This power point slides are solely result of research by a group 6 students from Shanker Dev Campus pursing Masters in Business Management (MBM) as a part of our project work. This file includes HRM practices in context of one of leading A class bank of Nepal. It include about 1.Human Resource Plannning 2.Recruitment and Selection and Socialization 3. Trainings and Development 4.Performance Appraisal 5. Compensation policy. ... All above are based on context of single bank of Nepal . Thank You... If you like this ...Please Like, Share and comment for feedback and keep in touch with me :)

1. .

2. ABOUT CITIZEN BANK
• One of the 30 A-Class commercial banks in
Nepal
• Situated at Sharada Sadan, kamladi,
Kathmandu
• Vision: To be the leading bank for its service
excellence in the region.
• Commits: To meet the financial needs of their
customers and exceed their expectations
through innovation solution.

3. ABOUT HUMAN RESOURCE
MANAGEMENT
• Process concerned with the management of
human energies and competencies for
achieving organizational goal through
acquisition, development, utilization and
maintenance of a competent and committed
workforce in a changing environment.

4. HUMAN RESOURCE MANAGEMENT
STEPS/PROCESS
1. Human Resource Planning
2. Recruitment , Selection and Socialization
3. Human Resource Training and Development
4. Performance Appraisal
5. Compensation Management

5. HUMAN RESOURCE PLANNING(HRP)
• Ensures right number of people, with right
quality, at right place, at right time to achieve
the organization objectives
• In Citizens bank there are 600 plus staffs &
• Demand of the employees is forecasted
through visible analysis and information
obtained from the related department heads

6. RECRUITMENT , SELECTION AND
SOCIALIZATION
• Recruitment is the art of identifying and
attracting pool of qualified candidates to fill
the vacancy
• Selection is art of selecting the right job
matching candidates from that pool
• Socialization is phase whereby the new
employees are adapted with the norms and
culture of the organization

7. SOURCES OF RECRUITMENT
INTERNAL SOURCE
a) Promotions-
b) Transfers -
c) Previous Applicants-
d) Former employees( Rehire
and Recalls)
EXTERNAL SOURCE
a) Outsourcing Company
( Lower level staffs like
messenger and guards)
b) Executive hunting-
c) Educational institutions-
d) Trade Unions-
e) Local Residents-
f) Candidates of present
employee -

8. METHOD OF RECRUITMENT
INTERNAL METHODS
a) Job posting-
EXTERNAL METHODS
a) Radio / Television
Advertisement
b) Newspaper
Advertisement
c) E-recruiting/ Computerized
Method

9. Contd….
Fig:-Vacancy Announcement done by Citizens bank in Newspaper

10. SELECTION PROCESS
• First the application of the expected candidates is received
• Next step is conduction of the selection test which is done by the
bank itself rather than using the outsourcing company. Question
format is generally GMAT type with testing the critical reasoning
ability.
• The selected candidates are called for the interview it is generally
done by the interview committee which consist of the 4 members
of the CEO and department heads
• The final decision of the hiring is based on the company ‘s
executive and employee performance in the written and interview

11. SOCIALIZATION
• Not special socialization system
• Formal introduction of the employees among
each other and about the job and the working
culture of the organization
• However for more socialization among
employee regular annual picnics and
programme are held

12. HUMAN RESOURCE TRAINING AND
DEVELOPMENT
• Trainings are given for the non-managerial
staffs to learn knowledge and skill
• Development programs are for managerial
staffs
• There are two methods of trainings
a) On the job Training
b) Off the job Training

13. TRAININGS IN CITIZENS BANK
ON THE JOB
• Job trainings from the
experienced employee
OFF THE JOB
• Provide anti money laundry
training
• Gives training for the
operation of the new
software from the expert of
the IT company
• Sometimes the training
institutes gives proposal of
training and if bank requires
such training then
employees are given
Besides after providing necessary trainings
and developments to desired employees,
bank provides the feedback form which is
filled by the staff about their experience of
the training and the report is generated
from such feedbacks which help to assist
for the future training

14. PERFORMANCE APPRAISAL
• Means comparing the actual performance
with the standard and correcting under
performance if occurs at right time
• In citizens bank the performance appraisal is
done by the immediate senior
• Generally, done monthly for the staff working
during their prohibition period and yearly for
the staff with the permanent position

15. COMPENSATION MANAGEMENT
• All forms of pay or rewards going to
employees and arising from their employment
can be known as compensation
• There are two forms of compensations
a) Direct financial payments
b) Indirect financial payments

16. COMPENSATION POLICY IN CITIZENS
BANK
Direct Financial Payments
• Bonus Scheme
• Salary Revision
Indirect Financial Payments
• Insurance Facility
• Fuel Facility
• Home Loan Facility
• Overdraft Facility
• Company Share

17. Others
• In Citizens Bank the employee turnover is within
the industry average of about 7-8% per year
• Based on response of outgoing employees the
reason for outgoing is found as for higher
education or work in aboard countries
• If any dispute occurs between the staff then it will
be solved through the branch manager or
through the immediate senior head and goes
higher through hierarchical channel

18. THANK YOU