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ISSN: 2079-567X
Banglavision

Vol. 14 • No. 1 • June 2014

Human Resource Management (HRM) Practices of the Banking Sector in
Bangladesh: A Comparative Study
Masud Rana∗
Md. Nahin Hossain∗∗
Abstract
This study investigates an analysis of human resources management practice and recommendations in the banking sector in Bangladesh. The research seeks to examine the human resources management practice in the banking sector. It evaluates and compares existing human resources management activities of employee recruitment and selection, job analysis methods, performance evaluation, audit, promotion scheme, training and development programs of five selective commercial banks. In this paper employees opinion on nine indicators is used to measure their levels of job satisfaction. The findings addressed meaningful situations which is imperative for employees and organizational growth and development. Thus the recommendation will support proper implication of human resources management system in the banking sector of Bangladesh.
Keywords: HRM, commercial bank, job analysis, job satisfaction.
1. Introduction:
Human Resources (HR) are considered the most important assets of an organization, but very few organizations are able to fully harness its potential (Ahmed & Schroeder, 2002). Human resources system is a set of distinct but interrelated activities, functions and process that are directed at attracting, developing and maintaining or disposing firms’ human resources (lado
& Wilson 1994). Banks, like any other firm, need to transform inputs into outputs at an efficient rate in order to maximize profitability and to survive under competitive conditions.
Therefore, if a bank is using more resource in the process than is technically required, it will be operating below the “frontier” of efficiency. Chief among the resources is used to produce
∗
∗∗

Lecturer, Department of Human Resource Management, Jatiya Kabi Kazi Nazrul Islam University,
Trishal, Mymensingh, Bangladesh.

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