Recruitment and training process of Dhaka Bank.pptx
•Download as PPTX, PDF•
0 likes•39 views
Dhaka Bank recruits employees through a process that involves written tests for both fresh graduates and experienced candidates, followed by interviews for candidates who pass the written test. The bank provides training programs to introduce new employees to the bank's operations and roles. However, the recruitment process could miss suitable candidates by randomly selecting some for interviews instead of interviewing all who pass the written test. The introductory training program could also be improved by extending it to two days and holding it annually to better orient new employees.
Report
Share
Report
Share
Recommended
Internship Presentation.ppt
This document is a study on human resource practices at NRB Commercial Bank Limited in Bangladesh. It includes an introduction to the banking industry in Bangladesh and history of NRB Commercial Bank. It then discusses the organizational structure of a branch, various banking activities and products/services offered. The document analyses the bank's strengths, weaknesses, opportunities and threats. It also examines the bank's human resource practices like recruitment, training, performance appraisal, compensation and benefits. Finally, it compares HR practices between NRB Commercial Bank and other banks.
In-House Training Practices & Effectiveness Assessment for the BFSI Sector
This document summarizes a study on in-house training practices and effectiveness in the BFSI (Banking, Financial Services, and Insurance) sector. It analyzes the training programs of Goldman Sachs, ENAM Asset Management, and Bank of India. Goldman Sachs focuses on off-the-job training using methods like role plays and presentations. ENAM emphasizes on-the-job learning, mentored by seniors. Bank of India provides both on and off-the-job training through its dedicated training centers. The findings show variations in training content, delivery, and methodology between public and private sector organizations in the BFSI industry.
Training & development of dhaka bank
The document discusses the importance of training and development in the banking sector of Bangladesh. It provides details on the types of training programs conducted at Dhaka Bank, including orientation for new employees, on-the-job training, and off-the-job classroom or lecture-based training to improve employee performance. It emphasizes that regular training is needed to equip employees with new skills and knowledge to adapt to changes in banking and meet organizational goals.
HBL, HRM Business Strategies
Company Services.
Descriptions.
Strategic planning of HBL.
Job analysis.
HRM Practices.
HR manual contains five processes.
Training and development.
Compensation.
Employee relation.
Critical analysis of HBL.
Standard Chartered Bank HRM
Standard Chartered Bank Pakistan is the leading international bank in Pakistan, with over 4,500 employees across 176 branches in 41 cities. The bank aims to have a well-organized and talented workforce. It focuses on both managerial HR functions like planning, recruiting, and rewarding, as well as operative functions like development, compensation and industrial relations. The bank sees employees as valuable assets and makes investments in attracting and developing talented professionals. The recruiting process at SCB involves online assessments, aptitude tests, interviews and reference checks to select candidates that meet the role's requirements and the bank's selection criteria.
Thesis presentation on evaluate the employees training & development prac...
This presentation evaluates the employee training and development practices of First Security Islami Bank Limited. It has the following objectives: to inform about the bank's HR department, examine training programs, identify training issues, and suggest recommendations. The methodology includes primary sources like interviews and observations, and secondary sources like annual reports. The bank provides various on and off-the-job training programs covering areas like banking, accounting, credit management. However, issues identified include a lack of clear training methods, no needs assessment process, and inadequate pre-and post-training evaluation. Recommendations are made to address these issues to improve training effectiveness.
Bangladesh Bank Human Resource Practice
The document summarizes the key human resource management processes at Bangladesh Bank, including recruitment and selection, training and development, performance appraisal, compensation, and benefits. The recruitment and selection process involves publishing job advertisements, screening applications, conducting written tests and interviews, and performing background checks before finalizing appointments. Training programs cover foundation training for new employees as well as IT, language, and department-specific courses. Performance is appraised annually based on goal achievement and competencies. Compensation varies by job level from 8.5 lakh Taka for assistant directors to 16 lakh Taka for general managers. Benefits include pension plans, health allowances, loans, and vacation time.
Trainning & development
1) The document discusses training and development programs for employees of Sonali Bank Limited, a state-owned commercial bank in Bangladesh.
2) It outlines the bank's training needs analysis process, types of training including on-the-job and off-the-job, and its training institute which provides programs in areas like credit management, IT, and Islamic banking.
3) A SWOT analysis of the bank finds strengths in its large network and customer trust, but also weaknesses in lack of technology use and unmotivated workers, as well as opportunities and threats in the competitive market.
