Best-Practice Human Resource Management in the Banking Sector
1. A STUDY OF EFFECTIVE HRM PRACTICES IN BANKS FOR BETTER ADMINISTRATION. 2. A comparative Study on Human Resource Management in the Banking Sector
Title : Best-Practice Human Development Management in the Banking Sector. Three case studies of different types of banking institutions in the Lao PDR:
(1) a village-level savings & credit co-operative in Vientiane Capital that received facilitation support from FIAM/LWU;
(2) EMI Ltd, the first registered deposit-taking MFI;
(3) ACLEDA Lao Bank.
Name : ……………………………………………………………
Student ID : ……………………………………………………………
Date : ……………………………………………………………
Term : …………………………………………………
PROPOSAL OF THESIS
1. Name : ……………………………………… Surname : …………………
2. Degree : ……………………………………… Major : ……………………
3. IS’s Subject : ………………………………………………………………
4. Principle : ……………………………
5. Objective : To demonstrate the importance of HRM as critical management success factor in the banking sector
5.1 A ´best-practice´ HRM system only functions, if it is transparent and clearly understandable for all staff.
5.2 HRM is very important for industries, such as the banking industry, where a skilled labour force is required and constitutes the main assets of a bank.
5.3 The complexity of the HRM system depends on the complexity of the banking institution.
6. Expected Outcome :
6.1 A ´best-practice´ HRM system ensures that: * the most capable staff with the right profile is recruited for any position. * All staff are motivated by adequate financial and non-financial performance incentives to carry out their functions in a most optimal manner. * All staff are offered adequate career development opportunities to retain and develop good and loyal talents.
6.2 The importance of the skilled labour force is indicated by a high salary cost share (above 65%) out of total operating costs.
6.3 The HRM system for a village bank is quite simple. It is already more sophisticated for a microfinance institution
Title : Best-Practice Human Development Management in the Banking Sector. Three case studies of different types of banking institutions in the Lao PDR:
(1) a village-level savings & credit co-operative in Vientiane Capital that received facilitation support from FIAM/LWU;
(2) EMI Ltd, the first registered deposit-taking MFI;
(3) ACLEDA Lao Bank.
Name : ……………………………………………………………
Student ID : ……………………………………………………………
Date : ……………………………………………………………
Term : …………………………………………………
PROPOSAL OF THESIS
1. Name : ……………………………………… Surname : …………………
2. Degree : ……………………………………… Major : ……………………
3. IS’s Subject : ………………………………………………………………
4. Principle : ……………………………
5. Objective : To demonstrate the importance of HRM as critical management success factor in the banking sector
5.1 A ´best-practice´ HRM system only functions, if it is transparent and clearly understandable for all staff.
5.2 HRM is very important for industries, such as the banking industry, where a skilled labour force is required and constitutes the main assets of a bank.
5.3 The complexity of the HRM system depends on the complexity of the banking institution.
6. Expected Outcome :
6.1 A ´best-practice´ HRM system ensures that: * the most capable staff with the right profile is recruited for any position. * All staff are motivated by adequate financial and non-financial performance incentives to carry out their functions in a most optimal manner. * All staff are offered adequate career development opportunities to retain and develop good and loyal talents.
6.2 The importance of the skilled labour force is indicated by a high salary cost share (above 65%) out of total operating costs.
6.3 The HRM system for a village bank is quite simple. It is already more sophisticated for a microfinance institution