'Ongoing Corporate Human Resource Management Practice\r'

'Abstr char croperization †strategicalalalal HR figure is incessantly a ch all(prenominal)enge for all scheme to allow a set of re commencement that is equal to make the sense in ground of imposeing the organization’s strategic visualise. Because with away right-hand(a) evaluation of the term, a comp any whitethorn not find out the challenges and the prob commensurate scopes of improvement. In to day mlight’s line of descent world we cannot avoid the contri b belyion of strategic bore specially in the do spheres resembling fast growing canting sector. The cambering returns in the world is growing day by day.Bangladesh, albeit a developing country, is no exception from it. In the recent time period of time humanity Resource counseling (HRM) dedicates became so familiar and momentous in e genuinely headache sector of Bangladesh. The victory of every organization is coming by the capital punishment of the employees of that organizat ion. The matteriveness of the employee act is by and large depends upon the HR policy and practices. at that placefore, the c argon should control the order of magnitude of strategic HRM practices. Keywords : HR practice, Banking sector in Bangladesh.GJMBR Classification : JEL Code: O15 on-going in bodilyd adult male Resource worry commit in Banking sector of Bangladesh strictly as per the compliance and regulations of: © 2012 . Sadia Afroj. This is a look into/review paper, distributed under the scathe of the creative Commons AttributionNoncommercial 3. 0 Unported License http://creativecommons. org/licenses/by-nc/3. 0/), permitting all non-commercial use, distribution, and reproduction in any spiritualist, profferd the original elaborate is rightly cited. current embodied gentlemans gentleman Resource way radiation diagram in Banking sector of Bangladesh organization to cater a set of renovation that is able to make the sense in terms of implementing the or ganization’s strategic plan. Because without suitable evaluation of the term, a company whitethorn not find out the challenges and the probable scopes of improvement. In today’s subscriber line world we cannot avoid the contribution of strategic practice especially in the dish sectors standardized fast growing intrusting sector. The banking return in the world is growing day by day. Bangladesh, albeit a developing country, is no exception from it.In the recent period of time mankind Resource direction (HRM) practices became so familiar and momentous in every business sector of Bangladesh. The success of every organization is coming with the completeance of the employees of that organization. The strongness of the employee performance is largely depends upon the HR policy and practices. Therefore, the anxiety should consider the magnitude of strategic HRM practices. The strategic plan for HR outline go away give a broad guideline within which the troubl e can make determinations approximately their kind-hearted imaginativeness.In designing the company’s HR clay the HR manager train to understand the nature of the company’s business, their position in the market, moreover the nonsubjective and goal so that she or he can design a plan that will perfectly suits to ex move to the strategic goal. This field of study has attempted to have companionship well-nigh strategic HRM practices in the business sector of Bangladesh like the banking sector because it plays a pivotal role to the economic ingathering of the country Abstract †Strategic HR practice is always a challenge for any Keyword : HR practice, Banking sector in Bangladesh. B I.Introduction anking is a powerful medium of socio economic changes in developing countries like Bangladesh. A loadedly organized banking system can play a alert role in the development of the country. pitying Resource Management is a characteristic approach to use couns el which seeks to achieve competitive advantage through the strategic deployment of a racyly committed and capable persistforce, using an integrated array of cultural, geomorphologic and mortalnel department techniques. Extensive planning and close attention programs, singleized reward forethought systems, as well as a range of employee nvolvement mechanisms, operate towards achieving enhanced employees’ contribution. It is a whole range of notions on focal point theory, style and practice. In maintaining About : art Administration Discipline, Khulna University, Khulna, Bangladesh. E-mail: [email protected] com II. The incumbent trend of HR practice in distinguishable banks of Bangladesh In Bangladesh roughly of the human resource related decisions are in general containn by the central management. In disparate ramifyes these decisions are just implemented. In dissimilar cliquish banks of the © 2012 orbicular journals Inc. (US)Global diary of Ma nagement and chore explore and implementing parallelism between the employees aspirations and the goals of the bank, the bank moldiness pose the highly hard-hitting and efficient humans Resource Management. For the Human Resources Management to consecrate to the profitability, quality, and other organisational goals of the bank, it should be wholeness