Cover Page:

Introduction:
With a heritage spanning 37 years, City Bank is among the longstanding financial institutions of
Bangladesh to have withstood the test of times, witnessing a number of economic, market and
growth phases across its long and eventful journey, always stepping up to serve the interests of
the country and its citizens. City Bank has played a pivotal role in the economic and social
development of Bangladesh for over three decades – and our belief that doing good business
ensures that we are focused on creating value not only for our shareholders but for all our
stakeholders. City Bank aspire to become a strong banking platform for Bangladesh, delivering
consistent value to our customers and shareholders and positively impacting the society. City
Bank, what truly sets us apart is our authentic and organic
focus to anticipate even the unstated needs of our clients and these to them better and faster than
anyone else in the country. Examples abound: City Alo, award-winning women financial
services platform has revolutionized banking for women in Bangladesh, or City gem, yet again
an award-winning premium banking platform exclusively created for our priority customers. On
the other side of the arch, their SME-S banking service is gaining unprecedented credence,
having amassed a robust asset portfolio within a short period, thus showcasing its high relevance
among its customer community. Take the example of our employee banking or agent banking
networks that have created their own thriving financial ecosystems, enabling us to meet the
national purpose of financial inclusion and growth through formal finance.

Vision:
They are driven by their vision of emerging as a financial supermarket with a winning culture,
while offering enjoyable experiences to our stakeholders.

Mission:

They are focused on their mission of becoming the financial services group of choice in
Bangladesh. Towards this extent, they intend to:

•Offer a wide array of products and services that differentiate and excite all customer segments
• Be the ‘Employer of choice’ by offering an environment where people excel and leadership is
created
• Continuously challenge processes and platforms to enhance effectiveness and efficiency
• Promote innovation and automation with a view to guaranteeing and enhancing excellence in
service.
• Ensure respect for the community, good governance and compliance in everything we do
Objective:

The fundamental target of the report is to give in general Human Resource Management
Practices of the City Bank Limited. Different targets are discover the determination, preparing,
advancement and improvement measure in HRM division of the City Bank Limited. At last
discover a few issues and prescribe some reasonable strides to beat the Problems. The overall
clarification is City Bank Limited is a bank that affirms the best support of the clients just as to
the representatives by Human Resource Division. More specifically is to portray the Human
Resource Management Practices of the City Bank Limited.

Sources of Data Collection:

Secondary Sources:

 Annual report, publications, training materials.

 Periodical statements of the bank, brochures, booklets etc.
 Official Website of the City Bank Ltd.

Company Overview:

The City Bank Limited, with institutional shareholdings by International Finance Corporation
(IFC) and Shore cap International, has been the quickest developing Bank in 2005 and 2006. At
the year-end of 2006, The City Bank ltd .had recorded a 103 percent development in resources,
and a 65 per cent development in liabilities, with a working benefit of 84% over the earlier year
2005. The City Bank ltd. centers around seeking after neglected market specialties in the Small
and Medium Enterprise Business, which until now has remained generally undiscovered inside
the country. Over the most recent four years of activity, the Bank has dispensed over BDT 1200
crore in credits to almost 32,000 little and medium business visionaries. The administration of
the Bank accepts that this area of the economy can contribute the most to the quick age of work
in Bangladesh.
Organizational Structure:

The governing body is the top administration and strategy making comity of The City Bank
Limited. By and by the board comprises of an administrator and four directors. It is to be noticed
that the overseeing chief, is additionally an individual from the board. The directors designated
from among the individuals who have had encounters and shown limit in the field of money and
banking, exchange, business, industry and so forth. The main tasks official executes every one of
the exercises under the headings of the board. The officer and the other line and staff personnel
are selected by the bank’s own recruitment committee of Human resource Division.

Departments of the City Bank Limited:

The City Bank Limited has 26 departments in three different criteria.

The Departments are-

1. Business
2. Support
3. Operations

Employee of the City Bank Limited:

The City Bank Limited has in diverse employee’s criteria. There are different types of employees working
in different places inside The City Bank ltd. The types of employees are-

Regular employee:

The permanent stuffs are known as regular employees. The regular employees are allowed to get the
bonus, incentives and other allowances with their basic salaries. And these types of employees also have
the benefit of gating extra facilities the The City Bank Limited is providing for their employees.

