INTRODUCTION:

HRD of EXIM bank deals with issues related to compensation, performance management,
organization development, safety, wellness, benefits, employee motivation, training and others.
HRD plays a strategic role in managing people and the workplace, culture and environment.
HRD recruits the self-motivated, confident and hardworking manpower to meet the bank’s
mission and vision. Like previous years, in 2018 new employees were recruited and placed in
various divisions and branches with a view to making a better performance than ever. HRD is
always aware of skillful employees’ recruitment who can perform effectively in order to boost up
the banking relationship.

HR ACTIVITIES OF EXIM BANK LIMITED:

1.Recruitment:

In Exim bank, whenever a position is created or become vacant, it first tries to fill up
the position internally. If there is no suitable internal candidate, the HRD goes for
external recruitment. The external recruitment is conducted for two level of Job.

i. Entry Level and

ii. Experienced Bankers.

Prior to identifying and attracting applicants to vacant jobs, EXIM Bank gives attention to
organizational and administrative issues that facilitates the effective matching of applicants with
vacant jobs.

2.Selection:

The selection process of EXIM Bank is not different from what is practiced in more
organizations. It starts with initial screening of CVs, goes on to written tests. The test is a
standardized test designed by IBA to test analytical skills, problem-solving, critical thinking,
communication skills of the candidates. A score is decided based upon applicant’s performances
on which the candidates are called for an interview with a selected panel of the board of directors
and HR. From this, the final candidates are selected and their reference and background are
checked for authentication. The employees also have to undergo a medical examination to ensure
they are physically fit for the job. The decision is reviewed and the final offer is made. This
communicates salary, time of joining, conditions to the candidates of interest. Once the candidate

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has accepted the job offer a contract is signed to seal the agreement between company and
employee.

3. Compensation and Benefits:

Direct Financial Compensation:

Basic Pay/Salary: In EXIM bank the basic pay of all job roles offered are attractive and being a
renowned third generation banking institution their remuneration package is on par with
organizations in the same sector. The basic covers the basic salary, house rent, and medical
allowance.

Annual Incremental Policy: They also offer incremental pay which is based on the merit or due
to inflation. As per service rule, an annual increment is given to a confirmed and regular
employee provided she/he does not have any adverse report during the previous year.

Bonus: This is awarded as a festival bonus in case EID.

Incentives: EXIM Bank also participates in offering incentives to eligible employees as per
company policy to keep them motivated.

Indirect Financial Compensation:

Provident fund: Each member contributes to the provident fund a sum equal to 10% of the basic
salary payable to him / her per month and such percentage is deducted by the bank from the
salary of an employee at the time of payment thereof.

Gratuity: All regular employees who have banking experience of at least 7 Years are entitled to
gratuity. It is paid at the rate of two month’s basic salary for each completed year of service in
the organization.

Employees Social Security Superannuation Fund: It provides insurance to the employee on

his/her family in case of death. All employees who have made at least a one-month contribution
to the fund is eligible.

Death Benefit: This is provided to the bereaved family of the deceased employee and is paid to
the nominees of the employee such as to the spouse or children and in absence of the previous
members to the father or mother.

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Disability Benefit: Financial benefit is given to employees in case of their physical disability
during service because of an accident or otherwise making them incapable of continuing their
service will be considered.

Medical Benefit: In case of serious illness when the question of hospitalization arises, the
employee shall get reimbursement of medical expenses. He or she has to produce relevant
medical reports from specialist doctors to avail the benefit.
Retirement Benefits: Financial benefit is given to employees who will retire after the normal
service period. Employees who retire after completion of 25yrs of banking service or before
completion of normal service period may also get 50% of this benefit.

Resignation Benefit: Employees who resign after 5 years of service will be given the double
amount of their contribution.

Assistance for Burial: Financial assistance given for burial purposes of the employee or direct
family.

Scholarship to Children: Scholarship is awarded to meritorious children of employees to help

them study up to graduation level.

