Jatiya kabi Kazi Nazrul Islam University

Trishal, Mymensingh

Assignment on
“Digital HRM (DHRM) Practices in the Banking Sector of Bangladesh”
Course Name: Operations Management
Course Code: HRM-306

Submitted to Submitted by
Sajun Saha Fan Club
Lecturer Session:2017-2018
Department of Human Resource Department of Human Resource
Management Management
Jatiya Kabi Kazi Nazrul Islam University Jatiya Kabi Kazi Nazrul Islam University

Date of submission: 14.11.2021

 Team Name: Fan Club

Serial Name ID No
Number

1 Rowshon Tabassom (Co-Ordinator) 18133023

2 Khadiza Akter 18133001

3 Ajit Chandra Das 18133008

4 Illham Rahman 18133011

5 Ashekul Hoque Al Masom 18133044

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 Table of Content

Serial No Title Page No

1 Executive Summary 4

2 Introduction 5

3 Available Technology For (DHRM) 5-6

4 Functions Performed By Digital Human Resources 7-9

Management System In Bangladesh
5 Activity checklist to be followed for implementing 10
DHRM in organization
6 Work flow model of application of electronic human 11
resource function
7 Advantages of electronic human resource management 11-12
function in BD
8 Limitation and challenges in adoption of DHRM in BD 13-14

9 Recommendation 14

10 Conclusion 14

11 Reference 15

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 Acknowledgment

We are really pleased to complect the assigned task. We, Ai5, are greatly indebted to Sajun
Saha sir, Department of Human Resource Management, Jatiya Kabi Kazi Nazrul Islam
University, for providing us with an excellent opportunity to carry out and present the report
work.
Undoubtedly, this task was really beneficial to learn pros and cons bearing on Digital HRM
(DHRM) Practices in the Banking Sector of Bangladesh as well as this task is very important
from the aspect of BBA curriculum since it assigned task is intimately related with our major
courses and it allows students to get practical knowledge in a short amount of time by
witnessing and performing tasks related to their selected topic.
Many thanks, sir, for this kind of assignment which helps us to broaden our perspective through
learning how digital HRM (DHRM) practiced and implemented in the banking sector of
Bangladesh.

However, to complete task, we have gone through different articles and magazine to learn
thoroughly regarding on Digital HRM (DHRM) Practices in the Banking Sector of Bangladesh.
Sir, without your cooperation we wouldn't have had the opportunity to learn about this. So,
thank you so much.

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 Executive Summary

This study looks into the topic titled "Digital HRM (DHRM) Practices in the Banking Sector
of Bangladesh" and sees how it plays an impact in terms of productivity of the tasks of HR.
Human Resources Management is a crucial part of every organization as it deals with a vital
resource: human capital. In the past 15 years, HRM has been going through a transformation
adopting technological tools to improve its performance; the combination of information
technology tools in “Digital Human Resources Management”.

DHRM strives to implement all the operational activities that HRM is concerned with, with the
help of technological tools in a fast and accurate way. Nowadays, technology is an inherent
part of our daily lives. People have been simplifying some routine tasks and problems with the
use of computers and the Internet. It has speed up some processes and increased the efficiency
of performed assignments. The purpose of this study is to know the practices of DHRM in
banking sector of Bangladesh.
This study depicts the following areas: what kinds of technology are being used for DHRM,
what kinds of functions performed by a DHR, benefits and demerits of DHRM, models that
are being used in case of its activities. To facilitates task, information has been collected from
several sources.
It suggests that the usages of digital HRM should be increased and also the concerns must be
careful while using so that it doesn’t affect the employee’s productivity.

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1. Introduction:

• Human resources management (HRM) is aimed at recruiting, selecting, developing and

training, acquisition and maintenance of manpower in organizations to achieve a
predefined goal.
• It consists of systematic process of doing recruitment, selection, training and
development, performance management, grievance handling, employee services and
support, payroll management and other supporting functions to manage people through
developing their skills, motivating them to higher levels of performance and ensuring
that they continue to maintain their commitment towards organization as to achieving
objectives.
• In recent times, HRM is called the business partner because of its growing role in
strategic human capital- Identify talent, Organization design, and Decision making and
skill sets.
• The slogan of government on “Digitalization” everywhere and its quickest application
at the organizational level have made a revolution. These digitalization trends have
become a key driver of greater influence on electronic HRM practices in Bangladesh

2. Available Technology for (DHRM):

Some studies show that there are a good number of full packaged software available in
Bangladesh in the last few years. Hence, some organizations are using partial and few of those
customized ones and are doing need-based outsourcing.

• It is an Integrated ERP also used for financial management.

