Independent University, Bangladesh

School of Business and Entrepreneurship

Course Title : Human Resource Management

Course ID : HRM301
Section : 03
Semester-Year: Autumn 2022

Submitted to:

Mr. Shafiqul Alam

Lecturer A (Equivalent to Senior Lecturer), School of Business, Independent University,
Bangladesh.

Submitted by:

Group Name: Team Twister

Group Members:
Name Student ID

1. Prionty Datta Progga 2130507(Company background, Moral-Ethics

Recruitment-Selection, Interview, Performance
Appraisal)
2. Kazi Asif 2020759 (Part two)
3. Tajin Akhter 2131259(Training development, Incentives benefits)
4. Mir Mahaddi-UL-Islam 2031150(HR challenges and solutions, Compliance
Job Analysis)
HR Practices, Issue and Challenges of Dhaka BANK LIMITTED

Dhaka Bank Limited is the brainchild of a host of committed entrepreneurs and farsighted
dreamers of banking excellence. Established in July 5, 1995, the Bank is now an admired
provider of financial services and has positioned itself as a strong brand in the mind of
Customers. ‘Excellence in Banking’ is our motto and to become the best performing bank in the
country is our mission. As a leading private commercial bank in Bangladesh, our eminence is
backed by quality products and services, superior technology and highly motivated personnel to
realize your dream. We are recognized for our good governance practices, compliance with
Regulatory guidelines, and flexibility to growing needs and adaptability to the changing world.

Dhaka BANK Ltd.

Mission: To be the premier financial institution in the country providing high quality products
and services backed by latest technology and a team of highly motivated personnel to deliver
Excellence in Banking.

Vision: Our people, products and processes are aligned to meet the demand of our discerning
Customers. Our goal is to achieve a distinct foresight. Our prime objective is to deliver a quality
that demonstrates a true reflection of our vision - Excellence in Banking.

HR Practices of Dhaka BANK LIMITTED:

The human resources department is one of the most essential supporting departments of Dhaka
BANK Ltd. Not any exceptions Dhaka BANK Ltd also maintain its HRM process by planning,
organizing, directing, managing, controlling, developing, and motivating its manpower forces.
The total HR practice is divided into several processes controlled by specific persons. Human
resources team can help workforce to build their leadership skills by using HR practices. This is
accomplished through understanding the actual factors affecting morale, ethics, recruitment,
training, sharing appropriate incentives and rewards, and using the right interviewing techniques.

Just like other company Dhaka Bank also have their own different types of HR practices. Where
they do HR practices, they face some issue and face some different types of challenges and they
solve these problems.

 Morale, Ethics and values of Dhaka BANK Ltd: They believing in the superiority of
quality and service. They maintain a constructive participation, ethics, and open
communication as core values. Assuring the best returns to our shareholders by
committed prudent performance. Providing secure, satisfying employment, ensuring the
contribution of each individual to the success of DBL.

 Recruitment and Selection: Identifying and recruiting the best applicant for a position
within or outside of a company is the process of recruitment. The requirements that job
applicants must meet are known as selection criteria. The process they follow tore given
below to help employers select the best candidate for the job.

1. Recruitment process: Preparing the exam and choosing the format. Planning and
forecasting in HR are used to determine how many employees will be needed.
Preparing advertisement & posting on appropriate source. Computer, practical,
and other essential tests are conducted for regular and other stuff based on
employment requirements. Phoning or emailing selected applicants for
examination. Determining the standards for examiners, board member interviews,
and contacting affected programs creating a paper with instructions for a written
exam, a job interview, and preserve training. Preparation questions and answer
scripts. Requisition is received from departments.
2. Selection Tools: Applicants first need to go through a written test. Tests are taken
through third parties like BIBM, IBA, and FBS. The test includes questions on
 English grammar, applications, and math essays. One in 10 participants at written
survive. Dhaka BANK Ltd group test their candidates with cognitive abilities,
Personal and interest, Current achievement (for fresher) and experience (for
senior candidates). After that the final candidates will be selected through viva by
a "Standing Selection Committee". They also collect the educational, experience
data of an employee.

 Interview: An interview is a conversation between an interviewer and interviewee.

