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BRAC Bank Limited, one of the latest generation of commercial banks started its journey on July 04, 2001. It is an affiliate of BRAC (Bangladesh Rural Advancement Committee), one of the world‟s largest non-governmental development organizations founded by Fazle Hasan Abed in 1972. It has been the fastest growing Bank in 2004 and 2005. The Bank operates under a "double bottom line" agenda where profit and social responsibility go hand in hand as it strives towards a poverty-free, enlightened Bangladesh. BRAC Bank, a fully operational Commercial Bank, focuses on pursuing unexplored market niches in the Small and Medium Enterprise Business, which hitherto has remained largely untapped within the country. In the last five years of operation, the Bank has disbursed over BDT 2200 core in loans to nearly 50,000 small and medium entrepreneurs in 2007. And this year Bank‟s disbursement plan is BDT 4100 core. The Hunan Resource Department of BRAC is an effective tool to influence employees; as a result this bank is now top bank in our country. Having a Human Resources Department in Bangladeshi business organizations today is becoming a common and important part. But Human Resource Management is a relatively new discipline to study and implement in this part of Asia and in most organizations HR Department work as a „Support‟ department to the organization. Whereas it was supposed to be an integral part of the business without which an organization cannot maximize the utility of its most valuable resource, which is the workforce, the employees of the organization.
The Human Resources Department currently has 5 different wings. BRAC Bank also outsource for contractual posts e. there are 39 permanent employees are currently functioning. Ms. The HR policies regarding employees of BRAC Bank will be discussed later. the GIS (General Infrastructure Services) Department. e. Whereas it was supposed to be an integral part of the business without which an organization cannot maximize the utility of its most valuable resource. Whereas „Operations‟ division includes departments related to logistics.g. In BRAC Bank Ltd. In HRD. upon satisfactory performance and experience. Organogram of HRD is given below: . Corporate etc. SME.Human Resources Division Having a Human Resources Department in Bangladeshi business organizations today is becoming a common and important part. One is „Business‟. But Human Resource Management is a relatively new discipline to study and implement in this part of Asia and in most organizations HR Department work as a „Support‟ department to the organization. banking products e. which is the workforce. Tahniyat Ahmed Karim who is also one of the Senior Vice Presidents and member of the Management Committee (MANCOM) of BRAC Bank Ltd. can achieve a regular post in the bank. the employees of the organization. The „Business‟ division includes the departments which are directly related to the Banks banking business. another is „Support‟ and the other is „Operations‟. Here also HRD is a Support department to the Bank. the Bank is currently outsourcing from an organization named “CLEANCO” for floor maintenance. transports etc. Pay and Benefits HR Administration MIS & Strategic Planning All the senior managers of these wings reports to the Head of HR. Retail. They also hire HR Contracts who.g. These are: Recruitment Learning & Organization Development (Training) Compensation. there are three different divisions of departments.g.
HO L&D = HO RC & B = HO HCD = RM = ARM = Head of Learning and Development Head of Recrui tment Comp ensation & Benefits Head of Huma n Ca pital Development Relationship Man ager Associate RelationshipMan ager .