HR Staff:

HR temporary contract are for those groups whose Job description is such, where he/she desires to be
under the direct observation of Bank’s authority, whose performance is supervised by the Bank
Management.

Management Trainee Officer (MTO):

Management Trainee Officers very qualified students of The City Bank Limited. The MTO’s are regular
employee but they have to learn as a student inside Bank for the period of one year. After one year if
they can complete their learning period successfully they will become a senior officer directly from the
MTO.
Intern:

To inspire and help human resource development in the financial industry the Bank may choose to offer
internship programs to individuals or educational institutions. The decision to enter such an engagement
will be decided by the MD& CEO on the recommendation of the Department Head.

Academic analysis of The City Bank Limited:

Human Resource Management (HRM):

For the Human Resource Division was an important one as it embraced several initiatives that were
crucial for organizational sustainability over the long-term. As a facilitator in supporting the business’
growth aspirations and objectives, The City Bank focused on people reorganization with proper
allocation, as per the organizational structure. This year, HR focused on sharpening key performance
indicators to be able to nurture a productive and performance-led culture with rewarding outcomes for
recognized performers. The year is also marked as the helping those who are behind on their expected
performance with Performance Improvement Plan initiative.
Some of the other key developments comprise the following:
 Deployment of new initiatives regarding women empowerment and diversity in the workplace
 Initiate ‘Speak Up’ on workplace sexual harassment to create awareness and empowering
people to address such issues
 Improving on the performance management process and balanced scorecard
 Deployment of Performance Improvement Plan (PIP) for continuous improvement in
performance
 Activation of a number of engagement initiatives, comprising children’s art competition, Bengali
New
 Year celebrations, Women’s Day celebrations.

Training and Development program of The City Bank Limited:

Human Resource advancement is a fundamental pre-imperative to accomplishing authoritative

objectives. Ceaseless preparing of the representatives and leaders is focused on limit and expert
expertise working consistently .The City Bank Limited has a set up resourceful preparing foundation.
Experienced financier's work as employees under the immediate direction of a director. Preparing is a
learning experience in that it looks for a generally perpetual change in a person that will work on his/her
capacity to perform at work. We ordinarily say preparing can include the changing of ability,
information, perspectives or social conduct. It is utilization of information. Advancement is a connected
interaction. It covers those exercises which further develop work execution as well as those which bring
development of the character; help people to the advancement toward development and realization of
their potential limits with the goal that they become great representatives as well as better people. The
most mainstream preparing strategies utilized by The City Bank Limited can be named either at work or
off the work preparing.

On – the – Job Training:

The most broadly utilized strategies for preparing happen at work. This can be credited to the
effortlessness of such techniques and the impressions that attempt are less exorbitant to work. On-the-
job preparing places the representatives in a real work circumstance and causes them to give off an
impression of being quickly useful. It is learning by doing. One of the disadvantages to on the job
training can be low productivity while the employees develop their skills.

Off- the -Job -Training:

Off-the -job training cover several of techniques classroom lectures, films demonstrations, case studies
and other simulation exercises, and programmed instruction. The offices needs for every one of these
procedures change for little shoddy homeroom to an intricate improvement place with huge
auditoriums, enhanced by little meeting rooms with modern varying media gear, two numerous mirrors,
and every one of the ruffles.

Functions of Human Resource Division:

The City Bank Ltd has a fully functional Human Resources Division (HRD) supported by manpower. The
HRD of the City Bank Limited performs the following functions:

 Selection and Recruitment.

 Training and Development of Employees.
 Compensation and Benefits Planning.
 Promotion Planning.
 Making Reward and Recognition Policies.
 Policy Formulation for Staff Loans (Car/Housing).
 Policies for Resignation or Termination from Services.
 Employee Gratuity Fund Policy Formulation.
 Employee Provident Fund Policy Formulation.
 Employee Welfare Fund Policy Formulation.

Selection and Recruitment:

Selection and Recruitment is an indispensable piece of any association that strongly relies upon their
labor force to effectively play out their central goal and accomplish their vision over the long haul.
Subsequently suitable determination of possibility to participate in the labor force is a vital piece of
Human Resource Management, which is guaranteed by the Human Resource Division in The City Bank
Limited.
Recruitment Process:

For the recruitment The City Bank Limited use the following process:

Direct Recruitment

The City Bank Limited has a CV Bank in HRD. In direct recruitment the HRD short list the CVs from the CV
Bank or collect the CVs that mentioned by the employees of The City Bank Limited for direct interview
for the particular selected post.

