Human Resources Management

                                 

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.