Loans:

EXIM Bank also offers loans in the following expenses of an employee:

i. Pay expenses of illness of employee or employee’s family

ii. Pay travel expense for overseas travel of employee or employee’s family
iii. Pay expenses of social events of the employee such as marriage, funeral or other religious
purposes.
iv. To meet expense on house construction or repair of building or buying site.
v. To pay the premium on insurance policies on the life of employee or employee’s family
vi. To perform Hajj/Umrah by the employee or employee’s family.

Indirect Non-financial compensation:

Professional Development: EXIM Bank puts a lot of focus on Professional Development of

their employees through on- the- job training, off- the- job training. Training is job specific and
timeframes can differ from one day to a few weeks.

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Career Opportunities: As can be seen from the hierarchy of the organization, every employee
starting at EXIM Bank has the scope to further their career through working positively towards
achieving organization goal and mission. At the entry level positions Management Trainee and
Trainee Officer both the position requires a certain period of training which enables the
organization to better understand the employee- what he or she is good at and place them
accordingly. This helps not only the organization but also the individual to recognize his/her
potential and progress thereof.

Culture: The work environment of EXIM Bank is very congenial so employees are mostly
satisfied. The organization links performance to reward which helps in keeping the employees
motivated. Their vision, “Together Towards Tomorrow” not only applies to the customers but
towards the employees too which makes them feel belonged to the organization and valued.

4.TRAINING AND DEVELOPMENT:

EXIM bank HRD offers training activities for its employees. The employees of EXIM bank are
trained through on the job training, off the job training, job rotation, orientations, E-learning
audio-visual methods, computer-aided learning etc. The training programs of EXIM bank are
designed in such a way that it can provide at least the following objectives:

● To gain in-depth knowledge of the process and procedures of the bank.

● To help the employees consistently remain up to date with rapid changes in the regulatory
as well as the technological environment.
● To protect the bank from the risks of non-compliance

HR STRATEGIES RELATED TO MENTIONED HR ACTIVITIES OF

EXIM BANK:

1.Recruitment strategies:

● EXIM BANK usually recruits from within the organizations, but when the need arises,
the bank also hires from outside for vacancies at all levels.

● In EXIM bank external recruitment constitutes about only 20% and is carried out for
entry-level job position for Management Trainee Officer and Trainee Officer positions.
The rest is via internal recruitment.

● EXIM BANK always emphasizes on hiring for a long period of time. The bank tries to
attract and select those candidates who will move through the organizational hierarchy to
the senior level positions in the future.

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In EXIM Bank recruitment strategies, they mainly practice two types of recruitment policies:

● Yearly recruitment: this is done each year, according to the HR plan.

● Need-based recruitments: this is done when there is a sudden vacancy

2. Selection strategies:

In their Selection strategies, they follow a series of process in order to hire the best employee for
their organization. Selection strategies are mainly helping them

● To evaluate the candidate and also

● Evaluate how the candidate will fit into the organization.

Selection strategies include:

Initial Screening: After a vacancy is announced and CV’s are already collected from different
sources, the bank starts the initial screening process. They sort the applications that have the
actual qualifications (Degree, age, experience) for the post through the online system. Then
these candidates are called for the written test.

Written Employment Test: In EXIM Bank, the written test is applicable for assessment of all
entry-level positions. The written test is taken mostly to check the candidate’s knowledge on the
subject matter for which he is to be taken and also to check his written communication skill.

The HRD prepares the question papers, takes the written test, screens out the answer sheets and
sends the number-sheet to the management. The management then decides how candidates to call
for the interview.

Work Sample Test: Work sample tests require the applicant to perform tasks that are actually a
part of the work required on the job. The tests are carefully conducted by the IT Division to
include the major job functions.

