Assignment on Impact of HRM practice on job satisfaction and firms productivity in -

Standard Chartered Bank, Mutual Trust Bank and EXIM bank

Course Name: Strategic Human Resource Management Course Code: HRM 416 Assignment No- 02 Section-

Submitted To:

Md. Atiqur Rahman Sarker Lecturer, Department of Business Administration

Submitted By:
Name: Md. Fazlur Rahman Khan Shipra Rani Roy Tasneem Ashraf Nazim Sharif Tonmoy ID: 2009-2-10-148 2009-2-10-315 2009-2-10-037 2009-2-10-295

Date of Submission: 01-11-2011

LETTER OF TRANSMITTAL

1st November 2011

Md. Atiqur Rahman Sarker Lecturer, Department of Business Administration East West University Dear Sir: We are very pleased to submit this assignment on Impact of HRM practice on job satisfaction and firms productivity in private commercial banking sector of Bangladesh, as you have authorized us in this semester. We are honored to prepare this paper under your guidance since it gave us the opportunity to know and learn more about private commercial banking sector. We tried our level best to accumulate the information for you as comprehensive as possible. We will be obliged to provide further clarification on this report whenever necessary. Sincerely Yours: Md. Fazlur Rahman Khan ____________ Tasneem Ashraf ____________ Shipra Rani Roy ____________ Nazim Shari Tonmoy ____________ ID # 2009-2-10-148 ID # 2009-2-10-037 ID # 2009-2-10-315 ID # 2009-2-10-295 -

ACKNOWLEDGEMENT
First of all we would like to show our gratitude to Allah. Thereafter we would like to express our thankfulness and indebtedness to our honorable faculty, Md. Atiqur Rahman Sarker, lecturer, Department of Business Administration, East West University (EWU). With his inexhaustible guidance, valuable advice, continuous inspiration, constructive criticism and generosity she helped us to carry out this report successfully. We would also like to express our gratitude to the website that helped us to gather all the necessary information. Finally, we would like to thank to all group members that directly or indirectly helped us to provide and accumulate all the necessary information for the accomplishment of this assignment.

Executive Summery

The banking industry in Bangladesh has flourished over the years, making double-digit profit percentages, sustaining growth and surviving cut-throat competition while providing attractive returns to shareholders. Human Resource Management is the process of developing, applying and evaluating policies, procedures, methods and programs relating to the individual in the organization. Effective human resource practices relate to company performance by contributing to employee and customer satisfaction, innovation, productivity, and development of a favorable reputation of the firm in the industry. The assignment has been undertaken to assess the Strategic Human Resource Management practices on job satisfaction and firms productivity of Standard Chartered Bank, Mutual Trust Bank and Exim Bank ltd with the prime focus at formulation of strategies and tactics and how it contributes in implementing the strategies and the overall performance with implementation of HRM. We have visited all three banks and collected information from each banks through formal meeting, we also collect information via each of their website. We try to emphasize mostly on job satisfaction and its productivity with the help of HRM. We have executed 3 commercial bank- Standard Chartered Bank, Mutual Trust Bank and EXIM Bank and collect data that are related with the HR practice and its overall impact on firms productivity. We have go through different HR practice and its usefulness and pitfalls that are followed by these 3 Banks. We develop a questioner to make our assignment more relevant. This assignment taught us how to deal with organization employees with the help of HRM.

Table of Contents

Introduction Methodology & literature review HR activities & introduction of Standard Chartered Bank Operational strategies and operational plan Planning & forecasting, Recruiting & selection Training & development Training program Workforce Analysis Compensation & reward Motivation and incentive system Mutual Trust Bank Company Information HR practice of MTB

1 2 3

5-6

7 8 9 10-11 12 13 14 15

Training &SME Banking Mutual Trust EXIM Bank Mission & Vision Social Services HR unit and their responsibilities Performance Evaluation Recommendation Conclusion Bibliography Attachments

16 17 18 19 20 21 22 23 24 25 26-27

Introduction:

The effective performance of an organization depends not only on the available technical resources, but also on the quality and competence of its employees as required by the organization from time to time. The difference in the level of performance of two organizations depends on utilization value of employees. Moreover, the efficiency of production process and various areas of management depend to a greater extent on the level of quality employee retention and development. The term human resources refer to the knowledge, skills, creative abilities, talents, aptitude, values and beliefs of an organizations work force. The more important aspects of human resources are aptitude, values, attitudes and beliefs. In terms of Banking Industry, only a few companies in Bangladesh have started putting Human Resources Management systems in place that support this philosophy. Improved employee satisfaction reduces the cost of staff turnover, builds brand loyalty with staff and positions the company as an employer of choice that attracts talented people to the organization, It is very important for management to have knowledge about the ways the employees are motivated. Sometimes it may be by monetary incentives or by internal factors like recognition and challenge at work. To hold position in the top practice of HRM is must.

