Mar

ylandI
nter
nat
ionalCol
lege
Sc
hoolofGr
aduat
eSt
udi
es
Depar
tment
:-Mas
ter
sofBus
ines
sAdmi
nis
trat
ion
COURSE:HUMANRESOURCEMANAGEMENT
TI
TLE:
-THEHUMANRESOURCEMANAGEMENTPRACTI
CE
I
NCASEOFABYSSI
NIABANK

Name I
dno;
TEWACHEW GEDAMU MBA/
HR01/
600/
15
BI
AZENTSEGAAYE MBA/
HR01/
122/
15
TSEGAYEGEBRE MBA/
HR01/
632/
15
MULUKENSHUMNEGA MBA/
HR01/
472/
15

Sec
tion; C401

Submit
tedToDr.DEMEKE
Addi
sAbaba,Et
hiopi
a
OCTOBER-2023
HUMANRESOURCEMANAGEMENT

Conducta casestudy about t

he appli
cat
ion of t
he Cour
se“HUMAN RESOURCE
MANAGEMENT”atyourspeci
fi
corgani
zat
ionoraCompanyyouwantsel
ect
edandans
wer
thefol
lowi
ngs
:

1.Descr
ibetheoveral
lCompany’
sovervi
ewsinc
ludi
ngi
tsvi
si
on,
mis
sionand
obj
ecti
vesanditsproduc
tsors
ervi
ceitsof
fer
s.

Bac
kgr
oundofBankofAbys
sini
a

TheBankofAbys s
ini a(BoA)wasopenf orbus inessin1996wi thent husediniti
ati
onand
determinati
on.BankofAbys si
niaisas harec ompanyofpr i
vatei ndivi
dualswhoamas s
experienceandsucc essindifferentareasincludingbus i
ness,entertainmentandeduc ati
on.
Suchdi vers
eowner s hipnotonl yreflect
st hec ompany’sdet erminationandwi ll
ingnes
st o
succeedi nthesectori toperatesin,butals osignif
iesitsabili
tytowor ktogethertowards
buil
dingas ucces
sfulbus ines
svent ureandc ommer c
ialbanks er
vice.

Throughi ts855br anc hesint hec ount ry,BoAs ervesover10. 2mi lli
onc ustomer s.BoA’swel l
-
structuredf i
nanc i
alservices ystem i sconnec t
edt hrought heT- 24c orebanki ngs ystem. Thi
s
coupledwi tht he1277ATM mac hines,18vi rt
ualbanki ngc ent er s
,andmor et han1232POS
placedindi fferentlocationst oaf f
or dc ustomer st oacc esst heirac c ountsfrom anywher eat
anyt ime.Thi sal soal l
owedBoAt oinc r
eas ei tsc api
t alf r
om ETB50mi l
li
ont oETB18. 59
bil
lion.Thebankof fersc orporateandr etailbankings er vicest hati nc l
udesc urrentac count
,
savingac count ,s
pec i
alsavingac count ,fi
xeddepos i
t,f
or eignc ur renc yaccounts, l
oans ,
t r
ade
fi
nanc e,for ex,mobi lebanki ng,c ard banki ng,i nternetbanki ng,and agentbanki ng to
customer st hroughitsbr anches ,andc orpor atebr anches .Cor por atebr anchesar ebranches
dedicatedf orc or
porateorhi gh- valuec ust omer soft hebank.( inf o@bankofabys s
inia.c
om).