Dhaka BANK Ltd mostly follows the structured format of an interview which is always
job related. First is the HR interview. At this stage, two human resources professionals
are interviewed. 1 out of 6 survives. In the second stage, a management interview takes
place with 1 out of 3 people. The final interview, often referred as the board interview, is
where two to three people take the viva together. The final employee is then chosen from
this group. The purpose of this interview is to determine whether or not the candidate is
qualified for the position. But sometimes it can be situation-based, behavioral stressful.
Also interview can be unstructured.

 Training and Development: Training and development programs are instructional

activities carried out by an organization with the goal of enhancing an individual's or a
group's performance on the job. These programs usually focus on improving a worker's
knowledge and skill sets as well as fostering increased motivation to improve job
performance. Both on the job and off the job training facilities are available at Dhaka
Bank Ltd. Dhaka Bank Training Institute arranges off the job training regularly for its
employees on different topics. Trainers are mostly experienced bankers and academic
personnel like teachers of BIBM. On the job training is arranged by the Human resource
Division where employees get to work in different divisions on rotation basis and take on
the job training.

 Incentives and Benefits:- Incentives, benefits, and remuneration are the most crucial
components of every business. Various organizations have enticing rewards programs
and pay structures to support their dynamic personnel and boost productivity. Two basic
 types of compensation systems are generally discernible. One relates to money, whereas
the other does not. Dhaka Bank has implemented many benefit, incentive, and
compensation programmers. Below are some of these.
1. Salary: a predetermined sum of money given to someone in exchange for the
activity they are hired to accomplish. When compared to other banks, Dhaka
Bank offers its staff a basic salary that is on pace with industry standards. The
third week of each month—on the 25th—is when employees receive their pay.
Their base pay for employees is set based on the market and the scenario. They
earn a starting salary of 20000 BDT and a final compensation of 1, 50,000 BDT
as vice president.
2. Bonus: Dhaka Bank offers their staff two festival bonuses, just as the other
banks. One is for Eid-Ul-Fitr and the other is for Eid-Ul-Azha.The bonus is
equal to their baseline compensation.
3. Provident Fund: A provident fund with Dhaka Bank is also available to
employees. Each employee contributes 10% of their base pay into the provident
fund. This 10% is added to the additional 10% that the bank contributes, for a
total contribution to the provident fund of 20%. Employees are also permitted to
take their funds after every five years.
4. Gratuity Fund: The bank also provides a gratuity fund for its employees. They
can withdraw this fund after every 5 years.
5. Incentives: Based on the profit of the bank, the profit and bonus are given to the
employees through the decision of the management.

 Job Analysis (Observation): Job Analysis is the procedure for determining the duties
and skill requirements of a job and the kind of person who should be hired for it. Dhaka
Bank Ltd. mainly focuses on to collect information, based on how skillful and
knowledgeable people required for the job using observation; which is one of the
methods of job collecting information. Dhaka Bank Ltd recruited only fresher’s in
recruitment. This decision wasn’t very good for the bank cause fresher’s were
inexperienced, for this reason Dhaka Bank Ltd have to train them which was time
 consuming and expensive. That’s why Dhaka Bank Ltd decided not to recruit fresher’s
anymore.
So from this incident it’s clarified that Dhaka Bank Ltd focuses on mainly Observation
method to collect information about personnel. Obviously they use other methods like
diary, questionnaire.

Dhaka Bank Ltd HR department uses questionnaire method when they lack to observe
certain recruited people in a specific department.

 Performance appraisal: Performance appraisal is a crucial aspect of HRM departments;

it occurs virtually everywhere and is one of the most important duties for HR managers.
The focus of this research is on the area of performance appraisal systems for a company
in the banking sector. It is the ongoing process of evaluating employee performance. Dhaka
Bank follows two types of methods to evaluate the performance of the employees:
ACR: Three steps are taken to evaluate performance.
- Self (Employee)
- Supervisor
- HR manager
360-degree method: They use the 360-degree method of employee evaluation, and almost
all of the workers agreed to it since they believe it improves performance, advances
organizational objectives. That based on the feedbacks from four raters.

