OM - Module C 15042023

Staffing and Human Resource Management in Banks
To Our Group Discussionon

Organization and Management(OM)
Presented By
BANKING PROFESSIONAL EXAMINATION SOLUTION GROUP
Conducted By: Md.Ripan Meah,ITP,DAIBB, SEO,SJIBL,Cell: 01716381848

1
BANKING PROFESSIONAL EXAMINATION SOLUTION GROUP
Course Modules
Module A: Fundamentals of Organizational Behavior and Environment
Module B: Basic Management Concept, Environment and Process
Module C: Staffing and Human Resource Management in Banks
Module D: Employee Motivation and Leadership
Module E: Organizational Ethics and Code of Conduct
Banking Professional Group, Conducted By: Md.Ripan Meah,ITP,DAIBB, SEO,SJIBL,Cell: 01716381848

2
C.1 Human Resources Management (HRM)
1.1 Functions of management
1.2 The Role of HRM
1.3 Importance of HRM in Banks
C.2 Nature and Purpose of Staffing
2.1 Staffing
2.2 Importance of Staffing
2.3 Staffing Process
C.3 On-the job training, off-the job training
3.1 On-the-job training
3.2 Off-the-job training
3.3 Off-the-job vs. On-the-job training
C.4 Performance appraisal and performance management system
(PMS)
4.1 Performance Appraisal
4.2 Objectives of Performance Appraisal
4.3 Advantages of Performance Appraisal
4.4 Modern Performance Appraisal Methods
4.5 Performance Appraisal Tools and Techniques
4.6 Performance Appraisal Biases
C.6 Soft Skills in the Workplace and Banks
6.1 Soft Skills and Its Importance in an Organization
6.2 Soft Skills for Work Places
6.3 Soft Skills in the context of Banking Industry
3
Banking Professional Exam Group, Conducted By: Md.Ripan Meah,ITP,DAIBB, SEO,SJIBL,Cell: 01716381848
Indicative Questions
1. Define Human Resources Management (HRM). What are the major
functions of HRM
2. Explain the Role of HRM
3. What is staffing? What are the functions of staffing?
4. Why staffing is so important in HRM? Explain in detail the Staffing Process
5. Mention the major factor included in Compensation and Benefits Administration?
How it plays a major role in retention of employees?
6. Explain different On the Job Training method? What are the Benefits and
Disadvantages of on the Job Training?
7. Explain different off the Job Training method? What are the Benefits and
8. What is Performance Appraisal? Explain different Modern Performance
Appraisal Methods.
9. Define Management by Objectives (MBO). Explain how does it works.
4
C.1 Human Resources Management (HRM)

1.2 The Role of HRM
1.2.1 Staffing
1.2.2 Development of Workplace Policies
1.2.3 Compensation and Benefits Administration
1.2.4 Compensation and Benefits Administration Retention
1.2.5 Training and Development
1.2.6 Dealing with Laws Affecting Employment
1.2.7 Worker Protection
1.2.8 Communication
1.2.9 Awareness of External Factors
1.3 Importance of HRM in Banks
1.3.1 Key Issues of Managing Human Resources in Banks
Banking Professional Exam Group, Conducted By: Md.Ripan Meah,ITP,DAIBB, SEO,SJIBL,Cell: 01716381848 5
1. Define Human Resources Management (HRM). What are the

major functions of HRM
Human Resources Management (HRM)

Human resource management (HRM) is the process of
selecting and retaining people in an organization. It also
includes training, compensation, development of HR policies
and strategies to retain them.
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Major Function of HRM:

1. Job design and job analysis
2. Recruitment and selection
3. Orientation and onboarding
3. training & development
4. Compensation and Benefits
5. Performance management
6. Managerial relations
7. Employee relations
8. Employee engagement & communication
9. Health and safety regulations
10. Personal support for employees
11. Strategic Planning
12. Legal Compliance
2. Explain the Role of HRM

