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Human Resources Management (HRM) is the function within an organization that focuses on recruitment of, management of and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers. Human Resources Management is the organizational function that deal with issues related to people such as Policy, Hiring, Compensation and benefit, Performance Management, Organizational Development, Safety, wellness, benefits, Employee Motivation, Communication, Training and Development. There is no doubt that the world of work is rapidly changing. As part of an organization then, Human Resource Management must be equipped to deal with the effects of the changing world of work. For them this means understanding the implications of globalization, technology changes, workforce diversity. Changing skill requirements, continuous improvement initiatives contingent workforce, decentralized work sites and employee involvement are the issue for confront. Now it is a big challenge for the Human Resource Management to support the organization by providing the best personnel for the suitable position in shortest possible time, starting with recognizing the vacancies and planning for them is a great task. Moreover selecting attracting the suitable candidates and selecting the best person in time is a challenge. The cost of the recruitment is significant. So, proper planning and formulate those plan is the task that require more focus and improvement. Equal opportunity and sourcing is also a vital part. Realizing this need we tried to find the difference and similarities between theoretical aspects with the practical steps taken by the company.
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Thus, we can summarize that: HRP is a kind of risk management. It involves realistically appraising the present and anticipating the future in order to get the right people into right jobs at the right time.
Two major process of Human Resource Planning1. Need Forecasting 2. Program Planning Need Forecasting includes Analysis of External Candidates Future Human Resource Requirements Future Human Resource Availability Forecast of Human Resource Needs Program Planning Includes Performance Management Career Management
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Internal Recruitment
Internal recruitment refers to the filling of job vacancies from within the business where existing employees are selected rather than employing someone from outside. It has several sources to recruit internally. The following are the most commonly used methods of recruiting people in an organization. Job Posting/Transfer: Job Posting or Transfer is a lateral movement within the same grade, from one job to another. It may lead to changes in duties and responsibilities, working conditions, etc., but not necessarily salary. In this method, the organization publicize job opening on bulletin boards, staff notice board, in-house magazine. One of the important advantages of this method is that the bank enjoys a chance to highly qualified applicants working within the company to look for growth opportunities within the company. Succession Planning: Succession planning is the ongoing process of systematically identifying, assessing and developing organizational leadership to enhance performance. It entails three steps- identifying and analyzing key jobs, creating and assessing candidates and selecting those who will fill the key position. Promotion: Promotion involves movement of employee from a lower level position to a higher level position accompanied by changes in duties, responsibilities, status and value.
External Recruitment
The external recruitment procedure depends on set of skills, need availability, education, job description are prerequisite criteria for a successful recruitment. For sustenance and growth of business the organization will recruit at three levels. These are following: In respect of AB Bank, their external Recruitment process is given below Step 1: Identifying the vacant position. Step 2: According to the Management Strategy/ Management Plan the number of position for the post is needed. Step 3: Justifying and identifying the requirement needed for the post by questionnaire method and planning to fulfill their requirement. Step 4: Circulating through Web/ Online/ Print Media for Recruitment.
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Step 5: Exploring the Third Party HR Consulting for outsourcing the Recruitment Process. Step 6: Acquiring Managing Directors Approval for Third Party Recruiter, Total expense and other issues. Step 7: Receiving merit list from Third Party. Step 8: Soliciting Approval from Managing Director for the Recommended Candidates by the Interview Committee. Step 9: Offering the Potential Candidates According to the Merit List and sending for Medical Test. If Test result is negative candidates are treated as Un- Qualified According to Medically Unfitness. If Result is positive then candidate are accepted by the Medical Fitness. Step 10: Candidates are advised to join according to the appointment letter instruction. Step 11: After joining formalities the candidates are sent to the vacant place through placement order & if someone dont join the offer become invalid. Step 12: Employment. In respect of Robi Axiata telecommunication, their selection process is given below Step 1: Screening Resume or Application. Step 2: Written Test Step 3: Employment Interview. Step 4: Reference Check. Step 5: Final Approval. Step 6: Employment. Importance of Recruitment and Selection Process Above those procedures of recruitment and selection process in AB Bank uses external recruitment channels to communicate job vacancies to the public audience and the correct usage of the external recruitment channel brings the right candidate for the particular job position. Generally the HR division is responsible for monitoring the job market and react appropriately to the changes on the job market with the proper use of the channels used to bring the expected
