NORTH SOUTH UNIVERSITY

Report on HR Management of Union Bank Limited

Submitted To
Noor-e-Hasnin (NEH)
Lecturer
Department of Management
North South University

Submitted By
Abu Md.Ahnaf Akif – 1410195030
Tanzila Rahman - 1410777030
Anisur Rahman - 1511429030

Executive summary
 HR Management of UBL

Over the last decade Human resource has been a part and parcel of an organization. It has been
putting effort to make the organization more productive as well as the employees. HR strategic
plan helps a firm to accomplish the goals of the organization as well as maintain the core vision
of the company. Creation of a strategic plan to enhance the efficiency and effectiveness of our
HR systems as part of improving the Nation’s overall ability to recruit, develop, and retain the
best workforce in the country. In this report we will be discussing about the Human Resource
system of the Union Bank Limited and also focusing on recruitment and selection process,
Training and development also the benefits are offered by the company. As a new organization
in the following explanation all the relevant information will be discussed and so far we have
seen they are following the HR system very well.
 HR Management of UBL

Table of Contents

INTRODUCTION...........................................................................................................................2
METHODOLOGY..........................................................................................................................3
COMPANY BACKGROUND........................................................................................................4
IMPLICATION OF STRATEGIC HUMAN RESOURCE MANAGEMENT..............................5
HR ACTIVITIES.............................................................................................................................6
RECRUITMENT PROCESS.......................................................................................................6
SELECTION PROCESS..............................................................................................................7
TRAINING PROCESS................................................................................................................8
BENEFIT.....................................................................................................................................9
CULTURE OF INTERPERSONAL RELATIONSHIP................................................................10
RECOMMENDATION.................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

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 HR Management of UBL

INTRODUCTION

Banks are the economic foundation of a nation. Specially, as a developing country in Bangladesh
banks are playing a significant role in our overall business activities and economic growth.
Banking sector offers wide range of business activities by providing investment, loans, Deposit,
stocks and so on. However, Union Bank Limited exercises great banking service which serves
great financial influence toward the nation. UBL provide wide range of banking system to meet
customer financial and business need with SARIAH based. Over the years in its inception this
bank has built a strong foundation for financial banking role and playing pivotal role in
ISLAMIC banking with over of 4000 core assets (according to 2014 annual report). The bank
has maintained strong customer relationship with a well-structured human resource management
group. It has effective managerial department as well as strong efficient human resource
including the performance, well experienced, structured, organized and other suitable leadership
qualities.

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 HR Management of UBL

METHODOLOGY

For primary data, we had conduct a meeting with, Md. Shahadat Hossain, who is asst. officer in
international division of Union Bank limited, Gulshan branch. We got necessary information
about human resource management practices in UBL from him. He gave us information about
bank’s SHRM, recruitment, selection process, training benefits and other HRM related functions.

For secondary resources, we have done some online resource regarding UBL website, journals,
articles, blogs, economic forum etc. to gather adequate information about HRM practices in
UBL. We also have taken help from our text book on Human Resource Management.

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 HR Management of UBL

COMPANY BACKGROUND

Union Bank Limited was established by a few dynamic people from industrial and commercial
sectors of the country. The bank started its journey as a commercial bank in 2013. Its main goal
is to meet huge demand of Islamic Banking across the country.

This high population country's economy is creating demand to establish a quality service
oriented banking services to the doors of the people. Unlocking the potentials of missing middle
of the country who are beyond the coverage of corporate banking service. These are all the
primary goals of UBL.

It focuses on rural & micro economic developments which bring the unbanked rural people
under the umbrella of banking service. It has a total 54 branches with the motto “Local bank
global opportunity.”

VISION

To become socially committed world class financial institution.

MISSION

 Emancipate poor people frombpoverty by empowering them with smooth banking

service.
 Be the leading provider of Islamic Shariah compliant banking services in Bangladesh.
 Provide fast, accurate and satisfactory customer service by maintaining corporate &
business ethics and transparency at all levels.
 Ensure technology based professional banking environment with strong capital base.
 Thrust on investment facilitating banking product.

