Standard Chartered Bank Bangladesh (HRM)
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Transcript of Standard Chartered Bank Bangladesh (HRM)
1
WELCOMETO
OURPRESENTATION
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Human Resource Management Functions of Standard Chartered Bank
- by Bees Squad
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BEESSQUAD
Suraiya RahmanID# 239 Farzana
YeasminID# 242
Kazi Jannatul FerdousID# 244
Hosne Ara NazneenID# 248 Hariha
RahmanID# 249
Tanzina Rahman KashfiID# 414
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ORGANIZATIONOVERVIEW
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SCB at a glance
• The oldest & largest foreign bank in Bangladesh
• Establish in 1905; but founded in Bangladesh in 1948
• 26 branches & booths ; 83 ATM’s all over the country
• Only bank that never closed its doors over 110 years of banking operation in the country
• Employing over 2000 people• Leader & pioneer in retail banking
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Visiono To be the most
efficient financial intermediary in the country
Missiono To consistently held the
customer make intelligent financial choices
o To be the preferred provider of the highest quality services in the chosen business areas
o To be a workforce of choice
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Objectiveso To ensure high return on
investmento To remain as the market
leadero To play a significant role in
the economic growth of this countryStrategies
o Promotional activitieso Offering a very wide range of
innovative productso Introducing more convenient
& comfortable means of banking
o Providing free gifts to customer who make more use of SCB’s products & services
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Maintenance1) Controlling
Acquisition1) Human resource
planning2) Job analysis3) Requirement4) Orientation
Development1) Training2) Employee
development
Motivation1) Compensation2) Benefit3) Performance
appraisal
- Human resource Functions
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Human resourcing process of
Standard Chartered Bank
Recruitment & selection
Orientation & training
Assigning duties
Career development
Compensation & benefits
Performance Measure
High performance
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Human resource planning & forecasting
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Human resource planning process
Step-1
Assess Human
resources
Step-2
DemandForecasti
ng
Step-3
SupplyForecasti
ng
Step-4
Conduct aGap
Analysis
Step-5
TakeActionPlan
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Planning process of SCB
Organization
Strategy
HR design-shaping
For success
Assessing organization'sCompetencies
Assessing the need of people
Invest to develop organization
Work force planning
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Forecasting process of SCB
Gap analysis
Assessing demand & supply
Strategy of organization
Scenario
planning
HR plans
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Job analysis
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Job analysis process
Maintaining & updating job description & job specifications
Information collection
Analyze the job
Verify the job analysis information
Develop job description & job specification
Select representative positions
Review background information
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Methods of job analysis in SCB
• Individual interview method
• Observation method
• Structured questionnaire methods
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Recruitment &
orientation
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Recruitment process of SCB
Manager notifies of vacancy
HR receives bids from interested applicants
Call for test and interview
Filling position
List of candidates
given by Human Resources to
Managers
HR department posts hob opening
HR department screens
candidates
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SCB’s Strategies of recruitment
• Recruit great people• Set them clear
objectives that play to their strengths
• Provide great development to build on their strengths
• Recognize & reward exceptional performance
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Recruitment budget
20%-25% of total budget
Types of recruitment1) External recruitment
• Job advertisement• Job watch• SCB global career website
2) Internal job recruitment• Employee referral• SCB global career website
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Selection process of SCB
Initial screening
Comprehensive interviewDecision making
Employment test
Background investigation
Completing theApplication form
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orientation
A 2-day comprehensive orientation
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Training&
development
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Training design process of SCB
Ensuring transfer of training
TrainingMethod
Evaluation Plan
Monitor andevaluation
Conducting Training need
assessment
Creating Learning Environment
Ensuring employees readiness for
training
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Types of training in SCB
Orientation Training Product and Operational process Training Skill Training On – job training and off the job training Specific competency training E-learning Performance related training
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Some training programs in SCB
Go Green campaign Training on Forex transaction Rok n Rol training SPORT training Financial control policy Operational risk management Group Compliance Training
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Compensation&
benefits
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Process of determining employee benefits
CBA
Job evaluation
Pay policy identification
Job analysis
Wage & salary
surveys
Government rules & regulations
Wage & salary structure
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Compensation & benefits of SCB
Grades/Brand Position Salary(BDT)Temporary/Sales Temporary/
Contractual 6000-15000 + commissions
9 All officers/new entries
27000-30000
8 Sr. officer/ Asst. manager
35000-60000
7 All managers 54000-800006 to 5 Sr. managers 80000-200000
4 Head of department
200000-270000
3 Country head Not mentioned
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Benefits Group insurance: taka 5 lac. (If the employee is dead).Full medical support. Provided by LABAID under ALICO medical policy.House rent:Level/brand 9-8 – taka 10000.Level/brand 7 and above -15000 to 30000.Provident fund: after passing 5 year in this bank employee will get these benefits.Employee will contribute 5% and Bank will contribute 5%.Gratuity: current gross salary multiplied by number of service year. The total amount will be given to employee.Increment: based on performance. (10%-25%).Staff loan: employee can get loan at 3% interest rate.
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Compensation the sales force/temporary employees:
Clearly define goals that are realistic but challenging.Measuring performance against goals.Rewarding achievement with competitive and motivational compensation packages.
Executives and officers compensation:
Basic salary.Annual incentives.Bonus and benefits.
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Performance evaluation
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SCB’s Five w’s of performance measurement
Who What Why When Where
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Objectives of performance evaluation
• Review performance• Training need assessment• Promotion
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Performance measurement criteria of SCB
• Strategic congruence
• Validity• Reliability• specific
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Control
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Employee relations
Managerial prerogatives for recruitment, talent management, performance management and discipline are non-negotiable.
Organization will follow the legal standards and regulations in the countries that they operate in.
Organization will encourage a performance culture designed to recognize individual performance. Superior performance will be rewarded differentially.
Organization will focus on driving employee engagement at all levels thus creating an environment which encourages open two-way communication.
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Employee engagement
Creating a working environment where employees can apply their individual talents
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Employee discipline
Minor conduct or performance issues dealt with informal disciplinary procedures
Gross misconduct & gross incompetence may warrant summary dismissal or otherwise suspension pending inquiry
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Findings of the study Organization hires qualified employees and for their
contribution organization provides a good compensation benefits and to develop them organization arrange training program.
Employees are satisfied with their job and compensation packages.
They like to grow their career with this organization and they are motivated to work for this organization.
They are satisfied with organization’s personnel development process.
They are satisfied with job so that they work with full of energy and they serve quality service.
Their urge influences them to work for this organization. Organization provides best compensation to them. Organization’s HR practices are effectively influence employees
best output. Organization maintains good relationship with the employee.
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Any query…..???
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- Good bye…!!!
Have a nice day………!!!!!