...Strategic Human Resource Management Student Name Student ID Table of Contents Introduction 3 LO: 02:1 Be able to develop human resource plans for an organization 3 2.2 Assess the human resources requirements in a given situation 5 2.3 Develop a human resources plan for an organisation 7 2.4 Critically evaluate how a human resources plan can contribute to meeting as organisation objectives 8 LO: 03: Understand human resources policy requirements in an organization 9 3.2 Analyses the impact of regulatory requirements on human resource policies in an organisation 10 4.1 Analyses the impact of an organisational structure on the management of human resources 11 4.2 Analyses the impact of an organisational culture on the management of human resources 12 4.3 Examine how the effectiveness of human resources management is monitored in an organisation 14 4.4 Make justified recommendation to improve the effectiveness of the human resources management in an organisation 15 Conclusion 15 References 16 Figure 1 HR Planning 4 Figure 2 HR Planning process 7 Figure 3 Balance score card in practical 15 Introduction Organisations within today’s labor markets cannot be pretermission on increasing position of managing human resources. It is appreciated that the ways in which human resources are accomplished in employing organisations is energetic for the employer. Human resource (HR) system encirclements all the policies and performs that will ensure that right personnel...
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...Lending Institutions, Healthcare and Human Capital in Algeria Lending Institutions, Healthcare and Human Capital in Algeria The central bank gives the system its overall consistency and provides resources to other bodies. In addition, laws and regulations underpinning bank supervision may not be formally deficient. However, the extensive state ownership of banks severely undermines regulatory governance (IMF, 2004). Many uncertainties also surround the preconditions for effective banking supervision and sustainable macroeconomic policies. These uncertainties also hinders well-developed public infrastructure, effective market discipline, efficient resolution of banking problems and appropriate level of systemic protection. Evident in the IMF (2004) report is the award of banking licenses to individuals without experience. The net worth of bank owners could not be reliably established (IMF, 2004). The 1990 law on money did not require full capital payment. This culminated to the failure of the largest private bank in 2003 with assets of 3% of GDP. The Algerian banking system currently has 28 active lending institutions of which 21 are banks and 7 are financial institutions. There is also one development bank and an offshore bank. The total number of lending institutions has increased from end 1999 when there were 21 as a result of private sector development. Even though, currently there are 15 private banks, the public sector remains predominant (IMF, 2004). They have long...
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...the organization’s goals. Human resources have a significant bearing on the profitability, efficiency and overall organizational effectiveness. Human beings differ from one another in their basic mental abilities, skills, approaches, qualifications and also behaviour which account for their complex behaviour patterns and psychological makeup. Such difference gets multiplied when they interact with one another in a group or in an organization. This generates different styles of management, values, feelings, beliefs and opinions of the employees. They must be groomed in order to take risks, think innovatively, and handle new problems. In the competitive environment, employees of any business organization are the key factor for deciding the success of the firm, in general, and cooperatives in particular. It is understood that cooperative banks approach human resource management (HRM) from the wrong perspective and their financial performance suffers as a result. Instead of focusing on how to execute strategy through the performance of the employees in many cooperative banks, the first priority is cost control and the focus often begins with the HR function. July-September, 2008 Human Resource Management in Cooperative Banks in India: Issues and Challenges Dr.N.Ramu* Indian cooperative banking movement has passed through hundred years of its existence. At the same time, human resources management has been a neglected field in cooperative banks over a period of time and poor...
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...Human Resource Accounting Human Resource Accounting (HRA) means to measure the cost and value of the people (i.e. of employees and managers) in the organisation. It measures the cost incurred to recruit, hire, train and develop employees and managers. HRA also finds out the present economic value of its employees and managers. After measuring the cost and value of its employees and managers, the organisation prepares a report. This report is called HRA Report. It is shown to the top level management. It can also be shown to the employees, managers and outside investors. Methods of HRA There are many different methods of HRA, some of which are:- 1. Actual Cost Method, 2. Replacement Cost Method, 3. Standard Cost method, etc. Advantages of HRA Benefits, objectives, advantages of human resource accounting HRA:- 1. Information for manpower planning HRA provides useful information about the cost and value of human resources. It shows the strengths and weakness of the human resources. All this information helps the managers in planning and making the right decisions about human resources. Thus HRA provides useful information for Manpower Planning and Decision Making. 2. Information for making personnel policies HRA provides useful information for making suitable personnel policies about promotion, favourable working environment, job satisfaction of employees, etc. 3. Utilisation of human resources HRA helps the organisation to make the best utilisation of human...