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 HR Management of UBL

IMPLICATION OF STRATEGIC HUMAN RESOURCE

MANAGEMENT

One of the duties of HRM is to provide advises and assistance to other departments. HRM is not
only crucial to an organization’s success, but it should be part of the overall company’s strategic
plan, because so many businesses today depend on people to earn profits. In UBL their HRM
strategize their goals with the overall firm’s goal:

 Based on the strategic plan, HRM then performs the hiring process to recruit and select
the right people for the right jobs.
 HR managers meet with various people in departments and find out what skills the best
employees have. Then the HR managers make sure the people recruited and interviewed
have similar qualities.
 Safety, security, scheduling, vacation times, and flextime schedules are developed by the
HR department. Of course, the HR managers work closely with supervisors in UBL to
develop these policies.
 Determination of training needs and development and implementation of training
programs are important tasks. HRM training programs are integrated with firm’s goals
and values.
 Keeping up to date on new regulations relating to employment, health care, and other
issues is generally a responsibility that falls on the HRM department which helps UBL
formulating their plan.

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 HR Management of UBL

HR ACTIVITIES

Some HR activities followed by UBL like recruitment, selection process, training &
development and benefits are discussed below:

RECRUITMENT PROCESS

To achieve organizational goals UBL needs to put the right people in right position. Recruitment
process starts from the personnel planning which assess the needs of the organization and allows
to find out what position to fill out and how to fill with a systematic way.

Forecasting the supply of candidate:

From which source they going to hire it depends on the position they need to fill out. If it is
senior position post, then they more likely focus on internal source. External source is preferred
for entry level. As it’s a very new one in the industry most of their recruitments come from
external source.

Sources of outside candidates:

Union Bank posts its recruitment news in different sources. By doing this they create an
applicant pool and screen out the potential candidates for the selection process. The outside
sources they usually used are-

1. Online Application: Online is a popular medium for letting the applicants know about a
job. UBL uses their website for the recruitment process. They post the recruitment news
on their website with other websites like Bd Jobs.com, Everjobs.com. Through these
websites a candidate may also know about the recruitment of UBL.

2. Advertising on Newspapers: UBL use this medium for letting the applicants know about
their recruitments. They give the advertisement about recruitment on different
newspapers. Through this a candidate may know the requirements and apply for the job.

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 HR Management of UBL

3. Referrals and Walk-ins: As UBL is a very new bank, there is a large number of
candidates needed there. So referrals is very common here. For the position of senior or
executive posts walk-in is always welcome.
4. People of Potia: As the founding member’s birthplace is in Patia, Chittagong, anyone
from that place can get job here. But they also just don’t deliberately appoint unfit people
from there, rather accordance with their skills.

SELECTION PROCESS

The Human Resource department of UBL took the selection process very seriously. They select
skilled representative form their Human Resource department to check the validity of each and
every step of the tests. For entry level jobs at any department firm tends to follow the flowchart-

 Advertisement.
 Submission and collection of CVs at HRD, Head Office
 Calling the selected applicants for the written test
 Holding Written Test.
 Result of written test.
 Selection of eligible candidates for the interview (Voce)
 Conducting Interview.
 Investigation of applicant details
 Preparation of desirable candidates’ list
 Final approval by the competent authority
 Appointment & Placement.

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 HR Management of UBL

After receiving CV of candidates from different sources they check if all the preliminary
criterions are met. Then the eligible candidates are called for written exams.

After written exam the H.R department calls selected applicants to conduct a face to face
interview with them. The H.R department follows panel interview with unstructured interview to
evaluate applicants working ability, adaptability, intelligence and interest.

Employees from other Bank/ organization against whom there are pending charges or who are
dismissed, discharged, terminated and retired shall not be employed. After completing all the
steps the best candidates are selected.

Accordingly, as per requirement of the Bank, experienced Executives/ Officers may be appointed
from time to time. An Interview Committee ensure qualifications & experience against each
posts. Exceptions may be made in case of extra ordinarily capable candidates.

TRAINING PROCESS

The main objective behind providing training is to upgrade & update the officers on the recent
changes in the area if any, & to make them more capable & competent to deliver proficient
services so that the bank can attain escalating growth.

The training process consisted of four steps and they are:

Need Analysis: UBL provides need based training to their employees. In the training process
first of all, the company tries to find out which employee needs what type of training.

Design: To design the training program UBL focus on two basic elements. They are-

 Target Selection: Most of the time UBL trains their employees if they set up any new
target or if there is any change occurs in the banking industry.
 Training Budget: This year UBL preserved 12,500,000 BDT for the training and
developing the employees.

