Human resource management practices of Eastern Bank. We took information and after analyse the information we give a recommendation.

1. Submitted by;
Group: G
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2. NAME: ID
 Md. Eiaheya ©
 Md. Fakhrul Alam
 Md. Fahim Hasan
 Md. Shahin mia
 Kanis Fatema Ratna
 13202119
 13102506
 12102300
 13202108
 13102658
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3. Company Outline
Recruitment and Selection
Training Process
Performance Management
Compensation and Benefits
Recommendation and Suggestion
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4.  EBL is one of the largest private banks in
Bangladesh.
 It operates through 220 fully computerized
branches ensuring best possible and fastest
services to its valued clients.
 The bank has more than 600 foreign
correspondents world wide.
 Total number of employees nearly 3,562.
 The Board of Directors consists of 15 members.
 The bank is headed by the Managing Director who
is the Chief Executive Officer.
 The Head Office is located at Bank’s own 18-
storied building at Motijheel, the commercial
center of the capital, Dhaka, Bangladesh.
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5. Responsibilities of the employees of HR
department.
Name of the Head of HR Department: Md.
Samsuzzaman khan.
Written test, Outsourced by the
Bangladesh Institute of Bank Management
(BIBM).
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6. Internal Sources:
 Promotion: Movement from a lower level to
a higher level position.
 Transfer: One department to another
without changing status.
 Employee referrals.
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7. External Sources:
 Newspaper Advertisement
 Website Advertisement
 Job post on popular web portal (bd-
jobs,com).
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8.  Reception of CV and Applications:
 CV Screening:
 To eliminate the applicants.
 Employment Test:
 Intelligence and aptitude tests: reasoning, vocabulary
and verbal comprehension.
 Written Test: MCQ and Descriptive written part.
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9.  Interview:
 Oral examinations for candidates.
 Entry-level job position:
 General questions, questions about academic
background, current national and global
issues etc.
 Mid-level job positions: some additional
questions based on the job description.
(Banking and government policy etc.)
 Top-level job positions: Strategic planning,
measuring the success etc.
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10. The major types of training are:
1. Freshmen Orientation
2. On the job Training
3. Off the job Training
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11.  Freshmen Orientation:
Freshmen orientation can solidify the new employee’s
relationship with the organization. Here’s how to make
sure the orientation integrates new employees into the
company and makes them feel comfortable and
welcome.
On the Job Training:
a. Job Instruction Training is received directly on the job.
It is use primarily to teach workers how to do their
current jobs.
b. Job Rotation: To cross train in the verity of the jobs,
some trainers move a trainee from job to job.
c. Coaching: In the coaching program coach attempts to
provide a model for the trainee to copy.
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12. d. Outdoor Training: A trend in employee development
has been the use of outdoor training. The primary focus
of such training is to trainees the importance of working
together, of galling as a team.
e. Committee Assignment can provide an opportunity for
the employee to share in decision making, to learn by
watching others, and to investigate specific
organization problem.
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13.  Off the Job Training:
a. Class Room or lecture is best use to create understanding
of a topic or to influence attitudes through education about a
topic. In its simplest form the lecture is merely telling some
one about some thing.
b. Video Presentation allows the trainee to be placed into a
real-life job situation, solve a specific problem, and receive
immediate feedback as to effective of the decision made.
c. Laboratory Training designed the interpersonal skills, which
can be help for future job responsibilities; its main form is
sensitivity training which increases a person’s sensitivity to
other.
d. Case Study attempt to simulate decision making situation
that trainee might find on the job. The trainee must make
certain judgment and identify possible solution to the
problem.
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15.  Goal Setting:
They have a specific goal for each department. Some are
for long period some are monthly. Every employee have
a individual goal and a time limitation. In the limited time
employee have to accomplished the goal.
 Mid-year review:
The employee have to give a report on their work done to
higher authorized through manager. Then they review the
report of the employee. They cheek out whether the
employee can accomplish the goal in the limited time or
what are the abstract he face.
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16.  Year-End review:
According to the monthly report manager make a final
report on individual by reviewing whole year
performance.
 Merit decision:
According to the whole year performance, top level decide
to give merit mark of individual employee. It has a
influence to their promotion process and increase salary.
 Reward:
Based on employees’ performance company give them
reward which encourage them to do better in upcoming
year.
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17.  Compensation is the total amount of the monetary and
non-monetary pay provided to an employee by an
employer in return for work performed as required.
 Compensation payments of EBL Bank:
a. Bonuses
b. Overtime pay
c. Rewarding good work
d. Health Insurance
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18. a. Bonuses:
They provide bonuses before different traditional or religion
festival.
b. Overtime pay:
If the employee do work more than routine time, then
he/she will get extra money. It will be the half of per
actual work hour salary.
c. Rewarding good work:
According to the employees' performance, he or she will
get reward. That can be money or any surprise for the
employee.
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19. d. Health Insurance:
They also ensure the health insurance of their employee.
e. Surprising tour:
Every year in Spring session they arrange tour within our
country for refreshing themselves.
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20.  The external recruitment and selection process of EBL
should be improved by giving more information about
them in online. Their providing information is not enough
for knowing about their activities or their aim.
 In HR dept. they do not have retirement fund which is
mostly needed for the employee for their future safety.
 A mid-level manager get only 120tk per hour. It needs to
increase to 200tk per hour.
 They should ensure about the satisfaction of employee’s
demand By providing salary scale.
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21.  They should give 80% money of actual work hour for
overtime.
 Every year they can arrange a reward giving program for
outstanding performance which help to encourage the
employee.
 They can provide life insurance or group insurance for
get rid of the risk. They can also provide Health
insurance.
 The vacation for the employee should be 80 days per
year.
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THANK YOU