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...1. PURPOSE AND CONTENTS General This section outlines the Pandemic Influenza Preparedness Policy formalized by the Board of Directors of BANK on DATE. Topics covered in this policy are: Policy Statement Topic 2 Plan Overview Topic 3 Board of Directors and Senior Management Responsibilities Topic 4 Incident Response Team Responsibilities Topic 5 Business Impact Analysis Topic 6 Risk Assessment and Management Topic 7 Travel Impact and Alternatives Topic 8 Staff Training Topic 9 Employee Compensation and Leave of Absence Topic 10 Contact With Public Health Agencies Topic 11 Plan Testing Topic 12 Effective Date All employees of BANK, herein referenced to as the “Bank”, must comply with the terms of this policy immediately. Managers, employees and technical personnel must modify system configurations and procedures, if necessary, to comply with the terms of this policy within TIME PERIOD. 2. POLICY STATEMENT General It is the policy of the Bank to develop, implement and maintain a preparedness strategy with respect to the threat and potential impact of a pandemic influenza event. Pandemics are defined as epidemics or outbreaks of infectious diseases in humans that have the ability to spread rapidly over large areas, possibly worldwide. The United States Government has issued a National Strategy that discusses the threat and potential impact of a pandemic influenza event. The Implementation Plan for the National Strategy identifies roles and...
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...Report On Human Resource Management in Banking Sector ―STATE BANK OF INDIA‖ [Submitted in partial fulfilment] [M.BA Second Semester – January to May 2013] As a part of the Curriculum of MASTER OF BUSINESS ADMINISTRATION [MBA] From Bhai Parmanand institute of Business Studies, Delhi. Guru Gobind Singh Indraprastha University, Delhi. If you want this project word jamiabbs@gmail.com I will sent you file copy then mail me at -1- TABLE OF CONTENTS Chapter No 1 1.0 1.1 Particulars Human Resource management Meaning of Human Resource Management Page No. 1 1 2 3 5 5 6 8 9 9 13 20 20 20 21 1.2 Characteristics of Human Resource Management 1.3 Need and Development of Human resource management 2 2.0 2.1 2.2 2.3 3 3.0 3.1 3.2 4 4.0 4.1 4.2 4.3 Human Resource Management in Banking What is a Bank HRM Background and Practices HR Practices and Methods Job analysis, Job design, and Job evolution Job analysis Job design Human Resource Planning Recruitment Selection Placement -2- 4.4 5.0 5.1 5.2 5.3 6.0 6 6.1 6.2 Induction & Orientation Human Resource Development Management Development Career Planning & Development Organizational Development Compensations Management Compensation Compensations and Benefits 21 23 23 23 24 25 25 26 7 8 7.0 8.0 8.1 8.2 8.3 8.4 8.5 Human Relations Human Resource Management in Bank HRM in Cooperative Banks HRM in Regional Rural Banks (RRBs) HRM in Public Sector Banks HRM in Private Banks & Foreign Banks HRM in Public Sector...
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...Human Rights and Economics: Tensions and Positive Relationships Commissioned by the Nordic Trust Fund The World Bank www.worldbank.org/nordictrustfund Nordic Trust Fund Human Rights and Economics: Tensions and Positive Relationships Prepared for the Nordic Trust Fund/World Bank by GHK Consulting Ltd. Nordic Trust Fund Disclaimer: The findings, interpretations, and conclusions expressed in this paper are entirely those of the authors. They do not necessarily represent the views of the World Bank and its affiliated organizations, or those of the Executive Directors of the World Bank or the governments they represent. Contents Foreword ......................................................................................................................................................... v Acronyms and Abbreviations ...................................................................................................................................vii Executive Summary...................................................................................................................................................ix 1. Study Objectives and Methodology ...................................................................................................................... 1 1.1 Objectives ............................................................................................................................................................ 1 1.2 Approach...
