HR Possible measure and improve comparision

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Grou p No:01

Names Roll No Names Roll NoTanuza Nath 201 Nittanando Paul 207

Md. Sanowar Hossain 202 Umma TamimaNuur

208

Mahfuza Khanam 203 Shamima Nasrin 209

Asifa Hossain 204 Md. Iftearul Islam 210

Md. Rajib Hossain 205 Mohsin Ahmed 211

Md. Ismail Hossan 206



Grameenphone Limited is the market leader in the mobile telecommunicationindustry of Bangladesh. Vision is simple - We're here to help.

Operator/Month Jul-10 Aug-10 Sep-10 Oct-10 Nov-10 Dec-10 GP 43% 44% 44% 43% 43% 44% Robi Axiata 19% 18% 18% 18% 18% 18% Banglalink 28% 28% 28% 28% 28% 28%

Citycell 3% 3% 3% 3% 3% 3% Teletalk 2% 2% 2% 2% 2% 2% Airtel 5% 5% 5% 6% 6% 6%

Compensation System Salary Structure Salary Statement

SlNo

Name ofEmployees

PresentSalary

TotalDays

PresentDays

LeaveConsider

ed

Total GrossSalary

BasicPayme

nt

HR Allowance

s

Convene Allowance

s

Medical Allowance

s

Cost ofLiving

Adjustment

Overtime

Premium

Merit

Pay

Safety

Pay

Net Deduction Net Salary Sign of Employer.

Executive Compensation

Name DesignationMr. Tore Jhonson .. . . . . . . Chief Executive Officer 32, 859,758Knut Kejennerud . . . . . . . . Deputy Director ,Supply Chain Mgt 14,582 ,900Arnfinn Groven . . . . . . . . . .Chief Human Resource Officer 14,296,253Petter Russ . . . . . . . . . . . . .Director , CHQ 13,920,886Frode Stoldal . . . . . . . . . . . Chief Technology Officer 12,837,975

Total Remuneration Paid forthe nine months endedSeptember 30 , 2010

(Taka)

(ID-201)Limited

Grameenphone`s Main ProductsConsumer Prepaid includes Shohoj, Bondho, Aapon, Badhon.Business Solution includes BS Postpaid, BS prepaid, Ekota.Consumer Post-paid includes X-Plore , postpaid.

Scenario of Market Share Movement

Competitive Status

Name of the Organization



(ID-201)Limited

StrengthsGrameenPhone has the bes t compensa t ionstructure.It offers an outstand ing total benefi ts package.

Effective compensation planning, ensures f inancialsoundness .GP reviews the pay scale that helps to retain skilledand experienced employees.GP provides var ious compensa t ion fac i l i t i es andleaves & holidays.GP becomes the market leader through theirattractive compensation packages.To keep the quality of service, GP is strict to followits comp ensa t ion s tandard .

WeaknessesGrameenphone has experienced with the involuntaryand volun tary turnover.Employee compensation system has been seen that

sales representative of ten work only for m onetarybenefi ts and do not really look inside therequirements of customers.

Most of the clashes are happened among differentlevels for a b ig gap in the i r compensa t ion pol ic ies .In GP the rate of absenteeism is abou t 3% to 4% asemployees get small amount of benefits whenentering into the company.

The compensation system of GP needs to be more

clear ly def ined and uniform . Therefore it will be possibleto apply this system to all the levels of the organizationas a general system.

The system should be s imple and f lexible so that everyemployee would be able to compute his owncompensation receivable.

It should be easy to implement , should not result inabuse of workers.

It should ra ise the morale , eff ic iency and cooperat ion

among the workers. It, being just and fair would providemore satisfaction to the workers.

A strong compensation system automatically solves

disputes between the employee & management.

The Compensation system of GP should follow the

management principle of equal pay in any kind ofsituations.

The sound compensation system is hal lmark of

organization’s success and pro sper i ty. So it is essentialto provide competitive pay scale to employees andshould be renewed after a specific time.

Strengths & Weaknesses of GP on Compensation System

Possible Measures to Improve Compensation System



.Hossain(ID-202)Limited (PBL)

Name of the OrganizationPrime Bank Limited (PBL) is one of the new Bangladeshi private banks, which wasincorporated on 17th April 1995 with Tk. 1000 million of authorized capital & Tk.100 million of paid up capital by a group of successful entrepreneurs.

