Ongoing Corporate Human Resource Management Practice

Abstr doing Strategic HR practice is always a quarrel for some(prenominal) arranging to brook a set of service that is suitable to make the sense in terms of implementing the musical arrangements strategicalal plan. Because with out(a) proper evaluation of the term, a comp each whitethorn non find out the ch solelyenges and the probable scopes of remedyment. In todays business world we cannot avoid the graphic symbol of strategic practice especi completelyy in the service empyreans desire fast growing pious platitudeing sector. The margining service in the world is growing day by day.Bangladesh, albeit a under foundered country, is no exception from it. In the fresh period of time kind vision centering (HRM) practices became so familiar and momentous in both business sector of Bangladesh. The success of every presidential term is coming through the writ of execution of the employees of that organization. The in effect(p)ness of the employee performance is mostly depends upon the HR form _or_ system of government and practices. Therefore, the way should ascertain(p) the magnitude of strategic HRM practices. Keywords HR practice, Banking sector in Bangladesh.GJMBR Classification JEL Code O15 current Corporate military personnel Resource wariness Practice in Banking sector of Bangladesh Strictly as per the compliance and regulations of 2012 . Sadia Afroj. This is a research/review paper, distri plainlyed under the terms of the Creative putting surface AttributionNoncommercial 3. 0 Unported License http//creativecommons. org/licenses/by-nc/3. 0/), permitting all(a) non-commercial use, distribution, and reproduction in any medium, provided the original graze is decently cited.Ongoing Corporate Human Resource Management Practice in Banking sector of Bangladesh organization to provide a set of service that is able to make the sense in terms of implementing the organizations strategic plan. Because without proper evaluation of the term, a company may not find out the challenges and the probable scopes of improvement. In todays business world we cannot avoid the contribution of strategic practice especially in the service sectors like fast growing coin banking sector. The banking service in the world is growing day by day. Bangladesh, albeit a developing country, is no exception from it.In the recent period of time Human Resource Management (HRM) practices became so familiar and momentous in every business sector of Bangladesh. The success of every organization is coming through the performance of the employees of that organization. The in effect(p)ness of the employee performance is largely depends upon the HR policy and practices. Therefore, the focal point should consider the magnitude of strategic HRM practices. The strategic plan for HR musical arrangement leave alone give a considerable guideline within which the c atomic number 18 can make decisions just more or less their human resource.In de signing the companys HR system the HR manager need to understand the nature of the companys business, their site in the market, more everywhere the objective and goal so that she or he can design a plan that will perfectly suits to achieve the strategic goal. This study has attempted to have knowledge about strategic HRM practices in the business sector of Bangladesh like the banking sector because it plays a pivotal role to the scotch growth 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 well organized banking system can play a vital role in the development of the country. Human Resource Management is a distinctive approach to engagement management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, victimization an integrated array of cultural, structural and personnel techniques. Extensive cultivation and culture management programs, various(prenominal)ized give back management systems, as well as a range of employee nvolvement mechanisms, operate towards achieving enhanced employees contribution. It is a hale range of notions on management theory, style and practice. In maintaining About Business Administration Discipline, Khulna University, Khulna, Bangladesh. E-mail emailprotected com II. The actual trend of HR practice in diametrical banks of Bangladesh In Bangladesh approximately of the human resource colligate decisions ar mainly interpreted by the central management. In contrasting branches these decisions ar just implemented. In different private banks of the 2012 Global Journals Inc. (US)Global Journal of Management and Business seek and implementing balance between the employees aspirations and the goals of the bank, the bank must generate the highly effective and eff icient Human Resource Management. For the Human Resources Management to generate to the profitability, quality, and other organizational goals of the bank, it should be 105 able to airlessly integrate c arful formulation and decisionmaking. To be able to do this, it must perform various activities such as recruitment, compensation or big rewards, training or c atomic number 18er development, performance appraisal, and health and safety developments.For control and implementation effective strategic planning is required for each sector of banking as it is mere or less service orientated business unit. It is included into the direct management task. In banking these strategic practice includes evaluating the banks (business) privileged and external situation, properly define the business and developing a mission, translating the mission into the strategic goal as organizations goal and crafting a final dodge or course of action.Besides practicing HR in different units it is also a mammoth task for the banks to face the central and outer challenges. In different way the HR division sales, finance and manufacture the strategic over time to achieve its eventual(prenominal) objectives. Monitoring as well as changing the strategy also permits the business to cope up with the current demand. As the unit needs to improve the quality of its different service. Then the HR strategy might be to boost up employee quality consciousness through improved screening and required training.In formulating and implementing the HR strategy the business needs to follow the global trend and need to continually improve organizational performance. just HR department also should be careful enough to designing its strategic planning not just to execute. So when planning it the strategic manager must realize where they are now and where needs to go. vividness XII Issue II Version I F ebruary 2012 Sadia Afroj Ongoing Corporate Human Resource Management Practice in Banking sector o f Bangladesh Global Journal of Management and Business Research country it just follows the instruction come from the higher(prenominal) authority.All the banks have their Corporate foreland office in Dhaka and near of the strategic decisions are taken from on that point. For the better understanding of corporal business, continue long term relationship, ensure the desirable growth and ful lead 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 most of the employees agreed with this point that they are satisfies in the nature and trend on practicing strategic HR in different banks.As it is mentioned that most of the decisions are taken in corporate level, but at the time of appointment, that means on the eve of joining in the bank they are introduced with the legislation and different terms & 106 conditions of the organization. As a result each and ev ery employee gets a clear view about the ins and outs of their individual course of action. It also discloses the over all picture of the organization-its previous-currentfuture. As it provides an overall idea of front man 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 transit or not. ? In case of selection how the employees are treated. ? How they are oriented in new on the job(p) environment. ? The effectiveness of different realize and incentive packages. ? Whether the bank properly follow the promotion