Human Resource Department Analysis

of The City Bank, Gulshan Branch

Zayed Al Hossain Rownak-2010471

Sabrina Pushpo-2031307
Nusrat Jahan-2130614
Rahat Khan-2130927
 Background
• The City Bank, Gulshan Branch
• Established in 1983
• 132 branches serving to 1.7 million customers
• Discussion department: Human Resource
Department
• Spokesperson: Nishat Anwar, head of human
resources
 HRM
• Human resource management has intimately
intertwined with business strategic operation in
multiple ways that influences the outcome of the
organization stated Stavrou &Brewster (2005).
• Activities can range from recruitment, selection
and researching
• skill, knowledge, education and attitudes among
people in banks are they crucial factors for its
success
 Planning Process from open ended
discussions
Q: Being part of the human resource department how
do you plan to analyze labour supply for the branch?
• Strategic planning is implemented widely on the organization and
establishes objectives for the organization to follow. The bank has
objectives that are followed for overall success but each branch has to set
out specific objectives to reach the goals set by the board
• Strategic planning in case of City bank gulshan branch is divided in to
business, functional and corporate
Planning Process from open ended discussions
Q: How does the HR department forecast labour demand
with in the branch?
• four main parts -HR capacity, forecasting HR requirements,
gap analysis ,developing strategies.
• The banking industry has always been centralized with the
head office creating plans or policies and implementing
them.
• forecasting depends on the demand and supply
• analyze the gap that exist between the objectives and
where the branch is now
• Gap analysis also considers the skills, motivation and
individual strengths and weakness of employees
Planning Process from open ended discussions

Performance Evaluation planning

• strategic planning is for long term process and
assessing the quality of the workforce
regarding if the organization is attracting and
retaining talented officials is essential.
• Generally Based on Feedback
 Activities of HRM Department
• Manpower planning
• Induction of new employees and noting how
they function in the system
• Training, retraining, education development,
conselling
• Establish and maintain pay scale
• Responsible for health, safety and welfare
• Collects data from internal and external
 Wings of HR
• Recruitment
• Administration.
• Training.
• Pay Benefits. &
• Performance Appraisal
• MIS & Strategic Planning.
 Dimensions of HR department
• Selection and Recruitment- appropriate
selection of candidates to join in the workforce
• Training and development- established
resourceful training institute, The training
program includes: Orientation Training, In-
house training, Job specific training and need
based local/foreign training, Peer or
Supervisor’s coaching, E-learning: Online
training and evaluation.
 Dimensions of HR department
• Promotion-Regular Promotion and PM
promotion
• Brand Communication- digital media, search
engine specialist, content developer, social
media and digital media planner.
Digital Marketing Organogram
Departments of City Bank Gulshan Branch

• Business Division
• Operations Division
• Legal & Recovery
• Others Supporting Divisions
 Departmental activities
• Business division-Corporate & investment
banking, Retail Banking, SME Banking, Treasury
& Market risk
• Operation Department-IT Divisions ,Operation
Divisions
• Legal Recover- legal division and special asset
management division
• Others Supporting Divisions- internal control and
complacence
 Board of Directors

Executive AVP to MD

Trainee Assistant Officer to Staff

Officer
Officer

Staff Rest of the Employees

 Organizational authority
• The particular brunch follows staff authority. The staff line
officials have the liberty to make decision on their own but
their decision will have to fall under the policies imposed by
the line level managers. That is how the staffs remain
independent in making decision which matches the best
interest of the company and also assist the line level
managers so that they can work efficiently.
 Centralized Organization
• The organization is also centralized. Within “The City bank”, much of
the decision-making responsibility lies with the Chief Executive
Officer (CEO) Mashrur Arefin, who assumed the has been appointed
(in 2019) as the Managing Director & CEO of The City Bank Limited
• Advantages:
The advantages of City Bank’s include clarity in decision-making,
streamlined implementation of policies and initiatives, and control
over the strategic direction of the organization.
Disadvantages:
The primary disadvantages of City Bank can include limited
opportunities for employees to provide feedback and a higher risk
of inflexibility.
 Controlling
• The City Bank is using wide span of control
system. The board of directors provides
governance, direction and oversight to senior
Management. It is liable for endorsing and
assessing the general business techniques and
huge arrangements of the association just as
the hierarchical design
 Organizational Behavior
• City Bank use this tools for motivating employees
which fall into two basic categories. The first is
external . These tools deal with physical or monetary
rewards, such as bonuses or child care. The second
category is internal. These rewards meet a
psychological or personality need of employees, such
as feelings of validation or pride in a job well done.
 Organization Behavior-Tool Type
• Internal Motivation –Empowerment, Self-
Improvement, Recognition/Attention,
Applause, One-on-One Coaching, Profession
Path, Job Titles, On-the-Spot , Praise,
Leadership Roles, Team Spirit, Executive
Recognition,Social Gatherings, Time Off,
Outside Seminars, Additional Responsibility,
Theme Contests, Stress Management
 Organization Behavior-Tool Type
• External Motivation- life enhancement and
good work environment
Thank you