Vi
sion,
Mis
sionandVal
uesofBOA

Vision
Tobec omet hel eadingc ommer ci
albanki nEas tAfricabyt heyear2030
Mi ssion
Pr ovideexc ellentf i
nanc i
als ervi
cest hroughc ompet ent ,mot i
vatedempl oyeesanddi gi
tal
technol ogyinor dert omaxi mizeval uetoalls t
akeholder s.
Val ues
Cus tomerSat i
sf acti
on:The qual i
tyofourwor ki sal waysmeas ur
ed byt he levelof
satisfac tionourc ustomer sget .Toat taint hemaxi mum val ue,ourf i
nancials ervi
cesar e
alwaysoft hehi ghes t.
Integr ity:The s er vi
ceswe del i
vert hroughoutt he c ountrykeep t hei
runi for mi
tyand
standar dt odisplayouri ntegr it
y.
Team wor kandCol laborat i
on:Aswes t
ridet owardst hes amegoal ,whichisdel i
veri
ng
unpar alleledbanki ngservice,ourc oll
aborativeeffortholdst heutmos tsi
gnifi
canc e.
Car ingf orourc ommuni ty:-Asabankt hatbear st hef ormernameofourc ount r
y,our
commi tmentl iesbeyonddel i
veringf i
nanc i
als er
vices.Itgoeswi thoutsayingt hatwear e
deepl yc oncernedandi nvol vedinhel pi
ngt hec ommuni t
yweoper atein.

1
Pr
oduc
tsands
ervi
ces

Productsandservi
cesBankofAbys si
niaprovi
desbasi
cbankings er
vicesandproduct
stothe
generalpubli
c,bot
hindivi
dualconsumer sandsmal
ltomi d-
sizedbusiness
es.Theseser
vic
es
i
nc l
udec hec
kingandsavingsac
c ount
s,loansandmortgages,
bas i
cinvest
ments er
vic
es

1.
Onl
ineSuppor
t

2.
Loc
alDepos
it

 Savi
ngAc
count

 Cur
rentAc
count

 Fi
xedTi
meAc
count

 Mor
eSer
vic
e

3.
Int
ernat
ionalBanki
ng

 For
eignCur
renc
ypr
oduc
tsands
ervi
ces

 Tr
adeSer
vic
es

 Cor
res
pondentBanks

 MoneyTr
ans
fer

4.
Loan

 Cor
por
ateandCommer
cial

 Cons
umerandMor
tgage

 BankGuar
ant
ee

 LoanCal
cul
ator

5.
Wayst
oBankDi
git
ali
zat
ion

 Abys
sini
aOnl
ine

 AgentBanki
ng

 Car
dBanki
ng

 Mobi
leBanki
ng

 Vi
rtualBanki
ng

2
2.Whati
sthec
urr
entHumanRes
our
ceManagementPr
act
icei
nter
msof
:

2.
1HumanRes our
cePl anni
ng
2.
2Rec ruitment
2.
3Selec t
ion
2.
4Orient ati
on
2.
5TrainingandDevel opment
2.
6Performanc eEvaluation
2.
7Compens ati
on/rewards c
hemesus
edt
oret
aini
tsempl
oyees

2.
1HumanRes
our
cePl
anni
ng

Human r esour ce planni ng isgener allydef ined ast he pr oces st hati dent if
iest he numberof
empl oyeesac ompanyr equiresint er msofhi ghqual i
tyandquant i
t y,henc eitiss eenasanongoi ng
proc es sofr egularands tr
uc t
ur edplanni ng.Themai npur poseofhumanr es ourcepl anningi stomake
suret hatempl oyeeshavebes tlevelofi nterac tionwi tht heirjobs .Al so,t hispl anni ngpr ocess
conf i
r mst hatempl oyeesar ei nrightnumberasr equi r
edi .
e.t herei snei theras urpl usofmanpower
noras hor t
age.
InbankofAbys si
niahumanr esourcepl anISdoneyear lyandhumanr es our cemanagementpl anni ng
i
sc lear l
ydef ined.Inc onnec tionwitht hepl an,t heBankwi llf ol
lowi tsownt echnic alproc edur es,to
provi dei ni t
sc urrents tate
2.2Rec ruitmentpr ac tice
Rec rui tmenti sthepr oces sofgener at ingapoolofc apabl ec andidat esappl yingt oanor ganizationf or
empl oyment( Gol d,2007)
Acc or ding t o( Eze2002) ,rec rui
tmenti st he pr oces soff i
ndi ng and at tempt ing t o at t
rac tj ob
candi dat eswhoar es uitablyqual ifi
edandt her efor ec apableoff i
lli
ngvac anc i
esi njobpos i
ti
ons
effec tively.Thepur pos eistoenc our aget hemt oappl yforthevac antpos i
tion. Cos tello(2006), aff
irm
thatr ec ruit
menti sas etofac ti
vitiesandpr oc ess esus edt ol egal lyobt ainadequat enumberof
qual i
f iedappl icantatt her i
ghtpl ac eandt i
met oenabl eappl icantandt heor gani zationt os elect
eac hot herfort heirownopt i
mumi nt er est.