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level and number of candidates at the affordable costs. Now in Bangladesh any organization generally uses the following recruitment channels. a. Corporate Web-site. b. Newspaper. c. Interns (Less frequently used). The Human Resources Department will prepare an appropriate recruitment advertisement for the position and submit it for review and approval by the appropriate Manager. The Human Resources Department will administer the placement of the advertisement and monitor applications received. Generally HR Department follow the education level and reference of the candidates who appear to fulfill the job requirements as per the Recruiting Department are shortlisting and HR Division calls him or her for selection test and interview. Any organization follows its own selection process method. In this process each of the steps are successfully cleared before the applicant proceeds to the next one. At first steps of this process is candidate must have faced the written test. Written test for candidate are arrange by third Party HR Consulting for outsourcing the Recruitment Process or their own system. Mainly some reputed institutions (Such as- Dhaka University and others) in Bangladesh takes this responsibility. HR Division arrange written test like English, Mathematics, General knowledge about Bank. All test prepare are forwarded to the competent authority for evaluation. Head of HR Division will conduct interviews of candidates who have been short-listed for the position. HR department is responsible for ensuring all candidates are interviewed using description. The following are some specific polices for forming & interview board. Make arrangements for a private meeting room in which to conduct the interview. Do not allow interruptions (e.g. telephone calls etc.). Interviews are more comfortable if conducted in an informal "around the table"
For the recruitment personnel, officer the minimum recruitments of an interview board are as follow: Head of HR Division Managing Director Recruitment Committee.
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After Interview, Recruiting Manager is advised to contact the Human Resources Department to confirm the relevant selection tools. Managers should consult with the Human Resources Department if they require any assistance with the selection process. Any checks which may form part of the selection process should be conducted prior to issuing an offer of employment. In selection process is an important point. Here candidates are asked to mention in his application form, the names and addresses of two or more persons who know him well. These may be his previous employers, heads of education institutions. These people are requested to provide their frank opinion about the candidate without incurring any liability. After finishing all the selection procedure duly approved by the Managing `Director or Board the Appointment offer is made. Appointment offer consists of joining open period, particulars of salary, position etc. with the employment offer the required documents and pre-medical tests report are asked by the HR to bring in the day of joining.
There are two categories of training and development method. Those are as follows In-house training method. External Training method.
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In-house training method Generic training will refer to general training areas that are applicable to a large number of organization's employees. The generic need areas will be identified from strategic plans and individual development programs and evolving internal need. This could include in house training to the employees by using the skills and experience of any senior employee, in house trainers or consultants. In-house training will be designed and managed by the concerned section, or office in collaboration with HR Training & Development Division of the Bank.
The Training Process Flow (Functional) is as follows: Confirmation of training date in consultation with the respective divisional head. Sending mails to the branches/ divisions for nomination of the participants Preparing session schedule and contact with the resource persons for conducting session in the training program. Prepare training budget for approval. Upon approval of the budget collection of fund through an IBCA from Finance Division for the training program. Circulation and notification of the program prior to the commencement of the training. Commencement of training at the designated day. Concluding the program
External Training This is especially valuable if the external training can provide expertise or sharing of experiences that is available in some of the organization. External Training Process Flow Receive invitation from the external institution for nominating participants. Sending mails to the branches/ divisions for nomination of the participants Prepare training budget for approval. Upon approval of the budget, pay order is issued as training fees through Finance Division for the training program.
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Nomination letter along with the pay order is sent to respective institution Circulation and notification of the program prior to the commencement of the training to participants and respective persons concerned.
Type of Compensation and Benefits provided by an organization to their employees Basic Pay Bonus/Incentives Promotion Leave Others-House Rent, Car Loan. Conveyance Allowance Medical Allowance
Salary Structure
Refer to the Salary Structure for details regarding the structure of salary and allowances for different positions in the Organization. The Salary Structure of the Organization will be reviewed after every two years to allow for adjustments in the Cost of Living and market forces pertaining to the Banking industry. The HR Department will undertake the review and make recommendations to the Board or its nominated Committee for approval.