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 HR Management of UBL

Implementation: There is a board of trainers for training up employees consisting of Principal,

Vice-Principal and a team of trainers from VPs and guest lecturers. UBL provides-

1. A comprehensive training program of 15 days for the new employees. In this training
program an employee can come to know about the organization, how to serve their
customers more efficiently, code of conduct, good communication skill etc.
2. Training to the current employees working in many branches if branch manager thinks
they have lack of any working skills. They have training center at their head office in
Behala Tower at 7th floor.
3. Training program on Anti-Money Laundering, Foreign Affairs, SWIFT for the managers
and senior officers.
4. Training by rotating the employee from one department to another department.
5. Training to the employees by sending them in many training institutions like BIBM,
BBTA. Besides employees are sent to different external institutes for training in
Bangladesh or abroad.

Evaluation: After the training program is done, employees are evaluated by spot tests,
presentations, assignments and writing test. The employees are sent letter of appreciation if their
performance level has improved.

BENEFIT

Union Bank Limited gives benefits of different kinds to their representatives keeping in mind the
end goal to propel them and get the best work out of them. It is also a sign of appreciation of
their hard works and to increase the firm’s value in job market. The benefits are given below:

1. Vacations & holidays: Each employees can have 15 days of holidays in a calendar year.
The number can’t exceed 4 days in a row. If any employee breaks any of the rules, the
extra time period will be counted as unpaid leave.
2. Parental leave: Only female employees get this leave of 6 months in total, which is fully
paid. They can return back to their position after that period.

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3. Profit sharing: UBL shares its profit with all its employees at the end of the year which is
proportionate to their base salary. It’s like a yearly bonus, not add up to base salary.
4. Holiday bonuses: UBL gives bonuses on 2 EID festivals and according to Government
decision in 2015, also gives “Pahela Baisakh” bonus.
5. Deposit bonuses: For officers, UBL offers an attractive reward. If they can meet double
their deposit target, they can get double the base salary for that month.
6. Health benefit: For each of the employees, UBL offers three times the base salary if any
employee or his immediate family members become sick.
7. Provident fund: UBL’s provident fund structure is not that strong. It offers each
employees, regardless of the positions, to save 10 tk. From each month’s salary. At the
time of leaving or retirement, they can get double the amount of what they saved in the
fund. There is no time cap either.

CULTURE OF INTERPERSONAL RELATIONSHIP

UBL promote inter personal skills among all its employees. They emphasize it on both the
seniors and juniors. It falls under the superior’s duties to guide the employees and take the best
out of them with their skills. For most of the cases the employees are given individual task
according to the firm’s goal. But in case of a big projects or adjusting new regulations, team
work is preferred. In that case inter department and inter branches co-operations is seen. Even
the field or junior level employees have to maintain standard behavior so customers will find
them friendly. UBL holds an overall motto of providing a SARIAH banking. Although it is not
targeting all, it still upholds the importance of interpersonal skills.

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 HR Management of UBL

RECOMMENDATION

 UBL should increase their newly recruits employee’s training period. Now it is 15 days.
But they should increase it to minimum 1 or 2 months.

 UBL should introduce more on-the-job training. Computer & internet connection is not
used that much but it can be a very useful source of knowledge for employees to update
their skill.

 They don’t have strong benefit policy like other established banks. Specially, in case of
long term benefits and retirement package. They should focus more in this case.

 Union Bank should practice a participant managerial process because in this all the
workers get the chance for participating in problem recognition and problem solving.

 UBL doesn’t hold many attractive benefits and insurance policies like other banks. They
should be more careful in these case to increase their applicant’s pool and popularity.

 They can cut cost by campus recruitment as their selection process for entry level
employees.

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 HR Management of UBL

CONCLUSION

Throughout the report, we tried to compile all the necessary sectors of a Human Resource
department of an organization. Union Bank Limited maintains very high standard in terms of
managing their employees. The managers of Human Resource department of this bank has been
doing e very good job of recruiting, selecting, training employees, then making them feel
comfortable in the office, where the employees can work comfortably and give it their best
performance in spite of their lacking. It is very clear from how important it is for an organization
to maintain a highly skilled HR group.

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REFERENCES

Anon., 2013. unionbank.com.bd. [Online]

Available at: https://unionbank.com.bd/career/index.php
[Accessed 18 November 2016].

Anon., n.d. hrcouncil.ca. [Online]

Available at: http://hrcouncil.ca/hr-toolkit/planning-strategic.cfm
[Accessed 18 November 2016].

Dessler, G., 2013. Human Resource Management. 13th ed. Essex,England: Pearson Education Limited.

Schmitz, A., n.d. 2012books.lardbucket.org. [Online]

Available at: http://2012books.lardbucket.org/books/beginning-management-of-human-resources/s06-
developing-and-implementing-st.html
[Accessed 18 November 2016].

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