BankofAbys si
niaappli
esinter
nalandexter nalrec
ruitmenttoat t
ractands el
ectpotenti
al
candidates.
Inter
nalr ecrui
tment
Inter
nalr ecrui
tmentutil
izedbys uc
cessi
onpoolandc areerpat
h. BankofAbys si
niaclear
lydecl
ares
thatallvacantposit
ionfromgr ade4-15arepos t
edinternall
ypriortoexternalrecr
uitmentapart
fromwher ethereareexcepti
onduet obusinessexigencies.
Thevac ancyshallbeadverti
sedonthe
oracl
eempl oyeesel
f-ser
vice.
Ani
nter
nalvac
anc yannounc ementi nc
lude:-
i. Positi
on
ii. Jobgr ade
iii. Organi zati
on
iv. Vacanc ynumber
v. Organi zati
onmanager
vi. Jobs pec i
fi
cati
on
vii. Jobdes cr
ipti
on(overal
lpur
pos
eoft
hej
obwi
thr
espons
ibi
li
ti
esand
duties)
viii. Submi ssioninstr
ucti
ons

3
Exter
nalrecruit
ment
Ifnoappl
icantsf r
om suc c
essionpoolandcareerpathasperthes peci
fi
cat
ionandorthenumberof
appli
cant
snots uff
ici
entt ofulf
il
ltherequi
rednumberoft hepos tt
hepos ts
hallbeadver
tis
edto
exter
nalsource.Entrylevelbanktrai
neeposi
tionsshal
lberecrui
tedfromexter
nalsour
ce.
Appli
cantsappl yhis/herempl oymentappl i
cati
onviaonl
ineandatt
ac h8thgr
adec er
tif
icat
e
academiccredent i
alsandwor kexper ienceifrequir
ed
Anexternalvac ancyannounc ementi nclude:-
i. Pos ition
ii. Vac ancynumber
iii. Pos t i
ngdat e
i
v. J obs pec i
ficati
on
v. J obdes cr
iption(overallpurposeoft
hejobwit
hr esponsi
bil
it
iesand
duties )
vi. F inaldat eofs ubmiss i
on
vii. Submi s
sioni nst
ructions

Thebankrecrui
tmentpol
icyi
sfai
r.Inrec
entyear
s,t
heonli
nerecrui
tmenthasbeenrapi
dgrowthand
itiswidelyused and bank websit
ei sconst
ant
lyupdated withthe lat
estvacanci
es.Inthe
Recrui
tmentSystem oft
hebankc ompetenci
esandski
llr
equir
edf ort
hedi f
fer
entjobposi
ti
onare
welldef
ined.

2.
3Sel
ect
ionpr
act
ice
Select
ioni st hepr oces sofc hoosingf rom apoolofappl icantstheindi
vidualorindivi
duals
,
whobes tfitthes electingc ri
teri
af orapos it
ion‖(Harvey&Br owin,1996,p.120).
Amosetal .
(2004),aswel lasMat hisandJ acks on( 2006),defi
nes electi
onast heprocessofpickingthe
mos tsuitableappl icants .Sel
ec t
ionpr oc essisapr ac
ticewhi chincl
udesdiff
erentsteps.The
select
ionofuns kill
edl aborf orpar ticularjobsdoesnotc auseal otofpr oblemsanda
complexs electionpr oc edurei snotr equiredfori t
.However ,forsupervi
soryandhi gher
level
sjobss uchapr oc edur ei
ses sential.
Thes elec t
ion pr acticesand pr ocedur esc an bedi fferentin vari
ousor ganiz
ations;the
complexi t
yoft hepr oc essdependsont heent erpri
seneedsandt helevelonwhi chthe
select
ioni smade.
I
nbankofAbys si
niatheSelecti
onofac andi
datei
sstri
ctl
ybasedonmeritandselec
tionprac
tic
esdo
i
nc reasi
ngthequalit
yofs ervi
cesofferedandthebankattr
act&retai
nqualif
iedpersonnel
.Proper
selecti
onandplacementprac t
icesensuremaxi
mumout putf
romstaf
f.
2.4Inducti
on/ori
entati
on
Induct
ion/ ori
entation i
st he pr ocess of indoctr
inati
on,welcoming,accl
imat
izati
on,
accul
tural
izat
ionands oci
ali
zati
on.
Itist
hewayf ami l
iar
izi
ngthenewempl oyeewitht heorganiz
ati
onandgivi
ngi
nformati
ont o
the employee aboutt he organi
zation’
shistory,products,oper
ati
ons,pol
ici
es& r ul
es,
servi
cesavail
able,opport
unit
ies&ot heri
ssues.

