HRM Practices in Government College of Bangladesh

HRM is the systematic planning, development and control of network of interrelated processes
affecting and involving all members of an organization. These processes include-
HR planning & forecasting
Job & work design
Staffing/ recruitment & selection
Training & development
Performance appraisal & review
Compensation & reward
Employee protection & representation
Organization & improvement

HRM is the systematic planning, development and control of network of interrelated processes
affecting and involving all members of an organization. These processes include-
HR planning & forecasting
Job & work design
Staffing/ recruitment & selection
Training & development
Performance appraisal & review
Compensation & reward
Employee protection & representation
Organization & improvement
My study is on the above functions of Human Resource Management of Govt. College.

STATEMENT OF THE PROBLEM:

Sometimes, lack of proper management of Human Resources cause the failure of an organization.
Every Govt.College operate Govt. roles for this all the Govt. College Human Structure is not
same for this Human Practice is not same. Due to the lack of proper Management of Human
Resources. The Govt. Colleges have to face different problem. So, on this problem research can
be conducted.

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SIGNIFICANCE AND RATIONALE OF THE STUDY:
The study on HRM is important because success of any organization largely depends on the
proper functioning of HRM. More over employees of an organization assist in gaining and
maintaining a competitive advantages. HRD of Govt. College can provide attractive polices and
practices that the employee desire which is impotent to increase quality education. This
department can help the organization in designing organizational culture, performance systems
and can helps in making change where necessary. But what they are actually doing for the
proper development in their organization is very important. So this study is quite significant and
rationale.

OBJECTIVES OF THE STUDY:

The primary objective of this study is how to ensure the availability of a competent and willing
workforce and to retain them to an organization. The specific objectives of the study may be
stated as under.
To know the role of HRM for present situation.
To understand how the organization Operate competent employees.
To understand how the organization trains their workforce and employees.
To understand how the organization manages their workforce to bring better out comes.
To understand how HRM of BEXTEX LIMITED (YARN MANUFACTURING
AREA) promote their employees and workers to the higher position.
To understand how and how much remuneration they provide to make the employees
and work forces happy.
To understand how does the company appraise the performance of the
officers and workers.
to measure the HRM efficiency and effectiveness in managing the employees of the
organization.
To know the reason of decreasing ESP in 2008 from 2007 from HRM perspective.

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SCOPE OF THE STUDY
To know the role of HRM of Govt. College This term paper is prepared biasing on training
program. It is not available informative . I think this study will help me enough to gain more
knowledge on HRM.

REVIEW RELATED LITERATURE

There are many writing on HRM. At present it is told that asset make things possible, people
make things happen. HRM thinks that people should be treated as human, rather machine, and
every books and laws tell that using human resource properly is must to attain organization
goal, but it a very critical job. The name of some reviewed related bonks are mentioned in the
reference.

METHODOLOGY OF THE STUDY

The success of the study heavily depends on the systematic methodology of the study. This
study is mainly based on the primary information. My study is here on human resources
management of Govt.College.

SOURCES OF INFORMATION
There are 251 Govt. Colleges in Bangladesh. I am not comparative study.
The term paper has been written help of primary data and information. I do not work on
comparative study for this. I have no need secondary data or information. I am only highlight
human structure of a Govt.College. There are three grade on Govt.College. I work only one
Govt.College for this all similar grade Govt.College human Resource Practice is same. At this
view point I depend only primary information.

LIMITATIONS OF THE STUDY

1. Time limitation: To complete the study the allowable time was not sufficient.
2. Tight schedule of training period.
3. Fear of disc losing: Some times they did not provide required information for Govt. roles.
4. Lack of experience: To make such type report I have no enough experience.

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 MAIN BODY
There are 251 Govt. Colleges in Bangladesh every College human structure is not same Govt.
define all College three categories like as A.B.C. When a College (Hons) Masters Degree
Completed is called A grade College. If a College Include H.S.C level & Hons and Masters.
This College included a grade If they have different HSC level campus. When a College some
subject Hons and pass course and they have no Masters Degree is called B grade. Only HSC
level College is called C grade College.
Different grade College different organogram. My time is very short. For the information I
given a A grade College organogram. Every Govt. A grade College organogram is same. I
present here two types organogram.
Academic Organogram
Principal
Vice-Principal
Associate Professor
Asst. Professor
Lecturer
Demonstrator, Librarian, Physical Instructor

Administrative Organogram
Principal
Vice-Principal
Head Clark/Account Officer
Assistant Clark /Asst. Accounts Officer
Typist
MLSS and other employees

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Govt. Service Rules and Regulations
There are different between Govt. organization and private organization. Every Govt.
organization run by Govt. Rules and Regulation. I have select a govt.College for my study. This
College is a Govt. organization for this it has some Govt. rules & regulation. My time is short &
term paper size is not available. At this stage I can not explain all the rules. My term paper subject
is the Human Resource Practice in Govt. College of Bangladesh. At this viewpoint I will mention
some rules that will related with Human study. I have given bellow some rules.

The Govt. servants (Conduct) Rules-1979.