The HR Administration division and MIS & Strategic Planning division were out of the ordinary HR theory. they too have a recruitment division. letters are mailed to the applicants/candidates mailing address. According to the Score Sheets. training & development division. usually in case of large number of applicants. The recruitment officers‟ task is to organize CVs for potential candidates so that in time of recruitment they can be found and short listed within a reasonable time. The recruitment officers collect and store these hard copies and also updates. In case of large number of candidates. The filled out Interview Score Sheets are then used to list the finally selected candidates for the respective posts. Written tests are only arranged when necessary. Bond Signing. maintains computer databases regularly. PIN number assignment etc.) and assigned a joining date in their respective departments. After the interview the recruitment division acquires the Interview Score Sheet which is printed and handed to Interview Board before starting the interviews. BRAC Bank HRD‟s functions does not differ much. The very general idea about the functions of recruitment division is that after CV short listing. The new employees are then greeted to finish all the official formalities (e. The functions of BRAC Bank HRD are discussed elaborately in the following sections. Recruitment The recruitment division is responsible for collection of CVs. Job Applications for vacant posts. Before a recruitment process is . compensation & benefits planning division and there are performance measurement methods and rewards for good performance as a motivational drive in BRAC Bank HRD‟s policy. According the HR discipline. The interview or written test schedule is made prior to contacting with the short listed candidates by communicating with respective departments who submitted requisition for the needed workforce. The respective Department Heads accompany the Head of HR in the interview board and cross Department Heads also join the board. Internship Applications etc. These are done according to the interview schedule made before contacting the candidates. the short listed candidates are contacted (usually by telephone) for interviews. the Recruitment Division issues Offer Letters/Appointment Letters to the finally selected candidates and requests them to collect their Letters from the HRD.g.Functions of the HRD Though there is a big difference between text books and real workplace scenario.
For example. BRAC Bank HRD gives priority to interns (who have successfully completed their internship in any department or branch of BRAC Bank) when they apply for a vacant post. Determining the type of recruitment is the next step so that source of CVs can be identified. Condition for HR Contracts is 2 years of continuous service in the current department. the recruitment officers must communicate with the Learning & Organization Development officers so that they can arrange orientation or initial training sessions for the newly recruited employees on time. 2. The steps involved in a recruitment process are as follows: 1. BRAC Bank also provides a large number of internship opportunities for students all over the country. A properly filled-out Staff-Requisition Form is submitted by the concerned Department Head or Manager. 3. External CVs are also accepted for a post offered through mail but in these cases. Criteria for existing Regular employees to apply in an Internal Job Watch are: a. The employee must have worked 1 Year after his/her confirmation and completed 1 continuous year of service in his/her current department. Branches also communicate with Recruitment Team whenever there is an Internship opportunity is available in their respective stations. internal source is preferred by the concerned department as some posts require existing. For a Full-Time/Regular post an Internal Job Watch must be circulated with details of the post throughout the bank using Lotus Mail. experienced employees within the bank. Communicating with different departments and finding out open internship scopes is one of the tasks for a recruitment officer.completely finished. a Regular post open in Unsecured Value Center usually prefers an HR Contract working in Unsecured Value Center for past two years with satisfactory performance. The Requisition should be supported by the Manpower Budget for the year. Matching the subject studied by the student and the open department enables the recruitment officer to make decision in selecting an intern. This is done frequently because most of the time the posts getting filled up require an initial training or orientation. b. Must have minimum performance rating „P‟ (for Proficient) c. Departments. . a Non-Budgeted Requisition must be signed and approved by the Managing Director upon stating valid reason for the recruitment. Must have completed 8 mandatory E-Learning courses 5. 4. otherwise.
BRAC Bank must recognize the importance of manpower estimation and accordingly an organization structure should be prepared for the Bank and for each Division & Branch. Usually in “”Prothom Alo” and “The Daily Star”.6. The finally selected applications are then called (issued interview cards in case of large recruitments e. For external CVs the Recruitment wing looks into the archive of CVs applying for any suitable post and for large recruitments we publish circular in Newspapers. it may be reviewed and revised when necessary from time to time. the Recruitment wing checks all the CVs as an initial screening and then sends the CVs for final short listing to the concerned departments who submitted requisition. the competent authority as per power delegated by the Board will make the appointments. it is the responsibility of the management to examine the work load and carry out the job analysis and as well as looking into the real requirement of employees under various categories. . Besides they are the supreme authority to create any kind of new position. On the day an Internal Job Watch closes or a Paper Ad reaches deadline for CV submission.g. 7. Subject to review from time to time. Recruitment Budget Managing Director & CEO will determine and analyze the necessity of manpower based on recruitment required by the Departments and projected budget based on the year after discussing with different department heads. The organization structure shall however. to see whether an additional hand is really necessary Board of directors holds the authority to finally decide any matter regarding any sort of recruitment. CRO's for SME Banking) for an interview after setting an interview date and venue. not be rigid. Therefore.