ERP WORKDAY • It covers recruitment, selection, payroll, separations,
employee information, compensations
• Human capital management developed by Micro Image
Corporations covers the training and development,
• PMS, employee database,
• employee personal and family record, previous jobs,
• salary history,
• promotion history,
• Overtime and payroll management,
HCM • job descriptions and KPIs,
• organogram,
• employee reporting,
• compensation lists,
• academic and professionals’ qualifications,
• training history,
• and training needs analysis through performance gap
reports
• Integrated for Oracle recruitment,
• employee Self-Service Human Resources,
Oracle- HRMS • allowances and Payroll,
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 • HR Intelligence, Oracle Learning Management module,
• Oracle working Time and additional labor
• A customized version of ERP originated by SAP
• It covers the human resource systems, integration with all
other functions and department,
SAP HR-ERP • e-requisition,
• inventory,
• employee services of hospitalization claim,
• overseas tour, and medical bill reimbursement
• Only limited and specialized to record employee leave,
HRIS-customized employee attendance, employee holiday,
• all kinds of allowances, payments for additional works
Abra Suite • Exclusively for payroll management
• Contains general information of employee as a database,
• salary-wages information,
• emergency information and contacts,
CORT: HRMS • reminders and notifications, Evaluators of performance,
Documents
• photos, image, screen shots,
• employee separation details
• Employee qualification record both in academic and
professional,
• confidential employee data preserve & reporting,
Human Resource • employee compensation and other benefits,
Microsystems • history of employment previous and current employer,
• human resources hiring requisition tracking,
• managing training calendar,
• training plan
• Electronic recruitment, CV screening,
• filtering processing, and fixing to the job specification,
PeopleSoft
procurement of enterprise services,
• human resources planning and management budgeting
• This is a web-based system.
Spectrum HR • Anywhere anytime offshore uses is possible,
• this is known as iVantage® and HRVantage®

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3. Functions Performed By Digital Human Resources Management System in
Bangladesh:

This study intended to cover the functional uses of DHRM system in Bangladesh and the area
of uses has been identified accordingly

Electronic Recruitment and Selection

Electronic Learning and Development

Electronic Job Analysis & HR Panning

Electronic Performance Appraisal and Management

Function

E-Personal File and Database Management (E-PF

&

E-HR Communications (E-Com

E-Policy and Manual (E-P & M)

1. Electronic Recruitment and Selection

● It is recognized as an online or web-based advertisement of job vacancies in company

website or in seller an online

● It is becoming a very popular method of completing recruitment in a very shortest

possible time, incurs less cost and ensures robust Its own website where a candidate can
upload his/her CV and related information.

● The candidates can It is recognized as an online or web-based advertisement of job

vacancies in company website or in an online seller
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 ● Nowadays get login ID and passwords to review, update their CV. Employer maintains
the CV bank and filters required CVs and processes selection test.

● Hence, it also reduces time, physical movement of candidates from one place to other
place and eliminates conventional lengthy recruitment process. The use of electronic
gadgets, Skype process.

● In a selection test, the methods, competency, skills are pre-defined in the system. The
candidates are given the link in their email ID and candidates attend in the online test.
There is an assessment center where the performance track of individual candidate is
automatically recorded.

2. Electronic Learning and Development

• Electronic learning and development activity consists of learning and development with
the facilitation of information and communication technology.
• Web-based learning modules are kept available in employee system both local intranet
and World Wide
• Nowadays most on the job training and off the job training are using YouTube, video
conference to complete learning and interactive professional exchange within distant
offices.
• This cutting-edge technology brings global geography in one platform which is
functioned by e-HRM.
•
3. Electronic Job Analysis & HR Panning
• Job analyst determines the duties of different positions of an organization and the
characteristics of the people to hire them.
• Through job analysis, the organization makes the job description and job specification
and accordingly job analysis guides in human resources planning and budgeting.
• HRP is both quantitative and qualitative process of ensuring that the organization has
the right people, at right time, doing the right job.

4. Electronic Performance Appraisal and Management Function

• Performance appraisal system is a part of performance management.
• The electronic performance appraisal system is very confidential and there are two
ways of appraisal (self, supervisor) that reduce paperwork, minimize time and cost of
HR department.
• Performance Appraisal is the process to assist in reducing the cost of B2E management
that focuses web-based services in managing employee performance for the
organization

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5. Electronic Compensation (E-Comp)
• Compensation is defined as the direct and indirect and nonmonetary reward which is
awarded by the employer.
• The e-compensation facilitates an open system for the employee and disseminates
clarity of compensation.
• Employees are paid monthly salary and different types of allowances according to their
positions. The complete compensation database can be stored through an electronic
system with necessary deductions.
• It enables pay slip method into the system that an employee can easily extract, print,
and download from his/her system.

6. E-HR Services and Payroll

• Human resource information services explore the services towards employees.
• In this system, the employee may get the record of health insurance of his family, life
insurance premium and claim settlement.
• In case of tour, travel, seminar, training, and conference conveyance billing employee
can pass the requisition through the system instead of manual forms.