Competitive StatusPBL`s Main Services

The major services of PBL are deposit scheme, loan, consumer credit scheme(ccs), lease financing, house building loan scheme, hire purchase, advanceagainst share and other services

Compensation SystemThe compensation system of PBL is based on the following data-

Salaries Basic Pay HouseRentAllowance

ConveyanceAllowance

MedicalAllowance

UtilityAllowance

EntertainmentAllowance

Leave FareConcession

Personalpay

Groupinsurance.

Providentfund

Bonuses Accommodations

MaternityBenefit

MedicalBenefits

Pay forleave



.Hossain(ID-202)Limited (PBL)

StrengthsThis first private sector Bank offers

employment for fresh graduates.It offers handsome basic pay.Offering performance as well as festivalbonuses.Its working environment is comfortable.PBL`s employees get maternity as wellas mobile benefits.Providing high quality services in

different areas of banking operations.It has acquired confidence and trust ofthe public .

WeaknessesSlow progress in its new system.

It has accommodation problem foremployees.It has also transportation problem.Its increase in salary progress is low.Its Product & services are lower thanother bank, for example, ATM card.

To make compensation system successful,Bank need to make a substantial investmentof time, money, and effort.

Performance evaluation serves as thefoundation of a compensation system.

Communication, training, and transparencyare essential elements of a good pay for

compensation system.

Checks and balances are necessary forgetting success.

A compensation system needs sufficientfunding to provide high-performing employeeswith meaningful pay increases and bonuses.

Compensation systems should be evaluatedregularly and modified when necessary.

Strengths & Weaknesses of PBL on Compensation System




Khanam(ID-203)BEXIMCO

Name of the OrganizationBeximco Pharmaceuticals Ltd (BPL) is a leading manufacturer of pharmaceuticalformulations and Active Pharmaceutical Ingredients (APIs) in Bangladesh. Their vision is– “We are building a better tomorrow” .

Competitive Status

The main products of Beximco Pharmaceuticals are tablets, capsules, dry syrup, powderfor suspension, creams, ointments, suppositories, metered dose nasal sprays, intravenousfluids, and metered dose inhalers.Except Beximco Pharma, other leading companies are Square Pharma, InceptaPharmaceuticals. Navana Pharma Ltd., Opsonin Chemical Industries Ltd.,Aventis PharmaLtd. Etc.Among them Square Pharma is the market leader at this moment. BPL follows SquarePharma at the 2nd position. The analysis of the two company‟s financial data shows thatfor the year 2009-2010 gross profit of BPL was 1,629,514,837(BDT) and Square Pharmawas 3,401,781,806 (BDT).

Compensation SystemBeximco Pharmaceuticals follows two payment components. These are:

Direct financial payments-It includes wages, salaries, incentives, commissions, andbonuses.Direct payments-It includes employer-paid insurance and vacations

Executive Compensation of Beximco PharmaceuticalsDesignation Salary Range Chief Executive Officer 17,50,000TkChief Financing Officer 3,00,000 TkGeneral Manager 1,50,000-2,00,000TkManager 50,000-1,00,000 Tk



Khanam(ID-203)BEXIMCO

Strengths

Employee has empowerment capability to bringInnovation.The compensation system is tied to the

company’s strategic goals.Effective and fair supervision is followed so that

each employee gets equal compensation benefits.Beximco Pharma always maintains adequate

funds to compensate employees properly.

WeaknessesBeximco Pharma does not maintain flexible

relationship between managers and subordinates.

It maintains excessive government &international regulations which affectcompensation system negatively.

It does not review the pay scale on regularbasis that helps to retain skilled and experiencedemployees

Beximco Pharmaceuticals needs to maintain a good and friendly relationshipbetween managers and subordinates.

The company should review the pay scale on regular basis.The company should arrange effective training programs for supervisors to

supervise the whole compensation system properly.Employers should take the employee‟s opinion with importance to implement the

compensation system effectively.The compensation system should be evaluated on an ongoing basis to ensure that

it will accomplish the desired objectives in a fair and cost-effective manner.