The Recruitment Policy All regular employees will appointed by the Managing Director. The HR Contract employee can apply for the regular post after servicing more than two years in the BRAC Bank. The Supporting Department Head and The Head of HRD. All HR contract and outsource contract employees will be appointed by The Head of Human Resource Division. The interview board will with The Head of Department of that post. The new recruited will get the probationary period of one year if the employee has less than three years of working experience and will get the probationary period of six months if he has more than three years working experience. From Senior Officer and more there will be a second interview with the Managing Director of BRAC Bank Limited after the first interview. The schedule of recruitment will be created according to the Service Level Agreement (SLA). . Officer Grade I and Officer II can appoint directly after the interview. For internal job posting the employee can only apply if he has the service time in BRAC Bank is more than two years and also need to recommend the candidate‟s application by the reporting supervisor of the employee. Outsource Staff can apply for the regular post after servicing more than three years in the BRAC Bank.
Training & Development After recruiting a potential candidate the next important function of HRD is to orient the new entrant to the organization and providing him/her with all the necessary knowledge about their duties and responsibilities. To BRAC Bank Ltd. Negotiable Act and Finacle (Financial article) are discussion topics of last three days. . Each and every permanent employee must have 30 days of training. This is done to ensure effective input from the employees into the organization thus. This training improves employee‟s knowledge. but an investment. Job specific training: “Mock Branch” training is an example of job specific training which is applicable for all branch employees. It is a mandatory part of training. In-house training: This training is conducted by their own trainer when it is necessary for the new or existing employees. spending in training programs for employees is not an expense. Here the trainers are paid five hundred taka in weekdays and seven hundred taka in weekend. The training program used in the organization also ensures employee retention. their most efficient level of performance. Nominations are given from each department and then approval is taken from division head and only the nominated employees take part. service quality. Training & Development Issues Orientation Training: Orientation program consists a five days‟ workshop which includes brief ideas about BRAC Bank and its Human Resource Division in the first two days. Anti-money laundering. Peer or Supervisor’s coaching: This training is conducted under the direction of supervisors or fellow colleagues. E-learning: Online training and evaluation. As these are expensive trainings so every single employee cannot participate. The mandatory four courses are 1. Sometimes seven days training are provided to the contractual employees with their respective department. Orientation training is also a part of in-house training. There are six courses that every employee must do. This training includes both job specific and need base training. Need based local/foreign training: These trainings are conducted by hiring external trainers or sending the employee in the external training houses by seeing advertisements of training offers in newspapers or via email. and risk and compliance issues about specific job.
Training procedure for Management Trainee Officers (MTO) Joining/participating in orientation with different departments Foundation Course Attachment with SME Unit Offices & Branches Organization of Development Program Attachment with different departments Information Technology Training On job hands-on training according to Job Description In every 3 month. One part is the training on foundation courses and the other part includes attachment in core and support business and operations unit. . the HR sits with the trainees to follow up on their progress along with MANCOM. The whole training program is divided into two major parts.