Objective of the Study:

The assignment has been undertaken to assess the Strategic Human Resource Management practices of 3 private commercial bank- Standard Chartered Bank ltd, Mutual Trust Bank ltd and Exim Bank ltd with the prime focus at formulation of strategies and tactics and how it contributes in job satisfaction and their employee performance.

Methodology:
The information related to the assignment has been collected from the Standard Chartered Bank- Uttara Branch, Mutual Trust Bank- Uttara Branch and Exim Bankmethodology adopted is as follows: Collection of data by conducting interviews of officials of each Bank. From the website of each Bank From our Text Book Branch. The

Literature Review:
Human resources management includes a variety of activities , and among them is deciding what staffing needs an organization has and whether to use independent contractors or hire employees to fill these needs , recruiting and training the best employees , ensuring they are high performers , dealing with performance issues and ensuring the personnel and management practices conforms to various regulations. Activities also include managing their approach to employee benefits and compensation, employee record and personnel policies. HRM practices have shown to be valuable to any companys success. Thus to be successful in a global market place, the challenge for all businesses regardless of size is to invest in human resources. They need to select and retain talented employees, undertake employee training and development programs and dismantle traditional bureaucratic structures that limit employees ability to be innovative and creative.

The commonly practices HR activities include the following:

HR Planning Recruiting Selection Training and Development Compensation Performance Management Employee Relations Thus in todays organizations, the use of Strategic Human Resource Management is to help set agree-upon performance goals, allocate and prioritize resources, inform managers to either confirm or change current policy or program directions to meet those goals, and report on the success in meeting those goals.

Standard Chartered Bank

Standard Chartered was formed in 1969 through a merger of two banks: The Standard Bank of British South Africa, founded in 1863, and the Chartered Bank of India, Australia and China, founded in 1853. Today the bank is spread all over the country and is arguably the largest foreign bank in Bangladesh. It has branches in Bogora, Chittagong, Dhaka, Khulna, Savar and Sylhet.

They have ATM booths almost all over Dhaka and Chittagong. Standard Chartered Bangladesh has bought out the Bangladesh operations of various other foreign banks such as Grind lays Bank and American Express.

Operational Strategies:
To steadily develop the lending business and upgrade the quality of loan assets. In lieu of Islamic banking the Bank aims to aggressively promote fee-income business to raise non-interest revenue sources. To provide efficient services to fulfill customers needs and create a highquality service image. To actively set up business units in major business centers of the country. To aggressively develop international banking operations and seek opportunities to develop strategic alliances with other banks to create new products and services.

Operation Plans:
The Operational Plans of the Bank are as follows: Deposits Loans Domestic Banking Trust Operation Treasury Operations

Strategic HRM Practices of Standard chartered Bank

People, rather the employees are the asset of any organization. An organization, whether it is a manufacturing concern or service oriented, cannot function without the active participation of people.

Standard Chartered is the leading emerging bank. It employs 7,000 people in over 65 branch offices.

Planning:
At Standard Chartered Bank, human resource planning involves forecasting the numbers of people which will needed by the bank, and then working out the best way of obtaining then as and when they are needed.

Forecasting:
Forecasting is the major function of the banks HR department. The forecasting activities include: 1. Workforce numbers in sufficient detail to be useful. 2. Likely changes to the work of the bank. 3. Work force supply this involves forecasting the variations in the current work force estimated to occur over the following years. 4. Impact on budgets and funding.

Recruitment:
Candidates can apply to their local cities. It is the aim of management to recruit young , bright, energetic and enthusiastic graduates and post graduates. They recruited employee from both internally and externally.