Recommended
Internship Presentation.ppt
This document is a study on human resource practices at NRB Commercial Bank Limited in Bangladesh. It includes an introduction to the banking industry in Bangladesh and history of NRB Commercial Bank. It then discusses the organizational structure of a branch, various banking activities and products/services offered. The document analyses the bank's strengths, weaknesses, opportunities and threats. It also examines the bank's human resource practices like recruitment, training, performance appraisal, compensation and benefits. Finally, it compares HR practices between NRB Commercial Bank and other banks.
In-House Training Practices & Effectiveness Assessment for the BFSI Sector
This document summarizes a study on in-house training practices and effectiveness in the BFSI (Banking, Financial Services, and Insurance) sector. It analyzes the training programs of Goldman Sachs, ENAM Asset Management, and Bank of India. Goldman Sachs focuses on off-the-job training using methods like role plays and presentations. ENAM emphasizes on-the-job learning, mentored by seniors. Bank of India provides both on and off-the-job training through its dedicated training centers. The findings show variations in training content, delivery, and methodology between public and private sector organizations in the BFSI industry.
Training & development of dhaka bank
The document discusses the importance of training and development in the banking sector of Bangladesh. It provides details on the types of training programs conducted at Dhaka Bank, including orientation for new employees, on-the-job training, and off-the-job classroom or lecture-based training to improve employee performance. It emphasizes that regular training is needed to equip employees with new skills and knowledge to adapt to changes in banking and meet organizational goals.
HBL, HRM Business Strategies
Company Services.
Descriptions.
Strategic planning of HBL.
Job analysis.
HRM Practices.
HR manual contains five processes.
Training and development.
Compensation.
Employee relation.
Critical analysis of HBL.
Standard Chartered Bank HRM
Standard Chartered Bank Pakistan is the leading international bank in Pakistan, with over 4,500 employees across 176 branches in 41 cities. The bank aims to have a well-organized and talented workforce. It focuses on both managerial HR functions like planning, recruiting, and rewarding, as well as operative functions like development, compensation and industrial relations. The bank sees employees as valuable assets and makes investments in attracting and developing talented professionals. The recruiting process at SCB involves online assessments, aptitude tests, interviews and reference checks to select candidates that meet the role's requirements and the bank's selection criteria.
Thesis presentation on evaluate the employees training & development prac...
This presentation evaluates the employee training and development practices of First Security Islami Bank Limited. It has the following objectives: to inform about the bank's HR department, examine training programs, identify training issues, and suggest recommendations. The methodology includes primary sources like interviews and observations, and secondary sources like annual reports. The bank provides various on and off-the-job training programs covering areas like banking, accounting, credit management. However, issues identified include a lack of clear training methods, no needs assessment process, and inadequate pre-and post-training evaluation. Recommendations are made to address these issues to improve training effectiveness.
Bangladesh Bank Human Resource Practice
The document summarizes the key human resource management processes at Bangladesh Bank, including recruitment and selection, training and development, performance appraisal, compensation, and benefits. The recruitment and selection process involves publishing job advertisements, screening applications, conducting written tests and interviews, and performing background checks before finalizing appointments. Training programs cover foundation training for new employees as well as IT, language, and department-specific courses. Performance is appraised annually based on goal achievement and competencies. Compensation varies by job level from 8.5 lakh Taka for assistant directors to 16 lakh Taka for general managers. Benefits include pension plans, health allowances, loans, and vacation time.
Trainning & development
1) The document discusses training and development programs for employees of Sonali Bank Limited, a state-owned commercial bank in Bangladesh.
2) It outlines the bank's training needs analysis process, types of training including on-the-job and off-the-job, and its training institute which provides programs in areas like credit management, IT, and Islamic banking.
3) A SWOT analysis of the bank finds strengths in its large network and customer trust, but also weaknesses in lack of technology use and unmotivated workers, as well as opportunities and threats in the competitive market.
Recruitment process of habib bank limited
This document summarizes the recruitment and selection process at Habib Bank Limited (HBL), one of the largest banks in Pakistan. It discusses HBL's history and outlines its human resources department and recruitment phases. HBL sources candidates through both internal recruitment of current employees and external recruitment using newspapers, websites, colleges, and referrals. The selection process includes job analysis through interviews and questionnaires, creating job descriptions and specifications, screening candidates, interviews, and final selection. HBL's human resources manual covers recruitment, training, performance evaluation, compensation, and employee relations. Training methods include on-the-job and off-the-job approaches like coaching, rotations, seminars, and case studies.
