bangladesh hcm practice in bank

Profile of Eastern Bank Ltd. Profile of Eastern Bank Ltd. Established : 16th August 1992 Known As : EBL Category : Commercial Type : Private Origin : Local Slogan : Simple MathAuthorized Capital : 12000 (mn)Paid-up Capital : 4527 (mn)Number of Employee : 1500Number of Branches : 52SWIFT Code : EBLDBDDH Stock Code : EBL Head Office : Jiban Bima Bhaban, Dilkusha , Dhaka, BangladeshWebsite : http://www.ebl.com.bd/

Profile of Eastern Bank Ltd. Profile of Eastern Bank Ltd.

Historical Profile of EBLHistorical Profile of EBL

In 1991, when BCCI had collapsed internationally, the operation of this bank had been closed in Bangladesh. After a long discussion with the BCCI employees and taking into consideration the depositors’ interest, Bangladesh Bank then gave the permission to form a bank named EBL which would take over all the assets, cash and liabilities of former BCCI in Bangladesh, with effect from August 16, 1992. It can therefore be said the EBL is a successor f BCCI.

BCCI (1990)BCCI

(1990)EBL

(1992)EBL

(1992)

TO BECOME THE BANK OF CHOICE TO BECOME THE BANK OF CHOICE BY TRANSFORMING THE WAY WE BY TRANSFORMING THE WAY WE DO BUSINESS AND DEVELOPING A DO BUSINESS AND DEVELOPING A TRULY UNIQUE FINANCIAL TRULY UNIQUE FINANCIAL INSTITUTION THAT DELIVERS INSTITUTION THAT DELIVERS SUPERIOR GROWTH AND SUPERIOR GROWTH AND FINANCIAL PERFORMANCE FINANCIAL PERFORMANCE

THEY WILL DELIVER THEY WILL DELIVER SERVICE EXCELLENCE TO ALL SERVICE EXCELLENCE TO ALL OUR CUSTOMERS, BOTH OUR CUSTOMERS, BOTH INTERNAL AND EXTERNAL. INTERNAL AND EXTERNAL. THEY WILL ENSURE TO THEY WILL ENSURE TO MAXIMIZE SHAREHOLDERS’ MAXIMIZE SHAREHOLDERS’ VALUE. VALUE. THEY WILL CONSTANTLY THEY WILL CONSTANTLY CHALLENGE OUR SYSTEMS, CHALLENGE OUR SYSTEMS, PROCEDURES AND TRAINING PROCEDURES AND TRAINING TO MAINTAIN A COHESIVE TO MAINTAIN A COHESIVE AND PROFESSIONAL TEAM TO AND PROFESSIONAL TEAM TO ORDER TO ACHIEVE SERVICE ORDER TO ACHIEVE SERVICE EXCELLENCE.EXCELLENCE. THEY WILL CREATE AN THEY WILL CREATE AN ENABLING ENVIRONMENT ENABLING ENVIRONMENT AND EMBRACE A TEAM BASED AND EMBRACE A TEAM BASED CULTURE WHERE PEOPLE WILL CULTURE WHERE PEOPLE WILL EXCEL.EXCEL.

SERVICE EXCELLENCE SERVICE EXCELLENCE OPENNESSOPENNESS TRUST TRUST COMMITMENT COMMITMENT INTEGRITY INTEGRITY RESPONSIBLE RESPONSIBLE CORPORATE CITIZEN CORPORATE CITIZEN

Vision-Mission-Values Vision-Mission-Values

Levels of Management StructureLevels of Management Structure

Competitive StatusCompetitive Status

HR Planning of EBLHR Planning of EBL

Disciplinary Disciplinary Actions and Actions and Performance Performance Monitoring Unit Monitoring Unit of EBL.of EBL.