Strengths & Weaknesses of Beximco Pharmaceuticals on Compensation System

Possible Measures to improve Compensation System



s a ossa n -204)IBBL


IBBL is the first interest free IslamicShari‟ah based Islamic commercial bank in

Bangladesh also in South East Asia.

Designation Salary

Chairman

Managing DirectorDeputy Managing Director

Confidential

Senior Executive Vice President 200000

Executive Vice President 180000

Senior Vice President 150000

Vice President 140000

Senior Assistant Vice President 120000

Assistant Vice President 110000

First Assistant Vice President 100000

Senior principal Officer 60000

Executive Officer 50000

Principal Officer 45000

Senior Officer 39000

Management Trainee 32000

Officer 28000

Junior Officer 25000

Assistant Officer 20000

Trainee Assistant 15000

Compensation Structure

Competitive Status

IBBL has an average compensation rate incomparison to the other private bank in thebanking industry of Bangladesh.

The highest and lowest salary of IBBL is15,000tk for the Trainee Officer and morethan 200,000tk for the Chairman.

This range is in between of the lowest andhighest paying rate in the banking industryof Bangladesh.



s a ossa n -204)IBBL

Strengths It has Islamic values incompensation system.Organization controls the

compensation system.It provides advanced training

facilities.

Weaknesses Difference is high in the differentlevels of employment.Lower pay structure than other

Islamic banks.Less non-financial benefits are

provided.

A pay model should be developed which willbe served as a framework for examiningcurrent pay system.

A total compensation strategy should bedeveloped through assessing the totalcompensation implication, mapping the totalcompensation strategy and implementing andreassessing.

IBBL should introduce more attractivenonfinancial benefits to its employees.

IBBL should develop a pay structure thatis more supportive to the organizationstructure.

IBBL should study its pay relationships withits competitors.

Strengths & Weaknesses on Compensation System


d jib



Md. RajibHossain(ID-205)ACI Limited

Name of the OrganizationACI Limited is committed to the pursuit of excellence through world-class products,innovative processes and empowered employees to provide the highest level ofsatisfaction to its customers.

Competitive StatusACI`s Main Products

Pharmaceuticals includes tablet, capsule, dry powder, , ointment, ophthalmic andinject able. Consumers Brands and community products includes aerosol, mosquito coil, savlonetc.Agribusiness includes crops protection chemicals, seeds supplies hybrid rice.

Compensation System

Salary Structure

Some other factors that influence the salary structure are salary ranges, job/positionevaluation, annual PA and salary change, annual salary increase, setting pay for newemployees, premium pay, salary dispute, pay time.

Base compensation Variablecompensation

Short-termincentiveplan

Equityplan

Long-termperformance plan

Benefits Totalcompensation andbenefits

Md R jib



Md. RajibHossain(ID-205)ACI Limited

StrengthsACI Limited has a standard compensationstructure.This system supports a diverse and performance-oriented culture that allows ACI Limited to rewardpeople who perform well .Performance-based compensation policy is appliedto all associates of ACI Limited and it helps toalign the objectives of associates with the interestsof shareholders.It is more competitive with world-class companiesand industry peers.

WeaknessesIt has high rate of income inequality exist betweendifferent levels of employees.

Some times personal preference plays vital role forthe increment of an employees.These cause increase the rate of turnover anddissatisfaction in the work place.

The compensation system of ACI needs to berevised so that all the employees get a standardrate of compensation.The system should follow an equal employmentopportunity for all the employees.ACI should try to reduce the income inequalityamong the various levels of employees.Serving as a basis for establishing salaries in theACI Limited pay-for-performance system.

The sound compensation system is helpful formaintaining a good relationship betweenmanagement and employees.

Strengths & Weaknesses of ACI Limited on Compensation System


Md I ilJ B k



Md. IsmailHossan(ID-206)

Jamuna BankLimited (JBL)

Name of the OrganizationJamuna Bank Limited (JBL) is a Banking Company registered under the Companies Act,1994 with its Head Office at Chini Shilpa Bhaban (2nd, 3rd & 8th Floor), 3, DilkushaC/A, Dhaka-1000. The Bank started its operation from 3rd June 2001.