The Govt. servants (Discipline & Appeal) Rules-1985.
Leave Rules-1959-under this rules there are many leave
(a) Earned leave.
(b) Extra ordinary leave
(c) Special disability leave
(d) Study leave.
(e) Maternity leave.
(f) Leave not due
(g) LPR
(h) Leave without pay
(i) Public & Govt. holiday
(j) Rest & Recreation leave.
(k) The provident fund Act-1925
(l) The General provident fund rules-1979
(m) The public servants (Retirement) Act-1974.
(n) The public servants (Retirement) rules-1975
(o) BCS Recruitment Rules-1981
(p) BCS (Examination & Promotion) Rules 1986
(q) General principles of Seniority.
(r) The Government servant (seniority of Freedom fighters Rules)-1979.
(s) The public servants (Dismissal on conviction) ordinance- 1985
(t) The public employees discipline-ordinance-1982
(u) The official secrets Act-1923.
(v) Delegation of Financial power .
(w) Administrative Tribunals Rules-1982

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 (x) The Bangladesh services (Recreation Allowance) Rules-1979.

HRM Activities of Govt. Colleges

1. Effectively and efficiently operate teaching activities.
2. Operate co curriculum activities.
3. Maintaince of administrative work.
4. Maintaince of academic calendar for educational activities
5. Conduct different social activities.
6. Contribution to the MGT of different natural disasters.

1. Qualification for Appointment:

Unless the Govt. specifically agrees, no person shall be appointed in the service of the
Govt.College.
1. If he or she is found mentally and physically unfit for service by the Govt. rules doctor
or any qualified medical officer approved by the organization.
2. If he/she has been dismissed/ removed or his/her service has been terminated for reason
involving moral turpitude.

2. Probationary Period:
Probation on appointment of a Lecturer shall be 2 years which may be extended at the discretion
of the Government However, If the appointment is on temporary or contract basis this clause will
not be apply.

3. Posting and Transfer

An officer may be required to serve any other concern or associated Colleges, which is under the
management of this company. He or she may be posted or transferred to anywhere in Bangladesh
at the discretion of the Colleges.

4. Observance of Rules
A lecturer shall serve the Govt. according to the best of his or her skill and abilities and abide by
these rules and shall observe, comply and obey all lawful orders and directions, which may from
time to time, issued by the College. Any violation of the same shall be tantamount to misconduct.

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5. Maintenance Secrecy:
An officer shall devote whole time during the office hours and used best endeavor to promote
his duty and interest of the College honestly, faithfully and diligently and shall maintain strike
secrecy of information and documents which, he may receive or obtain in relation to the Colleges
or to work the working of any process or invention which is earned on or used by the Colleges
of information of any incident or any other matter which may come to his/her appointment with
the Govt. roles. Breach of condition will be considered as his misconduct.

6. Resignation:
An officer intending to resign from the service of the College shall serve on the competent
authority on months notice in writing disclosing his or her intention to resign from the service
of the College. However the Colleges at its discretion may waive the period to notice in full or
part.

7. Termination of Service:
The Govt. may terminate the services of a teacher on one month notice in writing or one month
salary in lieu of there off. During the probation period, the authority can terminate the service of
an officer at the time without any notice.

8. Discharge on Medical ground:

An officer in the opinion of the competent authority, is incapable or has ceased to be capable by
reason of infirmity of hind and/or body, the competent authority may discharge him/her a medical
ground.

9. Retirement:
A teacher shall retire from service an attaining the age of fifty seven years provided that the
service in a special case may allow extension in its discretion.

10. Promotion:
Promotion cannot be claimed as a meter of right on the basis of seniority. Depending efficiency,
performance and other consideration of a teacher the College, at its sole discretion based and its
needs shall decide the promotion to a higher grade or post.

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11. Salary and Benefits:
Government shall determine salary of a teacher and employee.
11.01: Subject to the above the salary and benefits shall be governed by the compensation plan
of the Government, which may be revised from time to time at the desecration of the
Government.

12. Bonus/Gratuity, Provident fund, Group Insurance of any other facility may be given,
introduced by the Government from time to time at its sole discretion. The rules and regulations
of that scheme/plan will be binding on all affairs as and when any of the afford-said facility is
introduced.

13. Increment:
Government will pay increment by service rules.
13.01: Government may stop or withhold the increment of any officer for a particular year
without assigning any reason. Performance and achievements of an officer shall be appraised
at least once in a year/or as prescribed by the competent authority from time to time.

14. Travelling Expenses:

Traveling expenses for any officials work, shall be paid by the Government at actual if and when
countersigned by the competent authoring who shall be responsible for verification that
reasonable expenses are incurred.

15. General Rules for Leave:

All applications for leave shall be submitted for approval to the service rules of Government
prescribe leave form. The competent authority must approve leave.

16. An officer shall not remain absent himself from his/her duty without obtaining prior
sanction of leave nor overstay the period of any leave sanctioned to him/her without having
prior permission from the competent authority. Any violation of the same shall tantamount to
misconduct.

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17. Leave cannot be claimed in a matter of right. When experiences of services so require, the
competent authority may at its discretion decline leave of any kind and may also require an officer
to resume duties before expiry of the leave already sanctioned for him/her.
18. All leave excepting accumulated earned leave standing to the credit of an officer shall be
automatically lapsed.

19. Subject to fulfilling the necessary conditions the following types of leave may be
available to the officers:
Casual Leave
Medical Leave
Earned Leave
Maternity Leaves.
Extra Ordinary Leaves.
20. Casual leave not more than 20 days in a calendar year may be granted to an officer
provided that:
1. Not more than 5 days leave can be taken at a time without prior permission from the
competent authority.
2. Any unavailed casual leave during the calendar year will not be carried forward to the next
year.

21. Maternity Leave

Maternity leave for female officers may be granted for a period not exceeding four months at a
time, provided that maternity leave shall be granted only twice during the entire period of service
of a female officer with the company.