hundred five able to closely integrate cautious supply and decisionmaking. To be able to do this, it moldiness perform unhomogeneous activities much(prenominal) as recruitment, compensation or fine-looking rewards, train or career development, performance appraisal, and wellness and safety developments.For control and performance effective strategic prep is infallible for each sector of banking as it is pure or less service orientated business unit. It is included into the direct management line. In banking these strategic practice includes evaluating the bank’s (business) intrinsic and external bureau, b y rights define the business and developing a mission, translating the mission into the strategic goal as organization’s goal and crafting a final outline or telephone circuit of action.Besides practicing HR in varied units it is also a mammoth task for the banks to causa the central and outer challenges. In different way the HR department sales, pay and manufacture the strategic over time to achieve its ultimate objectives. Monitoring as well as changing the strategy also permits the business to cope up with the current demand. As the unit require to improve the quality of its different service. because the HR strategy might be to boost up employee quality cognizance through improved examineing and demand training.In formulating and implementing the HR strategy the business indigences to abide by the global trend and need to continually improve organizational performance. solely HR department also should be careful decorous to designing its strategic plannin g not just to execute. So when planning it the strategic manager must realize where they are now and where unavoidably to go. playscript 12 dilute II rendering I F ebruary 2012 Sadia Afroj Ongoing Corporate Human Resource Management Practice in Banking sector of Bangladesh Global Journal of Management and Business Research country it just ret look sharps the bid nonplus from the higher billet.All the banks have their Corporate sharpen office in Dhaka and close of the strategic decisions are landn from at that place. For the repair understanding of incorporated business, continue capacious term relationship, consider the desirable harvest-home and ful engage the organizational goal. Strategic HR follows the basic trends in different private banks in Bangladesh as just maintaining the instruction of central authority. In different banks close of the employees agreed with this point that they are satisfies in the nature and trend on practicing strategic HR in differe nt banks.As it is mentioned that most of the decisions are taken in corporate level, but at the time of appointment, that manner on the eve of joining in the bank they are introduced with the legislation and different terms & 106 conditions of the organization. As a vector sum each and every employee agitates a pee-pee view about the ins and outs of their individual melodic line of action. It also discloses the over all cinema of the organization-its previous-current future(a). As it provides an overall idea of comportment of HR in the banks it covers almost all the areas. The current HR Strategic practice covers all over the areas like ? recruitment and firing maintains the correct process or not. ? In case of filling how the employees are treated. ? How they are oriented in radical working environs. ? The effectiveness of different realize and incentive packages. ? Whether the bank properly follow the promotion strategy. ? How effectively the employees handle diffe rent complains of the clients. ? Maintenance of different laws, safety act etc. F ebruary 2012 Depending upon the above factors the employees of different banks differs. The banks at the time of appointing raw employees usually check their HRIS.As most of the bank always main updated Human Resource randomness system, it is so easy for them to find out the empty position, where new employees are postulate. So there a microscopic composition chance that there is lack of employees in different banks. The vacant stake raises principally when ? Any employees leave or open get up without notice. ? Increase absenteeism because of illness. ? New branches are undetermined entirely the above factors don’t have any long-term effect on the performance of a ill-tempered branch. Com disgorgeer prime in pution system and new recruitment immediately drive this short term problem.The corporate branch through effective air abbreviation chiefly handles it. In different banks the employees cerebration that effective information system as well as prompt decision making deprived the problems which whitethorn come to in employee’s shortage slip. In case of interposition in East Pakistani banking sector inside occupation how the management handles their grievances. Whether there tarry any unequalized treatment among the employees having same quality and competencies. Human Resource division can cover its smooth and accurate working environment if it can ensure that the employees will provide their label trounce effort.The employees can follow this way if they are ensured that they have equal mechanism in their hand to fend any kind of unfair practice within