Mjb Final Power Point Slides03

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Transcript of Mjb Final Power Point Slides03

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    Submitted to :

    MD. MUJIBUL HOQUE

    Submitted by:Nahida Aktar;

    #082249 030

    Tonmoy Majumder;# 082244 030

    Tosifa shamshi;#083663030

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    HUMAN RESOURCE PLANNINGHUMAN RESOURCE PLANNINGOF STANDARD CHARTERED BANKOF STANDARD CHARTERED BANK

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    HUMAN RESOURCE PLANNING:

    y HRP is the process of systematically reviewing HRrequirements to ensure that the required numberof employees, with the required skills, are available

    when they are needed.

    y Human Resource Planning in the Banking Sectorof Bangladesh has gained importance in recentyears due to the performance of employees andexecutives of both public and private banks.

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    ABOUT STANDARD CHARTEREDABOUT STANDARD CHARTEREDBANK:BANK:

    y The Standard Chartered Bank PLC is aninternational banking group that is incorporatedin the United Kingdom, with its headquarters in

    London.y The group focuses its activities in Asia, Africa and

    the Middle East and its operation is segmentedunder six regions.

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    There are 26 numbers of branches in SCB 57 ATMsand 7 Financial Kiosks; employing over 1,300people. We are the only foreign bank in thecountry with presence in 6 cities Dhaka,Chittagong , Khulna, Sylhet , Bogra andNarayanganj.

    It was first established on 1905 in Singapore but in

    Bangladesh Standard Chartered Bank originallyestablished its first branch in Chittagong in 1948.

    It is the oldest and largest foreign bank inBangladesh .

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    A MODEL OF HUMAN RESOURCEA MODEL OF HUMAN RESOURCEPLANNING:PLANNING:

    Collection of information:

    -From external environment

    -From inside the origination

    Forecast demand for human resource of Standard CharteredBank

    Forecast supply for human resource of Standard CharteredBank

    Plan and conduct need program

    Feedback in planning process

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    COLLECTION OF INFORMATION:COLLECTION OF INFORMATION:

    y Both secondary and primary data are used forpreparing this report.

    y Information is collected directly from the

    customers who are directly dealing with theStandard Chartered Bank through CashManagement and Financial InstitutionDepartment.

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    EXTERNAL ENVIRONMENT :EXTERNAL ENVIRONMENT :

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    EXTERNAL ENVIRONMENT:EXTERNAL ENVIRONMENT:

    The factors that affect as external environment are-

    Economic Technology

    Governmental/Political/Legal

    Customer

    Competitors

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    INSIDE THE ORGANIZATION:INSIDE THE ORGANIZATION:

    y Strategy

    y Business plan

    y Existing Human Resources

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    HUMAN RESOURCE STRATEGY OFHUMAN RESOURCE STRATEGY OFSCB:SCB:

    The top management of SCB determinesoverall organizational purposes and objectives for

    developing strategies through a competitive analysis.The analysis has to be executed at an internal level

    as well as an external level to identify all opportunities

    and threats of the external environment as well as thestrengths and weaknesses of the organizations.

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    COMPETITIVE ANALYSISCOMPETITIVE ANALYSIS

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    JOB ANALYSES:

    Considerable information is needed, such as:

    y WORKER-ORIENTED ACTIVITIESy

    MACH

    INES, TOOL

    S, EQUIP

    MENT, AND WOR

    KAIDS USEDy JOB-RELATED TANGIBLES AND INTANGIBLESy WORK PERFORMANCEy JOB CONTENTy PERSONALREQUIREMENTS FORTHE JOBy THEY FOLLOW TWO TYPES OF JOB ANALYSIS

    OBSERVATION METHOD AND INTERVIEWMETHOD

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    BUSINESS PLAN ( SWOT ANALYSIS):

    Strengths -quality customer service, companysemployees

    Weaknesses-Risks in the companys business

    processesOpportunities-strong financial performance

    Threats-uncertainties in economic growth,

    Changes in Government andR

    egulatoryP

    olicy,ExchangeRates

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    Existing Strategies :

    There are over sixty-thousand people inStandard Chartereds employ today in more or less

    70 countries. These people bring success to thecompany. One of the key strategies of the company

    is to attract talented people that will share the

    companys visions and philosophies and work

    towards the achievement of the companys goals and

    objectives

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    FORECAST DEMAND FOR HUMANFORECAST DEMAND FOR HUMANRESOURCES :RESOURCES :

    The HRplanning of SCB bank keeps long

    term goals and short term goals in view whilepredicting and forecasting the demand and supplyof human resources

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    FORECAST SUPPLY FOR HUMANFORECAST SUPPLY FOR HUMANRESOURCES:RESOURCES:

    y SCB Bank specifies and measure supplyforecasting because it evaluate the number ofpeople likely to be available from within and

    outside an organization.y Once SCBs HRneed and supply are forecasted,

    then vacancies can be filled by the right employeeat the right time.

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    PLAN AND CONDUCT NEEDPLAN AND CONDUCT NEEDPROGRAM:PROGRAM:

    y Increase or reduce workforce size-SCB assessthis current level and attributes and staffing todetermine reduction, to re-deployment ,todownsize and also identifies the need for trainingdevelopment

    y Develop career plan-SCB primary competitiveadvantage and ability to provide a superiorcustomer experience comes from theemployees which is unique. They providetraining plans to upgrade skills andknowledge of their employees

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    FEEDBACK IN THE PLANNINGPROCESS:

    In every organization, feedback is veryimportant to evaluate the assigned functions. Theforecasts that has been made while operating, is

    exactly accurate or not. The planning process thathas been worked through met the need or not. It isjust the job of management of good companies todevelop skills in their employees showing

    potential. This can be done through adequatemanpower planning and proper feedback to planthe career of employees having the necessarypotential.

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