22. Extra ordinary leave can only be granted to an officer with or without pay when no
other leave is available to him.

Misconduct
Without prejudice to other provision contained in these rules the following acts and omission can
also be as misconduct and an officer shall be liable to be dismissed from the service or lesser
punishment may be given if he/she is found guilty in the opinion of the competent authorities.
1. Insubordination or disobedience to any lawful or responsible order of the supplier.
2. Theft, fraud or dishonesty in connection with the Government properties.

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 3. Damage to or loss of Government Property.
4. Habitual late attendance, habitual leaving early or returning late.
5. Absence from duty without prior permission.
6. Drunkenness, gambling, riotous, disorderly or indecent behavior while on duty.
7. Sleeping while on duty.
8. Striking, picketing, inciting others to abstain from work or aqitition in any form and manner
within or outside office premises or at place where it is lawfully prohibited.
9. Distribution, exhibition within officer premises of any paper, hand bills, pamphlets or
posters without prior approval of the competent authority.
10. Repeated act of in discipline.
11. Unauthorized used or misuse of Govt. properties.
12. Habitual negligence of duty or neglect of work.
13. Breach of rules, regulation. Standing orders or instruction of the Government.
14. Attending officer unconventionally attired.
15. Any other behavior or act which in the opinion of the competent authority constitutes
misconduct.
16. Any special condition of service mentioned in the letter of appointment would be binding
on the particular officer in addition to those mentioned in these service rules.
17. In case of doubt or any matter, which is not covered by these rules, the decision of the
board of directors or the managing director shall be final and binding.

Performance Appraisal (ACR)

Performance appraisal of the workers of this organization is well organized. Workers are
appraised yearly basis. This organization has identified their own way to appraise the
performance of the workers. Different departments are involved to appraise them because they
have identified some criteria on which they appraise the performance where different criteria are
appraised by different departments. And the sum total values identify that how the workers are,
which indicate that which workers will get promotion and which workers will get only increment.

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 Punishment procedures of workers for different causes:
Workers of the organization are punished for different causes. In other word it can be said that
when they employ themselves any unlawful work against factorys regulation, they are
punished. How ever the organization punishes the workers for doing of the following works.

1. Irregular attendance: When a worker become irregular in attending to the work, he will be
punished for these. In this case when any one remains absent 2 or 3 days frequently, It will be
treated as his habitual behavior. For this the person must be punished.
2. Late attendance: Some workers may have bad habit of attending the work late. For this they
will be punished.
3. Early leave: In worker leaves his work place without the permission of the concern authority,
he will be punished for doing that.
4. And finally: The worker will be punished for any of unlawful works.

The punishment procedure will be as follows:

Punishment for unlawful work:
When the workers employ themselves in unlawful work. Some one responsible officer or
supervisor will inform it to the management in written form. For this, inquiry will be done. At
the inquiry period the concerned workers may be suspended, but it should not exceed more than
60 days. But for exceptional case time may be expanded but salary will be paid. This salary will
include half of the basic salary with other benefits in full payment. After inquiry if the worker
proves as a guilty person, he will be suspended. If he is not found guilty person, he will not be
suspended. If he is not found guilty, his suspension period will be treated as duty period, and will
get full wages and salary.

The actions must follow the following procedures:

A written statement must be submitted to the authority, which will be approved by head of the
project for legal action. Then a charge sheet should be issued to the accused person and he will
be given at least 3 days times for hearing.
He should be in under inquiry by a domestic inquiry committee. The committee will make a
report. Then decision is made for the accused person.

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Against this decision, the accused person may appeal within 15 days. Finally, the authority will
inform the accused person against his appeal what decision has been taken, then the accused
person may go for court.
FINDINGS AND RECOMMENDATIONS
Findings :
A Govt.College can not advertise for recruit new people. College send list of demand able
Human to higher Authority. Higher Authority select HumanCollege only select some
3rd & 4th class employees appointed Adhoc. Any employee can move one Govt.College to
another College any where in Bangladesh. Every same level employee earn same opportunity
according to service rules. As service rules all employee go to retirement 57 years. There are
some classes employees in a Govt.College.

Recommendations
I have done this work on a Govt. College Human Resource structure. Every Govt. organization
operate by Govt. rules & regulation. For this any Govt. organization can not apply any own
interest rules. Every rules in good for a proper way. Our country we see some rules can not
apply proper way for Govt. organization can not run proper way. There are many reasons for
this. Same Grade Govt. College Human Structure is not same. For this many problem has
created different College. If Govt. will utilize all rules & regulation proper way most of the
critical problem about Human Resources will solve.

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 Conclusion :
Prepare a Term paper is a Significant and compulsory task for this training. Every cadre officer
should have sufficient knowledge on how to make a research proposal. I am trying to best do this
work properly my selected topic is Human Resource practice in Govt. College of
Bd. Bangladesh Govt. is trying to gear up the education system of Govt.College. But lack of
financial facilities and proper Human Resource Practice. It is not possible. Present Govt.
emphasize to developed the education system, Govt. has taken different kind of steps
to moderate the education system. To gear up the education without proper utilized of Human
Resource. At the end I will say better Human Resource Management for better Education.

