Human
Resources Management is a formal system in an organization to recruit, nurse
and administer the talents to ensure effective and efficient utilization of the
same for accomplishment of the organizational goals. The first and foremost
responsibility of Human Resources Management is to place the right people in
right places. Likewise, Human Resources Division recruits employees, arranges
proper placement, imparts necessary training, applies administrative control,
provides welfare facilities to ensure wholesome development of the same. . The term ‘HRM Everywhere’ may be considered as the slogan of the day and all
the Incumbents, regardless of rank and status, should consider themselves as HR Managers to ensure efficient
management of the workforce under their respective control and hence it is the expectation of the management that they should
come forward with this impulse in mind to have their Operational Units
transformed into a ‘Center of
Excellence’ to this effect.
Vision
Statements
It is no
denying the fact that efficient manpower having strong commitment as well as
dedicative approach imbibed with the spirit of need hierarchy concept of
Maqasid Al Shariah is the precondition to successfully address the corporate
objectives and in keeping with the cherished dream in mind the following Vision Statements have been considered
for effective Human Resources Management of THE BANKS:
§
To recruit talented, committed and dedicated
workforce.
§
To get the quality and capacity of the workforces
effectively improved.
§
To get the training process improved as per global
standard.
§
To get the ethics of the workforces substantially
elevated.
§
To
improve and nurse the innovating power of the workforce.
§
To
make a panel of leaders to assume the future responsibility.
§
To
make group of experts to deal with the business, administrative, technical and
compliance activities.
§
To
initiate effective welfare programs duly ensuring effective work-life balance.
Materialization
of Vision Statements
To
materialize the vision statements as drawn above, a concerted and coordinated
efforts from the side Human Resources Division as well as Branches/Operational
Units is essentially required. The comprehensive development initiatives start
immediately after the completion of recruitment and placement of the employees
which is the prime function of Human Resources Division but the role of development
as well as management of the employees, as a whole, basically lies with the
Branches/Operational Units and consequently, the following imperatives are
required to be addressed by all concerned to ensure effective management of the
human resources in keeping with spirit of vision statements.
Proper
Utilization of Manpower
Proper utilization of manpower at every
branch/operational unit is a must to ensure optimum productivity to survive in
the competition. If any unutilized/underutilized manpower is located at any
branch/operational units the same should instantly be transferred to the
branches/operational units having excessive workload. Zonal Heads have been
provided with adequate administrative discretionary powers to effectively
manage the human resources within the Zone and therefore it is the prime
responsibility of the Zonal Heads to draw pragmatic action plan to ensure
optimum utilization of its workforce.
Enforcing
Chain of Command
The
issues relating to establishment as well as enforcement of chain of command in
different hierarchy level are very much important to ensure administrative
discipline in any organization and therefore, the command structure to be
strictly established as well as enforced in every branch/operational unit to help
ensure effective and vibrant organizational discipline.
Preparing
a Panel of Future Leaders
The growth and development of an
organization mainly depends on the qualities of its leaders. In absence of
dynamic as well as visionary leader any organization may face significant
setback. On the other hand, leadership vacuum sometimes creates enormous
difficulties in running the organization in an efficient way. To avert the
difficulties of weak leadership or leadership vacuum, a sort of pre-emptive
action is an imperative one. In keeping with this long term strategic
requirement, initiative is a must to select the promising officials of every
grade who will undergo specialized training & motivational program with a
view to developing the lukewarm leadership qualities duly infusing in them the
qualities of sympathy, empathy, courage, humility, impartiality, personality,
reliability, honesty, integrity as the likes towards fulfilling the future
leadership requirement of the bank.
Effective
Succession Planning
Succession
Planning is a process for identifying and developing internal personnel with
the potential to fill the key or critical organizational positions. Succession
planning ensures the availability of experienced and capable employees that are
prepared to assume these roles as they become available. Succession planning
accelerates the transition of qualified employees from individual contributors
to managers and leaders. It is the responsibility of every branch/operational
unit to design & maintain well design succession plan to address the same. It is very important to prepare next
substitute in every tier of the manpower so that vacancy in any post due to
transfer/resignation/retirement/ death, etc may be readily fulfilled. It is
expected that the branches/operational units must ensure the creation of next
substitute in every tier under their jurisdiction to efficiently face the
vacuum crisis under any circumstances.