BankofAbyss
ini
aprepar
eInduc
tionPr
ogr
am f
ornewempl
oyeet
omakef
ami
li
arwi
tht
he
fol
lowi
ngcont
ents

– Briefhist
oryandoper ati
onsofthecompany.
– Produc t
sands er
vicesofthecompany
– Thec ompany’sorganizati
onstr
ucture.
– Locationofdepartment sandemployeefac
ili
ti
es.
– Polici
esandpr oc
eduresoft hecompany.
4
 – Rules,regulat ionsanddai lywor krouti
nes.
– Grievancepr oc edur es.
– Safetymeas ures .
– Standingor der sanddi scipl
inaryprocedures
.
– Termsandc ondi t
ionsofs er
viceincludi
ngwages ,wor
kinghous
e,over
time,
holidays,etc.
– Sugges ti
ons c hemes .
– Benef i
tsands er vi
cesforempl oyees.
– Oppo rtunit
iesf ortrai
ning,promotions,tr
ansfer
,et
c.

2.
5Tr
aini
nganddevel
opment
Trai
ninganddevel opmenti sc onsi
deredt obet hemos tc ommonHRD pr ac t
ice( Tz afr
ir,
2006).
’Trai
ning and devel opment ’r ef
erst o any efforttoi mprove curr
entoff uture
employees ’s
kill
s,abili
ti
es, andknowl edge(Aswat happa,2008).
Havingqual i
fi
ed&wel ltrainedper sonneltoperformvar i
ousjobsi
sabas i
cnec essi
tyf orany
organizati
on.Empl oyees’s ki
ll
s ,knowledge&at ti
tudebec omeobsoleteunles
sc ontinuous ly
poli
shed&updat ed.Ther efore,trai
ningands taffdevelopments houldbet hec onc er nof
manager s&or ganizati
ons.

BankofAbys s
iniamaint
ainsagoodnumberofeducatedandtrai
nedemployeesexperience:
-
Thisi
sahugeas sett
hatwoul dhelptoboostt
heac t
ivi
ti
esofthecompanyt obetterlevel
.
Trai
ningprogramsmos t
lyofferedbythecompanyisoff-
the-
jobbutcur
rentl
yitisc hanged
toon-the-
jobtypebasedonlearningmanagements
ys t
em.