Hrm hsbc (1)
The document discusses the key functional areas of human resource management at HSBC Bank, including skills identification, training and development, motivation and appraisal. It also outlines HSBC's employee recruitment and selection processes, as well as its focus on a soft human resource management model that prioritizes employee development over extraction of maximum potential. HSBC emphasizes training and developing employees' skills to benefit both the organization and individual employees.
HBL
HBL is the largest bank in Pakistan with over 1,500 branches and 1,300 ATMs. It was founded in 1941 in India and moved its headquarters to Karachi after Pakistan gained independence in 1947. HBL aims to provide the best services to customers, support the economy of Pakistan, and maximize bank profits. The human resources department plays a key role through activities like recruitment and training, performance management, and maintaining a culture of innovation and customer responsiveness.
HBL SWOT Analysis
HBL is the largest bank in Pakistan with over 1500 branches and 1300 ATMs. It was founded in 1941 in India and moved its headquarters to Karachi after Pakistan gained independence in 1947. HBL aims to provide the best services to customers, support the economy of Pakistan, and maximize bank profits. The human resources department plays a key role through activities like recruitment and training, performance management, and maintaining a culture of innovation and customer responsiveness.
Commercial Bank of Ceylon PLC(HR Planning and Strategies Report)
Throughout the whole report, functions of Human Resource Management Dept. of Commercial Bank of Ceylon PLC have been discussed such as Organizational Culture, Recruitment, Selection Process, Training & Development, Performance evaluations and Benefits offered. How the HR Dept. helps the bank to achieve its strategic goals has also been discussed. In today’s world, to achieve a sustainable development, the bank should come out of its traditional HR Practices and undertake more flexible and beneficial steps to retain employees in the long-run; and also use SMART tools to define the standards, goals and positive growth of the whole organization and its stakeholders.
The Human Resource Department of Commercial Bank of Ceylon Ltd. is responsible for developing a competent workforce for the organization’s activities. To do so, it has a strong and organized structure divided into different units, which are individually responsible for recruitment, selection, and appointment, formulation of policies, publication of reports, conducting orientation, training, and appraisal, compensation of employees, eradication of injustice or violation of rights in the workplace etc
Through findings, it is recommended that the salary structure should be more competitive, gratuity for every performing year should be increased in order to motivate employees in long-term, retirement age should be increased from 57 to 59 like the other banks in the same industry, efficient manpower should be recruited to reduce work pressure.
Professional Profile - Atif Ejaz Qureshi
Atif Ejaz Qureshi has over 8 years of experience in human resources and service quality roles. He currently works as an Assistant Manager of HR and SQ at BankIslami Pakistan, where he is responsible for recruitment, organizational communication, policy development, and service quality initiatives. Previously, he held service quality and customer relationship roles at Kasb Bank and Royal Bank of Scotland. Qureshi has a Master's degree in Business Administration with a focus on Marketing and a Bachelor's degree in Economics and Journalism.
Hrm in banking group 1
This document discusses the role of human resource management in the banking sector. It outlines key HR functions like applicant screening, development, security, compensation decisions, and recruitment. It also discusses challenges faced by banks in retaining talent and transforming to global organizations. Several HR practices at major banks like ICICI, Axis, Bank of Baroda, and Andhra Bank are described, including training, performance management, and leadership development programs. The conclusion emphasizes the importance of linking HR functions to business goals and investing in employees as the primary asset.
CERTIFIED RECRUITMENT ANALYST (CRA)
CERTIFIED RECRUITMENT ANALYST (CRA) "Quality hiring decisions build profitable and successful companies; bad employees tear them down". You can join this training programme by sending your request to hiba.mazroui@ajyal-hr.com. Please share this with your friends who might be interested to join.
Hr practice in standard chartered bank..
Standard Chartered Bank has a thorough HR recruitment process. They analyze jobs to develop detailed job descriptions and specifications. For recruitment, they use both external sources like newspapers, websites, and personal applications as well as internal sources like promotions, transfers, and employee referrals. The bank spends 20-25% of its total budget on recruitment to hire the best candidates. The recruitment process involves notifying vacancies, posting openings, screening applications, interviewing candidates, and making final hiring decisions. Effective recruitment is important for the bank to build a sustainable high-performing workforce.
