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Compensation System of DBL & UCBL

Compensation System of DBL & UCBL



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Published by Ahsanul Hoque

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Published by: Ahsanul Hoque on Apr 07, 2011
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HRM-370 Compensation System of DBL & UCBL1
05 December, 2010
Mr. Monzoor Morshed
Lecturer School of BusinessIndependent University, BangladeshSubject:
Letter of transmittal
 Sir,It is great pleasure to submit a report on
ompensation System of an OrganizationOperating in Bangladesh"
as the fulfillment of the partial requirement o
This report is done to find how compensation system operating in Bangladesh. We are workingon bank we find how employee get compensation. This report has helped me to find thoseemployees are happy with their compensation.We sincerely hope that you will enjoy reading this report as much as we enjoyed it writing. If you need any further clarification interpreting our analysis please feel free to ask.SincerelyMd. Ahsanul Hoque ID#0820023 ____________________ Ms. Nargis Saba Rani ID#0710210 ____________________ Ms. Rounak Ashrafi ID#0820533 ____________________ Ms. Alimoon Ara ID#0720302 ____________________ Mr. Md.Fazle Sobhan Chowdhury ID#0620326 ____________________ Ms. Jannatul Ferdous ID#0820519 ____________________ Ms. Shameema Akter Sathi ID#0820693 ____________________ 
HRM-370 Compensation System of DBL & UCBL2
We would like to thank Mr. Monzoor Morshed our faculty who has supported us, assisted us andguided us through the preparation of this report. He has been patient and understanding of allour queries and problems, and we are very grateful to him for his help.We would also like to thank all the employees of Dhaka Bank Limited and United CommercialBank Ltd. They have been very helpful throughout the preparation of the report & responding toall our queries.
HRM-370 Compensation System of DBL & UCBL3
Executive Summary
„„Dhaka Bank Limited”
and “United Commercial Bank L
” are the leading Banks in the
 bank business and are efficiently broadening their horizon, we thought it would be interesting toknow about their practices and their strategies which they apply in their day to day activities incontrolling the compensation system and human resource and also planning policies to reach thegoals in time.
„‟Dhaka Bank Limited”
and “United Commercial Bank Ltd” follows
stable compensationsystem, for this reason
„Dhaka Bank Limited”
and “United Commercial Bank Ltd” goes for long
term planning, also the strategies
„Dhaka Bank Limited”
and “United Commerc
ial Bank Lt
followed in their Human Resource Planning is flexibility. We know in compensation systemHuman Resource planning organization go for reactive HRP. As we know
„Dhaka Bank Limited”
and “United Commercial Bank 
d” is
in now Growth stages.To estimate future demand and supply of employees
“Dhaka Bank Limited”
Bank Lt
use Managerial Judgment. To forecasting the internal supply of employees they used their own software which is HRIS. For external supply how employeesthey take fresh University Graduates.
Banks maintains 100% privacy to their employee‟s personal information. „Dhaka Bank Limited”
and “United Commercial Bank L
d” is now growth stage Company. So, their business has
expended dramatically. For that reasons they
never face the situation like employee‟s surplus.„Dhaka Bank Limited”
and “United Commercial Bank L
d” sometimes faces labor shortage
 problem. In that situation the company go for hire temporary employees and employees aregiven overtimes.In the case of 
compensation system they follow all the process like at first they make a plan thendevelop a strategy after that they go for searching and screening at last the evaluate the wholecompensation system process. For this analysis we, focused on the compensation system practiced by two private banks of Bangladesh.

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