Strict
Handling the Administrative Issues
A
well disciplined manpower is the strength of an organization to materialize the
set goals and objectives of the same. Employees having the attitude to violate
the organizational rules are a constant threat to incur any disaster at any
moment. This is why all concerned shall be serious enough in strict exercising
the disciplinary processes with regard to any violations creating strong
message for the employees as whole to obey the set rules under any
circumstances.
Compliance of Administrative Decisions
The culture of strict compliance
with the instruction/directives
of the competent authorities is a must for smooth functioning of the bank.
Mentionable that on many occasions the branches/offices are found to
have been reluctant to carry out the orders concerning the transfers of the
employees, nomination for training etc. and remain cease to release them in
time resulting serious deadlock in administrative affairs. Such state of
affairs is quite undesired as well as unbecoming and all concerned are expected
to shun the habit of such noncompliance approach.
Improvement
of Behavioral Patterns
Quality,
cordial and efficient customer service is a must for the survival of any
service industry. All sorts of developments depend on the satisfaction of
customer which can be achieved only by offering services with the touch of
excellent behavior and therefore, all concerned should be serious enough to
develop their respective behavioral patterns while dealing with the internal as
well as external clients.
Developing
Load Bearing Capacity
Every
branch/operational unit should try to increase the load bearing capacity &
competitive capability of the employees through systematic job rotation,
training, coaching, counseling, mentoring etc. as because it will be difficult
to achieve the organizational goals if the manpower is not able to discharge
their duties by developing load bearing capacity up to the optimum level. the
banks is growing very fast and to cope with the growth dynamics the load
bearing capacity and competitive capability of the employees must be increased.
Team Building and Fellow Feelings
Team
spirit and fellow feelings among the workforce is the very essential component
in ensuring the achievement of the targeted goals of an organization. It is one
of the prime responsibilities of every leader to inculcate in the mind and
psyche of the employees the spirit of team as well as fellow feelings coupled
with the sense of sympathy and empathy to make the organizational environment
very much friendly, vibrant and effective.
Culture of Recognition and Appreciation
Recognition
as well as appreciation for the performance of the employees is a very
important tool of motivation process whereby the employees become significantly
boost up to undertake further responsibilities duly forgetting the pain of hard
working. In absence of appreciation approach from the side of the
managers/supervisors the employees gradually lose the internal inspiration in
accomplishment of their assigned duties and consequently a negative impact
takes place in the overall productivity of the organization. To make the
workforce inspired and energetic the culture of appreciation and thanks giving
approach should be strengthened in every branch/operational unit of the
bank.
Alertness to Protect the Bank’s
Interest
It is one of the sacred duties of the employees of THE
BANKS to be alert to safeguard the bank’s interest in every sphere. It will be
possible only when a feeling of belongingness to the bank is grown up among the
employees. The Incumbent In-charge of branches and offices of the bank can play
a vital role to create a feeling of belongingness to the bank among the
employees. A ‘Whistle Blowing’ system may be developed at every branch to make
alert beforehand regarding any incidents harmful to the bank in any way.
Training for Balanced Development
The training is not for the
training’s sake rather it is being imparted with the objective to ensure
balanced improvement of its employees’ professional knowledge, competencies and
skill. Training at every where should be designed in such a way so that
wholesome development of the employees is ensured and their quality is elevated
to the global standard.
In-Branch
Training & Job Rotation
Every branch is considered to
have been the ‘Center of Excellence’ and therefore it is the prime
responsibility of every branch to chalk out proper action plan for arranging
‘In-Branch Training’ for its employees covering various issues relevant to the
day to day operational activities. Branches are sometimes found to have been
reluctant and irregular to ensure effective job rotation of the workforces
creating serious bottleneck in improving their quality. Branches should shun
this habit of noncompliance approach and ensure effective job rotation for the
employees under their control on regular basis.