the organization as well as in such situation and the management will follow the act properly. The management is able to create enough interest among the employees within the organizational mannikin of its primary obligation to senior management or immediate higher authority For perso nnel recruitment and selection these banks follows most bill most of the cases.The full format for selection and recruitment is †¦ The corporate specify what positions will have to fill and how to fill the immediate as well as future requirements. This total procedure is designed to cover all positions from bottom to cover level. As it is an integral part of the bank’s strategic HR and planning process through succession planning the higher authority implement it. The corporate HR department also decides the magnification process of their example requirement. It detailed how to hire, screen the employees and where to put them. ¦ The common process of predict the personnel need is analyzing trends.The past info and present requirements construct the idea about the trend of employee requirement. ¦ The higher authority study variations in the bank’s employment level in last a couple of(prenominal) years. Inauguration of Volume XII Issue II Version I As when over all HR situation is evaluated on the basis of the ongoing trend, the employees mainly tried to adjust their own apprehension and nature of handling different situation.. To ensure the smooth working environment it is all-important(a) for any organization to hire enough employees accord to the necessities of each different branch.The employee’s requirements and posting differ because of the following aspects; ¦ ¦ ¦ If the bank covers so many financial products wherefore it needs more employees The necessities of employees differ on working procedure- automation or manual of arms working process When there remain deuce or more branches close to each other, normally less employees is required as they have to handle relatively lesser employees in that case high population creates pressure of fast service as well as large number of employees. Because they need to handle big guest group. © 2012 Global Journals Inc. (US) Ongoing Corporate Human Re source Management Practice in Banking sector of Bangladesh ¦ new branches and service variations in different banks are the two main key indicators of establishing the trend of personnel requirement. By using the computer based information systemHRIS helps estimate current and future employees requirement. This information system also figures the fairish employee demand the transferring from one branch to some other the demand is fulfilled some times.Normally internal recruitment/selection follows the above strategies. nigh of the cases this strategy is taken for the key positions of the bank. Whether any employee is newly recruited or transferred from one countersink to another, they need to adapt the working environment. differently they may not give their best for the organization. For the adaptation in the new work responsibilities or working place, the employees may suck help from the organizational policy. On the job training is a very effective mechanism for the prop er orientation of new employees.Form the collected data on various employees, we found that they are introduced to their new job by maintaining the organizational policy. Most of the employees especially who just introduced in the job, get a fresh and effective orientation from their organization as well as from the branch. Those who throw in into the job as Management Trainee or Probationary officer always get 1-3 years probationary period with training to adapt and learn much about their job responsibilities and organizational rule. Training is a hallmark of good management, and a task manager ignore at their peril.Having high potential employees does not guarantee they will succeed. Instead, they must know what the management need them to do and how to do that. If they don’t know, they will do the job in their own way, not according to the management’s preference. Therefore, effective training is demand for the improvement of both the employee and the organizatio n. Employee motivation is one of the most important aspects of organizational behavior. The productiveness and the performance of the employees largely depend on motivation.Motivation is the force that makes one do things: this is a result of one’s individual needs being satisfied (or met) so that s/he has inspiration to murder the task. These needs vary from person to person as everybody has their individual needs to remind themselves. Depending on how motivated mint are, it may further determine the effort they put into their work and therefore step-up the standard of the output. There are various health and safety laws existing in Bangladesh. solely these are mainly applicable for the industries where unstable equipments are used. But in banks there is no hazardous equipment orThe EEOC will take action if the below two situation arise • To fail or pass up to hire or to discharge an individuals or discriminate against any individual with keep to his or her comp ensation ,terms , condition or privilege of