Compensation. decision-making authorities and the nature of the job. The Board reviews the BSR at least once every two/three years. competitive and flexible remuneration policy. Salaries are confidential between the employees concerned and the Management. The Board is the final authority for approval of this policy and will amend and review the policy on recommendation of the Managing Director / Management Committee periodically. HR Temporary & outsource staff do not have any assigned job grade. The remuneration policy of the bank will cover all persons engaged in permanent service of the bank. Basic Pay: Basic Salary Ranges (BSRs) is commensurate with the job grades and is determined by the Board on the recommendation of the Managing Director. Pay & Benefits The Bank is committed to follow a fair. The different job grades at BRAC Bank are as follows: Deputy Managing Director Executive Vice President Senior Vice President Vice President Senior Assistant Vice President First Assistant Vice President Assistant Vice President Senior Principal Officer Principal Officer Senior Officer Management Trainee Officer (Direct Recruit) Officer Grade II Officer Grade I The Salary structure of the Bank is based on the aforementioned Job Grades. The contracts get a consolidated payment per month and there are no other entitlements applicable except commission based on job criteria. The salary ranges for these job grades are reviewed from time to time. . responsibilities. Job grades are decided on the basis of an analytic assessment of the position based on the size.
per annum and 200. There is also a performance bonus system maintained by the Compensation. (once a year): Leave Fare Assistance is a non-recurring benefit for all the permanent employees of the Bank who have completed at least one year service.000/. Medical allowance: Medical Allowances may be paid in accordance with the job grades and on such conditions that may be prescribed by the Competent Authority from time to time. However. According to Bangladesh Bank policy all the permanent employees have to take 15 days mandatory leave in one go and LFA will give in this leave period.the Bank will reimburse the officer (Group C) up to a maximum of Tk.per annum for MANCOM (Group A). This benefit is available at the time of mandatory Leave. This will definitely enhance the employees‟ satisfaction and it will enhance competitiveness with peer organization in the industry. Leave Fare assistance (LFA). Every Permanent employee of the bank is eligible to receive the LFA who have completed at least one year service. LFA will be the one month‟s basic salary of processing month for current and future treatment. Hospitalization Insurance: In the event where hospitalization or surgery is required for a member of the officer‟s (confirmed employee) dependent (Spouse and Children) including hospitalization on account of maternity . LFA will be given at the time when an employee will avail the 15 days mandatory leave. Festival Bonus: All regular and confirmed employees get two bonuses each year.000/. BRAC Bank provides Leave Fare Assistance to its Employees to ensure that the employees enjoy a sound mandatory leave of 15 days in one go.000/.35. For previous treatment. the amount will be one month‟s basic salary of Mandatory Leave Availing month.100. One in Eid-Ul-Fitr and another during Eid-Ul-Azha only for Muslims and employees of different religion gets that bonus during their respective religious festival.per annum. so that everyone will be encouraged to avail the leave. . The Board has approved the LFA in its 92nd Meeting. after completion of one year service and being confirmed. But final evaluation is always decided by the MANCOM.House rent allowance: House Rent Allowance may be paid to the employees at such rates and on such conditions as may be prescribed by the Competent Authority from time to time. calendar year must have the option to accommodate staff mandatory leave. for executives (Group B) Tk. Pay & Benefits wing.
The employee is presented with charge sheet and is given 4 days to come up with an explanation. In case the employee is found not guilty. Suspension Benefit: In the event that a report/information about misconduct or fraud is received against an employee. During the period of enquiry. he/she is eligible to receive one month‟s notice in writing or one month‟s gross salary as payment. The debt burden ratio for the employee has to be 50% or below for the loan to be approved. If the employee is duly notified with one month‟s notice. House Building loan: Employees who have had a service length of 5 years and above are eligible to apply for house building loan. Termination Benefit: In case a confirmed employee is asked to resign from his/her services by the relevant authority without stating any reason. The employee can apply for loan extending up to 5 times of his/her gross salary at 10 % interest rate. The interest rate of the loan is 3%. A committee will oversee the loan application and monitor the location for house building the debt burden ration of the employee and other relevant issues. The duration of service of the employee has to be at least a year long. In case he/she is proven to be not guilty. the employee may be suspended and will only receive 50% of his basic salary. then the full amount of salary must be refunded to the employee. he/she has to undergo stages of disciplinary proceedings. he/she will not be entitled to receive any form of compensation for the termination of services.Travel allowance: An employee of the Bank may be allowed to draw traveling allowance in respect of journeys performed for the purposes authorized by the competent authority which include: On officially assigned tour To give evidence in a court of law On compulsory recall from leave To appear at a departmental/professional examination as authorized by the competent authority To attend a course of training sponsored by the Bank To bear the cost of travel of deceased employee Staff Loan: Staff loan is granted to regular confirmed employees of the bank. he/she is retained with due respect. The repayment schedule for the loan has to be before the retirement of the employee. .