Role/Importance of HRM:
1. Staffing
2. Development of Workplace Policies
3. Compensation and Benefits Administration
4. Compensation and Benefits Administration Retention
5. Training and Development
6. Dealing with Laws Affecting Employment
7. Worker Protection
8. Communication
9. Awareness of External Factors

2.1 Staffing
2.2 Importance of Staffing
2.3 Staffing Process
9
3. What is staffing? What are the functions of staffing?
Definition of Staffing :
Staffing is the process of hiring eligible candidates in the
organization or company for specific positions. In management,
the meaning of staffing is an operation of recruiting the
employees by evaluating their skills, knowledge and then
offering them specific job roles accordingly.
10
Function of Staffing :
1.The first and foremost function of staffing is to obtain qualified
personnel for different jobs position in the organization.
2.In staffing, the right person is recruited for the right jobs, therefore
it leads to maximum productivity and higher performance.
3.It helps in promoting the optimum utilization of human resource
through various aspects.
4.Job satisfaction and morale of the workers increases through the
recruitment of the right person.
5.Staffing helps to ensure better utilization of human resources.
6.It ensures the continuity and growth of the organization, through
development managers.
7.Manpower requirements:
8.Recruitment:
9.Selection:
10.Orientation and Placement:
11.Training and Development:
12.Remuneration:
13.Performance Evaluation:
14.Promotion and transfer:
.
11
4. Why staffing is so important in HRM? Explain in detail the

Staffing Process.
Steps involved in the staffing process are:
12
5. Mention the major factor included in Compensation and

Benefits Administration? How it plays a major role in retention of
employees?
Compensation is a very important issue in Human Resource Management (HRM)
and affects the relations between management and workers
Compensation is also one of the biggest reasons of dispute between employers
and employees. Employees provide their services to the business; they devote
their time, energy, skills, knowledge to the organization. In consideration of this
devotion, employer gives compensation to employees.
The factors affecting employee compensation can be categorized into:
1. Internal Factors and
1. 2. External Factors
13
Some of the external factors affecting employee compensation are:

1. Demand and Supply of Labour
2. Cost of Living
3. Economic Conditions
4. Prevailing Wage Level
5. Society 6. Government Control
6. Labour Unions
7. Legislation
8. Globalization
9. Cross Sector Mobility and
10. Compensation Survey.

14
Some of the internal factors affecting employee compensation are:

1. Compensation Policy of the Organization
2. Employer’s Affordability
3. Worth of a Job
4. Employee’s Worth
5. The Organizational Ability to Pay
6. Job Analysis and Job Description and
7. Employee Related Factors.

15

3.1 On-the-job training
3.2 Off-the-job training
3.3 Off-the-job vs. On-the-job training

16

6. Explain different On the Job Training method? What are the Benefits and
On-the-job training is provided at the workplace itself, the trainees produce

things while learning. On the job training (OJT) refers to activities carried
out at a person’s workplace to develop work related knowledge and skills
that are required for employees to perform a specific job within the work
environment. Employees learn in an environment in which they will need
to practice the knowledge and skills taught in the on-the-job training.
On-the-job training uses the regular or existing workplace tools, machines,

documents, equipment, knowledge, and skills necessary for an employee to
learn to effectively perform his or her job. It happens within the regular
working environment that an employee experiences on the job.
The goal of OJT is often to teach basic workplace skills, it also instills
aspects of the workplace culture and performance expectations in the new
employee. OJT can also an approach that is used by the organizations to
train the new employees.