 Compliance: In Dhaka Bank ltd, the compliance department is the body responsible for
ensuring the institution as a whole remains compliant. Its goal is defined, and it is to
ensure the bank functions within regulation, thus preserving its integrity and reputation in
the industry. In a vacuum, the compliance department is usually tasked to:
Maintaining standard salary and wages of employees in comparison to other companies
Providing safe and healthy working environment
Preventing any kind of workplace bullies or harassment
Providing necessary safety equipment’s for the employees
Keeping an eye for dormitories, fire exit, medical facilities; so that they are in proper
condition
 Taking actions following government law in case of any unethical activity or theft, fraud
against any employee without any discrimination.
Steer clear of activities that aren’t within the bank’s ethics policy
Prevent tax evasion
Disclosing ethical conduct as bank culture
Steer clear of activities that aren’t within the bank’s ethics policy

HR challenges and solutions of Dhaka Bank Ltd:

 Temporally Employment Tendencies: Recently Dhaka Bank Ltd is facing problems

regarding employees for staying for a short period of time. HR department are aware of
this sudden issue and they are trying to solve it. Dhaka Bank Ltd is arranging exit
interviews for the employees who are leaving the job. By doing this they are collecting
feedback from those employees about their job experience also main reason behind their
leaving the job.

 Solution: In my opinion, Dhaka Bank Ltd. should start doing appraisal interviews
for their employees during their jobs. By doing this, they will know whether
employees are happy with the company policy or not. Are they facing any
problems from their immediate seniors or from anyone else? Existence of bullies,
etc. Information that will help understands why employees would want to leave
the organization.
 Background Checking of Employees: Getting ideas about an employee’s past
performance in his former company is always one of the hardest jobs for the HR
department. Sometimes people get fired from their job due to misconduct or unethical
activity or other kind of allegation. So, any of these incidents occurred in the past
performance or not; collecting this information from his former company is always hard.
On the other hand, candidates will never say it his own.
 Solution: Keeping good relation and communication around all the companies
of the same market is a good way to collect information about employees past
performance.
  Maintaining a balance and standard salary structure: Sometimes employees want
less tax and some employees want more bonuses, so maintaining a certain salary structure
that would satisfy all employees is a big challenge for the HR department of Dhaka Bank
Ltd.
 Retention of employees: After some successful training sessions employees can feel the
development they achieve. Cause after training session’s employee’s knowledge and skill
levels will be developed than before. So, employees would expect better salary than now.
So, keeping employees satisfied so that they won’t look for other options is a very big
challenge.
 Solution: By giving promotion to the deserving employee, giving a good work
environment, continuous training for the employee development, giving them
bonuses on festivals; these are the things that Dhaka Bank ltd does to keep their
employees satisfied also to maintain a healthy relationship

Part Two

Attitude of garments workers for adopting new technology

Only China exports more ready-made garments than Bangladesh, which is the world's second-
largest producer. The garment industry is the only source of growth and the main source of
foreign exchange gains for this rapidly rising economy. Automation is a serious concern in a
nation where more than four million people depend on the garment industry for employment.
Many people are concerned that machines that automate a portion of the clothing-making
process may replace their jobs. According to one estimate, if automation achieves its potential,
nations like Bangladesh will lose more than 80% of their jobs in the textile, apparel, and
manufacturing industries. This has been dubbed a social time bomb by some economists.
Considered usefulness

According to users' perceptions, new technology helps them increase their productivity and the
caliber of their job. How the technology enables people to improve their performance at work. A
study found that employees are prone to rejecting new technologies if they do not perceive any
benefits.

Technology-related mindset
The behavioral purpose of an individual governs that person's conduct. The activity that an
individual intends to engage in is influenced by their attitude toward that action for instance, a
smartphone offers a more user-friendly and simpler user interface. Behaviorist ideas, which
shape attitudes, can be used to identify positive and negative sentiments that are associated with
behavioral performance. The results of the study showed that attitude significantly affects
technological preparedness.

Usability as perceived
A high correlation between perceived ease of use and preparedness for technology adoption can
be seen. There may be a strong tendency for users to reject technology if they don't think it's
user-friendly and adds more burdens to them.

Management Support
Users may give up if they do not believe that managerial support is available. According to
research, this element has a moderately positive correlation with employees' readiness to adopt
new technologies.

Technological Optimization
Optimism is the conviction that a particular technology may enhance a person's effectiveness,
control, and adaptability. An optimistic person will typically focus on the advantages and will be
receptive to utilizing new technology.
 Reference

For part 1:
Safiul Alam Mukul
Principal Officer, Dhaka Bank, Head office
For part 2:
https://www.emerald.com/insight/content/doi/10.1108/RJTA-08-2020-0090/full/html
https://www.youtube.com/watch?v=iaze_wtcDXU