if „yes‟ then planning and suggesting how many days. Car etc. encouraging them to be more productive and innovative. issuing Dismissal order. Another motivational factor rewarded and monitored by HR Administration is „Bright Ideas‟. leading or selecting or providing an appropriate leader for a leaderless team. issuing letter of Termination. Since BRAC Bank focuses more on SME sector. Cost reduction. organization or work process development) then it is considered as a Bright Idea.g. Bright ideas are usually those which employees come up with from their own judgment and if it benefits the Bank (e. It includes motivating the workforce. Warning letter issue. The HR Administration covers the following tasks: Leave System: The policies followed for employee leaves management based on the types of leaves and their criteria are given below: . Assigning a good Sales Team Leader (STL) for different CRO teams in different districts is also a task of HR Administration. Due to their educational level and type of duty depends on ethical standards. HR Administration is much more than just controlling. Administration also carries out quarterly „Reward and Recognition‟ event which is called „The Town Hall Meeting‟. Checking and approving employees‟ different loan (House Building. which days etc. Audit and Investigation etc. Administration also carries out Confirmation.) requests. The HR Vista DBMS Software specially designed for BRAC Bank is used by the Administration for employee record updating. Personal. Some smaller and simpler day-to-day functions are carried out by the Administration as well. Renewal of Contract and Promotion formalities. Administration also has to undertake some harsh duties which are Show Cause letter issue. the Bank heavily depends on their Customer Relations Officers (CRO). Here BRAC Bank employees get rewarded based on their quarterly performance evaluation.HR Administration We know that the word „Administration‟ means controlling people. In BRAC Bank limited. The respective employees are rewarded accordingly as a factor of motivation. the CROs are often required to be monitored and lead. These includes employees‟ leave balance monitoring and approving if they can avail leave. These are certain unavoidable and rare incidents caused mostly by employees and their personal issues that directly violate Bank‟s code of conduct.
Casual/Sick Leave: Casual leave up to 14 calendar days can be granted per year to an employee who may be unable to attend duty due to sudden illness or urgent private affairs. In case of prolonged illness the Managing Director may grant medical leave in excess of sick/casual leave with full pay and allowances for a period up to one month. the leave has to be specially mentioned by the department. Not more than 2 days casual leave can be taken at a time in a month. Annual leave encashment facilities may be allowed to the person for a maximum of 90 days at the time of Employee‟s leaving the bank.Annual Leave: All officers will become eligible for annual leave of 24 working days after completion of one-calendar year. Leave without Pay: Leave without pay may be granted to an employee in special circumstances where no other leave is admissible under these rules. Study Leave: Study leave of maximum 2 years can only be granted to an employee without pay and allowances provided he/she has put in at least three years of service. Leave during Probation Period: For sick leave in the probation period. Encashment Facilities of Annual Leave: Annual leave encashment facilities may be allowed to the employees for a maximum of 90 days (based on last basic) at the time of employee‟s leaving the bank. In case of Leave without Pay. Maternity Leave: Female (confirmed) employees will enjoy 4 months maternity leave. Any leave taken prior to completion of 6 months will be adjusted against the casual leave. This leave shall. One employee will be entitled to avail this leave for 2 times in her entire service period. the period does not exceed 60 days. Of these 24 days 15 days must be taken as consecutive leave each year. Casual Leave more than 3 days will be considered as sick leave and has to be supported by medical reports. Casual leave will be granted to probationary employees after completion of 6 months. . Any leave taken in advance to be adjusted during the final settlement period. however be allowed in the entire period of service. This Leave is only granted to those employees who have achieved a minimum of 3 years of service record with the bank and also to those who are due to retire within 5 years of the date on which he/she is likely to return from the study leave. Any pending leave may be carried forward to the next year.