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...between compensation and employee motivation Payment structure is a crucial element in a business plan and should be carefully be looked into for instance the partners should make sure that they recruit a reasonable number of workers that they are able to manage. Objectives of this study (i).To determine if there is an association between rewards and employee motivation, biographical factors (Gender, age, education, qualification, and Income level). (ii).To identify the types of reward system in Pakistani Banks. (iii).To determine the impacts of rewards system on Banks employees’ biographical variables. (iv) To suggest ways in which reward program in Pakistani banks can be improved upon in order to increase employee motivation. INTRODUCTION. Bank is a corporation between partners empowered to deal with cash, domestic, foreign, and receive deposits of money and loan them to third party. There are about 40 banks operating in Pakistan, for instance, the national Banks of Punjab, Commercial...
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...AN INTERNSHIP REPORT ON Human Resource Policies and Practices of IFIC Bank Ltd. Submitted To: Submitted By: Mr. Dr. Md. Saiful Islam Md. Sohorab Hossain Professor ID No.: 11251014 Department of Management EMBA 7th Batch Studies Major: Human Resource Rajshahi University Management Rajshahi University Date of Submission: Letter of Transmittal Date: Mr. Dr. Md. Saiful Islam Professor Department of Management Studies Rajshahi University Subject: Submission of Internship Report Sir, It is my great pleasure to submit the internship report titled “Human Resource Policies and Practices of IFIC Bank Ltd.” which has been prepared as an integrated part of the course requirement of my MBA program. I did my internship at IFIC Bank Limited, Rajshahi Branch. It will be highly appreciated if you kindly accept the report. Your positive action regarding this matter would be very much helpful for my academic career. Sincerely yours Md. Sohorab Hossain ID: 11251014 EMBA 7th Batch Department of Management Studies Rajshahi University Student’s Declaration I hereby announce that the extensive study entitled “Human Resource Policies and Practices of IFIC Bank” (Conducted in IFIC Bank Limited, Rajshahi Banch). Prepared in partial accomplishment of the requirement for the award of the degree Masters of Business...
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...Conformity of Human Resource Management Practices of Mercantile Bank Limited with Legal Environment of Bangladesh. AN OVERVIEW OF MERCANTILE BANK LIMITED 1. Brief History. Mercantile Bank Limited was incorporated in Bangladesh on May 20, 1999 as a scheduled bank in the private sector. The bank went into commercial banking operation since June 02, 1999. The first branch was opened at Dilkusha Commercial area in Dhaka on the same day. 2. Nature of Company and Ownership Structure. Mercantile Bank is a public limited company incorporated under the Bank Companies Act 1991 and the Companies Act 1994. 3. Organizational Structure. The organizational structure and corporate governance of Mercantile Bank Limited strongly reflect its determination to establish, uphold and gain a stronger footing as an organization, which is customer-oriented and transparent in its management. [pic] HRM PRACTICES AT MERCANTILE BANK LIMITED A. HRM PHILOSOPHY OF MERCANTILE BANK LIMITED The Mercantile Bank management is well aware of the need for human resource training and development. This can be understood from its corporate manual: “Function of the management of the bank is not only to cope with the situation prevailing but also to ensure best of services to the clientele and society at large as well as profitable returns to the owners and shareholders. These objectives may be fulfilled only when enlightened management coexists with skilled and motivated...
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...installed Cambodian government and made Cambodia a communist country in Cambodian history, and also installed Mr. Hun Sen as a prime minister of Cambodia. Corruption, poor public institutions, high military spending, poor legal and judicial system keep Cambodia one of the poorest countries in the world for decades. In 1993, Cambodia tried to end the civil war by uniting all conflicting political parties through the historically first free and fair election in Cambodia, which was prepared by the United Nations. Cambodia has deficit every year and survives by foreign aid and donations both financially and technically. In response to that, donating countries and international communities introduce good governance to Cambodia, which leads to administrational and institutional reforms. In this project, I am going to talk roughly about public administration reform, and more deeply about bank restructuring programs which play crucial rules in development of the economy of this poor country. After transforming from planning economy to free market economy, public administrational and institutional reform is one of the transforming processes. The government has tried its best to reduce excessive public employees by eliminating ghost employees, creating job descriptions and decentralizing local authorities. In bank restructuring programs, the government transformed one-tier banking system...