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Group Insurance All permanent employees are to be member of Group Insurance. The organization contributes health & dead benefits for yearly basis under the group insurance. Provident Fund The Organization's Provident Fund is a funded scheme. All confirmed and permanent employees are entitled to be members of the Provident Fund. The organization contributes an equal amount and both the employees and the organizations contributions are paid into the Fund each month. Bonuses All permanent employees of the organization are entitled to two Festival Bonuses and Incentive Bonuses. And in a specific year all the employee was getting bonuses base on their performance. There will be disbursement of an amount equal to one months Basic Salary of the employee on two designated festivals. Management Staffs those are in the employment of the Company for at least three months after their confirmation on the date of the festival will be eligible for the Festival Bonus. The major festivals recognized are the following: 1. Eid-ul-Fitr 2. Eid-ul-Azha 3. Durga Puja 4. Christmas
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5. Buddha Purnima All employees of the Company, irrespective of their religion, will draw one Festival Bonus during the time of Eid-ul-Fitr. The other Festival Bonus will be given to the Muslim employees during the time of Eid-ul-Azha. Employees other than Muslim will receive the other bonus according to their festival mentioned above. Festival Bonus will be disbursed in cash and will be paid two weeks prior to the festival date. Accommodation Accommodation is provided for those employee of the organization who doing job during 10 years in the Organization according to his/her performance. Medical Benefits In case of where an employee is injured and become sick, some cost of treatment is bear by the organization. Promotion
Promotion means rising up of an employee from his present position to the next higher position. Promotion is vertical movement of an employee within the organization. In other word, promotion refers to the upward movement of an employee from one job to another higher one, with increase in salary, status and responsibilities. Promotion may be temporary or permanent, depending upon the needs of the organization.
Increments Salary increases are awarded once a year on the basis of increment policy to all employees who have performed satisfactory in the given year for a minimum period of 180 days after confirmation of service. One may not receive any increment on a given year as a penalty on account of any offence/disciplinary measure. The confirm employee who is in service with the Organization less than 180 days will receive the COLA (cost of living adjustment) portion of the increment, which is determined by rate of inflation and CPI (consumer price index) during that financial year. The portion of COLA in each year will be decided by Management committee of the organization. Increments are awarded to the employees as per rating of the annual performance Appraisal at variable percentage of their existing respective basic salary as under excluding the COLA portion.
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The existing appraisal system can be changed or modified and new system could be developed which will articulate the accurate picture. The criteria of evaluation should cover more competencies of an employee.
A department like HRD cannot perform in isolation where Human Resource Department is in the core of all other department with the responsibilities of maximizing the employees benefits as well as achieving organizational objectives. For better services, HRD must establish a proper linkage within the other functional departments.
Modernization and revision of the HR policies and strategies are indispensable for any organization as the world is getting more diversified day by day.
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Concluding Remarks
Human Resource Department of an organization is playing the most important role in terms of attaining the employees' satisfaction. The organization has its own recruitment policy & attractive compensation packages for the employees. Different types of employee like are recruit base on the organizations rules and their qualifications. It has some general guidelines base on which employees recruits like Media used for Vacancy Announcement, Application in Response to Advertisement, References, Written Test for Candidate, Interview of candidates, Selection of candidates, Appointment, Types of Employment. For the entire employee they have their working hour till which they have to stay in the office. In order to improve the employees' efficiency, an organization organizes different training programs both internally known as in training. On the basis of performance, the organization provides promotion & other attractive Compensation and Benefits packages for the employees. Each and every employee they have their attractive salary and salary structure permanent employee they get Basic Employee Benefits. At the same time base on their performance each and every employee are rating and base on this rate they are getting promotion.
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References
Internet:
http://www.scribd.com/doc/60231710/HR-Practices-in-Grameenphone-Limited-FullAssignment , 15/11/11, 20/11/11,21/11/11
http://www.bignerds.com/tag/hr-policies-of-banglalink/1/ , 20/11/11
www.bb.org.bd , 20/11/11 www.abbank.com.bd , 15/11/11,16/11/11,20/11/11 http://bdlaws.minlaw.gov.bd/ , 20/11/11 http://dspace.bracu.ac.bd/bitstream/handle/10361/721/Internship%20Report%20Robi% 20recruitment%20%26%20selection.pdf?sequence=1 , 20/11/11
http://en.wikipedia.org/wiki/Strategic_human_resource_planning , 20/11/11 http://hrmadvice.com/hrmadvice/hr-processes/recruitment-and-selection.html ,20/11/11 http://www.exactrecruiting.com/compensation-benefits-analysis-home-health-care.html, 15/11/11 www.Robi.com.bd, 15/12/11
Books: [1]
Dessler Gary, Human Resource Management, Pessonns Education Pte Ltd. India.
Reports:
AB Bank Annual Report 2010 Al Arafah Islami Bank Annual Report 2008
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