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 HRM Practices in Pubali Bank Limited

Introduction
Early banking system served mainly as depositors for funds, while the more modern system has
considered the supplying of credit their main purpose. A bank not only accepts money or
deposits, but also lends money and creates its own credit; Crowther (2009, Bank Foundation, 5th
edition) has defined a bank as a dealer in debts- his own and of other people.
Banks are financial institutions or financial intermediary that collect fund from people as deposit
and lend this fund as loans and advances to the borrowers in different sectors of the economy
against interest for certain period. Banks play a very important role in both national and
international trade.
In Bangladesh, there are government Banks, Private Banks and foreign Banks. The Pubali Bank
Limited is one of the leading private sector commercial bank in Bangladesh.

Statement of the Problem

This report is an internship report prepared as a requirement for the conclusion of the BBA
Program. As per requirement of BBA program of International Islamic University of Chittagong,
Dhaka Campus of department of Business Administration, after completion of 131 credits a
student has to complete a 12 weeks internship program. The primary goal of internship is to
provide an on the job exposure to the students and an opportunity for translation of theoretical
conceptions in real life situation. After the completion of BBA program, I was placed in Pubali
Bank Limited for the internship program under the guidance of my faculty advisor Afroza Bulbul.
For successful finishing of my BBA program, I needed to submit this report, which would include
an overview of the organization I was attached with and elaboration of the project I was supposed
to conduct during the internship period. I was placed in the Shatmosjid Road Branch, under the
direct supervision of Md. Shahajad Hossain, Assistant General Manager of Pubali Bank Limited.

Objectives of the report

The main objective of this report is to find out the practices of HRD in Pubali Bank Limited. To
achieve the main objective other supportive objectives are as follows:
1. To asses the recruitment and selection procedure of the bank.
2. To asses the training and development procedure of the bank.
3. To know the compensation and benefit procedure of the bank.

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4. To learn the maintenance procedure of the bank.

Methodology
Data Collection Technique:
The report has been prepared on the basis of the experience gained during the one third period of
the internship. The important features of the report are the use of mainly primary data. The data
was collected from sources:
Primary Source
1. Personal observation.
2. Interview with the employees of HR Department through questionnaires.
Secondary source:
1 Salary statements of The Pubali Bank Limited.
2 Website of the bank.

Scope of the Study

The report will mainly focus on the basis of the steps taken by The Pubali Bank Limited for its
Human Resource Development. It will also focus on their employee perception of their
organizations.
After studying that whole report anyone can learn and get understand about The Pubali Bank
Limited HR development level. And how they can help further their employee development.

Limitation of the Study

The study has suffered from a number of barriers:
1. Time was major limitation or factor while preparing the report. The report had to be prepared
in three weeks of the internship period.
2. Most of the employees are not very willing to give the answers of the questionnaire. They
take it as threat for their job.
3. The employees were afraid of providing the correct answer due to the lack of confidentiality.
4. Some of the respondents copied the answers from the other respondents.

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 ORGANIZATIONAL OVERVIEW
PUBALI BANK LIMITED is the largest Commercial Bank in Private Sector in Bangladesh. It
provides mass banking services to the customers through its branch network all over the country.
This Bank has been playing a vital role in socio-economic, industrial and agricultural
development as well as in the overall economic development of the country since its inception
through savings mobilization and investment of funds. During the last 5 years the growth rate of
banks earnings is more than 25% on average.

The making of Pubali Bank Limited

The Bank was initially emerged in the Banking scenario of the then East Pakistan as Eastern
Mercantile Bank Limited at the initiative of some Bangalee entrepreneurs in the year 1959 under
Bank Companies Act 1913 . After independence of Bangladesh in 1972 this Bank was
nationalized as per policy of the Government and renamed as Pubali Bank. Subsequently due to
changed circumstances this Bank was denationalized in the year 1983 as a private bank and
renamed as Pubali Bank Limited. The Government of the Peoples Republic of Bangladesh
handed over all assets and liabilities of the then Pubali Bank to the Pubali Bank Limited. Since
then Pubali Bank Limited has been rendering all sorts of Commercial Banking services as the
largest bank in private sector through its branch network all over the country.

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 Corporate Mission and Vision

Mission Statement
To constantly seek to better serve our Customers.
Be pro-active in fulfilling our Social Responsibilities
To review all business lines regularly and develop the Best Practices in the industry
Working environment to be supportive of Teamwork, enabling the Employees to perform to
the very best of their abilities.

Vision Statement
Economic advancement in traditional way.

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PUBALI BANKS ORGANOGRAM

Chairman

Board of Directors

Managing Director

Additional Managing Director

Deputy Managing Directors

General Manager

Deputy General Manager

Assistant General Manager

Senior Principle Officer

Principle Officer

Senior Officer

Officer

Junior Officer

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 Corporate Information

Board of Directors:

CHAIRMAN
Mr. Hafiz Ahmed Majumder MP
VICE CHAIRMAN
Mr, Habibur Rahman
Directors
Mr. Moniruddin Ahmed
Mr. SK. Wahidur Rahman
Mr. Monzurur Rahman
Mr. Sayed Moazzem Hussain
Mr. Mohammmed Yaqub
Mr. Ahmed Shafi Chowdhury
Mr. Muhammad Faizur Rahman
Mr. Fahim Ahmed Faruqk Chowdhury
Mrs. Rumana Sharif
Mr. Mustafa Shahriar Ahmed
Mr. Musa Ahmed
Independent Director:
Mr. Khurshid-ul-Alam
Managing Director & CEO
Mr. Helal Ahmed Chowdhury

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 Division of Head office
Establishment Division
Law Division
International Division
Credit Division
Credit Monitoring & Recovery Division
Consumers Credit Division
Audit Division
Central Accounts Division
Information Technology Division
Lease Financing Division
Internal Control & Compliance Division
General Services and Development Division

Service of the Professional Personal

The officers of Pubali Bank limited have to their credit, decades of banking experience with
national international banks at home and abroad. They are suitably equipped to meet customer
expectations and are available at all times to provide a single-window customized and
confidential service.

