a permanent/ nonpermanent employee.
Junior Relationship Officer (JRO): JRO is selected by the Management. He has to complete BBA. HE is a nonpermanent employee.
(If Passed)
Written Test (Fresher)
(If Passed)
Interview
(If Passed)
Medical Test
Appointment
Rejected
Rejected
Rejected
Resume Screening Rejected
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R&S of Auxiliary Staff:
The recruiting and selection of Auxiliary Staff is done by two 3 rd party company called Group 4 and T-Boy Messenger. The bank hires its service and is provided with workers according to their needs. The Auxiliary Staff includes – drivers, messengers and cleaners.
Orientation, Probation & Training:When the freshers’ got appointed they have to undergo a three days orientation program. From this
orientation program are acknowledged about the working pattern of the bank. Then they are sending for the foundation training at Learning & Development that helps them to improve their basic skills.
The fresher face many problems at first in their workforce. In case of that their distinctive branch manager helps them to overcome those troubles. They also get help from the co-workers. The fresher have to face 2 year “Probation Period” before being appointed as permanent workers.
Training Facilities of DBBL: Initial Training: 1 month foundation training at L & D.
Short Term Training: 3-4 days of training arranged by Bangladesh Bank; Overseas Training by different banking organizations.
Long Term Training: Outpitch Training (ICC Bangladesh, BIBM, BAB, IFC etc), Core Team Training (Software Launch Team), Special Training in abroad (software training, new technology in banking sector, new banking system etc)
Training in abroad is mandatory for the employees of IT and Credit Department.
Different renowned organization like VISAoffer various kinds of training programs for UCBL in abroad (Malaysia, China etc)
Training Locations: The training for fresher is held at the training wing of UCBL. Other training facilities are
held at different locations depending on the organizers’ (Bangladesh Bank) Abroad training generally held at Malaysia, China, Japan, Australia etc.
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Compensation Management:The compensation management is one of the toughest jobs of the HR Dept. The HR
Professionals of UCBL do not follow any salary structure. The salary structure in UCBL is broad banding. In a broadband pay structure, the numbers of salary grades are consolidated into fewer, but broader, pay ranges. In broad banding, the spread of the pay ranges is wider and there is less overlap with other pay ranges. The salary is fixed by negotiation. Here, they consider employees qualification, performance and position to determine the salary. The designation of the employee does not determine the salary slab. For example, an executive officer is offered 30000tk salary for month but at the same time another Executive Officer can be offered 40000tk salary because of his higher performance ability. This is how UCBL determine the salary. The HR Dept. of DBBL does not conduct salary survey.
The salary-scale for top level employees is also made through negotiation. Here, experience and previous performance is considered to determine salary-scale.
UCBL conduct Salary Survey on its own. They do not hire any third party agencies. They conduct this survey through relationship with other banks.
Basic Incentives: There are a lot of basic incentives that the employees enjoy at different level of the company. They are also called fringe benefits. Most common incentives are –5. Performance Bonus (6 times of Basic)6. Festival Bonus (twice a year)7. Leave8. Leave Fair Assistance (once a year)9. Rent10. Medical11. Gratuity12. Provident Fund13. Utility Bill
Special Incentives: Some special incentives are provided only to the upper level employees starting from FAVP to the top-most level. They are –3. Car Loan (From FAVP)4. House Loan (From AVP)
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Job Analysis:Job Analysis includes Job Description and Job Specification. Job Description is the list of job’s
duties and responsibilities and Job Specification is the list of job’s requisite skills and human requirements. UCBL refers high importance in Job Analysis as this is the pre-requisite for Manpower planning.
UCBL believes, to do a perfect Job Analysis, one has to gather all types of information of an employee. This requires a huge amount of time. So, UCBL gather all information of the employee by the help of a software called ERP (Enterprise Resource Planning)
The HR Dept. of UCBL collects information from different sources. They collect information about the work activities of a job, responsibilities of a job, working conditions of a job, human behavior, human requirements, job context, tools and equipment requirement and performance standards.
The sources of collecting information include Key Performance Indicator (KPI), The Annual Credential Report (ACR), specialized reports from Branch Managers/Divisional Head and reports from Line Managers.