7. E-Personal File and Database Management (E-PF & DBMS)

• Personal file management of all employees irrespective of grades is an important task
of the human resources management department.
• The personnel file consists of all the professional information of employee particularly
employment history, experience, certifications, rewards received, educational and
professional details, training certificates, national ID cards, passports details,
husband/wife/kids’ information, joining date, date of job confirmation, position, last
promotion, number of promotions, level of reporting, religious status, blood group,
emergency contacts, professional memberships
8. E-HR Communications
• A meaningful communication is always a key requisite for organizational
effectiveness.
• Effective communication binds employees in a team and helps attain personal and
group goal. As such, employee communication is a part and parcel of HRM functions.
It is unlike the general.
• The key role of the human resources department is to disseminate and convey all kind
of management information, instructions, notices, official memos, orders, circulations,
and advertisement. The communication requires a time-bound and completeness of
user understanding.

Figure SEQ Figure \* ARABIC 5

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4. Activity checklist to be followed for implementing DHRM in
organization

Following the list of activity is suggested to implement the digital HRM in organizations.
However, this may also be implemented in a form of project management.

Identifying the necessity of digital-HRM should be the first step of e-HRM implementation,
with a predefined skeleton of overall purpose and quantitative and qualitative objectives.
Conduct feasibility study It encompasses system applicability and adoption, as well as
strengths, weaknesses, opportunities, and threats in a commercial setting.

Selections of sourcing D-HRM stage entails deciding on the optimal acquisition sources or
managing the system that has been built or configured to meet the functional requirements.

Implementation team
This includes database installation team setup, project management, database development,
team training, internal system configurations, and access IDs.

The pilot test instead of presenting the platform to the entire corporation, it is first
implemented in one or two departments or business units.

Full implementation stage It covers the system's final operational step, which includes
making the system available to the ultimate users and granting system access.
Follow up stage entails overseeing, reviewing, and tracking the implementation of the system.
If the system fails to function properly, the system may be turned off.

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5. Work Flow Model of Application of Digital Human Resource Function

The author's model of digital HRM functional work flow is based on the integration of people,
organizations, and technology. It might be called the "D-HRM system." A central data
storehouse in a server is required by the system. On a need-to-know basis, user workers and
stakeholders can examine the database, functionality, and support services. The user must use
technological tools and gadgets to ensure a secure system login.

Business
stakeholders

People
-
Human
Organization
n DHRM Resources
system Performance

Technology
Benefit
views

Payroll
view

HR
HRM Data center services
▪ Employee Benefits v iew
▪ Employee services Database
▪ Recruitment selection PMS -
Management KPI/KRS
▪ Performance management
▪ for “End-
Salary and payroll
▪ Training needs user”
Training
▪ HR policy and manuals

HR
Policy

Leave &
others

6.Advantage of Digital HRM Function in Bangladesh

In view of growing importance, Digital HRM has already gained attention in most of the
organizations. It is remarkable that, very small size of enterprises is also using digital HRM
system to automate payroll system, managing attendance, recruitment and selection. In order
to ensure a successful electronic HRM system, the employee factors have always significant
impact. There are some following few benefits has been drawn:

A Complete On-line Supports: Digital HRM system facilitates a complete solution and
support to perform HRM functions. This indeed improves the speed, quality, accuracy,
efficiency of services reducing the time, labor, cost and bias.

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Smooth Functioning: It accelerates most of the day-to-day functions, management reporting
function, decision support function, and also routine tasks like employee data, personal files
maintenance, quick analyzing of data, and reporting.
Adequate Human Resources Management Communication: Human resource
communication is a part and parcel in modern days. It is unlike other general communication
of some departments. HR communication includes employer, employee, stakeholder, line
manager-employee and so on. The electronic HRM system is faster, time-saving form of
communication.
Self-Management of Information: An employee can get access to his personal data from any
part of the world quickly within a second. It helps him to see the updated personal details and
all other tangible-intangible benefits.
Green Human Resources Management: Instead of using millions of paper records, the
electronic system enables the databank server to keep eco-friendly, paperless, e-filing and
storage of employee data.
Encouraged Human Resources Research and Development: Research and development
assists in Decision Support System (DSS). Every research requires a relevant data. Using
electronic HRM system assists in easy storage, editing, retrieval and extract of data. All those
data can be ready in hand and preserved into human resources management software. Digital
system enables an adequate research, analysis, and development to make analytical and
quantitative decision making, setting strategy for employees. Hence, this system exclusively
confirms the accuracy of the data and less possibility of preconceived decision with subjective
biases in the decision.
Manual Work to Automation: Manual work defines human labor-intensive work particularly
on contrary to same done by machines. The Technology based electronic human resources
management is the new window of converting manual work to automation. The infusion of
automation of HRM function accelerates to eliminate bureaucratic system and introduces the
self-service system by reducing human labor, time and efforts. As a result, human resource
functioning becomes faster, time bound and efficient than it was.
Time Used for HR Personnel: Through enabling the system it may encourage the human
resource managers to spend their time in people management activity. Furthermore, it allows
managers to collaborate in strategic business partnering, advocacy, employee engagement,
strategy development with the mainstream business functions instead of remaining busy in
micromanaging function of so many administrative works.
Enabling Strategic Decision-Making Process: Apart from above significant contributions,
the digital HRM is an effective and efficient means to facilitates the reduction of overhead cost,
employee efficiency, and greater functional output instead of spending more time in support
administrative functions and enables strategic decision-making process. The system is a
proven, efficient, more dependable, comfortable to use, a pragmatic way of establishing human
resources policy and practices.

