Subject: MGT351 Topic 1: contact the HR manager of a local organization and find out the following information: i.

how the HR manager is working as a strategic partner to manage HRM activities, given the banks strategic goals and objectives. ii. Interview the HR manager. Based on the interview identify the job responsibilities of the manager and identify HRM in building more competitive organization. Section: 5 Semester: Summer 2011 Submitted To: Mr. Muhammad Faisol Chowdhury BBA Department North South University Submitted By: Md.Muntasir Jashim Mohammad Hasan Rabbani Md.Imran Faruque Rashed Debashish Dey Iftekher Rajib Rupai ID#093113030 (Sec: 4) ID#0930620030 ID#0930873030 ID#093566030 ID#1010994030 (Sec: 3)

20 August, 2011

To Muhammad Faisol Chowdhury Lecturer, North South University, Basundhara, Dhaka -1229.

Sub: Letter of Transmittal.

Dear Sir, We are thanking you for considering us to make a project on Human Resource Management. We are sure that the report will be the perfect one that you expected. Our project is about identifying job responsibilities of the manager and identifying HRM in building more competitive organization as well as how HR manager works as a strategic partner to manage HRM activities. Sincerely Yours Iftekher Rajib Rupai Mohammad Hasan Rabbani Debashish Dey Md.Muntasir Jashim Md.Imran faruque Rashed ID#1010994030 ID#0930620030 ID#093566030 ID#0930113030 ID#0930873030

Declaration Statement: This report is solely produced by us We did not copy paste from any source This work has not previously been accepted in substance for any degree and

is not being concurrently submitted in candidature for any degree This report is only for academic purpose

This report is the result of our own independent work/investigation, except where otherwise stated. Other sources are acknowledged by footnotes giving explicit references. A reference is appended. And finally, all the information we have mentioned is true to the best of our

knowledge

Sincerely yours

________________ Iftekher Rajib Rupai ID#1010994030

__________________ Mohammad Hasan Rabbani ID#0930620030

__________________ Debashish Dey ID#093566030

_________________ Md.Muntasir Jashim

__________________ Md.Imran faruque Rashed

ID#0930113030 Acknowledgement

ID#0930873030

First, we would like to thank and give our attribute to our honorable course coordinator Muhammad Faisol Chowdhury, who has been very much friendly and approachable to us through the course and has given us a lot of guidance in the preparation of our report work. Then we are grateful to the HR officer of Standard Chartered Bank, Md. Sajjad Hossain for giving us his precious time. We would like to thank our group members who were very much friendly and sincere to complete the project work

Last but not the least, we would like to thank all the named and unnamed authors who shared their valuable articles online and thereby making it easy for us to retrieve this data in the shortest time and lowest cost possible.

Executive Summary:

We are going to make our project on job responsibilities of the HR manager, identifying HRM in building more competitive organization, how HRM manager is working as a strategic partner to manage HRM activities. We will focus on the background, scope, methodology, limitation and recommendation of the report. As per the ongoing trends of the HR practice in the corporate world , they have ensured their capability on the development of their HR side. Their market comparability is relevant to their benchmark . No signs of burnout or rust out . However, we hope that this course as well as this report work experience will help us to build our career in a successful and precise way in this arena.

Table of Contents

INTRODUCTION An overview of the organizations Scope of the report Methodology Limitations of the Report RECOMMENDATION CONCLUSION REFERENCE

Introduction Here we have tried to briefly explain the standard HR practices of Standard Chartered bank in Bangladesh . As in a leading position in the Banking sector of our country , their inner HR practice should be ensured in a well quantitative measure. We have briefly emphasized on the strategic planning , HR allocation with their banking policy, their recruitment policy and motivation factors , their compensation theory , retirement policy etc.

An overview of the organizations

We were given the privilege to conduct our research and prepare this term paper on how HR manager working as a strategic partner in a bank and HR managers job responsibilities. Here is a brief background of the organization we have chosen:

Standard Chartered Bank

Standard Chartered was formed in 1969 through a merger of two banks: The Standard Bank of British South Africa, founded in 1863, and the Chartered Bank of India, Australia and China, founded in 1853. Both companies were keen to capitalize on the huge expansion of trade and to earn the handsome profits to be made from financing the movement of goods between Europe, Asia and Africa. Standard Chartered PLC, listed on the London, Hong Kong and Mumbai stock exchanges, ranks among the top 20 companies in the FTSE-100 by market capitalization. They offer:

 Consumer Banking Wholesale Banking SME Banking Islamic Banking Standard Chartered Private Bank Its income and profits have more than doubled over the last few years. Leading by example to be the right partner for its stakeholders, the Group is committed to building a sustainable business over the long term that is trusted worldwide for upholding high standards of corporate governance, social responsibility, environmental protection and employee diversity. With 125 nationalities represented among over 80,000 employees, nearly half of whom are women, they have an international, diverse workforce. They believe this enables them to better serve their customers and maintain competitive advantage. Standard Chartered has a network of over 1,700 branches and outlets and 5,600 ATMs in more than 70 countries and territories across the globe which making them one of the world's most international banks. Their four year sponsorship of Liverpool Football Club started on 1 July 2010.