HR personals of UCBL visit various branches and communicate with the branch managers. Sometimes they communicate through E-mail and Telephone. Branch mangers provide various information including employees work activities, behavior, performance, sincerity, integrity etc. Branch managers also provide a monthly report after each month to monitor how employees are doing. Branch managers made this report with the help of line manager. HR Dept. of UCBL analyzes those reports and find out Job Description. Then they job Description to find out the Key Performance Indicator (KPI). This task is performed very seriously as it determines the success rate, effectiveness and efficiency of each employee. The Annual Credential Report (ACR) also helps to do Job Analysis. The ACR provides information about human behavior, job context, performance standards and tools/equipment requirement.
The Departmental Head manages Job Enrichment and Job Enlargement and the Branch Manager manages job rotation and transfer tasks. Each employee can work at a position for maximum 5 years and in case of transfer, maximum 3 years.
Performance Appraisal:A performance appraisal is a review and discussion of an employee's performance of assigned
duties and responsibilities. The appraisal is based on results obtained by the employee in his/her job, not on the employee's personality characteristics. The appraisal measures skills and accomplishments with reasonable accuracy and uniformity. The success of the process depends on the supervisor's willingness to complete a constructive and objective appraisal and on the employee's willingness to respond to
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constructive suggestions and to work with the supervisor to reach future goals.The HR Dept. of UCBL conducts performance appraisal at the end of each year. The HR Dept. evaluates the individual performance of each employee.
The performance of each employee is measured according to the standards set by the management/divisional head or in cases according to the KPI. In evaluating the performance, the HR Dept. follows an Evaluation Form. This Evaluation Form consists of many question related to employees performance and other attributes. The employees are divided into three parts, Good, Very Good and Outstanding on the basis of their performance.
To do performance appraisal, there are several procedures. Such as, three most good employes of the organization are selected. They are given a task. They finish the task as quickly as possible. There average timing is 15 minutes. So, 15 minute is the standard. then that task is given to all the employees. If they can finish the task in 15 minutes, they are good employees, if they can do it in less time period they are very good employee, if they can do less than that then they are outstanding employee.
One thing is very important during doing the performance appraisal that is reducing biasness.Some sortof biasness exists in every organization in the world. It cannot be eradicate completely. So, UCBL try their best to reduce biasness. If the Departmental Heads find out any kind of biasness, they call out the branch managers and demands accountability.
Legal Compliance/Employee Relation:Strengthening the employer-employee relationship is the primary goal of all financial institution. The signs of a strong employer-employee relationship are enhanced employee engagement, low turnover, and high employee morale and job satisfaction. In the last few years UCBL have been putting a great deal of emphasis on building strong employee relation and strong compliance.
UCBL has running a Disciplinary Cell Operation Program that handles the legal environment situation and employee relation in the company. HR Dept. of UCBL plays the main role of employee relation inside the bank.
Equal Employment Opportunity:
Equal Employment Opportunity (EEO) is making sure that everyone has equal access to available employment by:
ensuring that workplaces are free from discrimination and harassment, and
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Providing programs to assist people to overcome disadvantage.
A number of people have been impacted in the past or continue to be disadvantaged or discriminated against in employment. These people include:
women members of racial, ethnic, and ethno-religious minority groups people with a disability Young people fewer than 25.
UCBL always try to maintain EEO. But in some respect UCBL has some limitations. Such as, UCBL discourages women employees to take bank job. This is because women employees are disinterested to work outside of their home districts.
Employee Unions:
UCBL has an employee union. But it is not that effective as employees are treated well. The representatives of employee unions are selected in seniority basis.
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Reference
Dutch Bangla Bank Ltd. (DBBL):
Sk. MasuduzamanSenior OfficerHuman Resource Division
Tel: 7176390-3 (Ext. 183)Mobile: 01710-378054Email: [email protected]
United Commercial Bank Ltd. (UCBL):
Mohammad Taifur RahmanExecutive OfficerHuman Resource Management Division
Tel: 88-02-8852500 (ext. 7606)Mobile: 88-01552-344562Email: [email protected]