Human recource management
HBL is Pakistan's largest private bank with over 1500 branches and 1300 ATMs across 25 countries. Its vision is to be the premier financial services provider locally and internationally. HBL uses rigorous job analysis and selection processes to attract and retain top talent. It conducts interviews, tests, and background checks on candidates. New hires undergo orientation and extensive on-the-job and off-the-job training programs, including seminars, job rotation, and outdoor exercises. HBL sources candidates through multiple channels, including campus recruitment and employee referrals, to build a highly skilled workforce.
ARPITA PAL (DM18D09)
This presentation provides information about HDFC Bank's private banking division and human resources practices. It discusses HDFC Bank's sector and company information, including the products and services offered. It then describes the bank's key HR functions, policies, job descriptions, sourcing strategy, and recruitment and selection processes. The presentation concludes with details about HDFC Bank's performance management system and methods of appraisal.
HRM practices of AIBL
For the fulfillment of internship procedure the report had been made on Human Resource Management practices of Al-Arafah Islami Bank LTD. I used the information from several sources, websites etc.
HRM practices of AIBL
This document discusses the human resource management practices of Al-Arafah Islami Bank Limited in Bangladesh. It outlines the objectives of studying the bank's training and development process, performance management system, recruitment and selection process, and employee benefits. The bank provides training courses and workshops for employees and assesses performance through appraisals. It recruits through both internal and external sources and offers competitive salaries, bonuses, allowances and retirement benefits. The document recommends emphasizing qualifications in hiring, ongoing training programs, allocating more resources to human resources, and empowering the HR department.
HRM in Mobilink.pptx
Mobilink provides concise summaries of its human resource management practices in 3 sentences or less:
Mobilink recruits employees through internal and external sources, selects candidates based on qualifications and competency tests, and orients new employees on company structure and policies within the first month. Mobilink trains employees both technically and in soft skills, appraises performance annually based on goals and competencies, and compensates employees through salaries, bonuses, and benefits based on performance. While Mobilink strives to develop its human capital, it faces issues with strict adherence to work hours and high turnover in some roles.
Brochure DICCF-NEW
The document discusses developing and implementing an in-house competency and career pathing framework. It outlines challenges organizations face without integrating HR systems, and how defining competencies and consolidating them into a framework can help address issues like staff turnover and ineffective training. The framework can then be used to improve manpower planning, recruitment, performance management, and learning and development. The document promotes a training program to teach practitioners how to develop such a framework to transform organizations to a competency-based HR paradigm.
Presentation to our Activities
The document describes Experience World Centre, a consultancy firm specialized in human resource management. It provides services related to recruitment, training, performance management, and helping clients implement flexible workforces and motivated employees. The consultancy is provided by a team with extensive academic and industry experience. Key services include an Individual Development Program for managers, assistance with Saudiization efforts, and recruitment and selection processes. The firm aims to provide specialized expertise, consider company culture, and help clients implement recommendations.
Introduction to the world Experience
The document describes Experience World Centre, a consultancy firm specialized in human resource management. It provides services related to recruitment, training, performance management, and helping clients implement flexible workforces and motivated employees. The consultancy is provided by a team with extensive experience in business practices in the Gulf region. Key services include an Individual Development Program for managers, assistance with Saudiization efforts, and recruitment and selection processes. The firm aims to achieve excellence through specialization in HR, adopting a total systems approach, and ensuring new systems are implemented successfully.
Introduction to our Center
The document describes Experience World Centre, a consultancy firm specialized in human resource management. It provides services related to recruitment, training, performance management, and helping clients implement flexible workforces. The firm aims to transform companies by developing cost-effective and motivated workforces through modern HR techniques. It emphasizes a holistic approach and preparing competent HR leaders to ensure successful implementation of recommendations.
Lecture 16.pptx
This document provides an introduction to career planning and succession planning. It discusses the importance of career management for both companies and employees. Career management is the process through which employees become aware of their interests, strengths, and weaknesses and identify career goals. It is important for companies to motivate employees to plan their careers to prevent issues like a shortage of qualified employees to fill positions. For employees, a lack of career management can result in frustration and feelings of not being valued. The document also discusses the concepts of career motivation, resilience, insight, and identity and how developing these aspects provides value to both companies and employees.