Through Advertisement

In some cases the HRD of the City Bank Limited can't ready to short rundown CVs for explicit post from
their CV Bank. In the present circumstance the HRD publicize of enrollment in explicit post referencing
the set of working responsibilities with the base necessity that the candidate ought to have for the post.
Also, gather CVs which are being indicated by the prerequisite that has been distributed in the ad. After
that the CVs will be short recorded and the enrollment strategy will go as per the immediate enlistment
measure.

Inside Job Posting:

For any kind of inner job search it will go through a circular as lotus notes or board notice. Any existing
staff other than permanent also HR Temporary (minimum one year with The City Bank Limited) &
outsource staff (minimum three years with The City Bank Limited). Only the Managing Director & Chief
Executive Officer can allow exceptions. Job specification will be clarified in that circular and interested
candidates will have full liberty to apply following to the permission from particular line manager.

Promotion:

Promotion can be used as an operative tool for recruitment as it can serve the inner purpose for
recruitment within the organization. Promotion may also take place if the job size increased and the
MD/ Management Committee decide(s) to upgrade the job upon recommendation of the particular
Department Head or Line Manager. The practice of upgrading a job will have to be commenced through
a process of reviewing the Job Content, Responsibilities, Scopes, Changes in the Organization Structure,
etc. Full explanation of the necessity of the alteration must be untaken.

Transfer on deputation:

Based on requirements and needs bank can approve that policy after taking the approval from MD’s
Offices.

Contract as specialist/advisor:

It is not a post of regular employee. It is a contractual job and these persons are directly appointed by
MD with the reference of the Chairman/ Board of Directors or Management Committee
Recruitment Policy:

 All regular employees will selected by the Managing Director.

 All HR contract and outsource contract employees will be selected by The Head of Human
Resource Division.
 The schedule of recruitment will be shaped according to the Service Level Agreement (SLA).
 The interview board will with The Head of Department of that post, The Supporting Department
Head and The Head of HRD.

Promotion Policy:

Promotion is a constant process by which the employee inspires for batter work; get the price for
employee’s better work. In The City Bank there are two types of promotions:

Regular Promotion: Regular promotion is given allowing to the employee’s regular performance. When
the supervisor or department head of the employee assess that his employee is become an asset for the
bank and deserve promotion then the supervisor or the department head take a promotion assessment
form from HRD and mentioned the employee for promotion.

PM Promotion: Performance Matter (PM) is the yearly performance report of separate employee of The
City Bank Limited. According to Performance Matter ranking scale the employee can get promotion in
the job grade of their own.

Training:

After recruiting a prospective candidate the next important function of HRD is to orient the new entrant
to the organization and providing the employees with all the required knowledge about their duties and
responsibilities. This is done to confirm effective input from the employees into the organization thus,
their most efficient level of act. The training program used in the organization also ensures employee
retention to The City Bank Limited spending in training programs for employees is not an expense, but
an investment.

The training program includes:

 Orientation Training
 In-house training
 Job specific training
 Need based local/foreign training
 Peer or Supervisor’s coaching
 E-learning: Online training and evaluation
Performance Management:

Performance assessment is the process of assessing employee’s past performance, primarily for reward,
promotion and staff development purposes. Performance assessment is a process that recognizes,
assesses and develops employee performance to meet organizational goals.

Purposes of Performance appraisal in The City Bank Limited:

 To analysis past performance

 To assess training needs
 To help develop individuals
 To review the skills within an organization
 To set targets for future performance
 To classify potential for promotion
 To deliver legal & formal justification for employment decision
 To identify the hidden problems of an organization

Performance Appraisal Process:

 Supervisors
 Subordinates
 Peers
 Clients / Customers
 Self-appraisal
 180/360 degree approach

Methods to assessing employee performance in The City Bank Limited:

There is many kind of method for assessing performance appraisal. Only two type of
Performance method are at below:

360-degree feedback: One at present popular methods of Performance appraisal is called 360-

degree feedback. With this process managers peers, suppliers are ask to complete
questionnaire. The questionnaire is generally long.