2.
6Per
for
manc
eeval
uat
ion
Performanc eisar es ultofempl oyee’sef f
ort s,abilit
iesandr oleper cepti
on.
Performanc eeval uat ionisapr ocesst oeval uatehoweac hempl oyeeareexec ut i
ngandhow
theyCandevel opt heirwor kper formanc eandpr ovi deaddi ti
onalt hingst ot hewhol e
organiz ationalper formanc e.I fper f
or manc ei sac compl ished wi th bet t
eri ntensionst o
admi nisterandpr ogr essper for manc eofi ndivi dualempl oyeeswi thappr opriateeval uat ion
met hod,c r
iteria,and pr incipl e,i twi l
ldi rec ttoi mpr ove or ganizationalc ompet enc e,
effi
cienc yandpr oduc ti
vit
y.
BankofAbys s i
ni ahasbeen i mpl ement i
ng empl oyees ’per formanc eeval uat ion s ystem
wher ebymanagerori mmedi ates upervi s
orsar einvol vedi neval uat i
onpr ocess .
Att hebegi nni ngofquar terf ourofever yf iscalyearpr iort os tarti
ngoft heper f
ormanc e
planningac ti
vityf ort hec omi ngf iscalyeart hemanager/s upervisorisr espons iblet o
ensur et hatempl oyeeunderhi s/hers uper visionar eequi ppedt oengagei nthei rs pecifi
cj ob
respons ibili
t i
eswi tht hefollowi ng
 Empl oyeesar ei npos ses sionofupdat edi ndividualj obdes cri
ption
 Empl oyeesar easf arasr eas onabl ypr acti
c al,equi ppedwi tht hebas icmat erial
res ourcet hatar ecriticalt oac compl isht hej obt arget s .
 E mpl oyeeshavegonet hr ought her equi sit
edevel opmentac tivi
ties(for malt raining)
criticaltoac hievementofj obobj ectives ,
 E mpl oyeesar eawar eoft heirc urrentc ompet enc ygapsandac t
ionr equi redand/i n
pr ocesst oc los ethegaps .

InbankofAbyssi
niaallli
nemanagers/s
upervi
sorinsuper
visor
yr ol
eregul
arl
ymeetwi th
thei
rteam memberstorevi
ewtheextenttowhichtheemployeeisandproc
essi
ngtowards
achi
evementofperfor
manc et
arget
sanddemons t
rati
onofleadershi
pandorgani
zati
onal

5
val
ue competenci
eswit
hinthe speci
fi
capprai
salper
iod.For
malperf
ormanc
erevi
ew
per
formance appr
ais
alwas conduct
ed quar
ter
lyforbusi
nesstar
get
sf oral
lel
igi
ble
employees
.
2.7COMPONSATI ON/ REWARDSANDBENEFI TS
Therearesever
altypesofc ompens at
ionavailableatBANKOFABYSSI NIA.Themainfinancialand
non-fi
nanciali
ncenti
vesar eempl oyees,bonus es
,ful
lmedical
,li
feinsuranc
e,fuel,housingand
educat
ion(
underpostgraduate)Overall
,thesur veyoncompensati
onandbenef i
tsal
sos howsgood
perf
ormance.

3. Doest
heCompanyyouhaves
elec
teddevel
opedandi
mpl
ement
edHumanRes
our
ce
Managementpol
icy
?Ifso,provi
deabri
efexpl
anat
ionaboutit
scont
ent
s.Ifnot,pr
ovi
de
yourr
ecommendati
onregardi
ngthec
ontent
softheHRpolic
ytobecons
idered.

BankofAbys si
niahasf air
lyar ti
culat edover archings t
rat egiesinitsf i
veyears tr
ategy
doc ument( 2019- 2024)andc l
ear lypl ac edi tshumanr es our ceasameansofnur turi
ng
learning and gr owt ht he bas ef or oper ationalexc ellence bus i
ness gr owt h and
digitali
zation, whi char et heul timat egoaloft hebank.
Ther eist heneed t oal ign and i nt egr ateal lhuman r esourceac ti
viti
esi n view of
ac c
ompl ishmentt hebanksvi sionmi s sionval uesandc orpor atestrat
egies;nowt heref
ore,
thehumanr esour cepol icyoft hebankofAbys si
niaisdevel opedandi mpl ement ed.
Thehumanr es our cepol i
cyoft hebanks hal lc ompi l
ewi t
h
• Thel aborl awandot herappl icablel egi slat ionandr egul at i
onandr egulati
onoft he
FDRE
• Di r
ec t
ivesOFNat i
onalBankofEt hiopi ar elatedt ohumanr esourcemanagementand
development
• I nt
ernalc ont r
olf ramewor koft hebank
TheBankofAbys sini
aHRpol icyinc orpor atest hef oll
owi ngcont ents
:-
I
. Theobj ec t
iveoft heHRpol i
cy,
II
. Gover ningr ules,
III
. Pr inc i
plesands copeofappl i
cat iont hepol icy,
IV. Aut hor i
tiesandr espons ibiliti
esdi fferentl evelofmanagementor gan,
V. Rec ruitment ,assess mentands elec tion,
VI. Lear ninganddevel opment ,
VI I
. Empl oyeeper f
ormanc emanagement ,
VI II
. Car eerands ucces s
ionmanagement ,
IX. Empl oyeer el ati
onandc ommuni cat ion,
X. Humanr esour cebus ines spartner ing,
XI. Humanr esour ceinformat i
ons ys temmanagement ,
XI I
. Empl oyeec ompens ationandr ewar ds ,
XI II
. Wor kenvi ronmentandc ulture,
XI V. He alth, safetyands ec urity

