human resource management in sidhartha bank ltd., nepal

Human Resource Management in Nepal

ByGroup Dynamic

Asian College of Management &

Technology

Objectives To accomplish the project work.

To study the HR practice in Nepal.

To share information with you all.

To hear from you all with aim of further improvement.

Contents Introduction of Organization

HR Planning Practice

Job Analysis (J.A.) Practice

Recruitment, Selection & Socialization Practice

Training & Development

Performance Appraisal

Reward System Practices

Discipline Practice

Motivation Practice

Methods of Data CollectionQuestionnaire

Repots, Journals

Direct Interview

Official site

Observation

www.siddharthabank.com.np

VisionSiddhartha Bank runs with a vision to be financially sound, operationally efficient and keep abreast with technological

developments.

Mission Statement:-

Be one of the leading banks of the industry in terms of profitability, productivity and innovation.

Aim at total customer satisfaction by rendering efficient and diversified financial services through improved technology.

Build a highly motivated and committed team of staff by nurturing a good work culture to achieve superior individual performance aiming to enhance organizational effectiveness.

Be the place of pride to all its stakeholders.

Organization:-

Siddhartha Bank Ltd. Nepal

Established in 2002 AD Head Office Location:- Hattisar Kathmandu, Nepal

CORE VALUES OF THE BANK

Customer focus

Shareholder prosperity

Employee growth

Economic welfare

Organization:-

Siddhartha Bank Ltd. NepalCEO.

Mr. Surendra Bhandari

MD. Sambhu Nath Gutam

Deputy MD

HR Management

Chief Payment Solution

Treasury Head

Finance Department

Corporate Credit Dpt. Valley Resource Head Chief of IT

Internal Audit Department

Extension Counters

Head of Other Branches

Legal Department

Loan Risk Management Head S M E Loan Dpt.

Fig. Management Hierarchy, Source: Final Year report 2068/069

Accounting Department

Deputy MD Deputy MDDeputy MD

Human Resources Management

Arjun Bhadra KhanalHR Head, SBL Nepal

Mr. Nitish BasnetHR Officer

Queries Dealt By

Mission ;-Developing and retaining highly motivated and committed staff.

Human Resources Management

Total Staffs = 550

Male60%

Fe-male40%

Composition as per Gender

Total No. of Female Staffs – 220Total No. of Male Staffs - 330

Source:- Final report 2011

Executives3%

Officers & Sr. Officers

23%

Man-agement Trainee

7%

Senior Assistants, Assistants & Junior Assistants

65%

Support Staffs2%

Numbers of Executives = 16Number of Officers & Sr. Officers = 127No. of Sr. Assistants, Assistants & Jr. Assistants = 357No. of Management Trainees = 39No. of Supports Staffs = 11

Human Resources Management

Under HR Department 5 Staffs

Total No. of Staffs at Head office - 150

HR Planning

Method for

Determining future staffing requirements & Developing actions plans for meeting them. Robbins

HR Planning is guided by Bank’s Targets/ Objectives /Goals.

Therefore, future staffing requirements is based upon bank’s future target.

S.B.L.

HR Department plans according to existing employees’ Skills Knowledge & Education

Practice

s

Job AnalysisA systematic exploration of the activities within a jobBasic techniques to define-

DutiesResponsibilitiesAccountabilities of a job

Source; Robbins

S.B.L.

Practices

HR Managers, Identifies the activities by Observation Method Defines Job Description & Job specification

Timely Review & Job-Analysis is done

Recruitment, Selection & Socialization S.B.L. Recruitment Practice

Recruitment is the discovering of potential candidates for actual organizational vacancies.

RobbinsMost commonly preferred Recruitment Sources are –

Promotion Transfer Contract Staff

Attracts pool of quality candidates with the help of- Newspaper Official website

Outsourced Recruitment process, because It requires lots of additional staffs Time consuming Such recruiting agencies are expertise

Recruitment, Selection & Socialization

S.B.L. Selection Practice S.B.L. outsourced their selection process up to Written

Examination.

Role of References while selection It is useful while hiring top level / experienced staffs

Recruitment, Selection & Socialization S.B.L. Socialization

Practice Bank organizes Induction Ceremony for information sharing

Introduce their new staffs during Meeting Picnic

Training & Development Practices

Organized Training Calendar Usually, trainings are conducted on public

holidays

Frequent Training Programs 100 + Training programs conducted in 069/070

Separate Training Hall

Training Feedback system & Analysis- To check the effectiveness of

training

Training & Development programs for all its employees ranging from sub-ordinates to executive

levels

Performance Appraisal Practice

Job Fulfillment Analysis

Skill Rating

Reward System Practice

Human Resource management PolicyUncompromising in that it ensures performance based growth &

compensation

Intrinsic Reward Assigning Challenging jobFor E.g. Officer of Head-office assigned as

Branch Manager.

Discipline Practice

Employees practice High level of ethics IntegrityTransparency

PunctualityOffice @ 9:30 A.M.

Dress Code Up to Officer – Uniform Above Officer Level – Business Formal

Wear

Motivation Practices

Development Opportunity

Job Enrichment.

Bonus Package

Challenges

Acquisition & Retaining of Technical Managers

Remote Branches (Like Dadheldura branch)

Difficulties in providing training to those staffs

International Development practice is being adopted.

Therefore, resources development as per Intl. Standard challenging.

Conclusion Siddhartha Bank believes in attracting & retaining the

best human resources in the industry. The growth of the Bank can primarily be attributed to its

high quality human resource.

The Bank is the best pool of the best employees in the industry.

It is the collective effort of employees which has made it possible to stand today as one of the consistently growing commercial banks in the country.

The Bank’s work culture is very much conducive for people seeking knowledge, experience & growth.

Limitation of Study

Lack of knowledge in us.

Banking & Financing institutes provide very less information.

Our study limit to cover the whole syllabus

Thank full towards

Mr. Shankhar K.C. & Mr. Nitish BasnetSBL, Hattisar, Kathmandu

Mr. Rishwo Ram GorkahliHR Instructor, ACMT, Minbhawan

?Thank-you allAny queries