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...Chapter-3 Human Resource Policy & practice of IFIC Bank Limited 3.1 ACTIVITIES OF HRM: HRM has a significant role in today IFIC Bank and must be forward thinking. They must take the lead in assisting good achievement with the "people" component of the organization: Under the guidance of HRM, employees of an organization can assist it in gaining and maintaining a competitive advantage. Attracting and maintaining such employees require: HRM of IFIC Bank to have policies and practices that such employees desire. HRM of IFIC Bank will also recommend and implement changes regarding where necessary. Human resource management has its focus mainly on balancing the needs, goals, objectives and values of both employers and employees. Polices form rules of conduct and they should be based on the following principles: Putting right man in the right place by a careful program of selection procedure and placement to make sure that the new recruit is physically, mentally and psychologically fit for the job to be performed. This is needed for the new employee to develop and grow. Training the new recruits for developing technical competence to-perform so that they can discharge their duties and responsibilities efficiently. Transforming the organization into a coordinated entity of different departments permitting reduction of interpersonal and interdepartmental function and conflicts. Ensuring employee security with opportunity...
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...2011 Available online at http://www.academicjournals.org/AJBM ISSN 1993-8233 ©2011 Academic Journals Full Length Research Paper A study on occupational stress experienced by private and public banks employees in Quetta City Nadeem Malik Commerce Department University of Balochistan Pakistan. E-mail: nadeem_malik_uob@yahoo.com. Accepted 18 February, 2011 Stress is a universal element and persons from nearly every walk of life have to face stress. Stress can have negative impacts on both the employee and the organization. Actually, in this research paper it was checked that what the impact occupational stress produced upon employees. The study describes the occupational stress in public and private banks. A randomly selected sample of 200 employees from private and public banks shows that occupational stress is found higher among private bank employees compared to public bank employees. Among different occupational stress variables role over load, role authority, role conflict and lack of senior level support contribute more to the occupational stress. Bank employees cannot afford the time to relax and "wind down" when they are faced with work variety, discrimination, favoritism, delegation and conflicting tasks. Key words: Occupational stress, pubic bank employees, private bank employees, employees’ health, increased competition, organizational behavior. INTRODUCTION People react to stress in different ways. Some coping much better than others and suffering fewer of...
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...Bangladesh on its way to become a middle-income country by 2021 Essay Contents: 1. Introduction : 2. Classification of Countries and What is Meant by MIC: 3. Significance of Becoming a MIC, for Bangladesh : 4. Predictions on Bangladesh Becoming a MIC( International and National Sources ) : 5. Experience of Countries Moving from Low income to Middle Income Status : 6. Recommendations for Bangladesh to Become a MIC : 7. Becoming a MIC( Three Possible Scenarios) : 8. Conclusion : Essay Materials: sHoVoN Still a way to go for a middle-income Bangladesh Author: Fahmida Khatun, CPD Bangladesh’s recent graduation to the World Bank’s lower-middle-income category from a low-income category was only a matter of time. The country experienced steady growth in the 2000s and boosted its per capita income. Its from a mere...
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...Bangladesh Bank Bangladesh Bank, the central bank of the country, was established as a body corporate vide the Bangladesh Bank Order, 1972 (P.O. No. 127 of 1972) with effect from 16th December, 1971. The powers and functions of Bangladesh Bank are governed by various laws and acts including the Banker's Books Evidence Act 1891, Insolvency Act 1920, Banking Companies Ordinance 1962, Foreign Exchange (Regulation) Act 1986, Money Loan Court Act 1990, Banking Companies Act 1991, Financial Institutions Act 1993 and Rules 1994, Companies Act 1994 and Bankruptcy Act 1997. Bangladesh Bank performed all the traditional central banking functions including the sole responsibilities of issuing currency, keeping the reserves, formulating and managing the monetary policy and regulating the credit system of Bangladesh and maintaining a high level of production, employment and real income in the country and managing the country’s foreign exchange and the gold reserve. The bank acts as the banker to the government and accepts government deposits, cheques and drafts, and undertakes collection of cheques and drafts drawn on other banks. It acts as the public debt manager and runs a public debt office (PDO) within itself. The bank also sells government treasury bills (T-Bill) on tender, prize bonds and different types of saving certificates. The bank acts as the clearing house of the scheduled banks. In addition to bank rate and open market operations, it uses a number of other weapons...
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