Theabovel
ist
edcontent
sarec
lear
lyexpl
ainedont
hebankHRpol
icyandanyonec
an
acces
sonthebanksport
al.

6
4.From theCompanyyousel
ect
edasac asest
udy,how i
ss al
aryscal
edeter
mined?I
sit
salar
ys ur
veymet
hodorj
obevaluat
ionmet
hodusedindetermini
ngthes
alar
yscal
e?

Thesal
arysur
veymethodandjobevaluat
ionmethodaretwodif
fer
entappr
oac
hesus
edi
n
det
ermini
ngcompens
ationandpaysc
aleswithi
norgani
zat
ions
.

1.Salarys urveymet hod:Thismethodi nvolvesc onduc t

ingas urveyorc ollect
ingdat afrom
vari
ouss our cestodeterminetheaver agesalaryorc ompens at i
onl evelsfors peci
ficjobroles
orpos it
ionswi t
hinapar ti
cul
arindus tryorgeogr aphicalar ea.Thedat ai scollectedby
compar i
ngt hesalari
esandbenefitspac kagesofs imilarjobr olesindi f
ferentor ganizati
ons.
Thepur pos eoft hi
smet hodistoens urethatanor ganizati
on'sc ompens ati
ons tructureisin
li
newi thmar ketstandardsandhelpsi nattracti
ngandr etainingt alent.Itprimar i
lyfocuses
onext ernalmar ketforcesandbenc hmar ksc ompens ati
onagai nstwhatot herorgani zat
ions
arepayingf ors i
milarrol
es.

2.Jobeval uationmet hod:Thi smet hodi sus edt odet erminet her elati
veworthorvalueof
dif
ferentj obr olesorpos i
tionswi t
hinanor gani zat
ion.Itinvolvesas ys
temati
cevaluati
onof
jobc ont ent ,responsi
bili
ti
es ,requireds kil
ls,andqual if
icati
onst oas s
ignajobamonet ary
value. Thismonet aryvaluei sthenus edt odifferentiat
eandes tabli
s hahierar
chyofjobroles
withint heor ganizati
onanddet er
mi neappr opr iat
epays calesorc ompensati
onlevels
.The
jobeval uat ionmet hodfoc usesoni nternalfac torssuchasj obr equirements,r
esponsibi
li
ti
es,
andc ont ributionstot heor ganiz
ation,andhel psens urei nternalequi t
yandf air
nessi n
compens ation.

ThereforebankofAbys siniausedbothmet hodtodetermi net hesalar

yscale,
byc
onducting
as urveyorc ol
lect
ingdat afrom vari
oussourc
emades alar yadjus
tment,andbysyst
emat i
c
evaluation ofjob content,responsibi
li
ti
es,requi
red skills,quali
fic
ati
onsand based on
hierarchyofjobrol
e( j
obgr ade)deter
minesappropr
iatesal aryscal
e.

7
5.ConclusionandRecommendat ion
Concl
usion
From di
ffer
ents t
udyandours urvey;wecanc oncludebankofAbys s
iniaHRM prac
tic
es,
human resourcesplanni
ng,r ecr
uitmentand s el
ec t
ion,t
rai
ning and devel
opmentand
compensati
onandbenef i
tsar
ei nagoodperfor
manc e.

