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Strategic HRM Plan for Standard Chartered Bank Limited (Bangladesh)

Strategic HRM Plan for Standard Chartered Bank Limited (Bangladesh)

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Published by Belal Reza Pearl
A. This is about designing the HR norms and motives in SCB. The proof that the bank has a well-performing HRM department is that the employees are motivated and their turnover is quite low. SCB is also the one of the most sought after employers in the country. In this ever-changing world, the corporations need to continuously update themselves to keep it at global standard. Standard Chartered Bank is in a way, in a more advantageous position, as it is a multinational bank and thus has better opportunity for being competitive. The report has been designed to motivate HR activities in SCB for the period of 2009. The continuous amelioration is seen from the fact that within just over a decade the department has come far- it is very structured and is continuously being improved upon through the implementation of new projects every year. Training the employees to enhance their performance is the key focal point of the bank.

B. The Human Resource Department of this bank carries out almost all the functions starting from human resource planning, recruitment, training, rewarding, compensating, to researches undertaken to be prepared for the future. All the functions performed are similar to what we have learnt in our text. This was quite surprising for me for it was contrary to a common belief that real world is very different from our classroom learning.

C. For this report, data has been collected from different primary sources, primarily interview of senior management of SCB, both in HR and other functional departments. Reference books on HR, Different websites on Current HR Practices, Annual Reports of Standard Chartered Bank, Different published documents of Standard Chartered Bank. The data were analyzed by correlations as well as template analysis.
A. This is about designing the HR norms and motives in SCB. The proof that the bank has a well-performing HRM department is that the employees are motivated and their turnover is quite low. SCB is also the one of the most sought after employers in the country. In this ever-changing world, the corporations need to continuously update themselves to keep it at global standard. Standard Chartered Bank is in a way, in a more advantageous position, as it is a multinational bank and thus has better opportunity for being competitive. The report has been designed to motivate HR activities in SCB for the period of 2009. The continuous amelioration is seen from the fact that within just over a decade the department has come far- it is very structured and is continuously being improved upon through the implementation of new projects every year. Training the employees to enhance their performance is the key focal point of the bank.

B. The Human Resource Department of this bank carries out almost all the functions starting from human resource planning, recruitment, training, rewarding, compensating, to researches undertaken to be prepared for the future. All the functions performed are similar to what we have learnt in our text. This was quite surprising for me for it was contrary to a common belief that real world is very different from our classroom learning.

C. For this report, data has been collected from different primary sources, primarily interview of senior management of SCB, both in HR and other functional departments. Reference books on HR, Different websites on Current HR Practices, Annual Reports of Standard Chartered Bank, Different published documents of Standard Chartered Bank. The data were analyzed by correlations as well as template analysis.

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Published by: Belal Reza Pearl on Sep 16, 2010
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12/05/2012

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© 2007 Syed Belal Reza
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CHAPTER ONE: Introduction to the Project 
1.1 Introduction 
In this chapter the key factors and the key driving forces will be monitored and discussed for theadvanced understandings of the present condition of SCB in financial market of Bangladesh theyare playing in. Motivating the analysis to reveal exact scenario can be shown exactly in thischapter for ensuring the quality of the key players in this regard.
Figure 1
Summarized factors explained later part of this chapter 
 
Firstly, the aim and the rationale will prove the report structure and the report objectives in this part. The rationality of the report is always based on the factors influencing the SCB¶s activitiesand their objectives in this regards. In the later part, the discussion will carry to show therelationship how the data have been gathered to analyze the key issues of this report. Lastly thewhole report structure will be shown in this part to get through the summarized way of thestructure based on the activities at SCB.
1.
2Aim and Rational
1.3
Mthodology
1.4
Rport Structur
 
 
© 2007 Syed Belal Reza
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1.2 Aim and Rationale of the Project 
The Standard Chartered Bank PLC is an international banking group that is incorporated in theUnited Kingdom, with its headquarters in London. The group focuses its activities in Asia,Africa and the Middle East and its operation is segmented under six regions: UK & US, MiddleEast and South Asia (MESA), South East Asia, North East Asia, India and Africa. To investigatethe internal ways of communication inside the SCB to meet the goal of the project within theshort time reveling some information collected using our learned techniques. Human resource planning is the process (including forecasting, developing, implementing andcontrolling) by which a firm ensures that it has the right number of people at the right places, atthe right time doing things which are commercially more useful. It is a systematic process for setting policies governing the acquisition, use and disposition of Human Resources in order toachieve organizational objectives. It emphasizes on employees as assets instead of as costs. 
Figure 2 Generalized HR activities in SCB
To keep up with the human resource planning requirements, Standard Chartered Bank maintainsa HRIS (Human Resource Information System) called the ³People Soft´ which is maintained inSingapore. This was another important issue for us to examineSCB in this regard.
 
 
© 2007 Syed Belal Reza
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1.3 Methodology 
S
ample Information
Samples are collected from the corporate client of SCB¶s Financial Institution Department. Here,the samples had been picked up on a judgmental basis. For the organization part, muchinformation had been collected from different published articles, journals, brochures and websites. All the information incorporated in this report has been collected both from the primary
 A
pproach:
The report is based on both primary and secondary research. The secondary research providedthe main input for the report. This provided a theoretical basis of the report. The primaryresearch was done to interlink between different concepts & processes of risk assessment.
S
ources:
P
RIMARY
S
OURCE OF
D
ATA
 
Collecting data directly from the practical field is called primary source of data. The method thatwas used to collect the primary data are as follows:
O
BSERVATION
M
ETHOD
:
Observation method may be defined as systematic viewing according to concise OxfordDictionary ³accurate watching, nothing ofphenomena as they occur in nature with regard tocause and effect and mutual relationship´. I have observed many of the activities of CashManagement departments and Financial Institution Department.
I
NTERVIEW
M
ETHOD
:
The face-to-face interview was taken, where one person-the interviewer, asks the respondent (inmy case, ³the clients´), questions designed to obtained answer pertinent to research problems. In

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More than 2000 reads but no comments.... OK. That sounds funny to me... :p
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