In Bangladesh:

No. of branches: 26 oldest and largest foreign bank in Bangladesh First international bank to extend credit lines to Bangladesh and open the first external letter of credit (LC) in Bangladesh in 1972 Leader and pioneer in Consumer Banking

Today, Standard Chartered Bank is the largest international bank in Bangladesh with 26 Branches, 57 ATMs and 7 Financial Kiosks; employing over 1,300 people. The bank is committed globally to uphold high standards of Corporate Social Responsibility. They also encourage development of youth through education scholarships and sports sponsorships. With a presence in Bangladesh that spans over 100 years they believe Standard Chartered is very much a part of the heritage. They believe that Standard Chartered has been a partner in progress for

the nation and its people. At Standard Chartered, they believe we are committed to be here for people, here for progress, here for the long run - Here for good. Scope of the report This report will give a clear idea of job responsibilities and HRM activities of the respected jobs? What activities are part of the job duties and responsibilities? How the manager is working as a strategic partner? What skills and personalities are needed for the respected jobs? and many other factors. As we know services are a growing industry of Bangladesh and many firms are striving to deliver value added services to the customers. In this regard, banks are continuously focusing towards improving their services. Similar is the case with Standard Chartered Bank. This Bank has evolved tremendously during the last couple of years and now has become one of the leading banks in Bangladesh.

Keeping this in view the study has been undertaken to identify the strategies and plans of the Bank and to identify the methods adopted by the Bank to train and motivate their people and work force

Methodology to meet the objectives of this report a two-stage methodology was used. In making the report the primary research methodology that we used was conducting a personal interview of Md. Sajjad Hossain who is an officer of the HR department of the Standard Chartered Bank. We also prepared a questionnaire, furnished it to a Sub-Manager of Bank Asia, and incorporated some of the information he provided in our report. In addition to that, we used the BRAC Bank annual report 2010 to gather specific information regarding a Finance Managers job at BRAC Bank.

Finally we gathered information from books and the internet to enhance our reports contents further. The report is based on the study of the existing materials as the secondary source of information. A gender specific PRA study was carried out in one project site to find the impact of the project on men and women. Formal discussions with the project staff, informal observations, semi-structured interviews with project beneficiaries, participatory discussions with the non-beneficiary neighbors village key informants and sharing the life style of the rural people were adopted by the consultant to collect information from all possible sectors.

Limitations of the Report The formulation of the report is based on several techniques as mentioned above, all of which have several limitations. Though the incumbents remain very busy all the time performing their jobs they helped a lot to manage and collect the data & information. However we could not overcome the limitations that are mentioned below: Busy working environment: The officials had some times been unable to provide information because of their huge routine work. That is why we do not gather vast knowledge about the critical issues. Secrecy of Management: There some information which are confidential for collecting the data (such as salary structure). So, some data could not been collected for confidentiality or secrecy of management.
Verification: One important step of conducting job analysis is to verify with other

incumbents in the organization holding similar jobs. However due to lack of contacts, busy schedules of the incumbents and several other reasons we could only gather information form the three individuals, but could not verify it.

 Reporting relationship: We were unable to find any organization chart or process chart

from the websites of Square Hospital and North South University, thus we prepared it based on our intuitions as well as from the information we gathered from the incumbents.

Since the report is based exclusively on gender analysis its scope has been confined to the stated objectives. The consultant could not cover a broader field area due to the monsoon period and also due to the time limit. Nevertheless, sufficient efforts have been put forward by her to present an analysis of the relationship of the project to men and women in its different dimensions. The shortcomings may be commented or suggested by the readers of the report.

Standard Chartered Banks goals and objectives:

Goals and Objectives Unlike your vision, which is essentially timeless, these should be written, out and revised annually or when you decide to make significant changes in the route, your business is taking. Writing effective goals and objectives is a bit tricky. They need to be more specific than mission statements but not include the specific tasks that will actually be carried out. Yet, they also need to be concrete rather than vague. You will need to know when you have achieved them. For example, improve customer relations is too vague. How will you know when they are better? How much improvement are you aiming for a little or a lot? What type of improvement is needed faster service or fewer complaints? The London-headquartered Group has operated for over 150 years in some of the world's most dynamic markets, leading the way in Asia, Africa and the Middle East. Its income and profits have more than doubled over the last few years primarily as a result of organic growth, supplemented by acquisitions.