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Benefits of On the Job Training:

A. It is a low-cost training program that shares the knowledge of current
working employees to a new generation of workers.
B. Content of the training will be designed specific to each skill to be learned.
C. Content of the skill to be learnt is known to the trainees.
D. Trainees will feel comfortable as the training is in known work environment.
E. A good way to screen new employees.
F. A sense of loyalty to the company will be created within the employees.
G. Trainees are highly motivated.
H. It is a flexible training method.
I. Immediate feedback on the performance of the trainee
J. Easy to organize and can be completed at short notice

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Disadvantages of On the Job Training:
1. Trainer may not have enough skills to train others hence quality of
training may not be high.
2. Trainer may not be interested to train the new employees with the
fear of losing their work.
1. Product quality may get affected if the training is poor or improper.
2. Production may get disrupted.
3. Lack of time to practice.
4. Familiarity of work place may affect the concentration in training.

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Off-the-job training
In off-the-job training, the trainees are away from the work
environment, which eliminates stress, frustration and bustle
of day-to-day job. Off the job training is commonly provided
using following Training Methods:
Lectures and Conferences
Vestibule Training
Simulation Exercises
Sensitivity Training
Transactional Training

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7. Explain different off the Job Training method? What are t

Benefits and Disadvantages of off the Job Training?
Benefits of off-the-job training
❑ Decreased employee turnover as employee training gives you an opportunity
new or advanced skills or knowledge pertaining to your job.
❑ With training held away from the workplace, employees don't face as many
❑ disruptions or distractions.
❑ When employers invest in employee training, it means they value their
employees' success. Feeling like your employer cares about your performance
and you as an employee can help increase your job satisfaction.
❑ Off the job training allows you to learn from everyone's experiences.
❑ Off-the-job training gives the opportunity to learn from experts in the field
and thus offer feeling of confidence and improve productivity.
❑ Off-the-job training can bring new ideas into a business

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Explain different off the Job Training method? What are the Benefits and
Disadvantages of off the Job Training?
Disadvantages of off-the-job training

a) It can be expensive
b) There is a risk that the newly trained employee will leave the business
c) Training might not be tailored to the business and the employee is
spending time away from the workplace to complete the training
d) Lost productivity whilst the trainee is away from their role
e) The employee providing the training may be ineffective
f) It is unlikely to bring new ideas and skills into the business
g) As the training is usually provided by other employees, it may mean that
more people are
h) unavailable to work, lowering productivity levels
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C.4 Performance appraisal and performance

management system (PMS)
4.1 Performance Appraisal
4.2 Objectives of Performance Appraisal
4.3 Advantages of Performance Appraisal
4.4 Modern Performance Appraisal Methods
4.5 Performance Appraisal Tools and Techniques
4.6 Performance Appraisal Biases

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8. What is Performance Appraisal? Explain different Modern

Performance Appraisal Methods
Performance Appraisal and performance management system
A performance appraisal is also referred to as performance evaluation,

performance review or employee appraisal. All companies use performance
appraisals to discover which employees have contributed the most to the
company’s growth, review progress, and reward highachieving workers.
Performance Appraisal is the systematic evaluation of the performance of

employees and to understand the abilities of a person for further growth and
development.
Performance Management is super important, not only because it is the

determining factor in an employee’s wage rise and promotion but also because it
can evaluate an employee’s skills, strengths, and shortcomings accurately.

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Modern Performance Appraisal Methods

With the right performance appraisal method, organizations can enhance
employee performance within the organization.
A good employee performance review method can make the whole experience
effective and rewarding.
The modern performance appraisal methods that are listed below:

1. Management by Objectives (MBO)
2. 360-Degree Feedback of Performance
3. Assessment Centre Method
4. Behaviorally Anchored Rating Scale (BARS)
5. Psychological Appraisals
6. Human-Resource (Cost) Accounting Method
7. Critical Incident Method
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Management by Objectives (MBO)

Management by objectives (MBO) is the appraisal method where managers and employees
together identify, plan, organize, and communicate objectives to focus on during a specific
appraisal period. After setting clear goals, managers and subordinates periodically discuss the
progress made to control and debate on the feasibility of achieving those set objectives.
Steps to implement a successful MBO program are as follows:
Every manager must have 5-10 goals expressed in specific, measurable terms
Manager can propose their goals in writing, which will be finalized after review
Each goal needs to include a description and a clear plan (list of tasks) to accomplish it
Determine how progress will be measured and how frequently (minimum quarterly)
List down corrective actions that will be taken if progress is not in accordance with plans
Ensure that goals at each level are related to the organizational objectives and levels
above/below

