9 and 10

Introduction
Bank Asia Ltd was founded in 1999 by a group of accomplished businessmen and social leaders. The Bank's
executive team includes experienced bankers with decades of expertise in domestic and international markets.
The top management team is well backed by a group of specialists with worldwide experience. It made history
by purchasing the Bank of Nova Scotia's Dhaka operations, a first in Bangladeshi banking history. It did it again
by purchasing the Bangladesh operations of prominent Pakistani bank Muslim Commercial Bank Ltd (MCB).

In 2003, the Bank again made headlines with a record-breaking (55 times) over-subscription of its first public
offering of shares. The asset and liability growth has been phenomenal. Bank Asia has actively participated in
both the local and foreign currency markets without exposing itself to risk. The Bank's investment in Treasury
Bills and other securities increased, providing potential to increase revenue as interest rates gradually drop.

To provide customers with contemporary and innovative banking products and services at an accessible price,
Bank Asia Limited was founded. The bank's commitment is to deliver contemporary and value-added financial
services to all segments of society while maintaining the highest quality in a globalized world.
HR leadership have become true business partner

The role of the human resources business partner is to ensure that all human resources
policies and processes are in accordance with the needs, aims, and objectives of the
organization. It is no longer necessary to spend as much time on administration, compliance,
and management as it was in the past. When it comes to human resources, business partners
look at the overall picture rather than dealing with specific issues such as training, policy
wording, benefits, and recruiting.
This individual is in charge of establishing and guiding the organization's human resource
objectives and policies. Rather than focusing on policy execution during the covid-19
epidemic, this individual concentrates on strategy. Human resource strategy should be
integrated into the overall business plan for the organization.
The HR business partner is not a vice president or a human resources management in the
traditional sense. Clearly, they are not the same individual. An HR business partner, on the
other hand, is a human resources consultant who establishes relationships and delivers
resources for the entire organization, rather than just for a single department.

A strategic business partner is a high-ranking executive who meets with other executives to
discuss the company's future, goals, and strategy. Human resource decisions can be made by
individuals who are not members of the company's top management team. A strategic
business partner is someone in whom you can place your faith. It is feasible for this
individual to provide advise, make decisions, and assist others in achieving their objectives.
During the COVID-19 outbreak, assist organizations in resolving salary concerns, sharing
staff roles, and other issues as necessary.

Leader dealing Covid-19

During this COVID outbreak and pandemic, several businesses have made the decision to lay
off their staff, while others have discovered creative methods to keep their businesses
operating. There has been a noticeable impact across almost every area, and the customer
service department itself has been attempting to embrace and develop new methods of
conducting operations more efficiently and finding innovative answers to new difficulties. In
this section, I discuss some of the difficulties that the bank has encountered throughout
Covid-19.
The ability to recruit the appropriate individuals with the correct talents is extremely crucial
for human resources.
One of the most significant issues that human resources is currently experiencing is in the
area of manpower planning and hiring operations. As we all know, the country, and indeed
the entire globe, is always under a state of emergency, with lockdowns and disruptions in
travel and transit occurring on a regular basis. As a result, it is extremely difficult for human
resources to execute their routine interview processes physically.
As a result of the epidemic, it has become extremely difficult for the bank to perform training
and development programs, particularly outside of the company. Trainers and subject matter
experts were often recruited from inside the business for the majority of training facilities.
Plans for the participants' participation are likewise far more organized than they were in the
past. Since a large number of people are becoming ill and travel is becoming increasingly
difficult, the bank must find other solutions to these problems.
Every day, the world is evolving and discovering new methods to make people's lives better
in this Covid age, which we are living in. People are losing their lives and family members,
and they are concerned about a variety of environmental variables, including job stability,
environmental sustainability, and the level of life, among other things. Top management must
take into account all of these considerations since they bear the obligation of keeping them
motivated, and they must also urge them ahead in a manner that is acceptable and
comfortable for them.
The bank is digitizing its processes and doing them digitally to the greatest extent possible.
Creating virtual meeting rooms where candidates, HR experts, and interviewers may meet
and discuss the job possibility has been increasingly popular in recent years, thanks to
platforms such as Zoom and Google. Technology is extremely vital in this situation, on both
sides. Human resources should adopt and practice with facilities that are convenient to them,
and applicants or future workers should have the technical skills necessary to adapt to the
new scenario as well as the existing one.
Since many firms are closing their doors and experiencing a variety of issues in running their
operations properly, this is an especially tough moment to do business. The majority of them
have lowered their compensation and fringe perks.
Top management must be aware of the bank's financial status and capacity to pay, and they
must design compensation packages that are appropriate for the circumstances. In light of the
fact that the economy is not doing well at the moment, a bank should transmit and explain
this message to its employees in a clear and concise manner.
The bank should place a strong emphasis on virtual and online training, which may be
delivered on a variety of topics over the internet. There are several institutions that will now
give virtual platforms where participants may learn knowledge and skills from the comfort of
their own homes with the assistance of technology and other essential resources.
It is recommended that banks conduct business in physical offices and that they construct
their workspaces in a safe and hygienic manner. Safety measures should be understood by
employees, and they should be aware of the safeguards that must be taken. It is important to
monitor and offer appropriate assistance to those who work from home if they are to be
successful in this endeavor. Employees must be kept motivated in any way that will allow
them to give the best possible output and help the firm accomplish its objectives.
Management must do this in a variety of ways.
Planning and challenges
Process of Organizing Human Resources
Every firm's human resources department is responsible for keeping tabs on the employees
employed by the organization. With every shift in the market, increased business
requirements for a particular technology, increased demand for specific abilities, and so on,
the need for better resources develops.
The following are the procedures and processes involved in workforce planning:
1. Gaining an understanding of the current workforce
The Human Resources department must be well-versed in all aspects of the Bank's
employees' lives and work environments. In order to gain a good image of the company's
talent pool, they need take into consideration everything from their histories to their talents to
where they reside and everything in between. They will be able to determine what the
organization has to offer in this manner.
2. Forecasting for the future
Companies must be aware of what the future holds and what kind of personnel would be most
beneficial to their organization in order to stay on top of their game. As a result, businesses
must consider the types of employees they wish to have in the future.
3. The process of hiring and selecting employees
Manpower planning, depending on the requirements of the company, results in a much
improved method of recruiting and hiring employees. All of this is dependent on the demands
of the company and the projections that have been established. This indicates that personnel
with a higher level of education or skill set are picked for the position because they will be
the most suitable for the company's future requirements.
4. Employee education and training
Employees that work for the business are given the greatest training possible as part of their
job responsibilities. They also get an understanding of their present employment as well as
what they will be expected to perform in the future. All of the processes outlined above in the
personnel planning process assist organizations in being more adaptable to new technologies,
changes in the sector, and even competing against rivals.
Task 10: Stress Management-A new challenge for HR.