STRATEGY: Strategy is plan of action designed to achieve a goal. The organized way to engage all the possible links to achieve a goal more effectively. Strategy refers to a plan of action designed to achieve a particular goal. In military usage, strategy is distinct from tactics, which are concerned with the conduct of an engagement, while strategy is concerned with how different engagements are linked. How a battle is fought is a matter of tactics: the terms and conditions that it is fought on and whether it should be fought at all is a matter of strategy, which is part of the four levels of warfare: political goals or grand strategy, strategy, operations, and tactics. Building on the work of many thinkers on the subject, one can define strategy as "a comprehensive way to try to pursue political ends, including the threat or actual use of force, in a dialectic of wills there have to be at least two sides to a conflict. These sides interact, and thus a Strategy will rarely be successful if it shows no adaptability." Strategy has been extended beyond its traditional fields, military and grand strategy, to business, economics, game theory and other fields

Importance of strategy: Human Resource strategy focuses on the performance of the organization. By taking a holistic view of the whole, human resource strategy gives sight to systemic issues impeding the accomplishment of organizational goals. Through the successful implementation of key methods that improve the company's financial position will an HR activity attain the designation of strategic?

Strategic Partner: A strategic partnership is a formal alliance between two commercial enterprises, usually formalized by one or more business contracts but falls short of forming a legal partnership or, agency, or corporate affiliate relationship. Party with which a long-term agreement is reached for sharing of physical and/or intellectual resources in achievement of defined common objective.

Strategic partnerships raise questions concerning co-inventor ship and other intellectual property ownership, technology transfer, exclusivity, competition, hiring away of employees, rights to business opportunities created in the course of the partnership, splitting of profits and expenses, duration and termination of the relationship, and many other business issues. The relationships are often complex as a result, and can be subject to extensive negotiation

HR Manager as a Strategic Partner Those days are gone when the primary role of HR manager is to hire and fire. Now-a-days they are working as a strategic partner to manage HRM activities. In this role HR manager is a member of the senior management team and is directly involved in the major business decisions of the organization, including the formation of strategy, the design of the organization and the implementation of the business model. HR is gaining momentum as being one of the best way yet in making human resources as the most important asset in an organization. Being a strategic partner is understood as a long-term relationship to achieve defined objectives common to all activities

Given the banks strategic goal and objective how HRM manager works as a strategic partner: Initiates and facilitates the strategic process of the banks mission-vision and values. HRM managers implement the strategy of the top level executive. Example: Suppose the bank wants to reduce their cost. In that case its human resource planners who analyzed the cost savings of a strategy. Continuously acquires a comprehensive and up-to-date understanding of the business and its dynamics and environment.

 Exercises foresight, courage, and competence for long term change in a Bank. Translates business strategies into priorities and programs for human resources (employees), Communicates business plan impact on human resources practices (HRM), and gets others to support the plan and activities; Leads the marketing and communication of human resource (HRM) philosophy, principles, and associated platforms with business partners Provides ongoing feedback and consultation with the business partner and the rest of the human resources community to keep human resources on track with effective programs and services

It is one thing to say that HR should be a strategic partner; it is quite another to define what that looks like and what it takes to make it happen.

Job Responsibilities The HR department is solely responsible for outplacement, labor law compliance record keeping, testing, unemployment compensation, and some aspects of benefits administration. Many different roles and responsibilities can be performed by the HR Manager depending on the size of the company, the characteristics of the workforce, the industry and the value system of company management. The HR manager may take full responsibility for human resource activities in some companies

Job responsibilities of the HR manager

Competitive Organization

Specifically, it is your company's unique skills and resources working to implement strategies that competitors cannot implement as effectively. Understanding your competitive advantage is critical. Being competitive means being able to compete head on with any changes in the market. It is having a human resource that are willing to learn new ways of doing business and being able to use them.

HRM in building more competitive organization

HRM in building competitive organization HRM managers can create real value within their respective organizations. Moreover they focus on developing the competencies and positive values of their employees. In a very competitive market today, a business that have not learned to adapt to changes and has no competitive advantage will be easily overrun by its competitions. HRM is the core of business performance. When organizations are able to harness effectively the talent, energy, and motivation of their employees, they will have an ideal competitive business edge. HRM in building competitive organization HRM managers in businesses have to take on the mandate of building a competitive HR in their respective organizations. Business survival is not only dependent on how good your product and services are, how excellent is your customer service, and how efficient your business processes are but on how competitive your employees who carry out these performances. New technology, business strategies, complicated processes, and management systems are inutile without a competent human resource behind them.

 The competencies of these people, when sharpened and harnessed to their full potential, will greatly enhance the overall value and competitiveness of the organization. Thus, there lies the real value contribution of the HRM professional building the framework and environment for continuous competency development.

Conclusion As per the obtained data it is easily to be indicated that like other organizations , SCB has ensured well HR practice in its internal environment. Despite other soluble inner HR related problems the organizational inner work environment is well balanced . Our brief explanation of their compensation theory, retirement policy etc. is indicating positive secured position in this extent. It is the duty of every organization to ensure well HR practice and allocate human resources to bring out the best outcome .

Reference:

http://www.standardchartered.com http://www.strategic-human-resource.com/hr-as-strategic-partner.html http://www.hrmbusiness.com/2008/06/hrm-professional-as-strategic-partner.html