According to the comment and remark of appraisal form the employee will get the promotion with increment of salary. In the event of the probationer‟s failure to show satisfactory progress and acquire required efficiency during employee‟s probationary period. extend his probationary period by a maximum of additional 6 (six) months.Probation and Confirmation: The terms of probation are as follows: A person selected for appointment with less than 3 years job experience will be on probation period of one year. Promotion Pattern: Promotion is a continuous process by which the employee motivates for batter work. PM Promotion: Performance Matter (PM) is the annual performance report of individual employee of BRAC Bank Limited. According to the policy any employee can‟t get any promotion within a year after the employee‟s joining in the BRAC Bank Limited. And on the other section the employee can get promotion after six months of his previous promotion. the appointing authority may. In BRAC Bank there are two types of promotionsRegular Promotion: Regular promotion is given according to the employee‟s regular performance. . or dispense with his service by giving one month‟s notice or by paying a sum equal to one month‟s pay without assigning any reason. An officer shall become eligible for confirmation in the specified post subject to employee‟s successful completion of the period of probation. get the price for employee‟s better work. According to Performance Matter ranking scale the employee can get promotion in the job grade of their own. at its discretion. An employee with job experience of 3 years or more will be on probation for 6 months. In the procedure the HRD head send this appraisal form with his approval signature to the Deputy Managing Director of BRAC Bank Limited to approve and forward it Managing Director of BRAC Bank Limited and after that it will be approved signed by the Managing Director. When the supervisor or department head of the employee evaluate that his employee is become an asset for the bank and deserve promotion then the supervisor or the department head take a promotion appraisal form from HRD and recommended the employee for promotion.
Reward: Reward and Recognition is a way to express appreciation for another employee's hard work. Termination of Regular Employee: The competent authority may terminate the services of a confirmed employee or call upon him/her to resign without assigning any reason. There are many levels of Reward and Recognition. by giving him/her one month notice in writing or on payment of one month substantive pay in lieu of such notice and the employee shall not be entitled to any form of compensation for termination of service.Resignation: The following sections will display the policies of BRAC Bank Limited regarding its employees‟ resignation and termination situations. to ensure both small contributions as well as the larger ones is recognized. The bond that is signed by the employee before joining. There are four levels of rewards and recognition: LEVEL 1: Individual Contribution Award & SME Monthly Award LEVEL 2: Departmental Committee Award LEVEL 3: Organizational Competence Award LEVEL 4: Chairman‟s Excellence Award . in writing or pay to the bank as compensation an amount equal to the employee‟s total pay for one month. dedication and contribution to the Bank. which is actually an agreement between bank and employee become void. This part will discuss about the policies and procedures for resignation or termination in situations when: A regular employee wishes to resign A probationary or temporary employee wishes to resign When a regular employee is terminated When a probationary or temporary employee is terminated Resignation of Regular Employee: A confirmed employee may leave or discontinue from the services of the bank by giving one month notice. Resignation of Probationary or Temporary Employee: Probationary or any temporary employee shall leave or discontinue employee‟s service from the Bank by giving 15 (fifteen) days prior notice in writing of employee‟s intention to do so or pay to the bank as compensation an amount equal to employee‟s total pay for fifteen (15) days.