Thequal i
tyofservic
epr ovi
dedbythes t
affhasenabledbankstoattractmorecus
tomers
becauset heyaretakingtherecr
uit
mentands elec
tionver
ys er
iousl
yonedayandpayi ng
cl
oseat tenti
ont othepr oces
s.Inordertos el
ecti
onnew empl oyees,thebankhir
ei n
acc
or dance wit
hi tsown r ul
es.Asa r esul
t,the Bank hass een bettergr
owth and
performance.

Thebankmaintainsagoodnumberofeducat
edandt r
ainedemployeeswi
thexper
ienc
e:-
Thi
sisahugeas
s etthatwoul
dhel
ptoboos
ttheac
tivi
ti
esofthecompanytobet
terl
evel

Thec urrentCompens ationandBenefitperfor

manc ear
eexc eedingwi t
hot herbank.Ther
e
aresever altypesofc ompensati
onavailableatt hecompany .Themai nf i
nanci
alandnon-
fi
nanc i
alincentivesareemployees,bonuses,fullmedic
al,l
if
ei nsurance,fuel,housi
ngand
education(underpos t
graduate)Overall
,t hes urveyon compens ation and benef
itsals
o
showsgoodper formance.

Rec ommendat ion

Based on t he f i
ndings di fferent s tudy and our s urvey we pr ovide the f ollowi ng
recommendat ionsai medatens ur i
ngt hatt hehumanr esour cesmanagementpr actices
adopt edbyAbys siniabanki npl ayapos itiver oleinens ur i
ngt hei mpr ovedper formanc eand
compet itiveadvant ageoft hebankst hati mpl ementt hem.
Wer ec ogni zet hatr ecrui
tmentands elec t
ion pr acti
cesar eexc ellent ,andt heBanki s
cont i
nui ngt ostrengt henthispr oc es sands etanexampl ef orot heror gani zati
onst of ollow.
Weknowt hatc ompens ati
onandbenef i
t sisexc ellentandBOAi soneoft hehighpai ds alary
banksi nt hec ount ry.Itisimpor tantt onot e, however ,thatt hisisduet ot heper formanc eof
thes taff.I tiswel lknownt hatanempl oyees t aysi nthec ompanyf orasl ongasheors hei s
paidwel l.Ther ef ore,thebankneedt obeawar eoft his,asc ompens at ionandbenef itsar e
subjec ttoupdat e.Ingener al,oneoft hec hallengeswehaves eeni nt hepr acti
c eofhuman
resour cemanagementi stheBank' sr ef us alt oac cepts ugges t
ionsf rom empl oyees ,andt his
isoneoft her eas onswhyempl oyeesar ec ompl aini
ng.Ther efore,t heor ganizationbet ter
accept sanys ugges t
ionsf rom t hes t affandgi vest hem ac hanc et oexpr esst hems elves.
Recogni z ingt hei mpor tanceofl isteni ngt ot heempl oyee,t hebankneedst ogetr idoft his
negl i
genc e.
Theo r
gani zati
onper formanc eappr ais als ys tem s houl dident i
fyhi ghper f
ormerandr ewar d
thos ehighper former sandc oacht hos eunderper former st oenhanc et heirperformanc ef or
thef utur e. Other wise,itwilldiscour aget hos ebes tper former sandpoolt hem tot hel evelof
dissatisfac ti
on

8
REFERENCE
Arms trongMi chael(2006);AHandbookofHumanRes our cesManagementPr acti
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BerukWal legnMay2016;As sessmentofprofessionalempl oyeesturnovercaus eatBankof
Abys si
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y
BankofAbys siniaHRPr ocedure,corpor
ateHRs ectorJ uly2021
BankofAbys siniaHRpol i
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HRDJ uly2020
BankofAbys siniaandempl oyeeCol l
ecti
veagreementdocument
GoshuAndar geJ une2018;As s
essmentofPer formanceEval uat
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ices
:
Thecas eofBankofAbys si
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Ethiopia
Tewabe Bogal e February,2013;Human Res our ce Training Pract
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Abys si
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hEmphas isToAddi sAbabaAr eaOf f
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Ethiopia
ZulalAbas sJune,2021;anas sessmentofhumanr esourcemanagementpr acti
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nthecase
ofbankofAbys s
inia