Experience based: The City Bank limited trials the performance of employee by experience.
For example MR. Ali has been working in the organization for three years and MR, Ryan has
 been working in The City Bank Limited for two years. So The City Bank favors MR. Ali for
his more experience.

Job Evaluation:

Meaning of Job evaluation: Job evaluation is an organized and systematic techniques of determining the
relative value of many jobs within the organization, So as to develop an unbiased wage and salary
structure

The two most common methods of job evaluation that have been used are first, whole job ranking,
where jobs are taken as a whole and ranked against each other. The second method is one of the
awarding points for various aspects of the job. In the points system several aspects or parts of the job
such as education and experience mandatory to perform the job are assessed and a point’s value
awarded- the higher the educational necessities of the job the higher the points scored.

Purposes of Job Evaluation:

 To regulate equitable wages differential between different jobs in the organizations.

 To diminish wage discrimination on the basis of age, sex, caste, region, religion etc.
 To allow management to gauge and control the payroll costs.

Process of Job Evaluation:

 Gaining Acceptance
 Constituting Job evaluation Committee
 Selecting Jobs to be evaluated
 Describing the jobs
 Selecting the method of job evaluation
 Weighting job factors
 Assigning money values
 Periodic review

Employee relation:

Employers and employees each have their particular sets of needs and values, and successful
relationship between these two sides demands that some sort of stability be struck. This balance often
takes the form of a psychological contract, an understood agreement between employer and employees
that defines the work relationship.
The City Bank Limited is continuing three channel classes employee relationship those are:

 Employee safety
 Employee health
 Employee working condition

Employee safety:

The City Bank Limited delivers the employee safety. It guarantee the all kinds of job safety such as
insurance of each employee not this deliver insurance to the labor.

Employee health:

Free medical checkup; take health care and essential medical facilities for each employee.

Employee working condition:

The working condition of employee is very clean because it always based on “Right work for the Right
person.”

Incentives of The City Bank Limited:

Incentives add to base pay: It controls costs because the employee is being paid for his/her extra
strength and for the benefits brought to the organization.

Motivates employees by:

 Individual
 Group
 Company-wide

Individual incentive plans:

 Awards bases on individual Employee Performance vs. company standards

 Awards bases on individual Performance standards using Objective & subjective criteria
 Quantity and / or quality goals
 Quantity of work output How many units produced
 Quality of work output what the quality of the product or service being produced.
 Monthly sales How much sales was generated
 Work safety record How many hazard or errors are being reduced
 Work attendance If the absent is reduced or attendance is good.
Group incentives:

 Group incentive plans

 Customer satisfaction
 Official cost savings
 Material cost savings
 Reduction in accidents
 Services cost savings

Company-Wide Incentives:

 Wide Performance Measures Company

 Wide incentives plans
 Company profits
 Cost containment/prevention
 Market share Sales revenue

MIS and Strategic Planning:

he Management Information System (MIS) and Strategic arranging area doesn't follow any methodology
of work, as the greater part of the capacities are venture or task based. The City Bank ltd. various offices
and divisions utilize distinctive Management Information System {MIS}, there is no incorporated
framework shaped at this point. In this manner Management Information System (MIS)& Strategic
Planning doesn't pass by a particular work method. The Manager, of Management Information System
(MIS) and Strategic Planning is responsible for the Projects/Assignments and right now the Management
Information System (MIS)& Strategic Planning area is keeping up with the "E-Learning" framework which
is an Employee Development program dependent on Online Training and Evaluation. Representatives
can sit for online tests inside the working environment and it is the obligation of the Management
Information System (MIS) & Strategic Planning Manager to assess the electronic scripts and disseminate
the outcomes after assessment.

The current activities of Management Information System (MIS) and Strategic Planning are improvement
of two modernized frameworks named "E-Attendance" and "E-PM", one for worker participation the
executives and the other is for representatives' presentation estimation matter individually.

SWOT Analysis of the City Bank Limited:

SWOT study demonstrates the best approach to track down the genuine situation of any association.
SWOT implies Strength, Weakness, Opportunity and Threat. In this way, when any organization or
association led the SWOT investigation, it is simple for the organization to gain proficiency with the
strength, shortcoming, opportunity and danger of that specific association. By this examination attempt
to recognize the genuine image of The City Bank Limited.