which is „Breaking Barriers 2010. one for employee attendance management and the other is for employees‟ performance m easurement matter respectively. By the end of year 2010 BRAC Bank wants to see itself in the position of the largest Bank in Bangladesh. Functional/Departmental Strategy or HRD As mentioned earlier that BRAC Bank has its eyes fixed at one single mission currently. We know that Corporate Strategy must be communicated with the departments of an organization and thus. The minimum margin is 2nd position. MIS & Strategic Planning is in charge of the Projects/Assignments and currently the MIS & Strategic Planning section is maintaining the “E-Learning” system which is an Employee Development program based on Online Training & Evaluation. there is no centralized system formed yet. The Manager. Employees can sit for online exams within the workplace and it is the duty of the MIS & Strategic Planning Manager to evaluate the electronic scripts and distribute the results after evaluation. the departmental strategy for the HRD of BRAC Bank is also to break all the barriers to becoming the No. Thus MIS & Strategic Planning does not go by any specific work procedure. as most of the functions are project or assignment based. 1 Bank in Bangladesh by the end of Year 2010.MIS & Strategic Planning As I have not worked in this wing so I do not have any practical experience. it must be in line with the Departmental Strategy. So in a manner of speaking. The current projects of MIS & Strategic Planning are development of two computerized systems named “E-Attendance” and “E-PM”. Through rapid expansion and wide coverage BRAC Bank is sure to achieve that target since their portfolio analysis shows that they have way over exceeded their target for year 2009. The MIS & Strategic Planning section does not follow any procedure of work. . The HRD‟s mission is to ensure that BRAC Bank can expand the way it should be with the best manpower at its disposal. increasing use of technology more and paperwork less by developing and generating ideas to incorporate technology in different business and day-to-day functions. BRAC Bank‟s different departments and divisions use different MIS. It includes work process improvement. MIS & Strategic Planning wing is a relatively new division under the HRD. These are the basic information that I obtained from the organization. project management.
the strategy must be incorporated in every department. MANCOM meetings. when HRD will also grow. department meetings. it has been confirmed that HRD of BRAC Bank is fully in line with their Corporate Strategy. it has been seen that the newly opened Cox‟s Bazar Branch was not yet fully decorated and furnished due to bad weather but all the employees assigned to that branch were reporting for duty on the tentative day of opening. The message of Breaking Barriers 2010 is conveyed in every scope possible. through internal mails. in Town Hall Meetings. Without recruitment it will not be possible to cover all the expansions in different districts done by the Business Teams. When it comes to performance measurement and monitoring. even at lunch. HRD also made the promise that the Department will do everything possible to realize BRAC Bank‟s ambition to become the largest bank of Bangladesh by the end of Year 2010. Later on. But to perform well and being target oriented. The Head of HR as well as all the staff in HRD is now fully aware of this short term plan and they are all trying to give output at their peak performance level. employees must be communicated the message of the organization. Heavy recruitment is first choice of the HRD now. The Head of HR also mentioned with utmost importance that rigorous training and development is compulsory. Employees must show satisfactory performance at least on average within their respective departments. Head of HR. the corporate strategy. The message must be communicated. through market gimmicks. For example. Tahniyat Ahmed Karim.Linking Departmental Strategy with Corporate Strategy How the Corporate Strategy has been linked with the Departmental Strategy of HRD is discussed in this section. . then also this method has a good chance of being successful if Senior Managers can communicate and utilize it successfully. in speeches. When asked how HRD staffs project their performance. In an interview with Ms. the answer was „setting short term goals for each staff and monitoring how much they achieved in a Bi-monthly meetings‟. it is also true that different departments in Banks can easily project their performance in numerical figures. As the department is still small this method is working perfectly.
The BRAC Bank Limited is a bank that confirms the best service to the customers as well as to the employees by Human Resource Division. Human Resource Department is the most confidential department for any organization as well as Human Resources Division in BRAC Bank Limited.Conclusion BRAC Bank intends to set standards as the market leader in Bangladesh. By working in HR Division the knowledge was learnt would be helpful enough to sustain with the real organizational environment. It demonstrates that a locally owned institution can provide efficient. friendly and modern banking service on a profitable basis. . BRAC bank Limited is the fastest growing Bank in Bangladesh.