Selection:
Standard Chartered selects employee based on knowledge, skills and talent. They are committed to providing equality of opportunity to all employees, regardless of gender, race, nationality, age, disability, ethnic origin, or marital

status. They are committed not jus to providing equality of opportunity to all employee, but also identifying what unique strengths each individual brings to the roles they carry out and the development of these strengths.

Training & Development:

As Standard Chartered, training is a partnership between the employee and the Bank. The Bank provides a framework within which the employee can identify the training and development needs. Such training provides a consistent standard of management learning throughout Standard Chartered. It also enables the employees to take all of the programs or study for individual modules according to their particular development needs.

The Initial One Years:

What the employee can expect to experience during initial 1 years training is a blend of core and discretionary elements, such as:

1. Induction i.e. the processes that introduces the new emerge to the bank, the employees own business or function and particular department. 2. Training in specific products or technical skills. 3. work-based assignments in respective business or function i.e. doing a job in a particular department for a period of time. 4. Cross-functional attachments experiencing short period of time spent in another business or support function.

Long Term Training: Development and training does not stop after one years. After this initial training, the employees are faced with internal development programs, business-related studies and

professional qualifications, and the bank also offers the opportunity to develop skills through externally accredited courses.

Different training programs: Product Training: Product training is provided e.g. cash product training, operational training etc. to help the related staff to learn more about the products that the Bank is providing. Skill Training: The bank provides a lot of skill related training e.g. credit workshop, sales & negotiation skills, project management, etc. to help staff enhance their skill in particular aspects. On-job Training: Staff members are continuously involved in the learning process in the form of on-job training. Thus, a lot of on-job training opportunities and job rotation to increase staffs exposure are provided. Self-learning: The bank sends out books to staff for them to study on trade knowledge, credit knowledge, etc. and staff will decide when he/she will attend the Trade Skill Assessment (TSA) and Credit Skill Assessment (CSA).

Management Development Training: In this training program, the employees are given strategic perspectives and business goals management skills; people management, networking and customer focus abilities to better understand and manage their jobs.

Specific Competency Training: Specific Competence Training is to ensure that the staff excels in product knowledge, regulatory and unique techniques needed for the particular position.

Good Practice Indicators:

Standard Chartered Bank makes sure that effective human resource planning process are in place when 1. Appropriately skilled people are available to be deployed in the Banks to meet forecast work demands. 2. The Banks structure provides with opportunity for appropriate career development, and is perceived to contribute to effective and efficient work practices. 3. Relevant workforce data is readily available to inform management decision making on human resource issues.

Workforce Analysis (Supply and Demand):

Workforce statistics and analysis support Banks efficiency and effectiveness by providing a firm basis for human resource planning. Any information gathering systems in place should support manages and be responsive to their needs as well as being easily accessible in the workplace.

Employee health, well-being and safety:

Standard Chartered Bank believes that the health and well-being of their employees and their families is important. They are concerned not only about the physical health of their employees, but also their mental and emotional well-being. They place importance on the safety and well-being of their staff, communities and on the effect its working and operational processes have on the environment. They are continually developing policies and practices designed to maintain the highest appropriate standards.

Compensation:
At Standard Chartered Bank, the compensation package provided to the employees can be divided into two categories. One comprises of the sales personnel who are compensated on their ability to meet their targets. Second is compensating the executives who are responsible for the overall functions of the Bank. The key to a successful sales compensation program is achieved in three steps: 1. Clearly defining sales goals that are realistic but challenging 2. Tracking and measuring performance against goals 3. Rewarding achievement with competitive and motivational compensation

Reward & Recognition:

Standard Chartered Bank aims to reward the talented and high performing employees competitively. They regularly conduct salary surveys to ensure that the reward package remains competitive in the market place. They encourage continuous discussion; encourage regular review of employees performance and development. This provides feedback to the staff about how they are doing. The management links this to financial and non- financial recognition.

Mutual Commitment:
Both the employees and the management try to meet the common objectives. They coordinate their activities to ensure that they are heading towards achieving the established goals and meeting the set targets within the specified time frame.