New Resume
Dilip Padki is a senior analyst with over 5 years of experience in finance, banking, and governance. He is seeking a role that utilizes his qualifications and allows for learning and career growth. His current role involves handling a team, ensuring targets are met, providing training, assessing loan applications, and supporting wholesale lending operations in New Zealand including loan maintenance, payment processing, and reconciling accounts. He holds an MBA in finance and marketing and a bachelor's degree in commerce.
How MJ Global Leads the Packaging Industry.pdf
MJ Global's success in staying ahead of the curve in the packaging industry is a testament to its dedication to innovation, sustainability, and customer-centricity. By embracing technological advancements, leading in eco-friendly solutions, collaborating with industry leaders, and adapting to evolving consumer preferences, MJ Global continues to set new standards in the packaging sector.
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...
The Strategy Implementation System offers a structured approach to translating stakeholder needs into actionable strategies using high-level and low-level scorecards. It involves stakeholder analysis, strategy decomposition, adoption of strategic frameworks like Balanced Scorecard or OKR, and alignment of goals, initiatives, and KPIs.
Key Components:
- Stakeholder Analysis
- Strategy Decomposition
- Adoption of Business Frameworks
- Goal Setting
- Initiatives and Action Plans
- KPIs and Performance Metrics
- Learning and Adaptation
- Alignment and Cascading of Scorecards
Benefits:
- Systematic strategy formulation and execution.
- Framework flexibility and automation.
- Enhanced alignment and strategic focus across the organization.
More Related Content
Similar to Recruitment and training process of Dhaka Bank.pptx
Recruitment process of habib bank limited
This document summarizes the recruitment and selection process at Habib Bank Limited (HBL), one of the largest banks in Pakistan. It discusses HBL's history and outlines its human resources department and recruitment phases. HBL sources candidates through both internal recruitment of current employees and external recruitment using newspapers, websites, colleges, and referrals. The selection process includes job analysis through interviews and questionnaires, creating job descriptions and specifications, screening candidates, interviews, and final selection. HBL's human resources manual covers recruitment, training, performance evaluation, compensation, and employee relations. Training methods include on-the-job and off-the-job approaches like coaching, rotations, seminars, and case studies.
Hrm hsbc (1)
The document discusses the key functional areas of human resource management at HSBC Bank, including skills identification, training and development, motivation and appraisal. It also outlines HSBC's employee recruitment and selection processes, as well as its focus on a soft human resource management model that prioritizes employee development over extraction of maximum potential. HSBC emphasizes training and developing employees' skills to benefit both the organization and individual employees.
HBL
HBL is the largest bank in Pakistan with over 1,500 branches and 1,300 ATMs. It was founded in 1941 in India and moved its headquarters to Karachi after Pakistan gained independence in 1947. HBL aims to provide the best services to customers, support the economy of Pakistan, and maximize bank profits. The human resources department plays a key role through activities like recruitment and training, performance management, and maintaining a culture of innovation and customer responsiveness.
HBL SWOT Analysis
HBL is the largest bank in Pakistan with over 1500 branches and 1300 ATMs. It was founded in 1941 in India and moved its headquarters to Karachi after Pakistan gained independence in 1947. HBL aims to provide the best services to customers, support the economy of Pakistan, and maximize bank profits. The human resources department plays a key role through activities like recruitment and training, performance management, and maintaining a culture of innovation and customer responsiveness.
Commercial Bank of Ceylon PLC(HR Planning and Strategies Report)
Throughout the whole report, functions of Human Resource Management Dept. of Commercial Bank of Ceylon PLC have been discussed such as Organizational Culture, Recruitment, Selection Process, Training & Development, Performance evaluations and Benefits offered. How the HR Dept. helps the bank to achieve its strategic goals has also been discussed. In today’s world, to achieve a sustainable development, the bank should come out of its traditional HR Practices and undertake more flexible and beneficial steps to retain employees in the long-run; and also use SMART tools to define the standards, goals and positive growth of the whole organization and its stakeholders.
The Human Resource Department of Commercial Bank of Ceylon Ltd. is responsible for developing a competent workforce for the organization’s activities. To do so, it has a strong and organized structure divided into different units, which are individually responsible for recruitment, selection, and appointment, formulation of policies, publication of reports, conducting orientation, training, and appraisal, compensation of employees, eradication of injustice or violation of rights in the workplace etc
Through findings, it is recommended that the salary structure should be more competitive, gratuity for every performing year should be increased in order to motivate employees in long-term, retirement age should be increased from 57 to 59 like the other banks in the same industry, efficient manpower should be recruited to reduce work pressure.