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7. Limitations and Challenges in Adoption of D-HRM in Bangladesh
A variety of research were evaluated in order to meet the study's objectives, and the following
obstacles and limits of the computerized HRM system in Bangladesh were identified.
Adoption Challenges:
Bangladesh is concerned about a robust and successful implementation of a digital HRM
system. The IT infrastructure, top management support, information system resource
capabilities, capability of user personnel, perceived cost and costs, and pressure from
competitors in the same industry are the most important variables in deploying digital HRM in
hospitals and banks.

Security and Confidentiality: The security and confidentiality of data in a digital HRM
system may be compromised, as well as existing employees' aversion to using web-based
solutions.

Organizational and Management Education: Inadequate and lack of organizational human

resources management system, utility, strategic advantages are a remarkable problem of
implementing the system.

Employee Attitude and Resistance: Employees' ability to grasp and cope with the new system
is influenced by their attitude of unacceptability, a sense of reduction in physical labor, and a
perceived threat of layoff.

End-End IT Supports: Inadequate IT system setup, unavailability or disruption of official

network connections, scarcity of required bandwidth capacity, timely supervision, lack of
immediate problem troubleshooting, and absence/lack of problem follow up are all major
challenges for the digital HRM function.

The Absence of Employee Training and Knowledge of IT: IT skills are in scarce supply
among employees. Some critical causes include a lack of optimal level of drive and efforts by
the human resources department to train and educate employees on how to use the technology-
based system, a lack of training needs analysis, poorly organized learning sessions, and the
nonattendance of post-training communication and follow-up to see user progress.

Risk Generated from the System Itself: Data hacking and other forms of cybercrime are
sometimes possible as a result of a lack of control, making an organization vulnerable as well
as unsafe.

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High Initial Cost: Although it is predicted that technology-based digital HRM functions will
reduce and optimize overhead costs, the initial costs of purchasing, installing, and fully
functional systems may be prohibitively expensive for management

8.Recommendations
• The Bank should practice proper d-HRM guideline. The purpose of Human Resource
Management is to improve the productive contribution of people to the organization
ways that are strategically, ethically, and socially responsible.
• To get effective and efficient employee’s the Bank should arrange proper training and
development programs.
• To motivate the employee’s the bank should follow proper guideline of d-HRM.
• The entire HR department should be will informed regarding their goals and objectives
of digital HRM.
• Job satisfaction and motivating instruments need for the bank.
• Job description should be clarified and proper training should be
important to improve the performance to bottom level management.

9.Conclusion
HRM function is heading towards digital age through continuous development and gradual
improvement. The manifold outcomes, some challenges, workflow models, the available
system of digital HRM have already been articulated in the assigned task.
So, before deciding the implementation of the digital system, it is a prerequisite to fully
institutionalize understandable HRM functions first. As such, efficient and effective
implementation and uses of a new comprehensive system along with realizing maximum output
should be the prime concern. The key motivator of every new system is to generate new
opportunities and benefits. Hence evaluating the challenges prior to install new digital HRM
system may enable better things to the best, goal achievement to goal congruence, effort
minimization to result maximization, cost-cutting to cost optimization, excelling efficiency by
removing that deficiency, simple and flexible rather than being complicated, pushing forward
rather than lagging behind. Flexibility may make d-HRM a strong tool for deriving success.

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Reference
1. https://healthmetrics.com/m/10-hr-digitalisation-practices-that-you-can-
implement-right-away/

2. https://healthmetrics.com/m/10-hr-digitalisation-practices-that-you-can-
implement-right-away/

3. https://link.springer.com/book/10.1007%2F978-3-319-60210-3

4. https://www.aihr.com/blog/human-resource-best-practices/

5. https://www.researchgate.net/publication/333075755_Digitalization_of_human_r
esource_management_practices_and_its_impact_on_employees'_well-being

6. https://journals.sagepub.com/doi/full/10.1177/2397002220921131

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