A State-Of-The-Art Technology Banking

The Bank will provide a state-of-the-art technology banking such as Any Branch Banking, ATM
Services, Home-Banking, Tele-Banking, Mobile-Banking etc.

Retail Banking
Bank limited offers individuals the best services, including the following, to provide complete
customer satisfaction:
Deposit services.
Current Account in both Taka and major foreign currencies.
Convertible Taka Accounts.
Local and foreign currency remittances.
Various types of financing to cater to the banking requirements of multinational clients.

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Institutional lBanking
Pubali Bank Limited will offer various services to foreign missions, NGOs and voluntary
organizations, consultants, airlines, shipping lines, contractors, schools, colleges and universities.
The services include mainly the following:
Deposit services.
Current Account in both Taka and major foreign currencies.
Convertible Taka Accounts.
Local and foreign currency remittances.
Various types of financing to cater to the banking requirements of multinational clients.

Corporate Banking
Pubali Bank Limited caters to the needs of the corporate clients and provides a comprehensive
range of financial services, which include:
Corporate Deposit Accounts.
Project & Infrastructure Development Finance, Syndicated Finance, Linkage Finance,
Investment Business Counseling, Working Capital and other finances.
Bonds and Guarantees.

Commercial Banking
Being a commercial bank, Pubali Bank Limited provides comprehensive banking services to all
types of commercial concerns. Some of the services are:
Trade Finance.
Commodity Finance.
Issuance of Import L/Cs.
Advising and confirming Export L/Cs. Bonds and Guarantees.
Investment advice.

Online Banking
Pubali Bank limited offers Any branch banking service (to limited scale) that facilitates its
customers to deposit, withdraw and transfer funds through the counters of any of its branches
within the country.

Islamic Banking Services

Pubali Bank Limited will open Islamic Banking Window as first initiation to serve the customers
who are interested in banking based on Islamic Shariah.

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Farm and Off-Farm Credits (Rural)
Out of Banks social commitment towards the population at the grass-root level, it will participate
in farm and off-farm credit programmers in rural Bangladesh to bring in economic buoyancy in
the periphery.

Other Services
Remit funds from one place to another through DD, TT and MT etc.
Conduct all kinds of foreign exchange business including issance of L/C, Travellers Cheque
etc
Collect Cheques, Bills, Dividends, Interest on Securities and issue Pay Orders, etc.
Act as referee for customers.
Locker facility for safe keeping of valuables and documents.

Consumer Banking
The Bank continued to offer loans under Consumer Credit Scheme to the fixed income group to
enable borrowers to acquire consumer products such as household appliances, office equipment,
motor vehicles, mobile phone etc. With the expansion of the branch network, both in Urban and
Rural areas, the Bank is now better positioned to create and deliver new services and products to
its retail customers.

Branch Network
The Bank has established a wide network of branches in urban and rural areas totaling 410. Pubali
Bank Limited is the largest Commercial Bank in Private Sector in Bangladesh. It provides mass
banking services to the customers through its branch network all over the country.

BRIEF OF SATMOSJID ROAD BRANCH:

Satmosjid Road Branch situated at Dhanmondi, Dhaka. It is an avijat area. so the importance of
the branch is vital. All types of services what pubali bank ltd produces are given from the branch.
various types of deposit accounts like as saving account, STD, FDR, PSP, SSP ETC. For
businessman the current account is very much useful. Various types of loans and advances are
given from here. Cash credit, car loan, house building loan, doctors loan, Probashi loan and
more other types of CLS are given from here.

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 PRACTICES OF HR DEVELOPMENT

PROCEDURES FOR HR DEVELOPMENT OF PUBALI BANK LIMITED

Conducting job analysis(determining the nature of each job)
Planning staff needs & recruiting
Selecting job candidates
Orienting & training new employees
Compensating employees
Providing incentives & benefits
Appraising performance(interviewing, counseling, disciplining)
Developing employees
Building employee commitment

1. JOB ANALYSIS :
Job analysis produces information used for writing job description (a list of what the
job entails) and job specification (what kind of people to hire for the job).

JOB ANALYSIS COLLECTS SUCH KIND OF INFORMATION:

Work activities : collect information on jobs actual work activities, such as account
opening, dealing with cash etc. This may include how, why and when the employee performs
each activity.
Human behaviors: Collect information about human behavior like sensing, communicating
and deciding and about job demands such as punctual, efficient in calculation.
Performance standards: Information about jobs performance standards in terms of quality
levels.
Job context: Information about work schedule, the number of people with whom the
employee would interact.
Human requirements: Include information regarding job related knowledge or skills like
education, work experience, personality, interests etc.
METHODS OF COLLECTING JOB ANALYSIS INFORMATION:
There are various ways to collect information. In practice one can use any of them or can
combine the techniques that best fit. Conducting job analysis usually involves a joint effort by
an HR specialist ,the employee & immediate senior .
Interviews, questionnaires, observations and diary logs are the most popular methods for
gathering job analysis data. They all provide realistic information about incumbent.
Pubali Bank Limited often follows interviews and observation methods for their job analysis.