Imparting Need-based Training
The employees not to be provided
with training in a slapdash way rather they will be as usual selected for a
particular training quite judiciously in keeping with their
duties/responsibilities; academic background, individual performance, future
prospect as well as potentiality so that the trainees concerned can be
facilitated to develop his quality in properly contributing to the institution
for its growth and development.
Training for Attitudinal Change
The essence of training is
nothing but the changing of attitude of the trainees. While imparting training
on any subject this prime objective is to be kept into consideration. The
training to be imparted in such a way that the trainees can get their skill improved
up to a certain degree enabling them to perform some specific jobs with the
change in attitude that will be imprinted in their mind and psyche causing a
positive dimension in their total behavior and outlook.
Constant Improvement of Training
Process
Constant improvement of training
process is required to cope with the changes taking place in conducting day to
day operational activities due to enforcement of different prudential
regulations and innovation of various lucrative products. This is the era of
innovation, automation and tremendous technological advancement and therefore,
a special emphasis is always to be given for the improvement of training
providing process.
Developing
the Communication Skill
Communication
skill is very much essential for the workforce to efficiently express the inner
feelings as well as to maintain good network.
With this end in view, initiatives to be taken to encourage the
employees to develop the habit to extensively read and write so that their
knowledge base gets significantly enhanced side by side their power of
expression is satisfactorily improved.
Developing
Knowledge on IT
Modern world is running with an
advanced technology i.e. Information & Communication Technology (ICT) and
consequently it is an obvious stipulation for every employee to be enriched
with the knowledge concerning information and communication technology to have
the lead in this sector as well as to prove worthy for THE BANKS in promoting its cause and objectives.
Achieving
Professional Degrees
All
concerned should encourage the employees under respective control to obtain
different professional degrees like CDCS, DAIBB, DIB, PGDHRM, PGDICT, CAMS,
CISA, CCFA etc to increase the depth of their professional knowledge
facilitating the contribution to the organization and, in some cases, the
compliance of the regulatory requirements.
Preparing
Branded Manpower
This is the
age of specialization and THE BANKS being the largest private sector bank wants
to provide special types of services to all duly maintaining the Shariah
standard in its highest level. All concerned are to be serious enough to
develop a group of sophisticated/branded manpower having all requisite
qualities and qualifications to promote the causes of THE BANKS in a unique and
unparallel manner.
Developing Growth Management
Capacity
Islami Bank
Bangladesh Limited has by this time turned to a mega bank due to its huge
business volume as well as extensive branch network. Every year the volume is
getting considerably expanded and it is being felt that in the very near future
it will get a mammoth shape. This phenomenon invites serious contemplation so
as to how this growth can be efficiently managed. This growth dynamics to be
considered in a positive way and , amongst others, the following development
initiatives to be undertaken by all concerned to make the workforce
significantly capable and ready to manage the same:
§
Improving
the knowledge, skills and expertise of the manpower in the key position.
§
Developing
the ability of the manpower in the key position to immediately perform the key
functions.
§
Increasing
the power of delegation for those who have the ability to make and implement
decision.
§
Maintaining
well designed succession plan to avoid beforehand any vacuum in leadership.
§
Preparing
panel of leaders in every tier to immediately substitute the vacancies taken
place in any usual or unusual circumstances.
Conclusion
Every
operational unit should try its best to utilize optimum potentials of its human
talent through adopting all modern tools & techniques to fulfill the
organizational objectives. It is a bounden duty of all the organs of the bank
to initiate pragmatic steps to get the moral strength, professional skills and
organizational involvement of the employees improved up to the mark through
conducting in-house, in-branch training and periodical job rotation duly
ensuring their optimum utilization to materialize the organizational goals
through extending excellent service to the internal as well as external clients
as a whole. Human Resources Division strongly feels that all the Branch
Managers and the Heads of all Zones /Divisions/Departments should rise to the
occasion and come forward with their all out co-operations to help improve the
precious human resources of our beloved institution.
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