Motivation and Incentive Systems:

Sometimes the psychological components are not enough for motivating the employees. In this case, monetary incentives play a vital role for increasing the commitment of the employees toward their jobs and in return enabling them to have job satisfaction. These monetary incentives and rewards are given in various forms to the employees who act as a strong motivational factor. These could be given as: 1. Surprise award 2. Best employee award 3. Service quality award

Mutual Trust Bank

Company background:
Mutual trust bank- one of the successfully running private banks of Bangladesh. It started its journey in September 29th, 1999 under the

Companies Act 1994 as a public company limited by shares for carrying out all kinds of banking activities with authorized capital of Tk. 38, 00, 000,000 divided into 38,000,000 ordinary shares of tk.100 each.

The Company was also issued Certificate for Commencement of Business on the same day and was granted license on October 05, 1999 by Bangladesh Bank under the Banking Companies Act 1991 and started its banking operation on October 24, 1999.

Registered Name of the Company

Mutual Trust Bank Limited

Company Registration No.

c38707(665)/99 on September 29, 1999

Bangladesh Bank Permission No.

BRPD (P) 744(78)/99-3081

Corporate Website
www.mutualtrustbank.com

Memberships
1. Metropolitan Chamber of Commerce and Industry, Dhaka (MCCI, D) 2. The Institute of Bankers Bangladesh (IBB) 3. Bangladesh Foreign Exchange Dealers Association (BAFEDA) 4. Bangladesh Institute of Bank Management (BIBM) 5. International Chamber of Commerce Bangladesh Limited (ICCB) 6. An association of Bankers Bangladesh Limited (ABB)

7. Bangladesh Association of Publicly Listed Companies (BAPLC) 8. American Chamber of Commerce in Bangladesh (AMCHAM)

Mission
We aspire to be one of the most admired banks in the nation and be recognized as an innovative and client-focused company, enabled by cuttingedge technology, a dynamic workforce and a wide array of financial products and services.

Vision
Mutual Trust Bank's vision is based on a philosophy known as MTB3V. We envision MTB to be:
1. One of the Best Performing Banks in Bangladesh 2. The Bank of Choice 3. A Truly World-class Bank

Operational Strategies:

All types of commercial banking activities including Money Market operations.

(ii) Investment in Merchant Banking activities. (iii) Investment in Company activities. (iv) Financiers, Promoters, Capitalists etc. (v) Financial Intermediary Services. (vii) Any related Financial Services

HR Practices:
Mutual trust bank follows some effective human resource practices. In most of the cases productivity depends on good HR policies. By proper use of HR policies a company can effectively and efficiently reach to its goals and fulfill the objectives. Mutual trust bank implements its HR policies and they are successfully having the benefits of using those policies.

Forecasting:
Forecasting is one of the most important functions of HR. The forecasting of mutual trust bank has1. Workforce numbers in sufficient detail to be useful. 2. Likely changes to the work of the bank. 3. Work force supply this involves forecasting the variations in the current work force estimated to occur over the following years. 4. Impact on budgets and funding

Planning:
Mutual trust bank makes effective plans and obtains those plans accordingly. And by implementing those plans mutual trust bank moves forward toward the strategic human resource planning.

Recruitment:
Both internal and external recruitment is followed by mutual trust bank. Enthusiastic, bright young candidates and aged experience candidates both are given importance in recruitment process.

Selection:
Based on knowledge, skills and talent employees are selected. They are committed to providing equality of opportunity to all employees, regardless of gender, race, nationality, age, disability, ethnic origin, or marital status.

Training & Development:

Training is a partnership between the employee and the Bank. The Bank provides a framework within which the employee can identify the training and development needs. Such training provides a consistent standard of management learning throughout the bank. It also enables the employees to take all of the programs or study for individual modules according to their particular development needs.

Training on SME banking:

This training is to make the employees clear about the SME banking. Employees are Trained especially on different enterprise scheme program.

Special Training on Money laundering:

The bank provides a lot of skill related training like credit workshop, sales & negotiation skills, project management, money laundering etc. to help staff enhance their skill in particular aspects.

On-the-job Training:
Staff members are continuously involved in the learning process in the form of on-job training. Thus, a lot of on-job training opportunities and job rotation to increase staffs exposure are provided.

Self-learning:
The bank sends out books to staff for them to study on trade knowledge, credit knowledge, etc. and staff will decide when he/she will attend the Trade Skill Assessment (TSA) and Credit Skill Assessment (CSA).