Professional Profile - Atif Ejaz Qureshi
Atif Ejaz Qureshi has over 8 years of experience in human resources and service quality roles. He currently works as an Assistant Manager of HR and SQ at BankIslami Pakistan, where he is responsible for recruitment, organizational communication, policy development, and service quality initiatives. Previously, he held service quality and customer relationship roles at Kasb Bank and Royal Bank of Scotland. Qureshi has a Master's degree in Business Administration with a focus on Marketing and a Bachelor's degree in Economics and Journalism.
Hrm in banking group 1
This document discusses the role of human resource management in the banking sector. It outlines key HR functions like applicant screening, development, security, compensation decisions, and recruitment. It also discusses challenges faced by banks in retaining talent and transforming to global organizations. Several HR practices at major banks like ICICI, Axis, Bank of Baroda, and Andhra Bank are described, including training, performance management, and leadership development programs. The conclusion emphasizes the importance of linking HR functions to business goals and investing in employees as the primary asset.
CERTIFIED RECRUITMENT ANALYST (CRA)
CERTIFIED RECRUITMENT ANALYST (CRA) "Quality hiring decisions build profitable and successful companies; bad employees tear them down". You can join this training programme by sending your request to hiba.mazroui@ajyal-hr.com. Please share this with your friends who might be interested to join.
Hr practice in standard chartered bank..
Standard Chartered Bank has a thorough HR recruitment process. They analyze jobs to develop detailed job descriptions and specifications. For recruitment, they use both external sources like newspapers, websites, and personal applications as well as internal sources like promotions, transfers, and employee referrals. The bank spends 20-25% of its total budget on recruitment to hire the best candidates. The recruitment process involves notifying vacancies, posting openings, screening applications, interviewing candidates, and making final hiring decisions. Effective recruitment is important for the bank to build a sustainable high-performing workforce.
Human recource management
HBL is Pakistan's largest private bank with over 1500 branches and 1300 ATMs across 25 countries. Its vision is to be the premier financial services provider locally and internationally. HBL uses rigorous job analysis and selection processes to attract and retain top talent. It conducts interviews, tests, and background checks on candidates. New hires undergo orientation and extensive on-the-job and off-the-job training programs, including seminars, job rotation, and outdoor exercises. HBL sources candidates through multiple channels, including campus recruitment and employee referrals, to build a highly skilled workforce.
ARPITA PAL (DM18D09)
This presentation provides information about HDFC Bank's private banking division and human resources practices. It discusses HDFC Bank's sector and company information, including the products and services offered. It then describes the bank's key HR functions, policies, job descriptions, sourcing strategy, and recruitment and selection processes. The presentation concludes with details about HDFC Bank's performance management system and methods of appraisal.
HRM practices of AIBL
For the fulfillment of internship procedure the report had been made on Human Resource Management practices of Al-Arafah Islami Bank LTD. I used the information from several sources, websites etc.
HRM practices of AIBL
This document discusses the human resource management practices of Al-Arafah Islami Bank Limited in Bangladesh. It outlines the objectives of studying the bank's training and development process, performance management system, recruitment and selection process, and employee benefits. The bank provides training courses and workshops for employees and assesses performance through appraisals. It recruits through both internal and external sources and offers competitive salaries, bonuses, allowances and retirement benefits. The document recommends emphasizing qualifications in hiring, ongoing training programs, allocating more resources to human resources, and empowering the HR department.
HRM in Mobilink.pptx
Mobilink provides concise summaries of its human resource management practices in 3 sentences or less:
Mobilink recruits employees through internal and external sources, selects candidates based on qualifications and competency tests, and orients new employees on company structure and policies within the first month. Mobilink trains employees both technically and in soft skills, appraises performance annually based on goals and competencies, and compensates employees through salaries, bonuses, and benefits based on performance. While Mobilink strives to develop its human capital, it faces issues with strict adherence to work hours and high turnover in some roles.
Brochure DICCF-NEW
The document discusses developing and implementing an in-house competency and career pathing framework. It outlines challenges organizations face without integrating HR systems, and how defining competencies and consolidating them into a framework can help address issues like staff turnover and ineffective training. The framework can then be used to improve manpower planning, recruitment, performance management, and learning and development. The document promotes a training program to teach practitioners how to develop such a framework to transform organizations to a competency-based HR paradigm.