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360-Degree Feedback of Performance

360-degree feedback is a multidimensional performance appraisal method that
evaluates an employee using feedback collected from the employee’s circle of
influence namely managers, peers, customers, and direct reports. This method
will not only eliminate bias in performance reviews but also offer a clear
understanding of an individual’s competence. Key components of the Feedback
include
a. Self-appraisals
b. Managerial reviews
c. Peer reviews
d. Subordinates Appraising manager (SAM)
e. Customer or client reviews

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The assessment centre method

The assessment centre method enables employees to get a clear picture of how others observe
them and the impact it has on their performance. The main advantage of this method is that it
will not only assess the existing performance of an individual but also predict future job
performance. Following guidelines are suggested for implementing the assessment center
method:
Use job analysis to determine the components of effective performance
Identify performance metrics that can be measured using this assessment
Center Stages in a typical assessment Centre appraisal Classify meaningful and relevant
candidate behavior in the assessment process
Find assessment techniques that can ideally elicit ideal behavioral information
Spot assessors and assessee’s excluding immediate supervisors
Provide thorough training to assessors and reviewers
Maintain a system of performance records for each candidate
Review records and reward employee or provide training accordingly

28
Behaviorally Anchored Rating Scale (BARS)

Behaviorally anchored rating scales (BARS) bring out both the qualitative and
quantitative benefits in a performance appraisal process.
The steps in developing BARS are as follows:
A. Generating Critical Incidents
B. Development of Performance Dimensions
C. Reallocate Incidents
D. Scaling the Incidents
E. Development of Final Instruments
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9. Define Management by Objectives (MBO). Explain how does it works ?

Management by objectives (MBO) is the appraisal method where managers and employees
together identify, plan, organize, and communicate objectives to focus on during a specific
appraisal period. After setting clear goals, managers and subordinates periodically discuss the
progress made to control and debate on the feasibility of achieving those set objectives Steps
to implement a successful MBO program are as follows:
Every manager must have 5-10 goals expressed in specific, measurable terms
Manager can propose their goals in writing, which will be finalized after review
Each goal needs to include a description and a clear plan (list of tasks) to accomplish it
Determine how progress will be measured and how frequently (minimum quarterly)
List down corrective actions that will be taken if progress is not in accordance with plans
Ensure that goals at each level are related to the organizational objectives and levels
above/below
30
Performance Appraisal Tools and Techniques

Several tools and techniques are identified and used by the
organizations for Performance Appraisals
1. Ranking Method of Performance Appraisals
2. Forced Distribution Method of Performance Appraisals
3. Critical Incident Techniques of Performance Appraisals
4. Checklists and Weighted Checklists Method of Performance Appraisals
5. Essay Evaluation Method of Performance Appraisals
6. Paired Comparison
7. Confidential Report
8. Graphic Rating Scale
9. Field Review Technique
10. Performance Test
31
C.6 Soft Skills in the Workplace and Banks

6.1 Soft Skills and Its Importance in an Organization
6.2 Soft Skills for Work Places
6.3 Soft Skills in the context of Banking Industry
32
Soft Skills in the Workplace and Banks

Soft Skills and Its Importance in an Organization
Soft skills refer to a person’s people skills that are intangible and hence not
always easy to measure. WHO defines soft skills as ‘The abilities for adaptive and
positive behaviors that enable individuals to deal with the demands and
challenges of everyday life. UNICEF calls these skills as ‘Life Skills’ and defines as
“A behavior change or behavior development approach designed to address a
balance of three areas: Knowledge, attitude and skills”.
The success of a team, and a business, does not just depend on workers having
the technical know-how to do their jobs. It also depends on how employees
interact with each other and with your clients. Soft skills help employees fully
utilize their hard skills. Skills such as conflict resolution, emotional intelligence,
time management, working well under pressure are critical in the workplace.
Employees with soft skills make for good team players and efficient managers.
They are good at building relationships and easier to get along with.
33
Soft Skills in the Workplace and Banks