There are mainly four function units exists under the Human Resources Division of the Eastern Bank Limited. These function units are fully authorized for taking any decisions regarding human capital of Eastern Bank Limited. These function units are

Recruitment and Selection Process of EBL

Recruitment PhilosophyRecruitment PhilosophyThere are certain recruitment philosophies that shape up the recruitment process of EBL:

Recruitment PracticesRecruitment Practices


Recruitment Category and Criteria Recruitment Category and Criteria For Eastern Bank Ltd, usually the recruitment and selection process are conducted for the following positions/categories:

1. Regular Employee (for different departments & positions) 2. Contractual Executives 3. Management Trainee Officer 4. Officer on Contract (for different departments & positions) ‐

Consumer Banking Contractual ‐5. Customer Services Officer (Cashier), Contractual 6. Loan Officer, SME Banking Contractual ‐7. Direct Sales Officer, Consumer Banking, Cards Contractual ‐8. Direct Sales Executive9. Support Staff 10.Third Party Contract


Recruitment & Selection ProcessRecruitment & Selection Process


Training and Management Training and Management DevelopmentDevelopment

The strategic role of developmentThe strategic role of developmentDevelopment of the people is a key to success and to meet the business strategy. In this believe EBL states the following strategies:

Timely and relevant from an individual perspective Becoming a performer; Firmly linked to both today’s business needs and the

longer term business plan of the Bank.

Opportunities provided by EBLOpportunities provided by EBLThere are two ways HR can implement the development needs:

a. On the job learning – learning by doing the activities other than formal training. On the job learning is usually focused on ‘learning by doing’ or self- initiated study. All the individuals of the bank will work with the unit/department/Divisional Heads to explore how these opportunities can be maximized.

b. Formal Training – describes formal programs which can be anything from Computer Based Training to long/ short daytime Management Training in the Training Academy of the Bank or any outside Institutions.


Orientation of new employeesOrientation of new employeesThe following guidelines should be followed by officers when welcoming a new employee:

a. Before the employee arrives: Review the job description and update as necessary. Make sure that a desk, equipment and supplies are ready. Inform other employees in the department when the new employee will join.

b. When the employee joins the Bank: Welcome the new employee; make him/her feel welcome, and comfortable. Explain in short the activities of the bank. Explain the new employee's job-title, grade, duties etc. Explain the GAP policy of the bank and hand over a copy of GAP policy Explain the Bank's working conditions -hours, overtime, etc. Explain the importance of punctuality and attendance. Give the employee

name and telephone number to call in case of unavoidable absence. Explain the use of identification cards. Introduce the new employee to associates.


c. Before the employee begins to work:Explain the importance of services rendered.Explain the relationship of the department to other areas.Review the organization of department/branch.Explain the work flow.Introduce and explain the various terminology used in the Bank.Explain the performance appraisal and merit reward system.

d. Ongoing Communication:Review the employee's work, so that he/she knows how he/she

is doing, both during and after the probationary period.Ask how the employee feels about his/her job, the Bank and

you, the supervisor.Understand what the employee wants from his/her job.


Performance Appraisal PoliciesPerformance Appraisal Policies

General principlesGeneral principles


General principles (Cont’d)General principles (Cont’d)

Responsibilities for Performance AssessmentsResponsibilities for Performance AssessmentsIndividual EmployeeIndividual Employee Line ManagerLine Manager HR’sHR’s

Prepare at thebeginning of the year :Financial/ Non Financial ObjectivesAttributesFinalize these with the Line Manager.

Assessment of Performance:Half yearly during 2nd week of JulyYearly during JanuaryRate overall performances by January 15th

Provides : Guidelines Documentations Advice and clarifications

Self Assessment of the performance appraisal annually by January 1st week.

Review the level of attributes.

Support for development

Preserves: Rating and Documents


Performance Appraisal PoliciesPerformance Appraisal PoliciesAnnual Performance AssessmentAnnual Performance Assessment

Compensation System: Pay & RewardCompensation System: Pay & Reward

General policiesGeneral policiesThe job they are filling in terms of its technical demands

and responsibilities in relationship to other jobs in the Bank.

A fixed pay for the holder of the post.The salary structure is determined by the Board and can

be changed any time at its discretion.Once placed between the salary range, employees

proceed through the range at varying rates related to their performance, appraisal and their position in the range at any time.

Every employee has the right to be told his/her grade and the minimum and maximum salary assigned to that grade and one immediately above.

Regulations of Pay and AllowancesRegulations of Pay and Allowances1) Salaries are confidential between the employees

concerned and the Human Resources Division.2) The Scale of Pay and other allowances of employees of

the Bank shall be as determined by the competent authority from time to time.