Competitive StatusJamuna Bank`s Main Services

General products include cash, remittance, clearing accounts deposit scheme ,loan.Credit includes import ,export ,foreign remittance.Foreign exchange

Compensation SystemSalary Structure

Direc t Compensa t ion

Basic salary House RentAl lowance

Conveyance Leave travelallowance

MedicalReimbursem

ent

Bonus SpecialAllowance

Indirect Compensation

LeavePol icy

Hospital i zat ion

Insuranc e

OvertimePol icy

Retireme n tBenefi ts

FlexibleTimings

HolidayHomes

Md I ilJ B k



Md. IsmailHossan(ID-206)

Jamuna BankLimited (JBL)

Strengths

JBL’s per employee productivity is higherthan the other competitors.

Its lay-off rate is lower than other banks.

Weakness

Its pay and reward system is lesscompetitive in the market.

It should increase their pay level compared to their competitors.It needs to change the system of percentage of increase in the pay system.To improve in its pay and reward system policies and packages.They should bring a policy of descending percentage increase in the organization.

Strengths & Weakness of JBL on Compensation System


Nitt d



NittanandoPaul(ID-207)

Name of the OrganizationThe Daily Kaler Kantho [Voice of Age] is one of the best newspaper in Bangladesh.

Main Product of the Daily Kaler KanthoThe main product of the Daily Kaler Kantho is newspaper. It also provides magazine andspecial feature with the daily newspaper for the customer. The popular name of themagazine is Rajnithi which provides in Tuesday with the Daily Kaler Kantho.

Scenario of Market

Compensation SystemSalary Structure

Momentary Allowances Non Momentary Allowances

Basic pay Bonus SalaryAdvance

ProvidentFund

Houserent

Telephoneallowance

Dailyallowance

SickLeave

Carallowances and fuel

Transportfacilities

Total Salary

Chief Editor Senior Editor Junior Editor Chief Reporter SeniorReporter

JuniorReporter

Area Reporter

1,65,600 38,700 17,400 38,700 17,400 12,700 Basis on report

Competitive Status

050000

100000150000200000

Nittanando



NittanandoPaul(ID-207)

StrengthsThe compensation system of it is higher than

other popular newspaper office.The fringe benefit systems supposed to developa climate for healthy employer-employeerelationship, minimize excessive labor turnovercosts and provide a feeling of individual security.

Other non-financial benefits are provided suchas recreational and cultural services, clubs, cashassistance. Some employers also provideeducation, transport facilities and conveyanceallowances.

A lot of high qualified reporters are gatheredhere for high level of compensation.

WeaknessesMaintaining organizational health on a

regular basis is one of key ingredientsfor achieving corporate success. Butthere is no good idea about health ofany employees.

The expectation level is very highwhich can dissatisfy the personnel ofthe firm.

Strengths & Weaknesses of the Dailly Kaler Kantho on Compensation System


A total compensation strategy should be developed throughassessing the total compensation implication, mapping the totalcompensation strategy and implementing and reassessing.

It will be possible for it to retain the best talent if it provides themadequate compensation thereby stopping them from switching over to

another job.

Umma Tamima Nuurr me an



Umma Tamima Nuur(ID-208)

r me anLtd.


Competitive StatusPrime Bank LtdThe slogan of PBL is „ A bank with adifference‟.

Vision of PBL

To be the best Private Commercial Bank inBangladesh in terms of efficiency, capitaladequacy, asset quality, sound managementand profitability having strong liquidity.

Profile of PBL

Prime Bank Ltd. is operating as a scheduledbank under the banking license issued byBangladesh Bank (BB), the Central Bank of thecountry on April 17, 1995.

Major Services of PBL

The major services are shortterm, medium term, long

term, overdrafts, advances,non-funded facilities ,letterof credit (L/C) ,letter of

guarantee (L/G).



(ID-208)Ltd.

Strength & Weakness of PBL on Compensation System

Compensation System-Pay & Reward

Prime Bank Limited is committed to formulate a performance based reward policy whichrecognizes the contribution of each of the employees and links to the market competitivepay.