employment , because of such individuals race, twist , religion, gender or national origin. • To deposit ,segregate or classify his or her employees or applicant for employment in any way that would deprived or tend to deprive any individual of employment opportunity or adversely rival his or her status as an employee race, colouring , religion, gender or national origin.In Bangladesh it is found that most of the employees are satisfied with the preponderating strategic process and procedure of the bank. They determine that the HR department is playing a vital play in employee protagonism role. They also believe that the recruitment and selection policy is fair enough to deal the competent employees for the organization. The orientation process and training facility excising in the organization is proper for achieving the strategic goals of the banks. The pay package and social welfare package is © 2012 Global Journals Inc . (US) Global Journal of Management and Business Research nstrument is used. So there are fewer requirements for marinating pixilated health and safety measure. However, banks are prepared for any fire related mishap and mere illness of the employees. They keep fire extinguishers in their office and first assistance facilities is also available The most self-aggrandizing HR manager can take to ensure their strategic contribution to develop measurement system. To increase the moral of employees, the HR manager first knows the importance of token work and importance of employee’s hundred percentage contribution to the work.On the basis of the fancy HR manger first nominate the task of the specific employee’s task, according to the job pattern train up the employee, provide all the equipment to perform the task and try to develop ethics to the employee and eventually give motivation to perform the work 107 properly. Every employee gives a vast friendship how the y create value for the organization through their work and help to achieve the organizational goal. When the employees know that how much important to perform the work properly, automatically it help to increase the moral of employees.Equal Employment Opportunity actor employer cannot discriminate on the basis of race color religion gender or national origin with respect to employment. There are EEOC (Equal Employment Opportunity Commission) authorities who monitor the discrimination complain. They make the sagacity through the law of the country. Volume XII Issue II Version I F ebruary 2012 Ongoing Corporate Human Resource Management Practice in Banking sector of Bangladesh F ebruary 2012 also at a satisfactory level.To fulfill the strategic objective and goals, the working environment and employee treatment should be well defined and it must have to be implemented properly. But in case of placing right people in the right place, the opinion varies among the employees. few of th em think that they are not dictated in the exact position for what they are appropriate for. In some of the cases like employment rule, equal employment situation a considerable portion of the bankers are not sure about then policy practiced.HRIS is needed to improve the productiveness and performance of the human resource department, but in all of the beaches HRIS is not practiced in detail. III. Conclusion 108 HRM practices are pivotal for every organization for the proper management for all activities in an organization. As the activities are done through the human addition of the organization, therefore the management should be very much cautious to formulate and implement the HR policy for their organization that could satisfy and inspire the employee to meet the organizational goal.It has been break that the present practices of strategic HRM are in satisfactory level with some little variation. Therefore, the management should continue their present practice and take init iative to resolve this problem. This pains is growing rapidly and to sustain this growth, effective and timely policy should be taken. Volume XII Issue II Version I Global Journal of Management and Business Research References References Referencias 1. Terrey, G R and Franklin, S G (1996).Principles of Management (8th ed. ), Delhi: A. I. T. B. S. Publishers and Distributors. 2. Stone, R. J. , 2002. Human Resource Management, 4th (Edn. ). Jhon Wiley and Sons, Australia, pp: 4 3. Byars, L. L. and L. W. Rue, 2000 Human Resource Management. 6th (Edn. ). McGraw-Hill, Boston, pp: 3. 4. Wright, P. M. , G. C. McMahan and A. McWilliams, 1994. Human Resources and continue competitive advantage: A resource based perspective. Intl. J. Human Resource Management, Vol:5, pp: 301-26. 5. Mc Namara, C. P. 1999. Making human capital productive, Business and Economic Review, Vol: 46, pp: 10-17. 6. Pfeffer, J. , 1998. The Human Equation, Harvard Business tutor Press, Boston, Massachusetts. pp: 111-12 . 7. Giordano, A. G. , 19871. Concise Dictionary of Business Terminology. Pentice-Hall, NJ. , p:18 8. Gubman, E. L. , 1995. Aligning people strategies with customer value. Compensation and Benefit Review, p:22 © 2012 Global Journals Inc. (US) Global Journals Inc. (US) Guidelines Handbook 2012 www. GlobalJournals. org\r\n'