Presentation to our Activities
The document describes Experience World Centre, a consultancy firm specialized in human resource management. It provides services related to recruitment, training, performance management, and helping clients implement flexible workforces and motivated employees. The consultancy is provided by a team with extensive academic and industry experience. Key services include an Individual Development Program for managers, assistance with Saudiization efforts, and recruitment and selection processes. The firm aims to provide specialized expertise, consider company culture, and help clients implement recommendations.
Introduction to the world Experience
The document describes Experience World Centre, a consultancy firm specialized in human resource management. It provides services related to recruitment, training, performance management, and helping clients implement flexible workforces and motivated employees. The consultancy is provided by a team with extensive experience in business practices in the Gulf region. Key services include an Individual Development Program for managers, assistance with Saudiization efforts, and recruitment and selection processes. The firm aims to achieve excellence through specialization in HR, adopting a total systems approach, and ensuring new systems are implemented successfully.
Introduction to our Center
The document describes Experience World Centre, a consultancy firm specialized in human resource management. It provides services related to recruitment, training, performance management, and helping clients implement flexible workforces. The firm aims to transform companies by developing cost-effective and motivated workforces through modern HR techniques. It emphasizes a holistic approach and preparing competent HR leaders to ensure successful implementation of recommendations.
Lecture 16.pptx
This document provides an introduction to career planning and succession planning. It discusses the importance of career management for both companies and employees. Career management is the process through which employees become aware of their interests, strengths, and weaknesses and identify career goals. It is important for companies to motivate employees to plan their careers to prevent issues like a shortage of qualified employees to fill positions. For employees, a lack of career management can result in frustration and feelings of not being valued. The document also discusses the concepts of career motivation, resilience, insight, and identity and how developing these aspects provides value to both companies and employees.
New Resume
Dilip Padki is a senior analyst with over 5 years of experience in finance, banking, and governance. He is seeking a role that utilizes his qualifications and allows for learning and career growth. His current role involves handling a team, ensuring targets are met, providing training, assessing loan applications, and supporting wholesale lending operations in New Zealand including loan maintenance, payment processing, and reconciling accounts. He holds an MBA in finance and marketing and a bachelor's degree in commerce.
Similar to Recruitment and training process of Dhaka Bank.pptx (20)
Commercial Bank of Ceylon PLC(HR Planning and Strategies Report)
Commercial Bank of Ceylon PLC(HR Planning and Strategies Report)
Recently uploaded
How MJ Global Leads the Packaging Industry.pdf
MJ Global's success in staying ahead of the curve in the packaging industry is a testament to its dedication to innovation, sustainability, and customer-centricity. By embracing technological advancements, leading in eco-friendly solutions, collaborating with industry leaders, and adapting to evolving consumer preferences, MJ Global continues to set new standards in the packaging sector.
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...
The Strategy Implementation System offers a structured approach to translating stakeholder needs into actionable strategies using high-level and low-level scorecards. It involves stakeholder analysis, strategy decomposition, adoption of strategic frameworks like Balanced Scorecard or OKR, and alignment of goals, initiatives, and KPIs.
Key Components:
- Stakeholder Analysis
- Strategy Decomposition
- Adoption of Business Frameworks
- Goal Setting
- Initiatives and Action Plans
- KPIs and Performance Metrics
- Learning and Adaptation
- Alignment and Cascading of Scorecards
Benefits:
- Systematic strategy formulation and execution.
- Framework flexibility and automation.
- Enhanced alignment and strategic focus across the organization.
3 Simple Steps To Buy Verified Payoneer Account In 2024
Buy Verified Payoneer Account: Quick and Secure Way to Receive Payments
Buy Verified Payoneer Account With 100% secure documents, [ USA, UK, CA ]. Are you looking for a reliable and safe way to receive payments online? Then you need buy verified Payoneer account ! Payoneer is a global payment platform that allows businesses and individuals to send and receive money in over 200 countries.