Soft Skills and Its Importance in an Organization
1. Career progression and promotion
2. 2. The modern workplace is interpersonal
3. 3. Customers and clients demand soft skills
4. The future workplace will rely on soft skills
5. Soft skills are hard to automate
6. Soft skills are in high demand by recruiters
34
Some example of Soft Skills

In the literature, there are several soft skills that are identified and recommended
for the workplace. However, some of the commonly recommended or suggested
soft skills includes-
a. Communication
b. Teamwork
c. Critical thinking
d. Social skills
e. Creativity
f. Interpersonal communication
g. Work Ethics.
h. Adaptability
i. Time Management
j. Leadership
k. Independence
35
Problem Solving Skills:

In a broader sense the problem solving involves almost use of all the major soft
skills one has,as the process steps involves and cuts across most of the soft
skills. Basically, the following skills are key:
❑ Analytical skills
Creative Thinking
Initiative
Logical reasoning
Decision making
Persistence
Communication
Persuasion
Negotiation
❑ Team Work
Implementation
Feedback and review.
36
Team Work Skills:
Team work skills may include:
1. Accept Feedback
2. Adaptability
3. Adorable Behavior Traits
4. Collaborative
5. Cooperation
6. Coordination
7. Deal with Difficult Situations
8. Disability awareness
9. Emotional Intelligence / Awareness
10. Fellow Feeling
11. Flexibility
12. Idea Exchange
13. Influential
14. Intercultural Competence
15. Interpersonal Relationship Skills
16. Mediation
17. Office Politics Management
18. Organizational Skills
19. Personality Conflict Management
20. Rapport Building
21. Respectfulness
22. Sales Skills
23. Self-Awareness
24. Social Skills
25. Team Building.
37
Time Management Skills

This becomes a valuable soft skill especially at present when most employees are
working from home. Good time management skills help workers plan and
manage their daily schedules and meet deadlines.
Time Management is the coordination of tasks and activities to maximize the
effectiveness of an individual’s efforts, enabling people to get more and better
work done in less time. The 5 essential time management strategies are:
➢ Be intentional – keep to-do list, delegate to minimize time
➢ Be prioritized – rank the tasks
➢ Be focused – manage distractions
➢ Be structured – time block the work
➢ Be self-aware – track progress & course correct
38
Leadership Skills
Leadership is the art of motivating a group of people to act toward achieving a
common goal. It can be an individual or a group of individuals. It is interpersonal
influence, exercised in a situation, directed through the communication process
towards the attainment of a specified goal. Leadership may be imposed, formally
appointed, chosen informally or emerge naturally. It may involve individual
functioning, team functioning, task functioning and or a combination
of any or all of them.
39
40
Soft Skills in the context of Banking Industry

Soft skills are particularly crucial for the service industry like banking and
financial sector. Soft skills is required at various stages like for selection, job
performance and working in the organization. For getting employment in service
sector industries soft skills like good communication skills, positive attitude and
adaptability are highly required.
Top 11 soft skills you need to work in finance
1. Communication skills needed in finance. ...
2. Negotiation skills needed in finance. ...
3. Influencing skills for finance jobs. ...
4. Critical thinking. ...
5. Flexibility. ...
6. Resilience. ...
7. Collaboration. ...
8. Problem solving skills for finance jobs.
9. Dedication
10. Empathy
11. Interpersonal skills
41
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Staffing and Human Resource Management in Banks