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 2. PLANNING STAFF NEEDS & RECRUITING:
Pubali Bank Limited has about four hundred ten branches in Bangladesh. And about five
thousand employee works there. Every year the bank gives about one hundred and fifty people
employment. This number varies from year to year. The bank takes all kind of recruiting tests
through BIBA and IBA. After job analysis Pubali Bank plans for recruiting. They circular forms
and after completing the forms, candidates have to give examination in BIBA or IBA. After
written test most applicants will be screen out. Managers of different levels and experienced
specialists take interview to make final choice. The interviewers may take many types of tests.
An interview is a procedure designed to obtain information from a person through oral
responses to oral inquiries. The interview is by far the most widely used personnel selection
procedure. Interviewing is an indispensable management tool. Experts have criticized the
interview for its low validity. However, recent reviews have been more favorable, and an
interview at least one done properly can be a much better predictor of performance then
previously thought and is comparable with many other selection techniques. Pubali bank makes
both structured and unstructured questionnaires. Here employees are tested and selected so that
the bank can hire the right people. Preliminary the candidate is selected for one year which is
known as probationary period. After one year if the candidate is able to satisfy the authority
then they will select him/her permanently.

RULES OF APPOINTMENT OF DIRECTORS

Bangladesh Bank, being empowered by section 120 of Banking Companies Act, 1991 (Act No.
14 of 1991), formulated and promulgated following Rule for the fulfillment of section 15(5) of
the same act. The Rule may be called Appointment of Directors from the Depositors of the
Banking Companies, Rule, 2008. While appointing directors from the depositors of banking
companies under section 15(5) of Banking Companies Act, 1991 by Bangladesh Bank,
procedures as stated bellow should be followed:

i. Fit and Proper:-

(a) Person concerned must be a depositor of the bank company. During the time of holding the
post of director, he must maintain his deposit with the concerned bank.
(b) He must at least have a bachelor degree from any recognized university. He must be
prominent in his profession. Depositors having higher educational qualification in Economics,
Trade, Business Administration, etc. or having professional experience in Industrial Business
shall be given priority at the time of appointing as director.

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(c) He shall not be a director, officer/staff or advisor of any bank company, financial institution,
insurance company or stock exchange.
(d) He, himself or including his family members, shall not hold share more than 1% of paid-up
capital of the concerned bank company.
(e) He shall not have any business or any pecuniary relationship with the concerned bank
company except maintaining deposit or holding of share not more than 1% of paid up capital of
the bank.
(f) The person who was salaried staff or held an office of profit or was a director of the bank shall
not be selected as director from depositors. Law advisors and external auditors of the bank also
shall not be selected as director from depositors.
(g) He shall not be a member of the family of any director of the concerned bank or shall not
have any involvement with the organization owned/conducted by the director of the bank any
directors owned/executed organization
(h) He shall not be engaged with any political party.
(i) He shall not be a loan, tax or bill defaulter.

3. ORIENTING AND TRAINING:

ORIENTATION:
Orientation is a procedure for providing new employees with basic background information
about the firm. Recruiting and selecting high potential employees doesnt mean that they will
perform effectively. Without basic information employees may make time consuming and
dangerous errors.
Pubali Banks Orientation holds seven days long program. Banks high executives provide basic
information through their lecture. Usually they perform the first part of the orientation, by
explaining basic matters like working hours and vacations. Then the new employees are
introduced to their colleagues, familiarizing with the workplace and get help to reduce first day
jitters. The orientation typically includes information on employee benefits, personnel policies,
daily routine, company organization and operations, and safety measures and regulations.
Orientation makes the new employees feel welcome and at ease.

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THE TRAINING PROCESS OF PUBALI BANK
In the starting point provide a birds eye view of the material to show the overall picture.
Use a variety of familiar examples.
Use organized information in logical and meaningful units.
Use familiar terms and concepts.
Use as many visual aids as possible.
Provide adequate practice. Because people learn best by doing at their own pace.
Identify each features of the steps of process.
Maximize the similarity between training situation and work situation.
The schedule is very important. Because full day training is not as effective as half day.
At every level of the job employees get training. The high officials and specialists run the
training program in the training institute.

4. COMPENSATING EMPLOYEES:

COMPENSATION:
All forms of pay or rewards going to employees and arising from their employment is employee
compensation. It has two main components,
Direct financial payments: pay in the forms of wages, salaries , incentives, commissions, and
bonuses.
Indirect financial payments: pay in the form of financial benefits such as loan.
A salary survey aimed at determining prevailing wage rates. A good salary survey provides
specific wage rates for specific jobs. The fundamental compensable elements of a job are skills,
effort, responsibility and working conditions.
An evaluation committee performs these tasks of identifying key jobs and selecting compensable
factors.
Pubali Banks employers salary increment increases after every specific period of time.

5. PROVIDING INCENTIVES & BENEFITS:

There is nothing new about using incentives to motivate employers. Indirect financial benefits
are included in incentives and benefits. That means indirect financial and non-financial payments
employees receive for continuing their employment with the organization. Receiving these
benefits depends upon the working condition of the employee. Pubali Bank gives scholarship
opportunity, loans, medical facilities, etc. Incentives and benefits offered by Pubali Bank:
An employee welfare fund to give financial support to the employees at their argent need.
Scholarship for spouse or children on brilliant result.

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 Housebuilding loan, loan for vehicles or any other reason.
Medical allowances for employee and his family members.
Mandatory leave of 15 days in a year.
Well furnished office room with AC, clean toilets.
Publication of private matters.