Specific Competency Training:

Specific Competence Training is to ensure that the staff excels in product knowledge, regulatory and unique techniques needed for the particular position.

Quality of Work Life:

This means a job that not only is reasonably safe but also for which the pay is equitable. At Mutual Trust Bank every employee in confident of his job security and has the assurance that he would remain on the job for the agreed period. In addition to this, the workload is equitable divided between the employees and therefore, they work with

peace of mind and tranquility, resulting in the overall enhanced performance of the employees.

Mutual Commitment:
Both the employees and the management try to meet the common objectives. They coordinate their activities to ensure that they are heading towards achieving the established goals and meeting the set targets within the specified time frame.

Mutual trust:
Mutual Trust Bank prevails an environment of confidence and mutual trust. The documented employment policies are honestly implemented to the satisfaction of both management and employees.

Job Design:
Job design comprises of six components. These are: 1. Labor Specialization: The Bank aims at hiring specialized people and their recruiting criteria are based on their knowledge, expertise, past working experience and their exposure to the professional fields. Employee wages are set in accordance with the aforesaid recruitment criteria and most of them are intent with what they earn at Mutual Trust Bank. 2. Job Expansion: The Bank improves the quality of work life by assigning various tasks to the employees so as to equip them with the different services offered by the Bank. Job expansion includes job enlargement, rotation, enrichment and empowerment.

Strategic Congruence:
The basic aim of Mutual Trust Bank is to provide speedy customer services. Therefore its performance management system should assess how well its employees are serving the customers. Strategic congruence emphasizes the need for performance management

system to provide guidance to the employees so that they can achieve the Banks and enable it to remain competitive. For this purpose the system should be flexible to adapt to changes.

Exim Bank Limited Bangladesh

Export Import Bank of Bangladesh Limited was established in the year 1999 under the leadership of Late Mr. Shahjahan Kabir, Founder Chairman who had a long dream of floating a commercial bank which would contribute to the socio-economic development of our country. He had a long experience as a good banker. A group of highly qualified and successful entrepreneurs joined their hands with the founder chairman to materialize his dream. In deed, all of them proved themselves in their respective business as most successful star with their endeavor, intelligence, hard working and talent entrepreneurship.

Export Import Bank of Bangladesh Limited offers various commercial and merchant banking services in Bangladesh. The companys deposit products include current deposits, savings deposits, short term and term deposits, foreign currency deposits, and various other saving schemes. It also offers corporate, industrial, and project finance; and syndicate investment products, as well as plastic cards. In addition, the company engages

in conducting money transfer; foreign exchange transactions; issuing guarantees; and providing discounting bills, investment facilities, safe keeping, acceptances, and letters of credit. It provides its services through 52 branches as per Islamic Shariah. The company was founded in 1999 and is headquartered in Dhaka, Bangladesh.

Vision
The gist of our vision is Together towards Tomorrow. Export Import Bank of Bangladesh Limited believes in togetherness with its customers, in its march on the road to growth and progress with service. To achieve the desired goal, there will be pursuit of excellence at all stages with climate of continuous improvement, because, in Exim Bank, we believe, the line of excellence is never ending. Banks strategic plans and networking will strengthen is competitive edge over others in rapidly changing competitive environment. Its personalized quality services to the customers with trend of constant improvement will be the cornerstone to achieve our operational success.

Mission
Their mission is to Provide quality financial services especially in Foreign Trade Continue a contemporary technology based professional banking environment Maintain corporate & business ethics and transparency at all levels Fulfill its social commitments and

Social Services provided by EXIM

With the opening of EXIM Exchange the Bangladeshi expatriates will now be able to send remittances to their family members back home within shortest possible time through online transfer to all the branches of EXIM Bank.

Healthcare service
A 5 storied building having 10,000 sft floor space at 840 Kazi Para, Rokeya Sarani, Mirpur, Dhaka-1216 has been hired to set up EXIM Bank Hospital. The decoration of this hospital is going on in full swing. A doctor has been recruited who is working as a resident director of the hospital. Other doctors and hospital staffs have been in the process of selection through recruitment notice already published in the national dailies. They will be appointed as soon as the decoration of the hospital is complete.