If You Want To More Information just Contact Now:
Skype: SEOSMMEARTH
Telegram: @seosmmearth
Gmail: seosmmearth@gmail.com
2022 Vintage Roman Numerals Men Rings
Discover timeless style with the 2022 Vintage Roman Numerals Men's Ring. Crafted from premium stainless steel, this 6mm wide ring embodies elegance and durability. Perfect as a gift, it seamlessly blends classic Roman numeral detailing with modern sophistication, making it an ideal accessory for any occasion.
https://rb.gy/usj1a2
Innovation Management Frameworks: Your Guide to Creativity & Innovation
Innovation Management Frameworks: Your Guide to Creativity & InnovationOperational Excellence Consulting
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentationsAuthentically Social by Corey Perlman - EO Puerto Rico
Authentically Social by Corey Perlman - EO Puerto RicoCorey Perlman, Social Media Speaker and Consultant
Social media for business Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart➒➌➎➏➑➐➋➑➐➐Dpboss Matka Guessing Satta Matka Kalyan Chart Indian Matka
SATTA MATKA SATTA FAST RESULT KALYAN TOP MATKA RESULT KALYAN SATTA MATKA FAST RESULT MILAN RATAN RAJDHANI MAIN BAZAR MATKA FAST TIPS RESULT MATKA CHART JODI CHART PANEL CHART FREE FIX GAME SATTAMATKA ! MATKA MOBI SATTA 143 spboss.in TOP NO1 RESULT FULL RATE MATKA ONLINE GAME PLAY BY APP SPBOSSCreative Web Design Company in Singapore
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
一比一原版新西兰奥塔哥大学毕业证（otago毕业证）如何办理
一模一样【微信：A575476】【新西兰奥塔哥大学毕业证（otago毕业证）成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
Digital Transformation Frameworks: Driving Digital Excellence
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
Industrial Tech SW: Category Renewal and Creation
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challenges
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
Part 2 Deep Dive: Navigating the 2024 Slowdown
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
Business storytelling: key ingredients to a story
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka➒➌➎➏➑➐➋➑➐➐Dpboss Matka Guessing Satta Matka Kalyan Chart Indian Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka Indian satta Matka Dpboss Matka Kalyan Chart Matka Boss otg matka Guessing Satta Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...
Dive into the steadfast world of the Taurus Zodiac Sign. Discover the grounded, stable, and logical nature of Taurus individuals, and explore their key personality traits, important dates, and horoscope insights. Learn how the determination and patience of the Taurus sign make them the rock-steady achievers and anchors of the zodiac.
The latest Heat Pump Manual from Newentide
𝐔𝐧𝐯𝐞𝐢𝐥 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐄𝐧𝐞𝐫𝐠𝐲 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡 𝐍𝐄𝐖𝐍𝐓𝐈𝐃𝐄’𝐬 𝐋𝐚𝐭𝐞𝐬𝐭 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠𝐬
Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
Recently uploaded (20)
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...
3 Simple Steps To Buy Verified Payoneer Account In 2024
3 Simple Steps To Buy Verified Payoneer Account In 2024
Innovation Management Frameworks: Your Guide to Creativity & Innovation
Innovation Management Frameworks: Your Guide to Creativity & Innovation
Authentically Social by Corey Perlman - EO Puerto Rico
Authentically Social by Corey Perlman - EO Puerto Rico
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
Digital Transformation Frameworks: Driving Digital Excellence
Digital Transformation Frameworks: Driving Digital Excellence
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challenges
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challenges
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
Recruitment and training process of Dhaka Bank.pptx
- 1. RECRUITMENT AND TRAINING PROCESS OF DHAKA BANK PRESENTED BY GROUP 8 COURSE: HUMAN RESOURCE MANAGEMENT
- 3. HR DIVITION COMPANY OVERVIEW RECRUITMENT PROCESS INTERVIEW FINDING & DISCUSSION RECOMMENDATION AND LIMITATION CONCLUSION
- 4. • Leading private sector bank in Bangladesh • offering a full range of Personal, Corporate, International Trade, Foreign Exchange, Lease Finance and Capital Market Services. • Started its commercial operation on July 05, 1995.
- 5. • It has 63 branches, • 3 SME centres, • 6 CMS units, • 2 offshore banking units. • The number of shares 466,759,413. • It has 11 working departments.
- 6. MANAGEMENT TEAM DBL have experts who are professionals in their fields.
- 7. • HR Staffing • HR Operation • Training & Development
- 11. fresh graduates postgraduates • Probationary officer Level 10 Trainee Assistant Officer (TAO) Level
- 12. Dhaka Bank recruits two categories of employees. a) Fresh Graduate b) Experienced Employees
- 13. • All qualified candidates must have the opportunity to sit the written test. In addition, randomly selected candidates may miss the most suitable candidates, posing a serious threat to DBL. • the introductory program should go on for two days and it should also be organized every year. The program should provide an overview of the role of the bank