Posts Tagged ‘public’

by Carol Browne

Overall Human Resources Management (HRM) scenario in the local public banks of Bangladesh and probable Recommendation

Bangladesh is a developing country and from the date of birth, it is having financially strong state owned banks / public banks. But these banks are not updating themselves as time passes and for that reason the present human resources of these banks are becoming obsolete in comparison with modern days banking concept. Most of the senior bankers of these banks are not technology oriented persons and they do have lacking of having modern banking concepts as well. From my professional banking experience, I have found some problems -

Lack of coordination was there between several departments and lack of professionalism was there as well. Besides, all the employees are not professionally trained enough in the computer literacy part. For that reason, the EOP (Expected Organizational Performance) is always much below than the AOP (Actual Organizational Performance). So, the triggering effect always indicates to provide training upon basic computer literacy to each and every individual worker of the whole bank. Moreover, the modern HR practice is absent in the bank and the total HRM working is very much centralized in the head office.

Problems of Human Resources Management in the local public banks of Bangladesh in bullet form:

Competency level of the employee of these banks is poor than of some competent banks.
Organizational culture is not highly developed to cope with the changing environment and to face the new challenges.
Job rotation policy is not being followed properly in the branch level.
Transfer policy is not fair.
Organizational behavior is not satisfactory.
Recruitment policy especially in the lower level is not fairly maintained.
Promotional policy of the bank is not meeting the present strategies of the competitive banks.
Most of the employees of different branches are not cooperative in knowledge sharing.
Salary structure of the bank is poor than some of the leading banks.
Most of the employees are not expert in using modern technology and also they are not interested to learn it.
Till today many of the employees like manual system in banking activities.

Probable Recommendations to overcome present problems:

Overall:

Competence level of the employees should increase through training.
Organizational culture should improve by changing employees’ attitude as well as organization itself.
Job rotation policy should strictly follow in the branch level.
Transfer policy should be absolutely fair.
Organizational behavior should be changed through non financial motivation process with financial motivation process as well.
Employee recruitment in each and every level should be fair through open competition.
Promotional policy should be attractive and competitive in comparison with the leading banks.
Salary structure should be revised in comparison to the leading banks.
All the employees should bound to learn the uses of modern technology and if any of them are not interested to learn, there should be a choice of negative motivation.
Manual system should be resolved from the branches to meet the demand of faster customer services.

Specific

Do the job analysis again and do the segmentation part optimally according to the existing efficient available employees.
Do the job specification part very carefully and try to relate the computer literacy part according to different tasks.
The third and fourth class employees are not that much relevant to the profit oriented working of the bank and most of them are not serious about their jobs and even they are not always available during the working period, but they are getting all kids of legal and illegal facilities from the bank and they do not show any kind of respect to the superiors. So, in that case, third party recruitment is the best option and it is also known as cost reduction procedure. It will also cut down the problem of trade union.
The fringe and benefit part of the employees is not of that satisfactory level and that is why the turn over ratio of the skilled and experienced employees is very high,  so it should be changed with modern flavor.
The promotion is very much dependent upon the specific time duration, which is not encouraging to the skilled employees. It should be strictly related to the performance level.
The performance evaluation system is not updated. The organization should follow the 360 degree performance evaluation system. In this case, the superior executives will not be that much rude to the subordinates because the top level employees’ performance will also be evaluated by the subordinates. It will reduce the oiling concept also.
Each and every branch should have a Human Resources Manager who will conduct the Training Needs Analysis (TNA) and they will be headed Zonal Human Resources Managers and Zonal Human Resources Managers will be headed by Head of Human resources Management of the specified banks.

Conclusion

From the above discussion it is to be concluded that there are so many problems lies in the Human Resources for which we are facing difficulties in making ultimate financial growth of our public banks. If we can overcome these problems, then it is possible to be internationally competitive banks in the competitive globe. So, the Human Resources Division as well as the top strategic level management should find out underlying causes of weaknesses related to Human Resources of the banks and to be more supportive to eradicate the problems for achieving the highest position in this industry in the country at least.

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