Scholarship program for brilliant poor student

This is a stipend package for poor and meritorious students that take care of the beneficiaries throughout their student life. EXIM Bank Scholarship Programmed, launched in 2006 with 61 poor and meritorious students selected from different reputed educational institutions of Dhaka City including Govt. Laboratory High School, Viqarunnissa Noon School and College, Dhaka University, BUET, Dhaka Medical College, etc. enrolled as many as 1000 students from around 150 reputed educational institutions across the country by 31 December 2008.

Practice of Human Recourse Management in EXIM Bank

Human Resources Department (HRD) manages centrally the manpower of the bank at work places through recruiting, placement, training, performance, discipline etc. It emphasizes on strategic and value added Human Resources (HR) activities involving the

designing, updating and amending HR polices and procedures for continuous improvement To execute the above mentioned issues HRDs functions are accomplished under the following divisions: 1. Planning and Recruiting Division. 2. Development and Benefit Division. 3. Performance and Reward Division.

1. Planning and Recruiting Division:

Planning, Promotion and Transfer Division: This division is responsible for develop Annual Manpower Plan for EXIM Bank, conduct Job Analysis, prepare Job Descriptions, formulate promotion and transfer Policy. It works for creation/retrenchment of posts, promotion, rotation to ensure placement of right persons at right places and carry out the study of opening new office/department/division/cell/unit and abolition there of.Reviews cases of interdepartmental transfers as per Policies and approvals. Recruitment and Outsourcing Division: This division is responsible for attracting, selecting & recruiting the right people and other professionals from the market for EXIM Bank. Exim Bank is proud of its highly professional, transparent objective approach in its recruitment and selection process. A series of selection procedures are applied before hiring employees. Normally the candidates go through the process of written test and interview. The interview is conducted by team comprising of internal as well as external Professional of the relevant area.

2. Development and Benefit Division

Benefits and Administration Division: This division process cases related to retirement of employees from the Banks service. It is responsible to carry out all activities related to

developing best market strategies regarding compensation and benefits like medical, welfare, recreation, accommodation, leave etc Training and Development Division: Manages the training needs and educational facilities for Exim Bank employees and provides training for them in home and abroad.

3. Performance and Reward Division

Recognition and Reward Division: Manages and implements effective Performance Management System Bank-wide, facilitates the promotion process accordingly and store up-to-date employees' PMS rating in database. In order to foster a culture of acknowledgement and appreciation amongst employees for introducing innovative business practices, showing extra ordinary efforts for achievement of goals and enhancing Banks corporate image. Performance and Discipline Division: Handles employees discipline, initiates disciplinary actions to enforce organizational standards. This division discourages infractions, resolve conflict and take initiative for arbitration and litigation processes.

As Export Import Bank of Bangladesh Limited offers various commercial and merchant banking services in Bangladesh it emphasize on employee efficiency and effectiveness. To illustrate, they offer various training program to their employees to make them efficient and skilled. This programs are as follows:

Specific Competency Training Special Training on Money laundering Management Development Training Skill Training & Product Training

Performance Evaluation Practices:

Exim bank ltd evaluates some graphical presentation to evaluate performance. A sample has given belowEP= Employee Performance

Compensation program:

For human capital intensive firms compensation plays a crucial role in attracting and retaining highly skilled employees. As banks are capital intensive organizations, compensation practices of a bank can be of great help in hiring and keeping hold of highly skilled and competent bankers. Incentive pay plans positively and substantially affect performance of workers if combined with innovative work practices like flexible job design, employee participation in problem-solving teams, training to provide workers with multiple skills, extensive screening and communication and employment security. EXIM Bank is very conscious about employee compensation. They have given Festival bonuses, Performance bonuses, Hospital facilities & Other bonus facilities Export Import Bank of Bangladesh Limited offers various commercial and merchant banking services in Bangladesh. This believes in togetherness with its customers, in its march on the road to growth and progress with service. To achieve the desired goal, there will be pursuit of excellence at all stages with climate of continuous improvement, because, in Exim Bank, we believe, the line of excellence is never ending.