PBL‟ s salary package consists the following segments (major)-

Basic Salary: This is paid at fixed rates for different grades.House Rent Subsidy: This is paid at fixed rates for different grades.Medical Allowance: This is paid at rates fixed for different grades.Conveyance Facility: This is paid at rates fixed for different grades.

Strength: Its employees get regular bonus and incentives.

Weakness: Its pay scale is seniority based.

General PolicyThe Bank operates a job evaluated salary structure to ensure that employees are placedin a salary range that relates accurately ,first, the job they are filling in terms of itstechnical demands and responsibilities in relationship to other jobs in the Bank. Second afixed pay for the holder of the post.

Salary Structure

The Compensation system of PBL should follow the management principle of equal pay inany kind of situations.

It should introduce more attractive nonfinancial benefits to its employees.


am maMercantile Bank



am maNasrin(ID-209)

Mercantile BankLimited

Name of the OrganizationMercantile Bank Limited has started its operation on June 2, 1999 as a newcommercial bank to provide efficient banking services and to contribute socio-economic development Bangladesh

Competitive Status

Main ServicesThe main services are current deposit account(CD A/C), savings bank account (SB A/C),fixed deposit account(FDR A/C) , education loan, any purpose loan, rural developmentscheme, car loan, sme loan etc.Compensation Position in the Market

The major competitors of this bank are AB Bank, Dhaka Bank, Trust Bank, Exim Banketc. Among the banks Mercantile Bank is the market leader for providing compensation.

Compensation SystemMonetary Rewards Non Monetary Rewards

Basic Salary (tk. 11,000.00 to tk.123,000.00 monthly ) Car Loan (It is given according to designation and length of service)

House Rent Allowance (tk. 5,000.00 to tk. 22,000.005 monthly) House Building Loan (It is given according to designation and length ofservice)

Conveyance Allowance (tk.2,000.00 monthly ) Personal Loan (It is given up to 8 times of basic salary or 3, 00,000.00which one is lower.)

Utility Charges (tk. 1,750.00 to tk. 10,500.00 monthly) Car Facility (Ts is provided from the designation Assistant VicePresident up to the designation Managing Director. )

Leave Fare Allowance (Tk. 5,000.00 monthly)

Incentives (10 % of profit is distributed to employees every year)

Fringe Benefit ( After every two years employees are given Tk.50,000.00 as furniture allowance)

Festival Allowance ( It provided equal to base pay.)

am maMercantile Bank



am maNasrin(ID-209)

Mercantile BankLimited

Strengths The bank provides furniture allowance as fringe

benefit which is exceptional in banking marketso it is satisfactory for employees.

Employees are provided all the house relatedfacilities like - house rent allowance, housemaintenance allowance ,house building loan.

It provides leave fare allowance yearly withwhich employees can go for a leave .

The bank provides incentives and fringebenefits with which employees are happy.

WeaknessesIn case of personal loan the lower one

between 8 times of basic salary and 3 lakh isprovided as personal loan. But most of the time 3lakh becomes the lower one so less loan facility.

Its pay differential is not proportional and forthis reason employees of some levels aredissatisfied.

There is low number of levels in theorganizational Structure so the promotionopportunities for employees are low.

The bank can implement a yearly reward system for the best performance of employeesthroughout the year.It can make the compensation structure simple, understandable and competitive in the

market.It should also align the compensation package with changing goals of the bank.It should review the compensation strategy annually to cope with market changes.It can increase the base pay for employees along with other rewards.

Strengths & Weaknesses of Mercantile Bank Limited on Compensation System


Md IftearulEastern Bank



Md. IftearulIslam(ID-210)

Eastern BankLimited

Name of the OrganizationEastern Bank Limited completes 19 years of service excellence and starts of a new journeytoday with a promise to enriching people in the society they operate. Eastern Bank Limitedformulated from Bank of Credit & Commerce International in 1992. Eastern Bank Ltd. has beenrecognized as a “Superbrand” for the period 2009-2011

Competitive Status

Eastern Bank Limited has many liability and asset products where we can find the followingdepartmental wise products;

Consumer Products: It includes saving and current account, EBL confidence, EBL secureDPS, EBL Repeat, Jibandhara loan, fast cash, auto loan, home loan, EBL utshab loan etc.

