Documente Academic
Documente Profesional
Documente Cultură
ID#55
HR Metrics: EBL
HR Metrics
Absence rate
Cost per hire
Measurements
EBLs absenteeism problems.
EBLs overall costs to hire a new employee.
HR expense factor
Time to fill Turnover rate
ID#46
Position Description
Position Title: HR Manager Reports to: Directors
Job summary:
a) b) c) d)
Position Requirements: Candidates must be Masters/ BBA from a well reputed University having GPA 3.25 out of 5.00 or CGPA 3.00 out of 4.00.
Working Conditions
HR manager usually works in a pleasant office setting. He/she spends a great deal of time in paper work, talking on the phone, and in meetings.
ID#47
Job specification is written by the Branch Manger and is handed over to the head office of HRM department.
Minimum Qualification
Education: A graduate in the commerce or business subjects can be a simple or honors. Experience: fresh graduates and experienced staff are both eligible for the post. Knowledge: The use of computers, English usage, and punctuation; arithmetic, Economics & Accounting. Ability To: Lead the work of staffs ,interpersonal communications, and salesmanship and Communication abilities. Effort factors: Strong effective communicator, teamwork skills, Commitment to continuous learning, expert in employment law and relations. Leadership Competencies: Personal Leadership, Team Player, Strategic Thinker, Integrity and Business Acumen.
ID#49
Effectiveness of Recruitment:EBL
Candidate Source Internal Skill inventory Transfer External Advertise ment
University
Referrals
Employee Agencies
Internet
Promotion
ID#53
Structured interview
Comprehensive Interviews
To obtain in-depth information about a candidate. Comprehensive interview has three parts: Interview effectiveness: a difficult environment in which the applicant is put to the test to asses his/her confidence levels. Impression management: It influences the candidates performance evaluations by portraying an image. Behavioral interview: To observe the candidates not only for what they say but how they behave under stress and other situations. Job-related interview: A series of job-related questions that focus on relevant past job-related behaviors. Panel Interview: The Bank uses panel interview in case of the recruitment of Fresh graduates and entry level.
ID# 54
Initial Screening
ID#57
There are two broad types of training available to EBL: On-the-job training is delivered to employees while they perform their regular jobs.
Off-the-job techniques include lectures, special study, films, television conferences or discussions, case studies, role playing, simulation, programmed instruction , Internships and assistantships and laboratory training. Most of these techniques can be used by EBL although, some may be too costly.
Here is chart of number of total employee and number of employee attends in training in Bank EBL in previous years:
Year Total training program Total employees 2008 79 655 2009 86 764 2010 165 1705
Total Cost(BDT)
Per employee cost(BDT)
3,336,574
9326
5,443,774
7125
7,713,790
4521
ID#76
Vision:
We have a key role to play in stimulating economic and social development through the services we provide and by being a force for good. The success of our business depends on this. Mission Statement: To create exceptional value for our clients, investors and staff; through market leadership. Be the Employer of choice by offering an environment where people excel and leaders are created.
ID#78
690
28 2007
34 2008
39
2009
49 2010
Year
ID#78
159,445 110,321
65,656
21,474 34,324 35,125
2007
2008
Year
2009
2010
ID#77
1. Most of my employees are lazy
ID#77
merits, workability & performance. Official Transportation system should be introduced. Compensation rewards and recognition should be linked to performance measurements. Feedback on the evaluation should be provided to the employees so that they can improve their performance. Lastly, performance measurement systems should not be seen as an end, but a beginning.
Thank To All