Recommendations:
We have executed all 3 commercial bank- Standard Chartered Bank, Mutual Trust Bank and EXIM Bank and collect data that are related with the HR practice and its overall impact on firms productivity. We have gone through different HR practice and its usefulness and pitfalls that are followed by these 3 Banks. For Standard Chartered BankCorporate Culture During the last two decades Corporate Culture has become an important theme in business as an intangible concept which clearly plays a meaningful role in corporations, affecting employees and organizational operations. It is not the only determinant of

business success or failure, a positive culture can be a significant competitive advantage over organizations with which a firm competes. Departments of this bank are separated and the overall corporate culture is may not be that much motivated. Low compensation
Bangladesh is a developing country with very low per capita income and above three practices which have a relatively direct impact on financial earnings and social status of an individual may be considered the major determinants of employees performance. Compensation structure of this bank is not satisfactory.

Effective Training Program

Standard Chartered Bank has given so many training programs to the employee. But they should emphasize more on effective training program rather than bunch of training program.

For Mutual Trust BankLack of HRIS Department Mutual Trust Bank Ltd has separate HR department but they do dont have any separate HRIS department. As a result sometime it is quite time consuming to collect information of an employee. Employee Motivation Mutual Trust Bank are not implementing emphasize on employee motivation. All decisions are taken by top management as a result, employee loss the scope to edify him. Effective Training Program Again, Bank has given so many training programs to the employee. But they should emphasize
more on effective training program rather than bunch of training program.

Emphasize on recruitment & employee selection process Mutual Trust Bank Ltd can emphasize mostly on recruitment and selection process to reduce employee turnover. They can also put mark on employee compensation.

For EXIM BankCompensation Practices As banks are capital intensive organizations, compensation practices of a bank can be of great help in hiring and keeping hold of highly skilled and competent bankers. Incentive pay plans positively and substantially affect performance of workers. Exim Bank can emphasize on compensation practice.

Promotion Practices Financially successful companies found significantly positive correlation between promotion practices and perceived employee performance. Promotion is one kind of motivation, so EXIM bank takes it as a motivational tool for efficient employee. Implementation of Effective training program EXIM Bank cam implement training program that is helpful for employees performance.

Conclusion:
Human Resource Management is the process of developing, applying and evaluating policies, procedures, methods and programs relating to the individual in the organization. Human resource management includes Human Resource Planning, recruiting, selection, training and development, compensation, performance management and employee development. Effective human resource practices relate to company performance by contributing to employee and customer satisfaction, innovation, productivity, and development of a favorable reputation of the firm in the industry. Mutual Trust Bank, Standard Chartered Bank and EXIM Bank are three private commercial Bank in Bangladesh. They have operated their banking services along with HRM and they are the most leading bank in Bangladesh.

Bibliography: Collect information through interview From our text book

WWW.bankbd.com www.mutualtrustbankbd.com www.stantardcharterdbank.com www.eximbank.bd.com www.prothomalo.bd

Attachments:
1. 1 sample of questioner 2. Business Card of

Questionnaire

Section 1: personal information Please tick the appropriate answer or fill in the box 1. What is your Designation?

2.

How long you have been employed in to this Bank (years)?

3. What is your highest qualification?

4. What is your native language?

5. What is your Martial Status?

6. What is your Gender?

7. What is your age?

Section: 2 Employee performance8. I am satisfied with my existing Job

Strongly Disagree 1

Disagree 2

Neutral 3

Agree 4

Strongly agree 5

9.

The working environment is comfortable Disagree 2 Neutral 3 Agree 4 Strongly agree 5

Strongly Disagree 1

Section: 3

Compensation practices-

10. Compensation system communicate your output Strongly Disagree 1 Disagree 2 Neutral 3 Agree 4 Strongly agree 5

11. Compensation system is enough to meet basic needs Strongly Disagree 1 Section: 4 Disagree 2 Neutral 3 Agree 4 Strongly agree 5

Performance evolution practice12. I am satisfied with PEP Strongly Disagree 1 Disagree 2 Neutral 3 Agree 4 Strongly agree 5

13. Performance evaluation has a lot to do with my salary Strongly Disagree 1 Disagree 2 Neutral 3 Agree 4 Strongly agree 5

Section: 5

Promotion practices-

14. Promotion policy is satisfactory Strongly Disagree 1 Disagree 2 Neutral 3 Strongly Agree 4 agree 5

15. Provision of Priority to merit in Promotion Strongly Disagree 1 Disagree 2 Neutral 3 Agree 4 Strongly agree 5