6. APPRAISING PERFORMANCE:
Evaluating an employees current and past performance relative to his or her performance
standards. All companies have some formal or informal means of appraising their employees
performance. Performance appraisal assumes that the employee understood what his or her
performance standards are and the supervisor also provides the employee with the feedback,
development and incentives required to help the person to continue above .
In Pubali Bank performance appraisal is done yearly by Annual Confidential Report. Employees
have to fill up a form and the manager will give score on the performance of each employee.
Branch manager and regional manager will also give complements about the employees. All
these reports goes to the Head Office, Human Resource Division. Decisions of promotion and
annual increment depend upon this ACR.

7. EMPLOYEE RELATIONS:
Employee relations include ethics and fair treatment at work, HR role in fostering improved
workplace ethics, employee discipline and privacy and managing dismissals. The manner in
which managers conduct their interpersonal dealings with employees. Ethics, fair treatment and
justice should be there in the organization. Managing human resource need to hire or fire one,
promote or demote one, pay one more or one less and settle ones grievances, so management has
to be carefull about this matters.
Pubali Banks HR Management also takes those matters carefully. They have employee privacy
, discpline without punishment, manage dismssals by rules.
Discipline without punishment:
Issue an oral reminder for indisciplinary actions
Increment is stopped for specific time
In bigger cases employee will be sued and
Charge sheet will be given.
Ground of dismissal:
Unauthorized absenteeism

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 In any incident of rule breaking
Any incident of theft, with proves
Flat out disobedience
Disregard of reasonable instructions

8. EMPLOYEE COMMITMENT:
Employees are oriented, trained and commited not to leave the bank before five years. They sign
a bond by promising this.

FINDINGS OF THE STUDY

Human resources management involves several processes. Together they are supposed to achieve
the above mentioned goals. These processes can be performed in an HR Department. When
effectively integrated they provide significant economic benefit to the company.
Work force planning
Recruitment
Induction and orientation
Skill management
Training and development
Personnel administration
Compensation
Time management
Performance appraisal

The benefits of employee training:

How training benefits the organization
Leads to improved profitability
Improve the moral of the work force
Fosters authenticity, openness and trust
Aids in organizational development
Helps prepare guidelines for work
Organization gets more effective decision making and problem solving skills
Develops the employees sense of responsibility to the organization
Eliminates suboptimal behavior
Aids in improving organizational communication

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Weaknesses of HRM
Pay is a key element in the management of people. Pubali bank should have to be more conscious
about the compensation and allowances. It seems that the employees are very dissatisfied with
their salary and other allowances.
Pubali Bank also should give attention to the official decoration, which should be always up to
date. Employees are motivated to be more attentive in their works by a good official environment.

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 Recommendation
Consumer banking industry has been treated as a prospective financial sector in Bangladesh.
More and more banks and non bank financial companies are entering in the industry. The industry
became so attractive that bank like Pubali Bank Limited has entered the market and wants to lead
the market. However, the entrance has brought revolutionary changes in banking services. They
are helping people to get loans and investing money into diversified portfolios. Sophisticated
services like ATM, phone banking etc. has been brought by this new generation banking.
Pubali Bank is such an organized bank that there are very few things to recommend them. There
are a number of renowned bankers in every division who are consciously working to improve
the service quality. Nevertheless, some of the recommendations for better performance the bank:
Should modify official decoration
Should emphasize on increase compensation
Should increase allowances
Should be more concentrate on job analysis
Should make more effective the Performance appraisal procedure

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 CONCLUSION

Now a day business does not mean just selling and purchasing the products or services. This is
very important to conduct the business in an organized and effective manner. Now questions
arise that how we can make this business process effective. Advertising can be a bigger solution
in this sector. More than that maintaining a satisfactory level of customer satisfaction might make
the whole selling process a lot more progressive. As we all know in the business world things
move on the will of impression. Pubali Bank Limited is one of the best leading banks and it is
the duty of this bank to hold that same image and continue with the business. To enrich and
maintain a better reputation is the only solution to make a business more progressive. Pubali
Bank Limited definitely satisfies their customers and to maintain this scenario in a more efficient
and prospective manner the bank can surely accept this project in a cordial manner

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 HRM PROCESS OF BANGLADESH ARMY
Introducton:
Recruitment is the process of having the right person, in the right place, at the right time. It is
crucial to organisational performance. (CIPD recruitment factsheet, March 2012). Recruitment,
whether this is from external or internal sources, is a critical part for any organization. In many
ways, it's one of the most important "investment decisions" someone can make. Recruiting people
who are right for the organisation means stronger teams, higher performance and lower turnover
as motivated employees are less likely to leave. Getting the right people is good for the
organisation and good for the person. Bangladesh Army is organized in bureaucratic model of
organization (German sociologist Max Webbers Theory) structured in number of layers in the
hierarchy. Officers in Bangladesh Army is trained and developed to take any responsibility up in
the hierarchy during the course of his entire carrier with frequent posting after several years. As
such, no particular job description and job skill holds good for a particular vacancy that can be
tested during selection process. However, a candidates aptitude and personality pattern is more
important to be predicted during the selection process to justify his suitability for taking the
training to reduce wastage and subsequent carrier development. Thus, Bangladesh Army has
applied a selection procedure which can be traced back to British and German Army.