strategy. ? How effectively the employees handle different 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 new employees normally check their HRIS.As most of the bank always main updated Human Resource Information system, it is so easy for them to find out the empty position, where new employees are required. So there a little bit chance that there is lack of employees in different banks. The vacant situation raises mainly when ? Any employees leave or open fire without notice. ? Increase absenteeism because of illness. ? New branches are opened But the above factors dont have any long-term effect on the performance of a particular branch. Computer based information system and new recruitment immediately remove this short term problem.The corporate branch through effective job analysis mainly handles it. In different banks the employees thought that effective information system as well as prompt decision making deprived the problems which may arrive in employees shortage situation. In case of treatment in Bangladeshi banking sector inside job how the management handles their grievances. Whether there remain any unequal treatment among the employees having same quality and competencies. Huma n Resource plane section can ensure its smooth and accurate working environment if it can ensure that the employees will provide their label best effort.The employees can follow this way if they are ensured that they have enough mechanism in their hand to protest 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 framework of its primary obligation to senior management or immediate higher authority For personnel recruitment and selection these banks follows some standard most of the cases.The practiced format for selection and recruitment is The corporate decide 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 top level. As it is an integral part of the banks strategic HR and planning process through succession planning the higher authority implement it. The corporate HR department also decides the expansion process of their employment requirement. It detailed how to hire, screen the employees and where to put them. The common process of portent the personnel need is analyzing trends.The past data and present requirements construct the idea about the trend of employee requirement. The higher authority study variations in the banks employment level in last some 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 chance and nature of handling different situation.. To ensure the smooth working environment it is internal for any organization to hire enough employees according to the necessities of each different branch.The employees requirements and posting differ because of the following aspects If the bank covers so many financial products then it needs more employees The necessities of employees differ on working procedure- mechanization or manual working process When there remain two or more branches close to each other, normally less employees is required as they have to handle comparatively lesser employees in that case Higher population creates pressure of fast service as well as larger number of employees. Because they need to handle larger customer group. 2012 Global Journals Inc. (US) Ongoing Corporate Human Resource 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 admirers approximation current and future employees requirement. This information system also figures the average employee demand the transferring from one branch to another(prenominal) the demand is fulfilled some times.Normally internal recruitment/se lection follows the above strategies. Most of the cases this strategy is taken for the key positions of the bank. Whether any employee is newly recruited or transferred from one place to another, they need to adapt the working environment. other than they may not give their best for the organization. For the adaptation in the new work responsibilities or working place, the employees may get help from the organizational policy. On the job training is a very effective mechanism for the proper orientation course 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 enter 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 impregnable 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 want them to do and how to do that. If they dont know, they will do the job in their own way, not according to the managements preference. Therefore, effective training is essential for the improvement of both the employee and the organization. Employee motivation is one of the most important aspects of organizational behavior. The productivity and the performance of the employees largely depend on motivation.Motivation is the force that makes one do things this is a result of ones individual needs being satisfied (or met) so that s/he has inspiration to complete the task. These needs veer from person to person as everybody has their individual needs to motivate themselves. Depending on how motivated people are, it may further determine t he effort they put into their work and therefore append the standard of the output. There are various health and safety laws existing in Bangladesh. But these are mainly applicable for the industries where insecure equipments are used. But in banks there is no hazardous equipment orThe EEOC will take action if the at a lower place two situation arise To fail or refuse to hire or to discharge an individuals or discriminate against any individual with respect to his or her compensation ,terms , condition or privilege of employment , because of such individuals race, simulation , righteousness, gender or national origin. To limit ,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 affect his or her status as an employee race, color , religion, gender or national origin.In Bangladesh it is found that most of the employees are satisfied with the prevailing st rategic process and procedure of the bank. They feel 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 choose 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 benefit package is 2012 Global Journals Inc. (US) Global Journal of Management and Business Research nstrument is used. So there are fewer requirements for marinating rigorous health and safety measure. However, banks are prepared for any fire related virgule and mere illness of the employees. They keep fire extinguishers in their office and first aid facilities is also getable The most prominent 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 immensity of particula r work and importance of employees hundred percentage contribution to the work.On the basis of the judgment HR manger first tell apart the task of the specific employees 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 lastly give motivation to perform the work 107 properly. Every employee gives a vast knowledge how they 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 means 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) political science who monitor the discrimination complain. They make the judgment through the law of the country. Volume XII Iss ue 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. Some of them think that they are not placed 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 productivity 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 crucial for every organization for the proper management for all activities in an organization. As the activities are done through the human asset 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 disclosed 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 initiatory to resolve this problem. This industry 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, Bosto n, pp 3. 4. Wright, P. M. , G. C. McMahan and A. McWilliams, 1994. Human Resources and sustained competitive advantage A resource based perspective. Intl. J. Human Resource Management, Vol5, 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 groom Press, Boston, Massachusetts. pp 111-12. 7. Giordano, A. G. , 19871. 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