In implementation of the Human Resource Development Strategy, EXIM bank Limited has established its own training institute for its head office. The student who works closely with the people of the organization is introduced to the function of the organization. This report titled “Human Resource Management Practices of EXIM Bank Bangladesh Limited” has been prepared to meet the need of the internship program of BBA at United International University majoring in Human Resource Management.
It is a mandatory requirement of the internship program that requires a student to work in a particular organization for 3 months. The future human resource requirements of the organization are predicted and how the existing human resource of the organization can be used to meet these requirements is determined. To determine the level of employee involvement and communication is one of the functions of HRM.
It is one of the functions of HRM to take care of the health and safety of employees. Giving personal support to employees in case of their distress and problems is one of the functions of HRM. It will definitely help me develop my concept of the banking system and its operations.
To complete the partial requirement for the award of the BBA degree from the School of Business and Economics, United International University.
CHAPTER-03 Methodology
- Type of Data
- a ) Primary data
- b ) Secondary data
- Sample Size
- Data Collection process
- Data Analysis Technique
- Limitations
Primary data was collected through personal observation of overall bank operations and through in-depth interviews with employees and their customers. Some secondary data sources have been used to prepare this report such as internet, non-confidential information of the company etc. These secondary data will help the report immensely because one of the objectives of the report is to show the company and the industry in which it is to be analyzed. operation and its prospects.
The related data required for this report was primarily collected by examining various records, papers, documents, operational processes and various personnel. The main limitation is that access to information is insufficient, which hindered the scope of analysis required for the study.
CHAPTER -04
Historical Background of Exim Bank Ltd
EXIM Bank has achieved a secured and unique place in the banking industry when it comes to their performance, growth and excellent management by their sound decisions and management directives in the operational actions. This bank was converted into Shariah Based Islami Bank from a conventional bank in July 2004 where the manager was Mr. Kazi Masihur Rahman became the director of EXIM Bank after completing 7 years as director of Mr.
This bank is placed on a state-of-the-art centralized information platform with two modern data centers running the world famous core banking software TEMENTOS T24 along with some alternative delivery channels such as ATMs and SMS banking under its leadership. EXIM Bank has become a fully compliant bank with sufficient capital and good asset quality along with its long banking history. He was a consultant in EXIM Bank from 27 July 2012 after retiring from MD.
EXIM Bank has achieved the highest level of performance in almost all areas of its activities and has gained confidence to position itself as a dynamic bank by providing clear and standardized banking services to customers in a collaborative manner under his visionary leadership.
Vision
Mission
Objective
Core Values
Corporate Information
Industry Scenario
Bangladesh is going through a very challenging situation which is reforming the banking sector with special emphasis on curbing bad loans and controlling the dollar exchange rate. Big companies can benefit and the entire business sector of our country can develop if things continue like this. Due to massive inflation and changing exchange rates, regular customers will suffer a lot due to the dangerous impact on the entire banking sector as well.
Bangladesh Bank must deal with bad loans and ensure that businesses are held accountable for their financial decisions. Our country is very ambitious for our economic growth, and it is a shame that these ambitions are derailed by the continued support of bad actors. It is the government's responsibility to ensure that the banking sector is regulated in a way where everyone is treated equally.
CHAPTER-05
Findings and analysis
Recruitment process of Exim Bank
Qualification for Management Trainee
Actions taken by Exim Bank to enhance the work efficiency of its employees
Actions taken by Exim Bank for arranging training program to train employees
Compensation benefits of the employees of Exim Bank
Performance evaluation system of the employees of Exim Bank
Promotion policy of Exim Bank
Transfer procedure of the employees of Exim Bank
Termination procedure of employees of Exim Bank
Employee benefits of Exim Bank to its employees except salary
Measures taken by HR if any employee is engaged in any type of fraud and forgery
Actions taken by HR to motivate its employees
Actions taken by HR to retain its employees
Procedure of getting leave in EXIM Bank
Kinds of leave and for how many days leave is given in EXIM Bank
Procedure of getting NOC (Non Objection Certificate)
First, an employee has to apply to the Branch Manager with reason to get the NOC.
Procedure for getting internship in EXIM Bank
Procedure for yearly holiday schedule management
Recreation policy of EXIM Bank
Procedure of mandatory leave and Hajj plan in EXIM Bank
Code of Conduct for EXIM Bank
E Recruitment of EXIM Bank
Complaint management
Rule regarding provident fund in EXIM Bank
Rule regarding gratuity in EXIM Bank
Rule regarding employee’s social security superannuation fund in EXIM Bank
Rule regarding death benefit in EXIM Bank
Rule regarding disability benefit in EXIM Bank
Rule regarding medical benefit in EXIM Bank
Rule regarding retirement benefits in EXIM Bank
Rule regarding resignation benefit in EXIM Bank
Rule regarding assistance for burial in EXIM Bank
Rule regarding scholarship to children in EXIM Bank
Rule regarding loans in EXIM Bank
Career opportunities in EXIM Bank
Culture of EXIM Bank
Working environment of EXIM Bank
Transparency in EXIM Bank
Workforce of HR
The HR department of the bank is very small compared to the huge number of employees in the organization.
Human resource planning in EXIM Bank
Job analysis in EXIM Bank
Job evaluation in EXIM Bank
Employee relations in EXIM Bank
Age limit to apply for the position of TO/MTO
Skills possessed by an MTO
Rule regarding physical fitness in EXIM Bank
Scholarship of EXIM Bank
Way of treating new employees in EXIM Bank
Annual incremental policy in EXIM Bank
They also offer an incremental pay increase based on merit or due to inflation.
Number of times EXIM Bank recruits employees in a year
Situation which occurs when there is vacant position available
Source of hiring entry level employees in EXIM Bank
Preference of EXIM Bank for top level positions
Way of recruitment of the current 7 Deputy Managing Directors in EXIM Bank
Thing by which EXIM Bank isn’t affected by
Thing that happens in case of entry level posts
Thing that happens in case of top level employees
Thing that EXIM Bank maintains
Thing that doesn’t happen during recruitment in EXIM Bank
Thing done in EXIM Bank to encourage a healthy and cordial working environment
Way of taking interview in EXIM Bank
Situation gone through by the newly appointed employees
CHAPTER-06 Recommendations
Through proper training and development programs, an efficient and capable manager should be created, as a result he/she will make the right decisions and solve the problem. Appraisal review guides the decision regarding salary increase which should be more attractive which will encourage more employees to show better performance. Personnel with higher education in management is useful for banks and this trend should be followed by the HR department for further recruitment.
The immediate supervisor should be neutral and independent when evaluating performance and selecting subordinates for training. ARP system is necessary to evaluate the past performance of an employee, at this time they should be encouraged for effective performance in the future. The open and free culture of communication is also appreciated with the following means of communication such as; bulletin boards, magazines, newsletters, suggestion programs; E-mail and mobile messaging can be used.
The provision for overtime must exist which leads to the motivation of the employees in the EXIM Bank Limited.
Conclusion
Organizations face many challenges when depending on energetic and committed employees, although dedicated and loyal employees are especially influential in becoming an employer of choice. The true potential of an organization can be understood when the productivity levels of all individuals and teams are fully aligned, committed and energetic to successfully achieve the organization's goals. Therefore, the goal of all companies should be to develop employees' desire to remain in their relationship with the organization.
Its significance is that it is important for organizations to express and act on a commitment to developing employees' career goals by introducing initiatives that make employees trust that their current job is the best way to achieve their career goals, as EXIM Bank understands and this was seen during my internship period.
Appendix
Questionnaire
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