SME Products: It includes EBL agrim, EBL uddog, EBL mukti, EBL banijjo, EBL shubodha,

EBL puji, EBL asha, EBL uddam etc.Corporate products: It includes regular credit products, structured finance products,trade service products, project finance unit, syndicate financing service, internationaldivision, cash management solutions.

Sl No. BanksNet Profit After

Tax in BDTEPS

Turnover

Q2, 2011(Million)

Paid-Up Capital

(Million)

1 Eastern Bank Limited 1120.14 52.9 1567.33 4527.0

2 Dhaka Bank 892.89 2.49 990.9 3590.0

3 Dutch-Bangla bank 1130.49 56.52 2206.47 2000.0

4 AB Bank 619.04 25.90 1675.73 3686.0

Note: I nf ormation is taken f rom DSE website.

Following is a competitive analysis of EBL and other comparative privateBanks operating in Bangladesh.

Md IftearulEastern Bank



Md. IftearulIslam(ID-210)

Eastern BankLimited

Strengths

EBL’s per employee productivity is higherthan the other competitors.

Layoff rate of EBL is lower than otherbanks.

Weakness

Pay and reward system is less competitivein the market which causes shifting of seniorexecutives in the multinational banksoperating in Bangladesh which offer them

with higher pay system and benefits.

EBL is a well established and managed bank in Bangladesh but yet it has to improve in its

pay and reward system policies and packages.With the increase of the price of living as CODA policy of EBL dictates increase in the cost ofliving will also increase the salary package.This year whether other banks increase their pay level, EBL is not change their pay level yetwhich can make dissatisfaction in the mind of the employees and also increase the laying offrate in the EBL.

Strengths & Weakness of EBL on Compensation System


-n e ommerc a an



211)

n e ommerc a anLtdName of the Organization

United Commercial Bank Ltd (UCBL) has in its Management a combination of highly skilled andeminent bankers of the country of varied experience and expertise successfully led by Mr. M.Shahjahan Bhuiyan

Salary Structure

Compensation SystemMomentaryAllowances

Non Momentary Allowances

Basic Salary Provident Fund Bonuses

Accommodation Utilities Allowances Mobile Telephone

Loan schemeLeave EntitlementsCasual LeaveSick Leave

Earned Leave

Maternity Leave Special Leave Hajj Leave Special Leave

Medical Benefits forthe Executive StaffCar PurchaseScheme

UCBL`s Main ProductsThe main produces of UCBL are UCB DPS Plus , SMS Banking , Credit card, One Stop Service, OneStop Service, Time Deposit Scheme, Monthly Savings Scheme, Deposit Insurance Scheme,Travelers Cheques,RFCD, ( Resident Foreign Currency Deposit Account ), Export Finance, WorkingCapital Finance, Loan Syndication, NFCD ( Non Resident Foreign Currency Deposit Account ).

Competitive Status

Scenario of Market

-n e ommerc a an



211)

n e ommerc a anLtd

StrengthsThe Company's Provident Fund is a funded

scheme. All confirmed and permanent employees areentitled to be members of the Provident Fund.

The bank compensates the cost of authorizedmedical treatments in Bangladesh includinghospitalization, surgical and childbirth subject to theconditions mentioned here.

The Bank on the basis of requirements andavailability provides accommodation to UCBL`sTop Executives at their own established facilities inDhaka city.

All Permanent Executives of the Bank are entitled tovarious types of Leaves that are calculated based oncalendar year and prorated from the date of joiningthe Bank's service for the first year.

WeaknessesTop Executives at their own established facilities in

Dhaka city. Outside the Dhaka city, the Bank providesexpenses for the accommodation. But mid level andlower level of employees may be upset for want of carservice.

Most of the facilities is for top level of employees,lower level of employees may think it is not fear tothem. So the turn over may be increased.

It needs to develop a scientific compensation system that automatically solves disputesbetween the employees & management.

It needs to identify individual development needs, desires, and plans.

Strengths & Weaknesses of the UCBL on Compensation System




Ending Point……

Good compensation does not makefor good employees. Rather, goodemployees make good

compensation possible



Thanks to ll…

HR Possible measure and improve comparision

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