Department of Finance and Banking Course Title

Department of Finance And Banking
Course Title: Human Resources Management

Course code- Fin: 321
Assignment on:
A Particular Company’s HR practices:
Bangladesh Perspective- Shahjalal Islami Bank Limited
International Perspective- HP
Submitted To-
Tama Saha
(Lecturer)
Finance & Banking
Comilla University
Submitted By-
Name ID
MD Nurul Huda 11817020
Date of submission: 20-09-2021

HR practice at Shahjalal Islami Bank Limited
1.Overall scenario of company:
Shahjalal Islami Bank Limited is an Islamic Shariah based commercial bank in Bangladesh
which was commenced its commercial operation on the 10th May, 2001 under the Bank
Companies Act,1991. During these years SJIBL has diversified its service coverage by opening
new branches at different important locations across the country offering various service
products both investment & deposit. It does not only follow INTEREST-FREE banking business
but also it carries deal wise business product thereby generating real income and thus boosting
GDP of the economy. Its corporate head office is situated at Shahjalal Islami Bank Tower, Plot
no: 4, Gulshan Avenue, Dhaka-1212. At present, there are 132 branches, 110 ATM Booth, 2156
Employees.
2.Rules & Regulation of the company :

 The Board of Directors will determine the objectives and goals and to this end will chalk
out strategies and work plans on annual basis. It will monitor at quarterly rests the
development of the implementation of work plans.
 The Board will be vigilant on the internal control system of the bank to attain and
maintain satisfactory health or grade of its loan and investment portfolio.
 Policies relating to recruitment, promotion, transfer, disciplinary and punitive measures,
human resources development etc. and service rules shall be framed and approved by the
Board of Directors.
 The annual budget and the statutory financial statements will be prepared with the
approval of the Board of Directors.
 The CEO shall ensure compliance of the Bank Company Act 1991 and other relevant
laws and regulations in discharging routine functions of the bank.
3.Recruitment procedure:
Generally, the recruitment and selection process of Shajalal Islamic Bank is done in four ways
depending on the job category of the vacant position.
1. Entry Level Management
2. MT(Management Trainee)
3. Mid and Senior Level Management
4. Graded Staff/Non-Management Staff
The management then checks out whether the new recruitment conforms to the regulations
regarding the human resources requirement of the company. This procedure involves different
stages:
 Defining the position description
 Internal search
 Consulting the CV bank
 External recruiting
 Advertisement
 Screening and Short-listing
 Written Test
 Selection Interview
 Reference Check
 Employment Decision
 Pre-employment Medical Check-up
 Offer Letter
 Appointment
4.Orientation, training for employees:
Shahjalal Islami Bank gives both internal and external training for upgrading job knowledge and
skills.
Key areas of Training Courses:
Foundation Training Course, General Banking, Banking Laws and Practices, Documentation,
Managerial Functions and Leadership, Foreign Trade and Foreign Exchange Operations,
Investment Operations.
Key areas of Training Workshops:
AML and Prevention of Trade-Based Money Laundering, Asset-Liability Management and
Stress Testing in Banks, CIB Rules, Ethics in Banking, Customer Services in Banking,
Leadership & Team Building, SWIFT Operation, Core Risk Management, Management of Torn
Notes, ISS Reporting, Risk Management under Basel Accord, Relationship Management,
Marketing Techniques and Negotiation Skills, Prevention of Malpractices and Forgeries, Risk-
Based Audit, Security Features of MICR Cheque etc.
5.Employees satisfaction or dissatisfaction:

Shahjalal Islami Bank Limited always try to meet employees satisfaction. Before appraising the
performance of employees properly, the HRD manager established the standard without showing
any discrimination. The HRD manager prepares the standard promotion policy for the employees
of the organization. Here it is very much important that the employees get the promotion based
on their performance not nepotism, political influence and so on. The HRD manager established
the standard pay structure for the employees of the organization to reduce the high turnover of
employees.
6.Performance appraisal:
The human resource department usually designed performance appraisal systems. For evaluating
the performance appraisal mostly follows the rating scale method.
 Performance rating
 Company performance
 Inflation of the country
Without this, based on the performance of each individual, there exist three groups of employees who
are listed and the list is maintained secretly by HR Department.
Merit Rating
Shahjalal Islami Bank does its merit ratings in the following way:
 Key Personnel: Who are the most required personnel for the business operation?
 Watch List: Who is doing well and has the ability to take further responsibility?
 High Valued Employee: Who is doing very well at his present job but not capable to
take higher responsibility?
7.Compensation procedure:
Pay rates or ranges will be established that is compactable with the ranges, classifications, point
arrived at through job evaluation. There are various types of compensation given to the
employees:
 Pay Scale
 Provident Fund
 Health, Safety and Medical facilities
 Health Insurable Policy
 Benefits and Rewards for Management and Graded Staffs
HR practice at HP
1.Overall scenario of the company:
Hewlett-Packard Company commonly known as HP, is an American multinational information
technology corporation which is situated in Palo Alto, California, USA. The company was
founded in 1939 by Bill Hewlett and Dave Packard. Their vision is to create technology that
makes life better for everyone, everywhere, every person, every organization and every
community around the globe. HP has about 304,000 employees. The results of this investment
can be seen in the two awards received by HP from the American Society for Training and
Development for inventiveness of its leadership development programs. Furthermore, Hay group
recognized HP as one of the best company in the world for leadership development. HP is
practicing an inorganic strategy. The company deals in a wide range of products, from portable
devices to supercomputers, from computing to home printing. Consequently, HP today services
to over a billion customers in 170 countries.
2.Rules & Regulation of company :

As an employee:
 Act with uncompromising integrity: Demonstrate your commitment to our values,
policies, and the law by always putting integrity first.
 Raise a concern: Every employee has a responsibility to report any suspected misconduct
immediately, and honestly.
 Cooperate: Comply with all internal investigations and audits.
As a manager:
 Be an ethical leader: Use your good judgment and the headline test to ensure that your
actions demonstrate the highest standards of ethical behavior.
 Be a resource: Know Integrity at HP values and expectations so you can reinforce them
with your team and answer employee questions.
 Build trust: Take employee concerns seriously, provide guidance and take appropriate
action to prevent, detect, and respond to misconduct and ask for help if needed.
3.Recruitment procedure:
It is very selective in considering job candidates. Great emphasis is given to adaptability and
cultural fit. Everybody is hired on a permanent basis. Nobody is hired for a program or specific
short-term skills. It promotes from within and grows its own management people and looks for
people who have a lot of growth potential. It is very unnatural for someone to be hired into a
manager’s position.
4.Orientation, training for employees:

After recruiting employees, to overcome frustration, a four half-day module known as ‘Working
at HP' is presented to groups of less than 30 employees and is felt to be most effective when
attended after about six months of employment. The classes composition of all types of
employees mixed together. The course instructors are a member of the local personnel staff and
at least one line manager. The modules cover the history of HP and development of the HP way,
personal policies, performance evaluation, salary administration and personnel development. The
company also organizes some training and development:
 Employee orientation
 Skills & technical training
 Coaching
 Counselling Development
 Management training
 Supervisor development
5.Employees satisfaction or dissatisfaction:
Flexible work hours aren't the only tool to increase employee satisfaction. Recently at HP
Customer Engineering division, which provides on-site hardware support for HP customers. To
fulfil HP's promise they worked overtime. Managers allowed employees to create their own
work schedules. By employees satisfaction overtime costs down by 36 percent, and the many
customer engineers who were thinking of leaving stayed on the job, holding recruitment and
training costs down.
6.Performance appraisal:
The performance appraisal and salary administration processes also look on individual
employees to many managers around the company. In the appraisal system ‘wage curves' for
various levels are considered to be competitive with relevant labor markets. Employee pay is set
by a combination of relevant experience and sustained performance. The pay positions of the
employees should relate closely to the performance of the wage curve. Determining performance
employees are ranked within their groups. Performance is reviewed quarterly which helps
employees to maintain equity pay and spreads employee accomplishment. Annual individual
performance appraisal is done to evaluate the performance of each employee and salary changes
are made accordingly.
7.Compensation procedure:
The company follows two types of compensation plan, Financial and non-financial compensation
plans. Such as Basic salary, Stock awards, Non-equity incentive plan compensation, Change in
pension value and nonqualified deferred compensation earnings, Mobility program, Personal
aircraft usage, Security services/systems, Miscellaneous etc.

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Department of Finance And Banking

Course Title: Human Resources Management

Bangladesh Perspective- Shahjalal Islami Bank Limited

MD Nurul Huda 11817020

Date of submission: 20-09-2021

2.Rules & Regulation of the company :

5.Employees satisfaction or dissatisfaction:

2.Rules & Regulation of company :

4.Orientation, training for employees:

5.Employees satisfaction or dissatisfaction:

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