3) The annual salary revision is decided by the Managing Director with approval of the Board of Directors based on:

a. Individual Performanceb. Market movementc. The Bank’s affordabilityd. Individual’s relative position in a particular salary rangee. COLA (Cost Of Living Adjustment)


Salary StructureSalary Structure..


BonusBonusThe regular employees of the bank are entitled to the Bonus provisions. Festival Bonus is paid to graded employees equivalent to one month’s Basic Salary. The basis of payment of this Bonus is as follows:Employees on probation and not confirmed and or less than

three months of service are entitled to 50% of this BonusThe Festival Bonus of the Managing Director is subject to

approval of Bangladesh Bank. The Festival Bonus is paid once during Eid-ul Fitre and once

during Eid-ul Azha. Eligible Non- Muslim Employees are paid on their festivals

(i.e. Durga Puza, Budhdha Purnima, Christmas day, etc).


Retirement/End-Service Benefits: Provident FundRetirement/End-Service Benefits: Provident FundMembers on confirmation, in regular employment with

the Bank, are required to join the Provident Fund to which members contribute 10% of their Basic Salaries and the Bank makes a matching contribution.

Employees will be entitled to the Bank’s contribution of Provident Fund after 5 (five) years’ continuous services with the Bank excluding the period of probation, apprenticeship etc.

Incase of resignation/ Termination before 5 years, an employee will be entitled to get his/her own contribution of PF.

An employee who is dismissed from the Bank’s service will get only the own contribution of his Provident Fund.


Retirement/End-Service Benefits: GratuityRetirement/End-Service Benefits: GratuityThe Bank shall create a gratuity fund every year for adequate amount required for the purpose.

Members become eligible to receive Gratuity as per duration of continuous service Entitlement

i. 7 years 1 basic for completion of every yearii. 10 years or more 1 and ½ basic for completion of

every year.


Employee DisciplineEmployee Discipline

GAPGAPGAP is a guidebook which is followed by the employees GAP is a guidebook which is followed by the employees to achieve the cultural change in EBL with regards to to achieve the cultural change in EBL with regards to their understanding about customer service. their understanding about customer service.

Abidance of Laws Free Competition (sharing of

policy & procedures) Misappropriation and Bribery Conflict of Interest – Self and

Citizenship duties Use of Corporate Name and

Letterhead Outside Employment Speculation in Stocks Prevent Money Laundering and

Transaction Structuring Honesty and integrity Borrowings Disclosure of Relationship;

Employment of Relatives / Conflict of Responsibilities

Acceptance of Gift Use of Service Facilities Non Smoking Workplace and

Vehicle Pool Alcoholism Drug Addiction Respect for others Representation to directors Participation in political

activities Harassment GAP (Graceful, Appropriate

and Pleasing) Customer complain Misrepresenting and Mis-

selling the Bank’s product and Services

Employee Discipline (Code of Conduct)Employee Discipline (Code of Conduct)

Health and Safety Health and Safety

Hospitalization ReimbursementHospitalization ReimbursementFacility will be limited only to the confirmed

employees and Family Members.For hospitalization/surgical treatment, the Bank will

reimburse 3 (three) basic salaries per calendar year.The claim of hospitalization bills must be supported

by original bills of hospital/clinic.The claim should be submitted within 1 (one) month

from the date of discharge from the hospital/clinic.

Maternity BillMaternity BillMaternity bills are reimbursable subject to a maximum of

three months’ basic pay per children for 2 (two) children during the tenure of services of an employee or spouse of the employee at Eastern Bank Limited.

The claim of maternity bills must be supported by original bills of hospital/clinic in Bangladesh or overseas acceptable to the Bank, along with their admission/discharge certificate, cost of medicines and various medical examinations, if any, during the period of hospitalization.

The claim should be submitted within 1 (one) month from the date of discharge from the hospital/clinic.


Expenses not claimableExpenses not claimableThe Management will not reimburse the following expenses:

Dental treatment The supply of spectacle Childbirth expenses in excess of a total of two

children Children exceeding 21 years of age


bangladesh hcm practice in bank

Documents

recruitment process

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profile of eastern bank

ebl category

formal training

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party contract recruitment

job learning learning