Overview of Recruitment Process of Bangladesh Army

The selection process of an army officer is very sophisticated. But the good thing about it is, there
is no fixed number of seats. It has four stages or steps.
1. First Step: Preliminary Examination (Prelim)
This is the very first process of elimination/selection. Preliminary has two parts: a. Preliminary
medical checkup b. Preliminary viva.
2. Second Step: Written Examination
There are four subjects in this written exam: Bangla, English, Mathematics, General Knowledge.
Each subject is worth 50 numbers and one has to get 20 on each subject to pass the exam.
3. Third Step: Inter Services Selection Board Examination
After passing the written examinations you will be allowed to face the Inter Services Selection
Board or ISSB. This exam is designed to figure you out.

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4. Fourth Step: Final Medical Checkup
Criterion for An Applicant:
An organization must be knowledge based in order to provide leadership and contribute to the
society, In this regard, a candidate has to achieve minimum GPA 5.00 in both SSC and HSC, age
limit has to be within 21 years to enable him to undergo extreme hardship to achieve desired
physical standard. On the other hand, he has to be psychically fit and posses average height of 5-
4 for applying as an officer of Bangladesh Army.
Initial Screening:
. Initial screening is done through primary selection interview and medical test by regional/ local
selection board. Then the candidate is sent to ISSB for detail selection test.
a. Preliminary interview.
b. Medical test.

Selection Procedure at ISSB

. ISSB carries out selection procedure of a candidate for four days. On the first day another
screening in done based on aptitude test.

Detail Screening
. At the outset a candidate is presented with different sets of IQ for testing individuals basic
intelligence ratings. Basing on this rating a candidate is boarded on for the final selection process,
where he is examined from three different dimensions. The basic aptitude is the focus of this
screening. The tests can be summarized as follows: 1. Aptitude test. 2. Basic intelligence ratings.

Dimensions of selection
. There are three different dimensions through which candidates pass through to determine the
personality patterns. The dimensions are Basic grooming, performance in a group and psychology.

Psychology Dimension
. A candidate is presented with exhaustive visual and psychological tools to look for his thinking
patterns and beliefs basing on the environment he has come across. It is to be focused that
psychologists do not have direct interaction with the candidate in this test. The indirect interactions
through his write up in response to audio-video and written tools determine his psychological
pattern and the beliefs an individual possess. Actually candidate projects himself and his
surroundings in selection to his basic intelligence and aptitude. Side by side he gives a way to the

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method of his interception and interpretation of a situation and behavior in the circumstances. He
also ponders on his interpersonal, informational role in a given situation important to play a
leadership role.

Group Behavior Dimension.

The psychology test determines a candidates belief where as group behavior test is the opportunity
to display his attributes according to his beliefs. Candidates are divided into homogeneous groups
where his ability in a group is displayed. The leadership ability and diagnostic ability to a crisis
situation of a candidate can be measured. Mental ability of a candidate and his ability to apply on
ground are the focus of this test. The physical ability of a candidate is also measured by a separate
test.

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 Basic Grooming Dimension.
A person who is groomed well by parents, school and surroundings may remain composed and is
likely to maintain emotional stability free from complex. In order to ascertain his grooming,
intimate interview is carried out where no particular question is predetermined. It is the candidates
feeling that creates the question. At times, conflicting situations are presented to him to conform
to his grooming and physical display of his problem solving approach. The interview is aimed at
finding out his genuineness and originality. Basic integrity in question of an individual is of utmost
priority. The interview session is boundary less and cannot be limited to an arena of examiners
choice. Candidates grooming and his present concern are of utmost importance irrespective of
whether he is a job seeker or wants to adopt a life style.

Final Medical Examination.

Within the four days of ISSB tests, detail medical examination is also carried out ranging from
blood sample test to skin and x-ray tests. Acute problems which are likely to affect training are not
entertained. Candidates who are selected by all the dimensions and found medically fit are selected
to undergo training in the academy.

Verification of Qualifiaction and Candidate Authenticity

Before joining in BMA for training, final security clearance and other necessary verification are
carried out by concern intelligence organization.

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 Training at Academy.
The training encompasses character building, leadership exercise, physical ability and mostly
training on subjects of military interest required to provide service as a novice officer in the unit.
During this period each potential officer has to undertake graduation in few discipline like
engineering, administrator (CSE, MBA) etc for three years under BUP.

Post Commission Training and Development.

On being commissioned, an officer has to update his knowledge regularly to hold greater
responsibility continuously. In general an officer has to undergo following training in his career:
1. Training on basic arms, ammunition.
2. Basic commando training.
3. Basic training of individuals arms and services.
4. Junior command and staff course.
5. Mid level officers specialization training.
6. Mid level officers utility course.
7. Command and Staff course.
8. War course.
9. National Defense course.
10. National and regional security course.

Improvement in recruitment Process

With the change of duration in cadet training in BMA, selection procedure may be revitalize once
again. Selecting right candidate for right place is a challenge for this kind of extraneous hardship
job. Its not only educational qualification, rather mental robustness, agility to withstand extreme
stress condition mostly required for military job.

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 Conclusion
The focus of recruitment and selection is to match the capabilities of prospective candidates against
the demands and rewards inherent in a given job. For this reason, Bangladesh Army devotes
considerable resources and energy to creating high quality selection systems. Recruitment and
selection process are important practices for human resource management, and are crucial in
affecting organizational success. The quality of new recruits depends upon an organization's
recruitment practices, and that the relative effectiveness of the selection phase is inherently
dependent upon the caliber of candidates attracted. From the analysis, recruitment and selection is
of prime importance to Bangladesh Army in order to get the best of employees, however, it faces
lots of challenges in its quest to recruit its workforce. Recruitment and selection of employees to
a greater extent determines the performance of an institution and it is of great importance if
institutions want to achieve their goals.

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