Employees are the most important and vital resource for any organization. So keeping them
motivated and looking after their problems and solving them will greatly increase the
company’s efficiency. As we know many people are losing their jobs and many have lost
them during the last year and are yet unemployed. People are unable to find the same
remuneration packages that existed before the pandemic and moreover many people are also
receiving even half of their salaries. This is not a good time for any working people and it is
very easy to get demotivated so in order to remain competitive one must always thrive to
improve him with time. This can be through learning of new skills, reading books and even
taking different trainings to develop one self. There can be no end to learning and the more a
person knows, he’s more likely to be more confident in anything he does. Even if the current
job might me under threat due to the position of the company which can be both a monetary
decision regarding downsizing or a strategic one, an individual must realize and value the
potential he has whether others value them or not.

The employers including the HR have a lot to deal with on their table. Not only they need to
assure that the organization is running smoothly but also they need to look after the welfare
of their employees.
It is believed that downsizing or firing someone from the workplace is the last thing that a
HR wants to do. It affects both the employee being let go and his/her family as well.
Therefore HR department should look into other possible considerations as much as they can.
In order to tackle and help employees regarding their job insecurities a number of actions can
be taken.

Context of Employment

Furthermore, human resources might plan in relation to its hiring and employment operations.
As we all know, there are lockdowns and problems with transit systems, which may be
alleviated by letting employees to work from home or by having flexible working hours
available. Employees can also voluntarily suggest job rotation or even going overtime if they
are compensated enough for their efforts. So that these concerns may be appropriately
addressed, new workers can be selected from geographically close-by locations. Because we
now have the technology and resources to support online activities, we should encourage
more people to participate in them.

Incentives and remuneration packages

If a firm is experiencing financial difficulties, it should convey this to its employees and
develop strategies and plans that will eventually result in more compensation for the
employees when better times arrive. However, it should be ensured that no one is abused or
taken advantage of in order to achieve this. There is no use in talking about ethics and
difficulties if the CEO and the top management continue to get the same compensation under
COVID as they did previously and only the salaries of lower-level employees are decreased
during the program.

During this moment, bank employees and other blue collar employees working in private
enterprises are not interested in receiving rich salary packages. They merely demand and
require that their correct basic pay be guaranteed in order for them to be able to exist. If
everyone is willing to make a small concession from their individual point of view, it is
possible that the final conclusion and solution will be advantageous to everyone working
together, even if the organization's profit has reduced.

Continuing Education and Development

Training can be delivered both in-house, by senior staff, and outside, by specialists, and can
take place both inside and outdoors. Not only will it increase the confidence of the workforce,
but it will also reassure the employees that they are cherished and prioritized in the
organization. Most of the time, we believe that training is a quick and easy way to correct any
deficiencies, but this is not always accurate. Many hours are spent preparing and making
decisions on who will be receiving training and who will be in charge of the training itself.
Budgets and logistical assistance are also extremely important considerations.

Organizations are providing COVID training, including how to stay away from the virus and
keep oneself and others around one safe from it. COVID is a fatal virus that may infect
anybody at any time. Many seminars being held online, and many universities are offering
free courses to ensure that the general public is informed of the situation and can take
appropriate action at this period.

Appraisal of Individual and Organizational Performance

Performance management should be carried out in strict confidence and in accordance with
the highest ethical standards. Employees should be evaluated on the basis of their job and
performance, rather than on the basis of their personal relationships or preferred choices. The
majority of employees quit their organizations because of unfair practices in the way their
performance is evaluated, and they get demotivated when their hard work and effort are not
recognized or rewarded. As a result, human resources should adhere to ethical norms and
ethical codes of conduct while evaluating and rewarding their personnel, particularly in the
case of promotion and career advancement.

Now that there are lockdowns every now and then, as well as a large number of ill personnel,
human resources should take all of these factors into consideration before evaluating their
performance. Because so many individuals are now working from home, it is critical to
develop new methods of evaluating their own and others' performances.