INDEPENDENT UNIVERSITY, BANGLADESH

School of Business
MBA Program

Summer– 2020
Course: MBA 509 (Human Resources Management)

QUIZ-Assignment 2
Title: Bank TARGET’s Problem

Submitted By

Tayabur Rahman
ID: 2021685

Submitted To

Dr. Nazmul Amin Majumdar

PhD (Australia)
ALA Scholar
Professor, Department of Marketing
Independent University, Bangladesh

July 27, 2020

 1. What do you think is causing some of the problems in the bank’s head office
and branches?

Ans: After reading the case one thing came to my mind that is the bank is facing some
internal issues which are mostly HR related problems. Let’s talk about those in details:

a. Proper Recruitment: Bank Target has been facing lack of well-defined

recruitment policy. As a result, most of the time, authority can have the right person
to recruit. Branch supervisors often recruit according to their own will and choice
where there is no connection with the head office. If there were any proper policy
and HR team, the whole recruitment process would be clear and effective to find
out the appropriate candidate.
b. Lack of Training: Training facilities for the employees is another major issue for
the development of the organization. If any new employee joins, there is no proper
training facility for that employee to have the best output from that new joiner. For
example, we can talk about the new employee of the bank Ms. Konika
Bhattacharya who is an efficient employee but she doesn’t have any idea about the
machine she has been using for last two months. So, Bank target needs to arrange
adequate training facilities to make its employee active and efficient.
c. Employee Turnover: Bank Target ahs been facing another problem which is
employee turnover. It is indeed a big issue for any organization. For Bank target, if
any new employee joins, another old employee resigns. Such incident makes an
organization slow and ineffective to grow. So, HR authority should look after this
matter as soon as possible. They have to find out the causes behind such frequent
turnover and take adequate steps to stop it. They have to care about the employees’
problems and their reasons behind resigning.
d. Employee Engagement: There is little engagement among the employees of the
bank. Since employees remain busy with joining and resigning continuously, they
got little chance to get engaged with each other. This is also a problem to be a
family and work together towards the organizational goals.
 2. Do you think setting up an HR unit in the head office would help?

Ans: I think setting up an HR unit in the head office would help in this regard. But to get
the best outcome, this HR unit needs to have a constant and good communication with all
the branches around the country and there might be an HR Executive or agent in each
branch to perform the HR related tasks and keep constant connection with the main HR
unit at the Head Office. Let’s talk about the facilities if an HR unit is set up at the Head
Office:

a. HR unit of the Head Office will be able to monitor all the overall recruitment
activities including hiring, firing, transferring, salary & compensation issues and so
on in all the branches across the country.
b. HR unit will arrange necessary training arrangements for the employees which will
increase the efficiency of the employees and the organization will enjoy better
growth and output.
c. HR unit of the Head Office will be able to create a better policy to increase
employee engagement among the workers which will create a bond among them
and help them to work together without any possible conflict.
d. HR unit of the head office will be able to find out the causes of employee turnover
within the organization and will take necessary steps to stop it. This unit will be
working closely to find out the employees’ problems and try to find out the
solutions.
e. This HR unit will create and maintain an appropriate fixed HR policy which will be
followed by the whole organization accordingly. If there is a strict rule, there will
be a good chance to be implemented and people will be liable to follow the rules.
This will eradicate any possible collisions within the organization.
 3. What specific functions should an HR unit carry out?

Ans: An HR unit is supposed to be responsible to carry out several specific functions in an

organization. Such as:

a. Job analysis: Job analysis is a process of collecting information about the duties
and responsibilities of the job, job environment and required skills. An HR unit is
responsible to figure out the job responsibilities of the employees.
b. Planning: HR unit is also responsible for all kinds of planning for employee related
issues in an organization.
c. Recruitment: HR unit is responsible for any kind of recruitment, hiring, firing,
transferring etc. To find out the right person for the right position is one of the most
important tasks for the growth of an organization. HR unit has to do it every time.
d. Training: Providing training and advising to the employees is another essential
task of the HR unit. Training and advising lead the employees to the perfect
outcome at the end of the day.
e. Wage & Salary: Managing wages and salaries of the workers and employees is
another task of the HR unit. It is a sophisticated task for any organization which is
done by this unit.
f. Incentive & Benefits: HR unit is also responsible for managing any kind of
incentive and benefits of the employees. This compensation planning is totally
dependent on the HR team.
g. Performance Appraisal: HR unit is also responsible for the accurate performance
appraisal and evaluating the employees according to their dedication and
performances.