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Manpower Analysis of ONE Bank Ltd.

Introduction:

Manpower means Total supply of personnel available or engaged for a specific job or task.

In economics it means Total labor force of a nation, including both men and women. If

there are more people than available jobs, it is called manpower surplus; if available people

are fewer than jobs, it is called manpower deficit.

Coleman has defined human resource or manpower planning as “the process of

determining manpower requirements and the means for meeting those

requirements in order to carry out the integrated plan of the organization.”

Stainer defines manpower planning as “strategy for the acquisition, utilization,

improvement, and preservation of an enterprise’s human resources. It relates to establishing

job specifications or the quantitative requirements of jobs determining the number of

personnel and developing sources of manpower.”

According to Wickstrom, “manpower planning consists a series of activities. Those are:

1. Forecasting future manpower requirements

2. Making an inventory of present manpower resources

3. Anticipating manpower problems by projecting present resources in to the

future and comparing them with forecast of requirements to determine their

adequacy both quantitatively and qualitatively.

4. Planning of recruitment, selection, training, development, utilization, transfer,

promotion, motivation and compensation to ensure that future manpower

requirements are properly met.”

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Thus it will be noted that Planning consists in projecting future manpower

requirements and developments and development man power plans for the

implementation of the projections.

To analyze the manpower planning of an organization, we have chosen the

karwan bazar brunch (or Head Office) of ONE Bank Ltd.

Overview of ONE Bank Limited:-

The name 'ONE Bank' is derived from the insight and long nourished feelings of the

promoters to reach out to the people of all walks of life and progress together towards

prosperity in a spirit of oneness. ONE Bank Limited was incorporated in May, 1999. With

the Registrar of Joint Stock Companies under the Companies Act1994, as a commercial

bank in the private sector. The Bank is pledge-bound to serve the customers and the

community with utmost dedication. The prime focus is on efficiency, transparency,

precision and motivation with the spirit and conviction to excel as ONE Bank Limited in

both value and image.

In the financing side, the bank's major concentration is in trade finance covering about 20.88% of

total financing as on YE2006 which is mainly a short-term investment. The banks financing

concentrate in both, working capital finance and long-term finance. OBL has major

concentration of financing in the industrial sector, for example; the textile and RMG sector and

both the above sectors cover 30.89% of the total portfolio. OBL in 2010 was recorded an

impressive operating profit of Taka 1,678.85 million during the year, as compared to

Taka 1,107.81 million in 2009. This represents a growth of 51.55 percent over the preceding

year. While, during the same period Deposits grew by 41.29 percent and Advances by 39.70

percent. ONE Bank was evaluated by Credit Rating Information and Services Limited (CRISL)

based on its financials as of December 31, 2008. It certified OBL as an “A grade” bank for long

term investment and it holds its position at “ST-2” (Standard two) for short term investment. In

last three years OBL is established itself as a “brand’ for providing banking services, by using

mordern technology in banking sector

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Number of Manpower:

One Bank Limited has Fifteen 44 employees. 29 of them are male and 15 of

them are female. There have total 12 Departments. The number of

employees in each department is given bellow:

No. Name of Department Employee Number1 General Banking Department 42 Credit Department 23 Retail Banking 24 Loan Department 25 Cash Management Department 26 Accounts Department 47 Finance Department 48 Foreign Affairs Department 49 Marketing Department 13

10 Logistic Department 211 IT Department and 612 HR Department 213 Legal Affair and loan recovery Department 214 Department of Compliance, Audit & Risk Management 4

Total 53

OBL expanding it’s workforce in every 2 fiscal year due to the expansion of new

brunch. So they shift their experience employee to new brunch as vice president

of the bank.

They make their HR Planning by analyzing the last 5 years employee inflow and

outflow of workforce.

Contingent Workforce:

According to the HR Department of OBL every 2 years later maximum 4

employee resign that organization due to the getting higher offer then OBL by

other competitor banks. Most of them worked on Finance, Marketing and IT

Department. There has also some employees who thinks that he or she did not

get the expected promotion or raise on salary so they resign and join other

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organization. In last 5 years 3 of the employee switch their job from OBL. Two

of them worked in accounts department and another one worked in logistic

department.

It is a hurdle when an experience employees resign form OBL workforce and it

is difficult for organization to cope up that situation by hiring new employee

who has no experience in OBL. So OBL hire some graduate people who have no

experience in OBL in very early stage as a contractual basis. They called the

assistant trainee or assistant officer or probationary officer. Those are the

contingent workforce of the OBL

A contingent workforce is a provisional group of workers who work for an organization on

a non-permanent basis, also known as freelancers, independent professionals, temporary

contract workers, independent contractors or consultants. Contingent Workforce

Management (CWM) is the strategic approach to managing an organization's contingent

workforce in a way that it reduces the company's cost by hiring inexperience employees in

the management of contingent employees and mitigates the company's risk (sudden loose

of experience employee) in employing them.

The group of contingent worker works under the experience people and they teach and

train them about the work and attitude of the organization.

In Banking Industry there has a crisis of efficient employees of Marketing, Finance and IT

departments. So bank focuses on those departments’ contingent workforce. Those

departments are not only most important but also those carry the major function of bank.

The rate of unsatisfied people in accounts department is higher so bank not only provides

compensation but also hires some contingent workers.

The contingent worker enter as a trainee and they can be become a president of the bank in

next 25 years.

The ranks need achieve of a contingent worker is given bellow,

Probationary Officer

Senior Assistant Vice

President

Assistant Vice

President

Senior Principal Officer

Assistant Vice President

Assistant Trainee

Officer

Senior Officer

Senior Assistant Officer

Assistant Principal Officer

Senior Officer

Senior Assistant Principal Officer

Principal Officer

Assistant General

Manager

General Manager

President

= Contingent Worker

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Number of Contingent Workforce:

The total 13 people are contingent workers among the 53 workers of OBL Head

Office.

No. Name of Department Employee Number

Contingent Worker

Percentage of Contingent worker

1 General Banking Department 4 1

= 24.5283%

2 Credit Department 2 -3 Retail Banking 2 -4 Loan Department 2 -5 Cash Management

Department2 -

6 Accounts Department 4 27 Finance Department 4 28 Foreign Affairs Department 4 -9 Marketing Department 13 4

10 Logistic Department 2 -11 IT Department and 6 412 HR Department 2 -13 Department of Compliance,

Audit & Risk2 -

14 Legal Affairs and Loan Recovery Department

4 -

Total 53 13