Interview: Comprehensive interview is usually conducted by a panel comprising of the

Managing Director, Additional Managing Director, Deputy Managing Director and The Head of
Human Resources Division. The interviews are always unstructured and each interviewer grades
the candidate based on motivational level, communication skill, confidence, how he/she handles
difficulties etc. After the interview, the total marks of the written test and the interview are added.

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The candidates who pass the written test, the interview and the work sample test are considered
for final appointment.

And for lateral entry of the experienced bankers, the interview is conducted in two phases. In the
first phase, the interview board consists of the Head of Human Resource Division and the Head
of Business Division. The final selection is made by the Managing Director.

Background Investigation: Background investigation was mostly done for experienced

candidates. Its include taking to colleagues the referee’s former employer, to make sure whether
the information given by the candidate is true. This check is done to know more about the
candidate’s interpersonal skills, performance, the position he/she was in and so no. The last step
includes the physical examination part to make sure the candidate can cope with the kind of
pressure that he/she may have to undertake.

Salary Negotiation: For the entry-level positions, the salary is fixed. For other lateral entries,
the Head of HRD negotiates the salary with the suitable candidate whenever necessary.

Pre-Joining Documentation: The following documents are obtained from the candidate prior to
his joining. Officers of Human Resource Division are responsible for the following documents:

● Five Years Bond on part of the MPO.

● Medical Report from the Designated Hospital.
● Verification of all certificates.
● Copy of Last Education and Professional certificates.
● Filled up setup papers (Service Recodes, Declaration of Fidelity, Employee Profile)
● Six Copies of passport size Photograph

Provision period: Those employees who do not have a previous banking experience have to
serve a probation period for at least one year before getting confirmation as a full time employee.
Those who have experience and not necessarily need to be trained; he/she does not go through
the probation period. Sometimes the selected employees have to submit a bond that he/she will
not leave the organization before certain years of service.

3. Strategies for Compensation and Benefits:

In terms of Compensation and Benefits, the strategies they follow are:

Budget Allocation: Which will determine how much of the total compensation budget will be
spent on salary and what percentage will be spent on benefits and other incentives.Through this
they labor, health care and other miscellaneous benefit costs.

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Benefit Package:EXIM Bank use benefit packages, in addition to salary, to attract and retain
employees. Their goal is to be competitive with health, retirement, tuition refund and other
benefits because they understand that it can be the determining factor for a job candidate who is
deciding whether to accept a position with an organization, or an employee who is considering
leaving.

Performance Management System: They have a structured performance management process

to ensure employees are meeting corporate objectives and are assessed on a regular basis. This
process include development of annual goals, annual performance appraisals and a structured
process for coaching and mentoring employees.

4. Training and Development strategies:

In EXIM Bank the strategies they follow in terms of Training and Development:

● Create a training action plan to make sure that the bank has the necessary systems in place, so
that they can access resources, other sources considered to be appropriate or design training
and position it in time for use.
● They provide the training by using appropriate methods which is determined by value and
cost effectiveness.
● HRD monitor the training value as well as employee need and satisfaction,
● Ensure that the employees become fully competent as quickly and economically possible.
● Improve an individual, team and corporate performance in terms of output, quality, speed and
overall productivity.
● Enhance low staff turnover and minimize learning cost.
● Evaluate the training by assessment and
● Revise training and/or training plan if needed, with a plan for making immediate changes to
the training itself.

CONCLUSION:
Thus EXIM Bank HRD is always concerned about its employees’ efficiency and perfection to
achieve mission and vision of bank. Also, they are trying to recruit fresh graduates and motivate
them by providing training so that they can develop their knowledge regarding different job
position of the bank. They also provide compensation and benefits so that employees of EXIM
bank such as basic salary, house rent allowance, cab facilities, bonus, medical allowance,
education facilities etc. Those strategies of HRD help to maintain the satisfaction of employees.

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Appendix

Image:

With Mohammad Kamruzzaman the SAVP (Senior Assistant Vice-President) and Operation
Manager of EXIM Bank. This picture was taken while we are visiting the EXIM Bank Office.