To Our Group Discussionon

Conducted By: Md.Ripan Meah,ITP,DAIBB, SEO,SJIBL,Cell: 01716381848

Module B: Basic Management Concept, Environment and Process

Module C: Staffing and Human Resource Management in Banks

Module D: Employee Motivation and Leadership

Module E: Organizational Ethics and Code of Conduct

Banking Professional Group, Conducted By: Md.Ripan Meah,ITP,DAIBB, SEO,SJIBL,Cell: 01716381848

C.1 Human Resources Management (HRM)

1. Define Human Resources Management (HRM). What are the

Human Resources Management (HRM)

Major Function of HRM:

2. Explain the Role of HRM

C.2 Nature and Purpose of Staffing

C.2 Nature and Purpose of Staffing

3. What is staffing? What are the functions of staffing?

4. Why staffing is so important in HRM? Explain in detail the

5. Mention the major factor included in Compensation and

1. Internal Factors and

Some of the external factors affecting employee compensation are:

Banking Professional Group, Conducted By: Md.Ripan Meah,ITP,DAIBB, SEO,SJIBL,Cell: 01716381848

Some of the internal factors affecting employee compensation are:

Banking Professional Group, Conducted By: Md.Ripan Meah,ITP,DAIBB, SEO,SJIBL,Cell: 01716381848

C.3 On-the job training, off-the job training

Banking Professional Group, Conducted By: Md.Ripan Meah,ITP,DAIBB, SEO,SJIBL,Cell: 01716381848

C.3 On-the job training, off-the job training

On-the-job training is provided at the workplace itself, the trainees produce

On-the-job training uses the regular or existing workplace tools, machines,

Banking Professional Group, Conducted By: Md.Ripan Meah,ITP,DAIBB, SEO,SJIBL,Cell: 01716381848

Benefits of On the Job Training:

Banking Professional Group, Conducted By: Md.Ripan Meah,ITP,DAIBB, SEO,SJIBL,Cell: 01716381848

Disadvantages of On the Job Training:

Banking Professional Group, Conducted By: Md.Ripan Meah,ITP,DAIBB, SEO,SJIBL,Cell: 01716381848

Banking Professional Group, Conducted By: Md.Ripan Meah,ITP,DAIBB, SEO,SJIBL,Cell: 01716381848

7. Explain different off the Job Training method? What are t

Banking Professional Group, Conducted By: Md.Ripan Meah,ITP,DAIBB, SEO,SJIBL,Cell: 01716381848

Disadvantages of off-the-job training

C.4 Performance appraisal and performance

Banking Professional Group, Conducted By: Md.Ripan Meah,ITP,DAIBB, SEO,SJIBL,Cell: 01716381848

8. What is Performance Appraisal? Explain different Modern

Performance Appraisal and performance management system

A performance appraisal is also referred to as performance evaluation,

Performance Appraisal is the systematic evaluation of the performance of

Performance Management is super important, not only because it is the

Banking Professional Group, Conducted By: Md.Ripan Meah,ITP,DAIBB, SEO,SJIBL,Cell: 01716381848

Modern Performance Appraisal Methods

The modern performance appraisal methods that are listed below:

Management by Objectives (MBO)

Banking Professional Group, Conducted By: Md.Ripan Meah,ITP,DAIBB, SEO,SJIBL,Cell: 01716381848

360-Degree Feedback of Performance

Banking Professional Group, Conducted By: Md.Ripan Meah,ITP,DAIBB, SEO,SJIBL,Cell: 01716381848

The assessment centre method

Banking Professional Group, Conducted By: Md.Ripan Meah,ITP,DAIBB, SEO,SJIBL,Cell: 01716381848

Behaviorally Anchored Rating Scale (BARS)

9. Define Management by Objectives (MBO). Explain how does it works ?

Performance Appraisal Tools and Techniques

C.6 Soft Skills in the Workplace and Banks

Soft Skills in the Workplace and Banks

Soft Skills in the Workplace and Banks

Some example of Soft Skills

Problem Solving Skills:

Time Management Skills

Soft Skills in the context of Banking Industry