SWOT is ordered into two broad categories –

Internal-

 Strength
 Weakness

External-

 Opportunity
 Threats

S (Strength):

 Capable administration.
 Satisfactory capitalization.
 Good productivity.
 Extremely rapid growth.
 Keep records in suitable methods.
 Well accomplished employees.
 Employees are pleased with their job.
 Well-decorated office.

W (Weakness):

 Lack of experienced employees in junior level management.

 Inadequate workforce and team work.
 Central power.
 Lack of cooperation.
 Lack of managerial performance.
 Lack of business communication
 Lack of Promotions system
 Manual Recruitment policy

O (Opportunity)

 Private sector placement.

 Opportunity to contribute in national growing rate.
 Scope to reduce non-worked percentage.
 Scope to familiarize a new sector.
 Well serve in the society.
 Take the chance to get a vast amount of money.
T (Threats)

 Foreign & Private Bank are accomplishment business in Bangladesh.

 Government interposes hi the way of development.
 Various anti – corrupted groups are always threatened to fulfill their own perseverance.
 Village areas are being aggravation by the local village legislator.

Findings of the study:

 The job analysis, human resource planning, recruitment and selection policy of The City Bank
Limited is not standard because the manager of HRD is not capable to apply the various HRM
function.
 The bank does not accurately follow the performance appraisal. There is being occurs some
discrimination, nepotisms are exercised. As a result, employees with same efficiency are given
different score by different author.
 The Pay Packages of the Bank isn't serious in contrasting with other Bank working in Bangladesh.
 Employees training is not arranged frequently basis.
 Though the organization is not in lacking of employees, but I think there is lacking of proper
employees- that means “lack of right people in right place”.
 Succession Planning involves having senior executives periodically review their top executives
and those in the next lower level to determine several backups for each senior position. This is
important because it often takes years of grooming to develop effective senior managers. But
the organization has not focus yet such a succession planning.
 Some employees says that extra work load in a regular basis is a common criteria of the
organization. For this reason, the bank sometime loss employees attractiveness.
 Only the head office contains HR division and all the HR activities are controlled from the head
office. For this reason, when sometimes any HR problems raised employees have to wait for a
long time to solve it. Moreover, this department is not too structured.
 Training evaluation systems are not properly used or maintained.
Recommendations:

Recommendation means to give suggestions about The City Bank ltd. On the basis of the findings and
analysis of the study, my recommendations are given below:

The HRD manager of the company should be analyzed the modern HRM system, and apply all the HRM
function properly because the HRM policy serves as the corner-stone of all human resource functions in
an organization.

The manager of HRD should be prepared the standard performance appraisal because the success and
failure of an organization is highly depended on the proper human resource performance. Only
performance reward of an employee can motivate them to attain the organizational goal.

The manager of HRD should establish the standard pay structure for the employees of the organization
in order to reduce the high turnover of employees.

Training should be formulated in consultation with the training division in the central level and mid level.
On regular basis of its human perfection.

The authority of the The City Bank Limited should prepare a uniform performance appraisal policy.
Manager should avoid the biasness so that efficient employee can get proper reward for their
performance. “ right man in right position”

Make succession planning. A careful and considered plan of action ensures that the least possible
disruption to the person’s responsibilities and therefore the organization’s effectiveness.

Reduce the extra workload of the employee. If give them extra pay to reduced the employee unrest, and
turnover.

The Human Resource Division’s control must be structured.

Arrange proper training for the employee. After training evaluation program must be considered in
significance.
Conclusion:

The City Bank Limited is a bank that confirms the best service to the customers as well as to the
employees by Human Resource Division. The City Bank Limited is the fastest growing Bank in
Bangladesh. By working in HR Division the knowledge was learnt would be helpful enough to sustain
with the real organizational environment.

Banking business is an emerging concept from Bangladesh’s point of view. Day-by-day, it is getting
popular in the middle class people. From very beginning The City Bank Limited has successfully run their
business with well reputation now they create their own interest on capacity in banking business. The
Banking business has a great prospect in Bangladesh.

So, the management of The City Bank Limited should give more concentration in this potential sector
with proper strategy, better marketing policy and satisfactory customer services. As I working the
Human Resource Management Department, while I end up with some observation and based on these
observation some recommendation have been given in this report. Hopefully these recommendations
will help to The City Bank Limited continue its progress.